UI Union Contract Agreement




Agreement




Between




THE
UNITED ILLUMINATING COMPANY




And




LOCAL
470-1 OF THE




UTILITY
WORKERS UNION OF AMERICA, AFL-CIO







April
1, 2005










           






































TABLE
OF CONTENTS





	
      Article
	
      Description
	
      Page
      No.

			



 


	 	
      Preamble
	
      1

	
      I
	
      Recognition
	
      1

	
      II
	
      Rates
      of Pay
	
      2

	
      III
	
      Overtime
	
      5

	
      IV
	
      Holidays
	
      8

	
      V
	
      Vacations
	
      9

	
      VI
	
      Sick
      Leave, Funeral Leave,
	 
	 	
      and
      Leave of Absence
	
      11

	
      VII
	
      Hospital,
      Medical, Dental,
	 
	 	
      and
      Disability Insurance
	
      13

	
      VIII
	
      The
      United Illuminating Company
	 
	 	
      Pension
      Plan and The United
	 
	 	
      Illuminating
      Company Plan for
	 
	 	
      Employees'
      Disability Benefits
	
      18

	
      IX
	
      Safety
	
      20

	
      X
	
      Seniority
	
      21

	
      XI
	
      Management
	
      23

	
      XII
	
      Contracting
      Out Work
	
      23

	
      XIII
	
      Union
      Security
	
      24

	
      XIV
	
      Deduction
      of Union Dues
	
      24

	
      XV
	
      Bulletin
      Boards
	
      25

	
      XVI
	
      Grievance
      Procedure
	
      25

	
      XVII
	
      Equal
      Employment Opportunity
	
      27

	
      XVIII
	
      Governmental
      Regulations
	
      27

	
      XIX
	
      Notices
      and Certifications
	
      27

	
      XX
	
      Duration
      of Agreement
	
      27








	
      Exhibit
	
      Description
	
      Page
      No.

			
	
      I
	
      Schedule
      A: Rates of Pay for Occupational Classifications
	
      30

	
      I
	
      Schedule
      B: Occupational Classifications
	
      36

	
      II
	
      Principles
      of Seniority
	
      38

	
      III
	
      Statement
      with Respect to Maintenance
	 
	 	
      of
      Membership and Agency Shop
	 
	 	
      Provision
      in Company-Union Contract
	
      47

	
      IV
	
      Dues
      Deduction Authorization Form
	
      48

	
      V
	
      Health
      Net HMO Plan
	
      49

	
      VI
	
      Health
      Net Charter HMO 20/500 Plan
	
      53
































	
      VII
	
      Statement
      of Agreement for Establishing and 
	 
	 	
      Sustaining
      a Joint Labor-Management Partnership 
	 
	 	
      between
      United Illuminating Company and 
	 
	 	
      Local
      470-1 UWUA, AFL-CIO
	
      55

	 	
      Certificate
      Concerning Authorization
	 
	 	
      to
      Execute Foregoing Agreement
	
      57








	
      Letters
	
      Page
      No.

	 	 
	
      Group
      Life Insurance for Totally and Permanently Disabled
    Employees
	
      58

	
      Health
      Insurance for Eligible Dependents of Deceased Employees
	
      59

	
      Sickness
      Disability Benefits for Rehired Employees
	
      60

	
      Payment
      of Normal and Customary Cost Differential for Special
    Licenses
	
      61

	
      Life
      Insurance Coverage for Active Employees and Future and 
	
      62

	
      Current
      Retirees
	 
	
      Post
      Retirement Health Insurance Benefits
	
      63

	
      Flame
      Retardant Clothing
	
      67

	
      Ten-Hour
      Shift Guidelines
	
      68

	
      Joint
      Review of Final Bids from Health Insurance Carriers and Joint
    
	 
	
      Exploration
      of Future Health Care Plan Design Options
	
      72

	
      Work
      Shoe Reimbursement
	
      73

	
      Half-Day
      off on Christmas Eve or New Year’s Eve
	
      74

	
      Joint
      Job Evaluation Process
	
      75

	
      Job
      Evaluations During Term of Agreement
	
      76

	
      Multi-Skill
      Premium Grandfathering and Termination
	
      77

	
      Revision
      of Overhead Power Delivery Time & Merit Progression
	 
	
      (TMP)
      Program
	
      78

	
      Joint
      Committee to Develop Safety Processes and to Adopt a
Safety
	 
	
      Program
	
      79

	
      Formation
      of New Underground Sequence of Promotion
	
      80





 























AGREEMENT




Between




THE
UNITED ILLUMINATING COMPANY




And




LOCAL
470-1 OF THE




UTILITY
WORKERS UNION OF AMERICA, AFL-CIO




April
1, 2005




AGREEMENT
entered into as of April 1, 2005, by and between THE UNITED ILLUMINATING
COMPANY, hereinafter referred to as the "Company,” and LOCAL 470-1 OF THE
UTILITY WORKERS UNION OF AMERICA, AFL-CIO, hereinafter referred to as the
"Union.”




THIS
AGREEMENT supersedes the agreement between the parties dated June 9,
2002.




WHEREAS,
the Union and its predecessors were on August 13, 1942, April 6, l962, and July
11, 1973, certified by the National Labor Relations Board as the collective
bargaining representative of certain of the employees of the Company;
and




WHEREAS,
both parties recognize that in the interests of public safety and the welfare of
the community, the Company must furnish an adequate and uninterrupted supply of
electricity; and 




WHEREAS,
both parties recognize the importance of continually increasing productivity and
efficiency in providing electricity to the community at reasonable rates;
and




WHEREAS,
it is the desire of both parties to promote mutual confidence and understanding
and to provide an adequate and uninterrupted supply of electricity;



NOW,
THEREFORE, the parties agree as follows:




ARTICLE
I

Recognition




SECTION
l. Pursuant to said certifications by the National Labor Relations Board, the
Company recognizes the Union as the collective bargaining representative of all
of its employees, including the assistant dispatcher, but excluding executives,
supervisory employees, watch engineers, line foremen, guards, police, watchmen,
technical employees, confidential employees, private secretaries and persons
having access to corporate books and payrolls, dispatchers, and







 






1













receptionists
directly connected with executive offices, for the purpose of collective
bargaining with respect to rates of pay, wages, hours of employment, and other
conditions of employment.




SECTION
2. The term “employees” as used in this Agreement shall refer only to employees
of the Company for whom the Union is the collective bargaining representative,
as provided in Section 1 of this Article. The use of a masculine pronoun in this
Agreement shall be deemed to include the masculine and feminine
gender.




ARTICLE
II

Rates
of Pay




SECTION
l. The parties accept and agree to an occupational classification system which
is incorporated herein by reference, as set forth on various sheets in which
each occupational classification is described, evaluated and classified by
grade, and collectively referred to as Exhibit I. A list of maximum and minimum
rates of pay for all occupations is attached hereto and made a part hereof and
marked Schedule A. A list of the occupational classifications now included in
Exhibit I showing the occupational code number and the grade of each such
occupational classification, is attached hereto and made a part hereof and
marked Schedule B.




SECTION
2. No occupational classification shall be altered or modified unless changes in
methods of operation justify the establishment of a new job or the
reclassification of an existing job. When a new job is established, or an
existing job is reclassified, the job shall be described by supervision and one
incumbent bargaining unit employee (designated by the Union) to a joint job
evaluation committee. The committee shall include one standing bargaining unit
member (designated by the Union). The appointed bargaining unit member (and one
alternate designated by the Union) will receive formal training by the Company
on the job evaluation plan prior to participating on the committee. The
committee will evaluate and classify the job by grade in accordance with the
occupational classification system. The Company will discuss the change with the
Union at least one week before the change takes effect.




SECTION
3. Any employee who has satisfactorily completed his probationary period, as
described in Section 4 of this Article, whose rate of pay is less than the
maximum rate of pay for his occupational classification, shall receive an
increase (other than General or Promotional Increase) in his rate of pay of
seventy-two cents per
hour (but not to a rate higher than the maximum rate) effective on the first
Sunday in November.




SECTION
4. Prior to employment on a regular basis, a new employee will normally be
required to serve a probationary period which shall not exceed six months and
which ordinarily will not exceed three months.




SECTION
5. (a) When an employee is promoted to a higher occupational classification, he
shall receive as of the date of his promotion an increase in his rate of pay
according to the following 







 









2
















schedule,
or an increase in his rate of pay to the maximum rate of pay of his new
occupational classification, whichever is smaller:





	
      Number
      of
	
      Cents
      Per Hour

	
      Grades
      Promoted
	
      Increase

	
      l
	
      Twenty-three

	
      2
	
      Thirty-two

	
      3
	
      Forty-one

	
      4
      or 5
	
      Fifty

	
      More
      than 5
	
      Fifty-nine







In the
special case of an employee who is receiving less than the minimum rate of pay
of his new occupational classification, the employee shall receive as of the
date of his promotion an increase in his rate of pay to the minimum of that
occupational classification, or an increase in his rate of pay as designated in
this paragraph above, whichever is greater. The provisions of this paragraph
shall not change an employee's scheduled increases as provided in Section 3 of
this Article.




If the
promotional increase as set forth above brings an employee's rate of pay to a
rate 3 cents or less below the maximum for his new occupational classification,
the employee's regular hourly rate of pay will be increased to the maximum rate
of pay for his new occupational classification.




(b) Prior
to promotion to a higher occupational classification, an employee may be
required to show successful performance in the higher occupational
classification for a trial period not to exceed ninety days; provided, however,
that he shall receive an increase in his rate of pay in accordance with
paragraph (a) effective upon the date of his assignment to the higher
occupational classification.




SECTION
6. (a) Until the implementation of a new time-and-labor system, temporary
assignment pay will be administered as follows:  When a
supervisor expressly assigns an employee temporarily, except for training
purposes, to work in a higher classification for at least four hours (including
overtime hours) in any one day, the employee shall receive temporary assignment
pay for all hours worked in that day. When a supervisor expressly assigns an
employee temporarily, except for training purposes, to work in a higher
classification for at least sixteen hours (including overtime hours) in any one
week, the employee shall receive temporary assignment pay for all hours worked
in that week. Temporary assignment pay shall be his regular hourly rate
increased according to the following schedule:





	
      Number
      of Grades Above
	
      Per
      Hour

	
      Regular
      Classification
	
      Increase

	
      l
	
      $1.00

	
      2
      or 3
	
      $1.50

	
      4
      or 5
	
      $2.00

	
      More
      than 5 or a
	
      $2.50

	
      Supervisory
      Position
	 










 









3
















Subsequent
to implementation of a new time-and-labor system, temporary assignment pay will
be administered as follows: When a supervisor expressly assigns an employee
temporarily, except for training purposes, to work in a higher classification
(including overtime hours), the employee shall receive temporary assignment pay
equal to the maximum hourly rate of pay in effect for the assigned higher
classification (in accordance with Exhibit I, Schedule A) for each hour worked
on temporary assignment. When a supervisor expressly assigns an employee
temporarily, except for training purposes, to work in a supervisory position
(including overtime hours), the employee’s regular hourly rate shall be
increased $2.50 per hour for each hour worked on temporary
assignment.




(b) No
temporary assignment of more than 35 hours per week shall continue more than six
months, except in unusual circumstances such as an assignment to a project of
limited duration or an assignment caused by sickness, injury, or leave of
absence.




(c) As
soon as possible after the first of each month, the Company shall furnish the
Union with a list of those employees temporarily assigned to a higher
occupational classification.




SECTION
7. When an employee is changed from one occupational classification to another,
the Company shall notify the Union of such change unless it shall have given the
notice required under Section 3, of Article X.




SECTION
8. The regular hourly rate of any employee regularly scheduled to work rotating
tours of duty in connection with a job which normally must be continuously
covered 24 hours per day including Saturdays, Sundays and holidays (hereinafter
referred to as a "rotating shift employee"), shall be increased $1.40 ($1.45
effective April 1, 2009; $1.50 effective April 1, 2010) per hour for
all hours paid.




SECTION
9. (a) When any
employee who is not a rotating shift employee is regularly scheduled to work
sixteen hours or more (other than overtime hours) on any night shift in any one
week, his regular hourly rate will be increased $1.30 ($1.35 effective April 1,
2009; $1.40 effective April 1, 2010) per hour for that week and this higher rate
will be the basis of compensation for that week. Night shift shall be construed
to mean all regular schedules starting at or between 10:00 P.M. and 5:59
A.M.




(b) When any
employee who is not a rotating shift employee is regularly scheduled to work
sixteen hours or more (other than overtime hours) on any afternoon shift (or
sixteen hours consisting of eight hours on any afternoon shift and eight hours
on any night shift) in any one week, his regular hourly rate will be increased
$1.30 ($1.35 effective April 1, 2009; $1.40 effective April 1, 2010) per hour
for that week and this higher rate will be the basis of compensation for that
week. Afternoon shift shall be construed to mean all regular schedules starting
at or between 1:00 P.M. and 9:59 P.M. The provisions of this paragraph shall not
apply to any employee who qualifies under the provisions of paragraph
(a).




(c) In the
case of an employee entitled under the provisions of paragraph (a) or (b) to
shift premium for hours worked during the payroll period immediately preceding
such 





 









4













employee's
holiday or vacation period, the same shift premium shall be considered a part of
such employee's regular hourly rate for the purpose of computing the holiday or
vacation pay to which such employee may be entitled under Article IV or Article
V respectively.




SECTION
10. When an employee is required to work on Sunday, he shall receive an
additional $5.15 ($5.30 effective April 1, 2006; $5.45 effective April 1, 2007;
$5.60 effective April 1, 2008; $5.75 effective April 1, 2009; and
$5.90 effective April 1, 2010) for each hour worked, and such additional amount
shall be deemed to be a part of such employee's regular hourly rate for that
day.




SECTION
11. Whenever employees are required by the Company to attend First Aid Meetings
or classes of instruction pertaining to new devices or equipment adopted by the
Company, the time spent at such meetings shall be considered as hours worked and
the pay for such hours shall be computed in the same manner as that for other
hours worked.




SECTION
12. The regular hourly rate for all employees in occupational classifications
designated as bilingual shall be increased by fifty cents for each hour
paid.




SECTION
13. Any employee assigned to Grade l under the occupational classification plan
whose normal duties include assisting and instructing twelve or more employees
shall receive, in addition to any other pay to which he may be entitled, seven
cents for each hour for which such employee is entitled to pay under this
Agreement.




SECTION
14. The Company will provide 48 hours notice to any employee whose scheduled
starting time or quitting time is changed or whose scheduled day off is changed
or whose regular schedule is reinstated after such a change. If 48 hours notice
is not given, the employee shall receive one and one-half times his regular
hourly rate during the first work period in the new schedule for each of the
first 8 hours worked which are outside of his prior schedule, provided those
hours otherwise would have been paid at straight time. This provision shall not
apply to any employee who does not have a regular schedule, to any employee's
return to his regular schedule within 48 hours of the original change, or to any
employee or employees who request the change.




SECTION
l5. An employee who is no longer able to do satisfactorily the work in his
regular occupational classification because of his mental or physical condition
shall receive either the regular hourly rate he was receiving at the time of his
disability or the regular hourly rate of any occupational classification to
which he may be assigned, the work in which he is then able to do, whichever
rate is higher.




SECTION
16. For the purposes of this Article, each cent per hour shall be construed to
mean forty cents per week for those employees who are paid by the
week.




SECTION
17. Whenever employees are assigned to work on other utilities' properties under
the Utilities Mutual Assistance Program, one and one-half times the regular
hourly rate shall be paid for all hours of travel time or work time provided
such hours otherwise would have been paid at straight time. In addition, such
employees will be paid $25 per day for each day they performed Mutual Assistance
work.





 









5
















SECTION
18. When the travel distance between an employee's home and his temporary work
location is greater than the travel distance between his home and his regular
work location and he is authorized to provide his own transportation, he shall
be paid mileage at a rate determined by the Company for the additional distance
and shall be reimbursed for additional tolls.




SECTION
19. (a) The
regular hourly rate for all Line Group Leaders, Power Delivery Working Leaders,
Line Trouble Shooters, Power Delivery Trouble Shooters, Line Workers First
Class, Power Delivery Construction Specialists, and Power Delivery Splice
Specialists, subject to the Company’s procedures governing the use of rubber
gloves on lines and equipment energized at voltages in excess of 5,000 volts,
shall be increased by a differential in the amount of $2.00 for each hour
paid.




(b) The
regular hourly rate for all Power Delivery Apprentices who have completed 18
months of service as a Power Delivery Apprentice and who have successfully
completed the “Rubber Gloving Training Program” shall be increased by a
differential in the amount $2.00 for each hour paid.




SECTION
20. When employees are assigned to be on call to report for work, if necessary,
outside of their regular daily schedule of hours on a Saturday, Sunday, or
holiday (per Article IV), they shall receive three hours’ pay at their regular
hourly rate for each 24-hour period so assigned. Employees on call on a Monday
through Friday shall receive one and one-half hours’ pay at their regular hourly
rate for each 24-hour period of such assignment. If employees on call are
required to perform work, they will be compensated in accordance with Article
III, in addition to the applicable on-call pay. Once contacted, on-call
employees are expected to arrive at their designated work location within 30-60
minutes of being notified.




SECTION
21. As shown in Exhibit I, Schedule A, the rates of pay for the Weekly and
Hourly Occupational Classifications will be increased as follows:





	
      (a)
	
      Effective
      April 1, 2005:
	
      3.50%
      General Increase

	
      (b)
	
      Effective
      April 2, 2006:
	
      3.75%
      General Increase

	
      (c)
	
      Effective
      April 1, 2007:
	
      3.75%
      General Increase

	
      (d)
	
      Effective
      March 30, 2008:
	
      3.75%
      General Increase

	
      (e)
	
      Effective
      March 29, 2009:
	
      3.50%
      General Increase

	
      (f)
	
      Effective
      April 4, 2010:
	
      3.50%
      General Increase







ARTICLE
III 

Overtime




SECTION
l. One and one-half times the regular hourly rate shall be paid to all employees
for hours worked in excess of forty hours in any one week, exclusive of any
hours worked on a holiday, for which payment is to be made in accordance with
the provisions of Article IV.




SECTION
2. For employees whose regular daily schedule is eight hours or less, one and
one-half times the regular hourly rate shall be paid for hours worked over eight
hours in any one day,








6













exclusive
of any hours worked on a holiday for which payment is to be made in accordance
with the provisions of Article IV.




SECTION
3. Overtime rates of pay shall not be applied more than once to any particular
hour worked.




SECTION
4. An employee required to report for work outside of and not contiguous to his
regularly scheduled work week shall receive a minimum payment equivalent to four
and one-half times his regular hourly rate. An employee called in to work before
the beginning of his regular work day and who is required to stop work less than
two hours immediately preceding his regular work day or who is called in to work
less than two hours immediately following his regular work day shall receive
compensation in such cases based upon continuous time from the beginning of the
overtime period until his regular starting time and from the end of his regular
work day to the time the employee finally stops work, but in no event less than
four and one-half times his regular hourly rate.




The
Company shall continue to assign overtime work as far in advance as is
practicable. If an overtime work assignment, which is outside of and not
contiguous to an employee's regularly scheduled work week, is canceled by less
than twelve hours' notice to the employee prior to the start of the work, he
shall receive two hours' pay at his regular hourly rate.




SECTION
5. For work outside of and not contiguous to the regular schedule of hours, the
Company will either provide a meal or pay a meal allowance of $10.30 ($10.60
effective April 1, 2006; $10.90 effective April 1, 2007; $11.20 effective April
1, 2008; $11.50 effective April 1, 2009; $11.80 effective April 1, 2010) for the
first two consecutive hours of such work assigned with less than twelve hours'
notice, and an additional meal or meal allowance of $10.30 ($10.60 effective
April 1, 2006; $10.90 effective April 1, 2007; $11.20 effective April
1, 2008; $11.50 effective April 1, 2009; $11.80 effective April 1, 2010) for
every five consecutive hours of such work thereafter.




For work
outside of and not contiguous to the regular schedule of hours, the Company will
either provide a meal or pay a meal allowance of $10.30 ($10.60 effective April
1, 2006; $10.90 effective April 1, 2007; $11.20 effective April 1, 2008;
$11.50 effective April 1, 2009; $11.80 effective April 1, 2010) for the first
ten consecutive hours of work assigned with at least twelve hours' notice, and
an additional meal or meal allowance of $10.30 ($10.60 effective April 1, 2006;
$10.90 effective April 1, 2007; $11.20 effective April 1, 2008; $11.50
effective April 1, 2009; $11.80 effective April 1, 2010) for every five
consecutive hours of such work thereafter.




For work
contiguous to the regular daily schedule of hours, the Company will either
provide a meal or pay a meal allowance of $10.30 ($10.60 effective April 1,
2006; $10.90 effective April 1, 2007; $11.20 effective April 1, 2008; $11.50
effective April 1, 2009; $11.80 effective April 1, 2010) for the first two
additional hours of work (provided the employee has worked at least ten
consecutive hours) and an additional meal or meal allowance of $10.30 ($10.60
effective April 1, 2006; $10.90 effective April 1, 2007; $11.20 effective
April 1, 2008; $11.50 effective April 1, 2009; $11.80 effective April 1, 2010)
for every five consecutive hours of work thereafter. 





 









7













One-half
hour paid meal time will be provided to any employee who is entitled to a meal
or a meal allowance under Section 5 and who works at least two hours, either
outside of and not contiguous to the regular schedule of hours, or outside of
and contiguous to the regular daily schedule of hours.




SECTION
6. When an employee, not having at least four hours' notice, is required to work
within the eight-hour period that immediately precedes his regular daily
schedule, and his regular daily schedule of hours starts between 6:00 A.M. and
10:00 A.M., he shall be entitled to a rest period at the beginning of his
regular daily schedule of hours equal to the number of hours worked within the
preceding eight-hour period, with pay at his regular hourly rate. The Company
may permit an employee to take his rest period, if less than eight hours, at any
time during his regular daily schedule of hours. If the employee is required to
work during all or part of such rest period, he shall receive additional pay for
those hours worked, at his regular hourly rate. The provisions of this Section
shall be in place of and not cumulative with the provisions of Article III,
Section 4 and Article III, Section 7; provided, however, the employee may choose
to be paid in accordance with Article III, Section 4 instead of in accordance
with the provisions of this Section, but he may not be paid under both Sections,
and any hours worked within the preceding eight-hour period, which are the basis
for any claim for compensation under this Section, shall not be deemed to be
hours worked for the purpose of Article III, Section 7.




SECTION
7. (a) An employee required to work for an "extended work period,” as
hereinafter defined, shall during such period be entitled to additional pay, as
hereinafter specified, in addition to being paid at his regular hourly rate for
all hours worked during such period. By definition, an employee shall be deemed
to be in an "extended work period" as of any moment if, but only if, he worked
at least l6 hours during the 20 hours immediately preceding such moment. The
additional pay for such period shall be determined as follows:





	 	
      (l)
	
      For
      such of the first 8 hours of such extended work period, he shall be paid
      additional pay at his regular hourly rate.








	 	
      (2)
	
      For
      all hours worked during such extended work period after the first 8 hours
      thereof, he shall be paid additional pay at one and one-half times his
      regular hourly rate. Hours qualifying for payment under the provision of
      this subsection (a)(2) shall not be deemed to be hours worked for the
      purposes of computing overtime payable under the provisions of Article III
      (except that such of those hours as fall within his regularly scheduled
      work week shall be counted in determining the forty hours referred to in
      Section l of Article III) or for the purpose of determining premium pay
      for holiday hours worked under the provisions of Section 3, of Article
      IV.







(b) In
addition, upon the completion of any extended work period, an employee shall be
entitled to a rest period of 8 hours immediately following such extended work
period and shall be paid at his regular hourly rate for such of said 8 hours as
fall within his regular daily schedule of hours. For the purposes of this
subsection (b), the regular daily schedule of hours shall be deemed to apply on
regular days off, holidays, and vacation days.





 









8













SECTION
8. In any week during which a holiday occurs, or in any week during which an
employee is absent due to a bona fide illness, extreme fatigue owing to previous
overtime work, jury duty, or an authorized personal absence for Union business,
hours worked (exclusive of any hours worked on a holiday for which payment is to
be made in accordance with the provisions of Article IV), which would have
qualified under the other provisions of this Agreement for the overtime rate of
one and one-half times the regular hourly rate had such holiday or such absence
not occurred, shall be paid for at such overtime rate.




SECTION
9. The Company will endeavor to distribute overtime work fairly among the
qualified employees, having in mind employees' availability and willingness to
respond promptly to calls for emergency work. Employees who are called in for
emergency work (exclusive of on-call assignments per Article II, Section 20) are
expected to arrive at their designated work location within one hour of being
notified, unless arrangements have been made with supervision.




SECTION
l0. Any employee who works on each of seven consecutive days in any one calendar
week will receive two times his regular hourly rate for all hours worked on his
second scheduled day off during that week, as well as for hours worked beyond
midnight of his second scheduled day if contiguous to hours worked on the second
scheduled day, provided all such hours otherwise would have been paid at one and
one-half times his regular hourly rate.




ARTICLE
IV

Holidays




SECTION
l. The following shall be deemed to be holidays and the word "holiday" as used
herein shall refer only to such holidays:





	
      New
      Year's Day 
	
      Labor
      Day 

	
      Martin
      Luther King's Day
	
      Columbus
      Day 

	
      Washington's
      Birthday
	
      Veterans
      Day

	
      Good
      Friday 
	
      Thanksgiving
      Day 

	
      Memorial
      Day
	
      Friday
      after Thanksgiving

	
      Independence
      Day
	
      Christmas
      Day







When a
holiday falls on Sunday, the following Monday shall be deemed to be the holiday
in its stead, except that, for those employees whose regularly scheduled work
week includes that Sunday, the holiday will be observed on Sunday. When a
holiday falls on Saturday, the preceding Friday shall be deemed to be the
holiday in its stead, except that, for those employees whose regularly scheduled
work week includes that Saturday, the holiday will be observed on
Saturday. 




SECTION
2. Any employee who is not required to work on a holiday shall be paid at his
regular hourly rate for those hours of the holiday which fall within his
regularly scheduled work week.




SECTION
3. (a) In addition to the pay specified in Section 2 of this Article, any
employee who is required to work on a holiday shall be paid at one and one-half
times his regular hourly rate for all holiday hours worked within his regularly
scheduled work week, he shall be paid at twice his regular hourly rate for all
holiday hours worked outside his regularly scheduled work week, and







 






9













he shall
be paid an additional one-half of his regular hourly rate for all holiday hours
worked in excess of eight. Hours worked on a holiday shall not be considered in
computing overtime pay. An employee required to report for work on a holiday
shall receive a minimum payment equivalent to four and one-half times his
regular hourly rate.




(b) Any
employee who is required to work on December 25th shall be paid at twice his
regular hourly rate for all hours worked. 




SECTION
4. Any employee who is regularly scheduled to work eight hours or more per day
on each of two or more Saturdays and/or Sundays per month and who is regularly
scheduled to work on the average forty hours or more per week shall receive pay
at his regular hourly rate for eight hours for each holiday which occurs on his
day of relief, provided that on his last scheduled day before or on his first
scheduled day after the holiday he works his regularly scheduled
hours.




SECTION
5. In the event that a holiday falls during an employee's vacation period, he
shall receive an additional day off at a time that is mutually agreeable to the
Company and the employee and that frequently will not adjoin the regular
vacation period.







ARTICLE
V

Vacations




SECTION
l. During each calendar year the Company will grant vacations with pay as
follows:




(a) Six weeks
to each employee whose period of continuous service as of the end of the
preceding calendar year equaled or exceeded 34 years, for which vacation the
employee will receive the equivalent of 240 times his regular hourly rate,
subject to the provision, however, that the six weeks will not ordinarily be
scheduled in one continuous period.




(b) Five
weeks and four days to each employee (except an employee covered by the
provisions of subsection (a) above) whose period of continuous service as of the
end of the preceding calendar year equaled or exceeded 33 years, for which
vacation the employee will receive the equivalent of 232 times his regular
hourly rate, subject to the provision, however, that the five weeks and four
days will not ordinarily be scheduled in one continuous period.




(c) Five
weeks and three days to each employee (except an employee covered by the
provisions of subsection (a) or (b) above) whose period of continuous service as
of the end of the preceding calendar year equaled or exceeded 32 years, for
which vacation the employee will receive the equivalent of 224 times his regular
hourly rate, subject to the provision, however, that the five weeks and three
days will not ordinarily be scheduled in one continuous period.




(d) Five
weeks and two days to each employee (except an employee covered by the
provisions of subsection (a), (b), or (c) above) whose period of continuous
service as of the end of the preceding calendar year equaled or exceeded 31
years, for which vacation the employee will receive the equivalent of 216 times
his regular hourly rate, subject to the provision, 





 









10













however,
that the five weeks and two days will not ordinarily be scheduled in one
continuous period.




(e) Five
weeks and one day to each employee (except an employee covered by the provisions
of subsection (a), (b), (c), or (d) above) whose period of continuous service as
of the end of the preceding calendar year equaled or exceeded 30 years, for
which vacation the employee will receive the equivalent of 208 times his regular
hourly rate, subject to the provision, however, that the five weeks and one day
will not ordinarily be scheduled in one continuous period.




(f) Five
weeks to each employee (except an employee covered by the provisions of
subsection (a), (b), (c), (d), or (e) above) whose period of continuous service
as of the end of the preceding calendar year equaled or exceeded 24 years, for
which vacation the employee will receive the equivalent of 200 times his regular
hourly rate, subject to the provision, however, that the five weeks will not
ordinarily be scheduled in one continuous period.





	
      (g)
	
      Four
      weeks to each employee (except an employee covered by the provisions of
      subsections (a), (b), (c), (d), (e), or (f) above) whose period of
      continuous service as of the end of the preceding calendar year equaled or
      exceeded l4 years, for which vacation the employee will receive the
      equivalent of l60 times his regular hourly rate, subject to the provision,
      however, that the four weeks will not ordinarily be scheduled in one
      continuous period.








	
      (h)
	
      Three
      weeks to each employee (except an employee covered by the provisions of
      subsections (a), (b), (c), (d), (e), (f), or (g) above) whose period of
      continuous service as of the end of the preceding calendar year equaled or
      exceeded 5 years, for which vacation the employee will receive the
      equivalent of l20 times his regular hourly rate, subject to the provision,
      however, that the three weeks will not ordinarily be scheduled in one
      continuous period.








	
      (i)
	
      Two
      weeks to each employee (except an employee covered by the provisions of
      subsections (a), (b), (c), (d), (e), (f), (g), or (h) above) who is on the
      payroll on or before May l of the preceding calendar year and continuously
      thereafter until the end of the preceding calendar year, for which
      vacation the employee will receive the equivalent of 80 times his regular
      hourly rate.








	
      (j)
	
      One
      week to each employee who was employed after May l but on or before
      November l of the preceding calendar year and who was continuously on the
      payroll thereafter until the end of the preceding calendar year, for which
      vacation the employee will receive the equivalent of 40 times his regular
      hourly rate.








	
      (k)
	
      Except
      for an employee who is entitled to six weeks' vacation pursuant to
      subsection (a) above, one additional week to each employee who is at least
      62 years of age as of the end of the preceding calendar year, for which
      week the employee will receive the equivalent of 40 times his regular
      hourly rate.








 









11













SECTION
2. Consideration will be given where possible to the wishes of the employees in
determining the time of their vacations, but the final decision as to an
employee's vacation period will rest exclusively with the Company.




SECTION
3. If during any calendar year conditions have made it impossible for the
Company to grant to any employee all or part of his vacation, such employee will
receive, in addition to his regular pay, compensation at his regular hourly rate
for such part of the vacation as the Company was unable to grant. In the
alternative, an employee may elect to carry over up to forty hours
of vacation
that the Company could not grant, which must be taken the following calendar
year.

SECTION
4. In the event that the Company finds it necessary to postpone the scheduled
vacation of any employee and is unable to assign him another vacation period
which is suitable to him, he shall receive vacation pay in accordance with the
provisions of Section 3 of this Article.




SECTION
5. In the event any employee is sick at the time his vacation is scheduled to
begin, the Company shall upon request of such employee grant a later vacation
period within the calendar year if it is practicable to do so. If the Company is
unable to grant a later vacation or if such later vacation is not suitable to
the employee, he shall receive vacation pay in accordance with the provisions of
Section 3 of this Article.




SECTION
6. In each calendar year, employees who are on approved sick leave and who have
no available paid sick allowance under Article VI, Section 1, may elect to use
available paid vacation hours in accordance with above Section 1 during the
one-week waiting period, if applicable, under the Company’s Plan for Employees’
Disability Benefits. Employees must complete a form through supervision that
authorizes Payroll to use their available paid vacation hours to convert some or
all of the forty hours of unpaid sick time during the waiting period to paid
sick time.




SECTION
7. In the event an employee is called in from vacation for emergency work, he
shall be paid, in addition to his vacation pay as set forth in Section l of this
Article, twice his regular hourly rate for all hours worked during his vacation,
but in no event shall the employee receive less than the equivalent of eight
hours' pay at his regular hourly rate for each time he is called in for such
emergency work.




SECTION
8. Upon the termination of an employee's services with the Company, voluntarily
or otherwise, he shall be paid any vacation pay not previously paid to him which
would, except for such termination, be payable to him during the then current
calendar year. Upon the death of an employee, any vacation pay payable to him
hereunder shall be mailed to the employee’s last known address.




SECTION
9. If termination is due to retirement, the employee shall also be paid an
amount equivalent to the vacation pay that would, except for such retirement,
have been payable to him during the calendar year immediately following the year
of his retirement, except that it shall be paid pro-rata based on the number of
completed months of employment during the calendar year in which he
retired.




SECTION
10. Notwithstanding any other provision in this Article, a full-time employee
who terminates employment with at least one year of continuous service and who
is subsequently re-








12













employed
by the Company as a full-time employee will be credited with the amount of
employee's pre-break service for the purpose of computing the employee's
vacation eligibility under Section 1 hereof, effective one year after the
employee's rehire.




ARTICLE
VI

Sick
Leave, Funeral Leave, and Leave of Absence




SECTION
l. (a) When any employee is absent from work due to sickness and satisfies the
Company that such absence from work is warranted, the Company will pay such
employee at his regular hourly rate for such hours of absence within his
regularly scheduled work week, subject to the limitation that hours for which
such pay is allowed shall not aggregate more than 40 for any calendar year,
provided, however, that up to 200 hours of unused sick allowance may be
accumulated and will be used before the 40 hours of sick allowance for the
current year. The provisions of this Article shall not affect any Sickness
Disability Benefits to which the employee may be entitled under "The United
Illuminating Company Plan for Employees' Disability Benefits."




Each
calendar year, employees who have accumulated more than 120 hours of unused sick
allowance may elect to sell back to the Company the unused hours in excess of
120 up to the allowed maximum of 200 hours. Employees shall be compensated for
each hour of exchanged sick allowance in an amount equal to one-half times their
regular hourly rate, which would not qualify as pensionable
earnings.




(b)
During each calendar year, with the prior authorization of the supervisor, the
Company will grant to employees who are not shift workers, as defined in Section
1 (c) of this Article, eight hours of personal paid absence in lieu of eight of
the aggregate of forty hours of absence due to sickness in Section 1 (a) of this
Article. Employees must have at least eight hours of unused sick time to take a
paid personal day, which also may be taken in two increments of four hours.
Employees may not accumulate unused personal time from year to
year.




(c)
During each calendar year, with the prior authorization of the supervisor, the
Company will grant to shift workers whose schedule includes an afternoon or
evening start time twenty-four hours of personal paid absence in lieu of
twenty-four of the aggregate of the forty hours of absence due to sickness in
Section 1 (a) of this Article. Employees must have at least twenty-four hours of
unused sick time to take three paid personal days, which also may be taken in
increments of four hours. Employees may not accumulate unused personal time from
year to year.




SECTION
2. (a) When any employee is absent from work due to the death of his spouse (or
domestic partner of record with the Company), child, step child, foster child,
or parent (or step-parent or foster parent in lieu of parent), the Company will
pay such employee at his regular hourly rate for such hours of absence within
his regularly scheduled work week, up to a maximum of 40 hours.




(b) When
any employee is absent from work due to the death of his brother, half-brother,
sister, half-sister, or parent-in-law, the Company will pay such employee at his
regular hourly 








13













rate for
such hours of absence within his regularly scheduled work week, up to a maximum
of 24 hours.




(c) When
any employee is absent from work due to the death of his grandparent or
grandchild, the Company will pay such employee at his regular hourly rate for
such hours of absence within his regularly scheduled work week, up to a maximum
of 8 hours.




(d) When
an employee is absent from work in order to serve as a pallbearer for another
employee, the Company will pay such employee at his regular hourly rate for such
hours of absence within his regularly scheduled work week, up to a maximum of 8
hours.




(e)
Payment under this Section is subject to the Company being satisfied that such
absence is warranted.




SECTION
3. Leaves of absence without pay not to exceed two weeks in any contract year
shall be granted upon the request of the Union, to not more than three members
of the Union, provided the absence of the employees selected by the Union shall
not in the opinion of the Company interfere with the Company's operations or
cause undue hardship to other employees.




SECTION
4. A leave of absence without pay or any other benefits shall be granted upon
the request of the Union to enable not more than one employee to serve as a
Union representative. Upon reinstatement at the termination of the Leave of
Absence, the time spent on the Leave of Absence shall be added to the employee's
Classification Seniority and Company Service for seniority purposes. Such time
shall not be included in his years of service or of employment for any other
purpose, including vacations, pensions, or sickness disability benefits, but the
Leave of Absence shall not constitute a break in "continuous" service so as to
result in a loss of previously accrued years of service or of employment for any
purpose, including vacations, pensions, or sickness disability
benefits.




SECTION
5. When an employee is required to be absent from work to serve as a juror, the
Company will pay such employee the difference between his jury pay and his
regular hourly rate for such hours of absence within his regularly scheduled
work week.




ARTICLE
VII

Hospital,
Medical, Dental and Disability Insurance




SECTION
1. From
April 1, 2005 to December 31, 2005, the Company will make available to employees
the Health Net HMO Plan providing the hospital and medical benefits set forth in
Exhibit V, which is attached hereto and made a part hereof. The Company will pay
87% of the cost of the premiums for such coverage for all employees and their
eligible dependents, if any, and employees shall pay the remaining premium costs
for themselves and their eligible dependents, if any.




SECTION
2. Effective
January 1, 2006, the Company will make available to employees the Health Net
Charter HMO 20/500 Plan providing the hospital and medical benefits set forth in
Exhibit VI, which is attached hereto and made a part hereof. The Company and
employees will 








14













share the
cost of the premiums for such coverage for all employees and their eligible
dependents, if any, as set forth in subsections 2 (a)-(f) below:





	
      (a)
	
      Effective
      January 1, 2006, the Company will pay 87% of the premium costs for
      employees and their eligible dependents, if any. Employees shall pay the
      remaining premium costs for themselves and their eligible
      dependents.








	
      (b)
	
      Effective
      January 1, 2007, the Company will pay 87% of the premium costs for
      employees and their eligible dependents, if any. Employees shall pay the
      remaining premium costs for themselves and their eligible
      dependents.








	
      (c)
	
      Effective
      January 1, 2008, the Company will pay 86.5% of the premium costs for
      employees and their eligible dependents, if any. Employees shall pay the
      remaining premium costs for themselves and their eligible
      dependents.








	
      (d)
	
      Effective
      January 1, 2009, the Company will pay 85% of the premium costs for
      employees and their eligible dependents, if any. Employees shall pay the
      remaining premium costs for themselves and their eligible
      dependents.








	
      (e)
	
      Effective
      January 1, 2010, the Company will pay 84.25% of the premium costs for
      employees and their eligible dependents, if any. Employees shall pay the
      remaining premium costs for themselves and their eligible
      dependents.








	
      (f)
	
      Effective
      January 1, 2011, the Company will pay 83.5% of the premium costs for
      employees and their eligible dependents, if any. Employees shall pay the
      remaining premium costs for themselves and their eligible
      dependents.







SECTION
3.  Effective
January 1, 2006, the Company shall have the right to replace the health
insurance plan described in Section 2 with a substitute plan that provides
benefits comparable to, but not identical to, the overall level of benefits
described on Exhibit VI. For purposes of this section, overall comparability
shall be determined without regard to (a) any changes in the identity of the
carrier, (b) any differences in plan provisions concerning the administration of
benefits and procedures for obtaining reimbursement for services, and (c) any
differences based on a one-for-one comparison of specific benefits in the
substitute plan and those listed on Exhibit VI, it being recognized by the
parties that differences in benefits offered for specific services do not
necessarily render plans materially dissimilar on a comprehensive basis and that
the intent of this section is to ensure only that any substitute plans adopted
by the Company approximate prior plans without a material change in the overall
level of benefits provided to employees and their eligible dependents. The
Company will solicit the input of the Union prior to adopting a substitute plan
under this section, and will allow for Union representation on any committee
formed for the purpose of reviewing the provisions of any substitute plans
considered by the Company.




SECTION
4. During
the term of this Agreement, 





	
      (a)
	
      The
      Company will make available a Comprehensive Dental Expense Plan for all
      employees and their eligible dependents, if any, which plan will provide a
      calendar year 











15













maximum
of $2,500 per person (including orthodontic treatment), a lifetime maximum of
$5,000 per person (excluding orthodontic treatment), a lifetime maximum of
$1,500 per person for orthodontic treatment, and a calendar year deductible of
$75 per covered person. The Company and employees will share the cost of the
premiums for such coverage for all employees and their eligible dependents, if
any, in accordance with the following schedule:

 

From
April 1, 2005 to December 31, 2005, the Company will pay 87% of the cost of the
premiums for employees and their eligible dependents, if any. Employees shall
pay the remaining premium costs for themselves and their eligible
dependents.





	
      
	
      Effective
      January 1, 2006, the Company will pay 87% of the premium costs for
      employees and their eligible dependents, if any. Employees shall pay the
      remaining premium costs for themselves and their eligible
      dependents.







Effective
January 1, 2007, the Company will pay 87% of the premium costs for employees and
their eligible dependents, if any. Employees shall pay the remaining premium
costs for themselves and their eligible dependents.




Effective
January 1, 2008, the Company will pay 86.5% of the premium costs for employees
and their eligible dependents, if any. Employees shall pay the remaining premium
costs for themselves and their eligible dependents.




Effective
January 1, 2009, the Company will pay 85% of the premium costs for employees and
their eligible dependents, if any. Employees shall pay the remaining premium
costs for themselves and their eligible dependents.




Effective
January 1, 2010, the Company will pay 84.25% of the premium costs for employees
and their eligible dependents, if any. Employees shall pay the remaining premium
costs for themselves and their eligible dependents.




Effective
January 1, 2011, the Company will pay 83.5% of the premium costs for employees
and their eligible dependents, if any. Employees shall pay the remaining premium
costs for themselves and their eligible dependents.





	
      (b)
	
      The
      Company will pay the premiums for a Long Term Disability Plan for all
      employees.








	
      (c)
	
      The
      Company shall have the right to replace any of the existing plans in
      Section 4 (a) and (b) with another plan that will provide the same
      benefits. The Company will inform the Union prior to changing an existing
      plan with any other plan.







SECTION
5. Each
employee shall have the option of enrolling in another hospital and medical
benefits plan, if available, in lieu of the plan described in Section 1 or
Section 2 above. If an employee elects such option, and if the cost of the
premiums for such optional coverage is less than the cost of the plan described
in Section 1 or Section 2, the Company will pay 87% of the premium costs (87%
effective January 1, 2006; 87% effective January 1, 2007; 86.5% effective
January 1, 2008; 85% effective January 1, 2009; 84.25% effective January 1,
2010; and 83.5% 








16













effective
January 1, 2011) for such optional coverage for employees and their eligible
dependents, if any. The employee shall pay the remaining premium costs for
himself and his eligible dependents. If the cost of the premiums for such
optional coverage exceeds the cost of the plan described in Section 1 or Section
2, the Company will pay an amount equal to the amount it otherwise would have
paid under Section 1 or Section 2 for such employee and his eligible dependents
had the employee not elected optional coverage, and the employee shall pay 85%
(95% effective January 1, 2009; 100% effective January 1, 2011) of the remaining
premium costs for himself and his eligible dependents. Prior to January 1, 2011,
the Company shall pay the balance of the premium costs for such employee and his
eligible dependents.




Each new
employee shall elect, at the time of hiring, coverage under either the plan
provided in Section 1 (Section 2, effective January 1, 2006) or optional
coverage, to be effective in either event according to the enrollment provisions
of each such coverage.




For other
employees, optional coverage shall become effective only on January 1st of each
year. Each employee shall notify the Company prior to December 1st of the
preceding year of his intention to elect optional coverage. Such optional
coverage shall continue from year to year thereafter unless the employee
notifies the Company prior to December 1st of any year of his intention to
return to the plan provided in Section 1 (Section 2, effective January 1, 2006)
as of January 1st.




SECTION
6. The
employee’s share of the premium costs for the coverage described in Sections 1,
2, 4 (a), and 5 shall be deducted from the employee’s pay on a weekly basis,
provided the Company is in receipt of a written authorization for such purpose
from the employee.




SECTION
7. The
coverages described in Sections 1, 2, 4 (a), and 5 shall be made available to
employees in accordance with and subject to the provisions of the Company’s
“BENEFLEX Plan,” as it may change from time to time.




SECTION
8. The
parties acknowledge that during the parties’ negotiations for a new collective
bargaining agreement, the Union may elect to engage the services of a health
insurance benefits consultant (the “Consultant”) to explore the feasibility of
identifying an alternative health insurance plan, providing alternative benefits
acceptable to the parties, at a cost lower than the cost of the Health Net
Charter HMO 20/500 Plan referenced in Section 2 and any optional plans currently
available under Section 5 (herein the “Alternative Plan”), for both active
employees and retirees commencing January 1, 2006.




Between
the effective date of this Agreement and August 1, 2005, the Company will, upon
request, furnish to a health insurance benefits consultant designated by the
Union, such data as is reasonably necessary and customary for the purpose of
preparing a Request for Proposal (herein the “RFP”) concerning an Alternative
Plan, it being understood that the following conditions shall
apply:





	(1)  	
      The
      Company will provide the Consultant with a letter confirming that the
      Consultant is acting with the Company’s consent in pursuing the RFP.
      However, the Consultant shall not have any authority to act for or on
      behalf of the Company and shall not be an agent of the
      Company.











17

















	(2)  	
      The
      Consultant will not solicit bids from the health insurance carriers that
      are currently providing health insurance to the
Company.





	(3)  	
      The
      Consultant will provide the Company with a signed letter verifying receipt
      of the furnished data and his intent to submit an initial RFP for an
      Alternative Plan.





	(4)  	
      Only
      the Consultant in subsection (3) would be allowed to submit an RFP on
      behalf of the Union.





	(5)  	
      The
      RFP shall require a separate itemization of the cost of an Alternative
      Plan for (a) all bargaining unit employees and all present and future
      bargaining unit retirees, (b) all non-bargaining unit employees and all
      present and future non-bargaining unit retirees, and (c) all employees of
      the Company and all present and future retirees of the
      Company.





	(6)  	
      The
      RFP shall quote the specific brokerage fees that would be payable if the
      Alternative Plan is implemented.





	(7)  	
      The
      Consultant will submit his initial RFP (including proposed rates) by June
      15th of
      any year, with a final RFP and rates due no later than September
      15th of
      the same year.







Based on
the results of the RFP, the Union shall have the right to present to the Company
an Alternative Plan for review and evaluation, together with an offer to
implement the Alternative Plan effective January 1, 2006. If the Union offers to
implement the Alternative Plan on terms such that the projected cost to the
Company of implementing and maintaining the Alternative Plan for bargaining unit
employees, and all present and future bargaining unit retirees, during 2006 is
less than or equal to the cost to the Company of maintaining the health
insurance plans otherwise applicable to such individuals under the Agreement
(and any predecessor agreements) during 2005, then the parties shall negotiate
the implementation of the Alternative Plan (including payment of brokerage
fees), provided that the implementation of the Alternative Plan would not
substantially impact the cost of insurance provided by the Company to
non-bargaining unit employees and non-bargaining unit retirees.




If the
actual cost to the Company (net of the premium cost shares paid by participants)
for the Alternative Plan during 2006, or any succeeding year, is less than the
actual cost to the Company of providing health insurance for the bargaining unit
and bargaining unit retirees (net of the premium cost shares paid by
participants) during 2005, in each case measured on a
cost-per-employee/cost-per-retiree basis, the difference will be rebated to the
bargaining unit on such terms as shall be agreed by the parties.




Unless an
Alternative Plan is implemented in accordance with this Section, the plan
described in Section 2 shall remain in effect. In the event an Alternative Plan
is not implemented in accordance with this Section for 2006, the Union shall
have the right to pursue a second RFP, on the terms described above, with prior
written notification to the Company, for one of the remaining calendar years of
the Agreement, at its option.











18













ARTICLE
VIII

The
United Illuminating Company Pension Plan, KSOP Plan, and

Plan
for Employees' Disability Benefits







SECTION
1. The Company will take such action as may be appropriate to make modifications
to The United Illuminating Company Pension Plan (the “Pension Plan”) as may be
necessary to comply with applicable laws and to obtain the approval of the U.S.
Treasury Department.




SECTION
2. Effective May 16, 2003, the Pension Plan was amended to change the actuarial
reduction for early retirements under Section 4.02 (c) of the Pension Plan from
four-twelfths (4/12) of one percent (i.e., 4% per year) to three-twelfths (3/12)
of one percent (i.e., 3% per year) for each month by which the commencement date
of an employee's pension precedes his fifty-eighth (58th)
birthday.




SECTION
3. The Company shall maintain The United Illuminating Company Plan for
Employees' Disability Benefits.




SECTION
4. The United Illuminating Company 401(k)/ Employee Stock Ownership Plan (the
“KSOP Plan”) was amended to provide as follows:





	 	
      (a)
	
      Commencing
      January 1, 2003, the Company contributes to the KSOP Plan shares of
      Company stock in an amount equal to one percent (1.0%) for each one
      percent (1.0%) of an employee’s gross wages, up to three percent (3.0%) of
      such gross wages, which the employee elects to have withheld from his
      wages and paid into the KSOP Plan, subject to applicable limits under the
      Internal Revenue Code.








	 	
      (b)
	
      Commencing
      January 1, 2003, the Company contributes to the KSOP Plan shares of
      Company stock in an amount equal to one-half of one percent (.50%) for
      each additional one percent (1.0%) of an employee’s gross wages, up to an
      additional two percent (2.0%) of such gross wages, which the employee
      elects to have withheld from his wages and paid into the KSOP Plan,
      subject to applicable limits under the Internal Revenue
    Code.








	 	
      (c)
	
      The
      maximum matching contribution of sub-sections 4 (a) and 4 (b) is four
      percent (4.0%) of an employee’s wages and is in the form of Company
      stock.








	 	
      (d)
	
      Employees
      shall be permitted to contribute to the KSOP Plan up to the maximum dollar
      limit prescribed by law.








	 	
      (e)
	
      Effective
      July 1, 2002, employees who are KSOP Plan participants and who turn age 50
      during the KSOP Plan year shall be eligible to make an additional
      “catch-up” contribution to the KSOP Plan up to the annual limits
      prescribed by law.








	 	
      (f)
	
      Participants
      in the KSOP Plan may elect to diversify up to 40% of the value of their
      Company stock in the KSOP Plan.











19



















 



	 	
      (g)
	
      No
      later than the end of the quarter following the close of the KSOP Plan
      Year, if a participant has contributed the dollar maximum permitted under
      the Internal Revenue Code, but has not received a dollar-for-dollar match
      on his Salary Reduction Contributions up to 3% of Compensation, and $.50
      for each dollar saved on Salary Reduction Contributions between 4% and 5%
      of Compensation (the “Required Matching Contribution”), the Company will
      make an additional Matching Contribution equal to the difference, if any,
      between the Required Matching Contribution and the actual Matching
      Contribution made on behalf of the participant for such KSOP Plan
      Year.









 


	 	
      (h)
	
      Expenses
      associated with the amendment, restatement, and administration of the KSOP
      shall continue to be paid out of funds in the Plan and allocated as
      appropriate to Plan participants.







 



	 	
      (i)
	
      Employees
      hired on or after April 1, 2005 shall not be eligible to participate in
      the Pension Plan and shall not be eligible to participate in any retiree
      medical plan offered by the Company or its affiliates. In lieu of such
      participation, for employees hired on or after April 1, 2005, the Company
      will make an additional cash contribution for each KSOP Plan Year to the
      KSOP Plan equal to 4.0% of total annual compensation (as defined in the
      KSOP Plan) which shall be separately accounted for within the KSOP Plan.
      In lieu of retiree medical plan benefits, the Company will make an
      additional cash contribution equal to $1,000 per KSOP Plan Year, which
      also shall be separately accounted for within the KSOP Plan. These
      contributions will be spread ratably throughout the year with each pay
      period so that in order to be entitled to the full annual contribution,
      employees must participate throughout the entire KSOP Plan Year. Employees
      do not need to contribute to the KSOP Plan in order to receive these
      additional contribution amounts, but they must be enrolled in the KSOP
      Plan. These additional contributions shall be invested in the same manner
      as employees have directed with respect to their other participant
      directed investments under the KSOP Plan. The additional contributions
      provided in this subsection (i) shall be subject to a five- year vesting
      schedule.









	 	
      (j)
	
      Effective
      April 1, 2011, all pay employees receive for unused vacation (in
      accordance with Article V) shall be excluded from the definition of
      compensation on which pension benefits are
based.







ARTICLE
IX

Safety




Management
and the Union will work together to make the Company a leader in the industry
for its safe work performance. To do so, the safety of employees must be an
important shared priority of the parties. No work performed or service provided
is so urgent to prevent taking the necessary time and using the proper equipment
required to be safe. Each and every employee is responsible for and must be
committed to following established safety rules, work practices, and









20













regulations
to ensure his own safety on the job, as well as the safety of his co-workers and
the public we serve.




The
Company will be accountable for providing employees with the training, work
processes, tools and equipment it deems proper and necessary for them to perform
their job duties in a safe and productive manner.




The Union
will have representation from three major work areas on the Company's Central
Safety Steering Committee, which shall include the Union's Safety Officer and
two other bargaining unit employees.




As a
joint sustaining priority, employee safety must be supported by proper ongoing
training, by an active commitment of everyone in our organization, and by a
collective determination to always position employee safety as a cornerstone to
the ongoing success of our business. Rather than being in conflict, employee
work performance and safety must be integrated to achieve effective job results.
Every employee must assume a proactive role by being conscious of and applying
all established safety rules, work practices, and regulations, as well as by
identifying hazards on the job to promote a safe work culture. Employees are
also responsible for properly maintaining and returning Company-provided tools
and equipment.




The
fundamental purpose of the established safety rules is to prevent on-the-job
injuries. Employees need to read, understand, and follow the safety rules, and
they should refer to them to maintain their understanding and safety awareness.
The parties recognize that the established safety rules are subject to revision
based on changes in regulations and the nature of the work, as well as on future
experiences with safety issues. Employees are encouraged to provide information
that could improve the effectiveness of any safety rules or work practices by
following the process developed jointly by the parties.




ARTICLE
X

Seniority




SECTION
l. The selection of employees to fill vacancies in occupational classifications
and to be laid off or rehired shall be in accordance with the principles of
seniority set forth in a certain document entitled "Principles of Seniority,”
which document, having been agreed to by the parties, is attached hereto and
made a part hereof and marked Exhibit II; PROVIDED, HOWEVER, no employee shall
be entitled hereunder to assignment to any occupational classification for which
he is not qualified as hereinafter provided. An employee shall be considered
qualified for assignment to an occupational classification if, (a) he has the
ability and training necessary for the efficient performance of the work called
for therein, (b) his performance has been satisfactory and his attitude
cooperative, and (c) he has no infirmity which would result in such assignment
being dangerous to himself or to others or their property.




SECTION
2. Temporary reassignment of personnel and work to meet emergency conditions
will be made by the Company whenever necessary without consideration of the
“Principles of Seniority.”








21












 

SECTION
3. Not less than 7 days prior to the effective date on which the Company
proposes to promote an employee into or to fill a vacancy in an occupational
classification, within Grades 1B to 8 inclusive or Grades E to M inclusive, for
which the Union is the collective bargaining representative as provided in
Article I, Section l, or to place an employee on trial preparatory to such
promotion, the Company shall post on the bulletin boards of departments affected
the name of the employee and the position for which he has been selected. When
an employee has been passed over for such promotion or trial, either the
employee, or the Union with the employee's written consent, may, at any time
prior to the effective date of such promotion or trial, request that the Company
state in writing its reasons for not selecting him. At least three days prior to
the proposed date of posting, the Company shall notify the appropriate Union
Official of the name of the employee and the position for which he has been
selected. If the Union Official so requests, prior to the posting of the notice,
the Company shall postpone the posting until the seventh day after notification
to the Union Official.




In the
event the Union wishes to protest the selection of such employee for the
promotion or trial under consideration, the Union may submit its protest in
writing as a grievance directly to a Board of Review in accordance with the
provisions of Article XVI, Section 1 (c) at any time prior to the effective date
of such proposed promotion or trial, and said Board of Review shall be convened
not more than five days after the grievance is submitted.




If such
protest is filed by the Union, the employee selected by the Company may be
temporarily assigned to the occupational classification in question pending the
settlement of the grievance.




SECTION
4. If, during the term of this Agreement and pursuant to the provisions of
Paragraph 5 (or pursuant to the provisions of clause (b) of the third from the
last sentence of Paragraph 2) of the above-mentioned "Principles of Seniority",
any full time regular employee hired before May 16, 2002 is demoted or
transferred from his regular occupational classification, as the result of being
excess in such regular occupational classification, to another occupational
classification in a lower grade, then, in such event and subject to the
following limitations and provisions, such employee's new occupational
classification shall, only for the purposes of determining such employee's
regular hourly rate and the scheduled, promotional and temporary assignment
increases for which such employee may be eligible under Sections 3, 5 and 6,
respectively, of Article II hereof and of determining any general increase for
which such employee may be eligible during the term hereof, be treated as though
it were in the grade in which his regular occupational classification
is.




If,
during the term of this Agreement and pursuant to the provisions of Paragraph 5
(or pursuant to the provisions of clause (b) of the third from the last sentence
of Paragraph 2) of the above-mentioned "Principles of Seniority", any full time
regular employee hired after May 15, 2002 is demoted or transferred
from his regular occupational classification, as the result of being excess in
such regular occupational classification, to another occupational classification
in a lower grade, then, in such event and subject to the following limitations
and provisions, such employee thereafter shall continue to be paid at the
regular hourly rate in effect at the time of his demotion
or transfer. The employee shall not be eligible to receive General Increases
under Article XX, Section 2, nor any increases under Article II unless his rate
of pay falls within the range applicable to any occupational classification to
which he is assigned. Eligibility for 








22













temporary
assignment pay under Article II, Section 6 (a) shall be determined by reference
to the grade at which the employee is being paid at the time temporary
assignment is made.





	
      (a)
	
      The
      provisions of this Section 4 shall apply to an employee only so long as he
      is satisfactorily performing the duties of such new occupational
      classification.








	
      (b)
	
      If
      an employee is selected to fill a vacancy in any occupational
      classification for which he had submitted a timely bid at the time of such
      demotion or transfer under the provisions of Paragraph 3 of the
      above-mentioned "Principles of Seniority,” the provisions of this Section
      4 shall not thereafter apply to such employee, except with respect to
      subsequent demotions or transfers covered
hereby.








	
      (c)
	
      If
      an employee, having requested assignment to one of the Company's line
      schools, is selected for such assignment, the provisions of this Section 4
      shall not thereafter apply to such employee, except with respect to
      subsequent demotions or transfers covered
hereby.




 




	
      (d)
	
      An
      employee then receiving the benefits of this Section 4 may be selected,
      without regard to the provisions of Paragraph 2 of the above-mentioned
      "Principles of Seniority,” to fill a vacancy in any occupational
      classification in the grade of such employee's regular occupational
      classification, if such employee has greater Company Service than the
      employee who would otherwise be selected to fill such vacancy, and if he
      is then able to do the work. In the event of such selection, the
      provisions of this Section 4 shall not thereafter apply to such employee,
      except with respect to subsequent demotions or transfers covered
      hereby.











ARTICLE
XI

Management




Except as
otherwise provided in this Agreement, nothing in this Agreement shall be deemed
to limit the Company in any way in the exercise of the regular and customary
functions of management, including, among other things, the direction of the
working forces; the establishment of methods of operation; the promotion and
demotion of employees; the establishment of plans for increased efficiency; the
adoption and maintenance of engineering standards and standards of performance
and quality; the right to hire, suspend or discharge for proper cause; the right
to select or employ supervisory employees, including foremen and their
assistants; the right to transfer or relieve from duty because of lack of work;
the right to determine from time to time the number of hours worked per day and
per week; and the right to establish and enforce rules and regulations
pertaining to personal conduct and deportment of employees. The provisions of
this Article shall not be used arbitrarily or capriciously as to any employee or
for the purpose of discriminating in any manner against the Union or its
members.




ARTICLE
XII

Contracting
Out Work




SECTION
l. The Company will not contract out any work which its employees are capable of
performing by virtue of their work in their respective occupational
classifications, except in cases of emergency, necessity, peaks of work, or
special projects creating a temporary need for








23













substantial
additional manpower and/or equipment, or in those instances when the use of
contractors will increase efficiency, ensure reliability of service, or reduce
costs; and in no event will the Company contract out any work which its
employees are then performing if the contracting out of such work would directly
result in the layoff of the employees performing such work.




SECTION
2. If the Company proposes to contract out any work which its employees are
capable of performing by virtue of their work in their respective occupational
classifications, the Company will notify the Union of the proposed work and will
state its reasons for contracting it out. Such notice will be given either in
advance of the commencement of the work or, in an emergency, within a reasonable
time thereafter.




ARTICLE
XIII

Union
Security




SECTION
l. The Company agrees that those employees who are members of the Union as of
the effective date of this Agreement, or who hereafter become members of the
Union, shall remain members of the Union in good standing as a condition of
employment. An employee shall be deemed to have maintained Union membership in
good standing if he shall have tendered the periodic dues uniformly required as
a condition of acquiring or retaining Union membership.




SECTION
2. Employees may withdraw from membership in the Union during the fifteen-day
period between October 8 and October 22 inclusive in each calendar year
hereafter, and as of October 22 in each calendar year the Union shall furnish
the Company with a notarized list of its members in good standing as of that
date. The Union agrees that neither it nor any of its officers or members will
intimidate or coerce employees into joining the Union or continuing their
membership therein.




SECTION
3. As a condition of employment, all employees hired on or after June 8, l962,
shall, from and after the time of employment on a regular basis, and all
employees who hereafter resign from the Union in accordance with the provisions
of Section 2, shall, from and after the time of resignation, pay to the Union
the amount of dues payable by Union members.




SECTION
4. On October 8 in each calendar year hereafter, the Company shall post upon
Company bulletin boards a notice in the form attached hereto and marked Exhibit
III.




ARTICLE
XIV

Deduction
of Union Dues




SECTION
l. The Company agrees that upon the individual written request of any employee
in the form attached hereto and marked Exhibit IV, it will on the first regular
payday following receipt of such written request and on every regular payday
thereafter deduct such amount as the President of the Union shall from time to
time certify to the Company as being the weekly
dues which have been established as payable in accordance with the Constitution
and By-Laws of the Union, provided such an amount is owing to said employee on
said payday. The President of the Union shall from time to time notify the
Company of the proper amount to be deducted 








24













hereunder
as Union dues of said employee, and shall certify that such deduction has been
authorized in accordance with the Constitution and By-Laws of the
Union.




SECTION
2. The sums of money so deducted shall be paid by the Company,
via check
or wire transfer, to the
Union, whose Treasurer shall
give the Company receipts therefore. It shall be the duty of the Union to
certify to the Company in writing in a manner reasonably satisfactory to the
Company the name and address of said Treasurer and any
changes in that office. Each receipt signed by said Treasurer shall constitute a
complete release and discharge of the Company as to any sums covered in said
receipt.




SECTION
3. All written requests of the employees referred to in Section l of this
Article shall terminate automatically upon the termination of this Agreement,
and any such written request shall be revocable at any time as to future
deductions by written notice by the employee to the Company.




SECTION
4. The Union agrees to indemnify and save harmless the Company for any sums
which the Company is required to pay as the result of a claim that the sums of
money herein referred to have been illegally deducted.




SECTION
5. On or before October l5th of each year, the Company will furnish the Union
with a list of employees for whom it has Dues Deduction Authorization Forms as
of September 30th.




ARTICLE
XV

Bulletin
Boards




The
Company will permit the reasonable use by the Union of the regular bulletin
boards of the Company for the purpose of notifying members of the Union
of:





	1.  	
      Meetings
      of the Union,





	2.  	
      Union
      elections,





	3.  	
      Social,
      educational or recreational affairs of the
Union.







No such
notice shall contain any wording or implication critical of the Company or its
policies or of any other person or organization. Each such notice shall be
submitted to and approved by the Company before being posted.




ARTICLE
XVI

Grievance
Procedure




SECTION 1. During
the life of this Agreement there shall be no strike, slowdown, suspension or
stoppage of work in any part of the Company's operations by employees or any
employee, nor any lockout by the Company in any part of the Company's
operations. Should any differences arise between the Company and the Union or
its members, an earnest effort shall be made to settle such differences in the
following manner, including application of the principles of mutual gains
bargaining at steps (a) and (b):








25














	
      (a)
	
      First,
      within thirty days of the occurrence of the incident leading to the
      difference, between the employee or employees involved and his or their
      immediate supervisor, or between a steward selected by the Union to
      represent the employee or employees and said
supervisor.








	
      (b)
	
      If
      the grievance is not adjusted with the supervisor within seven days, then
      within ten days thereafter the individual employee or group of employees
      may take the matter up directly with the next level of Management as
      designated by the respective Business Area representative on the Company
      Negotiating Committee, or the grievance may be reduced to writing and
      signed by the employee or employees and the appointed steward and then
      taken up by the steward with the same designated level of
      Management.








	
      (c)
	
      If
      the grievance is not adjusted with Management as specified in Section 1
      (b) within three days, then within ten days thereafter either party may
      submit notice of the grievance in writing to a Board of Review composed of
      the respective Business Area representative on the Company Negotiating
      Committee (or an authorized designee), one other member of the Company
      Negotiating Committee, a Labor Relations staff member, and the standing
      members of the Union Negotiating Committee by mailing same in accordance
      with the provisions of Article XIX. Said Board will either finally dispose
      of the matter upon the mutual agreement of the Company and Union
      representatives, or either party may submit it to
    arbitration.








	
      (d)
	
      If
      any grievance involving an interpretation of the meaning of the provisions
      of this Agreement is not adjusted within twelve days after the meeting of
      the Board of Review at which the grievance is submitted, then within
      thirty days thereafter either party may submit such grievance to the
      American Arbitration Association. The American Arbitration Association
      shall appoint a neutral arbitrator in accordance with its then prevailing
      rules governing labor arbitrations. The arbitrator’s decision shall be
      rendered within 90 days after the conclusion of the hearing and the filing
      of briefs, and shall be final and binding. Each party shall pay one-half
      of the fee and expenses of the arbitrator.








	
      (e)
	
      Either
      party may appeal to the Federal Mediation and Conciliation Service for
      mediation and conciliation, but such mediation and conciliation shall not
      be a cause for delay of such arbitration.








	
      (f)
	
      Any
      grievance not taken to the next step within the time limit may be deemed
      to be settled, unless the parties mutually agree in writing to extend the
      time limit for a particular step.








	
      (g)
	
      In
      determining the time limits herein, Saturdays, Sundays and holidays shall
      be excluded.







SECTION
2. The Union shall have the right to submit a grievance involving suspension,
layoff, or discharge directly to a Board of Review in accordance with the
provisions of Section 1 (c) and said Board of Review shall be convened not more
than five days after the grievance is submitted.




SECTION
3. The question of whether or not the Company shall pay the employee back pay
for the period covered by such suspension, discipline, layoff or discharge if
such suspension,








26













discipline,
layoff or discharge shall ultimately be held to have been wrongful may be
considered as part of the grievance.




SECTION
4. When considering an employee's prior record for the purpose of determining
the penalty to be applied in a current disciplinary action, any previous offense
more than three years old shall be ignored if it did not result in disciplinary
suspension, and the weight to be accorded any other previous offense shall
depend on the remoteness of such other offense and on the nature of the
employee's record since then.




ARTICLE
XVII

Equal
Employment Opportunity




SECTION
l. The Company and the Union endorse the principles and objectives of the state
and federal equal employment opportunity laws. Both the Company and the Union
will cooperate affirmatively to ensure that the terms and conditions of this
Agreement will be administered without discrimination in regard to race, color,
religious creed, age, sex, national origin, ancestry, marital status, sexual
orientation, disability, and veteran status. The Company and the Union will also
provide reasonable accommodations for qualified employees with a disability in
accordance with applicable law.




SECTION
2. There shall be an Equal Employment Opportunity Committee consisting of two
representatives of the bargaining unit designated by the Union and two
representatives of the Company designated by the Company. The Committee shall
meet periodically as needed (but not less than twice each year) to discuss the
administration of the Agreement pursuant to Section l above. In addition, the
Committee shall meet at the request of a bargaining unit employee who believes
that he has been the subject of discrimination prohibited under Section 1. If
the Committee, after meeting with the employee, believes further consideration
of the complaint is warranted, it shall refer the matter to appropriate Company
officials for investigation. Nothing in this Section 2 shall alter or limit the
rights of the employee under the Grievance Procedure, Article XVI.




ARTICLE
XVIII

Governmental
Regulations




If any
provision of this Agreement shall be rendered invalid by operation of law, the
remainder of this Agreement shall remain in full force and effect.




ARTICLE
XIX

Notices
and Certifications




All
notices and certifications shall be deemed to have been fully and completely
served or made by the Company when sent by registered mail addressed to Moses A.
Rams, President, Local 470-l of the Utility Workers Union of America, AFL-CIO,
P.O. Box 1497, New Haven, Connecticut 06506, and by the Union when sent by
registered mail to William J. Manniel, Director of Employee Relations, The
United Illuminating Company, P.O. Box 1564, New Haven, Connecticut 06506-0901,
unless either party hereto shall have substituted by written notice a different
name or address at least five days before any such notice or certification is
mailed.








27
















ARTICLE
XX

Duration
of Agreement




SECTION
l. This Agreement shall be effective as of April 1, 2005. It shall remain in
effect through May l5, 2011, and shall thereafter be renewed automatically for
yearly periods from year to year until canceled in accordance with the
provisions of Section 3 of this Article.




SECTION
2. All General Increases provided for in this Agreement shall be effective on
the Sunday nearest the effective date of this Agreement or the anniversary
thereof, as set forth in Exhibit I, Schedule A, and all General Increases
provided for in any successor agreement shall be effective on the Sunday nearest
the effective date of such successor agreement or the anniversary thereof,
regardless of whether the nearest Sunday precedes or follows the effective date
of any such successor agreement or the anniversary thereof.




SECTION
3. At least sixty days but not more than seventy days before each annual renewal
date commencing May l6, 2011, either party shall submit to the other party in
writing notice of its desire to terminate or modify this Agreement, together
with any
proposed amendments or revisions to this Agreement. Not later than forty-five,
nor more than sixty days prior to said renewal date, representatives of the
Company and the Union shall meet to consider such proposed amendments or
revisions. In the absence of such notification of cancellation, this Agreement
shall be automatically renewed for yearly periods from year to year with such
changes and amendments, if any, as have been agreed upon prior to the last date
on which notice of cancellation of this Agreement could have been
given.




SECTION
4. (a) In the event of a consolidation or merger, or in the event of the sale of
the Company's operations, the Company shall require any successor corporation or
purchaser to assume the terms and conditions of this Agreement with respect to
all of the employees of the Company who are in the bargaining unit at the time
of such consolidation, merger or sale.



(b)
Effective May 16, 2002, in the
event of a sale of a significant part of the Company’s operations, the Company
agrees that it will require the purchaser of such operations to offer employment
to all affected employees.




Employees
who do not accept such employment and who, after being assigned to the
Company-wide pool, are laid off by the Company, and other employees who are laid
off by the Company as a result of the sale, shall receive severance payments in
an amount equal to one year’s pay (i.e., 2080 hours’ pay at their regular hourly
rate or 52 weeks’ pay at their regular weekly rate). These payments shall be in
lieu of the severance payments set forth in Exhibit II for Article
X.








28
















IN
WITNESS WHEREOF, the parties have executed this Agreement at New Haven,
Connecticut, this 3rd day of May, 2005.




LOCAL
470-l OF THE UTILITY WORKERS UNION OF AMERICA, AFL-CIO





	
      By:
	
      Moses
      A. Rams, President

	 	 
	 	
      Beverly
      E. Gibson, Executive
      Vice President

	 	 
	
      Attest:
	
      Joseph
      F. Sammarco, Vice
      President - Electric System

	 	 
	 	
      Joseph
      G. Dwyer, Chief
      Steward

	 	 
	 	
      Heidi
      A. Marganski, Recording
      Secretary

	 	 
	
      Approved:
	
      John
      F. Holland, Jr., Region
      1 Director, UWUA, AFL-CIO

	 	 






THE
UNITED ILLUMINATING COMPANY





	
      By:
	
      William
      J. Manniel, Director
      of Employee Relations

	 	 
	 	
      Richard
      J. Nicholas, Vice
      President Finance & CFO

	 	 
	 	
      Richard
      J. Reed, Vice
      President Electric System

	 	 
	 	
      Donna
      L. Rogers, Director
      Customer Operations

	 	 
	 	
      Joseph
      D. Thomas, Associate
      Vice President Client Fulfillment











29

















	
       
	
      EXHIBIT
      I
	
       

	
       
	
      SCHEDULE
      A
	
       

	
       
	
      Effective
      April 1, 2005
	
       

	
       
	
       
	
       

	
       
	
      WEEKLY
      RATES OF PAY FOR
	
       

	
       
	
      OCCUPATIONAL
      CLASSIFICATIONS
	
       

	
       
	
       
	
       

	
      Grade
	
      Minimum
	
      Maximum

	
      
	
      
	
      

	
      A
	
      $425.60
      
	
      $525.60
      

	
      B
	
      $432.40
      
	
      $556.00
      

	
      C
	
      $508.00
      
	
      $595.20
      

	
      D
	
      $593.60
      
	
      $682.80
      

	
      E
	
      $640.40
      
	
      $737.20
      

	
      F
	
      $682.00
      
	
      $778.80
      

	
      G
	
      $730.80
      
	
      $836.40
      

	
      H
	
      $779.60
      
	
      $888.00
      

	
      I
	
      $837.20
      
	
      $949.20
      

	
      J
	
      $894.00
      
	
      $1,010.40
      

	
      K
	
      $972.80
      
	
      $1,098.00
      

	
      L
	
      $1,045.20
      
	
      $1,194.80
      

	
      M
	
      $1,137.20
      
	
      $1,300.80
      

	
       
	
       
	
       

	
       
	
       
	
       

	
       
	
      HOURLY
      RATES OF PAY FOR 
	
       

	
       
	
      OCCUPATIONAL
      CLASSIFICATIONS
	
       

	
       
	
       
	
       

	
      Grade
	
      Minimum
	
      Maximum

	
      
	
      
	
      

	
      13
      
	
      $14.30
      
	
      $18.09
      

	
      12
      
	
      $14.65
      
	
      $18.55
      

	
      11
      
	
      $15.04
      
	
      $19.03
      

	
      10
      
	
      $15.58
      
	
      $19.64
      

	
      9
      
	
      $16.20
      
	
      $20.45
      

	
      8
      
	
      $18.69
      
	
      $21.29
      

	
      7
      
	
      $19.56
      
	
      $22.27
      

	
      6
      
	
      $20.70
      
	
      $23.43
      

	
      5
      
	
      $21.81
      
	
      $24.67
      

	
      4
      
	
      $23.13
      
	
      $25.98
      

	
      3
      
	
      $24.36
      
	
      $27.32
      

	
      2
      
	
      $25.27
      
	
      $28.33
      

	
      1
      
	
      $26.24
      
	
      $29.28
      

	
      1A
	
      $26.85
      
	
      $30.68
      

	
      1B
	
      $28.12
      
	
      $32.17
      




 







30












 



	
       
	
      EXHIBIT
      I
	
       

	
       
	
      SCHEDULE
      A
	
       

	
       
	
      Effective
      April 2, 2006
	
       

	
       
	
       
	
       

	
       
	
      WEEKLY
      RATES OF PAY FOR
	
       

	
       
	
      OCCUPATIONAL
      CLASSIFICATIONS
	
       

	
       
	
       
	
       

	
      Grade
	
      Minimum
	
      Maximum

	
      A
	
      $441.60
      
	
      $545.20
      

	
      B
	
      $448.80
      
	
      $576.80
      

	
      C
	
      $527.20
      
	
      $617.60
      

	
      D
	
      $616.00
      
	
      $708.40
      

	
      E
	
      $664.40
      
	
      $764.80
      

	
      F
	
      $707.60
      
	
      $808.00
      

	
      G
	
      $758.40
      
	
      $867.60
      

	
      H
	
      $808.80
      
	
      $921.20
      

	
      I
	
      $868.40
      
	
      $984.80
      

	
      J
	
      $927.60
      
	
      $1,048.40
      

	
      K
	
      $1,009.20
      
	
      $1,139.20
      

	
      L
	
      $1,084.40
      
	
      $1,239.60
      

	
      M
	
      $1,180.00
      
	
      $1,349.60
      

	
       
	
       
	
       

	
       
	
       
	
       

	
       
	
      HOURLY
      RATES OF PAY FOR 
	
       

	
       
	
      OCCUPATIONAL
      CLASSIFICATIONS
	
       

	
       
	
       
	
       

	
      Grade
	
      Minimum
	
      Maximum

	
      13
      
	
      $14.84
      
	
      $18.77
      

	
      12
      
	
      $15.20
      
	
      $19.25
      

	
      11
      
	
      $15.60
      
	
      $19.74
      

	
      10
      
	
      $16.16
      
	
      $20.38
      

	
      9
      
	
      $16.81
      
	
      $21.22
      

	
      8
      
	
      $19.39
      
	
      $22.09
      

	
      7
      
	
      $20.29
      
	
      $23.11
      

	
      6
      
	
      $21.48
      
	
      $24.31
      

	
      5
      
	
      $22.63
      
	
      $25.60
      

	
      4
      
	
      $24.00
      
	
      $26.95
      

	
      3
      
	
      $25.27
      
	
      $28.34
      

	
      2
      
	
      $26.22
      
	
      $29.39
      

	
      1
      
	
      $27.22
      
	
      $30.38
      

	
      1A
	
      $27.86
      
	
      $31.83
      

	
      1B
	
      $29.17
      
	
      $33.38
      




 







31












 



	
       
	
       
	
       

	
       
	
      EXHIBIT
      I
	
       

	
       
	
      SCHEDULE
      A
	
       

	
       
	
      Effective
      April 1, 2007
	
       

	
       
	
       
	
       

	
       
	
      WEEKLY
      RATES OF PAY FOR
	
       

	
       
	
      OCCUPATIONAL
      CLASSIFICATIONS
	
       

	
       
	
       
	
       

	
      Grade
	
      Minimum
	
      Maximum

	
      
	
      
	
      

	
      A
	
      $458.00
      
	
      $565.60
      

	
      B
	
      $465.60
      
	
      $598.40
      

	
      C
	
      $546.80
      
	
      $640.80
      

	
      D
	
      $639.20
      
	
      $734.80
      

	
      E
	
      $689.20
      
	
      $793.60
      

	
      F
	
      $734.00
      
	
      $838.40
      

	
      G
	
      $786.80
      
	
      $900.00
      

	
      H
	
      $839.20
      
	
      $955.60
      

	
      I
	
      $900.80
      
	
      $1,021.60
      

	
      J
	
      $962.40
      
	
      $1,087.60
      

	
      K
	
      $1,047.20
      
	
      $1,182.00
      

	
      L
	
      $1,125.20
      
	
      $1,286.00
      

	
      M
	
      $1,224.40
      
	
      $1,400.40
      

	
       
	
       
	
       

	
       
	
       
	
       

	
       
	
      HOURLY
      RATES OF PAY FOR 
	
       

	
       
	
      OCCUPATIONAL
      CLASSIFICATIONS
	
       

	
       
	
       
	
       

	
      Grade
	
      Minimum
	
      Maximum

	
      
	
      
	
      

	
      13
      
	
      $15.40
      
	
      $19.47
      

	
      12
      
	
      $15.77
      
	
      $19.97
      

	
      11
      
	
      $16.19
      
	
      $20.48
      

	
      10
      
	
      $16.77
      
	
      $21.14
      

	
      9
      
	
      $17.44
      
	
      $22.02
      

	
      8
      
	
      $20.12
      
	
      $22.92
      

	
      7
      
	
      $21.05
      
	
      $23.98
      

	
      6
      
	
      $22.29
      
	
      $25.22
      

	
      5
      
	
      $23.48
      
	
      $26.56
      

	
      4
      
	
      $24.90
      
	
      $27.96
      

	
      3
      
	
      $26.22
      
	
      $29.40
      

	
      2
      
	
      $27.20
      
	
      $30.49
      

	
      1
      
	
      $28.24
      
	
      $31.52
      

	
      1A
	
      $28.90
      
	
      $33.02
      

	
      1B
	
      $30.26
      
	
      $34.63
      




 







32












 


	
       
	
      EXHIBIT
      I
	
       

	
       
	
      SCHEDULE
      A
	
       

	
       
	
      Effective
      March 30, 2008
	
       

	
       
	
       
	
       

	
       
	
      WEEKLY
      RATES OF PAY FOR
	
       

	
       
	
      OCCUPATIONAL
      CLASSIFICATIONS
	
       

	
       
	
       
	
       

	
      Grade
	
      Minimum
	
      Maximum

	
      
	
      
	
      

	
      A
	
      $475.20
      
	
      $586.80
      

	
      B
	
      $483.20
      
	
      $620.80
      

	
      C
	
      $567.20
      
	
      $664.80
      

	
      D
	
      $663.20
      
	
      $762.40
      

	
      E
	
      $715.20
      
	
      $823.20
      

	
      F
	
      $761.60
      
	
      $870.00
      

	
      G
	
      $816.40
      
	
      $933.60
      

	
      H
	
      $870.80
      
	
      $991.60
      

	
      I
	
      $934.40
      
	
      $1,060.00
      

	
      J
	
      $998.40
      
	
      $1,128.40
      

	
      K
	
      $1,086.40
      
	
      $1,226.40
      

	
      L
	
      $1,167.20
      
	
      $1,334.40
      

	
      M
	
      $1,270.40
      
	
      $1,452.80
      

	
       
	
       
	
       

	
       
	
       
	
       

	
       
	
      HOURLY
      RATES OF PAY FOR 
	
       

	
       
	
      OCCUPATIONAL
      CLASSIFICATIONS
	
       

	
       
	
       
	
       

	
      Grade
	
      Minimum
	
      Maximum

	
      
	
      
	
      

	
      13
      
	
      $15.98
      
	
      $20.20
      

	
      12
      
	
      $16.36
      
	
      $20.72
      

	
      11
      
	
      $16.80
      
	
      $21.25
      

	
      10
      
	
      $17.40
      
	
      $21.93
      

	
      9
      
	
      $18.09
      
	
      $22.85
      

	
      8
      
	
      $20.87
      
	
      $23.78
      

	
      7
      
	
      $21.84
      
	
      $24.88
      

	
      6
      
	
      $23.13
      
	
      $26.17
      

	
      5
      
	
      $24.36
      
	
      $27.56
      

	
      4
      
	
      $25.83
      
	
      $29.01
      

	
      3
      
	
      $27.20
      
	
      $30.50
      

	
      2
      
	
      $28.22
      
	
      $31.63
      

	
      1
      
	
      $29.30
      
	
      $32.70
      

	
      1A
	
      $29.98
      
	
      $34.26
      

	
      1B
	
      $31.39
      
	
      $35.93
      




 







33












 


	
       
	
      EXHIBIT
      I
	
       

	
       
	
      SCHEDULE
      A
	
       

	
       
	
      Effective
      March 29, 2009
	
       

	
       
	
       
	
       

	
       
	
      WEEKLY
      RATES OF PAY FOR
	
       

	
       
	
      OCCUPATIONAL
      CLASSIFICATIONS
	
       

	
       
	
       
	
       

	
      Grade
	
      Minimum
	
      Maximum

	
      
	
      
	
      

	
      A
	
      $492.00
      
	
      $607.20
      

	
      B
	
      $500.00
      
	
      $642.40
      

	
      C
	
      $587.20
      
	
      $688.00
      

	
      D
	
      $686.40
      
	
      $789.20
      

	
      E
	
      $740.40
      
	
      $852.00
      

	
      F
	
      $788.40
      
	
      $900.40
      

	
      G
	
      $844.80
      
	
      $966.40
      

	
      H
	
      $901.20
      
	
      $1,026.40
      

	
      I
	
      $967.20
      
	
      $1,097.20
      

	
      J
	
      $1,033.20
      
	
      $1,168.00
      

	
      K
	
      $1,124.40
      
	
      $1,269.20
      

	
      L
	
      $1,208.00
      
	
      $1,381.20
      

	
      M
	
      $1,314.80
      
	
      $1,503.60
      

	
       
	
       
	
       

	
       
	
       
	
       

	
       
	
      HOURLY
      RATES OF PAY FOR 
	
       

	
       
	
      OCCUPATIONAL
      CLASSIFICATIONS
	
       

	
       
	
       
	
       

	
      Grade
	
      Minimum
	
      Maximum

	
      
	
      
	
      

	
      13
      
	
      $16.54
      
	
      $20.91
      

	
      12
      
	
      $16.93
      
	
      $21.45
      

	
      11
      
	
      $17.39
      
	
      $21.99
      

	
      10
      
	
      $18.01
      
	
      $22.70
      

	
      9
      
	
      $18.72
      
	
      $23.65
      

	
      8
      
	
      $21.60
      
	
      $24.61
      

	
      7
      
	
      $22.60
      
	
      $25.75
      

	
      6
      
	
      $23.94
      
	
      $27.09
      

	
      5
      
	
      $25.21
      
	
      $28.52
      

	
      4
      
	
      $26.73
      
	
      $30.03
      

	
      3
      
	
      $28.15
      
	
      $31.57
      

	
      2
      
	
      $29.21
      
	
      $32.74
      

	
      1
      
	
      $30.33
      
	
      $33.84
      

	
      1A
	
      $31.03
      
	
      $35.46
      

	
      1B
	
      $32.49
      
	
      $37.19
      




 







34












 


	 	 	 
	 	
      EXHIBIT
      I
	 
	 	
      SCHEDULE
      A
	 
	 	
      Effective
      April 4, 2010
	 
	 	 	 
	 	
      WEEKLY
      RATES OF PAY FOR
	 
	 	
      OCCUPATIONAL
      CLASSIFICATIONS
	 
	 	 	
       

	
      Grade
	
      Minimum
	
      Maximum

			
	
      A
	
      $509.20
      
	
      $628.40
      

	
      B
	
      $517.60
      
	
      $664.80
      

	
      C
	
      $607.60
      
	
      $712.00
      

	
      D
	
      $710.40
      
	
      $816.80
      

	
      E
	
      $766.40
      
	
      $882.00
      

	
      F
	
      $816.00
      
	
      $932.00
      

	
      G
	
      $874.40
      
	
      $1,000.40
      

	
      H
	
      $932.80
      
	
      $1,062.40
      

	
      I
	
      $1,001.20
      
	
      $1,135.60
      

	
      J
	
      $1,069.20
      
	
      $1,208.80
      

	
      K
	
      $1,163.60
      
	
      $1,313.60
      

	
      L
	
      $1,250.40
      
	
      $1,429.60
      

	
      M
	
      $1,360.80
      
	
      $1,556.40
      

	 	 	 
	 	 	 
	 	
      HOURLY
      RATES OF PAY FOR 
	 
	 	
      OCCUPATIONAL
      CLASSIFICATIONS
	 
	 	 	
       

	
      Grade
	
      Minimum
	
      Maximum

			
	
      13
      
	
      $17.12
      
	
      $21.64
      

	
      12
      
	
      $17.52
      
	
      $22.20
      

	
      11
      
	
      $18.00
      
	
      $22.76
      

	
      10
      
	
      $18.64
      
	
      $23.49
      

	
      9
      
	
      $19.38
      
	
      $24.48
      

	
      8
      
	
      $22.36
      
	
      $25.47
      

	
      7
      
	
      $23.39
      
	
      $26.65
      

	
      6
      
	
      $24.78
      
	
      $28.04
      

	
      5
      
	
      $26.09
      
	
      $29.52
      

	
      4
      
	
      $27.67
      
	
      $31.08
      

	
      3
      
	
      $29.14
      
	
      $32.67
      

	
      2
      
	
      $30.23
      
	
      $33.89
      

	
      1
      
	
      $31.39
      
	
      $35.02
      

	
      1A
	
      $32.12
      
	
      $36.70
      

	
      1B
	
      $33.63
      
	
      $38.49
      














35













EXHIBIT
I

SCHEDULE
B

OCCUPATIONAL
CLASSIFICATIONS





	
      Occupational
      Title

       
	
      Code
      No. & Grade

       

		







	
      Administrative
      Clerk
	
      1672
      - G

	
      Administrative
      Clerk I
	
      1678
      - D

	
      Administrative
      Clerk II
	
      1675
      - E

	
      Administrative
      Relief Clerk
	
      8123
      - J

	
      Administrative
      Transmission & Substation Clerk
	
      8125
      - I

	
      Administrative
      Working Leader
	
      1282
      - L

	
      Bill
      Analyst Working Leader
	
      2017
      - K

	
      Building
      Services Working Leader
	
      3767
      - 4

	
      Cable
      Splicer First Class
	
      7940
      - 2

	
      Chief
      Mechanic
	
      762l
      - 2

	
      Clerical
      Assistant
	
      2004
      - C

	
      Clerk
      -- Customer Accounts Receivable
	
      2014
      - G

	
      Client
      Relations Center Associate “A”
	
      1338
      - J

	
      Client
      Relations Center Associate “A” (Bilingual) 
	
      1339
      - J

	
      Client
      Relations Center Associate “B”
	
      7292
      - H

	
      Client
      Relations Center Associate “B” (Bilingual)
	
      7296
      - H

	
      Client
      Relations Center Working Leader
	
      1336
      - K

	
      Client
      Relations Center Working Leader (Bilingual)
	
      1337
      - K

	
      Collections
      Administrative Representative
	
      1981
      - I

	
      Collections
      Administrative Representative (Bilingual)
	
      1982-
      I

	
      Collections
      Field Tech II
	
      1341
      - 6

	
      Collections
      Field Tech I
	
      1340
      - 3

	
      Cost
      Analyst
	
      3255
      - J

	
      Customer
      Electrician
	
      8406
      - 2

	
      Drafter
	
      4865
      - J

	
      Electric
      System Maintenance Worker
	
      8636
      - 4

	
      Field
      Tech 
	
      8380
      - 3

	
      Field
      Tech II
	
      1342-
      4

	
      Field
      Tech III
	
      1343
      - 6

	
      Garage
      Attendant
	
      7690
      -12

	
      Garage
      Mechanic First Class
	
      7650
      - 3

	
      Garage
      Mechanic Helper
	
      7670
      - 9

	
      Garage
      Mechanic Second Class
	
      7660
      - 6

	
      Garage
      Parts & Repair Mechanic
	
      1326
      - 6

	
      GIS
      Assistant I
	
      4786
      - H

	
      GIS
      Assistant II
	
      4787
      - I

	
      Glove
      Lab Technician
	
      1327-9

	
      Ground
      Level Facility Inspector
	
      8407
      - 8

	
      Junior
      Drafter
	
      4880
      - H

	
      Junior
      Field Technician I.
	
      4940
      - H

	
      Junior
      Field Technician II
	
      4980
      - I











36












 

 


	
      Occupational
      Title

       
	
      Code
      No. & Grade

       

		


 



	
      Line
      Group Leader

       
	
      1329
      - 1B

       

		
	
      Line
      Trouble Shooter
	
      1331
      - 1A

		
	
      Line
      Worker First Class
	
      1332
      - 1

		
	
      Logistics
      Specialist "A"
	
      3540
      - 5

		
	
      Logistics
      Specialist "B"
	
      3660
      - 8

		
	
      Logistics
      Working Leader.
	
      3535
      - K

		
	
      Meter/Equipment
      Stager
	
      8410
      - 9

		
	
      Meter
      Lab Tech
	
      8420
      - 6

		
	
      Office
      Maintenance Helper 
	
      1345
      - 10

		
	
      Office
      Maintenance Specialist
	
      1344
      - 8

		
	
      Power
      Delivery Apprentice
	
      7776
      - 5

		
	
      Power
      Delivery Construction Specialist
	
      1320
      - 1

		
	
      Power
      Delivery Equipment Specialist
	
      7935
      - 5

		
	
      Power
      Delivery Equipment Specialist Helper
	
      7930
      - 9

		
	
      Power
      Delivery Helper
	
      7779
      - 9

		
	
      Power
      Delivery Splice Specialist
	
      7774
      - 2

		
	
      Power
      Delivery Trouble Shooter 
	
      1330
      - 1A

		
	
      Power
      Delivery Working Leader
	
      1328
      - 1B

		
	
      Residential
      Collections Representative
	
      1971
      - H

		
	
      Residential
      Collections Representative (Bilingual)
	
      1973
      - H

		
	
      Revenue
      Control Clerk
	
      1995
      - H

		
	
      Revenue
      Control Working Leader
	
      1996
      - J

		
	
      Senior
      Administrative Clerk
	
      1325
      - I

		
	
      Senior
      Drafter
	
      4851
      - K

		
	
      Senior
      Residential Collections Representative
	
      1972
      - I

		
	
      Senior
      Residential Collections Representative (Bilingual)
	
      1974
      - I

		
	
      Sourcing
      Support Specialist "A"
	
      3530
      - I

		
	
      Sourcing
      Support Specialist "B"
	
      3529
      - F

		
	
      Special
      Bill Analyst.
	
      2015
      - G

		
	
      Special
      Bill Analyst Senior
	
      2016
      - I

		
	
      Standard
      Field Working Leader
	
      8385
      - 2

		
	
      Standard
      Resource Support Associate
	
      1324
      - I

		
	
      Substation
      Electrician - Construction & Maintenance
	
      1334
      - 1A

		
	
      Substation
      Electrician First Class
	
      1322
      - 3

		
	
      Substation
      Electrician Helper
	
      1323
      - 9

		
	
      Substation
      Electrician Second Class
	
      8190
      - 5

		
	
      Substation
      Electrician Specialist
	
      1333
      - 1B

		
	
      Substation
      Electrician Third Class
	
      1335
      - 7

		
	
      Substation
      Utility Worker
	
      8635
      - 6

		
	
      Telephone
      Operator
	
      7380
      - E

		
	
      Underground
      Inspector
	
      7925
      - 6

		
	
      Underground
      Working Leader
	
      7970
      - 2

		










37













EXHIBIT
II FOR ARTICLE X

Principles
of Seniority




Pursuant
to the provisions of Section l of Article X of the current Agreement between the
Company and the Union, and subject to the proviso therein stated, the following
principles of seniority shall apply:




l. Each
full-time regular and each full-time temporary employee covered by said
Agreement, upon completion of his probationary period, shall accumulate
seniority of the following types:





	
      (a)
	
      Classification
      Seniority based on the employee's service in his current occupational
      classification.








	
      (b)
	
      Company
      Service based on the employee's service with the
  Company.







2.
Sequences of Promotion are hereby established as set forth in certain charts
attached hereto, made a part hereof and hereinafter referred to as "said
charts.” In selecting an employee to fill a vacancy in any occupational
classification, the principle of seniority to be applied is as
follows:





	
      (a)
	
      In
      filling a vacancy in an occupational classification forming a part of a
      Sequence of Promotion, other than the lowest rated occupational
      classification in such Sequence of Promotion:









	 	
      (i)
      
	
      Employees
      assigned to the same occupational classification elsewhere in the Company
      shall, upon request, receive first consideration for filling such vacancy,
      on the basis of Classification Seniority.




 


		
      (ii)
      
	
      Employees
      assigned to the occupational classification immediately preceding it in
       such
      Sequence of Promotion shall receive second consideration for filling such
       vacancy,
      on the basis of Classification Seniority








 


		
      (iii)
      
	
      Once
      all current employees have been considered for filling such vacancy in
      accordance with (i) and (ii) above, a qualified individual may be hired to
      fill the open occupational classification. To be considered qualified
      under Article X XI,
      Section 1, the individual must meet all requirements of the classification
      as of the date of hire, which, for a classification in a time-and-merit
      Sequence of Promotion, would include the documented equivalent level and
      length of experience required for the classification, as well as the
      satisfactory completion of all tasks and/or work orders specified in the
      respective time-and-merit training
manual.




 







Within
forty-five calendar days of an employee being selected to fill a vacancy, which
may extend to sixty days in extenuating circumstances, the individual will
be released
from his current occupational classification to occupy the vacant one. If the
foregoing forty-five day period is extended,
the employee shall receive any increase in his rate of pay to which he may be
entitled under Article II, Section 5 upon the expiration of the forty-five day
period. Such increase 








38













in pay
shall not be construed to reduce the length of any trial period applicable to
the employee under Article II, Section 5 (b).





	
      (b)
	
      In
      filling a vacancy in the lowest rated classification in any Sequence of
      Promotion or in any occupational classification not forming a part of a
      Sequence of Promotion:







(i) Employees
assigned to the same occupational classification elsewhere in the Company shall,
upon request, receive first consideration for filling such vacancy, on the basis
of Classification Seniority.




(ii) Employees
assigned to the Company-wide Pool and employees who have submitted a timely bid
for such occupational classification shall receive second consideration for
filling such vacancy, on the basis of Company Service.




For
purposes of this Paragraph 2, each laid-off employee shall be considered as
having submitted a timely bid for each occupational classification in which a
vacancy occurs while he is laid off. 




In the
case of any employee who (a) is no longer able to do satisfactorily the work in
his regular occupational classification because of his mental or physical
condition, or (b) becomes an excess employee in his regular occupational
classification as a result of the Company's having changed its methods or
equipment, such employee may, notwithstanding the provisions of this Paragraph
2, be selected to fill a vacancy in any occupational classification, the work in
which he is then able to do, if such employee has greater Company Service than
the employee who would otherwise be selected to fill such vacancy. If the
employee declines an assignment to such an occupational classification, he shall
thereafter receive only the regular hourly rate of the occupational
classification in which he is then working.




If a
vacancy should occur in an occupational classification at a time when one or
more employees are receiving the benefits of Section 4 of Article X of the
current Agreement between the Company and the Union, as the result of having
been demoted or transferred therefrom, as excess therein, to other occupational
classifications in lower grades, then, notwithstanding the provisions of this
Paragraph 2(a) or 2(b), such employees shall receive first consideration for
filling the vacancy in such occupational classification on the basis of their
respective Classification Seniorities in it at the time of their respective
demotions or transfers from it.





	
      (c)
	
      Notwithstanding
      any other provision in these Principles of Seniority, if a vacancy occurs
      in a full-time Client Relations Center Associate “B” classification for
      which Residential Collections Representatives (English and Spanish) are
      considered, part-time Client Relations Center Associates “A” and “B” shall
      be considered, along with such Residential Collections Representatives,
      for filling the vacancy on the basis of their Classification Seniority.
      For the purpose of filling the aforesaid vacancy only, the Classification
      Seniority for such part-time employees shall include one-half of the
      employee’s service as a part-time Client Relations Center Associate “A”
      and “B,” and any prior full-time service as a Client Relations Center
      Associate “A” and “B,” provided there has been no break in service.
      Thereafter, such employee’s Classification Seniority and Company Service
      for all purposes (except for Article V and VIII) shall commence on
      











39













the date
the part-time employee began full-time service as a Client Relations Center
Associate “B.”




3.
Vacancies in occupational classifications will be posted on the Company’s
electronic bulletin board system and on regular bulletin boards at designated
Company locations for a period of ten working days. Employees desiring to bid
for such occupational classification may submit a written bid for that
classification, on a form provided by the Company for such purpose, within the
posting period.

Employees
whose submission of a written bid for a classification results in their being
selected to fill a vacancy in that classification shall not be eligible to
submit another written bid for one year thereafter.




4. It is
the mutual desire of the Company and the Union that able employees should have
the opportunity to advance through the Sequences of Promotion. Whenever normal
advancement through any occupational classification is blocked or seriously
impaired by the assignment thereto of employees who have proven themselves
unwilling to advance further, the Company may, upon five days notice to the
Union, require such employees to accept promotion or demotion, as appropriate to
the extent necessary to open such occupational classification for normal
advancement through it. The provisions of this Paragraph 4, if applied in any
occupational classification, shall be applied to the employees therein in the
reverse order of their Classification Seniority, i.e., first to the employee
with the least Classification Seniority. The provisions of this Paragraph 4
shall not be so applied as to require any employee to accept promotion or
demotion from the occupational classification to which such employee is assigned
as of the date hereof.




5. In the
event that it is necessary at any time for the Company to reduce the number of
employees in any occupational classification, eliminate any occupational
classification, or lay off employees, the following principles of seniority and
employment protections shall apply:





	
      (a)
	
      Prior
      to May 15, 2006, the Company shall not layoff any employee employed as of
      May 15, 2005.








	
      (b)
	
      Effective
      May 15, 2006, the Company shall not layoff any employee hired prior to May
      15, 2003. Effective May 15, 2010, the Company shall not layoff any
      employee hired prior to May 15, 2004. However, any such employee who
      would, except for these provisos, be laid off may be transferred by the
      Company to any other occupational classification in which a vacancy then
      exists and the work in which he is then able to do, without regard to the
      provisions of Paragraph 2 hereof. The employment protections set forth in
      this subparagraph (b) shall not extend beyond the expiration of this
      Agreement.








	
      (c)
	
      If
      employees are to be excessed in any occupational classification forming a
      part of a Sequence of Promotion (other than the Company-wide Pool) or in
      any miscellaneous occupational classification not forming a part of a
      Sequence of Promotion, employees who are in that Sequence of Promotion or
      miscellaneous occupational classification and who were hired after May 15,
      2003 (after May 15, 2004, effective May 15, 2010) will be laid off in
      reverse order of their Company Service.











40














	
      (d)
	
      If
      the provisions of Paragraph 5 (c) have been met and if employees hired
      before May 15, 2003 (before May 15, 2004, effective May 15,
      2010) are to be excessed in a Sequence of Promotion or miscellaneous
      occupational classification, those having the least Classification
      Seniority shall be demoted to the next lower occupational classification
      in the applicable Sequence of Promotion, if any, otherwise to the
      Company-wide Pool. Such employee may be assigned to displace an employee
      who has fewer years of Company Service and who is then the junior most
      employee (in terms of Company Service) assigned to an entry level
      occupational classification in a Sequence of Promotion or otherwise, the
      work of which the senior employee is able to do, in which case the
      displaced employee shall be demoted to the Company-wide Pool and shall be
      subject to layoff in accordance with the provisions of this Paragraph 5.
      Layoffs among employees hired after May 15, 2003 (after May 15, 2004,
      effective May 15, 2010) shall be in reverse order of their Company Service
      regardless of their current occupational classification, i.e., the
      employee with the least Company Service
first.








	
      (e)
	
      Any
      employee hired after May 15, 2003 (after May 15, 2004, effective
      May 15, 2010) and identified for layoff under subparagraph (d)
      shall further be offered, in lieu of layoff, the option of displacing a
      part-time employee assigned to an occupational classification the work of
      which the full-time employee is able to do, and of assuming the hours of
      the part-time employee, in which case the displaced part-time employee
      shall be subject to layoff.








	
      (f)
	
      Any
      employee laid off during the term of the current Agreement between the
      Company and the Union under the provisions of this Paragraph 5 shall have
      the option of electing at any time within fourteen days after such layoff,
      by written notice addressed to the Company's Human Resources Department,
      157 Church Street, New Haven, CT 06506-0901, to receive, in lieu of all
      other rights as a laid-off employee, a separation allowance. In the event
      such employee elects to receive a separation allowance, such separation
      allowance shall be in an amount equal to eighty hours’ pay at his regular
      hourly rate (or two week’s pay at his regular weekly rate, as the case may
      be) plus an additional forty hours’ pay at his regular hourly rate (or an
      additional week’s pay at his regular weekly rate, as the case may be) for
      each full year of his Company Service. Any employee electing to receive a
      separation allowance hereunder shall thereupon be deemed to have resigned
      his employment with the Company for all purposes and, if thereafter at any
      time re-employed by the Company, shall be deemed to be a "new" employee
      for all purposes. Laid-off employees not electing to receive a separation
      allowance hereunder shall be considered for recall in the order of their
      Company Service. Notice of recall shall be given by mailing, registered
      mail, return receipt requested, a recall notice addressed to the employee
      being recalled at his most recent address as shown on the Company's
      records. A copy of each such recall notice shall be sent to the Union by
      the Company. The Company shall not hire any new employee for assignment to
      any occupational classification until all laid-off employees then having
      Company Service and then able to perform the work in such occupational
      classification have been recalled to work.







6. In
measuring an employee's Classification Seniority and Company Service, the
following rules shall apply:








41
















	
      (a)
	
      No
      period in excess of three months
      during which an employee was absent from work because of layoff,
      suspension or leave of absence without pay (other than for sickness or
      injury) and no period in excess of one year during which an employee was
      absent from work because of leave of absence without pay for sickness or
      injury shall be included; provided, however, this exclusion shall not
      apply in the case of military leaves of absence if such employee applies
      for reinstatement within the time limits specified under applicable
      provisions of Federal or State law.








	
      (b)
	
      An
      employee shall lose all Classification Seniority and Company Service
      theretofore accumulated if he:







   

(1)
resigns or quits,

(2) is
discharged for cause,

(3) is
not recalled to work within one hundred and four weeks after being laid
off,

(4) fails
to return to work from layoff within the period designated in his recall notice,


(5) or is
absent from work for seven consecutive days without proper notice, unless his


     failure
to give notice is excused by the Company.








	
      (c)
	
      If,
      in connection with a layoff or reduction in the work force in any
      occupational classification, an employee is demoted, he shall assume in
      the occupational classification to which demoted, in addition to such
      Classification Seniority as he may previously have had in it, such
      Classification Seniority as he may have accumulated in the occupational
      classification or classifications from or through which he is so
      demoted.








	
      (d)
	
      An
      employee's Classification Seniority in an occupational classification that
      is one of two or more occupational classifications from all of which
      direct promotions are normally made to another occupational
      classification, as set forth in the appropriate Sequence of Promotion,
      shall include his Classification Seniority in all such two or more
      occupational classifications.








	
      (e)
	
      If
      two or more employees have equal Classification Seniority, seniority as
      between those employees shall be determined by comparing seniority in the
      following categories consecutively until the tie is
  broken:




 

(1) Classification
Seniority in successively lower occupational classifications, to the lowest
rated occupational classification in the Sequence of Promotion.

(2) Company
Service.




If
seniority is still equal, the employee with the lowest social security number
shall be considered senior.





	
      (f)
	
      An
      employee who is employed in a Sequence of Promotion at a time when another
      individual is hired directly from outside the Company into a higher rated
      job classification in the Sequence shall, for purposes of promotion and
      roll-back only, be deemed
      to have one
      day’s greater Classification Seniority than the individual hired directly
      into the Sequence.











42















7. For
the purpose of applying subparagraphs (a) and (b) of Paragraph 2 and
subparagraphs (a) and (b) of Paragraph 5, the corresponding departments in all
geographical areas shall be deemed to be merged and shall be treated as single
departments on a Company-wide basis, and the corresponding Sequences of
Promotion in such corresponding departments shall be deemed to be merged and
shall be treated as single Sequences of Promotion on a Company-wide basis;
provided, however, if the Company in connection with assuming the operation of
any utility plant or system should employ persons theretofore employed by the
previous operator of such utility plant or system, the provisions of this
Paragraph 7 shall not apply to such persons.




8. (a) A
Power Delivery Helper shall be deemed to have satisfied clause (a) of Section 1
of Article X, and a vacancy in the occupational classification of Power Delivery
Apprentice shall be deemed to exist for that employee for the purpose of Section
1 of Article X, subject to the following terms and conditions:





	
      (i)
	
      The
      employee shall have performed satisfactorily as a Power Delivery Helper
      for at least one year.








	
      (ii)
	
      The
      employee shall have satisfactorily completed, with a passing grade of 70%
      or better, all of the required classroom topics set forth in the Power
      Delivery Helper section of the Power Delivery Time & Merit Progression
      Program manual and any subsequent revisions to the manual that the Company
      may issue from time to time.








	
      (iii)
	
      The
      employee shall have satisfactorily demonstrated that he has the skills and
      knowledge necessary to complete the work orders and tasks in the Power
      Delivery Helper section of the Power Delivery Time & Merit Progression
      Program manual and any subsequent revisions of the manual that the Company
      may issue from time to time.







(b) A
Power Delivery Apprentice shall be deemed to have satisfied clause (a) of
Section 1 of Article X, and a vacancy in the occupational classification of
Power Delivery Construction Specialist shall be deemed to exist for that
employee for the purpose of Section 1 of Article X, subject to the following
terms and conditions:

 




	
      (g)
	
      The
      employee shall have performed satisfactorily as a Power Delivery
      Apprentice for at least three and one-half
years.




 




	
      (ii)
	
      The
      employee shall have satisfactorily completed, with a passing grade of 70%
      or better, all of the required classroom topics set forth in the Power
      Delivery Apprentice section of the Power Delivery Time & Merit
      Progression Program manual and any subsequent revisions to the manual that
      the Company may issue from time to time.








	
      (iii)
	
      The
      employee shall have satisfactorily demonstrated that he has the skills and
      knowledge necessary to complete the work orders and tasks in Power
      elivery Apprentice
      section of
      the Power Delivery Time & Merit Progression Program manual and any
      subsequent revisions of the manual that the Company may issue from time to
      time.











43
















(c) All
employees entering the Power Delivery Sequence as a Power Delivery Helper (J-9)
will be required to progress to Power Delivery Apprentice (J-5), and ultimately
to Power Delivery Construction Specialist (J-2) in accordance with the
requirements and timetables set forth in the Power Delivery Time & Merit
Progression Program Manual.




(d) An
employee who does not satisfactorily complete all required work orders, tasks,
and classroom training will not be eligible for promotion to Power Delivery
Apprentice or Power Delivery Construction Specialist for a period of six months.
During this six-month period, the employee will be provided with additional
training to address areas of deficiency. At the conclusion of the six months of
re-training, the employee will be afforded the opportunity to re-take and pass
the applicable work order/task demonstrations or classroom tests. If
unsuccessful, the employee will receive a final six-month re-training period. At
the end of this period, if the employee still does not satisfactorily complete
all of the program requirements, the Company, following discussion with the
Union, will transfer the individual from the Power Delivery Sequence as
follows:





	(i)  	
      A
      Power Delivery Helper will be transferred to the Power Delivery Equipment
      Specialist Helper classification and will be assigned a new Classification
      Seniority date that is the effective date of the
  transfer.








	(ii)  	
      A
      Power Delivery Apprentice will be transferred to the Power Delivery
      Equipment Specialist classification and will be assigned a new
      Classification Seniority date that is the effective date of the
      transfer.







9. (a) A
Substation Electrician Helper shall be deemed to have satisfied clause (a) of
Section 1 of Article X, and a vacancy in the occupational classification of
Substation Electrician Third Class shall be deemed to exist for that employee
for the purpose of Section 1 of Article X, subject to the following terms and
conditions:





	
      (i)
	
      The
      employee shall have performed satisfactorily as a Substation Electrician
      Helper for at least four months.








	
      (ii)
	
      The
      employee shall have satisfactorily completed, with a passing grade of 70%
      or better, all of the required classroom topics set forth in the
      "Substation Electrician Helper Manual,” and any subsequent revisions to
      the Manual that the Company may issue from time to
time.








	
      (iii)
	
      The
      employee shall have satisfactorily demonstrated that he has the skills and
      knowledge necessary to complete the work orders and tasks in the
      "Substation Electrician Helper Manual,” and any subsequent revisions of
      the Manual that the Company may issue from time to
time.








	
      (iv)
      
	
      The
      employee shall have satisfactorily demonstrated experience and skills
      necessary to perform tasks through completion of the “Substation
      Electrician Helper On-The-Job Training Matrix,” and any subsequent
      revisions of the Matrix that the Company may issue from time to
      time.











44















(b) A
Substation Electrician Third Class shall be deemed to have satisfied clause (a)
of Section 1 of Article X, and a vacancy in the occupational classification of
Substation Electrician Second Class shall be deemed to exist for that employee
for the purpose of Section 1 of Article X, subject to the following terms and
conditions:





	
      (i)
	
      The
      employee shall have performed satisfactorily as a Substation Electrician
      Third Class for at least eight months.








	
      (ii)
	
      The
      employee shall have satisfactorily completed, with a passing grade of 70%
      or better, all of the required classroom topics set forth in the
      "Substation Electrician Third Class Manual,” and any subsequent revisions
      to the Manual that the Company may issue from time to
  time.








	
      (iii)
	
      The
      employee shall have satisfactorily demonstrated that he has the skills and
      knowledge necessary to complete the work orders and tasks in the
      "Substation Electrician Third Class Manual,” and any subsequent revisions
      of the Manual that the Company may issue from time to
  time.








	
      (iv)
      
	
      The
      employee shall have satisfactorily demonstrated experience and skills
      necessary to perform tasks through completion of the “Substation
      Electrician Third Class On-The-Job Training Matrix,” and any subsequent
      revisions of the Matrix that the Company may issue from time to
      time.







(c) A
Substation Electrician Second Class shall be deemed to have satisfied clause (a)
of Section 1 of Article X, and a vacancy in the occupational classification of
Substation Electrician First Class shall be deemed to exist for that employee
for the purpose of Section 1 of Article X, subject to the following terms and
conditions:





	
      (i)
	
      The
      employee shall have performed satisfactorily as a Substation Electrician
      Second Class for at least two years.








	
      (ii)
	
      The
      employee shall have satisfactorily completed, with a passing grade of 70%
      or better, all of the required classroom topics set forth in the
      "Substation Electrician Second Class Manual,” and any subsequent revisions
      to the Manual that the Company may issue from time to
  time.








	
      (iii)
	
      The
      employee shall have satisfactorily demonstrated that he has the skills and
      knowledge necessary to complete the work orders and tasks in the
      "Substation Electrician Second Class Manual,” and any subsequent revisions
      of the Manual that the Company may issue from time to
  time.








	
      (iv)
      
	
      The
      employee shall have satisfactorily demonstrated experience and skills
      necessary to perform tasks through completion of the “Substation
      Electrician Second Class On-The-Job Training Matrix,” and any subsequent
      revisions of the Matrix that the Company may issue from time to
      time.











45















(d) A
Substation Electrician First Class shall be deemed to have satisfied clause (a)
of Section 1 of Article X, and a vacancy in the occupational classification of
Substation Electrician Construction and Maintenance shall be deemed to exist for
that employee for the purpose of Section 1 of Article X, subject to the
following terms and conditions:





	
      (i)
	
      The
      employee shall have performed satisfactorily as a Substation Electrician
      First Class for at least two years.








	
      (ii)
	
      The
      employee shall have satisfactorily completed, with a passing grade of 70%
      or better, all of the required classroom topics set forth in the
      "Substation Electrician First Class Manual,” and any subsequent revisions
      to the Manual that the Company may issue from time to
  time.








	
      (iii)
	
      The
      employee shall have satisfactorily demonstrated that he has the skills and
      knowledge necessary to complete the work orders and tasks in the
      "Substation Electrician First Class Manual,” and any subsequent revisions
      of the Manual that the Company may issue from time to
  time.








	
      (iv)
      
	
      The
      employee shall have satisfactorily demonstrated experience and skills
      necessary to perform tasks through completion of the “Substation
      Electrician First Class On-The-Job Training Matrix,” and any subsequent
      revisions of the Matrix that the Company may issue from time to
      time.







(e) An
employee who does not satisfactorily complete all required work orders, tasks,
and on-the-job training, or who receives a grade lower than 70% on any classroom
topic, will not be eligible for promotion to Substation Electrician Third Class,
Substation Electrician Second Class, Substation Electrician First Class, or
Substation Electrician Construction and Maintenance. The employee's status shall
be reviewed by a committee of the respective Human Resources Generalist, Human
Resources Training Specialist, Supervisor -- Transmission & Substation (to
whom the employee is assigned), a Union representative, and Manager -
Transmission & Substation (committee chairperson). The committee shall
review the employee’s performance and shall determine a re-training plan for
satisfactory completion of all outstanding training requirements. Upon
satisfactory completion of all such requirements, the employee shall be promoted
to the next occupational classification in the Transmission & Substation
Sequence. If the employee is unable to satisfactorily complete all of the
training requirements after a maximum re-training period of one year, the
Company, following discussion with the Union, will remove the individual from
the Sequence.




10. The
Company shall establish training and evaluation programs, provide the necessary
personnel and facilities, and permit participation by eligible employees during
normal working hours, but not to an extent that will interfere with the
Company's customary operations.








46
















EXHIBIT
III FOR ARTICLE XIV




Statement
with Respect to Maintenance

of
Membership and Agency Shop Provision

in
Company-Union Contract







Briefly,
the maintenance of membership and agency shop clause provides as
follows:




l. If you
are now a member of the Union in good standing, or if you hereafter join the
Union, you will be required, as a condition of employment, to maintain your good
standing in the Union in accordance with the terms of the Contract, unless,
before (insert proper date), you notify the Union in writing that you desire to
withdraw from membership. If you withdraw from membership, you must continue to
pay dues to the Union.




2. If you
were hired prior to June 8, l962, and if you are not now a member in good
standing, this contract provision does not require that you join or pay dues to
the Union, but you are free to join or not to join, or to pay dues or not pay
dues, as you wish.




3. If you
were hired on or after June 8, l962, you are free to join or not join the Union
as you wish, but you must pay dues to the Union whether you join or
not.




4. If you
have any question as to whether you are now a member of the Union, or wish to be
informed as to whether the Union regards you as a member, inquire of an
appropriate Union or Company official.











47













EXHIBIT
IV FOR ARTICLE XV

Dues
Deduction Authorization Form




Date:
___________________________




The
United Illuminating Company 

157
Church Street

New
Haven, Connecticut 06510-2103




I hereby
request and direct The United Illuminating Company to deduct each week from
payments for my services such amount as the President of Local 470-l of the
UWUA, AFL-CIO shall from time to time certify to the Company as being the
weekly dues
which have been established as payable in accordance with the Constitution and
By-Laws of the Union. I request that such amount be deducted on the first
regular payday after the delivery of this request to the Company, provided such
an amount is owing to me on said payday.




I direct
that said sum be paid to the Treasurer of the
Union who is certified by the Union to the Company from time to
time.




I agree
to indemnify and save harmless the Company for any sums which the Company may be
required to pay as the result of a claim that money deducted from my pay and
paid to the Treasurer of the
Union in accordance with this request has been illegally deducted.




This
authorization may be revoked by me at any time as to any future deductions by
giving written notice to the Company and shall not be effective during any
period when there is no Agreement between the Company and said
Union.








48
















	
      EXHIBIT
      V FOR ARTICLE VII

	 
	
      HEALTH
      NET HMO PLAN

	 
	
      Summary
      of Benefits




 




	
      PREVENTIVE
      CARE




 



	
      Physical
      Examination for:

	
	
      Children
      through age 18
	
      No
      Cost, in accordance with Health Net's schedule of covered well
      exams

		
	
      Adults
      age 19 and over
	
      $15
      Copayment per Visit, in accordance with Health Net's schedule of well
      exams

		
	
      Preventive
      Immunization for:

	
	
      Children
      through age 18
	
      No
      Cost

		
	
      Adults
      age 19 and over
	
      No
      Cost

		
	
      Well-woman
      care: 

	
	
      Mammograms
      - Screening
	
      No
      Cost

		
	
      Mammograms
      - Diagnostic
	
      No
      Cost

		
	
      Routine
      Gynecological Care:
	
      $15
      Copayment per Visit, covered for one pap test and one pelvic exam per
      calendar year.

		



 





	
      PRESCRIPTION
      DRUGS (Includes Diabetic Medications and
  Supplies)

	
	
      Retail
      Prescription Coverage
	
      $5/$15/$30
      Copayment per prescription

      Unlimited
      annual member maximum

		
	
      Mail
      Order Coverage
	
      Two
      times (2x) the retail copayment

		









	
      MATERNITY
      CARE




 



	
      Pre-Natal
      & Post Natal (from effective date of Health Net
    coverage)
	
      No
      Cost 

		
	
      Hospital
      Services for Mother & Child (Includes all newborn costs even if
      newborn requires continued hospitalization after mother is
      discharged).
	
      $250
      Copayment per Admission *

	
      Family
      Planning and Infertility Services (Excludes In-Vitro Fertilization, GIFT,
      and ZIFT)
	
      $15
      Copayment per Visit

		



 







49












 




	
      OUTPATIENT
      CARE 




 



	
      Physician
      Office Visits
	
      $15
      Copayment per Visit

		
	
      X-Rays
      & Laboratory Tests 
	
      No
      Cost

		
	
      Physical
      & Occupational Therapy and Chiropractic Care, for up to 30 Visits per
      Year
	
      $15
      Copayment per Visit

      (Outpatient
      visits may require approval in advance. Please refer to your plan document
      for details.) 

		
	
      Cardiac
      Rehabilitation for up to 12 weeks following myocardial infarction or
      cardiac surgery
	
      $15
      Copayment per Visit*

		
	
      Speech
      Therapy, for up to 90 consecutive days
	
      $15
      Copayment per Visit*

		
	
      Diagnostic
      Procedures and/or Surgery performed in a Hospital or Outpatient Surgical
      Care Center
	
      $50
      Copayment per Admission*

		
	
      Allergy
      Services
	
      $15
      Copayment per Visit

		









	
      VISION
      CARE




 



	
      Routine
      Eye Exams, including refraction:

	
	
      •
      Annually for children through age 18
	
      $15
      Copayment per Visit

		
	
      •
      Once every 2 calendar years for Adults age 19 and Over
	
      $15
      Copayment per Visit

		
	
      Medical
      Care for the Injury or Illness to the Eye
	
      $15
      Copayment per Visit

		









	
      INPATIENT
      CARE




 



	
      Semi-Private
      Room and Board
	
      $250
      Copayment per Admission *

		
	
      Physicians',
      Surgeons' and Nursing Services and Medications
	
      No
      Cost*

		
	
      Inpatient
      Skilled Services such as Physical, Occupational Therapy, and Skilled
      Nursing Care (to a combined maximum of 90 consecutive days per calendar
      year)
	
      $250
      Copayment per Admission * 

		









	
      MENTAL
      HEALTH CARE








	
      Outpatient
      Mental Health Care
	
      $15
      Copayment per Visit

      (Outpatient
      Mental Health visits may require approval in advance. Please refer to your
      plan document for details.)

		










50












 


	
      Inpatient
      Mental Health Care
	
      $250
      Copayment per Admission 

      $50
      Copayment for the first day in a partial day program*

		



 




	
      DRUG/ALCOHOL
      ADDICTION








	
      Inpatient
      Diagnosis and Medical Treatment for Drug and Alcohol
      Detoxification
	
      $250
      Copayment per Admission *

		
	
      Outpatient
      or Inpatient Rehabilitative treatment for the abuse of, or addiction to,
      drugs and alcohol
	
      $15
      Copayment per Visit for Outpatient Care*

      $250
      Copayment per Admission for Inpatient Care

		









	
      HOME
      HEALTH OR HOSPICE CARE




 



	
      Home
      Health Care 
	
      No
      Cost*

		
	
      Outpatient
      Hospice Care
	
      No
      Cost*

		
	
      Inpatient
      Hospice Care 
	
      $250
      Copayment per Admission * 

		









	
      OTHER
      SERVICES 




 



	
      Durable
      Medical Equipment

      (Certain
      devices require prior authorization)
	
      50%
      Coinsurance, $1,500 benefit maximum

		
	
      Prosthetics:

	
	
      •
      Internal 
	
      No
      Cost*

		
	
      •
      Major Limbs
	
      No
      Cost. Covered up to a maximum of $5,000 for the first
      appliance.*

		
	
      •
      External 
	
      No
      Cost. Covered up to an annual maximum of $300.*

		
	
      Acupuncture,
      for up to 20 visits per year
	
      $20
      Copayment per Visit*

		









	
      EMERGENCY
      CARE 




 



	
      At
      Physician's Office
	
      $15
      Copayment per Visit

		
	
      Urgent
      Care at an Urgent Care Center
	
      $25
      Copayment per Visit

		
	
      At
      Hospital Emergency Room
	
      $50
      Copayment per Visit

		



 







51













* When
Medically Necessary and Approved by the Health Net Medical Director





	
      Services
      and benefits are covered only when they are provided by a Health Net
      network physician. To see a physician who does not belong to the network
      (non-plan physician), members must have prior authorization from Health
      Net, unless it is a true medical emergency.

       

      Conditions
      and Limitations

      Emergencies
      are covered anywhere in the world. If at all possible, members should
      attempt to reach their Health Net primary care physician. Please be sure
      it is a true emergency. Problems that do not constitute an emergency are
      covered through a visit to a plan physician's office. Members are
      responsible for any emergency room charges when it is not an
      emergency.

       

      General
      Exclusions

      Health
      Net does not cover services provided by non-plan physicians, except in the
      cases of emergency or unless they were prior authorized by Health Net. In
      addition, the following are not covered: physical exams for employment,
      insurance, school, premarital requirement or summer camp (unless
      substituted for a normal physical exam); prescription drugs and some
      injectable dispensed by a physician in his or her office; prescription
      drugs prescribed for a non-covered service; dental services unless
      provided by a rider to the Health Net Subscriber Contract; eyeglasses or
      contact lenses unless provided by a rider to the Health Net Subscriber
      Contract; routine foot care; foot orthotics; some transplant procedures;
      cosmetic or reconstructive surgery, unless medically necessary; custodial
      services; weight-reduction programs; marriage counseling; or long-term
      psychiatric treatment.

       

      Health
      Net will not duplicate any benefits for which members are entitled under
      worker's compensation, No-Fault, Medicare, or other group health insurance
      coverage. The services, exclusions and limitations listed above are a
      summary only. The Health Net Subscriber Contract is the final arbiter of
      coverage under Health Net.











52

















	
      EXHIBIT
      VI FOR ARTICLE VII

	 
	
      HEALTH
      NET CHARTER HMO 20/500 PLAN

	 
	
      Summary
      of Benefits








	 	 	 	
      In-Network

				
	
      Financial
	
       

	
       
	 	
       
	
       

	
       
	
      Deductible
	
      None

	
       
	 	
       
	
       

	
       
	
      Out-of-Pocket
      Maximum (including deductible)
	
      None

	
       
	 	
       
	
       

	
       
	
      Lifetime
      Maximum
	
      None
      when medically necessary

	
       
	 	
       
	
       

	
      Physician
      Services
	
       

	
       
	 	
       
	
       

	
       
	
      Doctor's
      Office
	
      100%
      after $20 copay

	
       
	 	
       
	
       

	
       
	
      Preventative
      Care
	
      100%
      after $20 copay (no copay for well-child thru

	
       
	 	
       
	
      age
      18 or mammography)

	
       
	 	
       
	
       

	
       
	
      Routine
      Vision
	
      100%
      after $20 copay every year to age 18;

	
       
	 	
       
	
      100%
      after $20 copay every other year after 18

	
       
	 	
       
	
       

	
      Hospital
      Services
	
       

	
       
	 	
       
	
       

	
       
	
      Outpatient
      Surgery
	
      100%
      after $75 copay

	
       
	 	
       
	
       

	
       
	
      Hospitalization
	
      100%
      after $500 copay per admission

	
       
	
       
	
       
	
       

				
	
      Maternity
      Services
	
       

	
       
	 	
       
	
       

	
       
	
      Inpatient
      & Physician Services
	
      100%
      after $500 copay per admission

	
       
	
       
	
       
	
       

				
	
      Emergency
      Services
	
       

	
       
	 	
       
	
       

	
       
	
      Emergency
      Room
	
      100%
      after $50 copay (waived if admitted)

	
       
	
       
	
       
	
       

				
	
      Mental
      Health Services
	
       

	
       
	 	
       
	
       

	
       
	
      Inpatient
      (when medically necessary)
	
      100%
      after $500 copay per admission

	
       
	 	
       
	
       

	
       
	
      Outpatient
      (when medically necessary)
	
      $20
      copay per visit

	
       
	
       
	
       
	
       

				










53

















	
      Alcoholism
      & Drug Addiction
	
       

	
       
	 	
       
	
       

	
       
	
      Inpatient
      (when medically necessary)
	
      100%
      after $500 copay per admission

	
       
	
       
	
       
	
       

				
	
      Other
      Services
	
       

	
       
	 	
       
	
       

	
       
	
      Ambulance
      Service (when medically necessary)
	
      100%

	
       
	 	
       
	
       

	
       
	
      Durable
      Medical Equipment
	
      50%
      up to $1500 per year

	
       
	 	
       
	 
	
       
	
      Prescription
      Drugs
	
      100%
      after $10 copay generic, $20 brand name formulary, $35 brand name
      non-formulary;

	
       
	 	
       
	
      unlimited
      maximum

				
	 	 	 	 
	 	 	
      NOTE:
      This table provides a general description of the benefit plan available to
      eligible employees of The United Illuminating Company. The benefit plan
      referred to is described in detail in an
  official

	 	 	
      plan
      document. If there is a conflict between the official plan document and
      the above summary, the official plan document will prevail. A full
      description of the plan’s coverage will be provided to
      you

	 	 	
      upon
      request, which includes more detailed information about the plan benefits,
      policies, limitations

	 	 	
      and
      exclusions, and a listing of hospitals, pharmacies and providers who
      participate with the plan.














54













EXHIBIT
VII




Statement
of Agreement for Establishing and Sustaining a

Joint
Labor-Management Partnership between

United
Illuminating Company and Local 470-1, UWUA, AFL-CIO




Partnership

 

UI and
Local 470-1 UWUA recognize that their mutual success is determined by their
ability and willingness to work together to address their shared interests in
meeting the challenges the Company faces in a changing technological,
competitive, legislative, and regulatory environment. The parties agree that it
is incumbent upon them to form and sustain a joint partnership to address
opportunities and issues of mutual interest over the long term.




Purpose

 

The
parties recognize that they have mutual interests in satisfying the needs of
customers, improving the welfare and satisfaction of employees, and improving
Company performance. The parties recognize that the interests of increased
employment security, fair and equitable total compensation, personal capability
development, and job opportunities go hand-in-hand with the interests for
increasing satisfaction of customer requirements, sustaining Company financial
success, improving competitiveness, and meeting or exceeding regulatory
requirements. The parties agree that they will work together to protect current
areas of work and acquire new work opportunities. The parties further recognize
that these interests will best be served by continuous improvement in working
relationships, productivity, technology, health, safety, training, education,
and human resources. The parties agree that to achieve these ends they must use
new and creative approaches to labor-management relations, evolve the work
culture, and improve work practices throughout the Company. In this spirit the
parties hereby establish and commit to sustain a Local 470-1 UWUA-UI Joint
Labor-Management Partnership (JLMP).




Basic
Agreements

 

1) Establishment
of a JLMP oversight committee comprised of senior UI executives and UWUA Local
470-1 executive committee members and others.

2) Establishment
of “local” JLMP committees in the key operating divisions of the Company with
membership to be jointly determined.

3) Establishment
of joint project teams, as appropriate, to address topics of concerns to both
parties and/ or concerns of one party that impact the other party.

4) Training
and development of Union leadership and Management in mutual gains
approaches.

5) General
training and development of employees will be conducted by salaried and skilled
bargaining unit employees, where practical, to conduct classroom, 

    
on-the-job, and in-the-field hands-on job skills training.

6) Both
parties agree to keep each other informed of business, regulatory, legislative
and financial issues that the Partnership faces and any human 

    
resource, competitive, technical, service, and customer changes or issues that
affect employees.

7) Appointment
of at least 2 Union members and 2 Management members to be trained as resources
to Partnership activities.








55
















8) The
parties commit to remain active in the JLMP for the term of the contract. In the
case of disagreements that put the Partnership at risk, both parties agree to
use a mutual gains process to try to find resolution that permits the
Partnership to continue.




Specific
Topics of Mutual Interest

 

The
following list of specific topics includes items the parties have agreed to work
on initially as a result of 2005 Negotiations. However, this list does not
contain all areas the parties intend to work on during the term of the
Agreement.




1) Safety

 

Work
together to develop an environment and a culture that supports safe work
practices.




2) Productivity

 


	a)  	
      The
      parties agree that the purpose of improved productivity is not to be at
      the expense of safety, but to increase efficiency of employees to enable
      them to improve service and lower costs to our customers. Some ways to
      support improvements in productive time include, but are not limited to,
      ensuring compliance to policies.





	b)  	
      The
      parties agree to work together to find ways to utilize the workforce
      impacted by inclement weather conditions. Topics will include, but will
      not be limited to:





	i)  	
      Training
      and safety meetings during inclement days, including the use of Union
      members as trainers.





	ii)  	
      Pre-assembly
      activities to reduce pre-assembly in the
field.





	iii)  	
      Salvage
      and other operations relative to materials.





	iv)  	
      Loading
      and supplying vehicles.





	v)  	
      Maintenance
      of tools and equipment.







3) Off-Hours
Response

 

The
parties agree they will work together to find ways to improve responsiveness to
outages in the off hours to improve service to our customers.




4) On Call -
Article II, Section 20

 

The
parties agree to jointly work out how this “on-call” practice will be
implemented.

 





	
      Moses
      A. Rams
	
      William
      J. Manniel

	
      President,
      Local 470-1
	
      Director
      of Employee

	
      UWUA,
      AFL-CIO
	
      Relations







April 1,
2005








56
















Certificate
Concerning Authorization to

Execute
Foregoing Agreement







A meeting
of Local 470-l of the UWUA, AFL-CIO was held on April 11, 2005; the meeting was
called for the purpose of counting the ballots voted at a Referendum held that
day to authorize the execution of the attached Agreement with respect to rates
of pay, hours of work, and other conditions of employment of the employees of
The United Illuminating Company; a majority voted by secret ballot to accept and
approve said Agreement and to authorize Joseph G. Dwyer, Beverly E.
Gibson, Heidi A. Marganski, Moses A. Rams, and Joseph F. Sammarco to
execute said Agreement on behalf of the Union.













                              Heidi A.
Marganski

                               Recording Secretary, Local
470-1




                                May 3,
2005








57













                        May l6,
l985







Mr. Ralph
F. Aiello

Chairman,
Joint Council

Local
470-47l UWUA, AFL-CIO

Post
Office Box l497

New
Haven, Connecticut 06506




Subject: Group
Life Insurance for Totally and Permanently Disabled Employees




Dear Mr.
Aiello:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-47l of the UWUA, AFL-CIO, the Company, during the term of
the Agreement, will provide to an employee who is insured under the Group Life
Insurance Plan and who becomes totally and permanently disabled for at least
nine consecutive months prior to becoming age 60, his full life insurance
benefits in effect at the time of his disability at no cost to him until
recovery or the attainment of age 62, whichever occurs first.




The
employee's contribution will cease upon submission of the first required proof
of disability.




Proof of
disability must be filed within three months after total disability has lasted
nine months. Subsequent proofs of disability must be furnished each year
thereafter.




                          Very truly yours,







                          Harold J. Moore, Jr.

                          Vice President Human
Resources








58













                          April 1, 2005




Mr. Moses
A. Rams

President


Local
470-l UWUA, AFL-CIO

P. O. Box
1497

New
Haven, Connecticut 06506




Subject: Health
Insurance for Eligible Dependents of Deceased Employees




Dear Mr.
Rams:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-1 of the UWUA, AFL-CIO, the Company during the term of the
Agreement, will furnish to eligible dependents of those active employees who die
after completing fifteen years of service and whose combined age and years of
service at death equals or exceeds 50, the same benefits provided by the group
hospital, medical and surgical plans and the group dental plan offered to active
bargaining unit employees and their eligible dependents at no cost to such
eligible dependents during the one-year period immediately following the death
of the employee. Thereafter, the Company will make the foregoing benefits
available to such eligible dependents at no cost to the Company. In the
alternative, the Company shall have the right to furnish or make available, as
the case may be, the foregoing coverage under any other group plan or plans
providing equivalent benefits. Such equivalent benefits will be made available
without regard to a specific carrier or provider.




The
foregoing benefits will be furnished or made available only to those eligible
dependents who are enrolled in the group plan or plans provided by the Company
at the time of the employee's death, who are eligible for continued coverage
under the plan or plans offered by the Company or under the terms of any
equivalent plan or plans, and who, after the first one-year of coverage, provide
for the prepayment of any monthly premiums either by authorized deduction from a
Company survivor benefit, or by direct prepayment to the Company.




Such
coverage will remain in effect for spouses of those deceased employees until the
earlier of the spouse's 65th birthday, death, remarriage or eligibility for
other group coverage. Such coverage will remain in effect for other covered
dependents until such dependents cease to be eligible for continued coverage
under the terms of the applicable plan or plans or until such dependents become
eligible for other group coverage, whichever is earlier.




                        Sincerely,







                        William J.
Manniel

                        Director of
Employee

                        Relations








59













                        May 16,
1992







Mr.
George E. Powell

President

Local
470-1 UWUA, AFL-CIO

P.O. Box
1513

Bridgeport,
Connecticut 06601




Subject: Sickness
Disability Benefits for Rehired Employees




Dear Mr.
Powell:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-1 of the UWUA, AFL-CIO, the Company will, during the term
of the Agreement, take such action as is appropriate to amend The United
Illuminating Company Plan for Employees' Disability Benefits (the "Plan") to
provide that a full-time employee who terminates employment with at least
one-year of continuous service and who is subsequently re-employed by the
Company as a full-time employee will be credited with the amount of pre-break
service for the purpose of computing sickness disability benefits under the
Plan, effective one year after the employee's rehire.




                        Very truly
yours,







                        Albert N.
Henricksen

                        Vice
President

                        Human &
Environmental Resources








60













                        May 16,
1992







Mr.
George E. Powell

President

Local
470-1 UWUA, AFL-CIO

P.O. Box
1513

Bridgeport,
Connecticut 06601




Subject: Payment
of Normal and Customary Cost Differential for Special Licenses




Dear Mr.
Powell:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-1 of the UWUA, AFL-CIO, the Company, during the term of
the Agreement, will pay the difference between the cost of a regular operator's
license and the normal and customary cost of any special license required for an
employee to operate a UI vehicle (including testing fees). For purposes of this
letter, the phrase "normal and customary cost" does not include costs and fees
(including testing fees) incurred by the employee because of any irregularity in
the employee's driving record.




This
letter amends Harold J. Moore's letter to Robert L. Esposito dated
December 6, 1978.




                        Very truly
yours,







                        Albert N.
Henricksen

                        Vice
President

                        Human &
Environmental Resources














61













                        June 9,
2002







Mr. James
L. Murray

President


Local
470-l UWUA, AFL-CIO

P. O. Box
1497

New
Haven, Connecticut 06506




Subject: Life
Insurance Coverage for Active Employees, and Future and Current
Retirees




Dear Mr.
Murray:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-1 of the UWUA, AFL-CIO, the Company during the term of the
Agreement, will provide life insurance coverage on the following
terms:





	
      (a)
	
      Active
      Employees








	
      
	
      For
      active employees who are members of the Group Life Insurance Plan and for
      those who subsequently become members of the Plan during the life of the
      Agreement, the Company will provide fully paid life insurance in the
      amount of one times the employee’s base annual rate (exclusive of overtime
      and premiums) rounded to the next higher $1,000, or $30,000, whichever is
      greater. Members of the Plan may at their own expense elect additional
      coverage, in accordance with and subject to the provisions of the
      Company’s “BENEFLEX Plan,” equivalent to one times, two times, or three
      times their annual base rate (exclusive of overtime and premiums) rounded
      to the next higher $1,000 on the later of January 1, 2003 or their entry
      into the Plan.








	
      (b)
	
      Future
      Retirees







For
retirees who retire hereafter at age 55 or later pursuant to the terms of the
Company's pension plan, who are members of the Group Life Insurance Plan at the
time of retirement, and who are eligible for Company subsidized medical
benefits, the Company will provide fully paid life insurance in the amount of
$14,000.





	
      (c)
	
      Current
      Retirees







For
retirees who retired pursuant to the terms of the Company's pension plan prior
to the effective date of this Agreement, the Company will continue to provide
the same amount of life insurance that was in effect at the time of their
retirement at no cost to such retirees.




                        Very truly
yours,







                        Susan E.
Mullen

                        Senior
Human

                        Resources
Executive








62













                        April 1,
2005







Mr. Moses
A. Rams

President

Local
470-1 UWUA, AFL-CIO

P.O. Box
1497

New
Haven, CT 06506




Subject: Post
Retirement Health Insurance Benefits




Dear Mr.
Rams:




During
the term of our 2005-2011 collective bargaining agreement, the Company will make
available or furnish to retirees who retire pursuant to the terms of the
Company's Pension Plan on or after April 1, 2005, medical and dental coverage
under the following conditions:




1.
Retirements
After Age 55 With 10 Years of Service 




(a) For
retirees who at the time of retirement are at least age 55 with at least ten
years of service, but who do not qualify for a subsidized medical benefit per
item 2 below, the Company will make available until age 65 coverage under plans
providing benefits equivalent to the Health Net HMO Plan (effective January 1,
2006, the Health Net Charter HMO 20/500 Plan, subject to Article VII, Section 2)
and the Delta Dental of New Jersey Premier Plan, Option B, applicable to
bargaining unit employees, all at no cost to the Company.




(b) For
retirees who at the time of retirement are at least age 55 with at least ten
years of service, but who do not qualify for a subsidized medical benefit per
item 2 below, the Company will make available commencing at age 65 coverage
under a Medicare supplemental plan that will provide with Medicare, if
available, benefits equivalent to the Blue Cross 65 High Option Health Insurance
Plan and Blue Shield 65-Plan 83 Health Insurance Plan at no cost to the
Company.




2.
Retirements
After Age 55 With 30 Years of Service 




(a) For
retirees who at the time of retirement are at least age 55 with at least 30
years of service, the Company will make available until age 65 coverage under a
plan providing benefits equivalent to the Health Net HMO Plan (effective January
1, 2006, the Health Net Charter HMO 20/500 Plan, subject to Article VII, Section
2). The
retiree's share of the cost of such coverage, on a percentage basis, shall be
based on the retiree's years of service at the time of retirement and the
retiree's age at the time benefits commence, in accordance with the
UI Retiree Medical Cost Share Table. The Company shall pay the remaining cost of
the premiums.




(b) For
retirees who at the time of retirement are at least age 55 with at least 30
years of service, the Company will furnish or make available commencing at age
65 coverage under a Medicare supplemental plan that will provide with Medicare,
if available, benefits equivalent to the Blue Cross 65 High Option Health
Insurance Plan and Blue Shield 65-Plan 83 Health

 







63












 

 Insurance
Plan. The retiree's share of the cost of such coverage, on a percentage basis,
shall be based on the retiree's years of service at the time of retirement and
the retiree's age at the time benefits commence, in accordance with the UI
Retiree Medical Cost Share Table. The Company shall pay the remaining cost of
the premiums.




(c) For
retirees who at the time of retirement are at least age 55 with at least 30
years of service, the Company will make available to such retirees until age 65
coverage under a plan providing benefits equivalent to the Delta Dental of New
Jersey Premier Plan, Option B, applicable to bargaining unit employees, at no
cost to the Company.




3.
Retirements
After Age 62 With 20 Years of Service




For
retirees who at the time of retirement are at least age 62 with at least 20
years of service, the Company will make available the same health and dental
insurance benefits described in paragraphs 2(a) through 2(c) above on the same
terms and conditions as set forth in paragraphs 2(a) through 2(c)
above.




4.
Medicare
Part B




(a) For
employees employed by the Company as of May 16, 1992, who retire on or after age
62 with at least 20 years of service, or after attaining age 55 with 30 or more
years of service, the Company will provide, commencing with the date of
enrollment and continuing for the lifetime of the retiree, reimbursement on a
monthly basis of a portion of the monthly premium for coverage under Medicare
Part B for the retiree and any enrolled, eligible, dependents based on the
retiree's years of service at the time of retirement and the retiree's age at
the time benefits commence, in accordance with the UI Retiree Medical Cost Share
Table. The additional cost of Medicare Part B coverage, if any, shall be borne
by the retiree and the retiree's dependents, if any, in accordance with the UI
Retiree Medical Cost Share Table.




(b) Employees
hired on or after May 16, 1992, shall not be entitled, upon retirement, to any
contribution by the Company for Medicare part B coverage for themselves or their
dependents.




Once a
cost share for a retiree is established on a percentage basis for a retiree
under Sections 2 or 3 above, the cost share shall not change.




Each
retiree shall have the option of enrolling in another hospital and medical
benefits plan, if available, in lieu of the plan described in Section 1(a), 2(a)
or 3 above. If a retiree elects such option and the cost of the premiums for
such optional coverage is less than the cost of the plan described in Section
1(a), 2(a) or 3 above, the retiree’s share of the cost of such coverage, on a
percentage basis, shall be based on the retiree’s years of service at the time
of retirement and the retiree’s age at the time the benefits commence in
accordance with the UI Retiree Medical Cost Share Table. The Company shall pay
the remaining cost of the premiums.




If a
retiree elects to enroll in an optional hospital and medical benefits plan, if
available, and the cost of the premiums for such optional coverage exceeds the
cost of the plan described in Section 1(a), 2(a) or 3 above, the retiree will
pay an amount equal to the amount he otherwise would have paid under Section
1(a), 2(a) or 3 above for such retiree and his eligible dependents

 







64












 

 had
the retiree not elected optional coverage, plus 85% (95% effective January 1,
2009; 100% effective January 1, 2011) of the remaining premium costs for himself
and his eligible dependents. Prior to January 1, 2011, the Company shall pay the
balance of the premium costs for such retiree and his eligible
dependents.




The
equivalent benefits described in this letter will be made available or
furnished, as the case may be, without regard to a specific carrier or
provider.




The
coverages described in this letter shall be made available or furnished only to
a retiree who has the appropriate coverage in effect at the time of retirement
and who is eligible for such coverage under the terms of the plans or policies.
Further, the coverage described above requiring payment by the retiree will be
made available only to a retiree who provides for the prepayment of the monthly
premiums by authorized deduction from the retiree's pension.




                        Sincerely,







                        William J.
Manniel

                        Director of
Employee

                        Relations








65















	
       RETIREE
      COST SHARE PERCENTAGE

	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       

	
       SERVICE

	
       
	
       
	
       
	
      10
	
      11
	
      12
	
      13
	
      14
	
      15
	
      16
	
      17
	
      18
	
      19
	
      20
	
      21
	
      22
	
      23
	
      24
	
      25
	
      26
	
      27
	
      28
	
      29
	
      30
	
      31
	
      32
	
      33
	
      34
	
      35
	
      36
	
      37
	
      38
	
      39
	
      40

	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       
	
       

	
       
	
      55
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      42.5
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0

	
       
	
      56
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      43
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0

	
       
	
      57
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      42.5
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
       
	
      58
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      42.5
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
      A
	
      59
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      42.5
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
      G
	
      60
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      42.5
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
      E
	
      61
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      42.5
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
       
	
      62
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      50.0
	
      47.5
	
      45.0
	
      42.5
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
       
	
      63
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      47.5
	
      45.0
	
      42.5
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
       
	
      64
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      45.0
	
      42.5
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
       
	
      65
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      42.5
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
       
	
      66
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      40.0
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
       
	
      67
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      37.5
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
       
	
      68
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      35.0
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
       
	
      69
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      32.5
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0

	
       
	
      70
	
       
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      100
	
      30.0
	
      27.5
	
      25.0
	
      22.5
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0
	
      20.0




 




66



















                        May 16,
1995







Mr. Gary
J. Brooks

President

Local
470-1, UWUA, AFL-CIO

P.O. Box
1497

New
Haven, Connecticut 06506




Subject: Flame
Retardant Clothing




Dear Mr.
Brooks:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-1 of the UWUA, this is to confirm that if, during the term
of the Agreement, the Company mandates employees to wear Nomexâ flame
retardant clothing, or its equivalent, the Company will provide such clothing in
amounts reasonably sufficient to enable employees to perform the job duties for
which such clothing is required.




                        Very truly
yours,







                        Albert N.
Henricksen

                        Vice President
Administration











67













                        June 9,
2002







James L.
Murray

President

Local
470-1 UWUA, AFL-CIO

P.O. Box
1497

New
Haven, CT 06506




Subject: Ten-Hour
Shift Guidelines




Dear Mr.
Murray:




This
letter will confirm the parties’ agreement concerning the attached set of
Ten-Hour Shift Guidelines. The Ten-Hour Shift Guidelines will apply to the
Collection Field Technicians in the Standard Field/Collections Section and to
two relamping crews in Electric System.




                        Sincerely,







                        Susan E.
Mullen

                        Senior
Human

                        Resources
Executive








68













TEN-HOUR
SCHEDULE GUIDELINES




DAILY
SCHEDULES AND PAYMENT OF OVERTIME




● Employees
who, for a period of at least three months, work a regular daily schedule of ten
hours per day shall be paid one and one-half times the regular hourly rate for
hours worked beyond their regular daily schedule, exclusive of any hours worked
on a holiday for which payment is to be made in accordance with the provisions
of Article IV. Employees who volunteer for a period of less than three months to
work a regular daily schedule of ten hours per day shall be paid one and
one-half times the regular hourly rate for hours worked beyond their regular
daily schedule, exclusive of any hours worked on a holiday for which payment is
to be made in accordance with the provisions of Article IV.




● If the
Company decides to change the regular daily schedule for a period of at least
three months to one of ten hours per day, the Company will endeavor to staff the
new daily schedule on a voluntary basis. If an insufficient number of employees
volunteer to work the new daily schedule, the Company will assign the necessary
number of employees to the new daily schedule, taking into consideration any
personal hardship that would occur as a result of such assignment.




SUNDAY
PREMIUM




● Follow
Article II, Section 10.




HOLIDAYS




● Modify
Article IV as follows (note:
revised language is in bold print):




SECTION
l. The following shall be deemed to be holidays and the word "holiday" as used
herein shall refer only to such holidays:





	
      New
      Year's Day
	
      Labor
      Day 

	
      Martin
      Luther King's Day
	
      Columbus
      Day 

	
      Washington's
      Birthday
	
      Veterans
      Day

	
      Good
      Friday 
	
      Thanksgiving
      Day 

	
      Memorial
      Day
	
      Friday
      after Thanksgiving

	
      Independence
      Day 
	
      Christmas
      Day







When a
holiday falls on Sunday, the following Monday shall be deemed to be the holiday
in its stead, except that, for those employees whose regularly scheduled work
week includes that Sunday, the holiday will be observed on Sunday. When a
holiday falls on Saturday, the preceding Friday shall be deemed to be the
holiday in its stead, except that, for those employees whose regularly scheduled
workweek includes that Saturday, the holiday will be observed on
Saturday. 








69
















SECTION
2. Any
employee who is not required to work on a holiday shall be paid at his regular
hourly rate for those hours of the holiday which fall within his regularly
scheduled work week (i.e.,
eight hours for eight-hour shift employees, ten hours for employees working
ten-hour shifts).




SECTION
3. (a) In
addition to the pay specified in Section 2 of this Article, any employee who is
required to work on a holiday shall be paid at one and one-half times his
regular hourly rate for all holiday hours worked within his regularly scheduled
work week up
to a maximum of eight hours for eight-hour shift employees and ten hours for
employees working ten-hour shifts. Such employee shall be
paid at twice his regular hourly rate for all holiday hours worked outside his
regularly scheduled work week, and he shall be paid an additional one-half of
his regular hourly rate for all holiday hours worked in excess of his
regularly scheduled number of hours. Hours
worked on a holiday shall not be considered in computing overtime pay. An
employee required to report for work on a holiday shall receive a minimum
payment equivalent to four and one-half times his regular hourly
rate.




(b) Any
employee who is required to work on December 25 shall be paid at twice his
regular hourly rate for all hours worked.




SECTION
4. (a) Any
employee who is regularly scheduled to work eight hours or more per day on each
of two or more Saturdays and/or Sundays per month and who is regularly scheduled
to work on the average forty hours or more per week shall receive pay at his
regular hourly rate for eight hours for each holiday which occurs on his day of
relief, provided that on his last scheduled day before or on his first scheduled
day after the holiday he works his regularly scheduled hours.




(b)
Any employee who is regularly scheduled to work ten hours or more per day and
who is regularly scheduled to work on the average forty hours or more per week
shall receive pay at his regular hourly rate for eight hours for each holiday
that occurs outside of his regularly scheduled work week, provided that on his
last scheduled day before or on his first scheduled day after the holiday he
works his regularly scheduled hours.




SECTION
5. In the event that a holiday falls during an employee's vacation period, he
shall receive an additional day off at a time that is mutually agreeable to the
Company and the employee and that frequently will not adjoin the regular
vacation period.




SICK
TIME




● In
accordance with Article VI, Section 1 (a), compensate for approved sick time on
an hour-for-hour basis (i.e., one day out sick equals ten hours of sick
pay).




● Grant
personal paid absence in lieu of sick time as follows:








70
















During
each calendar year, with the prior authorization of the supervisor, the Company
will grant to employees who are regularly scheduled to work ten-hour shifts ten
hours of personal paid absence in lieu of ten of the aggregate of the forty
hours of absence due to sickness in Article VI, Section 1 (a). The employee must
have at least ten hours of unused sick time available to him to take one paid
personal day, may not take paid personal time in increments of less than ten
hours, and may not accumulate unused personal time from year to
year.




● Ten-hour
shift employees will continue to be treated in accordance with all other
applicable sections of Article VI.




FUNERAL
LEAVE




● Article
VI, Section 2 (b) will provide for up to a maximum of 30 hours of paid leave,
and Section 2 (c) will provide for up to a maximum of 10 hours of paid leave.





VACATION
TIME




● In
accordance with Article V, grant vacation time with pay on an hour-for-hour
basis (i.e., one vacation day equals ten hours of vacation pay).




JURY
DUTY




● Follow
Article VI, Section 5 and Personnel Policy 520.




(Note:
Bargaining unit employees working ten-hour schedules will be treated in
accordance with all other applicable sections of the current
Agreement.)








71













                        April 1,
2005







Moses A.
Rams

President

Local
470-1 AFL-CIO, UWUA

P.O. Box
1497

New
Haven, CT 06506




Subject: Joint
Review of Final Bids from Health Insurance Carriers and Joint 

Exploration
of Future Health Care Plan Design Options




Dear Mr.
Rams:




This will
confirm that during the term of the parties’ new Agreement, the Company will
involve the Union in reviewing the final bids from health insurance carriers
prior to the selection of a core plan carrier and one or more optional plan
carriers for the following calendar year.




The
parties also have agreed to jointly explore various future health care plan
design options, including, but not limited to, Consumer Driven Health Care and
Health Savings Accounts.




                        Sincerely,







                  William J. Manniel

                  Director of
Employee

                  Relations








72













                        April 1,
2005







Mr. Moses
A. Rams

President


Local
470-l UWUA, AFL-CIO

P. O. Box
1497

New
Haven, Connecticut 06506




Subject: Work Shoe
Allowance




Dear Mr.
Rams:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-1, U.W.U.A, this will confirm that employees shall be
reimbursed for qualifying work shoe purchases, up to a maximum of $180 ($185
effective April 1, 2009; $190 effective April 1, 2010) per year, in
accordance with UI Operating Procedure OP-S10.




The
parties commit to working together to find a better way to allocate the total
work shoe allowance to more effectively address different job-related footwear
requirements by December 31, 2005.







                        Sincerely,







                        William J.
Manniel

                        Director of
Employee

                        Relations











73













                        April 1,
2005







Mr. Moses
A. Rams

President


Local
470-l UWUA, AFL-CIO

P. O. Box
1497

New
Haven, Connecticut 06506




Subject: Practice
of Half Day off on Christmas Eve or New Year’s Eve




Dear Mr.
Rams:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-1 of the UWUA, AFL-CIO, the Company, during the term of
the Agreement, will provide bargaining unit employees with a half day of paid
time off on either Christmas Eve or New Year’s Eve, or with the equivalent paid
time off at a different time, which will be solely at the discretion of the
Company. However, this provision will not apply if Christmas Eve and New Year’s
Eve fall on a Saturday or Sunday.




                        Sincerely,







                        William J.
Manniel

                        Director of
Employee

                        Relations








74













                        April 1,
2005







Mr. Moses
A. Rams

President


Local
470-l UWUA, AFL-CIO

P. O. Box
1497

New
Haven, Connecticut 06506




Subject: Joint Job
Evaluation Process




Dear Mr.
Rams:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-1 of the UWUA, AFL-CIO, the parties mutually agree that
the existing joint Job Evaluation Process should be continued during the term of
the Agreement. As a result of the experience gained from evaluating occupational
classifications as part of 2005 Negotiations, the parties further agree that the
current process must be modified to better serve the interests of employees, the
Union, and the Company.




                        Sincerely,







                        William J.
Manniel

                        Director of
Employee

                        Relations








75













                        April 1,
2005







Mr. Moses
A. Rams

President


Local
470-l UWUA, AFL-CIO

P. O. Box
1497

New
Haven, Connecticut 06506




Subject: Job
Evaluations During Term of Agreement




Dear Mr.
Rams:




This will
confirm the parties’ agreement concerning the establishment of a new
occupational classification or the reclassification of an existing job during
the term of the new 2005-2011 Agreement. Should either occur in accordance with
Article II, Section 2, and should the new or reevaluated job be determined to
have a total point value of at least twenty points higher than the current grade
1B or M, the Company will establish a higher grade level and minimum/ maximum
pay rates commensurate with the job’s total point value.




This
Letter Agreement is without prejudice or precedent to future job evaluation
issues.




                        Sincerely,







                        William J.
Manniel

                        Director of
Employee

                        Relations








76













                        April 1,
2005







Moses A.
Rams

President

Local
470-1 UWUA, AFL-CIO

P.O. Box
1497

New
Haven, CT 06506




Subject: Multi-Skill
Premium Grandfathering and Termination




Dear Mr.
Rams:




In
connection with the parties’ 2005 negotiations for a successor collective
bargaining agreement, this will confirm that the subject Letter of Agreement
between the Company and Local 470-1, UWUA, AFL-CIO, dated November 29, 1997, is
hereby terminated effective April 1, 2005, and that such Letter of Agreement
will be of no force and effect from and after April 1, 2005, except for the
following grandfathering provision.




Current
employees who became eligible for the Multi-Skill Premium (“the Premium”) prior
to April 1, 2005, will continue receiving the Premium for each hour paid for as
long as they remain in their present occupational classification. If such
employees become excessed and rolled back, they shall continue to receive the
Premium in accordance with Article X, Section 4.




If such
employees voluntarily move via a written bid from their present occupational
classification to another bargaining unit job that was formerly defined to be
multi-skilled, they shall continue to receive the Premium. However, if such
employees voluntarily move from their present occupational classification to
another bargaining unit job that was not formerly defined as multi-skilled, they
shall no longer be eligible to receive the Premium.




                        Sincerely,







                        William J.
Manniel

                        Director of
Employee

                        Relations








77













                        April 1,
2005







Mr. Moses
A. Rams

President


Local
470-l UWUA, AFL-CIO

P. O. Box
1497

New
Haven, Connecticut 06506




Subject: Revision
of Overhead Power Delivery Time & Merit Progression (TMP)
Program




Dear Mr.
Rams:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-1 of the UWUA, AFL-CIO, the parties, no later than
October 31, 2005, will jointly determine the revision of the existing
Overhead Power Delivery TMP Program, as described in Exhibit II for Article X,
Item 8. Such a revision may include changes to existing occupational
classifications, creation of one or more new classifications, and corresponding
changes to the Sequence of Promotion.




                        Sincerely,







                        William J.
Manniel

                        Director of
Employee

                        Relations








78













                        April 1,
2005







Moses A.
Rams

President

Local
470-1 UWUA, AFL-CIO

P.O. Box
1497

New
Haven, Connecticut 06506




Subject: Joint
Committee to Develop Safety Processes and to Adopt a Safety Program




Dear Mr.
Rams:




The
parties agree that, consistent with Article IX of their 2005-2011 collective
bargaining agreement, they will convene a joint committee to accomplish the
following:





	 	
      ●
	
      Develop
      a process for employees to identify and communicate safety related issues,
      which will then be addressed by the parties with a sense of urgency to
      continuously improve the safety of employees. This process shall include
      defined safety related roles, responsibilities, and accountabilities of
      Management, the Union, and employees. It also will include documentation
      of identified safety concerns and a specified time frame for responding to
      each safety issue, along with a corrective action
plan.





	 	
      ●
	
      Institute
      a process for making non-employees who perform work for the Company or who
      visit Company facilities aware of the established safety rules. This
      process will ensure that every Company facility has a safety plan readily
      available to all who enter. The safety plan will include a specific
      evacuation procedure to follow in the event of a fire
    alarm.





	 	
      ●
	
      Review
      and discuss available safety programs (e.g., the Dupont Safety Management
      System) for the purpose of jointly adopting a UI Workplace Safety
      Program.







Within
ninety days from the certification date to execute the new Agreement, the
committee shall render a written report of its conclusions and recommendations
concerning the above to the Central Safety Steering Committee.




                        Sincerely,


                        




                        William J.
Manniel

                        Director of
Employee

                        Relations








79













                        April 1,
2005







Mr. Moses
A. Rams

President


Local
470-l UWUA, AFL-CIO

P. O. Box
1497

New
Haven, Connecticut 06506




Subject: Formation
of New Underground Sequence of Promotion




Dear Mr.
Rams:




In
connection with the execution of a new Agreement between The United Illuminating
Company and Local 470-1 of the UWUA, AFL-CIO, the parties, during the term of
the Agreement, will jointly determine the formation of a new Underground
Sequence of Promotion, which is proposed to include a Time & Merit
Progression component.




The
parties agree that this new joint effort eliminates the need for the June 9,
2002 Letter of Agreement concerning the Power Delivery Equipment Specialist
(J-5) and the Collections Field Technician I (J-4) classifications, which
appeared on page 86 of the June 9, 2002 Agreement.




                        Sincerely,







                        William J.
Manniel

                        Director of
Employee

                        Relations









80