Below are Letters of Agreements (LOA’s), Memorandums of Understanding (MOU’s – which are essentially the same as LOA’s), and Review Committee decisions (RC’s) from the current and previous contract cycles. For other documents and historical research, consult the ESC PG&E steward database or contact your Union Rep.
Use the search box to the right to filter for relevant documents.
Six-month pilot program in which Job Owners will collect basic information on every job and possibly more detailed information, depending on their qualifications. This means that Job Owners who were not previously Estimators will not be required to collect technical data, but will be encouraged to learn how to. It was important to make this agreement based on feedback from Job Owners about their workload and the impact of new additional fielding duties.
Preserves and expands options for starting times to promote work-life balance for SPD and Estimators and ADE’s in Gas Ops (“GDPM&E”).
Provides for extension of current contract provisions for two years, with 3% GWI in 2020 and 2021 each, and reopener bargaining for benefits when IBEW will also be negotiating employee benefits.
Provides a 24-month period with incentives for Gas Mappers to move voluntarily into five central offices, 1 per Bid Region plus Bishop Ranch. Incentives are $20K in first year, $10K in second year, plus $5K moving allowance, if qualified. No layoffs or involuntary relocations (some exception) for the 24 months.
Provides a 24-month period with incentives for Electric Mappers to move voluntarily into four central offices plus DCC’s. Incentives during calendar year 2018 only are $20K for System Center or DCC, $10K for other offices, plus $5K moving allowance, if qualified. No layoffs or involuntary relocations (some exception) for the 24 months.
Cancels and supersedes previous retention agreement (LOA 16-18) in accordance with CPUC decision. Retention program 15% of base pay for seven years in two periods. Enhanced placement and other options.
Establishes the New Business Rep and Permit Facilitator classifications; Voluntary relocation incentive program for Estimators, ADE’s, SNBR’s, IPE’s and a few Gas Distribution Engineers; Prevent layoffs and most involuntary relocations for those classifications for two years; RDO’s for Estimators in Design Center locations; Some changes to work process between Estimating offices, and between SNBR and Gas DE
Establishes job descriptions, salary range and other provisions for Senior and Senior Consulting Gas Distribution Engineers and includes revision to existing Gas Distribution Engineer job description.
Clarifies issues around upgrades to supervisor. Routine level employees still in training should NOT be upgraded to Supervisor at all; if this somehow happens, after two weeks their training will be frozen and they will not be allowed to work OT.
Immediate offering of a Permit Facilitator position in San Carlos to incumbents in the office, while long term PF classification is still being negotiated.