35. Schedules of Work

Ten (10) Hour, Four Day Work Week

Twelve (12) Hour Shifts

35.1 Work on the Second Rest Day

37. Rotating and Training Shifts

38. Call Outs – Prearranged Overtime

41. Meals-Lodging-Transportation

Special Training Schools Outside State of Florida

44. Distribution of Overtime

Overtime Shift Splitting for Nuclear Operators

Holiday Work by Nuclear Operators, and Radiation

Protection Technologists

48. Apprentices in All Departments

48.1 Plant Itinerant

50. Classification-Relieving or Substituting in Another

Exh "A" Hourly Wage Schedules, Nuclear Division

Exh "A" Notes

Exh "A" Fire Brigade Insurance, Nuclear Division

Exh "A" Shift Differentials

Cleaning Policy in Class "AA" Plants

New Operations Clerk "A" Jobs in Power Plants

Welding of Aluminum Bus Structure

Nuclear Division Addendum, Nuclear Operations Career Path

SRCO Up Grade

Nuclear i

License Retention Compensation Program Nuclear Plants

SRCO Training Opportunity for PSL RCO’s

MOU Grand Fathered Incumbent Operators

Temporary Employees (Nuclear Division)

Operators Standard Cotton Clothing - Nuclear Plants

MOU RPT Special Crew Ratio

Jr. Radiation Technologist Training Agreement

Instrument Control Specialist - Digital Nuclear Training Center

Instrument and Control Specialist Digital assigned to Security

Maintenance Turkey Point Nuclear Plant

Air Conditioning Work Agreement

Composite Crews

Use of Tools by Nuclear Operators

Welding Certification Nuclear

ICS-Digital

MOU Direct Hire PSL Licensed Operator Training Class

MOU Direct Hire PTN Licensed Operator Training Class

MOU PTN Mobility Incumbent Operators

MOU PTN Non-Licensed Operator Agreement

MOU PTN Licensed Operator Agreement

MOU Temporary PSL Staffing Agreement

Nuclear ii

(a)(1) The regular schedule of non-shift employees in the Nuclear Division will be five (5) consecutive days of eight (8) consecutive hours (exclusive of meal time) per week, between the hours of 7:00 a.m. and

6:00 p.m. Monday through Friday except as provided in subparagraphs (a)(6), (c) and (d).

(a)(2) The Company and the Union agree to establish Special Maintenance classifications to include Mechanical, Electrical, Instrument, Helper and Utility Worker within the Nuclear Division.

Special Maintenance Employees may be scheduled to work eight (8) consecutive hours during any five (5) days per week provided those hours of work will coincide with the following established shifts:

7:30 a.m. to 3:30 p.m.

3:30p.m. to 11:30p.m.

11:30p.m. to 7:30a.m.

10:00 p.m. to 6:00a.m.

The Company agrees that rest days for Special Maintenance employees will be consecutive.

It is agreed that schedules may be changed with twenty-four (24) hours’ advance notice; however, such changed schedules shall remain in effect for more than four (4) workdays.

It is agreed that Special Maintenance personnel, in Nuclear Division, will be supervised by an appropriate Maintenance Lead; i.e , Maintenance Mechanic under Maintenance Lead, Electrician under Chief Electrician, Instrument Mechanic will work for a Results Supervisor, the same as they do now i.e , the General Maintenance Leader will direct employees from the following disciplines; Mechanics, Machinist, Electricians, Utility Workers. In accordance with the current practice, Instrument and Control Specialists will work for the Results Supervisor; provided, however, that Instrument and Control Specialists, Health Physics and Operation employee, etc. may report to the General Maintenance Leader on an as needed basis.

Special Maintenance employees in the classifications of craft workers and below shall not exceed a one to two ratio to the corresponding regular and itinerant classifications of craft workers and below on the payroll for the department.

In the event of a temporary absence within a Special Maintenance classifications the Company agrees to temporarily relieve only from the personnel within the Special Maintenance classifications.

Temporary vacancies in Operator shift schedules will not be filled by
Special Maintenance employees.

Special Maintenance personnel will not be scheduled to work any two (2) straight time workdays back to back; i.e., sixteen (l6) continuous hours of work at the straight time rate.

All Special Maintenance classifications in the Nuclear Division shall receive a premium of fifty cents (.50) per hour in addition to their regular hourly rate of pay for the day shift schedule only, all other scheduled shifts shall receive a premium equal to the appropriate shift differential in addition to their regularly hourly rate of pay.

For the purpose of overtime meals only, employees regularly assigned to a Special Crew will be considered as shift workers.

When Special Maintenance Crews are posted, the initial regularly scheduled hours and work day will be included on the job posting. When a vacancy occurs at a location where there are more than one of the above mentioned crews, Special Crew employees at that work headquarters (except employees who possess special skills or qualifications as the company deems necessary) will be offered the opportunity to fill the vacancy in order of seniority. The remaining open shift will be posted.

A schedule of ten (10) hour work periods scheduled four (4) days per week may be implemented for non-shift personnel in Nuclear Energy The (4) four days schedule will be inclusive of the employee’s regular five (5) day workweek. This schedule will be implemented as deemed necessary by the Company with at least three (3) days notice and the company reserves its right to change such schedule consistent with the terms and conditions of the Memorandum of Agreement. During the start-up phase of new and re-powered power plants, this schedule may apply to all employees at the site and may include either Saturday or a Sunday as part of their normal shift. Start-up phase is defined as beginning with the initial staffing of plant personnel and continuing until the units are declared "Commercial."

Vacations shall be taken consistent with Paragraph 8 of the Memorandum of Agreement, except that vacation shall be considered by hours and charged accordingly (e.g., an employee scheduled for ten (10) hour work period would be charged ten (10) hours vacation).

In a week with a holiday, employees on a ten (10) hour, four (4) day schedule may be rescheduled to an eight (8) hour, five (5) day work week or the holiday will be taken the same as vacation. The employee receives eight (8) hours holiday pay and can elect to use two (2) hours vacation or two (2) hours "employee request" (not paid). A floating holiday will be taken the same as vacation, the employee receives eight (8) hours holiday pay and can elect to use two (2) hours vacation or two (2) hours "employee request"(not paid).

To such extent the employee shall be paid the employee’s salary for each regular scheduled workday lost up to eight (8) hours (four (4) day ten (10) hour schedule shall be paid ten (10) hours) because of such bonafide illness. Pay for bona fide illness shall not be cumulative and no employee shall receive sick leave pay for more than forty (40) hours in any one (1) week.

The provisions of Paragraph 9 shall apply relative to time off to perform jury duty except that " eight (8)" shall be replaced by "ten (10)."

If an employee has not previously earned a meal, a meal will be earned after eleven (11) consecutive hours following their starting time and additional meals at five (5) hours interval thereafter, if they continue to work. All other meals paid will be in accordance with paragraph 41 of the Memorandum of Agreement.

(b)(1) The regular schedule of operating employees in Power Plants and all departments regularly scheduled to work in shifts (either overlapping shifts, two-shift or three-shift operation) will be five (5) days of eight (8) consecutive hours per week provided, however, that the regular schedules may be changed upon twenty-four (24) hours advance notice. The schedule of any shift individual will not be changed more than one time during the scheduled work week without mutual agreement between the employee and the employee’s supervisor. Sunday and holiday work may be regularly scheduled, however, whenever possible, rest days shall be consecutive.

(b)(2) During the initial start-up of a unit(s),operators may be assigned to a schedule of eight (8) consecutive hours,(exclusive of meal time),per day until such time that a two (2) or three (3) shift operation schedule is established on that unit.

(b)(3) Except as provided in Paragraph 35(c), Operators or Helper when scheduled on maintenance and reassigned without notice to operations during the day shift will retain the same quitting time as maintenance employees and will be paid at the overtime rate for any time worked outside the work schedule for maintenance employees. Operators, when scheduled to work on the day shift in operations and are reassigned without notice to work in maintenance will be paid at the overtime rate for hours worked outside the work schedule for operating employees on the day shift.

(c) For prearranged repair or maintenance jobs, or emergency repairs or maintenance jobs, employees may be re scheduled per the following provisions:

When one or more units are scheduled under either Paragraph 35(c)(1) or 35(c)(2),they may be defined on one posting. This posting will define the work to be performed, the employee’s hours and days of work, and under which subparagraph of Paragraph 35(c) the work is being scheduled. Employees under this condition will be allowed to work on any of the posted units on their posted schedule.

Where only one unit is posted under either Paragraph 35(c)(1) or 35(c)(2) and subsequently a new unit(s) requires work to be performed under either Paragraph 35(c)(1) or 35(c)(2), a new schedule will be posted. This posting will define the scope of work, the hours and days of work, and under which subparagraph of Paragraph 35(c) the work is being performed.

The overtime list will be used to make assignments unless the entire classification is being assigned equivalent hours, or no overtime work is planned. Such rescheduled employees may be assigned to any shift needed, and will be paid the equivalent of the operator’s shift differential. All hours worked for the next twenty-four (24) hours following a change in schedules, where the twenty-four (24) hours notice was not given, shall be paid for at one and one-half (1-1/2) times the regular straight-time hourly rate until the expiration of the twenty-four (24) hours notice. Such rescheduled employees will be paid at their respective overtime rates plus appropriate shift differential for any work done on their respective normal days off.

(c)(1) Employees may be rescheduled to work on two (2) or three (3) shifts per day basis (by giving at least twenty-four (24) hours’ prior notice) to handle jobs which will require more than four (4) days for completion on a rush basis. For the purpose of this paragraph, "rush basis" means the work will be scheduled at least six (6) days per week.

(c)(2) Employees may be rescheduled to work on two (2) or three (3) shifts per day basis (by giving at least twenty-four (24) hours prior notice) for a minimum period of two (2) days and a maximum of four (4) days. An individual will not be required to work an assignment of this type more than one time during a pay period.

(d) A Watch Person may be assigned such schedules as work and duties may require and will be paid overtime for hours worked in excess of forty (40) hours per week.

(e) In connection with the overtime hours provisions of subparagraphs (a),(b) and (c) of this paragraph, all overtime hours worked will be paid for and no employees shall be required to take time off to offset overtime hours worked. The following hours of labor shall be deemed to be overtime hours:

(1) All hours over forty (40) per work week.

(2) All off schedule work.

Overtime hours will be paid, except as otherwise provided for herein, at one and one-half (1-1/2) times the regular straight-time hourly rate. There shall be no compounding of overtime or premium pay; namely, duplication of premium or overtime payment.

(f) For planned work involving overtime, in Nuclear Division schedule for non-shift employees shall be considered changed when both the starting and stopping times are changed for two (2) consecutive days or more regardless of the number of hours worked per day. In these cases, the first eight (8) hours within the period 7:00 a.m. to 6:00 p.m. shall be the regular schedule.

(g) It is further agreed that from time to time employees regularly assigned to a schedule outside the hours of 7:00 a.m. to 6:00 p.m. may be rescheduled for the Company Orientation Program, Apprentice Instructor Meetings, Switching Schools, or other occasions that must be mutually agreed upon between the Company and Union prior to any rescheduling. Such employee will be rescheduled to a workweek as follows:

Saturday and Sunday off, and Monday through Friday on the regular day schedule for the period of the meeting.

Such rescheduled employee will assume the same hours as is determined by the day schedule (this may include time out for meals) and remain on the day schedule for a minimum of five (5) days or multiples thereof unless by mutual agreement between the employee and the employee’s supervisor, the employee is reassigned to the employee’s previous schedule.

The following changes are required to assure a cost-effective implementation of a twelve (12) hour shift schedule. This schedule will be offered at those locations selected by the Company. Seventy-five percent (75%) of the Bargaining Unit employees affected by the schedule change must vote in favor of the twelve (12) hour shift in order for implementation at that location. At such time, the employees will select the hours of work (i.e., 6-6,7-7,8-8). Voting will be administered by the Chief Job Steward and the Supervisor at the affected location The Company and Union will review this process each year to improve its effectiveness and either party may terminate the agreement at the end of the term of the contract period.

Once a twelve (12) hour shift has been voted into a work location, it will remain in effect for a minimum of one (1) year. After that the Bargaining Unit employees can petition for a vote with the signatures of 80% of the Bargaining Unit employees affected. The vote would be administered the same as above.

Vacations shall be taken consistent with Paragraph 8 of the Memorandum of Agreement, except that vacation shall be considered by hours and charged accordingly (e.g., an employee scheduled for a twelve (12) hour work period would be charged twelve (12) hours vacation).

Holiday Worked:

Employee receives eight (8) hours of holiday pay plus twelve (12) hours at one and one-half (1 1/2) times the employee’s normal hourly rate.

Employee scheduled off or employee requests to be scheduled off (Company grants request).

Employee receives eight (8) hours of holiday pay, employee is allowed to choose vacation or "employee request" (unpaid) for the difference between the employee’s normal schedule hours and the eight (8) hours holiday pay.

As per Paragraph 36, all off-scheduled hours worked on days the employee observes as a holiday shall be paid for at double time. When an employee has more than four (4) consecutive days off, and the holiday falls on one of these days off, the closest scheduled work day will be observed as the holiday. The holiday will be observed on the last scheduled workday if the holiday falls in the middle day of an odd number of days off. Holiday pay may be taken as additional hours of vacation the following year at the employee’s request.

Employee illness-death in family shall be taken consistent with Paragraph 6 of the Memorandum of Agreement except that sick leave shall be considered by hours and charged accordingly (e.g., an eligible employee who is absent due to a bona fide illness who is regularly scheduled to work twelve (12) hours, will be charged twelve (12) hours sick leave).

The provisions of Paragraph 9 shall apply relative to time off to perform jury duty except that "eight (8)" shall be replaced by "twelve (12)".

(b) The regular schedule hours of work for operating employees will consist of seven (7) workdays in a normal two-week pay period. Three (3) workdays will be scheduled in one week with four (4) workdays in the other. The maximum normal schedule length will be twelve (12) hours. A minimum of eighty (80) total equivalent straight time hours will be scheduled in any pay period. Regular schedules may be changed upon twenty-four (24) hours advanced notice. Sunday and holiday work may be regularly scheduled.

(e) In connection with the overtime hours provisions of subparagraphs (a), (b) and (c) of this paragraph, all overtime hours worked will be paid for and no employees shall be required to take time off to offset overtime hours worked. The following hours of labor shall be deemed to be overtime hours:

(1) All hours worked over thirty-six (36) hours in a three day work week.

(2) All hours worked over forty (40) hours in a four-day workweek. Sick leave, vacation, and holiday hours will not be considered as hours worked for overtime purposes.

(3) All hours worked outside regular schedule in any one (1) work day.

(4) All hours worked on the employee’s rest days.

For the purpose of training and other special needs, employees may occasionally be rescheduled to work five (5) consecutive days of eight (8) consecutive hours (exclusive of meal time) per week between the hours of 7:00 a.m. and 6:00 p.m., Monday through Friday.

It is understood that twelve hour shift schedules were negotiated to provide the employees that elected to work them with a minimum of eighty and one half (80 1/2) equivalent straight time hours in any two week pay period . The anticipated schedule was thirty-six (36) hours in the first week and forty-three (43) hours in the second week. This schedule would provide eighty and one half (80 1/2) equivalent straight time hours.

This schedule, however, will cause unanticipated administrative problems when an employee is required to miss some time on the second week due to such things as holidays, jury duty, employee illness, etc. In order to avoid these administrative problems the company will agree to schedule at least forty-four (44) hours on the second week, and are on overtime, may be released after seven (7) hours if not needed. It is expected that the Production Leader will adjust the schedule each pay period to balance the overtime on his/her shift.

If an employee has not previously earned a meal, a meal will be earned after twelve and one-half (12 1/2) consecutive hours following their starting time (holdover of one half (1/2) and additional meals at five (5) hour intervals thereafter if the employee continues to work. All other meals will be in accordance with paragraph 41 of the Memorandum of agreement.

Regarding the impact of 12-hour shifts on the Thrift Plan contribution, the Company’s intent is to consider 80 hours worked per pay period as eligible for Thrift Company contributions. For the first week of the pay period, the 36 hours worked are eligible for Thrift Company contributions. For the second week of the same period, 44 hours of the 48 hours worked are eligible for Thrift Company contributions.

In order to accommodate employees, who work a 12-hour shift, it is incumbent upon those employees to record the hours worked correctly on the time report to capture the full 80 hours as "Thriftable" income.

Nothing in this Agreement shall be construed as requiring the Company to work an employee on both of the employee’s rest days.

(b) When an employee is required to work on any two (2) consecutive rest days, all hours worked on the second rest day and any rest day thereafter shall be paid for at double the straight-time hourly rate until such time that the employee has either observed a rest day off or works back into the employee’s normal schedule.

Where the nature of the service requires scheduled shifts, such shifts shall be arranged so that each shift shall be rotated among all employees as regularly and evenly as is reasonably possible. Employees will, upon request, be permitted to trade shifts temporarily from time to time, if they so desire, provided that such temporary inter change does not lead to the payment of overtime.

(a) When an employee is required to report for work at a time other than the employee’s regular work schedule, it shall be considered:

(1) a call-out if the employee has less than twelve (12) hours’ notice, or

(2) prearranged overtime if the employee has twelve (12) hours’ or more notice.

(b) On a call-out, the employee shall be allowed actual time required for traveling from the employee’s home to the job and return, plus a minimum of three (3) hours as time actually worked, except that if the employee is called out before the employee’s regular starting time and works through the employee’s regular work period, then only time actually worked shall be allowed.

(c)In the case of prearranged overtime, the employee shall receive a minimum of four (4) hours as hours worked (except in the case of meetings, two (2) hours), except if the employee is required to report before the employee’s regular starting time and works through the employee’s regular work period or is required to continue after the employee’s regular quitting time, then only time actually worked or spent in meetings shall be allowed. If an employee who has been prearranged to work overtime other than holdover overtime is given less than seven (7) hours’ notice prior to the starting time of the overtime that the employee is not to report, the employee will receive two (2) hours’ pay at one and one-half (1-1/2) times the employee’s straight-time hourly rate. If an employee who has no telephone is notified of a cancellation less than seven (7) hours prior to the starting time of the overtime, the employee will receive one (1) hour’s pay at one and one-half (1-1/2) times the employee’s straight-time hourly rate. For purposes of this subparagraph, if an employee has a pending application for a phone, or if the employee has listed with the company a phone number where the employee may be contacted, the employee shall be considered as if the employee has a telephone.

(d) On call-outs and prearranged overtime an employee designated to temporarily relieve or substitute in a higher classification shall be paid at the r ate of such higher classification for the time that the employee is actually relieving or substituting in such higher classification.

(e) Any employee called out before the employee has had eight (8) consecutive hours off duty since the end of the employee’s last scheduled work period will be paid at the overtime rate for all hours worked thereafter until the employee has had eight (8) consecutive hours off duty. Any employee called out nine and one-half (9-1/2) hours or more before the employee’s next regular scheduled starting time after the employee has been scheduled off a day or more will continue to be paid at the overtime rate until the employee has had eight (8) consecutive hours off duty. However, in either instance the Company will give eight (8) hours off duty at its discretion at the completion of the work and if the eight (8) hours off duty falls within or overlaps into the employee’s next regular scheduled work period, the employee will be paid for all such hours off duty within the employee’s regular scheduled work period at the straight-time rate. Any employee continuing to work beyond the employee’s regular scheduled work period will be paid at the overtime rate for all hours worked thereafter until the employee has had eight (8) consecutive hours off duty. Upon completion of the work, the employee shall have eight (8) consecutive hours off duty and if such eight (8) hours off duty falls within or overlaps into the employee’s next regular scheduled work period, the employee will be paid for all such hours off duty within the employee’s regular scheduled work period at the straight-time rate.

The Company will pay an employee a flat rate for each meal earned , to be included in the employee’s paycheck under the following conditions, unless the Company provides satisfactory meals. The flat rate for meals will be $11.00.

When employees are entitled to mileage reimbursement, the prevailing IRS Mileage rate shall be used.

(a) Call-Out: If an employee is called out to work one and one-half (1-1/2) hours or more before their regular starting time, they will earn a meal upon starting work and at five (5) hour intervals thereafter, if they continue to work.

(b) Pre-Arranged: Regularly scheduled workday: If an employee is prearranged to begin work one and one-half (1-1/2) hours or more before their regular starting time, they will earn a meal five (5) hours after beginning work and at five (5) hour intervals thereafter, if they continue to work.

(c) Pre-Arranged: Rest day or holiday: If an employee is pre-arranged to work on a scheduled day off and they begin work one and one-half (1-1/2) hours or more before or after their starting time on their last regular scheduled workday, they will earn a meal five (5) hours after beginning work and at five (5) hour intervals thereafter, if they continue to work.

(d) Extended Hours: If an employee has not previously earned a meal, they will earn a meal after ten (10) consecutive hours following their starting time and additional meals at five (5) hour intervals thereafter, if they continue to work.

Note (1) See Ten (10) Hour Shift.

Note (2) See Twelve (12) Hour Shift.

(e) For pre-arranged overtime, employees will be expected to bring necessary provisions for the duration of the scheduled work up to twelve (12) hours.

(f) When an employee is temporarily assigned to work away from the employee’s regular headquarters and is required to be away overnight. This includes the noon meal on the first day away from headquarters. This does not include the noon meal when the employee is not required to be away from headquarters overnight.

(g) The Company will not pay an employee for time out for meals, with the exception of approved instances, where a non-shift employee is engaged in rush work, and with the exception of shift employees whose duties require them to eat while performing their work.

(h) The Company will pay reasonable expenses for satisfactory lodging to an employee who is temporarily assigned work away from the employee’s regular headquarters and who is required to be away overnight.

(h)(2) The Company will furnish the employee a listing of prefer red area hotels, with phone numbers, prior to the assignment. Travel expenses will be reimbursed using one of the following options. It is understood Option 1 is the usual level of benefit.

The employee during unusual circumstances may use Option 2, if the usual room rate availability is not accessible or changes during the assignment for any reason. The employee must notify the Company prior to exercising Option 2.

If less than twenty-four (24) hours notice is given for the travel assignment, at the employee’s request the Company will furnish lodging for the first night of the assignment:

OPTION 1:Provide a per diem rate of $95.00 ($100.00 in 2007; $105.00 in 2008) (north region, PCC,PPN, PSN), $95.00 ($100.00 in 2007; $105.00 in 2008) (west region, PMT, PFM), $110.00 ($115.00 in 2007; $120.00 in 2008) from December 15 through May 31 and $95.00 ($100.00 in 2007; $105.00 in 2008) from June 1 through December 14 (south region, PSL, PMR, PRV, PPE, PFL, PCU, PTF, PTN) when the assignment is in effect for every day the employee is on temporary assignment. This per diem will cover meals, lodging and incidentals including laundry, phone calls, etc.

OPTION 2: The Company will reimburse reasonable lodging expenses, as validated by receipt, plus forty three ($43) per day for meals and incidentals in lieu of the per diem rates as set forth in Option 1.

(h)(3) An employee required to work away from his/her regular headquarters, upon request, and upon the completion of his/her scheduled work, be returned to his/her regular headquarters on Company time and expense, unless assigned at least (8) hours’ work on his/her first day off.

(j) When an employee is required to work other than regularly scheduled hours after midnight, when regular means of transportation are not available, the Company will furnish transportation to the employee’s home if the employee so desires.

(k) Employees will not be forced to travel if the employee or the employee’s spouse is pregnant and the assignment date is within one month of the expected birth date (either before or after). It will be the responsibility of the employee to furnish the Company with documentation of the expected date of birth, as determined by a physician.

When an employee is required by the company to work temporarily at some location other than his/her regular headquarters the Company will provide for mileage and travel time for the first and last day of the assignment.

Bargaining unit personnel attending special training schools, outside the State of Florida.

(1) Employee will be expected to make satisfactory progress in the course, utilizing regular working hours.

(2) Employees will be expected to remain at the study location for the duration of the assignment. Weekend trips to home locations will be at employee’s expense. For extended schooling (six (6) weeks or longer) the person will be allowed one (1) trip home, paid for by the Company, in midterm.

(3) Rental cars will be provided as required. Four (4) employees will be assigned to each car, if schedules permit. A weekly mileage limit will be permitted, not to exceed two hundred fifty (250) miles per week. Mileage expense in excess of this limit will be the responsibility of the employee. Should this mileage limit prove to be inequitable due to location, the Director of Labor Relations and the Business Manager shall meet to review and resolve such inequity.

(4)Air fare (tourist) will be provided to and from school. Up to one (1) eight (8) hour straight-time day of travel will be permitted to and from school. The Company will not authorize or reimburse an employee for the use of personal automobiles in attending schools away from home areas.

(5) The Company will pay lodging expenses.

(6) The Company will pay a fixed per diem allowance, which includes all subsistence (meals, phone, laundry, etc.). The allowance will be forty three dollars ($43) a day.

(7) The Company will have the right to change a person’s schedule with less than twenty-four (24) hours’ notice to obtain optimum benefit from training. This would be done only as necessary.

(a) Overtime will be distributed equally by classification in each regular working headquarters to the best ability of the Supervisor in charge, using the biweekly posted overtime list as a guide for such distribution.

Overtime records at each regular headquarters shall be reviewed every four (4) weeks by the Supervisor and the Job Steward to determine whether all overtime assignments during the period were made in accordance with the terms of the Agreement. If the Supervisor and the Steward agree that all overtime assignments in the period were made in accordance with the terms of the Agreement, they shall sign the overtime record as being correct. A matter concerning an overtime assignment may become a grievance only after the review and providing it is reduced to writing and taken up with the Supervisor within four (4) weeks after such review.

If at any time it is determined that an overtime assignment was not made in accordance with the terms of this Agreement, the remedy shall be makeup overtime work which would not ordinarily be performed on overtime, to take place within thirty (30) days of such determination. Failure to provide such work after such determination shall subject the Company to payment.

The Company will have no obligation to provide makeup overtime work to any employee as a result of the call-out, with less than one (1) hour’s notice, or holdover of another employee. The Company shall have no obligation to provide makeup overtime work as a result of an assignment to an employee who was not the low overtime available employee in the employee’s classification, if at the end of the review period the employee claiming the overtime is the high employee in the classification or is within ten (10) hours or ten (10) percent (whichever is higher) of the high overtime employee in the classification.

For the purpose of distribution of overtime the Machinist and Mechanic classifications shall be considered as one. At a location where Special Maintenance classifications are employed the Special Maintenance classification and its corresponding regular classification will be considered as one (1) classification.

All Special Crews employees in the Nuclear Division may be called out if the call out occurs within two (2) hours of their regular starting time. This agreement will not effect the current manner in which employees are required to work overtime.

(b) In compiling the biweekly-posted overtime list, the following conditions will be adhered to:

(1) Overtime list will be made up of only employees who wish to be on it. Employees who are not on the list will be considered to have one hour more overtime than the high overtime employee does in each classification. All overtime hours worked by the employee in the employee’s own classification, or while relieving or working in another classification, or while working at another location, will be included in totals shown on the above posted list. Employees who submit a memo to supervision expressing a desire to relieve on overtime in classifications they are qualified to work, will be considered by seniority for relieving on overtime in these classifications, whether they are on the overtime list or not. Employees may elect off the overtime list at the end of a pay period. An employee who makes such election will be dropped from the overtime list for the next six (6) pay periods.

(2) When an employee changes the employee’s regular headquarters or enters a new classification, and wishes to be on the overtime list, the employee will be placed on the overtime list at the average overtime of the classification. Employees who have elected not to be on the overtime list and wish to be may notify supervision, by memo. These employees will be placed at one hour above the employee with the greatest number of overtime hours on the overtime list in their classification according to the time limits specified in the foregoing Subsection (b)(1). When an employee relieves outside of the bargaining unit, and returns, the employee will be placed at one hour above the employee with the greatest number of overtime hours on the overtime list in their classification.

(3) If an employee refuses overtime which the Company gets someone else to perform, the overtime will be charged against the employee who refused. For call-out overtime, the employee shall be charged if they do not have a telephone. If the employee’s phone is answered and such employee fails to work the overtime assignment, they shall be charged the overtime hours. If however, the employee responds within one (1) hour expressing a desire to work, they will not be charged if the assignment has been filled. The Company agrees that in the event all the personnel in a classification at the headquarters are requested to work overtime, those employees in that classification refusing will be charged for the overtime worked unless they are sick or on excused absence. Overtime will not be charged against apprentices who turn down overtime to attend apprentice training classes.

(4) If an employee is sick, or on vacation, or on excused absence, and is offered overtime but refuses it, the employee will not be charged for the overtime refused. This is not to be interpreted as meaning that employee is not subject to call-back while on vacation, as provided in subparagraph 8(b) of this Agreement. For distribution of overtime purposes an employee shall be considered on vacation from the time the employee finishes work on the employee’s last scheduled regular work day shift before going on vacation until the employee’s scheduled starting time on the employee’s first scheduled workday after the employee’s vacation.

(5) At the end of the payroll period ending nearest January 1 of each year, the overtime list for each classification at each location will be returned to zero, listed in seniority order and shall become effective upon posting the list at each work location at the regular agreed upon time.

(6) Junior employees will not be forced to work an overtime assignment for more than two (2) consecutive days. The only exception would be if there were no other employees available in that classification and location or everyone is assigned to work overtime.

(7) The provisions of this Paragraph should not be interpreted to restrict the Company’s right to require employees to work overtime.

(8) If this method results in an obviously inequitable distribution of overtime, then the Director of Labor Relations and the Business Manager will work out a method of correcting such inequity.

The Company and Union have reviewed the letter from Darrell G. Eisenhutt (dated 7-31-80) IE Circular 80-02, regarding interim criteria for shift staffing and the hours license operators may work.

It is agreed, assignments made to the implementation of this criteria will be made in accordance with paragraph 44 (Distribution of Overtime) of the Memorandum of Agreement.

Signed by J.H.Niles for the System Council U-4 IBEW

Signed by R.L. Dees for Florida Power and Light Company

The Company and the Union agree to the following provisions regarding operators overtime in the Nuclear Division:

• Overtime will be offered in four (4) hour blocks.

• An employee, working the first four (4) hours of overtime after the employee’s scheduled shift, shall be offered the second four (4) hours of overtime prior to forcing another employee to work the second four (4) hours of overtime. It is more desirable for an employee to voluntarily work sixteen (16) hours then force another employee to work.

• Employees will only be asked to work four (4) hours of overtime before or after their normally scheduled shift .

• All hours worked must be consecutive.

• Employees will only be asked to work a maximum of twelve (12) consecutive hours per rest day, plus travel time, for call-outs.

• Exclusive of travel time, all hours worked, over a maximum of twelve (12) consecutive hours shall be paid at the double time rate.

• Except for rest days, employees cannot be asked or charged for hours not concurrent with their normally scheduled shift.

• Employees must have a minimum of eight (8) hours rest time between shifts.

• An employee may work sixteen (16) hours in a twenty four (24) hour period provided they have eight (8) consecutive hours off duty. Example: An employee who works the last scheduled midnight shift and is off for eight (8) hours on day shift, can also work a peak shift.

• Except in the case of an emergency, the overtime list will not be run between the hours of 12:00 a.m. and 6:00 a.m.

If this agreement results in any inequities, the Business Manager of the Union and the Director of Employee Relations will be notified to correct those inequities.

1 .All qualified operators who are currently assigned to a rotating shift, and RPT’s whose normal schedule falls on a holiday may be required to work that holiday on their assigned shift. If the company desires to reduce to a minimum shift complement on a shift by shift basis, those employees will be offered the opportunity to work or observe the holiday by seniority. Rolling by seniority from one shift to another will not be permitted. Special Crew and Regular RPT’s will be considered as one classification for the purposes of this paragraph.

2. Operation personnel (excluding RPT’s) working Monday through Friday with weekends off (i.e. support/relief, re-qualifications, etc.) will observe the company holiday.

3. Shift vacancies that occur on a day the Company observes as a holiday will be offered and filled in the following manner:

• Prearranged: The shift vacancy will be offered by seniority to the qualified employees who are observing their holiday on the day of the vacancy on a one shift per employee basis. In the event a vacancy still exists, it will be filled using the overtime list.

• Callout: The shift vacancy will be offered by seniority to personnel first from the shift reduced to minimum complement and who were required to observe the holiday, then using the overtime list.

See General for paragraph 48 conditions "(a)"through "(e)"

(f)In the Electrician classification in all departments, the Mechanic and Instrument Mechanic classifications in the Production Department, and all corresponding Itinerant classifications, the ratio of apprentices to craft worker at any one (1) location shall not exceed: One (1) apprentice to one (1) craft worker; one (1) apprentice to two (2) craft workers; two (2) apprentices to three (3) craft workers; two (2) apprentices to four (4) craft workers; three (3) apprentices to five (5) craft workers; three (3) apprentices to six (6) craft workers; and above six (6) craft workers, the ratio will be one (1) to two (2). For the purpose of this clause, Chief Electricians, Machinists, General Maintenance Leader, and Crew Leader shall be considered craft workers.

(g) Ratios as set out in (f) shall be determined on the basis of the number of apprentices and corresponding craft workers on the pay roll at a working headquarters. The temporary absence of craft workers from a headquarters shall not be considered as affecting the ratio in that headquarters or crew. When an apprentice automatically promotes to craft worker, no contractual ratio will be affected by this promotion. However, the Company will correct the condition and restore proper ratio at its first opportunity.

(h) In all departments when an apprentice has been in the apprentice classification for more than two (2) years and is not competent to become a craft worker, the employee shall not be counted in the apprentice ratio.

(i) When an employee has served four (4) full years in the apprentice classification, the employee shall automatically be promoted to a craft worker classification at the employee’s location, provided that the employee is fully qualified. Job Posting Procedure will not apply in the automatic promotion of apprentices.

(j) Based upon qualifications, an apprentice may perform work alone, outside of sight and sound of a craft worker. It is understood that the intent and application of this provision will apply in the following manner:

(1) The present method of assigning craft workers and apprentices will not be altered.

(2) When an apprentice is assigned to a craft worker and the craft worker feels the apprentice is qualified to work alone on a segment of the job assignment, the craft worker may assign the task to the apprentice.

(k) When an apprentice promotes to craft worker the employee’s starting pay bracket will be determined by the amount of time spent in the apprentice classification.

• less than one year bottom of bracket

• more than one year less than two full years 1st bracket

• more than two years less than three full years 2nd bracket

• more than three years less than four full years 3rd bracket

• four full years top of bracket

(l) The Company will not require an apprentice to work on, climb through or work above energized conductors carrying more than five hundred (500) volts during the employee’s first year of apprenticeship. After completing the employee’s first year, the determination of whether the apprentice is qualified to work on conductors carrying more than five hundred (500) volts will be made by the apprentice, the Maintenance Leader or equivalent, supervising the apprentice, and the craft worker with whom the employee works. Should any question arise as to whether or not the employee is qualified to perform the duties assigned to the employee, which cannot be resolved locally it shall be brought to the attention of the Supervisor of apprentice training and report the supervisor’s findings to the Joint Apprenticeship Committee for determination as to whether the apprentice is qualified to perform the work in question. Even if the apprentice has more than the first year as an apprentice, the above determination must be made. In arriving at the first year of apprenticeship, the time in classification plus credit allowed for related experience is to be used.

(b) There may be established, in addition to Itinerant Mechanics, Itinerant Electricians and Itinerant Instrument Mechanics, the classification of Itinerant Instrument and Control Specialists, and Itinerant Machinists, in the Production Department. The ratio of employees in the above Itinerant classifications to the total of Company employees in the corresponding regular classifications shall not exceed one (1) to one (1). The Machinist and Mechanic classifications shall be considered as one classification. Itinerant Machinists, Itinerant Mechanics, Itinerant Electricians and Itinerant Instrument and Control Specialists will be assigned headquarters in a specific Class "AA" Plant and will perform work as Machinists, Mechanics, Electricians, or Instrument and Control Specialists in various plants throughout the system when and as assigned.

There may be established the classification of Itinerant Apprentice Mechanics, Itinerant Apprentice Electricians and Itinerant Apprentice Instrument Mechanics in the Production Department. The ratio of Itinerant Apprentices to their corresponding Itinerant craft worker shall be as provided for in Paragraph 48.

For the purpose of plant overhauls or emergencies, the Company will first use the complement of available qualified employees at that particular plant. If an adequate number is not available, then Itinerant Maintenance employees will be used in cases where time will allow for their travel. The Company, to supplement these employees, will determine what employees are available from nearby plants on a voluntary basis to help in this work. Those employees who do not volunteer will not be charged with the overtime performed. Should there still be a deficiency in the number of employees needed, then the Company may assign any qualified employees at any location to work on the overhaul or emergency. Such assignments will be made on a seniority basis.

(d) All Show-up/Itinerant personnel may be assigned to locations outside the areas specified in (b) above, in which case, they will receive expenses in accordance with Paragraph 41.

(e) Itinerant classifications will, for the purpose of overtime distribution, be considered in the corresponding regular classification. If this method results in an obviously inequitable distribution of overtime, then the Director of Labor Relations of the Company and the Business Manager of the Union will work out a method for the purpose of correcting such inequity.

(a) Any employee designated to substitute, relieve or work temporarily in a higher classification shall receive an additional 5% (five percent) added to his / her regular rate of pay or the minimal of the bracket, which ever is higher, but not to exceed the maximum rate, for all hours actually worked or a minimum of four (4) hours, provided the employee works in such higher classification for one (1) hour or more at any given time (except as otherwise provided in Paragraph 38). The employee shall work the scheduled hours, perform the assigned duties and after twenty-four (24) hours’ notice of change of schedule, be subject to the schedules of work of such higher classification in which the employee is relieving, substituting or temporarily working.

Utility Workers with journeyman qualifications as of the date of ratification will receive relieving pay based upon the relieving process in place prior to the 2000-2004 MOA.

Every effort will be made by the Company, where practicable, to fill jobs under this paragraph according to qualifications and seniority in the particular Work Headquarters. Biweekly lists of temporary relieving time will be posted on bulletin boards.

(b) When an employee is designated to relieve or substitute for another employee or to work temporarily in a lower classification, the employee shall receive the rate of pay of the employee’s own classification and shall work the scheduled hours, perform the assigned duties, and after twenty-four (24) hours’ notice of change of schedule, be subject to the schedules of work of the lower classification in which the employee is relieving, substituting or temporarily working.

(c) Employees may relieve in an equivalent classification if they have no objections or for the purpose of obtaining experience. However it is not required that an employee relieve sideways without his or her consent.

The Company agrees to pay temporary relieving machinist pay to anyone performing machine work for one (1) hour or more. Machine work is defined as work using stationary or portable machining equipment that requires precision measuring instruments to complete the work.

(c)(1) With the exception of plant outages any individual employee relieving outside the bargaining unit will be limited to a total of ninety (90) calendar days in any one (1) calendar year (unless mutually agreed to by the Company and Union).

(c)(2) Bargaining Unit personnel may temporary relieve into non bargaining positions for a period not to exceed (1) one month ((2) two months for Maintenance Planners) prior to the beginning of outages, during the outage and not to exceed one month after outages. Periods of time exceeding this may be agreed to by the Plant Manager and the President of the Local Union.

(d) When a temporary clerical assignment occurs, the Company will first canvas the employees at that work location for those who may be qualified and would benefit by temporary relieving. If no qualified employees can be identified, the Company may then use temporary clerical help under the following conditions:

1. The temporary clerical assignment shall last for a minimum of 20 workdays (any assignment of less than 20 days will be considered to be 20 days).

2. For work which requires temporary clerical support over and above the normal clerical compliment, each power plant and each division may utilize temporary clerical personnel up to 120 work days in any given twelve month period. Once the use of temporary clerical personnel has reached 120 days (the time need not be consecutive) within a twelve-month period temporary clerical job will be discontinued, or an appropriate bargaining unit job will be posted. Any use of temporary clerical personnel will be cumulative for purposes of determining the 120-day period. As an example, two temporary clerks could work for 60 days in any given twelve month period or four temporary clerks could work 30 days in any given twelve month period.

3. Temporary clerical personnel may be used to fill temporary vacancies within existing bargaining unit clerical classifications. Temporary vacancies will be determined when a bargaining unit employee is unable to fulfill his/her job responsibilities due to maternity leave, extended illness or injury, posted job vacancies and vacations. The 120 workday period shall also apply to temporary vacancies at each location. This time limit may be extended by mutual consent of the Business Manager and Director of Industrial Relations.

4. When a temporary clerical assignment occurs at a work location, the appropriate Local Union President will be notified of the starting and stopping date of such assignment.

5. This will not change the manner in which injured employees may be assigned under paragraph 7(c) of the Memorandum of Agreement.

Employees selected for Licensed Operator training and Licensed Operator Direct Hires will be paid at the bottom of the Licensed Operator pay scale. Upon receiving an NRC license, the individual will be advanced to middle of the Licensed Operator pay scale. After receiving the license, the hourly wage of License Operator (LO’s) will increase by fifty cents ($0.50) per hour every twelve (12) months, until the individual is paid at the top of the LO pay bracket.

Licensed Operator candidates who have not yet obtained an NRC license will be included on the Non Licensed Operator (NLO) overtime list provided they have the appropriate qualifications for the overtime assignment. It is the company’s intent to ensure that direct hire Licensed Operators be provided the opportunity to train in all watch stations; licensed requirements and non-licensed requirements.

Direct Hire training inclusive of non-licensed watch station requirements will be completed in 30 months or less. The Business Manager shall appoint two bargaining unit employees to assist with the program development and conduct periodic reviews to ensure NLO watch station training is conducted in a timely and efficient manner during the license operator training.

Operators who hold an active NRC license will be paid an additional fifty cents ($0.50) per hour upon ratification of the contract. They will receive pay increases of fifty cents ($0.50) per hour every twelve (12) months, until the individuals are paid at the top of the LO pay bracket.

Operators who hold an active NRC license for the Turkey Point Nuclear Power plant will be paid an additional Area premium for each hour worked. This Area premium will start at fifty cents (.50¢) per hour, upon ratification of the contract and will increase by fifty cents (.50¢) per hour every six months up to a maximum of two dollars and fifty cents ($2.50). Per the Memorandum of Understanding "PTN Licensed Operator Agreement" the current Area Premium of up to $2.50 per hour will be eliminated, and fully qualified employees will receive an hourly Licensed Operator Retention Premium equal to 10% of the employee’s base hourly rate of pay for each hour paid. This agreement will remain in effect through October 31, 2008, at which time the PTN Licensed Operator Retention Premium will revert back to $2.50 an hour.

 

(2) In recognition of the multiple requirements connected with nuclear plant work, such as work controls, access training, respiratory protection, emergency response teams, emergency plan response and other regulatory and/or quality assurance requirements, the Company agrees to the following:

A premium will be paid to the following employees in the nuclear plants. This Nuclear Premium will be placed into the regular rate of pay for pay purposes.

See schedule below.

Nuclear Watch Engineer, Senior Reactor

Control Operator, Reactor Control Operator,

Senior Nuclear Plant Operator, Nuclear

Plant Operator & Radiation Protection

Technologist

Associate Nuclear Plant Operator,

Jr.Radiation Protection Technologist,

A Clerk, A Clerk Steno,

Apprentices & Utility Workers.

All full time maintenance employees in the classifications of Utilityworker and above that are assigned to a Nuclear Plant on a temporary basis, will receive fifty cents (50¢) premium for only those hours actually worked at that location.

The Radiation Protection Technologist in the Nuclear Division, who produce the required documentation to verify that they are NRRPT qualified, will be paid a seventy-five cent (.75¢) cent premium in 2005 and one dollar ($1.00) in 2006 in addition to the employee’s wage. Should the employee lose the NRRPT qualification the additional premium will be discontinued.

(3) It is understood that the Plant Engineers formerly known as Betterment Engineers, will not perform work in the Bargaining Unit. In this connection it is understood that water testing, calculation of station performance data, the making of efficiency and performance tests on plant equipment and clerical work in connection with these tasks may be performed by non-Bargaining Unit personnel.

(4) Lead Radiation Protection Technicians.

Lead Instrument and Control Specialist Digital

If an employee(s) is designated by their supervisor to Lead or direct a work crew or team, or to Lead or direct two or more bargaining employees, an upgrade premium of one dollar and twenty-five cents ($1.25) shall be added to the employee’s straight-time rate for all hours so assigned. These employees shall be upgraded to "Lead" status. These assignments shall be determined by supervisors based on seniority and qualifications, employees will not be forced into this lead status.

This premium shall increase, effective January 1^st of each year, as listed below.

$ 1.35

$ 1.50

(5) PRE-ENGINEERING DEGREE PROGRAM

Purpose:

To help employees obtain an AA degree in pre engineering. The program, Initiated by the Nuclear Energy Department, is a management development effort to enhance operator performance and provide career opportunities. An on-site program is necessary, due to shift work, overtime and inaccessibility to a local four-year college that offers an engineering degree.

Participation:

Participation is open to on-site FPL employees who meet the requirements of local college(s) offering classes. Participation is strictly voluntary. To address the NRC’s concern, operations personnel will be given first opportunity for enrollment. Remaining course seats may be filled by other eligible personnel. Prior to the start of classes, employees will be notified of a registration period at which time they may volunteer to enter the convening classes to fill the remaining seats. If the number of volunteers exceeds the number of remaining seats, the participants will be randomly selected until all seats are filled. Participation may be limited due to resource and facility constraints.

Location:

Classes will be offered in the Nuclear Training Facilities at each nuclear site. Registration for classes will be conducted at nuclear sites.

Cost:

FPL will pay tuition and books for all program enrollees. FPL will also pay overhead fees associated with an on -site program.

Tax Consequences:

Current legal interpretation is that tuition and books paid by FPL on behalf of employees is a benefit and, therefore, is taxable—much like the Education Assistance Program where tuition reimbursement is taxed at an other earnings rate of 27.51% (20% other earnings tax and 7.51% FICA tax). Based on Congress’ decision at the end of the year regarding company sponsored tuition assistance, these monies may be refunded.

Attendance:

In some cases work schedules may conflict with class schedules. Program participants will not be released from work to attend any classes. However, to minimize these potential conflicts, the same class will be scheduled more than once each day. In addition, classes will most likely be suspended during plant outages and will resume upon return to power operation.

Compensation:

Time spent attending class, studying, preparing for a class, etc. will not be paid by FPL. Should the NRC mandate Nuclear Operators to obtain a degree in order to remain as a Nuclear Operator the Company agrees to meet and discuss with the Union the impact of such requirement on the Bargaining Unit.

Absences:

It is the student’s responsibility to contact the instructor for class information, in the event of a class absence.

 

Participant Agreement:

Students will sign an agreement with FPL that will allow the local college(s) to release grades to FPL. This information shall only be evaluated to determine the participant’s progress in the program.

Grades:

Program participants are expected to obtain grades of C or better.

Continuation of Program:

FPL may discontinue or modify the program at any time. If it becomes necessary to terminate the program the Company agrees to notify the Union of the reasons for such termination. If this program is successful, the Company will give consideration to offering a similar program at other locations.

(6) NUCLEAR DIVISION BACHELOR OF SCIENCE COLLEGE

DEGREE PROGRAM

Purpose:

To provide Nuclear Division employees with an opportunity to gain greater technical knowledge and understanding of the Nuclear sciences and, in turn, enhance their career opportunities within the Nuclear Division.

Program:

The University of Maryland University- College (UMUC) will offer courses leading to a Bachelor of Science in Nuclear Science. The program includes courses in physics, calculus, nuclear engineering and management. This program presented by UMUC is based on the understanding that a participating student already has attained a two-year degree or is presently, or has had, a prior college level background with satisfactory progression.

Participation:

Participation is open to Nuclear Division employees who meet the academic screening requirements of UMUC. Participation is strictly voluntary. Screening includes pre-entry testing. If the number of eligible personnel, after the screening, exceeds the UMUC recommended class size, the Nuclear Division will maintain a waiting list and will draw from this list as space becomes available.

Delivery:

The program makes use of independent learning along with occasional faculty on-site visits.

Cost:

FPL will pay tuition and books for all program participants. FPL and the student will share in the cost of a computer for home study. If the student fails to maintain the academic criteria or leaves the program during their first two years, the student may be responsible for paying 100% of the computer cost.

Compensation:

Time spent completing course work (classroom and self-study) will not be paid by FPL. Should the NRC mandate Nuclear Operators to obtain a degree in order to remain as a Nuclear Operator, the Company agrees to meet and discuss with the Union the impact of such requirement on the Bargaining Unit.

Grades:

Students will be expected to meet the UMUC academic standards.

 

 

 

Employees in the Nuclear Departments who are assigned to the Fire Brigade will receive an additional $150,000 life insurance coverage. This coverage will be in effect only when in training for Fire Brigade or actively fighting a fire.

A shift differential will be applicable to employees in classifications designated by (S) in "Exhibit A" and employees who temporarily relieve in such classifications.

If fifty (50) percent or more of an employee’s regular straight-time scheduled shift falls between the hours of 4:00 p.m. and 12:00 midnight, the employee shall receive a shift differential of sixty cents (60¢) per hour for all hours actually worked in such shift.

If fifty (50) percent or more of an employee’s regular straight-time scheduled shift falls between the hours of 12:00 midnight and 8:00 a.m., (this includes the 6:00 p.m. to 6:00 a.m. shift on the twelve (12) hour schedule), the employee shall receive a shift differential of seventy-five cents (75¢) per hour for all hours actually worked on such shift.

Except as amended above, an employee who works overtime in a classification in any Exhibit "A" designated by "(S)" during hours to which a differential would be applicable on straight-time, then such employee shall have the applicable differential included in the employees regular rate for overtime computation.

Maintenance will be responsible for cleaning shops, cleaning up after maintenance jobs and cleaning in places not readily accessible, or doing special cleaning or waxing jobs of considerable magnitude.

Operators will clean their assigned areas and keep their equipment clean. This includes hosing floors with water, vacuum cleaning, wiping, dusting and sweeping, but does not include water mopping of floors.

Janitors will clean offices, laboratories, etc., locker rooms, showers and toilets and other areas not specifically assigned to an operating position. They will do sweeping, water mopping, waxing and polishing of floors.

It has been agreed that the classification of Operations Clerk "A" will be established in

Class "AA" Power Plants with the following understanding:

(1) The first Clerk in each "AA" Plant will be an "A" Clerk.

(2) The Stores policy in "AA" Plants will be the same as is now being followed in the Transmission-Distribution Department. The Operations Clerk "A" will perform Stores work in addition to the employee’s other duties until such time as the Stores work becomes a full-time job and the Stores Department assigns a regular Stores employee to handle the work. When such Stores employee is assigned, the Operations Clerk "A" may assist the regular Stores employee.

(3) The new "A" Clerk jobs will be offered to present Clerks in order of seniority on the basis that they will be physically able to drive trucks, procure, receive and issue supplies and materials, in addition to doing the Stores paper work and those jobs cove red in the Job Specifications for Operations Clerk "A". If a present Clerk accepts the "A" job, the employee will be placed in the same step in which the employee is at present in the old rate range. Jobs will be posted if they are not taken by "B" Clerks or "B" Clerk-Stenos in a given plant.

It is agreed that such welding of aluminum in substations which is performed by Company personnel may be done by qualified Production Department Maintenance personnel who are trained in this work. At such time as there becomes a sufficient amount of this work to warrant training Substation Maintenance personnel to do it, the Company agrees to do so.

The intent of the nuclear operations career path is to bring personnel into the operations department Non-Licensed Operator (NLO) classifications and have them advance to the License Operator (LO) highest watch station position, through a series of instructional modules and operating experience steps.

Non-License Operator Career Path (NLO)

The Non-License Operator classification is the combining of the Operations Department Classifications of Associate Nuclear Plant Operator, Nuclear Turbine Operator, Nuclear Plant Operator, Senior Nuclear Plant Operator B and Senior Nuclear Plant Operator.

The classification progression will begin at the Associate Nuclear Plant Operator (ANPO) Watch Station level and will progress through Nuclear Plant Operator (NPO) Watch Station to Senior Nuclear Plant Operator (SNPO) Watch Station.

Entry into training for this position will depend upon staffing requirements for licensed personnel. A screening system, similar to that presently used for LO candidates, including a medical examination to assure qualification for all duties within the career path, will be used at the entry level. An individual who does not pass the POSS screening examination with an aptitude of 11 and an overall score of 9, will be given the opportunity to retest, but no sooner than 30 days. If failed a second time the employee must wait one year and complete remedial training to eliminate academic deficiencies. Remedial training must be completed on the employee’s own time.

Qualified personnel from other classifications who complete the screening requirements successfully will be permitted to enter the Operations career path at the NLO entry level. Qualified personnel from other classifications who enter the career path will retain their current rate of pay until the watch station rate of pay equals or exceeds their pay, at which time he/she will receive the normal pay increases or be paid at the NLO entry level rate of pay, whichever is higher.

Trainees for the Instructional Module classes will normally be drawn from the personnel within the next lower classification. Selection of trainees will be made on the basis of Paragraph 17 of the Memorandum of Agreement.

A passing grade in each training module, including initial training, requalification training, on-the-job qualification and any other training that may be required, is mandatory to remain in a classification.

Advancement to the next higher Watch station will occur after successful completion of the appropriate Instructional Module for that watch station. When all training and qualification requirements are met, the individual will receive a step increase in pay commensurate with the watch station. While in trainee status, wages will be at a rate for the next lower watch station except for ANPO training for which the trainee receives the minimum NLO wages. Progression to the operations watch stations will be based on performance and completion of all required training. If the appropriate training is not made available within twenty (20) months of qualification on the ANPO watch station or within twenty (20) months of qualification on the NPO watch station respectively, the employee will be promoted to the next pay level.

Accelerated progress can occur if equivalent required experience, education and training have been previously achieved. Personnel in accelerated status enter a trial period until successful completion of Instructional Modules for the applicable lower classifications. Acceleration may continue into the LO (RCO watch station) classification. Examples:

(a) Personnel with applicable operating experience on commercial, test, training, or military power plants.

(b) Personnel with special training and qualifications such as degreed engineers with plant experience.

A non-licensed operator who does not accomplish re-qualification objectives reverts back to the next lower pay step. Personnel in this status will be provided a trial period and a program outline to successfully complete the required training. If these objectives are then not accomplished, the employee will roll where qualified, with the inability to bid back into the Nuclear Operations Career Path.

Non-License Operators will not be required to progress to licensed Operator.

The Licensed Operator classification is the combining of the Operations Department Classifications of Reactor Control Operator and Senior Reactor Control Operator. License Operator (LO watch station) classes will begin based on the number of licensed operators required. Progression to License Operator (LO watch station) will be as follows:

- Volunteers from NLO’s who are qualified at the SNPO watch station by seniority at the site.

- If the License Operator (LO) training class cannot be filled by volunteers, then:

The job will be filled thru the J-Post system

License Operator Candidates will receive bottom bracket License Operator pay scale while attending class.

A passing grade in each training module, including initial training, requalification training, simulator operation, on-the-job qualification and any other training that may be required, is mandatory to remain in a classification.

A License Operator (LO) candidate deficient in RCO watch station training will be provided remedial training and a second opportunity to qualify as RCO. Non-License Operators who become License Operator Candidates and are not successful in obtaining a license will be allowed to return to Non-License Operator.

A licensed operator, after one (1) year in the classification who does not accomplish re-qualification objectives will revert back to the NLO classification at the SNPO watch station pay grade. A trial period and a program outline will be provided to successfully complete the required training. An individual who does not successfully complete this program may remain in the NLO classification at the SNPO watch station pay grade. A licensed operator who does not wish to maintain the NRC license may also revert to and remain in the NLO classification. An LO that bids into the NLO position will be paid at the license rate until his/her license expires. Then he/she will be paid at the rate of top bracket NLO.

An employee who enters the nuclear career path must remain in the Nuclear Career Path for one (1) year or roll where qualified, with the inability to bid back into career path. An individual may bid out of the Nuclear Career Path at any time but not reenter.

A minimum of two (2) of the seats or a minimum of twenty percent (20%) in each Senior Reactor Control Operator class will be offered to Qualified License Operator’s expressing the desire to be considered as Senior Reactor Control Operator License Candidates. In the event this provision can not be met due to special circumstances the Business Manager and Director of Labor Relations will meet to discuss a mutually agreeable solution.

The intent of this program is to recognize licensed operators that competently and safely perform licensed responsibilities and successfully complete the annual requalification examination. The demands related to retaining and exercising the NRC license have significantly increased and warrant recognition and appropriate compensation. The following guidelines shall be used to administer this program:

• Upon NRC Certification for an initial RO license, the recipient will receive a one time $2,000.00 payment.

• Upon NRC Certification for an initial SRO license, the recipient will receive a one time $3,000.00 payment.

• Upon NRC Certification for an initial RO license upgrade to an S RO license, the recipient will receive a one time $1,000.00 payment.

• Upon successful completion of the annual requalification examination, the individual will receive the annual payment in accordance with the attachment.

• The tri-annual license payment will be made if the license is retained, six (6) months following the third successful annual requalification certification.

• Should an individual fail the annual RO/SRO requalification examination and then take remedial training and successfully pass the retest, he/she shall forfeit fifty percent (50%) of the annual requalification payment.

• Should an individual fail the annual RO/SRO requalification examination the second time and be removed from the program, he/she shall forfeit one hundred percent (100%) of the annual requalification payment.

• Should an individual leave the licensed position except as noted below, he/she shall forfeit one hundred percent (100%) of all payments.

• Should an individual be required to vacate his licensed position due to medical reasons, disability or retirement, the accumulated amount will be prorated by the Plant Manager.

• Should an individual be promoted or transferred at the Company’s request, the accumulated amount will be prorated by the Plant Management.

• Should an individual upgrade an RO license to an SRO license, the payments will be prorated by the Plant Management.

• All payments shall be authorized by the Plant Manager or the Site Vice President.

• The program, as amended, is effective as of January 1, 1993.

 

COMPENSATIONS LISTED BELOW ARE BASED ON SUCCESSFUL COMPLETION

OF FINAL REQUAL CERTIFICATION

Note: It is agreed that the License Retention Compensation Program is subject to periodic review and revision at interim periods for the term of the Memorandum of Agreement.

All Reactor Control Operators (RCO’s) at PSL will be provided an opportunity to qualify for and attend training for a Senior Reactor Control Operator (SRCO) License. Any current RCO who notifies the Company of his or her desire to attend SRCO training will be evaluated using similar criteria as used in assessing new hires for licensed positions. An interview with the Site Vice President, in addition to the following processes, will be required. Each employee who demonstrates a sincere desire and willingness to proceed will be evaluated. Employees who fall short of any requirement will be notified, in writing, of the areas for improvement. The employee and management will craft a development plan to address the shortfalls.

Specific requirements include:

NP-407 Panel

Behavioral Interviews with Plant Senior Management

Review of performance appraisals/reviews

Training performance history review

At least twenty percent (20%) or a minimum of two (2), whichever is greater, of the seats in each SRCO training class convened subsequent to the completion of the screening process will be reserved for employees in the RCO classification who have successfully completed the screening process.

This agreement will cease in effect upon completion of SRCO training for all eligible employees and/or the determination that any remaining employees will not be able to successfully complete the development programs. Such determination shall be reached through discussions between the Site Vice President and Local Union President.

The Grand Fathered Incumbent Operators listed below, that have remained in the Operations Department at Turkey Point Nuclear Plant and St. Lucie Nuclear Plant will be covered as follows:

This MOU shall expire upon the exit of the last Incumbent Operator from the classification.

Turkey Point Plant Incumbents:

Carson, B. L.

Echevarria, E. L.

Pedrianes, M. A.

O’Steen, J. P.

Hobson, J. P.

Urquiza, R.

Balmaseda, V.

St. Lucie Plant Incumbents:

Foust, M. A.

Phillips, B.

Mostacero, C. E.

/s/ G.J. Aleknavich /s/ J.L. Martinez

Business Manager Director, Labor Relations

System Council, U4 Florida Power & Light

A temporary employee is one who is employed by the Company on a job within the Nuclear Division in classifications, Maintenance and Health Physics Journeymen and below, covered by this agreement for a limited time on a purely temporary basis for a period not to exceed two (2) months prior to an outage, during an outage and not exceeding one (1) month after an outage. The start of an outage is defined as the scheduled shut down date of the unit in outage. The end of outage is defined as the affected unit supplying power to the grid. Utilization of temporary employees for time periods exceeding these limits or project work not involving outages may be approved in writing between the Business Manager and the Director of Labor Relations. Unless approved in writing, temporary employees used in excess of the time limits outlined in this paragraph will result in new positions being established and filled in accordance with the Memorandum of Agreement. The "Payroll Deduction for Union Dues" provision of the Memorandum of Agreement will be applicable to temporary employees.

A temporary employee will receive wages, overtime pay, per diem pay up to the amount paid to full time employees and meals as provided for in this agreement, and will be entitled to holidays with pay provided he works the scheduled work day before and the scheduled work day following the holiday. Temporary employees will be paid at the minimum rate of the assigned classification outlined in Exhibit "A", any exception must be mutually agreed upon by the Plant Manager and the Local Union President and will receive no other benefits except those outlined in this Memorandum of Understanding. Temporary employees will not receive Nuclear premium pay. The provisions of the MOA Paragraph 27 will apply to temporary employees as it relates to this paragraph.

The Company agrees to offer temporary employment to qualified laid off employees from all departments of the Company prior to hiring temporary employees from other sources. This will not affect laid off employee’s recall rights under Paragraph 21 of the MOA. All laid off FPL employees that work as temporary employees will extend their recall rights day for day while temporarily employed. The Company will devise an equitable system for determining qualifications for temporary employee positions. This provision will remain in effect for the duration that the employee remains on recall status in accordance with Paragraph 21 of the MOA.

The Company also agrees prior to utilizing temporary employees, qualified regular employees will be up relieved to fill positions for which they are qualified. "Qualified" means that the permanent employee has successfully completed training for the tasks to be assigned or has documentation to support the qualifications. When training is required, preferential consideration will be given to regular employees first, then qualified laid-off employees and then to temporary employees. When up relieving is necessary during an outage, a review of qualifications will be conducted and up relieving will be done in the following order:

1. Regular employees

2. Previously laid off FPL employees

3. Temporary employees

Temporary RPT’s and JR RPT’s will be tested to the same criteria of a regular employee (RPT’s take a generic HP fundamental test and JR RPT’s perform Job Performance Measures).