Document/Exhibit Description Pages Size
1: 10-K Annual Report Form 10-K 94 518K
2: EX-10 Union C0Ntract, Eff. 5/16/97 124 297K
3: EX-12 Statement Re: Computation of Ratios 2 12K
4: EX-21 List of Subsidiaries of United Illuminating 1 5K
5: EX-27 FDS -- 12 Mos. of 1997 1 7K
EXHIBIT 10.10
Agreement
Between
THE UNITED ILLUMINATING COMPANY
And
LOCAL 470-1 OF THE
UTILITY WORKERS UNION OF AMERICA, AFL-CIO
May 16, 1997
TABLE OF CONTENTS
ARTICLE DESCRIPTION PAGE NO.
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Preamble 1
I Recognition 2
II Rates of Pay 2
III Overtime 9
IV Holidays 14
V Vacations 16
VI Sick Leave, Funeral Leave,
and Leave of Absence 19
VII Hospital, Medical, Dental,
and Disability Insurance 22
VIII The United Illuminating Company
Pension Plan and The United
Illuminating Company Plan for
Employees' Disability Benefits 26
IX Safety 28
X Tools and Equipment 29
XI Seniority 29
XII Management 33
XIII Contracting Out Work 33
XIV Union Security 34
XV Deduction of Union Dues 35
XVI Bulletin Boards 37
XVII Grievance Procedure 37
XVIII Equal Employment Opportunity 43
XIX Governmental Regulations 44
XX Notices and Certifications 44
XXI Duration of Agreement 44
EXHIBIT DESCRIPTION PAGE NO.
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I Schedule A: Rates of Pay for Occupational
Classifications 48
I Schedule B: Occupational Classifications 53
II Principles of Seniority 58
III Statement with Respect to Maintenance
of Membership and Agency Shop
Provision in Company-Union Contract 72
IV Dues Deduction Authorization Form 73
V Blue Cross & Blue Shield of Connecticut
Century Preferred Plan 74
VI Blue Cross & Blue Shield of Connecticut
BlueCare Plus POS Plan 79
VII Memorandum of Agreement 85
Certificate Concerning Authorization
to Execute Foregoing Agreement 86
AGREEMENT
Between
THE UNITED ILLUMINATING COMPANY
And
LOCAL 470-1 OF THE
UTILITY WORKERS UNION OF AMERICA, AFL-CIO
May 16, 1997
AGREEMENT entered into as of May 16, 1997, by and between THE UNITED
ILLUMINATING COMPANY, hereinafter referred to as the "Company," and LOCAL 470-1
OF THE UTILITY WORKERS UNION OF AMERICA, AFL-CIO, hereinafter referred to as the
"Union."
THIS AGREEMENT supersedes the agreement between the parties dated May
16, 1995.
WHEREAS, the Union and its predecessors were on August 13, 1942, April
6, l962, and July 11, 1973, certified by the National Labor Relations Board as
the collective bargaining representative of certain of the employees of the
Company; and
WHEREAS, both parties recognize that in the interests of public safety
and the welfare of the community, the Company must furnish an adequate and
uninterrupted supply of electricity; and
WHEREAS, both parties recognize the importance of continually
increasing productivity and efficiency in providing electricity to the community
at reasonable rates; and
WHEREAS, it is the desire of both parties to promote mutual confidence
and understanding and to provide an adequate and uninterrupted supply of
electricity;
NOW, THEREFORE, the parties agree as follows:
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ARTICLE I
RECOGNITION
SECTION l. Pursuant to said certifications by the National Labor Relations
Board, the Company recognizes the Union as the collective bargaining
representative of all of its employees, including the assistant dispatcher, but
excluding executives, supervisory employees, watch engineers, line foremen,
guards, police, watchmen, technical employees, confidential employees, private
secretaries and persons having access to corporate books and payrolls,
dispatchers, and receptionists directly connected with executive offices, for
the purpose of collective bargaining with respect to rates of pay, wages, hours
of employment, and other conditions of employment.
SECTION 2. The term "employees" as used in this Agreement shall refer only to
employees of the Company for whom the Union is the collective bargaining
representative, as provided in Section 1 of this Article. The use of a masculine
pronoun in this Agreement shall be deemed to include the masculine and feminine
gender.
ARTICLE II
RATES OF PAY
SECTION l. The parties accept and agree to an occupational classification system
which is incorporated herein by reference, as set forth on various sheets in
which each occupational classification is described, evaluated and classified by
grade, and collectively referred to as Exhibit I. A list of maximum and minimum
rates of pay for all occupations is attached hereto and made a part hereof and
marked Schedule A. A list of the occupational classifications now included in
Exhibit I showing the occupational code number and the grade of each such
occupational classification, is attached hereto and made a part hereof and
marked Schedule B.
- 2 -
SECTION 2. No occupational classification shall be altered or modified unless
changes in methods of operation justify the establishment of a new job or the
reclassification of an existing job. When a new job is established, or an
existing job is reclassified, the job shall be described, evaluated, and
classified by grade in accordance with the occupational classification system.
The Company will discuss the change with the Union at least one week before the
change takes effect.
SECTION 3. Any employee who has satisfactorily completed his probationary
period, as described in Section 4 of this Article, whose rate of pay is less
than the maximum rate of pay for his occupational classification, shall receive
an increase (other than General or Promotional Increase) in his rate of pay of
seventy-two cents per hour (but not to a rate higher than the maximum rate)
effective on the first Sunday in November.
SECTION 4. Prior to employment on a regular basis, a new employee will normally
be required to serve a probationary period which shall not exceed six months and
which ordinarily will not exceed three months.
SECTION 5. (a) When an employee is promoted to a higher occupational
classification, he shall receive as of the date of his promotion an increase in
his rate of pay according to the following schedule, or an increase in his rate
of pay to the maximum rate of pay of his new occupational classification,
whichever is smaller:
Number
of Grades Cents Per Hour
Promoted Increase
----------------------------------------------
l Twenty-three
2 Thirty-two
3 Forty-one
4 or 5 Fifty
More than 5 Fifty-nine
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In the special case of an employee who is receiving less than the
minimum rate of pay of his new occupational classification, the employee shall
receive as of the date of his promotion an increase in his rate of pay to the
minimum of that occupational classification, or an increase in his rate of pay
as designated in this paragraph above, whichever is greater. The provisions of
this paragraph shall not change an employee's scheduled increases as provided in
Section 3 of this Article.
If the promotional increase as set forth above brings an employee's
rate of pay to a rate 3 cents or less below the maximum for his new occupational
classification, the employee's regular hourly rate of pay will be increased to
the maximum rate of pay for his new occupational classification.
(b) Prior to promotion to a higher occupational classification, an
employee may be required to show successful performance in the higher
occupational classification for a trial period not to exceed ninety days;
provided, however, that he shall receive an increase in his rate of pay in
accordance with paragraph (a) effective upon the date of his assignment to the
higher occupational classification.
SECTION 6. (a) When a supervisor expressly assigns an employee temporarily,
except for training purposes, to work in a higher classification for at least
four hours (including overtime hours) in any one day, the employee shall receive
temporary assignment pay for all hours worked in that day. When a supervisor
expressly assigns an employee temporarily, except for training purposes, to work
in a higher classification for at least sixteen hours (including overtime hours)
in any one week, the employee shall receive temporary assignment pay for all
hours worked in that week. Temporary assignment pay shall be his regular hourly
rate increased according to the following schedule:
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Number of
Grades Above
Regular Cents Per Hour
Classification Increase
---------------------------------------------
l Forty-one
2 or 3 Fifty-one
4 or 5 Sixty-one
More than 5 Seventy-one
(b) No temporary assignment of more than 35 hours per week shall
continue more than six months, except in unusual circumstances such as an
assignment to a project of limited duration or an assignment caused by sickness,
injury, or leave of absence.
(c) As soon as possible after the first of each month, the Company
shall furnish the Union with a list of those employees temporarily assigned to a
higher occupational classification.
SECTION 7. Not less than five days prior to the effective date on which an
employee is changed from one occupational classification to another, which
change results in a reduction in his rate of pay, the Company shall notify the
Union that it intends to make such change.
SECTION 8. When an employee is changed from one occupational classification to
another, the Company shall notify the Union of such change unless it shall have
given the notice required under Section 7 above or Section 3, of Article XI.
SECTION 9. (a) The regular hourly rate of any employee regularly scheduled to
work rotating tours of duty in connection with a job which normally must be
continuously covered 24 hours per day including Saturdays, Sundays and holidays
(hereinafter referred to as a "rotating shift employee"), shall be increased ten
cents per hour for such time as he is so scheduled.
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(b) When any rotating shift employee is regularly scheduled to work
sixteen hours or more (other than overtime hours) on any night shift in any one
week, his regular hourly rate, as increased pursuant to paragraph (a), will be
increased $1.02 per hour for that week and this higher rate will be the basis of
compensation for that week. Night shift shall be construed to mean all regular
schedules starting at or between 10:00 P.M. and 5:59 A.M.
(c) When any rotating shift employee is regularly scheduled to work
sixteen hours or more (other than overtime hours) on any afternoon shift (or
sixteen hours consisting of eight hours on any afternoon shift and eight hours
on any night shift) in any one week, his regular hourly rate, as increased
pursuant to paragraph (a), will be further increased ninety-one cents per hour
for that week and this higher rate will be the basis of compensation for that
week. Afternoon shift shall be construed to mean all regular schedules starting
at or between l:00 P.M. and 9:59 P.M. The provisions of this paragraph shall not
apply to any employee who qualifies under the provisions of paragraph (b).
SECTION 10. (a) When any employee who is not a rotating shift employee is
regularly scheduled to work sixteen hours or more (other than overtime hours) on
any night shift in any one week, his regular hourly rate will be increased $1.07
per hour for that week and this higher rate will be the basis of compensation
for that week. Night shift shall be construed to mean all regular schedules
starting at or between 10:00 P.M. and 5:59 A.M.
(b) When any employee who is not a rotating shift employee is regularly
scheduled to work sixteen hours or more (other than overtime hours) on any
afternoon shift (or sixteen hours consisting of eight hours on any afternoon
shift and eight hours on any night shift) in any one week, his regular hourly
rate will be increased ninety-eight cents per hour for that week and this higher
rate will be the basis of compensation for that week. Afternoon shift shall be
construed to mean all regular schedules starting at or between 1:00 P.M. and
9:59 P.M. The provisions of this paragraph shall not apply to any employee who
qualifies under the provisions of paragraph (a).
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SECTION 11. When an employee is required to work on Sunday, he shall receive an
additional $4.70 (effective May 16, 1998, $4.85) (effective May 16, 1999, $5.00)
for each hour worked, and such additional amount shall be deemed to be a part of
such employee's regular hourly rate for that day.
SECTION 12. Occupational classification shall not be used by the Company to
reduce rates of pay now effective, except that the Company shall not be barred
from making appropriate adjustments in cases of disabled employees.
SECTION 13. Whenever employees are required by the Company to attend First Aid
Meetings or classes of instruction pertaining to new devices or equipment
adopted by the Company, the time spent at such meetings shall be considered as
hours worked and the pay for such hours shall be computed in the same manner as
that for other hours worked.
SECTION 14. In the case of an employee entitled under Section 9 or Section 10 of
this Article to shift premium for hours worked during the payroll period
immediately preceding such employee's vacation period, a shift premium of
fifteen cents per hour shall be considered a part of such employee's regular
hourly rate for the purpose of computing the vacation pay to which such employee
may be entitled under Article V.
SECTION 15. Any employee assigned to Grade l under the occupational
classification plan whose normal duties include assisting and instructing twelve
or more employees shall receive, in addition to any other pay to which he may be
entitled, seven cents for each hour for which such employee is entitled to pay
under this Agreement.
SECTION 16. The Company will provide 48 hours notice to any employee whose
scheduled starting time or quitting time is changed or whose scheduled day off
is changed or whose regular
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schedule is reinstated after such a change. If 48 hours notice is not given, the
employee shall receive one and one-half times his regular hourly rate during the
first work period in the new schedule for each of the first 8 hours worked which
are outside of his prior schedule, provided those hours otherwise would have
been paid at straight time. This provision shall not apply to any employee who
does not have a regular schedule, to any employee's return to his regular
schedule within 48 hours of the original change, or to any employee or employees
who request the change.
SECTION l7. An employee who is no longer able to do satisfactorily the work in
his regular occupational classification because of his mental or physical
condition shall receive either the regular hourly rate he was receiving at the
time of his disability or the regular hourly rate of any occupational
classification to which he may be assigned, the work in which he is then able to
do, whichever rate is higher.
SECTION 18. For the purposes of this Article, each cent per hour shall be
construed to mean forty cents per week for those employees who are paid by the
week.
SECTION 19. Whenever Operating Department employees are assigned to work on
other utilities' properties under the Utilities Mutual Assistance Program, one
and one-half times the regular hourly rate shall be paid for all hours of travel
time or work time provided such hours otherwise would have been paid at straight
time.
SECTION 20. When the travel distance between an employee's home and his
temporary work location is greater than the travel distance between his home and
his regular work location and he is authorized to provide his own
transportation, he shall be paid mileage at a rate determined by the Company for
the additional distance and shall be reimbursed for additional tolls.
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SECTION 21. (a) The regular hourly rate for all Line Group Leaders, Line Trouble
Shooters, and Line Workers First Class subject to the Company's procedures
governing the use of rubber gloves on lines and equipment energized at voltages
in excess of 5,000 volts shall be increased by a differential in the amount of
fifty cents for each hour paid.
(b) The regular hourly rate for all Line Workers Second Class who have
completed 18 months of service as a Line Worker Second Class and who have
successfully completed the "Rubber Gloving Training Program" shall be increased
by a differential in the amount of fifty cents for each hour paid.
ARTICLE III
OVERTIME
SECTION l. One and one-half times the regular hourly rate shall be paid to all
employees for hours worked in excess of forty hours in any one week, exclusive
of any hours worked on a holiday, for which payment is to be made in accordance
with the provisions of Article IV.
SECTION 2. (a) For employees whose regular daily schedule is eight hours or
less, one and one-half times the regular hourly rate shall be paid for hours
worked over eight hours in any one day, exclusive of any hours worked on a
holiday for which payment is to be made in accordance with the provisions of
Article IV. Employees who, for a period of at least three months, work a regular
daily schedule that exceeds eight hours, such as those employees who are
scheduled to work ten or twelve hours per day, shall be paid one and one-half
times the regular hourly rate for hours worked beyond their regular daily
schedule, exclusive of any hours worked on a holiday for which payment is to be
made in accordance with the provisions of Article IV. Employees who volunteer
for a period of less than three months to work a regular daily schedule that
exceeds eight hours shall be paid one and one-half times the regular hourly rate
for hours worke
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beyond their regular daily schedule, exclusive of any hours worked on a holiday
for which payment is to be made in accordance with the provisions of Article IV.
(b) If the Company decides to change the regular daily schedule for a
period of at least three months to one that exceeds eight hours, such as ten or
twelve hour shifts per day, the Company will endeavor to staff the new daily
schedule on a voluntary basis. If an insufficient number of employees volunteer
to work the new daily schedule, the Company will assign the necessary number of
employees to the new daily schedule, taking into consideration any personal
hardship that would occur as a result of such assignment.
SECTION 3. Overtime rates of pay shall not be applied more than once to any
particular hour worked.
SECTION 4. An employee required to report for work outside of and not contiguous
to his regularly scheduled work week shall receive a minimum payment equivalent
to four and one-half times his regular hourly rate. An employee called in to
work before the beginning of his regular work day and who is required to stop
work less than two hours immediately preceding his regular work day or who is
called in to work less than two hours immediately following his regular work day
shall receive compensation in such cases based upon continuous time from the
beginning of the overtime period until his regular starting time and from the
end of his regular work day to the time the employee finally stops work, but in
no event less than four and one-half times his regular hourly rate.
The Company shall continue to assign overtime work as far in advance as
is practicable. If an overtime work assignment, which is outside of and not
contiguous to an employee's regularly scheduled work week, is canceled by less
than twelve hours' notice to the employee prior to the start of the work, he
shall receive two hours' pay at his regular hourly rate.
- 10 -
SECTION 5. For work outside of and not contiguous to the regular schedule of
hours, the Company will either provide a meal or pay a meal allowance of $7.25
(effective May 16, 1999, $7.50) (effective May 16, 2001, $7.75) for the first
two consecutive hours of such work assigned with less than twelve hours' notice,
and an additional meal or meal allowance of $7.25 (effective May 16, 1999,
$7.50) (effective May 16, 2001, $7.75) for every five consecutive hours of such
work thereafter.
For work outside of and not contiguous to the regular schedule of
hours, the Company will either provide a meal or pay a meal allowance of $7.25
(effective May 16, 1999, $7.50) (effective May 16, 2001, $7.75) for the first
ten consecutive hours of work assigned with at least twelve hours' notice, and
an additional meal or meal allowance of $7.25 (effective May 16, 1999, $7.50)
(effective May 16, 2001, $7.75) for every five consecutive hours of such work
thereafter.
For work contiguous to the regular daily schedule of hours, the Company
will either provide a meal or pay a meal allowance of $7.25 (effective May 16,
1999, $7.50) (effective May 16, 2001, $7.75) for the first two additional hours
of work (provided the employee has worked at least ten consecutive hours) and an
additional meal or meal allowance of $7.25 (effective May 16, 1999, $7.50)
(effective May 16, 2001, $7.75) for every five consecutive hours of work
thereafter.
One-half hour paid meal time will be provided to any employee who is
entitled to a meal or a meal allowance under Section 5 and who works at least
two hours, either outside of and not contiguous to the regular schedule of
hours, or outside of and contiguous to the regular daily schedule of hours.
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SECTION 6. When an employee, not having at least four hours' notice, is required
to work between midnight and 8:00 A.M. and his regular daily schedule of hours
starts between 6:00 A.M. and 9:00 A.M., he shall be entitled to a rest period at
the beginning of his regular daily schedule of hours equal to the number of
hours worked between midnight and 8:00 A.M., up to five hours maximum, with pay
at his regular hourly rate. The Company may permit an employee to take his rest
period at any time during his regular daily schedule of hours. If the employee
is required to work during all or part of such rest period, he shall receive
additional pay for those hours worked, at his regular hourly rate. The
provisions of this Section shall be in place of and not cumulative with the
provisions of Article III, Section 4 and Article III, Section 7; provided,
however, the employee may choose to be paid in accordance with Article III,
Section 4 instead of in accordance with the provisions of this Section, but he
may not be paid under both Sections, and any hours worked between midnight and
8:00 A.M., which are the basis for any claim for compensation under this
Section, shall not be deemed to be hours worked for the purpose of Article III,
Section 7.
SECTION 7. (a) An employee required to work for an "extended work period," as
hereinafter defined, shall during such period be entitled to additional pay, as
hereinafter specified, in addition to being paid at his regular hourly rate for
all hours worked during such period. By definition, an employee shall be deemed
to be in an "extended work period" as of any moment if, but only if, he worked
at least l6 hours during the 20 hours immediately preceding such moment. The
additional pay for such period shall be determined as follows:
(l) For such of the first 8 hours of such extended work period, he
shall be paid additional pay at his regular hourly rate.
(2) For all hours worked during such extended work period after
the first 8 hours thereof, he shall be paid additional pay at
one and one-half times his regular hourly rate. Hours
qualifying for payment under the provision of this subsection
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(a)(2) shall not be deemed to be hours worked for the purposes
of computing overtime payable under the provisions of Article
III (except that such of those hours as fall within his
regularly scheduled work week shall be counted in determining
the forty hours referred to in Section l of Article III) or
for the purpose of determining premium pay for holiday hours
worked under the provisions of Section 3, of Article IV.
(b) In addition, upon the completion of any extended work period, an
employee shall be entitled to a rest period of 8 hours immediately following
such extended work period and shall be paid at his regular hourly rate for such
of said 8 hours as fall within his regular daily schedule of hours. For the
purposes of this subsection (b), the regular daily schedule of hours shall be
deemed to apply on regular days off, holidays, and vacation days.
SECTION 8. In any week during which a holiday occurs, or in any week during
which an employee is absent due to a bona fide illness, extreme fatigue owing to
previous overtime work, jury duty, or an authorized personal absence for Union
business, hours worked (exclusive of any hours worked on a holiday for which
payment is to be made in accordance with the provisions of Article IV), which
would have qualified under the other provisions of this Agreement for the
overtime rate of one and one-half times the regular hourly rate had such holiday
or such absence not occurred, shall be paid for at such overtime rate.
SECTION 9. The Company will endeavor to distribute overtime work fairly among
the qualified employees, having in mind employees' availability and willingness
to respond promptly to calls for emergency work.
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SECTION l0. Any employee who works on each of seven consecutive days in any one
calendar week will receive two times his regular hourly rate for all hours
worked on his second scheduled day off during that week, provided such hours
otherwise would have been paid at one and one-half times his regular hourly
rate.
ARTICLE IV
HOLIDAYS
SECTION l. The following shall be deemed to be holidays and the word "holiday"
as used herein shall refer only to such holidays:
New Year's Day Labor Day
Martin Luther King's Day Columbus Day
Washington's Birthday Veterans Day
Good Friday Thanksgiving Day
Memorial Day Friday after Thanksgiving
Independence Day Christmas Day
When a holiday falls on Sunday, the following Monday shall be deemed to
be the holiday in its stead, except that, for those employees whose regularly
scheduled work week includes that Sunday, the holiday will be observed on
Sunday. When a holiday falls on Saturday, the preceding Friday shall be deemed
to be the holiday in its stead, except that, for those employees whose regularly
scheduled work week includes that Saturday, the holiday will be observed on
Saturday.
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SECTION 2. Any employee who is not required to work on a holiday shall be paid
at his regular hourly rate for those hours of the holiday which fall within his
regularly scheduled work week.
SECTION 3. (a) In addition to the pay specified in Section 2 of this Article,
any employee who is required to work on a holiday shall be paid at one and
one-half times his regular hourly rate for all holiday hours worked within his
regularly scheduled work week, he shall be paid at twice his regular hourly rate
for all holiday hours worked outside his regularly scheduled work week, and he
shall be paid an additional one-half of his regular hourly rate for all holiday
hours worked in excess of eight. Hours worked on a holiday shall not be
considered in computing overtime pay. An employee required to report for work on
a holiday shall receive a minimum payment equivalent to four and one-half times
his regular hourly rate.
(b) Any employee who is required to work on December 25th shall be paid
at twice his regular hourly rate for all hours worked.
SECTION 4. Any employee who is regularly scheduled to work eight hours or more
per day on each of two or more Saturdays and/or Sundays per month and who is
regularly scheduled to work on the average forty hours or more per week shall
receive pay at his regular hourly rate for eight hours for each holiday which
occurs on his day of relief, provided that on his last scheduled day before or
on his first scheduled day after the holiday he works his regularly scheduled
hours.
SECTION 5. In the event that a holiday falls during an employee's vacation
period, he shall receive an additional day off at a time that is mutually
agreeable to the Company and the employee and that frequently will not adjoin
the regular vacation period.
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ARTICLE V
VACATIONS
SECTION l. During each calendar year the Company will grant vacations with pay
as follows:
(a) Six weeks to each employee whose period of continuous service as of the
end of the preceding calendar year equaled or exceeded 34 years, for
which vacation the employee will receive the equivalent of 240 times
his regular hourly rate, subject to the provision, however, that the
six weeks will not ordinarily be scheduled in one continuous period.
(b) Five weeks to each employee (except an employee covered by the
provisions of subsection (a) above) whose period of continuous service
as of the end of the preceding calendar year equaled or exceeded 24
years, for which vacation the employee will receive the equivalent of
200 times his regular hourly rate, subject to the provision, however,
that the five weeks will not ordinarily be scheduled in one continuous
period.
(c) Four weeks to each employee (except an employee covered by the
provisions of subsections (a) or (b) above) whose period of continuous
service as of the end of the preceding calendar year equaled or
exceeded l4 years, for which vacation the employee will receive the
equivalent of l60 times his regular hourly rate, subject to the
provision, however, that the four weeks will not ordinarily be
scheduled in one continuous period.
(d) Three weeks to each employee (except an employee covered by the
provisions of subsections (a), (b), or (c) above) whose period of
continuous service as of the end of the preceding calendar year equaled
or exceeded 5 years, for which vacation the employee will receive the
equivalent of l20 times his regular hourly rate, subject to the
provision, however, that the three weeks will not ordinarily be
scheduled in one continuous period.
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(e) Two weeks to each employee (except an employee covered by the
provisions of subsections (a), (b), (c), or (d) above) who is on the
payroll on or before May l of the preceding calendar year and
continuously thereafter until the end of the preceding calendar year,
for which vacation the employee will receive the equivalent of 80 times
his regular hourly rate.
(f) One week to each employee who was employed after May l but on or before
November l of the preceding calendar year and who was continuously on
the payroll thereafter until the end of the preceding calendar year,
for which vacation the employee will receive the equivalent of 40 times
his regular hourly rate.
(g) Except for an employee who is entitled to six weeks' vacation pursuant
to subsection (a) above, one additional week to each employee who is at
least 62 years of age as of the end of the preceding calendar year, for
which week the employee will receive the equivalent of 40 times his
regular hourly rate.
SECTION 2. Consideration will be given where possible to the wishes of the
employees in determining the time of their vacations, but the final decision as
to an employee's vacation period will rest exclusively with the Company.
SECTION 3. If during any calendar year conditions have made it impossible for
the Company to grant to any employee all or part of his vacation, such employee
will receive, in addition to his regular pay, compensation at his regular hourly
rate for such part of the vacation as the Company was unable to grant.
- 17 -
SECTION 4. In the event that the Company finds it necessary to postpone the
scheduled vacation of any employee and is unable to assign him another vacation
period which is suitable to him, he shall receive vacation pay in accordance
with the provisions of Section 3 of this Article.
SECTION 5. In the event any employee is sick at the time his vacation is
scheduled to begin, the Company shall upon request of such employee grant a
later vacation period within the calendar year if it is practicable to do so. If
the Company is unable to grant a later vacation or if such later vacation is not
suitable to the employee, he shall receive vacation pay in accordance with the
provisions of Section 3 of this Article.
SECTION 6. In the event an employee is called in from vacation for emergency
work, he shall be paid, in addition to his vacation pay as set forth in Section
l of this Article, twice his regular hourly rate for all hours worked during his
vacation, but in no event shall the employee receive less than the equivalent of
eight hours' pay at his regular hourly rate for each time he is called in for
such emergency work.
SECTION 7. Upon the termination of an employee's services with the Company,
voluntarily or otherwise, he shall be paid any vacation pay not previously paid
to him which would, except for such termination, be payable to him during the
then current calendar year. Upon the death of an employee, any vacation pay
payable to him hereunder shall be paid to such employee's then surviving spouse,
if any, otherwise to such employee's estate.
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SECTION 8. If termination is due to retirement, the employee shall also be paid
an amount equivalent to the vacation pay that would, except for such retirement,
have been payable to him during the calendar year immediately following the year
of his retirement, except that it shall be paid pro-rata based on the number of
completed months of employment during the calendar year in which he retired.
SECTION 9. Notwithstanding any other provision in this Article, a full-time
employee who terminates employment with at least one year of continuous service
and who is subsequently re-employed by the Company as a full-time employee will
be credited with the amount of employee's pre-break service for the purpose of
computing the employee's vacation eligibility under Section 1 hereof, effective
one year after the employee's rehire.
ARTICLE VI
SICK LEAVE, FUNERAL LEAVE, AND LEAVE OF ABSENCE
SECTION l. (a) When any employee is absent from work due to sickness and
satisfies the Company that such absence from work is warranted, the Company will
pay such employee at his regular hourly rate for such hours of absence within
his regularly scheduled work week, subject to the limitation that hours for
which such pay is allowed shall not aggregate more than 40 for any calendar
year, provided, however, that up to l60 hours' unused sick allowance may be
accumulated and will be used before the 40 hours of sick allowance for the
current year. The provisions of this Article shall not affect any Sickness
Disability Benefits to which the employee may be entitled under "The United
Illuminating Company Plan for Employees' Disability Benefits."
- 19 -
(b) During each calendar year, with the prior authorization of the
supervisor, the Company will grant to employees who are not shift workers, as
defined in Section 1 (c) of this Article, eight hours of personal paid absence
in lieu of eight of the aggregate of forty hours of absence due to sickness in
Section 1 (a) of this Article. The employee must have at least eight hours of
unused sick time available to him to take a paid personal day, may not take paid
personal time in increments of less than eight hours, and may not accumulate
unused personal time from year to year.
(c) During each calendar year, with the prior authorization of the
supervisor, the Company will grant to shift workers whose schedule includes an
afternoon or evening start time twenty-four hours of personal paid absence in
lieu of twenty-four of the aggregate of the forty hours of absence due to
sickness in Section 1 (a) of this Article. The employee must have at least
twenty-four hours of unused sick time available to him to take three paid
personal days, may not take paid personal time in increments of less than eight
hours, and may not accumulate unused personal time from year to year.
SECTION 2. (a) When any employee is absent from work due to the death of his
spouse, child, foster child, or parent (or step-parent in lieu of parent), the
Company will pay such employee at his regular hourly rate for such hours of
absence within his regularly scheduled work week, up to a maximum of 40 hours.
(b) When any employee is absent from work due to the death of his
brother, sister, or parent-in-law, the Company will pay such employee at his
regular hourly rate for such hours of absence within his regularly scheduled
work week, up to a maximum of 24 hours.
(c) When any employee is absent from work due to the death of his
grandparent or grandchild, the Company will pay such employee at his regular
hourly rate for such hours of absence within his regularly scheduled work week,
up to a maximum of 8 hours.
- 20 -
(d) When an employee is absent from work in order to serve as a
pallbearer for another employee, the Company will pay such employee at his
regular hourly rate for such hours of absence within his regularly scheduled
work week, up to a maximum of 4 hours.
SECTION 3. Leaves of absence without pay not to exceed two weeks in any contract
year shall be granted upon the request of the Union, to not more than three
members of the Union, provided the absence of the employees selected by the
Union shall not in the opinion of the Company interfere with the Company's
operations or cause undue hardship to other employees.
SECTION 4. A leave of absence without pay or any other benefits shall be granted
upon the request of the Union to enable not more than one employee to serve as a
Union representative. Upon reinstatement at the termination of the Leave of
Absence, the time spent on the Leave of Absence shall be added to the employee's
Classification Seniority and Company Service for seniority purposes. Such time
shall not be included in his years of service or of employment for any other
purpose, including vacations, pensions, or sickness disability benefits, but the
Leave of Absence shall not constitute a break in "continuous" service so as to
result in a loss of previously accrued years of service or of employment for any
purpose, including vacations, pensions, or sickness disability benefits.
SECTION 5. When an employee is required to be absent from work to serve as a
juror, the Company will pay such employee the difference between his jury pay
and his regular hourly rate for such hours of absence within his regularly
scheduled work week.
- 21 -
ARTICLE VII
HOSPITAL, MEDICAL, DENTAL AND DISABILITY INSURANCE
SECTION 1. From May 16, 1997, to December 31, 1998, the Company will make
available to employees the Blue Cross & Blue Shield of Connecticut Century
Preferred Plan providing the hospital and medical benefits set forth in Exhibit
V, which is attached hereto and made a part hereof. The Company will pay 94% of
the cost of the premiums (93% effective January 1, 1998) for such coverage for
all employees and their eligible dependents, if any, and employees shall pay the
remaining premium costs for themselves and their eligible dependents, if any.
SECTION 2. Effective January 1, 1999, the Company will make available to
employees the Blue Cross & Blue Shield of Connecticut BlueCare Plus POS Plan
providing the hospital and medical benefits set forth in Exhibit VI, which is
attached hereto and made a part hereof. The Company and employees will share the
cost of the premiums for such coverage for all employees and their eligible
dependents, if any, as set forth in subsections 2 (a)--(d) below:
(a) Effective January 1, 1999; the Company will pay 92% of the premium
costs for employees and their eligible dependents, if any. Employees
shall pay the remaining premium costs for themselves and their eligible
dependents.
(b) Effective January 1, 2000; the Company will pay 91% of the premium
costs for employees and their eligible dependents, if any. Employees
shall pay the remaining premium costs for themselves and their eligible
dependents.
(c) Effective January 1, 2001; the Company will pay 90% of the premium
costs for employees and their eligible dependents, if any. Employees
shall pay the remaining premium costs for themselves and their eligible
dependents.
- 22 -
(d) Effective January 1, 2002; the Company will pay 89% of the premium
costs for employees and their eligible dependents, if any. Employees
shall pay the remaining premium costs for themselves and their eligible
dependents.
SECTION 3. Effective January 1, 1999, the Company shall have the right to
replace the health insurance plan described in Section 2 with a substitute plan
that provides benefits comparable to, but not identical to, the overall level of
benefits described on Exhibit VI. For purposes of this section, overall
comparability shall be determined without regard to (a) any changes in the
identity of the carrier, (b) any differences in plan provisions concerning the
administration of benefits and procedures for obtaining reimbursement for
services, and (c) any differences based on a one-for-one comparison of specific
benefits in the substitute plan and those listed on Exhibit VI, it being
recognized by the parties that differences in benefits offered for specific
services do not necessarily render plans materially dissimilar on a
comprehensive basis and that the intent of this section is to ensure only that
any substitute plans adopted by the Company approximate prior plans without a
material change in the overall level of benefits provided to employees and their
eligible dependents. The Company will solicit the input of the Union prior to
adopting a substitute plan under this section, and will allow for Union
representation on any committee formed for the purpose of reviewing the
provisions of any substitute plans considered by the Company.
SECTION 4. During the term of this Agreement,
(a) The Company will make available a Comprehensive Dental Expense Plan for
all employees and their eligible dependents, if any, which plan will
provide a calendar year maximum of $2,500 per person (including
orthodontic treatment), a lifetime maximum of $5,000 per person
(excluding orthodontic treatment), a lifetime maximum of $1,500 per
person for orthodontic treatment, and a calendar year deductible of $75
per covered
- 23 -
person. The Company and employees will share the cost of the premiums
for such coverage for all employees and their eligible dependents, if
any, in accordance with the following schedule:
From May 16, 1997 to December 31, 1997, the Company will pay 94% of the
cost of the premiums (93% effective January 1, 1998) for employees and
their eligible dependents, if any. Employees shall pay the remaining
premium costs for themselves and their eligible dependents.
Effective January 1, 1999; the Company will pay 92% of the premium
costs for employees and their eligible dependents, if any. Employees
shall pay the remaining premium costs for themselves and their eligible
dependents.
Effective January 1, 2000; the Company will pay 91% of the premium
costs for employees and their eligible dependents, if any. Employees
shall pay the remaining premium costs for themselves and their eligible
dependents.
Effective January 1, 2001; the Company will pay 90% of the premium
costs for employees and their eligible dependents, if any. Employees
shall pay the remaining premium costs for themselves and their eligible
dependents.
Effective January 1, 2002; the Company will pay 89% of the premium
costs for employees and their eligible dependents, if any. Employees
shall pay the remaining premium costs for themselves and their eligible
dependents.
(b) The Company will pay the premiums for a Long Term Disability Plan for
all employees.
- 24 -
(c) The Company shall have the right to replace any of the existing plans
in Section 4(a) and (b) with another plan which will provide the same
benefits. The Company will inform the Union prior to changing an
existing plan with any other plan.
SECTION 5. Effective May 16, 1997, each employee shall have the option of
enrolling in a qualified Health Maintenance Organization, if available, in lieu
of the plan described in Section 1 above (Section 2 above, effective January 1,
1999). If an employee elects such option, and if the cost of the premiums for
such optional coverage is less than the cost of the plan described in Section 1
(Section 2, effective January 1, 1999) the Company will pay 94% of the premium
costs (93% effective January 1, 1998; 92% effective January 1, 1999; 91%
effective January 1, 2000; 90% effective January 1, 2001; and 89% effective
January 1, 2002) for such optional coverage for employees and their eligible
dependents, if any. The employee shall pay the remaining premium costs for
himself and his eligible dependents. If the cost of the premiums for such
optional coverage exceeds the cost of the plan described in Section 1 (Section
2, effective January 1, 1999), the Company will pay an amount equal to the
amount it otherwise would have paid under Section 1 (Section 2, effective
January 1, 1999) for such employee and his eligible dependents had the employee
not elected optional coverage, and the employee shall pay the remaining premium
costs for himself and his eligible dependents.
Each new employee shall elect at the time of hiring coverage under
either the plan provided in Section 1 (Section 2, effective January 1, 1999) or
optional coverage, to be effective in either event according to the enrollment
provisions of each such coverage.
For other employees, optional coverage shall become effective only on
January 1st of each year. Each employee shall notify the Company prior to
December 1st of the preceding year of his intention to elect optional coverage.
Such optional coverage shall continue from year to year thereafter unless the
employee notifies the Company prior to December 1st of any year
- 25 -
of his intention to return to the plan provided in Section 1 (Section 2,
effective January 1, 1999) as of January 1st.
SECTION 6. The employee's share of the premium costs for the coverage described
in Sections 1, 2, 4(a), and 5 shall be deducted from the employee's pay on a
weekly basis, provided the Company is in receipt of a written authorization for
such purpose from the employee.
SECTION 7. The coverages described in Sections 1, 2, 4, and 5 shall be made
available to employees in accordance with and subject to the provisions of the
Company's "BENEFLEX Plan," as it may change from time to time.
ARTICLE VIII
THE UNITED ILLUMINATING COMPANY PENSION PLAN AND
THE UNITED ILLUMINATING COMPANY PLAN FOR
EMPLOYEES' DISABILITY BENEFITS
SECTION 1. The Company will take such action as may be appropriate to make
modifications to The United Illuminating Company Pension Plan as may be
necessary to comply with applicable laws and to obtain the approval of the U.S.
Treasury Department.
SECTION 2. The Company will take such action as may be appropriate and obtain
the approval of the U.S. Treasury Department to amend The United Illuminating
Company Pension Plan to change the definition of Quantity C to the Employee's
Average Annual Earnings from the Company during the three years during which his
earnings from the Company were the highest.
- 26 -
SECTION 3. The Company will take such action as may be appropriate and obtain
the approval of the U.S. Treasury Department to amend The United Illuminating
Company Pension Plan to change the Quantity C maximum from $24,000 to $25,000
for each employee retiring on or after May 16, 1995.
SECTION 4. The Company shall maintain The United Illuminating Company Plan for
Employees' Disability Benefits.
SECTION 5. The Company will take such action as may be appropriate and obtain
the approval of the U.S. Treasury Department to amend The United Illuminating
Company Employee Savings Plan (the "401(k) Plan") to provide as follows:
(a) Commencing January 1, 1996, the Company will contribute to the 401(k)
Plan or, if the parties agree, to The United Illuminating Company
Employee Stock Ownership Plan (the "ESOP") shares of Company stock in
an amount equal to one-half of one percent (.50%) for each one percent
(1.0%) of an employee's gross wages, up to six and one quarter percent
(6.25%) of such gross wages, which the employee elects to have withheld
from his or her wages and paid into the 401(k) Plan, subject to
applicable limits under the Internal Revenue Code. The maximum matching
contribution shall be three and one-eighth percent (3.125%) of an
employee's wages and will be in the form of Company stock;
(b) Commencing January 1, 1997, the Company will contribute to the 401(k)
Plan or, if the parties agree, to the ESOP shares of Company stock in
an amount equal to one-half of one percent (.50%) for each one percent
(1.0%) of an employee's gross wages, up to six and one half percent
(6.50%) of such gross wages, which the employee elects to have withheld
from his wages and paid into the 401(k) Plan, subject to applicable
limits under
- 27 -
the Internal Revenue Code. The maximum matching contribution shall be
three and one-quarter percent (3.25%) of an employee's wages and will
be in the form of Company stock;
(c) Commencing January 1, 1998, the Company will contribute to the 401(k)
Plan or, if the parties agree, to the ESOP shares of Company stock in
an amount equal to one-half of one percent (.50%) for each one percent
(1.0%) of an employee's gross wages, up to six and three quarters
percent (6.75%) of such gross wages, which the employee elects to have
withheld from his wages and paid into the 401(k) Plan, subject to
applicable limits under the Internal Revenue Code. The maximum matching
contribution shall be three and three-eighths percent (3.375%) of an
employee's wages and will be in the form of Company stock;
(d) Commencing January 1, 1996, expenses associated with the amendment,
restatement, and administration of the 401(k) Plan shall be paid out of
funds in the plan and allocated as appropriate to plan participants.
ARTICLE IX
SAFETY
The Company will continue to make reasonable regulations for the safety
and health of its employees during their hours of employment, and the Union
agrees that it will direct its members to use the protective devices, wearing
apparel and other equipment provided by the Company for the protection of
employees from injury. The Union also agrees that it will encourage its members
to report promptly conditions in the Company's plant that might be dangerous to
employees and the public and to do all in their power to make Company property
and equipment safe, sanitary and dependable.
- 28 -
ARTICLE X
TOOLS AND EQUIPMENT
The Company shall furnish all proper and necessary tools which the
Company requires an employee to use in the performance of his duties. When tools
and equipment are furnished by the Company to an employee, he shall be
responsible for their return in good condition (ordinary wear and tear
excepted), and shall pay to the Company the cost of any tools lost or carelessly
damaged.
ARTICLE XI
SENIORITY
SECTION l. The selection of employees to fill vacancies in occupational
classifications and to be laid off or rehired shall be in accordance with the
principles of seniority set forth in a certain document entitled "Principles of
Seniority," which document, having been agreed to by the parties, is attached
hereto and made a part hereof and marked Exhibit II; PROVIDED, HOWEVER, no
employee shall be entitled hereunder to assignment to any occupational
classification for which he is not qualified as hereinafter provided. An
employee shall be considered qualified for assignment to an occupational
classification if, (a) he has the ability and training necessary for the
efficient performance of the work called for therein, (b) his performance has
been satisfactory and his attitude cooperative, and (c) he has no infirmity
which would result in such assignment being dangerous to himself or to others or
their property.
- 29 -
SECTION 2. Temporary reassignment of personnel and work to meet emergency
conditions will be made by the Company whenever necessary without consideration
of the "Principles of Seniority."
SECTION 3. Not less than 7 days prior to the effective date on which the Company
proposes to promote an employee into or to fill a vacancy in an occupational
classification, within Grades l to 8 inclusive or Grades E to K inclusive, for
which the Union is the collective bargaining representative as provided in
Article I, Section l, or to place an employee on trial preparatory to such
promotion, the Company shall post on the bulletin boards of departments affected
the name of the employee and the position for which he has been selected. When
an employee has been passed over for such promotion or trial, either the
employee, or the Union with the employee's written consent, may, at any time
prior to the effective date of such promotion or trial, request that the Company
state in writing its reasons for not selecting him. At least three days prior to
the proposed date of posting, the Company shall notify the appropriate Union
Official of the name of the employee and the position for which he has been
selected. If the Union Official so requests, prior to the posting of the notice,
the Company shall postpone the posting until the seventh day after notification
to the Union Official.
In the event the Union wishes to protest the selection of such employee
for the promotion or trial under consideration, the Union may submit its protest
in writing as a grievance directly to a Board of Review in accordance with the
provisions of Article XVII, Section 2(c) at any time prior to the effective date
of such proposed promotion or trial, and said Board of Review shall be convened
not more than five days after the grievance is submitted.
If such protest is filed by the Union, the employee selected by the
Company may be temporarily assigned to the occupational classification in
question pending the settlement of the grievance.
- 30 -
SECTION 4. If, during the term of this Agreement and pursuant to the provisions
of Paragraph 5 (or pursuant to the provisions of clause (b) of the second from
the last sentence of Paragraph 2) of the above-mentioned "Principles of
Seniority," any full-time regular employee is demoted or transferred from his
regular occupational classification, as the result of being excess in such
regular occupational classification, to another occupational classification in a
lower grade, then, in such event and subject to the following limitations and
provisions, such employee's new occupational classification shall, only for the
purposes of determining such employee's regular hourly rate and the scheduled,
promotional and temporary assignment increases for which such employee may be
eligible under Sections 3, 5 and 6, respectively, of Article II hereof and of
determining any general increase for which such employee may be eligible during
the term hereof, be treated as though it were in the grade in which his regular
occupational classification is:
(a) The provisions of this Section 4 shall apply to an employee only so
long as he is satisfactorily performing the duties of such new
occupational classification.
(b) If an employee is selected to fill a vacancy in any occupational
classification for which he had on file at the time of such demotion or
transfer a then effective request for transfer under the provisions of
Paragraph 3 of the above-mentioned "Principles of Seniority," the
provisions of this Section 4 shall not thereafter apply to such
employee, except with respect to subsequent demotions or transfers
covered hereby.
(c) If an employee, having requested assignment to one of the Company's
line schools, is selected for such assignment, the provisions of this
Section 4 shall not thereafter apply to such employee, except with
respect to subsequent demotions or transfers covered hereby.
(d) An employee then receiving the benefits of this Section 4 may be
selected, without regard to the provisions of Paragraph 2 of the
above-mentioned "Principles of Seniority," to fill a
- 31 -
vacancy in any occupational classification in the grade of such
employee's regular occupational classification, if such employee has
greater Company Service than the employee who would otherwise be
selected to fill such vacancy, and if he is then able to do the work.
In the event of such selection, the provisions of this Section 4 shall
not thereafter apply to such employee, except with respect to
subsequent demotions or transfers covered hereby.
- 32 -
ARTICLE XII
MANAGEMENT
Except as otherwise provided in this Agreement, nothing in this
Agreement shall be deemed to limit the Company in any way in the exercise of the
regular and customary functions of management, including, among other things,
the direction of the working forces; the establishment of methods of operation;
the promotion and demotion of employees; the establishment of plans for
increased efficiency; the adoption and maintenance of engineering standards and
standards of performance and quality; the right to hire, suspend or discharge
for proper cause; the right to select or employ supervisory employees, including
foremen and their assistants; the right to transfer or relieve from duty because
of lack of work; the right to determine from time to time the number of hours
worked per day and per week; and the right to establish and enforce rules and
regulations pertaining to personal conduct and deportment of employees. The
provisions of this Article shall not be used arbitrarily or capriciously as to
any employee or for the purpose of discriminating in any manner against the
Union or its members.
ARTICLE XIII
CONTRACTING OUT WORK
SECTION l. The Company will not contract out any work which its employees are
capable of performing by virtue of their work in their respective occupational
classifications, except in cases of emergency, necessity, peaks of work, or
special projects creating a temporary need for substantial additional manpower
and/or equipment, or in those instances when the use of contractors will
increase efficiency, ensure reliability of service, or reduce costs; and in no
event will the Company contract out any work which its employees are then
performing if the
- 33 -
contracting out of such work would directly result in the layoff of the
employees performing such work.
SECTION 2. If the Company proposes to contract out any work which its employees
are capable of performing by virtue of their work in their respective
occupational classifications, the Company will notify the Union of the proposed
work and will state its reasons for contracting it out. Such notice will be
given either in advance of the commencement of the work or, in an emergency,
within a reasonable time thereafter.
ARTICLE XIV
UNION SECURITY
SECTION l. The Company agrees that those employees who are members of the Union
as of the effective date of this Agreement, or who hereafter become members of
the Union, shall remain members of the Union in good standing as a condition of
employment. An employee shall be deemed to have maintained Union membership in
good standing if he shall have tendered the periodic dues uniformly required as
a condition of acquiring or retaining Union membership.
SECTION 2. Employees may withdraw from membership in the Union during the
fifteen-day period between October 8 and October 22 inclusive in each calendar
year hereafter, and as of October 22 in each calendar year the Union shall
furnish the Company with a notarized list of its members in good standing as of
that date. The Union agrees that neither it nor any of its officers or members
will intimidate or coerce employees into joining the Union or continuing their
membership therein.
- 34 -
SECTION 3. As a condition of employment, all employees hired on or after June 8,
l962, shall, from and after the time of employment on a regular basis, and all
employees who hereafter resign from the Union in accordance with the provisions
of Section 2, shall, from and after the time of resignation, pay to the Union
the amount of dues payable by Union members.
SECTION 4. On October 8 in each calendar year hereafter, the Company shall post
upon Company bulletin boards a notice in the form attached hereto and marked
Exhibit III.
ARTICLE XV
DEDUCTION OF UNION DUES
SECTION l. Subsequent to implementation of a new payroll system, the Company
agrees that upon the individual written request of any employee in the form
attached hereto and marked Exhibit IV, it will on the first regular payday
following receipt of such written request and on every regular payday thereafter
deduct such amount as the President of the Union shall from time to time certify
to the Company as being the weekly dues which have been established as payable
in accordance with the Constitution and By-Laws of the Union, provided such an
amount is owing to said employee on said payday. The President of the Union
shall from time to time notify the Company of the proper amount to be deducted
hereunder as Union dues of said employee, and shall certify that such deduction
has been authorized in accordance with the Constitution and By-Laws of the
Union. Until the implementation of a new payroll system, dues deductions shall
continue to be made on a monthly basis in accordance with Article XV, Section 1
of the parties' 1995 Agreement.
- 35 -
SECTION 2. The sums of money so deducted shall be paid by the Company, via check
or wire transfer, to the Union, whose Treasurer shall give the Company receipts
therefor. It shall be the duty of the Union to certify to the Company in writing
in a manner reasonably satisfactory to the Company the name and address of said
Treasurer and any changes in that office. Each receipt signed by said Treasurer
shall constitute a complete release and discharge of the Company as to any sums
covered in said receipt.
SECTION 3. All written requests of the employees referred to in Section l of
this Article shall terminate automatically upon the termination of this
Agreement, and any such written request shall be revocable at any time as to
future deductions by written notice by the employee to the Company.
SECTION 4. The Union agrees to indemnify and save harmless the Company for any
sums which the Company is required to pay as the result of a claim that the sums
of money herein referred to have been illegally deducted.
SECTION 5. On or before October l5th of each year, the Company will furnish the
Union with a list of employees for whom it has Dues Deduction Authorization
Forms as of September 30th.
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ARTICLE XVI
BULLETIN BOARDS
The Company will permit the reasonable use by the Union of the regular
bulletin boards of the Company for the purpose of notifying members of the Union
of:
l. Meetings of the Union,
2. Union elections,
3. Social, educational or recreational affairs of the Union.
No such notice shall contain any wording or implication critical of the
Company or its policies or of any other person or organization. Each such notice
shall be submitted to and approved by the Company before being posted.
ARTICLE XVII
GRIEVANCE PROCEDURE
SECTION l. There shall be a Grievance Committee consisting of five employees
selected by the Union, all of whom must have been employees of the Company for
at least two years. There shall be at least one member of the Grievance
Committee from each of the three major departments, that is, Generation,
Distribution and Treasury Departments. The Union will certify to the Company in
writing the names of the employees selected by the Union to serve as the
Grievance Committee and will certify to the Company in writing any changes which
may be made in the membership of the Grievance Committee.
- 37 -
SECTION 2. During the life of this Agreement there shall be no strike, slowdown,
suspension or stoppage of work in any part of the Company's operations by
employees or any employee, nor any lockout by the Company in any part of the
Company's operations. Should any differences arise between the Company and the
Union or its members, an earnest effort shall be made to settle such differences
in the following manner:
(a) First, within thirty days of the occurrence of the incident leading to
the difference, between the employee or employees involved and his or
their immediate supervisor, or between a steward selected by the Union
to represent the employee or employees and said supervisor.
(b) If the grievance is not adjusted with the supervisor within seven days,
then within ten days thereafter the individual employee or group of
employees may take the matter up directly with the Management, or the
grievance may be reduced to writing and signed by the employee or
employees and a member of the Grievance Committee and then taken up by
the Grievance Committee with the appropriate department head.
(c) If the grievance is not adjusted with the department head within three
days, then within ten days thereafter either party may submit notice of
the grievance in writing to a Board of Review composed of four
representatives of the Management and four representatives of the Union
by mailing same in accordance with the provisions of Article XX. Said
Board may, by a majority vote, either finally dispose of the matter or
submit it to arbitration under such terms as it may determine. The
Company shall, within twelve days after the meeting of the Board at
which a grievance is submitted, and upon which agreement is reached,
send the Union a written statement of the disposition of such
grievance.
- 38 -
(d) If any grievance involving an interpretation of the meaning of the
provisions of this Agreement is not adjusted within twelve days after
the meeting of the Board of Review at which the grievance is
submitted, then within thirty days thereafter either party may submit
such grievance to an arbitration board. The Company and the Union
shall each appoint a representative to such board and the two
representatives so appointed shall select a third arbitrator. In the
event that no agreement is reached upon the third arbitrator, either
representative may request the American Arbitration Association to
select the third arbitrator. The decision of a majority of the
arbitration board shall be rendered within 90 days after the
conclusion of the hearing and the filing of briefs, and shall be final
and binding. Each party shall pay the fee and expenses of its own
representative on the arbitration board, and each shall pay one-half
of the fee and expenses of the third arbitrator.
(e) Within said thirty-day period of subsection (d), either party may
appeal to the Federal Mediation and Conciliation Service for mediation
and conciliation, but such mediation and conciliation shall not be a
cause for delay of such arbitration.
(f) Any grievance not taken to the next step within the time limit may be
deemed to be settled, unless the parties mutually agree in writing to
extend the time limit for a particular step.
(g) In determining the time limits herein, Saturdays, Sundays and holidays
shall be excluded.
- 39 -
SECTION 3. In order for a suspension, discipline, layoff or discharge case to be
considered a grievance, it must be taken up with the Company not more than five
days after the date of the suspension, discipline, layoff or discharge
complained of. In case of such grievance, the Union shall have the right to
submit it directly to a Board of Review in accordance with the provisions of
Section 2(c) and said Board of Review shall be convened not more than five days
after the grievance is submitted.
SECTION 4. The question of whether or not the Company shall pay the employee
back pay for the period covered by such suspension, discipline, layoff or
discharge if such suspension, discipline, layoff or discharge shall ultimately
be held to have been wrongful may be considered as part of the grievance.
SECTION 5. When considering an employee's prior record for the purpose of
determining the penalty to be applied in a current disciplinary action, any
previous offense more than three years old shall be ignored if it did not result
in disciplinary suspension, and the weight to be accorded any other previous
offense shall depend on the remoteness of such other offense and on the nature
of the employee's record since then.
GRIEVANCE PROCEDURE
(Effective May 16, 1998)
SECTION 1. During the life of this Agreement there shall be no strike, slowdown,
suspension or stoppage of work in any part of the Company's operations by
employees or any employee, nor any lockout by the Company in any part of the
Company's operations. Should any differences arise between the Company and the
Union or its members, an earnest effort shall be made to
- 40 -
settle such differences in the following manner, including application of the
principles of mutual gains bargaining at steps (a) and (b):
(a) First, within thirty days of the occurrence of the incident leading to
the difference, between the employee or employees involved and his or
their immediate supervisor, or between a steward selected by the Union
to represent the employee or employees and said supervisor.
(b) If the grievance is not adjusted with the supervisor within seven days,
then within ten days thereafter the individual employee or group of
employees may take the matter up directly with the next level of
Management as designated by the respective Business Unit representative
on the Company Negotiating Committee, or the grievance may be reduced
to writing and signed by the employee or employees and the appointed
steward and then taken up by the steward with the same designated level
of Management.
(c) If the grievance is not adjusted with Management as specified in
Section 1(b) within three days, then within ten days thereafter either
party may submit notice of the grievance in writing to a Board of
Review composed of the respective Business Unit representative on the
Company Negotiating Committee, one other member of the Company
Negotiating Committee, a Labor Relations staff member, and four
representatives of the Union by mailing same in accordance with the
provisions of Article XX. Said Board will either finally dispose of the
matter upon the mutual agreement of the Company and Union
representatives, or either party may submit it to arbitration.
(d) If any grievance involving an interpretation of the meaning of the
provisions of this Agreement is not adjusted within twelve days after
the meeting of the Board of Review at which the grievance is
submitted, then within thirty days thereafter either party may submit
such grievance to an arbitration board. The Company and the Union
shall each
- 41 -
appoint a representative to such board and the two representatives so
appointed shall select a third arbitrator. In the event that no
agreement is reached upon the third arbitrator, either representative
may request the American Arbitration Association to select the third
arbitrator. The decision of a majority of the arbitration board shall
be rendered within 90 days after the conclusion of the hearing and the
filing of briefs, and shall be final and binding. Each party shall pay
the fee and expenses of its own representative on the arbitration
board, and each shall pay one-half of the fee and expenses of the
third arbitrator.
(e) Within said thirty-day period of subsection (d), either party may
appeal to the Federal Mediation and Conciliation Service for mediation
and conciliation, but such mediation and conciliation shall not be a
cause for delay of such arbitration.
(f) Any grievance not taken to the next step within the time limit may be
deemed to be settled, unless the parties mutually agree in writing to
extend the time limit for a particular step.
(g) In determining the time limits herein, Saturdays, Sundays and
holidays shall be excluded.
SECTION 2. The Union shall have the right to submit a grievance involving
suspension, layoff, or discharge directly to a Board of Review in accordance
with the provisions of Section 1(c) and said Board of Review shall be convened
not more than five days after the grievance is submitted.
SECTION 3. The question of whether or not the Company shall pay the employee
back pay for the period covered by such suspension, discipline, layoff or
discharge if such suspension, discipline, layoff or discharge shall ultimately
be held to have been wrongful may be considered as part of the grievance.
- 42 -
SECTION 4. When considering an employee's prior record for the purpose of
determining the penalty to be applied in a current disciplinary action, any
previous offense more than three years old shall be ignored if it did not result
in disciplinary suspension, and the weight to be accorded any other previous
offense shall depend on the remoteness of such other offense and on the nature
of the employee's record since then.
ARTICLE XVIII
EQUAL EMPLOYMENT OPPORTUNITY
SECTION l. The Company and the Union endorse the principles and objectives of
the state and federal equal employment opportunity laws. Both the Company and
the Union will cooperate affirmatively to ensure that the terms and conditions
of this Agreement will be administered without discrimination in regard to race,
color, religious creed, age, sex, national origin, ancestry, marital status,
sexual orientation, disability, and veteran status. The Company and the Union
will also provide reasonable accommodations for qualified employees with a
disability in accordance with applicable law.
SECTION 2. There shall be an Equal Employment Opportunity Committee consisting
of three representatives of the bargaining unit designated by the Union and
three representatives of the Company designated by the Company. The Committee
shall meet periodically as needed (but not less than twice each year) to discuss
the administration of the Agreement pursuant to Section l above.
- 43 -
ARTICLE XIX
GOVERNMENTAL REGULATIONS
If any provision of this Agreement shall be rendered invalid by
operation of law, the remainder of this Agreement shall remain in full force and
effect.
ARTICLE XX
NOTICES AND CERTIFICATIONS
All notices and certifications shall be deemed to have been fully and
completely served or made by the Company when sent by registered mail addressed
to Gary J. Brooks, President, Local 470-l of the Utility Workers Union of
America, AFL-CIO, P.O. Box 1497, New Haven, Connecticut 06506, and by the Union
when sent by registered mail to Albert N. Henricksen, Group Vice President
Support Services, The United Illuminating Company, P.O. Box 1564, New Haven,
Connecticut 06506-0901, unless either party hereto shall have substituted by
written notice a different name or address at least five days before any such
notice or certification is mailed.
ARTICLE XXI
DURATION OF AGREEMENT
SECTION l. This Agreement shall be effective as of May l6, l997. It shall remain
in effect through May l5, 2002, and shall thereafter be renewed automatically
for yearly periods from year to year until canceled in accordance with the
provisions of Section 3 of this Article.
- 44 -
SECTION 2. All General Increases provided for in this Agreement shall be
effective on the Sunday nearest the effective date of this Agreement or the
anniversary thereof, as set forth in Exhibit I, Schedule A, and all General
Increases provided for in any successor agreement shall be effective on the
Sunday nearest the effective date of such successor agreement or the anniversary
thereof, regardless of whether the nearest Sunday precedes or follows the
effective date of any such successor agreement or the anniversary thereof.
SECTION 3. At least sixty days but not more than seventy days before each annual
renewal date commencing May l6, 2002, either party shall submit to the other
party in writing notice of its desire to terminate or modify this Agreement,
together with any proposed amendments or revisions to this Agreement. Not later
than forty-five, nor more than sixty days prior to said renewal date,
representatives of the Company and the Union shall meet to consider such
proposed amendments or revisions. In the absence of such notification of
cancellation, this Agreement shall be automatically renewed for yearly periods
from year to year with such changes and amendments, if any, as have been agreed
upon prior to the last date on which notice of cancellation of this Agreement
could have been given.
SECTION 4. (a) In the event of a consolidation or merger, or in the event of the
sale of the Company's operations, the Company shall require any successor
corporation or purchaser to assume the terms and conditions of this Agreement
with respect to all of the employees of the Company who are in the bargaining
unit at the time of such consolidation, merger or sale.
(b) Effective May 16, 1998, in the event of a sale of a significant
part of the Company's operations, the Company agrees that it will require the
purchaser of such operations to offer employment to all affected employees.
- 45 -
Employees who do not accept such employment and who, after being
assigned to the Company-wide pool, are laid off by the Company, and other
employees who are laid off by the Company as a result of the sale, shall receive
severance payments in an amount equal to one year's pay (i.e., 2080 hours' pay
at their regular hourly rate or 52 weeks' pay at their regular weekly rate).
These payments shall be in lieu of the severance payments set forth in Exhibit
II for Article XI.
IN WITNESS WHEREOF, the parties have executed this Agreement at New
Haven, Connecticut, this 26 th day of August, 1997.
- 46 -
LOCAL 470-l OF THE UTILITY WORKERS UNION OF AMERICA, AFL-CIO
By: Gary J. Brooks, President
Joseph W. Rydzy, Executive Vice President
Attest: Diane M. Diedrich, Vice President-Client Services/Finance
/Support Services
Jose J. Marti, Vice President - Generation
Paul E. Nastri, Vice President -Electric Systems
Joseph A. Orsini, Recording Secretary, Local 470-1
THE UNITED ILLUMINATING COMPANY
By: Albert N. Henricksen, Group Vice President Support Services
Anthony J. Vallillo, Group Vice President Client Services
James L. Benjamin, Controller
John A. Buffa, General Manager Production
Lloyd J. Johnson, Director Client Service Operations
Robert A. Nastri, Director Labor/Industrial Relations
William J. Manniel, Senior Labor/Industrial Relations Specialist
Approved: John F. Holland, National Representative
UWUA, AFL-CIO
- 47 -
EXHIBIT I
SCHEDULE A
Effective May 18, l997
WEEKLY RATES OF PAY FOR
OCCUPATIONAL CLASSIFICATIONS
Grade Minimum Maximum
-------------------------------------------------------
A $308.40 $389.20
B 314.00 413.20
C 374.80 445.60
D 444.00 516.00
E 482.00 560.00
F 515.20 593.20
G 554.80 639.60
H 594.00 682.00
I 640.40 731.20
J 686.00 780.40
K 750.40 850.80
-------------------------------------------------------
HOURLY RATES OF PAY FOR
OCCUPATIONAL CLASSIFICATIONS
Grade Minimum Maximum
--------------------------------------------------------
1 $20.31 $22.76
2 19.52 21.98
3 18.79 21.19
4 17.79 20.09
5 16.73 19.04
6 15.83 18.03
7 14.91 17.10
8 14.21 16.30
9 12.20 15.63
l0 11.70 14.98
11 11.26 14.47
l2 10.95 14.10
l3 10.67 13.73
--------------------------------------------------------
- 48 -
EXHIBIT I
SCHEDULE A
Effective May 17, l998
WEEKLY RATES OF PAY FOR
OCCUPATIONAL CLASSIFICATIONS
Grade Minimum Maximum
------------------------------------------------------
A $314.57 $396.98
B 320.28 421.46
C 382.30 454.51
D 452.88 526.32
E 491.64 571.20
F 525.50 605.06
G 565.90 652.39
H 605.88 695.64
I 653.21 745.82
J 699.72 796.01
K 765.41 867.82
------------------------------------------------------
HOURLY RATES OF PAY FOR
OCCUPATIONAL CLASSIFICATIONS
Grade Minimum Maximum
-------------------------------------------------------
1 $20.72 $23.22
2 19.91 22.42
3 19.17 21.61
4 18.15 20.49
5 17.06 19.42
6 16.15 18.39
7 15.21 17.44
8 14.49 16.63
9 12.44 15.94
l0 11.93 15.28
11 11.49 14.76
l2 11.17 14.38
l3 10.88 14.00
------------------------------------------------------
- 49 -
EXHIBIT I
SCHEDULE A
Effective May 16, l999
WEEKLY RATES OF PAY FOR
OCCUPATIONAL CLASSIFICATIONS
Grade Minimum Maximum
-------------------------------------------------------
A $320.86 $404.92
B 326.69 429.89
C 389.95 463.60
D 461.94 536.85
E 501.47 582.62
F 536.01 617.16
G 577.22 665.44
H 618.00 709.55
I 666.27 760.74
J 713.71 811.93
K 780.72 885.18
-------------------------------------------------------
HOURLY RATES OF PAY FOR
OCCUPATIONAL CLASSIFICATIONS
Grade Minimum Maximum
-------------------------------------------------------
1 $21.13 $23.68
2 20.31 22.87
3 19.55 22.04
4 18.51 20.90
5 17.40 19.81
6 16.47 18.76
7 15.51 17.79
8 14.78 16.96
9 12.69 16.26
l0 12.17 15.59
11 11.72 15.06
l2 11.39 14.67
l3 11.10 14.28
-------------------------------------------------------
- 50 -
EXHIBIT I
SCHEDULE A
Effective May 21, 2000
WEEKLY RATES OF PAY FOR
OCCUPATIONAL CLASSIFICATIONS
Grade Minimum Maximum
-------------------------------------------------------
A $327.28 $413.02
B 333.22 438.49
C 397.75 472.87
D 471.18 547.59
E 511.50 594.27
F 546.73 629.50
G 588.76 678.75
H 630.36 723.74
I 679.60 775.95
J 727.98 828.17
K 796.33 902.88
-------------------------------------------------------
HOURLY RATES OF PAY FOR
OCCUPATIONAL CLASSIFICATIONS
Grade Minimum Maximum
-------------------------------------------------------
1 $21.55 $24.15
2 20.72 23.33
3 19.94 22.48
4 18.88 21.32
5 17.75 20.21
6 16.80 19.14
7 15.82 18.15
8 15.08 17.30
9 12.94 16.59
l0 12.41 15.90
11 11.95 15.36
l2 11.62 14.96
l3 11.32 14.57
------------------------------------------------------
- 51 -
EXHIBIT I
SCHEDULE A
Effective May 20, 2001
WEEKLY RATES OF PAY FOR
OCCUPATIONAL CLASSIFICATIONS
Grade Minimum Maximum
-------------------------------------------------------
A $333.83 $421.28
B 339.88 447.26
C 405.71 482.33
D 480.60 558.54
E 521.73 606.16
F 557.66 642.09
G 600.54 692.33
H 642.97 738.21
I 693.19 791.47
J 742.54 844.73
K 812.26 920.94
-------------------------------------------------------
HOURLY RATES OF PAY FOR
OCCUPATIONAL CLASSIFICATIONS
Grade Minimum Maximum
-------------------------------------------------------
1 $21.98 $24.63
2 21.13 23.80
3 20.34 22.93
4 19.26 21.75
5 18.11 20.61
6 17.14 19.52
7 16.14 18.51
8 15.38 17.65
9 13.20 16.92
l0 12.66 16.22
11 12.19 15.67
l2 11.85 15.26
l3 11.55 14.86
-------------------------------------------------------
- 52 -
EXHIBIT I
SCHEDULE B
OCCUPATIONAL CLASSIFICATIONS
OCCUPATIONAL TITLE CODE NO.
--------------------------------------------------------------------------------
Administrative Clerk.................................................1583 - D
Administrative Clerk.................................................1672 - G
Administrative Clerk I...............................................1678 - D
Administrative Clerk II..............................................1675 - E
Administrative Secretary.............................................158l - G
Administrative Stenographer..........................................1582 - E
Area Leader..........................................................8330 - 2
Assistant Unit Operator..............................................6065 - 3
Barge Unloader Operator..............................................6530 - 5
Building Maintenance Repairer and Painter............................6720 - 6
Building Services Working Leader.....................................3767 - 4
Cable Splicer First Class............................................7940 - 3
Cable Splicer Second Class...........................................7945 - 7
Chemistry Helper A...................................................5712 - 7
Chemistry Helper B...................................................5711 - 10
Chemistry Technician.................................................5713 - 5
Chief Clerk - Purchasing.............................................3340 - H
Chief Mechanic.......................................................762l - 2
Chief Stockhandler...................................................3540 - 6
Clerical Assistant...................................................2004 - C
Clerk - Construction and Maintenance Records.........................8125 - I
Clerk - Customer Services............................................9557 - E
Clerk - Fuel and Generation Records..................................5429 - G
Clerk - Maps and Records.............................................4783 - G
Clerk - Maps and Records Senior......................................4784 - H
Clerk - Order........................................................3360 - E
Clerk - Production Records...........................................5428 - E
Clerk - Record ......................................................3380 - C
Clerk - Relief.......................................................2005 - I
Clerk - Typist II....................................................5030 - E
Clerk - Underground..................................................8070 - H
Clerk - Work In Progress.............................................7265 - F
Client Relations Center Associate "A"................................7291 - I
Client Relations Center Associate "B"................................7292 - H
Client Relations Center Working Leader...............................7290 - J
Collections Administrative Representative............................1981 - I
- 53 -
OCCUPATIONAL TITLE CODE NO.
--------------------------------------------------------------------------------
Collections Field Technician.........................................8343 - 9
Cost Analyst.........................................................3255 - J
Customer Relations Field Representative..............................7270 - K
Customer Service Office Representative...............................2563 - G
Customer Service Office Senior Representative........................2561 - H
Customer Service Office Special Representative.......................2562 - G
Data Entry Operator - Senior.........................................2445 - E
Distribution Administrative Clerk....................................7256 - G
Drafter..............................................................4865 - J
Drafting Clerk.......................................................4875 - D
Driver Boom Operator.................................................3667 - 7
Driver Equipment Operator............................................8035 - 6
Electrical Maintenance Working Leader................................5973 - l
Field Technician I...................................................8332 - 3
Field Technician II..................................................8334 - 8
Final Collection Administrative Representative.......................1981 - I
Fuel Handling Working Leader.......................................65l5 - 4
Fuel Handling Working Leader (BHS) ............................. ....65l6 - 3
Garage Attendant.....................................................7690 -l2
Garage Mechanic First Class..........................................7650 - 3
Garage Mechanic Helper...............................................7670 - 9
Garage Mechanic Second Class.........................................7660 - 6
Garage Parts & Repair Mechanic.......................................7680 - 7
Gate Tender..........................................................6660 - D
Glove Lab Technician.................................................7745 - 7
Instruments & Controls Helper B......................................5770 - 10
Instruments & Controls Repair Technician.............................5790 - 5
Instruments & Controls Technician....................................5735 - 7
Instrument & Electrical Specialist I.................................5934 - 1
Instrument & Electrical Specialist II................................5936 - 5
Instrument & Electrical Specialist III...............................5938 -10
Junior Cost Analyst..................................................3134 - G
Junior Drafter.......................................................4880 - H
Junior Field Technician I............................................4940 - H
Junior Field Technician II...........................................4980 - I
Line Group Leader....................................................78l0 - l
Line Trouble Shooter.................................................7800 - 2
Line Utility Worker..................................................7741 - 6
- 54 -
OCCUPATIONAL TITLE CODE NO.
--------------------------------------------------------------------------------
Line Worker First Class..............................................7770 - 2
Line Worker Second Class.............................................7780 - 6
Line Worker Second Class.............................................7781 - 6
Line Worker Third Class..............................................7790 - 9
Maintenance Support Technician I.....................................6404 - 1
Maintenance Support Technician II....................................6406 - 5
Maintenance Support Technician III...................................6408 - 9
Mechanic First Class.................................................6400 - 3
Mechanic Helper......................................................6417 - 10
Mechanic Second Class................................................6410 - 6
Mechanic Third Class.................................................6415 - 9
Mechanical Maintenance Working Leader................................6455 - l
Meter/Equipment Stager...............................................8340 - 9
Meter Lab Technician.................................................8338 - 6
Meter Reader.........................................................2735 - l0
Meter Reader Outlying Area...........................................2745 - 9
Meter Re-Reader......................................................2755 - 9
Meter Records Control Clerk..........................................8455 - H
Meter Services Working Leader........................................8385 - 2
Meter Tester and Installer First Class...............................8380 - 3
Meter Tester and Installer Second Class..............................8440 - 5
Meter Tester and Installer Third Class...............................8400 - 8
Meter Tester and Repairer First Class................................8420 - 6
Meter Tester and Repairer Second Class...............................8410 - 9
Office Maintenance Helper I..........................................3764 - 10
Office Maintenance Helper II.........................................3765 - 8
Office Maintenance Specialist........................................3766 - 6
Operations Apprentice................................................6751 - 11
Operator Ash & Waste Water Systems...................................6063 - 5
Operator - Fuel Handling.............................................6518 - 7
Operator - Fuel Handling - (BHS).....................................6520 - 6
Operator - Slag & Screen House.......................................6061 - 8
Painter..............................................................8640 - 7
Plant Accounting Data Control Clerk..................................3125 - H
Plant Chemistry Analyst..............................................5714 - 3
Plant ECS Maintenance Specialist.....................................6046 - 6
Plant ECS Working Leader.............................................6045 - 4
Plant Operator I.....................................................6070 - 1
Plant Operator II....................................................6072 - 4
- 55 -
OCCUPATIONAL TITLE CODE NO.
--------------------------------------------------------------------------------
PlantOperator III....................................................6074 - 8
Power Delivery Apprentice............................................7776 - 5
Power Delivery Construction Specialist...............................7772 - 2
Power Delivery Equipment Specialist..................................7777 - 6
Power Delivery Helper................................................7779 - 9
Power Delivery Splice Specialist.....................................7774 - 2
Power Delivery Trouble Shooter.......................................7769 - 2
Power Delivery Working Leader........................................7767 - 1
Power Plant Systems Control Technician...............................5750 - 3
Purchasing Inquiry Clerk.............................................3365 - E
Records Audit Clerk..................................................3130 - G
Report Distribution/Help Desk Clerk..................................1608 - F
Residential Collections Representative...............................1971 - H
Secondary Field Technician...........................................8336 - 7
Senior Administrative Clerk..........................................1670 - H
Senior Clerk - Final Collections.....................................1980 - H
Senior Clerk - Stores Control........................................3630 - E
Senior Cost Analyst..................................................3260 - K
Senior Drafter.......................................................4851 - K
Senior Drafting Clerk................................................4876 - F
Senior Meter/Customer Records Clerk..................................8460 - H
Senior Residential Collections Representative........................1972 - I
Senior Stores Analyst................................................3533 - I
Services Technician..................................................7540 - I
Special Collection Analyst...........................................1977 - G
Special Bill Analyst.................................................2015 - G
Special Bill Analyst Senior..........................................2016 - H
Standard Resource Clerk..............................................8350 - H
Station Electrician Helper - Maintenance.............................5950 - l0
Station Electrician Maintenance......................................5970 - 3
Station Electrician Second Class - Maintenance.......................5940 - 6
Station Electrician Third Class - Maintenance........................5945 - 9
Stockhandler.........................................................3660 - 8
Stores Analyst.......................................................3531 - G
Stores Working Leader................................................3535 - 4
Substation Electrician - Construction & Maintenance..................8220 - 2
Substation Electrician Second Class..................................8190 - 6
Substation Electrician Specialist....................................8260 - l
Substation Electrician Third Class...................................8195 - 9
Substation Utility Worker............................................8635 - 6
- 56 -
OCCUPATIONAL TITLE CODE NO.
--------------------------------------------------------------------------------
Technical Stenographer...............................................5045 - G
Telephone Operator...................................................7380 - E
Tool Repairer........................................................6413 - 6
Underground Inspector................................................7925 - 6
Underground Maintenance Worker "A"...................................8040 - 7
Underground Maintenance Worker "B"...................................8050 -l0
Unit Operator........................................................6255 - 1
Utility Operator.....................................................6256 - l
Vacation Relief Operator.............................................6253 - 1
- 57 -
EXHIBIT II FOR ARTICLE XI
PRINCIPLES OF SENIORITY
Pursuant to the provisions of Section l of Article XI of the current
Agreement between the Company and the Union, and subject to the proviso therein
stated, the following principles of seniority shall apply:
l. Each full-time regular and each full-time temporary employee covered
by said Agreement, upon completion of his probationary period, shall accumulate
seniority of the following types:
(a) Classification Seniority based on the employee's service in his curren
occupational classification.
(b) Company Service based on the employee's service with the Company.
2. Sequences of Promotion are hereby established as set forth in
certain charts attached hereto, made a part hereof and hereinafter referred to
as "said charts." In selecting an employee to fill a vacancy in any occupational
classification, the principle of seniority to be applied is as follows:
(a) In filling a vacancy in an occupational classification forming a part
of a Sequence of Promotion, other than the lowest rated occupational
classification in such Sequence of Promotion:
(i) Employees assigned to the same occupational classification
elsewhere in the Company shall, upon request, receive first
consideration for filling such vacancy, on the basis of
Classification Seniority.
- 58 -
(ii) Employees assigned to the occupational classification immediately
preceding it in such Sequence of Promotion shall receive second
consideration for filling such vacancy, on the basis of
Classification Seniority.
(b) In filling a vacancy in the lowest rated classification in any Sequence
of Promotion or in any occupational classification not forming a part
of a Sequence of Promotion:
(i) Employees assigned to the same occupational classification
elsewhere in the Company shall, upon request, receive first
consideration for filling such vacancy, on the basis of
Classification Seniority.
(ii) Employees assigned to the Company-wide pool and employees who
have on file effective requests for transfer to such occupational
classification shall receive second consideration for filling
such vacancy, on the basis of Company Service.
For purposes of this Paragraph 2, each laid-off employee shall be
considered as having on file an effective request for transfer to each
occupational classification in which a vacancy occurs while he is laid off.
In the case of any employee who (a) is no longer able to do
satisfactorily the work in his regular occupational classification because of
his mental or physical condition, or (b) becomes an excess employee in his
regular occupational classification as a result of the Company's having changed
its methods or equipment, such employee may, notwithstanding the provisions of
this Paragraph 2, be selected to fill a vacancy in any occupational
classification, the work in which he is then able to do, if such employee has
greater Company Service than the employee who would otherwise be selected to
fill such vacancy. If the employee declines an assignment to such an
- 59 -
occupational classification, he shall thereafter receive only the regular hourly
rate of the occupational classification in which he is then working.
If a vacancy should occur in an occupational classification at a time
when one or more employees are receiving the benefits of Section 4 of Article XI
of the current Agreement between the Company and the Union, as the result of
having been demoted or transferred therefrom, as excess therein, to other
occupational classifications in lower grades, then, notwithstanding the
provisions of this Paragraph 2(a) or 2(b), such employees shall receive first
consideration for filling the vacancy in such occupational classification on the
basis of their respective Classification Seniorities in it at the time of their
respective demotions or transfers from it.
(c) Notwithstanding any other provision in these Principles of
Seniority, if a vacancy occurs in a full-time Client Relations Center
Associate "B" classification for which Credit & Collection
Representatives are considered, part-time Client Relations Center
Associates "A" and "B" shall be considered, along with such Credit &
Collection Representatives, for filling the vacancy on the basis of
their Classification Seniority. For the purpose of filling the
aforesaid vacancy only, the Classification Seniority for such
part-time employees shall include one-half of the employee's service
as a part-time Client Relations Center Associates "A" or "B," and any
prior full-time service as a Client Relations Center Associate "A" or
"B," provided there has been no break in service. Thereafter, such
employee's Classification Seniority and Company Service for all
purposes (except for Article V and VIII) shall commence on the date
the part-time employee began full-time service as a Client Relations
Center Associate "B."
3. An employee desiring transfer to a different occupational
classification or section must file with his immediate supervisor in
quadruplicate a written request for transfer on a form to be provided by the
Company. The supervisor shall sign and return to the employee one copy of the
request for transfer, and the Company shall send one copy to the Union. A
request for transfer
- 60 -
shall be effective only with respect to vacancies occurring more than 30 days
after it is filed with the employee's supervisor. An employee may not have on
file at any one time more than 25 effective requests for transfer. An employee
having on file a request for transfer to any occupational classification or
section may at any time withdraw such request for transfer by filing with his
immediate supervisor a written notice of withdrawal, but if prior to the filing
of such notice of withdrawal such employee shall have been selected to fill a
vacancy in such occupational classification or section, such employee shall not
be eligible for one year thereafter to file another request for transfer to such
occupational classification or section. Any employee transferred at his own
request shall not be eligible to request another transfer for one year
thereafter.
4. It is the mutual desire of the Company and the Union that able
employees should have the opportunity to advance through the Sequences of
Promotion. Whenever normal advancement through any occupational classification
is blocked or seriously impaired by the assignment thereto of employees who have
proven themselves unwilling to advance further, the Company may, upon five days'
notice to the Union, require such employees to accept promotion or demotion, as
appropriate to the extent necessary to open such occupational classification for
normal advancement through it. The provisions of this Paragraph 4, if applied in
any occupational classification, shall be applied to the employees therein in
the reverse order of their Classification Seniority, i.e., first to the employee
with the least Classification Seniority. The provisions of this Paragraph 4
shall not be so applied as to require any employee to accept promotion or
demotion from the occupational classification to which such employee is assigned
as of the date hereof.
5. In the event that it is necessary at any time for the Company to
reduce the number of employees in any occupational classification, eliminate any
occupational classification, or lay off employees, the following principles of
seniority and employment protections shall apply:
- 61 -
(a) If there are excess employees in any occupational classification other
than one forming part of the Company-wide pool, the excess employees in
such occupational classification having the least Classification
Seniority shall be demoted to the next lower occupational classification
in the applicable Sequence of Promotion, if any, otherwise to the
Company-wide pool.
(b) Prior to May 16, 1999, the Company will not layoff any employees
employed as of May 16, 1997, whose positions are eliminated or who are
displaced by another employee in either case as a direct result of
process redesign changes that the Company has devised and implemented
with bargaining unit involvement and that involved the integration of
bargaining unit occupational classifications. The employment
protections set forth in this subparagraph (b) shall not apply to
employees hired after May 16, 1997.
(c) Prior to May 16, 1998, the Company will not layoff any employee who as
of May 16, 1997, has less than 7.5 years of Company Service.
(d) Prior to May 16, 1999, the Company will not layoff any employee who
as of May 16, 1997, has between 7.5 years and 9.5 years of Company
Service.
(e) During the term of this Agreement, the Company will not layoff any
employee who as of May 16, 1997, has more than 9.5 years of Company
Service. The employment protections set forth in this subparagraph (e)
shall not extend beyond the expiration date of this Agreement.
(f) Employees shall be laid off in the reverse order of their Company
Service regardless of their current occupational classification, i.e.,
the employee with the least Company Service first.
- 62 -
(g) Any employees who are laid off shall be eligible for severance benefits
in accordance with subparagraph (h) below.
(h) Any employee laid off during the term of the current Agreement
between the Company and the Union under the provisions of this
Paragraph 5 shall have the option of electing at any time within
fourteen days after such layoff, by written notice addressed to the
Company's Human Resources Department, 157 Church Street, New Haven, CT
06506-0901, to receive, in lieu of all other rights as a laid-off
employee, a separation allowance. In the event such employee elects to
receive a separation allowance, such separation allowance shall be in
an amount equal to eighty hours' pay at his regular hourly rate (or
two week's pay at his regular weekly rate, as the case may be) plus an
additional forty hours' pay at his regular hourly rate (or an
additional week's pay at his regular weekly rate, as the case may be)
for each full year of his Company Service. Any employee electing to
receive a separation allowance hereunder shall thereupon be deemed to
have resigned his employment with the Company for all purposes and, if
thereafter at any time re-employed by the Company, shall be deemed to
be a "new" employee for all purposes. Laid-off employees not electing
to receive a separation allowance hereunder shall be considered for
recall in the order of their Company Service. Notice of recall shall
be given by mailing, registered mail, return receipt requested, a
recall notice addressed to the employee being recalled at his most
recent address as shown on the Company's records. A copy of each such
recall notice shall be sent to the Union by the Company. The Company
shall not hire any new employee for assignment to any occupational
classification until all laid-off employees then having Company
Service and then able to perform the work in such occupational
classification have been recalled to work.
6. In measuring an employee's Classification Seniority and Company Service,
the following rules shall apply:
- 63 -
(a) No period in excess of three months during which an employee was absent
from work because of layoff, suspension or leave of absence without pay
(other than for sickness or injury) and no period in excess of one year
during which an employee was absent from work because of leave of
absence without pay for sickness or injury shall be included; provided,
however, this exclusion shall not apply in the case of military leaves
of absence if such employee applies for reinstatement within the time
limits specified under applicable provisions of Federal or State law.
(b) An employee shall lose all Classification Seniority and Company
Service theretofore accumulated if he:
(l) resigns or quits,
(2) is discharged for cause,
(3) is not recalled to work within one hundred and four weeks after
being laid off,
(4) fails to return to work from layoff within the period designated in
his recall notice, or
(5) is absent from work for seven consecutive days without proper
notice, unless his failure to give notice is excused by the
Company.
(c) If, in connection with a layoff or reduction in the work force in any
occupational classification, an employee is demoted, he shall assume in
the occupational classification to which demoted, in addition to such
Classification Seniority as he may previously have had in it, such
Classification Seniority as he may have accumulated in the occupational
classification or classifications from or through which he is so
demoted.
- 64 -
(d) An employee's Classification Seniority in an occupational
classification that is one of two or more occupational classifications
from all of which direct promotions are normally made to another
occupational classification, as set forth in the appropriate Sequence
of Promotion, shall include his Classification Seniority in all such
two or more occupational classifications.
(e) If two or more employees have equal Classification Seniority, seniority
as between those employees shall be determined by comparing seniority
in the following categories consecutively until the tie is broken:
(1) Classification Seniority in successively lower occupational
classifications, to the lowest rated occupational classification
in the Sequence of Promotion.
(2) Company Service.
If seniority is still equal, the employee with the lowest social
security number shall be considered senior.
7. For the purpose of applying subparagraphs (a) and (b) of Paragraph 2
and subparagraphs (a) and (b) of Paragraph 5, the corresponding departments in
all geographical areas shall be deemed to be merged and shall be treated as
single departments on a Company-wide basis, and the corresponding Sequences of
Promotion in such corresponding departments shall be deemed to be merged and
shall be treated as single Sequences of Promotion on a Company-wide basis;
provided, however, if the Company in connection with assuming the operation of
any utility plant or system should employ persons theretofore employed by the
previous operator of such utility plant or system, the provisions of this
Paragraph 7 shall not apply to such persons.
- 65 -
8. A Line Worker Second Class shall be deemed to have satisfied clause
(a) of Section 1 of Article XI, and a vacancy in the occupational classification
of Line Worker First Class shall be deemed to exist for that employee for the
purpose of Section 1 of Article XI, subject to the following terms and
conditions:
(a) The employee shall have performed satisfactorily as a Line Worker
Second Class for at least three years.
(b) The employee shall have satisfactorily demonstrated that he has the
skills and knowledge necessary to complete the work orders and tasks in
the "Line Worker Second Class Manual," and any subsequent revisions of
the Manual which the Company may issue from time to time.
The Company shall establish training and evaluation programs, provide
the necessary personnel and facilities, and permit participation by eligible
employees during normal working hours, but not to an extent that will interfere
with the Company's customary operations.
9. A Mechanic Second Class shall be deemed to have satisfied clause (a)
of Section 1 of Article XI, and a vacancy in the occupational classification of
Mechanic First Class shall be deemed to exist for that employee for the purpose
of Section 1 of Article XI, subject to the following terms and conditions:
(a) The employee shall have performed satisfactorily as a Mechanic Second
Class for at least four years.
(b) The employee shall have satisfactorily demonstrated that he has the
skills and knowledge necessary to complete the tasks described in the
"Mechanic Second Class Manual," and any subsequent revisions of the
Manual which the Company may issue from time to time.
- 66 -
The Company shall establish training and evaluation programs, provide
the necessary personnel and facilities, and permit participation by eligible
employees during normal working hours, but not to an extent that will interfere
with the Company's customary operations.
l0. A Junior Cost Analyst shall be deemed to have satisfied clause (a)
of Section l of Article XI, and a vacancy in the occupational classification of
Cost Analyst shall be deemed to exist for that employee for the purpose of
Section l of Article XI, subject to the following terms and conditions:
(a) The employee shall have performed satisfactorily as a Junior Cost
Analyst for at least twenty-four months.
(b) The employee shall have satisfactorily met minimum acceptable
performance standards for every task and demonstration set forth in the
"Training Demonstration & Evaluation Manual," and any subsequent
revisions of the Manual which the Company may issue from time to time.
The Company shall establish training and evaluation programs, provide
the necessary personnel and facilities, and permit participation by eligible
employees during normal working hours, but not to an extent that will interfere
with the Company's customary operations.
11. A Substation Electrician 3rd Class shall be deemed to have
satisfied clause (a) of Section 1 of Article XI, and a vacancy in the
occupational classification of Substation Electrician 2nd Class shall be deemed
to exist for that employee for the purpose of Section 1 of Article XI, subject
to the following terms and conditions:
- 67 -
(a) The employee shall have performed satisfactorily as a Substation
Electrician 3rd Class for at least twelve months.
(b) The employee shall have satisfactorily completed, with a passing grade
of 70% or better, all of the required classroom topics set forth in the
"Substation Electrician Third Class Manual," and any subsequent
revisions to the Manual which the Company may issue from time to time.
(c) The employee shall have satisfactorily demonstrated that he has the
skills and knowledge necessary to complete the work orders and tasks in
the "Substation Electrician Third Class Manual," and any subsequent
revisions of the Manual which the Company may issue from time to time.
A Substation Electrician 2nd Class shall be deemed to have satisfied
clause (a) of Section 1 of Article XI, and a vacancy in the occupational
classification of Substation Electrician - Construction and Maintenance shall be
deemed to exist for that employee for the purpose of Section 1 of Article XI,
subject to the following terms and conditions:
(a) The employee shall have performed satisfactorily as a Substation
Electrician 2nd Class for at least four years.
(b) The employee shall have satisfactorily completed, with a passing grade
of 70% or better, all of the required classroom topics set forth in the
"Substation Electrician Second Class Manual," and any subsequent
revisions to the Manual which the Company may issue from time to time.
(c) The employee shall have satisfactorily demonstrated that he has the
skills and knowledge necessary to complete the work orders and tasks in
the "Substation Electrician Second
- 68 -
Class Manual," and any subsequent revisions of the Manual which the
Company may issue from time to time.
12. A Chemistry Helper "B" shall be deemed to have satisfied clause (a)
of Section 1 of Article XI, and a vacancy in the occupational classification of
Chemistry Helper "A" shall be deemed to exist for that employee for the purpose
of Section 1 of Article XI, subject to the following terms and conditions:
(a) The employee shall have performed satisfactorily as a Chemistry Helper
"B" for at least ninety days.
(b) The employee shall have satisfactorily completed, with a passing grade
of 70% or better, all of the required classroom topics set forth in the
"Training Program for Plant Chemistry Analysts: Phase I--Chemistry
Helper A," and any subsequent revisions to the Program that the Company
may issue from time to time.
(c) The employee shall have satisfactorily demonstrated that he has the
skills and knowledge necessary to complete the demonstrations and tasks
in the "Formal Hands-on Training Program," and any subsequent revisions
of the Program that the Company may issue from time to time.
A Chemistry Helper "A" shall be deemed to have satisfied clause (a) of
Section 1 of Article XI, and a vacancy in the occupational classification of
Chemistry Technician shall be deemed to exist for that employee for the purpose
of Section 1 of Article XI, subject to the following terms and conditions:
(a) The employee shall have performed satisfactorily as a Chemistry Helper
"A" for at least twelve months.
- 69 -
(b) The employee shall have satisfactorily completed, with a passing grade
of 70% or better, all of the required classroom topics set forth in the
"Training Program for Plant Chemistry Analysts: Phase II--Chemistry
Technician," and any subsequent revisions to the Program that the
Company may issue from time to time.
(c) The employee shall have satisfactorily demonstrated that he has the
skills and knowledge necessary to complete the demonstrations and tasks
in the "Formal Hands-on Training Program," and any subsequent revisions
of the Program that the Company may issue from time to time.
A Chemistry Technician shall be deemed to have satisfied clause (a) of
Section 1 of Article XI, and a vacancy in the occupational classification of
Plant Chemistry Analyst shall be deemed to exist for that employee for the
purpose of Section 1 of Article XI, subject to the following terms and
conditions:
(a) The employee shall have performed satisfactorily as a Chemistry
Technician for at least four years.
(b) The employee shall have satisfactorily completed, with a passing grade
of 70% or better, all of the required classroom topics set forth in the
"Training Program for Plant Chemistry Analysts: Phase III--Plant
Chemistry Analyst," and any subsequent revisions to the Program that
the Company may issue from time to time.
(c) The employee shall have satisfactorily demonstrated that he has the
skills and knowledge necessary to complete the demonstrations and tasks
in the "Formal Hands-on Training Program," and any subsequent revisions
of the Program that the Company may issue from time to time.
- 70 -
The Company shall establish training and evaluation programs, provide
the necessary personnel and facilities, and permit participation by eligible
employees during normal working hours, but not to an extent that will interfere
with the Company's customary operations.
- 71 -
EXHIBIT III FOR ARTICLE XIV
STATEMENT WITH RESPECT TO MAINTENANCE
OF MEMBERSHIP AND AGENCY SHOP PROVISION
IN COMPANY-UNION CONTRACT
Briefly, the maintenance of membership and agency shop clause provides
as follows:
l. If you are now a member of the Union in good standing, or if you
hereafter join the Union, you will be required, as a condition of employment, to
maintain your good standing in the Union in accordance with the terms of the
Contract, unless, before (insert proper date), you notify the Union in writing
that you desire to withdraw from membership. If you withdraw from membership,
you must continue to pay dues to the Union.
2. If you were hired prior to June 8, l962, and if you are not now a
member in good standing, this contract provision does not require that you join
or pay dues to the Union, but you are free to join or not to join, or to pay
dues or not pay dues, as you wish.
3. If you were hired on or after June 8, l962, you are free to join or
not join the Union as you wish, but you must pay dues to the Union whether you
join or not.
4. If you have any question as to whether you are now a member of the
Union, or wish to be informed as to whether the Union regards you as a member,
inquire of an appropriate Union or Company official.
- 72 -
EXHIBIT IV FOR ARTICLE XV
DUES DEDUCTION AUTHORIZATION FORM
Date: ___________________________
The United Illuminating Company
157 Church Street
New Haven, Connecticut 06510-2103
I hereby request and direct The United Illuminating Company to deduct
each week from payments for my services such amount as the President of Local
470-l of the UWUA, AFL-CIO shall from time to time certify to the Company as
being the weekly dues which have been established as payable in accordance with
the Constitution and By-Laws of the Union. I request that such amount be
deducted on the first regular payday after the delivery of this request to the
Company, provided such an amount is owing to me on said payday.
I direct that said sum be paid to the Treasurer of the Union who is
certified by the Union to the Company from time to time.
I agree to indemnify and save harmless the Company for any sums which
the Company may be required to pay as the result of a claim that money deducted
from my pay and paid to the Treasurer of the Union in accordance with this
request has been illegally deducted.
This authorization may be revoked by me at any time as to any future
deductions by giving written notice to the Company and shall not be effective
during any period when there is no Agreement between the Company and said Union.
- 73 -
EXHIBIT V FOR ARTICLE VII
BLUE CROSS & BLUE SHIELD OF CONNECTICUT CENTURY PREFERRED PLAN
SUMMARY OF BENEFITS
--------------------------------------------------------------------------------
SERVICE MANAGED BENEFITS
--------------------------------------------------------------------------------
Costshares In-Network services subject to copays
$10 Office Visit Copay
$50 Emergency Room Copay - Waived if Admitted
$50 Outpatient Surgery Copay
$200 Admission Copay*
*Note: Admission Copay is taken once per
contract per calendar year
In-Network Lifetime Maximum - Unlimited
Out-of-Network services subject to
deductible and coinsurance
Deductible - $200/$400/$500
Coinsurance - 80%/20%
Coinsurance Maximum - $800/$1,600/$2,000
Out-of-Network Lifetime Maximum - $1,000,000
All Utilization Review is member
responsibility
--------------------------------------------------------------------------------
Preventive Care In-Network - $10 Copay
Pediatric Covered according to age-based schedule
Out-of-Network - Subject to Deductible an
Coinsurance
--------------------------------------------------------------------------------
- 74 -
-------------------------------------------------------------------------------
Adult In-Network - $10 Copay
Covered according to age-based schedule
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Vision In-Network - $10 Copay
Covered once every two years
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Hearing In-Network - $10 Copay
Covered once every two years
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Gynecological In-Network - $10 Copay
Covered once per year
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Mammography In-Network - Covered
According to age-based schedule
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Medical Services
Primary Care Medical Office Visit In-Network - $10 Copay
or Specialist Consultations
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Outpatient Rehabilitation In-Network - $10 Copay
Physical, Speech, Cardiac, Covered up to 50 combined treatments
Occupational, and per member per calendar year
Chiropractic (Treatment Plan Required)
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
- 75 -
--------------------------------------------------------------------------------
Allergy In-Network - $10 Copay (Office Visit)
(Treatment Plan Required)
No Copay - Injections
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Diagnostic Lab & X-ray In-Network - Covered
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Inpatient Medical Services In-Network - Covered
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Surgery Fees In-Network - Covered
(Prior Authorization Required)
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Office Surgery In-Network - Covered
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Outpatient Mental Health In-Network - Covered at 80% to $2,000
and Substance Abuse per member per calendar year
Out-of-Network - Subject to Deductible and
Coinsurance
($2,000 maximum per member per calendar year)
--------------------------------------------------------------------------------
Emergency Care In-Network - $50 Copay (waived if admitted)
Emergency Room
Out-of-Network - Subject to Deductible and
Coinsurance
Sudden & Serious Guidelines must be followed
--------------------------------------------------------------------------------
- 76 -
--------------------------------------------------------------------------------
Walk-in Center In-Network - $10 Copay
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Ambulance 20% coinsurance - waived if admitted
($500 covered service limit)
--------------------------------------------------------------------------------
Inpatient Hospital In-Network - Covered
General/Medical/Surgical/Maternity
(Semi-Private) Out-of-Network - Subject to Deductible and
Coinsurance
$200 Per Admission Copay (if applicable)
Note: All hospital admissions require
pre-certification
--------------------------------------------------------------------------------
Ancillary Services Covered if Prior Authorization Received
(Medication, Supplies)
--------------------------------------------------------------------------------
Psychiatric/Mental Health In-Network - Covered up to 60 days per
calendar year (120 partial)
Out-of-Network - Subject to Deductible and
Coinsurance
(Same coverage as In-Network)
$200 Per Admission Copay (if applicable)
--------------------------------------------------------------------------------
Substance Abuse/ Detoxification In-Network - Covered up to 45 days per
calendar year (90 partial)
Out-of-Network - Subject to Deductible and
Coinsurance
(Same coverage as In-Network)
$200 Per Admission Copay (if applicable)
--------------------------------------------------------------------------------
Rehabilitative In-Network - Covered up to 60 days per
calendar year
Out-of-Network - Subject to Deductible and
Coinsurance
(Same coverage as In-Network)
$200 Per Admission Copay (if applicable)
--------------------------------------------------------------------------------
- 77 -
--------------------------------------------------------------------------------
Skilled Nursing Facility In-Network - Covered up to 120 days per
calendar year
Out-of-Network - Subject to Deductible and
Coinsurance
(Same coverage as In-Network)
--------------------------------------------------------------------------------
Hospice Covered up to 60 days
$200 Per Admission Copay (if applicable)
--------------------------------------------------------------------------------
Outpatient Hospital In-Network - $50 Copay
Outpatient Surgery
Facility Charges Out-of-Network - Subject to Deductible,
Coinsurance
--------------------------------------------------------------------------------
Pre-Admission Testing In-Network - Covered
Out-of-Network - Subject to Deductible and
Coinsurance
--------------------------------------------------------------------------------
Other Services 20% coinsurance to $1,000 maximum/year
Durable Medical Equipment (Prior Authorization Required)
--------------------------------------------------------------------------------
Prosthetics Covered
(Prior Authorization Required)
--------------------------------------------------------------------------------
Home Health Care In-Network - 200 visits per calendar year
when medically necessary or in lieu of
hospitalization
Out-of-Network - Subject to Deductible and
Coinsurance
(Same Coverage as In-Network)
(Prior Authorization Required)
--------------------------------------------------------------------------------
Prescription Drugs $3 Copay - Generic, $6 Copay - Brand,
No Copay - Mail Order -- to $500 maximum
Additional coverage subject to deductible and
coinsurance
--------------------------------------------------------------------------------
The foregoing summary of benefits is subject to change by Blue Cross & Blue
Shield of Connecticut.
- 78 -
EXHIBIT VI FOR ARTICLE VII
BLUE CROSS & BLUE SHIELD OF CONNECTICUT BLUECARE PLUS POS PLAN
Summary of Benefits
--------------------------------------------------------------------------------
SERVICE MANAGED BENEFITS
--------------------------------------------------------------------------------
Preventative Care
Pediatric No Copay - Covered according to age-based
schedule
--------------------------------------------------------------------------------
Adult No Copay - Covered according to
age-based schedule
--------------------------------------------------------------------------------
Vision No Copay - Covered once every two years
--------------------------------------------------------------------------------
Hearing No Copay - Covered according to
age-based schedule
--------------------------------------------------------------------------------
Gynecological No Copay - Covered once per year
(no referral needed)
--------------------------------------------------------------------------------
Mammography No Copay - Covered according to
age-based schedule
--------------------------------------------------------------------------------
- 79 -
--------------------------------------------------------------------------------
Medical Services
Primary Care Medical Office $10 Copay
Visit or Specialist Consultations
--------------------------------------------------------------------------------
Outpatient Rehabilitation
Physical, Occupational and $10 Copay - 60 consecutive days per
Chiropractic Therapy medical condition per calendar year -
Speech Therapy Precertification required
Cardiac Therapy
--------------------------------------------------------------------------------
Allergy $10 Copay - maximum benefit
60 visits in 2 years
--------------------------------------------------------------------------------
No Copay
Laboratory Covered
--------------------------------------------------------------------------------
Office - No Copay - Covered
X-ray and Diagnostic Tests Hospital - $10 Copay for a stand alone
procedure
--------------------------------------------------------------------------------
No Copay
Inpatient Medical Services Covered
--------------------------------------------------------------------------------
No Copay
Surgery Fees Covered
--------------------------------------------------------------------------------
No Copay
Office Surgery Covered
--------------------------------------------------------------------------------
- 80 -
--------------------------------------------------------------------------------
$10 Copay visit 1-5
Outpatient Mental Health $25 Copay visit 6+
and Substance Abuse Covered according to schedule
$2,000 maximum per member per calendar year
--------------------------------------------------------------------------------
Emergency Care
Emergency Room $50 Copay - waived if admitted must meet
sudden and serious criteria or have a
referral from PCP
--------------------------------------------------------------------------------
Urgent Care $25 Copay per visit - at specified
Urgent Care centers - covered for true
urgent care
--------------------------------------------------------------------------------
Ambulance 20% coinsurance - waived if
admitted, land $500 maximum per trip,
air $4,000 maximum per trip
--------------------------------------------------------------------------------
Inpatient Hospital
General/Medical/Surgical/ $250 Copay per admission
Maternity (Semi-Private) Precertification required
--------------------------------------------------------------------------------
Psychiatric Mental Health Covered - $250 Copay per admission up to 60
inpatient days per calendar year -
Precertification required
--------------------------------------------------------------------------------
- 81 -
--------------------------------------------------------------------------------
$250 Copay per admission -
Substance Abuse/ readmission within 2 years, 30%
Detoxification coinsurance up to $500 per admission
except detox, up to 45 days per
calendar year - Precertification required
--------------------------------------------------------------------------------
No Copay
Rehabilitative Covered - up to 60 consecutive
days per medical condition -
Precertification required
--------------------------------------------------------------------------------
$250 Copay per admission - up to
Skilled Nursing Facility 90 days per calendar year -
Precertification required
--------------------------------------------------------------------------------
No Copay
Hospice Covered
--------------------------------------------------------------------------------
Outpatient Hospital No Copay
Outpatient Surgery Covered - Precertification required
Facility Charges
--------------------------------------------------------------------------------
No Copay
Pre-Admission Testing Covered
--------------------------------------------------------------------------------
- 82 -
--------------------------------------------------------------------------------
Other Services
Durable Medical Equipment 20% coinsurance - maximum benefit
(DME) is $1,000 per member per calendar
year for specific DME items -
Precertification required
--------------------------------------------------------------------------------
Prosthetics 20% coinsurance - maximum benefit
is $1,000 per member per calendar
year - Precertification required for
replacement
--------------------------------------------------------------------------------
Home Health Care Covered - when medically
necessary or in lieu of hospitalization -
includes oxygen and infusion therapy -
Precertification required
--------------------------------------------------------------------------------
Prescription Drugs $3 Copay - Generic
$6 Copay - Brand
No Copay - Mail Order
Unlimited maximum
Must use BlueCare Pharmacy Network
Contraceptives Not Covered
--------------------------------------------------------------------------------
Lifetime In-Network Maximum Unlimited
--------------------------------------------------------------------------------
- 83 -
--------------------------------------------------------------------------------
Out of Network Services Annual Deductible - $400 Individual
$800 (2 person)
$1,200 (3 or more)
Coinsurance 80/20
Annual Coinsurance Limit:
$2,000 Individual
$6,000 Family
--------------------------------------------------------------------------------
Lifetime Out-Of-Network Maximum $1,000,000
--------------------------------------------------------------------------------
The foregoing summary of benefits is subject to change by Blue Cross & Blue
Shield of Connecticut
- 84 -
EXHIBIT VII
MEMORANDUM OF AGREEMENT
The United Illuminating Company and Local 470-1 of the UWUA, AFL-CIO,
recognize that together we face the challenges of a changing regulatory
environment, electric utility industry restructuring, aggressive competitive
forces, and increasing customer expectation. To meet these challenges, we commit
to a partnership to improve efficiency, cost-effectiveness, and the quality of
customer service through the development of a flexible, multi-skilled, and
highly trained work force. Through this commitment, we jointly support the
involvement of bargaining unit employees in helping to streamline work processes
to yield maximum results at minimum costs while sustaining quality customer
service.
The Union agrees that it will fully participate with the Company in
making the following process redesign changes and work practice changes. These
changes include the following:
1. Eliminating and/or combining any occupational classification,
transferring duties from one occupational classification to another,
and creating multi-skilled occupational classifications.
2. Modifying Sequences of Promotion.
3. Modifying the means and methods of performing work and the flow of
work, including without limitation implementing such measures as
job-site reporting and job-site delivery.
The Company will involve the Union in discussions of any change
to be implemented by the Company, will consider any comments or
suggestions by the Union concerning the implementation of the changes, and will
satisfy its obligation to bargain with the Union.
The parties' rights and commitments under this Memorandum will be
ongoing and will continue for the duration of the parties' Agreement.
----------------------------------- -------------------------------------
Gary J. Brooks Albert N. Henricksen
President Group Vice President
Local 470-1 UWUA, AFL-CIO Support Services
May 16, 1997
- 85 -
CERTIFICATE CONCERNING AUTHORIZATION TO
EXECUTE FOREGOING AGREEMENT
A meeting of Local 470-l of the U.W.U.A., AFL-CIO was held on June 30,
1997; the meeting was called for the purpose of counting the ballots voted at a
Referendum held that day to authorize the execution of the attached Agreement
with respect to rates of pay, hours of work, and other conditions of employment
of the employees of The United Illuminating Company; a majority voted by secret
ballot to accept and approve said Agreement and to authorize Gary J. Brooks,
Diane M. Diedrich, Jose J. Marti, Paul E. Nastri, and Joseph W. Rydzy to execute
said Agreement on behalf of the Union.
--------------------------------
Joseph A. Orsini
Recording Secretary, Local 470-1
August 26, 1997
- 86 -
May 16, 1989
Mr. Ralph F. Aiello
Chairman, Joint Council
Local 470-471 U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Aiello:
In order to clarify certain job assignments in the Overhead Line
Section, the following work rules shall apply:
A. Regardless of the equipment used, the following rules shall apply:
1. Any line worker shall have the right to refuse to use any equipment or
tool, such as a switch stick, grounding equipment, or phasing
equipment, until its use has been explained.
2. The Line Crew Supervisor shall perform manual work only in emergencies
or for the purpose of training, and shall not be counted as part of the
crew.
3. The Line Crew Supervisor shall review all work orders to ensure that
the equipment and the workers assigned can adequately and safely
complete the work, and to determine the necessity of his presence at
the job site. In any situation where the equipment and workers assigned
are not adequate, the Line Group Leader may contact the Line Crew
Supervisor for advice or assistance before doing the work.
4. The Company may assign more than the specified number of workers to
carry out any jobs to expedite the work or for other purposes, and such
use of extra workers shall not be considered as establishing a
precedent.
B. When an insulated aerial device is used, the following rules shall
apply:
1. The cutting-in and cutting-out of slack in energized primary wires,
when assigned to work with rubber gloves, shall be carried out by one
line worker. This line worker shall be at least a Line Worker First
Class.
2. The cutting-in and cutting-out of slack in energized primary wires,
when assigned to work with insulated sticks, shall be carried out by
two line workers, one of whom shall be a Line Worker First Class. In
such cases the other line worker shall be at least a Line Worker Second
Class.
- 87 -
3. The installation of energized primary taps shall be carried out by one
line worker. This line worker shall be at least a Line Worker First
Class.
C. If an insulated aerial device is not used, the following rules shall
apply:
1. The cutting-in and cutting-out of slack in energized primary wire shall
be carried out by two line workers, one of whom shall be at least a
Line Worker First Class. In such cases the other line worker shall be
at least a Line Worker Second Class.
2. The installation of energized primary taps shall be carried out by two
line workers, one of whom shall be at least a Line Worker First Class.
In such cases the other line worker shall be at least a Line Worker
Second Class.
D. When a turret-mounted derrick or insulated aerial device is not used,
the following rules shall apply:
1. A minimum of four workers shall hang all pole transformers of 25 kVA
and up, as well as three phase banks. Three workers shall hang all
transformers under 25 kVA, except old cast-iron types.
2. All corner and junction pole change-overs where the poles are more
than 5 feet apart and where the nature of the work requires that they
must be worked simultaneously shall be worked with two line workers on
each pole, one of whom on each pole shall be a Line Worker First
Class. For the purpose of this paragraph, a junction pole is one on
which the energized primary wires extend in three or more directions
from the pole, or on which the energized wires extend in two
directions from the pole and are supported on crossarms attached to
the pole at two different levels other than the standard spaced
buckarm; and a corner pole is one with an angle of pull in excess of
l8 feet (20 degrees) or on which the energized primary wires are
carried on disc insulators, or the equivalent, bolted through the
crossarms.
3. When either heavy construction work or the setting or pulling of poles
is involved, there shall be a minimum of four workers plus a Line Crew
Supervisor.
E. When a turret-mounted derrick without pole claws is used, the following
rules shall apply:
1. In hanging transformers, there shall be a minimum of two line workers,
one of whom shall be a Line Group Leader.
2. In setting poles in de-energized areas, there shall be a minimum of a
Line Group Leader, a line worker and one other qualified person.
- 88 -
3. In replacing poles on branch lines or lightly constructed main lines,
there shall be minimum of a Line Group Leader, a Line Worker First or
Second Class, and one other qualified person.
4. In replacing poles on heavily constructed main lines, there shall be a
minimum of a Line Group Leader, a Line Worker First or Second Class,
and two other qualified persons.
5. In removing old poles which have been shifted, there shall be a minimum
of a Line Group Leader, a line worker and one other qualified person.
6. Heavily constructed is defined as poles with heavy side loading (i.e.,
3 phase corners greater than 25 feet, 3 phase dead-ends, 3 phase 3-way
junctions) and/or heavy top loading (i.e., 3 phase transformer
clusters, regulators, 3 phase step-down banks, reclosers, and similar
heavy equipment).
7. A qualified person is defined as a Line Group Leader, Line
Troubleshooter, Line Worker First Class, Line Worker Second Class, Line
Worker Third Class, Line Utility Worker.
F. When a material handling bucket truck or a turret-mounted derrick
equipped with pole claws is used, the following rules shall apply:
1. In hanging transformers, there shall be a minimum of two line workers,
one of whom shall be a Line Group Leader.
2. In setting poles in de-energized areas, there shall be a minimum of a
Line Group Leader and one other qualified person.
3. In replacing poles on branch lines or lightly constructed main lines,
there shall be a minimum of a Line Group Leader and a Line Worker First
Class.
4. In replacing poles adjacent to the old pole on heavily constructed main
lines, there shall be a minimum of a Line Group Leader and a Line
Worker First Class.
5. In replacing poles in place on heavily constructed main lines, there
shall be a minimum of a Line Group Leader, a Line Worker First Class,
and one other qualified person.
6. In removing old poles which have been shifted, there shall be a minimum
of a Line Group Leader and a Line Worker Second Class.
- 89 -
7. Heavily constructed is defined as poles with heavy side loading (i.e.,
3 phase corners greater than 25 feet, 3 phase dead-ends, 3 phase 3-way
junctions) and/or heavy top loading (i.e., 3 phase transformer
clusters, regulators, 3 phase step-down banks, reclosers, and similar
heavy equipment).
8. A qualified person is defined as a Line Group Leader, Line
Troubleshooter, Line Worker First Class, Line Worker Second Class, Line
Worker Third Class, Line Utility Worker.
G. In all situations not expressly described above, or when new types of
equipment are used, the number of workers assigned shall be determined
by the capabilities of the equipment and the training and skills of the
workers assigned. In all cases, work shall be performed using safe
methods and sound operating practices.
The foregoing rules are the only existing rules relating to Overhead
Line job assignments.
Very truly yours,
Harold J. Moore, Jr.
Vice President Human Resources
- 90 -
May 16, 1997
Gary J. Brooks
President
Local 470-1 U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In connection with our negotiations for the parties' 1997 collective
bargaining agreement, this will confirm that the Company and the Union have
agreed to the following conditions with respect to changing the Overhead Line
Section Work Rules:
1. The proposed revisions to Sections "E" and "F" of the work rules, as shown
in the attached Company Proposal #2A, will be implemented when the Union is
satisfied that employees who would be assigned to perform such work have
been properly trained to meet the definition of "a qualified person" in new
"E-5" and "F-5" of said proposal.
2. The Company and Union will appoint a joint training committee whose sole
purpose shall be the development of a training program(s) designed to
qualify employees such that the Union agrees to implement the work rule
changes shown in the attached Company Proposal #2B.
3. Subsequent to the accomplishment of item 2 above, the Company and Union
will appoint a joint training committee(s) whose sole purpose shall be the
development of a training program(s) designed to qualify employees such
that the Union agrees to implement the remaining work rule changes of
Company Proposal #2A.
In the event the Company and the Union are unable to reach
agreement concerning any or all of the proposed work rule changes, or the timing
of the Company's proposed implementation of such changes, the Company reserves
the right to make such changes as are appropriate after prior notice to the
Union and after affording the Union the opportunity to bargain over the
implementation of such changes.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 91 -
COMPANY PROPOSAL #2A
OVERHEAD LINE SECTION WORK RULES
REFERENCE: REVISIONS TO SECTIONS "E" AND "F"
May 16, 1997
Gary J. Brooks
President
Local 470-471 U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In order to clarify certain job assignments in the Overhead Line
Section, the following work rules shall apply:
NOTE: NO CHANGES TO SECTIONS "A" THROUGH "D."
E. When a turret-mounted derrick without pole claws is used, the following
rules shall apply:
1. In hanging transformers, there shall be a minimum of two line workers,
one of whom shall be a Line Group Leader.
2. WHEN SETTING POLES IN DE-ENERGIZED AREAS, OR WHEN REPLACING POLES ON
BRANCH LINES OR LIGHTLY CONSTRUCTED MAIN LINES, OR WHEN REMOVING OLD
POLES THAT HAVE BEEN SHIFTED, THE CREW WILL BE COMPRISED OF A LINE
GROUP LEADER AND TWO OTHER QUALIFIED PERSONS.
3. IN REPLACING POLES ON HEAVILY CONSTRUCTED MAIN LINES, THERE SHALL BE A
MINIMUM OF A LINE GROUP LEADER AND THREE OTHER QUALIFIED PERSONS.
4. Heavily constructed is defined as poles with heavy side loading (i.e.,
3 phase corners greater than 25 feet, 3 phase dead-ends, 3 phase 3-way
junctions) and/or heavy top loading (i.e., 3 phase transformer
clusters, regulators, 3 phase step-down banks, reclosers, and similar
heavy equipment).
5. A QUALIFIED PERSON IS DEFINED AS AN INDIVIDUAL WHO HAS BEEN TRAINED
RELATIVE TO THE EQUIPMENT, TOOLS, AND WORK METHODS. THIS TRAINING SHALL
BE EQUIVALENT TO THE TRAINING PROVIDED IN THE COMPANY'S LINE SCHOOL.
- 92 -
F. When a material handling bucket truck or a turret-mounted derrick
equipped with pole claws is used, the following rules shall apply:
1. In hanging transformers, there shall be a minimum of two line workers,
one of whom shall be a Line Group Leader.
2. WHEN SETTING POLES IN DE-ENERGIZED AREAS, OR WHEN REPLACING POLES ON
BRANCH LINES OR LIGHTLY CONSTRUCTED MAIN LINES, OR WHEN REPLACING POLES
ADJACENT TO THE OLD POLE ON HEAVILY CONSTRUCTED MAIN LINES, OR WHEN
REMOVING OLD POLES THAT HAVE BEEN SHIFTED, THE CREW WILL BE COMPRISED
OF A LINE GROUP LEADER AND ONE OTHER QUALIFIED PERSON.
3. IN REPLACING POLES IN PLACE ON HEAVILY CONSTRUCTED MAIN LINES, THERE
SHALL BE A MINIMUM OF A LINE GROUP LEADER AND TWO OTHER QUALIFIED
PERSONS.
4. Heavily constructed is defined as poles with heavy side loading (i.e.,
3 phase corners greater than 25 feet, 3 phase dead-ends, 3 phase 3-way
junctions) and/or heavy top loading (i.e., 3 phase transformer
clusters, regulators, 3 phase step-down banks, reclosers, and similar
heavy equipment).
5. A QUALIFIED PERSON IS DEFINED AS AN INDIVIDUAL WHO HAS BEEN TRAINED
RELATIVE TO THE EQUIPMENT, TOOLS, AND WORK METHODS. THIS TRAINING SHALL
BE EQUIVALENT TO THE TRAINING PROVIDED IN THE COMPANY'S LINE SCHOOL.
G. In all situations not expressly described above, or when new types of
equipment are used, the number of workers assigned shall be determined
by the capabilities of the equipment and the training and skills of the
workers assigned. In all cases, work shall be performed using safe
methods and sound operating practices.
The foregoing rules are the only existing rules relating to Overhead
Line job assignments.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 93 -
COMPANY PROPOSAL #2B
OVERHEAD LINE SECTION WORK RULES
REFERENCE: REVISIONS TO SECTIONS "E-2, 5, AND 7" AND "F-6 AND 8"
May 16, 1997
Gary J. Brooks
President
Local 470-471 U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In order to clarify certain job assignments in the Overhead Line
Section, the following work rules shall apply:
NOTE: NO CHANGES TO SECTIONS "A" THROUGH "D."
E. When a turret-mounted derrick without pole claws is used, the following
rules shall apply:
1. In hanging transformers, there shall be a minimum of two line workers,
one of whom shall be a Line Group Leader.
2. In setting poles in de-energized areas, there shall be a minimum of a
Line Group Leader AND TWO OTHER QUALIFIED PERSONS.
3. In replacing poles on branch lines or lightly constructed main lines,
there shall be a minimum of a Line Group Leader, a Line Worker First or
Second Class, and one other qualified person.
4. In replacing poles on heavily constructed main lines, there shall be a
minimum of a Line Group Leader, a Line Worker First or Second Class,
and two other qualified persons.
5. In removing old poles which have been shifted, there shall be a minimum
of a Line Group Leader AND TWO OTHER QUALIFIED PERSONS.
- 94 -
6. Heavily constructed is defined as poles with heavy side loading (i.e.,
3 phase corners greater than 25 feet, 3 phase dead-ends, 3 phase 3-way
junctions) and/or heavy top loading (i.e., 3 phase transformer
clusters, regulators, 3 phase step-down banks, reclosers, and similar
heavy equipment).
7. A qualified person is defined as AN INDIVIDUAL WHO HAS BEEN TRAINED
RELATIVE TO THE EQUIPMENT, TOOLS, AND WORK METHODS.
F. When a material handling bucket truck or a turret-mounted derrick
equipped with pole claws is used, the following rules shall apply:
1. In hanging transformers, there shall be a minimum of two line workers,
one of whom shall be a Line Group Leader.
2. In setting poles in de-energized areas, there shall be a minimum of a
Line Group Leader and one other qualified person.
3. In replacing poles on branch lines or lightly constructed main lines,
there shall be a minimum of a Line Group Leader and a Line Worker First
Class.
4. In replacing poles adjacent to the old pole on heavily constructed main
lines, there shall be a minimum of a Line Group Leader and a Line
Worker First Class.
5. In replacing poles in place on heavily constructed main lines, there
shall be a minimum of a Line Group Leader, a Line Worker First Class,
and ONE OTHER QUALIFIED PERSON.
6. In removing old poles which have been shifted, there shall be a minimum
of a Line Group Leader and ONE OTHER QUALIFIED PERSON.
7. Heavily constructed is defined as poles with heavy side loading (i.e.,
3 phase corners greater than 25 feet, 3 phase dead-ends, 3 phase 3-way
junctions) and/or heavy top loading (i.e., 3 phase transformer
clusters, regulators, 3 phase step-down banks, reclosers, and similar
heavy equipment).
8. A qualified person is defined as AN INDIVIDUAL WHO HAS BEEN TRAINED
RELATIVE TO THE EQUIPMENT, TOOLS, AND WORK METHODS.
- 95 -
G. In all situations not expressly described above, or when new types of
equipment are used, the number of workers assigned shall be determined
by the capabilities of the equipment and the training and skills of the
workers assigned. In all cases, work shall be performed using safe
methods and sound operating practices.
The foregoing rules are the only existing rules relating to Overhead
Line job assignments.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 96 -
July 8, l966
The United Illuminating Company
Mr. John V. Fratus, Jr.
Director of Employee Relations
80 Temple Street
New Haven, Connecticut 06506
Gentlemen:
In connection with the execution of a new Agreement between The United
Illuminating Company and the Federation of Utility Employees, the Federation and
its officers, stewards, and members agree to cooperate to the fullest with the
Company in a concerted effort to reduce the currently high rate of sick leave
during the term of the Agreement.
Very truly yours,
FEDERATION OF UTILITY EMPLOYEES
Joseph R. Riegel
Chairman, Joint Council
- 97 -
September l6, l982
Mr. Michael N. Kusheba
Chairman Joint Council
Local 470-47l U.W.U.A., AFL-CIO
P. O. Box l5l3
Bridgeport, Connecticut 0660l
Dear Mr. Kusheba:
Both the Company and the Union recognize that the objectives of the
Meter Reading Sections include obtaining timely and accurate readings from
customer meters. Failure to achieve these objectives has a financial impact on
the Company and creates ill will among our customers.
With these objectives in mind, the Company will continue to use good
judgment in assigning work to meter reading employees in instances of extreme
weather.
Very truly yours,
Harold J. Moore, Jr.
Vice President Human Resources
- 98 -
May l6, l985
Mr. Ralph F. Aiello
Chairman, Joint Council
Local 470-47l U.W.U.A., AFL-CIO
Post Office Box l497
New Haven, Connecticut 06506
Dear Mr. Aiello:
In connection with the execution of a new Agreement between The United
Illuminating Company and Local 470-47l of the U.W.U.A., AFL-CIO, the Company,
during the term of the Agreement, will provide to an employee who is insured
under the Group Life Insurance Plan and who becomes totally and permanently
disabled for at least nine consecutive months prior to becoming age 60, his full
life insurance benefits in effect at the time of his disability at no cost to
him until recovery or the attainment of age 62, whichever occurs first.
The employee's contribution will cease upon submission of the first
required proof of disability.
Proof of disability must be filed within three months after total
disability has lasted nine months. Subsequent proofs of disability must be
furnished each year thereafter.
Very truly yours,
Harold J. Moore, Jr.
Vice President Human Resources
- 99 -
May 16, 1992
Mr. George E. Powell
President
Local 470-l U.W.U.A., AFL-CIO
P.O. Box 1513
Bridgeport, Connecticut 06601
Dear Mr. Powell:
In connection with the execution of a new Agreement between The United
Illuminating Company and Local 470-1 of the U.W.U.A., AFL-CIO, the Company
during the term of the Agreement, will furnish to eligible dependents of those
active employees who die after completing fifteen years of service and whose
combined age and years of service at death equals or exceeds 50, the same
benefits provided by the group hospital, medical and surgical plans (including a
qualified Health Maintenance Organization Plan) (effective January 1, 1993, the
fully Company-paid group hospital, medical and surgical option or a qualified
Health Maintenance Organization Plan) and the group dental plan offered to
active bargaining unit employees and their eligible dependents (effective
January 1, 1993, the fully Company-paid dental option) at no cost to such
eligible dependents during the one-year period immediately following the death
of the employee. Thereafter, the Company will make the foregoing benefits
available to such eligible dependents at no cost to the Company. In the
alternative, the Company shall have the right to furnish or make available, as
the case may be, the foregoing coverage under any other group plan or plans
providing equivalent benefits. Such equivalent benefits will be made available
without regard to a specific carrier or provider.
The foregoing benefits will be furnished or made available only to
those eligible dependents who are enrolled in the group plan or plans provided
by the Company at the time of the employee's death, who are eligible for
continued coverage under the plan or plans offered by the Company or under the
terms of any equivalent plan or plans, and who, after the first one-year of
coverage, provide for the prepayment of any monthly premiums either by
authorized deduction from a Company survivor benefit, or by direct prepayment to
the Company.
- 100 -
Such coverage will remain in effect for spouses of those deceased
employees until the earlier of the spouse's 65th birthday, death, remarriage or
eligibility for other group coverage. Such coverage will remain in effect for
other covered dependents until such dependents cease to be eligible for
continued coverage under the terms of the applicable plan or plans or until such
dependents become eligible for other group coverage, whichever is earlier.
Very truly yours,
Albert N. Henricksen
Vice President
Human & Environmental Resources
- 101 -
May 16, 1992
Mr. George E. Powell
President
Local 470-1 U.W.U.A., AFL-CIO
P.O. Box 1513
Bridgeport, Connecticut 06601
Dear Mr. Powell:
In connection with the execution of a new Agreement between The United
Illuminating Company and Local 470-1 of the U.W.U.A., AFL-CIO, the Company will,
during the term of the Agreement, take such action as is appropriate to amend
The United Illuminating Company Plan for Employees' Disability Benefits (the
"Plan") to provide that a full-time employee who terminates employment with at
least one-year of continuous service and who is subsequently re-employed by the
Company as a full-time employee will be credited with the amount of pre-break
service for the purpose of computing sickness disability benefits under the
Plan, effective one year after the employee's rehire.
Very truly yours,
Albert N. Henricksen
Vice President
Human & Environmental Resources
- 102 -
May 16, 1992
Mr. George E. Powell
President
Local 470-1 U.W.U.A., AFL-CIO
P.O. Box 1513
Bridgeport, Connecticut 06601
Dear Mr. Powell:
In connection with the execution of a new Agreement between The United
Illuminating Company and Local 470-1 of the U.W.U.A., AFL-CIO, the Company,
during the term of the Agreement, will pay the difference between the cost of a
regular operator's license and the normal and customary cost of any special
license required for an employee to operate a UI vehicle (including testing
fees). For purposes of this letter, the phrase "normal and customary cost" does
not include costs and fees (including testing fees) incurred by the employee
because of any irregularity in the employee's driving record.
This letter amends Harold J. Moore's letter to Robert L. Esposito dated
December 6, 1978.
Very truly yours,
Albert N. Henricksen
Vice President
Human & Environmental Resources
- 103 -
May 16, 1997
Gary J. Brooks
President
Local 470-1 AFL-CIO, U.W.U.A.
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In connection with the execution of a new Agreement between The United
Illuminating Company and Local 470-1 of the U.W.U.A., AFL-CIO, the Company will
pay the following one-time, lump-sum ratification bonuses to each bargaining
unit employee employed by the Company as of the date our Agreement is ratified
by the bargaining unit:
(1) Payable no later than June 15, 1998, a bonus equal to two and
one-half percent (2.5%) of the base annual straight time wages
applicable to each employee as of May 17, 1998 (as set forth
on Exhibit I, Schedule A), which bonus will be calculated for
full-time employees based on an annual full-time schedule of
2080 hours and will be pro-rated for part-time employees based
on an annual part-time schedule of 1664 hours;
(2) Payable no later than June 15, 1999, a bonus equal to two and
one-half percent (2.5%) of the base annual straight time wages
applicable to each employee as of May 16, 1999 (as set forth
on Exhibit I, Schedule A), which bonus will be calculated for
full-time employees based on an annual full-time schedule of
2080 hours and will be pro-rated for part-time employees based
on an annual part-time schedule of 1664 hours;
(3) Payable no later than June 15, 2000, a bonus equal to two and
one-half percent (2.5%) of the base annual straight time wages
applicable to each employee as of May 21, 2000 (as set forth
on Exhibit I, Schedule A), which bonus will be calculated for
full-time employees based on an annual full-time schedule of
2080 hours and will be pro-rated for part-time employees based
on an annual part-time schedule of 1664 hours.
(4) Payable no later than June 15, 2001, a bonus equal to two and
one-half percent (2.5%) of the base annual straight time wages
applicable to each employee as of May 20, 2001 (as set forth
on Exhibit I, Schedule A), which bonus will be calculated for
full-time employees based on an annual full-time schedule of
2080 hours and will be pro-rated for part-time employees based
on an annual part-time schedule of 1664 hours.
- 104 -
The aforesaid bonuses are not intended to be payment for actual
services rendered or compensation for hours of employment. They have been
negotiated by the parties to induce bargaining unit ratification of our
Agreement, and to preserve certain benefits as part of the employees' total
compensation. The only eligibility requirement for these one-time bonuses is
that employees be on the payroll as of the date our Agreement is ratified.
Consequently, employees who terminate employment after the ratification date and
prior to June 15, 2001 will be eligible to receive the aforesaid bonuses.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 105 -
May 16, 1997
Mr. Gary J. Brooks
President
Local 470-l U.W.U.A., AFL-CIO
P. O. Box l497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In connection with the execution of a new Agreement between The United
Illuminating Company and Local 470-1 of the U.W.U.A., AFL-CIO, the Company
during the term of the Agreement, will provide life insurance coverage on the
following terms:
(a) Active Employees (January 1, 1996 to May 16, 2002)
--------------------------------------------------
For active employees who are members of the Group Life Insurance Plan
on January 1, 1996, and for those who subsequently become members of
the Plan during the life of the Agreement, the Company will provide
fully paid life insurance in the amount of $30,000. Members of the Plan
may at their own expense elect additional coverage, in accordance with
and subject to the provisions of the Company's "BENEFLEX Plan,"
equivalent to one times, two times, or three times their annual base
rate (exclusive of overtime and premiums) rounded to the next higher
$1,000 on the later of January 1, 1996, or their entry into the Plan.
The total amount of life insurance to which an active employee who is a
member of the Plan on January 1, 1996, will be entitled, and the total
amount of life insurance to which one who subsequently becomes a member
of the Plan during the life of the Agreement will be entitled, shall be
increased only on January 1, 1996, and on each subsequent January 1st
thereafter.
(b) Future Retirees
---------------
For retirees who retire hereafter at age 62 or later pursuant to the
terms of the Company's pension plan and who are members of the Group
Life Insurance Plan at the time of retirement, the Company will provide
fully paid life insurance in the amount of $13,000 ($14,000 effective
June 1, 1997).
- 106 -
(c) Current Retirees
----------------
For retirees who retired pursuant to the terms of the Company's pension
plan prior to the effective date of this Agreement, the Company will
continue to provide the same amount of life insurance that was in
effect at the time of their retirement at no cost to such retirees.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 107 -
May 16, 1995
Mr. Gary J. Brooks
President
Local 470-l U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In connection with the execution of a new Agreement between The United
Illuminating Company and Local 470-1 of the U.W.U.A., AFL-CIO, the Company,
during the term of the Agreement, will make available or furnish to retirees who
retire on or after May 16, 1995, pursuant to the terms of the Company's pension
plan, medical and dental coverage under the following conditions:
1. Retirements Before Age 62--All Employees
-------------------------------------------
(a) For retirees who retire between May 16, 1995 and December 31, 1995,
prior to reaching age 62, the Company will make available until age 65
coverage under plans providing benefits equivalent to the Blue Cross &
Blue Shield of Connecticut Century 2000 Plan (effective January 1,
1996, the Blue Cross & Blue Shield of Connecticut Century Preferred
Plan) and the Blue Cross & Blue Shield of Connecticut Dental Plan,
Option B applicable to bargaining unit employees, all at no cost to the
Company.
(b) For retirees who retire after December 31, 1995, prior to reaching age
62, the Company will make available until age 65 coverage under plans
providing benefits equivalent to the Blue Cross & Blue Shield of
Connecticut Century Preferred Plan and the Blue Cross & Blue Shield of
Connecticut Dental Plan, Option B applicable to bargaining unit
employees, all at no cost to the Company.
(c) For retirees who retire prior to reaching age 62, the Company will make
available commencing at age 65 coverage under a Medicare supplemental
plan that will provide with Medicare, if available, benefits equivalent
to the Blue Cross 65 High Option Health Insurance Plan and Blue Shield
65--Plan 83 Health Insurance Plan at no cost to the Company.
- 108 -
2. Retirements After Age 62--Employees Hired Before May 16, 1992
----------------------------------------------------------------
(a) For those retirees who were employed by the Company as of May 16, 1992,
and who retire between May 16, 1995 and December 31, 1995, on or after
reaching age 62 with 10 or more years of service, the Company will
furnish until age 65 coverage under a plan providing benefits
equivalent to the Blue Cross & Blue Shield of Connecticut Century 2000
Plan (effective January 1, 1996, the Blue Cross & Blue Shield of
Connecticut Century Preferred Plan) at no cost to the retiree.
(b) For those retirees who were employed by the Company as of May 16,
1992, and who retire after December 31, 1995, on or after reaching age
62 with 10 or more years of service, the Company will make available
until age 65 coverage under a plan providing benefits equivalent to
the Blue Cross & Blue Shield of Connecticut Century Preferred Plan.
The retiree shall pay 5% of the cost of the premiums (6% effective
January 1, 1997 and 7% effective January 1, 1998) for such coverage,
and the Company shall pay the remaining cost of the premiums;
provided, however, that the Company will pay the entire cost of such
premiums for employees who elect early retirement under the voluntary
early retirement program agreed upon by the Company and the Union as
of May 16, 1995.
(c) For those retirees who were employed by the Company as of May 16, 1992,
and who retire on or after reaching age 62, the Company will furnish or
make available commencing at age 65 coverage under a Medicare
supplemental plan that will provide with Medicare, if available,
benefits equivalent to the Blue Cross 65 High Option Health Insurance
Plan and Blue Shield 65--Plan 83 Health Insurance Plan. The cost of
such coverage shall be borne by the Company.
(d) For those retirees who were employed by the Company as of May 16, 1992,
and who retire on or after reaching age 62, the Company will make
available to such retirees coverage under a plan providing benefits
equivalent to the Blue Cross & Blue Shield of Connecticut Dental Plan,
Option B applicable to bargaining unit employees, at no cost to the
Company.
3. Retirements After Age 62--Employees Hired After May 16, 1992
---------------------------------------------------------------
(a) For those retirees who were hired after May 16, 1992, and who retire
after January 1, 1996, on or after reaching age 62, the Company will
furnish or make available until age 65 coverage under a plan providing
benefits equivalent to the Blue Cross & Blue Shield of Connecticut
Century Preferred Plan. The retiree will pay 5% of the cost of the
premiums (6% effective January 1, 1997 and 7% effective January 1,
1998) for such coverage, and the remaining cost shall be borne by the
Company and the retiree in accordance with the following schedule:
- 109 -
Years of Service Company Share Retiree Share
At Retirement of Remaining of Remaining
Premium of Premium
--------------------------------------------------------------------------------
10-14 0 100%
15 50% 50%
16 55% 45%
17 60% 40%
18 65% 35%
19 70% 30%
20 75% 25%
21 80% 20%
22 85% 15%
23 90% 10%
24 95% 5%
25 and over 100% 0
In addition, the Company will make available to such retirees coverage
under a plan providing benefits equivalent to the Blue Cross & Blue
Shield of Connecticut Dental Plan, Option B applicable to bargaining
unit employees at no cost to the Company.
(b) For retirees who were hired after May 16, 1992, and who retire on or
after reaching age 62, the Company will furnish or make available
commencing at age 65 coverage under a Medicare supplemental plan that
will provide with Medicare, if available, benefits equivalent to the
Blue Cross 65 High Option Health Insurance Plan and Blue Shield
65--Plan 83 Health Insurance Plan. The cost of such coverage (except
for the Medicare Part B premium as described in section 4 below) shall
be borne by the Company and the employee in accordance with the
following schedule:
Years of Service Company Share Retiree Share
At Retirement of Premium of Premium
--------------------------------------------------------------------------------
10-14 0 100%
15 50% 50%
16 55% 45%
17 60% 40%
18 65% 35%
19 70% 30%
20 75% 25%
21 80% 20%
22 85% 15%
23 90% 10%
24 95% 5%
25 and over 100% 0
- 110 -
4. Medicare Part B--All Employees
---------------------------------
(a) For employees employed by the Company as of May 16, 1992, who
retire on or after age 62, the Company will provide, commencing with
the date of enrollment and continuing for the lifetime of the retiree,
full reimbursement on a monthly basis of the monthly premium for the
retiree's coverage under Medicare Part B. Upon the retirement of any
employee who, as of May 16, 1992, is at least 62 years of age and has
30 or more years of service, the Company will also provide full
reimbursement, during the lifetime of the retiree, of the monthly
premium for Medicare Part B coverage for any eligible, enrolled
dependents of the retiree. For the eligible dependents of all other
employees employed by the Company as of May 16, 1992, who retire on or
after age 62 with 15 or more years of service, the Company will
contribute up to $46.10 per month toward the cost of Medicare Part B
coverage for each such enrolled dependent during the lifetime of the
retiree. The additional cost of Medicare Part B coverage, if any,
shall be borne by the dependent.
(b) Employees hired on or after May 16, 1992, shall not be entitled, upon
retirement, to any contribution by the Company for Medicare Part B
coverage for themselves or their dependents.
The equivalent benefits described in this letter will be made available
or furnished, as the case may be, without regard to a specific carrier or
provider.
The coverages described in this letter shall be made available or
furnished only to a retiree who has the appropriate coverage in effect at the
time of retirement and who is eligible for such coverage under the terms of the
plans or policies. Further, the coverage described above requiring payment by
the retiree will be made available only to a retiree who provides for the
prepayment of the monthly premiums either by authorized deduction from the
retiree's pension, or by direct prepayment to the Company.
Very truly yours,
Albert N. Henricksen
Vice President Administration
- 111 -
May 16, 1997
Mr. Gary J. Brooks
President
Local 470-l U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
This letter will replace our prior agreement as set forth in my letter
dated May 16, 1995, with respect to retirements occurring after May 16, 1998.
In connection with the execution of a new Agreement between The United
Illuminating Company and Local 470-1 of the U.W.U.A., AFL-CIO, the Company,
during the term of the Agreement, will make available or furnish to retirees who
retire on or after May 16, 1998, pursuant to the terms of the Company's pension
plan, medical and dental coverage under the following conditions:
1. Retirements Before Age 62--All Employees
-------------------------------------------
(a) For retirees who retire after May 16, 1998, between the age of 55 and
62 with at least ten years of service, the Company will make available
until age 65 coverage under plans providing benefits equivalent to the
Blue Cross & Blue Shield of Connecticut Century Preferred Plan
(effective January 1, 1999, the Blue Cross & Blue Shield of Connecticut
BlueCare Plus POS Plan) and the Blue Cross & Blue Shield of Connecticut
Dental Plan, Option B applicable to bargaining unit employees, all at
no cost to the Company.
(b) For retirees who retire between the age of 55 and 62 with at least ten
years of service, the Company will make available commencing at age 65
coverage under a Medicare supplemental plan that will provide with
Medicare, if available, benefits equivalent to the Blue Cross 65 High
Option Health Insurance Plan and Blue Shield 65--Plan 83 Health
Insurance Plan at no cost to the Company.
- 112 -
2. Retirements After Age 62--Employees Hired Before May 16, 1992
----------------------------------------------------------------
(a) For those retirees who were employed by the Company as of May 16,
1992, and who retire after May 16, 1998, on or after reaching age 62
with 10 or more years of service, the Company will make available
until age 65 coverage under a plan providing benefits equivalent to
the Blue Cross & Blue Shield of Connecticut Century Preferred Plan
(effective January 1, 1999, the Blue Cross & Blue Shield of
Connecticut BlueCare Plus POS Plan). The retiree's share of the cost
of such coverage, on a percentage basis, shall be equal to the same
percentage of the premium that the retiree was paying as an active
employee (for himself and his eligible dependents, if any) at the time
of his retirement. The Company shall pay the remaining cost of the
premiums.
(b) For those retirees who were employed by the Company as of May 16,
1992, and who retire on or after reaching age 62 with at least ten
years of service, the Company will furnish or make available
commencing at age 65 coverage under a Medicare supplemental plan that
will provide with Medicare, if available, benefits equivalent to the
Blue Cross 65 High Option Health Insurance Plan and Blue Shield
65--Plan 83 Health Insurance Plan. The retiree's share of the cost of
such coverage, on a percentage basis, shall be equal to the same
percentage of the premium that the retiree was paying as an active
employee (for himself and his eligible dependents, if any) at the time
of his retirement. The Company shall pay the remaining cost of the
premiums.
(c) For those retirees who were employed by the Company as of May 16, 1992,
and who retire on or after reaching age 62 with at least ten years of
service, the Company will make available to such retirees until age 65
coverage under a plan providing benefits equivalent to the Blue Cross &
Blue Shield of Connecticut Dental Plan, Option B applicable to
bargaining unit employees, at no cost to the Company.
3. Retirements After Age 62--Employees Hired After May 16, 1992
---------------------------------------------------------------
(a) For those retirees who were hired after May 16, 1992, and who
retire after May 16, 1998, on or after reaching age 62 with at least
ten years of service, the Company will furnish or make available until
age 65 coverage under a plan providing benefits equivalent to the Blue
Cross & Blue Shield of Connecticut Century Preferred Plan (effective
January 1, 1999, the Blue Cross & Blue Shield of Connecticut BlueCare
Plus POS Plan). The retiree's share of the cost of such coverage, on a
percentage basis, shall be equal to the same percentage of the premium
that the retiree was paying as an active employee (for himself and his
eligible dependents, if any) at the time of his retirement, and the
remaining cost of the premiums shall be borne by the Company and the
retiree in accordance with the following schedule:
- 113 -
Years of Service Company Share Retiree Share
At Retirement of Remaining of Remaining
Premium Premium
--------------------------------------------------------------------------------
10-14 0 100%
15 50% 50%
16 55% 45%
17 60% 40%
18 65% 35%
19 70% 30%
20 75% 25%
21 80% 20%
22 85% 15%
23 90% 10%
24 95% 5%
25 and over 100% 0
In addition, the Company will make available to such retirees until age
65 coverage under a plan providing benefits equivalent to the Blue
Cross & Blue Shield of Connecticut Dental Plan, Option B applicable to
bargaining unit employees at no cost to the Company.
(b) For retirees who were hired after May 16, 1992, and who retire on
or after reaching age 62 with at least ten years of service, the
Company will furnish or make available commencing at age 65 coverage
under a Medicare supplemental plan that will provide with Medicare, if
available, benefits equivalent to the Blue Cross 65 High Option Health
Insurance Plan and Blue Shield 65--Plan 83 Health Insurance Plan.
Except for the Medicare Part B premium as described in section 4
below, the retiree's share of the cost of such coverage, on a
percentage basis, shall be equal to the same percentage of the premium
that the retiree was paying as an active employee (for himself and his
eligible dependents, if any) at the time of his retirement, and the
remaining cost of the premiums shall be borne by the Company and the
retiree in accordance with the following schedule:
- 114 -
Years of Service Company Share Retiree Share
At Retirement of Premium of Premium
--------------------------------------------------------------------------------
10-14 0 100%
15 50% 50%
16 55% 45%
17 60% 40%
18 65% 35%
19 70% 30%
20 75% 25%
21 80% 20%
22 85% 15%
23 90% 10%
24 95% 5%
25 and over 100% 0
4. Medicare Part B--All Employees
---------------------------------
(a) For employees employed by the Company as of May 16, 1992, who
retire on or after age 62 with at least ten years of service, the
Company will provide, commencing with the date of enrollment and
continuing for the lifetime of the retiree, full reimbursement on a
monthly basis of the monthly premium for the retiree's coverage under
Medicare Part B. Upon the retirement of any employee who, as of May
16, 1992, is at least 62 years of age and has 30 or more years of
service, the Company will also provide full reimbursement, during the
lifetime of the retiree, of the monthly premium for Medicare Part B
coverage for any eligible, enrolled dependents of the retiree. For the
eligible dependents of all other employees employed by the Company as
of May 16, 1992, who retire on or after age 62 with 15 or more years
of service, the Company will contribute up to $46.10 per month toward
the cost of Medicare Part B coverage for each such enrolled dependent
during the lifetime of the retiree. The additional cost of Medicare
Part B coverage, if any, shall be borne by the dependent.
(b) Employees hired on or after May 16, 1992, shall not be entitled, upon
retirement, to any contribution by the Company for Medicare Part B
coverage for themselves or their dependents.
The equivalent benefits described in this letter will be made available
or furnished, as the case may be, without regard to a specific carrier or
provider.
- 115 -
The coverages described in this letter shall be made available or
furnished only to a retiree who has the appropriate coverage in effect at the
time of retirement and who is eligible for such coverage under the terms of the
plans or policies. Further, the coverage described above requiring payment by
the retiree will be made available only to a retiree who provides for the
prepayment of the monthly premiums by authorized deduction from the retiree's
pension.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 116 -
May 16, 1997
Gary J. Brooks
President
Local 470-1 U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In connection with our negotiations for the parties' 1997 collective
bargaining agreement, this will confirm that the Union has agreed (a) to
participate with the Company in identifying and assessing alternatives in the
design of The United Illuminating Company Pension Plan, The United Illuminating
Company Employee Savings Plan (known as the "401(k) Plan"), and The United
Illuminating Company Employee Stock Ownership Plan (know as the "ESOP"); and (b)
to continue the participation of bargaining unit employees on the Retirement
Plan Review Task Force.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 117 -
May 16, 1995
Mr. Gary J. Brooks
President
Local 470-1, U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In connection with the execution of a new Agreement between The United
Illuminating Company and Local 470-1 of the U.W.U.A., this is to confirm that
if, during the term of the Agreement, the Company mandates employees to wear
Nomex (trademark) flame retardant clothing, or its equivalent, the Company will
provide such clothing in amounts reasonably sufficient to enable employees to
perform the job duties for which such clothing is required.
Very truly yours,
Albert N. Henricksen
Vice President Administration
- 118 -
May 16, 1997
Gary J. Brooks
President
Local 470-1 U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In connection with our negotiations for the parties' 1997 collective
bargaining agreement, this will confirm that the Company and the Union will
create a joint Union-Management committee (a) to assess the Job Evaluation Plan
currently in place for evaluating and grading bargaining unit jobs, and (b) to
make recommendations to the Company and the Union concerning appropriate
modifications to the current system and/or alternative job evaluation system(s)
to replace the current plan. In the event the Company and the Union are unable
to reach agreement concerning the system for evaluating and grading bargaining
unit jobs, the Company reserves the right to make such changes as are
appropriate after prior notice to the Union and after affording the Union the
opportunity to bargain over the implementation of such changes.
This will further confirm that, with respect to those occupational
classifications that were evaluated by the Company during the course of our
negotiations, the Union shall have until September 1, 1997, to undertake a
further review of these evaluations and to discuss such evaluations with the
appropriate Union/Management sub-teams.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 119 -
May 16, 1997
Gary J. Brooks
President
Local 470-1 U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In connection with the negotiations for our 1997 collective bargaining
agreement, this will confirm that the Company and the Union will create a joint
Union-Management committee (a) to evaluate whether the current system of
promoting bargaining unit employees through the use of various Sequences of
Promotion should be changed and, if so, (b) to make recommendations to the
Company and the Union as to any appropriate changes concerning the promotion of
bargaining unit employees. The scope of this committee's work shall include, but
not be limited to, the feasibility of instituting a post-and-bid system, and an
assessment of the role that employee seniority would play in such a system. Any
changes to the current system of promoting employees through the use of
Sequences of Promotion will be by mutual agreement of the Company and the Union.
In the event the parties are unable to agree on any such changes, the current
system of utilizing various Sequences of Promotion will remain in effect for the
duration of our 1997 Agreement.
This letter is not intended to limit in any way the Company's right to
modify Sequences of Promotion as described in our Memorandum of Agreement dated
May 16, 1997.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 120 -
May 16, 1997
Gary J. Brooks
President
Local 470-1 U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, CT 06506
Dear Mr. Brooks:
In connection with the negotiations for our 1997 collective bargaining
agreement, this will confirm that the parties will create a joint
Union-Management committee to identify and explore the feasibility of
implementing a group home and automobile insurance policy in which Company
employees may participate at their own expense for the purpose of reducing their
home and automobile insurance costs.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 121 -
May 16, 1997
Gary J. Brooks
President
Local 470-1 U.W.U.A., AFL-CIO
P.O. Box 1497
New Haven, Connecticut 06506
Dear Mr. Brooks:
In connection with our negotiations for a new Agreement and our
understanding that certain occupational classifications are likely to be
combined during the life of our Agreement, this will confirm that the Company
and the Union will jointly review how other employers in the electrical utility
industry have, in conjunction with the U.W.U.A., addressed the issue of employee
seniority when merging occupational classifications, all for the purpose of
developing a mutually agreeable approach to be used by the parties under the new
Agreement.
Very truly yours,
Albert N. Henricksen
Group Vice President
Support Services
- 122 -
Dates Referenced Herein and Documents Incorporated by Reference
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