20240829PAC to Staff 175 Attachment C-1.pdf

LABOR AGREEMENT
For
POWER DELIVERY
BETWEEN
PACIFICORP
AND
LOCAL UNION 57 OF THE
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS
AFFILIATED WITH AFL-CIO
January 26, 2020 to January 25, 2023
P`tiEp N O V ?8 a
O
_ ROCKY MOUNTAIN
POWER
A DIVISION OF PACIFICORP
1•
G•S P P

Table of Contents
Article 1 2
INTRODUCTION AND RECOGNITION
Article 2 4
UNION BUSINESS
2.3 Leave for Union Business 4
2.4 Appointment of Stewards 5
2.5 Union Dues Deductions 5
2.6 C.O.P.E. Deductions 5
Article 3 5
EMPLOYMENT, SENIORITY,JOB CHANGES
3.1 Employee Classifications 5
3.2 Posting, Bidding and Relocation 7
3.3 Seniority 9
3.4 Displacement Process 10
3.5 Layoff Provisions 13
3.6 Job Security 14
Article 4 14
HOURS OF WORK AND COMPENSATION
4.1 Hours of Work 14
4.2 Overtime 15
4.3 Compensation Provisions 18
4.4 Expense Reimbursement 19
4.5 Shift Differential 20
4.6 Travel Differential 21
4.7 Weekend - Rotation Coverage 21
Article 5 21
GRIEVANCE PROCEDURE AND JOINT EXECUTIVE COMMITTEES
5.1 Adjustment and Arbitration 21
5.1.4 Disputes & Grievances 21
5.2 Joint Executive Negotiating Committees 23
Article 6 24
WORK RULES AND PRACTICES
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Table of Contents
6.1 Safety and Environmental 24
6.2 Power Delivery Working Rules 25
6.3 Temporary Headquarters 25
6.4 Job Site Reporting 26
6.5 Use of Contractors 26
6.6 Apprentice Selection 26
6.7 Apprentice Work Rules 29
6.8 Working arrangements 30
6.9 Metering Business 32
6.10 Street Light Maintenance 32
6.11 Substation Journeyman Classification 33
6.12 Service Coordinator Progression 33
6.13 Logistics Specialist Progression 33
6.14 Site Agent Classification 33
6.15 General Foreman Classification 33
6.16 Infrastructure Facilities Specialist 33
6.17 Transformer Reclamation Worker 33
Article 7 34
EMPLOYEE BENEFIT PROGRAMS
7.1 Holidays 34
7.2 Vacations and Sick Leave 35
7.3 Short-term Disability Benefit and Leave 41
7.4 Long-term Disability Benefit and Leave 42
7.5 Personal Leave of Absence 43
7.6 Medical Examinations and Return to Work Notice 43
7.7 Industrial Injury/Workers Compensation 43
7.8 Military Leave 44
7.9 IBEW/Western Utilities Health and Welfare Trust 45
7.10 Defined Benefit Retirement Plan 46
7.11 Defined Contribution Retirement Plan 47
7.12 Life Insurance Benefit 47
7.13 Employee Assistance Plan 47
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Table of Contents
7.14 Bereavement Leave 48
7.15 Random drug and alcohol testing 48
Article 8 48
DURATION OF AGREEMENT
8.1 Term of Agreement 48
Appendix 51
MEMORANDUMS OF AGREEMENT AND LETTERS OF UNDERSTANDING
Advancement Without Bidding 51
Advancement Without Bidding Region Engineering And Transmission Line 51
Projects
Apprentice Relocation 52
Bidding of Apprentices 53
Creation of a Taft-Hartley Pension Trust Fund 53
Creation of the Line Patrolman Classification 56
Declared Emergency 57
Discipline Procedure 58
Dispatcher, Sub-transmission and Distribution 61
Drafting And Designer Advancements 67
Drug and Alcohol Policy 69
General Foreman Classification 73
Grievance Process 74
Hiring Hall 75
Infrastructure Facilities Specialist 75
Laboratory Technician— Steam Plant 76
Logistics Specialist/Lead Logistics Specialist 78
Logistics Specialist Senior 78
Logistics Tractor/Trailer Drivers (Long-Haul Drivers) 79
Metering Department Fitness for Duty 80
No Docking Agreement 81
Outage Coordinators 81
Overtime Call-Out Procedure 81
Payment for Meals 83
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Table of Contents
Pre-Apprentice Lineman 84
Seniority for Former CPN Employees 86
Seniority for Former Lincoln Service Employees 87
Senior Logistics Specialist(2006) 87
Service Coordinator Progression 89
Site Agent Classification 90
Street Light Maintenance Worker 92
Substation Journeyman and Foreman 93
Summer Working Hours 94
Systems & Computer SRVCS Agreement Change Normal Work Hrs For DPPs 94
Temporary Hiring Hall Employees 94
Transformer Reclamation Worker 98
Transportation Department Working Hours 99
Vacation and Sick Leave For Employees moving to Fulltime With IBEW Local 57 100
Wasatch Business Center 100
WCCC Workplace Performance Monitoring 100
Working Hours During June, July, August and September, 1982 For Dixie, Utah 102
Working Hours for Traveling Apparatus Maintenance Crews 102
WRC Holiday Pay Provisions 102
MOA's in Previous Collective Bargaining Agreement 103
LETTERS OF UNDERSTANDING 105
Union Officials 106
Meetings 107
Index 109
Wage Table 111
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THIS AGREEMENT made and executed this 26th day of January 2020, by
and between PACIFICORP d/b/a ROCKY MOUNTAIN POWER
COMPANY, a corporation, its successors and assigns, 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. The Company promises that its operations covered by this agreement
shall not be sold, merged, conveyed, or otherwise transferred or assigned to
any successor without securing 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
machinery, in cases involving successorship.
That for the purpose of facilitating the peaceful adjustment of differences that
may arise from time to time between the parties hereto, and to promote
harmony and efficiency to the end that the Company, the Union and the
general public may mutually benefit,the parties hereto contract and agree with
each other as follows:
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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 in the states of Utah, Idaho
and Wyoming. The Union has been designated and selected by a majority of the
employees of the Company, excluding management and those supervisory officials
who have authority to hire and fire, as their representative for the purpose of
collective bargaining, and pursuant to the provisions of the Labor Management
Relations Act of 1947 (29 USCA 159 (a)) has been certified by the National Labor
Relations Board as the exclusive representative of all such employees 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 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.
1.3 Work of the type regularly and customarily performed by bargaining unit
employees which is being performed by employees excluded from the bargaining
unit by the NLRB order of May 28, 1971, in cases 27-UC-19 and 27-UC-20 on the
basis that such employees were supervisors, shall not be performed by such
supervisors except to the extent such work was performed by them prior to May 28,
1971, nor shall replacements for such supervisors exceed the amount of bargaining
unit work performed by their predecessors. Further, in no event shall supervisors, as
defined above, perform work regularly and customarily performed by bargaining
unit employees on a routine basis which exceeds 20 percent of such supervisory
employees' average monthly work effort.
Work performed by supervisory employees as defined in A above, necessitated
because life or property is in danger, shall not be considered work regularly or
customarily performed by bargaining unit employees for the purpose of applying
Section A hereof.
1.4 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 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,
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during the term of this Agreement, undertake to lockout or prevent such continuity
of performance by said employees insofar as such performance is required in the
operation of the Company. Any difference that may arise between the above parties
during the term of this Agreement shall be settled in the manner hereinafter provided
in Article 5.
1.5 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.
1.6 In the event mandatory laws or government rules or regulations applicable to,
or in conflict with, any of the provisions of this Agreement shall become effective
and binding upon the parties hereto with respect to such conflicting provisions, this
Agreement shall be subject to modification to the extent required thereby.
1.7 Should the Company acquire any properties in Utah, Idaho or Wyoming
within the recognized jurisdiction of Local 57 IBEW of a public utility nature, or
should current properties become available for representation by Local 57, the
parties will meet for the purpose of establishing working rules, wages and hours for
the property so acquired.
1.8 Should the Company establish any new department or materially rearrange
any of its present departments so that the definitions or rules then in effect will not
apply, then the parties hereto will meet at least 30 days before said change is to be
made for the purpose of arranging classifications, wages, hours and schedules of
work.
1.9 All employees of the Company coming within the classifications covered by
this Agreement after one month's continuous employment should and, where
permitted by law, shall be required to share equally in the cost of maintaining and
operating the collective bargaining agency in accordance with its rules.
1.10 All provisions of this general Agreement are to apply unless specifically
covered or modified by a Department Rule.
1.11 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 the general public, the Company or an employee.
1.12 This Agreement shall be subject to amendment at any time by mutual consent
of the parties hereto. Such amendment must be reduced to writing, state the effective
date of the amendment, and be executed in the same manner as this Agreement.
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1.13 Neither the Company nor the Union will discriminate against any employee
or prospective employee, in application of any of the terms of this Agreement,
because of race, color, national origin, sex, age, religion, disability or veteran status.
The Company and Union will cooperate to provide a productive and harassment-
free work environment.
1.14 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 or the employee's representative 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 An employee who requests time off for Union activities in addition to regular
time off shall be granted such request if such time off will not inconvenience the
operations of the Company or increase its operating expenses; provided, further, that
such employee shall receive no compensation from the Company for such time off.
2.2 The Company will permit the Union to use reasonable space for the purpose
of posting officially signed Union Bulletins upon Company bulletin boards.
2.3 An employee elected to office in the Union or an employee appointed for
duties in the Union with the consent of the Company, who is required to spend a part
or all of his/her time in the employ of the Union, shall not lose his seniority with the
Company on account of time off for Union duties. On returning to work with the
Company, such employee, if qualified, shall be returned to the employee's original
duties at the then prevailing wage scale for such position if such position then exists;
otherwise the employee shall be given such position as the employee may be
qualified to fill. The effect of this provision is that such employee is considered to
be on leave of absence for the period of time in which the employee is employed by
the Union.
2.4 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
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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 Directors of the names of stewards and effective dates
of their appointments immediately upon their selection.
2.5 The Company agrees to deduct from each of their regular and regular part-
time employees, the regular monthly union dues as established by Local 57 IBEW.
Before any such deductions will be made, Local 57 shall obtain and deliver to the
Company the signed voluntary written authorization of the employee who has agreed
to these deductions. The amount of those deductions shall be paid to the Financial
Secretary of the Local Union along with a list showing the name of each employee
and the amount deducted. Monthly dues (not including initiation fees, fines or
assessments) shall continue to be deducted until the employee gives written notice
through certified U.S. Mail to Local 57 and the Union notifies the Company to end
this deduction.
2.6 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 2.5.
Article 3
Employment, Seniority, Job Changes
3.1 Employee Classifications
Regular Employee
Employment in a regular position requiring eight hours per day, five days per week
of a regular work week. All Company benefit programs are available to employees
in this classification.
Regular Part-time Employ
Employment in a regularly constituted job requiring at least twenty (20) hours of
work each week. All Company benefit programs are available to this classification
as defined in this agreement.
Temporary Employees
Includes all employees not covered above. Specifically includes employees hired for
periods with known ending dates such as summer vacation relief, construction and
student employment. Participation in Company employee benefits is strictly limited
to those programs required by law.
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Hiring Hall Employees
Includes employees performing work under the jurisdiction of this collective
bargaining agreement in accordance with the terms of the Memorandum of
Agreement included in the appendix of this agreement.
3.1.1 Probationary Period
All regular, regular part-time and temporary employees are subject to an initial
probationary period of 130 work days paid (this includes vacation and sick leave
paid out, but not overtime hours or time on leave from work). Employees may be
terminated during that probationary 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.
During the initial six-month probation period, a new, regular and regular part-time
employee will be eligible to bid only if he/she is performing satisfactorily.
When a regular part-time employee continues on to regular full-time employment,
no additional probationary period will be required if this change of status has
occurred over 130 workdays paid from the original date of hire as a regular part-time
employee.
When a temporary employee continues on to regular employment, the probationary
period will have commenced with the date such employee last began continuous
work for the Company as a temporary employee.
3.1.2 Filling Vacant Positions
The parties hereto acknowledge that in all cases of bidding, transfer, promotion,
increase or decrease of personnel, or recall after layoff, the following factors shall
be considered, and where factors (2), and (3) are relatively equal, length of
continuous service shall govern:
1) Length of continuous service;
2) Minimum qualifications; knowledge, training, ability, skill, adaptability and
efficiency;
3) Physical fitness;
If there are no current minimum qualifications for a position, the parties will meet
to determine such qualifications that are mutually agreeable.
(Exceptions to the above section are specified in Departmental Working Rules
contained in Article 6.)
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3.2 Posting , Bidding and Relocation
3.2.1 All positions shall be filled by posting the position for bid. Bids for the position
must be made electronically within seven (7) working days of posting. Employees
must apply on the intranet through the Electronic Application Tracking System. The
receipt date and time stamp will be used regarding timeliness of bid. The employee
with the greatest seniority shall be chosen if qualified as set forth in Section 3.1.2.
These procedures are not restricted within the Power Delivery or Power Supply
agreement, and employees have full access between agreements for these purposes.
Bids will be posted on Monday on the Company bid board for seven (7) working
days. Should no bidders accept the position or no employee apply during the first
posting period, the Company will post the position on the bid board for a second
seven (7) working day period. It is intended that all bidders must either accept or
withdraw their bids from the date that the first bid period closes until the second bid
period would start (generally five calendar days).
• Union to have access to electronic bids.
3.2.2 Vacancies and new positions shall be posted for bid on all bulletin boards
within ten (10) days after the vacancy or new position occurs. For the convenience
of the Company, temporary assignments may be made for a period of thirty (30)
calendar days until bids are received and permanent assignments made.
If the Company decides that a position or vacancy will not be filled, the Union will
be notified of such decision within ten (10) days after the vacancy occurs.
3.2.3 Employees shall not be required to exercise their bidding seniority and shall
not sacrifice any future rights to bid on positions through failure to do so. An
employee who bids/bumps a job successfully and accepts it will be obligated to
move to the new job and live within a reasonable distance from their headquarters.
Reasonable distance will be determined by mutual agreement by the parties hereto
taking into account such things as response time, number of available employees,
and other conditions deemed necessary for efficient Company operation and
customer service. It is understood that the definition of reasonable distance is a
distance of up to (50) road miles from the new headquarters. When a bid is awarded
to an employee, that employee will be paid at the new pay rate starting with the 1 Ith
or 26th of the month, whichever occurs first following the award of the bid. An
employee who bids unsuccessfully on a vacancy shall not sacrifice further rights to
bid.
If a vacancy occurs for the same position within 30 days of the original bid award,
the original bid list will be used to fill the subsequent vacancy. If no one from the
original list is placed in the vacancy, a new posting will occur.
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3.2.4 Name of employee awarded the position for bid shall be posted on bulletin
boards with the next weekly posting after the appointment is made.
3.2.5 It shall be the responsibility of the Labor Relations Department to distribute
bids and awards of bids to a uniform list of locations in the Company.
3.2.6 When an employee successfully bids to or is transferred to a new position
within the Company, in accordance with Section 3.1.2, such employee shall be given
a reasonable break-in period, not exceeding ninety (90) calendar days.
3.2.7 When an employee successfully bids to or is transferred to a new classification
with a higher rate of pay, the employee shall be placed in the lowest step on the new
pay schedule which will result in an increase in pay approximately equal to the step
increases within the new pay schedule, except in the apprentice classification. All
apprentices will start on the first step of the apprentice schedule, unless modified by
the Joint Power Delivery Apprentice Committee.
3.2.8 When an employee successfully bids to or is transferred to a new classification,
with a lower pay schedule, the employee shall be placed in the new schedule with a
credit equal to the employee's seniority, except in no case will an increase in wages
be allowed in such transfer.
3.2.9 The Company will be required to pay relocation assistance for employees
bidding from one geographical location to another, more than 50 miles from their
existing headquarters. Relocation assistance will be paid only once in a 2-year period
of time.
The Company may offer (by notice on the job posting) additional relocation
assistance depending on the specific location and the classification of the position.
Relocation assistance in the amount of $3000 will be paid after the employee
has provided proof of a new relocation address to the Company.
The Company will pay mileage on an employee's automobile for one trip to the new
work location. Any other automobile or vehicle (e.g., tractor, trailer, boat, etc.) will
be moved at the employee's expense.
In situations where an employee is forced to move (more than 50 miles) from
one location to another because his/her job has been eliminated, the Company
will reimburse for moving expenses. Such expenses will be limited to household
furnishings and personal effects. Moving arrangements will be made by the
employee's supervisor. An employee may choose to move their own possessions
after receiving a written estimate from the Company's contracted moving
company. The employee reimbursement for this self-move will be sixty (60)
percent of the written estimate from the Company's moving vendor.
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3.2.10 In the event of a temporary curtailment in the Company, employees may be
transferred to other areas within the Company to do such work as may be available
and suitable to their skill and experience, provided that no employee of more
seniority may be displaced by an employee so transferred who has less seniority, and
Section 3.2.8 will apply regarding pay.
3.3 Seniority
3.3.1 Seniority for regular employees shall be deemed to accrue from the day an
employee last began continuous work for the Company. Seniority for bidding and
bumping 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 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.
3.3.2 Regular part-time employees shall accrue seniority in direct ratio with the
number of hours worked per year. If a regular part-time employee becomes a regular
full-time employee, their seniority date will be established to reflect the actual hours
worked as a regular part-time employee.
A temporary employee shall not accrue seniority for bidding purposes. When a
temporary employee continues on to regular employment, seniority shall be deemed
to accrue from the day such employee last began continuous work for the Company
as a temporary employee.
3.3.3 Transfers from one work group or location to another or from one
occupational group to another will be allowed, if eligible, for thirty (30) days, with
the approval of local management. At the expiration of this time, if for some reason
it is necessary that it be extended, it can be done with the approval of the parties
hereto.
3.3.4 A seniority list shall be made and posted when this Agreement takes effect,
and this list shall remain in effect until deviations there from are decided upon.
3.3.5 Employees covered by this Agreement who leave the bargaining unit for
supervisory positions or assignment to non-bargaining positions in the Company and
thereafter return within ninety (90) days of leaving will be without loss of bidding
seniority earned prior to leaving the bargaining unit. Should such an employee return
to the bargaining unit after more than ninety (90) days in a supervisory position, the
bidding seniority the employee had earned prior to leaving the bargaining unit will
be restored after the employee has served one (1) year in a bargaining unit position.
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Such employees will be placed in mutually agreed to bargaining unit positions for
which they are qualified.
3.3.6 Employees covered by this Agreement who leave the bargaining unit for other
PacifiCorp,Electric Operations bargaining unit positions and thereafter return within
ninety (90) day of leaving will be without loss of bidding seniority earned prior to
leaving the bargaining unit. Should such an employee return to the bargaining unit
after more than ninety(90) days,the bidding seniority the employee had earned prior
to leaving the bargaining unit will be restored after the employee has served one (1)
year in a bargaining unit position.
3.4 Displacement Process
3.4.1 If there is a required reduction in staffing at a location or on a fixed shift
schedule, the least senior employee(s) in the identified classification(s) will be the
individual(s) impacted by this displacement. These procedures are not restricted
within the Power Delivery or Power Supply agreement, and employees have full
access between agreements for these purposes. The process for addressing this
situation is listed in the order they are applied, which is as follows:
1. After the Company has determined the need for a reduction in force or
adjustments to the workforce at a specific location or work schedule, the
Company and Union will meet to review the circumstances that created the
need for the reduction(s).
2. The Company and Union will review options for placing the impacted
employees into positions in a geographic proximity that would preclude the
employee from moving from their current principle residence. This may
include placing employees in vacant positions. These placements would be in
the employee's current classification or by employee choice, a vacancy in a
lower classification that they have previously satisfied the bid qualifications,
if any. It is understood that the definition of geographic proximity is a distance
of up to 45 miles from the employee's current work location. After mutual
agreement between the Company and the Union, this distance could be
expanded by voluntary agreement by the impacted employee(s).
3. If there are multiple employees impacted by a displacement and multiple
locations or positions available, Company seniority under this agreement will
be used to allow the impacted employees to choose their work location and
position, until all impacted employees are placed in new positions or
locations.
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4. If it is not possible to place an impacted employee as described above, the
employee can then displace a less senior employee under the following
conditions:
• The employee has previously held regular full time status and performed
work in or is bid qualified to perform the duties of the classification that
they desire to bump; their same classification or a lower classification that
they are qualified to perform at the time of the displacement.
• Employees will be notified in writing of their alternatives under this
paragraph and have five (5) calendar days in which to make their decision.
3.4.2 Employees will not be allowed to move up in pay schedule because of a
reduction in forces, and Section 3.2.8 will apply regarding pay. The only
exception to this will be like classifications in the Power Delivery and
Generation agreements, as mutually agreed to by the Union and the Company,
at the time of the reduction.
3.4.3 If the impacted employee does not possess sufficient seniority to displace
another employee in their own classification or another classification that they are
qualified to perform, they may accept layoff with recall in accordance with Article
3 Section 3.5
3.4.4 Additional Provisions
1. Moving expense will be paid for all employees required to change their
primary residence due to this process.
2. Apprentices cannot be displaced by journeyman or any other employee with
more seniority.
3. Displaced employees will have five (5) calendar days to identify their choice
of options identified in 3.4.1 (4) above. If any employee does not make a
decision within five (5) days, they will be laid off with recall rights.
4. All displacement will be coordinated through the Labor Relations' groups.
5. In certain operating locations placements may be restricted if a specific area
becomes severely impacted by the displacement process. In these cases the
Company and Union will review the situation and mutually agree to
temporarily restrict displacements in that area.
6. If an employee displaces another employee with lower pay their pay will go
to the level and step as established in the latest Company/Union Agreement
for bidding across or down. (Section 3.2.8)
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7. Anyone displacing a position in an advancement progression must meet the
entry-level qualifications and have time in grade experience required for that
position prior to displacing such a position.
8. If two (2) employees from different locations displace the same individual,
Company seniority within Local 57 rules. The second employee will be given
three (3) calendar days to make another selection.
9. Bidding rights are maintained at all times for individuals involved in the
displacement process as per the Company/Union Agreement, until the
employee has been laid off.
3.4.5 Recall to Previous Classification
If any employee has been displaced and accepts a lower paying position, they will
retain recall rights to this classification prior to regular bidding. Vacancies in
classifications with individuals with recall rights will be offered to individuals on
the recall list in seniority order. The employee will have no more than two (2) days
to accept or reject the offer of recall. If an employee declines recall to their previous
classification, the next senior person will be offered the position until all employees
have been offered the position. If all employees have rejected this recall, the least
senior employee will be offered recall a second time. Each employee who rejects
recall in inverse order of seniority for the second time for the specific vacancy will
forfeit their recall rights and are removed from the recall list. If all employees decline
the return to their former classification, the position will be posted for bid. With this
agreement, the recall list to previously held classifications reflects these guidelines.
3.4.6 Grandfathering
With this agreement, all grandfathering for the purpose of the displacement process
is considered expired and grandfathered employees will displace from their current
classifications and accept the rate of pay at their new classification.
3.4.7 Displacing Temporary Employees
Regular or regular part-time employees may displace temporary employees in
classifications up to and equal to their original position, provided they are qualified.
While the employee is on the temporary job assignment, they will be classified on
the payroll, for benefit purposes, as regular or regular part-time employees so their
benefits stay in place even though the employee is displacing a temporary employee
in a temporary assignment.
If the temporary assignment ends, the employee will again be allowed to displace
another regular, regular part-time or temporary employee and these displacement
rules will apply.
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Regular or regular part-time employees who displace a temporary employee and are
eventually laid off will maintain their recall rights as per the Company/Union
Agreement. However, if an employee is in a temporary position and has waived their
right of recall to their original position and the temporary assignment ends for
whatever reason, such employee will be laid off with no further recall privileges.
Employees working through the Local 57 Hiring Hall are not subject to the terms
and conditions of this displacement process.
3.5 Layoff Provisions
3.5.1 The Company will give reasonable notice to employees in advance of a layoff
or transfer and will make available for inspection the names of employees who are
to be laid off.
If any employee accepts layoff with recall, they do not have bidding rights while on
layoff and will have recall rights as outlined below.
3.5.2 Should an employee who has been laid-off fail to return to work within two
(2) weeks after being notified to return to work, via certified mail at their address of
record, or if no work has become available prior to the end of three (3) years' time
from the date the employee was laid-off, whichever is earlier, the employee's
seniority shall thereupon cease; and if later the employee returns to the Company, it
shall be without seniority. Seniority will not accrue during the time an employee was
laid-off.
If an employee has been laid off, they will be recalled as described above. In
addition, a laid off employee will be recalled to any position up to or equal to their
original position provided they are qualified and after the position has been offered
to qualified active employees through the above process and the position bid with
no qualified bidders.
If any employee is recalled within the timeframes identified their seniority will be
restored to the date that the layoff occurred for bidding, displacement and benefit
purposes.
In the event of an involuntary lay-off, affected employees shall receive COBRA
insurance benefits provided by the company. One (1) month of COBRA shall be
paid for each year of employee's service, up to eighteen (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.
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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 discuss the
impact on those employees affected.
Article 4
Hours of Work and Compensation
4.1 Hours of Work
4.1.1 Eight consecutive hours (except time out for meals) shall constitute a normal
day's work for the Company. Hours of work may be advanced or retarded from the
normal start time, by mutual agreement of the Company and Union, except where
continuous shifts or emergencies require other hours. The Company may establish
new shifts and schedules and the terms and conditions associated with such shifts or
schedules is the proper subject of bargaining. Employees shall receive a minimum
notice of five (5)working days prior to changing their current regular shift schedule.
This language applies to indefinite shift schedule changes and not temporary
changes of schedules.
4.1.2 Five days (40 hours) shall constitute the normal workweek for all employees,
the days following in sequence unless otherwise specifically provided in the
departmental working rules.
4.1.3 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.
4.1.4 When employees are required to travel out of headquarters, they are, except
in emergencies, to be notified not later than quitting time on the previous day.
4.1.5 Whenever the nature of a particular service rendered by the Company to the
public necessitates continuous regular service, the Company shall establish such
regular workweeks and shifts as are deemed necessary and desirable to enable the
Company to render such service. By agreement of the parties hereto, working hours
and shifts may be so arranged as to permit continuous work "back-to-back" over a
two-week period.
4.1.6 If the Company transfers personnel from one shift to another, no loss in
regular pay shall result. A minimum of sixteen hours off duty between shifts shall
be allowed except in emergencies or where otherwise agreed to by the parties hereto.
When the Company changes an employee's shift schedule, compensation for the
inconvenience shall be one and one-half times the regular rate of pay for the first
new shift.
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4.1.7 There shall be two fifteen (15) minute paid break periods. The first break
period shall be between the starting time and lunch period. The second shall be
between the lunch period and the ending time of the shift.
4.2 Overtime
4.2.1 Overtime is the actual time worked by a regular employee other than the
employee's regular working hours. Regular part-time employees are paid overtime
when work exceeds eight (8) consecutive hours in a day or on Saturday or Sunday
or their first or second day off of their consecutive days off as described above.
4.2.2 Employees who are required to work overtime shall be paid for such overtime
as follows:
Time and One-half
• For work beyond eight (8) hours in a day or hours outside the normal daily
work schedule or work week or the regular hours or days of a temporary shift.
• For work during the regular hours on a Company holiday
• For hours worked after satisfying the provisions within Article 4, Section
4.2.10
Double Time
• For all hours after 16 continuous hours until the appropriate break in hours
has been satisfied as described in Section 4.2.3.
• For all hours worked outside of the normal work hours on designated
Company holidays
• When multiple time and one-half pay provisions overlap, double time would
be paid during the overlap time period.
It is understood that the double time rate of pay is the maximum overtime payment
for any hour worked. This does not preclude the payment of holiday pay during a
designated holiday in addition to double time.
4.2.3 Unpaid rest periods of 4 to 8 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 more than 8 hours 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 sixteen (16) continuous hours
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to achieve double time compensation. Employees will be paid only for time worked
and do not receive compensation for the bridged time identified above.
4.2.4 Any employee coming within the classifications covered by this Agreement
shall not be required to take time off during the regular working day to compensate
for overtime worked or to be worked. Compensatory time off is not authorized
within this agreement.
4.2.5 Overtime is to be distributed as equally as is practicable among the employees
employed in any classification of work where such overtime is worked.
4.2.6 A current list of employees working overtime shall be posted at their
respective headquarters, showing overtime hours worked for the month and
cumulative totals for the calendar year.
4.2.7 When employees who are off duty are called back for overtime work,
overtime shall begin with the time of call and in no case shall be computed at less
than two hours except in such cases where an employee is called within two (2)
hours before their regular shift. In this case the overtime will be paid for the actual
time worked, except for those employees who are on standby per section 6.8.1
they will receive the 2-hour minimum.
4.2.8 When employees are contacted after hours and at least seven (7) hours in
advance of the beginning of the overtime work, overtime compensation will begin
when the employee reports to work for that overtime assignment.
If the prearranged job is canceled with less than four hours' notice to the employee
the employee will be compensated with two hours overtime pay. The overtime rate
will be paid at the same rate as would have been paid for the first two scheduled
hours. The Union will not present or prosecute claims for overtime, including
penalties, assessable under pertinent state or federal laws, rules or regulations unless
such claims are presented to the Company within sixty(60) days after the completion
of the work for which such overtime has been performed.
4.2.9 Employees who are required to work more than two (2) hours overtime after
the regular quitting time shall be compensated for a meal by the Company and the
first subsequent meal at six (6) hours with additional meals at intervals of not more
than six (6) hours thereafter while they continue to work. Meals will be compensated
by the Company for employees who report to work more than two (2) hours before
their regular starting time, including holidays and regular days off. Breakfast
compensation will be provided for employees who report to work one and one-half
hours (1 '/2) or more before their regular starting time, including holidays and regular
days off. (Breakfast compensation only)
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Pre-arranged overtime meals on holidays and regular days off will be compensated
as stated in "Payment for Meals" Memorandum of Agreement.
4.2.10 Employees called to duty six hours or more before the beginning of regular
hours, and who work three hours or more of the six hours immediately preceding the
beginning of regular hours and all or part of the next regular hours either at
emergency or regular work, shall be paid at one and one-half times the regular rate
of pay for all hours actually worked.
Note: Only those callouts that include time worked within the six (6) hours
immediately preceding regular hours are to be used in the application of the
paragraph.
4.2.11 Employees called for duty less than six hours before the beginning of regular
working hours or shift hours shall be paid at one and one-half times their regular rate
of pay (except intermission for meals) from the time they are called until relieved
from duty or the beginning of the regular shift. Regular working hours or shift hours
following shall be paid at straight-time rates.
4.2.12 Employees who are directed to report for work away from headquarters or
to return from such work on other than their working time,whether it is after working
hours or on regular days off, shall be compensated at prevailing overtime rates. This
ruling does not change our regularly established practice of paying expenses only
for nighttime travel by public conveyance.
4.2.13 Pay for employees required to work away from headquarters:
Employees working a limited distance from headquarters will normally be returned
to headquarters when travel time one way is one hour or less. Transportation
furnished should minimize travel time to and from the job. Large equipment may be
left at the work area.
When an employee is working out of town for two (2) or more nights, the employee
will be compensated at seven percent (7%) above base pay for all hours worked out
of town, including travel time. Travel for training outside the Company service
territory, apprentice school training, and positions receiving the seven percent (7%)
Travel Differential in their base pay is not included in this paragraph.
4.3 Compensation Provisions
4.3.1 Pay day shall be not later than the 5th and 20th days of each month, provided
that when pay days fall on Sunday or a holiday, employees shall receive their pa y
on the preceding workday.
4.3.2 Employees of the Company shall be paid on an hourly basis, semimonthly.
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• All compensation for Utah employees shall be transmitted by direct deposit.
• Employees working in Wyoming or Idaho may choose to be exempt from
participating in the agreed upon requirement to have all employee pay
transmitted by direct deposit.
4.3.3 Employees hired for temporary employment who are fully qualified to
perform the work required shall be paid not less than the regular rate established by
this Agreement for the classification under which such employees are working.
However, no employee shall be paid less than the regular rate for a period longer
than four workweeks.
4.3.4 An employee who performs the duties of a higher classification for a
temporary period as assigned shall be paid at the prevailing wage rate for the time
actually worked on the higher classification.
The Union will not present or prosecute claims for temporary advancements,
including penalties, assessable under pertinent state or federal laws, rules or
regulations unless such claims are presented to the Company within sixty (60) days
after the completion of the work for which such temporary advancement has been
performed.
4.3.5 The Relief person shall have the same classification as that of the highest class
employee regularly relieved.
4.3.6 As far as possible, when employees are assigned to vacation, or emergency
relief of other employees, they shall receive temporary advancement according to
seniority and minimum qualifications.
Compensation for such temporary assignment shall be either the appropriate
bargaining unit pay schedule or 6% above present wage rate in the event no
bargaining unit schedule is applicable.
At termination of the relief period, employees shall have the right to return to the job
left when going on relief. In such cases where a bargaining unit employee substitutes
for a supervisor, the employee will be paid at a rate of 10% above the employee's
current rate of pay for the time the employee substitutes for the supervisor. The
employee will remain in the bargaining unit during such time without the authority
to hire and/or fire.
In Line Operations, the parties recognize when a crew supervisor is replaced, the
appropriate bargaining classification for the temporary upgrade will be that of a Line
Working Foreman.
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4.3.7 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. These wage rates will be increased as follows:
Classifications identified in the tentative agreement will receive a 1% market
equity adjustment prior to the implementation of the 2020 GWI increase.
For all other classifications:
a. GWI — 2020 2.5% effective 1/26/2020
b. GWI — 2021 2.5% effective 1/26/2021
c. GWI — 2022 2.5% effective 1/26/2022
4.4 Expense Reimbursement
4.4.1 When employees are required to travel out of headquarters and be away
overnight, lodging will be provided by the Company. All other expenses will be
included in a per diem payment per IRS guidelines for meals and incidental expenses
(MME). The full MME rate will be available for full days away from headquarters
and 75% of the full rate will be available for partial days of travel, defined as the day
leaving or the day returning to headquarters. Additionally, on days where there was
a Company-provided meal consumed or a Company-provided meal was made
available, the partial day rate of 75% would be provided.
Additionally, if the Internal Revenue Service (IRS) makes adjustments to the
reimbursement rate, the new rate will become effective on the date identified by the
IRS.
The Company recognizes that there may be times when an employee may desire to
travel back to their headquarters on a particular evening to attend to personal matters.
If such a circumstance occurs, the following guidelines would be applicable:
1. The employee would discuss this with their supervisor in advance
2. The employee would be responsible for their own transportation to and from
the work location
3. The employee would leave the work site at the end of the work hours for that
day and return at the beginning of the work hours the following day
4. The employee would be entitled to the full day per diem identified above if
the work assignment continued beyond the day they returned to the work site
after attending to their personal matters.
5. The employee would receive a lump-sum amount of$70 in lieu of the daily
per diem and hotel expense. This lump-sum amount is considered taxable
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income and is not subject to the Company matching contributions per Section
7.11.1 of this agreement.
6. This accommodation is to be used for isolated circumstances and is not
intended to materially increase the driving time required to and from the work
location, be used as a substitute for the Company-provided lodging and per
diem on a regular basis or to elevate the risk to employee safety.
4.4.2 Employees dispatched from regular headquarters to other headquarters will be
paid the regular wage rate for such time consumed in traveling as is lost from their
regular working period, and also all traveling expenses incurred. Transportation
facilities may be furnished by the Company.
4.4.3 Any employee requested to use their personal vehicle on Company business
shall be compensated for such use at the current Internal Revenue Service (IRS) rate
per mile. Additionally, if the IRS makes adjustments to the reimbursement rate, the
new rate will become effective on the date identified by the IRS.
4.5 Shift Differential
Shift differential payments will be made to employees working the afternoon and
night shifts as follows:
1. Afternoon shifts beginning after 12:30 P.M. and before 7:00 P.M. will receive
a shift premium of 4% of the appropriate regular rate of pay for that shift.
2. Night shifts beginning at 7:00 P.M. and before or at 5:30 A.M. will receive a
shift premium of 7% of the appropriate regular rate of pay.
Modified day shifts starting earlier than 12:30 P.M. will not be paid shift differential.
For employees assigned to afternoon and night shifts, shift differential will be paid
to employees for the hours while on vacation, sick leave, and holidays.
For employees assigned to afternoon and night shifts and working overtime before
or after their shift, they will receive their regularly applied shift premium for all
hours worked that day. Regular day shift employees do not receive a shift premium
for overtime hours worked.
4.6 Travel Differential
For positions designated as "traveling", requiring the employee to spend 50% or
more of their work nights away from home base pay increased by 7%.
4.7 Weekend - Rotation Coverage
Positions designated as weekend coverage - base pay increased by 2% if assigned to
weekend coverage rotation.
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Article 5
Grievance Procedure and Joint Executive Committees
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.
5.1.2 Labor disputes or differences arising between the Company and 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, 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 ten (10) working 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 parties.
5.1.4 All disputes or differences between the Company, the Union and the
employees of the Company shall be adjusted as follows:
Should an employee have a complaint, the employee and/or the Union Steward shall
discuss the complaint with the immediate supervisor. Failing a satisfactory
resolution of the employee's complaint, the matter may be determined to be a
grievance and shall be dealt with as follows:
First Step:
The Grievance will be reduced to writing and submitted to the appropriate supervisor
and/or plant manager by the Union Steward, within five (5) working days of the
meeting. The appropriate supervisor and/or plant manager will meet with the Union
Steward and the aggrieved employee. The Grievance will be responded to in writing
and returned to the Union Steward within a ten (10) working day period, or the
grievance will automatically proceed to the second step.
In the case of terminations of employment,grievances will be immediately expedited
to the Second Step of this procedure.
Second Step:
The Union may request a second step hearing through the Company Labor Relations
Department within five (5) working days from the date the Company's first level
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response was received. If a response is not made within the five (5) working days,
the grievance is considered closed.
If the Union requests a second level hearing within the time stated above, a meeting
must be held within fifteen (15) working days between a Union Staff representative
and the appropriate higher level of management and Labor Relations.
At the conclusion of this meeting, the Company will have ten (10) working days to
respond, or the grievance will be considered closed, and the Union's requested
settlement awarded.
Third Step
The Union may request a third step hearing through the Company Labor Relations
Department within ten (10) working days from the date the Company's second level
response was received. If a response is not received by the Company within the ten
(10) working 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 Joint Grievance Resolution Committee (JGRC)
meeting. This meeting will be led by the Director of Labor Relations and the Staff
of Local 57 and scheduled at least once per month. This forum is to be used to resolve
grievances prior to arbitration. A grievance may be held over to the next monthly
meeting if additional time is required to investigate the associated issues.
Both parties are committed to timely resolution of all grievances. To this end, all
pertinent information specific to a grievance must be presented to both parties at a
reasonable time prior to arbitration and no new information may be presented at a
future arbitration pertaining to this grievance.
At the conclusion of this meeting, Labor Relations will have ten (10) working days
to provide the Company's 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 parties through one of the methods above provided, such dispute or difference
shall be submitted immediately to arbitration. The Union must request Arbitration
within twenty-five (25) working days from the date the Company's third level
response was received. An impartial arbitrator shall be selected by contacting the
Federal Mediation and Conciliation Service (FMCS) to furnish a list of seven (7)
arbitrators. From that list of arbitrators, the Business Manager of Local 57 and the
Director of Labor Relations will, in turn, strike a name from the list. The remaining
name shall be the arbitrator.
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The award of the arbitrator shall be final and binding upon both parties and upon the
employee(s) involved. The fees and expenses of the arbitrator, and any other
expenses agreed to by the parties prior to the arbitration, shall be shared equally by
the Company and the Union. The arbitrator shall have the power and authority to
arbitrate only those matters expressly made subject to arbitration by the terms of this
Agreement and shall rule only on the issues submitted in writing for arbitration. The
arbitrator shall not have power to alter or amend the Agreement.
This provision shall not be construed to prevent further conferences between the
parties hereto for the purpose of settling the dispute at any time before the decision
of the arbitrator.
5.1.5 In the event it is decided in the manner provided in this Agreement that an
employee has been suspended, demoted, laid off or discharged without cause the
employee's record shall be cleared of such charges and the seniority rights restored;
and the employee shall be reimbursed for any loss of wages resulting by reason of
such suspension, demotion, layoff or discharge.
5.2 Joint Executive Negotiating Committees
The parties recognize the value of regular and open dialogue addressing all the issues
facing the efficient operation of the Company and the Union's business.
Accordingly, the parties agree to establish the following:
Joint Executive Power Delivery Committee
Meeting as needed, these groups will be composed of the appropriate local Directors
and Managers and the Director of Labor Relations for the Company, and a member
of staff for the Union and the Business Manager's designees. Agendas will be
prepared in advance and the parties will review and resolve all the issues of
opportunity or concern for either party.
The charter for these committees is to negotiate collectively in a collaborative
manner, on all issues pertaining to the collective bargaining agreement. The
committee members will receive clarity on their level of authority from their
perspective leadership. Sub-committees may be formed to address specific issues
within the business and report back to the Executive Committee.
Article 6
Work Rules and Practices
6.1 Safety and Environmental
6.1.1 Management shall realize their responsibility for the safety of company
employees and the public. It shall be their duty to see that work under their
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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 Employees have co-responsibility for their own safety and that of their fellow
employees. Employees arriving at any job location shall report to the person directly
in charge. Under no condition shall any employee start work until they have been
thoroughly briefed on the work they are about to do, including the hazards that might
exist, by the person directly in charge. They will not start the work until directed to
do so by the person in charge, and then, only if they themselves are confident that
they understand the job and can do it safely.
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 shoes the company will
reimburse the individual up to $80 per year. The employee may accrue the yearly
benefit for up to 3 years ($240 maximum every three years) per the Safety Shoe
Reimbursement Policy. Safety Shoe Reimbursement benefit will be made available
on the first of the year.
6.1.5 All individuals within Power Delivery will work to minimize the adverse
environmental effects that result from the distribution and transmission of electricity
and will promote programs that will improve the environment. Employees will
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 and the Union shall each designate five (5) representatives to
the Joint Safety Rule committee who shall serve until their successors are appointed.
The Committee shall meet not less often than once each year to review the Accident
Prevention Manual and to review changes in the Safety Rules. This meeting shall
take place in January of each year. In the case that the Union representatives express
concern with the changes, the Company and the Union shall promptly meet to
discuss such issues.
6.1.7 The parties to this Agreement pledge strict adherence to the rules embodied
in the Accident Prevention Manual(s), as prepared, published and periodically
reviewed by the Joint Committee(s), and the rules and regulations of the states of
Idaho, Wyoming and Utah.
6.1.8 Surveillance
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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"
6.1.9 Where the company requires employees to use prescription spoggles, the
required prescription spoggles shall be provided by the company through a vendor
of the company's choice. The employee shall be responsible for proper care and
maintenance of the spoggles.
6.2 Power Delivery Working Rules
6.2.1 The parties agree that they may supplement this Agreement from time to time
by formulating such necessary working rules as are pertinent to the particular work
areas and operations of the Company.
6.2.2 Such additional rules by reference shall be incorporated herein and considered
a part of this Agreement and subject to its terms and provisions.
6.2.3 In the event that the Company requires any employee to install a telephone,
fax machine or other electronic equipment, the Company will provide and maintain
this equipment.
6.3 Temporary Headquarters
6.3.1 The Company, at its option, may establish "Temporary Headquarters" at any
location where suitable board and lodgings can be obtained or provided. The
determination as to whether such headquarters are temporary or permanent shall be
made and the employee so notified in advance of transfer.
6.3.2 "Temporary Headquarters" is considered to mean any headquarters
established by the Company for the purpose of engaging in work as covered in this
Agreement where such work will continue for a temporary period, defined as no
more than ninety (90) days. After the application of this rule, regular working rules
shall apply.
6.3.3 Employees hired to work out of temporary headquarters will not be allowed
board and lodging expenses.
6.4 Job Site Reporting
6.4.1 Employees working out of headquarters, office, or shops shall travel from
headquarters to headquarters, office to office, or shop to shop on Company time;
employees normally shall report at the headquarters, office or shop where they are
regularly employed; however, employees may be temporarily assigned to report to
an alternate location within thirty (30) road miles from their regular headquarters,
for a period of no longer than 90 consecutive days.
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6.4.2 When management designates a job site or temporary headquarters as a
reporting location, other than their established headquarters, an employee assigned
to that location will receive zone pay according to the following schedule:
0 to 5 miles Free Zone
5+ to 15 miles $2.00 hourly
15+ to 30 miles $3.00 hourly
Temporary headquarters will have suitable parking and sanitary facilities.
1. Crews would be assigned on a voluntary basis and must come from the same
headquarters. If a crew is not filled from volunteers, the crew will be assigned
by seniority within classification.
2. When crews are working these jobs any and all overtime on that job will be
that crew's unless additional help is required.
3. Prior to crew's accepting these assignments; they shall be notified of the
reporting location and proposed duration of the job.
6.5 Use of Contractors
6.5.1 The Company will not contract any work for the specific purpose of laying
off or demoting employees.
6.6 Apprentice Selection
As of January 1, 2007, no further applicants will be accepted into the apprenticeship
pools.
Apprenticeships for meter man, estimator and substation positions will be offered
on an internal/external basis at a ratio of 2 internal to 1 external until the pools have
been exhausted. Apprentice positions filled from the apprenticeship pools will be
based on company seniority. Employees who accept a job offer for an
apprenticeship will be removed from all other pool lists. Employees who refuse an
offered apprenticeship will be removed from the pertinent pool list. Apprentice pool
candidates will further be allowed to apply externally.
Inside/outside apprentice positions will be open to internal and external candidates
who meet the minimum qualifications for the position. Positions will be awarded to
the best qualified candidate as determined by a combined scoring of pre-
qualification testing, interview rating, and practical exam score. However, should
the combined score be equal, preference will be granted to the senior internal
employee.
Apprentice lineman positions will be filled in accordance with the Memorandum of
Agreement on the Pre —Apprentice Lineman position.
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Apprentice automotive mechanics will be filled through inside/outside selection.
6.6.1 Joint Apprentice Training Committees
A Joint Apprentice Training Committee (JATC) will be established for each of the
apprenticeship programs. Committees will be comprised of equal representation of
Company and Union members. The JATC is responsible for the administration of
the program and issues such as program performance, training, pre-qualifications,
testing and individual employee progress. The JATC will periodically review the
passing scores to determine if the level for a passing grade is appropriate. Any further
issues that cannot be resolved will be forwarded to the company and union.
6.6.2 Minimum Qualifications
Internal or external applicants for apprenticeship positions must meet the minimum
qualifications for the position as set by the JATC.
6.6.3 Pre-Qualification Requirements
Applicants meeting the minimum qualifications will be subject to pre-qualification
testing. Repeat candidates need not re-take pre-qualification testing, however may
do so to obtain a higher composite score subject to any restrictions associated with
the testing materials. All applicants (first time or repeat) will be required to take any
physical qualification testing.
6.6.4 Advertising and Recruiting for Positions
Notice and/or advertisement will be given internally and externally about
apprenticeship opportunities.
6.6.5 Trade Orientation and Aptitude Testing for Applicants
The orientation and pre-qualification testing will be conducted as the need arises at
locations determined by PacifiCorp. Applicants will be given a trade orientation
prior to taking the pre-qualification tests. This orientation will consist of general
information (i.e., video and/or verbal presentation) on the nature of the trade, its
challenges, rewards and hazards. Following this orientation, applicants who choose
to participate further will go directly to the pre-qualification testing.
For positions requiring the National Joint Apprentice and Training Committee
(NJATC)testing a charge for each test given will be the responsibility of the external
candidate, Company will pay for the internal candidate. The Apprenticeship
Coordinator or a certified tester will be assigned to proctor and administer the test.
A test score of"5" on the nine-point scale will be considered a passing grade.
Physical ability or practical testing of applicants will measure the individual's ability
to perform activities associated with the respective branch of the trade. For positions
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requiring additional testing, no charge will be assessed to the candidate. A member
of the JATC committee and Human Resources will administer the test. A passing
score of 75% or better will be considered a passing score.
Candidates will need to pass these tests to move on to the physical ability testing.
Individuals who pass the physical ability testing will advance to the interview and
rating phase.
6.6.6 Interviewing and Rating of Candidates and Handling of Repeat
Candidates
Each candidate who has passed the pre-qualification requirements for the position
will be interviewed. Following the interviews, a composite score for each candidate
will be determined. The top candidates will be offered positions based on the number
of openings.
6.6.7 Other Requirements for Apprentice Candidates
Employees who accept an apprenticeship position and are subsequently removed or
remove themselves shall not be eligible to re-enter any apprenticeship program for
a period of 2 years. * Unless the apprentice was removed for a medical condition
in which case the 2-year ban may be waived.
6.6.8 Apprentices must be familiar with the safety code and are required to have a
good working knowledge of first aid, including efficient application of approved
methods of resuscitation. They shall expand their knowledge of proper use of safety
devices, safe working methods and construction specifications as their
apprenticeship program progresses. Should it be difficult for apprentices to gain field
experience in certain phases of work in their permanent location, they may be
transferred temporarily to another location where all types of work are being done.
It is understood that during their apprenticeship period they will be required to attend
training sessions.
6.6.9 When approved by the Joint Power Delivery Apprentice Committee,
apprentices may assist a journeyman in working on energized primary and
transmission circuits. They shall be at all times under the observation of a foreman
who shall have no other duties at the time the work is being performed. When
working under the supervision of either a journeyman or a foreman, approved
apprentices may also replace transformer and junction fuses, connect or disconnect
circuits equipped with hot line clamps, cut wires in the clear, install stirrups using a
shotgun-type clamp stick, cover energized conductors with protective equipment,
using a hot stick or tested handle if potential does not exceed 39,000 volts and install
protective grounds.
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6.6.10 Before apprentices may be classified as journeymen, they shall be first
examined by a competent Examining Board consisting of representatives selected
by the Company and the Union, who will pass on their qualifications.
6.6.11 Apprentices who have served their full apprenticeships and have qualified
under the Agreement for rating as journeymen shall be put on the journeyman rate.
6.7 Apprentice Work Rules
6.7.1 For the first twelve (12) months, apprentices must not, under any condition,
work on energized conductors or apparatus if potential exceeds 260 volts. On lines
carrying energized primary and secondary circuits, the apprentice shall assume a
working position below the highest secondary arm or rack.
6.7.2 Apprentices may perform other grades of work for which they have been
approved by the Joint Power Delivery Apprentice Committee; provided, however,
that they are accompanied by a journeyman and under the supervision of a foreman
who has been trained to work on energized electrical conductors and equipment. An
apprentice so approved may fuse transformers and junction cutouts with journeyman
or foreman supervision.
6.7.3 There shall be not more than one apprentice regularly assigned to line crews
of two to six journeymen; in line crews of more than six journeymen, apprentices
may be assigned at the ratio of one apprentice to three journeymen. This rule is
subject to the following exceptions:
1. Every district may have at least one apprentice.
2. In case of emergency trouble work, this ratio shall not apply if journeymen
are not available on call.
3. Any exceptions that are approved by the General Joint Power Delivery
Apprentice Committee will be allowed.
6.8 Working Arrangements
6.8.1 In areas where there is not a bid journeyman trouble man regularly on duty,
all journeyman (including non-shift Troubleshooters) handling trouble work should
arrange among themselves so that someone in each area will be responsible outside
of regular working hours to provide emergency response for trouble work. Such
employees will receive one (1) hour of straight time pay per day and two (2) hours
of straight time pay for holidays for each day that they are responsible for such
emergency response. When called for overtime,the employee's base hourly pay shall
be at least at the journeyman trouble man's rate of pay. In remote areas where there
is a bid journeyman trouble man regularly on duty and all journeyman in that area
are sharing the responsibility for after-hour emergency response, the one (1) hour of
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straight time pay per day and for holidays two (2) hours of straight time pay and the
overtime rate as described above, would be available to the other non-trouble man
classifications. For this emergency response, overtime will start at the time of the
call, will not be less than two (2) hours, and will be paid for at one and one-half(1
1/2) times the regular rate for the particular employee called.
Local Agents who are first responders over a weekend will receive one (1) hour of
straight time pay per day for the days of Friday, Saturday and Sunday and for
holidays two (2) hours of straight time pay.
6.8.2 With the exception of emergency repair work where there is no regular cable
splicer available, all cable splicing, connecting of lead- covered cable, and installing
and repairing of junction boxes is to be done by Journeymen Lineman/Cable Splicer.
6.8.3 Inspection of underground junction boxes is to be done by journeymen
lineman.
6.8.4 Two qualified employees shall perform all work on live conductors and
equipment when potential exceeds 650 volts. Qualified employees are journeymen
lineman and journeyman trouble men. Approved apprentices are qualified when
working under the supervision of a journeyman or a foreman. Exceptions to this rule
are as follows:
One qualified employee may, if the employee believes the work can be safely
performed, replace transformer and junction fuses; connect or disconnect circuits
equipped with hot line clamps; cut wires in the clear; install stirrups using a shotgun-
type clamp stick; cover energized conductors and apparatus with protective
equipment using a shotgun-type clamp stick or insulated handle, if potential does not
exceed 39,000 volts; and install protective grounds. One journeyman may cover
energized conductors and apparatus with rubber or corona resistant protective
equipment.
6.8.5 When performing any hot line work requiring two qualified employees, one
shall be a journeyman. They shall be at all times under the observation of a foreman
who shall have no other duties at the time the work is being performed. Foremen
shall use their judgment in and be responsible for the proper placing of their
employees.
6.8.6 When work with hot sticks is done on voltages of 100,000 to and including
200,000 volts, members of the crew who are actually involved in the work shall
receive additional daily pay for each day of such work at 4% above their normal
daily pay, and when work with hot sticks is done above 200,000 volts, they shall
receive additional daily pay for each day of such work at 8% above their normal
daily pay.
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6.8.7 When work is done on structures carrying lines energized at voltages from
100,000 to and including 200,000 volts, employees working at or above the elevation
of the conductor shall receive additional daily pay for each day of such work at 4%
above their normal daily pay, and when work is done on structures carrying lines
energized at voltages above 200,000 volts, employees working at or above the
elevation of the conductor shall receive additional daily pay for each day of such
work at 8% above their normal daily pay.
6.8.8 All framing of poles on the job shall be done by regularly constituted line
crews. The erection of poles shall be done by regularly constituted line and pole
crews. All pole crew foremen are to be journeyman linemen. Stubbing of poles, hole
digging, trenching for electrical systems, and installation of underground primary
and secondary (excluding service) conductors shall be directed by a journeyman
lineman qualified person, when the potential for electrical contact exists.
6.8.9 When, because of weather, visibility, distance or other unusual conditions, an
employee is assigned work of increased hazard over that of regular assignment,
additional help shall be assigned when available.
6.8.10 Except when relieved at their own request, employees working shift
operations with a paid lunch period who are relieved from duty in less than four
hours shall be paid for not less than four hours. If relieved from duty after more than
four hours, they shall be paid for not less than eight hours.
6.9 Metering Business
6.9.1 Metering Business Progression— Schedule
14 — Meter Reader (Entry level position)
• Must pass a physical "Fitness for Duty" examination before bid is
awarded.
• From time of hire to 4 years in classification.
• Must successfully pass Meter Reader Competency Examination.
16 — Senior Meter Reader (Progression) —Fourth year—
• 4 years of satisfactory performance in Meter Reader classification
18 — Field Meter Specialist (Position filled by bid)
• Must pass a physical "Fitness for Duty" examination before bid is
awarded.
• Successfully passing Meter Reader Competency Examination
• Completion of Introduction to Metering class (Sandy Training Center)
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• Must complete the Field Metering Specialist Training Program after bid
awarded (Metering Department)
Duties will be:
1. Connect / Disconnect Accounts
2. Performing the same duties as Meter Reader as needed.
3. Collection of deferred payment arrangements with delinquent customers.
4. Maintain accurate records of daily activity reports, collection reports, and
delinquent accounts.
See Meter Scheduler (MOA) position and job duties.
6.9.2 The Field Metering Specialist classification performs meter reading, changing
previously installed single-phase residential meters, collections and
connect/disconnect functions.
6.9.3 Meter men may connect wires from the meter loops to the meter and from the
service to the meter, when such service wires have already been installed.
6.10 Street Light Maintenance
6.10.1All classifications within the Street Light Maintenance business are subject to
"home start" provisions when economically viable and at the discretion of the
Company. Employees working from home will be provided a Company vehicle and
associated equipment.
6.11 Substation Journeyman Classification
The parties have agreed to establish a Substation Journeyman classification as
described in the Memorandum of Agreement contained within the appendix of this
agreement.
6.12 Service Coordinator Progression
The parties have agreed to establish a Service Coordinator progression as described
in the Memorandum of Agreement contained within the appendix of this agreement.
6.13 Logistics Specialist Progression
The parties have agreed to establish a Logistics Specialist and Lead Logistics
Specialist classification as described in the Memorandum of Agreement contained
within the appendix of this agreement.
6.14 Site Agent Classification
The parties have agreed to establish a Site Agent classification as described in the
Memorandum of Agreement contained within the appendix of this agreement.
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6.15 General Foreman Classification
The parties have agreed to establish a General Foreman classification as described
in the Memorandum of Agreement contained within the appendix of this agreement.
With this agreement, the incumbent Region Dispatch Working Foreman will be
reclassified to the General Foremen classification.
6.16 Infrastructure Facilities Specialist
The parties understand and agree that the new proposed classification of
Infrastructure Facilities Specialist will be established as described in the
Memorandum of Agreement contained within the appendix of this agreement.
6.17 Transformer Reclamation Worker
The parties agreed to the creation of the classification of Transformer Reclamation
Worker to better align with the actual work being performed at the DEMC location.
The duties and responsibilities are described in the Memorandum of Agreement
contained within the appendix. With this agreement the incumbent sr. warehouse
workers at DEMC will be reclassified to the Transformer Reclamation Worker.
Article 7
Employee Benefit Programs
7.1 Holidays
7.1.1 Holidays recognized by the parties shall be as follows: New Year's Day,
Human Rights Day, celebrated on the third Monday in January, Memorial Day, July
4th, July 24th, Labor Day, Thanksgiving Day, The Day After Thanksgiving and
Christmas Day, and one Floating Holiday.
The Floating Holiday must be scheduled with management prior to being granted. If
an employee is called to work from a scheduled Floating Holiday they will be
considered to be working a holiday and paid accordingly. The floating holiday must
be taken in the payroll year that it is allocated and cannot, for any reason, be carried
into the following payroll year.
When a holiday occurs on an employee's regular workday, that day shall be the
holiday for that employee.
For employees working a Monda. throughFriday workweek: When a holiday falls
on Sunday, the following Monday shall be recognized as the holiday. When a
holiday falls on Saturday, the preceding Friday shall be recognized as the holiday.
For employees working a schedule other than a Monda.. throughFriday workweek:
When a holiday falls on the first day off in any workweek, the preceding workday
33

shall be recognized as the holiday. When a holiday falls on the second day off in any
workweek, the following workday shall be recognized as the holiday.
7.1.2 When a holiday occurs during an employee's normal workweek, an employee
who is either scheduled or called out to work on such holiday, in addition to holiday
pay, will receive an amount equivalent to time and one-half(1 1/2) rate for regular
hours worked and two times (2) the regular rate for all additional hours worked.
For the Human Rights Day holiday only, an employee scheduled to work on this
holiday, working at the Salt Lake Control Center, the Wasatch Customer Collection
Center, Field Metering Specialist and Meter Readers only, and notified no later than
the end of their normal shift on the Friday prior to the holiday,will work their regular
hours on the holiday at their regular rate of pay. Employees so scheduled will receive
an additional eight (8) hours of vacation to their annual allocation and this increase
will be promptly reflected in their vacation balance. If employees are not scheduled
as described above and are required to work on this holiday, they will be considered
to be called out and paid as described below. It is the intent of the WCCC and
Metering management that as many people as can be allowed to observe the holiday
will not be assigned to work that day. (Power Delivery Collective Bargaining
Agreement only)
Temporary employees who are required to work on holidays will be paid at time and
one-half the regular rate of pay for all hours worked.
Employees called out on a holiday will receive an amount equivalent to time and
one half(1 1/2) the regular rate for hours worked during their regularly scheduled
shift and two times (2) the regular rate for all hours worked prior to or after their
regularly scheduled shift.
7.1.3 Regular part-time employees shall receive holidays as follows:
Hours of Holiday Pay for
Work Regular Allocation Rate for
Per Holiday Floating Holiday
Week s
Under 20 0 0
20-29 6 6
Hours Hours
30-35 7 7
Hours Hours
Over 8 8
35 Hours Hours
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If a regular part-time employee's actual work schedule deviates from the defined
work schedule identified above for an extended period of time, the local
management and steward will meet to review the reasons for this deviation and
determine if a new defined work schedule is appropriate. If a new defined work
schedule is implemented, adjustments to the pro-rated benefit schedules within this
Article would be warranted, beginning from the time the actual hours worked mirror
the new defined work schedule.
7.2 Vacation and Sick Leave
7.2.1 Vacation
All regular employees will be entitled to vacation in accordance with the following
schedule:
Allocation of vacation will be made twice per year; on December 26 and on June 26.
Eligible employees will receive an allocation equal to 6 months service according to
years of service.
Allocations will be earned during the six (6) months following the allocation.
At the time of termination, retirement or death employees having used the allocation
in excess of what is earned shall have a pro rata deduction taken from their final pay.
Authorization for this deduction shall be deemed to have taken place at the time of
the ratification of this collective bargaining agreement.
The definition of Full Calendar Years of Service is from January 1 st through
December 31 st of the following year when making this allocation at the beginning
of the new payroll year, specifically December 26th. Additionally, employees hired
between December 26th, through the 31 st, of a calendar year will receive 48 hours of
vacation initially and go to the 2nd through 4th year schedule on December 26th of
the following year.
A signed Authorization for Payroll Deduction is required for employees to take
vacation prior to it being earned. Supervisors should ensure that all employees
affected by this provision are required to complete the form attached to this
communication and return the completed form to PacifiCorp Payroll at LCT 1800.
In Year of Hire
Month of Hire Hours of Vacation
December 26th through February 24
March through April 20
May through June 25, 2014 16
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Vacation Allocation Chart* Subsequent Years
Years
Of Semi— pay-Period
Full Annual Annual Accrual Rate
Calenda Hours of Vacation
r Year Vacation Allocation
of December
Service 2013
0-1 48 24 2.000
2-4 80 40 3.333
5-9 120 60 5.000
10-14 160 80 6.667
15-24 200 100 8.333
>25 240 120 10.000
Employees with a tier advancement anniversary date before June 26, or January 1st
will receive the greater tier six month allotment at the commencement of the
Allocation period.
All employees are eligible to carryover eighty (80) hours of vacation annually.
Unused vacation above eighty (80) hours on December 25' each year will be
credited to an individual Supplemental Account with no maximum limit. The
supplemental account can only be used to supplement short term disability and
worker's compensation.
Regular employees, who have worked for the Company, had a break in service and
then returned to work with the Company, will be given credit for their entire time
worked for the Company when calculating this allocation. This bridging of service
will apply to all Company-provided benefit programs.
Regular part-time employees shall receive vacation allotment as follows: However,
this prorated benefit will be applied to the schedule above based on the number of
calendar years the employee has provided service as a regular part-time or regular
full-time employee.
Hours of Work per Week Allotment Rate
Under 20 0%
20-29 75%
30-35 88%
Over 35 100%
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A temporary employee shall not accrue vacation. When a temporary employee
continues on to regular employment within the same calendar year as they began
their temporary employment, vacation shall commence to accrue from the day such
employee last began continuous work for the Company.
Note: Continuous work being 8 hours a day, 5 days a week of a regular work week.
7.2.2 The number of hours of vacation time accrued by an Employee after the end
of each payroll period shall be based on the full payroll period worked. Vacation
accrual can be determined by using the table in 7.2.1.
7.2.3 Earned and unused current year vacation allocation will be paid at the current
regular rate of pay to the employee upon termination or retirement, or to the
beneficiary of a deceased employee or their estate if there is no identified
beneficiary.
7.2.4 Sick Leave
All new regular employees will be entitled to sick leave in accordance with the
following schedule:
New Hires
Month of Hire Hours of Sick Leave
December 26th through 24
February
March through April 20
May through June 25 16
Subsequent Years
Annual
Years Of Hours Pay Period
Service of Sick Accrual
Leave
First Full
Year 48 2.000
2+ 80 3.333
Sick leave may be accrued at the rate of eighty (80) hours per full calendar year after
the first year of service. The Union will work in cooperation with the Company to
37

see that sick leave benefits are utilized for the purposes defined within this
agreement.
Regular part-time employees shall receive sick leave accrual as follows:
Hours of Work per Week Accrual Rate
Under 20 0%
20-29 75%
30-35 88%
Over 35 100%
A temporary employee shall not accrue sick leave. When a temporary employee
continues on to regular employment within the same calendar year as they began
their temporary employment, sick leave shall commence to accrue from the day such
employee last began continuous work for the Company.
7.2.5 Employees shall not receive pay in lieu of vacation.
7.2.6 At the option the Company, vacation and sick leave allowances in excess of
those provided may be granted by the Company applicable to the year for which they
are announced, provided that any such additional allowances will be available to all
employees qualifying therefore on the basis of seniority.
7.2.7 Earned vacation time may be applied during the effective years as sick leave.
However, all accumulated sick leave must be exhausted before vacation time can be
used for this purpose.
7.2.8 Vacations as provided in this Article shall be in accordance with the following
provisions:
(1)Selection of vacation periods shall be made according to seniority in each
group, provided that the department head for good cause may change any
selected date if necessary for the performance of the Company's public service.
Vacation schedules for each particular year are to be worked out as promptly
as possible and are to be planned to avoid disruption of work and to occasion
as little inconvenience and additional expenses to the Company as possible.
(2)The vacation period shall be calculated with consideration of any intervening
holidays.
(3)All use of vacation is subject to management approval. Denial of such approval
shall not be unreasonable or arbitrary.
7.2.9 Employees, with the consent of the department head, may elect to split their
vacation as needed. In such event the right of selection by seniority shall apply to
the first period selected. When scheduling of relief personnel is required, reasonable
notice of intent to take vacation may be required by department management.
38

7.2.10 Employees entitled to vacation, sick leave, who are absent from work due to
injuries sustained in the line of duty, may elect to take their vacation and sick leave
allowances during such absence from work. If during such absence an employee
receives compensation under any State Workers Compensation Law, the amount of
any such payment received shall not be deducted from the employee's vacation and
sick leave allowances. The total amount to be received by the employee, either by
paycheck or by payments under such Workmen's Compensation Acts, shall be equal
to, but shall not exceed the employee's regular pay.
7.2.11 Unused sick leave above the 200-hour accumulation on December 25th
each year will be credited to an individual Supplemental Account with no
maximum limit. The supplemental account can only be used to supplement
short term disability, worker's compensation, and STD upon retirement.
• Sick leave may not be used to attend funerals and bereavement leave is
defined in Section 7.15 of this Article. Sick Leave At the time of
termination or retirement employees will normally be paid 100% of
accumulated sick leave, up to 160 hours, at the employee's current rate
of pay at the time of such retirement or termination.
• If a retiring employee provides three calendar months' notice, or upon
death, the employee shall be paid up to 200 hours of accumulated sick
leave at the employee's current rate of pay at the time of retirement or
death.
• In the event of death, such payment shall be made to the employee's
beneficiary or their estate if there is no identified beneficiary.
For a retiring employee to receive the additional 40 hours of accumulated sick
leave the following process must be adhered to:
• At a minimum of three calendar months prior to retirement the employee
must provide written notice of their intent to retire.
• The notice must specify the retirement date being selected by the
employee.
• The notice of retirement must be sent to the employee's direct supervisor
with a copy to PacifiCorp Human Resources and a copy to the employee's
Managing Director or Vice President.
• A copy of the notice will be placed in the personnel file of the employee.
• The individuals identified must receive the notice of retirement at least 3
calendar months prior to the actual retirement date.
• Should an employee change the selected retirement date to a date earlier
than three calendar months that employee shall not be eligible to receive
the benefit.
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All other sections of the respective current Collective Bargaining Agreements
and memorandums of Agreements not specifically mentioned will remain in
place for the duration of the agreement.
Unused sick leave will be accumulated up to a balance of a maximum 200 hours.
Unused sick leave above the 200-hour accumulation on December 25th each
year will be credited to an individual Supplemental Account with no maximum
limit. The supplemental account can only be used to supplement short term
disability, worker's compensation, and STD upon retirement.
• Sick leave may not be used to attend funerals and bereavement leave is
defined in Section 7.15 of this Article. Sick Leave At the time of
termination or retirement employees will normally be paid 100% of
accumulated sick leave, up to 160 hours, at the employee's current rate
of pay at the time of such retirement or termination.
• If a retiring employee provides three calendar months' notice, or upon
death, the employee shall be paid up to 200 hours of accumulated sick
leave at the employee's current rate of pay at the time of retirement or
death.
• In the event of death, such payment shall be made to the employee's
beneficiary or their estate if there is no identified beneficiary.
• In order for a retiring employee to receive the additional 40 hours of
accumulated sick leave the following process must be adhered to:
• At a minimum of three calendar months prior to retirement the employee
must provide written notice of their intent to retire.
• The notice must specify the retirement date being selected by the
employee.
• The notice of retirement must be sent to the employee's direct supervisor
with a copy to PacifiCorp Human Resources and a copy to the employee's
Managing Director or Vice President.
• A copy of the notice will be placed in the personnel file of the employee.
• The individuals identified must receive the notice of retirement at least 3
calendar months prior to the actual retirement date.
• Should an employee change the selected retirement date to a date earlier
than three calendar months that employee shall not be eligible to receive
the benefit.
All other sections of the respective current Collective Bargaining Agreements
and memorandums of Agreements not specifically mentioned will remain in
place for the duration of the agreement.
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Employees will be allowed to use their sick leave, in hourly increments, for the
following reasons: illnesses or injuries, accidents, doctor appointments, dentist
appointments and family medical emergencies.
At the time of retirement,termination, or death, an employee will be paid 100%
of accumulated sick leave up to the 160 hours, at the employee's current rate of
pay at time of such retirement, termination, or death. In the event of death,
such payment shall be made to employee's beneficiary or their estate if there is
no identified beneficiary.
7.2.12 Unused sick leave will be accumulated up to a balance of a maximum 200
hours. Unused sick leave above the 200-hour accumulation on December 25' each
year will be credited to an individual Supplemental Account with no maximum limit.
The supplemental account can only be used to supplement short term disability and
worker's compensation. (See section 7.3.4 for additional information)
7.2.13 Sick leave may not be used to attend funerals and bereavement leave is
defined in Section 7.15 of this Article.
7.2.14 Unscheduled Sick leave utilized the day before or the day after a paid holiday
as defined in Article 7 Section 7.1.1 has significant detrimental impact to the
Company's operation. Employee's desire approved paid time off in association with
such holidays and the Company schedules the maximum number of employees off
on such days in order to accommodate these requests. Likewise, unscheduled sick
leave utilized repeatedly on days surrounding scheduled days off has significant
detrimental impact to the Company's operations. Employees who establish a pattern
of unscheduled sick leave utilization in association with Company paid holidays or
their scheduled days will be provided notice of such pattern absences and continued
absences in this regard will result in progressive discipline.
7.2.15 Sick leave benefits are not additional vacation days and are to be used for the
reasons defined in Section 7.2.11 of this agreement. An Employee unable to report
for work because of illness or injury shall notify the designated supervisor of their
absence and the reason for their absence as promptly as their available means of
communication permits. Sick leave benefits will not be paid for any period of
absence in which an Employee fails, without good cause, to give prompt notice as
described above. The Company may require an employee to provide medical
evidence to substantiate their absence.
7.2.16 Misrepresentation by an Employee of the facts with respect to any sick leave
utilization shall disqualify the Employee for such benefits and will result in an
investigation of the employee's conduct consistent with Company policy.
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7.2.17 Time paid for but not worked that falls in an employee's normally scheduled
workweek shall be included as time worked for the purpose of calculating overtime.
7.3 Short-term Disability Benefit and Leave
7.3.1 The Company will provide a Short-term disability (STD) benefit to cover
periods of extended absence from work due to personal injury or illness. A Plan
summary is available to all employees. This benefit equals 75% of regular pay and
covers absences for up to 180 days for each unrelated illness or injury. There is a
forty (40)regular working hour waiting period for this benefit, or a pro-rated amount
for regular part-time employees and employees can utilize their sick leave or
vacation during this time.
STD benefits for normal pregnancies will be six (6) weeks and STD benefits for
Caesarian deliveries will be eight (8) weeks.
7.3.2 Employees can supplement this benefit to receive 100% of their regular pay
first by use of any available balance in their Individual Supplement Account then
any available vacation or sick leave balance.
7.3.3 Employees who have exhausted their STD benefit and have not qualified for
Long-term disability benefits and are unable to return to work will be provided two
additional months of unpaid leave in which to attempt to qualify for long-term
disability benefits or return to work. At the end of these two months, if the employee
has not returned to work or qualified for additional benefits, their employment may
be terminated. If the employee subsequently qualifies for long-term disability
benefits during the next four months, (a total of six months) they will be viewed as
having qualified for such benefits and their rights will be restored.
7.3.4 A notional Health Reimbursement account will be established for eligible
employees of IBEW Local 57 at retirement to use for retiree medical and
premium expenses. The Company and the Union agreed that employees who
retire (i.e. age 55 with 5 years of service or 55 with 10 years of service depending
on hire/rehire date) would be eligible for this account.
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 current base
wage and a 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-
42

pays and all other eligible expenses per Internal Revenue Service Guidelines
and provided for under the PacifiCorp Retiree Health Plan.
A surviving spouse or eligible dependent that predeceased by the PacifiCorp
retiree will have access to the notional health reimbursement account. The
remaining balance in the notional health reimbursement account expires when
all eligible parties have died 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 parties in the family are transitioned
off the company's group plan and any remaining balance in the notional health
reimbursement account will be transferred to OneExchange (name change to
Via Benefits) for the purpose of Medicare Benefits as approved by the IRS. This
is typically done in February of each year. The funds with the third-party
administrator will be eligible for use until the transfer occurs.
7.4 Long-term Disability Benefit and Leave
7.4.1 The Company will provide a Long-term disability (LTD) benefit to cover
periods of extended absence from work due to personal injury or illness. The Plan
document drives the delivery of this benefit and the Summary Plan Description is
available to all employees. This benefit equals 60% of regular pay and covers
absences after 180 days of STD benefits for each unrelated illness or injury. This
benefit will continue for twenty-four (24) months and may extend beyond that
timeframe if the employee becomes qualified for Social Security disability benefits
and is unable to perform all occupations.
7.4.2 Employees who return to work from LTD will have the following options in
the order listed:
1. Return to their previous classification and location that is currently vacant.
This would include new classifications resulting from negotiated changes to
the employee's previous classification while they were on LTD.
2. Displace a less senior person who currently occupies their previous
classification at that location
3. Access to all rights under the displacement process
43

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 physically able to perform the
work and meet the qualifications of the position, if any.
Employees who return to work from LTD during a calendar year will begin to accrue
vacation and sick leave upon their return based on years of service.
7.4.4 Employees who have exhausted their LTD benefit and have not qualified for
Social Security disability benefits and are unable to return to work will be provided
two additional months of unpaid leave in which to attempt to qualify for such
benefits or return to work. At the end of these two months, if the employee has not
returned to work or qualified for additional benefits, their employment may be
terminated. If the employee subsequently qualifies for Social Security disability
benefits and additional long-term disability benefits during the next four months, (a
total of six months) they will be viewed as having qualified for such benefits and
their rights will be restored.
7.4.5 Employees who have been terminated at the end of the twenty-four (24)
months of LTD benefits associated with a mental health disorder may have
additional rights as outlined in a separate agreement between the Union and the
Company.
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.
44

7.7 Industrial Injury/Workers Compensation
7.7.1 An employee of the Company, who is injured while on duty, shall be entitled
upon recovery to return to the employee's former position without loss of seniority,
provided the employee is physically and mentally qualified to return to work. The
Union confirms, on behalf of the employees of the Company, that any employee
advanced or transferred during such absence will consent to such demotions as are
necessary to make room for such employees returning to work.
7.7.2 The Company will provide a benefit to any employee injured on the job equal
to 75% of their regular pay commencing with the date of injury for absences up to
180 days for unrelated industrial injuries. This benefit is coordinated with the state
provided workers compensation benefit. This benefit can be supplemented in the
same means as the STD benefit described in Article 7.3.2 above. At the end of 180
days of coverage, the employee is subject to the provisions of the LTD benefit
described in Article 7.4 above and the benefit under this Article 7.7.2 will cease.
7.7.3 After an employee has returned to work from an industrial injury,the Company
agrees to grant paid leave at 75% of the employee's current rate for follow-up
medical visits. This benefit can be supplemented in the same means as the STD
benefit described in Article 7.3.2 above.
7.8 Military Leave
7.8.1 An employee covered by this Contract who, in order to perform active service
in the military forces of the United States, has left or shall leave a position with the
Company other than a temporary position, and thereafter returns to the Company
within 90 days after satisfactory completion of service or training in such forces, and
presents a certificate to that effect, shall, if qualified to perform the duties of such
position, be without loss of seniority, restored thereto or to a position of like
seniority, status and pay, unless circumstances have so changed as to make it
impossible or unreasonable to be so restored. The following stipulations shall apply
to employees returning from military leave:
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 forbidding 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 employees who are members of
reserve units of the Armed Forces or of the National Guard.
45

Military Leave Temporary Duty will be granted by the employee's supervisor upon
prompt presentation of the official notice from the military unit concerned. Such
leave will be granted by a letter signed by the supervisor, addressed to the employee,
with a copy to the Human Resources Department.
7.9 IBEW/Western Utilities Health and Welfare Trust
7.9.1 The Company will make contributions to the IBEW/Western Utilities Health
and Welfare Trust for regular and regular part-time employees covered by this
agreement per Section 7.9.2 and any changes to Company and employee
contributions for future calendar years will be communicated in October of the
preceding year.
7.9.2 These contributions will be divided in half and deducted on a per paycheck
basis. Additionally, these deductions will be made on a pre-tax basis in accordance
with Section 125 of the IRS code.
Employees will also have the option of choosing a non-contributory benefit plan that
will provide a different level of benefits and is described in the applicable summary
plan description.
Employee contributions will be 25% of the cost of the Plan and Company
contribution will be 75% of the cost of the plan based upon the cost of the
comprehensive plan and employee enrollment. These contributions will be
determined and communicated in October each year.
Regular part-time employees will be allowed to choose the appropriate level of
coverage from the above options and the Company will make the associated monthly
contribution.
7.9.3 All present and future retirees who were employed before January 1, 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
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
46

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.
Annual HRA
Age & Service Allocation per
Points Person(maximum of
three people)
89.5 and over $19575
84.5 - 89.4 $19400
79.5 - 84.4 $19225
74.5 - 79.4 $19050
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
47

to the extent that the liability for the transferred Trust benefits (using the statutory
required assumption) exceeds the liability for the transferred benefits (based on the
assumptions used for the purposes of determining the minimum required
contribution for the PacifiCorp Retirement Plan). However, both parties recognize
that even though PacifiCorp may adopt a Cash Balance plan formula, certain, or no,
transfers may qualify to be transferred to the PacifiCorp Retirement Plan, as
ultimately determined by PacifiCorp. The intent of this language is that calculations
will be made in the same manner for transfers each way between the Trust and the
PacifiCorp Retirement Plan, when such transfers are possible.
Employees hired on or after June 26, 2013, and transferred employees not already
participating in the trust, shall receive a 4%base pay contribution into an enhanced
401(k) account, and will not participate in the trust.
7.11 Defined Contribution Retirement Plan
7.11.lEmployees may participate in the PacifiCorp K-Plus Employee Savings &
Stock Ownership Plan. Employee contributions will be matched on the
following schedule:
Years of Service Percentage of Regular Pay Eligible for the
Company Matching Contribution
0-9 4%
10-14 5%
15 and above 6%
The Company match will be paid at eighty-five cents (.85) per eligible dollar
deferred by the employee and will be invested per the employee's direction. The
definition of pay for the Company match is regular pay only, including sick leave,
vacation and holidays. The definition of pay for employee deferrals to the Plan
includes regular and overtime payments. The specifics of the K-Plus Plan are
contained within the summary plan description.
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.
48

7.14 Bereavement Leave
7.14.1 All Regular employees will be provided up to three (3) days paid bereavement
leave for each death in the immediate family. Immediate family is defined as
husband, wife, daughter, son, and mother, father, brother, sister, grandmother,
grandfather, grandson, granddaughter, mother-in-law, father-in-law, sister-in-law,
brother-in-law, son-in-law, daughter-in-law, grandmother and grandfather of the
employee's spouse. Also included are step-family members as indicated above for
immediate family. Employees requiring more than three days will use vacation to
supplement additional time off.
7.14.2 Bereavement leave may be utilized for funerals with prior notification to
supervision of one's absence from work for this purpose. Documentation that the
employee attended the funeral may be requested from their supervisor. Such
documentation would include written confirmation of attendance from a funeral
director or church leader.
7.14.3 The Company will make every reasonable effort to accommodate instances
where multiple employees from a location desire to be absent from work to attend a
funeral. No additional time or premiums will be paid to travel employees to cover
the absences that result from this accommodation.
7.15 Random Drug and Alcohol Testing
7.15.1 The parties agree to the language contained in the random drug and alcohol
testing and post-accident drug and alcohol testing Memorandum of Agreement
effective 4/12/2012 and attached in the MEMORANDUMS OF AGREEMENT
AND LETTERS OF UNDERSTANDING section of this agreement.
Article 8
Duration of Agreement
8.1 This Agreement shall remain in full force from the date of signing hereof until
11:59 P.M., January 25, 2020 and will remain in effect until 11:59 P.M. January
25, 2023 until either party notifies the other party, not less than sixty (60) days prior
to the expiration of this Agreement or of any extension thereof, of its desire to
terminate or amend the same. If either party desires an amendment within ten (10)
days after the receipt of such notice, the parties shall agree on a day to exchange
proposals and which will be mailed via certified mail, the substance thereof shall be
contained in such notice.
8.2 In the event such notice is given, a discussion of such proposals shall begin
no later than twenty (20) days after the exchange of said proposals, unless the time
49

shall be extended by mutual consent. The parties hereto will hold joint conferences
for the purpose of negotiating a new Agreement or amendment with regard to wages,
hours, working conditions and/or other matters of collective bargaining to take the
place of or amend this Agreement.
8.3 In the event negotiations fail to reach an agreement as of the anniversary date
of the contract, the parties are free to pursue any and all legal means to resort to
economic pressure to resolve the contract including the right to strike or lockout.
The Union will not strike and the Company will not lockout its employees after
January 25, 2023 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.
50

Dated the 30t°day of December,2019
PACIFICORP
`flv-►", rcg Smith
Director
Labor Relations
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS
LOCAL UNION 57
By/s/Brent Donohue
Business Manager
Approved by:
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
By
International President
51

Advancement Without 1 in
January 20, 1986 M 0
Be it agreed between Utah Power & Light Company and I.B.E.W., Local 57, that
advancements may be made by mutual agreement of both parties as follows:
Drafter: Associate Drafter (20) to Drafter (24) to Sr. Drafter (27)
Inspector: Inspector (27) to Senior Inspector (29)
Project Sponsor:
Associate Project Sponsor (29) to Project Sponsor (31) to Senior Project
Sponsor(36)
The positions of Associate Project Sponsor, Inspector, are positions that will be bid.
No advancement will be made to these positions.
Advancements will be made by mutual agreement between Company and Union on
the basis of individual qualifications to fulfill the responsibility of the advanced
schedule.
Conditions which may subsequently arise in the administration of this memorandum
will be handled by mutual agreement between Company and Union.
EFFECTIVE DATE: January 26, 1986
Revised Date: January 26, 1995
Advancem nt Bidding Region Engineering And Transmission Line
Projects Engineering Departments
September 2, 1986
Project Sponsor
All entry job vacancies will be bid as Associate Project Sponsors (1st year)
regardless of the grade being vacated.
Advancement to Project Sponsor will be by mutual agreement at the end of two (2)
years as an Associate Project Sponsor (this to be considered as 'in training' period)
and contingent upon satisfactory performance during the two (2) years preceding.
Unsatisfactory performance during the two (2) years would require that the
employee so affected is misplaced and should bid out or be re-assigned.
Performance in Grade
It is also agreed that substandard performance in the higher grade position constitutes
cause and the possibility to reduce the employee's position to the next lower grade
position until evidence of satisfactory performance warrants re-establishing the
52

employee's higher grade of pay. In the event an employee does not improve
performance within a two-year period following reduction the employee will be
required to bid out or be reassigned.
EFFECTIVE DATE: September 2, 1986
Apprentice Relocation
November 15, 1994 replace with new M(
When the Company has posted a bid for either a Journeyman Lineman or a
Journeyman Meterman vacancy twice and did not receive any qualified bidders, the
Company will fill the vacancy, whenever possible, with an apprentice before going
to the outside for hire.
After consulting with local management, placement of the apprentice in a vacant
Journeyman position as stated above, would be the responsibility of the Joint
Commercial Apprentice Training Committee.
The following are Guidelines for the Permanent Relocation of Apprentices:
1. The approved apprentice will be relocated by seniority. The apprentice will be
relocated only once during the apprenticeship. After the relocation, the apprentice
would not be required to re-bid in order to remain at that location when becoming a
Journeyman. If the apprentice does not relocate, then the apprentice would then be
required to bid for a location after completing the apprenticeship and successfully
passing the Journeyman requirements.
After the Company relocates an apprentice, the Company would then bid another
apprenticeship to fill the vacancy.
2. In locations that do not require an approved apprentice, an apprentice position
would be bid 'Journeyman location after complete of apprenticeship' instead of
'location for training only/subject to a permanent location'. The apprentice would
then remain at that location and not be required to bid for location after completing
the apprenticeship and successfully passing the Journeyman requirements.
Apprentices who bid prior to the above changes will be asked by seniority to
relocate. These apprentices will not be required to relocate. If these apprentices agree
to relocate, these apprentices will not have to bid for location after completing the
Journeyman requirements.
This will not change the present practice of moving apprentices to different work
locations for required work related training. Work-related training expenses or travel
time will be paid as it pertains to the Labor Agreement.
53

The Company will bid additional apprenticeship positions as soon as possible with
new bid requirements. The apprenticeship positions will be posted with, 'Location
for training only/subject to permanent relocation'.
Expenses incurred in connection with the permanent relocation which is at the
request of the Company, will be paid by the Company as it pertains to the Labor
Agreement.
Conditions which may subsequently arise in the administration of this Memorandum
of Agreement is subject to mutual agreement between the Company and the Union.
EFFECTIVE DATE: November 15, 1994
NOTE: These changes will require an addition to the Commercial Apprentice
Agreement and a procedure of how the apprentice will be relocated.
Bidding Of Apprentices
January 26, 1985
This memorandum supersedes the present memorandum "Bidding of Apprentices"
dated April 1, 1982, effective March 27, 1972, on Page 4 of 1984 Agreement.
All apprentices must receive permanent location through the bidding process upon
completion of their apprenticeship. If this permanent location is not secured by a bid
within ninety (90) days after becoming a Journeyman, the employee will be placed
in a vacant position.
It is also agreed that Journeyman vacancies in the area will be held for bid if an
apprentice is within approximately three (3) months of taking his/her Journeyman
exam, provided that holding this position will not adversely affect the operation of
the Company.
EFFECTIVE DATE: January 26, 1985
Creation of a I aft-Hartley ension I rust 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.
54

Definitions
Local 57, International Brotherhood of Electrical
Union: Workers (IBEW)
Company: PacifiCorp
For regular full-time employees, the base hourly pay
for the majority of the month multiplied by 173.333
Pension Eligible hours plus incentive plan payments up to the 4% of pay
Compensation (PEC 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
(FAP): sixty (60) highest consecutive calendar months of the
last 120 calendar months of employment.
Covered A PacifiCorp employee covered by the collective
Employee: bargaining agreement between PacifiCorp and IBEW
Local 57
Jointly Administered Single Employer Taft-Hartley
Trust: Trust titled: PacifiCorp/IBEW Local 57 Retirement
Trust Fund
Four (4) members of IBEW Local 57 and Four (4)
Trustees: members of PacifiCorp's management who will act as
fiduciaries for this Trust and its beneficiaries.
Single Employer Trust
As defined by statute, this Trust is being created as a Single Employer Taft-Hartley
Trust. The parties acknowledge that there have been discussions about the potential
opportunities and challenges of expanding this Trust to Multi-employer status at a
future date. The parties agree to continue these discussions and any decision in this
regard would require the approval of the management of the Company, the
leadership of IBEW Local 57 and the Trustees of the Trust.
The parties agree that the effective date of the provisions of this MOA will be
July 1, 1999.
55

Employees Fifty (50) Years of Age and Older
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 Aye
Any Covered Employee less than fifty years of age on July 1, 1999 will have their
vested accrued benefit calculated in the PacifiCorp Retirement Plan based upon
service and pay through a future date to be communicated. This calculation will be
in accordance with current regulations and will be communicated to employees at a
future date. The parties understand that the lump-sum value of this vested accrued
benefit is not eligible to be distributed to employees without a termination from
PacifiCorp and is subject to fluctuations based on the prevailing GATT rate and
discount period in effect at the time the employee actually takes a distribution of the
benefit.
For service beginning on or after July 1, 1999, these employees will receive
retirement benefits from the Trust based upon the plan design approved by the
Trustees of the Trust.
Funding bligation to the Trust
The parties agree PacifiCorp's funding obligation to the Trust is the subject of
collective bargaining between PacifiCorp and IBEW Local 57, recognizing that the
contribution cannot be less than the minimum required nor more than the maximum
deductible amount, as provided for in the Internal Revenue Code. With this
agreement there will be an initial annual funding level of 7.0% of Pension Eligible
Compensation (PEC) of those Covered Employees less than 50 years of age on July
1, 1999. This initial funding level was agreed to based on a commitment to a "cost
neutral" solution for retirement funding for all Covered Employees, additional
resources negotiated in the 1998 Wage Re-opener discussions, and minimal
additional resources provide by PacifiCorp. Future contributions from PacifiCorp
will be the subject of collective bargaining between PacifiCorp and IBEW Local 57.
56

The expenses to establish and operate the Trust will be borne by the Trust as
permitted by law. There continues to be an account identified with the work order
"Taft" which contains the unused balance of the $157,000 directed towards a
retirement plan solution from the 1998 Wage Re-opener. These resources will
continue to be dedicated to the Trust creation as mutually agreed to by the parties,
and any remaining balance will be deposited to the Trust upon its activation.
Initial and Future Contributions To The Trust From PacifiCM
PacifiCorp will make the 1999 contribution (1/2 of the annual amount) as quickly as
possible after the Trust is established. For 2000, PacifiCorp will make 1/2 of the
annual contribution as quickly as possible after January 1, 2000.
Transfer of Assets and Liabilities from the PacifiCorp Plan
Significant conversation has occurred in addressing the issue of transferring to the
Trust the assets and liabilities for the vested accrued benefits for Covered Employees
under 50 years of age. Recognizing the risks and potential rewards of transferring
these assets and liabilities, along with the complications and expense of completing
a termination basis calculation as defined by IRS Code Section 414(1), the parties
have agreed to an alternative strategy described in the Letter of Understanding and
will reconsider a transfer of assets and liabilities from time-to-time in the future.
Letter of Understanding
A Letter of Understanding between PacifiCorp and IBEW Local 57 supplements this
memorandum of agreement.
Creation __ ____ —____ ratroimIRlMsification
November 5, 1999
Through the collective efforts of the Joint Customer Operations Executive
Committee, the parties have agreed to create the classification of Line Patrolman.
The details of this agreement are:
Minimum Qualifications:
Five (5) years Utah Power journeyman lineman experience.
Typical Duties: (this is not the job description)
1. Patrol and inspect at regular intervals, transmission lines, switches, and other
related equipment and make a report and/or correct problems of malfunction
equipment
2. Compile, enter, and maintain routine line inspection data, and other reports such
as damage to company property, mileage reports, time reports and other
57

documents required by the Company in connection with the various duties
preformed.
3. Perform and assist other qualified line workers in performing switching on the
transmission system.
4. Assist and provide information in the preparation of descriptions and legal
documents for easements and other applications.
5. Coordinate work with other Company departments such as engineering,
dispatching, construction, right of way and with outside company contractors and
landowners.
6. Check and maintain maps for access to transmission structures.
7. Considerable out-of-town travel will be required of this position
8. Troubleshoot and locate problems and restore electrical services by determining
the most efficient repair method and/ or re-routing procedure.
9. Be available to respond to outages and emergency situations on the transmission
system.
Rate of Pay
The parties agree to a new rate of pay, specific to this classification. The position
will be posted with a rate of pay of$26.94/hour. Successful bidders will remain at
this rate for nine (9) months and then progress to the rate of 27.67/hour. It is
understood that these rates reflect the incorporation of the 7% Travel Differential
(page 68 1996 CBA), and that employees in this classification will not be eligible
for out-of-town premium identified in Article 2.2.13 (2).
Declared Emergency
January 2003 id
During 2003 Negotiations, the parties agreed to create new parameters for working,
compensation and employee rest during extended, major restorations efforts. Timely
response and employee safety are the foundations for this initiative.
The Managing Director Field Operations or higher level management will be
responsible for announcing a Declared Emergency. A Declared Emergency occurs
when the Company anticipates having the work force on duty more than twenty-four
(24) continuous hours. Once announced, local management will inform each
employee directly, if they are assigned to work under the terms of the Declared
Emergency.
The Rules of pay for employees working a Declared Emergency are as found in
Article 4 of the Agreement with the following exceptions:
58

1. Employees shall not be required to work any longer than 24 continuous hours
unless the restoration will be completed within 4-6 hours after the Declared
Emergency has been announced. For every 24 hour period or major fraction
thereof, the employee shall be provided up to eight hours of paid rest at their
regular straight-time rate, provides that either:
a) the employee returns to work directly after the end of their rest period or
b) the employee returns at their regularly scheduled shift time due to the
emergency being declared over.
In the Case of situation, a) the employee will return to work with no change in their
pay status from their pre-rest period pay status. In the case of situation b), the
employee will be paid at his/her straight-time rate for the rest period, even if the
emergency is complete mid-way through the rest period.
2. Once restoration is completed and the employees have completed a rest period,
they shall return to the appropriate rate of pay per the agreement.
3. The parties agree to convene a Labor/Management meeting promptly after the
completion of the first restoration completed under the terms of this Declared
Emergency agreement. The purpose of this meeting will be to review schedules,
restoration time frames, safe work practices and any other potential problems or
operating practices that may be improved during Declared Emergencies.
Discipline Procedure
Section 1. Principles
In the administration of this Letter of Understanding, the basic principle shall be that
discipline should be corrective and progressive in nature, rather than punitive,
recognizing that some policy or rule violations are of such a nature to warrant
discipline at any level, up to suspension or termination of employment upon a first
offense. No employee may be disciplined or discharged except for just cause. Any
such discipline or discharge shall be subject to the grievance-arbitration procedure
provided for in this Agreement, which could result in reinstatement and restitution,
including back pay and benefits.
Termination of employment or escalation of the discipline process, without prior
warning or notice may be taken for activities that have a considerable effect, are
considered serious misconduct and/or substantially damages the Company's
reputation or effectiveness.
59

Section 2. Coaching and Counseling
Coaching and counseling is an effective way to improve unsatisfactory employee
performance and is highly recommended. The purpose is to identify deficiencies so
the employee can be informed of performance problems and make necessary
improvements. Coaching or counseling may include a referral to the Employee
Assistance Program for support. Discussions of this type shall be held in private
between the employee and the supervisor. Such discussions are not considered
discipline and are not subject to the grievance process. Following such discussions,
there is no prohibition against the supervisor and/or the employee making a personal
notation of the date and subject matter for their own personal record(s).
Section 3. Documented Verbal Warning
The purpose of the Documented Verbal Warning is to inform the employee that 1)
specific performance deficiencies must be corrected and 2) that further discipline
may result if improvement does not occur.
The employee will be asked to sign the Documented Verbal Warning acknowledging
its receipt. Should the employee refuse, the supervisor should note such refusal on
the warning. A copy of the document (signed or with noted refusal) is to be given
to the employee.
The Documented Verbal Warning is to be included in the employee's Human
Resources personnel file and remains active for up to one year, after which time the
document will not be active.
Section 4. Written Warning (with or without suspension)
A Written Warning is used if the employee's unsatisfactory performance or conduct
continues despite a prior Documented Verbal Warning. The Written Warning shall
include an explanation of a deficiency or misconduct to be corrected. Suspension
may also be utilized when the Company believes a performance or conduct problem
occurs which, in the judgment of management, warrants a suspension. The length of
suspension is determined on a case-by-case basis.
The employee will be asked to sign the Written Warning acknowledging its receipt.
Should the employee refuse, the supervisor should note such refusal on the warning.
A copy of the document(signed or with noted refusal)is to be given to the employee.
The Written Warning is to be included in the employee's Human Resources
personnel file and remains active for up to eighteen (18) months.
Section 5. Final Written Warning (with or without suspension)
A Final Written Warning is generally used if unacceptable performance or conduct
continues despite prior discipline. Suspension may also be utilized when the
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Company believes a performance or conduct problem occurs which, in the judgment
of management, warrants a suspension. The length of suspension is determined on a
case-by-case basis.
The employee will be asked to sign the Final Written Warning acknowledging its
receipt. Should the employee refuse, the supervisor should note such refusal on the
warning. A copy of the document (signed or with noted refusal) is to be given to the
employee.
The Final Written Warning is to be included in the employee's Human Resources
personnel file and remains active for up to twenty-four (24) months.
Section 6. Suspension
In the case of discipline involving suspension, the suspension may be with pay or
without pay at management's discretion and due to the results of a pending
investigation.
Section 7. Termination of Employment
Employees whose unsatisfactory performance or conduct continues despite prior
coaching or counseling, or disciplinary action, or due to serious misconduct may be
terminated from employment with the Company.
The employee will be asked to sign a letter of termination acknowledging its receipt.
Should the employee refuse, the supervisor should note such refusal on the letter. A
copy of the document (signed or with noted refusal) is to be given to the employee.
The letter of termination is to be included in the employees Human Resources
personnel file.
When an employee has been terminated, they shall be entitled to the continuation of
medical benefits as provided in Article 7 of this agreement for the remainder of the
calendar month after termination. Thereafter, the employee shall have the option for
COBRA benefits. If a grievance of the termination is upheld, the Company shall
reimburse the employee for the Company's share of the COBRA medical premium
cost.
Section 8. Notice to the Union
When an employee is terminated from employment, the Company will make effort
to provide copies of the written termination notice to the Union within forty-eight
(48) hours of the action.
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Section 9. Initiation of Discipline Investigations
Once the Company has been informed of any alleged acts that may form the basis
for discipline, except those that would constitute a crime, it must initiate any
disciplinary investigation within two weeks.
Section 10. Investigation
Where an employee is under investigation by the Company for cause, the employee
and the Union shall be notified of the fact prior to any interview with the employee
in relation to the investigation.
The Company and Union recognize the importance of due process and fair and
impartial investigatory procedures. To this end, both parties will strive to ensure
that all the facts are brought out during the investigatory procedure. The employee
being questioned shall be advised of their right to be accompanied by a union
representative and, likewise, shall be advised of their responsibility to be truthful in
the interview.
ispatcher, ub-Transmission and Distribution
February 3, 2006
Dispatch Restructuring, Dispatch Positions, Job Progression, Shift Schedule
February 3, 2006
In order to narrow the job focus of the dispatch functions and provide additional
resources to perform sub-transmission dispatching, distribution dispatching and
outage activities,the parties agree to consolidate the existing Distribution Dispatcher
classifications into two primary job classifications of Sub-Transmission
Dispatcher and Distribution Dispatcher with a training progression. Below are the
duties, requirements, and general rules for the new positions.
In creating the new positions, incumbent Sr. Distribution and Distribution
Dispatchers will be slotted into the new Sub-transmission dispatch positions without
bid. Those incumbents who elect to work as a Distribution Dispatch position will be
slotted into the classification without bid with the accompanying rate of pay.
Sub-Transmission Dispatcher is a Dispatcher at SCC who monitors and controls
the electrical system and alarms, issues holds, clearances and assurances, operates
computerized systems (i.e. EMS/SCADA, CADOPS etc.), prepares and executes
switching orders, maintains accurate logs and performs dispatching duties as
assigned. A Sub-Transmission Dispatcher is: 1) a qualified Distribution Dispatcher;
which is a Journeyman Lineman who has successfully passed the Dispatch
Orientation electrical, computer and aptitude battery pre-qualifications as
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established by the Joint Training/Qualification Committee (JTC) and who has
successfully completed the Sub-Transmission Dispatcher training program; or 2) an
externally qualified Dispatcher. In selection of externally qualified Dispatchers
preference shall be given to candidates who have held a journeyman lineman
position. The union and/or a designated representative shall participate in the
selection of external candidates. A Sub-Transmission Dispatcher may be assigned
to work a specific desk or may rotate desks as assigned.
A Sub-Transmission Dispatcher Trainee is expected to move through the training
program established by the Joint Training/Qualification Committee (JTC)within the
timeline established by the committee.
Shift vacancies for Sub-Transmission Dispatcher shall first be covered by relief
person or General Foreman on duty. When an overtime opportunity does exist, it
shall first be given to the Sub-Transmission Dispatchers on the overtime call out list,
and second to the General Foreman on the overtime call out list.
Distribution Dispatcher is a Dispatcher who writes and issues field switching orders
on the Distribution system that does not include field switching inside the substation
fence, issues field hold on Distribution equipment, manages trouble outages and PIN's,
maintains accurate logs and models and operates CADOPS and other systems as
directed. A Distribution Dispatcher is: 1) a qualified Journeyman Lineman meeting
the pre-qualifications as established by the Joint Training/Qualification Committee
(JTC) and who has successfully completed the Distribution Dispatcher training
program; or 2) an externally qualified Dispatcher. In selection of externally qualified
Dispatchers preference shall be given to candidates who have held a journeyman
lineman position. The union and/or a designated representative shall participate in the
selection of external candidates.
Shift vacancies for Distribution Dispatchers shall first be covered by relief person or
General Foreman on duty. When an overtime opportunity does exist, it shall first be
given to the Distribution Dispatchers on the overtime callout list, then to the Sub-
Transmission Dispatchers on the overtime call out list, then to the General Foreman on
the overtime call out list.
A Distribution Dispatcher is expected to move through the training program
established by the JTC within the timeline established by the committee.
Dispatch General Foreman is a supervising employee under the direction of the
Dispatch Manager who: (a) is a qualified Sub-Transmission Dispatcher; (b) manages
the Dispatch operations as assigned. Management may change assignments without
displacement or bidding and will determine the work location and number of positions
for the General Foreman position. In filling positions, the job will be open for bid to
qualified Sub-Transmission Dispatchers. Upon closure of bidding, the parties will
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arrange for interviews of all qualified candidates. Selection will be to the most qualified
candidate as determined by a joint selection committee made up of three (3) union and
three (3) company representatives one of which will be the hiring supervisor. The
committee must reach consensus as to the selection of the final candidate. If there are
no bidders for the position management may elect to hire a qualified external candidate.
Generally; the General Foreman will be assigned to a 'primary' desk as determined by
management and will fill shifts as required and assist the Dispatchers during high work
load periods. This position will be proficient and able to perform duties on each of the
desks, perform job assignments as directed by Management which may vary by desk,
and will work a fixed day shift from 6:30 AM to 2:30 PM, Monday through Friday.
General Foreman covering 12-hour shifts will be paid 8 hour straight time and 4 hours
of overtime at the applicable overtime rate. Further,the General Foreman may perform
the following duties: switching preparation and research, contacting field personnel
for switching issues, scheduling shifts, providing backup capabilities to prepare the
Prosper Morning Report and Trips Report, provide backup reporting for outage
management (ORS, PETE, CADOPs), Compass and other dispatch systems,providing
corrections to maps, and providing SCADA diagram connections and modifications
and/or other duties as assigned. Temporary upgrade (white slip)to the General Forman
position will be at management's discretion.
Vacancies for Sub-Transmission and Distribution Dispatchers
Sub-Transmission Dispatchers:
When vacancies occur for Sub-Transmission Dispatchers the opening will be bid to:
1) qualified Sub-Transmission and Distribution Dispatchers who have fully completed
and passed the Sub-Transmission training program, if there are no qualified bidders;
2) to the senior Distribution Dispatcher. If there are no bidders for the position,
management will elect to: 1) bid a trainee position that will be open to journeyman
lineman who meet the pre-qualifications as established by the Joint
Training/Qualification Committee (JTC) or 2) hire a qualified external Dispatcher to
fill the vacancy. In selection of externally qualified Dispatchers preference shall be
given to candidates who have held a journeyman lineman position. The union and/or
a designated representative shall participate in the selection of external candidates
Distribution Dispatchers:
When vacancies occur for Distribution Dispatchers the opening will be bid and
awarded to the senior Journeyman Lineman meeting the pre-qualifications as
established by the Joint Training/Qualification Committee (JTC). If there is no
qualified Journeyman Lineman for the position, management may elect to: 1) hire a
qualified external candidate. In selection of externally qualified Dispatchers preference
shall be given to candidates who have held a journeyman lineman position. The union
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and/or a designated representative shall participate in the selection of external
candidates
Pre-qualifications for the positions shall consist of a Dispatch orientation available on
a Saturday or other time, on employees own time and shall include: 1) an orientation
to the Dispatch role and function; 2) an Electrical Competency test, 3) Computer
competency evaluation (PC familiarity and keyboarding) and the PSP Dispatch
aptitude battery. These pre-qualifications will be determined and written prior to
bidding.
Hours of Work for Sub-transmission & Distribution Dispatchers
Distribution Dispatchers will work day and afternoon rotating 8 hour shifts Monday
— Friday with a relief rotation. Hours will be 6:30 AM to 2:30 PM and 2:30 PM to
10:30 PM. Shift start and end times may be adjusted forward or backward by the
Company by 1 hour to accommodate workload. The Company will discuss the business
need for an adjustment of the scheduled hours prior to implementation.
The purpose of the "relief shift" is to cover absences on the regular shift due to
vacations, illness, and training. The work schedule for the relief shift is typically 6:30
AM to 2:30 PM and 2:30 PM to 10:30 PM, Monday through Friday; however the relief
shift hours may be changed with seven (7) calendar days' notice without penalty to
cover a vacant shift. Absent seven (7) day notice, the first day of the new shift will be
at the overtime rate. Vacancies not covered by the relief shift will be covered using
the overtime callout list. Weekend vacancies will be covered using the overtime
callout list.
Sub-Transmission Dispatcher will work a rotating 12-hour shift to accommodate a
24 hour a day and seven (7) day a week operation. For employees on rotating shifts,
twelve (12) consecutive hours on duty shall constitute a day's work. The 12-hour
rotating shifts below will be adopted as mutually agreed and may be changed with
mutual agreement of the employees, union and management. Either the Union or the
Company may discontinue the 12-hour schedule by notifying the other of its intent to
do so. The schedule shall,upon notification to the other party, be returned to an 8-hour
schedule provided for under Article 4, Hours of Work and Compensation, of the
Collective Bargaining Agreement as soon as mutually agreed upon, but in no event
longer than sixty (60) days from the date of notification. Weekend vacancies will be
covered using the overtime callout list.
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General Hours of Work, Holiday, Vacation and Overtime Workinz Rules
For employees working the above schedules, the work week will begin at 6:30 AM
Sunday and continue for seven (7) consecutive days ending at 6:29 AM the following
Sunday.
It is understood that the definitions of"regular hours" in this agreement are the regular
hours for the shift that the employee is properly scheduled for that day.
For Sub-Transmission Dispatchers regular hours for the day shift(D)begin at 6:30 AM
and end at 6:30 PM. Regular hours for the night shift (N) begin at 6:30 PM and end at
6:30 AM the following day. For rotation number "2", an employee shall be considered
on night shift 6:30 PM to 6:30 AM, Monday and shall be considered on days 6:30 AM
to 6:30PM Friday through Sunday. Regular hours for relief(r) begin at 6:30 AM and
end at 2:30 PM unless changed with seven (7) day notice,without seven (7) day notice,
the first day of the new shift will be at the overtime rate.
For Distribution Dispatchers regular hours for the day shift (D) begin at 6:30 AM and
end at 2:30 PM. Regular hours for the afternoon shift (A) begin at 2:30 PM and end at
10:30 PM. Regular hours for relief(r) begin at 6:30 AM and end at 2:30 PM and/or
2:30 PM to 10:30 PM unless changed with seven (7) day notice, without seven (7) day
notice, the first day of the new shift will be at the overtime rate.
Dispatchers shall be allowed to trade work hours within the same work week provided
no additional labor cost is placed on the company. Dispatchers involved shall notify a
supervisor, who has final authority over such changes, in advance of making such
change in hours.
Shift Differential Seven percent (7%) will be paid to Sub-Transmission Dispatchers
working night shift (N). Employees working afternoons (A) or afternoon relief(r) shift
will be paid four percent (4%). Employees on normal days (D) shall not receive a shift
differential.
Overtime is defined as (a) time worked in excess of forty (40) hours in any scheduled
forty-eight (48) hour workweek or; (b) time worked in excess of 12 hours in a day or;
(c) time worked in excess of thirty-six (36) hours in any scheduled thirty-six (36) hour
work week or; (d) time worked in excess of thirty-two (32) hours in any scheduled
thirty-two (32) hour workweek. Hours of work for which daily overtime is paid shall
not be included in computing weekly overtime.
Holidays
Employees scheduled to work Monday thru Friday— 8-hour shifts.
A. When a holiday occurs on an employee's regular workday, that day shall be the
holiday for that employee.
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B. When a holiday falls on Sunday, the following Monday shall be recognized as
the holiday. When the holiday falls on Saturday, the preceding Friday shall be
recognized as the holiday.
It is expected that these employees will take the holiday off and receive eight hours
holiday pay. An employee who is either scheduled or is called out to work on a
holiday, in addition to holiday pay will receive overtime pay at a rate of 1 V2 times
the rate for regular hours and a rate of 2 times for all additional hours worked prior
to or after their regularly scheduled shift.
12 Hour Rotating Shift
A. The "observed holiday" contained within the collective bargaining agreement
will be the actual holiday for employees working this schedule. The "observed
holiday" will not be moved to a Monday or Friday as is the case for employees
scheduled to work Monday thru Friday.
B. Employees who are not scheduled to work on the observed holiday will receive
8 hours of holiday pay for that day. This payment will not be considered as time
worked for the purpose of calculating overtime pay.
C. Employees scheduled to work on the holiday will be paid at 1 V2 times the regular
rate of pay for their regular scheduled work hours. Any additional hours worked
on the holiday will be paid at 2 times the regular rate of pay.
D. Employees who are not scheduled to work on the holiday but who are called in
to work on the holiday will be paid 1 1/2 times the regular rate of pay for 8 hours
and will be paid 2 times the regular rate of pay for all additional hours.
Floating Holidays will be scheduled to include 8-hours of floating holiday pay. Four
(4) vacation hours at the straight time rate may be used to supplement the 8-hours to
make up a 12-hour day.
Vacation time off must be approved and scheduled with management. Vacation time
off will be charged on an hour for hour basis. Time off without pay is not allowed
except in rare and exceptional occasions and must have prior approval from
management.
Sick Leave will be charged on an hour for hour basis. Routine doctor and dentist
appointments should be scheduled on the employees scheduled days off.
New Wane rates for Sub-Transmission, General Foreman and Distribution
Dispatchers are effective upon the parties' signature of this agreement.
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rafting And Designer Advancements
ctober 14, 1992
It is agreed between Utah Power & Light and I.B.E.W., Local 57 the following:
Drafting Advancements
Associate Drafter, Grade 20
• Will be advanced after a minimum of one (1)year of satisfactory performance
to:
Drafter, Grade 24
• Will be advanced after a minimum of four (4) years of satisfactory
performance to:
Sr. Drafter, Grade 27
Designer Advancements
Designer Trainee, Grade 27
• Will be advanced after a minimum of three (3) years of satisfactory
performance in the particular discipline and:
• Successful completion of prescribed technical courses identified for this
discipline. (C Grade or better) to:
Designer, Grade 30
• Will be advanced after a minimum of six(6)years of satisfactory performance
as a designer in the particular discipline:
Sr. Designer, Grade 33
Biddin
Drafting Positions
• All entry job vacancies will be bid as an Associate Drafter regardless of the
grade vacated.
• Minimum Qualifications: Must pass Company drafting test.
Designer Trainee Positions
• All entry job vacancies will be bid as a Designer Trainee.
• The number of positions available will be based on need as determined by the
Company.
• Minimum Qualifications: Must have demonstrated satisfactory performance
as a Sr. Drafter.
Designer
• Jobs will be bid prior to hiring from outside the Company.
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• Minimum Qualifications: Must have successfully completed specific
technical courses and a minimum of three (3)years experience as a Sr. Drafter
or a Designer Trainee in the specific discipline.
Sr. Desi_finer
• If there are no employees in designer positions eligible for advancement in
the specific discipline, the position will be hired from outside the Company.
Bumping
Draftiniz Positions
• In the event of a Reduction in Forces, employees who are in Drafting positions
and choose to "bump" a lower grade drafting position will maintain their
current drafting grade/pay.
Designer Positions
• In the event of a Reduction in Forces, employees who are in Designer
positions and choose to "bump" a lower classification in the drafting
progression, will receive the pay and grade commensurate with a Sr. Drafter.
• The Designer Trainee position can only be "bumped" by Designers or Sr.
Designers.
• Designers and Sr. Designers cannot "bump" as Designers into different
disciplines.
Training
Draftinz Position
• Employees will be reimbursed according to the Company's tuition
reimbursement for prescribed technical courses.
• Employees will be required to take technical courses on their own time.
Classes will not be taken during Company time.
Designer Trainee Positions
• The Company will pay for prescribed technical courses upon completion with
a "C" grade or better.
• Employees will be required to take technical courses on their own time.
Classes will not be taken during Company time.
• A minimum of five (5) credit hours must be successfully completed per year
while in the trainee position.
• Employees in Trainee positions must show continuous progress and complete
the specific discipline training within a five (5) year period.
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Placement Of Current Employees
• Employees currently assigned to Engineering will be placed as follows:
• Sr. Designers will be placed into the new Sr. Designer positions within their
specific discipline.
• Designers will be placed into the new Designer positions and will be eligible
for advancement to the new Sr. Designer position after completing the specific
discipline technical coursework and six (6) years of satisfactory performance
in position.
EFFECTIVE DATE: October 14, 1992
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.
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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.
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Before ordering an employee to submit to a drug and alcohol test, the employee's
supervisor must seek approval of his/her supervisor, if practicable. The supervisor
ordering a drug test must as soon as practical write a narrative report of the
information and observations which gave rise to the order to take a drug test.
Following a reasonable suspicion drug and/or alcohol test, the employee tested may
be suspended without pay until the results are received. If the test result is negative,
the employee shall be made whole for regular work time missed as a result of the
test.
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
72

off is exhausted, then their time off will be without pay. Rehabilitation costs will be
covered in accordance with the employee's respective health care coverage.
Employees who have failed a drug/alcohol test and are offered a return to work
agreement are subject to medically-supervised tests to detect any continued use of
drugs or alcohol, ordered by the Company, with or without cause, at any time, for
the period of time recommended by the rehabilitation professional treating the
employee.
Employees who have entered rehabilitation and returned to work, but whose
subsequent drug/alcohol tests show continued use of drugs or alcohol may be
disciplined up to and including discharge.
The refusal of an employee to submit to a drug/alcohol test which is properly ordered
under this agreement is a violation of Company policy and may be grounds for
disciplinary action, up to and including discharge.
An employee who tests positive as a result of a drug/alcohol test with no aggravating
circumstances shall not be considered to have committed an offense rising to the
level of termination.
An employee who tests positive as a result of a drug/alcohol test with aggravating
circumstances will be terminated. Aggravating circumstances may include but are
not limited to the following:
• A prior positive test;
• A post-accident referral;
• A reasonable suspicion referral;
• Active "Return to Duty" provisions;
• A follow-up referral;
• Aggravating circumstances may also include a positive drug/alcohol test
while there is active formal discipline in effect for the employee.
Any disciplinary actions taken continue to be subject to the grievance and arbitration
procedure contained in the collective bargaining agreement(s) between the parties.
This agreement supersedes and replaces all prior agreements and arbitration awards
between the parties regarding drug and alcohol policies and/or testing. Any
modification of this Memorandum of Agreement must be agreed to by both parties.
i
Jz1/Zoiz4 Itz 1 r2
Brent Donohue Climens Date
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General Foreman
2006
Upon ratification, a general foreman position will be posted for bid at Ogden.
General Foreman Classifica
May 22, 2001
A General Foreman is a supervising employee under the direction of an operations
manager who: (a) is a qualified, experienced Journeyman in the branch of the trade
they are employed who has completed the foreman pool requirements, (b) manages
the operation of distribution and transmission facilities as assigned.
Establishing Positions
1. Management will determine the work location and number of positions for the
General Foreman, with input available from the Joint Executive Power Delivery
Committee.
2. The job will be posted for bid.
3. Upon closure of bidding, the parties will arrange for interviews of all qualified
applicants. Selection of the successful candidate will be made jointly by a sub-
committee of the Joint Executive Power Delivery Committee, consisting of three
(3) Union and three (3) Company representatives, one of which will be the hiring
supervisor. The Committee must reach consensus as to the selection of the final
candidate. Additionally,this sub-committee would have an on-going role towards
maintaining the training curriculum and evaluating the overall effectiveness of
this position.
General Rules
• The General Foreman may, at the Company's discretion based on business
need and work assignment, be provided with a Company vehicle for 24-hour
use.
• General Foremen who are assigned to the line crews and direct the operation
of distribution and/or transmission facilities as assigned, will be provided
with a Company vehicle to provide overtime response as required.
• The General Foreman may be assigned to assist district management with
weekend duty responsibilities. Normal stand-by and overtime provisions will
be applied in this event.
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• A General Foreman's regular work schedule shall be agreed to by the company
and union, however, it is understood that they will be expected to work
overtime, as needed, to fulfill the job responsibilities.
• The General Foreman may be required to engage in the manual work of his
trade. However, he will be placed at the bottom of the overtime list and called
last.
• A General Foreman is not required to hire, fire, or discipline.
• Management will determine the need for temporary upgrades to General
Foreman for vacation and sick leave. If a temporary upgrade is needed, the
company may assign a working foreman who has expressed an interest in the
General Foreman position and who is most qualified and available to replace
the absent employee.
• The determination of the number and location of General Foreman positions
are at the discretion of management.
• In the event of the absence or elimination of a General Foreman, a
Management employee may perform the supervisory aspects of the job.
This Agreement is effective for the duration of the current working agreement
between Rocky Mountain Power and IBEW Local 57 unless extended by mutual
agreement.
Grievance Process
During negotiations for a new Collective Bargaining Agreement in 2006, the Union
and Company agreed to changes in the grievance process. As part of those language
changes, the Union and Company also agree to work for timely resolution of
grievances as follows:
1. Within 90 days after ratification of a new Collective Bargaining Agreement, the
Company and Union will jointly hold meetings with management and Union
Stewards to review the grievance process.
2. This review will include setting expectations that:
a. All first step grievances will be responded to by the Company in writing
within ten working days.
b. Stewards are responsible to keep their Business Representatives apprised of
grievance activity, including timelines.
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c. Every reasonable effort will be made to follow the timelines of the Collective
Bargaining Agreement; extensions on timelines will be requested and/or
granted only in extenuating circumstances.
Hiring Hall
Agreement to allow hiring hall employees in meter reader positions to be on the
property working past the six months (1040 hours) until January 2008.
Infrastructure Facilities Specialist
February 2003
I. The parties understand and agree that the new proposed classification of
Infrastructure Facilities Specialist will be as follows:
II. The duties and scope of the position will be stated herein or as mutually agreed
by the parties. Duties and responsibilities of the position are specified below:
The job description and rules governing establishment, implementation, duties and
responsibilities are as follows:
a) inspection of all new attachments;
b) use laptop and mobile data device to perform loading calculations:
c) assist with inventory verification and compliance audits;
d) prepare reports, process notices, enter data as directed;
e) communicate with customers and other utilities;
f) perform other duties relating to Infrastructure work assigned;
g) thorough knowledge of PacifiCorp's distribution construction standards and the
National Electrical Safety Code;
h) position requires extensive travel including overnight stays;
i) position requires possession and maintenance of a valid driver's license
III.Additional terms of the position(s) are noted below:
a) The Infrastructure Facilities Specialist position will be bid and filled by the
senior bidder. The parties agree that after the first positions are filled, if there is
a need for pre-qualifications for future positions, the Union and the Company
will jointly create those qualifications.
b) Facilities Specialist position will have six (6) months to become familiar with
and competent in PacifiCorp Distribution Construction Standards and National
Electrical Safety Codes applications to Infrastructure Management facilities
coordination work;
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c) Any required training shall be done during regular working hours and, if not,
shall be subject to overtime pay provisions of the working agreement. Any
associated costs for licensing, training materials or fees shall be borne by the
Company.
Position Overview
Infrastructure Facilities Specialist Job Description
An Infrastructure Facilities Specialist within the Infrastructure Management group
will be required to inspect, evaluate and document information about
communications and other attachments on PacifiCorp poles. An individual in this
position must become familiar with the National Electric Safety Code and
PacifiCorp Construction Standards. An Infrastructure Facilities Specialist will
establish working relationships with the Infrastructure Management group, district
office personnel and local communications company representatives. Collection of
data will require the use of measuring sticks and wheels, binoculars, note pads and
handheld electronic devises. Familiarity with Windows based computer systems, as
well as typing, are required skills. The Infrastructure Facilities Specialist will be
required to demonstrate proficiency in various computer applications, including but
not limited to, applications such as FAAR, OLEE Express, Microsoft Word, Excel,
Outlook and portions of CICS. Training will be provided for Infrastructure Facilities
Specialists to learn these skills. An Infrastructure Facilities Specialist will be
proficient in the use of maps, data sheets, work requests and engineered drawings.
An Infrastructure Facilities Specialist will be based at various selected district
offices however their territories will extend outside the district boundaries. This
position will require an independent individual who is confident working alone and
is proficient in managing time and workload. Travel will be required, including
overnight stays and the possession and maintaining of a valid driver's license. Other
duties as assigned.
La oora�Technician— Steam Plant
May 17, 2001 dk
The following procedure will be used in filling jobs that have been bid as Laboratory
Technician in the Steam Plants:
1. The following are the minimum educational requirements for the Laboratory
Technician position:
I.I. University of Utah (as of January 26, 2001) Chemistry 1210: General
Chemistry 1 (4 semester hours), Chemistry 1230: General Chemistry 1 Lab (1
semester hour), Chemistry 1220: General Chemistry 2 (4 semester hours),
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Chemistry 1240: General Chemistry 2 Lab (1 semester hour) Mathematics 1050:
College Algebra (4 semester hours)
2. These courses will be the standard against which courses taken at other colleges
will be measured. If courses taken at other colleges are accepted by the University
of Utah for transfer credit for these listed classes, then those courses taken at
other colleges satisfy these educational requirements. A "C" grade or better in
each of the listed courses is required to satisfy this educational requirement.
3. The University of Utah changes its course numbers and descriptions from time
to time. It is the intent of this educational requirement to specify a minimum first
year college algebra and college chemistry course, with lab. These courses are
those intended for students following a science or engineering curriculum. The
course number or description of this requirement may change as the University
of Utah course numbers or descriptions change, but the level or required course
will not change. If University of Utah course numbers change, this document will
be updated to reflect those new course numbers.
4. All persons holding the Laboratory Technician position at the time of this
agreement are considered fully qualified.
5. All persons who have been displaced and are on recall to the Laboratory
Technician position are considered fully qualified for future Laboratory
Technician positions.
6. New applicants for the Laboratory Technician position or persons previously
holding a Laboratory Technician position but who chose to leave the laboratory
Technician position then, later,bid a Laboratory Technician position must satisfy
the requirements of Paragraph 1 above.
7. All future Laboratory Technician jobs at all locations will be filled by: a)bumped
Laboratory Technicians with recall rights; b) bidders meeting qualifications
which are described in Paragraph 1 above; or, c) as described in Paragraph 6
below.
8. If no bids are received from qualified persons as set forth in Paragraph 1, a
Laboratory Technician job may be awarded as follows:
1.2. An employee not possessing the qualifications of Paragraph 1 may be
awarded the job subject to completion of the required courses described in
Paragraph 1, within one (1) year of starting the job. Such time period may be
extended (to a maximum of two (2) years) by local supervision to accommodate
school schedule. If, at that time, the required courses are not completed, the
employee will have 90 days to bid a new job.
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Or
1.3. If no bids are received from employees possessing the minimum
qualifications as described in Paragraph 1, the Company may employ a qualified
person with the same minimum qualifications.
Logistics Specialist/Lead Logistics Specialist
May 22, 2001
PacifiCorp and IBEW Local 57 mutually agree to establish four (4) new job
classifications, the Logistics Specialist and the Lead Logistics Specialist.
Logistics Specialist
The job description and rules governing duties and responsibilities are:
A Logistics Specialist shall be an Employee responsible for the receipt and
distribution and the keeping of records of all materials handled through the
warehouse. A Logistics Specialist is an employee who has successfully completed
the Logistics Specialist training progression.
General Rules
1. The Logistics Specialist position will replace the current Warehousemen, Senior
Warehousemen and Storekeeper classifications.
2. All existing Warehousemen, Senior Warehousemen and Storekeepers will be
required to progress to Logistics Specialists III level.
3. Logistics Specialist report to the Lead Logistics Specialist and/or a Supervisor.
4. Warehousemen, Senior Warehousemen and Storekeepers will have to progress
through the assessment and training to become Logistics Specialists III. Logistics
Specialists I and II will progress to Logistics Specialists III on satisfactory
completion of training modules.
5. Logistics Specialists III will be required to have a Commercial Drivers License.
Lead Logistics Specialist
The job description and rules governing establishment implementation, duties and
responsibilities are:
A Lead Logistics Specialist is a working supervisory employee under the direction
of Management who: (a) was formerly a Logistics Specialist, (b) manages the
operations as assigned.
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Establishing Positions
1. Management will determine the work location and number of positions for the
Lead Logistics Specialist, with input available from the Joint Executive Power
Delivery Committee. Currently, the initial positions will be located in Preston,
Idaho, Richfield, Utah and potentially, an additional position in Salt Lake City,
Utah.
2. The job will be posted for bid.
3. Upon closure of bidding, the parties will arrange for interviews of all qualified
applicants. Selection of the successful candidate will be made jointly by a sub-
committee of the Joint Executive Power Delivery Committee, consisting of three
(3) Union and three (3) Company representatives, one of which will be the hiring
supervisor. The Committee must reach consensus as to the selection of the final
candidate. Additionally,this sub-committee would have an on-going role towards
maintaining the training curriculum and evaluating the overall effectiveness of
this position.
General Rules
1. The Lead Logistics Specialist position is a new position
2. A Lead Logistics Specialist's regular work schedule shall be agreed to by the
Company and the Union, however, it is understood that they will be expected to
work overtime, as needed, to fulfill the job responsibilities.
3. A Lead Logistics Specialist is not required to hire, fire, or discipline.
4. Temporary upgrades to Lead Logistics Specialist for vacation and sick leave will
be at management's discretion. If a temporary upgrade is needed, the company
may assign an employee as required and who is most qualified to replace the
absent employee.
This Letter of Agreement is effective for the duration of the current working
agreement between PacifiCorp and IBEW Local 57 unless extended by mutual
agreement. This agreement may be modified as needed by mutual agreement of the
parties.
Logistics Tractor/Trailer Drivers (Long-Haul Driv
January 2003
All incumbent logistics Tractor/Trailer Drivers will be reclassified to Heavy
Equipment Transport Driver and move to that wage (Grade 27). All incumbents will
be required to progress through the logistics training modules within eighteen (18)
months of ratification of this agreement.
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These employees will be able to perform logistics work (including unloading and
putting away of materials) as well as Heavy Equipment Transport work (including
work at UTB), as directed.
The incumbent Heavy Equipment Transport Driver(currently reporting out of UTB)
will not be required to complete the logistics training modules and will continue to
report out of UTB. Future Heavy Equipment Transport Drivers will be required to
complete the logistics training modules within eighteen (18) months of bidding the
position and must meet the minimum qualifications as follows:
1. Must have Class A CDL, with endorsements for Tanker, HazMat, Doubles, and
Triples
2. Must have State Certification for escort vehicle, flagger
3. Must have familiarity with and be able to safety operate PacifiCorp equipment.
4. Must have working knowledge of DOT regulations in all states in which you
travel.
5. Must have familiarity with all laws and regulations governing oversize and
overweight loads.
6. Must be able to perform all duties of heavy equipment operator trainer except
holding of formal classes.
Metering Department Fitness For Dut
Rocky Mountain Power (company) and IBEW Local 57 (union) mutually agree to
establish a fitness-for-duty examination for the classifications of meter reader and
field metering specialist. This examination will be physical evaluation and must be
successfully completed by employees bidding into the aforementioned jobs in order
for those employees to be qualified for the positions. The physical capacity
evaluation will be performed at a medical facility chosen by the company and will
be comprised of the following components:
Sitting Tested during completion of questionnaires
Walking Treadmill test
Standing Testing during lumbar spine active range of
motion screening
Climbing Tested using 5 flights of stairs
Kneeling/Crawling 60 second performance test
Squatting/Bending/Reaching Repetitive movement screen including
functional movement screen and lifting,
education, both forward and overhead
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Lifting Up to 10 lbs. lifting test
Simple Grasping Grip test
Fine Manipulation Purdue pegboard
All of these tests, other than sitting, will involve heart rate monitoring. Heart rate
monitoring is an effective way to measure pain, fatigue, stress, or compliance. Heart
rate data will be measured during testing and reported following the screen.
Employees presently in the metering department will be exempt from the fitness for
duty requirements for their current position or for future bidding within the
department.
The cost of these evaluations will be paid by the company. Successful completion
of this evaluation is a pre-qualification to be passed before a bid for meter reader or
field metering specialist is awarded, as referenced in Section 6.9 of the collective
bargaining agreement.
No Docking Agreement
Agreement to extend the terms of the No Docking Agreement for the term of this
Collective Bargaining Agreement.
Outage Coordinators
January 2003
Upon implementation of SPS in Field Operations, Outage Coordinators will
complete required training and will be assigned to operate SPS systems and
CADOPs in addition to the current duties. At such time as they begin training for
SPS implementation, their rate will be increased by $2.00/hour.
t)vertime Call-Out Procedur
November 27, 1985
The agreement between the Company and the Union, provides that the overtime
among the employees must be distributed as equally as is practicable, each calendar
year. In order to accomplish this it is proposed that the following procedures be used
as a guide for those responsible to equalize overtime:
1. A record will be kept in each classification of employees of overtime actually
worked by each employee.
2. On that same record, each employee will be charged with the equivalent hours of
overtime that the employee declines. These hours will be added to the actual
hours worked to determine the total available hours and will be the basis for
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determining if overtime is equalized. Further reference in this memo to this
situation will be referred to as red eights or red time hours.
3. When need for an overtime call-out occurs, the employee in the particular
classification who has the low total actual hours plus red time hours accumulated
will be the employee called for that overtime opportunity.
4. If it becomes necessary to require an individual to work, the employee with the
least amount of actual overtime hours worked shall work.
5. The supervisor initiating the call for overtime will log all pertinent data
concerning all attempts made by telephone, including time of call, response,
notation as to acceptance or rejection of the overtime, and if rejected, the reason
for the rejection.
6. Employees who are on vacation or are on the sick list will not be contacted for
overtime work and will not be charged any red time during that interval of
vacation or sick leave. For this purpose, vacation is considered to be that period
of time including all regular days off immediately before, during and immediately
after the scheduled vacation.
7. An employee who is not already logged on the sick list at the time of call-out will
be charged red time if the overtime is rejected.
8. When an employee is contacted appropriate red time will be charged regardless
of the reason that the overtime is rejected by the employee.
9. Overtime worked by an employee who is temporarily assigned to a higher
classification will be added to the overtime record in the employees regular
classification for the purposes of equalizing overtime. Reference is made to
paragraph 2.2.5 of the agreement. Provisions of this paragraph will apply in the
case of an employee being temporarily assigned to relieve a supervisor and
compensated at the rate of the equivalent foreman schedule.
10. A balance of overtime will be carried forward into the succeeding year.
11. If an employee does not have a telephone, or has not made convenient
arrangement for contact, that employee must assume the responsibility for their
lack of overtime if the employee is not kept equalized with other employees in
the same classification.
12. Relief operators should be used in all appropriate situations before another
operator is called out on overtime. In such cases, if the relief operator is
compensated for a short change, the employee will not be charged on the
overtime record for this compensation.
EFFECTIVE DATE: January 26, 1986
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Payment For Meals
June 26, 2013
Payment For Meals During Extended Work Hours
Payment for meals will be made to bargaining unit classification employees and
management personnel when extended working hours are required by the Company.
The provisions of Section 4.2.9, 10 and 11 of the agreement between I.B.E.W., Local
57, and the Company cover the cases of extended days and early call out. Employees
will be allowed a reasonable period of time to eat meals provided under this policy
but will be on their own time during the meal period-time off for meals is not subject
to overtime pay.
The Company will reimburse employees $10.00 for breakfast, $11.00 for lunch, and
$20.00 for dinner.
The type of meal to be reimbursed will be determined by the hour during which the
meal would normally be furnished. The following time periods will be used in
making this determination:
BREAKFAST 2:01 a.m. to 9:59 a.m.
LUNCH 10:00 a.m. to 1:59 p.m.
DINNER 2:00 p.m. to 2:00 a.m.
Meal allowances will be disallowed for bargaining unit employees if no overtime is
reported for the corresponding day that is marked for the meal allowance.
Out-Of-Town Expenses
Expenses for employees required to be away from home station overnight on
Company business will be provided as stated in Section 4.41 of the Labor
Agreement.
Unscheduled Call-Outs
When an employee is called out more than two (2) hours after their regular shift or
on a holiday or regular day off, a meal will be compensated for after working four
(4) continuous hours, and additional meals at intervals of not more than six (6) hours
thereafter while they continue to work.
Pre-Arranged Overtime Meals On Holidays And Regular Days Off
Pre-arranged overtime is defined as work for which notification to report for work
is given no later than quitting time on the previous working day.
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For prearranged work on holidays and regular days off, employees will not be
compensated for meals unless starting time is more than two (2) hours before or
quitting time is more than (2) hours after the employee's normal working shift.
Call-Back Within Two Hours Of Regular Quitting Time
Employees who are called back to work within two (2)hours of their regular quitting
time will be compensated for a meal two (2) hours after their regular quitting time,
and additional meals at intervals of not more than six (6) hours thereafter while they
continue to work.
Emergency Service Work Out-Of-Town
Crews working out-of-town on emergency service restoration who would qualify for
the overtime meal reimbursement provision of the Agreement, may elect to be
compensated on their pay checks for qualifying overtime meals for the period of
time they are performing emergency service restoration. Under no circumstances
will an employee be reimbursed for the same meal under both the out-of-town and
overtime provisions of the Agreement.
Effective Date: June 26, 2013
Pre-Apprentice Lineman Position-*
May 23, 2014
Memorandum of Agreement
Between
PacifiCorp & Local 57 IBEW
Establishment of Pre-Apprentice Lineman Position
This agreement supersedes and replaces the Skilled Groundman Position
agreement between the parties dated July 26,2005.
In the mutual interest of gaining future journeyman lineman,the Union and Company
agree to the following terms and conditions set forth for the Pre-Apprentice
Lineman classification. The parties recognize that with a reorganization of this type,
additional issues may arise. The Company and the Union are committed to jointly
resolving any future issues that may arise.
1. The intent of this position is to prepare employees to become an Apprentice
Lineman. The job duties of the Pre-Apprentice Lineman will be aligned with
those of the General Helper Classification(Ground man). The principal duties
include pre-requisite skills and knowledge for becoming an Apprentice
Lineman.
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2. The Pre-Apprentice Lineman positions will be open to the general population
both inside and outside the company, regardless of an individual's current
bargaining unit status or seniority. Internal bargaining unit applicants shall use
the Posting and Bidding procedure identified in Article 3.2 of the collective
bargaining agreement.
3. Applicants who meet the following qualifications will be selected to continue
through the awarding/hiring process:
A. Successfully passed the NJATC test with the appropriate score to allow
advancement into a Lineman Apprenticeship.
B. Must have a Class A CDL or completion certificate of the written portion
of the CDL License.
4. Physical Ability & Skills Assessment Testing. All applicants who have met A
and B above will be invited to participate in a physical assessment which will
measure the individual's ability to perform activities associated with the
lineman trade.
5. Applicants participating in the physical ability assessment will be given
a composite numerical score by the joint bargaining unit and management
assessment team. The scores will be ranked from high to low and the top
scoring applicants will be offered Pre-Apprentice Lineman positions based on
the number of openings. (Internal bargaining unit applicants being offered a
position will be allowed to select their location by seniority.) If an internal
and external applicant receives the same score the internal candidate will be
chosen. New hires on the same day will establish seniority by drawing. This
seniority position will be used for initial Pre-Apprentice placement and also
placement in Apprentice Lineman positions. Upon completion of the
apprenticeship the pre-established seniority date will apply for awarding the
Journeyman position as well.
6. All Lineman Apprenticeships will be posted for bid and awarded to the senior
qualified Pre-Apprentice Lineman.
7. A qualified Pre-Apprentice Lineman incumbent will be required to apply or
to bid on all Apprentice Lineman positions. A qualified Pre-Apprentice
Lineman who refuses to bid on and /or accept an Apprentice Lineman
position will be placed in a vacant apprentice lineman position. If the
qualified Pre-Apprentice Lineman does not bid or accept a placement in a
vacant apprentice lineman position, he/she will be removed from the
apprentice program and placed in the General Helper Classification and given
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90 calendar days to receive another position. The 90 calendar days will not
commence until after the first refusal of a position. If the incumbent fails to
receive a bid or to accept a position within 90 calendar days, the
incumbent will be deemed to have voluntarily resigned from employment
with the Company. Externally hired Pre-Apprentice Lineman who become
qualified and refuse to bid or accept an Apprenticeship will be subject to
termination.
8. The rate of pay for the Pre-Apprentice Lineman position will be 60% of the
Journeyman Lineman hourly wage.
9. The Pre-Apprentice Lineman positions will not be subject to displacement by
employees who are not qualified under section 3 A & B.
IO.Recognizing that this position is a training position, no upgrade will be paid
to employees in the Pre-Apprentice Lineman classification who are required
to operate equipment.
11.Pre-Apprentice Lineman will fulfill the obligations of ground time for their
apprenticeship during the first six months in their position, provided proper
documentation is submitted to the JATC training committee.
Agreed this 231 day of May 2014.
� J r
Brent Donohue obert Clemens
IBEW Local57 Rocky Mountain Power
SeniorityWr—Former CPN Employees
April 1, 1982
It is agreed to by Utah Power & Light Company and I.B.E.W., Local57 that
employees who were in the service of California Pacific National (CPN)will receive
seniority credit for all continuous employment with CPN. This seniority may be used
for bidding and all rights under the Agreement between Utah Power & Light
Company and I.B.E.W., Local 57. CPN employees may retain and use benefits
accrued with CPN for the remainder of 1981. Should CPN employees elect to come
under I.B.E.W., Local 57 in 1982, they would receive those benefits offered by the
Agreement between Utah Power & Light Company and I.B.E.W., Local 57.
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All CPN employees who are apprentices are subject to the following stipulations
when bidding in the Utah Power & Light system:
Apprentices must fulfill their apprenticeships at their present locations within a
period of three years and are subject to the Utah Power & Light Company
journeyman examination.
This Agreement is in compliance with Article 1, Section 1.8, of the Agreement.
EFFECTIVE DATE: October 1, 1981
Seniority For Former Lincoln Service Employees
April 1, 1982
It is agreed to by Utah Power & Light Company and I.B.E.W., Local57 that
employees who were in the service of Lincoln Service will receive seniority credit
for all continuous employment with Lincoln Service. This seniority may be used for
bidding and all rights under the Agreement between Utah Power & Light Company
and I.B.E.W., Local 57.
All previous Lincoln Service employees will be subject to the following stipulations
when bidding in the Utah Power & Light system:
1. All qualifications for bargaining unit jobs must be satisfied either by test and/or
proven experience; and
2. Apprentices must fulfill their apprenticeships at their present locations within a
period of three years and are subject to the Utah Power & Light Company
journeyman examination. All Lincoln Service journeymen must pass the UP&L
journeyman examination in their present locations before being permitted to bid
elsewhere in the system.
Hardship cases for purposes of bidding will be reviewed,jointly, on a case-by-case
basis. This Agreement is in compliance with Article 1, Section 1.8, of the
Agreement.
EFFECTIVE DATE: March 24, 1981
Senior Logistics Specialist (2006)
Within sixty (60) days of ratification of this agreement, the Company will establish
Senior Logistics Specialists positions at Jordan Valley and Ogden. The Senior
Logistics Specialists position will be awarded by seniority of Logistics Specialist
IIIs at each respective location. The Senior Logistics Specialists will receive a five
percent (5%) regular rate increase and will be responsible for the operations of the
Logistics department at his/her location. If there is a need to establish this position
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or assign additional Senior Logistics Specialists in other locations, dependent on
business needs, the Company and the Union will meet to reach agreement on these
issues.
Logistics Senior Duties and Responsibilities
A Logistics Senior is a supervising employee who: (A) is a qualified Logistics
Specialist III, (B) Manages the operation of a Logistics Spoke Warehouse System,
under the direction of the Logistics Lead or Management.
Assist Management with the overall supervision and management of the Logistic
Spoke employees and systems. May be assigned to oversee the hub in the absence
of the Logistics Lead.
• Give daily work direction to Logistic employees at assigned Spoke locations to
maximize effectiveness. Report any policy infractions to Logistic Management.
• Assist with inventory accountability and accuracy as being SOX compliant.
Ensure reports are timely and accurate. (Cycle counts, staff notes, i.e....)
• Oversee special assignments and or projects. Some travel may be required.
• Maintain compliance issues (OSHA, SPCC, safety etc.) Site visites.
• Safety & Site visits
➢ Maintain a safe work environment.
➢ Promote safe work practices. Provide training when necessary.
➢ Work with Management and local safety coordinator to ensure all employees
are current on training. Spoke safety agendas.
➢ Assist and coordinate with accidents, near misses and related forms.
• Assist management with MRP and budget planning (special equipment needs.)
(Site visit) as required.
• Maintain communication with Wires /Assets / Connects personnel, in regards to
(Service Level Agreement meetings) concerning Logistics issues.
• Assist Management oversee administrative issues (timesheets, SAP, OLEE, etc.)
No disciplinary, hiring, or firing involved.
• Assist Management with administration of company policies. Log data.
• Perform analysis of operation and maintenance data for Spoke warehouse sites.
Site visit.
➢ Cost reports for Spokes (same as budget/MRP sentence above).
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➢ Equipment summaries (costs, downtime, etc.)
➢ Workforce vs.job requirements. (Extra crews and single person work.)
• Training
➢ Help Management identify logistics training requirements (follow up on
assessment results).
➢ Complete training courses and seek out upgrades for individual skill levels.
➢ Maintain working knowledge of computer programs and applications
training.
• Participate in team/ group meetings and activities including Hub meetings.
• Assist with the communication and maintenance of the Logistics Specialist
training and day to day practices.
• May be required to take duty rotation and work after hours.
• Maintain and foster a harmonious and efficient work environment.
• Positive and proactive in fostering and/or implementing new ideas, technologies
and processes.
Service Coordinator Progression
May 2Z 2001
PacifiCorp and IBEW Local 57 mutually agree to establish a training progression
for the Service Coordinator classification, which allows employees to drive their
compensation through their completion of the training program. A joint sub-
committee will be formed, reporting to the Joint Executive Power Delivery
Committee to:
1. Make the necessary adjustments to the training curriculum currently used
elsewhere within the Company
2. Evaluate and slot incumbents and transitioning employees into the appropriate
level within the training curriculum
3. Determine the maximum time for completion of the progression
4. Monitor the process on an on-going basis.
General Provisions
1. The general purpose for this position is to provide consistent administrative and
customer support throughout the Field Operations, Construction and Metering.
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2. The training progression will be a knowledge-based system, whereby employees
can establish their competence at each of the four levels of required skills and be
compensated at the higher rate thereafter.
3. The Committee will review the minimum qualifications for Service Coordinator
progression for their applicability and potential modification.
4. Incumbent Service Coordinators who complete the training modules and display
their competence through "testing-out" of all the modules will receive an hourly rate
of$ 18.14 based on 2001 wage rates.
5. Employees currently in the following clerical classifications within Field
Operations, Metering and Construction be reclassified to the Service Coordinator
classification and are required to complete the training progression. Some employees
in these classifications will be grandfathered at their current rate of pay and be
required to complete the training progression: Accounting Clerk; Accounting Clerk
Sr.; Clerk Steno; Clerk Typist; Customer Accounting Clerk; Customer Contract
Clerk; Exp. Requisition Clerk; Personnel Coordinator
6. If there are incumbent Service Coordinators or reclassified employees as a result
of this agreements that are unable to or do not wish to complete the training
progression, the sub-committee will address these situations on a case-by case basis.
This Letter of Agreement is effective immediately and modified as needed by mutual
agreement of the parties.
RWgent Classificati
May 22, 2001
The Site Agent will manage the customer interface, resource scheduling and
construction for all work requested by customers from the completion of design and
acceptance by the customer to technical and financial closeout to achieve both
satisfied customers and least cost installations.
The parties agree to the provisions identified below:
Job Description:
A Site Agent is an employee under the direction of an Operations Manager who:
a) Is a qualified Journeyman Estimator or Journeyman Lineman or Project Sponsor
b) Manages the Construction operations as assigned.
c) Site Agent may perform all duties of their previous classification for a pilot
period to end January 25, 2008.
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1. The Site Agent must be able to work flexible working hours and overtime to meet
requirements of the position. The basic intent is for the Site Agent to work the normal
hours of the operating location where the site agent reports. Every reasonable
attempt will be made by both the Site Agent and Company to have the work
performed during those hours.
2. The normal workweek shall consist of five 8-hour workdays Monday through
Friday. Based on customer needs and service, the "Site Agent" shall have the
flexibility to adjust his/her own shift, to fall between the hours of 7:00 a.m. and 7:00
p.m. The normal daily hours worked during the flexible work period are not
exclusively set at 8 hours per day.
3. In no case shall hours be adjusted in order to accommodate a supervisor, an
employee, another region or headquarters due to "short manning" with the intent of
avoiding overtime payment.
4. The Site Agent position is a field position requiring customer contact and a
company vehicle will be assigned.
5. Site Agent overtime will be paid as follows:
• Paid at 1.5X for weekly hours worked greater than 40 Monday through Friday
between the hours of 7 AM and 7 PM;
• Paid at 1.5X for weekly hours worked Monday through Friday between the hours
of 7 PM and 7 AM;
• Per the other applicable terms within Article 4
6. Site Agent will be selected in accordance with Section 3.1.2 of the collective
bargaining agreement. The employee selected for the job shall be awarded the job in
accordance with Article 3, Section 3.2.6.
7. Minimum qualifications for a Site Agent require the bidder to be an experienced
Journeyman Estimator or Journeyman Lineman or Project Sponsor and be able to
demonstrate basic clerical skills, which will include keyboard proficiency, oral and
written communications via the Edison Electric Institute Clerical Aptitude test.
This Agreement may be canceled with thirty (30) day written notice by either
party. If this agreement is canceled, the affected employees shall be subject to
displacement as per Section 3.4 of the collective bargaining agreement.
This agreement may be modified as needed by mutual agreement of the parties.
92

Street Light Maintenance Worke
July 5, 1995
The intent of this proposal is to (1) establish new training requirements for the Street
Light Maintenance Worker positions, and (2) update the current job description.
Compensation
Entry Level: Grade 21
Advance after 2 years & completion of Apprentice School(s) and passing a final
evaluation.
Incumbents Grade 24
Incumbents will be advanced to Grade 24 based on time in position.
Future Bids
Qualifications will be:
Must have a CDL
Must complete Apprentice Lineman Orientation (Ability to Climb)
Must complete required Apprentice Lineman School courses.
Joint Committee
The Journeyman Lineman Apprentice Committee will oversee the training
program and develop a final evaluation.
Training
Employee will be required to attend the taking the following courses:
1. Orientation
2. Safety
3. Introduction to Climbing
4. Climbing
5. Ropes, Blocks, Slings and Hoists
6. Overhead Distribution and Voltages
7. Transformers
8. Basic Electricity
Training:
The Second Year Apprentice Lineman School, the employee will be required to take
the following:
1. Safety
2. Stringing and Sagging
3. Specifications and Construction Standards
4. U.R.D.
5. Rubber Protective Equipment
6. Street Lighting
7. Connectors, Connections, Splicing
93

Substation Journeyman and Foreman
May 22, 2001
PacifiCorp and IBEW Local 57 mutually agree to establish a new Substation
Journeyman training program for incumbents working in three classifications within
the Substation area, a new apprenticeship program for Substation Journeyman, and
revise the minimum qualifications for the Substation Foreman, as a result of 2001
contract negotiations.
General Provisions:
1. The Joint Power Delivery Apprentice Committee will begin immediately the
review and completion of the necessary curriculum for the training of the incumbent
Journeyman Lineman, Electricians and Mechanics in the Substation area.
2. Incumbents in this training program will receive $2800 as they progress
through the program as follows:
• $100 will be paid for each successfully completed Substation Journeyman
training week on the first check of the following calendar year. This will be for
incumbent Substation Journeyman substation training that began after
January 1, 2005.
• The balance of the $2,800 incentive bonus will be paid upon successful
completion of the entire program.
3. The Joint Power Delivery Apprentice Committee will develop a new apprentice
program for the training and development of journeyman. This work will include the
apprentice pool requirements and the specific curriculum.
4. The Joint Power Delivery Apprentice Committee will establish protocols and
requirements for the hiring of external candidates into the Substation Journeyman
classification, similar to the process for hiring external Journeyman lineman.
5. Potential internal journeyman candidates currently not working within the
Substation area will be allowed to enter this training program and will be placed into
the curriculum by the Joint Power Delivery Apprentice Committee. Substation
Journeyman candidates must complete all required substation journeyman
training to be eligible for the monetary bonuses described above. All future
Substation Journeyman candidates shall complete all required substation
journeyman training. The monetary bonus incentives for this program are
closed for candidates entering the program after January 25, 2009.
6. Substation Foreman will be selected per the qualifications set by the
Substation Foreman Committee and filled per Section 3.1.2.
94

This Letter of Agreement is effective immediately and may be modified as needed
by mutual agreement of the parties.
ummer Working Hours
January 26, 1989
Each Vice President will consider requests from each of their respective area
managers and employees for summer hours. These requests, if approved by the Vice
President, will be submitted to the Labor Relations Department by May first (1 st) of
each year. These requests will then be submitted to the Union for concurrence.
The summer hours will be 7:00 a.m. to 3:30 p.m., beginning on Memorial Day and
ending on Labor Day.
Local management may change the "Summer Hours" back to regular hours for
general Company meetings for all employees and monthly safety meetings.
EFFECTIVE DATE: January 26, 1989
yS' `sT!Mss"& Computer Services Agreement To Change Normal Working Hours For
Data Processing Programmers
August 25, 1982 remove completelyjM j�
Be it understood between Utah Power & Light Company and I.B.E.W., Local 57,
that the working hours for data processing programmers be extended to permit
assigned individuals and/or programmer teams to work the hours of. 6:00 a.m. to
2:30 p.m. or 8:00 a.m. to 4:30 p.m. or 10:00 a.m. to 6:30 p.m.
This will allow off-line time at the beginning and end of the day to test on-line
systems as they are being developed or maintained. This will minimize interference
with user operations.
Availability of programmer terminals is limited during the 8:00 a.m. to 4:30 p.m.
day. Extending the day will extend availability and will better utilize resources.
EFFECTIVE DATE: April 10, 1978
Temporary Hiring Hall Employees
May 22, 2001
With this Memorandum of Agreement between PacifiCorp, the "Company", and
Local Union No. 57 of the International Brotherhood of Electrical Workers, the
"Union", do mutually agree to the terms and provisions necessary for the creation of
a hiring hall for the use of temporary labor within the Company. Individuals
employed under this agreement will be referred to as "Hiring Hall Employees"
(HHE)
95

The Company and Union, recognize a need to utilize temporary employees to meet
the interests of both parties. Some of the factors include: (1) to have qualified
personnel perform work that is temporary in nature; (2) to avoid the implementation
of the demotion and layoff procedures as a result of adding employees to the regular
work force for work that will not continue in the near future; (3) to work together
cooperatively to meet the objectives of both parties.
It is not the intent of the parties to have temporary employees replace permanent
employees. Notwithstanding any other agreements between the parties, the
Company shall not involuntarily layoff any employee for lack of work or to avoid
producing a full-time work force, when needed, in a department or location where
temporary HHE are being utilized. No HHE working under the terms and conditions
of this memorandum shall exceed (6) six months of employment in any one location
and job in a rolling(12)twelve month period without prior written mutual agreement
by and between the Company and the Union.
A. Request for Temporary Employment
When the Company desires to use this referral service provided by the Union, the
Company shall follow the terms within this agreement and request Local 57 refer
applicants for such work. The request shall include:
1. The classification(s) needed;
2. Special skills or training required (i.e. CDL);
3. The work location;
4. The reporting date and who to report to:
5. The duration of the work, if known;
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 12 of the last 24 months.
2. Individuals which have worked for an employer represented by Local 57 for at
least 1 of the previous 3-years, in an equivalent or higher classification and meet
PacifiCorp's minimum qualifications.
3. Individuals who meet PaciCorp's entry level, minimum qualifications.
96

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.
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 4' year
97

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 3% of the straight-time hourly rate plus;
• An amount equal to $5.05 per hour
Non journeyman Employees
• An amount equal to 5% 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. It is understood that HHE
employees required to work on a Company observed holiday as identified in Section
7.1 will be paid at time and one-half for work during regular hours.
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
98

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.
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 2
Article 3
Article 4.2.13; 4.4.1; 4.6; 4.7; 4.8
In Both Power Supply and Power Delivery Agreements: Article 6.1.4; 6.3; 6.4; 6.6;
In the Power Delivery Agreement: Article 6.7; 6.8.1
In the Power Supply Agreement: Article 6.9; 6.16
Article 7
Transformer Reclamatio
February 2003
The parties agreed to the creation of the classification of Transformer Reclamation
Worker to better align with the actual work being performed at the DEMC location.
The duties and responsibilities are described in the Memorandum of Agreement
contained within the appendix. With this agreement the incumbent Sr. Warehouse
Workers at DEMC will be reclassified to the Transformer Reclamation Worker.
Typical duties and responsibilities:
• Under direction of DEMC Manager
• Operate and maintain DEMC facility and associated equipment in accordance
with all applicable EPA and other government regulations.
• Responsible for shipping and receiving failed and repaired electrical equipment.
• Operate equipment such as forklifts, cranes, boom and bucket trucks to perform
the loading and unloading of failed/refurbished equipment.
• Prepare equipment for disposal; including pumping of mineral oil, removal of
bushings, racks, stands, cabinets etc. This will be accomplished using various
tools including torches, hand winches, wrenches, impact guns, and sockets.
• May be required to work in confined spaces inside the breakers, to remove the
arc shoots to allow for the breaker to be removed for disposable purposes. Work
performed in all types of weather conditions.
• Paint and prime electrical equipment, including the preparation of metal surfaces
by sanding, sandblasting, and power washing prior to painting.
99

• Coordinate with established vendors to pick-up failed or sold equipment.
Including the preparation of manifests and verification reports in ETS.
• Research and input data to create shipping manifests for failed electrical
equipment.
• Verify PCB results of failed electrical equipment. This will be accomplished in
various ways, either through research of the database (ETS) or through pulling a
sample to have an EPA approved lab conduct a Gas Chromatograph analysis to
confirm.
• Maintain logs, files, databases, and record-keeping systems in accordance with
company policy and government regulations.
• Assist Journeyman in equipment repairs.
• Assist stores personnel in inventory maintenance.
• Clean and organize shipping containers and when needed, dispose of them in
compliance of EPA regulations and established company policies.
• Ensure compliance with soon to be established Environmental Management
System plan.
Transportation Department Working Hours
September 13, 1983
All vacancies in the following job classifications in the Transportation Department
will be bid with specific working hours:
Day Shift: 7:00 am-3:30 pm
Afternoon Shift: 3:30 pm-12:00 midnight
Equipment Mechanic Foreman
Storekeeper
Senior Warehouse Worker
Warehouse Worker
Automotive Assistant Storekeeper
Automotive Maintenance Worker
General Helper
The afternoon shift will receive a 4% shift differential.
All personnel presently in the above stated positions that have bid specific working
hours will remain on their assigned classifications and shifts.
All remaining personnel in the above stated positions who have not bid specific
working hours will be placed by seniority into these shifts.
100

An Equipment Mechanic Traveling Crew will be established and positions bid as
such. These positions will receive travel differential of 6%.
"Equipment Mechanic" positions will require that they must have passed the
equipment mechanics examinations.
"Equipment Working Foreman" positions will require that they must have had Utah
Power & Light Company "Equipment Mechanic" experience.
acation And Sick Leave Provisions For Employees Who Leave Company or
Fulltime Employment With I.B.E.W.,Local 57
April 1, 1982
Employees who leave the Company to work full time for I.B.E.W. Local 57 will be
placed on a leave of absence for the period of time in which the employee is employed
by the Union. However, payment for accumulated sick leave will not be made.
If and when the employee returns to work, as per Article 2.5.3 of the Agreement,
vacation and sick leave will again commence to accumulate when the employee returns
to the Company.
Sick leave that was accumulated prior to the employee leaving the Company will be
combined with sick leave accumulated from the time the employee starts work with the
Company. Payoff of one hundred percent(100%) of accumulated sick leave will not be
made until the employee gives written notice of intent not to return to the Company, or
returns to the Company and subsequently retires, terminates, or dies.
EFFECTIVE DATE: January 25, 1985
Wasatch Business Center
January 26, 1996
Labor Relations and Local 57 have the entire document including Exhibits.
WCCC Workpla�Performance om oring
The parties agree that the primary intent of monitoring/recording calls is to ensure
quality customer service and for the assessment of employee developmental needs.
The parties agree to the following Performance Monitoring/Recording Guidelines
for non-probationary employees:
1. Customer Service Professionals (CSPs) are subject to performance
monitoring/recording at any time. Employees concerned about their personal
activities being monitored/recorded during breaks, meal periods, before or after
work, should not conduct those personal activities at their workstation, because
101

while it is not the intent to monitor personal communications such monitoring may
occur.
2. Information related to an employee's performance, obtained as a result of
performance monitoring /recording will be primarily used for coaching, counseling,
and training purposes. Discipline may result when appropriate. Employee's
performance information will be kept confidential between the employee and
management. The exceptions being those employees making the top ten performers
for the month and employees wishing to have their scores posted. Employees may
authorize the release of performance information to union representation if they so
choose.
3. Performance monitoring/recordings shall be averaged to ensure that an employee
is not adversely impacted by the evaluation of a single call. The Company shall
ensure a minimum of three (3) monitoring sessions in a month, given that the agent
is at work at least three (3) weeks in the month. All calls monitored each month will
be included in the average, regardless of the number of calls that were monitored.
More monitoring sessions are preferred than less.
4. The results of performance monitoring/recording will be shared as soon as
possible with the employee by e-mail for developmental purposes. The results of
the call may be challenged by the employee within ten (10) working days of
receiving the evaluation.
5. Reasonable performance monitoring/recording guidelines will be established by
the Company and — eQuality Guidelines and Definitions Documents shall be made
readily available to the CSPs. The Union shall be advised of all monitoring methods,
measures and calibration changes in writing. Any calibration changes shall be
communicated by Hot Topic e-mail to CSPs, with a ten (10) working day grace
period before marking employees down on an evaluation for that change. CSPs shall
be allowed to review Hot Topic and company e-mail during after call work.
6. Performance monitoring/recording guidelines — eQuality shall be conducted by
trained evaluators. The intent of performance monitoring is to be as objective as
possible. Evaluators must calibrate their e-Quality scoring with each other on at
least a quarterly basis.
Working Hours During June, July,August And September, 1982 For Dixie, Utah
July 15, 1982
Be it agreed between Utah Power & Light Company and I.B.E.W., Local 57, that
the following working conditions for those Lines and Service crews permanently
assigned to Dixie, Utah, will exist during the months of June, July, August and
September.
102

1. A regular working day will consist of eight hours from 6:00 a.m. to 2:30 p.m.
2. Overtime will be paid for the time worked after 2:30 p.m. if an eight hour shift
has been worked.
3. Such working conditions will not extend beyond October 1, without mutual
agreement between Company and Union.
Local supervision may terminate such working conditions prior to October 1, and
will notify Union of such action.
or King Tiours For Traveling Apparatus Maintenance Crews
pril 1, 1982
Be it agreed between Utah Power & Light Company and I.B.E.W., Local 57 that the
designated working hours for the Traveling Apparatus Maintenance crews will be
7:00 a.m. to 3:30 p.m. Monday through Friday.
These hours will allow better coordination of time with steam plant personnel.
WRC Holiday Pay Provisions
The parties agree to the following amendment to the Wasatch Restoration Center
Memorandum of Agreement for payment of holiday pay.
IV. Application of other Agreement provisions to persons governed by this MOA
A. Holidays (Employees at the WRC will work all Company Holidays)
1. When an employee works their observed holiday, they will receive an amount
equivalent to the time and one-half(1 V2)rate for their regular scheduled work hours.
The employee will receive 2X their rate for all additional hours worked. The holiday
hours are defined as Midnight to Midnight on the calendar day of the actual or
observed holiday. Additionally, the employee will receive 8-hours of holiday pay.
103

v % PACIFICORP
Labor&Employee Relationships
825 N.E. Multnomah Street, Suite 1800
Portland, Oregon 97232
[e-mail] (e-mail)
May 18, 2001
Mr. Blaine Newman
Business Manager, Local 57 IBEW
1743 W North Temple
Salt Lake City, Utah 84116
RE: MOA's in Previous Collective Bargaining Agreement
During the discussions within the 2001 Local 57 negotiations, the parties agreed to
review the Memorandums of Agreement contained in the collective bargaining
agreement for their on-going validity or the potential to include the pertinent issue(s)
in the text of the new agreement. The following identifies the MOA's that have been
removed from the agreement.
• Advancement without Bidding Customer Service Department
• Advancement without Bidding Load Research Data Analyst
• Advancement without Bidding for Operations Analyst 33 and Senior Operations
Analyst 37
• Business Trainees in Division Offices
• Business Trainees in the General Office
• Combining Job Classifications of Representative, Planner, Estimator to
Customer Services Representative
• Distribution Dispatcher
• Emergency Call Outs Pursuant to Section 6.2.1
• Employment Procedures for Temporary Employees and Apprentices in the
Construction Section of the Engineering Department
• Joint Power Supply Subcommittee-Flexibility
• Little Mountain Operators
• Meeting with Local 57 Grievance Committee & Carbon Plant Operators
regarding Working Schedules
• Promotion of"Grandfathered Employees"
• Reduction in Force/Bumping Guidelines
104

• Reduction in Force Guidelines since Merger of January 9, 1989 Utah Power &
Light Company and PacifiCorp
• Regular Working Hours for Travelling Maintenance Crews in Power Supply
Operations Department
• Reorganization of the Dispatchers Office
• Senior System Dispatcher
• South Temple Steam
• Steam Plant-Holiday Coverage for Crews on Weekend Coverage
• Steam Plant Time-Of Call Procedure
• Steam Plant Vacation Schedules
• Systems & Computer Services Advancement of Computer Programmers
• Systems & Computer Services Advancement by Mutual Agreement
• Working Hours for Overhauls in Steam Power Plants
The MOA's are removed from the agreement without prejudice to either party's
interests and their removal does not alter the original intent that formed the
foundation for these agreements.
Respectfully,
Fred Horvath
Managing Director Labor & Employee Relationships
(in lieu of signed original copy)
105

The following identifies the MOA's, MOD's and Joint Communications that
are available at the Local Union and the Labor Relations Department:
• Logistic Specialist Bid Award Preference/Lead Logistic Specialist Selection
• Park City Zone Pay
• Alternate Shift Agreement for Trouble Shooters American Fork, Layton,
Ogden, 2 Documents
• Apprentice: LTD Two-Year Waiting Period
• Eagle Mountain MOA
• Establishment of Pre-Apprentice Lineman Positions
• Journeyman Substation Trouble Shooter Staffing
• Modification of Special Need Standby Provisions Joint Communication
• Special Needs Standby Provisions
• Journeyman Lineman Bidding Apprentice Estimator Positions
• Tobacco Policy
• LOU/NERC-CIPS Background Checks
• Bidding and Hiring Relay Positions
• WRC- MOA
• Staying with Family and Friends
• Laramie Agreement
• Shift Agreement for Field Operations on the Wasatch Front
• Underground Line Locating Specialist Position
• Working Foreman/Replacement and Relief
• Claims Representative/Incumbent Employees
• General Foreman Bid Requirements
• Electronic Technician Rate of Pay
• Working Foreman Pool Guidelines
• Trouble Shooter 6.2.1 White slip Upgrade
106

Local Union 57, I.B.E.W.
4551 South Atherton Dr.
Salt Lake City, Utah 84123
Phone [phone]
Fax No. [phone]
Officers
President Willie Murnin
Vice-President Cal Ockey
Treasurer Brian Smith
Business Manager & Financial Secretary Brent Donohue
Recording Secretary Dean Ellis
Sr. Asst. Business Manager Gary Cox
Asst. Business Manager Jim Snyder
Asst. Business Manager Roberta Wilson
Asst. Business Manager Scott Long
Executive Board
Barry Nielsen Jeff Wilson Ed Esparza
Dean Flygare Kurt Killian John Wiscombe
107

EXECUTIVE BOARD MEETS
First Friday, Each Month
EXAMING BOARD
Third Sunday, Quarterly
March, June, September, December
APPRENTICE COMMITTEES MEET
First Friday
LOCAL UNIT MEETINGS
American Fork—2"d Tuesday 4:00 p.m.
Big Piney/Pinedale/Frontier every other month—3rd Monday 4:00 p.m.
Cedar City— 1st Tuesday 4:00 p.m.
Currant Creek—3rd Wednesday 3:30 p.m.
Delta— 1st Thursday 4:00 p.m.
Dixie— 1st Tuesday 7:00 p.m.
Evanston—2nd Monday 4:00 p.m.
Gadsby—2nd Thursday 3:30 p.m.
Grace—3rd Thursday 4:30 p.m.
Hunter—2nd Monday 3:30 p.m.
Huntington—2nd Tuesday 3:30 p.m.
Jordan Valle —3rd Thursday 4:00 p.m.
Lake Side—3rd Thursday 3:30 p.m.
Layton—Last Tuesday 4:00 p.m.
Lava Hot Springs—3rd Thursday 4:00 p.m.
Metro— I"Tuesday 4:00 p.m.
Milford/GeoTherma] — I"Wednesday 4:45 p.m.
Moab—2nd Thursday 4:00 p.m.
108

Naughton—3rd Tuesday 3:30 p.m.
Ogden Lines—4ch Wednesday 4:00 p.m.
Park City—3rd Wednesday 4:00 p.m.
Preston/Smithfield(alternate)—3rd Thursday 4:00 p.m.
Price—4ch Thursday 4:00 p.m.
Rexburg—3rd Monday 4:00 p.m.
Shelley—3rd Wednesday 4:00 p.m.
Telluride/Richfield— I"Wednesday 4:00 p.m.
Terminal—2nd Thursday 4:00 p.m.
Tremonton—4th Thursday 4:00 p.m.
Vernal/Goshen—Various Dates and Times
WCCC—Last Wednesday 5:15 p.m.
WRC/Union Hall—3rd Tuesday 5:30 p.m.
109

A I I
Advancement Without Bidding,51, 103 Injury,40-44
Afternoon Shifts,20 Internal Revenue Service, 19-20,41
Apprentices,8, 11,26-30,52-53, 85-87,93,
103 1 J
B Job Security, 14
Job Site,26
Bidding,6-10, 12-13,44,51,53,62-64,67, Joint Executive Committee,21
73,79-81, 85-87, 103, 105
Business Manager,2,5, 14,23, 103, 106 K
C K-Plus,47
Cable Splicer,30 L
Classifications,3,5, 11-12, 16, 19,30,32,
42,61,78, 80,90,93,95,99, 100, 103 Layoff,6,9, 11, 13,21,23,95
Committee,5, 8,21-25,27-30,52,56,62- Leave Absence,4,43, 100
63,73,79, 86,89-90,92-93,97-98, 103, 107 Life Insurance, ,87
47
Lincoln Service,
Contractors,26,57
Contribution,20,45-47,55-56 Line Patrolman,56
Logistics Specialist,33,78-79, 87-89
D M
Designer,67-69
Differential, 17,20-21,57,65,99-100 Meals, 14, 16-17, 19,83-84
Disability,4,9,37,40-43,71 Mediation,23
Discipline,4,21,40,58-61,67-69,71-72,74, Medical,9,28,39-41,43-46,60, 70,72, 80
79, 101 Metering Business,32
Displacement, 10-13,42,62,86,91 Military Leave,44
Double Time, 15-16 Minimum qualifications,6-7, 18,27, 56,67-
Drafter,51,67-68 68,78, 80,90-91,93,95-96
E N
Emergency, 1718,30,57-58,84, 103 National Labor Relations,2
Employee Assistance,47,59,71 Notice,5, 8, 13-14, 16,27,39-40,43-44,48-
Extended Work Hours, 83 49,58,58,60,64-65,75,91,98, 100
F 1 O
Family Medical Leave,9 Overtime,6, 15-17,20,26,30,40,47,62-
Federal Occupational Safety and Health,24 66,73-74,76,79, 81-84,91,97-98, 102
Field Metering Specialist,32,34, 80,81 P
First Step, 8,21,74
Floating Holidays,66 Posting,4,7-8,85
Fourth Step,23 Probationary,6, 101
Project Sponsor,51,90-91
G Promotion,6,21, 103
General Foreman,33,62,66,73-74, 105 R
Grandfathering, 12
Grievance, 1,6,21-22,58-60,72,74, 103 Recall to Previous Classification, 12
Reduction in Force, 10-11,68, 103-104
H Regular Days Off, 17, 82-84
Headquarters,7-8, 14, 16-17, 19-20,25-26, Regular Part-Time Employees,5,9, 12-13,
91 15,35,37-38,41,45,54
Hiring Hall,6, 13,75,94-95 Reimbursement,9, 19-20,24,41-42,45,68,
Holiday, 15, 17-18,20,30,34-35,39-40,47, 84
65-66, 83-84,97, 102, 104 Relocation,7-8,52-53
110

Representative,2,4-5,22,25,29,61-64,73-
74,76,79, 103, 105 1 W
Retirement,36-37,40-42,46-47,53-56 Wage,2-4,8, 18-20,23,41,47,49,55-56,
Return to Work, 13, 15,41-44,58,70-72 66,79,86,90,97
S Wasatch Business Center, 100
Weekend,21,30,64,73, 104
Safety Shoe,24 Western Utilities Health and Welfare Trust,
Schedule,3,8, 10-11, 14-16, 18,22,26,32, 45,47
34-40,43,47,51,58,61,64-66,70,74,77,
79, 82-83, 102-104
Second Step,22
Seniority,4-5,7-13, 18,23,26-27,39,43-
44,52, 85-87,97, 100
Service Coordinator,33,89-90
Shift, 10, 14-17,20,30-31,34-35,43,58,
61-66, 83-84,91,99-100, 102, 105
Sick Leave,6,20,35,38-41,43-44,47,66,
70-71,74,79, 82, 100
Site Agent,33,90-91
Stewards, 5,21-22,35,74
Street Light,32,92
Substation Foreman,93
Substation Journeyman,33,92-93
Summer Hours,94
T
Taft-Hartley,53-54
Temporary Employees,6, 12,35,95-96, 103
Termination, 18,22,25,36-37,40,55-56,
58,60,71-72,74, 83,86,96,98
Third Step,22
Time and One-half, 15,34-35,97, 102
Transfer, 1,4,6,8-9, 13, 15,25,29,42,44,
46-47, 56,69,77
Transportation Department,99
Travel, 14, 17, 19-21,26,48,52,57,75-76,
80, 88, 100, 102, 104
U
Union, 1-5,7, 10-14, 16, 18,21-25,27,29,
38,41,43-44,46,49,51,53-54,60-64,71,
73-75,79-81,84, 88,94-97, 100-102, 105-
106, 108
Union Business,4-5, 14
Unscheduled,40,43,83
V
Vacant Positions,6, 10
Vacation,6, 18,20,34-37,39-41,43-44,47-
48,64-66,70-71,74,79, 82, 100, 104
Vacation and Sick Leave,6,35,39,43,
74,79, 100
111

MEW Local 57PD Wage Table 2020-2022
Wage Schedule and Job Classifications
Year Job PayScale 2.5% 2.5% 2.5%
Job Classification Level Code Group 1/26/2020 1/26/2021 1/26/2022
Accountant 1 3118 3118 34.72 35.59 36.48
Accountant 2 3118 3118 36.01 36.91 37.83
Accountant 3 3118 3118 37.45 38.39 39.35
Accountant 4 3118 3118 38.71 39.68 40.67
Accounting Clerk 1 2623 2623 23.17 23.75 24.34
Accounting Clerk 2 2623 2623 23.86 24.46 25.07
Accounting Clerk 3 2623 2623 24.55 25.16 25.79
Accounting Clerk 4 2623 2623 25.32 25.95 26.60
Accounting/Business Trainee 1 3571 3571 30.22 30.98 31.75
Accounting/Business Trainee 2 3571 3571 31.38 32.16 32.96
Accounting/Business Trainee 3 3571 3571 32.58 33.39 34.22
Accounting/Business Trainee 4 3571 3571 33.77 34.61 35.48
Apprentice Electrician 1 4488 4488 34.86 35.73 36.62
Apprentice Electrician 2 4488 4488 38.10 39.05 40.03
Apprentice Electrician 3 4488 4488 40.87 41.89 42.94
Apprentice Electrician 4 4488 4488 41.84 42.89 43.96
Jrn. Bldg. Electrician 4376 4376 46.92 48.09 49.29
Apprentice Estimator 1 2672 2672 34.86 35.73 36.62
Apprentice Estimator 2 2672 2672 38.10 39.05 40.03
Apprentice Estimator 3 2672 2672 40.87 41.89 42.94
Apprentice Estimator 4 2672 2672 41.84 42.89 43.96
Jrn. Estimator 2762 2762 46.92 48.09 49.29
Apprentice Lineman 1 4494 4494 34.86 35.73 36.62
Apprentice Lineman 2 4494 4494 38.10 39.05 40.03
Apprentice Lineman 3 4494 4494 40.87 41.89 42.94
Apprentice Lineman 4 4494 4494 41.84 42.89 43.96
Apprentice Lineman (W) 1 4494 4494+W 35.56 36.45 37.36
Apprentice Lineman (W) 2 4494 4494+W 38.86 39.83 40.83
Apprentice Lineman (W) 3 4494 4494+W 41.69 42.73 43.80
Apprentice Lineman (W) 4 4494 4494+W 42.68 43.75 44.84
Apprentice Lineman (PC) 1 4494 4494+PC 37.82 38.77 39.74
Apprentice Lineman (PC) 2 4494 4494+PC 41.34 42.37 43.43
Apprentice Lineman (PC) 3 4494 4494+PC 44.34 45.45 46.59
Apprentice Lineman (PC) 4 4494 4494+PC 45.40 46.54 47.70
Jrn. Lineman 4404 4404 46.92 48.09 49.29
Jrn. Lineman (PC) 4404 4404+PC 50.91 52.18 53.48
Apprentice Meterman 1 4506 4506 34.86 35.73 36.62
Apprentice Meterman 2 4506 4506 38.10 39.05 40.03
Apprentice Meterman 3 4506 4506 40.87 41.89 42.94
Apprentice Meterman 4 4506 4506 41.84 42.89 43.96
Jrn. Meterman 4433 4433 46.92 48.09 49.29
Apprentice Substation 1 7925 7925 34.86 35.73 36.62
Apprentice Substation 2 7925 7925 38.10 39.05 40.03
Apprentice Substation 3 7925 7925 40.87 41.89 42.94
Apprentice Substation 4 7925 7925 41.84 42.89 43.96
Jrn. Lineman/Substat. 4430 4430 46.92 48.09 49.29
Pre-Apprentice Lineman 9095 9095 27.86 28.56 29.27
Pre-Apprentice Lineman (W) 9095 9095+W 28.43 29.14 29.87
Area Relay Technician 3755 3755 54.06 55.41 56.80
112

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification Level Code Group 1/26/2020 1/26/2021 1/26/2022
Assoc. Customer Rep 1 4181 4181 29.09 29.82 30.57
Assoc. Customer Rep 2 4181 4181 30.11 30.86 31.63
Assoc. Customer Rep 3 4181 4181 31.24 32.02 32.82
Assoc. Customer Rep 4 4181 4181 32.29 33.10 33.93
Assoc. Programmer 1 3102 3102 26.96 27.63 28.32
Assoc. Programmer 2 3102 3102 27.92 28.62 29.34
Assoc. Programmer 3 3102 3102 28.89 29.61 30.35
Assoc. Programmer 4 3102 3102 29.84 30.59 31.35
Associate Accountant 1 3563 3563 30.22 30.98 31.75
Associate Accountant 2 3563 3563 31.38 32.16 32.96
Associate Accountant 3 3563 3563 32.58 33.39 34.22
Associate Accountant 4 3563 3563 33.77 34.61 35.48
Associate Drafter 1 3652 3652 25.90 26.55 27.21
Associate Drafter 2 3652 3652 26.57 27.23 27.91
Associate Drafter 3 3652 3652 27.23 27.91 28.61
Associate Drafter 4 3652 3652 27.87 28.57 29.28
Audit Clerk 1 2913 2913 23.91 24.51 25.12
Audit Clerk 2 2913 2913 24.55 25.16 25.79
Audit Clerk 3 2913 2913 25.20 25.83 26.48
Audit Clerk 4 2913 2913 25.90 26.55 27.21
Auto Maint. Worker 1 4533 4533 25.32 25.95 26.60
Auto Maint. Worker 2 4533 4533 25.83 26.48 27.14
Auto Maint. Worker 3 4533 4533 26.43 27.09 27.77
Auto Maint. Worker 4 4533 4533 26.96 27.63 28.32
Auto Maint. Worker(S) 1 4530 4530 25.32 25.95 26.60
Auto Maint. Worker(S) 2 4530 4530 25.83 26.48 27.14
Auto Maint. Worker(S) 3 4530 4530 26.43 27.09 27.77
Auto Maint. Worker(S) 4 4530 4530 26.96 27.63 28.32
Autom. Service Wkr 1 3047 3047 21.87 22.42 22.98
Autom. Service Wkr 2 3047 3047 22.54 23.10 23.68
Autom. Service Wkr 3 3047 3047 23.21 23.79 24.38
Autom. Service Wkr 4 3047 3047 23.91 24.51 25.12
Billing Analyst 1 2660 2660 29.09 29.82 30.57
Billing Analyst 2 2660 2660 30.11 30.86 31.63
Billing Analyst 3 2660 2660 31.24 32.02 32.82
Billing Analyst 4 2660 2660 32.29 33.10 33.93
Bldg. Maint. Wkr. 1 3653 3653 23.91 24.51 25.12
Bldg. Maint. Wkr. 2 3653 3653 24.55 25.16 25.79
Bldg. Maint. Wkr. 3 3653 3653 25.20 25.83 26.48
Bldg. Maint. Wkr. 4 3653 3653 25.90 26.55 27.21
Bluestake Locator 1 4213 4213 24.48 25.09 25.72
Bluestake Locator 2 4213 4213 25.09 25.72 26.36
Bluestake Locator 3 4213 4213 25.75 26.39 27.05
Bluestake Locator 4 4213 4213 26.43 27.09 27.77
Cable Splicer Attendant 1 3397 3397 26.09 26.74 27.41
Cable Splicer Attendant 2 3397 3397 26.63 27.30 27.98
Cable Splicer Attendant 3 3397 3397 27.22 27.90 28.60
Cable Splicer Attendant 4 3397 3397 27.79 28.48 29.19
Carpenter Trvl Const Fab 1 3636 3636 37.76 38.70 39.67
Carpenter Trvl Const Fab 2 3636 3636 39.10 40.08 41.08
Carpenter Trvl Const Fab 3 3636 3636 40.50 41.51 42.55
Carpenter Trvl Const Fab 4 3636 3636 41.79 42.83 43.90
113

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification Level Code Group 1/26/2020 1/26/2021 1/26/2022
Assoc. Customer Rep 1 4181 4181 29.09 29.82 30.57
Assoc. Customer Rep 2 4181 4181 30.11 30.86 31.63
Assoc. Customer Rep 3 4181 4181 31.24 32.02 32.82
Assoc. Customer Rep 4 4181 4181 32.29 33.10 33.93
Assoc. Programmer 1 3102 3102 26.96 27.63 28.32
Assoc. Programmer 2 3102 3102 27.92 28.62 29.34
Assoc. Programmer 3 3102 3102 28.89 29.61 30.35
Assoc. Programmer 4 3102 3102 29.84 30.59 31.35
Associate Accountant 1 3563 3563 30.22 30.98 31.75
Associate Accountant 2 3563 3563 31.38 32.16 32.96
Associate Accountant 3 3563 3563 32.58 33.39 34.22
Associate Accountant 4 3563 3563 33.77 34.61 35.48
Associate Drafter 1 3652 3652 25.90 26.55 27.21
Associate Drafter 2 3652 3652 26.57 27.23 27.91
Associate Drafter 3 3652 3652 27.23 27.91 28.61
Associate Drafter 4 3652 3652 27.87 28.57 29.28
Audit Clerk 1 2913 2913 23.91 24.51 25.12
Audit Clerk 2 2913 2913 24.55 25.16 25.79
Audit Clerk 3 2913 2913 25.20 25.83 26.48
Audit Clerk 4 2913 2913 25.90 26.55 27.21
Auto Maint. Worker 1 4533 4533 25.32 25.95 26.60
Auto Maint. Worker 2 4533 4533 25.83 26.48 27.14
Auto Maint. Worker 3 4533 4533 26.43 27.09 27.77
Auto Maint. Worker 4 4533 4533 26.96 27.63 28.32
Auto Maint. Worker(S) 1 4530 4530 25.32 25.95 26.60
Auto Maint. Worker(S) 2 4530 4530 25.83 26.48 27.14
Auto Maint. Worker(S) 3 4530 4530 26.43 27.09 27.77
Auto Maint. Worker(S) 4 4530 4530 26.96 27.63 28.32
Autom. Service Wkr 1 3047 3047 21.87 22.42 22.98
Autom. Service Wkr 2 3047 3047 22.54 23.10 23.68
Autom. Service Wkr 3 3047 3047 23.21 23.79 24.38
Autom. Service Wkr 4 3047 3047 23.91 24.51 25.12
Billing Analyst 1 2660 2660 29.09 29.82 30.57
Billing Analyst 2 2660 2660 30.11 30.86 31.63
Billing Analyst 3 2660 2660 31.24 32.02 32.82
Billing Analyst 4 2660 2660 32.29 33.10 33.93
Bldg. Maint. Wkr. 1 3653 3653 23.91 24.51 25.12
Bldg. Maint. Wkr. 2 3653 3653 24.55 25.16 25.79
Bldg. Maint. Wkr. 3 3653 3653 25.20 25.83 26.48
Bldg. Maint. Wkr. 4 3653 3653 25.90 26.55 27.21
Bluestake Locator 1 4213 4213 24.48 25.09 25.72
Bluestake Locator 2 4213 4213 25.09 25.72 26.36
Bluestake Locator 3 4213 4213 25.75 26.39 27.05
Bluestake Locator 4 4213 4213 26.43 27.09 27.77
Cable Splicer Attendant 1 3397 3397 26.09 26.74 27.41
Cable Splicer Attendant 2 3397 3397 26.63 27.30 27.98
Cable Splicer Attendant 3 3397 3397 27.22 27.90 28.60
Cable Splicer Attendant 4 3397 3397 27.79 28.48 29.19
Carpenter Trvl Const Fab 1 3636 3636 37.76 38.70 39.67
Carpenter Trvl Const Fab 2 3636 3636 39.10 40.08 41.08
Carpenter Trvl Const Fab 3 3636 3636 40.50 41.51 42.55
Carpenter Trvl Const Fab 4 3636 3636 41.79 42.83 43.90
114

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification (Level) Code Group 1/26/2020 1/26/2021 1/26/2022
Cashier Processing 1 3406 3406 18.76 19.23 19.71
Cashier Processing 2 3406 3406 19.31 19.79 20.28
Cashier Processing 3 3406 3406 19.85 20.35 20.86
Cashier Processing 4 3406 3406 20.44 20.95 21.47
Claims Rep 1 7442 7442 39.13 40.11 41.11
Claims Rep 2 7442 7442 40.36 41.37 42.40
Claims Rep 3 7442 7442 41.54 42.58 43.64
Claims Rep 4 7442 7442 42.80 43.87 44.97
Clerk 1 2832 2832 19.93 20.43 20.94
Clerk 2 2832 2832 20.50 21.01 21.54
Clerk 3 2832 2832 21.09 21.62 22.16
Clerk 4 2832 2832 21.66 22.20 22.76
Clerk Steno 1 2886 2886 25.32 25.95 26.60
Clerk Steno 2 2886 2886 25.83 26.48 27.14
Clerk Steno 3 2886 2886 26.43 27.09 27.77
Clerk Steno 4 2886 2886 26.96 27.63 28.32
Clerk Typist 1 2907 2907 21.87 22.42 22.98
Clerk Typist 2 2907 2907 22.54 23.10 23.68
Clerk Typist 3 2907 2907 23.21 23.79 24.38
Clerk Typist 4 2907 2907 23.91 24.51 25.12
Comp. Opr Foreman 1 2544 2544 39.13 40.11 41.11
Comp. Opr Foreman 2 2544 2544 40.36 41.37 42.40
Comp. Opr Foreman 3 2544 2544 41.54 42.58 43.64
Comp. Opr Foreman 4 2544 2544 42.80 43.87 44.97
Computer Svcs Coord. 1 3536 3536 26.96 27.63 28.32
Computer Svcs Coord. 2 3536 3536 27.92 28.62 29.34
Computer Svcs Coord. 3 3536 3536 28.89 29.61 30.35
Computer Svcs Coord. 4 3536 3536 29.84 30.59 31.35
Computer Technician 4231 4231 53.53 54.87 56.24
Con-Disconnect Person 1 3017 3017 23.91 24.51 25.12
Con-Disconnect Person 2 3017 3017 24.55 25.16 25.79
Con-Disconnect Person 3 3017 3017 25.20 25.83 26.48
Con-Disconnect Person 4 3017 3017 25.90 26.55 27.21
Constr. Jrn. Electrician 3649 3649 46.92 48.09 49.29
Constr. Jrn. Lineman 3680 3680 46.92 48.09 49.29
Constr. Services Clerk 1 4159 4159 25.32 25.95 26.60
Constr. Services Clerk 2 4159 4159 25.83 26.48 27.14
Constr. Services Clerk 3 4159 4159 26.43 27.09 27.77
Constr. Services Clerk 4 4159 4159 26.96 27.63 28.32
Construction Fab. 1 2432 2432 31.21 31.99 32.79
Construction Fab. 2 2432 2432 37.29 38.22 39.18
Construction Fab. 3 2432 2432 38.52 39.48 40.47
Construction Fab. 4 2432 2432 41.17 42.20 43.26
Corporate Accountant 1 3107 3107 42.53 43.59 44.68
Corporate Accountant 2 3107 3107 43.94 45.04 46.17
Corporate Accountant 3 3107 3107 45.39 46.52 47.68
Corporate Accountant 4 3107 3107 46.82 47.99 49.19
Custodial Foreman 1 3037 3037 26.43 27.09 27.77
Custodial Foreman 2 3037 3037 27.11 27.79 28.48
Custodial Foreman 3 3037 3037 27.76 28.45 29.16
Custodial Foreman 4 3037 3037 28.39 29.10 29.83
Custodian 1 3023 3023 19.34 19.82 20.32
Custodian 2 3023 3023 19.87 20.37 20.88
Custodian 3 3023 3023 20.46 20.97 21.49
Custodian 4 3023 3023 21.02 21.55 22.09
115

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification Level Code Group 1/26/2020 1/26/2021 1/26/2022
Customer Rep. 1 4245 4245 33.77 34.61 35.48
Customer Rep. 2 4245 4245 35.01 35.89 36.79
Customer Rep. 3 4245 4245 36.18 37.08 38.01
Customer Rep. 4 4245 4245 37.46 38.40 39.36
Data Entry Operator 1 4268 4268 21.41 21.95 22.50
Data Entry Operator 2 4268 4268 22.00 22.55 23.11
Data Entry Operator 3 4268 4268 22.59 23.15 23.73
Data Entry Operator 4 4268 4268 23.17 23.75 24.34
Design Specialist 1 3608 3608 40.22 41.23 42.26
Design Specialist 2 3608 3608 41.42 42.46 43.52
Design Specialist 3 3608 3608 42.72 43.79 44.88
Design Specialist 4 3608 3608 43.98 45.08 46.21
Desktop Support Tech 1 1 7022 7022 32.32 33.13 33.96
Desktop Support Tech 1 2 7022 7022 35.57 36.46 37.37
Desktop Support Tech 1 3 7022 7022 37.84 38.79 39.76
Desktop Support Tech 1 4 7022 7022 40.40 41.41 42.45
Desktop Support Tech 2 1 7023 7023 40.40 41.41 42.45
Desktop Support Tech 2 2 7023 7023 42.50 43.56 44.65
Desktop Support Tech 2 3 7023 7023 45.92 47.07 48.25
Desktop Support Tech 2 4 7023 7023 48.85 50.07 51.32
Desktop Support Tech 3 1 7024 7024 48.85 50.07 51.32
Desktop Support Tech 3 2 7024 7024 51.02 52.30 53.61
Desktop Support Tech 3 3 7024 7024 53.53 54.87 56.24
Distribution Dispatcher 1086 1086 49.25 50.48 51.74
Sub-Transmission Dispatcher Trainee 1 1087 1087 51.22 52.50 53.81
Sub-Transmission Dispatcher Trainee 2 1088 1088 52.78 54.10 55.45
Sub-Transmission Dispatcher Trainee 3 1089 1089 54.34 55.70 57.09
Distribution Dispatch Foreman 3751 3751 52.79 54.11 55.46
Drafter 1 3745 3745 29.09 29.82 30.57
Drafter 2 3745 3745 30.11 30.86 31.63
Drafter 3 3745 3745 31.24 32.02 32.82
Drafter 4 3745 3745 32.29 33.10 33.93
Electronic Foreman 3761 3761 54.06 55.41 56.80
Electronic Tech 1 3768 3768 49.65 50.89 52.16
Electronic Tech. Trainee 6192 6192 46.46 47.62 48.81
Engineering Clerk 1 3614 3614 25.32 25.95 26.60
Engineering Clerk 2 3614 3614 25.83 26.48 27.14
Engineering Clerk 3 3614 3614 26.43 27.09 27.77
Engineering Clerk 4 3614 3614 26.96 27.63 28.32
Equip. Svc Coord. 1 4297 4297 29.09 29.82 30.57
Equip. Svc Coord. 2 4297 4297 30.11 30.86 31.63
Equip. Svc Coord. 3 4297 4297 31.24 32.02 32.82
Equip. Svc Coord. 4 4297 4297 32.29 33.10 33.93
Equipment Mechanic Trainee 1 3581 3581 31.35 32.13 32.93
Equipment Mechanic Trainee 2 3581 3581 34.28 35.14 36.02
Equipment Mechanic Trainee 3 3581 3581 36.80 37.72 38.66
Estimator 1 2725 2725 39.13 40.11 41.11
Estimator 2 2725 2725 40.36 41.37 42.40
Estimator 3 2725 2725 41.54 42.58 43.64
Estimator 4 2725 2725 42.80 43.87 44.97
Exp. Req. Clerk 1 4151 4151 23.17 23.75 24.34
Exp. Req. Clerk 2 4151 4151 23.86 24.46 25.07
Exp. Req. Clerk 3 4151 4151 24.55 25.16 25.79
Exp. Req. Clerk 4 4151 4151 25.32 25.95 26.60
Field Construction Rep 5917 5917 46.92 48.09 49.29
116

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification Level Code Group 1/26/2020 1/26/2021 1/26/2022
Field Metering Specialist 9/26/01 1 6477 6477 26.77 27.44 28.13
Field Metering Specialist 9/26/01 2 6477 6477 27.37 28.05 28.75
Field Metering Specialist 9/26/01 3 6477 6477 28.03 28.73 29.45
Field Metering Specialist 9/26/01 4 6477 6477 28.73 29.45 30.19
Field Representative 1 2730 2730 28.21 28.92 29.64
Field Representative 2 2730 2730 29.16 29.89 30.64
Field Representative 3 2730 2730 30.18 30.93 31.70
Field Representative 4 2730 2730 31.25 32.03 32.83
Field Representative 2752 2752 42.81 43.88 44.98
Foreman-Mail Svcs 1 4348 4348 25.32 25.95 26.60
Foreman-Mail Svcs 2 4348 4348 25.83 26.48 27.14
Foreman-Mail Svcs 3 4348 4348 26.43 27.09 27.77
Foreman-Mail Svcs 4 4348 4348 26.96 27.63 28.32
General Foreman - Dispatch 1091 1091 58.50 59.96 61.46
General Foreman - PD 5248 5248 58.44 59.90 61.40
General Helper 1 3003 3003 22.53 23.09 23.67
General Helper 2 3003 3003 23.20 23.78 24.37
General Helper 3 3003 3003 23.90 24.50 25.11
General Helper 4 3003 3003 24.60 25.22 25.85
General Helper(W) 1 3003 3003+W 22.98 23.55 24.14
General Helper(W) 2 3003 3003+W 23.66 24.25 24.86
General Helper(W) 3 3003 3003+W 24.40 25.01 25.64
General Helper(W) 4 3003 3003+W 25.10 25.73 26.37
Grounds Maintenance Wkg. Foreman 1 3042 3042 30.22 30.98 31.75
Grounds Maintenance Wkg. Foreman 2 3042 3042 31.38 32.16 32.96
Grounds Maintenance Wkg. Foreman 3 3042 3042 32.58 33.39 34.22
Grounds Maintenance Wkg. Foreman 4 3042 3042 33.77 34.61 35.48
Hazardous Waste 1 3618 3618 29.09 29.82 30.57
Hazardous Waste 2 3618 3618 30.11 30.86 31.63
Hazardous Waste 3 3618 3618 31.24 32.02 32.82
Hazardous Waste 4 3618 3618 32.29 33.10 33.93
Helper-Central Records System 1 3631 3631 21.87 22.42 22.98
Helper-Central Records System 2 3631 3631 22.54 23.10 23.68
Helper-Central Records System 3 3631 3631 23.21 23.79 24.38
Helper-Central Records System 4 3631 3631 23.91 24.51 25.12
Home Energy Advisor 1 3579 3579 32.29 33.10 33.93
Home Energy Advisor 2 3579 3579 33.59 34.43 35.29
Home Energy Advisor 3 3579 3579 34.99 35.86 36.76
Home Energy Advisor 4 3579 3579 36.38 37.29 38.22
Hvy Equip Opr Trainer 1 4527 4527 33.24 34.07 34.92
Hvy Equip Opr Trainer 2 4527 4527 34.59 35.45 36.34
Hvy Equip Opr Trainer 3 4527 4527 36.03 36.93 37.85
Hvy Equip Opr Trainer 4 4527 4527 37.45 38.39 39.35
Hvy Equip Transpot Driver 1 4274 4274 32.29 33.10 33.93
Hvy Equip Transpot Driver 2 4274 4274 33.59 34.43 35.29
Hvy Equip Transpot Driver 3 4274 4274 34.99 35.86 36.76
Hvy Equip Transpot Driver 4 4274 4274 36.38 37.29 38.22
Hvy Equipment Opr 1 4521 4521 29.98 30.73 31.50
Hvy Equipment Opr 2 4521 4521 31.02 31.80 32.60
Hvy Equipment Opr 3 4521 4521 32.16 32.96 33.78
Hvy Equipment Opr 4 4521 4521 33.24 34.07 34.92
Hvy Equipment Opr(W) 1 4521 4521+W 30.59 31.35 32.13
Hvy Equipment Opr(W) 2 4521 4521+W 31.64 32.43 33.24
Hvy Equipment Opr(W) 3 4521 4521+W 32.82 33.64 34.48
Hvy Equipment Opr(W) 4 4521 4521+W 33.89 34.74 35.61
117

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification Level Code Group 1/26/2020 1/26/2021 1/26/2022
Hydro Sub Jrn Elec 3640 3640 46.92 48.09 49.29
Hydro Sub Jrn Elec (TRV) 3640 3640+T 49.71 50.95 52.22
Hydro Sub Jrn Mech 4186 4186 46.92 48.09 49.29
Hydro Sub Jrn Mech (TRV) 3645 3645+T 49.72 50.96 52.23
Infrastructure Facilities Specialist 8093 8093 33.77 34.61 35.48
Trainee-Infrastructure Facilities Specialist 5150 5150 31.57 32.36 33.17
Jr. Operator-Printing/Reproduction 1 3109 3109 20.52 21.03 21.56
Jr. Operator-Printing/Reproduction 2 3109 3109 21.24 21.77 22.31
Jr. Operator-Printing/Reproduction 3 3109 3109 22.04 22.59 23.15
Jr. Operator-Printing/Reproduction 4 3109 3109 22.74 23.31 23.89
Jrm Lmn Trblst (S&W) 4564 4564+W 49.23 50.46 51.72
Jrn Cert Ld Cable Splr Tr 3401 3401 46.92 48.09 49.29
Jrn Sub Mech 4408 4408 46.92 48.09 49.29
Jrn. Cert Lead Cable Splicer 3393 3393 48.92 50.14 51.39
Jrn. Substation 1375 1375 46.92 48.09 49.29
Jrn. Electr/Substation 4392 4392 46.92 48.09 49.29
Jrn. Equip. Mechanic Foreman 3569 3569 46.46 47.62 48.81
Jrn. Equipment Mech. 3552 3552 43.68 44.77 45.89
Jrn. Lineman (W) 4404 4404+W 47.87 49.07 50.30
Jrn. Lineman Trblshooter(W) 4416 4416+W 49.23 50.46 51.72
Jrn. Lineman Trblshooter(S) 4418 4418+W 49.23 50.46 51.72
Jrn. Lineman Troubleshooter 4416 4416 48.26 49.47 50.71
Jrn. Lineman Troubleshooter(PC) 4416 4416+PC 52.36 53.67 55.01
Jrn. Lineman/Serviceman 4508 4508 46.92 48.09 49.29
Jrn. Lineman/Thumper Opr 3601 3601 46.92 48.09 49.29
Jrn. Lineman/Thumper Opr(W) 3601 3601+W 47.87 49.07 50.30
Jrn. Substation/Troubleshooter 4427 4427 48.26 49.47 50.71
Ld Helper-Central Records Systems 1 3684 3684 25.32 25.95 26.60
Ld Helper-Central Records Systems 2 3684 3684 25.83 26.48 27.14
Ld Helper-Central Records Systems 3 3684 3684 26.43 27.09 27.77
Ld Helper-Central Records Systems 4 3684 3684 26.96 27.63 28.32
Lead Cable Splicer Forema 3387 3387 52.59 53.90 55.25
Lead Logistics Specialist 6618 6618 39.09 40.07 41.07
Lead Logistics Specialist (W) 6618 6618+W 39.87 40.87 41.89
Line Patrolman (Increase after 9 months) 1 5214 5214 49.59 50.83 52.10
Line Patrolman (Increase after 9 months) 2 5214 5214 50.92 52.19 53.49
Line Wkg Foreman 3063 3063 52.59 53.90 55.25
Line Wkg Foreman (W) 3063 3063+W 53.63 54.97 56.34
Line Wkg Foreman (PC) 3063 3063+PC 57.06 58.49 59.95
Local Agent/Office 4396 4396 51.36 52.64 53.96
Logistics Specialist 1 6478 6478 23.91 24.51 25.12
Logistics Specialist I (W) 6478 6478+W 24.41 25.02 25.65
Logistics Specialist II 6479 6479 28.39 29.10 29.83
Logistics Specialist II (W) 6479 6479+W 28.94 29.66 30.40
Logistics Specialist 111 6480 6480 32.69 33.51 34.35
Logistics Specialist III (W) 6480 6480+W 33.33 34.16 35.01
Senior Logistics Specialist 1275 1275 34.33 35.19 36.07
Senior Logistics Specialist(W) 1275 1275+W 35.00 35.88 36.78
Lube Worker 1 2993 2993 23.91 24.51 25.12
Lube Worker 2 2993 2993 24.55 25.16 25.79
Lube Worker 3 2993 2993 25.20 25.83 26.48
Lube Worker 4 2993 2993 25.90 26.55 27.21
118

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification (Level) Code Group 1/26/2020 1/26/2021 1/26/2022
Mail Clerk 1 3267 3267 18.76 19.23 19.71
Mail Clerk 2 3267 3267 19.31 19.79 20.28
Mail Clerk 3 3267 3267 19.85 20.35 20.86
Mail Clerk 4 3267 3267 20.44 20.95 21.47
Mail Inserter/Operator 1 4361 4361 23.91 24.51 25.12
Maillnserter/Operator 2 4361 4361 24.55 25.16 25.79
Maillnserter/Operator 3 4361 4361 25.20 25.83 26.48
Maillnserter/Operator 4 4361 4361 25.90 26.55 27.21
Material Control Clerk 1 4277 4277 23.17 23.75 24.34
Material Control Clerk 2 4277 4277 23.86 24.46 25.07
Material Control Clerk 3 4277 4277 24.55 25.16 25.79
Material Control Clerk 4 4277 4277 25.32 25.95 26.60
Medical Claims Analyst 1 4252 4252 31.25 32.03 32.83
Medical Claims Analyst 2 4252 4252 32.45 33.26 34.09
Medical Claims Analyst 3 4252 4252 33.68 34.52 35.38
Medical Claims Analyst 4 4252 4252 34.89 35.76 36.65
Meter Clerk 1 2928 2928 23.17 23.75 24.34
Meter Clerk 2 2928 2928 23.86 24.46 25.07
Meter Clerk 3 2928 2928 24.55 25.16 25.79
Meter Clerk 4 2928 2928 25.32 25.95 26.60
Meter Foreman 4439 4439 52.59 53.90 55.25
Meter Rdr Foreman 1 4220 4220 28.50 29.21 29.94
Meter Rdr Foreman 2 4220 4220 29.52 30.26 31.02
Meter Rdr Foreman 3 4220 4220 30.56 31.32 32.10
Meter Rdr Foreman 4 4220 4220 31.55 32.34 33.15
Metering Scheduler 1 4671 4671 28.50 29.21 29.94
Metering Scheduler 2 4671 4671 29.52 30.26 31.02
Metering Scheduler 3 4671 4671 30.56 31.32 32.10
Metering Scheduler 4 4671 4671 31.55 32.34 33.15
Meter Reader/Sr. _ (5th) 1 4212 4212 22.69 23.26 23.84
Meter Reader/Sr. _ (5th) 2 4212 4212 23.38 23.96 24.56
Meter Reader/Sr. _ (5th) 3 4212 4212 24.07 24.67 25.29
Meter Reader/Sr. _ (5th) 4 4212 4212 24.81 25.43 26.07
Meter Reader/Sr. _ (5th) 5 4212 4212 25.54 26.18 26.83
Metering Specialist 1 3429 3429 32.29 33.10 33.93
Metering Specialist 2 3429 3429 33.59 34.43 35.29
Metering Specialist 3 3429 3429 34.99 35.86 36.76
Metering Specialist 4 3429 3429 36.38 37.29 38.22
Office Helper 1 4228 4228 18.76 19.23 19.71
Office Helper 2 4228 4228 19.31 19.79 20.28
Office Helper 3 4228 4228 19.85 20.35 20.86
Office Helper 4 4228 4228 20.44 20.95 21.47
Operations Analyst 1 3600 3600 40.22 41.23 42.26
Operations Analyst 2 3600 3600 41.42 42.46 43.52
Operations Analyst 3 3600 3600 42.72 43.79 44.88
Operations Analyst 4 3600 3600 43.98 45.08 46.21
Opr Maint Wkr Sub 1 3544 3544 28.20 28.91 29.63
Opr Maint Wkr Sub 2 3544 3544 29.16 29.89 30.64
Opr Maint Wkr Sub 3 3544 3544 30.18 30.93 31.70
Opr Maint Wkr Sub 4 3544 3544 31.25 32.03 32.83
Outage Coordinator 5215 5215 33.74 34.58 35.44
Personnel Coordinator 1 2837 2837 25.32 25.95 26.60
Personnel Coordinator 2 2837 2837 25.83 26.48 27.14
Personnel Coordinator 3 2837 2837 26.43 27.09 27.77
Personnel Coordinator 4 2837 2837 26.96 27.63 28.32
119

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification Level Code Group 1/26/2020 1/26/2021 1/26/2022
Programmer 1 3681 3681 31.25 32.03 32.83
Programmer 2 3681 3681 32.45 33.26 34.09
Programmer 3 3681 3681 33.68 34.52 35.38
Programmer 4 3681 3681 34.89 35.76 36.65
Project Sponsor 1 3612 3612 37.46 38.40 39.36
Project Sponsor 2 3612 3612 38.85 39.82 40.82
Project Sponsor 3 3612 3612 40.20 41.21 42.24
Project Sponsor 4 3612 3612 41.51 42.55 43.61
Project/Sys.Program. 1 3694 3694 37.46 38.40 39.36
Project/Sys.Program. 2 3694 3694 38.85 39.82 40.82
Project/Sys.Program. 3 3694 3694 40.20 41.21 42.24
Project/Sys.Program. 4 3694 3694 41.51 42.55 43.61
Purchasing Clerk 1 3385 3385 23.17 23.75 24.34
Purchasing Clerk 2 3385 3385 23.86 24.46 25.07
Purchasing Clerk 3 3385 3385 24.55 25.16 25.79
Purchasing Clerk 4 3385 3385 25.32 25.95 26.60
Pwr. Contr. Stat. Anal 1 3596 3596 34.89 35.76 36.65
Pwr. Contr. Stat. Anal 2 3596 3596 36.18 37.08 38.01
Pwr. Contr. Stat. Anal 3 3596 3596 37.64 38.58 39.54
Pwr. Contr. Stat. Anal 4 3596 3596 38.91 39.88 40.88
Refrigeration Mech. 3565 3565 46.46 47.62 48.81
Relay Tech. Trainee 3780 3780 46.46 47.62 48.81
Relay Technician 3776 3776 49.65 50.89 52.16
Resident Energy Auditor 1 2823 2823 26.96 27.63 28.32
Resident Energy Auditor 2 2823 2823 27.92 28.62 29.34
Resident Energy Auditor 3 2823 2823 28.89 29.61 30.35
Resident Energy Auditor 4 2823 2823 29.84 30.59 31.35
Right of Way Designer 1 3632 3632 34.89 35.76 36.65
Right of Way Designer 2 3632 3632 36.18 37.08 38.01
Right of Way Designer 3 3632 3632 37.64 38.58 39.54
Right of Way Designer 4 3632 3632 38.91 39.88 40.88
Right of Way Designer Foreman 1 9142 9142 37.46 38.40 39.36
Right of Way Designer Foreman 2 9142 9142 38.85 39.82 40.82
Right of Way Designer Foreman 3 9142 9142 40.20 41.21 42.24
Right of Way Designer Foreman 4 9142 9142 41.51 42.55 43.61
Sub-Transmission Dispatcher 1090 1090 55.20 56.58 57.99
Service Coordinator 1 2767 2767 26.67 27.34 28.02
Service Coordinator 2 2767 2767 27.34 28.02 28.72
Service Coordinator 3 2767 2767 27.98 28.68 29.40
Service Coordinator 4 2767 2767 28.67 29.39 30.12
Service Coordinator(W) 1 2767 2767+W 27.22 27.90 28.60
Service Coordinator(W) 2 2767 2767+W 27.89 28.59 29.30
Service Coordinator(W) 3 2767 2767+W 28.54 29.25 29.98
Service Coordinator(W) 4 2767 2767+W 29.26 29.99 30.74
Service Coordinator After Training 6469 6469 29.84 30.59 31.35
Service Coordinator After Training (W) 6469 6469+W 30.44 31.20 31.98
Single Phase Metering Specialist 6470 6470 33.38 34.21 35.07
Site Agent 6743 6743 46.92 48.09 49.29
SPS Outage Coordinator 8745 8745 36.92 37.84 38.79
Sr Designer Right of Way 3237 3237 44.00 45.10 46.23
Sr Designer Transmission 3262 3262 44.00 45.10 46.23
Sr Distr Dispatcher(S) 3747 3747 52.07 53.37 54.70
120

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification (Level) Code Group 1/26/2020 1/26/2021 1/26/2022
Sr. Accountant 1 3113 3113 39.13 40.11 41.11
Sr. Accountant 2 3113 3113 40.36 41.37 42.40
Sr. Accountant 3 3113 3113 41.54 42.58 43.64
Sr. Accountant 4 3113 3113 42.80 43.87 44.97
Sr. Accounting Clerk 1 2630 2630 26.96 27.63 28.32
Sr. Accounting Clerk 2 2630 2630 27.92 28.62 29.34
Sr. Accounting Clerk 3 2630 2630 28.89 29.61 30.35
Sr. Accounting Clerk 4 2630 2630 29.84 30.59 31.35
Sr. Computer Opr 1 3677 3677 32.29 33.10 33.93
Sr. Computer Opr 2 3677 3677 33.59 34.43 35.29
Sr. Computer Opr 3 3677 3677 34.99 35.86 36.76
Sr. Computer Opr 4 3677 3677 36.38 37.29 38.22
Sr. Customer Rep. 1 3583 3583 39.13 40.11 41.11
Sr. Customer Rep. 2 3583 3583 40.36 41.37 42.40
Sr. Customer Rep. 3 3583 3583 41.54 42.58 43.64
Sr. Customer Rep. 4 3583 3583 42.80 43.87 44.97
Sr. Drafter 1 3144 3144 32.29 33.10 33.93
Sr. Drafter 2 3144 3144 33.59 34.43 35.29
Sr. Drafter 3 3144 3144 34.99 35.86 36.76
Sr. Drafter 4 3144 3144 36.38 37.29 38.22
Sr. Environmental Technician 9342 9342 45.86 47.01 48.19
Sr. Environmental Technician Trainee 1 9343 9343 39.17 40.15 41.15
Sr. Environmental Technician Trainee 2 9343 9343 41.34 42.37 43.43
Sr. Environmental Technician Trainee 3 9343 9343 43.51 44.60 45.72
Sr. Environmental Technician Trainee 4 9343 9343 45.86 47.01 48.19
Sr. Hydrographer-Trvl 1 2465 2465 32.29 33.10 33.93
Sr. Hydrographer-Trvl 2 2465 2465 33.59 34.43 35.29
Sr. Hydrographer-Trvl 3 2465 2465 34.99 35.86 36.76
Sr. Hydrographer-Trvl 4 2465 2465 36.38 37.29 38.22
Sr. Inspector 1 3635 3635 34.89 35.76 36.65
Sr. Inspector 2 3635 3635 36.18 37.08 38.01
Sr. Inspector 3 3635 3635 37.64 38.58 39.54
Sr. Inspector 4 3635 3635 38.91 39.88 40.88
Sr. Mail Clerk 1 4357 4357 20.52 21.03 21.56
Sr. Mail Clerk 2 4357 4357 21.24 21.77 22.31
Sr. Mail Clerk 3 4357 4357 22.04 22.59 23.15
Sr. Mail Clerk 4 4357 4357 22.74 23.31 23.89
Sr. Operations Analyst 1 3604 3604 45.25 46.38 47.54
Sr. Operations Analyst 2 3604 3604 46.58 47.74 48.93
Sr. Operations Analyst 3 3604 3604 47.93 49.13 50.36
Sr. Operations Analyst 4 3604 3604 49.30 50.53 51.79
Sr. Programmer 1 3689 3689 33.77 34.61 35.48
Sr. Programmer 2 3689 3689 35.01 35.89 36.79
Sr. Programmer 3 3689 3689 36.18 37.08 38.01
Sr. Programmer 4 3689 3689 37.46 38.40 39.36
Sr. Project Sponsor 1 3616 3616 44.42 45.53 46.67
Sr. Project Sponsor 2 3616 3616 45.72 46.86 48.03
Sr. Project Sponsor 3 3616 3616 47.05 48.23 49.44
Sr. Project Sponsor 4 3616 3616 48.38 49.59 50.83
Sr. System Dispatch. 3595 3595 52.79 54.11 55.46
Sr. Transportation Clk 1 4293 4293 26.96 27.63 28.32
Sr. Transportation Clk 2 4293 4293 27.92 28.62 29.34
Sr. Transportation Clk 3 4293 4293 28.89 29.61 30.35
Sr. Transportation Clk 4 4293 4293 29.84 30.59 31.35
121

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification Level Code Group 1/26/2020 1/26/2021 1/26/2022
Sr. Warehouse Wkr 1 2972 2972 26.43 27.09 27.77
Sr. Warehouse Wkr 2 2972 2972 27.11 27.79 28.48
Sr. Warehouse Wkr 3 2972 2972 27.76 28.45 29.16
Sr. Warehouse Wkr 4 2972 2972 28.39 29.10 29.83
Storekeeper 1 4281 4281 29.09 29.82 30.57
Storekeeper 2 4281 4281 30.11 30.86 31.63
Storekeeper 3 4281 4281 31.24 32.02 32.82
Storekeeper 4 4281 4281 32.29 33.10 33.93
Street Light Mtc Wkr(S) 1 3646 3646 29.09 29.82 30.57
Street Light Mtc Wkr(S) 2 3646 3646 30.11 30.86 31.63
Street Light Mtc Wkr(S) 3 3646 3646 31.24 32.02 32.82
Street Light Mtc Wkr(S) 4 3646 3646 32.29 33.10 33.93
Street Light Specialist 1 6292 6292 29.09 29.82 30.57
Street Light Specialist 2 6292 6292 30.11 30.86 31.63
Street Light Specialist 3 6292 6292 31.24 32.02 32.82
Street Light Specialist 4 6292 6292 32.29 33.10 33.93
Substation Foreman 4424 4424 52.59 53.90 55.25
Substation Foreman (TRV) 4424 4424+T 55.73 57.12 58.55
Survey Chief 1 3624 3624 34.89 35.76 36.65
Survey Chief 2 3624 3624 36.18 37.08 38.01
Survey Chief 3 3624 3624 37.64 38.58 39.54
Survey Chief 4 3624 3624 38.91 39.88 40.88
System Analy. Contr. 2577 2577 48.46 49.67 50.91
System Dispatcher 3738 3738 51.30 52.58 53.89
Time & Records Clerk 1 2607 2607 23.17 23.75 24.34
Time & Records Clerk 2 2607 2607 23.86 24.46 25.07
Time & Records Clerk 3 2607 2607 24.55 25.16 25.79
Time & Records Clerk 4 2607 2607 25.32 25.95 26.60
Tool Repair Technician 1 5203 5203 31.25 32.03 32.83
Tool Repair Technician 2 5203 5203 32.45 33.26 34.09
Tool Repair Technician 3 5203 5203 33.68 34.52 35.38
Tool Repair Technician 4 5203 5203 34.89 35.76 36.65
Tool Repair Worker 1 9100 9100 26.43 27.09 27.77
Tool Repair Worker 2 9100 9100 27.09 27.77 28.46
Tool Repair Worker 3 9100 9100 27.75 28.44 29.15
Tool Repair Worker 4 9100 9100 28.39 29.10 29.83
Tool Room Repair Worker Trainee 1 4472 4472 25.32 25.95 26.60
Tool Room Repair Worker Trainee 2 4472 4472 25.83 26.48 27.14
Tool Room Repair Worker Trainee 3 4472 4472 26.43 27.09 27.77
Tool Room Repair Worker Trainee 4 4472 4472 26.96 27.63 28.32
Toxic Chemical Storekeeper 1 3561 3561 29.09 29.82 30.57
Toxic Chemical Storekeeper 2 3561 3561 30.11 30.86 31.63
Toxic Chemical Storekeeper 3 3561 3561 31.24 32.02 32.82
Toxic Chemical Storekeeper 4 3561 3561 32.29 33.10 33.93
Tractor Trailer Driver Training 1 8517 8517 29.09 29.82 30.57
Tractor Trailer Driver Training 2 8517 8517 30.11 30.86 31.63
Tractor Trailer Driver Training 3 8517 8517 31.24 32.02 32.82
Tractor Trailer Driver Training 4 8517 8517 32.29 33.10 33.93
Transformer Reclamation Worker 1 8094 8094 29.09 29.82 30.57
Transformer Reclamation Worker 2 8094 8094 30.11 30.86 31.63
Transformer Reclamation Worker 3 8094 8094 31.24 32.02 32.82
Transformer Reclamation Worker 4 8094 8094 32.29 33.10 33.93
Lead Transformer Reclamation Worker 5004 5004 34.75 35.62 36.51
122

Year Job PayScale 2.5% 2.5% 2.5%
Job Classification (Level) Code Group 1/26/2020 1/26/2021 1/26/2022
Transit Operator 1 3620 3620 26.96 27.63 28.32
Transit Operator 2 3620 3620 27.92 28.62 29.34
Transit Operator 3 3620 3620 28.89 29.61 30.35
Transit Operator 4 3620 3620 29.84 30.59 31.35
Trvl. Maint. Jrn Mech. 3676 3676 46.46 47.62 48.81
Underground Line Locating Specialist 9096 9096 32.29 33.10 33.93
Warehouse Worker 1 2967 2967 21.87 22.42 22.98
Warehouse Worker 2 2967 2967 22.54 23.10 23.68
Warehouse Worker 3 2967 2967 23.21 23.79 24.38
Warehouse Worker 4 2967 2967 23.91 24.51 25.12
Customer Care Specialist 1 2772 2772 15.63 16.02 16.42
Customer Care Specialist- 3rd Year 2 2772 2772 17.47 17.91 18.36
Customer Care Specialist (S) 1 2772 2772+S 16.63 17.02 17.42
Customer Care Specialist (S) - 3rd Year 2 2772 2772+S 18.47 18.91 19.36
Customer Care Specialist 2740 2740 20.47 20.98 21.50
Customer Care Specialist (S) 2740 2740+S 21.47 19.91 20.36
Customer Care Specialist 1 2734 2734 21.20 21.73 22.27
Customer Care Specialist- 3rd Year 2 2734 2734 22.83 23.40 23.99
Customer Care Specialist (S) 1 2734 2734+S 22.20 22.73 23.27
Customer Care Specialist (S) - 3rd Year 2 2734 2734+S 23.83 24.40 24.99
Customer Care Specialist 2745 2745 24.67 25.29 25.92
Customer Care Specialist(S) 2745 2745+S 25.67 26.29 26.92
Customer Care Specialist 2777 2777 26.54 27.20 27.88
Customer Care Specialist (S) 2777 2777+S 27.54 28.20 28.88
Customer Care Specialist 2748 2748 28.60 29.32 30.05
Customer Care Specialist (S) 2748 2748+S 29.60 29.20 29.88
CSP/Captain 1 2782 2782 26.91 27.58 28.27
CSP/Captain - 3rd Year 2 2782 2782 28.94 29.66 30.40
CSP/Captain - 5th Year 3 2782 2782 31.19 31.97 32.77
CSP/Captain (S) 1 2782 2782+S 27.91 28.58 29.27
CSP/Captain (S) - 3rd Year 2 2782 2782+S 29.94 30.66 31.40
CSP/Captain (S) - 5th Year 3 2782 2782+S 32.19 32.97 33.77
123