20240829PAC to Staff 175 Attachment D-2.pdf

LABOR AGREEMENT
for
POWER SUPPLY
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`tiEp NOV.
PAC I F I CO R Pe
?B/�
O
A BERKSHIRE HATHAWAY ENERGY COMPANY
4p F.
1•

TABLE OF CONTENTS
Article 1 Introduction and Recognition......................................................2
Article 2 Union Business.................................................................................. 4
2.1 Request for Time Off..........................................................................4
2.2 Reasonable Use of Company Space.................................................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 Employment, Seniority, Job Changes ................................................ 5
3.1 Employee Classifications...................................................................5
3.2 Posting, Bidding and Relocation ........................................................6
3.3 Seniority.............................................................................................9
3.4 Displacement Process .....................................................................10
3.5 Layoff Provisions .............................................................................12
3.6 Job Security.....................................................................................13
Article 4 Hours of Work and Compensation ................................................... 13
4.1 Hours of Work..................................................................................13
4.2 Overtime..........................................................................................14
4.3 Compensation Provisions ................................................................16
4.4 Expense Reimbursement.................................................................18
4.5 Shift Differential ...............................................................................19
4.6 Travel Differential.............................................................................19
4.7 Weekend - Rotation Coverage........................................................20
4.8 Certified Mechanics .........................................................................20
4.9 Multi-Unit Control Room Operator....................................................20
4.10 Maintenance Journeymen on Shift...................................................20
4.11 Valve Repair Certification, Mechanics..............................................20
Article 5 Grievance Procedure ....................................................................... 20
5.1 Adjustment and Arbitration...............................................................20
5.2 Joint Executive Power Supply Committee........................................23
Article 6 Work Rules and Practices................................................................ 23
6.1 Safety and Environmental................................................................23
6.2 Power Supply Working Rules...........................................................24
6.3 Regular & Temporary Headquarters................................................24
6.4 Job Site Reporting ...........................................................................25
6.5 Use of Contractors...........................................................................26
6.6 Apprenticeships...............................................................................26
6.7 Hours and Schedules.......................................................................28
6.8 Shift Operations...............................................................................29
6.9 Overtime Procedures.......................................................................30
6.10 Performance Reviews......................................................................33
6.11 Hold Over Transportation.................................................................33

6.12 Break Periods (Moved to 4.1.7)
6.13 Weekend Coverage Crews..............................................................33
6.14 Training ...........................................................................................33
6.15 Temporary Upgrade Protocols.........................................................35
Article 7 Employee Benefits Programs........................................................... 35
7.1 Holidays...........................................................................................35
7.2 Personal Time .................................................................................37
7.3 Short-Term Disability Benefit and Leave..........................................42
7.4 Long-Term Disability Benefit and Leave ..........................................43
7.5 Personal Leave of Absence.............................................................43
7.6 Medical Examinations and Return to Work Notice ...........................44
7.7 Industrial Injury/Workers Compensation...........................................44
7.8 Military Leave ..................................................................................45
7.9 IBEW/ Western Utilities Health and Welfare Trust............................45
7.10 Defined Benefit Retirement Plan......................................................47
7.11 Defined Contribution Retirement Plan..............................................47
7.12 Life Insurance Benefit......................................................................48
7.13 Employee Assistance Plan ..............................................................48
7.14 Bereavement Leave.........................................................................48
7.15 Drug and Alcohol Testing.................................................................48
Article 8 Duration of Agreement..................................................................... 49
8.1 Term of Agreement..........................................................................49
Appendix Letters of Agreement........................................................................ 51
Drug & Alcohol Testing..............................................................................51
Paymentfor Meals.....................................................................................54
Maintenance Special 12-hour Back-to-Back Shifts ....................................55
LabTechnician ..........................................................................................57
Out-of-town Travel Equalization.................................................................58
Classification Flexibility..............................................................................59
Temporary Hiring Hall Employees .............................................................61
12-Hour Shifts ...........................................................................................64
Letters of Letters of Agreement—Active, Incorporated, and Cancelled......69
UnionContact ......................................................................................................... 73
WageTable ......................................................................................................... 74

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 LOCAL UNION
NO. 57 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, an
affiliate of the AFL-CIO, hereinafter referred to as the "UNION," WITNESSETH:
THIS AGREEMENT shall be binding upon the Company, its successors, and assigns. The
Company promises that its operations covered by this Agreement shall not be sold, merged,
conveyed, or otherwise transferred or assigned to any successor without securing the
Agreement of the successor to assume the Company's obligations under this Agreement.
The Company expressly authorizes the Union to seek judicial relief, without exhausting the
grievance machinery, in cases involving successorship.
That for the purpose of facilitating the peaceful adjustment of differences that may arise from
time to time between the parties hereto, and to promote harmony and efficiency to the end
that the Company, the Union, and the general public may mutually benefit, the parties hereto
contract and agree with each other as follows:
1
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Article 1- Introduction and Recognition
1.1 The Company is a public utility engaged in the public service of generating,
transmitting, and distributing electric power and energy 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 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
2
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 construct any new steam plants or expand current steam
generating facilities, hydroelectric stations, or substations, before these stations are placed
into operation, the parties hereto will meet for the purpose of establishing working rules,
wages and hours for the employees involved in said new stations. Should the Company
construct or acquire any combustion turbine generating facilities, either simple cycle or
combined, the parties will meet to discuss the issues associated with the creation of a new
collective bargaining agreement or an appendix to this Agreement that reflects the
technology, staffing required, and operating methodologies for such units.
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.
(Former Article 1.9 was combined with 1.8 and remainder of Article 1 was renumbered,
1/26/2023)
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.
3
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining 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, 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 1/2612023)
1.14 The supervision and control of all operations and the direction of all working forces,
including the right to hire, to suspend or discharge for proper cause, or to transfer employees
or to relieve employees from duty because of lack of work, or other legitimate reasons, are
vested exclusively in the Company. The Company retains the right to exercise discipline in
the interest of good service and the proper conduct of its business. An employee, who has
been laid off, disciplined, or discharged or the employee's representative shall be advised of
the reason or reasons for such action upon request, and shall be entitled to a hearing as
hereinafter provided in Article 5.
Article 2 - Union Business
2.1 An employee who requests time off for Union activities in addition to regular time off
shall be granted such request if such time off will not inconvenience the operations of the
Company or increase its operating expenses; provided, further, that such employee shall
receive no compensation from the Company for such time off.
2.2 The Company will permit the Union to use reasonable space for the purpose of
posting officially signed Union bulletins upon Company bulletin boards.
2.3 An employee elected to office in the Union, or an employee appointed for duties in
the Union with the consent of the Company, who is required to spend a part or all of 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.
4
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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.
Article 3 - Employment, Seniority, Job Changes
3.1 Employee Classifications
Regular Employee
Employment in a regular position requiring eight hours per day, five days per week of a
regular work week. All Company benefit programs are available to employees in this
classification.
Regular Part-time Employ
Employment in a regularly constituted job requiring at least twenty (20) hours of work each
week. All Company benefit programs are available to this classification as defined in this
Agreement.
Temporary Employees
Includes all employees not covered above. Specifically includes employees hired for periods
with known ending dates such as summer vacation relief, construction, and student
5
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 six
month probationary period. 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 130 workdays paid from the original date of hire as a regular part-time employee.
When a temporary employee continues on to regular employment, the probationary
period will have commenced with the date such employee last began continuous work
for the Company as a temporary employee.
3.1.2 Filling Vacant Positions
The parties hereto acknowledge that in all cases of bidding, transfer, promotion,
increase or decrease of personnel, or recall after layoff, the following factors shall be
considered, and where factors (2), and (3) are relatively equal, length of continuous
service shall govern:
1) Length of continuous service;
2) Minimum qualifications; knowledge, training, ability, skill, adaptability, and
efficiency;
3) Physical fitness;
If there are no current minimum qualifications for a position, the parties will meet to
determine such qualifications that are mutually agreeable.
(Exceptions to the above section are specified in departmental working rules
contained in Article 6.)
3.2 Posting and Bidding
6
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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
Delivery 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 positions require an orientation, the bid must be
accepted or rejected upon completion of that orientation.
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 [phone] 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 1126/2023)
3.2.2 (Deleted 1/26/2023)
3.2.3 Employees shall not be required to exercise their bidding seniority and shall
not sacrifice any future rights to bid on positions through failure to do so. An employee
who bids/bumps a job successfully and accepts it will be obligated to move to the new
job and live within a reasonable distance from their headquarters. Reasonable
distance will be determined by mutual agreement by the parties hereto taking into
account such things as response time, number of available employees, and other
conditions deemed necessary for efficient Company operation and customer service.
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
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 Supply 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
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 the IRS guidelines. Such
expenses will be limited to household furnishings and personal effects. Moving
8
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

arrangements will be made by the employee's supervisor. An employee may
choose to move their own possessions after receiving a written estimate from
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 1/26/2023)
3.2.10 In the event of a temporary curtailment in the Company, employees may be
transferred to other areas within the Company to do such work as may be available
and suitable to their skill and experience, provided that no employee of more seniority
may be displaced by an employee so transferred who has less seniority, and Section
3.2.8 will apply regarding pay.
3.3 Seniority
3.3.1 Seniority for regular employees shall be deemed to accrue from the day an
employee last began continuous work for the Company. Seniority for bidding and
bumping will continue to accrue during periods of absence for medical reasons, leave
under Family Medical Leave Act (FMLA), short-term and long-term disability.
Previously acquired seniority shall not be lost by reason of an involuntary layoff or
break in continuous work due to no fault on the part of the employee, provided,
however, that in the event of such layoffs, or breaks in continuous work, seniority shall
not accrue for the period of such absence from work.
3.3.2 Regular part-time employees shall accrue seniority in direct ratio with the
number of hours worked per year. If a regular part-time employee becomes a regular
full-time employee, their seniority date will be established to reflect the actual hours
worked as a regular part-time employee.
A temporary employee shall not accrue seniority for bidding purposes. When a
temporary employee continues on to regular employment, seniority shall be deemed
to accrue from the day such employee last began continuous work for the Company
as a temporary employee.
3.3.3 Transfers from one work group or location to another or from one occupational
group to another will be allowed, if eligible, for thirty (30) days, with the approval of
local management. At the expiration of this time, if for some reason it is necessary
that it be extended, it can be done with the approval of the parties hereto.
3.3.4 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.
9
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

3.3.6 Employees covered by this Agreement who leave the bargaining unit for other
PacifiCorp, electric operations bargaining unit positions and thereafter return within
ninety (90) day of leaving will be without loss of bidding seniority earned prior to
leaving the bargaining unit. Should such an employee return to the bargaining unit
after more than ninety (90) days, the bidding seniority the employee had earned prior
to leaving the bargaining unit will be restored after the employee has served one (1)
year in a bargaining unit position.
3.4 Displacement Process
3.4.1 If there is a required reduction in staffing at a location or on a fixed shift
schedule, the least senior employee(s) in the identified classification(s) will be the
individual(s) impacted by this displacement. These procedures are not restricted
within the Power Delivery or Power Supply agreement, and employees have full
access between agreements for these purposes. The process for addressing this
situation is listed in the order they are applied, which is as follows:
1) After the Company has determined the need for a reduction in force or
adjustments to the workforce at a specific location or work schedule, the
Company and Union will meet to review the circumstances that created the
need for the reduction(s).
2) The Company and Union will review options for placing the impacted
employees into positions in a geographic proximity that would preclude the
employee from moving from their current 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
10
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 Power Supply agreements,
as mutually agreed to by the Union and the Company, at the time of the reduction.
3.4.3 If the impacted employee does not possess sufficient seniority to displace
another employee in their own classification or another classification that they are
qualified to perform, they may accept layoff with recall in accordance with Article 3
Section 3.5.
3.4.4 Additional Provisions
1) Moving expense will be paid for all employees required to change their primary
residence due to this process.
2) Apprentices cannot be displaced by journeyman or any other employee with
more seniority.
3) Displaced employees will have five (5) calendar days to identify their choice of
options identified in 3.4.1 (4) above. If any employee does not make a decision
within five (5) days, they will be laid off with recall rights.
4) All displacement will be coordinated through the labor relations groups.
5) In certain operating locations placements may be restricted if a specific area
becomes severely impacted by the displacement process. In these cases, the
Company and Union will review the situation and mutually agree to temporarily
restrict displacements in that area.
6) If an employee displaces another employee with lower pay their pay will go to
the level and step as established in the latest Company/Union Agreement for
bidding across or down. (Section 3.2.8)
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
11
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

recall list in seniority order. The employee will have no more than two (2) days to
accept or reject the offer of recall. If an employee declines recall to their previous
classification, the next senior person will be offered the position until all employees
have been offered the position. If all employees have rejected this recall, the least
senior employee will be offered recall a second time. Each employee who rejects
recall in inverse order of seniority for the second time for the specific vacancy will
forfeit their recall rights and are removed from the recall list. If all employees decline
the return to their former classification, the position will be posted for bid. With this
Agreement, the recall list to previously held classifications reflects these guidelines.
3.4.6 Grandfathering
With this Agreement, all grandfathering for the purpose of the displacement process
is considered expired and grandfathered employees will displace from their current
classifications and accept the rate of pay at their new classification.
3.4.7 Displacing Temporary Employees
Regular or regular part-time employees may displace temporary employees in
classifications up to and equal to their original position, provided they are qualified.
While the employee is on the temporary job assignment, they will be classified on the
payroll, for benefit purposes, as regular or regular part-time employees so their
benefits stay in place even though the employee is displacing a temporary employee
in a temporary assignment.
If the temporary assignment ends, the employee will again be allowed to displace
another regular, regular part-time or temporary employee and these displacement
rules will apply.
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
12
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

thereupon cease; and if later the employee returns to the Company, it shall be without
seniority. Seniority will not accrue during the time an employee was laid-off.
If an employee has been laid off, they will be recalled as described above. In addition,
a laid off employee will be recalled to any position up to or equal to their original
position provided they are qualified and after the position has been offered to qualified
active employees through the above process and the position bid with no qualified
bidders.
If any employee is recalled within the timeframes identified their seniority will be
restored to the date that the layoff occurred for bidding, displacement, and benefit
purposes.
In the event of an involuntary lay-off, affected employees shall receive COBRA
insurance benefits provided by the Company. One (1) month of COBRA shall be paid
for each year of employee's service, up to eighteen (18) months.
3.6 Job Security
3.6.1 Each employee covered under this Agreement, who is active on the payroll on
the 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.
Article 4 - Hours of Work and Compensation
4.1 Hours of Work
4.1.1 Eight consecutive hours (except time out for meals) shall constitute a normal
day's work for the Company. Hours of work may be advanced or retarded from the
normal start time, by mutual agreement of the Company and Union, except where
continuous shifts or emergencies require other hours. The Company may establish
new shifts and schedules and the terms and conditions associated with such shifts or
schedules is the proper subject of bargaining. Employees shall receive a minimum
notice of five (5) working days prior to changing their current regular shift schedule.
This language applies to indefinite shift schedule changes and not temporary
changes of schedules.
4.1.2 Five days (40 hours) shall constitute the normal workweek for all employees,
the days following in sequence unless otherwise specifically provided in the
departmental working rules.
4.1.3 Employees reporting for regular work are to be credited with at least two hours'
time, whether worked or not, if their immediate superior directs that no other work be
attempted on that day.
13
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 (2) fifteen-minute paid break periods. The first break
period shall be between the starting time and lunch period. The second shall
be between lunch period and ending time.
(Moved from another section, 1/26/2023)
4.2 Overtime
4.2.1 Overtime is the actual time worked by a regular employee other than the
employee's regular working hours. Regular part-time employees are paid overtime
when work exceeds eight (8) consecutive hours in a day or on Saturday or Sunday
or their first or second day off of their consecutive days off as described above.
4.2.2 Employees who are required to work overtime shall be paid for such overtime
as follows:
Time and One-half
• For work beyond eight (8) hours in a day or hours outside the normal daily
work schedule or work week or the regular hours or days of a temporary shift.
• For work during the regular hours on a Company holiday
• For hours worked after satisfying the provisions within Article 4, Section 4.2.10
Double Time
• For all hours after 16 continuous hours until the appropriate break in hours has
been satisfied as described in Section 4.2.3.
• For all hours worked outside of the normal work hours on designated Company
holidays
• When multiple time and one-half pay provisions overlap, double time would be
paid during the overlap time period.
It is understood that the double time rate of pay is the maximum overtime payment
for any hour worked. This does not preclude the payment of holiday pay during a
14
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

designated holiday in addition to double time.
4.2.3 Unpaid rest periods of 4 to 6 hours, as determined by supervision, shall not
change the pay status of two times regular rate for employees who return to work
immediately after such rest periods. Rest periods of exactly six (6) hours or more will
be sufficient to change one's pay status. If such unpaid rest periods extend into the
employee's regular scheduled work hours, such employees will receive only straight
time pay for the rest period hours occurring during the employee's regular scheduled
work hours. Any call-out within two hours of an employee's regular quitting time or
within two hours of a previous call-out shall be bridged back to the previous quitting
time or previous callout for the purpose of calculating 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 non-rotating shift employees are off duty and called back for overtime
work, overtime shall begin at the time of call unless at least seven (7) hours advance
notice of the beginning of the overtime work has been given. In no case shall overtime
be computed at less than two hours except when an employee is called within two (2)
hours before their regular shift. In this case the overtime will be paid from the actual
time of call.
When rotating shift employees are called for overtime work, overtime will be paid from
the actual time of call when response time is two hours or less. When employees are
contacted between Midnight and two-hours prior to the beginning of a regular dayshift,
compensation will begin at the actual time of call. In no case shall overtime be
computed at less than two hours unless the employee is called within two (2) hours
before their regular shift.
If prearranged overtime work 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.
4.2.8 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
15
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

regular quitting time shall be compensated for a meal by the Company. The
next subsequent meal will be compensated at five and one-half (5 1/2) hours
with additional meals at intervals of six (6) hours thereafter while they continue
to work.
Two 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 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 1126/2023)
4.2.10 Employees called to duty six hours or more before the beginning of regular
hours, and who work three hours or more of the six hours immediately preceding the
beginning of regular hours and all or part of the next regular hours either at emergency
or regular work, shall be paid at one and one-half times the regular rate of pay for all
hours actually worked.
Note: Only those callouts that include time worked within the six (6) hours immediately
preceding regular hours are to be used in the application of the paragraph.
4.2.11 Employees called for duty less than six hours before the beginning of regular
working hours or shift hours shall be paid at one and one-half times their regular rate
of pay (except intermission for meals) from the time they are called until relieved from
duty or the beginning of the regular shift. Regular working hours or shift hours
following shall be paid at straight-time rates.
4.2.12 Employees who are directed to report for work away from headquarters or to
return from such work on other than their working time, whether it is after working
hours or on regular days off, shall be compensated at prevailing overtime rates. This
ruling does not change our regularly established practice of paying expenses only for
nighttime travel by public conveyance.
4.2.13 Pay for employees required to work away from headquarters:
Employees working a limited distance from headquarters will normally be
returned to headquarters when travel time one way is one hour or less.
Transportation furnished should minimize travel time to and from the job. Large
equipment may be left at the work area. (Amended 1/26/2023)
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
16
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 pay 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. (Moved from another section 1/26/2023)
4.3.3 Employees hired for temporary employment who are fully qualified to perform
the work required shall be paid not less than the regular rate established by this
Agreement for the classification under which such employees are working. However,
no employee shall be paid less than the regular rate for a period longer than four
workweeks.
4.3.4 An employee who performs the duties of a higher classification for a temporary
period as assigned shall be paid at the prevailing wage rate for the time actually
worked on the higher classification.
The Union will not present or prosecute claims for temporary advancements,
including penalties, assessable under pertinent state or federal laws, rules, or
regulations unless such claims are presented to the Company within sixty (60) days
after the completion of the work for which such temporary advancement has been
performed.
4.3.5 The Relief person shall have the same classification as that of the highest-
class employee regularly relieved.
4.3.6 As far as possible, when employees are assigned to vacation, or emergency
relief of other employees, they shall receive temporary advancement according to
seniority and minimum qualifications.
Compensation for such temporary assignment shall be either the appropriate
bargaining unit pay schedule or 6% above present wage rate in the event no
bargaining unit schedule is applicable.
At termination of the relief period, employees shall have the right to return to the job
left when going on relief.
In such cases where a bargaining unit employee substitutes for a supervisor, the
employee will be paid at a rate of 10% above the employee's current rate of pay for
the time the employee substitutes for the supervisor. The employee will remain in the
bargaining unit during such time without the authority to hire and/or fire.
When there is need for a temporary foreman within any classification, the Temporary
Foreman upgrade will be offered by seniority to the affected work group. The hourly
rate of 10% above the employee's current rate of pay for all hours worked.
17
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 which by reference is incorporated herein and made a part
of this Agreement.
GWI — 2023 2.5% + 1.5% market/inflation increase - effective 1/26/2023
GWI — 2024 2.5% + 2.0% market/inflation increase - effective 1/26/2024
GWI — 2025 2.5% - effective 1/26/2025
GWI — 2026 2.5% - effective 1/26/2026
GWI — 2027 2.5% effective 1/26/2027 (Amended 1/26/2023)
4.4 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 (MME). The full MME 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.
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
18
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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.
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.
(Amended 1126/2023)
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 for hours worked as follows-
8-hour shift employees:
• 7:00 am to 3:30 pm 0%
• 3.30 pm to 11.00 pm 4%
• 11:00 pm to 7:00 am 7%
10-hour shift employees:
• 7:00 am to 5:30 pm 0%
• 5.30 pm to 11.00 pm 4%
• 11.00 pm to 7.00 am 7%
12-hour shift employees:
• 7:00 am to 7:00 pm 0%
• 7.00 pm to 7:00 am 7%
Premiums are calculated on the employee's base rate.
4.6 Travel Differential
19
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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.
4.8 Certified Welding, Mechanics
For journeyman mechanics who obtain and maintain welding certification -
base pay increased by 3%. (Amended 1/26/2023)
4.9 Multi-Unit Control Room Operator
For positions designated as "multi-unit" positions — base pay increased by 3%.
New "multi-unit" operators will be paid 3% above the CRO trainee, CRO, and
CRO certified classifications as they progress through the certification
process. (Amended 1/26/2023)
4.10 Maintenance Journeymen on Shift
These positions will primarily perform maintenance work and operations duties that
they have been trained to do in a safe manner. The maintenance craft employee will
become a part of the rotating shift operations crew and will perform whatever duties
appropriate to repair and operate the plant. Once the employee has received the
required training for the operations duties, their base pay will be increased by 3% for
the duration they are assigned to the operations crew.
The Joint Executive Power Supply Committee will review and modify work rules as
necessary.
4.11 Valve Repair Certification, Mechanics
For positions previously designated as "journeyman plant mechanic safety valve"
base pay increased by 3%.
Article 5 - Grievance Procedure (Amended 1/26/2023)
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
20
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 (14) calendar days from the date of the Company's pre-grievance
resolution response. The supervisor shall notify labor relations of the
grievance upon receipt. The appropriate supervisor and/or senior manager will
meet with the Union steward and the aggrieved employee, after which the
Company shall provide a written response to the applicable Union
representative within fourteen (14) calendar days of receipt of the grievance.
Grievances pertaining to termination of employment will be immediately
expedited to the third step of this procedure.
Second Step
The Union may request a second step hearing through the Company labor
relations representative within fourteen (14) calendar days from the date the
Company's first step response was received. If a response is not made within
the fourteen (14) calendar days, the grievance is considered closed.
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
21
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 the
timely resolution of all grievances.
At the conclusion of the hearing, the Company will have fourteen (14) calendar
days to provide a written response to the Union, or the grievance will be
considered closed, and the Union's requested settlement awarded.
Third Step
The Union may request a third step hearing by submitting a written request to
labor relations within fourteen (14) calendar days from the date of the
Company's second step written response. If a written request for a third step
hearing is not received by the Company within the fourteen (14) calendar days,
the grievance is considered closed.
If the Union requests a third step hearing within the time stated above, the
grievance will be reviewed at the next monthly grievance hearing meeting
scheduled between the Union and labor relations, or it shall be scheduled for
an independent hearing as determined by the Union and labor relations, and it
may include the grievant, the steward present in past grievance meetings,
Union management, including the business manager, and the director of labor
relations (or the director's designee).
At the conclusion of this meeting, labor relations will have fourteen (14)
calendar days to provide the Company's third step response, or the grievance
will be considered closed, and the Union's requested settlement awarded.
Fourth Step
In the event a dispute or difference is not settled promptly and to the
satisfaction of the 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. 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
22
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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.
5.2 Joint Executive Power Supply Committee
The Joint Executive Power Supply Committee (JEPSC) 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 JEPSC shall meet twice per year, and as needed. The purpose of
these meetings is to provide a forum to facilitate communication between the
parties' local executive leadership, to discuss issues impacting operational
efficiency, and to promote consistency across business units. (Amended
1/2612023)
Article 6 - Work Rules and Practices
6.1 Safety and Environmental
6.1.1 Management shall realize their responsibility for the safety of Company
employees and the public. It shall be their duty to see that work under their
supervision is being done properly and in accordance with the Company safety code;
that Company employees are supplied with proper tools and protective devices; that
they are sufficiently instructed in the proper and safe manner of doing such work; and
that they will not be permitted to continue to do any work found to be unsafe to
themselves or fellow employees.
6.1.2 Safety is everyone's responsibility, and employees at all levels have a
responsibility for the safety of themselves and others. The Company, Union, and
employees are committed to maintaining the principle of providing a safe working
environment. Safety is paramount and shall never be compromised in the pursuit of
other objectives.
6.1.3 Both the Company and Union (on behalf of the employees), represent that the
Federal Occupational Safety and Health Act and all supporting regulations made
applicable to the Company will be observed.
6.1.4 For employees who are required to wear safety-toe footwear, the
Company will reimburse the individual up to $120 per year for the purchase or
rebuild of safety-toe footwear and/or orthotics. The employee may accrue the
yearly benefit for up to three (3) years ($360 maximum every three years) per
23
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

the Safety-Toe Footwear Reimbursement Policy/Program. Safety-toe footwear
reimbursement will be made available on the first day of the calendar year or
following the first day of employment.
Employees shall complete the "Safety-Toe Footwear Reimbursement Record"
approval form for reimbursement. If the total submissions are less than the
accrued amount, the balance will carry over each year, but shall not exceed the
three-year maximum. (Amended 1/26/2023)
6.1.5 All individuals within Power Supply shall work to minimize the adverse
environmental effects that result from power generation and shall promote programs
that will improve the environment. Employees shall operate in compliance with
established environmental laws and regulations, as well as Company, Business Unit,
and local policies and procedures.
6.1.6 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." (Added 1/26/2023)
6.2 Power Supply 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.
6.2.4 When one or more boilers are on bank or under pressure there shall be a
Control Room Operator (CRO) on duty. Duty is defined as in the vicinity not
necessarily the control room.
6.2.5 When an employee is required to install scaffolding within a power plant boiler
furnace, or to work from a scaffold, swing stage, or on climbers within a power plant
boiler furnace, such employee shall receive additional compensation equal to 4% of
the employee's daily base pay for each shift that the employee is required to work
from such equipment. Such compensation will not be allowed when the employee is
working from scaffolding attached to the boiler walls with access from stairs. Overtime
worked under these conditions will be calculated on the base hourly rate.
6.3 Regular & Temporary Headquarters
24
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

6.3.1 Power Supply consists of the following bid locations: Blundell, Gadsby, Hunter,
Huntington, Naughton, and Power Supply Support Staff. Grace Area, Ashton Area,
Oneida Area, Lifton Area, Idaho Hydro Area Maintenance, Pioneer Area, Granite-
Olmsted Area, Santa Clara Area, Utah Hydro Area, Maintenance, NTO, and OUC.
Classifications are identified in the wage table.
6.3.2 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.
6.3.3 "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.
6.3.4 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 forty-five (45) road miles from their regular headquarters, for
a period of no longer than 14 consecutive days, except by mutual agreement.
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 hour)
30+ to 45 miles $3.50 hour)
Temporary headquarters will have suitable parking and sanitary facilities.
1) Employees will be assigned on a voluntary basis for non-overtime
assignments. If the assignment is not filled from volunteers, the employee will
be assigned by least senior within classification. All employees in the
classification will be forced before the same employee is forced to take a
second assignment. The employee will travel on their own time to and from the
new work location and will be required to use their own transportation to get to
and from the temporary assignment. There may be situations in which
employees take Company provided transportation. The Company will
determine these situations.
25
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

2) When employees are working these jobs and overtime will be involved, the
overtime equalization list will be used to solicit volunteers. Overtime worked at
the temporary location will be charged on the employee's regular overtime list.
During this temporary assignment, employees will not be called for emergency
work at their home plant unless there is no other alternative.
3) Prior to employees accepting these assignments, they shall be notified of the
reporting location and proposed duration of the job. Employees who are
assigned to rotating shifts will not be eligible forjob site reporting unless agreed
to by the parties.
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.
6.6 Apprenticeships
6.6.1 The Joint Power Supply Apprenticeship Committee (JPSAC) is comprised of
equal representatives from the Company and Union. The committee is the governing
body for the administration and training of Power Supply apprentices.
6.6.2 Apprentice positions will be filled from the Power Supply apprenticeship
pool. Senior employees bidding an apprenticeship will be required to attend the
plant apprentice or hydro apprentice orientation before being offered the
apprenticeship. (Amended 1/26/2023)
6.6.3 Prerequisites for the apprentice pool are:
1) Satisfactory completion of the NJATC aptitude test
2) Satisfactory completion of Power Plant Fundamentals or two years power
plant experiences.
3) A current performance evaluation must be satisfactory or better.
4) Approved application by both the Company and the Union.
5) Additional requirements for the apprentice pool may be established by the
JPSAC
Employees with active discipline are not eligible to apply to the pool.
*** Note*** Once the curriculum and schooling has been secured for the
competency-based apprenticeship program, the Company will then implement
the program as defined in the tentative agreement signed on 11/1/18 between
the parties.
6.6.4 Application for admission into the Power Supply apprentice pool will be made
by submitting three copies of such application to the following:
26
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

• One (1) copy to immediate supervisor
• One (1) copy to the Union committee
• One (1) copy to the secretary of the JPSAC
When practical the Company will bid an apprentice position prior to hiring a
journeyman from outside this collective bargaining agreement or from outside the
Company.
6.6.5 Apprentice positions in Power Supply will be bid in one of two ways:
1) Designated Locations: For training and the journeyman position is guaranteed
at the bid location.
2) Training Location Subject to a Permanent Location: For training only and the
Company guarantees that an equivalent journeyman position will be opened
within Power Supply for each apprentice who journeys out.
A permanent location must be secured within ninety (90) days after becoming a
journeyman or the employee will be placed in a vacant position. Apprentices within
three (3) months of taking their journeyman exam may bid on journeyman vacancies.
If awarded a journeyman position through bidding, the apprentice will finish their
apprenticeship at their original location before relocating to the new location, if
applicable.
Apprentices cannot be displaced through the provisions of Article 3.4.
6.6.6 Apprentices must be familiar with the safety code and are required to have a
good working knowledge of first aid, including CPR. They shall expand their
knowledge of proper use of safety devices, safe working methods and facility
specifications as their apprenticeship progresses. Should it be difficult for apprentices
to gain field experience in certain phases of work in the permanent location, they may
be transferred temporarily to another location where appropriate types of work are
being done. It is understood that during their apprenticeship period they will be
required to attend apprentice training sessions.
Apprentices may perform work for which they have been approved under the safety
code by the Safety Committee and the Joint Power Supply Apprentice Committee, or
work under the direct supervision of a journeyman.
Before apprentices, other applicants and external hires may be classified as
journeymen, joint examiners shall first test the apprentices or external hires. Both the
Company and the Union shall select their examiners. The examiners shall pass or fail
apprentices, other applicants or external hires based on qualifications and exams.
6.6.7 Hydro apprentice pay rates will be established as a percentage of the
journeyman rate in the classification of their jobs. The percentages are as follows:
• Trainee — 75% of the associated Journeyman rate
• Operations — 80% of the associated Journeyman rate
• Mech or Elec — 85% of the associated Journeyman rate
27
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

• Mech or Elec — 90% of the associated Journeyman rate
All apprentices may be assigned to rotating shift work or straight shifts as needed for
training purposes.
Apprentices who have served their full apprenticeship and have passed their
journeyman test under this Agreement for rating as a journeyman, shall be put on that
journeyman rate of pay.
6.7 Hours and Schedules
6.7.1 Power Supply workweek will begin at 11:00 p.m. Saturday, and continue until
the following Saturday at 11:00 p.m. Shifts are as follows:
Non-rotating Maintenance Shifts 8-hours:
Day Shift 7:00 a.m. to 3:30 p.m.
Afternoon Shift 3:00 p.m. to 11:30 p.m.
Night Shift 11:00 p.m. to 7:30 a.m.
Non-rotating Maintenance Shifts 10-hours:
Day Shift 7:00 a.m. to 5:30 p.m.
Rotating 8-hour Shift Work:
Day Shift 7:00 a.m. to 3:00 p.m.
Afternoon Shift 3:00 p.m. to 11:00 p.m.
Night Shift 11:00 p.m. to 7:00 a.m.
Rotating 12-hour Shift Work:
Day Shift 7:00 a.m. to 7:00 p.m.
Night Shift 7:00 p.m. to 7.00 a.m.
Temporary 12-hour Maintenance Shifts are established for a minimum of 5 regular
workdays.
Day Shift:
7:00 a.m. to 3:30 p.m. regular hours
3:30 p.m. to 7:30 p.m. as overtime
Night Shift:
11:00 p.m. to 7:30 a.m. regular hours
7.00 p.m. to 11.00 p.m. as overtime
6.7.2 The following alternative work schedules may be made available to non-
rotating employees when there are (2) two or more employees in the same
classification willing to work the schedule:
• A "4-10s" schedule, with half of the employees working Monday -
Thursday and the other half working Tuesday- Friday
28
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

• A "9-80" schedule, with half of the employees working every other Friday,
and the other half working the staggered alternate Fridays
The Company shall retain sole discretion in determining whether alternative
work schedule requests will be approved. Requests for alternative work
schedules shall be made to, and coordinated through, Union management and
labor relations, and approvals shall be implemented only through letter of
agreement signed by Union management and labor relations. Approved
alternative work schedules shall be cancellable by either party with 30 days'
notice. (Added 1/26/2023)
6.7.3 When transferring employees from one shift to another, no loss in regular pay
shall result. A minimum of sixteen hour 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. An exception to this provision is defined in Article 6.8.2 for relief operators.
6.8 Shift Operations
6.8.1 Shift work employees may be assigned to straight shifts for purposes of
training, overhauls, outages and emergencies, to facilitate plant operation.
6.8.2 Relief operators should be used in all appropriate situations before another
operator is called out on overtime. When an operator is required to work relief which
causes a change in their regular days off, they will be paid at the rate of time and one-
half their regular rate for the first shift. In such cases, if the relief operator is
compensated for a shift change, the employee will not be credited on the overtime
record for this compensation.
6.8.3 When overtime is required to cover established scheduled shift vacancy; the
vacancy will be filled per the call out procedure.
6.8.4 In providing for emergency relief for operators on shift (as for example in case
of illness), other employees from either rotating or regular shifts and who are not
necessarily working the same schedule of hours as the employees relieved, may be
transferred to the relief duty and shall receive no overtime therefore, provided they
have received at least six hours' notice of the impending transfer to the relief duty.
6.8.5 Employees' Day off shall be as mutually arranged by the parties hereto.
6.8.6 Except when relieved at their own request, operators relieved from duty in less
than four hours shall be paid for not less than four hours. If relieved from duty after
more than four hours, they shall be paid for not less than eight hours.
6.8.7 Whenever the Company establishes shift operations and/or maintenance,
determination of classifications, wages, hours, and schedules of work will be agreed
to by the parties hereto.
6.8.8 The parties have agreed to establish a Power Supply Shift Work Committee to
develop consistent shift relief rules and other items concerning rotating shifts.
29
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

6.8.9 Shift Trades
Employees may trade shifts, so long as the trade is:
• Agreed to by the employees involved;
• Approved by supervisor(s) involved;
• Between employees within the same job classification;
• Worked in the same work week;
• Arranged so that no employee works more than 40 hours in the work
week and does not result in overtime;
• Approved at least 48 hours in advance of the first shift traded;
• Arranged such that no employee extends their workday by more than
four (4) hours;
• In accordance with shift start and end times in the Agreement; and
• Recorded on the employees' timesheets by actual hours worked by each
employee.
(Added 1/26/2023)
6.9 Overtime Procedures
6.9.1 Overtime Guidelines (effective December 26, 2003): These guidelines shall
govern unless otherwise agreed to and reduced to writing by the parties. It is the intent
of the parties to apply guidelines in a uniform and consistent manner where practical.
It is mutually agreed that there are differences between "Call-out, & Hold-over
Overtime" as defined in the Guidelines contained in 6.9.28.
6.9.2 The Company shall adhere to these guidelines and the Union will make every
effort to assure workers are available with a minimum of calls. The parties agree to
use a system of self- identification wherein employees will be able to indicate their
willingness and availability to work overtime.
6.9.3 Except in an emergency, overtime will not be scheduled for more than eighteen
(18) hour periods including any regular shifts associated with that overtime.
6.9.4 When it is necessary to work overtime to cover a shift, employees of the same
classification and workgroup who have volunteered and who have the least number
of total hours will be given the first opportunity for the overtime.
6.9.5 The Company will maintain a list for each classification within a work group.
This list will include actual overtime hours worked either in or outside an employee's
classification, available overtime hours (red hours), and total hours (red plus actual).
All bargaining unit employees will have their name on the list and how they can be
contacted after hours. A Master Overtime List will be made available to employees at
each location on a regular basis plant by plant.
6.9.6 Red hours will be assigned to all eligible employees in a classification not on
30
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

the overtime volunteer list who have lower total hours than those individuals who work
the overtime in an amount equal to the actual hours worked up to a maximum of 18
hours per day.
6.9.7 A second list will be maintained for people who have volunteered to work
outside of their classification, for work they are qualified to perform. Employees must
be on the volunteer list within their own classification to be eligible for overtime outside
of their classification.
6.9.8 Overtime availability must be communicated no later than 3 hours after the
beginning of the shift. As employees report to work each day the Company will
provide a mechanism by which employees may indicate their willingness to work
overtime. One mechanism will be for those employees who are available and have
an interest in working in their classification on that day. A second mechanism will be
for those employees who are interested in working overtime on that day and in any
location at the Plant where they are trained to safely perform the required duties. This
indication of a willingness to work overtime will be valid from the beginning of the
employee's shift through the beginning of the employee's next scheduled shift
excluding days off.
6.9.9 Employees not scheduled to work for reasons of vacation, regularly scheduled
days off or Holiday may indicate their interest in working overtime on these days off
by contacting the generation clerk who maintains the overtime list. This contact must
be made no later than 9:00 a.m. Employees may indicate a willingness to work
overtime for specific days or for blocks of days during these scheduled days off.
6.9.10 If an employee has volunteered for the daily overtime and an emergency
arises and they need to have their name removed from the volunteer list, it is the
employee's responsibility to contact their supervisor as soon as possible. The
supervisor must then make necessary notification to have an employee's name taken
off the list. Employees, who have placed their name on the volunteer list and
subsequently request and are granted vacation, will be removed from the volunteer
list until they return to work on a regular scheduled shift, and place themselves on the
volunteer list.
6.9.11 It is the employee's responsibility to verify that the list reflects the employee's
volunteer status for the time period specified by the list.
6.9.12 When the need for overtime occurs, the employee in the particular
classification or work group who has the least total hours will be the employee
contacted for the overtime opportunity. Employees who do not have the lowest total
hours may be asked to stay with "low man" where job continuity is required.
6.9.13 Overtime assignments associated with unit overhauls, planned outages, etc.,
may be made for the duration of the work assignment. When the overtime assignment
exceeds seven (7) calendar days, opportunity for reassignment will be given to
volunteers.
6.9.14 If no employee volunteers for the overtime it will become necessary to force
employees in the classification to perform the required work. In this situation
31
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

employees with the least number of actual overtime hours worked will be required to
work.
6.9.15 In the event an employee is unable to respond to a force, a department level
or plant manager's level authorization with written documentation that supports the
legitimacy of the failure to work will be required. (Calling the control room and being
placed on the sick list is not considered proper notification in a force situation.)
Employees should understand that refusal to work when being forced is a form of
insubordination and serious disciplinary action could result.
6.9.16 Lunch periods worked will not be considered to be an overtime opportunity
but, overtime worked during a lunch period will be logged on the overtime list.
6.9.17 The supervisor or control room operator initiating the call for overtime will log
pertinent data concerning all attempts made in person or by telephone, including time
of call. When contacting employees by telephone, a call will consist of six (6) rings,
or a message left on an answering machine including the time of day and call back
information.
6.9.18 Employees who are on vacation will not be contacted for overtime work unless
they have indicated to the Company of their willingness to do so. 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.
6.9.19 Employees may request to be contacted for overtime during their scheduled
vacation periods by contacting the Company. The Company will only contact these
employees if no other volunteers are obtained from the overtime list. If any employee
makes this request, all applicable rules will apply.
6.9.20 Employees who have called off sick and have been logged on the sick list will
not be contacted for overtime. Logging on the sick list must be done before the
beginning of the shift.
6.9.21 Overtime worked by an employee who is temporarily assigned to a different
classification will be added to overtime record in the employee's regular classification.
6.9.22 An employee's position on the overtime list will be carried forward into the
succeeding year for the purpose of offering employees overtime work. On December
31 st of each year the overtime list will be zeroed. Employees will stay in the same
order as they were at the end of the previous year using one-hour increments as
placeholders.
6.9.23 Employees must provide a current and accurate phone number or an alternate
means of contact. An employee must be able to respond to a call-out within one hour
of the call or make arrangements with the calling supervisor.
6.9.24 New employees will be averaged into their respective classification or work
group. The employee will be placed in the middle of the actual and total overtime
hour's columns.
6.9.25 An employee who has been off of work for 30 consecutive workdays or more
will be placed back on the overtime list at the same level that they were at when their
32
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

leave from work began. Example: If the employee was fifth from the low man when
they went on leave, they will be fifth when they return to work. The actual number will
be an average of the individual above and the individual below the employee at the
time they return.
6.9.26 If the employee was at the number one position when they left, they will be
number one when they return. The spread will be the same as it was between the
first and second position when the employee left.
6.9.27 If the employee was high on overtime list when they left, they will be high on
the list when they return to work. The spread will be the same as it was between the
highest employee and the next highest employee when the employee went on leave.
Disciplinary action will be taken against anyone who deliberately violates these
overtime rules.
6.9.28 Guidelines:
Hold Over
1) Volunteers will be utilized first
2) Offer overtime using current list starting with low person
3) Force as needed using force list
Callouts
1) Use call-out procedure in section 6.9 of Collective Bargaining Agreement.
6.10 Performance Reviews
6.10.1 With the dramatic changes in the power generation business and the need
for all employees to enhance their skills, it is important that employees are given
timely and accurate feedback on their performance and training level. Performance
evaluations will be re-established to help develop individual training and
performance plans. The Joint Executive Power Supply Committee (JEPSC) will
work together to develop the format and standards for employee performance
reviews.
6.11 Hold Over Transportation
6.11.1 The Company will provide transportation to employees who are held over for
overtime and do not have transportation home as a result of the holdover overtime.
6.12 (Deleted/moved under another article 1/23/2026)
6.13 Weekend Coverage Crews
6.13.1 If a holiday falls on Monday, Tuesday or Wednesday, the crew going off will
cover the holiday. If a holiday falls on Thursday or Friday, the crew coming on will
cover the holiday.
6.14 Training
33
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

6.14.1 Power Supply management shall provide a minimum of eight (8) hours of paid
time yearly for the joint training of management and Union stewards. The Union may
also provide separate training for its stewards for which the Company will provide up
to eight (8) hours annually per steward.
6.14.2 In order to bid any non-journeyman classification within Power Supply,
candidates must have two years power plant experience or have completed Power
Plant Fundamentals.
6.14.3 The Company shall provide adequate training and time for that training as
required for all employees. Additional rules shall apply to apprentices.
6.14.4 Employees required to travel in order to attend training sessions will
follow the rules established below for their travel time:
1) Normally, traveling out of town will be scheduled so the employee will be
able to travel on Company time.
2) Normal travel expenses such as mileage reimbursement, lodging and a
per diem (M&IE) will be paid by the Company according to the provisions
contained in this Agreement.
3) Employees who are required to travel outside of regular scheduled hours
on a normal workday and do so at the Company's request will be
compensated at the appropriate overtime rate for all hours that exceed
ordinary home-to-work travel. Notwithstanding the above, employees
required to travel at some mid-point in the shift may adjust their shift
starting and stopping time to accommodate travel.
4) Employees required to travel on a regular day off will be compensated at
the appropriate overtime rate for all hours up to eight hours regardless
of time of day.
5) Employees required to spend the night away from home may take
advantage of article 4.4.1 of this Agreement whereby the employee may
elect to stay with friends or family members and be compensated
according to the amounts and rules contained therein.
6) If an employee chooses to drive their personal automobile as opposed
to availing themselves of public transportation, such as air travel when
appropriate, travel time will be compensated only for the lesser amount
of time of the different forms of travel. In situations where an employee
chooses to use a personal vehicle instead of public transportation,
mileage paid for such travel by personal vehicle will not exceed the cost
of the public transportation.
7) If an employee elects to be accompanied by a companion who is not an
employee of the Company such travel must be done in a personal vehicle
unless corporate policy states otherwise. All additional expenses for the
companion will be the responsibility of the employee.
8) Apprentice travel that is not part of apprenticeship curriculum is covered
34
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

under this article. (Amended 1/26/2023)
6.15 Temporary Upgrade Protocols
6.15.1 It is not the intent of the management to avoid posting regular positions by
utilizing temporary assignments. Temporary assignments lasting more than 6 months
require mutual agreement between the parties. An employee may be assigned
temporarily to perform the duties of a higher classification for which the employee is
qualified.
6.15.2 For temporary job vacancies of 30 days or less, the senior qualified employee
in the core work group may be upgraded. This employee will remain on their original
overtime list.
6.15.3 For temporary job vacancies of more than 30 days, the senior qualified
employee in the same plant shall be upgraded. This employee will be placed on the
overtime list in the new classification and an employee status change to the new
classification will be completed. All overtime worked in the new classification will be
carried back to their original classification.
6.15.4 If a temporary assignment lasts more than 6 months, the temporary
assignment will be discontinued unless there is mutual agreement to extend. At the
end of the temporary upgrade, employees will return to the job they left before
accepting the upgrade.
Article 7 — 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 floating holidays.
New regular full-time employees will be allocated floating holidays according
to the following schedule:
Month of Hire 2023—2024 Number of Floating Holidays
December 26 through April 25 2
April 26 through November 21 1
November 22 through December 25 0
Beginning in payroll year 2025, the Company will either: (1) provide one
additional floating holiday (for a total of three floating holidays), or (2)
implement Juneteenth as an observed holiday.
If Juneteenth is not implemented as an observed holiday, beginning in payroll
year 2025, the following chart will be used for floating holidays:
35
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Month of Hire 2024—2025 Number of Floating Holidays
December 26 through April 25 3
April 26 through November 21 2
November 22 through December 25 0
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 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 (8) hours straight time. (Amended
1/26/2023)
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.
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:
36
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Hours of Work Holiday Pay for Regular Allocation Rate for
Floating Holiday
Under 20 0 0
20-29 6 6
30-35 7 7
Over 8 8
If a regular part-time employee's actual work schedule deviates from the defined work
schedule identified above for an extended period of time, the local management and
steward will meet to review the reasons for this deviation and determine if a new
defined work schedule is appropriate. If a new defined work schedule is implemented,
adjustments to the pro-rated benefit schedules within this Article would be warranted,
beginning from the time the actual hours worked mirror the new defined work
schedule.
7.2 Personal Time 1 (Added 1/26/2023)
7.2.1 Effective December 26, 2023, all regular employees will receive personal
time (PT) to use for vacation, sick leave, family illness or activities, personal
appointments, and any other time the employee would like off. All employee
vacation balances at the end of the 2023 payroll year will automatically be
transitioned to PT for use in the PT program.
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:
All provisions of Article 7.2 in this Agreement shall become effective on December 26, 2023. For the
period January 26, 2023, through December 25, 2023, all provisions of Article 7.2 in the previous
collective bargaining agreement between Company and Union (expired January 25, 2023) shall be in
effect.
37
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Hours Per Year(Annual Hours Per Pay Period
Accrual Rate)
1st payroll period through 4th year 160 6.67
(1st through 48th month)
5th year through 9th year(49th 200 8.33
through 108th month)
10th year through 14th (109th 240 10
through 168th month)
15th year through 24th (169th 280 11.67
through 288th month)
25th year and beyond (289th month 320 13.33
and beyond)
Employees must fully complete the 48t", 108t", 168f" and 288t" month of service
to receive the higher allocation tier of PT the next pay period.
Regular employees, who have worked for the Company who have had a break
in service and then return to work with the Company, will be given credit for
their entire regular status time worked for the Company when calculating their
PT allocation. This bridging of service will apply to all Company-provided
benefit programs.
7.2.4 Regular part-time employees shall receive a pro-rated PT accrual based
on Article 7.2.3 as follows:
Hours of Work Per Week Accrual Rate
Under 20 0%
20-29 75%
30-35 88%
Over 35 100%
7.2.5 Temporary employees shall not accrue PT. Should a temporary
employee continue on to regular employment, the employee's continuous time
spent in temporary status shall be used for purposes of their PT accrual tier.
7.2.6 Time spent in military service shall be considered time worked for the
purpose of determining the rate of PT accrued under the preceding sections of
this Agreement, provided the employee had left the employ of the Company to
enter military service and returned to its employ within such time as may be
prescribed by law. Each employee, upon leaving their job to enter military
service, may receive pay for all PT credited in their PT bank as provided in this
Agreement.
Upon resuming work for the Company, as described above, the employee will
38
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

receive, in the year of reemployment, PT credits to their PT bank equivalent to
what they would have received had they been continuously employed
throughout the preceding payroll year, less any payments previously made to
them on account of accrued PT credited for the same prior year.
7.2.7 PT shall be paid at the straight time rate of pay. If a holiday is observed
by the Company on a workday within an employee's PT period, the holiday shall
not be considered as PT.
7.2.8 New hires will be eligible to utilize PT when accrued subject to
supervisory approval and the provisions of this Article. Probationary
employees who separate employment have no claim to compensation for
earned and unused PT benefits.
7.2.9 PT Carryover
Employees' individual PT banks may be carried over to a new payroll year with
carry over limited to 320 hours. Employees will continue to accrue hours each
pay period of the payroll year and the cap of 320 hours shall be applied only at
the end of the payroll year. Should the Company cancel an employee's
scheduled PT for operating purposes, and this time off cannot be rescheduled
before the end of the payroll year and the cancellation causes the employee to
have PT in excess of the allowable cap for the payroll year, the excess hours
will be carried into the next payroll year. Written authorization from the
employee's supervisor and labor relations will be required to document
approval. Employees shall not receive pay in lieu of PT.
7.2.10 At the end of each payroll year, any PT hours above the employee's PT
cap outlined in Article 7.2.9 will be deferred into the employee's supplemental
leave bank. The supplemental account can only be used to supplement short-
term disability (STD), worker's compensation, and upon retirement, 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.
39
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Unscheduled PT is personal time leave not scheduled whereby an employee
may be allowed to use PT, provided their request does not create scheduling
problems and no additional expense is caused the Company by such
scheduling, subject to notice provisions as required by the Agreement.
Notification of absence after regular work shift begins will be considered to be
an unexcused absence.
Unscheduled PT which is used for (a) personal illness or injury or (b) family
illness or injury, may at the Company's reasonable discretion, require a
physician's verification of illness.
7.2.13 Employees, with the consent of the department head, may elect to split
their time off as needed. In such event the right of selection by seniority shall
apply to the first period selected. When scheduling of relief personnel is
required, reasonable notice of intent to take time off may be required by
department management.
7.2.14 Employees entitled to PT, who are absent from work due to injuries
sustained in the line of duty, may elect to take their time off during such
absence from work. If during such absence an employee receives
compensation under any state workers compensation law, the amount of any
such payment received shall not be deducted from the employee's PT
allowances. The total amount to be received by the employee, either by
paycheck or by payments under such workmen compensation acts, shall be
equal to, but shall not exceed the employee's regular pay.
7.2.15 PT Pay Upon Termination
At termination or retirement, any remaining PT hours for non-probationary
period regular employees, up to their annual accrual rate outlined in Article 7.2,
will be reimbursed at 100% of the employee's current hourly base pay rate.
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)
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
40
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

credited to their supplemental bank. All remaining hours below 160 will
be credited to their new PT bank.
• Balances below 160 hours will be credited to their new PT bank.
7.2.18 Vacations shall be scheduled according to the following process:
1) First and second choice vacation will be granted by seniority in each
classification or work group. Employees will have adequate time to make
their first choice. After everyone has had the opportunity to select their
first choice, they will be given adequate time to make their second
choice. After everyone has had the opportunity to select their second
choice, employees may schedule additional vacation subject to
management approval.
2) First and second choice vacation or schedules shall be selected for the
following year by all employees and approved by December 24 each year.
After December 24, vacation may be changed or scheduled based on
availability.
3) If a first choice vacation selection becomes available due to cancellation
or vacancy, that vacation period will be offered to other individuals in
that classification by seniority from high to low.
4) A short-notice vacation policy will be developed and implemented at
each location and shall include the requirements to take short notice
vacation and the number of short notice vacations allowed each year.
5) Management shall determine the number of employees in each
classification or work group that may be scheduled off during the same
time period. All selections will be pre-approved and initialed by the
supervisor.
6) "Vacation periods" include all regular days off immediately before and
after the scheduled vacation.
7) Unless changes are mutually agreed to, an employee is entitled to take
vacation when scheduled, so long as the employee remains in their work
group. If an employee moves to another group after vacation schedules
are posted, their previously requested vacation schedule will be allowed
only by mutual consent of the employee and supervisor.
8) A floating holiday must be scheduled at least 24 hours in advance and
must be approved by the supervisor.
(Added 1/26/2023)
41
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

7.3 Short-Term Disability Benefit and Leave
7.3.1 The Company will provide a short-term disability (STD) benefit to cover
periods of extended absence from work due to personal injury or illness. An
STD program description is available to all employees. This benefit equals 75%
of regular pay and covers absences for up to 180 calendar days for each
unrelated illness or injury. There is a forty (40) regular working hour waiting
period for this benefit, or a pro-rated amount for regular part-time employees
and employees can utilize their PT or floating holiday during this time.
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 (LTD) benefits and are unable to return to work will be
provided 60 calendar days of unpaid leave in which to attempt to qualify for
LTD benefits or return to work. At the end of the 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 the Union at retirement to use for retiree medical and premium
expenses. The Company and the Union agreed that employees who retire (i.e., age
55 with 5 years of service or 55 with 10 years of service depending on hire/rehire
date) would be eligible for this account.
Upon retirement from the Company (55 years of age and 5 years of service or 55
years of age and 10 years of service (depending on date of hire) accumulated
supplemental hours will be valued at 65 percent of the employee's current base wage
and a notional health account will be created and funded for the employee. The
account will be managed by the third-party administrator of the Company's choosing.
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 is 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.
42
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 third party administrator will
be eligible for use until the transfer occurs.
7.4 Long-Term Disability Benefit and Leave
7.4.1 The Company will provide a long-term disability (LTD) benefit to cover
periods of extended absence from work due to personal injury or illness or
compensable work-related injury. The LTD group policy document drives the
delivery of this benefit and is available to all eligible employees. This benefit
equals 60% of regular pay and covers absences after 180 calendar days of
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.
2) Displace a less senior person who currently occupies their previous
classification at that location.
3) Access to all rights under the displacement process
Employees returning from LTD or on LTD have the right to bid on vacancies
under the terms of this Agreement provided they are medically
qualified/released and physically able to perform the work and meet the
qualifications of the position, if any.
Employees who return to work from LTD during a calendar year will begin to
accrue PT upon their return based on years of service. (Amended 1/26/2023)
7.4.3 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)
7.4.4 (Deleted 1/26/2023)
7.5 Personal Leave of Absence
43
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

7.5.1 With written approval of the operating director or managing director and written
concurrence of the director of labor relations a maximum of six months' leave of
absence may be granted to employees for reasons other than illness, provided they
can be spared from duty. Employees on such leave of absence shall not be deemed
to have forfeited seniority rights accrued prior to leave of absence. Such employee
shall receive no compensation from the Company for this time off and details of the
leave will be included in the application.
7.6 Medical Examinations and Return to Work Notice
7.6.1 The Company reserves the right to require physical examinations of its
employees in accordance with its rules and regulations.
7.6.2 Employees, on rotating shifts, returning from sick, accident or other
unscheduled absence must give at least one shift notice before returning to work.
7.6.3 Employees who are absent from work for a period of more than six months by
reason of curtailment of employment or injuries incurred while on duty may be
required by the Company to pass the regular physical examination required at that
time by the Company for new employees. The Company will pay for such
examinations.
7.7 Industrial Injury/Workers Compensation
7.7.1 An active employee of the Company, who sustains a compensable work-
related injury while on duty, shall be entitled upon recovery to return to the
employee's former position without loss of seniority, provided the employee is
physically and mentally qualified to return to work. The Union confirms, on
behalf of the employees of the Company, that any employee advanced or
transferred during such absence will consent to such demotions as are
necessary to make room for such employees returning to work. (Amended
1/26/2023)
7.7.2 The Company will provide STD benefits to an active part-time/full-time
employee due to time loss associated with a compensable on-the-job injury.
Beginning with the first day of time loss and consecutively up to 180 calendar
days, benefits are paid at 75% of their regular pay. The STD benefit can be
supplemented in the same means as the STD benefit described in Article 7.3.2
above. The STD benefit is adjusted against the temporary-total disability (TTD)
benefit provided by the workers compensation third party administrator (TPA)
so not to exceed the 75% STD benefit provided by the Company. At the end of
the 180 calendar days of coverage, the employee is subject to the provisions of
the long-term disability (LTD) benefit described in Article 7.4 above and the
benefit under this Article 7.7.2 will cease. (Amended 1126/2023)
7.7.3 After an employee has returned to work from an industrial injury, the
Company agrees to grant paid leave at 75% of the employee's current regular
rate of pay for time off work to attend medical appointments for approved, on-
the-job injury claim(s). This benefit can be supplemented in the same means as
the STD benefit described in Article 7.3.2 above. (Amended 1/26/2023)
44
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

7.8 Military Leave
7.8.1 An employee covered by this Agreement who, in order to perform active
service in the military forces of the United States, has left or shall leave a position with
the Company other than a temporary position, and thereafter returns to the Company
within 90 days after satisfactory completion of service or training in such forces, and
presents a certificate to that effect, shall, if qualified to perform the duties of such
position, be without loss of seniority, restored thereto or to a position of like seniority,
status and pay, unless circumstances have so changed as to make it impossible or
unreasonable to be so restored. The following stipulations shall apply to employees
returning from military leave:
1) They shall be given the benefit of vertical increase of pay granted during their
absence.
2) They shall be allowed accrued vacation or sick leave benefits for the year in
which they return to work.
3) They shall be given accrued seniority for bidding and, if need be, for bumping.
7.8.2 Leave without pay for the purpose of attending regular training sessions, such
as military training sessions, will be granted to 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.
45
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Plan year 2023: 25% Employee/75% Company
Plan year 2024: 22% Employee/78% Company
Plan year 2025: 22% Employee/78% Company
Plan year 2026: 20% Employee/80% Company
Plan year 2027: 20% Employee/80% Company
Regular part-time employees will be allowed to choose the appropriate level of
coverage from the above options and the Company will make the associated
monthly contribution. (Amended 1/26/2023)
7.9.3 All present and future retirees who were employed before January 1, 2007, will
be covered by the Company's Retiree Medical, Dental, Vision and Life Insurance
Plans. New Hires employed on or after January 1, 2007, will be eligible for access
only to the Company's Retiree Medical, Dental and Vision Insurance Plans upon
reaching age 55 with ten (10) years of service, responsible to pay the full premium.
For retirees hired before January 1, 2007, who obtain age 65 or become eligible for
Medicare, the Company will establish a Health Reimbursement Arrangement(H.R.A.)
for the retiree to use to purchase medical insurance on the private market through the
Company's third-party administrator (currently Extend Health) for the retiree and any
eligible dependents. This account will be established the first of the 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 to64.4 $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.
46
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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
7.11.1 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
definition of pay for employee and employer match contributions to the Plan
includes regular, PT, holiday, and overtime payments. The specifics of the K-
47
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Plus Plan are contained within the summary plan description. (Amended
1/26/2023)
7.12 Life Insurance Benefit
7.12.1 The Company will pay premiums equal to 50% of the cost of the life insurance
benefit, to the IBEW/Western Utilities Health and Welfare Trust for up to two (2) times
the employee's annual regular wages.
7.13 Employee Assistance Plan
7.13.1 All employees and their covered dependents will be eligible for services under
a comprehensive Employee Assistance Program and Substance Abuse
Rehabilitation benefit program. Benefits will be provided from the IBEW/Western
Utilities Health & Welfare Trust.
7.14 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 such paid
leave depends on various circumstances, including distance to the service and
relationship. (Amended 1/26/2023)
7.15 Drug and Alcohol Testing
48
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

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 1/26/2023)
Article 8 - Duration of Agreement
8.1 This Agreement shall remain in full force from the date of signing hereof until 11:59
P.M., January 25, 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 me ns 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 61 st day.
49
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
LOCAL UNION 57
Kevin wen
Business Manager
IBEW Local 57
ROCKY MOUNTAIN POWER
Julie Lewis
Vice President of Human Resources
PacifiCorp
Subject to the approval of the International President of the International Brotherhood of
Electrical Workers.
50
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining 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.
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
51
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Employees may be required to submit to a post-accident drug and alcohol test in the
following instances:
• involved in an on-the-job accident
• involved in an OSHA recordable event
• involved in an accident which involves property damage that is reasonably
estimated at the time of the accident to exceed $1000 or is classified as a
preventable vehicle accident
Employees who are required to submit to a post-accident test will not be returned to work
until the results of the test are known. If the test result is negative, the employee will be
made whole for regular work time missed as a result of the test.
Reasonable Suspicion Drug and Alcohol Testing
Reasonable suspicion is defined as trustworthy evidence which would cause a prudent
person to suspect that the employee has used or is under the influence, or impaired.
Reasonable suspicion testing for drugs and alcohol is permissible only when reasonable
cause exists that an employee has used or is under the influence of alcohol or illegal
drugs while on Company time, property, in a Company vehicle or while representing the
Company.
Before ordering an employee to submit to a drug and alcohol test, the employee's
supervisor must seek approval of their supervisor, if practicable. The supervisor ordering
a drug test must as soon as practical write a narrative report of the information and
observations which gave rise to the order to take a drug test.
Following a reasonable suspicion drug and / or alcohol test, the employee tested may be
suspended without pay until the results are received. If the test result is negative, the
employee shall be made whole for regular work time missed as a result of the test.
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.
52
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Those who self-refer before they are notified, they have been selected for testing, and
before work performance problems arise will not be disciplined or require a return- to-
work agreement to return to their positions. However, ongoing work-related issues may
result in disciplinary action up to and including termination. Information regarding EAP
services can be obtained from the EAP provider or the employee benefits and disability
services department.
An employee who voluntarily enters into a rehabilitation program will be eligible to use
sick leave and/or vacation until they are released to return to work in accordance with
company policies and the applicable collective bargaining agreement. They may be
eligible for FMLA and/or short-term disability subject to the terms and conditions of the
FMLA policy and/or short-term disability program. If all paid time off is exhausted, then
their time off will be without pay. Rehabilitation costs will be covered in accordance with
the employee's respective health care coverage.
Employees who have failed a drug/alcohol test and are offered a return-to-work
agreement are subject to medically supervised tests to detect any continued use of
drugs or alcohol, ordered by the Company, with or without cause, at any time, for the
period of time recommended by the rehabilitation professional treating the employee.
Employees who have entered rehabilitation and returned to work, but whose
subsequent drug/alcohol tests show continued use of drugs or alcohol may be
disciplined up to and including discharge.
The refusal of an employee to submit to a drug/alcohol test which is properly ordered
under this agreement is a violation of Company policy and may be grounds for
disciplinary action, up to and including discharge.
An employee who tests positive as a result of a drug/alcohol test with no aggravating
circumstances shall not be considered to have committed an offense rising to the level
of 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.
53
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Payment For Meals
June 26, 2013 (Amended January 26, 2023)
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, 4.2.10, and 4.2.11 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 am to 9:59am
Lunch 10:00am to 1:59 m
Dinner 2:00 m to 2:00am
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 4.4.1 of the Labor Agreement.
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 five and one-half (51/2) 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 12 hours prior to the start of the overtime assignment.
For prearranged work on holidays and regular days off, employees will not be
compensated for meals unless starting time is two (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
54
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Employees who are called back to work within two (2) hours of their regular quitting time
will be compensated for a meal two (2) hours after their regular quitting time, and
additional meals at intervals of not more than six (6) hours thereafter while they continue
to work.
Emergency Service Work Out-Of-Town
Crews working out-of-town on emergency service restoration who would qualify for the
overtime meal reimbursement provision of the Agreement, may elect to be compensated
on their paychecks 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: (90 days after ratification)
Maintenance Special 12 Hour Back-to-Back Shifts
October 5, 2006
This memo is developed to give a clear understanding of the overtime and shift change
procedures to Maintenance employees.
Shift change guidelines
1) A minimum of sixteen hours off duty between shifts changes shall be allowed
except in emergencies or where otherwise agreed to by the parties hereto.
Supervisors shall notify employees of a shift change as soon as possible. In
emergencies and mutual agreements between the employee and supervisor, less
than sixteen hours off duty between shifts is an option.
2) 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
day of the new shift. No additional pay will be received when going back to the
regular shift.
3) Shift changes will be filled by using the overtime list beginning with low man. Red
and black hours will be given with all overtime. If the shift change is turned down,
red and black hours will apply for the duration of the scheduled time.
4) When a 12-hour shift is scheduled and an employee has vacation scheduled for a
period of up to 2 days, they may accept the overtime and supervisor will make
arrangements to cover those days. If the vacation scheduled request is for 3 or
more days, they would not be available for the overtime.
5) If the 12-hour shift change occurs during the middle of the week, those personnel
assigned to report to the plant at 7.00 p.m. will be sent home at noon on straight
time pay for a rest period. For job continuity, the appropriate weekend shifts will be
included as part of assignment.
6) 12-hour back-to-back shifts shall be established for work that is expected to last
one week or more in duration. If the particularjob is completed, personnel assigned
will be changed back to their normal shift.
55
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

7) Shifts will be asked for on a weekly basis and may be extended by mutual
agreement.
8) Employees assigned to a project on both day and night shift will be left on the
project for the duration of the job. If at all possible, personnel will not be pulled to
handle other jobs that arise. The shift supervisor may use a Journeymen for
emergencies until other Journeymen can respond. If additional overtime for the
assigned project is required, it will be offered to employees assigned to the project
before offering to others in the same classification.
Hours
Two 12-hour shifts may be established when 24-hour coverage is needed. Day shift will
be 07:00 AM to 3:30 straight time and 3:30 to 7:30 overtime.
Back shift hours will be 7:00 PM to 11:00 PM overtime, and 11:00 PM to 7:30 AM straight
time.
Breaks, meals, and shower time
Two 15-minute breaks, one 30 minute lunch break and one 15-minute shower time is
provided for a 12-hour shift.
The supervisor and crew should determine the best time to take breaks and lunch.
Shower time and one break are at the end of the shift.
Red and black hours
Employees accepting the coverage will receive 4 black hours for each 12-hour shift
worked. Employees who decline the coverage will receive 4 red hours for each 12- hour
shift not worked.
Red hours will only be received one time for this given job assignment. An employee who
turned down all 12-hour shifts for a week would receive the appropriate red hours. If later
in the week, the employee is asked to work on a different project, and turns it down, the
employee will receive additional red hours. If in the above example, the employee
accepted the second request to work, they would receive black hours for the hours
actually work and also keep the red hours already received.
Other Overtime
In the event additional coverage is needed for other jobs. The Supervisor can request
that the employees that are on site change jobs to respond to the new need. Employees
on 12-hour back-to-back shift will only be asked for additional overtime after the overtime
has been offered to others in classification.
56
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Lab Technician Letter of Agreement
(May 17, 2001, Amended January 26, 2023)
1. The following are the minimum educational requirements for the Laboratory
Technician (LT) classification throughout 57 Power Supply:
• General Chemistry 1 (4 semester hours)
• General Chemistry I Lab (1 semester hour)
• General Chemistry II (4 semester hours)
• General Chemistry II Lab (1 semester hour)
• College Algebra (4 semester hours)
2. A grade of "C" or better in each of the listed courses is required. It is the intent of this
educational requirement to specify a minimum first year college algebra course, and a full
first year of college chemistry courses, with accompanying labs. The following University
of Utah courses shall be the standard against which courses taken from other institutions
shall be compared: Gen Chemistry 1 (1210), Gen Chemistry I Lab (1215), Gen Chemistry
II (1220), and Gen Chemistry II Lab (1225).
3. All required courses shall be completed through a regionally accredited college or
university prior to bid award. The bidder or applicant shall be responsible to provide a
transcript and any additional requested verification regarding all courses taken, along with
evidence of accreditation of the college or university. In the event there is ambiguity in a
candidate's qualifications (credits, equivalency of coursework, or accreditation) a member
of Union executive leadership and a labor relations representative shall meet to discuss
the issue, after which the company shall make the final determination. This process and
these requirements shall apply to all LT positions within the 57 PS contract; qualification
determinations regarding similar positions outside the 57 PS contract shall not be
considered.
4. All persons holding the Laboratory Technician position at the time of this agreement
are considered fully qualified. All persons who have been displaced and are on recall to
the Laboratory Technician position are considered fully qualified for future Laboratory
Technician positions.
If no bids are received from qualified persons as set forth above, a LT position may be
filled subject to the following conditions:
a) The candidate must have completed the College Algebra course requirement
described above. Candidates who have also completed Chemistry I and lab as
described above shall receive preference over candidates who have not.
b) Upon hire, the employee shall enroll in, and complete with a "C" or better, the next
required chemistry course and accompanying lab from an accredited institution
during the first available fall or spring semester after accepting their offer of
employment. If applicable, the employee shall enroll in and complete with a "C" or
57
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

better the final required chemistry course and lab at the first available fall or spring
semester following their completion of the first chemistry course and lab.
c) Completion of all required courses shall be on the employee's own time and at
their own expense, though such coursework shall be eligible for reimbursement
through the company's tuition reimbursement policy.
d) If the employee does not complete the required courses as described in (a) and/or
(b) they shall have 90 days to successfully bid a new job for which they are
qualified. If they do not secure another position for which they are qualified in that
timeframe, they shall be terminated.
e) A letter of agreement detailing the requirements and applicable timelines related
to the above conditions shall be initiated by management with labor relations. The
letter shall be signed by the Union, labor relations, plant management, and the
employee within the employee's first week of employment as a LT.
Out-of-town Travel Equalization
August 15, 2001
For the purpose of this article, out-of-town travel is defined as the time that an employee
is required to work at another plant other than their home plant that will require the
employee to be away from their residence overnight.
Out-of-town travel shall be reasonably shared by locations, thus preventing plants with
small workforces from receiving an unfair share of forced out-of-town travel.
When traveling out of town employees will be paid the appropriate hourly rate to travel
from location to location.
All employees are expected to take their turn on these assignments. In order to
standardize a staffing procedure for out-of-town travel for all generating plant locations,
the following items will be followed:
1) A record will be kept at each location of the days that each employee has spent on
out-of- town assignments. A record of the overtime hours worked on these
assignments will also be kept. For the purpose of equalizing the responsibility and
opportunity to work these assignments, the number of days out-of-town will be the
criteria for determining the sequence of rotation of these assignments among the
classification or work group. Overtime hours will be used if there are an equal
amount of days that have been spent traveling out-of-town. At the end of each
year, a copy of this record will be sent to the local Union.
2) Employees who have the fewest days out-of-town will be the first asked. When
starting a new out-of-town list, seniority will be the determining factor, asking from
high to low seniority and forcing from low to high seniority.
3) The record on out-of-town overtime hours will not be included with the overtime
record for the work performed at the employee's home plant.
58
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

4) The starting time for employee's assigned out-of-town work will be the regular
starting time at the temporary location or as assigned by the plant management.
5) Employees will have the option of using company transportation or using their own
private transportation. Mileage payments for an employee using their own vehicle
will be for the mileage actually incurred by an employee while traveling between
plants and to and from their residence or motel. Employees using their own
automobiles on company business are covered under the company's travel
accident insurance, as well as worker's compensation.
6) Since all employees may not have had an opportunity during a given calendar year
to work an out-of-town assignment, the record of days worked on out-of- town
assignments will be carried with a balance into the succeeding year.
7) A standard form for recording out-of-town work assignments shall be used by all
generating plants. The form will include the classification, employee's name,
number of days out-of-town, number of overtime hours worked out-of-town. A copy
of this form shall be provided to the local Union at the end of each year.
8) The Company will provide as much advance notice as possible to employees when
travel assignments are necessary. This advance notice should be one week, if
possible, but no later than quitting time on the previous work day.
9) When an employee is assigned to work out-of-town, they will be advised of any
weekend overtime to be scheduled. If for any reason weekend overtime is
cancelled, the employee will be paid two (2) hours pay at the overtime rate for each
shift cancelled.
10) Working hours and shifts may be arranged as to permit continuous work "back-to-
back" over a two (2) week period.
Classification Flexibility
January 26, 2004
As the electric utility industry changes so must the structure of the workforce in
electric generating stations. The ability of the Union and the Company to work jointly to
develop solutions, will afford bargaining unit employees greater job security and skill
enhancement.
The issues addressed in the memorandum include-
1) Training/Safety
2) Job Security
3) Flexible Workforce
4) Workforce Model
5) Maximum Utilization of the Existing Workforce
6) Consistent Work Practices
Training/Safety
Both parties agree and recognize that safety and training are paramount to the
59
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

successful implementation of a flexible work force. Safety will not be compromised as a
result of this agreement. Employees shall be assigned job tasks commensurate with
their skills, training, and knowledge of the job. Training and or retraining will be provided
to employees in advance of being assigned work, which they cannot perform
knowledgeably and safely. Safety and regulatory training will be ongoing.
Employees may be used to initiate, develop, and coordinate needed training programs.
These programs will include both transitional and ongoing programs. The criteria to be
used to determine who will be trained will be volunteers, seniority, attitude, aptitude,
rotation, and the number of trained individuals needed.
A core training program for all employees will include such things as: Power Plant
Fundamentals, Power Supply Safety Handbook, Tagout Procedure, Basic Hand Tool
Use, etc. The Company may use local "Outreach" programs to supplement skills
enhancement. This is not to be confused with the existing educational assistance
program which is pursued on an individual's own time. Company learning centers may
also be used.
Training programs will be developed on a block/module basis, so they can be grouped
together into various training programs. Each training block and module will include a
knowledge and performance test to ensure competency. By mutual agreement the
Company and the Union, aptitude tests may be used as a prerequisite for some
positions. Annual refresher training and assessment will be developed to ensure that
minimum standard competency is maintained.
When appropriate, journeyman, supervisors and other classifications will be used to
provide classroom and hands on training.
Job Security
The Company and the Union agree that all employees need to continually develop their
skills in order to enhance their opportunity and job security.
The Company will maintain a workforce of regular employees to operate and maintain
plant locations. While the regular workforce performs most of the work, there are times
when temporary employees and/or contractors are needed. It is not the Company's
intent to replace the "Regular Workforce" with contractors; that is not to be confused
with the Company's need to contract specific work in conjunction with the subcontractor
study (See Letter of Agreement "Joint Contracting Study" dated May 18, 2001).
Flexible Workforce
Management has the responsibility to meet, confer with and make best efforts to
obtain agreement with the Union prior to initiating or changing Company Policy relating
to the workforce.
The Union and the Company agree that in order to provide increased flexibility, work
boundaries can be expanded (beyond a classification's core responsibilities) for items
encountered incidental to their classification. Employees will typically perform the core
work associated with their job specification.
60
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Non-journeymen classifications can use basic hand tools, basic pneumatic tools, and
basic electric tools. Boundaries and tools will be reviewed, discussed, and agreed to (as
the need arises), and may be changed by mutual agreement. Boundaries may vary from
plant to plant, depending upon plant circumstances. The Company will provide the
required tools to perform the work.
All classifications may be assigned to work with journeyman and non-journeyman
composite crews.
Employees will be able to be assigned job tasks of equal, lower rated or higher rated job
classifications commensurate with their qualifications (skills, training, knowledge,
requirements). All temporary upgrade rules will be followed.
This Memorandum does not alter previous practices agreed to by the parties regarding
flexibility.
Maximum Utilization of Work Force
The Company and the Union recognize the bargaining unit as the primary work force they
will be given the first consideration to perform the work. Consideration for using the
existing work force will be work-load, amount of overtime worked, and manpower
available at location or other locations. Both parties will support cross borrowing of
employees from plant to plant if it is economical to do so. The Company may pursue
opportunities to generate additional revenue, by marketing the skill of employees,
outside of the company.
Consistent Work Practices
Standard practice at locations is intended to maximize Power Supply's competitive
position, improve stability and morale. This can be accomplished by the sharing of
information and consistent work practices from plant to plant. The Joint Executive Power
Supply Committee will meet on an ongoing basis to review practices and assure that
best practices are communicated and implemented at all locations.
Temporary Hiring Hall Employees
January 26, 2004
With this Memorandum of Agreement between PacifiCorp, the "Company", and Local
Union No. 57 of the International Brotherhood of Electrical Workers, the "Union", do
mutually agree to the terms and provisions necessary for the creation of a hiring hall for
the use of temporary labor within the Company. Individuals employed under this
agreement will be referred to as "Hiring Hall Employees" (HHE)
The Company and Union, recognize a need to utilize temporary employees to meet the
interests of both parties. Some of the factors include: (1) to have qualified personnel
perform work that is temporary in nature; (2) to avoid the implementation of the demotion
and layoff procedures as a result of adding employees to the regular work force for work
that will not continue in the near future; (3) to work together cooperatively to meet the
objectives of both parties.
61
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

It is not the intent of the parties to have temporary employees replace permanent
employees. Notwithstanding any other agreements between the parties, the Company
shall not involuntarily layoff any employee for lack of work or to avoid producing a full-
time work force, when needed, in a department or location where temporary HHE are
being utilized. No HHE working under the terms and conditions of this memorandum shall
exceed (6) six months of employment in any one location and job in a rolling (12) twelve-
month period without prior written mutual agreement by and between the Company and
the Union.
A. Request For Temporary Employment
When the Company desires to use this referral service provided by the Union, the
Company shall follow the terms within this agreement and request Local 57 refer
applicants for such work. The request shall include:
1) The classification(s) needed;
2) Special skills or training required (i.e. CDL);
3) The work location;
4) The reporting date and who to report to:
5) The duration of the work, if known;
B. Classifications, Qualifications And Pay Rates
The classifications, qualifications and pay rates shall be those already negotiated by the
parties as contained in the Power Delivery and Power Supply collective bargaining
agreements between PacifiCorp and Local 57 IBEW, unless otherwise specifically agreed
to or excluded by the parties.
C. Priority Of Referrals
HHE applicants shall be prioritized in the following groups:
1) Previous PacifiCorp employees that worked in the same or higher classification in
3 of the last 24 months.
2) Individuals who meet PaciCorp's entry level, minimum qualifications.
The Company may identify a specific individual for referral based on specialized skills
from the groups listed above.
In administering this referral procedure, the Union will develop procedures to provide a
consistent method of referring applicants and assuring that applicants are not
discriminated against.
D. Rejection Of Referrals
The Company may reject any referral that is determined by the Company to be unsuitable
for employment. The Company may terminate HHE at any time during their employment.
Company may also notify the Union in writing of any individual determined by the
Company who should not be referred to PacifiCorp for employment per the following:
1) Each notification must be in writing to the Union with a copy mailed to the last
known address of the individual
62
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

2) The notification will be in effect for one year from the date of receipt by the Union
Former PacifiCorp employees who were discharged for cause and are not eligible for
rehire and shall not be referred to the Company as a HHE provided the Union has been
notified in writing.
The Company shall furnish the Union written confirmation of all terminations of these
temporary employees.
E. Temporary Status
HHE shall not attain regular status or any entitlements that regular employees have,
unless otherwise agreed to by the parties. HHE will not be entitled to Company provided
benefits other than those agreed upon below.
F. Compensation & Terms
Employment shall commence upon orientation or work at the location and time requested
by the Company. Pay provisions are those provided for in the collective bargaining
agreement between IBEW Local 57 and PacifiCorp, except where they are specifically
excluded.
The rate of pay for Journeyman Crafts will be the highest rate for the journeyman position.
The rate of pay for non-journeyman positions and positions that have a four-year step
increase progression, is the entry level or initial rate for the progression. However, if a
HHE was previously employed by the Company in the classification required and was
paid at a higher rate than the entry level rate, up to the 4th 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
Non-journeyman Employees
• An amount equal to 5% of the straight-time hourly rate
Employees shall give the company written authorization to deduct two percent (2%) of
gross hourly compensation from their paychecks for this employment referral. Monies will
be forwarded to the union monthly. Payment of this referral fee in no way obligates the
employee join the Union.
Employees covered by the terms and conditions of this Agreement shall not acquire
seniority rights within the collective bargaining agreement(s) between Local 57 IBEW and
63
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

PacifiCorp.
G. Overtime
Overtime work may be required of HHE on an as required basis. It is not the intent of this
agreement to direct overtime work to HHE at the detriment of those employees covered
under the collective bargaining agreement(s) between Local 57 IBEW and PacifiCorp.
Additionally, it is understood that HHE's overtime is not subject to equalization with
employees covered under the collective bargaining agreement(s) between Local 57 IBEW
and PacifiCorp.
H. Oversight Responsibilities
The Joint Executive Negotiating Committees identified within the previously mentioned
collective bargaining agreements are responsible for the oversight of this memorandum
of agreement and the resolution of any issues arising from its implementation.
The Joint Committees will review the utilization numbers, the duration of assignments and
overtime hours worked by HHE as a regular course of business.
I. Termination Of Agreement
Either party may terminate this agreement with thirty (30) days written notice.
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 4.2.5; 4.2.13-1 4.4.1; 4.6; 4.7; 4.8; 4.9; 4.10;
• Article 6.1.4; 6.3; 6.4; 6.6; 6.9; 6.16
• Article 7 except a HHE required to work on holidays will be paid at time and one- half
rate for all hours worked.
12-Hour Shifts
January 26, 2004
The purpose of this Agreement is to balance the desires of the employees, with the
business needs of the Company and safety.
This agreement describes the terms and conditions while working a rotating 12-hour shift
schedule.
This 12-hour rotating shift schedule will be adopted beginning January 2004 as mutually
agreed to. Either the Union or the Company may discontinue the 12-hour schedule by
notifying the other of its intent to do so. The schedule shall, upon notification to the other
party, be returned to an 8-hour schedule provided for by the current Labor Agreement
as soon as mutually agreed upon, but in no event longer than sixty (60) days from date
of notification.
The Company and Union will meet as needed to review and resolve problems that may
arise. The Collective Bargaining Agreement will be the final interpretation concerning the
64
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

terms and conditions, not in conflict with this Memorandum of Agreement (MOA). It is the
intent of the parties to resolve problems arising out of this MOA using the grievance
process up to and including the 3rd step of the grievance process. If the parties are
unable to resolve grievances pertaining to this MOA, either party may provide notice as
outlined above to return to an eight(8) hour shift.
The following rules for the twelve (12) hour shift schedule will apply and control:
Work Week:
For employees working this schedule, the workweek will be defined as beginning at 0700
Sunday and ending at 0700 the following Sunday.
Hours of Work:
It is understood that the definitions of "regular hours" in this agreement are the regular
hours for the shift that the employee is properly scheduled for that day.
Regular hours for dayshift (D) begin at 7:00 AM and end at 7:00 PM. Regular hours for
nightshift (N) begins at 7:00 PM and ends at 7:00 AM the following day. Regular hours for
dayshift (r) begin at 7:00 AM and end at 3:00 PM unless scheduled as defined below.
Shift Schedules:
Employees, plant by plant may determine which template they will work.
Template #1
Schedules will include two 36-hour workweeks, two 48-hour workweeks, one 32-hour
workweek.
Sun Mon Tue Wed Thurs Fri Sat Worked Paid
Shift 1 N N N N 48 52
Shift 2 D D D 36 36
Shift 3 N N N D 48 52
Shift 4 D D D 36 36
Shift 5 r r r r 32 32
Average: 40 41.6
D = 7AMto7PM
N = 7PMto7AM
r = 7AMto3PM
Template #2
Schedules will include two 36-hour workweeks, two 48-hour workweeks, one 32-hour
workweek.
Sun Mon Tue Wed Thurs Fri Sat Worked I Paid
Shift 1 D D D N 48 52
Shift 2 N N N N 48 52
Shift 3 D D D 36 36
Shift 4 D N N 36 36
Shift 5 r r r r 32 32
Average: 40 41.6
D = 7AMto7PM
N = 7PMto7AM
r = 7AMto3PM
65
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Overtime:
Overtime is defined as (a) time worked in excess of forty (40) hours in any scheduled
forty-eight (48) hour workweek or; (b) time worked in excess of 12-hours in a day or; (c)
time worked in excess of thirty-six (36) hours in any scheduled thirty-six (36) hour
workweek or; (d) time worked in excess of thirty-two (32) hours in any scheduled thirty-
two (32) hour workweek.
Shift(s) Vacancies:
When the Company determines coverage is required, employees will be using these
guidelines.
The first priority is to cover with straight time from within the same classification as the
vacancy.
Journeyman on shift may be used for operator coverage in the following situations:
• Sick leave coverage
• Short notice vacation coverage
• Temporary vacancy coverage
If a Journeyman on shift is covering for an operator and there is a need for a callout within
their maintenance classification, the journeyman will be used to perform the maintenance
work and an operator from the vacant classification will be called. If no operator is
available, the journeyman on shift may cover and another journeyman may be called to
perform the maintenance work.
Relief employees (r) will normally be scheduled Monday through Thursday.
With fourteen-calendar day's electronic (e-mail) and posted notice, the 'Y' employee may
be scheduled without a shift change if the employee has two consecutive days off within
their workweek.
No shift change will be paid to relief employees who agree among themselves to cover
vacation with less than 14-calendar days' notice.
Monday through Thursday, relief employees may be assigned to cover unscheduled
vacancies without a shift change. Overtime will be paid after 12-hours in a day or 32-
hours in a workweek. When possible, the employee will be scheduled for two (2) 12-hour
shifts and one (1) 8-hour shift during the period of Monday through Thursday.
Relief employees assigned to cover unscheduled vacancies Friday, Saturday or Sunday
will be paid a shift change for the first shift worked. Compensation for a shift change will
be paid per Section 6.8.2.
Scheduled training may take priority over shift coverage and vacation may not be granted.
Coverage of 36 hours or less may be assigned to one relief employee who will work all
12-hour shifts and may incur four (4) hours overtime without the need to use the overtime
66
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

list. The number of 12 hour shifts plus (r) shifts must total at least 32 hours for the relief
week.
Planned absences requiring relief coverage should be scheduled and approved at least
fourteen days in advance. When proper notice is not given, the relief employee will not
be obligated to change their shift, nor will the Company be obligated to approve the
absence.
Holidays:
• The "observed holidays" contained within the current collective bargaining agreement
will be the actual holiday for employees working this schedule. 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 1/2) rate for all hours worked during their regular shift, from Midnight
(12:01 AM) to Midnight (12:00 AM) of the holiday worked. The employee will receive
2X their rate for 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 in to work overtime on the holiday, the eight hours of work will be paid at time
and one- half and the additional hours of work will be paid at double time.
• With Management's approval, an employee may schedule the holiday to another day
within the workweek so as to maximize the employee's days off. However,
rescheduling the holiday cannot result in additional overtime cost.
• Floating holidays will be scheduled to include 8-hours of floating holiday pay. Four
vacation hours will be used to supplement holiday pay when the employee is
scheduled off on their regular 12-hour day.
• Employees not required for coverage will be scheduled off on holidays.
• Employees may elect at the beginning of the year to have their Holiday Pay hours
deposited in a Holiday Pay Bank, to be re-distributed in order to equalize pay periods
throughout the year.
Vacation:
• Plant management will determine vacation guidelines. Normally, the same number of
employees available on the relief crew will be allowed off for vacation in any given
workweek. However, the parties, plant by plant, will mutually agree to priority choice
guidelines.
• Vacation may be taken in hourly increments when the crew is able to maintain
operations without scheduling a relief employee at additional cost to the Company.
• Normal days off on either side of scheduled vacation will be considered vacation and
exempt from overtime unless the employee consents to work overtime.
• Vacation will be charged hour for hour. Time off without pay is not allowed without
Plant Manager Approval.
Sick Leave:
67
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

• Sick leave will be charged the number of hours per the shift that sick leave is taken.
For example, an employee on sick leave on a day they were scheduled for 12 hours
work, will be charged with 12 hours of sick leave. An employee who is absent 4-hours
for a doctor's appointment would be charged 4-hours of sick leave.
• When returning from Sick Leave employees must give at least eight (8) hours' notice
before returning to work.
• Sick Leave may be taken in hourly increments. Routine doctor and dentist
appointments should be scheduled on the employees scheduled days off.
Hourly Compensation:
It is understood that employees working this schedule will be paid on an hourly basis for
actual time worked within each pay period, rather than a bi-monthly salary.
Shift Differential:
Employees working Night Shift (N) will be paid a shift differential of 7.00% for all hours
worked. Employees working Day Shift (D) shall receive no shift differential. Additionally,
employees on vacation or sick leave will receive no shift differential.
Overhauls, Shutdowns and Training:
Employees reassigned to overhaul duties, unit shutdowns or training may revert to a new
schedule and rules during their temporary assignment without a loss of regular pay. If
fourteen calendar days' notice of this change is given, no shift change is due.
Jury Duty/Subpoenaed Witness:
The parties agree to follow the Company policy. However, shift employees will not be
expected to work night shift and serve without rest. When a night shift employee is
required to serve, the parties will mutually agree to the conditions. If the Company Policy
changes during the duration of this Agreement, the Union has the right to negotiate the
effects of that change.
Bereavement Leave:
Three days as acknowledged in Section 7.14.1 is interpreted as 24-hours.
Continuation of 12-hour shifts:
A joint Company/Union 12-Hour Shift Sub Committee shall be established and will meet
as needed to review the 12-Hour Shift Schedule. The Committee will continue to
encourage input from employees regarding the 12-Hour Shift Schedule.
The 12-Hour Shift Committee may make recommendations, without obtaining a vote or
approval from the affected employees, to amend this agreement. The Company Labor
Relations Director and the Union Business Manager must approve and sign all
amendments or changes to this agreement.
Meals:
Overtime meals will be compensated as per Section 4.2.9 of the Labor Agreement.
(Regular hours are considered twelve (12) hours; therefore, calculations for meals will be
68
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

considered after working more than two hours prior to the start of a shift, or more than
two hours after the shift (14) hours, for those on the twelve (12) hour schedule. Employees
working the 8-hour (r) week, will be entitled to a meal if they work more than two hours
prior to the start of their regular shift, or work more than two hours after the end of their
shift (10) hrs and advance notice per the Meal MOA is not given.
Shift Trades:
Shift trades may be allowed if there is not additional overtime costs associated with the
trade. The Plant Shift Supervisor must approve trades and the trade must be completed
within a one (1) week rotation period.
Employees may elect at the beginning of the year to have their Holiday Pay hours
deposited in a Holiday Pay Bank, to be re-distributed in order to equalize pay periods
throughout the year.
Effective December 26, 2006
Letters of Agreement — Active, Incorporated, and Cancelled
The parties met on July 14, 2022, to review all letters of agreement (LOAs) in their
respective files from January 1989 through September 28, 2022. Based on that
review, the parties determined that the LOAs listed on the Company intranet
include all known active LOAs between the parties for that time period.
Should the parties discover any unreviewed LOAs dated within the time period
specified above, 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
intranet for the applicable Power Supply group.
All Plants
1985-01-26 I I Travel Time for Training of Bargaining Unit Personnel
1985-10-22 r Computer Field Technician Policies and Procedures
Deletion of Jmn Mechanic/Certified and Clarification of Requirements to Agree with
1988-01-26 I ASME Code
1995-08-23 r Creation of Journeyman Plant Mechanic/Safety Valve Technician
1997-12-27 r 1998 Wage, Short-Term Disability and Benefit Funding Negotiations
1998-04-24 r Bidding Job and Award Requirements for Journeyman Equipment Mechanics
1999-10-01 r Generation Engineering
1999-10-27—['JPSAC Criteria for Journeyman Electrician Testing for Non-Jmn Employees and New
Hires
1999-10-27 JPSAC Criteria for Instrument & Control Technicians for Non-Jmn Employees and
New Hires
69
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

1999-10-27 FH
SAC Criteria for Journeyman Mechanic Testing for Non-Jmn Employees and New
res
2001-11-27 11 Desktop Support Technicians
2002-08-20 Pension Benefits for Employees Who Transfer Into Collective Bargaining Agreement
Positions
1-2002-12-10 Electronic Technician Training Policies and Procedures
2005-10-17 r New Classification Title—Area Electronic Technician
2007-11-02 r Joint Communication—Substation Vacancies
2007-12-04 Procedure for Bidding and Hiring Electronic Technician Foremen, Technicians and
Trainees
2012-04-12 r Drug and Alcohol Testing
2017-10-12 r Computer Technician Work Assignments
2018-02-07 r Control Room Operator to Previously Held Jmn Maintenance Operator Classifications
2018-11-01 r Competency-Based Apprentice Program
2019-02-13 Procedure for Bidding and Hiring Area Relay Technicians, Relay Technicians and
Relay Trainees
2022-06-23 Change in Control Room Operator Pay Prior to Certification
2020-07-16 r Seniority
Gadsby Plant
2003-03-14 Gadsby Mechanic Overtime
2020-10-13 Gadsby Lab Technicians—Temporary Shift Change—Ten (10) Hour Shifts
2022-02-24 Extension —Gadsby Lab Technicians—Temporary Shift Change—Ten (10) Hour
Shifts
Hunter Plant
2003-05-14 Hunter and Huntington Plants—Roving Maintenance Crew
2010-11-01 Hunter Plant Lab Technician—Twelve (12) Hour Shift Schedule
Huntington Plant
2003-05-14 Hunter and Huntington Plants—Roving Maintenance Crew
Nauqhton Plant
2008-03-17 Naughton Plant Mechanic Shop—Coal Mill Outage/Overhaul Rules
2019-09-30 Naughton Plant Control Room Operators (CRO) Day Shift—Ten (10) Hour Shifts
2020-08-18 Naughton Plant Equipment Operators (EO) Day Shift—Ten (10) Hour Shifts
2021-03-02 Naughton Plant I&C Group—Ten (10) Hour Shifts
Blundell Plant
70
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

1999-09-02 Ten-Hour Shift Agreement for Maintenance Personnel at Blundell Plant
2002-02-13 Blundell Geothermal Plant—Organizational Changes
2007-10-20 IGC Employees Transfer Agreement to PacifiCorp
2008-02-26 Criteria for Geothermal Plant Operator and Steam Field Operator Progression
2011-02-23 Blundell Control Room Operator Progression Plan
57 PS Hydro
1997-02-18 Hydro Housing
2002-10-03 Hydro Working Foreman and Apprentice Hydro Maintenance Operator
2007-11-07 Hydro Compliance Technician Certification Training Policies and Procedures
2021-05-20 Hydro Group Maintenance Day Shift—Ten (10) Hour Shifts
In addition to the above, the following LOAs are active and will be included in their
entirety in the back of the book for quick reference and posted on the Company
intranet:
2013-06-26 Payment for Meals
F _2106-10-05 r Maintenance Special 12 Hour Back-to-Back Shifts
�I
2012-04-12 Drug &Alcohol Testing
2001-05-17
(Updated 2023) Lab Tech- Steam Plant- 2023
I
2004-01-26 Temporary Hiring Hall Employees
2001-01-26 12-Hr Shifts
I.
2004-01-26 f Classification Flexibility
2001-08-15 Out of Town Equalization
The following LOAs will remain active, but they will be removed from the back of
the book and will be posted on the Company intranet:
2006-10-05 1 Drafting and Designer Advancements
Vacation and Sick Leave Provisions for Employees Who Leave Company for Fulltime
1982-04-01 Employment with I.B.E.W. Local 57
1999-07-01 Creation of Taft Hartley Pension Trust fund
Deletion of"Journeyman Mechanic/Certified"and Clarification of Requirements to
2001-08-01 Agree with ASME code
F001-05-17 Power Supply Thermal Working Foreman
2001-05-17 Company Housing
2004-01-26 Hydro Maintenance Foreman Classification
71
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

F004-01-26Hydro Compliance Technician
2004-01-26 Designer/Temporary Project Leader
2004-01-23 Rest Period
The following active LOAs have been incorporated into contract language and are
now cancelled:
2006-07-17 TI Expense Reimbursement When Staying with Family or Friends
2001-05-17 Shift Trades
2001-08-15 Vacation Scheduling
2006-11-01 Travel Time for Training
72
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Union Contact Information:
Local Union 57, I.B.E.W.
Phone [phone]
Fax No. [phone]
Email: local57(a_ibew57.com
Website: www.ibew57.com
73
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Effective Effective Effective Effective Effective
1/26/2023 1/26/2024 1/26/2025 1/26/2026 1/26/2027
IBEW Local 57PS Wage Table 2023-2028 2.5% 2.5%
(2.5%cwi+ (2.5%cwi+ 2.5% 2.5% 2.5%
Wage Schedule and Job Classifications 1.5%MrktAdj) 2%MrktAdj)
Job Pay Scale 2023 2024 2025 2026 2027
Note Job Classification Year Wage Wage Wage Wage Wage
Code Group Rate Rate Rate Rate Rate
OPERATIONS -THERMAL
A prentice Maint Opr-Thermal 1 6471 6471 34.06 35.61 36.50 37.41 38.35
Apprentice Maint Opr-Thermal 2 6471 6471 37.25 38.95 39.92 40.92 41.94
Apprentice Maint Opr-Thermal 3 6471 6471 40.01 41.83 42.88 43.95 45.05
Apprentice Maint Opr-Thermal 4 6471 6471 40.01 41.83 42.88 43.95 45.05
Jrn Maint O er Thermal 4 6473 6473 45.46 47.53 48.72 49.94 51.19
Plant Operator 1 3560 3560 34.46 36.03 36.93 37.85 38.80
Plant Operator 2 3560 3560 35.80 37.43 38.37 39.33 40.31
Plant Operator 3 3560 3560 37.29 38.99 39.96 40.96 41.98
Plant Operator 4 3560 3560 38.81 40.58 41.59 42.63 43.70
D Control Room Opr-Trainee (80%CRO Certified) 1 414 414 42.28 44.21 45.31 46.45 47.61
D Control Room Opr(90%CRO Certified) 1 415 415 47.57 49.73 50.98 52.25 53.56
D Control Room Opr- Certified 4 416 416 52.85 55.26 56.64 58.06 59.51
E Control Room Opr 1 3590 3590 48.27 50.47 51.73 53.02 54.35
E Control Room Opr 2 3590 3590 49.78 52.05 53.35 54.68 56.05
E Control Room Opr 3 3590 3590 51.29 53.63 54.97 56.34 57.75
E Control Room Opr 4 3590 3590 52.85 55.26 56.64 58.06 59.51
Control Room Opr 4 3590 3590+D 53.87 56.32 57.73 59.17 60.65
D Control Room Opr- Multi Unit-Trainee (80%CRO 1 417 417 43.55 45.54 46.67 47.84 49.04
Multi Unit Certified
D Control Room Opr- Multi Unit(90%CRO Multi Unit 1 418 418 49.00 51.23 52.51 53.82 55.17
Certified
D Control Room Opr- Multi Unit-Certified (103%of CRO 4 419 419 54.44 56.92 58.34 59.80 61.30
Certified
E Control Room Opr- Multi Unit(103%of Control Room Opr 1 3702 3702 49.72 50.96 52.23 53.54 54.88
-Level 1 Rate
74
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Control Room Opr- Multi Unit(103%of Control Room Opr 2 3702 3702 51.27 52.55 53.86 55.21 56.59
-Level 2 Rate
Control Room Opr- Multi Unit(103%of Control Room Opr 3 3702 3702 52.83 54.15 55.50 56.89 58.31
-Level 3 Rate
E Control Room Opr- Multi Unit(103%of control Room Opr 4 3702 3702 54.44 55.80 57.20 58.63 60.10
-Level 4 Rate
Thermal Working Foreman 4 8047 8047 56.40 58.97 60.44 61.95 63.50
Thermal Working Foreman 4 8047 8047+M 58.08 60.72 62.24 63.80 65.40
Lab Technician 12hr 1 3724 3724 35.71 37.33 38.26 39.22 40.20
Lab Technician 12hr 2 3724 3724 36.93 38.61 39.58 40.57 41.58
Lab Technician 12hr 3 3724 3724 38.19 39.92 40.92 41.94 42.99
Lab Technician 12hr 4 3724 3724 39.58 41.38 42.41 43.47 44.56
Lab Technician S 1 3787 3787 35.71 37.33 38.26 39.22 40.20
Lab Technician S 2 3787 3787 36.93 38.61 39.58 40.57 41.58
Lab Technician S 3 3787 3787 38.19 39.92 40.92 41.94 42.99
Lab Technician S 4 3787 3787 39.58 41.38 42.41 43.47 44.56
Lab Technician S&W 1 3787 3787+W 36.40 38.06 39.01 39.99 40.99
Lab Technician S&W 2 3787 3787+W 37.67 39.38 40.36 41.37 42.40
Lab Technician S&W 3 3787 3787+W 38.96 40.73 41.75 42.79 43.86
Lab Technician S&W 4 3787 3787+W 40.36 42.20 43.26 44.34 45.45
Equip Opr- Plt S 12HR 1 3704 3704 31.97 33.43 34.27 35.13 36.01
Equip Opr- Plt(S)(12HR) 2 3704 3704 33.14 34.65 35.52 36.41 37.32
Equip Opr- Plt(S)(12HR) 3 3704 3704 34.40 35.97 36.87 37.79 38.73
Equip Opr- Plt(S)(12HR) 4 3704 3704 35.71 37.33 38.26 39.22 40.20
Equip Opr- Plant 1 3700 3700 31.97 33.43 34.27 35.13 36.01
Equip Opr- Plant 2 3700 3700 33.14 34.65 35.52 36.41 37.32
Equip Opr- Plant 3 3700 3700 34.40 35.97 36.87 37.79 38.73
Equip Opr- Plant 4 3700 3700 35.71 37.33 38.26 39.22 40.20
Equip Opr- Plant 1 3700 3700+W 32.64 34.12 34.97 35.84 36.74
Equip Opr- Plant 2 3700 3700+W 33.80 35.34 36.22 37.13 38.06
Equip Opr- Plant 3 3700 3700+W 35.07 36.66 37.58 38.52 39.48
Equip Opr- Plant 4 3700 3700+W 36.40 38.06 39.01 39.99 40.99
Hvy Equip Opr Trainer 1 9070 9070 34.11 35.66 36.55 37.46 38.40
Hvy Equip Opr Trainer 2 9070 9070 35.44 37.05 37.98 38.93 39.90
Hvy Equip Opr Trainer 3 9070 9070 36.92 38.60 39.57 40.56 41.57
Hvy Equip Opr Trainer 4 9070 9070 38.42 40.17 41.17 42.20 43.26
75
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

OPERATIONS - GEOTHERMAL
Control Room Opr- Geothermal 1 3005 3005 34.80 36.39 37.30 38.23 39.19
Control Room O r- Geothermal 2 3005 3005 41.58 43.47 44.56 45.67 46.81
Control Room Opr- Geothermal 3 3005 3005 42.95 44.91 46.03 47.18 48.36
Control Room Opr- Geothermal 4 3005 3005 45.91 48.00 49.20 50.43 51.69
Control Rm Opr- Geothermal Multi Unit 1 1705 1705 43.16 45.12 46.25 47.41 48.60
Control Rm Opr- Geothermal Multi Unit 2 1705 1705 44.69 46.72 47.89 49.09 50.32
Control Rm Opr- Geothermal Multi Unit 3 1705 1705 46.29 48.40 49.61 50.85 52.12
Control Rm Opr- Geothermal Multi Unit 4 1705 1705 47.78 49.96 51.21 52.49 53.80
Plant Operator Steam Field 4 1432 1432 41.16 43.03 44.11 45.21 46.34
Opr- Geothermal 1 3706 3706 34.46 36.03 36.93 37.85 38.80
Opr- Geothermal 2 3706 3706 35.80 37.43 38.37 39.33 40.31
Opr- Geothermal 3 3706 3706 37.29 38.99 39.96 40.96 41.98
Opr- Geothermal 4 3706 3706 38.81 40.58 41.59 42.63 43.70
MAINTENANCE
Apprentice Electrician 1 3589 3589 38.30 40.05 41.05 42.08 43.13
Apprentice Electrician 2 3589 3589 41.85 43.76 44.85 45.97 47.12
Apprentice Electrician 3 3589 3589 44.94 46.99 48.16 49.36 50.59
Apprentice Electrician 4 3589 3589 44.94 46.99 48.16 49.36 50.59
Apprentice Electrician (S+W) 1 3589 3589+W 39.05 40.83 41.85 42.90 43.97
Apprentice Electrician S+W 2 3589 3589+W 42.70 44.64 45.76 46.90 48.07
Apprentice Electrician S+W 3 3589 3589+W 45.83 47.92 49.12 50.35 51.61
Apprentice Electrician S+W 4 3589 3589+W 45.83 47.92 49.12 50.35 51.61
Jrn Plant Electrician 4 4384 4384 51.58 53.93 55.28 56.66 58.08
Jrn Plant Electrician 4 4384 4384+0 53.11 55.52 56.91 58.33 59.79
Jrn Plant Electrician S&W 4 4384 4384+W 52.59 54.98 56.35 57.76 59.20
Computer Technician 4 4244 4244 57.99 60.63 62.15 63.70 65.29
Computer Technician Trainee 1 8350 8350 53.35 55.78 57.17 58.60 60.07
Computer Technician Trainee 2 8350 8350 54.93 57.43 58.87 60.34 61.85
Electronic Tech Trainee 4 7572 7572 52.06 54.43 55.79 57.18 58.61
Electronic Tech 4 7571 7571 54.27 56.74 58.16 59.61 61.10
Electronic Foreman 4 7570 7570 59.09 61.78 63.32 64.90 66.52
C Area Electronic Tech 4 1331 1331 60.28 63.03 64.61 66.23 67.89
76
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

C Area Relay Technician 4 7568 7568 62.09 64.91 66.53 68.19 69.89
Apprentice I &C Tech 1 4484 4484 38.85 40.62 41.64 42.68 43.75
Apprentice I &C Tech 2 4484 4484 42.47 44.40 45.51 46.65 47.82
Apprentice I &C Tech 3 4484 4484 45.58 47.65 48.84 50.06 51.31
Apprentice I &C Tech 4 4484 4484 45.58 47.65 48.84 50.06 51.31
Apprentice I &C Tech 1 4484 4484+W 39.63 41.43 42.47 43.53 44.62
Apprentice I &C Tech 2 4484 4484+W 43.31 45.28 46.41 47.57 48.76
Apprentice I &C Tech 3 4484 4484+W 46.48 48.60 49.82 51.07 52.35
Apprentice I &C Tech 4 4484 4484+W 46.48 48.60 49.82 51.07 52.35
1 &C Tech 4 4380 4380 52.33 54.71 56.08 57.48 58.92
1 & C Tech 4 4380 4380+0 53.86 56.31 57.72 59.16 60.64
1 & C Tech S&W 4 4380 4380+W 53.37 55.80 57.20 58.63 60.10
Apprentice Mechanic 1 3606 3606 37.77 39.49 40.48 41.49 42.53
Apprentice Mechanic 2 3606 3606 41.23 43.10 44.18 45.28 46.41
Apprentice Mechanic 3 3606 3606 44.28 46.30 47.46 48.65 49.87
Apprentice Mechanic 4 3606 3606 44.28 46.30 47.46 48.65 49.87
Apprentice Mechanic 1 3606 3606+W 38.53 40.28 41.29 42.32 43.38
Apprentice Mechanic 2 3606 3606+W 42.07 43.98 45.08 46.21 47.37
Apprentice Mechanic 3 3606 3606+W 45.17 47.22 48.40 49.61 50.85
Apprentice Mechanic 4 3606 3606+W 45.17 47.22 48.40 49.61 50.85
Jrn Plant Mechanic-Saft Valve 4 4477 4477 52.33 54.71 56.08 57.48 58.92
Jrn Plant Mechanic-Saft Valve (103%of Job Code 4477) 4 4477 4477+V 53.86 56.31 57.72 59.16 60.64
Jrn Plant Mechanic-Saft Valve (103%of Job Code 4477) 4 4477 4477+M 53.86 56.31 57.72 59.16 60.64
Jrn Plant Mechanic-Saft Valve (106%of Job Code 4477) 4 4477 4477+VM 55.47 57.99 59.44 60.93 62.46
Jrn Plant Mechanic Cert-S 12hr 4 3019 3019+M 51.85 54.21 55.57 56.96 58.38
Jrn Plant Mechanic(S) 4 3516 3516 50.83 53.15 54.48 55.84 57.24
Jrn Plant Mechanic S 4 3516 3516+W 51.85 54.21 55.57 56.96 58.38
Jrn Plant Mechanic S 4 3516 3516+M 52.40 54.79 56.16 57.56 59.00
Jrn Plant Mechanic 4 3516 3516+0 52.40 54.79 56.16 57.56 59.00
Jrn Plant Mechanic 4 3516 3516+OM 53.88 56.33 57.74 59.18 60.66
Jrn Plant Mechanic (S) 4 3516 3516+WM 53.39 55.82 57.22 58.65 60.12
Jrn Plant Mechanic (S) 4 3516 3516+R 54.40 56.88 58.30 59.76 61.25
Jrn Plant Mechanic S 4 3516 3516+RM 55.93 58.48 59.94 61.44 62.98
Jrn Plant Mechanic 4 3516 3516+V 52.40 54.79 56.16 57.56 59.00
77
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Jrn Plant Mechanic 4 3516 3516+VM 53.88 56.33 57.74 59.18 60.66
Maint Jrn Mechanic Cert 4 4190 4190+M 51.85 54.21 55.57 56.96 58.38
Jrn Equip Mechanic 1 7574 7574 41.07 42.94 44.01 45.11 46.24
Jrn Equip Mechanic 2 7574 7574 42.52 44.45 45.56 46.70 47.87
Jrn Equip Mechanic 3 7574 7574 44.03 46.03 47.18 48.36 49.57
Jrn Equip Mechanic 4 7574 7574 45.46 47.53 48.72 49.94 51.19
Jrn Equip Mechanic Foreman 1 4 1 1300 1300 1 51.29 1 53.63 1 54.97 1 56.34 1 57.75
MISC.
Designer Trainee 1 8919 8919 34.11 35.66 36.55 37.46 38.40
Designer Trainee 2 8919 8919 35.44 37.05 37.98 38.93 39.90
Designer Trainee 3 8919 8919 36.92 38.60 39.57 40.56 41.57
Designer Trainee 4 8919 8919 38.42 40.17 41.17 42.20 43.26
Designer 1 3664 3664 40.67 42.52 43.58 44.67 45.79
Designer 2 3664 3664 42.11 44.02 45.12 46.25 47.41
Designer 3 3664 3664 43.60 45.58 46.72 47.89 49.09
Designer 4 3664 3664 45.01 47.06 48.24 49.45 50.69
Sr Designer 1 8920 8920 43.30 45.27 46.40 47.56 48.75
Sr Designer 2 8920 8920 44.61 46.64 47.81 49.01 50.24
Sr Designer 3 8920 8920 45.99 48.08 49.28 50.51 51.77
Sr Designer 4 8920 8920 49.02 51.25 52.53 53.84 55.19
Sr Designer 4 8920 8920+D
Associate Drafter 1 3155 3155 27.91 29.18 29.91 30.66 31.43
Associate Drafter 2 3155 3155 28.60 29.90 30.65 31.42 32.21
Associate Drafter 3 3155 3155 29.27 30.61 31.38 32.16 32.96
Associate Drafter 4 3155 3155 29.96 31.32 32.10 32.90 33.72
Drafter 1 3648 3648 30.70 32.09 32.89 33.71 34.55
Drafter 2 3648 3648 31.82 33.27 34.10 34.95 35.82
Drafter 3 3648 3648 32.95 34.45 35.31 36.19 37.09
Drafter 4 3648 3648 34.11 35.66 36.55 37.46 38.40
Sr Drafter 1 7575 7575 34.11 35.66 36.55 37.46 38.40
Sr Drafter 2 7575 7575 35.44 37.05 37.98 38.93 39.90
Sr Drafter 3 7575 7575 36.92 38.60 39.57 40.56 41.57
Sr Drafter 4 7575 7575 38.42 40.17 41.17 42.20 43.26
Generation Clerk 1 2326 2326 27.91 29.18 29.91 30.66 31.43
78
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Generation Clerk 2 2326 2326 28.60 29.90 30.65 31.42 32.21
Generation Clerk 3 2326 2326 29.27 30.61 31.38 32.16 32.96
Generation Clerk 4 2326 2326 29.96 31.32 32.10 32.90 33.72
Generation Clerk S 1 2327 2327 27.91 29.18 29.91 30.66 31.43
Generation Clerk S 2 2327 2327 28.60 29.90 30.65 31.42 32.21
Generation Clerk S 3 2327 2327 29.27 30.61 31.38 32.16 32.96
Generation Clerk S 4 2327 2327 29.96 31.32 32.10 32.90 33.72
Safety Technician 1 9069 9069 31.97 33.43 34.27 35.13 36.01
Safety Technician 2 9069 9069 33.14 34.65 35.52 36.41 37.32
Safety Technician 3 9069 9069 34.40 35.97 36.87 37.79 38.73
Safety Technician 4 9069 9069 35.71 37.33 38.26 39.22 40.20
D I Safet /Enviro Tech and Lube Worker 1 1 420 420 31.97 33.43 1 34.27 35.13 36.01
D Safet /Enviro Tech and Lube Worker 2 420 420 33.14 34.65 35.52 36.41 37.32
D Safet /Enviro Tech and Lube Worker 3 420 420 34.40 35.97 36.87 37.79 38.73
D Safet /Enviro Tech and Lube Worker 4 420 420 35.71 37.33 38.26 39.22 40.20
Storekeeper 1 2845 2845 30.70 32.09 32.89 33.71 34.55
Storekeeper 2 2845 2845 31.82 33.27 34.10 34.95 35.82
Storekeeper 3 2845 2845 32.95 34.45 35.31 36.19 37.09
Storekeeper 4 2845 2845 34.11 35.66 36.55 37.46 38.40
Temporary Generation Helper 4 8142 8142 22.44 23.46 24.05 24.65 25.27
Utility Worker- O r S 12HR 1 3633 3633 27.91 29.18 29.91 30.66 31.43
Utility Worker- O r S 12HR 2 3633 3633 28.60 29.90 30.65 31.42 32.21
Utility Worker- O r S 12HR 3 3633 3633 29.27 30.61 31.38 32.16 32.96
Utility Worker- O r S 12HR 4 3633 3633 29.96 31.32 32.10 32.90 33.72
Utility Worker S 1 4412 4412 27.91 29.18 29.91 30.66 31.43
Utility Worker S 2 4412 4412 28.60 29.90 30.65 31.42 32.21
Utility Worker S 3 4412 4412 29.27 30.61 31.38 32.16 32.96
Utility Worker S 4 4412 4412 29.96 31.32 32.10 32.90 33.72
Utility Worker S&W 1 4412 4412+W 28.47 29.77 30.51 31.27 32.05
Utility Worker S&W 2 4412 4412+W 29.17 30.49 31.25 32.03 32.83
Utility Worker(S&W) 1 3 1 4412 4412+W 29.86 31.22 1 32.00 32.80 33.62
Utility Worker(S&W) 4 4412 4412+W 30.57 31.96 1 32.76 1 33.58 34.42
HYDRO
79
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Apprentice Maint Opr- Hydro 1 6472 6472 34.06 35.61 36.50 37.41 38.35
A prentice Maint Opr- Hydro 2 6472 6472 36.34 38.00 38.95 39.92 40.92
Apprentice Maint Opr- Hydro 3 6472 6472 38.62 40.37 41.38 42.41 43.47
Apprentice Maint Opr- Hydro 4 6472 6472 40.91 42.77 43.84 44.94 46.06
Apprentice Maint Opr- Hydro 1 6472 6472+W 34.77 36.36 37.27 38.20 39.16
Apprentice Maint Opr- Hydro 2 6472 6472+W 37.07 38.76 39.73 40.72 41.74
Apprentice Maint Opr- Hydro 3 6472 6472+W 39.39 41.18 42.21 43.27 44.35
Apprentice Maint Opr- Hydro 4 6472 6472+W 41.74 43.63 44.72 45.84 46.99
Hydro Maint Opr Trainee 1 8193 8193+W 34.09 35.64 36.53 37.44 38.38
Hydro Maint Opr Trainee 2 8193 8193+W 35.32 36.93 37.85 38.80 39.77
Hydro Maint Opr Trainee 3 8193 8193+W 38.63 40.39 41.40 42.44 43.50
Hydro Maint Opr Trainee 4 8193 8193+W 40.93 42.79 43.86 44.96 46.08
Jrn Maint Oper Hydro 1 6474 6474 45.46 47.53 48.72 49.94 51.19
Jrn Maint Oper Hydro 2 6474 6474 45.46 47.53 48.72 49.94 51.19
Jrn Maint Oper Hydro 3 6474 6474 45.46 47.53 48.72 49.94 51.19
Jrn Maint Oper Hydro 4 6474 6474 45.46 47.53 48.72 49.94 51.19
Jrn Maint Oper Hydro 1 6474 6474+W 46.36 48.47 49.68 50.92 52.19
Jrn Maint Oper Hydro 2 6474 6474+W 46.36 48.47 49.68 50.92 52.19
Jrn Maint Oper Hydro 3 6474 6474+W 46.36 48.47 49.68 50.92 52.19
Jrn Maint Oper Hydro 4 6474 6474+W 46.36 48.47 49.68 50.92 52.19
Hydro Maint Foreman 4 8924 8924 59.84 62.57 64.13 65.73 67.37
Hydro Maint Foreman 4 8924 8924+M 61.64 64.44 66.05 67.70 69.39
Foreman Hydro Plant 1 4578 4578 38.22 39.95 40.95 41.97 43.02
Foreman Hydro Plant 2 4578 4578 39.65 41.45 42.49 43.55 44.64
Foreman Hydro Plant 3 4578 4578 40.98 42.85 43.92 45.02 46.15
Foreman Hydro Plant 4 4578 4578 42.38 44.31 45.42 46.56 47.72
Hydro Working Foreman A 4 6745 6745 48.88 51.11 52.39 53.70 55.04
Hydro Working Foreman A 4 6745 6745+W 49.86 52.13 53.43 54.77 56.14
Hydro Working Foreman A Trainee 4 6475 6475 45.46 47.53 48.72 49.94 51.19
Hydro Working Foreman B 4 6746 6746 47.70 49.87 51.12 52.40 53.71
Hydro Working Foreman B 4 6746 6746+W 48.66 50.87 52.14 53.44 54.78
Hydro Working Foreman B Trainee 4 8192 8192 41.40 43.29 44.37 45.48 46.62
Hydro Working Foreman B Trainee 4 8192 8192+W 42.24 44.16 45.26 46.39 47.55
Jrn Hydro Mechanic 4 4178 4178+M 52.40 54.79 56.16 57.56 59.00
80
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement

Jrn Hydro Electrician 4 8923 8923 51.58 53.93 55.28 56.66 58.08
Hydro Compliance Tech 4 8918 8918 45.46 47.53 48.72 49.94 51.19
D Hydro Sr Admin Coordinator 1 421 421 32.79 34.29 35.15 36.03 36.93
Code Description
+W Weekend Coverage
+M Certified Welder
+T Travel
+R Roving Mill Crew
+D Project Leader
+V Safety Valve Certification
+O Operations Qualified
Note Description
Note A The parties agreed to a 1%spot increase for Journeyman classifications in addition to the general wage increase for 2023. This adjustment shall be
applied prior to the 2023 general wage increase.
Note B In addition to Note A,the parties agreed to an additional 1%spot increase for the Control Room Operator classifications in addition to the general wage
increase for 2023. This adjustment shall be applied prior to the 2023 general wage increase.
Note C In recognition of the combined training programs with Power Delivery,the parties agreed to align the 2023 wage of this position with the IBEW Local 57
Power Delivery collective bargaining agreement wage rate.
Note D The parties agreed that these classifications will be made available no later than June 2023.
Note E The parties agreed that these classifications will be phased out in favor of the new CRO training progression classifications(CRO Trainee, CRO, CRO
Certified)to be implemented no later than June 2023.
81
PacifiCorp/IBEW Local 57 Power Supply
2023-2028 Collective Bargaining Agreement