FPL STORM GUIDELINES FOR
BARGAINING UNIT EMPLOYEES
Storm assignment considerations (bargaining unit) when a determination has been made to hold crews to "ride out" a storm at a specific work headquarters, the employees should be offered the assignment using the posted overtime list.
For assignments of an emergency nature, such as storm or rush work, where employees are temporarily assigned away from their regular headquarters and required to be away overnight, for the company or other utilities in or out-of-state, consider the following practices and discuss with employees as appropriate:
1. Assignments:
n Company selects headquarters, classifications, and number of employees to be traveled by the selected classifications within the headquarters. The employees with the most actual overtime hours worked will be offered the assignments first.
n Classification: If there is a known need for a specific classification, the employees of that classification should be offered the storm assignment by need. For example, if a need for a lead specialist is known prior to travel, the lead specialists should be asked by actual OT hours worked. The remaining need for line specialists or restoration specialists would be filled using the list specific to their classification.(Relieving)See #10.
Offer storm assignments in the following order:
1. High to low, based on actual number of OT hours worked
2. Low to high, number of hours on the OT list
3. By seniority
4. If necessary (see note below), force by inverse seniority
Note: Prior to forcing any employee for the assignment the company will consider requesting volunteers, by classification, from nearby location provided that this does not create a situation whereby travel crew departure is impacted.
2. Travel Crew Guidelines:
Travel preparation: If an employee is called-out with less than 12 hours notice the following will apply:
• One hours pay for travel prep. (packing) for any overnight travel assignment for which the company provides temporary lodging
• Actual travel time pay from the employees home to the service center or staging site for those called with less than 12 hours notice (ref. par. 38 (b) of the MOA)
• Employees that are sent home to pack and return without a break of continuous hours will be paid straight through
• Winter foul weather gear: The employee will be solely responsible for providing their own foul weather gear with the exception of rain gear and rubber boots. FPL will NOT provide winter gear. Employees accepting a travel assignment must be made aware of the conditions that they will be working in and then decide if they have the proper clothing to work the assignment.
Exception: If an employee is forced to travel and he/she does not have the proper clothing for the assignment, the company will provide them with the needed clothing. However, the company purchased clothing will be collected from the employee at the end of the assignment.
3. Schedule:
• The provision which requires employees to work 14 1/2 hours when out of town on storm assignments was intended to ensure maximum effort for restoration. Employees will be paid all worked hours, including travel on the first day. On the last day of the assignment employees should be paid actual hours worked, including travel back to their regular work headquarters.
• For restoration events anticipated to last more than 4 days, employee’s days off will not be changed, and employees shall be paid a minimum of 14 ½ hours per day, with starting time of 6:00 A.M. The first eight (8) hours will be at straight time wages. Overtime should be at the end of a schedule and considered "holdover" for the purpose of determining meals, etc.
4. Overtime:
• Crews should anticipate extended workdays up to sixteen (16) hours. Working in excess of 16 hours will be avoided.
Efforts will be made to ensure employees are given 8 hours of rest.
5. Length of Assignment :
New Language as Per the 2004-2008 MOA
Restoration days will be calculated beginning with the first day of any crew movement within the company's territory.
Traveling employees and employees working in the impacted area will receive a paid day off after 13 consecutive days of restoration. This paid day will be observed on the 14th, 15th or 16th day.
Employees not traveling, but working extended hours supporting normal operations may request one day of unpaid rest after 13 consecutive days of restoration
After 21 days an employee may request to be replaced on a travel assignment. The request shall be granted based on the availability of personnel and the seniority provisions of this agreement.
- In case of personal emergencies, arrangements will be made to return the employee home.
6. Meals:
When a satisfactory meal is provided by the company, or host utility, it will be in lieu of the flat rate meal allowance as provided in paragraph 41 of the memorandum of agreement. Concerns from employees regarding whether meals are satisfactory should be addressed by staging site management, Labor Relations and Union representatives.
• Morning Meal: The morning meal will be provided by the company or host utility.
•
Option I: If the meal is provided at the place of lodging, the scheduled
starting time should begin at the time of departure from the place of
lodging after the meal. The employee is not paid for meal time.
Option II: If the employees are transported to another location for this meal,
the scheduled starting time should be when they are picked up at
the place of lodging. The employee would be paid through
mealtime.
• Midday meal: The midday meal will be provided by the company or host
utility and in most cases the employee would be paid
through mealtime.
• Evening meal
Option I: If at the end of the workday the meal is provided at the place of
lodging, pay should stop on arrival at the place of lodging.
Option II: If at the end of the workday the meal is provided at a location other
than the place of lodging, employees will be paid travel time to the
location of the meal and to the place of lodging exclusive of time
spent eating.
Option III: If a rush work meal is provided (tied over), the employee will receive
the flat meal allowance as provided in paragraph 41 of the MOA.
8. Lodging:
• Personnel will be expected to share accommodations.
9. Phone Calls:
• Personnel will be allowed one (1) telephone call home per day for a reasonable time period. Supervisors may approve additional calls based on special circumstances.
• Calls made by cell phone will be reimbursed for up to one call per day on reasonable charges to be determined by management. Supervisors may approve additional calls based on special circumstances.
10. Relieving:
• When assembling traveling crews for restoration and the need to relieve into a higher classification arises, the total service center population by qualifications and seniority shall be asked in order to fill the vacancy. Or, the vacancy can be filled by forcing the junior person of the higher classification by inverse seniority.
• Vacancies that occur while on storm assignment that require relieving shall be filled by the senior qualified person or by inverse seniority if no one volunteers to relieve. If apprentices or lower classifications are traveling, clarify temporary relieving assignments, if applicable.
11. Holidays:
• Clarify work expectations if a holiday occurs during a storm assignment.
12. Vacation:
• Vacation will not be granted during a storm assignment unless mutually agreed to by the company and the employee.
IMPORTANT: Contact your area HR Consultant prior to requiring any employee to return against his/her wishes from scheduled vacation.
13. Grievance Resolution:
• Should any difference arise between a bargaining unit employee and a representative of this company, the employee and/or the job steward shall discuss such difference informally with the immediate storm supervisor for the purpose of settling differences in the simplest and most direct manner in order to avoid a grievance. This would include schedules, overtime and meal issues.
The matter may become a formal grievance if reduced to writing, signed by the party making the grievance and taken up with the immediate supervisor within four (4) calendar weeks after it's occurrence.
Every attempt should be made to resolve grievance issues on a timely basis. However, due to the extenuating circumstances, it may be necessary to mutually agree to extend the first step grievance time limit. This should be done in writing on the face of the grievance document.