Canadian Labour Reporter

7 Canadian HR Reporter, a HAB Press business 2020 CANADIAN LABOUR REPORTER COLLECTIVE AGREEMENTS ENERGY Nova Scotia Power Provincewide, Nova Scotia (930 power employees) and the International Brotherhood of Electrical Workers (IBEW), Local 1928 Renewal agreement: Effective April 1, 2019 to March 31, 2023. Signed on April 1, 2019. Wage adjustments: Effective April 1, 2019: 1.75% Effective April 1, 2020: 2% Effective April 1, 2021: 2% Effective April 1, 2022: 1.75% Paid holidays: 11 days, plus Christmas Eve 1/2 day (when falling between Monday and Friday) for non-shift workers. For shift workers, power engineers, all of previous days except for first Monday in August holiday (which will be paid as 8 additional hours' pay at regular rate on first Monday in August) and Christmas Eve holiday (which will be paid as 4 additional hours' pay at regular rate on Dec. 24). Shift workers may request to have maximum 2 days off each year instead of holiday payment for 2 previously worked statutory holidays. Powerline technician shift classifications will work average of 80 hours every 2 weeks and will be credited with holiday bank of 92 hours per year. To reduce holiday bank, employees, as part of regular shift, will not be required to work statutory holidays. Vacations with pay: Non-shift workers: 1.25 days per month to start, 15 days after 1 years, 20 days after 10 years, 25 days after 20 years, 30 days after 25 years. Power engineers: 40 hours after 10 years, 80 hours after 20 years, 120 hours after 25 years. Thermal plant employees: 10 hours per month to start, 15 days after 1 years, 20 days after 10 years, 25 days after 20 years, 30 days after 25 years. Overtime: Double time for all hours worked between 4 p.m. and 8 a.m. Double time for all work on Saturday, Sunday. May be taken as time off in lieu, maximum 60 hours. Meal allowance: Employees who normally work at — but are required to work away from headquarters over lunch-hour period and who have not been given notice to carry lunches prior to 4 p.m. on previous day — will be provided with meal chit, maximum $16 (previously $15); $16 (previously $15) when overtime work of 2 hours or more is required of any employee prior to or continuance of regular day of work. Medical benefits: Employer pays 50% of premiums, employee pays 50% of premiums. STD: 100% of salary for 2 weeks, then 66 2/3% of salary for 13 weeks after 3 months of service; 100% of salary for 4 weeks, then 66 2/3% of salary for 11 weeks after 1 year of service; 100% of salary for 6 weeks, then 66 2/3% of salary for 9 weeks after 3 years of service; 100% of salary for 8 weeks, then 66 2/3% of salary for 7 weeks after 5 years of service; 100% of salary for 10 weeks, then 66 2/3% of salary for 5 weeks after 7 years of service; 100% of salary for 12 weeks, then 66 2/3% of salary for 3 weeks after 9 years of service; 100% of salary for 15 weeks after 10 years of service. LTD: Minimum 66 2/3% of salary at date of sickness or injury disability starting from end of STD period and continuing to employee's recovery, death or age 65, whichever occurs first. Bereavement leave: 3 days for death of wife, husband, mother, father, son, daughter, stepchild, brother, sister, grandparents, grandchildren, brother-in-law, sister-in-law, mother-in-law, father-in-law, stepparent, family member who is living with employee. If funeral falls outside of 3 days following death of family members, employees, will suffer no loss of pay for day of funeral. Seniority – recall rights: 12 months; 3 months for employees accepting position outside bargaining unit. Call-in pay: With less than 12 hours of advance notice: If time worked, including travel time, is less than 4 hours, employee will be paid at overtime rate of pay or for 4 hours at regular rate, whichever is greater. If time worked, including travel time, is 4 hours or more, employee will be paid at overtime rate or for 8 hours at regular rate, whichever is greater. Probationary period: 3 months on job. Discipline: Sunset clause is 12 months. Severance: 3 2/3 weeks' pay for each year of service (maximum 24 years). Safety shoes: Employer will supply 1 pair of protective footwear per year. Uniforms/clothing: Employee will pay one-half cost of first uniform; employer will pay full cost of future uniforms. Sample rates of hourly pay (current, after 8% increase): Powerline technician: $41.71 rising 4 steps to $45.04 Leading powerline technician: $41.86 rising 4 steps to $45.20 Leading electrician: $41.11 rising 4 steps to $44.39 Electrician: $39.15 rising 4 steps to $42.27 Electrician helper: $31.33 rising 4 steps to $33.83 Electrician apprentice 1st 6 mos.: $21.53 rising 4 steps to $23.25 Quality technician: $42.87 rising 4 steps to $46.29 Leading electrical technician: $43.01 rising 4 steps to $46.44 Electrical technician: $40.96 rising 4 steps to $44.23 System operator, transmission: $52.68 rising 4 steps to $56.88 System operator, distribution: $47.90 rising 4 steps to $51.72 Leading meter-person: $41.11 rising 4 steps to $44.39 Leading garage mechanic: $41.11 rising 4 steps to $44.39 Wiring inspector: $40.93 rising 4 steps to $44.20 Customer service field rep: $30.42 rising 4 steps to $32.85 Meter reader: $18.62 rising 4 steps to $20.11 Leading power engineer: $44.78 rising 4 steps to $48.35 Power engineer: $42.65 rising 4 steps to $46.05 Leading utility operator: $34.29 rising 4 steps to $37.03 Utility operator: $32.66 rising 4 steps to $35.27 Leading ground-hand equipment operator: $32.38 rising 4 steps to $34.96 Regional planner: $41.86 rising 4 steps to $45.20 Customer planner: $30.44 rising 4 steps to $32.22 $32.87 Forestry coordinator: $33.58 rising 4 steps to $36.26 Planning support administrator: $33.84 rising 4 steps to $36.54 Work management specialist: $32.19 rising 4 steps to $34.76 Editor's notes: Apprenticeship fund: Employer will pay $0.02 on all hours paid per employee into apprenticeship fund. In addition, employer will deduct and remit additional $0.02 per hour on all hours paid from all employees into apprenticeship fund. Traveling expenses: When employer does not provide company vehicle, employees assigned to temporary job site will receive 1 hour's pay at straight-time per working day and employees will be eligible for mileage in accordance with company policy for incremental travel between home to defined headquarters and home to temporary job site. When employer does provide company vehicle, employees assigned to temporary job site will receive 1 hour's pay at straight-time per working day. Education fund: Employer will pay $0.02 on all hours paid per employee into education fund of IBEW, Local 1928. In addition, employer will deduct and remit additional $0.01 per hour on all hours paid from all employees into education fund.

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