35. Schedules of Work 1

Ten (10) Hour Shifts 2

Twelve (12) Hour Shifts 3

35.1 Work on the Second Rest Day 9

37. Rotating and Training Shifts 9

38. Call Outs – Prearranged Overtime 10

41. Meals-Lodging-Transportation 11

Lodging – Transportation 12

Special Training Schools Outside State of Florida 15

44. Distribution of Overtime 16

Traveling Crew - Power Generation 19

48. Apprentices in All Departments 21

48.1 Plant Itinerant 23

50. Classification-Relieving or Substituting in Another 25

Exh "A" Hourly Wage Schedules, Power Generation 28

Exh "A" Notes 30

Exh "A" Fire Brigade Insurance, Power Generation 31

Exh "A" Shift Differential 31

Welding Program 31

Cleaning Policy in Class "AA" Plants 32

New Operations Clerk "A" Jobs in Power Plants 33

Temporary Workforce Power Generation 33

Welding of Aluminum Bus Structure 35

I&C Digital PGD 36

MT-3 Maintenance Refresher Training Program 36

PTF/PCU Pilot Program 37

Power Generation i

(a)(1) The regular schedule of non-shift employees in Power Generation

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

and utility worker within Power Generation 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.

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

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

10:00 p.m. to 6:00 a.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) work days.

• It is agreed that Special Maintenance personnel, in Power

Generation Business Unit, will be supervised by a Special Crew

Maintenance Leader.

• 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.

Power Generation 1

• Special Maintenance personnel will not be scheduled to work any two

(2) straight time work days back to back; i.e. , sixteen (l6) continuous

hours of work at the straight time rate.

• All Special Maintenance classifications in the Production

Department shall receive fifty cents (.50) per hour in addition to

their regular hourly rate.

• 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)(6) TEN HOUR,FOUR DAY WORK WEEK

A schedule of ten (10) hour work periods scheduled four (4) days per we e k

may be implemented for non-shift personnel in PGD. The (4) four days

schedule will be inclusive of the employee’s regular five (5) day work week.

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).

Power Generation 2

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 bona fide 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.

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.

Power Generation 3

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).

Shift employees in the Power Generation Business Unit working twelve

(12) hour shifts may carry a portion of this vacation into December to

offset any time lost due to holidays and unused vacation set aside and not

used will be carried over to the next year.

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.

Power Generation 4

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.

Power Generation 5

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 1/2 hour) 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.

(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 workweek 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

Power Generation 6

be consecutive. It is further agreed that during periods when units are

"off-line" and not needed to meet system load requirements that

operators on shift may perform maintenance as directed by the

Production Leader.

(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 mealtime),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 Utility

Worker 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 rescheduled 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

Power Generation 7

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 PGD, schedules for non-shift

employees shall be considered changed when both the starting and

Power Generation 8

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 re scheduled 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.

(a) 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 interchange does not lead to the

payment of overtime.

Power Generation 9

(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

Power Generation 10

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.

(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 there after, if they continue to work.

(b) Pre-Arranged: Regularly scheduled work day: If an employee is pre -

arranged 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 there after, 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 there after, if they continue to work.

Power Generation 11

(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 there after, 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 reason able 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)(1) When an employee works temporarily at some location (more than

sixty-five (65) miles) other than the employee’s regular headquarters,

travel from regular headquarters to new headquarters and return shall be

on Company time and expense.

The employee, while traveling on consecutive assignments will be

traveled to their regular headquarters prior to the next assignment if the

employee has or will be away from his/her regular headquarters six (6)

weeks or more from the scheduled completion date of the next

assignment. This will in no way affect the employee’s eligibility for

assignment.

(h)(2) The Company will furnish the employee a listing of preferred area

hotels, with phone numbers, prior to the assignment. Travel expenses

Power Generation 12

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 $85.00 (north region, PCC, PPN,

PSN), $95.00 (west region, PMT, PFM), $110.00 from December 15

through May 31 and $95.00 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 $30.00 (increase to$35.00 effective 11-1-01)

(increase to $38.00 effective 11-01-02) per day for meals and incidentals

in lieu of the per diem rates as set forth in Option 1.

(h)(3) When an employee works more than sixty-five (65) miles from the

employee’s regular headquarters, shall upon request, and upon the

completion of the employee’s scheduled week, be returned to the

employee’s regular headquarters on Company time and expense, unless

assigned at least eight (8) hours’ work on the employee’s first day off.

(i) When an employee works temporarily at a location within sixty-five

(65) miles of the regular work headquarters the Company will:

• Provide for mileage each day during the assignment. Provide for

travel time to the temporary location the first day of the assignment

and return on the last day of the assignment. This will be in lieu of

the mileage premium below for these days.

• Meals paid only as earned under the meal provision of the

Memorandum of Agreement.

• Fifteen dollars ($15) per day will be paid for assignments over fifty

(50) miles up to sixty-five (65) miles.

Power Generation 13

• Travel between PFM,PMT, and the travel between PPN, PSN, and

PCC will be in accordance with this provision as if the locations

were within sixty five (65) miles of each other, with the appropriate

mileage paid. Twenty dollars ($20) per day will be paid for these

assignments over sixty-five (65) miles. This payment is in lieu of

the fifteen dollars ($15) dollars mentioned above.

Travel of classifications to PTF and PCU between the two locations will

be done in the following manner:

• Travel time the first and last day of the assignment if notified prior

to the end of the shift the preceding day.

• Travel time both ways the first day of the assignment when proper

notice is not given and then travel time one way the second day and

the last day of the assignment.

• Provide mileage for each day of the assignment.

• Assignments involving overtime will be determined by the

overtime list.

• Assignments offered by seniority and qualifications if relieving

into a higher classification is necessary.

• Assignments involving clearances or 3 or more personnel will have

a Maintenance Leader assigned or designate the senior qualified

employee to temporary relieve Maintenance Leader.

• All personnel permanently assigned to PCU will stay on the PCU

overtime list unless modified as per paragraph 44.

It is a greed that if all itinerants within a region are being utilized,

base non-shift employees may be traveled within a region for

emergency work. No assignments shall be for more than five (5)

days. Assignments will be made using only volunteers by their

ranking on the plant overtime list. All hours worked for the next

twenty four (24) hours following a change in schedules, where the

twenty four (24) hour 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) hour notice. If the five (5) day

limit for the assignment is violated the employee shall receive

travel time each way for each day of the assignment, but in no case

shall an assignment last for more than seven (7) consecutive days.

This provision does not limit the Company’s ability to travel base

non-shift employees when all itinerants in the system are utilized.

Power Generation 14

(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.

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 are a s .

(5) The Company will pay lodging expenses.

Power Generation 15

(6) The Company will pay a fixed per diem allowance, which includes all

subsistence (meals, phone, laundry, etc.). The allowance will be thirty

dollars ($30) 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.

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

Power Generation 16

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 Crew employees in PGD 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

in each classification. All overtime hours worked by the

Power Generation 17

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, except as provided in Memorandum of Agreement

48.1(b) "Itinerant Crews" and Memorandum of Understanding

Paragraph 4 "Assignment of Plant Maintenance Personnel".

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 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

Power Generation 18

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 workday shift

before going on vacation until the employee’s scheduled starting

time on the employee’s first scheduled work day 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.

(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 we re 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 proposes to establish a traveling crew to work plant

overhauls, emergencies, and special projects. This crew will be made up

of itinerant personnel at the power plants and will travel to other plants

as required. The following provisions will apply.

Assignment: Power Generation personnel will be assigned to plant

overhauls, emergencies, and special projects in the following manner:

Power Generation 19

• Traveling Crew personnel from the particular (home) plant.

• Available non-traveling crew personnel from the particular (home) plant.

• Traveling crew personnel located at other plants. (For the purpose of

assignment for plant overhauls, emergencies or special projects, FOS

Itinerant personnel will be considered as assigned to "Special

Project" whether they are physically assigned to the actual plant

location or remain at the FOS facility working on the "Special

Project." Therefore, FOS Itinerant personnel will not be required to

travel prior to assigning other personnel.)

• Available employees from other plants on a volunteer basis (those

employees who do not volunteer will not be charged with the overtime

performed).

• If a deficiency still exists in the number of employees needed, then the

Company may assign any qualified employee at any location. Such

assignments will be made on a seniority basis by locations.

Overtime: Overtime for plant overhauls, emergencies, and special

projects will be distributed using the following:

• Traveling crew (Itinerant) and plant overtime lists will be maintained

separate at each plant.

• Plant personnel will be asked first for any overtime not resulting from

plant overhauls, emergencies, and special projects. Itinerants will be

offered next, if enough plant personnel do not volunteer. Plant

personnel will be assigned by seniority if enough volunteers are not

obtained. Itinerant personnel may be assigned if there is not enough

plant personnel.

• Assignment of plant personnel to a unit overhaul will be made using

the plant overtime list.

• Assignment of traveling crew personnel to any location will be made

by using the overtime list for traveling crew at their home plant.

• A single overtime list will be established for each classification for

each assignment (overhaul, emergency, or special project). This list

will be a combined list of itinerants and plant personnel.

Additional non-holdover overtime will be offered from this list to the low

overtime, qualified person.

Power Generation 20

Relieving:

• Maintenance Leaders and additional supervisory personnel required

for an overhaul, emergency, or special project may be provided by

temporarily relieving either plant or itinerant personnel as required for

the duration of the assignment (This would include up to four (4)

weeks prior to the actual start date and up to two (2) weeks after the

actual end date). Additional time may be allowed upon agreement

between the Local Union President and the Plant General Manager.

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

(f) In the Maintenance Technician/E, Maintenance Technician/ M,

Maintenance Technician/I and 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, Machinists, Maintenance 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 payroll 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

Power Generation 21

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.

Power Generation 22

(b) There may be established, in addition to Itinerant Mechanics,

Itinerant Electricians, Itinerant Instrument Mechanics, the classification

of Itinerant Instrument and Control Specialists, Itinerant Machinists and

Plant Maintenance Technician M/E/I-Itinerant in the Production

Department. The Machinist, Mechanic and Maintenance Technician-M

classifications shall be considered as one classification. Itinerant

Machinists, Itinerant Mechanics, Itinerant Electricians, Itinerant

Instrument Mechanics, Maintenance Technician M/E/I Itinerant and

Itinerant Instrument and Control Specialists will be assigned

headquarters in a specific Class "AA" Plant and will perform work as

Machinists, Mechanics, Electricians, Instrument Mechanics,

Maintenance Technicians, 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.

Itinerant personnel assigned to the various plants in the Miami Area may

be required to report to work at any of the plants in the Miami Area by

notifying them during working hours of one day to report to a particular

plant on the second day following or later. Likewise, Itinerant personnel

assigned to the Lauderdale and Port Everglades Plants may be required

to report to work at either of these plants with the same notification.

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.

Power Generation 23

(c) If sufficient notification is not given in (b) above, then mileage and

travel time will be allowed until the second day following the original

notification.

(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.

(f) Special Itinerant:

Establishment of the "Special Itinerant" classifications that will be full

time employees but only work ten (10) months of the year. These

employees will be required to take time off without pay for a total of

eight (8) weeks during the calendar year. This time off will include four

(4) weeks during January, unless another time period is mutually agreed

to by the Company and the employee, and four (4) weeks during June,

July or August. All vacation must be taken during June, July, August and

the week after Christmas unless mutually agreed upon by the Company

and the employee. Benefits will be paid for the entire year. Seniority will

accumulate on a yearly basis and the employee will enjoy all rights and

privileges provided by the Memorandum of Agreement.

Special Itinerants will be used for call-out and prearranged overtime, at their

home location, during their "off time" under the following conditions:

1) Employees must notify the company at the beginning of each pay

period of their wish to be considered for the overtime.

2) Regular Plant and Itinerant personnel will be offered the overtime

first. Special Itinerant’s will be called before forcing regular personnel

(except in an emergency).

3) Additional work occurring during the non-vacation "off-time" for

Special Itinerants will be offered to Special Itinerants that have

indicated their desire to work during this period before Temporary

Employees are hired.

4) The Company and Union will review this process each year to

improve its effectiveness. Either party may terminate the agreement at

the end of the term of the contract period. Employees in the Special

Power Generation 24

Itinerant classification, at the time of termination, will convert to

Itinerant at their location.

5) Until a career development program is jointly developed the

Maintenance Assistant will receive forty cents (.40¢) increases each

six months. The ratio of Maintenance Assistant to all Maintenance

Craft Workers will not exceed one (1) :three (3) system wide.

The "Turbine/Generator Team" for the PGD Variable Work Force. Th e

members of this team will be made up of Variable Work Force personnel

(regular and special) and will primarily perform the plant turbine/generator

work. The employees assigned to this team will be selected by seniority

from volunteers within a region. Individual participation will be a minimum

of two (2) years unless an employee leaves the itinerant classification. The

daily overtime assignments will be made from within this "Team" for the

duration of the overhaul assignment. If there are insufficient "Team"

employees to cover this overtime, the remaining overhaul complement will

be eligible for this overtime.

(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.

Power Generation 25

(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.

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 port able 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 three (3)

months in any one (1) calendar year (unless mutually agreed to by the

Company and Union).

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 jobs

will be discontinued, or an appropriate bargaining unit job will be

posted. Any use of temporary clerical personnel will be cumulative

Power Generation 26

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Power Generation 29

(1) 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 test on plant

equipment and clerical work in connection with, may be performed by

non-Bargaining Unit personnel.

(2) All full time maintenance employees in the classifications of Utility

worker and above that are assigned to Nuclear Plant on a temporary

basis, will receive fifty cents (.50¢) premium for only those hours

actually worked at that location.

(3) Until a career development program is jointly developed the Shift

Assistant will receive thirty cents (.30¢) increases each six months. The

ratio of Shift Assistants to Shift Technicians will not exceed one (1):two

(2) system wide.

(4) Employees, includes craft workers and above to the Maintenance

Leader level, in PGBU who can validate that they are qualified in a

second established maintenance craft will be paid an additional

premium, of one dollar ($1) per hour, to their current wage. The

Company retains its right to validate the employee is qualified in such

second established maintenance craft. For the purpose of administrating

this paragraph the classifications of:

• Instrument and Control Specialist and Instrument and Control

Specialist Digital.

• Instrument Mechanic, Mechanic and Machinist will be considered

the same maintenance craft.

(5) The established PGD shift to non shift ratios will include the Variable

Workforce employees and will remain at 3 (shift) to 2 (non shift). A

maximum of fifty-five (55) regular itinerants will be included as "non

shift" in this calculation. The Special Itinerants will not be included in

this ratio.

Power Generation 30

Employees in the Power Generation Division 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 any "Exhibit A" and any 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 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.

Establish a two (2) tier Welding program. A payment of five hundred

($500) dollars will be paid to employees each twelve (12) months that

apply for and pass the required tests to perform "routine" welds on

pressure parts and other safety related items. These employees will be

referred to as "Qualified Welders" and will be paid an additional fifty

(.50) cents per hour.

Power Generation 31

A payment of one thousand dollars ($1,000.),will be paid to employees,

each twelve (12) months that perform "specialty" welds. Specialty

welds will include all welding that requires special knowledge and skill

to perform. These employees will be refer red to as "Certified Welders"

and will be paid an additional seventy-five (.75) cents per hour.

The Company retains it’s right to identify the work that would require the

skill of either Qualified or Certified Welders and at no time will be

required to pay the employees the additional pay for welding that is

deemed not to require these skills. Employees receiving the twelve (12)

month payment will be expected to retain their welding skills and

competencies for that period.

Application for welding certification will be voluntary. When the

Company determines to certify or qualify plant personnel (including shift

and non-shift) it will select the location and notify selected employees,

based at that location, the examinations will be held. If an excess number

of these employees pass certification, the Company will make its

selection on the basis of Paragraph 17 of the Memorandum of

Agreement. Employees who are Qualified or Certified will participate in

distribution of overtime in the same manner as they do now, except on

jobs where the Company determines that a Qualified or Certified welder

is desirable, in which case the low overtime appropriate welder who is

available will be used. Under this provision, Machinist will not be

required to travel as Qualified or Certified welders, but Itinerant

Machinist will be required to travel as a certified welder.

Requalification or recertification will be conducted periodically as

deemed necessary by the Company.

For the purpose of layoff plant personnel (including shift and non shift)

holding certification as welders will be treated exactly as the other like

classifications under the provisions of Paragraph 21 of the Memorandum

of Agreement.

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 consider able magnitude.

Power Generation 32

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 between the Company and Union that temporary employees

will be furnished through System Council U-4, International

Brotherhood of Electrical Workers .

A temporary employee is one who is employed by the Company for a job

within the Power Generation Business Unit for a limited time on a purely

temporary basis. Temporary personnel will be paid at the minimum of

the wage scale of the corresponding classifications covered by the

Power Generation 33

Memorandum of Agreement: Mechanic (no additional pay for certified

welder), Machinist, Electrician, Instrument and Control Specialist,

Instrument and Control Specialist Digital, Maintenance Worker and

Utilityworker. These temporary employees will be paid for any holiday

that occurs during their employment provided they work the scheduled

day prior AND the scheduled day after. The company will collect Union

dues, pay for overtime as provided by the Memorandum of Agreement,

furnish appropriate tooling and personal protective equipment (including

gloves) and have the sole right to determine continued employment.

Personal clothing will not be furnished except for sandblasting , painting

and working inside oil tanks and sumps. Temporary employees WILL

NOT be eligible for any of the following: medical or dental insurance;

pension benefits; thrift plan; sick pay; DIF; SIF; jury duty; vacation; shift

differential; travel pay; lodging; pay for meals; bidding, rolling, or recall

rights; or the establishment of seniority. Temporary employees will work

for a regular full-time Florida Power & Light employee assigned as

"Fore Person". The number of temporary craft workers at a location will

be limited to the number of regular full-time Florida Power & Light craft

workers and Fore Person assigned to the "Overhaul, Special Project, or

Emergency" at that location. The number of Temporary Maintenance

Workers and/or Utilityworkers will be limited to a ratio of one (1) to

three (3) to ALL craft workers and Fore Person assigned to that

"Overhaul, Special Project, or Emergency". Temporary employees may

be assigned to any shift established in the Memorandum of Agreement.

They will, however, be given twenty-four (24) hours notice prior to any

change in schedule. If less than twenty four (24) hours notice is given,

temporary employees will be paid at one and one half times the regular

straight time hourly rate for hours worked until the twenty four (24) hour

notice window has expired.

SHIFT SCHEDULE: Any employee assigned to an "Overhaul, Special

Project, or Emergency" may be assigned to work a ten (10) hour, four (4)

day work week.

TIME LIMITS: The Company and Union agree that temporary employees

may only be used only where a "Special Overtime List" (as defined in the

MOU " Traveling Crew - Power Generation " dated 11/16/92) has been

established for an " Outage, Emergency, or Special Project". Utilization of

temporary employees for time periods other than those defined by the

Power Generation 34

"Special Overtime List" may be approved in writing between the Business

Manager of System Council U-4 and the Director of Labor Relations.

Unless approved in writing, temporary employees used in excess of the time

defined by the "Special Overtime List" will result in new positions,

equivalent to the classification(s) in violation, being posted and filled in

accordance with the Memorandum of Agreement.

TRAINING: The company will instruct temporary employees as to their

responsibilities relating to Florida Power & Light safety rules and

Company policies and procedures appropriate to their classification. It is

understood that temporary employees will not be given "special training"

in preference to regular full-time Florida Power & Light employees.

TEMPORARY RELIEVING: Temporary employees will not be allowed

to temporary relieve into another bargaining unit classification. It is

agreed that regular full-time Florida Power & Light Maintenance

Workers and Utilityworkers at the location where temporary craft

workers are to be used will be offered temporary relieving into a craft

workers classification provided they have successfully held that

classification or have completed the Apprentice training requirements of

that classification. Regular full-time qualified Florida Power & Light

Utilityworkers will be relieved to Maintenance Workers before

temporary Maintenance Workers work at their location.

OVERTIME LISTS: Separate overtime lists will be established for

temporary employees by classification. Overtime will only be offered to

temporary employees after all eligible regular full-time Florida Power &

Light employees at that work location have been offered that overtime

except for holdover overtime where the continuity of the crew must be

maintained to insure effective completion of the task. When the

Company provides an on site meal in addition to the paid meal earned by

regular full-time employees, temporary employees that are part of that

crew will also be offered that on-site meal.

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.

Power Generation 35

Power Generation 36

Resulting from the present attrition concerns at PTF/PCU and

compounded by the Company’s commitment to increase staffing levels

at FOS, it is agreed by the company and the Union to allow these plants

to staff for projected attrition throughout the system. PTF/PCU will not

count towards the shift to non shift ratio.

This Pilot will be for the term of the contract and will be reviewed by the

Company and the Union after November 1, 2002 to discuss its

effectiveness. Either party may terminate this agreement at the end of the

term of the contract, or negotiate language into the contract.

All operations shift personnel at PTF/PCU will receive $0.75 cents per

hour premium for the term of the pilot.

Employees currently designated as base will remain in their existing

positions.

/s/ J. L. Martinez /s/ Brian Thompson

Director of Labor Relations Business Manager SCU-4

For the Company For the Union

Power Generation 37

"AA" Plants

- cleaning policy 32

Aluminum, bus structure, welding of 35

Apprentices

- automatic promotion of 21

- not competent to advance 21

- performing work alone 22

- promoted to 22

- ratio of apprentices to journeymen 21

- work with energized conductors 22

Bus Structure (aluminum), welding of 35

Call-Outs

- defined 10

Certification, welding 31

Classification and pay scales

- Power Generation 28

Cleaning policy, Class "AA" Plants 32

Court Service

- jury duty (10 hour shifts) 3

- jury duty (12 hours shifts) 5

Craft Worker

- promotion from apprentice, starting pay bracket 22

Distribution of Overtime

- for special maintenance classifications 17

- general 16

- plant itinerants 24

- traveling crew - Power Generation 20

Double Time

- second rest day 9

Energized conductors, apprentices working with 22

Exhibit "A"

- fire brigade insurance, Power Generation/Nuclear Division 31

- shift differentials 31

Expenses

- lodging 12

- meals 11

- meals ten hour, four day work week 3

- meals (12 hour shifts) 6

- show-up/itinerant crews 24

- travel 12

Headquarters

- work away 12

Holidays

- ten hour, four day work week 3

- twelve (12) hour shifts 4

Illness

- ten hour, four day work week 3

- twelve (12) hour shifts (employee and serious in family) 5

Insurance, Fire Brigade 31

Janitors, cleaning policy in "AA" Plants 33

Jury Duty

- ten hour, four day work week 3

- twelve (12) hour shifts 5

Lodging 12

Maintenance or repair

- cleaning policy 32

- "rush basis" schedules 8

- special maintenance classifications 1

Meals

- away from headquarters 12

- extended hours 12

- prearranged overtime 11

- time out for 12

- ten hour, four day work week 3

- twelve (12) hour shifts 6

Operations Clerk "A" jobs in Power Plants 33

Overtime

- assignment, plant itinerants 20

- bi-weekly posted overtime list 17

- call outs/prearranged 10

- cancellation 10

- compounding 8

- definition of 8

- distribution, general 16

- forcing junior employees 19

- shift differentials 7

- temporary employees/Power Generation 35

Per Diem rate

- attendance at training schools 16

- Power Generation 13

- temporary assignment 13

Plants

- engineers, work in bargaining unit 30

- policy for cleaning 32

Relieving

- higher classification 25

- lower classification 26

- Machinist, temporary relieving pay 26

- on overtime 18

- qualifications for 25

- temporary employees, Power Generation 35

- temporary relieving outside of bargaining unit 26

Schedules of work 1

- initial start-up of a unit(s) 7

- non-shift workers 1

- Operating employees, power plants 6

- Special Maintenance employees 1

- ten hour, four day work week 2

- twelve (12) hour shifts 3

- Watchperson 8

Second rest day, work on 9

Shift differentials 31

- maintenance work (rush basis) 8

Show-up/Itinerant crews

- traveling crew - Power Generation 24

Special Maintenance employees (Power Generation/Nuclear Division) 1

- replacement due to temporary absences 1

- scheduling and additional pay 2

Temporary employees

- Power Generation 33

Time off

- meals 12

Training

- Schools 15

Travel

- Power Generation Traveling Crew 19

Travel time, call-outs and prearranged overtime 10

Vacations

- ten hour, four day work week 2

- twelve (12) hour shifts 4

Water testing 30

Welding

- aluminum bus structure welding 35

- certification 31