Document:

Exhibit 10.60

Agreement Covering Terms and Conditions of
Employment 

Generation Plant Personnel 

between 

Chugach Electric Association, Inc. 

and 

International Brotherhood of Electrical Workers 

Local Union 1547 

Anchorage, Alaska 

AFL-CIO

Expires 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

	
 

	
3

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 2

	
 

	
 

	
 

	
3

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Employer-Union Relations

	
 

	
3

	
 

	
Section
2.1

	
 

	
Legal Status of the
  Parties

	
 

	
3

	
 

	
Section
2.2

	
 

	
Union As Sole Bargaining
  Agent

	
 

	
3

	
 

	
Section
2.3

	
 

	
Union Shop

	
 

	
3

	
 

	
Section
2.4

	
 

	
Managerial Prerogatives of
  the Employer

	
 

	
4

	
 

	
Section
2.5

	
 

	
Standards of Work

	
 

	
4

	
 

	
Section
2.6

	
 

	
Shop Stewards

	
 

	
4

	
 

	
Section 2.6.1

	
 

	
Shop Steward
Time

	
 

	
5

	
 

	
Section
2.7

	
 

	
Leave to Accept Union
  Office

	
 

	
5

	
 

	
Section
2.8

	
 

	
Good Standing with the
  Union

	
 

	
6

	
 

	
Section
2.9

	
 

	
Union Bulletin Boards

	
 

	
7

	
 

	
Section
2.10

	
 

	
Union Access to Employer’s
  Premises

	
 

	
7

	
 

	
Section
2.11

	
 

	
Loan of Employees

	
 

	
7

	
 

	
Section
2.12

	
 

	
Contracting Out – Purpose

	
 

	
7

	
 

	
Section
2.12.1

	
 

	
Emergency
Conditions and Supervisors Working

	
 

	
7

	
 

	
Section
2.12.2 

	
 

	
Warranty
Work

	
 

	
8

	
 

	
Section
2.12.3 

	
 

	
Erosion of
Work Force

	
 

	
8

	
 

	
Section
2.12.4 

	
 

	
Union
Signatory Clause

	
 

	
8

	
 

	
Section
2.12.5 

	
 

	
Dispute
Resolution

	
 

	
9

	
 

	
Section
2.12.6 

	
 

	
Data
Processing Department

	
 

	
10

	
 

	
Section
2.13

	
 

	
Hiring Hall

	
 

	
10

	
 

	
Section
2.13.1

	
 

	
 

	
 

	
10

	
 

	
Section
2.13.2

	
 

	
 

	
 

	
11

	
 

	
Section
2.13.3

	
 

	
 

	
 

	
11

	
 

	
Section
2.13.4

	
 

	
 

	
 

	
11

	
 

	
Section
2.13.5

	
 

	
 

	
 

	
11

	
 

	
Section
2.13.6

	
 

	
 

	
 

	
12

	
 

	
Section
2.13.7 

	
 

	
Name
Request

	
 

	
12

	
 

	
Section
2.14

	
 

	
Employee Access to
  Personnel Records

	
 

	
12

	
 

	
Section
2.15

	
 

	
Labor-Management Committee

	
 

	
12

	
 

- i -

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 3

	
 

	
 

	
 

	
13

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Appointment
and Tenure

	
 

	
13

	
 

	
Section 3.1

	
 

	
Employees

	
 

	
13

	
 

	
Section
3.1.1

	
 

	
Temporary
Employee

	
 

	
13

	
 

	
Section
3.1.2

	
 

	
Probationary
Employee

	
 

	
13

	
 

	
Section
3.1.3

	
 

	
Regular
Employee

	
 

	
14

	
 

	
Section
3.1.4

	
 

	
Part-time
Employee

	
 

	
14

	
 

	
Section 3.2

	
 

	
Service Credit and
  Seniority

	
 

	
16

	
 

	
Section
3.2.1

	
 

	
Service
Credit

	
 

	
16

	
 

	
Section
3.2.2

	
 

	
Seniority

	
 

	
17

	
 

	
Section 3.3

	
 

	
Termination of Seniority

	
 

	
17

	
 

	
Section
3.3.1

	
 

	
 

	
 

	
17

	
 

	
Section
3.3.2

	
 

	
 

	
 

	
17

	
 

	
Section
3.3.3

	
 

	
 

	
 

	
17

	
 

	
Section 3.4

	
 

	
Vacancies

	
 

	
17

	
 

	
Section
3.4.1

	
 

	
Job
Posting

	
 

	
17

	
 

	
Section
3.4.2

	
 

	
Job
Bidding

	
 

	
18

	
 

	
Section
3.4.3

	
 

	
Job
Award

	
 

	
19

	
 

	
Section
3.4.4

	
 

	
Re-evaluation

	
 

	
20

	
 

	
Section
3.4.5

	
 

	
Evaluation
Committee

	
 

	
21

	
 

	
Section
3.4.6

	
 

	
Classification/Committee

	
 

	
21

	
 

	
Section 3.5

	
 

	
Reduction in Force and
  Layoff

	
 

	
23

	
 

	
Section
3.5.1

	
 

	
Decision

	
 

	
23

	
 

	
Section
3.5.2

	
 

	
Procedures

	
 

	
23

	
 

	
Section
3.5.3

	
 

	
Recall
Rights

	
 

	
24

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 4

	
 

	
 

	
 

	
25

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Annual
Leave and Holidays

	
 

	
25

	
 

	
Section 4.1

	
 

	
Annual Leave

	
 

	
25

	
 

	
Section 4.2

	
 

	
Scheduling of Annual Leave

	
 

	
25

	
 

	
Section
4.2.1

	
 

	
 

	
 

	
25

	
 

	
Section
4.2.2

	
 

	
 

	
 

	
26

	
 

	
Section
4.2.3

	
 

	
 

	
 

	
26

	
 

	
Section 4.3

	
 

	
Emergency Leave

	
 

	
27

	
 

	
Section 4.4

	
 

	
Bereavement Leave

	
 

	
27

	
 

	
Section 4.5

	
 

	
Jury Duty

	
 

	
27

	
 

	
Section 4.6

	
 

	
Voting Time

	
 

	
28

	
 

	
Section 4.7

	
 

	
Military Leave

	
 

	
28

	
 

	
Section 4.8

	
 

	
Blood Bank

	
 

	
28

	
 

	
Section 4.9

	
 

	
Sick or Disability Leave

	
 

	
28

	
 

	
Section
4.9.1

	
 

	
Employee
Notice of Absence

	
 

	
29

	
 

	
Section
4.9.2

	
 

	
Medical
Verification

	
 

	
29

	
 

	
Section
4.9.3

	
 

	
Certification
Upon Return to Work

	
 

	
29

	
 

	
Section
4.9.4

	
 

	
Pregnancy
Leave

	
 

	
29

	
 

	
Section 4.10

	
 

	
Work Related Injuries

	
 

	
29

	
 

	
Section
4.10.1

	
 

	
Worker’s
Compensation

	
 

	
30

	
 

- ii -

	
 

	
 

	
 

	
 

	
 

	
 

	
Section
4.10.2

	
 

	
Payment in
Addition to Worker’s
  Compensation

	
 

	
30

	
 

	
Section
4.10.3

	
 

	
Pension
Contributions on Worker’s
  Compensation Pay

	
 

	
30

	
 

	
Section 4.11

	
 

	
Leave
  Without Pay

	
 

	
30

	
 

	
Section
4.11.1

	
 

	
Use

	
 

	
30

	
 

	
Section
4.11.2

	
 

	
Notification

	
 

	
31

	
 

	
Section
4.11.3

	
 

	
Holiday Pay
Eligibility

	
 

	
31

	
 

	
Section
4.12

	
 

	
Substance
  Abuse Treatment Opportunity

	
 

	
31

	
 

	
Section 4.13

	
 

	
Employee
  Responsibility – Treatment

	
 

	
31

	
 

	
Section 4.14

	
 

	
Holidays

	
 

	
32

	
 

	
Section
4.14.1

	
 

	
Holiday
Schedule

	
 

	
32

	
 

	
Section 4.14.2

	
 

	
Holidays
(Telecommunications and
  Information Services Departments only)

	
 

	
33

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 5

	
 

	
 

	
 

	
34

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Hours of
Work and Compensation

	
 

	
34

	
 

	
Section 5.1

	
 

	
Workday and
  Workweek

	
 

	
34

	
 

	
Section
5.1.1

	
 

	
General

	
 

	
34

	
 

	
Section
5.1.2

	
 

	
Keep
Whole

	
 

	
35

	
 

	
Section
5.1.3

	
 

	
Meals and
Lodging

	
 

	
36

	
 

	
Section
5.1.4

	
 

	
Employees
Working Out of Classification

	
 

	
38

	
 

	
Section
5.1.5

	
 

	
Work
Location

	
 

	
38

	
 

	
Section
5.1.6

	
 

	
Transportation

	
 

	
41

	
 

	
Section
5.1.7

	
 

	
Longevity

	
 

	
43

	
 

	
Section
5.1.8

	
 

	
Pay Period and
Payday

	
 

	
44

	
 

	
Section
5.1.9

	
 

	
Pay on
Termination

	
 

	
44

	
 

	
Section
5.1.10

	
 

	
Statutory
Employee Benefits

	
 

	
45

	
 

	
Section 5.2

	
 

	
Compensation

	
 

	
45

	
 

	
Section
5.2.1

	
 

	
Regular

	
 

	
45

	
 

	
Section
5.2.2

	
 

	
Overtime

	
 

	
45

	
 

	
Section
5.2.3

	
 

	
Holiday
Compensation and Scheduling

	
 

	
48

	
 

	
Section
5.2.4

	
 

	
Compensation
During or in Lieu of Annual
  Leave

	
 

	
49

	
 

	
Section
5.2.5

	
 

	
Relief

	
 

	
50

	
 

	
Section
5.2.6

	
 

	
Compensation
for Training

	
 

	
50

	
 

	
Section
5.2.7

	
 

	
Shift
Differential for Standard Shift

	
 

	
52

	
 

	
Section
5.2.8

	
 

	
Change in
Law – 12 Hour Schedule

	
 

	
52

	
 

	
Section 5.3

	
 

	
Beluga
  Provisions

	
 

	
52

	
 

	
Section
5.3.1

	
 

	
Workday and
Workweek - Seven Day Schedule

	
 

	
52

	
 

	
Section
5.3.2

	
 

	
Crew
Assignment

	
 

	
55

	
 

	
Section
5.3.3

	
 

	
Beluga
Compensation

	
 

	
55

	
 

	
Section
5.3.4

	
 

	
Beluga Relief
Time

	
 

	
56

	
 

	
Section 5.4

	
 

	
Workday and
  Workweek - Cooper Lake

	
 

	
56

	
 

	
Section 5.5

	
 

	
Workday and
  Workweek - Dispatch

	
 

	
57

	
 

	
Section
5.5.1

	
 

	
 

	
 

	
57

	
 

	
Section
5.5.2

	
 

	
 

	
 

	
57

	
 

	
Section
5.5.3

	
 

	
 

	
 

	
57

	
 

	
Section
5.5.4

	
 

	
 

	
 

	
58

	
 

	
Section
5.5.5

	
 

	
 

	
 

	
58

	
 

- iii -

	
 

	
 

	
 

	
 

	
 

	
 

	
Section
5.5.6

	
 

	
 

	
 

	
58

	
 

	
Section
5.5.7

	
 

	
10 Hour Relief
Period for Dispatchers

	
 

	
58

	
 

	
Section
5.6

	
 

	
Workday and Workweek - Electronics Technicians

	
 

	
58

	
 

	
Section
5.6.1

	
 

	
 

	
 

	
58

	
 

	
Section
5.6.2

	
 

	
Telecommunications Department High Work Pay

	
 

	
59

	
 

	
Section
5.6.3

	
 

	
Telecommunications Department Stand-by Pay

	
 

	
60

	
 

	
Section
5.7

	
 

	
Workday and Workweek -
  Information Services

	
 

	
60

	
 

	
Section
5.7.1

	
 

	
Workday-Workweek

	
 

	
60

	
 

	
Section
5.7.2

	
 

	
Optional
Workday-Workweek Eight (8) Hour Day

	
 

	
60

	
 

	
Section
5.7.3

	
 

	
Optional
Workday-Workweek Ten (10) Hour Day

	
 

	
60

	
 

	
Section
5.7.4

	
 

	
Internet Help
Desk

	
 

	
61

	
 

	
Section
5.7.5

	
 

	
Schedule
Change

	
 

	
61

	
 

	
Section
5.7.6

	
 

	
Working from
Home

	
 

	
61

	
 

	
Section
5.7.7

	
 

	
Relief After
Reporting for Duty at Employer’s Premises

	
 

	
63

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 6

	
 

	
 

	
 

	
64

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Apprentices

	
 

	
 

	
 

	
64

	
 

	
Section
6.1

	
 

	
Apprentices

	
 

	
64

	
 

	
Section
6.2

	
 

	
Alaska Electrical
  Apprenticeship and Training Fund

	
 

	
64

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 7

	
 

	
 

	
 

	
64

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Organization of the Employer

	
 

	
64

	
 

	
Section
7.1

	
 

	
Job Classifications and
  Job Duties

	
 

	
65

	
 

	
Section
7.2

	
 

	
Delegation of Authority

	
 

	
65

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 8

	
 

	
 

	
 

	
65

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Safety

	
 

	
 

	
 

	
65

	
 

	
Section
8.1

	
 

	
State Safety Code

	
 

	
65

	
 

	
Section
8.1.1

	
 

	
Dangerous or
Hazardous Work

	
 

	
65

	
 

	
Section
8.2

	
 

	
Safety and Industrial
  Training

	
 

	
65

	
 

	
Section
8.2.1

	
 

	
 

	
 

	
65

	
 

	
Section
8.2.2

	
 

	
For
Information Services Only

	
 

	
66

	
 

	
Section
8.3

	
 

	
First-Aid and CPR
  Certification and Training

	
 

	
66

	
 

	
Section
8.4

	
 

	
Pre-employment Physical
  Examination

	
 

	
66

	
 

	
Section
8.5

	
 

	
Emergency and First Aid
  Equipment

	
 

	
66

	
 

	
Section
8.6

	
 

	
Operational Safety

	
 

	
67

	
 

	
Section
8.7

	
 

	
For Cause Drug Testing

	
 

	
67

	
 

	
Section
8.8

	
 

	
Random Drug Testing

	
 

	
71

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 9

	
 

	
 

	
 

	
72

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Discipline

	
 

	
 

	
 

	
72

	
 

	
Section
9.1

	
 

	
Misuse of the Employer’s
  Property and Time

	
 

	
72

	
 

	
Section
9.2

	
 

	
Compliance with Rules and
  Regulations

	
 

	
72

	
 

	
Section
9.3

	
 

	
Performance of Work

	
 

	
72

	
 

	
Section
9.4

	
 

	
Consumption of
  Drugs/Alcohol

	
 

	
72

	
 

	
Section
9.5

	
 

	
Discharge

	
 

	
72

	
 

	
Section
9.6

	
 

	
Progressive Discipline

	
 

	
73

	
 

- iv -

	
 

	
 

	
 

	
 

	
 

	
 

	
Section
9.7

	
 

	
Statement of Intent
  Regarding Progressive Discipline

	
 

	
73

	
 

	
Section
9.8

	
 

	
Picket Line

	
 

	
73

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 10

	
 

	
 

	
 

	
73

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Grievance
Procedure

	
 

	
73

	
 

	
Section
10.1

	
 

	
Policy on Grievances

	
 

	
74

	
 

	
Section
10.2

	
 

	
Grievance

	
 

	
74

	
 

	
Section
10.3

	
 

	
Grievance Procedure

	
 

	
74

	
 

	
Section
10.4

	
 

	
Arbitration

	
 

	
75

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 11

	
 

	
 

	
 

	
77

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Miscellaneous

	
 

	
 

	
 

	
77

	
 

	
Section
11.1

	
 

	
Emergencies

	
 

	
77

	
 

	
Section
11.2

	
 

	
Communications and Notices

	
 

	
77

	
 

	
Section
11.3

	
 

	
Savings Clause

	
 

	
77

	
 

	
Section
11.4

	
 

	
Accommodations

	
 

	
78

	
 

	
Section
11.5

	
 

	
Employer Supplied
  Protective Garments

	
 

	
78

	
 

	
Section
11.6

	
 

	
Identification Cards

	
 

	
78

	
 

	
Section
11.7

	
 

	
Clothing Allowance

	
 

	
78

	
 

	
Section
11.8

	
 

	
Dispatch NERC Certificate
  Reimbursement

	
 

	
78

	
 

	
Section
11.9

	
 

	
New Technology

	
 

	
79

	
 

	
Section
11.10

	
 

	
Maintenance of Existing Certifications

	
 

	
79

	
 

	
Section
11.11

	
 

	
Licensing and
  Certifications

	
 

	
79

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 12

	
 

	
 

	
 

	
79

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Health and
welfare and Pension Plans

	
 

	
79

	
 

	
Section
12.1

	
 

	
Health and Welfare Benefit
  Plan

	
 

	
80

	
 

	
Section
12.1.1 

	
 

	
Health and
Welfare Supplemental Payments

	
 

	
81

	
 

	
Section
12.2

	
 

	
Life Insurance Benefits

	
 

	
81

	
 

	
Section
12.3

	
 

	
Employer’s 401 (k) Plan

	
 

	
81

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 13

	
 

	
 

	
 

	
81

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Pension

	
 

	
 

	
 

	
81

	
 

	
Section
13.1

	
 

	
Pension Plan

	
 

	
81

	
 

	
Section
13.2

	
 

	
Pension Reallocation

	
 

	
82

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 14

	
 

	
 

	
 

	
83

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Political
Action Committee Fund

	
 

	
83

	
 

	
 

	
 

	
 

	
 

	
Article 15

	
 

	
 

	
 

	
83

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Assignability

	
 

	
 

	
 

	
83

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Article 16

	
 

	
 

	
 

	
83

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
JOB
CLASSIFICATIONS AND WAGE SCHEDULES

	
 

	
83

	
 

	
Section 16.1

	
 

	
Wage Rates and
  Classifications

	
 

	
83

	
 

	
Section
16.1.1

	
 

	
General

	
 

	
84

	
 

	
Section
16.1.2 

	
 

	
Information
Services

	
 

	
88

	
 

- v -

	
 

	
 

	
 

	
 

	
 

	
 

	
Section
16.2

	
 

	
Wages:

	
 

	
89

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Appendix
A

	
 

	
 

	
 

	
91

	
 

	
Section
2.13

	
 

	
Contracting Out - Purpose

	
 

	
91

	
 

	
Section
2.13.1

	
 

	
Erosion of
Work Force

	
 

	
91

	
 

	
Section
2.13.2

	
 

	
Warranty
Work

	
 

	
91

	
 

	
Section
2.13.3

	
 

	
Dispute
Resolution

	
 

	
91

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Appendix
B

	
 

	
 

	
 

	
93 

	
 

	
 

	
MEMORANDUM
OF AGREEMENT

	
 

	
93

	
 

	
 

	
PARENT
LEAVE

	
 

	
93

	
 

	
 

	
Alphabetical Index 

	
 

	
 

	
 

	
94

	
 

- vi -

AGREEMENT COVERING TERMS AND CONDITIONS OF
EMPLOYMENT

GENERATION PLANT PERSONNEL

BETWEEN

	
 

	
 

	
 

	
 

	
 

	
Chugach
  Electric 

	
 

	
and

	
 

	
Local Union
  1547 

	
Association,
  Inc.

	
 

	
 

	
 

	
International
  Brotherhood

	
Anchorage,
  Alaska

	
 

	
 

	
 

	
of
  Electrical Workers

	
 

	
 

	
 

	
 

	
AFL-CIO

	
 

	
 

	
 

	
 

	
Anchorage,
  Alaska

PREAMBLE

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 NO. 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
adjustment of all disputes and grievances. 

- 1 -

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: 

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 12:0l 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

- 2 -

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
Employer recognizes that Local Union No. 1547 is affiliated with the
International Brotherhood of Electrical Workers. 

Section 2.2
     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 2.3
     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 (30) 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 an employee is not in
arrears to the Union for current dues, assessments or fees, including
initiation fees. 

- 3 -

Section 2.4
     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. 

Section 2.5
     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 2.6
     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 General Manager 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 General
Manager of the Employer, or of the General Manager’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 

- 4 -

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 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 General Manager 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 General Manager 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. 

	
 

	
 

	
 

	
Section 2.6.1
     Shop
  Steward Time

	
 

	
 

	
The Employer
  may require the Shop Steward to record time spent on Union business during
  working hours on the employee’s time card. 

Section 2.7
     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. 

- 5 -

Section 2.8     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 No. 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 General
Manager 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 2.3, Union Shop.
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. 

- 6 -

Section 2.9
     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 2.10     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 Manager of Employee Relations, or the Manager’s
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 General Manager or the General Manager’s designated representative. 

Section 2.11
     Loan of
Employees 

Employer will
not lend the services of an employee covered hereby, or cause such services to
be lent, except that, in order to meet an emergency situation, Employer may
lend employees’ services to any other electric utility. In the event the loan
of employees becomes justified under the conditions heretofore described, the
Employer will notify the Business Manager or other authorized representatives
of the Union prior to dispatching such employees on loan or, if the emergency
is urgent, as soon thereafter as practicable. 

Section 2.12
     Contractinq
Out – Purpose 

It is
understood and agreed that the function of Sections 2.12.1-5 are 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. 

	
 

	
 

	
 

	
Section 2.12.1
     Emergency
  Conditions and Supervisors Working

	
 

	
 

	
The Employer
  agrees to refrain from assigning or transferring work normally being
  performed by employees in job classifications falling within the scope of
  this Agreement to any supervisor, or unrepresented position, except with
  consent of the Union, in the case of an emergency or where consistent with
  historical practice. 

- 7 -

	
 

	
 

	
 

	
Section 2.12.2     Warranty Work

	
 

	
 

	
 

	
Section
 2.12.1 shall not prohibit the employees of a manufacturer or supplier who is
 doing warranty work from trouble-shooting or working on equipment, systems,
 or apparatus supplied to the Employer which are still under 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. 

	
 

	
 

	
 

	
Section 2.12.3     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 with the underlying purpose of eroding the
 size of the bargaining unit. 

	
 

	
 

	
 

	
Section 2.12.4     Union
 Signatory Clause

	
 

	
 

	
 

	
(a)     In
 order to preserve work traditionally performed by bargaining unit members,
 the Employer shall require that contractors for new construction involving
 any electrical work normally performed by employees covered by the Generation
 Agreement which is to be done at the site of construction of transmission
 lines, distribution lines, substations, SCADA systems, and inside wiring,
 become signatory to a current collective bargaining agreement with
 International Brotherhood of Electrical Workers Local 1547 if they are the
 successful bidder on a project. This requirement shall become applicable once
 a bid is awarded. Contractors or subcontractors need not be signatory to such
 agreement in order to bid on the project. Bidding is open to any contractor.
 In order to comply with this section, those contractors not already signatory
 to a collective bargaining agreement with the IBEW may either become
 signatory or they may execute an agreement with the IBEW to comply with the
 same terms and conditions set forth in the most current applicable agreement
 between IBEW Local 1547 and the Alaska Chapter National Electrical
 Contractors Association, Inc., which agreement is limited to the scope of the
 work and duration of the project. The IBEW and any successful bidder shall promptly
 enter into an agreement as necessary to comply with this section. 

- 8 -

	
 

	
 

	
 

	
(b)     This
 signatory provision will be interpreted and applied in good faith by both
 parties. The Employer shall not design a project, draw up job specifications
 or engage in any practices for the purpose of intentionally taking itself
 outside the scope of the lawful application of the construction industry
 proviso in 29 USC 158(e). 

	
 

	
 

	
 

	
(C)

	
 

	
 

	
 

	
(1)     Work
 intended to maintain and operate existing facilities, or equipment at their
 original location, capacity and intended use (including maintenance clearing
 and trimming) is maintenance and operations, not new construction, and is
 covered by all the above- referenced provisions except the signatory clause
 set forth at Section 2.12.4(a). All subcontracting of maintenance and
 operation work normally performed by employees covered by this Agreement
 shall be compensated at the current prevailing rate of wages and fringe
 benefits as determined from time to time by the Alaska Department of Labor
 pursuant to Title 36. 

	
 

	
 

	
 

	
(2)     Right-of-way
 clearing is exempt from the union signatory clause either when it does not
 constitute construction activity or when it has not normally and
 traditionally been performed by the bargaining unit. 

	
 

	
 

	
 

	
(3)     Contracts
 for construction work, including the nonelectrical alteration, painting or
 repair of buildings, will not be covered by the Union signatory clause when
 such work is not normally performed by members of the bargaining unit. 

	
 

	
 

	
 

	
(d)     It
 is mutually agreed that ‘inside wiring” shall be defined as work necessary to
 the installation and construction of electrical facilities within Association
 buildings and structures or associated electrical work on the load side of
 the Association’s meter subject to the National Electrical Code. It is
 understood that this definition will not conflict with or limit work
 performed by classifications covered under the Outside or Generation
 Agreements. 

	
 

	
 

	
 

	
Section 2.12.5     Dispute
 Resolution 

	
 

	
 

	
 

	
The parties
 shall not enforce Sections 2.12.1-4 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 

- 9 -

	
 

	
 

	
 

	
contract or
 subcontract work covered by Sections 2.12.1-4. Before Employer may award any
 contract or subcontract (including task order contracts and unit price
 contracts) or assign any work covered by Sections 2.12.1-4 (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 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 2.12.6     Data
 Processing Department 

	
 

	
 

	
 

	
Sections
 2.12.1-5 of this Agreement shall not apply to employees in the lnformation
 Services Department (formerly Data Processing). Instead, Sections 2.13-13.3
 of the Office and Engineering Agreement shall apply to employees in the
 lnformation Services Department (formerly Data Processing). (See Appendix A) 

Section 2.13     Hiring
Hall 

All employees
to perform services covered by this Agreement shall be secured through the
offices of the Union, subject, however, to the following: 

	
 

	
 

	
 

	
Section 2.13.1 

	
 

	
 

	
 

	
The Employer
 shall notify the Union of possible vacancies, which it intends to fill from
 the applicants for employment. 

- 10 -

	
 

	
 

	
 

	
Section 2.13.2 

	
 

	
 

	
 

	
The Union
 shall refer applicants for jobs, provided that the selection of applicants
 for referral shall be on a non-discriminatory basis and shall not be based
 upon, or in any way affected by Union membership, bylaws, rules, regulations,
 constitutional provisions or any other aspect or observance of Union
 membership, policies or requirements. 

	
 

	
 

	
 

	
Section 2.13.3 

	
 

	
 

	
 

	
The Employer
 shall have the right to reject any job applicant referred by the Union. If Employer rejects an applicant, it
 shall immediately notify the Union in writing by noting same on the
 introductory form presented by the applicant. 

	
 

	
 

	
 

	
Section 2.13.4 

	
 

	
 

	
 

	
If the Union
 does not refer qualified job applicants, within two (2) working days after
 receipt of notice, who shall be acceptable to the Employer for filling the
 existing vacancies, the Employer shall be free to recruit employees from
 other sources. 

	
 

	
 

	
 

	
Section 2.13.5 

	
 

	
 

	
 

	
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 (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 at 41
 CFR Chapter 60.. In order to insure 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, layoff,
 transfer, compensation, selection for training, or otherwise, so as to deny
 such person or persons equal employment opportunities. 

- 11 -

	
 

	
 

	
 

	
Section 2.13.6 

	
 

	
 

	
 

	
The term
 “he,” wherever used in this Agreement, shall also mean “she”. 

	
 

	
 

	
 

	
Section 2.13.7     Name
 Request 

	
 

	
 

	
 

	
In order to
 avoid the need to retrain qualified individuals, the Employer may name
 request employees who have worked for the Employer within the preceding
 twelve (12) months
 in classifications covered by this Agreement. The Employer’s right to name
 request under this section will be limited to the Employer hiring to fill one
 of the following classifications: 

	
 

	
 

	
 

	
Instrument
 and Controls Technician

	
 

	
Maintenance
 Electrician

	
 

	
Heavy
 Equipment/Plant Maintenance

	
 

	
Maintenance
 Technician

	
 

	
Machinist
 Maintenance Technician

	
 

	
Welding
 Maintenance Technician

	
 

	
Maintenance
 Helper

	
 

	
Plant Helper
 

	
 

	
 

	
 

	
This
 provision does not supersede the provisions of Section 3.4 or Section 3.5.3,
 Recall Rights; temporary and regular vacancies will still be posted. 

Section 2.14     Employee
Access to Personnel Records 

Employees
shall have access to their personnel records in the Employee Relations
Department at any reasonable time in the presence of the Manager of Employee
Relations or designated representative from the Employee Relations 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 Employee Relations Department will be secured (locked)
and will be accessible only to designated employees in the Employee Relations
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     Labor-Management
Committee

A jointly
comprised Labor-Management Committee (L.M.C.) will meet during working hours at
the request of either party, as necessary. It is agreed the parties will only
request a meeting when there is a reasonable, good faith

- 12 -

belief that
such a meeting will be mutually beneficial. Requests for meetings will not be
made to harass or burden the other party. The Employer shall select its own
representatives and the Union shall select its own representatives from the
bargaining unit. The Management representatives of the L.M.C. shall normally
consist of the General Manager or designee and two other representatives from
management. The Labor members of the L.M.C. shall normally consist of the Union
Business Representative and four representatives from the bargaining unit
(normally one representative from Dispatch, one representative from Information
Services, one representative from Generation and one from Telecommunications).
The General Manager and Union Business Manager will endeavor personally to
attend at least one meeting each calendar year. 

The Employer
and Union may appoint additional members to the committee as needed. The
Committee will not have the authority to alter the meaning or cost application
of the collective bargaining agreement. Employer shall not have any obligation
to pay wages or benefits to any Union representative not on regularly scheduled
duty when such meetings are held. 

ARTICLE 3

APPOINTMENT
AND TENURE

Section
3.1     Employees

	
 

	
 

	
 

	
Section 3.1.1     Temporary
 Employee 

	
 

	
 

	
 

	
A temporary
 employee is one who is employed for occasional work and for a limited period
 of time, not to exceed nine (9) months. Temporary employees will be subject
 to all terms of this Agreement. Such temporary employment may be extended by
 mutual consent of the Employer and Union. The intent of this section is not to
 reduce the number of regular positions by the hiring of temporary employees. 

	
 

	
 

	
 

	
Section
3.1.2     Probationary
 Employee

	
 

	
 

	
 

	
A
 probationary employee is one who has been hired by the Employer for regular
 employment, but who has had less than ninety (90) 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)

- 13 -

	
 

	
 

	
 

	
days of
 their employment, except that if a temporary employee is hired for regular employment
 after serving for ninety (90) days or more in the position to which the
 employee is appointed, the employee will not be required to serve an
 additional probationary period. During this period of probationary employment
 for the newly hired employee, the employee may be laid off or discharged and
 such actions by the Employer shall not be subject to the provisions of
 Article 10 herein. The rights of employees who bid to a different position
 and who do not successfully complete the probationary period in the bid
 position shall be as specified in this Agreement. All employees hired to fill
 a regular job shall accrue service credits and seniority during such
 probationary period. This time may be extended by mutual agreement between
 the Employer and the Union. 

	
 

	
 

	
 

	
Probationary
 period for Power Dispatcher Trainee. Maximum of eighteen (18) months, to be
 determined by the Evaluation Committee for each trainee. 

	
 

	
 

	
 

	
Section
3.1.3     Regular
 Employee 

	
 

	
 

	
 

	
A regular
 employee is one who has been engaged for regular employment and who has
 served the Employer continuously for ninety (90) days or longer. 

	
 

	
 

	
 

	
Section
3.1.4     Part-time
 Employee

	
 

	
 

	
 

	
A regular
 part-time employee is one who is employed for a regular position that is
 normally scheduled and budgeted to work less than forty (40) hours per
 workweek. For purposes of this Agreement, a regular part-time employee may
 only work in a position or classification developed for the Information
 Services Department (formerly Data Processing) unless the Employer and Union
 mutually agree in writing to do otherwise. 

	
 

	
 

	
 

	
(a)     Amount of Scheduled
Work

	
 

	
 

	
Part-time
 positions shall be created and scheduled to work thirty (30) hours or less,
 but more than fifteen (15) hours per week. If a part-time employee has worked
 three (3) or more consecutive times, for more than thirty (30) work hours in
 a week, the employee shall become a full- time regular employee under this
 Agreement. The only exceptions to this provision shall be when the Employer
 and Union mutually and specifically agree otherwise, or when the part-time
 employee has been scheduled or called in to cover for the absence of a
 vacationing or sick employee. Except for prior mutual consent between
 Employer and

- 14 -

	
 

	
 

	
 

	
Union, a
 part-time employee who works more than one thousand, four hundred and
 ninety-nine (1499) hours in any twelve (12) month period shall become, at
 that time, a regular full-time employee under the Agreement. If any part-time
 employee becomes a regular, full-time employee, they shall receive pay and
 benefits in the same manner as any other regular employee under the
 Agreement. 

	
 

	
 

	
 

	
(b)     Number of part-time employees

	
 

	
 

	
 

	
The number
 of part-time employees shall not exceed twenty percent (20%) of the number of
 regular full-time bargaining unit employees working under this Agreement in
 the Information Services Department. If the number of part-time employee(s)
 becomes excessive, after mutual determination with the Union, Employer will
 either lay off the least senior part-time employee(s) or convert the most
 senior to full-time regular status. 

	
 

	
 

	
 

	
(c)     Vacancies

	
 

	
 

	
 

	
Job posting
 and bidding, and hiring of part-time employees shall be in accordance with
 the provisions of this Agreement. 

	
 

	
 

	
 

	
(d)     Basic Wage 

	
 

	
 

	
 

	
Part-time
 employees shall be paid at the same basic hourly wage rate as a regular
 full-time employee working in the classification. 

	
 

	
 

	
 

	
(e)     Overtime 

	
 

	
 

	
 

	
Overtime and
 applicable shift pay shall be paid according to the provisions of the
 Agreement for regular employees.

	
 

	
 

	
 

	
(f)     Seniority 

	
 

	
 

	
 

	
Seniority
 shall accrue on the same basis as a full-time employee. 

	
 

	
 

	
 

	
(g)     Pension and Retirement 

	
 

	
 

	
 

	
Contributions
 shall be made on the employee’s behalf the same as any regular employee under
 the Agreement. 

	
 

	
 

	
 

	
(h)     Holidays and Annual
Leave

	
 

	
 

	
 

	
Holidays
 shall be calculated on a pro-rated basis for the number of hours the employee
 is scheduled to work. Annual Leave shall accrue for each pay period on the
 basis of the number of hours the employee has worked in the pay period. The
 terms of the Agreement shall apply for work on a recognized holiday. 

- 15 -

	
 

	
 

	
 

	
(i)     Health and Welfare Benefit for Part-time
Employees 

	
 

	
 

	
 

	
Part-time
 employees shall be provided Health and Welfare benefits under the Alaska Electrical
 Health and Welfare Fund Plans according to the following: 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Plan
 Designation

	
 

	
 

	
 

	
Monthly Plan

	
 

	

	

	
Medical Plan

	
 

	
 

	
#556

	
 

	
$

	
624.00

	
 

	
Dental Plan

	
 

	
 

	
#606

	
 

	
$

	
55.00

	
 

	
Vision Plan

	
 

	
 

	
#703

	
 

	
$

	
15.00

	
 

	
Disability
 Plan

	
 

	
 

	
#803

	
 

	
$

	
25.00

	
 

	
Life and A.D.&D.

	
 

	
 

	
#903

	
 

	
$

	
7.00

	
 

	

	

	

	

	

	

	

	

	
(Total
 monthly cost)

	
 

	
 

	
 

	
 

	
$

	
726.00

	
 

	
 

	
 

	
 

	
The Employer
 will pay 100% of the current monthly premium cost ($726.00) in order to
 establish the benefit for the employee. Beginning the effective date of the
 first monthly premium increase, each part-time employee shall be responsible
 to reimburse the Employer for five percent (5%) of the total monthly premium
 cost by allowing a withholding from their pay. In the event of subsequent
 premium changes, the cost allocation between the Employer and employee shall
 be determined by application of the provisions of Section 12.1 commencing
 with the third paragraph of that section. 

	
 

	
 

	
 

	
The Employer
 agrees to deduct health insurance supplemental payments in accordance with
 the provisions of this Agreement under Section 12.1.1. 

Section 3.2     Service
Credit and Seniority

	
 

	
 

	
 

	
Section 3.2.1     Service
 Credit 

	
 

	
 

	
 

	
For the
 purpose of this Agreement, service credit is the actual amount of time for
 which a regular employee receives compensation for full-time employment with
 the Employer, to which is added the actual time the employee is on authorized
 leave without pay except as provided in Section 2.7, Leave to Accept Union
 Office, herein. A probationary or temporary employee who is retained in
 employment and who acquires the status of a regular employee will receive
 service credit from the date of the employee’s original hiring. 

- 16 -

	
 

	
 

	
 

	
Section 3.2.2     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. 

Section 3.3     Termination
of Seniority

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

	
 

	
 

	
 

	
Section 3.3.1 

	
 

	
 

	
 

	
When a
 regular employee is laid off, except that if the employee is re-employed and
 the employee’s service break is twelve (12) months or less, seniority will
 accrue uninterrupted from the original date of hire. If the employee’s
 service break is over twelve (12) months, a new service date is established
 for the purpose of determining seniority, but the employee’s pay will include
 the employee’s longevity at the time of layoff. 

	
 

	
 

	
 

	
Section 3.3.2 

	
 

	
 

	
 

	
When an
 employee resigns. 

	
 

	
 

	
 

	
Section 3.3.3 

	
 

	
 

	
 

	
When an
 employee is discharged for cause. 

Section 3.4     Vacancies

The following
procedure will govern job posting, job bidding, job award, re-evaluation,
evaluation, and Qualifications Committee for all job classifications as set
forth in Article 13 hereof. Newly created or vacated regular positions, as
defined in this section, may be filled by reassignment for a period of time not
to exceed sixty (60) days, at which time such position will be posted and bid. 

- 17 -

	
 

	
 

	
 

	
Section 3.4.1     Job
 Posting 

	
 

	
 

	
 

	
(a)     Regular Positions Any regular job
or
 position covered by this Agreement which has been vacated and is to be
 filled, or any job that is being created and is to be filled, shall be
 posted. Posting shall state details and qualifications applicable to the job
 or position. 

	
 

	
 

	
 

	
(b)     Temporary Positions Any temporary
job
 or position created to augment the work force will be posted for five (5) calendar days to permit
 employees to express interest. Award will be made after close of posting
 period. 

	
 

	
 

	
 

	
(c)     Chugach
 will re-post Vacancy Postings in-house every twelve (12) 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. 

Section 3.4.2     Job
Bidding 

For the
purpose of providing every regular employee covered by this Agreement with an
opportunity to bid on posted vacancies, Employer will make a reasonable effort
to notify all regular employees, including those on vacation, of posted
vacancies, provided that the regular employee on vacation has left an address
or phone number with Employee Relations where the employee may be contacted.
Any individual covered by this Agreement may, within ten (10) calendar days
from the date of job posting, present in writing, (or verbally, if out of town)
to the Manager of Employee Relations a request to bid. Such request to bid will
include all data required by the posting. Unless mutually agreed, employees are
limited to one successful bid during any twelve (12) month period. Regular
employees may be assigned to temporary jobs for cross-training providing the regular
employee consents to that particular assignment, which shall not be
unreasonably withheld. If an employee requests a re-assignment for purposes of
cross-training, Employer will not unreasonably deny the request. Periods of
such re-assignment may be up to sixty (60) calendar days. The 60-day limit may
be exceeded by the mutual consent of the Union and the Employer. Temporary
promotions shall be on a twenty-four (24) hour basis. 

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

- 18 -

	
 

	
 

	
 

	
Section 3.4.3     Job
Award

	
 

	
 

	
 

	
Within
 fourteen (14) calendar
 days after the closing date of the bids, the bidders will be considered and
 the job awarded. Bid pay to start at the time of the bid award, providing
 employee is available to assume position on that date and shall continue
 until bid position is cancelled. 

	
 

	
 

	
 

	
All bids
 will first be reviewed for validity of qualifications by a committee composed
 of two (2) representatives from the bargaining unit selected by the
 appropriate bargaining unit shop steward and two (2) from the Employer. 

	
 

	
 

	
 

	
The Bid
 Committee will first evaluate qualifications of bidders who are regular or
 probationary employees covered by this Agreement. If there are no qualified bidders,
 then qualifications of bidders who are temporary employees covered by this
 Agreement will be considered. 

	
 

	
 

	
 

	
The Bid
 Committee must first consider the following factors, without favoritism of
 any kind: ability to meet the posted qualifications, three (3) years past performance, and
 bargaining unit seniority. Where the first two factors are equally satisfied,
 seniority shall prevail. 

	
 

	
 

	
 

	
The Bid
 Committee may request interviews with the bidder(s) and/or managers or a
 demonstration by the bidders of job knowledge or skills. The use of such additional
 assessment tools shall be mutually agreed to by the members of the Committee.
 

	
 

	
 

	
 

	
Where the
 Bid Committee selects a bidder by majority vote, the Executive Manager or
 designee will, in the absence of overriding circumstances, accept the Bid Committee’s
 selection. If the Executive Manager or designee does not accept the
 recommendation of the Bid Committee, the Executive Manager or designee shall
 inform the Bid Committee and a new Bid Committee, composed of two (2)
 different representatives from the bargaining unit selected by the
 appropriate shop steward and two (2) different representatives from the
 Employer shall be convened. This Bid Committee shall follow the same
 procedure set forth above. In the event that this second Bid Committee cannot
 make a selection by majority vote, the Executive Manager or designee shall
 make a selection from the qualified bidders. If the second bid committee does
 reach a majority decision their decision will be implemented. 

- 19 -

	
 

	
 

	
 

	
In the case
 of a selection by the Executive Manager, an employee who believes that he/she
 was passed over without justification may file a grievance and follow the
 procedure provided in Article 10 of this Agreement. 

	
 

	
 

	
 

	
Employees
 awarded a bid will undergo a sixty (60) day probationary period to be
 determined by the Bid Committee for that position. The sixty (60) workday
 limit may be extended by mutual consent of the Union and the Employer. 

	
 

	
 

	
 

	
The Company
 and the Union agree that the Bid Committee will determine if an employee meets
 qualifications per the RIF/layoff provisions of the contract or meets
 qualifications while on probation. 

	
 

	
 

	
 

	
(a)
      For the purpose of a Job Award under this
 Section, the employee must actually be available at work and able to assume
 the bid position on the date of the bid award, for the bid award to result in
 a change in job duties or a wage rate change. 

	
 

	
 

	
 

	
If the
 employee has been granted leave, the bid award shall be made by the bid
 Committee in accordance with the terms of the Agreement, but it shall not be
 effective until the first day the employee returns back to work from leave. 

	
 

	
 

	
 

	
Section
3.4.4     Re-evaluation
 

	
 

	
 

	
 

	
In the event
 any two members of a Bid or Evaluation Committee, as established in Section
 3.4.3, determine that the bidder did not successfully complete probation, the
 bidder will be restored to the bidder’s previous position and rate, if the
 position has not been filled. If the position has been filled, the bidder
 will revert to the bidder’s previous rate of pay and may then be temporarily
 assigned up to sixty (60) days to power plant locations and job assignments
 as required, after which the employee will return to the employee’s original
 base assignment. During this sixty (60) day period, the employee must bid any
 position which opens, and for which the employee is qualified that does not
 require a household move; failure to do so shall cause the employee to be
 discharged. If, after the expiration of the sixty (60) day period, there is
 no vacant position available of equal or less pay for which the employee is
 qualified, then the reduction-in-force provisions of this Agreement shall be
 applied, with the bid employee being treated as being in the position the
 employee had 

- 20 -

	
 

	
 

	
 

	
immediately
 prior to assuming the bid position. The sixty (60) day time period set forth
 herein may be extended by mutual agreement of the Union and the Employer. 

	
 

	
 

	
 

	
Section 3.4.5     Evaluation
 Committee

	
 

	
 

	
 

	
An
 Evaluation Committee will be established to evaluate the performance of an employee
 in a position containing steps. This committee will consist of two (2)
 members of management and two (2) members of the bargaining unit, selected by
 the shop steward. Members will be familiar with the employee’s performance
 who is under evaluation, and will determine if the employee qualifies for the
 next step increase, as measured against standards established by the
 Employer. In the event that any two (2) members of the Evaluation Committee
 determine that the employee did not meet the qualifications to advance, the
 employee will remain at the employee’s present step and will be evaluated
 again at a mutually determined time. 

	
 

	
 

	
 

	
Section 3.4.6     Classification/
 Committee

	
 

	
 

	
 

	
(a)
      Composition
 and Purpose The Union and the Employer shall utilize a
 Classification Committee 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. 

	
 

	
 

	
 

	
Employer
 agrees to submit changes in job descriptions for review and comment to the
 Classification Committee prior to implementing such change 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: 

	
 

	
 

	
 

	
(b)
      Procedures
 When the Employer or the Union requires a new job classification or
 either party wishes to propose changes to existing classifications, the
 following procedure shall be followed to ensure efficiencies in the process: 

- 21 -

	
 

	
 

	
 

	
 

	
Step One:

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

	
 

	
 

	
 

	
 

	
Step Two:

	
The
 Committee will meet within seven (7) calendar days of the Committee members’ receipt of the
 proposal on newly proposed position descriptions, or discuss changes to
 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 change, or does not render a decision within
 the time frame 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 classification the matter will proceed immediately
 to arbitration, 

	
 

	
 

	
 

	
(c)
      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. 

- 22 -

	
 

	
 

	
 

	
(d)
      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. 

Section 3.5
     Reduction in Force and Layoff 

	
 

	
 

	
 

	
Section 3.5.1     Decision
 

	
 

	
 

	
 

	
Employer
 shall give the Union 30 days notice of any contemplated reduction in force,
 in order to provide an opportunity for joint discussion of the reasons for
 that potential RIF and potential alternatives. All non-regular bargaining
 unit employees and temporary personnel who may be working in the affected
 classification shall be laid off before regular bargaining unit employees who
 normally perform work within that classification are laid off. No regular
 employee will be laid off if there is a contract employee doing bargaining
 unit work that the regular employee can perform. 

	
 

	
 

	
 

	
Section 3.5.2     Procedures
 

	
 

	
 

	
 

	
If the
 Employer decides that sound management requires the reduction of the work
 force in a particular job classification, employees will be laid off in
 reverse order of seniority in that classification. If, as the result of the
 elimination of a position within a job classification, a more senior employee
 is required to transfer, the employee shall transfer to the position being
 vacated by layoff of the least senior employee within the job classification.
 

	
 

	
 

	
 

	
If there are no
 available positions within the employee’s current job classification, an
 employee with greater company-wide seniority may bump the least senior person
 in another job classification in which the employee has previously worked as
 a regular employee. If the employee has previously worked in more than one
 job classification, the employee must bump into the classification in which
 the employee most recently worked prior to the position from which the
 employee has been RIF’d. This procedure shall be followed until an employee
 cannot bump and is laid off. Any such bumping rights must be exercised within
 five (5) calendar days
 of notice of the reduction in force; provided however, that for any employee
 working at Beluga this time period must include at least two (2) days off duty. 

- 23 -

	
 

	
 

	
 

	
Any employee
 who is subject to a reduction in force shall receive not less than one (1)
 month written notice of such action of the Employer, or, in lieu thereof, at
 the option of the Employer, one (1) month’s wages. 

	
 

	
 

	
 

	
If, as the
 result of the bumping or recall process described herein, an employee assumes
 a job previously held, but not worked (excluding temporary assignments to a
 higher classification) during the previous twelve (12) months, the employee
 shall have thirty (30) days in which to demonstrate proficiency in that job
 title or be reduced from the work force. 

	
 

	
 

	
 

	
Section
3.5.3     Recall
 Rights 

	
 

	
 

	
 

	
When applicable,
 this section shall take precedence over Section 3.4, Vacancies, of
 this Agreement. 

	
 

	
 

	
 

	
Any regular
 employee who is terminated from employment for other than cause (or
 resignation) will be given preference in the filling of any subsequent job vacancies
 with the Employer for a period of one (1) year, provided that the employee is
 qualified for a vacant position. The Bid Committee will determine if an
 employee meets the qualifications required to exercise this preferential
 right. 

	
 

	
 

	
 

	
Recall shall
 be based upon company-wide seniority, and filling a vacancy for a temporary
 position shall not change or extend the length of time a laid off employee
 has recall rights under this Agreement. If an employee is found qualified for
 a position not previously held, the employee will be subject to the customary
 probationary period defined in Section 3.4.3 of this Agreement. 

	
 

	
 

	
 

	
Any employee
 who has moved from one classification to another, or from one work location
 to another as the result of a reduction in force or layoff shall have the
 right to return to their previous classification and/or work location if a
 vacancy occurs within a two-year period of the layoff that caused the
 employee to be displaced. An employee exercising the right to return under
 this paragraph shall have precedence over a laid off employee with respect to
 a vacancy. 

	
 

	
 

	
 

	
In the event
 of reduction in force or layoff due to Employer’s acquiring or operating
 other generation facilities, all power plant employees will have priority for
 employment at such other facilities consistent with qualifications and in the
 event of transfer to such other facilities, will retain their accrued 

- 24 -

	
 

	
 

	
 

	
service
 credit with the Employer and “time of employment under the collective
 bargaining agreement.” Employees shall also retain their accrued “time in the
 classification” if the employee does not change classification in the
 transfer. 

ARTICLE 4 

ANNUAL 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 Executive Manager, 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 Annual Leave 

Annual leave
will be scheduled in advance as follows: 

	
 

	
 

	
 

	
Section 4.2.1 

	
 

	
 

	
 

	
The Employer
 shall prepare a twelve (12) month annual leave schedule calendar identifying
 any limitations or restrictions in the number of employees that can be on
 annual leave due to reasonable business needs. This annual leave calendar
 shall be prepared and circulated no later than February 1 for completion by
 March 1 for the following period March 1 to February 28. The Employer and
 the Union agree to keep the annual leave schedule circulating. The annual
 leave schedule with 

- 25 -

	
 

	
 

	
 

	
seniority
 list attached will be circulated, first to the most senior employee and then
 to other employees in seniority order so that each employee may enter one
 period of annual leave consisting of one or more contiguous days. When all
 employees on the seniority list have had an opportunity to select an annual
 leave period, additional circulation of the schedule as necessary shall be
 made in seniority order for the purpose of allowing employees other
 non-conflicting periods in the same manner. After March 1 annual leave will
 be granted in accordance with the remaining provisions of this section.
 Approval is granted unless disapproval in writing of said leave is made by
 March 11. Written disapproval of leave shall include the reason why requested
 leave has been disapproved. Both the Union and the Employer agree that both
 parties shall take all reasonable action to compensate for the employee’s
 absence. 

	
 

	
 

	
 

	
Section 4.2.2

	
 

	
 

	
 

	
Requests for
 annual leave not covered by Section 4.2.1 above, will be considered in the
 order received. Annual leave requests for a period of over seven (7) days if
 submitted to employee’s supervisor after March 1, will be requested at least
 ten (10) business days prior to the commencement thereof. Approval or
 disapproval of said leave will be made within five (5) business days after request has
 been received. Annual leave requests for a period of seven (7) days or less
 if submitted to employee’s supervisor after March 1, will be submitted at
 least three (3) business days prior to the commencement thereof. Approval or
 disapproval of said leave will be made within two (2) business days after request has been received. Such annual
 leave will be granted if, in the opinion of the Employer, its reasonable
 business needs will permit. Otherwise, such requests will be granted as soon
 thereafter as practicable. Annual leave may be granted for time less than a
 regularly scheduled workday. Leave is considered approved unless written
 disapproval of leave within the prescribed time frame is made. Written disapproval
 shall include the reason why leave has been disapproved. 

	
 

	
 

	
 

	
Section 4.2.3

	
 

	
 

	
 

	
Employees
 may cancel said leave or any portion thereof, with at least thirty (30) days’
 notice prior to the beginning of such leave. Written approval of the
 employee’s supervisor is required for cancellation of leave with less than
 thirty (30) days’ notice. Employer shall state reason for denial of leave
 cancellation. 

- 26 -

Section 4.3     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 4.11, Leave Without Pay. 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 4.4     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 Employer. The term immediate family
is defined as the following and applies both to the family of the employee and
the employee’s spouse: child (including foster child and step-child), spouse,
sister, brother, parents (including foster parents and step-parents), and
grandparents. 

Section 4.5     Jury
Duty

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 

- 27 -

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. 

Section 4.6     Voting
Time

An employee
desiring to vote in a federal, state, or municipal election may do so, provided
the employee is eligible to vote in that 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
4.7     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     Blood
Bank

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. 

Section 4.9     Sick
or Disability Leave

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. 

- 28 -

Section 4.9.1     Employee
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 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 4.9.2     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 4.9.3     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 4.9.4     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 4.10     Work
Related Injuries

- 29 -

Section 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. 

Section 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 Workers’ 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. 

Section 4.10.3     Pension
Contributions on Worker’s compensation Pay 

pension
contributions shall be made on a regular employee’s behalf up to a maximum of
forty (40) hours of compensation per week for each week the employee receives
supplemental payments in addition to workers compensation pursuant to Section 4.10.2
with contributions capped at a maximum of twenty-six weeks. 

- 30 -

Section 4.11     Leave
Without Pay

Section 4.11.1     Use

(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 that 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)     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. 

Section
4.11.2     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 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 4.11.3     Holiday
Pay Eligibility

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

Section 4.12     Substance
Abuse Treatment Opportunity

Employees
suffering from alcoholism or drug abuse will receive the same consideration
that is extended to employees having any other illness. 

Section 4.13     Employee
Responsibility -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

- 31 -

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 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
4.14     Holidays

Except as
otherwise provided in Section 4.14.2, Holidays (Telecommunications and
Information Services Department Only), the days hereinafter listed will be
recognized as paid holidays: 

	
 

	
 

	
 

	
New Year’s
 Day

	
 

	
(January 1)

	
Washington’s
 Birthday

	
 

	
(Third
 Monday in February)

	
Memorial Day

	
 

	
(Last Monday
 in May)

	
Independence
 Day

	
 

	
(July 4)

	
Labor Day

	
 

	
(First
 Monday in September)

	
Veterans’
 Day

	
 

	
(November 11)

	
Thanksgiving
 Day

	
 

	
(Fourth
 Thursday in November)

	
Friday after
 Thanksgiving

	
 

	
 

	
Christmas
 Eve

	
 

	
(December
 24)

	
Christmas
 Day

	
 

	
(December
 25)

	
New Year’s
 Eve

	
 

	
(December
 31)

	
Employee’s
 Birthday

	
 

	
 

Section 4.14.1     Holiday
Schedule

Scheduling of
Employees Birthday: To be taken as eight (8) hours of annual leave in
accordance with Section 4.2, Scheduling of Annual Leave. These hours
will not be deducted from the employee’s annual leave account. 

- 32 -

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. 

If a
recognized holiday falls on a Sunday, it will be observed on the Monday next
following; if one of said holidays falls on a Saturday, it will be observed on
the preceding Friday. If Christmas and New Year’s falls on Saturday, they will
be observed on Friday, and Christmas Eve and New Year’s Eve will be observed on
Thursday. If Christmas Eve and New Year’s Eve fall on Sunday, they will be
observed on the preceding Friday. 

If a holiday
falls on a rotating maintenance operator, boiler operator, or dispatcher’s day
off or for those employees working on a week on/week off shift at Beluga, the
holiday will be observed on his next regular workday. 

Section 4.14.2     Holidays
(Telecommunications and Information Services Departments only)

The days
listed below will be recognized as paid holidays for Information Services
Department (formerly Data Processing Department) and Telecommunications
Department (formerly Electronics) employees. 

	
 

	
 

	
 

	
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

	
 

	
 

* If an
employee desires to use one floating holiday to observe Martin Luther King Day,
the Employer will allow the employee(s) to do so, provided that essential
operations of the Information Services Department 

- 33 -

and
Telecommunications can be maintained for that day. Martin Luther King Day shall
be observed on the third Monday of January. 

Except for
consideration of Martin Luther King Day above, the floating holidays shall be
observed on days mutually agreeable to the employee and Employer. 

Employee’s
birthday shall be observed on a workday of the employee’s choosing during the
month in which the birthday occurs. 

New-hire
employees in the Information Services and Telecommunications Departments are
not eligible for floating holidays until they have completed ninety (90) days
of continuous service with the Employer. Temporary employees dispatched on a
short call (14 calendar days or less) shall not be eligible for floating
holidays or birthday holidays. 

ARTICLE 5

HOURS OF
WORK AND COMPENSATION

Section
5.1     Workday
and Workweek

Section
5.1.1     General

The following
shall apply to all bargaining unit employees covered by this Agreement who do
not have specific workday and workweek schedules defined elsewhere in this
Agreement. 

The Employer
may establish either a five (5) days per workweek / eight (8) hours per day
(5-8’s) schedule or a four (4) day per workweek / ten (10) hours per day
(4-10’s) schedule. An established schedule means a schedule that is effective
for at least two (2) weeks. No employee will be required to lose any previously
scheduled working hours in a two (2) week pay period by reason of a change in
jobs or shifts, except in cases of personal convenience or preference as
requested by the employee. 

(a)     Five (5) Day Per Workweek
 / Eight
(8) Hours
Per Day Schedule The five - eight schedule shall be five (5)
consecutive days Monday through Friday with an eight (8) hour regular workday
beginning between the hours of 6:00 a.m. and 8:00 a.m. and ending 

- 34 -

between the
hours of 3:00 p.m. and 5:00 p.m. with a one (1) hour
unpaid meal period scheduled to start between 10:00 a.m. and 12:00 noon.
The one (1) hour
unpaid meal period may be changed to a one- half (1⁄2) hour unpaid meal period with agreement of both Employer and
employee. 

When a second
or third shift is scheduled on the five days per workweek/eight hours per day
schedule, the first shift shall be from 7:00 a.m.
to 3:30 p.m.,
the second shift shall be from 3:00 p.m. to 11:30 p.m. and the third shift shall
be from 11:00 p.m. to 7:30 a.m. with a one-half (1⁄2)
hour unpaid meal period included approximately midway for each shift. No
shift premium will be paid for the first shift; a ten percent (10%) shift
premium will be paid for the second shift; a fifteen percent (15%) shift
premium will be paid for the third shift. 

(b)     Four (4) Days
Workweek/Ten (10) Hours Per Day Schedule

The four-tens (4-10’s) per
day schedule shall be four consecutive days Monday through Thursday or Tuesday
through Friday beginning between the hours of 6:00 a.m. and 8:00 a.m. and ending between the
hours of 5:00
p.m. and 7:00 p.m. with a one (1) hour unpaid meal period schedule to
start between 11:00
a.m. and 1:00 p.m. The one (1) hour unpaid meal period may be changed
to a one-half (1⁄2) hour unpaid
meal period with agreement of both Employer and employee.  

When a second
shift is scheduled on the ten (10) hours per day schedule, the
second shift will begin between 2:00 p.m. and 5:00 p.m. and end between 12:30 a.m.
and 3:30 a.m.
with a one half-hour (1⁄2) unpaid meal period approximately midway through the shift.
No shift premium will be paid for the first shift; a twelve and one-half
percent (12.5%) shift
premium will be paid for the second shift. 

Section 5.1.2     Keep
Whole

If an employee
is caused to lose days off because of an involuntary shift change, the employee
will be paid at the applicable overtime rate during the first rotation of the
new shift, for all hours worked on what would have been the employee’s
scheduled days off on his previous shift. 

This section
may not be used by an employee for the purpose of claiming overtime pay for
training, unless authorized by Employer in writing. 

- 35 -

Section 5.1.3     Meals and Lodging  

	
 

	
 

	
 

	
 

	
(a)     Meals When Working Straight Shift
For
 any workday set forth in this Agreement, employees working a straight shift
 without provision for a meal period will eat on Employer’s time when work
 permits. 

	
 

	
 

	
 

	
 

	
(1)     Employees Working at Beluga - The
Employer will provide
 employees with three daily meals. 

	
 

	
 

	
 

	
 

	
 

	
(a)     Day
 shift employees will have one-half hour paid time to eat lunch. Breakfast
 will be eaten on unpaid time before the start of the employee’s shift. Dinner
 will be eaten on unpaid time after the end of the employee’s shift, except on
 shift change days, day shift employees will be permitted to eat dinner during
 their shift. 

	
 

	
 

	
 

	
 

	
 

	
(b)     Night
 shift employees will be permitted to eat breakfast on paid time. 

	
 

	
 

	
 

	
 

	
 

	
(c)     Generally,
 meals will be served at the following times, subject to the times being
 altered as necessary to address business needs; no employee will suffer a
 loss of pay as a result of any change in meal times by the Employer. 

	
 

	
 

	
 

	
 

	
 

	
Breakfast
 will be served from 6:30 AM to 7:00 AM. 

	
 

	
 

	
 

	
 

	
 

	
Lunch will
 be served from noon to 12:30 PM. 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Dinner will
 be served from 7:00 PM to 7:30 PM. 

	
 

	
 

	
 

	
 

	
(b)     Meals During Flight Delays For
 employees whose meals are provided by the Employer during their work shift,
 such employees shall be reimbursed for reasonable expenses for meals when
 flights are delayed during travel to and from work locations. 

	
 

	
 

	
 

	
 

	
(c)     Meals During Overtime
Work

	
 

	
 

	
 

	
 

	
 

	
(1)     Employees Working at Other Than
Beluga
 When an employee is required to work more than two (2) hours immediately
 following his regularly scheduled shift, or four (4) hours or more after a
 call-out, and every four (4) hours thereafter until relieved, 

- 36 -

	
 

	
 

	
 

	
 

	
 

	
the employee
 shall be furnished a meal by the Employer (not to exceed $25.00 including
 gratuity) on the Employer’s time at the straight time rate.

	
 

	
 

	
 

	
 

	
 

	
Eating shall
 be accomplished as quickly as reasonably possible not exceeding one (1) hour
 if returning to work after eating. 

	
 

	
 

	
 

	
 

	
 

	
If the employee
 elects to eat after he had finished work, the Employer shall furnish the meal
 and one-half (1⁄2) hour straight time pay for the delayed break. 

	
 

	
 

	
 

	
 

	
 

	
In lieu of
 being furnished a meal by the Employer, the employee may elect to be
 compensated one-half (1⁄2) hour at the double time rate plus thirteen dollars
 ($13.00). 

	
 

	
 

	
 

	
 

	
 

	
(2)     Employees Working At Beluga The
 Employer shall maintain current practice at Beluga, including time to eat and
 Employer provided meals. 

(d)     Employer Provided Room and Board
Where
the Employer provides room and board, each employee will have his own room and
will 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. 

Chugach may
use Employer provided rooms as necessary to house other personnel while an
employee is not at Beluga. The Employer will provide secure and heated storage
space of adequate size for employees to store personal possessions when
employees are not at Beluga when Chugach places another individual in the room.
Employees will be given a reasonable amount of time during working hours to
store and retrieve their possessions, not to exceed one hour, unless mutually
agreed otherwise by the employee and Employer. The Employer will notify the
employee at least three (3) days before the end of their shift that their room
will be utilized for sharing unless unforeseen events preclude such notice.
Only persons of the same gender will be required to share the same bathroom
when adjoining rooms with a shared bathroom are simultaneously occupied. 

Chugach
contractors will be doubled up first in any available, unoccupied rooms. The
Employer will then use the room of employees 

- 37 -

who have
signed a volunteer list. If there are an insufficient number of volunteers, the
Employer may use rooms occupied by employees who are Beluga residents. If
additional rooms are still needed, rooms of bargaining unit employees who are
not at work at Beluga will be utilized. Bargaining unit rooms will be used on a
reverse seniority basis. 

(e)     Allowance for Per Diem (This
provision
does not apply when employees are staying in the Employer’s facilities at
Beluga.) When an employee is away from home, the employee shall have the option
to receive seventy-five dollars ($75.00) per diem in lieu of Employer furnished
meals and lodging for all days which the employee may be required by Employer
to remain away from home. 

(f)     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. 

(g)     Meals While on Temporary
Assignment An
employee who is assigned on a temporary basis to the Beluga Power Plant, and
who is required to return to Anchorage for emergency work prior to 11:30 a.m. will be reimbursed
reasonable expenses for a meal. 

Section 5.1.4     Employees
Working Out of Classification

(a)     compensation for Employees Working in
Higher
Classification An employee who is assigned to work in a higher
classification will be paid the higher wage rate for hours actually worked. 

(b)     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. 

- 38 -

Section 5.1.5     Work
Location

(a)     Base Assignment Each employee
will be
assigned to a regular base assignment at one of the Employer’s facilities on a
continuous basis; however, employees may be transferred because of the result
of a job bid or a reduction in force, or temporarily reassigned, all subject to
the provisions of this Agreement. 

(b)     Non-Base Assignment When an
employee is
required to work away from home, the employee will be provided work or sent
home at the employee’s request. If the employee requests to be sent home, it
shall be on the employee’s own time and Employer shall not be responsible for
lost time due to weather or conditions outside of the control of Employer. 

(c)     Temporary Assignments for Regular
Employees

(1)     Beluga
regular employees assigned to work at other Chugach facilities will work their
Beluga schedule if the assignment is less than one (1) week. For assignments of
one (1) week or more, employees will work the schedule being worked at the
plant they are temporarily assigned to. The schedule change will take place at
the beginning of a payroll week. No loss of pay will result during this period.

Regular
employees assigned temporarily to work at the Beluga Power Plant will work the
schedule they regularly work if the assignment is less than one (1) week. For
assignments of one (1) week or more, employees will work the Beluga schedule
being worked by personnel the reassigned employee will be working with. The
schedule change will take place at the beginning of the payroll week. No loss
of pay will result from this schedule change. 

Temporary and
probationary employees may be assigned to work any of the shifts defined in
Article 5 of
this Agreement. The shift schedule will be established prior to hire and may be
changed by prior mutual agreement between the Union and Employer. Employees not
working the seven-day schedule will be scheduled to work no less than
eighty-four (84) hours in each
two (2) week pay period. 

- 39 -

Regular
employees assigned to attend training classes outside of Beluga, which require
four (4) or
more days including travel, for attendance, will revert to an eight (8) hour per day schedule for the
training and travel and period. The schedule change will take place at the
beginning of a payroll workweek. Employees pay during such training periods
will not be less than their normal pay for their regularly assigned work schedule.

(2)     Beluga Assignment Employees not
assigned to Beluga who
are required by the Employer to work temporarily at the Beluga Power Plant will
be provided transportation, meals and, if necessary, lodging. Such employees
are not eligible for per diem or meal allowance. If the employee is unable to
return to Anchorage due to inclement weather or mechanical problems affecting
the plane, after the employee’s assigned hours of work, the employee will be
off shift in an unpaid status. The employee will return to paid status the
following day at the beginning of the employee’s regularly scheduled work day. 

(3)     Long-term Bernice Lake
Assignment Employees
working at Bernice Lake Power Plant, who are not regularly assigned to the
Plant and who reside more than thirty miles from the Plant, who are on a
long-term project (over one week), shall have the option to receive the price
of a round-trip ticket, between Anchorage and Kenai, once a week, and make
their own travel arrangements. If this option is selected, it will in no way
interfere with established work hours. If Employer elects to charter aircraft,
this option does not apply. 

(d)     Remote Assignment This provision
does not apply to work
at Beluga. 

(1)     A
remote assignment is defined as an assignment of more than two (2) days in a
work location that is not accessible by a road connected to the rail-belt
Alaska Highway system. Except for the last day of the assignment, the employee
shall be scheduled for a minimum of ten (10) hours per day until the job is
completed; unless the employee is regularly scheduled to work a twelve-hour
day, then the employee shall be scheduled for a minimum of twelve (12) hours
per day. On the last day of the 

- 40 -

assignment,
the workday will be at least the length of the employee’s regularly scheduled
workday. 

(2)     At
the end of five (5) days, the employee shall normally have the option to return
to home for two (2) unpaid days off; however if special requirements of the
work would make a return trip home after five (5) days either disruptive or
impractical under the circumstances, the Employer may extend such a work
assignment up to seven (7) additional days. Under these special circumstances, the
employee would be scheduled to work a minimum of six (6) days per week, and
would have the option to return home for two (2) unpaid days off after twelve
(12) days away from home. 

(3)     If
the employee is unable to return back to Anchorage because of inclement
weather or other causes beyond the Employer’s control, the employee shall have
the option to have unpaid time off equal to the number of regular days off the
employee lost as a result of the delay. All transportation to and from the
remote job shall be on the Employer’s time and at the Employer’s expense. 

(4)     The
Employer will make every effort to provide as much advance notice of the
anticipated length of the remote assignment whenever possible, and especially
when the stay is likely to exceed five (5) days. 

Section
5.1.6     Transportation

(a)     Employer Furnished Transportation
The
Employer will furnish employee transportation as follows: 

(1)     Cooper Lake Power Plant Employer
will
furnish a vehicle at the Cooper Lake Power Plant suitable for employee
transportation on a year-round basis between Quartz Creek Substation and the
Power House at the Cooper Lake Plant. 

(2)     Beluga Power Plant Employer will
schedule shifts and/or resupply air flights so as to permit one flight per week
for those 

- 41 -

employees
stationed at Beluga Power Plant to travel to Anchorage and return on their days
off. 

(b)     Air Transportation Scheduled crew
change flights between Anchorage and the Beluga Power Plant shall be via
twin-engine aircraft or single engine turbine powered aircraft. 

Employer-paid
flights provided to an employee because of the employee’s personal request may
be via a “certificated air carrier” operating in compliance with federal
regulations. 

Employer
agrees to provide personnel flights via a “certificated air carrier” operating
in compliance with federal regulations. If a helicopter is utilized for flights
over water, it shall be float-equipped. 

Anchorage is
the “designated point of origin” for Employer-provided flights. Employees who
reside in Kenai may travel between Kenai and Beluga on a “certificated air
carrier” and the Employer will pay the per seat cost for scheduled flights. If the Employer’s need, weather, or
mechanical problems requires an employee to land at a different airport from
that which the employee left to report for work, the Employer shall either
provide transportation to the regular airport or pay the employee’s cost of
transportation to such airport. Nothing in this section shall obligate the
Employer to pay an employee beyond the end of his shift. The Employer is not obligated
to pay overtime for delayed flights or the time it takes an employee to get to
the airport from which the Employee left to report to work. 

(c)     Transportation for
Training in the Anchorage Area

(1)     If
the employee is working at Beluga when the training occurs, then the employee
shall have the option of traveling to and from training utilizing the
employee’s own vehicle or previously-authorized transportation provided by
Employer. 

(2)     When
the employee’s residence is more than fifty (50) miles outside the
Municipality of Anchorage, or at Beluga, Employer shall provide
previously-authorized transportation, food, and at Employer’s option, lodging,
if it is not possible to return the 

- 42 -

employee home
or to Beluga at the end of the training session work day. 

(3)     If
an employee attends training of more than one day duration at Beluga during the
employee’s off-duty week, or where Beluga is not the employee’s regular base
assignment, the employee shall have the option of either staying overnight at
Beluga, or commuting at the Employer’s expense between Beluga and Anchorage.
For this situation, air transportation provided to the employee may be via a
“certificated air carrier” operating single-engine aircraft in compliance with
state and federal regulations, if transportation on a crew-change flight is not
available. 

(d)     Insurance for Air travel Employer
will
guarantee each employee that, in the event of the employee’s death from
injuries resulting from the employee’s being required to travel by air at the
direction of, or in the discharge of the employee’s duties to, the Employer,
the total sum of $750,000.00 will be paid to the beneficiary, or beneficiaries,
designated and named by the employee to receive such payment. 

(e)     Delays for Weather or Other
Circumstances

If
transportation to the work location has been delayed because of weather or
other conditions, the employee is expected to remain available to the Employer
in order to travel to the work location at the earliest opportunity. The
employee will remain in paid status at the direction of the Employer, provided
the employee has not been released from duty by the Employer. 

Depending on
unusual or extraordinary circumstances and with prior permission of the
employee’s supervisor, an employee may request to be released from duty. Upon
approval of the supervisor, the employee may be released from duty, and may be
allowed to take annual leave or leave without pay as appropriate for the
remainder of that work day, and shall travel to the work location later, as
approved by the Employer. 

Section
5.1.7     Longevity

Those employees hired before
December 6, 1985
will receive additional compensation, at the rate of one percent (1%) per year,
not to exceed ten (10) years of continuous employment with the Employer to be
computed 

- 43 -

	
 

	
 

	
 

	
 

	
as follows:
 on the first of the month following the completion of each continuous year of
 employment, the rate of compensation of the employee concerned will be
 increased by the employee’s accumulated percentage (up to ten percent (10%))
 of the employee’s current base rate. Base rate equals wage rate plus
 longevity. 

	
 

	
 

	
 

	
Any employee
 on the payroll as of December 6, 1985 will be entitled to longevity as set
 forth in this paragraph if re-employed as a regular employee within one (1)
 year of layoff, termination or reduction in force. 

	
 

	
 

	
 

	
Employees
 hired after December 6, 1985, shall not receive longevity benefits. 

	
 

	
 

	
 

	
Section 5.1.8     Pay
 Period and Payday 

	
 

	
 

	
 

	
 

	
 

	
(a)
      General
 The Employer shall establish a payroll system providing for the payment
 on every other Wednesday (every two (2) weeks) of 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. 

	
 

	
 

	
 

	
 

	
 

	
(b)
      Electronic
 Technicians The Employer shall establish a payroll system
 providing for the payment every Thursday for the one (1) week pay period
 ending Wednesday the previous week. If a Thursday payday falls on a day
 recognized as a paid holiday by Employer, the last workday preceding will be
 payday. Employees subject hereto will be paid on or before the completion of
 their scheduled workday. 

	
 

	
 

	
 

	
 

	
 

	
(c)
      Payday
 An employee working as a dispatcher on the graveyard shift ending at 7:30
 a.m. on the payday, or the night shift ending at 6:30 a.m. on the payday,
 will receive his compensation at or before the completion of his shift; all
 other employees subject hereto will be paid on or before the completion of
 their scheduled shift. 

	
 

	
 

	
 

	
Section 5.1.9     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

- 44 -

	
 

	
 

	
 

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

	
 

	
 

	
 

	
Section 5.1.10
      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 5.2
     Compensation

	
 

	
 

	
 

	
 

	
Section 5.2.1     Regular
 

	
 

	
 

	
 

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

	
 

	
 

	
 

	
 

	
 

	
(a)
      General
 Except as otherwise provided in this Agreement, all work performed in
 excess of eight (8) hours on any regularly scheduled workday will be
 compensated at double the straight time rate. All work performed on
 recognized paid holidays will be compensated at double the straight time
 rate. Whenever overtime is involved to cover a shift, employees of like
 classification will be given first opportunity to work such shift. Double the
 straight time rate will be paid whenever less than twenty-four (24) hours
 notification is given to employees to change shifts. 

	
 

	
 

	
 

	
 

	
 

	
Overtime may
 be scheduled for the IS Department only, with at least four (4) hours notice
 prior to the completion of an employee’s regularly scheduled shift. Under
 such circumstances, all overtime for the 9th and l0th hours worked by
 employees in the IS Department, shall be compensated at one and one-half (1 1⁄2) times the applicable rate of
 pay. In the event four (4) hours notice is not given, compensation for 

- 45 -

	
 

	
 

	
 

	
 

	
 

	
overtime
 shall be at double the applicable rate of pay. This provision shall be
 limited to one time per work week for each individual employee. Consideration
 will be given to employees with schedules that conflict with short notice
 overtime. 

	
 

	
 

	
 

	
 

	
 

	
(b)
      Equitable
 Distribution of Overtime Work 

	
 

	
 

	
 

	
 

	
 

	
The
 opportunity for all overtime work will be distributed as equitably as it is
 practicable among the employees in the job classification in which such
 overtime work is performed. In determining what is practicable, the Employer
 retains the right to determine to whom overtime is assigned based upon:

	
 

	
 

	
 

	
(1)
      The requirements of the particular tasks and
 the skills of the employees within the job classification; 

	
 

	
 

	
 

	
(2)
      The qualifications and representative job
 duties and job requirements contained in the job description; and 

	
 

	
 

	
 

	
(3)
      The base assignment of the employee. 

	
 

	
 

	
 

	
A list of
overtime hours shall be posted bi-weekly.

	
 

	
 

	
 

	
(c)
      Scheduled
 Overtime Work 

	
 

	
 

	
 

	
The Employer
 may schedule overtime work, when required, with a minimum of three (3) days
 notice to the affected employee, in accordance with the following provisions:
 

	
 

	
 

	
 

	
(1)
     The opportunity to work any overtime hours
shall be offered to employees consistent with the provisions of Section
5.2.2(b), Equitable Distribution of Overtime Work. An employee may decline
overtime work opportunities at this point.  

	
 

	
 

	
 

	
(2)
      If scheduled overtime work is not accepted,
 then the Employer may assign work; such assignment to be made in reverse
 seniority order from those employees eligible by classification to work the
 proposed “scheduled overtime work.” 

	
 

	
 

	
 

	
(3)
      If the employee suffers expenses as the result
 of cancellation of previously-arranged plans as a result of the Employer’s
 assignment, the Employer shall reimburse the employee for all costs
 associated with the cancellation; or at the 

- 46 -

	
 

	
 

	
 

	
Employer’s
 option, the scheduled overtime work may be assigned to the next least-senior
 employee. 

	
 

	
 

	
 

	
(4)     The
 provisions in Section 5.2.2(f), Call-Out Pay, and Section 5.1.3(c), Meals
 during Overtime Work, shall not apply to scheduled overtime work.
 Employee meals will be taken in the same manner as a normal work period. 

	
 

	
 

	
 

	
(5)
      If proper notice of at least three (3) days is
 not provided to affected employees, the scheduled overtime work will be
 worked in the same manner as a call-out and will be compensated at the
 applicable overtime rate. 

	
 

	
 

	
 

	
(6)
      The minimum time for scheduled overtime work
 will be one (1) hour.
 

	
 

	
 

	
 

	
(7)
      Other provisions of this Agreement not
 specifically referenced in this Section shall continue to apply to scheduled
 overtime work. 

	
 

	
 

	
 

	
(d)
     Cancellation
 of Scheduled Overtime If the cancellation of work that was
 previously scheduled in accordance with Section 5.2.2(c), Scheduled
 Overtime Work, is necessary, the Employer agrees to give as much notice
 to employees as is possible under the circumstances involved. If the affected
 employee (or employees) is provided less than two (2) days notice of such
 cancellation, the employee shall be paid two (2) hours of overtime at the
 applicable overtime rate. 

	
 

	
 

	
 

	
(e)
      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. 

	
 

	
 

	
 

	
(f)
      Call-Out
 Pay An employee who is required to return to work without at
 least three (3) days prior notice outside the employee’s regular days or regular
 hours of duty, will be paid a minimum of two (2) hours at the applicable overtime
 rate, or the applicable holiday rate, whichever is appropriate. Except for
 employees who are at Beluga when a call-out is accepted up to a maximum of
 one (1) hour before the employee is required to report to the designated
 call-out site. For 

- 47 -

	
 

	
 

	
 

	
employees
 who are at Beluga when a call-out is for work at Beluga, call-out pay starts
 when the call-out is accepted by the employee, up to a maximum of thirty (30)
 minutes prior to the time required to report for work.

	
 

	
 

	
 

	
For
 employees who must travel by air to another location or to a remote site for
 work, the “designated call-out site” will be the office of the air carrier
 designated by the Employer for the transport of the employee to the work
 location, and an employee is considered on duty from the time the employee is
 scheduled to fly to the call-out location. 

	
 

	
 

	
 

	
Call-out pay
 ends when the specific job is completed and the employee returns to the point
 of origin. “Point of origin” is defined as the location where the employee
 normally reports to work. If an employee cannot return to the designated
 point of origin because of weather or other circumstances beyond the
 Employer’s control, the employee will be assigned work at that location in
 accordance with the normal schedule worked by his classification at the work
 location, and in accordance with the provisions of this Agreement. 

	
 

	
 

	
 

	
(g)
      Holdover
 Pay A minimum of three-tenths (3/10) of an hour at the applicable
 overtime rate will be paid for holdover time. When the specific job is
 completed, holdover is completed. 

	
 

	
 

	
 

	
Employees
 held over beyond normal scheduled departure date because of inability to
 travel will be assigned work in accordance with the shift normally scheduled
 at that location at the applicable overtime rate. 

	
 

	
 

	
 

	
(h)
      Relief
 Time Relief time, except as defined in Section 5.2.5, Relief,
 occurring during call-out and holdover is not paid time. 

	
 

	
 

	
 

	
Section 5.2.3     Holiday
 Compensation and Scheduling 

	
 

	
 

	
 

	
(a)
      Employees not scheduled to work who are called
 by the Employer to work on a paid holiday will be paid the straight time rate
 for such holiday and, in addition, will be compensated at double such
 straight time rate for the hours worked. Likewise, employees scheduled to
 work on a paid holiday will be paid for all hours worked, in addition to the
 straight time rate for the holiday, double the straight time rate. If an
 employee 

- 48 -

	
 

	
 

	
 

	
works
 outside normal shift hours on a holiday, the employee will be paid double
 time for such hours plus the holiday rate for the same number of hours. 

	
 

	
 

	
 

	
(b)
      The Employer may schedule holiday work for a
 position requiring work because of the need for continuous, around the clock
 operation at any of the Employer’s facilities; and employees who work in such
 positions may be scheduled to work on holidays in accordance with their
 normal schedule. Scheduled holiday work will be distributed as equitably as
 is possible among those employees who work in the affected classifications.
 Employees who are scheduled by the Employer to work on a holiday will be paid
 at the double-time rate in addition to straight-time holiday pay for the
 total of all hours worked on the holiday. 

	
 

	
 

	
 

	
Section
5.2.4     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 

- 49 -

	
 

	
 

	
 

	
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 (30)
 calendar days. 

	
 

	
 

	
 

	
Section 5.2.5     Relief
 

	
 

	
 

	
 

	
Employer
 retains the right to direct an employee not to work when, in the opinion of
 Employer, it is unsafe for the employee to do so. An employee may decline
 overtime work or work within the relief period when the employee, in good
 faith, feels so fatigued that the employee does not believe that the employee
 can perform the employee’s duties safely. 

	
 

	
 

	
 

	
(a)
      Electronic
 Technicians And Maintenance Personnel Electronic technicians
 and maintenance personnel not assigned to Beluga who have been on duty for four
 (4) or more hours ending after 10:00 p.m. shall not report for work the
 following scheduled workday until they have had a minimum of ten (10) hours
 of relief. The employee shall be paid at his applicable rate for those
 scheduled work hours included in his 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 double the
 straight time rate until he is relieved. 

	
 

	
 

	
 

	
(b)
      Operators
 An operator not assigned to Beluga who has been on duty four (4) or more
 hours between shifts shall not report for his following scheduled work shift
 until he has had a minimum of ten (10) hours of relief. The employee shall be
 paid at his applicable rate for the scheduled work hours included in his 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 double the straight time rate until he is relieved. 

	
 

	
 

	
 

	
Section 5.2.6     Compensation
 for Training 

	
 

	
 

	
 

	
As used in
 this section, Training means schooling, seminars, conferences or evaluation
 visits for the purpose of evaluating tools, equipment, procedures, hardware
 or software requiring an overnight stay away from the employee’s residence or
 base assignment. Attendance by a member of the bargaining unit to attend
 Training which requires travel more than fifty (50) miles outside the
 Municipality of Anchorage and an overnight stay shall be voluntary. Employer
 agrees to provide as much notice as possible relative to scheduling of
 Training. An employee will be paid based on the employee’s hourly daytime
 wage rate for time spent in Training sessions; 

- 50 -

	
 

	
 

	
 

	
however, an
 employee shall not lose regularly scheduled pay during any pay period as a
 result of attending Training. Regardless of the employee’s previously
 assigned shift or work day or week schedule, an employee’s normal schedule
 when assigned to Training shall be an eight (8) hour work day and a Monday
 through Friday work week. Employer shall not incur overtime or pay employee
 any premium arising from a change in shift schedule due to attendance at
 Training. Unless authorized by Employer, the employee shall not work more
 than eight (8) hours per day and shall not be paid overtime for attendance at
 such activities. Employer agrees to schedule travel so that employees will
 have adequate rest before the Training is scheduled to begin; for purposes of
 this provision “adequate rest” means scheduling travel so that the employee
 is scheduled to arrive at the employee’s designated lodging for the Training
 at least ten (10)
 hours before Training is to commence. If an employee is stranded
 anywhere as the result of Training, Employer will pay any additional food and
 lodging expenses. If Employer schedules Training which conflicts with an
 employee’s previously approved leave, employee desires to attend the Training
 and Employer wants employee to attend the Training, then Employer shall
 reimburse the employee for all costs associated with the cancellation of
 leave. 

	
 

	
 

	
 

	
Employees
 will be paid for travel consistent with the applicable regulations adopted by
 the Alaska Department of Labor, Wage and Hour Division to attend Training
 sessions. 

	
 

	
 

	
 

	
Employer will
 arrange and pay for all lodging and air and ground transportation to and from
 Training. Employer will pay for the reasonable costs of ground transportation
 at the Training location utilizing limousine or taxi service, whichever may
 be more economical. Rental cars must be pre-authorized by the appropriate
 Department Manager or designee. Movies, telephone charges that are not
 related to the Employer’s business, liquor or other personal or entertainment
 expenses will not be paid by the Employer, except that for each day away from
 home, employee may make one personal telephone call (by credit card or using
 a telephone card provided by Employer) of up to fifteen (15) minutes to his residence.
 Employer may, upon request, provide an advance to cover reasonable expenses.
 Employees will submit all receipts and report expenses on a form provided by
 Employer. 

- 51 -

	
 

	
 

	
 

	
Section 5.2.7     Shift
 Differential for Standard Shift 

	
 

	
 

	
 

	
Except for
 other provisions in the Agreement stating otherwise, the following shall
 apply: 

	
 

	
 

	
 

	
Standard Twelve-hour shift Any employee
 working between 7:00 p.m. and 7:00 a.m. shall receive a five percent (5%) shift differential, to be
 effective at date of ratification. 

	
 

	
 

	
 

	
Section 5.2.8     Change
 in Law - 12 Hour Schedule

	
 

	
 

	
 

	
The Employer
 and the Union share a mutual desire to maintain the established seven day
 schedule for all employees working this schedule at the Beluga Power Plant
 and for the established twelve hour dispatcher schedule. If legislation
 should be enacted which prohibits employees from working in excess of eight
 (8) hours per day or forty (40) hours per week without being compensated at
 the overtime rate, the Savings Clause of this Agreement will apply and the
 Agreement will be reopened for the purpose of negotiating a mutually
 acceptable way of maintaining the Beluga and dispatcher schedules. If
 negotiations do not produce an agreeable solution before the effective date
 of the previously described legislation, the Employer may return affected
 personnel to a schedule with eight (8) hour shifts until such time as a
 mutually acceptable solution can be reached.

Section 5.3
     Beluga Provisions 

	
 

	
 

	
 

	
Section 5.3.1     Workday
 and Workweek - Seven Day Schedule

	
 

	
 

	
 

	
All regular
 Beluga maintenance and operations employees assigned to work the seven (7)
 days on, seven (7) days off / twelve hours per workday (7–12’s)
 schedule (“seven-day schedule”) as of the effective date of this Agreement
 will continue to work this schedule. Work hours during the shifts shall be
 from 7:00 a.m. to 7:00 p.m. (day shift) and 7:00 p.m. to 7:00 a.m. (night
 shift). 

	
 

	
 

	
 

	
After the
 effective date of this Agreement, regular employees who fill maintenance
 positions existing as of the effective date of this Agreement will be
 assigned to the seven day schedule no later than the end of their
 probationary period. Newly hired employees will normally be assigned to work
 the seven day schedule at the end of their probationary period, but with
 prior mutual agreement between the Union and Employer, and when necessary for
 purposes of familiarization with Power Plant operations or 

- 52 -

	
 

	
 

	
 

	
maintenance
 duties, assignment to the seven day schedule may be delayed up to six (6)
 months from their date of hire. The intent of this paragraph as it refers to
 new hire and probationary regular employees is to ensure that employees are
 adequately trained and are given enough time to learn their jobs so that they
 may be fairly and objectively evaluated prior to the end of their
 probationary period. All such employees will be scheduled to work no less
 than eighty-four (84)
 hours in each two week pay period, inclusive of leave, holiday pay,
 leave without pay or other unpaid absence. No employee will be required to
 lose working time by reason of a change in jobs or shifts, except in cases of
 employee’s personal convenience or preference. 

	
 

	
 

	
 

	
(a)
      Operating
 Personnel Shifts Operating personnel (such as boiler operators
 and maintenance operators) are those necessary for round the clock plant
 operation; they shall work a rotating day/night shift. On return to their
 seven day workweek, the boiler operators and maintenance operators will work
 the opposite day/night shift from their last day/night shift. Relief
 maintenance operators will work either the day or night shift as operation or
 maintenance needs require. 

	
 

	
 

	
 

	
(b)
      Maintenance
 Personnel Shifts Maintenance personnel shall normally work a
 7:00 a.m. to 7:00 p.m. (day shift) during the scheduled workweek. However,
 employer may schedule maintenance personnel to work a 7:00 p.m. to 7:00 a.m.
 (night shift) when necessary to meet workload demands. Assignment to the
 night shift shall be determined in the following manner: among those who
 volunteer, the employee qualified to do the work who has the greatest bargaining
 unit seniority shall be assigned; if there are no qualified volunteers,
 assignment shall be made based upon reverse bargaining unit seniority from
 those employees qualified to do the work. 

	
 

	
 

	
 

	
(c)
      Maintenance
 Personnel Special Shift Employer may assign employees working
 the seven-day schedule to a five (5) day per week, ten (10) hours per day
 (5-10’s) work schedule for maintenance projects. The procedure for such
 assignment shall be consistent with the provisions above for night-shift
 maintenance work. Such assignments shall be effective for a minimum of at
 least two weeks, except for temporary employees hired for a short call. The
 normal scheduled work days for such a shift will be five (5) consecutive
 days, Monday through Friday. If a second shift is needed, it shall be manned and scheduled 

- 53 -

	
 

	
 

	
 

	
according to
 the provisions above concerning night shift maintenance work. 

	
 

	
 

	
 

	
The Employer
 may establish overlapping shifts during major projects and overhauls that
 require employees to report to work up to three days before the start of
 their regular shift and remain at work for up to three days beyond the end of
 their regular shift. 

	
 

	
 

	
 

	
(d)
      Beluga
 Clerk Schedule Commencing one month after this Agreement takes
 effect, the regular Beluga clerks will be given a three (3) month trial
 period on a week-on, week-off seven day shift, provided they mutually agree
 to make that change. For the week-on, week-off schedule, Employer shall
 determine the day of the week on which the clerks will change out. Subsequent
 extensions of the trial period at three (3) month increments will be subject
 to the sole discretion of the Employer up to a total period of eighteen (18)
 months. If the Employer deems the week-on, week-off schedule to be successful
 at the end of the eighteen month period, it shall be incorporated into the
 Generation Agreement by a letter of understanding. 

	
 

	
 

	
 

	
Temporary
 Beluga clerks shall work either a week-on, week-off schedule or the five (5)
 day workweek and four (4) day workweek schedules (as defined below) as
 determined by Employer 

	
 

	
 

	
 

	
When working
 the week-on, week-off schedule, Employer shall have the option of scheduling
 Beluga clerks to be off duty on scheduled holidays. Notwithstanding the
 language of Section 4.14.1 of this Agreement, the scheduled holiday for
 Beluga clerks shall not be observed on the Beluga Clerk’s next regular
 workday when working the week-on, week-off schedule. 

	
 

	
 

	
 

	
If the trial
 schedule does not work out to the Beluga Superintendent’s satisfaction, and
 the Employer elects to end the trial, the Beluga Clerks will be scheduled to
 work a five (5) day workweek and a four (4) day workweek on an opposing
 rotation. When working the five (5) day workweek, the employee will work nine
 (9) hours Monday through Thursday and eight (8) hours on Friday; on this
 schedule, the first eight hours of each scheduled workday is at straight time
 and the ninth hour is at the applicable overtime rate. When working the four
 (1) day workweek, the employee shall work ten (10) hours at the straight time
 

- 54 -

	
 

	
 

	
 

	
rate for
 each day, Monday through Thursday. When working the four (4) day workweek the employee will
 use the scheduled Thursday night crew flight to travel to Anchorage.
 Employees will not be paid for any time between the end of their workday and
 the departure of the Thursday crew flight except for hours worked at the
 direction of the employer. The Employer shall schedule the workday between
 the hours of 7:00 a.m. and 6:00 p.m. 

	
 

	
 

	
 

	
 

	
Section 5.3.2     Crew
 Assignment 

	
 

	
 

	
 

	
Each Beluga
 employee working the seven-day schedule will be assigned either to the Red
 Crew or the Blue Crew. An employee cannot bid for a position on a different
 crew within the employee’s classification; however, an employee may request a
 transfer and such request will be fairly considered by the Employer in
 consideration of its operational or maintenance needs. The employee may be
 allowed to transfer if the Employer determines that such a transfer is proper
 and appropriate. 

	
 

	
 

	
 

	
Section 5.3.3     Beluga
 Compensation 

	
 

	
 

	
 

	
 

	
(a)
      Operating
 Personnel For operating personnel, a night shift differential
 of five percent (5%) shall be paid for the first night shift workweek worked;
 a ten percent (10%) shift differential shall be paid for the second consecutive
 night shift workweek worked; a fifteen percent (15%) shift differential shall
 be paid for the third consecutive night shift workweek worked; and a twenty
 percent (20%) shift differential shall be paid for the fourth consecutive
 night shift workweek and each consecutive night shift workweek worked
 thereafter. These shift differentials shall apply to operations personnel who
 work a night shift. Shift differentials do not apply to call outs, holdovers
 or other work performed by personnel assigned to work the day shift. 

	
 

	
 

	
 

	
 

	
 

	
(b)
      Maintenance
 Personnel For all personnel who are assigned and scheduled for
 night-shift maintenance work, a night shift pay differential of five percent
 (5%) shall be paid for the first night shift workweek worked; a ten percent
 (10%) shift differential shall be paid for the second consecutive night shift
 workweek worked; a fifteen percent (15%) shift differential shall be paid for
 the third consecutive night shift workweek worked; and a twenty percent (20%)
 shift differential shall be paid for the fourth consecutive night shift
 workweek and each consecutive night shift workweek worked thereafter. Night
 shift pay 

- 55 -

	
 

	
 

	
 

	
 

	
 

	
differentials
 do not apply to call outs, holdovers or other work performed by maintenance
 personnel who are assigned to work the day shift. 

	
 

	
 

	
 

	
 

	
 

	
(c)
      Maintenance
 Personnel Special Shift The first eight hours shall be paid at
 the straight time rate and any time worked after eight (8) hours shall be paid at the
 applicable overtime rate. Any work on Saturday and Sunday shall be paid at
 the applicable overtime rate. 

	
 

	
 

	
 

	
 

	
 

	
During such
 projects, an employee will be designated as Foreman and will be paid at the
 Foreman rate of pay. All affected regular and probationary employees will
 receive a seven percent (7%) premium over their regular rates of pay for time worked
 on the five (5) day per week
 schedule; all employees will receive a twelve and one-half percent (12.5%) premium over their regular
 rates of pay for night shift or second shift. 

	
 

	
 

	
 

	
 

	
Section 5.3.4     Beluga
 Relief Time 

	
 

	
 

	
 

	
An employee
 working the seven (7)
 day on, seven (7) day
 off twelve hour workday schedule at Beluga, and who has been on duty for more
 than two hours between 11:00 p.m.
 and 7:00 a.m. if assigned to
 the day shift, or between 11:00 a.m.
 and 7:00 p.m. if assigned to
 the night shift, shall not report for his following scheduled work shift
 until the employee has had a minimum of eight (8) hours of continuous relief. The employee shall be paid at
 the applicable rate for scheduled work hours included in his eight (8) hours of relief. If Employer directs the employee to
 come back to work without the required relief and the employee actually
 reports to work, the employee shall be compensated at the double time rate
 for any portion of such required relief period that extends into his
 regularly scheduled shift and until such time as the employee is relieved and
 is able to take a minimum of eight (8)
 hours of relief. Employer retains the right to direct an employee not
 to work when, in the opinion of Employer, it is unsafe for the employee to do
 so. An employee may decline overtime work or work within the eight (8) hours of continuous relief when
 the employee, in good faith, feels so fatigued that the employee does not
 believe that the employee can perform the employee’s duties safely. 

	
 

	
 

	
Section 5.4     Workday
 and Workweek - Cooper Lake

	
 

	
 

	
 

	
Employees
 regularly assigned to Cooper Lake shall normally work a straight eight (8) hour day without provision for a
 meal period. The workday shall begin at 7:00
 a.m. and end at 3:00 p.m.
 The workweek shall be designed to 

- 56 -

	
 

	
 

	
 

	
provide for
 seven day a week coverage and shall rotate as follows: one schedule shall be
 worked on Monday through Wednesday and Saturday and Sunday with days off
 Thursday and Friday followed by a workweek of Monday through Friday with days
 off of Saturday and Sunday. With at least two (2) weeks advance notice,
 Employer may schedule employees to either the five (5) days per workweek / eight (8)
 hours per day schedule or the four (4) days per workweek / ten (10)
 hours per day schedule provided above when operational or maintenance needs
 require.

	
 

	
Section 5.5     Workday
 and Workweek - Dispatch

	
 

	
 

	
The
following provisions shall define the twelve (12) hour shift schedule for the
classifications (as defined in Section 7.1, Job Classifications and Job
Duties) of Power Dispatcher, Relief Power Dispatcher, Senior Power
Dispatcher, and Power Dispatcher Trainee: 

	
 

	
 

	
Section 5.5.1 

	
 

	
 

	
 

	
Covered
 employees shall work a twelve (12) hour shift; the Day Shift shall be from
 0630 hours to 1830 hours; the Night Shift shall be from 1830 hours to 0630
 hours. The workweek is defined as Saturday 1831 hours to the following
 Saturday at 1830 hours. Shift schedules shall be determined by Employer
 consistent with procedures established in the Generation Plant Personnel
 Agreement. This shift cycle shall be based on a published schedule. On the
 published schedule, the Night Shift will begin at 1830 hours the night before
 the listed “N”. 

	
 

	
 

	
 

	
 

	
Section 5.5.2 

	
 

	
 

	
 

	
A shift
Differential Premium of two and one-half percent (2 1⁄2%) over the base Day Shift hourly
rate will be paid for all hours worked on the Night Shift (between 1830 and
0630). 

	
 

	
 

	
 

	
Section 5.5.3 

	
 

	
 

	
 

	
Employer
 shall pay employees overtime based on the Night Shift Differential Base
 Premium rate for all scheduled hours worked in the workweek over forty (40).
 Overtime pay will be calculated on a separate line on the time sheet so that
 it is not confused with any other compensation that may be earned during the
 same workweek. Overtime pay shall be at the overtime rate for the shift
 worked. 

- 57 -

	
 

	
 

	
 

	
 

	
Section 5.5.4 

	
 

	
 

	
 

	
A scheduled
 “Relief Schedule” shall be three consecutive “like” twelve (12) hour shifts.
 The Employer may reschedule the Relief Schedule (designated as “RRR”) to any
 days in the workweek and/or any shift within the workweek without increasing
 overtime rates so long as the Relief Schedule is changed prior to five (5)
 days of its scheduled time and the schedule remains consecutive. 

	
 

	
 

	
 

	
Section 5.5.5 

	
 

	
 

	
 

	
Employer
 changes in the Relief Schedule made within five (5) days of the scheduled
 Relief Schedule shall be compensated as follows: the affected employee will
 be paid overtime based on the base rate for the shift worked for the first
 twelve (12) hour shift worked; the next two shifts will be paid at the
 regular base rate for the shift worked. 

	
 

	
 

	
 

	
Section 5.5.6 

	
 

	
 

	
 

	
Employees
 working with no designated mealtime will eat at their workstation on company
 time when work permits. 

	
 

	
 

	
 

	
Section 5.5.7     10
Hour
 Relief Period for Dispatchers 

	
 

	
 

	
 

	
A dispatcher
 working shifts provided in Section 5.5.1 who is called on duty for more than
 two (2) hours and within ten (10) hours of the start of the employee’s next
 scheduled workday shall be paid at the double time rate for such hours worked
 and shall be paid the double time rate for working the employee’s immediately
 subsequent workday. 

Section 5.6
     Workday and Workweek - Electronics
Technicians

The Manager of
the Telecommunications Department will approve all work schedules for
Electronics Technicians’ normal work and stand-by duty under the following
provisions: 

	
 

	
 

	
 

	
Section 5.6.1 

	
 

	
 

	
 

	
The
 electronics technicians working the four (4) ten (10) hour shifts will be
 scheduled for stand-by. The normal workday schedule for the electronic
 technicians assigned stand-by will be ten (10) hours in length, four (4) days
 a week. At least two (2) stand-by technicians will start their four (4) day
 schedule on Mondays, while at least two (2) other stand-by technicians will
 start their (4) day schedule on Tuesdays of each week. If more than four (4) qualified
 electronic technicians are available, and the manager determines that
 additional technicians should be assigned to the 

- 58 -

	
 

	
 

	
 

	
stand-by
shift, such assignments shall be made according to the seniority of the
technicians. Technicians not performing a stand-by shift will be assigned to
a floater shift. Technicians working as floaters will work a standard eight
(8) hour day, five (5) days per week shift. Technicians working as floaters
will be used to perform stand-by when normal stand-by technicians are absent
for schools and leaves. When filling in for a stand-by technician, a floater
will work the four (4) ten (10) hour shift of the person
being replaced for leave or training. All hours worked during the normally
scheduled shifts will be compensated at the standard straight-time pay.  

	
 

	
 

	
 

	
Stand-by
 hours will be from 6:00 p.m. to 6:00 a.m., Monday through Friday, and 6:00
 a.m. to 6:00 a.m., Saturdays, Sundays and holidays. Technicians on stand-by
 will carry company provided pagers and stay within range of the paging device
 so that they can call Dispatch within fifteen (15) minutes of being paged and
 arrive at Dispatch within sixty (60) minutes of being paged. 

	
 

	
 

	
 

	
As
 determined by the Manager, the technicians must be capable of repairing the
 communications systems essential to the continued operation of Dispatch in
 order to be assigned stand-by duty. Stand-by duty will be awarded on a
 seniority basis. 

	
 

	
 

	
 

	
The Manager
 of Telecommunications will post a schedule of shifts for the coming year the
 first two (2) weeks of January. Technicians will specify in writing their
 shift preference based on seniority under this Agreement. Any schedule
 changes will be posted at least five (5) working days prior to the
 beginning of the affected period. A copy of the schedule will also be
 provided to each technician and Dispatch. 

	
 

	
 

	
 

	
Section
5.6.2     Telecommunications
 Department High Work Pay 

	
 

	
 

	
 

	
All
 telecommunications employees working seventy (70) feet above the ground, or
 higher, shall be paid at the applicable rate for high work for all of the
 time they are above seventy (70) feet. High time pay is defined as one (1) hour straight time above the
 applicable hourly rate of pay. A minimum of two (2) hours high time shall be
 paid to any employee who qualifies for such consideration. No high time shall
 be paid for any work which is performed less than seventy (70) feet above the
 ground. 

- 59 -

	
 

	
 

	
 

	
Section 5.6.3     Telecommunications
  Department Stand-by Pay

	
 

	
 

	
 

	
Compensation
  for stand-by hours will be two (2) hours of straight time pay for every
  twelve hours of stand-by. Any call resulting in a technician leaving his
  residence will result in the technician being compensated at the applicable
  overtime rate. 

Section
5.7     Workday
and Workweek - Information Services

The Manager of
Information Services will schedule Information Services personnel for work
under the following provisions: 

	
 

	
 

	
 

	
Section 5.7.1     Workday-Workweek
  

	
 

	
 

	
 

	
The normal
  workday and workweek shall consist of five (5) consecutive eight (8) hour
  days, Monday through Friday inclusive, and will begin and end at the office
  building of the Employer or at any other point mutually acceptable to the
  Employer and the Union. The regular workday will be scheduled between the
  hours of 8:00 a.m. and 5:00 p.m. with a one (1) hour unpaid lunch. The lunch
  period will be scheduled to begin between the hours of 11:00 a.m. and 1:00
  p.m. 

	
 

	
 

	
 

	
Section 5.7.2     Optional
  Workday-Workweek Eight (8) Hour Day 

	
 

	
 

	
 

	
The Employer
  may establish an optional work schedule for the Information Services
  Department whereby the eight (8) hour workday will be scheduled on an
  individual basis, between the hours of 6:00 a.m. and 6:00 p.m., Monday
  through Friday, inclusive. Work performed during the workday will be at the
  straight time rate for the first eight (8) hours worked. A one (1) hour
  unpaid lunch period will be scheduled to begin between the hours of 11:00
  a.m. and 1:00 p.m. 

	
 

	
 

	
 

	
Section 5.7.3     Optional
  Workday-Workweek Ten (10) Hour Day 

	
 

	
 

	
 

	
The Employer
  may establish an optional four (4) day workweek schedule for the Information
  Services Department whereby a ten (10) hour workday will be scheduled on an
  individual basis, between the hours of 6:00 a.m. and 6:00 p.m., Monday
  through Friday, inclusive. The workweek for this schedule will begin either
  on Monday or Tuesday and be four (4) consecutive days in length. Work
  performed during the workday will be at the straight time rate for the first
  ten (10) hours worked. A one (1) hour unpaid lunch period will be scheduled
  to begin between the hours of 11:00 a.m. and 1:00 p.m. 

- 60 -

	
 

	
 

	
 

	
Section 5.7.4     Internet
  Help Desk

	
 

	
 

	
 

	
The Employer
  may establish the following work schedules for Internet Help Desk
  Classifications: 

	
 

	
 

	
 

	
Day Shift - A shift consisting of eight (8)
  hours may be established between the hours of 7:00 a.m. to 6:00 p.m. 

	
 

	
 

	
 

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

	
 

	
 

	
 

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

	
 

	
 

	
 

	
Chugach
  shall establish such work schedules as may be required to provide the
  requisite service on a seven day a week basis. Full time employees shall work
  five (5) consecutive days within the workweek with two (2) consecutive days
  off. Notwithstanding any provision of the Generation Plant Personnel
  Agreement to the contrary, there shall be no premium pay for straight time
  work performed during Day Shift on either Saturday or Sunday. There shall be
  a ten percent (10%) premium paid for working the swing shift and fifteen
  percent (15%) for graveyard shift. A shift shall consist of contiguous hours
  and shall not be split 

	
 

	
 

	
 

	
Section 5.7.5     Schedule
  Change

	
 

	
 

	
 

	
The Employer
  will provide at least three (3) days notice of any workday or workweek
  schedule changes. The employee has the option of accepting a schedule change
  with less than three (3) days notice. No employee will be required to lose
  any straight time hours by reason of a change in workday or workweek
  schedule, except in case of personal convenience or preference. 

	
 

	
 

	
 

	
Section 5.7.6     Working
  from Home

	
 

	
 

	
 

	
(a)     Trouble Calls Addressed from
Employee’s Home  For
  bargaining unit employees within the Information Services Department who are
  provided by the Employer with a computer, modem, and any other necessary
  equipment, if in the judgment of the employee called regarding a work-related
  problem outside of the employee’s normal work hours, the employee is able to
  respond from the employee’s home, the employee shall be compensated as
  follows: 

- 61 -

	
 

	
 

	
 

	
 

	
 

	
 

	
(1)

	
If between
  10 p.m. and 5:30 a.m. and the call and response totals twelve (12) minutes,
  or two-tenths (2/10) of an hour or less, the employee shall be paid at the
  double-time rate. 

	
 

	
 

	
 

	
 

	
 

	
 

	
(2)

	
If the call
  and response totals more than twelve (12) minutes or two-tenths (2/10) of an
  hour, up to thirty (30) minutes, the employee shall be paid one-half hour at
  the employee’s double-time rate. 

	
 

	
 

	
 

	
 

	
 

	
 

	
(3)

	
If the call
  and response is longer than thirty (30) minutes, then the employee shall be
  paid at the employee’s double-time rate for time spent in one-tenth (1/10)
  hour increments. 

	
 

	
 

	
 

	
 

	
 

	
(b)     Employer Agrees to Provide
Equipment  If the Employer expects an employee to work from home, then the Employer will
  provide a computer, modem, software, and other items the Employer may deem
  necessary for such work. Maintenance and repairs of such equipment will be
  the Employer’s expense. The employee will exercise reasonable care and
  judgment in the use of such equipment supplied by the Employer. 

	
 

	
 

	
 

	
 

	
(c)     Relief Time for Work from Home Outside of Normal Workday  For work within the time period beginning eight hours before the employee’s next
  scheduled start time, and ending two hours before the employee’s next
  scheduled start time:

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
(1)

	
If an
  employee has been on duty more than two hours in the period defined above, or

	
 

	
 

	
 

	
 

	
 

	
 

	
(2)

	
If the
  employee has been called at home three or more times within a four hour
  period contained in the period defined above,

	
 

	
 

	
 

	
 

	
 

	
Then, the
  employee shall not report for the following scheduled work shift until the
  employee has had a minimum of eight (8) hours of continuous uninterrupted
  time for rest. The employee shall be paid at the applicable rate for
  scheduled work hours included in the employee’s eight (8) hours of relief. If the Employer directs the employee
  to come back to work without relief and the employee actually reports to
  work,

- 62 -

	
 

	
 

	
 

	
 

	
 

	
 

	
the employee
  shall be compensated at the double-time rate for any portion of such required
  relief period that extends into the employee’s regularly scheduled shift and
  until such time as the employee is relieved and is able to take a minimum of
  eight (8) hours of continuous and uninterrupted time for relief. Employer
  retains the right to direct an employee not to work when, in the opinion of
  the Employer, it is unsafe for the employee to do so. An employee may decline
  overtime work or work within the eight (8) hours of continuous relief when
  the employee, in good faith, feels so fatigued that the employee does not
  believe that the employee can perform safely. 

	
 

	
 

	
 

	
 

	
 

	
(d)

	
Off-Hours Support Dispatcher 

	
 

	
 

	
 

	
 

	
 

	
 

	
Information
  Services maintains a weekly schedule of volunteers to act as the off-hours
  support dispatcher. The rotation begins at the close of business Monday. If
  Monday is a holiday, the current dispatcher will continue to carry the phone
  until the next work day. 

	
 

	
 

	
 

	
 

	
 

	
The
  dispatcher will carry the Help Desk cell phone from 6:00 PM to 7:30 AM each
  work day. On non-work days (Saturday-Sunday, Holidays), the dispatcher will
  carry the cell phone from 7:30 AM to 7:30 AM the next day. The dispatcher
  will be paid 2 hours of straight time for every 12 hours of coverage. The
  dispatcher will make every effort to respond to the help desk calls as soon
  as possible. 

	
 

	
 

	
 

	
 

	
 

	
The Employer
  may discontinue use of a volunteer off-hours support dispatcher at any time. 

	
 

	
 

	
 

	
 

	
Section 5.7.7     Relief
  After Reporting for Duty at Employer’s Premises

	
 

	
 

	
 

	
 

	
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) continuous and
  uninterrupted 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. 

- 63 -

ARTICLE 6 

APPRENTICES

Section
6.1     Apprentices

An apprentice
is an employee who is being trained to qualify as a journeyman in one of the
electrical workers trades covered by this Agreement and who has been properly
indentured by the Alaska Joint Apprenticeship Training Committee. 

All
apprenticeship training will conform to the Alaska Electrical Industry
Apprenticeship Standards, as formulated by the Anchorage Electrical Joint
Apprenticeship Committee in cooperation with the Bureau of Apprenticeship and
Training, United States Department of Labor. In recognition of the nature of
such apprenticeship employment, the Employer agrees that: 

	
 

	
 

	
 

	
(a)     Duties
  and ratio of apprentices to journeyman will be those outlined in a Memorandum
  of Understanding to be entered into between the Employer and the Union,
  subject to the approval of the Anchorage Joint Apprenticeship Committee,
  which said memorandum will be posted on the appropriate bulletin board as
  contemplated herein. 

Section 6.2     Alaska
Electrical Apprenticeship and Training Fund

The Employer
agrees to contribute $.40
per compensable hour for each employee to provide improvement programs
and apprenticeship training; $.20 of
the designated $.40 per
compensable hour shall be deducted from all classifications of employees’ base
rate within this Agreement. Contributions shall be remitted monthly to the
Alaska Electrical Apprenticeship and Training Trust Fund. Either party may at
any time, with seven days written notification to the other party, cancel that
portion of the contribution designated. 

- 64 -

ARTICLE 7

ORGANIZATION
OF THE EMPLOYER

Section 7.1     Job
Classifications and Job Duties

The Employer
will initiate job classifications and job duties. Such job duties will be
developed pursuant to Section 3.4.6, Classification Committee.  

Section 7.2     Delegation
of Authority

The delegation
of authority to personnel will be as set forth in the organizational chart of
Employer. Employer’s organizational chart will be kept current with all
classifications included and will be posted on the appropriate bulletin boards
in accordance with Section 2.9, Union Bulletin Boards.  

ARTICLE 8

SAFETY

Section 8.1     State
Safety Code

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 8.1.1     Dangerous
  or Hazardous Work

	
 

	
 

	
 

	
The
  Employer, Union and employees have a shared interest in ensuring work is
  performed in a safe manner. Employees will not be required to work under
  unsafe conditions. Employees will assess the potential of risks and
  communicate with their supervisors to ensure all activities are safely completed.
  

Section 8.2     Safety
and Industrial Training

Except for
employees assigned to the Information Services Department, Employer will
schedule, and the employees concerned will participate in, no less than
twenty-four (24) hours per year of safety and industrial training which will be
during regular hours of work and of which at least twelve (12) hours shall be
held during safety meetings. 

	
 

	
 

	
 

	
Section 8.2.1 

	
 

	
 

	
 

	
Employer
  agrees to continue the current practice for safety meetings as currently established
  at the Employer’s facilities, and the time scheduled 

- 65 -

	
 

	
 

	
 

	
as required.
  Safety meetings will be scheduled once per shift for employees at Beluga.
  Safety meetings for Dispatchers, Bernice Lake Power Plant, Cooper Lake Power
  Plant, and the Telecommunications Section will be scheduled once per month. 

	
 

	
 

	
 

	
Section 8.2.2     For
  Information Services Only

	
 

	
 

	
 

	
The
  personnel of Information Services will have a safety meeting scheduled once
  every two months, if necessary safety issues for discussion are listed on a
  written agenda; such agenda to be circulated among the employees at least one
  week in advance of the scheduled meeting date. If there are no issues listed, the
  meeting may not be held. 

Section 8.3     First-Aid
and CPR Certification and Training

The Employer
agrees to continue the current practice and Employer policy as related to First
Aid and CPR certification and training for the term of the current Agreement.
If an employee bids and is awarded a job where a First Aid or CPR certificate
is required, the employee shall have ninety (90) days to obtain such
certification. 

Section 8.4     Pre-employment
Physical Examination

All applicants
for employment must have a medical examination prior to starting work in a
classification covered hereunder. Employer may require a complete
pre-employment medical examination of an employee be made by a properly
licensed medical doctor, to be chosen by the Employer, and such examinations
will be at the Employer’s expense. Pre-employment physicals will be scheduled
by the Employer as soon as possible following notice of hire. 

Section 8.5     Emergency
and First Aid Equipment

Employer will
furnish such safety devices and equipment as may be reasonably necessary to the
safety of employees hereunder, and such first aid equipment and supplies as may
be reasonably necessary for proper emergency treatment of such employees.                 All reasonably necessary
protective equipment for employees working on energized facilities will be
furnished and properly maintained by Employer. Employees hereunder will use
safety equipment on all appropriate occasions. Employer agrees to update all
safety equipment on a scheduled basis. 

- 66 -

Section 8.6     Operational
Safety

In the
interest of safety at its several generation stations, Employer agrees to make
the following assignments or install the following equipment: 

	
 

	
 

	
 

	
(a)     When
  it is necessary to replace brushes at all Chugach power plants while the
  generation equipment is operating, no employee will be required to do so
  while alone on the premises. 

	
 

	
 

	
 

	
(b)     Rubber
  mats will be installed at all places within power stations where reasonably
  necessary to safety, which will include in front of all generator panels. 

	
 

	
 

	
 

	
(c)     Buzzer-type
  alarm systems will be installed in those power stations where the Employer
  finds their installation reasonably necessary to safety. If one-man shifts
  are utilized at Chugach generating facilities, an alarm system will be
  installed at each such station which will alert, as necessary, the dispatcher
  on duty at Employer’s Power Dispatch Center. 

	
 

	
 

	
 

	
(d)     Portable
  communication devices for the safety of the employees at Beluga will be
  provided. 

	
 

	
 

	
 

	
(e)     The
  Employer agrees to update all safety equipment on a scheduled basis, and set
  up a procedure for reporting safety complaints with a time limit of five (5) working days for corrective
  action. 

Section 8.7     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, 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 

- 67 -

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. 

- 68 -

          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. 

          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 Union 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. 

- 69 -

          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 HHS Guidelines), except that the cutoff levels for the
following substances shall be as follows: 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
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

	
 

	
 

	
 

	
 

	
 

	
300

	
 

	
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. 

- 70 -

          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;

	
 

	
 

	
 

	
 

	
F.

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

          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. 

Section 8.8     Random
Drug Testing

In the
interest 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. 

- 71 -

ARTICLE 9

DISCIPLINE

Section 9.1     Misuse
of the 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 9.2     Compliance
with 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 9.3     Performance
of Work

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

Section
9.4     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
9.5     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 

- 72 -

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

Section
9.6     Progressive
Discipline  

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

Section
9.7     Statement
of Intent Regarding Progressive Discipline

Under the
Progressive Discipline Section of each 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 9.8     Picket
Line 

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

- 73 -

ARTICLE 10

GRIEVANCE PROCEDURE

Section 10.1     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 General Manager, 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 2.6, 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
10.2     Grievance

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

Section 10.3     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 follow.

- 74 -

	
 

	
 

	
 

	
 

	
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.

	
 

	
 

	
 

	
 

	
 

	
 

	
(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
10.4     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 

- 75 -

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 the 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
 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 

- 76 -

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 11

MISCELLANEOUS

Section
11.1     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
11.2     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 specified
period, such notice or communications will be considered to have been delivered
when it has been deposited 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 11.3     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, 

- 77-

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
11.4     Accommodations

The Employer
will furnish a suitable room with lockers for clothes, tools, and other
personal possessions and with facilities for drying clothing and equipment. 

Section 11.5     Employer
Supplied Protective Garments

Employer will
make available to welders in power plants leather aprons and/or other
protective garments for the protection of their work clothes. 

Section 11.6     Identification
Cards

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

Section 11.7     Clothing
Allowance

For regular
bargaining unit employees and for temporary employees employed more than six
(6) consecutive months in operator, clerk and warehouse job classifications,
Employer shall pay a yearly clothing allowance stipend of $200. For regular
bargaining unit employees and for temporary employees employed more than six
(6) consecutive months in maintenance and communications classifications,
Employer shall pay a yearly clothing allowance stipend of $400. For regular
bargaining unit employees in relief maintenance operator classifications,
Employer shall pay a yearly clothing allowance stipend of $300. The stipend
shall be paid to eligible regular employees employed as of January 15 of each year and shall be issued
with the paycheck immediately thereafter; the stipend shall be paid to eligible
temporary employees with the first paycheck paid after the employee has worked
six (6) consecutive months. 

These clothing
allowances are intended to be used by employees to purchase work clothing to be
worn at the job site. 

Section 11.8     Dispatch
NERC Certificate Reimbursement

An employee
will be reimbursed for the NERC test fee and NERC Review Course with advance
approval by the Employer, and upon submission of 

- 78 -

appropriate
documentation. The employee must successfully pass the NERC test to obtain this
reimbursement. 

Section 11.9     New
Technology 

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. 

Section
11.10     Maintenance
of Existing Certifications

Employer
agrees that it will endeavor in good faith, subject to considerations of cost,
to schedule update training, refresher courses or any continuing training
related to certifications currently held by bargaining unit members during
normal shift days and hours for employees affected. 

Section 11.11     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. 

- 79 -

ARTICLE 12 

HEALTH AND WELFARE AND PENSION PLANS

Section 12.1     Health
and Welfare Benefit Plan

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 311. The Employer shall pay 95%
for each employee and each employee shall pay 5% of the current monthly premium
of $1,028.00 (Base amount). 

Upon the
earlier of the first premium change after the effective date of this Agreement
or September 1 the employee shall pay 5% of the health & welfare premium,
and the Employer shall pay 95% of the health & welfare premium.   In the event of subsequent premium
changes, the Employer/employee premium allocation shall be determined as
follows: 

	
 

	
 

	
 

	
For premium
 changes in excess of 10% per year the first year and 10% per year on average
 for subsequent years over the contract period the employee shall pay 25%
 above 110% of the Base Amount premium ($1028.00) and 5% of the base amount of
 $1028.00. 

	
 

	
 

	
 

	
Premium
 increases for less than a full twelve months will be weighted to calculate
 the annual percentage increase. 

	
 

	
 

	
 

	
The
cumulative annual weighted average shall be for a plan year and shall be
recalculated at each premium change and at the end of the plan year. The plan
year (12 months) shall begin upon the earlier of the date of implementation
of the first premium change or September 1st For multiple increases within
one (1) plan year the average increase shall be the weighted average based on
individual months.  

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

- 80 -

	
 

	
 

	
 

	
Section 12.1.1 Health and Welfare 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 individual’s names for whom the deductions 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. 

Section 12.2     Life Insurance
Benefits 

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

Section 12.3     Employer’s 401 (k)
Plan 

All employees
covered under this Agreement are eligible to contribute to Chugach Electric
Association’s 401(k) plan. Each employee may make contributions up to the legal
maximum amount as provided by law. 

ARTICLE 13

PENSION

Section 13.1     Pension
Plan 

Employer
agrees to participate in, and to contribute to, the Alaska Electrical Pension
Fund, a trust fund which was established pursuant to (1) an agreement between
the Union and the Alaska Chapter of the National Electrical Contractors
Association, Inc. and (2) that certain Declaration of 

- 81 -

Trust
Agreement entered into by the aforesaid parties for the purpose of providing
pension benefits for those persons covered by the said Agreement. Employer will
pay into the said Fund the sum of Five Dollars and fifty cents ($5.50)
effective July 1, 2006;
$6.00 effective July 1, 2007 and
$6.50 effective July 1, 2008 for each hour for which compensation is paid by
Employer to those employees in job classifications covered by this Agreement in
Article 16. The foregoing payments to the Fund made by Employer will entitle
the said covered employees of Employer to pension payments under such terms and
conditions as may be lawfully provided for the administration and management of
said Fund. The Employer’s liability and responsibility shall be limited to that
required by law. All payments due hereunder will be made to the said Fund on or
before the fifteenth (15) day of the month following the month in which said
compensable hours were earned by employees. 

Intent Statement: 

The current
CBA specified the current rate was $3.67; the new CBA specifies $5.50. The
parties understand that $3.67 was not accurate, and that movement of monies of $1.33
increased the pension contribution to $5.00. The only changes the parties have
made is to increase the Pension Contributions by $.50 on July 1, 2006, by $.50
on July 1, 2007 and by $.50 on July 1, 2008. 

Section
13.2     Pension Reallocation 

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 supplement agreement will cause the Employer to
contribute more or less on behalf of an employee than the amount specified in
the collective bargaining agreement. 

- 82 -

ARTICLE 14

POLITICAL
ACTION COMMlTTEE FUND

With voluntary
authorization by an employee on a form supplied by the Union, the Employer
agrees to deduct a flat amount per pay period from the employee’s wages to be
submitted to the IBEW Local Union No. 1547, for its Political Action Fund. This
money will be sent in monthly with the dues, and shall be made by the fifteenth
(15th) of the month following which 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.  

ARTICLE 15

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
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. 

ARTICLE 16

JOB
CLASSIFICATIONS AND WAGE SCHEDULES 

Section 16.1     Wage
Rates and Classifications

The job classifications and
wage rates listed in this article and subsections, and including any other job
classifications and wage rates that are established by the Employer and Union
according to the Agreement, are covered by the Agreement. 

- 83 -

Section
16.1.1     General

Note: $1.33
Movememt of monies from wages to pension effective 8-14-02

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Grd

	
 

	
Step

	
Job Classification

	
 

	
%

	
 

	
Effective

 Date

	
 

	
Change

	
 

	
Hourly

 Rate

	
 

	
10 %

 Longevity

	
 

	

	
10

	
 

	
 

	
 

	
Electronics
 Technician II

	
 

	
100%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 37.39

	
 

	
41.13

	
 

	
5

	
 

	
 

	
 

	
Heavy
 Equipment/Plant Maintenance

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 39.26

	
 

	
43.19

	
 

	
2 

	
 

	
 

	
 

	
Instrument
 and Controls Technician

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 41.22

	
 

	
45.34

	
 

	
16

	
 

	
 

	
 

	
Machinist
 Maintenance Technician

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
8

	
 

	
 

	
 

	
Maintenance
 Electrician

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
4

	
 

	
 

	
 

	
Maintenance
 Operator

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
1

	
 

	
 

	
 

	
Maintenance
 Technician

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
3

	
 

	
 

	
 

	
Welding
 Maintenance Technician

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
15

	
 

	
 

	
 

	
Foreman

	
 

	
112%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 41.88

	
 

	
46.07

	
 

	
15

	
 

	
 

	
 

	
Senior
 Electronics Technician

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 43.97

	
 

	
48.37

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 46.17

	
 

	
50.79

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
13

	
 

	
 

	
 

	
Relief Power
 Dispatcher

	
 

	
113%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 42.25

	
 

	
46.48

	
 

	
14

	
 

	
 

	
 

	
Senior Power
 Dispatcher

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 44.36

	
 

	
48.80

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 46.58

	
 

	
51.24

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
12

	
 

	
 

	
 

	
Power Dispatcher

	
 

	
108%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 40.38

	
 

	
44.42

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 42.40

	
 

	
46.64

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 44.52

	
 

	
48.97

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
7

	
 

	
 

	
 

	
Energy
 Supply Operations
Maintenance Tech

	
 

	
105%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 39.26

	
 

	
43.19

	
 

	
7

	
 

	
 

	
 

	
Hydro
 Generation Maintenance Operator

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 4l.22

	
 

	
45.34

	
 

	
7

	
 

	
 

	
 

	
Power Plant
 Relief Maintenance Operator

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 43.28

	
 

	
47.61

	
 

	
7

	
 

	
 

	
 

	
Relief
 Maintenance Operator

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
7 

	
 

	
 

	
 

	
Maintenance
 Operator - IGT

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
6

	
 

	
 

	
 

	
Leadman

	
 

	
104%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 38.89

	
 

	
42.78

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 40.83

	
 

	
44.91

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 42.87

	
 

	
47.16

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
20

	
 

	
 

	
 

	
Power Plant
 Warehouseman

	
 

	
90%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 33.65

	
 

	
37.02

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 35.33

	
 

	
38.86

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 37.10

	
 

	
40.81

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

- 84 -

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Grd

	
 Step

	
Job
 Classification

	
 

	
%

	
 

	
Effective

 Date

	
 

	
Change

	
 

	
Hourly

 Rate

	
 

	
10%

 Longevity

	
 

	

	
19

	
 

	
 

	
Boiler Operator (effective
 after 07/01/00)

	
 

	
93%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 34.77

	
 

	
38.25

	
 

	
19

	
 

	
 

	
Generation Warehouseman

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 36.51

	
 

	
40.16

	
 

	
19

	
 

	
 

	
Power Plant Warehouseman
 93%
Grandfathered

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 38.33

	
 

	
42.16

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
17

	
 

	
 

	
Maintenance Helper

	
 

	
83%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 31.03

	
 

	
34.13

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 32.59

	
 

	
35.85

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 34.21

	
 

	
37.63

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
27

	
 

	
 

	
Project Clerk

	
 

	
60%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 22.43

	
 

	
24.67

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 23.56

	
 

	
25.92

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 24.73

	
 

	
27.20

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	
18

	
 

	
 

	
General Clerk (Eff
 12/06/85)

	
 

	
55%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
 20.56

	
 

	
22.62

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
 21.59

	
 

	
23.75

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
 22.67

	
 

	
24.94

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

- 85 -

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Grd

	
 

	
Step

	
 

	
Job Classification

	
 

	
%

	
 

	
Effective

  Date

	
 

	
Change

	
 

	
Hourly

  Rate

	
 

	
10%

  Longevity

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
21

	
 

	
 

	
 

	
Power Dispatcher Trainee

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
% Equal to Power Dispatcher
  Rate

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
21

	
 

	
1

	
 

	
First 1,000 Hours 

	
 

	
65%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
26.25

	
 

	
28.88

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
27.56

	
 

	
30.32

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
28.94

	
 

	
31.83

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
21

	
 

	
2

	
 

	
Second 1,000 Hours

	
 

	
75%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
30.29

	
 

	
33.32

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
31.80

	
 

	
34.98

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
33.39

	
 

	
36.73

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
21

	
 

	
3

	
 

	
Third 1,000 Hours

	
 

	
85%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
34.32

	
 

	
37.75

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
36.04

	
 

	
39.64

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
37.84

	
 

	
41.62

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
21

	
 

	
4

	
 

	
Fourth 1,000 Hours

	
 

	
95%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
38.36

	
 

	
42.20

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
40.28

	
 

	
44.31

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
42.29

	
 

	
46.52

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
22

	
 

	
 

	
 

	
Plant Helper

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
               % Equal to Journeyman Rate

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
22

	
 

	
1

	
 

	
1-12 Months

	
 

	
55%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
20.56

	
 

	
22.62

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
21.59

	
 

	
23.75

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
22.67

	
 

	
24.94

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
22

	
 

	
2

	
 

	
13-18 Months

	
 

	
65%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
24.30

	
 

	
26.73

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
25.52

	
 

	
28.07

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
26.79

	
 

	
29.47

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
22

	
 

	
3

	
 

	
19-24 Months

	
 

	
75%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
28.04

	
 

	
30.84

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
29.45

	
 

	
32.40

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
30.92

	
 

	
34.01

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
22

	
 

	
4

	
 

	
After 24 Months

	
 

	
83%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
31.03

	
 

	
34.13

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
32.59

	
 

	
35.85

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
34.21

	
 

	
37.63

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

- 86 -

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Grd

	
 

	
Step

	
 

	
Job
  Classification

	
 

	
%

	
 

	
Effective

  Date

	
 

	
Change

	
 

	
Hourly

  Rate

	
 

	
10%

  Longevity

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
23

	
 

	
 

	
 

	
Maintenance Operator
  Apprentice

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
% Equal to Maintenance Operator Rate

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
23

	
 

	
1

	
 

	
First 1,000 Hours

	
 

	
65%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
24.30

	
 

	
26.73

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
25.52

	
 

	
28.07

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
26.79

	
 

	
29.47

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
23

	
 

	
2

	
 

	
1001 to 2000 Hours

	
 

	
70%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
26.17

	
 

	
28.79

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
27.48

	
 

	
30.23

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
28.85

	
 

	
31.74

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
23

	
 

	
3

	
 

	
2001 to 3000 Hours

	
 

	
75%  

	
 

	
771/06

	
 

	
6.00%

	
 

	
28.04

	
 

	
30.84

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
29.45

	
 

	
32.40

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
30.92

	
 

	
34.01

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
23

	
 

	
4

	
 

	
3001 to 4000 Hours

	
 

	
80%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
29.91

	
 

	
32.90

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
31.41

	
 

	
34.55

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
32.98

	
 

	
36.28

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/l/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
23

	
 

	
5

	
 

	
4001 to 5000 Hours 

	
 

	
85%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
31.78

	
 

	
34.96

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
33.37

	
 

	
36.71

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
35.04

	
 

	
38.54

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
23

	
 

	
6

	
 

	
5001 to 6000 Hours

	
 

	
90%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
33.65

	
 

	
37.02

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
5.00%

	
 

	
35.33

	
 

	
38.86

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
5.00%

	
 

	
37.10

	
 

	
40.81

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
23

	
 

	
7

	
 

	
6001 to 8000 Hours

	
 

	
95%

	
 

	
7/1/06

	
 

	
6.00%

	
 

	
35.52

	
 

	
39.07

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/07

	
 

	
   5.00%

	
 

	
37.30

	
 

	
41.03

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/08

	
 

	
   5.00%

	
 

	
39.16

	
 

	
43.08

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
7/1/09

	
 

	
CPI-U

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
Note: Apprentice
  Wireman are to be paid a percentage of the Generation Agreement Journeyman
  Wage Rate, as determined by the Apprenticeship Program

	
 

- 87 -

Section 16.1.2          Information
Services 

Wage
Rates and Classifications 

Information Services Employees

Note: $.53 Movement of monies
from wages to pension effective 7-18-02

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Steps

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
Grade / Job Classification

	
 

	
Effective

 Date

	
 

	
Change

	
 

	
Start

 Step

 1

	
 

	
6 months

 Step

 2

	
 

	
1 Year

 Step

 3

	
 

	
2 years

 Step

 4

	
 

	
3 Years

 Step

 5

	
 

	
Longvty

 Step

 98

	
 

	
4 Years

 Step

 6

	
 

	
Longvty

 Step

 99

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
Grade 2

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
PC Support Specialist
I

	
 

	
 

	
7/1/2006

	
 

	
 

	
6%

	
 

	
$

	
18.47

	
 

	
$

	
19.47

	
 

	
$

	
20.54

	
 

	
$

	
21.66

	
 

	
$

	
22.80

	
 

	
 

	
n/a

	
 

	
$

	
24.04

	
 

	
 

	
n/a

	
 

	
Software Support Specialist
I

	
 

	
 

	
7/1/2007

	
 

	
 

	
5%

	
 

	
$

	
19.39

	
 

	
$

	
20.44

	
 

	
$

	
21.57

	
 

	
$

	
22.74

	
 

	
$

	
23.94

	
 

	
 

	
n/a

	
 

	
$

	
25.24

	
 

	
 

	
n/a

	
 

	
 

	
 

	
 

	
7/1/2008

	
 

	
 

	
5%

	
 

	
$

	
20.36

	
 

	
$

	
21.46

	
 

	
$

	
22.65

	
 

	
$

	
23.88

	
 

	
$

	
25.14

	
 

	
 

	
n/a

	
 

	
$

	
26.50

	
 

	
 

	
n/a

	
 

	
 

	
 

	
 

	
7/1/2009

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
n/a

	
 

	
 

	
CPI-U

	
 

	
 

	
n/a

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
Grade 3

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Analyst/Programmer
Trainee

	
 

	
 

	
7/1/2006

	
 

	
 

	
6%

	
 

	
$

	
20.60

	
 

	
$

	
21.72

	
 

	
$

	
22.85

	
 

	
$

	
24.09

	
 

	
$

	
25.39

	
 

	
 

	
n/a

	
 

	
$

	
26.77

	
 

	
 

	
n/a

	
 

	
Software Support Specialist
II

	
 

	
 

	
7/1/2007

	
 

	
 

	
5%

	
 

	
$

	
21.63

	
 

	
$

	
22.81

	
 

	
$

	
23.99

	
 

	
$

	
25.29

	
 

	
$

	
26.66

	
 

	
 

	
n/a

	
 

	
$

	
28.11

	
 

	
 

	
n/a

	
 

	
 

	
 

	
 

	
7/1/2008

	
 

	
 

	
5%

	
 

	
$

	
22.71

	
 

	
$

	
23.95

	
 

	
$

	
25.19

	
 

	
$

	
26.55

	
 

	
$

	
27.99

	
 

	
 

	
n/a

	
 

	
$

	
29.52

	
 

	
 

	
n/a

	
 

	
 

	
 

	
 

	
7/1/2009

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
n/a

	
 

	
 

	
CPI-U

	
 

	
 

	
n/a

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
Grade 4

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
PC Support Specialist
II

	
 

	
 

	
7/1/2006

	
 

	
 

	
6%

	
 

	
$

	
22.94

	
 

	
$

	
24.17

	
 

	
$

	
25.49

	
 

	
$

	
26.85

	
 

	
$

	
28.29

	
 

	
 

	
n/a

	
 

	
$

	
29.82

	
 

	
$

	
32.80

	
 

	
Software Support Specialist
(Grandfathered)

	
 

	
 

	
7/1/2007

	
 

	
 

	
5%

	
 

	
$

	
24.09

	
 

	
$

	
25.38

	
 

	
$

	
26.76

	
 

	
$

	
28.19

	
 

	
$

	
29.70

	
 

	
 

	
n/a

	
 

	
$

	
31.31

	
 

	
$

	
34.44 

	
 

	
 

	
 

	
 

	
7/1/2008

	
 

	
 

	
5%

	
 

	
$

	
25.29

	
 

	
$

	
26.65

	
 

	
$

	
28.10

	
 

	
$

	
29.60

	
 

	
$

	
31.19

	
 

	
 

	
n/a

	
 

	
$

	
32.88

	
 

	
$

	
36.17 

	
 

	
 

	
 

	
 

	
7/1/2009

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
n/a

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
Grade 5

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Analyst/Programmer

	
 

	
 

	
7/1/2006

	
 

	
 

	
6%

	
 

	
$

	
25.65

	
 

	
$

	
27.02

	
 

	
$

	
28.49

	
 

	
$

	
30.02

	
 

	
$

	
31.61

	
 

	
$

	
34.77

	
 

	
$

	
33.33

	
 

	
$

	
36.66 

	
 

	
Lead Support
Specialist

	
 

	
 

	
7/1/2007

	
 

	
 

	
5%

	
 

	
$

	
26.93

	
 

	
$

	
28.37

	
 

	
$

	
29.91

	
 

	
$

	
31.52

	
 

	
$

	
33.19

	
 

	
$

	
36.51

	
 

	
$

	
35.00

	
 

	
$

	
38.50 

	
 

	
 

	
 

	
 

	
7/1/2008

	
 

	
 

	
5%

	
 

	
$

	
28.28

	
 

	
$

	
29.79

	
 

	
$

	
31.41

	
 

	
$

	
33.10

	
 

	
$

	
34.85

	
 

	
$

	
38.34

	
 

	
$

	
36.75

	
 

	
$

	
40.43 

	
 

	
 

	
 

	
 

	
7/1/2009

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
 

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	

	
Grade 7

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Database Administrator

	
 

	
 

	
7/1/2006

	
 

	
 

	
6%

	
 

	
$

	
29.20

	
 

	
$

	
30.77

	
 

	
$

	
32.43

	
 

	
$

	
34.15

	
 

	
$

	
36.02

	
 

	
 

	
n/a

	
 

	
$

	
37.94

	
 

	
 

	
n/a

	
 

	
Lead
Analyst/Programmer

	
 

	
 

	
7/1/2007

	
 

	
 

	
5%

	
 

	
$

	
30.66

	
 

	
$

	
32.31

	
 

	
$

	
34.05

	
 

	
$

	
35.86

	
 

	
$

	
37.82

	
 

	
 

	
n/a

	
 

	
$

	
39.84

	
 

	
 

	
n/a

	
 

	
Network Administrator

	
 

	
 

	
7/1/2008

	
 

	
 

	
5%

	
 

	
$

	
32.19

	
 

	
$

	
33.93

	
 

	
$

	
35.75

	
 

	
$

	
37.65

	
 

	
$

	
39.71

	
 

	
 

	
n/a

	
 

	
$

	
41.83

	
 

	
 

	
n/a

	
 

	
Systems Administrator

	
 

	
 

	
7/1/2009

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
CPI-U

	
 

	
 

	
n/a

	
 

	
 

	
CPI-U

	
 

	
 

	
n/a

	
 

- 88 -

	
 

	
 

	
Section 16.2

	
Wages:

Effective July
1, 2006 to February 23, 2007 and from April 6, 2007 to June 30, 2007 wages for all classifications shall be increased by 6%.

Effective July
1, 2007 wages for all classifications shall be increased by 5%.

Effective July 1, 2008 wages for all classifications shall be increased by 5%.

Effective July
1, 2009 wages for all classifications shall be increased by the actual Anchorage
CPI-U (as measured from 1/1/2008 through 12/31/2008).

- 89 -

Signature Page

AGREED TO:

	
 

	
 

	
 

	
 

	
 

	
Chugach Electric Association, Inc.

“Employer” 

	 	
International Brotherhood of

Electrical Workers, Local 1547

“Union” 

	
 

	 	
 

	

	
11/14/07

	
 

	

	
11/9/07

	

	 	

	
William R.
  Stewart 

  Chief Executive Officer

	
Date 

	 	
Larry W. Bell

  Business Manager

	
Date

	
 

	
 

	 	
 

	
 

	
 

	
 

	 	
 

	
 

	

	
11/14/07

	 	

	
11-13-07

	

	 	

	
Elizabeth Vazquez

  Chair

  Chugach Board of Directors

	
 

	 	
Mike Hodsdon

  IBEW Chief Spokesperson

  Business Representative

	
 

- 90 -

APPENDIX A

INFORMATION SERVICES ONLY 

Section 2.13     Contracting Out — Purpose 

It is understood and agreed
that the function of Sections 2.13.1 through 2.13.3 are 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. 

	
 

	
 

	
 

	
Section
 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. 

	
 

	
 

	
 

	
Section
 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. 

	
 

	
 

	
 

	
Section
 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 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 

- 91 -

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 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. 

- 92 -

APPENDIX B

MEMORANDUM OF AGREEMENT

In the event state or
federal law does not require that an employee who becomes the parent of either
a new-born or adopted child receive at least eight weeks of leave, the following
provision shall become a part of the collective bargaining agreements with the
Outside, Generation, and Office & Engineering bargaining units: 

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 a 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. 

- 93 -

ALPHABETICAL INDEX

	
 

	
 

	
 

	
Accommodations

	
 

	
78

	
Air
 Transportation

	
 

	
42

	
Alaska Electrical
 Apprenticeship and Training Fund

	
 

	
64

	
Allowance for Per Diem

	
 

	
38

	
Amount of
 Scheduled Work

	
 

	
14

	
Annual Leave

	
 

	
25

	
Apprentices

	
 

	
64

	
Arbitration

	
 

	
75

	
Assignability

	
 

	
83

	
Base Assignment

	
 

	
39

	
Basic Wage

	
 

	
15

	
Beluga Assignment

	
 

	
40

	
Beluga Clerk Schedule

	
 

	
54

	
Beluga Compensation

	
 

	
55

	
Beluga Power Plant

	
 

	
41

	
Beluga Provisions

	
 

	
52

	
Beluga Relief Time

	
 

	
56

	
Bereavement Leave

	
 

	
27

	
Blood Bank

	
 

	
28

	
Call-Out
 Pay

	
 

	
47

	
Cancellation
 of Scheduled Overtime

	
 

	
47

	
Certification Upon Return
 to Work

	
 

	
29

	
Change in Law - 12 Hour Schedule

	
 

	
52

	
Classification/Qualifications
 Committee

	
 

	
21

	
Clothing Allowance

	
 

	
78

	
Communications and Notices

	
 

	
77

	
Compensation

	
 

	
45

	
Compensation During or in
 Lieu of Annual Leave

	
 

	
49

	
Compensation for Employees
 Working in Higher Classification

	
 

	
38

	
Compensation for Training

	
 

	
50

	
Compliance with Rules and
 Regulations

	
 

	
72

	
Composition and Purpose

	
 

	
21

	
Consumption of
 Drugs/Alcohol

	
 

	
72

	
Contracting Out - Purpose

	
 

	
7

	
Cooper Lake Power Plant

	
 

	
41

	
Crew Assignment

	
 

	
55

	
Dangerous or Hazardous Work

	
 

	
65

	
Data Processing Department

	
 

	
10

	
Decision

	
 

	
23

	
Delays for
 Weather or Other Circumstances

	
 

	
43

	
Delegation of Authority

	
 

	
65

	
Discharge

	
 

	
72

	
Dispatch NERC Certificate
 Reimbursement

	
 

	
78

	
Dispute Resolution

	
 

	
9

	
Duration

	
 

	
2

	
Electronic Technicians

	
 

	
44

	
Electronic
 Technicians And Maintenance Personnel

	
 

	
50

	
Emergencies

	
 

	
77

	
Emergency and First Aid
 Equipment

	
 

	
66

	
Emergency Conditions and
 Supervisors Working

	
 

	
7

	
Emergency Leave

	
 

	
27

	
Employee Access to
 Personnel Records

	
 

	
12

	
Employee Notice of Absence

	
 

	
29

	
Employee Responsibility - Treatment

	
 

	
31

	
Employees

	
 

	
13

- 94 -

	
 

	
 

	
 

	
Employees Working At Beluga

	
 

	
37

	
Employees
 Working at Other Than Beluga

	
 

	
36

	
Employees Working Out of
 Classification

	
 

	
38

	
Employer
 Agrees to Provide Equipment

	
 

	
62

	
Employer Furnished
 Transportation

	
 

	
41

	
Employer Provided Room and
 Board

	
 

	
37

	
Employer Supplied
 Protective Garments

	
 

	
78

	
Employer’s 401 (k) Plan

	
 

	
81

	
Equitable
 Distribution of Overtime Work

	
 

	
46

	
Erosion of Work Force

	
 

	
8

	
Evaluation Committee

	
 

	
21

	
First-Aid and CPR
 Certification and Training

	
 

	
66

	
Five (5) Day Per Workweek I Eight
 (8) Hours Per Day Schedule

	
 

	
34

	
For Cause Drug Testing

	
 

	
67

	
For Information Services
 Only

	
 

	
66

	
Four (4) Days Workweek/Ten (10)
Hours Per Day Schedule

	
 

	
35

	
General

	
 

	
34, 44, 45, 84

	
Good Standing with the
 Union

	
 

	
6

	
Grievance

	
 

	
74

	
Grievance Procedure

	
 

	
74

	
Health and
 Welfare Benefit for Part-time Employees

	
 

	
16

	
Health and Welfare Benefit
 Plan

	
 

	
80

	
Health and Welfare
 Supplemental Payments

	
 

	
81

	
Hiring Hall

	
 

	
10

	
Holdover Pay

	
 

	
48

	
Holiday Compensation and
 Scheduling

	
 

	
48

	
Holiday Pay Eligibility

	
 

	
31

	
Holiday Schedule

	
 

	
32

	
Holidays

	
 

	
32

	
Holidays
 (Telecommunications and Information Services Departments only)

	
 

	
33

	
Holidays
 and Annual Leave

	
 

	
15

	
Identification Cards

	
 

	
78

	
Information Services

	
 

	
88

	
Insurance
 for Air travel

	
 

	
43

	
Internet Help Desk

	
 

	
61

	
Job Award

	
 

	
19

	
Job Bidding

	
 

	
18

	
Job Classifications and Job
 Duties

	
 

	
65

	
JOB CLASSIFICATIONS AND
 WAGE SCHEDULES

	
 

	
83

	
Job Posting

	
 

	
17

	
Jury Duty

	
 

	
27

	
Keep Whole

	
 

	
35

	
Labor-Management Committee

	
 

	
12

	
Leave to Accept Union
 Office

	
 

	
5

	
Leave Without Pay

	
 

	
30

	
Legal Status of the Parties

	
 

	
3

	
Licensing and
 Certifications

	
 

	
79

	
Life Insurance Benefits

	
 

	
81

	
Loan of Employees

	
 

	
7

	
Longevity

	
 

	
43

	
Long-term Bernice Lake
 Assignment

	
 

	
40

	
Maintenance of Existing
 Certifications

	
 

	
79

	
Maintenance
 Personnel

	
 

	
55

	
Maintenance
 Personnel Shifts

	
 

	
53

	
Maintenance Personnel
 Special Shift

	
 

	
53, 56

	
Managerial Prerogatives of
 the Employer

	
 

	
4

	
Meals and Lodging

	
 

	
36

	
Meals During Flight Delays

	
 

	
36

	
Meals During
 Overtime Work

	
 

	
36

	
Meals When Working Straight
 Shift

	
 

	
36

	
Meals while on Temporary
 Assignment

	
 

	
38

	
Medical Verification

	
 

	
29

- 95 -

	
 

	
 

	
 

	
Military Leave

	
 

	
28

	
Misuse of the Employer’s
 Property and Time

	
 

	
72

	
Moving Expenses

	
 

	
38

	
New Technology

	
 

	
79

	
No Strike Agreement

	
 

	
3

	
Non-Base Assignment

	
 

	
39

	
Notification

	
 

	
31

	
Number of
 part-time employees

	
 

	
15

	
Off-Hours Support
 Dispatcher

	
 

	
63

	
Operating
 Personnel

	
 

	
55

	
Operating
 Personnel Shifts

	
 

	
53

	
Operational Safety

	
 

	
67

	
Operators

	
 

	
50

	
Optional Workday-Workweek
 Eight (8) Hour Day

	
 

	
60

	
Optional Workday-Workweek
 Ten (10) Hour Day

	
 

	
60

	
Overtime

	
 

	
15,
 45

	
PARENT LEAVE

	
 

	
93

	
Part-time Employee

	
 

	
14

	
Pay on Termination

	
 

	
44

	
Pay Period and Payday

	
 

	
44

	
Payday

	
 

	
44

	
Payment in Addition to
 Worker’s Compensation

	
 

	
30

	
Pension
 and Retirement

	
 

	
15

	
Pension Contributions on
 Worker’s Compensation

	
 

	
30

	
Pension Plan

	
 

	
81

	
Pension Reallocation

	
 

	
82

	
Performance of Work

	
 

	
72

	
Picket Line

	
 

	
73

	
Policy on Grievances

	
 

	
74

	
Political Action Committee
 Fund

	
 

	
83

	
Preamble

	
 

	
1

	
Pre-employment Physical
 Examination

	
 

	
66

	
Pregnancy Leave

	
 

	
29

	
Probationary Employee

	
 

	
13

	
Procedures

	
 

	
21,
 23

	
Progressive Discipline

	
 

	
73

	
Pyramiding
 of Overtime

	
 

	
47

	
Random Drug Testing

	
 

	
71

	
Recall Rights

	
 

	
24

	
Reduction in Force and
 Layoff

	
 

	
23

	
Re-evaluation

	
 

	
20

	
Regular

	
 

	
45

	
Regular Employee

	
 

	
14

	
Regular
 Positions

	
 

	
18

	
Relief

	
 

	
50

	
Relief After Reporting for
 Duty at Employer’s Premises

	
 

	
63

	
Relief
 Time

	
 

	
48

	
Relief Time for Work from
 Home Outside of Normal Workday

	
 

	
62

	
Remote
 Assignment

	
 

	
40

	
Safety and Industrial
 Training

	
 

	
65

	
Savings Clause

	
 

	
77

	
Schedule Change

	
 

	
61

	
Scheduled
 Overtime Work

	
 

	
46

	
Scheduling of Annual Leave

	
 

	
25

	
Scope

	
 

	
2

	
Seniority

	
 

	
15,
 17

	
Service Credit

	
 

	
16

	
Service Credit and
 Seniority

	
 

	
16

	
Shift Differential for
 Standard Shift

	
 

	
52

	
Shop Steward Time

	
 

	
5

	
Shop Stewards

	
 

	
4

	
Sick or Disability Leave

	
 

	
28

- 96 - 

	
 

	
 

	
 

	
Standard Twelve-hour shift

	
 

	
52

	
Standards of Work

	
 

	
4

	
State Safety Code

	
 

	
65

	
Statement of Intent
 Regarding Progressive Discipline

	
 

	
73

	
Statutory Employee Benefits

	
 

	
45

	
Substance Abuse Treatment
 Opportunity

	
 

	
31

	
Telecommunications
 Department High Work Pay

	
 

	
59

	
Telecommunications
 Department Stand-by Pay

	
 

	
60

	
Temporary
 Assignments for Regular Employees

	
 

	
39

	
Temporary Employee

	
 

	
13

	
Temporary Positions

	
 

	
18

	
Temporary Transfer to Lower
 Classification

	
 

	
38

	
Termination of Seniority

	
 

	
17

	
Transportation

	
 

	
41

	
Transportation
 for training in the Anchorage Area

	
 

	
42

	
Trouble Calls Addressed
 from Employee’s Home

	
 

	
61

	
Union Access to Employer’s
 Premises

	
 

	
7

	
Union As Sole Bargaining
 Agent

	
 

	
3

	
Union Bulletin Boards

	
 

	
7

	
Union Shop

	
 

	
3

	
Union Signatory Clause

	
 

	
8

	
Use of Leave Without Pay

	
 

	
30

	
Vacancies

	
 

	
15, 17

	
Voting Time

	
 

	
28

	
Wage Rates and
 Classifications

	
 

	
83

	
Wages

	
 

	
89

	
Warranty Work

	
 

	
8

	
Work Location 

	
 

	
38

	
Work Related Injuries

	
 

	
29

	
Workday and Workweek

	
 

	
34

	
Workday and Workweek - Cooper Lake

	
 

	
56

	
Workday and Workweek - Dispatch

	
 

	
57

	
Workday and Workweek - Electronics Technicians

	
 

	
58

	
Workday and Workweek - Information Services

	
 

	
60

	
Workday and Workweek - Seven Day Schedule

	
 

	
52

	
Workday-Workweek

	
 

	
60

	
Worker’s Compensation

	
 

	
30

	
Working from
 Home

	
 

	
61

- 97 -Exhibit 10.61

	
 

	
AGREEMENT COVERING TERMS AND CONDITIONS OF 

	
EMPLOYMENT

	
 

	
OUTSIDE PLANT PERSONNEL

	
 

	
Between

	
 

	
CHUGACH ELECTRIC ASSOCIATION, INC. 

	
Anchorage, Alaska

	
 

	
and

	
 

	
LOCAL NO. 1547

	
INTERNATIONAL BROTHERHOOD OF 

	
ELECTRICAL WORKERS, 

	
AFL-CIO 

	
Anchorage, Alaska

	
 

	
Expires 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

	
 

	
3

	
 

	
 

	
 

	
 

	
ARTICLE 2

	
 

	
 

	
3

	
 

	
 

	
 

	
 

	
EMPLOYER-UNION
 RELATIONS

	
 

	
3

	
Section 2.1

	
Legal Status of the
Parties

	
 

	
3

	
Section 2.2

	
Union as Sole Bargaining
Agent

	
 

	
3

	
Section 2.3

	
Union Shop

	
 

	
3

	
Section 2.4

	
Managerial Prerogatives of the
Employer

	
 

	
3

	
Section 2.5

	
Standards of Work

	
 

	
4

	
Section 2.6

	
Shop Stewards

	
 

	
4

	
Section 2.6A

	
Letter of Intent

	
 

	
5

	
Section 2.7

	
Leave to Accept Union
Office

	
 

	
5

	
Section 2.8

	
Good Standing with the
Union

	
 

	
5

	
Section 2.9

	
Union Bulletin Board

	
 

	
6

	
Section 2.10

	
Union Access to Employer’s
Premises

	
 

	
6

	
Section 2.11

	
Loan of Employees

	
 

	
7

	
Section 2.12

	
Hiring Hall

	
 

	
7

	
 

	
 

	
 

	
 

	
2.12.5

	
Non-Discrimination

	
 

	
8

	
Section 2.13

	
Contracting Out -
 Purpose

	
 

	
8

	
Section 2.13.1

	
Erosion of Work Force

	
 

	
9

	
Section 2.13.2

	
Warranty Work

	
 

	
9

	
Section 2.13.3

	
Union Signatory
Clause

	
 

	
9

	
Section 2.13.4

	
Methods of Dispute
Resolution

	
 

	
10

	
Section 2.14

	
Employee Access to Personnel
Record

	
 

	
11

	
Section 2.15

	
Seminars, Workshops and other
Meetings

	
 

	
11

	
 

	
 

	
 

	
 

	
ARTICLE 3

	
 

	
 

	
12

	
 

	
 

	
 

	
 

	
APPOINTMENT AND
TENURE

	
 

	
12

	
Section 3.1

	
 

	
 

	
12

	
Section 3.1.1

	
NECA-Temporary
Employees

	
 

	
12

	
Section 3.1.2

	
Probationary Employees

	
 

	
12

	
Section 3.1.3

	
Regular Employees

	
 

	
13

	
Section 3.1.4

	
Transfer of Temporary Employees
to Probationary or Regular Status

	
 

	
13

	
Section 3.1.5

	
Temporary Employees

	
 

	
13

	
Section 3.2

	
Service Credit and
Seniority

	
 

	
14

	
3.2.1 

	
Service Credit

	
 

	
14

	
3.2.2 

	
Seniority

	
 

	
14

	
Section
3.3

	
Termination of
Seniority

	
 

	
14

	
Section
3.4

	
Vacancies

	
 

	
15

	
3.4.1

	
Job Posting

	
 

	
15

i

	
 

	
 

	
 

	
 

	
3.4.2

	
Job
 Bidding

	
 

	
15

	
3.4.4

	
Job
 Award

	
 

	
16

	
3.4.5

	
Assigned
 Positions

	
 

	
17

	
Section
3.5

	
Reduction-in-Force

	
 

	
17

	
 

	
 

	
 

	
 

	
ARTICLE 4

	
 

	
 

	
18

	
 

	
 

	
 

	
ANNUAL
 LEAVE AND HOLIDAYS

	
 

	
18

	
Section
4.1

	
Annual
Leave

	
 

	
18

	
Section
4.2

	
Scheduling of
Leave

	
 

	
18

	
4.2.3

	
Emergency
 Leave

	
 

	
19

	
4.2.3.1

	
Bereavement
Leave

	
 

	
19

	
Section
4.3

	
Leave Without
Pay

	
 

	
20

	
4.3.1

	
Use
 of Leave Without Pay

	
 

	
20

	
4.3.2

	
Notification

	
 

	
21

	
Section
4.4

	
Sick or
Disability Leave

	
 

	
21

	
4.4.1

	
Sick
 or Disability Leave

	
 

	
21

	
4.4.2

	
Medical
 Verification

	
 

	
21

	
4.4.3

	
   Substance
 Abuse Treatment Opportunity

	
 

	
22

	
4.4.4

	
   Employee
 Responsibility - Treatment

	
 

	
22

	
4.4.5

	
   Worker’s
 Compensation

	
 

	
22

	
Section
4.5

	
Holidays

	
 

	
23

	
Section
4.6

	
Jury
Duty

	
 

	
24

	
Section
4.7

	
Voting
Time

	
 

	
24

	
Section
4.8

	
Payment in
Addition to Worker’s Compensation

	
 

	
25

	
4.8.1

	
Certification Upon Return
 to Work

	
 

	
25

	
Section
4.9

	
Pregnancy
Leave

	
 

	
25

	
 

	
 

	
 

	
 

	
Section
4.10

	
Military
Leave

	
 

	
26

	
Section
4.11

	
Blood
Bank

	
 

	
26

	
Section
4.12

	
Employee Notice
of Absence

	
 

	
26

	
 

	
 

	
 

	
 

	
ARTICLE 5

	
 

	
 

	
26

	
 

	
 

	
 

	
HOURS OF
 WORK AND COMPENSATION

	
 

	
26

	
Section
5.1

	
Workday and
Workweek

	
 

	
26

	
5.1.2

	
Meals

	
 

	
26

	
5.1.3

	
Workday, Workweek,
 Flexible Workday, Optional Workweek

	
 

	
28

	
5.1.3.1

	
Swing
Shift

	
 

	
29

	
5.1.3.2

	
Mid-Shift

	
 

	
29

	
5.1
3.3

	
Night Shop
Mechanic

	
 

	
29

	
5.1.3.4

	
Tuesday-Saturday and Sunday-Thursday Loop-Wagon

	
 

	
29

	
5.1.3.5

	
Mechanics
Helper

	
 

	
30

	
5.1.3.6

	
Construction
and Maintenance Classifications

	
 

	
30

	
5.1.3.7

	
Night
Warehouseman

	
 

	
30

	
5.1.3.8

	
Flexible
Workday

	
 

	
30

	
Section
5.2

	
Compensation

	
 

	
30

	
5.2.1

	
Regular

	
 

	
30

	
5.2.2

	
Overtime

	
 

	
30

	
5.2.3

	
Holiday Compensation

	
 

	
31

	
5.2.4

	
Compensation During or in
 Lieu of Annual Leave

	
 

	
31

	
5.2.5

	
Call-Out Pay

	
 

	
32

	
5.2.6

	
Call-In Pay

	
 

	
32

	
5.2.7

	
Per Diem

	
 

	
32

	
5.2.8

	
Relief

	
 

	
32

ii

	
 

	
 

	
 

	
 

	
5.2.9

	
Notice for Out of Town
 work

	
 

	
33

	
Section 5.3

	
Compensation of Employee Working
in Higher Classification

	
 

	
33

	
Section 5.4

	
Temporary Transfer to Lower
Classification

	
 

	
33

	
Section 5.5

	
Air Travel

	
 

	
34

	
5.5.1

	
No Flying Roster

	
 

	
34

	
5.5.2

	
Aircraft

	
 

	
34

	
Section 5.6

	
Pay Period and Payday

	
 

	
34

	
5.6.1

	
Wage Discrepancies

	
 

	
34

	
Section 5.7

	
Pay on Termination

	
 

	
34

	
Section 5.8

	
Statutory Employee
Benefits

	
 

	
35

	
Section 5.9

	
Longevity

	
 

	
35

	
Section 5.10

	
Moving Expenses

	
 

	
35

	
Section 5.11

	
Pyramiding of
Overtime

	
 

	
35

	
Section 5.12

	
Hot-Stick Work

	
 

	
35

	
Section 5.13

	
High Work

	
 

	
36

	
Section 5.14

	
Licensing and
Certifications

	
 

	
36

	
 

	
 

	
 

	
 

	
ARTICLE 6

	
 

	
 

	
36

	
 

	
 

	
 

	
 

	
APPRENTICES

	
 

	
 

	
36

	
Section 6.0

	
 

	
 

	
36

	
Section 6.1

	
Apprentices

	
 

	
36

	
6.1.1

	
Ratios

	
 

	
36

	
Section 6.2

	
Duties of Apprentice
Lineman

	
 

	
38

	
Section 6.3

	
 

	
 

	
39

	
Section 6.4

	
Apprentice
Contributions

	
 

	
39

	
 

	
 

	
 

	
 

	
ARTICLE 7

	
 

	
 

	
39

	
 

	
 

	
 

	
 

	
ORGANIZATIONAL
 OF THE EMPLOYER

	
 

	
39

	
Section 7.1

	
Organization of
Employer

	
 

	
39

	
Section 7.2

	
Delegation of
Authority

	
 

	
39

	
Section 7.3

	
Personnel Evaluations
Reports

	
 

	
39

	
 

	
 

	
 

	
 

	
ARTICLE 8

	
 

	
 

	
39

	
 

	
 

	
 

	
 

	
SAFETY

	
 

	
 

	
39

	
Section 8.1

	
State Safety Codes

	
 

	
40

	
Section 8.2

	
Dangerous or Hazardous
Work

	
 

	
40

	
Section 8.3

	
Helicopters

	
 

	
40

	
Section 8.4

	
Safety Training

	
 

	
41

	
Section 8.5

	
First Aid Certificates

	
 

	
42

	
Section 8.6

	
Physical Examination

	
 

	
42

	
Section 8.7

	
Emergency and First Aid
Equipment

	
 

	
42

	
Section 8.8

	
Heated Man-Hauls

	
 

	
43

	
Section 8.9

	
Oversized Items

	
 

	
43

	
Section 8.10

	
For Cause Drug
Testing

	
 

	
43

	
Section 8.11

	
Random Drug Testing

	
 

	
47

	
 

	
 

	
 

	
 

	
ARTICLE 9

	
 

	
 

	
47

	
 

	
 

	
 

	
 

	
DISCIPLINE

	
 

	
 

	
47

	
Section 9.1

	
Misuse of the Employer’s
Property and Time

	
 

	
47

iii

	
 

	
 

	
 

	
 

	
 

	
Section 9.2

	
 

	
Compliance with Rules and
 Regulations

	
 

	
48

	
Section 9.3

	
 

	
Performance of Work

	
 

	
48

	
Section 9.4

	
 

	
Consumption of
 Drugs/Alcohol

	
 

	
48

	
Section 9.5

	
 

	
Discharge

	
 

	
48

	
Section 9.6

	
 

	
Progressive Discipline

	
 

	
48

	
Section 9.7

	
 

	
Statement of Intent
 Regarding Progressive Discipline

	
 

	
49

	
 

	
 

	
 

	
 

	
 

	
ARTICLE
 10

	
 

	
 

	
 

	
49

	
 

	
 

	
 

	
GRIEVANCE
 PROCEDURE

	
 

	
49

	
Section 10.1

	
 

	
Policy on Grievances

	
 

	
49

	
Section 10.2

	
 

	
Grievance

	
 

	
49

	
Section 10.3

	
 

	
Grievance Procedure

	
 

	
49

	
Section 10.4

	
 

	
Arbitration

	
 

	
51

	
 

	
 

	
 

	
 

	
 

	
ARTICLE
 11

	
 

	
 

	
 

	
52

	
 

	
 

	
 

	
 

	
 

	
WORKING RULES - OUTSIDE
 PLANT

	
 

	
52

	
Section 11.1

	
 

	
Definitions

	
 

	
52

	
11.1.1

	
 

	
Journeyman

	
 

	
52

	
11.1.2

	
 

	
Foreman

	
 

	
53

	
11.1.3

	
 

	
Maintenance & Operations (M/O) Foreman

	
 

	
53

	
11.1.4

	
 

	
Loop Wagon Leadman

	
 

	
53

	
11.1.5

	
 

	
Cable Splicer Foreman

	
 

	
53

	
11.1.6

	
 

	
Cable Splicer

	
 

	
53

	
11.1.7

	
 

	
Cable Splicer’s Helper

	
 

	
53

	
11.1.8

	
 

	
Swing and Mid-Shift Lineman

	
 

	
53

	
11.1.9

	
 

	
Locator Lineman

	
 

	
54

	
11.1.10

	
 

	
Equipment Operator

	
 

	
54

	
11.1.11

	
 

	
Field/Wiring Inspector

	
 

	
54

	
11.1.12

	
 

	
Senior Shop Mechanic

	
 

	
54

	
11.1.13

	
 

	
Shop Mechanic

	
 

	
54

	
11.1.14

	
 

	
Night Shop Mechanic

	
 

	
54

	
11.1.15

	
 

	
Mechanics Helper

	
 

	
54

	
11.1.16

	
 

	
Night Warehouseman

	
 

	
55

	
11.1.17

	
 

	
Connects and Disconnects
 Lineman

	
 

	
55

	
11.1.18

	
 

	
Relay/Control Wiring
 Technicians, Substation Technicians and Lineman

	
 

	
55

	
11.1.19

	
 

	
Line Patrol Foreman

	
 

	
55

	
Section 11.2

	
 

	
Equipment

	
 

	
55

	
11.2.1

	
 

	
Coveralls and Jackets

	
 

	
55

	
11.2.2

	
 

	
Identification Clothing

	
 

	
55

	
11.2.3

	
 

	
Meter Reader

	
 

	
56

	
11.2.4

	
 

	
Mechanics Tool Allowance

	
 

	
56

	
11.2.5

	
 

	
Cleaning

	
 

	
56

	
11.2.6

	
 

	
Clothing Allowance

	
 

	
56

	
Section 11.3

	
 

	
Construction

	
 

	
56

	
11.3.1

	
 

	
Pole Handling

	
 

	
57

	
11.3.2

	
 

	
Handling and Distribution

	
 

	
57

	
11.3.3

	
 

	
Trenching

	
 

	
57

	
11.3.4

	
 

	
Transportation of
 Electrical Equipment

	
 

	
57

	
11.3.5

	
 

	
One Man Crew

	
 

	
57

	
Section 11.4

	
 

	
Call-Outs and
Switching

	
 

	
58

	
11.4.1

	
 

	
Switching

	
 

	
59

	
Section 11.5

	
 

	
Line
Patrol

	
 

	
59

iv

	
 

	
 

	
 

	
 

	
Section 11.6

	
Mechanical
Digging Equipment

	
 

	
59

	
Section 11.7

	
Shop
Work

	
 

	
59

	
Section 11.8

	
High
Potting

	
 

	
60

	
Section 11.9

	
Inclement
Weather

	
 

	
60

	
Section 11.10

	
Accommodations

	
 

	
60

	
Section 11.11

	
Substation,
Meter and Relay Department Crew Structure

	
 

	
60

	
Section 11.12

	
Show-up
Shop

	
 

	
60

	
Section 11.13

	
Picket
Line

	
 

	
61

	
Section 11.14

	
Tree
Trimming

	
 

	
61

	
Section 11.15

	
 

	
 

	
61

	
Section 11.16

	
New
Technology

	
 

	
62

	
 

	
 

	
 

	
 

	
ARTICLE
 12

	
 

	
 

	
62

	
 

	
 

	
 

	
MISCELLANEOUS

	
 

	
62

	
Section
12.1

	
Emergencies

	
 

	
62

	
Section
12.2

	
Communications
and Notices

	
 

	
62

	
Section
12.3

	
Savings
Clause

	
 

	
62

	
Section
12.4

	
Identification
Cards

	
 

	
63

	
 

	
 

	
 

	
 

	
ARTICLE
 13

	
 

	
 

	
63

	
 

	
 

	
 

	
 

	
HEALTH,
 WELFARE AND PENSION PLANS

	
 

	
63

	
Section
13.1

	
Health, Welfare
and Life Insurance Plan

	
 

	
63

	
Section
13.2

	
Pension
Plan

	
 

	
64

	
13.2.1

	
Pension Reallocation

	
 

	
65

	
Section
13.3

	
Alaska
Electrical Legal Fund

	
 

	
65

	
Section
13.4

	
Political
Action Committee Fund

	
 

	
65

	
 

	
 

	
 

	
 

	
ARTICLE
 14

	
 

	
 

	
66

	
 

	
 

	
 

	
 

	
GENERAL
 PROVISIONS

	
 

	
66

	
Section 14.1

	
 

	
 

	
66

	
Section 14.2

	
Assignability

	
 

	
66

	
Section 14.3

	
 

	
 

	
66

	
 

	
 

	
 

	
 

	
ARTICLE
 15

	
 

	
 

	
66

	
 

	
 

	
 

	
 

	
LABOR - MANAGEMENT COMMITTEE

	
 

	
66

	
Section
15.1

	
Labor
Management Committee

	
 

	
66

	
Section
15.2

	
Job
Classifications

	
 

	
66

	
Section
15.3

	
Classification
Committee

	
 

	
67

	
15.3.1

	
Classification Committee
 Procedure

	
 

	
67

	
 

	
 

	
 

	
 

	
SIGNATURE
 PAGE

	
 

	
70

	
 

	
 

	
 

	
 

	
APPENDIX
 A

	
 

	
71

v

AGREEMENT COVERING
TERMS AND CONDITIONS OF EMPLOYMENT

OUTSIDE PLANT PERSONNEL 

BETWEEN

	
 

	
 

	
 

	
 

	
 

	
CHUGACH ELECTRIC

	
 

	
AND

	
 

	
LOCAL UNION NO. 1547

	
ASSOCIATION, INC.

	
 

	
 

	
 

	
INTERNATIONAL

	
Anchorage, Alaska

	
 

	
 

	
 

	
BROTHERHOOD OF

	
 

	
 

	
 

	
 

	
ELECTRICAL WORKERS

	
 

	
 

	
 

	
 

	
AFL-CIO

	
 

	
 

	
 

	
 

	
Anchorage,
 Alaska

PREAMBLE

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 NO. 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 adjustment of all disputes and
grievances.

1

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 customer. 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.

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 at 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 will 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 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.

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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 the Employer must comply with federal,
state, and local laws and regulations applicable to Employer. The Employer recognizes that Local Union No.
1547 is affiliated with the International
Brotherhood of Electrical Workers.

Section
2.2      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
2.3      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 an employee is not in arrears to the Union for
current dues, assessments or fees, including initiation fees.

Section
2.4      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

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facilities,
supplies, equipment, and other property of the Employer; and (7) to introduce new or
improved methods of operation or facilities.

Section
2.5      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
2.6      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 General Manager
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 General Manager of the
Employer, or of the General Manager’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 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 General Manager of the Employer and the Business
Manager of the Union have completed an

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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 General Manager for the 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.

Section
2.6A      Letter of Intent

The Employer may require
the shop steward to record time spent on union business during working
hours on the steward’s time card.

Section
2.7      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
2.8      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 No. 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

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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 General Manager 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 2.3. 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 2.9
     Union Bulletin Board 

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 2.10
     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 Manager of
Employee Relations, or the Manager’s 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 General
Manager or the General Manager’s designated representative.

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Section 2.11      Loan of
Employees 

The Employer will not lend the
services of an employee covered hereunder, or cause such services to be lent,
except that to meet an emergency situation the Employer may lend employees’
services to any other electrical utility.

An employee shall be considered
loaned when one or more of the following criteria is met:

	
 

	
 

	
 

	
 

	
(a)

	
The employees supervision for
 services in question is transferred to another electric utility.

	
 

	
 

	
 

	
 

	
(b)

	
The work is performed on the
 premises and for the sole benefit of another
 electric utility.

The Union recognizes that
Employer lease-operates facilities owned by other electrical utilities
and that the performance of services with regard to those facilities by the Employer’s personnel does not
entail the loan of employees as contemplated
herein.

In the event that the loan of
employees becomes justified under the conditions heretofore described, the
Employer will notify the Business Manager or other authorized representative of the Union as soon
thereafter as practicable and in any
event no later than the beginning of the next regular workday. The employees will be covered under the terms of this
Agreement while on loan.

Section 2.12
     Hiring Hall

All employees to perform
services covered by this Agreement shall be secured through the offices of the Union, subject,
however, to the following:

          2.12.1

The Employer shall notify the
Union of possible vacancies, which the Employer intends to fill from the
applicants for employment.

          2.12.2

The Union shall refer applicants
for jobs, provided that the selection of applicants for referral shall be on a
nondiscriminatory basis and shall not be based upon, or in any way affected by Union membership, bylaws,
rules, regulations, constitutional
provisions or any other aspect or observance of Union membership,
policies or requirements.

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          2.12.3 

The Employer shall have the
right to reject any job applicant referred by the Union. If the Employer rejects an applicant, the
Employer shall immediately notify the
Union in writing by noting same on the introductory form presented by the
applicant.

          2.12.4

If the Union does not refer
qualified job applicants, within two (2) working days after receipt of notice, who shall be acceptable
to the Employer for filling the existing
vacancies, the Employer shall be free to recruit employees from other sources.

          2.12.5     Non-Discrimination

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

          2.12.6 

The term “he” wherever used in
this Agreement shall also mean “she”.

Section 2.13
     Contracting Out - Purpose

It is understood and agreed that
the function of Sections 2.13.1-4 are 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.

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          Section
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.

          Section
2.13.2      Warranty Work

The Employer may without penalty
contract out work involving the installation, troubleshooting and/or repair of equipment 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.

          Section
2.13.3      Union Signatory Clause

          
(a)     In order to preserve work traditionally performed
by bargaining unit members, the
Employer shall require that contractors for new construction involving any electrical work normally performed
by employees covered by the Outside Agreement which is to be done at the
site of construction of transmission lines,
distribution lines, substations, SCADA systems, and inside wiring, become signatory to a current collective bargaining
agreement with International Brotherhood of Electrical Workers Local
1547 if they are the successful bidder on a
project. This requirement shall become applicable once a bid is awarded. Contractors or subcontractors need not be
signatory to such agreement in order to
bid on the project. Bidding is open to any contractor. In order to comply with this section, contractors not already signatory to
a collective bargaining agreement
with IBEW may either become signatory or they may execute an agreement with the IBEW to comply with the same
terms and conditions set forth in the
most current applicable agreement between IBEW Local 1547 and the Alaska Chapter National Electrical Contractors
Association, Inc., which agreement is limited to the scope of the work
and duration of the project. The IBEW and any
successful bidder shall promptly enter into an agreement as necessary to
comply with this section.

           (b)
     This signatory provision will be interpreted and
applied in good faith by both parties.
The Employer shall not design a project, draw up job specifications or
engage in any other practices for the purpose of intentionally

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taking itself outside the scope
of the lawful application of the construction industry proviso in 29 USC 158(e).

           (c)

                     
(1)      Work
intended to maintain and operate existing facilities, or equipment at their original location, capacity and
intended use (including maintenance
clearing and trimming) is maintenance and operations, not new construction, and is covered by all the
above-referenced provisions except the signatory
clause set forth at Section 2.13.3(a). All subcontracting of maintenance and
operation work normally performed by employees covered by this Agreement shall be compensated at the current
prevailing rate of wages and fringe
benefits as determined from time to time by the Alaska Department of Labor pursuant to Title 36.

                     
(2)
     Right-of-way clearing is exempt from the union
signatory clause either when it does
not constitute construction activity or when it has not normally and traditionally been performed by the
bargaining unit.

                     
(3)
     Contracts for construction work, including the
nonelectrical alteration, painting or
repair of buildings, will not be covered by the Union signatory clause when such work is not normally
performed by members of the bargaining
unit.

           (d)
     It is mutually agreed that “inside wiring” shall
be defined as work necessary to the installation and construction of
electrical facilities within Association
buildings and structures or associated electrical work on the load side of the Association’s meter subject to the
National Electrical Code. It is understood
that this definition will not conflict with or limit work performed by classifications covered under the Outside or
Generation Agreements.

          Section
2.13.4      Methods of Dispute Resolution

The parties shall not enforce
Sections 2.13.1-3 of this Agreement by means of slowdown, picketing,
strikes or lockouts. In order to avoid unnecessary disputes over 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 2.13.1-3. Before the Employer may award any contract for subcontract
(including task order contracts and unit price contracts) or assign any work covered by Sections 2.13.1-3 (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

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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 contacts, individual jobs issued under a unit price
contract, contracts, or subcontract in an 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 Employee Relations
Department at any reasonable time in the presence of the Manager of Employee
Relations or designated representative of the Employee Relations 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 Employee
Relations Department will be secured (locked) and will be accessible only to
designated employees in the Employee Relations
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     Seminars, Workshops and other Meetings 

The
Employer recognizes the value of sending representatives to workshops or seminars
which are for fostering better labor relations between the parties. In the
interest of promoting better labor management relations, when the Employer determines it is beneficial to have
representation from the bargaining unit attend such seminars or workshops, the Employer will pay for the associated
expenses.

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ARTICLE
3
APPOINTMENT
AND TENURE

Section 3.1

All
employees hereunder are designated as either NECA-Temporary, Probationary, Regular, or Temporary. The term NECA
refers to the Inside-Outside IBEW Alaska Electrical Construction
Agreement, as amended.

          Section
3.1.1     NECA-Temporary Employees

Journeyman linemen and
Wiremen and other classifications as set forth in the IBEW-NECA Agreement may be employed as NECA-Temps for a period not to exceed
six (6) months of continuous employment.
Such employees shall be subject to
this Agreement as to hours of work and applicable working rules only. In addition, NECA-Temporary employees shall receive
the wage rates as set forth in the
IBEW Inside-Outside Alaska Electrical Construction Agreement, as amended.
The Employer shall pay for the NECA-Temp employee’s account, the health and welfare benefits, retirement benefits
and group legal benefits as specified
in said IBEW-NECA Agreement. NECA-Temporary employees shall not accrue seniority, service credits, holiday pay,
annual leave, jury duty, worker’s compensation supplement or longevity.
NECA-Temporary employees shall be compensated at two (2) times the appropriate
straight time rate for time worked on holidays as defined in Section 4.5.

When it becomes necessary
for a NECA-Temporary Journeyman lineman to assume the position of leadman, they
shall receive 104% of the applicable wage rate. When a NECA-Temporary
Journeyman lineman is assigned to the swing shift
loop wagon, they shall receive 115% of the applicable wage rate for all hours
worked while assigned to the swing shift loop wagon. When a NECA-Temporary Journeyman is assigned to the mid-shift
loop wagon they shall receive 125%
of the applicable wage rate for all hours worked while assigned to the
mid-shift loop wagon. Assignment of a NECA-Temporary employee to a regular position shall not cause the employee to be
treated as either a probationary or
regular employee unless employer affirmatively indicates in writing that it is Employer’s intent and desire to
change the employee’s status from
that of a NECA-Temporary to either a probationary or regular employee.

          Section
3.1.2     Probationary Employees

A
probationary employee is one who has been hired by the Employer for regular employment, but who has less than ninety (90)
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

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probationary
employment, the newly hired employee may be laid off or discharged by the Employer, and such actions shall
not be subject, to the provisions of
Article 10 herein. All employees hired to fill a regular job shall accrue service credits and seniority during such
probationary period. This time may be extended by mutual agreement
between Management and Union.

Probationary
period for newly hired Relay/Control Wiring Technicians, Substation Technicians, Substation Lineman and Substation
Lineman trainee is six (6) months and
during this period of probationary employment, these employees may be laid off or discharged by the Employer and
such actions shall not be subject to
the provisions of Article 10 herein.

The
rights of regular employees who bid to a different position and who do not successfully complete the probationary period in
the bid position shall be as specified elsewhere in this Agreement.

          Section
3.1.3     Regular Employees

A regular employee is one
who has been designated by the Employer in writing as being a regular employee
and who has served the Employer continuously for ninety (90) days subject to
any exceptions related to the probationary period as provided for in this agreement.

          Section
3.1.4     Transfer of Temporary Employees to
Probationary or Regular
Status

Any employee hired as a
NECA-Temporary or Temporary may be awarded or transferred to
Probationary or Regular status by the Employer. Any such change in status will be in writing. If the employee, on
the date of accepting the award or transfer,
has not been employed for ninety (90) days, the employee will be transferred to probationary status and the time accrued
from the employee’s temporary hire date will be considered part of the
probationary time period.

          Section
3.1.5     Temporary Employees

A temporary employee is an
individual employed in a non-journeyman position to meet occasional workload or an employee’s absence
from a position for cross training,
disability or leave. This individual may be employed for a period not to exceed nine months. This nine month limit may be
extended by mutual consent of the
Union and the Employer.

The intent of this section is not to reduce the number
of regular positions by the hiring of
temporary employees.

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Temporary employees will be
subject to this Agreement only as to hours of work, rates of pay, holiday pay,
annual leave, health and welfare benefits, pension, and applicable working
rules.

Such employees dispatched on a
short call (14 calendar days or less) shall not be eligible for floating holidays or birthday holidays.

Section 3.2     Service
Credit and Seniority

          3.2.1     Service Credit

For the purpose of this
Agreement service credit is the actual amount of time for which a probationary
or regular employee receives compensation for full-time employment with
the Employer, to which is added the actual time the employee is on authorized leave without pay, except as
provided in Section 2.7 herein.

          3.2.2     Seniority

Except as provided in Section
3.3.1, 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
lowest dispatch number 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.

Section 3.3     Termination
of Seniority

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

          3.3.1

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

          3.3.2.

When the employee resigns.

          3.3.3

When the employee is discharged for just cause.

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Section
3.4     Vacancies

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

          3.4.1     Job
Posting

Any job or position covered by
this Agreement which has been vacated and is to be filled, or any job that is being created, shall be posted. Posting
shall state details and
qualifications applicable to the job or positions. The Employer will re-post Vacancy Positions in-house every twelve (12)
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.

          3.4.2     Job Bidding

For the purpose of providing
every regular employee covered by this Agreement with an opportunity to bid on posted vacancies, the Employer will make a
reasonable effort to notify all such
employees, including those on annual leave, of posted vacancies provided that the employee on annual leave has left
an address or phone number where the
employee can be contacted and further provided
that the employee has previously notified the Manager of Employee Relations,
the employee’s supervisor or the Shop Steward in writing that the employee
desires to be notified of any posted vacancies. Any regular employee covered by this Agreement, may, within five (5)
working days from the date of job posting,
present in writing (or verbally if out of town) to the Employer Relations Department, the employee’s immediate supervisor or
the shop steward, the employee’s
request to bid. Such request will include all data required by the posting.

Except as provided in 3.4.3,
temporary positions or reassignments are not biddable but may be posted so that employees may indicate their
interest for consideration. Regular employees may be assigned to
temporary jobs for cross-training provided
the employee signifies an interest in that particular assignment. Periods of such reassignment may be up to sixty
(60) calendar days. The 60-day limit
may be exceeded by mutual consent of the Union and the Employer. Temporary
promotions shall be on a twenty-four (24) hour basis.

Unless mutually agreed, employees are limited to one successful bid
during any twelve (12) month period. This
restriction will not prevent an employee from

15

bidding a promotional opportunity
except that employees awarded a Kenai Peninsula operations position will
work in this position a minimum of twelve (12) months and will not bid on any other position during this time. The
bidding restrictions in this section do not affect bidding opportunities
to bid as set forth in 3.4.3.

          3.4.3

Certain temporary positions which are highly
desirable because of the potential they provide for overtime or increased wage
rates may be subject to the bid procedure. Any regular employee who
successfully bids on such temporary job will, upon completion of said
job, return to work as assigned by Employer and not to a biddable position which he may have held prior to his successful
bid for the above-mentioned temporary
position.

          3.4.4          Job
Award

Within five (5) calendar days after the closing
date of the bids, the bid will be considered and the job awarded. Bid pay to
start at the time of the bid award providing the employee is available
to assume the position on that date and shall continue until bid position is
canceled. (Positions covered by 3.4.3 are not included).

All bids will first be reviewed
for validity of qualifications by a Bid Committee, composed of two (2) representatives from the
bargaining unit selected by the Shop Steward and two (2) from the Employer
selected by the Employer. All qualified
bids will then be considered by the Bid Committee without discrimination of
any kind to determine who is most qualified to perform the work.

The Bid Committee must consider
the following factors equally: ability to meet the posted
qualifications, merit, fitness and 3 years past performance. The Bid Committee may require written, oral and
demonstrative evaluation of qualifications.
These evaluations will be mutually agreed by the Bid Committee and will be based upon the appropriate position
description. In addition, the Bid Committee may request interviews with
bidder(s) and/or managers. Where bidders are equal in qualifications, seniority
shall prevail.

Within three (3) working days
the Executive Manager or designee will, in the absence of overriding
circumstances, accept the recommendations of the Bid Committee. If the
Executive Manager or designee does not accept the recommendation of the Bid Committee, he or she shall inform the Bid
Committee of the reasons in writing.
In the event of a tie Bid Committee the Bid Committee

16

will reconvene with the
Executive Manager or his designee as a voting member of the committee. Neither the Executive Manager
nor his designee will have been a
member of the original Bid Committee. The Bid Committee will reconvene,
re-evaluate the bidders and render a decision. Should an employee believe that
they are passed over without justification the employee may file a grievance and
follow the procedures in Article X.

Regular employees awarded a bid to a higher
classification (except jobs under 3.4.3)
will undergo up to a sixty (60) day probationary period. Any employee who successfully bids and fails the probationary
period shall return to a position assigned by the Employer within the
classifications listed in Article 3 Section 3.5.2
in which the employee occupied prior to the failed bid.

A bid form will be available so that when a person
bids a job, the employee may clearly indicate
the employee’s qualifications in terms of the qualifications required.

          3.4.5          Assigned
Positions

Classifications covered by this Agreement, which
are assigned positions, shall be posted
on the Operations bulletin board so that employees may indicate their interest
for consideration as openings occur.

Section 3.5
          Reduction-in-Force

          3.5.1

When a reduction-in-force for regular employees is
necessary, company seniority by job
classification as described below shall prevail regarding such layoffs. Classifications
are as follows:

	
 

	
 

	
 

	
(a) Any position
  requiring journeyman lineman as a prerequisite;

	
 

	
(b) Control Wiring/Relay Technicians;

	
 

	
(c) Warehouse Department;

	
 

	
(d) Mechanics;

	
 

	
(e) Meter Readers;

	
 

	
(f) Construction and Maintenance;

17

	
 

	
 

	
 

	
(g) Utility Aborist;

	
 

	
(h) Substation Technicians

When a reduction-in-force for
NECA-Temporary employees is necessary, layoffs will be in reverse book
order and reverse layoff within book according to hire date. Apprentices will
be characterized as NECA-Temporary employees for all purposes except lay-off. As long as the number of apprentices is within
the ratios listed in Section 6.1, the
Employer may lay-off NECA-Temporary employees before apprentices.

In the event new classifications
are created, the Union and the Employer will develop a letter of
understanding to cover reduction-in-force.

ARTICLE 4 

ANNUAL 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 Executive Manager, 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 will be shown on each
paycheck.

Section 4.2
          Scheduling of Leave

Annual leave will be scheduled in advance as follows:

18

          4.2.1

Annual leave which has been requested on or before March 1 for the
following twelve (12) months, or as agreed
between the parties hereto, will be approved or disapproved, dependent
upon the manpower requirements of the Employer. All annual leave will be
approved pursuant to consideration of seniority. Approved annual leave shall be granted at the time
scheduled. Written approval or disapproval
of said leave shall be made within ten (10) days after March 1. Requests
which have been disapproved will be granted as soon thereafter’as practicable
or as agreed by the Union and Employer. Both the Union and the Employer agree that both parties shall take all
reasonable action to accommodate for
the employee’s absence.

          4.2.2

When an employee requests extended leave to 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.

          4.2.2.1

If the Employer makes a documented accommodation
for an employee’s absence, the employee may not, without the Employer’s
permission, cancel the employee’s annual leave within ten (10) days of the
scheduled date of the approved annual leave
unless the cancellation is due to documented circumstances beyond the
employee’s control.

          4.2.3          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 4.3 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.

          4.2.3.1
          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

19

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 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 the employee’s spouse: child (including foster child and step-child), spouse, sister, brother, parents (including
foster parents and step-parents), and
grandparents.

          4.2.4

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 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 operation 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.

Section 4.3
          Leave Without Pay

               4.3.1          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)
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

20

unapproved
leave without pay in that calendar year. The employee’s pro rata share will be paid by payroll
deduction. 

          4.3.2     
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 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
4.4      Sick or Disability Leave 

          4.4.1     
Sick or Disability Leave 

When illness
or 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 (1) and two (2) years caps on leave without pay noted above
shall be calculated on a cumulative basis using a rolling five (5) year period.

          4.4.2     
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 received 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. 

21

          4.4.3
     Substance Abuse Treatment Opportunity 

Employees
suffering from alcoholism or drug abuse will receive the same consideration
that is extended to employees having any other illness. 

          4.4.4     
Employee Responsibility - 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. 

          4.4.5     
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. 

          4.4.6

Pension Contributions on Worker’s Compensation Pay 

Pension
Contributions shall be made on a regular employee’s behalf up to a maximum of
forty (40) hours of compensation per week for each week the employee receives
supplemental payments in addition to workers compensation pursuant to Section
4.8, with contributions capped at maximum of twenty-six weeks. 

22

Section 4.5
     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)

	
Three
 Floating Holidays

	
 

	
 

          4.5.1

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. 

          4.5.2

In
consideration of this Agreement, 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. 

In
consideration of the Tuesday through Saturday shift the following will apply: 

When a
recognized holiday falls on a Monday, it will be observed on the following
Tuesday; when a recognized holiday falls on a Sunday, it will be observed on
the preceding Saturday. If Christmas or New Year’s falls on Sunday, 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 Monday, it will be observed on
the preceding Saturday. 

In
consideration of the Sunday through Thursday shift, the following will apply: 

23

When a recognized holiday falls on a Saturday, it
will be observed on the following Sunday; when a recognized holiday falls on a
Friday, it will be observed on the preceding Thursday. If Christmas or New
Year’s falls on Friday, it will be observed on Thursday, and Christmas Eve or
New Year’s Eve will be observed on Wednesday. When Christmas Eve or New Year’s
Eve falls on a Saturday, it will be observed on the preceding Thursday. 

          4.5.3

The floating
holidays 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 Day (third Monday in January) will be allowed to do so provided Employer
can maintain essential operations. 

Section
4.6      Jury Duty 

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. 

Section
4.7      Voting Time 

An employee
desiring to vote in a federal, state, or municipal election may do so, provided
the employee is eligible to vote in that 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 

24

end of their
schedule workday will be given one (1) full hour. Absence from work for voting time shall be
charged against annual leave. 

Section
4.8      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. 

          4.8.1     
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
4.9      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. 

In the event state or federal
law does not require that an employee who becomes the parent of either a
new-born or adopted child receive at least eight weeks of leave, the following
provision shall become a part of the collective bargaining agreements with the
Outside, Generation, and Office and Engineering bargaining units: 

25

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 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
4.10      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
4.11      Blood Bank 

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. 

Section
4.12      Employee 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 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. 

ARTICLE 5 

HOURS OF WORK AND COMPENSATION

Section
5.1      Workday and Workweek 

The normal
work day and work week shall consist of five (5) consecutive eight (8) hour
days, 8:00 a.m. to 4:30 p.m., Monday through Friday. 

          5.1
..1 

Employees
shall be allowed sufficient opportunity before quitting time to put away tools
and equipment. Only actual time required shall be taken for this purpose. 

          5.1.2     
Meals 

                    5.1.2.1

26

All employees
shall be granted an unpaid meal period of at least thirty (30) minutes in
duration. The meal period shall begin not more than 1⁄2 hour prior to the
midpoint of the shift nor more than 1 hour following the midpoint of the shift.
The Employer may determine when the meal period will occur within this time
frame. A crew may choose to take an unpaid meal period of one hour; however,
the end of the normal workday shall be extended by one-half (1⁄2) hour. 

If work
continues beyond one hour past the midpoint of the shift without starting the
lunch break, it shall be at double the straight time rate until relieved for
the normal 1/2 hour lunch period up to a maximum of 2 hours at double the
straight time rate. When the delayed lunch period is taken it shall be on the Employer’s
time at the straight time rate. It is intended that the employees will take the
lunch period as close as practical to their scheduled meal period, so long as
the work required to restore outages, to resolve emergencies, or to make
hazardous conditions safe has been completed. 

If the
employee is unable to eat before the end of the employee’s regular scheduled
shift, the employee shall be provided 1⁄2 hour at the straight time rate to eat a
meal. 

                    5.1.2.2

When employees
are reasonably close to their starting location or where a lunch is available,
such as a restaurant, at the lunch time the Employer will allow the use of
Employer’s vehicle to travel to and from lunch provided employees travel on
their own time. 

                    5.1.2.3

In the event
the work location is such that a hot lunch and sanitary conditions are not
reasonably available, the lunch period shall be considered as time worked and
the employee paid at the applicable overtime rate. 

                    5.1.2.4

When sanitary
conditions or a hot lunch are not available, the employees shall be notified
twenty-four (24) hours in advance, if at all possible. 

                    5.1.2.6

Employees
working a straight (8) hour shift with no lunchtime provision will eat on
company time. The meal period shall begin not more than 1⁄2 hour prior to the
midpoint of the shift nor more than 1 hour following the midpoint of the shift.
The Employer may determine when the meal period will occur within this time
frame. 

27

If work
continues beyond one hour past the midpoint of the shift without starting the
lunch break, it shall be at double the straight time rate until relieved for
the normal 1⁄2 hour
lunch period up to a maximum of two (2) hours at double the straight time rate.
When the delayed lunch period is taken it shall be on the Employer’s time at
the straight time rate. It is intended that the employees will take the lunch
period as close as practical to their scheduled meal period, so long as the
work required to restore outages, to resolve emergencies, or to make hazardous
conditions safe has been completed. 

If the
employee is unable to eat before the end of the employee’s regular scheduled
shift, the employee shall be provided 1⁄2 hour at the straight time rate to eat
a meal. 

                    5.1.2.7

When an
employee is required to work two (2) hours or more immediately following his
regularly scheduled shift, or four (4) hours or more after a call-out, he shall
be furnished a meal by the Employer on the Employer’s time at the straight time
rate and every four (4) hours thereafter until relieved. Eating shall be
accomplished as quickly as reasonably possible not exceeding one (1) hour if
returning to work after eating. One-half (1/2) hour shall be permitted also at
straight time if the employee eats after he has finished work, but the employee
shall be permitted to elect to take in lieu of the meal furnished by the
Employer $20.00 and one-half hour at the double time rate. A $30.00 (includes gratuity) ceiling
is established for meals that are eaten. In the interest of safety or to
minimize the duration of an outage, the Employer may require an employee to
delay no more than one meal period. 

                    5.1.2.8

If a call-out
has caused an employee to miss breakfast at home, the Employer will provide
this meal and time to eat it, not to exceed one-half (1/2) hour. 

                    5.1.2.9 

Entitlement to
meal money will be noted on the time card and certified by the appropriate
supervisors and will be paid concurrently with the wages for the same day. 

          5.1.3     
Workday, Workweek, Flexible Workday, Optional Workweek The definitions of
workday, workweek, flexible workday, and optional workweek are provided within
this Agreement. The Union and the Employer may modify 

28

workdays,
workweeks, or optional workweeks by mutual agreement except as provided in
Section 5.1.3.8. The Employer shall give full consideration to an employee’s
child care needs when making assignments to alternate work schedules. 

                    5.1.3.1     
Swing Shift 

A second or
swing shift consisting of eight (8) hours may be established. Normally the
running of service drops will be limited to daylight hours. When running of
services after dark, the residents of the immediate area will be notified prior
to the employees beginning such work. 

The workday
will be from 4:00 p.m. to 12 midnight unless otherwise mutually agreed. 

                    5.1.3.2     
Mid-Shift 

A third or
mid-shift consisting of eight (8) hours may be established. 

The workday
will be from 12 midnight to 8:00 a.m. unless otherwise mutually agreed. 

                    5.1.3.3     
Night Shop Mechanic 

For a night
shop mechanic, as defined in Section 11.1.16 herein, a normal workday will
begin at 4:00 p.m. and end at 12 midnight, Monday through Friday. 

                    5.1.3.4     
Tuesday-Saturday and Sunday-Thursday Loop-Wagon In an effort to provide on-duty
coverage for a seven (7) day per week operation, the Employer may establish an
optional workweek for a loop wagon of Tuesday through Saturday and/or Sunday
through Thursday between the hours of 8:00 a.m. through 4:30 p.m. Employees
working these shifts will be compensated at the appropriate straight time wage
rates for those hours. However, straight time hours worked Saturday by the
Tuesday through Saturday loop wagon will be compensated at 125% of the
appropriate wage rate. Straight time hours worked on Sunday by the Sunday
through Thursday loop wagon will be compensated at 135% of the appropriate wage
rate. This compensation is provided by the Employer to the employee as an
incentive to minimize the scheduling of single days of annual leave on
Saturdays and Sundays. The Employer and these employees will work to minimize
disruption caused by scheduling annual leave on Saturdays and Sundays. Annual
leave taken or overtime pay for Saturdays will not be compensated at the 125%
rate. Annual leave and overtime on Sundays will not be compensated at the 135%
rate. 

29

Assignment to
these optional loop wagon workweeks will be by bid provided that if no
qualified bids are received, the Employer may assign employees on the basis of
reverse seniority order. 

                    5.1.3.5     
Mechanics Helper 

For a
mechanics helper, as defined in Section 11.1.17 herein, a normal workday will
begin at 2:00 p.m. and end at 10:00 p.m., Monday through Friday. 

                    5.1.3.6     
Construction and Maintenance Classifications 

The Employer
may establish a swing shift for the construction and maintenance classification
employees, provided 48-hour notice is given. The swing shift may be 4:00 p.m.
to 12:00 midnight, Monday through Friday. Any change in shifts shall require a
48-hour notice, thereby requiring each shift scheduled to be not less than two
(2) days in duration. This optional shift is to provide flexibility for the
construction and maintenance classification employees. 

                    5.1.3.7     
Night Warehouseman 

For a night
warehouseman as defined in Section 11.1.24 herein, the normal workday will be
from 3:30 p.m. to 11:30 p.m. unless mutually agreed otherwise. 

                    5.1.3.8     
Flexible Workday 

For all
recognized shifts within this Agreement, the Employer may change the start time
by up to one hour before or after the regular start time. The Employer shall
notify the employee(s) by the end of the shift plus one work day before the
required start time (e.g., notice by 4:30 p.m. Tuesday for work on Thursday).
Employees working under this provision shall attend Safety Training sessions in
accordance with Article 8.4. 

Section
5.2      Compensation 

          5.2.1     
Regular 

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

          5.2.2     
Overtime 

All work
performed in excess of eight (8) hours during the first five (5) days of the
employee’s workweek and all work performed on the sixth (6th) and seventh (7th)

30

days of the
employee’s workweek will be compensated at double the applicable straight time
rate. 

          5.2.3     
Holiday Compensation 

When an
employee is required to work on a paid holiday listed in Section 4.5 hereof,
subject to the condition therein stated, he will be paid the appropriate
straight time rate for the eight (8) hours of the holiday and, in addition, he
will receive double the appropriate, straight time rate for all of the time
worked during the holiday. 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. 

          5.2.4     
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 (30) days. 

31

          5.2.5     
CALL-OUT PAY 

An employee
who is required to return to work outside his regular hours of duty will be
paid a minimum of two (2) hours at the applicable overtime rate, or holiday
rate, whichever is appropriate. 

The Employer
need not follow any particular order on the call-out list if to do so would
prolong the situation because of necessary travel time of the employee who would
be normally called out. This call-out exception will apply to employees living
north of Eklutna or south of Bird Creek. 

In the event
an employee accepts a call-out, he shall be considered working and receive the
appropriate wage rate for all hours from the time the call is accepted until
return to show-up, as herein defined. 

Any employee
accepting a call-out must be available to immediately respond and make every
effort to report to the employee’s appropriate show-up as soon as possible. 

          5.2.6     
Call-In Pay 

If an employee
is instructed by his supervisor to report for scheduled work on a day such
employee would not normally be on duty, or on a holiday, and such work is
subsequently cancelled, the employee will be paid a minimum of two (2) hours at
the applicable overtime rate, or at the holiday rate. 

          5.2.7     
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 he shall have
the option of receiving $75.00 per diem in lieu of the Employer furnished meals
and lodging for all days which he may be required by the Employer to remain
away from home. 

          5.2.8     
Relief 

An employee
who has been on duty for four (4) or more hours outside of his normal shift
shall not be required to report for work the following scheduled workday until
he has had a minimum of ten (10) hours of relief. An employee who has been on
duty for two (2) to four (4) hours beyond midnight shall not be required to
report for work the following scheduled workday until he has had a minimum of
eight (8) hours of relief. The employee shall be paid at his applicable rate
for those scheduled hours included in his ten (10) hours of relief. If the
Employer requests the employee to come back to work without the minimum of 

32

ten (10) hours
of relief, the employee shall be compensated at double the straight time rate
until he is relieved. In the interest of safety, the Employer may determine
when an employee is required to rest.

          5.2.9     
Notice for Out of Town Work 

When an
employee is required to be out of town on scheduled work, the employee will be
notified two (2) working days in advance and the work period will be for a
minimum of ten (10) hours a day. If the employee does not receive two (2) days
notice, the employee shall be considered working and receive the appropriate
wage rate for all hours from show up to show up as defined in Section 11.12. 

In the event
of unexpected absence of an employee previously scheduled to work out of town,
a voluntary replacement may substitute and be given a reasonable amount of time
to pack personal items. Hours and compensation will be on same basis as
employee given two (2) days’ notice. 

Section
5.3      Compensation of Employee Working in Higher
Classification 

When an employee is temporarily required to perform work in
another classification for more than thirty (30) minutes in the morning before
lunch, the employee shall be paid the higher rate that either classification
calls for under the contract for a period not less than two (2) hours. If an
employee performs such work in the afternoon for more than thirty (30) minutes,
he shall be paid at the higher rate for not less then two hours. 

          5.3.1

When a swing
shift or midshift Loop Wagon leadman assumes the position of temporary foreman,
he will receive a seven and one-half percent (7.5%) increase in his rate of
pay. When a swing shift or midshift Loop Wagon driver assumes the position of
temporary foreman, he will receive a twelve percent (12%) increase in his rate
of pay. 

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

33

Section
5.5      Air Travel 

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

          5.5.1     
No Flying Roster 

An employee
subject to this Agreement who does not wish to be assigned to work of the
Employer requiring travel by aircraft will signify that wish by signing a “No
Flying Roster” to be maintained by the Employer. The employees whose names
appear on the “No Flying Roster” will not be assigned to work of the Employer
requiring travel by aircraft. Two flying rosters will be maintained, one fixed
wing; the other rotary (helicopters) and any employee will be allowed to change
status once annually. 

          5.5.2     
Aircraft 

All personnel
flights authorized by the Employer will be in twin-engine fixed wing aircraft.
When helicopters are utilized, they will be float equipped. 

Section
5.6      Pay Period and Payday 

The Employer
shall establish a payroll system providing for the payment every Thursday for
the one (1) week pay period ending Wednesday the previous week. If a Thursday
payday falls on a day recognized as a paid holiday by Employer, the last workday
preceding will be payday. Employees subject hereto will be paid on or before
the completion of their scheduled workday. 

          5.6.1     
Wage Discrepancies 

The following
procedures will govern the compensation due an employee when a time sheet has
been completed and approved by the employee’s supervisor. Wages will be paid
consistent with the time sheet and, in the event of a discrepancy, wages will
be paid timely and discrepancies will be handled through the shop steward,
employee, and supervisors involved. Journeyman having time made out by foreman
will approve each daily time sheet. 

Section
5.7      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 

34

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

Section
5.8      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
5.9      Longevity 

Those
employees listed in Appendix A hereof will receive additional compensation at
the rate of one percent (1%) per year, not to exceed ten (10) years of
continuous employment with the Employer, to be computed as follows: On the
first (1st) of the month following the completion of each continuous year of
employment, the rate of compensation of the employee concerned will be
increased by his accumulated percentage (up to ten percent (10%) of his current
wage rate). Base rate equals wage rate plus longevity. Employees hired after
March 9, 1987 shall not receive longevity. 

Section
5.10      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
5.11      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. 

Section
5.12      Hot-Stick Work 

Premium pay
for hot-stick work will be allowed to crews while working with such equipment
on voltages in excess of 5,000 volts. Hot-stick work will not include the
opening and closing of switches, the removal and replacement of fuses, or 

35

the lifting
and replacing of hot-taps when hot-line clamps are used. Hot-stick compensation
will be at fifteen percent (15%) above the applicable hourly rate. 

Section
5.13      High Work 

All lineman
employed on work 70 feet above the ground, or higher, shall be eligible for
high time for all the time they are above 70 feet. High time is defined as one
(1) hour straight time above the applicable hourly rate of pay. A minimum of
two (2) hours high time shall be paid to any employee who qualifies for such
consideration. No high time shall be paid for any such work which is performed
less than 70 feet above the ground. 

Section 5.14      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 have the 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. 

ARTICLE 6 

APPRENTICES

Section 6.0 

Employer
agrees to abide by the Bureau of Apprenticeship Training approved Training
Standards for apprentices. 

Section
6.1      Apprentices 

An apprentice
is an employee who is being trained to qualify as a journeyman in one of the
electrical workers trades covered by this Agreement and who has been properly
indentured by the Alaska Joint Electrical Apprenticeship Trust (AJEATT). All
apprenticeship training will conform to the AJEATT Standards. In recognition of
the nature of such apprenticeship employment, the Employer agrees that: 

          6.1.1     
Ratios 

The ratio of
apprentice to journeyman will not be greater than the following: 

36

Two Man Crew - One Journeyman and One Apprentice 

Street lighting
including street light head and mast installation, repair, replacement and
re-lamping. Substation inspections and fire crew work may be performed by one (1) journeyman and one (1) apprentice or two (2) journeymen and one (1)
apprentice; however, high voltage switching must be done by at least two (2)
journeymen or other qualified employees. When working on secondary voltages of
400 volts or more there must be a minimum of one (1) journeyman and one (1) hot
apprentice. 

Three Man Crew - Two Journeymen and One Apprentice 

Two (2)
journeymen and one (1) apprentice] may install new small underground
distribution line extension construction. When one (1) journeyman is absent
for a day, the remaining journeyman and apprentice may continue to install underground
secondaries. 

Substation Work 

In cases where
there are usually three (3) journeymen, one can be an apprentice. For all other
substation work, the ratio shall be three journeymen to one apprentice. When
one of the three (3) journeymen is absent for a day or less the remaining
journeymen and apprentice can continue to perform the work of the three (3) man
crew provided it can be done safely with fewer than three (3) journeymen. 

Four or Five Man Crew 

The crew
structure shall consist of three (3) journeymen and one (1) hot apprentice or
four (4) journeymen and one (1) hot or cold apprentice. The above crew
structures can perform all aspects pf Transmission and Distribution
Construction and Maintenance. 

Transformer/PCB Shop 

The
transformer shop is generally staffed with two (2) journeymen. When an
apprentice is assigned to the transformer shop for a training opportunity and
one (1) journeyman is absent for a day, the remaining journeyman and apprentice
may continue to work provided the work is confined to the shop for a cold
apprentice. 

37

Section
6.2      Duties of Apprentice Lineman 

The following rules
concerning apprentice lineman’s duties have been adopted by the Alaska
Electrical Joint Apprenticeship Training Trust: 

          6.2.1

During the first year, or
2,000 hours, the apprentice should be restricted to work on the ground only.
The employee will become familiar with the nomenclature of tools and materials
and the use of various tools. The employee will actually work with tools under
the supervision of a journeyman on such work as making up guys, fitting
cross-arms, pulling anchor guys, installing ground rods, tamping poles and
anchors, etc. During this period the employee will be instructed in the proper
techniques of handling wire and other materials that require special handling. 

          6.2.2

During the second year, or
second 2,000 hour period, the employee will commence learning to climb and will
do all phases of line work which do not take the employee into proximity of the
voltages above 480 volts. The employee will work closely with and under the
direct supervision of a journeyman, and the employee will be encouraged to
learn by doing. 

          6.2.3

During the third year and
fourth years of apprenticeship, the employee should do all phases of line work.
During this period of apprenticeship the employee should learn to work with
hot-sticks and learn to work on other circuits that are energized with rubber
gloves. The employee should learn to properly apply rubber goods on the
structures and wire on which the employee is working. 

          6.2.4

During the employee’s entire
apprenticeship, the employee should take advantage of every possible
opportunity to learn how to operate equipment, such as excavators, dozers,
bucket trucks, boom trucks, winches, etc. The only limitations shall be that
under no circumstances shall the employee be used to operate equipment unless
there is a journeyman available and present who can also operate the
aforementioned equipment. In addition, only during the third or fourth year of
apprenticeship shall the employee operate equipment used in work performed in
the primary zone of line work. 

38

Section 6.3 

The wage and
benefit rates for apprentice positions shall be consistent with those established
in the Inside/Outside NECA IBEW Alaska Electrical Construction Agreement, as
amended. 

Section 6.4
      Apprentice Contributions 

The Employer
agrees to contribute $.40 per compensable hour for each employee to provide
improvement programs and apprenticeship training; $.20 of the designated $.40 per
compensable hour shall be deducted from all classifications of employees base
rate within this Agreement. Contributions shall be remitted monthly to the
Alaska Electrical Apprenticeship and Training Trust Fund. Either party may at
any time, with seven days written notification to the other party, cancel that
portion of the contribution designated. 

ARTICLE 7 

ORGANIZATIONAL OF THE EMPLOYER

Section
7.1      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 (10) working days upon request. 

Section
7.2      Delegation of Authority 

Delegation of
authority shall be from an appropriate company representative, including
supervisors, to a foreman, senior technician, senior meter reader, senior shop
mechanic or leadman who, in turn, will instruct journeyman, operators,
apprentices, or other employees, as assigned. 

Section
7.3      Personnel Evaluations Reports 

Once each
calendar year all employees covered by this Agreement may be evaluated for
standards of performance by his immediate management supervisor. The immediate
management supervisor will discuss the evaluation with the employee privately,
and the employee may comment on the personnel evaluation report. The complete
evaluation, along with any employee comments, shall be included in the
employee’s official personnel file. 

39

ARTICLE 8 

SAFETY

Section
8.1      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
8.2      Dangerous or Hazardous Work 

In the
interest of safety, two (2) journeyman, or a journeyman and third year
apprentice, will work together on all circuits energized at 400 volts or
higher. The foreman will decide, after due consultation with the employees
concerned, whether weather or other conditions permit the performance of
hazardous or dangerous work. All voltages in excess of 5,000 will be deemed
dangerous and hazardous and will be worked only with hot sticks. All voltages
between 400 and 5,000 will be worked with rubber gloves or hot-sticks, or with
both such gloves and hot-sticks. 

          8.2.1

All work
performed inside energized substations and switchyards shall be done by
journeyman substation lineman, substation technicians, journeyman lineman,
electronics technicians, journeyman wiremen, journeyman metermen, construction,
maintenance men, mechanics and apprentices. Nothing herein precludes management
personnel from being in substations issuing instructions or performing design
and as-builting work in accordance with the “Letter of Understanding between
CEA and IBEW Concerning Relay/Control Wiring Technician, Substation Technician
and Substation Lineman Classifications,” so long as such design and as-builting
work does not involve the use of hand tools. If after due consideration, work
performed by other crafts, or design engineers inside or in the vicinity of
switchyards and substations, is deemed by the Employer to require a safety
watch, a qualified substation lineman, substation technician, or journeyman
lineman shall be assigned as a safety watch. 

Section
8.3      Helicopters 

No employee
subject hereto will be required to work under a hovering helicopter. The
Employer agrees to honor any state safety rules covering helicopters. In
addition, the ground crew will be furnished a radio with the helicopter’s
frequency while working with helicopters. No equipment shall ride in the
passenger area when passengers are present. 

40

Section
8.4      Safety Training 

The Employer
will schedule, and employees subject hereto will attend and participate during
normal working hours in safety training meetings on the following schedule: 

One-half hour
safety meeting on each Monday (or the first working day thereafter). 

One hour
safety training meeting on the third working Monday of each month. This one
hour meeting shall be immediately following and in addition to the one- half
hour safety meeting referenced above. 

The Employer
shall provide the applicable training required to secure and maintain a state
approved first aid and CPR certificate. 

A total of
four (4) hours annually of pole top rescue training for all classifications
required to perform aerial work will be conducted each calendar year. 

Employer may
exclude meter readers from attendance at such safety meetings, except that such
employees shall attend a minimum of four (4) safety meetings during a calendar
year. 

Management and
Employee Committee members or their representatives will participate in these
safety meetings. 

Employees due
at the meetings shall not be excused if normally due at work. Outages and
emergency situations shall be taken care of immediately, if possible. Safety
meetings missed due to outages or emergency situations shall be made up, if
possible, within the month that it was scheduled. 

A Safety
Committee consisting of two (2) employees subject hereto and two (2)
representatives of the Employer shall meet at least one (1) time a month for the purpose of
reviewing the progress of safety training and making such changes in the
program as the facts may require. At the final monthly meetings in each
calendar year, the Safety Committee will adopt a safety training program for
the calendar year next following. Training which is required by regulation
shall be evaluated for inclusion by the Safety Committee based on its
applicability to safety. Union will provide for the selection of employee
representatives for the Safety Committee, including filling vacancies thereon.
It will be the mutual concern of the parties hereto that, recognizing their
common objective of 

41

promoting the safety of
employees and the public, reasonable and rational safety programs and practices
will be initiated and diligently implemented. 

Any rolling stock may be
red-tagged if at least one (1) management representative and one (1) union representative
in the Outside Unit agree that the equipment under their jurisdiction requires
repair prior to use. 

Section 8.5     
First Aid Certificates 

All employees performing the
duties of foreman, leadman or senior classifications covered hereby will
possess a current Red Cross First Aid Certificate and a current CPR Certificate
or a State of Alaska approved equal. 

Section 8.6     
Physical Examination 

Prior to starting work in a
classification covered hereunder, all applicants, following the notice of hire,
may be required to have a complete medical examination. The Employer requires
that such medical examination be made by a properly licensed medical doctor.
This doctor will be chosen by the Employer and such examination will be at the
Employer’s expense. Following notice of hire the Employer shall make every
effort to schedule pre-employment physicals as soon as possible. 

Individuals who are hired by
the Employer for a position with a federal or state requirement to have a
Commercial Driver’s License (“CDL”) will be required to report to the clinic
chosen by the Employer for a pre-employment drug test immediately upon
notification of hire. The pre-employment drug test will be done in accordance
with the standards set by the Department of Transportation. The pre-employment
physical for individuals with a CDL requirement may not be performed until the
Employer receives notification that the pre-employment drug test was negative.
Individuals who refuse to report immediately for the pre-employment drug test
will be rejected. The Employer shall notify the Union of any such refusal to
test. 

Section 8.7     
Emergency and First Aid
Equipment 

The Employer will furnish
such safety devices and equipment as may be reasonably necessary to the safety
of employees hereunder, and such first aid equipment and supplies as may be
reasonably necessary for proper emergency treatment of such employees. All
reasonably necessary protective equipment for employees working on energized
facilities, including hard hats, gloves, and rubber boots, will be furnished
and properly maintained by the Employer. Employees hereunder will use safety
equipment on all appropriate occasions. 

42

Section
8.8      Heated Man-Hauls 

Heated
man-hauls will be provided at all times whenever possible. 

Section
8.9      Oversized Items 

Unloading of
large and bulky items at International requiring equipment other than a
forklift will be supervised by a journeyman lineman. 

Large and
bulky items referenced above are defined as equipment and materials related to
work covered under this Agreement. Except for the loading and unloading of wood
and steel poles, substation class power transformers, breakers and structures
requiring the use of cranes and special rigging, qualified and trained
warehousemen may utilize boom trucks of 12 tons or less rating, without special
rigging that is appropriate for handling materials moving into and out of
Chugach’s warehouse complex. 

Section
8.10      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, 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. 

43

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. 

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 

44

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 

45

subsequent
amendments to the HSS Guidelines), except that the cutoff levels for the
following substances shall be as follows: 

	
 

	
 

	
 

	
 

	
 

	
 

	
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

	
 

	
 

	
 

	
 

	
300

	
 

	
 

	
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: 

46

	
 

	
 

	
 

	
 

	
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; 

	
 

	
 

	
 

	
 

	
F.

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

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. 

Section 8.11
     Random Drug Testing 

In the
interest 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. 

ARTICLE 9 

DISCIPLINE

Section 9.1 Misuse of the 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. 

47

Section 9.2 Compliance with 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 9.3 Performance of Work 

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

Section 9.4 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 9.5 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 such discharge under the grievance
procedure, as set forth in this Agreement. 

Section 9.6 Progressive Discipline 

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

48

that the
employee may have a Union representative present at an investigatory meeting. 

Section 9.7 Statement of Intent Regarding Progressive Discipline

Under the
Progressive Discipline Section of each 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. 

ARTICLE 10 

GRIEVANCE
PROCEDURE

Section 10.1
     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 General Manager, 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 2.6 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 10.2
     Grievance 

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

Section 10.3
     Grievance Procedure 

Any employee,
group of employees having a grievance shall proceed, according to the following
steps, to seek a satisfactory settlement of the grievance. To 

49

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 follow. 

	
 

	
 

	
 

	
 

	
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. 

	
 

	
 

	
 

	
 

	
 

	
(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 

50

	
 

	
 

	
 

	
 

	
 

	
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 10.4
     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 the 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 

51

	
 

	
 

	
 

	
the Agreement‚ and the
 arbitrator shall not have the power to add to, subtract 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, materially 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 11 

WORKING RULES - OUTSIDE PLANT

Section 11.1
     Definitions 

          11.1.1
     Journeyman 

A journeyman is a worker who
has met the requirements for practical experience and training in the employees
classification, or the equivalent of such experience and training and has
passed a journeyman’s examination. 

52

          11.1.2
     Foreman 

A foreman is a
journeyman lineman who directs other employees as assigned. He may not direct
more than one crew or over twelve employees. Except as provided below, at the
foreman’s discretion, he may work with the tools provided it does not interfere
with the supervision of safety. Whenever a foreman is directing a construction
crew he shall not work with the tools. On underground work a foreman directing
less than four journeyman, including the foreman, may work with the tools. 

          11.1.3
     Maintenance & Operations (M/O) Foreman 

The
maintenance & operations
foreman is a journeyman lineman who directs loop wagons and other employees as
assigned. This employee may not direct more than twelve employees. 

          11.1.4
     Loop Wagon Leadman 

A loop wagon
leadman is the responsible journeyman lineman on a loop wagon on which two (2)
journeyman lineman are employed. This employee will be responsible for the
inventory of tools and material assigned to such loop wagon and will maintain
such records as are necessary to its operation. 

          11.1.5
     Cable Splicer Foreman 

The cable
splicer foreman is a journeyman lineman who will direct cable splicer(s). When
four (4) or more cable splicers are employed the foreman will not work with the
tools and he will not direct more than nine (9) cable splicers. 

          11.1.6
     Cable Splicer 

A cable
splicer is an employee who is required to splice metal-sheathed cable, whether
energized or not, and to attach potheads or other devices to metal-sheathed
cable. 

          11.1.7
     Cable Splicer’s Helper 

A cable
splicer’s helper is a journeyman lineman who works with and assists a cable
splicer. If a journeyman lineman is not available, an apprentice in his third
year of training may be used as such helper and at the applicable apprentice
wages. 

          11.1.8
     Swing and Mid-Shift Lineman 

A night crew
lineman is a journeyman lineman who works on the night crew as provided for in
Section 5.1.3.1 and 5.1.3.2. 

53

          11.1.9
     Locator Lineman 

The locator
lineman is charged with locating any of CEA’s underground facilities. 

          11.1.10
     Equipment Operator 

An equipment
operator will preferably be a journeyman lineman. The equipment operator will
operate line trucks; mechanical earth augers, crawler-type equipment, and such
other specialized mechanical equipment as may be used by the Employer in line
construction and maintenance. 

          11.1.11
     Field/Wiring Inspector 

A field/wiring
inspector is a journeyman lineman who is qualified to and will inspect the
wiring of premises for compliance with applicable safety codes and safety
regulations. This employee will also inspect other work done or to be done by
or for the Employer. 

          11.1.12
     Senior Shop Mechanic 

A senior shop
mechanic is a shop mechanic who will direct other shop mechanics as assigned.
The employee may be required to work with the tools. This employee shall
receive instructions from the appropriate Company representative. 

          11.1.13
     Shop Mechanic 

A shop
mechanic is an employee who is qualified to and will service, repair, and
maintain all mechanical equipment. 

          11.1.14
     Night Shop Mechanic 

A night shop
mechanic is an employee who is qualified to and will service, repair, and
maintain all mechanical equipment and whose workday is as defined in Section
5.1.3.1. The employee shall be restricted to non-hazardous duties unless two
(2) mechanics are on duty. 

          11.1.15
     Mechanics Helper 

A mechanics helper
is an employee reporting to the senior shop mechanic responsible to: refuel
vehicles, add and change oil, and lube. Replace lamps and lenses, clean
windows, check transmission and differential oil levels, check and add engine
coolant and washer fluid, check tire inflation and tread condition. May include
changing tires on light vehicles, i.e., on 3⁄4 ton or under in the field.
Maintain vehicle service records. Report all safety related conditions to
senior shop mechanic. 

54

          11.1.16      Night Warehouseman 

A night warehouseman
is an employee who, under the supervision of a warehouse foreman, assists the
latter in receiving, storing, and issuance of equipment and material and the
maintenance of records pertaining thereto. 

          11.1.17
     Connects and Disconnects Lineman 

Connects and
disconnects requiring removal, setting, or booting of meters will be done by
journeyman lineman. 

          11.1.18
     Relay/Control Wiring Technicians, Substation
Technicians and Lineman 

Jurisdiction will
be as defined in the respective positions descriptions and appropriate
supporting jurisdictional diagrams dated 5/28/98. Relay/Control Wiring
Technicians will perform low voltage switching and operations of equipment to
perform their work. 

          11.1.19
     Line Patrol Foreman 

A lineman patrol
foreman is a journeyman lineman who patrols, inspects and evaluates
transmission and distribution facilities, works directly with supervisors,
designers, inspectors, engineer technicians, surveyors, and lineman, as
assigned, conducts routine inspections and evaluations to determine where
maintenance is required and how it will be accomplished. 

Section 11.2
     Equipment 

Journeyman
lineman will furnish their own body belts and climbers. The Employer will furnish
to all regular employees such safety straps, gaffs, and all other necessary
tools and equipment, except shop mechanics. If the personal tools or equipment
furnished by all employees are destroyed or damaged by fire, storm, flood, or
documented theft while stored on the Employer’s premises, or carried in the
Employer’s equipment, the Employer will replace or repair such tools at no
expense to the employees. 

          11.2.1
     Coveralls and Jackets 

Employer
agrees to furnish coveralls to shop mechanics and lightweight jackets with
company insignia to all employees. Such clothing will be replaced at the
Employer’s expense when no longer serviceable. 

          11.2.2
     Identification Clothing 

For purposes
of identification the Employer agrees to provide meter readers with shirts,
sweatshirts, coat and hats with Chugach insignia. 

55

          11.2.3     Meter
Reader 

Meter Readers
in areas south of Portage, Moose Pass and Cooper Landing shall be provided with
a vehicle equipped with a two-radio or cellular phone. 

          11.2.4     Mechanics
Tool Allowance 

The employer
will pay a mechanics tool allowance of $100.00 per month not to exceed
$1,200.00 in any calendar year payable not later than the first pay period of
each month. 

          11.2.5     Cleaning

Clothing
furnished by the Employer to the mechanics will be cleaned or laundered, when
necessary, at the Employer’s expense. Cleaning and maintenance of Employer
furnished jackets will be employee’s responsibility. 

          11.2.6     Clothing
Allowance 

The clothing
allowances for Journeyman Lineman, Relay-Control Wiring Technicians, Substation
Technicians and Utility Arborist will be $400.00 per year. 

The clothing
allowances for meter readers will be $150.00 per year. 

The clothing
allowances for warehouseman personnel will be $150.00 per year. 

These clothing
allowances will be effective January 1, 2007, and each year thereafter payable
not later than January 30 of each year. 

The Union and
the Employer agree to negotiate revisions to this section if applicable law
governing required employee clothing changes after execution of this Agreement.

These clothing
allowances are intended to be used by employees to purchase and wear; line
boots, bunny boots, Carhartts, winter clothing and rain gear. 

Section
11.3     Construction 

Framing poles,
boring and fitting cross-arms, making guys, and setting anchors will be done by
journeyman lineman provided that a crew setting and tamping poles on new
construction will consist of a minimum of one (1) journeyman lineman, and one
(1) apprentice and a foreman. 

56

          11.3.1     Pole
Handling 

Employer will
contract or otherwise arrange for the delivery of utility poles at the point of
“first drop”, that is, at its pole storage facility or without reference to
this Agreement. 

          11.3.2     Handling
and Distribution 

Utility pole
handling and/or distribution of utility poles to job sites, subsequent to the
foregoing “first drop” will be assigned to employees of Employer when the work
related thereto is to be performed by Employer’s employees, and will normally
be the responsibility of the electrical contractor, but Employer may, at its
discretion, assign utility pole handling and distribution work to its own
employees without regard to the use to be made thereof, or the purpose for such
pole handling and/or distribution. 

          11.3.3     Trenching

All trenching
from the pole or pedestal to the meter base of the user of electricity will be
done by journeyman linemen who may be assisted by apprentices. An individual
homeowner may dig his own trench in order to preserve trees and shrubbing or
for other aesthetic reasons. 

          11.3.4     Transportation
of Electrical Equipment 

Electrical
equipment to be transported from Chugach facilities will be loaded on trailers
or railroad cars by journeyman linemen assisted by permit operators as
required. Such loading may be performed by qualified and trained warehousemen
if such loading can be accomplished with a forklift, boom truck rated at twelve
tons or less without special rigging, or by hand. Transference of loads to
another conveyance will be done by the applicable trades. Unloading of the
electrical equipment will be done by journeyman linemen assisted by permit
operators. 

          11.3.5     One
Man Crew 

A journeyman
lineman shall perform the work and may work as a one-man crew when executing
connects and disconnects (meter removal, installation and booting only)
locates, inspections, routine switching of circuits as provided under Section
11.4.1, line patrol and emergency repairs to the extent necessary to safeguard
the general public. At its discretion, the Employer may assign such one-man
crew to perform any of the above listed duties, during normal workday and
workweek, or assign a one-man crew to temporarily fill out or augment an
existing crew. 

57

One-man crew
duties shall not extend beyond 8:00 p.m. or sunset, whichever is earlier. 

Section
11.4     Call-Outs and Switching 

All lineman
classification call-outs shall be done by at least two (2) journeyman linemen;
except one (1) person may be called out for work in accordance with Article
11.3.5, one man crew. The first person to respond to a two (2) person call-out
may assist police and/or fire personnel to safe guard the general public or
perform other work to prepare for response to the outage so long as this work can
be done safely. 

Call-outs for
work determined to be in the following classifications may be performed by
calling out one (1) employee. 

	
 

	
 

	
 

	
 

	
A.

	
Relay/Control/Substation
 Alarm Response not involving high voltage switching. 

	
 

	
 

	
 

	
 

	
B.

	
Warehousemen.
 

	
 

	
 

	
 

	
 

	
C.

	
Mechanics. 

	
 

	
 

	
 

	
 

	
D.

	
Construction
 and Maintenance Personnel. 

	
 

	
 

	
 

	
 

	
E.

	
Meter
 Technicians (In accordance with Article 8.2). 

In order to
provide for the equalization of overtime the Employer will establish an
alphabetical call-out list and will make every reasonable effort to insure that
call-outs are made following an alphabetical rotation, starting after the last
person called. Separate lists will be maintained for: journeyman linemen,
substation technicians, relay control wiring technicians, warehousemen,
mechanics and construction and maintenance personnel. 

Journeyman
linemen with specific technical expertise such as Substation Linemen, Hazardous
Materials Response Linemen, PCB/Apparatus Linemen and Meter Technicians may
indicate these skills on the linemen call-out list. 

Appropriate
management personnel may direct power control to call-out journeyman linemen
with technical expertise to respond to priority alarms, spill response, and
meter problems. 

58

Personnel
called out because of their technical expertise will be advised that the
call-out is technical in nature. However, these personnel may be utilized for
other work within the employee’s classification. The technical nature of the
call-out will be noted on the call-out list and these personnel will not be
called for a regular call-out within the same alphabetical rotation. 

Hot
Apprentices may be called out after the Dispatch Center has gone through the
call-out list and all journeymen on the call-out list have been offered the
work and they have either accepted declined or were not contacted, and there is
still a need for additional help. Should this occur, the journeyman to
Apprentice ratio must be at least three (3) to one (1). 

          11.4.1     Switching

One (1)
journeyman lineman, one (1) substation technician, or one (1) relay control
wiring technician may perform low voltage switching, such as closing or
reopening power circuit breakers by low voltage switch operation, turning load
tap changers to manual or automatic, ground trip switching, or the operation of
under-frequency tripping controls, consistent with Section 11.3.5, provided the
employee has immediate two-way communications with the Power Control Center. In
addition, powerhouse operators may switch in substations that are adjacent to
and part of an established powerhouse. 

Section
11.5     Line Patrol 

All line
patrol will be done by journeyman lineman or duly constituted line crews. 

Management
shall retain the right to inspect for extent of damage and surveillance of its
operation. 

Section
11.6     Mechanical Digging Equipment 

Mechanical
digging equipment will be operated by qualified journeyman linemen; provided
that operators currently employed by the Employer may operate such equipment.
If mechanical digging equipment is to be operated at a location at which other
line construction employees are not then working, a minimum of two (2)
journeyman linemen will be assigned to the excavation crew, but the second of
such employees may be assigned to install cable in the trench, or to perform
other work while assisting the employee operating the excavation equipment. 

Section
11.7     Shop Work 

The testing,
repair, and rebuilding of transformers, oil circuit reclosers, sectionalizers,
voltage regulators, and other electrical apparatus will be done by 

59

qualified
journeyman linemen who may be assisted by apprentices. Nothing in this
paragraph precludes work performed by Relay Control Wiring Techs/Substation
Linemen as specified in the June 7, 1999 Letter of Understanding concerning
Relay Control Wiring Technicians, Substation Technicians and Substation Lineman
Classifications. 

Section
11.8     High Potting 

All cable high
potting and testing shall be done by journeyman lineman. 

Section 11.9     Inclement Weather 

Employees who
report for work on scheduled workday and who, because of inclement weather or
comparable reasons, are unable to discharge their usual duties, will be paid
for such day at the applicable rate; provided, however, that such employees may
be assigned to other work; or participate in training and instruction pertinent
to their employment, including first aid, safety, and hot-stick work. 

Section
11.10     Accommodations 

The employer
will furnish a suitable line room with lockers for clothes, tools and other
personal possessions and with facilities for drying clothing and equipment. 

Section 11.11     Substation,
Meter and Relay Department Crew Structure.

It is
understood and agreed that, in the event only two (2) employees are working
together, one (1) employee shall be responsible for the job and shall receive
at least the same wage rate as a leadman. In the event three (3) or more
employees are working together, one (1) employee shall be responsible for the
job and receive the same wage rate as foreman. 

          11.11.1

When circuits
or instruments supply both metering equipment and relaying equipment, the
appropriate supervisor will assign employees to work in areas defined by their
classifications in Section 11.1. 

Section
11.12     Show-up Shop 

For Cooper
Landing crew, show-up will be in Cooper Landing. For all other classifications,
show-up will be at the Employer’s Headquarters Building-Operations complex in
Anchorage. The Employer and the Union may mutually agree on a case-by-case
basis to change the show-up location to compete for maintenance/construction
projects. 

60

Section
11.13     Picket Line 

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

Section
11.14     Tree Trimming 

The trimming
of trees in dangerous proximity to energized circuits will be done by
journeyman lineman, or qualified tree trimmers. 

Section 11.15 

The following
position definitions have been moved from Article 11.1 and are incorporated in
Job Classifications which have been mutually agreed upon by the Union and
Employer through the Classification Committee of Article 15 Section 15.3: 

	
 

	
 

	
 

	
Construction
 and Maintenance Foreman

	
 

	
Construction
 and Maintenance Helper

	
 

	
Construction
 and Maintenance Man

	
 

	
Foreman

	
 

	
Journeyman
 Lineman

	
 

	
Leadman

	
 

	
Maintenance
 Man

	
 

	
Meter Reader

	
 

	
Senior Meter
 Reader

	
 

	
Meter
 Technician

	
 

	
Senior Meter
 Technician

	
 

	
Relay/Control
 Wiring Technician

	
 

	
Senior
 Relay/Control Wiring Technician

	
 

	
PCB
 Apparatus Lineman

	
 

	
PCB
 Apparatus Foreman

	
 

	
Substation
 Foreman

	
 

	
Substation
 Leadman

	
 

	
Substation
 Lineman

	
 

	
Warehouse
 Foreman

	
 

	
Warehouse
 Trainee

	
 

	
Warehouseman

	
 

	
Senior
 Substation Technicians

	
 

	
Substations
 Technicians

	
 

	
Utility
 Arborist 

61

Section 11.16     New Technology 

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 12

MISCELLANEOUS

Section
12.1       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
12.2       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 specified
period, such notice of communications will be considered to have been delivered
when it has been deposited 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
12.3       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

62

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
12.4     Identification Cards 

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

ARTICLE 13

HEALTH, WELFARE AND PENSION PLANS

Section
13.1     Health, Welfare and Life Insurance Plan 

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 312. The Employer shall pay 95%
for each employee and each employee shall pay 5% of the current monthly premium
of $ 1,022.00 (Base amount). 

In the event
of subsequent premium changes, the employee/employer premium allocation shall
be determined as follows: 

For premium
changes in excess of 10% per year the first year and 10% per year on average
for subsequent years over the contract period the employee shall pay 25% above
110% of the Base amount and 5% of the Base amount. 

Premium
increases for less than a full 12 months will be weighted to calculate the
annual percentage increase. 

The cumulative
annual weighted average shall be for a plan year and shall be recalculated at
each premium change and at the end of the plan year. The plan year (12 months)
shall begin upon the earlier of the date of implementation of the first premium
change or September 1. For multiple increases within one (1) plan year the
average increase shall be the weighted average based on individual months. 

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 

63

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

          13.1.1 

The Employer
agrees to deduct, as authorized by the employee via enrollment form, health
insurance supplemental payments from the pre 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 individual’s names for whom the deductions 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. 

          13.1.2

The Employer
will fund One Hundred percent (100%) of Life Insurance benefits in the amount
of $40,000 per employee. 

Section
13.2     Pension Plan 

Employer
agrees to participate in, and to contribute to, the Alaska Electrical Pension
Fund, a trust fund which was established pursuant to (1) an agreement between
the Union and the Alaska Chapter of National Electrical Contractors
Association, Inc., and (2) that certain Declaration of Trust Agreement entered
into by the aforesaid parties for the purpose of providing pension benefits for
those persons covered by the said agreement. Employer will pay into the said
Fund the sum of $5.50 effective July 1, 2006, $6.00 effective July 1, 2007 and
$6.50 effective July 1, 2008, for each hour for which compensation is paid by
Employer to those employees in job classification listed in Appendix A hereof. The
foregoing payments to the Fund made by Employer will entitle the said covered
employees of Employer to pension payments under such terms and conditions as
may be lawfully provided for the administration and management of said Fund.
The Employer’s liability and responsibility shall be limited to making the
foregoing payments. All payments due hereunder will be made to the said Fund 

64

on or before
the fifteenth (15th) day of the month following the month in which said
compensable hours were earned by Employer’s said employees.  

Intent Statement: The
CBA Specified the contribution rate was $3.67; the new CBA Specifies $5.50. The
parties understand that $3.67 amount was not accurate and the movement of
monies of $1.33 increased the Pension Contribution to $5.00. The only change
the parties have made is to increase Pension Contributions by $0.50 on July 1,
2006; by $0.50 on July 1, 2007 and by $0.50 on July 1, 2008. 

          13.2.1     Pension
Reallocation 

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
13.3     Alaska Electrical Legal Fund 

The Employer
shall contribute ten cents ($.10) per compensable hour for each employee, but
not to exceed forty (40) compensable hours per week per employee to the IBEW
Group Legal Trust Fund. This shall take effect upon ratification of this
Agreement and remain in effect hereafter. All payments due hereunder will be
made by the Employer to the said Fund on or before the fifteenth (15th) day of
the month following the month in which said compensable hours were earned by
Employer’s said employees.  

Section
13.4     Political Action Committee Fund 

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

65

accordance with requirements
of Alaska State Law, the Union agrees that Political Action Committee Funds
shall not be used for utility board elections. 

ARTICLE 14

GENERAL PROVISIONS

Section 14.1 

Employees covered by this
Agreement shall be compensated pursuant to the wage rates set forth in Appendix
A hereof. 

Section
14.2     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
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. 

Section 14.3 

The Letter of Understanding
between the Employer and the Union concerning Relay/Control Wiring Technicians,
Substation Technicians and Substation Lineman classifications dated 6-3-99
shall become and remain part of the Outside Plant Personnel Agreement. 

ARTICLE 15

LABOR–MANAGEMENT COMMITTEE

Section
15.1     Labor Management Committee 

A Labor-Management
Committee, consisting of the General Manager and 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. 

Section
15.2     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. 

66

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 set forth in Section 15.3 and
Section 15.3.1. 

Section 15.3
          Classification
Committee 

The Union and
the Employer shall utilize Classification Committee 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 change 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: 

          15.3.1
          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 then
  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 

67

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
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 (7) 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 modificed 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)     The
Employer agrees that when establishing new or revised job classifications it
will not unilaterally remove the Journeyman Lineman requirement for any
existing job classification. The removal of the Journeyman Lineman requirement
from any existing job classification requires mutual agreement by the Union and
the Employer. 

68

69

SIGNATURE PAGE

ACKNOWLEDGE BY:

	
 

	
 

	
 

	
 

	
 

	
Chugach Electric Association, Inc.

  “Employer”

	 	
International Brotherhood of

  Electric workers, Local 1547

  “union”

	
 

	 	
 

	

2-14-07

	 	

2/12/07

	

	 	

	
William R. Stewart 

  Chief Executive Officer

	
Date 

	 	
Larry W. Bell

  Business Manager

	
Date

	
 

	
 

	 	
 

	
 

	
 

	
 

	 	
 

	
 

	

2/21/07

	 	

2-12-07

	

	 	

	
Jeff Lipscomb

  Chairman

  Chugach Board of Directors

	
Date

	 	
Mike Hodsdon

  IBEW Chief Spokesperson

  Business Representative

	
Date

70

CHUGACH ELECTRIC ASSOCIATION, INC.

Outside Plant Personnel Agreement

APPENDIX A

Job Classifications and Wage Rates

Job Classifications and Wage Rates

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
  

	
  

	
July 1, 2006 

	
  

	
July 1, 2007 

	
  

	
July 1, 2008 

	
  

	
July 1, 2009 

	
  

	
  

	
  

	

	
  

	

	
  

	

	
  

	

	
  

	
  

	
  

	
6% 

	
  

	
5% 

	
  

	
5% 

	
  

	
COLA 

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
Job Classification/Year 

	
  

	
July 1, 2006 

	
  

	
July 1, 2007 

	
  

	
July 1, 2008 

	
  

	
July 1, 2009 

	
  

	

	

	

	

	

	

	

	

	

	

	

	

	

	
Foreman 

	
  

	
$ 

	
40.45 

	
  

	
$ 

	
42.47 

	
  

	
$ 

	
44.59 

	
  

	
CPI-U 

	
  

	
Journeyman Lineman 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

	
Leadman 

	
  

	
$ 

	
37.40 

	
  

	
$ 

	
39.27 

	
  

	
$ 

	
41.23 

	
  

	
CPI-U 

	
  

	
Swing Loop Wagon Leadman 

	
  

	
$ 

	
43.11 

	
  

	
$ 

	
45.27 

	
  

	
$ 

	
47.53 

	
  

	
CPI-U 

	
  

	
Swing Loop Wagon Lineman 

	
  

	
$ 

	
41.63 

	
  

	
$ 

	
43.71 

	
  

	
$ 

	
45.90 

	
  

	
CPI-U 

	
  

	
Mid Loop Wagon Leadman 

	
  

	
$ 

	
47.06 

	
  

	
$ 

	
49.41 

	
  

	
$ 

	
51.88 

	
  

	
CPI-U 

	
  

	
Mid Loop Wagon Lineman
(Driver) 

	
  

	
$ 

	
45.16 

	
  

	
$ 

	
47.42 

	
  

	
$ 

	
49.79 

	
  

	
CPI-U 

	
  

	
Field Inspector 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

	
Mid Loop Wagon Foreman 

	
  

	
$ 

	
50.93 

	
  

	
$ 

	
53.48 

	
  

	
$ 

	
56.15 

	
  

	
CPI-U 

	
  

	
(ILLEGIBLE)ne Inspector 

	
  

	
$ 

	
40.45 

	
  

	
$ 

	
42.47 

	
  

	
$ 

	
44.59 

	
  

	
CPI-U 

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
Meter Readers 

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
First Six Months 

	
  

	
$ 

	
14.21 

	
  

	
$ 

	
14.92 

	
  

	
$ 

	
15.67 

	
  

	
CPI-U 

	
  

	
Second Six Months 

	
  

	
$ 

	
16.81 

	
  

	
$ 

	
17.65 

	
  

	
$ 

	
18.53 

	
  

	
CPI-U 

	
  

	
2nd & Subsequent
Years 

	
  

	
$ 

	
22.77 

	
  

	
$ 

	
23.91 

	
  

	
$ 

	
25.11 

	
  

	
CPI-U 

	
  

	
Sr. Meter Reader is 12 1/2%
above Base Rate 

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
Grandfathered Meter Readers 

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
Meter Reader Hired after
01/01/70 

	
  

	
$ 

	
30.10 

	
  

	
$ 

	
31.61 

	
  

	
$ 

	
33.19 

	
  

	
CPI-U 

	
  

	
Sr. Meter Reader after
1/1/70 

	
  

	
$ 

	
34.04 

	
  

	
$ 

	
35.74 

	
  

	
$ 

	
37.53 

	
  

	
CPI-U 

	
  

	
Meter Reader Hired after
01/01/77 

	
  

	
$ 

	
28.17 

	
  

	
$ 

	
29.58 

	
  

	
$ 

	
31.06 

	
  

	
CPI-U 

	
  

	
Sr. Meter Reader after
01/01/77 

	
  

	
$ 

	
32.25 

	
  

	
$ 

	
33.86 

	
  

	
$ 

	
35.55 

	
  

	
CPI-U 

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
Equipment Operator 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

	
Const & Maint Foreman 

	
  

	
$ 

	
40.45 

	
  

	
$ 

	
42.47 

	
  

	
$ 

	
44.59 

	
  

	
CPI-U 

	
  

	
Const & Maint Man 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

	
Const & Maint Helper 

	
  

	
$ 

	
21.71 

	
  

	
$ 

	
22.80 

	
  

	
$ 

	
23.94 

	
  

	
CPI-U 

	
  

	
Maintenance Man 

	
  

	
$ 

	
28.38 

	
  

	
$ 

	
29.80 

	
  

	
$ 

	
31.29 

	
  

	
CPI-U 

	
  

	
Sr. Relay/Control Wiring Tech 

	
  

	
$ 

	
40.45 

	
  

	
$ 

	
42.47 

	
  

	
$ 

	
44.59 

	
  

	
CPI-U 

	
  

	
Sr. Meter Tech 

	
  

	
$ 

	
40.45 

	
  

	
$ 

	
42.47 

	
  

	
$ 

	
44.59 

	
  

	
CPI-U 

	
  

	
Control Wiring Tech 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

	
Substation Technician,
Senior 

	
  

	
$ 

	
40.45 

	
  

	
$ 

	
42.47 

	
  

	
$ 

	
44.59 

	
  

	
CPI-U 

	
  

	
Substation Technician 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

71

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
 

	
Substation Forman 

	
  

	
$ 

	
40.45 

	
  

	
$ 

	
42.47 

	
  

	
$ 

	
44.59 

	
  

	
CPI-U 

	
  

	
Substation Lineman 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

	
Substation Leadman 

	
  

	
$ 

	
37.39 

	
  

	
$ 

	
39.26 

	
  

	
$ 

	
41.23 

	
  

	
CPI-U 

	
  

	
Meter Tech 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

	
Cable Splicer Foreman 

	
  

	
$ 

	
42.35 

	
  

	
$ 

	
44.47 

	
  

	
$ 

	
46.69 

	
  

	
CPI-U 

	
  

	
Warehouse Foreman 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

	
Wireman 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

	
Wiring Inspector 

	
  

	
$ 

	
40.50 

	
  

	
$ 

	
42.53 

	
  

	
$ 

	
44.66 

	
  

	
CPI-U 

	
  

	
Cable Splicer 

	
  

	
$ 

	
40.45 

	
  

	
$ 

	
42.47 

	
  

	
$ 

	
44.59 

	
  

	
CPI-U 

	
  

	
Night Shop Foreman 

	
  

	
$ 

	
41.42 

	
  

	
$ 

	
43.49 

	
  

	
$ 

	
45.66 

	
  

	
CPI-U 

	
  

	
Warehouseman 

	
  

	
$ 

	
32.76 

	
  

	
$ 

	
34.40 

	
  

	
$ 

	
36.12 

	
  

	
CPI-U 

	
  

	
Warehouse Trainee 

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
First Year 

	
  

	
$ 

	
20.81 

	
  

	
$ 

	
21.85 

	
  

	
$ 

	
22.94 

	
  

	
CPI-U 

	
  

	
Second Year 

	
  

	
$ 

	
24.20 

	
  

	
$ 

	
25.41 

	
  

	
$ 

	
26.68 

	
  

	
CPI-U 

	
  

	
Third Year 

	
  

	
$ 

	
27.64 

	
  

	
$ 

	
29.02 

	
  

	
$ 

	
30.47 

	
  

	
CPI-U 

	
  

	
Fourth & Subsequent
Years 

	
  

	
$ 

	
32.76 

	
  

	
$ 

	
34.40 

	
  

	
$ 

	
36.12 

	
  

	
CPI-U 

	
  

	
Night Warehouseman 

	
  

	
$ 

	
34.88 

	
  

	
$ 

	
36.62 

	
  

	
$ 

	
38.45 

	
  

	
CPI-U 

	
  

	
Utility Arborist 

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
Step 1 

	
  

	
$ 

	
32.289 

	
  

	
$ 

	
33.90 

	
  

	
$ 

	
35.60 

	
  

	
CPI-U 

	
  

	
Step 2 

	
  

	
$ 

	
34.05 

	
  

	
$ 

	
35.75 

	
  

	
$ 

	
37.54 

	
  

	
CPI-U 

	
  

	
Step 3 

	
  

	
$ 

	
35.85 

	
  

	
$ 

	
37.64 

	
  

	
$ 

	
39.52 

	
  

	
CPI-U 

	
  

	
Step 4 

	
  

	
$ 

	
37.69 

	
  

	
$ 

	
39.57 

	
  

	
$ 

	
41.55 

	
  

	
CPI-U 

	
  

	
Sr. Shop Mechanic 

	
  

	
$ 

	
35.84 

	
  

	
$ 

	
37.63 

	
  

	
$ 

	
39.51 

	
  

	
CPI-U 

	
  

	
Night Shop Mechanic 

	
  

	
$ 

	
37.91 

	
  

	
$ 

	
39.81 

	
  

	
$ 

	
41.80 

	
  

	
CPI-U 

	
  

	
Mechanic 

	
  

	
$ 

	
32.76 

	
  

	
$ 

	
34.40 

	
  

	
$ 

	
36.12 

	
  

	
CPI-U 

	
  

	
Mechanics Helper 

	
  

	
$ 

	
21.71 

	
  

	
$ 

	
22.80 

	
  

	
$ 

	
23.94 

	
  

	
CPI-U 

	
  

Wage Rate Adjustment, July 1, 2000: Each
classification increased by 1.5% 

Wage Rate Adjustment, July 1, 2001: Cost
of living adjustment based on 90% of Anchorage CPI-U, as calculated from the
end of the second half of year 1999 to the end of the second half of year 2000
with a minimum increase of 1% and maximum increase of 4%. 

Wage Rate Adjustment, July 1, 2002: Cost
of living adjustment based on 90% of the Anchorage CPI-U, as calculated
from the end of the second half of year 2000 to the end of the second half of
year 2001 with a minimum increase of 1% and a maximum increase of 4%. 

72

Letter of Understanding

Between

CHUGACH ELECTRIC ASSOCIATION, INC.

And

INTERNATIONAL BROTHERHOOD OF ELECTRICAL
WORKERS

LOCAL 1547

Concerning

RELAY/CONTROL WIRING TECHNICIAN, SUBSTATION
TECHNICIAN and
SUBSTATION LINEMAN CLASSIFICATIONS

This letter is
to confirm the understanding reached between the parties, concerning the
above-mentioned job classifications. In accordance with Article 15, Section
entitled “Classification Committee” of the Outside Plant Personnel Agreement
(OPPA), it is mutually agreed to establish the positions of Substation
Technician and Senior Substation Technician within the OPPA. In addition, the
existing Substation Lineman, Substation Leadman, Substation Foreman,
Relay/Control Wiring Technician and Senior Relay/Control Wiring Technician and
job classifications will be modified to adapt to the new classification
structure.

Modification of Position Descriptions

Substation
Technician and Senior Substation Technician classifications will be added to
appendix A of the OPPA. The wage rate for the Substation Technician
classification will be the current rate of the Relay/Control Wiring Technician
Classification; the wage rate for the Senior Substation Technician
classification will be the current rate of the Senior Relay/Control Wiring
Technician. The wage rates for the modified position descriptions, dated
Monday, June 7, 1999, for the Substation Lineman, Substation Leadman, and
Substation Foreman classifications will be the same as for the existing
classifications.

73

Reporting Relationships

The current reporting
relationships will be maintained within classification, Technician to Senior
Technician and Substation Lineman to Substation Leadman or Substation Foreman.
However, Technicians may be required to report to Substation Leadman or
Substation Foreman and Substation Lineman may be required to report to Senior
Substation Technicians or Senior Relay/Control Wiring Technicians. This
structure is further clarified in “Duties” below. 

Duties

It is anticipated that in
the future by mutual agreement, between the Employer and the Union, common job
duties between the Electronics Technicians of the Generation Plant Personnel
Agreement and the subject classifications may be added to these position
descriptions. 

The duties defined in these
position descriptions will be those of the respective positions subject to
recognition of the following points. 

	
 

	
 

	
•

	
Job duties included in
  these descriptions which are currently done by other classifications or
  management personnel (for example: analyzing data, using computer equipment,
  writing test reports) will remain shared duties and are not exclusively the
  duties of these classifications. However, this does not imply that bargaining
  unit work can be transferred to non-bargaining unit positions. 

	
 

	
 

	
•

	
Substation Technicians,
  Relay/Control Wiring Technicians and Substation Lineman will, as required, work
  as composite crews and assist one another in their daily work. Substation
  Technicians will work independently, with Substation Linemen, with
  Relay/Control Wiring Technicians, or with other Technicians, as required, so
  long as such work is in accordance with OPPA. 

	
 

	
 

	
•

	
When work involves
  multiple job classifications, the person-in-charge will be established by the
  nature of the work. Within the Substation department, if work is of a
  preventative/diagnostic/analytical nature, it will primarily be Substation
  Technician work. If the work is primarily of remedial maintenance/aerial/high
  voltage switching/heavy equipment/oil processing nature it will be Substation
  Lineman work. Notwithstanding the above, demonstrated proficiency will be the
  final determinant of the appropriate testing and maintenance crew structure
  and leadership. This determination of the appropriate crew leadership
  structure for a given task will not adversely effect wage rates for
  individuals in bid leadership positions (Substation 

74

	
 

	
 

	
 

	
Leadman, Substation
  Foreman, Senior Substation Technician, or Senior Relay/Control Wiring
  Technician), regardless of their role in a given task’s crew structure.
  Individuals who are in leadership positions as a result of a given task’s
  required crew structure will be upgraded according to the OPPA.

The term Substation Boundary
is defined by the attached diagram entitled “LOU Attachment – A, General
Substation Boundary Layout”. Substation Technician’ and Relay/Control Wiring
Technician duties shall be primarily confined to the following: work within the
substation boundary, appropriate shop work, and other work as defined in the
position descriptions. They will also perform ground level work on line
reclosers, sectionalizing circuit switchers, the mobile substation, and other
remote distribution automation devices. Line work outside of the station
getaways, located at the Substation Boundary, will remain jurisdictionally
unchanged. Substation Lineman, Substation Technicians, and Relay/Control Wiring
Technicians will perform high and low voltage switching, grounding, and work
associated with the establishment and removal of clearances and hot line orders
within substations, as defined in the appropriate position descriptions.

Individuals who are not
currently trained in the performance of high and low voltage switching, and
work associated with the establishment and removal of clearances and hot line
orders, within substations, will receive adequate training to certify them in
these tasks. This training will include switching and clearance procedures, as
well as, the actual operation of switches and the physical establishment of
clearances.

Substation Linemen’s duties
will be primarily focused within the substation boundary; however, there will
be no restrictions on their performance of traditional line work outside the
substation boundary, so long s it is done in accordance with the OPPA.

Relay/Control Wiring Technician Design Work

It is recognized that when
individuals within the Relay/Control Wiring department are knowledgeable and
qualified, they may perform design work under the supervision of a registered
professional engineer. Whenever practicable, the Employer will continue to use
qualified technicians to perform design work on projects to which they are assigned.
Under the supervision and direction of a registered professional engineer,
Relay/Control Wiring Technicians will be called upon to design single line and
three line schematics, wiring diagrams, and associated drawings. This is not
intended to imply exclusive jurisdictional

75

responsibility for this
work. A registered professional engineer, a responsible charge engineer or the
engineer’s consultant may perform the work. 

Balance and Reduction in Force for the
Substation Department

Initially the Department
will hire up to four Substation Technicians. Current Substation Linemen may
apply. The number of Substation Linemen in the Department will be reduced by up
to four. In order achieve this staffing level, voluntary transfers out of the
Department will be requested. In the event that a Departmental reduction in
force is necessary, the reduction in force will take place based on
qualifications mutually agreed upon by the Union and the Employer and
consistent with the requirements of the appropriate job classification. A
qualifications committee comprised of two union representatives and two
management representatives will be convened. Qualifications will be determined
by written, oral, and demonstrative evaluation of skills and judgement. The
four most qualified Substation Linemen, as determined by the qualifications
committee will remain in the Department. Qualifications being equal, seniority
will prevail. 

In the event the
qualifications committee cannot reach agreement on the qualification requirements
or the qualifications of individuals, the committee will reconvene with the
Executive Manager or his designee as a voting member of the committee. Neither
the Executive Manager nor his designee will have been a member of the original
committee. The committee will then complete the establishment of the
qualification requirements and/or determination of employee qualifications.
Employees who are transferred based upon these qualifications and believe the
qualifications are not reasonable may file a grievance and follow the
procedures in Article X of the OPPA. 

The Department’s remaining
Substation Linemen will return to the pool of Journeyman Linemen in the T&D
Services Division. For purposes of reduction in force, Substation Technicians,
beginning on the date the first Substation Technician position is
filled, will be grouped with Journeymen Linemen under Article Three, section
entitled “Reduction in Force” of the OPPA. This provision will continue for
four years. At the conclusion of the fourth year, in Article Three, Section
entitled “Reduction in Force”. For purposes of reduction in force, the intent
of this language is to protect the seniority of current employees in the
Substation Department.

Future Department staffing
levels will be dependent on the needs of the Employer. For both hiring and
reduction in force (RIF) situations, the Employer 

76

will attempt to maintain a
balance of one Substation Lineman for each Substation Technician. If a manpower
reduction occurs within the Department, it will be by qualifications, within
classification, as determined above. If qualifications are equal the RIF will
be determined by reverse seniority. If a company wide or division wide RIF
occurs, such that positions within the company are eliminated, Substation Linemen
will be grouped with other Journeyman Linemen and Substation Technicians (as
described above). Relay Control Wiring Technicians will be grouped within their
respective classification, in accordance with Article 3, section entitled
“Reduction-in-Force”, of the OPPA. 

In the event that either the
Substation Linemen or Substation Technicians are laid off or a departmental
manpower reduction occurs, creating an imbalance in the 1:1 ratio, the next
reduction in force within the Substation department will be made to
re-establish the 1:1 ratio. In the event that a Substation Lineman position is
vacated, and it is to be refilled, the Employer will make a reasonable effort
(as defined below) to fill the position with a person holding a Journeyman
lineman certification. Preferably this person will be a fully qualified
Substation Lineman or if none are available, another Journeyman Lineman
provided this individual is capable and willing to be trained as a Substation
Lineman. The classification committee will develop a position description for
the position of Substation Lineman Trainee. 

Job Bidding and Award

The following procedure will
constitute fulfillment of the Employer’s commitment to make a “reasonable
effort to fill the position with a person holding a Journeyman Lineman
Certification”. In steps one, two, three, and four below, all job posting and
bidding will follow applicable procedures set forth in the Article 3
“Vacancies” of the OPPA, subject to the following modifications. 

Step One

The position will be posted
in accordance with the requirements of the OPPA. 

Step Two

A bid committee will convene
and the validity of bids will be determined in accordance with the OPPA. The
Bid Committee must consider the following factors equally, without
discrimination of any kind: ability to meet the posted qualifications, merit,
fitness, and three years past performance. The Bid Committee may require
written, oral, and demonstrative evaluation of qualifications. These
evaluations will be mutually agreed upon by the Bid Committee and will be based
upon the appropriate job description. In addition 

77

the Bid Committee may
request interviews with bidders and/or managers. Where qualifications are equal
seniority shall prevail. If this step fails to produce a successful applicant,
the Employer will attempt to fill the position with a qualified Substation
Lineman through the Hiring Hall. 

Step Three 

If Step Two fails to fill
the position, the position will be re-posted as a Substation Lineman Trainee.
In accordance with the OPPA, all qualified bids will be considered by the Bid
Committee. The Bid Committee must consider the following factors equally,
without discrimination of any kind: ability to meet the posted qualifications,
merit, fitness, aptitude for learning, and three year’s past performance. The
Bid Committee may require written, oral, and demonstrative evaluation of
qualifications. These evaluations will be mutually agreed upon by the Bid
Committee and will be based upon the appropriate job description. In addition
the Bid Committee may request interviews with bidders and/or managers. Where
qualifications are equal seniority shall prevail. 

The most qualified bidder,
as determined above, will be the successful bidder and will be awarded the
trainee position. The successful bidder will undertake the formal Journeyman
Upgrade Program established by the Alaska Joint Electrical Apprenticeship and
Training Trust (AJEATT) and the Employer. The probationary period of the
trainee will be six months, and at the end of this period the Employer will
evaluate the employee. If the trainee successfully completes the probationary
period, the trainee will move on to complete the remainder of the training
program. If the trainee does not successfully complete the probationary period,
the trainee shall return to a position assigned by the Employer within the
classification listed in Article 3 “Reduction-in-Force” of the OPPA which the
employee occupied prior to the failed probationary period. The Employer will
then proceed to Step Four. 

Step Four 

If the successful bidder of
Step Three fails to complete the probationary period the trainee position will
be re-posted and re-bid, in accordance with Step Three. 

If there are no bidders in
either step three or four the employer will attempt to fill the Substation
Lineman Trainee position with a qualified Substation Lineman Trainee from the
Hiring Hall before proceeding. The applicants qualifications will be evaluated
by the employer based on: ability to meet the posted qualifications, merit, fitness,
aptitude for learning, and three year’s past performance. 

78

If there are no bidders, or
if the successful bidder does not complete either the probationary period, or
the training program, the Employer will be deemed to have fulfilled it obligation
to fill this position with an individual having a Journeyman Lineman
Certification. At this time, the Employer may fill this Substation Lineman
position as a Substation Technician with an individual who does not hold a
Journeyman Lineman’s Certification. 

The process defined in steps
one through four above will be completed, as required, once for each of the
four Substation Lineman positions contemplated in this Letter of Understanding.
When this process has been completed once for each of these positions, the
bidding process for Substation Linemen positions will revert to the procedures
outlined in Article 3 “Vacancies” of the OPPA. 

If a Substation Lineman
position is bid in accordance with Article 3 “Vacancies” of the OPPA, and there
are no successful bidders, then the Employer may, at the Employer’s discretion,
fill this position in one of the following ways. First, the position may be
filled as a Substation Lineman trainee. Second, the position may be filled as
if it were a Substation Technician position according to the requirements of
the position description. Finally, the position may be filled by an indentured
apprentice as contemplated in this letter of understanding. 

Call-Outs

In accordance with the
section entitled “Callouts and Switching” of Article 11 of the OPPA, separate
callout lists will be maintained for the substation Technicians and
Relay/Control Wiring Technicians. Substation Linemen may indicate their
specialty on the lineman call-out list. There will be no requirement for crew
composition ratios with respect to callout. Recognizing the jurisdictional
guidelines of the subject job classifications, callouts will be made according
to the Employer’s needs off of the appropriate list. Each individual called out
for composite crew structure call-outs will be compensated at the appropriate
leadership rate, until the nature of the problem is determined to be in a
specific area. The On-Duty supervisor will make determination of the area of
responsibility of the problem with technical input from the technicians
involved. This decision will be made as soon as practical. At that time
leadership will revert to the appropriate crew member and others will be
compensated at the employee’s normal rate of pay including appropriate overtime
compensation. 

Requirements

The existing requirement for
successful bidders to remain in the Substation department for a minimum of
three years is eliminated; therefore, the bid 

79

frequency and duration
requirements of Article 3,
Section entitled “Job Bidding”,
of the OPPA will govern these bids. There will be neither a requirement for a
minimum number of trainees or apprentices in the Department nor any requirement
for crew composition ratios between Substation Technicians, Relay/Control
Wiring Technicians, or Journeyman Substation Linemen. 

All new Substation
Technicians, Relay/Control Wiring Technicians and Substation Linemen will
undergo a six-month probationary period, which may be extended by mutual
agreement of the Employer and the Union. In addition, these new employees will
be required to complete the Journeyman Upgrade Program either by test or formal
completion. The employee will have twice the duration of the Journeyman Upgrade
program to complete this requirement.

Apprentices are contemplated
under the training provisions of this agreement. Appropriate journeyman to
apprentice ratios will be determined by mutual agreement of the Employer and
the Union at the time the Apprentice Substation Technician position description
is agreed to by the Classification Committee. 

Substation Technicians,
Relay/Control Wiring Technicians, Substation Lineman and Apprentices will
participate in an annual certification as required by OSHA 1910-269, as well
as, annual evaluations of job performance and skill. These evaluations may be
written, oral, or demonstrative in nature and shall be consistent with the
requirements of the OPPA. A written record will be kept of the employee’s
evaluation form. 

Journeyman Upgrade and Apprenticeship Program

The Employer, the Union, and
the Alaska Joint Electrical Apprenticeship and Training Trust (AJEATT) will work to develop
a curriculum which will fulfill the federal requirements for a qualifying
apprenticeship program. This program will be designed to meet the Employer’s
requirements for qualified and well-trained Substation Technicians,
Relay/Control Wiring Technicians and Substation Lineman. Participation in the
program is voluntary; no employee will suffer loss of pay or benefits and
responsibilities shall not be affected as a result of not participating in the
program. 

All employees in the
Substation Technician, Substation Lineman, and Relay/Control Wiring Technician
classifications will be eligible for this training program. These employees
will be able to challenge, by examination, steps of the apprentice program so
long as such challenges comply with the requirements of a federally approved
apprentice program. The Employer will schedule 

80

employees who are currently
Journeyman Substation Lineman or Relay/Control Wiring Technicians for
Journeyman Upgrade training based on qualifications. Qualifications will be
determined by written, oral, and demonstrative evaluation of skill, judgement
and aptitude for learning. These evaluations will be mutually agreed upon by
the Employer and the Union and will be based upon the appropriate job
description. Availability for enrollment in this program will be based on the above mentioned
qualifications and the Employer’s manpower requirements. The Employer will make
a reasonable effort to provide all employees who choose to participate, with
the option to participate as soon as practicable. Classroom training will be
coordinated between the Employer and the Alaska Joint Electrical Apprentice
Training Program (AJEATP) to minimize disruption to the Employer’s work force.

In order to provide for work
force stability, the Employer may choose to sponsor one or more apprentices in
this program. A separate agreement covering apprentices will be mutually agreed
upon at this time. 

Journeyman Upgrade Training Incentives

The Journeyman Upgrade
Program will involve up to six weeks of classroom training annually. This
training will be conducted during the normal workday/workweek or some variation
thereof, evenings, or Saturdays to be mutually agreed upon between the
Employer, the Union and the AJEATP. Employees will perform one-half of this
Classroom training on their own time (to be deducted from their annual leave
account or done in the evenings or on Saturdays) and one-half on the Employer’s
time (to be compensated at the employee’s straight time rate). The Employer,
the Union, and the AJEATP will work to minimize the classroom training
requiring the use of annual leave, so long as it does not impact the quality of
the training program. In the initial year of the program the Employer may,
depending on manpower requirements, grant LWOP to applicants who do not have
sufficient accrued annual leave hours in their leave bank to meet the years
training requirements. Throughout the duration of the Journeyman Upgrade
Program, employees will maintain sufficient annual leave hours in their leave
account to cover the upcoming year’s scheduled training. Upon successful
conclusion of each training step and subsequent completion of that year’s step
examination or upon successfully challenging a step of the program, the
employee’s annual leave account will be reimbursed for the actual time that was
deducted for classroom training. In addition, the employee’s wage rate will be
increased to the appropriate step increase. At least two opportunities to pass
the examination will be allowed. 

81

Individuals will be allowed
at least thirty calendar days before re-taking examinations. 

Wage Adjustment Upon Completion of Journeyman
Upgrade Program

Upon achieving Journeyman
Status, as defined in the Journeyman Upgrade/Apprenticeship
Program and developed for each of the classifications covered
by this Letter of Agreement, employees will be compensated at 105% of their
wage rate as defined in Appendix A of the OPPA.

Failure to Successfully Complete the Program

If the employee fails to
complete the Journeyman Upgrade Program or fails to pass the appropriate
journeyman examination in the time frame prescribed in the training program,
the employee’s annual leave account will be decreased, in equal amounts, by the
total amount of annual leave which has been reimbursed for training. This
reduction in annual leave will occur over a period of time similar to the
period of time that the training took place. 

This provision may be
waived, due to hardship (as defined in section V .5 of Chugach’s 401(K) Profit Sharing Plan
and Trust Summary/Plan description), by mutual consent of the Employer and the
Union. 

82

Alphabetical Index

	
 

	
 

	
 

	
A

	
 

	
 

	
 

	
 

	
 

	
Accommodations

	
 

	
60

	
Air Travel

	
 

	
34

	
Aircraft

	
 

	
34

	
Alaska Electrical Legal
  Fund

	
 

	
66

	
Annual Leave

	
 

	
18

	
ANNUAL LEAVE AND HOLIDAYS

	
 

	
18

	
APPENDIX A

	
 

	
71

	
APPOINTMENT AND TENURE

	
 

	
12

	
Apprentice Contributions

	
 

	
39

	
Apprentices

	
 

	
36

	
APPRENTICES

	
 

	
36

	
Arbitration

	
 

	
51

	
Assignability

	
 

	
66

	
Assigned Positions

	
 

	
17

	
 

	
 

	
 

	
B

	
 

	
 

	
 

	
 

	
 

	
Bereavement Leave

	
 

	
20
  

	
Blood Bank

	
 

	
26
  

	
 

	
 

	
 

	
C

	
 

	
 

	
 

	
 

	
 

	
Cable Splicer

	
 

	
54

	
Cable Splicer Foreman

	
 

	
53

	
Cable Splicer’s Helper

	
 

	
54

	
Call-In Pay

	
 

	
32

	
Call-Out Pay

	
 

	
32

	
Call-Outs and Switching

	
 

	
58

	
Certification Upon Return
  to Work

	
 

	
25

	
Classification Committee

	
 

	
67

	
Classification Committee
  Procedure

	
 

	
68

	
Cleaning

	
 

	
56

	
Clothing Allowance

	
 

	
56

	
Communications and Notices

	
 

	
63

	
Compensation

	
 

	
30

	
Compensation During or in
  Lieu of Annual Leave

	
 

	
31

	
Compensation of Employee
  Working in Higher Classification

	
 

	
33

	
Compliance with Rules and
  Regulations

	
 

	
48

	
Connects and Disconnects
  Lineman

	
 

	
55

	
Construction

	
 

	
57

	
Construction and
  Maintenance Classifications

	
 

	
30

	
Consumption of
  Drugs/Alcohol

	
 

	
48

	
Contracting Out – Purpose

	
 

	
8

	
Coveralls and Jackets

	
 

	
56

83

	
 

	
 

	
 

	
D

	
 

	
 

	
Dangerous or Hazardous
  Work

	
 

	
40
  

	
Definitions

	
 

	
53
  

	
Delegation of Authority

	
 

	
39
  

	
Discharge

	
 

	
48
  

	
DISCIPLINE

	
 

	
48
  

	
Duration

	
 

	
2
  

	
Duties of Apprentice
  Lineman

	
 

	
38

	
 

	
 

	
 

	
E

	
 

	
 

	
 

	
 

	
 

	
Emergencies

	
 

	
62

	
Emergency and First Aid
  Equipment

	
 

	
43

	
Emergency Leave

	
 

	
19

	
Employee Access to
  Personnel Record

	
 

	
11

	
Employee Notice of Absence

	
 

	
26

	
Employee Responsibility –
  Treatment

	
 

	
22

	
EMPLOYER-UNION RELATIONS

	
 

	
3
  

	
Equipment

	
 

	
56
  

	
Equipment Operator

	
 

	
54
  

	
Erosion of Work Force

	
 

	
9
  

	
 

	
 

	
 

	
F

	
 

	
 

	
 

	
 

	
 

	
Field/Wiring Inspector

	
 

	
54
  

	
First Aid Certificates

	
 

	
42
  

	
Flexible Workday

	
 

	
30
  

	
For Cause Drug Testing

	
 

	
43
  

	
Foreman

	
 

	
53
  

	
 

	
 

	
 

	
G

	
 

	
 

	
 

	
 

	
 

	
GENERAL PROVISIONS

	
 

	
66
  

	
Good Standing with the
  Union

	
 

	
5
  

	
Grievance

	
 

	
50
  

	
Grievance Procedure

	
 

	
50
  

	
GRIEVANCE PROCEDURE

	
 

	
49
  

	
 

	
 

	
 

	
H

	
 

	
 

	
 

	
 

	
 

	
Handling and Distribution

	
 

	
57

	
Health, Welfare and Life
  Insurance Plan

	
 

	
63

	
HEALTH, WELFARE AND PENSION
  PLANS

	
 

	
63

	
Heated Man-Hauls

	
 

	
43

	
Helicopters

	
 

	
41

	
High Potting

	
 

	
60

	
High Work

	
 

	
36

	
Hiring Hall

	
 

	
7

	
Holiday Compensation

	
 

	
31

	
Holidays

	
 

	
23

	
Hot-Stick Work

	
 

	
35

	
HOURS OF WORK AND
  COMPENSATION

	
 

	
26

	
 

	
 

	
 

	
I

	
 

	
 

	
 

	
 

	
 

	
Identification Cards

	
 

	
63

	
Identification Clothing

	
 

	
56

	
Inclement Weather

	
 

	
60

84

	
 

	
 

	
 

	
J

	
 

	
 

	
 

	
 

	
 

	
Job Award

	
 

	
16

	
Job Bidding

	
 

	
15

	
Job Classifications

	
 

	
67

	
Job Posting

	
 

	
15

	
Journeyman

	
 

	
53

	
Jury Duty

	
 

	
24

	
 

	
 

	
 

	
L

	
 

	
 

	
 

	
 

	
 

	
Labor Management Committee

	
 

	
67

	
LABOR –MANAGEMENT COMMITTEE

	
 

	
67

	
Leave to Accept Union
  Office

	
 

	
5

	
Leave Without Pay

	
 

	
20

	
Legal Status of the Parties

	
 

	
3

	
Licensing and
  Certifications

	
 

	
36

	
Line Patrol

	
 

	
59

	
Line Patrol Foreman

	
 

	
55

	
Loan of Employees

	
 

	
7

	
Locator Lineman

	
 

	
54

	
Longevity

	
 

	
35

	
Loop Wagon Leadman

	
 

	
53

	
 

	
 

	
 

	
M

	
 

	
 

	
 

	
 

	
 

	
Maintenance & Operations (M/O) Foreman

	
 

	
53

	
Managerial Prerogatives of
  the Employer

	
 

	
3

	
Meals

	
 

	
26

	
Mechanical Digging
  Equipment

	
 

	
60

	
Mechanics Helper

	
 

	
30,55

	
Mechanics Tool Allowance

	
 

	
56

	
Medical Verification

	
 

	
21

	
Meter Reader

	
 

	
56

	
Methods of Dispute
  Resolution

	
 

	
10

	
Mid-Shift

	
 

	
29

	
Military Leave

	
 

	
26

	
MISCELLANEOUS

	
 

	
62

	
Misuse of the Employer’s
  Property and Time

	
 

	
48

	
Moving Expenses

	
 

	
35

	
 

	
 

	
 

	
N

	
 

	
 

	
 

	
 

	
 

	
NECA-Temporary Employees

	
 

	
12

	
New Technology

	
 

	
62

	
Night Shop Mechanic

	
 

	
29,55

	
Night Warehouseman

	
 

	
30,55

	
No Flying Roster

	
 

	
34
  

	
No Strike Agreement

	
 

	
3
  

	
Non-Discrimination

	
 

	
8
  

	
Notice for Out of Town Work

	
 

	
33
  

	
Notification

	
 

	
21
  

	
 

	
 

	
 

	
O

	
 

	
 

	
 

	
 

	
 

	
One Man Crew

	
 

	
58
  

	
Organization of Employer

	
 

	
39
  

	
ORGANIZATIONAL OF THE
  EMPLOYER

	
 

	
39
  

	
Oversized Items

	
 

	
43
  

	
Overtime

	
 

	
31

85

	
 

	
 

	
 

	
P

	
 

	
 

	
 

	
 

	
 

	
Pay on Termination

	
 

	
34

	
Pay Period and Payday

	
 

	
34

	
Payment in Addition to
  Worker’s Compensation

	
 

	
25

	
Pension Plan

	
 

	
65

	
Pension Reallocation

	
 

	
65

	
Per Diem

	
 

	
32

	
Performance of Work

	
 

	
48

	
Personnel Evaluations
  Reports

	
 

	
39

	
Physical Examination

	
 

	
42

	
Picket Line

	
 

	
61

	
Pole Handling

	
 

	
57
  

	
Policy on Grievances

	
 

	
49
  

	
Political Action Committee
  Fund

	
 

	
66
  

	
PREAMBLE

	
 

	
1
  

	
Pregnancy Leave

	
 

	
25
  

	
Probationary Employees

	
 

	
13
  

	
Progressive Discipline

	
 

	
49
  

	
Pyramiding of Overtime

	
 

	
35
  

	
 

	
 

	
 

	
R

	
 

	
 

	
 

	
 

	
 

	
Ratios

	
 

	
37

	
Reduction-in-Force

	
 

	
17

	
Regular

	
 

	
30

	
Regular Employees

	
 

	
13

	
Relay/Control Wiring
  Technicians, Substation Lineman

	
 

	
55

	
Relief

	
 

	
32

	
 

	
 

	
 

	
S

	
 

	
 

	
 

	
 

	
 

	
SAFETY

	
 

	
40

	
Safety Training

	
 

	
41

	
Savings Clause

	
 

	
63

	
Scheduling of Leave

	
 

	
19

	
Scope

	
 

	
2

	
SCOPE AND DURATION OF
  AGREEMENT

	
 

	
2

	
Seminars, Workshops and
  other Meetings

	
 

	
11

	
Senior Shop Mechanic

	
 

	
54

	
Seniority

	
 

	
14

	
Service Credit

	
 

	
14

	
Service Credit and
  Seniority

	
 

	
14

	
Shop Mechanic

	
 

	
54

	
Shop Stewards

	
 

	
4

	
Shop Work

	
 

	
60

	
Show-up Shop

	
 

	
61

	
Sick or Disability Leave

	
 

	
21

	
Standards of Work

	
 

	
4

	
State Safety Codes

	
 

	
40

	
Statement of Intent
  Regarding Progressive Discipline

	
 

	
49

	
Statutory Employee Benefits

	
 

	
35
  

	
Substance Abuse Treatment
  Opportunity

	
 

	
22
  

	
Substation, Meter and Relay
  Department Crew Structure.

	
 

	
60
  

	
Swing and Mid-Shift Lineman

	
 

	
54
  

	
Swing Shift

	
 

	
29
  

	
Switching

	
 

	
59
  

86

	
 

	
 

	
 

	
T

	
 

	
 

	
 

	
 

	
 

	
Temporary Employees

	
 

	
13

	
Temporary Transfer to Lower
  Classification

	
 

	
33

	
Termination of Seniority

	
 

	
14

	
Transfer of Temporary
  Employees to Probationary or Regular Status

	
 

	
13

	
Transportation of
  Electrical Equipment

	
 

	
57

	
Tree Trimming

	
 

	
61

	
Trenching

	
 

	
57

	
Tuesday-Saturday Loop-Wagon

	
 

	
29

	
 

	
 

	
 

	
U

	
 

	
 

	
 

	
 

	
 

	
Union Access to Employer’s
  Premises

	
 

	
6

	
Union as Sole Bargaining
  Agent

	
 

	
3

	
Union Bulletin Board

	
 

	
6

	
Union Shop

	
 

	
3

	
Union Signatory Clause

	
 

	
9

	
Use of Leave Without Pay

	
 

	
20

	
 

	
 

	
 

	
V

	
 

	
 

	
 

	
 

	
 

	
Vacancies

	
 

	
15

	
Voting Time

	
 

	
24

	
 

	
 

	
 

	
W

	
 

	
 

	
 

	
 

	
 

	
Wage Discrepancies

	
 

	
34

	
Warranty Work

	
 

	
9

	
Workday and Workweek

	
 

	
26

	
Workday, Workweek, Flexible
  Workday, Optional Workweek

	
 

	
29

	
Worker’s Compensation

	
 

	
22

	
WORKING RULES – OUTSIDE
  PLANT

	
 

	
53

87

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