Agreements for Local 666

Selection of TFIR-1’s2

AGREEMENT (T&S Workgroup)3

Standardized Emergency Callout Process for Two Person Fitting Crews7

Commercial Drivers License (CDL) Agreement for Fitter Group9

MEMORANDUM OF UNDERSTANDING (6 – HOUR BREAK)11

AGREEMENT – Non-qualified Fitter Leader Selection Process12

FR Clothing Allowance Program13

In House Fitter Agreement18

 

1201 Pitt Street, Pittsburgh, PA 15221

 

 

MEMORANDUM OF UNDERSTANDING

 

Selection of TFIR-1’s

(Transmission Field Inspection Report)

 

 

• Local management will determine the number of TFIR-1’s that will be trained and operator qualified (OQ’d) at each reporting location.

 

• Employees within each reporting location from the Fitter Leader and Fitter Operator classifications will be grouped together and asked by seniority if they wish to volunteer to TFIR, until the full complement of required TFIR-1’s are identified. If additional TFIR-1’s are needed, employees from the above group will be polled for volunteers based on seniority. In the event there are not enough volunteers to fill the required number if TFIR-1’s, the number will be filled using reverse seniority.

 

• Once an employee is selected, trained, and OQ’d, he/she will remain a TFIR-1 until they are no longer able to perform the duties due to job bidding, retirement or termination. In this case, management will determine if additional TFIR-1’s are needed and employee(s) from the above group will be polled for volunteers based on seniority. In the event there are not enough volunteers to fill the required number if TFIR-1’s, the number will be filled using reverse seniority.

 

• Local management will consider requests from designated TFIR-1’s wishing to be relieved from TFIR duties, on a case-by-case basis.

 

• Local management will assign TFIR inspection work as part of the daily work assignment as per Article III, Section 1.

 

 

Signed on April 28, 2010

For the Company:              

Lira L. Pridgen, Manager – Gas Operations   Date

 

 

Signed on April 28, 2010

For the Union:              

Gerald M. Powers, President – UWUA Local 666   Date

 

100421SLM

 

AGREEMENT (T&S Workgroup)

Company-Wide Transmission and Storage O&M Workgroup

 

 

Purpose

 

To establish and maintain a specialized Company-wide work group that will be primarily responsible for performing Pipeline Integrity and Corrosion related operations and maintenance (O&M) work on high-pressure transmission and storage pipelines and systems.

 

 

Scope of Work

 

• Participate in Pipeline Integrity work

 

• Complete waxing/wrapping pipeline, corrosion remediation, etc., as a result of close interval surveys

 

• Excavate inspection holes for IMP to validate caliper and smart pig runs, and other direct assessments

 

• Cut/replace short sections of pipeline containing anomalies

 

• Assist in isolating, shutting or blowing down of transmission and storage pipelines

 

 

Job Bidding / Selection

 

• A Company-wide selection process, by company seniority, will be followed for the initial manning of the T&S Workgroup (i.e. the bidders’ current work location will not be a factor in selection). For purposes of future bidding into the T&S Workgroup, bidders from within the T&S Workgroup will have first priority before bidding goes Company-wide.

 

• Job posting stipulations

• Work Group Leader must have no less than three (3) years job experience (cumulative) in one or more of the following classifications: Work Group Leader (Construction), Fitter Leader; Fitter, Fitter Operator, Welder or Equipment Operator (Note: Selection for this position is not subject to the 4/25/06 agreement regarding non-qualified bidders). In the event that no qualified bids are received for this position, the Company reserves the right to discontinue the selection process and abandon the creation of a T&S Workgroup.

• Successful bidders for Fitter Operator positions must:

• Already possess a CDL, or obtain a CDL within 180 days

• Have no less than six (6) months job experience in one or more of the following classifications: Work Group Leader (Construction),

 

Fitter Leader; Fitter, Fitter Operator, Welder or Equipment Operator.

 

 

 

• “Stay Put” clause

• Successful bidders will be required to stay in their positions for a minimum of fifteen (15) months from their date of selection.

• The Company will consider extenuating or extraordinary circumstances of an employee who requests to bid prior to this fifteen (15) month requirement. In these situations, the Company agrees to meet and discuss such a request with the Union and affected employee.

 

• Vacancy Backfilling

• For the initial staffing of the T&S Workgroup, the Company will post and backfill all vacancies that result from employees bidding to the T&S Workgroup, with the exception of vacancies which may result within Meter Reader and SLLS classifications.

• When filling T&S Workgroup vacancies that occur subsequent to the initial manning of the workgroup, the Company will post and backfill only those vacancies that occur in Workgroup Leader (Construction), Fitter Leader and Fitter Operator classifications which result from employees bidding to the T&S Workgroup.

 

• For purposes of future bidding, crewmembers will retain bidding rights from the shop from which they bid when they originally entered the T&S O&M Workgroup.

 

 

 

 

Overtime Requirements

 

• When crewmembers are required to report directly to a job site location, or to a location other than their Greensburg reporting location, overtime for travel will be paid if additional travel time is incurred. Payment will be limited to the incremental difference in travel time between the employee’s normal commute to Greensburg, and the commute to the job site location.

 

• Crewmembers will be expected to work overtime related to T&S projects, and if an employee is needed for overtime work, the employee shall be obligated to work unless he or she can provide a reasonable explanation.

 

• T&S Workgroup crewmembers will be placed on the auxiliary callout list of their Home Reporting Location (the shop from which they bid when they originally entered the T&S Workgroup).

 

Reporting and Travel Requirements Definitions:

Reporting Location – The official reporting location of the T&S Workgroup will be the Greensburg headquarters.

Home Reporting Location – The location from which the employee bid, when he/she was selected for the T&S Workgroup.

Job Site Location – The location of a specific Transmission and Storage facility project.

 

• Although the crew’s reporting location will be Greensburg, it will be responsible for working throughout the Company’s service territory.

 

• Equipment will be primarily housed at Greensburg, although a Company reporting location closer to the job location may be utilized to stage equipment on a temporary basis.

 

• Crewmembers will be expected to report to Greensburg at normal starting time, unless instructed to report directly to the job site location, or to a Company reporting location other than Greensburg.

 

• To the fullest extent possible, and where available, Company vehicles will be provided for travel to other reporting locations, as necessary. Company vehicles may be taken home on a project-by-project basis. If personal vehicles are used for travel to other reporting locations, mileage will be reimbursed at the IRS rate. Reimbursement will be limited to the incremental difference in distance between the employee’s normal commute to Greensburg, and the distance to the job site location.

 

• Subject to Management approval, and when projects extend for multiple days, crewmembers will be permitted to stay overnight at job site locations that would otherwise require excessive travel time to and from the employees’ home. These situations will be considered on a case-by-case basis.

 

 

Crew Makeup

 

• Classifications

• Basic crew complement will consist of one (1) Work Group Leader (Construction) and four (4) Fitter Operators.

• If additional crewmembers are required for a specific project, employees from within the Company reporting headquarters where to the job site is located will be utilized. (For example: If a particular T&S jobsite is located within the geographic boundaries of the Johnstown reporting area, additional crewmembers, if necessary, will come from the Johnstown reporting location.)

 

 

• Upgrades to fill temporary Work Group Leader absences due to vacation, short- term illness, etc., will come from within the workgroup.

• Fitter Operators who meet the three (3) year experience requirement outlined in the Labor Agreement under AGREEMENT – Selection of Work Group Leaders (Construction) and Fitter Leaders, will be considered as qualified for upgrade.

• The senior, qualified, Fitter Operator within the workgroup will be upgraded to Work Group Leader classification and will have primary responsibility for running the crew.

• If no Fitter Operator within the crew meets the three-year experience requirement, the senior Fitter Operator will be upgraded.

 

 

Miscellaneous

 

• The T&S Workgroup will not result in the elimination of local distribution pipeline construction crews, or the elimination of Work Group Leader (Construction) classifications in those areas where Work Group Leader (Construction) classifications currently exist.

 

• In the event of a surplus situation in the T&S Workgroup, crewmembers will retain surplus rights at their Home Reporting Location (the shop from which they bid when they originally entered the T&S Workgroup).

 

• During periods when no Transmission and Storage projects are underway, the T&S Workgroup will be assigned work within the Greensburg reporting location.

 

 

 

 

 

 

For the Company:   For the Union:

 

 

 

 

   

Frank J, Milfeit, Jr.   Gerald M. Powers Mgr., Gas Delivery Operations (PA/WV)   President, Local 69-1

 

 

 

 

Date

 

Standardized Emergency Callout Process for Two Person Fitting Crews

 

 

Purpose

 

To implement a standard Company-wide emergency overtime callout process for 2-man crews consisting of a Fitter Leader and a Fitter Operator.

 

This process will help to assure that Fitter Leaders have first opportunity to act as backup Fitter Operators, in the event that a classified Fitter Operator cannot be obtained for emergency callout overtime.

 

This process will also help to assure that Fitter Operators have first opportunity to act as backup Fitter Leaders, in the event that a classified Fitter Leader cannot be obtained for emergency callout overtime.

 

 

Process

 

Effective July 1, 2007, each reporting location will create and maintain two (2) additional callout lists. These new lists will be as follows:

 

• Backup Fitter Leader List: A list consisting of Fitter Operators who are qualified to serve in a Fitter Leader capacity (to lead a crew) for emergency callout purposes.

• Backup Fitter Operator List: A list consisting of Fitter Leaders who are qualified to serve in a Fitter Operator capacity (2nd person on crew) for emergency callout purposes.

 

 

Example – Two Person Crew Needed for Emergency Overtime

 

Step 1 – Emergency Center Operator (ECO) begins making calls from the classified Fitter Leader callout list, starting with the name immediately following the name previously called.

 

Step 2 – In the event that the ECO runs the entire Fitter Leader list and is unable to obtain a classified Fitter Leader, the ECO will next begin making calls from the Backup Fitter Leader list in an attempt to secure a qualified person to lead the crew, starting with the name immediately following the name previously called.

 

Step 3 – If the ECO runs the entire Backup Fitter Leader list and is still unable to secure a Fitter Leader, then the Auxiliary List will be run in an attempt to obtain a qualified person to lead the crew.

 

(After obtaining a Fitter Leader to lead the crew, the ECO then will move on to obtaining a Fitter Operator to serve as 2nd member of the crew.)

 

Step 4 – ECO begins making calls from the classified Fitter Operator callout list, starting with the name immediately following the name previously called.

 

Step 5 – In the event that ECO runs the entire classified Fitter Operator list and is unable to obtain a Fitter Operator, the ECO will next run the Backup Fitter Operator list in an attempt to secure a qualified 2nd person for the crew, starting with the name immediately following the name previously called.

 

Step 6 – If the ECO runs the entire Backup Fitter Operator list and is still unable to secure a 2nd person for the crew, then the Auxiliary List will be run in an attempt to obtain a qualified 2nd person for the crew.

 

 

Notes

 

• All callout lists outlined in this agreement will be rotated on a continuous basis, with subsequent calls starting with the name immediately following the name previously called. The existing practice of a weekly rotation that is in effect at certain reporting locations will cease.

 

• Prior to the July 1 implementation date, local management will create the Backup Fitter Leader and Backup Fitter Operator lists, and these lists will be reviewed with the local union representative.

 

• Nothing in this Agreement changes the process outlined in Article XIV – Working Hours, Section 10, Paragraph 3.

 

 

 

 

 

 

 

 

For the Company:   For the Union:

 

 

 

 

   

 

 

 

Date:

 

Commercial Drivers License (CDL) Agreement for Fitter Group

 

Between Dominion Peoples And

UWUA Local 69-1

 

 

 

• All current employees as of the date of this Agreement will not be required to secure a Commercial Drivers License (CDL) in the event they bid and are selected for a future Fitter Operator, Fitter Leader or Work Group Leader (Construction) that is posted for bid with a CDL requirement.

 

• Existing Fitter Leaders and Fitter Operators will be offered the opportunity on an annual basis to voluntarily obtain a CDL as part of their current classification. Once the employee elects to obtain a CDL, they will be required to maintain the CDL for as long as they hold their Fitter Leader of Fitter Operator classification.

 

• All future Fitter Leader, Fitter Operator and Work Group Leader (Construction) positions will require a CDL, and will be posted for bid with such a stipulation. Successful bidders who do not possess a CDL at the time of their selection will have one hundred and eighty (180) days from their selection date to secure one.

 

• All employees hired on or after the date of this Agreement will be required to obtain (per paragraph #1, above) and maintain a CDL, should they be selected for a future Fitter Leader, Fitter Operator, Work Group Leader (Construction) or

Mechanic “A” position (revision 04/26/2010.) The Company reserves the contractual right to utilize Article 27 – Demotion, Suspension and discharge – to address employees who fail to timely secure or maintain a CDL as required by the Agreement.

 

• The Company will reimburse employees for the cost difference between a CDL and a standard driver’s license. The company will also provide, during normal working hours, a vehicle, training and the testing necessary to obtain a CDL.

 

• No existing Truck Drivers will be surplussed as a result of this Agreement. The Company reserves the contractual right to eliminate Truck Driver positions that become vacant through bidding, retirement, termination, etc., per Article XXIV.

 

• CDL driving duties will be limited to those employees who maintain a “CDL and hold the classifications of Fitter Operator, Fitter Leader, Work Group Leader (Construction) and Truck Driver. The existing practice of permitting Mechanics to operate CDL vehicles for duties related to the garage function will continue.

 

• Work assignments which primarily involve truck driving duties will be first assigned to a classified Truck Driver within the reporting location, provided there is an incumbent classified Truck Driver in the location where the assignment originated.

 

• For emergency callout overtime assignments, CDL qualified employees will only be required if a CDL is necessary to complete the work assignment, based on the equipment needs of the job.

 

• Upon achieving CDL qualification, and for as long as the CDL is maintained, all Fitter Operators, Fitter Leaders, Work Group Leaders (Construction), Truck Drivers and Mechanics, will receive a CDL Adjustment equal to $0.25 per hour. This adjustment will be considered part of base pay for the purpose of benefit calculations for the pension Plan, Savings Plan and Profit sharing Plan.

 

• Five (5) new Fitter Operator positions will be posted for bid within fourteen (14) days of the effective date of this agreement.

 

 

 

 

MEMORANDUM OF UNDERSTANDING (6 – HOUR BREAK)

 

Regarding

 

SIX-HOUR REST PERIOD FOLLOWING UNSCHEDULED CALLOUT OVERTIME

 

 

As a result of discussions between the Company and Union on Thursday, October 12, 2006, the following understanding was reached with respect to the Six-Hour Rest Period provision outlined in Article XIV, Section 6, paragraph 2, of the current Labor Agreement.

 

The Company and the Union agree that:

 

• Local Management has the discretion to grant, or not grant (if deemed necessary), a six-hour rest period to employees who respond to unscheduled callout overtime.

 

• If, as a result of Management direction, less than a full six-hour break is granted, the employee will be paid at the rate of time-and-one-half for all hours of his/her regular shift (including hours not worked during a partial six-hour rest period).

 

• If, as a result of a request by the employee, less than a full six-hour break is granted, the employee will be paid at the rate of time-and-one-half for all hours worked during his/her regular shift, and the straight-time rate for all hours not worked during his/her partial six-hour rest period.

 

• In resolution of grievance #110-06-005 (Kiski), the Company agrees to pay 4 hours of straight-time pay to grievants.

 

• Grievance #413-04-007, currently on the list for arbitration, will be considered resolved and removed from the arbitration list.

 

• Nothing in this Understanding will affect current procedures followed for Six- Hour rest periods following sixteen (16) consecutive hours of work, outlined in Article XIV, Section 6, paragraph 1. This process will remain unchanged.

 

 

 

For the Company:

 

 

 

 

   

Ronald R. Rizzo, HR Consultant   Date

 

 

For the Union:

 

 

 

 

   

Robert Mitchell, President, UWUA Local 69-1   Date

 

AGREEMENT – Non-qualified Fitter Leader Selection Process

 

The purpose of this email is to summarize and document in writing the discussions that took place between the Union and the Company on Tuesday, April 5, 2006, relative to the Agreement on page 77 of the contract regarding the Selection of Work Group Leaders (Construction) and Fitter Leaders.

Our discussion centered around concerns from both Union and Management about the language in the Agreement specifying that bidders for F/L and WGL positions must have a minimum of 3 years of Company fitting experience (2 years for employees hired before 8/1/85). Because of the demographics of our current workforce, the possibility exists that we will be unable to fill many future F/L and WGL postings because of this minimum three-year requirement.

After considerable discussion on the matter, the Company and the Union agreed to the following process:

 

The Agreement – Selection of Work Group Leaders (Construction) and Fitter Leaders will remain in the contract without modification, and will be followed when reviewing bids for job postings for these two classifications.

 

In the event there are no qualified bidders in the candidate pool, the following process will be followed:

 

The senior bidder (Company seniority) in the candidate pool will be selected for the position, with preference given to candidates within the bidding location according to the current bidding process.

 

The successful candidate will be placed in a Fitter Operator classification, as qualified, for an interim period of time.** (For example, if the selected bidder has one (1) year of fitting experience, he or she will become a Fitter Operator (After One Year).

 

The successful candidate will remain a Fitter Operator during this interim period until one of the following occurs:

• The employee accumulates a total of three (3) years of fitting experience (including experience accumulated prior to selection), at which time he/she will be reclassified to the Fitter Leader or Work Group Leader classification for which they originally bid.

• Local supervision determines that the employee has satisfactorily demonstrated the ability to assume the responsibilities of the Fitter Leader or Work Group Leader position for which they originally bid.

 

**Note regarding upgrades during the interim period that the employee is accumulating fitting experience:

Local management may choose to upgrade the employee to Fitter Leader or Work Group Leader during this period, depending on the specific needs of the assignment, but will be under no obligation to do so. Any such upgrade, however, will not be construed as proof that the employee is qualified to be permanently assigned to the Fitter Leader or Work Group Leader position for which they originally bid.

 

FR Clothing Allowance Program

Between

Peoples Natural Gas Company LLC (the Company) And

Utility Workers Union of America, Local 666 (the Union)

 

PURPOSE: To provide an improved program and process for the outfitting of eligible bargaining unit employees with Uniforms and Fire Resistant (FR) Clothing.

 

Effective date of the program is October 1, 2010.

 

• Eligible employees will be categorized in one of two groups for the purpose of this Program (See Attachment A):

 

• Group A – Consists of Operations (List of Classifications)

 

• Group B – Consists of Field Customer Service (List of Classifications)

 

• Program years of this Agreement will consist of each 12-month interval beginning on the Program effective date of October 1, 2010. The cost of Tyndale’s clothing will remain the same through June 30, 2013.

 

• Clothing Allowance Allotments amounts are listed in Attachment B.

 

• Individual employee clothing allowance accounts will be refreshed at 12-month intervals, concurrent with the start of each subsequent program year (October 1, 2011,

October 1, 2012).

 

• Employees will be permitted to carry over to the next year any unused allowance remaining in their account with Tyndale. The amount carried over cannot exceed the previous year’s total allowance amount.

 

• Clothing will be ordered by employees directly from Tyndale Company, using a catalog specifically tailored for the groups identified above. Ordering may take place either through the Tyndale secure website, or via a toll-free telephone call. It is the employees’ responsibility to place the order and to arrange for delivery directly to their homes. Delivery to company work locations is not permitted.

 

• All uniforms and FR clothing purchased with clothing allowance funds through this program must be from the approved catalogs offered by Tyndale. The clothing allowance cannot be used to purchase uniforms and FR clothing outside of this program. All FR clothing worn by employees must be purchased through Tyndale or if purchased with employee’s money after depletion of annual allowance, garments must be [pre-approved by supervisor. If after the depletion of their allowance, employees elect to purchase additional clothing, they are encouraged to purchase from Tyndale.

 

• A committee (CARE Committee) consisting of an equal number of company and union personnel will recommend clothing selections for the catalog(s). The

 

committee will recommend which garments will have PNG logo and the placement of the PNG logo, typically on left side on chest. The committee will recommend which garments will have Union logo and placement of the Union logo, typically on the right sleeve 2” below the shoulder seam. If logo patches are required, the union is responsible for providing Tyndale with an adequate supply of union logos for placement on garments. This will be done at no cost to the Company.

 

• The committee described in #8 will be responsible for ongoing monitoring of procedures and processes related to this program.

 

• Employees will be responsible for initial and ongoing ordering of all clothing, as well as any necessary returns to Tyndale for reasons related to fit, selection, repair, etc.

 

• Employees will be permitted to keep all existing uniforms or FR clothing currently in their possession as of the effective date of this Agreement.

 

• New employees hired on or after the effective date of this Agreement will receive an initial clothing allowance of $ 800

• This allowance will be available to the employee as soon as administratively possible after their hire date, and

• During the probationary period, employee will be eligible for the annual allotment refresher.

• If a new employee is terminated prior to the completion of his 6 month probationary period, all clothing bearing the PNG logo must be returned to the company as described in #18.

 

• New employees will be provided FR coveralls on a temporary basis until their initial allotment of clothing is received.

 

• Eligible employees transferring from one group (catalog) to another group (catalog) will receive a transfer allowance of $ 400. The transfer allowance will only be paid once every 3 years (36 months) regardless of the number of times an employee transfers between catalogs A to B, B to A.

 

• Employees are responsible for proper laundering and care of uniforms and FR clothing. Minor repairs (generally requiring less than one hour of sewing) will be provided at no charged by Tyndale. More extensive repairs are the financial responsibility of the employee.

 

• In general, employees will not be reimbursed for any clothing lost through theft, damage, etc. except for damage due to contamination during the course of employment as described in #17 below. Reimbursement for stolen clothing will be evaluated on a case by case basis.

 

• If it is deemed necessary by the Company to replace a garment contaminated during the course of employment, the replacement of the identical garment will be at the Company’s expense. This does not include normal wear and tear or normal one time or accumulated soiling.

 

• All Company logos must be returned to the Company upon the employee’s termination of employment if patch logos are used on any garments. Embroidered logoed clothing does not need to be returned except as described in

#19. Inactive (resigned, retired, etc.) and active employees are encouraged to destroy all clothing bearing the PNG logo that has reached the end of its service life to prevent ownership of PNG-logoed clothing by personnel not affiliated with PNG.

 

• Employees terminated involuntarily will be required to return all PNG logoed clothing upon notice of termination.

 

• For Group A – Operations, employees are required to wear FR pants at the start of each work shift and throughout the work day. In addition, employees are encouraged to wear FR shirts at the start of each work shift and throughout the day to assure maximum protection from potential hazards.

 

• Employees are permitted to wear cotton tee shirts from April 1 to September 30 but only when not exposed to a potentially hazardous, flammable or explosive atmosphere.

 

• For employees listed in Attachment C, provision #20 will not become effective until 25 months after the first anniversary date (i.e. November 1, 2012) of the program to allow for an adequate amount of FR clothing (shirts and pants). From October 1, 2010 until November 1, 2012 employees listed in Attachment C can wear FR coveralls when required by company SOPs, though they are encouraged to wear FR shirts and FR pants purchased through the program during the 25 month transition period once purchased.

 

• Employees, including Group B employees, must wear long sleeve shirts or outerwear in a potentially hazardous, flammable or explosive atmosphere as required by SOP.

 

• On or about October 1, 2010, union Operations employees (not FMS, SLLS, and ECO) will receive one Long sleeve FR shirt through a bulk purchase made by the company.

 

Attachment A