Common use of Wages / Job Evaluation Clause in Contracts

Wages / Job Evaluation. 1. Employees must attain an overall Performance Appraisal rating of "Success" or above to receive the general wage increases. Eligibility for any lump sum payment, rate step increase and/or Annual Bonus Payment (ABP) payment requires an overall Performance Appraisal rating of "Success" or above. (a) All employees covered by this agreement shall be paid according to their wage grade and schedule set forth in Annex W, which by this reference is incorporated herein and made part hereof. For the duration of this Agreement, the hourly wage, wage grades and job classifications for employees eligible for membership in the Union shall not be changed except as provided in this Agreement. (b) In addition, for each year stated above, a lump sum payment (ABP) in an amount to be determined by the Board of Directors, provided, however, that as a condition precedent to such payment, the Company's rate of return on average common stock equity (ABP) must exceed a threshold amount predetermined for each fiscal year by the Board of Directors. When the Board of Directors, in its sole discretion, determines that such (ABP) threshold has been met, it shall authorize the cash payment, in a lump sum, and such payment shall be made by not later than April 1, of each qualifying year. Annex (ABP) provides the eligibility criteria for payments under this subsection. For purposes of this Section, the (ABP) requirements shall be the same as the (ABP) requirements that trigger payments to Company executive officers under the Company's Executive Incentive Compensation Plan. (a) When, during the term of this Contract, the Union contends that there has been a substantial change, or a number of minor changes which may constitute a substantial change in the job content of an existing job, the Union shall present the details of such changes on job change forms to Labor Relations. The Union shall also submit to Labor Relations all local (MD-DC-VA) and/or natural gas industry market wage data and other responsibilities and job data that reflect other job duties upon which it relies in support of its request for increasing or upgrade in the wage or wage grade of any job under this Contract. The Union may submit actuarial and/or accounting data as a part of its market wage data. (b) The benchmark standard for determining appropriate wage rates and grades for all jobs under this Contract shall be one of "total compensation" based on local (MD-DC-VA) wage data for the same or similar jobs in the local market. Where local market data is unavailable, the Company and the Union may consider natural gas industry wage data. (c) The Manager, Labor Relations shall appoint, on an ad hoc basis, an advisory committee of management employees to review job change forms and any local market wage data submitted by the Union and any such data otherwise obtained by the Company. The advisory committee should, at a minimum, include a member of the HR/Compensation staff, and a representative of management with supervisory and compensation authority over the position in review. (d) In the event that the ad hoc committee finds that there has been a substantial change in the job content of any job, the committee, after examining local (or industry) wage and benefits data, shall give the Manager, Labor Relations a recommendation (by, if possible, the last day of each month in which it meets) to increase, reduce, reclassify, or keep the wage for the job(s) unchanged. (e) Within 30 days of receiving the recommendation(s) of the ad hoc advisory committee, the Manager, Labor Relations shall make a determination to increase, reduce, reclassify, or keep the job's wage rate and/or grade unchanged. Where a job's wage rate/grade is increased, back pay for such increase shall be retroactive to the date of the substantial change(s) in the job that resulted in the increase, but such back pay shall not in any case exceed 6 months. Where a job's wage rate is lowered, any adjustment in pay shall be made prospectively from the date of the Manager, Labor Relations' determination. In either event, there shall be no reclassification of or change to any other existing job. 3. After the date of ratification of this Contract, when new jobs are established or existing jobs are revised, the job classifications and wage grades for such job shall be determined solely by the Company in the manner established in this Article. The Union will be supplied job descriptions, for "notice and comment," on new jobs or revised jobs, and the data on which the Company relied in determining the classifications and assigning the wage grades and rates ten (10) business days before such new/revised description shall become effective. 4. Any job evaluation grievance shall be presented to Labor Relations, in writing as a "Step 2" grievance under the Procedure for Adjusting Controversies (see Article 18, Section 5) within one hundred twenty (120) days after Labor Relations notifies the Union of any job evaluation action taken under this Article. At such grievance meeting, the Union shall present all wage and benefit data upon which it relies as a basis for its grievance. Thereafter, the time limits for the Union and the Company at such step shall apply. If such grievance is not resolved at that step, it may be taken to arbitration as provided in Article 18.

Wages / Job Evaluation. 1. Employees must attain an overall Performance Appraisal rating of "Success" “Meets Requirements” or above to receive the general wage increasesincreases referenced below. Eligibility for any lump sum payment, rate step increase and/or Annual Bonus Payment (ABP) XXX payment requires an overall Performance Appraisal rating of "SuccessMeets Requirements" or above. (a) All employees covered by this agreement shall be paid according to their wage grade Agreement shall, provided they meet the requirements of Section 1 above, receive effective June 1, 2015 a 2.75% increase, and schedule on June 1, 2016 a 3.0%increase and on June 1, 2017 a 3.0% increase and on June 1, 2018 a 3.0% increase and on June 1, 2019 a 3.25% increase in basic pay rates as set forth in Annex W, which by this reference such annex is incorporated herein and made a part hereof. For An employee who does not receive a general wage increase and/or rate step increase as a result of having received a less than “Meets Requirements” overall performance appraisal rating will be restored, after having received overall performance appraisal ratings of “Meets Requirements” or above for two consecutive future years, to the duration of this Agreement, wage rate and step at which the hourly wage, wage grades employee would have been but for the less than “Meets Requirements” rating. This provision shall not have any retroactive effect whatsoever and job classifications for employees eligible for membership in the Union such employee shall not be changed except as provided in this Agreemententitled to any back pay. (b) In addition, for each year stated above, a lump sum payment (ABP) in an amount to be determined by the Board of Directors, provided, however, that as a condition precedent to such payment, the Company's rate of return on average common stock equity (ABPXXX) must exceed a threshold amount predetermined for each fiscal year by the Board of Directors. When the Board of Directors, in its sole discretion, determines that such (ABP) XXX threshold has been met, it shall authorize the cash payment, in a lump sum, and such payment shall be made by not later than April 1December 15, of each qualifying year. Annex (ABP) XXX provides the eligibility criteria for payments under this subsection. For purposes of this Section, the (ABP) XXX requirements shall be the same as the (ABP) XXX requirements that trigger payments to Company executive officers under the Company's Executive Incentive Compensation Plan. (c) For the duration of this Agreement, the hourly wage rates, wage grades and job classifications for employees eligible for membership in the Union shall not be changed except as provided in this Contract. The Company and the Union further agree that as of the date of this Contract, the wage grade, rate and step increases, if any, have been negotiated and shall, except as provided below, remain fixed for the term of this Contract. (a) When, during the term of this Contract, the Union contends that there has been a substantial change, or a number of minor changes which may constitute a substantial change in the job content of an existing job, the Union shall present the details of such changes on job change forms to the Manager, Labor Relations. The Union shall also submit to the Manager, Labor Relations all local (MD-DC-VA) and/or natural gas industry market wage data and other responsibilities and job data that reflect other job duties upon which it relies in support of its request for increasing or upgrade in the wage or wage grade of any job under this Contract. The Union may submit actuarial and/or accounting data as a part of its market wage data. (b) The benchmark standard for determining appropriate wage rates and grades for all jobs under this Contract shall be one of "“total compensation" ” based on local (MD-DC-VA) wage data for the same or similar jobs in the local market. Where local market data is unavailable, the Company and the Union may consider natural gas industry wage data. (c) The Manager, Labor Relations shall appoint, on an ad hoc basis, an advisory committee of management employees to review job change forms and any local market wage data submitted by the Union and any such data otherwise obtained by the Company. The advisory committee should, at a minimum, include a member of the HR/Compensation staff, and a representative of management with supervisory and compensation authority over the position in review. (d) In the event that the ad hoc committee finds that there has been a substantial change in the job content of any job, the committee, after examining local (or industry) wage and benefits data, shall give the Manager, Labor Relations a recommendation (by, if possible, the last day of each month in which it meets) to increase, reduce, reclassify, or keep the wage for the job(s) unchanged. (e) Within 30 days of receiving the recommendation(s) of the ad hoc advisory committee, the Manager, Labor Relations shall make a determination to increase, reduce, reclassify, or keep the job's ’s wage rate and/or grade unchanged. Where a job's ’s wage rate/grade is increased, back pay for such increase shall be retroactive to the date of the substantial change(s) in the job that resulted in the increase, but such back pay shall not in any case exceed 6 months. Where a job's wage rate is lowered, any adjustment in pay shall be made prospectively from the date of the Manager, Labor Relations' determination. In either event, there shall be no reclassification of or change to any other existing job. 3. After the date of ratification of this Contract, when new jobs are established or existing jobs are revised, the job classifications and wage grades for such job shall be determined solely by the Company in the manner established in this Article. The Union will be supplied job descriptions, for "“notice and commentcomment ," ” on new jobs or revised jobs, and the data on which the Company relied in determining the classifications and assigning the wage grades and rates ten (10) business days before such new/revised description shall become effective. 4. Any job evaluation grievance shall be presented to the Manager, Labor Relations, in writing as a "Step 2" grievance under the Procedure for Adjusting Controversies (see Article 18, Section 5) within one hundred twenty (120) days after the Manager, Labor Relations notifies the Union of any job evaluation action taken under this Article. At such grievance meeting, the Union shall present all wage and benefit data upon which it relies as a basis for its grievance. Thereafter, the time limits for the Union and the Company at such step shall apply. If such grievance is not resolved at that step, it may be taken to arbitration as provided in Article 18.

Wages / Job Evaluation. 1. Employees must attain an overall Performance Appraisal rating of "Success" “Meets RequirementsSuccess” or above to receive the general wage increases. increases referenced below.. Eligibility for any lump sum payment, rate step increase and/or Annual ROEAnnual Bonus Payment (ABP) payment requires an overall Performance Appraisal rating of "Meets Requirements “Success" or above. (a) All employees covered by this agreement shall Agreementagreement shall, provided they meet the requirements of Section 1 above, receive effective June 1, 2015 a 2.75% increase, and on June 1, 2016 a 3.0%increase and on June 1, 2017 a 3.0% increase and on June 1, 2018 a 3.0% increase and on June 1, 2019 a 3.25% increase in basic pay rates as be paid according to their wage grade and schedule set forth in Annex W, which by this reference such annex is incorporated herein and made a part hereof. An employee who does not receive a general wage increase and/or rate step increase as a result of having received a less than “Meets Requirements” overall performance appraisal rating will be restored, after having received overall performance appraisal ratings of “Meets Requirements” or above for two consecutive future years, to For the duration of this Agreement, the hourly wagewage rate and step at which the employee would have been but, wage grades and job classifications for employees eligible for membership the less than “Meets Requirements” rating. This provision shall not have any retroactive effect whatsoever and such employeemembership in the Union shall not be changed entitled to any back pay.changed except as provided in this Agreement. (b) In addition, for each year stated above, a lump sum payment (ABP) in an amount to be determined by the Board of Directors, provided, however, that as a condition precedent to such payment, the Company's rate of return on average common stock equity (XXX (ABP) must exceed a threshold amount predetermined for each fiscal year by the Board of Directors. When the Board of Directors, in its sole discretion, determines that such (ABPXXX(ABP) threshold has been met, it shall authorize the cash payment, in a lump sum, and such payment shall be made by not later than April December 15April 1, of each qualifying year. Annex (ABPXXX(ABP) provides the eligibility criteria for payments under this subsection. For purposes of this Section, the (ABPXXX(ABP) requirements shall be the same as the (ABPXXX(ABP) requirements that trigger payments to Company executive officers under the Company's Executive Incentive Compensation Plan. (c) For the duration of this Agreement, the hourly wage rates, wage grades and job classifications for employees eligible for membership in the Union shall not be changed except as provided in this Contract. The Company and the Union further agree that as of the date of this Contract, the wage grade, rate and step increases, if any, have been negotiated and shall, except as provided below, remain fixed for the term of this Contract. (a) (a) When, during the term of this Contract, the Union contends that there has been a substantial change, or a number of minor changes which may constitute a substantial change in the job content of an existing job, the Union shall present the details of such changes on job change forms to the Manager, Labor Relations. The Union shall also submit to the Manager, Labor Relations all local (MD-DC-VA) and/or natural gas industry market wage data and other responsibilities and job data that reflect other job duties upon which it relies in support of its request for increasing or upgrade in the wage or wage grade of any job under this Contract. The Union may submit actuarial and/or accounting data as a part of its market wage data. (b) The benchmark standard for determining appropriate wage rates and grades for all jobs under this Contract shall be one of "total compensation" based on local (MD-DC-VA) wage data for the same or similar jobs in the local market. Where local market data is unavailable, the Company and the Union may consider natural gas industry wage data. (c) The Manager, Labor Relations shall appoint, on an ad hoc basis, an advisory committee of management employees to review job change forms and any local market wage data submitted by the Union and any such data otherwise obtained by the Company. The advisory committee should, at a minimum, include a member of the HR/Compensation staff, and a representative of management with supervisory and compensation authority over the position in review. (d) In the event that the ad hoc committee finds that there has been a substantial change in the job content of any job, the committee, after examining local (or industry) wage and benefits data, shall give the Manager, Labor Relations a recommendation (by, if possible, the last day of each month in which it meets) to increase, reduce, reclassify, or keep the wage for the job(s) unchanged. (e) Within 30 days of receiving the recommendation(s) of the ad hoc advisory committee, the Manager, Labor Relations shall make a determination to increase, reduce, reclassify, or keep the job's wage rate and/or grade unchanged. Where a job's wage rate/grade is increased, back pay for such increase shall be retroactive to the date of the substantial change(s) in the job that resulted in the increase, but such back pay shall not in any case exceed 6 months. Where a job's wage rate is lowered, any adjustment in pay shall be made prospectively from the date of the Manager, Labor Relations' determination. In either event, there shall be no reclassification of or change to any other existing job. 3. After the date of ratification of this Contract, when new jobs are established or existing jobs are revised, the job classifications and wage grades for such job shall be determined solely by the Company in the manner established in this Article. The Union will be supplied job descriptions, for "notice and comment," on new jobs or revised jobs, and the data on which the Company relied in determining the classifications and assigning the wage grades and rates ten (10) business days before such new/revised description shall become effective. 4. Any job evaluation grievance shall be presented to Labor Relations, in writing as a "Step 2" grievance under the Procedure for Adjusting Controversies (see Article 18, Section 5) within one hundred twenty (120) days after Labor Relations notifies the Union of any job evaluation action taken under this Article. At such grievance meeting, the Union shall present all wage and benefit data upon which it relies as a basis for its grievance. Thereafter, the time limits for the Union and the Company at such step shall apply. If such grievance is not resolved at that step, it may be taken to arbitration as provided in Article 18.

Wages / Job Evaluation. 1. Employees must attain an overall Performance Appraisal rating of "“Success" ” or above to receive the general wage increases. Eligibility for any lump sum payment, rate step increase and/or Annual Bonus Payment (ABP) payment requires an overall Performance Appraisal rating of "“Success" or above. (a) All employees covered by this agreement shall be paid according to their wage grade and schedule set forth in Annex W, which by this reference is incorporated herein and made part hereof. For the duration of this Agreement, the hourly wage, wage grades and job classifications for employees eligible for membership in the Union shall not be changed except as provided in this Agreement. (b) In addition, for each year stated above, a lump sum payment (ABP) in an amount to be determined by the Board of Directors, provided, however, that as a condition precedent to such payment, the Company's rate of return on average common stock equity (ABP) must exceed a threshold amount predetermined for each fiscal year by the Board of Directors. When the Board of Directors, in its sole discretion, determines that such (ABP) threshold has been met, it shall authorize the cash payment, in a lump sum, and such payment shall be made by not later than April 1, of each qualifying year. Annex (ABP) provides the eligibility criteria for payments under this subsection. For purposes of this Section, the (ABP) requirements shall be the same as the (ABP) requirements that trigger payments to Company executive officers under the Company's Executive Incentive Compensation Plan. (a) When, during the term of this Contract, the Union contends that there has been a substantial change, or a number of minor changes which may constitute a substantial change in the job content of an existing job, the Union shall present the details of such changes on job change forms to Labor Relations. The Union shall also submit to Labor Relations all local (MD-DC-VA) and/or natural gas industry market wage data and other responsibilities and job data that reflect other job duties upon which it relies in support of its request for increasing or upgrade in the wage or wage grade of any job under this Contract. The Union may submit actuarial and/or accounting data as a part of its market wage data. (b) The benchmark standard for determining appropriate wage rates and grades for all jobs under this Contract shall be one of "“total compensation" ” based on local (MD-DC-VA) wage data for the same or similar jobs in the local market. Where local market data is unavailable, the Company and the Union may consider natural gas industry wage data. (c) The Manager, Labor Relations shall appoint, on an ad hoc basis, an advisory committee of management employees to review job change forms and any local market wage data submitted by the Union and any such data otherwise obtained by the Company. The advisory committee should, at a minimum, include a member of the HR/Compensation staff, and a representative of management with supervisory and compensation authority over the position in review. (d) In the event that the ad hoc committee finds that there has been a substantial change in the job content of any job, the committee, after examining local (or industry) wage and benefits data, shall give the Manager, Labor Relations a recommendation (by, if possible, the last day of each month in which it meets) to increase, reduce, reclassify, or keep the wage for the job(s) unchanged. (e) Within 30 days of receiving the recommendation(s) of the ad hoc advisory committee, the Manager, Labor Relations shall make a determination to increase, reduce, reclassify, or keep the job's ’s wage rate and/or grade unchanged. Where a job's ’s wage rate/grade is increased, back pay for such increase shall be retroactive to the date of the substantial change(s) in the job that resulted in the increase, but such back pay shall not in any case exceed 6 months. Where a job's wage rate is lowered, any adjustment in pay shall be made prospectively from the date of the Manager, Labor Relations' determination. In either event, there shall be no reclassification of or change to any other existing job. 3. After the date of ratification of this Contract, when new jobs are established or existing jobs are revised, the job classifications and wage grades for such job shall be determined solely by the Company in the manner established in this Article. The Union will be supplied job descriptions, for "“notice and commentcomment ," ” on new jobs or revised jobs, and the data on which the Company relied in determining the classifications and assigning the wage grades and rates ten (10) business days before such new/revised description shall become effective. 4. Any job evaluation grievance shall be presented to Labor Relations, in writing as a "Step 2" grievance under the Procedure for Adjusting Controversies (see Article 18, Section 5) within one hundred twenty (120) days after Labor Relations notifies the Union of any job evaluation action taken under this Article. At such grievance meeting, the Union shall present all wage and benefit data upon which it relies as a basis for its grievance. Thereafter, the time limits for the Union and the Company at such step shall apply. If such grievance is not resolved at that step, it may be taken to arbitration as provided in Article 18.