20240829PAC to Staff 175 Attachment G-2.pdf

L659 Working Agreement
International Brotherhood of Electrical Workers, Local 659
PACIFIC POWER Term of Agreement:
A DIVISION OF PACIFICORP April 26, 2024 — April 25, 2029

PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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........................................................... 8
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 ....................................................... 18
Article 11 .0 Occupational Disability Benefits........................................ 24
Article 12.0 Apprentice Rules............................................................... 26
Article 13.0 Seniority Rules.................................................................. 30
Article 14.0 Safety Rules......................................................................41
Article 15.0 General Working Rules.....................................................43
Article 16.0 Definitions and Working Rules for
District Operations, Construction,
Meter-Transformer and Garage
Departments ..................................................................... 59
i
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Article 17.0 Working Rules for Power/Hydro
Departments ..................................................................... 74
Article 18.0 Working Rules for Stores
Department ....................................................................... 81
Article 19.0 Meter Readers and Miscellaneous
Classifications ................................................................... 82
Article 20.0 Retirement and Insurance Plans for
Employees ........................................................................ 83
Article 21 .0 Definitions ......................................................................... 90
Article 22.0 Job Classification and Wage Scale................................... 92
Article 23.0 Deleted 4/26/21
Article 24.0 Letters of Agreement ...................................................... 102
Index ............................................................................... 144
ii
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

THIS WORKING AGREEMENT, dated April 26, 2024 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,April 25, 2016 and April 26,
2024.
WHEREAS, the said Working Agreement was to extend to April 25, 2029, 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, 2029.
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.
1
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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, 2029 and thereafter until terminated. Either party may
terminate this Agreement on, or at any time after April 25, 2029, 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 4/26/24)
2.2 Either party may propose amendment of this Agreement on, or at any time after
April 25, 2029, 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 4/26/24)
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.
2
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 Neither the Company nor the Union will discriminate against any employee
or applicant as it relates to any of the terms of this Agreement, because of
race, color, religion or religious creed, age, national origin, ancestry,
citizenship status (except as required by law), gender (including gender
identity and expression), sex (including pregnancy), sexual orientation,
genetic information, physical or mental disability, veteran or military status,
familial or parental status, marital status or any other category protected by
local, state, or federal law. The Company and Union will cooperate to provide
a work environment free of harassment and discrimination.
Any use of gendered pronouns in this Agreement is intended to be all-
inclusive and gender-neutral, and use of "they", "them", or "their"
throughout this Agreement is also intended as a gender-neutral pronoun.
Use of they/them/their shall mean a single worker or employee unless
otherwise specified. Gender-specific terms are not intended to be
discriminatory but are the trade terms used to describe certain positions,
e.g., "Journeyman." (Amended 4126/24)
3.3.1 Use of the male or female gender in this Agreement shall include the
opposite gender.
3
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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.
4
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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
5
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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.
6
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

• 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 four (4) members
appointed by the Company and four (4) members appointed by the Union.
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.
7
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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.
8
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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
9
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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:
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.
10
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
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). Such cases shall be
referred to an impartial arbitrator selected by contacting the Federal
Mediation and Conciliation Service (FMCS) to furnish a list of seven (7)
arbitrators with offices in Oregon, Washington, and/or California who are
members of the National Academy of Arbitrators. From that list of arbitrators,
the Union and the Company will, in turn, strike a name from the list until there
is only one name remaining, and the remaining name shall be the arbitrator.
For the first arbitration under this LOA, the first to strike a name from the
FMCS list shall be determined by a coin toss, with the loser of the toss
striking first. For each subsequent arbitration, the first to strike a name from
the FMCS shall alternate between the Company and the Union. For example,
if the Company loses the coin toss and strikes the first name in the first
arbitration under this LOA, then the Union would strike the first name in the
next arbitration. The Company and the Union agree to take all steps necessary
11
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

to facilitate the arbitration, and to abide by and perform the award made in such
arbitration. (Amended 4/26/24 per LOA dated 4/4/23)
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 Deleted 4/26/24
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 Eve, 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 4/26/24)
New regular Employees will be allocated floating holidays according to the
following schedule:
Month of Hire Payroll Year 2024 Number of Floating Holidays
December 26t" though June 30t" 2
July 1st through November 25t" 1
(No floating holidays will be applied for new hires starting after November 25)
Beginning in payroll year 2025, the Company will either: (1) provide one
additional floating holiday (total of three (3) floating holidays), or (2)
implement Juneteenth as an observed holiday.
If Juneteenth is not implemented as an observed holiday, beginning in
payroll year 2025, the following chart will be used for floating holidays:
Month of Hire Payroll Year 2025 Number of Floating Holidays
December 26t" through June 30t" 3
July 1st through November 25t" 2
(Amended 4/26/24)
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
12
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
8.2.3 T&D Operations Employees required to be on standby or declared
emergency (DE worked or DE rested) (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.
(Amended 4/26/24)
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.
13
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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:
14
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Length of Service in Hours Per Year Hours Per Pay Period
Years and Months
New Hire through 4 years 80 3.333
Start through 48t" month
5th through 12t" year 120 5
49t" through 144t" month
13t" through 20t" year 160 6.667
145t" through 240t" month
21 st through 27t" year 200 8.333
241st through 324t" month
28th year and beyond 240 10
325t" month and beyond)
Effective December 26, 2024, the following chart will be used to calculate
vacation allowance:
Length of Service in Hours Per Year Hours Per Pay Period
Years and Months
New Hire through 4 years 80 3.333
Start through 48t" month
5th year through 9t" year 120 5
49t" through 108t" months
10t" through 14t" year 160 6.667
109t" through 168t" months
15t" through 24t" year 200 8.333
169t" through 288t" month
25t" year and beyond 240 10
(289t" month and beyond)
Employees must fully complete the 48t", 108t", 168t" and 288t" month of
service to receive the higher allocation tier of vacation the next pay period.
(Amended 4/26/24)
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 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.
15
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Hours of Work per Week Accrual Rate
Under 20 0%
20-29 75%
30-35 88%
Over 35 100%
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 25' of that year and this cancellation causes the
Employee to have in excess of 320 hours of vacation on December 25t", 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 25', 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.
16
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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)
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 theirjob 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.
17
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

ARTICLE 10.0 — DISABILITY BENEFIT PLAN
This Article was amended 4/26/24.
10.1 The Company agrees to provide the following Disability Benefit Programs(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 Program(s) by its members and in the
enforcement of Sections 10.11 and 10.12 hereof.
10.2 Cost of Program. The entire cost of the Disability Benefit Program 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 Program
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
Program(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 Disability Program
is effective the first full month following hiring. Part time Employees shall receive
pro-rated hours as per the chart in 8.3.1.
18
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
10.7.1 Sick Leave. Sick leave is awarded to the Employee's sick leave bank
on December 26' and on the date of hire, in accordance with the
schedule below.
Month of New Hire Hours of Sick Leave
Allocated
December 26t" through February 72
March or April 60
May or June 48
July or August 36
September or October 24
November or through December 25th 12
Regular Employees in their first full calendar year, subsequent to the
beginning of the payroll year of December 26th, will be entitled to 96
hours of sick leave. In the second and subsequent years, the regular
Employee is entitled to 120 hours of sick leave. Sick leave may be
accumulated at the rate of 120 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.
19
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Sick leave usage for employee family members shall be subject
to state and federal regulations and law (i.e. Oregon Sick Time
and California Paid Sick Leave) and will be deducted from the
Employee's accumulated sick leave bank. (Amended 4/26/24)
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 provider 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
(LTD) Policy, but in no case to exceed a period of 180-calendar days
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 licensed provider.
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, vacation,
floating holiday or standby floating holiday 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 or State Leave Laws.
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.
20
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
provider 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
Employee may be eligible to apply for Long-Term Disability
benefits.
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 Program.
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 Policy. Any remaining sick leave credit an Employee
has accrued prior to going on the Long-Term Disability benefit shall
be retained for use in the event the Employee returns to regular
employment status from Long-Term Disability. Employees who have
exhausted their STD benefit and have not qualified for Long-Term
Disability benefits and are unable to return to work will be provided 60-
calendar days of unpaid leave in which to attempt to qualify for Long-
Term Disability benefits or return to work. At the end of the 60-day
period, 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
21
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 retire 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 provider 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 25t" at their regular hourly rate on that date.
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 therefore in accordance with the reporting provisions of Article 15. No
22
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 program, 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 Independent Medical
Examination (IME) 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 licensed provider to be designated and paid for by the Company.
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 program 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
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.
23
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
This Article was amended 4/26/24.
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 provider 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 Policy, but in no case to exceed a period of 180-calendar days
from 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 workers compensation medical provider for
return to work within said 180-calendar days, 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 180-calendar days.
24
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 benefit, 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 are unable to
return to work will be provided 60-calendar days in which to attempt
to qualify for such benefits or return to work. At the end of the 60-
calendar days, if the Employee has not returned to work or qualified
for additional benefits, their employment may be terminated. If the
Employee subsequently qualifies for Long-Term Disability benefits
during the next four months, (a total of six months)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 Policy 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 qualified medical provider to be
designated and paid for by the Company. Medical evidence will be accepted from
a qualified medical provider 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 Program shall disqualify the Employee for such benefits and shall be just
cause for disciplinary action.
25
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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. Pre-qualification testing requirements as identified by the Joint
Apprenticeship Training Committee. (Amended 04/26/24)
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
26
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

(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 proper job 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 decline such a location, the Employee shall be afforded the rights in Section
13.3. (e). However, they shall not exercise their seniority to displace an existing
Employee in their Journeyman classification.
27
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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. JATC approval shall not be necessary when an
apprentice bids and is awarded a journey level position in the same
headquarters in which the apprentice completed their apprentice training.
An extension of training (aka "hold(s)") implemented by the Joint
Apprenticeship Training Committee will extend an apprentice's completion
date (top out date) by such time as the hold(s). Apprentice holds will also
impact current classification date equal to the duration of the hold(s) and
may alter the order of bid awards accordingly. (Amended 4/26/24 per LOA
date 8/31/22)
28
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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
29
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 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.
13.1.1 Employees who have entered into a regularly indentured apprentice
training program after January 2, 2008 will be given a Journeyman
30
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 empaneled 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.
31
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
32
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 forty-five (45) calendar 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 forty-five (45)
calendar 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. (Amended 4/26/24)
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.
13.7.3.1 In filing vacancies in jobs requiring selection by a "Joint
Selection Committee," the sub-committee shall consist of
33
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
above their normal expected costs, or mileage allowance for driving
between their new job location and the former and continuing job. This
34
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

provision shall not be applicable to positions subject to Article
12.11. (Amended 4/26/24)
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 Garage
Mechanic In Charge, Garage Mechanic Foreman, 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.
35
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 4/26/24)
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 10/26/01
36
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
37
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
38
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
39
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 provider 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 provider 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 provider 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)
40
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
41
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 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)
42
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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. 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.
Working Through Lunch: Employees should not work through lunch except
at the direction of management for emergent work. In these circumstances,
employees will earn the double time rate of pay from their normally
scheduled meal period to the end of the emergent work or the end of their
regularly scheduled shift, whichever comes first. Employees are required to
break for their unpaid meal period after emergent work is completed.
(Amended 4/26/24)
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.
43
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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.
15.4.2 All overtime compensation shall be paid as follows:
44
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
Saturday/Prescheduled 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.
(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
45
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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. 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)
46
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 Deleted 4/26/24
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
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.
47
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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.
48
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

15.8.1 Wires personnel shall be compensated at a rate of 30% rather
than the 20% rate noted above. As an alternative the Company
will permit them to elect to receive Standby Floating Holiday
(SBFH) hours equivalent to one and one half(1.5) hours Standby
Floating Holiday for every five (5) standby hours worked
including fractions thereof. These hours shall be added to the
Employee's Standby Floating Holiday (SBFH) bank, to be used on a
prescheduled basis. (Amended 4/26/24)
Wires personnel 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. (Amended 4/26/24)
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.
Should wires personnel be unable to use SBFH hours
accumulated in the last pay period of the year prior to the end
of the payroll year, they shall be credited with hours equal to
those accumulated that period no later than the second pay
period of the new payroll year. (Added 4126/24)
15.8.2 When the Company makes a request for a wires standby crew
that goes unfilled, a second Customer Response Shift will be
implemented for the districts of Albany/Willamette, Grants
Pass, Klamath Falls, Medford and Roseburg. The Union is
responsible to ensure that the Customer Response Shift is fully
manned, or the Company has the right to assign the Customer
Response Shift pursuant to Section 15.9.1.
This provision shall only apply on the Company required
holiday periods for New Years, Memorial Day, Independence
Day, Labor Day, Thanksgiving and Christmas.
In these circumstances both CRS personnel are eligible for the
standby pay. (Added 4/26/24)
15.9 Deleted
49
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 200 percent of the Journeyman
Lineman rate of pay for each weekday they are assigned to this
schedule. The CRS Employee shall receive 400 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: (Amended 4/26/24)
• 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.
50
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
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.
51
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

15.10 Employees reporting for emergency (defined as after-hours callout) or
prearranged overtime work, not in conjunction with regularly scheduled
hours, 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. (Amended 4/26/24 per LOA dated 9117/21)
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 Employee complete or work beyond their
regularly scheduled hours, the travel time allowance will be paid at
the end of the work period. (Amended 4/26/24)
15.11 Paydays shall not be later than the fourth (4t") and the nineteenth (19t") day of
each month and when paydays fall on Saturday, Sunday or holidays, the
Employees shall receive their pay the preceding workday. The company shall
have the right to change the pay period cycle and paydays, more frequently
than outlined above, with 90 calendar days' written notice. (Amended
4/26/24)
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
52
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
• 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 30t" of the year, Employee will
receive six (6) pair.
• If employed on or after September 30t" 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
53
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

• 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 30' of the year, Employee will
receive two (2) pair.
• If employed on or after September 30t" 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)
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.
• noon
• 6 p.m.
• midnight
2. At the discretion of the Employees, when working through
their second recognized overtime mealtime, 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
54
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
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
55
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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.
56
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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.
57
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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. This provision shall not be applicable to apprentice
classifications. (Amended 4/26/24)
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.
58
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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;
59
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

(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;
• 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.
60
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 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.
61
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

• 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.
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
62
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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, GLEE,
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.
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.
63
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
16.13 Deleted (04/26/2004)
16.13.1 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.
64
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
16.13.2 The Utility Clerk can perform a broad range of tasks such as
groundman work, meter reading job duties and all job duties
associated with the Service Coordinator and Field Services
Specialist classifications. Utility Clerks are expected to
complete the Service Coordinator training progression outlined
in Section 16.13. The intent is for this classification to be limited
to Wires and utilized in limited locations where flexibility in job
tasks is required to sustain employment. Depending on the
nature of the assignment, a Commercial Driver's License (CDL)
may be required. (Amended 4/26/24 Per LOA dated 9/17124)
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.
65
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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. 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)
66
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 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,
67
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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)
16.15.6.1 The 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 qualified Journeymen
needing placement due to physical limitations
and qualified to perform the duties in order of
Company seniority; and then
• Second, by electrically qualified 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 the qualifications
required of a Journeyman Transformer Repairman and shall have
68
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

sufficient additional technical knowledge to direct Transformer
Repairmen in the performance of their duties.
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
voltage 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
69
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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)
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 perform
overhaul, repair and maintain automotive and utility work equipment, including the
hydraulic, electrical, and pneumatic components and equipment.
16.18.1 A 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.
Selection for this position shall be subject to the provisions of
Section 13.8. (Amended 4/26/24)
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.
Selection for this position shall be subject to the provisions of
Section 13.8. (Amended 4/26/24)
16.18.3 At locations where more than one (1) Garage Mechanic is employed
and multiple shifts have been established, Garage Mechanics can
70
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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)
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
71
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 obtain within six (6) months of
assignment) 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 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 4/26/24)
16.20.1 A Communications Technician is a Journeyman having or obtaining
within six (6) months of assignment 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
72
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 4/26/24)
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 or obtain
within six (6) months of assignment 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 4/26/24)
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.
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:
73
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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) 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) 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)
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
74
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 calendar 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
'/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.
• 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.
75
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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)
17.4 Job Descriptions, Operations
17.4.1 Deleted 4/26/21
17.4.2 A 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
76
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 graveyard 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
77
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
78
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 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
17.6.6 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.
Hydro Helper 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)
79
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
17.7.4 Deleted 4/26/21
17.8 Working Rules
17.8.1 The 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.
17.8.3 At the beginning or end of the workday, Employees may be assigned
to report to a work location other than their regular headquarters with
80
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

no premium pay provided the assigned work location is closer to the
Employee's home.
17.8.4 Personnel 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 Employee's 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)
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.
81
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

18.5 Logistics Trainee 1 is an entry-level position, Employees must successfully
complete the Logistics Specialist training 1 progression.
18.6 Logistics Lead is an employee who works as a Logistics Specialist at the
Medford "hub" location, who also has the additional responsibility of
assisting the General Foreman with oversight of fire mitigation projects and
materials. At the direction of the General Foreman, they may oversee the
work of other Logistics Specialists. Temporary upgrades to Logistics Lead
at "hub" locations will be at Management's discretion. If management
decides a temporary upgrade is needed, the Company may assign an
employee in accordance with Sections 15.28 and 13. 7.1. At non-hub "spoke"
locations, the incumbent Logistics Specialist in their home district location
will be eligible for upgrade to Logistics Lead when two or more additional
Logistics Specialists are assigned by the Company to assist and when a
Logistics Lead or General Foreman is not assigned. If it is a district that has
no incumbent Logistics Specialist and there are three or more Logistics
Specialists with no Logistics Lead or General Forman assigned, the senior
Logistics Specialist will receive the Logistics Lead upgrade. Logistics
Specialists in a "spoke" location shall not be eligible to upgrade to General
Foreman. Selection for this position shall be subject to the provisions of
Section 13.7.3.1. (Amended 4/26/24 per LOA dated 1/12123)
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.
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.
82
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
• 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
83
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

• 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 for plan year
2024 will remain at 80% Company/20%. For plan years 2025, 2026, 2027,
2028 and 2029, the cost sharing will be 83% Company/ 17% Employee.
84
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

The fixed Company HSA contributions are as follows:
2024 2025 2026 2027 2028 2029
Plan Plan Plan Plan Plan Plan
Year Year Year Year Year Year
Employee $1,150 $1,150 $1,150 $1,150 $1,150 $1,150
Employee + $1,800 $1,800 $1,800 $1,800 $1,800 $1,800
Spouse
Employee + $1,800 $1,800 $1,800 $1,800 $1,800 $1,800
Child ren
Employee + $1,800 $1,800 $1,800 $1,800 $1,800 $1,800
Family
(Amended 4/26/24)
(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.
85
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 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%. Beginning in plan year 2025 (December
26, 2024), the Company match will be increased from 65% to 100% per
eligible dollar up to 6% deferred by the employee and will be invested per the
employee's direction. (Amended 4/26/24)
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
86
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

salary reductions related to a flexible benefits plan. It does not include non-cash
compensation (such as taxable income from stock options), expense
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 of
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 of 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 1 $900 $800 $700 $600 $500 $400 $0
• Three or More People $1,350 $1,200 $1,050 $900 $750 $600 $0
87
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
Bereavement Leave
To support employees during a time of loss, the company will provide up to
five days of paid time off due to the death of an immediate family member in
order to grieve and handle matters relating to the loss. Additional time off
may be provided based on the situation.
Under this policy, an immediate family member includes the following:
88
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

• A spouse, including individuals in a civil union or domestic
partnership
• A parent, including stepparent, parent-in-law, civil union and domestic
partner's parents
• A mother and partner who have experienced pregnancy loss,
including miscarriage and still birth
• A sibling, including sister-in-law or brother-in-law
• A child, including child of a civil union or domestic partner, biological
adopted, foster, stepchild, daughter-in-law or son-in-law
• A grandparent or grandchild
• An aunt, uncle, niece, nephew or cousin
• Any person over whom the employee is a legal guardian
Special circumstances will be given to any other person whose association
with the employee was similar to any of the above relationships.
Employees may take time off without pay or use any existing paid time off to
attend the funeral of a non-immediate family member. Based on business
related reasons, this time off will be considered and granted by the
employee's manager or supervisor or human resources on an individual
basis.
Length of Leave
Full-time and part-time employees may take up to five days of paid time off
due to the death of an immediate family member. Additional paid time off
may be granted depending on various circumstances, such as distance, the
employee's responsibility for the funeral arrangements and the employee's
responsibility for taking care of the estate of the deceased.
Bereavement leave is also available to attend the funeral of a co-worker. The
length of time (e.g., days, hours) for such paid leave depends on various
circumstances, including distance to the service and relationship.
Compensation When bereavement leave is provided, paid time off will be
based on the employee's regular work schedule at their regular rate of pay,
excluding overtime pay, other premium pay or bonuses. Paid time off for
bereavement will not be used to calculate overtime.
Reporting and Verification
In the event of a death covered under the policy, the employee should inform
their manager or supervisor immediately or as soon as reasonably practical.
The company may require verification of the need for the leave upon the
employee's return to work (i.e., a death certificate or an obituary). (Amended
4/26/24 per LOA dated 2/2123)
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
89
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 in a Local 659 job classification outlined in this agreement. This
period shall be extended by any time spent on disability or leave, by an
Employee, in order to meet the probationary period requirement. (Amended
4/26/24)
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).
90
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
ME 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.
91
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.
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:
2024: 4.5% increase effective April 26, 2024
2025: 4.0% effective April 26, 2025
2026: 3.75% [2.5% GWI + 1.25% Mkt.] effective April 26, 2026
2027: 4% [2.5% GWI + 1.5% Mkt.] effective April 26, 2027
2028: 4% [2.5% GWI + 1.5% Mkt.] effective April 26, 2028
Additionally, the Parties agree to a 1% spot increase in 2024 for Journeyman
Line classifications and non-lineman journeyman [classifications who
received a 3% spot increase or 2.25% spot increase, respectively, in 2021].
This adjustment shall be applied prior to the April 26, 2024, wage increase.
92
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

IBEW Local 659
Article 22.0 -Wage Schedule
LINE MAINTENANCE & CONSTRUCTION
See 13.7.3.1 General Foreman 5001 9541 $70.77 $73.60 $76.38 $79.47 $82.68
See 13.8 Line Foreman 4279 8436 $67.52 $70.22 $72.88 $75.82 $78.88
See 13.8 Construction Line Foreman 4332 8449 $66.85 $69.52 $72.15 $75.06 $78.09
See 13.8 District Line Foreman 4284 8437 $66.85 $69.52 $72.15 $75.06 $78.09
x Line Patrolman 4519 8512 $65.33 $67.94 $70.51 $73.36 $76.32
See 13.7.3.1
x Line Working Foreman 4288 8438 $64.97 $67.57 $70.12 $72.95 $75.89
x District Lineman 4275 8434 $62.65 $65.16 $67.62 $70.35 $73.20
Journeyman Lineman 4222 8420 $60.48 $62.90 $65.28 $67.92 $70.66
x Journeyman Serviceman 4255 8429 $60.48 $62.90 $65.28 $67.92 $70.66
See 12.3 Apprentice Lineman:
6th Six Months 90% of Jmn Lmn Rate 4246 8426 $54.43 $56.61 $58.75 $61.13 $63.59
5th Six Months 84% of Jmn Lmn Rate 4242 8425 $50.80 $52.84 $54.84 $57.05 $59.35
4th Six Months 80% of Jmn Lmn Rate 4238 8424 $48.38 $50.32 $52.22 $54.34 $56.53
3rd Six Months 76% of Jmn Lmn Rate 4234 8423 $45.96 $47.80 $49.61 $51.62 $53.70
2nd Six Months 73% of Jmn Lmn Rate 4230 8422 $44.15 $45.92 $47.65 $49.58 $51.58
1st Six Months 70% of Jmn Lmn Rate 4226 8421 $42.34 $44.03 $45.70 $47.54 $49.46
x Equipment Man, Heavy 4371 8459 $40.68 $42.31 $43.91 $45.68 $47.53
Equipment Man, Line 4251 8428 $37.70 $39.21 $40.69 $42.33 $44.03
Equipment Man, Light 4366 8458 $34.38 $35.76 $37.12 $38.62 $40.18
Groundman 4259 7901 $35.37 $36.78 $38.17 $39.71 $41.32
See 12.17 Utility Specialist 7901 7901 $35.37 $36.78 $38.17 $39.71 $41.32
See 13.7.3.1 ISite Agent 1 58671 5867 1 $59.31 1 $61.68 1 $64.01 1 $66.59 1 $69.28
93
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

IBEW Local 659
Article 22.0 -Wage Schedule
District Estimator 5942 5942 $55.04 $57.24 $59.41 $61.81 $64.31
x Senior Estimator 2404 8547 $53.39 $55.53 $57.63 $59.95 $62.37
Journeyman Estimator 2384 8540 $52.84 $54.95 $57.03 $59.34 $61.74
Estimator, Apprentice
4th Six Months 90% of Jmn Estr Rate 2401 8546 $47.56 $49.46 $51.33 $53.41 $55.57
3rd Six Months 82% of Jmn Estr Rate 2398 8545 $43.33 $45.06 $46.76 $48.66 $50.63
2nd Six Months 76% of Jmn Estr Rate 2393 8543 $40.16 $41.76 $43.34 $45.10 $46.92
1st Six Months 70% of Jmn Estr Rate 2387 8541 $36.99 $38.47 $39.92 $41.54 $43.22
Utility Specialist- Estimating 631 7901 $35.37 $36.78 $38.17 $39.71 $41.32
Service Coordinator A 2448 9170 $31.29 $32.54 $33.77 $35.14 $36.56
Service Coordinator B 2456 9172 $28.64 $29.79 $30.91 $32.15 $33.45
Service Coordinator C 2464 9174 $26.14 $27.19 $28.22 $29.36 $30.55
Service Coordinator D 2472 9176 $23.69 $24.64 $25.57 $26.60 $27.68
Utility Clerk 1 231 8549 $33.76 $35.11 $36.44 $37.91 $39.44
Inspection Specialist 7525 7525 $40.76 $42.39 $43.99 $45.77 $47.62
Trainee 2 7526 7526 $35.37 $36.78 $38.17 $39.71 $41.32
Trainee 1 7527 7527 $31.53 $32.79 $34.03 $35.40 $36.83
STATION CONSTRUCTION & MAINTENANCE
x lWireman Working Foreman 8445 8445 $64.49 $67.07 $69.61 $72.42 $75.35
Journeyman Station Wireman 4338 8450 $60.06 $62.46 $64.82 $67.43 $70.15
Apprentice Station Wireman
6th Six Months 90% of Jmn Sta Wmn Rate 4362 8456 $54.05 $56.21 $58.34 $60.69 $63.14
5th Six Months 84% of Jmn Sta Wmn Rate 4358 8455 $50.45 $52.47 $54.45 $56.64 $58.93
4th Six Months 80% of Jmn Sta Wmn Rate 4354 8454 $48.05 $49.97 $51.86 $53.94 $56.12
3rd Six Months 76% of Jmn Sta Wmn Rate 4350 8453 $45.65 $47.47 $49.26 $51.25 $53.31
2nd Six Months 73% of Jmn Sta Wmn Rate 4346 8452 $43.84 $45.60 $47.32 $49.22 $51.21
1st Six Months 70% of Jmn Sta Wmn Rate 4341 8451 $42.04 $43.72 $45.37 $47.20 $49.11
See 13.8 Journeyman Substation Foreman 8492 9549 $67.81 $70.52 $73.19 $76.15 $79.22
Journeyman Substation Working Foreman (Upgrade) 1 28391 9297 1 $65.39 1 $68.01 $70.58 $73.43 $76.39
94
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

IBEW Local 659
Article 22.0 -Wage Schedule
Journeyman Substation 2835 9296 $60.91 $63.35 $65.74 $68.40 $71.17
Apprentice Substation:
6th Six Months 90% of Jmn Sub Rate 5247 4547 $54.82 $57.02 $59.17 $61.56 $64.05
5th Six Months 84% of Jmn Sub Rate 5246 4546 $51.16 $53.21 $55.22 $57.46 $59.78
4th Six Months 80% of Jmn Sub Rate 5245 4545 $48.73 $50.68 $52.59 1 $54.72 $56.94
3rd Six Months 76% of Jmn Sub Rate 5244 4544 $46.29 $48.15 $49.96 $51.98 $54.09
2nd Six Months 73% of Jmn Sub Rate 5243 4543 $44.46 $46.25 $47.99 $49.93 $51.95
1st Six Months 70% of Jmn Sub Rate 52421 4542 $42.64 $44.35 $46.02 $47.88 $49.82
METER &TRANSFORMER
x Meter Working Foreman 4468 8495 $64.49 $67.07 $69.61 $72.42 $75.35
x District Meterman 4480 8499 $62.24 $64.73 $67.18 $69.89 $72.71
Journeyman Meterman 4483 8500 $60.06 $62.46 $64.82 $67.43 $70.15
Apprentice Meterman:
6th Six Months 90% of Jmn Mtrmn Rate 4501 8506 $54.05 $56.21 $58.34 $60.69 $63.14
5th Six Months 84% of Jmn Mtrmn Rate 4498 8505 $50.45 $52.47 $54.45 $56.64 $58.93
4th Six Months 80% of Jmn Mtrmn Rate 4495 8504 $48.05 $49.97 $51.86 $53.94 $56.12
3rd Six Months 76% of Jmn Mtrmn Rate 4492 8503 $45.65 $47.47 $49.26 $51.25 $53.31
2nd Six Months 73% of Jmn Mtrmn Rate 4489 8502 $43.84 $45.60 $47.32 $49.22 $51.21
1st Six Months 70% of Jmn Mtrmn Rate 4486 8501 $42.04 $43.72 $45.37 $47.20 $49.11
Utility Specialist-Metering 632 7901 $35.37 $36.78 $38.17 $39.71 $41.32
Single Phase Metering Specialist 1578 1578 $39.30 $40.87 $42.41 $44.13 $45.91
1st Six Months 1579 1579 $37.68 $39.19 $40.67 $42.31 $44.01
Transformer Repairman Foreman 4510 8509 $65.85 $68.48 $71.07 $73.94 $76.93
Journeyman Transformer Repairman 1 4513 8510 $60.06 $62.46 $64.82 $67.43 $70.15
95
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

IBEW Local 659
Article 22.0 -Wage Schedule
EQUIPMENT MAINTENANCE
See 13.8 Garage Mechanic Foreman 8867 8867 $50.93 $52.97 $54.97 $57.18 $59.49
x 2370 8534 $50.03 $52.03 $54.00 $56.18 $58.45
See 13.8 Garage Mechanic 1/C in Chg A
x 2373 8535 $48.71 $50.66 $52.57 $54.69 $56.90
See 13.8 Garage Mechanic 1/C in Chg
See 13.8 Garage Mechanic 1/C 1 23621 8530 1 $46.42 $48.28 $50.10 $52.12 $54.22
LOGISTICS
See 13.7.3.1 Logistics General Foreman 8868 8868 $46.76 $48.63 $50.47 $52.51 $54.63
Logistics Lead 6418 6418 $43.14 $44.87 $46.57 $48.45 $50.41
Logistics Specialist 6419 6419 $39.94 $41.54 $43.11 $44.85 $46.66
Logistics Trainee 2 6421 6421 $33.95 $35.31 $36.64 $38.12 $39.66
Logistics Trainee 1 6420 6420 $29.98 $31.18 $32.36 $33.67 $35.03
POWER OPERATIONS/HYDRO
See 13.7.3.1 Hydro General Foreman 7905 7905 $63.27 $65.80 $68.29 $71.04 $73.91
Toketee Shift Differential 3% (Swing) 7905+S $65.17 $67.77 $70.34 $73.17 $76.13
Toketee Shift Differential 5% (Graveyard) 7905+G $66.43 $69.09 $71.70 $74.59 $77.61
Senior Operator 4435 8478 $60.00 $62.40 $64.76 $67.37 $70.09
Toketee Shift Differential 3% (Swing) 8478+S $61.80 $64.27 $66.70 $69.39 $72.19
Toketee Shift Differential 5% (Graveyard) 8478+G $63.00 $65.52 $68.00 $70.74 $73.59
Control Operator 4438 8479 $56.62 $58.88 $61.11 $63.58 $66.14
Toketee Shift Differential 3% (Swing) 8479+S $58.32 $60.65 $62.94 $65.49 $68.12
Toketee Shift Differential 5% (Graveyard) 8479+G $59.45 $61.82 $64.17 $66.76 $69.45
See 13.7.3.1 Hydro Compliance Technician
Step 3 -Thereafter 9797 9797 $48.32 $50.25 $52.15 $54.25 $56.44
Step 2-Second Six Months 9796 9796 $41.05 $42.69 $44.30 $46.08 $47.94
Step 1- First 6 months 9795 9795 $36.21 $37.66 $39.08 $40.66 $42.30
96
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

IBEW Local 659
Article 22.0 -Wage Schedule
Journeyman Operator Maintenance (JOM) 7900 7900 $53.85 $56.00 $58.12 $60.46 $62.90
Apprentice Operator Maintenance:
6th six months 90% of JOM rate 9897 9897 $48.47 $50.40 $52.31 $54.41 $56.61
5th six months 84% of JOM rate 9896 9896 $45.23 $47.04 $48.82 $50.79 $52.84
4th six months 80% of JOM rate 7899 7899 $43.08 $44.80 $46.50 1 $48.37 $50.32
3rd six months 76% of JOM rate 7898 7898 $40.93 $42.56 $44.17 $45.95 $47.80
2nd six months 73% of JOM rate 7897 7897 $39.31 $40.88 $42.43 $44.14 $45.92
1st six months 70% of JOM rate 7896 7896 $37.70 $39.20 $40.68 $42.32 $44.03
Apprentice Qualified 60% of JOM rate 9572 9572 $32.31 $33.60 $34.87 $36.28 $37.74
See 12.17 Hydro Repairman 3964 8350 $38.70 $40.25 $41.77 $43.46 $45.21
Hydro Repairman Trainee
3rd Six Months 3956 8348 $29.78 $30.97 $32.14 $33.44 $34.79
2nd Six Months 3951 8347 $25.50 $26.52 $27.52 $28.63 $29.79
1st Six Monthsl 3947 8346 $23.31 $24.24 $25.15 $26.17 $27.22
POWER EQUIPMENT MAINTENANCE, TEST & COMMUNICATIONS
See 13.7.3.1 Substation General Foreman 7902 7902 $70.27 $73.08 $75.84 $78.90 $82.08
x 4444 8482 $71.47 $76.93 $79.84 $83.07 $86.43
See 13.8 Senior Station Meter& Relay Technician
Lead Station Meter& Relay Technician 4447 8483 $70.24 $75.61 $78.47 $81.64 $84.93
Journeyman Station Meter& Relay Technician 4450 8484 $68.39 $73.61 $76.39 $79.48 $82.69
4453 8485 $62.16 $66.91 $69.44 $72.24 $75.15
See 16.21 Assistant Station Meter& Relay Technician
x 4456 8486 $67.86 $70.57 $73.24 $76.20 $79.27
See 13.8 Senior Communications Technician
Communications Technician 4459 8487 $64.84 $67.43 $69.98 $72.81 $75.75
I., II. 3927 8339 $60.06 $62.46 $64.82 $67.43 $70.15
See 16.21 Assistant Communications Technician
Lead High Voltage and Safety Equipment Tester 69171 6917j $58.85 $61.20 $63.52 $66.08 $68.75
High Voltage and Safety Equipment Tester 24281 9164 1 $57.05 $59.33 $61.57 1 $64.05 $66.64
97
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

IBEW Local 659
Article 22.0 -Wage Schedule
MISCELLANEOUS
Field Collection Representative 2416 8553 $36.52 $37.98 $39.41 $41.00 $42.66
See 12.17 Field Services Specialist 8869 8869 $30.79 $32.02 $33.23 $34.57 $35.97
Meter Reader 2495 9182 $25.86 $26.89 $27.91 $29.04 $30.22
2nd Six Months 2505 9184 $21.97 $22.85 $23.72 $24.68 $25.68
1st Six Months 2516 9186 $16.76 $17.43 $18.09 $18.82 $19.58
Flagger 4156 8404 $19.82 $20.61 $21.39 $22.25 $23.14
Apprentice Qualified 2nd Year and Thereafter is 65% of Jmn Lmn Rate 4168 8407 $39.31 $40.89 $42.43 $44.15 $45.93
1st Year 60% of Jmn Lmn Rate 2847 9306 $36.29 $37.74 $39.17 $40.75 $42.40
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
II. continue to receive their prior rate, but in no case more than the Journeyman Lineman Wireman rate.
98
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
C. they are hired 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
D. preceding the terminal rate before 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
F. shall be applied 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,
G. Estimators and Hydro Journeyman)in addition to the general wage increase for 2021. This adjustment shall be applied prior to the 2021 general wage
increase.
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 other wage adjustments or general wage increases for 2021. Furthermore, the parties agreed to apply an additional 3.75% adjustment to the
H 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
I' 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
J. be applied 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
K. adjustment shall be applied prior to the 2021 general wage increase. Furthermore, the Substation Working Foreman (Job Code 2839)shall now serve
as upgrade only.
99
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Parties agreed to a 1% spot increase for Journeyman classifications identified in F. & G. above in addition to the general wage increase for 2024. This
L' adjustment shall be applied prior to the 2024 general wage increase.
Parties agreed that Hydro Repairman (Job Code 3964)pre-apprentice who enters a Journeyman Maintenance Operator(JOM)apprecenticeship, shall
M. not incur a wage reduction. Their wage will be frozen without change until the JOM Apprentice contract rate exceeds thier frozen rate.
Parties agree when an employee is awarded a vacancy as Logistics Trainee who has a wage higher than Logistics Trainee 2, their wage will be
N. reduced to Logistic Trainee 2 wage. Wage will not increase until employee has completed Logstics progression requirements of Trainee 1 and Trainee
2 prior to progressing beyond the Trainee 2 wage rate.
100
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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:
Julie Lewis
Vice President of Human Resources
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
LOCAL UNION 659
By:
Nick Carpenter
Business Manager
101
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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)
• 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)
• Compensation for Union Employees on Union Paid Business (5-18-2015)
102
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

• 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 (FIR 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)
• Provisional Status (5-16-2022)
• District Lineman Residency Section 16.3 (6-21-2022)
• External New Hire Estimator Training Period (12-05-2022)
• Assistant Meter & Relay Technician Wages (Internal Candidates) (2-24-
2023)
• Hydro Settlement Agreement Article 15.5 Revisions — Hydro Personnel
Only (8-29-2023)
• Displacement Alternative Journeyman to Journeyman Transfer (11-22-2023)
• Drug and Alcohol Policy (5-2-2024)
• Craft Entry (6-28-2024)
103
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 I— — L Date
By By
Signed for Local Union Signed for
Local Union
Date l Date /��f y L
BY BY
104
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Customer Response Shift - Use of Vehicles (10-03-2007)
1WA PACIFIC POWER
A PACIFICORP COMPANY
Pacific Power Labor Relations
Phone:[phone] Fax:[phone]
October 3,2007
Mr.Ron Jones
Business Manager
I13EW 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 Response 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.
J 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
105
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 Agreement, 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.
Sincerel
r-
i
Rich d G. Lovig J
Director,Labor Relations
Agreed this 3rd day of October,2007.
R n Jones, ess Manager,I13EW Local Union 659
2
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 s)
On the interim weekend, if the employees are not working and elect to return to
their regular IIQ/work location in the one personal %chicle:
107
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

• 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 callouts in home district.
• Employees will report to work, fit-for-duty on Monday (day 8).
01
Agrccd to on this day of 2010.
For the Union: For the Company:
o Jo usiness Manager fe y J ourval, Director
108
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 ttic 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
109
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 thls reterral 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.
110
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 event 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 will 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 shalt
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 gJUl;
• 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
111
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
(1%) 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:KM1NA I IUN OF AGFtEEMtN 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 Occupptignal Disability Benefits shall be excluded except the
employer shall prov-de .re full nurder 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 ISEW
By: - By:
Eric Wirfs �*kTiness
Elli
Labor Relations Manager
112
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 Off 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 execute this Agreement.
IBEW Local 659 PacifiCorp
'C�4 '�_ '14
A�az
nic L-llis Eric Wirfs
Business Manager Manager, Labor Relations
113
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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 bused 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 qualiftod Joumcymen arc available.
While not preferred,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 in the CBA,the
company will pilot a process where employees may instead elect to receive Floating Holiday hours at a
twenty percent(201/9)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 pr+escheduled basis in accordance with company policy and provisions outlined in the CBA.
The pilot will nun 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 shins,and/or
overtime coverage,shal I be 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 OTIIERNOOD OF
ELEC FRS,LOCAL 659
neider Date MiVal=inach Date
Manager,Labor Relations Business Manager
114
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Flame Resistant/Arc Rated (FR/AR) Clothing (9-16-2019)
LETTER OF AGREEMENT
Flame Resistant/Arc Rated(FRIAR)Clothing
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 Approved Flame Re-ictsntiArr. Rated (FR/AR) clothing Ix-r OSHA 79 C'FR 1910.769 And
NFPA 70E where employees are potentially exposed to flames or electric arcs.The FRIAR 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 local 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 FR/AR clothing as
outlined in Appendix A, and shall bear the cost of replacement FRIAR clothing items when
necessary as outlined under Repair/Replacement 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 are or flash.
Application&Wear
• Employees are expected to follow the FRIAR clothing policy for the application and wearing
of FRIAR clothing
• Laundering services currently provided by the Company for non-FR coveralls shall continue,
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 be required on beanies
115
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

designed to be worn under hard hats. The company will providc 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 FR/AR clothing with any accelerant,the clothing should be
laundered as soon as possible to remove contamination. Any residual staining should not
compromise the FR/AR 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 Agreement, the Union and the Company confirm that they have read, understand
and agree with 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 Mikc San mach, Business Manager
116
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

APPENDIX A
Eligible Employees FIR Clothing - Initial/New hire Allotment
by classification Outerwear(Light jacket.Heavy Raingear Coveralls!
Shir's jacket,Sweatsh rt.Vestl Isetl� Pants Bibs
T&D Operations
General Foreman 5 3 1 5
Line Foreman 5 3 1 5
Journeyman Lineman includesApprentice) 5 3 1 5 t
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 1
Senior Communications Technician 5 3 1 5
Communications Technician(includes Assistant) 5 3 1 5
Joumeyman Substation Working Foreman 5 3 1 5 2
Joumeyman Substation inGudesApprentice) 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
Journeyman Meterman(includes Apprentice) 5 3 5 1
Utility Specialist 5 2 5 1
Single Phase Metering Specialist 5 2 5 1
Field Serv,ces Specialist 5 2 5 1
H r "
General Foreman 5 3 5 1
Joumeyman 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 1
'Metering Notes: Company to provide Raingear as required
"Hydro Notes: Company to provide Raingear and 60 calorie FR/AR suits as required
117
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Local 659 FRIAR Clothint* 11'rogram - Chances
Frequently 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 FR-`AR clothing as needed" mean?
FR/AR clothing items that are worn 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 eligible employees should have an
appropriate level of required clothing that will be replaced as needed going forward.
4. How would a compromised FRIAR clothing item replaced?
Employees should take the compromised FRR'AR clothing item to their manager along with the
designated replacement form to obtain %written approval. Once approval is obtained, the
employee can proceed to order the item through the Tyndale website. As a best practice,
some common items may be stocked locally to facilitate an expedited replacement process.
5. What will a compromised FR/AR clothing item be replaced with?
FR/AR clothing items are to be replaced kith like clothing, from within the appropriate
category contained in Appendix A of the Letter ol'Agreement (LOA). Cor example. 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 FR/AR 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.
118
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

R. Why isn't raingear shown in the new proposed catalog?
As part of the proposed FR,'AR 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 sizing 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
%%arranty. 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%iIl the program change take effect'?
If adopted, employees will 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%vill no longer be available.
119
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Hydro Housing (11-13-2020)
PACIFIC POWER
A DIVISION Or PACIr/COAP '
r i
� r
Letter or Agreement
Company Provided Housing— Hydro South
November 13,2020
Flu Flus Letter of Agreenwrtt bet%%een IBEW Local 659("Union")and PaeifiCorp("Company")is
intended to address the impacts.if any.of the IRS treatment of Company-provided housing.those
employees occupying company provided housing and related matters. '11 is agreement consolidates
all previous housing letters of agreement bemeen the Union and the Company and modifies the
short-term disability implications associated%%ith Company pro%ided housing.
WHEREAS.Company-provided housing will be provided when there is a legitimate business need
to require employees designated in critical response positions to lie in on-site housing.
WHEREAS,the Company-facilities are subject to strict licensing,compliance,environmental,and
production requirements and these requirements lea%e the Company no option but to require
personnel to live on the premises so as to he available and have y ear-round access to plant
facilities.
TI IEREEURE,the parties agree to the following terms and conditions
i. The Company-Pro%ided Housing Policy will apply to all eligible employees and will
go%ern the tax treatment of employees who live in Company provided housing.
2. Also,all regular employees vbo%vork 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 be the only provision of this agreement that is applicable to seasonal,temporar
or hiring hall employees Should the compam elect to offer housing to temporary
employees, it shall be the Company's sole discretion on which premises..properties%%ill be
occupied and to%%hom housing kill be assigned. The provisions of Article 17.8 E of the
Collective Bargaining Agreement shall not apply to temporary employees afforded
Company housing
3. Employees on appro%ed short-term disability are eligible to remain in Company-provided
housing:
a Until the disability extends be-yond 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
120
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

I%PACIFIC POWER _
A ONISION 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 penod.
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-tern disability period or a time not to exceed six
months from the date the employee was unable to be accommodated.
i Payment will be based on a competitive rental cost for an equivalent
residence in the nearest courtly seat to the employee's assigned work
location.
ii. Payment will 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
individual 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
6. 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 written 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 Housing Agreement,
Page 2 of 3
121
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

PACIFIC POWER
A DIVISION OF fiAGFIGOPP
M
9. An empl(A•ee who fails to fully satisf%-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 Company-Provided
Housing Agreement and shall no longer satisR,the requirements of the position and may be
deemed a voluntary quit.
10. In the event it is determined that an employee covered by this agreement is not eligible for
an exemption from income for the value of the Company-provided housing then the
following shall apply
a The Company shall "gross up"a sum equivalent of the state and federal tares 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 over back liability, up to three years the Company shall
determine the taxable value of the home. Upon determination of this value,the
Company 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
with the potential under-collection and under-withholding of taxes attributable to
the value of the Company housing.
11. This agreement consolidates and supersedes all previous Company provided housing letters
of agreements, including the North Umpqua Housing agreement dated November 14,2008,
California Company Housing K Boyle and Copco)agreement dated February 28.2009.
and the Prospect Housing agreement dated March 31.2009 and any others not specifically
mentioned
12. Either party may cancel this agreement by providing the other with 90 days%%Titten notice
of cancellation.
Agreed. Agreed:
—Zak x/a � Pa it- 1111312020
M' a minach Date Nanette Quitt Date
Business Manager Labor Relations Specialist
IBEW Local 659 PacifiCorp
Page 3 of 3
122
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Declared Emergency (3-15-2021)
PACIFICORP JAO�
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 hislher
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')_
123
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

I PACIFICORP 4
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
Emergency 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.
Further,. ore, 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 lever Midnight (00-00) and 4:30
p.m. (16:30), The transition to normal rules of pay is based on these waypoints 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
124
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

r -
PACIFICORP ` �.-
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 am and is scheduled on DE shift until 10 p.m. During their
shift, the DE is cancelled at 3:30 p.m. but the employee continues to work until 9:30 p.m.
Employee begire DE shift at 6 a.m.and works u nil released M 9:30 p.ma.
Fmplogee is paid normal rules of pay from 4.30
Employee a pod DF(2.0x)hum 6 am. p in(after uavp)im)until dsev arc released at
until J to p m (ncrev DE waypomt,even 9 30 p in
though etent ended at 3:30 pm.) Following release,emplovet is
paid B hours DE rest(2.0x)susce d
* has been greaser than g hnun since
their prcvtous test
f
Gam
3:70 p.m. 9 3(1 p in
DF Event 4:30 p.m.(16:30) Released
CarnYlied Wa)M M from Work
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 DE rest(1.0x)
until 6 a.m.(from previous
DE shift work).
Emplo."tv paed DE(10x)fFom 6 a.m until 11 noon.TLc
► employee dor%not cam a DE(2.0x)rest since Clay had not
worked a_reatcr thm 8 hours since dwir last rest
� f
p 12 noon Released
Wavy+tint nighl6 a.m from wort
t1a�
125
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

PACIFICORP
Work Example#3: Regular Workday—Night Shift
Employtee begins DE shift at 4:30 p.m. and is scheduled on DE shift until 8:30 a.m. DE 1.5
cancelled atll:30 p.m. but employee continues to work until 2 a.m.
Eaup,loyec is paid DE(2,0x)from 4:30 p m.until 12 midnigM (he continues
DE pay until the newest waypood from when DF.ends
t ► Employee o paid normal rules of pay Fo1loNmg release,
from 9i'a% int w end of work rmplocce is paid 8 hours
M rest(2.0x)since it has
► bcett greater dun g boun
sake Ibeir previous rest
a:30 p-m.
WavpOmI hbdmght
Waypoim Employee
Declared Fmergency ends Nark
Ends at 11 30 p.m at t a m
Work Example#4: Non-Workday (Saturday)—Night Shift
F.mplgiwe begins DE shift at 4:30 p.m. but is released fmm DE work at A4idiught
Employee on paid DE rest(2.0x)
until 430 p.m.(from previous
DE aloft w,nk).
Fintlayet is paid DF(2.0x)from 4:30 p.m.utnd midnight.The
a. employee does not cam a DE(2.0x)rem since they had no
worked preater than g boos since their last rest.
f i
Midnight Released
4.30 p.m. 4:30pm. (n)m Nork
Waypomt
126
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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.m. and is released at 10 p.m. to get their 8 hours rest and then travel home.
Employee on paid DF rat(2 OK)
until 6 a-m.(from previous DE shift work)
Employee is paid DF.rest
(2.Os)from 10 p.m.to 6 am. Following pail DE rest.
4 ► employee is nn normal
Emplo%cc u pad DE(2.0x1 bunt 6 am. rules of
until 10 m pay to travel back
P to hutne district
6 a.m. 12 mrdnigbt 6 am.
Wm poutt
Employee is released
at to pm.
Agreed: A,reed
�ric.>r Q�
3/is/zo2.'
"Date minach Date Nanette Quiff Date
usiness Manager Labor Relations Specialist
IBEW Local 659 PacifiCorp
127
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

PACIFIC POWER
A DIVISION OF VACIFICORF
Letter of Agreement
Provisional Status
May 16,2022
This Letter of Agreement between IBEW Local 659 ("Union") and PacifiCorp (`Company")
memorialize discussions between the parties associated with the creation of a new status of
provisional employee.
'['he parties met to discuss opportunities to expand recruitment opportunities while affording new
hires the ability to explore a career in the utility sector. As part of these discussions,the parties
have mutually agreed to develop a"provisional status"designation. The purpose is to expand
efforts to afford qualified persons exposure to the utility industry and provide a pathway for
opportunities in the company's apprenticeship and pre-apprenticeship programs.
A provisional status employee shall be defined as an employee whose employment is intended to
last more than six(6)months but less than two(2)calendar years unless extended by mutual
agreement. The work performed is linked to specific project or various assignments that can afford
an incumbent opportunity to gain skills in a classification to further their career in the utility. The
use of the provisional status employee will not impede the opportunities of regular employees or
bypass the bidding procedure defined in the Collective Bargaining Agreement(CBA).
Job postings designated with the provisional status shall have the terms of Article 21.1
(Probationary Period)applied during the duration of their provisional time period. Should the
incumbent successfully bid and be awarded a non-provisional status position within the Company,
the employee will have their probationary period restarted as if they were a new employee.
Furthermore,the parties agree that during the period of provisional status the terms of Article 6.1.2
shall apply to the incumbent.
In recognition of the intent to provide a pathway to opportunities in the company's apprenticeship
programs, provisional employees who have completed all pre-requisite testing and completed
training programs offeredlendorsed between the parties(e.g. Stronger Together programs)will be
provided an opportunity to interview(direct interview)for apprentice qualified or pre-
apprenticeship openings. Such opportunity shall not impact employees already holding apprentice
qualified or pre-apprentice positions advancement into indentured apprenticeships.
For purposes of overtime work,preference will be extended to"regular status"employees,and the
Company is under no obligation to balance overtime for provisional status employees. A
provisional employee will not receive less than the minimum rate for the position and will progress
through the appropriate classification wage progression in accordance with the CBA.
128
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Provisional status employees will accrue benefits equivalent to a regular employee including
vacation,sick leave,medical insurance coverage,and 401(k)contributions. Furthermore,a
provisional status employee who is offered and accepts a Local 659 represented position with no
break in service shall be eligible for health and welfare benefits and paid time off accrual based on
their continuous service from their start date as a provisional status employee.
Agreed: Agreed:
Jon Flegel ate Aaron Gratias Date
Business Manager Principal Labor Relations Specialist
IBEW Local 659 PacifiCorp
129
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

PACIFIC POWER '
A CI':ISIUh Ci�F.C;IFILCHP .r
LETTER OF AGREEMENT
District Lineman Residency—CBA section 16.3
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").
The parties have reviewed the contractual requirement for District Linemen to reside in their
service area as per section 16.3 of the CBA. In an effort to standardize the administration of this
requirement and to allow for a broader range of available housing options for District Lineman
positions, the parties agree to the following terms:
I. This Agreement shall apply to all District Lineman positions within Local 659's
jurisdiction. All District Lineman positions that are vacant at the time this Agreement is
signed shall be reposted on the bid board with a notation of the applicable residency
requirement.
2. District Linemen shall establish residence either inside or within ten(10)road miles of
the outermost boundaries of the company service territory for their respective area.
3. Previous agreements related to District Lineman residency(District Lineman Residency
dated August 6. 2018 and Mt Shasta District Lineman Classifications dated July 16,
'1021)arc hereby superseded and placed in inactive status to be used as historical
reference only by the execution of this Agreement. Specific provisions of the Mt. Shasta
agreement that shall be retained and made part of this Agreement are as follows:
• Should one of the Mt. Shasta District Lineman identifv a need for a crew in an
after-hours callout,they will follow the established process to initiate an ARCOS
callout for a crew.
• Should one of the Mt. Shasta District Lineman identify a need for another single
man in an after-hours callout,they will first contact the neighboring Mt. Shasta
District Lineman(any others in this satellite district)and second will follow the
established process to initiate an ARCOS callout for a single journeyman.
4. This Agreement shall not infringe upon the company's right to modify District Lineman
area boundaries and/or restructure areas of responsibility in response to business needs.
This Agreement shall not infringe on the company's right to operate the business;
including making decisions regarding staffing and whether or not a District Lineman is
required for a given geographic area.
5. In the event there are unforeseen circumstances come to light involving the
administration of this agreement,the parties may agree to discuss modifications of this
agreement.
130
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

This Agreement is being made on a one-time,non-precedent setting basis. By signing this
Agreement,the Union and the Company confirm that they have read,understand and agree with
the terms and conditions in it and have signed it knowingly. Either party may cancel this
agreement for any reason with thirty(30)days written notice. Upon cancellation the parties will
revert to the requirements outlined in section 16.3 of the CBA. If this agreement is cancelled by
either party,District Linemen who established residency under the terms of this agreement will
not be required to relocate,unless they elect to voluntarily bid another opening or are subject to
the terms of Section 13.12 of the CBA.
IN WITNESS WHEREOF,the parties hereto execute this Agreement.
PACIFICORP INTERNATIONAL BROTHERHOOD OF
ELEU R1CAL WORKERS,LOCAL 659
b,21 Z Z -Z I_Z�Z
Aaron Gratias Date Jon r4egel Date
Principal Labor Relations Specialist Business Manager
APPROVED
INTERNATIONAL OFFICE•LELE.W.
711312022
IA)nnleR ttcoen%oa Int'IPresidem
Thi sarq+roval does nnl make the
Intcr nat iotral a patty to this aptement
131
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

PACIFICORP
s
a �
LETTER OF AGREEMENT
External New Hire Estimator Training Period
December 5,2022
THIS LETTER OF AGREEMENT(hereinafter referred to as the"Agreement")is made and
entered into by IBEW Local 659("Union")and PacifiCorp("Company").
The following process will be followed for all external Estimator new hire candidates,whose job
duties are outlined in Article 16 of the Collective Bargaining Agreement(CBA). The purpose is
to afford the new Estimator a thorough training period as an introduction to the infrastructure,
work processes and overall business culture of the Company. The parties agree that this does not
modify or replace the Estimator apprenticeship program.
Selection Process
Candidates will be screened following the Company's established interview and evaluation
process.The Union shall provide the Company with Journeyman Estimator(s)that will
participate in the interview and to support the selection process. As needed to augment the
evaluation process,the Company may administer an aptitude test to all new hires which shall
determine qualified applicants.
Classification
The new hire Estimator shall be in a training period for a maximum of twelve months,or until
the manager and Journeyman Estimator(s)responsible for training agree the candidate no longer
needs training and./or the employee has passed the Journeyman Estimator test. Prior to passing
the Journeyman Estimator test they shall receive pay equivalent to the last step of Estimator
Apprentice wage scale in the CBA. While in the training period,the employee will be restricted
from bidding any Journeyman Estimator,or higher,classification.
Candidates with previous electric utility design who provide an employment verification letter or
equivalent documentation of four thousand(4,000)hours of related work experience may be
offered an Estimator position at the Journeyman Estimator wage rate and given the first six(6)
months of their employment(probationary period as defined in section 21.1)in which to pass the
Local 659 Journeyman Estimator test.
Probationary Period
The employee will be on probation for a minimum of six months. The probationary period will
be extended for the length of time the employee continues in the training period beyond six
months,but no longer than twelve months. The manager and Journeyman Estimator(s)
responsible for training will conduct monthly evaluations to assess the employee's progress and
skills. If an employee is not meeting the expectations set forth by the Company and has been
afforded an opportunity to improve during their probationary period,their employment will be
terminated.
132
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Journevixtan Estimator Icst
The employee will be required to take and pass the Local 659 Journeyman Estimator test during_
Lhc training period. If they fail to pass the test, they will be allowed to re-take following a
minimum of thirty(30)calendar days from the prior testing date. No more than three (3)
attempts to pass this test will be allowed. If the employee is unable to pass before completion of
the twelve-month training period,their employment will be terminated without recourse.
Successful testing out shall establish Jourriryznan wage and classification date.
Crew Time
Mandatory crew time is required. The manager and Journeyman Estimator(s)responsible for
training will determine the appropriate amount of crew time to be completed, with a minimum
requirement of one hundred and twenty (120)hours. The crew time shall commence after the
first four(4)months of training.
By signing this Agreement,the Union and the Company confirm that they have read, understand,
and agree with the terms and conditions in it and have signed it knowingly. In the event there are
unforeseen circumstances or umcems that come to light involving the administration of this
Agreement, the parties may agree to discuss modifications of this Agree-ment via the Labor
Management Committee(LMC) forum_
IN WITNESS WHEREOF, the parties hereto execute this Agreement.
PACIFICORP IBEW, LOCAL 659
r T
Aaron t_irauas t)ate Jo lcgcl Datc
Principal Labor Relations Specialist B sinus Manager
APPROVED
I NMRNAT IONAL OM CE.I.B.EW.
121812022
LontneK.-eoiensoa W1President
M s sppro:al does not male the
Intenationals partr•to iris apreer�en
133
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

� -NZ U4401__
PACIFICORP
LETTER OF AGREEMENT
\ssistant Meter&Relay Technician Wages(Internal Candidates)
February 2023
THIS LETTER OF AGREEMENT(hereinafter referred to as the"Agreement")between IBEW Local
659("Union'?and PacifiCorp("Company")memorializes discussions between the parties related to
attraction/retention within the Meter Relay Technician classification.
The parties'collective bargaining agreement(CBA)wage scale has a Bid Note(II)which states:If any
emplovee awarded a vacancy in an Assistant Technician classification has a pay rate higher than the
.4ssistant Technician Rate, thev shall continue to receive their prior rate, but in no case more than the
,lournevman Lineman Wireman rate_
Absent exhaustive research which may or may not yield results,the history and origin of Bid Note II is
unclear,and at this time the parties can only speculate as to its intent.Notwithstanding the respective
reasons for having adopted the language in the past,the parties agree that current conditions warrant a
pivot in order to properly attract and retain such workers. With the ongoing resource pressures
experienced by the company and within the industry overall,which have seemingly been exacerbated by
recent vacancies,the parties agree this is an appropriate opportunity to visit the above-referenced
language.
Additionally,in other classifications,when an employee pursues a"higher"classification,the wages arc
frozen.There is Note(B)in the CBA wage scale page 95,which states "An emplovee i+•ho, upon entering
a training program,is paid a frozen rate irhich rill continue without change until the contract rate
exceeds thefrozen rate."This language is clear which seems to have been a source of confusion because
of the conflicting explicit footnote related to the Assistant Meter&Relay Tech position.
With respect to all the foregoing,the parties agree to the following:
1. In a non-precedent setting decision,for any eligible internal employee who is offered an Assistant
Meter&Relay Tech position in 2023 through the remaining term of the current CBA,the parties
will suspend the Bid Note H referenced in this document and on page 94 of the collective
bargaining agreement_
2. The parties will collaboratively address the need to modify this seemingly outdated an&or
conflicting language when the CBA is open for negotiations again.
By signing this Agreement,the Union and the Company confirm that they have read,understand,and
agree with the terms and conditions in it and have signed it knowingly_The parties agree that any future
changes to this Letter of Agreement be trade by mutual agreement between the parties.The I.OA shall
remain in effective until April 25,2024.
IN WITNESS WHEREOF,the parties hereto execute this Agreement.
PAC ICORP MEW.LOCAL 659 ^
vv'^ 2 .-J4.23
Aaron Gratias Date Jon Megel Date
Hager
Principal Labor Relations Specialist Business M
134
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Hydro Standby Settlement Agreement-Article 15.5 Revisions- Hydro Personnel Only
Settlement Agreement
PacifiCorp ("Employer") and IBEW Local Union No. 659 ("Union") hereby agree to
settle all disputes arising out of Grievance No. R-659-2022-3632 ("Grievance") and
Arbitration FMCS Case No. 230410-05039 ("Arbitration") in accordance with the
following terms and conditions.
I. Withdrawal of the Grievance and Dismissal of the Arbitration
The Union agrees to voluntarily withdraw the Grievance and dismiss the
Arbitration and waives all claims, complaints, grievances, appeals or proceedings of
whatever nature arising from the allegations contained in the Grievance and
Arbitration, with the exception of any grievances that may arise by reason of breach
of any term of this Settlement Agreement. The Union agrees to promptly provide
any document or take other action necessary to effectuate the withdrawal or
dismissal of the Grievance and Arbitration.
I1. Article 15.8 (Standby)
The Employer acknowledges and agrees that Article 15.8 of the April 26, 2021 to
April 25, 2024 Collective Bargaining Agreement (CBA) applies to the Renewable
Resources employees (referred to as "Hydro" employees in the CBA and Grievance)
subject to the following clarifications: (1) the standby pay rate for Renewable
Resources employees is twenty percent (20%) as set forth in Article 15.8 of the CBA;
(2) Section 15.8.1 does not apply to Renewable Resources employees; and (3)the
Settlement Agreement dated March 16, 2022 applies only to Wires employees. All
other provisions of 15.8 shall remain in full force and effect.
III. Article 15.5 (Rest Pay)
To incentivize volunteers for unscheduled shifts and emergent overtime response,
effective upon execution of this agreement, the Company agrees to expand the rest
pay provided in Article 15.5 to allow the Journeyman Operator Maintenance
classification, including Hydro General Foreman and Senior Operator when
performing JOM work (collectively referred to as "JOM'), to earn rest pay when
they are required to work after midnight (to rotate depending on shift hours) on the
day before a workday, whether the workday was the employee's regularly scheduled
workday or a prescheduled JOM overtime shift the employee volunteered for or was
otherwise assigned to cover. All other provisions of 15.5 shall remain in full force
and effect.
The parties further agree that when a JOM is receiving rest pay per the provisions
of this settlement agreement, the cap on total rate of pay of two and one-half(2 K)
135
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

times contained in Section 15.4.3 will not apply and the total rate of pay shall not be
greater than three and one-half(3 V2) times the regular straight-time rate.
W. Stipulations
The parties further stipulate and agree as follows:
A. The parties have entered into this Settlement Agreement freely and
voluntarily.
B. This Settlement Agreement does not constitute an admission of guilt,
fault, or wrongdoing by either party.
C. The obligations of the parties specified above constitute consideration
sufficient to render this Settlement Agreement enforceable by either
party.
D. This Settlement Agreement shall not serve as precedent for resolving
any other complaints, grievances, appeals or actions that may be filed.
E. The parties agree that the Employer and Union will split any
cancellation fee charged by the Arbitrator in the Arbitration.
F. This Settlement Agreement constitutes the entire agreement between
the parties regarding the resolution and settlement of the Grievance
and Arbitration.
G. This Settlement Agreement may not be modified except by written
agreement signed by the parties.
H. This Settlement Agreement may be executed in counterparts, and each
executed counterpart shall have the efficacy and validity of a signed
original and with the same effect as if all parties hereto had signed the
same document.
LOCAL U N of th IB1.
Dated: B :.
Its:
PACIFICOR
Dated: _ g 2g 23 Bv. '--
Its: i Mak t 6k&A!n owls
136
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Iq PACIFIC POWER
A DIVISION OF PACIFICORF
Letter of Agreement
Displacement Alternative—Journeyman-to-Journeyman Transfer
November 16,2023
This Letter of Agreement (hereinafter referred to as the "Agreement") between IBEW Local 659
("Union") and PacifiCorp ("Company") memorializes discussions between the parties associated
with agreement to introduce a Journeyman-to-Journeyman transfer concepts in situations associated
with Company-initiated displacements.
The Parties recognize that Section 3.13 and Section 13.12 of the Collective Bargaining Agreement
(CBA) outlines methods for communication and processes should circumstances of the Company
require employee displacement. In addition to those outlined processes, the Parties recognize that
previously deleted contract language outlined a Journeyman-to-Journeyman transfer pathway and
have a desire to resurrect the spirit of that concept in displacement situations.
In recognition of this agreement,the Parties agree that the prior language will not be utilized in its
entirety but shall be implemented as follows:
• The execution of this Agreement shall not create an expectation or obligation for the
Company to make Journeyman-to-Journeyman transfer pathway opportunities available in
cases of employee(s)displacement.
• The employee(s)identified("impacted employee(s)")as being subject to displacement will
not be required to apply for vacant journeyman position(s),but rather indicate interest for a
Journeyman-to-Journeyman transfer, in writing to labor relations and the IBEW Local 659
Business Manager. Should multiple employees have interest,they will be considered in
order of company seniority based on the number of open positions and location(s)
identified by the Company.
• Should the situation arise where the Company determined a Journeyman-to-Journeyman
transfer pathway is available,it shall require mutual agreement between the Company and
Union.
• The impacted employee(s)is not required to accept the Journeyman-to-Joumeyman
transfer pathway option. Other provisions outlined in the CBA remain available to them.
• Employees will only have one (1) opportunity to utilize the Journeyman-to-Journeyman
transfer pathway in displacement circumstances during their employment.
• Any employee(s)afforded the Journeyman-to-Joumeyman transfer pathway will be
required to complete all training aspects of a registered apprenticeship program associated
with the trade into which they approved for transferring into. Once transferred,the training
progression will be overseen by the Joint Apprenticeship Training Committee(#5007).
137
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

• Wages shall be governed by Section 12.14 of the CBA and any subsequent clarification by
the Parties such as the October 23,2023 Joint Communication.
• During the training period associated with the registered apprenticeship,employee(s)will be
subject to all provisions in Article 12 of the CBA. This includes the language outlined that
if for any reason an individual fails to complete training, the individual will be terminated
from PacifiCorp without recourse.
The Parties agree to meet and confer should questions arise out of the execution of this agreement
and the Parties may mutually agree to modify the terns and conditions of this agreement, as
necessary.
Agreed: A&Tecd:
/rJa"Z& Qom- 11/221102,3
Nick Carpent9r, Dat Nanette Quitt Date
Business Manager Director of Labor Relations
IBEW Local 659 PacifiCorp
138
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

PACIFICORP
LETTER OF AGREEMENT
Drug and Alcohol Testing Revisions
April 9,2024
This Letter of Agreement(hereinafter referred to as the"Agreement")between IBEW Local 659
("Union")and PacifiCorp("Company")fulfills the commitment made during the 2024 contract
negotiations and subsequent April 8,2024 ratification and serves to modify the precious Drug and
Alcohol letter of agreement executed on April 23,2009.
Whereas, PacifiCorp, hereinafter the Company and International Brotherhood of Electrical Workers
Local Union 659, hereinafter the Union,desire to work together to provide a drug free and safe work
environment.
Whereas, the Company and the Union recognize the need for employees to be in a responsible and
alert condition to perform their duties in a safe and efficient manner,free from any impairment caused
by alcohol or drugs.
Whereas,the Company and the Union commit to work together to provide support for employees who
struggle with chemical and alcohol dependency and abuse problems.
Whereas, the Company and the Union acknowledge that some cases of substance and alcohol
dependency and/or abuse must also be dealt with as illnesses requiring professional medical treatment,
not as personnel problems.
Therefore,the Company and Union agree as follows:
I. All Local 659 represented employees will be subject to drug and/or alcohol testing pursuant
to the provisions of the PacifiCorp Drug and Alcohol Policy and Commercial Driver's
License Guidelines,
2. An employee who seeks help and discloses they have a problem with alcohol or drugs before
the employee is selected for random testing or is directed to submit to a reasonable suspicion
or post accident test will not be considered to be in violation of the policy.This employee
shall be referred to the Employee Assistance Program for help.This employee will be
eligible to use his/her earned and accrued sick leave and vacation during any absence
associated with such disclosure,i.e.until they are released to return to work.During time off
work for a diagnosed condition and/or treatment related to drug or alcohol problems,the
employee may also be eligible for FMLA and/or short-term disability benefits,subject to the
terms and conditions of the FMLA policy and/or short term disability program.
3. A represented employee who tests positive for drug and+'or alcohol shall not be considered to
have committed an offense rising to the level of termination on a first offense unless there are
aggravating circumstances.
4. (Deleted April 9,2024)
139
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

5. A second positive drug and/or alcohol test, random or otherwise, during the term of
employment shall be considered an offense rising to the level of just cause and will result in a
termination unless the Company and Union mutually agree to issue a final warning and
last chance agreement.
6. Aggravating circumstances may include but are not limited to confirmed positive drug,�alcohol
test results that occur due to the following:
• A post accident referral in accordance with Company policy;
• A reasonable suspicion referral in accordance with Company policy;
• Active"Return to Duty"provisions;
• An active follow-up referral.
Aggravating circumstances may also include a positive/drug alcohol test result while there is an
active formal discipline in effect for the employee.
7. Notwithstanding any other provision in this Letter of Agreement,the use of prescription and
non-prescription medications by an employee is not a violation of the Company's Drug and
Alcohol policy,if:
• The medication is taken in accordance with a lawful prescription;
• The medication is used in accordance with proper dosage and instructions;
• The Company has been made aware of the medication and any possible side effects,to
enable them to determine if the employee should be allowed to perform their regular
duties,perform restricted duties or prohibited from performing any work while under
the influence of the medication. The Company reserves the right to make a final
determination in each case.
8. Random non-CDL drug and alcohol testing shall commence ninety (90) days from die date of
execution of this agreement.
This agreement will be incorporated into the next Collective Bargaining Agreement. By signing this
Agreement,the Union and the Company confirm that they have read,understand,and agree with the
terms and conditions in it and have signed it knowingly.
Agreed:
I k-4tal �� 05/02/2024
Shana Shepherd Date
Labor Relations Specialist
Pacificorp
Nick Carpenter Date
Business Manag
IBEW Local 659
140
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

14 PACIFIC POWER
A DIVISION OF PACIFICORP
Letter of Agreement
IBEW Local 659 and Pacific Power
Craft Entry Revisions—Groundman S L:tility Specialist
June 2024
This letter of agreement(hereinafter referred to as the "Agreement")between IBEW Local 659
("Union")and PacifiCorp("Company")memorializes discussions between the Parties related to
modifying the current apprenticeship pathway for the Local 659 represented positions pursuant to
their LMC Subcommittee on Craft Entry convened in late 2023 through May 2024.The goal of
these discussions was to create a clear expectation for several entry classifications while creating
agreement that the Apprentice Qualified position shall be required before an employee is
indentured in an apprenticeship position.
Pursuant to these discussions,the Parties have agreed that following the execution of this
agreement, entry into IBEW Local 659 represented lineman.estimating and metering
apprenticeships shall be modified for new incumbents as indicated below:
• Following the execution of this agreement,the Company agrees that Groundman and
Utility Specialist-Estimating(new classification Job Code 0631)and Utility Specialist-
Metering(new classification job code 0632)classifications will be the pathway into
Apprentice Qualified positions and then Apprenticeship positions.
• Following execution of this agreement, new incumbents in the Groundman,Utility
Specialist-Estimating; Utility Specialist-Metering classifications will be required to
progress and attempt to obtain through selection an Apprentice Qualified position.
o An employee will have a maximum of three(3)`opportunities"per classification to
obtain an Apprentice Qualified position.
o After these three(3)opportunities have been exhausted, the employee shall only be
permitted an additional six-months of employment before they are subject to
discharge without recourse of Article 6 of the collective bargaining agreement
(CBA).
o Failure of an employee to apply or be awarded an Apprentice Qualified job vacancy
posted by the Company,will count as an "opportunity."
• There is no maximum timeframe for a regular status employee to be in a Groundman,
Utility Specialist-Estimating;or Utility Specialist-Metering classification. While it is not
preferred nor the intent to have individuals remain in the position indefinitely, the
Company is under no obligation to post an Apprentice Qualified position within a set
period of time.
• When the Company posts a Local 659 represented Apprentice Qualified(AQ)position,it
shall be required to note whether the position is for the Lineman, Estimating or Metering
craft.The provisions of CBA Article 12.3 shall apply including insideioutside selection.
141
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

• The provisions of CBA Article 12.4 will continue to apply for all
Apprentice Qualified incumbents including the two-year limit from the date of hire as an
Apprentice Qualified to the date of being indentured as an apprentice.
• Apprentice Qualified incumbents will be required to complete their craft checklists as
required per JATC and classification.
• Apprentice Qualified incumbents will automatically be indentured into their designated
craft as identified by the Company(location and start date)after meeting JATC checklist
requirements but in no such just case will the employee be held longer than two years in
the Apprentice Qualified position before indenturement(pursuant to CBA Article 12.4).
c When indenturement is approved by the Company,the JATC will indenture in
order of company seniority.
c An existing Journeyman who is awarded an Apprentice Qualified position shall be
subject to the provisions of Article 12.14 and as clarified in the October 2023 LMC
Joint Communication(#t5).
Groundman
Individuals hired after the execution of this agreement, shall require:
• Job vacancies to be handled through the Company's posting and recruiting process
(inside/outside selection)with the most qualified candidate selected for the position(s).
• All incumbents will be subject to a one-year probationary period from their start date in the
Groundman classification,regardless of any prior company service.
• Incumbents are required to obtain a commercial driver's license(CDL)within six-months
of company official request',but not to exceed(1)year of start in the Groundman
classification.The company will continue its support of incumbents to obtain this
requirement as it does for other CDL-required classifications.
• Groundman who bid an AQ position which requires a CDL,who do not possess a CDL
will not lose any of their(3)opportunities.
• Groundman incumbents will not be provided an Apprentice Qualified JATC checklist, nor
will they be credited for any of their Groundman classification time when they achieve an
Apprentice Qualified position.
The Groundman classification will be permitted to perform a variety of job duties in which
they have been trained to safely perform including duties performed by the Utility Specialist
(Job Code 7901). The rate of pay for the Groundman classification shall be$35.371hour for
individuals hired following the execution of this agreement.
142
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

Utility Specialist Estimating& Utility Specialist Metering
Effective with the execution of this agreement,the Utility Specialist Estimating&Utility
Specialist Metering classifications shall require:
• Job vacancies to be handled through the Company's posting and recruiting process
(inside/outside selection)with the most qualified candidate selected for the position(s).
• All incumbents will be subject to a one-year probationary period from their start date in the
Utility Specialist Estimating or Utility Specialist Metering classification,regardless of any
prior company service.
• A commercial motor vehicle(CMV)card will be required within six-months of start in the
Utility Specialist Metering position.
• Utility Specialist Estimating and Utility Specialist Metering incumbents will not be
provided an Apprentice Qualified JATC checklist,nor will they be credited for any of their
Utility Specialist Estimating&Utility Specialist Metering time when they achieve an
Apprentice Qualified position.
The Utility Specialist Estimating and Utility Specialist Metering classification will be permitted to
perform a variety of job duties in which they have been trained to safely perform including duties
performed by the Utility Specialist(Job Code 7901)and as established in the CBA.The rate of pay
for the Utility Specialist Estimating and Utility Specialist Metering classifications shall be
535.37thour.
The Parties agree that current incumbents in the Utility Specialist(Job Code 7901)are not affected
by this agreement and shall be subject to the current indenturement expectations as established in
the October 2019 Joint Communication from the Labor Management Committee. Based on the
nature of this agreement, it is the intent of the Company to discontinue use of the Utility Specialist
(Job Code 7901)classification following the attrition of current incumbents.
The Parties agree to meet and confer should questions arise out of the execution of this agreement
and the Parties may mutually agree to modify the terms and conditions of this agreement, as
necessary.
Agreed:
Nick Carpenter Date
Business Manager
1BEW Local 659
54uttz 06/28/2024
Shana Shepherd Date
Labor Relations Specialist
PacifiCorp
143
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
Ground Experience..................................................................................... 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
Selection of an Arbitrator .............................................................................7.4
BargainingAgent.....................................................................................................3.1
Bidding ........................................................................................................13.7 - 13.8
144
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
PrimaryVacancy ..................................................................................... 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
145
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
146
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
147
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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..... .................................................................................................................24.0
InDomicile ..........................................................................................................21 .16
In-hire Classifications
Layoffand.............................................................................................. 13.12.3
Pay when Awarded..................................................22.0 Wage Table Footnote
Insurance Committee ............................................................................................20.4
Insurance Plans (see Retirement and Insurance Plans)
JobDescriptions.................................................................................................... 16.0
Communications Technician ................................................................. 16.20.1
Communications Technician Assistant.................................................. 16.20.2
148
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
Meterman Apprentice ............................................................................ 16.15.4
MetermanDistrict .................................................................................. 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 Coordinator A/B/C/D.................................................................... 16.13
Service Dispatcher ................................................................................ 16.13.2
149
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
Contracting Work 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
150
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
Lockoutsand 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
151
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
MedicalBenefits ......................................................................................20.4.2
Presenting Proposals for Amendment of...........................................20.2, 20.4
Retirement Committee................................................................................20.2
Retirement Premium...................................................................................20.6
152
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
Overall Seniority ...................................................................................... 13.1 .2
OvertimeWork and.................................................................................. 15.4.3
Permanent Disability Bidding Other Jobs ................................................. 13.16
Return from 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
153
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
Monthly Deductions....................................................................................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
MilitaryService 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
154
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement

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
155
PacifiCorp/ IBEW Local 659
2024-2029 Collective Bargaining Agreement