Document:

Exhibit 10.58

AGREEMENT COVERING

TERMS AND CONDITIONS OF EMPLOYMENT

BELUGA POWER PLANT CULINARY EMPLOYEES

Between

CHUGACH ELECTRIC ASSOCIATION, INC.

Anchorage, Alaska

and

UNITE HERE

HOTEL EMPLOYEES & RESTAURANT EMPLOYEES UNION

LOCAL 878

Anchorage, Alaska

December 13, 2007 through

June 30, 2010

TABLE OF CONTENTS

	
  

 	
  

 	
  

 	
  

 
	
 PREAMBLE

 	
  

 	
  

 	
 1

 
	
 ARTICLE
 I - PURPOSE

 	
  

 	
  

 	
 1

 
	
 ARTICLE
 II - RECOGNITION

 	
  

 	
  

 	
 2

 
	
 ARTICLE
 III - UNION SECURITY AND ACTIVITIES

 	
  

 	
  

 	
 2

 
	
 Section 1 -
Union Membership

 	
  

 	
  

 	
 2

 
	
 Section 2 -
Hold Harmless

 	
  

 	
  

 	
 2

 
	
 Section 3 -
Union Dues

 	
  

 	
  

 	
 2

 
	
 Section 4 -
Shop Stewards

 	
  

 	
  

 	
 2

 
	
 Section 5 -
Union Admission to Job

 	
  

 	
  

 	
 3

 
	
 Section 6 -
Examination of Records

 	
  

 	
  

 	
 3

 
	
 Section 7 -
Union Responsibility

 	
  

 	
  

 	
 4

 
	
 Section 8 -
Noninterference

 	
  

 	
  

 	
 4

 
	
 ARTICLE
 IV - HIRING

 	
  

 	
  

 	
 4

 
	
 Section 1 -
Hiring Hall

 	
  

 	
  

 	
 4

 
	
 Section 2 -
Equal Employment Opportunity/Affirmative
 Action

 	
  

 	
  

 	
 4

 
	
 ARTICLE
 V - MANAGEMENT RIGHTS

 	
  

 	
  

 	
 5

 
	
 ARTICLE
 VI - NO STRIKE OR LOCKOUT

 	
  

 	
  

 	
 6

 
	
 Section 1 -
No Strike

 	
  

 	
  

 	
 6

 
	
 Section 2 -
No Lockout

 	
  

 	
  

 	
 6

 
	
 Section 3 -
Noncompliance

 	
  

 	
  

 	
 6

 
	
 ARTICLE
 VII - SUSPENSION AND DISCHARGE

 	
  

 	
  

 	
 6

 
	
 ARTICLE
 VIII - GRIEVANCE AND ARBITRATION

 	
  

 	
  

 	
 7

 
	
 Section 1 -
Policy

 	
  

 	
  

 	
 7

 
	
 Section 2 -
Definition

 	
  

 	
  

 	
 7

 
	
 Section 3 -
Grievance Procedure

 	
  

 	
  

 	
 7

 
	
 Section 4 -
Arbitration

 	
  

 	
  

 	
 8

 
	
 ARTICLE
 IX - CLASSES OF EMPLOYEES

 	
  

 	
  

 	
 9

 
	
 Section 1 -
Probationary Regular
 Employees

 	
  

 	
  

 	
 9

 
	
 Section 2 -
Regular Employees

 	
  

 	
  

 	
 9

 
	
 Section 3 -
Temporary Employees

 	
  

 	
  

 	
 9

 
	
 Section 4 -
Promotion

 	
  

 	
  

 	
 10

 
	
 ARTICLE
 X - WORKWEEK AND OVERTIME

 	
  

 	
  

 	
 10

 
	
 Section 1 -
Work Schedule and Workweek

 	
  

 	
  

 	
 10

 
	
 Section 2 -
Overtime

 	
  

 	
  

 	
 11

 
	
 Section 3 -
Shift Change

 	
  

 	
  

 	
 11

 
	
 ARTICLE
 XI - WORKING RULES

 	
  

 	
  

 	
 11

 
	
 Section 1 -
Transportation

 	
  

 	
  

 	
 11

 
	
 Section 2 -
Standby

 	
  

 	
  

 	
 11

 
	
 Section 3 -
Wait Time

 	
  

 	
  

 	
 12

 
	
 Section 4 -
Rest Time and Call Out

 	
  

 	
  

 	
 12

 
	
 Section 5 -
Split Shifts

 	
  

 	
  

 	
 13

 
	
 Section 6 -
Meal and Relief Periods

 	
  

 	
  

 	
 13

 
	
 Section 7 -
Camp Living

 	
  

 	
  

 	
 13

 

i

	
  

 	
  

 	
  

 	
  

 
	
 Section 8 -
Work Load and Assignment
 of Work

 	
  

 	
  

 	
 14

 
	
 Section 9 -
Return of Remains in Event
 of Death

 	
  

 	
  

 	
 14

 
	
 Section 10 -
Designation of Supervisor

 	
  

 	
  

 	
 14

 
	
 Section 11 -
Drug and Alcohol Testing
 Program

 	
  

 	
  

 	
 14

 
	
 ARTICLE
 XII - WAGES AND JOB CLASSIFICATION

 	
  

 	
  

 	
 14

 
	
 Section 1 -
Wage Schedule

 	
  

 	
  

 	
 14

 
	
 Section 2 -
Compensation for Employees
 Working in Higher Classification

 	
  

 	
  

 	
 15

 
	
 Section 3 -
Temporary Assignment to
 Lower Classification

 	
  

 	
  

 	
 15

 
	
 Section 4 -
Training Wage Program

 	
  

 	
  

 	
 15

 
	
 Section 5 -
Pay Day

 	
  

 	
  

 	
 15

 
	
 ARTICLE
 XIII - LEAVE

 	
  

 	
  

 	
 16

 
	
 Section 1 -
Annual Leave

 	
  

 	
  

 	
 16

 
	
 Section 2 -
Jury Duty

 	
  

 	
  

 	
 17

 
	
 Section 3 -
Illness or Injury Leave

 	
  

 	
  

 	
 17

 
	
 ARTICLE
 XIV - HOLIDAYS

 	
  

 	
  

 	
 18

 
	
 ARTICLE
 XV - SENIORITY AND LAYOFFS

 	
  

 	
  

 	
 19

 
	
 Section 1 -
Seniority

 	
  

 	
  

 	
 19

 
	
 Section 2 -
Layoffs

 	
  

 	
  

 	
 19

 
	
 ARTICLE
 XVI - HEALTH AND WELFARE

 	
  

 	
  

 	
 20

 
	
 ARTICLE
 XVII - PENSION

 	
  

 	
  

 	
 20

 
	
 ARTICLE
 XVIII - PREPAID LEGAL TRUST

 	
  

 	
  

 	
 21

 
	
 ARTICLE
 XIX - LABOR MANAGEMENT COMMITTEE

 	
  

 	
  

 	
 21

 
	
 ARTICLE
 XX - SAVINGS CLAUSE

 	
  

 	
  

 	
 21

 
	
 ARTICLE
 XXI - ENTIRE AGREEMENT

 	
  

 	
  

 	
 21

 
	
 ARTICLE
 XXII - SUCCESSOR AND ASSIGNS

 	
  

 	
  

 	
 22

 
	
 ARTICLE
 XXIII - DURATION

 	
  

 	
  

 	
 22

 
	
 Section 1 -
Effective Dates

 	
  

 	
  

 	
 22

 
	
 Section 2 -
Notice

 	
  

 	
  

 	
 22

 
	
 Section 3 -
Continuation of Agreement

 	
  

 	
  

 	
 22

 

ii

PREAMBLE

               This
agreement is made and entered into this 13th day of December, 2007, by and between
Chugach Electric Association, Inc., hereinafter referred to as the “Employer,”
and Hotel Employees & Restaurant Employees Union Local 878, affiliated with
Hotel Employees & Restaurant Employees International Union, AFL-CIO, CLC,
hereinafter referred to as the “Union,” representing the employees covered by
this Agreement working at the Beluga Power Plant, hereinafter referred to as
“Beluga.” 

               
This
Agreement shall terminate, cancel, and rescind any Collective Bargaining
Agreement heretofore entered into by the undersigned Employer and Union. 

               
NOW
THEREFORE, in consideration of the mutual promises and covenants contained
herein, the following is hereby agreed to by the Employer and Union. 

ARTICLE I - PURPOSE

               
It
is the objective of the parties that the obligations of the Employer for the
successful conduct of its business and the fulfillment of its responsibilities
to the employees covered by this Agreement be carried out without interference
arising from differences between the parties. 

               The
Union, representing employees of the Employer, and the Employer desire to
establish and maintain, through harmonious cooperation, a standard of
conditions and procedures to provide for orderly collective bargaining
relations, prompt and equitable disposition of grievances, and fair wages,
hours, and working conditions for the employees covered by this Agreement. 

               It
is the responsibility of the Employer to manage the workforce. It is the
responsibility of the parties to promote such practices as will improve the
quality of service provided and the working conditions of the employees covered
by this Agreement. The Union agrees to support the Employer’s efforts to
eliminate waste and inefficiency, prevent absenteeism, harassment,
insubordination, and other practices which hamper the Employer’s operation at
Beluga. The Union further agrees to support the Employer’s efforts to improve
the quality of work at Beluga. 

      
         All
employees covered by this Agreement shall be required to discharge their duties
in a proper and business-like manner and to be courteous and considerate of one
another, other Chugach employees, and the public. 

1

ARTICLE II - RECOGNITION

          The
Employer recognizes, during the term of this Agreement, the Union as the sole
and exclusive collective bargaining representative for all employees in the
classifications covered by this Agreement working at the Beluga Power Plant,
hereinafter referred to as “Beluga,” and as the representative of all such
employees in interpreting this Agreement and adjusting disputes. 

ARTICLE III - UNION SECURITY AND ACTIVITIES

          Section
1.     Union Membership. 

          All
employees covered by this Agreement, who are presently members of the Union,
shall be required as a condition of continued employment to maintain said
membership in good standing, and all employees who are not presently members of
the Union and all new employees shall become members of the Union on the
thirty-first (31st) day following the date of their employment or the effective
date of this Agreement, whichever is later. Final notice for termination by the
Union for the dismissal of any employee for failure to comply with the
provisions of this paragraph shall be in writing to the General Manager of the
Employer, which shall contain a certification by the Union. 

          Section
2.     Hold Harmless. 

          The
Union agrees that it will indemnify, defend, and hold harmless the Employer
from any and all liability or loss caused by the Employer’s discharge of any
employee at the request of the Union. 

          Section
3.     Union Dues. 

          The
Employer agrees to deduct from the paycheck of each employee who so authorizes,
on an authorization form provided by the Union, regular monthly Union dues,
fees and assessments. Authorized monies shall be withheld from each payroll and
submitted by the employer no later than the 12thof the following month. The
performance of this service is recognized as a service to the Union by the
Employer. It is acknowledged and agreed that the Employer assumes no liability
in connection with the collection of Union dues, except that the Employer
agrees to exercise ordinary diligence and care in the transmittal of the monies
to the Union.  

          Except
as stated above, the Union shall assume all obligations and responsibilities
for the collection of any Union fees or assessments. 

          Section
4.     Shop Stewards.

          The
Employer recognizes the right of the Union to appoint one employee per shift as
shop steward to represent employees at Beluga. The shop steward shall have the

2

right
to receive complaints or grievances and discuss same with the designated
Employer representative. The shop steward has the authority to discuss
resolutions to complaints and grievances, although full authority to resolve or
dismiss complaints and grievances shall remain vested with the Union. 

          A
shop steward shall make every effort to perform union business during
nonworking time. Upon approval by the designated Employer representative, a
shop steward may be granted a reasonable amount of time during working hours
and without loss of pay to handle union business. These requests will not be
unreasonably denied by the Employer. The shop steward shall report any union
duties performed during working hours on his/her timecard, if so approved. In
the event the Union requires the services of the shop steward during an
arbitration hearing, upon prior notice to the Manager of Employee Relations by
the Business Manager or designated representative, the shop steward will be
released from duty with no loss of income for their regularly scheduled hours
of work. The Employer and the Union agree to split the costs of transportation
to and from the arbitration hearing unless mutually agreed otherwise. 

          The
Employer agrees to notify the Union twenty-four (24) hours prior to layoff of
any shop steward, except in cases of discharge for just cause under Article
VII. If the discharge of the shop steward is for just cause, notification to
the Union is required immediately upon notification to the employee. 

          The
shop steward will be the last employee laid off, provided he/she is qualified
to perform the work remaining on the job. 

          Section
5.     Union
Admission to Job. 

          Duly
authorized representatives of the Union may meet with employees covered by this
Agreement provided, however, that the representative(s) shall obtain prior
approval from the Employer’s Manager of Employee Relations before arrival at
Beluga. Such meetings shall not interfere with the efficient operation of the
work performed at Beluga. All Employer rules and regulations will be observed
by the Union representative(s) while at Beluga. 

          Section
6.      Examination
of Records. 

          Duly
authorized representatives of the Union may examine the personnel records
pertaining to the employees covered by this Agreement upon receipt of written
authorization by the employee to the Manager of Employee Relations. The
Employer shall make every effort to produce the original records, or copies of
such records, for examination by the Union representative no later than
forty-eight (48) hours after notice from the Union. 

3

          Section
7.     Union Responsibility. 

          The
Union agrees that this Agreement is binding on each and every employee covered
by this Agreement, and that its members, individually or collectively, accept
full responsibility for carrying out and complying with all provisions of this
Agreement. The Union further agrees to make reasonable efforts to insure that
the employees covered by this Agreement obey all rules, regulations, policies,
and procedures prescribed by the Employer. 

          Section
8.     Noninterference. 

          The
Employer agrees that it will not attempt to interfere between any of its
employees and the Union. It will not restrain or attempt to restrain any
employee from belonging to the Union or from taking any active part in Union
affairs. It will not discriminate against any employee because of Union
membership or lawful Union activity. 

ARTICLE IV - HIRING

          Section
1.     Hiring Hall. 

          The
Union shall maintain a hiring hall and the Employer shall notify the hiring
hall when there is a vacancy in a job classification covered by this Agreement.
The Employer will first use the services of the hiring hall and consider any
referral. In the event the Employer rejects the applicant, the Union will refer
another applicant. Upon request of the Union, the Employer will give a
job-related reason in writing as to the reason the applicant was rejected. 

          If
the Union is unable to provide an acceptable referral within forty-eight (48)
hours of notification of vacancy, the Employer retains the right to hire
applicants from other sources. 

          In
accordance with the Union hiring hall bylaws, the Employer has the right to
request specific names when placing a request for a Head Cook or Baker. For
other positions, the Employer is limited to name requesting on an every other
call basis. 

          The
Employer retains the right to require pre-employment physical examinations
consistent with applicable state and federal law and at the Employer’s expense. 

          Section
2.     Equal Employment Opportunity/Affirmative
Action. 

          The
parties hereto recognize that the Employer is an equal opportunity employer
within the contemplation of Title VII of the Civil Rights Act of 1964, as such
statute has been implemented by one or more executive orders, and that the
Employer is likewise a federal contractor within the contemplation of the
aforesaid executive orders and

4

required
to pursue an affirmative action program with respect to equal opportunity for
employment (reference: Executive Order 11246, as amended, Section 503 of the
Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans’
Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, and their
implementing regulations listed at 451 CFR Part 60). In order to ensure that
the Employer conforms in its hiring practices to the requirements of the law,
federal, state, and local, as implemented by executive and administrative
orders and regulations, the parties mutually agree that neither Employer nor
Union will discriminate against any person or persons on the grounds of race,
religion, color, sex, age, or national origin with respect to recruitment,
hiring, promotion, demotion, termination, layoff, transfer, compensation,
selection for training or otherwise, so as to deny such person or persons equal
employment opportunities. The parties also mutually agree that the Employer is
an affirmative action employer with respect to individuals with handicaps,
disabled veterans, and veterans of the Viet Nam Era. 

ARTICLE V - MANAGEMENT RIGHTS

          The
Union agrees that the management of the food service and housekeeping
operations at Beluga and the direction of the workforce responsible for the
food service and housekeeping at Beluga is the sole responsibility of the
Employer and shall be at its sole discretion. 

          All
management rights and responsibilities, which are not expressly modified or
restricted by a specific provision of this Agreement, are retained and vested
exclusively in the Employer, including, but not limited to, the following: 

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 the
 right to establish and administer policies and procedures relating to
 education, training, operations, services, safety, personal hygiene, physical
 examinations, and maintenance of food service or housekeeping; 

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 to
 supervise and schedule the workforce, including the assignment of hours of
 work during the workday; 

 
	
  

 	
  

 	
  

 
	
  

 	
 3.
 

 	
 to
 hire, promote, transfer, lay-off, and recall employees to work; 

 
	
  

 	
  

 	
  

 
	
  

 	
 4.
 

 	
 to
 discipline, suspend, and discharge employees for just cause; 

 
	
  

 	
  

 	
  

 
	
  

 	
 5.
 

 	
 to
 determine the number of employees and the duties to be performed provided
 that the health and safety of the employees are not endangered; 

 
	
  

 	
  

 	
  

 
	
  

 	
 6.
 

 	
 to
 maintain the efficiency of employees and direct the workforce; 

 
	
  

 	
  

 	
  

 
	
  

 	
 7.

 	
 to establish
 or expand any job classification or operation of service related to culinary
 work covered by this Agreement; 

 

5

	
 

	
 

	
 

	
 

	
8.

	
to determine staffing
  patterns and areas worked; 

	
 

	
 

	
 

	
 

	
9.

	
to
  control and regulate the use of facilities, supplies, equipment, and other property of the
  Employer;
  

	
 

	
 

	
 

	
 

	
10.

	
to
  determine the assignment and delegation of work, the qualifications required and the size and composition of
  the workforce; 

	
 

	
 

	
 

	
 

	
11.

	
to
  introduce new or improved food service or housekeeping methods or facilities regardless of whether or not the same cause
  a reduction in the workforce;
  and 

	
 

	
 

	
 

	
 

	
12.

	
to
  make or change company rules, regulations, policies, and practices provided the same do not conflict with the
  terms of this Agreement. 

ARTICLE VI - NO STRIKE OR LOCKOUT

          Section
1.     No Strike.

          The
Union, its members, officers, agents, employees, and representatives agree that they will not
authorize, instigate, aid, condone, or engage in any strike (including jurisdictional or sympathy strikes) sit-downs,
slow-downs, work stoppages, honor any unsanctioned
picket line at the Employer’s premises or work locations, including Beluga, or take any other action which will interfere with
or interrupt the Employer’s operations for
any reason whatsoever.

          Section 2.
     No Lockout.

          The Employer agrees
that
it will not lockout employees covered by this Agreement at Beluga during the term of this Agreement.

          Section
3.     Noncompliance.

          The Employer may
discipline, up to and including dismissal, any employee who engages in conduct prohibited by Section 1 of
this Article.

ARTICLE VII - SUSPENSION AND DISCHARGE

          The Employer agrees
that
no employee shall be suspended or discharged except for just cause. For the
purposes of this Article, suspension or discharge for just cause includes, but is not
limited to, dishonesty, incompetence, unexcused absenteeism, insubordination,
unsatisfactory performance of duties, the use or possession of drugs and/or alcohol in transit
or while at Beluga, abandonment of duties, physical fighting, use of racial, ethnic, or
sexual epithets, unlawful workplace harassment, physical or

6

verbal
threats or abuse, vulgar profanity, and violations of or non-compliance with
work rules, regulations,
applicable policies, or procedures promulgated by the Employer. The Employer shall furnish the Union with a copy of
the disciplinary letter issued to the employee
under this Article.

ARTICLE VIII - GRIEVANCE AND ARBITRATION

          Section 1.
     Policy.

          The parties recognize
and agree that prompt and equitable settlement of employee grievances is
essential to the maintenance of sound labor relations. The parties further recognize
and agree that such grievances are usually more satisfactorily and expeditiously settled
at the lowest supervisory level at which an acceptable understanding can be
reached.

          Section 2.
     Definition.

          A grievance is hereby
defined as an alleged violation of the terms of this Agreement.

          Section
3.     Grievance
Procedure.

          Any employee or
group of
employees having a grievance shall proceed according to the following steps to seek a
satisfactory settlement of the grievance. To provide the best opportunity for the grievance to be resolved at the
lowest level, none of the following steps
shall be omitted:

	
 

	
 

	
 

	
 

	
Step
  One:          The
  employee shall discuss the grievance with the employee’s immediate supervisor.
  If the employee and supervisor fail to agree on resolution of the grievance,
  Step Two will follow.

	
 

	
 

	
 

	
 

	
Step
  Two:          The employee will
  discuss the grievance with the shop steward who will, in turn, seek to
  settle the grievance with the employee’s immediate supervisor. If the shop
  steward cannot reach an agreement with the employee’s supervisor, Step
  Three will follow.

	
 

	
 

	
 

	
 

	
Step
  Three:          The shop
  steward shall state the employee’s grievance in writing. The statement will
  include the following:

	
 

	
 

	
 

	
 

	
(a)

	
the
  nature of the grievance and the circumstances out of which it arose, including the date of occurrence; 

	
 

	
 

	
 

	
 

	
(b)

	
the
  remedy or correction the Employer is requested to make;

7

	
 

	
 

	
 

	
 

	
(c)

	
the
  section or sections of the Agreement relied upon or alleged to have been violated; 

	
 

	
 

	
 

	
 

	
(d)

	
the signatures of the grievant and the shop steward;
  

	
 

	
 

	
 

	
 

	
(e)

	
the date the statement of the grievance was prepared.

	
 

	
 

	
 

	
Step
  Four:           The written statement
  of the grievance shall be given to the Union’s Business Manager or representative and be
  presented to the Employer’s designated representative within twenty-one (21)
  calendar days of the occurrence.

	
 

	
 

	
 

	
Step
  Five:          The Union and the
  Employer will have twenty-one (21) calendar days to discuss the grievance, hold meetings,
  and try to come to a mutually agreeable settlement. Prior to the end of the specified
  twenty-one (21) calendar days, the Employer will provide the Union with a
  written statement of its position on the grievance.

	
 

	
 

	
 

	
Step
  Six:           If
  the grievance is not resolved at Step Five, the Union may submit the matter to arbitration within seven (7)
  calendar days from the date the Union receives
  the Employer’s statement.

          Section
4.             Arbitration.

          A.
          Not later than three (3)
working days after service of the notice by the Union of its intent to proceed to arbitration under
Step Six, the Manager of Employer Relations, or designee, shall notify the American
Arbitration Association (AAA) of the parties’ need for a panel of nine (9) arbitrators.

          Upon receipt of panel
names from AAA, the Manager of Employer Relations, or designee, and the Union
Business Manager or designated representative will meet to strike names and select
an arbitrator. The parties will flip a coin and the winner of the coin toss has the right to make the first
strike or defer to the other party to make the first strike. The parties will alternately eliminate names from the panel until
only one arbitrator remains. The
party making the last strike shall notify AAA, in writing, of the arbitrator selection, with a copy to the other
party. Upon notification from AAA of the appointment of the arbitrator, the parties will contact the arbitrator
directly for available dates and will
mutually agree on an arbitration date.

          B.
          It is mutually understood
and agreed that arbitration hearings shall be conducted without unnecessary delay and as soon as
practicable. It is further agreed that each party shall be given reasonable opportunity to
be heard, to produce witnesses and documentary evidence, and to cross-examine. The
parties agree that the decision of the arbitrator shall be final and binding on each of
the parties and that they will abide thereby. The authority of the arbitrator shall be
limited to questions directly involving the interpretation and application of specific
provisions of this Agreement. The arbitrator

8

shall
have no authority to add to, subtract from, modify, or change any of the terms
of this Agreement. Should
either party fail to abide by the decision of the arbitrator, the compliant party shall be free to take whatever
legal action it deems necessary to enforce the arbitrator’s award, and
such action shall not be considered a violation of this Agreement.

          C.
          Expenses incident to the
services of the arbitrator shall be split equally by both parties. Each party
shall be responsible for any costs, wages, or expenses incurred by its
witnesses while preparing for or participating in the arbitration hearing.

          Section 5.
 Extension of
Grievance/Arbitration Timeframes.

          The timeframes set
forth in this Article may be extended by mutual agreement, in writing, between
the Employer and Union.

ARTICLE IX - CLASSES OF EMPLOYEES

          Section 1.
     Probationary Regular
Employees.

          Newly-hired regular
employees shall be deemed probationary employees, and will be employed on a
probationary basis for a period of three (3) consecutive months.

          Satisfactory
completion
of the probationary period is at the sole discretion of the Employer. Accordingly,
at any time during the probationary period, an employee may be disciplined,
suspended, or discharged without cause. If an employee is discharged before the expiration of
the probationary period, the employee shall not be entitled to cash out leave that
would have been credited upon satisfactory completion of the probationary period.

          Probationary
employees
shall not accrue leave or seniority during their probationary period, although upon satisfactory completion of the
probationary period, leave and seniority
will be credited retroactively to the employee’s first day of work as a regular
employee.

          Section
2.     Regular
Employees.

          A regular employee
is an
employee who has successfully completed the probationary period and is hired to fill a regular position requiring
at a minimum eighty (80) hours of work every two workweeks. A regular employee
is entitled to all benefits and provisions
of this Agreement, unless otherwise provided.

          Section 3.
     Temporary Employees.

          A temporary employee
is
one that is hired to fill the position of a regular employee that has been
excused from work by the Employer or is hired to augment the

9

regular
workforce. In the event a temporary employee is converted to a regular
employee, the employee’s seniority, for all purposes, shall be retroactive to
the employee’s
most recent date of hire. Temporary employees converted to regular status shall be credited for
all time worked in their temporary position toward the probationary period
under Article IX, Section 1.

          Section 4.
     Promotion.

          A regular employee
promoted to another job classification covered by this Agreement shall be given
a thirty (30) working day trial period. If within this period the employee is unable to
meet the standards of performance or the employee so chooses, the employee shall return
to a position assigned by the Employer at the same pay level as the position occupied prior to the
promotion.

ARTICLE X - WORKWEEK AND OVERTIME

          Section 1.
     Work Schedule and
Workweek.

          A.
          Regular Schedule - Seven
(7) on/Seven (7) off. It is agreed that the regular work schedule for
designated employees covered by this Agreement shall consist of a seven (7)
days on and seven (7) days off schedule. For pay purposes, each employee’s first
workweek shall end after forty (40) regularly scheduled hours of work, and the second
workweek shall commence immediately thereafter. Except as otherwise agreed by the
Employer and the employee, all regular employees represented by the Union and employed at Beluga, as
of the date of signing of this Agreement, shall be assigned to the regular schedule of
seven on/seven off. The Employer shall not change such schedule for those
employees during the life of this Agreement, unless specifically agreed to by the Union.

          B.
          If the Employer
determines that additional positions represented by the Union are required to
supplement the workforce at Beluga during the life of this Agreement, the Employer
may assign a schedule different from the seven on/seven off. If the assigned schedule
is a traditional eight hour workday/forty hour workweek, or a ten hour workday/forty
hour workweek, the Employer is free to immediately implement such schedule with
notice to the Union. If the work schedule to be assigned is not either the seven on/seven
off, the Employer and Union shall meet to negotiate and agree before implementing
the different schedule. The Employer may establish workweeks for employees
assigned to these schedules.

          C.
          This Section does not in any way interfere with or
limit the right of the Employer to
designate the hours of work during a workday for any employee covered by this
Agreement.

10

           Section
2.      Overtime.

          The
opportunity for all overtime work shall be distributed as equitably as it is practicable among the employees in the job
classification in which such overtime work is assigned. Overtime pay
shall not be pyramided.

          All
work over twelve (12) hours per day or forty (40) hours per workweek shall be
overtime, and paid at time and one-half the employee’s regular rate of pay.

          Section
3.      Shift Change.

          When
the Employer requires a face-to-face turnover at shift change, the employee shall be paid only for the hours worked.

ARTICLE XI - WORKING RULES

          Section
1.      Transportation.

          Employees
shall be responsible for obtaining and scheduling their own transportation to and from Beluga. The Employer
shall pay for transportation costs incurred
by employees on flights between Anchorage and Beluga at the beginning and end
of the employee’s scheduled shift. Employees shall receive no compensation for
travel to and from Beluga. Flight time, from the time the employee checks in
for a flight to Beluga until the employee
arrives in Beluga, shall not be considered time worked for the purpose
of computing overtime, except where the employee travels during the employee’s regularly-scheduled hours of work.

          If
the Employer determines during the term of this Agreement that it is in its
best interest to designate the
flight or carrier an employee must use for travel between Anchorage and Beluga, the Employer retains the
right to schedule such flights or designate
such carriers with prior notice to the employee.

          Section
2.      Standby.

          If
an employee is required to standby for transportation from Anchorage to Beluga, due to circumstances beyond the employee’s
control, such as inclement flying weather
or mechanical problems affecting the plane, the employee shall receive
compensation for actual hours, but no less than four (4) straight-time hours of
pay beginning at the time the
employee is scheduled to begin work at Beluga. If directed by the Employer to
standby after the initial four (4) hour period, the employee shall receive
compensation for actual hours spent waiting to fly to Beluga. The employee,
however, during any standby period shall be at all times readily
available to board the next flight from
Anchorage to Beluga.

11

          If
the Employer designates a flight, pursuant to Article XI, Section 1, and an
employee misses the designated flight, the employee shall be responsible for
the employee’s own transportation
costs to Beluga, unless agreed to otherwise between the employee and the Employer. The employee shall not
be paid for the hours the employee
did not report, unless the employee utilizes annual leave for hours missed on
their regularly scheduled shift.

          Section
3.      Wait Time.

          If
the Employer directs an employee to report to Beluga before the start time of the
employee’s regularly-scheduled shift that results in the employee’s time off to
be reduced by six (6) or more hours, the employee shall be entitled to
wait-time pay equal to two (2) hours of
straight-time.

          While
waiting for a flight from Beluga after the employee has completed all scheduled
hours of work during the final workday of the employee’s workweek, the employee shall not receive any additional
compensation, unless directed to work by the Employer.

          If
the employee is unable to leave Beluga at the end of the employee’s scheduled workweek
and the employee is not assigned any hours of work in the next scheduled shift or during the shift that is in progress,
the employee shall be entitled to four (4) hours of compensation at the
straight-time rate. If the employee is assigned work during the next scheduled
shift or shift that is in progress, the employee will receive compensation for actual hours worked at the
appropriate rate. If an employee is assigned
work at a lower classification, the employee shall suffer no reduction in pay
for work performed. If the employee
refuses to work, the employee will receive no compensation.

          If
the employee is unable to leave Beluga either at the end of the employee’s scheduled workweek or workday for more than twenty
four (24) hours, the Employer will make
a good faith effort to assign work to the employee while waiting for
transportation out of Beluga.

          Section
4.      Rest Time and Call Out.

          An
employee shall be entitled to eight (8) hours cumulative rest time between shifts. However, when circumstances require an
employee’s rest time to be interrupted, the employee shall receive time and
one-half for all hours in excess of the employee’s regularly scheduled hours, but not less than two
(2) hours. If the call out time merges with
the employee’s regularly scheduled hours, the employee will receive time and
one-half for all hours worked during
the call out, followed by straight time pay for the employee’s regularly scheduled hours. This
provision does not apply to time off during split shifts.

12

          Section
5.      Split Shifts.

          Split
shifts shall be completed within thirteen (13) hours except that where any ten
(10) hour or longer shifts are being worked, in which event the split shift
shall be completed in sixteen (16) hours.
Each employee who works a split shift shall be paid an additional thirty dollars ($30.00) for each split
shift worked. It is agreed that the Employer
will not split shift during an eight (8) hour workday.

          The
Employer retains the right to change an employee’s scheduled split shift to a non-split
shift on any given workday without advance notice if the Employer determines that an emergency exists or that the workload
requires it. Any permanent change from a split shift to a non-split
shift requires twenty-four (24) hours notice to the employee before the change is implemented.

          If
an employee is called out early from time off during a split shift, the
employee shall receive straight-time pay for
hours worked, unless the additional time worked results in overtime as provided under Article X, Section 3. There shall
be no reduction in an employee’s
regularly scheduled hours in the event an employee is called out early from a
split shift.

          Section
6.      Meal and Relief  Periods.

          Employees
covered by this Agreement shall be allowed one (1) thirty (30) minute paid
meal period within the initial six (6) consecutive hours of work and two (2)
fifteen (15) minute paid relief breaks during each shift. If the employee is
required to work an excess of ten (10)
consecutive hours on any assigned shift, the employee shall be required
to take a second thirty (30) minute unpaid meal break during the last five (5) hours of the assigned shift.

          Section
7.      Camp Living.

          Under
existing facilities at Beluga, each employee shall be allowed housing of approximately
sixty (60) square feet of floor area and shall be furnished bedding and weekly change of linen. Adequate closet or locker
space shall be provided each employee,
and where two (2) or more employees are assigned by the Employer to be housed
in a single room, a locker and keys or lockable closet shall be provided each employee. The Employer shall also furnish an
adequate number of washers and dryers for personal use by employees during
nonworking time.

          In
the event that two (2) or more employees are assigned by the Employer to be housed
in a single room, the employee with the least amount of seniority will be assigned first. The Employer will provide adequate
notice to the assigned employees in the event that two (2) or more employees
are assigned by the Employer to be housed in a single room.

13

          The
barracks facilities at Beluga are for employee use while scheduled to work, and not for recreational or personal activities.
Residing at the barracks when not scheduled
to work is prohibited.

          Section
8.      Work Load and Assignment of Work.

          All
camps shall have a minimum of one (1) cook and one (1) bullcook when the camp
population reaches fifteen (15) persons, excluding culinary. Bullcooks will be assigned both kitchen
and housekeeping duties.

          Section
9.      Return of Remains in Event of Death.

          In
the event of death of an employee while at Beluga, the Employer shall immediately notify the
Union, and in the absence of any law or authority prohibiting same, prepare and
transport the remains to Anchorage.

          Section
10.      Designation of Supervisor.

          The
Employer will designate an on-site supervisor to issue instructions to employees to prevent
duplication and confusion of orders.

          Section
11.      Drug and Alcohol Testing Program.

          In
the interest of promoting the highest standards of workplace excellence and safety, the parties agree to adopt a drug and
alcohol testing program in accordance with the protocols and procedures specified in 49 CFR §382.305. The program
shall become effective at such time as the Employer implements a
parallel program for non-represented
employees.

ARTICLE XII - WAGES AND JOB
CLASSIFICATION

          Section
1.     Wage Schedule.

          The
following are the hourly wages and job classifications covered by this Agreement at Beluga.

          A.
          Effective
(retroactively) to May 1, 2007:

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Head
  Cook

	
 

	
$

	
22.86 

	
 

	
 

	
Cook/Baker

	
 

	
$

	
22.35 

	
 

	
 

	
Head Bullcook

	
 

	
$

	
19.91 

	
 

	
 

	
Bullcook

	
 

	
$

	
19.53 

	
 

14

          B.
          Effective July 1,
2008: 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Head
  Cook

	
 

	
$

	
23.77

	
 

	
 

	
Cook/Baker

	
 

	
$

	
23.24

	
 

	
 

	
Head
  Bullcook

	
 

	
$

	
20.71

	
 

	
 

	
Bullcook

	
 

	
$

	
20.31

	
 

          C.
          Effective July 1,
2009: 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Head
  Cook

	
 

	
$

	
24.72

	
 

	
 

	
Cook/Baker

	
 

	
$

	
24.17

	
 

	
 

	
Head
  Bullcook

	
 

	
$

	
21.54

	
 

	
 

	
Bullcook

	
 

	
$

	
21.12

	
 

          Section
2.      Compensation for Employees Working in Higher
Classification.

          An
employee who is assigned by the Employer to perform work of a higher classification shall be
paid the higher rate of pay for all work performed during the twelve (12) hour shift.

          Section
3.      Temporary Assignment to Lower Classification.

          An
employee who is assigned to work at a lower classification shall not suffer a reduction in pay for such work.

          Section
4.      Training Wage Program.

          The
parties agree that the Employer may implement one or more training positions to train
bargaining unit employees to fill regular bargaining unit positions covered by this Agreement. An employee in
training status will be paid at a wage rate equal
to the employee’s present rate of pay plus 50% of the difference between the present
pay rate and the rate for the higher position for which the employee is being trained. The employee will move up to the higher
rate of pay when the employee successfully
completes training for the higher position and is selected for that position.

          Section
5.      Pay Day.

          The
Employer shall establish a payroll system providing for the payment on every
other Wednesday (every two (2) weeks) for the compensation due an employee for
the work performed prior to the Wednesday
immediately preceding; provided, if a Wednesday payday falls on a day
recognized as a paid holiday by the Employer, the Tuesday immediately preceding
will be payday.

15

ARTICLE
XIII - LEAVE

	
 

	
 

	
 

	
Section
 1.     Annual Leave.

	
 

	
 

	
 

	
A regular employee shall
 earn annual leave at the rate of:

	
 

	
 

	
 

	
 

	
 

	
1st
 year

	
 

	
20 days 

	
 

	
2nd
 year

	
 

	
22 days 

	
 

	
3rd
 year

	
 

	
24 days 

	
 

	
4th
 year

	
 

	
26 days 

	
 

	
5th
 year

	
 

	
30
 days 

per
annum of active and continuous service, dating from the effective date hereof
or from his original
employment by the Employer. Such employee may accumulate not to exceed sixty (60) days of annual leave. An employee
on annual leave will be considered
in active service; an employee on approved leave without pay will not be considered
in active service. No employee shall take more than sixty (60) days of paid leave at one time. Available leave hours shall be
shown on each paycheck.

(A)     Scheduling
of Annual Leave. Annual leave shall be granted in advance as follows:

          (1)          Annual
leave which has
been scheduled pursuant to consideration of seniority, on or before March 1 for the following
twelve (12) months, or as agreed between the parties hereto, shall be granted at the time
scheduled. Written approval or disapproval of said leave shall be made within ten (10)
days after March 1. Both the Union and the Employer agree that both parties shall take
all reasonable action to compensate for the employee’s absence.

          (2)          When
an employee requests
extended leave travel outside of Alaska and so notifies the Employer prior to March 1 and has
been scheduled pursuant to consideration of seniority, the employee may take up to
sixty (60) days of accrued annual
leave and it shall be granted at the time scheduled.

          (3)          In
emergencies, such as
serious illness or other grave personal problems which, in the opinion of the Employer merit such
consideration, annual leave will be granted immediately, provided that the employee
states his reason for requesting such leave. If accrued annual leave is exhausted, the
Employer may grant leave without pay. The Union will cooperate with the Employer to ensure to the maximum
extent possible that consideration given to
emergency requests for annual leave are not abused. In the event of a death in the immediate family, an
employee shall be granted three (3) working days paid leave of absence.
Such leave days will not be used as a reduction of the employee’s annual leave credits. Immediate family is defined as:
father, mother, sister, brother, son,
daughter, spouse, or spouse’s father, mother, sister, brother, son,

16

or
daughter. Employees will make every effort to notify the Employer in a timely
manner of the need to be absent because of medical, family emergencies, or
other reason.

          (4)          Annual
leave for a
period of over seven (7) days, if requested after March 1, will be
requested at least ten (10) days prior to the commencement thereof. Written
approval or disapproval of said leave shall be made within five (5) days after
request has been received. Annual leave for a period of seven (7) days or less
will be requested
at least three (3) days prior to the commencement thereof. Written approval of said leave shall be
made within two (2) days after request has been received. Such annual leave will be
granted if, in the opinion of the Employer, its operations will permit. Otherwise, such requests
will be granted as soon thereafter as practicable. Annual leave will be granted in units of less than
four (4) hours if approved by the Employer.

          (5)          Leave
without Pay. Leave without pay, not
to exceed sixty (60) days in any one (1) year, may be granted at the discretion of the
Employer upon application but leave without pay will not be granted to any employee
hereunder until such employee has used all annual leave credit which he has accrued with
the Employer. The employee will
continue to earn service credit with the Employer during the time he is on
approved leave without pay status.

          Section
2.     Jury Duty.

          An
employee who is required to serve as a juror will be excused from work for the required period of
time. The employee will report back to work at all times when not actually engaged in
performing the duties specifically associated with jury duty service under the
direction of the court. The employee will be compensated for jury duty time at the straight-time rate.

          The
Employer will continue the employee’s pay during the service period and will not, except in special
circumstances, request that an employee be excused from jury duty service.

          All
fringe benefits and pay will continue, with the provision that any pay received
other
than mileage and parking from court duty must be turned in to the Accounting
Department of the Employer.

          Section
3.     Illness or Injury
Leave.

          a.
          Return Rights

          Any
regular employee who is absent from employment due to illness or injury as certified
by a physician or is eligible for workers compensation, shall, upon release of their doctor, be returned to the position held
prior to their disability so long as the absence does not exceed twelve (12) consecutive months.

17

          After
returning to work, if the employee cannot perform their job, they may be requested to visit a
physician at no expense to the employee designated by the employer for a written medical evaluation of
the employee’s fitness for duty.

          Any
employee absent from work shall notify the Employer weekly during the period they are unable
to work, unless otherwise agreed to by the Employer and the employee.

          The
Employer shall not be required to retain any employee who has been absent from work more than twelve (12) consecutive
months or who has a recurring illness or injury
within sixty (60) working days of returning to work, unless agreed to otherwise
by the Employer and the Union.

          b.          Fitness
for Duty

          In
situations where the Employer is unsure about the ability of an employee to perform the employee’s job duties in a manner that
is safe for both the employee or other persons and property, the
Employer may require that employee submit to either or both a physical or mental evaluation by a licensed physician or mental
health practitioner selected and paid for by the Employer. If the
evaluator concludes that the employee may
endanger property or his own health or safety, or the health or safety of others
by continuing to perform the employee’s job duties, the Employer may take appropriate employment action, including but not
limited to reassignment, placement in appropriate
leave status pending recovery, or termination if the employee refuses the alternatives
offered by the Employer.

ARTICLE
XIV - HOLIDAYS

          Employees
shall be entitled to holiday pay equal to twelve hours of straight time pay at the employee’s wage rate for all twelve (12)
hours worked on the following holidays.
However, those employees who only work a shift less than 12 hours will be compensated
straight time for all hours worked.

	
 

	
 

	
 

	
New
 Year’s Day

	
 

	
Presidents’ Day 

	
 

	
Memorial
 Day 

	
 

	
Independence
 Day 

	
 

	
Labor
 Day 

	
 

	
Veterans’ Day 

	
 

	
Thanksgiving
 Day 

	
 

	
Day
 after Thanksgiving 

	
 

	
Christmas
 Eve 

	
 

	
Christmas Day 

	
 

	
New
 Year’s Eve 

	
 

	
Employee’s
 Birthday

18

          In
the event there is a conflict between the state and federal observance date of any of the above-listed holidays, the state
observance date shall prevail.

          The
employee’s birthday holiday will be taken as eight (8) hours of birthday leave. These hours will not be deducted from the
employee’s annual leave account.

          If
a holiday falls on an employee’s scheduled day off, the employee shall be entitled to eight (8) hours of additional
compensation at the straight time rate on the employee’s next scheduled workday.

ARTICLE XV - SENIORITY AND LAYOFFS

          Section
1.     Seniority.

          The
parties recognize and agree that seniority shall be the basis for any reduction in force determined necessary by the
Employer except as provided in Article III,
Section 4. Newly-hired regular employees and temporary employees converted to regular status who have not been
employed for three (3) consecutive months,
shall not accrue seniority until the completion of the three (3) month period. Thereafter, regular employees shall accrue
seniority retroactive to the date of hire.

          When
more than one employee is employed on the same day, the employee with the
lowest dispatch number will have the greater seniority.

          The
seniority of any employee will terminate under any of the following conditions:

	
 

	
 

	
 

	
a.          when a regular
employee is laid off, except that
 if that employee is re-employed as
 a regular employee and his service break is three (3) months or less, seniority will accrue uninterrupted to
 original date of hire;

	
 

	
 

	
b.          when the employee
resigns;

	
 

	
 

	
c.          when the employee
is discharged for cause.
 

Section 2.     Layoffs.

	
 

	
          There
 shall be no limitation on the Employer’s right to layoff employees depending
 upon the Employer’s determination of the work to be performed at Beluga. Layoffs shall be made in reverse order of
 classification seniority while at Beluga. There shall be no bumping between classifications.

19

ARTICLE
XVI - HEALTH AND WELFARE

          A
group health and welfare plan for the employees at Beluga shall be financed by contributions from the
Employer per compensable hours worked for all employees covered by this
Agreement, beginning thirty-one (31) days after the employee’s date of hire. Employer
contributions presently are two dollars and thirty-five cents ($2.35) for each compensable hour
worked (not cash in lieu of leave hours). That rate will increase to two dollars and
fifty-five cents ($2.55) per hour on January 1, 2008. Effective July 1, 2009, and annually
thereafter, the Employer agrees to pay increases in health and welfare premiums up to
a maximum of fifteen percent (15%) above the previous year’s contribution rate.

          The
Employer agrees to make payments to the Fund based on the following schedule. Payment will be submitted by the
Employer no later than the 12th of the month following the month in which said compensable hours were earned by
the employee. It is understood that
the contributions are to be computed solely on the total number of compensable
hours and are not to be included in wages or in computation of overtime.

          Notwithstanding
any provision to the contrary in this Agreement, the Employer shall not be liable to an
employee for the failure of the Health and Welfare Fund to pay said employee any
benefits due from the Health and Welfare Fund. The provisions of this Article shall not
be subject to the Grievance and Arbitration Procedure provided in Article VIII of this
Agreement.

          If
at any time during the life of this Agreement, the plan’s Board of Trustees determines that the
agreed-upon contribution rates exceed that necessary to maintain maximum benefits, the
Employer will be notified by the Union and will be obligated to pay the lesser amount.

ARTICLE XVII - PENSION

          The
parties signatory to this Agreement are also signatory to a Trust Agreement, establishing the Alaska
Hotel, Restaurant and Camp Employees Health and Welfare Trust Fund, for the purpose
of providing a retirement program for employees covered by this Agreement.

          The
Employer agrees to make monthly payments to the Fund based on the following schedule.
Payment will be submitted by the Employer no later than the 12th of the month following the
month in which said compensable hours were earned by the employee. It is
understood that the contributions are to be computed solely on the total number of compensable
hours and are not to be included in wages or in computation of overtime.

20

	
 

	
 

	
 

	
 

	
Effective Date

	
 

	
Contribution Rate

	

	
 

	

	
 

	
 

	
 

	
May 1, 2007 (retroactive to)

	
 

	
 

	
$4.32

	
 

	
July 1, 2008

	
 

	
 

	
$4.47

	
 

	
July 1, 2009

	
 

	
 

	
$4.47

ARTICLE
XVIII - PREPAID LEGAL TRUST

          The
Employer shall make contributions on behalf of each employee covered by this
Agreement to the Alaska Culinary Legal Aid Trust Fund in the amount of five
cents ($0.05) for each compensable hour. The Employer shall make payments to
the Prepaid Legal Trust Fund no later than the 12th of the month
following the month in which said compensable hours were earned by the
employee.

ARTICLE
XIX - LABOR MANAGEMENT COMMITTEE

          A
Labor-Management Committee consisting of the General Manager and no less than
two representatives from management, the Union Business representative and two
representatives from the employee group, will meet during working hours no less
than quarterly. The Committee will not have
the authority to alter the meaning or cost application of the collective
bargaining agreement.

ARTICLE
XX - SAVINGS CLAUSE

          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, such invalid
provisions shall be deemed to be nonexistent, and the remainder of this Agreement
shall continue in full force and effect.
Should it be determined that any Article in this Agreement is not applicable to any portion of the Employer’s
business because of any federal or state law, then the application of such
Article shall be suspended. Within thirty (30) days of the determination of invalidity or
inapplicability, the parties shall meet and discuss appropriate amendment of this Agreement to cure
the determined invalidity or inapplicability.

ARTICLE
XXI - ENTIRE AGREEMENT

          This
Agreement constitutes the entire Agreement between the parties and no oral statement shall add to or supersede any of its
provisions. No previous oral or written agreement shall apply after the
signing of this Agreement. This Agreement may

21

be subject to amendment at
any time by mutual agreement of the parties. Such amendment shall be reduced to writing, shall state the effective date of
the change or modification, and be
signed by both the Employer and Union.

ARTICLE
XXII - SUCCESSOR AND ASSIGNS

          This
Agreement shall be binding upon the successors and assigns of the parties hereto, and no
provisions, terms, or obligations herein contained shall be affected, modified, altered, or
changed in any respect whatsoever by the consolidation, merger, sale, transfer, or assignment
of either party hereto, or of the kind of ownership or management of either
party hereto, or any change, geographic or otherwise, in the location or place of
business of either party hereto.

ARTICLE
XXIII - DURATION

          Section
1.     Effective Dates.

          This
Agreement shall become effective upon ratification by the bargaining unit and approval by the
Employer’s Board of Directors, and shall continue in full force and effect through June 30,
2010.

          Section
2.     Notice.

          Either
party may give notice of its intent to negotiate a new agreement by submitting in writing such notice to the other
party no later than ninety (90) days prior to the expiration of this Agreement. Such notice shall either designate
termination of the existing Agreement
and full negotiations or a desire to renegotiate selected Articles. The parties agree to meet no later than
forty-five (45) days prior to the expiration of this Agreement to begin the
negotiations.

          Section
3.     Continuation of
Agreement.

          During
negotiations pursuant to Article XXIII, Section 2, this Agreement will remain in full force and effect until impasse is
reached after negotiations are reopened by either party pursuant to Section 2. The Agreement that results from
negotiations will be effective,
however, retroactive to the expiration date of this Agreement or as otherwise agreed to by the parties.

          Should
negotiations fail to reopen in accordance with Section 2, this Agreement shall
continue in full force and effect for another year unless mutually agreed to otherwise. Thereafter, this Agreement shall
continue in full force and effect until a new agreement is ratified or impasse
is reached after negotiations are reopened by either party pursuant to Section 2.

22

          IN
WITNESS HEREOF, the parties have caused this Agreement to be executed by their
duly authorized representatives on this 13th day of December, 2007.

	
 

	
 

	
 

	
 

	
         

	
   

	
   

	
  

	

	
   

	
   

	

	
Elizabeth Vasquez 
Chairperson, Board of Directors 

Chugach Electric Assn., Inc.  

	
   

	
   

	
Marvin Jones 

President 

UNITE HERE Local 878  

	
   

	
   

	
   

	
   

	
  

	
   

	
   

	
   

	

	
   

	
   

	
   

	
Bradley Evans 

Acting CEO

Chugach Electric Assn., Inc.  

	
   

	
   

	
   

	
   

	
   

	
   

	
   

23Exhibit 10.59

AGREEMENT COVERING 

TERMS AND CONDITIONS OF EMPLOYMENT

OFFICE AND ENGINEERING PERSONNEL

Between

CHUGACH ELECTRIC ASSOCIATION, INC.

Anchorage, Alaska

And

LOCAL 1547

INTERNATIONAL BROTHERHOOD

OF ELECTRICAL WORKERS

AFL-CIO

Anchorage, Alaska 

Effective September 13, 2007 Through June 30, 2010 

Table Of Contents 

	
 

	
 

	
 

	
 

	
PREAMBLE

	
 

	
 

	
1

	
 

	
 

	
 

	
 

	
ARTICLE 1

	
 

	
 

	
2

	
 

	
 

	
 

	
 

	
SCOPE
AND DURATION OF AGREEMENT

	
2  

	
Section 1.1

	
 

	
Scope

	
2

	
Section
1.2

	
 

	
Duration

	
2

	
Section
1.3

	
 

	
No Strike
Agreement

	
2

	
 

	
 

	
 

	
 

	
ARTICLE 2

	
 

	
 

	
2

	
 

	
 

	
 

	
 

	
EMPLOYER-UNION RELATIONS

	
2

	
Section
2.1

	
 

	
Legal Status
of the
 Parties

	
2

	
Section
2.2

	
 

	
Managerial
Prerogatives of the Employer

	
3

	

2.2.1 

	
 

	
Supervisory
 Limits

	
3

	
Section
2.3

	
 

	
Union as
Sole Bargaining
 Agent

	
3

	
Section
2.4

	
 

	
Union
Shop

	
3

	
Section
2.5

	
 

	
Good
Standing with the
 Union

	
4

	
Section
2.6

	
 

	
Union Access
to
 Employer’s Premises

	
4

	
Section
2.7

	
 

	
Standards of
Work

	
5

	
Section
2.8

	
 

	
Shop
Stewards

	
5

	
Section
2.9

	
 

	
Leave to
Accept Union
 Office

	
6

	
Section
2.10

	
 

	
Union
Bulletin Boards

	
6

	
Section
2.11

	
 

	
Loan of
 Employees

	
6

	
Section
2.12

	
 

	
Hiring
Procedures

	
6

	
Section
2.13

	
 

	
Contracts and
 Subcontracts for Office & Engineering Work

	
7

	

2.13.1 

	
 

	
Erosion
 of Work Force

	
7

	
2.13.2

	
 

	
Warranty
 Work

	
7

	
2.13.3

	
 

	
Dispute
 Resolution

	
7

	
Section
2.14

	
 

	
Employee
Access to
 Personnel Record

	
8

	
Section
2.15

	
 

	
Performance
Appraisals

	
8

	
2.15.1

	
 

	
Performance
 Appraisal Procedures

	
8

	
 

	
 

	
 

	
 

	
ARTICLE 3

	
 

	
 

	
10

	
 

	
 

	
 

	
 

	
APPOINTMENT AND
 TENURE

	
10

	
Section
3.1

	
 

	
Designation
 of
 Employees

	
10

	

3.1.1 

	
 

	
Regular
 Full-Time Employees

	
10

	

3.1.2  

	
 

	
Regular
 Part-Time Employees

	
10

	

3.1.3 

	
 

	
Probationary
 Employees

	
11

	

3.1.4 

	
 

	
Casual
 Employees

	
11

	

3.1.5  

	
 

	
Temporary
 Employees

	
11

	

3.1.6  

	
 

	
Transfer
 of Temporary Employees to Probationary or Regular Status in Same Department

	
13

	

3.1.7 

	
 

	
Transfer
 of Temporary Employees to Probationary or Regular Status in Different
 Department

	
13

	
Section
3.2

	
 

	
Reassignment
 of Regular
 Employees

	
13

	
Section
3.3

	
 

	
Cross-Training of
 Regular Employees

	
13

	
Section
3.4

	
 

	
Vacancies
and Newly
 Created Positions

	
13

	

3.4.1  

	
 

	
Postings

	
13

	

3.4.2  

	
 

	
Bidding

	
14

	

3.4.3  

	
 

	
Bid
 Committee Selection

	
15

	

3.4.4 

	
 

	
Job
 Award

	
15 

	

3.4.5  

	
 

	
Job
 Award in the Event of No Qualified Bidders

	
16

	

3.4.6  

	
 

	
Bid-Trial
 Period

	
16

	
Section
3.5

	
 

	
Engineering
Proficiency
 Exam

	
16

	
Section
3.6

	
 

	
Member
Services
 Proficiency Exam

	
17

	
Section
3.7

	
 

	
Service
Credit

	
17

i

	
 

	
 

	
 

	
 

	
(Table of
Contents Continued)

	
 

	
 

	
 

	
 

	
 

	
Section
3.8

	
 

	
Seniority

	
17

	
Section
3.9

	
 

	
Termination of Seniority

	
18

	
Section 3.10

	
 

	
Reduction-in-Force

	
18

	

3.10.1 

	
 

	
Replacement

	
18

	
3.10.2

	
 

	
Recall

	
18

	
 

	
 

	
 

	
 

	
ARTICLE 4

	
 

	
 

	
19

	
 

	
 

	
 

	
 

	
LEAVE AND
 HOLIDAYS

	
19

	
Section
4.1

	
 

	
Annual
Leave

	
19

	
Section
4.2

	
 

	
Scheduling of Leave

	
19

	
4.2.1

	
 

	
Twelve (12) Month Annual Leave
Schedule

	
20

	
4.2.2

	
 

	
Incidental Leave
Requests

	
20

	
4.2.3

	
 

	
Leave Requests Less Than Eight (8) Hours

	
21

	
Section
4.3

	
 

	
Leave for
Voting

	
21

	
Section
4.4

	
 

	
Emergency
Leave

	
21

	
Section
4.5

	
 

	
Sick or
Disability Leave
 - Non
 Work Related

	
21

	
4.5.1

	
 

	
Pregnancy Leave

	
22

	
Section
4.6

	
 

	
Parent
Leave

	
22

	
Section
4.7

	
 

	
Military
Leave

	
22

	
Section
4.8

	
 

	
Leave
Without Pay

	
22

	
4.8.1

	
 

	
Use of Leave Without
Pay

	
22

	
4.8.2

	
 

	
Notification

	
22

	
Section
4.9

	
 

	
Other
Employer
 Reimbursed Leave

	
23

	
4.9.1

	
 

	
Bereavement Leave

	
23

	
4.9.2

	
 

	
Jury Duty Absence and Work
Related Subpoena

	
23

	
4.9.3

	
 

	
Leave for Blood Bank
Donations

	
23

	
Section 4.10

	
 

	
Work-Related Injury
 Absence

	
24

	
4.10.1

	
 

	
Worker’s
Compensation

	
24

	
4.10.2

	
 

	
Payment in Addition to
Worker’s
 Compensation

	
24

	
4.10.3

	
 

	
Certification Upon Return to
Work

	
24

	
Section 4.11

	
 

	
Notice of
Absence 

	
24

	
Section 4.12

	
 

	
Medical
Verification 

	
25

	
Section 4.13

	
 

	
Holidays

	
25

	
4.13.1

	
 

	
Days of Observance -
Federal/State Conflicts

	
25

	
4.13.2

	
 

	
Days of Observance -
 Except Tuesday Through
 Saturday Shifts and Beluga Employee Shifts

	
25

	
4.13.3

	
 

	
Days of Observance -Tuesday
Through
 Saturday Shifts

	
26

	
4.13.4

	
 

	
Days of Observance - Employees
Residing at Beluga Camp

	
26

	
4.13.5

	
 

	
Floating Holidays

	
26

	

4.13.6  

	
 

	
Birthday Holiday

	
26

	

4.13.7 

	
 

	
Holiday Eligibility

	
26

	
 

	
 

	
 

	
 

	
ARTICLE 5

	
 

	
 

	
27

	
 

	
 

	
 

	
 

	

HOURS OF WORK AND COMPENSATION

	
27

	
Section
5.1

	
 

	
Workday and
Workweek - Normal

	
27

	

5.1.1  

	
 

	
Consumer Service Representative II
 (Alternate Work Schedule)

	
27

	
Section
5.2

	
 

	
Optional
Workday

	
27

	
Section
5.3

	
 

	
Optional
Workweek

	
28

	

5.3.1 

	
 

	
Four (4) - Tens (10s)

	
28

	

5.3.2 

	
 

	
Tuesday Through Saturday
Workweek

	
28

	
Section
5.4

	
 

	
Workday and
Workweek - Shift Employees

	
28

	

5.4.1  

	
 

	
Swing Shift

	
28

	

5.4.2  

	
 

	
Night Shift

	
28

	

5.4.3  

	
 

	
Shift Scheduling

	
28

	
Section
5.5

	
 

	

Workday, Workweek and other Working Conditions - Employees Residing at Beluga Camp

	
29 

	

5.5.1 

	
 

	
Change in Law - 12 Hour
Schedule

	
29

	

5.5.2 

	
 

	
Reassignment of Starting
Location

	
29

	

5.5.3  

	
 

	
Temporary Assignments

	
30

	

5.5.4 

	
 

	
Training

	
30

	

5.5.5 

	
 

	
Transportation

	
30

ii

	
 

	
 

	
 

	
 

	
(Table of
Contents Continued)

	
 

	
 

	
 

	
 

	
 

	
5.5.6 

	
 

	
Flight Delays or
Cancellations

	
30

	
5.5.7

	
 

	
Employer Provided Room and
Board

	
30

	
Section
5.6

	
 

	
Hours of
Regular
 Compensation

	
30

	
Section
5.7

	
 

	
Shift
Differential
 Compensation

	
31

	
Section
5.8

	
 

	
Compensation
 During or in Lieu of Annual Leave

	
31

	
Section
5.9

	
 

	
Compensation
of
 Employees Working in Higher Classification

	
31

	
5.9.1 

	
 

	
Seventy-Five Percent (75%)
Rule

	
31

	
5.9.2 

	
 

	
Cross-Training

	
32

	
Section
5.10

	
 

	
Temporary
Transfer to
 Lower Classification

	
32

	
Section
5.11

	
 

	
Overtime

	
32

	
5.11.1

	
 

	
Overtime Rate

	
32

	
5.11.2

	
 

	
Call-Out Pay

	
32

	
5.11.3

	
 

	
Call-In Pay

	
32

	
5.11.4 

	
 

	
Holiday Overtime
Compensation

	
33

	
5.11.5 

	
 

	
Pyramiding of Overtime

	
33

	
5.11.6

	
 

	
Distribution of
Overtime

	
33

	
5.11.7

	
 

	
Relief After Extended
Overtime

	
33

	
Section
5.12

	
 

	
Per
Diem

	
33

	
Section
5.13

	
 

	
Employer
Provided Meals

	
34

	
5.13.1

	
 

	
Choice of Meal or
Compensation

	
34

	
5.13.2

	
 

	
Reimbursement Ceilings

	
34

	
5.13.3

	
 

	
Missed Breakfast

	
34

	
5.13.4

	
 

	
Use of Employer’s Vehicle
and Travel Time

	
35

	
5.13.5

	
 

	
Advance Notice

	
35

	
5.13.6

	
 

	
Straight Eight (8) Hour
Shift

	
35

	
Section
5.14

	
 

	
Pay Period
and Payday

	
35

	
Section
5.15

	
 

	
Pay on
Termination

	
35

	
Section 5.16

	
 

	
Statutory
Employee
 Benefits

	
36

	
Section
5.17

	
 

	
Moving
Expenses

	
36

	
Section
5.18

	
 

	
Air Travel
Insurance

	
36

	
Section
5.19

	
 

	
Licensing and
 Certifications

	
36

	
5.19.1

	
 

	
Certification/Registration
Premiums

	
36

	
 

	
 

	
 

	
 

	
ARTICLE 6

	
 

	
 

	
37

	
 

	
 

	
 

	
 

	

ORGANIZATION OF THE EMPLOYER

	
37

	
Section
6.1

	
 

	
Organization of
Employer

	
37

	
 

	
 

	
 

	
 

	
ARTICLE 7

	
 

	
 

	
37

	
 

	
 

	
 

	
 

	
SAFETY

	
 

	
 

	
37

	
Section
7.1

	
 

	
State Safety
Codes

	
37

	
Section
7.2

	
 

	
Helicopters

	
37

	
Section
7.3

	
 

	
Aircraft
Transportation

	
37

	
Section
7.4

	
 

	
Physical
Examination

	
38

	
Section
7.5

	
 

	
Emergency
and First Aid
 Equipment

	
38

	
 

	
 

	
 

	
 

	
ARTICLE 8

	
 

	
 

	
38

	
 

	
 

	
 

	
 

	
DISCIPLINE

	
 

	
 

	
38

	
Section
8.1

	
 

	
Misuse of
Employer’s
 Property and Time

	
38

	
Section
8.2

	
 

	
Compliance
with Work
 Rules and Regulations

	
38

	
Section
8.3

	
 

	
Public and
Employee
 Relations

	
38

	
Section
8.4

	
 

	
Consumption
 of Drugs/Alcohol

	
38

	
Section
8.5

	
 

	
For Cause
Drug Testing

	
38

	
Random Drug
and Alcohol Testing

	
42

	

8.5.1 

	
 

	
Substance
 Abuse Treatment Opportunity

	
42

	
8.5.2 

	
 

	
Employee Responsibility -
Substance Abuse Treatment

	
42

	
Section
8.6

	
 

	
Picket
Line

	
42

	
Section
8.7

	
 

	
Progressive
Discipline

	
42

	
8.7.1 

	
 

	
Employee’s Response to Progressive
 Discipline

	
43

iii

	
 

	
 

	
 

	
 

	
(Table of
Contents Continued)

	
 

	
 

	
 

	
 

	
 

	
8.7.2

	
 

	
Statement of Intent Regarding
Progressive
 Discipline

	
43

	
Section
8.8

	
 

	
Performance
of Work

	
43

	
Section
8.9

	
 

	
Discharge

	
43

	
 

	
 

	
 

	
 

	
ARTICLE 9

	
 

	
 

	
44

	
 

	
 

	
 

	
 

	
GRIEVANCE PROCEDURE

	
44

	
Section
9.1

	
 

	
Policy on
Grievances

	
44

	
Section
9.2

	
 

	
Grievance

	
44

	
Section
9.3

	
 

	
Grievance
Procedure

	
44

	
Section
9.4

	
 

	
Arbitration

	
45

	
 

	
 

	
 

	
 

	
ARTICLE 10

	
 

	
 

	
46

	
 

	
 

	
 

	
 

	
MISCELLANEOUS

	
46

	
Section
10.1

	
 

	
Emergencies

	
46

	
Section
10.2

	
 

	
Communications and
 Notices

	
46

	
Section
10.3

	
 

	
Savings
Clause

	
47

	
Section
10.4

	
 

	
Identification Cards

	
47

	
Section
10.5

	
 

	
Clothing

	
47

	
10.5.1

	
 

	
Clothing Allowance

	
47

	
10.5.2

	
 

	
Member Services Casual
Friday

	
47

	
Section
10.6

	
 

	
Break Room-
Headquarters
 Building

	
48

	
Section
10.7

	
 

	
New
Technology

	
48

	
 

	
 

	
 

	
 

	
ARTICLE 11

	
 

	
 

	
48

	
 

	
 

	
 

	
 

	
HEALTH,
WELFARE, PENSIONS AND OTHER CONTRIBUTIONS

	
48

	
Section
11.1

	
 

	
Health and
Welfare

	
48

	
11.1.1

	
 

	
Health Insurance Supplemental
Payments

	
54

	
11.1.2

	
 

	
Joint Health Committee

	
54

	
11.1.3

	
 

	
Effect of Federal or State
Health Care
 Legislation

	
54

	
Section
11.2

	
 

	
Pension
Plan

	
55

	
11.2.1

	
 

	
Pension Reallocations

	
55

	
Section
11.3

	
 

	
Annuity
Plan

	
55

	
Section
11.4

	
 

	
Political
Action
 Committee Fund

	
55

	
Section
11.5

	
 

	
Alaska Joint
Electrical
 Apprenticeship and Training Trust

	
56

	
Section
11.6

	
 

	
Employer’s 401(K) Plan

	
56

	
Section
11.7

	
 

	
Cafeteria
 Day-Care Plan

	
56

	
Section
11.8

	
 

	
Life
Insurance

	
56

	
 

	
 

	
 

	
 

	
ARTICLE 12

	
 

	
 

	
56

	
 

	
 

	
 

	
 

	

GENERAL PROVISIONS

	
56

	
Section
12.1

	
 

	
Job
Classifications and
 Wage Rates

	
56

	
Section
12.2

	
 

	
Assignability

	
56

	
 

	
 

	
 

	
 

	
ARTICLE 13

	
 

	
 

	
57

	
 

	
 

	
 

	
 

	
LABOR MANAGEMENT COMMITTEE

	
57

	
Section
13.1

	
 

	
Labor-Management
 Committee

	
57

	
Section
13.2

	
 

	
Job
Classifications

	
57

	
Section
13.3

	
 

	
Classification Committee

	
57

	
13.3.1

	
 

	
Classification Committee
Procedure

	
58

	
 

	
 

	
 

	
 

	
APPENDIX A - LIST OF
 EXISTING JOB
 CLASSIFICATIONS/GRADES

	
59

	
 

	
 

	
APPENDIX B - STEP
LEVELS AND WAGE
 RATES

	
61

	
 

	
 

	
SIGNATURE PAGE

	
67

	
 

	
 

	
ALPHABETICAL
INDEX

	
68

iv

PREAMBLE

AGREEMENT COVERING TERMS AND CONDITIONS OF EMPLOYMENT

OFFICE AND ENGINEERING PERSONNEL

Between

	
 

	
 

	
 

	
 

	
 

	
CHUGACH ELECTRIC

	
 

	
 

	
 

	
LOCAL UNION 1547

	
ASSOCIATION, INC.

	
 

	
And

	
 

	
INTERNATIONAL BROTHERHOOD

	
Anchorage, Alaska

	
 

	
 

	
 

	
OF ELECTRICAL WORKERS,

	
 

	
 

	
 

	
 

	
AFL-CIO

	
 

	
 

	
 

	
 

	
Anchorage, Alaska

THIS AGREEMENT, entered into
in duplicate by and between CHUGACH ELECTRIC ASSOCIATION, INC., an Alaska
nonprofit electric cooperative corporation having its principal offices at
Anchorage, Alaska, hereinafter referred to as the “Employer”, and LOCAL UNION 1547 of the INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, AFL-CIO, of
Anchorage, Alaska, hereinafter referred to as the “Union”. 

The Employer and the Union
recognize that the Employer is engaged in furnishing an essential public
service which vitally affects the health, safety, comfort and general well-being of those persons resident in the service area of the Employer. 

The Employer and the Union
have a common and sympathetic interest in the generation, transmission and
distribution of energy. Such common interest and the public welfare will be
better served by the establishment and maintenance of labor management
cooperation between the Employer and the Union. 

It is the intent and purpose
of the parties to promote and improve industrial and economic relations between
the Employer, its employees, and the Union; to establish a basic understanding
relative to rates of pay, hours of work and other conditions of employment to
provide procedures for the amicable adjustments of all disputes and grievances;
and to promote and foster harmonious employer-employee relations to the mutual
benefit of the Employer, its employees, the Union and the general public. 

The management of the
Employer and the leadership of the Union are committed to use due diligence, to
develop a positive labor-management relationship. The primary goals are to
promote the success of the Employer, to provide rewarding jobs for its
employees and to provide quality service to meet the needs of its customers.
The purpose of this Agreement is to create a labor-management structure and set
forth terms and conditions of employment to support a work environment that
will further these goals. 

In consideration of the
mutual covenants herein set forth, the parties agree as follows: 

1

ARTICLE 1

Scope and Duration of Agreement

Section
1.1     Scope

This Agreement is applicable
to work within the scope of job classifications covered by this Agreement, and
the employees who perform that work, and will not be applicable to other
positions or job classifications except as agreed between the Union and
Employer. 

Section
1.2     Duration 

This Agreement shall become
effective at 12:01 a.m. on the date of the execution of the Agreement by both
parties or as otherwise provided by the parties in writing (whichever comes
first), and shall continue in full force and effect through and including 11:59 p.m. June 30, 2010 and shall continue in full force and effect from year to
year thereafter unless written notice of desire to terminate or amend this
Agreement is served by either party upon the other no more than three hundred
(300) days, and no less than two hundred seventy (270) days, prior to the date
of expiration. Such written notice must specify the reasons for the termination
or the nature of the changes desired. If notice to terminate or amend is given,
negotiations shall commence within thirty (30) days following the date of the
notice and this Agreement shall remain in effect until the terms of a new or
amended Agreement are agreed upon; provided, however, that either party may at
any time thereafter provide the other party with a second notice to terminate
this Agreement as of the date stated in such notice to terminate, which date
shall not be earlier than ninety (90) days after the expiration date of this
Agreement, and thirty (30) days after the giving of such notice to terminate. 

It is the intent of the
parties with respect to collective bargaining of future Agreements to conduct
their negotiations in such a manner as to reach a new Agreement on or before
the termination of the present Agreement. 

Section
1.3     No Strike Agreement 

There will be no stoppage of
work either by strike or lockout because of any proposed changes in this
Agreement or disputes over matters relating to this Agreement. All such matters
will be settled as provided herein. 

ARTICLE 2

Employer-Union Relations

Section
2.1     Legal Status of the Parties 

The Union recognizes that
the Employer is a utility and that the Employer must comply with federal, state,
and local laws and regulations applicable to Employer. The 

2

Employer recognizes that
Local Union 1547 is affiliated with the International Brotherhood of Electrical
Workers. 

Section 2.2     Managerial
Prerogatives of
the Employer 

The management of Employer’s
operations and direction of the work force is vested exclusively in the
Employer. Providing that the action taken by Employer is not inconsistent with
the terms of this Agreement and is not taken for the purpose of discriminating
against an employee based on Union membership, the Employer retains management
rights and responsibilities, including, but not limited to: 

	
 

	
 

	
(1)

	
To prescribe working rules
 pertaining to safety, discipline, and conduct;

	
 

	
 

	
(2)

	
To supervise and schedule
 the work force;

	
 

	
 

	
(3)

	
To employ, promote,
 transfer, and lay-off employees;

	
 

	
 

	
(4)

	
To discipline employees
 for just cause;

	
 

	
 

	
(5)

	
To determine the size of
 the work force; 

	
 

	
 

	
(6)

	
To control and regulate
 the use of facilities, supplies, equipment, and other property of the
 Employer; and 

	
 

	
 

	
(7)

	
To introduce new or
 improved methods of operation or facilities. 

	
 

	
 

	
 

	
2.2.1     Supervisory Limits  

	
 

	
 

	
 

	
All of the work coming
 within the scope of this Agreement shall be done by members of the Bargaining
 Unit; however, nothing in this Agreement shall be construed to limit
 non-bargaining unit personnel from performing such work in order to meet the
 needs of the business under emergency circumstances or for purposes of giving
 training or instruction. Such supervisory work will not cause layoffs or
 part-timing of employees. 

Section 2.3     Union as Sole
Bargaining Agent

The Employer recognizes the
Union as the sole bargaining agent for all classifications of employees covered
hereby in respect to hours, wages and other conditions of employment. 

Section 2.4     Union Shop

The Employer agrees that all
employees covered by this Agreement will, as a condition of employment, within
thirty (30) days of the date of this Agreement, or within thirty days after the
employee’s date of hire, whichever is later, become members of the Union or pay
all dues, assessments or fees to the Union as required by the Union. The
Employer agrees that only those employees covered hereby who remain in good
standing in the Union should continue in its employ. As used in this article,
“good standing” means that

3

an employee is not in
arrears to the Union for current dues, assessments or fees, including
initiation fees. 

Section 2.5     Good Standing with
the Union 

The Union may notify the
Employer in writing that an employee covered by this Agreement is not in good
standing with the Union, in that such employee is in arrears for current dues,
assessments or fees, including initiation fees. The Employer will inform the
employee of such notification and, unless the employee acquires good standing
with the Union within a period of five (5) full workdays after being so
informed by the Employer, the employee will be terminated. The Employer agrees
to deduct Union dues, assessments and fees from the pay of its employees and
pay to the Local Union 1547 such amount as is authorized in writing by the
employee on a form acceptable to the Employer. The Employer agrees to make this
deduction from each payroll check, and to send a check for the total amount to
the Financial Secretary as designated by the Union on or before the fifteenth
(15th) day of the following month, together with a list of every bargaining
unit employee that shows for each employee (1) the employee’s social security
number, (2) the employee’s last name, first name, and middle initial, (3)
the amount of working dues,
assessments or fees deducted, (4) the amount of monthly dues or fees deducted,
(5) the employee’s base working rate, (6) the number of hours compensated at straight time, and at the applicable
overtime rate, (7) the total
hours compensated, and (8) the employee’s gross wages. This authority shall be
revocable by the employee by notice in writing delivered by mail to the CEO of
the Employer and the Financial Secretary of the Union once per year. The Union
agrees that the Employer assumes no responsibility in connection with deduction
of dues, assessments or fees except that of ordinary diligence and care in
forwarding monies deducted as set forth in this Article. The Union shall
indemnify the Employer and save the Employer harmless from any and all claims
against the Employer based on this section or Section 2.4. Employer retains the
right, at its option, to select and use its own counsel in any proceedings
arising from this section where Employer determines there is a conflict between
the interests of the Union and the Employer as follows: Employer shall provide
the Union with a list of at least two (2) law firms that are acceptable to the
Employer, and then the Union, in its sole discretion, shall select one of these
law firms to act on Employer’s behalf. If the Union provides indemnification
under this section, the Union will pay a reasonable hourly rate for attorney
services, and those costs and services that are reasonable and necessary for
such defense. 

Section 2.6     Union Access to
Employer’s
Premises 

Authorized representatives
of the Union, while acting on Union business, will be permitted to visit the
offices and other places of work of the Employer during working hours. The Union
representative will schedule visits to a department, work site, or facility
with the Vice President of Human Resources, or the Vice President’s Manager or
their designee. Before visiting an area where employees are working, the Union
representative will, whenever possible, inform the supervisor responsible for
the department which is to be visited. Members of the Union will be permitted
to participate in Union meetings during their hours of work only as authorized
by the CEO or the CEO’s designated representative. 

4

Section 2.7     Standards of Work

The Union agrees for its
members who are covered by this Agreement that they will individually and
collectively perform safe, efficient, and diligent service, and that they will
use their influence and best efforts to protect the property of the Employer. 

Section 2.8     Shop Stewards

Shop stewards who have been
selected pursuant to the rules and regulations of the Union to represent the
employees covered hereby will be recognized by the Employer. The number of
stewards appointed shall be reasonably related to the needs of the Union to
represent bargaining unit members. The names of the stewards will be furnished
to the CEO of the Employer in writing before beginning their duties. An
alternate shall act as the steward when appointed to do so by the Union and the
Employer is so notified. The Employer recognizes that the stewards will be
assigned their Union duties and responsibilities by the Union and pursuant to
this Agreement. The stewards will cooperate with the Employer in securing
compliance with this Agreement and, at the request of the CEO of the Employer,
or of the CEO’s duly authorized representative, will call to the attention of
its employees any violations of this Agreement. 

Stewards shall perform their
assigned duties as an employee covered by this Agreement. Stewards will be
given a reasonable amount of time by the steward’s supervisor during working
hours, and without loss of pay, to handle Union business pertaining to the
steward’s area of responsibility which could not reasonably be accomplished
during non-working hours. This business will be handled as expeditiously as
possible and, except for matters taking only a few minutes, the appropriate
management supervisor will be informed before a steward performs the Union
business. A steward may, with permission from the management supervisor, use a
company vehicle to pursue labor management problems during working hours.
During outages and other emergencies, a supervisor has the right to require a steward
to give priority attention to Employer’s business. The steward will confine the
steward’s activities during working hours to those matters pertaining to this
Agreement. 

Stewards will not be
terminated for any cause until the CEO of the Employer and the Business Manager
of the Union have completed an investigation of such cause, provided that the
investigation shall not last longer than fifteen (15) work days in cases not involving a reduction
in force, and 48 hours in cases involving a reduction in force, without mutual
agreement of the parties. In the event of a reduction in force involving a
steward, the CEO for Employer and the Business Manager of the Union will meet
at least 48 hours prior to the reduction in force to allow adequate time for the
Business Manager to replace the steward; this section, in and of itself, does
not obligate Employer to otherwise give the Union advance notice of a reduction
in force. As used in this section, “shop steward” or “steward” includes
alternate shop stewards, and “working hours” does not include meal and break
periods. 

5

Section 2.9     Leave to Accept
Union
Office 

Any employee elected or
appointed to an office of the Union which requires a part or all of the
employee’s time will, upon application, be given annual leave, insofar as such
employee may have accrued annual leave, or leave without pay. An employee who
is on leave in order to discharge Union duties will continue to accrue service
credit for a period not to exceed four (4) years. This Union leave may be
extended by mutual agreement. This provision does not apply if an employee
seeks leave solely to act as a candidate for Union office. 

Section 2.10     Union Bulletin
Boards 

Employer will provide
bulletin boards for use by the Union, at locations acceptable to the Union, for
the purpose of posting Union notices and communications. Union bulletin boards
will be provided with locks and keys, with keys kept by the stewards. 

Section 2.11     Loan of Employees

The Employer will not lend
the services of an employee covered by this Agreement, or cause such services
to be loaned, except that in order to meet an emergency situation, the Employer
may lend employees’ services to any other electric utility. An employee shall
be considered loaned when either of the following criteria is met: 

	
 

	
 

	
 

	
a) Supervision for
 employees’ services in question is transferred to another electric utility. 

	
 

	
 

	
 

	
b) The work is performed
 for the sole benefit of another electric utility. 

In the event the loan of
employees becomes necessary, the Employer will notify the Business Manager or
other authorized representative of the Union prior to loaning such employees
or, if the emergency is urgent, as soon thereafter as practical. The employees
will be covered under the terms of this Agreement while on loan. 

Section 2.12     Hiring Procedures

The parties hereto recognize
that the Employer is an equal opportunity employer within the contemplation of
Title VII of the Civil Rights Act of 1964, as such statute has been implemented
by one or more executive orders, and that Employer may be likewise a federal
contractor within the contemplation of the aforesaid executive orders and
required to pursue an affirmative action program with respect to equal
opportunity for employment (ref: Executive Order 11246, as amended; Section 503
of the Rehabilitation Act of 1973, as amended; and the Vietnam Era Veterans’
Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, and their
implementing regulations at 41 CFR Chapter 60). In order to ensure that
Employer conforms in its hiring practices to the requirements of the law,
federal, state and local, as implemented by executive and administrative orders
and regulations, the parties mutually agree that neither Employer nor Union
will discriminate against any person or persons on the grounds of race,
religion, color, sex, age, or national origin with respect to recruitment,
hire, promotion, demotion, termination, lay-off, transfer, compensation,
selection for

6

training, or
otherwise, so as to deny such person or persons equal employment opportunities.

Section 2.13     Contracts and
Subcontracts
for Office & Engineering Work 

It is
understood and agreed that the function of Sections 2.13 through 2.13.3 is not
in any way intended to limit or restrict the ability of the Employer to do
business with other employers, but rather, these provisions are designed and
intended to preserve work for employees whose wages, hours and other terms and
conditions of employment are prescribed by this Agreement. 

	
 

	
 

	
 

	
2.13.1     Erosion
of Work Force  

	
 

	
 

	
 

	
No regular
 employee shall be laid off, terminated, or discharged by the Employer as a
 result of the Employer’s subcontracting any work historically or normally
 performed by bargaining unit employees. The Employer agrees that it will not
 contract out or subcontract work for the underlying purpose of eroding the
 size of the bargaining unit. 

	
 

	
 

	
 

	
2.13.2     Warranty
Work  

	
 

	
 

	
 

	
The Employer
 may without penalty contract out work involving the installation,
 troubleshooting and/or repair of equipment, systems and apparatus if required
 by the terms of a manufacturer’s or supplier’s warranty. If skills new to the
 bargaining unit are used, the Employer will continue its existing practice of
 assigning at least one bargaining unit employee to assist with such warranty
 work as training that will facilitate work the bargaining unit employees
 will, with reasonable probability, do later. 

	
 

	
 

	
 

	
2.13.3     Dispute Resolution  

	
 

	
 

	
 

	
The parties
 shall not enforce Sections 2.13.1 through 2.13.3 of this Agreement by means
 of slowdown, picketing, strikes or lockouts. In order to avoid unnecessary
 disputes over the application of this Article, the Union shall be given
 reasonable advance written notice of any preliminary decision to contract or
 subcontract work covered by Sections 2.13.1 through 2.13.3. Before the
 Employer may award any contract or subcontract (including task order
 contracts and unit price contracts) or assign any work of work covered by
 Sections 2.13.1 through 2.13.3 (engage in subcontracting activities), the
 Union shall be given an opportunity within the next five business days
 following the date of notice to meet with the Employer for the purpose of
 discussing whether the proposed action is in compliance with this Article. If
 mutual agreement cannot be reached within that time frame, the matter shall
 proceed to Step 3 of the grievance procedure if the Union so elects and the
 Employer will not refuse to arbitrate subcontracting grievances on the basis
 that they are illegal. If either party should refuse to arbitrate a
 contracting dispute, that party will be liable for the other side’s
 attorney’s fees and costs incurred in obtaining an order compelling
 arbitration. The discussion provisions of this section shall not apply to emergency
 work, task orders issued under task order contracts, individual jobs issued
 under a unit price contract, contracts or subcontracts in an

7

	
 

	
 

	
 

	
amount of $50,000 or less,
 professional services, or in cases where work is bid under the OELCC and
 there are no pre-qualified non-union contractors. In addition, the notice
 requirement shall not apply to emergency work. The exemption of the foregoing
 categories of work from the notice and discussion provision of this section
 in no manner limits or impairs any rights the IBEW has to file and process
 grievances as to such work. 

Section 2.14     Employee Access to
Personnel Record 

Employees shall have access
to their personnel records in the Human Resources Department at any reasonable
time in the presence of the Vice President of Human Resources or designated
representative from the Human Resources Department. The employee will receive a
copy of any disciplinary letters or of any material placed in this file which
may lead to disciplinary action. The employee’s personnel file in the Human
Resources Department will be secured (locked) and will be accessible only to
designated employees in the Human Resources Department, the employee’s
immediate supervisor and supervisory/managerial personnel in the direct chain
of command. All other persons are barred from employee personnel files without
the employee’s written consent, except as provided by law. 

Section 2.15     Performance
Appraisals 

Performance appraisals are
intended to communicate to employees how well they are meeting job
expectations. Performance appraisals are not considered discipline and will not
be used as a substitute for discipline. 

Every year following an
employee’s date of hire, all employees covered by this Agreement will receive a
performance appraisal consistent with the Performance Appraisal Procedures
established by mutual agreement between Employer and Union. The parties will
exercise due diligence, including the concept of interest-based bargaining,
when establishing the Performance Appraisal Procedure or subsequent changes
thereof. This language will be included as part of each Performance Evaluation
form. 

The performance appraisal
will be signed and dated by the appraiser(s) and appropriate manager reviewer
and a copy will be provided to the employee. The employee will sign the
performance appraisal to acknowledge receipt. 

	
 

	
 

	
 

	
 

	
2.15.1

	
     Performance
 Appraisal Procedures 

	
 

	
 

	
 

	
 

	
a)

	
Purpose: Performance appraisals must be fair and
 statements in the appraisal must have a factual basis and must be related to
 the essential functions of the employee’s job. Rating standards shall be
 uniformly and consistently applied by the appraiser(s). 

	
 

	
 

	
 

	
 

	
b)

	
Forms: Employer shall devise forms to be used by
 supervisors in preparing performance appraisals for bargaining unit
 employees. The Union shall be provided with the opportunity to review the
 forms, or any changes in the forms, and shall have up to fourteen (14)
 calendar days in 

8

	
 

	
 

	
 

	
 

	
 

	
which to provide its input
 on the forms, or changes thereto prior to their use and implementation by
 Employer.

	
 

	
 

	
 

	
 

	
c)

	
Performance Monitoring: The appraiser will actively monitor the
 employee’s performance during the rating period. Throughout the period, the
 supervisor will discuss the employee’s performance with the employee and
 shall contemporaneously reinforce good performance and correct poor
 performance. 

	
 

	
 

	
 

	
 

	
d)

	
Preparation: Appraisals shall be written by the
 management supervisor who directly supervised the employee for the evaluation
 period. An employee may have an appraisal prepared jointly by more than one
 management supervisor if the employee reported to more than one supervisor
 during the evaluation period. 

	
 

	
 

	
 

	
 

	
e)

	
Timeliness: The appraisal shall be completed and
 discussed with the employee within sixty (60) calendar days of the employee’s anniversary date, except in instances
 where the employee is unavailable. If an employee’s appraisal is not timely
 prepared, the employee’s performance shall be considered satisfactory. 

	
 

	
 

	
 

	
 

	
f)

	
Performance Appraisal: In the performance appraisal, employees
 will be told how they are doing, why they are doing well or poorly, and what
 can be done to improve or maintain their performance. 

	
 

	
 

	
 

	
 

	
g)

	
Employee Response: As part of the appraisal process, the
 employee shall have the right to discuss the appraisal with the appraiser(s)
 and to comment on it without fear of reprisal; the Employer may reconsider
 and revise the appraisal in light of the employee’s comments. The employee
 may also submit a written response to the appraisal within five (5) working days of receipt of the evaluation;
 if the employee does so, the response shall become a part of the appraisal,
 and the entire appraisal shall be retained in the employee’s personnel file
 maintained by the Employer. 

	
 

	
 

	
 

	
 

	
h)

	
Plans for
 Improvement: If an appraisal includes areas of less
 than satisfactory performance by an employee, the appraiser(s) shall, within
 fourteen (14) calendar days from the time the performance appraisal is
 provided to the employee, develop a plan for improvement that: 1) describes
 specific activities to be undertaken by the employee to improve performance;
 and 2) a specific time frame for improvement. This plan for improvement shall
 be discussed and clarified with the employee at the time the employee receives
 the improvement plan and shall be considered part of the appraisal process.
 At the request of the employee, a Union representative may be present during
 this discussion. 

9

ARTICLE 3

Appointment and Tenure

Section 3.1
        Designation of
Employees 

All employees hereunder are
designated in writing by way of payroll action as either Regular Full-Time,
Regular Part-Time, Probationary, or Temporary. 

	
 

	
 

	
 

	
3.1.1          Regular
  Full-Time Employees

	
 

	
 

	
 

	
Regular employees are
  those employees who have successfully completed their probationary period and
  are employed full-time by the Employer. 

	
 

	
 

	
 

	
3.1.2          Regular
  Part-Time Employees

	
 

	
 

	
 

	
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 thirty-two (32) hours per week. Such work may be of an
  irregular nature such as short shifts at various times and on various days of
  the week. The number of part-time employees shall not exceed 20% of the total
  of regular full-time employees covered under this Agreement unless mutually
  agreed, in writing, by Employer and Union. 

	
 

	
 

	
 

	
 

	
 

	
3.1.2.1

	
 

	
All employees working the
  part-time schedule shall be considered regular part-time employees and shall
  accrue seniority from the last uninterrupted date of hire. 

	
 

	
 

	
 

	
 

	
 

	
3.1.2.2

	
 

	
Work of an irregular
  nature that is to be performed as described in Article 3.1.2 shall be in
  eight (8) or four (4) hour increments. 

	
 

	
 

	
 

	
 

	
 

	
3.1.2.3

	
 

	
Regular part-time
  employees shall receive the same benefits as regular employees with Health
  and Welfare exceptions as described in 3.1.2.4. The employee’s annual leave
  accrual and holidays (including floating and birthday) shall be prorated
  based on the employee’s normal work schedule. An employee who works less than
  twenty-four (24) hours per week will receive four (4) hours pay for each
  observed holiday. An employee who works at least twenty-four (24) hours up to
  thirty-two (32) hours per week will receive six (6) hours pay for each observed holiday. An
  employee who works thirty-two (32) hours or more per week will receive eight
  (8) hours pay for each observed holiday. This same formula will apply to
  bereavement leave, jury duty and all other compensated leave. 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Holiday pay will be
  provided in the appropriate hourly amount on the day observed and will not be
  adjusted because of a difference 

10

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
in the amount of hours an
  employee normally works on that particular day. For example, if a half-time
  employee normally works eight (8) hours on Monday, and the holiday falls on
  Monday, the employee will only receive four (4) hours holiday pay. However,
  if an employee does not normally work on Friday, but a holiday is observed on
  Friday, the employee will receive four (4) hours pay even though they do not
  normally work on that day. The intent is that a part-time employee working
  half-time will receive twelve (12) four (4) hour paid holidays per year
  versus the twelve (12) eight (8) hour paid holidays that a full-time employee
  receives. 

	
 

	
 

	
 

	
 

	
 

	
3.1.2.4

	
 

	
Regular part-time
  employees who have worked ninety-five (95) or more hours in any one month
  period shall be enrolled in the Alaska Electrical Health and Welfare Fund for
  the following month. For regular part-time employees who have worked less
  than ninety-five (95) hours per month, the Employer shall pay one-half (1/2)
  of the premium amount currently in effect for regular employees so long as the
  employee maintains eligibility through the self-pay provisions to the Trust. 

	
 

	
 

	
 

	
 

	
 

	
3.1.2.5

	
 

	
Regular part-time
  employees shall be paid at the rates established for regular employees in
  their respective classifications. 

3.1.3
          Probationary
Employees 

A probationary employee is
one who has been hired by the Employer for regular employment, but who has less
than ninety (90) calendar days continuous service with the Employer. All
employees hired to fill a regular job will be regarded as probationary
employees for the first ninety (90) days. During this period of probationary
employment for a newly hired employee, employees may be laid off, or discharged
by the Employer at the Employer’s discretion and such actions shall not be
subject to Article 9. This time may be extended by mutual written agreement
between Management and Union. 

3.1.4
          Casual Employees

The Company may hire casual
employees as it deems fit where such employees do not do the work accomplished
by other bargaining unit positions and where the employment does not last
longer than one (1) week. Casual employees will not be subject to the terms of
this Agreement. 

3.1.5
          Temporary
Employees

A temporary employee is one
who has been hired by the Employer for occasional workload, employee absences
or special projects as outlined below: 

	
 

	
 

	
 

	
 

	
a)

	
Occasional Workload - not to exceed thirty-six (36) weeks in a twelve (12) month
period commencing on the employee’s date
  of hire. 

11

	
 

	
 

	
 

	
 

	
b)

	
Employee’s Absences (medical/disability, personal leave, worker’s compensation) - may be kept for the duration of the absence. 

	
 

	
 

	
 

	
 

	
c)

	
Special Projects - may be kept for the duration of the project by mutual written
  agreement by the Employer and Union. 

	
 

	
 

	
3.1.5.1

	
Temporary employees will
  not be hired to replace regular employees or hired to avoid promoting or
  filling a position that has been vacated by regular employees or that has
  been newly created. Temporary employees will be used only to augment the
  current workforce, and not be used in lieu of. Temporary employees will be
  subject to wages, benefits and applicable work rules in this Agreement,
  except as provided below. 

	
 

	
 

	
 

	
 

	
 

	
3.1.5.1.1

	
 

	
A temporary employee shall
  not accrue seniority; 

	
 

	
 

	
 

	
 

	
 

	
3.1.5.1.2

	
 

	
A temporary employee shall
  not accrue annual leave;

	
 

	
 

	
 

	
 

	
 

	
3.1.5.1.3

	
 

	
A temporary employee shall
  not receive jury duty pay; 

	
 

	
 

	
 

	
 

	
 

	
3.1.5.1.4

	
 

	
A temporary employee shall
  not receive worker’s compensation supplement; 

	
 

	
 

	
 

	
 

	
 

	
3.1.5.1.5

	
 

	
A temporary employee shall
  not receive life insurance; 

	
 

	
 

	
 

	
 

	
 

	
3.1.5.1.6

	
 

	
A temporary employee shall
  not receive pension/annuity; 

	
 

	
 

	
 

	
 

	
 

	
3.1.5.1.7

	
 

	
A temporary employee shall
  not receive Birthday or Floating Holidays. 

	
 

	
 

	
 

	
 

	
 

	
3.1.5.1.8

	
 

	
Temporary employees, who
  have at least ninety (90) calendar
  days of continuous service with the Employer, shall receive holiday pay for
  the fixed holidays recognized by this Agreement, provided the employees are
  in pay status the day before and the day after the day on which the holiday
  is observed. 

	
 

	
 

	
3.1.5.2

	
Temporary employees, who
  have worked twelve (12)
  consecutive weeks shall be enrolled in the Alaska Electrical Health and
  Welfare Fund under the same Health and Welfare plan as regular employees for
  the following month. 

12

	
 

	
 

	
 

	
 

	
 

	
3.1.5.3

	
 

	
An employee whose temporary
employment is extended beyond twenty-four (24) weeks
will receive all benefits afforded to regular employees.  

	
 

	
 

	
 

	
 

	
 

	
3.1.6

	
 

	
Transfer
  of Temporary Employees to Probationary or Regular Status in Same Department 

	
 

	
 

	
 

	
 

	
 

	
Any employee hired as a
  Temporary may be awarded or transferred to Probationary or Regular status. If
  the employee, on the date of accepting the award or transfer, has not been
  employed for ninety (90) consecutive days, he will be transferred to
  probationary status and the time accrued from his Temporary hire date will be
  considered part of the probationary time period.

	
 

	
 

	
 

	
 

	
 

	
3.1.7

	
 

	
Transfer
  of Temporary Employees to Probationary or Regular Status in Different
  Department

	
 

	
 

	
 

	
 

	
 

	
A temporary employee
  awarded a regular position who has not worked as a temporary employee in that
  department will undergo a sixty (60) day probationary period upon award of
  the regular position. The time spent in another department as a temporary
  does not count towards the probationary period for the regular position.

Section 3.2
          Reassignment of
Regular Employees 

Regular employees may be
temporarily assigned to another job classification. All intra-departmental
reassignments shall be made by the department manager. Intra-departmental
reassignments will not be utilized to avoid filling a vacancy or newly created
position. All inter-departmental reassignments of thirty (30) calendar days or
more shall be posted as a Notice of Interest. 

Section 3.3
          Cross-Training
of Regular Employees 

Regular employees may be
assigned to different job classifications for cross-training purposes.
Cross-training is defined as a non-biddable reassignment under the direction of
an incumbent which occurs intra-departmentally for back-up purposes or for
career pathing within a progressive classification. 

Section 3.4          Vacancies and
Newly Created Positions  

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

	
 

	
 

	
 

	

3.4.1          Postings 

	
 

	
 

	
For the purpose of
  providing every regular employee covered by this Agreement with an
  opportunity to bid on posted vacancies or temporary positions, the Employer
  will make a reasonable effort to notify all regular employees of posted
  vacancies, including those on approved leave, provided that employee has left
  an address or phone number where the employee can be contacted. Chugach 

13

	
 

	
 

	
 

	
will re-post Vacancy
  Positions in-house every four (4) months when a vacancy to be filled has not
  been filled by way of the posting/bidding process (in that order). This
  timeframe may be extended by mutual agreement between the parties. Re-posting will only be required if a qualified
  applicant from outside the Company is not hired to fill the position. 

3.4.1.1    Regular Position  

Any vacant or newly created
position covered by this Agreement which is to be filled shall be posted for
bidding within ten (10) working days after the vacancy or opening occurs.
Posting shall state details and qualifications applicable to the position and
the posted requirements shall be in conformance with established job
descriptions. 

3.4.1.2    Temporary Position (Notice of Interest)  

Any inter-departmental
temporary reassignment, temporary job or position created to augment the work
force, thirty (30) calendar days or longer, will be posted as a Notice of
interest for three (3) working days to permit employees to express interest.
Selection will be made at the discretion of the Employer after close of posting
period. The parties understand that such temporary positions can be significant
training opportunities for employees interested in broadening their skills and
abilities. A good faith effort will be made by the Employer to fill as many of
these positions as possible with regular employees seeking such training
opportunities. 

	
 

	
 

	
 

	
 

	
 

	
 3.4.1.2.1 

	
 

	
Intra-departmental
  temporary reassignments and temporary Consumer Services Representatives I
  (grade 5) positions need not
  be posted. 

3.4.2                 Bidding 

Any regular employee covered
by this Agreement may within five (5) working days from the date of job posting
present in writing the employee’s bid documents to the Vice President of Human
Resources or designee. An employee on approved leave may either present written
bid documents prior to beginning leave or ensure submittal within the five (5)
day posting period. Bid documents will include all information required by the
posting. 

3.4.2.1     Bid to Lower Classification  

If an employee voluntarily
bids into a lower pay classification, the employee will be paid at the lower
pay rate. 

3.4.2.2  
    Typing Test Requirement   

Any regular full time or
part-time employee who bids on a position that requires the same or lesser net
words per minute than the employee’s current position, there will be no typing test required. If an
employee bids on a position that requires a higher number of net words per
minute than the employee’s current position, a 

14

typing test will be required
that must be current within the immediately previous six month period. These
requirements are applicable when an employee bids for any position whether
full-time or part-time. 

Only Employer administered
typing tests will be acceptable as proof of net words per minute. Typing tests
must be submitted prior to the closing date of the bid. 

3.4.3          Bid
Committee Selection 

Within five (5) working days
after the closing date of the posting a committee composed of two
representatives from the Bargaining Unit (selected by appropriate shop steward)
and two from Employer will meet to review the bids. The Senior Vice President
will not sit on the Bid Committee. 

Qualifications of bidders
who are regular employees covered by this Agreement will be evaluated by the
Bid Committee. All qualified bids will then be considered by the Committee to
determine who is most qualified to perform the work in accordance with job
posting requirements on the basis of: 

	
 

	
 

	
 

	
 

	
a)

	
official transcripts or
  documented education 

	
 

	
 

	
 

	
 

	
b)

	
job related training and
  knowledge 

	
 

	
 

	
 

	
 

	
c)

	
quality of past
  performance

	
 

	
 

	
 

	
 

	
d)

	
attendance and punctuality
  

Where bidders are equal in
qualifications, seniority shall prevail. The Bid Committee will use due
diligence, including the concept of interest-based bargaining, when examining
applicants and must exercise a systematic scoring and evaluation process that
is consistent with past practice. Additionally, the Bid Committee may request
interviews of applicants, supervisors and other applicable resources. 

It is the obligation of the
Bid Committee to reach a decision and that decision shall be final, except as
provided in 3.4.4 and 3.4.4.1. 

3.4.4
          Job Award 

Within ten (10) working days
the Senior Vice President will review the Bid Committee selection. In the
absence of overriding circumstances the Senior Vice President will accept the
recommendation of the bid committee. If the Senior Vice President does not
accept the recommendations of the Bid Committee, the Senior Vice President
shall inform the Bid Committee of the reasons in writing and the Bid Committee
will reconvene. After the bidders have been notified, the Employer will
promptly announce the job award. 

The successful bidder shall
receive the rate of pay for the position awarded

15

	
 

	
 

	
 

	
effective no later than
  the sixth (6) working day following the closing date of the job posting,
  provided the employee is able, on that day, to assume the position awarded. 

	
 

	
 

	
 

	
 

	
 

	
3.4.4.1

	
 

	
Should an employee believe
  they were passed over without justification, the employee may file a
  grievance and follow the procedures as provided in Article 9, Grievance
  Procedure. 

	
 

	
 

	
 

	
3.4.5         
 Job Award in the Event of No Qualified Bidders 

	
 

	
 

	
 

	
If no bidders are deemed
  qualified, the Employer may seek qualified applicants from other sources
  including temporary employees, probationary employees and employees covered
  under other Chugach Collective Bargaining Agreements. The Employer will
  notify the Union when it seeks applicants for job openings not filled through
  the bid or notice of interest procedure. The Union will make available to the
  Employer a pool of applicants that the Employer may consider.

	
 

	
 

	
 

	
3.4.6   
       Bid-Trial Period 

	
 

	
 

	
 

	
Regular employees awarded
  a bid to another position may undergo up to a sixty (60) calendar day trial
  period to be determined by the bid committee. Any employee who successfully
  bids and fails the trial period shall return to the previous position and
  rate of pay, if a vacancy remains. If no vacancy exists in the previous
  position the employee shall be assigned a position by the Employer at the
  same rate of pay as the position occupied prior to the bid.

Section 3.5
         Engineering
Proficiency Exam 

To advance from Designer I
to Designer II and
Designer II to Designer III an
Engineering Proficiency Exam Committee comprised of an equal number of
management and bargaining unit employees will prepare and administer a
proficiency exam. The exam will be given during the months of April and October
provided there are eligible applicants. 

To qualify to take the exam
the employee must meet all qualification requirements of the applicable
position description (Designer II or III) before April 1 or October 1. Any disputes regarding an employee’s qualifications will
be resolved
through the Bid Committee process. It is the employee’s responsibility to turn
in a written request to take the exam, which includes qualifications, to the
employee’s supervisor. This request must be made no less than two (2) months prior to April 1 to October 1. Employer will
provide written notification of employee’s eligibility to
take the exam within thirty (30) calendar days of receiving the request. 

The Engineering Proficiency
Exam Committee will review the exam results with the employee as soon as the
time permits. A score of 70% or higher is required to pass the exam. An
eligible employee who passes the exam on the first attempt will receive
compensation for the higher classification retroactive to the employee’s date
of eligibility, but in no instance more than six (6) months. Thereafter, an
employee who passes the exam will be promoted and receive compensation for the
higher 

16

classification retroactive
to the date the exam was taken. 

If an employee fails the
exam three (3) consecutive times, the employee must wait twelve (12) months to
retake the exam. If the employee fails the exam on the fourth try, the employee
will again be required to wait twelve (12) months to retake the exam and twelve
(12) months for each unsuccessful attempt thereafter. However, if an exam is
offered to another qualified employee during the twelve (12) month waiting
period, the employee shall be allowed to retake the exam. 

Section 3.6         Member
Services Proficiency Exam 

To advance from Consumer
Service Representative I (Grade 5) to Consumer Service Representative II — Alternate Work
Schedule Classification (Grade 6) the Employer will prepare and administer a
proficiency exam to be given once during the months of April and October. The
Employer will be responsible for the examination process, with the appropriate
shop steward providing input regarding exam content. To be eligible to take the
exam the applicant must meet all qualification requirements of the Consumer
Service Representative II - Alternate Work Schedule (Grade 6) position description
and have been employed at Chugach as a Consumer Service Representative for at
least six (6) months. An employee who passes the exam with a 70% or higher will be promoted to and receive
compensation for the Grade 6 position no later than six (6) working days from
the date the exam is taken. 

An employee who does not
pass the exam may take it again the next time it is offered. If an employee
fails the exam three (3) consecutive times the employee must wait twelve (12)
months before taking the exam again. If the employee fails the exam on the
fourth try, the employee will again be required to wait twelve (12) months to
retake the exam and twelve (12) months for each unsuccessful attempt
thereafter. 

Section 3.7         Service Credit

Service credit for regular
and regular part-time employees is defined as the total calendar days of
employment from the last date of hire. Total calendar days shall include
uninterrupted probationary time and/or temporary time, time in non-bargaining
unit positions, authorized leave and authorized leave without pay. Service
credit is used for the continuation of certain benefit accrual(s) when
transferring from non-bargaining to bargaining unit positions or when
transferring from other Chugach bargaining unit Agreements. 

Section 3.8
        Seniority 

Seniority is the total
service credit which the employee has with the Employer since the employee’s
last uninterrupted date of hire within Chugach’s bargaining units. When more
than one employee is employed on the same day, the employee with the earliest
birth date (year, month, and day) will have the greatest seniority. 

A list
reflecting the relative seniority status of each employee covered hereunder
will be available to the shop steward. The Employer will keep such seniority
list current. 

17

Section 3.9     Termination of
Seniority

The seniority of an employee
will terminate under any of the following conditions: 

	
 

	
 

	
a)

	
When a regular employee is
  laid off, except that if the employee is re-employed as a regular employee
  and the employee’s service break is twelve (12) months or less, seniority will accrue
  uninterrupted to original date of hire. 

	
 

	
 

	
b)

	
When the employee resigns.
  

	
 

	
 

	
c)

	
When the employee is
  discharged for just cause. 

	
 

	
 

	
d)

	
When an employee transfers
  to a non-bargaining unit position. 

Section
3.10     Reduction-in-Force

Whenever a reduction of the
work force is required in any job classification within a department, temporary
employees will be laid-off before regular employees. Regular employees will be
laid off in reverse order of seniority. Prior to a reduction in force, the
Employer agrees to inform the Union in advance of its intentions. All regular
employees to be laid-off shall receive: 

	
 

	
 

	
a)

	
two (2) weeks notice of
  such action by the Employer; or 

	
 

	
 

	
b)

	
two (2) weeks basic wages
  and laid-off immediately. 

In either event, an employee
with five (5) or more
years of service credit will receive an additional lay-off allowance of two
weeks basic wages. 

The reverse seniority and
advance notice provisions above do not apply to temporary employees. 

	
 

	
 

	
 

	
3.10.1     Replacement

	
 

	
 

	
 

	
The employee to be
  affected, may at the employee’s own discretion, replace another employee of
  less seniority in the employee’s own or another department of equivalent or
  lower classification, provided the position description qualifications are
  met. The employee receiving the reduction-in-force notice has five (5)
  working days to announce the
  employee’s decision to leave or replace a less senior employee in a specific
  position. Employees who choose to replace another employee in the same grade
  level will remain at their same rate of pay. An employee entering a lower
  classification will receive the lower grade level pay. Step increase
  progression will continue uninterrupted. 

	
 

	
 

	
 

	
3.10.2     Recall

	
 

	
 

	
 

	
Laid-off employees shall
  have re-employment rights to vacant or new positions by order of seniority
  for twelve (12) months, provided the position description qualifications can
  be met, and the employee has provided a current address or 

18

	
 

	
 

	
 

	
telephone number to the
  Employer. If the employee does not return within fourteen (14) calendar days of recall, or make alternative arrangements
  satisfactory to the Employer, the Employer will have fulfilled its
  obligations to the employee as regards to recall from layoff. Recalled employees returning to their previous grade level will
  return at their same rate of pay. If an employee returns to work in a lower
  grade level, the employee will receive the lower grade pay. Step increase
  progression and the annual leave accrual rate will resume where it left off
  at the time of termination.

ARTICLE  4  

Leave and Holidays 

Section 4.1     Annual
Leave

A regular employee will earn
annual leave at the rate of: 

	
 

	
 

	
1st year

	
160 hours per year 

	
2nd year

	
176 hours per year 

	
3rd year

	
192 hours per year 

	
4th year

	
208 hours per year 

	
5th year

	
240 hours per year 

	
per annum of active and
  continuous service. 

An employee on annual leave
will be considered in active service; an employee on approved leave without pay
will not be considered in active service. Except for prior written approval of
an employee’s Senior Vice President, or other person designated in writing by
the Employer, no employee shall be allowed to take more than four hundred
eighty (480) hours of annual leave at one time. Accrued
annual leave hours will be shown on each paycheck. 

Section 4.2     Scheduling of
Leave

The Union and Employer agree
that leave for employees should be scheduled in advance to allow the Employer
to efficiently meet its business needs. Thus, leave will be scheduled and
approved in advance through a Twelve(12) Month Annual Leave
Schedule and through Incidental Leave Requests. The Employer shall determine
the number of employees allowed to be on leave at any one time by department, section
or work unit. Such leave will be granted if, in the opinion of the Employer,
its operations will permit. 

In the event that the
employee’s schedule changes and leave which has previously been approved needs
to be rescheduled, the employee will notify the employee’s supervisor as soon
as possible. If the rescheduled leave poses a conflict with the Twelve (12) Month Annual Leave Schedule it shall be treated as
an Incidental Leave
Request. 

19

After leave has been
approved, it shall not be cancelled if a person with more seniority in the
department, section or work unit then applies for the same time. 

	
 

	
 

	
 

	
 

	
4.2.1                Twelve
  (12) Month Annual Leave Schedule 

	
 

	
 

	
 

	
 

	
A Twelve (12) Month
  Annual Leave Schedule covering the period March 1 through the last day of
  February of the following year will be circulated by department, section or
  work unit prior to March 1. 

	
 

	
 

	
 

	
 

	
 

	
4.2.1.1     Initial
  Circulation 

	
 

	
 

	
 

	
 

	
Employees will only be
  approved for one continuous block of leave for each circulation and once
  approved, the employee may take up to the total days of leave requested.
  Leave time can only be placed on the Twelve (12) Month Annual Leave Schedule
  if that period of time can reasonably be accrued prior to the taking of that
  leave. When the Twelve (12) Month Annual Leave Schedule contains more than
  one person, an appropriate seniority list will be attached and circulated
  first to the most senior person and then to other persons in seniority order.
  

	
 

	
 

	
 

	
 

	
 

	
4.2.1.2     Additional
  Circulations

	
 

	
 

	
 

	
 

	
When all persons on the
  seniority list have had an opportunity to select one annual leave period, a
  second and third circulation of the schedule shall be made in seniority order
  for the purpose of employees selecting other non-conflicting periods in the same
  manner. 

	
 

	
 

	
 

	
 

	
 

	
4.2.1.3     Approval/Disapproval

	
 

	
 

	
 

	
 

	
Written approval or
  disapproval of the Twelve (12) Month Annual Leave Schedule shall be made
  within ten (10) working days after March 1. Both the Union and the Employer
  agree that both parties shall take all reasonable action to compensate for
  the employees absence. Written disapproval of leave shall include the reasons
  why leave has been disapproved. 

	
 

	
 

	
 

	
 

	
 

	
4.2.1.4     Employees
  Absent During Circulation

	
 

	
 

	
 

	
 

	
If an employee is
  unavailable to complete the Twelve (12) Month Annual Leave Schedule, the
  Employer will make a reasonable effort to notify the employee of the schedule
  circulation. If non-responsive to the Employer’s efforts the employee will
  submit leave requests as Incidental Leave upon return to work. 

	
 

	
 

	
 

	
 

	
4.2.2                 Incidental
  Leave Requests

	
 

	
 

	
 

	
a)

	
Leave requested outside of
  the Twelve (12) Month Annual Leave Schedule will be submitted as an
  Incidental Leave Request.

	
 

	
 

	
 

	
 

	
b)

	
Leave requests made after
  March 1, for periods of more than five (5) working days, will be submitted at
  least ten (10) working days prior to commencement. Written approval or
  disapproval of this leave shall be made within five (5) working days after
  the request has been received.

20

	
 

	
 

	
 

	
 

	
c)

	
Leave requests made after
  March 1, for a period of five (5) working days or less, will be submitted at
  least three (3) working days prior to commencement. Written approval or
  disapproval of this leave shall be made within two (2) working days after the request has been
  received. Incidental Leave Requests will be granted if, in the opinion of the
  Employer, its operations will permit. 

	
 

	
 

	
 

	
 

	
d)

	
Otherwise, such requests
  will be granted as soon thereafter as practicable. The Employer may waive the
  advance notice requirement. 

	
 

	
 

	
 

	
 

	
4.2.3      Leave
Requests Less Than
  Eight (8) Hours

	
 

	
 

	
 

	
Incidental Leave Requests
  may be granted in units of less than eight (8) hours if approved by the
  Employer. 

Section
4.3     Leave
for Voting

An employee desiring to vote
in a federal, state, or municipal election may do so, provided that the
employee is eligible to vote in the particular election for which the employee
requests the time off and that the employee can reasonably be spared from the
employee’s duties. The Employer may schedule voting time throughout the day;
provided, however, that employees scheduled to vote just prior to the end of
their scheduled workday will be given one (1) full hour. Absence from work for
voting time shall be charged against annual leave. 

Section
4.4     Emergency
Leave

In emergencies such as
serious illness or other grave personal problems which, in the opinion of
Employer merit such consideration, annual leave will be granted immediately,
provided that the employee states the reason for requesting such leave. If
accrued annual leave is exhausted, the Employer may grant leave without pay
under Section 4.8. The Union will cooperate with the Employer to insure to the
maximum extent possible that consideration given to emergency requests for
annual leave are not abused. Employees will make every reasonable effort to
notify the employer in a timely manner of the need to be absent because of an
emergency. 

Section
4.5     Sick
or Disability Leave-Non Work Related

When illness or the need of
medical attention requires that a regular employee be absent from regularly
scheduled work three (3) or more consecutive days, commencing after the third
day, leave without pay shall be granted by the Employer at the request of the
employee. Otherwise, his absence will be charged to annual leave to the extent
that such employee has accrued annual leave with the Employer. Such leave will
not exceed one (1) year if the employee had less than five (5) years of service
credit at the start of such leave, nor exceed two (2) years if the employee had
five (5) years or more service credit at the start of such leave. The one and
two year caps on leave without pay noted above shall be calculated on a
cumulative basis using a rolling five (5) year period. 

21

	
 

	
 

	
 

	
4.5.1      Pregnancy
  Leave

	
 

	
 

	
 

	
Employees who are disabled
  as a result of pregnancy, child birth, or a related medical condition, shall
  be granted the same consideration as an employee having any other disability.
  

Section 4.6     Parent
Leave

An employee who becomes the
parent of either a new-born or adopted child may take up to eight (8)
consecutive weeks of annual leave or leave without pay. Leave taken under this
section must begin no later than four (4) months after birth or adoption of the
child. All accrued annual leave in excess of forty (40) hours will be taken
prior to commencing leave without pay. Whenever possible, parent leave shall be
requested at least ninety (90) days in advance. 

Section 4.7     Military Leave

An employee absent from the
employee’s employment in order to discharge military service required by law
will be granted leave without pay for the period of such service or, at the
employee’s option, annual leave to the extent such leave has been accumulated. 

Section 4.8     Leave Without
Pay

	
 

	
 

	
 

	
4.8.1      Use
  of Leave Without Pay

	
 

	
 

	
 

	
(a) Approved Leave
  Without Pay - Leave without pay, not to exceed sixty (60)
  days in any one (1) year, may be granted at the discretion of the Employer
  upon application but leave without pay will not be granted to any employee
  until the employee has used all accrued annual leave, except as otherwise
  provided in this Agreement. The employee will continue to earn service credit
  with the Employer during the time the employee is on approved leave without
  pay status. This section will not apply to leave without pay for employees
  entering Union service, nor to leave without pay for medical reasons, which
  are covered elsewhere in this Agreement. 

	
 

	
 

	
 

	
(b) Unapproved Leave
  Without Pay - To prevent abuse of leave without pay,
  whenever an employee who has exhausted all annual leave in the calendar year
  has used unapproved leave without pay for routine, incidental absences in
  excess of forty (40) cumulative hours in that year, the employee will be
  responsible for paying the pro rata share of monthly health care premiums
  paid by the Employer on any subsequent unapproved leave without pay in that
  calendar year. The employee’s pro rata share will be paid by payroll
  deduction. 

	
 

	
 

	
 

	
4.8.2      Notification

	
 

	
 

	
 

	
If an employee seeks leave
  without pay under this section for a period of over five (5) working days,
  and requests the leave at least ten (10) working days in advance, the
  Employer shall give written approval or disapproval of the leave 

22

	
 

	
 

	
 

	
request within five (5) working days after the request is received. If the
Employer turns
  down a request for leave without pay, the Employer will advise the employee
  whether, in the opinion of the Employer, the employee may take the leave at a
  later time.

	
 

	
 

	
Section
  4.9     Other Employer Reimbursed
  Leave

	
 

	
 

	
 

	
4.9.1      Bereavement
  Leave 

	
 

	
 

	
 

	
In the event of a death in
  the immediate family, an employee shall be granted three (3) working days
  paid leave of absence for purposes of attending the funeral, attending the
  burial, or dealing with the immediate grief caused by the death. Such leave
  will not be used as a reduction of the employee’s accrued annual leave and
  may not be banked for future use. Employees will make every effort to notify
  the Employer in a timely manner of the need to be absent because of
  bereavement leave and, upon returning from such leave, will confirm the
  reason the leave was taken on a form provided by the Employer. The term
  immediate family is defined as the following and applies both to the family
  of the employee and of the employee’s spouse: child (including foster child
  and step-child), spouse, sister, brother, parents (including foster parents
  and step-parents), and grandparents. 

	
 

	
 

	
 

	
4.9.2      Jury
  Duty Absence and Work Related Subpoena

	
 

	
 

	
 

	
An employee shall promptly
  inform the employee’s supervisor when the employee receives a summons for
  jury duty. If an employee is absent from work on a regularly scheduled
  workday in compliance with a summons for jury duty, or is subpoenaed to
  appear because the employee’s presence was directly related to the discharge
  of duties with Employer, such employee will be administratively excused with
  pay for the period that the employee’s absence for such duty is necessary.
  The employee will be paid the applicable straight time, day rate, less the
  difference between any jury fee received by the employee and any parking fee
  paid by the employee. No shift premium or overtime will be paid for jury
  duty. No charge against annual leave will be made for absence from work in
  compliance with a jury summons or subpoena referred to above. 

	
 

	
 

	
 

	
Shift workers shall be
  assigned to day shift Monday through Friday when serving. For each day while
  on jury duty, the employee shall obtain from the clerk of court a note
  indicating when the employee is released from jury duty; if two (2) or more
  hours remain in the work day, excluding a lunch break if the employee did not
  receive such a break during jury duty, the employee shall return to work as
  soon as is reasonably feasible. 

	
 

	
 

	
 

	
4.9.3      Leave
  for Blood Bank Donations

	
 

	
 

	
 

	
Employees who volunteer in
  an emergency to donate blood shall be excused and compensated at their
  regular straight-time rate for travel time and actual time spent donating. 

23

	
 

	
 

	
Section 4.10     Work-Related
  Injury Absence

	
 

	
 

	
 

	
4.10.1      Worker’s
Compensation

	
 

	
 

	
 

	
If a regular employee is absent from work
  because of an injury which is compensable under the worker’s compensation
  laws, or any other applicable law, the employee will continue to earn service
  credit until such credit is terminated by mutual agreement of the parties, or
  at such time as the compensation claim has been fully settled, whichever is
  earlier. Employee shall furnish Employer with a statement from a medical
  doctor certifying that the employee’s absence was necessary for medical
  reasons and a statement certifying that the employee is able to return to
  work. When an employee is on worker’s compensation, the employee shall
  continue to accrue annual leave. Pension contributions shall be made on a
  regular employee’s behalf up to a maximum forty (40) hours of compensation
  per week for each week the employee receives supplemental payments in
  addition to worker’s compensation pursuant to Section 4.10.2, with pension
  contributions capped at a maximum of twenty-six (26) weeks. 

	
 

	
 

	
 

	
4.10.2      Payment in Addition
  to Worker’s Compensation

	
 

	
 

	
 

	
The Employer will pay
  weekly to any employee disabled in Employer’s employment a sum equal to the
  difference between the total amount of compensation to which the employee is
  entitled under the Alaska Worker’s Compensation Act and/or under any other
  disability insurance program in which Employer may participate, and
  seventy-five percent (75%) of the total wages to which the employee would have been entitled,
  computed at the straight time rate for the employee’s regularly scheduled
  hours of employment, had the employee been on active employment; provided,
  all such payments in lieu of wages shall be limited to the period for which
  the employee is entitled to disability compensation, but not to exceed a
  total of twenty-six (26) weeks; and provided, further, Employer may require
  the employee to furnish satisfactory evidence of the sums received as
  disability compensation and medical evidence justifying the employee’s
  continued receipt of such disability compensation. 

	
 

	
 

	
 

	
4.10.3      Certification Upon
  Return to Work

	
 

	
 

	
 

	
Each employee, upon
  returning to work, will provide the Employer with a physician’s statement
  authorizing such return and stating work limitations required, if any. After
  returning to work, if the employee is observed to have problems in performing
  the employee’s job, the employee may be requested to return to the employee’s
  treating physician for a written evaluation of work that may be safely
  performed, and time required for this evaluation shall be considered as hours
  worked. Employer agrees to provide the treating physician, prior to this
  evaluation, with a written description of the physical requirements of the
  job. 

Section 4.11     Notice of
Absence

If an employee is unable to
report to work due to illness or disability, the employee will make every
reasonable effort to notify Employer by either personally notifying the 

24

employee’s supervisor or by
leaving a message on the company voice mail of the employee’s supervisor prior
to the start of the employee’s regularly scheduled shift. 

Section 4.12     Medical
Verification 

If an employee takes annual
leave or leave without pay because of claimed illness or need of medical
attention, the Employer may require the employee to provide the Employer with a
statement from a medical doctor certifying that the employee’s absence was
necessary for medical reasons in cases of suspected abuse of leave. Additional statements
by a medical doctor may be required by the Employer in the case of extended
illness or disability. The employee shall receive one (1) hour compensation at
the straight time rate (not counted as hours worked). The employee shall be
reimbursed for physicians’ charges not covered by the employee’s insurance upon
submission of all relevant documentation. 

Section 4.13     Holidays

	
 

	
 

	
The days listed below will
  be recognized as paid holidays: 

	
 

	
 

	
New Year’s Day

	
(January 1) 

	
Memorial Day

	
(Last Monday in May) 

	
Independence Day

	
(July 4) 

	
Labor Day

	
(First Monday in
  September) 

	
Thanksgiving Day

	
(Fourth Thursday in
  November) 

	
Friday After Thanksgiving 

	
 

	
Christmas Eve

	
(December 24) 

	
Christmas Day

	
(December 25) 

	
New Year’s Eve

	
(December 31) 

	
Two Floating Holidays 

	
 

	
Employee’s Birthday

	
 

4.13.1       Days
of Observance – Federal/State Conflicts  

The foregoing holidays will
be observed on the dates mentioned above, unless other days for their
observance are established by statutes or presidential or gubernatorial
proclamation. In the event of a conflict between a federal law or federal
proclamation and a state law or gubernatorial proclamation with respect to any
such observance, the state law or gubernatorial proclamation will control. 

	
 

	
 

	
 

	
 

	
4.13.2

	
Days of Observance – Except
  Tuesday Through Saturday Shifts and Beluga Employee Shifts

Except for employees on the
Tuesday through Saturday shift, when a recognized holiday falls on a Sunday, it
will be observed on the following Monday; when a recognized holiday falls on a
Saturday, it will be observed on the preceding Friday. If Christmas or New
Year’s falls on a Saturday, it will be observed on Friday, and Christmas Eve or
New Year’s Eve will be observed on Thursday. When Christmas Eve or New Year’s
Eve falls on a Sunday, it will be observed on the preceding Friday. 

25

	
 

	
 

	
 

	
4.13.3              Days
 of Observance – Tuesday Through Saturday Shifts

	
 

	
 

	
 

	
For
 employees on the Tuesday through Saturday shift, when a recognized holiday
 falls on a normal workday it will be observed that day. If a recognized
 holiday falls on a Sunday it will be observed on the preceding Saturday; when
 a recognized holiday falls on a Monday it will be observed on the following
 Tuesday. If Christmas or New Year’s falls on a Saturday, it will be observed
 on Saturday, and Christmas Eve or New Year’s Eve will be observed on Friday.
 When Christmas Eve or New Year’s Eve falls on a Sunday or Monday, it will be
 observed the preceding Saturday. 

	
 

	
 

	
 

	
4.13.4              Days
 of Observance – Employees Residing at Beluga Camp

	
 

	
 

	
 

	
All holidays
listed in Article 4, Section 4.13 shall be recognized as paid holidays that
cover the employees it will be observed that day. Employees pay during
holidays shall not be less than the employee’s normal pay for the employee’s
regularly assigned work schedule. If a holiday is to be observed during the
first three (3) days of the workweek, the employee shall receive twelve (12)
hours of holiday pay. If a holiday falls on the fourth (4th) day of the
workweek, the employee shall receive four (4) hours of holiday pay. If a holiday
falls on the employee’s regularly scheduled day off, the holiday shall be
observed on the employee’s next regular workday.  

	
 

	
 

	
 

	
4.13.5              Floating
 Holidays 

	
 

	
 

	
 

	
The floating
holiday(s) shall be observed on a day mutually agreeable to the employee and
Employer. Employees who want to use their floating holiday on Martin Luther
King, Jr. Day (third Monday of January) or Veterans Day (November 11th) will
be allowed to do so provided Employer can maintain essential operations.  

	
 

	
 

	
 

	
          4.13.5.1
 Floating Holiday Eligibility  

	
 

	
 

	
 

	
New-hire
 employees are not eligible for floating holidays until they have completed
 ninety (90) days of continuous service with the Employer. 

	
 

	
 

	
 

	
4.13.6              Birthday
 Holiday 

	
 

	
 

	
 

	
An
 employee’s birthday shall be observed on a workday mutually agreed to by the
 employee and Employer. Employees who ask to celebrate their birthday holiday
 during the month in which it falls, will not be unreasonably denied. 

	
 

	
 

	
 

	
4.13.7              Holiday
 Eligibility

	
 

	
 

	
 

	
An employee
 returning to work from a leave without pay on the day before or after a
 holiday will not be eligible for holiday pay. 

26

ARTICLE 5

Hours of Work and Compensation

Section
5.1     Workday
and Workweek - Normal

The normal
workday and workweek will begin and end at an assigned office building of the
Employer or at any other point mutually acceptable to the Employer and the
Union. The normal workday will be from 8:00 a.m. to 5:00 p.m. The lunch period
will be one (1) hour and may be scheduled by the Employer between 11:00 a.m.
and 2:00 p.m. Optional lunch periods of one-half (1⁄2) hour or lunch periods
outside of the 11:00 a.m. - 2:00 p.m. timeframe may occur by mutual agreement between the
employee and the supervisor. The normal workweek shall consist of five (5)
consecutive eight (8) hour days, Monday through Friday inclusive. If a
part-time employee works more than five (5) hours in any given day a lunch
period can be taken. 

	
 

	
 

	
 

	
5.1.1      Consumer
 Service Representative II (Alternate Work Schedule) 

	
 

	
 

	
 

	
The normal
 workday for Consumer Service Representative II (Alternate Work Schedule) will
 be an eight (8) hour workday scheduled between the hours of 8:00 a.m. and
 6:00 p.m. Employees shall be given at least a one (1) week notice prior to
 implementing a new work schedule. The Employer will make its best effort to
 rotate Consumer Service Representative II’s (Alternate Work Schedule) into
 different jobs and shifts. 

Section
5.2     Optional
Workday 

Optional
workdays beginning at 7:00 a.m., 7:30 a.m., 8:30 a.m. and 9:00 a.m. may be
implemented by mutual consent of the employee and the Employer. Both parties
recognize that scheduling will be necessary to ensure coverage of key
positions. The primary consideration for implementing, or the Employer consenting
to, optional workday schedules will be determined by the business needs of the
Employer. If an insufficient number of employees consent to work the optional
workday schedule, the Employer can assign appropriate personnel who have
completed their probationary period. Assignment will be made on the basis of
seniority with the least senior employee in the job classification being
assigned. Employees shall be given a one (1) week notice prior to implementing
a new workday schedule. With a one (1) week notice by either party, an employee
shall revert back to the regular workday, unless the position has been assigned
by the Employer and until such time that there is a less senior employee
available in the job classification assigned. 

Temporary
Employees who have been employed ninety (90) days may be assigned the optional
workday schedule. 

27

Section 5.3    Optional
Workweek 

	
 

	
 

	
 

	
5.3.1     Four
 (4) - Tens (10s)

	
 

	
 

	
 

	
Should the
organizational needs change, the parties agree that a four (4) day workweek, ten (10) hour day, may
be implemented by mutual consent between the Employer and Union.  

	
 

	
 

	
 

	
5.3.2     Tuesday
Through Saturday Workweek  

	
 

	
 

	
 

	
The Employer
 may establish a Tuesday through Saturday work schedule between the hours of
 8:00 a.m. through 6:00 p.m. Tuesday through Friday and 8:00 a.m. through 5:00
 p.m. on Saturday at the straight time rate. The Tuesday through Saturday work
 schedule will be announced at least thirty (30) calendar days in advance. The
 changed work schedule will be at least thirty (30) calendar days in duration.
 Individuals assigned to the optional work schedule will be selected on a
 voluntary basis in order of seniority. If an insufficient number of employees
 volunteer to work the optional workweek, the Employer may assign appropriate
 personnel who have completed their probationary period. Assignments will be
 made on the basis of seniority with the least senior employee in the job
 classification being assigned. 

	
 

	
 

	
 

	
Temporary
 Employees who have been employed ninety (90) days may be assigned the Tuesday
 through Saturday work schedule. 

Section 5.4    Workday
and Workweek - Shift Employees

A shift
schedule may be established by the Employer with the employee receiving eight
(8) hours of pay for seven and one-half (7-1⁄2) hours of work. The Employer may
establish shift schedules at the appropriate applicable rate. The shift work
schedule will be announced at least thirty (30) calendar days in advance. The
changed work schedule will be at least thirty (30) calendar days in duration. Notwithstanding
the definitions of workday herein provided, Employer may establish different
workdays as follows:  

	
 

	
 

	
 

	
5.4.1     Swing
 Shift 

	
 

	
 

	
 

	
A second or
 swing shift consisting of eight (8) hours may be established between 3:00
 p.m. to 12:30 a.m. 

	
 

	
 

	
 

	
5.4.2     Night
 Shift 

	
 

	
 

	
 

	
A third or
 night shift consisting of eight (8) hours may be established between the
 hours of 11:00 p.m. to 8:30 a.m. 

	
 

	
 

	
 

	
5.4.3     Shift
 Scheduling 

	
 

	
 

	
 

	
Both parties
 recognize that scheduling will be necessary to ensure coverage of key
 positions. The primary consideration for implementing shift scheduling will
 be determined by the business needs of the Employer. Shift scheduling will be
 done 

28

	
 

	
 

	
 

	
on a
 voluntary basis in order of seniority. If an insufficient number of employees
 volunteer to work the shift schedule, the Employer may assign appropriate
 personnel who have completed their probationary period. Assignments will be
 made on the basis of seniority with the least senior employee in the job
 classification being assigned. Temporary employees who have been employed
 ninety (90) calendar days may be assigned the shift schedule. 

	
 

	
 

	
 

	
 

	
5.4.3.1

	
Shift
 employees shall be given one (1) week notice prior to implementing a new
 start time for their shift. 

	
 

	
 

	
 

	
 

	
5.4.3.2

	
With forty-five
 (45) calendar days notice an employee may request to revert back to the
 regular workday. The Employer will then post a Notice of Interest and begin
 the process for selecting an employee to fill the applicable shift. 

	
 

	
 

	
 

	
Section 5.5

	
 

	
Workday, Workweek and other Working Conditions -

 Employees Residing at Beluga Camp

This position
will work a four (4) day workweek consisting of three (3) twelve (12) hour
days; Monday through Wednesday, and one (1) four (4) hour day on Thursday or
Tuesday through Thursday, and one (1) four (4) hour day on Friday. On this
schedule, all hours listed above for this regular workweek (40 hours) are at
straight time. Any additional hours shall be compensated at double the
applicable straight-time rate. The normal workday for the first three (3) days
shall be from 7:00 a.m. to 7:00 p.m. The normal
workday for the fourth (4th) day shall be from 7:00 a.m. to 11:00 a.m. except
that workdays can be adjusted for flight schedule one hour earlier or later so
long as the employee works no less that forty (40) hours in a workweek.
Employees shall be paid for all time worked between the end of their workday
and the departure of the Thursday or Friday flight (depending on work
schedule).  

	
 

	
 

	
 

	
5.5.1                 Change
 in Law – 12 Hour Schedule

	
 

	
 

	
 

	
The Employer
 and the Union share a mutual desire to maintain the established schedule for
 employees working this schedule at the Beluga Power Plant. If legislation
 should be enacted which prohibits employees from working in excess of eight
 (8) hours per day without being compensated at the overtime rate, the Savings
 Clause of this Agreement will apply. 

	
 

	
 

	
 

	
5.5.2                 Reassignment
 of Starting Location 

	
 

	
 

	
 

	
An employee
 awarded this position will be assigned to Beluga on a continuous basis. With
 thirty (30) days notice, or less by mutual agreement between the Employer and
 the employee, regular employees assigned to work at Beluga can be reassigned
 to Headquarter with a normal workday and workweek schedule as a result of a
 reduction in force or by mutual consent of the Employer and the Union. 

29

	
 

	
 

	
 

	
5.5.3                Temporary
 Assignments 

	
 

	
 

	
 

	
Employees
 temporarily assigned to work at Beluga shall work the schedule they regularly
 work if the assignment is less than one (1) week. For assignments of one (1)
 week or more, employees may choose to work their normal work schedule if a
 room is available. 

	
 

	
 

	
 

	
Beluga
 employees temporarily assigned to work at Chugach Headquarters shall be given
 one (1) week notice prior to implementing a new schedule if the assignment is
 less than two (2) weeks in duration. For assignments longer than two (2)
 weeks in duration, employees shall be given thirty (30) days notice. With mutual agreement between the Employer and
 the Union, advance notice may be waived or changed. 

	
 

	
 

	
 

	
No loss of
 pay will result from a schedule change. 

	
 

	
 

	
 

	
5.5.4                Training
 

	
 

	
 

	
 

	
No loss of
 pay shall occur if an employee is required to attend training classes outside
 Beluga. 

	
 

	
 

	
 

	
5.5.5                Transportation
 

	
 

	
 

	
 

	
The Employer
 will schedule air flights so as to permit one flight per week for the
 employee to travel to Anchorage for days off and return to Beluga for days
 on. Flights shall be made available to accommodate the work schedule. 

	
 

	
 

	
 

	
5.5.6                Flight
 Delays or Cancellations 

	
 

	
 

	
 

	
Employees
 held over at Beluga beyond normal scheduled departure time because of
 inability to travel (e.g. weathered in or mechanical) will be assigned work
 in accordance with the twelve (12) hour shift normally assigned at that work
 location at the applicable overtime rate. Employees unable to depart
 Anchorage for Beluga because of inability to travel (e.g. weathered out or
 mechanical) shall be required to report to Chugach Headquarters. 

	
 

	
 

	
 

	
5.5.7                Employer
 Provided Room and Board 

	
 

	
 

	
 

	
When staying
 at Beluga the Employer shall provide room and board. An employee shall be
 assigned a room and shall not be required to double up except in cases where
 someone may not be able to return to town and no other facilities are
 available. Meals shall be in accordance with eating scheduled at Beluga and
 all meals during the regular workday schedule shall be on Company time. Meals
 on Company time will take only a reasonable amount of time and employees will
 return to work immediately after eating. 

Section
5.6               Hours
of Regular Compensation 

Except as
otherwise specifically provided in this Agreement, compensation for the first 

30

eight (8)
hours of work in any one workday and for the first forty (40) hours of
regularly scheduled work in any one workweek will be at the regular rate of
compensation for the job classification concerned. 

Section
5.7                  Shift
Differential Compensation 

An employee
required to work an established shift as defined in this Agreement, shall be
compensated at a ten percent (10%) differential for the swing shift and a
fifteen percent (15%) differential for night shift in addition to the
employee’s base rate. No employee will be required to lose any time by changing
shifts. 

Section
5.8                  Compensation
During or in Lieu of Annual Leave 

An employee
who is eligible to receive annual leave under the terms of this Agreement and
who is on annual leave will be paid at the employee’s straight time rate in
effect when such leave is taken and on the day the employee would be paid were
the employee on duty in the employee’s regular job. An employee who is eligible
to receive annual leave under the terms of this Agreement and who is
temporarily working in a higher classification will be paid for annual leave
taken at the higher wage rate after the employee has served in the higher
classification for more than thirty (30) calendar days. 

Upon
termination, an employee who is eligible to receive annual leave under the
terms of this Agreement will receive a lump sum payment in lieu of accrued
annual leave, which payment will be computed at the employee’s straight time
rate. No employee shall be required to take cash payments in lieu of annual
leave except when an employee resigns, is laid off, or is terminated. 

An employee
who is eligible to receive annual leave under the terms of this Agreement may
receive payment in lieu of annual leave on a quarterly basis. In an emergency,
payment without regard to the quarterly limitation may be authorized consistent
with Chugach’s established policy. All cashing of leave shall be at the
employee’s regular hourly straight time rate of pay. An employee who is
eligible to receive annual leave under the terms of this Agreement may cash in
accrued leave at a higher wage rate when the employee is temporarily working in
a higher classification only after the employee has served in the higher
classification for more than thirty calendar (30) days. 

Section
5.9               Compensation
of Employees Working in Higher Classification 

An employee
assigned to work at a higher classification will be paid the higher wage rate
for such work. Any employee assigned to work in a higher classification for a
period of thirty (30) days or more will be paid at the higher rate for holidays
and annual leave taken during the time in the higher classification. This is to
provide for periods of acting assignment, but not to avoid putting newly
created work or vacancies up for bid. 

	
 

	
 

	
 

	
5.9.1              Seventy-Five
 Percent (75%) Rule 

	
 

	
 

	
 

	
If an
 employee works out of classification 75% or more of the time during a two
 week pay period, they will be compensated at the higher grade level for the
 entire pay period. Any work performed out of classification will be reviewed
 on a per pay 

31

	
 

	
 

	
 

	
period basis
 and hours cannot be carried over from one pay period to another.

	
 

	
 

	
 

	
5.9.2             Cross-Training
 

	
 

	
 

	
 

	
Employees on
 a cross-training assignment in a higher job classification will be paid at
 the higher rate after completion of the first one hundred twenty hours (120)
 hours unless extended by mutual consent between the Employer and Union. 

Section
5.10           Temporary
Transfer to Lower Classification 

No employee
will suffer a reduction in pay by reason of the employee’s temporary transfer
to a job carrying a lower pay classification. 

Section 5.11
          Overtime 

	
 

	
 

	
 

	

5.11.1          Overtime
Rate  

	
 

	
 

	
 

	
All work
 performed in excess of eight (8) hours on Monday through Friday and all work
 performed on Saturday and Sunday will be compensated at double the applicable
 straight-time rate, except as otherwise provided in this Agreement. 

	
 

	
 

	
 

	
     5.11.1.1  Short Notice
Overtime  

	
 

	
 

	
 

	
Upon
 providing an employee at least four (4) hours notice prior to the completion
 of an employee’s regularly scheduled shift, all overtime for the 9th and 10th
 hour shall be compensated at one and one-half (11⁄2) times the applicable rate
 of pay. In the event four (4) hours notice is not given, compensation for overtime
 shall be at double the applicable rate of pay. This provision shall be
 limited to one time per work week for each individual bargaining unit
 employee. Consideration will be given to employees with schedules that
 conflict with short notice overtime. 

	
 

	
 

	
 

	
5.11.2          Call-Out
 Pay 

	
 

	
 

	
 

	
An employee
 who is required to return to work outside the employee’s regular hours of
 duty will be paid a minimum of two (2) hours at the applicable rate. In the
 event of a call-out, the employee shall be considered working and receive the
 appropriate wage rate for all hours worked from the time the call is received
 until the employee returns to assigned starting location. 

	
 

	
 

	
 

	
 

	
 

	
     5.11.2.1   Outage
 Call-Out 

	
 

	
 

	
 

	
 

	
 

	
Overtime
 work as a result of a call-out shall be offered to regular employees on the
 call-out list consistent with an established call-out procedure as agreed by
 the Employer and the Union. Due to the emergency nature of the work, it is
 absolutely necessary to report to dispatch within thirty (30) minutes of
 receiving the call – day
 or night. To be eligible to be on the call-out list, an employee must live
 south of Eklutna and north of Bird Creek. 

	
 

	
 

	
 

	
 

	
 

	
 

	
5.11.3         Call-In
 Pay 

	
 

	
 

	
 

	
If an
 employee is scheduled by the employee’s supervisor to report for work on a 

32

	
 

	
 

	
 

	
day such
 employee would not normally be on duty, or on a holiday, the employee will be
 paid a minimum of two (2) hours at the applicable rate. If the work is
 subsequently cancelled by the close of the employee’s regularly scheduled shift
 the day prior to the start of such work, no compensation shall be received.
 The Employer will make every reasonable effort to notify the employee as soon
 as practicable of the cancellation of the call-in. 

	
 

	
 

	
 

	
5.11.4         Holiday
 Overtime Compensation 

	
 

	
 

	
 

	
Employees
 not scheduled to work who are called by the Employer to work on a paid
 holiday will be paid at the straight-time rate for such holiday and, in
 addition, will be compensated at double the applicable straight-time rate for
 the hours worked. 

	
 

	
 

	
 

	
5.11.5         Pyramiding
 of Overtime 

	
 

	
 

	
 

	
No employee
 shall receive more than one (1) overtime rate for the hours worked and if
 more than one (1) overtime rate is applicable to the same hours worked, the
 higher rate only shall be paid. 

	
 

	
 

	
 

	
5.11.6         Distribution
 of Overtime 

	
 

	
 

	
 

	
The
 opportunity for all overtime work will be distributed as equitably as
 practical among regular employees in the job classification in which such
 overtime work is to be performed. When there is more than one employee in the
 same job classification, preference will be given to the employee currently
 performing the specific tasks associated with the overtime assignment. 

	
 

	
 

	
 

	
Overtime
 work will be offered to temporary employees when no regular employees are
 available. A list of overtime hours shall be posted once every three (3)
 months. 

	
 

	
 

	
 

	
5.11.7         Relief
 After Extended Overtime 

	
 

	
 

	
 

	
An employee
 who has been on duty for four (4) or more consecutive hours outside of the
 employee’s normal shift shall not be required to report for work the
 following scheduled workday until the employee has had a minimum of ten (10)
 hours of relief. The employee shall be paid at the employee’s applicable rate
 for those scheduled hours included in the employee’s ten (10) hours of
 relief. If the Employer requests the employee to come back to work without
 the minimum of ten (10) hours of relief, the employee shall be compensated at
 the applicable rate until the employee is relieved. Employer retains the
 right to determine the actual number of hours an employee may work,
 consistent with the terms of this Agreement. 

Section 5.12        Per
Diem 

If the
Employer requires an employee to be away from home overnight, the Employer will
furnish all meals and lodging. When an employee is away from home, the employee
shall have the option of receiving $75.00 in lieu of the Employer furnished 

33

meals and
lodging for each night which the employee may be required by the Employer to
remain away from home. For those employees electing the per diem option, meals
eaten on the return trip home will be reimbursed in accordance with Article
5.13.2. 

No employee
shall be required to be out of town on scheduled work without two (2) days
prior notice. 

Section 5.13       Employer
Provided Meals 

Meals are
provided when an employee is required to work: 

	
 

	
 

	
 

	
 

	
a)

	
two (2)
 hours or more immediately following the employee’s regularly scheduled shift
 and every four (4) hours thereafter until relieved. 

	
 

	
 

	
 

	
 

	
b)

	
four (4)
 hours or more after a call-out and every four (4) hours thereafter until
 relieved. 

	
 

	
 

	
 

	
5.13.1     Choice
 of Meal or Compensation 

	
 

	
 

	
 

	
The employee
 shall be furnished a meal by the Employer on the Employer’s time and will be
 paid at the applicable straight-time rate. Eating shall be accomplished as
 quickly as reasonably possible as follows: 

	
 

	
 

	
 

	
 

	
 

	
 

	
a)

	
one (1) hour
 if returning to work after eating; 

	
 

	
 

	
 

	
 

	
 

	
 

	
b)

	
one-half
 (1⁄2) hour if the employee eats after the employee has finished work; or 

	
 

	
 

	
 

	
 

	
 

	
 

	
c)

	
the employee
 may elect to take $20.00 in lieu of the meal furnished by the Employer and
 one-half (1⁄2) hour at the applicable overtime rate. 

	
 

	
 

	
 

	
 

	
 

	
5.13.2       Reimbursement
 Ceilings 

	
 

	
 

	
 

	
 

	
 

	
The
 following ceilings are established for meals that are eaten: 

	
 

	
 

	
 

	
 

	
 

	
 

	
a)

	
Breakfast - $12.50 (includes tip) 

	
 

	
 

	
 

	
 

	
 

	
 

	
b)

	
Lunch - $15.50 (includes tip) 

	
 

	
 

	
 

	
 

	
 

	
 

	
c)

	
Dinner - $25.00 (includes tip) 

	
 

	
 

	
 

	
 

	
 

	
Note: For
 reimbursement of meals a receipt is required. 

	
 

	
 

	
 

	
 

	
 

	
5.13.3     Missed
 Breakfast

	
 

	
 

	
 

	
 

	
 

	
If a
 call-out has caused an employee to miss breakfast at home, the Employer will
 provide a meal not to exceed the breakfast ceiling. The meal will be eaten as
 quickly as possible, but not to exceed one (1) hour. 

34

	
 

	
 

	
 

	
5.13.4      Use
 of Employer’s Vehicle and Travel Time 

	
 

	
 

	
 

	
Where
 individual employees are working in the field and have been assigned the use
 of a company vehicle, the Employer will allow the use of Employer’s vehicle
 for transportation to meals. For purposes of this section, travel for meals
 shall be considered as time worked and will be permitted when access to and
 from a hot meal and sanitary conditions are within fifteen (15) minutes one
 way of the work site. When sanitary conditions or a hot lunch are not
 available, the employee shall be notified twenty-four (24) hours in advance,
 if at all possible. 

	
 

	
 

	
 

	
5.13.5      Advance
 Notice 

	
 

	
 

	
 

	
Where an
 employee agrees at least forty-eight (48) hours in advance to work overtime
 on the employee’s first scheduled day-off, during hours that are the same or
 fall within the employee’s regularly scheduled shift, the employee will not
 be entitled to meals for the first eight (8) hours. 

	
 

	
 

	
 

	
     5.13.5.1 Tuesday to Saturday
 Shift

	
 

	
 

	
 

	
Employees
 working the Tuesday to Saturday shift will use Monday as their first
 scheduled day off for purposes of this section provided Sunday isn’t worked
 or unless mutually agreed otherwise by the Employer and Union. 

	
 

	
 

	
 

	
5.13.6      Straight
 Eight (8) Hour Shift 

	
 

	
 

	
 

	
Employees
 working a straight eight (8) hour shift with no meal time provision will eat
 on Employer’s time. If work continues after 8:30 p.m. for the swing shift or
 after 4:30 a.m. for the night shift with no meal break, it shall be at the
 applicable overtime rate until relieved for the normal one-half hour meal
 break. 

Section 5.14     
Pay Period and Payday 

The Employer
shall pay employees every other Wednesday for the compensation earned prior to
the preceding Wednesday. If a payday falls on a recognized holiday, the payday
shall be on the preceding business day. 

Employees will
sign timecards and submit them for approval. Any subsequent changes to
timecards will also require approval. Timecard changes made by management will
be discussed with the employee as soon as possible. Employees and supervisors
are encouraged to resolve disputes regarding timecard issues promptly and
fairly without resorting to the grievance procedure. 

Section 5.15     
Pay on Termination 

When an
employee is terminated for cause or to effect a reduction-in-force, the
employee will be paid all wages to which the employee may be entitled, together
with such other sums as may be due the employee pursuant to the terms of this
Agreement, no later than the close of the same business day. If an employee
terminates voluntarily, all earnings and other sums due the employee will be
paid to the employee not later than close of business on the next business day
following the employee’s last workday; 

35

provided that
checkout has been successfully completed. Employees shall be given a
termination slip at the time of termination. 

Section 5.16     
Statutory Employee Benefits 

Upon
application of an employee or authorized representative of the Union, the
Employer will furnish evidence that it has complied with all statutory
requirements with respect to worker’s compensation, unemployment compensation,
old age and survivor’s insurance and any other statutory benefits to which
employees of the Employer are entitled. 

Section 5.17     
Moving Expenses 

Employees who
transfer to any location outside of Anchorage or from any location outside of
Anchorage to Anchorage, or to or from other mutually agreed locations, will be
reimbursed for all reasonable moving expenses, and, in addition, a maximum of
thirty (30) days lodging and meals while staying at a recognized motel or
hotel. 

Section 5.18     
Air Travel Insurance 

Employer
guarantees that, in the event an employee subject to this Agreement dies from
injuries suffered as result of his being required to travel by air at the
direction of Employer, or in the discharge of his duties to Employer, the total
sum of $500,000 will be paid to the employee’s beneficiary, or beneficiaries,
as designated by the employee. 

Section 5.19     
Licensing and Certifications 

The Employer
shall pay for, or reimburse employees for, all expenses incurred to maintain
any license and certification required by Employer, or by local, state or
federal law or regulation, as a condition of employment, except that employees
have sole responsibility to pay for expenses incurred to maintain a
journeyman’s certificate of fitness or to maintain a commercial driver’s
license if the employee is required to have the commercial driver’s license
under federal law. Employees shall obtain written approval from the Employer
prior to incurring expenses for which an employee seeks reimbursement. Where
the Employer is required to pay the expenses of licensing or certification, the
Employer shall determine the means and methods used to provide any necessary
training or testing. 

	
 

	
 

	
 

	
 

	
 

	
5.19.1      Certification/Registration
 Premiums

	
 

	
 

	
 

	
 

	
 

	
An
additional five percent (5%) premium of the hourly wage rate will
be paid to the following employees: 

	
 

	
 

	
 

	
 

	
 

	
 

	
a)

	
Designer II,
 Designer III, and Senior Designer employees who become either a licensed
 professional engineer registered in the State of Alaska or obtain an Outside
 Electrical Administrative license. Designers shall be entitled to only one
 five percent premium even if an employee is both a licensed professional
 engineer registered in the State of Alaska and has an Outside Electrical
 Administrative license. 

36

	
 

	
 

	
 

	
 

	
 

	
 

	
b)

	
Administrative
 Secretary employees who become a Certified Professional Secretary (CPS) or a
 Certified Administrative Professional (CAP). Administrative Secretaries shall
 be entitled to only one five percent premium for either the CPS or CAP
 certification. 

	
 

	
 

	
 

	
 

	
 

	
Upon
 successful completion by the employee of obtaining any of the above
 referenced licenses or certifications, the Employer shall reimburse the
 employee for any documented fees for testing and initial licensing and
 subsequent licensing renewal fees to maintain such status consistent with
 Chugach Board policy.

ARTICLE 6

Organization of the Employer

Section 6.1     
Organization of Employer 

The Union and
the Employer recognize the importance of modern management principles and the
continuing need for flexible management. As a part of this program, the
Employer will maintain departmental organizational charts. These will be made
available to the Union within ten (10) working days upon request. 

ARTICLE 7

Safety

Section 7.1     
State Safety Codes 

The applicable
electrical safety codes which have been adopted by the State of Alaska, and any
duly adopted amendments thereto or substitutions therefore are hereby adopted
by the parties as the minimum standards of safety to be met in the
implementation of this Agreement and the assignment to and discharge of work by
employees covered herein. 

Section 7.2     
Helicopters 

No employee
will be required to work under a hovering helicopter. The Employer agrees to
honor any state safety rules covering helicopters. The ground crew will be
furnished a radio with the helicopter frequency while working with helicopters.

Section 7.3     
Aircraft Transportation 

Personnel
flights required by the Employer will be in twin-engine or single engine
turbine powered fixed-wing aircraft. Helicopters may be utilized if they are
float equipped. By mutual agreement between an employee and the immediate
supervisor the employee may choose to fly single-engine non-turbine powered
aircraft. All air transportation shall be by a licensed carrier certified by an
appropriate licensing agency. No employee shall be required to accept
transportation with any carrier when an 

37

employee has a
reasonable concern about safety. 

Section 7.4     
Physical Examination 

An employee
hired by the Employer may be required to have a physical examination. The
Employer may provide that a complete physical examination be made by a properly
licensed medical doctor, to be chosen by the Employer, and such examination
will be at the Employer’s expense. Such examinations will be scheduled by the
Employer as soon as possible following notification of hire. 

Section 7.5     
Emergency and First Aid Equipment 

The Employer
will furnish safety devices and equipment that may be necessary for the safe
and proper emergency medical treatment of employees covered under this
Agreement. Employees will use safety equipment on all appropriate occasions. 

ARTICLE 8

Discipline

Section 8.1     
Misuse of Employer’s Property and Time 

Employees will
not use the property or time of the Employer without proper authorization for
personal or other non-work purposes, nor will such property be used in a
careless, abusive, or illegal manner. 

Section 8.2     
Compliance with Work Rules and Regulations 

Failure of an
employee to comply with the working rules contained herein or other written
regulations of the Employer, to follow lawful and proper orders and instructions
or to comply with safety regulations and practices, may be considered
insubordination. Those rules and regulations that the Employer has reduced to
writing will be kept in a place that is readily accessible to all employees
concerned. 

Section 8.3     
Public and Employee Relations 

All employees
will be required to discharge their duties in a proper and businesslike manner
and to be courteous and considerate of one another and the public. 

Section 8.4     
Consumption of Drugs/Alcohol 

An employee
who is unable to discharge the employee’s duties due to the use of alcohol or
use of illegal drugs will be considered incompetent, subject, however, to other
applicable provisions of this Agreement. 

Section 8.5     
For Cause Drug Testing 

The Employer
and the Union are committed to maintaining a safe and healthful working
environment for all employees. In addition, Employer has an obligation to
ensure public safety and trust with regard to Association work environment and
services. Accordingly, 

38

the use of
alcohol or controlled substances, including marijuana, cocaine, opiates,
heroin, amphetamines, and phencyclidine, or other controlled substances
prohibited by state or federal law is strictly prohibited and may result in
discipline in accordance with the appropriate labor agreements and Employer’s
policies. 

“For-Cause”
drug testing will be applicable to all employees covered by this Agreement. 

No Bargaining
Unit Employee will be tested for drug metabolites or alcohol unless there
exists probable suspicion that the employee to be tested is using or is under
the influence of drugs or alcohol. Probable suspicion means suspicion based on
specific personal observations that the Employer representative can describe
concerning the appearance, behavior, speech or breath odor of the on-duty
employee. 

An employee
suspected of using or being under the influence of drugs or alcohol may have a
Union Shop Steward or alternate present when the employee is being observed by
Employer for the above suspicions. 

The testing
shall be done by a qualified Laboratory (the Laboratory) designated by
Employer. 

The Employer
representative and Steward must have received training in the signs of drug and
alcohol intoxication in a training program endorsed or conducted by Employer, except
that training is not a prerequisite in situations where the employee’s drug or
alcohol use or impairment would be obvious to a person of ordinary intelligence
and perception. Employer will make attendance at its drug and alcohol training
program available to Union Shop Stewards so they may receive the same training
as Employer representatives. 

If the
Employer representative has probable suspicion to believe that the employee is
using or is under the influence of controlled substances or alcohol, he/she
shall require the employee (in the presence of a Union Shop Steward) to go to
the Laboratory to provide urine specimens for laboratory testing. The Employer
representative may also accompany the affected employee and Shop Steward to the
Laboratory. Transportation to the laboratory will be provided by the Employer.
In the event a Shop Steward is not immediately available, Employer will contact
the alternate Shop Steward to go to the laboratory. In the event that the
alternate is not immediately available, Employer will contact the Union
Business Representative or his/her designated representative. If none of the
above are available, Employer reserves the right to observe an employee
suspected of using or being under the influence of drugs or alcohol without the
presence of a Union Representative. Additionally, if none of the above Union
representatives are available, Employer reserves the right to require an
employee when Employer has probable suspicion that he/she is using or is under
the influence of controlled substances or alcohol, to go to the Laboratory to
provide urine specimens for laboratory testing without the presence of a Union
representative. 

An employee
suspected of using or being under the influence of controlled substances or
alcohol will be suspended with pay pending Employer’s receipt of the test
results from the Laboratory. 

39

The employee
may not be required to take a drug test if the employee’s actions are
reasonably explained to the satisfaction of the Employer representative to be due
to causes other than the use of controlled substances (such as, but not by way
of limitation, fatigue, lack of sleep, side effect of prescription or
over-the-counter medications, reactions to noxious fumes or smoke, etc.). In
the event the Employer is unable to determine whether the abnormal behavior is
due to drugs or alcohol or to other causes, the drug testing procedure
contained herein shall be used. 

It will be the
responsibility of the employee to notify the Laboratory of any prescription or
non-prescription medication the employee is taking. 

The Employer
representative must make a written statement of the observations on which
probable suspicion is based within twenty-four (24) hours. A copy must be
provided to the Shop Steward or other Union official. Included in this
statement will be the Employer representative’s efforts to contact the Stewards
or representative. 

Third party
reports of drug use or aberrant behavior which are not confirmed by Employer
representative observations shall not constitute probable suspicion or be
grounds for testing. 

The Employer
will require urine specimens only, unless the employee consents to withdrawing
of a blood specimen. At the time the specimens are collected, the employee
shall be given a copy of the specimen collection procedures. Specimens must be
immediately sealed, labeled and initialed by the employee to insure that the
specimens tested by the Laboratory are those of the employee. The employee
shall sign test laboratory form(s) authorizing the tests and disclosure of the
test results to the Employer. 

Failure to
provide a specimen, refusal to take a drug test or sign test laboratory form(s)
or cooperate with the clinic personnel will constitute a presumption of
intoxication and the employee will be subject to appropriate disciplinary
actions. 

The Laboratory
shall maintain the chain of custody by reasonable means designated to show the
handling of the specimen from the time it is collected until all tests are
completed, and thereafter, until the specimen is properly disposed of. 

Split testing methodologies and
chain of custody procedures will be provided from the Laboratory for review by
the Employer and Union. Other laboratories may be used upon mutual consent of
the Employer and Union. 

The initial and confirmation
cutoff levels used when screening urine specimens to determine whether they are
negative or positive for various classes of drugs and alcohol shall be those
contained in the Scientific and Technical Guidelines for Federal Drug Testing
Programs (subject to revision in accordance with subsequent amendments to the
HSS Guidelines), except that the cutoff levels for the following substances
shall be as follows: 

40

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Controlled

Substance 

	
 

	
Initial

Test Cutoff

Levels (ng/ml) 

	
 

	
Confirmatory

Test Cutoff

Levels (ng/ml) 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	

	

	

	

	

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Marijuana metabolics

	
 

	
50

	
 

	
 

	
15

	
(1)

	
 

	
Cocaine metabolics

	
 

	
300

	
 

	
 

	
150

	
(2)

	
 

	
Opiate metabolics

	
 

	
300

	
(3)

	
 

	
 

	
 

	
 

	
Morphine

	
 

	
 

	
 

	
 

	
300

	
 

	
 

	
Codeine

	
 

	
 

	
 

	
 

	
200

	
 

	
 

	
Phencyclidine

	
 

	
25

	
 

	
 

	
25

	
 

	
 

	
Amphetamines

	
 

	
1,000

	
 

	
 

	
 

	
 

	
 

	
Amphetamines

	
 

	
 

	
 

	
 

	
500

	
 

	
 

	
Methamphetamines

	
 

	
 

	
 

	
 

	
500

	
 

	
 

	
Alcohol

	
 

	
100

	
  mg/dl

	
 

	
n/a

	
 

	
 

	
 

	
 

	
(1)

	
Delta-9-tetrahydrocannabinol-9-carboxylic
 acid 

	
 

	
 

	
(2)

	
Bensoylecgonine 

	
 

	
 

	
(3)

	
25 mg/ml if immunoassay
 specific for free morphine 

In reporting a positive
test, the Laboratory shall state the specific substance(s) for which the test
is positive and shall provide the quantitative results of both the screening
and the (GC/MS) confirmation tests, in terms of nanograms per milliliter. All
positive test results must be reviewed by a laboratory director or a medical
doctor and certified as accurate. 

Test results which are below
the levels specified herein shall be considered negative indications and shall
be reported to the Employer as such. 

Employer recognizes that the
results of a drug or alcohol test will be considered medical records and held
confidential to the extent permitted by law. Employer will limit disclosure of
information acquired in connection with a drug or alcohol test, including
positive and negative test results, to the following, unless the employee
consents in writing to disclosure to others: 

	
 

	
 

	
 

	
 

	
a)

	
The employee; 

	
 

	
 

	
 

	
 

	
b)

	
The employee’s supervisors
 and other management officials with a need to know; 

	
 

	
 

	
 

	
 

	
c)

	
The Shop Steward or other
 authorized Union representative if the employee is represented by the Union;

	
 

	
 

	
 

	
 

	
d)

	
Test laboratory personnel;
 

	
 

	
 

	
 

	
 

	
e)

	
The Employee Assistance
 Program counselor or other rehabilitation personnel if the employee seeks or
 is required to use same; 

41

	
 

	
 

	
 

	
 

	
f)

	
An arbitration tribunal in
 the event of a grievance regarding the employee’s alleged drug or alcohol
 use.

	
 

	
 

	
 

	
Random Drug and Alcohol Testing 

	
 

	
 

	
 

	
In the interests of
 promoting the highest standards of workplace excellence and safety, the
 parties agree to adopt a random drug testing program. Employees shall be
 subject to random drug and alcohol testing in accordance with the protocol
 and procedures specified in 49 CFR Sec. 382.305. The program shall become
 effective at such time as the Employer implements a parallel program for
 non-represented employees.

	
 

	
 

	
 

	
8.5.1       Substance Abuse Treatment
Opportunity 

	
 

	
 

	
 

	
Employees suffering from
 alcoholism or drug abuse will receive the same consideration that is
 presently extended to employees having any other illness. Employees will be
 allowed to utilize their annual leave or leave without pay to pursue an
 appropriate program of treatment.

	
 

	
 

	
 

	
Employer maintains an
 Employee Assistance Program to aid its employees in overcoming drug and/or
 alcohol related problems.

	
 

	
 

	
 

	
8.5.2       Employee
 Responsibility – Substance Abuse Treatment

	
 

	
 

	
 

	
It shall be the employee’s
 duty to seek treatment for alcoholism or drug abuse. In no case shall job
 security or promotional opportunity be jeopardized by seeking treatment for
 such an ailment or condition. However, if two (2) alcohol or drug abuse
 related occurrences occur within a twelve (12) month consecutive period, a third
 occurrence may be just cause for termination. The employee is responsible for
 maintaining a satisfactory level of job performance. Failure to do so may
 result in appropriate corrective or disciplinary action as determined by the
 Employer.

	
 

	
 

	
 

	
Intent Statement: The parties understand that the “safe harbor”
created by the above
 section is designed to encourage employees to seek treatment for alcohol and
 substance abuse, and to protect them against discipline and job loss while
 they are in treatment if they should stumble once or twice. It is not
 intended to give employees who have not admitted they have a problem, or
 sought treatment, the right to abuse alcohol or other substances before they
 can be disciplined.

Section 8.6      Picket Line

No employee shall be
disciplined for refusing to cross a recognized and sanctioned picket line. 

Section 8.7
     Progressive Discipline 

No bargaining unit employee
shall be disciplined or discharged except for just cause. 

42

The Employer will maintain a
practice of progressive discipline. The Employer’s disciplinary process is
meant to be corrective and not punitive; many incidents may not result in
discipline, but may require only verbal advice, instruction or counseling. The
steps in the progressive discipline process are: verbal reprimand, written reprimand,
suspension, disciplinary demotion, or discharge. Based on the seriousness of a
particular offense, discipline may be imposed at any reasonable level. The
supervisor responsible for interviewing an employee reasonably suspected of
misconduct should notify the employee that the employee may have a Union
representative present at an investigatory meeting. The Employer shall not
impose discipline based upon stale or remote instances of prior problems or
employee misconduct. 

	
 

	
 

	
 

	
8.7.1      Employee’s
 Response to Progressive Discipline 

	
 

	
 

	
 

	
Whenever an employee
 receives progressive discipline of any nature from the supervisor, the
 employee may elect to respond in writing. A copy of the Employer’s action and
 the employee’s written response will be placed in the employee’s personnel
 file.

	
 

	
 

	
 

	
8.7.2      Statement
 of Intent Regarding Progressive Discipline

	
 

	
 

	
 

	
Under the Progressive
Discipline Section of this collective bargaining agreement, the parties
intend that the Employer should notify an employee that the employee may have
a Union representative present when the employee is being interviewed for
suspected misconduct. If the Employer fails to so advise an employee, the
parties do not intend that this fact, in and of itself, will preclude
discipline from being imposed on employee, or will prohibit the use of
information gathered at the interview. However, if an employee’s Weingarten rights are violated, this Statement of Intent does not affect whether the
Weingarten violation precludes discipline from being imposed on the employee
or prohibits the use of information gathered at the interview.  

Section 8.8     Performance of Work

Failure to perform work in a
safe, efficient, diligent, or productive manner may result in appropriate
discipline. 

Section
8.9     Discharge

Although the Employer retains the right to discipline an
employee for just cause, it agrees that in the case of discharge, one of the designated Union
representatives shall be noticed of the reason for the contemplated discharge
prior to taking any action against the employee, unless exigent circumstances
or unusual confidentiality requirements preclude such notice. Any employee who
is discharged will remain on the payroll until such time as the employee is
given a written statement of the reasons for the employee’s termination. A copy
of this written statement will be provided to the Business Manager of the Union
via fax machine at the time the statement is provided to the employee. Either
the Union or the discharged employee may take exception to 

43

such discharge under the
grievance procedure, as set forth in this Agreement. 

ARTICLE 9

Grievance Procedure

Section 9.1     Policy on
Grievances

The parties hereto recognize
that the prompt and equitable settlement of employee grievances is essential to
the maintenance of sound labor relations. The parties further recognize that
such grievances are usually more satisfactorily and expeditiously settled at
the lowest supervisory level at which an acceptable understanding can be
reached. Every reasonable effort will be made by the shop steward, in
cooperation with Employer’s CEO, to correct violations and infractions of this
Agreement. The shop steward, upon request to the shop steward’s immediate
supervisor, shall be given a reasonable amount of time during working hours,
and without loss of pay, to handle grievances pertaining to the shop steward’s
area of responsibility consistent with the provisions of Section 2.8 Shop Steward of this Agreement. During
outages and other emergencies, the shop steward may be required to give
priority attention to Employer’s business. Immediate supervisor means
appropriate management personnel.  

Section 9.2     Grievance

A grievance is hereby
defined as an alleged violation of the terms of this Agreement. 

Section 9.3     Grievance
Procedure

Any employee or group of
employees having a grievance shall proceed, according to the following steps,
to seek a satisfactory settlement of the grievance. To provide the best
opportunity for the grievance to be resolved at the lowest level, none of the
following steps shall be omitted: 

Step
One:     The employee
shall discuss the grievance with the employee’s immediate supervisor. The
employee may have the employee’s shop steward present during this initial
discussion. If the employee and supervisor fail to agree on the matter, Step
Two will be followed. 

Step
Two:    The employee
will discuss the grievance with the employee’s shop steward who will, in turn,
seek to settle the grievance with the employee’s immediate supervisor. If the
shop steward cannot reach an agreement with the employee’s supervisor, Step
Three will be followed. 

Step
Three:  The shop
steward or designated Union Representative shall state the employee’s grievance
in writing; the statement will include the following: 

	
 

	
 

	
 

	
 

	
a)

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

44

	
 

	
 

	
 

	
 

	
b)

	
The remedy or correction
 the Employer is requested to make. 

	
 

	
 

	
 

	
 

	
c)

	
The section or sections of
 the Agreement relied upon or alleged to have been violated. 

	
 

	
 

	
 

	
 

	
d)

	
The signature of the
 grievant and the shop steward or designated Union Representative. 

	
 

	
 

	
 

	
 

	
e)

	
The date the statement of
 the grievance was prepared and the date the statement of grievance was
 received by the Employer. 

Step
Four: The written
statement of the grievance shall be turned over to the Union’s Business Manager
or business representative to be presented to the Employer’s designated
representative within fifteen (15)
working days of the occurrence. 

Step
Five:  The Union and
the Employer will have fourteen (14) calendar days to discuss the grievance,
hold meetings, and try to come to a mutually agreeable settlement. Within seven
(7) calendar days after the end of the specified fourteen (14) day period,
Employer will provide Union with a written statement of its position on the
grievance. 

Step
Six:    If the grievance
is not resolved at Step Five, the Union may submit the matter to arbitration
within seven (7) calendar days from the date Union receives Employer’s statement.

Section 9.4     Arbitration

The Union shall submit a
request to the Seattle Office of the American Arbitration Association (AAA) for
a panel of eleven (11) potential arbitrators. A copy of the request shall be
sent to the Employer. After receipt of the panel from AAA, the parties shall
select an arbitrator using the strike method. The order for striking shall be
determined by the toss of the coin; the Union Representative shall toss the
coin and the management representative shall call heads or tails. The
arbitration hearing shall be conducted consistent with the rules established by
AAA. 

It is mutually understood
and agreed that arbitration hearings will be conducted without unnecessary
delay. Each party shall be given reasonable opportunity to be heard by its
representatives, and to produce witnesses and documentary evidence and to
cross-examine. The Arbitrator’s authority shall be limited as follows except
as provided otherwise in this Agreement: 

	
 

	
 

	
 

	
 

	
a)

	
The Arbitrator shall
 consider only the particular issue or issues presented in writing by the
 Employer or Union which have been processed through the grievance procedure. 

	
 

	
 

	
 

	
 

	
b)

	
The Arbitrator shall have
 the power to interpret the terms of the Agreement, but the Arbitrator’s
 decision shall be based solely on the existing terms of the Agreement, and
 the Arbitrator shall not have the power to add to, subtract 

45

	
 

	
 

	
 

	
 

	
 

	
from or modify any of the
 terms of the Agreement.

	
 

	
 

	
 

	
 

	
c)

	
The Arbitrator shall have
 no power to establish wage rates, job classifications or fringe benefits of
 any kind.

Although no formal rules of
evidence are contemplated by this Agreement, the Arbitrator shall determine the
admissibility of evidence, admissibility being principally a matter of
relevancy, materiality and the avoidance of undue repetition. Each of the
parties hereto agrees to produce all books, records and documents or other
materials, or certified copies thereof, which, in the opinion of the Arbitrator
are relevant to the issues of the grievance. 

The judgment of the
Arbitrator shall be final and conclusive on the Employer and the Union. The
parties further agree that, from the time Employer first was notified of the
grievance until it is settled, including the entry of the judgment of the
Arbitrator when the grievance has been submitted to arbitration, the subject of
the controversy will remain status quo as of the time the grievance was first
noticed. 

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 as a default and the grievance
shall be considered to have been settled in favor of the non-defaulting party. 

Subject to a different
agreement between the parties, the party losing the decision shall bear the
total expense of the Arbitrator, however, each party will pay the wages,
salaries, fees, and expenses of its witnesses. The Arbitrator, as part of the
award, shall identify the losing party. 

ARTICLE 10

Miscellaneous

Section
10.1     Emergencies

The Employer is engaged in
furnishing a vital public service which may under certain circumstances pose a
serious threat to life and property. Therefore, notwithstanding any provisions
in this Agreement relating to the limiting of work, the composition of work
forces and the assignment of duties, all employees will be expected to do any
work that is reasonably necessary to the saving of life or the prevention of
serious injury to persons or property. 

Section 10.2     Communications and
Notices

All communications between the parties that are contemplated
or required by this Agreement will be in writing and will be delivered to the business office of
the Union and the Employer. Wherever provision is made in this Agreement for
the delivery of a communication or notice to the other party within a specific
period, such notice or communications will be considered to have been delivered
when it has been deposited 

46

in the United
States mail, registered or certified, properly addressed to such other party’s
mail address of record, and with adequate postage prepaid, or when delivered by
messenger with written receipt of delivery. 

Section 10.3          Savings
Clause

If any
article, section or provision in this Agreement or any subsequent amendment
hereof is rendered or declared invalid by reason of any statute, ordinance,
regulation, or other law, or by the final judgment of a court of competent
jurisdiction, the invalidation will not affect the remaining portions of this
Agreement and such other portions will remain in full force and effect. Upon
the invalidation of any article, section, provision, or amendment hereof, the
parties shall, within thirty (30) days from the date that notice of the
invalidity is received, in good faith negotiate and agree on lawful and enforceable
amendments or modifications that will effectuate the parties’ original intent.
The parties may agree to extend the thirty (30) day time period by mutual
consent 

Section 10.4          Identification
Cards

Employer will
provide employees with I.D. cards which will serve to identify the individual
as an employee of the Employer. 

Section
10.5          Clothing

Employer
agrees to furnish lightweight jackets with company insignia to all employees
whose duties require outside contact. Cleaning and maintenance of Employer
furnished jackets will be the employee’s responsibility. When jackets are no
longer serviceable, they will be replaced at Employer’s expense; however,
employees will be responsible for replacement of jackets lost or damaged from
misuse. 

	
 

	
 

	
 

	
10.5.1            Clothing
 Allowance 

The Employer
will provide a $250.00 annual clothing allowance for each employee in the Party
Chief, Chainman/Rodman, Instrument Man, Designer I, Designer II, Designer III, and Senior Designer
job classification. The clothing allowance will be payable not later than
January 30 of each year. 

	
 

	
 

	
 

	
10.5.2            Member
 Services Casual Friday

Member
Services employees will be allowed to wear blue jeans on Fridays provided the
jeans are clean, presentable and free of tears. However, employees are still
expected to project a professional image, particularly in dealing with the
general public. The Employer reserves the right to make the final determination
as to whether an employee is dressed appropriately. If an employee fails to
dress appropriately, the employee will be sent home to change on the employee’s
own time, using annual leave or leave without pay at the employee’s option. 

Intent Statement: The parties’ agreement
regarding this Section applies to Member Services Casual Friday only and does
not alter whatever practices currently exist 

47

regarding appropriate dress
on other days. 

Section 10.6          Break Room-
Headquarters Building 

Employer agrees to provide a
microwave oven and refrigerator for use by employees in the break room. 

Section 10.7          New Technoloqy

The use of new equipment,
technology or procedures which replace or supersede existing equipment,
technology or procedures currently utilized to perform bargaining unit work,
shall remain bargaining unit work. It is recognized that employees covered by
this Agreement may be required to maintain competency and skills as new
technology is introduced. Whenever an employee is assigned to new technology,
procedures or equipment, the Employer will provide and the employee will undertake
any necessary training and assimilate any new skills which may be required. 

ARTICLE 11  

Health, Welfare, Pensions and Other
Contributions 

Section 11.1          Health and
Welfare

Employer agrees to
participate in, and contribute to the Alaska Electrical Health and Welfare Fund
(“Fund”) for the purpose of providing certain health and welfare benefits to
those employees covered under Plan #211. As of September 13, 2007, the total
monthly premium per employee is $1,253, which Employer shall pay on behalf of each
employee, except as outlined below. 

The Employer and employees
shall share in premium costs as follows: 

	
 

	
 

	
 

	
 

	
 

	
Grades
 4-7

	
 

	
 

	
 

	
 

	
 

	
 

	
•

	
Effective September 13,
 2007, employees pay a total of $35.00 per month of the premium. 

	
 

	
 

	
 

	
 

	
 

	
 

	
•

	
Effective July 1, 2008,
 employees pay a total of $40.00 per month of the premium. 

	
 

	
 

	
 

	
 

	
 

	
 

	
•

	
Effective July 1, 2009,
 employees pay a total of $50.00 per month of the premium. 

	
 

	
 

	
 

	
 

	
 

	
Grades
 8-11

	
 

	
 

	
 

	
 

	
 

	
 

	
•

	
Effective September 13,
 2007, employees pay a total of $40.00 per month of the premium.

	
 

	
 

	
 

	
 

	
 

	
 

	
•

	
Effective July 1, 2008,
 employees pay a total of $55.00 per month of the premium.

48

	
 

	
 

	
 

	
 

	
 

	
 

	
•

	
Effective July 1, 2009,
 employees pay a total of $65.00 per month of the premium.

This co-pay schedule will
remain in effect, subject to employee co-payment amounts being increased by
additional premium increases announced by the Fund which will be shared by the
Employer and employees in accordance with the percentage sharing formula and
co-pay adjustment below. In other words, the above schedule of increases will
take effect on July 1st of each of the remaining contract years, regardless of
whether or not the Fund implements an increase in H&W premiums or the
scheduled co-pay amounts have been exceeded due to premium increases by the Fund
in previous contract years. 

Percentage Sharing Formula 

Any increase in the premium
above $1,253 up to an individual or cumulative total of 7.0%, which is
implemented by the Fund between the date this Agreement becomes effective and
June 30, 2008, will be shared 70% by the Employer and 30% by the employee. 

Any increase in the premium,
up to an individual or cumulative total of 7.0%, which is implemented by the
Fund during each of this Agreement’s remaining contract years, also will be
shared 70% by the Employer and 30% by the employee; 100% of any increases that
individual or cumulatively exceed 7% in any contract year will be paid by the
Employer. 

A contract year is the 12
month period between July 1st and June 30th of the next year. 

Co-Pay Adjustment 

If the employee co-pay in any contract year is
less under the percentage sharing formula set forth above than it would have
been under the above employee co-pay schedule, the higher co-pay amount will
apply. If in any contract year
no increase in premium is implemented by the Fund, employee co-pay will still
be adjusted up by the amount of increase scheduled for that contract year under
the above employee co-pay schedule. 

Examples of how various
H&W co-pay scenarios would be calculated under the Agreement are as
follows: 

49

EXAMPLE:

For Future Health & Welfare lncrease 

Assuming a 7% lncrease in 2007-2008 Contract Year

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
$

	
1,253

	
 

	
 

	
Current H&W Premium

	
 

	
×

	
7

	
%

	
 

	
Assumed Increase

	
 

	

	

	
 

	
 

	
 

	
 

	
$

	
87.71

	
 

	
 

	
Total Plan Increase

	
 

	
+

	
1,253.00

	
 

	
 

	
Current H&W Premium

	
 

	

	

	
 

	
 

	
 

	
 

	
$

	
1,340.71

	
 

	
 

	
New Plan Premium

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Grades 4 – 7

	
 

	
$

	
35.00
 

	
 

	
 

	
2007 Employee Co-Pay Per
 Section 11.1

	
 

	
 

	
+

	
26.31

	
 

	
 

	
30% of 7% Premium Increase

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$

	
61.31

	
 

	
 

	
New Increased Employee
 Co-Pay

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
$1,279.40

	
 

	
New Employer Portion of
 Premium

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Grades 8-11

	
 

	
$

	
40.00

	
 

	
 

	
2007 Employee Co-Pay Per
 Section 11.1

	
 

	
 

	
+

	
26.31

	
 

	
 

	
30% of 7% Premium Increase

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$

	
66.31

	
 

	
 

	
New Increased Employee
 Co-Pay

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
$1,274.40

	
 

	
New Employer Portion of
 Premium

50

EXAMPLE: 

For Future Health & Welfare Increase 

Assuming a 7% Increase in 2008-2009 Contract Year

	
 

	
 

	
 

	
 

	
$

	
1,340.71

	
 

	
H&W Premium

	
×

	
7%

	
 

	
Assumed Increase

	

	

	
 

	
 

	
$

	
93.85

	
 

	
Total Plan Increase

	
+

	
1,340.71

	
 

	
H&W Premium

	

	

	
 

	
 

	
$

	
1,434.56

	
 

	
New Plan Premium

	
 

	
 

	
 

	
 

	
 

	
 

	
Grades 4 –
 7

	
 

	
 

	
$61.31

	
 

	
Employee Co-Pay

	
 

	
 

	
+

	
5.00

	
 

	
July 1, 2008 Section 11.1 (Scheduled increase)

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$66.31

	
 

	
 

	
 

	
 

	
+

	
28.16

	
 

	
30% of 7% (Premium
 increase)

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$94.47

	
 

	
 

	
 

	
 

	
-

	
5.00

	
 

	
Offset for Scheduled
 Increase

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$89.47

	
 

	
New Increased Employee
 Co-Pay

	
 

	
 

	
 

	
 

	
 

	
 

	
$1,340.09

	
 

	
New Employer Portion of
 Premium

The monthly increase
guaranteed by Section 11.1 ($5.00) will take effect on July lst. If the Trust increases premiums during the same contract
year, at that
time employee co-pay per month will increase again as follows: 30% of the
increase (capped at 7%) will be added to the amount of monthly employee co-pay
already in effect. However, since $5 of the increase was already implemented on
July lst, the additional co-pay will be reduced by the $5/month
increase that had already been implemented. 

	
 

	
 

	
 

	
 

	
 

	
 

	
Grades 8-11

	
 

	
 

	
$  66.31

	
 

	
Employee Co-Pay

	
 

	
 

	
+

	
15.00

	
 

	
July 1, 2008 Section 11.1 (Scheduled increase)

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$  81.31

	
 

	
 

	
 

	
 

	
+

	
28.16

	
 

	
30% of 7% (Premium
 increase)

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$109.47

	
 

	
 

	
 

	
 

	
-

	
15.00

	
 

	
Offset for Scheduled
 Increase

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$  94.47

	
 

	
New Increased Employee
 Co-Pay

	
 

	
 

	
 

	
 

	
 

	
 

	
$1,325.09

	
 

	
New Employer Portion of
 Premium

The monthly increase
guaranteed by Section 11.1 ($15.00) will take effect on July 1st. If the Trust increases the premiums during the same
contract year, at that
time employee co-pay per month will increase again as follows: 30% of the
increase (capped at 7%) will be added to the amount of monthly employee co-pay
already in effect. However, since $15 of the increase was already implemented
on July lst, the
additional co-pay will be reduced by the $15/month increase that had already
been implemented. 

51

EXAMPLE: 

For Future Health & Welfare Increase 

Assuming a 7% Increase in 2009-2010 Contract Year

	
 

	
 

	
 

	
 

	
 

	
$1,434.56

	
 

	
H&W Premium

	
×

	
7%

	
 

	
Assumed Increase

	

	

	
 

	
 

	
 

	
$   100.42

	
 

	
Total Plan Increase

	
+

	
1,434.56

	
 

	
H&W Premium

	

	

	
 

	
 

	
 

	
$1,534.98

	
 

	
New Plan Premium

	
 

	
 

	
 

	
 

	
 

	
 

	
Grades 4
 – 7

	
 

	
 

	
$  89.47

	
 

	
Employee Co-Pay

	
 

	
 

	
+

	
10.00

	
 

	
July 1, 2009 Section 11.1 (Scheduled increase)

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$  99.47

	
 

	
 

	
 

	
 

	
+

	
30.13

	
 

	
30% of 7% (Premium
 increase)

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$129.60

	
 

	
 

	
 

	
 

	
-

	
10.00

	
 

	
Offset for Scheduled
 Increase

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$119.60

	
 

	
New Increased Employee
 Co-Pay

	
 

	
 

	
 

	
 

	
 

	
 

	
$1,415.38

	
 

	
New Employer Portion of
 Premium

The monthly increase
guaranteed by Section 11.1 ($10.00) will take effect on July lst. If
the Trust increases premiums during the same contract year, at that time
employee co-pay per month will increase again as follows: 30% of the increase
(capped at 7%) will be added to the amount of monthly employee co-pay already
in effect. However, since $10 of the increase was already implemented on July lst,
the additional co-pay will be reduced by the $10/month increase that had
already been implemented. 

	
 

	
 

	
 

	
 

	
 

	
 

	
Grades 8–11

	
 

	
 

	
$  94.47

	
 

	
Employee Co-Pay

	
 

	
 

	
+

	
10.00

	
 

	
July 1, 2009 Section 11.1
 (Scheduled increase)

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$104.47

	
 

	
 

	
 

	
 

	
+

	
30.13

	
 

	
30% of 7% Premium Increase

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$134.60

	
 

	
 

	
 

	
 

	
-

	
10.00

	
 

	
Offset for Scheduled
 Increase

	
 

	
 

	

	

	
 

	
 

	
 

	
 

	
 

	
$124.60

	
 

	
New Increased Employee
 Co-Pay

	
 

	
 

	
 

	
 

	
 

	
 

	
$1,410.38

	
 

	
New Employer Portion of
 Premium

The monthly increase
guaranteed by Section 11.1 ($10.00) will take effect on July lst. If the Trust increases premiums during the
same contract year, at that time employee co-pay per month will increase again
as follows: 30% of the increase (capped at 7%) will be added to the amount of
monthly employee co-pay already in effect. However, since $10 of the increase
was already implemented on July lst , the additional co-pay will be reduced by the $10/month increase that
had already been implemented. 

52

The increased co-pay amounts
in Article 11.1 scheduled to go into effect July 1, 2008 ($5 for Grades 4-7 and
$15 for Grades 8-11) and July 1, 2009 ($10 for Grades 4-7 and $10 for Grades
8-11) will become effective even if the co-pay amounts specified in Article
11.1 have been exceeded due to premium increases by the Fund the prior contract
year. 

EXAMPLE 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
$1,253.00

	
 

	
Current H&W Premium

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Grades
 4-7

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
$35.00

	
 

	
2007 Employee Co-Pay per Section
 11.1

	
 

	
 

	
 

	
+

	
26.31

	
 

	
30% of 7% Premium Increase
 Between Date

	
 

	
 

	
 

	

	

	
 

	
CBA Effective but Before 7-1-08

	
 

	
 

	
 

	
 

	
$61.31

	
 

	
New Increased Employee
 Co-Pay

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
$1,279.40

	
 

	
New Employer Portion of
 Premium

	
 

	
 

	
 

	
 

	
 

	
Grades
 8-11

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
$40.00

	
 

	
2007 Employee Co-Pay Per
 Section 11.1

	
 

	
 

	
 

	
+

	
26.31

	
 

	
30% of 7% Premium Increase
 Between Date

	
 

	
 

	
 

	

	

	
 

	
CBA Effective but Before 7-1-08

	
 

	
 

	
 

	
 

	
$66.31

	
 

	
New Increased Employee
 Co-Pay

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
$1,274.40

	
 

	
New Employer Portion of
 Premium

	
 

	
 

	
 

	
On July 1, 2008 Grades 4-7
 employees co-pay increases from $61.31 by $5.00 to $66.31. 

	
 

	
 

	
 

	
On July 1, 2008 Grades 8-11 employees co-pay increases from $66.31 by $15.00 to
 $81.31. 

	
 

	
 

	
 

	
Employee co-pay increases
 on July 1, 2009 by $10.00 for all Grades. 

Should there be a paid
claims experience that results in a lowering of the monthly premium rate,
Employer and each employee shall share in the reduction of the monthly premium
rate in the same percentage as the portion of the premium Employer and employee
is paying at the time of the reduction. 

For new employees, the
payment shall not be made during the first month of employment unless their
employment began before the 15th of that month, which payments will entitle
such employees to receive the health and welfare benefits including extended
dental, vision and orthodontic coverage provided under the terms and conditions
lawfully adopted for the administration and management of such Fund. Employer
agrees to enter into such further agreements, and to execute such 

53

	
 

	
 

	
instruments, as may be
 legally required or convenient to its full participation in the foregoing
 Fund for, and on behalf of, its said employees. 

	
 

	
 

	
11.1.1
      Health Insurance Supplemental Payments 

	
 

	
 

	
 

	
The Employer agrees to
 deduct, as authorized by the employee via enrollment form, health insurance
 supplemental payments from the post tax net pay of its employees eligible for
 supplemental payments and pay to the Alaska Electrical Health and Welfare
 Trust said authorized amount. In the event a Medical Section 125 Plan becomes
 available, the employee will have the option to participate. The Employer
 agrees to make this deduction in the full amount from the first pay period
 ending date of the month and send a check for the total amount, together with
 a list of the individuals, names for whom the deduction were made, to the
 Alaska Electrical Health and Welfare Trust on or before the fifteenth (15)
 day of the following month. 

	
 

	
 

	
 

	
The Union agrees that the
 Employer assumes no responsibility in connection with this deduction, except
 that of ordinary diligence and care in forwarding monies deducted as set
 forth in this Article. The Union shall indemnify the Employer and save the
 Employer harmless from any and all claims against the Employer only for amounts
 deducted from earnings pursuant to this Agreement. 

	
 

	
 

	
 

	
11.1.2
      Joint Health Committee 

	
 

	
 

	
 

	
The Employer and Union
 recognize that there have been and likely will continue to be major changes
 which affect health care coverage for employees covered by this Agreement. In
 the spirit of cooperation and in an effort to effectively deal with rapidly
 changing insurance issues, it is agreed that the Employer and Union will
 utilize a Joint Health Care Committee comprised of two individuals designated
 by the Employer and two individuals designated by the Union to address
 insurance issues. The Committee will meet on a mutually agreed basis. The
 Committee has no authority to bind the Employer or the Union and will make
 recommendations regarding what the Committee believes to be effective
 measures to deal with health care issues. 

	
 

	
 

	
 

	
11.1.3
      Effect of Federal or State Health Care
 Legislation 

	
 

	
 

	
 

	
If federal or state health
 care legislation adopted after the effective date of this Agreement imposes a
 significant new financial burden on the Employer or the employees, the
 parties will bargain in good faith in accordance with Article 10.3 Savings
 Clause about how to address them. 

	
 

	
 

	
 

	
If the Union
 and Employer are unable to reach agreement about how to address such changes,
 the matter will be presented to an arbitrator for resolution in accordance
 with the grievance/arbitration provisions of this Agreement. 

54

Section 11.2     Pension
Plan

The Employer
agrees to contribute to, the Alaska Electrical Pension Trust Fund (Trust Fund)
on behalf of all eligible employees covered under the Agreement, in accordance
with the terms of the Trust Fund. 

The
contribution rate shall be $3.35 per compensable hour for job classifications
in grades 4, 5, 6, and 7. Effective September 14, 2007, the contribution rate
for classifications in Grades 4, 5, 6, and 7 shall be increased to $3.45 per
compensable hour. The contribution rate for classifications in Grades 4, 5, 6,
and 7 shall be increased to $3.70 per compensable hour effective July 1, 2009.
Employer liability limited to that required by law. 

The
contribution rate shall be $3.65 per compensable hour for job classifications
in grades 8, 9, 10, and 11. Effective September 14, 2007, the contribution rate
for classifications in Grades 8, 9, 10, and 11 shall be increased to $3.90 per
compensable hour. The contribution rate for classifications in Grades 8, 9, 10,
and 11 shall be increased to $4.15 per compensable hour effective July 1, 2009.
Employer liability limited to that required by law. 

	
 

	
 

	
 

	
11.2.1     Pension
  Reallocations 

	
 

	
 

	
 

	
Any covered
  employee who is a participant in the Alaska Employees Pension Trust Fund
  (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. The allocation will continue in effect until the Plan
  Administrator notifies the employer of a subsequent reallocation. Such
  reallocations may occur no more than once annually. 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. 

Section 11.3     Annuity
Plan

The Employer
agrees to contribute two percent (2%) of each employee’s gross earnings for
participation in the Alaska Electrical Worker’s Money Purchase Pension Plan
(Annuity Plan). All payments due hereunder will be made to the said Fund on or
before the fifteenth (15th) day of the month following in which said gross
earnings were earned by Employer’s said employees.  

Section 11.4     Political
Action Committee Fund

With voluntary
authorization by an employee on a form supplied by the Union, the Employer
agrees to deduct seven dollars ($7.00) per pay period from the employee’s wages
to be submitted to the IBEW Local No. 1547, for its Political Action Fund. This

55

money will be
sent in monthly with the dues, and shall be made by the fifteenth (15th) of the
month following which the deduction was made. In accordance with requirements
of Alaska State Law, the Union agrees that Political Action Committee Funds
shall not be used for utility board elections.  

Section 11.5     Alaska Joint
Electrical Apprenticeship and Training
Trust 

The Employer
agrees to contribute $.20 per compensable hour for each employee to provide
improvement programs and apprenticeship training. Contributions shall be
remitted monthly with forms provided to the Alaska Joint Electrical
Apprenticeship and Training Trust (AJEATT). Either party may at any time, with
seven days written notification to the other party, cancel that portion of the
contribution designated. 

Section 11.6     Employer’s
401(K) Plan 

All employees
covered under this Agreement are eligible to make contributions up to the legal
maximum as provided by law under the terms and conditions of the Employer’s
401(K) plan. 

Section 11.7     Cafeteria Day-Care
Plan

All employees
covered under this Agreement are eligible to make contributions to the legal
maximum as provided by law under the terms and conditions of the Employer’s
Cafeteria Plan. 

Section 11.8     Life
Insurance 

The Employer
will fund one hundred percent (100%) life insurance benefits in the amount of
$40,000 per employee. 

ARTICLE 12 

General Provisions 

Section 12.1     Job
Classifications and Wage Rates 

Job
classifications and wage rates are set forth in Appendix A and B. 

Section 12.2
     Assignability

This Agreement
shall be binding upon the successors and assigns of the parties hereto, and no
provisions, terms or obligations herein contained shall be affected, modified,
altered, or changed in any respect whatsoever by the consolidation, merger,
sale, transfer, or assignment of either party hereto, or of any kind of change
in ownership or management of either party hereto, or by any change, geographic
or otherwise, in the location or place of business of either party hereto. 

56

ARTICLE 13 

Labor Management Committee 

Section 13.1     Labor-Management
Committee 

The
Labor-Management Committee will consist of the CEO, Vice President of Human
Resources, the appropriate Business Representative and two representatives from
the employee group. The Employer and Union may appoint additional members to
this committee as needed. The role of the Labor-Management Committee shall be
to foster positive labor-management relations. The Labor-Management Committee
will not have the authority to alter the meaning or cost application of the
collective bargaining agreement. 

The Committee
will meet quarterly, unless there is no business to conduct, during business
hours at a date and time mutually agreeable to the parties. A meeting of the
Labor-Management Committee may be convened at any time if needed. 

Agenda items
will be submitted to the Vice President of Human Resources prior to the
Labor-Management Committee meetings. The CEO, or designee, and the Union
Business Representative, or designee, may appoint a sub-committee to review
agenda items prior to the Labor-Management Committee meeting. 

Section 13.2     Job
Classifications 

The parties
recognize the Employer’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. 

The parties
recognize that new job classifications may be created or that existing job
classifications may be changed during the life of this Agreement pursuant to
the Classification Committee and its procedures as set forth in Section 13.3
and Section 13.3.1. 

Section 13.3     Classification
Committee 

The Union and
the Employer shall utilize Classification Committees consisting of two (2)
management representatives appointed by the CEO, or designee, and two (2)
bargaining unit representatives appointed by the Business Manager or designee.
The primary purpose of the Classification Committee shall be the review of
newly proposed job classifications or changes in existing classifications
falling within the scope of this Agreement. 

The Employer
agrees to submit changes in job descriptions for review and comment to the
Classification Committee prior to implementing such changes and that it will
continue to seek consensus and work collaboratively with the Union prior to
implementation, recognizing that such decisions are best made by mutual
agreement whenever possible. The procedure for review and comment shall be as
follows: 

57

13.3.1     Classification Committee
Procedure 

(a) When the
Employer or the Union believes creation of a new job classification is
appropriate or either party wishes to propose changes to existing
classifications the following procedure shall be followed to ensure
efficiencies in the process: 

Step One: The moving party will prepare a
proposal identifying the changes sought and forward it to the Vice President of
Human Resources (HR) who will, within thirty (30) days of receipt, distribute
it to the Classification Committee for review and consideration. The Vice
President of HR will complete the formal drafting of a new or revised
classification if necessary. 

Step Two: The Classification Committee will
meet within seven (7) calendar days of the Committee members’ receipt of the
proposal on newly proposed position descriptions or to discuss changes to
existing position descriptions, unless mutually agreed otherwise between the
parties. Committee members unable to attend in person shall attend
telephonically. 

Step Three: The Classification Committee will
reach a decision within seven days of the meeting and the decision of the
majority of the Committee shall be final, except as provided below: 

Step Four: If the Classification Committee
does not agree on the establishment of the new job classification or the
proposed changes, or does not render a decision within the timeframe noted
above, unless the delay is the result of extensions of time requested by the
Employer, the matter must be submitted to and reviewed by the appropriate
Senior Vice President. The Senior Vice President will be the tie breaker with
respect to the creation of a new or the modification of an existing
classification. If the parties deadlock regarding appropriate compensation for
the new or modified job classification the matter will proceed immediately to
arbitration. 

(b) No regular
employee will be laid-off, terminated or discharged by the Employer as a result
of the Employer’s creation of a new classification or the modification of an
existing classification. 

(c) Employees will not be
displaced by any increase in the qualifications of a position; employees who do
not have the additional qualifications will be grandfathered in their current
position. 

58

APPENDIX A – LIST OF EXISTING
JOB

CLASSIFICATIONS/GRADES 

	
 

	
 

	
 

	
JOB CLASSIFICATIONS:

	
 

	
GRADE

	

	
 

	

	
 

	
 

	
 

	
Accounting:

	
 

	
 

	
Accounting Clerk I

	
 

	
5

	
Accounting Clerk II

	
 

	
6

	
Accounts Payable
Clerk

	
 

	
6

	
Plant Accounting Clerk
II

	
 

	
6

	
Accountant – Payroll

	
 

	
7

	
Accountant – Accounts
Payable

	
 

	
7

	
Accountant – Plant

	
 

	
7

	
Administrative Secretary –
Accounting

	
 

	
7

	
Accountant – Plant
Records

	
 

	
8

	
Accountant – General
Ledger

	
 

	
8

	
 

	
 

	
 

	
Administrative
Services:

	
 

	
 

	
Administrative
Courier

	
 

	
4

	
Senior Administrative
Courier

	
 

	
5

	
General Clerk I –
  Purchasing

	
 

	
5

	
General Clerk II –
  Purchasing

	
 

	
6

	
General Clerk III –
  Purchasing

	
 

	
7

	
Administrative Secretary –
Administrative
  Services

	
 

	
7

	
Contract Specialist

	
 

	
8

	
 

	
 

	
 

	
Environmental
Engineering:

	
 

	
 

	
Administrative Secretary –
Environmental
  Engineering & Safety

	
 

	
7

	
Environmental
Assistant

	
 

	
7

	
 

	
 

	
 

	
Information
Services:

	
 

	
 

	
Administrative Secretary –
Information Services

	
 

	
7

	
 

	
 

	
 

	
Member
Services:

	
 

	
 

	
General Clerk –
  Consumer Services

	
 

	
4

	
Consumer Service Representative
I

	
 

	
5

	
Consumer Service Representative
II

	
 

	
6

	
Credit and Collections
Representative II

	
 

	
6

	
Consumer Service Representative
II – Alternate Work Schedule

	
 

	
6

	
Consumer Service Representative
III

	
 

	
7

	
 

	
 

	
 

	
Damages Claims Cost Recovery
Technician

	
 

	
7

	
Administrative Secretary –
Member Services

	
 

	
7

59

	
 

	
 

	
 

	
          (Appendix
  A Continued)

	
 

	
 

	
 

	
 

	
 

	
Power Control:

	
 

	
 

	
Power Control Data
Technician

	
 

	
7

	
 

	
 

	
 

	
Power Supply:

	
 

	
 

	
Administrative Secretary –
Energy Supply

	
 

	
7

	
 

	
 

	
 

	
Regulatory Affairs and
Pricing:

	
 

	
 

	
Administrative Secretary – Reg.
Affairs and
  Pricing

	
 

	
7

	
 

	
 

	
 

	
Engineering
Services:

	
 

	
 

	
General Clerk I –
  Engineering

	
 

	
5

	
General Clerk II –
  Engineering

	
 

	
6

	
General Clerk/Land Services –
Engineering

	
 

	
6

	
Engineering Document Control
Clerk

	
 

	
6

	
Engineering CAD/GIS
Aide

	
 

	
6

	
Record Drawing
Technician

	
 

	
7

	
Engineering Junior CAD/GIS
Operator

	
 

	
7

	
Administrative Secretary –
Transmission &
  Special Projects

	
 

	
7

	
Administrative Secretary –
Distribution
  Standards & Eng. Support

	
 

	
7

	
Chainman/Rodman

	
 

	
7

	
Operations – Meter
Clerk

	
 

	
7

	
Operations – Job Orders
Clerk

	
 

	
7

	
Operations –
Warehouse/Inventory Clerk

	
 

	
7

	
Operations – Divisional Payroll
Clerk

	
 

	
7

	
Operations – Locates/Street
Light Maintenance Clerk

	
 

	
7

	
Administrative Secretary –
Operations

	
 

	
7

	
Engineering CAD/GIS
Operator

	
 

	
8

	
Engineering Support
Technician

	
 

	
8

	
Designer I

	
 

	
8

	
Instrument Man

	
 

	
8

	
Engineering Senior CAD/GIS
Operator

	
 

	
9

	
Designer II

	
 

	
9

	
Party Chief

	
 

	
9

	
Engineering CAD/GIS Lead
Operator

	
 

	
10

	
Designer III

	
 

	
10

	
Senior Designer

	
 

	
11

	
Operations Maintenance
Technician IV

	
 

	
11

	
 

	
 

	
 

	
Technical
Services:

	
 

	
 

	
Administrative Secretary –
Technical Services

	
 

	
7

	
Relay Support
Technician

	
 

	
8

	
Technical Services Data
Technician

	
 

	
7

60

APPENDIX B – STEP LEVELS AND WAGE
RATES 

	
 

	
 

	
1.

	
During the
  first six (6) months of employment, employee shall be paid 75% of the above
  rates. 

	
 

	
 

	
2.

	
During the
  second six (6) months of employment, employees shall be paid at 80% of the
  above rates. 

	
 

	
 

	
3.

	
During the
  third six (6) months of employment, employees shall be paid at 85% of the
  above rates. 

	
 

	
 

	
4.

	
During the
  fourth six (6) months of employment, employees shall be paid at 90% of the
  above rates. 

	
 

	
 

	
5.

	
During the
  fifth six (6) months of employment, employees shall be paid at 95% of the
  above rates. 

	
 

	
 

	
6.

	
After thirty
  (30) months of employment, employees shall be paid at 100% of the above
  rates. 

The Employer
shall have the discretion to place a new hire employee at steps 1 through 4
depending upon the new hire employee’s experience and training. The Employer’s
discretion in hiring new employees above the entry level rate shall be
exercised in good faith and shall not be used to give preferential treatment to
employees for any reason other than the employee’s possession of experience,
skills or certifications which genuinely justify compensation above the entry
level rate. 

Wage Rate
Adjustment, July 1, 2006: the hourly wage rate for all classifications shall be
increased by 3.2%. The July 1, 2006 wage increase is retroactive for the period
of July 1, 2006 through February 23, 2007. 

Wage Rate
Adjustment, September 14, 2007: the hourly wage rate for all classifications
shall be increased by 3%. 

Wage Rate
Adjustment, July 1, 2008: the hourly wage rate for all classifications shall be
increased by 4%. 

Wage Rate Adjustment, July 1,
2009: the hourly wage rate for all classifications shall be increased by .5% (1/2%) plus the actual Anchorage CPI-U (as measured from 1/1/08 through
12/31/08). 

61

Job Classifications and Wage Rates

Effective July 1, 2006 through June 30, 2010

Note: Grades 4-7
voted to move monies to pension on 7/17/02 ($.25) and 10/19/05 ($.25) for a
total of $.50 moved to pension

Note: Grades 8-11 voted to move
monies to pension on 7/17/02 ($.80) for a total of $.80 moved to pension

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
STEPS

	
 

	
 

	
 

	
 

	
 

	
 

	
Position Title

	
 

	
Effective

  Dave

	
 

	
Change

	
 

	
Start

  1

  75%

	
 

	
6 months

  2

  80%

	
 

	
12 months

  3

  85%

	
 

	
18 months

  4

  90%

	
 

	
24 months

  5

  95%

	
 

	
30 months

  6

  100%

	
 

	
Pass Exam

  7 or 8

  5%

	
 

	
Grade
Lngvty - 9%

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
4

	
 

	
Administrative
Courier

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
12.60

	
 

	
$

	
13.44

	
 

	
$

	
14.28

	
 

	
$

	
15.12

	
 

	
$

	
15.96

	
 

	
$

	
16.80

	
 

	
 

	
 

	
$

	
18.31

	
 

	
General Clerk - Consumer
Service

	
 

	
9/14/2007  

	
 

	
3%

	
 

	
$

	
12.98

	
 

	
$

	
13.84

	
 

	
$

	
14.71

	
 

	
$

	
15.57

	
 

	
$

	
16.44

	
 

	
$

	
17.30

	
 

	
 

	
 

	
$

	
18.86

	
 

	
 

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
13.49

	
 

	
$

	
14.39

	
 

	
$

	
15.29

	
 

	
$

	
16.19

	
 

	
$

	
17.09

	
 

	
$

	
17.99

	
 

	
 

	
 

	
$

	
19.61

	
 

	
 

	
 

	
7/1/2009

	
 

	
CPI-U +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Accounting Clerk I

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
5

	
 

	
Consumer Service Rep
I

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
13.98

	
 

	
$

	
14.91

	
 

	
$

	
15.84

	
 

	
$

	
16.78

	
 

	
$

	
17.71

	
 

	
$

	
18.64

	
 

	
 

	
 

	
$

	
20.32

	
 

	
General Clerk I -
Engineering

	
 

	
9/14/2007  

	
 

	
3%

	
 

	
$

	
14.40

	
 

	
$

	
15.36

	
 

	
$

	
16.32

	
 

	
$

	
17.28

	
 

	
$

	
18.24

	
 

	
$

	
19.20

	
 

	
 

	
 

	
$

	
20.93

	
 

	
General Clerk I -
Operations

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
14.98

	
 

	
$

	
15.98

	
 

	
$

	
16.97

	
 

	
$

	
17.97

	
 

	
$

	
18.97

	
 

	
$

	
19.97

	
 

	
 

	
 

	
$

	
21.77

	
 

	
General Clerk I -
Purchasing

	
 

	
7/1/2009

	
 

	
CPI-U +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Sr. Administrative
Courier

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Accounting Clerk II

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
6

	
 

	
Accounts Payable
Clerk

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
15.58

	
 

	
$

	
16.62

	
 

	
$

	
17.65

	
 

	
$

	
18.69

	
 

	
$

	
19.73

	
 

	
$

	
20.77

	
 

	
 

	
 

	
$

	
22.64

	
 

	
Consumer Service Rep
II

	
 

	
9/14/2007  

	
 

	
3%

	
 

	
$

	
16.04

	
 

	
$

	
17.11

	
 

	
$

	
18.18

	
 

	
$

	
19.25

	
 

	
$

	
20.32

	
 

	
$

	
21.39

	
 

	
 

	
 

	
$

	
23.32

	
 

	
Credit & Collections Rep
II

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
16.69

	
 

	
$

	
17.80

	
 

	
$

	
18.91

	
 

	
$

	
20.03

	
 

	
$

	
21.14

	
 

	
$

	
22.25

	
 

	
 

	
 

	
$

	
24.25

	
 

	
Document Control Clerk
I

	
 

	
7/1/2009

	
 

	
CPI-U +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Engineering CAD/GIS
Aide

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Environmental Clerk

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
General Clerk II -
Engineering

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
General Clerk II
Purchasing

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
General Clerk, Land
Services

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
General Clerk, Project Support
Eng.

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Plant Accounting Clerk
II

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

62

Job Classifications and Wage Rates

Effective July 1, 2006 through June 30, 2010

Note: Grades 4-7
Voted to move monies to pension on 7/17/02 ($.25) and 10/19/05 ($.25) for a
total of $.50 moved to pension

Note: Grades 8-11 Voted to move
monies to pension on 7/17/02 ($.80) for a total of $.80 moved to pension

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
STEPS

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Position Title

	
 

	
Effective

  Dave

	
 

	
Change

	
 

	
Start

  1

  75%

	
 

	
6 months

  2

  80%

	
 

	
12 months

  3

  85%

	
 

	
18 months

  4

  90%

	
 

	
24 months

  5

  95%

	
 

	
30 months

  6

  100%

	
 

	
Pass Exam

  7 or 8

  5%

	
 

	
Grade
Lngvty - 9%

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Accountant Payables

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7

	
 

	
Accountant Payroll

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
17.33

	
 

	
$

	
18.49

	
 

	
$

	
19.64

	
 

	
$

	
20.80

	
 

	
$

	
21.95

	
 

	
$

	
23.11

	
 

	
$

	
24.27

	
 

	
$

	
25.19

	
 

	
Administrative
Secretary*

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
17.85

	
 

	
$

	
19.04

	
 

	
$

	
20.23

	
 

	
$

	
21.42

	
 

	
$

	
22.61

	
 

	
$

	
23.80

	
 

	
$

	
24.99

	
 

	
$

	
25.94

	
 

	
Chainman/Rodman

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
18.56

	
 

	
$

	
19.80

	
 

	
$

	
21.04

	
 

	
$

	
22.28

	
 

	
$

	
23.51

	
 

	
$

	
24.75

	
 

	
$

	
25.99

	
 

	
$

	
26.98

	
 

	
Consumer Service Rep
III

	
 

	
7/1/2009

	
 

	
CPI-U
 +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Damage Claims/Cost Recovery
Tech.

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Distribution Designer
Trainee

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Engineering Jr. CAD/GIS
Operator

	
 

	
 

	
 

	
* For Administrative
 Secretary, Step 7= CPS and Step 8 = CAP

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Environmental
Assistant

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
General Clerk III -
Purchasing

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Locates/Street Light Maint
Clerk

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Operations Division Payroll
Clerk

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Operations Job Order
Clerk

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Operations Meter Clerk

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Operations Warehouse/Inventory
Clerk

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Plant Accountant

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Power Control Data
Technician

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Record Drawing
Technician

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Relay Clerk

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Technical Services Data
Technician

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Accountant - Plant
Records

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
8 

	
 

	
Contract Specialist

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
19.07

	
 

	
$

	
20.34

	
 

	
$

	
21.61

	
 

	
$

	
22.88

	
 

	
$

	
24.15

	
 

	
$

	
25.42

	
 

	
 

	
 

	
 

	
$

	
27.71

	
 

	
Designer I

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
19.64

	
 

	
$

	
20.94

	
 

	
$

	
22.25

	
 

	
$

	
23.56

	
 

	
$

	
24.87

	
 

	
$

	
26.18

	
 

	
 

	
 

	
 

	
$

	
28.54

	
 

	
Engineering CAD/GIS
Operator

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
20.42

	
 

	
$

	
21.78

	
 

	
$

	
23.15

	
 

	
$

	
24.51

	
 

	
$

	
25.87

	
 

	
$

	
27.23

	
 

	
 

	
 

	
 

	
$

	
29.68

	
 

	
Engineering Support
Technician

	
 

	
7/1/2009

	
 

	
CPI-U
 +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
General Ledger
Accountant

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Instrument Man

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Relay Support
Technician

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

63

Job Classifications and Wage Rates 

Effective July 1, 2006 through June 30, 2010

Note: Grades 4-7 voted to
move monies to pension on 7/17/02 ($.25) and 10/19/05 ($.25) for a total of
$.50 moved to pension 

Note: Grades 8-11 voted to
move monies to pension on 7/17/02 ($.80) for a total of $.80 moved to pension

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
STEPS

	
 

	
 

	
 

	
 

	
 

	
Position Title

	
 

	
Effective 

 Dave

	
 

	
Change

	
 

	
Start

 1

 75%

	
 

	
6 months

 2

 80%

	
 

	
12 months

 3

 85%

	
 

	
18 months

 4

 90%

	
 

	
24 months

 5

 95%

	
 

	
30 months
6

 100%

	
 

	
Pass Exam 

 7 or 8 

 5%

	
 

	
Grade

Lngvty - 9%

	
 

	

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
9 

	
 

	
Designer
 II

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
21.38

	
 

	
$

	
22.81

	
 

	
$

	
24.23

	
 

	
$

	
25.66

	
 

	
$

	
27.08

	
 

	
$

	
28.51

	
 

	
$

	
29.94

	
 

	
$

	
31.08 

	
 

	
Engineering CAD/GIS Sr.
 Operator

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
22.03

	
 

	
$

	
23.50

	
 

	
$

	
24.96

	
 

	
$

	
26.43

	
 

	
$

	
27.90

	
 

	
$

	
29.37

	
 

	
$

	
30.84

	
 

	
$

	
32.01 

	
 

	
Party
 Chief

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
22.91

	
 

	
$

	
24.43

	
 

	
$

	
25.96

	
 

	
$

	
27.49

	
 

	
$

	
29.01

	
 

	
$

	
30.54

	
 

	
$

	
32.07

	
 

	
$

	
33.29 

	
 

	
 

	
 

	
7/1/2009

	
 

	
CPI-U +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
10 

	
 

	
Designer
 III

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
23.92

	
 

	
$

	
25.51

	
 

	
$

	
27.11

	
 

	
$

	
28.70

	
 

	
$

	
30.30

	
 

	
$

	
31.89

	
 

	
$

	
33.48

	
 

	
$

	
34.76 

	
 

	
Engineering
 CAD/GIS Lead Operator

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
24.64

	
 

	
$

	
26.28

	
 

	
$

	
27.92

	
 

	
$

	
29.57

	
 

	
$

	
31.21

	
 

	
$

	
32.85

	
 

	
$

	
34.49

	
 

	
$

	
35.81
 

	
 

	
 

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
25.62

	
 

	
$

	
27.33

	
 

	
$

	
29.04

	
 

	
$

	
30.74

	
 

	
$

	
32.45

	
 

	
$

	
34.16

	
 

	
$

	
35.87

	
 

	
$

	
37.23 

	
 

	
 

	
 

	
7/1/2009

	
 

	
CPI-U +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
11 

	
 

	
Senior Designer

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
26.82

	
 

	
$

	
28.61

	
 

	
$

	
30.40

	
 

	
$

	
32.18

	
 

	
$

	
33.97

	
 

	
$

	
35.76

	
 

	
$

	
37.55

	
 

	
$

	
38.98 

	
 

	
 

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
27.62

	
 

	
$

	
29.46

	
 

	
$

	
31.31

	
 

	
$

	
33.15

	
 

	
$

	
34.99

	
 

	
$

	
36.83

	
 

	
$

	
38.67

	
 

	
$

	
40.14 

	
 

	
 

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
28.73

	
 

	
$

	
30.64

	
 

	
$

	
32.56

	
 

	
$

	
34.47

	
 

	
$

	
36.39

	
 

	
$

	
38.30

	
 

	
$

	
40.22

	
 

	
$

	
41.75 

	
 

	
 

	
 

	
7/1/2009

	
 

	
CPI-U +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

64

Temporary Employee Wage Rates 

Effective July 1, 2006 through June 30, 2010

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
STEPS

	
 

	
Grade

	
 

	
Effective

 Date

	
 

	
Change

	
 

	
Start
21

	
 

	
6 months

 22

	
 

	
12 months

 23

	
 

	
18 months

 24

	
 

	
24 months

 25

	
 

	
30 months

 26

	
 

	

	
Grade
 4 Regular Employee Rate

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
12.60

	
 

	
$

	
13.44

	
 

	
$

	
14.28

	
 

	
$

	
15.12

	
 

	
$

	
15.96

	
 

	
$

	
16.80 

	
 

	
Grade
 4 Temps w/o Pension

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
13.10

	
 

	
$

	
13.94

	
 

	
$

	
14.78

	
 

	
$

	
15.62

	
 

	
$

	
16.46

	
 

	
$

	
17.30 

	
 

	
Grade
 4 Regular Employee Rate

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
12.98

	
 

	
$

	
13.84

	
 

	
$

	
14.71

	
 

	
$

	
15.57

	
 

	
$

	
16.44

	
 

	
$

	
17.30 

	
 

	
Grade
 4 Temps w/o Pension

	
 

	
9/14/2007

	
 

	
 

	
 

	
 

	
$

	
13.48

	
 

	
$

	
14.34

	
 

	
$

	
15.21

	
 

	
$

	
16.07

	
 

	
$

	
16.94

	
 

	
$

	
17.80

	
 

	
Grade
 4 Regular Employee Rate

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
13.49

	
 

	
$

	
14.39

	
 

	
$

	
15.29

	
 

	
$

	
16.19

	
 

	
$

	
17.09

	
 

	
$

	
17.99 

	
 

	
Grade 4
 Temps w/o Pension

	
 

	
7/1/2008

	
 

	
 

	
 

	
 

	
$

	
13.99

	
 

	
$

	
14.89

	
 

	
$

	
15.79

	
 

	
$

	
16.69

	
 

	
$

	
17.59

	
 

	
$

	
18.49

	
 

	
 

	
 

	
7/1/2009

	
 

	
CPI-U +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
Grade
 5 Regular Employee Rate

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
13.98

	
 

	
$

	
14.91

	
 

	
$

	
15.84

	
 

	
$

	
16.78

	
 

	
$

	
17.71

	
 

	
$

	
18.64 

	
 

	
Grade 5 Temps w/o Pension

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
14.48

	
 

	
$

	
15.41

	
 

	
$

	
16.34

	
 

	
$

	
17.28

	
 

	
$

	
18.21

	
 

	
$

	
19.14

	
 

	
Grade
 5 Regular Employee Rate

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
14.40

	
 

	
$

	
15.36

	
 

	
$

	
16.32

	
 

	
$

	
17.28

	
 

	
$

	
18.24

	
 

	
$

	
19.20 

	
 

	
Grade
 5 Temps w/o Pension

	
 

	
9/14/2007

	
 

	
 

	
 

	
 

	
$

	
14.90

	
 

	
$

	
15.86

	
 

	
$

	
16.82

	
 

	
$

	
17.78

	
 

	
$

	
18.74

	
 

	
$

	
19.70

	
 

	
Grade
 5 Regular Employee Rate

	
 

	
7/1/2008

	
 

	
 

	
4%

	
 

	
$

	
14.98

	
 

	
$

	
15.98

	
 

	
$

	
16.97

	
 

	
$

	
17.97

	
 

	
$

	
18.97

	
 

	
$

	
19.97 

	
 

	
Grade
 5 Temps w/o Pension

	
 

	
7/1/2008

	
 

	
 

	
 

	
 

	
$

	
15.48

	
 

	
$

	
16.48

	
 

	
$

	
17.47

	
 

	
$

	
18.47

	
 

	
$

	
19.47

	
 

	
$

	
20.47

	
 

	
Grade
 5 Regular Employee Rate

	
 

	
7/1/2009

	
 

	
CPI-U+.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
Grade
 6 Regular Employee Rate

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
15.58

	
 

	
$

	
16.62

	
 

	
$

	
17.65

	
 

	
$

	
18.69

	
 

	
$

	
19.73

	
 

	
$

	
20.77 

	
 

	
Grade
 6 Temps w/o Pension

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
16.08

	
 

	
$

	
17.12

	
 

	
$

	
18.15

	
 

	
$

	
19.19

	
 

	
$

	
20.23

	
 

	
$

	
21.27 

	
 

	
Grade
 6 Regular Employee Rate

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
16.04

	
 

	
$

	
17.11

	
 

	
$

	
18.18

	
 

	
$

	
19.25

	
 

	
$

	
20.32

	
 

	
$

	
21.39 

	
 

	
Grade
 6 Temps w/o Pension

	
 

	
9/14/2007

	
 

	
 

	
 

	
 

	
$

	
16.54

	
 

	
$

	
17.61

	
 

	
$

	
18.68

	
 

	
$

	
19.75

	
 

	
$

	
20.82

	
 

	
$

	
21.89 

	
 

	
Grade
 6 Regular Employee Rate

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
16.69

	
 

	
$

	
17.80

	
 

	
$

	
18.91

	
 

	
$

	
20.03

	
 

	
$

	
21.14

	
 

	
$

	
22.25 

	
 

	
Grade
 6 Temps w/o Pension

	
 

	
7/1/2008

	
 

	
 

	
 

	
 

	
$

	
17.19

	
 

	
$

	
18.30

	
 

	
$

	
19.41

	
 

	
$

	
20.53

	
 

	
$

	
21.64

	
 

	
$

	
22.75 

	
 

	
Grade
 6 Regular Employee Rate

	
 

	
7/1/2009

	
 

	
CPI-U + .5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
Grade
 7 Regular Employee Rate

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
17.33

	
 

	
$

	
18.49

	
 

	
$

	
19.64

	
 

	
$

	
20.80

	
 

	
$

	
21.95

	
 

	
$

	
23.11 

	
 

	
Grade 7 Temps w/o Pension

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
17.83

	
 

	
$

	
18.99

	
 

	
$

	
20.14

	
 

	
$

	
21.30

	
 

	
$

	
22.45

	
 

	
$

	
23.61 

	
 

	
Grade
 7 Regular Employee Rate

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
17.85

	
 

	
$

	
19.04

	
 

	
$

	
20.23

	
 

	
$

	
21.42

	
 

	
$

	
22.61

	
 

	
$

	
23.80 

	
 

	
Grade
 7 Temps w/o Pension

	
 

	
9/14/2007

	
 

	
 

	
 

	
 

	
$

	
18.35

	
 

	
$

	
19.54

	
 

	
$

	
20.73

	
 

	
$

	
21.92

	
 

	
$

	
23.11

	
 

	
$

	
24.30 

	
 

	
Grade
 7 Regular Employee Rate

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
18.56

	
 

	
$

	
19.80

	
 

	
$

	
21.04

	
 

	
$

	
22.28

	
 

	
$

	
23.51

	
 

	
$

	
24.75 

	
 

	
Grade
 7 Temps w/o Pension

	
 

	
7/1/2008

	
 

	
 

	
 

	
 

	
$

	
19.06

	
 

	
$

	
20.30

	
 

	
$

	
21.54

	
 

	
$

	
22.78

	
 

	
$

	
24.01

	
 

	
$

	
25.25 

	
 

	
Grade
 7 Regular Employee Rate

	
 

	
7/1/2009

	
 

	
CPI-U +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

Grades 4 - 7 Temporary Employees under 24 weeks do not
participate in the Pension Plan

so their pay rate is without $.50 per hour to accommodate the movement
of monies in 7/17/02 ($.25) and 10/19/05 ($.25)

65

Temporary Employee Wage Rates 

Effective July 1, 2006 through June 30, 2010

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
STEPS

	
 

	
Grade

	
 

	
Effective

 Date

	
 

	
Change

	
 

	
Start

 21

	
 

	
6 months

 22

	
 

	
12 months

 23

	
 

	
18 months

 24

	
 

	
24 months

 25

	
 

	
30 months

 26

	
 

	

	
Grade 8 Regular Employee
 Rate

	
 

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
19.07

	
 

	
$

	
20.34

	
 

	
$

	
21.61

	
 

	
$

	
22.88

	
 

	
$

	
24.15

	
 

	
$

	
25.42 

	
 

	
Grade
 8 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
19.87

	
 

	
$

	
21.14

	
 

	
$

	
22.41

	
 

	
$

	
23.68

	
 

	
$

	
24.95

	
 

	
$

	
26.22
 

	
 

	
Grade 8 Regular Employee
 Rate

	
 

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
19.64

	
 

	
$

	
20.94

	
 

	
$

	
22.25

	
 

	
$

	
23.56

	
 

	
$

	
24.87

	
 

	
$

	
26.18 

	
 

	
Grade
 8 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
20.44

	
 

	
$

	
21.74

	
 

	
$

	
23.05

	
 

	
$

	
24.36

	
 

	
$

	
25.67

	
 

	
$

	
26.98 

	
 

	
Grade 8 Regular Employee
 Rate

	
 

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
20.42

	
 

	
$

	
21.78

	
 

	
$

	
23.15

	
 

	
$

	
24.51

	
 

	
$

	
25.87

	
 

	
$

	
27.23 

	
 

	
Grade
 8 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
21.22

	
 

	
$

	
22.58

	
 

	
$

	
23.95

	
 

	
$

	
25.31

	
 

	
$

	
26.87

	
 

	
$

	
28.03
 

	
 

	
Grade 8 Regular Employee
 Rate

	
 

	
 

	
7/1/2009

	
 

	
CPI-U +.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
Grade 9 Regular Employee
 Rate

	
 

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
21.38

	
 

	
$

	
22.81

	
 

	
$

	
24.23

	
 

	
$

	
25.66

	
 

	
$

	
27.08

	
 

	
$

	
28.51 

	
 

	
Grade
 9 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
22.18

	
 

	
$

	
23.61

	
 

	
$

	
25.03

	
 

	
$

	
26.46

	
 

	
$

	
27.88

	
 

	
$

	
29.31
 

	
 

	
Grade 9 Regular Employee
 Rate

	
 

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
22.03

	
 

	
$

	
23.50

	
 

	
$

	
24.96

	
 

	
$

	
26.43

	
 

	
$

	
27.90

	
 

	
$

	
29.37 

	
 

	
Grade
 9 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
22.83

	
 

	
$

	
24.30

	
 

	
$

	
25.76

	
 

	
$

	
27.23

	
 

	
$ 

	
28.70 

	
 

	
$

	
30.17 

	
 

	
Grade 9 Regular Employee
 Rate

	
 

	
 

	
7/1/2008

	
 

	
 

	
4%

	
 

	
$

	
22.91

	
 

	
$

	
24.43

	
 

	
$

	
25.96

	
 

	
$

	
27.49

	
 

	
$

	
29.01

	
 

	
$

	
30.54
 

	
 

	
Grade
 9 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
23.71

	
 

	
$

	
25.23

	
 

	
$

	
26.76 

	
 

	
$ 

	
28.29 

	
 

	
$

	
29.81

	
 

	
$

	
31.34

	
 

	
Grade 9
 Regular Employee Rate

	
 

	
 

	
7/1/2009

	
 

	
CPI-U+.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
Grade 10
 Regular Employee Rate

	
 

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
23.92

	
 

	
$

	
25.51

	
 

	
$

	
27.11

	
 

	
$

	
28.70

	
 

	
$

	
30.30

	
 

	
$

	
31.89

	
 

	
Grade 10
 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
24.72

	
 

	
$

	
26.31

	
 

	
$

	
27.91

	
 

	
$

	
29.50

	
 

	
$

	
31.10

	
 

	
$

	
32.69

	
 

	
Grade 10
 Regular Employee Rate

	
 

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
24.64

	
 

	
$

	
26.28

	
 

	
$

	
27.92

	
 

	
$

	
29.57

	
 

	
$

	
31.21

	
 

	
$

	
32.85

	
 

	
Grade 10
 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
25.44

	
 

	
$

	
27.08

	
 

	
$

	
28.72

	
 

	
$

	
30.37

	
 

	
$

	
32.01

	
 

	
$

	
33.65

	
 

	
Grade 10 Regular Employee
 Rate

	
 

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
25.62

	
 

	
$

	
27.33

	
 

	
$

	
29.04

	
 

	
$

	
30.74

	
 

	
$

	
32.45

	
 

	
$

	
34.16

	
 

	
Grade 10
 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
26.42

	
 

	
$

	
28.13

	
 

	
$

	
29.84

	
 

	
$

	
31.54

	
 

	
$

	
33.25

	
 

	
$

	
34.96 

	
 

	
Grade 10 Regular Employee
 Rate

	
 

	
 

	
7/1/2009

	
 

	
CPI-U+.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
Grade
 11 Regular Employee Rate

	
 

	
 

	
7/1/2006

	
 

	
3.2%

	
 

	
$

	
26.82

	
 

	
$

	
28.61

	
 

	
$

	
30.40

	
 

	
$

	
32.18

	
 

	
$

	
33.97

	
 

	
$

	
35.76
 

	
 

	
Grade
 11 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
27.62

	
 

	
$

	
29.41

	
 

	
$

	
31.20

	
 

	
$

	
32.98

	
 

	
$

	
34.77

	
 

	
$

	
36.56

	
 

	
Grade
 11 Regular Employee Rate

	
 

	
 

	
9/14/2007

	
 

	
3%

	
 

	
$

	
27.62

	
 

	
$

	
29.46

	
 

	
$

	
31.31

	
 

	
$

	
33.15

	
 

	
$

	
34.99

	
 

	
$

	
36.83
 

	
 

	
Grade
 11 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
28.42

	
 

	
$

	
30.26

	
 

	
$

	
32.11

	
 

	
$

	
33.95

	
 

	
$

	
35.79

	
 

	
$

	
37.63
 

	
 

	
Grade
 11 Regular Employee Rate

	
 

	
 

	
7/1/2008

	
 

	
4%

	
 

	
$

	
28.73

	
 

	
$

	
30.64

	
 

	
$

	
32.56

	
 

	
$

	
34.47

	
 

	
$

	
36.39

	
 

	
$

	
38.30
 

	
 

	
Grade
 11 Temps w/o Pension

	
 

	
 

	
7/1/2006

	
 

	
 

	
 

	
 

	
$

	
29.53

	
 

	
$

	
31.44

	
 

	
$

	
33.36

	
 

	
$

	
35.27

	
 

	
$

	
37.19

	
 

	
$

	
39.10 

	
 

	
Grade
 11 Regular Employee Rate

	
 

	
 

	
7/1/2009

	
 

	
CPI-U+.5%

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

Grades 8 - 11 Temporary Employees under 24 weeks do not participate in the
Pension
Plan 

so their pay rate is without $.80 per hour to accommodate the movement
of monies in 7/17/02

66

SIGNATURE PAGE

APPROVED BY:

	
 

	
 

	
 

	
Chugach
 Electric Association, Inc.

	
 

	
International
 Brotherhood of

	
 

	
 

	
Electrical
 Workers

	
 

	
 

	
 

	
     1-15-08

	
 

	
     1/14/08

	

	
 

	

	
Brad Evans

	
 

	
Larry
 Bell, Business Manager

	
Chief Executive Officer (Interim)

	
 

	
Local
 1547, IBEW 

	
 

	
 

	
 

	
     1/15/08

	
 

	
     1-11-08

	

	
 

	

	
Elizabeth Vasquez

	
 

	
Mike Hodsdon

	
Chair

	
 

	
IBEW
 Chief Spokesperson 

	
Chugach Board of Directors

	
 

	
Assistant
 Business Manager 

	
 

	
 

	
Local
 1547, IBEW 

67

ALPHABETICAL INDEX

	
 

	
 

	
 

	
A

	
 

	
 

	
 

	
 

	
 

	
Additional Circulations

	
 

	
20

	
Advance Notice

	
 

	
35

	
Air Travel Insurance

	
 

	
36

	
Aircraft Transportation

	
 

	
37

	
Alaska Joint Electrical
 Apprenticeship and Training Trust

	
 

	
56

	
Annual Leave

	
 

	
19

	
Annuity Plan

	
 

	
55

	
APPENDIX A - LIST OF EXISTING JOB CLASSIFICATIONS/GRADES

	
 

	
59

	
APPENDIX B - JOB CLASSIFICATIONS AND WAGE RATES

	
 

	
61

	
Approval/Disapproval

	
 

	
20

	
Approved Leave Without Pay

	
 

	
22

	
Arbitration

	
 

	
45

	
Assignability

	
 

	
56

	
 

	
 

	
 

	
B

	
 

	
 

	
 

	
 

	
 

	
Bereavement Leave

	
 

	
23

	
Bid Committee Selection

	
 

	
15

	
Bidding

	
 

	
14

	
Bid-Trial Period

	
 

	
16

	
Birthday Holiday

	
 

	
26

	
Breakroom Room-
 Headquarters Building

	
 

	
48

	
 

	
 

	
 

	
C

	
 

	
 

	
 

	
 

	
 

	
Cafeteria Day-Care Plan

	
 

	
56

	
Call-In Pay

	
 

	
32

	
Call-Out Pay

	
 

	
32

	
Casual Employees

	
 

	
11

	
Certification Upon Return
 to Work

	
 

	
24

	
Choice of Meal or Compensation

	
 

	
34

	
Classification Committee

	
 

	
57

	
Clothing

	
 

	
47

	
Communications and Notices

	
 

	
46

	
Compensation During or in
 Lieu of Annual Leave

	
 

	
31

	
Compensation of Employees
 Working in Higher Classification

	
 

	
31

	
Compliance with Work Rules
 and Regulations

	
 

	
38

	
Consumer Service
 Representative II (Alternate Work Schedule)

	
 

	
27

	
Consumption of
 Drugs/Alcohol

	
 

	
38

	
Contracts and Subcontracts
 for Office & Engineering Work

	
 

	
7

	
Cross-Training

	
 

	
32

	
Cross-Training of Regular
 Employees

	
 

	
13

	
 

	
 

	
 

	
D

	
 

	
 

	
 

	
 

	
 

	
Days of Observance - Except Tuesday Through Saturday Shifts

	
 

	
25

	
Days of Observance - Federal/State Conflicts

	
 

	
25

	
Days of Observance - Tuesday Through Saturday Shifts

	
 

	
26

	
Designation of Employees

	
 

	
10

	
Discharge

	
 

	
43

	
Dispute Resolution

	
 

	
7

	
Distribution of Overtime

	
 

	
33

	
Duration

	
 

	
2

68

	
 

	
 

	
 

	
E

	
 

	
 

	
 

	
 

	
 

	
Emergencies

	
 

	
46

	
Emergency and First Aid
 Equipment

	
 

	
38

	
Emergency Leave

	
 

	
21

	
Employee Access to
 Personnel Record

	
 

	
8

	
Employee Responsibility - Substance Abuse Treatment

	
 

	
42

	
Employee’s Response to
 Progressive Discipline

	
 

	
43

	
Employees Absent During
 Circulation

	
 

	
20

	
Employer Provided Meals

	
 

	
34

	
Employer’s 401(K) Plan

	
 

	
56

	
Engineering Proficiency
 Exam

	
 

	
16

	
Erosion of Work Force

	
 

	
7

	
 

	
 

	
 

	
F

	
 

	
 

	
 

	
 

	
 

	
Floating Holidays

	
 

	
26

	
For Cause Drug Testing

	
 

	
38

	
 

	
 

	
 

	
G

	
 

	
 

	
 

	
 

	
 

	
Good Standing with the Union

	
 

	
4

	
Grievance

	
 

	
44

	
Grievance Procedure

	
 

	
44

	
 

	
 

	
 

	
H

	
 

	
 

	
 

	
 

	
 

	
Health and Welfare

	
 

	
48

	
Health Insurance
 Supplemental Payments

	
 

	
54

	
Helicopters

	
 

	
37

	
Hiring Procedures

	
 

	
6

	
Holiday Eligibility

	
 

	
26

	
Holiday Overtime
 Compensation

	
 

	
33

	
Holidays

	
 

	
25

	
Hours of Regular
 Compensation

	
 

	
30

	
 

	
 

	
 

	
I

	
 

	
 

	
 

	
 

	
 

	
Identification Cards

	
 

	
47

	
Incidental Leave Requests

	
 

	
20

	
Initial Circulation

	
 

	
20

	
 

	
 

	
 

	
J

	
 

	
 

	
 

	
 

	
 

	
Job Award

	
 

	
15

	
Job Award in the Event of
 No Qualified Bidders

	
 

	
16

	
Job Classifications

	
 

	
57

	
Job Classifications and
 Wage Rates

	
 

	
56

	
Jury Duty Absence and Work
 Related Subpoena

	
 

	
23

	
 

	
 

	
 

	
L

	
 

	
 

	
 

	
 

	
 

	
Labor-Management Committee

	
 

	
57

	
Leave for Blood Bank
 Donations

	
 

	
23

	
Leave for Voting

	
 

	
21

	
Leave Requests Less Than
 Eight (8) Hours

	
 

	
21

	
Leave to Accept Union
 Office

	
 

	
6

	
Leave Without Pay

	
 

	
22

	
Legal Status of the
 Parties

	
 

	
2

	
Licensing and
 Certifications

	
 

	
36

	
Life Insurance

	
 

	
56

	
Loan of Employees

	
 

	
6

69

	
 

	
 

	
 

	
M

	
 

	
 

	
 

	
 

	
 

	
Managerial Prerogatives of
 the Employer

	
 

	
3

	
Medical Verification

	
 

	
25

	
Member Services Casual
 Friday

	
 

	
47

	
Member Services Proficiency
 Exam

	
 

	
17

	
Military Leave

	
 

	
22

	
Missed Breakfast

	
 

	
34

	
Misuse of Employer’s
 Property and Time

	
 

	
38

	
Moving Expenses

	
 

	
36

	
 

	
 

	
 

	
N

	
 

	
 

	
 

	
 

	
 

	
New Technology

	
 

	
48

	
Night Shift

	
 

	
28

	
No Strike Agreement

	
 

	
2

	
Notice of Absence

	
 

	
24

	
Notification

	
 

	
22

	
 

	
 

	
 

	
O

	
 

	
 

	
 

	
 

	
 

	
Optional Workday

	
 

	
27

	
Optional Workweek

	
 

	
28

	
Organization of Employer

	
 

	
37

	
Other Employer - Reimbursed Leave

	
 

	
23

	
Outage Call-Out

	
 

	
32

	
Overtime

	
 

	
32

	
Overtime Rate

	
 

	
32

	
 

	
 

	
 

	
P

	
 

	
 

	
 

	
 

	
 

	
Parent Leave

	
 

	
22

	
Pay on Termination

	
 

	
35

	
Pay Period and Payday

	
 

	
35

	
Payment in Addition to
 Worker’s Compensation

	
 

	
24

	
Pension Plan

	
 

	
55

	
Per Diem

	
 

	
33

	
Performance Appraisals

	
 

	
8

	
Physical Examination

	
 

	
38

	
Picket Line

	
 

	
42

	
Policy on Grievances

	
 

	
44

	
Political Action Committee
 Fund

	
 

	
55

	
Postings

	
 

	
13

	
Pregnancy Leave

	
 

	
22

	
Probationary Employees

	
 

	
11

	
Progressive Discipline

	
 

	
42

	
Public and Employee
 Relations

	
 

	
38

	
Pyramiding of Overtime

	
 

	
33

	
 

	
 

	
 

	
R

	
 

	
 

	
 

	
 

	
 

	
Random Drug and Alcohol
 Testing

	
 

	
42

	
Reassignment of Regular
 Employees

	
 

	
13

	
Recall

	
 

	
18

	
Reduction-in-Force

	
 

	
18

	
Regular Full-Time
 Employees

	
 

	
10

	
Regular Part-Time
 Employees

	
 

	
10

	
Regular Position

	
 

	
14

	
Reimbursement Ceilings

	
 

	
34

	
Relief After Extended
 Overtime

	
 

	
33

70

	
 

	
 

	
 

	
Replacement

	
 

	
18

	
 

	
 

	
 

	
S

	
 

	
 

	
 

	
 

	
 

	
Savings Clause

	
 

	
47

	
Scope

	
 

	
2

	
Seniority

	
 

	
17

	
Service Credit

	
 

	
17

	
Seventy-Five Percent (75%)
 Rule

	
 

	
31

	
Shift Differential
 Compensation

	
 

	
31

	
Shift Scheduling

	
 

	
28

	
Shop Stewards

	
 

	
5

	
Short Notice Overtime

	
 

	
32

	
Sick or Disability Leave - Non Work Related

	
 

	
21

	
SIGNATURE PAGE

	
 

	
67

	
Standards of Work

	
 

	
5

	
State Safety Codes

	
 

	
37

	
Statutory Employee
 Benefits

	
 

	
36

	
Straight Eight (8) Hour
 Shift

	
 

	
35

	
Supervisory Limits

	
 

	
3

	
Swing Shift

	
 

	
28

	
 

	
 

	
 

	
T

	
 

	
 

	
 

	
 

	
 

	
Table of
 Contents

	
 

	
i

	
Temporary Employees

	
 

	
11

	
Temporary Position (Notice
 of Interest)

	
 

	
14

	
Temporary Transfer to
 Lower Classification

	
 

	
32

	
Termination of Seniority

	
 

	
18

	
Transfer of Temporary
 Employees to Probationary or Regular Status

	
 

	
13

	
Tuesday Through Saturday
 Workweek

	
 

	
28

	
Tuesday to Saturday Shift

	
 

	
35

	
Twelve (12) Month Annual Leave Schedule

	
 

	
20

	
 

	
 

	
 

	
U

	
 

	
 

	
 

	
 

	
 

	
Unapproved Leave Without
 Pay

	
 

	
22

	
Union Access to Employer’s
 Premises

	
 

	
4

	
Union as Sole Bargaining
 Agent

	
 

	
3

	
Union Bulletin Boards

	
 

	
6

	
Union Shop

	
 

	
3

	
Use of Employer’s Vehicle
 and Travel Time

	
 

	
35

	
Use of Leave Without Pay

	
 

	
22

	
 

	
 

	
 

	
V

	
 

	
 

	
 

	
 

	
 

	
Vacancies and Newly
 Created Positions

	
 

	
13

	
 

	
 

	
 

	
W

	
 

	
 

	
 

	
 

	
 

	
Warranty Work

	
 

	
7

	
Workday and Workweek - Normal

	
 

	
27

	
Workday and Workweek - Shift Employees

	
 

	
28

	
Worker’s Compensation

	
 

	
24

	
Work-Related
 Injury Absence

	
 

	
24

71

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