COLLECTIVE BARGAINING AGREEMENT between …

1 1 PSE Proposal: 11/21/2014 Key: typing in red = proposal for new language Strikethrough = proposal for removing language Highlighting = tentative AGREEMENT COLLECTIVE BARGAINING AGREEMENT between INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL UNION NO. 77 and PUGET SOUND ENERGY Effective September 1, 2010 TBD (upon ratification) through March 31, 20142017 2 Table of Contents ARTICLE I Recognition .. 4 ARTICLE II General Working Rules .. 7 ARTICLE III Benefits .. 4039 ARTICLE IV Working Rules for Line Employees .. 66 ARTICLE V Working Rules for Service Lineman Employees .. 66 ARTICLE VI Working Rules for Electric Dispatcher Employees and Service Distribution Inspector Employees.

2 67 ARTICLE VII Working Rules for Substation and Relay Employees .. 68 ARTICLE VIII Working Rules for Meter Employees .. 70 ARTICLE IX Working Rules for Communications Employees .. 7473 ARTICLE X Working Rules for System Operation Employees .. 75 ARTICLE XI Working Rules for Energy Production Employees .. 88 ARTICLE XII Apprenticeship Rules .. 100 ARTICLE XIII Working Rules for B-Group Employees .. 106 ARTICLE XIV Grievance and Arbitration Procedures .. 120 ARTICLE XV Wage Schedules and Job Classifications .. 124 ARTICLE XVI Contract Duration, Termination, Renewal, and Amendment .. 138 Exhibit D Working Rules for Line Employees .. 142 3 COLLECTIVE BARGAINING AGREEMENT between PUGET SOUND ENERGY and INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL UNION NO.

3 77 September 1, 2010 TBD (upon ratification) through March 31, 20142017 PREAMBLE THIS AGREEMENT is made and entered into by and between PUGET SOUND ENERGY, hereinafter referred to as the "Company" and LOCAL UNION NO. 77 of the INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, hereinafter referred to as the "Union." WITNESSETH The Company and the Union have a common interest in the electrical utility industry. A harmonious relationship is necessary for the Company, the Union, the Customers, and the Public. Progress in the industry demands mutual cooperation between the Company and the Union.

4 All will benefit by adjusting any differences by rational common-sense methods. To these ends this AGREEMENT is made, for and in consideration of the promises and the obligations by each party to the other as hereinafter set forth. The parties hereby agree as follows: 4 ARTICLE I Recognition The Company is engaged in public service requiring continu-ous operation and it is agreed that recognition of such obligation of continuous service during the term of this AGREEMENT is imposed upon both the Company and its Employees, members of said Local No. 77. During the term of this AGREEMENT , the Union and/or the Employees covered by this AGREEMENT shall not cause or engage in any work stoppage, strike, slowdown, or other interference with Company functions; likewise, the Company shall not lockout its Employees.

5 Employees covered by this AGREEMENT who engage in any of the foregoing actions shall be subject to such disciplinary actions as may be determined by the Company. All Employees of the Company within the classifications covered by this AGREEMENT shall be required to share the cost of maintaining and operating the Union as their COLLECTIVE BARGAINING agent, and in accordance with its rules, be members in good standing. The foregoing provisions shall not be construed as denying the Company the right to select its supervised Employees regardless of whether such Employees are members of the Union, but it is the intent of the parties that new supervised Employees shall become members in good standing of the Union within thirty (30) days after the date of their employment.

6 During the Company s new employee orientation, the Union shall be allowed thirty (30) minutes for Union Orientation with BARGAINING unit Employees. The Union will bear the costs of the Shop Steward s time. The Company will deduct membership dues and Union Political Action Committee (PAC) contributions and pay to the Union from the wages of all Employees, including those on Industrial Disability Leave up to a maximum of two hundred sixty (260) days, who in writing have authorized the Company to do so, 5 as long as assignment is not revoked or beyond the termination of this AGREEMENT , whichever first occurs.

7 When a new covered employee is hired, the Company agrees to notify the Union as soon as practicable and not later than five (5) business days of the employee s start date. The Union agrees that any liability of the Company arising out of or from any deductions made from an Employee's pay pursuant to this section shall be limited to restoration of the amount errone-ously deducted and shall not include any other amounts for damages whether direct, consequential, or punitive. The Union will reimburse the Company for the Company's costs of deducting Political Action Committee (PAC) contributions. The Company recognizes the Union as the BARGAINING repre-sentative for all full-time, part-time, seasonal, and temporary Employees (excluding casuals) who are classified by the Company in job classifications in Section , Schedules A & B.

8 A part-time Employee is one who occupies a position for fewer than forty (40) hours per week. A temporary Employee is one who occupies a position for fewer than nine (9) months. The total number of temporary Employees shall not exceed five per cent (5%) of the total number of IBEW represented workforce at any given time, excluding the Temporary Seasonal Customer Service Workers in the Customer Access Center. A casual Employee is one who occupies a position for thirty (30) or fewer workdays in any sixty (60) calendar-day period and does not have a regular schedule. A seasonal Employee is a temporary Customer Service Worker who may return multiple times to work in the Customer Access Center during the peak seasons, September 1 through March 31.

9 Owing to the confidential nature of the work performed by certain Employees and their identification with the executive and 6 supervisory functions of various offices, departments, and divi-sions, it is understood and agreed that those Employees employed in the following functions are excluded from this AGREEMENT and shall not be eligible for membership in IBEW Local 77: Executive Directors and Department Head Offices Human Resources Mail and File Department Internal Audit Computer Services Department Administrative Offices It is the policy of the Company and the Union not to discrimi-nate against any Employee because of race, religion, color, sex, sexual orientation, age, national origin, disability, marital status, or creed; provided, however, that any action which is not in contra-vention of Federal or State law shall not be considered discrimina-tion under this Section.

10 Any discriminatory conduct, including sexual harassment, will be grounds for disciplinary action. Whenever he or his appears in this AGREEMENT , it is intended to apply both to both male and female where applicable. The Company reserves all the rights, powers, and authority to manage and control the business and direct the workforce except as otherwise specifically limited by the express provisions of this AGREEMENT . The Company and the Union shall bear all costs for their respective committee members for Union business and griev-ances. The Company and the Union agree that, to the extent practicable, every effort shall be made to conduct 7 Labor/Management meetings during employee s regular work schedules.