SUMMARY OF THE TENTATIVE AGREEMENT PACKAGE IBEW 1837 & FPL Energy To be voted on December 21, 2007

Transcription

1 SUMMARY OF THE TENTATIVE AGREEMENT PACKAGE IBEW 1837 & FPL Energy To be voted on December 21, 2007 WAGES: WAGE ADJUSTMENTS: CLERICAL: Reflective of the increasing responsibilities of the job, there will be a wage adjustment to the Production Clerk classification effective 1/1/2008. NON-CLERICAL: Going forward, Operations skill sets (Hydro one-station for hydro positions or WFW5 for Wyman station, whichever is appropriate) will be required for all non-clerical classifications. To reflect this change, there will be a wage adjustment to all non-clerical classifications above Production Assistant effective 1/1/2008. Non-Shift Shift Production Assistant $ $17.07 $ $18.99 Production Tech $ $21.58 $ $23.48 Sr Production Tech B $ $22.75 $ Sr Production Tech A $ $24.20 $23.55 $26.10 (All current Sr Production Techs will be at the A rate) Production Specialist $ $24.20 $23.55 $26.10 Production Clerk $ $18-75 $ $20-70 CURRENT EMPLOYEES GRANDFATHERED IN CLASSIFICATIONS All employees currently in these classifications will be grandfathered and will get the rate in that classification, even if they do not have the Operations skill set, but that skill set WILL be required for advancement to a higher classification. GENERAL WAGE INCREASES: Effective March 1 of each year of the contract there will be general wage increases for employees in all classifications as follows: % 3.25% 3.5% 3.75% 4% An employee who has reached one of the top classifications (Senior Production Tech A or Production Specialist) will receive and additional one and one half percent (1 ½% ) increase March 1 st of each year after they reach the classification.

2 SKILL SETS AND ADVANCEMENT CLERICAL SKILL SETS: A Sarbanes Oxley Audit skill set will be made available for clerical classifications. NON-CLERICAL SETS: An I&C skill set for Hydro will be developed. Cape Stations will be added to the list of stipendable skill sets. Outside Operations will no longer be a stipendable skill set, but will be embedded into the classification rates as described above in the wages section. Any reference to Maintenance skill sets will mean the Mechanic, Electrical or I&C skill set and unless a portion is specified (e.g. 60% for a new hire) then it means the full skill set. Anyone currently in a classification that requires one or more Maintenance skill sets is grandfathered in that position regardless of whether they hold the full skill set, but the full skill set will be required for advancement. STIPENDS FOR SKILL SETS Because the Operations skill set is required, it will no longer be stipendable but is built into the wage as described under Wage Adjustments. For skill sets beyond what are needed for a classification, the stipend amount for the second and third such skill set is increased to $550 and the maximum allowable is increased to $2350. ADVANCEMENT: QUALIFICATIONS TO ADVANCE Production Assistant (Entry Level) Production Tech Operations and one (1) and One Maintenance skill set M/E/I or Operations and two (2) PT skills M/E/I Sr Production Tech B Operations and one (1) and One Maintenance skill set M/E/I and one additional skill set or Operations and one (1) PT M/E/I and one additional skill set Sr Production Tech A Operations and two (2) Maintenance skill sets M/E/I or Operations and (1) Maintenance skill set M/E/I and two (2) PT skills M/E/I or Operations and Three (3) PT skills of M/E/I Production Specialist Operations and CRO/RCC and one (1) Maintenance skill set M/E/I or Operations and CRO/RCC and two (2) PT skills M/E/I Production Clerk

3 AUTOMATIC ADVANCEMENT All holds will be removed and an employee who achieves the necessary skill sets for a classification will automatically advance to that position if they so desire. WAGES ON ADVANCEMENT Wages for employees advancing to a new classification are spelled out in the attached agreement on Wages and Career Path. General wage increases also apply to employees in wage progression. RCC/CRO POSITIONS Employees may automatically advance to the RCC or CRO classifications and be paid accordingly, as described above, however actual positions working in the control room on a regular basis will still be filled by the posting process. EMPLOYEES NOT CURRENTLY HOLDING OPERATIONS SKILL SETS Employees who do not hold the appropriate operations skill set at the time of ratification will be offered a one-time opportunity to advance without the skill set if they commit to obtaining the skill set within eighteen months. The Company has made some specific commitments of training time for employees who take this opportunity. HOLIDAYS SCHEDULING OF HOLIDAYS There is new language for scheduling of holidays in the contract and holidays will be scheduled by the Company according to the language. It will no longer be allowable to move the holiday to a different day if you take vacation on the scheduled day. For shiftworkers, holidays will be scheduled so as not to interfere with the premium pay in the 48 hour overtime week. HOLIDAYS NOT WORKED If a holiday is not worked, then the holiday will not count in the calculation of hours toward overtime. OVERTIME HOURS OUTSIDE THE NORMAL SCHEDULE Premium rates will be paid for all hours worked outside an employee s regular schedule. This will include any hours worked beyond 36 hours in a shift-worker s 36 hour week. HOURS NOT WORKED Hours paid but not worked, including holidays, floating holiday, bereavement, sick time, jury and witness duty, sick in family and paid absence other will not count in the calculation of hours toward overtime. Vacation hours WILL still be counted in the calculation.

4 BENEFITS A number of changes have been made to bring some of the benefits into the same terms as other FPLE employees. Some of these are gains for FPLE Maine employees and some are not. Here is a summary of the changes. PENSION BASIC CREDIT The basic pension credit for all employees will be 6%, regardless of length of service. 401(k) INTEREST The 4% minimum and 14% maximum interest credit will now be in the contract. PENSIONABLE EARNINGS Stipends will now be included in pensionable earnings. CONTRIBUTIONS Employees may now contribute up to a maximum of 50% of their base pay on a before tax or after-tax basis to their 401(k) retirement savings accounts (subject to IRS limits). VESTING The vesting requirement will increase from 6 months to 5 years, but due to the pension distributions the Company has taken related to employees in other parts of the Company, all current employees are immediately vested under the ERISA requirements governing that distribution. ADOPTION ASSISTANCE The amount of adoption assistance has been increased to $4000. VACATION CARRYOVER Employees may carry over up to 120 hours of vacation into the following year provided that employees use 80 hours of vacation in the current year. Employees may use carryover vacation any time during the carryover year, subject to the usual scheduling guidelines. VACATION WHEN LEAVING EMPLOYMENT For purposes of calculating vacation owed when an employee leaves FPL for any reason other than involuntary termination, vacation will be considered to have accrued at 1/10 each month, on the 15 th of the month. This includes the calculation of vacation for employees when they retire.

5 SICK TIME & SHORT TERM DISABILITY SICK BANKS Employees will get 6 days of sick time each year. Sick banks may accrue up to 20 days. To compensate for the impact on sick banks of the change in STD (below), new employees will be granted a 10 day bank when they start, and current employees will be given 10 additional days in their sick banks after the contract is ratified, not to exceed a total of 20 days in their sick banks. STD Short term disability will not begin to pay until after 10 sick days are eliminated. HEALTH & WELFARE Cost increases to the NEEWBF will continue to be shared 50/50 between the Company and the Employee, but there will be a cap on the employee share of the NEEWBF costs such that they will not exceed 35% of the total cost. RETIREE MEDICAL The amount of the annual annuity paid to retirees for medical insurance will increase to $3000. OTHER INSURANCE There are new, lower rates for Accidental Death and Dismemberment insurance, Dependent Life insurance, and Child Dependent Life. Employees are eligible to utilize the Met Life Home and Auto insurance discount program offered to FPL employees. EDUCATIONAL ASSISTANCE ELIGIBLE PROGRAMS The list of programs eligible for assistance has been expanded to include Electrical or Mechanical Technology and Power Plant Operations. All programs must be through an accredited institution. REIMBURSEMENT AMOUNT An employee who has used the full allotment of educational assistance may request and, if approved by their supervisor and the General Manager, may receive up to an additional $1000. REMOTE ASSIGNMENTS The ten day maximum days to be paid for being on call while at a remote location will be removed and the two straight-time hours will be paid for all days at the remote location.

6 RECOGNITION The Company agrees for the term of the contract not to use any rights that might have been granted by the recent National Labor Relations Board decisions regarding employee status. This means that all the classifications that are currently in the contract and all the employees in these classifications will continue to be part of the bargaining unit. AGREEMENTS DURING THE TERM OF THE CONTRACT There were a number of agreements or interpretations worked out during the term of the current contract that will be incorporated into the new contract such as the language that was worked out for special projects, the 12B details, safety glass policy and the sevenday work guidelines. HOUSEKEEPING There have been a number of changes agreed to that will simply correct typos, add paragraph breaks for ease of reading, or move phrases or paragraphs to more appropriate locations in the contract. These changes do not change the meaning of any of that language.