SUPPLEMENTS

Agreement between CNG and CIUW Local 12924

The agreement concerning the Articles and Sections of the contract are as noted in this agreement with the following clarifications.

Article I: TEN/HSC and the Union have adopted provisions for twelve (12) hour shift operations. Provisions are contained in the 12 Hour Shift Agreement between CNG and CIUW, Local 12924 document dated May 9, 1997 and an Addendum to 12 Hour Shift Agreement Between CNG and CIUW, Local 12924 documents dated June 25, 1998.

Article II: Employees must attend scheduled Safety Training meetings unless they notify their supervisor 24 hours in advance that they are unable to attend.

Article III: Vacations shall be based upon the combined service with G. Fox and CNG.

Article IV: Seniority, Promotions, Pension Vesting, Vacation, Sick time, Bidding, shift assignment, etc., shall include combined years of service with G. Fox and CNG.

ENI/HSC Reorganization

Statement of Issues and Agreement

June 30, 1993

ENI and CIUW have discussed the ENI reorganization and the impact on HSC employees. The parties have met several times in the past year to discuss the reorganization. As part of the process of addressing the concerns cited by the

Union, ENI has responded by changing the job descriptions, shortening the progression path, and other policy changes and clarifications, as summarized below.

The intent of ENI in revising the personnel job functions and progression paths is to achieve a high level of flexibility in personnel deployment to facilitate the reorganization of HSC operations. The reorganization will improve system

operating efficiencies and productivity to make ENI more competitive.

ENI will use automation and other means to consolidate operations functions. This consolidation will consist of remote facility monitoring, remote starting, stopping, and operation of plant equipment, and communications and coordination with all sellers of thermal and electrical energy. Remote operation and monitoring will affect all ENI locations, dependent upon the installation of the controls and technologies necessary.

Under reorganization, employees will be cross-trained with the intent of becoming proficient with each of the three facilities serving the system. Employees will be used through the ENI system on an as needed basis. Each employee will have a primary reporting location, and will be dispatched from that primary reporting location to perform both maintenance and operation duties, as needed.

The following summarizes the Agreement between CIUW and CNG:

Item 1. Assignment of Overtime (CIUW #5)

A. First by Department.

B. Second by ENI Pool of qualified, available personnel.

C. All overtime to be assigned by low overtime among qualified employees. The Company will maintain department overtime lists and an ENI Master Pool of qualified volunteer personnel.

Item 2. Temporary Assignments Due to Short-term Illness (CIUW #6)

A. The Company will fill short-term (up to three days) illness vacancies by overtime.

B. The Company is not proposing a change to Article III, Section 9 of the Contract. The Company will continue to give 10 days notice when it is the Company's initiative to change regularly scheduled shifts or shift hours.

Item 3. Long-Term Illness Vacancies (CIUW #7)

A. The Company will fill any illness vacancy which is four or more days by asking for volunteers. If an employee is forced to cover long-term illness, the Company will give at least three (3) working days notice to the junior

qualified employee.

B. Same as Item 2.B. above.

Item 4. Emergency Temporary Assignments (CIUW #8)

I. When there is an emergency need for every available employee, assignment will be as follows:

A. On-Call man is called first. Additional personnel by low overtime.

B. During first shift the nearest qualified employee will be assigned first by Department and then by ENI Personnel Pool.

II. Where there is an emergency need for a limited number of employees, assignment will be as follows:

A. On-Call man is called first.

B. Additional personnel will be by qualified low overtime volunteer.

C. Next additional personnel will come from ENI Personnel Pool by qualified low overtime.

D. Forced assignment to junior qualified personnel first by Department, then by ENI Pool.

Item 5. Temporary Assignment Due to Lack of Work (CIUW #9)

A. Assignment to be made in accordance with Collective Bargaining Agreement, Article I, Section 3.

B. Seniority will be given consideration on assignments between locations as long as the Company has a qualified employee to perform the work assignment.

Item 6. Training (CIUW #l0)

A. When training in other Departments, the employee must be assigned to work with another qualified person, which may be a supervisor. This restriction will not apply to classroom type training.

B. Senior employees will be given first option to be trained as far as practicable to do so.

Item 7. Operation Mode (CIUW #11)

The Company does not assign maintenance jobs that cannot be interrupted or are inconsistent with concurrent operation. Without intending to replace job descriptions, Lone plant Technicians will perform maintenance work including, but not limited to the following examples:

· Calibration of gauges and thermometers

· Isolation and draining of equipment
oil changes and lubrication of equipment.

· cleaning of equipment

· pump and turbine overhauls

· plant chemistry

· painting equipment

· tube punching (without ladders or scaffolding)

· repacking seals

· plant janitorial duties

· plumbing and piping

Lone plant technicians (2nd & 3rd shift) will not be assigned maintenance work on ladders or scaffolding. The Company may assign these employees to perform maintenance work (which can be interrupted during operation emergencies),

and such orders will be noted in the log book by supervisors or by employees as directed by supervisors.

Item 8. On Call (CIUW #15)

On-Call procedure to remain the same as current practice, until such time as the Company determines there are enough personnel fully qualified to handle calls in all three locations. (G Fox, CAS, HSC Steam Plant) Company will discuss any change in on-call procedure with union.

Item 9. Bidding by Seniority (CIUW #16)

Future vacancies will be handled in accordance with the Collective Bargaining Agreement, under Article VI, Section 2.

Only on petition signed by a majority of the ENI labor pool, and no more than once a year, jobs may be reassigned by open bidding by seniority and qualification. Job locations are: HSC Steam Plant, CAS, AND G. FOX.

Item 10. Labor Grades / Skills and Experience Required Lump Sum Payments CIUW #13)

A. The Company proposes that employees be assigned labor grades as stated in Attachment A, including the effective date of each change. Attachment A also describes the skills or experience required by each

employee to reach the top of the labor grade.

B. While all new employees who bid in or who are hired will be required to progress to the top classification. XXXXX will not be disciplined or terminated for failure to progress beyond his current classification. XXXXX, XXXXX, and XXXXX will not be disciplined or terminated for failure to progress to the top classification.

C. The Company will give a lump sum of $600 to each employee indicated on Attachment A, in recognition of past performance and as an incentive to reach agreement.

Item 11. Progression (CIUW # 14)

A. Attachment B are the job classifications and job grades, and the time it will take to go from the minimum to maximum of each job classification.

B. The merit system and Progression is consistent with the contract Article III, Section 3(b).

LIST OF ATTACHMENTS

Attachment 1

Amendment to June 30, 1993

ENI/HSC Statement of Issues and Agreement

Attachment A (revised June 14, 1993) - [SEE ORIGINAL]

(Incorporating former A-1)

Existing grade/rate; proposed grade rate; additional skills needed; maximum progression to Grade 10 for existing Grade 9 ENI employees; list of lump sum recipients.

Attachment B- [SEE ORIGINAL]

Proposed Progression Path for each job grade

Narrative regarding Progression Path

Job Descriptions for Technician - Level 1, 2 and 3

NOTE: Names deleted - [See Original]

Amendment to June 30, 1993

ENI/HSC Statement of Issues and Agreement

The following changes are made to the June 30, 1993

Statement of Issues and Agreement:

1. The Company presently uses an outside janitorial service to clean the bathrooms and office space. HSC bargaining unit employees are responsible to clean up after their own jobs. Currently, there is an employee whose job duties include all other janitorial duties inside the plant. When needed, cleaning and janitorial duties will be assigned by seniority.

2. Any future layoffs will be in accordance with the Collective Bargaining Agreement

3. XXXXX, XXXXX and XXXXX will be moved to the top of the highest (3) grade level upon signing of the Reorganization Agreement. All employees who are moved to the top of the highest (3) grade level by this Agreement agree that they will use their most diligent efforts to pursue the training

and acquire the skills necessary to become fully proficient, so long as the training is in-house and/or Company paid.

THIS AGREEMENT PERTAINS TO ENI DIVISION EMPLOYEES ONLY

AND SETS NO PRECEDENT AFFECTING THE EXISTING

COLLECTIVE BARGAINING AGREEMENT FOR ANY EMPLOYEES OF

OTHER DIVISIONS OR DEPARTMENTS.

The June 30, 1993 ENI/HSC Reorganization Statement of Issues and

Agreement as revised by this Amendment, and certain of the CIUW

May 17, 1993 responses which have been incorporated, represent the

Agreement of the under-signed parties.

Connecticut Independent Utility Workers Connecticut Natural Gas Corporation

By: /s/ William J. Kelly 6/30/93 By: /s/ Frank H. Livingston 7/1/93

William J. Kelly (date) Frank H. Livingston (date).

Progression Path

Individuals will be expected to work toward advancement to the next higher level. As an individual advances through the levels, They will be expected to perform the duties of the previous levels on an as needed basis. The individual will

perform duties at all ENI plant locations.

Technician - Level 1:

At this level, the Technician must have at least four years of experience in a power plant environment before consideration for this position. The individual must have a working knowledge of the equipment used in the generation of steam and chilled water. The individual must also have a good mechanical and electrical aptitude. During tenure at this level, the individual will perform the

duties outlined in the accompanying job descriptions. It is expected that the individual will perform these duties on an as needed basis at any location in the system.

Progression Rate:

Expected duration is a maximum of Twenty-four (24) months if qualified and performing all duties in a proficient manner as determined by Management.

Advancement contingent upon acquisition of additional Skills.

Technician - Level 2:

At this level, the Technician performs as a mid-level technician. The individual is expected to have two of the following trade skills: piping/mechanical, electrical,

instrumentation, equipment repair or operating skills. The individual will both assist higher level Technicians and function independently as their skills warrant. The individual will perform these duties on an as needed basis at any location in the system.

Progression Rate:

Expected duration is a maximum of three (3) years if qualified and performing all duties in a proficient manner as determined by Management. Advancement is

contingent upon the acquisition of additional skills.

Technician - Level 3:

The Technician must be fully proficient in all operating and maintenance skill areas at all facilities. The individual will perform these duties on an as needed basis at any location in the system. Advancement to this level requires that the individual be qualified and performing all duties of prior levels in a fully proficient manner as determined by Management.

Progression Rate:

Expected duration is a maximum of three (3) years if qualified and performing all duties in a proficient manner as determined by Management.

In all cases, the Company maintains the right to require trade licenses in order to properly balance trade skills of the work group. The company maintains this right even if it requires hiring from outside of the company.