2009-07-27 Union Proposal
Any language not specifically addressed
shall remain unchanged.
1.1 For the purpose of collective bargaining with respect to rates of pay, wages, hours of employment and other
conditions of employment, Company shall recognize Union as the exclusive representative of those employees for
whom the National Labor Relations Board certified Union as such representative in Cases 20-R-1376 and
20-R-1403. It is agreed that the following specific classifications of employees shall be added to those
classifications of employees which have previously been specifically excluded from the Bargaining Unit by mutual
U 01: 1.1 (a) New: Define MPAT role in emergency
(a) New: MPAT RESPONSIBILITIES IN EMERGENCY CONDITIONS: In normal work conditions
MPAT shall confine their activities to the supervision of the work or operations being performed and
shall not perform work usually assigned to employees in IBEW 1245 bargaining unit classifications.
Should an emergency condition arise, and an IBEW 1245 bargaining unit employee is unavailable, it
may be necessary for them to perform those tasks normally assigned to bargaining unit employees.
U 02: 6.3 Language Cleanup: Beginning of Work Week.
6.3 The work week shall be defined to be that period of 168 hours comprising seven (7) consecutive calendar
days. For all employees but those in classifications listed in Section 6.13 the work week shall be that period
beginning one (1) minute after 11:59 p.m. Saturday and ending 168 hours later.
U 03: 7.1 Shift Premium increase.
7.1 All eight (8) hour work periods regularly scheduled to begin at 4:00 a.m. or thereafter, but before 12:00 noon
shall be designated as first shifts. All eight (8) hour work periods regularly scheduled to begin at 12:00 noon
or thereafter, but before 8:00 p.m., shall be designated as second shifts. All eight (8) hour work periods
regularly scheduled to begin at 8:00 p.m. or thereafter, but before 4:00 a.m., shall be designated as third
shifts. No shift premium shall be paid for the first shift. (Amended March 2007)
2010 2011 2012
2nd Shift $1.75+Wage% 2010+Wage% 2011+Wage% 3nd Shift $1.95+Wage%
The Shift Premium will be adjusted each January 1, beginning January 1, 2010 and each successive year thereafter.
The adjustment will be made by a percentage equal to the general wage increase.
U 04: Subcommittee to address Tracy callout procedures.
Union wishes to open discussions in sub-committee regarding callout procedures at Tracy.
U 05: Language cleanup for rest period.
10.6 (a) Any regular or probationary employee who, as the result of a call out or a prearranged work
assignment, has worked at overtime rates between his regular quitting time and his next regular starting time
on regular work days, or the corresponding time period on non-workdays or on a holiday observed by the
company shall be entitled to a rest period under the following conditions:
1. If he has worked eight (8) hours or more at overtime rates, he shall be entitled to a rest
period of nine and one-half (9-1/2) consecutive hours upon completion of such overtime
work. (Amended 1/1/03)
2. If he has worked a minimum of two (2) hours at overtime rates and such work extends
beyond nine and one-half (9 1/2) hours after his regular quitting time, he shall be entitled to
a rest period of nine and one-half (9-1/2) consecutive hours upon completion of such
overtime work. (Amended 1/1/03)
3. If he has worked a minimum of two (2) hours at overtime rates and such work commences
later than nine and one-half (9 1/2) hours after his regular quitting time, he shall be entitled
to a rest period of nine and one-half (9-1/2) consecutive hours upon completion of such
overtime work. The above provisions shall not apply if such work commences later than
four (4) hours before his next regular starting time. (Amended 1/1/03)
4. Rest periods, as provided above, shall commence upon completion of the employee's
overtime work or the start of his regular work hours, whichever occurs first.
(c) If the employee becomes eligible for a rest period in accordance with any of the conditions above, and
the Company requires the employee to continue work into his regular work period, the employee shall
be paid at two (2) times the standard rate of pay for all hours worked until he is given a rest period. If,
however, the employee is not entitled to a rest period, the employee shall revert to the straight-time rate
at the beginning of his regular work period irrespective of whether he continues to work at said overtime
work or changes to regular duties.
(d) New: If an employee becomes eligible for a rest period on a non-workday or holiday observed by the
company, and is prearranged for overtime prior to the conclusion of said rest period, such prearranged
overtime shall be paid at a rate of two (2) times the standard rate of pay for all work performed until he
has been relieved from duty for at least nine and one half (9 ½) consecutive hours. A new rest period
will commence at the conclusion of such work.
(e) If the employee becomes eligible for a rest period and is called back to work during his nine and
one-half (9-1/2) hour rest period, the employee shall be paid overtime compensation at the rate of pay
equivalent to two (2) times the standard rate of pay for all work performed until he has been relieved from
duty for at least nine and one-half (9-1/2) consecutive hours, and a new rest period will commence at the
conclusion of such work. (Amended 1/1/03)
(f) Should a rest period provided for above extend into his regular work hours, the employee may be
required to report for work at the end of said rest period for the remainder of that regular work period. In the
event there are two (2) hours or less remaining in the employee’s regular work period he shall not be
required to report to work. The employee shall be paid at straight time for any portion of his regular work
period which he is allowed to take as a rest period. He will in any event be paid at the straight-time rate for
the said regular work period.
U 06: New: Frontload Holidays for all employees.
New: 72 company observed Holiday hours, and 24 Floating Holiday hours, will be credited to each
employee at the beginning of the first payroll period of each respective year.
All overtime actually worked on any of the recognized holidays will be paid at the applicable overtime rates.
Whenever an employee observes a holiday as a day off he may use scheduled holiday hours. If he has no
scheduled holiday hours remaining he may use any accrued time off, with the exception of sick leave, or at
his option receive no compensation for the time off.
U 07: 11.2 Company observed Holidays.
11.2 For regular, provisional and probationary employees, "holiday" as used herein is defined as a day on which
each of the following holidays is observed by the Company: (Amended 5/18/99 by Letter of Agreement)
New Year's Day
*Floating Holiday #1
*Floating Holiday #2
*Floating Holiday #3
Day After Thanksgiving
(Amended March 2007)
*An employee, during his first payroll year of employment, shall be entitled to Floating Holidays in
accordance with the following table: (Amended 1/1/98)
Hired From To Inclusive Floating Holidays
Beginning of Payroll Year April 30 3
May 1 August 31 2
September 1 End of Payroll Year 1
U 08: 11.2 Floating Holidays.
Employees shall observe their floating holidays on a workday before the end of the payroll year. An
employee may observe a floating holiday on any day the employee desires regardless of operational or other
needs. The Company will not pay in lieu of unused floating holidays.
11.3 If a holiday is observed by Company on a regular or probationary employee's non-working day, the
employee may either use 8 hours of front loaded holiday hours to be paid for the holiday or use the 8 hours
for time off at a later date prior to the end of the payroll year.
11.4 If a holiday is observed by Company on a regular or probationary employee's scheduled non-work day and
the employee works on that day, he shall be paid at the applicable overtime rate for all work performed and,
at the employee’s discretion, may be paid his holiday allowance.
11.5 If a holiday is observed by Company on a regularly scheduled work day of a regular or probationary
employee and he performs no work that day, he may use a holiday allowance or any accrued time off
benefit, with the exception of sick leave, equal to his regular straight-time pay for the day.
11.6 If a holiday is observed by Company on a regularly scheduled work day of an employee and he works that
day, the employee shall have the option to:
1. be paid the applicable overtime rate for all work performed and may use his holiday allowance or
vacation equal to his regular straight-time pay for the day.
2. be paid the applicable overtime rate for all work performed and carry over the holiday, to be observed
at another time, subject to the provisions of Section 11.3 of the Agreement. (Amended 5/1/83)
15.1 A regular employee shall, in addition to any accumulated unused sick leave with pay to which he may be
entitled as of May 1, 1968, also be entitled to accumulate further unused sick leave with pay at the rate of
one (1) day of sick leave for each month worked subsequent to May 1, 1969, and calculated biweekly. An
unlimited number of working days of sick leave may be accumulated in this manner, subject to the
provisions of Section 20.1. (Amended 5/1/86)
U 09: New: Sick Leave bonus after 5 years on use.
New: SICK LEAVE BONUS: Employees who use no more than two hundred twenty (220) hours of sick
leave in five (5) consecutive years, shall be granted a bonus of five (5) days vacation in addition to that
granted under the provisions of Title 12.2 (VACATIONS), based on the following considerations:
audited. Those employees who have used no more than two hundred twenty (220) hours of sick leave during
the five (5) year period immediately preceding the audit will be granted five (5) days vacation to be taken
within the twelve (12) month period immediately following the audit date and in accordance with the
provisions of Title 12 (VACATIONS).
Once a sick leave bonus has been earned you may not qualify again until 5th year following that audit.
All unused vacation accumulated under the provisions of this sick leave bonus plan shall be paid at
termination of employment as provided under Title 12.3 (VACATIONS) except that no proration of
vacation entitlements will be allowed for time periods of less than five (5) years.
15.10 Family Sick Leave Program
The parties, in an effort to meet the needs of employees while maintaining sick leave usage at an acceptable
level, hereby agree to the following:
U 10: 15.10 Increase Family Sick Leave.
A. Employees may be granted up to forty(40) hours sick leave per payroll year (assuming sufficient
hours of accrued sick leave) for immediate family illness/emergency. The accrual rate remains
unchanged. (Amended 1/1/98)
B. Family illness/emergency is any situation involving the employee's immediate (as defined in the
Company's funeral leave policy) family requiring the employee's personal attention which cannot be
attended to outside normal work hours.
C. Family sick leave time may be granted in ¼ hour increments. (Amended 1/1/98)
D. Proven abuse will be handled pursuant to the provisions of Section 15.2
E. Employees at any stage of progressive discipline for attendance related problems are not eligible.
F. It is recognized that this program does not provide an additional benefit to employees. Time is
provided, as described above, at the sole discretion of the Supervisor.
G. The Company will communicate this program to Supervisors in a manner designed to foster
consistency and understanding. (Amended 1/1/95)
H. Family sick leave usage will not be a consideration in employee performance appraisals. (Added
U 11: Subcommittee to discuss recruitment and placement.
Union wishes to open discussions in sub-committee regarding the apprenticeship program.
U 12: Add: Use of Contractors
New: In case the Company should contract any type of work customarily performed by bargaining unit
employees, the Company shall, before awarding such contract, advise the contractor that the work is to be
done under not less than the terms and conditions pertaining to hours and wages set forth in this Agreement.
Upon award of such contract, the Company shall notify the Union in writing within thirty (30) calendar days
of any and all contracts awarded of such contractor and the nature of the work being performed.
U 13: 19.11 Modify Enhanced Severance provisions.
19.11 Enhanced Severance & Retirement Bridge Program
Employees are eligible for “enhanced severance & retirement bridge program” options if they are determined
to be no longer required due to displacement as a result of a sale, divestiture, merger, or any other significant
business event (e.g., the closing of an office or the termination of an operation). Affected employee is defined
as an employee in a specific classification and location. (Amended March 2007)
(See 19.11(g), Enhanced Severance & Retirement Bridge Program Flow Chart.)
A. NOTIFICATION OF INDIVIDUALS: Company will notify Union and employees affected by an
event as soon as possible.
B. PLACEMENT: Company and Union will work to place affected employees in available positions for
which they are qualified:
1. Volunteers will be requested and selected by company seniority. If there are no volunteers,
reverse seniority will be used to select employees for enhanced severance and retirement
2. Employee offered comparable position [defined as the same headquarters location (i.e.,
located within a 35-mile radius of the previous location) and same wage (i.e., comparable or
higher wage if qualified)], it will be offered to the affected employee(s). The employee will
have five (5) working days to notify the Company of their decision. If the employee accepts
the position, it will be awarded to them at the appropriate wage rate. If the employee refuses
the position, he/she will be terminated with no severance. (Amended March 2007)
3. Employee offered non-comparable position (defined as a new headquarters located more
than a 35-mile radius from the previous headquarters and/or wage reduction): (Amended
a) the employee will have five (5) days to notify the company of his/her decision to accept
the offer at the appropriate wage rate.
b) if employee accepts and is awarded the position, he/she will be eligible for retraining, if
required, and up to $2000 relocation expense.
c) if employee declines, he/she will be eligible for:
1. Enhanced Severance defined as:
two (2) weeks of pay for each year of service, with a maximum of 52 weeks
a lump sum payment of $4,500 for training or outplacement services
six (6) months of company-paid COBRA
OR For employees under the Traditional Defined Benefit retirement plan.
2. Retirement Bridge Program options:
a) An affected employee who has achieved 80 (eighty) points in combination of
age and credited service at the time they are affected will not have to reach the
minimum age 55 requirement for retirement or post retirement medical. The
employee’s retirement benefit will be reduced by 4% per year for each year
under age 62.
For example, an employee who is age 49 with 31 years of service (for a
total of 80 points) at the time they are affected would be eligible to “retire”
and receive post retirement medical regardless of their minimum age and
would receive the benefit of the 4% reduction for each year under age 62
rather than the previous 6% reduction for each year under age 65.
b) An affected employee may add the following schedule of points to either
their age or service or a combination thereof to affect their retirement
eligibility. The employee must achieve a minimum age of 55 (including
points) with at least 10 years of service to be eligible to retire and receive
post retirement medical.
Years of Service Points
For example, an employee who is age 52 with 28 years of service at
the time they are affected can add 3 points to their age and effectively
become age 55 and 2 points to service, which gives them 85 points,
which qualifies them for full retirement at the time they retire.
Retirement-bridge points can be applied to an employee’s age and/or years
of credit service (or a combination thereof) to achieve eligibility for
retirement and post-retirement medical and/or to improve an employee’s
For example, an employee who is age 58 with 19 years of service at the
time they are affected can add 4 points to his age to achieve age 62, which
qualified him for an unreduced pension benefit, OR 4 points to his service
to achieve 23 years of credited service, whichever combination provides
the most advantage to the employee. (Added 4/11/00 by Letter of
OR For employees under the Cash Balance Retirement Plan.
c) Retirement bridge program options.
a. An affected employee who has achieved 80 (eighty) points in
combination of age and credited service at the time they are
affected will not have to reach the minimum age 55 requirement
for Post Retirement Medical.
For example, an employee who is age 49 with 31 years of service
(for a total of 80 points) at the time they are affected would be
eligible to “retire” and receive post retirement medical regardless
of their minimum age
b. An affected employee may add the following schedule of
points/credits to either their age or service or a combination
thereof to affect their retirement eligibility. The employee must
achieve a minimum age of 55 (including points) with at least 10
years of service to be eligible to retire and receive post retirement
c. An affected employee will have a final deposit made to his cash
balance account based on the following schedule of points/credits.
The deposit made to his cash balance account will be equal to one
(1) year of Cash Balance deposit and applicable interest for each
Credit/Point he is qualified. This will be based on the final full
year of employment and the final years interest calculation.
For example, an employee with 18 years of service will have a
deposit made to his account based on the following formula:
(covered compensation x 135%) x (annual cash balance
contribution percentage) x 4 years + interest for each year.
Years of Service Points/Credits
d) Employees can select only one option - either Severance OR
e) If employee declines Enhanced Severance and Retirement Bridge
Program options, they will be eligible for consideration under Title 23,
Demotion and Layoff Procedure (bumping).
f) Title 19.10 severance calculation will apply with one (1) week per
year with a minimum of one (1) week of severance, i.e., a one year
employee would receive two (2) weeks of severance pay. Rehire
rights will be limited to one year. The IBEW 1245 will be responsible
for monitoring the program. The Company will provide the list of
affected employees and listings of job openings as they occur.
g) When an employee exercises Title 23, Demotion and Layoff
Procedure (bumping), the affected employee (bumped employee) will
start at the “placement” step of the enhanced severance and retirement
bridge program options. (Added 1/1/98)
U 14: Add: Letters of Reprimand to be removed after 3 years.
New: REMOVING LETTERS OF DISCIPLINE: Any employee, who receives a written letter of
reprimand which is a part of the personnel file maintained in the Company's HR office, may, after three (3)
years from the date of such letter, request in writing to have the letter removed. Upon such written request,
the Company shall remove the letter and return it to the employee. If the behavior that warranted the letter
has changed or been corrected, the employee's current supervisor can remove the letter from the employee's
personnel file by documenting this change in behavior and providing written authorization to HR. Situations
that require a review of an employee file will also prompt the Company to remove any letters of reprimand
three (3) years or older.
U 15: Add: Time Limit penalties.
New: Failure to adhere to the established timelines by either party will result in a procedural forfeit. If the
Company fails to process the grievance in a timely manner the Union would be awarded the remedy
requested as long as such request was, (i) reasonable, (ii) consistent with the violated article or articles, and
(iii) applicable only to the actual Grievant or Grievants. If the Union fails to file or process the grievance in a
timely manner, then the grievance and the remedy requested would automatically be waived and forfeited.
All procedural forfeits will be considered non precedent setting and shall not be considered in the arbitration
or the consideration of any other grievance.
• The Union and Company, by mutual Agreement, may elect to bypass certain steps, due to the nature of
• Except by mutual Agreement to extend the time limitations, or as otherwise provided herein, an
arbitrator shall not have the authority to excuse a failure by the Union, the Company or the aggrieved
employee to comply with the time limitations set forth, regardless of the reason given for such failure.
EMPLOYEE BENEFIT PROGRAMS
22.1 Retirement Plan
U 16: 22.1 Cash Balance Retirement. Union proposes to convert all employees with less than 75 points (age plus
years of service) and to offer, as an option, this conversion to employees with 75 points or more. Point calculation to be
based on actual date of conversion, which is expected 1-1-2010.
Cash Balance Plan Provisions:
Allocation Credits: Graduated pay credits based on points (sum of
age and service) based on the following scale:
Less than 55 points: 4%
55-59 points: 5%
60-64 points: 6%
65-69 points: 7%
70 + points: 8%
These pay credits are NOT static, the pay credit
the employee is entitled to will adjust with an
employee’s continued service.
Allocation Interest: 3rd segment rate described in Internal Revenue
Code section 430(h)(2)(C)(iii), without
Compensation: Covered Compensation (including Base Pay,
Incentive Pay, Upgrade Pay, Shift pay, Out of
Town Pay, but excluding Overtime) times
Conversion of Traditional Plan:
Interest rate used to convert the accrued benefit The interest rate to be used in converting an
to an opening account balance: employee’s accrued benefit to an opening
account balance will be that which creates the
greater lump sum based on the November 2009
417(e) 3-teired segment rates or the December
2008 30-year Treasury Rate.
Early Retirement: The opening account balance equal to the
conversion of the accrued benefit to a lump
sum will be based on the assumption that
everyone that could be eligible in the future for
early retirement is currently eligible for early
retirement, even if they don’t currently have 85
Mortality Table The mortality table used to convert the accrued
benefit to a lump sum will be that used under
Internal Revenue Code section 417(e).
U 17: 22.1 Increase retirement plan spouse “popup” from 1 to 5 years.
New: Change (spouse death) “Pop-Up” from one year to five years.
22.2 Post Retirement Medical
U 18: 22.2 Increase Company contribution to Post-retirement Medical premiums.
Increase Company contribution to $378/$189 for current and future retirees who retire under this plan.
Remove 35-year cap on earning benefits.
U 19: 22.2.10 Rate retirees with active.
10. Medical Plan premiums will be actuarially determined each plan year. Retirees will be included in the active
employee experience pool and rated together with active employees for self-funded plans.
22.3 Voluntary Investment Plan [401(k) Plan]
3. Effective January 1, 2003, the maximum contribution of employee earnings is the IRS limit. They are defined
a) Base Pay
b) Incentive Compensation
c) Out of Town
e) Shift Premium
g) Rest Period
h) Pager Pay
i) Any other cash earnings.
U 20: 22.3.3 Language cleanup for 401 (k) match.
Employees hired after ratification and those employees who forego the employee discount will receive a
Company match of $1 for each $1 up to 6% of qualified earnings. Automatic enrollment will increase to 6%
of qualified earnings at ratification. Company match will begin the first full pay period following hire date.
(Added March 2007)
22.4 Medical, Dental, and Vision (Amended 10/3/07 LOA)
U 21: 22.4.12 Combine all Employees into single experience pool for each plan.
12. All NV Energy employees (North, South and MPAT) in the plans defined in Title 22.4.4(a,b&c) will be in a
single combined experience pool for each plan. Rates for all NV Energy employees will be equal by tier. The
rates for the self-funded Union (Advantage Plan) PPO Plan and the self-funded HMO plan will be actuarially
determined each plan year, based on previous year’s claims experience. (Amended March 2007)
U 22: 22.4.13 Reduce Employee contributions to medical premium.
13. Employees will contribute 15% of the total medical, dental & vision premiums.
U 23: 22.5 Delete Wellness language & add provisions to the Medical Plans.
22.5 Wellness Program
1. Bargaining Unit employees, their spouses and eligible dependents, retirees and their spouses and eligible
dependents shall be eligible to participate in the Company's Wellness Program. The following requirements
a) Participation shall be voluntary.
b) Participant’s health care premiums shall not be, in any way, affected by their "Health Risk" category
c) Entire cost of the Wellness Program paid by Company
These charts indicate covered Preventive Services with NVEnergy amendments listed below.
Birth to 1 year -
NV Energy allows 7 well exams from birth to 1 year - AMA guidelines indicate 6 well exams.
New for 2010 - NV Energy will allow 2 exams in the 25th - 36th month age band per updated AMA recommendations.
Ages 19 - 64 -
NV Energy allows 1 exam every year - AMA guidelines indicate 1 exam every 2 years.
Influenza vaccine - NV Energy allows for an influenza vaccine every year for all covered members regardless of guidelines. AMA does not
provide recommendations from ages 7 - 18 and for 19 - 49 as recommended by physician.
Hemoglobin and Hematocrit - NV Energy allows this screening with each wellness exam conducted every year. AMA recommends a varied
schedule for children and once every 2 years for adults 19 - 64.
Urinalysis - NV Energy allows this screening with each wellness exam conducted every year. AMA recommends a varied schedule for children
and once every 2 years for adults 19 - 64.
Cholesterol - NV Energy allows this screening with each wellness exam conducted every year. AMA recommends children to receive the
screening if there is high risk in the family and once every 5 year from ages 19 and over.
Mammogram - NV Energy allows the screening to begin at age 35 (earlier if there is family history/risk). AMA recommends screening to begin for
women at 40 and over.
Healthy Lifestyle Coaching
Get Started! Reward (after completing 3 coaching sessions)
Weight management/healthy living package
–Healthyroads nutrition bars (4)
–Body tape measure
Tobacco cessation package
–Up to 6-week supply of Nicotine replacement therapy (patch, lozenge or gum)
Share Results! Reward (after receiving a Get Started! Reward and completing a follow-up questionnaire)
$25.00 American Express® gift card
Other incentives from Aetna Healthy ActionsSM (available for an additional fee)
Health Assessment completion
22.8 Long-Term Disability Income Plan
U 24: 22.8 Add option to purchase LTD with a COLA.
9. Long-Term disability plan shall include a cost of living adjustment option.
TERM OF AGREEMENT
U 25: 22.1 Three year Agreement.
24.1 This Agreement shall take effect as of the date of execution of this contract. The term of this Agreement
shall continue in full force and effect until the first day of January 2013 and thereafter from year to year
unless written notice of change or termination shall be given by either party ninety (90) days prior to the
expiration date above or the expiration date of any year thereafter. (Amended March 2007)
EXHIBIT "A" (1)
(As Amended March 2007)
U 26: General wage increase for all classifications in each year of the agreement.
_ 2010 Base 5% Target Incentive 4%
_ 2011 Base 5% Target Incentive 4%
_ 2012 Base 5% Target Incentive 4%
2010 2011 2012
2nd Shift $1.75+Wage% 2010+Wage% 2011+Wage%
3nd Shift $1.95+Wage% 2010+Wage% 2011+Wage%
The Shift Premium will be adjusted each January 1, beginning January 1, 2010. The adjustment will be made by a
percentage equal to the general wage increase.
SHORT TERM INCENTIVE PLAN (STIP)
U 27: Increase STIP target incentive.
Each contract year there will be up to a 4% Short Term Incentive Plan (STIP) bonus potential. The STIP will be paid
upon achievement of corporate and business unit goals as defined by the Company. The corporate and business unit
goals will be identical for all employees, including MPAT, and will change each year. If the corporate financial target
is not achieved in a contract year, the STIP will not be funded. The financial target is the trigger. Extraordinary events
affecting performance of a goal may be considered by the CEO in determining the size and existence of the award.
U 28: Inequity increases.
Serviceman, Customer 7485
System Control 6031/6004/7220/7510/7219
Utiltiyworker, Communications 8890
Meter Reader/Collector after 3 years in classification. 9162
Utiltiyman, Service 8888
Operator, Yard, Senior at Valmy 8511
Mechanic, Plant 7496
Utility Worker, Universal 9585
Gas Department, Construction Department and Fab Shop
20. HIRING HALL AGREEMENT (Added March 2007)
U 29: Remove Clerical from Hiring Hall Agreement
The Company and IBEW Local 1245 recognize a need to utilize temporary employees to meet the interests of both
Requests for temporary employment
When the Company determines it has a need for temporary Hiring Hall employees, the Company will request Local
1245 to refer applicants pursuant to this agreement. Requests shall be submitted in writing. Because of the special
skills and abilities required for this work, the Company may request applicants by name.
Former Sierra Pacific employees who are ineligible to work at Sierra Pacific and other individuals deemed ineligible to
work at Sierra Pacific shall be precluded from dispatch by the Union.
Classifications, Qualifications and Pay Rates
The hourly wages for a hiring hall Meter Reader are attached and are applicable for the life of this agreement. The
company has the right to hire employees at other than entry-level wages.
U 30: Continue the Benefit Substitute for Hiring Hall Employees.
In addition, the Company will pay a benefit substitute, which may be used, for purchase of any health care insurance
offered to regular employees (pre-tax) or added to wage, dependent upon employee choice. The benefit substitute shall
be , indexed to 82% of the cost of the current HMO premium for employee and spouse in each successive year.
Hiring Hall employees will be eligible for STIP payment in a percentage equal to that paid active employees
represented by Local 1245. This will be calculated using actual regular/straight time hours worked in the measured
After one year of continuous employment, a temporary Hiring Hall employee will be subject to the holiday provisions
set forth in Title 11 of the collective bargaining agreement.
After one year of continuous employment, a temporary Hiring Hall employee may take up to two weeks of unpaid leave
in a calendar year, longer if operational needs as determined by the Company permit.
Candidate Rejection/Referral fee
The Company may reject an applicant for any reason; however, a fee of eight (8) hours pay will be paid if the individual
accepts an assignment and is rejected prior to reporting to work.
Hiring Hall Employment Conditions
1. Employees are subject to being released from work at the sole discretion of the Company.
2. Employees shall not attain regular status or any regular status entitlements unless otherwise agreed to by the
3. Employees shall not be eligible for contractual fringe benefits except as specifically set forth herein.
4. If subsequently hired by the Company into a regular position, an employee will be considered a new hire for
all purposes unless otherwise agreed to in writing by the parties. The company will waive the contractual
probationary period and waiting period for eligibility for benefits for any temporary Hiring Hall employee who
is converted to regular employee status.
5. An employee must notify the Company directly to be considered for regular employment.
6. Employees may not be downgraded or upgraded in pay as a temporary Hiring Hall employee.
Duration of temporary employment
Utilization of a temporary Hiring Hall employee in accordance with this agreement shall not exceed three years.
If, due to lack of work, the Company chooses to lay off, reduce staffing levels, and it has hiring hall employees
performing the same type of work normally performed by bargaining unit employees, the Company will release the
hiring hall employees prior to regular employees.
The Company retains discretion as to who will perform and how it will staff the meter reading functions, including the
use and hiring of hiring hall Meter Readers.
The number of hiring hall Meter Readers will not exceed 40% of the aggregate number of all meter readers.
All employees will be included in the overtime agreements for the assigned departments.
The Company will not initiate any new automated meter reading program other than pilot programs of limited scope
and duration to test technology prior to December 31, 2009.
Current PEPS Meter Readers will be converted to regular employee status upon ratification of this agreement.
. During the life of this contract, the Company will not transfer any work normally performed by employees in the
Clerical Inside Occupational Group to Nevada Power if the Company has used temporary Hiring Hall employees to
perform that function. Further, the Company may transfer peak work to Nevada Power based on operational needs.
Lines of Progression (see FOLD-OUT)
U 31: Move Outside Clerical Occupational Group into Revenue Protection Occupational Group
Delete Outside Clerical Occupational Group and move all Classifications into Revenue Protection
Occupational Group. Bridge Outside Clerical Occupational Group Seniority into Revenue
U 32: Create a transition sub-committee to investigate and implement retraining and placement due to
implementation of AMI.