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HomeMy WebLinkAboutRes2022-066 IBEW Contract CITY OF SEWARD,ALASKA RESOLUTION 2022-066 Sponsored by: Bower II A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SEWARD, ALASKA, AUTHORIZING THE CITY MANGER TO ENTER THE NEGOTIATED COLLECTIVE BARGAINING AGREEMENT WITH THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS (IBEW), EFFECTIVE JULY 1,2022 AND ENDING JUNE 30,2025 WHEREAS,the City of Seward and IBEW have negotiated in good faith and agreed upon a new contract governing the wages and working conditions for electrical lineman,plant operators and the field engineer employed by the City's Electric Department; and WHEREAS, the City and IBEW agree to the terms and conditions as outlined in the attached Collective Bargaining Agreement, which expires June 30,2025. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SEWARD,ALASKA that: Section 1. The City Manager is hereby authorized to enter into the agreement, as detailed in the updated Collective Bargaining Agreement, with the International Brotherhood of Electrical Workers effective July 1, 2022 and continuing until June 30, 2022. Section 2. This resolution shall take effect immediately upon adoption. PASSED AND APPROVED by the City Council of the City of Seward, Alaska, this 9th day of May 2022. T' ECT '4FS -i� KA ' AIAL -...MIII\ . sty Terry, M• AYES: Casagranda, DeMoss, Calhoon, Osenga,McClure, Terr NOES: None ABSENT: Wells ABSTAIN: None ATT i ST: „ ,,,,,,,.„ ba. r .o :renda J. Ballo _ TFo•; • City clerk SEAL • (City Seal) • " •• i #ti.,,F OF�A�P.••* City Council Agenda Statement A CF Fy' 4. Meeting Date: May 9, 2022 v 04 To: City Council qC-04p Through: Janette Bower, City Manager From: Rob Montgomery, General Manager - Electric Agenda Item: Resolution 2022-066: Authorizing the City Manager to Enter into the Negotiated Collective Bargaining Agreement the International Brotherhood of Electrical Workers (IBEW), Effective July 1, 2022 and Ending June 30, 2025 Background and justification: The attached contract is the result of negotiations between representatives of the City of Seward (City) and the International Brotherhood of Electrical Workers (IBEW). The new contract has an effective date of July 1, 2022 and will continue through June 30, 2025. A summary of the agreed upon changes to the contract are as follows: o Term of Agreement— Dates updated to reflect new term 0 Job Classifications— Probationary hours for regular positions updated to align with the City o Holidays— Christmas Eve moves to full day off based on Title 3 Leave Categories(Paid, Special, Funeral) — Updated based on Title 3 a Definition of Immediate Family— Updated based on Ttile 3 Benefits Related to Leave Without Pay(LWOP)— Section number in contract updated o Application of Law— Section number in contract updated a Overtime—Times for early call-outs updated to consider normal work-day hours 0 Call-Out Lists— Updated to reflect an after-hours standby schedule vs. a call-out list o Layoffs— Added to align with SPEA contract o Dismissal Notice— Added to align with SPEA contract o Separation Paperwork— Added to align with SPEA contract o Safety Meetings and Training— Updated to reflect management coordiantiion and to move from a weekly to monthly schedule Foreman/Leadman— Added "Operator" to language defining "Leadman" o Low-Voltage Switching— Added "Operator" to language o Field Engineer— Updated language around union benefits o Appendix— Deleted the Appendix which outlined "Operator" duties since unnecessary o Trust Fund Contributions— Increases the contribution by $0.37 cents in each year over the term of the contract with updates beginning on July 1, 2022 o Wage Rate — Increases the base wage by $1.16 per hour beginning July 1, 2022. Also, based on Consumer Price Index (CPI) for Anchorage, wage will increase approximately 4% to $51.45 on July 1, 2022. Increases in 2023 and 2024 will be equal to the CPI with a 1% floor and a 4% ceiling o Article 13—Increases the Field Engineer wage rate from 75%of Linemen wages to 85%of Linemen wages to make the position more competitive in the market Comprehensive and Strategic Plan Consistency Information This legislation is consistent with (citation listed): Comprehensive Plan: N/A Strategic Plan: N/A Other: N/A Certification of Funds The total amount of funds listed in this $ A 2% increase is in the 2022 budget. The remaining legislation: increase will be absorbed by the 2022 budget. Future increases will be budgeted in the 2023/2024 budget. This legislation (✓): Creates revenue in the amount of: $ Creates expenditure in amount of: $ Creates savings in the amount of: $ Has no fiscal impact Funds are (✓): Budgeted Line item(s): Not budgeted Not applicable Unassigned Fund Balance and Available Unrestricted Cash Balance Information Fund (✓): General SMIC Electric Wastewater Boat Harbor Parking Water Healthcare Motor Pool Other Unassigned Fund Balance*: $ *unaudited numbers Available Unrestricted Cash Balance*: $ Finance Signature: `:),<((4)( y,,, Attorney Reviews/ Administration Recommendation X Yes X Adopt Resolution Not applicable Other: IBEW Proposal April 20, 2022 AGREEMENT COVERING TERMS AND CONDITIONS OF EMPLOYMENT Between THE CITY OF SEW,a RD Sew ard, AIaskmn And LOCAL NO. a 54 r INTERNATIONAL BROTHERHOOD OF ELECTRZAL WORKERS AFL-CIO Anchorage, A[aska Expires June 30, 20222025 fBEW L1547 CO IBEW Proposal April 20, 2022 Section 1.1 Terms of Agreement. This Agreement will remain in full force and effect from July 1 , 24 -92022, until June 30, 2022-2025 and thereafter year to year; provided, however, that either party may give the other party written notice of its desire to terminate the Agreement or to effect changes therein. Such written notice will specify the reasons for the termination or a description of the changes desired, as the case may be, and will be served upon the other party not less than sixty (60) days prior to the end of the initial period of this Agreement or any annual extension thereof. The parties will meet to negotiate on such termination, modifications or amendments within thirty (30) days from the receipt of such notice, except that such meeting may be delayed by mutual consent. The parties agree that, while negotiating a new agreement, all provisions of this Agreement will remain in full force and effect until a new agreement is ratified or impasse is reached. Nothing herein will preclude the termination, modification or amendment of this Agreement at any time by written mutual consent of the parties. 19EVVL1547 C IBEW Proposal April 20, 2022 Section 3.1 Employee Classifications. (a) Temporary Em to ees Journeyman Linemen and Wiremen and other classifications as set forth in the IBEW-NECA Agreement may be employed as temporary for a period not to exceed six (6) months of continuous employment. Such employees shall be subject to this Agreement as to hours of work and applicable working rules only. In addition, Temporary Employees shall receive the wage rates as set forth in the IBEW-NECA Inside Outside Agreements as amended. The City shall pay on behalf of the Temporary Employees benefits as specified in said IBEW-NECA Agreement. Temporary Employees shall not accrue seniority, service credits, holiday pay, annual leave, jury duty or longevity, and are not considered Regular Employees. (A Temporary Employee under this subsection may be laid off or discharged for any reason or no reason.) (b) Probationary Employees: (1) gDerally. A Probationary Employee is one who has been hired by the City for regular employment but who has had less than twe-one hundred seveat"ighty (270180) days continuous service with the City. All employees hired to fill a regular job wiil be regarded as Probationary Employees for the first twe-one hundred seveRty-eighty_(2-'X 180) days, except that if a Temporary Employee is hired for regular employment, such. time served as a Temporary Employee shall be credited towards the employee's probationary period. During this period of probationary employment, employees may be laid off or discharged by the City for any reason or no reason. All employees hired to fill a regular job shall accrue service credits and seniority during such probationary period. This time may be extended by mutual agreement between the City and the Union. Probationary employees may accrue leave as provided in section 4.2, but will not be allowed to take that leave until 90 days of the probationary period has ended. I EE L15 C IBEW Proposal April 20, 2022 Section 4,1 Holidays. (a) Recognized City Holidays. The following shall be recognized as holidays with pay for all regular employees who are in a pay status the day before and the day after the recognized holiday, except as noted in Subsection (d) below: New Year's Day, President's Day, Seward's Day, Memorial Day, Independence Day, Labor Day, Alaska Day, Veteran's Day, Thanksgiving Day and the day immediately following Thanksgiving Day, Christmas Eve Day and Christmas Day. (b) Holidays Falling on a Saturday or Sunda . When a recognized holiday falls on a Saturday, the preceding Friday shall be recognized in lieu thereof and treated as a holiday with respect to overtime compensation. When a recognized holiday falls on a Sunday, the Monday following shall be recognized in lieu thereof and, treated as a holiday with respect to overtime compensation. (c) Holiciav during Annual Leave A recognized City holiday which occurs during an employee's annual leave shall not be counted as .a day of annual leave. (d) Holiday Fallinq between Two Days of Leave without Pay. A holiday occurring between two days of disciplinary leave without pay shall not be paid. A holiday occurring between two days of voluntary or emergency leave without ;gay shall be paid. IBE 054 COLS/ IBEW Counter Proposal April 22, 2022 Section 4.2 Paid Leave. La) fad---Annual Leave Accrual Rate. €aGh-All regular employees h+Fed menthol din permanent or probationary status will accrue leas as follows: Years of Services Hours Per Year Hours Pa Period 0 - 2 160 6.15-2/3 3 - 5 200 �37.69 6 - 9 240 9.2340 10 - 14 303.33 11.67-2/3 15+ 347.1 13.35 The minimum numbers of hours of annual leave that must be taken yearlv are as follows: • For employees with less than three ears of service 40 hours of leave must be used • For employees with three to six years of service 60 hours of leave must be used. • For em to ees with six years of service or more 80 hours of leave must be used. • These limitations shall not apply to new employees until January_ 1 of the second calendar year fallowing their date„_of hire IBEW Counter Proposal April 22, 2022 14 1 It shall be the department head's resgonsibility to see that each Employee under his/her supervision has taken the minimum annual hours of leave requires by this Section. An employee ma elect to cash out leave u to two times Per calendar year on an hour for hour basis in order to 99—m-21y with this requirement.-provided that the balance of the Employee's remaining leave is not reduced below 240 hours. The de artment head shall Provide in writing to the city manager the reasons an employee in his/her department failed to take the minimum annual leave hours re uired. Such letter shall be made Dart of the ersonnel file of the employee in guestion. The city manager may waive these leave use requirements 2 In documented cases of unforeseen financial emer encies consistent with city policies of deferred compensation cash-in the city manager may authorize the city to Purchase an em to ee's annual leave at his/her re ular rate of Pay, Provided that in no case shall a cash-in be allowed to reduce an employee's annual leave balance below 40 hours. (3) if an employee is terminated by the City or leaves employment of the City on any day during the month, or if the employee shall be employed on any day other than as indicated by a full calendar month, the employee shall be entitled to the pro-rata portion of the working days actually earned. All employees shall have the privilege of accumulating annual leave up to and including seven hundred and twenty (720) hours. No aAnnual leave shall accumulated in excess of them * f seven hundred twenty 720 hours on Deeembef-34 ash. (4) )----Upon termination from the city, annual leave balance shall be paid in a lump sum together with final salary payment. f 5) An employee who resigns may use any available annual leave until it is exhausted except that the Em to ee must work his or her last IBEW Counter Proposal April 22, 2022 day. Anv remainin annual leave will be cashed out in a lum sum with the Employee s final paycheck. (b) Leave Requests. (1) An employee must notify the proper supervisor in writing at least one day in advance when not more than two (2) days annual leave is desired. When longer periods of annual leave are desired, at least one (1) week advance notice will be given. Annual leave requested shall be granted the employee if, in the opinion of the City, the employee can be spared at the time requested. Otherwise, such requests shall be granted as soon as the employee can be spared from ` his or her duties. (2) If annual leave is requested due to medical necessity or health considerations the employee must notify the proper supervisor prior to start time. The City may, in its discretion, request a note from a physician or other similar source if such leave is requested for periods in excess of three work days. (c) Workforce Limits on Leave. As a general rule, no more than 25% of the work force shall be permitted to be on leave and/or leave without pay at any one time. Granting of annual leave or leave without pay for more than that recognized in the preceding sentence shall be in the sole discretion of the Utility Manager. An example of an exception to the general rule of this subsection may be, in the absence of extraordinary conditions, allowance for two linemen to go hunting in the fall. Where necessary, the City may utilize the provisions of the Collective Bargaining Agreement for the hiring of temporary employees through the IBEW (Sections 3.1 and 2.2). E� I B EVV L 1 549-r- IBEW Counter Proposal April 22, 2022 Section 4,4 Special Leave Categories. (a) Worker's Com ensation Leave. An employee injured in the line of duty shall be entitled to workers' com ensation _2ay from the cit 's insurance carrier without deduction from annual leave balance for up to six weeks. During that six weeks, the city shall pay the difference between what the employee receives from the insurance carrier and the amount the employee would have received workinQ 40 hours at their base wage. Retirement benefits annual leave accrual and medical insurance covers a shall continue. r employee Nil! be net of the we iers GempeRsatim.n. beneM payment due-Gf i (1 ) (2) After six 6 weeks have expired, the employee may elect to use annual leave or leave without pay. While on annual leave the employee will retain his/her insurance workers' com ensation benefits. While on annual leave retirement benefits annual leave accrual and medical insurance coverage shall continue. employee MCA.,,, use amrii % leave. (2) _ After all annual leave has expired or if the employee elects not to use annual leave the employee will receive only insurance workers' compensation benefits and will be considered on leave without pay from the city. While on leave without Day, retirement benefits and annual leave accrual are suspended, but medical insurance coverage continues. This is to be in effect until a doctor's statement is submitted advising that the employee is physically fit�and-capable to perform his/her job description with or without reasonable accommodationaUpen exha fiG IBEW Counter Proposal April 22, 2022 rnih Awl Fri IS provided that such leave without pay may not exceed one (1) year. Upon expiration of said year of leave without pay, employee's employment with the City may be terminated by the City and employee waives any rights under any provision of law to challenge said termination. (b) Light Duty Option. An employee who is not injured in the course and scope of employment may request light duty rather than taking leave. If, in the Utility Manager's sole discretion, light duty is available, the Utility Manager will make a reasonable effort to grant such request. The employee who has a certificate by a physician, psychiatrist, dentist or other such licensed professional which permits light duty, may be temporarily assigned such light duty. (c) Light Duty ®efined. "Light duty," as used in this subsection 4.4, refers to other duties as may be temporarily assigned by the Utility Manager which, as directed by the Utility Manager, do not involve or require physical activities which the certificate by a physician, psychiatrist, dentist or other such licensed professional describes as inappropriate to resolving the injury or condition. IBEW 154 C09 IBEW Proposal April 27, 2022 Section 4.5 Funeral Leave Each full-time Employee shall be eligible for seven (7) GGRsugworking days of leave for use upon the death of a member of the Employee's immediate family, limited to one time per calendar year. Such leave shall not be deducted from the Employee's PTO account. Leave without a up to an additional five (5) working days will be granted and may be extended with approval by the city manager. Need to update table of contents and alphabetical index.) 0"J4 Al� I B EVVIL1547 CO IBEW Proposal April 20, 2022 Section 4.6 Definition of "Immediate Family" The definition of "immediate family" is the following: spouse, father, mother, brother, sister, son—daughter, randfather, and grandmother including ado ter step or foster, and mothers and fathers-in-law. (Need to update table of contents and alphabetical index_) o I B EVVIL 154 Cp MEW Proposal April 20, 2022 Section 4.5-7 B2nefits While on LWOR During a leave without pay period under this Article 4, no benefits will accrue or be earned except an entitlement to payment by the City of medical insurance premiums, provided that the City`s contribution toward such premiums will not exceed those provided in Section 12.1(c), which will continue to be paid as long as employee is employed by the City. Need to u ate table of contents and alphabetical index BEVY-YI547 COSUF MEW Proposal April 20, 2022 Section 4.6-8 Application of Law. The provisions of this Article 4 shall be modified by or be interpreted to comply with any conflicting state or federal law. eed to u date table of contents and al habetical index. IBEWIL154 �p IBEW Proposal April 20, 2022 Section 5.2 Overtime. (a) Calculation. Regular schedules are defined in 5.1. All time worked outside of an employee's regularly scheduled shift shall constitute overtime and paid for at double the regular hourly rate with the time calculated to the nearest quarter (1/4) of an hour. (b) Minimum Call-out Period. No employee covered by this Agreement shall be called to work outside the employee's regular shift for less than two (2) hours paid for at the rate of double the regular hourly rate. If an employee is called out after regular work hours and then required to respond again within two hours, the minimum two hours still applies and no additional call-out exists. In the cave of an employee being called out, outside regu arly scheduled hours; and then called out again after the two hours have expired from the first call time, a second call-out is required. In the situation of a call-out and while on the job a second circumstance occurs, the result will be a continuation of the original tali-out.. (c) Relief/Overlap. An employee required to work between the hours of 10:00 p.m. and 5:00 a.m. shall not report to work the next day following until he has had nine (9) consecutive hours relief; provided, however, that such employee shall be paid at his applicable straight-time rate for that portion of the rest period that overlaps into his regular work day. If, however, the employee is required to work during that overlap period, the employee will be paid double the employee's regular straight time rate for that overlap period. (d) Earl` Call-Out. An employee called to work between the hours of 5:00 a.m. and 87:00 a.m. shall receive double the employee's regular straight time rate. The employee will revert to the employee's straight time rate at 97:00 a.m. on the employee's normal scheduled workday. Missed breakfast will be compensated in compliance with Section 5.3 of this Agreement. IBE V154 COV IBEW Proposal April 27, 2022 Section J0 Sa4A*tStand-b Lasts. (a) Oatl-9utStand-byList. A current sa+l-e stand-by list will be made available to the City. A new list will be presented prior to expiration of the previous list with the names and phone numbers of the two (2) Ll�lemen and one (1) em Operator covering ems-.stand-by or seven (7) days of the week. When a Lineman or Operator finds it necessary to switch the employees assigned stand-bv day or days with another employee, the City police dispatcher shall be notified. A Lineman or Operator who has called in sick and taken annual leave for that purpose shall be replaced on the G-S& eetstand-by list and the City notified of the replacement's name. The Foreman and Shop Steward shall determine which two (2) Linemen and one 1 ) Operator will be on the salt-eAstand-bv list. Each of the two (2) Linemen and one (1) Operator designated on the cafl-e-utstand-by list shall receive one (1) hour of overtime pay for each day they are available to respond to call-outs or two (2) hours of overtime pay for each Saturday, Sunday or holiday on which they are available to respond to call-outs. If the Gity FeduGes the number of available Linemen reduces Ito fewer than four (4) for a continuous period of time exceeding thirty (30) days, or fewer than two 2 Operators for a continuous Period of time exceedin fourteen (14) days the paFties agree to re ope-n-n—Mi'A 2 ens selely on the 11%.WV-jWXXjrrrT� IL - under this geetioR440(a)-. above one (1) hour shall be ad'usted to two 2 hours of overtime pay for each day they are available to respond to call-outs and the two 2 hours shall be ad'usted to three 3 hours of overtime pay for each Saturday, Sundayor holiday on which they are available to res and to call-outs until such time as the number of lineman returns to four (41 (b) Coverage. The list of available employees under this subsection 5.10 shall allow for coverage of emergencies from 8-7 a.m. Tuesday Friday to 8-7a.m. the following TuesdayFridav, (c) Response by Other Employees. Those employees in town shalt-may respond when the Gafl-Gutstand—by crew needs additional help to maintain or restore power. IBEW Proposal April 27, 2022 (d) Calls to Listed Crew. If the City is unable to contact a Lineman on the "sat�stand-by" crew within 15 minutes of the first attempt by radio and/or telephone, another crew member will be called out. Nothing in this section will require the City to pay stand-by pay to any employees other than those listed on the sail-cmAstand-bv list provided to the City by the Foreman and Shop Steward. Res onse Time. An employee on OR-saRstand_by status must respond by appearing at the employee's normal show-up within 45 minutes of the dispatch call. Failure to respond may result in discipline and will result in forfeiture by employee of stand-by pay on that day. - 7c IBEW 154 C® IBEW Proposal April 20, 2022 Section 5.12 Layoffs a The decision to lay off Employees shall be made sole) by-the City and shall not reflect discredit upon the services of the Employee. (b) Notice Requirements: 1 An Employee,shall be given at least thin 30 calendar days advance_ notice of a layoff. 2 The Union shall be notified in writing of any proposed layoff concurrently with the Employee. The Union and City agree to discuss alternatives to the Proposed layoff prior to the effective date of the layoff and to negotiate the effects of any layoff„if so requested by the other party. (c) The City shall not lay off an Employee and reclassify_their former gosition with the intention of filling the position with a temporary hire. d Layoffs may occur for any of the following reasons: 1 reduction in force because of a shortage or reduction of work or funds: (2) the abolition of a position 3 change in departmental organization, (41termination of_a grant, or 5 any other legitimate business reason not inconsistent with the terms of this Agreement. e A regular Em la ee shall be offered a vacant position for which the Employee is gualified in lieu of layoff. The Employee will be subiect to the same qualifications review as any new Employee to determine an aawopriate wage. (f) A regular Employee retains the right to be recalled to a vacant position in the same or similar iob class, in the same or different IBEW Proposal April 20, 2022 department that the Employee Previously was regularly employed, for one 1 ear after the layoff so Ion as the Employee has indicated that the Employee is qualified and interested and available to return to work. Regular or robationa Employees shall not be laid off while casual/temporary casual/temporary Employees are in a Position in the same department for which the regular or probationary Employees meet the minimum qualifications. IBEW 154 CoB IBEW Proposal April 20, 2022 Section 6.13 Dismissal Notice or Severance Pa In the case where a regular Emi2lovee who has completed a robationa period is laid off, the City shall..,give the Em to ee fort -five 45 da s' notice or forty-five 45 da s of severance a . IBE el 4 CO IBEW Proposal April 20, 2022 Section 5.14 Separation Paperwork On or before the Employee I S last day of work the Employee shall complete all separation pgperwork and return all City Property as required by the t—y. I f3EW L154 C IBEW Counter Proposal April 27, 2022 Section 7.7 Safety Meet_ ngs and Train (a) Monthl Safet Meetin . The Power O erations Supervisor or General Manager will GO ietco plan and nd- ordinate a one (1) hour safety and job-training program on the first Friday of each monthweek and will provide the Ok-y�-sho steward with a copy of the sehedule an minutes of tie--those - , --�--_- -miingmeetings. Topics will be provided to the shop steward as they are scheduled. The Pewer (b) Annual. CPR and Pole-Top Training. Each year, the City will schedule during normal working hours a First Aid and CPR training course, as required by the State Department of Occupational Safety and Health, and a minimum of four (4) hours of pole-top training, and employees shall attend and be capable of performing such operations. iBE WL1547 COS COS/IBEW Group Proposal April 22, 2022 Section 10.1 Foreman/Leadman. (a) Line Foreman. A Line Foreman is a working journeyman who has been a journeyman for at least three (3) years in the branch of the trade in which the employee is directing one crew. If the employee directs more than eight (8) other employees, the employee will not work except in emergencies which threaten life or property, except for incidental assistance which does not distract from the employees primary function. When any work is being done on or within the reach of a primary voltage, the Foreman's primary function is to be in a position to observe the work being done and give advice in regard to safety. (b) Leadman. A Leadman is a working journeyman Lineman or Operator who has been a journeyman for at least three (3) years in the branch of the trade in which the employee is directing at least one other journeyman but not more than three (3) other employees. 1'9 E W,tl54 GO COS/IBEW Group Proposal April 22, 2022 Section 10.7 Low Voltage Switch in . One journeyman lineman or Operator may perform low voltage switching such as opening and closing power circuit breakers, setting reclosers on next trip lock-out or ground trip switches, or setting load tap changers to manual or automatic, provided the lineman has two-way communications with the city dispatcher or line crew foreman. substations that aFe adjaG IBEW 54 CO IBEW Proposal April 27, 2022 Section 12.1 Trust Fund Contributions. (a) Pension Fund. (1) The City agrees to participate in, and contribute to, the Alaska. Electrical Pension Fund (AEPF), and Alaska Electrical Workers Iva Retirement Savings Puri ( AEWRSP) trust funds which were established pursuant to: 1) an agreement between the Union and the Alaska Chapter of the National Electrical Contractors Association, Inc.; and 2) that certain declaration of trust entered into by the aforesaid parties for the purpose of providing pension benefits for those persons covered by said agreement. (2) Effective July 1 , 2 4.9-2022 and subject to the maximum amount set forth below, the City will pay into the AEPF the sure of Ec�Nine Dollars and Forty-Six-Thirty-Three Cents ($8-.4.69.33) for each compensabie hour earned in a month by an employee in a job classification listed in Article XIII herein. Effective July 1 , 202 2023, said rate shall increase to Eight-Nine Dollars and Seventy-One Cents ($8:-749.70). Effective Ju'y 1, 24242024, said rate shall increase to Eight-Ten Dollars and Ninety SiX Seven Cents ($6.-9610.07). The City will pay into the aEWMPP AEWRSP the sum of Two Hundred Twenty-five_Dollars ($225.00) per month for those employees in job classifications listed in Article XIII herein. (3) The foregoing payments to the Fund, made by the City, will entitle said. covered employees of the City to pension payments under such terms and conditions that may be lawfully provided for by the administration and management of said funds. The City's liability shall be 'imited to making the foregoing payments. (4) All payments due under this Section 12.1 are payable to said fund on or before the 151h day of the month following the month in which said compensable hours were earned by the City°s said employees. If an employee is terminated by the City or leaves employment of the City on any day during the month, or if the employee shall be employed on any day other than as indicated by a full calendar month, the employee shall be entitled to the pro-rata portion of the working days actually earned, all payments due hereunder. IBEW Proposal April 27, 2022 (5) "Compensable hour'° as used in this Section 12.1 shall mean only straight-time or overtime hours actually worked, standby time measured in hours, and annual leave taken; for clarification, compensable hour does not include other categories cf time including but not li€nited to, leave without pay time, workers' compensation time or meal allowance time. (b) Health Insurance and Money Purchase Plan. The City agrees to Participate in and contribute to the Alaska Electrical Health and Welfare Trust Fund and, depending upon the Health and Welfare Flex Plan (Seward Plans 500-505) selected by an employee, to the Alaska Electrical Worker's Money Purchase Pension Plan of the Alaska Electrical Workers Pension Fund for the purpose of providing selected benefits to the employees covered by this agreement. The City will contribute $20872,202.00 per month, per employee t© the Trust Funds. Any contribution required of employees to pay for health benefit premiums not covered by the amounts paid by the City under -this subsection 12.1(b) may be withheld from employee paychecks and forwarded to the Trust Fund, provided that clear and uncontested notice of such amounts is provided to the City by the Trust. The City will cover up to a 5% increase in the premium, each year. Any increase above 5% will be paid by the employee. 1 B EVVJL 15 CO IBEW Proposal April 27, 2022 Section 12.2 Wage Rate The base wage rate for purposes of calculating the wages of employees covered by this Agreement shall be $4749949.15 per hour for the term of this Agreement. Individuals covered under the terms of this agreement shall not be entitled to receive any across-the-board pay increases granted by the City Council to all other regular City employees. Effective July 1 , 24202022, all journeyman linemen shall receive an increase of the current base rate of pay to fifty one dollars and forty-five cents 51.45 . o U r Fninimum of by 1 d and Effective July 1, 20242023, all journeyman linemen shall receive an increase of the current base rate of pay or the current base rate equal to 100% of the U.S. Department of Labor Consumer Price Index for all-urban consumers for Anchorage measured from January 1, 242-0-2022 through December 31 , 2=2022, with a minimum of by 1 % and a maximum of 4%. Effective July 1 2024 all 'ourne man linemen shall receive an increase of the current base rate of pay or the current base rate equal to 100% of the U.S. Department of Labor Consumer Price Index for all-urban consumers for Anchors- a measured from January 1 2023 throu h December 31 2023 with a minimum of by 1% and a maximum of 4%. .-1 r,77v IBE MIL 1547 ­ CO*S6�_ IBEW Proposal April 20, 2022 Section 12.5 Field Engiineer. 1 . The Field Engineer classification shall not be required to possess a commercial driver's license required under Article 3.6. 2. All overtime paid to employees in the Field Engineer ciassification shall be at a rate of one and one-half the straight time rate of pay. 3. Newly hired members in the Field Engineer classification will receive these IBEW benefits under Article 12 Wages and Benefits. IBE L.1 Cos IBEW Proposal April 27, 2022 ARTICLE 13 JOB CLASSIFICATIONS This Article shall cover all classifications of employees covered by this Agreement. The wage rate for the classifications of employees covered by this Agreement shall be as follows: Percent of Journeyman Fineman or Wireman Base wage rate 7/01/4-92022 47,9951.45 -per hour The effective wage rate (the regular or straight time Dourly rate) for classifications shall be a percentage of the base wage rate as follows: Journeyman Lineman or Wireman 100% of base wage rate Line Foreman 112% of base wage rate Leadman 105% of base wage rate Field Engineer 7585% of base wage rate Power Plant Operator/Mechanic 100% of base wage rate 0 0 of base wage rate.*Gm Apprentices (See Section 6.1 of this Agreement) If employees are needed for work not listed in the classifications under this Article but for work included in the bargaining unit, they shall be paid at a negotiated rate that relates in importance to one of the classifications herein provided. _L - 7 - o IBEW 154- Co IBEW Proposal April 20, 2022 SuGh-as—: Fn 7 f Ces y of gr-ass and ! , f 1 f 6. May be used en a "hot" Mil7. Way stir nlRoWdin r�arr.#or) c+r�.i#.,L... .w��aa cw,li pGT' to ,7 IBE 1547 CC?S Letter of Understanding By and Between The City of Seward and International Brotherhood of Electrical Workers, Local 1547 RE: Section 3.8 Contracting and Subcontracting City of Seward (Employer) and the International Brotherhood of Electrical Workers, Local 1547 (IBEW) are parties to a Collective Bargaining Agreement (CBA) effective July 1 , 2022, through June 30, 2025. The union agrees that any contractor hired for tree clearing of the transmission system will be paid prevailing wage as set by the State of Alaska in Pamphlet 600 and excluded from the requirements in Section 3.8 for the above- mentioned contract term only. This agreement will not have any effect on existing agreements between the employer and current signatory contractors. This letter of understanding will only be effective until June 30, 2025, unless extended by mutual agreement of the parties. Agreed to this a2 7 day of April 2022: For the Employer: For the Union: By: By: J tte Bower Du Menefee City Manager Business Representative City of Seward IBEW Local 1547 1