Document:

uil_exh10-26.htm

EXHIBIT 10.26

I.  INTRODUCTION

	
1.

	
THIS AGREEMENT, made and entered into as of March 24, 2010, by and between the Southern Connecticut Gas Company, (hereinafter called the Company) and the United Steelworkers Of America on behalf of Local Union 12000 (hereinafter called the Union),  WITNESSETH:

	
2.

	
Purpose Of Agreement

	
  

	
That for the purpose of facilitating the peaceful adjustment of differences that may arise from time to time, and of promoting harmony and efficiency, to the end that employees and the Company and the general public may be mutually benefited, the parties hereto contract and agree with each other, as follows:

3.     Legal Considerations

	
  

	
No provision in this Agreement shall be deemed to require the Company or the Union to disregard existing or future statutes, decrees, orders, rulings or regulations.  All provisions of this Agreement are subject to all applicable statutes now or hereafter in effect and to the lawful regulations, rulings, decrees and orders of all Courts and regulatory bodies having jurisdiction.  If any such statutes, regulations, rulings, decrees or orders shall conflict with any provision of this Agreement, said provision shall be void and unenforceable, and the Company and the Union shall meet to discuss the apparent unenforceability and replacement provisions.

	
  

	
The unenforceability of any provision shall not affect the remaining provisions of this Agreement.

	
4.

	
The masculine pronoun wherever used herein shall include the feminine.

II.  RECOGNITION

1.      Union Recognition and Bargaining Unit

	
  

	
The Company hereby recognizes the Union as the exclusive bargaining agent with respect to wages, hours and conditions of employment, for a bargaining unit consisting of all Company employees performing the type of work covered by the job classifications listed in Appendix A.  Excluded from the bargaining unit are executives, managerial employees, professional employees, confidential employees, office clerical employees (except those listed in Appendix A), and all guards and supervisors as defined in the Act.

 

  

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2.      Bulletin Boards

	
  

	
The Company shall provide ample bulletin board space for posting notices of Union meetings.  The bulletin boards shall be located at convenient places in each department.  Material other than notices of Union meetings shall be submitted to the Management and approved by it before posting.

	
3.

	
Union Business

	
  

	
Neither the Union nor its officers or members will conduct Union business on Company time, other than soliciting new members.  The Union agrees that Union meetings with members will not be called on Company time.  This verbal request must be presented to the Company 48 hours prior to the requested time off when feasible.  Notification to the Supervisor and Human Resources is required.

III.  RESPONSIBILITY

1.      Responsibility of Management

	
  

	
The direction of the employed personnel, including the right to hire, to suspend or discharge for proper cause, to transfer, promote or demote, and the right to relieve employees from duty because of lack of work, or for other legitimate reasons is vested exclusively in the Company, provided that this will not be used for the purpose of discrimination against any employee and provided that such rights vested in the Company shall not be inconsistent with any other provisions of this Agreement.  The Company reserves the right to establish and publish from time to time rules and regulations which are not inconsistent with the terms of this Agreement.  The Company agrees not to put such rules and regulations into effect without prior discussion with the Union.  The Company shall protect all of its employees against all complaints, charges or accusations until after appropriate investigation has been made.

	
  

	
The right to determine who are to hold supervisory positions is vested exclusively in the Company.

	
2.

	
No Strike - No Lockout

	
  

	
During the term of this Agreement, there shall be no lock-outs by the Company, and the Union agrees that there shall be no strikes, walk-outs, concerted slow-downs or other interference with the normal course of the Company's business.

	
3.

	
Corrective Procedure

	
  

	
In further consideration of the mutual promises contained herein, the parties hereto expressly agree that neither party shall bring or cause to be brought, any court, or other legal or administrative action against the other until the dispute, claim, grievance or complaint shall have been brought to the attention of the party against whom it shall be made and the said party, after actual notice of same, shall within a reasonable time, fail to take steps to correct the cause or circumstances giving rise to such dispute, claim, grievance, or complaint.

 

  

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4.

	
No Discrimination

	
  

	
Neither the Company nor the Union, nor the respective officers, members or employees of either, shall discriminate against, coerce or intimidate any temporary or permanent employee because of  race, color, religion, age, sex, sexual orientation, national origin, physical or mental disability,  marital status, veteran status, or any other conditions protected by law.

	
5.

	
Responsibility of Union

	
  

	
The Union agrees that it will use its best efforts to make certain that its members will individually and collectively perform loyal and efficient work and services and will use their influence and best efforts to protect the property of the Company and the Company's interest, and will assist in promoting sales of the Company's product, and otherwise will cooperate with the Company and employees of all departments in promoting and advancing the welfare of the Company and its services at all times.

IV.  UNION MEMBERSHIP

	
1.

	
Union Shop

	
  

	
It shall be a condition of employment that all employees of the employer covered by this Agreement, who are members of the Union in good standing on the effective or execution date of this Agreement, whichever is the later, shall remain members in good standing and those who are not members on the effective or execution date of this Agreement, whichever is later, shall on the thirtieth day following the effective or execution date of this Agreement, whichever is the later, become and remain members in good standing in the Union.  It shall also be a condition of employment that all employees covered by this Agreement and hired on or after its effective or execution date, whichever is the later, shall on the thirtieth day following the beginning of such employment become and remain members in good standing in the Union.  The Company shall notify the Union of all new employees to be covered by this Agreement no later than the tenth day of the month following their employment.

	
2.

	
Assignability

	
  

	
This Agreement shall be binding upon the successors and the assignees of the parties hereto and no provision, terms or obligations herein contained shall be affected, modified, altered or changed in any respect whatsoever by any change in the regular status, ownership or management of either party herein.

	
3.

	
Collection of Dues

	
  

	
The Company agrees to deduct from the wages of each employee on the first pay day of each month (or as otherwise agreed to by the parties), in accordance with the expressed terms of a signed voluntary authorization to do so, the monthly dues as provided by the Constitution of the International Union, initiation fees for each new member and reinstatement fees for the month or months owed and to remit such check-off to the International Secretary-Treasurer of the United Steelworkers of

 

  

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America, Five Gateway Center, Pittsburgh, Pennsylvania 15222, on or before the first day of the following month.  Monthly remittances shall be accompanied by an itemized statement showing the name of each Union member and the amount checked off with a copy given to the Local Union Financial Secretary.

	
  

	
An Employee who has worked at least five (5) days in the current month and who quits, is laid off, or is discharged for cause, shall have the current month's dues deducted from his final pay.

	
4.

	
Probationary Period

	
  

	
The probationary period for new employees will be considered a trial period and they may be terminated during this period at the discretion of the Company, without appeal by the Union.  All new employees who have served the six (6) months probationary period shall be considered regular employees with seniority rights as from the day of employment, but at any time after employment, upon receipt of a proper authorization executed by a probationary employee, the Company will deduct his initiation fee and dues and pay them over to the Union, as provided herein.

5.    Temporary Employees

	
  

	
Temporary employees are defined as employees hired for a temporary period of time.  When the need for hiring temporary employees arises, the Company will meet with the Union to discuss the matter and the number of such employees to be hired will be determined on the basis of the Company's reasonable need at the time.

	
  

	
Temporary employees will be hired at the rate shown for temporary employees on the rate schedule.

	
  

	
A temporary employee rehired will be credited cumulatively for the required period of time for an increase.

	
  

	
Temporary employees are not entitled to benefits of pension, sick pay, vacations, all insurance coverages, inclement weather payments for more than two (2) hours, seniority or the right to be considered for regular employees status.

	
  

	
Temporary C & M Department employees will receive two (2) hours pay when they are required to report for work on days on which, in the opinion of the Company, conditions prevent them from working.

	
  

	
Should the need arise to utilize a temporary employee for a period longer than four months, the Company will meet with the Union to discuss the possibility of extending the employee's temporary status.  The union agrees that its consent will not be unreasonably withheld.  When an employees' temporary status expires, the employee shall be considered a regular employee and the job will be posted per the contract.

 

  

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No reduction will take place in a department while temporary employees are working in that department.  Any laid off employee or an employee being reduced will be offered continued employment or recall if qualified, before a temporary employee is maintained at work or hired.  In the event of a reduction in force or before any regular employee is laid off, temporary employees will be reduced and laid off first.

V.  HOURS OF WORK

	
1.

	
Work Day, Work Week

	
  

	
Five (5) days of eight (8) consecutive hours, shall constitute a week's work.

	
  

	
The Company agrees that the work schedules will not be changed for the duration of the Agreement, unless by mutual agreement.  The Union agrees that its consent will not be unreasonably withheld.

	
  

	
A stated hour for reporting to work shall be given each employee, and except in the case of emergency, shall be in accord with the work schedules as shown below.

	
2.

	
Daily Work Schedules

CONSTRUCTION & MAINTENANCE:

7:00 A.M. -  3:00 P.M. (Crew members may individually take a 15 minute working lunch break while other crew members simultaneously continue to perform their assigned duties)

	
  

	
Lead Welder, Welder A, Lead Street Technician, Street Technician A, Street Technician B, Street Technician C, Laborer, Deliverer A, Deliverer B, Machine Operator A, Machine Operator B

7:00 A.M. – 3:30 P.M. (Half-hour lunch period to be taken between 11:30 A.M. – 1:00 P.M.)

Lead Regulator Technician, Regulator Technician A, Regulator Technician B

GAS ENGINEERING:

	
  

	
7:30 A.M. - 4:00 P.M.(Rotating half hour lunch period to be taken between   11:30 A.M. – 1:00 P.M.

 

 

            Drafter Record Clerk

    Drafting Specialist

 

 

  

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7:30 A.M. - 4:00 P.M.(half hour lunch between 12:00 Noon & 12:30 P.M.)

Corrosion Mechanic

Corrosion Mechanic B

TRANSPORTATION & MAINTENANCE DEPARTMENT:

	
  

	
7:00 A.M. - 3:30 P.M. (Fixed lunch to be taken 12:00 noon - 12:30 p.m.) April 1 - October 31

	
  

	
7:30 A.M. - 4:00 P.M. (Fixed lunch to be taken 12:00 noon - 12:30 p.m.)November 1 - March 31

Lead Fleet Mechanic, Mechanic A (Fleet), Mechanic B (Fleet), Mechanic C (Fleet), Maintenance Mechanic A, Mechanic A-(Maintenance), Mechanic B (Maintenance),  Fleet Record Clerk

	 	
3:00 P.M. - 11:30 P.M. (Fixed lunch to be taken 7:00 p.m. - 7:30 p.m.) April 1 - October 31

	
  

	
3:30 P.M. - 12:00 Midnight (Fixed lunch to be taken 7:00 p.m. - 7:30 p.m.) November 1 - March 31

	
  

	
Lead Fleet Mechanic, Mechanic A (Fleet), Mechanic B (Fleet), Mechanic C (Fleet)

METER SHOP:

	 	
7:30 A.M. - 4:00 P.M. (half hour lunch to be taken between 11:30 A.M. & 1:00 P.M.

	
  

	
Meter Person A, Meter Tester, Meter Repairer B, Meter Repairer, Lead Meter Repairer, Meter Repairer Generalist

	
  

	
7:30 A.M. - 4:00 P.M. (half hour lunch to be taken  between 12:00 Noon & 1:00 P.M.)

           Meter Shop Generalist

	
  

	
STORES::

	
  

	
7:00 A.M. - 3:30 P.M. (half hour lunch to be taken between 11:30 a.m. - 1:00 p.m.)

	
  

	 

	
  

	
Lead Storeroom Clerk, Storeroom Clerk A, Storeroom Clerk B, Appliance/Appliance Parts Clerk, Inventory Control Generalist, Plant Services Generalist

8:30 A.M. – 5:00 P.M. (half hour lunch to be taken between 11:30 A.M. – 1:00  P.M.)

Plant Services Generalist

METER READING/COLLECTION DEPARTMENT:

	
  

	
7:30 A.M. - 4:00 P.M. (Half hour lunch period to be taken between  11:30 A.M. and 2:00 P.M.)

	
  

	
Senior Utility Helper/Meter Reader, Collector, Special Collector

 

  

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INSTRUMENTATION:

	
  

	
7:30 A.M. – 4::00 P.M. (Half hour lunch period to be taken between 11:30 A.M. and 2:00 P.M.)

 

   Lead Instrument Technician, Measurement Technician, Instrument Technician, Instrument Technician B

 Hours: 7:00 A.M. - 12 N, 12:30 P.M. - 3:30 P.M.

 Instrument Technician B

 Instrument Technician

 Lead Instrument Technician

 Measurement Technician

	
  

	
CUSTOMER SERVICE DEPARTMENT:

	
  

	
Hours: 7:00 A.M. - 3:30 P.M. (Half hour lunch period to be taken between 11:00 A.M. and 1:00 P.M.)

Days:  Monday through Friday:

	
  

	
Service Technician A Instructor, Service Technician A, Lead Service Technician, Technical Services Specialist, Meter Representative

 

   Hours:  7:00 A.M. – 3:30 P.M. (Half hour lunch period to be taken between 11:00 A.M. and 1:00 P.M.

 Days:  Tuesday through Saturday

Meter Representative

	
  

	
Hours: 8:00 A.M. - 4:30 P.M. (Half hour lunch period to be taken between 11:30 A.M. and 1:30 P.M. other than shift personnel)

	
  

	
Days:  Monday through Friday

	
  

	
Service Technician A Instructor, Service Technician A, Lead Service Technician, Technical Services Specialist, Special Service Rep (Middlesex) Service Technician B, Service Technician C,  Apprentice Helper, Helper, Fitter A, Mechanic A-Service, (other than shift personnel)

Shift Personnel:

 

	Hours:	(1st shift)	8:00 A.M. through 4:00 P.M.	 
	 	(2nd shift)	4:00 P.M. through 12:00 Midnight.	 
	 	(3rd shift)	10:00 PM through 6:00 A.M.	 
	 	 	12:00 Midnight through 8:00 A.M.	 

 

  

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SERVICE TECHNICIAN SCHEDULES:

     

	  	
A

	
B

	
C

	
D

	
E

	
F

	
G

	
H

	
I

	
J

	
Sunday

	
Off

	
10 PM-6 AM

	
Off

	
4-12

	
8-4

	
Off

	
Off

	
Off

	
Off

	
Off

	
Monday

	
Off

	
10 PM – 6 AM

	
Off

	
4-12

	
8-4

	
Off

	
Off

	
Off

	
6 AM – 2 PM

	
6 AM – 2 PM

	
Tuesday

	
8-4

	
10 PM – 6 AM

	
4-12

	
4-12

	
8-4

	
8-4

	
8-4

	
7-3:30

	
6 AM – 2 PM

	
6 AM – 2 PM

	
Wednesday

	
8-4

	
10 PM – 6 AM

	
4-12

	
4-12

	
8-4

	
8-4

	
8-4

	
7-3:30

	
6 AM – 2 PM

	
6 AM – 2 PM

	
Thursday

	
8-4

	
10 PM – 6 AM

	
4-12

	
4-12

	
8-4

	
8-4

	
8-4

	
7-3:30

	
6 AM – 2:00 PM

	
6 AM – 2 PM

	
Friday

	
12-8

	
Off

	
4-12

	
Off

	
Off

	
8-4

	
8-4

	
7-3:30

	
6 AM – 2 PM

	
6 AM – 2 PM

	
Saturday

	
12-8

	
Off

	
4-12

	
Off

	
Off

	
8-4

	
8-4

	
7-3:30

	
Off

	
Off

Note:

(1) Meter Representative

“H” Shift – 7:00 A.M. – 3:30 P.M.

Tuesday through Saturday

(1) Meter Representative

“H” Shift – 7:00 A.M. – 3:30 P.M.

Tuesday through Saturday; Saturday does Dispatching from 8:00 A.M. to 4:00 P.M. with

primary coverage for vacations and absences.

	
  

	 

───────────────────────────────────────

Dispatchers:

Hours:             7:00 A.M. – 4:00 P.M. (1 hour lunch between 12:30 P.M. and 1:30 P.M (Shift A) and between 

         11:30 A.M. and 12:30 P.M. (Shift B)).

  11:00 A.M. - 7:00 P.M.

 

    Days: Monday - Friday

    Dispatcher

    Lead Dispatcher

    Technical Services Dispatcher

 

 

(1st shift)                  8:00 AM – 4:00 PM

	
          (2nd shift)

	
4:00 P.M. - 12 Midnight

 

  

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        (3rd shift)

	
Midnight - 8:00 A.M.

Dispatcher

Technical Services Dispatcher

DISPATCHER SCHEDULES

	  	
A

	
B

	
C

	
D

	
E

	
F

	
G

	
H

	
I

	
J

	
Sunday

	
OFF

	
OFF

	
OFF

	
8-4

	
12-8

	
4-12

	
OFF

	
4-12

	
8-4

	
OFF

 

	
Monday

	
7-4

	
7-4

	
11-7

	
8-4

	
12-8

	
4-12

	
OFF

	
OFF

	
4-12

	
OFF

 

	
Tuesday

	
7-4

	
7-4

	
11-7

	
8-4

	
12-8

	
4-12

	
4-12

	
OFF

	
OFF

	
7-3:30

 

	
Wednesday

	
7-4

	
7-4

	
11-7

	
8-4

	
12-8

	
OFF

	
4-12

	
4-12

	
OFF

	
7-3:30

 

	
Thursday

	
7-4

	
7-4

	
11-7

	
OFF

	
12-8

	
OFF

	
4-12

	
4-12

	
8-4

	
7-3:30

 

	
Friday

	
7-4

	
7-4

	
11-7

	
OFF

	
OFF

	
4-12

	
12-8

	
4-12

	
8-4

	
7-3:30

 

	
Saturday

	
OFF

	
OFF

	
OFF

	
8-4

	
OFF

	
4-12

	
12-8

	
4-12

	
8-4

	
7-3:30

 

   J Shift:  Spare dispatcher is Meter Representative assigned to Service Technician Shift J

   Spare dispatcher is primary coverage for all single day or weekly absences as the Company requires.

 

  

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GAS CONTROL DEPARTMENT:

Hours: 7:00 A.M. - 12 N, 12:30 P.M. - 3:30 P.M.

Days:  Monday through Friday

	
  

	
Electrician, Gas Control Mechanic, Gas Control Mechanic-Operator, General Helper, Regulator Technician A, Regulator Technician B, Lead Electrician, LNG Measurement Technician, LNG Technician

	
  

	
Hours: 7:00 A.M. - 3:00 P.M., 3:00 P.M. - 11:00 P.M., 11:00 P.M.-7:00 A.M.

	
  

	
LNG Maintenance Operator.

	
  

	
Hours: 7:00 A.M. - 12 N, 12:30 P.M. - 3:30 P.M.

	
  

	
LNG Utility Operator when not on shift

	
3.

	
Shift Schedules

 

 

	
  

	
A regularly scheduled first shift shall not start prior to 6:00 A.M.

	
  

	
A regularly scheduled second shift shall not start prior to 11:00 A.M.

	
  

	
A regularly scheduled third shift shall not start prior to 10:00 P.M.

	 	
Eight hour shifts have no scheduled lunch period.

	
4.

	
Work Schedule Changes

	 	
The Company agrees that the work schedules will not be changed for the duration of the Agreement, unless by mutual agreement.  The Union agrees that its consent to a change will not be unreasonably withheld.

 

VI.  WAGES

	
1.

	
Wage Level

	
  

	
The Company agrees to provide wage schedules, (Appendices A1 through A5) which will give each employee a fair wage for work performed.  Wage differentials between jobs are based on differences in responsibilities, skill and duties.

	
2.

	
Wage Grades

	
  

	
Jobs of the same relative value are grouped together in Wage Grades.  The grade determines the rate of pay for all jobs included in the grade except as otherwise agreed to in the contract.

 

 

 

  

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3.        Wage Ranges

	
  

	
Wage ranges are established for each wage grade.  A minimum and maximum rate apply to each classification within the grade.

4.        Wage Schedule

	
  

	
The rates set forth in Appendix A1 -  A- 5  shall apply to bargaining unit work.

	
  

	
Effective  March 24, 2010, the rates for each job classification will be increased by 3%.

	
  

	
Effective  March 24, 2011 the rates for each job classification will be increased by 3%.

	
  

	
Effective  March 24, 2012, the rates for each job classification will be increased by  3%.

	
  

	
Effective  March 24, 2013, the rates for each job classification will be increased by  3%.

	
  

	
Effective  March 24, 2014, the rates for each job classification will be increased by  3%.

	
5.

	
Wage Progression

	
  

	
Progression to the job maximum shall be in automatic service steps as indicated in the wage schedules.

	
6.

	
Determining Wage Rates

	
  

	
In the event a new bargaining unit job is established, or a substantial change is made in the duties of an existing job, the rate for the new or changed job shall be established by the Company and the Union based on its equitable relationship to other bargaining unit jobs.  If the parties disagree on the rate, the matter shall be subject to the grievance and arbitration procedure.

7.        Special Wage Rates

	
  

	
Red Circle Rates:

	
  

	
When the Company and the Union agree to a *red circle rate as a result of consolidation, or by mutual agreement, the red circle rate shall cease to exist when the employee reaches a rate through advancement that exceeds his red circle rate or if one of the following conditions occurs:

	
  

	
a.

	
The employee voluntarily bids to lateral or lower rated job.

	
  

	
b.

	
The employee refuses an opportunity to return to his former job.

 

 

  

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*  Red circle is defined as a rate of 10¢ or more as of the time assigned the job, above the maximum rate of the job to which an employee has been transferred.  Rate differences of less than 10¢ shall continue to be paid and general increases shall be applied to said rate.  Employees holding a red circle rate shall receive all general wage increases.

	
  

	
c.

	
Work assignments to Lead Street Technician leading crews will be made by the General Construction Supervisor or his designee.  Lead Street Technicians at the top of their labor grade will be assigned to all types of street work.  The duties of a Lead Street Technician leading a crew or assigned to inspection work will include all paper work necessary to complete the work order.

	
  

	
d.

	
Employees who were on the payroll as of 3/24/93, who are currently in job grades 5 -11 or who subsequently move into these job grades will be subject to a twelve month progression.  Employees hired after 3/24/93 will follow the progression as indicated in Schedule A.

VII.  ALLOWANCES

1.        Overtime

	
  

	
Any work performed by operating and manual employees over eight (8) hours in one (1) day or over forty (40) hours in any one payroll week shall be paid as overtime at the rate of time and one half.

 

    Double time payments will be paid for all hours worked on the 6th and/or 7th day of the employee’s scheduled work week, after 16 continuous hours of work, holidays and call-outs.

 

    All work, emergency or overtime, shall be distributed equally among all employees as far as practicable.

	
  

	
No employee will be required to take time off for time accumulated in overtime.  In any work week employees will be permitted, where practicable, to make up time lost to a total of forty (40) hours. Such time shall be counted as straight time and paid for accordingly.  In any normal work week employees may make up time taken off voluntarily, provided the  Manager of the Department approves and there is no additional expense to the Company.

	
2.

	
Work on Day off

	
  

	
Time worked continuously after a regularly scheduled work period will not be considered as "work on a day off."

 

  

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3.        Shift Allowance

	
  

	
Employees on regularly scheduled Monday - Friday shifts shall receive a differential above their hourly rate as follows:

 

	 Effective March 24, 2010: 	 2nd shift:	 $1.35
	 	 3rd shift: 	 $1.45
	 	 	 
	 Effective March 24, 2012: 	 2nd shift                      	 $1.40
	 	 3rd shift                      	 $1.50

 

	 Effective March 24, 2014	 2nd shift                      	 $1.45
	 	 3rd shift                      	 $1.55

	
  

	
These shift differentials shall not apply to an employee on the first shift, whatever the hours worked.

	
  

	
Employees on a regularly scheduled Saturday shift shall receive an amount of 7% of their hourly wage rates in addition to their regular hourly rates.  Employees on regularly scheduled Sunday shift shall receive an amount of 11% of their hourly wage rates in addition to their regular hourly rates.  The premium rates shall in no case be paid for more than eight (8) hours worked on any shift.

	
  

	
In addition to those employees on a regularly scheduled shift, employees who cover for absences on a straight time basis shall receive the applicable shift allowance.

	
  

	
A regularly scheduled second shift shall not start prior to 11:00 A.M.  A regularly scheduled third shift shall not start prior to 10:00 p.m.

	
  

	
The applicable shift bonus will be included in payment for vacations, holidays and compensable injuries for employees regularly assigned to shift work.  The shift allowance will not be compounded.

4.        Call-in Allowance

	 	
An employee called in to work by a responsible authority of the Company, after he has finished his day's work and has left the Company's property shall, with respect to each such call-in, be paid at the rate of double time for work so performed from the time of call (assuming he arrives within a reasonable amount of time) but shall, in any event, receive for such work performed, after recall, an amount equal to at least six (6) hours of straight time pay.

	
  

	
Employees called in shall phone in for further work before going home, if the first assignment is finished within the three (3) hours guarantee period.  Any further assignment shall be deemed part of the first call-in assignment.

 

  

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Any employee called in to work one (1) hour before the starting time of his schedule will be paid at the rate of double time for that hour, but the overtime premium shall not be pyramided.

	
  

	
Employees will receive four hours straight time pay for scheduled overtime cancelled with less than 24 hours notice.

	
5.

	
Meal Allowance

	
  

	
Effective March 24, 2010, meal allowance will be discontinued.  Employees on the payroll effective March 24, 2010 will receive an increase of 13 cents per hour, prior to the 2010 general wage increase, in lieu of any future meal allowance payments.

6.        Rest Allowance

	
  

	
An employee responding to emergency call-outs, who has worked a total of four (4) hours and who completes his work after midnight, except in cases of extreme emergency, is assured eight (8) hours rest before reporting to work again.  When the eight (8) hours rest period continues beyond the start of the employee's next scheduled shift, such employees will not be required to report until the end of the designated period of rest.  Such employees will not suffer any loss of pay for any time lost between the normal shift starting time and the time they begin work.

	
  

	
Except in cases of extreme emergency, a minimum of eight (8) hours rest will be given to employees who work more than sixteen (16) consecutive hours in any twenty-four (24) hour period.

	
  

	
An employee is responsible for obtaining authorization and advising management that he intends to take rest allowance prior to accepting additional work or continuing to work, when the utilization of rest allowance is probable.

7.        Jury Duty Allowance

	
  

	
Employees who are called for jury service will, for each day paid for such service, be given the difference between such pay as jurors and the amount they would have received at their straight time hourly rate had they worked.  To be eligible for such payment, it shall be the duty of employees called for jury service to present proper evidence of service and the compensation received.  Jury duty allowance will be discontinued following the 40th day of jury duty, or upon the conclusion of an extended case or trial.  Anyone volunteering for jury duty will be precluded from this allowance.

8.       Funeral Leave Allowance

	
  

	
In case of the death of a relative, limited to mother, father, wife, husband, sister, brother, children, mother-in-law, father-in-law, grandchild, or member of the employee's immediate household, time off with pay for scheduled working hours will be allowed not to exceed three (3) consecutive scheduled work days.  One (1) day will be allowed for grandparent, aunt, uncle, niece or nephew, brother-in-law, sister-in-law.

 

 

  

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Immediate household is defined as a relative or in-law who has been a permanent resident in the employee's home.

	
  

	
An employee who is scheduled to work, but is absent up to four (4) hours to attend the local funeral, or eight (8) hours to attend an out-of-state funeral of a cousin shall be allowed time off with pay.

	
  

	
The Company will permit four (4) employees time off with pay, not to exceed four (4) hours during their regular work schedule to act as pall bearers at the funeral of an active or retired employee, or a member of an employee's immediate family, as defined above.

9.        Personal Business

 

 

	
  

	
Time off with pay will not be given for personal business otherwise except that a Department Manager may grant up to two hour's time off with pay if the conditions merit it in his judgment.

10.      Inclement Weather

	
  

	
Under inclement weather conditions, which include excessive snow, rain, sleet, cold and heat, activity in the C & M Department will be limited to emergency work, as determined by the Company.

	
  

	
Regular C & M Department employees, who report for work during inclement weather, will not be required to perform their normal duties, but will be assigned to other work of the type related to the Mains & Services Department  or in Stores within the Operations Center.

	
  

	
The Company agrees not to change its policy dated February 29, 1980, on work during cold weather in the C & M Department, for the duration of the contract.

	
  

	
If in the judgment of management a hazardous condition caused by severe inclement weather exists, the Company will assign Senior Utility Helpers/Meter Readers  to other work related to their classification.

	
  

	
Training and safety will be given primary emphasis except in cases of emergency and unusual situations.

11.      Stand-by Pay (Regulator Technicians)

	
  

	
Regulator Technicians will receive stand-by pay from November 1 through February. Employees on stand-by duty shall be paid  $27 per day for weekdays and  $39 per day for Saturdays and  $39 per day for Sundays and paid holidays.

	
12.

	
Stand-By Pay (C & M Department)

	
  

	
Employees who are part of the Construction and Maintenance Department crews will be assigned to standby duty on all calendar days.

 

  

- 15 -

  

	
  

	
They will form two standby crews which will consist of a Lead Street Technician, backhoe operator and  two other C & M Department employees between December 1 and March 31.

	
  

	
Between April 1 and  November 30, there will be two standby crews which will consist of a Lead Street Technician, backhoe operator and  one other C & M Department employee.

	
  

	
Each standby assignment covers seven 24 hour periods beginning at start of the day shift on Friday.  The Company and Union will review the Friday verses Monday start annually.

	
  

	
Employees on stand-by duty shall be paid  $27  per day for weekdays and   $39 per day for Saturdays and   $39 per day for Sundays and paid holidays.

	
  

	
The standby schedule shall not adversely affect the vacation selection by any employee.  It will be the Company's responsibility to assign vacation fill in's, sickness and daily absences for stand-by in a fair and equitable manner from the low overtime list.

	
13.

	
Military Service, Payment for

	
  

	
Employees who voluntarily enlist, or are conscripted in the United States Army, Navy, Marines, Air Force, or Coast Guard for full time military service, shall receive one (1) week's pay for each year of service with the Company, up to four (4) weeks pay.

	
  

	
Any employee called by the National Guard or Military Reserve to perform emergency duty shall be paid by the Company the difference between the military pay and his regular straight time daily pay.

	
  

	
In addition, the Company will pay the difference between the military pay and his regular straight time daily pay for employees called to perform normal national guard or reserve duty for up to three weeks per year.

	
  

	
Under either circumstance, to be eligible for such payment, it shall be the duty of the employee to present proper evidence of services and the compensation received.

	
14.

	
Coffee Break and Wash-up Time

	
  

	
The Company will allow a coffee break of fifteen (15) minutes in the morning and afternoon for all employees.  Manual workers in the Operating Departments also will receive a wash-up period at the end of the work day of ten (10) minutes.

	
15.

	
Appliance Discount Allowance

	
  

	
Employees will be allowed to purchase new appliances which the Company sells to the public, for their personal use or for their relatives’ use at a cost of $15.00 over the Company cost.

 

  

- 16 -

  

16.      Union Business

	
  

	
The Company agrees to grant to members of the Local Union such reasonable leaves of absence without pay for transacting Union business in such numbers and for such lengths of time as may be deemed proper by the Company.  No employee on such leave shall lose any seniority status while absent.  Upon returning, he shall be reinstated in the position he held at the time of taking such leave of absence.  Nothing in this section shall be used for the purpose of discrimination against any official of the Union.

17.      Leaves of Absence

	
  

	
The Company agrees to grant to employees, without pay, such reasonable leaves of absence as may be deemed acceptable by the Company.  The company will promptly notify the union of leaves granted.

	
  

	
No employee on such leave shall lose any seniority status while absent.  Upon returning he shall be reinstated in the position he held at the time of taking such leave of absence.

	
  

	
An employee not otherwise eligible for sick leave or medical leave who is unable to work as certified by a physician shall be granted up to four months of unpaid medical leave, if eligible for such under applicable law.

	
18.

	
Safety Shoe Allowance

	
  

	
A safety shoe allowance of   $125 annually, will be provided in accordance with Company policy on safety shoes.

	
  

	
Effective March 24, 2010, the $125 becomes $150.  Effective March 24, 2012, the $150 will increase to $160.

	
19.

	
Clothing Allowance

	
  

	
The Company will provide gloves for the Street Department employees.   The Regulator Technician and his Helper will be furnished coveralls to be used when they go into regulator pits.

	
  

	
Other designated items of clothing will be provided in accordance with the Agreement.

	
  

	
Effective January 1, 2011, outside of initial issuance, all of the designated items will be replaced because of wear if such clothing is turned in.  Clothing will not be replaced if lost or stolen.  New employees will receive an extra allotment of uniforms and the Company will maintain an inventory for replacement issuance going forward. In keeping with the positive image that the Company and the Union wish employees to present to the public, employees will wear the full designated uniform items issued for the respective departments during all business hours.

 

  

- 17 -

  

	
20.

	
Tools

	
  

	
The current practice of the Company purchasing tools will continue.

	
  

	
Any new tools that are required for work, because of technological change, will be purchased by the Company.  These tools will belong to the Company and will be available for the use of employees.

	
21.

	
Employee Stock Purchase Plan

 

    Effective January 1, 2005, employees who have completed at least five months of service, will be eligible to participate in the Employee’s Stock Purchase Plan.  The Company will pay the full administrative costs of the plan,

    including brokerage costs.  In addition, the Company will contribute at the time of the payroll deduction, an amount equivalent to 10% of the employee’s payroll deduction.

22.       Educational Reimbursement

Effective January 1, 2005, employees will receive 100% tuition reimbursement for a grade C or better under the guidelines established in the October 15, 2004 agreement.

 

VIII.  HOLIDAYS

	
1.

	
The Company will post a list of holidays before the last day of January of each year and will include the January of the next year.

	
  

	
Recognized Holidays

	
  

	
The following shall be considered legal holidays: (1) New Year's Day, (2)  Martin Luther King’s Birthday (3) President’s Day, (4) Good Friday, (5) Memorial Day, (6) Independence Day, (7) Labor Day,  (8) Thanksgiving Day, (9) Christmas Eve (4 hours pay only), (10) Christmas Day, (11) New Year's Eve (4 hours pay only).

	
  

	
 Effective March 24, 2010, employees will receive two floating holidays which will be coordinated in conjunction with the vacation selection process for his/her department.

	
  

	
When state or federal statute requires that any of the holidays set forth above be observed on a day other than the day normally observed, the holiday shall be observed on the day prescribed by state or federal statute, whichever is controlling.

	
  

	
Whenever one of the above holidays falls on a Saturday, the Company at its discretion, may celebrate it the Friday before, the Monday following, or may pay an additional day's pay therefore.  Any of the above holidays which fall on a Sunday shall be celebrated on the following day (Monday).

 

  

- 18 -

  

	
2.

	
Holiday Payments

	
  

	
All employees shall be paid for the legal holidays listed above at the regular hourly rate of pay for such employees.  Employees scheduled to work on such holidays shall be paid at the rate of double time for hours worked on that day, in addition to the amount received for such legal holiday.  If the employee has active discipline for attendance of a written warning or more, that employee is required to work the day before, and the day after a holiday, in order to be paid for the holiday, unless the employee has a valid reason for absence, such as hospitalization.

	
  

	
Double straight time shall be paid for work performed on a holiday outside an employee's normal schedule, regardless of other provisions of this Agreement.

	
3.

	
Easter Payment

	
  

	
Double straight time shall be paid for hours worked on a regularly scheduled Easter Sunday.

	
4.

	
Christmas Eve and New Year's Eve Payment

	
  

	
All employees shall be paid four (4) hours pay at the regular hourly rate of pay for such employees for these half days.

	
  

	
Employees required to continue working into the four (4) hour allowed portion of their work schedule will be paid at the rate of double time for working during that period.

	
5.

	
Day Off in Lieu of Holiday

	
  

	
If a holiday falls during an employee's scheduled vacation, or scheduled day off, or during an employee's absence from work because of a compensable injury, he shall receive an additional day's pay or a day off, at the discretion of the employee.

	
  

	
Any employee who is absent from work beyond the period of sick leave allowed him under the terms of Section XIV (Sickness and Disability) will be entitled to receive payment for all holidays remaining in the contract year in which his benefits terminated.  Payments for holidays due under the terms, as outlined above, will be made when the employee returns to work or at the end of the calendar year, whichever occurs first.

 

 

IX.  VACATIONS

 

 

	
1.

	
Employees shall be entitled to vacation time as follows:

	
  

	
One year of service - Two weeks vacation with basic pay after first year anniversary of employment.

	
  

	
Employees who will have been in the continuous employ of the Company for five or more years by December 31st shall be entitled to vacation time as follows:

 

  

- 19 -

  

Five years of service - 3 weeks vacation with basic pay.

Ten years of service - 4 weeks vacation with basic pay.

Twenty years of service - 5 weeks vacation with basic pay.

	
  

	
Vacations may be taken throughout the calendar year.

	
2.

	
Selection of Vacations

	
  

	
In selecting vacation periods, the principle of seniority, as defined in Article XI, shall prevail, provided said principle does not interfere with the efficient operation of the Company's business.

	
  

	
The Company will solicit employees choices of vacation periods between February 1 and April 15.  Employees will select the time for the vacation period by May 31.  Vacation periods not selected by May 31 will be selected by employees on a first come first serve basis from remaining weeks not chosen by other employees.  Vacation periods not selected by September 1 will be assigned by the Company.

	
  

	
Half vacation days in the Construction & Maintenance Department will be limited to the celebrated Christmas Eve and New Year’s Eve and when on rest time.  The Company will allow a maximum of two additional days to be taken as half vacation days.

	
  

	
Employees taking vacations during the periods as indicated below will receive one additional day's pay for each week of vacation taken during these periods, limited by the following paragraph:

	
·      C & M

	  	
January 1 to April 1

	  	  	  
	
·      Customer Service

	  	
March 15 to June 15

	  	  	  
	
·      Maintenance & Transportation

	  	
March 15 to June 15

	  	  	  
	
·      Meter Reading

	  	
June, July, August

	  	  	  
	
·      Meter Shop

	  	
October, November, December

	  	  	  
	
·      Collections

	  	
January, February, March

	  	  	  
	
·      Corrosion

	  	
January, February, December

	  	  	  
	
·      Gas Control

	  	
June, July, August

	  	  	  
	
·      Stores

	  	
January 1 to April 1

 

 

  

- 20 -

  

	
3.

	
Payment of Vacation Allowance

	
  

	
The vacation allowance of wages or salary will be paid to each employee in advance.  Except as provided herein, vacations are not cumulative and must be taken in the calendar year in which they are earned.

	
4.

	
Vacation and Personal Sickness

	
  

	
No additional allowance in vacation pay will be made for sickness or disability incurred while on vacation.

	
  

	
Should a serious illness or injury occur, attested to by a physician, that would interfere with an employee's scheduled vacation, then such an employee will not be required to take his scheduled vacation, but can have it postponed to a period mutually satisfactory to the Company and the Union.  In no event will vacations be extended beyond the calendar year.  If such illness or injury extends beyond the calendar year, the employee will be entitled to vacation pay in lieu of time off.

	
5.

	
Vacation and Compensable Injury

	
  

	
An employee, unable to complete his vacation because of a compensable injury, will be permitted to carry over the uncompleted portion of this vacation to the following year.

	
6.

	
Vacation & Disability Retirement

	
  

	
Employees retiring due to a disability shall not be required to use vacation due them but shall receive such pay upon their retirement.

	
7.

	
Vacation Benefits, Deceased Employee

	
  

	
Should an employee die while in the active employment of the Company, leaving a widow, widower, child or children, father or mother, brother or sister surviving and should such death occur on or after January 1 of a vacation year and before he has had his vacation pay, the Company will pay his full vacation pay for that year to his estate.

 

X. TRANSFERS, PROMOTIONS & JOB BIDDING

1.        Notice Of Vacancies

	
  

	
In accordance with the current Job Posting Procedure, the Company will post notices of vacancies on all bulletin boards, and will consider applications for such vacancies if they are presented in writing, including a statement of qualifications, within three (3) days after such notice of vacancy was posted.

 

  

- 21 -

  

	
  

	
Notifications of jobs posted shall be sent to employees who are out sick or are on vacation on the date the job is posted.  A copy of the notice of vacancy will be given to the union at the time of posting.

	
  

	
Before a position is permanently filled, the Union will be notified and if an employee's qualifications are questioned, he may have them passed upon at a meeting between the Union and the Company.

	
  

	
As vacancies occur in regular jobs that require hiring additional help, every effort will be made to transfer eligible employees from other departments.

2.       Transfers

	
  

	
If there are no qualified bidders, the Company may transfer into the posted job, the junior qualified employee in the department in which the vacancy occurs.

	
  

	
The vacancy shall be filled by the employee accepted for the job within fifteen (15) *working days after his acceptance.  Positions that require special coverage by trained personnel, and no replacement is available, shall not be covered by this provision, but every effort will be made to expedite such transfers.  In the event it takes beyond fifteen (15) *working days to fill the position, the Company will advise the Union of the reasons therefor, and the employee will receive any increases due and commence normal wage progression.

	
  

	
In any twelve (12) month period, employees will be permitted a maximum of two (2) transfers as a result of job bid awards.  This restriction will not apply to promotional job bid awards, within the department, to a higher rated job grade.

3.       Qualifications

	
  

	
Seniority shall prevail whenever there is an advancement, promotion or vacancy, provided the employee can qualify for the job.

1.  Ability to learn the job.

2.  Knowledge, skill and efficiency.

3.  Physical condition.

	
  

	
If a question arises as to who is qualified for such advancement, promotion or vacancy, the matter shall be referred to the grievance procedure and arbitration as set forth in this Agreement.  The right to determine who are to hold supervisory positions is vested exclusively in the Company.

4.       Wage Administration

	 	
Rates applying to moves on bids shall be determined in accordance with the following:

 

  

- 22 -

  

	
  

	
A.

	
A transfer on a bid to a higher-rated job shall be at the step in the new job next above the employee's current rate, with a minimum increase of 10 cents per hour.

	
  

	
B.

	
A transfer on a bid to a lower classification shall be at the rate one step lower than the current rate, or the maximum rate for the lower classification, whichever rate is lower.

	
  

	
C.

	
An employee temporarily transferred to a lower-rated position shall be paid his regular rate of pay.

	
  

	
D.

	
An employee temporarily transferred to a higher-rated position shall be paid a minimum of 15 cents above his present rate in accordance with Appendix A at the step in the job next above the employees current rate provided that the new rate is not greater than the maximum rate for the job to be filled.

	
           E.

	
An employee temporarily transferred to a higher rated position, which he has previously performed, will be paid the maximum rate for the job to be filled or his current rate, whichever is higher.

	
           F.

	
Accelerated progression for Helpers in the Service Department will be administered in accordance with the Agreement of March 21, 2001.

	
           G.

	
Accelerated progression for Laborers in the C & M Department will be administered in accordance with the revised Agreement of March 23, 1993.

	
  

	
I.

	
Accelerated progression for Lead Street Technician in the DC&M Department will be administered in accordance with the agreements of March 21, 2001 and October 20, 2004.

	
5.

	
Temporary Transfers

	
  

	
A.

	
The union will be notified of all transfers outside of the department in advance, where practicable.  Employees returning to work on light or modified duty may be temporarily transferred to a different classification and/or department and will be utilized to the fullest extent possible, including allowing transfers of less than a full 8 hours in one department, but not to exceed two transfers in one day.  The employee will receive the higher rate for any position worked in the day.

	
  

	
B.

	
When a transfer for the convenience of management becomes necessary, the least senior qualified person in the classifications selected by the Company shall be the one transferred.

	
  

	
C.

	
If a qualified person in the same department with greater seniority, whom management determines it can release, opts to take this transfer, the transfer will be awarded to him.

	
  

	
D.

	
Nothing shall prevent temporary transfers within a department from one job to another.

 

  

- 23 -

  

	
  

	
E.

	
A person transferred for more than one month to another department will be returned promptly to his regular job upon his request, provided an equally qualified replacement is available, and the vacancy still exists.  If a vacancy still exists, the next least senior qualified employee will be transferred in accordance with B above.

   *  Working day is defined as excluding Saturday, Sunday and holidays.

 

XI.  SENIORITY

The seniority to be considered shall be Company seniority.

Company seniority shall prevail in lay-off and re-employment after lay-off.  The Company, however, will give the union reasonable notice before action is taken in regard to lay-offs and promotions.

The Company shall furnish the Union with seniority lists, showing the first day of continuous employment of each employee.  Such lists shall be revised quarterly.

An employee's length of continuous service shall be broken by, and his seniority shall cease, for the following reasons:

A.        Voluntary quit;

	
B.

	
Retirement;

	
C.

	
Discharge for just cause;

	
D.

	
Failure to report for work without notification to the Company for three (3) consecutive working days except where such failure to give such notification is caused by illness or other good and acceptable reasons which prohibits the employee from giving notice within three (3) working days;

	
E.

	
Failure to report for work when recalled from layoff within ten (10) working days after receipt of a recall notice except where such failure to report is caused by illness or other good and acceptable reasons which prohibits the employee from giving notice within ten (10) working days;

	
F.

	
Layoffs of more than five years duration or length of service whichever is less.

	
G.

	
Failure to report for work upon termination of disability arising from accident or illness, including pregnancy related disabilities, unless an approved personal leave of absence has been granted except as provided in section 4 below of this agreement;

	
H.

	
Absence for more than two (2) years by reason of employment in an official capacity by the Union;

	
I.

	
Failure to report for work after the expiration of an approved leave of absence.

 

 

  

- 24 -

  

Seniority continues to accumulate under the following exceptions:

	
1.

	
Parental/Medical Leave will be administered as mutually agreed by the Company and the Union.

	
2.

	
A leave of absence signed by an Officer of the Company. Upon the granting of a leave of absence, the Company will promptly notify the Union thereof, in writing, of receipt of the notice.

	
3.

	
Illness attested to by a physician's certificate to the limits provided in section 4 below.

	
4.

	
An employee with years of service as indicated below who is absent because of physical disability, shall have the right to return with full seniority rights to his former job when a Company-designated physician (a third physician may be selected by the Company physician and the employee's physician to make a final diagnosis) stipulates he is physically able to meet the requirements of the job, or to another job that may be open at the time of his return when, in the judgment of the Company, he meets the qualifications established for such job, provided that such return to work is initiated within the period of time corresponding to the employee's period of service as specified below  following his last day at work, and within one (1) month of termination of disability.

Less than one (1) year of service:  time equal to employment

	 	
1 - 2 years of employment:

	
1 year

	
          3 - 4 years of employment:

	
2 years

	 	
5 and above years of employment:

	
3 years

	
  

	
An employee who has exhausted sick leave under Article XIV shall be considered eligible for re-employment as provided above. The company will continue its past practice relative to benefits during the period which the right to return continues.

	
  

	 

	
5.

	
An employee who is granted a leave of absence without pay for transacting Union business for such length of time as is mutually  agreed upon by the Company and Union.

	
6.

	
Any member of the Local Union, employed in any official capacity by  the Union, shall not lose his seniority in the department of the Company in which he is employed, provided such leave of absence does not exceed two (2) years.

	
7.

	
Any employee called in service under the provisions of the Selective Training and Service Act of 1940, or under the authority conferred by the Joint Resolution of Congress entitled "Joint Resolution to strengthen the common defense and to authorize the President to order members and units of reserve components and retired personnel of the Regular Army into active military service," approved August 27, 1940, as amended, who (1) receives the certificate provided for therein (2) is still qualified to perform the duties of his former position, and (3) makes application for reemployment within ninety (90) days after he is relieved from service under that Act or Joint Resolution, unless the circumstances have so changed as to make it impossible or unreasonable to do so.

 

  

- 25 -

  

	
8.

	
Service in the forces of the United States of America in times of  war.  Should any governmental regulation make it necessary for the Company to lay off employees, the Company agrees that such lay-off shall be considered as a leave of absence and employees so laid off shall accumulate seniority during such lay-off, but should such an employee fail to report for work, within two (2) weeks of the mailing of a notice of recall, addressed to his last address furnished to the Company by the employee, all of such employee's right to recall or seniority shall cease, unless the Company is notified in writing within said period that said employee is unable to report for work because of Manpower Controls, or other governmental controls, or unless the Company is notified in writing within said period that said employee is temporarily ill.

	
  

	 

XII WORK FORCE REDUCTION AND RE-EMPLOYMENT

	
1.

	
The Company and the Union jointly recognize that occasions may arise where adjustments of the work force may be necessary either by reduction-in-force, transfer of work, or reorganization of work.  Such force reductions affecting Regular Employees shall be in accordance with the following procedure:

	
  

	
a.

	
Regular employees will be removed from the classification to be reduced on the basis of their Company seniority.  The senior employees to be reduced may choose their order of reduction on the basis of their Company seniority.

	
  

	
b.

	
Employees removed from their classifications under this procedure may elect to be transferred to:

	
  

	
1.

	
Designated entry level jobs provided they have the required qualifications

	
  

	
2.

	
A lower or equal rated job in their department which they have previously performed and for which they qualify.  They can also take equal or lower rated jobs in the department, for which they qualify, with * minimal training.

	
  

	
3.

	
A lower or equal rated job for which they qualify outside the department, with *minimal training.

	
  

	
c.

	
Displaced employees will be removed from the lower or equal rated classification on the basis of their Company seniority, and will also exercise transfer rights in accordance with "b" above.

	
  

	
d.

	
An employee displaced under this procedure will be offered one favored opportunity to return to his former classification if a vacancy should occur or to a job which ordinarily would be posted on a division wide basis for that department.  This opportunity shall be characterized by the Company's offering this job to such employee prior to, and instead of, posting the notice of such vacancy.  An employee refusing such opportunity will lose such right of return.

	
  

	
e.

	
Employees who have exhausted their rights under the steps outlined, or who have no such rights, shall be subject to layoff, unless protected by the Employment Security provisions.

 

  

- 26 -

  

	
  

	
f.

	
Employees affected by the foregoing will retain their rights under the Contract including the Posting, Bidding, and employment security provisions.  In addition, the Company will notify employees on layoff of posted vacancies and afford them the opportunity to bid for such vacancies.

	
  

	
g.

	
Super seniority will be considered for executive board members.

	
  

	
h.

	
Bumping up to a higher grade level is permitted to a position which the employee has previously satisfactorily performed.

	
2.

	
The Company will maintain a list showing the Company seniority of all regular employees laid off.  Re-employment will be made from this list in accordance with Article XI of the contract prior to hiring new employees.

	
3.

	
An employee who is transferred to an equal or lower rated job classification in accordance with this procedure, shall retain his rate of pay at the time of transfer, and shall be eligible to receive general increases.

	
4.

	
The red circle rate shall cease to exist when the employee reaches a rate through advancement that exceeds his red circle rate, or under the following conditions:

	
  

	
A.

	
The employee voluntarily bids to lateral or lower rated job.

	
  

	
B.

	
The employee fails to bid on any higher rated job openings in his old department or the department he is currently working in.

	
  

	
C.

	
The employee refuses an opportunity to return to his former job.

	
5.

	
It will be the responsibility of laid off employees to keep the Company informed of their current address and telephone number.  Recall rights will be in accordance with Article XI.

	
6.

	
This agreement will provide for Company-wide bumping rights.

	
*

	
Minimal training shall call for a demonstration on the part of the employee of performance satisfactory to the Company ten working days from his time of transfer into the position.  If his performance is not satisfactory, he must revert to an option that does not call for "minimal training."

 

DESIGNATED ENTRY JOBS

Apprentice Helper

Collector

General Helper  (L.N.G.)

Helper

 

  

- 27 -

  

Inventory Control Generalist

Laborer

Mechanic C (Fleet)

Mechanic B (Maintenance)

Meter Representative

Meter Shop Generalist

Meter Person A

Senior Utility Helper/Meter Reader

Storeroom Clerk  B

Street Tech C

XIII  EMPLOYMENT SECURITY

The Company agrees that no bargaining unit employee on the payroll as of January 1, 2001 will be laid off for lack of work during the term of this agreement.    Effective March 24, 2010, the January 1, 2001 date becomes January 1, 2003.

 

XIV  SICKNESS AND DISABILITY

	
1.

	
Sickness and Disability

	
  

	
Employees will be paid full time less allowable Social Security Disability Benefits at their basic rates while off duty because of sickness or accident not covered by the Worker's Compensation Act as follows:

	  	  	
Weeks

	
Continuous Service

	  	
Allowed

	  	  	  
	
Less than one (1) year

	  	
None

	
1 year to 5 years

	  	
6

	
5 years to 10 years

	  	
8

	
10 years to 15 years

	  	
12

	
15 years to 20 years

	  	
16

	
20 years to 25 years

	  	
20

	
Over 25 years

	  	
26

	
  

	
Employees with ten (10) years of service, who are totally disabled shall, in addition, be allowed up to 52 weeks at 60% of base pay, less allowable primary Social Security Disability Benefits.

	
  

	
Special cases can be brought before management for individual consideration.

 

  

- 28 -

  

	
  

	
If payments are made to employees under any law for such sickness or accident, then the difference between such payments and the above schedule will be paid by the Company.

	
  

	
Effective January 1, 1984, employees who have perfect attendance records, on a calendar year basis, will be provided with an additional week of sick pay, beyond their normal entitlement, for each year of perfect attendance, while off duty because of sickness or accident not covered by the Worker's Compensation Act.

	
  

	
The 3/30/06 Agreement regarding utilization of Unum as the Company’s Disability Management Corporation is hereinafter included by reference.  Effective March 24, 2010, the requirement for notification to Unum regarding absences is changed from 7 working days to 5 working days.

	
2.

	
Compensation For Injury

	
  

	
Effective 9/1/96, Worker's Compensation benefits will be provided under the terms of a Medical Care Plan which has been approved by the Worker's Compensation Commission for the State of Connecticut.  The Plan provides medical treatment for employees who suffer work-related injuries and illness on or after the effective date, through a mandatory network of physicians, and other care providers.  The provisions of the Plan are incorporated herein by reference.

	
  

	
An employee who is absent from work because of injury or illness covered by the Worker's Compensation Act, shall receive, during the calendar year, pay in addition to the compensation payments so as to give him either:

	
  

	
a.

	
full pay for a period including any waiting time equal to twice the period of sick leave to which he is entitled under Article XIV, or

	
  

	
b.

	
full pay for six (6) months whichever is greater, and time lost by reason of such injury or illness, shall not be charged to his sick leave.

	
  

	
The employee may not collect more than his full pay while absent from work on workers compensation leave and is responsible for reimbursing the Company for any over-payments by the

	
  

	
Company as a result of receiving Social Security Disability benefits or any other third party payment as a result of the injury or illness (Article XIV, Section 4 below).

	
  

	
It is agreed that time off during the day given to any employee to treat an injury shall be accumulated toward overtime payment.

	
3.

	
Injury in Other Employment

	
  

	
An employee injured while gainfully employed elsewhere shall not be entitled to sick leave allowance for such period of incapacity.

 

  

- 29 -

  

4.       Subrogated Rights

	
  

	
In the event that an employee has a claim against a third party for injury or illness arising out of the injury, for which the Company has paid for time lost from work, the Company shall be subrogated for this third party claim to the extent of its payments to the employee, except for insurance payments made under policies provided by the employee himself.

	
  

	
In instances where the Company has been so reimbursed, the employee's sick leave allowance shall be reinstated to the extent of the reimbursement.

	
  

	
In the event the employee collects damages from such third party whether through a judgment or settlement, the employee shall be obligated to reimburse the Company to the extent of its payments to the employee.  The Company shall have a lien against such proceeds to the extent of such payments.

	
5.

	
Disability Retirement

	
  

	
An employee who qualifies for a disability retirement pension under the Pension Plan (see Article XV, Section J of this agreement) may elect to receive such pension or to receive sickness benefits under this Section of the Agreement, but not both at the same time.

	
6.

	
Illness Certification

	
  

	
Before making any sickness or accident payment to employees who in the judgment of the Company, may be considered as abusing the sick leave provisions of this Agreement, the Company shall have the right to require a certificate signed by the attending physician or a Company physician, and such other evidence of disability as the Company may deem necessary.  Any employee who fails to observe the Company rules or who misrepresents his condition or cause of same shall be ineligible for the above benefits.

	
  

	
The Union agrees to cooperate with the Company to prevent and eliminate abuses of the sick leave allowance.

 

XV.  RETIREMENT

	
1.

	
Pension Plan

	
  

	
A.

	
The Company has combined the pension plans covering employees and former employees at Bridgeport and New Haven into a single plan.  The major provisions of the two existing plans have been combined into the new plan.  Except as provided otherwise in this Agreement, the benefit entitlement after the consolidation is the same as the benefit entitlement before the consolidation. The Company shall have no right, title, or interest in the contributions made by it to the Trustee and no part of the Trust Fund shall revert to the Company except after the satisfaction of all liabilities of the Plan, as set forth in Article VIII of the Plan Document.

 

  

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B.

	
This Section shall comply with ERISA.  Details, in addition to those which follow, will be found in the Summary Plan Description Booklet entitled "SCG Union Employee Benefits” and the plan document entitled “The Southern Connecticut Gas Company Pension Plan for Union Employees”.

C.        Definitions

	
  

	
1.

	
Hour of Service - Any hour for which an employee is directly or indirectly paid by the Company whether for the performance of duties or for reasons (such as vacation, sickness, or disability) other than the performance of duties.

	
  

	
2.

	
Year of Vesting Service - any calendar year in which an employee has at least 975 Hours of Service.

	
  

	
3.

	
Year of Credited Service

	
  

	 	
a.

	
After 1975 - Any calendar year in which an employee has at least 1,950 Hours of Service.  An employee shall receive pro rata credit for any calendar year in which he has fewer than 1,950 Hours of Service; counting any fraction of the total years of service which is greater than one-half as a whole year.

	
  

	 	
b.

	
Before 1976 - Any year of an employee's most recent period of continuous service.

	
  

	
D.

	
This Agreement shall apply only to employees who shall retire during its term.  Employees who retired under former agreements, or who shall retire under future Agreements shall be entitled only to such pensions as are provided for in the Agreements in effect at the time of their retirements.  This paragraph shall survive the expiration of this Agreement.

	
  

	
E.

	
Effective March 24, 2010 for those employees hired before January 1, 2002, who subsequently retire at Normal Retirement Age with 5 or more years of service, a pension of $52 per month per year of credited service will be paid at the time of retirement. For anyone who retires after 3/24/10 the $52 described above will be increased as follows:

 

	 	·	3/24/10	$52	 
	 	·	3/24/11	$53	 
	 	·	3/24/12	$54	 
	 	·	3/24/13	$55	 
	 	·	3/24/14	$57	 

 

  The total number of years of credited service will be multiplied by the benefit level to determine the amount of the pension.

	
  

	
F.

	
Employees who continue to work beyond age sixty-five will continue to accrue pension benefits.

 

  

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G.

	
Early Retirement

	
  

	
Employees, after five (5) years of continuous service at age 55, may elect early retirement with proportionately reduced benefits.

	
  

	
Employees who are at least 55 years of age, and whose age and years of credited service when added together are equal to or greater than 85, may retire without an actuarial reduction for early retirement.

H.     Vested Rights

	
  

	
Employees, after five (5) years of continuous service, will have a 100% vested right to a retirement benefit at age 65 based on the applicable benefit level and years of credited service at time of termination.

	
  

	
Such terminated vested employee may elect to receive a deferred termination pension following attainment of age 55, and prior to age 65, in which case the pension shall be actuarially reduced.

	
  

	
The surviving spouse of a deferred vested terminated employee shall be entitled to a surviving spouse's pension.  Such pension shall commence on the latter of the first day of the month following the employee's death or the first day of the month following the date on which such employee would have attained age 55.  The benefit shall equal 50% of the actuarially reduced benefit the terminated vested employee would have received if such employee had survived to early retirement eligibility age (or age at death, if later).

	
  

	
I.

	
Retirement Age

	
  

	
Normal retirement age is sixty-five (65).  Prevailing statutory requirements regarding retirement will be adhered to.

	
  

	
J.

	
Disability Pension

	
  

	
An employee under 65 who has completed ten (10) or more years of continuous service, who becomes totally and permanently disabled, shall be entitled to a full pension based on what he would have received had he worked until age 65.  If he has worked beyond age sixty-five, he will accrue benefits according to the credited service he has earned.  No disability pension shall be payable while sickness and disability benefit payments are being paid pursuant to Article XIV hereof.

 

 

	
  

	
Upon his death, his surviving spouse shall begin receiving payments equal to 60% of what the retiree had been receiving.

 

  

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K.     Pre-Retirement Spouse's Pension

	
  

	
In the event an employee who has completed five (5) or more years of continuous service, dies while actively employed by the Company his spouse shall, upon filing application, be entitled to a retirement benefit commencing on the first day of the month following the employee's date of death.  This pension is based on 60% of the amount the employee would have been entitled to had he retired on the day of death.  The amount will not be actuarially reduced.

L.     Survivorship Option

	
  

	
An employee may elect to take a reduced pension and designate his spouse to receive 50% of this reduced pension for her lifetime.  If, however, the spouse of a retired employee who is receiving an actuarially reduced benefit predeceases the retired employee, the benefit level for the retired employee will revert to the original single life amount.

	
  

	
In the event of the death of:

	
  

	
(1)

	
the employee in the absence of a surviving spouse, or,

	
  

	
(2)

	
the retiree who had elected a Joint and Survivor Annuity Benefit and there is no surviving spouse, or,

	
  

	
(3)

	
the surviving spouse receiving a pension hereunder at his/her date of death;

	
  

	
and there are surviving dependent children of the employee who are under the age of 18, a benefit equal to the 50% joint and survivor annuity shall be payable to the dependent child until the child reaches the age of 18.  Where there is more than one such dependent child under the age of 18, the benefit will be divided equally among the surviving dependent children.   Each such child's benefit shall be paid until that child reaches the age of 18.  Such benefit will be paid upon the furnishing of competent proof to the Company as to how and to whom the pension benefit should be paid.

	
  

	
M.

	
Pension Trust Fund

	
  

	
A Pension Trust Agreement exists between the Company and a corporate trustee selected by the Company.

	
  

	
The Company agrees to make payments to the Trustee sufficient to meet the minimum funding standards of the Employee Retirement Income Security Act of 1974, as amended.

N.     Pension Committee

	
  

	
Questions of eligibility for benefits and the amount thereof are determined by a committee consisting of three (3) or more members appointed by the Company.  Any difference between an applicant for benefits and the committee shall be subject to arbitration as set forth elsewhere in this Agreement.

 

  

- 33 -

  

	
  

	
The pension committee will meet with Union Officers in April and October each year  to go over the semi-annual report including the annual valuation report of the actuary, the assets, receipts and disbursements of the Pension Fund, statements detailing each pension granted during the year, copies of all reports required by law and such additional information as shall be reasonably required for the purpose of keeping the Union Officers properly informed concerning the operation of this Pension Plan Agreement.

	
  

	
O.

	
Miscellaneous

	
  

	
Duplicate originals of the Pension Plan and of the Pension Trust Agreement are on file with each party to this Agreement.

	
  

	
This Article XV of the Agreement is contingent upon and subject to qualification of the Pension Plan and Trusts under Section 401 (a) and 501 (a) of the Internal Revenue Code, so that payments into the Trust Fund will be deductible from gross income under Section 404(a) of the Internal Revenue Code.

	
           P.

	
Effective January 1, 2002 (1/1/02), the Company will implement a cash balance plan for employees hired on or after 1/1/02. Only employees hired on or after 1/1/02 will be covered under the Cash Balance Plan.

 

 

(1) Cash Balance Plan Formula: The Company will credit the participants' cash balance account with 3.0% of base earnings and such credit will be applied at the end of each plan year from 1/1/02 to 12/31/04. On and after 1/1/05 the benefit credit is 3.5% of base earnings. On or after 1/1/2011 the benefit credit is 4.5% of base earnings and on 1/1/2013 the benefit credit is 5.0% of base earnings.  Balances will earn interest equal to the 30-year treasury rate (but not less than 4%) in effect on December 31 of each year. Three-year vesting will apply.

	
  

	
Q.

	
Employees hired on or after April 1, 2010 will not be eligible to participate in the Company’s defined benefit pension plans.

2.       TARGET PLAN

	
  

	
Effective 1/16/82 for Local 12298 and 6/1/84, for Local 12021, an employee savings plan was implemented wherein each $1.00 contributed by the employee, up to a maximum of 6% of base pay, receives a $0.25 matching contribution from the Company.  Effective 3/24/93, increases in pay will automatically adjust Target Plan contributions.  Effective 3/24/90 each $1.00 contributed to the Plan by the employee, up to a maximum of 6% of base pay, receives a $0.50 matching contribution from the Company.  Management, administration, etc., will be determined and accomplished at the discretion of the Company.  The savings plan shall remain in effect for the life of the current contract.

 

  

- 34 -

  

Employees hired on or after April 1, 2010, will automatically be enrolled in The Southern Connecticut Gas Company Employee Savings Plan (Target Plan) with a 3% deferral rate, unless they choose to opt-out of enrollment, and will be eligible for an enhanced 401k plan Company contribution of 100% match up to 6% of base pay.

 The Company may combine said Plans and funds with the management plan.

	
  

	
Effective 7/1/96, administrative fees will be paid by the participant, in an amount not to exceed $2.00 per month.

	
  

	
Participants taking loans after 7/1/96 will pay monthly loan administration fees as set by the record keeper, effective 4/1/97.  Loans in existence prior to 7/1/96 will incur no fees until 4/1/98.

 

   Effective 7/1/01, the following provisions will apply:

   -      investment returns credited to participants’ accounts will be net of investment management fees.

	
  

	
-

	
Loans taken on or after 7/1/01 will be subject to a loan application fee of $25 and a quarterly maintenance fee of $3.75.  Recordkeeping fees will not be charged.

XVI.  LIFE INSURANCE

The Company will pay the cost of group life insurance for all employees in the amount of $ $48,000.  Effective 3/1/02 the amount will be $ $49,000; effective 3/1/03, the amount will be $50,000.

A. D. & D. will be provided for active employees in the same face amount as life insurance above.

An employee who participates in the "Extended Option" may purchase up to $50,000 on himself.  In addition, he may purchase dependent coverage on his spouse in the amount of $5,000, and on each child, up to age 19, in the amount of $2,500.

 

XVII.  RETIREE BENEFITS

	
I.

	
Death Benefit:  The Pension Plan will pay to the beneficiary of a deceased retired employee, who dies during the period of this contract, a death benefit based on the benefit amount in effect at the time of his retirement as indicated below:

A.      For Local 12298:

	
  

	
1.

	
For those who retired prior to January 15, 1957, a death benefit of fifteen hundred dollars ($1,500) with an additional contingent Accidental Death and Dismemberment amount of fifteen hundred dollars ($1,500).

 

 

  

- 35 -

  

	
  

	
2.

	
For those who retired after January 15, 1957 and before January 16, 1968 an accidental death and dismemberment amount of $3,000.

	
  

	
3.

	
With respect to an employee who retired on or after January 15, 1957 the death benefit shall be $5,000.  Effective January 16, 1983, the amount will be $6,000.

	
  

	
B.

	
For Local 12021:

	
  

	
1.

	
The pension plan will pay to the beneficiary of a deceased retired employee who dies during the period of this Agreement and who retired after April 2, 1962, a lump sum amount of $6,000.

	
  

	
C.

	
For Local 12000:

	
  

	
1.

	
The pension plan will pay to the beneficiary of a deceased retired employee who retired after 3/24/98, a lump sum amount of $7,000.

	
  

	
2.

	
The pension plan will pay to the beneficiary of a deceased retired employee who retired after 3/24/01, a lump sum amount of $8,000.

II.        MEDICAL BENEFITS

	
  

	
A.

	
General Information

	
  

	
         1.

	
Eligibility:  Covered Retired Employees eligible for Medical/Dental benefits described elsewhere in this Agreement include the following classes of employees and their covered spouses and eligible dependent children:

	
  

	
a.

	
Employees hired prior to 4/1/96 who subsequently retire from the Company.

	
  

	
b.

	
Employees hired after 4/1/96 who subsequently retire from the Company with at least 15 years of service.

	
  

	
c.

	
Employees hired on or after April 1, 2010 will not be eligible for the Company Retiree Health Plan and may participate in the Access Only alternative by paying the full cost of such benefits.

	
  

	
2.

	
Previously retired employees:   Covered Retired Employees who retired prior to 3/24/96  are subject to the Family Lifetime Maximums and Deductibles which were applicable in the contract under which they retired.

	
  

	
3.

	
Medical Benefit Caps:

 

 

  

- 36 -

  

	
  

	
a.

	
Maximum Per Person Annual Benefit Level:  Covered Retired Employees retiring prior to June 30, 1996 shall have medical benefits and dental benefits based on the coverages provided for elsewhere in this Agreement.  The Company shall provide to Covered Retired Employees retiring after June 30, 1996 such benefits subject to the cap herein.  This cap will apply separately for the following plans:

	
  

	
(1)

	
The Comprehensive Medicare Supplement for retirees aged 65 and over, and,

	
  

	
(2)

	
Medical /Dental plans for retirees under age 65.

	
  

	
b.

	
The Cost for the insured Medical/Dental benefits the Company provides to eligible retirees pursuant to this Agreement shall be the premium cost as determined by the respective insurance carriers.

	
  

	
In calculating the Total Obligation for the self-insured Medical/Dental benefits the Company provides to eligible retirees pursuant to this Agreement, the Company shall utilize the actual claims plus retention (including, but not limited to, Administrative Services Only fees and Stoploss Premiums) for all of the self-insured medical plans offered by the Company (including both union and non-union retirees and active employees) to determine the base cost per participant.

If (i) the Cost for the insured Medical/Dental benefits provided to retirees (less any retiree contribution amount provided for elsewhere in this Agreement) or (ii) the Total Obligation for self-insured Medical/Dental benefits (less any retiree contribution amount provided for elsewhere in this Agreement) exceeds the cap provided in Section “(c)” below, the retiree will pay the difference between the Cost or Total Obligation (less any retiree contribution amount provided for elsewhere in this Agreement)and the cap

c.        Maximum Annual Company Obligation (Cap):

	
  

	
(1)

	
Individuals who retired on or after June 30, 1996 and before 12/31/04.

	
  

	
(a)

	
Covered Retirees – Retirees ages 55 - 64:

Medical (Cost or Total Obligation): $6,870 per participant

Dental (Cost or Total Obligation): $512 per participant

	
  

	
(b)

	
Covered Retirees – Retirees age 65 and over:

Comprehensive Medicare Supplement or any other plans offered to Medicare eligible retirees (Cost or Total Obligation): $2,397 per participant.

 

 

  

- 37 -

  

	
  

	
(2)

	
Individuals who retire on or after January 1, 2005:

	
  

	
(a)

	
Covered Retirees – Retirees ages 55 - 64:

Medical (Cost or Total Obligation): $7,056 per participant

Dental (Cost or Total Obligation): $526 per participant

	
  

	
(b)

	
Covered Retirees – Retirees age 65 and over:

Comprehensive Medicare Supplement or any other plans offered to Medicare eligible retirees (Cost or Total Obligation): $2,397 per participant.

B.  Medical benefits for Covered Retired Employees Age 65 and over:

1.           Comprehensive Medicare Supplement:

	
  

	
a.

	
Family Lifetime Maximum Benefit:

	
  

	
(1)

	
For a Covered Retired Employee retiring on or after April 1, 1996 but prior to April 1, 2001, the Family Lifetime Maximum Benefit will be  $110,000.

	
  

	
(2)

	
For a covered Retired Employee retiring on or after April 1, 2001 but prior to November 1, 2004, the Family Lifetime Maximum Benefit will be $115,000.

	
  

	
(3)

	
For a covered Retiree retiring on or after November 1, 2004, the Family Lifetime Maximum Benefit will be $125,000.

	
  

	
b.

	
Calendar Year Deductible:  For Covered Retired Employees retiring on or after April 1, 1996, the calendar year deductible shall be as follows:

	
  

	
(1)

	
For employee with at least 15 years of service at the time of retirement:

$225 per person/$250 per family;

	
  

	
(2)

	
For employee with less than 15 years of service at the time of retirement (who were hired prior to 4/1/96):

$300 per person/$400 per family.

	
  

	
c.

	
For employees who retire after February 1, 1989, increases in the cost of the Medicare  Supplement or any other medical plan offered to Medicare eligible retirees for retired employees and spouses, resultant from government-mandated changes in Medicare Insurance which exceed 15% of the previous year's premium, shall be borne equally by the Company and by the retiree and spouse.

	
  

	
2.

	
Part B Medicare will be provided to Covered Retired Employees (see paragraph II A 1. above) and spouses at age 65.  For Covered Retired Employees who retire on or after February 1, 1989, increases in the Medicare B cost incurred on or after that date shall be borne equally by the Company and the retiree and spouse. However, the maximum monthly benefit paid by the Company will not exceed $43 per retiree and $43 per retiree’s spouse for Covered Retired Employees who retired after March 24,

 

  

- 38 -

  

	
  

	
2001. For Employees who retire on or after March 24, 2005, the maximum monthly benefit paid by the Company will not exceed $53 per retiree and $53 per retiree’s spouse. Effective March 24, 2008, the $53 becomes $63.  Employees hired after April 1, 2010 will not be eligible for any reimbursement for Medicare Part B premiums.

	
  

	
3.

	
The Company will continue payments for surviving spouses of Covered Retirees (see paragraph II A 1. above) for Medicare Part B and the Medicare Supplement, or any other medical plans offered to Medicare eligible retirees,   for a period of one year from the date of death of the Covered Retiree.

C.      Continuation of Benefits - Early Retirement

	
  

	
1.

	
The surviving spouse of a Covered Retired Employee (see paragraph II A 1. above), who up to the time of the Covered Retired Employee's death was covered under the Company's medical and dental program as a dependent of the Covered Retired Employee, shall, if under age 65, continue to be covered under the Company’s medical and dental program until the earlier of the surviving spouse's 65th birthday or the date on which the surviving spouse becomes covered under another group plan.  In such cases, where the surviving spouse becomes eligible for another employer group plan, this plan shall be secondary and will coordinate benefits with such plan until said 65th birthday.

	
  

	
2.

	
In the event a Covered Retired Employee retires early, under the provisions of this Agreement, the benefits included in Article XVIII will be continued for that retired employee until he attains age 65.  The spouse will be covered until she attains age 65.

XVIII.  HOSPITALIZATION AND MEDICAL INSURANCE

1.        Insurance Coverage

	
  

	
The Company agrees to provide the opportunity to enroll for all employees, employees' , covered retirees under age 65, employees’ or covered retirees' spouses under age 65, and unmarried dependent children under twenty-six (26) years of age, who live in Connecticut, if residing out-of-state, the child must be a (1) a full-time student at an accredited school of higher education or (2) with a custodial parent pursuant to a child custody determination, who so desire, in the following Medical insurance program and to pay the membership charges as provided in the regulations of both organizations.

	
2.    Effective 6/1/01, the following plans apply:

  a.   Excellus PPO Extended Option

	
  

	
(1)

	
Co-payment for office visit to a preferred provider: $10

	
  

	
(2)

	
Cost-share provisions for non-preferred providers

	
  

	
 

 

  

- 39 -

  

	
  

	
(a)

	
Annual Deductible

           Employee Only: $150Employee plus one or more dependents: $300

	
  

	
(b)

	
Co-insurance paid by employee: 20%

	
  

	
(c)

	
Out-of-Pocket Limit

	
  

	
 

	
Employee only: $500

	
  

	
 

	
Employee plus one dependent: $1,000

	
  

	
 

	
Employee plus two or more dependents: $1,250

	
  

	
(3)

	
Lifetime Benefits: unlimited

	
  

	
(4)

	
Prescription Drug Coverage

	
  

	
(a)

	
Retail Pharmacy co-payment (30-day supply)

Generic brand: $8

Formulary brand: $22

Non-Formulary brand: $40

(b)     Mail Order Pharmacy (90-day supply)

Generic brand: $16

Formulary brand: $44

Non-Formulary brand: $80

	
  

	
b.

	
Dental/Vision Option

(1) Dental The Blue Cross Flexible Dental Plan, or equivalent coverage will be provided with cost sharing, as follows:

	
  

	
(a).

	
Annual Deductible for all covered services other than preventative, diagnostic, and minor restorative services:

Employee Only: $50

Employee plus one or more dependents: $100

(b).        Periodontal benefits

maximum annual benefit: $1,000

co-insurance paid by employee: 50%

(c)         Orthodontic benefits

maximum lifetime benefit per child: $1,500

co-insurance paid by employee: 40%

(d)         Co-insurance paid by employee for major restorative services: 50%

	
  

	
(e).

	
Unlimited calendar year benefits, except as indicated herein.

(2). Vision Benefits

(a) Eye examination:  Annual, subject to $10 co-payment

(b) Lenses: Annual

(c) Frames: Every other year

	
  

	
c.

	
Weekly Payroll Deduction Contributions

 

 

  

- 40 -

  

	  	
Employee Contributions (weekly)

	  	  	  	  	  	  	  
	  	
1/1/2010

	
1/1/2011

	
1/1/2012

	
1/1/2013

	
1/1/2014

	
1/1/2015

	  	  	  	  	  	  	  
	  	  	  	  	  	  	  
	
Excellus PPO (Extended)

	
6/1/2010

	
1/1/2011

	
1/1/2012

	
1/1/2013

	
1/1/2014

	
1/1/2015

	
Single

	
$24.43

	
$25.90

	
$27.71

	
$29.65

	
$31.73

	
$34.26

	
Dual

	
$46.42

	
$49.20

	
$52.65

	
$56.33

	
$60.28

	
$65.10

	
Family

	
$68.41

	
$72.51

	
$77.59

	
$83.02

	
$88.83

	
$95.94

	  	  	  	  	  	  	  
	
Dental (Anthem) / Vision (VSP)

	
1/1/2010

	
1/1/2011

	
1/1/2012

	
1/1/2013

	
1/1/2014

	
1/1/2015

	
Single

	
$3.69

	
$2.97

	
$3.12

	
$3.28

	
$3.44

	
$3.61

	
Dual

	
$7.86

	
$6.32

	
$6.64

	
$6.97

	
$7.32

	
$7.69

	
Family

	
$10.01

	
$8.06

	
$8.46

	
$8.89

	
$9.33

	
$9.80

	
3.

	
The Company and the Union have agreed that should the Company change medical insurance carriers, which results in an immediate increase in the contribution that employees who are members of HMO's must make, such increase shall be borne by the Company for six months.

	
4.

	
In the event of the death of an active employee, the surviving spouse and dependents shall continue to be covered under the company's health plan for a period of two years following the employee's death unless the surviving spouse and/or dependents are or become eligible for coverage under another group plan.

	
5.

	
Spending Credits For Dropping Medical/Dental Coverage:

	
  

	
The Company will compensate employees for foregoing coverage for themselves and/or their dependents under the Company's medical and dental plans upon providing evidence of insurability, according to the following schedule as administered by the Company:

	
Weekly Spending Credits

	
II to I

	
$7.80

	
II to 0

	
$28.97

	
III to I

	
$10.72

	
III to 0

	
$34.83

	
6.   For the purpose of allowing employee pre-tax contributions to pay for uncovered medical and dependent care expenses, a Flexible Spending Plan permitted under Section 125 of the Internal 

  Revenue Code is established.   Management, administration, etc., will be determined and accomplished at the discretion of the Company.

 

 

  

- 41 -

  

7,  Medical and Dental Spousal Coverage provision:

Effective 1/1/05, on a voluntary basis for current employees, if a spouse is currently enrolled in a SCG sponsored health and/or dental plan and works full-time (as defined by his or her employer) for a company that offers medical and/or dental coverage and shares in the cost of these coverages, the spouse  will enroll in his or her employer’s plans first, subject to the reimbursement listed below.  The employee can then enroll the spouse in SCG’s plan if desired.  The two plans will coordinate benefits.

A mandatory spousal provision will apply to all employees hired after January 1, 2005 subject to the reimbursement listed below. The employee can then enroll the spouse in SCG’s plan if desired.  The two plans will coordinate benefits.

For the 2011, 2012, 2013, 2014 and 2015 calendar years only, the Company will reimburse the premium contribution cost of single medical and/or dental coverage paid by any employee’s spouse who receives primary medical/dental coverage from his/her employer, providing that the total premium cost to the employee does not exceed the cost to the Company to include the spouse as a dependent.  The employee must present documentation satisfactory to the Company to receive reimbursement.

 

XIX.  UNION-MANAGEMENT COMMITTEES

1.        Employee Relations Committee

	
  

	
The Company shall appoint a committee of eight (8) which shall be known as the Company Committee and the Union shall appoint a committee of eight (8) employees which shall be known as the Union Committee.  The Union Committee and the Company Committee shall meet monthly at a time mutually agreed upon and at such other times as may be deemed proper to settle grievances or complaints and other problems as may be submitted to the meeting, which shall include general conditions of employment, suggestions for the improvement of relations between the Company and the Union, and employees' suggestions for improving the services of the Company.  Either committee shall submit, in writing and in duplicate, grievances, complaints and other problems, at least five (5) days prior to a stated meeting.  The Union reserves the right at any time to call in Representatives of the International Union.

	
  

	
The practices that were in effect in the previous New Haven Division with regard to pay for such employees shall continue.

	
2.

	
Negotiating Committee

	
  

	
The Company will pay for eight (8) employees to attend scheduled meetings.  Not more than eight (8) hours per person will be paid for any meeting and no overtime premium will apply for any time spent in meetings with the Company.  Time spent in meetings outside of work schedules, whether paid or not, shall not count as time worked in computing overtime.

 

  

- 42 -

  

	
3.

	
Safety Committee

	
  

	
A joint safety committee of seven persons appointed by the Company and seven persons appointed by the Union will meet monthly with the Company Safety Director to further the program of safety, health and sanitation.

	
  

	
The Company will continue to make reasonable regulations for the safety and health of its employees during their hours of employment, and the Union agrees that it will encourage its members to use the protective devices, wearing apparel and other equipment provided by the Company for the protection of employees from injury.  The Union also agrees that it will encourage its members to report promptly conditions in the Company's plant that might be dangerous to employees and the public and to do all in their power to make Company property and equipment safe, sanitary and dependable.

	
  

	
The Union further agrees to cooperate with the Company to prevent and eliminate instances of compensable illness and injury.

	
  

	
A written report of injury will be made by the responsible management representative for each on the job injury reported by an employee.

	
  

	
Under normal circumstances a copy of this completed form will be given to the employee within three days of his reporting the injury. If circumstances cause a delay, the copy will be given to the employee as soon as practicable.

	
  

	
In addition, a copy of each report will be given to a designated Union Representative at the monthly safety meeting next following the  report of injury.

 

XX.  GRIEVANCE PROCEDURE

	
1.

	
The Company will pay for up to five (5) members of the Union Grievance Committee and one (1) aggrieved employee, if necessary, to attend scheduled meetings.

	
  

	
Not more than eight (8) hours per person will be paid for any meeting and no overtime premium will apply for any time spent in meeting with the Company except when the employee returns to a regularly scheduled overtime day or continues work at the request of management.

	
2.

	
Should any differences arise between the Company and the Union covered by this Agreement, as to the meaning and application of this Agreement, with respect to rates of pay, wages, hours of employment and other conditions of employment, the procedure of settlement shall be in the following manner:

 

  

- 43 -

  

3.        Grievance Submission

	
  

	
Grievances shall be filed with the Company within *ten (10) working days after the event giving rise to the grievance has occurred, or *ten (10) working days from the time the employee should have reasonably known of the event.

	
4.

	
Steps in Procedure

           The grievance steps shall be as follows:

	
  

	
Step 1 - The aggrieved employee and his Steward and his immediate Supervisor shall meet to attempt to adjust the grievance. The Supervisor shall give an answer within one *(1) working day of the meeting.

	
  

	
Step 2 - If the grievance is not resolved in Step 1, the employee shall, in conjunction with a representative of the Union, present the grievance in writing to the Superintendent or Department Head within three *(3) working days of receiving the Step 1 answer.  The Superintendent or Department Head will give an answer, in writing within two *(2) working days after the written grievance is presented to him.

	
  

	
Step 3 - If the grievance is not resolved in Step 2, the Union will request a meeting with the Manager of Employee Relations and/or his designee within two *(2) working days after receiving the Step 2 answer.  The meeting will be held as promptly as mutually practicable between the Union Committee, International Representative of the Union, and the representatives of the Company.  The Company's answer in writing will be given to the Recording Secretary of the Local Union and the International Representative within four *(4) working days after the meeting.

	
  

	
Step 4 - If the grievance is not adjusted in Step 3, the Union may submit the grievance to arbitration by notifying the Company, in writing, within ten *(10) working days after receipt of the Step 3 answer.  The request for arbitration shall be submitted to the American Arbitration Association (Hartford Office) under the then-existing Voluntary Rules of Arbitration.

	
  

	
If the Company and the Union agree on an arbitrator, his name will be submitted to the American Arbitration Association which will take all necessary steps, and their rules will apply.

	
  

	
The arbitrator's award shall be final and binding, but the arbitrator shall have no power to add or to subtract from, or modify in any way, the specific terms of the Agreement.  The expenses of the arbitration, including fees of the arbitrator, shall be borne equally by the parties.

	
  

	
If the parties mutually agree to do so, they may submit such grievance to be arbitrated under the American Arbitration Association's Expedited Rules.

	
  

	
Waiving Steps - If the Company's answer is not given within the time limits specified above for any step, it shall be deemed a waiver of the step and the grievance may be taken to the next step.

 

  

- 44 -

  

	
  

	
Company Grievance - It is understood and agreed that the Company shall have the right to use the second and third steps of the grievance procedure to settle differences that might arise between the Company and the Union.

	
  

	
International Representative - The Union shall have the right to call in a Representative of The United Steelworkers of America, at any time, to represent them on any grievance or other matter.

	
  

	
The Company will pay for five (5) union employees to attend arbitration hearings.

 

*  Working day is defined as excluding Saturday, Sunday & Holidays

 

XXI.  DISCIPLINE AND DISCHARGE

	
1.

	
Except for a major offense, any warnings given, or disciplinary action taken by the Company, will not be considered after an employee has maintained a clear record for two (2) years.  Discipline is intended only as a corrective measure, and sustained satisfactory performance, not the imposition of penalties, is the objective of any action.

	
2.

	
When the Company is investigating a specific complaint against an employee and should disciplinary action be anticipated, the employee shall have his Union Steward or other designated Union representative with him during any meeting with the Company and, at the beginning of such meeting, the Company shall state the nature of the allegation made against the employee.

	
3.

	
If discharge is anticipated, the Company shall inform the Union Committee of the reason prior to such discharge.  If the Union believes the discharge was not for just cause, it may be processed, beginning with Step 3 of the Grievance Procedure.

	
4.

	
If, upon investigation, it is found by representatives of the Union and the representative of the Company, that such employee has been unjustly discharged, his disposition shall be determined through Agreement of the parties or decision obtained through arbitration.

 

XXII.  COMPLIANCE (MISCELLANEOUS)

1.        C & M Subcontracting

	
  

	
It is agreed that the Company will utilize its employees in the C & M Department to the fullest extent in the installation of mains and services.

	
  

	
Subcontractors may be used in performing such work, under the following conditions:

	
  

	
(1)

	
Installing 8-inch and larger mains.

	
  

	
(2)

	
When projects require specialized equipment not normally used by the Company.

 

  

- 45 -

  

	
  

	
(3)

	
When, as a result of promotional efforts, developers perform trenching and backfilling with their crews.

	
  

	
(4)

	
When the C & M Department has a heavy workload.

	
  

	
When the justification for employing subcontractors is a "a heavy workload", the Company will schedule C & M Department Street crews for overtime work during the week(s) that subcontractors are working for this reason.  The overtime scheduled will be either)

	
  

	
·

	
two (2) extended workdays (minimum ten (10) hours) OR

	
  

	
·

	
an overtime Saturday (minimum eight (8) hours after 8 hours of penalty overtime has been accrued) at the discretion of the Company.

   This overtime would apply to all C & M employees in the department as of March 25, 2010 or any current employee as of March 25, 2010 who subsequently transfers into the C & M Department.

	
  

	
During the days that said overtime, as described above, is scheduled, meal allowance provisions of the contract shall not be applicable to the employees on such schedule unless and until they have worked three (3) hours after the end of the normal eight (8) hour schedule, or until they have worked two (2) hours after the end of the normal eight (8) hour schedule in accordance with the provision of #3 below.

	
  

	
The following provisions shall also apply:

	
  

	
(1)

	
Employees who miss work on the scheduled overtime days for any reason (vacation, sick leave, worker's compensation injury, etc), shall receive whatever pay they are entitled to on the basis 

of an eight (8) hour day, and shall not be entitled to other overtime in lieu of the overtime missed.

	
  

	
(2)

	
Any penalty days due, but not worked, upon the expiration of this agreement, shall be scheduled and worked as soon as practical, regardless of the provisions of any new agreement.

 (3)   During the months of November, December, January and February, the ten (10) hour days

specified shall be reduced to nine (9) hour days and the number of overtime days adjusted accordingly.

	
2.

	
Staffing

	
  

	
Effective 3/24/01, C & M crews would be staffed as indicated below.  It is understood that more crew members may be assigned when management designates.

 

 

  

- 46 -

  

Main Line:                 Above 4 inch and over 20 feet in length:  four crew members

          Above 4 inch, 20 feet or less in length, excluding 8 inch or larger sections that include full tees:  three crew members

          4 inch and below:  three crew members

Services:                   2 inch and above and over 20 feet in length:  three crew members

          2 inch and above, 20 feet or less in length excluding 4 inch or larger risers:  two crew members

          1 1/4 inch over 150 feet:  three crew members

          1 1/4 inch 150 feet or less:  Two crew members

          1 1/8 inch and under:  Two crew members

Leak Repair:             Three crew members

          Leak Repair Third Party Damage 1 1⁄4 inch service and under:  two crew members

Pinpoint Class 2

or 3 leaks:                 Two crew members (implementation with purchase of equipment)

 

	 	 Meter Relocations:	Two crew members
	 	 	 
	 	 Curb Valve Locations:	Two crew members
	 	 	 
	 	 Cut-Off's: 	Two crew members
	 	 	 
	 	 Meter Protection:	Two crew members
	 	 	 

 

3.        Physical Examinations

	
  

	
The Company reserves the right, at its own expense, to require new employees to submit to complete physical examinations at the time of employment, and all employees at any reasonable time during employment.

	
4.

	
Attendance, Scheduled Work

	
  

	
Employees are required to report for duty, ready to work, at their regularly scheduled time and place.  Notice of any change in conditions will be given a reasonable time in advance.

	
5.

	
Notifications

	
  

	
All employees covered by this Agreement who find themselves for good cause compelled to absent themselves from work, shall give either the employee's Foreman or Supervisor reasonable notice of intention to be off duty.  Employees shall promptly notify the Company in writing of their proper post office address or any change of address.

 

 

  

- 47 -

  

	
6.

	
Motor Vehicles

	
  

	
No employee may operate a company owned vehicle on personal business without authorization.  No employee may operate a Company owned vehicle at any time in violation of the law, or in disregard for his own safety, or the safety of others, or without proper license.  Where any employee agrees and is authorized and paid to use his own car for any considerable length of time on Company business, the employee is required to carry liability insurance satisfactory to the Company, protecting it against contingent liability.

	
7.

	
Fitter A's will be assigned a Helper at all times.

	
8.

	
Substance Abuse Policy

	
  

	
The purpose of this policy is to protect the Company, its employees, customers, reputation, and property from any danger which may result from alcohol and drug abuse and to maintain a safe, drug-free work environment as well as to meet legal obligations.

	
  

	
The Substance Abuse Policy effective April 1, 1999 is hereinafter included by reference.

9.        Work by Supervisors

	
  

	
An employee in a supervisory position shall not perform the work of the employee under his supervision except in cases of emergency.

	
  

	
An emergency shall exist when acts beyond the Company's control may endanger public property, Company property, public health and safety, and when continuity of Utility service is threatened or interrupted.

10.      Training

	
  

	
The training of employees is the responsibility of the Company, including the right to designate qualified bargaining unit employees to conduct training.

11.      Installation of Appliances

	
  

	
Appliances sold to ultimate customers by the Company will be installed by the Company's employees insofar as is practicable to do so with existing crews.

	
12.

	
Parental/Medical Leave

 

Parental:

	
  

	
A pregnant employee will be expected to notify her supervisor of her pregnancy, and provide her supervisor with a statement giving the expected date of confinement.

 

  

- 48 -

  

	 	
A pregnant employee may continue her employment prior to the expected date of confinement as long as she is physically able to perform her job.  When there is a question of the physical ability of a pregnant employee to perform her job, the company may request a doctor's certificate for verification of health.

	 	
Certain benefits are available to pregnant employees under the sickness and disability provisions.

	
  

	
Upon written request, an unpaid parental leave of absence for up to 6 months from date of delivery or adoption of a newly adopted child will be granted for employees who desire to care for a newborn or newly adopted child.

 

   The Company will allow employees (3) days paid leave upon the finalization of adoption of a child, other than a step-child.

	
  

	
Provided the employee reapplies for work within this 6-month period, he/she will be reinstated with full benefits and salary comparable to that received prior to the leave of absence.  Should the employee apply for, and be granted, unemployment compensation benefits, he/she will not be required to return to work until an opening occurs, or at the end of the 6 month period, whichever occurs sooner.

	 	
The cost of Company medical benefits will be reimbursed to those employees who desire to care for a newborn or newly adopted child and who return to work within 6 months, by the Company as follows:

	
  

	
A.

	
The company will pay for the cost of employees medical benefits during the unpaid leave of absence for a period of up to four months.

	
  

	
Employees who are making a monthly or weekly payroll deduction contribution for health coverage, will be responsible for reimbursing the Company for the amount of the payroll deduction contribution which would otherwise have been made if the employee had not taken the leave.  Such reimbursement shall be made by payroll deduction upon return to work.

	
  

	
B.

	
Those who return later than four months will be required to pay for the cost of their healthcare benefits beyond the four month period.

	
  

	
If parental leave is not chosen, and the employee submits a letter of resignation at the time he/she leaves active employment, the Company will continue to pay for medical coverage for a period of four months after date of delivery or adoption

	
  

	
Consistent with Article I, Section 3, Legal Considerations, of this Agreement, the Family & Medical Leave Act of 1993 and any subsequent modifications shall control in the event of any conflict between this Agreement's leave provisions and that federal statute or its implementing regulations.  Employees are eligible for FML based on the federal and/or state requirements.

 

  

- 49 -

  

	
  

	
Approval of FML will be made by the disability management provider the Company utilizes.  Employees are not required to utilize his/her vacation time before using FML.  Sick time, and workers compensation time will not run concurrently with FML.

	
13.

	
Middlesex Agreement

	
  

	
The Agreement made and entered into in New Haven, Connecticut, by and between the Southern Connecticut Gas Company and the Union, dated April 2, 1969, with subsequent amendments, including the agreement of December 14, 2006, shall be amended as follows:

1.         Article II Recognition

	 	
Not withstanding the language in Article II Recognition, the Agreement shall be amended to include in the recognition:  Guilford, Madison, Clinton, Westbrook, Old Saybrook, Killingworth, Chester, Deep River, Essex, Haddam, East Haddam, Lyme, Old Lyme, E. Lyme.

	
  

	
2.

	
Post jobs for bidding according to the Collective Bargaining Agreement and this Agreement.

	
  

	
3.

	
To be eligible for the Special Service Representative job, employees must be able to arrive at the center of Old Saybrook (Route 1 and Route 154) within  45 minutes from the time they are notified as long as the employee lives north of the Quinnipiac River / Pearl Harbor Memorial (Q) Bridge.  In addition, he shall have "stand-by" obligations. Employees on stand-by duty shall be paid  $27.00 per day for weekdays and  $39 per day for Saturdays and   $39 per day for Sundays and paid holidays.

	
  

	
4.

	
Three service technicians will be assigned, but the Company reserves the right to determine whether or not to increase or decrease the number in the future.

	
  

	
5.

	
The Company will determine the number of additional Service Department personnel who must reside in the area who will also have stand-by obligations.

	
  

	
6.

	
Special Service Representative will get first call on routine after hours work.

	
  

	
7.

	
Stand-by Service Department employees will cover all 23's, fire calls, and police calls.  If a regular service technician can respond sooner, he will cover the job until the stand-by person arrives.

	
  

	
8.

	
C & M Department crew(s) made up of one Lead Technician and one Machine Operator will be assigned to the area.  The crew(s) must be able to reach the area, where equipment is housed, within 30 minutes from the time they are notified.  In addition, crew members will have "stand-by" obligations.  Employees on stand-by duty shall be paid  $27 per day for weekdays and  $39 per day for Saturdays and   $39 per day for Sundays and paid holidays.

 

  

- 50 -

  

	
  

	
9.

	
Two such crews will be assigned initially, but the Company reserves the right to determine whether or not to increase or decrease the number in the future.

	
  

	
10

	
The Company will establish additional full time jobs in these areas to members of the Local, when in the judgment of the Company, circumstances warrant.

 

XXIII.  WAGE RANGES

See Appendix A1 – A6

 

(SUBJECT TO ARTICLE VI, SECTION 7)

PROGRESSION STEPS IN EACH GRADE ARE AS SET FORTH IN EXHIBIT A1 – A5

 

XXIV.  DURATION OF AGREEMENT

	
  

	
This Agreement, and the provisions thereof, shall be in full force and effect on both parties for the period ending  March 23, 2015 and there-after for successive one (1) year periods, unless one of the parties, hereto, on or before the sixtieth (60th) day next preceding any anniversary date, shall notify the other party hereto, in writing, of its intention to terminate same.  If, instead of terminating this Agreement, either of the parties desires to modify the Agreement for the next succeeding year, notice shall be given on or before the sixtieth (60th) day next preceding the anniversary date.

	
  

	
IN WITNESS WHEREOF, the parties hereto have executed this Agreement on the day and year first above written.

 

  

- 51 -

  

FOR THE COMPANY:

	
/s/ Robert M. Allessio                                                                 

By Robert M. Allessio

President & Chief Executive Officer

 

 

	  
	
/s/ Joseph L. Vicidomino           

Joseph L. Vicidomino

Director Human Resources

 

 

	  
	
/s/ Iris M. Calovine             

Iris M. Calovine

Manager Human Resources

 

 

	  
	
/s/ Jeffrey Curley             

Jeffrey Curley

Manager Customer Charged Services

 

 

	
/s/ David Fritsch                                                                  

David Fritsch

Director Production & Gas Control

 

 

	  
	
/s/ Chris Malone                                                                  

Chris Malone

Director Regional Operations

 

 

  

- 52 -

  

FOR THE UNION:

	
/s/ Leo W. Gerard          

United Steelworkers

AFL-CIO-CLC

By Leo W. Gerard

International President

 

	  
	
/s/ James English           

James English

International Secretary/Treasurer

 

	  
	
/s/ Andrew Palm                                                                

Andrew Palm

Vice President, Administration

 

	  
	
/s/ Leon Lynch           

Leon Lynch

Vice President, Human Affairs

 

	
/s/ William Pienta         

William Pienta

Director, District 4

 

	  
	
/s/ Chris Malone                                                               

Chris Malone

Business Representative

 

  

- 53 -

  

 

LOCAL 12000:

	
/s/ Michael J. Wargo                                                               

Michael J. Wargo

President

 

	  
	
/s/ Hristo Varsos                                                                 

Hristo Varsos

Vice President

 

	  
	
/s/ Paul Binley             

Paul Binkley

 

	  
	
/s/ Wanda Mauro Dziubinski                                                            

Wanda Mauro-Dziubinski

 

	
/s/ Raymond P. Lynch                                                               

Raymond P. Lynch

 

	  
	
/s/ John Rizzo                                                                   

John Rizzo

 

	  
	
/s/ Mark Vorio             

Mark Vorio

 

	  
	
/s/ Peter Wlcek             

Peter Wlcek

 

- 54 -uil_exh10-27.htm

EXHIBIT 10.27

THIS AGREEMENT made and entered into as of December 1,  2009 between the CONNECTICUT NATURAL GAS CORPORATION, and THE TEN COMPANIES, INC.,1 Connecticut corporations located in Hartford, East Hartford, and Rocky Hill, Connecticut and any satellite locations (hereinafter called the "Company" or "Employer"), and CONNECTICUT INDEPENDENT UTILITY WORKERS, LOCAL 12924 (hereinafter referred to as the "Union").

1  THE TEN COMPANIES INC., may be referenced as “ENI” or “The Energy Network” in previously negotiated agreements included herein.

WITNESSETH:

That for the purpose of facilitating the peaceful adjustment of matters relating to wages, hours, and working conditions that may arise from time to time and the promoting of harmony and efficiency to the end that the employees and the Company and the general public may be benefited, the Company and the Union agree with each other as follows:

ARTICLE I

Scope of Agreement

SECTION 1. The execution of this Agreement on the part of the Employer, shall cover all employees of the Employer, represented by the Union at the time of certification of the National Labor Relations Board.

The operations covered by this Agreement shall constitute a single bargaining unit.

SECTION 2. Employees covered by this Agreement shall be construed to mean those employees working in classifications set forth in the Wage Schedule of this Agreement, or any supplement hereto (including the Agreements attached hereto as Supplements), or any other classifications mutually agreed on by the parties during the life of this Agreement.

The employees to whom this contract applies are all full-time and regular part-time production and distribution and commercial office (customer accounting) employees, including janitors, meter readers, and operations dispatchers, employed by the Employer at its Hartford,  East Hartford, and Rocky Hill, Connecticut facilities, excluding general accounting division employees, sales department employees, executives, secretaries to executives and guards, professional employees and supervisors as defined in the National Labor Relations Act.

It is understood that supervisors will not perform any work that is assigned to employees covered by this Agreement except for the purpose of training, demonstration, safety education, or emergencies.

The Union will see to it that its members individually and collectively perform loyal and efficient work and service and use their influence and best efforts to protect the property of the Company and the Company's interest and cooperate with the Company and all its employees in promoting and advancing the welfare of the Company and its service at all times. The Company will cooperate with the Union in its efforts to promote harmony and efficiency. The Company and the Union agree to cooperate in implementing Company Conservation programs with the goal of encouraging customers to conserve energy.

  

1

  

SECTION 3.   MANAGEMENT RIGHTS: The Direction of the employed personnel including the right to hire, to suspend, or discharge for proper cause, to transfer (employees to other employment covered by this Agreement), promote, or demote, and the right to relieve employees from duty because of lack of work, or for other legitimate reasons is vested exclusively in the Company, provided that this will not be used for the purpose of discrimination against any employee. In exercising these rights, the Company will act in accordance with the provisions of this Agreement.

SECTION 4. Any employee member of the Union acting in any official capacity whatsoever shall not be discriminated against for his/her acts as such officer of the Union so long as such acts do not interfere with the conduct of the Employer's business, nor shall there be any discrimination against any employee because of his/her Union membership or activities.

SECTION 5. The Employer shall not discharge nor suspend any employee without just cause, but with respect to discharge or suspension, shall give at least one (1) reminder notice of the complaint against such employee to the employee in writing, and a copy of same to the Union, except that no reminder notice be given to any employee before he/she is suspended or discharged, if suspension or discharge is for just cause. The disciplinary steps as herein provided shall remain in effect as follows: 

 

	 ·	 oral reminder:	 nine (9) months; 
	 ·	 written reminders:	 twelve (12) months; 
	 ·	 decision-making leaves: 	 (1 day unpaid), Two (2) years

 

Each disciplinary action step shall be removed from the employee's personnel file after the step has been removed for a period equal to three years. Discharge must be by proper written notice to the employee and the Union. Any employee may request an investigation as to his/her discharge or suspension. Should such investigation prove an injustice has been done to any employee, he/she shall be reinstated.

Appeal to the grievance procedure from discharge, suspension, or reminder notices must be taken within fifteen (15) days by written notice, and a decision reached within thirty (30) days from the date of discharge or suspension or warning notice.

SECTION 6. This Agreement shall be binding upon and shall inure to the benefit of the parties hereto and their respective successors and assigns.

The Employer agrees to require any successor or assign to comply with the provisions of this Agreement for its remaining term without reduction of any of the wage rates, benefits, or working conditions contained herein. Upon agreement by the successor or assign to assume the obligations of this Agreement, the Employer shall have no further obligation hereunder to the Union or to the employees covered by this Agreement.

SECTION 7. The Employer agrees to grant the necessary and reasonable time off, without discrimination or loss of seniority rights but without pay, to any bargaining unit member designated by the Union to attend a labor convention or serve in any capacity on other official Union business. The Union agrees to provide a minimum of twenty-four (24) hours notice specifying the length of the time off. The Union agrees that, in making its request for time off for Union activities, due consideration shall be given to the number of members affected in order 

  

2

  

that there shall be no disruption of the Employer's operation due to lack of available employees. The Company agrees not to be arbitrary or capricious in denying any such request.

SECTION 8. Any Employee desiring a leave of absence from his/her employment shall secure written permission from both the Local Union and Employer. The maximum leave of absence shall be for thirty (30) days or such time as provided by law and may be extended for like periods.  Permission for extension must be secured from both the Local Union and Employer. During the period of absence, the employee shall not engage in gainful employment.  Failure to comply with this provision shall result in the complete loss of seniority rights for the employee(s) involved.  Inability to work because of proven sickness or injury shall not result in the loss of seniority rights.

SECTION 9. Any member of the Union employed in any official capacity by the Union shall not lose his/her seniority with the Company. At any given time, no more than one employee of the Company may be permanently employed by the Union which represents CNG and TEN employees under this agreement, in an official capacity, locally or nationally.  That employee shall, upon being relieved of their official position with the Union, if within a period not exceeding six (6) years from the date on which they leave the Company, be entitled to be reinstated in the position they held at the time of taking such official position with the Union or a comparable position, and shall be entitled to their full seniority rights as though they had been employed by the Company continuously.

Any employee who accepts an elective municipal or state office shall be granted an unpaid personal leave of absence for not more than two (2) consecutive terms of such office.  Upon reapplication for his/her original position at the expiration of such term or terms of office, he/she shall be reinstated to his/her original or a similar position with equivalent pay and accumulated seniority, unless the employers' circumstances have so changed as to make it impossible or unreasonable to do so.

ARTICLE II

Membership, Security, and Check-off

SECTION 1. It shall be a condition of employment that all employees of the Employer covered by this Agreement, who are members of the Union in good standing on the effective or execution date of this Agreement, shall remain in good standing.

It also shall be a condition of employment that all employees hired on or after its effective or execution date, whichever is later, shall on the sixth (6) month following the beginning of such employment become and remain members in good standing in the Union.

Good standing for the purpose of this Agreement shall be interpreted to mean the payment or tender of Union initiation fees and monthly dues uniformly required as a condition of acquiring or retaining membership in the Union.  

Individuals hired as temporary under Article VI, Section 1 who after working six (6) cumulative months over a five (5) year period will be required to pay monthly Union dues, will be moved to the bottom of the classification to which they were hired, and will progress through the classification as described in Article III, Section 3b. Such temporary employees will not become eligible for the benefits afforded under this Agreement and will not be required to begin payment of the initiation fees, until such time as the Company, in its discretion, hires him/her as a regular employee. In the event of hiring, seniority would commence as of the date he/she was moved to 

  

3

  

the bottom of the classification to which they were hired. Summer temporary help working between June through August and temporary employees working to hold jobs open for sick employees are not included.

SECTION 2. The Employer agrees to deduct from the pay of all members covered by this Agreement where written authorization is furnished by the Local Union, the dues, initiation fees, and/or uniform assessments of the Local Union having jurisdiction over such employees and agrees to remit to said Local Union all such deductions prior to the end of the month for which the deduction is made. Where laws require written authorization by the employee, the same is to be furnished in the form required.

Where an employee who is on check-off is not on the payroll during the week in which the deduction is to be made or has no earnings or insufficient earnings during that week or is on leave of absence, the employee must make arrangements with the Local Union to pay such dues in advance.

The Employer will recognize authorization for deductions from wages, if in compliance with state law, to be transmitted to the Local Union or to such other organizations as the Union may request if mutually agreed to. No such authorization shall be recognized if in violation of State or Federal law. No deduction shall be made which is prohibited by applicable law.

The Union shall indemnify and save the Company harmless against any claims, demands, suits or other forms of liability that may arise out of or by reason of action taken with the above provisions of this Article of the Agreement or in reliance on any authorization furnished to the Company in connection therewith.

ARTICLE III

Hours & Wages

SECTION 1. The normal work week shall consist of five (5) consecutive days of eight (8) consecutive hours in each day, except for time scheduled for lunch period and two (2) fifteen (15) minute breaks. The standard lunch period in the Distribution Department is from 12:00 Noon to 12:30 P.M.  Work requirements may require occasional changes, but under all circumstances, lunch will be allowed between 11:30 A.M. and 1:30 P.M., or the employee will be paid through lunch. If the Company finds it necessary to schedule shifts of greater than eight (8) hours per day up to a maximum of ten (10) hours, whereby overtime would not be paid beyond eight (8) hours in a day, such shifts being filled on a voluntary basis by seniority and qualifications, it will discuss such change with the Union; the Union shall not be arbitrary or capricious in disagreeing with the Company's request. If no agreement is reached, the Company can put into effect such changes. Only those employees hired after December 1, 1987 will be required to fill such shifts if not already filled on a voluntary basis.  The hours outlined above, apply to all employees, except for  those Customer Service field employees, Fitter Division field employees, and Distribution field employees covered by the 2001 Lunch Settlement Agreement.

SECTION 2. Any work over eight (8) hours in one (1) day except as stated under Section 1 above, or forty (40) hours in any one payroll week shall be paid as overtime at the rate of time and one-half (1 1⁄2). However, time and one-half (1 1⁄2) shall not be paid for work over eight (8) hours in any day where an employee requests and it is agreed by the Company to schedule two (2) shifts or parts thereof on any one (1) day in order that such employees may obtain more consecutive and convenient days off. The Company agrees not to be arbitrary or capricious in denying a shift swap.  Call outs paid at the four (4) hour straight time rate as provided in Section 

  

4

  

4 below will be added to the overtime list as two and one-half (2 1⁄2) hours of overtime. The emergency and overtime work shall be distributed equally among the qualified employees so far as practicable. No employee shall be deprived of his/her customary work because of such overtime.

The existence of different overtime assignment procedures (by agreement with the Union) in different Departments will not be used by the Union to suggest the Company violated its obligation under Article III, Section 2 to assign overtime work equally, so far as practicable. Employees who are on active discipline for attendance who call in sick during the week will not be paid overtime for work performed on a Saturday until such time as the 40 hour requirement has been met. Overtime Status Lists will be posted in each Department and will be renewed every January 1.

SECTION 3. The minimum and maximum rates paid for the various classifications of jobs shall be as appears in the Wage Schedule, attached hereto, and will not be changed by the Company without notice to and agreement with the Union.

 

The Company will maintain a complete list of the most current version of each classification contained in the Wage Schedule of the Agreement. The Company will make such list available to the Union upon written request or upon modification of a classification.  Additionally, the Company will provide the Union in a timely manner with any job description which is the subject of discussion between the Company and the Union and any new classifications which may be added to the Wage Schedule during the life of the Agreement.

 

	
a.

	
In the event the Company institutes a new job classification or any new mode of operation, or new machinery, or office equipment within the bargaining unit that would warrant an increase in the rate of the job, the Company and the Union will negotiate to establish a pay rate, and name classification for any job. If the parties disagree on the rate, the Company may put the rate into effect and the matter can be subject to the grievance and arbitration procedure. If the arbitrator rules in favor of the Union, the rate will be paid retroactive to the date the changed job was put in effect.  The Company agrees not to raise timeliness issues when the cumulative effect of additional duties in a job classification is grieved.  A list of additional duties shall be maintained and shared among the parties.

 

	
b.

	
The Company will review employees' performance of their work each six months before granting an increase, until the employee has reached the maximum of his/her job grade. Should an increase be withheld at that time, the employee and the Union will be notified of the reasons. In the event the Company issues an unsatisfactory appraisal (less than 2.0) and a wage progression increase is denied, the employee will be eligible for re-evaluation in six (6) months.  The Union may grieve the unsatisfactory appraisal under Article VII.  When an employee achieves proficient1 performance, normal progression through job classifications listed in the Wage Schedule of this Agreement is 36 months.

 

 

Employees will automatically receive their incremental increase on the date due if the supervisor does not complete the job performance review within 30 calendar days of each six month anniversary period.  The amounts of the incremental increases are shown on the chart in the Appendix of this Agreement.

 

  

5

  

1 Proficient Performance is an appraisal of 2.0 or above

Exceptions to this progression are listed below:

 

	 1 . 	 Distribution Fitter B: 24 months progression to Distribution Fitter A.
	 2. 	 Service Representative C: 18 months progression to Service Representative B.
	 3.   	 Service Representative B: 18 months progression to Service Representative A.
	 4.	 Service Representative A: 24 months progression to the top of the rate with training for dual fuel/high input burners and air conditioning.
	 5. 	 Storeroom Attendant B: 24 months progression to Storeroom Attendant A.
	 6. 	 Chief Storeroom Attendant: 24 months progression to top of rate.
	 7.	 Engineering Technician A/B: 18 months progression to the top of Engineering Technician B; 18 months progression to the top of  Engineering Technician A.
	 8.	 Engineering Technician A: 18 months progression to Senior Engineering Technician with completion of and proficiency in Computer Aided Drafting and Design.
	 9.	 Pipe Fitter A/B: 18 months progression to the top of Pipe Fitter B; 18 months progression to the top of Pipe Fitter A.
	 10.	 Regulator Technician A/B:  18 month progression to top of Regulator Technician B rate; then 18 months to top of Regulator Technician A rate.

 

SECTION 4. An employee called after his/her scheduled shift hours to work on any emergency by a responsible authority of the Company shall receive as compensation not less than four (4) hours straight time pay. If however such call does not result in the employee reporting to a job site, he/she shall receive no less than one (1) hour of pay at time and one half (1.5) in lieu of the four (4) hour straight time pay. An employee called to report to work less than ten hours prior to the starting time, will be paid up to thirty (30) minutes to report to work.

Employees called shall call in for further emergency work before going home if the first assignment is finished within the respective minimum guaranteed period. Any further like emergency assignment within said period shall be deemed part of the original call out.

The Company will utilize any and all qualified available voluntary employees before requiring mandatory department wide overtime. An employee may refuse mandatory overtime due to non-availability of alternate care for a minor child under the age of sixteen (16), which may require documentation.

SECTION 5. Employees “on call” will be paid one and one-half (11⁄2) hours of pay per weekday and two and one-quarter (21⁄4) hours of pay on Saturdays and Sundays.   An employee "on call" who goes out on an emergency call shall also receive compensation for such emergency work as hereinafter provided. All employees, under the age of forty-eight (48), hired or who bid into the Distribution Division on or after December 1, 1985, who are qualified, will be "on call". The present minimum of sixteen (16) employees will continue in effect.

SECTION 6. Street Division employees will not be required to lose normal daytime work because of stormy weather.  Only that outside work which is of an emergency nature will be done on such days; otherwise, the Street Division employees will be provided inside or other employment primarily related to the Street Division operations.  The Company may seek and the Union will cooperate in soliciting volunteers for non-Street Department work. If, however, there should be two (2) consecutive days of stormy weather, and there is no further work related to the Street Division operations, the Company may assign them to other employment deemed essential by the Company.

  

6

  

SECTION 7. An employee required to work at least two (2) hours in addition to his/her normal scheduled eight (8) hour shift, or one (1) hour in addition to any ten (10) or twelve (12) hour shift shall be furnished with a meal at the Company's expense, or an allowance of thirteen dollars ($13).  Such payment will be made instead of a meal.

SECTION 8. All employees, including janitors when scheduled to work on the evening shift shall be paid at the basic rate for the job plus a premium of six percent (6%) of the employee's base pay rate. A regularly scheduled evening shift shall not start prior to 12:00 noon, and for ten (10) hour shifts not before 10 a.m. Such premiums, or shift differential pay, shall apply to time allowed for sickness, accident, vacation, or holidays to employees assigned to permanent shifts.

When an employee is scheduled to work on Sunday, and work is performed, time and one-half (11⁄2) shall be paid for such scheduled hours worked. Under this provision, any vacation or sick time shall be paid at the employee's basic hourly rate.

SECTION 9. The Company agrees that there will be no change in the regularly scheduled shifts and shift hours during the term of this Agreement without notification to, and discussion with, the Union at least ten (10) days prior to the effective date thereof.

A definite reporting time and place shall be established by the Employer and the Union covering all employees. If the Employer necessitates a change in a new permanent reporting place, it shall be discussed by the Employer and the Union in advance of implementation.

The Union shall not arbitrarily or capriciously disagree that the Company may necessitate such change. If no agreement is reached, the Company can put into effect such changes, subject to the grievance and arbitration procedure as spelled out in this Agreement.

In the event a change in the regularly scheduled hours or shifts becomes necessary, the following procedure shall apply:

The senior employee in the classification shall be given the first choice, and should he or she refuse, then the Company shall go down the seniority list. Should no senior employee accept the change of hours or shifts, then the person or persons with least seniority shall be assigned.

Service Representatives qualified for shift schedule coverage include employees in Service Representative A and B classifications.  

If a temporary shift change is required because of absence of an employee, the Company will give three (3) days notice to the junior qualified employee that he/she will be required to fill the vacant shift if no volunteers are available. The Company will cover the three (3) day period by overtime, first by volunteers and then by junior qualified employees.

Employees affected by shift changes who advise their supervisors that such change will affect their ability to meet their child care responsibilities will be given up to twenty (20) additional working days to meet their shift coverage requirements. In such event, the Company will attempt to fill the shift temporarily on a voluntary basis, prior to assigning the shift to the next junior qualified employees.

  

7

  

SECTION 10. Two (2) employees presently performing commercial and industrial service work shall continue with this as their primary assignment until death, retirement, incapacity, or until they bid out of the assignment. In the event of any of these conditions, the Company will post the vacancy. Commercial and industrial work in excess of the two (2) employees will be distributed among employees in the Service Representative classifications.

SECTION 11. An employee bidding to a higher pay classification shall receive a minimum increase of twenty-five cents ($.25) per hour up to the top of the rate.

SECTION 12. An employee temporarily assigned by supervision to a higher paying job will receive the rate of the employee whom he or she replaces for that day. Coverage for coffee breaks, lunch periods, and answering telephones is not to be considered an assignment under this section. 

In the event an employee is assigned by supervision to perform work in a higher classification, he or she shall receive the mid-point of rate range or one dollar ($1.00), whichever is higher, up to the rate range maximum of the classification for that day. Coverage for coffee breaks, lunch periods, and answering telephones is not to be considered an assignment under this section.

A street department employee temporarily upgraded to a Chief Distribution Fitter will receive a minimum of one dollar ($1.00) per hour when upgraded.

	
  A.

	
If an employee is unable to perform the essential functions or fundamental duties of his/her job and is transferred to a job where he/she is able to perform the duties, his/her current rate of pay, if higher than his/her new job rate, will be red-circled and the employee will not receive any general increase until the rate of the new job catches up to his/her red-circled rate.

	
  B.

	
If the Company transfers an employee or an employee bids to another job because of work reduction or other reasons including job elimination, and if the employee's rate is greater than the rate of the new job rate, his/her rate will be red-circled until such time that the employee is transferred or bids out of that job into another job. The employee will receive all general rate increases.

Under paragraph A, transferred employees with twenty (20) or more years of service will be red-circled no more than three (3) job rates below their former job rate, and employees with thirty (30) or more years of service will be red-circled no more than one (1) job rate below their former job rate. The Company will give the Union ten (10) days notice of such transfers.

Transfers under section B due to work reductions, job elimination, and "other reasons" as stated in this Section will be made by seniority and will adhere to the bumping procedures described in Article VI of the Agreement.

An employee temporarily assigned to perform work in a lower-rated classification shall retain his or her regular rate of pay.

  

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ARTICLE IV

Vacations

SECTION 1. All employees of the Company to whom this contract applies who shall have completed six (6) months of continuous service between April 1 and November 1 shall receive one (1) week vacation with pay.

SECTION 2. All employees of the Company to whom this contract applies who shall have completed one (1) year of continuous service between April 1 and November 1 shall receive two (2) weeks vacation with pay.

SECTION 3. All employees of the Company to whom this contract applies who shall have completed five (5) years of continuous service between April 1 and November 1 shall receive three (3) weeks vacation with pay.

SECTION 4. All employees of the Company to whom this contract applies who shall have completed ten (10) years of continuous service between April 1 and November 1, shall receive four (4) weeks vacation with pay.

SECTION 5. All employees of the Company to whom this contract applies who shall have completed twenty (20) years of continuous service between April 1 and November 1 shall receive five (5) weeks vacation with pay.

SECTION 6. The third (3rd), fourth (4th), and fifth (5th) weeks of vacation periods may or may not be consecutive to each other, or to the first two (2) weeks, depending upon the requirements of the Company.

SECTION 7. No vacation payment shall be made to any employee who terminates employment for any reason other than death or retirement prior to April 1 of the vacation year.

SECTION 8. Employees entitled to vacation will receive straight time pay. Collectors on an hourly and bonus basis will be paid, exclusive of overtime earnings, the average weekly earnings of the four (4) week marking period in the month of June as a vacation allowance.

SECTION 9. The Company shall endeavor to provide vacations at the time selected by the employee. All requests for vacation time must be made by February 1 and the Company will grant vacation time and post the vacation schedule prior to March 1.  Any subsequent vacation requests/changes will be filled by seniority on a first come first served basis.  A prime week is any week in which minimum Departmental staffing requirements have been reached.  Employees granted prime weeks may only reschedule by mutual agreement of the Company and the Union.   In no event will vacations be extended beyond the calendar year in which the employee becomes qualified, except in cases where an employee on a Worker’s Compensation injury/illness at the end of the year has a balance of unused vacation time.  In this case, the unused vacation time will be carried over to the following year or paid as a lump sum at the Company’s discretion. 

 

Any vacation time used between January 1st and March 1st will be selected on a first come – first served basis. Seniority will prevail whenever two or more employees apply on the same day for a particular week or day(s) and such time will not be considered priority weeks or days.

 

  

9

  

Seniority will prevail in the assignment of vacation time.  Vacation time will be selected first by priority 1st and 2nd weeks; then by 3rd, 4th, and 5th weeks, then by prescheduled individual days, including floating holidays.  Any “changed” days will then be selected on a first come – first served basis.  Seniority will prevail whenever two or more employees apply on the same day for a particular day or days.

During the initial selection process, employees with four (4) or more weeks vacation can use their seniority to select their fourth (4th) and fifth (5th) vacation weeks and can bump an employees' selection of a third (3rd) week.

All employees will be allowed to take one (1) week of their vacation in days (except that in Customer Service days will be scheduled between April 1 to August 31, with management discretion outside that period), if their selection of days does not force another employee to move their weeks vacation.  The days selected will take place after all employees who have submitted their vacation requests prior to February 1 have selected their full weeks vacation.

The Company recognizes that employees may request emergency vacation time and agrees not to be arbitrary or capricious in denying such requests.

SECTION 10. Employees whose vacations are scheduled for one (1) of the weeks in which a paid holiday occurs in the regularly scheduled work week, will be given another day off with pay in the calendar year, or a day may be added to the vacation schedule, if mutually agreed upon.

SECTION 11. In the event an employee is confined because of sickness or injury during this vacation period, such period of confinement shall revert to sick time and his/her vacation shall be allowed after his/her return to work.  If such employee is confined because he/she was engaged in the employ of another employer, then the provision of this section will not apply.

ARTICLE V

Holidays

SECTION 1. The following holidays will be observed:

	
·  

	
New Year's Day

	
·  

	
Martin Luther King’s Birthday

	
·  

	
President’s Day

	
·  

	
Good Friday

	
·  

	
Memorial Day

	
·  

	
Independence Day

	
·  

	
Labor Day

	
·  

	
Thanksgiving Day

	
·  

	
Christmas Eve Day (1/2 day)

	
·  

	
Christmas Day

	
·  

	
New Year’s Eve (1/2 day)

These holidays are to be strictly observed, and only work of a necessary or emergency nature is to be performed.   Employees will continue to receive two floating holidays.

  

10

  

Vacant holiday shifts in the Customer Service Department shall be covered by the holiday shift coverage schedule as determined in January of each year.  In any other department requiring holiday shift coverage, the half days on Christmas Eve and New Year’s Eve shall be filled on a voluntary basis in order of lowest hours of overtime and if there are no volunteers, then the shift will be filled by lowest seniority.

SECTION 2. When any of the holidays in Section 1 occur on Saturday, such holidays will be observed on the preceding Friday, except for shift employees whose assigned schedule includes Saturday, in which case Saturday will be the observed holiday for these shift employees. An employee who works either Friday or Saturday or both will be paid at the rate of time and one-half (11⁄2) for the hours worked on these days. When any of the holidays in Section 1 occur on Sunday, such holidays will be observed on the following Monday except for shift employees whose assigned schedule includes Sunday, in which case Sunday will be the observed holiday for these employees.  An employee who works either Sunday or Monday or both will be paid at the rate of time and one-half (1 1⁄2) for the hours worked on these days. When a holiday falls outside an employee’s normally scheduled work week, the employee at his/her discretion will receive scheduled holiday pay or will be allowed to observe that holiday in the form of a Floating Holiday. Other provisions of Section 4, 5, and 6 shall apply in the usual manner for the day observed by the employee.

SECTION 3. All employees to whom this contract applies shall be paid for holidays at the regular rate of pay for such employees when no work is performed. Employees who are on active discipline for attendance must work the day before and after the holiday to receive holiday pay. The number of hours in the normal day will be allowed and such hours, if within the regularly scheduled work week, shall accumulate toward weekly overtime.

SECTION 4. An employee required to work on any holiday in his regularly scheduled work week shall be paid at one and one-half (11⁄2) times his/her regular rate of pay for the hours worked on such holiday in addition to the pay allowance for such holiday. Any time worked beyond eight (8) hours on a holiday shall be paid at a rate of two and one-half (21⁄2) times the employee's hourly rate.

SECTION 5. When an employee is called upon to work on any of the holidays covered in Article V, Section 1, when the same shall not fall within the employee's regularly scheduled work week, he/she shall be paid at two and one-half (21⁄2) times his/her straight time rate of pay for the hours worked.

SECTION 6. When, because of an emergency call, an employee is required to work on a holiday, in addition to the employee's holiday pay, he/she shall receive as compensation a minimum of two (2) hours at two and one-half (21⁄2) times his/her straight time rate.

SECTION 7. All employees to whom this contract applies will receive two (2) Floating Holidays each year.  Each Department will post vacation staffing requirements in January. The employee must give the Company a minimum of seven (7) days notice prior to the Floating Holiday, and the day must be mutually agreed upon.  The Company will respond before the close of business the next regular working day.  Provided an employee has given fourteen (14) days notice, a Floating Holiday can only be denied if previously scheduled vacation weeks and/or days have reduced staffing levels below previously established minimums.  All refusals of requests will include the reason for the refusal.  The Company will not be arbitrary or capricious in refusing,

  

11

  

and any arbitrary refusals will be subject to the grievance procedure.  Upon refusal, the employee may resubmit an alternate date and reply will be given as provided above.

SECTION 8. All employees to whom this contract applies will receive one day off either on the day of the birth of their child or the day they bring their spouse /child home from the hospital.

ARTICLE VI

Seniority and Promotions

SECTION 1. Seniority, as used herein, is defined as the status accruing from the date of last hiring by the Company.  New employees shall be regarded as probationary employees until they have been in the employ of the Company for six (6) months during which time they will have no seniority status. The employee from a seniority standpoint will become a regular employee and his/her seniority status will start from date of hiring, except in cases where an employee is hired for a special project or assignment which is known to be temporary at the time of hiring. Written notice of temporary hiring will be given to the Union, prior to hiring, with a description of work to be performed, name of employee and employee number, and probable duration.

The Company agrees that when vacancies occur, meter representative areas and meter reader routes will be assigned by seniority. As practical, seniority will be recognized when initially assigning one person fitting work.  After January 1, 1996, the Company is willing to discuss the fitter rotation schedule, on request of the Union.  The Company agrees to recognize seniority as the primary method when selecting employees for satellite location assignments.

SECTION 2. The procedure to be followed in the event the Company determines that a layoff or transfer is anticipated:

STEP 1. The only employee eligible to exercise seniority for "bumping" purposes will be the employee directly affected with the layoff.

STEP 2. That employee would bump the last employee hired under the Agreement in his or her Department as long as that employee is qualified and able to perform the job.

STEP 3. The employee who is bumped under Step 2 would then bump the last employee hired under the agreement to take his/her place in the layoff procedure, as long as that employee is qualified and able to perform the job.

STEP 4. If the employee is not qualified and able to perform the work of the last employee hired, they will move up the seniority list in order to find a job which they are qualified and able to perform and have more seniority than the employee presently doing the job.

If there is a layoff the Company will discuss subcontracting under Article XV, Section 1 with the Union.

Whenever any layoff or transfer is anticipated, the Union will be notified ten (10) working days prior to said layoff/transfer, to the extent known, of the number of employees to be laid off and their respective sections, divisions and departments. A list of all positions currently open or reasonably expected to be open will also be provided by the Company.

  

12

  

Transferred employees will retain their rate of pay, will receive all general increases and will be eligible for merit increases if below the top of the rate of the position to which they are transferred. 

Laid off employees are all employees who are left without a position after all bumping and transfers have taken place. Employees will be eligible for recall, by seniority, for thirty (30) months from the date of layoff. An employee in the recall pool may elect early retirement option at any time within the thirty (30) month recall period. Notification of recall will be by certified mail, return receipt requested, to the employee's last known address. It will be the responsibility of the employee to notify the Company of any change of address. Recalled employees who fail to respond within fifteen (15) working days of receipt of notice of recall will be considered as having waived their right to recall. Recalled employees who were at the top of their rate will return to work at the top of the current rate range. Similarly, recalled employees who were below the top of the rate range will return at the same percentage of the current rate range as the percent of the rate range they had achieved when they were laid off.

*A full-time employee exercising his "bumping" rights cannot be forced to accept a part-time position. Union officers and stewards will have preferential seniority for layoff purposes as long as such application does not violate State or Federal laws.

SECTION 3. There shall be available for examination by the Union a list or file of the employees to whom this Agreement applies in order of their seniority. The Company further agrees to keep this list up-to-date including employee addresses, and make it available every six (6) months.

SECTION 4. Whenever the words "continuously" or "continuous" are used in this contract in relation to an employee's service with the Company, it shall apply to the period of employment since the date of last hiring.

SECTION 5. Seniority shall prevail whenever there is an advancement or promotion, provided the employees can meet the following qualifications:

(a) Knowledge, training, and efficiency.

(b) Physical condition and general health.

The Company recognizes that length of service should be given important consideration in advancing employees to better paying work and will give it every consideration possible in all cases of advancement.

Union Sections, Divisions, and Departments

1. Customer Service Department

A. Customer Service Division

1. Service Representatives;

2. Record Center section;

3. Meter Representative Section

4.  Dispatch section

B. Meter Shop Division

C. Garage Division

D. Store Division

E. Meter Reading Division

  

13

  

2. Distribution (Street) and Production Department

A. Production Division

1. Production section; (Excluding Steam Plant)

2. LNG Plant section.

B. Distribution Division

1. Office section;

2. Engineering section;

3. Installation and maintenance section

4. Regulator section

C. Fitter Division

	
                                                1.

	
Installation and Maintenance section

	
                                                2.

	
Regulator Section

 

3.  Customer Accounting Department

1. Customer Billing and Accounting

2. Credit and Collections

3. Customer Relations

4.  Building Services Department

1. Building Services

2. Mailroom

5.  The TEN Companies, Inc. Department

1.Hartford Steam Company

2.CAS Plant

3.G. Fox Plant

4.Hartford Hospital

Whenever the qualifications of two (2) or more employees are relatively equal, the Company will make such advancement on a seniority basis. The right to determine who are to hold supervisory positions is vested exclusively in the Company.

SECTION 6. The Company will discuss with the Union any changes in job descriptions that affect the job duties, skills or qualifications in advance of posting a vacancy. The Company will post notices of vacancies, including job descriptions, for positions in the occupations and classifications of employees represented by the Union, and the Company will consider applications of employees for such positions if the applications are presented in writing, including a statement of the qualifications of the applicant, within five (5) working days after such notice of vacancy was posted. Notice of vacancies posted shall be sent to workers out sick. In case of emergency, the Company may fill the vacancy for a period not to exceed fifteen (15) days.  

Before a position is permanently filled and notice thereof is posted on the bulletin board, the Union will be notified and shall meet the Company representatives for the purpose of discussing the qualifications of all persons bidding on the job. The Company shall then make a selection, subject to grievance and arbitration. In any event, such vacancy shall be filled within twenty (20) days of date of posting for a temporary period of twenty (20) days and the transfer shall take place no more than twenty (20) days after the selection is made unless discussed with the 

  

14

  

Union. The employee will begin department seniority and receive the new rate of pay as of the twenty (20) day expiration, or if the new rate is lower, when transfer is made. When an employee transfers by bid from one division to another and chooses to return to his/her prior job during the twenty (20) day period, the employee will not be accepted on any job in another division for the next sixty (60) calendar days.

Seniority shall be broken by:

1.Voluntary quit from the bargaining unit.

2.Discharge.

	
3.

	
Missing three (3) consecutive work days without notification in so far as practicable to do so.

	
4.

	
Failure to respond to notice of recall as specified in this Article for regular work fifteen (15) consecutive days after receiving notice. It is the employee's responsibility to keep the Company informed of his/her mailing address.

5.Any employee who is absent because of proven illness shall maintain his/her seniority.

	
6.

	
Employees who take supervisory positions relinquish their seniority under this Agreement, except for ERISA and legal requirements.

Seniority shall not be broken by temporary assignment (on a voluntary basis) to non-supervising, non-bargaining unit work or on layoff up to thirty (30) months from the date of layoff.

ARTICLE VII

Negotiations, Grievances and Arbitrations

SECTION 1. The Company and the Union recognize the mutual benefits of working toward a prompt resolution of disputes which may arise from time to time out of this Agreement.

The Company recognizes the right of the Union to designate a steward. The steward has authority to investigate and present grievances in accordance with the provisions of this collective bargaining agreement. The steward has no authority to take action that will interrupt the Company's business.

The steward recognizes the obligation to notify his/her supervisor before conducting Union business on Company time. The supervisor will be notified of the nature and purpose of the matter. The Company will not be arbitrary or unreasonable in restricting the steward in the exercising of his/her duties under this Agreement.

SECTION 2. The Union shall appoint a Negotiating Committee not to exceed seven (7) members for the purpose of negotiating changes in this Agreement.

SECTION 3. Should any difference arise between the Company and its employees covered by this Agreement as to the meaning and application of this Agreement with respect to rates of pay, wages, hours of employment and other conditions of employment, the procedure of settlement shall be in the following manner:

	
  a.

	
Step One. An employee who claims he/she has a grievance shall, with his/her steward or in his/her absence, the Chief Steward, meet with the supervisor to discuss the nature of the dispute. If the grievance is not resolved at this meeting, the employee shall put his/her grievance in writing on a form supplied by the Company, the original of which is to be dated and signed by the employee and the steward.  The grievance and any replies from both the Company and the Union will be handwritten or typed on a Grievance Reply 

  

15

  

	
  

	
Form. Two (2) originals of each documented Step will be initialed in blue ink and dated by the responding party. One (1) original will be retained and one forwarded to the other party. The Union will give one (1) original grievance to the supervisor to forward to Human Resources. Such grievance shall be submitted in writing within fifteen (15) working days after the event giving rise to same has occurred, or shall be deemed waived.

	
  

	
b.Step Two. The Company will schedule a meeting to discuss the merits of the grievance within fifteen working days of receipt of the grievance by Human Resources, unless an extension is requested. The Company will contact the Chief Steward or his designee to determine who will represent the Union at the Step Two meeting. The Company will give the supervisors of the Union Grievance Committee notice in advance of the meeting to allow for scheduling of work.

Both the Union and the Company may each bring up to five (5) representatives to all grievance meetings for the purpose of expediting a resolution.

After the Step Two meeting, the Company will note on a Grievance Reply Form the proposed disposition of the matter within fifteen (15) working days, and provide a signed dated Reply to the Union. The Union will designate either "Satisfactorily Resolved" or "Not Satisfactorily Resolved", and may state a reason and return the signed, dated Reply to the Company.

	
  

	
c.Step Three. The Union will submit this Reply to the Company within fifteen (15) working days of receipt of the Company's Reply, for the purpose of determining whether an additional meeting could expedite a possible resolution of the matter. If the Company or the Union have additional information or an alternate proposal for settlement, either party may request a Step Three meeting within fifteen (15) working days to discuss the matter, using the same notification and reply procedure as in Step Two above.

	
  

	
d.Arbitration. In the event the dispute shall not have been satisfactorily settled in the steps outlined above, either party may at any time, but no later than thirty (30) days after the last step, request that the issue be submitted to arbitration. Such request will be made in writing, setting forth the subject in dispute. The thirty (30) day period may be extended for a like period by notifying the other party that the matter is pending further consideration, but the request for an extension must be made before the thirtieth (30th) day. A third arbitrator, who shall act as Chairman of the Arbitration board, shall be selected by the parties from a list of arbitrators recommended from the American Arbitration Association or, if both the Company and the Union agree, the case can be submitted to the Connecticut State Board of Mediation and Arbitration. Each party shall designate its representative to the arbitration board prior to the hearing.  

On a schedule to be determined at the hearing, the parties shall submit briefs to the third party arbitrator. After receipt of the briefs, the third party will provide a draft opinion to the arbitration panel and schedule a meeting with the panel to discuss the draft. After the meeting, and within thirty (30) days of the hearing, the third party will render a written decision, from which either the Company or Union representative may dissent.

  

16

  

The decision of the arbitration panel shall be final and binding on both parties to this Agreement. The Company and the Union shall each bear the expense of its own representative and the expense of the third party shall be borne equally by the Company and the Union.

The arbitration panel may not add to, subtract from, or modify the terms of the Agreement in any way.

	
 e.

	
The steps in the grievance procedure described above are for the purpose of expediting the grievance. If the Company or the Union causes an unreasonable delay in the process, the other party has the option to proceed to the next step.

	
 f.

	
All grievances shall be processed from the first step of the grievance to arbitration in no more than three (3) months' time. Both parties recognize the impact of vacation periods and contract negotiations and accept resulting delays.

	
 g.

	
None of the provisions of the grievance procedure shall restrict an employee and his/her supervisor from discussing matters of mutual concern.

ARTICLE VIII

Strikes and Lockouts

SECTION 1. The Company agrees that during the life of this Agreement there will be no lockouts. The Union agrees, collectively and individually for its members, that there will be no strikes during the life of this Agreement.

SECTION 2. In further consideration of the mutual promises contained herein the parties hereto expressly agree that neither party shall bring, or cause to be brought, any court or other legal or administrative action against the other because of any strike or lockout until the dispute, claim, grievance or complaint causing the strike or lockout shall have been brought to the attention of the party against whom it shall be made, and the said party, after actual notice of same shall within a reasonable time, fail to take steps to correct the cause or circumstances giving rise to such dispute, claim, grievance or complaint causing such strike or lockout.

ARTICLE IX

Safety and Health

SECTION 1. The Union will cooperate with the Company in encouraging employees to observe all safety regulations prescribed by the Company and to work in a safe manner. A joint safety committee of five (5) persons or fewer appointed by the Company, the Company Safety Analyst, and six (6) persons or fewer appointed by the Union will meet monthly to further the program of safety, health, and sanitation. No member of the Union grievance committee shall serve as a member of the Safety Committee.

The members of the Safety Committee will elect the Chairperson of the Safety Committee biennially. The Committee will receive annual training on their duties and responsibilities.  Recommendations of the Safety Committee shall be submitted to and reviewed by management and the Safety Committee notified of their decision within sixty (60) days.

  

17

  

 

SECTION 2. The Employer shall pay for all time involved while assuming these duties, providing the time involved will be during regular working hours. If the Employer or any Federal or State Agency requires any special clothing, gloves, glasses, or safety shoes, the Employer shall pay the total cost of any items.  The maximum reimbursement for safety shoes will be $150 per year.  The Company will establish a purchase order/voucher system with a designated vendor(s) centrally located within the service territory for the purchase of approved safety shoes up to the maximum reimbursement.  In the event an employee has special needs, i.e., size/width, he/she will be allowed to purchase shoes from the vendor of his/her choice and submit the receipt for reimbursement.  The Company will pay 100% for prescription safety eyewear biennially if necessary to perform duties of an employee’s classification or a classification to which the employee may be temporarily assigned under Art. III, Sec. 12. provided the employee uses a Company preferred provider and selects Company approved frames and lenses.

 

SECTION 3. The Company will furnish first-aid kits on all vehicles. It is the responsibility of the employees to make sure that the first-aid kits are kept fully equipped. The Company will furnish the material to keep the first-aid kits fully equipped.

SECTION 4.(a) Employees are not required to operate: No employee shall be compelled to take out equipment that is not mechanically sound and properly equipped to conform with all applicable city, state, and federal regulations.

(b) Reports: Employees shall immediately, or at the end of their shift, report all defects of equipment. Such reports shall be made on a suitable form furnished by the Employer, and shall be made in multiple copies, one copy to be retained by the employee. Such reports shall not ask or require any employee to take out vehicles that have been reported by any other employee as being in an unsafe operating condition until same has been approved, in writing, as being safe by the mechanical department, or a qualified representative of the Employer.

In the event an employee shall suffer a revocation of his/her drivers’ license because of violation of any laws by the Employer, the Employer shall provide suitable and continued employment for such employee, at not less than his/her regular earnings at the time of revocation of license, for the entire period of revocation of license and such employee shall be reinstated in the seniority he/she held, prior to revocation of his/her drivers’ license after his/hers drivers’ license is restored.

In the event an employee shall suffer a revocation of his/her drivers’ license because of violation of any laws by the Employee, providing the facts and circumstances do not warrant disciplinary action, the Employer will insofar as practicable find a suitable position that utilizes the skill and ability of the employee in a job first in his/her department, or if none is available then within the Company, that does not require operating a vehicle.  If the rate of pay for the assigned position is less than the employees’ current rate of pay, the employees’ rate of pay will be reduced to the maximum rate of pay for the position assigned.

  

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SECTION 5. Employees will be bailed out of jail if accused of any offense in connection with the faithful discharge of their duties, and any employee forced to spend time in jail or in courts shall be compensated at his/her regular rate of pay.  In addition, he/she shall be entitled to reimbursement for his/her meals, transportation, court costs, etc.; provided, however, that faithful discharge of duties shall in no case include compliance with any order involving commission of a felony. In case an employee shall be subpoenaed or required to appear in any court proceeding as a Company witness, or in connection with any incident arising out of the faithful discharge of his or her duties he/she shall be reimbursed for all time lost and expenses incurred. Faithful discharge shall not include any traffic incident in which the employee received any ticket, summons, or warning.

SECTION 6. Employers shall protect employees with Workers' Compensation Insurance, Social Security, and Unemployment Insurance, as required by Federal and State law.

ARTICLE X

Protection of Rights

SECTION 1. It shall not be a violation of this Agreement, and it shall not be cause for discharge or disciplinary action in the event an employee refuses to enter upon any property involved in a primary labor dispute, or refuses to go through or work behind any primary picket line, including the primary picket line of Union's party to this Agreement, and including primary picket lines at the Employer's place of business.

SECTION 2. It shall not be a violation of this Agreement and it shall not be cause for discharge or disciplinary action if any employee refuses to perform any service which his/her Employer undertakes to perform as an ally of an Employer or person whose employees are on strike, and which service, but for such strikes, would be performed by the employees of the Employer or person on strike.

SECTION 3. The Union agrees that its members will obey a request of a supervisor where such request has direct connection with the work of the Company and will follow operating and safety rules, and that though an appeal may be made to the grievance procedure in regard to such supervisors request concerning operating and safety rules, such an appeal shall not operate to stay compliance with the request and rules, unless it involves work which is unusual and extremely hazardous.

ARTICLE XI

Notification

Employees who find it necessary to be absent from work for illness or injury, or any other unscheduled reason, shall notify the Company prior to the start of each of their shifts. In January of each year, each Department will post the person to be notified. The absent employee must contact the designated person, and in the event that person or their designee is not available, leave a voice mail or other message. Failure to notify the Company will be subject to discipline.

During extended absences, employees are required to keep the Company informed as to their status, including providing reasonable medical verification.

  

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ARTICLE XII

Sickness, Disability, and Other Allowed Time

SECTION 1. Employees will be paid full time at their basic rates while off duty because of sickness or accident not covered by Workers' Compensation Act, as follows:

	
CONTINUOUS SERVICE 

	
PERIOD

	
Less than 6 months

	
 None

	
6 months to 1 year 

	
8 weeks 1⁄2 pay*

	
1 year to 5 years 

	
4 weeks & 4 weeks 1⁄2 pay

	
5 years to 10 years

	
8 weeks & 4 weeks 1⁄2 pay

	
10 years to 15 years

	
12 weeks

	
15 years to 20 years 

	
16 weeks

	
20 years to 25 years 

	
18 weeks

	
Over 25 years 

	
26 weeks plus three (3) additional 

	  	
days for each year of service in

	  	
excess of 25.

*Employee will not receive this until he/she has been out after seven (7) days.

Employees will be disciplined as follows for excessive absenteeism not covered under FML guidelines or for hospitalization.

	
Hours

	
Discipline

	
Period Discipline Remains

	
40 hours in a rolling 6 month period

	
Oral Warning

	
9 months

	
3 additional absences or 24 hours during the period of the oral warning (9 months)

	
Written warning

	
12 months

	
 

3 additional absences during the period of the written warning (12 months)

	
 

DML

	
 

2 years

	
3 additional absences during the DML period (2 years)

	
Termination of employment

	
N/A

Employees who have completed ten (10) years of continuous service will be entitled to ten (10) additional weeks, in addition to the preceding schedules, for major (long-term) illnesses. To be eligible for this additional time, employees who have received disciplinary action as stated below "A" through "C" must have had such steps withdrawn for a period of two (2) years prior to the major illness.

	
 A.

	
Effective March 1, 1988, the Company will monitor each employee's attendance record and when the record warrants disciplinary action the Company will notify the employee and his/her steward through an oral reminder and such disciplinary step will be in effect for nine (9) months from the date of discipline.

	
 B.

	
The Company will continue to monitor the employee's record thereafter and if no improvement is made, the Company will notify the employee and his/her steward that a written reminder is in effect and will remain in effect for twelve (12) months from the date of discipline.

  

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 C. 

	
The Company will continue to monitor the employee's record thereafter and if no improvement is made, the Company will notify the employee and his/her steward that a Decision Making Leave will be taken by the employee and this disciplinary step will be in effect for two (2) years from the date of discipline.  The 1 (one) day suspension related to the Decision making leave will be unpaid.

If the employee fails to improve his/her absence record after the above steps, further disciplinary action, including discharge, may be taken by the Company.

The Union has the right to grieve the above disciplinary steps. The supervisor must conduct at least one coaching discussion with the employee about his/her attendance record before Step A is implemented.

If payments are made to employees under any laws for sickness or accident, then the difference between such payment and the above schedule will be paid by the Company.

Employees who are notified on Monday that they will be scheduled to work overtime on the following Saturday and who prior to Saturday work take off for illness, those hours paid for illness will not accumulate to reach forty (40) hours under Article 3, Section 2 to be paid at the rate of one and one-half (11⁄2) for the work on Saturday. They will be paid at their straight time rate for work performed on that Saturday.

An employee who is absent from work because of an injury/illness sustained on the job which would be compensable under the Workers' Compensation Law, shall receive during the contract period, pay in addition to the compensation payments so as to give the employee full pay but not to exceed normal after tax take home pay for a period including any waiting time equal to twice the period of sick leave to which the employee would be entitled and time lost by reason of such illness/injury shall not be charged to the employee's sick leave.

Any employee who is on the payroll of the Company for a period of less than six (6) months and is absent from work because of such an illness/injury sustained on the job, shall receive pay, in addition to any compensation payment permitted under the Workers' Compensation Law, so as to give employees full pay but not to exceed normal after tax take home pay during the period of such illness/injury, but such period shall not exceed two (2) weeks in the contract period.

Before making any sickness or accident payment, the Company shall have the right, providing the employee has been coached under Positive Discipline about sick time, to require a certificate signed by the attending physician or a Company physician and such other evidence of disability as the Company may deem necessary. The Company shall be required to reimburse the employee for the cost of the 

co-payment. An employee who misrepresents his/her condition or cause of same shall be ineligible for the above benefits and may be subject to dismissal.

Time off with pay will be given for attendance at weddings, one (1) day. Three (3) days off with pay will be given upon the death of a member of the employee's immediate family. The employee's immediate family is defined as the employee's father, mother, wife, husband, grandmother, grandfather, grandchild, mother-in-law, father-in-law, step-father, step-mother, child, step-child, brother or sister. One (1) day off with pay will be given upon the death of an employee's aunt, uncle, sister-in-law, brother-in-law, son-in-law, daughter-in-law, step-brother or step-sister.

  

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An employee called upon to be a pall bearer at the funeral of a deceased employee shall be paid one (1) day's pay.

SECTION 2.(a) If it is established that an injury or illness is caused by the negligence of a third party and that third party makes settlement with the injured employee, the Company shall be reimbursed for all wage payments made to the injured employee to the extent that such settlement covers the Company's payments made under the terms of this provision

(b) In instances where the Company has been so reimbursed, the employee's sick leave allowance shall be reinstated to the extent of the reimbursement.

SECTION 3. An employee injured while gainfully employed elsewhere shall not be entitled to sick leave allowance for such period of incapacity.

SECTION 4. Any employee inducted into military service who enlists because of imminent induction in any branch of the United States Government as a result of the Selective Service Act shall resume seniority with the Employer when discharged from such service. He shall be paid the maximum vacation pay for the following year, pursuant to the provisions of the Selective Service Act.

SECTION 5. The current Corporate Policy on Earned Rest will remain the Company's policy during the term of the agreement. It is the intent of the Policy to allow earned rest for employees who, due to call-out or unscheduled overtime, have not had  eight (8) hours off work before reporting for their next regularly scheduled shift. Such employee will receive pay for the hours scheduled but not worked as earned rest time. Scheduled overtime where less than twenty-four (24) hours notice has been given will qualify for earned rest time.

ARTICLE XIII

Group Life, Hospitalization Insurance,

Retirement Plan and Employee Savings Plan

SECTION 1. The benefits applicable to employees under the group life, group medical (including prescription) plans in effect at this date will be continued for all employees, including those on Workers' Compensation, during the term of this Agreement.

 

From December 1, 2009 through November 30, 2013, pre-Medicare eligible retirees, who retire during the term of this agreement, will pay the same amount for medical as active employees. Upon expiration of this agreement they will pay the then applicable retiree medical rate.

 

 

Medicare eligible retirees will continue to pay the applicable retiree rate for their Medicare supplemental plan.

 

 

Employees hired on or after December 1, 2009 will not be eligible for the Company Retiree Health Plan and may participate in the Access Only alternative by paying the full cost of such benefits.

 

 

 

SECTION 2. Each employee will be insured for Forty-Six Thousand Dollars ($46,000) effective,  1/1/08, with an Accidental Death and Dismemberment provision while in active employment.Each employee will be offered the opportunity to purchase either Fifteen Thousand Dollars ($15,000) or Thirty Thousand Dollars ($30,000) of additional term life insurance at a cost of thirty-three cents ($.33) per thousand per month, which will be made available during the initial 

  

22

  

open enrollment period without a qualifying physical, or for new employees, at date of hire. For work related accidental death on the job, the benefit will be triple the life insurance benefit. Employees who retire after December 1, 1988 will receive a death benefit of Ten Thousand Dollars ($10,000) at retirement. This benefit will reduce to Five Thousand Dollars ($5,000) at the rate of One Thousand Dollars ($1,000) per year for the first five (5) years of retirement. The benefit will remain at Five Thousand Dollars ($5,000) until age seventy (70), at which time it reduces to Four Thousand Dollars ($4,000). However, if during the first five (5) years of retirement the employee reaches age seventy (70), the benefit will immediately reduce to Four Thousand Dollars ($4,000) upon reaching age seventy (70).   Employees hired on or after December 1, 2009 will not be eligible for a death benefit upon retirement.

The Company will assume the cost of medical, prescription, dental and vision care insurance coverage, relating to the individual employee and his/her eligible dependents less the following employee contributions for medical coverage: 

1. Medical:

     CTCare HMO and Excellus EPO (TEN Employees)

Weekly employee contribution amounts:

	
Coverage

	
January 1, 2010

	
January 1, 2011

	
January 1, 2012

	
January 1, 2013

	
Single

	
$27.26

	
$29.17

	
$31.21

	
$33.40

	
Family

	
$70.00

	
$74.91

	
$80.15

	
$85.76

2.If elected, Vision and/or Dental:  20% employee contribution.  Employees will be given the option to make contributions on a pre-tax basis.

Annually, prior to open enrollment, the Company will, at the Union’s request supply the Union with documentation of the prior year’s medical, dental and vision insurance experience including renewal rates and employee contributions for such insurance as derived from such information.

Effective January 1, 2003, the Company will implement a medical and dental spousal coverage plan. If a spouse works full-time (as defined by his or her employer) for a Company that offers medical and/or dental coverage and the Company shares in the cost of these coverages, the spouse must enroll in his or her employer's plans first. The employee can then enroll the spouse in CNG's plan if desired. The two plans will coordinate benefits.  If neither the employee, their spouse and other family members elect coverage under the CNG medical benefit plan, the employee will receive a One Thousand Dollar ($1,000) annual credit amortized over the employee’s normal annual pay periods (Employee Medical Opt Out).

For the period December 1, 2009 through November 30, 2013, only, the Company will reimburse the premium contribution cost of single medical/dental coverage paid by any employee's spouse who receives primary medical/dental coverage from his/her employer, providing that the total premium cost to the employee does not exceed the cost to the Company to include the spouse as a dependent. The employee must present documentation satisfactory to the Company to receive reimbursement.

  

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3.   The current Rx co-pays effective January 1, 2010 are:

 

 

	
           ·  

	
$7 / $22 / $40 (retail drug) for up to a 30-day supply

 

 

	
           ·  

	
$14 / $44 / $80 (mail order) for up to a 90-day supply

 

4.        The Company and Union will jointly review and mutually agree to any alternative health insurance plans to be offered effective January 1, 2011 as an option in addition to the existing plans (ConnectiCare and Excellus EPO).

 

SECTION 3. The Retirement Plan (The Connecticut Natural Gas Corporation Retirement Plan), dated January 1, 1941 and as amended effective December 31, 1967, shall continue for the life of this Agreement, dated December 1, 1985 and succeeding Agreements subject to such modifications as may be mutually agreed upon by the parties hereto. Furthermore, in appointing the Retirement Committee provided under Article 12 of the Retirement Plan, the Company will appoint a member designated by the Union for each member designated and appointed by the Company. 

Any employee who retires on or after December 1, 2009 and who is vested in the CNG Retirement Plan, has 10 years of service,  and who subsequently receives a Disability Retirement, shall be paid the greater of their accrued  benefit or a minimum monthly benefit of $1,850 per month.

 

Minimum Normal Retirement Benefit - Plan Article 5, Section 5.2(d):  In the case of an Employee who is credited with 30 years of credited service at retirement, the minimum monthly flat dollar amount of retirement benefit will be $1,850 for employees who retire on or after January 1, 2010.

 

Employees submitting a written notification of retirement will receive a Retirement Plan benefit calculation and will also receive appropriate documentation regarding retirement benefits.

 

Effective January 1, 2004 (1/1/04), the Company will implement a cash balance plan for employees hired on or after 1/1/04.

Cash Balance Plan Formula: The Company will credit the participants' cash balance account with a flat dollar amount of $3,500 per year and such credit will be applied at the end of each plan year. For plan years starting on and after January 1, 2010 the flat dollar amount will be $5,000 per year. Balances will earn interest equal to the 30-year treasury rate (or other comparable government index) but not less than 4% in effect on December 31 of the prior year and credited at the end of the subsequent year. Three year vesting will apply.  Employees hired on or after December 1, 2009 will not be eligible to participate in the Company’s defined benefit pension plans.

For active employees who are 55 or older, and have at least 30 years of service, the survivor death benefit percentage will be 75% of the employee’s unreduced benefit or the minimum monthly flat retirement benefit, whichever is greater.

Effective December 1, 2005, an Employee who retires having fulfilled the requirements for a disability benefit will be entitled to a disability benefit equal to the greater of:

  

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(a)the normal retirement benefit he/she has accrued up to the date his/her employment terminates on account of such disability or 

(b)a minimum monthly benefit equal to the Minimum Normal Retirement Benefit.

SECTION 4. Effective July 1, 1988, all eligible employees covered by this Agreement may elect to participate in the Connecticut Natural Gas Corporation Union Employee Savings Plan and receive the company match as outlined below.

	
Years of Service

	
Age

	  	
Match

	
20 or more or

	
45

	
 =

	
 4.5%

	
10 or

	
35

	
 = 

	
 3%

	
Less than 10 and under

	
35

	
 = 

	
 2%.

Said plan shall continue for the life of the Agreement entered into December 1, 1988 and succeeding Agreements subject to such modifications as may be mutually agreed upon by the parties thereto.

For employees hired on or after December 1, 2009, the Company’s matching contribution under the CNG 401k Savings Plan will be 1.50 times the employee’s contribution.  The Company’s matching contribution will only apply to the first 6% of an employee’s contribution during a calendar year.  This benefit is in lieu of any other pension plan benefit for employees hired on or after December 1, 2009.

Effective July 1, 2010, the Plan will be amended to include a Roth investment option which will be available to all employees eligible to participate in the Company’s 401k plan.

Effective July 1, 2010, the Plan will be amended to include withdrawals beginning at 591⁄2 years of age.

NOTE:  Retirement Plan, 401k Plan incorporated by reference.  CD’s available upon request.

ARTICLE XIV

Working Agreement

SECTION 1. The Company will pay one and one-half (1 1⁄2 ) times the employee's basic rate while engaged in working from a suspended scaffolding or boatswain chair.

 

SECTION 2. The Company agrees that no employee on the payroll as of 12/1/2004 will be laid off for lack of work during the term of this Agreement.

 

SECTION 3. The Company agrees that in an effort to promote good communication between parties, when practicable, documents that are to be signed, exchanged or become part of the record will be provided in hard copy and also as an electronic file in PDF format.

ARTICLE XV

Subcontracting

SECTION 1. For the purpose of preserving work and job opportunities for the employees covered by this agreement, the Employer agrees that no work or service of the kind, nature, or type covered by, presently performed, or hereafter assigned to the collective bargaining unit will be subcontracted, transferred, leased, assigned, or conveyed in whole or in part to any other 

  

25

  

plant, person, or nonunion employees, unless otherwise provided in this Agreement and is presently being subcontracted. The Company will discuss any additional subcontracting with the Union prior to subcontracting such work.

SECTION 2. The work normally performed by the Distribution Division employee will be done by the Company insofar as it is practical to do so. 

The Company reserves the right to contract for such work when, in the judgment of the Company, special equipment is required or a time limitation is involved.

However, when a contractor or contractors are engaged in such work, normally performed by Company employees, in any calendar year, Distribution Division employees, who held such eligible positions on December 1, 2001, and any employee hired or transferred into the Distribution Division through January 1, 2003, will be guaranteed a minimum of thirty-four (34) eight (8) hour Saturdays in the calendar year scheduled at the Company’s discretion.  Notification of the scheduling of such Saturdays shall take place no later than the Tuesday prior and employees will have forty-eight (48) hours to accept or decline such offered work.  In the event the Company and Union agree that stormy weather prohibits work being started on Saturday, the day will be banked for the affected individuals.  If, once work has commenced, the Union designee decides that the weather has become stormy, the employees will stop work and will be paid only for the hours worked.  The remainder of the day will not be banked.

ARTICLE XVI

Uniforms

The Employer agrees that if any employee is required to wear any kind of uniform as a condition of his/her continued employment, such uniform shall be furnished (parka and vest will be cleaned once a year) by the Employer, free of charge, at the standard required by the Employer.

The Employer shall replace all clothing, glasses, hearing aids, and/or dentures not covered by Company insurance or Workers' Compensation which are destroyed or damaged in a wreck or fire with Company equipment.  The Employer has the right to establish and maintain reasonable standards for wearing apparel and personal grooming.

No more than once a year, the union may request the Company to review alternate types of uniform items, specific to the job requirements of the work area. The Company will consider the request, but has the sole discretion as to whether a change is made. The Company agrees not to be capricious in making the decision. Uniforms will continue to be issued on a replacement basis only, subject to immediate supervisory approval; except for issues to new employees. If the Company determines to repair a uniform returned for replacement, any such repair will be at Company expense.

The Union may request a review of cold weather gear to determine the appropriateness. The Company will consider the request but has the sole discretion as to whether a change is to be made. The Company agrees not to be capricious in making the decision.

ARTICLE XVII

Efficiency and Productivity

The objective of this provision is to relate adjustments in wages and benefits in future negotiations to a corresponding increase in work productivity resulting from the collective efforts of all employees and the Company.

  

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The future of each employee and the Company as a whole is dependent upon continually improving acceptance by the public. Competitive cost is the key factor in acceptance, so it is essential that operations be conducted as efficiently as possible. Productivity is a major feature in efficient operations.

The Company and the Union mutually agree to work cooperatively toward the objectives of this Article.

ARTICLE XVIII

Maintenance of Standards

SECTION 1. It is the Company's intention to continue its past practices with respect to employee benefits that are not expressed in the contract. Should the Company contemplate diminution of any such employee benefits affecting bargaining unit employees, the matter will be discussed with the Union in advance of the change.

SECTION 2. The Employer shall not enter into any other written or oral agreement with any employee or group of employees covered by this Agreement which in any way violates the wages, hours, or working conditions of this Agreement. The Local Union shall have the right to recover from the Employer in its own name and on the employee's behalf the amount of any wages or other benefits which any member may waive or assign to the Employer.

ARTICLE XIX

Non-Discrimination Clause

The Company and the Union agree that they will not discriminate against an employee because of his/her race, color, sex, age, religion, national origin, physical or mental disabilities, or any other basis prohibited by law.

ARTICLE XX

Term of Agreement

This Agreement shall be and remain in full force and effect until 12:00 midnight November 30, 2013 and thereafter for successive periods of one year, unless either party hereto on or before the sixtieth (60) day next preceding the terminal date shall notify the other party hereto in writing of its desire to modify or terminate this Agreement.

IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be signed by their duly authorized officers the day and year first above written.

For:

CONNECTICUT NATURAL GAS CORPORATION:

Robert M. Allessio, President & Chief Executive Officer

Joseph L. Vicidomino, Director Human Resources

Iris M. Calovine, Manager Human Resources

Robert Jalette, Director Regional Operations

David Morris, Lead Advisor

  

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CONNECTICUT INDEPENDENT UTILITY WORKERS UNION LOCAL 12924:

Robert Eubanks,  President

Emery Fellinger, Vice President

Mark Whelden, Chief Steward

Union Committee:

David Belcher

Joseph Cap

Brenda Carson-Brown

Martin Ritter

 

 

  

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WAGE SCHEDULE THE TEN COMPANIES, INC.

The Hartford Steam Company:

Grade/Job

Title           Level

 

	 	 	 12/1/09	 12/1/10	 12/1/11	 12/1/12
	  	  	
Min.

	
Max

	
Min.

	
Max.

	
Min.

	
Max.

	
Min.

	
Max.

	
Tech III

	
Level 3

	
$27.51

	
$33.26

	
$28.34

	
$34.26

	
$29.19

	
$35.28

	
$30.06

	
$36.34

	
Tech II

	
Level 2

	
$25.21

	
$30.53

	
$25.97

	
$31.45

	
$26.75

	
$32.39

	
$27.55

	
$33.36

	
Tech I

	
Level 1

	
$18.06

	
$28.59

	
$18.60

	
$29.45

	
$19.16

	
$30.33

	
$19.73

	
$31.24

	
1  

	
20 cents added to hourly rate for employees in these positions on 7-29-91

Supplements

Agreement between CNG and CIUW Local 12924

The agreement concerning the Articles and Sections of the contract are as noted in this agreement with the following clarifications.

Article I:  TEN/HSC and the Union have adopted provisions for twelve (12) hour shift operations.  Provisions are contained in the 12 Hour Shift Agreement between CNG and CIUW, Local 12924 document dated May 9, 1997 and an Addendum to 12 Hour Shift Agreement Between CNG and CIUW, Local 12924 documents dated June 25, 1998.

Article II:  Employees must attend scheduled Safety Training meetings unless they notify their supervisor 24 hours in advance that they are unable to attend.

Article III:  Vacations shall be based upon the combined service with G. Fox and CNG.

Article IV:  Seniority, Promotions, Pension Vesting, Vacation, Sick time, Bidding, shift assignment, etc., shall include combined years of service with G. Fox and CNG.

ENI/HSC Reorganization

Statement of Issues and Agreement

June 30, 1993

ENI and CIUW have discussed the ENI reorganization and the impact on HSC employees. The parties have met several times in the past year to discuss the reorganization. As part of the process of addressing the concerns cited by the Union, ENI has responded by changing the job descriptions, shortening the progression path, and other policy changes and clarifications, as summarized below.

The intent of ENI in revising the personnel job functions and progression paths is to achieve a high level of flexibility in personnel deployment to facilitate the reorganization of HSC operations. The reorganization will improve system operating efficiencies and productivity to make ENI more competitive.

  

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ENI will use automation and other means to consolidate operations functions. This consolidation will consist of remote facility monitoring, remote starting, stopping, and operation of plant equipment, and communications and coordination with all sellers of thermal and electrical energy.  Remote operation and monitoring will affect all ENI locations, dependent upon the installation of the controls and technologies necessary.

Under reorganization, employees will be cross-trained with the intent of becoming proficient with each of the three facilities serving the system. Employees will be used through the ENI system on an as needed basis. Each employee will have a primary reporting location, and will be dispatched from that primary reporting location to perform both maintenance and operation duties, as needed.

The following summarizes the Agreement between CIUW and CNG:

Item 1. Assignment of Overtime (CIUW #5)

A.     First by Department.

B.Second by ENI Pool of qualified, available personnel.

C.All overtime to be assigned by low overtime among qualified employees.  The Company will maintain department overtime lists and an ENI Master Pool of qualified volunteer personnel.

Item 2. Temporary Assignments Due to Short-term Illness (CIUW #6)

A      The Company will fill short-term (up to three days) illness vacancies by overtime.

B.The Company is not proposing a change to Article III, Section 9 of the Contract. The Company will continue to give 10 days notice when it is the Company's initiative to change regularly scheduled shifts or shift hours.

Item 3. Long-Term Illness Vacancies (CIUW #7)

	
A.

	
The Company will fill any illness vacancy which is four or more days by asking for volunteers. If an employee is forced to cover long-term illness, the Company will give at least three (3) working days notice to the junior qualified employee.

B.Same as Item 2.B. above.

Item 4. Emergency Temporary Assignments (CIUW #8)

	
I.

	
When there is an emergency need for every available employee, assignment will be as follows:

 

   A.On-Call man is called first. Additional personnel by low overtime.

  

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B.During first shift the nearest qualified employee will be assigned first by Department and then by ENI Personnel Pool.

II.Where there is an emergency need for a limited number of employees, assignment will be as follows:

A.On-Call man is called first.

B.Additional personnel will be by qualified low overtime volunteer.

	
                C.

	
Next additional personnel will come from ENI Personnel Pool by qualified low overtime.

	
                D.

	
Forced assignment to junior qualified personnel first by Department, then by ENI Pool.

Item 5. Temporary Assignment Due to Lack of Work (CIUW #9)

A.Assignment to be made in accordance with Collective Bargaining Agreement, Article I, Section 3.

	
                B.

	
Seniority will be given consideration on assignments between locations as long as the Company has a qualified employee to perform the work assignment.

Item 6. Training (CIUW #l0)

	
                A.

	
When training in other Departments, the employee must be assigned to work with another qualified person, which may be a supervisor. This restriction will not apply to classroom type training.

B.Senior employees will be given first option to be trained as far as practicable to do so.

Item 7. Operation Mode (CIUW #11)

The Company does not assign maintenance jobs that cannot be interrupted or are inconsistent with concurrent operation. Without intending to replace job descriptions, Lone plant Technicians will perform maintenance work including, but not limited to the following examples:

	
·  

	
Calibration of gauges and thermometers 

	
·  

	
Isolation and draining of equipment 

	
  

	
oil changes and lubrication of equipment.  

	
·  

	
cleaning of equipment 

	
·  

	
pump and turbine overhauls 

	
·  

	
plant chemistry

	
·  

	
painting equipment 

	
·  

	
tube punching (without ladders or scaffolding)

	
·  

	
repacking seals 

	
·  

	
plant janitorial duties 

	
·  

	
plumbing and piping

  

31

  

Lone plant technicians (2nd & 3rd shift) will not be assigned maintenance work on ladders or scaffolding. The Company may assign these employees to perform maintenance work (which can be interrupted during operation emergencies), and such orders will be noted in the log book by supervisors or by employees as directed by supervisors.

Item 8. On Call (CIUW #15)

On-Call procedure to remain the same as current practice, until such time as the Company determines there are enough personnel fully qualified to handle calls in all three locations. (G Fox, CAS, HSC Steam Plant) Company will discuss any change in on-call procedure with union.

Item 9. Bidding by Seniority (CIUW #16)

Future vacancies will be handled in accordance with the Collective Bargaining Agreement, under Article VI, Section 2.

Only on petition signed by a majority of the ENI labor pool, and no more than once a year, jobs may be reassigned by open bidding by seniority and qualification. Job locations are: HSC Steam Plant, CAS, AND G. FOX.

Item 10. Labor Grades / Skills and Experience Required Lump Sum Payments CIUW #13)

A.The Company proposes that employees be assigned labor grades as stated in Attachment A, including the effective date of each change.  Attachment A also describes the skills or experience required by each employee 

   to reach the top of the labor grade.

	
B.

	
While all new employees who bid in or who are hired will be required to progress to the top classification. XXXXX will not be disciplined or terminated for failure to progress beyond his current classification. XXXXX, XXXXX, and XXXXX will not be disciplined or terminated for failure to progress to the top classification.

C.The Company will give a lump sum of $600 to each employee indicated on Attachment A, in recognition of past performance and as an incentive to reach agreement.

Item 11. Progression (CIUW # 14)

A.Attachment B are the job classifications and job grades, and the time it will take to go from the minimum to maximum of each job classification.

	
B.

	
The merit system and Progression is consistent with the contract Article III, Section 3(b).

  

32

  

LIST OF ATTACHMENTS

Attachment 1

Amendment to June 30, 1993

ENI/HSC Statement of Issues and Agreement

Attachment A (revised June 14, 1993) - [SEE ORIGINAL]

(Incorporating former A-1)

Existing grade/rate; proposed grade rate; additional skills needed; maximum progression to Grade 10 for existing Grade 9 ENI employees; list of lump sum recipients.

Attachment B- [SEE ORIGINAL]

Proposed Progression Path for each job grade

Narrative regarding Progression Path

Job Descriptions for Technician - Level 1, 2 and 3

NOTE: Names deleted - [See Original]

Amendment to June 30, 1993

ENI/HSC Statement of Issues and Agreement

The following changes are made to the June 30, 1993

Statement of Issues and Agreement:

1.The Company presently uses an outside janitorial service to clean the bathrooms and office space. HSC bargaining unit employees are responsible to clean up after their own jobs. Currently, there is an employee whose job duties include all other janitorial duties inside the plant. When needed, cleaning and janitorial duties will be assigned by seniority.

2.Any future layoffs will be in accordance with the Collective Bargaining Agreement

.

3.XXXXX, XXXXX and XXXXX will be moved to the top of the highest (3) grade level upon signing of the Reorganization Agreement. All employees who are moved to the top of the highest (3) grade level by this Agreement agree that they will use their most diligent efforts to pursue the training and acquire the skills necessary to become fully proficient, so long as the training is in-house and/or Company paid.

  

33

  

THIS AGREEMENT PERTAINS TO ENI DIVISION EMPLOYEES ONLY AND SETS NO PRECEDENT AFFECTING THE EXISTING COLLECTIVE BARGAINING AGREEMENT FOR ANY EMPLOYEES OF OTHER DIVISIONS OR DEPARTMENTS.

The June 30, 1993 ENI/HSC Reorganization Statement of Issues and Agreement as revised by this Amendment, and certain of the CIUW May 17, 1993 responses which have been incorporated, represent the Agreement of the under-signed parties.

 

	 Connecticut Independent Utility Workers	 Connecticut Natural Gas Corporation
	 By: /s/ William J. Kelly 6/30/93	 By: /s/ Frank H. Livingston 7/1/93
	 William J. Kelly (date)	 Frank H. Livingston (date).

 

Progression Path

Individuals will be expected to work toward advancement to the next higher level. As an individual advances through the levels, They will be expected to perform the duties of the previous levels on an as needed basis. The individual will perform duties at all ENI plant locations.

Technician - Level 1:

At this level, the Technician must have at least four years of experience in a power plant environment before consideration for this position. The individual must have a working knowledge of the equipment used in the generation of steam and chilled water. The individual must also have a good mechanical and electrical aptitude. During tenure at this level, the individual will perform the duties outlined in the accompanying job descriptions. It is expected that the individual will perform these duties on an as needed basis at any location in the system.

Progression Rate:

Expected duration is a maximum of Twenty-four (24) months if qualified and performing all duties in a proficient manner as determined by Management.  Advancement contingent upon acquisition of additional Skills.

Technician - Level 2:

At this level, the Technician performs as a mid-level technician. The individual is expected to have two of the following trade skills: piping/mechanical, electrical, instrumentation, equipment repair or operating skills. The individual will both assist higher level Technicians and function independently as their skills warrant. The individual will perform these duties on an as needed basis at any location in the system.

  

34

  

Progression Rate:

Expected duration is a maximum of three (3) years if qualified and performing all duties in a proficient manner as determined by Management. Advancement is contingent upon the acquisition of additional skills.

Technician - Level 3:

The Technician must be fully proficient in all operating and maintenance skill areas at all facilities. The individual will perform these duties on an as needed basis at any location in the system. Advancement to this level requires that the individual be qualified and performing all duties of prior levels in a fully proficient manner as determined by Management.

Progression Rate:

Expected duration is a maximum of three (3) years if qualified and performing all duties in a proficient manner as determined by Management.

In all cases, the Company maintains the right to require trade licenses in order to properly balance trade skills of the work group. The company maintains this right even if it requires hiring from outside of the company.

  

35

  

	  	
INDEX

	
ARTICLE/SECTION

	
Ÿ 

	
30 minutes to report to work

	
III.4

	
Ÿ 

	
Absence Notification

	
XI

	
Ÿ 

	
Accidental Death and Dismemberment Insurance

	
XIII.2

	
Ÿ 

	
Appeal to the grievance procedure fifteen (15) days

	
I.5

	
Ÿ 

	
Arbitration procedure

	
VII.3d

	
Ÿ 

	
Automatic progression

	
III.3

	
Ÿ 

	
Bail/compensation in connection with faithful discharge of duties

	
IX.5

	
Ÿ 

	
Basis for advancement

	
VI.5

	
Ÿ 

	
Bidding to higher pay classification Minimum $.25 increase

	
III.11

	
Ÿ 

	
Breaks

	
III.1

	
Ÿ 

	
Breaks in seniority

	
VI.6

	
Ÿ 

	
Call outs

	
II.2

	
Ÿ 

	
Call out pay

	
III.4

	
Ÿ 

	
“Change in Mode of Operation”

	
III.3

	
Ÿ 

	
Child care exclusion

	
III.9

	
Ÿ 

	
Classifications:  Job Description List

	
VI.6

	
Ÿ 

	
Closed Shop

	
II.1

	
Ÿ 

	
Collectors vacation pay rate

	
IV.8

	
Ÿ 

	
Commercial and industrial service work

	
III.10

	
Ÿ 

	
Company to furnish equipment and clothing

	
IX.2

	
Ÿ 

	
Condition of employment

	
II.1

	
Ÿ 

	
Confined during vacation due to sickness or injury

	
IV.11

	
Ÿ 

	
Continuous seniority

	
VI.4

	
Ÿ 

	
Contracting during layoff

	
VI.2

	
Ÿ 

	
Coverage for coffee breaks, lunch, etc

	
III.12

	
Ÿ 

	
Day off for father due to birth of child

	
V.8

	
Ÿ 

	
Deduction of dues initiation fees

	
II.2

	
Ÿ 

	
Discharge nor suspend without just cause

	
I.5

	
Ÿ 

	
Disciplinary steps

	
I.5

	
Ÿ 

	
Discrimination

	
XIX.2,3

	
Ÿ 

	
Discussing matters of mutual concern

	
VII.3g

	
Ÿ 

	
Distribution of overtime

	
III.2

	
Ÿ 

	
Dues Check-Off

	
II.2

	
Ÿ 

	
Earned Rest Policy

	
XII.5

	
Ÿ 

	
Emergency Call-Outs

	
III.4

	
Ÿ 

	
Employees to whom this contract applies

	
I.2

	
Ÿ 

	
Employees subpoenaed

	
IX.5

	
Ÿ 

	
Extension of probation

	
VI.1

	
Ÿ 

	
Filling of vacancies and notice to Union

	
VI.6

	
Ÿ 

	
First aid kits

	
IX.3

	
Ÿ 

	
Floating Holidays - seven (7) day notice

	
V.7

	
Ÿ 

	
Floating Holiday refusals

	
V.7

	
Ÿ 

	
Funeral Leave

	
XII.1.C

  

36

  

	  	
INDEX

	
ARTICLE/SECTION

	
Ÿ 

	
Grievance procedure

	
VII.3a.b.c

	
Ÿ 

	
Grievances:  timely filing

	
I,5(New)

	
Ÿ 

	
Holiday pay when work is performed outside regularly scheduled work week

	
V.5

	
Ÿ 

	
Holiday pay (not working)

	
V.3

	
Ÿ 

	
Holiday pay (when working)

	
V.4

	
Ÿ 

	
Holiday occurs during vacation week

	
IV.10

	
Ÿ 

	
Holidays observed

	
V.1.2

	
Ÿ 

	
“Just Cause”

	
I.5

	
Ÿ 

	
Layoff procedure - bumping rights

	
VI.2

	
Ÿ 

	
Leave of absence

	
I.8

	
Ÿ 

	
Life Insurance

	
XIII.2

	
Ÿ 

	
“Loyalty” clause

	
I.2

	
Ÿ 

	
Lunch

	
III.1

	
Ÿ 

	
Management’s Rights

	
I.3

	
Ÿ 

	
Mandatory Overtime

	
III.4a

	
Ÿ 

	
Martin Luther King Day

	
V.7

	
Ÿ 

	
Meal money

	
III.7

	
Ÿ 

	
Medical insurance premium contributions: Active employee rates

	
XIII.2

	
Ÿ 

	
Medical insurance:  spousal reimbursement

	
XIII.2

	
Ÿ 

	
Medical insurance premium contributions: Pre-Medicare eligible employees

	
XIII.1

	
Ÿ 

	
Member of the Union employed in any official capacity by the Union shall not lose his/her seniority

	
I.9

	
Ÿ 

	
Member of the Union acting in any official capacity

	
I.4

	
Ÿ 

	
Military Service seniority, vacation pay

	
XII.4

	
Ÿ 

	
Must obey request of supervisor unless unusual or extremely hazardous

	
X.3

	
Ÿ 

	
Negotiating Committee

	
VII.2.

	
Ÿ 

	
Negotiating w/rank & file employees – restriction

	
XVIII.2

	
Ÿ 

	
Negotiations, grievances, and arbitrations

	
VII

	
Ÿ 

	
No strike or lockout

	
VIII.1

	
Ÿ 

	
No legal action without prior notice and opportunity to correct cause of complaint

	
VIII.2

	
Ÿ 

	
Non-discrimination

	
XIX

	
Ÿ 

	
Normal work week

	
III.1

	
Ÿ 

	
Not required to operate unsafe equipment

	
IX.4a

	
Ÿ 

	
Not required to cross picket lines

	
X.1

	
Ÿ 

	
Not required to perform work of striking employees

	
X.2

	
Ÿ 

	
Notice of change of reporting time and place

	
III.9

	
Ÿ 

	
Notification of absence from work

	
XI

	
Ÿ 

	
Observance of Columbus Day – Independence Day

	
V.1.2

	
Ÿ 

	
“Official Union Capacity"

	
I.4

	
Ÿ 

	
On call pay

	
III.5

  

37

  

	  	
INDEX

	
ARTICLE/SECTION

	
Ÿ 

	
Overtime

	
III.2

	
Ÿ 

	
Past practice clause

	
XVIII.1

	
Ÿ 

	
Pay rate/job classification changes

	
III.3

	
Ÿ 

	
Performance reviews

	
III.3

	
Ÿ 

	
Physician Letter

	
XII.1.C

	
Ÿ 

	
Probationary employees

	
VI.1

	
Ÿ 

	
Processing time from grievance to arbitration

	
VII.3f

	
Ÿ 

	
Proficient performance

	
III.3

	
Ÿ 

	
Protection of Rights

	
X

	
Ÿ 

	
Red circling with 20 - 30 years of service

	
III.12

	
Ÿ 

	
Regular employees

	
VI.1

	
Ÿ 

	
Reporting unsafe equipment/vehicles

	
IX.4b

	
Ÿ 

	
Requests for individual days

	
IV.9

	
Ÿ 

	
Requests for vacation - by seniority

	
IV.9

	
Ÿ 

	
Retiree Medical Insurance

	
XIII.1

	
Ÿ 

	
Retirement

	
XIII

	
Ÿ 

	
Retirement Plan

	
XIII.3

	
Ÿ 

	
Revocation of drivers’ license

	
IX.4b

	
Ÿ 

	
Rights and obligations of a steward

	
VII.1a

	
Ÿ 

	
Safety Committee meeting time paid

	
IX.2

	
Ÿ 

	
Safety Committee makeup

	
IX.1

	
Ÿ 

	
Savings Plan – 401k

	
XIII.4

	
Ÿ 

	
Scaffold Pay

	
XIV.1

	
Ÿ 

	
Seniority

	
VI.1

	
Ÿ 

	
Seniority:  Department List

	
VI.5

	
Ÿ 

	
Seniority during leave of absence for union or Municipal Office

	
I.9

	
Ÿ 

	
Seniority – breaks in time

	
VI.6

	
Ÿ 

	
Seniority shall prevail for advancement and promotion

	
VI.5

	
Ÿ 

	
Seniority does not apply to work assignments

	
VI.5

	
Ÿ 

	
Seniority list to be made available to Union

	
VI.3

	
Ÿ 

	
Shift differential

	
III.8

	
Ÿ 

	
Shift change procedure by seniority

	
III.9

	
Ÿ 

	
Shifts – 10 hour

	
III.1

	
Ÿ 

	
Sickness, disability, and other allowed time

	
XII

	
Ÿ 

	
Sickness, disability, physician letter

	
XII.I.C

	
Ÿ 

	
Sickness & disability, ten (10) additional weeks for major illness

	
XII.2

	
Ÿ 

	
Sixty (60) day preclusion from bidding

	
VI.6

	
Ÿ 

	
Sleep (rest) time

	
XII.5

	
Ÿ 

	
Stormy weather

	
III.6

	
Ÿ 

	
Strikes & Lockouts:  restrictions

	
VIII.1

	
Ÿ 

	
Subcontracting – allowed work

	
XV.2

	
Ÿ 

	
Subcontracting -- restrictions

	
XV.1

	
Ÿ 

	
Successor or assign

	
I.6

	
Ÿ 

	
Sunday premium pay

	
III.8

 

 

  

38

  

 

	  	
INDEX

	
ARTICLE/SECTION

	
Ÿ 

	
Supervisors will not perform

	
I.2

	
Ÿ 

	
Temporary assignment to lower classification

	
III.12

	
Ÿ 

	
Temporary workers

	
II.1

	
Ÿ 

	
Temporary hiring

	
VI.1

	
Ÿ 

	
Temporary assignment to higher classification

	
III.12

	
Ÿ 

	
Temporary upgrade to Chief Distribution Fitter

	
III.12

	
Ÿ 

	
Temporary filling of vacancy for twenty (20) days

	
VI.6

	
Ÿ 

	
Temporary shift change three days notice

	
III.9

	
Ÿ 

	
Ten (10) hour shifts

	
III.1

	
Ÿ 

	
Ten (10) additional weeks for major illness

	
XII.1

	
Ÿ 

	
Ten (10) day notice of shift changes

	
III.9

	
Ÿ 

	
Right to hire, to suspend or discharge for proper cause

	
I.3

	
Ÿ 

	
Time off – birth of child

	
V.8

	
Ÿ 

	
Time off for Union business

	
I.7

	
Ÿ 

	
Transfer, promote, demote

	
I.3

	
Ÿ 

	
Transfer of employees - red circling with general increase

	
III.12

	
Ÿ 

	
Transfers

	
III.12-a-b

	
Ÿ 

	
Two and one-half times pay for emergency call on holiday

	
V.6

	
Ÿ 

	
Two and one-half times pay beyond eight (8) hours on a holiday

	
V.4

	
Ÿ 

	
Unable to perform functions or duties – red circling without general increases

	
III.12

	
Ÿ 

	
Uniforms

	
XVI

	
Ÿ 

	
Union seniority distribution

	
VI.5

	
Ÿ 

	
Unreasonable delay

	
VII.3e

	
Ÿ 

	
Unsafe equipment:  reporting/not operating

	
IX.4

	
Ÿ 

	
Utility Representative performing CRC duties

	
III.12

	
Ÿ 

	
Utility Representative exclusion

	
III.12

	
Ÿ 

	
Vacation staffing requirements

	
V.7

	
Ÿ 

	
Vacations not extended beyond calendar year

	
IV.9

	
Ÿ 

	
Weddings

	
XII.1.C

	
Ÿ 

	
Weeks of sick time

	
XII.1

	
Ÿ 

	
Workers compensation

	
IV.9

	
Ÿ 

	
Workers compensation

	
XII.1.C

	
Ÿ 

	
Workers Compensation, Social Security, Unemployment Insurance

	
IX.6

 

 

 39

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