1. 7 th District Code of Excellence Training Program Welcome

2. Give Your: Name Classification Brief Background

3. Training Program Objectives To help our workers understand how attitudes affect productivity on the jobsite, thereby making us more productive and creating more work opportunities for our workers.

4. Training Program Objectives To help our workers cope with the everyday problems that develop on our jobs in a manner that is acceptable to our customers and employers.

5. Training Program Objectives To remind ourselves that we work for customers and our future work is dependent upon their satisfaction.

6. Training Program Objectives To address issues that reduce competitiveness and affect market share without reducing wages and benefits.

7. Why are we here?

8. 7 th District Code of Excellence The parties to this Agreement recognize that to meet the needs of our customers, both employer and employee must meet the highest levels of performance, professionalism, and productivity. The Code of Excellence has proven to be a vital element in meeting the customer’s expectations. Therefore each IBEW local union and NECA chapter shall implement a Code of Excellence Program. The program shall include minimum standards as designed by the IBEW and NECA.

9. The 7 th District Code of Excellence is a program designed to provide increased value to outside line construction and maintenance users by enhancing the performance of signatory employers and the efficiency and craftsmanship of IBEW workers. The 7 th District Code of Excellence is a program designed to provide increased value to outside line construction and maintenance users by enhancing the performance of signatory employers and the efficiency and craftsmanship of IBEW workers. 7 th District Code of Excellence

10. Objectives Build a new awareness among signatory contractors of the importance of proper management, planning, and supervision necessary to be competitive in the electrical construction marketplace.

11. Objectives Establish & enforce high standards for worker efficiency and conduct on the job.

12. Why is it important? Competition Competition Marketing Marketing Perceptions by Owners & Customers Perceptions by Owners & Customers 7 th District Code of Excellence

13. Perceptions Highly skilled workforce Higher quality product More productive workforce Safer workforce/Less insurance costs On time/On budget Drug free Flexible and mobile Contractors & Union are business partners the Our View of the Value of the IBEW-NECA Team

14. Perceptions  Too expensive  Less productive  Haven for poor workers  Jurisdictional problems  Restrictive contracts  Loss of control of business  Bad previous experience IBEW-NECA Team as Viewed by Many Owners and Customers

15. Contractors Contractors Workers Workers Contractors & Workers Contractors & Workers IBEW Local Union IBEW Local Union 7 th District Code of Excellence Who Is Responsible?

16. Contractor Responsibilities Management and Planning Management and Planning Effective Supervision Effective Supervision Proper tools and materials Proper tools and materials Safe work environment Safe work environment 7 th District Code of Excellence

17. Worker Responsibilities Customer Awareness Customer Awareness Compliance with contractor’s & customer’s work rules Compliance with contractor’s & customer’s work rules Quality & Safety Quality & Safety Initiative and Productivity Initiative and Productivity 7 th District Code of Excellence

18. Stress importance of the customer Stress importance of the customer Educate membership on workplace ethics Educate membership on workplace ethics Build pride in craftsmanship and quality Build pride in craftsmanship and quality Maintain and enforce general rules of conduct Maintain and enforce general rules of conduct Local Union Responsibilities 7 th District Code of Excellence

19.  Leadership  Cooperation  Education  Mutual Respect Joint Responsibilities

20. 7 th District Code of Excellence Solutions Provide membership education Provide membership education Recognize employer responsibility Recognize employer responsibility Establish Standards of Conduct Establish Standards of Conduct Stress enforcement and accountability Stress enforcement and accountability Increasing Productivity

21. 7 th District Code of Excellence Solutions Recognize employer accountability Recognize employer accountability Provide supervisory education Provide supervisory education Define joint responsibilities Define joint responsibilities Increasing Productivity

22. 7 th District Code of Excellence Solutions Standards of Conduct Membership education Define and publish Standards of Conduct Enforcement and accountability

23. Prohibited Conduct and Additional Corrective Action Following Termination by Employer for Cause Prohibited Conduct 1 st Offense**2 nd Offense (within one year) 3 rd & Subsequent Offenses Excessive Absenteeism & Tardiness Verbal warning by Business Manager or his designated representative Mandatory appearance before Local Peer Review Committee Mandatory appearance before Code of Excellence Committee Poor and Unprofessional Attitude and/or Appearance Verbal warning by Business Manager or his designated representative Mandatory class on the 7 th District Code of Excellence and mandatory appearance before Local Peer Review Committee Mandatory appearance before Code of Excellence Committee ** In addition to the verbal warning, a letter shall be placed in the member’s file documenting the warning.

24. Prohibited Conduct and Additional Corrective Action Following Termination by Employer for Cause Prohibited Conduct 1 st Offense**2 nd Offense (within one year) 3 rd & Subsequent Offenses Non-compliance with Employer/ Customer Work Rules Verbal warning by Business Manager or his designated representative Mandatory class on the 7 th District Code of Excellence & mandatory appearance before Local Peer Review Committee Mandatory appearance before Code of Excellence Committee Poor Workmanship Mandatory appearance before Local Peer Review Committee Mandatory Skills Assessment & Required Training Mandatory appearance before Code of Excellence Committee Poor ProductivityMandatory appearance before Local Peer Review Committee Mandatory Skills Assessment & Required Training Mandatory appearance before Code of Excellence Committee ** In addition to the verbal warning, a letter shall be placed in the member’s file documenting the warning.

25. Prohibited Conduct and Additional Corrective Action Following Termination by Employer for Cause Prohibited Conduct 1 st Offense**2 nd Offense (within one year) 3 rd & Subsequent Offenses Using “self-help” instead of the Grievance Procedure Mandatory appearance before Local Peer Review Committee Mandatory class on the 7 th District Code of Excellence Mandatory appearance before Code of Excellence Committee HorseplayVerbal warning by Business Manager or his designated representative Mandatory appearance before Local Peer Review Committee & mandatory training Mandatory appearance before Code of Excellence Committee Harassment of coworkers Mandatory training appropriate for type of harassment & mandatory appearance before Local Peer Review Committee Mandatory appearance before Code of Excellence Committee ** In addition to the verbal warning, a letter shall be placed in the member’s file documenting the warning.

26. Prohibited Conduct and Additional Corrective Action Following Termination by Employer for Cause Prohibited Conduct 1 st Offense**2 nd Offense (within one year) 3 rd & Subsequent Offenses *Participation in any type of Work Slowdown or Work Stoppage Mandatory appearance before Code of Excellence Committee up to possible expulsion depending on the circumstances Mandatory appearance before Code of Excellence Committee up to probable expulsion Probable expulsion TheftRestitution equivalent to the value of stolen items Mandatory appearance before Code of Excellence Committee Probable expulsion *Under IBEW policy, any member who participates in an unauthorized work stoppage will be brought up on charges by the Local Union Business Manager. ** In addition to the verbal warning, a letter shall be placed in the member’s file documenting the warning.

27. Prohibited Conduct and Additional Corrective Action Following Termination by Employer for Cause Prohibited Conduct 1 st Offense**2 nd Offense (within one year) 3 rd & Subsequent Offenses *Instigating a Work Stoppage Mandatory appearance before Code of Excellence Committee up to possible expulsion depending on the circumstances Probable expulsion Jobsite ViolenceMandatory appearance before Code of Excellence Committee and mandatory Anger Management Training Probable expulsion *Under IBEW policy, any member who participates in an unauthorized work stoppage will be brought up on charges by the Local Union Business Manager. ** In addition to the verbal warning, a letter shall be placed in the member’s file documenting the warning. Only a Local Union Trial Board can expel a member.

28. 7 th District Code of Excellence Solutions Employer Responsibilities Reassign ineffective supervision Reassign ineffective supervision Use cost effective skill mix Use cost effective skill mix Manage material and tools Manage material and tools Proper job layout Proper job layout Safe work environment Safe work environment

29. 7 th District Code of Excellence Solutions Supervisor selection Supervisor selection Supervisor education on 7 th District Code of Excellence Supervisor education on 7 th District Code of Excellence Supervisor training Supervisor training Supervisory Training and Education

30. 7 th District Code of Excellence Triangle Customer FOUNDATION IBEW NECA

31. Hourly Labor Cost Journeyman Lineman * Social Security – 0.620%, Medicare – 0.145% **National Labor Management Cooperative Committee - $0.01 per hour (max. $1,500)

32. Hourly Labor Cost Line Foreman * Social Security – 0.620%, Medicare – 0.145% **National Labor Management Cooperative Committee - $0.01 per hour (max. $1,500)

33. Hourly Labor Cost Apprentice * Social Security – 0.620%, Medicare – 0.145% **National Labor Management Cooperative Committee - $0.01 per hour (max. $1,500)

34. Hourly Labor Cost Groundman * Social Security – 0.620%, Medicare – 0.145% **National Labor Management Cooperative Committee - $0.01 per hour (max. $1,500)

35. Composite Crew Rate Comparison

37. Thank you for your participation!