TABLE OF CONTENTS
Page
Article I Recognition 4
Article II Union Security 4
Article III Payroll Deduction of Union Dues 4
Article IV Non-Discrimination 5
Article V Grievance Procedure 5
Article VI Union Representatives on Company Property 7
Article VII Seniority 7
Article VIII Job Posting 8
Memorandum of Understanding, Supplement “B” 10
Article IX Allocation of Work 11
Memorandum of Understanding 11
Article X Leaves of Absence 11
Article XI Bulletin Boards 12
Article XII Hours of Work 12
Article XIII Health and Safety 13
Article XIV Inclement Weather 14
Article XV Tools 14
Article XVI Holidays 14
Article XVII Vacations 15
Article XVIII Hospital, Medical/Surgical and Dental Plans 17
Article XIX Health Care Cost 18
Article XX Insurance 18
Article XXI Pension 18
Article XXII Personal Telephone Service 19
Article XXIII Sick Leave – Injury on the Job 19
TABLE OF CONTENTS
Page
Article XXIV Death Benefits (Supplemental) 20
Article XXV Board and Lodging Reimbursement 21
Article XXVI Meal Allowance 21
Article XXVII Tuition Aid 21
Article XXVIII Permanent – Temporary – and Part-Time
Employees 22
Article XXIX Rules, Benefits and Privileges 22
Article XXX Overtime 22
Article XXXI Layoff Allowance 23
Article XXXII Differential Payments 24
Article XXXIII Excused Absences 24
Article XXXIV Transfer Reimbursement 25
Article XXXV Travel Time 25
Article XXXVI Wages 25
Article XXXVII Duration and Termination 26
Exhibit “A” Payroll Deduction Authorization
Exhibit “B” Wage Progression Schedule 26
Supplement “A” Job Flexibility 28
Memorandum of
Understanding Supplement B; Rules, Benefits and Privileges 29
Memorandum of
Understanding 29
Subject Index 31
GENERAL AGREEMENT(Commonwealth)
THIS AGREEMENT is entered into on the first day of December, 2005 , by and between the Commonwealth Telephone Company, hereinafter referred to as the “Company” and Communications Workers of America, A.F.L. - C.I.O., hereinafter referred to as the “Union”.
Article I
RECOGNITION
Section 1. The Company recognizes the Union as the exclusive collective bargaining representative for the purpose of collective bargaining with respect to rates of pay, wages, hours of employment, and other conditions of employment for the Customer Service Group, Network Operations and Support Services employees as one bargaining unit, but excluding accounting employees; also confidential, professional and supervising employees as defined in the Labor Management Relations Act of 1947, as amended.
Section 2. (a) Employees engaged in the above excluded occupations shall not perform the same type of work as that performed by the employees that they supervise except in the case of service emergencies and for the purpose of giving or receiving training or where it is extremely impractical in the light of reasonable judgment to use a bargaining unit employee.
(b) The Company recognizes the right of its employees to perform its work, and will make every reasonable effort to plan its work to accomplish this end.
Section 3. Each party to this Agreement will keep one another advised as to the name and address of its official representatives or alternates, and all collective bargaining matters will be handled by such representatives.
Article II
UNION SECURITY
Section 1. Employees covered by this Agreement who are members of the Union or thereafter become members shall continue to pay dues to the Union. Employees hired into the bargaining unit will either join the Union or pay dues to the Union within thirty (30) days after being hired.
Section 2. During the first one hundred and twenty day (120) days of employment, an employee shall be considered to be on probation. This will provide an opportunity to evaluate whether the employee’s skills and abilities will result in satisfactory job performance. If such skills and abilities are determined to be unsatisfactory, an employee’s services may be terminated. This time period may be extended by mutual agreement between the Company and the Local Union President.
Article III
PAYROLL DEDUCTION OF UNION DUES
Section 1. Upon receipt of a written authorization signed by an employee authorizing the Company to deduct dues from his wages and remit the same to the Union, the Company shall, during the existence of this Agreement deduct Union dues and initiation fee if applicable from such employee's wages in accordance with the authorization and forward, monthly, the
amount so deducted to the Union and furnish along with the amount deducted a list of employees for whom deductions were made, together with the names of those for whom deductions were not made and the reason therefore (provided they have signed authorization cards). Such authorization shall be in accord with Exhibit "A" attached hereto.
Section 2. The Company will furnish the Union, as soon as practicable following the first of each month, a list of employees added to the forces to perform work covered by this Agreement as well as a list of all bargaining unit employees who have, for any reason, left the service of the Company.
Section 3. The Company will provide payroll deductions to allow employees covered by this Agreement to participate in the CWA Saving and Retirement Trust.
Section 4. In this Agreement, the use of the masculine gender shall be construed as including both genders and not as a limitation to sex.
Article IV
NON-DISCRIMINATION
Section 1. There shall be no discrimination by the Company or any of its agents against any employee because of membership in the Union.
Section 2. The Company and the Union agree to comply with all state and federal laws, rules and regulations prohibiting discrimination against any person with regard to employment because of race, color, religion, association, mental or physical disability, gender, national origin, age, marital status, change in marital status, pregnancy, family relationship, veteran status and workers' compensation claimant status. It is further agreed that this nondiscrimination provision relates to hiring, placement, promotions, rates of pay, transfer, demotion, solicitation for training, layoff, termination and all other conditions of employment.
Section 3. The Company and the Union agree that there will be no discrimination against employees or applicants for employment because of mental or physical disabilities for jobs that such disabled individuals are qualified to perform.
Article V
GRIEVANCE PROCEDURE
Section 1. Purpose.
The purpose of this procedure is to provide a means whereby a complaint or grievance may be adjusted or resolved promptly and fairly.
Section 2. Definition of Grievance.
(a) A grievance is any dispute or complaint involving:
1. The interpretation or application of any provision of this Agreement between the Company and the Union, or:
2. Charges or allegations that an employee or group of employees have been treated unfairly or discriminated against in any manner by the Company.
Section 3. Grievance Procedure.
(a) Normally, grievances shall be handled as follows:
Step 1 - The employee who believes he is aggrieved or his local Union Representative shall discuss the matter with the employee's immediate supervisor in an attempt to settle the grievance. Grievances must be presented in writing within thirty (30) days from the time the employee has knowledge of the incident, which is the basis for the grievance. An answer shall be submitted by the Company within five (5) work days after conclusion of negotiations.
Step 2 - If the grievance or complaint is not satisfactorily settled as provided for in Step 1, the Local Union President or his designee shall, within ten (10) working days after the conclusion of the Step 1 answer, present the grievance or complaint in writing to the appropriate Manager. The Manager shall have not more than five (5) working days after discussion of the grievance or complaint to provide an answer.
If the Local Union President does not present the grievance or complaint to the appropriate Manager in the time specified herein, the complaint or grievance shall be resolved by the last answer.
Step 3 - If the complaint or grievance is not resolved or answered at Step 2, the International Representative or his designee shall have thirty (30) working days to submit a written appeal to the Company's Vice President of Human Resources or his designee. The Company's Vice President, Human Resources, or his representative, shall establish a meeting date within ten (10) working days following receipt of the complaint or grievance. The Company's Vice President, Human Resources, or his representative, shall provide a written answer to the Union's appeal within ten (10) working days of the conclusion of the complaint or grievance meeting.
Section 4. Time for Presentation and Processing of a Grievance.
If the Company fails to give an answer to a complaint or grievance during the times prescribed herein, it automatically advances to the next Step. If the Union fails to appeal to the next Step in the times prescribed herein, the grievance is automatically resolved by the last answer. All time limits in this grievance procedure may be extended by mutual agreement of the parties.
Section 5. Arbitration.
(a) At the conclusion of Step 3, if the Grievance is not satisfactorily settled, it may be submitted by either party to the American Arbitration Association (“AAA”) for resolution. Notice of a request for arbitration must be served, in writing, on the other party, and the American Arbitration Association, within forty -five (45) calendar days of the receipt of the Company's Step 3 answer on the grievance, or the grievance will be considered closed.
(b) The decision of the arbitrator shall be final and binding upon the parties hereto as to question of fact, but not as to conclusion of law.
(c) The arbitrator shall not have the right to change or alter this Agreement, but this in no way shall detract from the right of the arbitrator to determine the intent, meaning and application of any contract term in which the parties hereto are in dispute as to such intent, meaning and application.
(d) The expenses of the arbitrator shall be borne equally by both parties.
(e) The Union shall be responsible to pay any individual (including the Local Union President, steward or any other employee) who participates for or represents the Union at arbitration proceedings.
Section 6. (a) Except as otherwise provided, the Union shall be considered the representative for grievance representation purposes of employees of the bargaining unit, laid off, discharged or otherwise separated from the payroll until the limits of the grievance and arbitration procedures have been exhausted. Such grievance must be taken up within fifteen (15) days from the date of separation from payroll.
(b) Local representatives of the Union, not to exceed two (2) in number, shall suffer no loss of pay because of participation at grievance meetings with the Company. However, if mutually agreeable, the number of representatives may be increased and likewise suffer no loss of pay.
(c) An authorized representative of the Communications Workers of America may participate in any step of the grievance procedure.
Section 7. (a) It is the purpose of the Agreement to provide a means of settling disputes through the grievance procedure and thus eliminate work stoppages, slow downs or concerted failures in reporting for work which might otherwise be caused by a misunderstanding between the Company and its employees.
(b) Accordingly, during the terms of this Agreement, neither the Union nor any employee covered by this Agreement will instigate, promote, sponsor, engage in or condone any other interruption of or interference with work over any dispute involving the interpretation of application of this Agreement, or for any other reason, including sympathy strike.
Article VI
UNION REPRESENTATIVES ON COMPANY PROPERTY
Section 1. An authorized Union Representative who is not an employee shall, upon properly identifying himself to the Company through the Labor Relations Representative or the Senior operating Manager of the Company, be permitted to enter the premises and work rooms for the purpose of inspection and seeing that the terms of this Agreement are being carried out.
Article VII
SENIORITY
Section 1. Seniority shall be the relative status of employees in respect to length of continuous service with the Company.
Section 2. Continuous and cumulative service of all employees is measured by years, months, days and hours, and is accumulated by each employee on the basis of his past service with the Commonwealth Telephone Company and predecessor telephone companies. Continuous service shall terminate when the employee:
(a) Quits for any reason.
(b) Is discharged for sufficient and reasonable cause.
Section 3. (a) Seniority shall govern in the matter of layoffs unless the Company finds that relative qualifications and/or skills are required; the last one hired being the first one laid off, etc. It being understood that seniority for all employees shall be Company wide.
(b) When recalling employees back to work, the most senior employee on layoff shall be the first one recalled, etc. Recall rights shall terminate upon twelve (12) consecutive months of layoff for employees having less than five (5) years of service at the time of lay off, and upon thirty-six (36) months of lay off for employees having five (5) or more years of continuous service at time of layoff.
(c) If the employee does not return to work within seven (7) days to a job in the same job classification after being notified by the Company to do so, or if the employee does not notify the Company in writing within seven (7) days of his intention to return to work, he will lose his seniority rights.
(d) An employee on layoff status will continue to accumulate seniority and service with the Company until such time as he refuses recall in accordance with Article VII, Section 3(b) and (c) above, or until said recall rights are terminated in accordance with Section 3(c) above.
(e) New employees shall not be hired until all laid off employees have been given the opportunity to return to work.
Section 4. Promotions, demotions, lateral transfers, or transfers to other job locations shall be determined by seniority unless the Company finds that relative qualifications and/or skills are required.
(a) Employees must have satisfactory attendance in their current job title in order to be eligible for a promotion or transfer.
(b) For the purpose of the Agreement, a lateral transfer shall mean a change from one job classification to another job classification with an equal or lower maximum wage.
(c) For the purpose of this Agreement, a transfer to other job locations shall mean a transfer from one district to another district in the same job classification.
Section 5. A seniority list shall be posted at each district and a copy shall be provided to each local Union president.
Section 6. Upon return to service and upon completion by the employee of five (5) years of continuous service after the termination of an absence, credit will be given and service will be bridged for that period or periods of employment previously served.
Section 7. Time spent on military leave of absence in the armed forces of the United States shall be regarded as time worked for computing length of service and job seniority.
Section 8. Any employee who is away from work due to sickness or injury shall accrue seniority while unable to work up to, but not exceeding, the time of their respective benefit period, as provided in Article XXIII of this Agreement, and the time of their Medical Leave of Absence, as provided in Article X of the Agreement.
Article VIII
JOB POSTING
Section 1. Job Posting Procedure.
T he Company shall post on a Company-wide basis, job openings covered by the Labor Agreement. The following provisions will apply:
(a) The Company will post such job openings for seven (7) calendar days in all districts and will provide all local Union Presidents with a copy of each posting.
(b) Interested employees must apply for the job, on a form provided by the Company, within nine (9) calendar days of the date the job opening was posted.
(c) Prior to posting the decision, the Human Resources Department will tell the supervisor of each employee who bid, the names of the individual selected so that the employee will be informed of his status by his supervisor.
(d) The Company will post its decision in each district on which candidate was selected and accepted the job as well as notify all local Presidents of its decision within thirty (30) calendar days of the original job posting. The names of all unsuccessful bidders will be noted on the bid award notification.
(e) An employee may bid on a lateral transfer (a job with equal or lower top rate) after being in his present job classification for a period of eighteen (18) months. An employee may bid on a location transfer (a transfer from one district to another district within the same job classification), after being in his present job location for a period of eighteen (18) or more months. This provision shall apply when the employee's current job assignment was the result of a job bid pursuant to Section 1 herein. By mutual agreement between the Company and the Union, this time period may be waived.
(f) A new employee may bid after completion of eighteen (18) months of regular service with the Company. By mutual agreement between the Company and the Union, this time period may be waived.
(g) The Company will reimburse an employee, in accordance with Article XXXIV, Section 1, when said employee is transferred; however, the Company will only reimburse an employee for one (1) move in connection with a lateral transfer.
Section 2. Demotion Procedure.
When an employee is demoted as a result of his inability to perform a new job satisfactorily after a reasonable trial period, the following procedure will apply:
(a) If the new job is one covered by the Labor Agreement, it shall be posted so that interested employees may submit job bids in accordance with Section 1 of this article.
(b) An employee who is being demoted may bid for any job for which there is an opening in accordance with Article VII, Section 4. (Section 1, Paragraph (e) of this article will automatically be waived in this instance.)
(c) Should there be no job available; the employee will be given the same option as a surplus employee in accordance with Section 3, herein.
Section 3. District Surplus/Bumping/Layoff Procedure.
When Management determines the existence of surplus employee(s) within a district and decides to eliminate such surplus, the following procedure will apply:
(a) The Company will post notice of its intent to eliminate positions for seven (7) calendar days in all districts and will provide local Union Presidents with a copy.
(b) If, in addition to the determination/notification of a district position surplus, an additional position is to be added to another district, notification of the opening will be made in accordance with Article VIII, Job Posting.
(c) In addition to (a) and (b), the Supervisor of the surplus employee(s) shall verbally notify the employee(s) and the local Union President fourteen (14) calendar days prior to the effective date of job elimination..
(d) If, at time of notification there are openings being posted via the job posting/bidding procedure, the surplus employee has the option of bidding. If selected, and if the position is in another district, Transfer Reimbursement eligibility according to Article XXXIV is applicable subject to restrictions as indicated in Article VIII, Job Posting, Section 1(g).
(e) If there are no positions open via job posting or if the employee elects not to bid on an open position, the employee has two (2) options:
1. Accept lay-off.
2. Exercise seniority rights, and bump a junior employee. The employee must be qualified to perform the job he is attempting to bump into. Transfer Reimbursement eligibility does not apply to moves associated with bumping.
(f) The employee must notify the Company, in writing, nine (9) calendar days prior to the effective date of job elimination, of his intentions to bump a junior employee or accept lay-off.
SUPPLEMENT “B”
MEMORANDUM OF UNDERSTANDING
Re: Article VIII, Job Posting
Subject: Service Representative Postings
Contract Date: December 1, 1978
In order to provide the mechanism whereby Service Representatives in the Service Centers could indicate interest in different job functions, the company and union agreed, during 1978 negotiations, that future Job Postings would indicate the primary job function. An example of a sample Job Postings would be as follows:
District Job
Dallas Service Representative
(Accounts)
Since the job classification of Service Representative encompasses the commercial and plant sides of the Service Center, determination of the successful bidder will be based upon factors such as qualifications, training requirements, proficiency level of other employees currently working in the primary function, etc.
Nothing in this agreement shall be construed as restricting the company from assigning employees within the Service Center to perform work in different primary function areas. These assignments would be of a temporary nature for the purpose of cross training or coverage purposes as well as a permanent nature in order to utilize most productively the particular qualifications of the individual.
Article IX
ALLOCATION OF WORK
Section 1. The Company agrees to utilize its employees for all work that is customarily performed in the usual conduct of the Company's business. In the case of emergencies, new construction, and short term maintenance projects, such as pole and cable maintenance, work will not be contracted out unless other employees working in that area who customarily perform the same or similar work are permitted to work on an overtime basis. The Company may use the services of other Union groups or may contract out such work when the occasion requires.
Section 2. (a) The Company shall no longer subcontract I/R work.
(b) It is not the intent of the Employer to move employees into I/R from other job classifications in order to circumvent Article IX and to increase contracting in their former job classifications.
Section 3. If the Company needs to assign employees to work locations outside the geographical franchised area served by the Company, the Company shall first attempt to secure qualified volunteers from within the appropriate work titles and the operating area responsible for the work.
If the Company cannot secure a sufficient number of qualified volunteers, employees will be assigned on the inverse order of seniority from within the appropriate work title and operating area responsible for the work.
MEMORANDUM OF UNDERSTANDING
Date: December 1, 1985
This will confirm the agreement between the Company and the Union regarding the use of Commonwealth Communications, Inc. (CCI) craft employees within the franchised territory. CCI craft employees will work in the telephone company franchised territories under the provisions of Article IX “Allocation of Work”.
Article X
LEAVES OF ABSENCE
Se ction 1. (a) The Company, at its discretion, may grant a leave of absence to an employee for personal reasons, provided the employee submits a written request as far in advance as possible and providing the granting of said leave is consistent with normal operations of the Company, or when Federal or State laws mandate the Company to grant time off (such as Family & Medical Leave Act).
(b) The Company will grant a Medical Leave of Absence to an employee upon expiration of sick benefits.
(c) A leave of absence shall be defined as absence from the Company for a period of time greater than one (1) month. Absence from the Company that is less than one (1) month shall be considered excused absence. Such excused absence shall be without pay except for reasonable short periods of absence as defined in Article XXXIII, Section 1, Part (e).
(d) The maximum period of any leave of absence is not to exceed one (1) year. Extensions are not automatically granted. Any extension would be at the discretion of the Company and based upon the considerations and merits of each request.
Section 2. Authorized representatives of the Union, not to exceed four (4) at any one time, shall be granted leaves of absence without pay for Union business. The Company recognizes there are occasional circumstances that could warrant additional representatives to be off which the Company will consider and may approve based on operational needs. The Union will notify the Company in advance of such leaves of absence.
Section 3. An employee selected to a Union position which takes him from his employment with the Company shall, upon written request of the Union, receive a leave of absence for the period of service with the Union, without loss of seniority. Upon his return to work he shall be reemployed at his former classification.
Section 4. The negotiating committee of the Union, not to exceed one representative from each local, shall suffer no loss of pay on any day in which contract negotiation meetings are held with the Company.
Section 5. All Leaves of Absence except Military:
(a) An employee returning from a leave of absence must work six (6) months in the calendar year of his return in order to be eligible for vacation in that calendar year.
(b) If the employee does not return to work within seven (7) days after the expiration of a leave of absence, or if the employee does not notify the Company in writing within seven (7) days of his intention to return to work, he will be considered to have resigned.
Section 6. (a) Military Leave: The Company will pay the difference between military pay plus allowances and the employee’s straight time pay for two (2) weeks summer training or other short periods of military duty due to emergencies such as floods, riots, or civic disorders when ordered to serve. Maximum payment of one (1) month per year.
(b) The Company will comply with the provisions of the Uniformed Services Employment & Reemployment Rights Act of 1994.
Article XI
BULLETIN BOARDS
Section 1. The Union shall have the use of bulletin boards at each location of the employees covered by this Agreement for the posting of the Union notices, bulletins and other official material of interest to its members.
Article XII
HOURS OF WORK
Section 1. A calendar week shall be Sunday through Saturday inclusive. Forty (40) hours shall constitute the normal work week.
Section 2. The day shall be computed from 12:00 midnight to 11:59 p.m. and Sunday premium, etc. shall be paid for hours actually worked.
Section 3. A minimum time interval of ten (10) hours shall elapse between the scheduled ending time of one (1) tour and the scheduled starting time of the next.
Section 4. The Company shall post work schedules at least two (2) weeks in advance, showing each day scheduled and the time each tour starts and ends on each day. The Company shall have the right to change such schedules at any time. Such changes will be without penalty if the Company gives the employee at least forty-eight (48) hours notice. If, on the other hand, the employee is not given at least forty-eight (48) hours notice of the change, all work time on a day not previously scheduled or all work time before the scheduled starting time or after the scheduled quitting time on a previously scheduled work day will be considered and paid for as nonscheduled hours as provided in Article XXX, Section 3.
Section 5. No employee shall be scheduled for five (5) or more hours without one (1) hour for a dinner period, except for certain night tours as mutually agreed upon.
Section 6. With due consideration being given to qualifications, seniority by district will govern for selection of tours for permanent, full-time employees. By mutual agreement, in writing, between the local Union President and the appropriate Manager, other arrangements may be made. Tour selection will be made on a semi-annual basis; however, nothing in this clause shall restrict the Company from establishing or eliminating tours as required.
Section 7. With notification to the supervisor, changes from officially posted schedules may be made at the request of an employee, provided payment of additional overtime is not involved.
Section 8. Each employee shall be permitted a relief period of fifteen (15) minutes during each session worked. When appropriate, Management will assign such relief periods. In all other cases, the relief period shall be taken as the workload permits. Such relief periods shall be taken as near the midpoint of the session as practical.
Article XIII
HEALTH AND SAFETY
Section 1. The Company agrees to make all reasonable provisions for the health and safety of the employees during the hours of their employment.
Section 2. The maintenance of proper health and sanitary conditions and the observance of all laws relating to fire protection and safety are the mutual concern to the Company and the Union. Any request regarding such matters may be made the subject of grievance.
Section 3. It is the intention of the Company and the Union to conform to all requirements of the Occupational Safety and Health Act of 1970.
Section 4. Commercial Drivers’ License Fee
(a) The Company will reimburse employees in the following job classifications for the difference between a regular drivers license and the required fee to renew a standard Pennsylvania Commercial Drivers’ License (CDL) consistent with the Pennsylvania Commercial Drivers’ License renewal process:
- Construction Technicians
- Automotive Technicians
- Storekeepers
(b) To receive reimbursement, employees must provide proper proof that they have paid such fees.
(c) The Company will solicit volunteers for emergency standby assistance who will be entitled to reimbursement per Section 4(a) above.
Section 5. Safety Shoes
(a) The Company will reimburse all employees who are required to wear safety shoes in accordance with the Company’s safety policy, for receipts turned in for the purchase of such shoes, once every two years , per the following schedule:
2006 up to $150.00
2008 up to $150.00
(b) To receive reimbursement, employees must provide proper proof that they have purchased safety shoes.
Article XIV
INCLEMENT WEATHER
Section 1. When employees report for duty and because of inclement weather are unable to perform their regular work, they shall be allowed to perform such other duties as may be available in order that they not lose pay for the day.
Section 2. In the event of a snow storm or other such “act of God”, and an employee calls in and reports they are unable to get to work, they will be given the opportunity to use a vacation or personal day. If they choose not to use a vacation or personal day and do not report to work, the Company will take corrective action.
Article XV
TOOLS
Section 1. The Company will furnish necessary tools. Employees will make every effort to avoid misuse or loss of tools and be subject to reimbursing the Company or replacing lost tools.
Article XVI
Holidays
Section 1. Full-time employees covered by this Agreement shall receive pay at straight time rates for the following holidays:
* New Year's Day Day After Thanksgiving
Memorial Day Christmas Eve Day
* Independence Day Christmas Day
Thanksgiving Day Personal Holiday 2(a)
Labor Day Personal Holiday (b)
(a) Personal Holiday(s) may be taken any time of the year, except during the month of December or on a work day preceding or following any of the holidays as indicated by an asterisk (*) in this Article, unless scheduled and approved by Management.
(b) Employees who have ten (10) or more years of service as of December 31 of the current calendar year will be granted one additional personal day which may be taken any time of the year, except on a work day preceding or following any of the holidays as indicated by an asterisk (*) in this Article, unless scheduled and approved by Management. Eligibility will be improved to twelve (12) or more years of service as of December 31.
Section 2. When an authorized holiday falls on Sunday, the following Monday shall be recognized and observed as the holiday.
When an authorized holiday falls on a Saturday, the preceding Friday shall be recognized and observed as the holiday.
Section 3. Any full-time employees required to work on one of the holidays shall receive his regular holiday pay, and in addition, shall receive pay at one and one-half (1 1/2) the straight time rate for hours actually worked on said day.
Section 4. Part-time employees shall receive holiday pay in accordance with their regular work schedule, or if irregularly assigned, shall be paid the average number of hours worked per day based on the thirteen (13) weeks immediately preceding the holiday.
Section 5. To provide for holiday work coverage, the Company will first seek volunteers. If the number of volunteers is not sufficient or timely to meet requirements, the Company will rotate holiday work among the existing employees.
Article XVII
VACATIONS
Section 1. Vacations with pay shall be granted employees on the following basis:
(a) One (1) week of vacation to employees who have completed six (6) months of service as of December 31 of the current calendar year, except that vacations will not be scheduled for an employee until after completion of six (6) months of service.
(b) Two (2) weeks vacation to employees who will have completed one (1) or more years of service as of December 31 of the current calendar year.
(c) Three (3) weeks vacation to employees who will have completed eight (8) or more years of service as of December 31 of the current calendar year.
(d) Four (4) weeks vacation to employees who will have completed seventeen (17) or more years of service as of December 31 of the current calendar year.
(e) Five (5) weeks vacation to employees who will have completed thirty (30) or more years of service as of December 31.
(f ) For each full week of vacation taken during the last three weeks of January, all of February, March, April, or the first two (2) weeks of November (three or more days must fall in the non-peak period in order to be eligible), the employee has two options:
(1) An additional half day (4 hours) shall be granted to be taken immediately before or after the week for which it was granted.
(2) If the employee elects to work, he will receive an additional five (5) straight-time hours pay.
(g) Vacation or vacation pay must be accepted in the calendar year for which it is due except that a maximum of one (1) week may be carried into the first quarter of the new year. No premium as defined in Section 1 (f) or 1 (i) will apply.
(h) Vacation may be rescheduled in the event of death in the immediate family as defined in Article XXXIII.
(i) Employees may redeem vacation for cash subject to the following Provisions:
(1) Vacation Maximum
Eligibility Buy-Back
1 Week 0 Days
2 Weeks 5 Days
3 Weeks 10 Days
4 Weeks 10 Days
5 Weeks 10 Days
(2) Buy-Back option must be exercised by April 1 and posted on the regular vacation schedule.
(3) Buy-Back option must be mutually agreed upon by employee and Company.
(4) The employee will receive nine (9) hours straight-time pay for each day he relinquishes.
(5) Payment will be made at the time the employee exercises his option.
Section 2. (a) Vacations may be taken any time of the year to the extent that service and coverage conditions permit. All requests for vacations shall be submitted to the supervisors by April 1 and vacation schedules shall be posted by April 15th. Seniority shall determine the order of choice. Rescheduling of vacations will only be undertaken by mutual consent, or in the event of an emergency situation. When an employee who is on vacation mutually agrees to report to work or who is called out for an emergency situation, such work time shall not be considered nonscheduled work time and shall be compensated as regularly scheduled work time if the Company gives the employee at least forty-eight (48) hours notice. If less than forty-eight (48) hours notice is given the employee, only the first day of work will be considered nonscheduled work time as provided in Article XXX, Section 3. Any such work time which reduces an employee’s vacation period shall be rescheduled in accordance with service and coverage
requirements, or the employee shall be paid vacation compensation in lieu thereof as specified in Section 1.
(b) All employees shall pick their first two (2) weeks vacation by seniority, then employees having third and fourth weeks shall choose their additional weeks. However, when an employee having more than two (2) weeks vacation has a particular need to take more than two (2) weeks together for a specific purpose, he may choose his three (3) or (4) weeks together; however, it must be chosen in a continuous time period.
Section 3. An employee who is laid off and who is entitled to but has not taken his vacation for the current year, shall be paid vacation compensation in lieu of vacation.
Section 4. An employee who is retiring shall receive full compensation for all unused vacation time. An employee who retires directly from active service will also receive full compensation for all unused personal holidays.
Section 5. A part-time employee eligible for a vacation shall be paid vacation pay in accordance with his regular work schedule, or if irregularly assigned, shall be paid the average work time for the thirteen (13) weeks immediately preceding the start of the vacation.
Section 6. In the event a recognized holiday falls within an employee’s vacation period, that employee shall be allowed an additional day off in lieu of such holiday.
Section 7. All eligible employees shall receive vacation pay on the basis of forty (40) hours straight-time rate for each week due them. If an employee has been regularly assigned to differential work six (6) weeks prior to the vacation, the same differentials will be paid during the vacation period.
Section 8. At the time an employee leaves the Company for any reason, except retirement or layoff, said employee shall be eligible to receive a pro-ration of their vacation pay in an amount equal to one-twelfth (1/12th) of their regular vacation pay for each completed calendar month of service in the current vacation year.
In the case of discharge for proven misappropriation of funds or theft, restitution shall be made by the Employee before such vacation pay is paid.
Article XVIIIHospital, Medical/Surgical and Dental Plans
Section 1. (a) “Effective January 1, 2003, the Company will provide a competitive health care plan for all full-time regular employees and dependents. The plan will be administered through a reviewed and qualified administrator or insurer. Multiple options may be offered to eligible employees with differing levels of deductible and out-of-pocket expense. If both husband and wife are employed by Commonwealth Telephone Company, only coverage for one employee will be provided, including appropriate family coverage.”
Section 1. (b) A coordination of benefits clause will be included in the carrier’s contract to provide for non-duplication of coverage with other group plans.
Section 2. (a) The Company will provide a Family Dental Plan. This plan will provide one hundred percent (100%) basic coverage. There will be no deductible for preventive dental treatment. The Dental Plan further includes Orthodontia coverage for employees and eligible dependents at fifty percent (50%) with a $1,000 lifetime maximum per covered individual.
Section 2. (b) An optional enhanced dental plan to include 80% coverage for oral surgery, prosthetics, crowns and periodontics, maintaining the Company contribution at existing rates.
Section 3. Vision Care Plan – The Company will provide a vision card for discounts on eye exams, glasses and contact lenses.
Section 4. “Effective January 1, 2003 and each year thereafter, the Company will designate a Company-sponsored plan. The Company may seek competitive bids from other carriers.
For the calendar year 2003, the Company shall continue the Blue Cross PPO (Preferred Provider Organization) plan. The designated Company-sponsored medical plan is the PPO10. Two alternative plans will be offered: PPO5 and PPO15. In the event that the Company, in future years of the Agreement, seeks to change the Company-sponsored plan or the alternative plans offered, the Union shall receive reasonable notice of such proposed changes and an opportunity to meet and confer with the Company.”
NOTE: All benefits are based on usual, customary and reasonable charges.
See your Summary Plan Description for details.
Flexible Spending Accounts
All full-time regular employees will be eligible to participate in an FSA program.
Opt Out CreditsAll full-time regular employees will be eligible to participate in an opt out credit program.
Article XIXHealth Care Cost
Section 1. Effective January 1, 2003, and each year thereafter for the duration of this Agreement, the Company will pay 80% of the premium cost of the Company-sponsored health care and dental plan for full-time regular employees and will contribute that same dollar amount toward the premium cost for alternative plans available.
In no event will the Company’s contribution exceed the actual cost of premiums for any coverage.
Section 2. For employees who retire from the employ of the Company during the period December 1, 1991, through October 1, 1992, at age 55 or older, with fifteen (15) years of service, the Company will provide partial Company paid Medicare Supplement medical coverage (e.g., BC/BS 65 Special) upon the retiree attaining the age of 65. This coverage also applies to the retiree’s spouse at age 65. However, the Company will make a partial contribution of not more than $76.78 per month towards the BC/BS 65 Special monthly premium. The retiree and the retiree’s spouse, if applicable, will be responsible for the balance of a monthly premium.
For employees who are covered by the Agreement and who retire from the employ of the Company after October 1, 1992, the Company will not provide Company paid Medicare Supplement medical coverage (e.g., BC/BS 65 Special) to the retiree and the retiree’s spouse.
Article XX
INSURANCE
Section 1. The Employee's Insurance Plan of the Commonwealth Telephone Company will be continued and the Company will pay the premium rate for life insurance and accidental death and dismemberment in the amounts equal to one and a half (1 1/2) times the nearest hundred ($100) dollars of annual straight-time earnings.
Section 2. The Company will furnish Long-Term Disability Insurance for each employee.
Article XXIPension
Section 1. The Company shall provide pension benefits in accordance with the Commonwealth Telephone Company Group Bargaining Unit Pension Plan, revised on 12/01/88. The plan includes a provision for vesting after 5 years, effective 1/1/89.
Section 2. Any disagreement concerning the intention or administration of this Article will be reduced to writing within thirty (30) days. The grievance will then be discussed between the Union Representatives and an appropriate Company executive. Within seven (7) days after conclusion of negotiations, a written answer to the grievance will be submitted by the Company to the Union.
Section 3. For those employees retiring at age 63, they will be eligible for "COBRA" rates up to age 65.
PENSION PLAN IMPROVEMENTS
Title Band ( 12/01/05) (12/01/06) (12/01/07)
Switchman, etc. 1 xxxxx xxxxx xxxxx
I/R, EMC 2 xxxxx xxxxx xxxxx
Line, Mech 3 xxxxx xxxxx xxxxx
Storekeeper 4 xxxxx xxxxx xxxxx
Service Rep., etc. 5 xxxxx xxxxx xxxxx
Inventory Clerks 6 xxxxx xxxxx xxxxx
Early Retirement: Age 55 with 15 years service.
Pension Reduction for Early Retirement:
Approved 02/21/99 Approved 02/21/99
Age Percent Benefit Age Percent Benefit
65 100.00% 59 82.00%
64 100.00% 58 79.00%
63 100.00% 57 76.00%
62 91.00% 56 73.00%
61 88.00% 55 70.00%
60 85.00%
Employees who go from a lower band to a higher band will receive the higher flat rate. For employees going from a higher band to a lower band, they will retain the higher band for 18 months.
Employees retiring at age 63 will be eligible for “COBRA” rates up to the age of 65.
Article XXII
PERSONAL TELEPHONE SERVICE
Section 1. Retired employees with fifteen (15) years of service as of November 30, 1991, and who are currently receiving personal telephone service, shall be given the use of personal telephone service at one-half of the regular local service monthly rate, regardless of location.
Section 2. The provisions of Section 1 above shall only apply to one location and retired employees receiving personal telephone service as of November 30, 1991.
Article XXIII
SICK LEAVE - INJURY ON THE JOB
Section 1. Sick Leave. Employees shall be entitled to sick leave benefits as follows:
Period of Employment Benefits
At Time Sickness Waiting Period
Begins (Scheduled Days)
% of Wages Benefit Period
Less than 1 year 0 days 0 0 weeks
1 to 2 years 3 days 50% pay 8 weeks
2 to 5 years 2 days 100% pay 4 weeks
50% pay 9 weeks
5 to 10 years 1 day 100% pay 13 weeks
50% pay 13 weeks
10 years or over 1 day 100% pay 26 weeks
50% pay 26 weeks
Compensation by the Company for such absence will be by whatever amount represents the difference between the percentage of wages indicated on the preceding schedule and fifty percent (50%) of disability payments made to the employee by the United States Social Security Administration.
Section 2. Injury on the job. Employees shall be entitled to benefits for injury on the job as follows:
Period of Employment Benefits
At Time of Injury Waiting Period
(Scheduled Days)
% of Wages Benefit Period
Less than 1 year 0 days 100% pay 4 weeks
1 to 2 years 0 days 100% pay 8 weeks
2 to 5 years 0 days 100% pay 13 weeks
5 to 10 years 0 days 100% pay 26 weeks
10 years or over 0 days 100% pay 52 weeks
Compensation by the Company for such absence will be by whatever amount represents the difference between the amount paid by Workers’ Compensation Insurance and the employee's normal net take-home earnings paid by the Company should they have been at work during the period of absence to a maximum of forty (40) hours pay per week.
Section 3. If an employee is absent from work due to sickness or injury more than (7) consecutive days, and after returning to work is again absent due to sickness or injury within thirteen (13) weeks of the date of return from that last previous sickness or injury absence, the maximum benefit payment that may be allowed is the unexpended portion of the allowance provided for under the foregoing sections of this Article.
Article XXIV
DEATH BENEFIT
(Supplemental)
Section 1. The company shall furnish supplemental death benefits to the qualified dependent of a full-time employee during the period immediately after death.
Section 2. The employee must have completed at least six (6) months full-time service with the Company to be eligible.
Section 3. The qualified dependent shall receive full pay for the remainder of the pay period in which the employee dies. In addition, eight (8) weeks pay at the employee's straight-time rate for a forty (40) hour week will be paid.
Section 4. Eligibility, qualifications, and payment will be determined by the Company in accordance with the Personnel Practice entitled Death Benefit (Supplemental).
Section 5. Any disagreement concerning the intention or administration of this Article will be reduced to writing within thirty (30) days. The grievance will then be discussed between the Union Representatives and an appropriate Company executive. Within seven (7) days after conclusion of negotiations, a written answer to the grievance will be submitted by the Company to the Union.
Article XXV
BOARD AND LODGING REIMBURSEMENT
Section 1. The Company agrees that when employees are sent away from their district, the Company will pay for reasonable board and lodging expenses and a per diem of thirty-one dollars ($31.00) for meals.
Section 2. Per Diem shall be calculated on a quarter-day basis. An employee shall receive one-fourth of per diem for each quarter of the day, or fraction thereof, when away from their district on an overnight assignment. The work day shall be divided into quarters as follows:
12:01 a.m. to 6:00 a.m.
6:01 a.m. to 12:00 noon
12:01 p.m. to 6:00 p.m.
6:01 p.m. to 12:00 midnight
Article XXVI
MEAL ALLOWANCE
Section 1. When an employee works two (2) or more hours prior to or beyond his scheduled shift, he will be reimbursed ten dollars and fifty cents ($10.50) toward the cost of a meal provided the cost is actually incurred.
Article XXVII
TUITION AID
Section 1. The Company will furnish tuition aid to permanent, full-time employees. Aid will be in the amount of seventy-five percent (75%) of registration, tuition and lab fees.
Section 2. Courses reimbursable are limited to those offered by accredited institutions approved by the Company and which are regarded as aiding in the growth and development of the individual and which will broaden his usefulness to the Company.
Section 3. Details of his application, approval, provisions, restrictions, and payments are specified in the Company's Personnel Practice entitled Tuition Aid Plan.
Section 4. Any disagreement concerning the intention or administration of this Article will be reduced to writing within thirty (30) days. The grievance will then be discussed between the Union Representatives and an appropriate Company executive. Within seven (7) days after conclusion of negotiations, a written answer to the grievance will be submitted by the Company to the Union.
Article XXVIII
PERMANENT - TEMPORARY AND PART-TIME EMPLOYEES
Section 1. A permanent employee is one who is available for regular employment for service for any of the work periods.
Section 2. (a) A temporary employee shall be defined as an employee hired for a specific project or definite period, in either event not exceeding nine (9) months, with such limited period of employment estimated at time of hire, and whose work schedule may be either full time or part time. The Company and the Union may agree to extend the time period of temporary employment for a definite period beyond the initial nine (9) months.
(b) The benefits for a temporary employee shall be restricted to progression
increases.
Section 3. (a) A part-time employee is one whose normal assignment of work is less than a basic work week.
(b) Part-time employees shall only be entitled to progression increases, holiday and vacation benefits, based on average hours worked and computed on the prior thirteen (13) week period.
(c) Seniority rights for part-time employees shall only apply with regard to other part-time employees.
Article XXIX
RULES, BENEFITS AND PRIVILEGES
Section 1. All rules, benefits and privileges heretofore in effect which are not specifically mentioned or changed by the provisions contained herein, shall remain unchanged during the life of this Agreement, unless changed by mutual consent of the authorized representatives of the parties hereto; and it is also agreed between the parties that changes of this Agreement mutually agreeable to the authorized representative of the parties may be made at any time during the tenure of this Agreement.
Section 2. Nothing in this Agreement shall be construed to require either of the parties to act contrary to any state or federal law, governmental authority or declaration. In the event that any such condition arises, this Agreement shall be deemed to be modified in respect to either or both parties to the extent necessary to comply with the law, order or declaration.
Article XXX
OVERTIME
Section 1. Overtime shall not be worked unless it is first authorized by the employee’s supervisor.
Section 2. Time and one-half will be paid for all time worked in excess of eight (8) hours in any one day, or in excess of forty (40) hours in any one week. When computing overtime, the basic overtime rate shall include differentials where applicable.
Section 3. When employees are recalled to work on a nonscheduled day, or outside of their regularly scheduled work hours and such work time is not consecutive with a scheduled tour, they shall receive overtime pay of time and one-half, but in no case shall they be paid less than four (4) hours basic straight- time pay. This shall not apply to part-time employees who shall be paid in accordance with Section 2.
Section 4. Overtime shall be equally and impartially divided as far as it is practical, among the employees who desire it and among those who generally work in the class of work being performed.
Section 5. When employees are required to work overtime, they shall not be penalized by having to take that time off from their regular scheduled tours of duty.
Section 6. Payment for time worked on Sunday shall be two (2) times the straight-time rate. However, only scheduled hours shall count in the forty (40) hour buildup.
Section 7. Holiday payment as provided for in Article XVI, Section 1, and vacation payment as provided for in Article XVII, Section 1, shall be considered as time worked when computing overtime. Local representatives of the Union, who lose time because of Union business, will not have such time credited towards the calculation of overtime except as provided for in Article V, Section 6(b), and Article X, Section 4.
Section 8. There shall be no duplication of overtime. Hours worked and paid for on one overtime basis shall not be considered as hours worked for any other overtime payment.
Article XXXI
LAYOFF ALLOWANCE
Section 1. Employees whose service with the Company is affected and are laid-off because of a force reduction shall receive layoff allowance according to the schedule shown below:
Number of Years Net Number of Weeks
Credited Service Regular pay
Less than 1 year None
1 year but less than 2 years 1 week
2 years but less than 5 years 2 weeks
5 years but less than 10 years 4 weeks
10 years but less than 15 years 6 weeks
Employees with fifteen (15) or more years of service will receive one (1) week per year of service subject to a maximum of twenty (20) weeks.
Such layoff allowances shall be in addition to earned pay and vacation pay to which employees may be eligible, and without regard to unemployment compensation; subject, however, to the following provisions in Sections 2 and 3:
Section 2. An employee who has once been paid layoff allowances in accordance with the above schedule, who has been recalled and again laid off, shall receive payments computed on the basis of his total net credited services less payments previously received.
Section 3. If an employee who has received a layoff allowance is recalled and the number of weeks since the date of layoff is less than the number of weeks upon which the payment was based, the amount paid to the employee for the excess number of weeks shall be considered as an advance by the Company and shall be repaid to the Company by payroll deduction at the rate of ten (10) percent of his weekly earnings.
Article XXXII
DIFFERENTIAL PAYMENTS
Section 1. The Company agrees to make a differential payment of eighty-six cents (86 ¢ ) per hour for all hours of a tour wherein fifty percent (50%) or more of the scheduled hours fall between 4:00 p.m. and 7:00 a.m.
Article XXXIII
EXCUSED ABSENCES
Section 1. Employees shall be excused by the Company with pay under the following conditions:
(a) Absence Due to Death in the Immediate Family. An employee excused because of death in the immediate family shall be paid for three (3) scheduled work days immediately following the death. Immediate family is defined as wife, husband, daughter, son, mother, father, grandmother, grandfather, mother-in-law, father-in-law, brother, sister, step-parents, or any other relatives living in the same household as the employee. In exceptional cases, time authorized with pay may be extended to cover five (5) scheduled work days.
(b) Absence for Jury Duty, Witness Duty or Service as Judge of Election. An employee who is excused because of jury duty summons, witness service subpoena before a lawful authority, or because of service as a judge or clerk of election (municipal, county, state or federal) will be compensated by the Company for such absences by whatever amount represents the difference between the amount paid for such services and the amount normally paid by the Company should they have been at work during the period of absence, should the latter be greater.
(c) Absence to Vote. Employees who are qualified to vote, but find it necessary to take time off to do so, shall be excused with pay for the time needed to vote. Every effort shall be made by the employee to vote outside of working hours.
(d) Illness Absence. Any employee who reports for scheduled work and is excused from duty because of illness shall receive pay at the straight time rate for the remainder of the session during which the illness occurs.
(e) Absence for Personal reasons. Reasonable short periods of absence for pressing personal reasons other than provided for in this Article may be permitted at the discretion of the employee’s supervisor with or without the loss of pay.
(f) Absence Due to Contagious Disease Quarantine. Unavoidable absence due to contagious disease quarantine shall be paid not to exceed one (1) regularly scheduled week’s work.
(g) Fatigue Time. When an employee works continuously for a period of sixteen (16) hours or more including reasonable time off for meals, he shall be excused for a period of six (6) hours to sleep. He will be paid, at his regular straight-time hourly rate, for any hours for which he is scheduled to work during the six (6) excused hours.
In emergencies, when an employee is required to continue work beyond sixteen (16) hours, he will be paid at one and one-half (11/2) times the basic hourly rate until he stops such emergency work even though such time worked beyond sixteen (16) hours is in the next regularly scheduled tour.
Section 2. Except as otherwise provided above, payments made under any of the above provisions shall be at the employee’s straight-time rate and shall be limited to normal scheduled tour within the employee’s normal work week.
Excused absence paid for under this Article shall be considered as time worked for the purpose of this Agreement.
Article XXXIV
TRANSFER REIMBURSEMENT
Section 1. Normal costs incurred by an employee transferred at the request of the Company from one location to another will be reimbursed by the Company. Normal costs will be considered to include:
(a) Transportation of household effects.
(b) Allowance of up to four (4) weeks for employee board and lodging at a new location to find suitable quarters.
(c) Employees to suffer no loss of pay, not to exceed one (1) day, in the moving of household effects.
(d) Travel time will be provided in accordance with Article XXXV on promotions only. Mileage will be paid for trips from the employee's home to the new location and return on interim weekends for promotions only.
Article XXXV
TRAVEL TIME
Section 1. When the Company directs an employee to work at a point away from his regular job headquarters, the necessary travel time required for the employee to travel from headquarters to the job location and return shall be considered as time worked.
Section 2. If the work is not completed within the calendar week, and the employee does not work on Saturday or Sunday, a travel allowance at straight time rates for return to regular job headquarters and back to the designated job location the following week will be paid each employee, in accordance with mileage traveled and scale listed below:
0 - 49 miles . . . . . 1 hour
50 - 99 miles . . . . . 2 hours
100 - 149 miles . . . . . 3 hours
150 and over . . . . . 4 hours
Article XXXVI
WAGES
Section 1. After notifying the Local Union President, the Company may grant a higher entrance rate compensatory with the employee's experience.
Section 2. When an employee is promoted, he will be paid the rate of the new job consistent with his months of service with the Company.
Section 3. The Company will pay an employee the appropriate higher wage rate for the type of work done on an hourly basis.
Section 4. Rates shall be as set forth in Exhibit "B" effective December 1, 2005.
Article XXXVIIDuration and Termination
Section 1. This Agreement shall be effective as of December 1, 2005, and shall remain in effect for an initial period of thirty-six (36) months until midnight, November 30, 2008, and shall continue in effect thereafter unless terminated by sixty (60) days prior written notice given by either party to the other, expressly stating its intention to terminate this Agreement, in which event, this Agreement shall terminate sixty (60) days following the receipt of such notice.
Section 2. The provisions of Paragraph 1 to the contrary notwithstanding, either the Union or the Company may serve written notice on the other party sixty (60) days prior to the expiration date of the initial term of this Agreement, or at any date thereafter, of its desire to negotiate revisions, changes, modifications and amendments to this Agreement, in which event
the parties agree to commence collective bargaining within thirty (30) days of receipt of such notice, unless mutually agreed otherwise, and to continue this Agreement in full force and effect, provided that the party giving such notice may thereafter terminate this Agreement by five (5) days notice in writing to the other party expressly setting forth its intention to terminate this Agreement, which notice may not be served sooner than fifty-five (55) days following the receipt of the sixty (60) days notice provided for hereinbefore in this Section 2.
Exhibit B - WAGE PROGRESSION SCHEDULE(M/F)
Network Systems Technician (Switchman)
Cable Technician (Splicer)
Business Systems Technician (Combination Man 1st Class)
Equipment Installation Technician (Central Office Installer)
Working Foreman and Senior Switchman - $3.00 higher than above rates.
Garage Foreman
Communications Technician (Combination Man)
Electronic Maintenance Technician (Shop Repairman 1st Class)
Construction Technician (Lineman)
Automotive Technician (Garage Mechanic)
Storekeeper
Customer Service Representative
Service Representatives who perform the functional requirements of “assignment” - an additional $15 per week, for the duration of the contract.
Inventory Clerk
SUPPLEMENT “A”
In order to provide for greater flexibility, enhanced career opportunity, and effective use of Human Resources, the Company offers the following proposal:
The Company will commit to provide additional training and tools as necessary to present employees in order to increase the employees’ knowledge and ability to perform additional job functions.
This proposal would be directed towards I-R/Splicers and Switchmen/1st Class initially and would enable them to work out of their job classifications for varying periods of time when directed by the Company. The program will begin in the 1st Quarter of 1986 at selected Districts where geography and work load mix would indicate that this proposal has the greatest opportunity for utilization and success. The Company intends to begin the I-R/Splicer program in the following districts in 1986: Towanda, Wellsboro, Lewisberry, Leesport and
The Company will pay the appropriate higher wage for the type of work done on an hourly basis.
The wage rate paid to I-R employees doing cable work will be at splicer wage rate. Splicers doing I-R work will be paid at the splicer’s wage rate.
The Company will equip the I-R employees who fully complete splicer training with a van bucket truck on a programmed basis as they become available consistent with financial consideration.
The senior I-R person in the District will be offered the splicer training first. Splicers will
be trained for I-R work in each District based on Seniority. The size of the District work force shall not increase as a result of the plan. The senior I-R employee in the District may decline this training in which case the next senior I-R person will be offered the training.
The company envisions that five or more locations would be selected for this program for 1986. If the evidence warrants, additional employees in the District and/or additional employees at the original location may be offered the opportunity.
SWITCHMEN/1ST CLASS
In the Switchman/1st Class work groups it is planned to offer cross training on switching/PBX equipment consistent with geography, equipment types and financial considerations. The Company will offer Switching training to the senior 1st Class employee in the District. Switchmen may be utilized on 1st Class work as business needs dictate.
For work schedule purposes all craftsmen will be part of their regular group that is I-R will be part of the I-R schedule for vacations, overtime, call-outs, etc. Splicers, Switchmen and 1st Class craft will also remain on their normal schedules.
The underlying objective of this proposal is to increase work force flexibility and provide the employee additional training and job knowledge. It should be understood that this program involves significant expense to the Company. The Company feels however that these expenses will produce positive results in terms of more flexible job assignments, reduced travel time and a reduction of multiple visits. At the end of twelve (12) months the Union and Company will meet jointly to review and make the necessary adjustments. This twelve (12) month review will continue for the life of the contract.
MEMORANDUM OF UNDERSTANDING
This will confirm the agreement between the parties on December 22, 1988, as revised on January 4, 1994, concerning the practices and understandings regarding the following:
1. Supplement “B” Memorandum of Understanding dated December 1, 1978
The Company will make every reasonable effort to provide Service Representatives additional opportunities to bid on primary functions where they are vacated. It is understood that this agreement to provide such opportunities does not eliminate or change Supplement B as signed December 1, 1978.
2. Article XXIX – Rules, Benefits and Privileges
Effective the date of execution of this Agreement, the parties mutually agree that any award, recognition or other incentive programs, such as the Company’s Service Award, President’s Award or Employee Stock Investment Plan, which are not negotiated by the parties, shall not be considered as rules, benefits and privileges as specified in Article XXIX of the Agreement.
SUBJECT INDEX
Subject Article Section Page
Absence from Work XXIII 1-2-3 19
XXXIII 1-2 24
X 1-2-3-4-5-6 11
Allocation of Work IX 1-2-3 11
Allocation of Work
(Memorandum of
Understanding - CCI) IX 11
Agency Shop II 1 4
Arbitration V 5 5
Bargaining Unit Employees III 1-2-3 4
Benefits XVI 1-2-3-4-5 14
XVII 1-2-3-4-5-6-7 15
XVIII 1-2-3-4-5 17
XIX 1-2-3 18
XX 1-2 18
XXI 1-2-3 18
XXII 1-2 19
XXIII 1-2-3 19
XXIV 1-2-3-4-5 20
XXVI 1 21
XXVII 1-2-3-4 21
XXXI 1-2-3 23
Board and Lodging
Reimbursement XXV 1-2 21
Bridged Service VII 6 7
Bulletin Boards XI 1 12
Calendar Week XII 1 12
Call in Pay XXX 3 22
Check Off III 1-2-3 4
Commercial Drivers License XIII 4 13
Concentrated Work Stoppage V 7 11
Contracting Out Work IX 1 11
Contracting Out Work
(Memorandum of
Understanding - CCI) IX 11
Days Defined XII 2 12
Death Benefit (Supplemental) XXIV 1-2-3-4-5 20
Death in Family XXXIII 1-2 24
Demotion VIII 2 8
Dental Plan XVIII 2 17
Differential Payments XXXII 1 24
Discrimination IV 1-2-3-4 5
Dues Deduction III 1-2-3 4
Duration and Termination XXXVII 1-2 26
SUBJECT INDEX
Subject Article Section Page
Excused Absences XXXIII 1-2 24
Fatigue Time XXXIII 1 24
Flexibility (Supplement “A”) 28
Funeral Leave XXXIII 1-2 24
Gender Discrimination IV 2 5
Grievance Procedure V 1-2-3-4-5-6-7 5
Grievances V 1-2-3-4-5-6-7 5
Health and Safety XIII 1-2-3-4-5 13
Health Care Cost XIX 1-2 18
Health Care Insurance XVIII 1-2-3-4 17
Health Care Supplement XVIII 17
Holidays XVI 1-2-3-4-5 14
Hours of Work XII 1-2-3-4-5-6-7-8 12
Illness XXIII 1-2-3 19
XXXIII 1-2 24
Inclement Weather XIV 1-2 14
Injury on the Job XXIII 2-3 19
Insurance XX 1-2 18
Job Posting VIII 1-2-3 8
Job Posting (Supplement “B”) VIII 8
Jury Duty XXXIII 1-2 24
Lateral Transfer VII 4 7
Layoff VII 1-2-3 7
Layoff Allowance XXXI 1-2-3 23
Leaves of Absence X 1-2-3-4-5-6 11
List of Bargaining Unit
Employees III 2 4
Location Transfer VIII 1-2-3 8
Location Transfer
(Supplement “B”) VIII 8
Non-Discrimination IV 1-2-3-4 5
Overtime XXX 1-2-3-4-5-6-7-8 22
Part-Time Employee (Definition) XXVIII 3 22
Part-Time Employee (Benefits) XVI 4 14
XVII 4 15
XXVIII 3 22
Past Practices XXIX 1-2 22
Payroll Deduction of
Union Dues III 1-2-3 4
Pension XXI 1-2-3 18
SUBJECT INDEX
Subject Article Section Page
Permanent - Temporary and
Part-Time Employees XXVIII 1-2-3 22
Personal Reasons (Absences) XXXIII 1-2 24
Personal Telephone Service XXII 1-2 19