AGREEMENT BETWEEN PEOPLES NATURAL GAS COMPANY LLC AND UTILITY WORKERS UNION OF AMERICA Local 666 AFL-CIO November 1, 2010 through October 31, 2015 With Mid Term Revisions Effective On August 28, 2014

TABLE OF CONTENTS

Page

PREAMBLE   1

Article I PURPOSE OF AGREEMENT   1

Article II RECOGNITION   1

Article III RESPONSIBILITIES   1

Article IV MEETINGS   1

Article V GRIEVANCE PROCEDURE   2

Article VI ARBITRATION   3

Article VII STRIKES AND LOCKOUTS   4

Article VIII NONDISCRIMINATION   4

Article IX BENEFITS   4

Providers   5

Medical Plan   5

Dental Plan   5

Vision Plan   6

Life/Accidental Death and Dismemberment (AD&D)   6

Flexible Spending Accounts   7

LONG TERM DISABILITY (LTD)   7

SAVINGS PLAN   8

Eligibility   8

Allowable Employee Contributions   8

Company Match   8

Investment Funds   9

Loans   9

Withdrawals   9

Rollover Option   9

Distribution Options at Termination and Retirement   9

Pension Plan   9

Supplemental Defined Contributions   10

Eligibility and Participation   10

Retiree Life Insurance Plan   10

Retiree Medical   10

Article X WAGES   11

Annual Performance Incentive Plan   11

Article XI PREMIUM PAY   12

Article XII HEALTH AND SAFETY   12

Article XIII CONTRACTING WORK   13

Article XIV WORKING HOURS   14

LETTER OF AGREEMENT Subject: Scheduled Overtime   14

Article XV WEATHER CONDITIONS   17

Article XVI ASSIGNMENT OF WORK   18

Article XVII HOLIDAYS   18

Article XVIII VACATIONS   19

Article XIX SICK OCCURRENCES/ABSENCE MANAGEMENT   20

Article XX PUBLIC SERVICE   21

Article XXI TIME OFF ALLOWED – DEATH IN FAMILY   21

Article XXII EXPENSES   21

Article XXIII AUTOMOBILE MILEAGE ALLOWANCE   22

Article XXIV LAYOFFS   23

Article XXV JOB NOTIFICATION AND SELECTION   23

Article XXVI SURPLUS EMPLOYEES   28

Article XXVII DISABLED EMPLOYEES   29

Article XXVIII DEMOTION, SUSPENSION, AND DISCHARGE   30

Article XXIX TRAINEES   31

Article XXX NEW EMPLOYEES   31

Article XXXI LOSS OF DRIVING PRIVILEGES   31

Article XXXII UNION SECURITY   33

AGREEMENT – Involuntary Severance Due to Merger or Acquisition   34

Article XXXIII TERMS OF AGREEMENT   35

AGREEMENT – Selection of Work Group Leaders (Construction) and Fitter Leaders   35

AGREEMENT Selection of Station Repair Crew Leader and Station Repairman “A”   35

AGREEMENT Operations Work Group   36

MISCELLANEOUS ITEMS AGREED TO DURING 1991 THROUGH 2004 NEGOTIATIONS   40

Classified Rate Schedule   42

CLASSIFIED RATES   43

BENEFITS ADDENDUM   47

 

 

PREAMBLE

AGREEMENT made November 1, 2010 and revised on August 28, 2014, by and between PEOPLES NATURAL GAS COMPANY, hereinafter referred to as the “Company,” and UTILITY WORKER’S UNION of AMERICA Local 666, AFL-CIO, hereinafter referred to as the “Union.”

Article I PURPOSE OF AGREEMENT

The purpose of this Agreement is to provide means whereby representatives of the Union shall deal with the Company in matters of wages, hours, working conditions, and the adjustment of grievances.

Article II RECOGNITION

Section 1

The Company recognizes the Union as the exclusive bargaining agency for the employees of the Company, covered by the Classified Rate Schedule incorporated in the Agreement.

Section 2

The Company agrees that if during the life of this Agreement it discontinues operations, sells, leases, transfers or assigns the operations covered by this Agreement, it shall inform the purchaser, lessee, transferee, or assignees of the exact terms of this Agreement and shall make the sale, lease, transfer or assignment conditional upon the purchaser, lessee, transferee or assignee assuming all the obligations of the agreement until its expiration date and treating the affected employees of the bargaining unit in accordance with the terms of this Agreement.

Article III RESPONSIBILITIES

Section 1

The management of the work, business, and operation of the Company is recognized as exclusively the function of the Company except as limited by the provisions of this Agreement.

Section 2

The administration of this Agreement and subsequent agreements is the joint concern and responsibility of both the Company and the Union.

Article IV MEETINGS

Section 1

Informational meetings shall be held with officers and representatives of the Company upon request by either party. Such meetings will be held within thirty (30) calendar days after receipt of the request.

Section 2

An agenda shall be prepared by representatives of the Union and/or representatives of Management prior to a scheduled meeting.

Article V GRIEVANCE PROCEDURE

Section 1

It is the intent of the parties to this Agreement that the procedures set forth herein shall serve as a means for the peaceful settlement of all grievances. A “grievance” is defined as any complaint or dispute, which involves the interpretation, application of, or compliance with the provisions of this Agreement or any past practice, local agreement, or other mutually recognized working condition or term or condition of employment.

Section 2

Informational Step. Any employee who feels that he or she has a grievance will first seek to have the matter adjusted with his immediate supervisor either personally, with, or through his elected representative. Such attempted adjustment shall not extend the time limitations set forth in Section 3.

Section 3

A completed Union grievance form must be received by the Company within 30 calendar days from the time of the alleged occurrence, except grievances on job selection must be received within seven (7) calendar days after the selection. Grievances filed outside the time limits set forth above are deemed null and void and resolved on a non precedent-setting basis, and may not be further processed or re-filed. Grievances may not be held in abeyance at or before any grievance step without the mutual consent of the parties.

Step 1. A Step 1 grievance meeting shall be held within 45 days of the receipt of the completed grievance form referenced in Section 3. Management reserves the right to combine Step 1 grievance meetings, as it deems appropriate.

Step 1 meetings may be attended by no more than two (2) representatives designated by the Union. Notwithstanding the fact that multiple grievants may sign a grievance, only one (1) grievant may be present at the Step 1 meeting. The Company will compensate the Union representatives, but not the grievants, for time away from work attending the Step 1 meeting. At least one (1) Union representative and one (1) Company official attending the Step 1 meeting shall have authority to resolve the grievance. Management will give a written answer to the grievance within five (5) workdays of the Step 1 meeting by completing the Management Viewpoint section of the grievance form.

Step 2. All grievances unresolved at the conclusion of the Step 1 meetings shall be heard at the Step 2 meeting in the month in which the Step 1 meeting occurred. Step 2 meetings shall be held the last Wednesday of each month at a neutral site mutually agreed upon by both parties. The Union will have responsibility each month for securing this site, and both parties will share the cost of the meeting room equally. The meeting shall continue from day to day until all unresolved grievances have been considered. The Company will compensate the Union president or his designee, the Union vice president or his designee, and the Union officer who attended the Step 1 grievance meetings relative to the grievances being heard at the Step 2 meeting for time away from work attending the Step 2 meeting. The local representative may attend that portion of the Step 2 meeting at which grievances filed within his locality are discussed. The Company will compensate the local representative, but not the grievants, for time away from work attending the meeting. At least one Union representative and one Company official attending the Step 2 meetings shall have authority to resolve the grievance. The Company shall give a written answer to the grievance within 10 working days of the Step 2 meeting. If the Company fails to respond to any grievance within the time limit, the grievance shall be treated as granted on a non precedent-setting basis.

Section 4

The Union must select and process one (1) grievance to Step 2 and beyond when multiple grievances arise from the same occurrence. Any grievance relating or pertaining to said grievance, which is not so identified and processed, will be deemed null and void.

Section 5

Except as provided in Section 2, after a grievance has been filed by an employee, there shall not be discussion or adjustment of that grievance between the employee and Management.

Section 6

All grievance meetings will begin promptly at a reasonable time mutually agreed to by both parties. Any grievance(s) not heard at the conclusion of the Step 1 meeting due to the meeting not commencing at the designated time will be deferred for hearing until the next scheduled Step 1 meeting.

Article VI ARBITRATION

Section 1

Disputes as to the interpretation of the terms and provisions of this Agreement, if not settled through Article V – Grievance Procedure, may be submitted to an arbitrator, provided the request is made to the Company by certified mail within forty-five (45) working days of the receipt of the Company’s Step 2 response letter. Arbitrators shall be selected as set forth in Section 5 of this Article. Once an arbitrator is selected for a grieved issue, arbitration for said grievance will be held within six (6) months of receiving a list of the dates presented by the arbitrator.

Section 2

Requests for arbitration filed outside the time limit set forth in Section 1 shall be deemed null and void and may not be further processed or re-filed.

Section 3

The decision of the arbitrator shall be limited solely to the issues specifically submitted and shall in no way modify or amend the terms of this Agreement.

Section 4

The decision of the arbitrator shall be submitted in writing and shall be final and binding on the employees, the Company, and the Union, and shall conclusively determine the dispute for the life of this Agreement. The Company and the Union shall bear the expenses of their respective appointees, representatives, and witnesses, but shall share equally the expense of the arbitrator.

Section 5

Within forty five (45) days of the ratification of this agreement, the Union and the Company shall jointly request a list of fifteen (15) individuals to be nominated as arbitrators from the Federal Mediation and Conciliation Service, and they shall jointly request a list of fifteen (15) individuals to be nominated as arbitrators from the American Arbitration Association. Each nominee shall be a member of the National Academy of Arbitrators. The cost of obtaining the arbitration lists will be shared equally by the Company and the Union.

The thirty names thus obtained shall be placed in one master list, with any duplications removed so that the name appears only once. Within five (5) days after the receipt of the latter of the above lists, representatives of each party shall meet for the purpose of selecting a permanent panel of ten (10) arbitrators. The selection process shall occur by the parties alternately striking one arbitrator from the master list until only ten (10) names remain. The Union shall be the first party to strike a name. Thereafter, the ten (10) names remaining on the list shall constitute the list of arbitrators that the parties will use to arbitrate all grievances referred to arbitration during the life of the contract.

Article VII STRIKES AND LOCKOUTS

Neither the Union nor anyone covered by this Agreement shall, during the life of this Agreement, instigate, encourage, or take part in any strike, curtailment, or restriction of work either directly or in sympathy for third parties.

The Company agrees that during the life of this Agreement there shall be no lockout of employees.

In the event of any violation of this clause by either the Company or the Union, the injured party shall have the option of canceling this Agreement.

It is agreed by Union and Management that during the life of this Agreement no employee(s) shall be required to cross a third party picket line if the employee(s) safety is in danger.

If it is necessary to cross a picket line in order to perform work and if it is not possible to do so, such should be reported to his immediate supervisor. The supervisor will report the information to either the Vice President of Operations or the Vice President of Human Resources, who will contact an officer of the Union and resolve the situation.

Article VIII NONDISCRIMINATION

Section 1

No discrimination shall be made by the Company or the Union against any employee because of race, creed, color, religion, national origin, sex, sexual orientation, age, ancestry, disability, genetics, or because of membership or non-membership in the Union.

Section 2

Certain jobs listed in the Classified Wage Earner Rate Schedule contain the word “man.” These titles carry no implied preference for either male or female employees.

Article IX BENEFITS

The benefit plans for employees represented by the Union shall be governed solely by the provisions of the following Union Employee Benefit Plans: Medical Plan, Dental Plan, Vision Plan, Employee Life/AD&D Plan, Dependent Life Plan, Long-Term Disability Plan, Flexible Spending Accounts, Retiree Medical and Life Plans. No proposed changes affecting plan design, providers, deductibles, co-pays, benefits, including the level of benefits, or plan design will be implemented unless agreed upon in writing by the Union, except that in circumstances where insurance providers invoke plan design or provider changes, including but not limited to retiree medical benefits that are provided through an insured plan, the Company may substitute a plan that is as substantially similar to the existing plan as possible. The Company and the Union agree that the side agreements set forth in the June 7, 2004 side letter between the parties and the side letter contained in Article IX of the parties’ 1997-1999 and 1999-2003 collective bargaining agreements remain in effect.

 

Included here-in is a brief overview of the plans. The plan design for medical coverage for active employees is attached hereto and is captioned “Active Employee Medical Plan Design” and the plan design for medical coverage for employees retiring from employment on and after February 1, 2010 is attached hereto and is captioned “Retiree Medical Plan Design” These overviews are not intended to provide all details about the plans. Employee pre-tax payroll contributions, deductibles and out-of-pocket maximums shown are effective January 1, 2011. Summary plan documents are available in Human Resources.

 

Providers

 

Medical Plan

• Deductible: $204 individual/$409 family

• Plan Payment Level – In-Network – 90% after deductible; Out-of-Network – 70% after deductible.

• Out-of-pocket maximum: In-Network – $897 individual /$1,793 family;

• Out-of-Network – $1,724 individual /$3,447 family

• The medical plan includes prescription and mental health coverage.

Medical Benefits	Highmark/Blue Cross Blue Shield
Vision Benefits	Highmark/Davis Vision
Dental Benefits	MetLife
Life/AD&D/Optional Life/Long-Term Disability	MetLife
Flexible Spending Accounts	PayFlex

 

*Receive $100/month payment to waive medical coverage.

Note: Medical Plan rates will increase $30/month on November 1st of 2011, 2012, 2013 and 2014.

Dental Plan

• Deductible: $25 individual/$75 family

• Annual Maximum: $1,500 per person

• Orthodontia Lifetime Maximum: $1,500

• In-Network Features:

• 100% for Type A – ex: cleanings, oral examinations

• 90% for Type B – ex: fillings, TMJ

• 60% for Type C – ex: bridges, dentures, orthodontia

Dental premiums will remain unchanged for 2011. Dental premiums effective January 1, 2012, and for the term of this agreement, will be shared by the employer and employee at a 70% company paid, 30% employee paid cost ratio.

2011 Medical Plan Bi-Weekly Employee Contribution Rates
Employee Only	$62.50
Employee + Child(ren)	$62.50
Employee + Spouse	$62.50
Employee + Family	$62.50
Employee + Domestic Partner	$214.29
Employee + Child(ren) + Domestic Partner	$214.29
Waive Coverage	*

 

Vision Plan

• In-Network Features:

• Exams, lenses, contact lenses once every calendar year

• Frames once every other calendar year

• Exams covered in full

• Fashion and Designer level frames from “The Collection”/lenses covered in full

• Contact lenses (in lieu of eyeglasses) once every calendar year

 

Vision premiums effective January 1, 2011, and for the term of this agreement, will be shared by the employer and employee at a 60% company paid, 40% employee paid cost ratio.

2011 Dental Plan Bi-Weekly Employee Contribution Rates
Employee Only	$4.00
Employee + Child(ren)	$10.36
Employee + Spouse	$8.06
Employee + Family	$13.01
Employee + Domestic Partner	$16.39
Employee + Child(ren) + Domestic Partner	$22.75

 

Life/Accidental Death and Dismemberment (AD&D)

The Company will provide term life/AD&D insurance in the amount of employee’s annual base pay, rounded up to the next $1,000. This amount of insurance is automatically provided. Employees will have the option of purchasing additional group-term coverage in multiples of pay up to four times annual base pay, rounded up to the next $1,000 for a total of five times annual base pay. Employees will also have the option of purchasing spouse and dependent life insurance.

• 1 times base pay life/AD&D insurance is Company paid

• 2-4 times base pay life insurance may be purchased by employee

 

2011 Vision Plan Bi-Weekly Employee Contribution Rates
Employee Only	$0.94
Employee + Child(ren)	$1.88
Employee + Spouse	$2.11
Employee + Family	$2.59
Employee + Domestic Partner	$3.29
Employee + Child(ren) + Domestic Partner	$4.23

 

• Employees can purchase 1 to 4 times their basic annual earnings, to a maximum of $300,000.

Note 1: Employees with SBI/Special Life may elect instead to continue their coverage.

Note 2: Coverage subject to imputed income rules.

Note 3: Actual contribution rates for 2012 and future years will be set by the Insurance Co.

 

2011 Optional Life Monthly Employee Contribution Rates
Employee’s Age on January 1, 2011	Per $1,000 of Coverage
<25	$0.062
25-29	$0.066
30-34	$0.088
35-39	$0.107
40-44	$0.126
45-49	$0.187
50-54	$0.311
55-59	$0.555
60-64	$0.781
65-69	$1.397
70+	$2.266

 

Employees can select $5,000 to $250,000, in $5,000 increments, not to exceed 100% of their total coverage amount.

2011 Spouse Life Monthly Employee Contribution Rates
Spouse’s Age on January 1, 2011	Per $1,000 of Coverage
<25	$0.034
25-29	$0.038
30-34	$0.049
35-39	$0.065
40-44	$0.085
45-49	$0.112
50-54	$0.185
55-59	$0.285
60-64	$0.464
65-69	$0.824
70+	$1.424

 

• Employees can select $2,500, $5,000, $7,500 or $10,000. Covers all eligible children. Ages 15 days to 19 years old, or 25 years old if a child is a full-time student.

 

Flexible Spending Accounts

Flexible Spending Accounts provide a tax benefit by allowing employees to pay for certain health care and dependent day care out-of-pocket expenses with pre-tax dollars. All dollars in the account must be used each year. Any unspent funds at year-end cannot be refunded or carried over to the next year (per IRS regulations). A grace period is offered to allow expenses to be incurred through March 15. The following two flexible spending accounts are available:

Health Care Reimbursement Account: Employee may contribute between $120 and $6,000 per year.

Dependent Day Care Reimbursement Account: Employee may contribute between $120 and $5,000 per year.

LONG TERM DISABILITY (LTD)

LTD coverage provides financial protection in the event an employee cannot work for a long period of time because of an accident or personal illness. The LTD plan pays the employee a monthly benefit for as long as employee is disabled, as defined by the plan, beginning after employee has been continuously disabled for at least 180 days and continuing up to age 65, unless employee recovers.

Employees automatically receive LTD coverage in the amount of 60% of normal monthly earnings at no cost.

IRS Ruling 2004-55 will be used to determine taxability of the LTD benefit. This provision of the tax code allows the employee to decide whether the premium for the coverage is to be taxed (post-tax) or the amount of the LTD benefit is to be taxed (pre-tax).

Post-Tax: The premium for this coverage is included on the employee’s W-2 as taxable income and employee would receive the LTD benefit at the time of disability on a tax free basis.

Pre-Tax: The premium for the cost of coverage is not included on the employee’s W-2 as taxable income, and at the time of disability employee would be responsible for paying taxes on the benefit payment.

Notes:

1.   Employees who qualify for LTD benefits will be able to continue medical coverage, including eligible family members who are covered under the medical plan at the time of disability. The employee will still be required to pay their monthly contribution. Plan provisions may change annually. The employee is eligible to continue medical coverage with contribution payments as long as they meet the definition of disabled and continue as an eligible participant under the LTD plan. If LTD coverage terminates or the employee dies, the medical coverage will terminate at the end of the month in which the LTD eligibility ends.

SAVINGS PLAN

Eligibility

All regular full-time employees scheduled to work or who actually work 1,000 hours per year and who are at least 18 years of age.

Allowable Employee Contributions

• 2% – 50% of compensation on a pretax basis – not to exceed IRS regulations

• 2% – 20% of compensation on an after-tax basis

• 2% – 50% of compensation on a combination of pretax or after-tax basis; after-tax contributions limited to 20%

 

Catch up contributions permitted.

Compensation is actual base pay received.

Allowable employee contributions for bargaining unit employees will at all times be the same as those in effect for PNG non-highly compensated salaried employees.

Company Match

• Through the first pay period in effect on August 28 , 2014, <20 years of service – 50% match (up to 6% of compensation)

• Through the first pay period in effect on August 28 , 2014 , 20 or more years of service – 66.7% match (up to 6% of compensation)

• Effective the first pay period following August 28 , 2014) , all employees, regardless of years of service, shall receive a 100% match (up to 6% of compensation)

 

Company match vests after 3 years of service or immediately upon retirement, disability or death.

Investment Funds

Investment funds for bargaining unit employees will at all times be the same as those in effect for PNG salaried employees.

Loans

Permits two outstanding at one time

Minimum Loan Amount – $1,000

Maximum Loan Amount – lesser of 50% of total vested account or $50,000, minus highest outstanding loan balance during last 12 months

Term – minimum of 12 months and a maximum of 60 months

One time loan fee of $50 per loan

 

Withdrawals

One in-service withdrawal permitted per calendar year

After-tax amounts and company match (must be in account for 24 months) are available for in-service withdrawal

Age 59 ½ withdrawal of total vested account balance (company match must be in account for 24 months)

Hardship withdrawals under IRS “safe harbor” rules with 6-month suspension

“Standing” withdrawals eliminated

 

Rollover Option

While an employee, withdrawals can be rolled over into a personal IRA.

Distribution Options at Termination and Retirement

Lump sum

As soon as administratively possible

Deferred until age 70 ½ if account balance greater than $5,000 (after exclusion of Rollover contributions)

Installments (available only upon retirement)

Commencing at retirement and paid according to life expectancy tables

Paid the first of day of each calendar quarter

On demand distributions not permitted

 

Miscellaneous

Quarterly individual participant account statements

Internet access allows employees to receive current account information, change their contribution percentages, change the way their contributions are invested, make transfer between investments, request certain distributions, and obtain performance information

Pension Plan

For existing active employees on 12/3/2010, current pension plan accruals will be frozen as of 12/31/2010, with distribution of all assets as described by Hewitt.

Supplemental Defined Contributions

All employees hired on or after 12/3/2010 will receive an annual 4% company contribution on base pay, to be paid into a Defined Contribution Plan. For the existing active employees at the time of ratification, a contribution resulting from the excess pension plan funding will be deposited into the Defined Contribution Plan and paid out over 3 years as described by Hewitt. Once the contributions from the terminated Defined Benefit Plan have been completed, active employees on 12/3/2010 and still a member of the bargaining unit will receive an annual 4% company contribution on base pay into the Defined Contribution Plan. Effective the first pay period following August 28, 2014, all employees will receive an annual 6% contribution on base pay into the Defined Contribution Plan.

Eligibility and Participation

All regular full-time and part-time employees scheduled to work at least 1,000 hours per year and who are at least 18 years of age are eligible to participate. Participation automatically begins on your date of hire or your 18th birthday, whichever is later.

Retiree Life Insurance Plan

Employees retiring with at least 10 years of credited pension service will automatically receive life insurance in the amount of 50% of their base pay at the time of retirement, up to a maximum amount of $50,000. This coverage is provided at no cost to the retiree.

Retiree Medical

Employees with 10 or more years of pension service who retire on or after January 1, 2011, who are not Medicare eligible, and their covered dependents, will be provided medical coverage under the Retiree Medical Plan. The participant’s monthly contribution rates for 2011 shall be $125.42 per individual/$174.63 per family. The Union agrees to reimburse the Company through the VEBA for retiree medical premiums paid by the company on behalf of the retiree. Effective January 1, 2012, monthly contribution rates will increase based on the percentage increase in the medical component of the consumer price index. In no event will monthly contributions increase by more than 5% per year.

Employees with ten (10) or more years of pension service who retire on or after January 1, 2011, who are Medicare eligible (generally age 65 and over), and their covered dependents, will be covered by the Retiree Medical Plan unless a Medicare HMO is available. Effective January 1, 2011, monthly contribution rates will increase based on the percentage increase in the medical component of the consumer price index. In no event will monthly contributions increase by more than 5% per year.

Effective January 1, 2011, the Company shall contribute each month to the Utility Workers of America Union Health and Welfare Fund an amount equal to 3.5% of gross pay for each active employee covered by this agreement, with no additional increases during the term of this agreement. The Union agrees to reimburse the Company through the VEBA for premiums paid by the Company on behalf of retirees enrolled in the Peoples Health Care Plan. The Company will pay a one-time lump sum contribution of $1.5mm into the VEBA account by December 31, 2010. All such contributions shall be used for the exclusive purpose of paying retiree medical benefits in accordance with the Participation Agreement.

It is further agreed that no costs or fees of administering the Supplemental Health Plan for the PNG Active and Retired Participants shall be borne by the Company. In the event the Participation Agreement ceases or is terminated, the UWUA Fund ceases or is insolvent or terminated, the employer’s obligations under Article IX, Summary Plan Description and Participation Agreement cease and shall not be renewed. The contribution rates (to the fund), outlined above will be paid to the employees as additional wages and the employees will be responsible for all payments required to continue coverage.

The Company agrees to the substitution of another multi-employer VEBA for the SEIU Health and Welfare Fund and/or the UWUA Health and Welfare Fund, provided that the Participation Agreement of the new VEBA is substantially similar to the current Participation Agreement and requires no obligations on the part of the company that are not already imposed by the current Participation Agreement. Specifically, the Company’s sole responsibility must continue to be to make contributions referenced herein to the new VEBA, and the Company and its non-union employees will have no fiduciary, financial or other responsibilities for the new VEBA. Such Company contributions shall be used for the exclusive purpose of paying medical benefits in accordance with the Participation Agreement.

Article X WAGES

Section 1

The Company and the Union agree that for the duration of this Agreement wages shall be as set forth in the Classified Rate Schedule.

Section 2

The wage rates herein provided shall be effective as of the dates established in the classified rate schedule.

Annual Performance Incentive Plan

Participation in the Annual Performance Incentive Program (“APIP”) for 2010-2015 Program Years: Union eligible employees will be eligible to share in the Peoples Natural Gas APIP for the 2010, 2011, 2012, 2013, 2014, and 2015 Program Years subject to the terms outlined below. Goals, goal-weighting and payout provisions will be consistent with those established for salaried employees. Incentive awards will be prorated for new hires, and for employees who retire or are on disability during the Program Year.

2010 Program Year:

In the event that 2010 goals are achieved, Union eligible employees will qualify for a target payout of three percent (3%) of Qualified Earnings (base pay and overtime) with the same provisions as described to salaried employees. Such payout will occur in February 2011. Peoples Natural Gas will pay a prorated payout equal to the number of months in 2010 that they were Peoples employees. These prorated payments will be payable in February 2011.

2011-2015 Program Years:

In the event that annual goals are achieved, Union eligible employees will qualify for a target payout of three percent (3%) of Qualified Earnings (base pay and overtime) with the same provisions as described to salaried employees. Such payout will occur in February following the close of the calendar year. Effective the first pay period following August 28, 2014, the target payout shall increase to five percent (5%) of Qualified Earnings (base pay and overtime) with the same provisions as described to salaried employees.

Incentive award will be prorated for new hires, and for employees who retire or are on disability during the year. Incentive awards are subject to all applicable taxes, and are not considered compensation for benefits purposes, or for computing base pay, Savings Plan contributions or Pension Plan calculations.

Section 3

Employee paychecks will be directly deposited into an account designated by the employee, provided the bank is approved by the Company, for all employees hired on or after January 1, 2000. Once employees are enrolled in direct deposit, they will be prohibited from returning to payment by paycheck, except in cases where an employee has incurred three or more direct deposit transaction errors during the life of the contract.

Section 4

When an employee works in a cross classification, he will be paid at the appropriate rate.

Section 5

2143 time is thirty-two and a half (32.5) percent.

Article XI PREMIUM PAY

Section 1

Shift Premium. A shift premium of .75 cents per hour will be paid to employees while assigned to scheduled hours of work, the majority of which occur within the period from 4:00 p.m. to 8:00 a.m. (this excludes employees electing to work a four ten-hour day schedule or other alternative schedule(s)).

Section 2

Premium for Sunday work. A premium of $1.50 per hour shall be paid for all hours of work on Sunday.

Article XII HEALTH AND SAFETY

Section 1

The Company agrees to furnish safe, healthful, and sanitary working conditions.

While the Company has the responsibility of implementing safety policies and conducting safety programs, it is recognized that bargaining unit employees will be responsible for adhering to these policies and programs, as the Company may deem necessary.

Nothing in this section shall limit an employee’s access to the grievance procedure.

Section 2

The Local Union Safety Coordinator shall be elected in each location and will operate in accordance with policies developed by the Joint Union Management Safety Committee. The duties of local Safety Coordinators and Responsibility Groups are outlined in the “Care Coordinators Duties” document dated June 1, 2011.

Section 3

The Company agrees to conduct a Safety Training Program for the Union. The program shall be one day, to be conducted each year for Union Officers and all Union Safety Coordinators designated in Section 2 of this Article.

Section 4

Plant inspection tours and job site safety inspections shall be conducted bimonthly, with the Local Union Safety Coordinator in attendance. A report will be sent by the local Management Safety Coordinator to the Union Safety Chairman and Management’s designated safety representative within two (2) weeks of the inspection. Once each year the bimonthly inspection tour will consist of job site safety inspections conducted by the local Safety Coordinators, a representative from the Safety and Training Department and the Union Safety Chairman.

Section 5

The Union Safety Chairman and Management’s designated safety representative or the Accident Prevention Representative shall meet periodically to discuss safety issues and concerns, unless mutually agreed otherwise.

Section 6

An alleged unsafe, unhealthful, or unsanitary working condition should be reported by the employee to his supervisor and the Responsibility Group Safety Representative. If the matter is not resolved within a reasonable time, it should be reported by the employee or the Union to the Safety Coordinators. They will meet with the employee, his supervisor, and the Responsibility Group Safety Representatives. Management’s designated safety representative and the Union Safety Chairman will be available to provide guidance to the local Safety Coordinators, if necessary. If the situation is not resolved by the Safety Coordinators, the findings are reported through the appropriate management levels for disposition.

Section 7

All accidents and unsafe conditions investigated by the CARE coordinators will be reported to the Union Safety Chair by providing a copy of the accident investigation report within a reasonable time after Management’s designated safety representative receives it.

Article XIII CONTRACTING WORK

Section 1

Work contracted by the Company will not in any way cause layoff, the reduction of an employee’s classification, or the reduction of an employee’s normal workweek.

Section 2

While actual pipeline construction is in progress, employees inspecting contracted work will work the same schedule as the contractor. Employees assigned to inspect actual pipeline construction will receive a minimum of Pay Grade 12.

Section 3

It is the intent of the Company that bargaining unit employees shall haul material and pipe from Company property to contracted jobs if at all possible.

Section 4

Pipeline contractors hired by the Company performing pipeline construction will not dig over live lines (except in an emergency) unless a bargaining unit employee is present.,

Section 5

Only bargaining unit employees shall handle live gas. However, this Section 5 shall not prevent the Company from assigning work to its employees represented by United Steelworkers of America, Local 12050 or to its employees represented by Utility Workers Union of America. Local 242 within new service territories assigned to those employees. The Company will not redefine divisional and/or shop territories in favor of one Union over another. The newly assigned territories will be created in such a way as to maintain a comparable level of work for each work location to that in place on August 28, 2014. Work performed in any respect and for any purpose by the employees represented by either or both of Local 12050 and/or Local 242 shall not in any way cause the layoff, reduction of classification or reduction of the normal work week of any employee represented by Local 666. All work, including overtime, in the service territory assigned to Local 666 after August 28, 2014, shall continue to be assigned to employees represented by Local 666 according to the terms of this Agreement.

Section 6

All Company equipment shall be hauled by bargaining unit employees if at all possible.

Section 7

The Company will notify the Union Executive Committee of all contracting of work performed during each calendar quarter. The notice shall be given within the first thirty (30) days of the following calendar quarter. This notification is for informational purposes only.

Section 8

In the event underwater leak repairs are necessary, the Company agrees to inform the Union Executive Committee of such scheduled work prior to the commencement of the job and assign a member of the bargaining unit to that job who will be responsible for operation of Company equipment and delivery of material to the underwater leak repair job.

Section 9

Bargaining Unit will be on site during the encapsulation and perform all work except epoxy mixing.

Article XIV WORKING HOURS

Section 1

Eight (8) consecutive hours shall constitute a workday exclusive of any lunch period, except for those in the Corrosion classifications electing the four ten-hour day schedule, in which case ten (10) consecutive hours shall constitute a workday, exclusive of any lunch period.

NOTE: If an employee, who has elected the four ten-hour day schedule, is placed on military leave/activation, the employee will be switched to the standard five eight-hour day schedule.

Section 2

The workweek shall begin at 00:01 a.m. Sunday. Five (5) eight (8)-hour workdays, or four (4) ten (10) hour days for Corrosionmen, shall constitute a workweek, except that some schedules may result in more or less than forty (40) hours in a work week for an average of eighty (80) hours over two consecutive weeks. Rest days shall be consecutive unless otherwise agreed upon. An employee shall be notified 48 hours prior to the start of the workweek of any schedule change.

LETTER OF AGREEMENT Subject: Scheduled Overtime

Agreement was reached involving scheduled ten (10) hours of work between The Peoples Natural Gas Company and the Utility Workers Union of America Local 666, AFL-CIO. The terms of Agreement are as follows:

Management reserves its right to schedule employees as needed to complete necessary work up to sixteen (16) hours. These employees will receive benefits as specified in this agreement.

If an employee is scheduled to work ten hours, a meal or meal allowance will be provided, and he will receive an additional meal for each subsequent four (4) hour period. NOTE: Employees electing the four ten-hour day schedule will not be entitled to a meal allowance at ten (10) hours.

Regardless of scheduling, an employee will not be given a meal or meal allowance for Saturday work (sixth day) unless he works ten or more hours that day.

Section 3

A normal shift or schedule will begin at 8:00 a.m., 4:00 p.m., or 12 midnight with a variation of one hour or less; starting time for employees electing the four ten-hour day schedule will be mutually agreed to between employee and management. Any schedules, which vary by more than one hour, will be presented in writing to the Employee and Human Resources Department. These schedules must be accepted by members of the Executive Committee of the Union and Local Management and Human Resources prior to implementation. Between April 1 and October 1 of each calendar year, commencing on August 28, 2014 (excludes Customer Service and other job classifications on alternative schedules), the normal daylight shift or schedule shall begin at 7:00 a.m. and shall end at 3:30 p.m.

Section 4

With the exception of Corrosionmen electing the four ten-hour day work schedule, all hours worked in excess of eight (8) hours per day or forty (40) hours per week (i.e., 00:01 a.m. Sunday to midnight Saturday) shall be paid at the rate of time and one half. All hours worked during the employee’s normal schedule will be paid at straight time.

In order to accurately document hours worked by Station Engineers, and/or others assigned to perform shift work, some schedules may result in more or less than forty (40) hours per week.

Employees on the four ten-hour day schedule will not be eligible to report overtime until time worked exceeds ten (10) hours a day or 40 hours per week.

Section 5

The appropriate premium rate shall be paid for all unscheduled hours of work. A minimum of three (3) hours will be paid for any call-out overtime, except that one and one half hours shall be paid for call-outs that are dispatched ninety (90) minutes or less prior to an employee’s regular schedule. One hour shall be paid for call-outs that, once made, are canceled if the cancellation is communicated to the employee before the employee leaves home. If the employee is called during free time for information, the employee shall be paid at overtime rates for the time spent providing the information, or for one hour, whichever is greater.

Should any callout overtime distribution errors result in a bargaining unit employee losing a work opportunity to another bargaining unit employee, the subject employee will be given makeup overtime, but in no way will the company be liable for direct payment of back wages in such a case. The make-up overtime will be for the same number of hours as the lost work opportunity. In instances where a callout overtime distribution error results in a bargaining unit employee losing a work opportunity to someone outside the bargaining unit, once it has been determined that an error has occurred, the affected employee will receive direct payment for the hours missed.

Section 6

It is recognized that due to conditions that may arise from time to time, employees may be required to work for extended periods of time in order to protect the public health and welfare and the interest of the Company. In such cases, the Company will make every effort to relieve the employees when they have worked sixteen (16) consecutive hours.

A six (6) hour break period shall be required in order to stop consecutive working hours. If such break period is not given, the employee will continue to be paid at the appropriate rate. If such break period starts within the employee’s normal work schedule, no loss of straight time wages shall be incurred. Otherwise, the employee will be paid only for hours worked during the remainder of his regular schedule after the six (6) hour break.

Employees who respond to unscheduled callout overtime will be afforded at least a six-hour (6) rest period before being required to report to work for their regular shift. If this six-hour (6) period extends into their normal shift, the employee will suffer no loss in straight time earnings. If an employee is required to report to work prior to the completion of his or her six-hour (6) rest period, he or she will be paid time and one half for time worked within the six-hour (6) period. This provision does not apply to employees who are called out within the three-hour (3) period immediately prior to their regularly scheduled starting time.

Examples of Pay for Working Hours

Employee working regular or normal shift: 8:00 a.m. to 4:30 p.m.

8:00 a.m. to 4:30 p.m. — eight hours — straight time

Continues working 4:30 p.m. to 12:30 a.m. — time and one half (Company will try to relieve employee after 16 hours). If he continues, he will be paid double time and must be given a six-hour (6) hour break in order to break his time. If the employee works until 5:00 a.m., he will not come back to work until 11:00 a.m. (six-hour (6) break) for his next scheduled shift unless requested by Management. The employee will receive three hours of pay (8:00 a.m. to 11:00 a.m.) at the straight time rate during the break period. However, after the six (6) hour break, the employee will be paid only for hours worked during the remainder of his regular schedule.

If requested by Management to return to work before the six (6) hour break period is completed, the employee will continue to be paid at the double time rate.

Employee working regular or normal shift: 8:00 a.m. to 4:30 p.m.

8:00 to 4:30 p.m. — eight hours — straight time

Employee is called out and is relieved after 16 consecutive hours, which begins a six (6) hour break period at 9:00 a.m. He will be paid straight time for his normal shift, 8:00 a.m. to 4:30 p.m., as follows:

8:00 a.m. to 9:00 a.m. — Time worked during normal shift

9:00 a.m. to 3:00 p.m. — 6-hour break period

3:00 p.m. to 4:30 p.m. — Balance of regular shift

If employee is called back out to work following the six (6) hour break, he will be paid an additional time and one half for hours worked during this normal shift until 4:30 p.m. After 4:30 p.m. if employee continues working, he will be paid at the rate of time and one half.

If an employee whose regular starting time is 8:00 a.m. is called out to work at 2:00 a.m., and he/she works until 6:00 a.m., he/she shall report to work at noon. He/she will be paid at overtime rates from 2:00 a.m. to 6:00 a.m., and at straight time rates from 8:00 a.m. until 12:00 p.m.

If an employee whose regular starting time is 8:00 a.m. is called to work at 2:00 a.m. and he/she works until 9:00 a.m., he/she shall report to work at 3:00 p.m. He/she will be paid at overtime rates from 2:00 a.m. until 8:00 a.m., and at straight time rates from 8:00 a.m. to 3:00 p.m.

Section 7

Changes of employees’ straight-time working hours may be made within the limits of this Agreement upon not less than fifteen (15) hours notice.

Section 8

Employees shall not be required to take time off without pay to balance the weekly work schedules.

Section 9

It is agreed that there shall be no pyramidal of overtime premiums under any section of this Article.

Section 10

It is recognized by the Company and the Union that conditions may arise, which require employees to work more than their normal eight-hour schedules. In order to protect public health and welfare and the interests of the Company, employees and management will abide by the following:

It is the intent of the Company to try to distribute overtime equitably.

If an employee is needed for overtime work, he shall be obligated to work unless he can provide a reasonable explanation.

Callout overtime shall be distributed in accordance with the callout rosters within the reporting headquarters, as established by management. Employee’s names will be listed on rosters by classification and ranked in order of company seniority. When a callout assignment occurs, the senior employee within the needed classification will be called first. Successive callout opportunities will be initiated by beginning the calls with the name of the employee following the name of the last employee who accepted overtime. Backup lists will be used according to current practice, and calls will be made to an adjacent location, according to present practice. The company will only be required to call each employee once but messages will be left on appropriate answering devices, if those devices will receive a message within 15 seconds of activation. If the company is unable to acquire an employee by these procedures, management will take appropriate steps to respond to the callout.

All overtime shall be posted monthly on a departmental basis.

Section 11

The Company may establish shifts for Customer Servicemen starting at noon between May 1 and October 31, and starting at 11:00 a.m. between November 1 and April 30. No employee shall be compelled to work such a schedule. The Company may solicit volunteers for such a schedule, and employees selected for such a schedule shall be selected according to seniority by classification at each reporting headquarters.

Section 12

The Company and the Union Executive Committee shall meet and attempt to agree on procedures for distributing callout and scheduled overtime. Present practices relative thereby shall continue until changed by agreement of the parties. Overtime arising at the end of the day at any reporting headquarters shall be offered to such employees present in the crew room ten (10) minutes prior to quitting time according to the practice existing at each headquarters.

Article XV WEATHER CONDITIONS

Section 1

It is recognized that certain work and operations of the Company must be performed regardless of weather conditions. However, when practicable, employees may not be required to work out of doors in severe weather conditions.

Section 2

All bargaining unit employees who report to work under the Article will be assigned available work and will not suffer loss of straight time pay.

Section 3

Overtime under this Article shall consist of time actually worked, provided however that bargaining unit employees who report for scheduled overtime will be assigned available work for a minimum of two hours.

Article XVI ASSIGNMENT OF WORK

The Management agrees that Company employees not covered by this Agreement shall not perform classified work except for instructional purposes or when necessary in order to protect the health and safety of the public or except as provided for in Article XXIX – Trainees.

Article XVII HOLIDAYS

Section 1

Subject to necessary regulations, in order to maintain continuous service, all regular employees on active payrolls shall be granted the following named holidays with pay:

New Year’s Day (January 1)

• Martin Luther King Day (3rd Monday in January)

Good Friday (Friday preceding Easter)

Memorial Day (Last Monday in May)

Independence Day (July 4)

Labor Day (First Monday in September)

Veteran’s Day (November 11)

Thanksgiving Day (Fourth Thursday in November)

Day after Thanksgiving

Christmas Eve (December 24)

Christmas Day (December 25)

Personal Holiday (January 1 to December 31)* / **

*Personal Holiday may be taken in ½ day increments

**Employees working the four ten-hour day schedule will be given ten (10) hours to account for Personal Holiday and Floating Holiday time. In the event a holiday falls on an employee’s scheduled day off, they will be treated as per current contract language, consistent with station employees: 1) have the ability to get paid for it, which gives them an extra ten (10) hours pay at straight time in their paycheck; or 2) defer the holiday and receive a floating holiday (10 hours) “in lieu of” to be used within four weeks of the holiday.

Section 2

Employees who may be scheduled to work on the actual holiday, or the day granted in lieu of the holiday, shall have the option of: 1) double-time and one half for the day worked, or 2) a day off at a time mutually agreeable to the employee and Management within the same pay period in which the holiday falls or the following pay period. This option shall exist unless the employee is scheduled to work both the actual holiday and the day in lieu of this holiday, then premium pay shall be limited to the actual holiday. Time worked before or after the regular work schedule shall be paid for at the rate of time and one-half.

Section 3

Time and one-half shall be paid for all unscheduled work on holidays in addition to straight time for the holiday, except that double time shall be paid for all unscheduled work in addition to straight time for the holidays on Thanksgiving Day and Christmas Day.

Section 4

In cases where the Company does not designate equivalent time off due to a holiday falling on an employee’s rest day, an employee entitled to a day off in lieu of said holiday shall take it at a time mutually agreeable to the employee and Management within the same pay period in which the holiday falls or the following pay period.

Section 5

In cases when an employee is off sick for a period of time which involves a holiday, the employee will not be charged with a sick day for the holiday. Likewise, if an employee is off on military leave, the employee will be given credit for the holiday and no military pay deduction will be made for that day.

Article XVIII VACATIONS

Section 1

The vacation season shall extend through the entire calendar year.

Section 2

All regular employees completing active service as of December 31 of a given year will be granted vacation with pay based on the following schedule:

2011 Dependent Life Monthly Employee Contribution Rates
Cost Per $2,500 of Coverage for Employee’s Child(ren)	$0.28

 

Regular employees may purchase up to one (1) week of vacation each year. Purchased vacation will be deducted from the employee’s pay for the vacation hours taken, at their regular rate of pay. Purchased vacation must be approved by the Company.

Section 3

It is understood and agreed that the preference of an employee’s requested vacation time shall be given consideration, and the vacation period must be taken at a time, which in the judgment of local management makes for the efficient operation of the unit concerned. It is recognized that it is desirable to take vacation in periods of not less than one (1) week. The scheduling of vacations for a period of less than one week, except in an emergency, shall be requested by the employee to his immediate supervisor prior to the beginning of the workweek. Three (3) days from their annual complement of vacation days may be taken without the notice requirements noted above, in the same manner as an employee’s Personal Holiday outlined in Article XVII. These three (3) vacation days may be taken in one-half (1/2) day increments.

Section 4

Employees shall indicate preference for vacation periods on a vacation schedule as required by Local Management.

Section 5

Employees will have the option to carry over one (1) week of vacation into the next calendar year. The postponed week will be taken in a full week increment during the following year and will be in accordance with Section 3 above. The request for carryover must be presented in writing to the employee’s supervisor no later than December 1 for vacations postponed into the next calendar year.

Section 6

Employees electing the four ten-hour day schedule will deduct increments of ten (10) hours when charging vacation, vacation bought, death in family, and sick time when off the entire day.

Article XIX SICK OCCURRENCES/ABSENCE MANAGEMENT

Section 1

A maximum of three (3) sick occurrences or a combined total maximum of ten (10) working days per calendar year, under which a doctor’s excuse will not be required, may be taken in the event of illness. Employees exceeding three (3) occurrences or a maximum of ten (10) days in a calendar year will require appropriate medical documentation.

Section 2

Any employee leaving work (“home sick”) less than two hours after arrival will be considered to have incurred a sick day and an occurrence. If the employee obtains a medical excuse, he or she will not be charged with an occurrence. A doctor visit to obtain such an excuse may be paid for under the doctor visit portion of the bargaining unit medical plan.

In the event an employee working the four ten-hour day schedule must leave due to sickness, he will be required to stay at work a minimum of four hours before being able to charge “home sick”, which will not count against their sick benefits of sick refresh date. Employees working the standard five eight-hour day schedule must stay for a minimum of two (2) hours before charging “home sick”, the sick time recorded does not count against their sick benefits or sick refresh date.

Date of hire to 1 year of service	1 Week Vacation
1-4   Years of Service	2 Weeks Vacation
5-13   Years of Service	3 Weeks Vacation
14-21   Years of Service	4 Weeks Vacation
22-29   Years of Service	5 Weeks Vacation
30 or more Years of Service	6 Weeks Vacation
The additional week of vacation will be added in January of the anniversary year. (EX: Employee’s 5th anniversary date is June 9, 2011; he will receive 3 weeks of vacation effective January 1st of 2011.)

 

Section 3

Refresh provision. When an employee uses his/her sickness/disability benefit and then does not miss a full sick day within the next 182 calendar days (six months), the employee is restored to full benefits under the sickness/disability policy.

Section 4

Family and Medical Leave Act as proposed.

Article XX PUBLIC SERVICE

Section 1

Regular employees temporarily engaged in public service for which they are compensated from the public treasury, such as jury duty, witness duty, and election board service, shall receive their regular earnings in addition to the compensation received from the public treasury for each scheduled day that they are absent from work in performance of the above public duties.

Section 2

It is understood, however, that such absences shall be taken only with prior knowledge and approval of the employee’s immediate supervisor. Employees dismissed from the above duties prior to a scheduled workday shall report to work at the start of the scheduled workday. Employees dismissed from the above duties between 8:00 a.m. and 11:00 a.m. on a workday will report for work within a reasonable time.

Section 3

Employees, while engaged in public service, shall be scheduled to start at 8:00 a.m.

Article XXI TIME OFF ALLOWED – DEATH IN FAMILY

In cases of death in the immediate family, the employee will be allowed three (3) days with pay at straight-time rate.

Immediate family will include husband, wife, children, parents, brothers, sisters, legal guardian, mother-in-law or father-in-law, and grandchildren (includes step relatives as identified above).

Time off not to exceed one day to attend the funeral will be allowed for the following: spouse’s brothers or sisters, brother’s or sister’s spouse, grandfather, grandmother, spouse’s grandfather, spouse’s grandmother, employee’s aunts, uncles, sons-in-law, and daughters-in-law.

No additional time off allowed will be permitted beyond the three days provided.

Article XXII EXPENSES

Section 1

The Company will pay reasonable expense for travel, meals, and lodging of employees assigned to temporary duty, which requires them to be away from home overnight.

Section 2

The Company will pay a meal allowance to employees who are called out for unscheduled overtime and required to work four (4) hours or more. Employees will receive additional meal allowances for each four-hour period worked thereafter.

Section 3

The Company will pay a meal allowance to employees who are required to work two (2) hours or more past their normal work schedule. Employees will receive additional meal allowances for each four (4) hour period worked thereafter.

Section 4

If the period of time worked is less than four (4) hours, any time spent eating the meal will not be paid. If the period of time worked is more than four (4) hours, any time spent eating meals will be paid. Time spent eating meals will be paid up to one-half hour if required.

Section 5

Reimbursement shall be by paycheck no later than the second paycheck following submission of the appropriate form. If the reimbursement is not made in the second paycheck, the affected employee will be reimbursed through a separate expense check.

Section 6

Employees who are called out to work during the normal meal periods of 7:00 a.m. to 9:00 a.m., 11:00 a.m. to 1:00 p.m., and 4:00 p.m. to 6:00 p.m. will be entitled to a meal allowance in accordance with Article XXII, Section 2, and additional meal allowances every four hours thereafter until the overtime assignment is completed. These meal periods will be recognized for all call-out overtime assignments except those, which occur prior to an employee’s normal working hours in the morning. Employees who are called out in this manner and who continue to work on the overtime assignment through or until their normal starting time will be entitled to two meal allowances.

Section 7

Meal allowances paid under this Article will be equal to $11.00 August 28, 2014 and thereafter $12.00 for the remaining life of this Agreement.

Article XXIII AUTOMOBILE MILEAGE ALLOWANCE

All employees who are authorized by the Company to use their own automobiles on Company business shall be paid mileage by the Company as follows:

Section 1

Employees shall be paid actual mileage excluding the distance to and from the employee’s residence and the district offices or reporting headquarters, or to and from the employee’s residence to the point where the day’s work begins. This Section shall not affect the mileage allowance of employees who are directed to report to scattered work locations.

Section 2

Where two or more eligible employees ride in one car, only one (1) mileage claim shall be allowed.

Section 3

All mileage claims are subject to the Company’s requirements for liability insurance coverage and must have the prior approval of Local Management.

Section 4

Payment for approved mileage shall be monthly at the prevailing Internal Revenue Code rate. If the Internal Revenue Service eliminates its mileage provision, payment shall be monthly at the Final Internal Revenue Code Rate.

Article XXIV LAYOFFS

Section 1

Layoffs of regular employees shall be administered on a seniority basis within the bargaining group applied Company wide.

Section 2

Recalls from layoffs shall be in the reverse order of layoffs.

Section 3

Employees laid off will retain recall rights for a thirty-six (36) month period from date of layoff.

Section 4

Recalled employees who have accepted to return to a job shall continue to retain seniority rights for the purpose of recall to their original location for a twelve-month period from date of recall.

Article XXV JOB NOTIFICATION AND SELECTION

Section 1

Job applicants must submit a job application for posted vacancies. In determining the selection of successful job applicants, the senior applicant will be selected at the rate for which he or she qualifies with the following exceptions:

Selection for Work Group Leader (Construction), Fitter Leader, Work Group Leader, will be based on the Agreement dated August 1, 1985.

Selection for Work Group Leader (General – Station Repairman), and Station Repairman “A” will be based on the Station Repairman Agreement dated August 31, 2000.

An employee may be given reasonable tests (oral, written, or practical) to assist Management in determining the employee’s qualifications.

An employee with ten (10) or more years of service will not be reduced in pay below Pay Grade 10 (Pay Grade 11 effective August 28, 2014 ) if selected for a lower job classification. However, if the job classification is lesser rated than Pay Grade 10 (Pay Grade 11 effective August 28, 2014) , the employee will receive only the highest rate for that classification.

Section 2

It is understood and agreed that the Company will inform the Union of all bargaining unit job vacancies and the creation of new jobs. The procedure for such notification will be:

The Company will notify the Secretary of the Union in writing within thirty (30) calendar days of the job classification to be posted Company wide by the Secretary of the Union within fourteen (14) calendar days after receipt, except job vacancies up to and including Pay Grade 10 and which occur in a reporting headquarters with existing surplus employees will be posted only within that reporting headquarters. The job will be posted “As Qualified” except in a case of specific agreement to the contrary by the Executive Committee of the Union and the Human Resources Department. All selections will be made at the highest level for which the job applicant can qualify under Section 1 of this Article.

Employees eligible to bid on job vacancies shall apply in writing to District Management within a seven (7) day period after a job has been posted by the Union.

Management shall, within seven (7) days, notify the Union of its selection or non-selection of an applicant to fill the job vacancy. After the selection is made, other applicants will have seven (7) days in which to present any grievance. No man shall be classified for the job he has been selected to fill until the grievance period has elapsed or until any grievance concerning the job has been disposed of. The employee selected for the job shall be assigned on a temporary basis and paid the classified rate for the job until the seven (7) day grievance period has elapsed or until any grievance concerning the selection has been resolved. The successful applicant for the job shall be properly classified on the first of the month following the seven (7) day temporary assignment or the final determination of any grievance concerning the selection to fill the job in question. Management shall identify all bidders, indicating their order of seniority, as soon as possible upon job close. Employees will have 24 hours (one working day) to decide to accept/decline the job. All bidders will have 24 hours to consider the job vacancy. In the event the senior bidder declines the job following the 24-hour period, the second senior bidder will be offered the job, upon which he will give his decision to accept/decline the job, and so forth, until a successful bidder accepts the position.

The notification of the Union as to the employee selected for a job vacancy as a result of job notification will be done in the same manner as the notification of job vacancies described in the first paragraph of this Section before the successful job applicant is notified by Management.

If a vacancy cannot be filled through job postings, Management may permanently assign either a surplus employee from that reporting headquarters or the employee from that reporting headquarters with the least seniority over four months. Assignment of any classified employee will be on a temporary basis.

Any unsuccessful applicants for a job vacancy will be told by their supervisor of the reason therefore, if the employee so requests.

It is agreed that upgrades within a job classification are not vacancies, and the Company in such cases is not required to notify the Union of a job vacancy.

The Union will be notified by the Employee and Labor Relations Department in writing no more than thirty (30) calendar days after the creation of all vacancies whether the classification is to be changed or eliminated and the reasons for such action outlined. If this notification is not presented, the job will be posted as vacated in accordance with Section 2 of this Article. In cases of retirement, the vacancy will be deemed to be created on the last day the employee physically works. In cases of vacancies created by job bidding, the notice period will be deemed to expire on the day following the expiration of the seven (7) day grievance period referred to in Section 2 of this Article, unless a grievance is filed within that period, in which case the notice period will expire on the fourteenth (14th) calendar day following the date that the grievance is resolved.

Section 3

If a job vacancy of which the Union has been notified under Section 2 is to be filled by a surplus employee, the Union shall be so informed by the Human Resources Department and no further processing of the job vacancy shall be done by the Union.

Section 4

If the Company intends to hire for a previously posted position that has been vacant for more than ninety (90) days, prior to the hiring of a new employee, the job will be re-posted for bid as prescribed under Section 2.

Section 5   Bidding Locations

Kiski, Valley, Valley Station, Truittsburg Station, Roaring Run Station, Girty Station, and Dice Station – these locations are treated as one composite group for bidding purposes. To fill a job that has been posted in these areas, the senior bidder will be chosen from among bidders in this group. If there are no bidders from this group, the most senior bidder from any of the other reporting locations within the Company will be selected.

Likewise, Monongahela, Waynesburg, Gibson Station, Wall Station will be treated as one composite group for bidding purposes and follow bidding rules identified above.

Johnstown and Rager Mountain will be treated a composite group for bidding purposes and follow bidding rules identified above.

Hopewell, Gibsonia and Grove City, Although treated as one composite location for bidding purposes, the Western bidding location differs from the other composite groups in that employees from the reporting location where the job is posted have first preference over other employees both within the group and outside the group. To fill a job that has been posted in any of these areas, first choose the senior bidder from the reporting location. If there are no bidders from the reporting location, then choose the senior bidder from the rest of the composite group. Finally, if there are no bidders from any of these areas, choose the most senior person from any of the other reporting locations within the Company.

Pitt Street (including ECO) will be treated as one composite group for bidding purposes and follow bidding rules identified above.

Altoona AND Greensburg are considered “stand alone” groups for bidding purposes. To fill a job that has been posted at one of these locations, the senior bidder from that specific location will be chosen; if there are no bidders from that specific location, the most senior bidder from any other reporting location within the Company will be selected.

Section 6   Pay Grade 13 and Retention (Corrosion, Welder, GM&R, and Stopper/
Station Repair/T&S Group Leaders

In all cases, employees bidding into the Corrosion, Welder, and GM&R progression after the effective date of this agreement, must remain in the job family progression at their original shop for a minimum of two (2) years. The company will consider extenuating or extraordinary circumstances of an employee who requests to bid prior to this two-year requirement. In these situations, the company agrees to meet and discuss such a request with the union and the effected employee. Requirements to progress to the Pay Grade 13 will be as follows:

• Corrosion Line of Progression:

• Corrosion Specialist (Pay Grade 12) incumbents, as of the execution/signature date of this amendment, will be given the option of upgrading to Pay Grade 13. Anyone not a Corrosion Specialist (Pay Grade 12) as of the date of the CBA ratification on December 3, 2010, will be required to successfully pass a PNG Corrosion Test (not the N.A.C.E. certification) before moving to the Pay Grade 13.

• Successful bidders (not currently in the corrosion progression) will come into the Corrosion Progression at the Corrosionman B (Pay Grade 11) classification. Corrosionman B will remain at the Pay Grade 11 classification for a period of one (1) year. At the completion of one (1) year, incumbent will progress to the Corrosionman A (Pay Grade 12) classification. After six (6) months in the Corrosionman A classification, the employee may elect to take the mutually agreed upon PNG Corrosion Test which is expected to be final by June 15, 2011 to progress to the Corrosionman Specialist (Pay Grade 13). In the event employee does not successfully pass the required testing, he will remain at the Pay Grade 12. A six (6) month time period of working time must be completed before a PNG Corrosion re-test is administered.

• Employees in the Corrosion line of progression will have the option of working a 4 day/10 hour work schedule or a 5 day/8 hour schedule with individual election to be made annually and effective for that calendar year.

• The two (2) year “stay put” clause remains in effect for anyone entering the Corrosion line of progression, as outlined above.

• Welder Line of Progression:

Successful bidder will come into the Welder Progression at the Welder (Pay Grade 11) classification. Welder will remain at the Pay Grade 11 classification for a period of one (1) year. At the completion of one (1) year, incumbent will progress to the Welder A (Pay Grade 12) classification. After obtaining the Welder A classification, the employee may elect to take the identified testing to progress to the Welder Specialist (Pay Grade 13). In the event employee does not successfully pass the required testing, he will remain at the Pay Grade 12. A three-month time period of working time must be completed before a re-test is administered. Incumbent Welder Specialists (Pay Grade 12) at the time of ratification, will progress to the Welder Specialist (Pay Grade 13) as soon as administratively possible. (List of current qualified incumbents to be provided to Management and Union.)

GM&R Line of Progression:

Successful bidder will come into the GM&R Progression at the GM&R Technician I (Pay Grade 11) classification. GM&R Technician I will remain at the Pay Grade 11 classification for a period of one (1) year. At the completion of one (1) year, incumbent will progress to the GM&R Technician II (Pay Grade 12) classification. After obtaining the GM&R Technician II classification, the employee must demonstrate proficiency in a pre-defined list of tasks (administered by a 3rd party) to progress to the GM&R Specialist (Pay Grade 13). In the event employee does not successfully pass the required testing, he will remain at the Pay Grade 12. A three-month time period of working time must be completed before a re-test is administered. Incumbent GM&R Technician I’s (Pay Grade 9’s) at the time of ratification, will progress to the new GM&R Technician I classification (Pay Grade 11) soon as administratively possible, and progress as identified above. Incumbent GM&R Technician II’s (Pay Grade 11) at the time of ratification, will progress to the new GM&R Technician II classification (Pay Grade 12) at the time of ratification. Incumbent GM&R Specialists (Pay Grade 12) at the time of ratification, will progress to the new GM&R Specialist classification (Pay Grade 13). (List of current incumbents to be provided to Management and Union.)

WGL – Stopper Crew (Stopper Crew Leader), WGL – Station Repair (Station Repair Crew Leader), and T&S Crew (T&S Crew Leader):

Successful bidders for future WGL-Stopper, WGL-Station Repair and T&S Crews, will come in at the Pay Grade 13 classification. Successful candidates must have the experience required by the agreement applicable to their respective classification. Incumbents of the above identified positions (Pay Grade 12) at the time of ratification, will progress to the new Specialist classification (Pay Grade 13) soon as administratively possible. (List of current incumbents to be provided to Management and Union.)

WGL-Construction, and all other Pay Grade 12 classifications, will remain at the Pay Grade 12.

There will be no additional pay for holding a CDL license at the Pay Grade 13 level.

The ECO position will also follow a similar three (3) year progression schedule, starting at a Pay Grade 8 (ECO – Start) for a period of one (1) year. At the completion of one (1) year, incumbent will progress to a Pay Grade 9. After incumbent has completed a second year in the ECO position, he/she will progress to the Pay Grade 10; and to Pay Grade 11 after three (3) years (highest level in the ECO progression).

Section 7   In-House Fitter Agreement

The Company and Union agree to replace the Utilityperson classification and Utilityperson agreement with this “In House Fitter Agreement” (signed and dated September 3, 2010). This agreement will broaden the fitter classification by adding the work set forth in this agreement to the fitter classification as exclusive bargaining unit work. This agreement will bring back “in-house” work that is presently being completed using contractors.

The “Fitter” classification will start at Pay Grade 5. A “Fitter” will progress to Pay Grade 6 after one (1) year , Pay Grade 7 after two (2) years, Pay Grade 8 after three (3) years, Pay Grade 9 after four (4) years , Fitter Operator Pay Grade 10 after five (5) years, and Fitter Operator Pay Grade 11 after six (6) years.

No later than the end of the 1st Quarter of 2011 (March 31, 2011), the following work will be performed exclusively by UWUA Local 666 employees (replacing the work currently performed by our line-locating contractors):

• Locating all gas lines and facilities owned by Peoples Natural Gas;

• Responding to one-call tickets for the purpose of third-party contractor surveillance; and

• Responding to aerial patrols.

• The following items will be revisited within twelve (12) months of the signing of this agreement:

• Walking (line-walking) of all lines and facilities owned by Peoples Natural Gas;

• Service Line Leak Surveys;

• Corrosion reads;

• Anode installation;

• Installing “line markers”;

• Perform test station locating and repair; and

• Meter automation and post automation meter reading.

• Should the Company exercise its management rights to outsource any of this work, all “Fitters” classified pursuant to this in-house agreement will immediately be converted to “Fitter Operator (after 1 year).”

• Fitter Operators within the location will be given the opportunity to operate first. Fitters will not be upgraded to Fitter Operator when asked to operate, but they will be paid the appropriate rate when performing other classified work.

• Classified employees with permanent restrictions, performing work identified in this Agreement or other restricted work, will not be displaced by this Agreement.

• The Company will create a new classification titled “Pipeline Inspector”. All incumbents who are inspecting will be re-classified to Pipeline Inspector. All future Pipeline Inspector vacancies will be posted for bid.

Article XXVI SURPLUS EMPLOYEES

Section 1

Employees who are declared surplus because of job deletion or the closing of a reporting headquarters will not suffer loss of earnings, either through job bidding or reassignment.

The Union shall be notified as soon as it has been determined by the Company that an employee or group of employees is surplus or that a reporting headquarters will be closed. The effective date of the surplus shall not be more than fourteen (14) calendar days following the giving of the notice, and the Company shall be obligated to discuss proper reassignment with not more than two members of the Union Executive Committee, the local representative, and the surplus employee(s). In cases of the closing of a reporting headquarters, up to five members of the Union Executive Committee will be permitted to participate in the discussion of the proper reassignment.

Unless otherwise agreed under (a) of this Section, surplus employees shall be identified by classification within the location based upon least Company service.

The Company shall, within two (2) years, reassign these employees to other classifications within the reporting headquarters, depending upon experience and qualifications. This section does not apply to employees who have been declared surplus as a result of the closing of a reporting headquarters.

Surplus employees shall not be classified to a classified job vacancy which carries a higher rate than the rate of the employee at the time they became surplus except as permitted in Article 25.

Except in the case of the closing of a reporting headquarters, if the identified surplus employee(s) cannot be absorbed within the reporting headquarters under Section (c), the employee(s) with the least Company service within the reporting headquarters will be reassigned within the division in accordance with Sections (f), (g), (h), and (i) of this Article. In cases of the closing of a reporting headquarters, the identified surplus employees will have the option to select a reporting headquarters within 45 minutes driving time from the employee(s) residence. However, should no location exist within that 45 minute time frame, the employee shall be required to report to the reporting headquarters nearest to the employee(s)’ residence.

Mileage shall be paid to the identified surplus employee not to exceed one year. If two or more regular employees should be affected by this Section, arrangements should be made by those affected employees to travel together since only the use of one vehicle would be reimbursed for each day.

If a surplus employee, as determined under Section (e) of this Article, incurs an additional hour or more travel time as a result of this reassignment to a new reporting headquarters, he shall receive the equivalent of one hour’s pay daily at his straight time rate for a six-month period.

If an affected employee under Section (e) of this Article should be selected for another job, provisions under (f) and (g) would case as of the date of his selection.

All surplus employees will receive all negotiated increases for their present classification and will then have their rate of pay maintained until the pay level of their assigned classification exceeds their rate of pay.

However, the wage increase protection will cease at the time either of the following events occur:

The surplus employee successfully bids to a job, which is in the same or higher wage classification as the job from which the employee was surplussed.

The surplus employee declines the right to be assigned to the next job vacancy, which occurs in the same job classification and reporting headquarters from which surplussed.

Employees declared surplus will have one opportunity to accept reassignment to the same job classification and reporting headquarters from which surplussed. This right of preferential reassignment shall not be available to employees who bid on jobs posted “as surplus” prior to July 31, 1987.

This subsection will apply to all employees declared surplus after July 31, 1985. Preferential reassignment will be made on the basis of greater length of Company service.

Employees transferred to a new reporting headquarters under this Article shall be given primary consideration in returning to their former reporting headquarters if additional manning is required at that plant. Such a transfer will be handled according to Section 3 of Article XXV.

Section 2

This Article does not include employees with permanent physical and health limitations that prevent the individuals from performing their normal work as required of their classification.

 

Article XXVII DISABLED EMPLOYEES

Section 1

Employees who have at least 10 years of credited service who are certified by the Health Services (coordinator in HR) as able to perform the duties of a job vacancy available shall return to work at a rate of pay equal to the rate for their classification at the time of disability plus all negotiated, upgraded, progression, or other contractual increases between the date of disability and the date of actual return to work. This rate will be maintained until their newly assigned classification rate equals that rate unless the newly assigned classification carries a higher rate.

If a job vacancy of which the Union has been notified under Article XXV, Section 2, is to be filled by a disabled employee, the Union shall be so informed by the Employee and Human Resources Department, and no further processing of the job vacancy shall be done by the Union.

Section 2

Any regular employee who becomes disabled as a result of compensable (on-the-job) accident and who is no longer able to perform the work of his classification shall have his present rate of pay maintained, including all negotiated increases, if he returns to work.

Article XXVIII DEMOTION, SUSPENSION, AND DISCHARGE

Section 1

Demotions, suspensions, and discharges must be for just cause and must be imposed no later than 60 calendar days from the date the Employee and Labor Relations Department is notified of the incident.

Section 2

The President of the Union and the Representative of the headquarters where the employee reports shall be notified of demotions, suspensions, disciplines, and discharges. Notification shall be oral, followed by written notice from the Human Resources Consultant explaining the facts.

The Union president shall receive copies of all written warnings.

Section 3

The Company shall be obligated to discuss reassignment as a result of demotion with three members of the Union Executive Committee, the local representative, and the demoted employee.

Section 4

The Union and the Company agree that all disciplines for violation of the bargaining unit work rules will become stale and invalid upon the employee’s maintaining a clean record of any demotions, suspensions, disciplines, or disciplinary letters for four (4) years from the date of the last infraction. All written warnings for violation of bargaining unit work rules will become stale and invalid upon the employee’s maintaining a clean record of any demotions, suspensions, disciplines, or written warning letters for 18 months from date of the last infraction.

It is further agreed that once discipline becomes invalid, neither the Company nor the Union may refer to or use the stale discipline to support or defend its position in any future proceeding involving discipline for any employee or in the grievance procedure, including arbitration, for any employee. However, active discipline for the employee, which becomes invalid during the processing of a related grievance or arbitration, may be used by either party to support or defend its position until the grievance has reached its final disposition. It is further agreed that this Section shall become null and void upon demand of the Union if the Company amends or alters the bargaining unit work rules.

Section 5

If the Union requests arbitration pursuant to the terms and conditions of Article VI of this Agreement for grievances related to demotion, suspension or discharge, the Company will agree to participate in the FMCS expedited arbitration.

Article XXIX TRAINEES

Section 1

Employees selected for technical, professional, or supervisory training, whether or not from the bargaining group, may be assigned during the training period to various duties within occupations covered by the bargaining group.

Section 2

When so assigned, trainees shall not displace any employee nor hinder promotions within the bargaining group, and as trainees they shall not be subject to the provisions of this Agreement.

Section 3

The Union shall be informed of individuals selected as trainees prior to assignment.

Section 4

Any employee selected as a trainee from the bargaining group who is returned to the bargaining group for any reason will return to the bargaining group at the same classification, or a classification of equal rate on the Classified Rate Schedule, which he held prior to becoming a trainee. An employee, who returns to the bargaining unit group after a period of six (6) months or more from their date of selection, will return as a newly hired employee, subject to the provisions of Article XXX – New Employees.

Section 5

In case of a trainee who is returned to the bargaining unit, Section 2 of Article XXV – Job Notification and Selection, shall be waived.

Article XXX NEW EMPLOYEES

Section 1

All employees shall be considered full time regular employees from the date of hire, including contractual bidding rights. All rights regarding hiring, evaluation, and termination of new employees are reserved to the Company for a Probationary Period of six (6) months of (17) or more days per month.

Article XXXI LOSS OF DRIVING PRIVILEGES

All job classifications require the possession of a valid driver’s license, with the exception of Emergency Center Operator, Station Engineer and Station Engineer (Relief). If an employee, other than employees in the above classifications, fail to maintain his/her driving privileges other than for medical reasons, the following actions will be taken:

First Incident

An employee who fails to maintain driving privileges must notify his/her immediate supervisor 10-days prior to revocation or immediately upon license suspension, whichever comes first. Under no circumstance will an employee be permitted to operate a vehicle without a valid driver’s license. Failure to provide such notification will subject the employee to disciplinary action.

Upon notification, commencing on the effective date of the loss of his/her driving privileges, the employee will be temporarily assigned other duties within or outside his/her classification at his/her work location where driving privileges are not required. This re-assignment will not exceed six (6) months from the effective date of the loss of his/her driving privileges.

The employee will be compensated for any temporary work assignments at his/her classified rates, irrespective of the rate of the job to which he/she is assigned, but if the temporary assignment results in an upgrade, the employee will be paid at the higher rate.

Employees temporarily assigned due to loss of driving privileges shall not be entitled to any travel time or mileage to their respective payroll location.

The employee will be removed from the call-out list.

During that six-month period, and upon submitting proof of driving privilege restoration, the employee will be permitted to resume his/her former position and regular duties.

If the employee is classified in a position that requires the possession of a valid Commercial Driver’s License, that employee will not be entitled to the hourly upgrade (currently 25cents/hour) paid to CDL holders until his/her driving privileges are restored.

To the extent that employees without valid driver’s licenses are being accommodated in their classification, there will be no loss of job progression rights.

If, at the end of the six (6) month period described above, the employee still has not regained his/her driving privileges, the employee will be removed from his/her job and the job will be filled through the job bidding provisions of Article XXIV, Section 2 of the then-current collective bargaining agreement. The employee will be put on an unpaid suspension to last for three (3) months. If, at the end of this three-month period, the employee has not regained driving privileges, the employee will be terminated.

During the three (3) month time-off with no pay period, the employee may use any accrued vacation time.

Second Incident

An employee who fails for a second time to maintain his/her driving privileges as described above, must notify his/her immediate supervisor 10-days prior to revocation or immediately upon license suspension, whichever comes first. Failure to provide such notification will be considered to be cause for dismissal.

Upon notification, commencing on the effective date of the loss of his/her driving privileges, the employee will be temporarily assigned other duties in the fitter classification at his/her work location where driving privileges are not required, provided a Rehabilitation Program is established and agreed to between the Company, Union and employee. This re-assignment will not exceed twelve (12) months from the effective date of the loss of her/her driving privileges. NOTE: In the event a Rehabilitation Program established and/or agreed to between affected parties following the second loss of driving privileges is not followed by the employee, the employee will be terminated.

The employee will be compensated for any temporary work assignments at three (3) pay grades lower than his/her classified rates. However, no employee will be reduced in pay below Pay Grade 5. In the event the temporary assignment results in an upgrade, the employee will be paid at the higher rate.

Employees temporarily assigned due to loss of driving privileges shall not be entitled to any travel time or mileage to their respective payroll location.

The employee will be removed from the call-out list.

During that twelve (12) month period, and upon submitting proof of driving privilege restoration and successful completion of the established Rehabilitation Program, the employee will be permitted to resume his/her former position and regular duties.

If the employee is classified in a position that requires the possession of a valid Commercial Drivers License, that employee will not be entitled to the hourly upgrade (currently 25cents/hour) paid to CDL holders until his/her driving privileges are restored.

To the extent that employees without valid driver’s licenses are being accommodated in their classification, there will be no loss of job progression rights.

Commencing on the effective date of the loss of his/her driving privileges, the employee will be removed from his/her job and his/her job will be filled through the job bidding provisions of Article XXIV Section 2 of the then-current collective bargaining agreement. The employee will remain in the job to which he is assigned until he/she regains his/her driving privileges and is thereafter able to bid to any job to which he/she can bid under the then-current collective bargaining agreement. After the completion of the twelve (12) month period described above, if the employee still has not regained his/her driving privileges, the employee will be put on an unpaid suspension to last for three (3) months. If, at the end of this three-month period, the employee has not regained driving privileges and/or not completed the Rehabilitation Program, the employee will be terminated.

During the three (3) month time-off with no pay period, the employee may use any accrued vacation time.

Third Incident

An employee who loses his/her driving privileges a third time will be terminated immediately upon revocation of driver’s license.

Miscellaneous

If an employee maintains a continuous ten year period free of any convictions for misdemeanors and felonies of any kind, not limited to driving infractions, any loss of driving privileges covered by this policy will be treated as a first offense.

The terms of this agreement shall be effective on October 7, 2010. No incidents that resulted in suspensions before October 7, 2010 shall be counted as incidents under this agreement.

Article XXXII UNION SECURITY

Section 1

Any employee who, at the effective date of this Agreement, is a member in good standing of the Union and any employee who becomes a member thereafter shall, as condition of employment, remain a member of the Union in good standing for the duration of this Agreement, provided, however, that any employee may terminate his future membership obligation by withdrawing from membership in the Union, with a copy to the Manager of Employee and Labor Relations of the Company, at any time during the fifteen (15)-day period prior to the expiration date of the contract. Any employee who, at the time of the effective date of this Agreement, is not a member in good standing of the Union shall not be required to become a member as a condition of continued employment. However, it shall be required for each employee who is not a member of the Union, as a condition of employment to pay to the Union each month, a service charge as a contribution toward the administration of this Agreement and the representation of such employee. The service charge for the first month and in each month thereafter shall be an amount equal to the Union’s regular and usual monthly dues.

Section 2

All new employees hired after the effective date of this Agreement shall, as a condition of continued employment, become members of the Union on the 31st day following employment, and remain members in good standing of the Union for the duration of this Agreement, provided, however, that any employee may terminate his future membership obligation by withdrawing as indicated in Section 1 of this Article.

Section 3

The term “good standing” shall, for the purpose of this Article, mean that the employee has not been delinquent in tendering the periodic dues required as a condition of retaining membership in the Union.

Section 4

The Company agrees to deduct the Union Initiation Fee from each new employee and to make monthly payroll deductions for Union dues or service charge upon proper authorization signed by any employee covered by this Agreement and will forward promptly the monies so deducted to the Treasurer of the Union. One-half of the total Initiation Fee will be deducted in each of the first two months after attaining regular status with the Company.

Section 5

It is understood that authorization shall be entirely voluntary on the part of such employee and limited to the period of this Agreement and extensions thereof and shall be subject to cancellation at any time during the fifteen-day period prior to the expiration of the contract by the employee’s individual written request to the Human Resources Consultant of the Company with a copy to the Union or by written notice from the Treasurer of the Union to the Human Resources Consultant of the Company.

Section 6

In the event of litigation over the application of this article, the Union shall save the Company harmless and indemnify the Company against any and all loss, liability, damages, and expenses.

Section 7

For the term of this Agreement, the Company agrees to pay eight (8) hours per day (139/2140 Time) for the wages of the Union President. During periods of vacation or sickness, the Union President may designate another Union Officer to be paid under this provision.

Section 8

The Company agrees to deduct political contributions (C.O.P.E. deductions) and transmit to the Treasurer of the UWUA the amount specified for each hour worked from the wages of those employees who voluntarily authorize such contributions on the forms provided for that purpose by the Union. These employee deductions will be made biweekly; however, the transmittals to the UWUA treasurer will be monthly. It is understood that the authorizations shall be entirely voluntarily and may be revoked at any time.

Section 9

AGREEMENT – Involuntary Severance Due to Merger or Acquisition

If a regular union eligible employee of the Peoples Natural Gas Company is involuntarily separated from employment due to job elimination because of a merger with or acquisition by another company, the terminated employee will be entitled to receive the following within twelve (12) months after the merger or acquisition:

Six (6) month’s pay calculated at the employee’s base hourly rate times 1040 hours paid as a lump sum. This pay will be taxable to the employee and is not thriftable or pensionable.

Six (6) months of continuous medical coverage based upon the employee’s current level of coverage.

Six (6) months of continuous life insurance coverage based upon the employee’s current level of coverage.

Article XXXIII TERMS OF AGREEMENT

Section 1

This Agreement and all Letters of Agreement shall be in effect until and including October 31, 2015, and for renewal periods of one year thereafter, unless canceled by either party by giving notice in writing at least 60 days prior to the anniversary date of this Agreement or sixty (60) days prior to the expiration of any subsequent one (1) year period.

Section 2

Negotiations for a new Agreement shall commence not less than 60 days prior to the termination of this Agreement.

AGREEMENT – Selection of Work Group Leaders (Construction) and Fitter Leaders

It is hereby agreed between Union and Management that:

Selection of a Work Group Leader (Construction) or a Fitter Leader will be the senior applicant having no less than three years’ job experience (cumulative) in any one or more of the following classifications: Work Group Leader (Construction), Fitter Leader, Fitter, Welder, Fitter Operator or Equipment Operator.

The three (3) year requirement does not apply to those employees classified as a Work Group Leader (Construction), Fitter Leader, Fitter, Welder, or Equipment Operator on August 1, 1985.

The three (3) year requirement set forth in paragraph 1 shall be reduced to two (2) years for any employee in the workforce as of August 1, 1985, who is not classified as a Work Group Leader (Construction), Fitter Leader, Fitter, Welder, or Equipment Operator on August 1, 1985, but who has been classified in any one or more of those classifications before August 1, 1985.

Job experience pursuant to Section 1 shall include any time spent performing any of the duties of any of the classifications set forth in Section 1, whether or not the employee holds such a classification when the work was performed. Performance of work during any part of a day constitutes a day’s experience. This section shall be effective upon the ratification of this agreement. Job experience prior to this date shall be determined by the local practice existing when the job experience occurred. The second sentence of this section applies only to this letter of agreement. The Company shall develop a system to track and record job experience.

AGREEMENT Selection of Station Repair Crew Leader and Station Repairman “A”

SELECTION

The Maintenanceman “A” (Station) assigned to Valley Station, Northern Division, and Rager Mountain Station, Johnstown Division will be reclassified as Station Repairmen “A” (refer to side agreement dated 5/28/2004).

Selection of Repair Crew Leader will be the senior applicant having no less than three (3) years cumulative job experience in any one or more of the following classifications: Work Group Leader (General Station Repairman), Station Repairman, Station Engineer or Station Maintenance. The three (3) year requirement does not apply to those employees classified as Work Group Leader, Station Repairman, Station Maintenance or Station Engineer on July 31, 1985.

An employee selected for a Station Repairman classification will initially be classified as a Station Repairman “B,” Pay Grade 9, unless the employee has at least twelve (12) months of previous experience as a Station Repairman, in which case the employee will be selected as a Station Repairman “A.” This twelve-month requirement does not apply to those employees classified as Work Group Leader, Station Repairman, Station Maintenance or Station Engineer on August 31, 2000.

PROGRESSION

Either of the following criteria will be used to determine progression from Station Repairman “B” to Station Repairman “A”:

• Upon taking and successfully completing the Station Mechanic Test. An employee may request and take this test within the first 30 days of selection as a Station Repairman ‘B’ and physically reporting for work at the station.

• Upon attainment of twelve (12) months experience as a Station Repairman.

(Note: Nothing in this section shall supersede the Company’s rights under Article XXVII Demotion, Suspension and Discharge.)

AGREEMENT Operations Work Group

For purposes of this agreement, equipment is defined as backhoes, truck-mounted backhoes or trenching equipment.

Grandfathered equipment operators (Pay Grade 12) will be the first to perform the equipment operating work function within their assigned crew.

Two man fitting crews with equipment can consist of no less than a Fitter Leader and a Fitter Operator.

Construction crews engaged in laying mainline shall consist of no less than a Work Group Leader and two other classified employees.

Small dump trucks will continue to be used within fitter crews.

A joint committee comprised of Union and Management representatives will be established to review, validate and/or eliminate all applicable local agreements (verbal or written) relative to Fitters, Fitter Leaders, Equipment Operators and Work Group Leaders.

AGREEMENT Home Start

There will be home based reporting for those work functions where deemed appropriate by the Company. Home based reporting will be implemented by location, affecting all employees in that location in the selected job classifications.

 

AGREEMENT Damage Prevention Technician

Existing incumbent employees performing damage prevention line locating will be offered the opportunity to be assigned to Damage Prevention Technician positions at their current wage rates or at Pay Grade 9, whichever is higher. The Company reserves the right to assign employees with permanent medical restrictions to Damage Prevention Technician positions.

For ongoing bidding purposes, except as set forth above, no credit will be considered for fitter time or line locating time except for time classified or cross-classified into the Damage Prevention Technician position, August 28, 2014.

When call-out overtime for line locating is required, classified Damage Prevention Technicians will be called out first on a rotating seniority basis. The back up lists for line locator call-out overtime will be the Fitter Leader call-out list, followed by the Fitter Operator call-out list.

Within two years following ratification of this agreement, UWUA Local 666 employees will perform all damage prevention line locating for all Company locations, irrespective of the terms of other collective bargaining agreements, except where, effective August 28, 2014, damage prevention line locating is being performed by Utility Workers Union of America Local 242 pursuant to the collective bargaining agreement in effect on that date between Local 242 and Peoples Natural Gas Company (TWP).

AGREEMENT Construction Work

1.   Addition of Jobs

   a.   All damage prevention, construction work, related tie-ins and restoration work shall be performed exclusively by Local 666 bargaining unit employees within all parts of the Company’s territory, excluding a) territory assigned to Peoples-TW Phillips locations as of August 28, 2014, b) line locating currently performed as of August 28, 2014 by members of the USW Local 12050 bargaining unit as part of leak repair and maintenance, with the understanding that as part of the USW Local 12050 leak repair and maintenance, members of the Local 12050 bargaining unit may replace and tie in the minimum amount of main line necessary as part of a leak repair if there is no other option as part of that leak repair and c) excluding the Company’s West Virginia and Kentucky operations.

   b.   Directly related to the Company’s Long Term Infrastructure Improvement Plan (LTIIP) and with the goal of improving the quality of this important work and at the same time improving the management of the costs of these projects, the Company will create an internal construction and restoration work force to increase the amount of pipeline construction and restoration work performed by members of the Local 666 bargaining unit. From and after August 28, 2014) , the Company will gradually increase UWUA Local 666 staffing to a number that will enable 100% of the Company’s construction and restoration work to be done in house within two years (construction season 2016). The aforesaid period of time within which the size of the Local 666 bargaining unit work force shall be increased to cause all Company construction work to be done by members of the Local 666 bargaining unit shall apply to all types of construction, including but not limited to seasonal construction. The parties recognize that there will be jobs and/or circumstances that will require the use of required outside contractors to perform required specialized work. In such instances, the parties shall meet in advance and agree to the use of such external resources.

   c.   Should the Company exercise its right to contract construction work pursuant to Article XIII, Section 1 of this Agreement , all employees in the Local 666 bargaining unit in any of the construction-non seasonal or construction-seasonal classifications (Work Group Leader-C, Work Group Leader-CS, Fitter Leader-C, Fitter Leader-CS, Fitter-Operator-C, Fitter-Operator-CS, Fitter-C and Fitter-CS) shall be placed in the appropriate classifications of the fitter progression that was in use as of August 27, 2014, with all contractual wage increases to be applied to said employees as if the 2014 modification of this agreement had not occurred and based upon all recognized fitter time. In addition, should the company exercise its right to contract construction work pursuant to Article XIII, Section 1 of this agreement, all of the terms and conditions of employment applicable to the bargaining unit as described in the November 1, 2010 to October 31, 2015 collective bargaining agreement prior to the August 28, 2014 revisions will apply. Also, the service territories applicable to Local 666 shall be as they were directly prior to the August 28, 2014 contract revisions.

2.   Schedule

   a.   The Company shall have the right to provide that a portion of its aforesaid construction work shall be performed on a seasonal basis. Work performed on a seasonal basis shall regularly be performed from March 1 through December 31 of each calendar year and the employees engaged in seasonal construction work shall be classified as “Construction-Seasonal (CS)”. Employees in any seasonal construction classification shall be paid “Time Off Allowed” (TOA) during the months of January and February. Due to the seasonal nature of the work to be done by employees in the Construction-Seasonal classifications, the TOA received by these employees is the equivalent of a vacation shut-down as defined under legal statutes defining eligibility or ineligibility for unemployment compensation benefits and irrespective of how it is denominated in this agreement, it is referred to and meant to be referred to as “TOA Shutdown”.

   b.   It is anticipated that employees in Construction-Seasonal classifications will have a regular opportunity to work overtime. The Company shall provide the Union an annual overtime report reflecting the overtime worked by each employee in the Construction-Seasonal classifications.

   c.   Planned and non emergency construction work that may become available in the months of January and/or February shall be offered first by union seniority within the respective classifications within the service territory of the shop in which the work will occur and then by union seniority within the respective classifications within the division where the work will occur. In all cases, the work will be offered by union seniority first to employees classified as construction-non seasonal employees, then to employees classified as construction-seasonal employees in TOA Shutdown status and then to Operation and Maintenance (O & M) employees in the respective shop(s). If an insufficient number of employees volunteer for the required work, then reverse seniority by shop location shall be used in order to obtain the necessary number of required employees. The group of employees used to obtain employees if there is an insufficient number of volunteers shall not include employees classified as construction-seasonal employees in TOA Shutdown status.

   d.   Employees working construction (seasonal and other) will be placed on a supplementary call out list.

3.   Staffing

   a.   There shall be a minimum of one construction crew per location and there shall be a minimum of four construction crews per division.

   b.   The Company and the Union shall meet to discuss the details of the construction organization and crew make-up prior to the posting of any construction crew job positions.

4.   Wages

   a.   Employees in any seasonal construction classification shall be paid a wage rate equal to 88% of the wage rate for that job classification. These rates are set forth in the Classified Rate Schedule and Classified Rates attached to this agreement. Overtime and benefits based on earnings for individuals in the seasonal construction classifications shall be calculated with reference to the wage rates for those classifications.

   b.   Employees in any seasonal construction classification shall be required to take the lesser of two weeks of vacation or 50% of their vacation entitlement in the months of January and/or February separate from TOA Shutdown pay. For the remainder of the months of January and February, these employees shall receive Time Off Allowed, paid at the wage rate for their seasonal construction classification. This Section 4-b shall not apply to employees who are not in any seasonal construction classification.

   c.   Upgrades in classification shall be offered to employees within the construction crew before offering the upgrade to employees who are not in the construction crew.

   d.   Employees in any seasonal construction classification who are offered and who perform work during the TOA Shutdown period and who are paid TOA Shutdown pay and/or vacation pay for that period will also be paid for the hours worked at the appropriate contractual overtime rate.

5.   Job Bidding

   a.   Construction jobs will be classified as either Construction (C) with a 12 month working schedule and Construction –Seasonal (CS) with a ten month working schedule, with work scheduled from March 1 through December 31 of each year and with such employees off work on Time Off Allowed (TOA Shutdown Period) in January and February of each year.

   b.   All construction jobs, whether classified as Construction or Construction-Seasonal, shall be bid as Work Group Leader, Fitter Leader, Fitter-Operator and Fitter positions. The contractual bidding process shall apply to all such postings.

   c.   Successful bidders for any Construction and Construction-Seasonal positions shall be required to remain in the position bid upon for a period of twelve consecutive months commencing from the date of selection. At the end of the twelve month period, such employees shall be permitted to bid for and accept another position, with the proviso that the employee may be required to remain in the construction classification from which the employee bid until the end of the calendar year during which the employee bid out of the construction classification. In situations where employees request permission to bid out of the construction classification prior to the end of the twelve month period mentioned above due to extenuating or extraordinary circumstances, the Company agrees to consider the request and also agrees to meet and discuss the request with the Union and the requesting employee.

   d.   Individuals who bid for Work Group Leader-Construction positions but who are not qualified for the position shall be awarded the job at Pay Grade 12 (Fitter Leader) until such time as the employee attains three (3) years of fitter time or until the Company recognizes that the employee is able to lead a construction crew, whichever first occurs. Except as set forth in the immediately preceding sentence, the job selection process for the Work Group Leader-Construction position shall follow the current Fitter Leader selection process.

   e.   The two-year “ramp up” period toward elimination of external contractors will apply to seasonal as well as other types of construction.

6.   Sick Occurrences/Absence Management. Employees classified as Construction-Seasonal (CS) who are on sick pay as of January 1 shall continue to have time designated as sick time until released to return to work. If the release to return to work occurs before the end of February, the employee shall be placed on Time Off Allowed until the end of February.

AGREEMENT-UWUA Local 242/USW Local 12050

1.   All references to UWUA Local 242 new service territories in this agreement include the agreement of the Company to provide in its agreements with UWUA Local 242 that UWUA Local 666 shall have “live gas” language in the UWUA Local 242 service territory.

2.   The parties understand that the Company is in the process of negotiating an agreement with USW Local 12050 regarding company operational and geographic flexibility. In case of any conflict over work to be done by Local 666 under this agreement and work to be done by USW Local 12050 , the terms of this agreement shall prevail.

3.   The Union and the Company agree to meet and resolve any unforeseen issues that may occur under this agreement.

MISCELLANEOUS ITEMS AGREED TO DURING 1991 THROUGH 2004 NEGOTIATIONS

Drug Testing Policy to be amended as follows:

• Split samples for any employee shall be maintained after the first positive test.

• Disciplinary schedule to be as follows:

• First test positive, 10-day suspension.

• Second test positive, 30-day suspension.

• Third test positive, discharge.

The DOT Drug Misuse Prevention Plan and the Alcohol Misuse Prevention Plan allows for the use of service agents for random selection, collection, alcohol testing, laboratory testing and the MRO work. The random selection process for random drug testing will be done by an outside vendor using a computer-based number generator to select employees for testing.

The Medical Review Officer can be changed upon mutual agreement of the Company and Union.

Two-Person Zones: In those areas where “two person zones” apply to the scheduling of customer servicemen, the following will apply:

Two customer servicemen shall work together at all times while doing turnoffs.

After nightfall, each customer serviceman will commence work upon arrival at the jobsite without waiting for his or her partner, unless the physical safety of the employee will be endangered by working alone.

Management may identify additional two person zones as required with input from the Union, the Customer Service Department and the Combined Accident Reduction Effort (CARE) Committee.

 

 

 

 

 

 

 

SICKNESS/DISABILITY BENEFIT SCHEDULE
Years of Credited Service	Weeks at Full Pay	Weeks at Half Pay	Total Weeks of Benefits
0-6 months	4	2	6
6 months but less than 5	4	22	26
5	8	18	26
6	8	23	31
7	8	28	36
8	8	33	41
9	12	34	46
10 but less than 20	12	40	52
20 but less than 25	14	38	52
25 but less than 30	16	36	52
30 or more	18	34	52
Note: 1 week = 40 hours

*These rates become effective on August 28, 2014 with regard to the rates in the 11/1/2013 column above.

CLASSIFIED RATES

Pay Code

G00061      Casual Laborer

FMS I Rates

G00871    FMS 1 (Start)

G00872    FMS 1 (After 1 year)

Pay Grade 5

G00890      Fitter

———      Fitter (Construction)

G00891      Fitter (CDL +$0.25/hr)

———      Fitter (Construction) (CDL +$0.25/hr)

 

Pay Grade 5-A   

   ——–      Fitter-Construction Seasonal

   ———      Fitter-Construction Seasonal (CDL +$0.25/hr)

 

Pay Grade 6

G00892      Fitter (after 1 year)

———      Fitter (Construction) (after 1 year)

G00893      Fitter (after 1 year) (CDL +$0.25/hr)

———      Fitter (Construction) (after 1 year) (CDL +$0.25/hr)

 

Pay Grade 6-A   

   ———      Fitter (after 1 year)-Construction Seasonal

   ———      Fitter (after 1 year)-Construction Seasonal (CDL + $0.25/hr)

Pay Grade 7

G00894      Fitter (after 2 years)

———      Fitter (Construction) (after 2 years)

G00895      Fitter (after 2 years) (CDL +$0.25/hr)

G00895      Fitter (Construction) (after 2 years) (CDL +$0.25/hr)

 

Pay Grade 7-A   

   ——–      Fitter (after 2 years)-Construction Seasonal

   ———      Fitter (after 2 years)-Construction Seasonal (CDL +$0.25/hr)

 

Pay Grade 8

G00125      Customer Serviceman B

G00184      Emergency Center Operator (Start)

G00532      Station Engineer (Start)

———      Station Engineer (Relief) (Start)

G00896      Fitter (after 3 years)

———      Fitter (Construction) (after 3 years)

G00897      Fitter (after 3 years) (CDL +$0.25/hr)

———      Fitter (Construction) (after 3 years) (CDL +$0.25/hr)

 

Pay Grade 8-A   

   ——–      Fitter (after 3 years)-Construction Seasonal

   ———      Fitter (after 3 years)-Construction Seasonal (CDL +$0.25/hr)

 

Pay Grade 9*

G00865      Fitter Operator (Start) Fitter (after 4 years)

———      Fitter Operator (Construction)(Start) Fitter (after 4 years)

G00536      Station Repairman B

G00864      Storage Pool Operator

G00595      Truck Driver

G00644      Warehouseman

G00181      Emergency Center Operator (After One Year)

G00876      Fitter Operator – CDL (Start) Fitter (after 4 years)+ $0.25/hour

———   Fitter Operator (Construction) –(Start) Fitter (after 4 years) CDL + 0.25/hour

G00877      Truck Driver – CDL + $0.25/hour

———      Damage Prevention Technician (Start)

*Reference to Fitter Operator Pay Grade 9 is only used for unqualified Fitter Leader selection with less than 6 months of Fitter time.

 

Pay Grade 9-A   

   ——–      Fitter Operator (Start) Fitter (after 4 years)-Construction Seasonal

   ———      Fitter Operator (Start) Fitter (after 4 years)-Construction Seasonal (CDL$0.25/hr)

 

Pay Grade 10

G00645      Station Engineer

———      Station Engineer (Relief)

G00597      Truck Driver (Heavy)

G00307      Leak Detection Inspector

G00182      Emergency Center Operator (After Two Years)

G00360      Meter Reader (After Two Years)

G00538      Storage Pool Operator (After Two Years)

G00875      Warehouseman (After Two Years)

G00879      Truck Driver – CDL (Heavy) + $0.25/hour

G00885      General Maintenanceman

G00900      Fitter Operator (after 5 years)

———      Fitter Operator (Construction) (after 5 years)

G00901      Fitter Operator (after 5 years) (CDL +0.25/hr)

———      Fitter Operator (Construction) (after 5 years) (CDL +0.25/hr)

———      Damage Prevention Technician (After One Year)

 

Pay Grade 10-A   

   ——–      Fitter Operator (after 5 years)-Construction Seasonal

   ———      Fitter Operator (after 5 years)-Construction Seasonal (CDL+$0.25/hr)

 

Pay Grade 11

G00874      Station Engineer (After Two Years)

———      Station Engineer (Relief) (After Two Years)

G00598      Truck Driver Heavy (After One Year)

G00124      Customer Serviceman A (After 1 Year)

G00179      Electrician A

G00323      Maintenanceman A

G00535      Station Repairman A (After Test, or 1 Year)

G00537    Storage Pool Operator A

G00183      Emergency Center Operator (After 3 Years)

G00881      Truck Driver Heavy – CDL (After 1 Year) + $0.25/hour

G00902      Fitter Operator (after 6 years)

———      Fitter Operator (Construction) (after 6 years)

G00903      Fitter Operator (after 6 years) (CDL +$0.25/hr)

———      Fitter Operator (Construction) (after 6 years) (CDL +$0.25/hr)

G00110      Corrosionman B

G00621      Welder B

G00862      GM&R Technician I

———      Damage Prevention Technician (After Two Years)

 

Pay Grade 11-A   

   ——–      Fitter Operator (after 6 years)-Construction Seasonal

   ———      Fitter Operator (after 6 years)-Construction Seasonal (CDL+$0.25/hr)

Pay Grade 12

G00232      Fitter Leader

———      Fitter Leader (Construction)

G00315      Machinist Specialist

G00177      Electrician Specialist

G00873      Customer Service A (After 2 Years)

G00533      Station Engineer (After 3 Years)

———      Station Engineer(Relief) (After 3 Years)

G00350      Mechanic A

G00882      Fitter Leader – CDL + $0.25/hour

———      Fitter Leader (Construction)– CDL + $0.25/hour

G00884      Mechanic A – CDL + $0.25/hour

G00908      Pipeline Inspector

G00109      Corrosionman A

G00620      Welder A

G00863      GM&R Technician II

 

Pay Grade 12-A   

   ——–      Fitter Leader-Construction Seasonal

   ———      Fitter Leader-Construction Seasonal (CDL +$0.25/hr)

 

 

Pay Grade 13

G00111      Corrosion Specialist

G00618      Welder Specialist

G00460      GM&R Specialist

G00905      Stopper Crew Leader

G00906   S   Station Repair Crew Leader

G00907      T&S Group Leader

G00915      Work Group Leader – Construction

 

 

Pay Grade 13-A   

   ——–      Work Group Leader-Construction Seasonal

 

 

 

 

PRE-Peoples Natural Gas(prior to 2/1/2010)

BENEFITS ADDENDUM

The attached provisions are for documentation purposes only as pre-2/1/2010retires are covered by Dominion.

Retiree Medical

Employees retiring between October 1, 1995, and December 31, 2004, will be provided coverage under the System Retiree Medical Plan for the PNG Union. Plan provisions were previously distributed. Under current plan provisions, deductibles and prescription plan co-payments will increase each January 1 based on the percentage increase in the medical component of the consumer price index from July through the following June (For example: For the change to be effective January 1, 1996, the relevant consumer price index period would be from July 1994 through June 1995). Out of pocket maximums will also increase each January 1 to an amount equal to five (5) times the adjusted plan deductible.

The participant’s monthly contribution for the System Retiree Medical Plan for the PNG Union for employees retiring between January 1, 1995 and December 31, 2004, (non-Medicare and Medicare eligible) and the Managed Care POS Plan shall be adjusted each January 1, as determined by the plan administrator, based upon the projected amount of the plan costs per participant exceeding the Company’s share of the plan costs per participant. The Company’s share of any increase in plan costs per participant will be an amount equal to the increase in the medical component of the consumer price index applied to the Company’s baseline costs of 1993. Plan costs per participant exceeding the Company’s share shall be divided equally among all participants in the form of increased monthly contributions.

Employees retiring between January 1, 1997 and December 31, 2004, and their covered dependents who are not yet eligible for Medicare (generally under age 65) will be covered by the Managed Care – POS Plan if they reside in an area where a Managed Care – POS Plan is available through the CNG Network. Retirees who reside outside of the Managed Care POS service area will be covered by the System Retiree Medical Plan for the PNG Union.

Employees retiring between January 1, 1997 and December 31, 2004, and their covered dependents that are or become Medicare eligible (generally age 65 and over) will be covered by a Medicare HMO if they reside in an area where a Medicare HMO is offered by CNG. Medicare eligible retirees who reside outside of a Medicare HMO area will be covered by the System Retiree Medical Plan for the PNG Union. The cost per covered individual for the Medicare HMO will be determined by the HMO in which he or she is enrolled. These rates will be adjusted periodically, as determined by the HMO.

Employees with 10 or more years of pension service who retire on or after January 1, 2005, who are not Medicare eligible, and their covered dependents, will be provided medical coverage under Medical Plan 1. The participant’s monthly contribution rates for 2005 shall be $100 per individual/$150 per family. Effective January 1, 2006, monthly contribution rates will increase based on the percentage increase in the medical component of the consumer price index for the twelve-month period ending the second preceding December. (For example, for the change effective January 1, 2006, the relevant consumer price index period would be from December 2003 to December 2004). In no event will monthly contributions increase by more than 5% per year.

Employees with 10 or more years of pension service who retire on or after January 1, 2005, who are Medicare eligible (generally age 65 and over), and their covered dependents, will be covered by a Medicare HMO if they reside in an area where a Medicare HMO is available. Medicare eligible retirees who reside outside of a Medicare HMO area will be covered by Medical Plan 1, with primary coverage provided by Medicare. The participant’s monthly contribution rates for 2005 shall be $80 per individual/$120 per family. Effective January 1, 2006, monthly contribution rates will increase based on the percentage increase in the medical component of the consumer price index for the twelve-month period ending the second preceding December. (For example, for the change effective January 1, 2006, the relevant consumer price index period would be from December 2003 to December 2004). In no event will monthly contributions increase by more than five percent (5%) per year.

Subject to the parties’ understanding set forth in the side letter, any language in the System Plan for the PNG Union and/or the Peoples Union Retiree Health and Welfare Plan that currently permits the Company to eliminate the Plan, or change any of its terms and conditions, except for any current language allowing a change in deductibles and prescription plan co-payments based on changes in the Medical CPI, and except for any current language allowing a change in out-of-pocket maximums, and except for any current language allowing changes in monthly contributions based on projected plan costs per participant exceeding the Company’s share of plan cost per participant, shall be eliminated insofar as application of the System Plan or the Peoples Union Retiree Health and Welfare Plan to retired or retiring bargaining unit employees is concerned.

 

Summary of Custom Benefits

Active Employee

With your PPO, or Preferred Provider Organization, if you receive services from a provider who is in the PPO network, you’ll receive the highest level of benefits. If you receive services from a provider who is not in the PPO network, you’ll receive the lower level of benefits. In either case, you coordinate your own care. There is no requirement to select a Primary Care Physician (PCP) to coordinate your care. Below are specific benefit levels that apply during your benefit period.

                        Peoples Natural Gas 016607-00, 01, 70, 71

Classified Rate Schedule
			Effective	Effective	Effective	Effective	Effective
Pay Scale Group		5/1/2010	1/1/2011	11/1/2011	11/1/2012	11/1/2013	11/1/2014
		annual % increase:®	5.0%	2.5%	2.5%	2.5%	2.5%
			2.75 + 2.25 VEBA conversion
Pay Grade 5 Pay Grade 5A		$17.68	$18.56	$19.03	$19.50	$19.99 17.59*	$20.49 18.03
Pay Grade 5 Pay Grade 5A	w/CDL	$17.93	$18.81	$19.28	$19.75	$20.24 17.84*	$20.74 18.28
Pay Grade 6 Pay Grade 6A		$18.74	$19.68	$20.17	$20.67	$21.19 18.65*	$21.72 19.11
Pay Grade 6 Pay Grade 6A	w/CDL	$18.99	$19.93	$20.42	$20.92	$21.44 18.90*	$21.97 19.36
Pay Grade 7 Pay Grade 7A		$19.82	$20.81	$21.33	$21.86	$22.41 19.72*	$22.97 20.21
Pay Grade 7 Pay Grade 7A	w/CDL	$20.07	$21.06	$21.58	$22.11	$22.66 19.97*	$23.22 20.46
Pay Grade 8 Pay Grade 8A		$24.52	$25.75	$26.39	$27.05	$27.73 24.40*	$28.42 25.01
Pay Grade 8 Pay Grade 8A	w/CDL	$24.77	$26.00	$26.64	$27.30	$27.98 24.65*	$28.67 25.26
Pay Grade 9 Pay Grade 9A		$25.06	$26.31	$26.97	$27.65	$28.34 24.94*	$29.04 25.56
Pay Grade 9 Pay Grade 9A	w/CDL	$25.31	$26.56	$27.22	$27.90	$28.59 25.19*	$29.29 25.81
Pay Grade 10 PayGrade 10A		$26.00	$27.30	$27.98	$28.68	$29.40 25.87*	$30.13 26.52
Pay Grade 10 PayGrade 10A	w/CDL	$26.25	$27.55	$28.23	$28.93	$29.65 26.12*	$30.38 26.77
Pay Grade 11 PayGrade 11A		$27.06	$28.41	$29.12	$29.85	$30.60 26.93*	$31.36 27.60
Pay Grade 11 PayGrade 11A	w/CDL	$27.31	$28.66	$29.37	$30.10	$30.85 27.18*	$31.61 27.85
Pay Grade 12 PayGrade 12A		$28.24	$29.65	$30.39	$31.15	$31.93 28.10*	$32.73 28.80
Pay Grade 12 PayGrade 12A	w/CDL	$28.49	$29.90	$30.64	$31.40	$32.18 28.35*	$32.98 29.05
Pay Grade 13 PayGrade 13A		$29.37	$30.84	$31.61	$32.40	$33.21 29.23*	$34.04 29.96
(no CDL upgrades for Pay Grade 13)

(1)   Your group’s benefit period is based on a Calendar Year which runs from January 1 to December 31.

(2) Coverage for eligible members to age 21. Services will be paid according to the benefit category (e.g. speech therapy). Treatment for autism spectrum disorders does not reduce visit/day limits.

(3)   Services are limited to those listed on the Highmark Preventive Schedule. Gender, age and frequency limits may apply.

(4)   Treatment includes coverage for the correction of a physical or medical problem associated with infertility. Infertility drug therapy may or may not be covered depending on your group’s prescription drug program.

(5)   Highmark Healthcare Management Services (HMS) must be contacted prior to a planned inpatient admission or within 48 hours of an emergency or maternity-related inpatient admission. Some facility providers will contact HMS and obtain precertification of the inpatient admission on your behalf. Be sure to verify that your provider is contacting HMS for precertification. If not, you are responsible for contacting HMS. If this does not occur and it is later determined that all or part of the inpatient stay was not medically necessary or appropriate, you will be responsible for payment of any costs not covered.

(6)   You are responsible for the payment differential when a generic drug is authorized by your doctor and you purchase a brand name drug. Your payment is the price difference between the brand name drug and generic drug in addition to the brand name drug copayment or coinsurance amounts, which may apply.

 

 

Summary of Custom Benefits

Retiree Plan

With your PPO, or Preferred Provider Organization, if you receive services from a provider who is in the PPO network, you’ll receive the highest level of benefits. If you receive services from a provider who is not in the PPO network, you’ll receive the lower level of benefits. In either case, you coordinate your own care. There is no requirement to select a Primary Care Physician (PCP) to coordinate your care. Below are specific benefit levels that apply during your benefit period.

                            Peoples Natural Gas 016608-00, 01

Benefit	Network	Out-of-Network
Benefit Period(1)	Calendar Year
Deductible (per benefit period) Individual Family	$204 $409
Plan Payment Level – Based on the provider’s reasonable charge (PRC)	90% after deductible	70% after deductible
Out-of-Pocket Maximums (Once met, plan payment level becomes 100%) (Out of pocket maximum cross apply between in and out of network) Individual Family	$897 $1,793	$1,724 $3,447
Autism Spectrum Disorders (ASD) Maximum (per person)(2)	$36,000/benefit period
Lifetime Maximum (per person)	Unlimited
Primary Care Physician Office Visits	100% after $15 copayment	70% after deductible
Specialist Office Visits	100% after $25 copayment	70% after deductible
Preventive Care(3)
Routine Adult
Physical exams	100% (deductible does not apply)	70% after deductible
Adult immunizations	100% (deductible does not apply)	70% after deductible
Colorectal cancer screening	100% (deductible does not apply)	70% after deductible
Routine gynecological exams, including a Pap Test	100% (deductible does not apply)	70% (deductible does not apply)
Mammograms, annual routine and medically necessary	100% (deductible does not apply)	70% after deductible
Diagnostic services and procedures	100% (deductible does not apply)	70% after deductible
Routine Pediatric Physical exams	100% (deductible does not apply)	70% after deductible
Pediatric immunizations	100% (deductible does not apply)	70% (deductible does not apply)
Diagnostic services and procedures	100% (deductible does not apply)	70% after deductible
Emergency Room Services	90% after deductible
Spinal Manipulations	90% after deductible	70% after deductible
	Limit: $500 per person
Physical Medicine	90% after deductible	70% after deductible
Speech Therapy	90% after deductible	70% after deductible
Occupational Therapy	90% after deductible	70% after deductible
Allergy Extracts and Injections	90% after deductible	70% after deductible
Ambulance	90% after network deductible
Applied Behavior Analysis for ASD(2)	90% after deductible	70% after deductible
Assisted Fertilization Procedures	Not Covered
Dental Services Related to Accidental Injury	90% after deductible	70% after deductible
Diabetes Treatment	90% after deductible	70% after deductible
Diagnostic Services Advanced Imaging (MRI, CAT, PET scan, etc.)	90% after deductible	70% after deductible
Basic Diagnostic Services (standard imaging, diagnostic medical, lab/pathology, allergy testing)	90% after deductible	70% after deductible
Durable Medical Equipment, Orthotics and Prosthetics	90% after deductible
Enteral Formulae	90% (deductible does not apply)	70% (deductible does not apply)
Home Infusion Therapy	90% after network deductible
Home Health Care	90% after deductible	70% after deductible
Hospice	90% after deductible	70% after deductible
Hospital Services
Inpatient	90% after deductible	70% after deductible
Outpatient	90% after deductible	70% after deductible
Infertility Counseling, Testing and Treatment(4)	90% after deductible	70% after deductible
Maternity (facility & professional services)	90% after deductible	70% after deductible
Medical/Surgical Expenses (except office visits)	90% after deductible	70% after deductible
Mental Health
Inpatient	90% after deductible	70% after deductible
Outpatient	90% after deductible	70% after deductible
Private Duty Nursing	90% after network deductible
Respiratory Therapy	90% after network deductible
Skilled Nursing Facility Care	90% after deductible	70% after deductible
Substance Abuse
Inpatient Detoxification	90% after deductible	70% after deductible
Inpatient Rehabilitation	90% after deductible	70% after deductible
Outpatient	90% after deductible	70% after deductible
Therapy Services (Cardiac Rehab, Infusion Therapy, Chemotherapy, Radiation Therapy and Dialysis)	90% after deductible	70% after deductible
Transplant Services	90% after deductible	70% after deductible
Precertification Requirements(5)	Yes
Prescription Drug Deductible Individual Family	None None
Premier Prescription Drug Program Mandatory Generic(6) Defined by Premier Pharmacy Network – Not Physician Network. Prescriptions filled at a non-network pharmacy are not covered.	$502 per individual/$1,005 per family Out of Pocket Maximum   Retail Drugs (31-/60-/90-day Supply) Plan pays 80% per generic Plan pays 80% per brand     Maintenance Drugs through Mail Order (90-day Supply) Plan pays 80% per generic Plan pays 80% per brand

(1)   Your group’s benefit period is based on a Calendar Year which runs from January 1 to December 31.

(2) Coverage for eligible members to age 21. Services will be paid according to the benefit category (e.g. speech therapy). Treatment for autism spectrum disorders does not reduce visit/day limits.

(3)   Services are limited to those listed on the Highmark Preventive Schedule. Gender, age and frequency limits may apply.

(4)   Treatment includes coverage for the correction of a physical or medical problem associated with infertility. Infertility drug therapy may or may not be covered depending on your group’s prescription drug program.

(5)   Highmark Healthcare Management Services (HMS) must be contacted prior to a planned inpatient admission or within 48 hours of an emergency or maternity-related inpatient admission. Some facility providers will contact HMS and obtain precertification of the inpatient admission on your behalf. Be sure to verify that your provider is contacting HMS for precertification. If not, you are responsible for contacting HMS. If this does not occur and it is later determined that all or part of the inpatient stay was not medically necessary or appropriate, you will be responsible for payment of any costs not covered.

(6)   You are responsible for the payment differential when a generic drug is authorized by your doctor and you purchase a brand name drug. Your payment is the price difference between the brand name drug and generic drug in addition to the brand name drug copayment or coinsurance amounts, which may apply.

 

 

Benefit	Network	Out-of-Network
Benefit Period(1)	Calendar Year
Deductible (per benefit period) Individual Family	$410 $820
Plan Payment Level – Based on the provider’s reasonable charge (PRC)	80% after deductible	60% after deductible
Out-of-Pocket Maximums (Once met, plan payment level becomes 100%) (Out of pocket maximum cross apply between in and out of network) Individual Family	$1,229 $2,459	$2,461 $4,922
Autism Spectrum Disorders (ASD) Maximum (per person)(2)	$36,000/benefit period
Lifetime Maximum (per person)	Unlimited
Primary Care Physician Office Visits	100% after $15 copayment	60% after deductible
Specialist Office Visits	100% after $25 copayment	60% after deductible
Preventive Care(3)
Routine Adult
Physical exams	100% (deductible does not apply)	60% after deductible
Adult immunizations	100% (deductible does not apply)	60% after deductible
Colorectal cancer screening	100% (deductible does not apply)	60% after deductible
Routine gynecological exams, including a Pap Test	100% (deductible does not apply)	60% (deductible does not apply)
Mammograms, annual routine and medically necessary	100% (deductible does not apply)	60% after deductible
Diagnostic services and procedures	100% (deductible does not apply)	60% after deductible
Routine Pediatric Physical exams	100% (deductible does not apply)	60% after deductible
Pediatric immunizations	100% (deductible does not apply)	60% (deductible does not apply)
Diagnostic services and procedures	100% (deductible does not apply)	60% after deductible
Emergency Room Services	80% after deductible
Spinal Manipulations	80% after deductible	60% after deductible
	Limit: $500 per person
Physical Medicine	80% after deductible	60% after deductible
Speech Therapy	80% after deductible	60% after deductible
Occupational Therapy	80% after deductible	60% after deductible
Allergy Extracts and Injections	80% after deductible	60% after deductible
Ambulance	80% after network deductible
Applied Behavior Analysis for ASD(2)	80% after deductible	60% after deductible
Assisted Fertilization Procedures	Not Covered
Dental Services Related to Accidental Injury	80% after deductible	60% after deductible
Diabetes Treatment	80% after deductible	60% after deductible
Diagnostic Services Advanced Imaging (MRI, CAT, PET scan, etc.)	80% after deductible	60% after deductible
Basic Diagnostic Services (standard imaging, diagnostic medical, lab/pathology, allergy testing)	80% after deductible	60% after deductible
Durable Medical Equipment, Orthotics and Prosthetics	80% after deductible
Enteral Formulae	80% (deductible does not apply)	60% (deductible does not apply)
Home Infusion Therapy	80% after network deductible
Home Health Care	80% after deductible	60% after deductible
Hospice	80% after deductible	60% after deductible
Hospital Services
Inpatient	80% after deductible	60% after deductible
Outpatient	80% after deductible	60% after deductible
Infertility Counseling, Testing and Treatment(4)	80% after deductible	60% after deductible
Maternity (facility & professional services)	80% after deductible	60% after deductible
Medical/Surgical Expenses (except office visits)	80% after deductible	60% after deductible
Mental Health
Inpatient	80% after deductible	60% after deductible
Outpatient	80% after deductible	60% after deductible
Private Duty Nursing	80% after network deductible
Respiratory Therapy	80% after network deductible
Skilled Nursing Facility Care	80% after deductible	60% after deductible
Substance Abuse
Inpatient Detoxification	80% after deductible	60% after deductible
Inpatient Rehabilitation	80% after deductible	60% after deductible
Outpatient	80% after deductible	60% after deductible
Therapy Services (Cardiac Rehab, Infusion Therapy, Chemotherapy, Radiation Therapy and Dialysis)	80% after deductible	60% after deductible
Transplant Services	80% after deductible	60% after deductible
Precertification Requirements(5)	Yes
Prescription Drug Deductible Individual Family	None None
Premier Prescription Drug Program Mandatory Generic(6) Defined by Premier Pharmacy Network – Not Physician Network. Prescriptions filled at a non-network pharmacy are not covered.	$502 per individual/$1,005 per family Out of Pocket Maximum   Retail Drugs (31-/60-/90-day Supply) Plan pays 80% per generic Plan pays 80% per brand       Maintenance Drugs through Mail Order (90-day Supply) Plan pays 80% per generic Plan pays 80% per brand