HomeMy WebLinkAbout2006-013 Agreement - IBEW Union 659
AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGOIN
Electrical Department
and
LOCAL UNION NO.659
INTERNATIONAL BROTHERHOOD
OF
ELECTRICAL WORKERS
JULY 1,2005 THROUGH JUNE 30, 2008
TABLE OF CONTENTS
PR EAMBLE ............................................................. ............................... ......................1
SCOPE OF AGREEMENT............................ ................................. ................................1
ARTICLE I:
ARTICLE II:
ARTICLE III:
ARTICLE IV:
ARTICLE V:
ARTICLE VI:
ARTICLE VII:
ARTICLE VIII:
ARTICLE IX:
ARTICLE X:
ARTICLE XI:
ARTICLE XII:
ARTICLE XIII:
ARTICLE XIV:
ARTICLE XV:
ARTICLE XVI:
Recog nition ............................... ............................... ..................... ....2
U n ion S e c u ri t y and C h e c k - 0 ff .......................................................2
Management Rig hts ............................................................ ...........3
Strike and Lockout Prohlibition ........................................................4
H 0 lid a ys ............................................................................................4
Vacations....... ........................ .............................. .............................5
Hours of Work and Overtime ..........................................................7
Sick Leave............................... .............................. ............................8
Other Leaves of Absence ...............................................................9
Compensation............................... .............................. .................. .11
Discipline and Discharge................ .............. .......... ...... ............... .14
Settlement of Disputes.................................................................. 15
Seniority............................................................. ....... .......................17
General Provisions............................. ............................................ 18
Classifications - Work Rules - Safety............................................20
Health, Welfare and Retirement ........................................ ..........22
ARTICLE XVII: Worker's Compensation........... .................................................... 24
ARTICLE XVIII: Liability Insurance............................................................. ......... ....24
ARTICLE XIX: Savings Clause and Funding .......................................................24
ARTICLE XX: Termination and Reopening.......................... .......................... .... 25
APPENDIX A: Classifications with Bargoining Unit .............................................26
APPENDIX B: Pay Schedule ...................... ................................................. ..........27
AGREEMENT BETWEEN
THE CITY OF ASHLAND, OREGON
Electrical Department
and
LOCAL UNION NO. 659
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
PREAMBLE
This Agreement made and entE:~red into by the City of Ashland, Oregon,
hereinafter referred to as the "City" and Local Union No.659 of the International
Brotherhood of Electrical Workers, hereinafter referred to as the Union." Unless
indicated otherwise references to the "City" herein shall include the Mayor and
City Council or their designees(s) as the officials directly responsible for the
operation of the department covered by this Agreement. The purpose of this
Agreement is to set forth the full and complete agreement between the parties
on matters pertaining to rates of pay, hours of work and other conditions of
employment.
Scope of Aareement
This agreement shall apply to all employees of the Electric Department,
Ashland, Oregon, as set forth in "Appendix A" but excluding clerical employees,
confidential and supervisory employees, and temporary employees.
Where the term "employee" is used, it shall mean regular employees or
probationary employees within the borgaining unit, as the same are defined in
Article XIII hereof.
Non-bargaining unit employees will not be employed in the Electric
Department in a temporary position for longer than twelve months except by
mutual agreement. However, if the temporary position is to continue for longer
than six months, the City will notify the Union and upon request, will meet to
discuss the situation and options.
The parties agree as follows:
ARTICLE I
RECOGNITION
The City recognizes the Union as the sole and exclusive bargaining agent
for the purposes of establishing rates of pay, hours of work and other conditions
of employment for all employees within the bargaining unit described
immediately above.
ARTICLE II
UNION SECURITY AND CHECK-OFF
Section 1. Union Security. All employees covered by this Agreement shall, as a
condition of employment, commencing thirty (30) days after hiring or transfer
into the Bargaining Unit, (1) become a member of the Union and maintain
his/her membership in the Union in accordance with its Constitution and Bylaws,
(2) in the alternative, an employee must tender a registration fee to the Union in
such an amount as the Union may prescribe (but in no event to exceed the
initiation fee required of Union members), and shall tender, monthly on agency
fee as established by the Union in an omount not to exceed the amount of the
monthly dues and per capita fees required of "BA" members in his/her base
wage rate.
Any employee who is or who becomes a member of the Union shall, as a
condition of employment, maintain his/her membership in the Union in
accordance with its Constitution and Bylaws.
Upon written request from the Union, the Company shall, within twenty-
one (21) calendar days, terminate the employment of any employee who fails
to comply with the requirements of this Article.
Section 2. Check-Off. The City will, during the term of this Agreement, deduct
and remit monthly to the Financial Secretary of the Union the normal and usual
dues uniformly required of its members or agency fees of any other employee as
provided for in Section 1 as shall voluntarily authorize the City to do so. Such
written authorization must be in lawful, mutually acceptable form and shall be
forwarded to the City through the Business Manager of the Union.
The Financial Secretary of the Union will keep the City currently advised of
the monthly dues and agency fee to be deducted from the wages of each
employee who shall have filed the required deduction authorization with the
Union and the City.
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An employee may revoke his/her deduction authorization by written
notice directed to the City and the Union by registered mail. Such revocation
will be effective in the payroll month following receipt of the notice.
Section 3. Indemnification. The Union agrees to indemnify and hold the City
harmless against any and all claims, orders or judgments brought or issued
against the City as a result of any adion taken or not taken by the City under
the provisions of this Article.
ARTICLE III
MANAGEMENT RIGHTS
The Union recognizes the prero~Jative of the City to operate and manage
its affairs in all respects in accordance with its responsibilities and the powers or
authority which the City has not expressly abridged, delegated or modified by
this Agreement are retained by the City.
It is understood and agreed that the City possesses the sole and exclusive
right to operate the City through its City Administrator and department heads
and that all management rights repose in it, but such rights must be exercised
consistent with the other provisions of this contract. These rights include but are
not limited to the following:
1. To determine the mission of its constituent departments,
commissions and boards.
2. To set standards of services.
3. To direct its employees.
4. To discipline or discharge for just cause.
5. To relieve its employees from duty because of lack of work,
finances, or other legitimate reasons.
6. To maintain the efficiency of governmental operations.
7. To determine the methods, means and personnel by which
government operations are to be conducted, except that the City
Will not contract any work which is ordinarily done by its regular
employees for the specific purpose of laying off or demoting such
employees, and will furnish the Union with a copy of any contract
entered into involving work covered by this contract.
8. To determine the content of job classifications.
9. To take all necessary action to carry out its mission in emergencies.
10. To exercise complete control and discretion over its organization
and the technology of performing its work.
,.,
.J
ARTICLE IV
STRIKE AND LOCKOUT PROHIBITION
Section 1. The Union and its members, as individuals or as a group, will not
initiate, cause, permit or participate or join in any strike work stoppage, or
slowdown 1 picketing, or any other restriction of work at any location in the City.
Employees in the bargaining unit.. while acting in the course of their
employment, shall not honor any picket line established in the City unless such is
sanctioned by the Southern Oregon Lobor Council.
Section 2. In the event of a strike, work stoppage, slowdown, picketing,
observance of a picket line, or other restriction of work in any form, either on the
basis of individual choice or collective employee conduct, the Union will
immediately upon notification, attempt to secure an immediate C1nd orderly
return to work. This obligation and the obligations set forth in Section 1, above,
shall not be affected or limited by the subject matter involved in the dispute
giving rise to the stoppage or by whether such subject matter is or is not subject
to the grievance and arbitration provision of this Agreement. Disciplinary action,
including discharge may be taken by the City against any employee or
employees engaged in a violation of this Article. Such disciplinary oction may
be undertoken selectively at the option of the City and sholl not preclude or
restrict recourse to any other remedies, including an oction for damages, which
may be ovailable to the City.
Section 3. There will be no lockout of employees in the unit by the City as a
consequence of any dispute arising during the period of this Agreement.
ARTICLE V
HOLlDA YS
Section 1. Recoanized Holidays. The following shall be recognized as holidays:
New Year's Day (Jonuory 1)
Martin Luther King Day (3rcJ Monday in January)
Washington's Birthday (3rd Monday in February)
Memorial Day (last Mondoy in May)
Independence Day (4th of July)
Labor Day (1 st Monday in September)
Veteran's Day (November 11 )
Thanksgiving Day (4th Thursday in November)
Day after Thanksgiving (4th Friday in November)
Christmas Day (December 25th)
(Any day declared by the Governor or President as a holiday)
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Whenever 0 holiday sholl fall on Sunday, the succeeding Monday sholl be
observed os the holiday. Whenever 0 holiday sholl fall on Saturday, the
preceding Friday sholl be observed os the holiday. If on employee is on
authorized vocation, sick leave, or other leave with pay when 0 holiday occurs,
such holiday sholl not be charged agClinst such leave.
Section 2. Holiday Pay. Regular employees sholl receive eight (8) hours of pay
for each of the holidays listed above on which they perform no work. In order to
be eligible for holiday pay when no work is performed, on employee must work
on his/her lost scheduled work day immediately prior to 0 holiday and on his/her
first scheduled work day immediately following the holiday, unless prior approval
is granted, os in the case of illness or if the holiday falls within 0 vocation period.
ARTICLE VI
VACATIONS
Section 1. Eliaibility. An employee sholl be eligible to toke accrued vocation
leave with pay after one (1) full year of continuous service. Vocation leave sholl
accrue on 0 monthly basis in accordance with the following schedule:
Section 1.1. Employees with less than four (4) full years of continuous service
sholl accrue 7.33 hours of vocation leave for each calendar month of service
(eleven (11) working days annualized).
Section 1.2. Employees with more than four (4), but less than fourteen (14) full
years of continuous service sholl accrue 10.67 hours of vocation leave for each
calendar month of service (sixteen (16) working days annualized).
Section 1.3. Employees with more thcm fourteen (14), but less than twenty-four
(24) full years of continuous service, sholl accrue fourteen (14) hours of vocation
leave for each calendar month of service (twenty-one (21) working days
annualized) .
Section 1.4. Employees with more them twenty-four (24) full years of continuous
service sholl accrue 17.33 hours of vocation leave for each calendar month of
service (twenty-six (26) working days annualized).
Section 2. Continuous Service. Continuous service, for the purpose of
accumulating vocation leave, sholl be based on regular hours paid to the
employee. Vocation leave sholl not accrue during 0 leave of absence without
pay. Authorized leave without pay and lay-offs sholl not be counted os service,
however, employees returning from SLJch absences or layott sholl be entitled to
credit for service prior to the leave or loyott.
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Section 3. Use of Accrued Vacation Jime. Each year, an employee may use
accrued vacation time to take time off, for additional pay during December, or
to carry forward to the next year. The following rules apply:
Section 3.1. After the first year of employment, an employee can use vacation
for time off as soon as the vacation time has been earned.
Section 3.2. The employee must use at least 75% of his/her annuol vacation
accrual for time off. Example: an employee who earns 16 vacation days per
year (10.67 hours per month) must toke at least twelve (12) days of vacation
time off during the year.
Section 3.3. The employee may choose to cash out up to 25% of his/her annual
vacation accrual. The pay will be included in the first paycheck in December.
Section 3.4. Vacation time that is not used for time off or cashed out will carry
forward to the next year.
Section 3.5. An employee cannot accumulate at any time more vacation time
than one and one-half times his/her annual vacation accrual. Example: an
employee who earns 16 vacation days per year (10.67 hours per month) may
accumulate up to twenty four (24) days of vacation.
Section 3.6. If an employee has the maximum amount of vacation
accumulated, no more vacation time is earned until the employee has used or
cashed out some of the accumulated vacation time.
Section 4. Accrual Limitations. The City shall notify an employee thirty (30) days
in advance of impending loss of accrued vacation time. The employee and
supervisor will immediately discuss when the employee can take time off so as
to avoid any loss of vacation time. If the City is unable to release the employee
within that thirty day period to take vocation time off, the vacation time which
exceeds the accrual maximum will, by mutual agreement between the
supervisor and the employee, either be cashed out or the employee will be
allowed to carry it forward until the employee can take the time off.
Section 5. Accrual Limitations. Vacation leave must be taken by the employee
within twelve (12) months following the date of eligibility, or such vacation shall
be deemed forfeited. An employee who is about to lose vacation leave
because of accrual limitations may, by notifying his/her supervisor fifteen (15)
days in advance, absent himself/herself to prevent loss of vacation leave. Such
action taken by the employee shall not constitute a basis for disciplinary action
or loss of pay. The City shall notify an employee thirty (30) days in advance of
impending loss of accrued vacation time. No payment shall be made for
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vacation leave lost by an employee because of accrual limitations, unless the
failure to take vacation is caused by the City's insistence that the employee be
at work during a scheduled vacation period.
Section 6. Schedulina. Employees shall be permitted to request vocation on
either a split or an entire basis. Vacation times shall be scheduled by the City
based on the head of the department's judgment as to the needs of efficient
operations and the availability of vacation relief. Vacation times shall be
selected on the basis of seniority; provided, however, such employee will be
permitted to exercise his/her right of seniority only once annually. The vacation
schedule shall be posted annually as of December 1 st, and employees shall
exercise their choice by bidding in seniority. The list shall be closed as of
December 31, and subsequent changes shall be made only by mutual consent
of the parties. Scheduling of vacation periods to the extent consistent with
operating requirements of the City and vacation credits of the employee, shall
be in weekly units except by mutual consent of the parties.
Section 7. Payment on Termination. In the event of the death or termination of
an employee during the initial twelve (12) months of his/her employment, no
payment in lieu of vacation shall be rnade. In the event of death or termination
of employment after an employee has served for twelve (12) months, and is
otherwise eligible for vacation credits, the employee shall be entitled to
payment for accrued vacation leave at the rate of the date of eligibility. In the
event of death, earned but unused vacation leave shall be paid in the same
manner as salary due the deceased employee is paid.
ARTICLE VII
HOURS OF WORK AND OVERTIME
This Article is intended to be construed only as a basis for recognizing
overtime, and shall not be construed CiS a guarantee of hours of work per day or
per week.
Section 1. Hours of Work. To the extent consistent with operating requirements of
the City, eight (8) hours shall constitute a regular day's work, and five (5)
consecutive days, normally beginninl;) Monday and terminating Friday, shall
constitute a week's work. However, an employee may be scheduled by the City
for a workweek other than Monday through Friday, which shall become his/her
regular workweek.
Section 2. Work Schedules. All employees, to the extent consistent with
operating requirements, shall be scheduled to work on a regular work shift, and
each shift shall have regular starting and quitting times. Work schedules showing
the employee's shifts, workdays and hours shall be posted on department
bulletin boards. Except for emergency situations and for the duration of the
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emergency, changes in work schedules shall be posted seven (7) doys prior to
the effective date of the change.
a. During times that daylight savings time is in effect, the normal hours
of work for electric personnel (other than connect/disconnect,
meter reader and AFN personnel) will be between 7:00 a.m. and
3:30 p.m. with lunch break.
b. By mutual agreement between the City and Union, a schedule of ten
hour days, four days per week, may be adopted. Either the City or
Association may withdraw a~;Jreement to that schedule, in which case
a five day schedule will be re-established.
Section 3. Rest Periods. A rest period of fifteen (15) minutes shall be permitted for
all employees during each half shift, which shall be scheduled by the City in
accordance with its determination as to the operating requirements and each
employee's duties.
Section 4. Meal Periods. To the extent consistent with operating requirements of
the respective departments, a one-half (1/2) hour meal period shall be
scheduled in the middle of the work shift which shall not be paid.
Section 5. Overtime Rates. All work performed outside of regularly scheduled
hours or days as set forth in this Article, shall be compensated at the rate of two
(2) times the regular rate of pay.
ARTICLE VIII
SICK LEAVE
Section 1. Accumulation. Sick leave shall be earned for the purposes stated
herein by each eligible employee at the rate of eight (8) hours for each full
calendar month of service. Sick leave may be accumulated to a toted of seven
hundred twenty (720) hours and must be taken for the purposes specified in
Section 2 hereof as a condition precedent to any sick leave payment. Sick
leave shall not continue to accrue during authorized sick leave or disability
leave in excess of ninety (90) calendar days.
Section 2. Utilization for Illness or Iniur~. Employees may utilize their allowance
for sick leave when unable to perform their work duties by reason of illness or
injury. In such event, the employee shall notify the department heod or other
supervisor of absence due to illness or injury, and the nature and expected
length thereof, as soon as possible prior to the beginning of his/her scheduled
regular work shift, unless unable to do so because of the serious nature of injury
or illness. A physician's statement of the nature and identity of the illness, the
need for the employee's absence anel the estimated duration of the absence,
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may be required at the option of the City for absences of over two (2) days prior
to payment of any sick leave benefits or prior to allowing the employee to return
to work. A physician's statement may be required as a prerequisite to payment
of sick leave for less than three (3) doys if the employee has been advised in
advance of such requirement.
Section 3. Intearation with Worker's Compensation. When an injury occurs in the
course of employment, the City's obligotion to pay under this sick leave article is
limited to the difference between emy payment received under Worker's
Compensation laws and the employee's regular pay. In such instances, no
charges will be made against accrued sick leave for the first ninety (90)
calendar days.
Section 4. Sick Leave Without Pay. Upon application by the employee, sick
leave without pay may be granted by the City for the remaining period of
disability after accrued sick leave has been exhausted. The City may require
that the employee submit a certificatE:~ from a physician periodically during the
period of such disability, and before returning to work.
Section 5. Termination. Sick leave is provided by the City in the nature of
insurance against loss of income due to illness or injury. No compensation for
accrued sick leave shall be provided for any employee upon his/her death or
termination of employment, for whatever reason. Sick leave shall not accrue
during any period of leave without pay.
Section 6. Compensation For Not Usina Sick Leave. Employees who accumulate
720 hours of sick leave and who thereclfter use 16 or less hours of sick leave in a
calendar year may be rewarded for not using sick leave. Such employees may
be paid at their December 31 st hourly rate for 25% of the unused sick leave
hours over 720 accumulated as of January 1 st.
Section 7. Use for Family Illness. An employee may use up to twenty four (24)
hours per calendar year, of their paid sick leave for the employee to attend to
an ill or injured family member. Family members are as defined in the Oregon
Family Leave Act. An employee may request additional use of sick leave in the
event of an unforeseen medical emer~~ency requiring immediate hospitalization
or use of emergency medical services for a spouse or children. The Electric
Utility Director will determine whether odditional sick leave can be used.
ARTICLE IX
OTHER LEAVES OF ABSENCE
Section 1. Leaves of Absence Without Pay. Leaves of absence without pay not
to exceed ninety (90) days may be I;)ranted upon request by the employee
where it is determined that the operation of the department and/or division will
9
not be negatively impacted by the temporary absence of the employee and
that additional expense will not result, including for a replacement. Requests for
such leaves must be in writing and submitted to the Department Head 30 days
prior to the requested leave date. The employee must utilize accrued vacation
and compensatory time before applying for a leave of absence without pay. If
the leave lasts two calendar weeks or more, the employee must poy the pro-
rated premium for health insurance coverage. Any other payroll obligations of
the employee will be deducted from 1"he pay check for the next pay period or
may be paid directly to the City.
Section 2. Jury Duty. Employees sholl be granted leave with pay for service
upon a jury; provided, however, that the regular pay of such an employee for
the period of absence shall be reduced by the amount of money received by
him/her for such jury service, and upon being excused from jury service for any
day an employee shall immediately contact his/her supervisor for assignment for
the remainder of his/her regular work day.
Section 3. Appearances. Leave with pay shall be granted for an appearance
before a court, legislative committee, judicial or quasi-judicial body as a witness
in response to a subpoena or other direction by proper authority, provided,
however, that the regular pay for such employee shall be reduced by an
amount equal to any compensation they may receive as witness fees.
Section 4. Reauired Court Appearances. Leaves of absence with pClY shall be
granted for attendance in court in connection with an employee's officially
assigned duties, including the time required for travel to the court and return to
the employee's headquarters.
Section 5. Election Day. Employees shall be granted two (2) hours to vote on
any election day only if, due to scheduling of work, they would not otherwise be
able to vote.
Section 6. Union Business. Employees elected or appointed to any legitimate
full-time paid Union office which takes them from their employment with the
City, shall, upon written request of the Union and the employee be granted a
leave of absence of up to one (I) year without pay, renewoble upon
application. Employees selected by the Union to attend conventions and
related Union activities, shall, upon written request of the Union and the
employees, be granted a leave of absence of up to thirty (30) days without pay.
Section 7. Educational Leave. After completing one (1) year of continuous
service, an employee, upon written request, may be granted a leave of
absence without pay by the City for the purpose of upgrading his/her
professional ability through enrollment in educational courses directly related to
employment at an accredited school or course of study. The period of such
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leave of absence shall not exceed one (1) year, but may be renewed or
extended upon request of the employee and approval by the department
head. One (1) year leaves of absence, with requested extensions, for
educational purposes may not be provided more than once in any three (3)
year period. His/her replacement shall be considered a temporary employee.
Employees may also be granted time off with pay for educational purposes, for
reasonable lengths of time, to attend conference seminars, briefing sessions,
training programs, and other programs of a similar nature that are intended to
improve or upgrade the employee's skill and professional ability, when ordered
by the employee's department head.
Section 8. Military Leave. Military leove shall be granted in accordance with
ORS 408.290.
Section 9. Funeral Leave. In addition to regular sick leave, an employee may
be granted three (3) days funeral leave with regular pay in the event of death in
the immediate family of the employee. An employee's immediate family shall
include spouse, parent, children, brother, sister, mother-in-law, father-in-law,
brother-in-law, sister-in-law, step child, step parent, adopted child, grondparents
and grandparents-in-Iaw. The employee will be paid his or her regular hourly
rate for any such days of excused absence which occur only durin~, his or her
assigned workweek. No pay shall be ~Jranted if the employee does not attend
the funeral. An additional two (2) days leave may granted if the funeral is over
750 miles from Ashland, one way.
Section 10. Failure to Return From Leave. Any employee who is granted a leave
of absence and who, for any reason, fails to return to work at the expiration of
said leave of absence, shall be considered as having resigned their position with
the City, and his/her position shall be declared vacated; except and unless the
employee, prior to the expiration of his/her leave of absence, has furnished
evidence that he/she is unable to work by reason of sickness, physicol disability
or other legitimate reason beyond his/her control.
ARTICLE X
COMPENSATION
Section 1. Pay Schedule. Employees shall be compensated in accordance
with the pay schedule attached to this Agreement and marked "Appendix B"
which is hereby incorporated into and made a part of this Agreement. When
any position not listed on the pay schedule is established, the City shall
designate a job classification and pay rate for the position. The Union shall be
notified and the pay rate established by the City shall be considered tentative
until the Union has been afforded the opportunity to meet and discuss the
matter. If the Union does not agree that the classification or pay rate is proper,
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the Union may submit the issue as a grievance according the grievance
procedure.
Section 2. Overtime. The City has the right to assign overtime work as required in
a manner most advantageous to the City, and consistent with the requirements
of municipal service and the public interest. Employees shall be compensated
at the rate of two (2) times the regular rate for overtime work outside of the
regularly scheduled workweek or \Nork day, but in no event shall such
compensation be received twice for the same hours. All overtime shall be
recorded by the employee and must be approved by the department head or
supervisor. Scheduled overtime, time annexed to the beginning of the work
shift, or hold-over times annexed to the end of the work shift, shall be considered
overtime and shall not be considered call-back time.
Section 3. Call-back Time. Employees called back to work sholl receive
overtime pay with a guaranteed minimum of two (2) hours at double time for
the work for which they are called bock. However, employees called back to
work to make connects or disconnects shall receive overtime pay with a
guaranteed minimum of one (1) hour ot double time for the work for which they
are called back. More than one call-back is permissible within the call-back
period. Employees required to work over the initial call-back period, where more
than one call-back is handled, will be paid at the overtime rate to nearest one-
half (1/2) hour.
a. Employees called for duty four (4) hours or more before the
beginning of their regular work day shall be paid at the regular
overtime rate from the time they are called until relieved. If such an
employee has worked 0 minimum of four (4) hours and hos had less
than four (4) hours rest ofter he/she was relieved, he/she shall
receive the regular overtime rate of double time for all hours
worked during his/her normal work day. Employees shall not be
required to take time off during any regular working day for the
overtime worked or to be worked.
b. Employees called for duty less than four (4) hours before the
beginning of their regular work day shall be paid at the established
overtime rate from the time they are called until the beginning of
their regular work day. Regular working hours following shall be at
the straight time rate.
Section 4. Pay Periods. Employees sholl be paid every other Friday. Pay periods
shall be for 14 days beginning at 12:01 o.m. on Saturday, and ending on the 14th
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day (Friday) at 12:00 p.m. Pay days sholl be on the Friday following the close of
each pay period.
Section 5. Standby Pay. When employees are required to stond by for
emergency services, they shall be compensated as follows:
Line Installers: at the rate of twenty percent (20%) of the straight time rate
of pay in effect on July 1, 2002.
Telecommunication Technicians: $130 per weekend.
In addition to standby pay, employees shall receive the opplicable
overtime rate of pay for all time worked when called in from stcmdby. The
number of hours in a standby period 'will be predetermined and the employee
so advised in advance of standby duty. The City may maintain a call list, which
shall not in itself entitle an employee to standby pay.
Section 6. Mileaae. An employee required to report for special duty or
assignment at any location other than his/her permanent reporting location and
who is required to use his/her personal automobile for transportation to such
location shall be compensated at the mileage rate established annually by the
IRS per mile for the use of such automobile directly in the line of duty.
Section 7. Travel Expense. When employees attend out of town training
programs or conferences, reimbursement for travel and meal expense will be in
accordance with City policy.
Section 8. Meals Durina Extra Work Periods.
a. Emeraency Overtime and Call-out. Breakfast and lunch shall be
provided at reasonable City expense when employees are called out on
emergency overtime before regular work hours and did not have time to eat
breakfast and prepare a lunch. Employees not released from a callout prior to
six (6:00) a.m. shall be considered as not having time to eat breakfast and/or
prepare lunch. Meals shall be provided by the City during normal meal times if
an employee is called out to work on Saturday, Sunday and holidays.
b. Work Beyond Reaular Work Shift. Employees required to work one
and one-half hours (1-1/2) or more beyond their regular work hours shall be
provided a meal at City expense. If work continues after the meal has been
provided, employees shall be entitled to meals at four (4) hour intervals
thereafter.
c. Prearranaed Work Shift. When an employee is notified by the end
of the preceding regular work shift anel is required to report to work less than two
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(2) hours before regular work hours, the employee shall not be provided a
breakfast or lunch. If an employee is required to report for work two 1:2) or more
hours before regular work hours the City will provide breakfast, and the
employee will be responsible for lunch.
d. Reasonable Amount for Meals. The City shall promptly reimburse an
employee for the actual amount of such meals, up to $8.00 for breakfast, $9.00
for lunch and $19.00 for dinner.
e. Regular Work Hours. Regular work hours are the hours that the
employee normally works during the week, which may include Saturday,
Sunday and holidays, as outlined in Article 7, Section 1 of this Agreement.
Section 9. Compensatory Time. Overtime for hours actually worked (excluding
standby time) may be paid in the form of compensatory time off at the
applicable rate subject to the approvol of the department head or designated
supervisor. The employee may request compensatory time off by submitting a
request in writing at least 48 hours in advance of the requested time. The
compensatory time shall be accrued on an annual basis from December 1 to
November 30 with any accrued but unused time as of November 30 to be
compensated as pay on the first pay period in December. No employee shall
receive more than forty (40) hours of compensatory time in any annual period.
Any time in excess of forty (40) hours during the annual period shall be
compensated as pay.
Section 10. AFN Foreman/Director Replacement Pay. An employee who is
assigned either as AFN foreman or to replace the Operations Superintendent for
an eight (8) hour day or longer will receive an additional $1.50 per hour.
ARTICLE XI
DISCIPLINE AND DISCHARGE
Section 1. Discipline. Disciplinary action may include the following:
a. Written reprimand
b. Demotion
c. Suspension
d. Discharge
Disciplinary action may be imposed upon any employee for failing to fulfill
his/her responsibilities as an employee. Conduct reflecting discredit upon the
City or Department, or which is a direct hindrance to the effective performance
of City functions shall be considered good cause for disciplinary action. Such
cause may also include misconduct, inefficiency, incompetence,
14
insubordination, the willful giving of false or confidential information, the
withholding of information with intent to deceive when making application for
employment, willful violation of deportmental rules or for politico I activities
forbidden by State law. Any disciplinary action imposed upon an employee
shall be protested only as a grievance through the regular grievance
procedure.
Section 2. Discharae. An employee having less than six (6) months of
continuous service shall serve at the pleasure of the City. An employee having
continuous service in excess of six (6) months shall be discharged only for cause.
If the department head or other supervisor determines that there is cause for
discharge, he/she shall suspend the employee without pay for five (5) calendar
days and shall deliver to the employee and the Union a written notice of such
suspension and pending dismissal. Such notice shall specify the principal
grounds for such action. Unless otherwise resolved, the dismissal shall become
effective at the end of the five (5) dClY suspension. Protest of the discharge of
any employee shall be made only through the grievance procedure set forth in
Article XII. The Union may process a grievance concerning suspension or
discharge, or both, at Step II of the grievance procedure.
ARTICLE XII
SETTLEMENT OF DISPUTES
Section 1. Grievance and Arbitration Procedure. Any grievance or dispute
which may arise between the parties concerning the application, meaning or
interpretation of this Agreement, shall be settled in the following manner:
STEP I. The affected employee shall take up the grievance or dispute with
the employee's supervisor within seventy-two (72) hours of its occurrence,
excluding Saturday and Sundoy. The supervisor shall then ottempt to
odjust the motter within three (3) working doys.
STEP II. If the grievance has not been settled between the affected
employee and the supervisor, it may be presented in writing by the Union
to the Director of Electric Utilities within seventy-two (72) hours, excluding
Saturday and Sunday, after the response specified in Step I is due. The
written notice shall include details of the grievance, the section of this
Agreement allegedly violated ond the specific remedy requested. The
Director of Electric Utilities shall respond to the Union representative in
writing within five (5) working days after receipt thereof.
STEP III. If the grievance still remoins unadjusted, it may be presented by
the Union to the City Administrator of the City or his/her designee(s), within
seven (7) days after the response specified in Step II is due. The City
15
Administrator or his/her designee(s), shall respond in writing to the Union
within five (5) working days.
STEP IV. If the grievance is still unsettled, either party may, within ten (10)
days after the reply of the City Administrator is due, by written notice to
the other, request arbitration of the dispute under Section V herein.
STEP V. If the grievance is still unsettled, either party may, within ten (10)
days of the decision of the City ,Administrator or his/her designee(s) under
Step IV have the right to have the matter arbitrated by a third party jointly
agreed upon by the City and the Union. If the parties are unable to agree
upon an arbitrator, the American Arbitration Association or other mutually
agreed organization shall be requested to submit a list of five nomes. Both
the City and the Union shall have the right to strike two names from the list.
The party requesting arbitration shall strike the first name anel the other
party shall then strike one and the process shall be repeated and the
remaining person shall be the arbitrator. The City and the Union shall meet
in a pre-hearing conference and shall prepare a submission ogreement
regarding the specific issues in dispute. The designated arbitrator shall
hear both parties as soon as possible on the disputed matter and shall
render a decision within thirty (30) days which shall be final and binding
on the parties and the employee. The arbitrator shall have no right to
amend, modify, nullify, ignore or add provisions to the Agreement, but
shall be limited to consideration of the particular issue(s) presented to him
or her. His/her decision shall be based solely upon his/her interpretation of
the meaning and application of the express language of the P,greement.
Expenses for the arbitrator shalll be borne equally by the City and the
Union; however, each party shall be responsible for compensating its own
representatives and witnesses. If either party desires a verbatim recording
of the proceedings, it may cause such a record to be made, provided it
pays for the record. If the other party desires a copy both parties shall
jointly share the cost of the transcript and all copies.
If any grievance is not presented or forwarded by the employee or Union
within the time limits specified obove, such grievance shall be deemed
waived. If any grievance is not onswered by the City within the time limits
specified obove, such grievance shall be deemed granted.
Section 2. Stewards. The Union may select an employee who shall be known as
the steward. The name of the employee selected as steward, and the names of
local Union representatives who may represent employees, shall be certified in
writing to the City by the Union. Duties required by the Union of a steward,
excepting attendance at meetings with supervisory personnel and aggrieved
employees arising out of a grievance already initiated by an employee under
Section 1 hereof, shall not interfere with this or other employees' regular work
16
assignments as employees of the City. Contacts between the steward and
employees or the Union shall be made outside of working hours so as not to
disrupt regular City operations.
ARTICLE XIII
SENIORITY
Section 1. Seniority. Seniority shall be an employee's length of continuous
service with the bargaining unit datin!J from his/her last date of hire, and shall
apply by job classification in matter o-f layoff, recall and vacation. In the event
of a layoff, such employee may exercise his/her seniority in a lower job
classification within the Department. I~ecall from layoff shall be in the reverse
order of seniority. The City reserves the right to layoff out of the order of seniority
if, in the City's judgment, retention of special job skills is required. Seniority shall
continue to accrue during (1) authorized sick leave or disability leave up to
ninety (90) calendar days; (2) vacation leave; (3) authorized compensatory time
off; (4) educational leave required by the City; (5) military leave as specified in
Article IX, Section 8; (6) funeral leave; (7) jury duty; and (8) promotion to a
supervisory position outside of the bargaining unit for two (2) years.
Section 2. Suspension of Seniority. Seniority shall be retained, but shall not
continue to accrue during (1) authorized sick leave or disability leave in excess
of ninety (90) calendar days; (2) educational leave requested by the employee;
(3) military leave for disciplinary reasons; (4) election to a fulltime paid Union
office up to one (1) year, renewable upon application; and (5) other authorized
leaves of absence of up to ninety (90) calendar days.
Section 3. Termination of Seniority. Seniority and the employment relationship
shall be broken or terminated if an employee (1) quits; (2) is dischar~;Jed for just
cause; (3) is absent from work for three (3) consecutive working days without
notification to the City; (4) is laid off Clnd fails to report to work within three (3)
dClYs after being recalled; (5) is laid off from work for any reason for twenty-four
(24) months or for a period of time equal to his/her seniority, whichever is shorter;
(6) fails to report for work at the termination of a leave of absence; (7) if while on
a leave of absence for personal health reasons, accepts other employment
without permission; or (8) if he or she is retired.
Section 4. Probationary Period. The probationary period is an integral part of
the employee selection process and provides the City with the opportunity to
upgrade and improve the department by observing a new employee's work
training, aiding new employees in adjustment to their positions, and by providing
an opportunity to reject any employee whose work performance fails to meet
required work standards. Every new employee hired into the bargaining unit
shall serve a probationary period of six (6) full months after which they shall be
considered a regular employee and granted seniority to the last dote of hire.
17
The Union recognizes the right of the City to terminate probationary employees
for any reason and to exercise all rights not specifically modified by this
Agreement with respect to such employees, including, but not limited to, the
shifting of work schedules and job c1ossifications, the assignment of on-the-job
training, cross-training in other classifications, and assignment to educational
courses and training programs, the requirement that such employees attend
training programs on their off-duty time for which they will be compensated on
a straight-time basis by the granting of compensatory time off. Termination of a
probationary employee shall not be subject to the grievance procedure under
Article XII.
Section 5. Promotional Probationary Period. Regular employees promoted into
a higher classification shall serve a promotional probationary of six (6) full
months. The Union also recognizes the right of the employer to demote an
employee on promotional probationary status to highest previous position.
Demotion of an employee on promotional probationary status shall not be
subject to the grievance procedure under Article XII. It is the intent of this
Agreement that promotional opportunities shall first be extended to employees
in the bargaining unit provided such employees are qualified to perform the
work in question. To this end, promotional opportunities shall be pos"red for ten
(10) working days before the job is filled by a new employee. The City shall be
under no obligation to train an employee to become qualified, but shall give
preference to present employees who are qualified and apply for such job
opening. The City shall be the judge of an employee's qualifications ond ability.
In the event two or more applicants for a job opening are equally qualified,
seniority shall prevail.
Section 6. Layoff and Recall. Recall from layoff exceeding five (5) work days
shall be by certified letter sent to the employee at his/her last known address
furnished to the City by the employee. The City may use any other means to
return an employee sooner.
ARTICLE XIV
GENERAL PROVISIONS
Section 1. No Discrimination. The provisions of this Agreement shall be applied
equally to all employees in the bargaining unit without discrimination as to race
creed, color, sex, age or national origin. The Union shall share equally with the
City the responsibility for applying the provisions of this section. All reference to
employees in this Agreement designate both sexes, and whenever the male
gender is used it shall be construed to include the male and female employees.
Employees shall have the right to form, join, and participate in the octivities of
the Union or any other labor organization, or to refrain from any or all such
activities, and there shall be no discrimination by either the City or the Union by
reason of the exercise of such right except as specifically provided herein.
18
Nothing in this Agreement shall be construed as precluding or limiting the right of
an individual employee to represent themselves in individual personal matters.
Section 2. Bulletin Boards. The City ogrees to furnish and maintain a suitable
bulletin board in 0 convenient place in the work of assembly area to be used by
the Union. The Union shall limit its postings of Union notices and bulletins of such
bulletin board, which shall be used only for the following Union notices and
bulletins:
a. Recreational and social affoirs of the Union
b. Union meetings
c. Union elections
d. Reports of Union committees
e. Rulings or policies of the International Union
Section 3. Visits by Union Representatives. The City agrees that occredited
representatives of the International Brotherhood of Electrical Workers, Local
Union 659, upon reasonable and proper introduction, may have reasonable
access to the premises of the City ot ony time during working hours for the
purpose of assisting in the administration of this Agreement, if they first obtain
permission to do so from the Director of Electrical Utilities or his/her designated
representative.
Section 4. Solicitation. The Union agrees that its members will not solicit
membership in the Union or otherwise carryon Union activities during working
hours, except as specifically provided in this Agreement.
Section 5. Existina Conditions. Only such existing and future working rules and
benefits as are specifically covered by the terms of this Agreement shall be
affected by recognition of the Union and execution of this Agreement. It is
further agreed that if modification of work rules or benefits covered bV a specific
provision of this Agreement is proposed any such modification shall be posted
prominently on all bulletin boards for a period of seven (7) consecutive days
prior to implementation.
Section 6. Other Employment. Outside employment shall be permitted only with
the express prior written approval of the City which may at any j-ime, upon
reasonable grounds, revoke permission to hold such outside employment. The
general principles to be followed by the City in permitting or restricting such
outside employment shall be:
a. The need for mentally and physically alert electric utility employees.
b. Insulating employees from potential conflict of interest situations.
19
c. Maintaining efficiency unimpaired by other employment,
recognizing the nature of the job requiring electric utility employees
to be available for emergency duty twenty-four (24) hours a day.
Section 7. Supervisory Employees. It is understood that supervisory employees
not covered under this Agreement sholl not perform work within the jurisdiction
of the Union except in the case of an emergency, such as a customer outage
when life or property is endangered, and the complementary of regular
employees is temporarily reduced by reason of absence of any employee due
to illness or other legitimate reasons, or where the work load is temporarily
increased, or for purposes of instruction or training.
Section 8. Uniforms. Protective Clothina and Devices. If an employee is required
to wear a uniform, protective c10thinfJ or use any type of protective device,
such article shall be provided, maintained and cleaned by the City.
Replacements shall be provided by the City upon surrender of the article, at no
cost to the employee, reasonable wear excepted. Employees moy receive
reimbursement of up to $100 every other year toward the cost of the purchase
or repair of protective footwear, such CiS steel-toe boots. Lost articles or damage
to articles due to negligence sholl be reimbursed to the City by the employee.
The City shall provide a safe place for the storage of such articles. Foilure of an
employee to wear such required uniform, protective clothing or boots, or use
such protective device as prescribed by the City shall be couse for disciplinary
action as set forth in Article XI hereof.
Section 9. Response Time Reauirement. All new regular employees shall
establish their residence within twelve months employment, to enable them to
report for emergency duty within thirty (30) minutes driving time of notification.
All present employees who presently reside outside of this orea shall become
residents of the area in the event they relocate their place of residence
following the effective date of this Agreement
ARTICLE XV
CLASSIFICATIONS - WORK RULES - SAFETY
Section 1. Classifications and Descriptions. The general c1assificotions of labor
which shall be recognized throughout this Agreement, shall be those set forth in
"Appendix A". Other classifications may be added os the need orises by mutual
agreement between the parties.
Section 2. Work Rules. The following work rules shall apply to the general
classifications listed below:
a. On jobs having a Lead Working Line Installer, workers are not to take
orders, directions, or accept the layout of any job from anyone,
20
except such Lead Working Line Installer. If such Lead Working Line
Installer is required to be absent from the job for an extended
period of time, a replacement shall be designated by the City.
b. All work on transformers in the field (except testing) shall be done by
Line Installers. Shop repairs on transformers may be done by other
qualified personnel.
c. Switching of circuits outside substations shall be done by Line
Installers. Switching of circuits inside substations shall be done by
Meter Relav Technician or Line Installers.
d. Installation and maintenance of all direct burial underground
electrical circuits, both primary and secondary, and of outdoor
pad mounted transformers used in this type of installation, shall be
done by regular line crews.
e. All framing and erecting of poles or towers and stringing of wire,
shall be done by Line Instollers, assisted by Groundpersons and Line
Truck Operators when required.
f. Stubbing of poles may be done by Groundpersons, under the
supervision of a Line Installer.
g. Employees, while working on transmission line structures or other
towers at a height of seventy-five (75) feet or more above ground or
its equivalent, such as a building roof, shall receive one (1) hour's
additional pay at regular straight time for each hour worked at such
height. This shall not apply to the erection of new steel towers or to
the original installation of hardware and conductor on tmnsmission
lines prior to energization.
h. Employees relieved from duty because of weather conditions shall
be paid until returned to headquarters. If an employee does not
return to headquarters, they shall be paid only for time worked. If
employees report for work on a regular shift and it is mutually
agreed between the supervisor and the crew Lead Working Line
Installer that weather conditions are such that they cannot work,
they shall be paid for one (1) hour at the straight time rate. When
such is deemed to be in the public interest, crews may be
requested to work regardless of weather conditions. Time not
worked because of adverse weather conditions shall not affect
vacation or sick leave accrual.
21
I. Apprentices shall be indentured under the Oregon State Law and
Plan of Apprenticeship to learn the trade under the direct
supervision of a line instClller. An apprentice shall be given the
opportunity upon the successful completion of three (3) years'
experience to qualify themselves as a line installer by written
examination. Upon so qUCllifying, he/she shall be reclassified to line
installer status.
Section 3. Safety Rules. Electrical Workers Safety Rules as promulgated by the
Oregon State Workmen's Compensation Board, and as amended from time to
time, are hereby adopted and incorporated as a part of this Agreement as is
fully set forth herein, and routine safety meetings shall be continued.
a. When working on live lines over 750 volts phase to phase, it shall be
the practice to have a Line Installer assisting each Line Installer on
such lines.
b. No worker shall be required to work on energized lines exceeding
5,000 volts unless it is done by qualified Line Installers using
approved tools of the "hot stick" variety.
c. In the interest of safety and in order to insure continuity of electric
service, the employee shall promptly report any unsafe conditions
noted in connection with the City's facilities.
ARTICLE XVI
HEALTH, WELFARE AND RETIREMENT
Section 1. Health and Welfare. The City agrees to pay ninety-five percent (95%)
of the premium for employee and/or family coverage through the term of this
agreement for the following health and welfare plans. The employee agrees to
pay five percent (5%) of the premium, to be deducted from the employee's
check through regular payroll deductions. The parties recognize this agreement
is to provide the insurance plans. Plan benefits are subject to annual
adjustments. Nothing in this agreement shall be deemed a limitation on the
annual plan benefit adjustments. In the event the plan is no longer offered, then
both Union and City of Ashland shall mutually agree on a new plan. Those plans
and employee/family coverage levels are:
(a) Blue Cross/Blue Shield of Oregon Plan V-A Health Insurance -
employee and family coverage.
(b) Blue Cross/Blue Shield of Oregon Dental Insurance Plan III -
employee and family coverage.
22
(c) Vision Services Plan - employee and family coverage.
(d) Life Insurance - employee ($20,000 with AD&D) and
dependent coveragle ($1,000).
(e) Long Term Disability Insurance - employee only.
(f) City paid reimbursement for routine physical exams for
employee/dependents, if such coverage is not provided by
(a), above:
Age 2-18
Age 19-34
Age 35-59
Age 60+
once every 3 years up to $50.
once every 5 years up to $140.
once every 2 years up to $140.
once every year up to $140.
(g) City paid reimbursement for routine well-baby core, if such
coverage is not provided in (a), above, to include first in-
hospital exams; six doctor's office exams the first year; three
exams the second year up to $100 each exam (includes exam,
inoculations and x-ray expenses).
Section 2. Insurance Committee. The Union and the City jointly recognize the
escalating cost of Health and Welfare insurance and services. In on effort to
control costs and provide the maximum benefits possible, the City will establish
an employee-based benefits committee, with one member appoin"red by the
bargaining unit. The committee will meet at the option of either the City or the
Union, will review insurance options ond make recommendations related to
controlling costs.
Section 3. Retirement. The City agrees to maintain its existing Retirement Plan,
subject to the terms and provisions thereof, as it applies to regular employees in
the bargaining unit. Upon retirement, one-half of unused sick leave will be
applied to retirement as provided in OI~S 237.153. The City will assume or pay the
employee contribution required by f)ERS for all employees covered by this
Agreement at a uniform rate of 6%.
Section 4. Medical Coveraae for Retirees. Any employee hired prior to July 1,
2005, and retiring during the term of this contract with twenty (20) or more years of
full-time service with the City, and who is age 60 or older, shall be eligible for a
monthly payment of $60.20 towards Blue Cross MediCheck 65 insurance
coverage or its equivalent. This payment shall be available to age 65 and must
23
be requested by the employee in writing no later than 90 days following the date
of retirement and no sooner than 90 days prior to the date of retirement.
Section 5. Deferred Compensation. The City agrees to contribute $15.00 per
month in matching funds per member enrolled in a City deferred compensation
program (currently ICMA or AETNA). This program is at the option of the member
and contingent upon a minimum $15.00 per month contribution paid by the
member.
ARTICLE XVII
WORKER'S COMPENSATION
Section 1. Worker's Compensation. All employees will be insured under the
provisions of the Oregon State Worker's Compensation Act for injuries received
while at work for the City.
Section 2. Supplementary Payment. Compensation paid by the City for a
period of sick leave also covered by Worker1s Compensation shall be equal to
the difference between the Worker's Compensation pay for lost time and the
employee's regular pay rate.
ARTICLE XVIII
LIABILITY INSURANCE
The City shall purchase liability insurance in the maximum amounts set
forth in ORS 30.270 for the protection of all employees covered by this
Agreement against claims against them incurred in or arising out of the
performance of their official duties. The premium for such insurance shall by paid
by the City.
ARTICLE XIX
SAVINGS CLAUSE AND FUNDING
Section 1. SavinQs Clause. Should any provision of this Agreement be
subsequently declared by the proper legislative or judicial authority to be
unlawful, unenforceable, or not in occordance with applicable statutes or
ordinances, all other provisions of this Agreement shall remain in full force and
effect for the duration of this Agreement.
Section 2. FundinQ. The parties recognize that revenue needed to fund the
wages and benefits provided by the Agreement must be approved cmnually by
established budget procedures and, in certain circumstances, by vote of the
citizens of the City. All such wages and benefits are therefore contingent upon
sources of revenue and, where applicable, annual voter budget approval. The
24
City has no intention of cutting the wages and benefits specified in this
Agreement because of budgetary limitations, but cannot and does not
guarantee any level of employment in the bargaining unit covered by this
Agreement. The City agrees to include in its annual budget request amounts
sufficient to fund the wages and benefits provided by this Agreement, but
makes no guarantee as to passage of such budget request or voter approval
thereof.
ARTICLE XX
TERMINATION & REOPENING
This Agreement shall be effective as of the 1 st day of July, 2005 and shall
remain in full force and effect until the 30th day of June, 2008 and shall
terminate all prior Agreements and practices and concludes all collective
bargaining during the term of this Agreement, provided however that:
This Agreement shall be automatically renewed from yem to year
thereafter unless either party shall notify the other in writing not later than ninety
(90) days prior to the expiration or subsequent anniversary date that it wishes to
modify this Agreement for any reason. Such notification shall include the
substance of the modification and the language with which such desired
modifications are to be expressed. In the event that such notice is given,
negotiations shall begin not later thon thirty (30) days after said notice. This
Agreement shall remain in full force and effect during the period of
negotiations.
By:
Title:
Date:
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS, LOCAL UNION
No. 659
By ~' 7~ .
. of' , L._'- _~. Lk_ ...._j
TitIE{.~u_";~",, /'!\n .."Q.cl ~..;\..
Date: :.). f IS /0(0
~
d Jr~ Yo~
( I
25
APPENDIX A
CLASSIFICATIONS WITHIN BARGAINING UNIT
Lead Working Line Installer
Meter Relay Technician
Line Installer
Line Installer/Service Person
Apprentice Line Installer
Electricia n
Line Truck Operator
Electric Meter Repairer
Electric Warehouse Person
Lead Telecommunications Technician
Telecommunications Technician
Groundsperson
Connect - Disconnect
Meter Reader
Mapping Specialist
Communications/Head-End Technician
Tree Trimmer Foreman
Tree Trimmer / Arborist
Tree Trimmer
26
AshlandlBEW ELECTRICAL Salary SChedule 2005-2007
3'::, (RETRO All 2,5', ' (Eled<i
Classlficallons) ClassificatIOn:; only)
~ I" Eh)~" 1,\" ~ .... r: I
Ciassiflci:.!tifj{l,
ClASSIFICA110N
lead WoIDIg Line anstaIeI' $33.1619 $5,748 $33.9900 $5,892 $34.5008 $5,,9BO $3!i5358 $6,160 $37.3126 $6,468
AIlllB Relay TedDcian S32-1919 $5,580 $32.9957 $5,719 $33.4916 $5,805 $34.4964 $5;979 $362212 $6;278
liJe~ $30.6589 $5,314 $31.4254 $5,447 $31.8968 $5,529 $32.8537 $5,'695 $34.4964 $5,979
line InsIaIeI" $30.6589 $5,314 $31.4254 $5.447 $31.8968 $5,529 S32-8537 $5,;695 $34.4964 $5,979
ApprenIice Line InsIaIer:
1st 6-mooItls (7mfo of line insIaIer- r.de) $21.4612 $3,720 $21_9978 $3.813 $22.3277 $3.870 $22.9975 $3,986 $24.1475 $'U86
2nd 6-monIhs 0'3'l' of line irIstaIIer ram} $22.3810 $3,879 $22.941!J5 $3.976 $23.2847 $4.036 $23.9832 $4,157 $25.1824 $4.365
3Rt 6-monhs (7~ of line instIIer l3Ie) $23.3008 $4,039 $23.8833 $4,140 $242416 $4,202 $24.9688 $4,328 $262172 $4,544
4Ih 6-monIhs (8m' of line insIaIIer raIe) $24.5271 $4251 $25.1403 $4,358 $25.5174 $4,423 $262829 $4,556 $27.5971 $4.783
5IIh 6-monIbs (84% of line insIaIIer rale) $25.1535 $1.464 $26.3973 $4,576 $26.7933 $4,644 $21.5971 $4J83 $28.9770 $5.023
5Ilh 6-mcnIhs t9D'Io of line irIstaIIer raIe) $27.5930 $4,783 $282829 $4,902 $28.7071 $4,976 $29.5683 $5.125 $31.0467 $5.38~
EIedrir:ian (1) $30.6589 $5,314 $31.41254 $5,447 $31.8968 $5,529 $32.8537 $5;695 $34.4964 $5,979
Eledricloleb~ $30.6589 $5,314 $31.4254 $5,447 $31.8968 $5,529 $32.8531 $5;695 $34.4964 $5,979
LineTnd~ $242517 $4,204 $24.85IlO $4,309 $25.2309 $4,373 $25.9818 $4.505 $272872 $4,730
T me T rirnmeI' $25.8152 $4,475 $26.46lJ6 $4,586 $26.8575 $4,65'5 $27.6633 $4,795 $29.0464 $5,035
Tree TrirnmedAdJorist $27.8752 $4,832 $28.57:21 $4,952 $29.0007 $5,027 $29.8707 $5,118 $31.3642 $5.-436
Tree TrirnmeI' Fomman $29.9352 $5,189 $30.6836 $5,318 $31.1438 $5,398 $32.0181 $5;560 $33.6821 $5,838
Cooned-Oiscomed (2) $21.9762 $3,809 $22.5257 $3,904 $22.8636 $3,963 $23.5495 $4~D82 $24.721U $4,286
EIedric Warehouse PeIson $21.9762 $3,809 $225257 $3,904 $228635 $3,,963 $23.5494 $4;D82 $24.7269 $4,286
leadT~TedInician $2UI055 $3,797 S21lJOS15 $3. $22.5627 $3.911 $22.5627 $3.911 $23.2396 $4,028
GIowcIspef_.. Meler'Reader, Conned-
Disconner.t:
1s16-mon1bs $9.7606 $1,692 $10.0046 $1,734 $10.1547 $1,700 $10.4593 $1,813 $10.9823 SUJ04
2nd 6-mlnhs $12.5750 $2,180 $12.8893 $2.234 $13.0827 $2,268 $13.4751 $2,.336 $14.1489 $2,452
3ni 6-monIIs $15.3295 $2,657 $15.7127 $2,724 $15.9484 $2,.764 $16.4269 $2,847 $172482 $2.990
.... 6-monIIs $18.0961 $3,137 $18.5485 $3,215 $18.8267 $3,263 $19.3915 $3,361 $20.3611 $3,529
~ $20.8624 $3,616 $21.3840 $3,7U1 $21.7047 $3.762 $22.3559 $3.875 $23.4736 $4.069
TeIec:omImInicaI TedJnician:
1s16-mon1bs $9.7606 $1,692 $8.1IlII6 $1O.O!B4
2nd 6-monIbs $12.5750 $2,180 $12.51!iG $12J11522
3Rt 6-monlhs $15.3295 $2,.657 $15.3ZI5 -.,..
4Ih SmonI1s $18.0961 $3,137 $18JJ88t $1&8389
ThemaIIeI- $20.8624 $3,616 ~$1. $21..-s
IiIaAJing ~
1s16-mo16s $18.7427 $3;249 $18..7421 ~. ~
Ned 12 mooIhs $19.8085 $3,433 $19'" ... .AIDe
Next 12 monIhs $20.8864 $3,620 _8884 $Z1..5129 S21'st28
Next 12 monIhs $21.9762 $3,809 $21JmrZ -~ W2 8.1515
11lereaIIIs $23.0780 $4,000 $23.cmIO S23.7M3 S23.7lO3
CommunicaiansIiTedDcian
1st6-monlbs . Added to $22.9801 $3,983 $22..98D1 p~ $23.861B5 $4
Ned 12 monbs $23.8851 $4,140 $23..8851 $214.8016 $214.8016 $4,392
Nexl12 monIhs $24.8495 $4,307 $24JM915 $2S'59!iD $Z5 5lII5O 14
ThemaIB $25.8377 $4.479 S25.8311 $26.8t29 $26.6129 14,751
PlEASE lIOn:: ~ raresare ~ID 4 dIedmat ~ ~ llg\Jresarea~, a:hSeamings ~~
(1] To be Inaeased t7i tile ~ ~ wt!ef1J at the CitVs ~ tile emploJ!'~ 00tams a SupeM5ay Elief::!Jicial:s license (.L5%i
andior~i ~Lmrlset25~!,
1.21,~eCi:IDbe iIrm:lleasedi lJf 5% 'im0uli!ies~,~ at=d Ir.i;;lT'lllHrs.o ~~ ~~
;3:r.JJJiIy 1, 2Dlll2 salarysd1ledJJle is ~ ID m!ledta~.., ;~ilmai!lrl~1'S 'In tte ~'Jft JiJilj71, 2003 imtl.'ftiljl ~" 2DD4
\'t.esailalrj7~5r.ei!1 te~ Df'me'QP;1 'lJlS MaEes 1l,~ ~ ll;, ~~~a ~"'" ~ ~ a ~I'mm 4~
(4) Additiooal. pB'f'!tIt' ~ b manager: 51 5/iJlhc:Jurb B hour Oaf or mo:e
27