20240829PAC to Staff 175 Attachment C-2.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, 2023 to January 25, 2028
p NOV
° - PACIFICORP®
\ A BERKSHIRE HATHAWAY ENERGY COMPANY
c � �• o

TABLE OF CONTENTS
Article 1 .0 Introduction and Recognition....................................... 2
Article 2.0 Union Business ...................................................................4
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 3.0 Employment, Seniority, Job Changes................................. 5
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 4.0 Hours of Work and Compensation.................................... 14
4.1 Hours of Work ........................................................................ 14
4.2 Overtime................................................................................. 15
4.3 Compensation Provisions ...................................................... 18
4.4 Expense Reimbursement....................................................... 20
4.5 Shift Differential...................................................................... 21
4.6 Travel Differential ................................................................... 21
4.7 Weekend - Rotation Coverage .............................................. 21
Article 5.0 Grievance Procedure and Joint Executive Committees.... 22
5.1 Adjustment and Arbitration..................................................... 22
5.1.4 Disputes and Grievances ....................................................... 22
5.2 Joint Executive Power Delivery Committee............................ 25
Article 6.0 Work Rules and Practices................................................. 25
6.1 Safety and Environmental ...................................................... 25
6.2 Power Delivery Working Rules............................................... 27
6.3 Temporary Headquarters ....................................................... 27
6.4 Job Site Reporting.................................................................. 27
6.5 Use of Contractors ................................................................. 28
6.6 Apprentice Selection .............................................................. 28
6.7 Apprentice Work Rules .......................................................... 30
6.8 Working Arrangements .......................................................... 31
PacifiCorp/ IBEW Local 57 Power Delivery
2023-2028 Collective Bargaining Agreement

6.9 Metering Business.................................................................. 34
6.10 Street Light Maintenance ....................................................... 34
6.11 Substation Journeyman Classification ................................... 35
6.12 Service Coordinator Progression ........................................... 35
6.13 Logistics Specialist Progression............................................. 35
6.14 Site Agent Classification ........................................................ 35
6.15 General Foreman Classification............................................. 35
6.16 Infrastructure Facilities Specialist........................................... 35
6.17 Transformer Reclamation Worker.......................................... 35
6.18 Creation of a New Lineman Position ...................................... 36
6.19 Creation of a New Transmission Journeyman Lineman Position
......................................................................................................... 36
Article 7.0 Employee Benefits Programs ........................................... 37
7.1 Holidays ................................................................................. 37
7.2 Personal Time Off.................................................................. 39
7.3 Short-Term Disability Benefit and Leave................................ 43
7.4 Long-Term Disability Benefit and Leave ................................ 44
7.5 Personal Leave of Absence ................................................... 45
7.6 Medical Examinations and Return to Work Notice ................. 45
7.7 Industrial Injury/Workers Compensation ................................ 46
7.8 Military Leave......................................................................... 46
7.9 IBEW/ Western Utilities Health and Welfare Trust ................. 47
7.10 Defined Benefit Retirement Plan ............................................ 49
7.11 Defined Contribution Retirement Plan.................................... 49
7.12 Life Insurance Benefit ............................................................ 50
7.13 Employee Assistance Plan..................................................... 50
7.14 Bereavement Leave............................................................... 50
7.15 Drug and Alcohol Testing....................................................... 51
Article 8.0 Duration of Agreement...................................................... 51
8.1 Term of Agreement ................................................................ 51
Appendix Letters of Agreement ........................................................ 53
Overtime Callout Procedure............................................................. 53
Temporary Hiring Hall Employees.................................................... 54
Declared Emergency........................................................................ 58
Drug and Alcohol Testing................................................................. 59
Transportation Department After Hour's Coverage.......................... 62
Payment For Meals.......................................................................... 63
Pre-Apprentice Lineman Position..................................................... 64
Service Coordinator Progression ..................................................... 66
Groundman Classification — Provisional Status ............................... 68
Customer Care Specialist— Remote Work Pilot Program ................ 70
Discipline Procedure ........................................................................ 71
PacifiCorp/ IBEW Local 57 Power Delivery
2023-2028 Collective Bargaining Agreement

Customer Care Specialist— Letter of Agreement............................. 74
Seniority............................................................................. 92
Letters of Agreement — Clean Up — 2023 Negotiations.................... 92
UnionContact .......................................................................................... 95
WageTable .......................................................................................... 96
PacifiCorp/ IBEW Local 57 Power Delivery
2023-2028 Collective Bargaining Agreement

THIS AGREEMENT made and executed this 26th day of January 2023, by and between
PACIFICORP d/b/a ROCKY MOUNTAIN POWER COMPANY, a corporation, its
successors, and assigns, hereinafter referred to as the "COMPANY," and THE
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL UNION NO.
57, 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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1.0 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, 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
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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.
1.13 Neither the Company nor the Union will discriminate against any employee
or applicant as it relates to any of the terms of this Agreement, because of
race, color, religion or religious creed, age, national origin, ancestry,
citizenship status (except as required by law), gender (including gender
identity and expression), sex (including pregnancy), sexual orientation,
genetic information, physical or mental disability, veteran or military status,
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familial or parental status, marital status or any other category protected by
local, state, or federal law. The Company and Union will cooperate to provide
a work environment free of harassment and discrimination.
Any use of gendered pronouns in this Agreement is intended to be all-
inclusive and gender neutral, and use of "they," "them," or "their"
throughout this Agreement is also intended as a gender-neutral pronoun.
Use of they/them/their shall mean a single worker or employee unless
otherwise specified. Gender-specific terms are not intended to be
discriminatory but are the trade terms used to describe certain positions
e.g., "Journeyman." (Amended 1/26/23)
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.
2.0 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 their time in the employ of the Union, shall not lose their 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.
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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
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 department 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.
3.0 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 Employee
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,
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and student employment. Participation in Company employee benefits is strictly
limited to those programs required by law.
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 six months 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 they are 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 six months 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 first posting the position for bid.
Employees must apply through the electronic application tracking
system. The system receipt date and time stamp will be used to
establish timeliness of bid along with the provisions of this article.
Employees working under this Agreement and the IBEW Local 57
Power Supply collective bargaining agreement shall have their
seniority recognized for bidding and award purposes in both
agreements.
Available positions shall be posted on the bid board on Monday of
each week and shall run for nine (9) calendar days. The Union shall
have access to electronic bids.
Upon the close of the position, the hiring manager reviews the bid list
and extends an offer to the senior qualified bidder, and if the bidder
accepts, the position can be awarded.
Bidders must accept or withdraw their bids within five (5) calendar
days of the bid close date. After this five-day period, or after the bidder
accepts, the bid will be awarded to the senior qualified bidder, after
which the bidder will not be permitted to withdraw.
If an employee is off work during the job posting period outlined
above, and can't log into a company computer to bid, the employee
can send an email to the HR Service Center at
[e-mail] or call (503) 813-5955 to have the bid
manually entered in the electronic application tracking system. In this
circumstance, employees must include the job requisition number in
their request.
The company will create an email address in which interested
employees can submit an email and receive an autoreply with the
weekly job vacancy listing or other mutually agreed upon technology
solution. (Amended 1/26/23)
3.2.2 Deleted (1/26/23)
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
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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
11th 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.
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 pay relocation assistance of $3,500 to employees
covered under this Agreement who relocate to another Local 57
represented position, subject to the following conditions:
1. Position awarded is located more than 50 miles from the
employee's previous headquarters;
2. Relocation assistance shall be paid only once in a two-year
period of time; and
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3. Relocation assistance shall only be paid after the employee has
provided required proof of primary residence relocation to the
Company.
By notice on the job posting, the Company may offer additional
relocation assistance depending on the specific location,
classification of the position, or business need.
In situations where an employee is forced to move (more than 50
miles) from one location to another because their job has been
eliminated, the Company will reimburse for moving expenses, as
defined by IRS guidelines. 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 a moving company contracted by the
Company. The employee reimbursement for this self-move will be
sixty (60) percent of the written estimate from the Company's moving
vendor. (Amended 1/26/23)
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
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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 An updated seniority list shall be provided to Local 57 and posted on
the Company's intranet page on a quarterly basis. (Amended
1/26/2023)
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.
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
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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 principal 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.
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
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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)
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
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.
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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.
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.
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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.
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.
4.0 Hours of Work and Compensation
4.1 Hours of Work
4.1.1 Eight (8) 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.
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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.
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.
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• 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
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
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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 two (2) hours of overtime after
the regular quitting time shall be compensated for a meal by the
Company. The next subsequent meal at six (6) hours with additional
meals at intervals of six (6) hours thereafter while they continue to
work.
Two (2) meals will be compensated by the Company for employees
who report to work two (2) hours before their regular starting time,
including holidays and regular days off. Meal compensation will be
provided for employees who report to work one and one-half hours (1
1/2) before their regular starting time, including holidays and regular
days off. (One meal compensation only)
Meal payment will continue according to one of the schedules above
until a break in work of two (2) hours has been satisfied.
Pre-arranged overtime meals on holidays and regular days off will be
compensated as stated in "Payment for Meals" Memorandum of
Agreement. (Amended 1/26123)
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.
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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.
• 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.
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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.
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:
2023 — GWI 2.5% + 1.5% market/inflation increase - effective 1/26/2023
2024 — GWI 2.5% + 2.0% market/inflation increase - effective 1/26/2024
2025 — GWI 2.5% effective 1/26/2025
2026 — GWI 2.5% effective 1/26/2026
2027 — GWI 2.5% effective 1/26/2027
(Amended 1/26/2023)
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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. In lieu of
Company-provided lodging, employees may elect to stay with family
or friends (not the employee's secondary residence) and receive a
lodging allowance of $50 per night, subject to pre-approval of
management. The lodging allowance will be paid only for the days
worked and when the overnight stay is a work requirement. If the
employee elects to extend their travel for personal reasons, all costs
associated with the extra days are the employee's responsibility.
All other travel-related expenses will be included in a per diem
payment per IRS guidelines for meals and incidental expenses (M&IE).
The full M&IE rate will be paid for full days away from headquarters,
and 75% of the full rate will be paid 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% will be paid. 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. (Amended 1/26/23)
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 income and is not subject to the Company
matching contributions per Section 7.11 .1 of this agreement.
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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:
• 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.
• 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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5.0 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, the
Union and the employees of the Company, including differences or
disputes as to the meaning, application or operation of any provision
of this Agreement and relevant Memoranda of Agreement and Letters
of Understanding, or differences referred to in the previous section,
shall be settled in the manner herein provided, and the Union confirms
that there shall be no quitting or suspension of work by any member
of the Union during, or on account of, any such dispute or difference.
5.1.3 Grievances with respect to matters of promotion, demotion,
discipline, layoff, or discharge shall be presented within fourteen (14)
calendar days from the date of such promotion, demotion, discipline,
layoff, or discharge. The timeframes contained within this article can
be extended by mutual agreement of the Parties.
5.1.4 All disputes or differences between the Company, the Union and the
employees of the Company shall be adjusted as follows:
Pre-Grievance Resolution
Should an employee have a complaint, the employee and the Union
steward shall be required to first discuss the complaint with the
immediate supervisor and allow the supervisor five (5) calendar days
to resolve the issue to the employee's satisfaction before the
employee may formalize their complaint by filing a grievance. Failing
a satisfactory resolution of the employee's complaint by the
supervisor in the specified timeframe, the matter may be determined
to be a grievance and shall be dealt with as follows:
First Step
The grievance shall be reduced to writing and submitted to the
appropriate supervisor and/or plant manager by the Union steward or
Union management within fourteen (14) calendar days from the date
of the Company's pre-grievance resolution response. The supervisor
shall notify labor relations of the grievance upon receipt. The
appropriate supervisor and/or senior manager will meet with the Union
steward and the aggrieved employee, after which the Company shall
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provide a written response to the applicable Union representative
within fourteen (14) calendar days of receipt of the grievance.
Grievances pertaining to termination of employment will be
immediately expedited to the third step of this procedure.
Second Step
The Union may request a second step hearing through the Company's
labor relations representative within fourteen (14) calendar days from
the date the Company's first step response was received. If a response
is not made within the fourteen (14) calendar days, the grievance is
considered closed.
If the Union requests a second step hearing within the time stated
above, the grievance shall be heard at the next monthly grievance
hearing meeting scheduled between the Union and labor relations, or
it shall be scheduled for an independent hearing as determined by the
Union and labor relations. The hearing shall be held in person, or by
telephone or video conference as determined by the Union and labor
relations, and may include the grievant, the steward present at the first
step, a Union representative, a labor relations representative, and the
appropriate higher level of management. A grievance hearing may be
held over to the next monthly meeting if additional time is required to
investigate the associated issues. This forum is to be used to resolve
grievances prior to arbitration, and both parties are committed to
timely resolution of all grievances.
At the conclusion of the hearing, the Company will have fourteen (14)
calendar days to provide a written response to the Union, or the
grievance will be considered closed, and the Union's requested
settlement awarded.
Third Step
The Union may request a third step hearing by submitting a written
request to labor relations within fourteen (14) calendar days from the
date the of the Company's second step written response. If a written
request for a third step hearing is not received by the Company within
the fourteen (14) calendar days, the grievance is considered closed.
If the Union requests a third step hearing within the time stated above,
the grievance will be reviewed at the next monthly grievance hearing
meeting scheduled between the Union and labor relations, or it shall
be scheduled for an independent hearing as determined by the Union
and labor relations, and it may include the grievant, the steward
present in past grievance meetings, Union management, including the
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business manager, and the director of labor relations (or the director's
designee).
At the conclusion of this meeting, labor relations will have fourteen
(14) calendar days to provide the Company's third step response, or
the grievance will be considered closed, and the Union's requested
settlement awarded.
Fourth Step:
In the event a dispute or difference is not settled promptly and to the
satisfaction of the Parties through one of the methods above provided,
such dispute or difference shall be submitted immediately to
arbitration. The 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 after which no new information may be presented at any
arbitration hearing pertaining to this grievance.
The Union must request arbitration within thirty (30) calendar days
from the date the Company's third step response was received. An
impartial arbitrator shall be selected by contacting the Federal
Mediation and Conciliation Service (FMCS) to furnish a list of seven
(7) arbitrators who are members of the National Academy of
Arbitrators. From that list of arbitrators, the Union business manager
and the director of labor relations will, in turn, strike a name from the
list until there is only one name remaining, and the remaining name
shall be the arbitrator.
The award of the arbitrator shall be final and binding upon both parties
and upon the employee(s) involved. The fees and expenses of the
arbitrator, and any other expenses agreed to by the Parties prior to the
arbitration, shall be shared equally by the Parties. The arbitrator shall
have the power and authority to arbitrate only those matters expressly
made subject to arbitration by the terms of this Agreement and shall
rule only on the issues submitted in writing for arbitration. The
arbitrator shall not have power to alter or amend the Agreement.
The Parties may continue to hold conferences for the purposes of
settling the dispute at any time before notice of the arbitrator's
decision. Should the Parties reach a settlement agreement prior to the
arbitrator's decision, the terms of the Parties' settlement shall be the
final resolution of the dispute. (Amended 1/26123)
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5.2 Joint Executive Power Delivery Committee
The Joint Executive Power Delivery Committee (JEPDC) shall be comprised
of the Union executive leadership team, the Company operational executive
leadership team and a labor relations representative.
In recognition of the Parties' commitment to the value of regular and open
dialogue, the JEPDC shall meet twice per year, and as needed. The purpose
of these meetings is to foster a more collaborative partnership, to provide a
forum to facilitate communication between the Parties' executive leadership
teams, to discuss issues impacting operational efficiency, and to promote
consistency across business units. (Amended 1/26/23)
6.0 Work Rules and Practices
6.1 Safety and Environmental
6.1.1 Management shall realize their responsibility for the safety of company
employees and the public. It shall be their duty to see that work under their
supervision is being done properly and in accordance with the company Safety
Code; that company employees are supplied with proper tools and protective
devices; that they are sufficiently instructed in the proper and safe manner of doing
such work; and that they will not be permitted to continue to do any work found to
be unsafe to themselves or fellow employees.
6.1.2 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-toe footwear, the
Company will reimburse the individual up to $120 per year for the purchase
or rebuild of safety-toe footwear and/or orthotics. The employee may accrue
the yearly benefit for up to three (3) years ($360 maximum every three years)
per the Safety-Toe Footwear Reimbursement Policy/Program. Safety-toe
footwear reimbursement will be made available on the first day of the
calendar year or following the first day of employment.
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Employees shall complete the "Safety-Toe Footwear Reimbursement
Record" approval form for reimbursement. If the total submissions are less
than the accrued amount, the balance will carry over each year, but shall not
exceed the three-year maximum. (Amended 1/26/23)
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 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.
6.1.7 Surveillance
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"
6.1.8 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.
6.1.9 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.
6.1.10 The Company's Safety department shall be responsible for evaluating
and determining by job classification which positions are required to wear
flame resistant (FR) clothing on a daily basis. Safety shall determine the
number and type of FR clothing articles to be provided for these positions,
and these determinations shall be included in a letter of agreement between
the Parties posted on the Company's intranet.
The Company shall provide the initial allocation of FR clothing to employees
as determined by Safety. After the initial allocation, worn or damaged articles
will be returned to management for replacement, as needed with manager's
approval, with an FR article from the same category. (Added 1/26/23)
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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.
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 hour)
15+to 30 miles $3.00 hourly
Temporary headquarters will have suitable parking and sanitary facilities.
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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.
6.5.2 The Company agrees to meet at the Union's request to discuss any
proposal from the Union to provide services currently provided by any
specific contractor in a more efficient, cost-effective manner. The Union will
present any such proposal to labor relations. (Added 1/26/23)
6.6 Apprentice Selection
Apprentice positions will be open to internal and external candidates who
meet the minimum qualifications for the position through the Company's
posting and recruiting process. The selection process shall include a review
of minimum requirements (examples may include equivalent high school
diploma, aptitude test and/or commercial driver's license, etc.) and a
candidate interview. Interviews, which may also include a practical exam,
will be offered to top ranked candidates. Should the overall ranking be equal,
preference will be granted to the internal applicant with the greatest
seniority.
Additional Considerations:
• During the Company apprentice selection process, management will
endeavor to solicit feedback from craft personnel from the trade in
which the opening exists. Apprentice lineman positions will be filled
in accordance with the Letters of Agreement on the Pre-
Apprentice/Groundman Lineman position.
• Groundman entry into a lines apprenticeship shall be governed by the
letter of agreement dated November 2022 associated with Pre-
Apprentice/Groundman selection. (Amended 1/26/23)
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-
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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"Y 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 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.
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6.6.6 Handling of Repeat Candidate and/or Applicants
Repeat applicants, who have been selected for and have served time in any
apprenticeship, will be reviewed by the corresponding subcommittee prior
to the interview selection process.
Repeat applicants who have not demonstrated new or additional skills may
or may not be selected for an interview. (Amended 1/26/23)
6.6.7 Deleted (1/26/23)
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.
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
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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 Apprenticeship ratios will be governed by the Joint Apprenticeship
Training Committee as outlined by the Department of Labor and each
specific apprenticeship standard. Any revisions to these ratios shall be
through approval of the appropriate Joint Apprenticeship Training
subcommittee. (Amended 1/26/23)
6.8 Working Arrangements
6.8.1 In areas where there is not a bid journeyman lineman troubleshooter
regularly on duty, all journeymen (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 troubleshooter's rate of pay. In remote areas
where there is a bid journeyman troubleshooter regularly on duty and all
journeyman in that area are sharing the responsibility for after-hour
emergency response, the one (1) hour of 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-troubleshooter 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 their regular overtime
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.
6.8.1.1 Special Needs Standby - Use of Special Needs Standby will be
primarily for outage restoration during storms, holiday weekends, and/or
emergency situations.
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It is the Company's intention to utilize Special Needs Standby for every
holiday as listed in the Agreement. If the Company chooses not to utilize
Special Needs Standby, they will provide a two week notice of cancellation.
If this notice is not provided, special need standby will be implemented.
Only those employees fulfilling the minimum requirement will receive
compensation. Any additional employees called out during Special Needs
Standby situations will receive the Special Needs Standby pay
compensation for each day they report to work as follows:
• Employees will receive three (3) hours of straight time pay per day and
four (4) hours of straight time pay for holidays for each day they are
responsible for Special Needs Standby duty. One hour of straight time
pay will be paid for the Special Needs Standby coverage beginning at
the end of the regular shift until midnight. One hour of straight time
pay will be paid for the Special Needs Standby coverage beginning at
midnight until the next regularly scheduled shift.
• This Special Needs Standby pay is not considered pay for time worked
and therefore does not increase the average hourly rate for overtime
calculation.
• Special Needs Standby will be paid at the rate of the classification
being covered or the employee's regular rate, whichever is higher.
The vice president of field operations or their designee will be responsible
for the Special Needs Standby resource request. Notice of required staffing
levels will be given to the affected employees as soon as practical.
Volunteers will be solicited for the required assignment(s) prior to assigning
the low man on overtime in the job classification. (Amended 1/26/23)
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
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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.
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.
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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)
• 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
6.10.1 All classifications within the Street Light Maintenance business are subject
to "home start" provisions when economically viable and at the discretion of the
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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.
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.
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6.18 Creation of a new Lineman position
The Parties agree to establish a new "lineman" classification for new
employees coming into the company without an IBEW journeyman lineman
certification. The pay for this lineman position will be 85% of the journeyman
lineman wage.
The Parties agree that a joint committee will be created to develop the
parameters of the new "lineman" classification and the process to advance
to the IBEW journeyman lineman classification. This classification shall not
be implemented until the parties memorialize the classification through letter
of agreement. (Added 1/26/23)
6.19 Creation of a new Transmission Journeyman Lineman Position
The parties have agreed to establish a Transmission Journeyman Lineman
classification by letter of agreement.
The journeyman transmission lineman wage rate will be 7% above the
journeyman lineman rate of pay, the line working foreman transmission
wage rate will be 5% above the line working foreman rate of pay, and the
general foreman — PD transmission wage rate will be 3.34% above the
general foreman rate of pay. A joint committee will be established to
determine training requirements and appropriate step increases. (Added
1/26/23)
6.20 Upon ratification of the agreement (2023), the following classifications will
form a joint committee comprised of (2) management and (2) union
representatives to establish the pool qualification process for the following
classifications: Line Working Foreman, Substation Foreman, Meter
Foreman, and Journeyman Equipment Mechanic Foreman.
The pool qualification process will contain the minimum following
qualifications and will include a transitionary period to allow all existing pool
candidates time to requalify under the new joint pool process. It is
understood this process will not apply to current foreman to maintain their
position or to bid future foreman positions.
1. Jointly administered written assessment
2. Jointly administered hands-on test
3. Jointly administered verbal assessment
4. Jointly administered leadership training
As part of developing the pool process for each craft, the committee should
develop a pool ranking criteria establishing minimum experience
requirements necessary to be considered for pool qualifications. As an
example, the joint committees will mirror the process as outlined in the
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Letter of Agreement Substation Working Foreman-Pool Qualification
Process September 26, 2022. (Added 1/26/2023)
7.0 Employee Benefit Programs
7.1 Holidays
7.1.1 Beginning payroll year 2023, the following days shall be recognized as
observed holidays: New Year's Day, Martin Luther King Jr. Day, Memorial
Day, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Friday
after Thanksgiving Day, Christmas Eve, Christmas Day, and two (2) floating
holidays. New regular full-time employees will be allocated floating holidays
according to the following schedule:
Month of Hire 2023 -2024 Number of Floating Holidays
December 26 through April 25' 2
April 26 through November 2111 1
November 22 through December 25t" 0
Beginning in payroll year 2025, the Company will either: (1) provide one
additional floating holiday (for a total of three floating holidays), or (2)
implement Juneteenth as an observed holiday.
If Juneteenth is not implemented as an observed holiday, beginning in
payroll year 2025, the following chart will be used for floating holidays:
Month of Hire 2024-2025 Number of Floating Holidays
December 26 through April 25t" 3
April 26 through November 2111 2
November 22 through December 25t" 0
Floating holidays must be scheduled with management prior to being
granted. Floating holidays must be taken in the payroll year that they are
allocated and cannot, for any reason, be carried into the following payroll
year. If an employee is called to work on a scheduled floating holiday they
will be considered to be working a holiday and paid accordingly.
When an observed holiday occurs on an employee's regular workday, that
day shall be the holiday for that employee.
For employees working a Monday through Friday workweek: When an
observed holiday falls on Sunday, the following Monday shall be recognized
as the holiday. When an observed holiday falls on Saturday, the preceding
Friday shall be recognized as the holiday.
For employees working a schedule other than a Monday through Friday
workweek: When an observed holiday falls on the first day off in any
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workweek, the preceding workday shall be recognized as the holiday. When
an observed holiday falls on the second day off in any workweek, the first
workday following the days off shall be recognized as the holiday.
Observed and floating holidays are paid at eight (8) hours straight time.
(Amended 1/26123)
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 Work Per Holiday Pay for Regular Allocation Rate for Floating
Week Holidays Holiday
Under 20 0 0
20-29 6 Hours 6 Hours
30-35 7 Hours 7 Hours
Over 35 8 Hours 8 Hours
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
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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 Personal Time Off
This Section is amended and restated as of 1/26/23 to reflect the
implementation of Personal Time Off beginning in payroll year 2024. Please
reference the prior collective bargaining agreement for provisions
associated with vacation and sick which will remain unchanged through
December 25, 2023.
7.2.1 Effective December 26, 2023, all regular employees will receive
personal time off (PT) to use for vacation, sick leave, family illness or
activities, personal appointments, and any other time the employee would
like off. All employee vacation balances at the end of the 2023 payroll year
will automatically be transitioned to PT for use in the PT program.
Note: The provisions of vacation and sick previously outlined in this
Agreement shall remain in effect until the beginning of the 2024 payroll year.
At the end of the 2023 payroll year, Employee's vacation balance will be
converted to their PT bank.
7.2.2 Eligibility
Each regular full time and part time employee in the classifications covered
by this Agreement who completes at least one (1) full pay period of
continuous service will accrue PT on a payroll period basis to be credited to
their PT bank at the end of each payroll period.
7.2.3 PT Allowance
The number of hours of PT awarded to an Employee at the end of each pay
period shall be based on their total service with Rocky Mountain Power as
outlined in the following chart:
Hours Per Year(Annual Accrual Rate) Hours Per Pay Period
1't payroll period through 4th year 160 6.67
(1st through 481h months)
5th year through 9t'year 200 8.33
49th through 108th months
10th year through 14th year 240 10
(109th through 168th months)
151h year through 24th 280 11.67
(169th through 288th months)
25th year and beyond 320 13.33
(289th month and beyond)
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Employees must fully complete the 48th, 108th, 168th and 288th month of
service to receive the higher allocation tier of PT the next pay period.
Regular employees, who have worked for the Company, who have had a
break in service and then return to work with the Company, will be given
credit for their entire regular status time worked for the Company when
calculating their PT allocation. This bridging of service will apply to all
company-provided benefit programs.
7.2.4 Regular part-time employees shall receive a pro-rated PT allowance
based on Article 7.2.3 as follows:
Hours of Work per Week Accrual Rate
Under 20 0%
20-29 75%
30-35 88%
Over 35 1000%
7.2.5 Temporary employees shall not accrue PT. Should a temporary
employee continue on to regular employment, the employee's continuous
time spent in temporary status shall be used for purposes of their PT
allocation tier.
7.2.6 Time spent in military service shall be considered time worked for the
purpose of determining the rate of PT accrued under the preceding sections
of this Agreement, provided the employee had left the employ of the
Company to enter military service and returned to its employ within such
time as may be prescribed by law. Each employee, upon leaving their job to
enter military service, may receive pay for all PT credited in their PT bank as
provided in Article.
Upon resuming work for the Company, as provided above, the employee will
receive, in the year of reemployment, PT credits to their PT bank equivalent
to what they would have received had they been continuously employed
throughout the preceding payroll year, less any payments previously made
to them on account of accrued PT credited for the same prior year.
7.2.7 PT shall be paid at the straight time rate of pay. If a holiday is observed
by the Company on a workday within an employee's PT period, the holiday
shall not be considered as PT.
7.2.8 New hires will be eligible to utilize PT when accrued subject to
supervisory approval and the provisions of this Article. Probationary
employees who separate employment have no claim to compensation for
earned and unused PT benefits.
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7.2.9 PT Carryover
Employees' individual PT banks may be carried over to a new payroll year
but limited to 320 hours. Employees will continue to accrue hours each pay
period of the payroll year and the cap of 320 hour shall be applied only at the
end of the payroll year.
Should the Company cancel an employee's scheduled PT for operating
purposes, and this time off cannot be rescheduled before the end of the
payroll year and the cancellation causes the employee to have PT in excess
of the allowable cap for the payroll year, the excess hours will be carried into
the next payroll year. Written authorization from the employee's supervisor
and labor relations will be required to document approval. Employees shall
not receive pay in lieu of vacation.
7.2.10 At the end of each payroll year, any PT hours above the employee's
PT cap outlined in Article 7.2.9 will be deferred into the employee's
supplemental leave bank. The supplemental account can only be used to
supplement short term disability, worker's compensation, and STD upon
retirement, and the provisions outlined in Article 7.3.4.
7.2.11 Disability
In the event that disability as defined by Article 7.3 of this Agreement occurs
prior to and interferes with the scheduled PT, the time off will be
rescheduled. Time spent on STD leave shall be considered time worked for
purposes of per pay period PT accrual.
7.2.12 Scheduled and Unscheduled PT
Pre-scheduled PT is a personal leave time which may be granted to begin at
any time during the payroll year, due consideration being given to (a)
minimum interference with the Company's business and (b) seniority.
Employees should make their PT leave requests at least fourteen (14)
calendar days prior to the beginning date of the requested leave. Employees
who cancel prescheduled PT of four (4) consecutive days or more, should
do so at least fourteen (14) calendar days prior to the beginning date of the
requested leave. Seniority rights in the preferential scheduling of PT must
be exercised prior to April 30.
Unscheduled PT is personal time leave not scheduled whereby an employee
may be allowed to use PT, provided their request does not create scheduling
problems and no additional expense is caused the Company by such
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scheduling. Notification of absence after regular work shift begins will be
considered to be an unexcused absence.
Unscheduled PT which is used for (a) personal illness or injury or (b) family
illness or injury, may at the Company's reasonable discretion, require a
physician's verification of illness.
7.2.13 Employees, with the consent of the department head, may elect to
split their time off as needed. In such event the right of selection by seniority
shall apply to the first period selected. When scheduling of relief personnel
is required, reasonable notice of intent to take time off may be required by
department management.
7.2.14 Employees entitled to PT, who are absent from work due to injuries
sustained in the line of duty, may elect to take their time off during such
absence from work. If during such absence an employee receives
compensation under any state workers compensation law, the amount of any
such payment received shall not be deducted from the employee's PT
allowances. The total amount to be received by the employee, either by
paycheck or by payments under such workmen's compensation acts, shall
be equal to, but shall not exceed the employee's regular pay.
7.2.15 PT Pay Upon Termination
At termination or retirement, any remaining PT hours for non-probationary
period regular employees, up to their annual accrual rate outlined in Article
7.2.3, will be reimbursed at 100% of the employee's current hourly base pay
rate. Terminating or retiring employees must be actively at work on the last
day of employment and cannot take their final day(s)/week(s) of employment
as PT in order to prolong or delay the termination or retirement date; instead,
their PT will be cashed out at 100% of their annual accrual outlined in Article
7.2.3.
In the event an employee qualifies and is approved for LTD benefits, is
displaced pursuant to layoff provisions of this agreement, or dies, all
available PT is reimbursed at 100% of the employee's current base pay rate.
7.2.16 Effective December 26, 2023, all regular employees will receive PT to
use for sick leave. Sick leave accrued in prior agreements shall no longer be
accrued.
7.2.17 Sick leave balances at the transition to PT (Payroll Year 2024)
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Effective in the 2024 payroll year, employees will no longer accumulate sick
leave. At the time of this transition to PT, employee's sick leave hours will
be transitioned as follows:
• Balances of 160 hours or greater(including all fractional hours) will be
credited to their supplemental bank. All remaining hours below 160
will be credited to their new PT bank.
• Balances below 160 hours will be credited to their new PT bank.
(Added 1/26/23)
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
short-term disability program description is available to all employees. This
benefit equals 75% of regular pay and covers absences for up to 180
calendar days for each unrelated illness or injury. There is a forty (40) regular
working hour waiting period for this benefit, or a pro-rated amount for
regular part-time employees and employees can utilize their PT or floating
holiday during this time.
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 floating holiday, or PT 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 60 calendar days of unpaid leave in which to attempt to
qualify for long-term disability (LTD) benefits or return to work. At the end of
these 60 calendar days, if the employee has not returned to work or qualified
for LTD 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. (Amended 1/26/2023)
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
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2023-2028 Collective Bargaining Agreement

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.
The notional health reimbursement account will be available for the retiree and any
eligible dependents to use for monthly medical premiums, deductibles, co-pays
and all other eligible expenses per Internal Revenue Service Guidelines and
provided for under the PacifiCorp Retiree Health Plan.
A surviving spouse or eligible dependent that predeceased by the PacifiCorp
retiree will have access to the notional health reimbursement account. The
remaining balance in the notional health reimbursement account expires when all
eligible parties have 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 and Leave
7.4.1 The Company will provide a long-term disability (LTD) benefit to cover
periods of extended absence from work due to personal injury or illness or
compensable work-related injury. The LTD group policy document drives
the delivery of this benefit and is available to all employees. This benefit
equals 60% of regular pay and covers absences after 180 calendar days of
short-term disability (STD) benefits for each unrelated illness or injury. This
benefit will continue under the terms defined in the LTD group policy in effect
at the time the employee qualified for LTD. (Amended 1/26/2023)
7.4.2 Employees who return to work from LTD will have the following options in
the order listed:
1. Return to their previous classification and location that is currently vacant.
This would include new classifications resulting from negotiated changes to
the employee's previous classification while they were on LTD.
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2. Displace a less senior person who currently occupies their previous
classification at that location
3. Access to all rights under the displacement process
7.4.3 Employees returning from LTD or on LTD have the right to bid on
vacancies under the terms of this agreement provided they are medically
qualified/released and physically able to perform the work and meet the
qualifications of the position, if any. (Amended 1126/2023)
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 whose STD benefit has ended and are unable to return to
work will be provided 60 calendar days of unpaid leave in which to attempt
to qualify for such benefits or return to work. At the end of these 60 calendar
days, if the employee has not returned to work or qualified for additional
benefits, their employment may be terminated. If the employee subsequently
qualifies for long-term disability benefits during the next four months, (a total
of six months from the last day of STD) they will be viewed as having
qualified for such benefits and their rights will be restored. (Amended
1/26/2023)
7.4.5 Deleted 1/26/23
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
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time by the Company for new employees. The Company will pay for such
examinations.
7.7 Industrial Injury/Workers Compensation
7.7.1 An active employee of the Company, who sustains a compensable
work-related injury while on duty, shall be entitled upon recovery to return
to the employee's former position without loss of seniority, provided the
employee is physically and mentally qualified to return to work. The Union
confirms, on behalf of the employees of the Company, that any employee
advanced or transferred during such absence will consent to such
demotions as are necessary to make room for such employees returning to
work.
7.7.2 The Company will provide short-term disability (STD) benefits to an
active part-time/full-time employee due to time loss associated with a
compensable on-the-job injury. Beginning with the first day of time loss and
consecutively up to 180 calendar days, benefits are paid at 75% of their
regular pay. The STD benefit can be supplemented in the same means as the
STD benefit described in Article 7.3.2 above. The STD benefit is adjusted
against the temporary-total disability (TTD) benefit provided by the workers
compensation third party administrator (TPA) so not to exceed the 75% STD
benefit provided by the Company. At the end of the 180 calendar days of
coverage, the employee is subject to the provisions of the long-term
disability (LTD) benefit described in Article 7.4 above and the benefit under
this Article 7.7.2 will cease. (Amended 1/26/23)
7.7.3 After an employee has returned to work from an industrial injury, the
Company agrees to grant paid leave at 75% of the employee's current regular
rate of pay for time off work to attend medical appointments for approved,
on-the-job injury claim(s). This benefit can be supplemented in the same
means as the STD benefit described in Article 7.3.2 above. (Amended
1/26/23)
7.8 Military Leave
7.8.1 An employee covered by this Agreement who, in order to perform active
service in the military forces of the United States, has left or shall leave a position
with the Company other than a temporary position, and thereafter returns to the
Company within 90 days after satisfactory completion of service or training in such
forces, and presents a certificate to that effect, shall, if qualified to perform the
duties of such position, be without loss of seniority, restored thereto or to a position
of like seniority, status and pay, unless circumstances have so changed as to make
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it impossible or unreasonable to be so restored. The following stipulations shall
apply to employees returning from military leave:
1. They shall be given the benefit of vertical increase of pay granted during
their absence.
2. They shall be allowed accrued vacation or sick leave benefits for the year
in which they return to work.
3. They shall be given accrued seniority for bidding and, if need be, for
bumping.
7.8.2 Leave without pay for the purpose of attending regular training sessions,
such as military training sessions, will be granted to employees who are members
of reserve units of the Armed Forces or of the National Guard.
Military Leave Temporary Duty will be granted by the employee's supervisor upon
prompt presentation of the official notice from the military unit concerned. Such
leave will be granted by a letter signed by the supervisor, addressed to the
employee, with a copy to the Human Resources Department.
7.9 IBEW/Western Utilities Health and Welfare Trust
7.9.1 The Company will make contributions to the IBEW/Western Utilities Health
and Welfare Trust for regular and regular part-time employees covered by this
Agreement per Section 7.9.2 and any changes to Company and employee
contributions for future calendar years will be communicated in October of the
preceding year.
7.9.2 These contributions will be divided in half and deducted on a per
paycheck basis. Additionally, these deductions will be made on a pre-tax
basis in accordance with Section 125 of the IRS code.
Employees will also have the option of choosing a non-contributory benefit
plan that will provide a different level of benefits and is described in the
applicable summary plan description.
Effective January 26, 2023, employee contributions will be as outlined below
and based upon the cost of the comprehensive plan and employee
enrollment. Plan cost will be determined and communicated in October each
year.
Plan year 2023: 25% Employee/75% Company
Plan year 2024: 22% Employee/78% Company
Plan year 2025: 22% Employee/78% Company
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Plan year 2026: 20% Employee/80% Company
Plan year 2027: 20% Employee/80% Company
Regular part-time employees will be allowed to choose the appropriate level
of coverage from the above options and the Company will make the
associated monthly contribution. (Amended 1/26/23)
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
purchasing medical insurance. The amount of the annual HRA allocation is
determined based on the retiree's age and service points at retirement as set forth
below.
Age & Service Points Annual HRA Allocation per Person
maximum of three people)
89.5 and over $1,575
84.5—89.4 $1,400
79.5—84.4 $1,225
74.5—79.4 $1,050
69.5—74.4 $875
64.5—69.4 $700
Up to 64.4 $0
Employees hired on or after January 1, 2007, will have the ability to enroll in post-
65 medical plans through Extend Health or similar administrator but are not eligible
to receive an HRA allocation.
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7.10 Defined Benefit Retirement Plan
7.10.1 For employees hired before July 1, 1999, and who were fifty (50) years of
age or more on July 1, 1999, their retirement benefits will be provided through the
PacifiCorp Retirement Plan and include all previously negotiated benefits.
On July 1, 1999, the Company, and the Union formed the PacifiCorp/IBEW Local
57 Retirement Trust to benefit employees under fifty (50) years of age on that date
and employees hired after that date. The details of this work are captured in the
Memorandum of Agreement contained within this Agreement and the Plan
Document.
7.10.2 Credits against ongoing Company contributions to the PacifiCorp/IBEW
Local 57 Retirement Trust will be recognized for asset transfers for members
whose retirement benefit in the PacifiCorp Retirement Plan is transferred to the
Trust. The amount of the credit will be based upon the difference in the liability for
the transferring PacifiCorp Retirement Plan benefit using the statutory required
assumptions and the assumptions used for purposes of determining the minimum
required contributions for the Trust.
At such time the Company's defined benefit plan is amended and in such manner
that transfers of accrued benefits for employees transferring into a position covered
by the Company's plan may be transferred from the Trust, such periodic plan to
plan transfers will be made. Ongoing Company contributions to the trust will be
increased to the extent that the liability for the transferred Trust benefits (using the
statutory required assumption) exceeds the liability for the transferred benefits
(based on the assumptions used for the purposes of determining the minimum
required contribution for the PacifiCorp Retirement Plan). However, both 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
Employees may participate in the PacifiCorp K-Plus Employee Savings &
Stock Ownership Plan.
The Company match will be paid at 100% per eligible dollar up to 6% deferred
by the employee and will be invested per the employee's direction. The
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2023-2028 Collective Bargaining Agreement

definition of pay for employee and employer match contributions to the Plan
includes regular, sick, vacation, personal time, or holiday and overtime
payments. The specifics of the K-Plus Plan are contained within the
summary plan description. (Amended 1/2612023)
7.12 Life Insurance Benefit
7.12.1 The Company will pay premiums equal to 50% of the cost of the life
insurance benefit, to the IBEW/Western Utilities Health and Welfare Trust for up to
two (2) times the employee's annual regular wages.
7.13 Employee Assistance Plan
7.13.1 All employees and their covered dependents will be eligible for services
under a comprehensive Employee Assistance Program and Substance Abuse
Rehabilitation benefit program. Benefits will be provided from the IBEW/Western
Utilities Health & Welfare Trust.
7.14 Bereavement Leave
7.14.1 All Regular employees will be provided up to forty (40) hours of paid
bereavement leave for each death in the immediate family. Immediate family
is defined as a spouse, including individuals in a civil union or domestic
partnership; a parent, including stepparent, parent-in-law, civil union and
domestic partner's parents; a mother and partner who have experienced
pregnancy loss, including miscarriage and still birth; a sibling, including
sister-in-law or brother-in-law; a child, including child of a civil union or
domestic partner, biological, adopted, foster, stepchild, daughter-in-law or
son-in-law; a grandparent or grandchild; an aunt, uncle, niece, or nephew;
or any person over whom the employee is a legal guardian.
Special circumstances will be given to any other person whose association
with the employee was similar to any of the above relationships. Additional
time off may be granted depending on various circumstances, such as
distance, the employee's responsibility for the funeral arrangements and the
employee's responsibility for taking care of the estate of the deceased.
Employees should inform their manager or supervisor immediately or as
soon as reasonably practical of the need to utilize bereavement. The
company may require verification of the need for the leave upon the
employee's return to work (i.e., a death certificate, obituary, etc.).
Bereavement leave will be paid at straight time and shall not be used for the
purposes of calculating overtime. Bereavement leave is also available to
attend the funeral of a coworker. The length of time (e.g., days, hours) for
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such paid leave depends on various circumstances, including distance to
the service and relationship. (Amended 1/26/23)
7.14.2 Deleted (1/26123)
7.14.3 Deleted (1/26123)
7.15 Drug and Alcohol Testing
7.15.1 Employees covered under this Agreement are subject to random,
reasonable suspicion, and post-accident drug and alcohol testing.
Additional details regarding drug and alcohol testing are contained in a
memorandum of agreement/letter of agreement between the Parties (most
current dated April 12, 2012). (Amended 1126/23)
8.0 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, 2028, and will remain in effect until either party notifies the other
party, not less than sixty (60) days prior to the expiration of this Agreement or of
any extension thereof, of its desire to terminate or amend the same. If either party
desires an amendment within ten (10) days after the receipt of such notice, the
parties shall agree on a day to exchange proposals and which will be mailed via
certified mail, the substance thereof shall be contained in such notice.
8.2 In the event such notice is given, a discussion of such proposals shall begin no
later than twenty (20) days after the exchange of said proposals, unless the time
shall be extended by mutual consent. The parties hereto will hold joint conferences
for the purpose of negotiating a new Agreement or amendment with regard to
wages, hours, working conditions and/or other matters of collective bargaining to
take the place of or amend this Agreement.
8.3 In the event negotiations fail to reach an agreement as of the anniversary date of
the Agreement, the parties are free to pursue any and all legal means to resort to
economic pressure to resolve the Agreement including the right to strike or lockout.
The Union will not strike and the Company will not lockout its employees after
January 25, 2028, without providing the other party sixty (60) days written notice
of such action. If written notice is provided, such action may be taken after 11:00
P.M. on the 61st day.
PacifiCorp/IBEW Local 57 Power Delivery 51
2023-2028 Collective Bargaining Agreement

Dated the 19t" day of May 2023
PACIFICORP
By /s/Julie Lewis
Vice President
Human Resources
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS
LOCAL UNION 57
By /s/ Kevin Owen
Business Manager
Approved by:
I
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
By
International President
i
t
t
i
PacifiCorp d IBEW Local 57 Power Delivery 52
2023-2028 Collective Bargaining Agreement

Overtime Callout Procedure
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 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 employee's 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.
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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
shortchange, the employee will not be charged on the overtime record for this
compensation.
EFFECTIVE DATE: January 26, 1986
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)
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;
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2023-2028 Collective Bargaining Agreement

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.
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. Refection 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.
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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 SEW 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 4t" year progression, they would
be paid at the highest progression rate achieved while working for the Company in that
classification.
The Company may not downgrade employees from the classification requested however
the Company may upgrade employees in accordance with the Agreement. (No temporary
employee shall receive an upgrade when a regular qualified employee is readily
available).
Payments in Lieu of Benefits shall be paid for each hour worked in addition to the hourly
wages:
Journeyman Craft and Above:
• An amount equal to 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
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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 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
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Declared Emergency
November 2022
This Letter of Agreement (LOA) between IBEW Local 57 ("Union") and PacifiCorp
("Company") (the "Parties") memorializes discussions and standing practices associated
with the application of rules of pay for Declared Emergencies. This agreement shall
supersede any prior written or verbal agreements between the Parties including the Joint
Communication issued by the parties on December 5, 2008.
Employee safety, customer service, and power restoration are the foundation for this
agreement. Accordingly, the parties agree that the intent and principles behind the
application of this agreement are to establish shifts to ensure adequate rest and coverage
while also maintaining consistent and efficient power restoration.
The Managing Director of Field Operations or a higher level of management will be
responsible to determine when a Declared Emergency goes into effect. Once declared,
all employees assigned by management that are contributing to restoration efforts in the
areas of the Declared Emergency will be considered as working under the terms of this
agreement. Resources outside of the affected area must be invited into the Declared
Emergency in order to work under the terms of this agreement. The company will notify
union leadership whenever there is a Declared Emergency.
The rules of pay for the declared emergency are as follows:
• Employees who have worked prior to the announcement of the declared
emergency will be paid under the normal rules of pay (regular shift rules) up to 16
continuous hours whether it's a regular workday, a day off, or a holiday. Shift before
shift rules will apply for that day only.
• The employee's shift will change due to the emergency outage restoration
requirements and available resources. Management will be responsible to
coordinate all shifts associated with the emergency. The Company has agreed to
pay up to an eight (8) hour rest period to accommodate this flexibility.
• Once the employee has worked 16 hours and has not had more than an eight (8)
hour break (rest), then the rate of pay for all hours worked after 16 hours will be at
double time (2x) rate of pay. The rate of pay for all hours worked will remain at
double time (2x) until more than an eight (8) hour break (rest) in work is achieved.
• An opportunity for up to an eight (8) hour rest period will be afforded to employees
who have worked 16 continuous hours or more, provided that the employee returns
to work directly after the end of their rest period.
• The intent of the rest period is to provide a fresh resource for their next regular
workday. The rest period will not be paid if the employee is on vacation, sick or
holiday or is given more than an eight (8) hour break before their next regular
workday.
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• When an employee is released from the Declared Emergency with eight (8) hours
break in work, the employee will return to normal rules of pay pursuant to the
Agreement.
Employees shall not be required to work any longer than 24 continuous hours unless
current work assignment will be completed within six (6) hours. Or in cases where working
these additional hours at the beginning of a Declared Emergency would be conducive to
establishing efficient work/rest shift rotations/cycles for DE work needs.
Should questions arise regarding the payment of Declared Emergency Rules of Pay, the
Parties agree to first bring the concern to the Labor/Management Committee for
resolution prior to the established grievance procedure in Article 5 of the Agreement.
Drug and Alcohol Testing
April 12, 2012
Memorandum of Agreement
Between
IBEW Local 57
And
PacifiCorp
Drug and Alcohol Testing
PacifiCorp and IBEW Local 57 agree to the following provisions related to Drug and
Alcohol Testing of employees covered by the Rocky Mountain Power, PacifiCorp Energy,
Combustion Turbine, and Laramie collective bargaining agreements.
Employees are prohibited from selling, possessing, using, transferring, or purchasing
illegal drugs or alcohol on Company time or property or while in a Company or leased
company vehicle or when representing the Company. Employees are prohibited from
working while under the influence of illegal drugs or alcohol. This agreement does not
preclude the Company from taking any actions required by Federal regulations.
IBEW Local 57 represented employees will be subject to drug and alcohol testing as
follows:
Random Drug and Alcohol Testing
Random Drug and Alcohol Testing means that the tests are unannounced, that individuals
are selected on a random basis, and that the odds of being tested are equal for all
employees in the random testing pool. This pool includes all bargaining unit employees
that do not have the requirements of a CDL.
A third-party contractor may be responsible for the random selection process. The
contractor and/or PacifiCorp will notify management of the names of employees selected
to be tested.
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Management will coordinate a testing date. Management will not announce pending
random drug and alcohol testing until the time of the appointment. Each employee
selected for testing shall be tested during the defined testing period. Once notified of
selection for a random test, the employee must immediately report to the facility for
testing.
After completing the testing process, the employee is required to return to work unless
instructed not to do so by the medical review officer (MRO) or unless the test results are
positive. Employees will not be required to report for a random test while on regular
scheduled days off, vacation or sick leave. Employees will not be suspended without pay
pending the results of a random drug and alcohol test.
The random pool of employees shall include all Local 57 represented employees and all
management of the business unit. No more than 10% of the pool shall be randomly
selected annually. Each employee in the random pool shall have an equal chance of
being tested each time selections are made.
Post-Accident Drug and Alcohol Testing
Employees may be required to submit to a post-accident drug and alcohol test in the
following instances:
• involved in an on-the-job accident
• involved in an OSHA recordable event
• involved in an accident which involves property damage that is reasonably
estimated at the time of the accident to exceed $1000 or is classified as a
preventable vehicle accident
Employees who are required to submit to a post-accident test will not be returned to work
until the results of the test are known. If the test result is negative, the employee will be
made whole for regular work time missed as a result of the test.
Reasonable Suspicion Drug and Alcohol Testing
Reasonable suspicion is defined as trustworthy evidence which would cause a prudent
person to suspect that the employee has used or is under the influence, or impaired.
Reasonable suspicion testing for drugs and alcohol is permissible only when reasonable
cause exists that an employee has used or is under the influence of alcohol or illegal
drugs while on Company time, property, in a Company vehicle or while representing the
Company.
Before ordering an employee to submit to a drug and alcohol test, the employee's
supervisor must seek approval of their supervisor, if practicable. The supervisor ordering
a drug test must as soon as practical write a narrative report of the information and
observations which gave rise to the order to take a drug test.
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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 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
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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.
Transportation Department After Hour's Coverage
April 19, 2012
Rocky Mountain Power Company and International Brotherhood of Electrical Workers,
Local 57 agree to resolve the class action grievance R-57D-2012-3355 as follows:
When the Company has a need for standby resources in the Transportation Department
to be available for after hour emergency work the compensation for such standby will be
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. For this emergency
response, overtime will start at the time of the call, will not be less than two (2) hours, and
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will be paid for at one and one-half(1 1/2)times the regular rate for the particular employee
called.
This agreement will be exercised at the sole discretion of the Company at locations it
deems necessary to have standby coverage. Notice of required staffing levels will be
given to affected employees as soon as practical. The use of standby scheduling will be
kept at minimum for afterhours coverage. Volunteers will be solicited for the required
assignments (and may be rotated by employees) prior to assigning low man in overtime
in the job classification.
This agreement does not alter the requirement for all employees to respond to existing
overtime call outs after regular work hours.
Payment For Meals
Amended January 26, 2023
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.
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Unscheduled Callouts
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(6) hours thereafter while they continue to work.
Once this meal schedule is started, employees will continue to follow it until a break in
work of two (2) hours is satisfied.
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.
For prearranged work on holidays and regular days off, employees will not be
compensated for meals unless starting time is (2) hours before or quitting time is (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 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: April 26, 2023
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.
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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.
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, they will be
removed from the apprentice program and placed in the General Helper
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Classification and given 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.
10. 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 23rd day of May 2014.
Service Coordinator Progression
January 2022
Service Coordinator Progression
PacifiCorp and IBEW Local 57 mutually agree to continue with a training progression for
the Service Coordinator classification, which allows employees to drive their
compensation through completion of the training program. Both parties agree to the
following revisions to the training program as defined below. Refer to the Service
Coordinator Progression document dated May 22, 2001, as found in the Collective
Bargaining Agreement dated January 26, 2001, to January 25, 2003, and made a part
hereto by reference and the Service Coordinator Classification Letter of Agreement
signed by the parties on November 15, 2002.
1. The Service Coordinator training progression consists of eleven training modules.
All the training modules must be completed within twenty-four (24) months. The
training progression will be divided into four sets for advancement:
• The twenty-four-month schedule begins the first month after placement in the
Service Coordinator position. The respective manager and employee will
decide which modules must be completed first.
• All the training modules must be completed, and a training assessment passed
after each module. Multiple modules may be taken concurrently. After each
module an assessment must be passed with a minimum score of 70%. If a
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module is not passed the employee may re-test after a fifteen-day waiting
period.
• Most of the training will be conducted through TEAMS or at NTO. If a training
module is administered away from training center the respective manager will
proctor the assessment and return it to the Training Coordinator for grading and
recording. The official grade transcripts will be kept on a shared folder.
2. The four sets of training modules will be subsets of the modules listed below:
• CSS/Work Tracking/RCMS
• Line Extension Contracts
• After the Fact (ATF)/Damage to Company Property (DCP) process
• Customer Service
a. Customer Guarantees
b. Seven Attributes of Exceptional Customer Service
• Facility Point Inspections (FPI)
• ARCOS
• NetCadops
• doForms
• M365
• SAP / Maximo or current system of record
a. Overview
b. Expense Reconciliation
c. Time Entry
d. Expense Work Orders
e. Report Fundamentals
f. Invoice Cockpit
• Field Electrical Facility Equip Orientation
It is understood that from time to time as new programs are acquired additional modules
may be added to the training.
3. Advancement to the next pay level will be as follows (and as currently identified
by year in the Collective Bargaining Agreement):
• Set one: Passing three modules advances to the 2nd pay level.
• Set two: Passing three additional modules advances to 3rd pay level.
• Set three: Passing three additional modules advances to 4t" pay level.
• Set four: Passing the remaining modules advances to the after training pay
level.
4. New Service Coordinators will be required to be in each step for at least three (3)
months prior to advancement.
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5. The training program is designed to take no more than 24 months to complete.
Each Service Coordinator will be monitored on an on-going basis. This program is
designed for the Service Coordinator to succeed and is a requirement for this
classification.
6. Upon successful completion of each set of training modules the Service
Coordinator will advance to the next pay grade effective on the 11t" or 26t" of the
month, whichever occurs first.
7. Service Coordinator positions will have the minimum qualifications as follows:
• Passed type test at 30 wpm or within 10 days after receiving the bid (or prior
to hiring externally).
• Must complete the training progression within 24 months. Failure to complete
the training within 24 months may result in removal from the program.
This Letter of Agreement is made part of the Letter of Agreement on page 89 of the Power
Delivery Collective Bargaining Agreement and the Service Coordinator Classification
Letter of Agreement signed by the parties on November 15, 2002 and may be modified
as needed by mutual agreement of the parties.
Groundman Classification — Provisional Status
May 23, 2022
This Letter of Agreement between IBEW Local 57 ("Union") and PacifiCorp ("Company")
memorialize discussions between the parties associated with the creation of a provisional
status Groundman classification.
The parties met to discuss options to expand recruitment opportunities while affording
new hires the ability to explore a career in the utility sector. As part of these discussions,
the parties have mutually agreed to develop a "provisional status groundman position"
designation. The purpose is to expand efforts to afford qualified persons not currently
employed in the utility to exposure to the utility industry and provide a pathway for
opportunities in the company's apprenticeship and pre-apprenticeship programs.
A provisional status shall be defined as an employee whose employment is intended to
last more than six (6) months but less than two (2) years from start date in the Groundman
classification. The work performed affords incumbent the opportunity to gain skills such
as CMV, CDL and/or NJATC training to further their career within the utility. The use of
the provisional status employee will not impede the opportunities of regular employees or
bypass the bidding procedure defined in the Local 57PD Agreement and are not subject
to Article 3.5 of that agreement.
Incumbents awarded Groundman-Provisional positions shall have the terms of Article
3.1.1 (Probationary Period) applied during the duration of their provisional time period.
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Upon successfully bidding or being selected for a regular or regular part-time position the
employee will be covered under the regular provisions of Article 3 .1.1.
Provisional status employee(s) will be eligible to participate in training similar to those of
nonprovisional employees. The company encourages participation in opportunities for
provisional status employees to obtain training and skills, such as CMV and CDL and
NJATC processes, to assist provisional employees to qualify for future company
openings.
In recognition of the intent to provide a pathway to opportunities in the company's
apprenticeship programs, the company agrees to the following process for preference to
fill vacancies designated as provisional:
1. Candidates referred to the Company, and who apply for the job posting; and then
2. Candidates who apply directly to the Company and are not referred to the
Company.
The Company shall maintain the sole discretion to determine the qualified applicants
selected for interview and employment. Candidates will be subject to Company hiring and
pre-employment requirements.
The Groundman-Provisional classification will be compensated at a wage rate that is 60%
of the journeyman lineman wage rate and will accrue benefits equivalent to a regular
employee including vacation, sick leave, medical insurance coverage, and 401(k)
contributions. Furthermore, a provisional status employee who is offered and accepts a
Local 57PD represented position with no break in service shall be eligible for health and
welfare benefits and personal time off accrual based on their continuous service from
their start date as a provisional status employee. For purposes of overtime work,
preference will be extended to "regular status" employees, and the Company is under no
obligation to balance overtime for provisional status employee(s).
Customer Care Specialist— Remote Work Pilot Program
June 6, 2022
This Letter of Agreement between IBEW Local 57 ("Union") and PacifiCorp ("Company")
memorialize discussions between the parties associated with the creation of a pilot
program that may permit Customer Care Specialist the ability to work remotely.
Currently the Care Center offers the specialist classification the ability to work a hybrid-
remote work schedule (two weeks in office, two weeks remote work). The company
routinely hires "classes" of care specialists. Through execution of this agreement, the
company intends to afford applicants in its August "hiring class" who apply and are
selected for a position and who are expected reside in Carbon or Emery County, Utah to
work remotely.
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The parties have agreed to the following guidelines for this select pilot program to ensure
productive work environment for those working remotely:
1. Employees should maintain a residential workspace that promotes an environment
free from noise, hazards and other distractions;
2. Residential workspace used in a "remote work" may be subject to management
inspection prior to and a maximum of two (2) times monthly thereafter. Any home
office inspection shall require four (4) hours prior notice to the affected employee;
and
3. Employees must have high speed reliable internet connectivity with minimum
speed of IOOMbps download and 10 Mbps upload for a single user working
remotely (testing available at www.speedtest.net). In cases where there are
multiple users in a location higher speeds may be required. Expenses for internet
service shall be at the expense of the employee.
4. The company will provide remote workers with standard office equipment including
a company laptop, docking station, two (2) monitors, mouse, keyboard, ethernet
cable and headset;
5. Work Expectations:
a. Employee performance must remain consistent and remote work
employees are expected to maintain the same performance standards and
metrics and quality customer experiences as employees working onsite.
b. Employees with remote work arrangements will follow the same policies and
procedures as all other employees including performance expectations,
professional and courteous communication, harassment and discrimination
prohibitions, safety reporting requirements, time reporting and approval,
corporate records retention and legal holds, standards of conduct, drug and
alcohol policies, cybersecurity, and information technology policies, etc.
6. Communications: Employees are to be online and accessible during their work
hours. Requirements to work remotely include:
• High speed reliable internet connection with minimum speed of IOOMbps
(testing available at www.speedtest.net)
• Company provided computer must be physically connected (hard wired) to
a router or modem by a company supplied cable (no wireless connection).
• The company may require remote workers to report to a company jobsite
for training or company-required meetings. Travel to and from the company
jobsite such as the Customer Care Center will be during normal business
hours and will be compensable. Expenses associated with traveling to the
company jobsite will be in accordance with the company travel expense
policy.
• Should a remote worker's home internet connection fail and it is unable to
reconnect for five (5) minutes or longer, they should immediately contact
their supervisor. The employee will be required to use vacation time or make
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arrangements to flex their shift for the day to cover the period they are
unable to work remotely due to a power outage.
• Should a remote worker experience a residential power outage for five (5)
minutes or longer, they should immediately contact their supervisor. The
employee will be required to use vacation time or make arrangements to
flex their shift for the day to cover the period they are unable to work
remotely due to a power outage.
The parties agree to meet and concur should questions arise out of the execution of this
agreement and the patties may mutually agree to modify the term and conditions of the
agreement as necessary.
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.
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.
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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 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.
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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.
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.
Customer Care Specialist— Letter of Agreement
June 6, 2022
This Letter of Agreement between IBEW Local 57 ("Union") and PacifiCorp ("Company")
memorialize discussions between the parties to clarify all previously executed Memo of
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Understanding for Customer Service Operations including the most recent agreement
dated February 9, 2022.
Given that, enclosed as Attachment #1, is a revised Letter of Agreement for Customer
Care Center Operations. This new agreement shall supersede all previous MOUs
associated with Customer Care Center Operations.
Letter of Agreement - Customer Service Operations - Wasatch Customer Care
Center - Revised June 06, 2022
I. Preface
This letter of agreement serves to outline the work rules and job descriptions that are
specific to Customer Care Center employees represented by IBEW Local 57. Contents
contained herein are in addition to work rules established in the IBEW Local 57PD
Agreement and PacifiCorp policies.
II. Joint Business Center Negotiating Committee
Pursuant to Article 5.2 in the Agreement, the parties value regular and open dialogue on
issues facing the efficient operation of Company and Union business. To this effect, the
Customer Care Center agrees to establish a working group to assist with the
implementation and maintenance of the Customer Care Specialist Program.
This Joint Committee will participate in:
• Qualification design
• Shift bid processes
• Policy and guideline design
Unresolved Committee issues will be submitted to the Company and IBEW Local 57 for
resolution. The Committee does not have the authority to change negotiated elements of
the Agreement.
III. Job Description/Qualifications
Job Title: Customer Care Specialist
Major Function
Contribute to a team of Customer Care Specialists to deliver a full range of customer
service by preparing reports and correspondence, provide customer service by phone,
make and close requests, comply with customer guarantees, data entry, SAP and RCMS
work, distribute mail, review, and pay invoices, payroll entry and perform other work as
assigned. The Customer Care Specialists will focus on providing full service to the
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customer and delivering customer satisfaction, exceeding each customer's greatest
expectations while working to achieve company goals.
Typical Duties
1. Effectively communicate in a professional manner with all internal and external
customers in a telecommunications environment.
2. Acquire and maintain extensive knowledge, including basic knowledge of electrical
generation, transmission, and distribution systems of the energy and customer
service industry to anticipate and respond to customer needs.
3. Stays current, understands, and applies changes relating to rules, regulations, and
policies.
4. Understands and integrates business goals with customer service and delivery.
5. Maintain and increase proficiency in the application of evolving business and
technical skills.
6. Command a thorough knowledge of customer billing components, e.g., tariffs,
systems, and processes.
7. Explain electrical terms, usage, and billing components in a language
understandable to the customer.
8. Provide expertise in all credit and collection processes to ensure excellent
customer service while collecting company revenue in a timely manner.
9. Receive, resolve, and fulfill customer service requests in a seamless manner.
10.Verify customer account information to ensure the person calling is on the account
and information can be shared with the person calling.
11.Deliver expertise and educate customers in energy efficient products and services.
12.Coordinate, schedule and communicate internal and external field activities,
providing timely and superior customer service.
13.Develop and demonstrate team skills to encourage the best from each team
member.
14.Exhibit flexibility in continuing to learn, improve, and provide problem solving,
decision making, and process improvement.
Qualifications
• Two years of customer service experience preferably in a Call Center environment
(for external hires only)
• Basic computer skills, keyboarding requirement at 30 wpm (30 wpm will be for
external hires only, current Customer Care Specialists will not have to re-qualify at
30 wpm and inside applicants within Local 57 keyboarding requirements will be at
30 wpm)
• High School Diploma/G.E.D. or equivalent
• Satisfactory assessment indicating potential ability to provide excellent customer
service in a Call Center/team environment
• Effective oral and written communication skills
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• Math skills to perform basic calculations
• Business skills in conflict resolution and solving customer problems
• Specific language translation and interpretation skills may be required (Spanish)
Customer Care Center Duties and Activities - Ability to perform and/or complete the
following functions:
Customer Service Requests
• Search customer/site
• Verify customer account information
• Connect/ disconnect/update accounts/agreements/services
• Payment options
• General information requests
• Resolve customer complaints
• Work requests
o Create, route and complete
o Dispatch connect/ disconnect, reconnect
• Damage claims
• Strategic account referral
• Medical requests
• Third party notification
Energy Options/Services
• Electronic fund transfer
• Equal Pay
• Rates, comparison, pricing
• Weatherization
• Customer assistance programs
• Advise new services/products as a result of discussions with customers
• Any new programs initiated by the company
Team Skills
• Decision making
• Conflict management
• Cope well with change and uncertainty
• HR policies and payroll process familiarity
• Actively participate in team meetings
• Problem solve
• Process improvement
• Train and mentor
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Communications
• Listen attentively and ask clarifying questions to identify needs
• Know when to seek help
• Receive and give feedback
• Negotiate differences, resolve conflict, and build consensus
• Use all communication skills effectively especially with difficult customers
Service Management
• Know our service level requirements
• Respond quickly and initiate action to handle increased customer call volume
• Initiate outage management system
• Dispatch coordination
• Know how to identify and route emergency/hot call transfers
• Communicate with/to field operations
Billing
• Calculate, document, and explain billings for all rate schedules
• Handle high bill inquiries
• Create/adjust/cancel invoices (including manual and complex billings)
• Metering - simple & complex
o Meter exchange
o Meter adjustments
o Irrigation, seasonal
o Meter tests
• Non-metered billings
o Damage to company property
o Non-electric billings (e.g., garbage, water)
• Aggregates
• Contract invoices and adjustment
• Resolve suspended bills
• Security obligation
• Taxation (customer maintenance)
o Sales, franchises, irrigation, rebates, etc.
Credit & Collections
• Payment plans
• Bankruptcy
• Write off and recovery
• Returned checks
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• Low Income (agency referrals)
• Agency assignments (collection agency management)
• Field collection coordination
• Other accounts receivable
• Commission inquiries and complaints
• Security obligations
• Dispatch
Job Title: Customer Care Specialist Captain
Job Duties
• Have knowledge in all areas of WCCC phone and non-phone activities.
• Provide assistance to Customer Care Specialists
• Handle escalated calls.
• Handle all call types when assigned.
• Handle back-office activities as assigned.
Pre-Qualifications
• Must have a minimum of two years' experience as a PacifiCorp Customer Care
Specialist.
• Must be below 5% of calls going to the Help Desk for the three-month period prior
to bidding. Tracker will be reviewed for reasons for calls to the Help Desk and as
a result an exception may be made.
• Cannot be on active written discipline or greater at time of bid. (Employee may
request that management review their discipline to determine if the employee has
made significant improvement in their performance/behavior. If employee's
performance/behavior has management can (at significantly improved and has
been sustained for at least one year, their discretion) write a letter to be put in the
employee's file that will waive this prequalification requirement enabling them to
apply for the Customer Care Specialist Captain position. The original active
discipline remains active, but the employee will be eligible to apply.)
• Must have zero Access Violations in the 90-day period prior to bidding.
• Must have phone adherence average of 93% or above for a 90-day period prior to
bidding.
• No more than 2 missed scores on each of the customer care sections per month
for the 90-day period prior to bidding.
• After call must be at or below 15 seconds for a 90-day period prior to bidding
Post-Qualifications
• Must maintain pre-qualifications.
• Must successfully complete Business Solutions training.
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• Must successfully complete Irrigation training.
• Net metering training
• Solar subscriber training
• Smart Meter Training
• Direct access training
• Negotiation Skills (LMS - PPWPD00098)
• Customer Service and Soft Skills (LMS-PPWGN00019)
IV. Job Posting/Selection/Shift Bidding
Wasatch Customer Care Center Processes for Creating a New Hire Class:
1. Post internal*full-time and part-time Customer Care Specialist positions, with shifts
to be determined later.
1.1. Allow existing internal Customer Care Specialist's to submit bid for full-time or
part-time positions if they desire to change their current full-time or part-time status
1.2. Allow inside** employees within Local #57/Rocky Mountain Power to bid for
full time and part time positions.
1.3. Post bid to outside***
2. Award bids from posting.
2.1. Once bids are awarded, management will determine exactly how many full-
time and part-time positions to hire from the outside.
3. At the time of the shift bid, Customer Care Specialists will participate in the shift
bids based on their seniority and available open positions.
*Internal = inside Wasatch Customer Care Center
**Inside = within Local 57 / Rocky Mountain Power
***Outside = anything outside Local 57
Wasatch Customer Care Center Shift Bid Details
A shift bid will be conducted a minimum of once annually.
1. A change of status form will be sent out at least twenty (20) business days before
the shift bid.
2. New shifts will be published and posted internal to Wasatch Customer Care
Center for 10 business days.
3. Shift bid seniority list will be established and published.
2.1 . Shift bid seniority between employees with the same seniority will be
determined as follows:
• For new hire Customer Care Specialists just graduating from classroom
training, shift bid for full-time new hire Customer Care Specialists will be
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established separately from the shift bid for part-time new hire Customer
Care Specialists
• Each employee with the same seniority will take their turn spinning a
BINGO cage and drawing a number for themselves. If the Customer
Care Specialist is absent, their number will be drawn by the Union
Steward. High shift bid seniority will start with the number 1 (or lowest
number drawn).The above process establishes the shift bid seniority list
valid for all future shift bids within the Wasatch Customer Care Center
only.
• If a Local 57 employee transfers in and has the same seniority date as a group of
the Wasatch Customer Care Center Customer Care Specialists that have already
established their seniority, the transferring employee will have the lowest seniority
for that group.
• Once the shift bid seniority list for current shift bids has been established, it will be
published.
3. Three (3) separate shift bids will be conducted (Customer Care Specialist Captains,
Fulltime, Part-time).
3.1 Customer Care Specialist Captain Shift Bid will be conducted first and will be
completed prior to the bid for full-time Customer Care Specialist shifts.
• Existing care center captains and qualified Customer Care Specialists may bid
for open care center captain positions based on seniority.
• Existing care center captain employees own their current shift and cannot be
bumped from their shift.
• If existing Customer Care Specialist Captain employee does not desire to keep
their current Customer Care Specialist Captain position, they can bid for
available shifts with the full-time Customer Care Specialists shift bid based on
seniority; however, they must complete the designated section of the change of
status form to indicate such choice prior to the start of the bidding.
3.2 The Full-Time Customer Care Specialists Shift Bid will begin after the
Customer care Specialist Captain bid is completed.
3.2.1 Employees participating in the full-time Customer Care Specialists shift bid
will include:
• Customer Care Specialists with current full-time status
• Customer Care Specialists given full-time status through posting
bid award
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• Customer Care Specialist Captain who chooses not to participate
in the Customer Care Specialist Captain shift bid.
3.2.2 Full-time Customer Care Specialists who desire to move to part-time status
must bid and be awarded the position prior to the shift bid process. The Customer
Care Specialists will then be allowed to bid for available part-time shifts with the
part-time Customer Care Specialists, based on seniority.
3.3 The Part-Time Shift Bid will be conducted last.
3.3.1 Employees participating in this shift bid include:
• Customer Care Specialists with current part-time status
• Customer Care Specialists given part-time status through posting
bid award
3.3.2 Part-time Customer Care Specialists who desire to move to full-time status
must bid and be awarded the position prior to the shift bid process. The Customer
Care Specialists will then be allowed to bid for available full-time shifts with the full-
time Customer Care Specialists, based on seniority.
General Shift Bid Information
• A separate form for each shift will be prepared. The form will include a line for each
available position on that shift. The employee with the most seniority will be the
first to choose which shift they desire and will select by printing their employee
number and signing for the desired shift.
• If helpdesk/captain positions are open, qualifying Customer Care Specialists may
elect to take one of these open, full-time positions (see helpdesk/Customer Care
Specialist Captain pre-qualification requirements).
• The next senior employee will select in like manner, until all employees have had
the opportunity to make their selection from those shifts with open positions.
• Each employee is expected to have previously determined their prioritized order
of shift preferences, so when it is their turn, they will be able to make their selection.
• During the shift bid process, a status report with positions taken and those
remaining will be emailed to employees on a regular basis. The purpose of this is
to let employees yet to participate in the shift bids know what their choices will look
like as their turn approaches.
Absentee Form
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• If an employee is scheduled to be on vacation during the shift bid, they must
complete an Absentee Shift Bid Form and have it submitted to the designated
Local 57 Steward by 5:00 PM the day before the shift bid is scheduled to begin.
Based on the shift priorities identified on that form, the employee's shift will be
assigned.
• If an employee is sick on the day of the shift bid or not at work and unable to
participate in the shift bid at the appropriate time, they must call the Absense Line
at [phone] between the hours of 8 a.m. and 10 a.m. The call will be
forwarded to the designated Local 57 Steward. The Steward will complete the
Absentee Shift Bid Form for the sick employee over the phone. Shift will be
awarded based on the priorities identified on the Absentee Shift Bid Form.
• The shift bid will not be slowed down due to an employee being absent. Failure to
follow the above process will result in the loss of Customer Care Specialist's choice
of shifts, and the Customer Care Specialist will be assigned a shift based on
seniority and remaining openings at the end of the bid process.
V. Attendance Policy
Purpose
The purpose of these guidelines is to provide a structure and process to address
attendance issues. Attendance issues involve vacation, sick leave, bereavement leave,
unscheduled absences, arriving to work late, leaving work early, long lunches or breaks,
unscheduled breaks, or any other unscheduled absence.
Responsibilities
Scheduler
• Ensure there is appropriate staffing at the Wasatch Customer Care Center.
• Approve time off in accordance with the staffing requirements.
Manager
• Each Manager is responsible to meet staffing needs. Staffing needs include
absences for scheduled and unscheduled time off.
• The Manager will discuss the importance of attendance, listen to messages on the
Absence Line or take the customer care specialist's call, and if needed will contact
the customer care specialist for more information regarding their absence.
Employee
• Each employee is responsible to manage their time off within these
guidelines.
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The provisions of Articles 7.2.8 and 7.29 shall remain in effect associated with annual
preselection for vacation and splitting vacation.
I. Annual Pre-selection of Vacation
Process to be administered in accordance with the Collective Bargaining Agreement:
Sections 7.2.8 but the parties agree to modify the terms of Article 7.2.9 as follows:
Section 7.2.9 - Customer Care Center Employees Only
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.
(1) The vacation selection process will occur in October of each year for the following
calendar year (December 26 through December 25)
(2) 1st Step: Each Customer Care Specialist will be allowed to select up to five (5)
choices in order of preference. Approval for the selected time off will be based on
company seniority in order of choice and availability.
2nd Step: Subsequent requests including floating holidays and attending funerals
not covered under bereavement policy will be awarded based on a first come first
serve basis, availability and at management's discretion.
(3) Employees may not schedule more vacation time than they have available or that
they may accrue by the time of their planned vacation.
(4) To cancel scheduled time off, employees must notify management one full
business day in advance.
(5) If an employee has exhausted all their available paid time off, or are unable to
accrue enough paid time off, prior to their pre-selected vacation, any remaining
vacation may be cancelled at management's discretion.
(6) If an employee chooses not to schedule all of their vacation time, they run the risk
of not getting their desired choices.
IL Subsequent Vacation Requests
A. Process for Scheduling Time Off in Advance.
All scheduled time off should be submitted at least fourteen (14) calendar days prior to
the date(s) requested.
(1) The Customer Care Specialists will look in the calendar and verify time off is
available. If available, the employee will submit a time off request.
(2) The Scheduler will approve or deny the request based on established criteria and
business needs.
(3) The Scheduler will notify the Customer Care Specialists whether the request was
approved or denied.
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This will also include the scheduling of Floating Holidays in accordance with the
Collective Bargaining Agreement section 7.1.1.
B. Scheduling Time off -- NOT in Advance.
There is recognition that employees will have situations that will not allow them to
schedule time off in advance.
(1) Customer Care Specialist's must receive approval by the end of their shift or 24
hours prior to the start of their next shift.
(2) Based on business needs, Managers may approve exceptions to (1).
lll. Unscheduled Absences
Time off for sick leave will be in accordance with the Collective Bargaining Agreement.
See Article 7 .2.11 and 7 .2.14 for reference.
Unscheduled absences have a significant detrimental impact to the Company's operation.
Unscheduled absences are to be handled as follows:
(1) Customer Care Specialists are required to call the Absence Line (801-955-2441)
prior to the beginning of their shift to notify the Company of any unscheduled
absence.
(2) When calling the Absence Line, Customer Care Specialists are expected to leave
their name, employee number, team manager's name, reason they can't come in,
expected date and time of return, and callback number for that day.
(3) Customer Care Specialists may be required to give additional information
regarding the nature of their absence, i.e., Family Medical Leave Act (FMLA).
(4) In cases where further information is required, the Customer Care Specialist may
be contacted.
A pattern of unscheduled absences triggers an administrative investigation that may
result in disciplinary action, up to and including termination.
IV. No Call No Show
This is considered serious misconduct; therefore, a Customer Care Specialist who does
not report to work or notify the Customer Care Center of their intent to be absent prior to
the beginning of their shift, will be subject to disciplinary action, up to and including
termination, unless there are extenuating circumstances.
V. Tardies
(1) Customer Care Specialists are expected to be at their desk ready to take calls at
the start of their shift. Employees who log in late, log out early, return late from
breaks and lunches may be subject to disciplinary action.
(2) Regular full-time Customer Care Specialists will be allowed a 240-minute tardy
bank for a rolling 12 calendar month period. Replenishment of each occurrence is
returned to your tardy bank 12 months later from the date of the occurrence.
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Exceeding this amount triggers administrative action that may result in disciplinary
action. ALL tardies (including reasons such as illness, traffic, etc.) greater than
one minute 59 seconds and less than two hours will be counted in the tardy bank.
Snow days may be granted at management's discretion.
(3) Regular part-time Customer Care Specialist's tardy bank will be as follows:
Proration Factor per-
Hours of Work per Week Minutes in Tardy Bank Month
20 or less 120 10
21 - 25 150 12.5
26 - 30 180 15
31 - 35 210 17.5
36 or more 240 20
SAMPLE PRORATION
Full-time to Part-time(20 or less) Part-time (20 or less)to Full time
START 240 START 120
1st Full Month -10 230 1st Full Month 10 130
2nd Full Month -10 220 2nd Full Month 10 140
3rd Full Month -10 210 3rd Full Month 10 150
4th Full Month -10 200 4th Full Month 10 160
5th Full Month -10 190 5th Full Month 10 170
6th Full Month -10 180 6th Full Month 10 180
7th Full Month -10 170 7th Full Month 10 190
8th Full Month -10 160 8th Full Month 10 200
9th Full Month -10 150 9th Full Month 10 210
1Oth Full Month -10 140 loth Full Month 10 220
11th Full Month -10 130 11th Full Month 10 230
12th Full Month -10 120 12th Full Month 10 240
(4) Customer Care Specialists will be responsible for ensuring the accuracy of the
tardies entered into their schedules by acknowledging schedule alerts in Schedule
Viewer. If the Customer Care Specialist feels there is a discrepancy, they should
email a member of management to investigate within 10 calendar days.
Vl. Time Off Without Pay
1. Time off without pay is unacceptable and will NOT be granted unless the
time off qualifies under the FMLA (Family Medical Leave Act), or other
qualifying leave approved by Management.
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2. With the exception of (1) above, employees may be subject to disciplinary
action for using time off without pay.
3. If an employee has exhausted all their available paid time off or are unable
to accrue enough paid time off, any remaining scheduled time off may be
cancelled at Management's discretion.
Vll. Ten-Hour Shift Agreement
This agreement is for regular full-time employees and regular part-time employees and
will remain in effect until either party gives sixty (60) day's written notice of their desire to
end this arrangement. If such notice is provided, the schedule will cease and employees
will be assigned to their new schedule in accordance with Article 4.1.1, no later than the
beginning of the first full pay period after the sixty-day notice has expired.
Based on this agreement for a ten-hour shift, the parties agree to modify the following
Articles in the Agreement for the Customer Care Center:
Article 4.1.1
Ten consecutive hours (except time out for meals) shall constitute a normal day's work
for the Company. Other changes may be made by mutual agreement by the parties
hereto. Employees shall receive a minimum notice of 5 working days prior to changing
their shift. It is understood that the definition of "regular hours" in this agreement is
ten hours, including vacation and sick leave days.
Article 4.1.2
Four days (40 hours) shall constitute the normal workweek for all employees working
ten-hour shifts. The work schedule shall provide for a minimum of (2) consecutive days
off within a 7-day workweek. (An example of such would be a Friday, Saturday, Monday,
and Tuesday shift where (2) consecutive days off Wednesday and Thursday were
provided)
Regular part-time employees are paid overtime when work exceeds ten (10) consecutive
hams in a day or their first or second day off of their consecutive days off for the regular
40-hour work week (for example, a regular part-time employee whose regular shift is
Monday and Tuesday their regular work week is Monday through Thursday; therefore,
overtime will not be paid until Friday, Saturday or Sunday).
Article 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 ten (10) 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.
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Article7.1.1
The Floating Holiday must be scheduled with management prior to being granted.
Regular Full-Time employees will receive 8 hours holiday pay. Part-time employees
will receive a prorated amount. These hours may or may not be supplemented with
vacation leave and must be used in the full allotment.
Regular Full-time employees who call in absent on a working holiday will be paid 8
hours holiday pay and 2 hours vacation or 2 hours sick leave whichever is
applicable. Part-time employees will receive 6 hours holiday pay and 4 hours
vacation or 4 hours sick leave whichever is applicable.
Article7.2
Sick Leave & Vacation: Utilization of accrued leave shall be by the hours of work actually
missed by the employee.
Additional Provisions:
Weekend Differential
A 2% weekend differential will be paid in accordance with section 4. 7 of the current Labor
Agreement when working a shift meeting both of the following criteria:
1. The work shift schedule does not provide for 3 consecutive days off within a 7-day
window.
2. The work shift requires the employee to work on Saturday.
Other ten-hour shifts that do not meet the above criteria shall not receive any differential.
It is mutually agreed that the terms and conditions of this agreement are not precedent
setting for future agreements.
Shift trades will not cause a shift differential.
Implementation of This Schedule
The parties agree to work with the successful bidders to these schedules to ensure they
are scheduled to work a full week in which these employees move to their new schedule
(i.e., forty hours for full-time Customer Care Specialists.)
Vill. Working Holiday Agreement
The Customer Care Center is staffed during Company Observed Holidays. Employees
scheduled to work on a Company Observed holiday, will be paid in accordance with the
Agreement.
The business will attempt first to meet staffing needs on holidays through voluntary
overtime. If the voluntary overtime received does not meet staffing needs, the overtime
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callout list will be used to fill the remaining shifts needed through mandatory overtime.
You may cancel voluntary overtime for holidays until the email is sent indicating either all
shifts have been filled or mandatory overtime is being applied to fill remaining shifts.
Scheduling vacation days surrounding a holiday will not exempt you from being assigned
mandatory overtime. If someone wants to volunteer for holiday overtime after shifts have
been filled and mandatory overtime was used to fill shifts, they will take the shift of the
last person assigned mandatory overtime and that person will be released from the
mandatory overtime. Any requests for this overtime assignment will need to be submitted
by 8 a.m. on the business day prior to the holiday.
Wasatch Customer Care Center standard business how-son holidays may be between
the hours of 7:00 a.m. and 11 p.m. MST depending upon business needs.
*The Floating Holiday must be scheduled with management prior to being granted.
Regular Full-Time employees will receive 8 hours holiday pay. Part-time employees
will receive a prorated amount. These hours may or may not be supplemented with
vacation leave and must be used in the full allotment.
The "observed holidays" contained within the current collective bargaining agreement will
be the actual holiday for employees working this schedule. Holidays will not be moved.
All employees will receive 8-hours of holiday pay.
An employee who works on a holiday will receive an amount equivalent to the time and
one-half (1'/2) rate for all hours worked during their regular shift. The employee will
receive 2X their rate of all additional hours worked.
When a holiday falls on a scheduled day off the employees will receive 8-hours of holiday
pay and this payment will not be considered "time worked" for the purpose of calculating
overtime payments within that workweek. However, if the employee is called into work
overtime on the holiday, the eight hours of work on their normal work schedule will be
paid at time and one-half and the additional hours of work will be paid at double time.
IX. Operating Hours/Staffing/Shifts
The Customer Care Center established hours of operation are Monday through Friday, 7
a.m. to 9 p.m. and Saturday 7 a.m. to 7 p.m. Staffing for extended hours will be on a
voluntary basis; should there be insufficient or surplus volunteers to fill the staffing needs,
seniority will govern.
Implementation of These Schedules
The parties agree to work with the success full bidders to these schedules to ensure they
are scheduled to work a full week in which these employees move to their new schedule
(i.e., forty hours for full-time Customer Care Center Specialists).
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X. Overtime Procedures
If mandatory overtime is needed, those Customer Care Specialists already scheduled to
work (for regular shift or on voluntary overtime) will work the mandatory overtime. If
additional Customer Care Specialists are needed to cover the mandatory overtime, the
Overtime Callout Lists procedure below will be used.
When the overtime list becomes mandatory, callout will start with the lowest overtime and
then the lowest seniority. Employees will be expected to work until relieved or released
by management.
In those instances where the Company determines that employees will be required to
work overtime, the Company will provide as much notice as possible. The Company may
consider sickness, family sickness, inability to perform the work safely and childcare
issues for release of mandatory overtime.
Overtime Callout Lists
Customer Care Specialists will be allowed to select one of three options for overtime
callout. A file with a list of all of the Customer Care Specialists and their selected option
will be maintained in a shared folder. A Customer Care Specialists can at any time notify
their manager via email to change their option; however, the change will not become
effective until an updated Overtime Call Out report can be printed at the end of each pay
period. The options are as follows:
"I Can Come In"
These Customer Care Specialists will be called in first starting with the lowest overtime
and then highest seniority.
"I Might Be Able to Come In"
These Customer Care Specialists will be called in second starting with the lowest
overtime and then highest seniority.
"Do Not Call Unless Mandatory"
These Customer Care Specialists will be call ed only if overtime becomes mandatory.
If mandatory overtime is needed CSE's (outside of emergencies/outages/)will be notified
24 hours prior to shift whenever possible.
Logging Overtime
The supervisor initiating the call for overtime will log as follows:
• Always enter a date and time
• "Yes" - if the Customer Care Specialists has agreed to come in
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• "No" - if the Customer Care Specialists could not come in (if mandatory, enter Why
Not)
• "Voice Mail" - leave message indicating we are looking for overtime with date, time,
and a request for them to call 955-2410. Do not come in without calling first
because the need for overtime may be over.
Overtime will not start until a callout time is confirmed. Because mandatory overtime is
generally used for emergencies, the Customer Care Specialist is expected to be here as
soon as possible.
Voluntary Overtime
The above procedure does not waive the Customer Care Specialist's right to volunteer
for overtime when requested.
• Limited overtime can be cancelled within 72 business hours advance notice if the
employee cancelling can find someone to cover the shift or you or if there are
employees on the waiting list to work the shift in question. Instances where
employees cancel or do not report for limited overtime shifts without securing
coverage for that shift may result in an investigation leading to disciplinary action.
• During a 12-month (calendar year) you cannot have more than 5 cancelled
voluntary overtime occurrences with less than 48-business hour notice or it may
result in an investigation leading to disciplinary action.
XI. Workforce Performance Monitoring
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. Wasatch Customer Care Specialists 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
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.
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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
Customer Care Specialist 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 Customer Care Specialists. 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 Customer Care
Specialists, with a ten (10) working day grace period before marking employees
down on an evaluation for that change. Customer Care Specialists 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.
Letter of Agreement— Seniority
July 16, 2020
It is understood by Rocky Mountain Power and IBEW Local 57 that the language in both
the Power Deliver and Power Supply Agreement(s) between Rocky Mountain Power and
IBEW Local 57 applies to only the Employees working under these Agreements — within
the jurisdiction of IBEW Local 57.
Seniority in the Power Delivery and Power Supply Agreement(s) is accrued and applied
per Article 3 and other applicable Articles and MOA's within the Agreement(s). Seniority
accrued within other Collective Bargaining Agreements cannot be used for the purposes
of bidding/bumping in these Agreements. Seniority in the Combustion Turbine and
Laramie Agreement(s) is defined as accrued within those Agreements.
Letters of Agreement— Clean Up Tentative Agreement— 2023 Negotiations
November 17, 2022
The Company and Union met on July 14, 2022, and reviewed all letters of agreement
(LOAs). Based upon that review, the Parties determined that the LOA's listed below are
the entirety of all known active LOAs. These LOA's will be listed in the back of the
agreement and the Company's intranet page.
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Should the parties discover any unreviewed LOAs not listed below, the parties shall meet
to discuss whether they are still active. If the parties determine they are active, the
Company shall post the LOA's on the Company's intranet page.
IBEW 57 PD — Signed Letters of Agreement
1998-04-24 1 IFilling Journeyman Equipment Mechanic Positions
2002-02-13 1 INTO Based Project Sponsors
2002-04-05 1 IPacifiCorp Employees Who Become Full-Time Employees of IBEW 57
2002-09-19 1 IThree (3) Phase Disconnect and Re-Connect - Field Metering Specialists
2002-09-23 1 jEliminating Service Connections and Reconnections After Business Hours
2002-12-10 1 IPolicies and Procedures for Electronic Technician Training
12002-12-111 IMetering Dress and Appearance Policy
2002-12-19 1 lJoint Business Center Committee
2003-01-10 1 ITen-Hour Shift Agreement for the Wasatch Customer Collection Center
2003-09-05 1 jApprentice Bidding, Relocation and Apprenticeship Program Cancellation
2005-03-17 1 IStaffing and Operating Parameters for the Wasatch Restoration Center
2006-07-17 1 lExpense Reimbursement when Staying with Family and Friends
2007-05-29 1 ITwelve-Hour Shift Agreement for Outage Coordinators
12007-10-011 IDissolution of the Streetlight Maintenance Department - Employee Assignments
2008-01-25 1 IProcedure for Bidding, Awarding and Hiring Substation Journeyman Positions
12008-03-311 IDispatch General Foreman Working Hours
12008-08-011 IService Coordinators Located in Pleasant Grove &Terminal Substations
2008-12-05 1 IDeclared Emergency Rest Period - Clarification
2008-12-05 1 IMetering Scheduler - Job Description
2009-02-17 1 lJourneyman Lineman Bidding Apprentice Estimator Positions
12009-07-311 ISubstation Working Foreman - Bid Requirements
2009-09-04 1 ISpecial Need - Standby Provisions
12009-10-011 lQualifications for Journeyman Substation - Troubleshooter Positions
2009-11-17 1 ISub-Transmission Dispatcher NERC Certification
2012-04-12 1 IDrug &Alcohol Testing
2012-04-19 1 ITransportation Department After Hours Coverage
2014-04-30 1 IStaffing and Operating Parameters for Jmn Substation Troubleshooter (Salt Lake)
2014-05-23 1 jEstablishment of Pre-Apprentice Lineman Position
2015-03-05 1 jEstablishment of Seniority for Former Eagle Mountain City Employees
12016-03-011 ISubstation Apprentice - Bid Requirements
2017-09-07 1 jAlternative Shift for Troubleshooters in American Fork, Layton amd Ogden
2017-12-19 1 lout of Town Training Compensation
2019-02-13 �rainees
rocedure for Bidding and Hiring Area Relay Techs, Relay Techs and Relay Tech
2019-09-26 1 IZone-Pay for First Responders Headquartered in Park City
2019-12-12 1 ILogistic Specialist Bid Award Preference
2020-07-16 1 ISeniority
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12021-02-111 ISubstation Working Foreman Pool Qualification Process
2021-04-27 1 13mn Lead Cable Splicer & Lead Cable Splicer Foreman and General Foreman Wages
2021-05-05 hree 13-Hour Shifts for 40 Hours Compensation at the Salt Lake Dispatch Center
2021-06-16 1 lWorkplace Performance Monitoring for T&D Operations Employees
2021-06-21 en-Hour Shift Agreement for the Salt Lake Metro Downtown Underground Department
2021-11-04 1 ISub-Transmission Dispatcher Job Award Order
12022-01-311 IService Coordinator Progression
12022-05-111 IWRC Afternoon Shift - General Foreman Classification
2022-05-23 1 IGroundman Classification - Provisional Status
2022-05-26 1 IField Office Summer Hours - 10-Hour Shift Agreement
2022-06-06 1 ICustomer Care Specialist Remote Work Pilot Program
2022-06-06 1 ICustomer Care Center Operations - Wasatch Customer Care Center
2022-06-13 1 ICustomer Care Specialist and CSP Captain Wage Rate Revision
2022-07-06 1 IGeneral Foreman - Dispatch Multiple Shifts
2022-07-29 Customer Care Specialist Remote Work Pilot Program - Extension
The following LOAs will be included in the back of the book for quick reference
(some are already listed in the back of the book with no known signed LOA, and some
are newer signed LOAs not listed).
1985-11-27 10vertime Callout Procedure
2001-05-22 emporary Hiring Hall Employees
12003-01-011 IDeclared Emergency LOA Combined with a new Declared Emergency LOA
12012-04-12 1 IlDrug &Alcohol Testing
2012-04-19 ransportation Department After Hours Coverage
2013-06-06 Payment for Meals
2014-05-23 1 lPre-Apprentice Lineman Position
2022-01-311 IService Coordinator Progression
2022-05-23 1 IGroundman Classification - Provisional Status
2022-06-06 1 ICustomer Care Specialist Remote Work Pilot Program
jNo Date I IDIscipline Procedure (from back of book- no signed document) not in active letters
2022-06-06 1 ICustomer Care Center Operations - Wasatch Customer Care Center
�020-07-
16Senlorlty
The following LOAs will be incorporated into contract language by separate
proposal after which they will be considered inactive.
T1-6 - - - -
2006-07-17 1 lExpense Reimbursement when Staying with Family and Friends
No Date I IGrievance process (include any needed components in Company proposal language)
The following LOAs will be removed from the back of the book and will be inactive
(they are outdated and/or no longer pertain)
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1982-08-25 Systems and Computer Services Agreement to change Normal Working Hours for Data
Processing Programmers
1983-09-13 ransportation Department Working Hours
1986-01-011 JAdvancement without Bidding
1986-09-02 dvancement without Bidding Region Engineering and Transmission Line Projects
Engineering Departments
11996-01-26 asatch Business Center
2001-05-22 Service Coordinator Progression (replaced with the new Service Coordinator Progression
LOA )
& — --- _
12006-01-011 IGrievance Process
2FOO2008-01-01 Hiring Hall (Can find no signed agreement. Meter readers on property working past
S-01-01
January 2008) Remove as it no longer applies.
ame in the wage table eig the
—I
No Date I OCCC Workplace Performance Monitoring
The following LOAs will be removed from the back of the book and moved over to
the Company's intranet page and will remain active (unable to locate signed copies
of some)
11982-04-011 ISeniority for Former CPN Employees
11982-04-011 ISeniority for Former Lincoln Service Employees
1982-04-01 1 Vacation and Sick Leave Provisions for Employees who Leave Company for Full Time
Employment with IBEW, Local 57
1989-01-26 1 ISummer Working Hours
1992-10-14 1 IDrafting and Designer Advancements
1995-07-05 I IStreet Light Maintenance Worker
2001-05-22 1 IGeneral Foreman Classification
2001-05-22 1 11-ogistics Specialist/Lead Logistics Specialist
2001-05-22 1 ISite Agent Classification
2001-05-22 1 ISubstation Journeyman and Foreman
12003-01-011 JOutage Coordinators
2003-02-01 ransformation Reclamation Worker
2003-02-01 1 JInfrastructure
12006-01-011 ISenior Logistics Specialist
1985-01- Biddin of A
6 g pprentices (from back of book-no signed agreement)
�021-04- I
Jmn Lead Cable Splicer& Lead Cable Splicer Foreman and General Foreman
7 Wages (wages are in the wage table on the intranet site)
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Union Contact Information:
Local Union 57, I.B.E.W.
Phone [phone]
Fax No. [phone]
Email: [e-mail]
Website: www.ibew57.com
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MEW Local 57PD Wage Table 2023-2028
Wage Schedule and Job Classifications
Notes Job Classification Year Job PayScale
(Level) Code Group
Customer Care Center
Customer Care Spcst-Level 1 1 2772 2772 20.81 21.76 22.30 22.86 23.43
Customer Care Spclst(S)-Level 1 1 2772 2772+S 21.81 22.76 23.30 23.86 24.43
Customer Care Spclst-Level 2 1 341 341 22.55 23.58 24.17 24.77 25.39
Customer Care Spclst(S)-Level 2 1 341 341+S 23.55 24.58 25.17 25.77 26.39
Customer Care Spclst-12 Month 1 2740 2740 24.28 25.39 26.02 26.67 27.34
Customer Care Spclst (S)-12 Month 1 2740 2740+S 25.28 26.39 27.02 27.67 28.34
Customer Care Spclst-18 Month 2 2734 2734 26.02 27.20 27.88 28.58 29.29
Customer Care Spclst(S)-18 Month 1 2734 2734+S 27.02 28.20 28.88 29.58 30.29
Customer Care Spclst-24 Month 1 2745 2745 27.76 29.03 29.76 30.50 31.26
Customer Care Spclst (S)-24 Month 1 2745 2745+S 28.76 30.03 30.76 31.50 32.26
Customer Care Spclst-30 Month 1 2777 2777 29.50 30.84 31.61 32.40 33.21
Customer Care Spclst (S)-30 Month 1 2777 2777+S 30.50 31.84 32.61 33.40 34.21
Customer Care Spclst-36 Month 1 2748 2748 31.26 32.69 33.51 34.35 35.21
Customer Care Spclst(S)-36 Month 1 2748 2748+S 32.26 33.69 34.51 35.35 36.21
Customer Care Captain-24 Month 1 2782 2782 29.68 31.03 31.81 32.61 33.43
Customer Care Captain (S)-24 Month 1 2782 2782+S 30.68 32.03 32.81 33.61 34.43
Customer Care Captain-30 Month 1 342 342 31.89 33.34 34.17 35.02 35.90
Customer Care Captain (S)-30 Month 1 342 342+S 32.89 34.34 35.17 36.02 36.90
Customer Care Captain-36 Month 1 343 343 34.09 35.64 36.53 37.44 38.38
Customer Care Captain (S)-36 Month 1 1 343 343+S 35.09 36.64 37.53 1 38.44 1 39.38
Dispatch
A Distribution Dispatcher(57PD) 1 1086 1086 56.55 59.12 60.60 62.12 63.67
Outage Coordinator 4 5215 5215 36.87 38.55 39.51 40.50 41.51
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A General Foreman - Dispatch 1 1091 1091 67.18 70.23 71.99 73.79 75.63
SPS Outage Coordinator 4 8745 8745 40.35 42.19 43.24 44.32 45.43
A Sub-Transmission Dispatcher Trn 1 1 1087 1087 58.82 61.50 63.04 64.62 66.24
A Sub-Transmission Dispatcher Trn 2 1 1088 1088 60.61 63.37 64.95 66.57 68.23
A Sub-Transmission Dispatcher Trn 3 1 1089 1089 62.40 65.24 66.87 68.54 70.25
A Sub-Transmission Dispatcher 1 logo logo 63.38 66.27 67.93 69.63 71.37
Estimating
A Appr Estimator 1 2672 2672 38.86 40.63 41.65 42.69 43.76
A Appr Estimator 2 2672 2672 42.48 44.41 45.52 46.66 47.83
A Appr Estimator 3 2672 2672 45.57 47.64 48.83 50.05 51.30
A Appr Estimator 4 2672 2672 46.65 48.77 49.99 51.24 52.52
A Jrn Estimator 1 2762 2762 52.31 54.69 56.06 57.46 58.90
A Sr Project Sponsor 1 3616 3616 49.52 51.77 53.06 54.39 55.75
A Sr Project Sponsor 2 3616 3616 50.96 53.28 54.61 55.98 57.38
A Sr Project Sponsor 3 3616 3616 52.47 54.86 56.23 57.64 59.08
A Sr Project Sponsor 4 3616 1 3616 1 53.95 1 56.41 1 57.82 1 59.27 1 60.75
Lines
A,B Groundman 1 331 331 32.31 33.78 34.62 35.49 36.38
A,B Pre-Apprentice Lineman 1 9095 9095 32.31 33.78 34.62 35.49 36.38
A,B Pre-Apprentice Lineman (W) (103%of Pre-Apprentice 4 33.28 34.79 35.66 36.55 37.47
Lineman Rate) 9095 9095+W
A,B Appr Lineman 1 4494 4494 40.41 42.25 43.31 44.39 45.50
A,B Appr Lineman 2 4494 4494 44.18 46.19 47.34 48.52 49.73
A,B Appr Lineman 3 4494 4494 47.39 49.55 50.79 52.06 53.36
A,B Appr Lineman 4 4494 4494 48.51 50.72 51.99 53.29 54.62
A,B Appr Lineman (W)(103%of Appr Lineman Level 1 Rate) 1 4494 4494+W 41.62 43.52 44.61 45.72 46.87
A,B Appr Lineman (W)(103%of Appr Lineman Level 2 Rate) 2 4494 4494+W 45.51 47.58 48.76 49.98 51.22
A,B Appr Lineman (W)(103%of Appr Lineman Level 3 Rate) 3 4494 4494+W 48.81 51.04 52.31 53.62 54.96
A,B Appr Lineman (W)(103%of Appr Lineman Level 4 Rate) 4 4494 4494+W 49.97 52.24 53.55 54.89 56.26
A,B Jrn Lineman 4 4404 4404 54.40 56.88 58.30 59.76 61.25
A,B Jrn Lineman/Substat. 4 4430 4430 54.40 56.88 58.30 59.76 61.25
A,B Jrn Lmn Tblshtr(S&W) 4 4564 4564+W 57.07 59.67 61.16 62.69 64.26
A,B Jrn Cert Ld Cable Splr Tr 1 3401 3401 55.97 58.52 59.98 61.48 63.02
A,B Jrn Lineman (W) 4 4404 4404+W 55.51 58.04 59.49 60.98 62.50
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A,B Jrn Lineman Trblshtr(W) 4 4416 4416+W 57.07 59.67 61.16 62.69 64.26
A,B Jrn Lineman Trblshtr(S) 4 4418 4418+W 57.07 59.67 61.16 62.69 64.26
A,B Jrn Lineman Trblshtr 4 4416 4416 55.97 58.52 59.98 61.48 63.02
A,B Jrn Lineman/Serviceman 4 4508 4508 54.40 56.88 58.30 59.76 61.25
A,B Jrn Lineman/Thumper Opr 4 3601 3601 54.40 56.88 58.30 59.76 61.25
Lineman 1 410 410 46.24 48.35 49.56 50.80 52.06
A,B Jrn Lineman/Thumper Opr(W) 1 3601 3601+W 55.51 58.04 59.49 60.98 62.50
A,B Line Working Foreman 4 3063 3063 60.98 63.76 65.35 66.98 68.65
A,B Line Working Foreman (W) 4 3063 3063+W 62.19 65.02 66.65 68.32 70.03
A,B General Foreman - PD Lines 4 5248 5248 67.77 70.86 72.63 74.45 76.31
An Lineman Transmission 1 411 411 58.21 60.86 62.38 63.94 65.54
Line Working Foreman Transmission 1 412 412 64.03 66.95 68.62 70.33 72.08
General Foreman-PD Transmission 1 413 413 70.03 73.23 75.06 76.94 78.86
A,B Cable Splicer Attendant 1 3397 3397 34.77 36.36 37.27 38.20 39.16
A,B Cable Splicer Attendant 2 3397 3397 35.98 37.62 38.56 39.52 40.51
A,B Cable Splicer Attendant 3 3397 3397 37.29 38.99 39.96 40.96 41.98
A,B Cable Splicer Attendant 4 3397 3397 38.54 40.29 41.30 42.33 43.39
A,B Cable Splicer Foreman 1 40 40 64.01 66.92 68.59 70.30 72.06
A,B Cable Splicer General Foreman 1 41 41 70.03 73.22 75.05 76.93 78.85
A,B Jrn Cert Lead Cable Splicer 4 3393 3393 58.20 60.84 62.36 63.92 65.52
A,B Lead Cable Splicer Foreman 4 3387 3387 60.98 63.76 65.35 66.98 68.65
A,B Line Patrolman (Increase after 9 months) 1 5214 5214 57.50 60.12 61.62 63.16 64.74
A,B Line Patrolman (Increase after 9 months) 2 5214 5214 59.03 61.72 63.26 64.84 66.46
A,B Local Agent/Office 4 4396 4396 59.55 62.26 63.82 65.42 67.06
A,13 I Site Agent 4 6743 6743 54.40 56.88 58.30 59.76 61.25
Logistics
Lead Logistics Specialist 4 6618 6618 42.73 44.67 45.79 46.93 48.10
Lead Logistics Specialist (W) 4 6618 6618+W 43.58 45.56 46.70 47.87 49.07
Logistics Specialist 1 4 6478 6478 26.14 27.33 28.01 28.71 29.43
Logistics Specialist I (W) 1 6478 6478+W 26.68 27.89 28.59 29.30 30.03
Logistics Specialist II 4 6479 6479 31.04 32.45 33.26 34.09 34.94
Logistics Specialist II (W) 1 6479 6479+W 31.63 33.07 33.90 34.75 35.62
Logistics Specialist III 1 6480 6480 35.74 37.36 38.29 39.25 40.23
Logistics Specialist III (W) 1 6480 6480+W 36.43 38.09 39.04 40.02 41.02
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Sr Logistics Specialist 1 1275 1275 37.53 39.24 40.22 41.23 42.26
Sr Logistics Specialist(W) 1 1275 1275+W 38.26 40.01 41.01 42.04 43.09
Toxic Chemical Storekeeper 1 3561 3561 31.81 33.26 34.09 34.94 35.81
Toxic Chemical Storekeeper 2 3561 3561 32.90 34.40 35.26 36.14 37.04
Toxic Chemical Storekeeper 3 3561 3561 34.14 35.69 36.58 37.49 38.43
Toxic Chemical Storekeeper 4 3561 3561 35.30 36.91 37.83 38.78 39.75
Tractor Trailer Driver Training 1 8517 8517 31.81 33.26 34.09 34.94 35.81
Tractor Trailer Driver Training 2 8517 8517 32.90 34.40 35.26 36.14 37.04
Tractor Trailer Driver Training 3 8517 8517 34.14 35.69 36.58 37.49 38.43
Tractor Trailer Driver Training 4 8517 8517 35.30 36.91 37.83 38.78 39.75
Transformer Reclamation Worker 1 8094 8094 31.81 33.26 34.09 34.94 35.81
Transformer Reclamation Worker 2 8094 8094 32.90 34.40 35.26 36.14 37.04
Transformer Reclamation Worker 3 8094 8094 34.14 35.69 36.58 37.49 38.43
Transformer Reclamation Worker 4 8094 8094 35.30 36.91 37.83 38.78 39.75
Lead Transformer Reclamation Worker 5004 5004 37.99 39.72 40.71 41.73 42.77
Metering
A Appr Meterman 1 4506 4506 38.86 40.63 41.65 42.69 43.76
A Appr Meterman 2 4506 4506 42.48 44.41 45.52 46.66 47.83
A Appr Meterman 3 4506 4506 45.57 47.64 48.83 50.05 51.30
A Appr Meterman 4 4506 4506 46.65 48.77 49.99 51.24 52.52
Field Metering Specialist 1 6477 6477 29.26 30.60 31.37 32.15 32.95
Field Metering Specialist 2 6477 6477 29.91 31.27 32.05 32.85 33.67
Field Metering Specialist 3 6477 6477 30.64 32.03 32.83 33.65 34.49
Field Metering Specialist 4 6477 6477 31.41 32.84 33.66 34.50 35.36
A Jrn Meterman 4 4433 4433 52.31 54.69 56.06 57.46 58.90
Metering Scheduler 1 4671 4671 31.15 32.56 33.37 34.20 35.06
Metering Scheduler 2 4671 4671 32.28 33.75 34.59 35.45 36.34
Metering Scheduler 3 4671 4671 33.39 34.91 35.78 36.67 37.59
Metering Scheduler 4 4671 4671 34.49 36.06 36.96 37.88 38.83
A Meter Foreman 4 4439 4439 58.64 61.31 62.84 64.41 66.02
Meter Reader/Sr= (5th) 1 4212 4212 24.81 25.94 26.59 27.25 27.93
Meter Reader/Sr= (5th) 2 4212 4212 25.55 26.71 27.38 28.06 28.76
Meter Reader/Sr= (5th) 3 4212 4212 26.31 27.51 28.20 28.91 29.63
Meter Reader/Sr= (5th) 4 4212 4212 27.12 28.35 29.06 29.79 30.53
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Meter Reader/Sr= (5th) 5 4212 4212 27.91 29.18 29.91 30.66 31.43
Single Phase Metering Spclst (57) 4 6470 6470 36.49 38.15 39.10 40.08 41.08
Communications
A Electronic Foreman 4 3761 3761 60.28 63.03 64.61 66.23 67.89
A Electronic Tech 1 4 3768 3768 55.35 57.87 59.32 60.80 62.32
A Electronic Tech Trn 4 6192 6192 51.80 54.16 55.51 56.90 58.32
Substation
A,D Appr Substation 1 7925 7925 39.64 41.44 42.48 43.54 44.63
A,D Appr Substation 2 7925 7925 43.33 45.31 46.44 47.60 48.79
A,D Appr Substation 3 7925 7925 46.48 48.60 49.82 51.07 52.35
A,D Appr Substation 4 7925 7925 47.59 49.75 50.99 52.26 53.57
A,D Jrn Substation 4 1375 1375 53.36 55.79 57.18 58.61 60.08
A,D Jrn Subst Mechanic 4 4408 4408 53.36 55.79 57.18 58.61 60.08
A,D Jrn Substation/Troubleshooter 4 4427 4427 54.88 57.38 58.81 60.28 61.79
A,D Jrn Electrician/Subst 4 4392 4392 53.36 55.79 57.18 58.61 60.08
A,D Jrn Bldg Electrician 4 4376 4376 53.36 55.79 57.18 58.61 60.08
Opr Maint Wkr Sub 1 3544 3544 30.82 32.23 33.04 33.87 34.72
Opr Maint Wkr Sub 2 3544 3544 31.88 33.33 34.16 35.01 35.89
Opr Maint Wkr Sub 3 3544 3544 32.98 34.48 35.34 36.22 37.13
Opr Maint Wkr Sub 4 3544 3544 34.15 35.70 36.59 37.50 38.44
A,D Substation Foreman 4 4424 4424 59.81 62.54 64.10 65.70 67.34
A,D Substation Foreman (TRV) 1 1 4424 4424+T 1 63.37 1 66.26 1 7.92 1 69.62 1 71.36
Relay
A,C Relay Technician Trn 4 3780 3780 53.35 55.78 57.17 58.60 60.07
A,C Relay Technician 4 3776 3776 57.01 59.60 61.09 62.62 64.19
A,C Area Relay Technician 4 3755 3755 62.09 64.91 66.53 68.19 69.89
Transport
Autom Service Wkr 1 3047 3047 23.90 24.99 25.61 26.25 26.91
Autom Service Wkr 2 3047 3047 24.64 25.76 26.40 27.06 27.74
Autom Service Wkr 3 3047 3047 25.37 26.53 27.19 27.87 28.57
Autom Service Wkr 4 3047 3047 26.14 27.33 28.01 28.71 29.43
A Equip Mechanic Trn 1 3581 3581 34.94 36.53 37.44 38.38 39.34
A Equip Mechanic Trn 2 3581 3581 38.22 39.95 40.95 41.97 43.02
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A Equip Mechanic Trn 3 3581 3581 41.02 42.89 43.96 45.06 46.19
Equip Services Coord 1 4297 4297 31.81 33.26 34.09 34.94 35.81
Equip Services Coord 2 4297 4297 32.90 34.40 35.26 36.14 37.04
Equip Services Coord 3 4297 4297 34.14 35.69 36.58 37.49 38.43
Equip Services Coord 4 4297 4297 35.30 36.91 37.83 38.78 39.75
A Jrn Equip Mechanic 4 3552 3552 48.70 50.91 52.18 53.48 54.82
A Jrn Equip Mechanic Foreman 4 3569 3569 51.80 54.16 55.51 56.90 58.32
Sr Transportation Clerk 1 4293 4293 29.46 30.80 31.57 32.36 33.17
Sr Transportation Clerk 2 4293 4293 30.52 31.91 32.71 33.53 34.37
Sr Transportation Clerk 3 4293 4293 31.58 33.02 33.85 34.70 35.57
Sr Transportation Clerk 4 4293 4293 32.62 34.10 34.95 35.82 36.72
Storekeeper 1 4281 4281 31.81 33.26 34.09 34.94 35.81
Storekeeper 2 4281 4281 32.90 34.40 35.26 36.14 37.04
Storekeeper 3 4281 4281 34.14 35.69 36.58 37.49 38.43
Storekeeper 4 4281 4281 35.30 36.91 37.83 38.78 39.75
Misc.
Blue Stake Locator 1 4213 4213 26.76 27.98 28.68 29.40 30.14
Blue Stake Locator 2 4213 4213 27.43 28.68 29.40 30.14 30.89
Blue Stake Locator 3 4213 4213 28.15 29.43 30.17 30.92 31.69
Blue Stake Locator 4 4213 4213 28.89 30.21 30.97 31.74 32.53
Claims Representative 1 7442 7442 42.77 44.72 45.84 46.99 48.16
Claims Representative 2 7442 7442 44.12 46.13 47.28 48.46 49.67
Claims Representative 3 7442 7442 45.40 47.47 48.66 49.88 51.13
Claims Representative 4 7442 7442 46.78 48.91 50.13 51.38 52.66
Construction Fabricator 1 2432 2432 34.11 35.66 36.55 37.46 38.40
Construction Fabricator 2 2432 2432 40.76 42.62 43.69 44.78 45.90
Construction Fabricator 3 2432 2432 42.11 44.02 45.12 46.25 47.41
Construction Fabricator 4 2432 2432 45.01 47.06 48.24 49.45 50.69
Desktop Support Tech 1 1 7022 7022 35.33 36.94 37.86 38.81 39.78
Desktop Support Tech 1 2 7022 7022 38.88 40.65 41.67 42.71 43.78
Desktop Support Tech 1 3 7022 7022 41.37 43.26 44.34 45.45 46.59
Desktop Support Tech 1 4 7022 7022 44.17 46.18 47.33 48.51 49.72
Desktop Support Tech II 1 7023 7023 44.17 46.18 47.33 48.51 49.72
Desktop Support Tech II 2 7023 7023 46.45 48.56 49.77 51.01 52.29
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Desktop Support Tech II 3 7023 7023 50.19 52.47 53.78 55.12 56.50
Desktop Support Tech II 4 7023 7023 53.39 55.82 57.22 58.65 60.12
Desktop Support Tech III 1 7024 7024 53.39 55.82 57.22 58.65 60.12
Desktop Support Tech III 2 7024 7024 55.77 58.31 59.77 61.26 62.79
Desktop Support Tech III 3 7024 7024 58.51 61.17 62.70 64.27 65.88
Field Construction Representative 4 5917 5917 51.28 53.62 54.96 56.33 57.74
Field Representative 1 2730 2730 30.83 32.24 33.05 33.88 34.73
Field Representative 2 2730 2730 31.88 33.33 34.16 35.01 35.89
Field Representative 3 2730 2730 32.98 34.48 35.34 36.22 37.13
Field Representative 4 2730 2730 34.15 35.70 36.59 37.50 38.44
General Helper 1 3003 3003 24.63 25.75 26.39 27.05 27.73
General Helper 2 3003 3003 25.36 26.52 27.18 27.86 28.56
General Helper 3 3003 3003 26.13 27.32 28.00 28.70 29.42
General Helper 4 3003 3003 26.90 28.13 28.83 29.55 30.29
General Helper(W) 1 3003 3003+W 25.11 26.25 26.91 27.58 28.27
General Helper(W) 2 3003 3003+W 25.86 27.04 27.72 28.41 29.12
General Helper(W) 3 3003 3003+W 26.67 27.88 28.58 29.29 30.02
General Helper(W) 4 3003 3003+W 27.44 28.69 29.41 30.15 30.90
Hvy Equip Opr Trainer 1 4527 4527 36.33 37.99 38.94 39.91 40.91
Hvy Equip Opr Trainer 2 4527 4527 37.81 39.53 40.52 41.53 42.57
Hvy Equip Opr Trainer 3 4527 4527 39.38 41.17 42.20 43.26 44.34
Hvy Equip Opr Trainer 4 4527 4527 40.94 42.80 43.87 44.97 46.09
Hvy Equip Transport Driver 1 4274 4274 35.30 36.91 37.83 38.78 39.75
Hvy Equip Transport Driver 2 4274 4274 36.72 38.39 39.35 40.33 41.34
Hvy Equip Transport Driver 3 4274 4274 38.24 39.98 40.98 42.00 43.05
Hvy Equip Transport Driver 4 4274 4274 39.76 41.57 42.61 43.68 44.77
Hvy Equipment Opr 1 4521 4521 32.77 34.27 35.13 36.01 36.91
Hvy Equipment Opr 2 4521 4521 33.92 35.47 36.36 37.27 38.20
Hvy Equipment Opr 3 4521 4521 35.15 36.75 37.67 38.61 39.58
Hvy Equipment Opr 4 4521 4521 36.33 37.99 38.94 39.91 40.91
Hvy Equipment Opr(W) 1 4521 4521+W 33.43 34.95 35.82 36.72 37.64
Hvy Equipment Opr(W) 2 4521 4521+W 34.58 36.15 37.05 37.98 38.93
Hvy Equipment Opr(W) 3 4521 4521+W 35.88 37.52 38.46 39.42 40.41
Hvy Equipment Opr(W) 4 4521 4521+W 37.04 38.72 39.69 40.68 41.70
Infrastructure Specialist 4 8093 8093 36.91 38.59 39.55 40.54 41.55
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2023-2028 Collective Bargaining Agreement

Infrastructure Specialist Trn 5150 5150 34.51 36.08 36.98 37.90 38.85
Refrigeration Mech 3565 3565 50.78 53.10 54.43 55.79 57.18
Service Coordinator 1 2767 2767 29.15 30.47 31.23 32.01 32.81
Service Coordinator 2 2767 2767 29.88 31.24 32.02 32.82 33.64
Service Coordinator 3 2767 2767 30.59 31.98 32.78 33.60 34.44
Service Coordinator 4 2767 2767 31.33 32.76 33.58 34.42 35.28
Service Coordinator(W) 1 2767 2767+W 29.76 31.12 31.90 32.70 33.52
Service Coordinator(W) 2 2767 2767+W 30.48 31.87 32.67 33.49 34.33
Service Coordinator(W) 3 2767 2767+W 31.19 32.61 33.43 34.27 35.13
Service Coordinator(W) 4 2767 2767+W 31.98 33.44 34.28 35.14 36.02
Service Coordinator After Training 4 6469 6469 32.62 34.10 34.95 35.82 36.72
Service Coordinator After Training (W) 4 6469 6469+W 33.27 34.79 35.66 36.55 37.46
Sr Designer Right-of-Way 4 3237 3237 48.09 50.28 51.54 52.83 54.15
Sr Designer Transmission 4 3262 3262 48.09 50.28 51.54 52.83 54.15
Sr Drafter 1 3144 3144 35.30 36.91 37.83 38.78 39.75
Sr Drafter 2 3144 3144 36.72 38.39 39.35 40.33 41.34
Sr Drafter 3 3144 3144 38.24 39.98 40.98 42.00 43.05
Sr Drafter 4 3144 3144 39.76 41.57 42.61 43.68 44.77
Sr Environmental Tech 4 9342 9342 50.13 52.41 53.72 55.06 56.44
Sr Operations Analyst 1 3604 3604 49.46 51.71 53.00 54.33 55.69
Sr Operations Analyst 2 3604 3604 50.90 53.22 54.55 55.91 57.31
Sr Operations Analyst 3 3604 3604 52.40 54.79 56.16 57.56 59.00
Sr Operations Analyst 4 3604 3604 53.88 56.33 57.74 59.18 60.66
Street Light Maint Wkr(S) 1 3646 3646 31.81 33.26 34.09 34.94 35.81
Street Light Maint Wkr(S) 2 3646 3646 32.90 34.40 35.26 36.14 37.04
Street Light Maint Wkr(S) 3 3646 3646 34.14 35.69 36.58 37.49 38.43
Street Light Maint Wkr(S) 4 3646 3646 35.30 36.91 37.83 38.78 39.75
Street Light Specialist 1 6292 6292 31.81 33.26 34.09 34.94 35.81
Street Light Specialist 2 6292 6292 32.90 34.40 35.26 36.14 37.04
Street Light Specialist 3 6292 6292 34.14 35.69 36.58 37.49 38.43
Street Light Specialist 4 6292 6292 35.30 36.91 37.83 38.78 39.75
Tool Repair Technician 1 5203 5203 34.15 35.70 36.59 37.50 38.44
Tool Repair Technician 2 5203 5203 35.47 37.08 38.01 38.96 39.93
Tool Repair Technician 3 5203 5203 36.81 38.49 39.45 40.44 41.45
Tool Repair Technician 4 5203 5203 38.13 39.86 40.86 41.88 42.93
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2023-2028 Collective Bargaining Agreement

Tool Repair Worker 1 9100 9100 28.89 30.21 30.97 31.74 32.53
Tool Repair Worker 2 9100 9100 29.61 30.96 31.73 32.52 33.33
Tool Repair Worker 3 9100 9100 30.33 31.71 32.50 33.31 34.14
Tool Repair Worker 4 9100 9100 31.04 32.45 33.26 34.09 34.94
Tool Room Repair Worker Trn 1 4472 4472 27.68 28.94 29.66 30.40 31.16
Tool Room Repair Worker Trn 2 4472 4472 28.24 29.52 30.26 31.02 31.80
Tool Room Repair Worker Trn 3 4472 4472 28.89 30.21 30.97 31.74 32.53
Tool Room Repair Worker Trn 4 4472 4472 29.46 30.80 31.57 32.36 33.17
Underground Line Locating Specialist 4 9096 9096 35.30 36.91 1 37.83 38.78 39.75
Other
Accounting Clerk 1 2623 2623 25.33 26.49 27.15 27.83 28.53
Accounting Clerk 2 2623 2623 26.09 27.28 27.96 28.66 29.38
Accounting Clerk 3 2623 2623 26.83 28.05 28.75 29.47 30.21
Accounting Clerk 4 2623 2623 27.68 28.94 29.66 30.40 31.16
Apprentice Electrician 2 4488 4488 41.65 43.54 44.63 45.75 46.89
Apprentice Electrician 3 4488 4488 44.67 46.70 47.87 49.07 50.30
Apprentice Electrician 4 4488 4488 45.74 47.82 49.02 50.25 51.51
Associate Drafter 1 3652 3652 28.31 29.60 30.34 31.10 31.88
Associate Drafter 2 3652 3652 29.04 30.36 31.12 31.90 32.70
Associate Drafter 3 3652 3652 29.77 31.13 31.91 32.71 33.53
Associate Drafter 4 3652 3652 30.46 31.85 32.65 33.47 34.31
Clerk 1 2832 2832 21.78 22.78 23.35 23.93 24.53
Clerk 2 2832 2832 22.41 23.43 24.02 24.62 25.24
Clerk 3 2832 2832 23.05 24.10 24.70 25.32 25.95
Clerk 4 2832 2832 23.68 24.75 25.37 26.00 26.65
Drafter 1 3745 3745 31.81 33.26 34.09 34.94 35.81
Drafter 2 3745 3745 32.90 34.40 35.26 36.14 37.04
Drafter 3 3745 3745 34.14 35.69 36.58 37.49 38.43
Drafter 4 3745 3745 35.30 36.91 37.83 38.78 39.75
Estimator 2 2725 2725 44.12 46.13 47.28 48.46 49.67
Estimator 3 2725 2725 45.40 47.47 48.66 49.88 51.13
Estimator 4 2725 2725 46.78 48.91 50.13 51.38 52.66
Meter Rdr Foreman 1 4220 4220 31.15 32.56 33.37 34.20 35.06
Meter Rdr Foreman 2 4220 4220 32.28 33.75 34.59 35.45 36.34
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2023-2028 Collective Bargaining Agreement

Meter Rdr Foreman 3 4220 4220 33.39 34.91 35.78 36.67 37.59
Meter Rdr Foreman 4 4220 4220 34.49 36.06 36.96 37.88 38.83
Project Sponsor 1 3612 3612 40.95 42.81 43.88 44.98 46.10
Project Sponsor 2 3612 3612 42.47 44.40 45.51 46.65 47.82
Project Sponsor 3 3612 3612 43.94 45.94 47.09 48.27 49.48
Project Sponsor 4 3612 3612 45.37 47.44 48.63 49.85 51.10
Sr. Accounting Clerk 1 2630 2630 29.46 30.80 31.57 32.36 33.17
Sr. Accounting Clerk 2 2630 2630 30.52 31.91 32.71 33.53 34.37
Sr. Accounting Clerk 3 2630 2630 31.58 33.02 33.85 34.70 35.57
Sr. Accounting Clerk 4 2630 2630 32.62 34.10 34.95 35.82 36.72
Sr. Environmental Technician Trainee 1 9343 9343 42.81 44.76 45.88 47.03 48.21
Sr. Environmental Technician Trainee 2 9343 9343 45.18 47.23 48.41 49.62 50.86
Sr. Environmental Technician Trainee 3 9343 9343 47.57 49.73 50.97 52.24 53.55
Sr. Environmental Technician Trainee 1 4 1 9343 1 9343 1 50.13 1 52.41 1 53.72 1 55.06 1 56.44
Note Parties agreed to a 2% spot increase for specified Journeyman classifications in addition to the general wage increase for 2023. This
A adjustment shall be applied prior to the 2023 general wage increase.
Note In addition to Note A, the Parties agreed to a 4% spot increase for the specified Journeyman Lines classifications in addition to the
B general wage increase for 2023. This adjustment shall be applied prior to the 2023 general wage increase.
Note In addition to Note A, the Parties agreed to a 3% spot increase for the specified Journeyman Relay classifications and applicable
C Dispatch classifications in addition to the general wage increase for 2023. This adjustment shall be applied prior to the 2023 general
wa a increase.
Note In addition to Note A, the Parties agreed to a 2% spot increase for the specified Journeyman Substation classifications in addition to
D the general wage increase for 2023. This adjustment shall be applied prior to the 2023 general wage increase.
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