|
|
GENERAL
|
|
|
AGREEMENT
|
|
|
ARTICLE
NO. 1 Introduction
/ Continuity of Service /
Non-Discrimination
|
|
|
ARTICLE
NO. 2 Union
Security
|
|
|
ARTICLE
NO. 7 Seniority and
Promotions
|
|
|
ARTICLE
NO. 15 General
Provisions
|
|
|
CLERICAL
|
|
|
Alternative
Shift Agreements Four-Ten Hour Shift
Schedule
|
|
|
GENERATION
|
|
|
ARTICLE
NO. 4 Union
Activity
|
|
|
LOA Electric
System Control Center Operators
|
|
1.1
|
INTRODUCTION: The
Company, in Clark and Nye counties, in the state of Nevada, a public
utility engaged in the service of generating, transmitting and
distributing electric power and energy, hereby recognizes Local Union No.
396 of the International Brotherhood of Electrical Workers, A.F.L./C.I.O.,
as the exclusive bargaining agent for its employees who are employed in
Customer Service, Districts, Material/Warehousing, Reprographic Services,
Mail Room/Receiving Departments, Lines, Fleet Services, Meter Services,
Communications, Materials, Generation, Substations, and Survey
Organizations excluding all supervisory, confidential and
professional employees within the meaning of the National Labor Relations
Act, such covered employees more specifically defined in Exhibit I
(CLASSIFICATION DESCRIPTIONS), for the purpose of collective bargaining
with respect to rates of pay, wages, hours of employment and other
conditions of employment which may be subject to collective
bargaining.
|
|
1.2
|
CONTINUITY OF
SERVICE: It is mutually recognized that the interest of
the Company, the Union and the welfare of the general public, requires the
continuous rendering of service by the Company, and the parties agree that
recognition of such obligations of continuous service is imposed upon both
the Company and its employees.
|
|
|
The
Company, to facilitate the continuous performance of such service, agrees
to meet with the Business Manager of the Union or his designated
representative in reference to any matter within the scope of the
Agreement, and agrees that it will cooperate with the Union in its efforts
to promote harmony and efficiency among all of the employees of the
Company.
|
|
|
The
Union agrees that the employees covered by this Agreement, will not be
called upon or permitted to cease or abstain from the continuous
performance of the duties pertaining to the positions held by them with
the Company. The Company agrees to do nothing to provoke interruption of
or to prevent such continuity of performance as required in the normal and
usual operations of the Company's property. It is mutually agreed that any
difference that may arise between the above parties shall be settled in
the manner hereinafter provided.
|
|
|
The
Union agrees that the employees covered by this Agreement will
individually and collectively perform loyal and efficient work and service
and that they will cooperate in promoting and advancing the welfare of the
Company and the protection of its service to the public at all
times.
|
|
|
The
Union agrees that there will be no strikes, stoppages of work or slowdowns
of the Company's operations during the term of this Agreement, and the
Company agrees that there will be no lockouts during the term of this
Agreement.
|
|
1.3
|
NON-DISCRIMINATION: Neither
the Company nor the Union will discriminate against any employee in the
application of the terms of this Agreement because of race, religion, sex,
age, color, national origin, veteran status, disability or any other
legally protected status. It is understood that job titles used
in this Agreement, which indicate the male gender, are not intended to
restrict classifications to employees of the female
gender.
|
|
1.4
|
LAWS: It is
understood and agreed that if mandatory laws or government rules or
regulations applicable to or in conflict with any of the provisions of
this Agreement become effective and binding upon the parties, such
conflicting provisions of this Agreement shall be subject to modification
as required and the parties shall meet and confer to determine mutually
agreeable language to conform to the laws, government rules and/or
regulations.
|
|
1.5
|
AMENDMENT: This
Agreement shall be subject to amendment at any time by mutual consent of
the parties. Such amendment must be written, state the effective date of
the amendment, and be executed in the same manner as this
Agreement.
|
|
1.6
|
PICKET: No employee
covered hereunder shall be required, as a condition of employment, to pass
through a picket line recognized by the Union provided that said picket
line is in connection with a lawful strike sanctioned by a
Union which has a legal right to represent the employees of the struck
Employer and the strike and picket line in connection with a primary
dispute with said struck Employer until a neutral gate is established.
However, in the event of an emergency the employee may be required to pass
through the picket line.
|
|
2.1
|
UNION
DUES: The Company shall deduct money from Union
employees' wages and pay it to the proper officers of the Union, provided
the employee who is a member of the Union individually and voluntarily
authorized such deduction to be made. The form of the check-off
authorization is attached to this Agreement as Exhibit III (CHECK OFF
AUTHORIZATION). The Union shall hold the Company free and
harmless from any claims or damages from any party whatsoever for making
deductions and shall indemnify the Company against any and all claims or
damages, which may originate from the dues check-off
process.
|
|
2.2
|
NEW
EMPLOYEES: The Company agrees to notify the Union of the
name and address of new employees within thirty (30) calendar days of
their date of hire. The Union Business Manager and / or a designated
representative and the Human Resources (HR) Representative will
participate jointly in New Employee Orientation; this will provide an
overview of Nevada work law and the goals and responsibilities of both the
Union and the Company.
|
|
3.1
|
BUSINESS
MANAGEMENT: The supervision and control of all
operations and the direction of all working forces, including the right to
hire, to suspend or discharge for proper cause, to transfer employees, to
relieve employees from duty because of lack of work and for other
legitimate reasons, is vested exclusively with the
Company.
|
|
3.2
|
DISCIPLINE: The Company
retains the right to exercise discipline in the interest of good service
and the proper conduct of its business, provided an employee who has been
laid off, discharged, or disciplined shall be advised in writing of the
reason or reasons for such action and shall be offered suitable
representation, if so desired, at the time such reasons are provided.
Furthermore, should the employee or the Union feel that the terms or
conditions of this Agreement have been violated; either shall be entitled
to grieve such action in accordance with the provisions set forth in
Article 8 (GRIEVANCE PROCEDURE) of the
Agreement.
|
|
4.1
|
UNION BUSINESS: An
employee who requests time off for Union activities, in addition to
regular time off, shall be granted such request if such time off will not
inconvenience the operations of the Company or increase its operating
expenses; provided further, that such employee shall receive no
compensation from the Company for such time
off.
|
|
|
UNION STEWARD BUSINESS:
The Union steward shall, upon request to the supervisor, be allowed
reasonable time during regular working hours, without loss of pay, to
attend to Union matters on the job, provided such time is not used for
solicitation of membership or collection of dues, and does not interfere
with regular work schedules.
|
|
4.2
|
BULLETIN BOARDS: The
Company agrees to permit the Union to use reasonable space for the purpose
of posting officially signed Union bulletins upon the bulletin boards
and/or electronic mail, which are furnished by the
Company.
|
|
4.3
|
CONTRACTING
WORK: Refer to Tabs.
|
|
5.1
|
EMPLOYEE STATUS
DESIGNATION: Employees shall be designated as temporary,
probationary, or regular.
|
|
|
If
a temporary employee is offered and accepts a regular position that the
employee has not previously occupied while at the Company, the employee
must complete a probationary period to evaluate work
performance. If, however, the employee has previously occupied
the position being awarded, the employee shall receive credit toward the
probationary period for actual time worked in that
position.
|
|
|
If
an employee works at least 1,500 hours during a twelve (12) month period
in the same temporary position, the position will become authorized and
the employee will be offered regular status in that
position.
|
|
|
During
the probationary period, the employee may be terminated at the discretion
of the Company as long as the termination is not discriminatory and is not
for the purpose of keeping jobs filled with probationary employees.
Probationary employees who have not satisfactorily completed a formal
departmental training and appraisal program may, at the discretion of
supervision, have their probationary period extended by up to three (3)
months. Supervisors shall not extend the probationary period if
they do not have a formal training and appraisal program in place or have
failed to use those programs. No later than two (2) weeks prior
to the completion of the first six (6) months, the supervisor must notify
the employee and the Union Business Manager in writing, if the
probationary period will be
extended.
|
|
|
In
computing the effective date of a change in status from a probationary to
regular employee, interruptions in employment, caused by the following
circumstances, shall not be
credited:
|
| • | Discharge | |
|
|
•
|
Resignation
|
|
|
•
|
Absence
for more than an accumulative total of thirty (30) calendar days due
to:
|
|
|
If
the employee's combined absences, during the probationary period, are for
a period greater than the employee's combined actual work time, the
employee shall be terminated. The transfer of a probationary
employee from one job to another without interruption of work time shall
not be considered a break in employment. At the end of the
probationary period as defined above, the employee will become a regular
employee and will rank in seniority from the original date of
hire.
|
|
|
REGULAR: A regular
employee is one who has completed a probationary period and is in an
authorized full-time or part-time
position.
|
|
5.2
|
APPLICATION REFERRAL:
The Company recognizes the Union as a valuable source for employment
referrals, due to the mutual interest in the profitability of the
Company. As such, when additional employees are needed to do
work which comes under this Agreement, the Company will indicate its
requirements, relative to knowledge, skills, and abilities, and will give
the Union an equal opportunity to refer applicants for
employment. The Company retains the right to evaluate each
candidate and make the final hiring
decision.
|
|
5.3
|
TEMPORARY LAYOFF
PROVISIONS: In recognition of the competitive nature of
the utility business, innovative solutions are required when unforeseen
challenges present themselves. Accordingly, there may be
operational circumstances that would permit the temporary layoff of
employees for short-term periods of time, out of line of seniority, on a
voluntary basis. These provisions are detailed in Exhibit IV
(TEMPORARY LAYOFF PROVISIONS) of this
Agreement.
|
|
5.4
|
LAYOFF
PROVISIONS:
|
|
|
DEFINITION OF
QUALIFIED: For purposes of defining "qualified", as used
in this Article, the definition shall be that an employee is qualified to
perform any position, in the CBA, which the employee has previously
occupied at the Company.
|
|
|
NOTIFICATION: If
it becomes necessary for the Company to layoff regular employees due to
lack of work, the Company shall give affected employees as much notice as
possible; but in no event shall employees receive less than twenty-one
(21) calendar days notice of layoff. Where temporary, part-time
and probationary employees are involved, no notice of layoff is
required.
|
|
|
FOUR (4) YEAR
QUALIFIER: Any MPAT employee of the Company who accepts
a position in the bargaining unit will establish a new date of seniority
for the purpose of future layoffs, except as defined
above. This date will reflect the day in which these employees
accept such a position and will be effective for four (4) years. If there
is a reduction in classifications in the bargaining unit, these employees
will use the above-mentioned date as their seniority date for the purpose
of this reduction or layoff. After four (4) years of service in
the bargaining unit, any employee impacted by this language, will be
credited with all Company seniority for the purposes of reduction in
classification or layoff.
|
|
|
RECALL: In
the event of a recall, the Company shall provide notification to affected
employees by certified mail to their address of record. Such
employees must keep the Company informed of the address where they can be
reached. Recalled employees must report to work no later than
fourteen (14) calendar days from the date the certified letter was
received. Employees who do not report to work within fourteen
(14) days from the date the letter was received will be considered a
voluntary resignation of employment. Employees will only be
considered for recall to the classification from which they were laid-off,
unless they make a written application within fourteen (14) calendar days
from the date of notification of layoff, to human resources, for any other
position for which they are qualified. Applications that do not
meet this time frame will only be considered after all timely applications
have been honored. Employees must submit a written notice to
human resources to rescind their application for consideration for
previously held positions prior to formal notification of return to
work. Any employee who refuses a recall to any requested
position will be considered voluntary resignation of employment and will
waive all recall rights to any other position. Employees who
have displaced a less senior person in any classification shall be given
an offer to return to their former jobs if the vacancy is in their former
classification. Recall rights shall cease on any layoff in
excess of twelve (12) months.
|
|
|
TEMPORARY
RECALL: In the event of a temporary recall, in accordance with
Article 4.3 (Contracting Work), an employee may decline such temporary
recall without waiving their rights for recall to a regular position,
provided the temporary assignment is for less than ninety (90) days. If an
employee accepts a temporary assignment, all benefits will be reinstated
upon return to work and they will have recall rights for one(1) year from
the date of any subsequent layoff. This right does not expire until the
employee has returned to work or refused an offer to return to work. Any
subsequent layoff will not create a liability for an additional severance
benefit in accordance with this
Article.
|
|
5.5
|
SEVERANCE:
|
|
|
Volunteers
will be requested and selected by Company seniority. If there are no
volunteers, reverse seniority will be used to select employees for the
enhanced severance and retirement bridge
program.
|
|
•
|
The
Employee will have 5 (five) working days to notify the Company of their
decision. If the employee accepts the comparable position, it will be
awarded to them at the appropriate wage
rate.
|
|
•
|
If
the Employee refuses the comparable position, the Employee will be
terminated with no severance.
|
|
•
|
If
the Employee accepts and is awarded the non-comparable position, he/she
will be eligible for re-training, if required, and up to $2000 relocation
expense.
|
|
•
|
If
the Employee declines, he/she will be eligible for the Enhanced Severance
Option or Retirement Bridge Option described
below.
|
|
§
|
Two
(2) weeks of base pay for each year of service, with a maximum of 52
weeks.
|
|
§
|
A
lump sum payment of $4,500 for training or outplacement
services
|
|
§
|
Six
(6) months of Company paid COBRA
|
|
|
OR
|
|
|
Years
of
Service Points
|
|
|
Example:
|
|
|
An
employee who is age 52 with 28 years of vesting service at the time they
are
|
|
|
affected
can add 3 points to their age and effectively become age 55, and 2
points
|
|
|
to
their years of service, which gives them 85 points. This qualifies them
for an
|
|
|
unreduced
full retirement benefit under the traditional retirement plan
component
|
|
|
at
the time they retire.
|
|
|
The
Retirement Bridge Option is not applicable to employees covered under the
cash balance plan component of the Retirement Plan. Eligible
employees can select only one option – either Severance or Retirement
Bridge. Employees who are eligible to retire without using the Retirement
Bridge Program (and employees covered under the cash balance plan
component) are still eligible for severance pay. If and employee declines
both the Enhanced Severance and Retirement Bridge Program options, they
will be eligible for consideration under Article 5.4 “bumping
rights”.
|
|
|
The
severance calculation will apply with one (1) week per year with a minimum
of one (1) week severance, i.e. a one-year employee would receive two (2)
weeks of severance pay. Rehire rights will be limited to one (1)
year. The Company will provide a list of affected employees and
listings of job openings as they occur. The Union will be responsible for
monitoring the program. When an employee exercises Article 5.4 “bumping
rights”, the affected employee (bumped employee) will start at the
“placement” step of the enhanced severance and retirement bridge
program.
|
|
6.2
|
BREAK PERIODS (Applicable only
in Clerical): A fifteen (15) minute relief period shall be provided
for all employees not working seven day coverage during each one-half
(1/2) of the shift. Work conditions permitting, each break
period shall be given as near the middle of each one-half (1/2) of the
shift as possible. If an employee is required to work four (4)
continuous hours of overtime, then a fifteen (15) minute break shall be
provided, halfway between the four (4) hour
period.
|
|
|
BREAK PERIODS (Applicable only in T&D and
Generation): A fifteen (15) minute relief period shall be provided
for all employees not working seven day coverage during each one-half
(1/2) of the shift. Work conditions permitting, each break
period shall be given as near the middle of each one-half (1/2) of the
shift as possible.
|
|
6.3
|
LUNCH PERIODS (Applicable only
in Clerical): With the exception of part-time employees,
supervisors will establish a meal period, without pay, of either one-half
(1/2) or one (1) hour.
|
|
|
LUNCH PERIODS (Applicable only
in T&D & Generation): Supervisors will establish
a meal period without pay, approximately four (4) hours after the start of
a shift, but no later than six (6) hours after the start of the
shift. Employees who are required by management to begin their
lunch more than one (1) hour before or after the regular start of
lunchtime shall be paid during the lunch period at the straight time
rate. There are two (2) pay possibilities for employees with an
unpaid lunch. For this example the employees shift is from 7:00
am to 3:30 pm with a one-half (1/2) hour lunch from 11:30 am to
noon.
|
|
|
REGULAR DAY-SHIFT AND
SHIFT EMPLOYEES: The unpaid lunch period shall not
exceed one-half (1/2) hour unless mutually agreed to by the Company and
the Union.
|
|
|
SEVEN DAY COVERAGE
EMPLOYEES: These employees will be considered to have a
paid lunch period as part of their regular
shift.
|
|
6.4
|
OVERTIME:
Refer to Tabs.
|
|
6.5
|
OVERTIME EQUALIZATION (Does not
apply to UDC or Mapping Classifications): The Company will endeavor
to distribute overtime work as evenly as possible among those employees
qualified to perform such work. For the purpose of distributing overtime,
the Company will maintain and post overtime lists in each sub-department
indicating time offered and time worked. Each department will create
policies and procedures (BY LOCATION, SHIFT – as defined by Article 6.1
AND CLASSIFICATION REFER TO TABS), for overtime equalization through
labor/management meetings.
|
|
6.6
|
PAY
PROVISIONS:
|
|
|
PAY
DAYS: Pay days shall be at biweekly
intervals.
|
|
|
WAGES: The
schedule of job classifications and wage rates, as mutually agreed to, are
made a part of this Agreement, and are marked "Exhibits I and II"
respectively.
|
|
|
Wages
shall be paid at biweekly intervals on the Thursday following the close of
the two-week pay period provided that if the regular payday falls on a
holiday, payment shall be made on the preceding
workday.
|
|
|
SPECIAL PAY
REQUESTS: The Company
recognizes there will be circumstances such as weeks of vacation and
vacation in association with holidays, which will create special requests
of the payroll department. Unless the situation is an
emergency, all special checks will be limited to individuals who are
absent for at least the Wednesday through Friday of a pay
week. Exceptions to this practice will require written approval
from the department manager and must be presented to payroll no later than
forty-eight (48) hours in advance of the requested time for
payment.
|
|
6.7
|
CALL-OUTS: Call out is
defined as when an employee who is neither working regular time or
overtime hours, is directed or asked to report to work for hours which had
not been previously assigned. In all call out situations, an
employee will receive double time for the hours worked as a result of the
call out.
|
|
6.8
|
REST TIME: Employees who
are required to work overtime within the eight (8), ten (10), twelve (12)
hour period immediately preceding their scheduled starting time, according
to the employees assigned shift, shall be entitled to time off with
straight time pay equal to time worked during this time
frame. This is not applicable to a call out or scheduled
overtime of three (3) hours or less immediately proceeding the employee's
normal starting time.
|
|
|
If
an employee is entitled to rest time off, such time off would normally
begin at the start of the regular shift. By mutual Agreement
between the supervisor and the employee, rest time may be taken during the
last part of the regular shift. An employee shall not be required to work
during his rest period provided adequate relief is available, however,
should an employee be required to work during this period, he shall
receive straight time for all time worked during his rest period in
addition to his rest period pay.
|
|
6.10
|
SHIFT DIFFERENTIAL:
Fixed shift employees will be paid their shift differential for all hours
worked on that day. For example, a second shift employee who
works ten (10) hours on a particular day would be paid ten (10) hours of
second shift differential.
|
|
|
FIRST
SHIFT: No shift differential shall be paid for the first
shift.
|
|
|
SECOND SHIFT: A
differential shall be paid for the second shift according to the following
schedule:
|
|
|
February
1, 2008 thru February 1, 2011 .................... $1.45 per
hour
|
|
|
THIRD
SHIFT: A differential shall be paid for the third shift
according to the following
schedule:
|
|
|
February
1, 2008 thru February 1, 2011 ………………$1.60 per
hour
|
|
|
The
appropriate overtime rate will be applied to the shift
differential. Shift differentials shall be payable only for
hours actually worked and shall not be payable for non-work time such as
holidays, sick leave, vacation and rest
time.
|
|
6.11
|
ESTABLISHING PERMANENT
SCHEDULES (Applicable only in T&D and Generation): The right to
establish working schedules and methods of shift rotation for employees,
to assign individuals to schedules and to make changes in schedules, rests
with the Company. Whenever the Company assigns an employee to a
schedule that is different than the schedule they are regularly assigned
and such assignment is expected to last ninety (90) calendar days or more,
the following conditions shall
apply:
|
|
|
NOTIFICATION
(Applicable only in T&D and Generation): Employees
will be given as much notice as possible and in all cases, at least
twenty-four (24) hours and prior to the end of their last regular
shift. In this notification, the employee will be informed of
the hours of work, including the days off and meal periods if applicable,
work location, expected duration of the shift if other than indefinite,
estimated composition of the work force, and the type of the shift
(regular day, fixed shift, or rotating). The Company will limit
days off to days inclusive of or in conjunction with Saturday or Sunday
providing that such schedules will not interfere with the continuous
rendering of service by the Company. If the Company fails to satisfy the
twenty-four (24) hour notification requirement, the premium for the first
five (5) days of the new shift will be extended until the notification
requirement has been satisfied.
|
|
|
STAFFING
OF SCHEDULES:
|
|
|
VOLUNTEERS
(Applicable only in T&D and Generation): When new
shifts are announced, the Company will permit affected employees to
volunteer for these assignments. The highest Company seniority
will be used to select from the volunteers and these employees will not
receive a premium for their first five (5) days of this new
assignment.
|
|
|
LEAST SENIOR
QUALIFIED
(Applicable only in T&D and Generation): The least
senior, qualified employee in the classification affected, may be
assigned. Any employee so assigned will receive a premium of
time and one-half (1 1/2) for the first five (5) days of this assignment
for all hours worked outside of their previous
schedule.
|
|
|
RIGHT OF
ASSIGNMENT
(Applicable only in T&D and Generation): The Company
may assign employees to these schedules for operational efficiency
purposes. Any employee so assigned will receive a premium of
time and one-half (1 1/2) for the first five (5) days of this assignment
for all hours worked outside of their previous
schedule.
|
|
|
SHIFT
DIFFERENTIAL
(Applicable only in T&D and Generation): The appropriate shift
differential, if any, shall apply immediately to all hours worked for
those who volunteer for these shifts. For those employees paid a premium
for the first five (5) days of such an assignment, the shift differential
will apply beginning on the sixth day of the assignment, or the first day
on which the premium is not paid.
|
|
|
RETURN TO ORIGINAL OR
OTHER SCHEDULE
(Applicable only in T&D and Generation): Employees,
who are assigned to a new schedule and are returned to their original
schedule before five (5) days have elapsed, will be entitled to the
premium mentioned above for the five (5) day period. Employees
assigned to a second, new schedule during the initial five (5) day premium
payment period will receive an additional five (5) days of premium from
the date the new schedule begins.
|
|
|
TRAINING
EXCEPTIONS: The Company may, for the purposes of training only,
change schedules without incurring the premium penalties mentioned
above. The Company will notify all employees as far in advance
as possible, but not later than the end of their last scheduled work day
in the week prior to such training. This notification will
detail the nature, location, and duration of the training. If
such notification is not given, and an employee is called at home and
informed of a change in schedule for training purposes, this employee will
be paid time and one-half (1 1/2) for the first two (2) days of the
training for all hours worked outside of their normal
schedule.
|
|
|
TRAVEL TIME FOR OUT OF
TOWN TRAINING: Any employee who is required to travel
out of town on a normal day off or after normal working hours for the
purpose of Company training, will be paid actual driving time to and from
the training site. When flying to such training, employees will
be paid one (1) hour from their home to the airport, actual flying time to
the destination, and one (1) hour from the airport to the
hotel. All compensation for such travel time will be at a
straight time rate and will not be considered time
worked.
|
|
6.12
|
ASSIGNMENT TO AN ESTABLISHED
SCHEDULE (Applicable only in T&D and
Generation): When seven (7) day coverage employees,
other than relief employees, are transferred from one schedule of work
days or work hours to another established and populated schedule, they
shall not be entitled to overtime compensation for work performed during
regular work hours of any day involved in the transfer, provided
that:
|
|
|
•
|
They
have been notified of such transfer not less than twenty-four (24) hours
in advance of the starting time of the new shift or work
period;
|
|
|
•
|
They
have had a minimum of one shift off between
schedules;
|
|
|
•
|
As
a result of such transfer they have not been required to work more than
forty (40) hours at the straight time rate in any workweek
involved;
|
|
|
•
|
They
have not been required to work more than one (1) short change in the work
week involved, provided, however, that such short change was not the
result of a voluntary action on the part of an employee, (i.e., Calling in
sick, taking an unauthorized day off for personal reasons,
etc.).
|
|
6.13
|
EMERGENCY OR TEMPORARY
SCHEDULES (Applicable only in T&D and Generation): The Company
may schedule employees to work for periods other than their regular work
hours when additional schedules are required for emergency or temporary
conditions. Such conditions are expected to last for less than
ninety (90) calendar days and, if they exceed this time frame they will be
considered to be established schedules requiring compliance with the
procedures for staffing and establishing schedules defined above, unless
mutual Agreement to extend such schedules is established by the Company
and Union.
|
|
|
NOTIFICATION
(Applicable only in T&D and Generation): The Company shall
communicate the hours of work, meal periods, days off, location, nature of
the work, estimated composition of the workforce, and expected duration of
this schedule.
|
|
|
STAFFING OF EMERGENCY
OR TEMPORARY SCHEDULES:
|
|
|
VOLUNTEERS
(Applicable only in T&D and Generation): The Company
may solicit volunteers for assignment to these schedules. If
employees volunteer for these assignments, they will receive a premium of
time and one-half (1 1/2) for all straight time hours worked outside of
their normal schedule or shift for the first five (5) days of this
assignment. When there are more volunteers than required for
the shift, the most senior, qualified employees will be
assigned.
|
|
|
LEAST SENIOR
QUALIFIED
(Applicable only in T&D and Generation): The least senior,
qualified employee in the classification affected, may be assigned. Any
employee so assigned will receive a premium of time and one-half (1 1/2)
for the first five (5) days of this assignment for all hours worked
outside of their previous schedule.
|
|
|
RIGHT OF
ASSIGNMENT
(Applicable only in T&D and Generation): The Company may assign
employees to these shifts for operational efficiency purposes. Any
employee so assigned will receive a premium of time and one-half (1 1/2)
for the first five (5) days of this assignment for all hours worked
outside of their previous schedule.
|
|
|
SHIFT
DIFFERENTIAL
(Applicable only in T&D and Generation): After the five (5) day
premium requirement has been fulfilled, the appropriate shift differential
shall apply.
|
|
|
RATE OF PAY AND
ROTATION
(Applicable only in T&D and Generation): On the first day that
there is no requirement for a premium and each day thereafter, the
appropriate rate of pay and shift differential, if applicable, will be
provided for all hours worked. If any such schedule extends
beyond forty-five (45) calendar days, the Company and the Union may agree
to rotate the assigned employees. Employees returned to their
former schedule as a result of this rotation, will not be entitled to the
premium mentioned above.
|
|
|
RETURN TO ORIGINAL
SCHEDULE (Applicable
only in T&D and Generation): At the
completion of this assignment, employees will be returned to their
original schedule without a requirement for any additional premium
payment. Employees, who are assigned to an emergency or temporary schedule
and are returned to their original schedule before five (5) days have
elapsed, will be entitled to the premium mentioned above for the five (5)
day period.
|
|
|
Example
(Applicable only in Generation):
|
|
6.14
|
OUT
OF TOWN WORK:
|
|
|
BOARD AND
LODGING
(Applicable only in T&D and Generation): The Company
will furnish adequate board and lodging for all employees sent out of the
service territory (for the purpose of this article Laughlin is considered
out of the service territory). This rule does not apply to lunch meals
where employees start from and return to headquarters everyday, nor does
it apply to employees hired for any particular job, which may be outside
the city, or where employees travel to and from regularly assigned
headquarters on Company time.
|
|
|
EQUALIZING
ASSIGNMENTS
(Applicable only in T&D and Generation): When making
temporary out of town assignments, the Company will endeavor to distribute
such assignments equally among all employees qualified to perform such
work.
|
|
|
MILEAGE
ALLOWANCE
(Applicable only in T&D and Generation): Except as
provided herein, employees electing to travel to and from their assigned
work locations shall do so at their own expense. When an employee is
authorized to drive his own car to conduct Company business, he will
receive a mileage allowance equal to Internal Revenue Services (IRS)
maximum allowable mileage expense. Requests for the allowance described
herein shall be submitted to, and distributed by the Company every two (2)
weeks and in accordance with procedures established by the
Company.
|
|
6.15
|
MEALS:
|
|
|
MEAL
TIMES: When working overtime before or after the regular
day, or shift, or when called out for overtime work, and such work is
continuous for two (2) hours or more, the Company shall provide all meals
unless employees are released before the meal time. The normal unpaid meal
times shall be:
|
|
§
|
one
and one-half (1-1/2) hours before the employee's normal starting
time,
|
|
§
|
eight
(8) hours before the employee's normal starting
time,
|
|
§
|
four
(4) hours after the normal starting time,
and
|
|
§
|
two
(2) hours after the normal quitting
time
|
|
|
Meals
will be provided as close to these times as circumstances of the work will
permit. Employees may elect to complete their assignment and
take their meal period upon completion of their task. This meal period
would be unpaid time unless directed by supervision to work through the
meal period and such work continues more than one (1) hour from the stated
mealtime. This paid meal period will be limited to one-half
(1/2) hour at the appropriate rate of
pay.
|
|
|
CALL OUT (Applicable
only in T&D and Generation): When an employee is called out one
and one-half (1 1/2) hours or more previous to his starting time, the
Company shall provide breakfast and reasonable time to
eat.
|
|
|
MEAL
RATES: When employees are released on or after a normal
meal period, or periods as outlined above, and do not elect to eat a
Company provided meal, they shall be given a meal allowance. These
allowances will be paid through the payroll system in the employee's next
paycheck.
|
|
|
February
1, 2008 thru February 1,
2011……………..$16.00
|
|
|
If
an employee elects to consume a Company provided meal in lieu of the
allowance, the cost of any meal shall not exceed the allowance as provided
for above. If the cost of the meal exceeds this amount, the
employee will be notified of the amount of the difference and the employee
must reimburse the amount within thirty (30) calendar days after receipt
of such notification. The department’s Vice-President may waive
these limitations if such limitations place an undue hardship on the
employee.
|
|
6.17
|
EARLY
RELEASE: Employees relieved from duty, for reasons other
than misconduct, during the first half of the regular day or regular shift
shall be paid for not less than one-half (1/2) of
the shift; if relieved after having been on duty more
than one-half (1/2) of the regular day, they shall be paid for a full
shift, except that if they are relieved at their own request they shall be
paid only for time worked. These provisions do not apply to
overtime assignments.
|
|
7.1
|
SENIORITY: There shall
be one (1) type of seniority, namely, Company
seniority. Company seniority shall be considered in such
matters as retirement, layoff, and whenever provisions of this Agreement
refer to seniority. In cases, where two (2) or more employees
have the same Company seniority date, the following process will be used
for breaking the tie: Alphabetically by hired last name … if
last names are the same, then first name … if last name and first name are
the same, middle name; if last name, first name and middle name are the
same, month, date of birth, and year will be
used.
|
|
7.2
|
SENIORITY POSTINGS: The
Company shall post a Company seniority list on the Company Intranet
(Matrix) to be updated annually. Any seniority corrections should be made
in writing to HR. Upon request, the HR office will furnish the Union
Leadership or his designee a copy of the current seniority
list.
|
|
7.3
|
STAFFING
VACANCIES:
|
|
|
POSTING
REQUIREMENT: When there are no qualified employees who
have requested an intra-departmental work location change into job
vacancies, which are expected to last for more than ninety (90) calendar
days, the Company shall post such job vacancies or new jobs on the Company
Intranet, or at www.NVEnergy.com, and on reader boards* throughout the
company facilities for a period of fourteen (14) calendar days. It shall
be the duty of the Company to include the nature of the job, its location
and duties, reasonable qualifications required and the rate of pay, unless
such information is listed in the CBA. Positions posted will be available
for Union review on the Company Intranet, or at www.NVEnergy.com.
Employees may file their applications via the Company Intranet or at
www.NVEnergy.com. However, the Company may not consider any
application received after the job bid closing date. The successful
candidate will be transferred to their new department no later than thirty
(30) calendar days after the award of the job. If the successful candidate
is not transferred to their new department after thirty (30) calendar
days, the employee will begin receiving the new pay wage on the
thirty-first (31) day after the date of the
award.
|
|
|
JOB POSTING
SYSTEM: The Company shall publish job posting and awarding
procedures, which, at a minimum, comply with the provisions of this
Agreement. These procedures will constitute the Company's job posting
system. Any bargaining unit employee covered by the CBA may
apply and compete equally for any position within the Company. Employees are
disqualified from bidding if they have a letter of discipline, which is
less than one (1) year old in their HR personnel
file. Employees will not be disqualified from bidding if they
have a letter of discipline for meter reading accuracy, which is less than
one (1) year old in their HR personnel file, provided that the job for
which they are bidding does not involve reading meters as part of their
regular duties. Employees will not be disqualified from bidding if they
have a letter of discipline which is less than one (1) year old in their
HR personnel file for cash handling provided that the job for which they
are bidding does not involve cash handling as part of the regular duties.
Any employee who is hired or voluntary returns to their former position in
accordance with article 7.8 (Trial Period) to any position within the CBA
shall not be considered for another position for six (6) months from their
hire date or date of return. However, if there are no internal applicants
for a position, the Company and Union agree to consider the aforementioned
employees.
|
|
|
In
addition, any employee who is hired, promoted, or transferred to a Meter
Reader position shall not be permitted to apply for another position for
six (6) months from their hire date or date of
promotion/transfer.
|
|
|
SELECTION
CRITERIA: Exclusive of the provisions of Articles 7.9
(INTRA-DEPARTMENTAL WORK LOCATION CHANGE), in filling vacancies the
following factors shall be
considered:
|
|
§
|
Trade
Knowledge
|
|
§
|
Training
|
|
§
|
Past
performance with the Company
|
|
§
|
Ability,
skill, adaptability, efficiency
|
|
§
|
In
addition, the Company retains the right to administer equally fair tests,
demonstrations, or physical assessments when such tests will assist
materially in determining the qualifications of
employees.
|
|
|
HEARING
PROCEDURES: In lieu of any grievance procedure
concerning Article 7.3 (STAFFING VACANCIES), the Company shall offer the
three (3) most senior bidders (if applicable) and the employee with the
second highest matrix score (if applicable) who are more senior than the
successful bidder a hearing before the bid committee with the steward for
the department, the senior person or persons and one (1) other Union
member. If the number of senior bidders exceeds the parameters
mentioned above, a group meeting will be conducted with the remaining
senior bidders to explain the decision and answer any relevant
questions. The Company shall not assume any penalty for bid
hearings that are delayed.
|
|
|
NO QUALIFIED
BIDDERS: If no applications are received from any
qualified bargaining unit employees within the posting period, before
filling the position from outside of the bargaining unit, the Company
shall follow the provisions described in the Transfer
Policy.
|
|
7.5
|
MOVING
EXPENSES: Should the Company assign an employee, who has
not
|
|
7.6
|
SUBDEPARTMENTS:
Refer to Tabs
|
|
7.7
|
PAY PROVISIONS: When
employees are awarded bids in accordance with Article 7.3 (STAFFING
VACANCIES) of this Agreement, their rate of pay for the awarded job shall
be the rate established for the classification as listed in the
appropriate Agreement. If the awarded job has more than one
rate, such rates being based on time spent in classification, the
employees shall be assigned the lowest rate in the classification, which
will provide an increase to the employee. Employees thus assigned a rate
step above the starting rate will not advance to a higher step until they
have served the time indicated by the assigned step. Should no rate in the
classification provide an increase, the employee shall be assigned the
highest rate of the new classification as defined in the
CBA.
|
|
7.8
|
TRIAL
PERIOD: Employees promoted or transferred in accordance
with this Article shall be employed on the job to which they were promoted
or transferred for a reasonable trial period not to exceed ninety (90)
calendar days. If, following the trial period, they are still
unable to perform the job to which they are promoted or transferred, they
shall be returned to the former job classification they held or to another
job classification of similar requirements and the previous rate of pay,
as determined by the Company.
|
|
7.9
|
INTRA-DEPARTMENTAL WORK
LOCATION CHANGE: Employees desiring to change work location within
the same sub-department and classification shall submit a work location
change form to the appropriate department head. Through labor/management
meetings, departments shall develop procedures for work locations
changes.
|
|
7.10
|
BRIDGED TIME FOR RE-HIRED
EMPLOYEES: Previous employees, who are rehired as a regular
employee, one year after the date they left the Company (as regular
employees), shall not be credited with Company seniority at the time of
re-employment and shall be required to serve a new probationary
period.
|
|
8.1
|
DEFINITION: A
grievance shall be defined as a dispute regarding the interpretation and
application of the provisions of this Agreement filed by the Union or by
an employee covered by this Agreement alleging a violation of the terms
and provisions of this Agreement. Disputes specifically
excluded in other Articles of this Agreement from the Grievance Procedure
shall not be construed as grievances within the definition set forth
above.
|
|
8.2
|
TIME
LIMITATIONS: The Company and the Union recognize the
grievance process as an effective tool in resolving differences in the
work place. Once timely notification of a grievance has been given, the
Union and Company may mutually agree to extend the time
limitations. However, it is in the interest of both the Company
and the Union to expedite the process and encourage the timely resolution
of the issue. Failure to adhere to the established timelines by
either party will result in a procedural forfeit. If the Company fails to
process the grievance in a timely manner the Union would be awarded the
remedy requested as long as such request was, (i)
reasonable, (ii) consistent with the violated article or
articles, and (iii) applicable only to the actual Grievant or Grievants.
If the Union fails to file or process the grievance in a timely manner,
then the grievance and the remedy requested would automatically be waived
and forfeited. All procedural forfeits will be considered non precedent
setting and shall not be considered in the arbitration or the
consideration of any other
grievance.
|
|
8.3
|
GRIEVANCE
PROCESS:
|
|
9.1
|
MUTUAL INTERESTS: The
Company and the Union share a mutual interest in fostering safe working
conditions for all employees. The Company and the Union will
endeavor to create programs, procedures and policies which will define the
Company and the Union as leaders in providing and promoting a safe
workplace. The Company shall make reasonable provisions for the
safety of employees in the performance of their work. The Union
shall cooperate in promoting the realization of the responsibility of the
individual employee with regard to the prevention of
accidents.
|
|
9.2
|
SAFETY COMMITTEE: Each
department shall have their own Safety Sub-committee, and at least one (1)
representative from each departmental Safety Sub-committee shall serve on
the Company's Safety Committee. The selection of the Company's
Safety Committee members shall be made jointly by the Chairman of the
Committee and the Business Manager of the Union. The Chairman
of this Committee shall be selected by the Company. Each year thirty three
and one third percent (33-1/3%) of the Committee members shall be replaced
in accordance with the selection
provision.
|
|
9.3
|
REPORTING DEFICIENCIES:
Each member of the Safety Committee shall be expected to actively
participate in identifying and reporting to the area safety representative
any deficiency or unsafe condition discovered in the assigned work area.
Recommendations to improve the operational safety shall be made to the
manager, safety services, and to the department supervisor. A copy shall
also be presented to the Chairman at the next Safety Committee
meeting.
|
|
9.4
|
SAFETY MEETINGS: The
Chairman shall hold Safety meetings at reasonable intervals subject to
call.
|
|
9.5
|
SEMI-ANNUAL INSPECTIONS:
Every six (6) months the Safety Committee Chairman shall appoint at least
three (3) members to perform an inspection of the Company
facilities. If required, these inspections may occur more often
at particular facilities. The Committee Chairman may request additional
employees who work at the site to assist in the inspection. The Company
will allow the appointees reasonable time, as determined by the Chairman,
to perform this inspection. They will prepare a written report, including
recommendations for corrective actions and forward it to the Committee
Chairman and Company President.
|
|
9.6
|
RULE VIOLATIONS: In the
event employees violate safety rules published by the Company, the Company
reserves the right to administer appropriate disciplinary
action.
|
|
9.7
|
SAFETY INVESTIGATIONS:
When a lost time disabling injury occurs as a result of a suspected
careless act or unsafe working condition, a safety investigating committee
shall be chaired by Safety Services to review the facts and reconcile
safety deficiencies and recommend corrective action. A safety
committee member designated by the Union and assigned to the work area in
which the injury occurred, shall serve on the investigating
committee.
|
|
9.8
|
INCLEMENT
WEATHER: Employees who report for work on a
straight-time work day and who, because of inclement weather or other
similar cause, are unable to work in the field that day, shall receive pay
for the full day. However, they may be held pending emergency
calls and may be given first-aid, safety or other instruction, or they may
be required to perform miscellaneous work in the yard, warehouse, or other
sheltered locations. Through labor/management meetings, and in
conjunction with safety services, each department shall establish
policies, which clarify safe work procedures during inclement weather.
Employees on overtime days excluding emergencies shall receive pay for
time worked or time held on Company property or two (2) hours, which ever
is greater.
|
|
9.9
|
RAIN GEAR: Employees who
are required to work in the field will be assigned appropriate rain gear,
which will be maintained by the employees and replaced by the Company when
such gear is worn out in the course of employment and returned to the
Company by the employee.
|
|
9.10
|
ENERGIZED
PANELS: Employees who are assigned to work in the field
will not be required to work on exposed and energized metering panels
during rainy weather but may be assigned related duties as
necessary.
|
|
9.11
|
HEALTH AND SAFETY: The
parties hereto agree to cooperate in using all reasonable means to
eliminate conditions of danger to either the general public, the Company
or its employees. No employee shall knowingly engage in an unsafe act.
Whenever it becomes necessary to employ day shift employees assigned to
the Company's business offices, where security personnel are assigned,
outside the normal work hours, and such work is during the hours of
darkness, all arrivals and departures from Company owned parking
facilities shall be observed and controlled by security personnel. Parking
facilities shall, when possible, be adjacent to the Company's business
offices.
|
|
|
The
Company agrees to furnish such safety devices and equipment including but
not limited to first aid kits, AED, CPR protection mask, hard hats, all
PPE, safety glasses, leather gloves, sun block, as may be reasonable and
necessary for the health and safety of its employees and the Union agrees,
on behalf of the employees, that such equipment will be
used.
|
|
10.1
|
ELIGIBLE EMPLOYEES:
Regular employees and probationary employees, who are eligible for
benefits, shall be entitled to holidays off with pay. Employees on leaves
of absence or disability leave are not entitled to holiday pay, except if
the employee begins leave or returns from leave during the week of a
holiday.
|
|
10.2
|
WORKED HOLIDAYS: Shift
employees may be permitted to take holidays off which fall on their
scheduled workdays. Employees scheduled to work on a holiday shall be paid
at the rate of time and one-half (1 1/2) for time worked during regular
working hours in addition to holiday pay. Employees who are called out to
work on a holiday shall be paid at the rate of double time for time worked
in addition to holiday pay. Time worked in excess of the regular workday
will be paid at the appropriate overtime premium. Except for shift
employees, holidays shall not be considered scheduled
workdays.
|
|
10.3
|
COMPANY HOLIDAYS: When a
holiday falls on a Saturday, the preceding Friday shall be observed, and
when a holiday falls on a Sunday the following Monday shall be observed.
Whenever an employee's regular days off are other than Saturday and
Sunday, the first day off within the workweek shall be considered as
Saturday and the second day off within the workweek shall be considered as
Sunday for the purpose of this Article. A rotating shift employee working
on a schedule which provides four (4) consecutive days off shall observe
the day prior to the four (4) days if the holiday falls on the first of
the four (4) days, and shall observe the day following the four (4) days
if the holiday falls on any of the other three (3) days for the purpose of
this Article.
|
|
Holidays
|
2008
|
2009
|
2010
|
|
|
New
Years Day
|
Jan
1
|
Jan
1
|
Jan
1
|
|
|
Martin
L King Day
|
Jan
21
|
Jan
19
|
Jan
18
|
|
|
Presidents
Day
|
N/A
|
Feb
16
|
Feb
15
|
|
|
Memorial
Day
|
May
26
|
May
25
|
May
31
|
|
|
Independence
Day
|
July
4
|
July
3
|
July
5
|
|
|
Labor
Day
|
Sept
1
|
Sept
7
|
Sept
6
|
|
|
Veterans
Day
|
Nov
11
|
Nov
11
|
Nov
11
|
|
|
Thanksgiving
Day
|
Nov
27
|
Nov
26
|
Nov
25
|
|
|
Thanksgiving
Friday
|
Nov
28
|
Nov
27
|
Nov
26
|
|
|
Christmas
Eve
|
N/A
|
Dec
24
|
Dec
24
|
|
|
Christmas
|
Dec
25
|
Dec
25
|
Dec
25
|
|
|
Three
(3) floating holidays
|
One
(1) floating holiday
|
One
(1) floating
holiday
|
||
|
10.4
|
FLOATING HOLIDAY: An
employee may observe a floating holiday on any day the employee desires so
long as a seven-day notice has been given regardless of operational or
other needs. For the purpose of this article, the calendar week begins
Sunday and ends Saturday. Should an employee be called in or be required
to work on a previously approved “holiday”, the employee shall be paid the
applicable overtime rate, except if both the employee and supervisor
mutually agree to change the observance of the holiday. The floating
holiday does not carry over from one payroll year to the next, and must be
used in the payroll year in which it is
received.
|
|
10.5
|
BANKED HOLIDAYS (Applicable
only in T&D and Generation): If eligible employees are required
to work on any day observed as a holiday and are authorized to work for
the straight time hourly rate of pay, then an equal number of hours will
be allocated to their banked holiday account. With written
consent of the Company, employees may carry over up to sixteen (16) hours
of banked holidays to the next
year.
|
|
10.6
|
TEMPORARY EMPLOYEES:
Temporary employees will not receive pay for holidays not worked but shall
be paid the appropriate overtime premium for all time worked on
holidays.
|
|
10.7
|
SICK LEAVE IN CONJUNCTION WITH
A HOLIDAY: An employee who does not report for work either the day
before and/or the day after a paid holiday, including the floating
holiday, and who has not been excused by his or her supervisor for either
the day before and/or the day after a paid holiday shall receive no pay
for the holiday. The Company may require satisfactory evidence of an
employee's illness or injury before holiday pay will be
granted. If the Company requires medical evidence, the Company
must inform the employee of the requirement to provide evidence no later
than two (2) hours after the employee's regular starting time on the day
of the absence. If required and the employee does not comply
with this request, the employee will not be paid for the holiday or the
day of absence, and may be subject to disciplinary
action.
|
|
10.8
|
ALTERNATIVE
SCHEDULES: As a result of the implementation of
alternative work schedules, any issues associated with the provisions of
Article 10 (Holidays) will be resolved by Memorandum of Understanding
between the Company and the
Union.
|
|
11.1
|
CONSIDERATIONS: Vacation
with pay may be granted at any time during the calendar year in which it
is earned, subject to the following
considerations.
|
|
|
•
|
Desirability
of scheduling in such a manner as will cause a minimum of interference
with service to the Company's customers,
and;
|
|
|
•
|
The
selection of all vacation periods based on the employee's Company
seniority, provided the selection is made no later than January
31st.
|
|
11.2
|
FIRST TWO (2) CALENDAR YEARS OF
EMPLOYMENT: Probationary and regular employees shall earn vacation
during the first two (2) calendar years of their employment according to
the month in which they are hired. Probationary and regular
employees may request and be granted vacation anytime during this
period.
|
|
|
Month
HiredVacation
Hours
|
|
|
January80
hours
|
|
|
February77
hours
|
|
|
March73
hours
|
|
|
April70
hours
|
|
|
May67
hours
|
|
|
June63
hours
|
|
|
July60
hours
|
|
|
August57
hours
|
|
|
September53
hours
|
|
|
October50
hours
|
|
|
November47
hours
|
|
|
December43
hours
|
|
|
Example:
|
|
11.3
|
ACCRUED VACATION:
Regular employees will be granted vacations, with straight time pay,
according to the following
schedule:
|
|
11.4
|
VACATION
ADJUSTMENTS: An employee's vacation accrual shall be
adjusted for all periods of leave of absence including leaves for illness
or injury as defined elsewhere in this Agreement by reducing the number of
vacation hours accrued in direct proportion to the number of hours of
leave within the employee's anniversary year. Such reductions
shall be applied to any accrued and unused vacation available in the
calendar year the adjustment is made, or when such adjustment exceeds the
employee's available vacation, the excess shall be applied against the
employee's next vacation accrual or the employee's final paycheck,
whichever occurs first. It is understood that no adjustment to
vacation accrual will be made for sick leave or during the first sixty
(60) calendar days of any disability
leave.
|
|
11.5
|
VACATION
BONUS: In addition to the vacation accrued in accordance
with the above schedule, (ARTICLE 11.3 ACCRUED VACATION) any employee who
completes ten (10) years continuous service and each five (5) years of
continuous service thereafter, shall be granted a vacation bonus of forty
(40) hours in the year such term of employment is attained. The
vacation bonus will accrue, and may be taken subject to the provisions of
this Article. Vacation bonuses will be determined based on the employee’s
rehire date and not the original hire date which is used to determine the
years of service the employee would receive based on Article (7.10 Bridged
Time for Re-Hired Employees).
|
|
11.6
|
UNUSED
VACATION: All unused or carried over vacation time
accumulated in the year of termination of employment after an employee's
first anniversary date, up to and including the employee's last day
worked, shall be paid at termination of employment, at the employee's
current base rate. This does not apply to the vacation bonus
when the employee has not completed the minimum service
specified.
|
|
|
Example:
|
|
|
It
is understood that employees may not carry vacation time over to the
following year without the written consent of the Company. This does not
apply to Article 11.2 (Vacation First Two (2) Calendar Years of
Employment).
|
|
|
A
regular employee who has been laid off for lack of work and is recalled
within one (1) year, who has in excess of one (1) year Company seniority,
shall accrue vacation in accordance with Article 11.4 (VACATION
ADJUSTMENTS).
|
|
11.7
|
DEPARTMENTAL
POLICIES: Each department will develop standards and
procedures for scheduling vacations, which, at a minimum comply with
Article 11.1 (CONSIDERATIONS).
|
|
11.8
|
HOLIDAY WHILE ON
VACATION: If a holiday occurs on a workday during an
employee's vacation, it shall not be counted as hours of
vacation. The employee shall receive straight time pay for the
holiday.
|
|
11.9
|
HOSPITALIZED WHILE ON
VACATION: Employees on vacation, who becomes
hospitalized for at least one day, shall not be required to use vacation
time during the period of incapacitation. Employees who are
capable of completing any light duty must choose to remain on vacation or
report for light duty.
|
|
11.10
|
CALL-OUT WHILE ON
VACATION: An employee shall not be expected to work on
his regularly scheduled days off immediately preceding or following
pre-scheduled vacation. However, if an employee is called out
and accepts such an assignment on the regularly scheduled days off
immediately preceding or following pre-scheduled vacation, the employee
shall receive the appropriate overtime rate for this work. An
employee called out during scheduled vacation will be paid double time for
all hours worked and the employee may reschedule the unused portion of his
vacation hours in accordance with Article 11.1 CONSIDERATIONS above, if
the call-out was for work during the employee's normal work
hours. Additionally, if the call-out creates rest time, the
employee may reschedule vacation equal to the rest time earned from this
assignment.
|
|
12.1
|
ELIGIBILITY: Full-time
employees shall be entitled to accumulate sick leave with pay at the rate
of eight (8) hours of sick leave for each month
worked.
|
|
12.2
|
NOTIFICATION AND
VALIDATION: The Company may require satisfactory
evidence of an employee's illness or disability before sick leave will be
granted. If an employee abuses the sick leave provisions of this Agreement
by misrepresentation or falsification, the employee shall restore to the
Company all sick leave payments received as a result of such
abuse. An employee must notify their supervisor or a member of
management, or see that their supervisor is notified, as soon as it is
apparent that the employee will be unable to report for
work. The employee must provide this notification before the
beginning of the normal workday. The employee should notify the
supervisor as far in advance as possible of the expected date of
return. Lack of notification without a reasonable explanation
will result in denial of sick pay
benefits.
|
|
12.3
|
EXCLUSIONS AND
EXCEPTIONS. Employees shall not be entitled to sick
leave while on vacations (except as provided in Article 11.9 HOSPITALIZED
WHILE ON VACATION), while temporarily laid off by the Company, during the
period of notice of severance of employment, upon severance of employment,
or while receiving disability payments or industrial
compensation.
|
|
12.4
|
SICK LEAVE BONUS:
Employees who are eligible for sick leave in accordance with
Article 12.1 (ELIGIBILITY), who use no more than two hundred twenty (220)
hours of sick leave each five (5) years, shall be granted a bonus of five
(5) days vacation in addition to that granted under the provisions of
Article 11.3 (ACCRUED VACATION), each five (5) years based on the
following considerations:
|
|
§
|
On
January 1, 1987, and January 1, of each fifth year thereafter, the sick
leave records of those employees with hire dates prior to August 1, 1981,
will be audited. Those employees who have used no more than two hundred
twenty (220) hours of sick leave during the five (5) year period
immediately preceding the audit will be granted five (5) days vacation to
be taken within the twelve (12) month period immediately following the
audit date and in accordance with the provisions of Article 11
(VACATIONS).
|
|
§
|
For
employees hired after July 31, 1981, their sick leave records will be
audited as of the first day following the completion of five (5) years and
six (6) months of service and each fifth (5th)
year following the initial audit. Those employees who have used no more
than two hundred twenty (220) hours of sick leave during the five (5) year
period immediately preceding the audit will be granted five (5) days
vacation to be taken within the next twelve (12) month period immediately
following the audit in accordance with Article 11
(VACATIONS).
|
|
§
|
All
unused vacation accumulated under the provisions of this sick leave bonus
plan shall be paid at termination of employment as provided under Article
11.6 (UNUSED VACATION) except that no proration of vacation entitlements
will be allowed for time periods of less than five (5)
years.
|
|
12.5
|
LIGHT
DUTY: Injured employees who are temporarily unable to
perform the functions of their own jobs but are capable of performing
light duty work shall be released for light duty assignments either within
their own department or another area of the Company where work is
available. In the interest of effective case management, the HR
department shall administer the light duty work
program. Employees working in light duty assignments shall be
eligible for a percentage of their base pay according to the following
schedule:
|
|
§
|
100%
of base pay for the first ninety (90) calendar
days
|
|
§
|
85%
of base pay thereafter
|
|
§
|
The
employee must have a light duty work release from a doctor. The employee
may be allowed to work overtime if it is a continuation of their shift.
Employees on light duty will not be eligible for callouts or scheduled
overtime. Any employee who returns to work for regular duty must have a
full duty release from a doctor. Employees will be eligible for a full
light duty benefit after they have worked thirty (30) calendar days from
the time of that release. If an employee returned to regular duty status
works for less than thirty (30) calendar days and is then returned to
light duty status for the same injury or illness, the employee will then
continue with the original time
period.
|
|
12.6
|
JOB INCURRED
INJURY/SALARY PROTECTION: Any employee who suffers a job incurred
injury during the term of this Agreement and who is awarded temporary
total compensation benefits as defined in the Nevada Industrial Insurance
Act shall receive supplemental disability payments in such amounts and
under such conditions as described
below:
|
|
§
|
The
combined amount of disability compensation to which the employee is
entitled under any federal, state, and local law, and from the Company
shall not exceed the percent of the employee's weekly earnings, from the
table listed below, where such earnings are computed at the employee's
regular rate for a forty (40) hour, seven (7) day
period.
|
|
§
|
Supplemental
payments shall be made for the first day recognized by the Workers’
Compensation Administration, and shall terminate with the date of the last
day of disability recognized by the Workers’ Compensation Administration,
as evidenced by the remittance portion of the disability check from the
Workers’ Compensation Administration, which must be presented to the
Company, for a maximum period of benefits as defined in the following
schedule of benefits, for any one accident regardless of the various
periods of disability which may be compensated for the one
accident.
|
|
LENGTH
OF SERVICE
|
MAXIMUM
PERIOD
OF BENEFITS
|
PERCENT
OF
BASE
EARNINGS
|
|
6
months
|
13
weeks
|
55
|
|
5
years
|
26
weeks
|
60
|
|
10
years
|
52
weeks
|
65
|
|
15
years
|
60
weeks
|
70
|
|
20
years
|
65
weeks
|
75
|
|
§
|
For
a job-incurred disability of less than five (5) days, which does not
qualify for Workers’ Compensation Administration compensation, employees
must use any accrued sick leave, and upon exhaustion of such accrued sick
leave shall receive disability benefits as defined above. Any medical
absence of five (5) days or more due to a work related injury or illness
will be paid by the Workers’ Compensation Benefit; employees will not use
accrued sick leave.
|
|
§
|
No
supplemental disability payments shall be made for any disabling accident
caused by the injured employee's violation of any safety
rule.
|
|
§
|
Any
employee who performs activities for which compensation is received or
which exceed the scope of the prescribed physical limitation pertaining to
such disability while receiving disability compensation described in this
section, shall forfeit his entitlement to all disability benefits and his
employment shall be terminated.
|
|
12.7
|
JOB INCURRED INJURY/PARTIALLY
DISABLED EMPLOYEES: When, in the opinion of the Company's doctor
after consultation with the employees' doctor, regular employees with at
least one (1) year of Company service cannot perform their regular work
because of partial disability, but can perform other work, the following
plan shall be applicable:
|
|
|
Each
case shall be considered on its merits by a committee consisting of the
Business Manager of the Union and a HR Representative, and two (2)
additional members, one (1) of whom shall be designated by the Union and
the other by the Company. The committee shall have the authority to waive
the seniority and bidding provisions of this Agreement in order to place
the disabled employee, and it shall determine the seniority rights of such
employee. This committee may call on anyone who may be able to furnish
pertinent information.
|
|
|
In
no event will this Article apply if the employee's disability occurs while
self-employed or working for others, for remuneration (except on Union
business), or is involved in misconduct or an extreme violation of Company
safety rules.
|
|
|
The
panel shall complete an evaluation of the type of work the employee is
able to perform or may be able to perform in the future. Evaluation of the
employee's capabilities may include but shall not be limited to a physical
examination and doctor’s reports, the employee's physical and mental
ability, willingness to work, and
trainability.
|
|
|
Depending
upon the evaluation of the employee and where necessary and practical, the
Company shall provide job related education and training. The panel shall
also conduct periodic review of these cases to determine if an employee's
condition has changed; if the employee's condition has changed, the panel
will reevaluate the employee's job
assignment.
|
|
|
The
panel will determine the job classification which is appropriate for the
work the employee is able to perform, as well as the proper pay rate,
taking into account the new classification pay rate or the rate indicated
on the following schedule, whichever is
greater.
|
|
Years Of Company Service
|
A Pay Rate That Is Not Less
Than
|
|
1
to 4 years inclusive
|
70%
base rate when injured
|
|
5
to 14 years inclusive
|
80%
base rate when injured
|
|
15
to 24 years inclusive
|
85%
base rate when injured
|
|
25
years and over
|
90%
base rate when injured
|
|
|
INJURIES RELATIVE TO
DOG BITES
|
|
12.8
|
SHORT TERM DISABILITY
BENEFIT: A full-time employee, who has worked more than one
thousand forty (1040) straight time hours who shall suffer any disabling
illness or injury while not in work status, shall be entitled to
disability payments in such amounts and under such conditions as described
herein:
|
|
§
|
An
eligible employee shall be entitled to receive payments not to exceed the
percent of the employee's weekly straight time earnings, such earnings to
be computed on the employee's regular rate for a forty (40) hour, seven
(7) day period, for a maximum period of benefits at the percent of
earnings as defined in the following schedule of
benefits.
|
|
LENGTH
OF SERVICE
|
MAXIMUM
PERIOD
OF BENEFITS
|
PERCENT
OF
BASE
EARNINGS
|
|
6
months*
|
13
weeks
|
55
|
|
5
years
|
26
weeks
|
60
|
|
10
years
|
52
weeks
|
65
|
|
15
years
|
60
weeks
|
70
|
|
20
years
|
65
weeks
|
75
|
|
|
*
Employees in this category may be granted up to thirteen (13) additional
weeks of leave without pay for continued
disability.
|
|
§
|
No
disability payments for an illness shall be made until at least a three
(3) business days waiting period has been observed, however, an employee
must use accrued sick leave to satisfy the waiting period or to extend the
waiting period to the maximum of the amount of accrued sick
leave.
|
|
§
|
Any
female employee who becomes pregnant and is unable to work shall be
entitled to disability benefits under this Article, as described above,
subject to the following conditions. She must present a document from her
attending physician saying that she is under the doctor's care because of
the pregnancy and is unable to work. The period of the disability shall
begin at least three (3) days after the attending physician declares the
employee disabled and shall end when the employee is no longer disabled as
determined by the attending physician. Pregnant employees must use all
accumulated sick leave before disability payments will start. A female
employee will not be eligible for pregnancy related disability benefits
except for her own disability. An employee who is on maternity leave and
recovering from disability may request to have her leave extended for up
to three (3) months after termination of pregnancy for child care or other
reasons.
|
|
§
|
Any
employee who performs activities for which compensation is received or
which exceed the scope of the prescribed physical limitation pertaining to
such disability while receiving disability compensation described in this
section, shall forfeit their entitlement to all disability benefits and
their employment shall be
terminated.
|
|
§
|
Any
employee who returns to work in a light-duty status from short-term
disability will not create a new benefit eligibility until they have had a
full-duty release and worked for thirty (30) calendar days from the time
of that release. If an employee returns to short-term disability without
satisfying this requirement, their short-term disability benefit will
reflect their prior usage and continue until expiration of such
benefits.
|
|
§
|
Any
employee, who is unable to perform the duties of their position as a
result of a non-job-incurred injury, would be considered for any vacancy
for which they are qualified. If awarded a position in accordance with
Article 7 (SENIORITY AND PROMOTIONS), the employee would receive the
appropriate rate of pay for that
position.
|
|
§
|
Any
employee that exhausts their short-term disability benefit and is unable
to return to work at that time, may request one unpaid leave of absence
for up to ninety (90) calendar days to allow time for further recuperation
or possible vacancies for which they are qualified. Such employees will be
allowed to continue their medical coverage at the appropriate COBRA rate
for this period of time. If this individual is unable to return to work at
the expiration of this unpaid leave, their employment with the Company
will be terminated and all accrued benefits will be paid at the time of
termination.
|
|
12.10
|
FAMILY SICK LEAVE (FSL):
Employees will be allowed to use up to thirty-two (32) hours, in four (4)
hour increments, of accrued sick leave per payroll year to care for an
immediate family illness or emergency. Unused hours cannot be carried over
to the next year. There will be no occurrences when sick leave is used for
this purpose. FSL cannot be used in conjunction with a Holiday or
Vacation.
|
|
13.1
|
MEDICAL/PRESCRIPTION
DRUG/DENTAL/VISION
|
|
|
1.
|
Self-insured
Preferred Provider Organization (PPO), previously referred to as the NPC
Union Plan, Administered and governed by the Company and its
vendors)
|
|
|
2.
|
Fully-insured
PPO (Administered and governed by the respective insurance
carrier)
|
|
|
3.
|
Health
Maintenance Organization (HMO) (Administered and governed by the
respective insurance carrier)
|
|
|
4.
|
No
coverage, contingent upon proof of other
insurance.
|
|
·
|
100%
after $20 co-pay
|
|
·
|
60%
after deductible for Non-PPO
provider
|
|
·
|
Limited
to fifty (50) visits per year
|
|
·
|
80%
after deductible for PPO provider
|
|
·
|
60%
after deductible for Non-PPO
provider
|
|
·
|
Limited
to thirty (30) days per year
|
|
§
|
Annual
benefit is $2,000 per person
|
|
§
|
Annual
deductible is $25 per person/$75
family
|
|
§
|
Preventive
care is covered at 100% with no deductible if a PPO provider is used and
100% after $25 deductible if a Non-PPO provider is
used.
|
|
§
|
After
deductible, the following dental treatments are covered
at:
|
|
§
|
80%
for Basic Periodontics/Prosthetics and Oral
Surgery
|
|
§
|
50%
after deductible for Major
Restoration
|
|
§
|
Orthodontia
is covered at 100% after deductible up to a separatelifetime maximum of
$2,000
|
|
§
|
All
percentages are subject to usual, customary, and reasonable(UCR)
charges
|
|
13.2
|
WELLNESS
PROGRAM
|
|
·
|
Employee
participation shall be voluntary.
|
|
·
|
The
Company will pay the entire cost of the wellness
program.
|
|
·
|
The
level of benefits, terms and conditions are at the discretion of the
Company.
|
|
13.3
|
DEPENDENT
CARE FLEXIBLE SPENDING ACCOUNT
(DCFSA)
|
|
13.4
|
HEALTH
CARE FLEXIBLE SPENDING ACCOUNT
(HCFSA)
|
|
13.5
|
RETIREMENT
|
|
13.6
|
POST
RETIREMENT MEDICAL
|
|
|
a)
|
For
employees who retire from the Company prior to reaching age sixty-five
(65), the Company will contribute $260 per year of service. If
an employee retires prior to reaching age sixty-two (62) and has not
obtained 85 points as outlined in the Retirement Plan, the $260 is reduced
by 5% for each year under age sixty-two (62). Upon
reaching age sixty-five (65), the $260 is reduced to $130 per year of
service.
|
|
|
b)
|
For
employees who retire from the Company on or after reaching age sixty-five
(65), the Company will contribute $130 per year of
service.
|
|
13.7
|
401(K)
PLAN
|
|
13.8
|
LIFE
INSURANCE
|
|
·
|
Employee
coverage from .5x to 5x an employee’s base salary (maximum
$1,000,000)
|
|
·
|
Spouse’s
coverage from $10,000 to $150,000 in increments of
$10,000. However, any employee’s spouse who had an amount of
over $150,000 as of December 31, 2004 will be allowed to continue that
amount into the future without
charge.
|
|
·
|
Child(ren)
either in the amount of $5,000 or
$10,000.
|
|
13.9
|
LONG
TERM DISABILITY
|
|
13.10
|
SHORT
TERM INCENTIVE PLAN “STIP”
|
|
·
|
Must
be employed on the last day of the fiscal
year
|
|
·
|
Regular
Full-Time or Part-Time Employees
|
|
·
|
Temporary
Employees are not eligible
|
|
·
|
Employees
must complete a six (6) month (and/or 1040 hours) probationary period by
the last day of the year-end payroll
period.
|
|
|
CALCULATION
|
|
·
|
STIP
will be calculated using the employee’s hourly rate as of the end of the
payroll year; multiplied by the actual regular/straight time hours worked,
not to exceed 2080 hours. Once earned, annual award will be
paid on or before April 15th
for the prior years performance.
|
|
|
(Straight
time hours x base hourly wage) x Achievement
Percentage:
|
|
|
Achievement
Percentage = STIP Opportunity of 4% x Performance
Results
|
|
|
PRORATION
|
|
|
The
Company will prorate the STIP for the following
reasons:
|
|
·
|
Employee
retires
|
|
·
|
Deceased
|
|
·
|
Company
initiated severance
|
|
13.11
|
JOINT BENEFITS
COMMITTEE: A joint benefits committee was established
February 1, 2002 for the purpose of reviewing medical, benefits, dependent
care, costs, issues and trends. Joint decisions are made on
benefits programs and are binding. The Committee will consist
of the Union Business Manager and four (4) Union members and at least two
(2) MPAT employees designated by the Sr. Vice President of Human
Resources. The Committee will be chartered to review health and
welfare plans, pension and 401(k) plans during the term of this
agreement.
|
|
14.1
|
SHORT TERM LEAVES:
Provided the needs of the Company will permit, time off without pay for
any period of thirty (30) calendar days or less may be granted employees
upon a written application to their department head showing good and
sufficient reason for such request. This shall not be construed
as a leave of absence without pay, as the term is used in this
Agreement. A leave of absence without pay is defined as a
period of authorized absence from service in excess of thirty (30)
calendar days.
|
|
14.2
|
JUSTIFICATION: Leaves of
absence shall be granted to regular employees for urgent substantial
personal reasons, provided adequate arrangements could be made to take
care of the employee's duties without undue interference with the normal
routine of work. Leave will not be granted if the purpose for
which it is requested may lead to the employee's
resignation.
|
|
14.3
|
DURATION: A
leave shall commence on and include the first work day on which an
employee is absent and terminate with and include the work day preceding
the day the employee's leave expires. The conditions under
which an employee shall be restored to employment on the termination of
his leave of absence shall be clearly stated by the Company on the
application for leave form.
|
|
14.4
|
SENIORITY: Except as
otherwise provided herein, an employee's seniority shall not accrue while
on leave without pay. However, an employee's status as a regular employee
shall not be impaired by a leave of absence. Any period of
authorized absence without pay for thirty (30) calendar days or less shall
not affect an employee's seniority status. Upon return from
leave, an employee shall return to regular
status.
|
|
14.5
|
UNION OFFICE: The
Company shall, at the request of the Union, grant a leave of absence
without pay for four (4) years or less to an employee who is appointed or
elected to any office or position in the Union whose services are required
by the Union. The seniority of an employee who is granted a leave of
absence under the provisions of this Section shall accrue during the
period of such leave. Upon mutual Agreement with the Union, the Company
may extend the leave of the incumbent for additional terms up to four (4)
years per request. The Company will provide medical coverage for this
individual at the single coverage rate. This individual must make the
established monthly employee contribution for health
coverage.
|
|
|
In
the event such employee on leave for the Union Office decides to return to
work for the Company, the employee will be returned to the position and
location they previously occupied. In the event any employee is displaced
by such move, the Company will adhere to Article 5.4 of the Collective
Bargaining Agreement. However, it is understood that Recall and Temporary
Recall language shall not apply to any contract in affect as of the date
of such event. The Company will still retain the right to utilize
contractors without Recalling such displaced
employees.
|
|
14.6
|
PUBLIC OFFICE: Employees
elected or appointed to public office shall be granted a leave of absence
for the duration of such appointment or election. Such absence shall not
affect accrual rates for seniority purposes; however, sick leave and
vacation shall not accrue during this period and group medical benefits
shall be paid by the employee at the Company's current premium
rate.
|
|
14.7
|
MILITARY LEAVE: A leave
of absence shall be granted to employees who enter the armed forces of the
United States; however, any such leave of absence and the reinstatement of
any such employee shall be subject to the terms of the Selective Training
and Service Act of 1940, as amended. Employees who are members
of the armed services who are drafted and are called to active duty shall
accrue Company seniority while they are absent on military
duty.
|
|
|
A
regular employee, or a temporary employee who has worked more than one
thousand forty (1040) straight time hours, who is a member of the armed
forces reserve units, or the National Guard, and who is required to attend
annual training sessions, will be granted a leave of absence for the
duration of such assignment. In addition, the Company will pay
such employee the amount, if any, by which the remuneration received from
the government is less than the base straight time earnings the employee
would have received for the same period, not to exceed eighty (80) hours
in a calendar year. Such items as subsistence, travel, uniform
and other allowances will not be included in computing the remuneration
received from the government. The Company will require
satisfactory evidence of attendance and remuneration
received.
|
|
14.8
|
FAILURE TO RETURN FROM
LEAVE: If employees fail to return immediately on the expiration of
their leave of absence, or if they accept other employment while on leave,
they shall forfeit the leave of absence and terminate their employment
with the Company.
|
|
14.9
|
FUNERAL
LEAVE: A regular employee, who has worked more than one
thousand forty (1040) straight time hours, who is absent from duty due to
a death in the employee's immediate family will be excused without loss of
regular pay for the time required not to exceed forty (40) hours for
making funeral arrangements and attending the funeral, provided the
employee attends the funeral, furnishes a death certificate to the payroll
department within thirty (30) calendar days. Additional time
may be taken to insure four (4) working days off; any hours in excess of
forty (40) hours can be taken as vacation or personal time off without
pay. Immediate family shall mean the employee's grandparents,
mother, father, stepmother, stepfather, brother, sister, spouse's
grandparents, spouse's parents, spouse's children, spouse, son, daughter,
or grandchildren, daughter-in-law, son-in-law, brother-in-law and
sister-in-law.
|
|
14.10
|
JURY
DUTY: When regular employees, or temporary employees who
have worked more than one thousand forty (1040) straight time hours, are
absent from work in order to serve as a juror or to report to the court in
person in response to a jury duty summons or to report for jury
examination, they shall be granted pay for those hours spent in such
service during their regular work day or regular work week. Employees
shall furnish the Company with a statement from an officer of the court
setting forth the time and days on which they reported for jury duty and
their compensation due or received for+ jury
duty.
|
|
14.11
|
SUBPOENA: If
employees are absent from work, in order to serve as a witness in a case
in a court of law to which they are not a party, either directly or as a
member of a class action suit, and where such absence is in response to a
legally valid subpoena or its equivalent, the employee shall be granted
leave with pay for those hours for which the employee is absent from work
during the employee's regularly scheduled working hours, provided the
employee submits evidence of such service as a witness, detailing the time
required to testify.
|
|
14.12
|
FAMILY
LEAVE: Employees who are eligible for benefits but have
less than one (1) year of service with the Company are entitled to
forty-five (45) calendar days of unpaid family leave to use for the birth
or adoption of a child. Vacation pay may be used for a portion
of this leave of absence but will not extend the leave to more than
forty-five (45) calendar days.
|
|
14.13
|
FAMILY AND MEDICAL
LEAVE: Employees who are eligible for benefits and have
one (1) year or more of Company service may be entitled to twelve (12)
weeks of unpaid leave in accordance with the Federal Family and Medical
Leave Act (FMLA) of 1993.
|
|
15.1
|
SUPERVISORY RESPONSIBILITIES IN
EMERGENCY CONDITIONS: It is the intention of the Company that
supervisors shall generally confine their activities to the supervision of
the work or operations being performed. In certain instances, should
emergency conditions arise, it may be necessary for them to perform those
tasks normally assigned to bargaining unit employees. Under ordinary
circumstances, such instances will very rarely occur, but since the safety
of personnel or Company property may be in jeopardy, it must remain
management's prerogative to determine when conditions require the actions
described above. In the same manner it is the intention of
management that the "chain of command'' be adhered to, by both supervisors
and bargaining unit employees. However, in the case of emergencies, there
will be occasions when it may be necessary for a senior supervisor to
bypass normal chain of command in order to prevent difficulties. Common
sense and good judgment must be exercised in applying these
paragraphs.
|
|
|
For Facilities classifications
only: Intended to expand Article 15.1. Due to the inherent nature
of the facilities department, Management will have increased flexibility
to provide necessary support and assistance without violating terms of
this agreement. This flexibility is not intended to replace
bargaining unit employees.
|
|
15.2
|
NEW
CLASSIFICATIONS/WAGES: Any new rate covering work normally
performed by employees within the bargaining unit shall first be discussed
with the Union and the rate established for such work shall be that
mutually agreeable to both parties. When advances in technology or other
changes that materially affect job duties and responsibilities, the Union
and the Company will agree to revise job descriptions as
needed.
|
|
15.3
|
REMOVING LETTERS OF
DISCIPLINE: Any employee, who receives a written letter of
reprimand which is a part of the personnel file maintained in the
Company's HR office, may, after three (3) years from the date of such
letter, request in writing to have the letter removed. Upon such written
request, the Company shall remove the letter and return it to the
employee. If the behavior that warranted the letter has changed
or been corrected, the employee's current supervisor can remove the letter
from the employee's personnel file by documenting this change in behavior
and providing written authorization to HR. Letters of
reprimand older than three (3) years will not be considered for purposes
of placement, promotion or discipline. Situations that require
a review of an employee file will also prompt the Company to remove any
letters of reprimand three (3) years or
older.
|
|
15.4
|
FACILITIES: The Company
will provide on its premises clean, sanitary and reasonably comfortable
rest and wash rooms, including first aid cots for female employees,
together with a proper place for storing lunches carried by employees, and
reasonably safeguarding employee's out-of-door clothing and necessary
personal effects on the Company's property during the time employees are
on duty. The Union agrees to cooperate with the Company in the maintenance
of these facilities.
|
|
15.5
|
FAMILY
ISSUES: The Company and the Union recognize that
work/family issues will continue to be at the forefront of workplace
activities. As such, the Company and the Union have agreed to address the
issues of job sharing, telecommuting and other alternative work schedules
or programs which allow both the Company and employee maximum flexibility
without jeopardizing customer service. These issues will be addressed
through labor/management meetings and may be initiated on a case-by-case
basis.
|
|
15.6
|
LABOR / MANAGEMENT
MEETINGS: The Company and the Union agree to hold periodic meetings
to discuss matters, which are covered by the Agreement. These meetings
will be held on Company premises during work hours and shall be held as
needed, with thirty (30) calendar days notification from either the
Company or the Union. The number of employee attendees who are
covered by the Agreement shall be limited to the stewards and other
employees reporting to the Company premises designated as the site of a
particular meeting. Both the Company and Union recognize the value in
formally convening to discuss issues that affect departmental policies,
procedures, and collective bargaining provisions. The Company
and Union agreed to continue holding departmental labor/management
meetings as a forum to clarify; address interests, and problem-solve
solutions that mutually benefit all employees. The Company recognizes the
value of participation and input from all its employees and the Union's
facilitation of this process is critical to our mutual
success.
|
|
15.7
|
INCENTIVE PROGRAMS: The
Company and the Union agree to discuss all incentive programs which are an
addition to base wages.
|
|
15.8
|
PROJECT TEAMS /
COMMITTEES: The prevalence of project teams/committees that require
the specific skills and abilities possessed by employees in bargaining
unit jobs is increasing each day. The Company acknowledges that
it must obtain agreement from the Union before assigning bargaining unit
employees to any project teams/committees which are outside of the
employee’s regular duties, particularly when the project team/committee’s
task could affect the working conditions of employees represented by the
Union. Any such assignment shall be staffed from qualified volunteers on a
project by project rotating basis. The Company further agrees to notify
the Union when assigning an individual bargaining unit employee to a
special project which may last longer than 1040 hours. In addition, team
member(s)’ wages and/or benefits are expected to be only those described
in the current CBA. If the Company wishes to extend additional
incentives/bonuses to bargaining unit employees on the team/committee, the
Company will negotiate with the Union before extending any such offers to
bargaining unit employee(s).
|
|
16.4
|
APPRENTICE PROGRAM (Applicable
only in T&D and Generation): The NV Energy Apprenticeship
Training Program, revision I, dated December 20, 1982, shall be
incorporated by reference into this Agreement and any modifications or
amendments must be handled in accordance with Article 17 (TERM OF
AGREEMENT)
|
|
|
Part
of the Apprenticeship curriculum shall be the history of the IBEW, not to
exceed ten (10) class hours per apprenticeship. The Union will be
responsible for supplying the Company with all necessary training
materials.
|
|
|
APPRENTICE/JOURNEYMAN
RATIO: The ratio of apprentices to Journeymen shall not exceed one
to three (1:3) or a major fraction thereof. The work performed by
apprentices shall be assigned and reviewed by the appropriate working
foreman or designated Journeyman, subject to the approval of the
appropriate supervisor.
|
|
|
FIRST YEAR
APPRENTICE: An apprentice who has been in the
apprenticeship for a period of less than twelve (12) months shall not be
assigned any work which, in the opinion of the immediate supervisor, is
hazardous.
|
|
|
TWENTY-FOUR (24) MONTH
APPRENTICE: Any apprentice who has been in the apprenticeship for a
period of less than twenty-four (24) months, shall not work on conductors
energized in excess of seven hundred fifty volts (750). After that period,
and after successful completion of Hotstick School, the apprentice may
work under the direct supervision of a Journeyman on all voltages, which,
in the opinion of the immediate supervisor, would not create an undue
hazard at that stage of the
training.
|
|
16.6
|
TOOLS, EQUIPMENT AND WORK
CLOTHES (Applicable only in T&D and Generation): An employee
shall initially furnish hand tools which are reasonable and acceptable to
the Company and necessary for the work to be performed. The Company will
furnish all protective equipment including but not limited to, FR
clothing, leather gloves, hard hats, safety glasses, safety shields, and
any other tools or clothing required by OSHA, at no cost to the
employee.
|
|
|
The
Company will provide a safe and dry place for the storage of employees’
tools. (Safe and dry means a storage box that can be locked.) The employee
shall be responsible for the above listed tools and must ensure that they
have been securely stored at all times. Properly
secured tools that are stolen shall be replaced promptly by the Company.
Tools that are worn out or destroyed in the normal and proper operation of
that tool will be repaired or replaced by the
Company.
|
|
16.7
|
WELDING REQUIREMENTS
(Applicable only in
T&D and Generation): When an employee performs welding work
above ground floor or around energized electrical apparatus, there shall
be a qualified observer
present.
|
|
16.9
|
TEMPORARY APPOINTMENTS:
Wherever a vacancy occurs in any job classification, the Company may
temporarily fill such vacancy by appointment for a maximum of forty-five
(45) calendar days. Upon notification, that such appointment will last
longer than forty-five (45) calendar days, the Company will fill the
position with the qualified senior
volunteer.
|
|
|
Represented
Employees shall receive a 10% pay increase when temporarily appointed to
the General Foreman classification.
|
|
§
|
Only
work extension of shift
|
|
§
|
Only
accept trouble calls up to one (1) hour prior to end of
shift
|
|
§
|
No
other overtime is permitted unless no other foreman is available for such
overtime
|
|
|
It
is understood that if the relief operator in Generation is available, that
operator may be used to relieve as described under "Exhibit I
(CLASSIFICATION DESCRIPTIONS)''.
|
|
§
|
On
special projects when required to direct crew operations and coordinate
all aspects of construction, maintenance and repair of company
facilities. Will aid in the design of facilities and also
participate in the planning stages of such
projects,
|
|
§
|
Replace
a supervisor who will be absent from their
duties.
|
|
§
|
When
directing the work of other foremen and their crews (foreman over
foreman),
|
|
§
|
Assume
other duties as deemed appropriate by management except for the
following:
|
|
1.
|
time
sheet approval
|
|
2.
|
vacation
approval
|
|
3.
|
completing
performance appraisals (may give
input)
|
|
4.
|
approving
meal tickets and credit card
receipts
|
|
5.
|
approving
accounts payable items
|
|
6.
|
scheduling
of overtime
|
|
7.
|
any
function that may lead to
discipline
|
|
16.10
|
REQUIRED LICENSES, PERMITS,
CDLs (Applicable only in T&D and Generation): Employees
required to operate any motorized vehicle or equipment on public roadways
in the normal course of employment shall be required to possess and
maintain all licenses and permits required by state and/or federal
laws. The Company will provide suitable training to all
employees required to operate equipment or vehicles where a commercial
drivers license (CDL) is required and shall issue a certificate upon
satisfactory completion of the driver training and testing
program. Employees who by their regular work assignments, may
be required, as a condition of employment and Nevada Revised Statue, to
maintain an active commercial drivers license (CDL), shall be provided
reasonable time with pay during their regular working hours, to obtain or
renew such licenses provided such activities are not a result of the
employees violation of any state or federal law or public
policy.
|
|
16.11
|
VESSEL CONDITIONS (Applicable
only in T&D and Generation): Employees entering
vessels/compartments will comply with OSHA standards addressing
temperature and duration of
exposure.
|
|
17.1
|
DURATION: This
Agreement shall take effect on February 1, 2008, and shall continue in
effect for the term February 1, 2008 to February 1, 2011, and shall
continue in full force and effect from year to year thereafter unless
written notice of termination shall be given by either party to the other
at least sixty (60) calendar days prior to the end of the then current
term.
|
|
17.2
|
AMENDMENTS: If
either party desires to amend this Agreement, it shall give notice thereof
to the other party at least sixty (60) calendar days but not more than
seventy (70) calendar days, prior to the end of the then current term, and
the party desiring to amend or revise this Agreement shall submit to the
party so notified a detailed outline of the Articles and Sections to be
amended or revised at the time the notice is given, except and unless
otherwise mutually agreed to by the parties during this period of notice
defined herein. Negotiations on the amendments or revisions shall take
place, so far as possible, in the sixty (60) calendar day period prior to
the end of the then current term. Failure of the parties to agree on such
proposed amendment or revision shall not cause termination of this
Agreement unless either party has given notice of termination as provided
in Article 17.1 above.
|
|
17.3
|
PROVISIONS IN CONFLICT WITH THE
LAW: In the event that any provision of this Agreement shall at any
time be made invalid by applicable legislation, or be declared invalid by
any court of competent jurisdiction, such action shall not invalidate the
entire Agreement, it being the express intention of the parties that all
other provisions not made invalid shall remain in full force and
effect.
|
|
17.4
|
CHANGE IN COMPANY
STATUS: This Agreement shall be binding upon the successors and
assigns of the Company, and no provisions, terms or obligations herein
contained shall be affected, modified, altered or changed in any respect
whatsoever by the consolidation, bankruptcy, merger, sale, transfer,
reorganization or assignment of the Company, or by any change in the legal
status, ownership or management
thereof.
|
|
17.5
|
EFFECTIVE DATE OF
AGREEMENT: It is mutually agreed by and between the parties
signatory hereto that the Agreement dated February 1, 2005 is superseded
by this Agreement dated as of February 1, 2008 except as otherwise
expressly provided herein, the provisions of this Agreement shall be
effective February 1, 2008.
|
|
|
Negotiating
Committee
|
|
NV
Energy
|
IBEW
Local 396
|
|
|
Steven
T. Rodzos
|
Charles
W. Randall
|
|
|
Dariusz
Rekowski
|
Jesse
Newman
|
|
|
Mike
Zaccagnino
|
Jeremy
(Frog) Newman
|
|
|
Schad
Koon
|
Ronnie
Hives
|
|
|
John
West
|
Casey
Wills
|
|
|
Tim
Coughlin
|
Marc
Orr
|
|
|
Bob
Connolly
|
Shannon
Skinner
|
|
|
Tish
Sullivan
|
Catherine
Hildreth
|
|
|
Michael
Lenear-Liston
|
Karl
McGlothin
|
|
|
Lourdes
Martin
|
Denise
Nishimura
|
|
|
Bill
McKendry
|
|
4.3
|
CONTRACTING
WORK:
|
|
5.1
|
PART-TIME: A part-time
employee is one who is hired for a job that is of indefinite duration and
whose regular work schedule is not more than thirty (30) hours per week.
The number of part-time employees shall not exceed the rate of one (1)
part-time employee to five (5) regular employees (1:5) within the same
classification. A part-time employee shall not displace any regular
employee covered under the terms of this Agreement and shall be limited to
non-field type activities.
|
|
·
|
Medical,
Dental, Vision, and Prescription Drug
Program
|
|
·
|
LTD
|
|
·
|
401(k)
|
|
·
|
Basic
Life
|
|
·
|
Basic
Accidental Death & Dismemberment
(AD&D)
|
|
·
|
Business
Travel Accident
|
|
·
|
Pension
(see Article 13.1 ELIGIBILITY)
|
|
·
|
Dependent
Care Flexible Spending Account
(DCFSA)
|
|
·
|
Health
Care Flexible Spending Account
(HCFSA)
|
|
·
|
Supplemental
Life
|
|
1.
|
Twenty
(20) hours per week = one-half (1/2)
time
|
|
2.
|
More
than twenty (20) but less than thirty-one (31) hours per week =
three-quarter (3/4) time.
|
|
·
|
At
least two (2) days off shall be consecutive during the workweek; however,
the days off may not be Saturday and Sunday. (Ex: The
employee’s day off may be Wednesday and
Thursday).
|
|
·
|
At
least two (2) hours in any one-day shall constitute the
workday.
|
|
·
|
Shift
differential will apply as usual.
|
|
·
|
Bilingual
pay will apply at $15.00 per pay
period.
|
|
·
|
Full-time
employees will be called out first. During emergency
situations, full-time employees may not be called-out first in the
interest of coverage.
|
|
·
|
At
least twenty-four (24) hour notice will be given for change in work
schedule.
|
|
·
|
All
language relative to meals in Article 6 would apply after completing eight
(8) hours of continuous work.
|
|
·
|
For
the purpose of processing step increases, 1040 hours worked will be
considered equivalent to “six months,” as stated in Exhibit II, Schedule
of Wage Rates.
|
|
·
|
If
scheduled to work more than thirty (30) hours per week, except if the
hours worked in excess of thirty (30) hours are due to classroom training
will receive overtime at Time and a Half (1
1/2).
|
|
6.1
|
DEFINITIONS:
|
|
|
SHIFT: Hours of
work.
|
|
|
SCHEDULE: Days
and hours of work.
|
|
|
WORK DAY: Eight
(8) hours in any one (1) day shall constitute the work day; however the
Company and Union may enter into Agreements which establish alternative
work schedules involving work days which have more than eight
hours.
|
|
|
WORK WEEK:
Except as provided for part-time employees, the basic work week shall
consist of five (5) consecutive work days, regularly scheduled between the
hours of 12:01 am, Monday, and 12:00 midnight, Sunday, provided that no
employee shall be assigned, as part of a regular work schedule, to work on
Saturday or Sunday, unless such employee voluntarily requests to work such
schedule, or is hired or has requested reclassification for such purpose,
and provided further, that employees in the Field Service Representative
and Service Dispatcher classifications may be required, as part of their
regular work schedule, to work on Saturday. The basic workweek
of regular day-shift employees shall be from Monday through Friday and
reflect a schedule of forty (40) hours of straight-time
work.
|
|
|
REGULAR DAYS
OFF: Days off shall be consecutive, however, they may not be within
the basic work week.
|
|
|
REGULAR DAY-SHIFT
EMPLOYEES: Regular day shift employees are those employees who are
assigned to shifts, which are established on a Monday through Friday
schedule and work a shift, which begins between the hours of 7:00am and
11:59am. When mutually agreed to by the Union and Company, the
day shift starting time may be scheduled as early as 6:00am to take
advantage of daylight hours. Leads classified in the Field Service and/or
Meter Reading department(s) may be scheduled as early as
5:00am.
|
|
|
|
|
SHIFT
EMPLOYEES: Shift employees are all employees not defined as regular
day-shift employees.
|
|
|
SHIFT
DIFFERENTIAL: An incremental increase for working on a
second or third shift.
|
|
|
SHIFT
DESIGNATIONS: No shift periods
shall start between the hours of 12:01am and 5:59am, unless mutually
agreed to by Memorandum of Understanding between the Company and the
Union. The following designations shall
apply:
|
|
|
FIRST
SHIFT: All eight (8) hour shift periods regularly
scheduled to begin at 6:00a.m., or thereafter but before 12:00 noon shall
be designated as first shifts.
|
|
|
SECOND SHIFT:
All eight (8) hour shift periods regularly scheduled to begin at 12:00
noon or thereafter but before 8:00 p.m., shall be designated as second
shifts.
|
|
|
THIRD SHIFT:
All eight (8) hour shift periods regularly scheduled to begin at 8:00
p.m., or thereafter but before 12:01a.m., shall be designated as third
shifts.
|
|
6.3
|
OVERTIME: In
computing overtime, intermission taken out for meals served other than on
the job shall be deducted, and any holiday or vacation paid in that pay
period will be considered as time
worked.
|
|
|
TIME AND A
HALF: Except as otherwise provided in this Article, the
following situations shall require payment at one and one-half (1-1/2)
times the regular established wage
rate:
|
|
|
•
|
Time
worked in excess of eight (8) hours per
day.
|
|
|
•
|
Time
worked in excess of any five (5) scheduled
workdays.
|
|
|
•
|
Work
scheduled in the three (3) hours immediately preceding the normal starting
time.
|
|
|
•
|
Employees
scheduled to work on an observed
holiday.
|
|
|
DOUBLE TIME:
Except as otherwise provided in this Article, the following situations
shall require payment at two (2) times the regular established wage
rate:
|
|
|
•
|
Employees
who are scheduled to work within the first five (5) hours of the eight (8)
hour period immediately preceding the normal starting time regardless of
the day of the week.
|
|
|
•
|
Employees
who work on the second day of a two-day off period with an overtime
minimum.
|
|
6.5
|
OVERTIME EQUALIZATION:
The Company will endeavor to distribute overtime work as evenly as
possible among those employees qualified and desiring such
work. Each department will create policies and procedures for
overtime equalization through labor/management meetings. For
purposes of distributing overtime, the Company will maintain and post
overtime lists in each major sub-department office indicating time
offered, time worked and other information for inspection by the employees
and the Union.
|
|
6.6
|
BI-LINGUAL
REPRESENTATIVES: Employees in Customer Service who are designated
as bi-lingual representatives shall be paid a thirty-dollar ($30) bonus on
a bi-weekly basis. This bonus will be paid when the employee
uses sick leave or vacation, but will not be paid when the employee is on
disability or using Workers Compensation. New hires will be offered
bilingual positions with the understanding that they must pass the
bilingual exam during the probationary period. If they do not pass the
bilingual exam they will be terminated before the completion of the
probationary period. Once employees are certified bilingual employees,
they are not allowed to decertify and must remain in the bilingual shifts
offered in Customer Service. Existing Customer Service employees may
decertify bilingual status before the start of the next shift bid.
Employees must wait a year to be certified again and held to this new
agreement. Any new existing Customer Service employee that wants to become
a certified bilingual employee will be held to this new agreement.
|
|
6.8
|
CALL-OUTS:
|
|
|
TWO HOUR
MINIMUM: Employees called out for overtime duty shall receive at
least two (2) hours pay. Employees called out who work into
their regular shift shall be paid the appropriate overtime premium for at
least two (2) hours and straight time for the remainder of the
shift. The two (2) hour call-out minimum applies but does not
change the normal starting time.
|
|
6.10
|
REQUIRED NOTICE FOR
OVERTIME:
|
|
|
SCHEDULED
OVERTIME: In scheduling overtime work, a minimum of fourteen (14)
hours notice is required, prior to the start of any overtime for a
particular day, and before leaving the work site on a regular work day.
Without this notice, such work will be considered as a call-out. It is
understood that overtime, when worked as an extension of a regular shift,
does not require such notification.
|
|
|
CANCELING
OVERTIME: A minimum of twelve (12) hours notice is required on
canceling pre-scheduled overtime. When customer arrangements are involved,
the Company must provide twelve (12) hours notice prior to the employee's
next normal starting time. When such notice of cancellation of
pre-scheduled overtime work is not given in accordance with the above,
employees involved will be paid for two (2) hours at established overtime
rates if they report and are retained for work. When such notice of
cancellation is not given in accordance with the above, but employees are
later notified of work cancellation, they will be paid for two (2) hours
at established overtime rates. If they report and are not retained for
work, they shall receive pay for two (2) hours at established overtime
rates
|
|
6.14
|
VEHICLE
USAGE: No employee shall be required to operate a
personal vehicle in the course of employment as a condition of
employment. Employees shall be required to obtain a Nevada
driver's license whenever operation of a Company provided vehicle is a
requirement of the job.
|
|
|
Employee's
who are authorized to use personal vehicles in the course of their
employment shall be compensated for use of the vehicle at a rate equal to
the Internal Revenue Service (IRS) maximum mileage
expense.
|
|
|
Example
#1:
|
|
|
If
employees are assigned to work at an office other than their normal base
reporting point, after they have already reported for work at their normal
base reporting point, and no Company vehicle is available, they shall be
compensated for use of their vehicles for the actual miles traveled from
office-to-office as designated on the chart attached at the rate equal to
the Internal Revenue Service (IRS) maximum mileage expense. If
they return home directly from that office, they shall not be compensated
for the miles traveled from the office to their
home.
|
|
|
Example
#2:
|
|
|
If
employees report for work at an office other than their normal base
reporting point directly from home, they shall not be compensated for the
miles traveled from their home to the office nor from the office to their
home. Only those miles traveled from office-to-office are
eligible for compensation.
|
|
|
Any
employee who is authorized the use of a private vehicle during the course
of his or her employment shall be provided liability protection under the
terms of the public liability and property damage insurance policy
maintained by the Company as if the employee were operating a
Company-owned vehicle except that if the laws of the State of Nevada
establish that the personal insurance policy of the employee shall be the
primary insurance, then such consideration shall be first
applied. In the event of an accident involving an uninsured
motorist where damages to the employee’s private vehicle are not
recoverable from the responsible party, then costs of repairing such
damage shall be reimbursed by the
Company.
|
|
|
Mileage
Chart:
|
|
CLK
|
DI
|
HCUST
|
HSVC
|
IND
|
LGHLN
|
N
LV
|
PRSN
|
RG
|
RYAN
|
SPRNG
|
SNRIS
|
S
SVC
CTR
|
|
|
CLARK
|
0
|
5
|
7
|
5
|
13
|
13
|
14
|
64
|
19
|
14
|
6
|
12
|
|
|
DESERT
INN
|
5
|
0
|
14
|
16
|
6
|
9
|
6
|
59
|
14
|
9
|
4
|
11
|
|
|
HEND
CUST
|
7
|
14
|
0
|
2
|
14
|
22
|
22
|
71
|
23
|
20
|
13
|
16
|
|
|
HEND
SVC
|
5
|
16
|
2
|
0
|
12
|
20
|
20
|
69
|
21
|
18
|
11
|
15
|
|
|
INDUST
RD
|
13
|
6
|
14
|
12
|
0
|
10
|
4
|
54
|
9
|
6
|
7
|
8
|
|
|
LAUGHLIN
|
0
|
107
|
97
|
||||||||||
|
NLV
|
13
|
9
|
22
|
20
|
10
|
0
|
10
|
51
|
6
|
11
|
9
|
13
|
|
|
PEARSON
|
14
|
6
|
22
|
20
|
4
|
107
|
10
|
0
|
58
|
13
|
3
|
12
|
7
|
|
RG
PLANT
|
64
|
59
|
71
|
69
|
54
|
51
|
58
|
0
|
45
|
58
|
58
|
52
|
|
|
RYAN
SVC
|
19
|
14
|
23
|
21
|
9
|
6
|
13
|
45
|
0
|
17
|
13
|
16
|
|
|
SV
SVC
|
14
|
9
|
20
|
18
|
6
|
11
|
3
|
58
|
17
|
0
|
13
|
6
|
|
|
SUNRISE
|
6
|
4
|
13
|
11
|
7
|
9
|
12
|
58
|
13
|
13
|
0
|
16
|
|
|
S.
SVC CTR
|
12
|
11
|
16
|
15
|
8
|
97
|
13
|
7
|
52
|
16
|
6
|
16
|
0
|
|
6.15
|
REQUIRED NOTICE: The
Company will provide two (2) days notice when an employee is assigned to
work in an office other than the employee's base reporting
point. If the Company does not provide two (2) days notice, the
employee shall be paid one (1) hour at time and one-half (1-1/2) for each
day until the two (2) day notice period has been
satisfied.
|
|
6.16
|
REPORTING LOCATION:
Employees in the bargaining unit shall report for work at regularly
established Company headquarters, shall travel from job to job and between
job and headquarters on Company time and shall return to the regularly
established Company headquarters at the conclusion of the day’s work. The
Company retains the right to assign and/or reassign the employees to
reporting locations.
|
|
|
Full-time
regular and part time (not temporary) employees in the Call Center and
Commercial Offices will have the opportunity to complete a Shift/Location
Preference Application form on a semi-annual basis, during the months of
April and October. These requests will be valid for the six (6)
month period following the month in which the application is filed.
Shift/location changes will be made on the basis of Company seniority
between employees in the same classification; Lead Person, CSR provided
that the employees are capable of interchanging while ensuring full
protection of operational efficiencies under all circumstances and
conditions. The Shift Bid committee shall consist of Union Stewards and
Team Leaders. There shall be at least three (3) meetings, which consist
of: preparation meeting, selection meeting and post
meeting.
|
|
|
Temporary and Part-Time
Employees: Temporary and part-time employees will not have access
to shift/location change provisions until they assume regular status
crediting actual time worked for purposes of this
Agreement. These employees will be eligible for consideration
during the next application period. However shifts are assigned based on
classification seniority for part time employees
only.
|
|
6.19
|
FLEX
SCHEDULING
|
|
§
|
An
employee who works less than a regular scheduled shift will be paid only
for the time actually worked on that
shift.
|
|
§
|
Make-up
hours must be worked within the workweek in which a flex schedule is
granted. Also, make-up hours shall not be denied once the
flextime has been taken off.
|
|
§
|
Corresponding
make-up hours shall be reflected as such in the employee’s time
card.
|
|
§
|
No
more than sixteen (16) flex hours will be allowed in any rolling thirty
(30) day period.
|
|
§
|
Make-up
hours available but not worked within the workweek will be treated as an
unpaid absence and shall be subject to the attendance
policy.
|
|
§
|
Employees
may use vacation time as make-up time with supervisory
approval.
|
|
§
|
Make-up
hours will be paid at straight time regardless of the shift or day on
which they are worked.
|
|
6.22
|
ELIGIBILITY TO APPLY FOR
VACANCIES: Employees who are hired in a position in the
Clerical Collective Bargaining Agreement shall not be permitted to apply
for other positions for six (6) months after their hire
date. However, if there are no internal applicants for a
position, the Company and Union agree to accept applications from Clerical
employees who were hired less than six (6) months prior to the job posting
before considering external applicants. If an employee’s
probationary period is extended, they will not be able to bid until
probationary period is completed.
|
|
6.23
|
STARTING WAGE RATES FOR EXPERIENCED CSR’S:
Employees who are hired as Customer Service Representatives (CSR)’s in the
Call Center or who are promoted or transferred to CSR positions in the
Call Center who have at least two (2) years of continuous experience
working in a call center with the same Company, shall be granted one year
of credit and paid at the third (3) step of the wage progression for CSR.
Customer Service Representatives in the Call Center who do not have
at least two (2) years of continuous experience working in a call center
will be paid at the first (1) step of the wage progression for CSR.
Employee must provide proof of experience prior to
interview.
|
|
|
WORKING HOURS AND RATES OF
PAY:
|
|
o
|
FIRST
SHIFT: All ten (10) hour shift periods regularly scheduled to begin at
5:00am, or thereafter but before 12:00 noon shall be designated as first
shifts.
|
|
o
|
SECOND
SHIFT: All ten (10) hour shift periods regularly scheduled to begin at
12:00 noon or thereafter but before 8:00pm, shall be designated as second
shifts.
|
|
o
|
THIRD
SHIFT: All ten (10) hour shift periods regularly scheduled to begin at
8:00pm, or thereafter but before 12:01am, shall be designated as third
shifts.
|
|
§
|
Time
worked in excess of ten (10) hours per
day.
|
|
§
|
Time
worked in excess of any four (4) scheduled workdays in that workweek
except when in conjunction to Flex Scheduling per Article
6.19.
|
|
§
|
Work
scheduled in the three (3) hours immediately preceding the normal starting
time.
|
|
§
|
Employees
who are scheduled to work on an observed
holiday.
|
|
§
|
Employees
who are scheduled for overtime and such is canceled per Article 6.9
(Required Notice For Overtime)
|
|
§
|
Employees
who work on the third regular day
off.
|
|
|
(Alphabetical)
|
|
§
|
Head
Cashier
|
|
§
|
Service
Dispatching
|
|
§
|
Districts
|
|
§
|
LGS
Billing
|
|
§
|
Call Center
|
|
§
|
Commercial
Office Support
|
|
§
|
Customer
and Field Operations
|
|
§
|
Customer
Credit and Billing
|
|
§
|
PBX
|
|
§
|
Material
Management
|
|
CLERICAL
– WAGES
|
|||||
|
Job
Code
|
Job
Title
|
Step
|
02/01/08
5.00%
|
02/01/09
4.50%
|
02/01/10
4.25%
|
|
5061
|
Lead
Field Service Rep
|
1
|
$25.57
|
$26.72
|
$27.85
|
|
5161
|
Field
Service Rep
|
1
|
$20.17
|
$21.08
|
$21.97
|
|
2nd
Six Months
|
2
|
$21.42
|
$22.38
|
$23.34
|
|
|
3rd
Six Months
|
3
|
$23.31
|
$24.36
|
$25.39
|
|
|
5162
|
Revenue
Protection Investigator
|
1
|
$23.46
|
$24.51
|
$25.55
|
|
2nd
Six Months
|
2
|
$24.48
|
$25.58
|
$26.66
|
|
|
3rd
Six Months
|
3
|
$25.40
|
$26.54
|
$27.67
|
|
|
4th
Six Months
|
4
|
$26.36
|
$27.54
|
$28.71
|
|
|
5174
|
Senior
Customer Service Rep
|
1
|
$19.36
|
$20.23
|
$21.09
|
|
2nd
Six Months
|
2
|
$20.23
|
$21.14
|
$22.04
|
|
|
3rd
Six Months
|
3
|
$21.14
|
$22.09
|
$23.03
|
|
|
4th
Six Months
|
4
|
$22.09
|
$23.09
|
$24.07
|
|
|
5th
Six Months
|
5
|
$23.23
|
$24.27
|
$25.30
|
|
|
5175
|
Lead
Customer Service Rep
|
1
|
$22.93
|
$23.96
|
$24.98
|
|
5177
|
Lead
Field Srvc Investigator
|
1
|
$29.01
|
$30.32
|
$31.61
|
|
5182
|
Trainer
METER
|
1
|
$25.57
|
$26.72
|
$27.85
|
|
5183
|
Trainer
TSO
|
1
|
$25.57
|
$26.72
|
$27.85
|
|
5270
|
Reprographic
Tech
|
1
|
$19.10
|
$19.96
|
$20.81
|
|
2nd
Six Months
|
2
|
$19.79
|
$20.68
|
$21.56
|
|
|
3rd
Six Months
|
3
|
$20.49
|
$21.41
|
$22.32
|
|
|
4th
Six Months
|
4
|
$21.15
|
$22.10
|
$23.04
|
|
|
5th
Six Months
|
5
|
$21.84
|
$22.82
|
$23.79
|
|
|
5274
|
Customer
Service Rep
|
1
|
$13.68
|
$14.30
|
$14.90
|
|
5273
p/t
|
2nd
Six Months
|
2
|
$14.90
|
$15.57
|
$16.23
|
|
3rd
Six Months
|
3
|
$16.09
|
$16.81
|
$17.52
|
|
|
4th
Six Months
|
4
|
$17.30
|
$18.08
|
$18.85
|
|
|
5th
Six Months
|
5
|
$18.52
|
$19.36
|
$20.18
|
|
|
5411
|
Lead
Meter Reader
|
1
|
$24.14
|
$25.23
|
$26.30
|
|
5412
|
Meter
Reader
|
1
|
$14.72
|
$15.38
|
$16.04
|
|
5415
p/t
|
1st
Three Months
|
2
|
$15.30
|
$15.99
|
$16.67
|
|
2nd
Three Months
|
3
|
$15.80
|
$16.51
|
$17.22
|
|
|
2nd
Six Months
|
4
|
$16.33
|
$17.06
|
$17.79
|
|
|
3rd
Six Months
|
5
|
$16.86
|
$17.62
|
$18.37
|
|
|
4th
Six Months
|
6
|
$17.40
|
$18.18
|
$18.95
|
|
|
5th
Six Months
|
7
|
$17.92
|
$18.73
|
$19.53
|
|
|
6th
Six Months
|
8
|
$18.47
|
$19.30
|
$20.12
|
|
|
7th
Six Months
|
9
|
$18.96
|
$19.82
|
$20.66
|
|
|
5416
|
Technician,
Mail & Supply
|
1
|
$12.28
|
$12.83
|
$13.38
|
|
2nd
Six Months
|
2
|
$13.37
|
$13.97
|
$14.56
|
|
|
3rd
Six Months
|
3
|
$14.46
|
$15.11
|
$15.76
|
|
|
4th
Six Months
|
4
|
$15.82
|
$16.53
|
$17.24
|
|
|
5th
Six Months
|
5
|
$17.43
|
$18.21
|
$18.99
|
|
|
4.5
|
CONTRACTING
WORK – UDC & SENIOR PROJECT COORDINATORS
ONLY:
|
|
4.6
|
CONTRACTING
WORK – FACILITIES ONLY
|
|
6.1
|
DEFINITIONS:
|
|
|
SHIFT: Hours
of work.
|
|
|
SCHEDULE: Days
and hours of work.
|
|
|
WORK DAY: Eight
(8) hours in any one (1) day shall constitute the work day; however the
Company and Union may enter into Agreements which establish alternative
work schedules involving work days which have more than eight
hours.
|
|
|
WORK WEEK: Five
(5) consecutive work days, regularly scheduled between the hours of
12:01am, Monday, and 12:00 midnight, Sunday, shall constitute the basic
work week. The basic workweek of regular day-shift employees
shall be from Monday through Friday and reflect a schedule of forty (40)
hours of straight-time work.
|
|
|
REGULAR DAYS
OFF: Days off shall be consecutive, however, they may not be within
the basic workweek.
|
|
|
REGULAR DAY-SHIFT
EMPLOYEES: Regular day shift employees are those employees who are
assigned to shifts, which are established on a Monday through Friday
schedule and work a shift, which begins between the hours of 7:00 am and
11:59am. When mutually agreed to by the Union and Company, the
day shift starting time may be scheduled as early as 6:00am to take
advantage of daylight hours. Only Fleet Services and Clerk Dispatchers
starting time may be scheduled as early as
5:30am.
|
|
|
SEVEN DAY COVERAGE:
A schedule of fixed or rotating shifts that cover seven (7) days
per week, twenty-four (24) hours per
day.
|
|
|
SHIFT
EMPLOYEES: Shift employees are all employees not defined as regular
day-shift employees. This includes employees assigned to fixed
shifts and seven (7) day coverage.
|
|
|
SHIFT DESIGNATIONS:
No shift periods shall start between the hours of 12:01 am and 5:59
am, unless mutually agreed to by memorandum of understanding between the
Company and the Union. The follow designations shall
apply:
|
|
|
FIRST SHIFT:
All eight (8) hour shift periods regularly scheduled to begin at 6:00
a.m., or thereafter but before 12:00 noon shall be designated as first
shifts.
|
|
|
SECOND SHIFT:
All eight (8) hour shift periods regularly scheduled to begin at 12:00
noon or thereafter but before 8:00 p.m., shall be designated as second
shifts.
|
|
|
THIRD SHIFT:
All eight (8) hour shift periods regularly scheduled to begin at 8:00
p.m., or thereafter but before 12:01a.m., shall be designated as third
shifts.
|
|
|
SHIFT DIFFERENTIAL:
An incremental increase for working on a second or third
shift.
|
|
|
SHIFT PREMIUM:
An incremental increase for all hours worked outside of the employee's
previous schedule for the first five (5) working days of a newly
established permanent, temporary or emergency
schedule.
|
|
|
SHORT CHANGE: A
transfer from one established schedule to another with only one shift off
between schedules.
|
|
|
COMPANY
HEADQUARTERS: Any headquarters established for the purpose of
engaging in work covered by this Agreement when such work will continue
for an indeterminate period of
time.
|
|
6.4
|
OVERTIME: In computing
overtime, intermission taken out for meals served other than on the job
shall be deducted, and any holiday or vacation paid in that pay period
will be considered as time worked.
|
|
|
TIME AND A
HALF: Except as otherwise provided in this Article, the following
situations shall require payment at one and one-half (1 1/2) times the
regular established wage rate:
|
|
|
•
|
Time
worked in excess of eight (8) hours per
day.
|
|
|
•
|
Time
worked in excess of any five (5) scheduled workdays in that
workweek.
|
|
|
•
|
Work
scheduled in the three (3) hours immediately preceding the normal starting
time.
|
|
|
•
|
Employees
scheduled to work on an observed
holiday.
|
|
|
•
|
Employees
on seven (7) day coverage who are scheduled or called out for overtime
except as defined in "Double Time."
|
|
|
•
|
Employees
who are scheduled for overtime and such is canceled per Article 6.9
(REQUIRED NOTICE FOR OVERTIME).
|
|
|
DOUBLE TIME:
Except as otherwise provided in this Article, the following situations
shall require payment at two (2) times the regular established wage
rate:
|
|
|
•
|
Employees,
other than those assigned to seven (7) day coverage, (excluding line
troubleman), who are scheduled to work within the first five (5) hours of
the eight (8) hour period immediately preceding the normal starting time
regardless of the day of the week.
|
|
|
•
|
Employees
who work on the second day of a two-day off period, or on the second or
fourth days off of a four days off period with an overtime minimum as
provided in Article 6.7
(CALL-OUTS).
|
|
|
DOUBLE TIME AND A
HALF: Except as otherwise provided in this Article, the following
situations shall require payment at two and one-half (2 1/2) times the
regular established wage rate:
|
|
|
•
|
For
all time worked in excess of sixteen (16) consecutive
hours.
|
|
6.5
|
OVERTIME EQUALIZATION:
(Does not apply to UDC or
Mapping classifications) The Company will endeavor to distribute
overtime work as evenly as possible among those employees qualified to
perform such work. For the purpose of distributing overtime, the Company
will maintain and post overtime lists in each sub-department indicating
time offered and time worked. Each department will create policies and
procedures (BY LOCATION, SHIFT – as defined by Article 6.1 AND
CLASSIFICATION), for overtime equalization through labor/management
meetings.
|
|
6.7
|
CALL-OUTS:
|
|
|
TWO-HOUR
MINIMUM: Employees called out for overtime duty shall
receive at least two (2) hours pay. Reasonable travel time
(defined below) to and from home will be considered as time worked for the
purpose of satisfying the two (2) hour minimum, and will be paid at the
appropriate overtime rate.
|
|
|
Example
#2
|
|
|
Example
#3
|
|
|
Example
#5
|
|
|
MULTIPLE
CALL-OUTS: Employees called-out more than once in the twenty-four
(24) hour period from midnight one day to midnight the following day shall
be paid at least the two (2) hour minimum mentioned above for the first
call. For subsequent calls, employees shall be paid for a one (1) hour
minimum with the same travel time considerations mentioned above. For the
purpose of this section, concurrent calls or successive calls without a
break in work time shall be considered as a single
call.
|
|
Locations
|
Las
Vegas Valley
|
Reid
Gardner
|
Laughlin
|
|
Las
Vegas Valley
|
.5
hour
|
1
hour
|
2
hours
|
|
Moapa
Valley
|
1
hour
|
.5
hour
|
3
hours
|
|
Boulder
City
|
.75
hour
|
1.5
hours
|
1.5
hours
|
|
St.
George/Alamo
|
2
hours
|
1.5
hours
|
4
hours
|
|
Mesquite
|
1.5
hours
|
.75
hour
|
3.5
hours
|
|
Laughlin
|
2
hours
|
3
hours
|
0
|
|
Henderson
|
.75
hour
|
1.5
hours
|
1
hour
|
|
6.9
|
REQUIRED NOTICE FOR
OVERTIME:
|
|
|
SCHEDULED
OVERTIME: In scheduling overtime work, a minimum of fourteen (14)
hours notice is required, prior to the start of any overtime for a
particular day, and before leaving the work site on a regular work day.
Without this notice, such work will be considered as a call-out. It is
understood that overtime, when worked as an extension of a regular shift,
does not require such notification.
|
|
6.18
|
MUTUAL ASSISTANCE: The
Company and the Union recognize the importance of assisting communities
whose citizens may be in severe distress due to outages caused by wild
fires, storms, etc. In order to facilitate being able to send
NV Energy’s employees while not hindering the day-to-day operations of the
business; it is agreed that: 1) the Company will select those employees
whose qualifications will be most valuable in assisting the community that
is suffering due to outages/adverse conditions. Selection of
qualified employees will be made according to the (i) “on call crew” at
the time the assignment is made, and (ii) the low equivalent overtime list
at the time the assignment is made; however, 2) any Employee in discipline
for misconduct or whose assignment would disrupt an ongoing NVE major
project will not be eligible for assignment under this
Article.
|
|
16.1
|
SAFETY GEAR: Rubber
gloves, hose, hoods and blankets may be used to make as safe as possible
any work performed on any equipment having conductors energized in excess
of 750 volts, in addition, hot line tools may be used where applicable.
The safety precautions taken by the crew are the direct responsibility of
the foreman in charge. The Occupational Safety and Health
Standards as contained in sub-part "v" of the Occupational Safety and
Health Act (OSHA) shall be considered minimum standards for work performed
on power transmission and distribution
equipment.
|
|
16.2
|
TWO MAN CREW: A two (2)
man crew shall be made up of two (2) Journeymen Lineman or one Journeyman
Lineman and an Apprentice Lineman that is qualified to complete the
particular work assigned. In all cases the company will endeavor to use
two (2) Journeymen lineman, and designate one of them as the employee in
charge to direct all the work.
|
|
16.3
|
T&D ENERGIZED WORK:
All lines energized at 4 kv, phase to phase, or above shall be handled in
accordance with 1910.269 subpart “R” of the Occupational Safety and Health
Act (OSHA). When working on energized lines / electrical apparatus with
live line tools, two (2) qualified and authorized employees shall be on
the pole to do the work. They shall be at all times under the observation
of a foreman who shall have no other duties at the time the work is being
performed. Foreman shall use their judgment in and be responsible for the
proper placing of their employees (ie, Foreman may delegate the
observation duties to a qualified Journeyman Lineman when necessary) As an
exception to the rule, one (1) such employee may be allowed to clean
insulators in un-crowded conditions, do hot meggering, make current and
voltage test, connect or remove the hot taps from the fuse holders to the
line, provided the fuses are removed and adequate clearance can be
maintained or emergency repairs by troubleman to the extent necessary to
safeguard the general public. No employee shall be assigned to hot work on
two hundred thirty thousand (230kv) or on higher voltages unless that
employee has received training on such
voltages.
|
|
16.5
|
FRAMING AND POLE
CONSTRUCTION: All framing and erecting of poles or towers in the
field shall be done by the line crew. All framing in any pole yard shall
be done by a Journeyman lineman with the ratio of assisting apprentices
and/or groundmen no greater than that in the majority of line crews on the
system.
|
|
16.8
|
TEMPORARY LEAD LINEMAN:
In the temporary absence of a regular Lead Lineman, when there is
three (3) or more employees on a crew, one of those employees shall be
paid at the Lead Lineman’s rate of pay for all hours worked. The employee
chosen to be the lead will be responsible for all duties within the Lead
Lineman job description; however this language is not intended to conflict
with (Article 7.3 Staffing
Vacancies).
|
|
TRANSMISSION
& DISTRIBUTION - WAGES
|
|||||
|
Job
Code
|
Job
Title
|
Step
|
02/01/2008
5.00%
|
02/01/2009
4.50%
|
02/01/2010
4.25%
|
|
3102
|
Rodman
Chainman
|
1
|
$21.09
|
$22.04
|
$22.98
|
|
2nd
Six Months
|
2
|
$23.07
|
$24.11
|
$25.13
|
|
|
3rd
Six Months
|
3
|
$23.26
|
$24.30
|
$25.34
|
|
|
4th
Six Months
|
4
|
$24.43
|
$25.53
|
$26.62
|
|
|
5th
Six Months
|
5
|
$25.68
|
$26.84
|
$27.98
|
|
|
3103
|
Tech
I, Mapping
|
1
|
$19.98
|
$20.88
|
$21.77
|
|
2nd
Six Months
|
2
|
$20.49
|
$21.41
|
$22.32
|
|
|
3rd
Six Months
|
3
|
$20.98
|
$21.92
|
$22.85
|
|
|
4th
Six Months
|
4
|
$21.50
|
$22.47
|
$23.43
|
|
|
5th
Six Months
|
5
|
$22.04
|
$23.03
|
$24.01
|
|
|
6th
Six Months
|
6
|
$22.60
|
$23.61
|
$24.62
|
|
|
7th
Six Months
|
7
|
$23.15
|
$24.19
|
$25.22
|
|
|
3104
|
Tech
II, Mapping
|
1
|
$23.51
|
$24.57
|
$25.61
|
|
2nd
Six Months
|
2
|
$23.99
|
$25.07
|
$26.14
|
|
|
3rd
Six Months
|
3
|
$24.45
|
$25.55
|
$26.64
|
|
|
4th
Six Months
|
4
|
$24.95
|
$26.07
|
$27.18
|
|
|
5th
Six Months
|
5
|
$25.45
|
$26.60
|
$27.73
|
|
|
6th
Six Months
|
6
|
$25.95
|
$27.11
|
$28.27
|
|
|
7th
Six Months
|
7
|
$26.47
|
$27.66
|
$28.84
|
|
|
8th
Six Months
|
8
|
$27.04
|
$28.25
|
$29.45
|
|
|
3105
|
Tech
Sr, Mapping
|
1
|
$27.22
|
$28.44
|
$29.65
|
|
2nd
Six Months
|
2
|
$27.71
|
$28.96
|
$30.19
|
|
|
3rd
Six Months
|
3
|
$28.40
|
$29.68
|
$30.94
|
|
|
4th
Six Months
|
4
|
$29.11
|
$30.42
|
$31.71
|
|
|
5th
Six Months
|
5
|
$29.81
|
$31.15
|
$32.47
|
|
|
6th
Six Months
|
6
|
$30.54
|
$31.92
|
$33.28
|
|
|
7th
Six Months
|
7
|
$31.29
|
$32.70
|
$34.09
|
|
|
3107
|
UDC
I
|
1
|
$21.16
|
$22.11
|
$23.05
|
|
2nd
Six Months
|
2
|
$21.79
|
$22.77
|
$23.74
|
|
|
3rd
Six Months
|
3
|
$22.44
|
$23.45
|
$24.44
|
|
|
4th
Six Months
|
4
|
$23.13
|
$24.17
|
$25.20
|
|
|
5th
Six Months
|
5
|
$23.81
|
$24.89
|
$25.94
|
|
|
6th
Six Months
|
6
|
$24.52
|
$25.62
|
$26.71
|
|
|
7th
Six Months
|
7
|
$25.26
|
$26.40
|
$27.52
|
|
|
8th
Six Months
|
8
|
$26.03
|
$27.20
|
$28.36
|
|
|
3108
|
UDC
II
|
1
|
$27.98
|
$29.24
|
$30.48
|
|
2nd
Six Months
|
2
|
$28.82
|
$30.12
|
$31.40
|
|
|
3rd
Six Months
|
3
|
$29.69
|
$31.03
|
$32.35
|
|
|
4th
Six Months
|
4
|
$30.58
|
$31.95
|
$33.31
|
|
|
3109
|
Coordinator
Senior, Projects
|
1
|
$32.91
|
$34.39
|
$35.85
|
|
2nd
Six Months
|
2
|
$33.89
|
$35.42
|
$36.92
|
|
|
3rd
Six Months
|
3
|
$35.08
|
$36.66
|
$38.22
|
|
|
4th
Six Months
|
4
|
$36.31
|
$37.94
|
$39.56
|
|
|
5th
Six Months
|
5
|
$37.59
|
$39.28
|
$40.95
|
|
|
3146
|
Mechanical
Specialist
|
1
|
$36.26
|
$37.89
|
$39.50
|
|
3178
|
Surveyor
|
1
|
$36.72
|
$38.37
|
$40.00
|
|
5144
|
Clerk
Dispatcher
|
1
|
$31.74
|
$33.17
|
$34.58
|
|
5145
|
Mat
Spec/LG/FSR
|
1
|
$27.35
|
$28.58
|
$29.80
|
|
2nd
Six Months
|
2
|
$28.38
|
$29.66
|
$30.92
|
|
|
3rd
Six Months
|
3
|
$29.55
|
$30.88
|
$32.19
|
|
|
5181
|
Meter
Shop Dispatcher
|
1
|
$26.78
|
$27.98
|
$29.17
|
|
6054
|
Lead
Comm Electrician
|
1
|
$41.32
|
$43.18
|
$45.01
|
|
6055
|
Lead
Relay Electrician
|
1
|
$41.32
|
$43.18
|
$45.01
|
|
6056
|
Lead
Substation Electrician
|
1
|
$40.19
|
$42.00
|
$43.79
|
|
6057
|
Lead
Lineman
|
1
|
$40.60
|
$42.43
|
$44.23
|
|
6058
|
Lead
Metering Electrician
|
1
|
$40.19
|
$42.00
|
$43.79
|
|
6062
|
Lead
Underground Inspector
|
1
|
$34.38
|
$35.92
|
$37.45
|
|
6080
|
Lead
Fleet Services Mechanic
|
1
|
$39.40
|
$41.17
|
$42.92
|
|
6086
|
Lead
Material Specialist T&D
|
1
|
$32.51
|
$33.97
|
$35.41
|
|
6089
|
Lead
Surveyor
|
1
|
$40.39
|
$42.21
|
$44.01
|
|
6100
|
Line
Clearance Inspector
|
1
|
$24.81
|
$25.93
|
$27.03
|
|
6104
|
Trainer
Substation
|
1
|
$40.19
|
$42.00
|
$43.79
|
|
6105
|
Trainer
Lines
|
1
|
$40.60
|
$42.43
|
$44.23
|
|
6107
|
Relay
Electrician II
|
1
|
$38.37
|
$40.09
|
$41.80
|
|
6108
|
Comm
Electrician II
|
1
|
$38.37
|
$40.09
|
$41.80
|
|
6110
|
Field
Inspector
|
1
|
$37.64
|
$39.34
|
$41.01
|
|
6111
|
Circuit
Inspector
|
1
|
$32.88
|
$34.35
|
$35.81
|
|
6112
|
Electrical
Inspector
|
1
|
$38.73
|
$40.48
|
$42.20
|
|
6113
|
Line
Troubleman
|
1
|
$38.75
|
$40.49
|
$42.21
|
|
6121
|
Substation
Inspector
|
1
|
$38.37
|
$40.09
|
$41.80
|
|
6122
|
Substation
Electrician
|
1
|
$36.54
|
$38.18
|
$39.81
|
|
6123
|
Journeyman
Lineman
|
1
|
$36.90
|
$38.56
|
$40.20
|
|
6124
|
Journeyman
Metering Electrician
|
1
|
$36.54
|
$38.18
|
$39.81
|
|
6130
|
Welder,Company
Wide
|
1
|
$36.54
|
$38.18
|
$39.81
|
|
6136
|
Lines
Groundman
|
1
|
$19.77
|
$20.66
|
$21.54
|
|
2nd
Six Months
|
2
|
$20.44
|
$21.36
|
$22.27
|
|
|
3rd
Six Months
|
3
|
$21.09
|
$22.04
|
$22.98
|
|
|
4th
Six Months
|
4
|
$21.90
|
$22.89
|
$23.86
|
|
|
5th
Six Months
|
5
|
$22.74
|
$23.77
|
$24.78
|
|
|
6th
Six Months
|
6
|
$23.61
|
$24.68
|
$25.73
|
|
|
7th
Six Months
|
7
|
$24.43
|
$25.53
|
$26.62
|
|
|
6150
|
Equipment
Mechanic
|
1
|
$35.81
|
$37.42
|
$39.01
|
|
6151
|
Fleet
Maintenance Technician
|
1
|
$25.75
|
$26.90
|
$28.05
|
|
2nd
Six Months
|
2
|
$26.52
|
$27.72
|
$28.89
|
|
|
3rd
Six Months
|
3
|
$27.31
|
$28.54
|
$29.75
|
|
|
4th
Six Months
|
4
|
$28.11
|
$29.37
|
$30.62
|
|
|
5th
Six Months
|
5
|
$28.84
|
$30.14
|
$31.42
|
|
|
6158
|
Material
Specialist I T&D
|
1
|
$27.35
|
$28.58
|
$29.80
|
|
2nd
Six Months
|
2
|
$28.38
|
$29.66
|
$30.92
|
|
|
3rd
Six Months
|
3
|
$29.55
|
$30.88
|
$32.19
|
|
|
6159
|
Warehouse
Utility Tech T&D
|
1
|
$20.28
|
$21.19
|
$22.09
|
|
2nd
Six Months
|
2
|
$21.07
|
$22.02
|
$22.96
|
|
|
3rd
Six Months
|
3
|
$21.83
|
$22.81
|
$23.78
|
|
|
6166
|
Equipment
Operator
|
1
|
$32.63
|
$34.10
|
$35.55
|
|
6172
|
Underground
Inspector
|
1
|
$27.15
|
$28.37
|
$29.58
|
|
2nd
Six Months
|
2
|
$28.27
|
$29.54
|
$30.79
|
|
|
3rd
Six Months
|
3
|
$29.22
|
$30.54
|
$31.83
|
|
|
4th
Six Months
|
4
|
$30.25
|
$31.61
|
$32.96
|
|
|
5th
Six Months
|
5
|
$31.26
|
$32.67
|
$34.05
|
|
|
6173
|
Underground
Line Locator
|
1
|
$19.95
|
$20.85
|
$21.73
|
|
2nd
Six Months
|
2
|
$20.94
|
$21.88
|
$22.81
|
|
|
3rd
Six Months
|
3
|
$22.01
|
$23.00
|
$23.98
|
|
|
4th
Six Months
|
4
|
$23.11
|
$24.15
|
$25.18
|
|
|
6177
|
High
Boom Operator
|
1
|
$31.26
|
$32.67
|
$34.05
|
|
6180
|
Line
Patrolman
|
1
|
$37.64
|
$39.34
|
$41.01
|
|
6182
|
Fleet
Utility Tech
|
1
|
$22.62
|
$23.63
|
$24.64
|
|
2nd
Six Months
|
2
|
$23.42
|
$24.47
|
$25.51
|
|
|
3rd
Six Months
|
3
|
$24.16
|
$25.25
|
$26.32
|
|
|
4th
Six Months
|
4
|
$24.96
|
$26.08
|
$27.19
|
|
|
6183
|
Tool
Repairer
|
1
|
$30.40
|
$31.77
|
$33.12
|
|
6184
|
Technician,Tool
Compliance
|
1
|
$31.93
|
$33.37
|
$34.79
|
|
6185
|
Comm
Groundman
|
1
|
$19.77
|
$20.66
|
$21.54
|
|
2nd
Six Months
|
2
|
$20.44
|
$21.36
|
$22.27
|
|
|
3rd
Six Months
|
3
|
$21.09
|
$22.04
|
$22.98
|
|
|
4th
Six Months
|
4
|
$21.90
|
$22.89
|
$23.86
|
|
|
5th
Six Months
|
5
|
$22.74
|
$23.77
|
$24.78
|
|
|
6th
Six Months
|
6
|
$23.61
|
$24.68
|
$25.73
|
|
|
7th
Six Months
|
7
|
$24.43
|
$25.53
|
$26.62
|
|
|
6158
|
Material
Specialist II T&D
|
1
|
$30.05
|
$31.38
|
$32.69
|
|
6187
|
Relief
Line Troubleman
|
1
|
$39.48
|
$41.26
|
$43.01
|
|
6188
|
Clerk
Driver
|
1
|
$26.82
|
$28.02
|
$29.21
|
|
2nd
Six Months
|
2
|
$27.85
|
$29.10
|
$30.34
|
|
|
3rd
Six Months
|
3
|
$28.92
|
$30.22
|
$31.50
|
|
|
4th
Six Months
|
4
|
$29.94
|
$31.28
|
$32.61
|
|
|
6189
|
Substation
Groundman
|
1
|
$19.77
|
$20.66
|
$21.54
|
|
2nd
Six Months
|
2
|
$20.44
|
$21.36
|
$22.27
|
|
|
3rd
Six Months
|
3
|
$21.09
|
$22.04
|
$22.98
|
|
|
4th
Six Months
|
4
|
$21.90
|
$22.89
|
$23.86
|
|
|
5th
Six Months
|
5
|
$22.74
|
$23.77
|
$24.78
|
|
|
6th
Six Months
|
6
|
$23.61
|
$24.68
|
$25.73
|
|
|
7th
Six Months
|
7
|
$24.43
|
$25.53
|
$26.62
|
|
|
6190
|
Survey
Instrument Tech
|
1
|
$27.15
|
$28.37
|
$29.58
|
|
2nd
Six Months
|
2
|
$28.27
|
$29.54
|
$30.79
|
|
|
3rd
Six Months
|
3
|
$29.22
|
$30.54
|
$31.83
|
|
|
4th
Six Months
|
4
|
$30.25
|
$31.61
|
$32.96
|
|
|
5th
Six Months
|
5
|
$31.26
|
$32.67
|
$34.05
|
|
|
6196
|
Metering
UtilityTech-Mtr Svc
|
1
|
$14.82
|
$15.48
|
$16.14
|
|
2nd
Six Months
|
2
|
$15.61
|
$16.32
|
$17.01
|
|
|
3rd
Six Months
|
3
|
$16.37
|
$17.11
|
$17.83
|
|
|
4th
Six Months
|
4
|
$17.16
|
$17.93
|
$18.69
|
|
|
5th
Six Months
|
5
|
$17.94
|
$18.75
|
$19.55
|
|
|
6th
Six Months
|
6
|
$18.71
|
$19.55
|
$20.38
|
|
|
7th
Six Months
|
7
|
$19.50
|
$20.38
|
$21.24
|
|
|
6197
|
Communications
Electrician I
|
1
|
$
37.00
|
$38.67
|
$40.31
|
|
6198
|
Relay
Electrician I
|
1
|
$37.56
|
$39.25
|
$40.92
|
|
6199
|
Master
Lines Clearance Inspector
|
1
|
$26.05
|
$27.22
|
$28.38
|
|
7013
|
App
Equip Mechanic
|
1
|
$28.30
|
$29.57
|
$30.83
|
|
2nd
Six Months
|
2
|
$29.07
|
$30.38
|
$31.67
|
|
|
3rd
Six Months
|
3
|
$29.88
|
$31.23
|
$32.55
|
|
|
4th
Six Months
|
4
|
$30.70
|
$32.08
|
$33.45
|
|
|
5th
Six Months
|
5
|
$31.61
|
$33.03
|
$34.43
|
|
|
6th
Six Months
|
6
|
$33.44
|
$34.95
|
$36.43
|
|
|
7th
Six Months
|
7
|
$35.81
|
$37.42
|
$39.01
|
|
|
7020
|
Apprentice
Lineman
|
1
|
$20.44
|
$21.36
|
$22.27
|
|
2nd
Six Months
|
2
|
$24.43
|
$25.53
|
$26.62
|
|
|
3rd
Six Months
|
3
|
$27.12
|
$28.34
|
$29.55
|
|
|
4th
Six Months
|
4
|
$28.23
|
$29.51
|
$30.76
|
|
|
5th
Six Months
|
5
|
$29.18
|
$30.49
|
$31.79
|
|
|
6th
Six Months
|
6
|
$30.21
|
$31.57
|
$32.91
|
|
|
7th
Six Months
|
7
|
$31.22
|
$32.62
|
$34.01
|
|
|
8th
Six Months
|
8
|
$32.21
|
$33.66
|
$35.09
|
|
|
9th
Six Months
|
9
|
$33.23
|
$34.73
|
$36.20
|
|
|
10th
Six Months
|
10
|
$34.25
|
$35.79
|
$37.31
|
|
|
7021
|
App
Substation Electrician
|
1
|
$27.12
|
$28.34
|
$29.55
|
|
2nd
Six Months
|
2
|
$28.23
|
$29.51
|
$30.76
|
|
|
3rd
Six Months
|
3
|
$29.18
|
$30.49
|
$31.79
|
|
|
4th
Six Months
|
4
|
$30.21
|
$31.57
|
$32.91
|
|
|
5th
Six Months
|
5
|
$31.22
|
$32.62
|
$34.01
|
|
|
6th
Six Months
|
6
|
$32.21
|
$33.66
|
$35.09
|
|
|
7th
Six Months
|
7
|
$33.23
|
$34.73
|
$36.20
|
|
|
8th
Six Months
|
8
|
$34.25
|
$35.79
|
$37.31
|
|
|
9th
Six Months
|
9
|
$36.54
|
$38.18
|
$39.81
|
|
|
7022
|
App
Metering Electrician
|
1
|
$27.12
|
$28.34
|
$29.55
|
|
2nd
Six Months
|
2
|
$28.23
|
$29.51
|
$30.76
|
|
|
3rd
Six Months
|
3
|
$29.18
|
$30.49
|
$31.79
|
|
|
4th
Six Months
|
4
|
$30.21
|
$31.57
|
$32.91
|
|
5th
Six Months
|
5
|
$31.22
|
$32.62
|
$34.01
|
|
|
6th
Six Months
|
6
|
$32.21
|
$33.66
|
$35.09
|
|
|
7th
Six Months
|
7
|
$33.23
|
$34.73
|
$36.20
|
|
|
8th
Six Months
|
8
|
$34.25
|
$35.79
|
$37.31
|
|
|
9th
Six Months
|
9
|
$36.54
|
$38.18
|
$39.81
|
|
|
7024
|
App
Comm Electrician
|
1
|
$27.12
|
$28.34
|
$29.55
|
|
2nd
Six Months
|
2
|
$28.23
|
$29.51
|
$30.76
|
|
|
3rd
Six Months
|
3
|
$29.18
|
$30.49
|
$31.79
|
|
|
4th
Six Months
|
4
|
$30.21
|
$31.57
|
$32.91
|
|
|
5th
Six Months
|
5
|
$31.22
|
$32.62
|
$34.01
|
|
|
6th
Six Months
|
6
|
$32.21
|
$33.66
|
$35.09
|
|
|
7th
Six Months
|
7
|
$33.23
|
$34.73
|
$36.20
|
|
|
8th
Six Months
|
8
|
$34.25
|
$35.79
|
$37.31
|
|
|
9th
Six Months
|
9
|
$36.54
|
$38.18
|
$39.81
|
|
|
7085
|
Meter
Tester
|
1
|
$21.65
|
$22.63
|
$23.59
|
|
2nd
Six Months
|
2
|
$22.62
|
$23.63
|
$24.64
|
|
|
7093
|
Material
Utility Technician
|
1
|
$20.28
|
$21.19
|
$22.09
|
|
2nd
Six Months
|
2
|
$21.07
|
$22.02
|
$22.96
|
|
|
3rd
Six Months
|
3
|
$21.83
|
$22.81
|
$23.78
|
|
|
7094
|
Maintenance
Technician
|
1
|
$24.16
|
$25.25
|
$26.32
|
|
2nd
Six Months
|
2
|
$24.96
|
$26.08
|
$27.19
|
|
|
3rd
Six Months
|
3
|
$25.75
|
$26.90
|
$28.05
|
|
|
4th
Six Months
|
4
|
$26.52
|
$27.72
|
$28.89
|
|
|
5th
Six Months
|
5
|
$27.31
|
$28.54
|
$29.75
|
|
|
6th
Six Months
|
6
|
$28.11
|
$29.37
|
$30.62
|
|
|
7th
Six Months
|
7
|
$28.84
|
$30.14
|
$31.42
|
|
|
7095
|
Chief,
Crew
|
1
|
$33.02
|
$34.51
|
$35.98
|
|
2nd
Six Months
|
2
|
$33.80
|
$35.32
|
$36.82
|
|
|
3rd
Six Months
|
3
|
$34.48
|
$36.03
|
$37.57
|
|
|
4th
Six Months
|
4
|
$35.09
|
$36.67
|
$38.23
|
|
|
5th
Six Months
|
5
|
$35.83
|
$37.44
|
$39.03
|
|
|
7096
|
Maintenance
Utility Tech
|
1
|
$14.82
|
$15.48
|
$16.14
|
|
2nd
Six Months
|
2
|
$15.61
|
$16.32
|
$17.01
|
|
|
3rd
Six Months
|
3
|
$16.37
|
$17.11
|
$17.83
|
|
|
4th
Six Months
|
4
|
$17.16
|
$17.93
|
$18.69
|
|
|
5th
Six Months
|
5
|
$17.94
|
$18.75
|
$19.55
|
|
|
6th
Six Months
|
6
|
$18.71
|
$19.55
|
$20.38
|
|
|
7th
Six Months
|
7
|
$19.50
|
$20.38
|
$21.24
|
|
|
7097
|
Facilitator,
Design & Const
|
1
|
$38.73
|
$40.48
|
$42.20
|
|
7098
|
Tech,
Multi-Trade I
|
1
|
$21.47
|
$22.44
|
$23.39
|
|
7099
|
Tech,
Multi-Trade II
|
1
|
$25.43
|
$26.58
|
$27.70
|
|
7100
|
Tech,
Multi-Trade III (Lead)
|
1
|
$31.08
|
$32.48
|
$33.86
|
|
|
SHIFT: Hours
of work.
|
|
|
SCHEDULE: Days
and hours of work.
|
|
|
WORK DAY: Eight
(8) hours in any one (1) day shall constitute the work day; however the
Company and Union may enter into Agreements which establish alternative
work schedules involving work days which have more than eight
hours.
|
|
|
WORK WEEK: Five
(5) consecutive work days, regularly scheduled between the hours of 12:01
am, Monday, and 12:00 midnight, Sunday, shall constitute the basic work
week. The basic work week of regular day-shift employees shall
be from Monday through Friday and reflect a schedule of forty (40) hours
of straight-time work.
|
|
|
REGULAR DAYS
OFF: Days off shall be consecutive, however, they may not be within
the basic workweek.
|
|
|
REGULAR DAY-SHIFT
EMPLOYEES: Regular day shift employees are those employees who are
assigned to shifts, which are established on a Monday through Friday
schedule and work a shift, which begins between the hours of 7:00 am and
11:59 am. When mutually agreed to by the Union and Company, the
day shift starting time may be scheduled as early as 6:00 am to take
advantage of daylight hours.
|
|
|
SEVEN DAY
COVERAGE: A schedule of fixed or rotating shifts that cover seven
(7) days per week, twenty-four (24) hours per
day.
|
|
|
SHIFT
EMPLOYEES: Shift employees are all employees not defined as regular
day-shift employees. This includes employees assigned to fixed
shifts and seven (7) day coverage.
|
|
|
SHIFT
DESIGNATIONS: No shift periods
shall start between the hours of 12:01 am and 5:59 am, unless mutually
agreed to by memorandum of understanding between the Company and the
Union. The follow designations shall
apply:
|
|
|
FIRST SHIFT:
All eight (8) hour shift periods regularly scheduled to begin at 6:00
a.m., or thereafter but before 12:00 noon shall be designated as first
shifts.
|
|
|
SECOND SHIFT:
All eight (8) hour shift periods regularly scheduled to begin at 12:00
noon or thereafter but before 8:00 p.m., shall be designated as second
shifts.
|
|
|
THIRD SHIFT:
All eight (8) hour shift periods regularly scheduled to begin at 8:00
p.m., or thereafter but before 12:01 a.m., shall be designated as third
shifts.
|
|
|
SHIFT
DIFFERENTIAL: An incremental increase for working on a second or
third shift.
|
|
|
SHIFT PREMIUM:
An incremental increase for all hours worked outside of the employee's
previous schedule for the first five (5) working days of a newly
established permanent, temporary or emergency
schedule.
|
|
|
SHORT CHANGE: A
transfer from one established schedule to another with only one shift off
between schedules.
|
|
|
COMPANY
HEADQUARTERS: Any headquarters established for the purpose of
engaging in work covered by this Agreement when such work will continue
for an indeterminate period of
time.
|
|
6.4
|
OVERTIME: In computing
overtime, intermission taken out for meals served other than on the job
shall be deducted, and any holiday or vacation paid in that pay period
will be considered as time worked.
|
|
|
TIME AND A
HALF: Except as otherwise provided in this Article, the following
situations shall require payment at one and one-half (1 1/2) times the
regular established wage rate:
|
|
|
•
|
Time
worked in excess of eight (8) hours per
day.
|
|
|
•
|
Time
worked in excess of any five (5) scheduled workdays in that
workweek.
|
|
|
•
|
Work
scheduled in the three (3) hours immediately preceding the normal starting
time.
|
|
|
•
|
Employees
scheduled to work on an observed
holiday.
|
|
|
•
|
Employees
on seven (7) day coverage who are scheduled or called out for overtime
except as defined in "Double Time."
|
|
|
•
|
Employees
who are scheduled for overtime and such is canceled per Article 6.9
(REQUIRED NOTICE FOR OVERTIME).
|
|
|
•
|
Employees,
other than those assigned to seven (7) day coverage, which are scheduled
to work within the first five (5) hours of the eight (8) hour period
immediately preceding the normal starting time regardless of the day of
the week.
|
|
|
•
|
Employees
who work on the second day of a two day off period, or on the second or
fourth days off of a four (4) days off period with an overtime minimum as
provided in Article 6.7
(CALL-OUTS).
|
|
|
DOUBLE TIME AND A
HALF: Except as otherwise provided in this Article, the following
situations shall require payment at two and one-half (2 1/2) times the
regular established wage rate:
|
|
|
•
|
All
time worked in excess of sixteen (16) consecutive
hours.
|
|
|
BREAK
PERIOD: Employees
entitled to pay at this rate will continue at this rate until they have
been released for a period of at least six (6) continuous
hours. Any break of six (6) hours will be considered an
interruption of continuous work time. It is understood that any
employee may be returned to work exactly six (6) hours from their most
recent release, satisfying the required break. It is also
understood that any employee released for such a break may be called back
to work before six (6) hours have
elapsed.
|
|
|
MEAL
PERIODS: Meal periods while
working overtime will not be considered as part of the six (6) hour break
and will not be considered time worked, unless employees are directed to
work through their meal period. Employee's unpaid meal period
which occurs during regular work hours will be included in the computation
of the six (6) hour break, when this break is calculated from the end of
the employee's last regular shift. Accordingly, an employee may
be called out five and one-half (5 1/2) hours from the end of their last
regular shift without creating a requirement for this
rate.
|
|
|
STRAIGHT TIME PAY:
Employees sent home for a six (6) hour break will not lose any
straight time pay for normally scheduled hours, as a result of such a
break.
|
|
|
Employees
must use any rest time pay accumulated as a result of an overtime
assignment before these provisions would apply. If an employee's
accumulated rest time does not cover the entire six (6) hour break, the
employee will receive straight time pay for any regularly scheduled hours
not worked due to this break.
|
|
6.5
|
OVERTIME EQUALIZATION:
The Company will endeavor to distribute overtime work as evenly as
possible among those employees qualified to perform such work. For the
purpose of distributing overtime, the Company will maintain and post
overtime lists in each sub-department indicating time offered and time
worked. Each department will create policies and procedures (BY LOCATION,
SHIFT – as defined by Article 6.1 AND CLASSIFICATION), for overtime
equalization through labor/management
meetings.
|
|
|
WAGES: The
schedule of job classifications and wage rates, as mutually agreed to, are
made a part of this Agreement, and are marked "Exhibits I and II"
respectively.
|
|
|
Wages
shall be paid at biweekly intervals on the Thursday following the close of
the two-week pay period provided that if the regular payday falls on a
holiday, payment shall be made on the preceding
workday.
|
|
|
SPECIAL PAY
REQUESTS:
The Company recognizes there will be circumstances such as weeks of
vacation and vacation in association with holidays, which will create
special requests of the payroll department. Unless the
situation is an emergency, all special checks will be limited to
individuals who are absent for at least the Wednesday through Friday of a
pay week. Exceptions to this practice will require written
approval from the department manager and must be presented to payroll no
later than forty-eight (48) hours in advance of the requested time for
payment.
|
|
|
RECOVERING
OVERPAYMENTS: Deductions from an employee's wages, to recover
overpayments made in error, will not be made unless the employee is
notified prior to the end of the month following the month in which the
check in question was delivered to the employee. The Company
and the employee will agree upon a schedule for
re-payment.
|
|
6.7
|
CALL-OUTS:
|
|
|
TWO-HOUR
MINIMUM: Employees called out for overtime duty shall
receive at least two (2) hours pay. Reasonable travel time
(defined below) to and from home will be considered as time worked for the
purpose of satisfying the two (2) hour minimum, and will be paid at the
appropriate overtime rate.
|
|
|
Example #3
|
|
|
MULTIPLE
CALL-OUTS: Employees called-out more than once in the
twenty-four (24) hour period from midnight one day to midnight the
following day shall be paid at least the two (2) hour minimum mentioned
above for the first call. For subsequent calls, employees shall be paid
for a one (1) hour minimum with the same travel time considerations
mentioned above. For the purpose of this section, concurrent calls or
successive calls without a break in work time shall be considered as a
single call.
|
|
Locations
|
Las
Vegas Valley
|
Reid
Gardner
|
Lenzie
/ H.A.
|
|
Las
Vegas Valley
|
.5
hour
|
1
hour
|
.75
hour
|
|
Moapa
Valley
|
1
hour
|
.5
hour
|
.75
hour
|
|
Boulder
City
|
.75
hour
|
1.5
hours
|
1.25
hours
|
|
St.
George/Alamo
|
2
hours
|
1.5
hours
|
1.75
hours
|
|
Mesquite
|
1.5
hours
|
.75
hour
|
1
hour
|
|
Laughlin
|
2
hours
|
3
hours
|
2.75
hours
|
|
Henderson
|
.75
hour
|
1.5
hour
|
1.25
hours
|
|
6.9
|
REQUIRED
NOTICE FOR OVERTIME:
|
|
Under
the provisions of this article, the employees may be sent home for a
specified break and shall not lose any normal time pay for the regular
time for the regular time which they are required to lose by reasons of
such break. (It is understood that employees on any such
break may be called back to work). Meal periods will not be considered as
an interruption of continuous work time and will not be considered as work
time except when paid for by the Company. The meal period which, occurs
during employees’ regular work hours, will be included in the computation
of the break period.
|
|
·
|
Workday:
Ten (10) hours in any one (1) day shall constitute the
workday.
|
|
·
|
Work
Week: Four (4) consecutive workdays, regularly scheduled between
the hours of 12:01 am, Monday, and 12:00 midnight, Sunday, shall
constitute the basic work week. The basic work week of regular
day-shift employees shall be from Monday through Friday and reflect a
schedule of forty (40 hours of straight time
work.
|
|
·
|
Regular
Day-Shift Employees: Regular day shift employees are
those employees who are assigned to shifts, which are established on a
Monday through Friday schedule and work a shift, which begins between the
hours of 6:00 am and 11:59 am. When mutually agreed to by the
Union and Company, the day shift starting time may be scheduled as early
as 5:00am to take advantage of daylight
hours.
|
|
·
|
Shift
Designations: No shift periods shall start between the hours of
12:01am and 5:59am, unless mutually agreed to by memorandum of
understanding between the Company and the Union. The following
designations shall apply:
|
|
·
|
FIRST
SHIFT: All ten (10) hour shift periods regularly scheduled to begin at
5:00am, or thereafter but before 12:00 noon shall be designated as first
shifts.
|
|
·
|
SECOND
SHIFT: All ten (10) hour shift periods regularly scheduled to begin at
12:00 noon or thereafter but before 8:00pm, shall be designated as second
shifts.
|
|
·
|
THIRD
SHIFT: All ten (10) hour shift periods regularly scheduled to begin at
8:00pm, or thereafter but before 12:01am, shall be designated as third
shifts.
|
|
·
|
Shift
Premium: An incremental increase for all hours worked outside of
the employee’s previous schedule for the first four (4) working days of a
newly established permanent, temporary or emergency
schedule.
|
|
·
|
Lunch
Periods: Supervisors will establish a meal period without pay,
approximately five (5) hours after the start of a
shift. Employees who are required to begin their lunch more
than one (1) hour before or after the regular start of lunchtime shall be
paid during the lunch period at the straight time
rate.
|
|
§
|
Time
worked in excess of ten (10) hours per
day.
|
|
§
|
Time
worked in excess of any four (4) scheduled workdays in that
workweek.
|
|
§
|
Work
scheduled in the three (3) hours immediately preceding the normal starting
time.
|
|
§
|
Employees
who are scheduled to work on an observed
holiday.
|
|
§
|
Employees
who are scheduled for overtime and such is canceled per Article 6.9
(Required Notice For Overtime)
|
|
·
|
Employees,
who are scheduled to work within the first five (5) hours of the eight (8)
hour period immediately preceding the normal starting time regardless of
the day of the week.
|
|
·
|
Employees
who work on the third regular day off, with an overtime minimum as
provided in Article 6.7 CALL OUTS
|
|
·
|
One
and one-half (1 1/2) hours before the employee's normal starting
time,
|
|
·
|
Eight
(8) hours before the employee's normal starting
time,
|
|
·
|
Six
(6) hours after the normal starting time,
and
|
|
·
|
Two
(2) hours after the normal quitting
time,
|
|
§
|
Time
worked in excess of Twelve (12) hours per
day.
|
|
§
|
Time
worked in excess of any of the Three (3) scheduled
workdays.
|
|
§
|
Work
scheduled in the three hours immediately preceding the normal starting
time.
|
|
§
|
Employees
who are scheduled to work an observed
holiday.
|
|
§
|
Employees
on Three-Twelve (3-12)’s who are scheduled for overtime except as defined
in “Double Time.”
|
|
§
|
Employees
who are scheduled for overtime and such is canceled per Article 6.9
(Required notice for overtime)
|
|
§
|
Employees,
who are scheduled to work within the first five (5) hours of the eight (8)
hour period immediately proceeding the normal starting time regardless of
the day of the week.
|
|
§
|
Employees
who work on the first day (Monday) of a scheduled four (4) day off
period.
|
|
|
An
employee assigned to a 6:00 am to 6:00 pm shift and is notified to work
the
|
|
|
next
day (their day off) at 6:00 am. If notification is given by the end of
shift
|
|
|
(6:00
pm), this overtime is scheduled.
|
|
§
|
Volunteers:
The Company will solicit volunteers for this
schedule
|
|
§
|
A
waiting list (in order from the most senior qualified to the least senior
qualified) of volunteers will be kept for the 36 for 40 schedule. This
list will be used to staff any changes in the
personnel.
|
|
§
|
Volunteers
will be on a three (3) month commitment to the 3-12 schedule if another
volunteer Employee cannot be found.
|
|
§
|
If
there are no volunteers, the two (2) lowest in seniority, in that
classification, will be assigned to a 4-10 split weekend
schedule.
|
|
§
|
Holiday
hours will be tracked to ensure everyone has an opportunity to use their
Ninety-six (96) hours when rotating between the 4/10 and 36 for 40
shifts.
|
|
§
|
Schedule
adjustments will be made to facilitate payroll as
needed.
|
|
16.1
|
SAFETY GEAR: Protective
safety equipment such as rubber gloves, hose, hoods and blankets shall be
used to make as safe as possible any work performed on any equipment
having un-insulated energized parts, in addition, hot line tools may be
used when applicable. The safety precautions taken by the crew
are the direct responsibility of the foreman in charge. The
Occupational Safety and Health Standards as contained in 1910.269 sub-part
“R” of the Occupational Safety and Health Act (OSHA) shall be considered
minimum standards for work performed on electrical transmission and
distribution equipment.
|
|
16.2
|
TWO MAN CREW: Two (2)
competent electrical workers together on the same fixture shall be
required when performing work on wires or equipment carrying voltages in
excess of 600 volts. One (1) of them shall serve principally as
a standby person to render assistance in case of an
accident. In no case when working in pairs shall they work
simultaneously on wires or parts of different phases or
polarities. One qualified employee shall stand by and serve
principally as a safety observer to the other
person.
|
|
16.12
|
BOILER BLASTING: While
performing any assignment in which explosives have been utilized,
qualified employees will be paid a $3.50 per hour shift premium in
addition to the appropriate rate of pay. Employees working in this
capacity will perform all duties in accordance with the NV Energy S.A.F.E.
work practice manual, NV Energy Blasting Program & Procedures, and all
local, state and federal regulations. The Blaster in Charge rate of pay
will be equal to the Lead Control Operator rate of
pay.
|
|
GENERATION
- WAGES
|
|||||
|
Job
Code
|
Job
Title
|
Step
|
02/01/2008
5.00%
|
02/01/2009
4.50%
|
02/01/2010
4.25%
|
|
5272
|
Gen
Materials Representative
|
1
|
$25.99
|
$27.16
|
$28.31
|
|
6050
|
Electrical/Instrument
Tech
|
1
|
$36.54
|
$38.18
|
$39.81
|
|
6059
|
Lead
Electrical Tech
|
1
|
$40.19
|
$42.00
|
$43.79
|
|
6060
|
Lead
Maintenance Tech
|
1
|
$40.19
|
$42.00
|
$43.79
|
|
6063
|
Lead
Mechanical Tech/Mech
|
1
|
$40.19
|
$42.00
|
$43.79
|
|
6064
|
Lead
Laboratory Tech
|
1
|
$36.51
|
$38.15
|
$39.77
|
|
6161
|
Coal
Yard Equipment Operator
|
1
|
$33.78
|
$35.30
|
$36.80
|
|
6094
|
Lead
Control Operator
|
1
|
$40.19
|
$42.00
|
$43.79
|
|
6095
|
Lead
Material Specialist GEN
|
1
|
$32.51
|
$33.97
|
$35.41
|
|
6096
|
Material
Specialist GEN
|
1
|
$27.35
|
$28.58
|
$29.80
|
|
2nd
Six Months
|
2
|
$28.38
|
$29.66
|
$30.92
|
|
|
3rd
Six Months
|
3
|
$29.55
|
$30.88
|
$32.19
|
|
|
6098
|
Material
Utility Technician
|
1
|
$20.28
|
$21.19
|
$22.09
|
|
2nd
Six Months
|
2
|
$21.07
|
$22.02
|
$22.96
|
|
|
3rd
Six Months
|
3
|
$21.83
|
$22.81
|
$23.78
|
|
|
6102
|
Relief
Control Operator
|
1
|
$37.86
|
$39.57
|
$41.25
|
|
6103
|
Trainer
Power Delivery
|
1
|
$40.19
|
$42.00
|
$43.79
|
|
6118
|
Control
Operator
|
1
|
$35.93
|
$37.55
|
$39.14
|
|
2nd
Six Months
|
2
|
$36.98
|
$38.65
|
$40.29
|
|
|
6129
|
Mechanical
Tech/Welder
|
1
|
$36.54
|
$38.18
|
$39.81
|
|
6131
|
Mechanical
Tech/Machinist
|
1
|
$36.54
|
$38.18
|
$39.81
|
|
6146
|
Mechanical
Tech/Mechanic
|
1
|
$36.54
|
$38.18
|
$39.81
|
|
6160
|
Laboratory
Tech
|
1
|
$29.77
|
$31.11
|
$32.43
|
|
2nd
Six Months
|
2
|
$30.87
|
$32.26
|
$33.63
|
|
|
3rd
Six Months
|
3
|
$32.00
|
$33.44
|
$34.87
|
|
|
4th
Six Months
|
4
|
$33.19
|
$34.68
|
$36.16
|
|
|
6181
|
Maintenance
Tech
|
1
|
$24.16
|
$25.25
|
$26.32
|
|
2nd
Six Months
|
2
|
$24.96
|
$26.08
|
$27.19
|
|
|
3rd
Six Months
|
3
|
$25.75
|
$26.90
|
$28.05
|
|
|
4th
Six Months
|
4
|
$26.52
|
$27.72
|
$28.89
|
|
|
5th
Six Months
|
5
|
$27.31
|
$28.54
|
$29.75
|
|
|
6th
Six Months
|
6
|
$28.11
|
$29.37
|
$30.62
|
|
|
7th
Six Months
|
7
|
$28.84
|
$30.14
|
$31.42
|
|
|
6192
|
Maintenance
Utility Tech
|
1
|
$14.82
|
$15.48
|
$16.14
|
|
2nd
Six Months
|
2
|
$15.61
|
$16.32
|
$17.01
|
|
|
3rd
Six Months
|
3
|
$16.37
|
$17.11
|
$17.83
|
|
|
4th
Six Months
|
4
|
$17.16
|
$17.93
|
$18.69
|
|
|
5th
Six Months
|
5
|
$17.94
|
$18.75
|
$19.55
|
|
|
6th
Six Months
|
6
|
$18.71
|
$19.55
|
$20.38
|
|
|
7th
Six Months
|
7
|
$19.50
|
$20.38
|
$21.24
|
|
|
7001
|
Utility
Operator
|
1
|
$14.82
|
$15.48
|
$16.14
|
|
2nd
Six Months
|
2
|
$15.61
|
$16.32
|
$17.01
|
|
|
3rd
Six Months
|
3
|
$16.37
|
$17.11
|
$17.83
|
|
|
4th
Six Months
|
4
|
$17.16
|
$17.93
|
$18.69
|
|
|
5th
Six Months
|
5
|
$17.94
|
$18.75
|
$19.55
|
|
|
6th
Six Months
|
6
|
$18.71
|
$19.55
|
$20.38
|
|
|
7th
Six Months
|
7
|
$19.50
|
$20.38
|
$21.24
|
|
|
7009
|
App
Mechanical Tech/Welder
|
1
|
$27.12
|
$28.34
|
$29.55
|
|
2nd
Six Months
|
2
|
$28.23
|
$29.51
|
$30.76
|
|
|
3rd
Six Months
|
3
|
$29.18
|
$30.49
|
$31.79
|
|
|
4th
Six Months
|
4
|
$30.21
|
$31.57
|
$32.91
|
|
|
5th
Six Months
|
5
|
$31.22
|
$32.62
|
$34.01
|
|
|
6th
Six Months
|
6
|
$32.21
|
$33.66
|
$35.09
|
|
|
7th
Six Months
|
7
|
$33.23
|
$34.73
|
$36.20
|
|
|
8th
Six Months
|
8
|
$34.25
|
$35.79
|
$37.31
|
|
|
9th
Six Months
|
9
|
$36.54
|
$38.18
|
$39.81
|
|
|
7010
|
App
Mechanical Tech/Machinist
|
1
|
$27.12
|
$28.34
|
$29.55
|
|
2nd
Six Months
|
2
|
$28.23
|
$29.51
|
$30.76
|
|
|
3rd
Six Months
|
3
|
$29.18
|
$30.49
|
$31.79
|
|
|
4th
Six Months
|
4
|
$30.21
|
$31.57
|
$32.91
|
|
|
5th
Six Months
|
5
|
$31.22
|
$32.62
|
$34.01
|
|
|
6th
Six Months
|
6
|
$32.21
|
$33.66
|
$35.09
|
|
|
7th
Six Months
|
7
|
$33.23
|
$34.73
|
$36.20
|
|
|
8th
Six Months
|
8
|
$34.25
|
$35.79
|
$37.31
|
|
|
9th
Six Months
|
9
|
$36.54
|
$38.18
|
$39.81
|
|
|
7011
|
Apprentice
Equipment Mechanic
|
1
|
$27.12
|
$28.34
|
$29.55
|
|
2nd
Six Months
|
2
|
$28.23
|
$29.51
|
$30.76
|
|
|
3rd
Six Months
|
3
|
$29.18
|
$30.49
|
$31.79
|
|
|
4th
Six Months
|
4
|
$30.21
|
$31.57
|
$32.91
|
|
|
5th
Six Months
|
5
|
$31.22
|
$32.62
|
$34.01
|
|
|
6th
Six Months
|
6
|
$32.21
|
$33.66
|
$35.09
|
|
|
7th
Six Months
|
7
|
$33.23
|
$34.73
|
$36.20
|
|
|
8th
Six Months
|
8
|
$34.25
|
$35.79
|
$37.31
|
|
|
9th
Six Months
|
9
|
$36.54
|
$38.18
|
$39.81
|
|
|
7012
|
App
Electrical/Inst Technician
|
1
|
$27.12
|
$28.34
|
$29.55
|
|
2nd
Six Months
|
2
|
$28.23
|
$29.51
|
$30.76
|
|
|
3rd
Six Months
|
3
|
$29.18
|
$30.49
|
$31.79
|
|
|
4th
Six Months
|
4
|
$30.21
|
$31.57
|
$32.91
|
|
|
5th
Six Months
|
5
|
$31.22
|
$32.62
|
$34.01
|
|
|
6th
Six Months
|
6
|
$32.21
|
$33.66
|
$35.09
|
|
|
7th
Six Months
|
7
|
$33.23
|
$34.73
|
$36.20
|
|
|
8th
Six Months
|
8
|
$34.25
|
$35.79
|
$37.31
|
|
|
9th
Six Months
|
9
|
$36.54
|
$38.18
|
$39.81
|
|
|
7034
|
App
Mechanical Tech/Mechanic
|
1
|
$27.12
|
$28.34
|
$29.55
|
|
2nd
Six Months
|
2
|
$28.23
|
$29.51
|
$30.76
|
|
|
3rd
Six Months
|
3
|
$29.18
|
$30.49
|
$31.79
|
|
|
4th
Six Months
|
4
|
$30.21
|
$31.57
|
$32.91
|
|
|
5th
Six Months
|
5
|
$31.22
|
$32.62
|
$34.01
|
|
|
6th
Six Months
|
6
|
$32.21
|
$33.66
|
$35.09
|
|
|
7th
Six Months
|
7
|
$33.23
|
$34.73
|
$36.20
|
|
|
8th
Six Months
|
8
|
$34.25
|
$35.79
|
$37.31
|
|
|
9th
Six Months
|
9
|
$36.54
|
$38.18
|
$39.81
|
|
7046
|
Relief
Assistant Control Operator
|
1
|
$34.06
|
$35.59
|
$37.11
|
|
7062
|
Assistant
Control Operator
|
1
|
$32.25
|
$33.70
|
$35.13
|
|
2nd
Six Months
|
2
|
$33.19
|
$34.68
|
$36.16
|
|
|
7069
|
Relief
Auxiliary Operator
|
1
|
$32.52
|
$33.98
|
$35.43
|
|
7076
|
Auxiliary
Operator
|
1
|
$30.83
|
$32.22
|
$33.58
|
|
2nd
Six Months
|
2
|
$31.67
|
$33.09
|
$34.50
|
|
|
7077
|
Technical
Specialist
|
1
|
$36.54
|
$38.18
|
$39.81
|
|
1.
|
The
Company will provide seven (7) days calendar days notice. This will result
in no monetary penalty to the Company. If the seven (7) days is not
followed, then penalties will be handled as identified in the
CBA.
|
|
2.
|
With
regard to overtime equalization, operations will be placed in their own
classification for the purposes of overtime. This includes control
operators, auxiliary operators, and assistant control operators.
Operations will also be included on their respective overtime list for
weekend coverage as long as it doesn't interfere with the scheduled
maintenance work.
|
|
3.
|
The
hours that they have in their current OT pool will merely be moved over.
This classification will be called after
MUT's.
|
|
4.
|
Individuals
will first be asked to volunteer. If we receive no volunteers, then we
will use reverse seniority. This will be done by seniority by
classification by crew.
|
|
5.
|
The
time frame/period for pulling employees from operations to maintenance
will be throughout the duration of an outage season. This will continue
for 90 consecutive days or can be extended if a person volunteers to do
so. (There are two outage seasons: January through June and July through
December). This will occur for a maximum of 180 days within a twelve-month
period.
|
|
6.
|
Upon
completion of the assignment, the individual will go back to the original
shift with no penalty to the employee and will fall right back into their
normal rotation.
|
|
7.
|
In
emergency situation, operators could be called back to do operations
work.
|
|
8.
|
Operators
assigned to Maintenance will be paid shift
differential.
|
| * All training must be formally documented | |
|
|
*
OSHA requires certain jobs and functions to be performed and certified
every year -these will be defined at a later time
|
| * Refresher courses may be required | |
| * Must be able to perform job safely |
|
Nevada
Power Company
|
International
Brotherhood of Electrical
|
|
COMBINED
CYCLE GENERATION - WAGES
|
|||||
|
Job
Code
|
Job
Title
|
Step
|
02/01/2008
5.00%
|
02/01/2009
4.50%
|
02/01/2010
4.25%
|
|
6065
|
Combined
Cycle Operator
|
1
|
$38.08
|
$39.80
|
$41.49
|
|
2nd
Six Months
|
2
|
$39.22
|
$40.98
|
$42.72
|
|
|
6066
|
Lead
Combined Cycle Operator
|
1
|
$41.41
|
$43.28
|
$45.11
|
|
2nd
Six Months
|
2
|
$42.66
|
$44.58
|
$46.48
|
|
|
6067
|
Production
Technician
|
1
|
$38.08
|
$39.80
|
$41.49
|
|
2nd
Six Months
|
2
|
$39.22
|
$40.98
|
$42.72
|
|
|
6068
|
Lead
Production Technician
|
1
|
$41.41
|
$43.28
|
$45.11
|
|
2nd
Six Months
|
2
|
$42.66
|
$44.58
|
$46.48
|
|
§
|
Skill
set requirements
|
|
§
|
Training
completed
|
|
§
|
Ability
and flexibility
|
|
§
|
Observed
behavior
|
|
§
|
File
review for letters of discipline and
history
|
|
§
|
Externally
recruit for these vacancies
|
|
§
|
Temporarily
assign employees from Reid Gardner or Clark to facilitate vacancies until
staff can be hired on a regular full time basis using existing contract
language
|
|
§
|
Utilize
temporary staff to fill vacancies on an interim
basis
|
|
§
|
Utilize
staff supplied by the contractor on site at Lenzie
Station
|
|
|
Electric
System Control Center Operators
|
|
DISPATCH
|
|
ARTICLE
NO. 4
|
|
Union
Activity
|
|
4.3
|
|
§
|
Workday: Twelve (12)
consecutive hours per day shall constitute a work shift. The
day shift shall begin for Distribution at 5:00am; the night shift shall
begin at 5:00pm. The day shift shall begin for Transmission at
5:30am; the night shift at 5:30pm.
|
|
§
|
Workweek: Four (4)
twelve (12) hour shifts (48 hours) and three (3) twelve (12) hour shifts
(36 hours) as described in Exhibit V-A shall constitute the basic work
schedule. 5:01pm Sunday to 5:00pm (Distribution), 5:31pm Sunday to 5:30pm
(Transmission) on the next following Sunday shall constitute the regular
workweek. Schedules and starting time maybe changed by
mutual agreement between the Union and the
Company.
|
|
§
|
Overtime: Time worked in
excess of forty (40) hours within a regular workweek shall be considered
overtime and will be paid for at one and one-half (1 ½) times the regular
established wage rate except as otherwise provided in this article. In
computing overtime, intermission taken out for meals served other than on
the job shall be deducted. In computing overtime, any holiday not worked
will be considered as twelve (12) hours worked, as defined in Article 10.3
(Company Holidays). In scheduling overtime work, a minimum of twelve (12)
hours notice, prior to the start of said overtime, but prior to leaving
the last shift shall be required; otherwise such work will be considered
as a callout. It is understood that this excludes overtime when
worked as an extension of a regular shift. Hours worked in
excess of 36 hours on employees’ three day workweek is paid at
overtime.
|
|
§
|
Call-Out: Employees who
are called for overtime duty shall receive at least two (2) hours pay, and
reasonable travel time to and from home will be considered as time worked
for the purpose of satisfying the two-hour minimum cited
herein.
|
|
§
|
Double Time: Employees
who are called out for overtime work within the eight (8) hour period
immediately preceding normal workday\night shall receive double time for
all time worked during that period with an overtime minimum as provided in
Article 6.7.
|
|
§
|
Canceling Overtime: A
minimum of twelve (12) hours notice is required on canceling prescheduled
overtime, or where customer arrangements are involved, twelve (12) hours
notice prior to the employee’s next normal starting time. When such notice
of cancellation of prescheduled overtime work is not given in accordance
with the above, employees involved will be paid for two (2) hours at
established overtime rates if they report and are retained for
work. When such notice of cancellation is not given in
accordance with the above, but they are later notified of work
cancellation, they will be paid for two (2) hours at time and one-half (1
½). If they report and are not retained for work, they shall
receive pay for two (2) hours at time and one-half (1
½).
|
|
§
|
Multiple Call-Outs: If
an employee is called for emergency work more than once in the twenty-four
(24) hour period from midnight one day to midnight the following day,
minimum overtime compensation shall be paid for two (2) hours only for the
first call outside of such employee’s regular work hours on work days, or
at any time on his on-work days. For subsequent calls, minimum
overtime compensation shall be paid for one (1) hour and travel time as
herein provided. For the purpose of this section, concurrent calls or
successive calls without a break in work time shall be considered as a
single call. If by reason of a call, an employee works less
than the minimum time and into regular work hours, the minimum overtime
provisions will apply into his regular work hours and thereby postpone
starting time.
|
|
1.
|
An
employee in the same classification, who is on his or her day off and will
have at least twelve (12) hours off between shifts, shall be called to
fill the vacant shift in accordance with the overtime
list.
|
|
2.
|
If
there is no employee willing to accept the overtime offered the employee
on shift will be offered, if the supervisor feels they can do so safely,
the option of splitting the shift.
|
|
3.
|
The
Company may force the person that meets the requirements of step #1 above,
to come in and work the shift.
|
|
4.
|
If
the Company is still unable to cover the shift at this time, they may use
whatever option they choose, including using a member of Management to
cover.
|
|
Table
1: Transmission Shift Schedules
|
||||||||||||||||||||||||||||||||
|
1
|
2
|
3
|
4
|
5
|
6
|
7
|
8
|
9
|
10
|
11
|
12
|
13
|
14
|
15
|
16
|
17
|
18
|
19
|
20
|
21
|
22
|
23
|
24
|
25
|
26
|
27
|
28
|
29
|
30
|
|||
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
|||
|
Op
1
|
T
|
T
|
T
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
|||||||||||||||
|
Op
2
|
D
|
D
|
N
|
N
|
N
|
N
|
T
|
T
|
T
|
T
|
D
|
D
|
D
|
D
|
||||||||||||||||||
|
Op
3
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
T
|
T
|
T
|
|||||||||||||||
|
Op
4
|
N
|
N
|
N
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
T
|
T
|
T
|
T
|
||||||||||||||||||
|
Op
5
|
N
|
N
|
T
|
T
|
T
|
T
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
D
|
D
|
D
|
||||||||||||||||
|
Table
2: Sub-Transmission Shift Schedules
|
||||||||||||||||||||||||||||||||
|
1
|
2
|
3
|
4
|
5
|
6
|
7
|
8
|
9
|
10
|
11
|
12
|
13
|
14
|
15
|
16
|
17
|
18
|
19
|
20
|
21
|
22
|
23
|
24
|
25
|
26
|
27
|
28
|
29
|
30
|
|||
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
|||
|
Op
1
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
||||||||||||||||
|
Op
2
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
||||||||||||||||
|
Op
3
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
||||||||||||||||||
|
Op
4
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
||||||||||||||||||
|
Table
3: Distribution Shift Schedules
|
||||||||||||||||||||||||||||||||
|
1
|
2
|
3
|
4
|
5
|
6
|
7
|
8
|
9
|
10
|
11
|
12
|
13
|
14
|
15
|
16
|
17
|
18
|
19
|
20
|
21
|
22
|
23
|
24
|
25
|
26
|
27
|
28
|
29
|
30
|
|||
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
|||
|
Op
1
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
||||||||||||||||
|
Op
2
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
||||||||||||||||
|
Op
3
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
||||||||||||||||
|
DA
1
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
||||||||||||||||
|
Op
4
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
||||||||||||||||
|
Op
5
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
||||||||||||||||
|
DA
2
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
||||||||||||||||
|
Op
6
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
||||||||||||||||||
|
Op
7
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
||||||||||||||||||
|
Op
8
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
||||||||||||||||||
|
DA 3
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
||||||||||||||||||
|
Op
9
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
||||||||||||||||||
|
Op
10
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
||||||||||||||||||
|
DA 4
|
N
|
N
|
N
|
N
|
N
|
N
|
N
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
||||||||||||||||||
|
Table
4: Trainer Shift Schedule
|
||||||||||||||||||||||||||||||||
|
1
|
2
|
3
|
4
|
5
|
6
|
7
|
8
|
9
|
10
|
11
|
12
|
13
|
14
|
15
|
16
|
17
|
18
|
19
|
20
|
21
|
22
|
23
|
24
|
25
|
26
|
27
|
28
|
29
|
30
|
|||
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
T
|
F
|
S
|
S
|
M
|
T
|
W
|
|||
|
Trainer
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
D
|
||||||||||||||
|
Table
5: System Operator Classifications
|
||||||
|
Family
|
Job
Code
|
Classification
|
Step*
|
2008
Wage
|
2009
Wage
|
2010
Wage
|
|
Dispatch
Assistant
|
4017
|
Dispatcher
Assistant
|
1
Year
|
26.10
|
27.28
|
28.44
|
|
Dispatcher
Assistant
|
1
Year
|
26.78
|
27.98
|
29.17
|
||
|
4018
|
Senior
Dispatcher Assistant
|
28.60
|
29.88
|
31.15
|
||
|
Distribution
|
4019
|
Operator
Start, Distribution
|
2
Year
|
39.68
|
41.46
|
43.22
|
|
4020
|
Operator,
Distribution
|
2
Year
|
41.40
|
43.26
|
45.10
|
|
|
4021
|
Senior
Operator, Distribution
|
Vacancy**
|
43.76
|
45.73
|
47.67
|
|
|
Transmission
|
4022
|
Operator,
Sub-Transmission
|
Vacancy**
NERC***
|
44.39
|
46.39
|
48.36
|
|
4023
|
Operator,
Transmission
|
45.18
|
47.21
|
49.22
|
||
|
Training
|
4006
|
Trainer,
System Operator
|
45.18
|
47.21
|
49.22
|
|
|
* Step
is defined as time required at each classification level
** Vacancy
in the next higher classification is required for progression
*** NERC
Certification is required for progression to Transmission
Operator
|
||||||
|
|
ALTERNATIVE,
15, 30, 68, 108, 113, 115
|
|
|
ALTERNATIVE
SHIFTS, 15
|
|
|
AMENDMENT,
4, 54
|
|
|
APPLICATION
REFERRAL, 10
|
|
|
APPRENTICE,
51, 82, 119
|
|
|
ASSIGNMENT
TO AN ESTABLISHED SCHEDULE, 19
|
|
|
BANKED
HOLIDAYS, 30
|
|
|
BENEFIT,
36
|
|
|
BENEFITS,
34, 36, 58
|
|
|
BI-LINGUAL
REPRESENTATIVES, 63
|
|
|
BOARD
AND LODGING, 20
|
|
|
BREAK
PERIOD, 15, 77, 105
|
|
|
BRIDGED
TIME FOR RE-HIRED EMPLOYEES, 24
|
|
|
BULLETIN
BOARDS, 7
|
|
|
BUSINESS
MANAGEMENT, 6
|
|
|
CHANGE,
23, 54, 76, 104
|
|
|
CLASSIFICATION,
3, 16, 53, 70, 78, 82, 106, 119
|
|
|
COMPANY,
29, 54, 77, 83, 105, 131
|
|
|
COMPANY
HOLIDAYS, 29
|
|
|
CONSIDERATIONS,
31, 32
|
|
|
CONSTRUCTION,
75, 81
|
|
|
CONTINUITY
OF SERVICE, 3
|
|
|
CONTRACTING,
7, 59, 74, 103
|
|
|
CREW,
81, 84, 118
|
|
|
DAYS
OFF, 68
|
|
|
DISABILITY,
36
|
|
|
DISCIPLINE,
6, 49
|
|
|
DOUBLE
TIME, 68, 77, 105, 109, 114, 115
|
|
|
EARLY
RELEASE, 21
|
|
|
ELIGIBILITY,
33, 57, 60, 67
|
|
|
ELIGIBLE
EMPLOYEES, 29
|
|
|
EMERGENCY,
19, 49
|
|
|
EMERGENCY
OR TEMPORARY SCHEDULES, 19
|
|
|
EMPLOYEE
STATUS DESIGNATION, 8
|
|
|
ENERGIZED
PANELS, 28
|
|
|
EQUALIZATION,
16, 63, 78, 106
|
|
|
EQUALIZING
ASSIGNMENTS, 20
|
|
|
ESTABLISHING
PERMANENT SCHEDULES, 17
|
|
|
EXCEPTIONS,
33
|
|
|
EXCLUSIONS,
33
|
|
|
FACILITIES,
49, 74, 75
|
|
|
FAMILY,
37, 48, 49
|
|
|
FIRST
SHIFT, 17, 62, 68, 76, 104, 113
|
|
|
FLOATING
HOLIDAY, 29
|
|
|
HEADQUARTERS,
77, 105
|
|
|
HEALTH
AND SAFETY, 28
|
|
|
HEARING
PROCEDURES, 23
|
|
|
HOLIDAYS,
1, 29, 30, 32, 57, 68, 110, 114, 116,
117
|
|
|
INCENTIVE,
50
|
|
|
INCLEMENT
WEATHER, 27
|
|
|
INJURIES,
36
|
|
|
INTERVIEW,
23
|
|
|
INTRA-DEPARTMENTAL
WORK LOCATION CHANGE, 24
|
|
|
INTRODUCTION,
3, 33
|
|
|
JOB,
22, 34, 35, 70, 82, 119
|
|
|
JOB
CODE, 72, 94, 124, 133
|
|
|
JURY
DUTY, 47
|
|
|
LABOR,
49
|
|
|
LASSIFICATIONS,
49
|
|
|
LEAD,
70, 81, 85, 90, 121
|
|
|
LEAST
SENIOR QUALIFIED, 17, 19
|
|
|
LEAVE,
30, 33, 37, 46, 47, 48, 57, 117
|
|
|
LEAVES,
46
|
|
|
LICENSE,
53
|
|
|
LIGHT
DUTY, 34
|
|
|
LUNCH
PERIODS, 15, 68, 113, 115
|
|
|
MEAL,
20, 68, 77, 105, 109, 110, 114, 116
|
|
|
MEAL
PERIODS, 77, 105
|
|
|
MEAL
RATES, 21
|
|
|
MEAL
TIMES, 20
|
|
|
MEDICAL,
33, 48
|
|
|
MILEAGE,
65
|
|
|
MILEAGE
ALLOWANCE, 20
|
|
|
MOVING
EXPENSES, 23
|
|
|
MUTUAL
INTERESTS, 27
|
|
|
NEW
EMPLOYEES, 5
|
|
|
NO
QUALIFIED BIDDERS, 23
|
|
|
NON-DISCRIMINATION:,
4
|
|
|
NOTIFICATION,
17, 19, 33, 57
|
|
|
OFFICE,
46
|
|
|
OUT
OF TOWN WORK, 20
|
|
|
OVERTIME,
16, 68, 77, 78, 105, 106, 107, 108, 109, 111, 112, 114, 115,
116
|
|
|
PART-TIME,
60
|
|
|
PAY,
16, 20, 57, 68, 106, 108, 113, 115
|
|
|
PAY
DAYS, 16, 106
|
|
|
PAY
PROVISIONS, 16, 106
|
|
|
PICKET,
4
|
|
|
POLICIES,
32
|
|
|
POSTING,
22
|
|
|
POSTING
REQUIREMENT, 22
|
|
|
POSTINGS,
22
|
|
|
PREMIUM,
113
|
|
|
PROBATIONARY,
9
|
|
|
PROVISIONS,
54, 57, 74, 103
|
|
|
RAIN
GEAR, 28
|
|
|
RATE
OF PAY AND ROTATION, 20
|
|
|
RATES,
67, 68, 108, 113, 115
|
|
|
RECALL,
58
|
|
|
RECALL
RIGHTS, 11
|
|
|
RECOVERING
OVERPAYMENTS, 16, 106
|
|
|
RED
CIRCLE/GRANDFATHER, 15
|
|
|
REGULAR,
9, 15, 62, 76, 104
|
|
|
REPORTING
DEFICIENCIES, 27
|
|
|
REPORTING
LOCATION, 65
|
|
|
REST
TIME, 16, 68, 110, 114, 116
|
|
|
RETURN
TO ORIGINAL OR OTHER SCHEDULE, 18
|
|
|
RETURN
TO ORIGINAL SCHEDULE, 20
|
|
|
RIGHT
OF ASSIGNMENT, 18, 19
|
|
|
RULE
VIOLATIONS, 27
|
|
|
SAFETY,
27, 81, 118
|
|
|
SAFETY
COMMITTEE, 27
|
|
|
SAFETY
INVESTIGATIONS, 27
|
|
|
SAFETY
MEETINGS, 27
|
|
|
SCHEDULE,
18, 62, 76, 104, 108
|
|
|
SCHEDULE
PREFERENCE AGREEMENTS, 18
|
|
|
SCHEDULES,
30
|
|
|
SCHEDULING,
66
|
|
|
SECOND
SHIFT, 17, 62, 68, 76, 104, 113
|
|
|
SELECTION
CRITERIA, 23
|
|
|
SEMI-ANNUAL
INSPECTIONS, 27
|
|
|
SENIORITY,
22, 37, 46, 57
|
|
|
SEVEN
DAY COVERAGE, 16, 76, 104
|
|
|
SEVEN-DAY
COVERAGE EMPLOYEES, 17
|
|
|
SEVERANCE,
129
|
|
|
SHIFT,
15, 16, 17, 18, 19, 62, 65, 68, 76, 78, 104, 106, 108, 113,
115
|
|
|
SHIFT
DIFFERENTIAL, 17, 18, 19, 62, 76,
104
|
|
|
SICK,
30, 33, 37, 57, 117
|
|
|
STAFFING
OF SCHEDULES, 17
|
|
|
STRAIGHT
TIME PAY, 78, 106
|
|
|
SUBPOENA,
47
|
|
|
SYSTEM,
22, 75
|
|
|
TEMPORARY,
8
|
|
|
TEMPORARY
EMPLOYEES, 30
|
|
|
THIRD
SHIFT, 17, 62, 68, 76, 104, 113
|
|
|
TIME
AND A HALF, 68, 77, 105, 114
|
|
|
TOOLS,
52
|
|
|
TRAINING,
23, 46, 51, 71, 116, 120
|
|
|
TRAINING
EXCEPTIONS, 18
|
|
|
TRAVEL
TIME, 18, 79, 107
|
|
|
TRAVEL
TIME FOR OUT OF TOWN TRAINING, 18
|
|
|
TRIAL
PERIOD, 23
|
|
|
UNION,
5, 7, 46
|
|
|
UNION
BUSINESS, 7
|
|
|
UNION
DUES, 5
|
|
|
UNION
LEADERSHIP ACCESS, 7
|
|
|
UNION
STEWARD BUSINESS, 7
|
|
|
VACATION,
31, 32, 33, 34, 37, 48, 57, 66, 111,
117
|
|
|
VEHICLE,
64
|
|
|
VOLUNTEERS,
17, 19
|
|
|
WAGES,
16, 49, 67, 106
|
|
|
WELDING,
52
|
|
|
WORK
WEEK, 68, 108, 113, 115
|
|
|
WORKDAY,
68, 108, 113, 115
|
|
|
WORKED
HOLIDAYS, 29
|