20240829PAC to Staff 175 Attachment G-1.pdf

L659 Working Agreement
International Brotherhood of Electrical Workers, Local 659
PACIFIC POWER Term of Agreement:
A DIVISION OF PACIFICORP April 26, 2021 — April 25, 2024

L659 Working Agreement
International Brotherhood of Electrical Workers, Local 659
PACIFIC POWER Term of Agreement:
A DIVISION OF PACIFICORP April 26, 2021 — April 25, 2024

TABLE OF CONTENTS
Article 1 .0 Purpose and Scope of Agreement ............................... .1
Article 2.0 Term of Agreement ............................................................ .2
Article 3.0 Company and Union Security............................................. .3
Article 4.0 Strikes and Lockouts.......................................................... .7
Article 5.0 Union and Company Representatives................................ .8
Article 6.0 Grievance Procedures ........................................................9
Article 7.0 Arbitration ........................................................................ .11
Article 8.0 Holidays ........................................................................... .12
Article 9.0 Vacations ......................................................................... .14
Article 10.0 Disability Benefit Plan ...................................................... .16
Article 11 .0 Occupational Disability Benefits ....................................... .23
Article 12.0 Apprentice Rules.............................................................. .25
Article 13.0 Seniority Rules................................................................. .29
Article 14.0 Safety Rules..................................................................... .40
Article 15.0 General Working Rules .................................................... .42
Article 16.0 Definitions and Working Rules for
District Operations, Construction,
Meter-Transformer and Garage
Departments .................................................................... .58
Article 17.0 Working Rules for Power/Hydro
Departments .................................................................... .71
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement

Article 18.0 Working Rules for Stores
Department ...................................................................... .78
Article 19.0 Meter Readers and Miscellaneous
Classifications .................................................................. .78
Article 20.0 Retirement and Insurance Plans for
Employees ....................................................................... .79
Article 21 .0 Definitions ........................................................................ .85
Article 22.0 Job Classification and Wage Scale .................................. .88
Article 23.0 Deleted 4/26/21
Article 24.0 Letters of Agreement........................................................ .97
Index...............................................................................123
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement

THIS WORKING AGREEMENT, dated April 26, 2021 by and between PACIFIC
POWER & LIGHT COMPANY, hereinafter called the "Company," and LOCAL UNION
NO. 659 of the INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS,
A.F.L.-C.I.O., hereinafter called the "Union", WITNESSETH:
WHEREAS, the Company (as successor to the California Oregon Power Company by
merger effective June 21, 1961) and the Union as of July 1, 1960, entered into a
Working Agreement, the terms and conditions of which were modified by supplemental
Agreements, effective July 1, 1961, August 24, 1961, January 22, 1962, July 1, 1962,
July 1, 1963, July 1, 1964, July 1, 1965, July 1, 1966, July 1, 1967, July 1, 1968, July 1,
1969, July 1, 1970, July 1, 1971, July 1, 1972, July 1, 1973, July 1, 1974, July 1, 1975,
December 26, 1975, April 26, 1976, April 26, 1977, April 26, 1979, April 26, 1981, April
26, 1983, April 26, 1985, April 26, 1988, April 26, 1991 April 26, 1994, April 26, 1997,
April 26, 2001, April 26, 2004, April 26, 2007, April 26, 2011 and April 25, 2016.
WHEREAS, the said Working Agreement was to extend to April 25, 2024, and could be
opened for modification or amendment by either party upon written notice to the other
given at least ninety (90) days prior to said April 25, 2024.
WHEREAS, the Union has indicated its desire to modify the said Working Agreement;
and
WHEREAS, the Company also desires to amend the said Agreement;
NOW THEREFORE, the Company and the Union do mutually agree to continue the
terms and provisions of the said Agreement, amended to read henceforth as follows:
ARTICLE 1.0 - PURPOSE AND SCOPE OF AGREEMENT
1.1 The purpose of this Agreement is to facilitate the peaceful adjustment of the
differences that may arise from time to time and to promote harmony and
efficiency to the end that the Company, the Union and the general public may
mutually benefit.
1.2 The Union agrees for its members that they will individually and collectively
perform loyal and efficient work and service, that they will use their influence and
best efforts to protect the property of the Company and its service to the public,
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.
1.3 The Company agrees that it will cooperate with the Union in its efforts to promote
harmony and efficiency among the Company's Employees and will further the
Union interest wherever possible.
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
001

1.4 This Agreement applies to and covers all Employees of the Company employed
in the Company's Southern Oregon - Northern California properties, (the
boundaries of which are the same as those of the former California Oregon
Power Company, to include those established by the Pacific Power Council split
agreement) in those job classifications scheduled in Article 22.0 hereof. Should
the Company construct or acquire any combustion turbine generating facilities
within its regulated business, 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.
ARTICLE 2.0 —TERM OF AGREEMENT
2.1 This Agreement shall remain in full force and effect from the date of ratification up
to and including April 25, 2024 and thereafter until terminated. Either party may
terminate this Agreement on, or at any time after April 25, 2024, by giving at least
ninety (90) days prior written notice to the other party. However, if the parties are
negotiating a new Agreement at the time this Agreement would otherwise
terminate, the terms and conditions hereof shall continue in effect so long as such
negotiations voluntarily continue, and any new Agreement shall be made
retroactive to the date the Agreement would otherwise have terminated.
(Amended 4/26/21)
2.2 Either party may propose amendment of this Agreement on, or at any time after
April 25, 2024, by giving at least ninety (90) days' prior written notice to the other
party specifying the particular modification or amendments desired. The party first
notified shall, within ten (10) days after receipt of such notice, notify the other of
any modifications or amendments it desires. Negotiations on the respective
proposals shall begin within twenty (20) days of receipt of the first notice, unless
such time shall be extended by mutual consent. Amendments agreed upon shall
become effective as of April 26 following the notice first so served, and this
Agreement shall continue in full force and effect unless and until terminated as
provided in Section 2.1 hereof. (Amended 4/26/21)
2.3 This Agreement may be changed at any time when necessary, and when mutually
agreed upon by the Union and the Company.
2.4 If any part of this Agreement is, or is hereafter found to be, in contravention of the
laws or regulations of the United States or of any state having jurisdiction, such
part shall be superseded by the appropriate provisions of such law or regulation
so long as the same is in effect, but all other provisions of this Agreement shall
continue in full force and effect. Upon any such determination being made, the
Company and the Union will promptly negotiate and endeavor to reach an
agreement upon a suitable substitute thereof.
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
002

2.5 Successor Clause
This Agreement shall be binding upon the successors of the Employer and no
provisions, terms or obligations contained herein shall be affected, modified,
altered or changed in any respect whatsoever by the sale, conveyance, transfer,
assignment, consolidation or merger of the Employer's operations covered by this
Agreement or affected, modified, altered or changed in any respect whatsoever by
any change of any kind in the legal status, ownership or management of the
Employer's operations covered by this Agreement or by change, geographical or
otherwise, in the location or place of business of the Employer. In consideration
of the Union's execution of this Agreement, the Employer promises that its
operations covered by this Agreement shall not be sold, conveyed, transferred or
assigned to, or consolidated or merged with any successor without first securing
an enforceable agreement of the successor to assume the Employer's obligations
under this Agreement.
ARTICLE 3.0 — COMPANY AND UNION SECURITY
3.1 The Company recognizes the Union as the exclusive Bargaining Agent for the
Employees covered by this Agreement.
3.2 The Union recognizes that the full rights and authority of Management are vested
in the Company, except as specifically limited by the terms and conditions of this
Agreement.
3.3 Parties to this agreement shall not discriminate against any Employee because of
race, religion, religious creed, color, sex, age, national origin, ancestry, citizenship
status (except as required by law), gender, gender identity, gender expression,
sex, pregnancy, sexual orientation, genetic information, physical or mental
disability, veteran or military status, marital status or any other status as provided
by the law.
3.3.1 Use of the male or female gender in this Agreement shall include the
opposite gender.
3.4 Nothing in this Agreement shall be construed as abridging the rights of the
Company, the Union or individual Employees under the provisions of any
applicable law, or as requiring the performance by any of the foregoing of any act
in violation of any such law.
3.5 Employees who are members of the Union on the date hereof or who subsequently
become members, shall remain members thereof by paying or tendering the dues
and initiation fees normally and usually required by the Union of their members in
the same classification.
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
003

3.6 Any Employee who is not a member of the Union on the date hereof, and any
Employee subsequently employed by the Company for or transferred by the
Company to a position covered by this Agreement, shall be required, as a condition
of their continued employment, thirty (30) calendar days after the date of their
employment or such transfer or the date of this Agreement, whichever date is the
later, to become a member of the Union and remain a member thereof during the
term of this Agreement, by paying or tendering the dues and initiation fees normally
and usually required by the Union of its members.
3.7 In case any Employee shall become delinquent under the provisions of the
foregoing Sections, or shall fail to become or to remain a member of the Union, the
Union will notify the Company's Labor Relations designee of such fact in writing;
and the Company will notify the delinquent Employee within five (5) workdays that
such Employee's employment will cease upon the expiration of five (5) workdays
after delivery of such notice, unless in the meantime the Employee exhibits to their
Superintendent a receipt or certificate issued by the Union showing that such
Employee has been placed in or restored to membership.
3.8 If any Employee shall take proper action to entitle them to such membership within
five (5) workdays after delivery of such notice, their continuity of employment shall
not be interrupted by such prior delinquency; but, if the delinquent Employee fails
to take such action within such five (5) days' period, their employment will be
terminated at the end of such period.
3.9 The Company will, during the term of this Agreement, deduct and remit, monthly,
to the Financial Secretary of the Union the normal and usual dues uniformly
required of its members by the Union of those Union members as shall voluntarily
authorize the Company to do so. Such written authorization must be in lawful,
mutually acceptable form, and shall be forwarded to the Company through the
Business Manager of the Union.
3.10 The Financial Secretary of the Union will keep the Company currently advised of
the monthly dues to be deducted from the wages of each Employee, who shall
have filed the required Dues Deduction Authorization with the Union and the
Company.
3.11 An Employee may revoke their dues deduction authorization by written notice
directed to the Union by registered mail. The Union will provide timely notification
to the Company. Such revocation will be effective in the payroll month following
receipt of the notice.
3.12 The Company acknowledges receipt of copies of the Bylaws of Local 659 and the
Constitution of the I.B.E.W.
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
004

3.13 It is recognized by the parties that the economic success of the Company will
greatly enhance the job security of all Employees. To that end, the Company
agrees they will not contract any work that is ordinarily done by its regular
Employees covered under this agreement for the specific purpose of laying off or
demoting such Employees. No regular Employee shall be laid off, terminated or
discharged by the Employer as a result of the Employer subcontracting any work
normally done by bargaining unit Employees. It is recognized that new technology
has been injected into the workplace throughout our history and that with proper
and proactive training, traditional bargaining unit work has and will remain within
the unit. The Company, in contracting work, will use its best efforts to preserve the
goodwill and harmonious relations existing between the Union and the Company.
Upon request of the Union, the Company will make available for review any
contract entered into involving work covered by this Agreement. Additionally, the
Company agrees that individuals employed on the effective date of this Agreement
and represented by the Union will be considered part of the Core Work Group
(CWG). Minus any unforeseen catastrophic events, members of the CWG will be
ensured employment throughout the term of this Agreement with the following
exceptions:
• Meter Reader positions will not be considered part of the CWG.
• Those individuals impacted by the implementation of new technologies
related to the automated reading of the Company's electric meters.
• Those individuals impacted by changes to the Company's service territory
or unanticipated facility closure as a result of the actions of a legal regulatory
authority within the jurisdiction of Local 659.
Any of the above-mentioned circumstances will be the subject of conversation at
the regularly scheduled Labor/Management Committee. This Committee will be
charged with exploring any and all alternatives to respond to the circumstances,
which created the disruption of the normal operation of the Company's business.
Any modifications to this Agreement resulting from these conversations would
require approval of the affected membership. Nothing in this language is to be
understood to infringe upon an Employee's rights in this or any other section of this
Agreement.
It is recognized by the parties that the size of the CWG will fluctuate over time and
it is not the intent of Schedule C of this Agreement to cause any loss of employment
to members of the CWG on the date of this Agreement. As the term of this
Agreement progresses, the effective use of Schedule C Employees will be
monitored by the Labor/Management Committee with any dispute being resolved
by the representatives of the Committee.
The parties acknowledge Employees would receive the rate of pay commensurate
with the classification held if demoted as a result of voluntary action by the
Employee.
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
005

Additionally, the Union recognizes that certain changes within customer service
areas may require that certain rotations or reductions may need to be made to
allow assignment of Employees within the overall jurisdiction to meet the needs for
customer service without force reduction. Should it become necessary for the
Company to make Employee work location adjustments to meet customer needs
within the jurisdiction, they will meet with the Union and negotiate in good faith
methods to meet those needs as they affect the classifications under the
Agreement for alternate methods to maintain work opportunities prior to any
downsizing of the overall Unit. Any such options negotiated will require the
approval of the affected membership.
3.14 Charter Statement Labor-Management Committee
The purpose of the Labor-Management Committee, while representing the
interests of constituents is:
• To improve communication and understanding between the Company and
the Union.
• To enhance Employee job security through the ongoing success of the
organization.
• To enhance and promote the cooperation and working relationships
between the parties resulting in higher morale and increased trust.
• To address and where possible resolve emerging problems.
• To identify and where appropriate implement measures to enhance the
Company's and Local 659's competitiveness in the industry.
Guiding Principles:
• Focus on interests not positions by developing options through active
listening, constructive input and the sharing of information.
• One party's problem is the Committee's problem.
• Don't turn disagreements into trust issues.
• Look for results that can be based on objective standards.
• Consider impacts on interested third parties such as customers.
• Observe attached meeting ground rules.
• In pursuing the above purposes, the Company will not use contracting as a
reason for reduction of force.
Boundaries:
• Operate within the parameters of the current Collective Bargaining
Agreement and comply with Federal and State laws and regulations.
• Strive for consensus in decision making with results adopted after approvals
necessary to maintain accountability to constituencies.
Committee Structure:
The Committee shall consist of the Company's representative and the Business
Manager of the Union or their designated Representatives and three (3) members
appointed by the Company and three (3) members appointed by the Union.
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
006

The Committee shall meet on call and at mutually acceptable times and dates.
The Committee will select Co-Chairs, one (1) each from among labor and
management representatives, and a Secretary on a rotating basis as may be
determined.
Duration:
This Charter Statement shall become effective upon ratification by both parties of
the Collective Bargaining Agreement successor to the one expiring April 25, 1997
and shall continue in force and effect until at which time, unless otherwise agreed
by the Union and the Company, the Charter Statement shall become null and void
of any force or effect.
Labor-Management Committee Ground Rules:
1. Meetings will be Co-Chaired.
2. Start meetings on time.
3. Prepare agenda in advance and stick to it.
4. Be courteous; no personal attacks.
5. Be open and honest.
6. Listen as an ally.
7. Keep confidences.
8. Off-the-record discussions are okay.
9. Anyone can call a caucus; recess immediately.
10. Everyone participates. No one monopolizes.
11. Agreements to be returned to the Company and Union for approval.
ARTICLE 4.0 — STRIKES AND LOCKOUTS
4.1 No strike, work stoppage or slowdown will be authorized by the Union, and the
Company will not engage in a lockout because of any proposed change in this
Agreement or of any dispute over matters related to or covered by this Agreement.
The Union will take every reasonable means within its power to induce Employees
engaged in a strike, work stoppage or slowdown in violation of this Agreement to
return to work; but the Union, its officers, representatives or affiliates shall not be
held responsible for any strike, work stoppage or slowdown which the Union, its
officers, representatives or affiliates shall have expressly forbidden or declared to
be in violation hereof.
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
007

ARTICLE 5.0 — UNION AND COMPANY REPRESENTATIVES
5.1 The Union will at all times keep the Company's Manager of Labor Relations notified
in writing of the name of each person designated by the Union to act as the
Steward in each of the Company's Districts, Plants and other work locations, each
such Steward to be engaged in work for the Company covered by this Agreement.
5.2 The Company will at all times keep the Union informed in writing of the names of
the Company's Superintendents or other representatives in each District, Plant or
other work location with whom grievances shall be processed in Step One of the
Grievance Procedure described in the following Article 6.0.
5.3 The names of the respective Union and Company representatives designated to
handle matters arising under this Agreement in each District, Plant or other work
group shall be posted on the Company bulletin board in the appropriate District or
Plant.
5.4 A Union Steward shall, upon request to their Superintendent, be given reasonable
time off with pay at their regular rate, to process within their District any grievance
pertaining to the District, Plant or other work group in which the Union Steward is
then acting as the Union's representative.
5.5 Union officers, or other official representatives, upon request to the Company, shall
be given reasonably sufficient time off without pay to transact Union business.
5.6 An Employee appointed or elected to represent the Union at any meeting with the
Company called by or agreed to by the Company to discuss any matter covered
by this Agreement, upon request to the Company, shall be allowed time off to
attend such meeting with pay at the Employee's regular rate for the hours required
for attendance at such meeting which otherwise would have been worked by the
Employee. The number of Union representatives so entitled to leave with pay shall
be subject to mutual agreement between the Company and the Union.
5.7 The Company will make available space on its bulletin boards for the posting of
Union bulletins and notices. Such notices shall be signed by the representatives
designated as provided in Section 5.1 hereof.
5.8 On the date of hire before their actual work assignment begins, the Company will
allow each new Employee a minimum of thirty (30) minutes with the Local Shop
Steward to meet and discuss the Union's role and expectation in regard to Union
membership, safety and professionalism.
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
008

Furthermore, within three (3) months of ratification of this agreement, the Local
659 Labor-Management Committee will meet and jointly author a formal new
Employee orientation program. Each new Employee will complete this new
orientation program.
ARTICLE 6.0 — GRIEVANCE PROCEDURE
6.1 The Company and the Union will promptly meet and deal with each other, through
their respective representatives, with respect to any dispute involving the
interpretation, application or alleged violation of any provision of this Agreement,
or any alleged action of the Company or its supervisors which the Employee feels
unjustly or unlawfully affects their job or any benefits arising out of their job.
All questions, disputes or controversies arising under this Agreement shall be
determined and settled solely and exclusively by the Grievance and Arbitration
procedures provided for herein.
6.1.2 Termination of an Employee during their probationary period shall
not be subject to grievance under the provisions of this Agreement.
6.2 Grievance Procedure:
6.2.1 Step One. An Employee, or group of Employees, having a grievance
shall first discuss the matter within fifteen (15) calendar days of its
occurrence with their supervisor. The Steward shall have the right
to be present at all such discussions, or, if the aggrieved Employee
or Employees desire, the Steward alone shall have such initial oral
discussion with the supervisor. The supervisor will give a reply within
ten (10) calendar days. Failure to reply within the time limit will place
the grievance in Step Two unless the time therefore shall have been
extended by mutual agreement. For purposes of this section, a
grievance is not considered to exist until the grieving party knows or
could reasonably be expected to know of the alleged violations.
Under no circumstances will a grievance be accepted if not
presented within sixty (60) calendar days after the time the alleged
violation occurred. Every effort will be made to settle grievances at
this Step One.
6.2.2 Step Two. If a grievance is not settled at the first step, the Steward
shall thereupon prepare and present to the Company supervisor in
the District, Department, or Plant involved a written "Notice of
Grievance," with copies to the Company's designated Labor
Relations Contact and the Union's Business Manager, setting forth,
so far as may be applicable:
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
009

(a) The nature of the grievance, and the circumstances out of
which it arose,
(b) The remedy or correction the Company is requested to make,
and
(c) The section or sections of this Agreement, if any, relied upon
or claimed to have been violated.
The Company and the Union will endeavor, wherever practicable, to
settle any grievance at this point; such settlement agreement to be
signed by both parties and copies thereof to be furnished to the
Company's designated Labor Relations contact or their designee
and the Union's Business Manager, but if the Steward and the
Company representative involved do not settle such grievance
directly within fifteen (15) calendar days after its presentation by the
Steward (unless the time therefor shall be extended by mutual
agreement), then the Step 3 grievance process will apply.
6.2.3 Step Three. If a grievance is not settled under the foregoing Section
6.2.2 or Section 6.5, the Union's Business Manager or other
authorized representative shall meet with the Company's authorized
representative or representatives. Such meeting shall be arranged
by and with the Company's Labor Relations Director after receipt of
a written notice from the Union's Business Manager or their
representative requesting the meeting and stating the grievance to
be considered. No grievance of Employees, except for termination
grievances, or by mutual agreement, shall be handled in this Step
Three until it has first been processed as provided in Section 6.2.2.
The Union and the Company may each call and present witnesses
to testify at such meeting, and each shall pay all costs of the
appearance of any witness so called by it.
6.2.4 Any grievance concerning a discharge must be filed with the
Company in writing on the approved grievance forms within fifteen
(15) calendar days after such discharge or any claim to grieve shall
be waived by the Grievant and Union.
The Company and the Union recognize that such a grievance should
be addressed at the earliest possible time. Therefore, such
grievance shall move directly to the provisions of Section 6.2.3.
6.3 Grievances asserted by the Company or the Union shall be initiated at Step Three.
6.4 The Company and the Union will endeavor to settle at Step Three, Section 6.2.3
and Section 6.2.4 hereof, any grievance not settled in the foregoing Steps and will
meet to process such grievance within fifteen (15) calendar days after its
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
010

presentation. All replies to grievances will be reduced to writing within fifteen (15)
calendar days after meeting of Company and Union (unless the time therefore shall
be extended by mutual agreement). Both parties are committed to timely
resolution of all grievances. To this end, all pertinent information specific to a
grievance should be presented to both parties at a reasonable time prior to
arbitration.
6.5 In the event that any dispute involving the interpretation, application or alleged
violation of any provisions of this agreement shall not be settled as provided in the
foregoing section, such dispute shall be submitted at the request of either party to
arbitration as provided in Section 7.0 hereof. If the dispute is not settled and is not
submitted to arbitration in the sixty (60) calendar day period following delivery by
the Company to the Union of the written settlement provided in Section 6.4, the
grievance will be canceled without prejudice.
ARTICLE 7.0 —ARBITRATION
7.1 Any dispute or controversy arising out of or relating to this Agreement, or any
grievance as herein defined, not settled in direct negotiations as provided for in the
preceding sections shall be submitted to arbitration (upon the initiative of either
party to this Agreement upon notice of the other party) under the Industrial
Arbitration Rules, then obtaining, or the American Arbitration Association, unless
the parties by mutual agreement obtain another service. The Company and the
Union agree to take all steps necessary to facilitate the arbitration, and to abide by
and perform the award made in such arbitration.
7.2 The arbitrator shall have no authority to amend, modify or supplement any
provision of this Agreement.
7.3 Each party shall bear the expense of preparing and presenting its own case.
Expenses of the arbitrator and any incidental expenses mutually agreed to in
advance shall be borne equally by the parties hereto.
7.4 To expedite the arbitration of contested terminations, the Company and Union will
refer such cases to an arbitrator selected from the parties' designated panel
comprised of ten (10) mutually selected arbitrators. Cases will be assigned to an
arbitrator as follows:
(a) The first arbitrator on the panel list will be contacted immediately to set a
hearing date.
(b) If the arbitrator selected cannot hold the hearing within sixty (60) calendar
days, the next arbitrator will be contacted. This procedure will be followed
until an arbitrator has been selected. In the event no arbitrator is able to
hold the hearing within the sixty (60) calendar day period, the arbitrator with
the earliest availability will be selected.
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
011

(c) Arbitrators hearing a case will go to the bottom of the list.
(d) The panel of arbitrators shall remain in force for the duration of this
Agreement unless the parties mutually agree to the removal of an arbitrator.
In such event the parties may select a replacement arbitrator.
ARTICLE 8.0 — HOLIDAYS
8.1 The following days shall be recognized as holidays: New Year's Day, Martin Luther
King Jr. Holiday, Memorial Day, Independence Day, Labor Day, Veteran's Day,
Thanksgiving Day, Friday after Thanksgiving Day, Christmas Day, two (2) floating
holidays (to be scheduled per Section 8.5). Employees may use these floating
holidays to observe on any other day mutually agreed to with their supervisor.
Floating holidays are available to use during the current payroll year and cannot
be carried over to the following year. (Amended 4/26/21)
New regular Employees will be allocated floating holidays according to the
following schedule:
Month of Hire Number of Floating Holidays
December 26t" through June 30t" 2
July 1st through November 25t" 1
(No floating holidays will be applied for new hires starting after November 25)
8.2 For Employees working a normal Monday through Friday five (5) day week, if the
fixed holiday falls on a Saturday the holiday will be observed on the preceding
Friday. If the fixed holiday falls on a Sunday, the holiday will be observed on the
following Monday. (Amended 4/26/21)
8.2.1 For purposes of holiday observance with respect to Employees
working non-rotating shifts on other than the normal Monday through
Friday schedule, the first day off shall be treated as though it were
Saturday, and the second day off as though it were Sunday, in
accordance with Section 8.2.
8.2.2 For pay purposes only, the holiday allowance for holidays falling on
the scheduled day off for a rotating shift worker will be paid on the
day on which the holiday falls. Additionally, Employees may request
to extend their normal days off during the pay period in which the
holiday falls. This would be accomplished by designating a workday
in conjunction with their scheduled days off to be observed as their
holiday. This request will be subject to a minimum thirty-five (35)
calendar days written notification and the ability to cover the shift
without the payment of overtime premiums as the date of scheduling.
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
012

8.2.3 T&D Operations Employees required to be on standby
(pursuant to Section 15.8) on an observed Holiday (as defined
in Section 8.1) may elect to defer the eight (8) hours holiday pay
to another future regular workday within the current payroll
year, subject to supervisor approval. (Added 4/26/21)
8.3 All regular, full-time Employees in classifications listed herein, shall receive holiday
pay for the nine (9) calendar specific holidays, regardless of the days on which
they fall in accordance with the provisions of this Article; provided, that payment is
contingent upon work being performed upon the workday preceding and the
workday following the holiday, unless prior approval for absence is granted, as in
the case of illness or if the holiday falls within a vacation period. Holiday pay shall
be for eight (8) hours' time at the Employee's regular rate of pay. Overtime
compensation for time actually worked as set forth in Article 15 shall be in addition
to holiday pay.
8.3.1 Regular part-time Employees will receive pro rata holidays, based
upon their defined work schedule, as follows:
Hours of Work Holiday Pay for Allocation Rate for
Per Week Regular Holidays Floating Holidays
Under 20 0 0
20-29 6 Hours 18 Hours
30-35 7 Hours 21 Hours
Over 35 8 Hours 24 Hours
If a regular part-time Employee's actual work schedule deviates from the defined
work schedule identified above for an extended period of time, the local
management and steward will meet to review the reasons for this deviation and
determine if a new defined work schedule is appropriate. If a new defined work
schedule is implemented, adjustments to the pro-rated benefit schedules would be
warranted, beginning from the time the actual hours worked mirror the new defined
work schedule.
8.4 If a holiday is observed under this Agreement during an Employee's paid vacation,
they shall receive holiday pay only for that day and the Employee shall not have a
day's vacation deducted from their vacation allocation.
8.5 Floating holidays may be taken at any time during the payroll year upon
supervisory approval. If an Employee takes a floating holiday during an
assignment away from their headquarters, they shall furnish transportation
incidental to such holiday. Floating holidays must be taken in the payroll year they
are allocated and cannot, for any reason, be carried into the following payroll year.
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ARTICLE 9.0 — VACATIONS
9.1 Eligibility. Each full-time Employee in the classifications covered by this
Agreement shall receive vacation with pay as outlined below. (Amended 4/26/21)
9.2 Vacation Allowance. The number of hours of vacation to be allocated to an
Employee in any payroll year and the amount of their vacation pay shall be based
on the Employee's total service with the Company and provided on a full pay period
basis. Simply stated, the per pay period vacation allowance provides a paid
vacation after a stated period of continuous service as follows:
Length of Service in Hours Per Year Hours Per Pay Period
Years and Months
New Hire through 4 years 80 3.333
(Start through 48th month)
5th through 12th year 120 5
(49th through 144th month)
13th through 20th year 160 6.667
(145th through 240th month)
21 St through 27th year 200 8.333
241st through 324th month)
28th year and beyond 240 10
325th month and beyond)
9.2.1 New hires will be eligible to utilize vacation hours when accrued.
Probationary Employees who separate employment have no
claim to compensation for unused vacation benefits. (Amended
4/26/21)
9.2.2 Upon achieving 1040 hours worked, a regular part-time Employee
shall receive a pro-rated vacation allowance on a per pay period
basis based on the following table. This includes a pro-rated amount
of the forty (40) hours for new hires identified above. This pro-rated
benefit will be applied to the schedule in Section 9.2, based on the
number of years of service as a regular part-time or regular
Employee.
Hours of Work per Week Accrual Rate
Under 20 0%
20-29 75%
30-35 88%
Over 35 100%
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9.3 Vacations may be granted to begin at any time during the payroll year providing it
does not unreasonably interfere with the operations of the Company.—Employee
vacation submitted prior to April 1 of each calendar year will be granted, vacation
preference by seniority insofar as the needs of the Company will permit. Employee
vacation requests received after April 1 will be granted subject to the business
needs of the operation.
9.3.1 Vacations or portions of vacations shall be taken on a workweek
basis, or when the operating requirements of the Company
necessitate shorter vacation periods or Employees' desire shorter
vacation periods and such scheduling is mutually agreeable to the
Employee and the supervisor (this can allow vacation taken, upon
agreement of Management, in hourly, daily or weekly increments).
9.3.2 An Employee shall be allowed to use a maximum of eighty (80) hours
of their accrued vacation one (1) day at a time, providing the request
does not create scheduling problems and no additional expense is
caused the Company of such scheduling.
9.4 Employees will be allowed to carry a vacation bank into the following payroll year
of up to three hundred twenty (320) hours. Should the Company cancel an
Employee's scheduled vacation for operating purposes, and this vacation cannot
be rescheduled before December 25th of that year and this cancellation causes the
Employee to have in excess of 320 hours of vacation on December 25th, the
additional vacation hours will be carried into the next payroll year. Written
authorization from the Employee's supervisor will be required, documenting the
approved vacation that was cancelled and the operating reasons why such
vacation could not be rescheduled. Any vacation hours in excess of 320 hours of
vacation on December 25th, not covered by this operational exception, will be
forfeited.
9.4.1 Rate of Pay. Vacation pay shall be at the Employee's regular
straight-time rate as defined in Section 21.7.
9.5 Disability. In the event that disability as defined in Articles 10 and 11 of this
Agreement occurs prior to and interferes with the scheduled vacation, the vacation
will be rescheduled.
9.6 Holidays. If a holiday is observed under this Agreement during an Employee's
paid vacation, the Employee shall receive only holiday pay for that day (the
vacation being deferred per Section 8.4).
9.7 Vacation Pay Upon Termination. On termination of employment, non-
probationary Employees shall receive pay for vacation hours earned but not
taken. (Amended 4/26/21)
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9.8 Regular Employees, who have worked for the Company, had a break in service
and then returned to work with the Company, will be given credit for their entire
time worked for the Company when calculating this allocation. This bridging of
service will apply to all Company-provided benefit programs.
9.9 Time spent in military service shall be considered time worked for the purpose of
determining the rate of vacation accrual 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 six (6) months of first becoming
eligible for release from military service. Each Employee, upon leaving their job to
enter military service, may receive pay for all vacation credits then accumulated,
or they may leave their vacation bank to be used upon their return to work. Upon
resuming work for the Company, as provided above, the Employee will receive, in
the year of their reemployment, a vacation with pay allocation equivalent to what
the Employee would have received had they been continuously employed
throughout the preceding payroll year, less any payments previously made to them
on account of per pay period vacation allocations for the same prior year.
9.10 Time spent on personal leave per Company policy, in excess of four(4) continuous
weeks for reasons other than disability (as defined in Articles 10 and 11), military
service and jury duty, shall not be considered time worked for purposes of vacation
accrual, and per pay period vacation allocations will not occur during such leaves.
9.11 Time spent on Disability Leave shall be considered time worked for purposes of
this vacation plan, provided that vacation credit shall not accrue while an Employee
is receiving insurance benefits under the Company's Long-Term Disability Income
Insurance Plan.
9.12 During vacation periods where the Company determines that substitutes are
needed, the senior qualified Employee in the Department shall be given the
opportunity to work the vacation shift of any advance position at the rate of pay
established for the classification held by the Employee taking the vacation, but
transfers from one point on the system to another in accordance with seniority shall
not be compulsory nor shall there be rescheduling of the balance of the Employees
in any Department under seniority rules.
ARTICLE 10.0 — DISABILITY BENEFIT PLAN
10.1 The Company agrees to provide the following Disability Benefit Plan(s), in order
that eligible Employees may be insured against loss of pay when unable to work
because of illness or injury. The Union pledges its cooperation with the Company
in preventing abuse of the Plan(s) by its members and in the enforcement of
Sections 10.11 and 10.12 hereof.
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10.2 Cost of Plan. The entire cost of the Disability Benefit Plan shall be borne by the
Company.
10.3 Definition of Disability. Any illness or injury which results in the inability of an
Employee to perform the duties of their job shall be considered disability for the
purpose of this Section 10.0, subject to the exclusions listed under the following
Section 10.4.1. The Company may require medical verification of illness or injury.
10.4 Deleted
10.4.1 Exclusions. No Employee shall receive benefits under this Plan for
any disability which is caused by or is the result of the Employee's
violation of criminal laws.
10.4.2 An occupational injury incurred by an Employee in the service of the
Company is covered by Article 11.0 of this Agreement. An Employee
may utilize accrued sick leave or vacation benefits to cover their shift
if an occupational injury was incurred in the service of a previous
employer; however, an injury suffered by an Employee while
representing the Company and while engaged in work of a civic or
community improvement nature for no compensation or token
compensation will be considered a non-occupational injury under the
Plan(s) and benefits will be paid subject to the provisions of Articles 10
and 11.
10.5 Eligibility. Each regular full-time and part-time Employee who shall have
completed six (6) months of continuous employment shall be eligible for benefits
under the Sick Leave program. Eligibility for the Short Term and/or Long-Term
Disability Plan(s) is effective the first full month following hiring. Part time
Employees shall receive pro-rated hours as per the chart in 8.3.1.
10.6 Benefit Year. The benefit year is the payroll year as defined in Section 21.9. The
term "payroll month" used in the following sections is defined in Section 21.8.
10.7 Disability Benefits. Disability benefits shall begin, subject to the provisions of
Section 10.11, on the first scheduled workday of an Employee's absence on
account of disability. Disability benefits are comprised of: (a) sick leave, (b) Short-
Term Disability benefits and (c) Long-Term Disability benefits.
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10.7.1 Sick Leave. Sick leave is awarded to the Employee's sick leave bank
on December 26th and on the date of hire, in accordance with the
schedule below.
Month of New Hire Hours of Sick Leave
Allocated
December 261h through February 48
March or April 40
May or June 32
July or August 24
September or October 16
November or through December 25th 8
Regular Employees in their first full calendar year, subsequent to the
beginning of the payroll year of December 26th, will be entitled to sixty-
four (64) hours of sick leave. In the second and subsequent years, the
regular Employee is entitled to eighty (80) hours of sick leave. Sick
leave may be accumulated at the rate of eighty (80) hours per calendar
year. The Union will work in cooperation with the Company to see that
sick leave benefits are utilized for the purposes defined within this
agreement.
A regular part-time Employee shall receive a pro-rated sick leave
allowance based on the following table. This prorated benefit will be
applied to the schedule above, based on the number of years of
service as a regular part-time or regular Employee.
Hours of Work per Week Accrual Rate
Under 20 0%
20-29 75%
30-35 88%
Over 35 100%
Sick leave benefits will be paid in the amount of 100% of an
Employee's regular straight-time rate, beginning with the first
scheduled workday of an Employee's absence on account of disability.
Disability benefits are comprised of (a) sick leave and (b) Short-Term
Disability benefits.
Leave with full pay, not to exceed three (3) days per calendar year,
may be authorized if the Employee's presence is required (a) at home
to care for a family member (i.e., husband, wife, child, or parent)
because of that member's serious illness, and/or; (b) at a medical
facility because the family member is undergoing a serious medical
procedure requiring general anesthesia or whose condition threatens
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a risk of death. Those three (3) days, if authorized, will be deducted
from the Employee's accumulated sick leave bank.
10.7.2 Short-Term Disability. An Employee who has been on disability leave
for five (5) consecutive workdays or forty (40) hours of scheduled work,
pro-rated for part-time Employees, shall be eligible for Short-Term
Disability benefits which shall continue until the date of certification by
a licensed physician that the Employee is capable of (a) returning to
work in their regular job or (b) when the Employee applies for and
receives insurance benefits under the Company's Long-Term Disability
Income Insurance Plan, but in no case to exceed a period of six (6)
months from the date the disability occurred or the date the Employee
was no longer able to work, whichever is latest.
Short-term disability benefits shall be paid at an amount equal to
seventy-five percent (75%) of the Employee's regular straight-time rate
for the hours in their normal workday. To be eligible for Short-Term
Disability benefits, an Employee must be under the care and orders of
a physician.
An Employee who has hours credited to and remaining in their sick
leave bank may supplement the Short-Term Disability compensation
by subtracting hours from the bank which will increase the disability
benefit provision to one hundred percent (100%) of the Employee's
regular straight-time rate of pay. Each Employee will be allowed to
make a personal decision whether to use their sick leave or vacation
to supplement their disability benefits (both occupational and non-
occupational) to increase their compensation while off work. However,
if an Employee does choose to supplement their disability benefit, sick
leave balances will be used for this purpose first, with vacation
balances available after all sick leave benefits have been exhausted.
Any Employee who does not report to work due to their own personal
illness as described in this section of the agreement, must use their
allocated sick leave to cover their absence. No Time Off Without Pay
(TOWP) will be granted if an Employee has sick leave or vacation
hours available. This includes the 40-hour waiting period to qualify for
Short-Term Disability benefits and any leave under the Family Medical
Leave Act.
If an Employee has a scheduled vacation per Section 9.3 and has
exhausted their vacation allocation due to these provisions, TOWP will
be granted to cover the previously approved time off.
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Employees may use their sick leave first, vacation second for family
medical emergencies that qualify for coverage under the Family
Medical Leave Act (FMLA). Extended absences for family medical
emergencies must meet the qualifications dictated by FMLA.
Additional TOWP for any reason after exhausting sick leave and
vacation balances will be governed by the requirements within the
FMLA.
Requests for extended TOWP that is not covered under the FMLA is
addressed in the Leave of Absence Policy contained within this
agreement.
An Employee who has been receiving Short-Term Disability benefits
and who is released to return to work, shall not have to meet another
five (5) day or forty (40) hours of scheduled work, pro-rated for part-
time Employees requirement if the Employee becomes unable to
perform their duties and provides medical certification from a licensed
physician substantiating a recurrence of the same injury or illness
within fourteen (14) calendar days of their return to work. If the
accumulated periods of disability exceed a total of six (6) months, the
Long-Term Disability Plan will become effective.
10.7.3 All accrued and available sick leave hours from prior payroll years shall
remain in an Employee's sick leave bank and will be available for use
as sick leave or supplementing Short-Term Disability benefit
provisions.
10.7.4 Payment of available sick leave benefit credits will be made only as
provided in Article 10.0 Disability Benefit Plan.
10.7.5 Disability benefits shall not accrue for any period during which the
Employee is receiving insurance benefits under the Company's Long-
Term Disability Income Insurance Plan. Any remaining sick leave
credit an Employee has accrued prior to going on the Long-Term
Disability Income Insurance Plan, shall be retained for use in the event
the Employee returns to regular employment status from the Long-
Term Disability Income Insurance Plan. Employees who have
exhausted their STD benefit and have not qualified for Long-Term
Disability benefits and are unable to return to work will be provided two
additional months of unpaid leave in which to attempt to qualify for
Long-Term Disability benefits or return to work. At the end of this two
months, if the Employee has not returned to work or qualified for
additional benefits, their employment may be terminated. If the
Employee subsequently qualifies for Long-Term Disability benefits
during the next four (4) months, (a total of six (6) months) they will be
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viewed as having qualified for such benefits and their rights will be
restored.
10.7.6 Upon the termination of employment of an Employee for any cause
other than retirement, all available and accrued sick leave hours will
be canceled. Effective January 1, 2022, any active PacifiCorp
Employee represented by Local 659 who retires will be credited with
the value of any unused sick leave as follows: Sick Leave Hours times
Current Hourly Rate times Sixty-five percent (65%). This value will be
applied to a retiree medical benefit solution.
Employees who retiree between April 26, 2021 and December 31,
2021 who were hired prior to August 25, 2003 shall be eligible
for this provision. (Amended 4/26/21)
10.7.7 An Employee who, following layoff or leave of absence, returns to
active employment with the Company and whose date of beginning
continuous service is retained in accordance with the provisions of
Section 21.10, shall be entitled to restoration of their prior accumulated
unused sick leave benefit credits upon returning to active service.
10.8 In the event that any non-occupational disability shall be covered by any state or
federal disability benefit law, the disability benefits provided herein will be offset
and not be superseded.
10.9 Holiday. No occupational or non-occupational disability benefits shall be paid for
any day for which holiday pay is paid under this Agreement.
10.10 Vacations. An Employee who, while on paid vacation suffers a disability which
requires hospitalization or confinement at home may apply for disability leave by
notifying the Company of such disability as promptly as available means of
communication permits. Upon such prompt notice, the Employee will be placed on
disability leave (a) on the date of their admission to the hospital, or (b) beginning
on the first day of their next scheduled work week if the disability did not require
hospitalization. Disability leave shall continue until the date of certification by a
licensed physician that the Employee is capable of returning to work, (subject to
requirements of Section 10.7). The Employee shall immediately apply for disability
benefits as required by Section 10.11. The remaining unused portion of the
vacation shall be rescheduled with due regard for the Company's operating
requirements. Employees who are precluded from using vacation in the current
payroll year due to a disability will move vacation hours into the next year or they
will be paid for unused vacation hours above 320 hours that are in their vacation
account on December 25th at their regular hourly rate on that date.
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10.11 Notice and Evidence of Disability. An Employee unable to report for work because
of illness or injury shall notify the designated supervisor of their absence and the
reason therefor in accordance with the reporting provisions of Article 15. No
disability benefit shall be payable for any period of absence in which an Employee
shall have failed, without good cause, to give prompt notice or re-certification of
their condition.
In order to receive benefits under this plan, the Employee shall make application
to the Company on forms to be provided by the Company. Medical evidence of
disability may, at the discretion of the Company, be required for any absence. The
expense of such medical evidence shall not be borne by the Company. The
Company, at its option, may require an examination of an Employee absent
because of claimed disability either during the period of such claimed disability or
upon the Employee's return for work, by a physician to be designated and paid for
by the Company. Medical evidence will be accepted from any practitioner
accepted by the California State Industrial Accident Commission or the Oregon
State Workers' Compensation Department.
10.12 Employee Responsibility. Misrepresentation by an Employee of the facts with
respect to any disability for which benefits may be claimed by the Employee under
this plan shall disqualify the Employee for such benefits and shall be just cause of
disciplinary action.
Unscheduled Sick leave utilized the day before or the day after a paid holiday as
defined in Article 8 has significant detrimental impact to the Company's operation.
Employees desire approved paid time off in association with such holidays and the
Company schedules the maximum number of Employees off on such days in order
to accommodate these requests. Employees who establish a pattern of
unscheduled sick leave utilization in association with Company paid holidays will
be provided notice of such pattern absences.
Likewise, unscheduled sick leave utilized repeatedly on days surrounding
scheduled days off or unscheduled sick leave used heavily following a new
allocation also has significant detrimental impact to the Company's operations.
Employees who establish a pattern of unscheduled sick leave utilization in
association with Company paid holidays, their scheduled days off or heavy usage
following a new allocation of sick leave time will be provided notice of such pattern
absences and continued absences in this regard will result in progressive
discipline.
Sick leave benefits are not additional vacation days and are to be used for the
reasons defined in this Article of the agreement. An Employee unable to report for
work because of illness or injury shall notify the designated supervisor of their
absence and the reason for their absence as promptly as their available means of
communication permits. Sick leave benefits will not be paid for any period of
absence in which an Employee fails, without good cause, to give prompt notice as
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022

described above. Employees may be required to provide medical substantiation
of their illness when requesting sick leave benefits. Such request will be at the
discretion of the Employee's immediate supervisor and will be associated with
attendance management and the appropriate use of sick leave benefits.
10.13 All regular Employees shall continue to accumulate benefits (sick leave, vacation
and pension)while receiving sick leave pay or while on Short Term Disability when
off duty because of illness.
ARTICLE 11.0 — OCCUPATIONAL DISABILITY BENEFITS
11.1 In the case of any disability incurred by a regular Employee in the service of the
Company which is covered by Workers' Compensation Insurance, the Company
will pay to such disabled Employee an occupational disability allowance equal to
the difference between eighty percent (80%) of their regular straight-time wages
and the amount of Worker Compensation Insurance for such period as the
Employee may be receiving such compensation, for a maximum period of six (6)
months for each continuous period of disability.
11.2 Occupational Illness or Injury. Benefits shall begin on the next scheduled work day
following the date of injury or illness, which renders an Employee unable to report
to work and shall continue until the date of certification by a licensed physician that
the Employee is capable of(a) returning to work in their regular job or (b) when the
Employee applies for and receives insurance benefits under the Company's Long-
Term Disability Insurance Plan, but in no case to exceed a period of six (6) months
to the day the disability occurred or the date the Employee was no longer able to
work, whichever is latest.
An Employee on the day of injury will receive compensation at their regular straight-
time rate as if they had worked a regular shift.
11.3 An Employee who has hours credited to and remaining in their sick leave bank
may apply the required number of hours from their bank to bring the disability
compensation provided under Sections 11.1 and 11.4 up to one hundred percent
(100%) of their regular straight-time rate of pay.
11.4 An Employee released by the State Workers' Compensation Department for return
to work within said six (6) months' period, but who is unable to perform any job
made available to them by the Company, will continue to receive from the
Company eighty percent (80%) of their regular straight-time wages for the balance
of said six (6) months.
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11.4.1 An Employee who has hours credited to and remaining in their
vacation leave bank upon entering the Company's Long-Term
Disability Insurance Plan, will have those hours cashed out at their
regular rate of pay or continue to bank until the end of the payroll year.
Employees who have exhausted their LTD benefit and have not
qualified for Social Security disability benefits and are unable to
return to work will be provided two additional months of unpaid leave
in which to attempt to qualify for such benefits or return to work. At
the end of this two months, if the Employee has not returned to work
or qualified for additional benefits, their employment may be
terminated. If the Employee subsequently qualifies for Social
Security disability benefits and additional Long-Term Disability
benefits during the next four months, (a total of six months) they will
be viewed as having qualified for such benefits and their rights will
be restored.
11.5 Payment of benefits under this Article 11.0 shall cease upon the Employee's
retirement; discharge for just cause; when their employment would otherwise
terminate because of reduction of force, or when insurance benefits under the
Company's Long-Term Disability Insurance Plan begin, unless otherwise agreed
to by the Company and the Union.
11.6 In order to receive benefits under this Plan, the Employee shall make application
to the Company on forms to be provided by the Company. Medical evidence of
disability may, at the discretion of the Company, be required for any absence. The
expense of such medical evidence shall not be borne by the Company. The
Company, at its option, may require an examination of an Employee absent
because of claimed disability either during the period of such claimed disability or
upon the Employee's return for work, by a physician to be designated and paid for
by the Company. Medical evidence will be accepted from any practitioner
accepted by the California State Industrial Accident Commission or the Oregon
State Workmen's Compensation Department.
11.7 Payment of benefits under this Article 11.0 shall be subject to the reporting
provisions of Section 15.12. Misrepresentation by an Employee of the facts with
respect to any disability for which benefits may be claimed by the Employee under
this Plan shall disqualify the Employee for such benefits and shall be just cause for
disciplinary action.
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2021-2024 Collective Bargaining Agreement
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ARTICLE 12.0 — APPRENTICE RULES
12.1 The Company and Union each shall designate four (4) representatives to a Joint
Apprenticeship Training Committee (JATC), who shall serve until their successors
are appointed. Both the Company and the Union may have an ex officio member
present at all Committee meetings. A sub-committee consisting of equal numbers
of Company and Union members may be formed to support the
Apprentice/Apprentice Qualified selection and hiring process as needed. The
number of apprentices to be trained shall be determined by the Company.
12.2 An Apprentice is an Employee who is regularly indentured under a recognized
apprenticeship program to learn one of the branches of the trade, who works under
the direct supervision of Journeyman in their respective classification except as
otherwise provided in this Agreement.
All Apprentices shall be required to satisfactorily complete a minimum of six (6)
months pre-qualifying experience and review as defined by the JATC before and/or
during their training prior to being indentured.
12.3 Postings and Selection
Apprentice/Apprentice Qualified openings will be handled through the Company's
posting and recruiting process. Notice of postings will be provided to the Union.
Each applicant who obtains minimum test scores and who otherwise satisfies
minimum qualifications shall be eligible to an interview including review of the
applicant's documented work history, training and certifications. The top
candidates may be offered Apprentice or Apprentice Qualified positions based on
the number of openings.
(a) The most qualified applicant(s) will be considered.
(b) Qualifications will be determined using criteria such as:
1. Commitment to safety
2. Work experience
3. Knowledge of the craft
4. Education and training
5. Job performance
6. NJATC test score of 6 or better for estimator or 5 or better for linemen,
or equivalent test(s)
7. Mechanical Skills/Ability evaluation of applicants may be required to
determine the individual's ability to perform activities associated with the
respective branch of the trade.
8. Minimum qualifications as applied to all Company applicants
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(c) Where candidates are otherwise equal:
1. Consideration will be extended to internal applicants
2. Applicants who have completed an accredited climbing school, where
applicable
3. Obtained a Class A CDL, where applicable
4. The applicant's driving record will also be a factor
12.4 Apprentice Qualified Advancement to the Company's Apprenticeship Program
For individuals advancing from the Apprentice Qualified designation, the
apprenticeship will be administered with the following understandings:
• If for any reason an individual fails to complete the Apprentice Qualified
training or the apprenticeship, that individual will be terminated from
PacifiCorp without recourse.
• There will be a two-year limit from the date of hire as an Apprentice
Qualified Employee to the date of being indentured as an apprentice.
This limit may be extended in extraordinary circumstances as determined
by the JATC. (Amended 4/26/21)
12.4.1 Rate of Pay for the Apprentice Qualified Position
Rate of pay for the Apprentice Qualified position will be 60% of the
straight-time hourly journeyman rate of pay for the specific craft. No
pay upgrades will be given for any duties performed by an Apprentice
Qualified Employee. Upon entering the Apprentice Qualified
program, the Employee's rate of pay will be frozen until it meets or
exceeds the rate of pay for the apprentice progression as stated in
the contract between IBEW Local 659 and PacifiCorp.
12.4.2 An existing Journeyman who is awarded an apprentice qualified
position in another craft, shall be indentured based on their
Company Seniority date not the date they received their
apprentice qualified position. (Added 4/26/21)
12.5 Apprentices will be assigned to a location in a District or Department. On
recommendation or approval of the JATC, apprentices may be reassigned by the
Company to provide properjob experience twice during their apprenticeship. After
completion of the apprenticeship, an Apprentice may be assigned to an existing
Journeyman vacancy which results from bidding at any location and shall have
thirty (30) days following their notification to report to their new assignment. Should
no vacancy exist, the graduated apprentice must bid on any vacancy in their
classification that occurs including secondary bids and accept any location on a
secondary bid for which the graduated apprentice becomes the successful bidder.
Upon accepting the bid, the Employee move shall be considered as a Company
requested move for application of the moving expense allowance. In the event
they declines such a location, the Employee shall be afforded the rights in Section
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13.3. (e). However, they shall not exercise their seniority to displace an existing
Employee in their Journeyman classification.
12.6 An Apprentice whose apprenticeship is terminated by and at the initiation of the
appropriate State Apprenticeship Council shall be terminated from employment.
An Apprentice may voluntarily terminate their apprenticeship without prejudice.
Apprentices may bid on any available vacancy. If no vacancy exists, the
Apprentice's employment will be terminated. Any Employee who terminates their
apprenticeship shall not be eligible for reapplication in that branch of the trade.
12.7 Not more than one (1) Apprentice shall be assigned to a crew on maintenance or
construction work, except that when one (1)Apprentice is in their fifth (5th) or sixth
(6th) period, another Apprentice in the first (1st) or second (2nd) period may be
assigned to a crew containing at least four (4) Journeyman Linemen. This ratio
shall not be exceeded in the routine operation of any crew. During the first four (4)
six-month's periods of apprenticeship, an Apprentice Meterman may be assigned
to a District having less than two (2) Journeyman Metermen, upon approval of the
JATC. The prevailing concept of all apprentices is that they always work under the
direct supervision of a Journeyman.
12.8 During the third (3rd) and fourth (4th) six-month periods of the apprenticeship, an
Apprentice Lineman may be assigned to a Service crew with one (1) Journeyman.
12.9 An Apprentice may be assigned for training in the DEMC and work under the
supervision of a Journeyman for a maximum accumulated period of up to six (6)
months.
12.10 No Apprentice shall be permitted to work on live wires, apparatus and/or equipment
energized at voltages in excess of 600 volts until the fourth (4th) six-months period
of their apprenticeship and until the Apprentice has been approved for hot line
training by agreement of the JATC. (Amended 4/26/21)
12.11 An Apprentice in the last step of their apprenticeship may bid on a Journeyman
vacancy. In order to be considered for the bid award, the apprentice must be
in their last step at the time the bid closes. If there is no qualified bidder for the
vacancy and the Apprentice receives the approval of the JATC to receive the
necessary training at that location for completion of their apprenticeship, they shall
be given the position. (Amended 4/26/21)
12.12 Any restriction for training may be waived by mutual agreement between the
Company and the Union for the purpose of rehabilitating Employees who by reason
of physical impairment are unable to fully perform the duties of their normal
classification.
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12.13 Employees who complete training in any program which uses a Joint Committee
for evaluation of applicants shall remain in the classification assigned for a period
equal to the standard training period before they are eligible to enter training in
another craft, unless mutually agreed to by the Company and Union.
This provision will not apply to Journeymen who are awarded an Assistant Meter
& Relay or Assistant Communications Technician position.
12.14 Employees, other than those in Journeyman classifications, awarded apprentice
jobs shall receive their current wage rate until the percentage (%) apprentice rate
exceeds that rate, unless the rate is less than the first step rate for that
apprenticeship.
Journeyman who are awarded apprentice positions in accordance with the
provisions of Article 12, shall be placed in the last step of the apprenticeship
wage scale for the appropriate craft until they complete their training. At
which time, and in accordance with the provisions of Section 12.5, they will
receive the wage rate and Journeyman classification date for the new
position.
In the instance where a Journeyman's current rate of pay is higher than the
Journeyman classification wage rate of the new position, they shall be
placed in the Journeyman rate of pay for the craft in which they are training.
This rate will be red-circled (frozen) until the last step of the apprenticeship
wage rate meets or exceeds the red-circled (frozen) rate or they complete
their training. At which time, and in accordance with the provisions of
Section 12.5, they will assume the new craft Journeyman rate. (Amended
4/26/21)
12.14.1 Deleted 4/26/21
12.15 Deleted 4/26/21
12.16 The Company and Union recognize that the existing JATC and/or APC joint
committees shall be utilized to evaluate and recommend training programs and
training needs related to their specific craft.
12.17 The parties agree that the Company may designate vacant positions in the entry-
level classifications of Field Services Specialist, Utility Specialist and Hydro
Repairman as pre-apprentice positions. A position so designated shall
perform job duties as outlined in their respective job descriptions and may
also be temporarily assigned work they are qualified to perform in a lesser
classification as outlined in Section 15.28. It is intended, but not required
that the Pre-Apprentice will complete their six (6) month ground time hour
requirements during their time in the pre-apprentice position. It is
understood by the Company and Union that these hours do not have to be
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achieved all at once but can be spread out over time in the natural course of
their work.
If the Company chooses to designate a position as a pre-apprentice:
• The position will be filled pursuant to Section 12.3,
• The position will be identified as pre-apprentice in the job vacancy
announcement (posting) and posted for a specific craft (i.e. Utility
Specialist/Pre-Apprentice Lineman, Utility Specialist/Pre-Apprentice
Estimator) to allow for appropriate testing and evaluation of
candidates upfront for that particular apprenticeship.
There is no maximum timeframe for an Employee to be in the pre-apprentice
position. While it is not preferred nor the intent to have individuals remain
in the position indefinitely, the Company is under no obligation to offer an
apprenticeship within a set period of time.
Apprenticeships, when available, shall be offered to pre-apprentices in the order in
which they received their pre-apprenticeship position. If there are performance
concerns with a pre-apprentice who is next in line for an apprenticeship, the
Company and Union will discuss those concerns before an apprenticeship
is offered, and the individual may be potentially bypassed as a result of those
discussions. Employees in the pre-apprentice position are required to
accept an apprenticeship when and where offered by the Company. The
Company will make every effort to place pre-apprentice positions in the
locations where apprenticeships are anticipated; however, the
apprenticeship offered may be in a different location and the Employee(s)
will be expected to relocate and the provisions of Section 13.9.4 shall apply.
Refusal to accept an Apprenticeship shall be considered voluntary resignation from
employment with the Company.
Local management will meet at least quarterly with each pre-apprentice to
review performance and documented progress towards fulfilling the six (6)
month ground time requirements. (Amended 4/26/21)
ARTICLE 13.0 — SENIORITY RULES
13.1 Seniority is defined as the length of continuous service worked by an Employee
under this Agreement. Seniority shall apply hereunder with respect to
advancement, transfer, layoff, and reemployment of Employees, provided that
seniority credit for bidding of Journeyman classifications and above shall be limited
to the time served in such classifications.
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13.1.1 Employees who have entered into a regularly indentured apprentice
training program after January 2, 2008 will be given a Journeyman
seniority date upon satisfactory completion of the apprenticeship,
which shall be the completion of their apprenticeship.
13.1.2 Overall seniority means the length of continuous service worked under
this Agreement in any and all classifications.
13.2 When Acquired. A regular Employee shall first acquire seniority on the day
following completion of six (6) months' continuous full-time service as defined in
Section 21.10 hereof, whereupon it shall date back to their date of employment.
13.2.1 A temporary Employee will achieve seniority status by meeting the
provisions of Section 13.1, 13.2, and 21.11 of the Working Agreement.
A temporary Employee will be given credit, upon employment as a
regular Employee, for prior employment in establishing their seniority
date. This adjustment will be made on the day following completion of
six (6) months' (1040 hours) continuous regular service, as defined in
Section 21.10.
13.3 An Employee's seniority status shall not be affected and shall be retained during
absence from work under any of the following circumstances:
(a) Illness under approved sick leave
(b) Injury in line of duty covered by Workers' Compensation laws
(c) Time spent on approved leave of absence for service in the Armed Forces
of the United States, provided the Employee returns to the Company's
service following release from military service within the time provided by
law upon first becoming eligible for release from military service
(d) Service as a regularly empanelled venireman or juror as required by a court
(e) Layoff, provided they are reemployed by the Company within a period of
time following layoff equal to their length of prior service with the Company,
but not to exceed two (2) years, and further provided that accumulated
service credits under the Company's Retirement Plan for Employees shall
be retained for a maximum period of one (1) year following layoff
(f) A regularly approved leave of absence for reasons other than those
specified above, provided such leave does not exceed one (1)year in length
(g) A regularly approved leave for full-time service as an officer or agent of the
Union, provided such leave does not exceed three (3) years, subject to
extension by mutual agreement between Company and Union
(h) Promotion to a position outside this Agreement for a maximum period of two
(2) years
(i) An Employee who has been receiving benefits under the Company's Long-
Term Disability Income Insurance Plan, and who subsequently recovers so
that they can return to employment with the Company, shall have all
seniority restored, including seniority credit for the time spent on LTDI.
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13.4 Loss of Seniority. An Employee shall forfeit all accrued seniority and, if
reemployed, subsequently, have only the status of a new Employee, under any of
the following conditions when they:
(a) Resigns their employment with the Company
(b) Are discharged for cause
(c) Laid off for a period exceeding their length of service with the Company to
a maximum of two (2) years
(d) Following layoff, fails to report for work within three (3) weeks after written
notice from the Company of an offer of rehire in their regular job
classification
(e) Fail to return to work at the expiration of a leave of absence, or if the
Employee accepts employment elsewhere while on such leave of absence
without the written approval of the Company.
13.5 The right to employ in accordance with the provisions of this Agreement, promote,
discipline and discharge Employees, and management of the property are
reserved by and shall be vested in the Company. It is agreed, however, subject to
the foregoing, that vacancies shall be filled on the basis of seniority, ability and
qualifications. Ability and qualifications being sufficient, seniority shall prevail.
13.6 In considering Employees for promotion to classifications, which require the
direction of others, the ability to properly plan and direct the work and to promote
harmony and efficiency within the crew shall be the basis of the determination of
promotion. The Employee selected will be awarded the job for a mutually
acceptable probationary period not to exceed six (6) months in which to
demonstrate ability.
The minimum qualifications in Section 13.8 will be the criteria for evaluation in the
probationary period. Consistent job performance expectations across the
bargaining unit will prevail in evaluation. If the Employee fails to meet the criteria,
they may be removed from the job upon the successful bidding and filling of the
position. The Employee leaving the job will exercise their seniority under Section
13.12.3 (g) first, and then (c) or (h).
13.7 Job classifications in the Job Classification and Wage Schedule, Article 22.0 of this
Agreement, are subject to posting and bidding as provided in the following
Sections.
13.7.1 The Company may assign an Employee to fill a temporary vacancy
expected to last not more than three (3) months. The only exception
will be the Labor Foreman classification which may be filled for a period
of not to exceed six (6) months without bid. In making such temporary
assignments, the senior qualified Employee at the headquarters in
which the vacancy occurs shall be given preference if they indicate a
desire to prove their qualifications for the job.
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13.7.2 Notice of biddable vacancies in regular jobs, as defined in Section
21.11 shall be posted on the Company bulletin boards for seven (7)
calendar days and shall be awarded within ten (10) calendar days
after bids are closed. An Employee who bids a job and is awarded
same must accept or reject the appointment when offered. (Amended
4/26/21)
13.7.2.1 If a bid is awarded and subsequently becomes
vacant within thirty (30) days from the date the job
was originally awarded, it shall not be necessary to
again post the job. The Company shall have the
discretion to either repost the position or utilize the
previous bid sheet starting from the top. These
provisions shall also apply if another position within
the same classification and headquarters becomes
available within thirty (30) days from the date of the
last job posting.
When the Company exercises the use of this
provision, it shall notify the Union in advance.
(Added 4/26/21)
13.7.3 A notice of biddable vacancy as provided in Section 13.7.2 will be
posted for the initial (primary)vacancy and a related (secondary) notice
may be posted to fill the vacancies resulting from filling the primary
vacancy.
Interested Employees may bid on forms provided by the Company on
the primary vacancy, the secondary vacancy or both indicating such
location preferences as they desire.
The primary and secondary vacancies will be filled in order of seniority
from the list of bidders with the purpose of placing each successive
senior bidder in the job of their preference, where possible.
No vacancy above the level of the primary vacancy and no vacancy in
a classification marked x* will be filled from a secondary bid list. When
the last vacancy has been filled, the bid sequence shall be considered
complete and no further vacancies will be filled from the bid list. The
list of bidders and final bid awards will be posted on completion of the
bidding sequence.
If the last vacancy cannot be filled from the bid list, the Company will
fill the position by considering transfer of Employees, who could
become qualified, by transfer of other Company personnel or by
outside hire.
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13.7.3.1 In filing vacancies in jobs requiring selection by a
"Joint Selection Committee," the sub-committee
shall consist of equal representation from the
Company and Union. Typically, this will consist of
three (3) Union and three (3) Company
representatives, unless otherwise mutually agreed
to by the parties. (Added 4/26/21)
13.7.4 The Employee bidding who has six (6) months' experience in a regular
assignment at related work and is senior in point of service, shall be
given a fair opportunity to prove their fitness for the position.
If there is no qualified bidder with six (6) months' service in related
work, the Company will extend preference to the senior Employee
bidding, with at least one (1) year of regular employment with the
Company under this Agreement, via the provision of Section 15.28,
over an outside hire.
If there is no bidder who can qualify as provided in the preceding
paragraphs of this Section, the Company will give consideration and
preference to the senior probationary Employee who has the ability to
perform the work but who has been employed less than one (1) year.
The moving allowance provided in Section 13.9 will not be paid in such
case.
13.7.5 In awarding temporary vacancies in biddable positions, preference
shall be extended to the senior qualified Employee from within the
District or location at which the vacancy exists.
13.7.6 Upon acceptance of a bid award of a job at an Employee's present
location involving a higher pay rate, an Employee shall receive the
higher rate within ten (10) days of such acceptance, or the date
specified by the job posting which must be less than six (6) months,
unless such period is extended by mutual agreement between the
Company and the Union.
13.7.7 Upon acceptance of a bid award of a job at a new location, an
Employee must be available for transfer and placed on into new job
within thirty (30) days of the bid award or the date specified by the job
posting which must be less than six (6) months. If not so placed by the
Company, the Employee shall receive the rate of pay for the job they
have been awarded and be reimbursed for any additional expenses
they incur as a result beginning on the thirty-first (31 st) day following
the award or the date specified by the award posting which must be
less than six (6) months. Such expenses shall be limited to additional
housing expense at the location of their formerjob, additional meal cost
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above their normal expected costs, or mileage allowance for driving
between their new job location and the former and continuing job.
13.7.8 An Employee may, if they so request, have a Union representative
present when interviewed for a biddable job, or the Union, on its own
motion, may elect to have a representative present.
13.7.9 A copy of the specifications of a job opened for bid and a list of the
Employees bidding on the job shall be furnished the Union before the
job is assigned.
13.7.10 Journeyman classifications will not be permanently awarded until the
successful passage of examination before the Examining Board of the
Company and the Union, or upon the presentation of mutually
satisfactory evidence as to the ability and qualification to fill the
classification. Normally, the duties of Journeyman will not be
performed until qualifications have been so determined.
13.8 Effective January 1, 2022, vacancies in the Foreman classifications for Wires,
Substation, Metering, Senior Communication Tech and Senior Meter & Relay
Tech classifications shall be filled as follows:
(a) Minimum qualifications: Any Journeyman is eligible who has completed a
minimum of one (1) year as a competent, qualified Journeyman in the job
family of the classification bidding this Agreement.
(b) The position(s) shall be posted and bid pursuant to Section 13.7.2. Upon
closure of the bid, a "Joint Selection Committee" will use the following
criteria to select a candidate for the vacancy.
If the following qualifications are equal, seniority shall govern.
1. Ability to plan and direct the work;
2. Proficient with Company computer systems (where applicable);
3. Knowledge of the Collective Bargaining Agreement, accident
prevention manual and grounding manual;
4. Ability to promote harmony and efficiency within the crew;
5. Leadership skill and respect of peers; and
6. Demonstrated commitment to safety policies and procedures
(c) The determination of these qualifications will be done by interview of
candidates conducted by the Joint Selection Committee pursuant to
Section 13.7.3.1. Interview questions shall be mutually agreeable by
members of the Committee and shall be scored and weighted equally.
Interview questions shall be linked to each of the criteria established
above.
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During the selection process, the Committee shall use the same ranking
system for each candidate. In addition to selection, the Committee will
be permitted to recommend training for the candidate during their
probationary period.
(d) Promotion moves shall be paid by the Company in accordance with Section
13.9.1. (Amended 4/26/21)
13.9 Moving Expenses
13.9.1 An Employee who bids on a higher rated job, or a job involving
specialized functions (e.g., Lineman bidding to Serviceman), or a
Generation (Hydro) or Plant Operator who is awarded a position which
will increase their operating experience and knowledge will be
reimbursed for their moving expenses up to a maximum of one
thousand dollars ($1,000).
13.9.2 An Employee who is awarded a job by bid in their present or a lower
classification shall bear their own moving expenses.
13.9.3 An Employee affected by force reduction who can downgrade and
remain at the same location, but who elects to transfer to another work
location to avoid downgrading will be reimbursed for their moving
expenses up to a maximum of one thousand dollars ($1000).
13.9.4 An Employee transferred at the request of the Company, or regular
Employee forced to move to another work location because their job
has been preempted by an Employee with greater seniority, or an
Employee accepting Apprentice Qualified positions or an
apprenticeship, will have their moving expenses paid by the Company.
In lieu of the Company-paid move, an Employee may also choose to
move their own possessions after receiving a written estimate from the
Company's contracted moving Company. The Employee
reimbursement for this self-move will be sixty percent (60%) of the
written estimate from the Company's moving vendor and is considered
ordinary income for tax purposes.
13.9.5 Eligible moving expenses as defined by the IRS guidelines shall be
limited to the expense of moving the Employee's household goods,
mileage allowance one (1) way for one (1) private automobile, and
hotel and meals for the Employee and dependents for a maximum of
three (3) days.
13.10 Employees holding similar classifications may exchange positions when such
voluntary request for transfer is satisfactory to the Employees involved and has
been approved by the Company.
13.11 Deleted
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13.12 Layoffs and Rehires
13.12.1 In the event of a force reduction, the Company and the Union
shall promptly meet to determine the application of the rules in this
Section and Article 3.
13.12.2 It is the intent of this Section 13.12 that in force reductions,
the Employees possessing the greatest overall seniority shall have
the choice in transferring or downgrading, displacing those
Employees affected having the least overall seniority.
13.12.3 An Employee affected by force reductions shall have the
following options:
(a) Transferring to displace the Employee in their current
classification having less and the least overall seniority
(bargaining-unit wide).
(b) Downgrading at their present location to either the highest
classification level that they are qualified in or their basic
classification, displacing the Employee in that classification
having less and the least overall seniority.
(c) Downgrading to replace the Employee having less and the
least seniority in the force reduced Employee's basic
classification (bargaining-unit wide).
(d) Replacing the Employee who has less and the least seniority
date in the in-hiring classifications (bargaining-unit wide).
(e) Transferring into Headquarters Geographic areas to displace
the Employee in their current classification, having the less
and least overall seniority.
(f) Downgrade into Headquarters Geographic area to displace
the highest classification level that they are qualified in, or their
basic classification displacing the Employee in that
classification having the less and least overall seniority.
Headquarters Geographic area: Medford
satellite: Ruch, Ashland, Butte Falls, Prospect, Shady Cove
Headquarters Geographic area: Albany
satellite: Stayton, Dallas, Corvallis, Lincoln City, Sweet
Home, Lebanon, Brownsville, Junction City, Cottage Grove,
Independence, Mill City
Headquarters Geographic area: Grants Pass
satellite: Cave Junction, Glendale
Headquarters Geographic area: Roseburg
satellite: Glide, Canyonville
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Headquarters Geographic area: Klamath Falls
satellite: Alturas, Lakeview, Merrill, Bly, Bonanza, Dorris,
Chiloquin
Headquarters Geographic area: Yreka
satellite: Mt Shasta, Happy Camp/Seiad Valley, Weed/Big
Springs, Ft. Jones/Scotts Valley
Headquarters Geographic area: Crescent City
This Section is to be used in conjunction with Article 13 to
identify the headquarters geographic area. The intent is to
allow the affected an opportunity to transfer or downgrade into
the Headquarters Geographic area first. All bidding will be
done in accordance with Section 13.7.
(g) Bid open vacancy.
(h) Accepting layoff.
Basic classifications for defined work groups are:
Journeyman Operator Maintenance (JOM)
Journeyman Lineman
Utility Specialist
Journeyman Estimator
Journeyman Station Wireman
Journeyman Meterman
Garage Mechanic I/C
Logistic Specialist
Service Coordinator
Substation Journeyman
Meter Reader
An Operator Dispatcher who has no option to force reduce to the
basic classification in the dispatch group can downgrade to the basic
classification level in the hydro group to displace the Employee with
less and the least seniority.
Employees in the Technician classifications will force reduce to the
basic classification level of the Journeyman group they formerly held.
The in-hiring classifications shall include Meter Readers, Hydro
Helper, Logistic and Trainee 1. For purposes of displacement,
Apprentice Qualified positions are in the Journeyman progression
and Employees holding those positions can only be displaced by
Journeymen classifications.
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13.12.4 When layoffs are necessary which involve Journeymen, their
respective Apprentices/Apprentice Qualified shall be laid off in the
same ratio to Journeymen as they were employed, and the layoff of
an Apprentice/Apprentice Qualified shall precede the layoff of
Journeymen in such ratio.
13.12.5 Notice of Layoff: The Company will give Employees who have
acquired seniority status two (2) weeks' written notice of layoff.
13.13 Rehire Following Layoff: An Employee who has acquired seniority status and who
is laid off, shall, if vacancies occur in the classification in which they were laid off
within the period of time in which their seniority is maintained under Section 13.3,
be given an opportunity to return to a like job in order of their seniority. Such
opportunity shall be by means of a registered letter sent by the Company to the
Employee at their last known address. An Employee's reemployment privileges
and seniority shall be lost if they fail, within one (1) week of delivery of the notice,
to advise the Company of their intention to return to work, and to report for work
within three (3) weeks of the delivery of the Company's letter.
13.13.1 A laid-off Employee may: bid on jobs for which they are qualified or
accept temporary work in a lower classification at the lower wage
scale.
When a vacancy results in a classification in which an Employee is
on lay-off and for which they do not bid, they shall be inserted into
the list of applicants in order of seniority. If they become the senior
applicant, the opening will be offered under Section 13.13.
13.14 If an Employee is granted a leave of absence and returns to their previous job,
only the vacancies created by the leave of absence shall be affected, and in each
case the Employees affected shall return to the jobs they left. Each case will be
determined in accordance with the applicable Sections of the working agreement
and the Company's Leave of Absence Policies and Guidelines.
13.15 An Employee who sustains an injury or illness shall be entitled, upon recovery, to
their former position with full seniority rights, provided they are physically qualified
to return to work within the Short Term Disability period, defined as the first 180
days of the disability.
13.16 When an Employee is unable to return to their former job 180 days after an injury
or illness, they will be allowed to use their total overall seniority for bidding other
jobs which they are physically, as well as otherwise, qualified to handle.
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13.17 If an Employee is unable to perform the requirements of their regular job
classification due to a medically certified limitation, they may be placed in a suitable
job by mutual agreement between the Company and the Union at their regular rate
of pay. This limitation shall not be the result of self-employment, or employment
by others (except on Union business) for remuneration, or of disability resulting
from service in the armed forces.
13.18 The placing of a disabled Employee in a different job shall not constitute an
increase in the Company's normal working force.
13.19 An Employee who has been receiving benefits under the Company's Long-Term
Disability Insurance Plan, upon certification by a licensed physician that they are
capable of returning to work in the job classification that the Employee held prior
to the onset of disability, and who refuses reemployment in such classification, will
be terminated as a voluntary resignation.
In addition, an Employee who has been receiving LTDI benefits, upon certification
by a licensed physician that they can return to other bargaining unit work for which
they are capable and qualified to perform, and who refuses such employment, will
be terminated as voluntary resignation.
13.20 An Employee, who has been receiving benefits under the Company's Long -Term
Disability Insurance Plan, and who is exhausting the initial twenty-four(24) monthly
benefit payments under said Plan, upon certification by a licensed physician that
they are capable of returning to productive employment shall, prior to the last
benefit payment to which they are entitled, be offered reemployment by the
Company in a job classification which is within their physical capabilities. If no
suitable vacancy exists, the Employee's seniority rights shall apply under the
provisions of Section 13.12. If such Employee refuses to accept the position
offered or exercise their rights under Section 13.12, the Employee's employment
will be terminated as a voluntary resignation.
13.21 Seniority lists shall be published at least once per year. The Company and Union
shall confer and mutually agree to seniority date revisions. Seniority change
requests must be submitted on the designated form to the Company and Union.
Upon publication, the seniority list shall remain in effect as posted unless mutually
agreed to by the Company and the Union. (Amended 4/26/21)
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ARTICLE 14.0 — SAFETY RULES
14.1 The Company and the Union shall each designate five (5) representatives to the
Joint Safety Rules Committee who shall serve until their successors are appointed.
The Committee shall meet annually, or at the request of either party to review
issues affecting the safety of Employees and the Accident Prevention Manual. If
APM committee cannot resolve an issue the Labor/Management Committee will
be responsible for timely resolution, subject to Articles 6 and 7.
14.2 The Accident Prevention Manual, as prepared, published and periodically
reviewed by the Joint Safety Committee, shall, by this reference be a part of this
Agreement as though set forth fully herein. The parties to this Agreement pledge
strict adherence to the rules embodied in the manual and the rules and regulations
of the states of Oregon and California.
14.3 The Company will maintain a current copy of the Accident Prevention Manual in
each headquarters. The Company will provide each Employee covered by this
Agreement with an Accident Prevention Manual and each such Employee shall
furnish the Company with a written acknowledgment that they have received such
manual and will observe the rules contained therein.
14.4 It shall be the practice to have either a Journeyman Lineman or an Apprentice
Lineman who has been approved for hot line training assisting each Journeyman
Lineman when working within reach of conductors that are energized in excess of
600 volts between phases. When an Apprentice is so assigned, the crew with
which they will work shall have at least two (2) Journeymen. (Amended 4/26/21)
14.5 The determination of the safety of any work being performed shall be the
responsibility of the Foreman or workman in charge of the job. If additional
workmen or equipment are required, this shall be reported to the Superintendent
and the men shall be assigned to other work which can be done safely until the
additional workmen or equipment are made available in accord with Sections 3.5
and 3.20 of the Accident Prevention Manual.
14.6 In the interest of safety, the Company and the Union may mutually agree upon the
proper type of clothing to be worn by the Employees on the job, and observance
of such regulations will be a condition of continued employment.
In the interest of safety and in order to ensure continuity of electric service, the
Employees should report promptly any unsafe conditions noted in connection with
the Company's facilities.
14.7 Deleted
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14.7.1 The Company shall furnish rubber boots when required in connection
with its operations to the Employees in Hydro Operations.
14.7.2 The Company shall supply Employees with the proper tools and
PPE including the appropriate training in the use of such tools
and PPE. Failure to wear PPE as required by the Safety Codes of the
states of Oregon and California and the Accident Prevention Manual
shall be a violation of this Agreement. (Amended 4/26/21)
14.7.3 The Company shall furnish approved hard hats to Employees working
in mutually agreed upon classifications or those engaged in certain
types of work where the hazard of injury from falling objects exists, or
where there may be accidental contact with energized circuits or
overhead objects, and failure to wear hard hats as required by the
Safety Codes of the states of Oregon and California and the Accident
Prevention Manual shall be a violation of this Agreement.14.7.4
14.7.4 The Company, in accordance with its established procedures, will
furnish Employees safety glasses, or provide the following towards the
purchase of one pair of prescription safety eyewear every two years:
• $70.00 for Single Vision lens
• $85.00 for Bifocal lens
• $95.00 for Trifocal lens
• $105.00 for Progressive lens
14.7.5 Employees whose field work assignments may expose them to
possible foot injuries are eligible for an annual safety-toed
footwear reimbursement as follows:
• Journeyman Lineman Classifications: $200
• All Other Journeyman and Logistics Classification $120
• All Other Classifications: $50
The annual reimbursement can be banked for a maximum of three
(3) years.
An Employee receiving this benefit is required to wear the safety-
toed footwear while on the clock, unless there is no risk of a
falling hazard (e.g. working in the office or attending classroom
training). (Amended 4/26/21)
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ARTICLE — 15.0 GENERAL WORKING RULES
15.1 Eight (8) hours shall constitute a regular day's work and five (5) days beginning
Monday morning and terminating Friday evening shall constitute a regular week's
work, unless otherwise agreed to by the Company and the Union.
15.2 Hours of work shall normally be from 8 a.m. to 12 noon and from 1 p.m. to 5 p.m.
except as otherwise provided in this Agreement. Employees who work more than
sixty (60) minutes of their regular noon meal shall receive premium pay and
straight time pay until relieved for a meal or the end of the regularly scheduled
shift. Rotating and other regularly scheduled shifts may be instituted as may be
required in the Company's operations. While such shifts will normally be
continuously uniform with respect to days of the week and hours of the day, rotation
of workdays and hours may be instituted by mutual consent of the parties hereto.
When conditions imposed upon the Company require that work be performed
during the regular noon time lunch of mid-shift meal period, the Foreman or
immediate supervisor may advance or delay the mealtime one (1) hour without
penalty. In the event an Employee is required to work during their lunch period, or
their lunch period has been adjusted, the Employee shall be paid at the equivalent
of the double time rate for the lunch period and until released for lunch or the end
of the regularly scheduled shift.
15.2.1 Single-assignment Journeymen assigned to work with a crew will
adopt the work hours of the crew to which assigned when notified by
the end of their previous shift.
15.2.2 Alternate Hours
Local work groups may be permitted to move to Alternate Hours at
the discretion of management with the following criteria:
1. Alternate Hours are typically from the day after Memorial
weekend to the Friday before Labor Day weekend.
2. Hours of work are typically from 7 a.m. to 3:30 p.m. with a
30-minute lunch.
3. All meals shall be adjusted ahead one (1) hour.
4. It is recognized that certain classifications may be required to
work regular hours as determined by management in each
work location to meet business needs. These classifications
will be identified prior to implementation.
5. Management and Local Union Stewards will meet to
discuss any concerns related to the observance of
alternate hours prior to implementation.
6. Management may change back to regular hours for planned
outages, training, general meetings, safety meetings, etc. with
notice given at least by the end of the previous day.
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7. Should either party wish to cancel Alternate Hours they may
do so by written notice to the other party at least five (5)
working days prior to the change.
8. Conflicts arising as a result of the Alternate Hours, that are
not resolved within Step 2 of the grievance procedure, shall
result in the cancellation of Alternate Hours for the eligible
work group and they will return to regular work hours, with
notice as outlined above.
9. Other modifications to Alternate Hours are allowed by mutual
agreement only.
It is recognized that changes to Alternate Hours must be cost
neutral, as determined by the Company. It is expected that
Employees maintain a timely overtime response. In the event
overtime response becomes a problem, as determined by the
Company, they reserve the right to cancel Alternate Hours, with
notice as outlined above. (Amended 4/26/21)
15.3 Employees working out of headquarters shall travel from headquarters to
headquarters on Company time and shall report to headquarters in the District in
which they are regularly employed, unless otherwise provided herein.
By mutual agreement between the Company and Union, Employee crews may be
assigned to report to work at a job location other than the regular headquarters.
The conditions shall be dependent upon the nature of the specific project or
assignment as may be established pursuant to this provision. In locations where
there is no Company Service Center, the Company and Union will mutually agree
to establish a job location or headquarters location for assigned Employees.
15.4 Overtime
15.4.1 Overtime is defined as (a) time worked in excess of eight (8) hours
per day, except as provided in Section 15.1, (b) time worked in
excess of five (5) eight hour days or forty hours (40) in any work
week, except that hours of work for which daily overtime is paid shall
not be included in computing weekly overtime and (c) time worked
on a non-workday.
Compensation will not be paid for the time required to eat a meal
under this Section 15.4, except as otherwise provided under this
Agreement.
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15.4.2 All overtime compensation shall be paid as follows:
Regularly Scheduled Workdays:
2.5x 2x 1 x 2x 2.25x 2.5x
I I �
2 hrs Start of End of 2 hrs 3 hrs
Shift Shift
Satu rday/Preschedu led First Day Off:
2.5x 2x 2.5x
6 am 6:30 pm
Regular Days Off and Holidays (call outs) all time paid at 2.5x, except Saturday/1st
Regular Day Off prescheduled OT will be paid at 2.Ox for up to a ten (10) hour day
scheduled between 6 am and 6:30 pm.
Sunday/Second (and consecutive)/Holidays Day Off:
2.5x
Exceptions are as follows:
(a) For rotating shift workers, the holiday pay may be scheduled as a floating holiday
with thirty five (35) days' notice to their supervisor or department head prior to the
holiday and the ability to cover the shift without the payment of overtime premiums,
as of the date of scheduling. If scheduled as a floating holiday, the rate of pay will
be straight time plus eight (8) hours of holiday pay to be scheduled after the
holiday. Recognized holidays after November 1st cannot be rescheduled. For
Employees who have four (4) consecutive days off, the second and fourth days off
shall be considered the scheduled seventh day of Employees' work week for
purposes of overtime pay provisions.
(b) For Service Coordinators, Field Service Specialists and Meter Readers: two (2)
total extended hours for non-emergency work attached to the eight (8) hour
workday on Monday through Friday will be paid at time and one-half.
(c) For Service Coordinators, Field Service Specialists and Meter Readers: ten (10)
total pre-scheduled hours on Saturday between 6:00 a.m. and 6:30 p.m. will be
paid at time and one-half.
(d) Meter Readers, Field Services Specialists and Service Coordinators called out for
emergency work will be paid at the call-out rate schedule above.
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(e) Travel to and from training beyond an Employee's normal workday will be paid at
time and one-half (1 '/2). Lay over days will constitute eight (8) hours paid at the
Employee's appropriate rate, not to exceed time and one-half (11/2). Time over
eight (8) hours will be paid at the time and one-half (1'/2) rate.
To apply the provisions above, it is recognized that these hours rotate with the
clock to represent an Employee's shift for overtime pay purposes.
15.4.3 Employees who have acquired seniority status shall be afforded
equal opportunity for overtime work at their work location in
accordance with Section 15.6, unless otherwise provided herein. No
combination of overtime or premium pay under this Agreement shall
result in a total rate of pay greater than two and one-half(2 1/2)times
the regular straight-time rate, except as provided in Sections 8.3 and
15.35 hereof. Hours of overtime pay shall be posted regularly at
each work location.
15.4.4 When an Employee's regular hours of work need to be changed to
normal hours of work (as defined by 15.2) for training purposes, they
shall be given at least three (3) calendar days' notice. Failure to
provide the Employee with such notice will require any premium
and/or overtime payments pursuant to the provisions of the
Collective Bargaining Agreement.
15.5 Employees working after midnight (to rotate depending on shift hours) on the day
before a regularly scheduled workday will receive one (1) hour of paid rest at their
straight-time rate for each hour worked after midnight until the start of their regular
shift. At the discretion of the Manager, the Employee may be instructed to take
their paid rest during their regular shift or work their regular shift with the paid rest
added to their straight time pay. The exception to this is for pre-scheduled work
starting two (2) hours prior to the start of the Employee's regular shift. For purposes
of determining paid rest, the hour is broken into tenths.
No Time Off Without Pay (TOWP) will be authorized in cases where an
Employee has not earned enough hours to cover their entire shift the next
day. For example, an Employee would not be able to use two (2) hours of
TOWP to make up an eight (8) hour day if they had only earned six (6) hours
of paid rest the night before. In that situation they may be allowed to use
two (2) hours of vacation/floating holiday in conjunction with the six (6)
hours paid rest or be required to come into work for the two (2) hours (or the
entire day) as determined by management.
The Union and Company recognize that one-off situations may occur where
an Employee may need a rest break (in order to be available to work again)
after working multiple outages over several days, but they did not work
sufficient hours the night before to warrant being off their entire shift.
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Management has the ability to authorize TOWP in such extenuating
circumstances, and those situations will be reviewed and may be approved
on a case-by-case basis. (Amended 4/26/21)
15.6 Overtime work assignments
15.6.1 Overtime work assignments will normally be made from the overtime
call out sheets for those individual Employees by classification who
are low in overtime for the year to date unless the work requires the
assignment of a crew or crews. Overtime assignments for metering
work may be filled by qualified Employees including Field Services
Specialist or Utility Specialist. (Amended 4/26/21)
15.6.1 .1 The Company and Union agree to a Declared
Emergency Pilot Program beginning December 26,
2021 and for the remainder of the term of contract.
The overtime callout list shall be inverted when
assigning Employees to work out-of-town Declared
Emergencies and Mutual Assistance events. The
assignment will be coordinated directly with the
Employee during normal business hours or after
hours by calling the Employee's primary contact
phone number in the callout system. The Declared
Emergency payroll codes from such events (both
working and resting) will not count towards the
accumulated hours for purposes of maintaining the
balance of overtime hours during the year.
Any issues or concerns with the functioning of this
pilot shall be reviewed and discussed at the parties
regularly scheduled LMC meetings. (Added 4/26/21)
15.6.2 The Company will maintain the balance of overtime in hours of
overtime worked during the year as nearly equal as possible, by
classification, for the Employees at each established headquarters.
A listing of accumulated overtime for the year by Employee shall be
posted and maintained per pay period at each headquarters for the
Employees assigned to that headquarters.
15.6.3 Deleted 4/26/21
15.7 Employees reporting for work on orders of the Company and not being assigned,
shall be paid two (2) hours' time for so reporting. If the Employees under this
provision report for work, and it is found that there is no work to be assigned, they
shall not be required to stay for any more than a reasonable time in order to get
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the two (2) hours' pay, but shall be released immediately upon it being found that
they will not be needed.
The travel time allowance is included in the two (2) hours' minimum call-out pay.
There may be instances when being paid to work from home, off Company
premises make sense. These situations may require prior management approval
and the following pay provisions will apply:
• Situations less than or equal to 15 (fifteen) minutes between the hours of 6
a.m. and 10 p.m. will not be compensated.
• Situations greater than 15 (fifteen) minutes through 60 (sixty) minutes
between the hours of 6 a.m. and 10 p.m. will be compensated at 1 (one)
hour at the appropriate overtime rate.
• Situations greater than 60 (sixty) minutes will be compensated at a
minimum of two (2) hours at the appropriate overtime rate.
• Situations between the hours of 10 p.m. and 6 a.m. will be paid a minimum
of one (1) hour at the appropriate overtime rate.
Mistakes or re-directing calls do not qualify as "work" for purposes of pay under
this Section.
15.7.1 A minimum of two (2) hours' pay at the overtime rate (including
travel allowance as stipulated in Section 15.10) shall be allowed an
Employee called back to work after having been released from the
regular days' work, unless such call-out is within two (2) hours of
the beginning of their next scheduled work shift.
15.7.2 Employees reporting to work on orders of the Company will be paid
from time of call, recognizing the following:
• The Company and Union recognize that in being an Electric
Utility, emergencies arise and both parties have a
responsibility to respond.
• Employees are required to respond to emergency callouts in
a reasonable time period.
• If problems arise in regard to response time, the Company
and the Union will meet to resolve the issues on a case-by-
case basis.
• Transfers and new hires will be expected to respond to their
new headquarters within one (1) hour from time of call.
15.8 Compensation for Employees required to be subject to call (stand by time) for
emergency service work at any time outside of regular hours, is to be at twenty
percent (20%) of the regular straight-time rate for the predetermined stand by
period, with a minimum of two (2) hours' straight-time pay, and in addition shall be
paid the regular overtime rate for any time worked during such standby period.
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If an ongoing problem exists concerning response to emergency work which may
force the Company to institute mandatory stand by, the rate will be set at twelve
and one-half percent (12.5%), rather than twenty percent (20%). Mandatory
standby can be instituted at the reduced rate, as follows:
1. If a problem is identified at a headquarters location, the Employees shall be
put on notice that should there be a recurring problem, the Company may
institute the reduced stand by for a period for up to three months during the
Employees normal work week.
2. Selection for assignment of such standby duty will be made from the
overtime call out list, with the Employee who has the lowest accumulated
overtime being offered first. This duty will be rotated weekly.
While on standby, an Employee may be required to have a Company vehicle at
home.
15.8.1 Effective December 26, 2021, as an alternate to the twenty
percent (20%) of regular straight-time rate outlined above, the
Company will permit field wires personnel to elect to receive
Standby Floating Holiday (SBFH) hours at a twenty percent
(20%) rate (equivalent to one (1) hour Standby Floating Holiday
for every five (5) standby hours including fractions thereof).
These hours shall be added to the Employee's Standby Floating
Holiday (SBFH) bank, to be used on a prescheduled basis.
Employees will be permitted to bank up to a total of eighty (80)
hours SBFH in a payroll year. An Employee who reaches the
80-hour cap will be compensated for standby in accordance
with Section 15.8.
Parties agree that SBFH leave balances will not roll over or be
carried into the next payroll year. It is the expectation that
Employees manage their own balances to avoid having a
balance at the end of the payroll year. In the event that there is
a Company approved operational reason that the Employee
voluntarily forgoes scheduled SBFH time off, then the Company
will make the Employee whole by paying the appropriate pay
rate for any remaining SBFH balance at the end of the year.
Upon separation of employment, all standby floating holiday
will be canceled. (Added 4/26/21)
15.9 Deleted
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15.9.1 Customer Response Shift (CRS)
The Customer Response Shift (CRS) shall be established in January
of each year. Such shifts shall be consistent for all weeks of the year.
Journeyman Lineman (Serviceman, Foreman)will be assigned to the
shift on a rotating basis and they may exchange or forgive a shift to
another Journeyman at that work location. Individuals requesting to
assign their response shift obligation should consider the current
overtime hours of the members of the work group as outlined in
Section 15.6 as far as practicable. Any adjustments to this schedule
are the responsibility of the Employee assigned to cover the
schedule and any changes made to this schedule does not create
any liability for additional payments by the Company. When
established, the shifts will be for seven (7) days. Each Journeyman
assigned the shift shall receive 100 percent of the Journeyman
Lineman rate of pay for each weekday they are assigned to this
schedule. The CRS Employee shall receive 200 percent of the
Journeyman Lineman rate of pay for each day which falls on a
weekend or one of the designated holidays, other than a floating
holiday. If, however, the Company elects to initiate stand-by at the
20% rate of pay in a specific location, the CRS person in that location
shall receive the 20% stand-by rate for each day it is in place.
Overtime rates, including call out, will be in addition to this day rate.
Employees on the Customer Response Shift will be provided with a
communications device and a Company vehicle. These Employees
will be charged with responding to calls as promptly as possible. The
following will receive first call and are not normally eligible for
compensation under this Article:
District Lineman in their area of responsibility
Line Patrolman in their area of responsibility
General Foreman in their area of responsibility
District without assigned shift
By specific agreement between qualified Employees working in the
District, the CRS may also be traded to the General Foreman, Line
Patrolman, District Lineman and/or other qualified personnel. The
above classification(s) shall not be required to accept the CRS.
After the original schedule has been established for the work
location, any Employees transferring into a unit will become
responsible for the schedule of the individual who vacated that
position.
Journeyman Lineman, Servicemen and Foremen will not be required
to man the CRS more than one week in any four-week period. When
the CRS is vacant due to illness, injury, or workforce changes, the
Union is responsible to ensure that the Customer Response Shift is
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fully manned, or the Company has the right to assign the Customer
Response Shift. The manager and steward are responsible for
ensuring that the assignee has not or will not be assigned to the CRS
more than one time in any four-week period. If there is no person
available to fill the CRS voluntarily or by assignment, the Company
may fill the shift at the stand-by rate or may suspend the CRS for that
time period.
The Company may utilize this shift throughout the year in any or all
of the ten (10) locations identified below. The Union may request
that the Company agree to suspend the CRS at a location. If it is
deemed necessary to implement the shift, the Company will need the
following year's schedule from the work group by December 15 so
that it may be posted. The ten (10) locations are Albany, Lincoln
City, Roseburg, Grants Pass, Crescent City, Medford, Yreka, Mt.
Shasta, Klamath Falls, Lakeview/Alturas.
CRS Employee may call out crew personnel from the current
overtime list when an outage situation exists or may request the duty
supervisor call out crew personnel.
15.9.2 Certain Employees may be required to take Company vehicles home
in order to meet customer needs.
Journeyman assigned to customer response shift
1. Line Patrolman
2. Estimators permanently assigned to Transmission and
Substation
3. District Lineman
4. Site Agent
5. General Foreman
6. Other Employees as mutually agreed
All other vehicles will be assigned from the regular headquarters.
15.10 Employees reporting for emergency or prearranged overtime work shall receive an
allowance of twenty (20) minutes' pay at the regular overtime rate following release
from work to permit return home, except as otherwise provided herein.
15.10.1 In the event the overtime extends into the Employee's regularly
scheduled work hours, the travel time allowance will not be paid.
However, should the overtime continue beyond such regularly
scheduled hours or the Employee has worked the entirety of their
regularly scheduled hours, the travel time allowance will be paid
at the end of the work period. (Amended 4/26/21)
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15.11 Paydays shall not be later than the fourth (4th) and the nineteenth (19th) day of
each month and when paydays fall on Saturday, Sunday or holidays, the
Employees shall receive their pay the preceding workday.
15.12 Employees, who of necessity, must be absent from work will notify the Assistant
Manager, Manager, or the Foreman in their absence. In the event of an emergency
such as sudden illness, accident, etc., such notice of absenteeism must be given
not later than one-half(1/2) hour prior to the start of the regular work period. Such
notification of absence is to be given each day that the Employee is to be absent
unless prior notification has stated that the absence will be extended.
15.13 Upon hire, Journeymen in all classifications shall furnish tools of their trade. It
shall be the primary responsibility of the individual Employee to maintain such tools
in safe and workable condition. Tools not in proper working condition will be
replaced as needed by the Company. The Foreman is responsible for periodic
inspections, and the Safety Director or Safety Coordinator will be required only to
make occasional spot checks of tools during routine inspections of the property.
(Amended 4/26/21)
15.13.1 Deleted 4/26/21
15.13.2 The Company will provide work gloves to the appropriate job
classifications. Employees in these classifications are required to
wear the appropriate hand protections.
Employees shall choose gloves from the following options:
• Long Gauntlet
• Short Gauntlet with Finger Tabs
• Short Gauntlet Grunt Gloves
• Cut Proof Gloves
The following classifications shall receive six (6) pair of gloves per
fiscal year:
• Apprentices to all Journeyman Crafts listed in this Section
• District Lineman
• Foreman
• General Foreman
• Hydro Repairman
• Lineman
• Line Patrolman
• Logistics General Foreman
• Logistic Workers
• Metering Journeyman classifications
• Plant Mechanic
• Serviceman
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• Site Agents who were previously Linemen
• Substation Foreman
• Substation Journeyman
• Wireman
• Wireman Foreman
• Wireman Working Foreman
• Utility Specialists (non-metering)
New Employees in the above-listed classification starting their
employment during the fiscal year will be handled as follows:
• If employed prior to September 30th of the year, Employee will
receive six (6) pair.
• If employed on or after September 30th of the year, Employee will
receive three (3) pair.
The following classifications shall receive two (2) pair of gloves per
fiscal year:
• Apprentices to all Journeyman Crafts listed in this Section
• Assistant Communications Technicians
• Assistant Meter & Relay Technician
• Communications Technicians
• Estimator classifications
• Field Service Specialists
• Journeyman Operator Maintenance (JOM)
• Mechanics
• Meter & Relay Technician
• Senior Communications Technicians
• Senior Meter & Relay Technician
• Senior Operators
• Site Agent who were previously Estimators
• Utility Specialist (metering)
New Employees in the above-listed classification starting their
employment during the fiscal year will be handled as follows:
• If employed prior to September 30th of the year, Employee will
receive two (2) pair.
• If employed on or after September 30th of the year, Employee will
receive one (1) pair.
Any changes or adjustment to this Section shall be referred to the
Labor-Management Committee. (Amended 4/26/21 per LOA
5/7/13)
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15.13.3 One full set of Mechanics Tools will be provided for every garage.
(An example of a tool set would be Snap-On; Catalogue #9400-
GSB.)
15.14 Overtime Meals
15.14.1 The intent of this Article is not to accommodate the undue delay of
meal periods during overtime work. Field Employees and their
supervisors are equally committed to safe work practices, excellent
customer service, professional working conditions and the timely
completion of work.
1. Recognized Meal Times
6 a.m.
12 noon
6 p.m.
12 midnight
2. At the discretion of the Employees, when working through
their second recognized overtime meal time, it is agreed that
the Company will provide wholesome nutrition to the job site
at no cost to the Employee; or at the first safe and reasonable
opportunity after working through the second meal time, will
be released to consume a hot meal at their expense.
(Amended 4/26/21)
3. It is recognized that the above-mentioned release will be on
the Employee's own time for up to one-half (1/2) hour. It is
also recognized that there will be times when the time spent
away from the work site may exceed the one-half (1/2) hour
time frame and that both the Employees and supervision will
act maturely in addressing such circumstances. With equal
commitments to safety, customer service, economic efficiency
and quality of work life, common sense and good judgment
should be the guiding factors in this regard. Employees who
abuse these provisions will be provided notice of such abuse
and continued abuse in this regard will result in progressive
discipline.
15.15 During the winter season or bad weather conditions, the Company shall provide
adequate shelter or a place to eat for those who carry their lunches.
15.16 During extreme or inclement weather, rest periods for outside crews will be
allowed. One such period only between established meal period may be taken,
and such period should normally not exceed fifteen (15) minutes. The Foreman or
Employee in charge must report to their immediate supervisor prior to the start of
the next regular work period such rest periods taken.
15.17 Deleted
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15.17.1 Except under overtime conditions, crews electing to take one-half
(1/2) hour lunch periods for such time as that election is made shall
be deemed by such election to have received permanent notification
of work outside of headquarters area for purposes of furnishing their
own lunch, and no travel time shall be allowed.
By mutual agreement between Management, the affected
Employees and the Business Manager, Employees may be assigned
to report to work at a work location other than the regular work
location, provided the Employee is notified by supervision before the
end of the previous day's shift and the work location assigned is
closer to the Employee's residence than the permanent work
location.
15.17.2 Employees assigned to temporary headquarters requiring an
overnight stay will be traveled between their regular headquarter and
the temporary headquarters on Company time the first day and last
day of the temporary assignment. This Section is subject to the
provisions of Section 15.17.3.
15.17.3 An Employee assigned to work out of temporary headquarters for a
period exceeding two (2) weeks will be allowed to return to their
regular headquarters on alternate weekends on Company time and
with transportation to be arranged for by the Company.
When the Employee is not assigned work on the interim weekend,
the individual members of the crew shall have the option of remaining
at the temporary headquarters on Company expense or returning to
their headquarters on their own time with the Company paying
mileage allowance (personal vehicle, if applicable) in accordance
with the established mileage formula per mile each way for the
shortest road mile distance between the temporary headquarters
and their regular headquarters.
15.17.4 Employees assigned to temporary headquarters requiring an
overnight stay will begin and end their workday at their temporary
headquarters, except on days that they are traveling per Sections
15.17.2 or 15.17.3.
15.18 When the Employees travel out of headquarters, their expenses shall be paid by
the Company unless otherwise provided herein.
15.18.1 Employees traveling in their personal vehicles shall be reimbursed
the IRS allowable rate.
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15.18.2 When working within their established headquarters area,
Employees shall furnish their own noon meals and there shall be no
allowance of travel time from headquarters to go to and from homes
or other eating places.
15.18.3 When working outside of established headquarters area, Employees
shall furnish their own noon meals. There shall be no allowance of
travel time to obtain noon meals, unless Employees are not notified
the previous day, in which case the location and conditions of the job
shall determine any allowance for travel time and such determination
shall be made by the Superintendent or their authorized
representative in charge of the work.
15.19 Temporary assignment crews/personnel
15.19.1 The following rules shall apply to crews/personnel working on non-
emergency temporary assignment within or outside their
headquarters district.
1. Temporary headquarters shall be established in accordance
with Section 15.3. The Company will provide proper sanitary
facilities and adequate facilities for storing and drying tools,
equipment and clothing.
2. Overtime work associated with temporary assignments shall
be worked by the Employees assigned under Section 15.19.1 ,
and such work shall not obligate the Company to offer
equivalent overtime to those Employees within the
headquarters where the temporary assignment is located.
3. If temporary headquarters is motel, Section 15.17.4 shall
apply.
4. If temporary headquarters is local district service center, travel
to/from motel or to obtain meals will be considered commute
and not part of the workday.
5. Any issue(s) arising from this provision shall be referred to the
Labor-Management Committee.
15.20 A Line Working Foreman must be a qualified Journeyman Lineman. When two (2)
Journeymen are working together unsupervised on line or station maintenance or
construction, one (1) of them shall be designated a Working Foreman.
15.21 Any Foreman shall not perform manual work if it interferes with their properly
looking after their work as a Foreman and the safety of the Employees in their
charge.
15.22 It shall be the duty of the Line Foreman and/or Superintendents to appoint Working
Foremen to the heavy crews when it is necessary that the Line Foreman is
temporarily absent or when crews are so spaced on the job that the Employee
cannot properly supervise their work.
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15.23 A Labor Foreman shall be an Employee qualified by experience to supervise and
direct unskilled or semiskilled Employees engaged in digging ditches or digging
holes for new lines, including the use of explosives, the clearing and burning of
rights-of-way, the construction of roads, trails and bridges, the loading and
unloading of heavy equipment and materials, mixing and pouring of concrete. A
Labor Foreman is not required to be a Journeyman Lineman. This classification
becomes biddable after six (6) months' duration.
15.24 A Labor Foreman, General, shall have all the qualifications of a Labor Foreman
and, in addition, shall be qualified to and shall direct the work of three (3) or more
Journeymen.
15.25 Labor crews of more than three (3) Employees shall have a Labor Foreman in
charge. Labor crews of more than three (3) Journeymen shall have a Labor
Foreman, General, in charge.
15.26 A Journeyman is an Employee who shall have successfully completed the required
number of years of on-the-job and related training as an indentured Apprentice or
the equivalent in practical experience in an apprenticable branch of the trade.
15.27 Journeymen of the various classifications may be assigned to work together on a
crew if the nature of the work requires the special skills of various classifications.
If pole work is required, this work shall be done by Journeyman Linemen and if
such pole work involves energized lines, the Foreman of a mixed crew shall be
qualified as a Journeyman Lineman.
15.28 An Employee shall be paid the wage stipulated in the Agreement for their primary
classification for all work they perform. If the Employee is assigned to perform the
work of a higher paid classification, they shall receive the pay of that classification
while assigned to such work. An Employee may be temporarily assigned to
perform the work of any lesser paid classification which they are qualified to
perform in the same branch of the trade, but in such event shall continue to be paid
for such work at their regular primary rate. A reasonable break-in period will be
provided an Employee advanced to a classification in which they have had no
experience. Such Employee will continue to receive the pay for their previous
classification until qualified for the new classification, provided that an Employee
newly classified as an Apprentice shall receive the pay of the step to which they
are assigned.
15.29 Where Employees are entitled to an increase in pay at the expiration of six (6)
months or any other specified period from the date of employment or
reclassification, the increase will become effective on the first day of the next
payroll period.
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15.30 In case of an Employee being employed in two (2) classifications and/or where
there is a regular job in which two (2) classifications are involved, the Employee
working at the higher classification shall receive pay at the higher rate for time
worked in the classification. However, in the case of an Employee being employed
in two (2) classifications, and where fifty percent (50%) or more of their pay is in
the higher biddable classification for a period in excess of six (6) months and will
continue in excess of fifty percent (50%) in the higher classification, the job shall
be advertised for bids and awarded to the senior qualified Employee at the higher
rate of pay.
15.31 The Company will furnish waterproof clothing to include a hat, coat or jumper and
trousers to be worn during inclement weather for those Employees who regularly
work on the outside in the Crescent City and Lincoln City Districts.
15.32 The Company will furnish its approved safety straps, hook straps and replaceable
gaffs when such items are turned in for replacement.
15.33 The Company will arrange to have coverall rental service available for Garage
Mechanics, Transformer Repairmen, Wiremen, Substation Journeyman and
Power Plant maintenance Employees. Each such Employee who subscribes for
coverall service will be reimbursed by the Company each month for fifty percent
(50%) of their coverall service cost, except Garage Mechanics and Journeyman
Plant Mechanics who will be reimbursed by the Company each month for one
hundred percent (100%) of their coverall service cost.
15.34 The Company reserves the right to require examination of all Employees whose
duties are such that physical impairments might result in injury to the individual, to
other Employees, to the public, or which might result in damage to property or
equipment. Failure to pass the examination will result in the assignment to such
duties as the Employee is capable of performing, or to early retirement, if eligible
therefor, as may be determined by mutual agreement.
15.35 An Employee shall receive in addition to their regular pay one (1) hour's premium
pay at their regular straight-time rate for each hour worked at any of the following
heights and conditions:
1. A building above eighty (80) feet above ground level, where an exceptional
hazard exists;
2. Wood structures above eighty (80) feet;
3. Steel structures above one-hundred and fifty (150) feet;
4. Working above eighty (80)feet on any structure when performing energized
(hot) work on voltages of 69 Kv or higher.
15.36 Switching performed in establishing a clearance shall be done by a qualified
Journeyman.
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15.37 Employees required to perform Equipment Operations will obtain the necessary
licenses as required. The inability of an Employee to hold a Commercial Driver's
License shall not in and of itself jeopardize continued employment. All additional
costs and training to obtain or maintain a CDL will be the responsibility of the
Company.
ARTICLE — 16.0 DEFINITIONS AND WORKING RULES FOR DISTRICT
OPERATIONS, METER-TRANSFORMER AND GARAGE DEPARTMENTS
16.1 Journeyman Linemen shall meet the qualifications as set forth in this Agreement
and shall supply the Union and the Company with satisfactory proof of their
experience and knowledge. Linemen will perform Equipment Operations duties as
per Section 15.37.
16.2 A Line Foreman is a Working Foreman assigned to a Headquarters responsible
on a continuing basis for the direct supervision of an assigned crew and the work
they perform. The normal complement of a regularly established line crew of three
(3) or more workers shall include at least one (1) Journeyman Lineman in addition
to the Foreman and may include a Utility Specialist, or Apprentice, or Apprentice-
Qualified or Helper classification. The Line Foreman shall:
(a) Be a qualified Journeyman Lineman;
(b) Supervise a crew when engaged in line or substation construction or
maintenance work;
(c) Shall work with the person(s) under their supervision to the extent that it
does not interfere with their supervisory responsibilities;
(d) Be responsible for job planning, work methods, equipment application,
construction standards and job reporting for the jobs assigned.
Effective January 1, 2022, selection for this position shall be subject to the
provisions of Section 13.8. (Amended 4/26/21)
16.2.1 General Foreman is a supervising Employee under the direction of management
who: (a) is a qualified, experienced, Journeyman in the branch of the trade they
are employed, (b) may perform site agent duties as assigned (these duties cannot
be delegated), (c) manages the operations as assigned.
General Rules:
• A Company vehicle will be provided to drive to and from work;
• May be assigned to assist management with weekend duty;
• Regular work schedule will be agreed to by the Company and Union,
however it is understood the Employee will be expected to work overtime
as needed to fulfill the job responsibilities;
• Is required to engage in the manual work of their trade and placed at the
bottom of the overtime list and called last;
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• Is not required to hire, fire or discipline.
Temporary upgrades to General Foreman will be at Management's discretion. If
management decides a temporary upgrade is needed, the Company may assign
an Employee as per Section 15.28 of the working agreement. In making such
assignment, the provision of Section 13.7.1 in regards to the senior qualified
Employee given preference shall apply as follows: The Company shall provide
reasonably equal opportunity among the three (3) senior qualified Employees at
the headquarters who are interested, on a voluntary basis, in gaining experience
and proving their qualification for the position. Lineman Site Agent shall be
qualified for temporary upgrades to General Foreman.
Selection for this position shall be subject to the provisions of Section
13.7.3.1. (Amended 4/26/21)
16.3 A District Lineman is a Journeyman who is qualified as, and performs all the
functions of a Journeyman, and is in charge of and resides in the service area
apart from a local or district headquarters. The District Lineman residence will
serve as the headquarters and the headquarters area will be the service area at
time of bid. The District Lineman must be capable of reading meters, connecting
services, repairing lines, collecting, load and voltage surveys, and handling the
general Company affairs in the area they are assigned. The District Lineman will
be responsible directly to Management.
The area assigned to the control of a District Lineman will be one that is not of
sufficient area or serving enough customers to justify establishing a District Office.
In the event that a District Lineman requires help in the performance of their duties,
and not more than two (2) persons are sent to assist them, the District Lineman
shall serve as the Working Foreman. If a crew of three (3) or more is sent to assist
the District Lineman, the Working Foreman shall be in charge of the crew from the
time that it is away from headquarters, and the District Lineman shall serve as a
Lineman with the crew, or as a Lineman in performing other work within the District.
The provisions of Sections 13.5 and 13.7.8 shall apply to any management review
of the capabilities of an Employee to represent the Company in the area.
16.3.1 A Line Patrolman is an Employee who: (a) is a Journeyman Lineman familiar with
transmission line work; (b) patrols transmission lines, inspects poles, stubs poles
and clears rights-of-way; (c) is qualified to perform hot stick work on transmission
lines, switching and related work; and (d) works with and is capable of directing
the work of a line crew when required.
Additional duties include:
• Fielding/working of corrective maintenance conditions and replacement
jobs - Employee responsibility to inspect and complete fielding
information to allow for engineering, standards and estimating work to be
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completed. This would include field evaluation of work to be performed,
including completion/submission of detailed structure component list
and recommendations to transmission and distribution engineering.
• Responsibility to perform mandatory compliance inspections to include
investigatory inspections for reliability, safety improvements and
identified material defects on our system.
• Administrative functions including communication via email, familiarity
with mobile technology applications, and use of computer software to
include processing of COMPASS/Switching orders as needed.
• Work with federal, state, local agencies, landowners, and internal
departments to coordinate permitting, work planning and right of way
issues.
• Direction and coordination of a line crew and/or work as a member of a
crew. This may also include supervision over multiple crews, PM work,
and preparing materials for scheduled work within the area of
responsibility.
• Must have demonstrated leadership and communication skills, with the
ability to be self-directed and work with minimal supervision.
• Operation of technical and specialized equipment as assigned by
management.
Transfers and new hires will be expected to reside in the headquarters district in
which the position was bid, or within a reasonable distance from headquarters as
approved by management.
Selection for this position shall be subject to the provisions of Section
13.7.3.1. (Amended 4/26/21)
16.4 A Journeyman Serviceman is a Journeyman Lineman who, with a minimum of
supervision, performs the following work:
(a) Installs, maintains and removes customer services;
(b) Sets and removes meters, makes load and voltage surveys;
(c) Investigates service interruptions, sectionalizes and/or clears damaged
equipment with maximum regard to public safety and to speedy restoration
of essential service;
(d) Investigates customers' service calls and complaints, corrects, if Company
equipment is at fault, or advises customer where to seek correction if the
equipment is at fault;
(e) Operates line and substation switches and control equipment on routine or
emergency work, and keeps themselves familiar with lines and stations;
(f) Re-fuses transformers and line devices;
(g) Works as a Journeyman Lineman on line crew when necessary; and
(h) Makes field collections that involve or may involve connects or disconnects.
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16.5 A Utility Specialist is a qualified Employee who shall perform work mutually agreed
to by the Company and Union. Duties may include
Collections/Connects/Disconnects/Removal; Replacement or exchange of single-
phase self-contained meters; locates; pole test and treat; Joint Use Coordination;
Equipment Operation and others as agreed to by the Company and Union. The
Utility Specialist may be required to hold a Commercial Driving license as dictated
by the assigned duties and pass minimum qualification requirements as mutually
agreed to by the Company and the Union. The Utility Specialist with proper training
may operate vehicles and equipment as assigned. (Amended 4/26/21)
The following criteria shall be followed in awarding Utility Specialist jobs; First, by
Journeymen qualified to perform the duties in need of placement due to physical
limitations (disability placement). Second, by qualified bid. Management may
assign or reassign the Utility Specialist position duties as necessary.
16.5.1 An Inspection Specialist within the Field Inspection Support group will be
required to inspect, evaluate and document information on overhead
(distribution, transmission, communications, municipality and private
ownership) and underground facilities. Inspection activities include, but are
not limited to pole attachment inspections, bird damage assessments,
condition verification, pole plating, pole stub removal assessments, pole
attachment transfer requests, ground-line pole testing, visual/safety
inspections. An Inspection Specialist will be trained in and may perform the
installation of guy guards and the removal of down guy tails. An individual
in this position must become familiar with the National Electric Safety Code
and PacifiCorp Construction Standards and apply this knowledge to
recommend appropriate corrective actions. As a member of the Field
Inspection Support group, an Inspection Specialist will establish working
relationships with local district and corporate office personnel,
communications companies, municipality representatives, and Pacific
Power customers. Collection of data will require the use of measuring sticks
and wheels, binoculars, and handheld electronic devices. Familiarity with
Windows based computer systems, as well as typing, are required skills.
The Inspection Specialist will be required to demonstrate proficiency in
various computer applications, including but not limited to, applications
such as PowerMap, FAAR, portions of CICS, OLEE, Microsoft Word, Excel
and Outlook. Training will be available for Inspection Specialists to learn
these skills. An Inspection Specialist will be proficient in the use of maps,
data sheets, work requests and engineered drawings. An Inspection
Specialist will be based at various selected district offices however their
territories will extend throughout Pacific Power's service area. This position
will require frequent and extensive travel, including overnight stays, and the
possession and maintaining of a valid driver's license.
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The criteria followed in awarding Inspection Specialist jobs shall first be
by current Inspections Specialists within Local 659 and second, by
qualified bid. (Added 4/26/21)
16.5.2 A Flagger is a temporary Employee whose regular work assignment is that of traffic
control.
16.6 Heavy Equipment Man shall mean an Employee who is assigned to drive or
operate equipment in one of the following categories:
(a) Tractor, wheel or crawler type;
(b) Truck type tractor with semi or low boy trailer;
(c) Forklift five (5) ton capacity or greater;
(d) Crane;
(e) Steering trailer.
16.7 Lineman shall supervise the digging and back filling of holes under or adjacent to
energized lines and the stubbing of poles under energized lines.
16.8 The framing, erection, installing of guys and raising of poles and towers shall be
done by Linemen assisted by Apprentice Linemen, Utility Specialist and Apprentice
Qualified when required.
16.9 Wire stringing shall be done by Linemen assisted by Apprentice Linemen,
Linemen, Utility Specialist, and Apprentice Qualified. Wire splicing shall be done
by Linemen or supervised by Linemen.
16.10 Tree trimming shall be done by Linemen assisted by Utility Specialists, Apprentice
Qualified or Apprentice Linemen.
16.11 Installation and maintenance of all direct burial underground electrical circuits, both
primary and secondary, and of outdoor pad-mounted transformers used in this type
of installation shall be done by regular line and station Construction and
Maintenance crews.
16.11 .1 Erection, installation and maintenance of electrical structures or
equipment in substations shall be done by Journeyman Linemen,
Electricians and/or Wiremen/ Substation Journeyman assisted by
Utility Specialists, Apprentice Qualified, and Apprentices.
16.12 Gas envelope welding shall be done by Journeymen.
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16.13 Service Coordinators are expected to progress to "A" level within twenty-four (24)
months of accepting a Service Coordinator position.
Upgrades will not be made among Service Coordinators B/C/D. Any clerical
assignment may be given to each level of clerk, including data entry, with training
and evaluation segments used for advancement only. Open Service Coordinator
A positions will first be filled by the senior Service Coordinator A bidder; second by
the senior Service Coordinator B bidder; third by the senior Service Coordinator C
bidder; fourth by the senior Service Coordinator D bidder before other Employees.
When no incumbent Service Coordinator bids on an open Service Coordinator
position, the open position will be filled by the senior bidder that has met the
qualifications developed by the joint Company and Union sub-committee.
Service Coordinator A: Has successfully performed at the Service Coordinator B
level and completed the required training and evaluation segments in the B level
position.
Service Coordinator B: Has successfully performed at the Service Coordinator C
level and completed the required training and evaluation segments in the C level
position.
Service Coordinator C: Has successfully performed at the Service Coordinator D
level and completed the required training and evaluation segments in the D level
position.
Service Coordinator D: Entry level position. Must demonstrate basic clerical skills
which will include keyboard proficiency, office etiquette as well as oral and written
communication skills, as determined by the joint sub-committee. The
determination of these qualifications will be done by test, and/or joint interview as
determined by the joint sub-committee.
The joint sub-committee will work to find qualification and testing standards that
will allow potential applicants to pre-qualify for Service Coordinator positions.
Qualifications standards for entry-level Service Coordinator positions will be
regularly published on bid postings and on Company bulletin boards.
16.13.2The classification of "Utility Clerk" will only be used in the following Districts:
Myrtle Creek, Alturas, Lakeview, Cave Junction and Mt. Shasta where a
combination of such duties is necessary. Such combination of duties may include
part-time duties as Groundman, Estimator, Clerk, Storekeeper, Service Dispatcher
and Meter Reader. A Utility Clerk shall have had one (1) year prior experience in
the Assistant Storekeeper progression.
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16.14 A Senior Estimator is a Journeyman Estimator who through general experience
shall have all of the qualifications of a Journeyman Estimator and who shall be
qualified to direct the work of one or more estimators by bid. Future vacancies shall
be filled by Journeyman Estimator.
16.14.1 A Journeyman Estimator is an Employee who shall have sufficient knowledge of
the transmission, distribution and substation requirements of the District in which
they are employed and have the ability to and should make all estimates for the
building or rebuilding and maintenance of such installations as directed by the Site
Agent, Senior Estimator or management, with the exception of those installations
which, because of their complex nature, require special engineering knowledge
and close supervision of the estimating work.
16.14.2 Apprentice Estimators shall work under the supervision of the Site Agent, Senior
Estimators or Estimators and may assume the duties of Estimator for short periods
after the second year of apprenticeship.
16.14.3 A District Estimator is a Journeyman Estimator in a location with only one
permanently assigned estimating position, who through general experience shall
have all of the qualifications of a Journeyman Estimator. The position shall provide
scheduling and coordination of work requirements and assignments in addition to
estimating duties.
16.14.4 Site Agent is an Employee who is qualified as a Journeyman Estimator or
Journeyman Lineman who can work flexible hours from 7 a.m. to 7 p.m. A Site
Agent manages Construction Operations and may do estimates as qualified and
assigned. A Site Agent who previously held an Estimator position may be required
to do estimates as qualified and assigned. A Site Agent who previously held a
Journeyman Lineman classification may perform simple estimates to include:
• Install/replace anchor and down guy if no permits or R/W required
• Single pole replacement when no permits, R/W or Joint Use required
• Install/replace streetlights
• Install/replace line cutouts including cutting in deadends
• Install/replace UG services
• Install/replace UG services including risers
• Install/replace overhead transformers
• Replace padmount transformers
• Replace Like for Like underground equipment
• Cross arm replacements
A Site Agent who previously held a Journeyman Lineman classification may be
required to engage in the manual work of the trade and will be placed at the bottom
of the overtime callout list and called last. When working in a Lineman
classification, the flexible work schedule does not apply for purposes of overtime.
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However, it is the intent that the Site Agent who had previously been a Lineman
will be regularly assigned to perform Site Agent work.
It is further understood that estimating with pictures and field notes is the work of
the bargaining unit.
Selection for this position shall be subject to the provisions of Section
13.7.3.1. (Amended 4/26/21)
16.15 Meter Foremen are defined as Employees capable of testing, repairing and
calibrating all various types of instruments and apparatus pertaining to metering
according to Company specifications. This classification shall apply to the
Electrical Metermen in charge of the Central Meter Department in Medford.
Effective January 1, 2022, selection for this position shall be subject to the
provisions of Section 13.8. (Amended 4/26/21)
16.15.1 A Meter Working Foreman is an Employee who:
(a) Supervises and plans the work of at least three (3) but not more than nine
(9) other Journeyman Metermen, Electricians, Apprentice Metermen or
Meter Testers in the Meter Department;
(b) Is qualified as a Journeyman in the particular work under their supervision;
and
(c) Performs any work that may be assigned to the various job classifications
listed in this paragraph.
16.15.2 A District Meterman is a Journeyman Meterman located at a District
headquarters who (a) is responsible for meter supplies and equipment for their
District; (b) works as a Journeyman Meterman; and (c) may direct the work of two
(2) other Journeymen.
16.15.3 A Journeyman Meterman is an Employee who: (a) installs, tests and maintains
all types and sizes of customers' meters, instruments and associated equipment
and wiring; (b) does routine testing of all types and sizes of meters when assigned
to such work; (c) makes load and voltage surveys; (d) reads demand meters and
changes charts and tapes; (e) does instrument transformer testing and repairing;
and (f) supervises Apprentice Metermen and Meter Testers. A Meterman does not
climb, except by use of a ladder, in the normal performance of their duties. A
Meterman does not do switching unless specifically trained in such procedures and
designated by mutual agreement.
16.15.4 An Apprentice Meterman is an Employee who, depending upon their ability and
training: (a) does routine testing of residential meters; (b) does instrument
transformer and meter wiring in the shop; (c) reads demand meters and changes
charts and tapes; and (d) performs any of the duties listed under Section 16.15.3
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under the supervision of a Meter Foreman, Journeyman Meterman, Electrician or
Electrician Foreman.
16.15.5 A Single-Phase Metering Specialist is an Apprentice Qualified or pre-apprentice
classification as defined in Article 12.0 and Section 12.16. After completion of a
JATC approved training course (minimum 6 weeks in length), a Single-Phase
Metering Specialist may (a) install, maintain and test single-phase direct connect
240V Class 200 residential meters; (b) investigate "high bill" complaints for the
same class of meters; (c) perform sample and periodic meter tests on the same
class of meters; (d) investigates unsealed meter conditions and simple meter
tampering (i.e. upside down meters) and turns over complex tampering (i.e. current
diversion) to Journeymen; and (e) works out of a Headquarters area in a bid
location that also has a Journeyman Meterman.
Preference for this position shall be given to the qualified pre-apprentice applicants
entering the Metering craft as outlined in Section 12.6. Pre-apprentice applicants
entering other crafts may serve in this classification if there are no Metering pre-
apprentice applicants.
This position will not work on the following installations or issues: by-pass meter
bases, CL 320s, demand meters, CT installations, "hot" work, or 12s meters.
16.15.6 The Lead High Voltage and Safety Equipment Tester is an electrically qualified
Journeyman who is qualified to test, repair and maintain all safety equipment used
on Company property, such as rubber gloves, blankets, hoods, line hose, etc. and
shall supervise High Voltage and Safety Equipment Tester(s). Incumbents shall
have had at least three (3) years' experience and shall be familiar with various
types of testing equipment used. The lead will be paid 3% higher than the High
Voltage and Safety Equipment Tester. (Amended 4/26/21 per LOA 4/23/21)
16.15.6.1The High Voltage and Safety Equipment Tester is an electrically qualified
Journeyman who is qualified to test, repair and maintain all safety equipment used
on Company property, such as rubber gloves, blankets, hoods, line hose, etc.
Selection for this position shall be as follows:
• First, by electrically Journeymen needing placement due to physical
limitations and qualified to perform the duties in order of Company seniority;
and then
• Second, by electrically Journeymen or otherwise qualified Employees
bidding for the position. (Amended 4/26/21 per LOA 4/23/21)
16.15.7 A Transformer Repairman Foreman shall have all of the qualifications required
of a Journeyman Transformer Repairman and shall have sufficient additional
technical knowledge to direct Transformer Repairmen in the performance of their
duties.
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16.15.8 A Transformer Repairman is an electrically trained qualified Journeyman who is
assigned to the Transformer Repair Shop who shall be capable of overhauling and
repairing distribution and high tension transformers, regulators, capacitors,
switches and insulators on the ground, both in the shop and in the field. The
Transformer Repairman shall also do the testing of line insulators and other
insulating apparatus as required by the Company.
The following criteria shall be followed in awarding Transformer Repairman jobs:
First, by Journeymen needing placement due to physical limitations and qualified
to perform the duties; and Second, by Journeyman bidding and qualified for the
position.
16.16 A Journeyman Radio Serviceman is an Employee possessing an FCC license and
qualified to install and maintain mobile and base radio communication equipment
and to test and locate radio and television interference on transmission and
distribution systems.
16.17 Deleted 4/26/21
16.17.1 Deleted 4/26/21
16.17.2 Deleted 4/26/21
16.17.3 A Substation Journeyman is an Employee qualified as a Journeyman to install,
construct, maintain, test and repair equipment, apparatus and wiring related to
their trade at generating stations and substations. The Employee shall not use
climbers (hooks) in the performance of their duties.
16.17.4 A Substation Journeyman Working Foreman (upgrade only): When two
Substation Journeyman are working together on station construction or
maintenance work, one (1) of the Journeyman shall be designated a
Substation Journeyman Working Foreman (upgrade). (Amended 4/26/21)
16.17.5 A Substation Journeyman Foreman is an Employee who (a) plans and
supervises the work of a crew; (b) is qualified as a Substation Journeyman; (c)
works with the Employees under their supervision; (d) has demonstrated
leadership skills; and (e) has working knowledge of substation operations
and is able to execute all aspects of maintenance scheduling and job
planning as assigned by management .
Effective January 1, 2022, selection for this position shall be subject to the
provisions of Section 13.8. (Amended 4/26/21)
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16.18 A Garage Mechanic is a Journeyman Vehicle-Equipment Maintenance Mechanic
who is, by training and experience, a qualified automotive or mechanized
construction equipment mechanic who prior to employment has successfully
completed the standard qualifying examination.
A Garage Mechanic is a Journeyman Mechanic who is qualified to and does
overhaul, repair and maintain automotive and utility work equipment, including the
hydraulic, electrical, and pneumatic components and equipment.
16.18.1A Garage Mechanic in Charge is an experienced Garage Mechanic who:
(a) Is qualified to maintain all automotive and utility work equipment assigned
to their headquarters;
(b) Is qualified to operate a headquarters' shop and maintain equipment
records, and;
(c) Instructs operating personnel in equipment operation and preventative
maintenance procedures for the assigned equipment.
16.18.2 A Garage Mechanic Foreman shall be an experienced Garage Mechanic who:
(a) Is qualified to maintain all automotive and utility work equipment assigned
to their headquarters;
(b) Is qualified to operate a headquarters shop and maintain equipment
records;
(c) Instructs operating personnel in equipment operation and preventative
maintenance procedures for the assigned equipment
(d) Normally directs the work of at least one (1) Journeyman Mechanic.
16.18.3 At locations where more than one (1) Garage Mechanic is employed and multiple
shifts have been established, Garage Mechanics can rotate shifts if mutually
agreed upon by the Garage Mechanics and their Management. Whenever a
change in Garage Mechanic personnel occurs, the new Employees must mutually
agree to the rotating shift.
16.19 A General Foreman (Substation) is a supervising Employee working under the
direction of management who: (a) is a qualified experienced Journeyman of the
trade; (b) is capable of directing the work of all substation Employees in the area,
which includes the direction of Employees and any or all substation facilities, Meter
Relay shop, and Substation Journeymen Shop; (c) works in the branch of trade
they are employed; (d) is not required to hire, fire or discipline.
Temporary upgrades to Substation General Foreman will be at management's
discretion. If management decides a temporary upgrade is needed, the Company
may assign an Employee as per 15.28 of the working agreement.
Selection for this position shall be subject to the provisions of Section
13.7.3.1. (Amended 4/26/21)
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2021-2024 Collective Bargaining Agreement
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16.19.1 A Senior Station Meter and Relay Technician is a Journeyman qualified to
perform all the duties of a Station Meter and Relay Technician and, in addition,
shall be further qualified to perform all tests and adjustments and diagnose and
correct trouble on the most complex relay and control systems. They shall also be
responsible for a meter, relay and control equipment shop, including vehicles,
tools, test equipment, spare parts and supplies provided by the Company.
Selection for this position shall be subject to the provisions of Section 13.8.
(Amended 4/26/21)
16.19.2 A Lead Station Meter and Relay Technician is a Journeyman qualified as a
Station Meter and Relay Technician who works with and supervises the work of
journeymen, technicians and helpers, if required. They shall be in direct charge of
the work they are performing on joint substation projects. The Employee shall be
qualified to and will prepare reports and records incidental to the work and will be
responsible for the transportation equipment, test equipment, tools and supplies
provided by the Company for their use.
16.19.3 A Journeyman Station Meter and Relay Technician is a Journeyman qualified to
install, maintain, adjust, test and repair all substation and generating station
meters, relay and control equipment, such as meters, governors, solid state
exciters, computerized controls systems, and may work on other apparatus within
their qualifications involved with the operation and maintenance of the Company's
facilities. The Employee shall normally work under the direction of a Lead Station
Meter and Relay Technician or Senior Station Meter and Relay Technician,
however, when working in a single journeyman assignment, no upgrade to Lead
Technician is warranted. The Employee must have a working knowledge of all
relay and control schemes sufficient to enable them to diagnose and correct
troubles on station meter, relay and remote control equipment, including
supervisory and telemetering. They shall be qualified to and will prepare reports
and records incidental to the work. The Employee shall also be responsible for
meter, relay, and control equipment, and electrical control system, including
vehicles, tools, test equipment, spare parts and supplies provided by the Company.
16.19.4 An Assistant Station Meter and Relay Technician is an Employee qualified to
train for the position of Station Meter and Relay Technician as determined in 16.21
of the working agreement. They shall train as directed by a Journeyman Station
Meter and Relay Technician and the Joint Qualifications Committee (JQC). The
JQC shall establish the maximum period to qualify as a Journeyman Technician.
When fully qualified, they shall be advanced to Journeyman Station Meter and
Relay Technician without bid. (Amended 4/26/21)
16.20 A Senior Communications Technician is a Journeyman with an FCC General
Radiotelephone Operators license or the equivalent to maintain microwave and
radio equipment and the knowledge and ability to install, test and maintain all
Company communication, supervisory control, telemetering and data acquisition
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equipment. The Employee shall be responsible for a communications shop,
including vehicles, tools, test equipment, spare parts and supplies provided by the
Company. They shall prepare reports, records and equipment recommendations
incidental to their work. They may be capable and qualified to tow and operate a
Company furnished snow vehicle that would typically be pulled by a pickup when
necessary to perform their duties. When the work requires, they shall supervise
Communications Technician and Helpers and shall be in charge of the work being
performed.
Selection for this position shall be subject to the provisions of Section 13.8.
(Amended 4/26/21)
16.20.1 A Communications Technician is a Journeyman having an FCC General
Radiotelephone Operators license or the equivalent to maintain microwave and
radio equipment and the knowledge and ability to install, test and maintain the
communication equipment relating to the Company's facilities. They shall also be
capable of installing, testing and maintaining supervisory control, telemetering and
data acquisition equipment. Normally, they will work alone or with a Senior
Communications Technician as the work requires and will be responsible for a
vehicle, tools and materials as supplied by the Company. They may be capable
and qualified to tow and operate a Company furnished snow vehicle that would
typically be pulled by a pickup when necessary to perform their duties. (Amended
4/26/21)
16.20.2 An Assistant Communications Technician is an Employee qualified to train for
the position of Communication Technician as determined in 16.21 of the working
agreement. They shall possess a valid FCC General Radiotelephone Operators
license or the equivalent and be qualified to train for the position of Communication
Technician. They shall train as directed by a Journeyman Communication
Technician and the Joint Qualifications Committee (JQC). The JQC shall
establish the maximum period to qualify as a Journeyman Technician. When
qualified, they shall be advanced to Journeyman Communication Technician
without bid. (Amended 4/26/21)
16.21 A Joint Qualification Committee consisting of equal representation from the Union
and Company (minimum three (3) representatives from management and Union
each), with the Company's Labor Relations Manager and the Union Business
Manager as ex-officio members, shall meet as required to evaluate and select
inside/outside candidates once the existing pool is exhausted. The Committee will
also have the responsibility to establish qualification criteria, monitor the trainee's
progress and set training requirements.
Applications will be accepted by the Manager of Labor Relations and referred to
the Joint Qualification Committee for Assistant Station Meter & Relay Technician
and Assistant Communications Technician from the internal and external
candidates who meet the qualifications as determined by the Committee.
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An Apprentice within six (6) months of their graduation date may apply and if
certified by the Committee will be added to the list of qualified applicants no earlier
than their graduation date.
Assistants will be chosen from the current pool list until depleted, first electrically
trained journeyman, and then qualified Employees. When no applicants are
available, the Company may hire assistants who meet the criteria as established
by the joint qualifications committee without applicant review by the committee.
It will be the sole responsibility of the Joint Qualifications Committee to determine
training content and length of time per applicant to qualify as a Journeyman
Technician.
Bidding of the Technician positions described above shall be done as follows:
1. Existing Local 659 Technicians at Hydro south or Technical Operations (Plant)
who may wish to change locations will have first preference.
2. If no existing Local 659 Meter and Relay Technicians bids the position, Meter
and Relay Technician from Local 125 would be selected.
3. If there are no fully internal qualified Meter and Relay Technicians bidding the
position, the Company may elect to:
(a) to start an Assistant Technician who will be selected from the
established pools until the pools are exhausted and then by the
inside/outside process or;
(b) to hire a fully qualified external candidate as determined by the
Company recognizing that this candidate may need additional,
specific training for the position;
Upon depletion of the current pool, future training positions will be bid internally
and posted externally, the successful candidate will be selected (inside/outside) by
the Joint Qualification Committee based on qualifications. Preference will be given
to electrical journeyman and those with advanced electrical training in determining
qualifications for the position, if the Committee determines that candidates are
equally qualified, preference shall be given to the internal candidate.
ARTICLE 17.0 — WORKING RULES FOR POWER SUPPLY
17.1 Work Schedules
17.1.1 Work schedules shall provide for two (2) regularly scheduled days
off in succession and may provide at least one (1) weekend off per
month. Work schedules, including shift change hours and days off
for rotating shift workers, shall be determined by mutual agreement
between the Supervisor and a majority of those affected.
(Amended 4/26/21)
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17.1.2 Changes in shifts shall require payment of straight-time plus premium time
for the first rescheduled shift worked unless:
(a) Sixteen (16) hours off duty shall have been provided and,
(b) The Employee is notified of the shift change prior to the end of
their last shift.
However, a change between a rotating day shift and a normal day shift,
or vice versa, will not require the payment of overtime.
17.1.3 Deleted 4/26/21
17.1.4 When a relief person is not available and the General Foreman is required
to work a relief shift, they shall work the day shift, and the scheduled day
shift Operator shall be reassigned to the required shift.
17.1.5 Deleted 4/26/21
17.1.6 Deleted 4/26/21
17.1.7 A temporary work schedule for Powerhouse maintenance or Fish
Passage may be established Monday through Friday.
Rules for assignment to the temporary work schedule at straight-time
rate of pay are:
• Employees will receive at least seventeen-calendar days'
notification of assignment to this temporary shift. If notice is not
given, Employees will be paid premium time in addition to straight
time for the first three (3) days worked on this temporary shift.
• Employees will receive at least three calendars days' notice of
cancellation to begin the temporary shift. Failure to provide this
cancellation notice will cause payment of eight hours of premium
time.
• Once a temporary shift has begun, a change in shift will require
notification of the shift change prior to the end of their last shift and
seven and one-half hours off duty. Failure to provide this
cancellation notice will cause payment of eight hours of premium
time. Additional changes within a week will require payment of 8-
hours of premium time for each change.
• The temporary shift will normally begin at 4 PM and include a 1/2-
hour unpaid lunch mid-way in the shift. While the regular hours of
this temporary shift are uniform, the starting time may be varied by
mutual consent.
• Employees will receive a 4% shift differential for all straight-time
hours worked on a temporary swing shift.
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• However, a change between a normal dayshift and a temporary
dayshift shall only require notification of the change prior to the
end of their last shift and is not subject to any of the previous
requirements of this Section. (Amended 4/26/21)
17.1.8 The Operators in any station may exchange complete shifts within the
same workweek and partial shifts within the same workday, providing all
of the following conditions are met:
(1) There is an eight (8) hours' rest period between shifts.
(2) The hours worked are reported in the name of the Employee
actually on duty.
(3) Additional overtime payments do not result.
(4) The exchange is approved in advance by the immediate
supervisor.
17.1.9 Shift Differential for Toketee Control Operators will be as follows:
• Swing (1500-2300) — 3% of base rate
• Graveyard (2300-0700) — 5% of base rate
17.2 Vacations
17.2.1 The shift schedule at all stations shall be posted not later than January 15
for each year. (Amended 4/26/21)
17.3 Job Description, General Foreman
17.3.1 A General Foreman is a supervising Employee under the direction of
management who: (a) is a qualified, experienced Journeyman in the branch of
the trade they are employed and (b) as assigned, manages the operations and
maintenance of their operating area.
General Rules:
• A Company vehicle will be provided to drive to and from work;
• May be assigned to assist management with weekend duty;
• Regular work schedule will be agreed to by the Company and Union,
however it is understood that the Employee will be expected to work
overtime as needed to fulfill the job responsibilities;
• Is required to engage in the manual work of their trade and placed at the
bottom of the overtime list and called last;
• Is not required to hire, fire or discipline.
Temporary upgrades to General Foreman are at management's discretion.
Selection for this position shall be subject to the provisions of Section
13.7.3.1. (Amended 4/26/21)
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17.4 Job Descriptions, Operations
17.4.1 Deleted 4/26/21
17.4.2A Senior Operator is the Operator at a rotating shift regularly scheduled Monday
through Friday dayshift. The Senior Operator shall be included in the control
room overtime list(s) and placed at the bottom of the JOM overtime list. They
will be assigned departmental duties in their operating area within their classification
and qualifications, including substation inspection, station and line switching and
routine station checks. They may work the twelve (12) hour TCC day shift relief
Monday through Friday (overtime paid as per 15.4.1), complete relief set of grave
yards or day shift, regular and relief shifts at any of the stations in the area.
(Amended 4/26/21)
Unless notified prior to the end of the last shift before the start of their scheduled
days off, an unscheduled relief shift during such days off will be paid at the overtime
rate, provided that scheduled days off may be shortened on either end of such period
to accommodate a relief shift, and if a second such instance occurs during those
days off, that shift will be paid at the overtime rate.
17.4.3 A Control Operator is a Journeyman who: (a) is the Control Operator on shift in
charge of the station and the area/project dispatching duties; (b) is qualified as a
Journeyman Operator; (c) performs and directs transmission switching and load
regulation; and (d) will provide direction in establishing and issuing clearances on
hydro facilities. They will also direct switching and issue clearances on transmission
lines and apparatus; and (e) will maintain project records and an accurate log of all
project operations on a current basis.
17.4.4 A Journeyman Operator Maintenance (JOM) is (a) qualified Journeyman
Operator who is assigned to a hydro generating area and whose primary
responsibility is to operate and maintain the power plants, dams, waterways,
and associated equipment. (b) They shall be responsible for the safety and
protection of the facilities they operate, including ensuring adequate
protection for workers performing work on and in these facilities. (c) A JOM
shall perform all normal duties on a hydro project in which they are assigned,
trained and qualified, including domestic drinking water; substation
inspections; station and line switching; routine station checks, non-precision
mechanical tasks; troubleshooting and replacement of single phase non-
generating electrical equipment 240V and less; repair and minor construction
of facility buildings and their systems; minor repairs to canals, impounds,
roadways and bridges; light vehicle maintenance; operation of heavy
equipment; and other normal duties on a hydro project that are mutually
agreed to by the Company and Union. (Amended 4/26/21)
17.4.5 Deleted 4/26/21
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17.5 Electrical Job Descriptions
17.5.1 A Wireman Foreman is an Employee who: (a) plans and supervises the work of
crews consisting of more than three (3) Journeymen; (b) is qualified as a
Journeyman Wireman; and (c) works with the persons under their supervision.
17.5.2 A Wireman Working Foreman is an Employee who: (a) plans and directs the work
of crews consisting of not to exceed three (3) Journeymen; (b) is qualified as a
Journeyman Wireman; and (c) works with the persons under their supervision.
17.5.3 A Journeyman Station Wireman is an Employee qualified as a Journeyman to
install, maintain and repair generating station equipment, substation equipment,
apparatus and wiring, such as capacitors, oil circuit breakers, power transformers,
regulators, relays, and shall be proficient in all diagnostic testing and analysis of test
results for equipment, apparatus and wiring relating to their trade. A Journeyman
Wireman does not climb, except by use of a ladder or aerial equipment, in the normal
performance of their duties. This is a grandfathered position.
17.6 Mechanical Job Descriptions
17.6.1 A Journeyman Plant Mechanic is an Employee qualified to perform and
direct the maintenance and repair of all mechanical systems associated with
hydroelectric generation stations, including turbines, governor oil systems,
dams, and water conveyance systems. Shall be a qualified to operate
precision equipment in the milling, welding, manufacturing and repairing of
parts. They shall be qualified to operate heavy equipment; repair and
construction of roads, trails and bridges; weld; and mixing and pouring of
concrete. (Amended 4/26/21)
17.6.2 Deleted 4/26/21
17.6.3 A Plant Mechanic Trainee shall work under the supervision of a Journeyman Plant
Mechanic. (Amended 4/26/21)
17.6.3.1 A Joint Qualification Committee consisting of equal representatives from
management and the Union with the Company's Labor Relations Director or
designee and the Union Business Manager as ex-officio members, shall meet as to
establish and maintain the requirements and review applicants.
Applications will be referred to the Joint Qualification Committee for Journeyman
Plant Mechanic from any Employee who meets the qualifications.
The Committee will post notice thirty (30) days in advance of examinations to be
scheduled to review the qualifications of applicants, inform individual applicants of
deficiencies, provide an opportunity for re-examination after an appropriate interval
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and post lists of qualified applicants from which the qualified applicant with the
earliest seniority date will be selected to fill vacancies. (Amended 4/26/21)
17.6.4 Deleted 4/26/21
17.6.5 Deleted 4/26/21
17.6.E A Hydro Repairman is an Employee who is qualified to perform minor
construction, repair and maintenance of non-generation facilities, roads,
trails, bridges used in the hydro department and work under the direction of
the Journeyman. They shall operate equipment in which they have been
trained, proven proficient, and perform other tasks as assigned. (Amended
4/26/21)
17.6.7 A Hydro Helper is a seasonal worker assigned to the maintenance
department whose job duties include brushing, minor building maintenance,
grounds and related work, and may assist other crafts. The Hydro Helper shall
operate non-CDL equipment in which they have been trained.
Helper Hydro is not eligible to upgrade outside of their classification,
employment term is limited to 1,040 total hours per calendar year. Each 1,040
hours may not run continuously from one year to another. (Amended 4/26/21)
17.6.8 A Hydro Compliance Technician is an Employee with the responsibilities as
follows:
• Safety and Security: inspect, test operate, and maintain safety and security
facilities and equipment as assigned;
• Environmental Management: coordinate waste management systems,
conduct environmental inspections and facilitate environmental compliance
as assigned;
• Handles miscellaneous duties as assigned
Additionally, Employees may progress through the step progression at the time
qualifications are met per the November 2005 Memorandum of Understanding.
Selection for this position shall be subject to the provisions of Section
13.7.3.1. (Amended 4/26/21)
17.7 Deleted 4/26/21
17.7.1 Deleted 4/26/21
17.7.2 Deleted 4/26/21
17.7.3 Deleted 4/26/21
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17.7.4 Deleted 4/26/21
17.8 Working Rules
17.8.1The Company will provide the first level of working supervision under the
Agreement and the necessary manpower in each area, so that shifts within the
plants and stations will be covered by personnel of the proper classification or
qualified relief personnel to sufficiently man all such shifts, including scheduled
vacations and normal absentee experience, as calculated to the nearest man. If the
calculation results in a fraction, the fraction will be treated as a whole number.
17.8.2 An operating area is a geographic grouping of facilities such that administration as
a unit is possible.
Operating Areas are Prospect, JC Boyle, Copco and North Umpqua.
17.8.3At the beginning or end of the workday, Employees may be assigned to report to a
work location other than their regular headquarters with no premium pay provided
the assigned work location is closer to the Employee's home.
17.8.4Personnel residing at a Company project shall be paid at the overtime rate from the
time they are called until the time they return to their assigned Company housing.
Priority will be given to Employees on project at the time of call by the overtime
list. Employees shall receive a minimum of two (2) hours pay at the overtime
rate, unless the call is within two hours of their normally scheduled start time,
in which case they will receive the overtime rate for actual hours worked.
(Amended 4/26/21)
17.8.5 Employees may take assigned Company vehicles home upon mutual agreement
of the Company and Union. This Section does not imply the Employees' residence
is their reporting headquarters as defined in Section 21.14.
17.8.6 The Company determines when a house is available at a power station location.
The Company shall determine eligibility for housing by Employee classification and
relating to the operating requirements of the station. Employees provided housing
may make arrangements to trade housing among themselves at that station to
satisfy family requirements, providing such arrangements are approved by the
Company. (Amended 4/26/21)
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ARTICLE 18.0 — WORKING RULES FOR STORES DEPARTMENT
18.1 A Logistics General Foreman is a supervisory Employee under the direction of
Management who: (a) was formerly a Logistics specialist and (b) manages the
operations as assigned.
18.2 A Logistics Specialist is an Employee who orders, receives, stores, transports,
issues materials, prepares all necessary papers in connection therewith, and is
thoroughly familiar with stores routine and account procedures. A Logistics
Specialist is an Employee who has successfully completed the Logistics Specialist
training progression and is required to hold a valid CDL license.
18.3 Hours of the Logistics personnel may be changed to best serve the requirements
of the operations. The proper schedule of hours for Logistics Personnel will be
determined locally, and they should be so arranged that crews will not be delayed
in leaving the warehouse promptly at the beginning of work hours.
18.4 A Logistics Trainee 2 is an Employee who has successfully completed the
Logistics Specialist training 1 progression.
18.5 Logistics Trainee 1 is an entry-level position, Employees must successfully
complete the Logistics Specialist training 1 progression.
ARTICLE 19.0 — METER READERS AND MISCELLANEOUS CLASSIFICATIONS
19.1 A Meter Reader is an Employee who reads customer meters as required. A Meter
Reader may also call on customers whose accounts are delinquent to negotiate
full or partial payment and to accept and receipt such payments, repair and
maintain tools, materials and equipment such as commonly used by Electric Line
crews, ordinary building and grounds maintenance and minor repairs in office
building and grounds maintenance and minor repairs to office furniture.
Employees entering this classification after July 1, 1968, must be capable of driving
an automobile and possess and maintain a valid driver's license.
A temporary Meter Reader may be employed to perform necessary meter reading
when regular Meter Readers are not available on a straight-time basis or used to
perform a regular Meter Reader's work in order to make the regular Meter Reader
available for non-meter reading assignments.
19.2 A Helper's classification shall apply to Employees performing work of a general
nature and not covered under regular classifications.
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19.3 Field Services Specialist is a qualified non-journeyman Employee who performs
meter reading, collections/connect/disconnect/removal; replacement or exchange
of residential single-phase self-contained meters less than or equal to 200 amps.
Utility Specialists currently assigned to perform these duties shall be grandfathered
at their present rate of pay and all future positions presently held by Metering Utility
Specialist may be bid as Field Services Specialists.
Upgrade to Field Services Specialists will be made by qualified Employees by
seniority.
The following criteria shall be followed in awarding Field Services Specialist jobs;
First, by Journeymen qualified to perform the duties in need of placement due to
physical limitations (disability placement). Second, by qualified bid.
19.4 A Yard Helper is an Employee who performs work of a general nature, including
garage and facilities maintenance, material recycling, sweeping, general cleanup,
painting, washing vehicles, pulling weeds, mail delivery, general errands and
manual inventory counts. This classification may be used to fill a temporary
position, which may include flexible and/or staggered hours. Depending on the
operational needs of the work location, it may also be filled as a regular part time
or full-time position.
ARTICLE 20.0 — RETIREMENT AND INSURANCE PLANS FOR EMPLOYEES
20.1 The provisions of the Company's Retirement Plan for Employees (approved by the
stockholders on October 19, 1948) with respect to retirement of Employees
thereunder will govern and control in any case where conflict might otherwise arise
or be claimed to exist between any provision of said Retirement Plan and any
provision of this Working Agreement.
(a) The Company will commence additional credits to the existing Savings Plan
to transition Employees from the final average pay (FAP) formula defined
benefit plan. All Employee interests in the FAP plan will be frozen effective
December 31, 2007. Those Employees who have not vested, (five years of
service) will continue to earn years of service to satisfy the vesting
requirements, however, they will not accrue any additional benefits under
the FAP plan.
The Parties agree to the creation of additional contributions, per pay period,
to the existing Savings Plan or 401(k) as set forth below:
• 4.0% contribution on base wages for new hires and rehires on and
after January 1, 2012
• 4.5% contribution on base wages for new hires on and after January
1, 2008
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• 4.5% contribution on base wages for Employees <30 years old as of
January 1, 2008
• 5.5% contribution on base wages for Employees 30 to 34 years old
as of January 1, 2008
• 6.0% contribution on base wages for Employees 35 years old and
older as January 1, 2008.
Transition Credits for Employees 40 years and older as of January 1, 2008:
• 4.5% contribution on base wages for 2011
20.2 The Pension Committee appointed under the Plan will give the Union timely notice
of any difference of opinion or dispute which may arise between the Pension
Committee and any member of the Union with respect to the administration of the
Plan as it may affect such Employee, with opportunity for the Union to be heard by
the Pension Committee with respect to the disposition of such difference of opinion
or dispute. The Union may present proposals for amendment of the Plan for
consideration of the Pension Committee.
20.3 The Company will give the Union timely notice of such changes in the Retirement
Plan as may be authorized by the Company's Board of Directors.
20.4 The Company has established group accidental death and dismemberment
insurance, life insurance tax free reimbursement accounts, and Long-Term
Disability income insurance plans. The Company will contribute to these plans in
the amounts provided in Sections 20.4.1, 20.4.3, and 20.4.4. The Company will
give the Union timely notice of such changes as may be established in these
benefit plans as may be authorized by the Company's Board of Directors and will
meet annually with the Union to review the plans and the Union may submit items
for consideration by the Company.
(a) Eligible Employees shall be provided certain benefits as more fully set forth
in their respective Medical, Dental, Vision, Long Term Disability, and Group
Life Insurance or Summary Plan Descriptions.
Active Medical
The Company will provide one negotiated medical plan, which shall be
the CDHP with an HSA. The plan design will be the same core design
offered to non-represented Employees. The Company will not provide
a subsidy or share in any portion of the expense associated with an
excise tax that may be imposed on any plan offered to Employees
represented by the IBEW Local 659. The Union and Company agree
to meet to review plan changes required to avoid any excise tax
liability. The cost sharing will remain at 80% Company / 20%
Employee for the term of this agreement.
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The fixed Company HSA contributions are as follows:
2022 2023 2024
Plan Year Plan Year Plan Year
Employee $900 $900 $900
Employee + Spouse $1300 $1300 $1300
Employee + Child ren $1300 $1300 $1300
Employee + Family $1300 $1300 $1300
In addition to the fixed Company HSA contribution listed above, the
Company will provide an additional contribution of $250 Employee
and $500 for all other plan tiers for the 2022, 2023 and 2024 plan years
only. (Amended 4/26/21)
(b) During the term of this agreement, should either party make a
proposal to explore alternatives to the currently negotiated medical
plan, the parties shall meet to review relative to investigating and
evaluating the viability of such plan for Local 659 represented
Employees. Any changes from the current negotiated plan must be
mutually agreed to by the Union and Company. (Amended 4/26/21)
(c) The Union and Company agree to establish an Insurance committee,
hereinafter referred to as the "Committee" consisting of an equal number of
members that shall be appointed by the Union and the Company.
The purpose of the committee is to provide a forum for the free and open
exchange of information and statistics on health plan data. The Committee
will report to the Internal Operations Committee of the Company, hereinafter
referred to as the "IOC", and may make recommendations relating to health
care issues and plan design.
Nothing relating to the establishment of the Committee shall be construed
or interpreted as restricting or waiving any legal or contractual rights or
obligations by either the Company or the Union.
(d) All decisions of the Committee shall be made by majority vote of the
Committee members at the meeting at which such vote is taken.
(e) The parties agree that Committee decisions shall not restrict or bind the
Company or Local Union in matters relating to the respective Collective
Bargaining Agreement. If decisions are intended to be binding, they must
be executed with the Local Union pursuant to the Collective Bargaining
Agreement.
(f) Rules for the IOC or the Committee may be amended by majority vote of
the Committee and may be terminated by either party giving the other party
at least thirty (30) day written notice.
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
081

20.4.1 Life Insurance
Continuation of Flex Life as outlined in the summary plan description
and open enrollment materials.
20.4.2 Dental and Vision Benefits
The Company shall provide for dental and vision benefit plans which
Employees shall have the right to participate in. The dental and
vision coverage and Employee contributions established for each
plan shall be in accordance with the Employee's election and the
rates applied as established by the Company for the participants.
The design of the dental and vision plans are not part of the
Collective Bargaining Agreement and may be modified by the
Company. However, the cost sharing formula of 60% Company /
40% Employee for the dental plan and 50% Company / 50%
Employee for the vision plan shall be considered a part of the
Collective Bargaining Agreement.
20.4.3 In the event an active Employee dies as a result of a workplace
accident, the Employees' spouse and Plan eligible dependents will
continue to receive medical, vision and dental benefits at no cost to
them for the first three (3) years after the accident. Following that
time, these benefits will be available at the appropriate "monthly
Employee rate" for the selected coverage's until the Employee would
have reached age 55. At that time, the spouse and eligible
dependents, if any, would receive retiree medical coverage with the
Company subsidy calculated as if the Employee had reached age 55
and retired.
20.4.4 Long-Term Disability Benefits
LTDI Plan policy with total cost paid by the Company.
20.5 K Plus Plan
The Company has established a 401-K Plan and ESOP for Employees per the
plan document. In addition to the contributions set forth in Section 20.1(a) the
Company shall make the following contributions:
• 50% match on the first 6% of Employee contribution (gross pay)
• 2% of Employee eligible compensation (gross pay)
Effective December 26, 2021, the Company match on the first 6% of
Employee contributions noted above shall be 65%. (Amended 4/26/21)
For purposes of Section 20.5 gross pay or "eligible compensation" generally
includes earnings reported on Form W-2 plus your pretax contributions and any
salary reductions related to a flexible benefits plan. It does not include non-cash
compensation (such as taxable income from stock options), expense
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
082

reimbursements, fringe benefits, in-service lump-sum payments for awarded but
unused personal time/vacation/sick leave, spot award recognition program
awards, certain payments pursuant to collective bargaining, or any severance or
other payments for termination of employment, such as retirement bonuses or
certain disability benefits.
The vesting rules under the Savings Plan remain unchanged; five years at 20%
vesting each year. New Employees will be immediately eligible for the enhanced
fixed contribution in Section 20.1(a) above. The eligibility for the current matching
and 2% fixed contribution will remain unchanged.
The Pension Committee will, in a timely manner, provide for a default allocation of
funds into an industry recognized appropriate fund should the new Employee fail
to designate a fund.
20.6 The Company will make a contribution toward the monthly premium cost for each
retired Employee who accepts coverage under the Hospital-Medical Coverage
Plan provided for retired Employees.
Pre-65:
Retiree Medical for New Hires (i.e. hired on or after January 1, 2012)
Employees hired on or after January 1, 2012 will not be eligible for subsidized
retiree medical benefits upon reaching age 55 with 10 years of service. Subject to
plan rules of eligibility, these Employees will have unsubsidized access to such
retiree benefits.
Retiree Medical for Employees hired on or after January 1, 2008 but before
January 1, 2012 will be eligible for subsidized retiree medical until age 65 or
Medicare eligible whichever comes first, after attaining age 55 and ten years if
service.
Retiree Medical for Employees hired before January 1, 2008
Employees hired before 1/1/08 will be eligible for a subsidized retiree medical
benefit after attaining age 55 and five years if service.
Age and Service
90 85 80 75 70 65 60
Company
Maximum Company Subsidy
Contribution
• One Person $450 $400 $350 $300 $250 $200 $0
• Two People $900 $800 $700 $600 $500 $400 $0
• Three or More
People $1,350 $1,200 $1,050 $900 $750 $600 $0
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
083

Post 65:
For Employees hired before January 1, 2012 who obtain age 65 or become
eligible for Medicare the Company will establish a Health Reimbursement
Arrangement (HRA) for the retiree to use to purchase medical insurance on
the private market through the Company's third-party administrator or
through a local agent 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 Medicare eligible dependents, their Medicare 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 and Service Points at Annual HRA Employer
Retirement Contribution
60 points 0
65 points $700
70 points $875
75 points $1,050
80 points $1,225
85 points $1,400
90 points $1,575
Employees hired on or after January 1, 2012 will have the ability to
enroll in post-65 medical plans through the private market or the
Company's third-party administrator but are not eligible for an annual
HRA allocation. (Amended 4/26/21)
20.7 The Company will provide accident insurance covering any Employee while a
passenger in an aircraft on Company business.
20.8 The Company will pay the premium for Employees covered by California
Unemployment Compensation Disability Benefit.
20.9 Leaves of Absence. Leaves of absence for such personal reasons as family
illness, jury duty, and military service, will be granted as provided by the
Company's policies.
The Company will provide up to three (3) workdays of paid leave in the event
of the death of an immediate family member. Immediate family member shall
include siblings and those defined by the Oregon Family Leave Act (OFLA).
(Amended 4/26/21)
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
084

20.10 All regular Employees serving in classifications listed herein and covered by this
Agreement shall receive pay at the regular straight-time rate for all time during
normal working hours required to be absent from duty in answer to a lawful
summons to serve as a juror or witness. Any fees received for such service shall
be retained by the Employee.
ARTICLE 21.0 — DEFINITIONS
The following terms have the meaning stated wherever used in this Agreement:
21.1 The probationary period of an Employee is the first six (6) months of their regular
employment.
21.2 A regular Employee is one hired for indefinite tenure, not limited at the time of hire
by a stated term or for a specific project.
21.3 A temporary Employee is other than a regular Employee and is used as needed.
Other than entry level classifications, (Groundman, Helper classifications, Meter
Reader) temporary Employees will be hired in positions subject to bidding only
upon mutual consent between the Company and the Union.
21.4 A full-time Employee is one whose regular workweek is forty (40) hours.
21.5 A part-time Employee is one whose regular workweek is less than forty (40) hours.
21.6 A shift worker is an Employee whose daily hours of work rotate from one shift to
another periodically and whose duties are continuous from start to end of their
shift.
21.7 Regular straight-time rate is that rate payable to an Employee at their primary
classification as established by the Company records, except that if an Employee
has worked at higher rated classifications in more than one hundred sixty (160) of
the last three hundred twenty(320) hours immediately preceding a vacation period,
the predominant higher rate shall be considered the "regular straight-time rate" for
purposes of vacation, sick leave or other pay.
21.8 A payroll month is a period beginning with the first day of the payroll period
established by the Company (presently the twenty-sixth (26th) day of the calendar
month) and ending with the last day of such payroll period (now the twenty-fifth
(25th) day of the succeeding month).
21.9 A payroll year is the twelve (12) months' period ending with the last day of the final
pay period in a year (now the twenty-fifth (25th) day of December).
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
085

21.10 Continuous service of an Employee is the period of continuous time worked for the
Company, beginning with the first day of their most recent continuous employment
by the Company. The date of beginning continuous service shall be retained and
the term thereof shall remain unbroken in the event of layoff or leave of absence
not exceeding their length of prior continuous service, subject to a maximum of two
(2) years; provided that the Employee at time of layoff or commencing leave has
completed six (6) months of continuous service, or, in the case of a regular, part-
time Employee, the equivalent of six (6) months' service. Time spent on approved
leave because of disability as defined in Article 10.0 and 11.0 hereof shall be
considered as time worked for the purpose of this definition.
21.11 A regular job is a position the duration of which is not limited to a specific project
or to a specific term.
21.12 A temporary job is a position which may be established for a specific project, a
limited term, on call, or a combination thereof.
21.13 Deleted 4/26/21
21.14 Headquarters is the permanent location where an Employee reports for duty as
designated at time of employment or bid, except as provided in Sections 12.4 and
17.7.1 of this Agreement.
21.15 Headquarters area is the area within a five (5) mile radius of a permanent location
designated as headquarters, unless specifically modified elsewhere in this
Agreement.
21.16 In Domicile: Your current work headquarters
Out of Domicile: A location where you spend the night away from your work
headquarters
The per diem for Out of Domicile is the current IRS Per Diem Rate (based on the
MME allowance calculated by the high-low method) for full days Out of Domicile.
For days of travel, the Employee will be paid at 75% of the per diem rate.
For all days during which a Company provided meal is available, the Employee will
be paid at 75% of the per diem rate. The current IRS Per Diem Rate will be posted
on Company bulletin boards and electronically on the Company Intranet.
In lieu of Company provided lodging, Employees may elect to stay with family or
friends, not the Employees primary or secondary residence, for a business trip that
requires an overnight stay, the Company will pay a lodging per diem of$35.00 per
night, subject to written pre-approval of management.
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
086

Out of domicile expenses when on regular work assignment will be handled as
follows:
1. Use Company credit card for expenses, reconcile on expense account, or
2. Use Company credit card to take cash advance at ATM and reconcile on
expense account at end or assignment, or
3. Use personal cash to cover expenses and reconcile on expense account.
21.17 An emergency or emergency condition exists when a customer outage occurs, life
or property is endangered and an insufficient number of qualified Employees
holding classifications under this Agreement are available.
21.18 An operating area is a geographic grouping of Power Department facilities such
that administration as a unit is possible.
21.19 A qualified Switchman is a Journeyman proficient in switching who has completed
an apprenticeship or the equivalent that includes switching.
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
087

ARTICLE 22.0 — JOB CLASSIFICATION AND WAGE SCALE
22.0 Effective within thirty (30) days following ratification of this Collective Bargaining
Agreement, the following increases are agreed:
Wages:
• 2021: 1.5% + 1% Market Adjustment (2.5%) effective 4/26/2021
• 2022: 2.0% effective 4/26/2022
• 2023: 2.0% effective 4/26/2023
Additionally, the Company and Union agreed to additional Journeyman increases
effective with the first year of the new contract (4/26/2021) at the specific rates
indicated for specific classifications. See the "Other Notes" section in the Wage
Table for further information.
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
088

IBEW Local 659
Article 22.0 -Wage Schedule
LINE MAINTENANCE &CONSTRUCTION
See 13.7.3.1 General Foreman GEN FMN 5001 9541 $58.50 $63.50 $64.77 $66.07
See 13.8 Line Foreman LN FMN 4279 8436 $57.38 $60.58 $61.79 $63.03
See 13.8 Construction Line Foreman CNST LN FMN 4332 8449 $56.82 $59.98 $61.18 $62.40
See 13.8 District Line Foreman DST LN FMN 4284 8437 $56.82 $59.98 $61.18 $62.40
See 13.7.3.1 Line Patrolman LN PTLMN 4519 8512 $51.41 $58.62 $59.79 $60.99
x Line Working Foreman LN WG FMN 4288 8438 $55.20 $58.28 $59.45 $60.64
x District Lineman DST LMN 4275 8434 $53.25 $56.22 $57.34 $58.49
Journeyman Lineman LMN JMN 4222 8420 $51.41 $54.27 $55.36 $56.47
Journeyman Radio Serviceman RADIO SVCMN JMN 4292 8439 $46.08 $47.23 $48.17 $49.13
x Journeyman Serviceman SVCMN JMN 4255 8429 $51.41 $54.27 $55.36 $56.47
See 12.3 Apprentice Lineman: LMN APTC
6th Six Months 90%of Jmn Lmn Rate 6/6 MOS 4246 8426 $46.27 $48.84 $49.82 $50.82
5th Six Months 84%of Jmn Lmn Rate 5/6 MOS 4242 8425 $43.18 $45.59 $46.50 $47.43
4th Six Months 80%of Jmn Lmn Rate 4/6 MOS 4238 8424 $41.13 $43.42 $44.29 $45.18
3rd Six Months 76%of Jmn Lmn Rate 3/6 MOS 4234 8423 $39.07 $41.25 $42.07 $42.92
2nd Six Months 73%of Jmn Lmn Rate 2/6 MOS 4230 8422 $37.53 $39.62 $40.41 $41.22
1st Six Months 70%of Jmn Lmn Rate 1/6 MOS 4226 8421 $35.99 $37.99 $38.75 $39.53
x Equipment Man, Heavy EQ MN HVY 4371 8459 $35.97 $36.87 $37.61 $38.36
Equipment Man, Line EQ MN LN 4251 8428 $33.34 $34.17 $34.85 $35.55
Equipment Man, Light EQ MN LT 4366 8458 $30.39 $31.15 $31.77 $32.41
Groundman GNDMN 4259 8430 $28.37 $29.08 $29.66 $30.25
3rd Six Months 3/6 MOS 4271 8433 $23.53 $24.12 $24.60 $25.09
2nd Six Months 2/6 MOS 4267 8432 $18.58 $19.04 $19.42 $19.81
1st Six Months 1/6 MOS 4263 8431 $14.83 $15.20 $15.50 $15.81
See 12.17 Utility Specialist JUTILITY SPCLST 7901 7901 $31.28 $32.06 $32.70 $33.35
See 13.7.3.1 ISite Agent ISITE AGNT 1 5867 5867 $52.44 $53.75 $54.83 $55.93
District Estimator DST ESTR 5942 5942 $47.12 $49.38 $50.37 $51.38
x Senior Estimator ESTR SR 2404 8547 $45.70 $47.90 $48.86 $49.84
Journeyman Estimator ESTR JMN 2384 8540 $45.22 $47.40 $48.35 $49.32
Estimator,Apprentice ESTR APTC
4th Six Months 90%of Jmn Estr Rate 4/6 MOS 2401 8546 $40.70 $42.66 $43.52 $44.39
3rd Six Months 82%of Jmn Estr Rate 3/6 MOS 2398 8545 11$37.08 $38.87 $39.65 1 $40.44
2nd Six Months 76%of Jmn Estr Rate 2/6 MOS 2393 8543 $34.37 $36.02 $36.75 1 $37.48
1st Six Months 70%of Jmn Estr Rate 1/6 MOS 2387 8541 $31.65 $33.18 $33.85 $34.52
Service Coordinator A OPS CLK A 2448 9170 $27.661 $28.35 $28.92 $29.50
Service Coordinator B OPS CLK B 2456 9172 $25.321 $25.95 $26.47 1 $27.00
089

IBEW Local 659
Article 22.0 -Wage Schedule
. .
Service Coordinator C OPS CLK C 2464 9174 $23.11 $23.69 $24.16 $24.64
Service Coordinator D OPS CLK D 2472 9176 $20.95 $21.47 $21.90 $22.34
Utility Clerk: UTLY CLK
2nd Year and After 2/YR 2413 8550 $31.59 $32.38 $33.03 $33.69
1st Year 1/YR 2410 8549 $29.85 $30.60 $31.21 $31.83
Service Dispatcher SVC DSPR 4321 8446 $42.55 $43.61 $44.48 $45.37
Service Dispatcher(Transmission) SVC DSPR TRNSM 4325 8447 $43.27 $44.35 $45.24 $46.14
Area Operations Clerk AREA OPS CLK 2564 9196 $30.39 $31.15 $31.77 $32.41
Inspection Specialist INSP SPCLST 7525 7525 $36.03 $36.93 $37.67 $38.42
Trainee 2 INSP SPCLST TRNEE 2 7526 7526 $31.28 $32.06 $32.70 $33.35
Trainee 1 INSP SPCLST TRNEE 1 7527 7527 $27.871 $28.57 $29.14 $29.72
STATION CONSTRUCTION & MAINTENANCE
See 13.8 Wireman Foreman WMN FMN 4312 8444 $57.38 $60.14 $61.34 $62.57
x Wireman Working Foreman WMN WG FMN 4317 8445 $55.20 $57.85 $59.01 $60.19
Journeyman Station Wireman STA WMN JMN 4338 8450 $51.41 $53.88 $54.96 $56.06
Apprentice Station Wireman STA WMN APTC
6th Six Months 90%of Jmn Sta Wmn Rate 6/6 MOS 4362 8456 $46.27 $48.49 $49.46 $50.45
5th Six Months 84%of Jmn Sta Wmn Rate 5/6 MOS 4358 8455 $43.18 $45.26 $46.17 $47.09
4th Six Months 80%of Jmn Sta Wmn Rate 4/6 MOS 4354 8454 $41.13 $43.10 $43.97 $44.85
3rd Six Months 76%of Jmn Sta Wmn Rate 3/6 MOS 4350 8453 $39.07 $40.95 $41.77 $42.61
2nd Six Months 73%of Jmn Sta Wmn Rate 2/6 MOS 4346 8452 $37.53 $39.33 $40.12 $40.92
1st Six Months 70%of Jmn Sta Wmn Rate 1/6 MOS 4341 8451 $35.99 $37.72 $38.47 $39.24
See 13.8 Journeyman Substation Foreman SUB JMN FMN 8492 9549 $57.37 $60.84 $62.06 $63.30
Journeyman Substation Working Foreman(Upgrade) SUB JMN WKG FMN 2839 9297 $55.98 $58.67 $59.84 $61.04
Journeyman Substation SUB JMN 2835 9296 $52.15 $54.65 $55.74 $56.85
Apprentice Substation: SUB APTC
6th Six Months 90%of Jmn Sub Rate 6/6 MOS 5247 4547 $46.94 $49.19 $50.17 $51.17
5th Six Months 84%of Jmn Sub Rate 5/6 MOS 5246 4546 $43.81 $45.91 $46.82 $47.75
4th Six Months 80%of Jmn Sub Rate 4/6 MOS 5245 4545 $41.72 $43.72 $44.59 $45.48
3rd Six Months 76%of Jmn Sub Rate 3/6 MOS 5244 4544 $39.63 $41.53 $42.36 $43.21
2nd Six Months 73%of Jmn Sub Rate 2/6 MOS 5243 4543 $38.071 $39.89 $40.69 $41.50
1st Six Months 70%of Jmn Sub Rate 1/6 MOS 5242 4542 $36.511 $38.26 $39.02 $39.80
090

IBEW Local 659
Article 22.0 -Wage Schedule
METER&TRANSFORMER
x Meter Working Foreman MTR WG FMN 4468 8495 $55.20 $57.85 $59.01 $60.19
x District Meterman DST MTRMN 4480 8499 $53.28 $55.84 $56.96 $58.10
Journeyman Meterman MTRMN JMN 4483 8500 $51.41 $53.88 $54.96 $56.06
Apprentice Meterman: MTRMN APTC
6th Six Months 90%of Jmn Mtrmn Rate 6/6 MOS 4501 8506 $46.27 $48.49 $49.46 $50.45
5th Six Months 84%of Jmn Mtrmn Rate 5/6 MOS 4498 8505 $43.18 $45.26 $46.17 $47.09
4th Six Months 80%of Jmn Mtrmn Rate 4/6 MOS 4495 8504 $41.13 $43.10 $43.97 $44.85
3rd Six Months 76%of Jmn Mtrmn Rate 3/6 MOS 4492 8503 $39.07 $40.95 $41.77 $42.61
2nd Six Months 73%of Jmn Mtrmn Rate 2/6 MOS 4489 8502 $37.53 $39.33 $40.12 $40.92
1st Six Months 70%of Jmn Mtrmn Rate 1/6 MOS 4486 8501 $35.99 $37.72 $38.47 $39.24
Single Phase Metering Specialist SPMS 1578 1578 $34.75 $35.62 $36.33 $37.06
1st Six Months 1/6 MOS 1579 1579 $33.32 $34.15 $34.83 1 $35.53
Transformer Repairman Foreman TRSFMR RPMN FMN 4510 8509 1$56.38 $59.09 1 $60.27 1 $61.48
Journeyman Transformer Repairman TRSFMR RPMN FMN 4513 8510 1$51.411 $53.88 1 $54.96 1 $56.06
EQUIPMENT MAINTENANCE
Garage Mechanic Foreman GAR MECH FMN 8867 8867 $45.02 $46.15 $47.07 $48.01
x Garage Mechanic VC in Chg A GAR MECH IN CH A 2370 8534 $44.23 $45.34 $46.25 $47.18
x ]Garage
Garage Mechanic VC in Chg GAR MECH IN CH 2373 8535 $43.06 $44.14 $45.02 $45.92
Mechanic 1/C GAR MECH 2362 8530 $41.04 $42.07 $42.91 $43.77
LOGISTICS
See 13.7.3.1 Logistics General Foreman LOG. GEN FMN 8868 8868 $41.34 $42.37 $43.22 $44.08
Logistics Foreman LOG. FMN 6418 6418 $40.64 $41.66 $42.49 $43.34
Logistics Specialist LOG. SPCLST 6419 6419 $35.32 $36.20 $36.92 $37.66
Logistics Trainee 2 LOG. TRNEE 2 6421 6421 $30.01 $30.76 $31.38 $32.01
Logistics Trainee 1 LOG. TRNEE 1 6420 6420 $26.51 $27.17 $27.71 $28.26
091

IBEW Local 659
Article 22.0 -Wage Schedule
POWER OPERATIONS/HYDRO
See 13.7.3.1 Hydro General Foreman HY GEN FMN 7905 7905 $54.16 $56.76 $57.90 $59.06
Toketee Shift Differential 3%(Swing) 7905+S $55.78 $58.47 $59.64 $60.83
Toketee Shift Differential 5% Graveyard 7905+G $56.87 $59.60 $60.79 $62.01
Senior Operator OPR SR 4435 8478 $51.37 $53.84 $54.92 $56.02
Toketee Shift Differential 3%(Swing) 8478+S 1$52.91 $55.45 $56.56 $57.69
Toketee Shift Differential 5% (Graveyard) 8478+G $53.94 $56.53 1 $57.66 $58.81
Operator-Dispatcher, District OPR DSPR DST 4415 8470 $47.13 $49.39 $50.38 $51.39
Operator-2nd Short Change Relief OPR SHR CHG RLF 4462 8488 $50.28 $52.70 $53.75 $54.83
Control Operator CNTL OPR 4438 8479 $48.46 $50.79 $51.81 $52.85
Toketee Shift Differential 3%(Swing) 8479+S $49.91 $52.31 $53.36 $54.43
Toketee Shift Differential 5% (Graveyard) 8479+G $50.88 $53.32 $54.39 $55.48
Substation Operator OPR SUB 4429 8475 $46.21 $47.37 $48.32 $49.29
See 13.7.3.1 Hydro Compliance Technician
Step 3 -Thereafter 9797 9797 $42.71 $43.78 $44.66 $45.55
Step 2-Second Six Months 9796 9796 $36.29 $37.20 $37.94 $38.70
Step 1-First 6 months 9795 9795 $32.01 $32.81 $33.47 $34.14
Journeyman Operator Maintenance(JOM) JOURNEYMAN OPR MTC 7900 7900 $42.71 $46.56 $49.28 $50.27
Apprentice Operator Maintenance:
6th six months 90%of JOM rate OPR MTC APPR 6/6 9897 9897 $38.44 $41.90 $44.35 $45.24
5th six months 84%of JOM rate OPR MTC APPR 5/6 9896 9896 $35.88 $39.11 $41.40 $42.23
4th six months 80%of JOM rate OPR MTC APPR 4/6 7899 7899 $34.17 $37.25 $39.42 $40.22
3rd six months 76%of JOM rate OPR MTC APPR 3/6 7898 7898 $32.46 $35.39 $37.45 $38.21
2nd six months 73%of JOM rate OPR MTC APPR 2/6 7897 7897 $31.18 $33.99 $35.97 $36.70
1st six months 70%of JOM rate OPR MTC APPR 1/6 78961 7896 $29.90 $32.59 $34.50 $35.19
Apprentice Qualified 60%of JOM rate 9572 9572 $25.63 $27.94 $29.57 $30.16
See 17.6.3.1 Journeyman Plant Mechanic Hydro PLT MECH JMN HYD 4516 8511 $49.28 $51.65 $52.68 $53.73
Plant Repairman Foreman PLT RPMN FMN 2487 9180 $39.82 $40.82 $41.64 $42.47
Plant Repairman PLT RPMN 4531 8516 $36.88 $37.80 $38.56 $39.33
Asst Plant Repairman Thereafter PLT RPMN ASST 4537 8518 $32.40 $33.21 $33.87 $34.55
1st Year 1ST YR 4534 8517 $30.59 $31.35 $31.98 $32.62
Canal Patrolman CANAL PTLMN 4522 8513 $28.34 $29.05 $29.63 $30.22
Hoistman HSTMN 2375 8536 $33.21 $34.04 $34.72 $35.41
See 12.17 Hydro Repairman HYD RPMN 39641 8350 $34.20 $35.06 $35.76 $36.48
Hydro Repairman Trainee HYD RPMN TRN
3rd Six Months 3/6 MOS 3956 8348 $26.33 $26.99 $27.53 $28.08
2nd Six Months 2/6 MOS 3951 8347 $22.55 $23.11 $23.57 $24.04
1st Six Months 1/6 MOS 3947 8346 $20.61 $21.13 $21.55 $21.98
092

IBEW Local 659
Article 22.0 -Wage Schedule
Hydro Helper(Seasonal) HLPR HYD THEREAFTER 4308 8443 1$20.10 $20.60 1 $21.01 1 $21.43
POWER EQUIPMENT MAINTENANCE, TEST&COMMUNICATIONS
See 13.7.3.1 Substation General Foreman GENERAL FMN (SUBST) 7902 7902 $60.15 $63.04 $64.30 $65.59
x 4444 8482 $59.12 $61.96 $63.20 $64.46
See 13.8 Senior Station Meter&Relay Technician STA M&R TECH SR
Lead Station Meter&Relay Technician STA M&R TECH LID 4447 8483 $58.09 $60.89 $62.11 $63.35
Journeyman Station Meter&Relay Technician STA M&R TECH JMN 4450 8484 $56.55 $59.27 $60.46 $61.67
I., II. 4453 8485 $51.41 $53.88 $54.96 $56.06
See 16.21 Assistant Station Meter&Relay Technician STA M&R TECH ASST
x 4456 8486 $58.09 $60.89 $62.11 $63.35
See 13.8 Senior Communications Technician COM TECH SR
Communications Technician COM TECH 4459 8487 $55.52 $58.19 $59.35 $60.54
I., II. 3927 8339 $51.41 $53.88 $54.96 $56.06
See 16.21 Assistant Communications Technician COM TECH ASST
Electrician Foreman lELCN FMN 4407 8468 $52.201 $53.51 1 $54.58 1 $55.67
Electrician Working Foreman ELCN WG FMN 4403 8467 $50.60 $51.87 $52.91 $53.97
Lead High Voltage and Safety Equipment Tester LID HG VLTG SFTY 69171 6917 $50.38 $52.80 $53.86 $54.94
High Voltage and Safety Equipment Tester 1ELCN JMN 24281 9164 $48.841 $51.19 $52.21 $53.25
MISCELLANEOUS
Field Collection Representative FLD COLL REP 2416 8553 $32.28 $33.09 $33.75 $34.43
See 12.17 Field Services Specialist FLD SER SPEC 8869 8869 $27.21 $27.89 $28.45 $29.02
Meter Reader MTR RDR 2495 9182 $22.86 $23.43 $23.90 $24.38
2nd Six Months 2/6 MOS 2505 9184 $19.42 $19.91 $20.31 $20.72
1st Six Months 1/6 MOS 2516 9186 $14.83 $15.20 $15.50 $15.81
x Labor General Foreman GEN LBR FMN 4528 8515 1$41.45 $42.49 1 $43.34 $44.21
x Labor Foreman LBR FMN 4525 8514 $38.82 $39.79 $40.59 $41.40
Power Saw Operator PWR SAW OPR 2381 8539 $32.87 $33.69 $34.36 $35.05
Powderman PDRMN 4328 8448 $33.74 $34.58 $35.27 $35.98
Jackhammerman JHMRMN 2379 8538 $32.87 $33.69 $34.36 $35.05
Flagger FLGR 4156 8404 $17.53 $17.97 $18.33 $18.70
Apprentice Qualified 2nd Year and Thereafter is 65%of Jmn Lmn Rate APTC QUAL 2ND YR/+ 4168 8407 $33.421 $35.28 $35.98 $36.71
1 st Year 60%of Jmn Lmn Rate 11ST YR 1 28471 9306 1$30.851 $32.56 1 $33.22 1 $33.88
Yard Helper JYD HLPR 140921 8389 1$14.891 $15.26 1 $15.57 1 $15.88
093

IBEW Local 659
Article 22.0 -Wage Schedule
TREE TRIMMING & MAINTENANCE
Tree Trimmer Foreman TR TRMR FMN 4395 8465 $34.09 $34.94 $35.64 $36.35
Tree Trimmer TR TRMR 4375 8460 $29.43 $30.17 $30.77 $31.39
Tree Trimmer Trainee TR TRMR TRN
4th Six Months 4/6 MOS 4391 8464 $26.24 $26.90 $27.44 $27.99
3rd Six Months 3/6 MOS 4387 8463 $23.33 $23.91 $24.39 $24.88
2nd Six Months 2/6 MOS 4383 8462 $21.95 $22.50 $22.95 $23.41
1st Six Months 1/6 MOS 4379 8461 $17.53 $17.97 $18.33 $18.70
Helper(Trimmer) HLPR TRMR 14399 8466 $17.53 $17.97 $18.33 $18.70
Bid Notes:
x Classifications may not be filled from secondary bid list as provided in Section 13.7.3
xx Area Operations Clerk classification in incumbent Albany Only
I. Classifications may be bid as"unassigned"
If any employee awarded a vacancy in an Assistant Technician classification has a pay rate higher than the Assistant Technician rate,they shall continue to receive
II. their prior rate, but in no case more than the Journeyman Lineman Wireman rate.
094

IBEW Local 659
Article 22.0 -Wage Schedule
Other Notes:
Each employee is normally paid the wage rate for the classification as shown in the Working Agreement.There are a few exceptions which,although they affect only a few
employees, are listed here to avoid future misunderstandings.
A. An employee on disability leave or who is paid a special disability rate.
B. An employee who, upon entering a training program, is paid a frozen rate which will continue without change until the contract rate exceeds the frozen rate.
An employee who is hired for temporary summer work during their school vacation period will be paid the beginning rate for the classification in which they are hired
C. for the full period of their summer employment.
An employee in the beginning classification(Groundman, Helper, Meter Reader,etc.)who bids to another such classification will transfer without loss of time in the
progression step or reduction in pay rate, except that such employee must serve six(6)months in the new classification at the step preceding the terminal rate before
D. advancing to the terminal rate.This provision shall not apply to an employee who is listed on the Apprentice Lineman training roster who transfers to a Groundman
classification to obtain that required experience before starting their apprentice training.Temporary employees will spend the equivalent of six(6)months(1,040
hours)in each wage progression step.
E. Deleted 04/26/21
Parties agreed to a 3%spot increase for all Journeyman Lineman classifications in addition to the general wage increase for 2021. This adjustment shall be applied
F prior to the 2021 general wage increase.
Parties agreed to a 2.25%spot increase for all other Journeyman classifications(2019 Journeyman listing plus High Voltage Safety Equipment Tester, Estimators
G. and Hydro Journeyman)in addition to the general wage increase for 2021. This adjustment shall be applied prior to the 2021 general wage increase.
Y Y )• 9 9 1 Pp p 9 9
Parties agreed to apply a 4%adjustment to the Journeyman Operator Maintenance(Job Code)wage rate for 2021.This adjustment shall be in place before any
H. other wage adjustments or general wage increases for 2021. Furthermore,the parties agreed to apply an additional 3.75%adjustment to the Journeyman Operator
Maintenance(Job Code 7900)wage rate for 2022.This adjustment shall be in place before the application of the 2022 general wage increase.
Parties agreed, pursuant to Grievance Resolution,to move the Line Patrolman(Job Code 4519)classification to rate of$55.52 effective with the 2021 bargaining
session.This adjustment shall be applied prior to the 2021 general wage increase.
Parties agreed to move the General Foreman Wires(Job code 5001)to the wage rate of$60.15 in the 2021 bargaining session.This adjustment shall be applied
J prior to the 2021 general wage increase.
Parties agreed to move the Journeyman Substation Foreman(Job Code 8492)to the wage rate of$58.05 in the 2021 bargaining session.This adjustment shall be
K. applied prior to the 2021 general wage increase. Furthermore,the Substation Working Foreman Job Code 2839 shall now serve as upgrade only.
pp p 9 9 9 ( ) p9 Y•
095

IN TESTIMONY WHEREOF, the parties hereto have caused this Agreement to be
executed by their authorized officers, respectively, as of the day and year first above
written.
PACIFIC POWER & LIGHT COMPANY
By: By:
N(anette Quitt, Negotiations Co-Chair Aaron Gratias, Negotiations Co-Chair
L bor Relations Specialist Director, Field Operations/Distribution
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
LOCAL UNION 659
By: _ 0 - --;..A
Jon Flegel
IBEW Local 65 Business Manager
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
096

ARTICLE 24 — LETTERS OF AGREEMENT
Preface to
Letters of Agreement and
Memorandums of Understanding
Section of the Labor Agreement
The Company and Union agree that the following Letters of Agreement and
Memorandums of Understanding are included in the Labor Agreement for convenience
of the parties and ease of access to Employees and supervisors. These documents are
not incorporated by reference into the Labor Agreement and stand on their own merit and
terms and conditions. Along with these Letters of Agreements and Memorandums of
Understandings is a list of what is considered active Letters of Agreements at the time of
printing this working agreement and included for convenience. This list may not be
inclusive of agreements made subsequent to printing this working agreement
Active Letters of Agreement
The following is a list of what is considered active Letters of Agreement by both parties at
the time of printing this working agreement. This list is provided for convenience and
should be referenced for convenience only. All active Letters of Agreement are located
on the Company intranet at HR Center > Labor Agreements > IBEW Local 659 > Letters
of Agreement.
• Transfer and Seniority Rights between IBEW Locals (1-14-1992)
• Customer Response Shift - Use of Vehicles (10-03-2007)
• 12-hour shift for Toketee Control Operators (11-14-2008)
• 401 k (2-10-2009)
• Drug and Alcohol Testing (4-23-2009)
• NERC.CIPS Background Checks LOA & Waiver (4-23-2009)
• 12 Hour Shift Agreement for the Dispatchers at the Toketee Control Center (6-
25-2009)
• Out-of-Town Assignments (5-24-2010)
• Assistant Technician Selection (10-11-2010)
• 4/10 Hour Work Schedule Out of Town Travel - Field Support Services (8-22-
2012)
• 4/10 Hour Work Schedule for Specific Projects Out of Town Travel - signed
9/10/12 — combined (8-29-2012)
• Communications Tech - Remote Routers (12-19-2012)
• Field Inspection Out of Jurisdiction (12-19-2012)
• Traveling Infrastructure Facilities Specialist Pilot Program (12-11-2013)
• T&D Operations — 4/10 Hour Work Schedule for Specific Projects Working Out of
Town (6-25-2014)
• Hydro Resources Shift Turnover and Time Reporting (8-08-2014)
• Hiring Hall Agreement (1-13-2015)
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
097

• Compensation for Union Employees on Union Paid Business (5-18-2015)
• Labor Management Committee Structure Temporary Expansion (11-17-2015)
• Paid Rest During Non-Declared Emergency Storm Restoration (2-16-2016)
• Estimator Apprenticeship Program (1-18-2017)
• Standby Settlement Agreement (Grievances R-659-2017-3833, 3834, 3839,
3842 and 3851)
• District Lineman Residency (8-6-2018)
• T&D Ops Substation Operations Unified Joint Qualifications Committee (12-2-
2018)
• Flame Resistant ARC rated (FR ARC) Clothing (9-16-2019)
• Line Patrolman Job Description and Selection Revisions (Grievance 2018-3875,
3878 and 2019-0002)
• Standardized Callout Order in Arcos (4-16-2020)
• Hydro Housing (11-13-2020)
• Declared Emergency (3-15-2021)
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
098

Transfer and Seniority Rights between IBEW Locals (1-14-1992)
January 14, 1992
MEMORANDUM OF UNDERSTANDING
TRANSFER AND SENIORITY RIGHTS BETWEEN VARIOUS
I.B.E.W. LOCAL UNIONS HAVING COLLECTIVE
BARGAINING AGREEMENTS WITH PACIFIC POWER
AND LIGHT CO. (PACIFICORP.)
I.B.E.W_ Local Unions signing this memorandum agree as follows:
It is the intent of this memorandum that the seniority rules of each
I.B.E.W. Local Union agreement will prevail in the selection of employees
for various jobs covered under each separate Bargaining Unit and jobs
will be given to employees in the following order:
1. First to members covered under the Bargaining Unit
Agreement within each Local Union's jurisdiction
boundary and under rules as covered in their Working
Agreement with the company.
2. Other (Pacific Power) (PacifiCorp.) employees covered under
I.B.E.W, collective bargaining agreements in order of
classification seniority. After transferring, the employee shall
then have their seniority bridged in that Unit pursuant to the
receiving unit's seniority definitions.
Signed for Pacific Power Signed for the I.B.E.W.
(PacifiCorp.)
Date —� — Z Date
By By
Signed for Local Union Signed for
Local Union
Date ��o Date T� 1 2--
By G By
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
099

Customer Response Shift - Use of Vehicles (10-03-2007)
® PACIFIC POWER
A PACIFICORP COMPANY
Pacific Power Labor Relations
Phone:[phone] Fax:[phone]
October 3,2007
Mr.Ron Jones
Business Manager
IBEW Local 659
4480 Rogue Valley Highway, Suite 3
Medford, Oregon 97502
Subject: Customer Response Shift; Use of vehicles
Dear Ron:
On August 18, 2007 I mailed you a copy of the revised vehicle policy. On September 13, 2007
Pat Reiten,president Pacific Power, issued an e-mail to all managers and supervisors to share the
revised policy with their employees. The week of September 24, 2007 training on the revised
policy commenced. Prior to the roll out we discussed the changes briefly and I reaffirmed the
company's position that existing agreements would control where there was an inconsistency
with the policy.
Monday October 1, 2007 you raised the point that some bargaining notes, specifically, a joint
company and union IBEW Local 659 Bargaining 2001 Overtime Resuonse Subcommittee report
dated October 22, 2001 created a contract right as regards CRS personnel's personal use of
company and or fleet vehicles. Specifically, you pointed to language found at paragraph number
8 on the second un-numbered page of the report which reads:
"8.REVIEW COMPANY VEHICLE USE
4 The parties agreed that it is acceptable to transport family members
as long as the CRS person can be immediately available to take an
emergency call.
4 A family member cannot be in a vehicle or at the job site during an
emergency.
4 It will be acceptable to use the response vehicle for limited
personal use i.e. to the store, movies, ball game, and dinner, driving
home etc. as long as the CRS person can respond to a call
out/customer need per 15.9.1 within 60 minutes."
1
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
100

The company's files contain some bargaining notes which indicate the term "respond" in the
third point was stricken and replaced with the term"show up".
Unfortunately, while some of the language contained in the subcommittee report made its way
into the settlement agreement, the specific language in question, (paragraph 8), did not. That is
not to say, one or more managers may have communicated the subcommittee's report to
employees. However; paragraph was never formally incorporated into the collective bargaining
agreement.
I also understand it has been the practice of one or more employees manning the CRS shift to use
the CRS vehicle for limited personal use over the past few years, in a manner consistent with
paragraph 8 above.
In an effort to resolve the differences between the union and company over whether their exists a
bargained for right for limited personal use or not, I propose the following terms and conditions
in this Letter of AUeement, to run concurrent with the 2007 successor collective bargaining
agreement.
CRS vehicles pursuant to Section 15.9.1 may be used by CRS personnel for limited personal use
as follows:
1. The necessary transportation of family members to or from school, extracurricular
activities, employment or day care on the way to and from work.
2. The transportation of any family member shall comply with all laws and regulations
and shall be kept to a minimum.
3. Transportation of any family member is allowed only so long as the CRS person
remains immediately available to take an emergency call.
4. Family members shall not be transported to nor be present at any job site.
5. The CRS person may, where necessary, use the CRS vehicle to transport family
members to a family type activity after work, examples include; ballgames, movies,
dinner; only so long as the CRS person immediately responds by driving to the
emergency call job site per section 15.9.1.
If this Letter of Agreement is acceptable to you, please sign and return one original and we can
proceed to confirm a tentative agreement has been reached by review of the final documentation.
Si®rdG�.
Ri ig
Director, /
Labor Relations
Agreed this 3rJ day of October,2007.
R n Jones, ess Manager, IBEW Local Union 659
2
2021-2024 Collective Bargaining Agreement
101

Out-of-Town Assignments (5-24-2010)
MEMORANDUM OF UNDERSTANDING
Between
IBEW Local 659
And
PACIFICORP
Out-of-Town Assignments
May 24, 2010
During the discussions on April 22, 2010, the company reviewed with the union some of
the budgetary challenges it is facing in the near future. The reduction in scheduled
overtime and other budget issues will require the assignment of crews out of their
headquarters area on straight-time assignments.
The company recognizes the hardship that these out-of-town assignments have on
employees and the restrictions that are in place due to the Company's Vehicle Use
Policy.
Employees working out of town will begin and end their workday at the temporary
headquarters(HQ)per section 15.17.4 of the agreement.
Given these issues the parties agreed during these discussions on the following terms for
handling out-of-town assignments:
On "two-week turnaround" assignments - Monday (day 1) — following Friday (day
12):
• Crew(two or more EEs)may at their own option take one personal vehicle to the
new temporary HQ/work location, provided employees are not needed to drive
other company vehicles for the job assignment.
• The company will pay roundtrip mileage for one personal vehicle (out on day 1
and return trip on day 12)from regular HQ address to temporary HQ address.
• The employee driving the one personal vehicle will be traveling on company time
on day 1 and day 12.
On the interim weekend, if employees are not working and stay in temporary
HQ/work location:
• Regular per diem and expense policies apply
• Employees report to work, fit-for-duty at the agreed upon start time on Monday
(day 8)
On the interim weekend, if the employees are not working and elect to return to
their regular HQ/work location in the one personal vehicle:
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
102

• The company will pay roundtrip mileage for the one personal vehicle from
regular HQ address to temporary HQ address.
• Employees must check-out of hotel for two (2) nights.
• Employees will not receive per diem or expenses on the interim weekend days
(Saturday and Sunday).
• Employees will not travel on company time if they elect to return home on
interim weekends.
• Employees will be eligible for overtime eallouts in home district.
• Employees will report to work, fit-for-duty on Monday (day 8).
rn
Agrecd to on this day of _, 2010.
For the Union: For the Company:
If'on Jo usiness Manager ;eZ y J ourval, Director
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
103

Hiring Hall Agreement (1-13-2015)
LETTER OF AGREEMENT
This LETTER OF AGREEMENT dated January 13, 2013 by and between Pacific
Power, hereinafter called the "Company" and Local Union No, 659 of the
International Brotherhood of Electrical Workers, hereinafter called the "Union", do
mutually agree to the terms and provisions of the said Letter of Agreement
hereinafter set forth.
The Company and Union recognize a need to continue 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 have
work performed in classifications that will be modified or eliminated as a result of
technological advances; (3) 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; (4) to provide employment security for the
regular workforce and to maintain the standard of living for such work force; and
(5) to work together cooperatively to meet the objectives of both parties.
It is not the intent of the parties to have temporary employees replace permanent
employees. Notwithstanding any other understanding 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 employees are being utilized.
No temporary employee working under the terms and conditions of this agreement
shall exceed 1040 hours in a rolling (12) twelve month period without prior written
mutual agreement by and between the Company and the Union.
REQUEST FOR TEMPORARY EMPLOYMENT
When the Company needs temporary employees, Company shall initially request
Local 659 refer applicants for such work pursuant to this agreement. The request
shall include:
1. The classification needed
2. Special skills or training required
3. The work location
4. The reporting date and who to report to
5. The duration of the work if known
CLASSIFICATIONS, QUALIFICATIONS AND PAY RATES
The classifications, qualifications and pay rates shall be those already negotiated by
the parties as contained in the collective bargaining agreement unless otherwise
specifically agreed to by the parties.
Pay rates shall be single rate with some exceptions identified by separate
classification codes. Temporary employees hired will be paid at the top of rate for
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
104

the classification being hired into if they meet the requirements of this agreement
or have worked for 12 consecutive months in the classification.
PRIORITY OF REFERRALS
Applicants for temporary employment at Pacific Power shall be prioritized in the
following groups:
1. Previous Pacific Power employees that worked in the same or higher
classification in the previous 24 months.
***Pacific Power retirees are not eligible for rehire under this
agreement and will not be referred***
2. Individuals which have worked under a Collective Bargaining Agreement
with Local 659 for at least 1 of the previous 3-years; in an equivalent or
higher classification and; meet Pacific Power's qualifications.
3. Individuals which meet Pacific Power's entry qualifications.
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. This procedure will be consistent with the provisions of
Section 3.6 of the Agreement.
REJECTION OF REFERRALS
The Company may reject any referral that is determined by the Company to be
unsuitable for employment. The Company may terminate the employment of any
temporary employee when determined by the Company that such individual Is not
suited for continued employment.
Company may also notify the Union in writing of any individual determined by the
Company who should not be referred to Pacific Power for employment per the
following:
1. Each notification must be in writing to the Union with a copy mailed to the
last known address of the individual;
2. The notification will be in effect for one year from the date of receipt by
the Union;
3. The notification must be specific as to what classifications an individual is
not to be referred to.
Former Pacific Power employees who were discharged for cause and are not eligible
for rehire shall not be referred to the Company for temporary employment provided
the Union has been notified in writing.
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
105

Additionally, the Company shall furnish the Union written confirmation of all
temporary hiring and terminations provided for under the provisions of this
Agreement.
FAILURE TO COMPLY WITH THIS AGREEMENT
In the evert it is determined through the grievance and arbitration process,as
outlined in the Collective Bargaining Agreement, the Company failed to comply with
the provisions of this agreement that causes any individual to lose any benefit or
compensation; such individual well be made whole by the Company for the loss of
benefits or compensation.
TEMPORARY STATUS
Temporary employees shall not attain regular status or any entitlements that
regular employees have, unless otherwise agreed to by the parties. These
temporary employees will not be entitled to Supplemental Benefits other than those
agreed upon herein.
COMPENSATION & TERMS
2. 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 659 and Pacific
Power.
2. The Company may not downgrade employees from the classification
requested; however, the Company may upgrade employees in accordance
with the Agreement, for a period of time not to exceed a total of one
hundred sixty (160) hours during any period of continuous
employment. (No temporary employee shall receive an upgrade when a
regular qualified employee Is available.) Payment in lieu of benefits shall
be paid for each hour worked in addition to the hourly wage according to
the schedule below:
Journeyman Craft and Above
• An amount equal to 3% of the straight-time hourly rate gJUN;
• An amount equal to the benefit package as stated in the NW Line Collective
Bargaining Agreement (the Union shall provide notice to the Company as
those amounts change).
Non-Journeyman Employees
• An amount equal to 10% of the straight-time rate.
3. Employees paid a straight-time hourly rate of fifteen dollars and one cent
($15.01) or more shall give the Company written authorization to deduct
the normal and usual fees uniformly required by the Local Union of its
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
106

members which includes one and three-quarters percent (1.75%) of gross
hourly wages from their paychecks.
Employees paid a straight-time hourly rate of fifteen dollars ($15.00) or less shall
give the Company written authorization to deduct the normal and usual fees
uniformly required by the Local Union of its members which include one percent
(11%) of gross hourly wages from their paychecks.
Fees will be forwarded to the Union at the same time the regular employees' dues
are mailed to Local 659.
4. Employees covered by the terms and conditions of this Agreement
shall not acquire seniority rights.
5. Overtime work shall be offered to regular employees who are qualified
and available prior to employees covered by this agreement.
6. It is the intent of the parties signatory to this agreement that no "regular"
employees covered by a Collective Bargaining Agreement by and between
the parties shall be adversely impacted as a result of this Agreement.
H. I t:KMINA I LUN OF AGREEMtN I
This agreement may be terminated at any time by either party giving the other
(30) thirty days advanced written notice.
I EXCLUSIONS TO COLLECTIVE BARGAINING AGREEMENT
Employees referred under this agreement will be excluded from the following
articles of the collective bargaining agreement:
1) Article 8 Holidays shall be excluded.
2) Article 9 Vacations shall be excluded.
3) Article 10 Disability Benefit Plan shall be excluded.
4) Article 11 Occupi!tignal Disability Benefits shall be excluded except the
employer shall provide the ful Murder for all workers' compensation
premiums.
5) Article 12 Apprentice Rules shall be excluded.
6) Article 13 Seniority Rules shall be excluded.
7) Article 15, General Working Rules sections, 15.32 and 15.33 shall be
excluded.
8) Article 20 Retirement and Insurance Plans for Employees shall be
excluded.
IN TESTIMONY WHEREOF, the parties hereto have caused this Letter of Agreement
to be executed by the signatures of their authorized officers, respectively.
Pacific Power Local Union 659 IBEW
By: By:
Eric Wirfs pie EII4
Labor Relations usiness Manager
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
107

Paid Rest During Non-Declared Emergency Storm Restoration (2-16-2016)
IBEW' Local 659 and PacifiCorp
Letter of Agreement
PAID REST DURING NON-DECLARED EMERGENCY STORM RESTORATION
February 16,2016
This agreement is made between Pacific Power and IBEW Local 659 and is in reference to
section 15.5 of the 2011 Collective Bargaining Agreement (CBA). The Company and the Union
do mutually agree that there arc certain situations following multi-day, non-declared emergency
storm events where an employee may need to supplement their earned paid rest with vacation
time to cover their full shift the day following being released from the event.
Both parties acknowledge that Time Oft'Without Pay(TOWP)shall not be used to cover a shift
unless approved by a manager before the employee is released from work. However, following a
joint discussion between the employee and the manager where both mutually agree, this
agreement may serve to allow for the temporary banking of up to 4 hours of earned paid rest, as
defined in article 15.5 of the current CBA,to be used when all defined situations below occur:
• The event must be a non-declared emergency multi-day storm event lasting more than 48
hours.
• The employee has not had a break in service,or been offered a break in service.
• The employee has earned at least 8 hours of paid rest combined in consecutive days as
defined in article 15.5 of the CBA.
• The employee is released from the event within 8 hours of the next scheduled shift.
An example: An employee whose normal shift is M-F 84:30 is called out at midnight on
Tuesday night working through Wednesday and being released on Thursday morning at 06:00.
This employee has earned 8 hours of paid rest on Wednesday morning and has earned 6 hours of
paid rest on Thursday morning. Should management allow the employee to take his 6 hours paid
rest during his Thursday shift, through mutual agreement between the employee and
management, the employee may choose to use 2 hours of the earned paid rest from Wednesday
to supplement the 6 hours earned on Thursday to make a full 8 hours of paid rest to cover the
entire 8 hour shift on Thursday.
This Letter of Agreement may be amended or modified at any time upon mutual agreement of
the parties.
IN WITNESS WHEREOF,the parties hereto cxecute this Agreement.
IBEW Local 659 PaciflCorp
�Ellis Eric Wirfs
Business Manager Manager, Labor Relations
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
108

Standby — Grievance Settlement (3-21-2018)
GRIEVANCE SETTLEMENT—STANDBY
Standby Selection
In keeping with current practice,Standby will first be offered to employees on a voluntary basis. A
minimum two-week advanced notice shall be given for Standby in conjunction with holidays(non-
weather related).When the company's request for Standby personnel goes un-filled,the Shop Steward
and local management shall discuss the issue and determine what options are available to ensure
coverage.The intent is that both parties share in the responsibility to provide adequate coverage,and
participate equally at the local district level to provide solutions to resource needs. Special consideration
will be given when staffing levels fall below normal. In the event that after discussion the parties are
unable ensure coverage,company assignment of Standby based on low overtime hours shall be a last
resort_
Vacations
The company will honor prescheduled vacation if the vacation was previously submitted and approved by
management consistent with section 93 of the CBA. In this case the employee will not be subject to
Standby or a vacant response shift(CRS)when other qualified Journeymen arc available.
While not prefemad,the company reserves the right to cancel an employee's vacation for operational
purposes consistent with section 9.4 of the CBA.It is recognized that these situations should only be
considered when severe weather,customer outages.and/or public safety is either present or eminent_
Standby Compensation
As an alternative to the twenty percent(20%)of regular straight time wage rate outlined to the CBA,the
company will pilot a process where employees may instead elect to receive Floating Holiday hours at a
twenty percent(20%)rate(equivalent to one(1)hour Floating Holiday for every five(5)standby hours
including fractions thereof).'these hours shall be added to the employee's Floating Holiday bank,to be
used on a prescheduled basis in accordance with company policy and provisions outlined in the CBA.
The pilot will run through the end of calendar year 2018,at which time the company will evaluate the
results in order to determine whether to continue the process.
Commitment
This shall constitute full settlement of outstanding grievances related to standby including R-659-2017-
3833,3834,3839.3842,and 3851, The grievance settlement shall be reviewed quarterly at regularly
scheduled Labor Management Meetings.Workforce changes that impact standby,response shifts,and/or
overtime coverage,shal I he a regular topic of discussion between the company and the union to ensure
collaborative methods are employed to meet customer and business needs.
By signing below,the parties confirm their acceptance of this settlement.The Union agrees to drop
the above mentioned grievances without prejudice,and reserves the right to grieve issues of similar nature
as they arise.
is
ORP INTERNATION OTHERHOOD OF
ELEC FRS,LOCAL 659
neider Date Mig!� inch Date
Manager,Iabor Relations Business Manager
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
109

Flame Resistant/Arc Rated (FR/AR) Clothing (9-16-2019)
LETTER OF AGREEMENT
Flame Resistant/Arc Rated (FRIAR)Clotbing
September,2019
THIS LETTER OF AGREEMENT(hereinafter referred to as the"Agreement")is made and entered
into by the International Brotherhood of Electrical Workers, Local 659 ("Union'),and PacifiCorp
("Company").
Purpose
To provide a personal protective barrier to reduce injury resulting from exposure to the hazards of
electric arcs, uncontrolled flames and other extreme heat related conditions. Requirements for
wearing approvexi Flame Resistant/Are Rated (FRIAR) elnthing per 0914A 79 CFR 1910.269 And
NFPA 70E where employees are potentially exposed to flames or electric arcs.The FR/AR Clothing
Agreement is for all Union employees required to wear FRIAR clothing as described in the current
FRIAR Clothing Policy. The intent of this Agreement is to work in conjunction with the
requirements as stated in the Company's current Flame-Resistant/Arc Rated Clothing
Policy/Procedure document.
Scope
This Agreement covers all PacifiCorp employees' within IBEW Kcal 659, who are potentially
exposed to electrical arcs or flash. FRIAR clothing for certain job classifications(see Appendix A)
is considered PPE where the potential for ignition of clothing or thermal skin burns exists. Failure
to wear FRIAR clothing during the prescribed conditions and activities as outlined in the FRIAR
clothing policy could result in disciplinary action.
The Company shall provide eligible new hire employees with an allotment of FRIAR clothing as
outlined in Appendix A, and shall bear the cost of replacement FRIAR clothing items when
necessary as outlined under RepairlReplacement below. The Company will provide and replace
additional miscellaneous items such as beanies, gaiters, balaclavas, and bags as needed. This
program revokes any existing FRIAR clothing agreements in place at the time of signing of this
agreement. Employees not listed in Appendix A shall be supplied the appropriate FRIAR clothing,
by the Company,if their duties require potential exposure to electrical arc or flash.
Application& wear
• Employees are expected to follow the FR/AR clothing policy for the application and wearing
of FRIAR clothing
• Laundering services currently provided by the Company for non-FR coveralls shall continuc,
and shall apply to FR coveralls only for those classifications to which this service is currently
provided
Labels
• All PacifiCorp approved FRIAR clothing will be labeled with the FR and/or AR designation.
• Unapproved modifications to FRIAR clothing are prohibited,and existing logos shall not be
removed,modified or covered.
• The only required logos on new garments shall be the small Company/Union logos on the
chest and/or sleeve, as available through the vendor. Logos will not he required on beanies
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
110

designed to be worn under hard hats. The company will provide logos with no cost to the
employee.
Repair/Replacement
• Employees may repair buttons or small holes using vendor supplied FR thread repair kits.
• Employees shall report damaged FRIAR clothing to management in a timely manner.
• Damaged or worn out FRIAR clothing is to be replaced by submitting the compromised
garment to management along with a completed written replacement approval form. Once
approval has been obtained, employees shall log onto the Tyndale website to order the
approved item.
• FRIAR clothing items are to be replaced with like clothing, from within the appropriate
category contained in Appendix A(Shirts,Outerwear, Raingear,Pants,and Coveralls/Bibs).
For example: replacement of a compromised shirt is to be replaced with another shirt,
whereas a light jacket may be replaced at the employee's choice with another article of
clothing from the Outerwear category(such as a sweatshirt or heavy jacket).
• In the event of contamination of FRIAR clothing with any accelerant,the clothing should be
laundered as soon as possible to remove contamination. Any residual staining should not
compromise the FRIAR integrity. If the stain is unacceptable from a professional image
standpoint, it should be replaced at manager's discretion.
Conclusion
The FRIAR clothing program will be reviewed on an ongoing basis, at least once annually, to
detennine if conditions or processes have been changed,and to update the procedures, if necessary,
based on changes to federal,state or industry standards.During this review,available clothing items
may be added or removed from the vendor catalog as mutually agreed to.
All questions and concerns regarding the effectiveness of the FRIAR clothing program should be
directed to your local Safety Representative with the Health, Safety and Environment department.
By signing this AgrccmcnL the Union and the Company confirm that they have read, understand
and agree%vith the terms and conditions in it and have signed it knowingly.
IN WITNESS WHEREOF,the parties hereto execute this Agreement.
PacifiCorp INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL 659
Chris Schneider,Manager Labor Relations Mike Sofarrrlfnach,Business Manager
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
111

APPENDIX A
Eligible Employees FIR Clothing - Initial/New hire Allotment
by classftatlon Outerwear(Light jacket,Heavy Raingear Coveralls/
Shirts jacket,Sweatshirt,Vest) (set Pants Bibs
T&D QggEM12131
General Foreman 5 3 1 5 1
Line Foreman 5 3 1 5 1
Journeyman Lineman includesApprentice) 5 3 1 5 1
Journeyman Serviceman 5 3 1 5 1
District Lineman 5 3 1 5 1
Line Patrolman 5 3 1 5 1
Site Agent-Estimator 2 1 3
Site Agent-Lineman 5 2 1 5 1
Journeyman Estimator includes Apprentice) 2 1 3
District and Senior Estimator 2 1 3
Senior Meter&Relay Technician 5 3 1 5 1
Jrnymn Meter&Relay Tech includes Assistant 5 3 1 5 1
Senior Communications Technician 5 3 1 5
Communications Technician(includes Assistant) 5 3 1 5
Journeyman Substation Working Foreman 5 3 1 5 2
Journeyman Substation includesApprentice) 5 3 1 5 2
Transformer Repairman Foreman 5 5
Journeyman Transformer Repairman 5 5
Metering'
Meter Working Foreman 5 3 5 1
District Meterman 5 3 5 1
Joumeyman Meterman(Includes Apprentice) 5 3 5 1
Utility Specialist 5 2 5 1
Single Phase Metering Specialist 5 2 5 1
Field Services Specialist 5 2 5 1
HvdroM
General Foreman 5 3 5 1
Journeyman Operator Maint.(includes Apprentice) 5 3 5 1
Senior Operator 5 3 5 1
Control Operator 1 1 1 or 1
Senior Meter&Relay Technician 5 3 5 1
Jmymn Meter&Relay Tech(includes Assistant) 5 3 5 1
Journeyman Station Wireman(includes Apprentice) 5 3 5 1
Senior Communications Technician 5 3 5
Jmymn Plant Mechanic A(includes Apprentice) 5 3 5 1
Jmymn Plant Mechanic B(includes Trainee) 1 1 1
Hydro Repairman 1 1
Compliance Technician I 1 1 f Tl1 1
'Metering Notes: Company to provide Raingear as required
*Hydro Notes: Company to provide Raingear and 60 calorie FRIAR suits as required
PacifiCorp/ IBEW Local 659
2021-2024 Collective Bargaining Agreement
112

Local 659 FR/AR Clothing Program - Changes
Freyucntl� Asked Questions (FAQs)
September 2019
1. What changes have occoured?
The Local 659 FR Clothing Committee and company have adopted a program where
the Company provides and replaces FR/AR clothing as needed. rather than the current
employee allocation program.
2. What does"replaces FRAR clothing as needed"mean?
FRIAR clothing items that are wom out,damaged,or otherwise compromised no longer provide
the necessary protection from a Personal Protective Equipment(PPE) standpoint and will he
replaced at the Company's expense_
3. Will employees receive a new allotment of FRIAR clothing items as a result of this change?
No. Having been in the allocation program, all cligible employees should have an
appropriate level of required clothing that will be replaced as needed going forward.
4. How would a compromised FR/AR clothing item replaced?
Employees should take the compromised FRYAR clothing item to their manager along with the
designated replacement form to obtain written approval. Once approval is obtained, the
employee can proceed to ordcr the item through the Tyndale website. As a best practicc,
some common items may he stocked locally to facilitate an expedited replacement process.
5. What will a compromised FRIAR clothing item be replaced with?
FR/AR clothing items are to be replaced with like clothing, from within the appropriate
category contained in Appendix A of the Letter o1'Agrcemcnt (LOA). For examplc. a
compromised shirt is to be replaced with another shirt,whereas a light jacket may be replaced
at the employee's choice with another article of clothing from the outerwear category(such
as a sweatshirt or heavy jacket).
6. What FRIAR clothing items will be available through Tyndale?
The Local 659 FR Clothing Committee performed a thorough review of the current catalog,
and agreed to remove some items and also add many others that were not previously
available. A draft of the new Tyndale catalog is attached for reference.
7. Miscellaneous items like beanies and leg gaiters are not listed on Appendix A;does this
mean they are no longer available?
The Company will provide and replace miscellaneous items such as beanies. gaiters,
balaclavas, and bags as needed from the new proposed Tyndale catalog.
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
113

8. Why isn't raingear shown in the new proposed catalog?
As part of the proposed FRIAR program change, the company is currently negotiating with
Neilsen Clothing to be the Company's exclusive provider of FR./AR raingear. Neilsen offers a
customized individual suing process and stores this information in each employee's profile to
use for future orders. The raingear is also barcoded to track longevity. and comes with a 2 year
warranty. If the proposed program is adopted,the Company will work to finalize an agreement
with Neilsen.
9. What happens to the allocation amounts that are currently in employees' Tyndale accounts?
Employees may continue to use their allocation balances to purchase FRIAR clothing through the
end of 2019. The new proposed catalog items will be made available as soon as administratively
possible in 2019 liar employees to purchase items using available allocation funds.
10. When%i I I the program change take effect'?
If adopted, employees %%,ill be transitioned to the new program once they have exhausted their
2019 allocation balance. As of January I, 2020 the employee accounts will be eliminated and
any remaining balances left in the accounts will no longer be available.
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
114

Hydro Housing (11-13-2020)
PACIFIC POWER
A DiVISiCN Or PACIRCOWP '
Letter or Agreement
Company Provided Housing— Hydro South
November 13.2020
This Letter of Agreement bet++een IBEW Local 659("Union")and PacifiCorp("Company")is
intended to address the impacts.if any.of the IRS treatment of Company-provided housing.those
emploN ees oecup�ing company provided housing and related matters. '11us agreement consolidates
all previous housing letters of agreement between the Union and the Company and modifies the
short-term disability implications associated++ith Company pro+ided housing.
WHEREAS.Company-provided housing%vill be provided when there is a legitimate business need
to require employees designated in critical response positions to hee in on-site housing.
WHEREAS,the Company facilities are subject to strict licensing,compliance,environmental,and
production requirements and these requirements leave the Company no option but to require
personnel to live on the premises so as to he available and ha+-e+ear-round access to plant
facilities.
1-1IFREEURE,the parties agree to the following terms and conditions
I. The Company-Provided Housing Policy will apply to all eligible employees and will
govern the tax treatment of employees who live in Company pro%ided housing.
2. Also,all regular employees vxho+work at the North Umpqua project,shall be required to
accept housing as a condition of employment since the nearest communities are of a
distance to the facilities which makes housing required and that Highway 138 is the sole
means of access to plant facilities and has been closed to traffic on occasion due to snow
storms, fire.or other natural e+ents.
This shall he the only provision of this agreement that is applicable to seasonal,tenporar
or hiring hall employees Should the compare elect to offer housing to temporan
employees. it shall be the Company's sole discretion on which prentises.'propenies++ill be
occupied and to+chom housing++ill he assigned. The provisions of Article 17.8 6 of the
Collective Bargaining Agreement shall not apply to temporary employees afforded
Company housing
3. Employees on approved short-term disability are eligible to remain in Company-provided
housing:
a Until the disability extends beyond the six(6)month short term disability (STD)
period.or:
b. The Employee provides. either voluntarily or by Company request,medical
certification indicating that the employee is no longer able to perform the essential
job duties of the classification that made them eligible for the company-provided
housing and because of a condition that the Company determines that they
Page 1 of 3
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115

Iq PACIFIC POWER
A oiVI510N OF PAGIFIGORP -
i. cannot reasonably be accommodated:and
n. the situation is either permanent.degenerative or
requires a time frame of rehabilitation exceeding six(6)
month short term disability period.
4. In the event that an employee is no longer eligible for housing under 3(b)above,the
Company is authorized to undertake the following:
a. The Company will provide the employee with a payment-in-lieu of housing for the
remainder of the timeframe from the date the employee vacates the premises until
the end of the six(6)month short-term disability period or a time not to exceed six
months from the date the employee was unable to be accommodated.
i Paylnent will be based on a competitive rental cost for an equivalent
residence in the nearest county seat to the employee's assigned work
location.
ii. Payment w011 not be grossed up and shall be subject to applicable taxes and
withholdings.
b_ The Company will remit the housing rental deposit consistent with the employee's
housing agreement_
c_ The Company will provide 30 days'notice to the employee to vacate the premises.
The Company and Union may mutually-agree to different timeframes based on the
mdiyidtml circumstances
d. The Company and employee will execute a"Termination of Company-Provided
Housing Agreement"which includes a release of all claims related to the Company
provided housing under any federal,state,local,city,or municipal law,statute.
ordinance.regulation,or common-law cause of action.
S. Where an employee who is living in Company-provided housing dies due to accident or
illness,work or non-work related,the family of said employee shall have the opportunity
to remain in the company-provided house for a period not to exceed 90 calendar days from
the date of the death.The terms and conditions of the Company-Provided housing
agreement and policy shall apply during the 90-day period
G. It is the responsibility of the Company to determine the critical response positions that are
required to live in on-site housing expect as indicated for the North Umpqua project noted
above.
7. Should an employee desire to be released from Company-provided housing,they will need
to solicit and obtain wYitten permission from the Company site manager Such request shall
be granted at the Company's sole discretion based upon the Company's ability to ensure
compliance with all licensing and related production requirements.
8. Employees occupying Company-provided housing are subject to all terms and conditions
outlined in the Company-Provided Housing Policy and will be subject to a Company-
Provided HouLsin-Agreement.
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1; PACIFIC POWER
A DIVISION OF PACIFIGOPP
1). An employee who fails to fully satisfy the Company-Provided Housing Agreement. after
being afforded the opportunity to correct such failure as provided in the Housing
Agreement_shall be required to vacate the premises as set forth in the Companv-Provided
Housing Agreement and shall no longer satisf}�the requirements of the position and may be
deemed a%oluntan quit.
10 In the event it is determined that an employee eo%ered bN this agreement is not eligible for
an exemption from income for the value of the Compan-provided housing then the
following shall apply
a The Company shall "gross up" a sum equivalent of the state and federal taxes on the
value of the housing for a term not to exceed twelve months from the date it is
determined the employee is not eligible.
b. Should there arise an issue o%er back liability. up to three years the Company shall
determine the taxable value of the home Upon determination of this value.the
Compan} shall issue a check,grossed up for federal and state taxes equal to this
sum. The Company will provide this money to the impacted employee in exchange
for a full and complete release from any and all real or potential liability associated
NNith the potential under-collection and under-,.,ithholding of taxes attributable to
the valuc of the Company housing.
11. This agreement consolidates and supersexies all previous Company provided housing letters
of agreements. including the North Umpqua Housing agreement dated November 14.20081,
California Company Housing OC Boyle and Copco)agreement dated Februan 29.2009.
and the Prospect Housing agreement dated March 31.2009 and any others not specifically
mentioned
12. Either part-may cancel this agreement by providing the other aith 90 days t+Titten notice
of cancellation.
Agreed. � Agreed
M e rninach Date Nanette QuiIt Date
Business Manager Labor Relations Specialist
IBEW Local 659 PacifiCorp
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117

Declared Emergency (3-15-2021)
PACIFICORP l `
r/
LETTER OF AGREEMENT
Declared Emergency
March 8,2021
This Letter of Agreement between IBEW Local 659 ("Union") and PacifiCorp("Company") is
intended to clarify the conditions and rules of pay associated when the Company declares and
emergency. This agreement shall supersede the Declared Emergency Letter of Agreement
dated January 1, 2008 and shall become effective April 26, 2021.
Declared Emergency Principles
The parties agree to the following parameters for working, compensation and employee rest
during extended major events. Customer service, reliability and employee safety are the
foundations for this initiative. Accordingly,the intent and principles behind the application of
this agreement is to establish rotational shifts to ensure adequate rest periods while also
maintaining consistent and efficient productivity. It is understood that compensation aspects
of this agreement may not result in all employees having the same compensation or periods
assigned for declared emergency rules of pay due to the unpredictable nature of how each
event unfolds and the resulting work/resource assignments and shifts.
Process
A Director of Field Operations, their designee, or a higher level of management will be
responsible for determining when a Declared Emergency(DE)goes into effect and when it is
assigned for changes to work rules, schedule and for "Declared Emergency Rules of Pay"
purposes. Once determined,local management will inform each employee directly,if they are
assigned to work under the terms of the Declared Emergency. Employees are not on Declared
Emergency rules of pay simply because they perform work in the Declared Emergency
district/area— they must be approved and assigned by management for participation in the
Declared Emergency,
Declared Emergency(DE) pay begins either:
• Upon notification to the employee by management that they will be working under the
pay provisions of the Declared Emergency.
• When an employee is assigned to work on a Declared Emergency out of his/her
headquarters, the DE pay starts at the time of assignment; including any travel time
needed to reach the Declared Emergency location.
• When an employee covered by this agreement is involved in the mutual assistance of
other utilities("mutual assistance').
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
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PACIFICORP (9
Employees shall not be required to work any longer than 24 continuous hours unless the
initial restoration will be completed within four(4)to six(6)hours after the Declared
F.mergencv has been announced Or in cases where working these additional hours at the
beginning of a Declared Emergency would be conducive to establishing efficient work'rest
shift rotations/cycles for DE work needs Once established, DE shifts will be paid at two
times(2 Ox— double time)the employee's regular rate of pay. The Company shall pay the
double time DE rate for working periods and rest periods while the employee is approved
for, and assigned to work under, declared emergency rules of pay.
Furthermore, Article 15.5 of the Collective Bargaining Agreement does not apply to DE rules
of pay and there will be no compounding or"stacking"of paid rest premiums
Employees will not be asked or directed to exceed 16 hours of continuous duty after the initial
shifts have been established. Instances of excessive on-duty time will be addressed and any
need for additional compensation resolved in the Labor/Management Committee following
the conclusion of the Declared Emergency.
If an employee is upgraded during a declared emergency, they receive the upgrade rate of pay
during the 16 hours (working) periods and their normal DE rate of pay during the eight (8)
hours of rest period. The upgrade hours worked during a declared emergency shall apply to
the 160 hours qualifying condition outlined in Section 21.7 of the Collective Bargaining
Agreement.
Declared Emergency(DE) ends either:
• When the Company designates the Declared Emergency is over at the district/area level, or
• When the Company notifies an employee that they are released from working the
Declared Emergency
The Company maintains discretion to release employees at specific times as needed for
business operations and shall be permitted to release employees from Declared Emergency
rules of pay prior to the Company cancelling the entire Declared Emergency event.
The employee completes their Declared Emergency pay with eight(8) hours paid rest at the
Declared Emergency rate of pay (2.Ox—double time)as further outlined below
Waypoints for Declared Emergency (DE) Pay
Two waypoints within a 24-hour period have been established relative to the Company ending
the Declared Emergency rules of pay at the district"area IeveL- Midnight (00-00) and 4:30
p m. (16:30) The transition to normal rules of pay is bated on these way-points as follows.
• Employees who are working at the time the event is declared over shall be paid at the
DE: rules of pay until they are either released from work or the earliest waypoint
(midnight or 4:30 p.m.), whichever comes first. Compensation for work performed
past the waypoint shall follow normal rules of pay.
• Employees who are resting at the time the event is declared over, shall remain on DE
PacifiCorp / IBEW Local 659
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119

PACIFICORP r -
rules of pay until the completion of their rest period. Compensation for work performed
after the rest period shall follow normal rules of pay.
If the employee has worked more than eight (8) hours since their last rest period once the
event is declared over or the employee is released from participating in DE,they shall receive
eight (8)hours paid rest at the DE(2.Ox -double time) rate. The Company designates when
the last paid rest occurs, taking into consideration whether travel to their home district can
safely occur before or after the rest period. Whenever possible, employees should not be
released to travel until properly rested. Once the employees have completed their rest period,
they shall return to the appropriate rate as per Article 15.4.2 of the Collective Bargaining
Agreement
Work Examples
Work Example#1: Regular workday-Day shift
Employee begins DE shift at 6 a.m. and is scheduled on Dh'shift until 10 p.m. 1-)Uring their
shift, the DE is cancelled at 3:30 p.m. but the employee continues to work until 9:30 p.m.
Employee begim DE shift as 6 a.m.and works until released r 9:30 p.m.
Fmployce is paid normal rules of pay rtom 4.30
Employee n pmd DE(2.0x)from 6 am. p.m (after icavpoun)until thcy arc rcicased at
until 4 M p m.(ncmoo DE waypomt,even 9 30 p m.
though etant ended at 3:30 pm.) Follnu mr.release,ensplovee is
pmd It holm Lk rest(2.0x)srn:e A
* has been vrater than R hours since
their previous rest
f
Gam
330 p.niL 9:30 p.m
DE Even 4:30 p.m.(16:30) Released
Cancelled Waypoau from wort
Work Example#2: Non-Workday(Saturday)-Day Shift
Employee begins DE shift at 6 a.m. but is released from DE work at 12 noon.
Employee on paid DR rest(2.0x)
until 6 am-(Gam previous
DE shift work).
Employx ra paid DE(2 Ox)from 6 a.m.unit 12 noon.The
► employee daft not cam a DE(2.0x)rest since they had not
worked¢neater than$hours since their last not
a �
I ,
12 nnas Released
Width 6 a.m
tl'xN3•^M t Rolla wofk.
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
120

PACIFICORP ==
Work Example#3: Regular Workday—Night Shift
Employee begins DE shift at 4:30 p.m. and is scheduled on DE shift until 8:30 a.m. DE is
cancelled atll:30 p.m. but employee continues to work until 2 a.m.
Employte is paid DE(2.Ox)from 4:30 p m until 12 midnight (he cnntinucs
DE pay until the nearest w•aypoint firm when DF.ends
F ► Employee a paid normal rules of pa) Following release,
from W a%point to end of work etnplovec is paid 8 hours
M rest(2.0x)since it has
beat greater than 8 bolus
since tbetr previous rest
4:30 p-m.
Wavpoett sltdmght
Wa}point Emplovee
Dec Wed Fmergen 7' ends work
Ends at 11.30 p.ta at 2 a
Work Example 94: Non-Workday(Saturday)—Night Shim
F.mplgtiwe begins DF,shift at 4:30 p.m. but is released fmm DE work at Midnight
Employee on paid DE rest(2.0x)
until 430 p.m.(from paevkms
DE shifk wwtrk).
Fmployee is paid DE(2.Ox)from♦:l0 p.m.until midttight.The
employ cc dote not cam a DE(2.0x)rest since they had not
worked greater than g hours since their Iasi rest,
f a•
Midnight Released
4.30 P.M. 4:30 p m. from Nock
Waypomt
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
121

PACIFICORP
Work Example#5: Out of District Personnel -Regular Workday
Out ojdistrict personnel assigned to DE work in another district. Employee begins work at 6
a.in. and is released at 10 p.in. to get their 8 hours rest and then travel home.
Employee on paid DE rat(2 OK)
until 6 am.(from peavkw DE shift work)
Employee is paid DF.rem
(2.0x)from I0 p.m.to 6 a_m. Following paxl DE rc%L
f ► employee i%on normal
Emplo%cc u p ud DE(2-Ox)from 6 a-in. rules of
until 10 m. pay to travel bail
P to borne district
6 a.m. 12 mIdmght 6 atn.
Waypamt
Employee is released
at 10 P.M.
Agreed: Agreed
,vim gadt 3/15-12-02-1
?0e65i6ninach Date Nanette Quin Date
usiness Manager Labor Relations Specialist
tHEW Local 659 PacifiCorp
PacifiCorp / IBEW Local 659
2021-2024 Collective Bargaining Agreement
122

Index
Absence from Work (also see Leave of Absence)
CourtWitness...........................................................................................20.10
FamilyDeath ..............................................................................................20.9
Family Illness.................................................................................. 10.7.1 , 20.9
JuryDuty ..................................................................................................20.10
MilitaryService ...........................................................................................20.9
Notification to Company ........................................................................... 15.12
Occupational Illness or Injury...................................................................... 11 .1
Sick Leave...................................................................................... 10.3, 10.7.1
Accident Prevention Manual......................................................................... 14.2, 14.3
AgreementApplies to.............................................................................................. 1 .4
Agreement May be Changed at Any Time ..............................................................2.3
Agreement Superseded by Federal/State Laws......................................................2.4
ApprenticeRules................................................................................................... 12.0
Applying for Apprenticeship........................................................................ 12.3
Apprentice .................................................................................................. 12.2
Apprentice Estimators ........................................................................... 16.14.2
Apprentice in Last Six Months of Training ................................................ 12.11
Apprentice Meterman ............................................................................ 16.15.4
Apprenticeship Selection ............................................................................ 12.3
Assistant Comm Tech/Meter & Relay Tech.............................................. 12.13
Eligibility to Enter Training in Another Craft ............................... 12.13, 12.14.1
Exams to Qualify for Pools ......................................................................... 12.3
GroundExperience..................................................................................... 12.2
Hydro.......................................................................................................... 17.0
Involuntary Termination of Apprenticeship ................................................. 12.6
Joint Apprenticeship Committee................................................................. 12.1
Journeyman Seniority Credit ................................................................... 13.1.1
Journeyman Vacancy................................................................. 12.11 , 13.7.10
Layoff .................................................................................................... 13.12.4
MovingExpenses .................................................................................... 13.9.4
Mechanical Skills/Ability Evaluation............................................................ 12.3
Pre-apprentice Positions .......................................................................... 12.16
Timeframe to Accept/Reject Apprentice Offer............................................ 12.3
Tools......................................................................................................... 15.13
Voluntary Termination of Apprenticeship.................................................... 12.6
Wage Rate to Awarded Apprentice .......................................................... 12.14
Arbitration................................................................................................................7.0
Authority of Arbitrator....................................................................................7.2
Expenses......................................................................................................7.3
Requestfor...................................................................................................7.1
Selectionof an Arbitrator .............................................................................7.4
BargainingAgent.....................................................................................................3.1
Bidding ........................................................................................................13.7 - 13.8
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Accepting/Rejecting Bid Job.................................................................... 13.7.2
BidList..................................................................................................... 13.7.9
Bidders .................................................................................................... 13.7.4
Disability Placement and ................................................................ 13.17,13.18
District Line Foreman Vacancy................................................................... 13.8
Interview.................................................................................................. 13.7.8
Journeyman Classifications Awarded.................................................... 13.7.10
Laid-off Employee and........................................................................... 13.13.1
Placement in New Job............................................................................. 13.7.7
Posted Job Vacancies.................................................................... 13.7, 13.7.2
Primary Vacancy ..................................................................................... 13.7.3
Probationary Period.................................................................................... 13.6
Secondary Vacancy................................................................................. 13.7.3
Supervisory Vacancy.................................................................................. 13.6
Temporary Vacancy. ................................................................... 13.7.1 , 13.7.5
Wage Rate at New Location.................................................................... 13.7.7
Wage Rate at Present Location............................................................... 13.7.6
Break (see Rest Period)
Break-in Period ................................................................................................... 15.28
Pay ........................................................................................................... 15.28
Bylawsof Local 659 ..............................................................................................3.12
Call Back after Released.................................................................................... 15.7.1
Care for a Family Member.................................................................................. 10.7.1
Clothing
Coverall Service ....................................................................................... 15.33
Typeof ....................................................................................................... 14.6
Waterproof................................................................................................ 15.31
Commercial Driver's License............................................................................... 15.37
Committees
Joint Apprenticeship .......................................................................... 12.1, 12.3
Joint Management and Union Insurance................................................... 20.4
JointSafety Rules....................................................................................... 14.1
Labor-Management....................................................................................3.14
Retirement..................................................................................................20.2
Company and Union Representatives.....................................................................5.0
Company and Union Security..................................................................................3.0
Company Bulletin Board
JobVacancy Posting ............................................................................... 13.7.2
Names of Union and Company Reps. ..........................................................5.3
Notice of Work Outside of Headquarters............................................... 15.17.1
Posting Union Bulletins.................................................................................5.7
Company Housing Power/Hydro........................................................................... 17.8
Constitutionof IBEW.............................................................................................3.12
ContractingWork ..................................................................................................3.13
Contracts Entered into................................................................................3.13
CoreWork Group..................................................................................................3.13
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CoverallService.................................................................................................. 15.33
Customer Response Shift
CompanyVehicles................................................................................... 15.9.2
Establishing Shifts ................................................................................... 15.9.1
FirstCall .................................................................................................. 15.9.1
Locations................................................................................................. 15.9.1
Pay .......................................................................................................... 15.9.1
Customer Service Area Changes..........................................................................3.13
Definitions .............................................................................................................21 .0
Continuous Service ..................................................................................21.10
CoreWork Group .......................................................................................3.13
Disability..................................................................................................... 10.3
Emergency or Emergency Condition ........................................................21.17
Expenses..................................................................................................21.16
Full -Time Employee...................................................................................21 .4
Headquarters Geographic Area............................................................. 13.12.3
Headquarters Area ...................................................................................21.15
ImmediateFamily .....................................................................................21.13
InDomicile................................................................................................21.16
JobHeadquarters.....................................................................................21.15
Journeyman.............................................................................................. 15.26
Meal Guideline Explanation/Definitions ....................................................21.16
OperatingArea .........................................................................................21.18
Outof Domicile.........................................................................................21.16
OverallSeniority...................................................................................... 13.1.2
Part-Time Employee...................................................................................21 .5
PayrollMonth..............................................................................................21 .8
PayrollYear................................................................................................21 .9
Probationary Period........................................................................... 13.6, 21 .1
Qualified Switchman.................................................................................21.19
RegularEmployee......................................................................................21 .2
RegularJob ..............................................................................................21.11
Regular Straight-Time Rate........................................................................21 .7
ShiftWorker................................................................................................21 .6
Temporary Employee .................................................................................21 .3
TemporaryJob .........................................................................................21.12
Disability
Placement...................................................................................... 13.17, 13.18
Disability Benefit Plan (Nonoccupational Illness/Injury)......................................... 10.0
Available Sick Leave Hours..................................................................... 10.7.3
BenefitYear................................................................................................ 10.6
Benefits ...................................................................................................... 10.7
Care for a Family Member....................................................................... 10.7.1
Comprisedof.............................................................................................. 10.7
Costof Plan................................................................................................ 10.2
Definition of Disability ................................................................................. 10.3
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Doctor's Statement..................... 10.10, 10.11, 10.12, 11.2, 11.6, 13.19, 13.20
Eligibility ..................................................................................................... 10.5
Employee Responsibility .......................................................................... 10.12
Exclusions ............................................................................................... 10.4.1
Holidayand................................................................................................. 10.9
Injury Incurred in the Service of Another Company................................. 10.4.2
Injury Suffered Rep. Company in Civic Activity........................................ 10.4.2
Long-Term Disability Insurance............................................................... 10.7.2
Notice and Evidence of Disability .................................................. 10.11, 15.12
Retirementand........................................................................................ 10.7.6
Short-Term Disability............................................................................... 10.7.2
SickLeave............................................................................................... 10.7.1
State Disability Compensation.................................................................... 10.8
Terminationand....................................................................................... 10.7.6
Vacationand............................................................................................. 10.10
Disability Benefits (Occupational).......................................................................... 11 .0
Applying Hours from Sick Leave Bank ....................................................... 11 .3
Cease......................................................................................................... 11 .5
Certification by Licensed Physician ............................................................ 11 .2
Evidence of Disability ................................................................................. 11 .6
Forms to be Filled Out................................................................................ 11 .6
Injury Incurred in the Service of Another Employer ................................. 10.4.2
Injury Suffered while Rep. Company in Civic Duty .................................. 10.4.2
Misrepresentation of Facts ......................................................................... 11 .7
Payon Day of Injury ................................................................................... 11 .2
Released to Return to Work ....................................................................... 11 .4
Workers' Compensation ............................................................................. 11 .1
DisciplinaryAction................................................................................................. 11 .7
ESOP ...................................................................................................................20.5
Emergency or Emergency Condition...................................................................21.17
Equipment Replacement..................................................................................... 15.32
Expenses ............................................................................................................21.16
InDomicile................................................................................................21.16
Outof Domicile.........................................................................................21.16
Force Reduction (See Layoffs)
FamilyDeath .........................................................................................................20.9
Family Illness ............................................................................................ 10.7.1 , 20.9
Foreman.................................................................................................. 15.20 - 15.25
401 K Plan.............................................................................................................20.5
Gender.................................................................................................................3.3.1
General Wage Increases.......................................................................................22.0
Grievance Procedure ..............................................................................................6.0
Company Asserted Grievance......................................................................6.3
Controversies ...............................................................................................6.1
Discharge ..................................................................................................6.2.4
Disputes .......................................................................................................6.1
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Expenses of Witnesses .............................................................................6.2.3
Extension of Time Periods........................................................................... 6.4
FirstStep...................................................................................................6.2.1
Form to be Filled Out.................................................................................6.2.2
SecondStep..............................................................................................6.2.2
Strikesand Lockouts. ...................................................................................4.1
Termination During Probationary Period ...................................................6.1.2
ThirdStep...........................................................................................6.2.3, 6.3
Time Off with Pay to Process Grievance......................................................5.4
Union Asserted Grievance............................................................................6.3
Headquarters
Area..........................................................................................................21.15
Assignment Other than Regular Headquarters........................................... 15.3
Defined .....................................................................................................21.14
Prescheduled Overtime........................................................................... 15.4.2
WorkOutside of........................................................................................ 15.18
High Time (Working Over 80 Feet Above the Ground)........................................ 15.35
Holidays ..................................................................................................................8.0
Birthday ........................................................................................................8.1
DuringVacation............................................................................................8.4
Eligibility ............................................................................................ 8.3, 8.3.1
Deferral of Holiday.....................................................................................8.2.3
FloatingHoliday............................................................................................8.5
Observed....................................................................................8.1, 8.2 - 8.2.2
Overtime.................................................................................................. 15.4.2
PayContingent Upon ...................................................................................8.3
Pay for Dual Classifications..........................................................................8.3
Rotating Shift Extension of Normal Days Off.............................................8.2.2
Rotating Shift may Schedule a Floating Holiday.................................15.4.2 (a)
Hoursof Work ....................................................................................................... 15.2
Overtime Posted............................................................................. 15.4.3, 15.7
Hydro Dept. Shift Workers....................................................................... 17.1.1
Prescheduled 10 Total Hours on Sat................................................. 15.4.2 (c)
Logistics ..................................................................................................... 18.3
Time Off Following Overtime Work............................................................. 15.5
Two Total Extended Hrs Attached to 8 Hr Day...................................15.4.2 (b)
HSA..... .................................................................................................................20.4
InDomicile ..........................................................................................................21.16
In-hire Classifications
Layoffand.............................................................................................. 13.12.3
Pay when Awarded..................................................22.0 Wage Table Footnote
InsuranceCommittee ............................................................................................20.4
Insurance Plans (see Retirement and Insurance Plans)
JobDescriptions.................................................................................................... 16.0
Communications Technician.................................................................. 16.20.1
Communications Technician Assistant.................................................. 16.20.2
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Communications Technician Senior......................................................... 16.20
District Line Foreman .............................................................. 13.8, 15.21,16.2
DistrictLineman.......................................................................................... 16.3
EstimatorApprentice ............................................................................. 16.14.2
Estimator Journeyman........................................................................... 16.14.1
EstimatorSenior....................................................................................... 16.14
Field Services Specialist............................................................................. 19.3
Flagger.................................................................................................... 16.5.2
Foreman ......................................................................................... 15.21,15.22
Garage Mechanic 1 st Class...................................................................... 16.18
Garage Mechanic Foreman................................................................... 16.18.2
Garage Mechanic in Charge.................................................................. 16.18.1
General Foreman .................................................................................... 17.3.1
Heavy Equipment Man ..........................................................................16.6 (3)
Helper......................................................................................................... 19.4
High Voltage and Safety Equipment Tester........................ 16.15.6 — 16.15.6.1
Hydro Compliance Technician................................................................. 17.6.8
HydroHelper ........................................................................................... 17.6.7
HydroRepairman. ................................................................................... 17.6.6
Inspection Specialist................................................................................ 16.5.1
Journeyman................................................................................... 15.26, 16.12
Journeyman Lineman ......................................................... 16.1, 16.7 - 16.11.1
Journeyman Operator Maintenance ........................................................ 17.4.4
Journeyman Radio Serviceman................................................................ 16.16
Journeyman Serviceman............................................................................ 16.4
Journeyman Station Wireman ................................................... 16.17.2, 17.5.3
LaborForeman......................................................................................... 15.23
Labor Foreman General ........................................................................... 15.24
Line Foreman District ....................................................................... 15.21,16.2
LinePatrolman ........................................................................................ 16.3.1
Logistics Foreman ...................................................................................... 18.1
Logistics Specialist..................................................................................... 18.2
Logistic Trainee 1, 2 .......................................................................... 18.5, 18.4
MeterForeman......................................................................................... 16.15
MeterReader.............................................................................................. 19.1
Meter Reader Temporary ........................................................................... 19.1
Meter Working Foreman........................................................................ 16.15.1
MetermanApprentice ............................................................................ 16.15.4
Meterman District .................................................................................. 16.15.2
Meterman Journeyman.......................................................................... 16.15.3
OperatorControl...................................................................................... 17.4.3
OperatorHydro........................................................................................ 17.4.5
OperatorSenior....................................................................................... 17.4.2
Plant Mechanic Hydro Journeyman......................................................... 17.6.1
Service CoordinatorA/B/C/D.................................................................... 16.13
Service Dispatcher ................................................................................ 16.13.2
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Single Phase Metering Specialist.......................................................... 16.15.5
Station Meter and Relay Tech Assistant................................................ 16.19.4
Station Meter and Relay Tech Journeyman .......................................... 16.19.3
Station Meter and Relay Tech Lead ...................................................... 16.19.2
Station Meter and Relay Tech Senior.................................................... 16.19.1
Transformer Repairman ........................................................................ 16.15.8
Transformer Repairman Foreman ......................................................... 16.15.7
Utility Clerk ............................................................................................ 16.13.2
UtilitySpecialist .......................................................................................... 16.5
Utility Specialist Pre-Apprentice................................................................ 12.17
Wireman Foreman........................................................................ 16.17, 17.5.1
Wireman Working Foreman....................................................... 16.17.1, 17.5.2
YardHelper ................................................................................................ 19.4
JourneymanDefined ........................................................................................... 15.26
Tools......................................................................................................... 15.13
Various Classifications Working Together................................................ 15.27
Jury Duty
CompanyPolicy.................................................................................9.10, 20.9
Pay ...........................................................................................................20.10
KPlan ...................................................................................................................20.5
Labor Management Committee
Boundaries .................................................................................................3.14
Committee Structure...................................................................................3.14
Duration......................................................................................................3.14
GroundRules .............................................................................................3.14
Guiding Principles.......................................................................................3.14
Meetings.....................................................................................................3.14
Purpose......................................................................................................3.14
Layoff ................................................................................................................. 13.12
Apprentices/Apprentice Qualifieds......................................................... 13.12.4
Bidding Jobs.......................................................................................... 13.13.1
ContractingWork and.................................................................................3.13
Core Work Group and ................................................................................3.13
Customer Service Area Changes and ........................................................3.13
Disability Benefits (Occupational) and ........................................................ 11 .5
Downgrading into Core Geog Areas.................................................13.12.3 (e)
Employee Work Location Adjustments and ................................................3.13
In-Hire Classifications and..................................................................... 13.12.3
MovingExpenses .................................................................................... 13.9.3
Noticeof................................................................................................ 13.12.5
Options.................................................................................................. 13.12.3
Rehire Following......................................................................... 13.13, 13.13.1
Returning from Layoff and Sick Leave Credit.......................................... 10.7.7
Seniority and............................................................................13.3 (e), 13.12.2
Station Wiremen in Hydro and D.E.M.0. .................................... 16.17.2,17.5.3
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Leave of Absence
CourtWitness...........................................................................................20.10
FamilyDeath ..............................................................................................20.9
Family Illness.................................................................................. 10.7.1 , 20.9
JuryDuty ...........................................................................................9.10, 20.9
Military Service ....................................................................................9.9, 20.9
Returning to Previous Job ........................................................................ 13.14
SickLeave......................................................................................... 10.3, 10.7
VacancyCreated...................................................................................... 13.14
Letter of Agreements
List of LOA's and MOU's ............................................................................25.0
Line Crew
Helpersand ................................................................................................ 16.2
Line Foreman in Charge........................................................................... 15.20
Various Classifications ............................................................................. 15.27
Working Foreman in Charge..................................................................... 15.20
Lockouts and Strikes...............................................................................................4.0
Long - Term Disability
Company Contribution.............................................................................20.4.4
Disability Eligibility ...................................................................................... 10.5
Occupational Disability Benefits and .......................................................... 11 .1
Released to Return to Work and ................................................... 13.19, 13.20
Seniorityand...........................................................................................13.3 (i)
Short -Term Disability Accumulation........................................................ 10.7.2
VacationBank and .................................................................................. 11.4.1
ManagementRights .......................................................................................3.2, 13.5
Meals
BadWeather and...................................................................................... 15.16
Call Out for Overtime Before 6 am and ................................................. 15.14.1
CompanyProvided................................................................................ 15.14.1
Non-overtime out of domicile....................................................................21.16
Outof Domicile.........................................................................................21.16
OvertimeMeals ..................................................................................... 15.14.1
Overtime Pay Until Relieved for a Meal...................................................... 15.2
Within Headquarters.............................................................................. 15.17.2
Work Outside of Headquarters Area...................................... 15.17.1 — 15.19.1
MileageFormula .............................................................................................. 15.18.1
MovingExpenses.................................................................................................. 13.9
Apprentice ............................................................................................... 13.9.4
Bid Award Higher Rated Job and ............................................................ 13.9.1
Bid Award Present or Lower Classification and....................................... 13.9.2
Force Reduction and ............................................................................... 13.9.3
Reimbursed ............................................................................................. 13.9.5
On the Job Injury
Permanent Disability Bidding Other Jobs ................................................. 13.16
Returning to Former Position.................................................................... 13.15
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Out of Domicile Expenses...................................................................................21.16
Overtime
Call Back After Being Released............................................................... 15.7.1
CallOut Sheets ....................................................................................... 15.6.1
Compensation ......................................................................................... 15.4.3
Customer Response Shift........................................................................ 15.9.1
Defined .................................................................................................... 15.4.1
Double Time Exceptions.......................................................................... 15.4.2
Emergency and Travel Pay ...................................................................... 15.10
EqualOpportunity.................................................................................... 15.4.3
Holiday .................................................................................................... 15.4.2
HoursPosted.................................................................................. 15.4.3, 15.7
MealAllowance .................................................................................... 15.14.1
Pre-scheduled OT ................................................................................... 15.4.2
One and One-Half Overtime...............................................................15.4.2 (e)
Prescheduled Overtime and Travel Pay.................................... 15.10 - 15.10.1
Rotating Shift Workers Holiday and....................................................15.4.2 (a)
Seniorityand............................................................................................ 15.4.2
Standby Time ............................................................................................ 15.8
Sunday .................................................................................................... 15.4.2
Time Off Following Overtime Work............................................................. 15.5
Training and Travel.............................................................................15.4.2 (e)
Travel Time Pay and ................................................................. 15.10 - 15.10.1
Unscheduled Overtime and Travel Time Pay........................................ 15.10.1
WorkAssignments...................................................................................... 15.7
Working 60 Minutes or More of Noon Hour................................................ 15.2
Paydays .............................................................................................................. 15.11
PerDiem .............................................................................................................21.16
Permanent Disability ........................................................................................... 13.16
Physical Examination ...................................................................... 10.11, 11.6, 15.34
Physical Limitations............................................................................................. 13.17
Probationary Period...................................................................................... 13.6, 21 .1
Purpose of Agreement ....................................................................................1 .1 - 1.3
RainGear............................................................................................................ 15.31
Retirement and Insurance Plans...........................................................................20.0
Annual Review of Plans with Union............................................................20.4
Company Contribution......................................................................20.4 - 20.9
DentalBenefits ........................................................................................20.4.3
401 K Plan..................................................................................................20.5
Joint Mgmt and Union Insurance Committee..............................................20.4
LifeInsurance..........................................................................................20.4.1
Long -Term Disability..................................................................................20.4
Medical Benefits ......................................................................................20.4.2
Presenting Proposals for Amendment of...........................................20.2, 20.4
Retirement Committee................................................................................20.2
RetirementPremium...................................................................................20.6
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Timely Notice of Changes to.......................................................................20.4
VisionBenefits.........................................................................................20.4.2
Safety
Accident Prevention Manual....................................................................... 14.2
Clothing ...................................................................................................... 14.6
Foreman or Workman in Charge and ......................................................... 14.5
Glasses ................................................................................................... 14.7.4
HardHats ................................................................................................ 14.7.3
Protective Devices and Equipment.......................................................... 14.7.2
Reporting Unsafe Conditions...................................................................... 14.6
Responsibility of Foreman .......................................................................... 14.5
RubberBoots........................................................................................... 14.7.1
SafetyToed Shoes.................................................................................. 14.7.5
Toolsand.................................................................................................. 15.13
Seniority
Applied ....................................................................................................... 13.1
Company Housing and ............................................................................ 17.8.6
Defined ....................................................................................................... 13.1
Journeyman Credit and ........................................................................... 13.1.1
Layoffand.............................................................................................. 13.12.2
Lists.......................................................................................................... 13.21
Long-Term Disability and........................................................................13.3 (i)
Lossof........................................................................................................ 13.4
On the Job Injury and ............................................................................... 13.15
OverallSeniority...................................................................................... 13.1.2
OvertimeWork and.................................................................................. 15.4.3
Permanent Disability Bidding Other Jobs ................................................. 13.16
Returnfrom Injury and.............................................................................. 13.15
Temporary Employee and ....................................................................... 13.2.1
Vacanciesand............................................................................................ 13.5
WhenAcquired........................................................................................... 13.2
Short-Term Disability.......................................................................................... 10.7.2
Occupational Short-Term Disability Allowance........................................... 11 .1
Supplementing with Sick Leave............................................................... 10.7.3
Sick Leave (see Disability Benefit Plan Nonoccupational)
SixMonth Increase.............................................................................................. 15.29
StandbyTime........................................................................................................ 15.8
Standby Floating Holiday ................................................................................... 15.8.1
Strikesand Lockouts...............................................................................................4.0
Substation Journeyman.................................................................................... 16.17.3
Successor Clause ...................................................................................................2.5
Supervisory Vacancy............................................................................................. 13.6
Termof Agreement .................................................................................................2.1
Tools ................................................................................................................. 15.13
Training and Travel .......................................................................................15.4.2 (e)
TrainingTrust...................................................................................................... 12.14
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Travel Time
Prearranged Work Sat., Sun., Holiday and............................................ 15.10.1
Traveling out of Headquarters............................................................................. 15.18
Union and Company Representatives..............................................................5.1, 5.2
Union and Company Security..................................................................................3.0
UnionDues .............................................................................................................3.5
Cancellation................................................................................................3.11
Collection......................................................................................................3.9
Condition of Employment .............................................................................3.6
Delinquent .............................................................................................3.7, 3.8
MonthlyDeductions....................................................................................3.10
Upgrade
Assigned to a Higher Paid Classification .................................................. 15.28
Heavy Equipment Man ............................................................................... 16.6
No Experience Break in Period................................................................. 15.28
Service Coordinators............................................................................. 16.13.1
Pay ........................................................................................................... 15.28
Vacationand...............................................................................................9.10
Welding ................................................................................................... 17.6.4
Vacation
Accrual .............................................................................................9.2 — 9.2.2
Allowance..................................................................................................9.2.1
Canceled Because of an Emergency ...........................................................9.7
Carryover Conditions....................................................................................9.4
Disabilityand ................................................................................................9.5
Eligibility .......................................................................................................9.1
HolidayDuring..............................................................................................9.6
Leave of Absence Reduces..........................................................................9.8
Long-Term Disability and......................................................................... 11.4.1
Military Service and ......................................................................................9.9
Pay ............................................................................................................9.4.1
Scheduling...............................................................................9.3 — 9.3.2, 9.12
Terminationand............................................................................................9.7
Wages
Apprentices............................................................................................... 12.13
Assigned Work of a Lesser Paid Classification......................................... 15.28
Awarded Inhire Classification ...............................................................22.0 (D)
Call Back after Released ......................................................................... 15.7.1
Customer Response Shift........................................................................ 15.9.1
Disability Rate of Pay ............................................................................... 13.19
Dual Classifications .................................................................................. 15.30
General Increases ......................................................................................22.0
High Time (Working Over 80 Feet Above the Ground)............................. 15.35
Holiday ........................................................................................8.3, 15.4.2 (a)
Journeymen Working Together Unsupervised ......................................... 15.20
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Minimum Call Out Pay................................................................. 15.4.2, 15.7.1
On Day of Occupational Illness/Injury......................................................... 11.2
Primary Classification ............................................................................... 15.28
Reporting for Work and not Assigned......................................................... 15.7
Standby Time ............................................................................................ 15.8
Training and Travel.............................................................................15.4.2 (e)
Union Representative at Company Meeting .................................................5.6
Union Representative Conducting a Grievance............................................5.4
Union Representative Conducting Union Business ......................................5.5
Upgrade.................................................................................................... 15.28
Working in a Lesser Classification............................................................ 15.28
WaterproofClothing ............................................................................................ 15.31
Work Location Other than Regular
Headquarters................................................................ 15.3, 15.17.1 — 15.19.1
Work Rules
District Operations, Meter-Transformer.............................................................
and Garage Departments............................................................ 16.1 - 16.18.3
HydroDepartments ........................................................................17.1 - 17.18
Logistics ...........................................................................................18.1 - 18.4
Workday................................................................................................................ 15.1
WorkWeek............................................................................................................ 15.1
Workers' Compensation........................................................................................ 11 .1
Released to Return to Work ....................................................................... 11 .4
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