Utility Workers Union of America
Local 600
AFL-CIO
Representing Office, Clerical, Technical and Residual Employees 

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AGREEMENT

 

Between the

 

Utility Workers Union of America, AFL-CIO, Local 600

 

and

 

Duke Energy Ohio, Inc.

Duke Energy Kentucky, Inc.

                                                                                                                                         

 

            THIS AGREEMENT is entered into between the Utility Workers Union of America, AFL-CIO, Local 600, formerly the Independent Utilities Union, hereinafter referred to as the "Union," and Duke Energy Ohio, Inc., Duke Energy Kentucky, Inc., hereinafter referred to as the "Company," through and by their duly authorized representatives. 

            WITNESSETH:  Whereas, the parties to the Agreement as are mentioned above are desirous of maintaining collective bargaining between the Employer and its Employees, as are represented by the Union as bargaining agent, and are desirous of stabilizing employ­ment, eliminating strikes, lockouts, curtailment of employment, and the peaceful settlement of all employer and employee disputes, and of making an honest effort to improve the conditions of both the employer and the employees. 

WHEREAS, it is deemed desirable and necessary that definite operations and practices between the Company and the employees of the Company represented by the Union be formally set forth and described, with a desire that unifor­mity of working conditions exist between the aforementioned Companies and such employees. 

            WHEREAS, the Company and the Union recognize that in order for the parties to meet the challenge of competition, the need for long term prosperity and growth, and establish employment security, each must be committed to a cooperative labor management relationship that extends from the bargaining unit members to the executive employees.  The Company and the Union agree that employees at all levels of the Company must be involved in the decision making process and provide their input, commitment, and cooperation to improving productivity and helping the Company become the lowest cost producer and highest quality provider of energy service. 

NOW, THEREFORE, the Company and the Union do hereby agree to the following terms and conditions, to-wit:
 

ARTICLE I

            Section 1.  (a)  The Company hereby recognizes the Union during the term of this Agreement as the sole and exclusive representative of all regular full-time and part-time employees of the occupational classifications in the units defined as "The Office, Clerical and Technical Unit" and "The Residual Unit," as described in the Order issued by the National Labor Relations Board dated August 12, 1944 and amended by the National Labor Relations Board Order dated February 24, 1967.  The units so defined shall retain jurisdiction over such work as was normally performed by them prior to this Agreement but such jurisdiction shall not be expanded except by mutual agreement of the parties hereto or through due processes under the National Labor Relations Act. 

            (b)  The Company recognizes the Union as the sole bargaining agent of the units contained in the preceding paragraph for the purpose of collective bargaining with respect to rates of pay, wages, hours of employment, or other conditions of employment, and the Company agrees to attempt to adjust any and all disputes, and any other matters, arising out of or pursuant to this Agree­ment, with the Union. 

            (c)  This Agreement shall be final and binding upon the successors, assignees or transferees of the Union and the corporate entity of the Company. 

            Section 2. (a) The Company agrees not to interfere, restrain, coerce, or discriminate against any of the members of the Union, because of their  membership in the Union, or because of their activity as a member or officer of the Union.  Should reasonable proof of any such interference, restraining, coercion or discrimination by any person in a supervisory capacity against a member of the Union be shown to the Company by the Union, the Company agrees to take immediate corrective action in connection with such complaint.  It is further agreed that no member shall be discharged because of his or her service, or lawful activity as a member of the Union, nor will the Company at any time attempt to discourage membership in the Union. 

            (b) There shall be no discrimination, interference, restraint or coercion by the Company or the Union or their agents against any employee because of race, color, religion, sex, disability, national origin or ancestry or for any other reason.  References to the masculine gender are intended to be con­strued to also include the feminine gender wherever they appear throughout the Agreement.

            (c) The Union recognizes that the management of the Company, the direction of the working forces, the determination of the number of people it will employ or retain in each classification, and the right to hire, suspend, discharge, discipline, promote, demote or transfer, and to release employees because of lack of work or for other proper and legitimate reasons are vested in and reserved to the Company. 

            (d) The above rights of Management are not all-inclusive, but indicate the type of matters or rights which belong to and are inherent to Management. Any of the rights, powers, and authority the Company had prior to entering this Agreement are retained by the Company, except as expressly and specifically abridged, delegated, granted or modified by this Agreement. 

            (e) The foregoing two paragraphs do not alter the employee's right of adjusting grievances as provided for in Article VII, Section 1 of this Agreement. 

Section 3.  Respecting the subject of "Union Security," the parties mutually agree as follows: 

            (a) All regular employees in the bargaining unit represented by the Union  shall be required as a condition of their continued employment to maintain their membership in the Union in good standing on and after the thirty-first (31st) day following the employee’s date of hire. The Union shall notify the Company’s Labor Relations Department of any members who are not in good standing as determined by the Union. For the purposes of this provision, “membership in good standing” shall mean being a full member or a core fee payer of the Union.  

            (b)  The Union agrees that neither it nor any of its officers or members will intimidate or coerce any of the employees of the Company to join or become members of the Union, nor will said Union or any of its officers or members unfairly deprive any employee within the bargaining unit represented by the Union of union membership or of any opportunity to obtain union membership if said employee so desires. In this connection the Company agrees that it will not discriminate against any employee on account of activities or decisions in connection with the Union, except as the same may become necessary on the part of the Company to carry out its obligations to the Union under this Agreement. 

            (c)  If a dispute arises as to the actual union status of any employee, at any time, as to whether or not the employee has been unfairly deprived of or denied union membership, the dispute shall be subject to arbitration, in accordance with the arbitration provisions of Article VII of this Agreement. 

(d)  The Company shall provide the Union with time to discuss with new employees the Union and the existence of the collective bargaining agreement. The Company will provide new employees with electronic and/or paper access to the collective bargaining agreement, along with the Union’s “Membership Application” and the “Payroll Deduction Authorization” cards for  Union dues or core fees, so that enrollment will be effective 31 days after being hired. 

            (e)  Except for those employees mentioned in subsection (d) of this section and subject to all state and federal laws, all employees who are not members of the Union shall be required, as a condition of their continued employment, to pay to the Union the applicable core fees representing the percentage of the Union’s expenses that are for representational and other legally chargeable activities.  

            (f) The Union agrees that any present or future employee who is now or may become a member of the Union may withdraw from membership in the Union by giving notice in writing  to the Labor Relations Department of the Company and to the Union.  However, the Union will not impose restrictions, which are prohibited by law, on employees who wish to withdraw from Union membership. After such withdrawal, an employee shall not be required to rejoin the Union as a condition of continued employment. Any such employee will remain obliged to pay the applicable core fees.  

            (g) The Company agrees to dismiss any employee represented by the Union, at the written request of the Union, for nonpayment of union dues or core fees or to discipline employees represented by the Union in the manner herein provided for violation of this Agreement, if requested to do so, in writing, by the Union.  Nothing in this clause, however, shall be construed so as to require the Company to dismiss or discipline any employee in vio­lation of any state or federal law. 

            (h)  The Company agrees, after receiving proper individual authoriza­tions by means of written individual assignments in a form mutually agreeable to both parties, to deduct Union dues or core fees and initiation fees from employees' pay. This deduction shall be made a mutually agreed upon number of times each year and shall be forwarded to the Treasurer of the Union. 

            (i)  The Union agrees that in the event of any strike, work stoppage, slowdown, picketing or any other interference to the work or the operations of the Company by any individual employee or group of employees in the bargaining unit represented by the Union this section of the Agreement is then and there and by reason thereof automatically canceled and of no further force and effect; provided, however, that the Company shall upon the presen­tation of proof satisfactory to the Company, within ten days thereafter, that the Union did not directly or indirectly authorize, permit, endorse, aid or abet said strike, work stoppage, slowdown, picketing or interference referred to, reinstate this section of the Agreement, which section, if reinstated will, from and after the date of reinstatement, be of the same validity, force and effect as if it had not been canceled.  In this connec­tion, it is the expressed intention of the parties that for the purpose of making this cancellation provision effective without affecting the other sections of the Agreement, this Agreement is to be considered a severable agreement. Should the automatic cancellation of this section occur, it is the intention and agreement of the parties that all other sections and provisions of the Agreement remain in full force and effect as therein provided.  The Company agrees that it will not deliberately arrange or incite such interference to the work or operations of the Company as are referred to in this section. 

            Section 4.  The Company agrees that it will not attempt to hold the Union financially responsible or institute legal proceedings against the Union because of a strike, slowdown or work stoppage not authorized, abetted or condoned by the Union.  The Union agrees that, in the event of an unauthorized work stoppage, it will in good faith and without delay exert itself to bring the work stoppage to a quick termination and insist that the employee(s) involved cease their unauthorized activities.  To that end, the Union will promptly take whatever affirmative action is necessary.  Furthermore, the Union agrees that any employee or employees who agitate, encourage, abet, lead or engage in such a strike, work stoppage, slowdown or other interference with the operations of the Company shall be subject to such disciplinary action as the Company may deem suitable, including discharge, without recourse to any other provision or provisions of the Agreement now in effect. 

ARTICLE II 

            Section 1.  The Company agrees to designate and authorize a represen­tative or representatives to meet with The General Board of the Union. It is agreed that these meetings shall be held quarterly, at a time mutually agreed upon, and at any other time upon the written request of either party to this Agreement.  These meetings will be held within seven days after such request is made.

            Section 2.  The Company agrees to meet and confer with any special committee of the Union, duly appointed by the President to administer any activity relating to the welfare of the members of the Union.  
 

ARTICLE III 

            Section 1.  (a) This Agreement and the provisions thereof, shall become effective April 15, 2015 and shall continue in full force and effect until April 1, 2019, and from year-to-year thereafter unless changed by the parties. 

            (b)  Either of the parties hereto desiring to change any section or sections of this Agreement and/or to terminate this Agreement shall notify the other party in writing of the desired changes at least 60 days prior to April 1, 2019 or any subsequent anniversary date.  During this 60-day period, conferences shall be held by and between the parties hereto, with a view to arriving at a further Agreement, and in all events this Agreement shall remain in full force and effect during the period of negotiations.   

            (c)  In the event agreement is reached on or before April 1, the 2015 – 2019 Agreement will be extended for a mutually agreed number of calendar days.  The Union shall have one-half of the mutually agreed number of calendar days immediately following the date an agreement is reached in which to submit the Agreement to its membership for ratification and in case of failure to ratify, in order that the Company shall have the remaining one-half of the mutually agreed number of calendar days as notice before a strike or work stoppage commences.  Providing the mutually satisfactory Agreement is ratified by the membership within the first one-half of the mutually agreed number of days following the date an agreement is reached, such Agreement will be made retroactive to the 1st day of April and any agreed upon wage adjustments will be made retroactive to the 1st day of April. 

            Section 2.  It is agreed that this Agreement may be amended or added to at any time by the written consent of both parties hereto. 

 

ARTICLE IV 

            Section 1.  The Company agrees to do nothing to encourage an employee to bargain individually. 

            Section 2.  The Company agrees that if a matter rightfully termed a Union activity is referred by an employee to his or her representative or delegate, and this is taken up with the supervisor or any one qualified or authorized to act for the Company, such Company representative shall not initiate, negotiate, or discuss this question with the employee without affording the representative or delegate of the division an opportunity to be present. 

            Section 3.  Departmental supervisory personnel will notify the depart­mental union delegate when a significant change or condition affecting that department or a work group within that department is contemplated by the management of the particular department.  Upon written request by the departmental union delegate or the President of the Union, a meeting shall be arranged between the Company and the Union to discuss such changes. When major organizational changes affecting personnel in various departments are contemplated, the Company agrees to notify the Union President, in writing, at least 14 calendar days in advance of the change, and, upon written request by the President of the Union, a meeting shall be arranged between the Company and the Union to discuss such changes. 

            Section 4.  Copies of bulletins issued by the Company concerning working conditions for any division or department represented by the Union, shall be forwarded to the General Board of the Union.
 

ARTICLE V 

            Section 1.   The principle of seniority is recognized by the Company. There shall be two types of seniority defined as follows: 

1.        System service shall be based upon the length of time an employee has been continuously employed by the Company, and shall be the governing factor in establishing vacation dates. 

2.        Classified seniority shall be the length of time worked by an employee on a specific classified job. 

It shall be considered a break in system service and seniority when an employee has been off the Company payroll, except when an employee has: 

(1)      Been laid off because of lack of work and has not, at any time during the period of layoff or during a period not to exceed three years from the date of layoff, refused to return to work for the Company in a capacity formerly held or comparable to the capacity formerly held, by the employee. However, actual time away will be deducted from the employee's system service. 

(2)      Been granted a leave of absence for good cause by consent of the Company, without loss of system service and seniority rights, providing the employees are available whenever necessary for the Company's medical examinations during the leave of absence. However, the employees will receive vacation in accordance with the second paragraph of Article IX, Section 5. Requests for leave of absence and consent hereto shall be in writing.  

(3)      Entered the military service of the United States or has been conscripted by the United States Government. No deductions for time away shall be made from the employee's system service and seniority record.   

(4)      Resigned voluntarily and subsequently been re-hired. Actual time away will be deducted from the employee's system service and seniority record, and, while previous system service shall be maintained, no classified seniority shall be retained. 

Existing system service and seniority records shall not be rearranged to meet the above requirements in exceptions (1), (2) and (3), but they shall be met in all cases beginning March 21, 1983.  

Section 2.  (a) Job available postings for job classifications covered by this Agreement shall be provided by the Company and posted for a period of seven calendar days on the appropriate bulletin boards and/or on the Duke Energy Job Opportunities Portal page.   

(b)  If after the initial posting the job opening has not been filled by a qualified applicant from the department or division, the job available notice will then be reposted for a period of seven calendar days on all bulletin boards throughout the Company where there are employees covered by this Agreement. In certain cases where it is known that there are no qualified applicants within a division or a department, the initial posting may be waived and the job posting will then be initially posted throughout the Company where there are employees covered by this Agreement. However, if applications are received from employees within the department requesting the job opening, these applications will be given consideration before those received from employees in other departments. Furthermore, anytime employees are accepted for a job opening on a lateral or cross bid, they shall not be eligible to laterally or cross bid again for a period of six months from the date of acceptance. The only exception to this six month waiting period is that employees may cross bid to another headquarters within the same bidding area at any time.  

            (c)  In those departments where the multiple posting system is in use, employees are permitted to submit their applications for promotions, lateral bids or cross bids in advance of an opening according to the multiple posting administrative procedures of the applicable department.

            (d)  It is agreed that classified seniority will be considered within a department, district or departmental section concerning available advancements, although other qualifications for the particular position will of necessity be considered. All other factors being sufficient, the employee oldest in the point of classified seniority shall be given a reasonable opportunity to qualify for the position.

(e) Should the classified seniority of any two or more employees be equal, the respective seniority position of such employees shall be determined by the Union randomly drawing the names of the affected employees.  The Company will be notified of the results, in writing.  

In the event no fully qualified individual has bid on a Union wide job opening, the previous experience requirement only will be waived, with the exception of positions within the General Clerical sequence, and an employee will not be disqualified for promotion on the basis of not having passed through a lower job in the promotional sequence if otherwise qualified. Employees who have at least one half of the required previous experience and are in the direct promotional sequence of a job opening, posted Union wide, where previous experience has been waived, will be considered for the job before all other non-qualified employees. Any claim of discrimination in this connection may be taken up by the Union as a grievance.  

(f) An employee may waive his right to promotion, providing such waiver is presented to the Company in writing and does not prevent other employees from acquiring experience in the job held by the employee. When an employee waives his right to promotion, the employee next in seniority, other qualifications being sufficient, shall be entitled to such promotion.  When it is necessary to fill an open position, and no employees are willing to promote, the Company may assign the junior qualified employee to promote to the job classification. 

(g) If no qualified regular full-time employee has been accepted following the posting procedure and consideration of requests for demotion, second consideration for non-technical job openings shall be given to part-time employees within the bargaining unit based on qualifications as determined by the Company.  For technical job openings, the Company will give second consideration to part-time employees with a technical degree and/or technical expertise based on qualifications as determined by the Company.  As a result of these determinations, if the top two or more part-time applicants have equal assessments, then the non-technical or technical job opening will be offered to the applicant with the greatest system seniority. 

(h) Should the job opening not be filled after the posting procedure above, at the discretion of management, consideration may be given to requests for transfer which have been received from employees outside the bargaining unit or may be filled from outside the Company. 

(i) If the particular job opening is not filled within 60 days from the expiration date of the bargaining unit-wide posting, the job opening will be reposted in accordance with the job posting procedure outlined above.  

(j) The job posting procedure outlined above does not restrict the Company's right to cancel a job posting at any time.  

(k) An employee shall not have seniority rights to bid on a demotion but may, in writing by letter or by submitting a bid for a posted job opening, request consideration for a demotion. However, if an employee's request for demotion is granted by the Company, any accumulated classified seniority will be forfeited in job classifications above the job to which he demotes. 

(l) The Company and the Union agree that the job posting procedure will be waived for the employment of Co-ops, as probationary employees in job classifications represented by the bargaining unit, providing that the next opening in the same job classification and bidding area is posted and made available to employees within the bargaining unit. If such opening is not filled by a bargaining unit employee, openings in the same job classification and bidding areas will continue to be posted and made available to employees within the bargaining unit until such time that a bargaining unit employee fills one of the openings.  

Section 3.  (a) In the event of any layoffs or curtailments of employment, the Company will attempt to place the employee in a temporary assignment. Prior to making an assignment, the Company will discuss such assignment with the Union. If a temporary assignment is not available, rollbacks and layoffs shall be made in accordance with system seniority rights. When the Company reduces the number of employees in a job classification, the Company will use the following process to determine rollbacks and layoffs.  Employees with the least amount of System Service seniority within the job classification that is targeted for a reduction will be assigned to vacant positions and/or replace full-time employees in the bidding area with the least amount of System Service seniority.  Displaced employees must be qualified for the job classification to which they are assigned and the job classification must be within the same bidding area and below their former job classification.  Displaced employees will be reclassified into the next lower job classification within their bidding area for which they are qualified, if there are employees in that job classification and they have less system seniority than the displaced employees.  Displaced employees will have their wage rates red-circled for a period of 18 months.  At the end of 18 months, their wage rates will be reduced to the maximum wage rate of the job classification to which they were reclassified.  Displaced employees who are assigned to perform work in lower level job classifications, if qualified, will be reassigned to higher job classifications as they become available within the bidding area, until the displaced employees return to assignments within their former job classification; obtain a job within the bidding area at the same or higher wage level as their former job classification; or, obtain a job in another bidding area. Displaced employees will not be assigned to or be required to perform the duties of job classifications at levels higher than their former job classification.  Any employees unable to be assigned to vacant positions and/or replace full-time employees in the bidding area will be subject to layoff. 

Part-time Meter Readers will be laid off before any full-time Meter Readers are rolled back or laid off.  The same holds true for part-time and full-time call-takers in the Call Center.  

Where multiple part-time employees in a job classification at the same location are scheduled to work a total of 40 or more hours per week, a qualified displaced full-time employee in the same bidding area may replace the part-time employees by accepting a full-time job at that location, if the department can still schedule straight-time coverage for the required hours. 

For those  full-time displaced employees with at least 15 years of service and subject to layoff, including employees who have been placed in a temporary position in accordance with this subsection, an effort will be made by the Company to find another job at the same or lower wage level for which the employee is qualified. The Company will discuss the employee’s reclassification with the Union prior to it going into effect. If there are multiple displaced employees, vacant positions will be offered by system seniority; an employee has the right to turn down one offered position. An employee who turns down a position and who is not currently in a temporary assignment, could be subject to immediate rollback or layoff in accordance with this Section or to rollback or layoff at the end of the temporary assignment if no job is available. If the Company identifies such a vacant position for which the employee is qualified, the Company may reassign and reclassify the employee without posting the position. If no positions are identified by the Company the displaced employee, if qualified, will be allowed to displace the employee with the least amount of system seniority outside of the displaced employee’s bidding area.  Those employees with 15 or more years of service will have their wage rates red-circled for 18 months. After 18 months, the employee’s rate of pay will be reduced to the maximum rate of pay for the classification to which they are assigned.  


An employee unable to be reassigned and subject to being rolled back to the Call Center or Meter Reading Departments, will have the option of accepting the assignment in the Call Center or Meter Reading, being laid off, or being offered a severance as outlined in Sidebar Letter A-70.

 

Displaced employees unable to displace full-time employees and subject to layoff, if qualified, will be allowed to replace employees in part-time positions within their bidding area, by accepting the wage rate, benefits, work hours and other terms and conditions of employment of the part-time employee. The two exceptions are Meter Reading and Call Center, where these employees may retain their full-time status and accept the wage rate applicable to new full-time employees in these departments. Full-time employees within the Customer Relations bidding area, but outside the Call Center and Meter Reading Departments, may displace a maximum of four part-time employees in each department (i.e., Call Center and Meter Reading) within a 12-month period.  

Employees who were rolled back prior to April 1, 2012 and whose wage rates are red-circled will continue to have their wage rates red-circled.  

An employee will not have the right to recede to a position within his bidding area that he did not pass through before reaching his present position. For purposes of this section, if an employee is unable to exercise system seniority rights in lower job classifications within his department because he did not pass through those job classifications before reaching his present position, he will be credited with system seniority in all job classifications lower than his initial job within the bidding area which are in the same direct promotional sequence. Under no circumstances may an employee exercise seniority rights outside his own bidding area or in the selection of a specific job within a classification. 

(b) In a department where there have been layoffs and a subsequent increase in employment exists within three years, the Company agrees to recall those employees in the department who have suffered a layoff because of lack of employment, in the reverse order of the dates of their layoffs. It is further agreed that the Company will notify the employee or employees, in writing by registered or certified mail, to report back to work. The Company agrees to send a copy of these letters to the Union at the time of the mailing of the original. If they do not report back to work within a 15-day period, the Company shall have the right to recall the next employee in line. 

(c) It shall be the duty of all employees, including those on layoff status, to have their proper post office address and telephone number on file with their individual departments and the Human Resources Department of the Company.

(d) The Union may designate a witness to tests given in a departmental section, and shall have the right to review the results of these departmental tests upon request. This does not apply to standard tests given by the Staffing Services Division or by outside consultants. 

(e) The Company will make an effort to find another job classification for which an employee is qualified if his job is abolished. An employee who, because of this job abolishment, is assigned to a classification having a lower rate of pay, will maintain his existing level of pay until the maximum wage rate of the job classification to which he is assigned is equal to his existing wage rate. This provision does not affect the right of an employee to bid on a future posted job opening for which he may be qualified.  

            Section 4. (a) Temporary transfers from one department, district, or departmental section to another will not affect an employee's system service or seniority rank and his record will remain posted in the department, district, or departmental section from which he was transferred.

            (b) Permanent transfers from one department, district, or departmental section to another will not affect an employee's system service or classified seniority, which will be used to determine his system service and seniority rank in his new department, district, or departmental section.

(c) When an employee has successfully bid on a posted job and his move to the posted job is delayed, consideration shall be given to the proper adjustment of the employee's seniority rank so that the employee will not be penalized with respect to future promotions. The employee will receive a seniority date and the wage rate of the job on which he has been accepted no later than the beginning of the third week after the employee is notified that he has been accepted for the new job. 

Section 5.  All new employees shall be classed as probationary for a period of one year and shall have no system service or seniority rights. After one year's service as a probationary employee, they shall be reclassified and their system service and seniority record shall include their previous employment as a probationary employee.  

Effective January 1, 2016, the probationary period of any employee on an approved leave of absence lasting more than thirty days, will be extended by the duration of the leave of absence.  

            Section 6.  Temporary employees shall be those hired for a specific job of a limited duration, not to exceed six months unless agreed upon by both parties, and shall not acquire system service or classified seniority rights. The Union shall be notified of the hiring of such employees.

            Section 7.  (a) Part-time employees shall be those hired to perform a continuing specific work requirement that is temporary in nature or less than 40 hours per week.  Part-time employees will only be used for part-time applications in order to supplement the regular full-time workforce, unless otherwise agreed.  While the intention is for part-time employees, who are non-temporary in nature, to be regularly scheduled to work less than 32 hours per week, the actual hours worked may be greater due to temporary operational needs or trading of hours with other employees. The departments utilizing part-time employees will develop schedules to be worked by such personnel.  However, schedules for part-time employees may at times vary according to work needs.  These employees will work in bargaining unit positions and will be paid the minimum wage rate for the job classification or at a specially negotiated rate. They shall not acquire classified seniority rights. Part-time employees may be laid off for any reason without recall rights.  Such layoffs shall not be subject to the grievance procedure. Benefits for part-time employees shall be on a prorated basis as agreed to by the parties. 

            (b)  Part-time employees may request consideration for other part-time openings and may submit applications for openings in regular full-time positions. When part-time employees become full-time employees, they shall be credited with system service for the length of time they were employed by the Company as a part-time employee on or after January 1, 1996.  For part-time employees who become full-time employees after April 1, 2008 and who have been employed as part-time for at least 12 consecutive months prior to becoming full-time, the probationary period shall be reduced from one year to nine months. 

          (c)  The overtime provisions of this Agreement, including meal compensation, will only apply to part-time employees when they work in excess of their regular scheduled hours per day or eight hours per day, whichever is greater.  Part-time employees will not be called out for overtime assignments unless all full-time available employees have been called.  The total number of part-time employees, excluding those in the Call Center and Meter Reading work groups and those hired to perform a continuing specific work requirement that is temporary in nature, will not exceed 5% of the total number of full-time employees performing work represented by the Union. 

ARTICLE VI 

            Section 1.  The parties hereto recognizing the importance of safety projects and regulations for the protection of the health, life and limb of all employees, agree to make all reasonable efforts to maintain such rules and regulations conducive to the health and safety of all concerned.  The Company will notify the Union leadership of any work related accident resulting in the hospital admission or death of any employee in the bargaining unit. 

ARTICLE VII 

            Section 1.  Any dispute or disagreement arising between an employee and the Company or the Union and the Company involving wages, hours or work, conditions of employment, or otherwise of any nature arising out of this Agreement  may become the subject of a grievance. However, with respect to any claim or dispute involving the application or interpretation of an employee welfare or pension (includes defined benefit and 401(k) plans) plan, the claim or dispute shall not be resolved under the grievance procedure outlined herein, but instead, shall be resolved in accordance with the terms and procedures set forth in the relevant plan document.  Additionally, should the content of any communication relating to employee benefits conflict with the terms of the relevant plan document, the terms of the plan document shall govern. Recognizing the importance of resolving disputes or disagreements in a peaceful and timely manner and at the earliest stage possible, grievances shall be processed in accordance with the following procedure:

1st Step 

An employee must  take up any grievance initially with the supervisor involved, within 20 days of its occurrence or 20 days from the time the employee or the Union became aware of the occurrence. The initial meeting shall be held between the supervisor(s), the employee involved and the elected union representative or delegate. Grievances in this step shall be answered verbally at the meeting or within 5 days of the conclusion of the meeting. The supervisor will also inform the Union of the appropriate management person to notify in the event that the Union wishes to pursue the grievance to the second step.

 

2nd Step 

If the parties are unable to resolve the grievance following the first step, within 10 workdays of the first step response, the Union may submit a written grievance to the management of the department designated in the first step. Department management will schedule a meeting with a small committee representing the Union within 20 workdays after receipt of the written grievance.  A written decision will be sent by email and/or US Mail to the President of the Local Union within 20 workdays of the Step 2 meeting.

 

3rd Step 

If the parties are unable to resolve the grievance following the second step, within 20 workdays of the second step response, the Union may notify the Labor Relations Department in writing of its desire to advance the grievance to the third step of the grievance procedure. The Labor Relations Department will schedule a meeting with the appropriate management representatives and a small committee representing the Union within 20 workdays after receipt of the written request. The Labor Relations Department will render a written decision within 20 workdays of the date of the third-step meeting. The written response will be sent by email or US Mail to the President of the Local Union.

 

In the case of a discharge, the Union may bypass the first step of the grievance procedure and submit a written grievance requesting a second step grievance meeting, within 10 days following the date of discharge.

 

Arbitration

 

Section 2.  (a) If the parties are unable to resolve the grievance following the third-step, the Union, within 30 workdays of receipt of the third step response, may notify the General Manager, Labor Relations in writing of its desire to advance the grievance to arbitration.  

            (b)  Upon receipt of the Union's notification, the parties within ten workdays will  petition the Federal Mediation and Conciliation Service (FMCS) for a panel of seven arbitrators and will cooperate to select promptly an arbitrator from that list. In the event that no acceptable arbitrator appears on the panel of arbitrators submitted by FMCS, either party may request an additional panel from FMCS. 

            (c)  The arbitrator so selected shall hold a hearing as promptly as possible on a date satisfactory to the parties.  If a stenographic record of the hearing is requested by either party, the initial copy of this record shall be made available for the sole use of the arbitrator. The cost of this initial copy and its own copy shall be borne by the requesting party, unless both parties desire a copy.  If both parties desire a copy, they shall equally share the cost of the arbitrator's copy, and shall each bear the cost of any copies of the record they desire. 

(d)  After completion of the hearing and the submission of the post-hearing briefs, the arbitrator shall render a decision and submit to the parties written findings that will be binding on both parties to the Agreement. 

            (e)  The arbitrators’ and other joint expenses mutually agreed upon shall be borne equally by both parties. 

(f)  Any grievance that is not taken to the next step within the time limits specified will be deemed to have been withdrawn. If at any step in the grievance procedure, the Company does not answer within the designated time frame, the Union may notify the Company of its desire to advance the grievance to the next step of the grievance procedure.  Any time limits may be extended by written agreement between the parties.            

            (g)  The arbitrator shall have no authority to add to, detract from, alter, amend, or modify any provision of this Agreement.  It is also mutually agreed that there shall be no work stoppage or lockouts pending the decision of the arbitrator or subsequent thereto. 

 

ARTICLE VIII 

            Section 1.  (a) The parties hereto agree that the wage rate schedules in effect immediately prior to the execution of this Agreement shall be amended as follows:

 

MAXIMUM HOURLY WAGE RATES
 

   

Clerical (Non-Manual) Maximum Wage Rates

   

As Of

Effective

Effective

Effective

Effective

   

April 1,

April 15,

April 1,

April 1,

April 1,

   

2014

2015

2016

2017

2018

 

Base Increase

NA

1.50%

2.00%

2.00%

2.00%

 

Lump Sum

NA

1.00%

0.00%

0.00%

0.00%

Wage level

1

 $     13.79

$14.00

$14.28

$14.57

$14.86

2

 $     15.25

$15.48

$15.79

$16.11

$16.43

3

 $     17.05

$17.31

$17.66

$18.01

$18.37

4

 $     17.05

$17.31

$17.66

$18.01

$18.37

5

 $     18.30

$18.57

$18.94

$19.32

$19.71

6

 $     19.98

$20.28

$20.69

$21.10

$21.52

7

 $     19.98

$20.28

$20.69

$21.10

$21.52

8

 $     22.17

$22.50

$22.95

$23.41

$23.88

9

 $     23.70

$24.06

$24.54

$25.03

$25.53

10

 $     25.48

$25.86

$26.38

$26.91

$27.45

11

 $     25.48

$25.86

$26.38

$26.91

$27.45

12

 $     26.56

$26.96

$27.50

$28.05

$28.61

13

 $     27.74

$28.16

$28.72

$29.29

$29.88

14

 $     28.76

$29.19

$29.77

$30.37

$30.97

  15*

 $     29.39

$29.83

$30.43

$31.04

$31.66

  16*

 $     30.02

$30.47

$31.08

$31.70

$32.33

  17*

 $     31.52

$31.99

$32.63

$33.29

$33.96

             
 

* Specially negotiated rates not subject to the  Job Evaluation Committee.

 

                                            

   

Meter Reading Maximum Wage Rates

(Sidebar A48)

  

 

As Of

Effective

Effective

Effective

Effective

   

April 1,

April 15,

April 1,

April 1,

April 1,

   

2014

2015

2016

2017

2018

 

Base Increase

NA

1.50%

2.00%

2.00%

2.00%

 

Lump Sum

NA

1.00%

0.00%

0.00%

0.00%

Wage level

MR1

 $     17.00

$17.26

$17.61

$17.96

$18.32

MR2

 $     17.19

$17.45

$17.80

$18.16

$18.52

MR3

 $     20.19

$20.49

$20.90

$21.32

$21.75

MR4

 $     23.93

$24.29

$24.78

$25.28

$25.79

MR5

 $     25.74

$26.13

$26.65

$27.18

$27.72

MR6

 $     18.17

$18.67*

$19.04

$19.42

$19.81

 

                              * Maximum wage rate increased by $0.50 in lieu of General Wage Increase.   

   

Call Center and Revenue Services Maximum Wage Rates

(Sidebar A61 and A64)

 
   

As Of

Effective

Effective

Effective

Effective

 
   

April 1,

April 15,

April 1,

April 1,

April 1,

 
   

2014

2015

2016

2017

2018

 
 

Base Increase*

NA

1.50%

2.00%

2.00%

2.00%

 
 

Lump Sum*

NA

1.00%

0.00%

0.00%

0.00%

 

Level

C2**

 $     15.08

 $     15.08

 $     15.08

 $     15.08

 $     15.08

 

C3**

 $     15.08

 $     15.08

 $     15.08

 $     15.08

 $     15.08

 

C4**

 $     12.00

 $     13.00

 $     13.00

 $     13.00

 $     13.00

 

  C5***

 $     18.50

 $     19.00

 $     19.00

 $     19.00

 $     19.00

 
               
 

*Increase applicable to Clerical employees unless otherwise negotiated.
**Employees hired after 4/1/12 are not eligible for the annual wage increase. Employees at or above the maximum rate of pay will receive the annual wage increase applicable to Clerical employees in the form of a lump sum.  Minimum and maximum wage rates do not increase.
***Eligible for the annual wage increase until maximum rate of pay. Employees at the maximum rate of pay will receive the annual wage increase applicable to Clerical employees in the form of a lump sum. Minimum and maximum wage rates do not increase.

 
 
 
 
 

  

   

Manual Maximum Wage Rates

   

As Of

Effective

Effective

Effective

Effective

   

April 1,

April 15,

April 1,

April 1,

April 1,

   

2014

2015

2016

2017

2018

 

Base Increase

NA

1.50%

2.00%

2.00%

2.00%

 

Lump Sum

NA

1.00%

0.00%

0.00%

0.00%

Wage level

7

 $     27.26

$27.67

$28.22

$28.78

$29.36

10

 $     25.81

$26.20

$26.72

$27.25

$27.80

12

 $     29.42

$29.86

$30.46

$31.07

$31.69

16

 $     29.42

$29.86

$30.46

$31.07

$31.69


 


 
 

Technical Maximum Wage Rates

   

As Of

Effective

Effective

Effective

Effective

   

April 1,

April 15,

April 1,

April 1,

April 1,

   

2014

2015

2016

2017

2018

 

Base Increase

NA

1.50%

2.00%

2.00%

2.00%

 

Lump Sum

NA

1.00%

0.00%

0.00%

0.00%

Wage Level

1

 $     21.74

$22.07

$22.51

$22.96

$23.42

2

 $     23.75

$24.11

$24.59

$25.08

$25.58

3

 $     26.34

$26.74

$27.27

$27.82

$28.38

4

 $     28.22

$28.64

$29.21

$29.79

$30.39

5

 $     30.32

$30.77

$31.39

$32.02

$32.66

6

 $     31.65

$32.12

$32.76

$33.42

$34.09

7

 $     32.96

$33.45

$34.12

$34.80

$35.50

8

 $     34.20

$34.71

$35.40

$36.11

$36.83

9

 $     35.18

$35.71

$36.42

$37.15

$37.89

  10*

 $     36.84

$37.39

$38.14

$38.90

$39.68

  11*

 $     37.83

$38.40

$39.17

$39.95

$40.75

  12*

 $     38.82

$39.40

$40.19

$40.99

$41.81

             
 

* Specially negotiated rates not subject to the Job Evaluation Committee.

 

 

   

CPC Maximum Wage Rates

   

As Of

Effective

Effective

Effective

Effective

   

April 1,

April 15,

April 1,

April 1,

April 1,

   

2014

2015

2016

2017

2018

 

Base Increase

NA

1.50%

2.00%

2.00%

2.00%

 

Lump Sum

NA

1.00%

0.00%

0.00%

0.00%

Level

CP1

 $     27.00

$27.41

$27.96

$28.52

$29.09

CP2

 $     31.84

$32.32

$32.97

$33.63

$34.30

CP3

 $     38.82

$39.40

$40.19

$40.99

$41.81

 

 

   

Local Information Technology Maximum Wage Rates (Sidebar A73)

   

As Of

Effective

Effective

Effective

Effective

   

April 1,

April 15,

April 1,

April 1,

April 1,

   

2014

2015

2016

2017

2018

 

Base Increase

NA

1.50%

2.00%

2.00%

2.00%

 

Lump Sum

NA

1.00%

0.00%

0.00%

0.00%

Level

IT1

 $     36.84

$37.39

$38.14

$38.90

$39.68

IT2

 $     31.67

$32.15

$32.79

$33.45

$34.12

IT3

 $     26.79

$27.19

$27.73

$28.28

$28.85

  

            (b)  These wage rate increases shall not apply to the minimum wage rates of starting job classifications. 

            (c)    The wage increases mentioned above shall not apply to any employee whose present wage rate is on or above the new maximum wage rate of his job classification, except employees who are on physical retrogressions, who shall receive the increase applicable to their individual wage rate as of the indicated dates of increase. 

            (d)  Manual employees shall be provided the higher of a $10.00 promotional increase above the maximum wage rate of the job classification from which they promote, or the minimum wage rate of the job classification to which they promote.  Clerical and Technical employees shall be provided the higher of a $10.00 promotional increase or the minimum wage rate of the job classification to which they promote.  This provision will not apply when the maximum wage rate of a job classification is not at least $10.00 above the maximum wage rate of the job classification from which it promotes.

            (e)  Whenever the difference between the minimum and maximum wage rates of a job classification is not divisible by $0.25, the inter­mediate wage rates will be by $0.25 steps, with the exception of the last step to the maximum wage rate of the job.  In such case the increase to the maximum wage rate will include the $0.25 increment plus the odd amount necessary to equal the maximum wage rate, provided, however, that the total amount of this increase is less than $0.50. 

            (f)  Any employee in the Union who was on or below the maximum wage rate of his job classification as of the indicated dates of increase shall receive the increase applicable to the maximum wage rate of his job classification. 

  (g)  The shift differentials and Sunday premium paid to employees on scheduled shifts on classified jobs will be as follows:

 

Name

Definition

Shift Differential Cents Per Hour

of Shift

of Shift

May 11, 2015 – March 31, 2019

Day

Shift

Where the majority of the scheduled hours worked are between 8:00 a.m. and 4:00 p.m.

$0.00

Afternoon Shift

Where the majority of the scheduled hours worked are between 4:00 p.m. and 12:00 Midnight

$1.75

Night

Shift

Where the majority of the scheduled hours worked are between 12:00 Midnight and

8:00 a.m.

$1.80

 

            When the majority of the hours in a shift are on a Sunday, a Sunday premium will be paid to an employee for all scheduled straight time hours worked on that shift. 

 

 

As of May 11, 2015

As of April 1, 2016

As of April 1, 2017

Sunday Premium

$1.90

$1.95

$2.00

 

(h)  The nature of the work involved under each payroll classification shall be defined, as nearly as possible, by the Company and occupational classifications and job descriptions shall be prepared by the Company and be subject to review by the Union.

            (i) The Job Evaluation Committee of the Company will be responsible for evaluating all new or revised job classifications. The evaluation estab­lished by this Committee will be used to determine the maximum wage rate for each new or revised job classification.  Results of the evaluation will be communicated to the Union at least two weeks before the effective date of the new or revised job classification. 

(j)  The Union shall appoint a Classification Committee consisting of not more than five members who may review the evaluation and wage rate of any new or revised classification.  The Union's Committee may, by request, meet with the Company's Committee as soon as possible at a mutually agreeable time, but within 30 days after the Union has been notified by the Company of the proposed new or revised classification, for the purpose of presenting any information relative to the evaluation of a new or revised classification.  The Union will be notified after the Company's Committee has reviewed the information presented by the Union.   All wage rates so established shall be final and binding and not subject to the grievance and arbitration procedure.  However, if any revised wage rates are reduced as a result of the evaluation(s), they will not be placed into effect until the Company and the Union have had an opportunity to negotiate them during full contract negotiations, even though the revised job classification will be in effect. Employees, presently in, or promoting to, such job classifications will continue to receive wage adjustments in accordance with the other provisions of the Agreement just as if the wage rate had remained at the same level until a new Agreement is reached. 

            (k)  When the Union believes that a new or revised job description does not adequately describe the principal duties and minimum qualifications necessary to provide a sufficient basis for evaluating that job description, a letter outlining the Union's suggested changes may be sent to the manage­ment of the appropriate department for consideration.  However, there will be no recourse to the grievance and arbitration procedure because of the language of a job description or the evaluation of a job classification. 

             (l)  Where the Union deems an employee to be improperly classified, it will be considered as a grievance and shall be handled under the grievance procedure described elsewhere in this Agreement. 

            Section 2. (a) With the exception of shift differential premium, and a holiday occurring during an employee's vacation, it is agreed that under no circumstances shall any section of this Agreement be interpreted to provide the pyramiding of a benefit or premium payment to employees covered by this Agreement.  For example, no employee may claim sick pay while receiving vacation pay or holiday pay while receiving sick pay. 

            (b)  It is further agreed that there shall be no interruption in the payment of one benefit in order that employees may receive payment for another benefit.  For example, employees may not interrupt vacation to begin sick leave or interrupt sick leave to include a holiday.  The only exceptions to this provision are that an employee's sick pay may be interrupted to include vacation pay and that vacation pay may be interrupted to include death in family pay as set forth in the Agreement. 

ARTICLE IX 

            Section 1.  ABSENCE DUE TO SICKNESS OR ACCIDENT:   (a) Regular employees who are actively working on January 1, regular employees who return to work from an authorized extended absence on or after January 1, probationary employees who become regular employees on or after January 1, shall be paid as gross wages, for absent time due to bona fide illness or injury, a maximum annual amount equal to 40 hours at their regular Straight Time Pay.  Such payment shall be made by the Company on the nearest practicable regular pay day following the date such employee becomes eligible.            

            (b)  After a part-time employee with 12 months of service or a full-time employee has been continuously disabled, subject to medical determination, and unable to return to work for more than seven consecutive calendar days, the employee will receive Short-Term Disability pay consisting of up to 26 weeks of pay per incident with payment based on the schedule below or until the employee is able to return to work, whichever occurs first. 

 

Years of Service

Maximum Weeks at 100% Pay

Weeks at 66 2/3% Pay

0-1

None

All

1-5

10

Balance

6-10

15

Balance

11-14

20

Balance

15-20

26

Balance

21 or more

ALL

N/A

 

              (c) After an employee has been continuously disabled, subject to medical determination, and is unable to return to work for more than 27 consecutive weeks, and has exhausted Short-Term Disability benefits, the employee will receive Long-Term Disability benefits as described in the Company’s Long-Term Disability Plan Description.

            Section 2.  Compensation will not be provided for illnesses resulting from such causes as:  illegal use of drugs or alcohol, willful intention to injure oneself, the commission of a crime, elective or cosmetic procedures not covered by the medical plan, the employee’s refusal to adopt such remedial measures as may be commensurate with the employee’s disability or permit reasonable examinations by the Company.

           Section 3It is also mutually understood and agreed that the Company shall have the right to investigate and determine for its own satisfaction the bona fide nature of any illness for which pay is requested as well as the duration thereof.  In order to facilitate the scheduling of the work forces, employees who will be absent from work are expected to notify the Company as soon as possible, but not later than one hour after their regular starting times and in the case of shift workers, one hour before the start of their shifts.  Unless an employee submits a legitimate excuse for not reporting the cause of absence before the end of the first hour of such absence, the employee’s claim for sick leave pay shall not begin until such notice is received.

            Section 4 When employees have received all of the disability pay to which they are entitled under this Agreement they shall be granted, upon written request on a form provided by the Company, a "leave of absence" and shall not be eligible for further disability pay benefits until they have returned to steady employment.

            Section 5. (a) An employee accrues entitlement of 1/12 of their current year’s vacation for each full month the employee is employed during the current calendar year or is on STD, or leave of absence.  Any employee leaving the Company’s service during any calendar year shall receive payment for any unused portion of accrued vacation for that current year.  However, in the event of an employee’s death, the estate of the employee will be paid the unused portion of the employee’s total vacation allotment for the current year.

Employees returning from military service will receive vacations with pay in the calendar year in which they return as follows:

 

Month in which Employee Returns to Company's  Employment

Amount of Vacation Based on

System Service of Employee

Up to and including June

Full

July, August and September

One-Half

After September

None

 

            (b)  In order for an employee to qualify for a vacation, the employee must have been ready, willing and able to work as a full-time regular or probationary employee during the calendar year the vacation is taken.

            (c) The anniversary of employment shall determine the employee's vacation status.  Every effort will be made to grant vacations at a time suitable to the employee, but should the vacation of an employee handicap the operations of the Company in any way, the Company reserves the right to require the vacation be taken at another time.  Normally, preference shall be granted in the selection of vacation dates on the basis of system service.

(d) Employees with less than one year of service with the Company shall be entitled to one day of vacation for each month worked, with a maximum of 10 total days. 

(e) Employees with one year of service with the Company shall be entitled to a vacation of two weeks. 

(f)  Employees with seven or more years of service with the Company shall be entitled to a vacation of three weeks. Should the amount of work or other working conditions be such that the operations of the Company would be handicapped by granting of the third week of an employee's vacation, the Company reserves the right to require an employee to take his third week of vacation at such time that does not interfere with the operations of the Company. 

            (g)  Employees with 15 or more years of service with the Company shall be entitled to a fourth week of vacation or payment of one week's wages (40 hours) at straight time in lieu thereof.  The Company may also require such employees to take the fourth week of their vacation at such time as does not interfere with the operations of the Company.           

            (h)  Employees with 21 or more years of service with the Company shall be entitled to a fifth week of vacation or payment of one week's wages (40 hours) at straight time in lieu thereof.  The Company may also require such employees to take the fifth week of their vacation at such time as does not interfere with the operations of the Company.   

            (i)   Employees with 32 or more years of service with the Company shall be entitled to a sixth week of vacation or, if required to work  by the Company, payment of one week's wages (40 hours) at straight time in lieu thereof.  The Company may also require such employees to take the sixth week of their vacation at such time as does not interfere with the operations of the Company. 

ARTICLE X 

            Section 1.  Regular employees entering the armed services of the United States or employees who are conscripted by the United States Government during a period of national emergency shall continue to accumulate full system service and full seniority and may return to their former posi­tion or one of equal pay and rank, provided they report for work with a certificate of satisfactory completion of military or governmental service within 90 days after their release from active service. 

            Section 2.  (a)  All Company sponsored life and AD&D insurance coverage for  employees starting an approved military leave of absence  will be continued for a period of at least  90 days after the employee’s leave of absence begins with the same cost sharing as before the leave began. 

            (b)  Company Group Life Insurance of employees returning to Company service within 90 days after their release from active service will be reinstated without physical examination or waiting period. 

            Section 3.  None of the foregoing provisions in this Article shall apply to those employees who are not eligible for statutory re-employment rights.

 

ARTICLE XI 

            Section 1. (a)  The following days are observed as regular holidays which will be recognized on the indicated dates. The Company may change the date for recognizing a holiday if the date indicated is changed by a legisla­tive enactment or if the prevailing community practice is not consistent with the indicated date. 

HOLIDAY

DATE RECOGNIZED

New Year’s Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Day after Thanksgiving

Christmas Eve

Christmas Day

January 1

Last Monday – May

July 4

First Monday – September

Fourth Thursday – November

Friday after Thanksgiving

December 24

December 25

  

            (b)  If the recognized date of a holiday occurs on a Saturday or Sunday, the Company will have the option of either celebrating that holiday on another date which is consistent with community practice or paying eight hours of regular straight time holiday pay in lieu thereof for the holiday. 

(c)  Regular employees whose duties do not require them to work on holidays will be paid straight time. Regular employees who are scheduled to work on a recognized holiday will be paid at time and one-half for the first eight hours worked in addition to their straight time holiday pay. However, those employees who work less than the eight hours scheduled will have their straight time holiday pay correspondingly reduced.  

            (d)  Regular employees who are called out to work on a recognized holiday for a period of four hours or less not contiguous with hours worked into or out of the holiday will be paid for four hours at time and one-half in addition to their straight time holiday pay. Employees who are called out to work on a recognized holiday for more than four hours not contiguous with hours worked into or out of the holiday but less than eight hours will be paid for eight hours at time and one-half in addition to their regular straight time holiday pay. Employees who are required to work more than eight hours on a recognized holiday will be paid at the rate of double time for all such work in excess of eight hours. An employee must work either his full scheduled day before, or his full scheduled day after a holiday to be entitled to receive holiday pay. An employee will not be compensated for travel time on a call-out which occurs on a regular holiday.

            (e)  When a holiday falls within an employee's vacation, the employee shall, at the discretion of the Company, either be allowed an additional vacation day at such time in the same year as shall be mutually agreed upon between the employee and his supervisor or shall receive eight hours additional pay to compensate for the loss of such holiday pay.

            (f)  An employee beginning a leave of absence will not receive holiday pay for holidays occurring after the last day worked except when the employee works the full calendar day immediately before a recognized holiday which is in the same pay period. 

            Section 2. (a)  An employee who has completed six months of service with the Company shall be entitled to four compensated Personal days off and one compensated Diversity day off each calendar year. Requests for Personal/Diversity days should be made at least seven calendar days prior to the date requested and must be approved by management.  However, because of extenuating circumstances, a day off with less than a seven calendar-day notification may be approved by an employee's super­visor; such approval will not be unreasonably denied. The Company reserves the right to limit the number of employees who can be off on a specific day. Individual departments will attempt to accommodate as many requests as possible to take a Personal/Diversity day or vacation day on Martin Luther King, Jr. Day, Presidents’ Day, and/or Good Friday.

            (b) If a Personal/Diversity day is not used during a year, it shall be lost and no additional compensation shall be granted. Any employee who resigns, retires or is discharged from the Company for any reason shall not receive compensation for any remaining Personal/Diversity days. 

            (c) Personal/Diversity days must be taken in full day increments. Paid Personal/Diversity days will not be considered as absences for purposes of an individual’s attendance record.  

 

ARTICLE XII 

            Section 1. (a) It is agreed that the present establishment of 40 hours per week of the Company will remain in effect, except in those divi­sions where longer or shorter hours are now being worked, and the Company guarantees employment of not less than 40 hours per week for 52 weeks of each year to all employees represented by the Union as bargaining agent, who are available and ready to work, and who are regular full-time employees of the Company, except those on a less than 40 hour basis now. No such employees shall be required to work more than 40 hours in any one week, consisting of seven days, nor more than eight hours in any one day except as hereinafter provided. 

            (b)  Nothing in this section will affect in any manner the right of the Company to make temporary or permanent reductions in forces when considered necessary by the Company. 

            (c) Nothing in this Agreement shall be deemed to require the Company or the Union to commit an unfair labor practice or other act which is forbidden by, or is an offense under, existing or future laws affecting the relations of the Company with the employees bargained for by the Union. 

          Section 2.  (a) The work week of an employee for payroll purposes and for determining off-days shall consist of seven consecutive days with a minimum of two scheduled off days and be from midnight Sunday to midnight the following Sunday.  Employees working on a shift beginning two hours or less before midnight will be considered as having worked their hours following midnight.

            (b)  Regular scheduled hours of work per day will be at straight time for regular scheduled work days, time and one-half for the employee's first scheduled off-day in the work week, double time for the employee's second scheduled off-day in the work week and time and one-half for any additional scheduled off-days in the work week.  Any time in excess of the employee's regular scheduled hours per day will be paid at the rate of time and one-half except the employee's second scheduled off-day worked which will be paid at double time. 

            (c)  Employees required to work more than 16 consecutive hours will be paid double time for all time worked in excess of, and contiguous with, the 16 consecutive hours. 

            (d)  Schedules for all employees will be based on the time prevailing in the City of Cincinnati. 

            (e)  In no case will an employee be forced to take time off in lieu of overtime pay.  The Company shall be the sole judge as to the necessity for overtime work, and the employee shall be obligated to work overtime when requested to do so.  When over­time occurs in a group or department, where more employees are quali­fied and available to work than are necessary at the moment, the Company agrees to establish a system of selecting the employees who are to work, in a sincere effort to equalize overtime work.  The employees will be notified in advance, whenever possible, when they are required to work overtime. 

Section 3.  (a)  The Union recognizes the need for shift work and weekend work in order to provide for continuous operation, and overtime rates will apply as set forth in Article XII, Section 2.

            (b)  An employee who is transferred from his regular shift to another shift shall be notified of said transfer at least 24 hours prior thereto.

            Section 4.  (a)  Employees called out for other than planned overtime shall be paid a minimum of four hours at the appropriate overtime rate.  Travel time of one-half hour each way will be allowed on a call-out when such call-out exceeds four hours of continuous work that is not contiguous with a regular scheduled shift.  Employees will not be compensated for any travel time for planned overtime; or on a call-out when the employee is not released from work before his regularly scheduled shift; nor will travel time be allowed when overtime is worked continuously at the end of a regularly scheduled shift. 

            (b)  Planned overtime shall be defined as time worked upon notice to an employee given before leaving his headquarters or place of reporting, or in case of an off-day, during or before what would have been his scheduled hours on that day, that he is to report outside of his regular schedule on any succeeding day.  Such time worked shall be paid for at the appropriate overtime rate but not for less than four hours unless such planned overtime extends into or directly follows the employee's regularly scheduled work day, when it shall be paid for at the appropriate overtime rate for the actual hours worked. 

            Section 5. (a) Employees working two hours or more in excess of their normal work day, shall receive a meal, or compensation in lieu thereof, and an additional meal, or compensation in lieu thereof, after each additional five hours of continuous overtime work over and above the original two hours mentioned above. 

            (b)  Employees called out on either their scheduled off day, or four or more hours before his regularly scheduled starting time, shall be furnished a meal, or compensation in lieu thereof, for each contiguous five hour interval worked even though he works into his regularly scheduled work day. 

            (c)  The meal compensation allowance referred to above shall be as follows: 

Effective May 11, 2015 – March 31, 2019

$11.25

        

            Section 6. It is further agreed by the Company that any manual employee temporarily advanced to a higher classification shall receive the minimum rate of pay applicable to that classi­fication if such work is for four hours or more.  If such work is for more than four hours the employee shall receive the minimum rate of pay applicable to that classification for the remainder of the normal day worked.  In the administration of this section of the Agreement, a temporary assignment shall be construed to mean any job assignment which is not expected to continue for more than 90 consecutive days.

            Section 7.  (a) Employees in this bargaining unit temporarily assigned to a supervisory position outside the bargaining unit for four hours or more, shall receive $1.50 per hour above the maximum rate of pay of either their job classification, or the highest rated job classification they supervise, whichever is greater. It is expressly understood that employees temporarily assigned to a supervisory position shall direct the flow of work and oversee the assignment and completion of work in accordance with applicable policies and procedures in the department. However, they shall not have any responsibility for making hiring decisions, issuing evaluations or discipline, or moving work currently performed by other bargaining unit members into or out of any department.  

            (b)  Employees promoted to a job outside the bargaining unit and who return to the bargaining unit within six months, shall retain all classified seniority accumulated up to the date of their promotion.  If employees who were in a job outside the bargaining unit for more than six months, return to the bargaining unit, they will be placed in a starting job classification and receive a classified seniority date behind all employees.  No employee may return to a bargaining unit job classification if, as a result, an employee represented by the Union would be laid off.

 

ARTICLE XIII 

            Section 1.  (a) The Company agrees that upon his or her return to work from illness or disability, consideration will be given to the employee's physical condition, and, if possible, a less vigorous type of work will be granted at no reduction in the employee's regular pay for a temporary period to be determined by the employee's and the Company's physicians. 

            (b)  If an employee with 15 or more years of service becomes physically unable to satisfactorily and safely perform the regular duties of his classification, an effort will be made by the Company to find work of a less strenuous nature for which he is qualified and to which the employee will be retrogressed. The employee's wage rate will be reduced by an amount equal to the semi-annual merit increase for the employee’s job classification at the time of the assignment to a job of a lower classification and at six months' periods will be reduced by an amount equal to the semi-annual merit increase for the employee’s job classification until the employee's wage rate is equal to the maximum wage rate of the job classification to which he has been retrogressed. 

            (c)  If an employee with 10 to 14 years of service becomes physically unable to satisfactorily and safely perform the regular duties of his job classification, he may request a demotion to a lower classification requiring work of a less strenuous nature for which he is qualified to perform.  If such a demotion is granted by the Company, the employee will be assigned to a lower classification and will have his wage rate red-circled until it is equal to the maximum wage rate of the job classification to which he has been demoted.  Employees whose wages have been red-circled and who subsequently achieve 15 years of service will become retrogressed in accordance with paragraph (b) above.           

(d)  If an employee with less than 10 years of service becomes physically unable to satisfactorily and safely perform the regular duties of his job classification, he may request a demotion to a lower classification requiring work of a less strenuous nature for which he is qualified to perform.  If such a demotion is granted by the Company, the employee will be assigned to a lower classification and will have his wage rate established at the maximum wage rate of the job classification to which he has been demoted. 

            Section 2.  Injured employees who are unable to work because of an industrial accident will be paid a supplement in an amount equal to one half of the difference between what he/she would have received at regular work and the amount received as compensation for such injury, for a period not to exceed 26 weeks.  This supplemental industrial accident compensation will begin after the initial seven calendar day waiting period and will continue for not more than 26 weeks of continuous disability.  If, however, an industrial accident disability continues for two or more weeks, the employee will receive this supplemental indus­trial accident compensation for the initial seven day waiting period. 

            Section 3.  Upon the death of the designated relatives of an employee, the employee, upon request, may be entitled to the stipulated maximum number of calendar days off for which the employee is entitled to receive regular pay for not more than the indicated number of consecutive working days, including the day of the funeral.  No pay will be granted for regular scheduled off days. 

Relationship

Maximum Consecutive Calendar Days Off

Maximum Consecutive Working Days Off With Pay

Spouse or Domestic Partner

7

5

Child/Step/Foster

7

5

Mother/Step/Foster

7

5

Father/Step/Foster

7

5

Brother/Step

7

5

Sister/Step

7

5

In-Laws (father, mother, brother, sister, son or daughter)

5

3

Grandchild/Step

5

3

Grandparent/Spouse’s Grandparent

4

2

 If an employee has reported to work and is notified of a death in the family and leaves the job, the day will not be charged as one of the consecutive working days for which the employee is entitled to receive regular pay.
 

ARTICLE XIV

            Section 1.  The Company agrees to erect bulletin boards at locations to be selected by the Union and the Company.  The use of these boards is restricted to the following:  notices of Union meetings, notices of Union elections, notices of changes within the Union affecting its membership, and any other notices issued on the letterhead of the Union and signed by the President and Secretary of the General Board.  There shall be no other general distribution or posting by the members of the Union of pamphlets, or political literature of any kind, except as herein provided. 

ARTICLE XV 

            Section 1.  Any member or members not to exceed three members elected or employed by the Union whose duties for the Union require their full time shall be granted a leave of absence by the Company for six months and additional six months' periods thereafter, provided that each member is from a different promotional sequence or that the Company has granted permission for two members to be from the same promotional sequence. On return to the employ of the Company, such employees shall be employed at their previous classification or other higher classification within this unit for which they may be qualified. 

ARTICLE XVI

            Section 1.  (a) The Company agrees to notify the Union of the contemplated hiring of any outside contractors to do work normally performed by regular employees covered by this Agreement.  Such notification will be given if it is contemplated that the work will be in excess of 2,000 man-hours.

            (b)  It is the sense of this provision that the Company will not contract/outsource any work which is ordinarily done by its regular employees if as a result thereof, it would become necessary to lay off any such employees. 

Section 2.  (a)  Each employee shall have a specific headquarters for reporting for work.  However, the right of the Company to effect transfers and reassignments to properly run its business is recognized.

            (b)  When it is necessary to temporarily assign employees to a headquarters other than their own or to a job site reporting location that is further from their home than their regular headquarters, these employees will be paid mileage at the prevailing rate based on the additional round-trip mileage employees are required to drive.  No mileage compensation will be paid for the temporary assignment if the other reporting location is closer to the employee’s home. Employees reassigned (non-temporary assignment) to a different headquarters will be paid mileage compensation during the first fourteen calendar days of the reassignment.           

(c)  When an entire work group is assigned to a new headquarters, paragraph (b) of this Article shall not apply. 

            (d)  Job site reporting and other temporary assignments will be offered on a voluntary basis.  If there is an insufficient number of volunteers, assignments will be made on a junior qualified basis.  When assigning the junior qualified, unusual or extenuating circumstances will be taken into consideration. 

            (e)  Employees may be assigned to drive Company vehicles from and to the job site from home or sites close to home.  If Company vehicles are used in such a manner, the mileage provisions for job site reporting are not applicable. An option to the mileage provision is that employees may, during a job site reporting assignment, pick up and return a Company vehicle to their regular headquarters, provided travel is on their own time. 

ARTICLE XVII 

            Section 1.  Witness Fees.  Regular pay and reasonable or required expenses will be allowed employees who may be summoned or requested to testify for the Company.         

            Section 2.  (a)  Employees required to serve on a jury shall be compensated on the basis of their regular salary.  Employees must report to work during the working hours when they do not need to be pres­ent for jury duty.         

            (b)  An employee working on either a night or afternoon shift at a time when he is scheduled for jury duty, who is unable to postpone the jury duty until a time when he will be working on a day shift, may request the Company to assign him to a day shift schedule.  Such a request must be made at least seven working days before the jury duty service is scheduled to begin.  When the term of jury duty for such an employee has ended, he shall return to his normal working schedule.

 

ARTICLE XVIII 

            Section 1.  RETIREMENT INCOME PLAN:  (a) Eligible Union employees hired or rehired before January 1, 2016 will participate, or continue to participate, in the existing Cinergy Corp. Union Employees’ Retirement Income Plan (the “Retirement Income Plan”); provided, however, that effective January 1, 2009, the cash balance feature provided under the Retirement Income Plan shall be amended to provide that all future pay and interest credits provided thereunder to eligible Union employees will mirror the pay and interest credits provided as of the date of this Agreement under the Duke Energy Retirement Cash Balance Plan (i.e., 4% - 7% depending on age and years of service), and as further amended under the terms set forth in the April 15, 2015 Letter Agreement titled “Amendment to A58 Retirement Plan Agreement. Employees hired or rehired on or after January 1, 2016 will not be eligible to participate in the Retirement Income Plan.   

          (b)  It is agreed that the Company will not reduce the benefits and the Union will not request any change in the Retirement Income Plan until the expiration of the Agreement on April 1, 2019.  

ARTICLE XIX 

            Section 1. Any insurance benefit plans under the Duke Energy Health & Welfare Benefit Plans not specifically referenced elsewhere in this Contract (i.e. life insurance, supplemental, accidental death and dismemberment and dependent life insurance) that the Company maintains and/or implements for the general non-unionized employee population shall also be provided to the bargaining unit employees at the same benefit levels, costs and plan design structure as for the non-unionized employees.  The Company has the right to add, eliminate, and alter or to make any other changes to these insurance benefit plans or the employee costs for the plans, consistent with any changes it makes for the general, non-unionized employee populations. 

         

ARTICLE XX

Section 1.  HOSPITAL AND MEDICAL PLANS:  (a) Health care coverage shall consist of the specially negotiated EPO Plan and shall remain in effect for the term of the 2008 – 2012 Contract.  All terms of the specially negotiated EPO Plan, regarding plan design, covered services, premiums and other employee costs, shall be in accordance with the 2008 negotiations letter of agreement entitled “Health Care Benefits.” 

            (b)  Any other health care plans (medical or dental) that the Company unilaterally implements at its sole discretion for the general non-represented employee population shall also be provided to the bargaining unit employees at the same costs and plan design structure as for the non-represented employees.  It is expressly understood that the right to add, eliminate, and alter or to make any other changes to these health care plans or to employee costs for the plans, is reserved to the Company.   

(c)  The Company's part of the premium will continue to be paid while an employee is receiving illness or accident compensation provided the employee was covered by such a contract immediately prior to their sickness or industrial accident. 

ARTICLE XXI

Section 1. The level of benefit coverage within the medical, dental, flexible spending accounts, basic and additional life, long-term disability, and pension plans will remain substantially equivalent to the coverages mutually agreed upon during negotiations. 

ARTICLE XXII

         Section 1.  (a)  Eligible Union employees will participate or continue to participate in the existing Duke Energy Retirement Savings Plan (the “RSP”); provided, however, that (i) for eligible Union employees in the Cinergy Traditional Formula under the Cinergy Corp. Union Employees’ Retirement Income Plan (Retirement Income Plan), the matching contribution formula (rate and definition of eligible compensation) under the RSP will continue to be the formula in effect prior to January 1, 2009 (i.e. 100% match on pre-tax and Roth 401(k) contributions up to 3% of the participant’s eligible pay, 50% match on the pre-tax and Roth 401(k) on next 2% of the participant’s eligible pay, and an incentive match based on the attainment of corporate goals established by Duke Energy), (ii) for all other eligible Union employees, the matching contribution formula rate (rate and definition of eligible compensation) under the RSP will mirror the matching contribution formula provided under the RSP for all eligible union employees other than “Cinergy Traditional Employees” as of the date of this Agreement (i.e. 100% match on pre-tax and Roth 401(k) contributions up to 6% of the participants eligible compensation, with no incentive matching contribution opportunity), and (iii) for eligible Union employees who are not eligible for the Retirement Income Plan on or after January 1, 2016, the RSP shall provide the employer retirement contribution formula (rate and definition of total pay under the RSP that mirrors the employer retirement contribution formula provided for all participants who are not eligible to participate in a defined benefit pension plan (i.e.4% of total pay) as of the date of this Agreement.  

            (b)  The RSP is contained in the existing Duke Energy Retirement Savings Plan as amended and restated effective January 1, 2014 and as amended by an amendment dated December 19, 2014.  

            (c) The Company hopes and expects to continue the RSP  indefinitely, but  must reserve the right to alter it or discontinue Company contributions to it for a time.   However, under no circumstances shall any part of the corpus or income held by the Trustee of the RSP  be recoverable by the Company or be used for or diverted to any purposes other than for the exclusive benefit of the employee participants or their beneficiaries as provided in the RSP.  

IN WITNESS WHEREOF, the Utility Workers Union of America, AFL-CIO, Local 600, formerly the Independent Utilities Union, Cincinnati, Ohio and Duke Energy Ohio, Inc., Duke Energy Kentucky, Inc., do hereby, by their duly authorized agents, execute and sign this Agreement in duplicate on this ____ day of ___________, 2015. 

DUKE ENERGY OHIO, INC.

DUKE ENERGY KENTUCKY, INC.

 

UTILITY WORKERS UNION OF AMERICA,

AFL-CIO, LOCAL 600

 

______________________________

 

 

______________________________

Jim Henning
State President-Ohio/Kentucky

______________________________

 

James W. Anderson
President

______________________________

Stan Sherrill
Vice President – Labor Relations

 

Lori L. Warren
Vice President

______________________________

Jay R. Alvaro
Director, Labor Relations

______________________________

 

Steve Kowolonek
Secretary 

______________________________

Lisa A. Gregory
Human Resources Principal

______________________________

 

Shirley Cockrell
Treasurer 

______________________________

Michael A. Ciccarella
Sr Human Resources Consultant

 

 

Randy Darby
Delegate

 

______________________________

 

 

DL Wallace
Delegate

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

                                                                                                 APPENDIX A
                                                                            HISTORICAL DOCUMENTS PRESERVED AND MADE PART

OF THIS AGREEMENT FOR INTERPRETATION AND APPLICATION

INDEX BY DOCUMENT NUMBER 

Document Number

Document Date

Article

Subject

A-1

12/22/1971

IX, 5(c)

Vacation Selection

A-2

07/16/1974

V, 4(b)

Inter-Department Transfers

A-3

03/28/1977

V, 2(c)

Multiple Posting System in Property Department

A-4

03/28/1977

V, 3(d)

Testing Procedures When Employees Promote

A-5

04/13/2012

IX, 4

Leaves of Absence

A-6

04/18/1989

V, 6

Hiring Co-ops – Union Notification

A-8

04/13/2012

IX, 5(c)

Partial Day Vacation Administration

A-9

04/18/1989

I, 2(c)

Falsification and Tampering with Company Records

A-11

04/16/1992

XI, 1(d)

Holiday Call-Out

A-12

04/16/1992

XII, 2(a)

Flextime

A-13

04/16/1992

XII, 3(b)

24 Hour Notice – Change of Shift

A-14

04/16/1992

I, 1(a)

Reorganization of Distribution Operations Division

A-15

04/16/1992

XVI, 2(b)

Out-of-Town Work or Training

A-17

04/13/2012

XII, 2(a)

Four 10-Hour Day Guidelines

A-18

04/16/1992

VII, 1(a)

Personal Attorneys

A-20

07/19/1994

V, 2(e)

Gas Operations Trainer

A-21

01/11/1998

V, 2(e)

VIII, 1(a)

VIII, 1(i)

Customer Projects Resource Specialist

A-32

04/14/2015

 

II, 1

III, 1(b)

VII, 1(a)

Time Off for Union Duties/Business

A-38

09/02/1998

VIII, 1(i)

BOGAR Job Evaluation System

A-40

12/29/2000

VIII, 1(e) VIII, 1(h)

VIII, 1(i)

Manual, Clerical and Technical Job Classifications

A-41

05/14/2003

VIII, 1(i)

Disconnect Non-Pay, Succession and Special Reads

A-42

06/10/2004

XX, 1

Post-Retirement Medical

A-42a

04/13/2012

 

XX, 1

Amendment to Sidebar Letter A-42 Post-Retirement Medical Benefits

A42-b

04/15/2015

XX, 1

Amendment to Sidebar Letter A-42 and A42a Post-Retirement Medical Benefits

A-46

04/21/2005

XII, 6

Temporary Upgrading in Clerical and Technical Jobs

A-48

04/21/2005

V, 7(a)

VIII, 1(a)

East Meter Reading

A-49

04/21/2005

V, 3(a)

Interplant Seniority Rights

A-50

04/21/2005

IX, 2

Treatment for Substance Abuse

A-51

04/21/2005

XI, 2(a)

Personal/Diversity Day Requests

A-52

04/21/2005

IX, 5(a)

Vacation Carryover

A-55

04/21/2005

V, 3(a)

Job Elimination Situations

A-58

06/02/2008

XXII, 1

Retirement Plan Agreement

A-58a

04/14/2015

XXII, 1

Amendment to Retirement Plan Agreement

A-59

06/02/2008

Misc.

Sabbatical Vacation Bank and Vacation Credit Programs

A-60

06/02/2008

Misc.

Union Employee Annual Incentive Program (UEIP)

A-60a

04/14/2015

Misc.

Amendment to Union Employee Annual Incentive Plan (UEIP)

A-61

04/14/2015

 

V, 7(a)

VIII, 1(a)

Cincinnati Call Center

A-62

06/02/2008

Misc.

Part-Time Employee Benefits

A-63

06/02/2008

Misc.

Meter Reading Travel Allowance

A-64

04/14/2015

VIII, 1(a)

Revenue Services Representatives

A-65

04/14/2015

V, 2

Competency Based Selection

A-70

04/14/2015

 V, 3(a)

UWUA Severance Program

A-71

04/13/2012

XII, 2(b)

Overtime Provisions

A-73

11/16/2009

Misc.

LIT Job Progression

A-74

03/31/2011

XII, 4(a)

On Call Rotation – Local IT Support

A-75

01/16/2012

Misc.

G.I.S. Job Progression

A-76

12/20/2012

XII, 2(b)

Foreign Utility Assistance

A-77

05/08/2014

Misc.

Senior Work Management Support Specialist

A-79

04/14/2015

Misc.

Separation of Delivery Operations and Gas Operations

A-80

04/14/2015

Misc.

Global Positioning Systems (GPS)

A-81

04/14/2015

Misc.

Engineering Specialist Progression

A-82

04/14/2015

V, 2

Customer Relations Representative/Clerk C Positions

 

 

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Last modified: May 25, 2016