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COLLECTIVEBARGAININGAGREEMENTBetweenCHICAGO JOURNEYMEN PLUMBERS'LOCAL UNION 130, U.A.AndCITY OF CHICAGOEffective July 1, 2007ThroughJune 30, 2017Ratified by City Council on:December 12, 2007356578.1
CITY OF CHICAGOAGREEMENT WITHCHICAGO JOURNEYMEN PLUMBERS'LOCAL UNION 130, U.A.TABLE OF CONTENTSPageARTICLE 1 - RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1ARTICLE 2 - MANAGEMENT RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2ARTICLE 3 - NON-DISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 3.1 Equal Employment Opportunities . . . . . . . . . . . . . . .Section 3.2 No Discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 3.3 Grievance of Alleged Violation . . . . . . . . . . . . . . .Section 3.4 Reasonable Accommodation . . . . . . . . . . . . . . . . . . . . .44444ARTICLE 4 - WAGESSection 4.1Section 4.2Section 4.35Section 4.4Section 4.5Section 4.6Section 4.7.Prevailing Wage Rates . . . . . . . . . . . . . . . . . . . . . . . .Prevailing Rate Adjustments . . . . . . . . . . . . . . . . . .Non-Prevailing Wage Rates Governing FirstFive-Years of this Agreement (07/01/2007to 06/30/2012) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Non-Prevailing Wage Rates GoverningSecond Five-Year Term (07/01/2012 to06/30/2017) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Retroactivi ty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Out of Grade Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Payment of Wages . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5567889ARTICLE 5 - HOURS OF WORK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 5.1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 5.2 The Work Week . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 5.3 The Work Day . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 5.4 Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 5.5 Reporting Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 5.6 Call-In Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 5.7 Emergency Call Pay . . . . . . . . . . . . . . . . . . . . . . . . . .1111111212131414ARTICLE 6 - HOLIDAyS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 6.1 Current Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 6.2 Payment for Holiday . . . . . . . . . . . . . . . . . . . . . . . . .Section 6.3 Failure to Report to Work on ScheduledHoliday . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 6.4 Holiday Observance . . . . . . . . . . . . . . . . . . . . . . . . . .151516i1717356578.1
ARTICLE 7 - VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18Section 7.1 Amount . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18Section 7.2 Pro Rata Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . 18Section 7.3 Forfeit of Vacation . . . . . . . . . . . . . . . . . . . . . . . . . 19Section 7.4 Employees Laid-Off or Discharged . 20Section 7.5 Rate of Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20Section 7.6 Selection . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21Section 7.7 Non-Consecutive Vacation Days . 22Section 7.8 Reciprocity With Other Agencies . 23ARTICLE 8 - CONTINUOUS SERVICES ., . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 8.1 Definition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .section 8.2 Interruption in Service . . . . . . . . . . . . . . . . . . . . .Section 8.3 Reciprocity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .section 8.4 Break in Service . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 8.5 Probationary Employment .242424252526ARTICLE 9 - GROUP HEALTH, VISION CARE, DENTAL, LIFE ANDACCIDENT BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 9.1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 9.2 Joint Labor Management CooperationCommittee On Health Care .Section 9.3 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 9.4 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .303131ARTICLE 10 ectionLEAVES OF ABSENCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10.1 Bereavement Pay . , .10.2 Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10.3 Jury Duty Leave/Subpoena .10.4 Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10.5 Duty Disability Leave . . . . . . . . . . . . . . . . . . . . . .10.6 Personal Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10.7 Medical Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10.8 Union Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .323233343435353739ARTICLE 11 - DISCIPLINE AND GRIEVANCE ARBITRATION .Section 11.1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Section 11.2 Procedure For Department Review ofDisciplinary Action Including Suspension .Section 11.3 Grievance and Arbitration . . . . . . . . . . . . . . . . . .Section 11.4 Conduct of Disciplinary Investigations . , .3939ARTICLE 12 SectionSectionSectionSection6262626363NO STRIKES-NO LOCKOUT . . . . . . . . . . . . . . . . . . . . . . . . . . . .12.1 No Strikes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12.2 Union Efforts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12.3 Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12.4 No Lockout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .ii2727444656356578.1
ARTICLE 13 SectionSectionSectionSectionDUES CHECK-OFF AND FAIR SHARE . . . . . . . . . . . . . . . . . . . .13.1 Indemnification/Authorization . . . . . . . . . . . . . .13.2 Fair Share . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13.3 Right of Non-Association . . . . . . . . . . . . . . . . . . .13.4 Condition of Employment . . . . . . . . . . . . . . . . . . . .6363646465ARTICLE 14 ectionSectionSectionMISCELLANEOUS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14.1 Job Titles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14.2 Traditional Work . . . . . . . . . . . . . . . . . . . . . . . . . . .14.3 Jurisdictional Disputes . . . . . . . . . . . . . . . . . . . .14.4 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . .14.5 Rules of Conduct Changes . . . . . . . . . . . . . . . . . . .14.6 Safety . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14.7 Information to Union . . . . . . . . . . . . . . . . . . . . . . .14.8 Subcontracting . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14.9 Automobile Reimbursement . . . . . . . . . . . . . . . . . . .14.10 Telephone Expense Reimbursement .6565666769697071727374.ARTICLE 15 SectionSectionSectionSectionSectionSectionLAYOFF AND RECALL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15.1 - Notice of Layoff . . . . . . . . . . . . . . . . . . . . . . . . . .15.2 Order of Layoff . . . . . . . . . . . . . . . . . . . . . . . . . . . .15.3 Bumping . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15.4 Recall . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15.5 Hiring During Layoffs . . . . . . . . . . . . . . . . . . . . . .15.6 Lottery . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .75757576767677ARTICLE 16 - BALANCING THE WORKFORCE AND REASSIGNMENTPROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77ARTICLE 17 ectionSectionFILLING OF PERMANENT VACANCIES . . . . . . . . . . . . . . . . . . .17.1 Definition of Vacancy . . . . . . . . . . . . . . . . . . . . . .17.2 Filling of Permanent Vacancies . . . . . . . . . . . . .17.3 Recall . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17.4 Rights of Employees in Abolished Classes .17.5 Transfer Request Procedure . . . . . . . . . . . . . . . . .17.6 Posting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17.7 Acting In A Higher-Rated Job . . . . . . . . . . . . . . .17.8 Acting In A Lower-Rated Job . . . . . . . . . . . . . . . .17.9 Detailing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .78787878797980848586ARTICLE 18 - SEPARABILITy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 87ARTICLE 19 UNION REPRESENTATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 87Section 19.1 Union Stewards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 87Section 19.2 Right of Access . . . . . . . . . . . . . . . . . . . . . . . . . . . . 87iii356578.1
ARTICLE 20 SectionSectionSectionSectionSectionDRUG AND ALCOHOL PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . .20.1 Policy Statement . . . . . . . . . . . . . . . . . . . . . . . . . . .20.2 Definitions . , . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20.3 Disciplinary Action . . . . . . . . . . . . . . . . . . . . . . . .20.4 Drug and Alcohol Testing . . . . . . . . . . . . . . . . . .20.5 Employee Assistance Program . . .888889909193ARTICLE 21 - JOINT APPRENTICESHIP AND TRAINING PROGRAMINITIATIVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94Section 21.1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94Section 21.2 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94ARTICLE 22 - RATIFICATION AND TERMINATION . . . . . . . . . . . . . . . . . . . . . 95ARTICLE 23 - TERM OF AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97SIDE LETTER - JOINT APPRENTICESHIP AND TRAINING PROGRAM IINITIATIVE: LMCC REFERRAL . . . . . . . . . . . . . . . . . . . . 103SIDE LETTER - HEALTH CARE PLAN:LMCC REFERRAL . . 105SIDE LETTER - FOUR 10-HOUR DAY WORKWEEK . . . . . . . . . . . . . . . . . . . . . . 107iv356578.1.
CITY OF CHICAGOAGREEMENT WITHCHICAGO JOURNEYMEN PLUMBERS'LOCAL UNION 130, U.A.AGREEMENTThis Agreement is entered into by and between the City ofChicago,anIllinois MunicipalCorporation(hereinafter calledthe "Employer") and the Chicago Journeymen Plumbers' Local Union120 U. A. ,(hereinafter called "the Union"),establishing,certainthroughprovisionscondi tionstheprocesscoveringof employmentforofwages,thefor the purpose resented by Unionagree as follows:ARTICLE 1RECOGNITIONThe Employer recognizes the Union as the sole and ingjobclassifications:District Superintendent of Water DistributionAssistant District Superintendent of Water DistributionDistrict Foreman of Water Pipe ConstructionForeman of Water Pipe ConstructionPipe Location Machine OperatorCaulkerHydrant InspectorDirector of Plumbing Test Laboratory1356578.1
Chief Plumbing InspectorAssistant Chief Plumbing InspectorPlumbing Inspector In ChargePlumbing InspectorChief Water Rate TakerSupervisor of Water Rate TakersWater Rate TakerWater Meter AssessorGeneral Foreman of PlumbersForeman of PlumbersPlumberPlumber (sub-Foreman)District Superintendent of SewersForeman of Sewer CleaningAssistant Foreman of Sewer CleaningSupervising House Drain InspectorHouse Drain InspectorThe Unionisauthorized to bargainemployees with respect to rates of pay,terms and conditions of employment.herein,referstotheabovecollectively forwages,suchhours and otherThe term "employee" as usedjobclassifications,unlessspecified to the contrary.ARTICLE 2MANAGEMENT ndresponsibilities belong solely to and are exclusively vested inthe Employer,except only as they may be subject to a specific2356578.1
and express obligation of this Agreement.powers,and ationsbut not wholly ondirection of the working forces,the right to suspend,Among these rights,includingdiscipline,thereof,are alloftheandthe(but not limited to)or discharge forjust cause;to layoff by reason of lack of work, by reason of lack of eeconomic reasons;to operations,orinothertransfer and assign work,promote, demote, or recall; to make and enforce reasonable rulesand regulations,thehoursofto maintain order and efficiency;work;todeterminetheextent of the Employer's todetermineandAllthenumberinsure maximumenforcethe size,facili ties.the types and quantities yand the quality and quantity of workmanshipand work required toestablishandthe right to contract out or subcontract;determineshall be employed,tomaterialsprocesses,character and method of operation,(but not limited to)theandservices,to scheduleoffairefficiency of operations;productionstandards;andtonumber and location of its departments andthe provisions of this Articleexclusively in the Employer,are vestedexcept as expressly abridged by aspecific provision of this Agreement.3356578.1
c· ,ARTICLE 3NON-DISCRIMINATIONSection3.1Equal.Employment OpportunitiesThe Union agrees to work cooperatively with the Employer toinsure equal employment opportunities as required by law in inginthis Agreement shall be interpreted to cause a negative effecton said efforts.It is understood and agreed that this Articleshall neither affect nor be interpreted to adversely affect theseniority provisions of this Agreement.Section 3.2No scriminateagainst any employee covered by this Agreement in a manner mentaland/or physical handicap or activity on behalf of the Union.Section 3.3Grievance of Alleged ViolationGrievances by employees alleging violations of this Articleshall be resolved through Step II of the Grievance procedure ofthis Agreement,but shall not be subject to arbitration unlessmutually agreed by the parties.Section 3.4IntheReasonable AccommodationeventtheEmployerreasonable accommodation underAct("ADA")totheshallberequiredtomakeathe Americans With oyee that may be in conflict with the rights of an employeeunder this Agreement,the Employer shall bring this matter to4356578.1
the attention of the yer'sandtheThe provisions of Article 11 ded that no incumbent employee shall be displaced by suchdecision of the Arbitrator.ARTICLE 4WAGESSection 4.1Prevai1ing Wage RatesEffective July 1, 2007, employees covered by this agreementshall continue to receive the hourly rate being paid to craftsorjobclassificationsCounty rkused byintheCookUnitedStates Department of Labor in administering the Davis-Bacon Appendix A appended to and made a part of this Agreement.Section 4.2Prevai1ing Rate AdjustmentsEffectiveonbeginning in 2007,July1ofeachyearofthisAgreementthrough the period ending June 30, 2017,thewage rate referred to in the immediately preceding section shallbe adjusted to reflect the hourly wage rates effective on suchdates being paid to crafts or job classifications doing similarwork in Cook County pursuant to the formula specified in Section4.1above and assetforthin Appendix A.In the eventthehourly wage rates effective July of each year covered by this5356578.1
Agreement are established at an effective date later than July1,then such rates,effective date.when established,shall be paid as of saidIn no event will the Employer adjust said wagerates more than one time in any calendar year.Section 4.3Non-Prevailing Wage Rates GoverningYears of this Agreement (07/01/2007 to 06/30/2012)Effective the following dates,adjustments below forallemployeesFirstFive the City will make the wagewhoarein non-prevailingrate classifications and who are either on the payroll as of theeffective date or on lay-off with recall rights:Year 1: Effective 07/01/20071% Effective 01/01/20082.25%Year 2: Effective 01/01/2009 - 3%Year 3: Effective 01/01/2010 - 3%Year 4: Effective 01/01/2011 - 3.25%Year 5: Effective 01/01/2012 - 3.5%6356578.1
Section 4.4Non-Prevailing Wage Rates Governing Second Five Year Term (07/01/2012 to 06/30/2017)Effective the following dates, the City will make the wageadjustments below for all employees who are in non-prevailingrate classifications and who are either on the payroll as of theeffective date or on lay-off with recall rights:Year 6: Effective 01/01/2013 - 2%Year 7 : Effective 01/01/2014 - 2%Year 8: Effective 01/01/2015 - 2%Year 9: Effective 01/01/2016 - 2%Year 10: Effective 01/01/2017 - 2%"Me Too" Clause:If a majority of City unionized employees innon-prevailing wagerateclassifications**receiveanacross the-board percentage increase in their regular base rate of payin any contract year higher than the increase set forth above inany such year, employees in non-prevailing rate classificationscovered by this Agreement shall have their wage adjustment veincrease and the higher across-the-board percentage increase in7356578.1
ployees in non-prevailing wage rate classifications** receivealumpsum paymentinanycontractyear,employeesinnon prevailing rate classifications covered by this Agreement shallreceive the same lump sum payment in any such year.agree to confer regarding the timing,The partiesamount and implementationof any wage adjustment or lump sum payment under thisSectionprior to such adjustment being paid.**Exclusive of sworn employees of the Chicago Police Departmentand uniformed members of the Chicago Fire Department.Section 4.5RetroactivityThe increases set forth in Article 4, Sections 4.1 and 4.3,are payable to affected employees who, as of August 2, 2007, areei theronthelayoff ateonareretiredoffinalratification of the Agreement by the City Council, inclusive.Section 4.6AnandOut of Grade Payemployeedoescovered by thisperformsubstantiallyresponsibili ofjobhigherwhodirected tothewi nsistent with his own tenure for all such time from the firstday of theassignment.The Employer agrees thatit will make8356578.1
such assignments for not less than an employee's full work day.Such payment shall be made on the next regular payday or as soonthereafter as is possible,but in no event later than the payperiod following the pay period in which the payment was earned.Section 4.7(a)Payment of WagesAll regular base wages will be paid to employees not yisfollowingtheendofearned.Allovertimetheorpremium pay shall be paid to employees not later than thesecondregular payperiodinwhichdayitfollowingisarbitration involving atheend ofInearned.thethe payrolleventofandispute arising solely under thisSection, the losing party will pay the entire amount of thearbitrator's fee.(b)In the event an employee's pay check, at the time specifiedin paragraph (a)above,fails to include all of the regularbase,and/orpremiumovertimeenti ployeethewillpromptlyin submit a payrollonthe"EmployeePayroll Inquiry Form" attached hereto as Appendix B.employee'ssubmission ofissuch Form shalltollThethe periodfor processing a grievance filed by the employee or Unionover such dispute.If the Department concludes that thereis a shortage in the employee's paycheck, and if the amount9356578.1
in question exceedssupplementalshortage, 100.00,payrolltowillissueandthe Department will submit ount on the next scheduled check/deposit advice oftheemployee'sShortages less than 100.00 will be added tothe employee's next regular pay check.(c)Should an employee not receive this supplemental check (forasumgreatercheck/depositthan eperiod,will pay to the employee the sum of 5.00periodthereafteruntilthefullEmployerfor every paysupplementalcheckisreceived.(d)It is understood that pay shortages relating to newly-hiredemployees,persons(including butreturningnotleavesfromlimited toofabsenceduty disability),overtimeearned under the City's emergency snow removal program, ph does not supersede any other payment obligationswith respect to the payments referred to in this paragraphwhich may be contained elsewhere in this rning the City's payroll practices,form a Labor Management City'sbymembersdiscussionthe parties willconsisting of fourtheofCitytheandbyCommittee(4)thewill10356578.1
lations.Theshallselectfour(4 )representatives to serve as members of the Committee.Committeewillmeetnotlessthanfrequently as the need may arise,regarding payroll,Theorquarterly,moreto review ongoing issuescompliance with this Section,or otherissues of mutual concern which may arise during the life ofthe parties' Agreement.Coalition,theCityIn addition, at the request of themayincludefromtime-to-timearepresentative of the Coalition at the Comptroller's weeklystaff meetings with Department heads to review and addresspending payroll inquiries from bargaining unit employees.ARTICLE 5HOURS OF WORKSection 5.1This Article shall be to calculate overtime and shall notbe a guarantee of work or hours for any day or week.Section 5.2The Work WeekThe work week shall be aregular recurring sevenperiod beginning at 12:00 midnightSaturday)Sundayandendingat(7)day(one minute after 11:59 P.M.12:00midnightthefollowingSunday.The normal work week shall consist of fiveeight hour days,daysoff,Monday through Friday,exceptwheretheand srequire11356578.1
different scheduling needs.The Employer will notify the Unionof these exceptions.Section 5.3The Work DayThe normal work day shall begin at4:30 p.m.,including a one-half(1/2)8:00 a.m.and end athour unpaid lunch period,except where different hours are currently in mployer may change the established starting time of thethroughFriday work dayforadepartment,crew or individual upon fourteenUnionandaffectedemployees,Said starting timesbureau,theMondaywork unit,(14) days written notice to theandshall not bediscussionwithscheduled morethethanUnion;two{2}hours.·.before . the regular starting times currently in effect inthis Agreement.the parties,All such changes, unless otherwise agreed to byshall be in effect for a minimum of one(l)week,and shall provide for the same starting times each day of thatperiod.No employee shall be placed on a split shift withoutagreement by the Union.shallresultintheFailure to comply with this provisionpaymentofappropriatepremiumtimetoaffected employees.Section 5.4OvertimeOvertime and premium pay for employees shall be defined andpaid in accordance with the historical and traditional edintheprivate sector and which historically and traditionally governssaid payment.The Union shall certify and provide evidence to12356578.1
the Employer of said overtime and premium definitions and ratesas described above.All work performed prior to the start of the regular shifton aregularly scheduled work day and all work performed aftereight(8)hours worked in any 24 hour period;such whenweek;Saturday is not part ofthe employee'sregular workor on the sixth consecutive day worked in the Employer'swork week,theor on Saturday asshall be paid for at one and one-halfregularstraightperformed on Sunday,regular work week;be paid forcompletedhourlyrateofpay.timesAllworkwhen Sunday is not part of the employee'sor the seventh consecutive day worked,at tworate of pay.time(1 1/2)(2)timestheshallregular straight time hourlySuch overtime shall be computed on the basis offifteenminutesegments.EmployeesexemptfromtheFair Labor Standards Act shall be given compensatory time on anhourforFriday,forhourbasisand willforcontinuealltoovertimeworkedreceive overtimeMondayonaSaturday and Sunday overtime as per the vertimeofovertimeand/orand/orpremium paythroughcash basispractice.premium pay.shallnotbepaid for the same hours worked.Section 5.5Reporting PayWhen an employee reports for his or her regularly scheduledshift,theemployeeshallreceiveaminimum oftwo(2)hourswork or pay at the employee's regular straight time hourly rate,unless the employee was told at least three hours prior to hisor her normal starting time not to report for work,except for13356578.1
reasons beyond the Employer'sunderthisprovision,personwi thintheemployeesDepartmentTo be eligible for ttelephonehours,he or shenumber.If the employee works more than twoshall receive a minimum of fourday.(4)(2)hours work or pay for thatIf the employee works more than fourshall be guaranteed eightemployeewhodoesnot(4)hours,he or she(8) hours work or pay for that day. Ancompleteanormaleight(8)hourshiftbecause he or she is sent home by the Employer shall have orcompensatory time for that day upon notice to the Employer.Section 5.6Call-In PayExcept as otherwise agreed in writing,employees called inoutside of their regular working hours shall receive a minimumof two(2)hours pay at the appropriate overtime rate from thetime that they arrive at their workplace.The term "call-in pay" as used in this Section shall refertoanemployee being brought back tonormal work day,workoutsideofhis/herand shall not refer to any situation where theemployee is brought into work or required to stay at work cheduledshift.Section 5.7Emergency Call PayIn the event a General Foreman or Foreman is directed bythe Employer to respond to emergency calls from home and outsideof his or her regular working hours, he or she will be granted14356578.1. j
compensatory time at the appropriate rate for all verified timespent responding to the emergency from home,with a minimum of15 minutes of compensatory time to be granted in any calendarday on which any such emergency responses were required, up to amaximum of two hours of compensatory time in any calendar day.ARTICLE 6HOLIDAYSSection 6.1(a)Current HolidaysFull-time hourly employeesshallreceive eight hoursstraight-time pay for the holidays set forth below:l.2.3.4.5.6.7.8.9.New Year's DayDr. Martin Luther King's BirthdayCasimir Pulaski DayMemorial DayIndependence DayLabor DayColumbus DayThanksgiving DayChristmas lowing days off without any change in their regular salary:1.2.3.4.5.6.7.8.9.10.11.12.(c)New Year's DayDr. Martin Luther King's BirthdayCasimir Pulaski DayLincoln's BirthdayWashington's BirthdayMemorial DayIndependence DayLabor DayColumbus DayVeterans DayThanksgiving DayChristmas hisAgreemententitledtooneincluding(1 )paid15356578.1
personal day in each year of this Agreement. At the employee'soption, the personal day may be scheduled in accordance with thevacationselection proceduresAgreement.dayinsetforthin Article7 ofthisIf the employee elects not to schedule said asprovided above, such day shall be designated by the employee andshall not be denied by the Employer. If the employee is requiredor allowed to work on such designated day,the employee shallreceive the appropriate holiday premium rate.An employee mayelect to carryover the personal day to the following calendaryear provided such carryover shall not exceed fivedays.Employeesmaynotdesignateconnection with an exi ting holiday,schedule unlessrequested bythesuchuponwritten notice and approved by the personaldaypersonalGood Friday,employeeaf
CHICAGO JOURNEYMEN PLUMBERS' LOCAL UNION 130, U.A. And . CITY OF CHICAGO . Effective July 1, 2007 Through June 30, 2017 . Ratified by City Council on: December 12, 2007 . 356578.1 . CITY OF CHICAGO AGREEMENT WITH CHICAGO JOURNEYMEN PLUMBERS' LOCAL UNION 130, U.A. TABLE OF CONTENTS .
![Labour Act [Chapter 28:01] and Selected Regulations - Zctu](/img/48/labour-20act.jpg)
