35. Schedules of Work 1

Ten (10) Hour Shifts 5

35.1 Work on the Second Rest Day 8

37. Rotating and Training shifts 8

38. Call Outs – Prearranged Overtime 8

41. Meals-Lodging-Transportation 11

44. Distribution of Overtime 15

48. Apprentices in All Departments 19

48.1 Show-Up 24

50. Classification-Relieving or Substituting in Another 27

Exh "A" Hourly Wage Schedules, Distribution 31

Exh "A" Notes 34

Exh "A" Hourly Wage Schedules, Power Delivery 36

Exh "A" Notes 38

Exh "A" Shift Differentials 39

Transmission Crews 43

Ground Worker in Transmission and Distribution 44

Assignments for Storm Training and Restoration 44

Welding of Aluminum Bus Structure 46

Direct Burial Systems 46

Letter of Agreement 47

Amendment to Miscellaneous Letter of Agreement 1-26-74 48

Power Systems, Station Safety Coordinator 48

Revenue Protection 49

Disconnect and Reconnect 51

Composite Power Systems, Transmission Crews 52

Power Systems i

(a)(3) Power Delivery employees may be scheduled to work eight (8)

consecutive hours (exclusive of meal time) between the hours of 6:00

a.m. and 6:00 p.m., Monday through Friday except as provided in

subparagraphs (a)(6), (c) and (d). These employees may be scheduled to

work staggered starting times between the hours designated above. These

schedules will be offered on a voluntary basis by classification to fill the

crew make-up as determined by the Company and the assigned schedules

shall be more than four (4) days in duration. If there are not enough

volunteers, employees with the least seniority will be assigned. When it

is known twenty four (24) hours in advance that a temporary absence will

exist for a period of more than four (4) days on an established schedule,

then the senior qualified employee will be offered the opportunity to

change to the schedule where the absence occurs if temporary relieving

is required. Other temporary relieving assignments will be offered to the

senior qualified employee on each established schedule.

Long term schedules:

There will be established in the Substation Department early and late

schedules. These will be applied for jobs and the number of

employees in these schedules will not exceed twenty percent (20%) of

any area’s bargaining unit employees. No service center will have

more than fifty percent (50%) of the bargaining unit employees on

these applied for schedules. These schedules will be five (5)

consecutive days of eight (8) consecutive hours with two (2)

consecutive days off. The early normal schedule will be from 4:00 a.

m. to 12 noon, but may be changed to 5:00 a. m. to 1:00 p.m. or to the

regular work location hours with twenty-four (24) hours notice

provided the employee stays on that shift for a minimum of five (5)

days. The late normal schedule will be from 12 noon to 8:00 p.m., but

may be changed to 11:00 a.m. to 7:00 p.m., 1:00 p.m. to 9:00 p.m., or

to the regular work location hours with twenty-four (24) hours notice

provided the employee stays on that shift for a minimum of five (5)

days. No employee will be scheduled to work both weekend days.

Single employee, early or late schedules, will be filled by a lead

electrician or higher classification.

Power Systems 1

Any substation field classification may be posted, in the JPost System,

on these schedules as long as they comply with substation crew

descriptions as listed in exhibit "A" of the Memorandum of

Agreement. Whenever working one of these schedules, outside of the

regular work location schedule, the employee will receive the

appropriate shift differential for the entire shift. The Substation

Department head and the Business Manager of the Union may

mutually agree to modify these schedules.

(a)(4) Distribution employees (excluding ERC) may be scheduled five

(5) days of eight (8) hours per day with two (2) consecutive days off

except as provided in subparagraphs (a)(6) and (c).

1. Hours scheduled between 6:00 a.m. and 6:00 p.m. shall be

exclusive of mealtime except for rotating shifts. Rotating shifts

will be inclusive of meals time. The following schedule starting

times, including days off will be established and applied for

through the application system.

a. 6 AM – 9:30 AM (Day shift)

b. 12 PM – 4 PM (Afternoon shift)*

c. 11 PM – 12 Midnight (Late shift)

*Employees that work the 12 PM to 4PM shift may be

rescheduled to work outside these hours. (Requires mutual

agreement between the employees and the employees’

supervisor) All affected employees must agree to the

rescheduled hours outside the 12 noon to 4 PM starting times,

before the shift may be changed. These employees may be

returned to their regular afternoon shift with twenty-four (24)

hours notice. (See 5 below)

2. These employees may be scheduled to work staggered starting

times but will work the same regular hours during the workweek.

3. Employees, by classification, within the defined shifts above will

have the ability to select the type of work by seniority made

available by the company. (service, street light, URD, etc.)

4. The schedules will only be shifted in their range for the

summer/winter time periods. These shifts will be posted by giving

employees 30 days notice and stay in effect until notification of

impending changes has been given in the same manner.

Power Systems 2

5. Schedules for each classification, by shift, shall be posted in each

work headquarters. These schedules will be offered by shift, by

classification and by seniority to fill the crew make-up as

determined by the Company. Inverse seniority will be used if there

are not enough volunteers.

6. It is agreed that schedules/hours may be changed with twenty four

(24) hour advance notice; however such schedule change shall be

for four (4) or more days.

7. The schedule of any individual will not be changed more than one

time during the scheduled workweek without mutual agreement

between the employee and the employee’s supervisor.

8. Any additional manpower required for temporary vacancies that

need to be filled as determined by Management that are less than

forty (40) hours per week will be filled by overtime, provided the

vacancies can not be filled from the existing employees normally

working those hours.

9. Any temporary vacancies of forty (40) hours or more will be

filled from the shift determined by management, offered by

seniority, or forced by inverse seniority with twenty-four

(24) hours advance notice.

10. Permanent vacancies will be applied for, per Paragraph 20.

11. Ratios: The total number of employees (exclusive of rotating

shift employees) working outside the hours of 6:00 a.m. and 6:00

p.m. and working Saturday or Sunday shall not be more than 28%

of the total number of employees. Employees will not be

scheduled to work both Saturday and Sunday.

12. Rotating shifts shall be arranged so that each shift shall be

rotated as regularly and evenly as is reasonably possible among all

employees assigned to rotating shifts. However, due to the nature

of some dispatcher type work (field investigation and board

updating, switching desk) it has been recognized that some shifts

may rotate less frequently than others at the dispatch office. The

length between these rotations should be determined locally by the

employees and management.

Power Systems 3

13. 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.

14. Employees held over for emergency type work will be used

primarily for restoration.

(a)(5) Employees assigned to the Equipment Repair Center (ERC) may

be scheduled to work five (5) days of eight (8) consecutive hours

(exclusive of meal times) between the hours of 6:00 a.m. and midnight,

Monday through Friday. Employees assigned to the first shift may be

scheduled between the hours of 6:00 a.m. and 6:00 p.m. (while on one

shift operation, regular starting times will not be prior to 7:00 a.m.).

Employees assigned to the second shift may be scheduled between the

hours of 2:30 p.m. and 12:00 midnight. The number of employees

assigned to the second shift shall not exceed the number of employees

assigned to the first shift. Temporary vacancies shall not affect this ratio.

Shift schedules will be non-rotating but may be changed with twenty-four

(24) hours notice. Temporary vacancies may be filled by

rescheduling another employee by giving twenty four (24) hours notice

of change in schedule provided such new schedule shall last for more

than four days. Such assignments will be made on a seniority basis.

Temporary relieving assignments expected to last for more than four (4)

days shall be offered under Paragraph 50 on a shop wide basis. All other

temporary relieving assignments shall be offered on a per shift basis.

When the Company establishes a second shift, the initial compliment

will consist of a minimum of six new jobs posted to include at least one

Chief Equipment Repair Specialist. Should any of these initial second

shift jobs be filled from employees assigned to first shift, an equal

number (but not necessarily the same classifications) of jobs will be

posted on the first shift. After establishing a second shift, vacancies and

new jobs will be filled on a voluntary basis by classification from

employees assigned to the Equipment Repair Center. Jobs the Company

is unable to fill through this voluntary process will be posted with the

hours included. In addition, the Company will not discontinue a job

being held by an employee assigned to the first shift for the purpose of

establishing or filling a job on the second shift. If the Company

subsequently reduces the operation to one shift, the second shift shall be

discontinued first. Employees assigned to the second shift shall receive

any applicable shift differential.

Power Systems 4

(a)(6) TEN HOUR, FOUR DAY WORK WEEK

A schedule of ten (10) hour work periods scheduled four (4) days per week

may be implemented for non-shift personnel in Transmission and

Substation. The (4) four days schedule will be inclusive of the employee’s

regular (5) day work week. This schedule will also apply to any Distribution

personnel not on a rotating shift. 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.

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 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)."

Power Systems 5

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.

(a)(7) C and D Specialist may be scheduled to work five (5) days of eight

(8) consecutive hours per day, except as provided in subparagraph (a)(6),

on non-rotating shifts, between 7:00 a.m. and 12:00 midnight, Monday

through Friday or Tuesday through Saturday. Schedules may be changed

with twenty-four (24) hours of advance notice. At locations where more

than one (1) C and D employee is assigned, the senior employees will

have the first selection of their desired 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 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

Power Systems 6

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)(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 4 (four)

days. An individual will not be REQUIRED to work an assignment of

this type more than one time during a pay period.

(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.

(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.

Power Systems 7

(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 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:

(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 required for traveling from the employee’s home to the job and

the actual hours worked shall be allowed.

Power Systems 8

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.

(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.

Power Systems 9

(f) On-call is established in order to meet customer requirements in the

Power Systems Business unit. The Company’s representative and the

Business Manager will review the provision annually to assess the

effectiveness of the program. Either party may terminate this provision

by giving 30 days notice.

On-call assignments are trouble calls and unscheduled overtime.

7 Days

Employees eligible for on-call are all employees who are not at work.

An on-call employee is not eligible for overtime until his regular shift is

complete.

The employee will provide a contact phone number and/or the Company

will provide a pager and employees on-call will be re q u i red to be accessible

at all times. The employee must respond to a page within fifteen (15)

minutes of the notification. Employees will report within sixty (60) minutes

after responding to the call. An employee may be deemed ineligible for on-call

if his response time significantly exceeds the stated time frames and

may forfeit his "on call" compensation for that event.

Management determines the need to establish on-call status and the

number of employees needed on-call on a weekly basis. On Wednesday,

the supervisor will post the need for on-call, including the classifications

and number in each classification needed. Employees who volunteer will

sign up for on-call by Thursday, at 4 p.m. Employees will be on-call for

seven (7) consecutive days, from midnight Friday through midnight

Friday. If more employees volunteer for on-call than are needed, the low

employees on the Thursday, overtime log will be considered on-call.

Power Systems 10

Go through the call-out list and call out on-call employees first by

overtime standing and then proceed with the non on-call employees by

overtime standing.

Employees who are sick or have a family sickness will be re moved from on-

call for the remainder of the week. As a result, the employee will forfeit that

day’s on-call compensation until able to return to on-call status. An

employee’s sickness includes injuries (e. g., s p rained ankle). An employee

who gives notification of sickness or family sickness before receiving an on-

call assignment will not be charged refused hours for the balance of the week.

An employee not responding to a page or phone call (including a low

battery or dead spot),will be notified that he is off on-call status and will

forfeit the on-call compensation for the 7 day period.

7 hours per week at 1 1/2 times the hourly rate, which shall be charged

on the overtime list as hours worked. Those who do not volunteer for the

assignments will not be charged for the overtime.

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.

Power Systems 11

(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 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 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

(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 the headquarters.

This does not include the noon meal when the employee is not required

to be away from the 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.

Power Systems 12

(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)(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.

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

Power Systems 13

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.

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

Memorandum of Agreement.

• Ten dollars ($10) per day will be paid for assignments over fifty

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

(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

Power Systems 14

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) Airfare (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 as.

(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 thirty

(30) dollars 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.

Power Systems 15

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.

All Power Systems employees 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.

Overtime will be distributed according to functional work type.

Geographical boundaries, as defined by the Company, will be established

for the Distribution Business Unit and Power Delivery Business Unit

work headquarters.

(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,

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

Power Systems 16

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

Power Systems 17

scheduled regular workday 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.

(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.

(c)(1) For assignments of an emergency nature such as; storm or rush

work where employees are temporarily assigned away from their regular

headquarters and required to be away overnight for the Company or other

utilities, in or out of State. The Company will select the work

headquarters, classifications and numbers of employees to be traveled.

The employee, by the selected classifications within the work

headquarters, with the most actual hours of overtime worked will be

offered the assignment first. If there is a known need for a specific

(c)(2) These employees shall be paid a minimum of fourteen and one

half (14-1/2) hours a day exclusive of meals, each day away from the

Power Systems 18

regular work headquarters, except when the requesting utility has work

rule constraints of a less number of hours, with one day of unpaid rest

time after thirteen (13) consecutive days of work. The daily starting time

will be the scheduled departing time from the lodging location and the

ending time will be the actual arrival time back at the lodging location.

overnight lodging.

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

(f) Power Systems Joint Apprentice Program:

The Company and Union, recognize that it is necessary to have a highly

skilled employee within its labor force, and have therefore agreed to

establish the Power System Joint Apprentice Program. The approved

Apprentice Program shall be recorded in the Power System Apprentice

Standards and Procedures.

It is agreed that adjustments or amendments may be made provided that

there is concurrence from the Power Systems Joint Apprentice Committee

and the Joint Apprentice Committee. The Company and Union Negotiation

Committee shall review for approval any proposed changes that may have

an effect on the intent of the Memorandum of Agreement.

1) In each Line Crew, the ratio of apprentices to Line Specialist shall

not exceed: one (1) apprentice to two (2) Line Specialist; two (2)

apprentices to three (3) Line Specialist; two (2) apprentices to four (4)

Line Specialist; and three (3) apprentices to five (5) Line Specialist.

When working on new construction not on poles with or crossing

energized circuits, the ratio shall not exceed one (1) apprentice to one

(1) Line Specialist. For the purpose of this clause, Senior Line

Specialist shall be considered Line Specialist.

2) In the Service or Cut-in Crews (two-employee crews) the ratio of

apprentices to craft workers shall not exceed one (1) apprentice to one

(1) craft worker.

Power Systems 19

3) In the Repair Technician A (Transformer Shop), and Meter

Electrician A and the Cable Splicer classification in the Distribution

Department, the ratio of apprentices to craft workers at any one (1)

location shall not exceed one (1) to one (1).

4) Ratios as set out in (1),(2) and (3) above 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.

5) 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.

6) Gloving will remain voluntary. The gloving test shall be developed

by the Company and Union Gloving Committee. The test must have

the approval of the Power Systems Joint Apprentice Committee before

implementation and will be administered by the Joint Gloving

Committee.

The gloving crew ratio of apprentices to craft worker shall not exceed (1)

to one (1). This ratio will not be affected by temporary vacancies or

absences. At no time will two apprentices work on energized primary

together.

(g) Power Systems Apprentice Line Specialist Program:

The Company and Union, recognize that it is necessary to have highly

skilled employees within the labor force, and have therefore agreed to the

following for the training of Power Systems Apprentice Line Specialists.

It is agreed that adjustments or amendments to this program may be

made with the proper approval process. This program will be

administrated by a subcommittee of the Joint Apprentice Committee to

be called the Power System Joint Apprentice Committee. This

Committee will be comprised of four (4) representatives, two (2) from

the Company and two (2) from the Union.

This program is open to all Power Systems employees. All Apprentice

Line Specialist jobs will be posted in accordance with Paragraph 20 of

the M.O.A. through the J-Post System.

Power Systems 20

All Apprentice Line Specialist positions will be additions to the staffing

model. In case of workforce reductions, the Apprentice Line Specialist

classification may be discontinued. Senior qualified applicants will be

notified of acceptance into pre-qualification classes and will be

considered as candidates until they have successfully completed pre-

qualification classes. While attending pre-qualification classes,

candidates will be paid at the Service Specialist "B" rate of pay or their

current classification, determined by which ever is higher.

Pre-qualification classes will consist of instruction in pole climbing, pole

top rescue, hand line operation, knot tying, rope splicing, etc. All

candidates must demonstrate proficiency in these required skills to be

awarded an Apprentice Line Specialist position after pre-qualification

classes. Those candidates who are unsuccessful in graduating from pre-

qualification classes will be given one additional opportunity to complete

pre-qualification classes provided they are the senior qualified candidate

for an Apprentice Line Specialist position in a future training cycle.

Graduates of pre-qualification classes will be awarded the vacant

Apprentice Line Specialist job applied for by work location and will

have their (106) transferred to Distribution, Safety, Training and

Methods Development (T.M.C.) for further training (T.M.C. / Work

Location). All provisions under the M.O.A. regarding show-up,

overtime, etc., will apply from this work location.

The Program will consist of two (2) years of formal program training,

one (1) year of continuous on- the-job training and one (1) year of on-

the-job experience. All formal program training will be conducted on

Company time.

Training will consist of four (4) phases – Basic , Intermediate, Advanced

and continuous on-the-job training. Formal training will be conducted at

T.M.C. and on-the-job training will be conducted at the awarded work headquarters,

or show-up sites on training assignment jobs. Classroom

instruction will be divided into modules and will include "how to"

instructions followed by live demonstrations and skills practices. After

completion of specific modules at T.M.C., Apprentice Line Specialists

will return to their work locations to practice the skills included in the

Power Systems 21

module through on-the-job training. Trainers will monitor the on-the-job

training to ensure that training emphasis is actually for the module being

covered. It will also be understood that in certain instances such as

scheduling or overtime opportunities, apprentices may perform work

from previous or future modules. Trainers will ensure that all identified

skills are practiced and documented. The Apprentice Line Specialists

will return to T.M.C. for each module being taught and will be tested on

the completed and practiced modules. Comprehensive testing will be

conducted to certify successful completion of the training modules.

Apprentice Line Specialists who are unsuccessful in completing training

phases will be given the opportunity to re-mediate with increased support

from their trainers. These Apprentice Line Specialists will be required to

practice on their own time to ensure successful re-mediation. Instructor

support time will be covered as hours worked for this period of

remediation. Following remediation, those Apprentice Line Specialists

who are still unsuccessful will be removed from the program and be

given forty-five (45) days to bid a vacant position or be assigned to the

classification of Helper at their work headquarters.

Apprentice Line Specialist who voluntarily discontinues their

participation in the program may re-apply for a vacant Apprentice Line

Specialist position after one (1) year. Hardship cases will be reviewed by

the Power System Joint Apprentice Committee for possible approval.

Following twenty-four (24) months of formal program training, an

overall skills test will be conducted. Following successful completion of

the overall skills test, the Apprentice Line Specialist will be permitted to

take a certification test, provided they have the approval of the Power

Systems Joint Apprentice Committee. Apprentice Line Specialists that

fail the certification test will not be permitted to retake the test for a

period of six (6) months. Upon successful completion of the certification

test, Apprentice Line Specialists will be qualified to apply (bid) for

vacant Line Specialist positions and will be qualified to relieve as a Line

Specialist. All Apprentice Line Specialists will be required to take the

certification test following thirty-six (36) months in the program. Upon

certification, Apprentice Line Specialists will receive a Certificate of

Completion of Apprenticeship from the Company and the I.B.E.W.

When certified , Apprentice Line Specialists will receive an additional

Power Systems 22

$1.00 per hour increase in pay rate and receive a 50¢ increase every six

months thereafter until they reach the bottom bracket for the Line

Specialist classification.

All Apprentice Line Specialists will be required to complete the Line

Specialist certification test after thirty-six (36) months in the program.

Those Apprentice Line Specialists who do not successfully complete the

certification test after thirty-sixth (36) months in the program will

continue to practice their skills and become successfully certified or be

removed from the program as stated above.

If, after four (4) years as an Apprentice Line Specialist and the successful

completion of all programs and testing, the Apprentice Line Specialist

has not been successfully awarded a Line Specialist position, the

Apprentice will automatic to Line Specialist and will have forty-five (45)

days to be awarded a job. If unsuccessful, the Line Specialist will be

placed into a "no qualified applicant" Line Specialist position within

fifty (50) miles of their work location. If unable to be placed, the Line

Specialist will have his position discontinued and will roll where

seniority and qualification allow. Apprentice Line Specialists positions

are not in the regular work location staffing and will not be considered as

positions, which can be rolled by qualified craft workers. Line

Specialists who are rolled cannot roll an Apprentice Line Specialist

position; however, it is not intended to maintain the training position in

locations without a need for a Line Specialist. The Company and Union

shall meet to determine the correct course of action to minimize the

adverse effects of that roll.

The Company and Union will create a Power Systems Joint Apprentice

Committee (PSJAC). This Committee will administer the program and

propose necessary changes to the Joint Apprentice Committee, as

applicable. Instructors will be selected for this program in accordance

with the joint agreement regarding the selection of the Power Systems

Instructor classification. These instructors will be paid at the Power

Systems Instructor r ate. Apprentice Line Specialists may "show-up" at

different locations for training purposes in accordance with Paragraph

48.1 of the M.O.A.

Apprentice Line Specialists will not be permitted to apply for vacant

Apprentice Line Specialist positions. Transfers will be permitted

Power Systems 23

between locations provided the transfer is within the Apprentice Line

Specialist’s training cycle. The Company will make every effort to

publish projected dates and locations for future new Apprentice Line

Specialist positions. The ratio of Apprentices Line Specialists to Line

Specialists will be maintained. Upon certification, the Apprentice Line

Specialist will not be counted in this ratio. In certain training

assignments, the Apprentice to Craft worker ratio may be exceeded for

specialized training. Apprentice Line Specialists will not perform as

Line Specialists unless certified and relieved into the appropriate

classification.

Apprentice Line Specialists will not be required to work voltages above

600 volts within their first year in the program. The PSJAC will evaluate

all Apprentice Line Specialists for accredited time in the program for

purposes of working above 600 volts. The final determination to perform

this type of work will be up to the Apprentice Line Specialist, the Line

Specialist and /or the Lead Specialist with whom they work.

Former Apprentices will be evaluated by Trainers, the PSJAC and will be

given credit time for their technical and practical know ledge.

Adjustments in pay for this credited time will be in accordance with

Exhibit A of the M.O.A.

(h) Joint Training Programs

1) Power Systems Ground Workers Training will fall under the

jurisdiction of the Power Systems Joint Apprentice Committee and

will follow the same approval guidelines as said forth in the Power

Systems Apprentice Program and will be a part of the Standard and

Procedures Manual of Training.

2) Power Systems Utility Workers Training will fall under the

jurisdiction of the Power Systems Joint Apprentice Committee and

will follow the same approval guidelines as set forth in the Power

Systems Apprentice Program and will be a part of the Standard and

Procedures Manual of Training.

(a) All Substation, Transmission, Underground, and Distribution Crews

in the Power Delivery and Distribution Business Units shall be show-up

Power Systems 22

Operations Clerk and Dispatcher Clerk. These crews will be assigned to

a regular headquarters. By giving notice during the employees working

hours of any day, show-up employees may be required to report to work

on the second day following this notification or later, to either another

regular established headquarters or to a show-up site. Employees will

receive premium pay when reporting to another service center or show-

up site according to Paragraph 41.

Show-up assignments that are at an active headquarters or at any of the

predetermined company owned property locations (i.e., inactive service

centers, substations, plant sites etc.) will be re-offered on a quarterly

basis (predetermined locations will be designated and modified by

mutual agreement of Power Systems and the Business Manager). All

other show-up sites will be offered on a specific job(s) basis.

The expense reimbursement will apply only when show-up employees

actually report to a show-up site or another service center except when

scheduling by the Company does not allow the employees to report to

their Show-up assignment.

Should an assignment last for less than five (5) consecutive days on an

eight (8) hour schedule or four (4) consecutive days on a ten (10) hour

schedule the show-up employee shall continue to receive the expense

reimbursement until the expiration of the regular scheduled period or the

higher of the two expense reimbursements if reassigned to another show-

up site or another service center during such period.

By giving employees notice during their regular working hours of any

day, the employees may be returned to their regular headquarters the next

day. If proper notice is not provided, the employee will receive an

expense reimbursement for the following day.

The following sequence will be used to fill vacancies or employee showup

assignments at the work headquarters assigned the work:

(1) Show-up personnel will be offered by classification on a seniority

basis, within the work headquarters.

(2) Show-up personnel will be assigned by classification by inverse

seniority, with personnel within the work headquarters.

Employees will be considered for temporary relieving in accordance

with Paragraph 50(a) at their regular headquarters. For temporary

Power Systems 23

relieving assignments at a show-up site, show-up personnel working at

the site will be given first consideration, unless a more senior qualified

employee is assigned to the site.

Show-up personnel assigned to a show-up site will be eligible for

overtime at the regular headquarters, except, when it is known in advance

that an overtime assignment would prevent employees from working

their full schedule at the show-up site. Holdover and prearranged

overtime at a show-up site will be assigned to personnel working at the

show-up site first. Call-out overtime occurring at a show-up site will be

distributed out of the regular headquarters according to Paragraph 44 of

the Memorandum of Agreement. When show-ups are on travel

assignments and work overtime at their regular headquarters that run into

their regular scheduled hours of work, it will not constitute a break in an

employee’s assignment and they will continue to receive the appropriate

expense reimbursement.

For overtime and temporary relieving occurring at a regular established

headquarters where show-up personnel are temporarily assigned, show-

ups will be considered for the overtime and temporary relieving after the

employees not on show-up assignment at that location have been offered

the overtime and/or temporary relieving assignment.

Show-up site crews will report for scheduled Safety Meetings and other

meetings as necessary, at the work headquarters closest to the show-up

site or another designated location which has been mutually agreed to by

the Company and Local Union President on Company time and expense.

When employees are assigned to another regular established

headquarters, they will attend scheduled meetings at that location.

When show-ups are assigned to an existing regular work headquarters

other than their regular headquarters for a period of time that exceeds

nine (9) months, the Director of Labor Relations and the Business

Manager of the Union shall discuss and decide whether the show-ups

should be returned to their regular headquarters and/or jobs be posted at

the location traveled to by the show-ups.

If show-ups are prearranged to work greater than twelve (12) hours per

day for two (2) consecutive days or greater at work locations over

twenty-five (25) miles from their regular headquarters, the Company will

provide actual expenses per Paragraph 41 of the Memorandum of

Power Systems 26

Agreement in lieu of the daily expense reimbursement.

All mileage compensation will be calculated on the actual miles from an

employee’s regular headquarters to the show-up site or another regular

established headquarters.

When show-up sites are established, arrangements for security of

employees’ vehicles, bathroom facilities, job posting notices, water and

other items as may be necessary will be made by the Company.

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

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

original notification.

(d) All Show-up personnel may be assigned to locations outside the areas

specified in (a) and (b) above, in which case, they will receive expenses

in accordance with Paragraph 41.

(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 Systems 27

(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.

Power Systems 28

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.

Power Systems 29

Power Systems 30