INDEX                                                        ARTICLE/SECTION

• 30 minutes to report to work III.4
• Absence Notification XI
• Appeal to the grievance procedure fifteen (15) days I.5
• Arbitration procedure VII.3d
• Automatic progression III.3
• Bail/compensation in connection with faithful discharge

of duties                    IX.5

• Basis for advancement VI.5
• Bidding to higher pay classification                                                   Minimum $.25 increase        III.11

• Breaks III.1
• Breaks in seniority VI.6
• Call outs II.2
• Call out pay III.4
• "Change in Mode of Operation" III.3
• Child care exclusion III.9
• Classifications: Job Description List VI.6
• Closed Shop II.1
• Collectors vacation pay rate IV.8
• Commercial and industrial service work III.10
• Company to furnish equipment and clothing IX.2
• Condition of employment II.1
• Confined during vacation due to sickness or injury IV.11
• Continuous seniority VI.4
• Contracting during layoff VI.2
• Coverage for coffee breaks, lunch, etc III.12
• Day off for father due to birth of child V.8
• Deduction of dues initiation fees II.2
• Discharge nor suspend without just cause I.5
• Disciplinary steps I.5
• Discrimination XIX.2,3
• Discussing matters of mutual concern VII.3g.
• Distribution of overtime III.2
• Dues Check-Off II.2
• Earned Rest Policy XII.5
• Emergency Call-Outs III.4
• Employees to whom this contract applies I.2
• Employees subpoenaed IX.5
• Extension of probation VI.1
• Filling of vacancies and notice to Union VI.6
• First aid kits IX.3
• Floating Holidays - seven (7) day notice V.7
• Floating Holiday refusals V.7
• Grievance procedure VII.3a.b.c

• Grievances: timely filing I,5(New)
• Holiday pay when work is performed outside regularly

scheduled work week      V.5

• Holiday pay (not working) V.3
• Holiday pay (when working) V.4
• Holiday occurs during vacation week IV.10
• Holidays observed V.1.2
• "Just Cause" I.5
• Layoff procedure - bumping rights VI.2
• Leave of absence I.8
• "Loyalty" clause I.2
• Lunch III.1
• Management's Rights I.3
• Mandatory Overtime III.4a
• Martin Luther King Day V.7
• Meal money III.7
• Medical insurance premium contributions: Active
  employee rates XIII.2
• Medical insurance: spousal reimbursement XIII.2
• Medical insurance premium contributions:                                       
  

Pre-Medicare eligible employees     XIII.1

• Member of the Union employed in any official capacity

by the Union shall not lose his/her seniority       I.9

• Member of the Union acting in any official capacity   I.4
• Must obey request of supervisor unless unusual or

extremely hazardous               X.3

• Negotiating Committee VII.2.
• Negotiating w/rank & file employees - restriction XVIII.2
• Negotiations, grievances, and arbitrations VII
• No strike or lockout VIII.1
• No legal action without prior notice and opportunity to

correct cause of complaint             VIII.2

• Non-discrimination XIX
• Normal work week III.1
• Not required to operate unsafe equipment IX.4a
• Not required to cross picket lines X.1
• Not required to perform work of striking employees X.2
• Notice of change of reporting time and place III.9
• Notification of absence from work XI
• Observance of Columbus Day - Independence Day V.1.2
• "Official Union Capacity" I.4
• On call pay III.5
• Overtime III.2
• Past practice clause XVIII.1
• Pay rate/job classification changes III.3

• Performance reviews III.3
• Probationary employees VI.1
• Processing time from grievance to arbitration VII.3f
• Proficient performance III.3
• Protection of Rights X
• Red circling with 20 - 30 years of service III.12
• Regular employees VI.1
• Reporting unsafe equipment/vehicles IX.4b
• Requests for individual days IV.9
• Requests for vacation - by seniority IV.9
• Retirement XIII
• Retirement Plan XIII.3
• Revocation of drivers' license IX.4b
• Rights and obligations of a steward VII.1a
• Safety Committee meeting time paid IX.2
• Safety Committee makeup IX.1
• Savings Plan - 401k XIII.4
• Scaffold Pay XIV.1
• Seniority VI.1
• Seniority: Department List VI.5
• Seniority during leave of absence for union or

Municipal Office                    I.9

• Seniority - breaks in time VI.6
• Seniority shall prevail for advancement and promotion VI.5
• Seniority does not apply to work assignments VI.5
• Seniority list to be made available to Union VI.3
• Shift differential III.8
• Shift change procedure by seniority III.9
• Shifts - 10 hour III.1
• Sickness, disability, and other allowed time XII
• Sixty (60) day preclusion from bidding VI.6
• Stormy weather III.6
• Strikes & Lockouts: restrictions VIII.1
• Subcontracting - allowed work XV.2
• Subcontracting -- restrictions XV.1
• Successor or assign I.6
• Sunday premium pay III.8
• Supervisors will not perform I.2
• Temporary assignment to lower classification III.12
• Temporary workers II.1
• Temporary hiring VI.1
• Temporary assignment to higher classification III.12
• Temporary upgrade to Chief Distribution Fitter III.12
• Temporary filling of vacancy for twenty (20) days VI.6
• Temporary shift change three days notice III.9

• Ten (10) hour shifts III.1
• Ten (10) additional weeks for major illness XII.1
• Ten (10) day notice of shift changes III.9.
• Right to hire, to suspend or discharge for proper cause I.3
• Time off - birth of child V.8
• Time off for Union business I.7
• Transfer, promote, demote I.3
• Transfer of employees - red circling with general increase III.12
• Transfers III.12-a-b
• Two and one-half times pay for emergency call on holiday V.6
• Two and one-half times pay beyond eight (8) hours on
  a holiday V.4
• Unable to perform functions or duties - red circling
  without general increases III.12
• Uniforms XVI
• Union seniority distribution VI.5
• Unreasonable delay VII.3e
• Unsafe equipment: reporting/not operating IX.4
• Utility Representative performing CRC duties III.12
• Utility Representative exclusion III.12
• Vacation staffing requirements V.7
• Vacations not extended beyond calendar year IV.9
• Weeks of sick time XII.1
• Workers Compensation, Social Security, Unemployment

Insurance             IX.6

 

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.

Agreement between CNG and CIUW Local 12924

Regarding the Addition of the G. Fox Plant Employees*

to Bargaining Unit

The agreement concerning the attached Articles and Sections of the contract are as noted on the attached Exhibit A with the following clarifications.

Article III, Section 1, 2:

The employees working in the G. Fox Plant will continue to work their currently

assigned shifts without payment of overtime beyond eight or ten hour days until the interconnect of the Hartford Steam Company to the G. Fox Plant. While the Company anticipates the tie-in in early December 1986, this topic will be open for further discussion on the first of January 1987 if the cut-over date is delayed or shift changes cannot be made for training purposes. In no event shall such pay practices be in violation of any wage and hour laws

Article III, Section 8

The applicable shift differential shall be as follows:

If the employee starts his shift before noon, works more than an eight hour shift and the major portion of the shift is worked after twelve noon, the shift differential under the contract will be paid to that employee.

*applicable employees shown on Exhibit B [See Original]

/s/ Frank H. Livingston 10/7/86                                        /s/ Gilles Soucy 10/7/86

Company                                                                      Union

 

Exhibit A

G. Fox Plant

Contractual Issues to be Discussed/Clarified

 

Issue                                                                    Understanding/Clarification of Issues

Article II: Membership,                                                          All employees required

               Security,                                                                 to pay initiation fee and

               Check-off,                                                               applicable dues by

               Dues, Initiation                                                        November 1, 1986

               Section 1 Fees

               Due

Article III: Hours &Wages

* Section 1, 2 Normal work                                                  Transition required until

                      week 5-8 hour                                                plant connection.

                      days or 4-10                                                                           

                      hour days and

                      applicable

                      overtime pay

Section 3, 6   Six month                                                       All employees reviewed

                      review dates                                                  on the same date, each

                                                                                         six (or twelve at maximum)                                                                                          months,based on CNG

                                                                                          hire date

Section 7        Meal money                                                   Paid after two hours

                                                                                          worked beyond normal

                                                                                          scheduled shift

Section 8        Applicable shift                                               To be discussed

                       Differentials (applicable

                       time period)

* Section 9     Seniority shift selection                                See Article VI below

                       procedure.

 

Article IV:        Vacations -Clarify                                         Vacation based upon

                        Eligibility                                                      combined service with

                                                                                            G. Fox and CNG

Article V:        Holidays                                                                    

Section 4        Number hours in "regular day"                     Holiday pay shall be

                       shall be paid for holiday                               eight hours if not a

                                                                                         scheduled day or the

                                                                                         number of hours worked

                                                                                         if it is a scheduled work

                                                                                          day.

 

*Article VI:      Seniority & Promotions                               Combined years of service

                        For pension vesting, vacation,                    used for G. Fox and CNG

                        sick time, etc. For bidding,                         G. Fox hire date used

                        shifts, etc. - intra plant                              within G. Fox plant CNG

                       interplant/inter company                            hire date used for combined                                                                                        plants, and G. Fox hire date                                                                                        among G. Fox employees

Article VII 1a: Designation of Steward                                Union to designate

Article XIII:  Benefits Medical coverage                      Medical, dental, life,eye                                     dates                                                           care prescription drug

                                                                                           all immediate

E.S.P. eligibility (when percent)                                           Participate after one year

                                                                                        Service % per age or                                                                                                   CNG Service

Pension                                                                            Vesting per above                                                                                                        (seeArticle VI) Applicable                                                                                        earning and years)

 

*for these provisions, a transition period is required by HSCO and may impact the

administration of the contract over the short term (expected tie-in date in early

December, 1986).

Addition of G. Fox Employees to Bargaining Unit & ENI/HSC Reorganization

 

Term of Agreement

This Agreement shall be and remain in full force and effect until 12:00 midnight November 30, 2009 and thereafter for successive periods of one year, unless either party hereto on or before the sixtieth (60) day next preceding the terminal date shall notify the other party hereto in writing of its desire to modify or terminate this Agreement.

IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be signed by their duly authorized officers the day and year first above written.

For:

CONNECTICUT NATURAL GAS CORPORATION:

Robert M. Allessio, President & Chief Executive Officer

Joseph L. Vicidomino, Director Human Resources

Iris M. Calovine

Christopher J. Malone

John B. O'Connell

William Reis

Brian L. Welch

CONNECTICUT INDEPENDENT UTILITY WORKERS UNION LOCAL 12924:

Robert Eubanks,  President

Emery Fellinger, Vice President

Mark Whelden, Chief Steward

 

Union Committee:

Peter Attardo

Ronald Lough

Arthur Pellerin

Martin Ritter

 

 

Non-Discrimination Clause

The Company and the Union agree that they will not discriminate against an employee because of his/her race, color, sex, age, religion, national origin, physical or mental disabilities, or any other basis prohibited by law.

 

Maintenance of Standards

SECTION 1. It is the Company's intention to continue its past practices with respect to employee benefits that are not expressed in the contract. Should the Company contemplate diminution of any such employee benefits affecting bargaining unit employees, the matter will be discussed with the Union in advance of the change.

SECTION 2. The Employer shall not enter into any other written or oral agreement with any employee or group of employees covered by this Agreement which in any way violates the wages, hours, or working conditions of this Agreement. The Local Union shall have the right to recover from the Employer in its own name and on the employee's behalf the amount of any wages or other benefits which any member may waive or assign to the Employer.

 

Efficiency and Productivity

The objective of this provision is to relate adjustments in wages and benefits in future negotiations to a corresponding increase in work productivity resulting from the collective efforts of all employees and the Company.

The future of each employee and the Company as a whole is dependent upon continually improving acceptance by the public. Competitive cost is the key factor in acceptance, so it is essential that operations be conducted as efficiently as possible. Productivity is a major feature in efficient operations.

The Company and the Union mutually agree to work cooperatively toward the objectives of this Article.

 

Uniforms

The Employer agrees that if any employee is required to wear any kind of uniform as a condition of his/her continued employment, such uniform shall be furnished (parka and vest will be cleaned once a year) by the Employer, free of charge, at the standard required by the Employer.

The Employer shall replace all clothing, glasses, hearing aids, and/or dentures not covered by Company insurance or Workers' Compensation which are destroyed or damaged in a wreck or fire with Company equipment.  The Employer has the right to establish and maintain reasonable standards for wearing apparel and personal grooming.

No more than once a year, the union may request the Company to review alternate types of uniform items, specific to the job requirements of the work area. The Company will consider the request, but has the sole discretion as to whether a change is made. The Company agrees not to be capricious in making the decision. Uniforms will continue to be issued on a replacement basis only, subject to immediate supervisory approval; except for issues to new employees. If the Company determines to repair a uniform returned for replacement, any such repair will be at Company expense.

The Union may request a review of cold weather gear to determine the appropriateness. The Company will consider the request but has the sole discretion as to whether a change is to be made. The Company agrees not to be capricious in making the decision.

 

Subcontracting

SECTION 1. For the purpose of preserving work and job opportunities for the employees covered by this agreement, the Employer agrees that no work or service of the kind, nature, or type covered by, presently performed, or hereafter assigned to the collective bargaining unit will be subcontracted, transferred, leased, assigned, or conveyed in whole or in part to any other plant, person, or nonunion employees, unless otherwise provided in this Agreement and is presently being subcontracted. The Company will discuss any additional subcontracting with the Union prior to subcontracting such work.

SECTION 2. The work normally performed by the Distribution Division employee will be done by the Company insofar as it is practical to do so.

The Company reserves the right to contract for such work when, in the judgment of the Company, special equipment is required or a time limitation is involved.

However, when a contractor or contractors are engaged in such work, normally performed by Company employees, in any calendar year, Distribution Division employees, who held such eligible positions on December 1, 2001, and any employee hired or transferred into the Distribution Division through January 1, 2003, will be guaranteed a minimum of thirty-four (34) eight (8) hour Saturdays in the calendar year scheduled at the Company's discretion.  Notification of the scheduling of such Saturdays shall take place no later than the Tuesday prior and employees will have forty-eight (48) hours to accept or decline such offered work.  In the event the Company and Union agree that stormy weather prohibits work being started on Saturday, the day will be banked for the affected individuals.  If, once work has commenced, the Union designee decides that the weather has become stormy, the employees will stop work and will be paid only for the hours worked.  The remainder of the day will not be banked.