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would not have an impact to the budget but would have a potential impact to response <br /> time. The Committee has elected to submit the request to the Commission for <br /> consideration. <br /> 3. Nightwork Rest Time—The ERMU Handbook establishes: "The Utilities will provide <br /> a regular field worker with one hour paid rest time for each hour worked between <br /> midnight and the start of the worker's scheduled shift, excluding work performed <br /> after midnight on Saturday or Sunday. The worker must make arrangements with his <br /> or her supervisor before taking such rest time. This nightwork rest time shall be <br /> taken during the next scheduled work shift. If the supervisor does not release the <br /> worker to take this nightwork rest time, all hours worked by the worker on the next <br /> scheduled shift shall be paid at one and one half times the worker's base rate of pay. <br /> It is the employee's responsibility to note the supervisor and obtain approval prior <br /> to taking the rest time. It is also the employee's responsibility to take the nightwork <br /> rest time if it is approved by the supervisor." Lineworkers have requested that this <br /> time period be modified to 10:00pm through 6:00am. This shifts the start of the <br /> period back 2 hours and the end of the period back 1 hour effectively increasing the <br /> coverage period by 1 hour. Because of frequent scheduled outages that are typically <br /> scheduled between 6:00am and 7:00am, this requested change would likely reduce <br /> operating costs slightly. The Committee elected to submit this request to the <br /> Commission for consideration. <br /> 4. Sick Time Conversion—The ERMU Handbook Establishes: "Employees who <br /> voluntarily end their employment and who give the Utilities proper (generally at least <br /> two-weeks) notice, and employees whose employment ends involuntarily because of <br /> lack of work, will have 50%of unused sick leave, up to a maximum of 100 days, <br /> converted into cash and deposited into their Post Employment Health Care Savings <br /> account provided they sign and do not rescind an agreement releasing claims arising <br /> out of their employment, in a form prescribed by the Utilities. Employees <br /> involuntarily terminated by the Utilities for any reason other than lack of work shall <br /> not be eligible to receive such conversion." Employees have requested that the <br /> maximum conversion be increased to 120 days to be consistent with the sick time <br /> bankable hours allowed by policy. At journeyman lineworker wage, this would have <br /> a potential liability of$2,864 conversion payout at separation of employment for any <br /> employee who had worked the equivalent of 10 years without taking sick time. The <br /> Committee has elected to submit this to the Commission for consideration. <br /> 5. Meal Per Diem—The Committee discussed establishing a per diem reimbursement <br /> policy. Currently, employees submit receipts for meal expenses occurring while <br /> attending trainings where meals are not included, meal expenses occurring while <br /> traveling on company business, or for other preapproved reasons. These receipts are <br /> subject to approval by management. If approved,a reimbursement will be made to <br /> the employee. In the past few years there have been employees requesting to have <br /> funds provided prior to the planned meal expense occurrence. There have also been <br /> issues with employees not getting an itemized receipt or losing their receipts. These <br /> POE I ► <br /> Page 3 of NATURE <br /> RelieGe Public <br /> Power Provider Pow,nEO To Srnvr <br />