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EXHIBIT 10.1
2005 Negotiations Summary
IBEW Local 396 / Nevada Power Company
COLLECTIVE BARGAINING
AGREEMENT FEBRUARY 1ST 2005 - FEBRUARY 1ST 2008
NEW HOLIDAY SCHEDULE:
NEW YEARS DAY
VETERAN'S DAY
MARTIN L. KING DAY
THANKSGIVING DAY
MEMORIAL DAY
THANKSGIVING FRIDAY
INDEPENDENCE DAY
CHRISTMAS DAY
LABOR DAY
FLOATING HOLIDAYS (3)
REVISED ARTICLE: 10.4 FLOATING HOLIDAYS
AN EMPLOYEE SHALL OBSERVE THE FLOATING
HOLIDAYS ON ANY DAY THE EMPLOYEE DESIRES
SO LONG AS A SEVEN-DAY NOTICE HAS BEEN
GIVEN REGARDLESS OF OPERATIONAL OR OTHER
NEEDS FOR THE PURPOSE OF THIS ARTICLE, THE
CALENDAR WEEK BEGINS SUNDAY AND ENDS
SATURDAY. SHOULD AN EMPLOYEE BE CALLED IN
OR BE REQUIRED TO WORK ON A PREVIOUSLY
APPROVED "HOLIDAY" THE EMPLOYEE SHALL BE
PAID THE APPLICABLE OVERTIME RATE,
EXCEPT IF BOTH THE EMPLOYEE AND SUPERVISOR
MUTUALLY AGREE TO CHANGE THE
OBSERVANCE OF THE HOLIDAY FLOATING HOLIDAYS
DO NOT CARRY OVER FROM ONE PAYROLL
YEAR TO THE NEXT, AND MUST BE USED IN THE
PAYROLL YEAR IN WHICH THEY ARE
RECEIVED.
IT IS UNDERSTOOD THAT THE (3) FLOATING
HOLIDAYS DO NOT APPLY TO THE GENERATION
12 HOUR SHIFT OR 36 FOR 40 SHIFT
AGREEMENTS.
HEALTHCARE
ALL LOCAL 396 MEMBERS WILL BE ELIGIBLE TO
PARTICIPATE IN THE COMPANY'S EMPOWER
WELLNESS PROGRAM EFFECTIVE JANUARY 1, 2006.
THE COMPANY WILL OFFER A HEALTH
SCREENING IN SEPTEMBER-OCTOBER 2005 WHICH
IS MANDATORY FOR ENROLLMENT INTO THE
2006 WELLNESS PROGRAM.
Healthcare premium cost share will change
from:
Company
80% - Employee 20% to COMPANY 82% - EMPLOYEE 18%
A 20% CAP (MAXIMUM INCREASE) PER YEAR FOR
PREMIUMS WILL REMAIN IN PLACE FOR THE
TERM OF THE CONTRACT.
CO-PAYS REMAIN THE SAME. NO HEALTHCARE
PREMIUM INCREASE IN 2005.
PRESCRIPTION DRUG BENEFIT WILL FOLLOW THE
NPC UNION INSURANCE PLAN SCHEDULE FOR
ALL THREE INSURANCE OPTIONS, I.E. SIERRA
SELECT AND HPN.
-
Retail
1. Generic ("Tier 1") = $5 co-pay for 30-day supply
2. Brand Name ("Tier 2") = $15 co-pay for 30-day supply
3. Non-Preferred ("Tier 3") = $35 co-pay for 30-day supply
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2005 Negotiations Summary
IBEW Local 396 / Nevada Power Company
- Mail
Order - Available for "Maintenance" (Life-Sustaining) Drugs
Only
Generic ("Tier 1") = $10 co-pay for 90-day supply
1. Brand Name ("Tier 2") = $30 co-pay for 90-day supply
2. Non-Preferred ("Tier 3") = $70 co-pay for 90-day supply
IF THERE IS NO GENERIC SUBSTITUTE, THE
BRAND NAME CO-PAY APPLIES. IF YOU CHOOSE
A BRAND NAME WHEN A GENERIC IS AVAILABLE,
YOU WILL PAY THE BRAND NAME CO-PAY
PLUS THE DIFFERENCE IN COST BETWEEN THE
GENERIC AND BRAND.
RETIREMENT
INCREASE RETIREMENT FOR EMPLOYEES RETIRING
WITH 25 YEARS OF SERVICE OR MORE.
THE 35 YEAR MAX PROVISION IS REMOVED.
25 YEARS OF SERVICE OR MORE
--------------------------------------------------------
FINAL AVERAGE EARNINGS X .1.55 x BENEFIT ACCRUAL SERVICE
THE COMPANY WILL REINSERT DISABILITY
RETIREMENT LANGUAGE PREVIOUSLY REMOVED
UNDER AMENDMENT 2 TO THE RETIREMENT PLAN
DOCUMENT.
POST RETIREMENT MEDICAL
-----------------------
Current: $240.00 x B.A.S. prior to age 65
$120.00 x B.A.S. after age 65
PROPOSED: $260.00 X B.A.S. PRIOR TO AGE 65
$130.00 X B.A.S. AFTER AGE 65
WAGES
02-07-2005
4.00%
01-23-2006
3.75%
02-05-2007
3.75%
(Dates reflect pay periods)
* WAGE INCREASES
FOR 2005 WILL BE IMPLEMENTED THE FIRST PAY PERIOD FOLLOWING
RATIFICATION. RETRO WILL BE PAID ON THE FIRST CHECK FOLLOWING
RATIFICATION.
GENERAL
PREFERRED PROVIDER ORGANIZATION. Under the,
NPC Union Plan, when a Preferred
Provider is available within A 30-MILE
radius of the employee's (or the
dependent seeking care) residence, and
there is more than one (1) Preferred
Provider available to perform the services,
the employee will be subject to the
PPO provisions and Non-PPO penalties.
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2005 Negotiations Summary
IBEW Local 396 / Nevada Power Company
85-POINT PROVISION, Unreduced retirement
benefits are available to employees
who meet the eligibility criteria and
terminate: at age sixty-five (65); at age
sixty-two (62) with at least five (5) years
of Vesting Service; or upon reaching
age fifty-five (55) with a total of
eighty-five (85) points when age and Benefit
Accrual Service are added together.
EMPLOYEES NOT CURRENTLY COVERED IN THE
COLLECTIVE BARGAINING AGREEMENT THAT
TRANSFER TO A JOB UNDER THE AGREEMENT MUST
WORK FIVE YEARS UNDER THE AGREEMENT BEFORE
THEY CAN EXERCISE THE 85 POINT PLAN
IN THE PENSION PLAN.
401 k AUTOMATIC ENROLLMENT. EFFECTIVE
JANUARY 1, 2005, ALL NEW HIRES WILL BE
AUTOMATICALLY ENROLLED AT A 3% DEFERRAL
RATE UPON INITIAL ELIGIBILITY. ALL NEW
HIRES WILL BE PROVIDED THE OPPORTUNITY TO
OPT-OUT OF THE PLAN PRIOR TO INITIAL
ELIGIBILITY. EMPLOYEES MAY ELECT TO STOP
CONTRIBUTIONS TO THE PLAN AT ANY TIME.
IN THE ABSENCE OF ANY INVESTMENT ELECTION,
CONTRIBUTIONS WILL BE INVESTED 100%
IN THE DEFAULT INVESTMENT FUND ESTABLISHED
UNDER THE PLAN.
SUPPLEMENTAL LIFE. THE COMPANY WILL PROVIDE
A SUPPLEMENTAL LIFE INSURANCE
PROGRAM THAT ALLOWS EMPLOYEES DESIRING SUCH
COVERAGE TO PURCHASE SUPPLEMENTAL
LIFE INSURANCE FOR THEMSELVES AT GROUP
RATES. THE FOLLOWING OPTIONS ARE
AVAILABLE:
-
EMPLOYEE COVERAGE FROM .5X TO 5X AN EMPLOYEE'S BASE PAY
(MAXIMUM
$1,000.000)
-
SPOUSE'S COVERAGE FROM S10,000 TO $150,000 IN INCREMENTS OF
$10,000.
HOWEVER, ANY EMPLOYEE'S SPOUSE WHO HAD AND AMOUNT OF OVER
$150,000
AS OF DECEMBER 31, 2004 WILL BE ALLOWED TO CONTINUE HAT AMOUNT
INTO
THE FUTURE WITHOUT CHANGE.
-
CHILDREN EITHER IN THE AMOUNT OF $5,000 OR $10,000.
RED CIRCLE/GRANDFATHER:
ALL CURRENT RED CIRCLE WAGES, AS OF THE
RATIFICATION OF THE 2005 CBA, SHALL BE
"GRANDFATHERED" AT SUCH WAGE AND SHALL
CONTINUE TO RECEIVE WAGE INCREASES;
HOWEVER THE WAGE SCHEDULE FOR
"GRANDFATHERED" EMPLOYEES WILL NOT BE INCLUDED IN
THE CBA. ALL "GRANDFATHERED" EMPLOYEES
SHALL BE IDENTIFIED AT THEIR CURRENT WAGE
AND A LIST SHALL BE SHARED BETWEEN THE
UNION & COMPANY. GOING FORWARD, RED
CIRCLED EMPLOYEES SHALL BE DEFINED AS
EMPLOYEES FROZEN AT THEIR CURRENT RATE AND
SHALL NOT RECEIVE PAY INCREASES UNTIL
ANNUAL INCREASES CATCH UP. IN THE EVENT AN
EMPLOYEE IS INVOLUNTARILY FORCED TO A LOWER
CLASSIFICATION, OTHER THAN AS A
RESULT OF DISCIPLINE, SUCH EMPLOYEE SHALL
BE "GRANDFATHERED" AND SHALL CONTINUE
TO RECEIVE ANNUAL WAGE INCREASES FOR AS
LONG AS THEY REMAIN IN THEIR
"GRANDFATHERED" POSITION.
MODIFICATION: JOB POSTING SYSTEM: The
Company shall publish job posting and
awarding procedures, which, at a minimum,
comply with the provisions of this
Agreement. These procedures will constitute
the Company's job posting system.
Any bargaining unit employee covered by the
Collective Bargaining Agreement may
apply and compete equally for any position
within the Company. EMPLOYEES ARE
DISQUALIFIED FROM BIDDING IF THEY HAVE A
LETTER OF DISCIPLINE, WHICH IS LESS
THAN ONE (1) YEAR OLD IN
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2005 Negotiations Summary
IBEW Local 396 / Nevada Power Company
THEIR HUMAN RESOURCES PERSONNEL FILE.
EMPLOYEES WILL NOT BE DISQUALIFIED FROM
BIDDING IF THEY HAVE A LETTER OF DISCIPLINE
FOR METER READING ACCURACY, WHICH IS
LESS THAN ONE (1) YEAR OLD IN THEIR HUMAN
RESOURCES PERSONNEL FILE, PROVIDED
THAT THE JOB FOR WHICH THEY ARE BIDDING
DOES NOT INVOLVE READING METERS AS PART
OF THEIR REGULAR DUTIES. IN ADDITION,
EMPLOYEES WHO ARE HIRED, PROMOTED OR
TRANSFERRED TO A METER READER POSITION
SHALL NOT BE PERMITTED TO APPLY FOR
ANOTHER POSITION FOR SIX (6) MONTHS FROM
THEIR HIRE DATE OR DATE OF
PROMOTION/TRANSFER. EMPLOYEES WILL NOT BE
DISQUALIFIED FORM BIDDING IF THEY HAVE
A LETTER OF DISCIPLINE WHICH IS LESS THAN
ONE (1) YEAR OLD IN THEIR HUMAN
RESOURCES PERSONNEL FILE FOR CASH HANDLING
PROVIDED THAT THE JOB FOR WHICH THEY
ARE BIDDING DOES NOT INVOLVE CASH HANDLING
AS PART OF THE REGULAR DUTIES.
NEW ARTICLE: 7.10 BRIDGE TIME FOR RE-HIRED
EMPLOYEES:
PREVIOUS EMPLOYEES, WHO ARE REHIRED AS A
REGULAR EMPLOYEE, ONE YEAR AFTER THE
DATE THEY LEFT THE COMPANY (AS REGULAR
EMPLOYEES), SHALL NOT BE CREDITED WITH
COMPANY SENIORITY AT THE TIME OF
RE-EMPLOYMENT AND SHALL BE REQUIRED TO SERVE A
NEW PROBATIONARY PERIOD. WHEN THE EMPLOYEE
HAS COMPLETED FIVE (5) YEARS OF
SUBSEQUENT SERVICE, IN A FULL-TIME REGULAR
POSITION, AN ADJUSTED HIRE DATE WILL
BE CALCULATED, CREDITING REGULAR HOURS
WORKED WITH THE COMPANY FOR PURPOSES OF
COMPANY SENIORITY AND ALL RELATED BENEFITS.
EMPLOYEES RE-HIRED WITH LESS THAN A
ONE YEAR BREAK IN SERVICE WILL HAVE THEIR
TIME BRIDGED UPON RE-HIRE. THIS
AGREEMENT IS SEPARATE AND NOT INTENDED TO
CONFLICT WITH ARTICLE 5.4 OF THE
COLLECTIVE BARGAINING AGREEMENT.
NEW ARTICLE 12,10 FAMILY SICK LEAVE
FAMILY SICK LEAVE (FSL): EMPLOYEES WILL BE
ALLOWED TO USE UP TO 32 HOURS OF
ACCRUED SICK LEAVE PER PAYROLL YEAR TO CARE
FOR AN IMMEDIATE FAMILY ILLNESS OR
EMERGENCY. UNUSED HOURS CANNOT BE CARRIED
OVER TO THE NEXT YEAR. THERE WILL BE
NO OCCURRENCES WHEN SICK LEAVE IS USED FOR
THIS PURPOSE. FSL CANNOT BE USED IN
CONJUNCTION WITH A HOLIDAY.
NEW ARTICLE 13.10 JOINT BENEFITS
COMMITTEE:
A JOINT BENEFITS COMMITTEE WAS ESTABLISHED
FEBRUARY 1ST, 2002 FOR THE PURPOSE OF
REVIEWING MEDICAL, BENEFITS, DEPENDENT
CARE, COSTS, ISSUES AND TRENDS. JOINT
DECISIONS ARE MADE ON BENEFITS PROGRAMS AND
ARE BINDING. THE COMMITTEE WILL
CONSIST OF THE UNION BUSINESS MANAGER AND
FOUR (4) UNION MEMBERS AND THE
REPRESENTATIVE OF THE SR. VICE PRESIDENT OF
HUMAN RESOURCES AND FOUR (4) MPAT
EMPLOYEES ASSIGNED BY THE SR. VICE
PRESIDENT. THE COMMITTEE WILL BE CHARTERED TO
REVIEW HEALTH AND WELFARE PLANS, PENSION
AND 401(K) PLANS DURING THE TERM OF
THIS AGREEMENT.
REVISED ARTICLE: 153 REMOVING LETTERS OF
DISCIPLINE:
Any Employee, who receives a written letter
of reprimand which is a part of the
personnel file maintained in the Company's
Human Resources office, may, after
three (3) years from the date of such
letter, request in writing to have the
letter removed. Upon such written request,
the Company shall remove the letter
and return it to the employee. If the
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2005 Negotiations Summary
IBEW Local 396 / Nevada Power Company
behavior that warranted the letter has
changed or been corrected, the employee's
current supervisor can remove the letter
from the employee's personnel file by
documenting this change in behavior and
providing written authorization to human
resources. LETTERS OF REPRIMAND OLDER THAN
THREE (3) YEARS WILL NOT BE
CONSIDERED FOR PURPOSES OF PLACEMENT,
PROMOTION OR DISCIPLINE. SITUATIONS THAT
REQUIRE & REVIEW OF AN EMPLOYEE FILE
WILL ALSO PROMPT THE COMPANY TO REMOVE ANY
LETTERS OF REPRIMAND THREE (3) YEARS OR
OLDER.
REVISED ARTICLE 15.6 LABOR/MANAGEMENT
MEETINGS:
The Company and the Union agree to hold
periodic meetings to discuss matters,
which are covered by the Agreement. These
meetings will be held on Company
premises during work hours and shall be
held as needed, WITH 30 DAYS
NOTIFICATION FROM EITHER THE UNION OR THE
COMPANY. The number of employee
attendees who are covered by the Agreement
shall be limited to the stewards and
other employees reporting to the Company
premises designated as the site of a
particular meeting. Both the Company and
Union recognize the value in formally
convening to discuss issues that affect
departmental policies, procedures, and
collective bargaining provisions. The
Company and Union agreed to continue
holding departmental labor/management
meetings as a forum to clarify; address
interests, and problem-solve solutions that
mutually benefit all employees. The
Company recognizes the value of
participation an
