Document:

Amendment to Collective Bargaining Agreement

 Exhibit 10.1 
 LOA 12-02 
 LETTER OF AGREEMENT 

between 
 ALASKA
COMMUNICATIONS (Company) 
 and 
 IBEW Local 1547 (Union) 
 Re: ALASKA WIRELESS NETWORK (AWN) 

Whereas, the Company and Union are parties to a CBA that is in effect from January 1, 2010 through
December 31, 2012. 
 Whereas, the CBA provides that: 

the terms and conditions of this Agreement will be binding on any and all successors and assigns of the Company, whether by sale,
transfer, merger, acquisition, consolidation or otherwise. The Company will require any purchaser, transferee, lessee, assignee, receiver or trustee of the operation covered by this Agreement to expressly accept, in writing, all terms and conditions
of such Agreement. (Section 1.10); 
 Whereas, the Company desires to complete a transaction that will
result in the creation of the Alaska Wireless Network (AWN) and the sale and contribution of Company wireless assets to AWN; 
 Whereas, the Company has requested that the IBEW Local 1547 waive the successors and assigns clause with respect to the asset sale to AWN; 

Whereas, the Company has provided extensive confidential and privileged information and independent analysis
about the transaction to the Union and the Union has engaged its own independent review of the transaction; 

THEREFORE BE IT RESOLVED, that the parties desire to resolve this issue cooperatively and in their mutual
interest and hereby agree to the following terms and considerations. 
  

	 	1)	WAIVER 

The requirements of Section 1.10 of the CBA are waived for the sole and limited purpose of allowing the AWN
transaction. The parties understand that the waiver is limited to the terms of the current sale and contribution of wireless assets from the Company to AWN as described in Asset Purchase and Contribution Agreement, project Apache, dated
June 4th, 2012. The parties understand that the
waiver will not apply to any later modification or sale of assets to AWN. Any later modification or sale of assets to AWN will be treated as a new sale or transfer subject to Section 1.10 and Section 2.B.6 of this Agreement. 

 

	 	2)	CONSIDERATION 

 In
consideration for the waiver provided in Section (1) above, the parties have agreed to extend the terms of the 2010-2012 CBA for three years, through December 31, 2015 with only the revisions provided herein. 

  
 1 

 LOA 12-02 
  

	 	A.	EFFECTS SOLUTIONS 

 Employees
affected by the asset transfer will be provided the following terms. “Affected” employees perform the majority of their work on a system or asset being sold or contributed to AWN. 

 

	 	1.	No later than October 15, 2012, the Company will designate Key Wireless Positions (KWP) based on the Company’s assessment of current and on-going business
needs, employee qualifications, and seniority if not all employees in one position will be offered the opportunity. 

  

	 	2.	KWPs will inform the Company no later than 15 days after Company notice which one of the following options s/he will select: 

 

	 	a.	Remain in Wireless role, in which case the employee will: 

  

	 	1.	Receive a retention incentive in the amount of 1 weeks’ pay for each year of service (prorated). The incentive will be paid in cash increments of 1/3 in April
2013, April 2014, and April 2015 so long as the employee continues to serve in this role at the time of payment. 

  

	 	2.	At any time during the term of this Agreement the employee may choose: 

  

	 	a.	Reclassification, following the procedure outlined in Section A.4. 

  

	 	b.	Resignation, with the incentive provided in Section A.5. 

  

	 	c.	Retirement, with the incentive provided in Section A.6. 

  

	 	d.	Bidding for a vacant position in the Company. 

  

	 	3.	Other employees will inform the Company no later than 15 days after Company notice which one of the following options s/he will select: 

 

	 	a.	Reclassification, following the procedure outlined in Section A.4. 

  

	 	b.	Resignation, with the incentive provided in Section A.5. 

  

	 	c.	Retirement, with the incentive provided below in Section A.6. 

  

	 	4.	Reclassification 

  

	 	a.	Employees will designate, in order of preference, specialties they would elect to be reclassified to. This designation will be provided to the Company’s Human
Resources (HR) office no later than 15 days after Company notice. HR will provide copies to the Union. 

  

	 	b.	No later than December 15, 2012 the Company will establish the number of positions in each specialty. 

 

	 	c.	No later than December 31, 2012, HR, a Vice President designated by the Company, and the Chief Steward will evaluate the employees’ qualifications for fit in
the available positions. 

  

	 	d.	If there are more applicants interested than positions available, seniority will be the determining factor. 

 

	 	e.	Affected employees reclassified under this process will not be required take a pay cut in moving to a new position and their wage rates will be grandfathered.

  
 2 

 LOA 12-02 
  

	 	f.	No employee affected will be forced to move to a new geographic location. 

  

	 	g.	No employee re-classified will be disciplined for performance deficiencies without having completed proper training. 

 

	 	5.	Resignation 

  

	 	a.	Employees who inform the Company they intend to resign pursuant to Section A.3 will be paid a lump sum of 2 months’ pay. 

 

	 	b.	Resignation will be effective two weeks after notification or another date, sooner or later, as mutually agreed between the employee and the Company.

  

	 	6.	Retirement 

  

	 	a.	Employees who elect retirement will receive a single lump sum payment of twenty-five thousand dollars ($25,000). 

 

	 	b.	Retirement will be effective two weeks after notification or another date mutually agreed between the employee and the Company. 

 

	 	7.	No affected employee will be laid off for the duration of this three (3) year Agreement. 

 

	 	B.	OTHER TERMS 

  

	 	1.	Seasonal Employees 

  

	 	a.	Seasonal Employees are temporary employees who are hired to augment the regular work force during the seasonal high workload periods. The use of Seasonal Employees will
not cause the part-timing or lay-off of regular bargaining unit employees. 

  

	 	b.	Seasonal Employees will work under the work rules in the ACS CBA, and will have the same top hourly rates of pay, pension rates and paid holidays as regular employees
of the same or like classifications. In order for a Seasonal Employee to receive a paid holiday they must have worked the day before and after the holiday. Seasonal Employees do not receive personal days or vacation, as they are limited to 8 months
employment per year. 

  

	 	c.	Seasonal Employees will receive the NECA Construction H&W hourly rate, which will allow them to continue to participate in the H&W hour bank.

  

	 	2.	Retirement Bonus 

  

	 	a.	Employees who are eligible to retire, either for a full retirement or early retirement, and who elect to retire no later than December 31, 2012 will receive a
single lump sum payment of twenty-five thousand dollars ($25,000). 

  

	 	b.	Retirement will be effective two weeks after notification or another date mutually agreed between the employee and the Company. 

  
 3 

 LOA 12-02 
  

	 	c.	Opportunities to participate may be limited by the Company, which may only allow so many buyouts per specialty and geographic area to insure business needs are met.

  

	 	3.	Pension 

  

	 	a.	No change for employees hired prior to January 1, 2013 

  

	 	b.	Employees hired after January 1, 2013 into the Sales and Service Associate classifications, will be enrolled in the: 

 

	 	1.	Alaska Electrical Trust Fund (AETF) Defined Benefit Plan at a contribution rate of $0.50 per compensable hour; and 

 

	 	2.	Company offered 401K plan, in which each employee will be offered a Company 1% match for each 1% employee contribution, up to a 10% match. The employee portion will
immediately vest, and the Company portion has three (3) year vesting. 

  

	 	c.	In all other classifications, employees hired on or after January 1, 2013, will be enrolled in the AETF Defined Benefit plan at the same hourly contribution rate
as regulars in their classification but will self-contribute 25% percent of the hourly contribution rate. The first two pay steps of these classification pay rates will be removed. 

 

	 	d.	Delete Section 13.7, Movement of Monies. 

  

	 	4.	Labor-Management Executive Committee 

  

	 	a.	The Company and Union are committed to working effectively to meet ongoing challenges and take advantage of the opportunities presented to the Company. The Labor –
Management Executive Committee (LMEC) will continue to meet regularly to ensure the timely resolution of issues affecting the success of the Company and its employees, shareholders and customers. 

 

	 	b.	The LMEC will have an equal number of representatives from labor and management. The LMEC will be composed of the Chief Operations Officer, appropriate Division
Executive(s), the Vice President of Human Resources representing Company management; and the Union Business Manager, Business Representative(s) and Chief Steward representing the Union. Both the Company and the Union may designate alternates to
participate on their behalf. The committee will select a chairperson from its membership. A quorum for LMEC meetings will be a simple majority of its members, and LMEC recommendations will be based on the majority vote of LMEC members who
participate in the LMEC meeting. 

  
 4 

 LOA 12-02 
  

	 	5.	Process & Technology Advisory Committee 

  

	 	a.	The Process & Technology Advisory Committee will be composed of a Vice President and two (2) subject matter experts representing management and the Chief
Steward and two (2) subject matter experts representing the Union. 

  

	 	b.	This committee is not a standing committee but the membership of this committee will depend on the Process or Technology or Combination of both needing to be discussed.
The purpose of this committee is to review and discuss issues and methods of implementation, and to then forward their recommendations to the leadership of the Company. 

 

	 	6.	Special Agreements 

  

	 	a.	In order to preserve work for the Union members and make the Employer more competitive, the parties may, through the LMEC, mutually agree to put into effect special
wages and conditions for specific geographical areas or projects or other purposes for a specific period of time. 

  

	 	b.	When the Company is considering a business decision (such as the transfer of an asset, creation of a joint venture, outsourcing, or acquisition) that could have the
effect of impacting the work, terms of employment, or number of employees in the bargaining unit, the Company will notify the Union of its intent and request to meet and confer using the LMEC for the purpose of seeking to reach a Special Agreement
modifying the terms of the CBA such that the work in question remains with the bargaining unit. If the parties reach a Special Agreement, it will be in writing and be considered a part of the CBA. If within 30 days of the Company’s notice to
the Union the parties do not reach a Special Agreement, the Company may proceed to execute its decision, under the following conditions: 

  

	 	1.	No bargaining unit employee directly affected by the Company’s decision will be laid off or transferred out of the bargaining unit during the term of the
three-year collective bargaining agreement; 

  

	 	2.	All directly affected employees have been provided the right to reclassification, early retirement, and resignation incentives provided in Section A, Effects;

  

	 	3.	The decision is not part of an overall plan or effort to sell, transfer, or otherwise dispose of the Company and its assets in their entirety; 

 

	 	4.	The decision is not for the purpose of eroding the size of the bargaining unit or circumventing the Company’s obligations under the collective bargaining
agreement; 

  

	 	5.	The decision is not an attempt to undermine the union or discriminate against any of its members; and 

  
 5 

 LOA 12-02 
  

	 	6.	In the case of outsourcing a new technology, the Company has agreed that any work on the new technology performed on the Company’s Alaskan properties will be
performed by bargaining unit employees who performed work on the predecessor technology, unless the bargaining unit has been provided an opportunity to reach a Special Agreement but the parties failed to conclude such a Special Agreement.

  

	 	7.	Chief Steward and Stewards 

  

	 	a.	There will be one Chief Steward on property; the wages of the Chief Steward will be shared 50%/50%. The Chief Steward will be a full time position and will be
compensated at 118% of the top step of the Journeyman Technician rate of pay plus fringe benefits paid for on a scheduled work week basis. This Chief Steward, although an employee of the Company, will report to the Union Business Manager or his
designee. The limit of Stewards will be no more than 20 and will be allotted between the districts as the Chief Steward directs. 

  

	 	b.	All stewards will receive training by the Union in contract management and dispute resolution. 

 

	 	8.	Job Award/Bid Committee 

  

	 	a.	The bid committee process excludes new hires and lateral transfers. Within ten (10) working days after the closing date of the bids, the bidders will be considered
and the job awarded. 

  

	 	b.	New Language follows: 

 A Bid
Committee composed of two (2) representative from the Union and two (2) from management will first review all bids for validity of minimum qualifications. All qualified bids will then be considered on the basis of leadership, job
performance (including any discipline), skills and knowledge, judgment, interpersonal skills, oral and written communication, presentation, and decision-making ability, by the Bid Committee without discrimination of any kind, to determine the
employees who are qualified to perform the work. Where employees are equal in qualification, seniority will prevail. 
  

	 	1.	An employee who successfully bids into a classification that has progressive pay steps (e.g., start, 6-month, 12-month, and 18-month), will be placed at the appropriate
pay step in the new classification that would ensure that the employee’s base rate is not diminished by virtue of the successful bid. This condition will not apply to any bids involving trainee positions. 

 

	 	2.	Within three (3) working days the Division Manager or designee will, in the absence of overriding circumstances, accept the recommendations of the Bid Committee.
If the Division Manager or designee does not accept the recommendation of the Bid Committee and selects another employee for the position, he or she may proceed with the selection but will inform the Bid Committee of the reasons in writing.

  
 6 

 LOA 12-02 
  

  

	 	9.	FTO Donation 

  

	 	a.	Any employee with a balance of no less than 80 hours of accrued FTO wishing to donate accrued FTO hours may do so in the following manner: 

 

	 	1.	An employee will indicate the amount donated on the appropriate form in increments of not less than four (4) hours. 

 

	 	2.	The Company will, for purposes of computation, apply the donated FTO, prorated, to the recipient’s leave account. 

 

	 	3.	Once FTO is donated, it is irretrievable by the donor. 

  

	 	4.	An employee above 440 hours, as of December 31 of any given year, will not be allowed to donate the additional accumulated FTO. 

 

	 	5.	The maximum FTO that an employee may donate in a calendar year is 40 hours. 

 

	 	10.	Health &Welfare 

  

	 	a.	The Company will make monthly contributions to the Alaska Electrical Health & Welfare Trust Plan (Plan) on behalf of all eligible employees covered under the
Collective Bargaining Agreement who are covered by the Plan, in accordance with the terms of the Plan. 

  

	 	b.	The Company’s contributions will increase effective January 1, 2013, 2014, and 2015 by up to five percent (5%) each year; any unused cumulative portion
in one year will be used for future contributions. 

  

	 	11.	Wages 

  

	 	a.	Appendix II will be changed to read as follows: 

  

	 	1.	Effective the first full payroll period after Jan. 1, 2013, wages will be increased by 1.5% of employee’s base wage. Employees will also receive an annual
(non-base) cash bonus by no later than the first payday in April at the following rates, 1.5% of the employee’s base wage if 95% of the EBITDA Target is met in increments of 0.3% bonus for each 1% increase in EBITDA, up to a maximum of 4.5% if
105% of the EBITDA Target is met. If the combined amount of the base wage increase and the performance bonus is less than Consumer Price Index (CPI) for Anchorage (from July 1, 2011 to June 30, 2012=2.5%) the bonus will be adjusted so that
the combined amount equals the CPI. 

  
 7 

 LOA 12-02 
  

	 	2.	Effective the first full payroll period after Jan. 1, 2014, wages will be increased by 1.5% of employee’s base wage. Employees will also receive an annual
(non-base) cash bonus by no later than the first payday in April at the following rates, 1.5% of the employee’s base wage if 95% of the EBITDA Target is met in increments of 0.3% bonus for each 1% increase in EBITDA, up to a maximum of 4.5% if
105% of the EBITDA Target is met. If the combined amount of the base wage increase and the performance bonus is less than Consumer Price Index (CPI) for Anchorage (from July 1, 2012 to June 30, 2013) the bonus will be adjusted so that the
combined amount equals the CPI. 

  

	 	3.	Effective the first full payroll period after Jan. 1, 2015, wages will be increased by 1.5% of employee’s base wage. Employees will also receive an annual
(non-base) cash bonus by no later than the first payday in April at the following rates, 1.5% of the employee’s base wage if 95% of the EBITDA Target is met in increments of 0.3% bonus for each 1% increase in EBITDA, up to a maximum of 4.5% if
105% of the EBITDA Target is met. If the combined amount of the base wage increase and the performance bonus is less than Consumer Price Index (CPI) for Anchorage (from July 1, 2013 to June 30, 2014) the bonus will be adjusted so that the
combined amount equals the CPI. 

  

					
	FOR THE COMPANY:	 		 	FOR THE UNION:
			
	  	 		 	  
	 Anand Vadapalli
 President and
CEO
 Alaska Communications
	 		 	 Mike Hodsdon
 Business
Manager
 IBEW Local 1547

  

			
	Date:                             
   	  	Date:                             
   

  
 8Collective Bargaining Agreement

 Exhibit 10.2 

 

			
	

	  	

 Collective Bargaining Agreement 

2/28/2010 – 12/31/2012 

 Collective Bargaining Agreement 
 01/01/2010—12/31/2012 
 COLLECTIVE BARGAINING AGREEMENT 

TABLE OF CONTENTS 
  

					
	 ARTICLE I
	  	 	1	  
	 PURPOSE, SCOPE, DURATION, AND GENERAL PROVISIONS
	  	 	1	  
	 1.1 Parties to the Agreement, Purpose and Scope
	  	 	1	  
	 1.2 Term of Agreement
	  	 	2	  
	 1.3 Scope of Agreement
	  	 	2	  
	 1.4 Amendment of Agreement
	  	 	2	  
	 1.5 Negotiations upon Expiration
	  	 	2	  
	 1.6 Final Agreement
	  	 	2	  
	 1.7 Severability and Savings
	  	 	2	  
	 1.8 Subcontracting
	  	 	3	  
	 1.9 Recognition
	  	 	3	  
	 1.10 Successor Clause
	  	 	4	  
	 1.11 Plurality
	  	 	4	  
	 1.12 Notices
	  	 	4	  
	 1.13 Non-Discrimination
	  	 	5	  
	 1.15 New Technology
	  	 	5	  
		
	 ARTICLE II
	  	 	6	  
	 MANAGEMENT RIGHTS
	  	 	6	  
	 2.1 Management Rights
	  	 	6	  
		
	 ARTICLE III
	  	 	7	  
	 UNION RIGHTS
	  	 	7	  
	 3.1 Union Security
	  	 	7	  
	 3.2 Dues Deduction
	  	 	7	  
	 3.3 Political Action Committee Fund
	  	 	7	  
	 3.4 Indemnification
	  	 	7	  
	 3.5 Strikes, Lockouts & Picket Lines
	  	 	7	  
	 3.6 Union Business Representative
	  	 	8	  
	 3.7 Bulletin Boards and E-Mail
	  	 	8	  
	 3.8 Chief Shop Steward(s)
	  	 	8	  
	 3.9 Shop Stewards
	  	 	8	  
	 3.10 Union Duty
	  	 	9	  
	 3.11 Union Right to Discipline Members
	  	 	9	  
		
	 ARTICLE IV
	  	 	10	  
	 GRIEVANCE AND ARBITRATION PROCESS
	  	 	10	  
	 4.1 Purpose
	  	 	10	  
	 4.2 Complaints
	  	 	10	  
	 4.3 Definitions and Presentation of Grievances
	  	 	10	  
	 4.4 Arbitration
	  	 	11	  
	 4.5 Counseling and Discipline
	  	 	12	  

  
 - ii -

 Collective Bargaining Agreement 
 01/01/2010—12/31/2012 
  

					
		
	 ARTICLE V
	  	 	14	  
	 JOB AWARDS AND EMPLOYEE CLASSIFICATION
	  	 	14	  
	 5.1 Work Calls
	  	 	14	  
	 5.2 Job Notice
	  	 	15	  
	 5.3 Job Award/Bid Committee
	  	 	15	  
	 5.4 Lateral Transfers
	  	 	16	  
	 5.5 Training Positions
	  	 	16	  
	 5.6 Job Classifications
	  	 	18	  
	 5.7 Classification Committee
	  	 	18	  
	 5.8 Designation of Employees
	  	 	18	  
	 5.9 Temporary Full Time Employees Health and Welfare
	  	 	19	  
	 5.10 Job-Share
	  	 	19	  
	 5.11 IBEW NECA Temp Employees
	  	 	20	  
	 5.12 NECA Apprentice
	  	 	20	  
	 5.13 NECA Temporary Employees in Remote Locations
	  	 	21	  
	 5.14 Summer Student Employees
	  	 	22	  
	 5.15 No Out-Of-State Job Transfer
	  	 	22	  
	 5.16 Transfer of Work
	  	 	22	  
		
	 ARTICLE VI
	  	 	23	  
	 GENERAL WORK RULES
	  	 	23	  
	 6.1 Seniority
	  	 	23	  
	 6.2 Probationary Employees
	  	 	23	  
	 6.3 Familiarization Period after Promotion or Lateral Move
	  	 	23	  
	 6.4 Annual Performance Evaluation Program
	  	 	24	  
	 6.5 Family Members
	  	 	25	  
	 6.6 Sales and Service Associate Incented Positions.
	  	 	25	  
	 6.7 System Engineers
	  	 	27	  
	 6.8 Work Out of Classification
	  	 	30	  
	 6.9 No Layoff Clause
	  	 	32	  
	 6.10 Layoff Procedure
	  	 	32	  
	 6.11 Exit Incentive Program
	  	 	33	  
	 6.12 Moving Expenses
	  	 	33	  
	 6.13 Use of Company’s Time, Equipment or Material
	  	 	35	  
	 6.14 Appropriate Dress and Language Code
	  	 	35	  
	 6.15 Compliance with Company Work Rules
	  	 	36	  
	 6.16 Statutory Permits, Certificates and Licenses
	  	 	36	  
	 6.17 Drug and Alcohol Testing and Reporting
	  	 	36	  
		
	 ARTICLE VII
	  	 	38	  
	 FOREMAN
	  	 	38	  
	 7.1 Foreman
	  	 	38	  
	 7.2 Line Foreman
	  	 	40	  
	 7.3 Project Foreman
	  	 	40	  
		
	 ARTICLE VIII
	  	 	41	  
	 SAFETY
	  	 	41	  
	 8.1 Safety
	  	 	41	  
	 8.2 Safety Standards
	  	 	41	  
	 8.3 Safety Devices
	  	 	41	  
	 8.4 Manhole Safety
	  	 	41	  

  
 - iii -

 Collective Bargaining Agreement 
 01/01/2010—12/31/2012 
  

					
	 8.5 Safety/Training Meetings
	  	 	41	  
	 8.6 Safety Committee
	  	 	42	  
	 8.7 Safety Responsibilities
	  	 	42	  
	 8.8 Climbing Safety During Long Periods of Extreme Cold
	  	 	42	  
	 8.9 Employee Safety Performance Targets and Measures
	  	 	42	  
		
	 ARTICLE IX
	  	 	45	  
	 WORK WEEK AND SCHEDULES
	  	 	45	  
	 9.1 Workweek
	  	 	45	  
	 9.2 Workday
	  	 	45	  
	 9.3 Shifts and Schedules
	  	 	46	  
	 9.4 Alternate Workweek and Workdays
	  	 	46	  
	 9.5 Five (5) day—Ten (10) hour Workweek (5-10s)
	  	 	48	  
	 9.6 Shift Differential
	  	 	48	  
	 9.7 Flex-Time
	  	 	49	  
	 9.8 Relief
	  	 	49	  
	 9.9 Eight-Hour Break
	  	 	49	  
	 9.10 Rest Periods
	  	 	49	  
	 9.11 Time Changes
	  	 	49	  
	 9.12 Meal Allowances
	  	 	49	  
		
	 ARTICLE X
	  	 	51	  
	 WAGE RATES AND PREMIUM PAY
	  	 	51	  
	 10.1 Wage Rates
	  	 	51	  
	 10.2 Overtime (OT) Pay
	  	 	51	  
	 10.3 Call-Out Pay
	  	 	51	  
	 10.4 Pyramiding Prohibited
	  	 	51	  
	 10.5 Standby Time
	  	 	51	  
	 10.6 High Time
	  	 	52	  
	 10.7 Distribution of OT
	  	 	52	  
		
	 ARTICLE XI
	  	 	54	  
	 TRAVEL
	  	 	54	  
	 11.1 Meals
	  	 	54	  
	 11.2 Travel for Training
	  	 	54	  
	 11.3 Travel to Perform Work
	  	 	55	  
		
	 ARTICLE XII
	  	 	57	  
	 HOLIDAYS AND TIME OFF
	  	 	57	  
	 12.1 Company Holidays
	  	 	57	  
	 12.2 Flexible Time Off (FTO) Accrual Rates
	  	 	59	  
	 12.3 FTO Accrual Limits
	  	 	59	  
	 12.4 Scheduling of FTO
	  	 	60	  
	 12.5 Incidental Time Off Requests
	  	 	61	  
	 12.6 Unscheduled Absence
	  	 	62	  
	 12.7 FMLA Leaves of Absence
	  	 	62	  
	 12.8 Bereavement Leave
	  	 	62	  
	 12.9 Jury Duty
	  	 	62	  

  
 - iv -

 Collective Bargaining Agreement 
 01/01/2010—12/31/2012 
  

					
	 12.10 Military Leave
	  	 	63	  
	 12.11 Cash-in of FTO
	  	 	63	  
	 12.12 Supplemental Workers Compensation
	  	 	64	  
	 12.13 Supplemental Sick Pay (SSP)
	  	 	64	  
	 12.14 Return to Work
	  	 	65	  
		
	 ARTICLE XIII
	  	 	66	  
	 EMPLOYEE BENEFITS
	  	 	66	  
	 13.1 Health & Welfare Plan
	  	 	66	  
	 13.2 Survivor Income Benefits
	  	 	67	  
	 13.3 Retirement
	  	 	67	  
	 13.4 Apprenticeship Training
	  	 	67	  
	 13.5 Alaska Electrical Money Purchase Pension Plan
	  	 	67	  
	 13.6 401(k) Savings Plan
	  	 	68	  
	 13.7 Movement of Monies
	  	 	68	  
	 13.8 Long Term Disability Income Insurance Plan
	  	 	68	  
	 13.9 Communication Services
	  	 	68	  
	 13.11 IBEW Hardship and Benevolent Fund (IHBF)
	  	 	69	  
		
	 ARTICLE XIV
	  	 	71	  
	 PAYDAYS
	  	 	71	  
	 14.1 Paydays
	  	 	71	  
	 14.2 Wage Increase
	  	 	71	  
	 14.3 Pay upon Separation
	  	 	71	  
		
	 ARTICLE XV
	  	 	72	  
	 MISCELLANEOUS
	  	 	72	  
	 15.1 Tools
	  	 	72	  
	 15.2 Lockers
	  	 	72	  
	 15.3 Personal Vehicles
	  	 	72	  
	 APPENDIX I—WAGE STRUCTURE
	  	 	73	  
	 APPENDIX II—WAGE INCREASES
	  	 	78	  
	 APPENDIX III—SUPPLEMENTAL SICK PAY
	  	 	79	  
	 APPENDIX IV—DEFINITIONS
	  	 	80	  
		
	 LETTER OF UNDERSTANDING—SEVERANCE FREEZE
	  	 	87	  
	 LETTER OF UNDERSTANDING—ACHIEVERS OF EXCELLENCE
	  	 	91	  
	 LETTER OF UNDERSTANDING—ENTERPRISE LINE OF BUSINESS
	  	 	92	  
	 4. Cooperative Sharing Arrangement.
	  	 	93	  
	 5. Guidelines for the Multi-Location I-NMC
	  	 	93	  
	 6. Training and Development of ACS Staff
	  	 	95	  
	 7. Subcontracting
	  	 	96	  
	 8. Implementation, Interpretation and Dispute Resolution
	  	 	96	  
		
	 ALPHABETICAL INDEX
	  	 	98	  

  
 - v -

 ARTICLE I 
 PURPOSE, SCOPE, DURATION, AND GENERAL PROVISIONS 
  

	1.1	Parties to the Agreement, Purpose and Scope  

  

	A.	Parties. The parties (the “Parties”) to this Collective Bargaining Agreement (the “Agreement”) are Alaska Communications Systems Holdings,
Inc. (the “Company”) and International Brotherhood of Electrical Workers, Local Union No. 1547 (the “Union”). 

  

	B.	The Company. The Company, through its operating subsidiaries, is a telecommunications service provider subject to the separate but concurrent jurisdiction of
both the Federal government and the State of Alaska. The Company is publicly owned, and its stock is traded and valued based on its financial performance to date and on expectations for future performance. To be successful as a telecommunications
provider and a stable employer, the Company must vigorously compete in the Alaskan market, fulfill its regulatory service obligations and maintain its financial strength. 

 

	C.	The Union. Local Union No. 1547 is the Alaskan affiliate of the International Brotherhood of Electrical Workers. Its mission is to ensure fairness
and dignity in the workplace, a fair day’s pay for a fair day’s work, and the opportunity to continue to improve the Alaskan worker’s standard of living. The Union is the certified bargaining agent for all of the Company’s
employees within the job classifications included in the designated bargaining unit (the “Bargaining Unit”). 

  

	D.	Recognition of Roles and Responsibilities. The Company recognizes and honors the Union’s rights and responsibilities as the exclusive bargaining agent for
the employees it represents. The Union recognizes and honors the rights and responsibilities of management to direct the affairs of the Company. The Union further recognizes the importance of supporting the Company’s efforts to meet the
challenges of doing business in a highly competitive market. The Company likewise recognizes the critical correlation between its success and a productive working relationship with the Union and the Bargaining Unit. 

 

	E.	Strategic Alignment. The Parties understand the Company’s financial strength and, consequently, its ability to provide employment to Bargaining Unit
employees under terms and conditions that will fulfill the Union’s mission, require that it succeed in the competitive market. The parties further understand that the Company must invest in the represented workforce, and that the cultivation of
employee skills, productivity and dedication are fundamental to the Company’s success. 

  

	F.	Purpose and Scope of the Agreement. The Agreement sets forth wages, hours, and other terms and conditions of employment for all of the Company’s
employees in the Bargaining Unit. The Agreement also establishes a cooperative relationship between the Parties as stakeholders with a strong common interest in seeing both the Company and represented workforce prosper and thrive.

  
 - 1 -

	1.2	Term of Agreement  

 This Agreement
shall become effective February 28, 2010, and shall remain in effect through December 31, 2012. 
  

	1.3	Scope of Agreement 

 This Agreement
is applicable, within the State of Alaska, to all work within the scope of those job descriptions listed in the wage schedule in Appendix 1 and will be applicable to other positions or job classifications as agreed between the Union and Company.

  

	1.4	Amendment of Agreement 

 This
Agreement may be amended at any time by mutual consent of the parties. Such amendment shall be reduced to writing and state the effective date of the amendment. 
 The parties agree they will meet and confer during the term of the Agreement, on an expedited basis if requested by either party, to address pressing matters of concern involving the interpretation,
application or modification of any section of this Agreement. Either party also may request the other to waive compliance with any specific provision of this Agreement. If agreement cannot be reached, the parties will enlist the assistance of an
FMCS mediator. 
  

	1.5	Negotiations upon Expiration 

Either party desiring to amend or modify this Agreement must notify the other in writing no later than one hundred and twenty (120) days prior to the
renewal date of this Agreement. Negotiations must commence no later than ninety (90) days before the expiration date. After negotiations have commenced, this Agreement will remain in full force and effect so long as the parties continue to
bargain together in good faith. Failure by both parties to give timely and proper written notice in accordance with this procedure shall result in the continuation of the Agreement for the succeeding twelve (12) month period. Posting of written
notice of intent through the U.S. Mail via certified delivery within the above stipulated time frame shall be deemed to be timely, proper notice. 
  

	1.6	Final Agreement 

 This Agreement is
intended to replace and supersede all previous Agreements, Letters of Understanding, informal agreements and negotiations. It is understood that this Agreement was reached to the mutual satisfaction of both parties and any attempt to circumvent the
terms and conditions set forth shall constitute a breach of this Agreement. 
  

	1.7	Severability and Savings 

 In the
event that any of the provisions of this Agreement shall be declared by a court of competent jurisdiction to be invalid for any cause, the invalid provision shall be deemed to be null and void and the remainder of this Agreement shall continue in
full force and effect. Within thirty (30) calendar days after a provision has been declared invalid, the parties will commence negotiations with regard to such invalidated provision. 

  
 - 2 -

	1.8	Subcontracting 

 It is understood
that the right of contracting or subcontracting is vested in the Company, subject to the following conditions. For the purposes of this Section, both “hard dollar” contracts for work performed under subcontractor supervision and the use of
contracted labor working under Company supervision are referred to as “subcontracting.” 
  

	A.	The right to subcontract shall not be used for the purpose or intention of undermining the Union, to discriminate against any of its members, or to circumvent this
Agreement. Further, the Company’s right to subcontract shall not be exercised if during the term of the subcontract the consequence will be the layoff or part timing of regular employees in that geographic location performing work covered under
the subcontract. However, subcontracting may be used for project work or to staff up for seasonal peaks as an alternative to temporarily increasing employee staffing. 

 

	    	In order to preserve work traditionally performed by employees represented by IBEW Local Union 1547, the Company shall require that subcontractors for communications
maintenance, new construction or electrical work normally performed by employees represented by the IBEW, have a current collective bargaining agreement or letter of assent with the IBEW Local Union 1547. However, the parties recognize that a
signatory subcontractor with the requisite skills may not always be available to perform the work. On such rare occasions, after every reasonable effort has been made without success to secure a signatory subcontractor, including reasonable advance
notice to the IBEW, the employer may subcontract the work in question to any available subcontractor. 

  

	B.	Notwithstanding Section 1.8 (A), ACS may subcontract with non-union contractors for work in bush village locations for projects under $40,000, as long as such
subcontracting is not inconsistent with Section 1.8 (A). 

  

	C.	When contract personnel (e.g., day laborers) and regular employees are performing comparable bargaining unit work under Company supervision at the same location, the
Company will make a reasonable effort to offer the regular employees the opportunity to work the same number of overtime hours as such contract personnel. If necessary to accomplish this, the Company may equalize overtime within the relevant group
of employees over a period of time, but not less frequently than on a quarterly basis. 

  

	1.9	Recognition 

 The Company
recognizes the Union as the exclusive bargaining agent for the purpose of collective bargaining with respect to wages, hours and other terms and conditions of employment for all employees in the bargaining unit consisting of the job classifications
in this Agreement. 
  

	A.	If the Company purchases or acquires the assets of an entity signatory to the IBEW, employees performing bargaining unit work for such entity shall be integrated by the
parties into appropriate classifications covered by this Agreement. ACS employees who are currently unrepresented will not be affected by the integration of represented employees of such newly acquired employers. 

  
 - 3 -

	B.	If the Company purchases or acquired the assets of an entity not signatory to the IBEW, or ACS creates an Alaskan subsidiary, or obtains controlling interest in an
Alaska-based joint venture or other business, ACS agrees to extend voluntary recognition to the IBEW upon an appropriate showing of IBEW’s majority support among any group of employees employed by such entities eligible for representation.
Thereafter, such employees shall be integrated by the parties into appropriate classifications covered by this Agreement. Voluntary recognition also will be granted if IBEW demonstrates majority support among any employees of ACS eligible for
representation who are not currently in the bargaining unit. 

  

	C.	The term “eligible for representation” means employees lawfully entitled to union representation (1) who are presently unrepresented; or (2) who are
represented by a union ACS is not contractually obligated to recognize. 

  

	1.10	Successor Clause 

 The Company and
Union hereby agree that, in relation to all labor contracts between predecessor employers, including Century Telephone Enterprises, Inc., and Anchorage Telephone Utility, and Union, the Company is a successor employer. The Company agrees to be
bound, to the full extent that predecessor employers are or would have been bound, to all the terms and conditions of this Agreement. 
 The
Company and Union agree that the terms and conditions of this Agreement shall be binding on any and all successors and assigns of the Company, whether by sale, transfer, merger, acquisition, consolidation or otherwise. The Company shall require any
purchaser, transferee, lessee, assignee, receiver or trustee of the operation covered by this Agreement to expressly accept, in writing, all terms and conditions of such Agreement. A copy of such written acceptance shall be provided to the Union at
least thirty (30) days prior to the effective date of any sale, transfer, lease assignment, receivership, or bankruptcy proceeding. 
  

	1.11	Plurality 

 Unless the context of
this Agreement clearly requires a different interpretation or construction, all references to the singular shall also include the plural and vice versa. 
  

	1.12	Notices 

 Notices required under
the provisions of this Agreement, unless otherwise specified, shall be delivered by the Company to the Business Manager, Local Union 1547, IBEW, 3333 Denali Street, Anchorage, Alaska 99503 for service upon the Union; and to the Vice President, Human
Resources, 600 Telephone Ave., MS 15, Anchorage, Alaska 99503, for service upon the Company, and the date of receipt of such notices shall be the controlling date for the purposes hereunder. Each party shall promptly inform the other of any change
in the addresses set forth in this Section. 

  
 - 4 -

	1.13	Non-Discrimination 

 The Company
and the Union agree to comply with all State and Federal laws, rules or regulations prohibiting discrimination. It is further agreed that this non-discrimination provision relates to hiring, placement, upgrading, rates of pay or other forms of
compensation, transfer, demotion, recruitment, opportunity for training, layoff, termination and all other conditions of employment. 
  

	1.14	Vendor Agents  

 Many opportunities
exist to add sales channels for ACS including authorizing retail vendor agents to sell ACS products and services. The Union recognizes that such sales will increase work opportunities across the Company. The Company recognizes that consumer customer
sales and service work is represented by the Union and covered by the terms of this Agreement. 
 Vendor Agents are defined as established
retail entities that operate retail sales operations with their own employees and contract to sell branded products and services on behalf of the product and service owners. Examples of retail vendor agents in Alaska include but are not limited to
Radio Shack, Access Wireless, and Fred Meyer. Vendor agents do not include independent contractors staffing ACS owned or leased facilities and working directly for ACS and such arrangements are not provided for with this Agreement. 

In the best interest of the Company and its employees the parties agree to allow the use of vendor agents with the following conditions: 

 

	 	•	 	 Vendor agent relationships are intended solely to access potential customers and to supplement sales efforts of bargaining unit employees.

  

	 	•	 	 Company bargaining unit employees will not be displaced or work diminished as a result of using vendor agents. 

 

	 	•	 	 The Company will not hire individual contractors to act as vendor agents. 

 

	 	•	 	 The Company will only contract with established retail businesses for vendor agent purposes unless otherwise agreed to by the Union.

  

	1.15	New Technology  

 The use of new
equipment, technology or procedures which replace or supersede equipment, technology or procedures currently utilized to perform bargaining unit work, shall continue to constitute bargaining work. When the Company contemplates the introduction of
new equipment, technology or procedures into the workplace which may have an adverse effect on the terms or conditions of employment of bargaining unit employees, the Company shall notify the IBEW in advance and upon request, bargain for a
reasonable period over the effects of such proposed new equipment, technology or procedures. Also, the Company shall provide or make available updated training to affected employees to allow them an opportunity to establish competency on such new
equipment, technology and procedures. 

  
 - 5 -

 ARTICLE II 
 MANAGEMENT RIGHTS 
  

	2.1	Management Rights 

 The Company
reserves the exclusive right and responsibility to manage the business and to direct the employees who are subject to the Agreement. Accordingly, subject to the specific provisions of this Agreement, all management rights of the Company are
reserved. 
  

	A.	Management reserves the right to hire qualified employees and to transfer, assign, deploy, and direct their work. 

 

	B.	The Company further reserves the right to evaluate the performance of employees to determine their qualification and fitness for continued duty or employment; the right
to relieve them from duty; the right to suspend or discharge them for just cause. 

  

	C.	It is the right of the Company to determine the standards of service to be offered; maintain the efficiency of operations; determine the methods, means, and personnel
by which operations are to be conducted; adopt and amend a classification plan, and to allocate and reallocate employees to positions within the operations, and adjust the size of the workforce, as may be necessary to meet the needs of business;
take all reasonable actions to carry out its mission in emergencies; and exercise control and discretion over its organization and technology. 

  

	D.	Nothing in this Agreement shall be construed to limit non-bargaining unit personnel from performing Bargaining Unit work in order to meet the needs of the service under
emergency circumstances or for purposes of giving training or instruction. Such work performed by non-bargaining unit personnel will not cause layoffs or part-timing of employees. 

 

	E.	It is the right of the Company to prescribe for employees in the Bargaining Unit any working rules, policies, regulations and practices that do not conflict with or
violate the terms of this Agreement, subject to the Company’s obligation to bargain in good faith about matters over which it is lawfully required to bargain. 

 

	F.	The enumeration of management rights herein reserved shall not be deemed to exclude other rights or functions of management not so enumerated. 

  
 - 6 -

 ARTICLE III 
 UNION RIGHTS 
  

	3.1	Union Security 

 All employees
coming under the terms of this Agreement shall as a condition of employment make application to join the Union within thirty-one (31) calendar days following the date of employment or within thirty-one (31) calendar days following the date
of signing of this Agreement, whichever is the later. A Steward will be allowed up to one (1) hour of company time to meet with all new bargaining unit members in a New Employee Orientation to process paperwork and explain the Agreement and
benefit packages. They must then maintain membership in good standing for the life of this Agreement and any renewal thereof. The Company will, fourteen (14) calendar days after receipt of a written request from the Union, terminate the
employment of an employee who is alleged to have failed to maintain his membership in good standing as required by the Union. The tender of initiation fees and periodic dues uniformly required as a condition retaining Union membership shall
constitute good standing in the Union for the purposes of this paragraph. If the Union fails to admit such an employee to Union membership, this shall not be cause for the employee’s dismissal. 

 

	3.2	Dues Deduction 

 The Company will
deduct dues, assessments and withholdings duly authorized by employees on forms provided by the Union. The Company will send a check for the total amount deducted, together with a list of the individuals’ names for whom the deductions were
made, to the Financial Secretary as designated by the Union on or before the fifteenth (15th) day of the following month. This authority shall be revocable by the employee by notice in writing delivered by mail to the Manager of Payroll and the
Financial Secretary of the Union. 
  

	3.3	Political Action Committee Fund 

With voluntary authorization by an employee on a form supplied by the Union, the Company agrees to deduct seven cents ($.07) per hour from the
employee’s wages to be submitted to the IBEW Local Union 1547 for its Political Action Fund. 
  

	3.4	Indemnification 

 The Company
assumes no responsibility in connection with deduction of dues except that of forwarding monies deducted as set forth in this Article. The Union shall indemnify the Company and hold the Company harmless from any and all claims against the Company
for the amounts deducted and withheld from earnings. 
  

	3.5	Strikes, Lockouts & Picket Lines 

 The Union acknowledges the essential nature of the services provided by its members to the public and the need to provide uninterrupted services. Accordingly, this Section is a guarantee that there shall
be no strikes, slowdowns, work interruptions, or lockout of employees during the duration of this Agreement. The grievance and arbitration procedures of this Agreement provide the exclusive remedy for the resolution of disputes covered by this
Agreement. 

  
 - 7 -

 No employee shall be disciplined for refusing to cross a picket line recognized and sanctioned by the IBEW
and identified as such to the Company in writing by the Union Business Manager or designated representative, unless it can be shown that the employee acted unilaterally without contacting their Steward or the Union Hall to request clarification of
the status of the picket. In the event that a two-gate system exists, the second gate shall not constitute a picket line. 
  

	3.6	Union Access to Company Premises  

Union officers and representatives, while acting on Union business, will be granted access to visit the Company’s premises during working hours. The
Union representative will schedule visits to a department, work site, or facility with the Vice President of Human Resources, or designee. Union visits shall not interfere with the normal operations of the Company. 

 

	3.7	Bulletin Boards and E-Mail 

 The
Company shall provide an on-line bulletin board for access by represented employees. The Chief Shop Steward will post officially signed Union notices and the Company shall maintain represented job postings on the on-line bulletin board. In shops
where multiple employees share a computer a physical bulletin board will continue to be provided. The Company is only responsible for maintaining represented job postings on the on-line bulletin board. The Vice President of Human Resources, or
designee, may allow the Chief Shop Steward(s) the use of e-mail for the timely dissemination of Union bulletins and information. 
  

	3.8	Chief Shop Steward(s) 

 There will
be two Chief Shop Stewards appointed by the Union to represent all employees. These positions will be full-time assignments and will be compensated at the top craft rate of pay plus fringe benefits paid for on a scheduled work week basis.

  

	A.	The duties of the Chief Shop Stewards shall include, but not be limited to, the resolution of employee complaints at the lowest possible level, the coordination and
similar resolution of complaints and grievances from other Shop Stewards, and to serve as a liaison between employees, Shop Stewards, Union Business Representative, and the Company. The Chief Stewards shall also be the last employees laid off in
their previous job classification. 

  

	B.	In addition, the duties and activities of the Chief Stewards shall include administration of the Agreement, Union orientation of new employees, and other duties
mutually agreed upon by the parties. 

  

	C.	The Chief Stewards shall notify the appropriate supervisor prior to entering a work unit to conduct Union business. 

 

	D.	One-half (1/2) of the cost of the two full-time Chief Shop Stewards’ wages and fringes will be reimbursed to the Company by the Union.

  

	3.9	Shop Stewards 

 The Union shall
have the right to designate six (6) Stewards in Anchorage, four (4) in the Interior, three (3) for the Southwest, and two (2) for the Southeast, not counting two (2) Chief Stewards. The Union shall notify the Company in
writing, as to the identity of said Stewards prior to the assumption of Steward duties. 

  
 - 8 -

	A.	The Stewards shall report time spent performing Union business on the time reporting system. 

 

	B.	The Stewards shall be allowed to perform any normal Union duties during working hours. 

 

	C.	The Stewards shall notify the appropriate manager prior to entering a work unit to conduct Union business. 

 

	D.	The Stewards shall notify the appropriate Supervisor as to the intent and reason, the estimated time, and where the Steward can be reached before the assumption of such
Union duties. 

  

	E.	The Union shall notify the Company within twenty-four (24) hours as to the appointment or any official status change of any Steward. 

 

	F.	The Company shall not discriminate against the Steward with regard to the proper performance of the Steward’s duties provided such duties are conducted in a timely
manner. 

  

	G.	An appropriate Steward, Chief Shop Steward or the Business Representative shall be present during all meetings from which disciplinary action may result.

  

	3.10	Union Duty 

 Upon providing
management with reasonable notice, a regular employee elected or appointed to office or Union duty shall be granted a leave of absence without pay for the term of office or duty involved, not to exceed three (3) years, and shall continue to
accrue bargaining unit seniority during the leave of absence. This Section does not include Chief Stewards or Stewards as they remain employees of the Company during their assignments. Such Union leave may be extended from time to time by mutual
agreement. An employee who has been granted Union leave shall provide the Company at least four (4) weeks notice prior to returning to work. The Company shall cash out all compensable leave to the employee upon effective start of Union Duty.

  

	3.11	Union Right to Discipline Members 

The Union reserves the right to discipline its members for any violations of Union laws, rules, or agreements. However, the parties recognize that no
General Foreman, Foreman, or Lead shall be subject to discipline by the Union for exercising the responsibility and authority for which they are held accountable by the Company as their legitimate and expected duties which, by the management nature,
place them at potential odds with the bargaining unit employees under their authority. 

  
 - 9 -

 ARTICLE IV 
 GRIEVANCE AND ARBITRATION PROCESS 
  

	4.1	Purpose  

 The purpose of this
procedure is to provide a means whereby complaints and grievances may be adjusted or resolved promptly and fairly. 
  

	4.2	Complaints 

 An employee, either
directly or through the local Steward, may verbally present a complaint to the supervisors. Employees and supervisors are encouraged to resolve disputes in this manner, provided the resolution is not inconsistent with the terms of this Agreement.
The Steward shall have the right to be present at and to participate in the process. Because of the informal nature of the complaint process, resolutions shall not be considered precedent setting. 

 

	4.3	Definitions and Presentation of Grievances 

 “Grievances” shall mean, and be limited to, disputes or differences arising during the term of this Agreement between the Company and the Union, or employees so represented, with respect to the
interpretation or application of any specific provision of this Agreement. Probationary employees shall not have the right to file a grievance for discipline or involuntary separation, nor shall the Union file a grievance on their behalf.

  

	A.	Both parties agree to use their best efforts, including informal meetings involving supervision, Human Resources, the appropriate Steward, and the grievant, to resolve
matters without resorting to the grievance procedure except that any such meetings shall not extend the time limits set forth in this Section. In the event such informal methods do not result in a resolution, the dispute must be reduced to writing.
The written “Notice of Grievance” shall contain: 

  

	 	1)	The name(s) of the employee claiming to be aggrieved. 

  

	 	2)	The nature of the grievance and the circumstances out of which it arose, including the date of occurrence. 

 

	 	3)	The remedy or correction which is requested. 

  

	 	4)	The Section(s) of the Agreement relied upon or alleged to have been violated. 

 

	 	5)	The signature of the grievant, if applicable, and a Steward or Business Representative. 

 

	 	6)	In the case of class action grievances, the class may be described in general terms, so long as more than two (2) members of the class sign the grievance. The
grievance need not be signed by all members of the aggrieved class. 

  

	B.	A grievance must be presented within twenty (20) calendar days, except that grievances for involuntary separation must be filed within ten (10) working days,
after the employee or the Union knew or should have known of the event giving rise to the grievance. The failure to submit a grievance within such periods shall constitute a bar to further action thereon. 

  
 - 10 -

	C.	The grievance shall be processed in accordance with the following steps: 

 Step 1 
 Within five (5) working days after the grievance is
presented at Step 1, a meeting shall be held with the grievant, the Department Head of the activity, or designated representative, and the appropriate Steward, or designated representative. The Department Head shall make a reply in writing not later
than five (5) working days after the meeting. If this reply is unsatisfactory, the grievance may be appealed to Step 2 provided such appeal is made within five (5) working days following the receipt of the reply. 

Step 2 
 Within ten (10) working days after the grievance is appealed to Step 2, a meeting shall be held between the appropriate Vice President of the Company, or designated representative and the Chief Shop
Steward, or designated representative. Written documentation explaining reason for disagreement along with any supporting information must be included with the grievance appeal. The Vice President shall make a reply in writing not later than five
(5) working days after meeting with the Union’s representative. If this reply is unsatisfactory, the Union will provide written notice to the Vice President of Human Resources within ten (10) working days following receipt of the Step
2 reply. The Union will have up to twenty (20) working days to complete its internal review process. If after its review process is completed the Union wishes to advance the grievance further, the Union shall submit a written request to the
Vice President of Human Resources for a meeting of the Grievance Review Committee (GRC). The GRC will be convened within ten (10) working days of receipt of the written request from the Union. If the grievance is not resolved by the GRC, the
grievance may be appealed to arbitration provided written notice of such appeal is given to the Vice President of Human Resources within ten (10) working days following meeting of the GRC. 

 

	D.	The time limits set forth above may be extended by mutual agreement of the parties. Failure of either party to act within the time schedule set forth in this procedure
without the express written agreement of the other party will be considered a default and the grievance shall be considered to be settled in favor of the non-defaulting party. Grievances settled in favor of either party as a result of such a default
shall not be considered precedent setting. The mailing, e-mailing or facsimile transmission of the grievance appeal or answer shall constitute a timely appeal or response if postmarked or electronically inscribed within the appeal period. The
decision to appeal a grievance filed by the employee(s) to arbitration shall be solely the determination of the Union. 

  

	E.	In the application of this Article “workdays” shall exclude Saturdays, Sundays and recognized holidays. Nothing in this Section shall be construed to prevent
settlement of a grievance by mutual agreement of the parties at any time. 

  

	4.4	Arbitration 

 Arbitration shall be
conducted in accordance with the following rules: 
  

	A.	 Within thirty (30) days after filing the appeal for arbitration, the party seeking arbitration shall request from the Seattle office of the
American Arbitration Association (AAA) or from the Federal Mediation & Conciliation Service (FMCS) a panel of seven (7)

  
 - 11 -

	 	
proposed arbitrators who are members of the National Academy and have their principal place of residence or business in Alaska, Washington, Oregon, or California. The Company and the Union may
attempt to agree on an arbitrator at any time prior to receipt of the panel. The parties shall alternately strike from this list one (1) name at a time, with the moving party to have the first strike, until only one (1) name remains on the
list. The name of the arbitrator remaining on the list shall be accepted by the parties. In the event that the selected arbitrator is unwilling or unavailable to serve, and if the parties are still unable to mutually agree on an arbitrator, the
procedure shall be repeated with a new list of arbitrators supplied by the AAA or FMCS. 

  

	B.	All arbitration hearings will be conducted at a mutually agreeable location. Subject to the Company operation requirements, an employee grievant shall be allowed time,
without loss of pay, to attend arbitration hearings conducted during the employee’s scheduled working hours. In the event of a grievance involving a class of employees, a reasonably limited number of employees in the class (not to exceed three
(3) employees) shall be permitted to attend hearings during scheduled working hours, without loss of pay. The hearing will be scheduled so as not to impact the Company’s operational requirements. The Company will pay no compensation for
attendance by employees at hearings conducted outside the employee’s scheduled working hours. 

  

	C.	The parties agree that the decision or award of the arbitrator shall be final and binding on each of the parties and that they will abide thereby, subject to such laws,
rules and regulations as may be applicable. The authority of the arbitrator shall be limited to determining questions directly involving the interpretation or application of specific provisions of this Agreement, and no other matter shall be subject
to arbitration hereunder. The arbitrator shall have no authority to add to, subtract from, or to change any of the terms of this Agreement, to change an existing wage rate, or to establish a new wage rate. In no event shall the same question be the
subject of arbitration more than once. 

  

	D.	The fees and expenses of the arbitrator shall be shared equally by the Company and the Union. All other expenses, including any attorney’s fees and costs, shall be
borne by the party incurring them. Either party may require that an official record be prepared by a professional reporter and that a copy be provided to the arbitrator. The party requiring an official record of the proceedings will pay the full
cost of all reporting and transcript fees unless the other party requests a copy for the right of inspection or use, in which the full cost (including the cost of providing the arbitrator with the official record) shall be equally divided between
the parties. 

  

	4.5	Counseling and Discipline 

  

	A.	Performance Management. For the purposes of communicating performance expectations and correcting behavioral issues, the Company may counsel employees to offer
non-disciplinary feedback and provide direction. Counseling sessions are private meetings between a supervisor and an employee, and Union representatives do not have a right to attend such meetings. Discipline will not be discussed at a counseling
meeting. However, if the Company makes statements to the employee to the effect that failure to satisfactorily correct the performance or behavior may result in disciplinary action, the supervisor will secure a Steward before the meeting can
continue. If necessary, the supervisor shall end the meeting and reschedule for a time when a Steward can be present. The subject and nature of the counseling shall not be grieved. 

  
 - 12 -

	B.	Progressive Discipline—In normal circumstances, the Company shall follow a program of graduated discipline for just cause, consisting of oral warning,
written reprimand, suspension for a period to be determined by the Company, with or without pay, or involuntary separation of employment. The Company may impose discipline at any level depending upon the severity or frequency of the offense.

  

	C.	Involuntary Separation from Employment—The Company retains the right to discipline an employee for just cause. The Company agrees that in the case of
discharge, the designated Union representative shall be notified of the reason of such contemplated discharge prior to any action taken against the employee. If circumstances warrant immediate action and the Business Representative and/or Chief Shop
Steward cannot be notified, the employee shall be suspended without pay until the Business Representative and/or Chief Shop Steward is notified, or five (5) working days pass, unless constraints preclude such notice. If the Union fails to
grieve a discharge within ten (10) working days of the action, the right to grieve or arbitrate the action is forfeited. 

  

	D.	Letters of Disciplinary Action Time Limits—Two (2) years from the date of the action concerned, the Vice President of Human Resources, at the
employee’s request, shall review the disciplinary action and if no subsequent report of similar violations has been made, the Company shall be notified to return its copies with respect to the disciplinary action from the employee’s
personnel files to the interested employee. 

  
 - 13 -

 ARTICLE V 
 JOB AWARDS AND EMPLOYEE CLASSIFICATION 
  

	5.1	Work Calls

  

	A.	The Union will be advised when new or replacement employees are needed and shall make every effort to provide satisfactory applicants to the Company. The Company’s
notice to the Union shall include the job title, minimum qualifications, and the number of employees needed. If there are no available applicants on the books, the Union will notify the Company within forty-eight (48) hours. Once notified, the
Company will be free to seek employees through any source. If the Company can not locate a qualified individual, the Company will attempt to locate a signatory contractor that does the work in question. In the event the Company request more than
three (3) employees of the same classification simultaneously, the Union will have seventy-two (72) hours (excluding holidays and weekends) from the date of the advice to refer the additional candidates. 

 

	B.	If the Company cannot locate an available signatory contractor that performs the work in question, the Union will have two (2) days to provide a list of additional
signatory contractors. If the signatory contractors identified by the Union are not available or do not perform the work, the Company will be free to perform the work through any provider. 

 

	C.	If, the Company thereafter locates another contractor or employment agency with employees available to do the work, the Company may use the contractor or agency
referred employees up to a total of ninety (90) calendar days unless extended by mutual agreement by the Company and Union. The ninety (90) day period shall end if an extension is not mutually agreed: (1) when the position is
filled with a regular employee; (2) when the Union locates an available signatory contractor; or (3) at any time the work call is closed by the Company; whichever event occurs sooner. However, the company will give notice of
termination as required by its contract with the contractor or employment agency not to exceed thirty (30) days. 

  

	D.	 If the contractor or agency’s employees are not IBEW members, they shall be “permitted out” to work by the Union Hall. The Company
will remit to the Union a permit fee every month for each contract worker equal to the BA monthly dues. The fee, with the contract worker’s name for whom the payment is made, will be forwarded to the Union on or before the 15th of each month. 

 

	E.	If there are available applicants the Union will dispatch up to three (3) within forty-eight (48) hours following the Union’s notice. The Company will notify the
Union within forty-eight (48) hours of intent to reject, hire, or investigate the applicants further. The Company may reject any applicant it finds unsatisfactory. 

 

	F.	Applicants will only be dispatched after completing the Company’s on-line applicant profile and job application. 

 

	G.	The Company will provide the Union the name, address, job title, and date of hire for all new employees. 

  
 - 14 -

	H.	The Union and the Company will use their best efforts to recruit qualified individuals and signatory contractors to fill all work calls. 

 

	I.	It is the Company’s intent to use the processes set forth in A and B above to fill work calls with represented employees or signatory contractors. The Company will
use other providers only when the circumstances make it reasonably necessary to fulfill the requirements of the business. 

  

	5.2	Job Notice 

 The following
procedure will govern job posting, and job bidding for all job classifications covered by this Agreement. 
  

	A.	Job Posting—The Company may post a position as soon as notice is received of an impending vacancy. Postings shall provide the details and minimum
qualifications applicable to the position and will be listed on the on-line bulletin board for a minimum of four (4) working days. The Company may simultaneously post notice with the Union and to the public. Applicants shall be considered by
the Company such that internal applicants are given first priority, applicants from the Union second, and any other applicant third. 

 1) Bidding—Any employee covered by this Agreement may bid for the position during the posting period by completing the on-line applicant profile and application and submitting it to
Human Resources within the posting period. Temporary jobs are not biddable. 
  

	B.	Prior to opening any bids the Company shall declare whether or not temporary employee bids will be considered. Temporary employee bids may be considered only after all
regular employees who have bid, have been found to be unqualified. 

  

	C.	Regular employees may bid for a job after the employee has completed twelve (12) full months employment. All employees are limited to one (1) successful bid
during each twelve (12) month period. The Company and the Union may agree to waive this limitation. Regular employees with waivers will be considered with all other regular employees. This Section shall not prevent an employee from
bidding on promotional opportunities. 

  

	D.	Represented employees that accept non-represented positions will be eligible to reapply for represented positions and will be considered after all represented regular
and temporary applicants. 

  

	E.	If there are any disputes regarding the consideration of applicants the issue will be referred to the Business Representative and Company’s top Executive for the
affected position for resolution. 

  

	5.3	Job Award/Bid Committee 

 The bid
committee process excludes new hires and lateral transfers. Within ten (10) working days after the closing date of the bids, the bidders will be considered and the job awarded. 

  
 - 15 -

	A.	A Bid Committee composed of one (1) representative from the Union and one (1) from management will first review all bids for validity of minimum
qualifications. All qualified bids will then be considered on the basis of leadership, job performance (including any discipline), skills and knowledge, judgment, interpersonal skills, oral and written communication, presentation, and
decision-making ability. Where employees are equal in qualification, seniority shall prevail. 

  

	B.	An employee who successfully bids into a classification that has progressive pay steps (e.g., start, 6-month, 12-month, and 18-month), will be placed at the appropriate
pay step in the new classification that would ensure that the employee’s base rate is not diminished by virtue of the successful bid. This condition will not apply to any bids involving trainee positions. 

 

	C.	The Bid Committee shall determine the qualifications of employees. In the event the Bid Committee is unable to reach a decision within three (3) working days, an
impartial tiebreaker will be selected by the Division Vice President and the Union Business Representative to make the final decision as to an employee’s qualifications. 

 

	D.	The bid award decision shall be final and shall not be subject to the grievance and arbitration provisions of this Agreement unless it can be shown that an applicant
was unlawfully discriminated against as defined in Section 1.13. 

  

	5.4	Lateral Transfers 

 A lateral
transfer is defined as movement with the same job classification, or similar job classification within the same skill group. 
  

	A.	Managers may announce a lateral transfer opportunity to their eligible work group or to all work groups that have the same job classification and skill group via email
or a posting on the on-line bulletin board with a copy to the Chief Shop Steward and Human Resources. Eligible employees interested in Lateral Transfer will notify the manager in writing within seventy-two (72) hours of the announcement.

  

	B.	The manager will designate an interview team of two (2) management employees to select the most qualified employee for the position. The interview team will
consider minimum qualifications and other qualifications for the classification, as well as any special skills and knowledge required to perform the duties. When qualifications are equal, they will make the selection based on leadership, job
performance (including any discipline), judgment, interpersonal skills, oral and written communication, presentation, and decision-making ability. 

  

	C.	Employees who volunteer and are selected under this provision will work the shift they are transferred into until the next regular shift bidding cycle.

  

	D.	Any moving costs associated with accepting a lateral transfer are the responsibility of the employee. 

 

	5.5	Training Positions  

 The Company
may fill a vacancy as a training position if there are no qualified bidders and there is not an IBEW apprenticeship program for the position. The Company may post a vacancy as a regular and a training position simultaneously. 

  
 - 16 -

 Individual applicants shall be considered in the following order: 

 

	 	1)	regular employees covered by the Agreement; 

  

	 	2)	employees not covered by the Agreement; 

  

	 	3)	non-employee applicants. Non-employee applicants, if selected, will be classified as temporary employees. 

 

	A.	Training positions will be governed by the following: 

  

	 	1)	Non-Journeyman: The openings will be posted as “training positions.” The training period for non-Journeyman position shall consist of two steps. The first
step shall be eighty percent (80%) of the position’s current entry level rate of pay for the first six (6) months and ninety percent (90%) for the second six (6) months to comprise the one (1) year training period.

  

	 	2)	Journeyman: The entry level position into these families are as follows: 

 Service Delivery Specialist IV, Network Engineer Family, Systems Engineer Family, Materials Management Specialist II, Fleet Services Technician Family, and Facility Maintenance Family (except
Electrician). These classifications may be given an opportunity to gain knowledge, skills, and abilities necessary to bid into Journeyman positions in these job classification families. 

The training wage rate will be seventy percent (70%) of the entry level step for the appropriate job
classification for the first six (6) months of the assignment; eighty percent (80%) of the entry level step for the second six (6) months; and then ninety percent (90%) for the last six (6) months or until the assignment
ends, whichever comes first. The training period will be for up to one and one-half (1  1/2) years unless the Company and Union mutually agree to an extension. 

 

	 	3)	The receiving foreman and supervisor for any training position are responsible for developing the training plan and objectives that set forth a reasonable timeframe, in
which the trainee will be expected to be proficient in the new job. This training plan will be reviewed with the employee by the foreman and supervisor on a monthly basis to ensure the employee knows what is expected, that training is on target and
the trainee is successfully meeting the training objectives and gaining the desired proficiencies. 

 If the
trainee is not satisfactorily meeting the training objective and gaining the desired proficiencies within thirty (30) calendar days, the trainee will be returned to the trainee’s former position. If after thirty (30) calendar days the
foreman and supervisor conclude that the trainee is not satisfactorily meeting the training objective and gaining the desired proficiencies, the trainee will be returned to the trainee’s former position if it remains vacant. If the
trainee’s former position is no longer vacant, the trainee will be subject to layoff as set forth in Section 6.10. 
  

	B.	Training positions may not exceed twenty-five percent (25%) of the positions for that job classification without mutual consent of the Company and Union.

  
 - 17 -

	5.6	Job Classifications 

 The parties
recognize the Company’s bargaining unit job classifications as listed and contained in this Agreement and that such classifications have been agreed upon and are in existence upon the signing of this Agreement. 

 

	5.7	Classification Committee 

 The
Union and the Company shall establish a Classification Committee consisting of one (1) management representative and one (1) Union representative appointed by the Chief Steward. 

 

	A.	The Committee shall be charged with establishing or amending proposed job classifications or descriptions falling within the scope of this Agreement.

  

	B.	If the Classification Committee does not agree on the new job classification or the proposed changes the Company may implement its proposed changes, but the change(s)
will be subject to the grievance process outlined in Section 4.3, starting at Step II. 

  

	C.	The Company will also submit material changes in job descriptions for review and comment of the committee prior to implementing such changes. 

 

	5.8	Designation of Employees 

  

	A.	Regular—Regular employees are those employees who have successfully completed their probationary period and are employed full-time.

  

	B.	Regular Part-Time—Regular part-time employees are those employees who have successfully completed their probationary period and are employed in positions
where the work involved will total less than forty (40) hours per week. This language will not be used to reduce regular full-time employees to part-time status. Part-time employees will not be used to perform Journey work. The number of
part-time employees shall not exceed twenty percent (20%) of the regular full time employees in the same classification. 

  

	 	1)	Part-time employees receive the same benefits as regular employees, with the following exceptions: 

 

	 	a.	Employees who are scheduled and work eighty (80) hours in any one (1) month shall be enrolled in the Alaska Electrical Health and Welfare
(“H&W”) Health Plan of choice for the following month. 

  

	 	b.	Employees who are scheduled and work less than eighty (80) hours per month are not eligible for enrollment in the H&W Health Plan. 

 

	 	c.	Employees receive prorated Holidays and Leave per Article XII. 

  

	C.	Temporary (non-NECA)—Temporary employees are those employees hired to augment the work force whenever the work load temporarily requires additional help, or
in the event of an emergency or unanticipated condition or situation. Temporary employees may be hired on a full-time or part-time basis, not to exceed twelve (12) months in duration unless extended by mutual agreement between the Company and
the Union. If the temporary employee is extended beyond twelve (12) months, the position shall be bid immediately per provisions of this Agreement. 

  
 - 18 -

	 	1)	Temporary employees shall be paid the hourly wage rate for the classification in which they work, and shall receive a wage progression step increase upon completion of
the applicable months listed in Appendix I. 

  

	 	2)	Temporary employees who have worked a three (3) month consecutive period shall be enrolled in the H&W Health Plan of choice for the following month.

  

	 	3)	Temporary employees will receive pension in accordance with Article XIII. 

  

	 	4)	Temporary employees do not receive leave or holiday pay. 

  

	 	5)	The Company may terminate temporary employees and such termination shall not be subject to the grievance and arbitration provisions of this Agreement.

  

	5.9	Temporary Full Time Employees Health and Welfare  

 Temporary full-time employees who have worked a three (3) consecutive month period shall be enrolled in the Alaska Electrical H&W Health Plan the following month. 

 

	5.10	Job-Share 

 The job-share program
is designed to retain the valuable services of qualified employees through two (2) employees sharing a single budgeted position. 
  

	A.	Job-sharing is defined as when two (2) employees qualified for the same classification “share” one (1) position on prearranged schedules
consistent with Article IX. 

  

	B.	Separation, Promotion or Transfer—If a job-share employee separates or successfully bids into another classification, the remaining employee will have the
option of reverting to full-time or requesting that the job share position be bid. If another job-share partner is not located, the employee will be expected to resume full-time work status. 

 

	C.	Flexible Time Off (FTO)—FTO will be prorated based on the hours worked. 

 

	D.	Holidays—The employee scheduled on a holiday, will observe the holiday. The employee who is not scheduled will not be compensated for the holiday. Each
employee shall be entitled to two (2) personal holidays per year. 

  

	E.	H&W Plan—The Company will pay one-half of the H&W Health Plan premium amount currently in effect for a regular employee and the job-share employee
will pay one-half of the premium and any employee co-pay. If the employee does not want insurance coverage, they must notify the Company in writing. 

  
 - 19 -

	5.11	IBEW NECA Temp Employees 

  

	A.	IBEW Inside/Outside Agreement employees are employees who may be hired to augment the work force in specific classifications identified in this Agreement for a period
not to exceed twelve (12) months unless extended by mutual agreement by the Company and Union. 

  

	B.	An Inside/Outside Agreement employee who is extended beyond twelve (12) months shall have the same eligibility to receive all benefits as a regular employee. If
the temporary employee is extended beyond twelve (12) months, the position shall be bid immediately per provisions of Section 5.3 of this Agreement. Pay for such employees shall be based on the current contract pay scale in effect between
IBEW Inside/Outside Agreement employees and the Union, including fringe benefits limited to health and welfare, pension (which includes money purchase and NEBF), legal and apprenticeship, payable to the joint account of the applicable trusts.

  

	C.	The employment of NECA temporary employees is governed by the provisions of this Agreement with the exception of the hourly rate of pay and hourly benefits. The
applicable IBEW NECA Inside/Outside Agreement shall be used to determine the hourly rate of pay and hourly benefits, which are limited to health and welfare, pension (including money purchase and NEBF), legal and apprenticeship contributions.

  

	D.	All other provisions of employment are governed by the ACS/IBEW Master Agreement and any subsequent agreements made between ACS and IBEW. 

 

	5.12	NECA Apprentice  

  

	A.	Apprentices shall be designated as either low-time (4000 accredited hours or below) or high-time (above 4000 accredited hours) apprentices. 

 

	 	1)	Low-time apprentices will be assigned to work directly with a Journeyman, except as provided in 5.12 (D). 

 

	 	2)	Apprentices classified as “high-time” may be utilized for certain less technical tasks, that are not safety sensitive, as set forth below, under the direction
of a Journeyman or Foreman without being assigned to work directly with a Journeyman. Such Apprentices are those who have completed 4000 accredited hours of employment as Apprentices. Examples of less technical tasks which may be performed without
direct supervision include: wire pulling, station wiring, jumper running, and set preparation (designation strips). 

  

	 	3)	Apprentices with 6500 accredited hours may work alone, under the direction of a Journeyman or Foreman without being assigned to work directly with a Journeyman.

  

	B.	Ratio—The Company may employ apprentices at the following ratio: 

 

	 	1)	One (1) Apprentice for the first Journeyman employed; and 

  

	 	2)	One (1) additional Apprentice for each three (3) Journeymen employed. 

  
 - 20 -

	C.	Temporary Apprentices—When the Company desires to hire a Temporary Apprentice, the Company shall place a work call to the apprenticeship school and specify
either a low-time (4000 accredited hours or below) or a high-time (above 4000 accredited hours) Apprentice. 

  

	D.	Temporary Frame Apprentices 

  

	 	1)	Temporary low-time Apprentices may be used to work in the Company’s Central Offices running jumpers on the frames without directly being assigned to work with a
Journeyman and shall be designated as “Frame Apprentices.” 

  

	 	2)	Frame Apprentices can work alone; however, a Journeyman must be on duty and available for the Apprentice either at the assigned reporting Central Office or the NOCC.

  

	 	3)	The Company will provide training on how to properly run and terminate jumpers, how to read service orders and other tasks associated with working frames. Additional
training will be provided concerning safety issues in the Central Office, i.e., working around power, ladder safety, eye protection, etc. 

  

	 	4)	A “Frame Apprentice” adept at completing assigned frame tasks may assist Central Office Journeymen with other job functions. 

 

	 	5)	The length of employment for each of these “Frame Apprentices” will be limited to their next scheduled AJEA&TT classroom training.

  

	5.13	NECA Temporary Employees in Remote Locations 

  

	A.	Those IBEW NECA Temporary employees working in a job area outside a radius of fifty-three (53) direct road miles or areas inaccessible by road from the centers of
Anchorage, Fairbanks, Juneau, and Ketchikan, or the current location of the Wasilla Post Office will have the option of board and lodging or per diem for up to twenty-one (21) days, and thereafter shall be entitled to per diem only. The per
diem rate shall be as specified in the current applicable IBEW Inside/Outside Construction Agreement. This provision shall not apply to employees who are dispatched to ACS job sites in which the employee is a resident within thirty (30) direct
road miles of the job area, in those locations outside the areas specified above. 

  

	B.	IBEW NECA Temporary employees dispatched to a job area and then subsequently sent on assignment to another job area by the Company as specified above shall receive
board and lodging that is paid by the employer, if available. If accommodations are not available, then those employees will receive per diem at the rate specified in the current IBEW Inside/Outside Construction Agreements for all days spent in
those locations. 

  
 - 21 -

	5.14	Summer Student Employees 

 The
Company may employ up to four (4) temporary summer student employees unless both parties agree in writing to amend these numbers. The following provisions apply to Student employees: 

 

	A.	Student employees must be at least eighteen (18) years of age and must be full time students. 

 

	B.	They may perform any general maintenance work for which they are qualified, and shall be supervised by a Foreman. 

 

	C.	Student employees shall receive forty percent (40%) of the Journeyman Facilities Maintenance Technician II wage rate. The standard Union dues will be deducted from
the employee’s wage in accordance with Section 3.2 of the Agreement. Student employees will be subject to all provisions set forth in the current Agreement, with the following exceptions: they shall not receive Health & Welfare,
Pension Contributions, Holiday Pay, FTO or any other form of paid leave. 

  

	D.	 Student employees are ineligible to bid on any regular full time, regular part time, or other temporary positions. Student employees may be hired no
earlier than May 1st or employed later than
September 30th each year. Student employees shall not
be employed more than one hundred (100) days, and shall be limited to a maximum of four (4) seasons of employment. 

  

	E.	The Union dispatch procedures in Section 5.1 of this Agreement shall not be applicable when filling a student employee position. However, the Union will be allowed
to refer applicants for these positions, and those hours worked by these employees will count towards the Union’s out of work Book status. The Company shall inform the Union of the name(s) and date(s) of hire for all student employees hired.

  

	F.	Summer student employees are not to be used to supplement Journeyman or other classifications in such a way as to eliminate or to make unavailable a regular full time
bargaining unit position or to circumvent the Apprenticeship program. 

  

	5.15	No Out-Of-State Job Transfer 

There shall be no involuntary transfer by the Company of any employees covered by this Agreement outside the State of Alaska during the life of this
Agreement. 
  

	5.16	Transfer of Work 

 There shall be
no transfer of work during the term of this agreement outside the State of Alaska without the concurrence of the Union. 

  
 - 22 -

 ARTICLE VI 
 GENERAL WORK RULES 
  

	6.1	Seniority 

  

	A.	Bargaining Unit Seniority (Seniority) for Regular employees is defined as the length of service since last employed by the Company in classifications covered by this
Agreement. Seniority is used for layoff, transfer, recall, selection of vacation, preference in the election of shifts and days off. Seniority shall not be bridged or prorated. 

 

	 	1)	In the case of employees with identical bargaining unit seniority dates, the number of the dispatch slip as printed by the IBEW Hall will be the tie-breaker. In
this case, the employee with the lowest dispatch number has the highest seniority. 

  

	 	2)	If for any reason the dispatch slips cannot be found or have no dispatch number, the affected employees will put their names in a hat. The first name picked out of
the hat will have the highest seniority; the second name will have the next highest, and so on. This order will be recorded by the Shop Steward present at the proceedings, and will be their permanent Seniority order. The affected employees and
a Shop Steward must be present during the drawing. 

  

	B.	Continuous Service for Regular employees is defined as the total countable time of employment, (as well as time in non-bargaining unit positions) in the service of the
Company, its predecessors and subsidiaries. Continuous service is used for the purposes of benefit accrual; continuous service will be bridged for previous employees who are rehired after the employee has worked a period of time equal to the
absence. Continuous service credit shall not be bridged or pro-rated between predecessor or acquired companies. 

  

	6.2	Probationary Employees 

Probationary employees are those on trial to qualify for regular positions. Regular employees shall be considered to be on probation for the first six
(6) months unless extended by mutual agreement between the Company and the Union. During the probationary period the Company may, at its option, layoff or discharge such employee as long as the dismissal is not discriminatory. Probationary
employees shall not have the right to file a grievance over matters involving discipline or involuntary separation. Probationary employees do not have seniority until they become regular. 

 

	6.3	Familiarization Period after Promotion or Lateral Move 

 Any employee who is promoted or laterally moved from one type of work to another shall be given a reasonable length of time, not to exceed 180 calendar days, to become acquainted with the job and
establish the ability to fill the job satisfactorily. Should the employee’s performance in the new job prove unsatisfactory, the employee shall be immediately notified and returned to the former job without loss of seniority if the position is
still vacant. If the position is not vacant, 

  
 - 23 -

 
the employee shall be returned to the next vacant position in the classification from which the 
 employee bid or to the next vacant position for which the employee is qualified in a classification with comparable pay to the classification from which the employee bid. 

 

	6.4	Annual Performance Evaluation Program 

 The Company and the Union recognize that there is value for both the Company and the employees in a performance evaluation program that involves goal setting and written performance evaluations.

  

	A.	Annual Performance Evaluation (Evaluation) program shall be in accordance with the following: 

 

	 	1)	Evaluations will include SMART Goals that are both achievable and within the employee’s responsibility. 

 

	 	2)	Evaluations will provide feedback to the employee for their performance during the calendar year. 

 

	 	3)	Employees hired within the last two (2) months of the calendar year will not receive a written Evaluation but will be assigned SMART Goals for the next year.

  

	 	4)	Vitality curves or forced ranking will not be used to determine an individual employee’s performance ranking. 

 

	 	5)	Evaluations used for internal hiring shall be limited to the last three (3) evaluations in the personnel file. 

 

	 	6)	Evaluations shall not be used to deliver discipline. 

  

	 	7)	Performance Evaluations and SMART Goals are not subject to Article IV of the Agreement, with the exception of discrimination as described in Section 1.13.

  

	 	8)	The employee may provide a written statement that will be attached to the Evaluation. 

 

	B.	Overall Below Target Final Review Process If an employee is in disagreement with a final evaluation in which the overall rating is below target the employee may:

  

	 	1)	Request a meeting in writing within ten (10) working days of receipt. 

 

	 	2)	The Manager shall hold a meeting with the employee and the union representative, if requested by the employee, to review the employee’s evaluation. The Manager
will give due consideration to the employee’s areas of concern and respond in writing within ten (10) working days to notify the employee and union of any changes requested from the review. 

 

	 	3)	If the employee is still in disagreement, the employee may submit a written statement within ten (10) working days of receiving the Manager’s response. The
Manager’s response and the employee statement shall be attached to the employee’s performance evaluation and placed in the employee’s personnel file. 

  
 - 24 -

	6.5	Family Members 

 It is agreed that
members of the same family may be employed, but one family member may not directly supervise another and may not process, review or audit the work of another, whether in the same or different departments. All employment of relatives must be approved
in advance by the appropriate Division Executive and the Vice President of Human Resources. For the purposes of this Section, family members shall be defined as spouse, brother, sister, father, mother, child, step-father, step-mother,
grandmother, grandfather, grandchild, mother-in-law, father-in-law, step-child, uncle and aunt. The definition also includes all other relatives who live in the same household and persons who live together in non-marital, non-related arrangements.

  

	6.6	Sales and Service Associate Incented Positions 

 A major objective for sales incented positions is to realize new revenue by promoting and selling products and services. As such, sales incented positions within the Sales and Service Associate (SSA)
classification have a monthly performance target (incentive threshold) to meet and are eligible for additional compensation, in accordance with the Sales Incentive Plan, for exceeding sales incentive targets. The following provisions are applicable
to sales incentive-eligible employees. 
  

	A.	Sales Incentive Measurements: Once a sales-incented SSA meets their incentive target for the month, incentive pay of not less than $2.50 will be paid for each sales
point that exceeds the incentive target. Specific performance levels, rates, and products and service targets are available on the Corporate Network. 

  

	B.	Promotional Incentives: From time to time the Company will announce short duration promotional contests designed to drive products, introduce new products or services.
Contests are open to the Work Groups where the contest is announced. A menu of contest prizes agreed to by the Union is available on the Corporate Network. 

 

	C.	Sales Incentive Target: Five (5) days prior to the start of each month employees will be informed of the months’ sales incentive target. Sales Incentive
Targets are measured as follows: 

  

	 	1)	Incentive targets are prorated at month end for training time, FMLA, approved FTO, Personal Holiday, and other non-sales assignments by a lead or manager.

  

	 	2)	Employee orders are a service function and are not incented. 

  

	 	3)	Certain SSAs incentives are based off of company budget numbers and are not prorated. 

 

	 	4)	Incentive targets are measured on one of the following: individual performance, store performance, group performance, or on the company budget.

  

	 	5)	The lowest prorated incentive threshold is twenty percent (20%). 

  

	 	6)	There is no minimum for time in the queue for Call Center SSAs and no minimum days worked for Retail SSAs. Example: If an SSA is in the queue for five percent
(5%) or only one (1) day of the month, their incentive threshold is twenty percent (20%). If the SSA is in the queue for forty percent (40%) of the time or twelve (12) days of the month, their incentive is forty percent (40%).

  
 - 25 -

	D.	Shift bidding will be bid and awarded on a combined seniority and job performance basis approximately every ninety (90) days. Employees will be grouped by
bargaining unit seniority effective the first day of each prospective bid as follows: 

  

	 	•	 	 0 through 24 months of bargaining unit seniority 

  

	 	•	 	 25 months through 48 months of bargaining unit seniority 

 

	 	•	 	 49 months through 120 months of bargaining unit seniority 

 

	 	•	 	 121 months and over of bargaining unit seniority 

  

	 	1)	Within each defined Work Group (Call Center or Retail)/subgroup employees will be ranked by the results of a performance evaluation. Shift bidding will begin with the
employees in the 121 months and over of bargaining unit seniority, then the 49 through 120 months of bargaining unit seniority, then with the 25 though 48 months of bargaining unit seniority, and then the 0 through 24 months of bargaining unit
seniority. The employee with the highest performance ranking based on the combined average score of three (3) monthly performance evaluations within their seniority grouping will be awarded the first choice of shifts/schedules followed by the
second highest performance ranking until all employees have bid. All employees in the 121 and over work group will select their shift/schedules before advancing to the 49 through 120 months work group and so on. 

 

	 	2)	In the ninety (90) days prior to a shift schedule bid there shall be three (3) individual job performance evaluations, one (1) per month, and a minimum
of two (2) job performance evaluations must be completed and reviewed with each employee within that work group/sub group for that ninety (90) day period. 

 

	 	3)	In the case of an employee who is absent from work due to FMLA, Worker’s Compensation, or any approved leave, that period of time away from the job will not be
included as part of the shift bidding process. If this time exceeds forty (40) working days and in the event a minimum of two (2) individual performance evaluations have not been conducted within the ninety (90) days prior to the
shift schedule bid, that employee will be ranked by seniority only (i.e., an employee that is ranked #4 by seniority only would be awarded a shift/schedule in the #4 slot). 

 

	E.	Where call monitoring and coaching are included in the performance matrix for a work group/subgroup each employee must have a minimum of two (2) monitoring
sessions for the month which will be averaged to determine the final score. If this does not occur for all employees within that work group/subgroup, then all employees within that work group/subgroup will receive a one hundred percent
(100%) rating for that job performance category for that month. It is recognized that call monitoring is a subjective process. In the event that the Company and the Union agree that inconsistencies in the evaluations of the call monitoring
sessions are documented and proven, then all employees within that work group/subgroup will receive an one hundred percent (100%) rating for that job performance category for that month, or the following month, depending upon the time frame the
error was detected and recognized. 

  
 - 26 -

	F.	It is recognized that each work group may require a unique matrix of performance measures. These performance measures will be established by the department Manager
prior to utilizing as a tool for shift bidding. 

  

	G.	As business needs change or with processes or system enhancements, the performance sales goals (budget based) and performance standards can be adjusted quarterly by the
department Manager and will be provided to the Union Business Manager or designee. Changes will be made available with at least five (5) business days notice to all affected employees. 

 

	H.	All work groups/subgroups will be appraised of their performance matrix/goals and/or changes with at least five (5) business days notice prior to the affected
month that said goals will be implemented. If performance matrix/goals are not provided at least five (5) business days in advance, that month will not be included as part of the shift bidding process. 

 

	I.	The Company and Union agree to meet to discuss issues which may arise in the application of the above provisions. 

 

	6.7	System Engineers 

 The Company and
the Union agree that all work performed by employees working in System Engineer classifications shall be covered by the terms and conditions of the Agreement except as specifically provided for in this Article. 

The Company and the Union have agreed to contractual provisions that will provide objective guidelines for determining fair and appropriate pay and
benefits that motivate and recognize employee commitment and initiative. Both parties agree that from time to time they may need to meet and confer on application and administration of these provisions and have agreed to use due diligence, including
the concept of interest-based bargaining as a means to resolve disputes. If this fails, the grievance and arbitration procedure defined in Article IV of the Agreement will be utilized for resolution. 

 

	A.	Work Out of Classification 

  

	 	1)	At a minimum when a System Engineer Foreman is away for more than one (1) workday an acting System Engineer Foreman will be assigned and the employee’s pay
will be adjusted to entry for the System Engineer Foreman’s pay range or five percent (5%) above the employee’s regular rate of pay, whichever is greater. 

 

	 	2)	In the event a System Engineer is temporarily assigned to a management position the employee’s pay will be adjusted to entry for the System Engineer Foreman’s
pay range or 5% above the employee’s regular rate of pay, whichever is greater. 

  

	 	3)	On-the-job training is essential to employee development in the System Engineer classification and as such employees may be assigned to perform higher-level work in a
training capacity within the System Engineer classification without pay for out of classification. 

  
 - 27 -

	B.	Workweek, Workday, Schedules 

  

	 	1)	Salaried Employees 

 The
provisions of Article IX shall not apply to salaried employees, System Engineers I, II, and System Engineer Foremen. 
  

	 	a.	Salaried employees are paid a salary to fulfill assigned responsibilities for the Company using flexible starting and quitting times. As such, up to 20% of the System
Engineer workforce may be required to work non-consecutive days; workdays and workweeks can and likely will vary based on Company needs. While the standard workweek is typically forty (40) hours, employees occasionally should expect workdays in
excess of eight (8) hours and workweeks in excess of forty (40) hours. The Company may identify “core business times“ during which employees may be required to be present. It is not intended nor anticipated that employees would
routinely work extended workdays or workweeks. 

  

	 	b.	In the event a salaried employee excessively works extended workdays or workweeks, the Manager or Foreman will review and as appropriate adjust future workload,
schedule, and performance requirements, and/or incentive payments to recognize any additional contributions. 

  

	 	c.	When business needs require work outside an employee’s regular shift it will be scheduled by the Company. Work performed contiguous to the employee’s normal
workday is expected for salaried employees without additional compensation. The Company will spread extended work across all qualified salaried employees. 

  

	 	d.	Salaried employees scheduled by the Company to work beyond the normal workday or work week to cover maintenance window(s) between one shift ending and the next shift
starting will be allowed to leave early or report to work later as workload and performance requirements permit or receive a single fixed payment of $75.00 dollars as approved by the Manager. If maintenance window(s) are scheduled by the Company on
the employee’s regular day off, the employee will receive a single fixed payment of $75.00. 

 The Company
and the Union will review this provision as required to address compensation issues. 
  

	C.	Wage Rates 

  

	 	1)	Salaried Employees—The provisions of Article X and of the Agreement shall not apply to salaried employees, System Engineers I, II, and System Engineer
Foremen. 

  
 - 28 -

 Employees in salaried job classifications shall be paid a salary within the pay range for
their job class. Pay ranges include entry, target, and maximum salaries. Individual employee salaries are established by objectively evaluating the individual’s skills and qualifications relative to the job description, e.g., an employee
meeting the minimum qualifications but holding none of the preferred qualifications would be compensated at or near entry range for the job class. An employee would not normally be paid over target for the range unless the employee consistently
performs above the targets established in the employee’s individual performance objectives. 
  

	 	2)	Salary Range Adjustment—Salaried System Engineer and System Engineer Foreman pay ranges will be adjusted using the same calculation as set forth in Appendix
I of the Agreement. 

  

	 	3)	Pay Incentives—Employees will be eligible for pay adjustments when the employee has achieved performance objectives during the performance period as
follows: 

  

	 	a.	Annual pay adjustments are based on Company and employee performance. Employee performance will be assessed based upon an evaluation of individual employee performance
as documented in the Annual Performance Review for the performance period. Any pay adjustment will be paid within the first month of the second quarter following the performance period so long as the individual is still an ACS salaried employee.

  

	 	b.	Performance-Based Incentive—Performance-based incentive payments are based on individual performance and will be awarded for successful achievement of performance
objectives as defined in the Performance-based Incentive Worksheet for the employee’s anniversary period. Any performance pay will be paid within the first month of the second quarter following the end of the performance period.

  

	 	c.	Performance Period—Effective February 28 2010, the Performance Period is January 1 through December 31 of each year. Performance-based incentives
for 2010 will be prorated for transition to the calendar year performance period. If an employee is not a salaried employee the entire Performance Period the performance objectives will be adjusted and any incentive payments pro-rated.

  

	 	d.	Performance Objectives—The Foreman and Manager will establish performance objectives relevant to the duties and qualifications defined in the System Engineer job
description. These performance objectives shall be measurable targets and goals that are objective, reasonable, and are clearly understood by the employee. 

 

	 	i.	Performance objectives will be documented in the employee’s Annual Performance Review and the Performance-based Incentive Worksheet at the start of the applicable
performance period. 

  
 - 29 -

	 	ii.	The Annual Performance Review process shall serve to review the employee’s performance in the previous year and establish performance objectives for the next year.

  

	D.	Pension Contribution 

 The
Company will make pension contributions for salaried employees of 173.33 hours per month for any month in which the employee receives pay. 
  

	E.	Scheduling of FTO 

Salaried employees are expected to request prior approval for FTO and when required by the Company adjust FTO plans to ensure duties and
performance standards are successfully completed. Management will work cooperatively to reschedule an employee’s vacation plans when required to accommodate individual performance or other operational requirements. 

 

	F.	System Engineer Classification 

 Systems Engineers working side-by-side with Network Technicians shall be paid on an hourly, not salaried, basis and be covered by this Agreement, except as follows: 

 

	 	1)	System Engineer classification will have a separate shift and vacation schedule from the rest of their work group. As skills are cross-trained within work group
classifications, schedules may merge with other Network Technician groups. 

  

	 	2)	Overtime and call-out lists for work groups where a Systems Engineer or a Network Engineer work side-by-side will have work assigned according to the skills required to
complete the work in seniority order. 

  

	6.8	Work Out of Classification  

 The
Company may assign employees to perform work out of their regular classifications. 
  

	A.	An employee who is assigned to perform the work of a higher rated classification or level shall be paid the wage rate of the next highest step in the classification and
level to which assigned, for all time worked at the higher rate computed to the nearest quarter hour. 

  

	B.	An employee who is working in a higher rated classification shall be granted a step increase after working the required hours set forth in Appendix I. If the employee
is subsequently awarded a position in that classification, credit toward step increases shall be given for the total hours worked in the classification. 

  

	C.	Assignment of an employee to a higher rated classification or level without an increase in pay shall be limited to bona fide training situations.

  

	D.	An employee will receive acting pay for wages only. Pension contribution will not be changed. 

 

	E.	In order to meet the needs of service, it is agreed and understood that, in the absence of an employee’s regular Foreman, an employee will be designated by the
Company to perform all duties and will be paid the wage as appropriate for hours worked; except as provided in Section 9.4, Alternate Workweek. 

  
 - 30 -

	 	1)	Absence is defined when either the Foreman is: a) on leave; b) in training; c) away from their normal work site(s) for more than two (2) hours.

  

	 	2)	Acting Lead/Foremen must meet the minimum qualifications of the position, except for any prior leadership or supervisory requirement(s). 

 

	F.	An acting assignment shall be offered to regular employees first. Temporary employees will be considered if all regular employees decline the assignment.

  

	G.	NECA Temporary employees who act in a higher classification shall receive wage rates set forth in the appropriate NECA Inside/Outside Agreement wage rate schedules.

  

	H.	An employee’s current job function may be required to be performed while performing job functions of a higher represented classification, e.g., special projects or
unusual work assignments. 

  

	I.	By mutual agreement, the parties recognize that there are legitimate business reasons for long term acting assignments that do not circumvent job bidding and posting.
The parties also recognize long term acting assignments, if excessive can eventually circumvent job bidding and posting. For this reason, long term acting assignments will be limited to ninety (90) calendar days, and after ninety (90) days
the position will be posted and filled. 

  

	J.	Regular employees temporarily assigned to management positions shall have their hourly wage rate increased by no less than one dollar ($1.00) per hour for hours worked
in such position. 

  

	K.	An employee who is assigned to work out of classification in a lower rated classification shall be paid at the employee’s current wage rate.

  

	L.	Employees may be assigned to temporary jobs in any classification or for cross training provided the employee signifies an interest 

 

	M.	This Section is not to be utilized for the purpose of moving non-journeyman to journeyman positions. 

 

	N.	A differential of two dollars ($2.00) per hour will be paid to Business Support Specialists II for time spent reconciling and closing work orders. The differential will
be paid on an hourly basis. When more than six (6) hours a day are dedicated to such activities then the premium rate will be paid for the full day. 

  

	O.	Employees may be assigned “incidental” tasks outside their normal duties or classification, so long as these tasks are related to their assigned project and
are within the employee’s abilities. The performance of such incidental tasks does not constitute work out of classification. 

  
 - 31 -

	P.	Foreman may reassign Journeyman to other Work Groups for a period up to six (6) consecutive months per employee. Thereafter, the position shall be bid. The terms
of this Section shall not be used to circumvent the hiring process. 

  

	Q.	No employee will be disciplined for performance deficiencies without being properly trained. 

 

	6.9	No Layoff Clause 

 There shall be
no layoff during the term of this Agreement of IBEW represented ACS employees in employment on or before March 6, 2005, without the concurrence of the Union. 
 It is understood however, that a Company employee who declines a transfer opportunity per Section 6.10, shall waive the no layoff protection. 

 

	6.10	Layoff Procedure 

 In the event
certain bargaining unit positions are targeted for transfer or layoff, the parties will attempt to reassign employees to other job classifications prior to utilizing the layoff and recall procedure. 

 

	A.	These reassignments will be through the Classification Committee and may be outside the employees’ normal duties, provided they meet the minimum qualifications of
the new assignment. Such reassignments will be offered by seniority within affected classifications. Reassigned employees not electing to accept reassignment may pursue participation in the job-share program. Layoff of employees not reassigned nor
participating in job-share shall be in accordance with the provisions of this Article. 

  

	B.	Seniority shall be used to determine the order of layoffs. The least senior employee in a position targeted for layoff shall be the first to be laid off.

  

	C.	The Company will give two (2) weeks written notice of layoff and provide a layoff allowance as follows: 

 

			
	 Months of Continuous Service
	  	Layoff Allowance
		
	 Less than 6 months
	  	0 Hours
		
	 6 months but less than 25 months
	  	80 Hours
		
	 25 months but less than 37 months
	  	100 Hours
		
	 37 months but less than 60 months
	  	120 Hours
		
	 60 months or over
	  	160 Hours

  

	D.	The employee to be affected may, at the employee’s own discretion, replace another employee with less seniority in the same or lower classification within the
Company, provided that the employee meets the minimum qualifications for that position. 

  
 - 32 -

	E.	The Classification Committee shall determine the qualifications of employees. In the event the Classification Committee is unable to reach a decision within three
(3) working days, an impartial tiebreaker will be selected by the appropriate Division Vice President and the Union Business Manager or designees to make the final decision as to an employee’s qualifications. 

 

	F.	The employee may seek job-share in lieu of a layoff as provided in Section 5.10 of this Agreement. However, if no job-share opportunity can be identified within
the notice period given to the employee the employee shall be subject to layoff as scheduled. 

  

	G.	A laid-off employee shall have recall rights for two (2) years after layoff. The Union will be advised of the recall and will have three (3) business days to
send notification of recall to the employee. If the employee does not return within fourteen (14) calendar days of when notification was sent, or make alternative arrangements satisfactory to the Company, the Company will have fulfilled its
obligations to the employee in regards to recall from layoff. 

  

	H.	A recalled employee maintains his service and seniority date, as well as rate of pay. 

 

	6.11	Exit Incentive Program 

 An exit
incentive program may be offered to bargaining unit employees prior to utilizing the layoff procedure, as outlined in Section 6.10. 
  

	A.	An exit incentive program may be offered to selected areas, work groups and/or selected classifications of the workforce as the Company deems appropriate as a means to
assist in regulating the size of the work force in such areas and to assist employees in the transition. The exit incentive program shall: 

  

	 	1)	equal payment to the employee in an amount of two (2) weeks wages multiplied by the number of years of service that the employee has with the Company, or

  

	 	2)	other exit incentive programs mutually agreed to by the parties. 

  

	B.	Employees participating in the exit incentive program may either accept payment in a one-time sum or as bi-weekly payments for the amount of time that equates to the
cash-out dollar amount. Employees selecting the biweekly pay-out will not accrue service time nor be eligible for benefits or leave accrual during this period. None of these options shall increase the Company’s expense beyond that of the offer
in the previous paragraph. 

  

	6.12	Moving Expenses 

  

	A.	Employees transferred at the employee’s own request shall be responsible for any moving expenses. 

 

	B.	Regular employees transferred at the direction of the Company shall have reasonable family transportation and moving expenses paid by the Company, and will be allowed
one (1) paid day of absence plus any additional time consumed in travel. 

  
 - 33 -

 This is not to be interpreted as guaranteeing the employee a gross cash payment in the fair
market value of assistance described herein. In other words, if an employee does not require assistance with a specific provision of this Article, the Company is not bound to pay the employee cash in lieu of using the particular relocation
assistance. 
  

	 	1)	Relocation Provisions. All employees who receive relocation assistance from the Company are required to sign a Relocation Expenses Agreement in which the
employee agrees to reimburse the Company if the employee voluntarily resigns before completing twelve (12) consecutive months at the new work location. The amount the employee is required to repay will be reduced by one-twelfth (1/12) of
the whole for each full month the employee works at the new location. 

 The Relocation Administrator is
responsible for assisting the employee in relocation matters and must approve all relocation arrangements in advance. Failure to do so may result in the employee bearing the unapproved expense. 

 

	 	a.	Reasonable family transportation expenses are defined as relocation travel expenses for employee, spouse, and legal dependents, not to exceed the cost of one-way
coach air fare, as determined by the Relocation Coordinator. 

  

	 	b.	Reasonable family moving expenses are defined as transportation of one automobile not to exceed $1,500 and transportation of household goods and personal effects
up to a maximum of 15,000 pounds. 

  

	 	•	 	 Insurance will be as authorized per the specific contract between ACS and the carrier. 

 

	 	•	 	 Temporary storage at the point of pick-up or delivery until the employee occupies permanent residence, up to a maximum of thirty (30) days.
Charges in excess of thirty (30) days will be borne by employee. 

  

	 	•	 	 Delivery charges from storage will be paid by the company. 

 

	 	•	 	 Items not covered: planes, boats, trains, trailers, campers, motor homes, large home workshops, lawn or garden tractors, firewood, large radio/TV
antennas, extensive laboratory equipment, hazardous materials, bricks, lumber, or other items requiring special handling charges. 

  

	 	c.	One (1) paid day of absence plus any additional time consumed in travel. One (1) paid day of absence is defined as eight (8) hours paid at
straight time. This is intended to be used for taking care of matters associated with the move, at either end. It is not required to be used in one (1) eight (8) hour block. It will not exceed eight (8) hours regardless of shift or
alternate work schedule assigned. 

  
 - 34 -

 Additional time consumed in travel is defined as the actual time, during normal
working hours, that the employee is engaged in the ultimate transit from the former location to the new location. In most cases, because the move will be made by air, this time will not exceed one (1) shift. Employees who elect to drive will be
allowed a reasonable time for the trip. While travel time outside normal work hours or days is not compensable, the Company will not compel members to travel during this time merely to save labor expenses. 

 

	 	d.	In addition to “all reasonable family transportation and moving expenses” required by the CBA, ACS will pay for either one (1) house hunting trip or
temporary living assistance as defined below: 

  

	 	•	 	 House Hunting: The Company will provide one (1) house hunting trip for the employee and one (1) dependent, up to five (5) days,
consisting of airfare or mileage at the current IRS reimbursement rate, Company arranged lodging, meal per diem at $50 per employee, $35 per adult dependent, or $15 per child under age 13. Rental car expenses will also be covered; or

  

	 	•	 	 Temporary Living Assistance: The Company will provide temporary living assistance at the new location for the employee up to thirty
(30) days. Temporary living assistance at the new or old location is also available for dependents, up to fourteen (14) days. Meal per diem at $28 per employee and adult dependent and $15 per child under age 13.

  

	 	e.	The provisions of this Article apply to relocations in which the employee’s primary work location is moved by more than fifty (50) road miles by the most
efficient route. 

  

	C.	A regular employee that has moved to another work location because the employee’s job will be eliminated or because the employee has been displaced by an employee
with greater seniority will have moving expenses paid by the Company, but not to exceed $1,000. 

  

	6.13	Use of Company’s Time, Equipment or Material  

 Employees shall not use the Company’s time, equipment, or material for other purposes than those authorized, nor shall they be careless or abusive of the Company’s material and equipment.

  

	6.14	Appropriate Dress and Language Code  

 The Company and the Union agree to a dress code which will encourage neat and professional appearing employees whenever possible, and to promote the use of verbal language which is appropriate and
acceptable. Employees are expected to treat all persons with respect, and to recognize and value cultural diversity. 

  
 - 35 -

 Dress code will vary as required to meet the particular work situation of the employee. Guidelines may be
established that reflect the requirements of the department and/or employee work situation. General clothing guidelines for all employees shall: 
  

	 	1)	Be appropriate to the job being performed; 

  

	 	2)	Not present a safety hazard or a risk to the performance of the employee; 

  

	 	3)	Not be distracting to customers or fellow employees, and; 

  

	 	4)	Whenever possible, clothing should be reflective of the professional nature of the Company’s business. 

 

	6.15	Compliance with Company Work Rules  

Any employee of the Company failing to comply with the written rules, Company policies, department regulations, safety practices, and other necessary
regulations in effect, shall be subject to disciplinary action. All such rules and regulations governing working rules in effect shall be explained to the employee, current and available for the guidance of all concerned. 

 

	6.16	Statutory Permits, Certificates and Licenses  

 For any permits, licenses or safety certificates required by a statute or an employee job description, the Company shall be responsible to provide training and fees associated with keeping the permit,
license or safety certificate current. A typical example is the Commercial Driver’s License, but not the standard Driver’s License. 
  

	6.17	Drug and Alcohol Testing and Reporting  

 The Company is committed to providing a drug and alcohol free work environment for all employees and ensuring compliance with applicable State and Federal drug and alcohol testing and reporting laws and
regulations. In accordance with this commitment the Company: 
  

	A.	Conducts drug and alcohol testing to include, but not limited to: post-accident; reasonable suspicion; follow-up; and random for employees covered under the Federal
Department of Transportation. 

  

	B.	The Company and the IBEW have mutually agreed to Drug and Alcohol Testing and Reporting Policies & Procedures (Policies) dated November 16, 2008, or as
amended per this Section. The Policies are on file with the Company and the Union. 

  

	C.	Changes or modifications to the Policies that affect terms and conditions of represented employees will be negotiated by the parties and subject to the grievance and
arbitration process. 

  

	D.	Changes or modifications to the policies that do not affect the terms and conditions of represented employees, such as a change of the collection vendor, will be
provided to the Union in writing prior to the change date. 

  

	E.	The Company will inform the Union of any changes in the Policies required under State or Federal law or regulation. The Company will make every effort to provide thirty
(30) days written notice of the change prior to implementation. 

  
 - 36 -

	F.	An employee who is found to have violated the Policies will be subject to discipline, up to and including dismissal. 

 

	6.18	Classification Families 

 The
intent in grouping jobs into classification families (Families) includes promotion of employee growth and job satisfaction. Classification titles have been modernized to be more relevant to the market/industry. To the extent possible, related jobs
have been grouped together in an effort to provide employees greater choice in pursuing career path opportunities. However, family groupings do not limit career path opportunities; employees may bid jobs in any Family. 

Employees will not be required to perform the work of other classifications within their Family, nor will they be required to perform the work of a
specialty within their classification, except in accordance with Section 6.8, Work Out of Classification. For example, an employee in the Payroll specialty will not be assigned to perform the work of the Collections specialty; and employees in
the I&R specialty will not be required to perform the work in the Splicing specialty. Time spent working in a higher classification will be paid at the rate of the higher classification, except for bona fide training situations pursuant to
Section 6.8. Employees interested in expanding their skills so they can perform in other classifications will be encouraged to do so. 

The grouping of jobs into classification families does not change any specific classification or specialty within a classification. Any proposed changes
will be subject to the Classification Committee process in accordance with Section 5.7. 

  
 - 37 -

 ARTICLE VII 
 FOREMAN 
  

	7.1	Foreman 

  

	A.	“Foreman” in this Agreement refers to any of the following positions: General Foreman, Foreman, or Lead. A Foreman is a member of the Bargaining Unit who may
direct the work and supervise other employees as assigned. Foremen perform the work of their classification, but only to the extent that such work does not interfere with safety or assigned supervisory duties. Any job classification may report to a
Foreman. 

  

	B.	The Foreman shall give instructions to the workforce. Foremen shall be assigned supervisory duties as determined by the Company. 

 

	 	1)	Schedule A. The Company may assign a Foreman to direct the work of up to fifteen (15) employees in a single location, or up to twelve (12) employees
Statewide; unless mutually agreed otherwise. The Company will assign a Foreman for work groups of at least eight (8) employees. 

  

	 	2)	Schedule B. The Company may assign a Foreman to direct the work of up to eighteen (18) employees in a single location, or up to fifteen (15) employees
Statewide; unless mutually agreed otherwise. The Company will assign a Foreman for work groups of at least twelve (12) employees. 

  

	 	3)	If a work group is created that combines a Schedule A employee(s) with employees in Schedule B, this work group will have Foremen to employee ratios consistent with 7.1
(B) 1 above. 

  

	 	4)	The Company will provide the Union with not less than sixty (60) days notice of a decision to consolidate work groups reporting to a Foreman. Work group
consolidation is intended to increase the span of control of a Foreman, not to diminish the Foreman role or to circumvent the Agreement. If a Foreman will be displaced, the remaining position(s) will be posted for bid only for the incumbents
affected by the consolidation. In these situations only, a bid committee consisting of one (1) union representative and one (1) management representative will award the position. Incumbents displaced will have their Foreman wages
grandfathered, and shall receive all applicable wage increases. This grandfathered wage rate will remain in effect through 11:59 pm on December 31, 2012, and thereafter shall be frozen until the negotiated rate meets or exceeds their frozen
rate. 

  

	C.	In this Agreement, “General Foremen” refers to both the General Foremen and General Lead positions. The Company may, when and where it deems appropriate,
create a General Foreman position. A General Foreman may be required to supervise the work and manage the performance of other Foremen or Leads. A General Foreman who is performing duties commonly performed by non-represented managers and
supervisors shall be held to the same standards of performance as their non-represented counterparts. 

  
 - 38 -

	1)	As of the Effective Date of this Agreement, compensation for General Foremen positions shall be the hourly rate as identified in Appendix I. 

 

	2)	General Foremen will receive the pension contribution rate of the top classification/level which regularly reports to them. 

 

	3)	General Foremen will be paid 118% of the top paid non-Foreman classification which regularly reports to them (or a salaried equivalent). 

 

	4)	An acting General Foreman shall be paid 118% of the top wage rate of the applicable classification, with applicable overtime pay and premium pay in accordance with the
provisions of this Agreement. 

  

	5)	As the duties of the General Foreman position are primarily management and supervisory in nature, the Union agrees to meet with the Company, upon request, to discuss a
new compensation program for General Foreman comprised of a base salary and incentive pay. Should the parties reach agreement on such a new compensation arrangement, these positions shall no longer be eligible for overtime pay.

  

	6)	There shall not be more than three (3) General Foreman positions Statewide. 

 

	7)	Foreman shall be compensated as follows: 

  

	 	a.	As of February 28, 2010, the wage rates of incumbent Foremen will be grandfathered and they shall receive all applicable wage increases through the term of the
Agreement. This grandfathered wage rate will remain in effect through 11:59 pm on December 31, 2012, and shall thereafter be frozen. 

  

	 	b.	If a Foreman position becomes available and there are qualified Foremen with grandfathered pay (under Section 7.1(b)), the position shall first be posted for bid
among those grandfathered Foremen. A grandfathered Foreman need not bid on a vacant position in order to remain eligible for grandfathering. However, if no grandfathered Foreman bids, management may appoint a qualified, grandfathered Foreman to the
vacancy. If there is more than one qualified, grandfathered Foreman available, the Company will appoint the least senior. If a qualified, grandfathered Foreman is offered and declines such an appointment, the employee shall no longer be eligible for
grandfathered wages. Thereafter, the employee shall be paid at the negotiated rate for the employee’s current classification. 

  

	 	c.	Wage rates for new hires or any employee who voluntarily bids into a Foremen position (except under Section 7.1 (C) 7.b above) will be set as follows:

  

	 	i.	Foremen will be paid at an hourly rate equivalent to 112.5% of the top paid classification/level which regularly reports to them. 

 

	 	ii.	Foremen who supervise salaried employees will be paid at an hourly rate equivalent to 112.5% of the target salary for the top classification/level which regularly
reports to them. 

  
 - 39 -

	 	iii.	Foremen will receive the pension contribution rate of the top classification/level which regularly reports to them. 

 

	D.	Nothing in this Agreement shall be used to remove a Foreman from the Bargaining Unit. 

 

	7.2	Line Foreman  

 When two
(2) to four (4) employees compose a Line Crew, one (1) qualified Field Technician shall be the Foreman. When working conditions require, a Line Crew may be increased up to six (6) qualified employees without requiring an
additional Foreman. No Line Crew Foreman shall at the same time perform work or supervise work on more than one (1) Line Crew. 
  

	7.3	Project Foreman 

 The Company may
assign a Project Foreman to manage the work associated with a specific project for up to three (3) consecutive months. With Union concurrence, the assignment may be extended. A Project Foreman shall work under the guidance of a regular Foreman,
General Foreman or non-represented Manager or Supervisor, and shall be assigned to organize and direct the work and requirements associated with the project. A Project Foreman will not have disciplinary authority for the project team. Project
Foremen shall be compensated at 108% of the top step of the base rate of pay. 

  
 - 40 -

 ARTICLE VIII 
 SAFETY 
  

	8.1	Safety 

 The Company, Union and
employees have a common interest in ensuring work is performed in a safe manner. The Company and the Union will cooperate in designing and carrying out a safety program for all employees. It is recognized that the Company has the exclusive
responsibility to provide a safe and healthful workplace and conditions of employment. 
  

	8.2	Safety Standards 

 All work shall
be executed in a safe and proper manner. 
  

	A.	The United States Government Publications, “Electrical Safety Code” and “Safety Rules for the Installation and Maintenance of Electrical Supply and
Communication Lines,” the “National Electric Code,” and the “Alaska State Safety Code” and any other applicable safety codes which have been adopted by the State of Alaska will serve as minimum standards to be met in the
assignment and performance of work by employees. 

  

	B.	Employees watching wire reels or constructing poles leads where conductors are pulled in or where they may come in contact with any other conductors carrying four
hundred forty (440) volts or greater shall be journeyman work with the assistance and under the supervision of a foreman. There shall be a grounded metal sheave block between the reel and the first line support. 

 

	8.3	Safety Devices 

 The Company shall
furnish such safety devices and first aid kits as may be needed for the safe and proper emergency medical treatment of the employees. Hard hats and liners, gloves, rubber coats and boots and all other necessary equipment for the protection of
employees working on life threatening equipment are to be furnished by the Company and shall be used by the employees at all appropriate times. 
  

	8.4	Manhole Safety 

 When any work is
being done in a manhole, there shall be an employee stationed at the street level as a safety measure when working conditions warrant. 
  

	8.5	Safety/Training Meetings 

 The
Company will provide ongoing regular safety education to all employees. All employees will receive up to one (1) hour per month of safety training above and beyond any safety training required by law. It is understood that there are greater
safety risks inherent in the performance of work by employees in certain classifications. Employees working in such classifications will receive additional safety training. This additional safety training will be delivered, i.e., at safety meetings
and other venues. 
 The foreman or designee is responsible for delivery of the safety training and employees will record safety training time
on their time card. 

  
 - 41 -

	8.6	Safety Committee 

 A Safety
Committee composed of four (4) management and four (4) Union representatives (one (1) management and one (1) Union from each of the four (4) Districts) may inspect all tools and equipment, review safety programs and safety
training, investigate accidents, and have the right to recommend corrective measures regarding unsafe equipment practices or acts. The four (4) Union representatives will be appointed by the Chief Shop Steward or Business Representative.

  

	8.7	Safety Responsibilities 

 It shall
not be a violation of this Agreement for a bargaining unit employee to refuse to work under unsafe circumstances which could pose an immediate threat of serious personal bodily injury or the threat of significant property damage. Any employee
believing that such a situation exists shall immediately notify the appropriate foreman. 
  

	8.8	Climbing Safety During Long Periods of Extreme Cold  

 During extreme cold (i.e. 25° below zero chill factor) an extra employee qualified to climb may be assigned to accompany the employee who has been assigned to climb. During this time period, employees
shall be allowed to schedule one-half (1/2) hour lunches. 
  

	8.9	Employee Safety Performance Targets and Measures  

 The Company and Union agree the safety and health of ACS employees and the communities in which they work and the protection of Company assets is of paramount importance. As such, the Company and Union
expect all employees to comply with Company policies; federal, state, and local requirements; and to exercise common sense and good judgment to prevent accidents—vehicle, personal injury, property damage, etc. Should an accident occur, we
expect employees to cooperate with supervisors, risk management personnel, and the Company’s insurance carrier to minimize the impact of accidents to the health of employees, the public and the community and ACS’ financial well-being.

  

	A.	Employee Safety Performance Targets and Measures 

 Meeting these safety and risk management expectations is an essential job function for every ACS employee. As such, safety will be an important measure of employees’ and supervisors’
performance. The Company will measure results considering the number of preventable accidents, severity of any accidents, and the employee’s compliance with Company policies, procedures and practices, and federal, state, and local statutes and
regulations. Target performance is: 
  

	 	•	 	 Zero preventable accidents (“preventable accident” shall mean any occurrences that result in property damage and/or personal injury,
regardless of who was injured, what property was damaged, to what extent, or where it occurred, in which the employee failed to exercise reasonable precaution to prevent the occurrence); 

 

	 	•	 	 Full cooperation with Company and carrier safety and risk management personnel to minimize the impact to employees’, the community’s, and the
Company’s well-being should an accident occur; and 

  
 - 42 -

	 	•	 	 Full compliance with Company policies, procedures, and practices and government statutes and regulations. This information is available on the
Corporate Website or upon request from Human Resources. 

 The Company’s safety expectations are
documented in policies and procedures, as well as federal, state, and local government regulations. Those in effect are documented below, but as the regulatory environment and the Company’s safety programs evolve, it is understood that
revisions designed to stay abreast of regulatory requirements or those arising from operational need will continue to be encompassed by this contract provision. Should the Company choose to make revisions to its safety policies and procedures that
would have an impact on the terms and conditions of represented employees’ employment, the Company will review those changes with the Union before implementation. 
  

	B.	Guideline Consequences of Employee Failing to Meet Safety Performance Targets 

Failure to achieve target performance may result in disciplinary or other corrective action. The relevant Safety Committee, as defined in
Section 8.6 of the CBA shall analyze each incident and determine whether the accident was preventable, the scope and severity of any safety violations committed by ACS employees, and will make a recommendation for corrective action to prevent
reoccurrences. Company management and the Union will consider relevant factors to determine the appropriate discipline, if any, for each employee involved in the accident, and will follow up to ensure appropriate corrective action is taken to
prevent reoccurrences of like accidents. Factors the Company and Union will assess to determine whether discipline is appropriate and at what level will include: 
  

	 	•	 	 Number of years of Company service 

  

	 	•	 	 Number of years without an accident 

  

	 	•	 	 Number of previous accidents 

  

	 	•	 	 Appropriate use of safety equipment 

  

	 	•	 	 Potential liability to the Company 

  

	 	•	 	 Whether cited for a violation of law unless overturned 

 

	 	•	 	 Safe operation of Company vehicles, equipment and machinery 

 

	 	•	 	 Environmental conditions such as weather and road conditions 

 

	 	•	 	 If at fault, degree of fault 

  

	 	•	 	 Extent of injury to employee and/or damage to Company property 

 

	 	•	 	 Extent of injury to others and/or damage to property 

  

	 	•	 	 Driving record 

  

	 	•	 	 Supervisor’s accountability for specialized training, skills and compliance 

  
 - 43 -

 The Company and Union will assess the seriousness and context of each incident to determine
the appropriate action. For example, if an employee’s first incident was a preventable accident that resulted in injury and was the result of an employee’s reckless disregard of Company policy and the law, termination may be appropriate.
Similarly, an employee with an impeccable safety record for five years who has an isolated incident that does not result in injuries or property damage may warrant no discipline. 

 

	8.10	Inclement Weather 

 Regular
employees who report for work on a scheduled work day and who, because of inclement weather or other similar causes are unable to work, shall receive pay for the full day when sent home by the Company. The employee may be assigned first aid, safety
or other instruction duties prior to being released. If it becomes necessary to work during an adverse situation, the foreman will evaluate each situation to ensure the safety of the employee in regards to the work to be performed. 

  
 - 44 -

 ARTICLE IX 
 WORK WEEK AND SCHEDULES 
  

	9.1	Workweek 

 The standard workweek
shall begin Sunday, 12:00 a.m. midnight, and end Saturday, 11:59 pm, the same as a calendar week, and shall consist of five (5) consecutive days of which one (1) day worked may be Saturday or Sunday except as otherwise provided in this
Agreement or mutually agreed by the Company and Union. 
  

	9.2	Workday 

 The standard workday
shall be eight (8) consecutive hours, excluding a lunch break, as scheduled by the Company between the hours of 7:00 a.m. and 9:00 p.m., except as otherwise provided for in this Agreement or mutually agreed between the Company and the
Union. Employees will start and end their shifts at their assigned work location unless in travel status. 
  

	A.	Lunches 

  

	 	1)	Lunches will be paid or unpaid in accordance with the work rules for the employees’ work group and as scheduled by management. 

 

	 	2)	The Employer will schedule lunch periods. Lunches will be unpaid unless an employee cannot leave the work site or workstation. The Company will make every reasonable
effort to accommodate one-half (1/2) or one (1) hour lunches as requested by the employee. 

  

	 	3)	If an employee is unable to leave the work site or workstation they shall be paid for the lunch period and any alarm or work required will be accomplished regardless of
when it occurs during the shift. 

  

	 	4)	Management may schedule staggered lunch hours to meet the needs of service. 

 

	 	5)	Occasional Lunch Changes—At the request of the employee and with prior approval of the Foreman, an employee may request to occasionally take an unpaid lunch
period for as short as thirty (30) minutes or as long as ninety (90) minutes. Additionally, the employee may change the time of day the lunch break is observed; provided such changes do not disrupt the business needs of the Company or
shorten the workday. 

  

	 	6)	Alternative Regular Lunch schedules—With prior approval of the Foreman, an employee may take on a regular basis an unpaid lunch period for as long as ninety
(90) minutes for such things as exercise, school activities, dependent care transportation, etc. Lunch break placement may be at a time other than the midpoint of the employee’s workday; provided such alternative lunch schedule does not
disrupt the business needs of the Company or shorten the workday. 

  
 - 45 -

	9.3	Shifts and Schedules 

 Shifts and
schedules will be bid and awarded on a seniority basis approximately every ninety (90) days. 
  

	A.	The immediate Foreman shall be responsible for scheduling and posting the schedule. 

 

	B.	 Schedules shall be posted at least one (1) week in advance of the workweek. Changes may be made to an employee’s schedule but in no event
will employees be given less than two (2) work days notice excluding weekends preceding the workweek involved. For any changes not in accordance with the foregoing, the affected employee will receive time and one-half (1 1/2X) for hours worked on the first day of the new schedule. 

  

	C.	Foreman shall normally work a five (5) day – eight (8) hour schedule, or such other schedule as best fits the requirements of the work group; however,
alternate schedules may be worked by a Foreman with management approval. 

  

	9.4	Alternate Workweek and Workdays 

The Company may establish the following alternate workweeks and workdays to meet the needs of the business. The Company will post these designated
alternate workweek and workday shifts and schedules in accordance with the procedure set forth in Section 9.3 above. Other alternate workweeks and workdays may be established by mutual agreement during the term of this Agreement as business
needs arise. 
  

	A.	Work Rules for Alternate Workweeks or Workdays 

 The Company and the Union recognize the importance of balancing the Company’s staffing needs with scheduling rules that accommodate employee needs. Accordingly, the following work rules shall apply
to the establishment, implementation and scheduling of all alternate workweek and workdays. 
  

	 	1)	Where it is practical to do so, the Company will seek to fill alternate workweek and workday shifts on a voluntary basis. Unless otherwise specified below, the Company
will first seek volunteers to work these shifts and then will assign the least senior qualified employee(s) if no volunteers are available. 

  

	 	2)	If more than one schedule type is being offered to a work group, the most senior qualified employee to volunteer will be selected to work the schedule in question. If
there are no volunteers, the least senior qualified employee will be required to work the schedule. 

  

	 	3)	No employee will be assigned to work 1) non-consecutive days off or 2) both Saturday of one workweek and Sunday of the following workweek more than twice (2x) a
month without the employee’s consent. If there are no volunteers to cover these schedules for regular non-consecutive days off or weekend work, then shifts with non-consecutive days off or both weekend days will be assigned and rotated among
the least senior employees in the Work Group. 

  
 - 46 -

	 	4)	If the Company elects to place a regular full-time employee on a work schedule with less than forty (40) hours (i.e. a 3-12s schedule or a shortened Sunday in
Retail Sales & Service), the employee will be paid at straight time for the non-worked hours necessary to bring the employee’s standard schedule up to forty (40). 

 

	 	5)	Foremen may work a non 5-8s work schedule with prior management approval. If a Foreman is approved for such a schedule, supervisory coverage for that Foreman’s
work group may be provided by another Foreman in the same or higher classification family. 

  

	 	6)	Employees on any of these work schedules may work without a Foreman for up to two (2) hours daily. 

 

	 	7)	The use of 3-12s and 4-10s over consecutive weekend days will be limited to those Work groups which are routinely staffed seven (7) days a week (e.g. Retail Sales
and Service, Technical Support, Computer Operators, NOC/Tier II). 

  

	B.	Subject to adjustment in accordance with the work rules set forth in A above, the following Alternate Workweeks and Workdays have been established.

  

	 	1)	Four (4) Day—Ten (10) Hour Workweek (4-10s) 

  

	 	a.	The 4-10s work schedule will be worked on any four (4) consecutive days with three (3) consecutive days off. 

 

	 	b.	4-10s work schedules are paid at straight time. 

  

	 	2)	Nine (9) day – eighty (80) hour schedule (9-80s)—A 9-80s schedule is defined as an alternating, two (2) week schedule in which:

  

	 	a.	One week consists of any five (5) consecutive nine (9) hour workdays, with two (2) days off (Week A). 

 

	 	b.	The other week consists of any four (4) consecutive days; three (3) of which are nine (9) hour workdays and one (1) workday which is an eight
(8) hour day, with three (3) days off (Week B). 

  

	 	c.	9-80s work schedules are paid at straight time. 

  

	 	3)	Three (3) Day – Twelve (12) Hour Workweek (3-12s) 

  

	 	a.	The 3-12s work schedule will be worked on any three (3) consecutive days, with four (4) consecutive days off. 

 

	 	b.	3-12s work schedules are paid at straight time. 

  

	 	4)	Seven (7) Day – Twelve (12) Hour Workweek (7-12s) 

  

	 	a.	7-12s are voluntary, except when used to cover work performed in remote communities. 

 

	 	b.	On Week A of a 7-12s work schedule an employee works seven (7) twelve (12) hour days. On Week B of a 7-12s work schedule an employee has seven
(7) scheduled days off. 

  
 - 47 -

	 	c.	 7-12s work schedules are paid at eighty (80) hours of straight time and four (4) hours of time and one half (1  1/2 X) per pay period. 

  

	 	d.	7-12s shift must be worked for an entire pay period. 

  

	 	5)	Alternate Five (5) Day – Eight (8) Hour Workweek (5-8s) 

 

	 	a.	Up to 10% of the workforce in Retail Sales & Service, Consumer Sales & Service and Support Services may be scheduled with non-consecutive days off so
long as one of the days off is Saturday or Sunday. The requirement that one of the days off be Saturday or Sunday may be waved on a voluntary basis. 

  

	 	6)	Floater Position: 

Floater positions are not a shift, but are rather a bid position where an employee can be assigned schedule changes without the penalties
defined in CBA 9.3 (C), and will receive a pay premium of five percent (5%) for all hours worked. 
 The Company may
establish floater positions by classification and for any of the available workweeks between the hours of 7:00 a.m. and 9:00 p.m. Positions shall be posted for bid identifying the floater requirements of the position. Start times may be changed if
notice is provided before the end of the shift on the preceding day. 
  

	9.5	Five (5) day – Ten (10) Hour Workweek (5-10s) 

 Where the 5-10s work day schedule is established, the following rules will apply: 
  

	A.	The 5-10s work schedule will be worked on a voluntary basis on any five (5) days during the work week. 

 

	B.	 Employees working this schedule will be paid straight time for the first eight (8) hours worked or paid, and time and one-half (1 1/2 x) for the last two (2) hours worked of each day. 

  

	C.	 Any employee volunteering to work the 5-10s schedule but unable to work all five days may, with Foreman approval, work as many ten-hour days as
available. For time worked on this schedule, the employee will be paid at time and one-half (1 1/2 X) for time worked as follows: (a) the 9th and 10th hours worked in any day, and (b) all hours after forty (40) straight time hours worked, up to and including
the 50th hour. 

 

	D.	No meal allowance will be paid for OT worked under this temporary schedule. 

 

	E.	All 5-10s workdays shall be scheduled to include the employee’s normal workday hours unless modified by mutual agreement. 

 

	9.6	Shift Differential 

  

	A.	 All employees working a regular eight (8) hour shift which has a starting time outside of the hours 7:00 a.m. to 12:00 p.m. shall receive a shift
differential equal to ten percent (10%) of their regular hourly rate of pay for hours worked on the evening shift (start time up to 12:00 a.m.) and fifteen percent (15%) of the employee’s regularly hourly rate of pay for hours worked
on the night shift (start time of 12:00 a.m. or later). (Employees working until 9:00 p.m. may elect to take a  1/2 hour lunch and start the shift at 12:30 p.m. and shall not receive the shift differential).

  
 - 48 -

	B.	For employees working alternate shifts, when the majority of the hours of a shift are within four p.m. (4:00 p.m.) and twelve a.m. (12:00 a.m.), all hours worked shall
be compensated at the regular rate of pay plus ten percent (10%) shift differential. When the majority of the hours of a shift are within twelve a.m. (12:00 a.m.) and eight a.m. (8:00 a.m.), all hours worked shall be compensated at the regular
rate plus fifteen percent (15%) shift differential. 

  

	9.7	Flex-Time 

 Flex-time may be worked
with the mutual consent of the Company and the Union. This Section shall not be utilized to shorten the normal workday. 
  

	9.8	Relief 

 All employees shall have
at least eight (8) hours relief between shifts. 
  

	9.9	Eight-Hour Break 

 An employee who
has been on duty for four (4) or more hours outside of the employee’s regularly scheduled shift, shall not report to work the following regularly scheduled shift until the employee has had a minimum of eight (8) consecutive hours
relief. 
  

	A.	Any part of the employee’s relief period which falls within the affected employee’s regularly scheduled shift shall be compensated at the applicable straight
time rate of pay. If employees do not report for work following such eight (8) hours of relief, they will not be entitled to straight-time pay for those hours of their regularly scheduled shift which were included in their eight (8) hours
of relief. 

  

	B.	When required to work by the Company with less than eight (8) consecutive hours relief, the employee will receive two (2) times the applicable straight time
rate for all hours worked until eight (8) hours of continuous relief is received. 

  

	C.	Employees shall have the option to use FTO in lieu of returning to work to complete the regularly scheduled shift. 

 

	9.10	Rest Periods 

 The Company
recognizes two (2) rest periods of fifteen (15) minutes duration including travel time, one in the first half of a shift and one in the second half of the shift. 

 

	9.11	Time Changes 

 When a change is
made to Daylight Savings Time, employees will not receive less time than their normal shift because of the night tour being reduced by one (1) hour; the Company may, however, require the employee to work a full eight (8) hour shift. It is
also understood that when a change is made back to Standard Time, those employees required to work beyond their regular shift will be paid the OT rate. 
  

	9.12	Meal Allowances 

 The Company will
pay employees a sixteen dollar ($16.00) meal allowance and provide the time necessary to consume the meal (up to one half (1/2) hour paid at the straight time rate). Employees will be entitled to a meal at intervals of four (4) hours under
the conditions described 

  
 - 49 -

 
in A and B below, for as long as the employee is required to work. If an employee is required to return to work during a meal break, except for employees in work areas already provided paid time
to eat their meal, an additional half hour at the straight time rate may be taken as warranted by the work conditions (i.e. a repair crew working outside in adverse weather conditions). 

 

	A.	Contiguous to the Shift—When employees are required to work more than two (2) full hours after their regular quitting time or four (4) or more
full hours prior to but contiguous with the start of their shift and there is no break in the continuity of work, the Company shall provide a meal allowance. 

 

	B.	Call-Out—When an employee is called out to work four (4) hours outside of their regular shift, the Company shall provide a meal allowance.

  

	C.	Where individual employees are assigned a Company vehicle, Company vehicles should be returned to their assigned location prior to the taking of a meal; however, if the
work or job is to continue, the vehicle may be used during the meal period. 

  

	D.	OT assignments on an employee’s first scheduled day off are not eligible for a meal allowance for the first eight (8) work hours, provided the employee was
given twenty-four (24) hours notice prior to the beginning of the assignment. 

  

	E.	When an employee is scheduled to work back to back shifts, two (2) meal allowances shall be paid and the employee shall be entitled to leave the work area for a
half (1/2)-hour paid meal break at approximately the mid-point of the second eight (8) hour shift, as part of the second eight (8) hour shift. There shall be no additional time paid to consume the meals. 

 

	F.	There shall be no pyramiding of meal allowances or additional time to eat the meal when working a shift that includes the time necessary to eat.

  

	G.	Employees who are working within their normal service area shall not be eligible for Meal Allowance pay during that time. Regular service area shall be defined as the
geographic area to which an employee’s assigned crew is regularly responsible. The terminus of the employee’s trip must also be close enough in distance to their start point that the employee can make the trip to and from the service area
within one (1) scheduled eight (8) hour work day. 

  
 - 50 -

 ARTICLE X 
 WAGE RATES AND PREMIUM PAY 
  

	10.1	Wage Rates 

 Wage rates shall be as
set forth in Appendix I of this Agreement. 
  

	10.2	Overtime (OT) and Premium Pay 

  

	A.	 Overtime (“OT”)—Time worked in excess of the daily shift period of eight (8) hours and/or in excess of the normal workweek
of forty (40) hours. OT shall be compensated at one and one-half (1 1/2 x) times the applicable straight time rate of pay, computed to the nearest quarter (1/4) hour; provided, however,
that OT shall be compensated at two (2) times the straight time rate for any hours worked consecutively beyond ten (10) in a day, or fifty (50) in a week. 

 

	B.	 Seventh (7th) Consecutive Day Worked OT—Time on the seventh consecutive day worked shall be paid at two (2) times the straight-time rate
except as is provided in other articles of this Agreement. Thereafter, shift differential will not double for purposes of this Section. 

  

	C.	 Premium Pay for Work performed on a Holiday—Any work performed on a holiday shall be paid at time and one half (1 1/2X) for each hour worked plus straight time pay for the Holiday, except as provided for in Section 12.1A (4) and for hours worked beyond ten (10) consecutive hours on the Holiday or
fifty (50) hours in the week; which will be compensated at the rate per Section 10.2 A. 

  

	10.3	Call-Out Pay 

 Employees called to
work outside their regular shift shall be paid at two (2) times the straight time hourly rate for actual hours worked with a two (2) hour minimum per call out. Such call-out pay shall commence at the “time of contact” and
continue until the employee leaves the work site or shop. Employees called to perform work which can be done at home shall be paid two (2) times the straight time hourly rate for actual hours worked with a one (1) hour minimum per call
out. 
  

	10.4	Pyramiding Prohibited 

 Payment of
OT at a premium rate shall not be compounded or paid in addition to any other premium rate paid for work incurred during the same work period. Payment of OT will be calculated at the base rate. Shift premium and compounding of OT will not be
included in the calculation. 
  

	10.5	Standby Time 

 The Company may
assign employees within the Network Technician, Field Technician, and Network Engineer Classification Families to standby status as necessary to meet service obligations. Employees in other Classification Families may be assigned to standby status
by mutual agreement. Employees on standby will be responsible for fulfilling service calls. 

  
 - 51 -

 Standby will be scheduled thirty (30) days in advance for a three (3) month period. No employee in
a Work group will be involuntarily scheduled for more than twenty-one (21) days and/or evenings during the three (3) month period. Standby will not be scheduled to conflict with scheduled leave time, i.e., weekend before or after scheduled
leave time, without the consent of the employee. 
 Standby hours shall be compensable and shall be paid as follows: one (1) hour straight
time pay per evening, six (6) hours straight time pay for the weekend consisting from quitting time Friday to starting time on Monday or a total of ten (10) hours of straight time pay for the Standard Work Week plus one (1) additional
straight time hour for each Holiday. Standby hours shall not be considered compensable for the purposes of pension contributions under Section 13.3. 
  

	A.	“Low Person“ on the OT list will be offered standby first and on up the list for each scheduled work week. If there are no volunteers, the employee with the
least OT will be assigned the standby for that work week, however, an employee will not be assigned consecutive weeks of standby or more than one week of standby per month without the consent of the affected employee. 

 

	B.	An employee on standby status is required to respond to a call-out within one hour of receiving the call. Failure to respond to a call-out in a timely manner while on
standby may result in disciplinary action. 

  

	C.	Standby time is not considered OT, but will be used in calculating hours for the OT list. 

 

	D.	The Company agrees to cross-train employees where needed to permit the effective utilization of employees on Standby. 

 

	E.	All Journeymen (to include working foremen) may be scheduled for standby. If an employee on scheduled standby wishes to defer the obligation, it will be the
employee’s responsibility to secure a replacement for coverage. If illness, injury or other emergency prevents the scheduled employee from meeting the obligation for a scheduled standby, then the standby will be offered again from low to high
employee on the OT list. If there are no volunteers, the next lowest employee on the OT list will assume the duty. 

  

	F.	The Company will provide a cellular telephone or pager to the person on standby duty. (The person on standby assumes responsibility if the cellular telephone or pager
is lost, stolen, or damaged due to misuse.) 

  

	10.6	High Time 

 All employees shall be
compensated at the rate of double time (2X) while working on poles or structures of the system, seventy (70) feet or more above the ground or building to which it is attached. This rule shall not apply when employees are working on the
roofs of buildings. 
  

	10.7	Distribution of OT  

  

	A.	It is the responsibility of all Foremen/Leads to keep accurate OT lists. 

  
 - 52 -

	B.	The parties recognize that all employees must work together to ensure the Company’s legitimate OT needs are met. 

 

	C.	The Foreman will provide current OT lists by Work Group to the responsible call-out centers and if requested, the applicable Shop Steward on a bi-weekly basis. The low
OT employee on the applicable OT list shall be on top of each list and the high OT employee on the bottom of the list. Each employee within an OT Work Group will have their Specialty noted on the OT list. 

 

	D.	Unscheduled OT: The low OT employee in the Work Group with the necessary Specialty will be first choice for any unscheduled OT, the second employee the second
choice, etc., until at least five (5) calls to employees have been made for each position required. An employee who expects to be unavailable for an OT call during any two (2) week period may have his/her name removed from the OT list
without penalty. 

  

	 	1.	If no regular or temporary employees are available, the Company may use subcontractor employees (in accordance with Section 1.8) to perform the OT.

  

	E.	 Employee OT Balances: An employee’s OT balance will be increased (“Charged”) for either an acceptance or a missed/refusal of an
OT opportunity, as follows: eight (8) hours of time and one half (1  1/2 X) = twelve (12) hours straight time, four (4) hours of Double (2X) time = eight (8) hours of straight
time, etc. 

  

	F.	Scheduled Overtime: The Notice for scheduled OT will be posted no less than forty eight (48) hours excluding weekends (“Notice”), in advance of
the OT. An employee who refuses will not be Charged the OT opportunity if the employee did not receive adequate Notice. An employee who refuses will be Charged the overtime opportunity if the employee did receive adequate Notice.

  

	G.	OT opportunities will be distributed as evenly as possible by Specialty within a Work Group. 

 

	H.	Temporary employees will be considered only after regular employees in the applicable OT Work Group. 

 

	I.	Unintentional mistakes in the selection of employees shall not be considered a violation of this Agreement. Employees harmed by such mistakes shall be given first
choice for the next OT opportunity. 

  

	J.	New regular employees will be assigned an OT balance equal to the average of all employees by Specialty within their Work Group at the start of their employment.

  

	K.	An employee on approved leave or Worker’s Compensation will not be charged if an OT call is missed or declined. An employee returning after thirty (30) days
on medical leave or Worker’s Compensation will be removed from the OT list and averaged back in upon their return to work. 

  

	L.	Employee OT balances will be reduced to zero (0) effective January 1 each year. 

 

	M.	Employees temporarily re-assigned from their Work Group shall remain on their original OT list and remain eligible for OT in that Work Group. OT accepted or rejected in
the employee’s Work Group shall be charged to their original OT list. 

  

	N.	Foreman/Leads shall function as OT back up in the event no employees are available to work. 

  
 - 53 -

 ARTICLE XI 
 TRAVEL 
  

	11.1	Meals 

  

	A.	Meal Allowances 

  

	 	1)	No Pyramiding: There shall be no pyramiding of meal allowances or additional time to eat the meal. 

 

	 	2)	The OT meal allowance provisions in Section 9.12 of this Agreement shall apply to an employee who is in travel status while on a work assignment, but shall not be
applicable to travel in connection with training. 

  

	 	3)	Travel Meal Allowance: The following meal allowance rates have been established for reimbursement of meal expenses when an employee is away from his/her
normal work site: 

  

									
	 	  	Overnight Rate	 	  	Non-
Overnight Rate*	 
	 Breakfast
	  	$	12.00	  	  	$	14.50	  
	 Lunch
	  	$	14.00	  	  	$	17.50	  
	 Dinner
	  	$	25.00	  	  	$	31.75	  

  

	*	Non-overnight rate applies if meal allowance qualifies as taxable income. 

 

	B.	Reimbursement of Actual Expenses 

  

	 	1)	Meal Expenses: The meal allowances set forth above are provided to cover all meal expenses. However, with prior approval from the supervisor, an
employee may receive reimbursement of reasonable actual meal expenses while in travel status in a high cost location. In such cases, reimbursement of actual expenses for meals will generally apply for the duration of the employee’s stay in
that location and must be supported by valid receipts. Reimbursement of reasonable actual meal expenses, supported by valid receipts, may be considered in situations where Company provided board proves inadequate. 

 

	 	2)	Non-Meal Expenses: Valid receipts must support all non-meal expenses. Employees who elect to travel by alternate methods, dates or times shall not be
reimbursed for any additional expenses. 

  

	11.2	Travel for Training 

 These
conditions are for training only and shall not apply to working outside of the Company service area. 
  

	A.	 Pay for Training Travel: Employees will be compensated at the straight time hourly rate for traveling to or from a training location if
said travel occurs outside normally scheduled hours. The driver will be compensated at time and one-half (1  1/2 x) the straight time hourly rate. When the employee is stranded because of unforeseen events, the employee
shall receive pay at the straight time hourly rate, for no more than four (4) hours beyond shift. Lodging and meal allowances as listed in this Agreement shall apply if the employee is stranded overnight. 

  
 - 54 -

	B.	Schedule: Training hours shall supersede the employee’s regular shift and shall become the employee’s reporting and quitting times.

  

	C.	Transportation: The Company shall provide transportation for training. No vehicle allowance will be provided if employee declines Company
transportation. 

  

	D.	Lodging: When lodging is required, the Company shall provide the lodging and the appropriate meal allowance shall apply. 

 

	E.	Holidays: All training performed on a holiday shall be paid at the regular hourly rate of pay for each hour. Employees shall have eight (8) hours
of Flexible Time Off credited to their annual leave bank if the holiday is missed. 

  

	F.	Personal Call: In accordance with Company policy, one call of reasonable length may be made to the employee’s home each night while away on company
business. 

  

	11.3	Travel to Perform Work 

  

	A.	Scheduled Out of Town Travel—Upon providing an employee with advance notice, as required, an employee may be assigned to work in a location other than that
to which they are normally assigned, for no more than two (2) weeks without a trip home. 

  

	 	1)	If it is more cost effective to bring an employee home than would be the cost of room and board for a weekend stay, the Company will make every effort to bring the
employee home on the weekends. 

  

	 	2)	If the employee chooses to stay and the cost of room and board is greater than bringing the employee home, the employee shall be responsible for the additional costs.

  

	B.	 Pay for work performed outside of the employees scheduled shift: One and one-half times (1  1/2 x) the straight time hourly rate shall be paid for travel by air, sea, or standby time related to such travel performed outside the employee’s regular scheduled shift.

  

	C.	Transportation: The employee will utilize Company-provided transportation to and from the location on Company time. The Company shall furnish transportation
from shop to job, job to job, and job to shop. Where reasonably available, transportation shall be by a licensed carrier, certified by an appropriate licensing agency. No employee shall be required to accept transportation with any carrier
if there is a reasonable concern about safety. 

  

	D.	Lodging: When traveling on Company business, employees shall have a choice of staying in Company provided-lodging or receiving a per diem of one hundred
dollars ($100.00) per day in lieu of lodging. 

  
 - 55 -

 An employee who spends the night in a Bush community where commercial lodging is not
available shall receive an additional lodging per diem of fifty dollars ($50) per day. 
  

	E.	Personal Call: In accordance with Company policy, one call of reasonable length may be made to the employee’s home each night while away on company
business. 

  
 - 56 -

 ARTICLE XII 
 HOLIDAYS AND TIME OFF 
  

	12.1	Company Holidays 

  

	A.	The following days shall be recognized Company holidays: 

 New Years Day 
 Memorial Day 

Independence Day 

Labor Day 

Thanksgiving Day 

Day after Thanksgiving 
 Christmas 
  

	 	1)	Regular and probationary employees shall be eligible for Company holidays, provided the employee is in paid status the last scheduled workday preceding the holiday and
the first scheduled work day following the holiday. Company holidays for regular part-time employees will be considered to be six (6) hours. Temporary employees are not eligible for Company holidays. 

 

	 	2)	Company Observed Holidays: For the purposes of this Section, when a holiday falls on Sunday, the following Monday shall be observed as the holiday; and if a holiday
falls on a Saturday, the preceding Friday shall be observed as the Holiday. 

  

	 	a.	If the Company Observed Holiday falls on the employee’s first scheduled day off, the preceding work day shall be recognized as the holiday;

  

	 	b.	If the Company Observed Holiday falls on the employee’s final scheduled day off, the following work day shall be recognized as the holiday;

  

	 	c.	If the Company Observed Holiday falls in between the employee’s first and final scheduled days off, the supervisor may designate either the preceding work day or
first succeeding work day as the holiday. 

  

	 	3)	For employees who are on other than five days, eight hour shifts (5-8s), management may modify the employees’ regular schedules during any work week in which a
Company holiday falls to provide adequate operational coverage and to ensure that employees are able to earn eighty (80) hours of pay during the pay period. However, if the Company does not modify schedules, the employee will receive pay for
the holiday based on straight time pay for the number of hours the employee would regularly be scheduled for on that day (i.e., ten (10) hours for a 4-10s shift, twelve (12) hours for a 3-12s shift). 

 

	 	4)	If employees regularly scheduled to work in retail stores are required to work on the Day after Thanksgiving, eight (8) additional hours or the number of hours the
employee would regularly be scheduled for that day (i.e., ten (10) hours for a 4-10s shift, twelve (12) hours for a 3-12s shift) will be added to their FTO account during that pay period and will receive straight time pay for the hours
worked. 

  
 - 57 -

	 	5)	When the Company is open for business in a work group on the Day after Thanksgiving, the Company will request volunteers by seniority. In the event there are not enough
volunteers to fill these needs, employees normally assigned to work that shift will be assigned to work in reverse order of seniority. 

  

	 	6)	When the Company is open for business in a work group on any other Holiday, the Company will offer the premium pay opportunity via that work group’s overtime list.
In the event there are not enough volunteers to fill these needs, employees normally assigned to work that shift will be assigned to work in reverse order of seniority. 

 

	 	7)	Part-time bush employees who request and are granted permission to work on a Company holiday will be paid at the applicable straight time rate and will also be granted
an additional personal holiday to be used prior to the end of the calendar year. If the Company requires a part-time bush employee to work a Company holiday, the employee shall be paid for the hours worked as provided for in Article X.

  

	B.	Personal Holidays 

  

	 	1)	Regular employees will be credited annually with four (4) personal holidays as follows: two (2) days on January 1 and two (2) on July 1 of each
year. Temporary employees do not receive personal holidays. 

  

	 	2)	Personal holidays for newly hired regular full-time employees shall be credited based on the month of hire, as follows: 

 

					
	 Date of Hire
	  	Number of Days	  	Dates Credited
	 Prior to March 31
	  	4	  	April 1 (2), July 1, October 1
	 Prior to June 30
	  	3	  	July 1 (2), October 1
	 Prior to August 31
	  	2	  	September 1, October 1
	 Prior to September 30
	  	1	  	October 1
	 October 1 or later
	  	0	  	

  

	 	3)	Regular part-time employees are credited with personal holidays on a pro-rated basis, using the number of hours worked in the previous calendar quarter. For example, an
employee with 390 hours in the prior calendar quarter would have worked 75 percent (75%) of a full-time schedule. The employee would therefore receive credit for 75 percent (75%) of a personal holiday (i.e., 6.0 hours) on each date a
personal holiday was credited. 

  

	 	4)	Requests for time off using a personal holiday must be submitted by an employee to the immediate foreman in accordance with Section 12.5. Full-time employees must
take personal holidays in eight (8) hour increments. Full-time and part-time employees will be required to use accrued FTO as necessary to cover their absence from the regularly scheduled shift (e.g., use eight (8) hours of personal
holiday, plus two (2) hours of FTO to cover a 4-10s shift; use eight (8) hours of personal holiday, plus four (4) hours of FTO to cover a 3-12s shift). 

  
 - 58 -

	 	5)	Personal holidays have no cash value and are forfeited if not used by December 31 of the calendar year or before separation from employment.

  

	12.2	Flexible Time Off (FTO) Accrual Rates 

  

	A.	Regular employees shall accrue Flexible Time Off (FTO) at the following rates: 

 

					
	Months of Service	  	Hours per pay period	 
	 0 to 23 months
	  	 	4.62	  
	 24 to 47 months
	  	 	6.15	  
	 48 to 119 months
	  	 	7.69	  
	 120 to 191 months
	  	 	9.23	  
	 192+ months
	  	 	10.77	  

  

	B.	FTO accrual for part-time employees is calculated each pay period based on the hours worked in the payroll period. For example, an employee who worked sixty
(60) hours during a payroll period would receive seventy-five percent (75%) of the applicable accrual rate for that period. 

  

	C.	Accrual rates will change the pay period coincident with or first following attainment of continuous service in accordance with 12.2 (A) above. Leave accrues
during the period of time an employee is on paid leave. 

  

	D.	Additional accrual shall be canceled if the employee fails to return to duty upon completion of the employee’s authorized leave. 

 

	E.	Leave does not accrue during periods of Workers’ Compensation leave or leave without pay. 

 

	12.3	FTO Accrual Limits 

 Accrued and
unused leave may be carried over from one year to the next within the following limitations: 
  

	A.	On December 31 of any year, an employee may not have more than four hundred forty (440) hours of accrued FTO. Any accrued FTO in excess of four hundred forty
(440) hours as of December 31 of any year will be transferred into an employee’s SSP balance. 

  

	B.	No later than two (2) pay periods after the effective date of this Agreement employees with hours in excess of four hundred forty (440) will be cashed out.

  

	C.	Newly hired employees shall accrue FTO but shall not be able to use FTO until successful completion of the six (6) month probation period. Additionally, hours
accrued during the probationary period have no cash value. Upon successful completion of the probation period, FTO accrued shall be available for use and shall have cash value. 

  
 - 59 -

	D.	Scheduled FTO canceled by the Company due to operational requirements will be deferred until the following year if the employee had no reasonable opportunity to
reschedule the leave during the current year. Such deferred FTO will not be counted against the four hundred forty (440) hour maximum accrual limit. 

  

	12.4	Scheduling of FTO 

 FTO shall be
scheduled and approved on a seniority basis, except as provided for in Section 12.5. The Company shall schedule vacations, after consulting with the employees within each work group and taking into consideration seniority. The following
stipulations will govern this process. 
  

	A.	The number of employees permitted to be on FTO at any time shall be twenty percent (20%) for a Work Group. This limit may be waived by the Company.

  

	B.	Annual scheduling shall begin on the first working day in January and shall be completed no later than the last working day of February for seniority to be utilized.
FTO will be scheduled for the twelve (12) months beginning March 1 of the year being scheduled and continue through the last day of February of the following year. 

 

	C.	Semi-annual scheduling of FTO may be implemented by a majority vote of a Work Group prior to the January scheduling period. The first six (6) month period,
January 1 through June 30, scheduling shall begin on November 1 and end no later than December 31; for the second period, July 1 through December 31, scheduling shall begin on May 1 and end no later than
June 30. Employees may elect to schedule FTO which overlaps the last month of one and the first month of another scheduling period. 

  

	D.	All scheduling will be done by Work Group or by Specialty, if there are multiple Specialties within a Work Group, as best meets Business Needs, and shall include all
shifts. 

  

	E.	Employee requests for leave without pay will not be approved in the initial scheduling process, but may be wait listed. 

 

	F.	Employees submit their FTO requests, beginning with the most senior employee and working down to the least senior employee. 

 

	G.	Employees will only be approved for one continuous block of FTO at a time, scheduled in full day increments. 

 

	H.	The most senior employees of the work unit will submit a leave slip to their foreman who will first verify FTO amounts and projections, then communicate approval of the
employee’s request. This process will continue with the next most senior employee until all employees have scheduled FTO, i.e. second choice, third choice, fourth choice, etc. 

 

	I.	Each employee will know in advance what days within the two (2) six (6) month periods or year are available for scheduling. Thereafter, the employee
shall be given until the following scheduled workday to submit their request. 

  

	J.	The foreman will make a master leave schedule which will be available for review by employees of their Work Group. 

  
 - 60 -

	K.	FTO requests shall be approved, wait listed, or denied and communicated to the employee at the time the request is submitted. 

 

	12.5	Incidental Time Off Requests  

Incidental requests for time off shall be approved or disapproved in accordance with this provision. Employees must generally exhaust their FTO bank
before requesting approval for additional time off as leave without pay. 
  

	A.	Short Term FTO Request— An employee shall request approval from the appropriate supervisor in writing or via email at least one (1) business day in
advance when requesting up to sixteen (16) hours of FTO. 

  

	B.	Long Term FTO Request: An employee requesting more than sixteen (16) hours of FTO must provide at least two (2) weeks written notice to their
supervisor. 

  

	C.	Approval Process: The approving supervisor may approve or deny the FTO request based on staffing and business needs. The approving supervisor shall respond to
the requesting employee by phone and with a confirming email prior to the end of the requesting employee’s shift on the day the short term FTO request is made, or within two (2) business days for a long term FTO request. If the
employee’s supervisor is not available the manager may approve or disapprove the request. 

  

	 	1)	If the supervisor or manager does not respond to the employee’s FTO request within the timelines then the FTO request shall be considered denied unless the
employee’s request is approved by a higher level manager. 

  

	 	2)	If the employee cannot be spared from the work group at the time requested, the request shall be granted as soon as the employee can be spared from duty.

  

	D.	Incidental Illness or Medical Appointments—Whenever possible, employees will provide advance notice of not less than forty-eight (48) hours for
scheduled medical appointments. Leave taken for medical appointments or illnesses without advance notice may be excused. The Company may require a doctor’s certification for a period of absence in excess of three (3) days. The expense of
such medical certification will be the responsibility of the employee. 

  

	E.	Emergency Leave: In the case of a death in the immediate family, as defined in Section 12.8, emergency leave for up to thirty (30) calendar days will
be allowed upon request to the appropriate Vice President or designee. The employee may elect to use their FTO, bereavement leave, time off without pay, or a combination of during this leave period. 

 

	F.	Extended Long Term Absence. Regular employees may be granted a long term leave of absence, business requirements permitting, for up to one hundred eighty
(180) calendar days without loss of seniority. Requests for long term leaves of absence shall be submitted in writing to the Division Vice President and the Vice President of Human Resources, or their designees, no later than thirty
(30) days prior to the requested period. Unless precluded by changes in business, the employee will be restored to the employee’s regular job upon conclusion of the long-term leave. 

  
 - 61 -

	12.6	Unscheduled Absence 

 Regular
attendance at work is an essential requirement for all employees and it is the employee’s responsibility to report to work on time. Excessive absenteeism, frequent unexcused absences, reporting to work late, or failing to notify a supervisor of
a late arrival or an unscheduled absence prior to the start of a work shift, are unacceptable, without good cause, and may result in disciplinary action, up to and including dismissal. 

 

	A.	An employee who is unable to report for work must notify the designated foreman of the reason(s) for the absence prior to the start of the scheduled shift as promptly
as the available means of communication permit. 

  

	B.	Supervisors may excuse unscheduled absences arising from reasons beyond an employee’s control provided such absences are infrequent. 

 

	C.	At the Company’s discretion, a doctor’s certification may be required for any absence due to a single illness or injury that exceeds three (3) calendar
days. The expense of such medical certification will be the responsibility of the employee. 

  

	12.7	FMLA Leaves of Absence  

 All
employees will be entitled to Family and Medical Leave (FML) and Military Family Leave (MFL), regardless of the size of the workforce in their geographical location, if they otherwise meet the statutory eligibility requirements (e.g., currently
twelve (12) months of employment and at least 1,250 hours worked during the prior twelve (12) month period). 
 The Company and the
Union incorporated into this agreement by reference the provisions and definitions of the Federal Family and Medical Leave Act (FMLA). (29 CFR Part 825) Provisions of FML and MFL are available on-line on the corporate Policies and Procedures page.

  

	12.8	Bereavement Leave 

 The Company
shall grant a regular employee up to a maximum of four (4) days of paid leave, without the loss of FTO, for a death that occurs in the employee’s immediate family. 
 For the purposes of this Section, immediate family shall be defined as the employee’s spouse or the following relatives of the employee or spouse: 

 

			
	 Child (natural or legally adopted)
	  	Parents or Step-Parents
	 Grandparents
	  	Brothers
	 Grandchildren
	  	Sisters

  

	12.9	Jury Duty  

 Jury duty for regular
or probationary employees shall be treated as administrative leave without loss of leave or pay. 

  
 - 62 -

	A.	Service in court when subpoenaed as a witness on behalf of the Company, or when called as an expert on a matter of Company concern or relating to a Company function,
shall be treated the same as jury duty. 

  

	B.	Fees paid by the court, other than travel or subsistence allowance, shall be deducted from the employee’s pay upon submission of a receipt, which establishes the
court compensation. Receipts are due to payroll, no later than two (2) weeks after receipt of jury pay, except that fees paid for court duty that occurs on the employee’s normal non-workdays may be retained by the employee.

  

	 	1)	Witness service for purposes other than just described shall be covered by FTO. 

 

	C.	Employees, upon receiving written notice of being called for jury duty, will immediately provide their foreman with a copy of such notice. In the event an employee
called for jury duty is excused, the employee shall return to work within a reasonable time. With prior approval of the foreman, employees shall have the option to use annual leave in lieu of returning to work to complete the regularly scheduled
shift. 

  

	D.	Employees who are called for jury duty shall, at the employee’s option, be scheduled on the day shift, Monday through Friday, for the duration of the jury duty
only, and will be returned to their normal shift under the time limitations covered in this Agreement. 

  

	12.10	Military Leave 

 All employees
covered under this Agreement shall be entitled to administrative leave without pay for any active duty in any Armed Forces component (including units of the National Guard and Reserve) under the terms of the 1994 Uniformed Services Employment and
Reemployment Rights Act (USERRA). 
  

	A.	Any eligible employee shall be allowed a maximum of fifteen (15) days per calendar year for military leave with pay. 

 

	B.	Employees are required to present a copy of official orders for active duty as soon as possible to the Company to comply with the law and to allow the Company to
reschedule the work force. 

  

	C.	Employees on military duty assignments will go back to a 5-8s schedule shift to limit the impact on the employee’s eighty (80) hour pay period.

  

	D.	Compensation employees receive from the military (up to the employee’s normal rate of pay) shall be deducted from the employee’s pay upon submission of a
receipt which establishes the appropriate military compensation. Military pay receipts are due to payroll no later than two (2) weeks after receiving military pay. 

 

	12.11	Cash-in of FTO 

 An employee, upon
written request twice (2x) per calendar year, shall be permitted to cash in up to a maximum of forty (40) hours of accrued FTO annually, provided the request is made twenty-one (21) days in advance of the next payroll period.

  

	A.	Hours cashed in shall not be considered compensable hours for the purposes of pension contributions under Section 13.3. 

 

	B.	In the event of a bona fide hardship situation, the twenty-one (21) day notice and cash-in maximum may be waived. 

  
 - 63 -

	C.	If any portion of the annual limit is not cashed in from the prior three (3) years, it may be carried over up to a maximum of one hundred sixty (160) hours of
cashable FTO. 

  

	D.	All accrued FTO will be cashed out upon an employee’s separation of employment. 

 

	12.12	Supplemental Workers Compensation 

An on the job injury covered by Workers’ Compensation shall not cause the employee to lose any accrued FTO. 

 

	A.	In addition to statutorily provided payments, the Company will compensate the employee one hundred percent (100%) of the difference between Workers’
Compensation and the employee’s regular rate of pay until the employee is able to return to duty or medically retired provided however, that such time does not exceed fifty-two (52) weeks. 

 

	B.	Disability income payments received as a result of Company contributions on the employee’s behalf to the Alaska Electrical Health and Welfare Trust will reduce
supplemental workers’ compensation pay provided for in this Section, whether or not the employee applies for the benefits. At no time will total disability benefits delivered be less than or exceed one hundred percent (100%) of the
employee’s pre-disability net regular pay. 

  

	C.	The Supplemental Workers’ Compensation shall cease at the time the employee becomes eligible for benefits under the Company’s long term disability income
insurance plan (LTD). 

  

	D.	For each hour paid under this Section, the Company shall make the appropriate health and welfare contribution; other contributions however, shall not be applicable.

  

	12.13	Supplemental Sick Pay (SSP) 

 A
balance of SSP hours shall be established to provide employees an option to receive full pay during any prolonged non-occupational illness or injury. 
  

	A.	SSP hours may be accumulated by converting excess FTO, as described in Section 12.3, or an employee may also voluntarily convert additional FTO to SSP, in eight
(8) hour increments, at the end of each calendar year. Except as provided in Appendix III, SSP will not be cashed out upon an employee’s termination of employment. 

 

	B.	 An employee who has a SSP balance may draw upon that balance commencing the sixth (6th) consecutive workday of an absence for the same disability. An employee may also commence using SSP for an
extended absence after an intermittent leave of up to forty (40) hours within ten (10) consecutive work days for the same disability. SSP shall be paid at one hundred percent (100%) of the employee’s straight-time hourly base
rate, except for instances when the employee is eligible to receive disability pay from the Health & Welfare Trust. In such cases, the payment shall be adjusted so that the sum of SSP plus disability pay from the Health & Welfare
Trust equals the employee’s base rate. SSP may continue until the employee is no longer disabled, or until the employee becomes eligible to receive benefits under the Company’s LTD Plan, whichever occurs first.

  
 - 64 -

	C.	During the first six (6) months of any absence for which the employee is eligible to receive disability payments from the Health & Welfare Trust, the
Company shall make required pension contributions for each hour of SSP received by the employee. During such period, however, Health & Welfare contributions shall not be applicable. 

 

	12.14	Return to Work 

 An employee
released to return to work after an accident or prolonged medical treatment shall provide the Company with a statement from a licensed medical physician to the effect that the employee is able to resume full duty. If less than full duty can be
resumed, and the cause of his absence was: 
  

	A.	An On-the-Job Injury—The employee will be permitted to return to work, with the Company utilizing the employee’s capabilities in a manner suitable to
the Company. 

  

	B.	An Off-the-Job Injury or Prolonged Illness—The employee will not be permitted to return to work until a reduced duty and reduced temporary wage is agreed
upon by the Division Vice President and the Union Business Manager, or their designated representatives. 

  
 - 65 -

 ARTICLE XIII 
 EMPLOYEE BENEFITS 
  

	13.1	Health & Welfare Plan 

The Company will make monthly contributions to the Alaska Electrical Health & Welfare Trust (“H&W Trust”) on behalf of all regular
employees covered under this Agreement, in accordance with the terms of the Plan. 
  

	A.	Newly hired employees will be enrolled in the Trust Plan of their choice the first day of the month following their first full month of employment.

  

	B.	 The maximum monthly contribution by the Company to the H&W Trust as of the effective date of this Agreement shall be $985.40 per employee.
Thereafter, the annual increase in the maximum monthly Company contribution due to any future increases in H&W Trust costs shall be capped at five percent (5%) for the 1st year of the Agreement, four percent (4%) for the 2nd year of the Agreement, and five percent (5%) for the 3rd year of the Agreement. Any such increase in the Company’s contributions will be effective the first day of the
month in which the H&W Trust increase is implemented. 

  

	C.	If approved by the H&W Trust, a range of Trust Plan options, i.e. 500, 501, 502, etc., may be made available to individual employees within the bargaining unit. If
an employee selects a Trust Plan less expensive than Plan 500, both the Company and the employee will realize the reduced cost, with the company paying 80% and the employee paying 20% of the lower monthly premium. Selection of a more expensive Plan
by an employee will not obligate the Company to pay more than the maximum contribution set forth in paragraph B above. 

  

	D.	The Union agrees to make its best efforts to work with the H&W Trust to establish and offer a range of Trust Plan options including low cost catastrophic medical
coverage plan for employees desiring such a health coverage plan option. 

  

	E.	The Company may offer a Wellness Plan to employees covered under this Agreement, provided that the award of any cash compensation under such Plan requires the mutual
agreement of the Union. 

  

	F.	Effective commencing the first pay period in January 2010, the Company will apply a subsidy in the amount of $10.00 per pay period to reduce the premium co-pay amount
deducted from the paychecks of Schedule B employees. (See Appendix V.) 

  

	G.	The Company and the Union have agreed to establish a pro-rated rate for reimbursement of H&W Health Plan benefit premiums to be used when billing for reimbursement
of Shop Stewards time. 

 The rate is established using the following formula: 

12 x (monthly H&W premium – employee contribution)/2080 = hourly reimbursement rate 

e.g. 12 x ($1232—$246.60) / 2080 hours = $5.69 / hour reimbursement 

  
 - 66 -

 This premium will be charged on regular pay hours only for no more than eight (8) hours
per day or forty (40) hours per week. 
  

	13.2	Survivor Income Benefits 

 The
Company will fund basic life and accidental dismemberment and death insurance benefits. Additionally, employees will be offered the opportunity to purchase voluntary supplemental life insurance and accidental death and dismemberment coverage. These
programs will be provided under the same terms and conditions as it is provided to non-represented employees. 
  

	13.3	Retirement 

 The Company agrees to
contribute to the Alaska Electrical Pension Trust Fund (“AEPTF”) on behalf of regular employees covered under the collective bargaining agreement, in accordance with the terms of the Plan. 

 

	A.	The contribution rate shall be as listed in Appendix I per compensable hour. Contributions will be made on behalf of newly hired employees beginning the first day of
the month following their first full month of employment. 

  

	B.	Any covered employee who is a participant in the AEPTF may elect to reallocate the contributions made by the Employer to the AEPTF according to the rules regarding the
reallocation of contributions from the Defined Benefit Plan to the Defined Contribution Plan as outlined in the Trust Plan documents. If an employee makes application to the Plan Administrator for a reallocation and the application is approved, the
Plan Administrator will notify the Employer of the new allocation of contributions. The Employer agrees to remit future contributions according to such instructions, except when it appears that to do so would bring the individual employee’s
pension benefit requirements below those necessary to fund the employee’s ultimate pension benefits. The allocation will continue in effect until the Plan Administrator notifies the Employer of a subsequent reallocation or until it appears that
the employee’s pension benefit requirements fall below those necessary to fund the employee’s ultimate pension benefits. Nothing in this supplemental agreement will cause the Employer to contribute more or less on behalf of an employee
than the amount specified in the collective bargaining agreement. 

  

	C.	There will be a moratorium on Movement of Monies as defined in Section 13.7, from wages to pension, until December 31, 2012. 

 

	13.4	Apprenticeship Training 

 The
Company agrees to contribute fifteen cents ($.15) to the Alaska Joint Electrical Apprenticeship and Training Trust (“AJEA&TT”) per compensable hour for all employees in IBEW Journey and apprenticeable positions (Appendix V), except for
hours worked by temporary employees described in Section 5.9. 
  

	13.5	Alaska Electrical Money Purchase Pension Plan 

 Regular employees shall be eligible to participate in the Alaska Electrical Money Purchase Pension Plan. 

  
 - 67 -

	13.6	401(k) Savings Plan 

 Regular
employees shall be eligible to participate in the Company Employee 401(k) savings plan under the terms and conditions in place as of the effective date of this Agreement. The parties agree to meet and negotiate over any significant changes to this
benefit. 
  

	13.7	Movement of Monies 

 During the
duration of this Agreement the bargaining unit shall be allowed the movement of monies, once per calendar year (i.e., wages to benefits or benefits to benefits), so long as: 

 

	 	1)	The negotiated package price does not change; 

  

	 	2)	a majority of those employees in the same classification elect to do so; 

  

	 	3)	The defined benefit pension plan contribution rate does not go below four dollars ($4.00) per compensable hour, and; 

 

	 	4)	The trustees of the respective plans approve all proposed changes. 

  

	13.8	Long Term Disability Income Insurance Plan 

 The Company will provide Long Term Disability (LTD) Income Insurance Plan benefits for eligible regular, full-time employees. 

 

	A.	The provisions of the Company LTD Plan will govern and control in any case where conflict might arise or be claimed to exist between any provision of the LTD Plan and
any provision of this Agreement. 

  

	B.	The Company will advise the Union in writing before implementing any significant change in the design or administration of the LTD Plan that directly affects the
employees covered in this Agreement. 

  

	13.9	Communication Services 

 The
Company shall provide employees with a discount of no less than 15% on all ACS residential (non-business) monthly recurring services (Local, Long Distance, Wireless and Internet but not DISH). 

Any employee that makes use of a competitor’s service when service is available from ACS shall not be eligible for this benefit on any of their ACS
services. Additionally, employees outside of ACS service areas that use the services of a non-IBEW signatory service provider when the services of an IBEW signatory service provider are available shall not be eligible for this benefit (i.e. an
employee can choose between MTA television service, GCI television service or DISH TV). If employee elects to use GCI they shall not be eligible for the ACS communication benefit but would receive this benefit if they choose MTA or DISH).

 Employees who have two delinquent payments within a twelve (12) month period will lose the Communications Services benefit for one
(1) year. 

  
 - 68 -

	13.10    	Education Assistance Program 

 The Company
is committed to providing opportunities for employees to improve present job performance and to prepare for reasonable attainable jobs within the Company. 
  

	A.	The Company will refund qualified tuition expense in connection with courses of study from an accredited or state approved post-secondary education institute, trade
school or part of an appropriate qualified professional certification provided by a third party vendor that an employee successfully completes, provided that the course of study is related to the employee’s current job or other reasonably
attainable Company position. 

  

	B.	Qualified reimbursable expenses include: tuition, registration fees, examination fees, and laboratory charges provided the employee obtains a satisfactory (C or
better/pass) grade. Student fees, transportation, late fees, drop/add fees and other expenses are not covered. 

  

	C.	The refund shall be for one hundred percent (100%) of the first class taken each year and eighty (80%) of total costs, up to a yearly limit per employee of
five thousand two hundred and fifty dollars ($5,250.00). 

  

	D.	In order to obtain tuition reimbursement, the employee must obtain prior written approval from their Director and the Director, Workforce Operations, Human Resources
department, that the proposed course is qualified under (A) above, and provide documentation of successful completion and tuition expenses paid. 

  

	E.	The employee is required to sign the Request for Education Assistance to repay the Company in the event of voluntary termination, within three hundred sixty
(360) calendar days after completion of the course as follows: 

  

			
	 Time after Course Completion
	  	Repayment
	 < 3 months
	  	100%
	 3 < 6 months
	  	75%
	 6 < 9 months
	  	50%
	 9 < 12 months
	  	25%
	 12 + months
	  	0%

  

	13.11    	IBEW Hardship and Benevolent Fund (IHBF) 

 The Company shall deduct from members’ net pay five cents ($.05) per compensable hour worked by all bargaining unit employees. These deductions will be transmitted in accordance with mutually
established payroll procedures to the designated Trustee. ‘ 
  

	13.12    	Legal Benefits 

 Eligible employees
will have access to legal benefits through the ACS Employee Assistance Program (EAP). ACS will pay one hundred percent (100%) of the cost of the EAP, and maintain the EAP with legal benefits at the current level through the life o f the
Agreement. 

  
 - 69 -

	13.13    	Leave Donation Replacement Fund (LDRF) 

 The Company shall, beginning with the first administratively practicable pay period following notification by IBEW that a majority of bargaining unit employees elect to participate in the LDRF, deduct
from members’ net pay two cents ($.02) per compensable hour worked by all bargaining unit employees. These deductions will be transmitted in accordance with mutually established payroll procedures to the Union. Effective upon notification from
the IBEW of favorable IRS determination, the deduction will be converted to a pre-tax deduction. This modification applies prospectively effective the first administratively practicable pay period following receipt of a copy of the IRS determination
letter. 
 The LDRF will be established by the Union and administered by a governing board consisting of one (1) Chief Steward and up to
four (4) ACS bargaining unit members appointed by the Business Manager or designee. The LDRF will be used solely for the benefit of the ACS bargaining unit, to assist members who have depleted their FTO bank and require additional assistance.
The Chief Steward will serve as Chairperson of the Board. Employees in need may submit an application for financial assistance to the LDRF board. The LDRF board will grant or deny requests for financial assistance in accordance with fair and
reasonable criteria established by the board. 

  
 - 70 -

 ARTICLE XIV 
 PAYDAYS 
  

	14.1	Paydays 

 Employees shall be paid
on a bi-weekly basis, with regular paydays as designated by the Company. If a payday falls on a holiday or a bank holiday, payday shall be on the preceding business day. 

 

	14.2	Wage Increase 

 Any increase in
wages shall be effective on the first day of the pay period closest to the effective date to the payroll action. 
  

	14.3	Pay upon Separation 

 When
separated from employment, an employee shall receive all accrued earnings not later than seventy-two (72) hours from the time of termination, excluding Saturday, Sunday, or legal holiday, or as otherwise required by Alaska law. 

  
 - 71 -

 ARTICLE XV 
 MISCELLANEOUS 
  

	15.1    	Tools  

  

	A.	The Company agrees to furnish to regular employees all necessary equipment, tools, climber pads, climber gaffs for climbers using removable gaffs, climbers, body belts,
safety and climber straps and other devices necessary to maintain the standard of service required by the Company and to keep such items in good working condition. The Company shall determine what items will be used by regular employees and
necessity for replacement. Worn or broken tools will be replaced by the Company on presentation of such tools by the employee. Employees will be responsible for loss, theft, and misuse of tools; and replacement of such tools will be at the
employee’s expense. 

  

	B.	Employees in the Fleet Services unit will furnish their own tools appropriate to their trade and classification level. The Company shall pay tool replacement and
steel-toed safety shoes allowance each month payable on a bi-weekly basis in accordance with the following: 

  

			
	 $60.00 per month
	  	Foreman, Fleet Service Technician III
	 $50.00 per month
	  	Fleet Service Technician II
	 $40.00 per month
	  	Fleet Service Technician I

  

	C.	All employees in classifications involving vehicle maintenance will be required to wear steel-toed safety shoes in their work areas as required.

  

	15.2	Lockers  

 Where appropriate, the
Company will provide lockers for clothing, tools, etc., of employees. Where required, facilities for drying clothing and equipment will be provided. 
  

	15.3	Personal Vehicles  

 No employee
shall utilize his own personal vehicle to transport employees, tools and materials to any job or to the shop. Employees shall use vehicles either owned or operated by the Company. With the express approval of the employee’s foreman, an employee
may utilize their personal vehicle to report from one work site to another work site and shall be entitled to mileage reimbursement in accordance with the Company’s policy. Employees reporting from one work location to another shall be in pay
status. 

  
 - 72 -

 APPENDIX I – WAGE STRUCTURE 

Alaska Communication Systems Union Wage Structure as of February 28, 2010 
 Appendix I for Collective Bargaining Agreement 
  

																																	
	 	  	 Network Technician
 2010 Classification Name
	  	 	  	P	 	 	Step 1
Start	 	 	Step 2
6 mos	 	  	Step 3
12 mos	 	  	Step 4
18 mos	 	  	Step 5
24 mos	 	  	Step 6
30 mos	 
	 	  	  	 1999 Classification Name
	  	 	 	  	  	  	  
	 4
	  	General Foreman	  	General Foreman	  	 	(A	) 	 	 	(C	) 	 				  				  				  				  			
	 3
	  	Network Technician Foreman	  	CT Foreman	  	 	(A	) 	 	 	(B	) 	 				  				  				  				  			
		  		  	Customer & Network Support Foreman	  				 				 				  				  				  				  			
	 Level 2
	  	Network Technician	  	Cellular Technician - Switch	  	$	8.00	  	 	 	32.93	  	 	 	33.76	  	  	 	34.58	  	  	 	35.40	  	  	 	36.22	  	  	 	37.04	  
		  		  	CT/Data Technician	  				 				 				  				  				  				  			
		  		  	CT/IP	  				 				 				  				  				  				  			
		  		  	CT/ISP Inspector	  				 				 				  				  				  				  			
		  		  	CT/Microwave	  				 				 				  				  				  				  			
		  		  	CT/Network Installer	  				 				 				  				  				  				  			
		  		  	CT/Network Switching Tech	  				 				 				  				  				  				  			
		  		  	CT/PBX I & R	  				 				 				  				  				  				  			
		  		  	Customer & Network Support Technicians	  				 				 				  				  				  				  			
										
	 	  	 Field Technician
 2010 Classification Name
	  	 1999 Classification Name
	  	P	 	 	Step 1
Start	 	 	Step 2
6 mos	 	  	Step 3
12 mos	 	  	Step 4
18 mos	 	  	Step 5
24 mos	 	  	Step 6
30 mos	 
	 4
	  	General Foreman	  	General Foreman	  	 	(A	) 	 	 	(C	) 	 				  				  				  				  			
	 3
	  	Field Technician Foreman	  	CT Foreman	  	 	(A	) 	 	 	(B	) 	 				  				  				  				  			
	 Level 2
	  	Field Technician	  	Cellular Technician - Field	  	$	8.00	  	 	 	32.93	  	 	 	33.76	  	  	 	34.58	  	  	 	35.40	  	  	 	36.22	  	  	 	37.04	  
		  		  	CT/Bush Technicians	  				 				 				  				  				  				  			
		  		  	CT/Cable Splicer	  				 				 				  				  				  				  			
		  		  	CT/Facility Technician	  				 				 				  				  				  				  			
		  		  	CT/Field Service Technician	  				 				 				  				  				  				  			
		  		  	CT/Lineman	  				 				 				  				  				  				  			
		  		  	CT/OSP Inspector	  				 				 				  				  				  				  			
		  		  	CT/PayStation I & R	  				 				 				  				  				  				  			
		  		  		  				 	 	0 hrs	  	 	 	1600 hrs	  	  	 	3200 hrs	  	  	 	4800 hrs	  	  	 	6400 hrs	  	  	 	8000 hrs	  
	 1
	  	NonJrny Field Technicians	  	CT/NonJrny Bush Technicians	  	$	8.00	  	 	 	21.40	  	 	 	23.71	  	  	 	26.01	  	  	 	28.32	  	  	 	30.63	  	  	 	32.93	  

  
 - 73 -

																																	
	  	  	 Network Engineer

2010 Classification Name
	  	 	  	 	 	 	Step 1
Start	 	 	Step 2
6 mos	 	  	Step 3
12 mos	 	  	Step 4
18 mos	 	  	Step 5
24 mos	 	  	Step 6
30 mos	 
	 	  	  	 1999 Classification Name
	  	P	 	 	 	  	  	  	  
	 5
	  	Network Engineer Foreman	  	CT Engineering Foreman	  	 	(A	) 	 	 	(B	) 	 				  				  				  				  			
	 4
	  	Network Engineer IV	  	CT Engineer III	  	$	8.00	  	 	 	34.67	  	 	 	35.44	  	  	 	36.21	  	  	 	36.98	  	  	 	37.75	  	  	 	38.52	  
	 3
	  	Network Engineer III	  	Engineer II	  	$	8.00	  	 	 	32.93	  	 	 	33.76	  	  	 	34.58	  	  	 	35.40	  	  	 	36.22	  	  	 	37.04	  
	 2
	  	Network Engineer II	  	Engineer I	  	$	5.25	  	 	 	27.94	  	 	 	29.35	  	  	 	30.76	  	  	 	32.17	  	  	 	33.58	  	  	 	34.99	  
		  	Network Engineer II.a	  	Systems Development Specialist	  	$	8.00	  	 	 	29.64	  	 	 	30.30	  	  	 	30.96	  	  	 	31.62	  	  	 	32.27	  	  	 	32.93	  
	 1
	  	Network Engineer I	  	Engineering Tech	  	$	5.25	  	 	 	28.27	  	 	 	28.90	  	  	 	29.53	  	  	 	30.16	  	  	 	30.79	  	  	 	31.42	  
		  		  	IP Engineer I	  	$	5.25	  	 	 	26.63	  	 	 	27.36	  	  	 	28.10	  	  	 	28.83	  	  	 	29.57	  	  	 	30.30	  

  

																									
	 	  	 Systems Engineer
 2010 Classification Name
	  	 	  	P	 	 	Entry	 	  	Target	 	  	Max	 	  	Incentive	 
	 	  	  	 1999 Classification Name
	  	 	  	  	  
	 3
	  	Systems Engineer Foreman	  	IP Engineer Foreman	  	 	(A	) 	 	 	86,758.05	  	  	 	101,796.85	  	  	 	109,893.33	  	  	 	7,000	  
	 2
	  	Systems Engineer II	  	IP Engineer III	  	$	8.00	  	 	 	82,131.04	  	  	 	96,012.49	  	  	 	107,579.65	  	  	 	6,000	  
	 1
	  	Systems Engineer I	  	IP Engineer II	  	$	8.00	  	 	 	64,779.75	  	  	 	78,661.21	  	  	 	80,974.43	  	  	 	4,000	  

  

																																	
										
	 	  	Facility Maintenance Technician	  	 	  	P	 	 	Step 1
Start	 	 	Step 2
6 mos	 	  	Step 3
12 mos	 	  	Step 4
18 mos	 	  	Step 5
24 mos	 	  	Step 6
30 mos	 
	 	  	 2010 Classification Name
	  	 1999 Classification Name
	  	 	 	  	  	  	  
	 3
	  	Facility Maintenance Foreman	  	Facility Maintenance Foreman	  	 	(A	) 	 	 	(B	) 	 				  				  				  				  			
	 2
	  	Facility Maintenance Technician II	  	Facility Maintenance Person	  	$	8.00	  	 	 	29.64	  	 	 	30.30	  	  	 	30.96	  	  	 	31.62	  	  	 	32.27	  	  	 	32.93	  
	 1
	  	Facility Maintenance Technician I	  	Facility Maintenance Custodian	  	$	4.25	  	 	 	20.06	  	 	 	20.50	  	  	 	20.95	  	  	 	21.39	  	  	 	21.84	  	  	 	22.28	  

  
 - 74 -

																																	
	 	  	 Fleet Service Technician
 2010 Classification Name
	  	 1999 Classification Name
	  	P	 	 	Step 1
Start	 	 	Step 2
6 mos	 	  	Step 3
12 mos	 	  	Step 4
18 mos	 	  	Step 5
24 mos	 	  	Step 6
30 mos	 
	 4
	  	Fleet Service Foreman	  	Mechanic Foreman	  	 	(A	) 	 	 	(B	) 	 				  				  				  				  			
	 3
	  	Fleet Service Technician III	  	Journeyman Mechanic	  	$	8.00	  	 	 	29.64	  	 	 	30.30	  	  	 	30.96	  	  	 	31.62	  	  	 	32.27	  	  	 	32.93	  
	 2
	  		  	Non-Journeyman Mechanic	  	$	5.25	  	 	 	28.27	  	 	 	28.90	  	  	 	29.53	  	  	 	30.16	  	  	 	30.79	  	  	 	31.42	  
		  	Fleet Service Technician II	  	Mechanics Parts Person	  	$	5.25	  	 	 	28.27	  	 	 	29.06	  	  	 	29.85	  	  	 	30.63	  	  	 	31.42	  	  			
	 1
	  	Fleet Service Technician I	  	Mechanic Helper	  	$	5.25	  	 	 	21.78	  	 	 	22.54	  	  	 	23.29	  	  	 	24.20	  	  	 	24.81	  	  			

  

													
					
	 	  	 Chief Shop Steward
 2010 Classification Name
	  	 1999 Classification Name
	  	P	 	  	Step 1
Start	 
	 1
	  	Chief Shop Steward	  	Chief Shop Steward	  	$	8.00	  	  	 	(E	) 

  

																																					
											
	 	  	 Materials Management
Specialist

2010 Classification Name
	  	 1999 Classification Name
	  	P	 	 	Step 1
Start	 	 	Step 2
6 mos	 	  	Step 3
12 mos	 	  	Step 4
18 mos	 	  	Step 5
24 mos	 	  	Step 6
30 mos	 	  	 	 
	 4
	  	Materials Management Foreman	  	Warehouse Foreman	  	 	(A	) 	 	 	(B	) 	 				  				  				  				  				  			
	 3
	  	Materials Management Specialist II.a	  	Warehouseman	  	$	8.00	  	 	 	23.31	  	 	 	24.48	  	  	 	25.65	  	  	 	26.81	  	  	 	27.98	  	  	 	29.15	  	  			
	 2
	  	Materials Management Specialist II	  	Materials Management Specialist II	  	$	6.00	  	 	 	18.59	  	 	 	19.82	  	  	 	21.06	  	  	 	22.30	  	  	 	23.54	  	  	 	24.78	  	  			
	 1
	  	Materials Management Specialist I	  	Materials Specialist	  	$	4.50	  	 	 	18.86	  	 	 	19.25	  	  	 	19.64	  	  	 	20.04	  	  	 	20.43	  	  				  	 	pension vote	  
		  		  	Distribution Specialist	  	$	4.75	  	 	 	18.17	  	 	 	18.56	  	  	 	18.94	  	  	 	19.32	  	  	 	19.70	  	  				  			
	 0
	  	Materials Management Assistant	  	Warehouse Assistant	  				 	 	14.82	  	 	 	(Student Hires - not eligible for pension)	  	  			

  
 - 75 -

																																	
	 	  	 Business Support Specialist
 2010 Classification Name
	  	 1999 Classification Name
	  	P	 	 	Step 1
Start	 	 	Step 2
6 mos	 	  	Step 3
12 mos	 	  	Step 4
18 mos	 	  	Step 5
24 mos	 	  	 	 
	 Level 6
	  	Lead Business Support Specialist	  	Ld End User Billing Representative	  	 	(A	) 	 	 	(B	) 	 				  				  				  				  			
		  		  	Ld Payroll Specialist	  				 				 				  				  				  				  			
		  		  	Ld Sr Clerical Specialist	  				 				 				  				  				  				  			
		  		  	Lead Customer Service Representative	  				 				 				  				  				  				  			
	 5
	  	 Business Support
 Specialist
V
	  	End User Billing Representative	  	$	4.25	  	 	 	21.98	  	 	 	22.56	  	  	 	23.15	  	  	 	23.74	  	  	 	24.32	  	  			
	 4
	  	 Business Support
 Specialist
IV
	  	Customer Service Representative	  	$	4.25	  	 	 	14.95	  	 	 	17.01	  	  	 	19.06	  	  	 	21.11	  	  	 	23.17	  	  			
	 3
	  	 Business Support
 Specialist
III
	  	Collection Specialist	  	$	4.75	  	 	 	15.00	  	 	 	16.75	  	  	 	18.51	  	  	 	20.26	  	  	 	22.02	  	  	 	Pension Vote	  
		  		  	Payroll Specialist	  	$	5.25	  	 	 	14.41	  	 	 	16.16	  	  	 	17.92	  	  	 	19.67	  	  	 	21.42	  	  			
	 2
	  	 Business Support
 Specialist
II
	  	Sr Clerical Specialist	  	$	4.75	  	 	 	18.86	  	 	 	19.25	  	  	 	19.64	  	  	 	20.04	  	  	 	20.43	  	  			
	 1
	  	 Business Support
 Specialist
I
	  	Clerical Specialist	  	$	4.75	  	 	 	18.17	  	 	 	18.56	  	  	 	18.94	  	  	 	19.32	  	  	 	19.70	  	  			
										
	 	  	 Service Delivery Specialist
 2010 Classification Name
	  	 1999 Classification Name
	  	P	 	 	Step 1
Start	 	 	Step 2
6 mos	 	  	Step 3
12 mos	 	  	Step 4
18 mos	 	  	Step 5
24 mos	 	  	Step 6
30 mos	 
	 Level 6
	  	Lead Service Delivery Specialist	  	CT Engineering Foreman	  	 	(A	) 	 	 	(B	) 	 				  				  				  				  			
		  		  	Lead Line Assigner I	  				 				 				  				  				  				  			
		  		  	Lead Assistant Account Executive	  				 				 				  				  				  				  			
		  		  	Lead Dispatch and Repair Representative	  				 				 				  				  				  				  			
		  		  	Lead Service Order Representative	  				 				 				  				  				  				  			
	 5
	  	 Service Delivery
 Specialist
V
	  	Engineer II	  	$	8.00	  	 	 	32.93	  	 	 	33.76	  	  	 	34.58	  	  	 	35.40	  	  	 	36.22	  	  	 	37.04	  
	 4
	  		  	Automated Provisioning Specialist	  	$	8.00	  	 	 	31.99	  	 	 	32.70	  	  	 	33.41	  	  	 	34.13	  	  	 	34.84	  	  	 	35.55	  
		  	 Service Delivery
 Specialist
IV
	  	Line Assigner II	  	$	8.00	  	 	 	29.64	  	 	 	30.30	  	  	 	30.96	  	  	 	31.62	  	  	 	32.27	  	  	 	32.93	  
	 3
	  	 Service Delivery
 Specialist
III
	  	Line Assigner I	  	$	6.25	  	 	 	27.30	  	 	 	28.06	  	  	 	28.81	  	  	 	29.57	  	  	 	30.33	  	  			
	 2
	  	 Service Delivery
 Specialist
II
	  	Assistant Account Executive	  	$	4.25	  	 	 	25.14	  	 	 	25.54	  	  	 	25.93	  	  	 	26.32	  	  	 	26.71	  	  			
	 1
	  		  	Dispatch and Repair Representative	  	$	4.25	  	 	 	14.95	  	 	 	17.01	  	  	 	19.06	  	  	 	21.11	  	  	 	23.17	  	  			
		  	 Service Delivery
 Specialist
I
	  	Service Order Representative	  	$	4.25	  	 	 	14.95	  	 	 	17.01	  	  	 	19.06	  	  	 	21.11	  	  	 	23.17	  	  			

  
 - 76 -

																																	
	 	  	 Sales and Service Associate
 2010 Classification Name
	  	 1999 Classification Name
	  	P	 	 	Step 1
Start	 	 	Step 2
6 mos	 	  	Step 3
12 mos	 	  	Step 4
18 mos	 	  	Step 5
24 mos	 	  	  
	 
	 5
	  	General Lead, Sales and Service Associate	  	General Lead/Foreman	  	 	(A	) 	 	 	(C	) 	 				  				  				  				  			
	 Level 4
	  	Lead Sales and Service Associate	  	Lead Business Service Representative	  	 	(A	) 	 	 	(B	) 	 				  				  				  				  			
		  		  	Sales & Service Representative, Lead	  				 				 				  				  				  				  			
		  		  	Training Specialist (gf)	  				 				 				  				  				  				  			
	 3
	  	Sales and Service Associate III	  	Business Service Representative	  	$	4.25	  	 	 	21.98	  	 	 	22.56	  	  	 	23.15	  	  	 	23.74	  	  	 	24.32	  	  			
	 2
	  	Sales and Service Associate II	  	Level III SSR, Workforce Analyst	  				 	 	21.10	  	 	 	21.38	  	  	 	21.66	  	  	 	21.94	  	  	 	22.22	  	  			
		  	Pension	  	Pension	  				 	 	4.00	  	 	 	4.25	  	  	 	4.25	  	  	 	4.25	  	  	 	4.25	  	  			
	 Level 1
	  	Sales and Service Associate I	  	Level II SSR	  				 	 	14.56	  	 	 	16.43	  	  	 	18.07	  	  	 	19.51	  	  	 	20.53	  	  			
		  	Pension	  	Pension	  				 	 	3.25	  	 	 	3.50	  	  	 	3.75	  	  	 	4.00	  	  	 	4.25	  	  	 	Pension Vote	  
		  	Level I SSR	  	Level I SSR	  				 	 	13.16	  	 	 	14.65	  	  	 	16.14	  	  	 	17.45	  	  	 	18.38	  	  			
		  	Pension	  	Pension	  				 	 	3.50	  	 	 	3.75	  	  	 	4.00	  	  	 	4.25	  	  	 	4.50	  	  			

  

																													
									
	 	  	 Technical Support Specialist
 2010 Classification Name
	  	 1999 Classification Name
	  	  
	 	 	Step 1
Start	 	 	Step 2
6 mos	 	  	Step 3
12 mos	 	  	Step 4
18 mos	 	  	Step 5
24 mos	 
	 4
	  	Lead Technical Support Specialist	  	PC Support Foreman (gf)	  	 	(A	) 	 	 	(B	) 	 				  				  				  			
		  		  	Lead ITSRR	  				 				 				  				  				  			
	 3
	  	Technical Support Specialist III	  	PC Support Technician	  	$	4.25	  	 	 	17.35	  	 	 	19.56	  	  	 	21.76	  	  	 	23.96	  	  	 	26.17	  
	 2
	  		  	Help Desk Technician	  	$	4.25	  	 	 	17.35	  	 	 	19.12	  	  	 	20.88	  	  	 	22.65	  	  	 	24.42	  
		  	Technical Support Specialist II	  	Internet Technical Support & Repair Rep	  	$	4.00	  	 	 	14.10	  	 	 	16.05	  	  	 	18.00	  	  	 	19.95	  	  	 	21.90	  
	 1
	  	Technical Support Specialist I	  	Computer Operator I and II	  	$	4.25	  	 	 	14.32	  	 	 	16.73	  	  	 	19.14	  	  	 	20.04	  	  	 	20.93	  
									
		  	Footnotes:	  		  				 				 				  				  				  			
	 A
	  	The Chief Shop Steward classification is paid at top hourly craft rate of pay.	  

  
 - 77 -

 APPENDIX II—WAGE INCREASES 

 

	A.	Effective February 28, 2010, all employees covered by this collective bargaining agreement will receive a two and one-half percent (2.5 %) wage increase.

  

	B.	Effective January 1, 2011, all employees covered by this collective bargaining agreement will receive a two and one-half percent (2.5 %) wage increase.

  

	C.	Effective January 1, 2012, all employees covered by this collective bargaining agreement will receive a two and one-half percent (2.5 %) wage increase.

  
 - 78 -

 APPENDIX III—SUPPLEMENTAL SICK PAY 

SUPPLEMENTAL SICK PAY (SSP) Any FMUS employees with cashable SSP shall be cashed out not later than two (2) pay periods after the effective date of
this Agreement. 

  
 - 79 -

 APPENDIX IV—DEFINITIONS 
 Foreman—an employee who is in one of the following positions: General Foreman, Foreman or Lead. 
 Specialty—a specialized skill set which allows an employee to perform a category of functions or tasks (e.g., installation, maintenance and repair of PBX systems) within a classification. Employees
may have multiple specialties that are applicable beyond their current classifications. 
 Skill Group—a group of employees who
share a Specialty and who may be grouped together on a common Overtime List or Standby List. 
 Work Group—the organizational entity
(e.g., department) to which employees are normally assigned to work (e.g., Construction, Field Services, Central Office). A Work Group may consist of multiple Skill Groups with differing Specialties 

OT Work Group—eligible, qualified employees included on a list identifying those available for overtime opportunities within a Work Group.

 Job Families—job classifications grouped together into categories or occupational series based on primary work functions (e.g.,
sales and service, fleet services, materials management) to facilitate assignment and supervision of work, training and development, and career advancement. 
 Journeyman—an employee who has either successfully completed an IBEW or other apprenticeship program or otherwise attained journeyman status through experience and education. 

Promotional Opportunity—a bidding situation where the total of the top wage and pension of the applicant’s current classification is
less than the total of the top wage and pension for the classification for which applicant has applied. 
 Driver’s License—for
positions requiring a driver’s license, an Alaska driver’s license, or for applicants who are exempt by State or federal law (e.g. military dependents) proof from any state’s department of motor vehicles is required. Employees hired
into a classification requiring a valid driver’s license shall be required to provide proof of an Alaska Driver’s License within thirty (30) days of hire. 
 Frozen Wage—a wage rate that by specific agreement has been maintained at a level above the negotiated wage rate at the time the rate was frozen; a Frozen Wage is not increased by the
percentage amount negotiated for general wage increases unless and until the maximum rate for the classification equals, or exceeds the Frozen Rate, after which the Frozen Rate expires and the classification wage rate maximum applies. 

  
 - 80 -

 Grandfathered Wage—A wage rate that by specific agreement has been maintained at a level above
the negotiated wage rate; a Grandfathered Wage is increased by the percentage amount negotiated for general wage increases, notwithstanding that the increased rate may be above the maximum rate for the classification. 

  
 - 81 -

 APPENDIX V—SCHEDULE A AND B FOR SECTIONS 13.1 AND 13.4 

 

			
	Schedule A	  	Schedule B
	Chief Shop Steward	  	Business Support Specialist
	Facility Maintenance Foreman (Electrician)	  	Facility Maintenance Foreman (except Electrician)
	Facility Maintenance Technician (Electrician)	  	Facility Maintenance Technician (except Electrician)
	Field Technician Foreman	  	Lead Business Support Specialist
	Field Technician	  	Fleet Service Technician I
	Fleet Service Foreman	  	Fleet Service Technician II
	Fleet Service Technician III	  	General Lead
	General Foreman	  	Materials Management Foreman
	Network Engineer Foreman	  	Materials Management Specialist
	Network Engineer	  	Sales and Service Associate
	Network Technician Foreman	  	Lead Sales and Service Associate
	Network Technician	  	Service Delivery Specialist (except SDS IV)
	Service Delivery Specialist IV	  	Lead Service Delivery Specialist (except over SDS IV)
	Lead Service Delivery Specialist over SDS IV	  	Technical Support Foreman
	Systems Engineer Foreman	  	Technical Support Specialist
	Systems Engineer	  	

  
 - 82 -

 APPENDIX VI – SCHEDULE A AND B FOR SECTION 7.1 

 

			
	Schedule A Classification Family	  	Schedule B Classification Family
	Network Technician	  	Network Engineer
	Field Technician	  	Systems Engineer
	Facility Maintenance Technician	  	Business Support Specialist
	Fleet Service Technician	  	Service Delivery Specialist
	Materials Management Specialist	  	Sales & Service Associate
		  	Technical Support Specialist

  
 - 83 -

 Appendix VII 
 CLASSIFICATION FAMILY MAPPING 
  

			
	Classifications before 1/1/2010	  	Classifications as of 1/1/2010
	Assistant Account Executive	  	Service Delivery Specialist II
	Automated Provisioning Specialist	  	Service Delivery Specialist IV
	Business Service Representative	  	Sales and Service Associate III
	Cellular Technician – Field	  	Field Technician
	Cellular Technician - Switch	  	Network Technician
	Chief Shop Steward	  	Chief Shop Steward
		  	
	Clerical Specialist	  	Business Support Specialist I
	CNS Foreman	  	Network Technician Foreman
	Collection Specialist	  	Business Support Specialist III
	Payroll Specialist	  	Business Support Specialist III
	Computer Operator I	  	Technical Support Specialist I
	Computer Operator II	  	Technical Support Specialist I
	CT Engineer III	  	Network Engineer IV
	CT Engineering Foreman	  	Network Engineer Foreman
	CT Engineering Foreman in Service Delivery	  	Lead Service Delivery Specialist
	CT Foreman	  	 Network Technician Foreman
 Field Technician Foreman

	CT/Bush Technicians	  	Field Technician
	CT/Cable Splicer	  	Field Technician
	CT/Data Technician	  	Network Technician
	CT/Facility Technician	  	Field Technician
	CT/Field Service Technician	  	Field Technician
	CT/IP	  	Network Technician
	CT/ISP Inspector	  	Network Technician
	CT/Lineman	  	Field Technician
	CT/Microwave	  	Network Technician
	CT/Network Installer	  	Network Technician
	CT/Network Switching Tech	  	Network Technician
	CT/NonJrny Bush Techs	  	NonJrny Field Technicians
	CT/OSP Inspector	  	Field Technician
	CT/PayStation I & R	  	Field Technician
	CT/PBX I & R	  	Network Technician
	Customer & Network Support Technicians	  	Network Technician
	Customer Service Representative	  	Business Support Specialist IV
	Dispatch & Repair Representative	  	Service Delivery Specialist I
	Distribution Specialist	  	Materials Management Specialist I
	End User Billing Representative	  	Business Support Specialist V
	Engineer I	  	Network Engineer II
	Engineer II	  	Network Engineer III

  
 - 84 -

			
	Classifications before 1/1/2010	  	Classifications as of 1/1/2010
	Engineer II in Service Delivery	  	Service Delivery Specialist V
	Engineering Tech	  	Network Engineer I
	Facility Maintenance Custodian	  	Facility Maintenance Technician I
	Facility Maintenance Foreman	  	Facility Maintenance Foreman
	Facility Maintenance Person	  	Facility Maintenance Technician II
	General Foreman	  	General Foreman
	General Lead/Foreman	  	General Lead
	Help Desk Technician	  	Technical Support Specialist II
	Internet Technical Support & Repair Representative	  	Technical Support Specialist II
	IP Engineer Foreman	  	Systems Engineer Foreman
	IP Engineer I	  	Network Engineer I
	IP Engineer II	  	Systems Engineer I
	IP Engineer III	  	Systems Engineer II
	Journeyman Mechanic	  	Fleet Service Technician III
	Lead Assistant Account Executive	  	Lead Service Delivery Specialist
	Lead Business Sales Representative	  	Lead Sales and Service Associate
		  	
	Lead Customer Service Representative	  	Lead Business Support Specialist
	Lead Dispatch & Repair Representative	  	Lead Service Delivery Specialist
	Lead End User Billing Representative	  	Lead Business Support Specialist
	Lead Internet Technical Support & Repair Representative	  	Lead Technical Support Specialist
	Lead Line Assigner	  	Lead Service Delivery Specialist
	Lead Payroll Specialist	  	Lead Business Support Specialist
	Lead Sales & Service Representative	  	Lead Sales and Service Associate
	Lead Service Order Representative	  	Lead Service Delivery Specialist
	Lead Sr Clerical Specialist	  	Lead Business Support Specialist
	Line Assigner I	  	Service Delivery Specialist III
	Line Assigner II	  	Service Delivery Specialist IV
	Materials Specialist	  	Materials Management Specialist I
	Mechanic Foreman	  	Fleet Service Foreman
	Mechanic Helper	  	Fleet Service Technician I
	Mechanic Parts Person	  	Fleet Service Technician II
	Non-Journey Mechanic	  	Fleet Service Technician II
	PC Support Foreman	  	Lead Technical Support Specialist
	PC Support Technician	  	Technical Support Specialist III
	Sales & Service Representative I	  	Sales and Service Associate I
	Sales & Service Representative II	  	Sales and Service Associate I
	Sales & Service Representative III	  	Sales and Service Associate II
	Service Order Representative	  	Service Delivery Specialist I

  
 - 85 -

			
	Sr Clerical Specialist	  	Business Support Specialist II
	Systems Development Specialist	  	Network Engineer II.a
	Training Specialist	  	Lead Sales and Service Associate
	Warehouse Assistant	  	Warehouse Assistant
	Warehouse Foreman	  	Materials Management Foreman
	Warehouseman	  	Materials Management Specialist II.a
	Workforce Analyst	  	Sales and Service Associate III

  
 - 86 -

 LETTER OF UNDERSTANDING – SEVERANCE FREEZE 

The Company agrees to freeze the entitlement weeks of severance pay for the following employees at the indicated levels: 

 

							
	 	  	 NAME
	  	WEEKS OF
ENTITLEMENT	 
	 JUNEAU DOUGLAS
	  	Albert F. Bixby	  	 	21	  
		  	Kenneth W. Coate	  	 	29	  
		  	Thomas A. Karpstein	  	 	13	  
			
		  	Stephen M. Treston	  	 	13	  
			
	 GLACIER STATE
	  	Theodore P. Goossen	  	 	13	  
			
		  	Rick G. Olson	  	 	29	  

 In the event any of the foregoing employees are laid off from employment from the bargaining unit, they shall receive the
above-referenced weeks of severance pay in lieu of that amount provided for in the Agreement, unless the Agreement provides for a greater amount in which case the Agreement shall prevail. 

  
 - 87 -

 LETTER OF UNDERSTANDING – GRANDFATHERED WAGE RATES 

Former PTI employees who remain continuously employed in the classifications listed below will receive grandfathered wage rates and applicable wage
increases. This grandfathered wage rate will remain in effect through 11:59 pm on December 31, 2012, and thereafter shall be frozen until the negotiated rate meets or exceeds their frozen rate. 

 

			
	 CT/Network Switching Technician

	ATU	  	Deanna C. Baker
	
	 Engineer II

	 PTI/Century

ATU
	  	 David H. Hopkins
 Shari R.
Torkelson

	
	 Senior Clerical Specialist

	 PTI/Century

PTI/Century
 PTI/Century
	  	 Mary C. Arness
 Pamela J.
Miller
 Donna J. Reese

	
	 CT Field Services Foreman

	ATU	  	Charlie Breitenstein

  
 - 88 -

 Applicable ACS regular employees who were reclassified to the Sales and Service Representative or the
Internet Technical Support Repair Representative classifications and who remain continuously employed will receive a grandfathered wage rate and applicable wage increases. This grandfathered wage rate will remain in effect through 11:59 pm on
December 31, 2012, and thereafter shall be frozen until the negotiated rate meets or exceeds their frozen rate. 
  

			
	 Sales & Service Representatives I

	Elinor A. Banisch	  	 
	Sales & Service Representatives II	  	 
	Brenda Brewer	  	Marjorie G. Miscovich
	Cheryl A. Brouillette	  	Jaime S. Myers
	Rita A. Brown	  	Madeline M. Nutting
	Sheree R. Bustamante	  	Valerie A. Pierce
	Joy D. Chirigotis	  	Katheryn D. Powell
	Janice A. Conger	  	Margaret A. Raven
	Bruce M. Congleton	  	Sharlene M. Richard
	Elizabeth Cornelius	  	Grace E. Santini
	Tamra K. Day	  	Terry L. Schlotfeldt
	Lenora R.Hagan	  	Terry R. Sheffield
	Sandra A. Harley	  	Mona E. Sim
	Vivian B. Hitchcock	  	Rayna M. Smith
	Bettyann Hogan	  	Phyllis D. Snow
	Julie-Ann Howard	  	D Jeanne. Taylor
	Danielle M. Huffman/Burke	  	Shirley A. Wallingford
	Teresa L. Hurley	  	David E. Wasson
	Teresa G. Lester	  	Peggy A. Woods
	Anita C. Licalsi	  	

  

			
	 Sales & Service Representatives III

	Raechel C. McClaskey/McClune	  	Donna A. Stenvik
	Laurie J. Phillips	  	Melanie Swanson
	LaNene D. Scott	  	Trena L. Sylvia
	Viola Stroud	  	Carrie A. Van De Hei
	Angela L. Wright	  	

  
 - 89 -

			
	 Lead Sales & Service Representatives

	Philip M Ahlvin	  	A Bobette McKirgan
	Rebecca Cameron	  	Tammy W Miller
	Debra S. Davis	  	Tonya E Nehren
	Barbara J Flaherty/Snell	  	Tamara Watts
	Megan E Garzel	  	Temple M Wingfield
	Eric Hoosier	  	

  

			
	 Internet Technical Support & Repair
Representative

	Pamela A. Adams	  	Melinda O. Jacobson
	Delores M. Allenbrand	  	Johnnie C. Knapp
	Laura Castleman	  	Max Norvell
	Diane R. Corbin	  	Lycra S. Pitts
	Joyce Davis	  	Mary R. Reza
	Andrew J. Garzel	  	

 Former ATU employees who remain continuously employed will receive grandfathered longevity. These employees will receive
negotiated increases to the applicable base rate for the job classification. The longevity rate will then be added to the employee’s adjusted base wage. 
 This grandfathered longevity rate (base rate subject to increases, plus fixed longevity rate) will remain in effect through 11:59 pm on December 31, 2012, and thereafter the total amount of the base
rate plus longevity as of that date shall be frozen until the negotiated rate meets or exceeds their frozen rate (wage + longevity). 
  

			
	Harold H Campbell	  	R C Peck
	Judy M Clay	  	Mrunal R Phadnis
	H Brad deMontfort	  	Viola Stroud
	Warren G Hamilton	  	Victor F Vercher
	Kim E Morrison	  	Michael W White
	Jeffrey M Muller	  	Roy N Wilson

  
 - 90 -

 LETTER OF UNDERSTANDING – ACHIEVERS OF EXCELLENCE 

ACS administers a program called “Achievers of Excellence” that provides recognition for employees who have exemplified the Company’s:

  

	 	•	 	 Values of ownership, performance, customer service, integrity, urgency and commitment, teamwork and individuality, social responsibilities, and
responsibility and accountability; 

  

	 	•	 	 Commitment to growing our number of loyal customers; and 

 

	 	•	 	 Drive to compete as an integrated telecommunications provider. 

 The IBEW shares the Company’s goal of pursuing excellence and supports its members in demonstrating the Achievers of Excellence values, commitment and drive. 

The Company and the Union acknowledge that terms and conditions of employment are a matter of collective bargaining for those workers represented by the
IBEW. However, the parties also recognize that it can be an advantage in a high performance environment to recognize and reward exemplary performance promptly and in a manner that is appropriate under the circumstances. 

Accordingly, the Union agrees that the Company may include the represented employees in the Achievers of Excellence program, subject to the following:

  

	 	1)	Awards under the program may be in the form of cash, a gift (e.g., a gift card, a product, a recognition lunch, etc.), or time off (permission to leave work an hour
early on a given day). 

  

	 	2)	Awards may not be made in excess of $250 in value to any individual represented employee without prior notice to and consent of the Union. 

 

	 	3)	An award may not be made to the same employee more than once in any calendar quarter. 

 

	 	4)	The issuance of any awards is within the Company’s discretion, although a recommendation for an award to a represented employee may come from within the
represented workforce, from a customer, or from the IBEW leadership. 

  

	 	5)	The decision to issue or not issue an award shall not be subject to the grievance procedure, except that the Union may file a grievance at the Second Step of the
Grievance Procedure if it has a good faith reason to believe the Company has administered the program in a manner that willfully discriminated against an employee for Union activity or in violation of Section 1.13 (Non-Discrimination).

  

	 	6)	The Company will ensure that awards are made in a fair and impartial manner, and that employees across the bargaining unit are given consideration for awards on an
equitable basis. 

  
 - 91 -

 LETTER OF UNDERSTANDING – ENTERPRISE LINE OF BUSINESS 

 

	1.	Enterprise Line of Business 

 1.1
The ACS Enterprise Line of Business (ELOB) is focused on serving large scale commercial, carrier and government customers. Provision of ELOB services requires an integrated program management structure to operate components that include a fiber
optic cable connecting Alaska to the Contiguous United States (CONUS), a diverse fiber optic route between Anchorage and Fairbanks, an in-state fiber network to selected enterprise customer premise locations, and a Vendor operated Network Operations
Center (NOC) in CONUS-based hosted facilities. 
 1.2 The Company’s Enterprise Business Plan is a strategic initiative to maintain revenue
growth as traditional services, such as local exchange telephone services, may decline. The ELOB initiative also represents a significant opportunity for the Company’s represented workforce to develop new skills and enhance their professional
capabilities and future employment opportunities. The parties are jointly committed to supporting the successful execution of the Enterprise Business Plan, while concurrently overseeing the skills upgrade and training of the represented workforce to
enable them to be successful and participate in the Company’s growth. 
  

	2.	Integrated Program Management Structure 

 2.1 The ELOB operates with a multi-location Integrated Network Management Center (I-NMC), linking the Company’s Network Operations Control Center in Anchorage (“Anchorage NOCC”) with the
Nortel CONUS-based Network Operations Control Center (“Vendor NOC”). The Vendor NOC is a hosted facility, which includes access to redundant Vendor facilities in other CONUS locations. These hosted facilities can only be operated
by Vendor’s employees (“Vendor Staff”). The I-NMC provides the essential business continuity, capabilities and best practices required by sophisticated Enterprise customers and is necessary to the success of the ELOB venture.

 2.2 Achievement of uninterrupted network monitoring, trouble resolution and managed services offered by the I-NMC necessarily results in a
sharing of certain defined responsibilities and job functions between the Anchorage NOC and the Vendor NOC. Such sharing involves work performed by Bargaining Unit members in Anchorage and accordingly requires the agreement and cooperation of the
Union, as set forth in this Letter of Understanding (“LOU”). 
  

	3.	Anchorage NOC 

 3.1 To support the
functionality of the I-NMC, the Anchorage NOC will be fully equipped to provide access to the same systems and technical capabilities that are available in the Vendor NOC. This includes installation of the necessary equipment, such as software,
servers and work stations in the Anchorage NOC. 

  
 - 92 -

 3.2 The Anchorage NOC is staffed by represented employees of the Customer Support and Network Management
Group (“ACS Staff”), a multi-skilled workforce trained to handle the following two primary areas of responsibility: (1) Managed Services for supporting enterprise customers, and (2) Network Operations. 

 

	4.	Cooperative Sharing Arrangement. 

4.1 Work currently performed by represented ACS employees falling under these shared responsibilities and the I-NMC is and shall remain Bargaining Unit
work . The Union has entered into this cooperative sharing arrangement to facilitate the success of the Enterprise Business Plan and to provide opportunities to Bargaining Unit members to enhance their skill sets and enjoy more rewarding careers.

 4.2 Pursuant to this LOU, ACS Staff and Vendor Staff, in jointly supporting the integrated functions of the I-NMC, will share the
responsibilities for performing the monitoring, surveillance and performance management of the ACS network with regard to functions related to reporting, escalations, 1st level restoration, internal and external coordination. These shared
responsibilities and the procedures for their implementation are documented in the Operations Plan, which has been furnished to the Union. This Operation Plan follows and implements the guidelines set forth below. The Company will notify the Union
in advance and offer the opportunity for comment before making substantive modifications to the Operations Plan in the future. To the extent that the effect of any such proposed modifications would be to alter the terms of this LOU or negatively
impact the Bargaining Unit, the Parties will reach mutual agreement prior to implementation of the changes. 
  

	5.	Guidelines for the Multi-Location I-NMC 

  

	5.1	Staffing and Operations: 

  

	 	a.	The I-NMC will operate on a 7x24 basis, 365 days a year. 

  

	 	b.	It will be jointly staffed by Vendor Staff based in Vendor locations and Alaska-based ACS Staff. Both Vendor and ACS shall contribute staff for every shift and this
multi-location team will jointly monitor the entire ACS network. 

  

	 	c.	ACS Staff assigned to the I-NMC shall be subject to the terms of the Collective Bargaining Agreement. 

 

	 	d.	Specific team size for every shift in the Anchorage NOC shall be determined by the Company. 

 

	 	e.	The Anchorage NOC will use the systems infrastructure (e.g. software, servers, work stations) provided by the Vendor. 

 

	 	f.	Operation of the I-NMC will follow detailed processes and procedures to be developed jointly by ACS and Vendor. 

  
 - 93 -

	 	g.	ACS Staff will be trained and equipped to perform all essential I-NMC functions performed by Vendor staff, ensuring parity of skills within the team.

  

	5.2	I-NMC Monitoring Activities: 

  

	 	a.	Support the ACS network, including wireline, wireless, internet, local, long distance, voice, data, submarine, terrestrial, various applications (e.g., voice mail,
etc.) and other services, both within and outside of Alaska. 

  

	 	b.	Reactive fault management, which consists of: 

  

	 	i.	network alarm monitoring, and 

  

	 	ii.	1st level restoration. 

  

	 	c.	Fault escalations for restoration purposes to appropriate ACS Staff or network element Vendors (e.g., Nortel, Cisco, etc.) based on defined processes and procedures.

  

	 	d.	Monitoring and reporting network change management activity and compliance with the Company’s current network change control policies and procedures.

  

	 	e.	Monitoring and reporting of all outages, including the reporting of progress, internal and third party coordination, resolution escalations as appropriate, etc.

  

	 	f.	Serving as a point of contact for Lawful Intercept requests from law enforcement, including any Emergency Call Tracing, as authorized by the Company’s legal
department or pursuant to established ACS policies and procedures. 

  

	 	g.	Maintaining familiarity with and adherence to customer Service Level Agreement (“SLA”) service levels and monitoring of customer specific solutions (e.g.,
E911, etc.), in order to escalate problems immediately within ACS. 

  

	5.3	Call Outs: 

  

	 	a.	Call outs of Tier 3 Staff or other ACS resources necessary to address customer initiated trouble calls shall primarily be made by the ACS Customer Support and Network
Management Group or by the ACS dispatch function, as warranted. 

  

	 	b.	If circumstances arise where the Vendor NOC becomes aware of a need to initiate a call out to address customer initiated trouble calls the Vendor Staff will report the
need to the Anchorage NOC. Only in a service affecting situation when the Anchorage NOC is unable to make the call out, for whatever reason, will the Vendor NOCC attempt to contact ACS Tier 3 Staff directly. 

 

	 	c.	All “call outs” will be executed in a manner necessary to meet SLAs and consistent with safe working procedures. 

 

	 	d.	Call outs for non customer initiated trouble calls will be made by the I- NMC staff of either the Vendor or ACS. 

  
 - 94 -

	5.4	Catastrophic Failures: 

  

	 	a.	In the case of a catastrophic failure of the Anchorage NOC, the Vendor NOC shall become the primary NOC with all responsibilities of reporting any outages or system
failures, escalations, internal and external coordination of the total ACS network. 

  

	 	b.	In the case of a catastrophic failure of the Vendor NOC, the Anchorage NOC may be assigned some or all of the Vendor NOC responsibilities or may work with a back-up
Vendor NOC if necessary. 

  

	5.5	ACS Customer Support and Network Management Group: 

  

	 	a.	Staff the Anchorage NOC for performing the functions described above. 

  

	 	b.	Perform the responsibilities of Tier 2 Trouble Resolution and Managed Services Desk. 

 

	6.	Training and Development of ACS Staff 

 6.1 ACS views network monitoring as a core competency. Accordingly, the Company shall train and maintain the skills to effectively perform network monitoring activities as a long-term part of its
Enterprise Business Plan. 
 6.2 The Company shall develop and maintain a Comprehensive Training Program to provide the necessary training and
certifications for Bargaining Unit employees assigned to the Customer Support and Network Management Group. It is understood that ongoing training on Enterprise customer requirements, including SLA’s and new services, technologies, and
equipment needed to serve these customers, will be covered under the training program. 
 6.3 ACS shall invest no less than $250,000 per year
for 2010 and 2011 for the Comprehensive Training Program and other training for Bargaining Unit employees in the Network functional area, which includes the Customer Support and Network Management Group. The Company will meet with the Union
annually, on or before March 1 of each year, to provide an overview of the Comprehensive Training Program and such other training planned for the Network functional area. 
 6.4 These training programs will be designed to provide the Bargaining Unit employees with the skills needed to support the Company’s current and potential new lines of business, respond to
technology changes and expand employment opportunities for the represented workforce. 

  
 - 95 -

 6.5 The Company agrees that no represented ACS employee will lose employment as a result of this sharing of
responsibilities and the necessity of any work being performed by such Vendor NOC. Further, ACS Staff will be maintained at a level that permits adequate staffing of the Anchorage NOC and supports the training and development commitments to the
employees. 
  

	7.	Subcontracting 

 7.1 Terrestrial
cable-related construction and maintenance activities in Alaska will be governed by the relevant provisions of the Collective Bargaining Agreement. This includes right of way clearing, installation of power to the structures or in the structures,
for telecommunications cable and equipment design and installation up to the demarcation at the SONET Interface to the Submarine Line Terminating Equipment (SLTE). 
  

	8.	Implementation, Interpretation and Dispute Resolution 

 This LOU represents the parties’ full and final agreement addressing issues arising from the development, design, construction and operation of the ELOB. 

This LOU does not expand the scope of Bargaining Unit work. 
 All terms in this LOU shall be construed and interpreted under the framework of the Collective Bargaining Agreement. However, to the extent that any specific provision of this LOU is inconsistent with the
terms of the Collective Bargaining, this LOU shall control. 
 To facilitate prompt resolution of any disputes arising under this LOU, a
grievance related to and arising under the terms of this LOU may be brought at the second step of the grievance procedure. 
 For purposes of
this LOU “1st level restoration” is defined as the initial process of remote fault clearing, problem resolution and device restoration. Examples include circuit resets, software reloads, processor activity switch, protect patch switch,
etc. 
 The parties agree to meet and resolve outstanding issues relating to all Cable Landing Stations in Alaska (Whittier, Valdez and Lena
Point) by September 30, 2009. 

  
 - 96 -

 SIGNATURE PAGE 

 

					
	Approved by:	 		 	
			
	Alaska Communications Systems	 		 	International Brotherhood of Electrical Workers
			
	/s/ Liane J. Pelletier	 		 	/s/ Larry W. Bell
	 Liane J. Pelletier,
 CEO and
President
	 		 	Larry W. Bell, Business Manager and Financial Secretary IBEW Local 1547
			
	Date: 2/25/2010	 		 	Date: 2-19-10

  
 

 

  
 - 97 -

 ALPHABETICAL INDEX 

 

					
	 Network Engineer III Classification
	  	 	30	  
	 401(k) Savings Plan
	  	 	65	  
	 Alchohol Abuse
	  	 	35	  
	 Alternate Schedules
	  			
	 Alternative Regular Lunch Schedules
	  	 	44	  
	 Five Day—Ten Hours Workweek
	  	 	47	  
	 Floater Position
	  	 	46	  
	 Four Day—Ten Hour Workweek
	  	 	46	  
	 Nine Day—Eighty Hour Workweek
	  	 	46	  
	 Alternate Workweek
	  	 	46	  
	 Alternate Workweek and Workdays
	  	 	45	  
	 Alternative Regular Lunch Schedules
	  	 	44	  
	 Amendment of Agreement
	  	 	2	  
	 Annual Performance Evaluation Program
	  	 	24	  
	 APPENDIX I – WAGE STRUCTURE
	  	 	71	  
	 Apprentice
	  	 	20	  
	 Ratio to Journeyman
	  	 	20	  
	 Temporary
	  	 	20	  
	 Temporary Frame Apprentices
	  	 	20	  
	 Apprenticeship Training
	  	 	65	  
	 Arbitration
	  	 	11	  
	 Bargaining Unit Seniority
	  	 	23	  
	 Benefits
	  			
	 401(k) Savings Plan
	  	 	65	  
	 Communications Services
	  	 	66	  
	 Hardship and Benevolent Fund
	  	 	67	  
	 Health and Welfare Plan
	  	 	64	  
	 Long Term Disability Income Insurance Plan
	  	 	66	  
	 Money Purchase Pension Plan
	  	 	65	  
	 Movement of Monies
	  	 	66	  
	 Retirement
	  	 	29, 65	  
	 Survivor Income Benefits
	  	 	65	  
	 Bereavement Leave
	  	 	61	  
	 Bid Committees
	  	 	15	  
	 Bulletin Boards and E-Mail
	  	 	8	  
	 Bumping Rights
	  	 	32	  
	 Call-Out Pay
	  	 	50	  
	 Chief Shop Steward(s)
	  	 	8	  
	 Classification Committee
	  	 	18	  
	 Climbing Safety During Long Periods of Extreme Cold
	  	 	41	  
	 Communication Services
	  	 	66	  
	 Complaint Procedure
	  	 	10	  
	 Compliance with Company Work Rules
	  	 	35	  
	 Continuous Service Date
	  	 	23	  
	 Core Business Times
	  	 	28	  
	 Definitions
	  			
	 Foreman
	  	 	37, 79	  
	 Job Share
	  	 	19	  
	 Regular Employees
	  	 	18	  
	 Regular Part-Time Employees
	  	 	18	  

					
	 Definitions and Presentation of Grievances
	 	 	10	  
	 Designation of Employees
	 	 	18	  
	 Regular
	 	 	18	  
	 Regular Part-Time
	 	 	18	  
	 Temporary
	 	 	18	  
	 Discipline
	 	 	12	  
	 Removal of Disciplinary Actions
	 	 	13	  
	 Termination of Employment
	 	 	13	  
	 Distribution of Overtime
	 	 	51	  
	 Dress Code
	 	 	35	  
	 Drug Testing
	 	 	35	  
	 Dues Deduction
	 	 	7	  
	 Eight-Hour Break
	 	 	48	  
	 Emergency Leave
	 	 	60	  
	 Employee Safety Performance Targets and Measures
	 	 	41	  
	 Failure to Meet
	 	 	42	  
	 Exit Incentive Program
	 	 	33	  
	 Familiarization Period after Promotion or Lateral Move
	 	 	23	  
	 Family Members
	 	 	24	  
	 Five Day – Ten Hours Workweek
	 	 	47	  
	 Flexible Time Off (FTO)
	 			
	 Accrual Limits
	 	 	58	  
	 Accrual Rate Increases
	 	 	58	  
	 Annual Scheduling of
	 	 	29, 59	  
	 Cash in of
	 	 	62	  
	 The 20% Rule
	 	 	59	  
	 Flex-Time
	 	 	47	  
	 Floater Position
	 	 	46	  
	 Foreman
	 	 	37	  
	 General Foreman
	 	 	37	  
	 Line Foreman
	 	 	39	  
	 Project Foreman
	 	 	39	  
	 Supervisory Numbers
	 	 	37	  
	 Four Day – Ten Hour Workweek
	 	 	46	  
	 FTO
	 	 
 	See Flexible
Time Off (FTO)	  
 
	 General Foreman
	 	 	37	  
	 Compensation
	 	 	38	  
	 Grievance Procedure
	 	 	10	  
	 Arbitration
	 	 	11	  
	 Step One
	 	 	11	  
	 Step Two
	 	 	11	  
	 Health and Welfare Plan
	 	 	64	  
	 for Part-Time Employees
	 	 	19	  
	 for Temporary Employees
	 	 	19	  
	 Reimbursement of Shop Steward premiums
	 	 	64	  
	 High Time
	 	 	51	  
	 Holidays
	 	 	56	  
	 IBEW Hardship and Benevolent Fund
	 	 	67	  
	 Incidental Illness
	 			

 
 

  
 - 98 -

 

					
	 Call-In Procedures
	  	 	60	  
	 Requirement for Doctor’s Certification
	  	 	60, 61	  
	 Incidental Time Off Requests
	  	 	59	  
	 Inclement Weather
	  	 	43	  
	 Indemnification
	  	 	7	  
	 IP Engineer
	  			
	 Retirement
	  	 	29	  
	 Shifts and schedules
	  	 	27	  
	 Wage Rates
	  	 	28	  
	 Work Out of Classification
	  	 	27	  
	 Workweek and Workday
	  	 	27	  
	 IP System Engineers
	  	 	27	  
	 Job Awards
	  	 	15	  
	 Job Bidding
	  	 	15	  
	 Non-Rep to Rep
	  	 	15	  
	 Temporary Employees
	  	 	15	  
	 Waivers
	  	 	15	  
	 Job Classifications
	  	 	17	  
	 Job Notice
	  	 	15	  
	 Job Posting
	  	 	15	  
	 Job Share
	  			
	 Definition of
	  	 	19	  
	 Flexible Time Off (FTO)
	  	 	19	  
	 Health and Welfare Benefits
	  	 	19	  
	 Holidays
	  	 	19	  
	 Participation in Lieu of Layoff
	  	 	32	  
	 Termination, Promotion, or Transfer During
	  	 	19	  
	 Jury Duty
	  	 	61	  
	 Language Code
	  	 	35	  
	 Lateral Transfers
	  	 	16	  
	 Layoff Procedure
	  			
	 Job Share
	  	 	32	  
	 Layoff Procedure
	  	 	32	  
	 Bumping Rights
	  	 	32	  
	 Layoff Allowance
	  	 	86	  
	 Notice of
	  	 	32	  
	 Reassignments Within Company
	  	 	32	  
	 Recall Rights
	  	 	32	  
	 Seniority Dates
	  	 	32	  
	 Severance Freeze
	  	 	86	  
	 Leave
	  			
	 Emergency Leave
	  	 	60	  
	 Long-Term Leave of Absence
	  	 	60	  
	 Military Leave
	  	 	62	  
	 Short-Term Leave of Absence Without Pay
	  	 	60	  
	 Line Foreman
	  	 	39	  
	 Lockers
	  	 	70	  
	 Long Term Disability
	  			
	 Income Insurance Plan
	  	 	66	  
	 Management Rights
	  	 	6	  
	 Meal Allowance
	  	 	48	  
	 Call Out
	  	 	48	  
	 Contiguous to Shift
	  	 	48	  
	 Within Regular Service Area
	  	 	49	  
	 Meals
	  	 	53	  

					
	 Military Leave
	 	 	62	  
	 Money Purchase Pension Plan
	 	 	65	  
	 Movement of Monies
	 	 	66	  
	 Moving Expenses
	 	 
 
 	33, See
Relocation
Provisions	  
  
  
	 NECA Temporary Employees
	 	 	19	  
	 in Remote Locations
	 	 	21	  
	 Work Out of Classification
	 	 	30	  
	 Negotiations Upon Expiration of Contract
	 	 	2	  
	 New Technology
	 	 	5	  
	 Nine Day – Eighty Hour Workweek
	 	 	46	  
	 No Layoff Clause
	 	 	31	  
	 No Out-Of-State Job Transfer
	 	 	22	  
	 Non-Consecutive Days Off
	 			
	 IP Engineers
	 	 	28	  
	 Non-Discrimination
	 	 	5	  
	 Overtime
	 			
	 Call-Out Pay
	 	 	50	  
	 Distribution of
	 	 	51	  
	 Holiday work
	 	 	50	  
	 Overtime Lists
	 	 	51	  
	 Pay Rates for Overtime
	 	 	50	  
	 Pyramiding Prohibited
	 	 	50	  
	 Scheduled Seventh Day
	 	 	50	  
	 Part-Time Employees
	 			
	 Definition of
	 	 	18	  
	 Health and Welfare Plan
	 	 	19	  
	 Pay upon Termination
	 	 	69	  
	 Paydays
	 	 	69	  
	 Personal Vehicles
	 	 	70	  
	 Political Action Committee Fund
	 	 	7	  
	 Probationary Employees
	 	 	23	  
	 Project Foreman
	 	 	39	  
	 Pyramiding Prohibited
	 	 	50	  
	 Recall Rights
	 	 	32	  
	 Recognition
	 	 	3	  
	 Relief
	 	 	47	  
	 Relocation Provisions
	 	 	33	  
	 Family Transportation
	 	 	33	  
	 House Hunting
	 	 	34	  
	 Temporary Living Assistance
	 	 	34	  
	 Time Off During
	 	 	34	  
	 Rest Periods
	 	 	48	  
	 Retirement
	 	 	65	  
	 Return to Work
	 	 	63	  
	 Safety
	 	 	40	  
	 Appropriate Dress
	 	 	35	  
	 Climbing Safety
	 	 	41	  
	 Devices
	 	 	40	  
	 Employee Safety Performance Targets and Measures
	 	 	41	  
	 Manholes
	 	 	40	  
	 Responsibilities
	 	 	41	  
	 Safety Committee
	 	 	41	  
	 Safety/Training Meetings
	 	 	40	  
	 Standards
	 	 	40	  

 
 

  
 - 99 -

 

					
	 Safety Inclement Weather
	  	 	43	  
	 Salaried Employees
	  			
	 General Foreman
	  	 	38	  
	 General Lead
	  	 	38	  
	 IP Engineers
	  	 	27, 28	  
	 Sales and Service Representative (SSR)
	  	 	25	  
	 Shift Bidding
	  	 	25	  
	 Scope of Agreement
	  	 	2	  
	 Seniority
	  			
	 Bargaining Unit Seniority (Seniority)
	  	 	23	  
	 Continuous Service Date
	  	 	23	  
	 Seventh Scheduled Day Overtime
	  	 	50	  
	 Severance Freeze
	  	 	86	  
	 Shift Bids
	  	 	44	  
	 Shift Differential
	  	 	47	  
	 Shifts and Schedules
	  			
	 Changes to
	  	 	45	  
	 Foremen
	  	 	44	  
	 Posting of
	  	 	45	  
	 Shift Bids
	  	 	44	  
	 Standby and the Overtime List
	  	 	51	  
	 Offer of
	  	 	51	  
	 Requirement to Respond
	  	 	51	  
	 Scheduling of
	  	 	51	  
	 Statutory Permits, Certificates and Licenses
	  	 	35	  
	 Strikes, Lockouts & Picket Lines
	  	 	7	  
	 Substance Abuse
	  	 	35	  
	 Summer Student Hires
	  	 	21	  
	 Pay Rate
	  	 	21	  
	 Supplemental Sick Pay (SSP)
	  	 	63	  
	 Supplemental Workers Compensation
	  	 	62	  
	 Survivor Income Benefits
	  	 	65	  
	 Table of Contents
	  	 	ii	  
	 Temporary Employees
	  			
	 Acting Assignments
	  	 	30	  
	 Apprentice
	  	 	20	  
	 Distribution of Overtime
	  	 	52	  
	 Frame Apprentice
	  	 	20	  
	 Health and Welfare Plan
	  	 	19	  
	 Job Bidding
	  	 	15	  
	 NECA
	  	 	19	  
	 Personal Holidays
	  	 	57	  
	 Summer Student Hires
	  	 	21	  
	 Term of Agreement
	  	 	2	  
	 Time Changes
	  	 	48	  
	 Tools
	  	 	70	  
	 Training
	  			

					
	 for Frame Apprentices
	 	 	20	  
	 IP Engineer
	 	 	27	  
	 Training Poisitions
	 	 	16	  
	 Transfer of Work
	 	 	22	  
	 Transportation
	 			
	 Personal Vehicles
	 	 	70	  
	 Travel Expenses
	 			
	 NECA per diem
	 	 	21	  
	 Travel for Training
	 	 	53	  
	 Travel to Perform Work
	 	 	54	  
	 Union Business Representative
	 	 	8	  
	 Union Duty
	 	 	9	  
	 Union Right to Discipline Members
	 	 	9	  
	 Union Security
	 	 	7	  
	 Unscheduled Absence
	 	 	60	  
	 Requirement for Doctor’s Certification
	 	 	61	  
	 Use of Company’s Time, Equipment or Material
	 	 	35	  
	 Vendor Agents
	 	 	5	  
	 Wages
	 			
	 Engineer (Salaried)
	 	 	28	  
	 Extended Hours for Salaried IP Engineers
	 	 	28	  
	 General Foreman
	 	 	38	  
	 Increases
	 	 	69	  
	 Pay Upon Termination
	 	 	69	  
	 Paydays
	 	 	69	  
	 Rates
	 	 	50	  
	 Student Summer Hires
	 	 	21	  
	 Weather Conditions
	 			
	 Climbing During Extreme Cold
	 	 	41	  
	 Inclement Weather
	 	 	43	  
	 Work Out of Classification
	 			
	 Acting Foremen
	 	 	30	  
	 IP Engineer
	 	 	27	  
	 Management Positions
	 	 	31	  
	 Management Positions
	 	 	27	  
	 NECA Temps and
	 	 	30	  
	 Pay
	 	 	30, 31	  
	 Pension
	 	 	30	  
	 Sr. Clerical Specialists
	 	 	31	  
	 Step Increases During
	 	 	30	  
	 Work performed on a Holiday
	 	 	50	  
	 Work Week
	 	 	44	  
	 Workday
	 	 	44	  
	 Eight-Hour Break
	 	 	48	  
	 Rest Periods
	 	 	48	  
	 Time Changes
	 	 	48	  
	 Workers Compensation, Supplemental
	 	 	62	  

 
 

  
 - 100 -

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00208-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00208-of-00352.parquet"}]]