collectivebargainingagreemnt.htm

Nicor Inc.

Form 10-K

Exhibit 10.85

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Agreement

between

Nicor Gas

and

Local Union 19

of the

International Brotherhood

of Electrical Workers

2009 - 2014

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TABLE OF CONTENTS


ARTICLE	SUBJECT	PAGE

	Preamble	2
I	Representation and Recognition	2
II	Union–Company Relationship	2
III	Seniority, Promotions, Transfers, Layoffs, Reemployment	4
IV	Hours of Work, Overtime, and Holidays	6
V	Working Conditions	12
VI	Vacations – Leave of Absence	13
VII	Wages	16
VIII	Stewards – Grievances - Arbitration	17
IX	Period of Agreement	20
	Exhibit A – (Physical and Clerical), Job Classification Index, Time and Rate Step Schedules	25
	Exhibit A1 – Pension Bands	46
	Exhibit B – Promotional Series (Clerical)	48
	Exhibit B – Lines of Promotion & Demotion (Physical)	54
	Exhibit C – Memorandums of Agreement	62
	Topical Index	88

PREAMBLE

This Agreement is made by and between Nicor Gas (hereinafter called the "Company") and Local Union 19 (hereinafter called the "Union") of the International Brotherhood of Electrical Workers. This Agreement shall be binding upon the parties and their respective successors and assigns. The parties hereto agree with each other as follows:

ARTICLE I

Representation and Recognition

1.	The Union, having been duly certified by the National Labor Relations Board, is hereby recognized by the Company as the sole bargaining representative for all employees in the job classifications listed in Exhibit A.

2.	The occupational titles of the employees covered herein are listed in Exhibit A attached hereto and made a part hereof.

3.	The Company recognizes authorized representatives of the International Brotherhood of Electrical Workers Local 19 as representatives of the Union. The Union shall inform the Company, in writing, of names of authorized representatives.

ARTICLE II

Union-Company Relationship

The management of the Company and the direction of the working forces covered herein, including the right to hire, suspend, discharge for proper cause, promote, demote, transfer and layoff because of lack of work or for other proper reasons, are vested in the Company, except as otherwise specifically provided in this Agreement.

2.	In the election conducted by the National Labor Relations Board, the Union has been duly authorized to make the agreement set out in this Section. In the interest of cooperation and harmonious relationship, the Company and the Union agree that:

(a) All regular and part-time regular employees, other than guards, who on August 1, 1946, were members of the Union, and all employees, other than guards, who become members after that date, shall as a condition of employment, maintain their membership in the Union during the term of this Agreement. The Union, their officers and their members, shall not intimidate or coerce employees into joining the Union.

(b) All persons, other than guards, hired after July 31, 1946, shall as a condition of employment, join the Union after 30 days of employment as a regular employee and maintain membership in the Union during the term of the Agreement.

(c) The Union will accept into membership any present employees and all persons hired after July 31, 1946, upon reasonable terms and conditions. Employees in job classifications, deemed by the parties to perform the functions of guards, were excluded from participation in the above mentioned election conducted by the National Labor Relations Board.

The Company agrees that during the period of this Agreement there shall be no lock-out of members of the Union. The Union and its membership, individually and collectively, agree that there shall be no strike, or other interruption of work, it being the desire of all parties to provide an uninterrupted service to the public.

4.	There shall be no discrimination, interference, restraint or coercion by the Company, or any of its agents, against any employee because of their membership in the Union or because of any lawful activities on behalf of the Union.

The Union, or its agents, will not solicit members, engage in organization work, or any other Union activities during the working time of employees except as provided in Article VIII of this Agreement.

5.	Neither the Company nor the Union, through their officers, members, representatives, agents, or committees, shall engage in any activity of any kind for the purpose of defeating or evading the terms of this Agreement.

6.	Posting of official Union notices on Company property shall be permitted and definite space shall be allotted for this purpose.

The Company and the Union agree that neither shall discriminate among employees in the application of the provisions of this Agreement because of an employee's race, color, religion, sex, national origin or disability. The Company and the Union also agree that, as provided by applicable laws, neither shall discriminate among employees in the application of the provisions of this Agreement because of age.

The Company will deduct, during the term of this Agreement, regular, monthly Union membership dues from the wages of each employee from whom the Company has received an individual, voluntary authorization for such deduction. Said authorization shall be irrevocable for a period of one year from the date of execution thereof by the employee, or until the termination date of this Agreement, whichever occurs sooner, but if not revoked in the following manner shall be automatically renewed from year to year. Employees may revoke their dues deduction authorization forms by sending written notice, by certified mail, return receipt requested, to the General Manager Labor Relations and Facility Services of the Company and to the President of the Local Union, postmarked within ten days following (i) the expiration of any yearly period subsequent to the date of authorization, or (ii) the date of termination of the applicable collective bargaining agreement between the Company and the Union, whichever occurs sooner. The Company will deduct the union dues bi-weekly, from each paycheck which is sufficient in amount for such deductions to be made therefrom, in the amounts specified in writing by the Union. The Company will remit immediately said deductions to the Financial Secretary of Local 19, together with a list of the names of the employees for whom deductions have been made, the amount deducted for each employee, and the names of any employees who have quit, been discharged, or otherwise terminated, or who have been hired, since the prior bi-weekly deductions were made.

The individual voluntary authorization forms for payroll deduction of monthly union dues and initiation fees shall be presented to new employees by the Company prior to completion of his/her probationary period.

The Union will indemnify and save the Company harmless against any and all claims, demands or other forms of liability which may arise out of or by reason of action taken or not taken by the

Company in reliance upon the checkoff authorization forms submitted to it and in accordance with the provisions of this Section.

ARTICLE III

Promotions, Transfers, Layoffs, Reemployment

This Article shall apply to those carried on the payroll as "regular" employees and “part-time regular” employees and shall not apply to those carried on the payroll as "temporary" employees. Regular and part-time regular employees are engaged without time limitation and temporary employees are engaged for a limited period in jobs, which will not result in loss of regular employment for regular and part-time regular employees.

A new employee, other than one classified as temporary, shall be termed a "probationary" employee. The probationary period shall be 120 calendar days. Extensions to the probationary period will be granted by mutual consent. Upon the completion of the probationary period the employee shall be placed on the seniority list as a regular or a part-time regular employee and immediately credited with the seniority and service, which accumulated during the probationary period. A probationary employee may be discharged any time prior to the end of the probationary period. The discharge of a probationary employee shall not be subject to the provisions of Article VIII.

Length of employment in the Company (or in any predecessor company) shall be "service." Service will be in accordance with the Company records but cannot include time spent in the Company prior to a break in service which has not been joined. For promotional purposes, “service” is defined as promotional service date.

4.	During the term of this Agreement the Company will supply, to the Union, lists showing service of regular employees as of January 1, and July 1, of each year.

5.	Each month the Company will inform the Union of personnel changes within the bargaining unit.

6.	A job classification shall be "higher" when it carries a higher schedule maximum. "Promotion" shall mean advancement to a higher job classification.

In cases of promotion to higher job classifications within the bargaining unit, the factors to be considered shall be ability and service in accordance with Exhibit B. Where the ability of the employees under consideration is substantially equal, the employee highest on the seniority list will be the one promoted. In case of promotion, if the employee who is highest on the seniority list is not selected, the employee shall be informed by the Company of the reason why he/she was not promoted. The Union will be furnished the names of employees not promoted in accordance with service. An employee demoted for inability to perform satisfactorily the work of his/her job classification shall not be eligible for promotion for the next 12 months.

Physical employees demoted at their own request will not be eligible for promotion (other than Star-X) for a 24-month period after the demotion.

Clerical employees who voluntarily demote will not be eligible for a promotion to any job classification for 24 months after their demotion.

8.	When a vacancy occurs or when a new position is created within the bargaining unit above the entrance

job classifications, the Company shall post a notice on the bulletin boards in the seniority unit, for a period of ten calendar days, excluding Sundays, and holidays, announcing the position open. The entrance job classifications referred to are those indicated in Exhibit B. Employees desiring to be considered should make written application to the Human Resource Department, setting forth their qualifications. Employees who do not make application within the period of posting of the notice shall have no grievance. Promotion of employees who apply under this Section 8 shall be in accordance with the factors set forth in Exhibit B which are applicable to the particular job vacancy applied for.

If no qualified employee is available for the vacancy or newly created job classification, either from the next lower job classification in the applicable line of promotion and demotion in Exhibit B or as a result of the bidding procedure, then the Company may select any employee or hire someone to fill such job after notifying the Union.

9.	An employee's choice not to accept a promotion or transfer shall have no effect upon his/her future opportunities for promotion.

10.

An employee promoted shall be given a qualifying period up to 90 calendar days after certification, or up to 120 calendar days after a promotion without certification requirements, for determination as to whether or not he/she can meet the job requirements. When required, extensions to the qualifying period may be granted by mutual consent of the Company and the Union. If it is decided that the employee who has been selected for promotion is not competent to perform satisfactorily the work of the new job classification, the employee will be transferred back to his/her former job classification.

11.

The Company will afford the senior employee in a job classification a reasonable opportunity to be trained for the next higher job in his/her line of promotion and demotion to the extent that the Company finds it practicable to provide such training, taking into account the job requirements and working conditions involved.

This policy is predicated on the understanding between the Company and the Union that such training will not affect the Company's right to assign any work to an individual at any particular time.

12.

Whenever it becomes necessary to reduce the number of employees in a job classification due to lack of work, the Company will negotiate with the Union in an effort to formulate a program for spreading the work, moving employees between regions, areas, departments, zones, lines of promotion and demotion or job classifications, or for other appropriate action. If the Company and the Union are unable to agree on such a program within 30 calendar days after the Union is notified of the situation, the following ground rules shall apply:

(a) Temporary employees first, and then probationary employees shall be laid off from the classification affected, but shall not have any rights to displace other employees.

(b) Employees laid off from job classifications will be laid off according to their service in the job classification.

The procedure to be followed should a layoff occur is as follows:

Employees laid off from their classification may displace the employee with the least service in the next lowest job classification. If laid off from the lowest job classifications, the employee may then

displace in the following order:

(1) Temporary employee

(2) A probationary employee

(3) The employee with the least service in an equal or lower job classification provided that the former employee has more service than the latter and can perform satisfactorily the work of the other job classification.

13.

Should there be a reduction in force, employees who are the President/Business Manager, Senior Assistant Business Manager, Vice-President/Recording Secretary and Business Representative of the Union shall continue to work as long as there is a job in their own department, in job classifications covered by this Agreement, which the Officers or Business Representatives are qualified to perform. In any such case, the employee whose work the Officer or Business Representative is qualified to perform shall replace an employee of less seniority. The Union shall inform the Company in writing of the names of these Officers and the Business Representatives.

14.

In the case of a regular employee or part-time regular employee who has given long and faithful service and who is unable to carry on his/her regular work to advantage, the Company will attempt to place such employee on work, which he/she is able to perform. In such cases, the other provisions of this Article shall not apply.

15.

Any regular employee on a military leave of absence shall, upon reemployment, have the period of absence added to his/her service at the time of entry into military service. A returning veteran shall be placed in a job classification, in accordance with provisions of applicable laws, at the rate of pay and with the seniority the employee would have attained had he/she not entered military service.

16.

A regular employee who may be elected or appointed to an office in the International Brotherhood of Electrical Workers, or Local Union 19 covered by this Agreement, which by election or appointment requires his/her absence from duty with the Company, shall be granted a leave of absence without pay for the term of office but not in excess of three years, and he/she shall continue to accumulate seniority and service throughout such term of office and shall, upon expiration of the leave of absence, be reinstated in accordance with his/her seniority provided he/she is physically qualified.

17.

A reasonable number of engineers, or other employees with special experience or training, may be assigned work at different occupations within the bargaining unit in any department as part of a training period, and while so employed, shall neither be affected by provisions of this Agreement nor shall their employment affect the status of other employees covered by this Agreement.

ARTICLE IV

Hours of Work, Overtime, and Holidays

The basic work week shall normally consist of four or five regularly scheduled basic work days within the work week. Normally there shall be two regularly scheduled consecutive days off. Neither of these two days shall be considered as part of the basic work week even though an employee is scheduled to work on either or both of these days. In cases of a four-day work week, at least two of the three scheduled RDO’s shall be consecutive. The basic work day for a full-time regular employee shall

consist of eight hours or ten hours of work which shall be consecutive except when time out for a meal is scheduled, but presently established exceptions to the basic work day of eight hours shall be continued in effect unless changed in accordance with the provisions of this Agreement.

These provisions apply to full-time regular employees.

2.	For the purpose of timekeeping, a work week shall begin and end at midnight, Sunday night.

For the purpose of timekeeping, the date of which the basic work day is to be allocated shall be the date on which the majority of the basic work day hours are worked. If the hours of a basic work day are evenly divided between two calendar days, the basic work day shall be allocated to the date on which the basic work day ends.

If, because of the application of this Section, two basic work days are allocated to the same calendar day, straight time shall be paid for the basic work day hours of both basic work days.

Overtime shall be allocated to the calendar day on which it is worked, except that all of a period of overtime starting at or after 11:00 p.m. or ending at or before 1:00 a.m. shall be considered to have been worked on the calendar day on which the majority of the overtime is worked, or in case such a period of overtime is divided equally between two calendar days, on the calendar day on which the period ends.

4.	A premium of $1.50 per hour shall be paid for the following, but no other hours.

(a) If an employee's basic work day begins before 5:30 a.m., or ends after 8:00 p.m., he/she shall receive this premium for all hours worked during the same timekeeping day as defined in Section 3 of this Article IV.

(b) If on an employee's regular days off he/she is required to work as a part of his/her established work schedule and the work period begins before 5:30 a.m., or ends after 8:00 p.m., the employee shall receive this premium for all hours worked during the same timekeeping day as defined in Section 3 of this Article IV.

(c) If, under the conditions specified above, the premium is to be paid for hours, which are compensated for at an overtime rate, the applicable overtime rate shall also be applied to the $1.50 per hour premium.

A regular employee or part-time regular employee who is scheduled to work on Sunday as a basic work day shall be paid a premium of 50% computed upon the basis of his/her basic hourly rate of pay, for the hours worked during such basic work day; provided that if any other premium (except shift premium) or overtime rate shall be applicable to such hours, only the highest individual premium or overtime rate so applicable shall be paid. If any regular employee who is scheduled to work on Sunday as a basic work day works on Sunday during hours which call for the payment of a shift premium under Section 4 of this Article IV, he/she shall be paid both the shift premium for such hours and the Sunday premium herein provided.

For work on Sunday, which is not a part of a basic work day, no Sunday premium shall be paid, but the appropriate overtime rate, computed upon the basis of the basic hourly rate of pay, shall be paid.

6.	“Shift” work is that which regularly operates 24 hours a day, seven days per week including Sundays and holidays. An employee who is assigned to such work shall be designated as a "shift" employee.

"Semi-shift" work is that which regularly operates in varying degree during the day or night, including Sundays and holidays. An employee who is assigned to such work shall be designated as a "semi-shift" employee while so assigned. The number of "semi-shift" employees and the number of such employees assigned to Sunday and holiday work shall be kept to the minimum.

All other work shall be classified as "non-shift" and an employee assigned to such work shall be designated as a "non-shift" employee. A "non-shift" employee shall not have Sunday scheduled as a basic workday:

An employee may be changed from one to another of the above categories upon adequate notice as defined in Section 12 of this Article.

It is recognized that, because of differences in operating requirements, some job classifications may cover more than one of the types of work listed above.

Where it is applicable, and within the limits of reasonable operating procedures, days off shall be rotated. Schedules of such rotation shall be posted as far in advance as is practicable. If a schedule is unsatisfactory, it will be brought to the attention of the Company and a change will be made, if possible, within the limits of reasonable operating procedures.

8.	Upon written request of the Union (physical), the Company will establish a rotating or fixed schedule in any specified work group, which has more than one schedule of working hours per day.

9.	To facilitate the rotation of shifts and the rotation of days off, a change in shift may be made with only eight hours off between leaving one shift and returning to the next shift. Such changes shall not result in overtime pay if they are made in accordance with an established schedule.

10.	With the consent of their immediate supervisor, employees shall have the privilege of exchanging shifts within the same work week, by individual arrangement, provided the change can be accomplished without additional cost to the Company.

11.	Presently established daily working hours of the basic work week will be continued in effect unless changed in accordance with the provisions of this Article.

12.	(a) In case of a change in the basic work days of an employee's basic work week, notice of at least 48 hours will be given prior to the change. If not given this notice, the employee will be paid at the overtime rate on the first day of the new schedule.

(b) In case of a change in the daily working hours of the basic work day, notice of at least 48 hours will be given prior to the change. If not given this notice, the employee will be paid at the overtime rate on the first basic work day of the new schedule for those hours worked outside of his/her previously scheduled hours. (NOTE: This provision will also apply if a change in working hours is scheduled for less than three days within a basic work week without notice to the employee prior to the start of that basic work week.)

(c) 48 hours' notice will be considered to have been given if the employee is notified of the proposed change before being released from duty on the second day preceding the change.

(d) The provisions of this Section will not apply when a shift change is made for attendance at training schools.

13.	Overtime shall be paid at the rate of time and one-half, only after forty (40) paid hours of the basic work week. Exceptions to this are:

(a) On holidays, time shall be paid for in accordance with the provisions of Section 24 of this Article.

(b) If the employee works overtime which has been allocated to the calendar day of his/her first regular day off, double time shall be paid for all overtime hours which are allocated to the calendar day of the employee's second regular day off in a week (as defined in Section 2 of Article IV).

An employee working a four (4) day basic schedule will be eligible for double time if the employee works overtime allocated to the third regular day off. The eligibility for double time exists if the employee has worked overtime allocated to both his/her first and second regular day off.

(c) Employee hours reported on disability and/or workers compensation are excluded from the 40 paid hours of the basic work week.

(d) Employees called back for work. (See Article IV, Section 18).

Overtime shall be computed to the nearest one-half hour.

14.	An employee shall not be required to take time off during basic work days in place of overtime worked or to be worked. However, this shall not prevent changes in scheduled working hours or work days in accordance with the provisions of Section 12 of this Article.

15.	An employee who has worked (a) more than 16 hours continuously, or

(b) at least six hours of overtime in the 12 hour period immediately preceding his/her basic workday will, upon release, be entitled to an eight-hour rest period before returning to work. If a rest period, under the provisions of this section, extends into a basic workday, the employee will lose no time thereby.

16.	An employee ordered to remain at a specified location, awaiting a call for emergency work outside scheduled working hours, shall be paid at the applicable rate until released.

17.

As far as practicable, overtime shall be distributed equally among employees in each work group or job classification, taking into account the qualifications required and the availability of the employees. Lists of overtime accumulated for the calendar year will be posted monthly on bulletin boards. These lists shall show the equivalent number of straight time hours paid for.

18.

An employee called back, (with or without previous notice) for work at any time outside of his/her regular work schedule shall be paid a minimum of four hours straight time pay. If pay for the time worked at the applicable overtime rate exceeds two hours straight time pay, the employee should be paid at the applicable overtime rate for the hours worked and in addition will be paid a call-back allowance of two hours at straight time. In no event shall overtime pay for the call-out plus the call-back allowance exceed the equivalent of eight hours at the applicable overtime rate.

If an employee is called back more than once between two consecutive scheduled work periods, his/her pay and call-back allowance for such intermittent work shall not be more than what would have been received had the employee worked continuously from the starting time of the first call-back until the quitting time of the last callback.

The time reporting on the call-back for an employee who operates a company-owned vehicle shall begin when the employee leaves his/her residence and shall end when he/she returns home.

An employee shall not be considered to be called back when working overtime which, without interruption except time out for a meal, immediately precedes or follows a regular work period.

This section shall not apply to overtime work which is a part of established work schedules.

19.

When an employee reports for work at his/her regular daily starting time in accordance with his/her then existing regular work schedule for basic work days, and in condition to perform his/her work, the employee will be provided with work in his/her job classification, or other work, during the hours of his/her work schedule for that day. Similarly, when an employee reports for scheduled overtime work on other than his/her basic work days and in condition to perform his/her work and if such work is not available, the employee will be paid a minimum of four hours at straight time. All this shall not serve to modify the rights recognized to be in the Company as provided in Section 1 of Article II.

20.

Employees required to report for work at a Company headquarters shall travel from Company headquarters to their work locations on Company time. If such employees are required to provide their own transportation from a Company headquarters to their work location, they will be reimbursed for the cost of such transportation.

Employees required to report directly to a work location within their working area shall travel to such work location on their own time and at their own expense.

21.	During the regularly scheduled working day there shall be a regularly scheduled meal period not exceeding one hour, except for employees whose work requires them to be on duty eight hours consecutively, in which case they shall eat at their work locations.

22.

When, on a basic work day, an employee is required by the Company to delay his/her regularly scheduled meal period for more than two hours from the end of the meal period, the employee shall be paid a premium equal to one-half his/her straight time rate from the end of his/her regularly scheduled meal period until permitted to eat.

23.	(a) An employee who is required to work overtime shall be eligible for a meal money allowance:

1. After working three hours immediately preceding or three hours immediately following a basic work day when the basic work schedule is an eight hour day and two hours immediately preceding or two hours immediately following a basic work day when the basic work schedule is a ten hour day. (Overtime shallbe considered to be immediately preceding or following a basic work day even though the employee has time out for a meal); or

2. After working ten hours on a regular day off or on a holiday when the employee was given at least eight hours' advance notice that he/she was to work overtime on that day. The employee will not be eligible if the time worked is eight hours but less than ten hours. An employee working less than eight hours of such overtime shall be covered by Paragraph (a) 3 of this Section; or

3. If the overtime does not come under the provisions of Paragraph (1) or (2) above, but the time worked is two continuous hours or more and extends through, or is recorded as ending at 12:30 a.m., 6:30 a.m., 12:30 p.m., or 6:30 p.m.

(b) If the overtime continues, an employee shall be eligible for another meal money allowance at the end of each subsequent five hours of overtime worked after the employee is eligible for his first meal money allowance.

(c) If an employee is eligible for a meal money allowance and can be released to eat, he/she shall be given an allowance of $8.00 and shall eat on Company time. Such meal shall be paid for by the employee. The meal period will be of no more than 45 minutes in duration. If unable to be released from the job, the Company will give the employee a meal money allowance of $8.00. When requested, food will be brought to the job, shall be paid for by the employee and shall be eaten on Company time.

(d) The provisions of this Section shall not apply when the Company and the Union agree to overtime in connection with basic work days in place of the employees working overtime on regular days off.

24.	The following days shall be recognized as holidays: New Year's Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve and Christmas Day.

The Christmas Eve holiday will be celebrated on December 23rd in the calendar years when Christmas Day falls on either a Saturday or a Sunday and December 22nd when Christmas Day falls on a Monday.

Whenever one of these holidays falls on Sunday, it shall be observed on the following Monday. When one of these holidays falls on a Saturday, it shall be observed as follows:

(a) On the preceding day, Friday, for employees for whom the Saturday upon which the holiday occurs is a regular day off; and

(b) On the Saturday on which the holiday occurs for employees for whom such Saturday is a basic workday.

In addition, employees may schedule three “floating” holidays during each calendar year and a fourth floating holiday during each U.S. Presidential Election year.

The provisions of this Section shall apply on the day observed by each employee rather than on the actual holiday, and shall not affect the Company's right to reschedule an employee's basic work week.

When a holiday is observed on an employee's basic workday, he/she may be given the day off and shall be paid at his/her basic hourly rate of pay.

However, when an employee works on a holiday which is observed on one of his/her basic work days, the employee shall be paid at his/her basic hourly rate of pay for the day and in addition, shall be paid on the following basis for any hours, which in accordance with the provisions of Section 3 of this Article, are allocated to the holiday:

(i) Time and one-half for any hours worked during his/her regular schedule for that basic work day.

(ii) Double time for any hours worked outside of his/her regular schedule for that basic work day.

When a holiday is observed on an employee's regular day off (Monday to Friday inclusive), and the employee does not work, he/she shall be paid a day's pay at his/her basic hourly rate of pay, but if the employee works, he/she shall be paid in addition at the rate of time and one-half for the first eight hours worked and double time thereafter for time worked which was allocated to the holiday.

All provisions of these sections will apply to “floating holidays” as well as the fixed scheduled holidays.

ARTICLE V

Working Conditions

The Company will continue its present policy of cooperating with its employees so as to insure that reasonable rules and provisions are made for the safety and health of employees during the hours of their employment, and changes will be discussed with representatives of the Union prior to being put into effect. Employees will comply with established safety and health rules and provisions. Such rules and provisions shall apply uniformly to all employees affected.

2.	In the interest of safety, at the request of the employee involved, an employee may be accompanied by his/her Steward when called before a formal committee making an investigation of an accident. This shall not apply to inquiries made at the scene of an accident.

3.	Regular employees shall not be required to do their work outdoors during periods of continuous significant rain or snow and exceptionally cold weather, except in cases of emergencies or in the performance of essential duties.

The Company will furnish such tools, safety devices and other equipment as are presently being furnished. The Company will furnish such tools, safety devices, or other equipment for the sole use of an individual employee when it determines that this is required for protection of health, and the use of such equipment by the employee is not of limited or occasional character. Employees furnished tools, safety devices and other equipment shall be held responsible for their return in good condition, allowing for ordinary wear and tear. The Company shall provide suitable and safe space for storing tools and equipment furnished to employees.

When the Company requires an employee to be away from home overnight or longer, the Company shall provide necessary lodging and meals, and, if necessary, will advance the money therefore, and shall furnish his/her round-trip transportation plus travel time to and from his/her headquarters. The employee shall have the opportunity to return to his/her headquarters on days off and holidays not worked on the above basis.

6.	The Company agrees that it will not contract any work which is ordinarily and customarily done by its regular employees if, as a result thereof, it would become necessary to lay off or reduce the rate of pay of any such employees.

Supervisors shall not do work of employees included in the bargaining unit except in emergencies. However, supervisors may assist employees, or substitute for such employees during temporary absences or inability for other reasons to perform their work, so long as such substitution will not deprive qualified employees of employment.

Article VI.

Vacations - Leave of Absence

The sections of this Article pertaining to vacations will become effective March 1, 2009.

1.	In each calendar year, all regular employees who are on the payroll and under the normal retirement age shall begin to earn vacation in accordance with the provisions of this Article.

2.	Vacations will be granted as follows:

(a) Regular Vacation – During the first calendar year of employment, an employee will begin to earn regular vacation as of the first day of employment up to a maximum of eighty (80) hours. Vacation may not be used by the employee until they successfully complete their probationary period. Thereafter, the employee will be allowed a regular vacation of eighty (80) hours in each calendar year.

(b) Extra Vacation - A regular employee will begin to earn extra vacation in the calendar year in which he/she begins their sixth year of service. Regular and extra vacation for which an employee is eligible is contained in the table outlined below.

(c) Total Vacation - In no case shall an employee's total earned vacation, regular and extra, exceed 240 hours except in a year in which deferred vacation, provided for in Section 11 of this Article, has been elected from the previous year.

Regular and extra vacation will be as follows:

Calendar Year in Which Employee Completes the Following Years of Service	Regular		Hours of Vacation Extra	Total
0 to 1	Max	80
1 to 5 inclusive		80		80
6		80	32	112
7 to 13 inclusive		80	40	120
14		80	48	128
15		80	56	136
16		80	64	144
17		80	72	152
18		80	80	160
19		80	96	176
20		80	104	184
21		80	112	192
22 to 25 inclusive		80	120	200
26		80	128	208
27 to 29 inclusive		80	136	216
30 and over		80	160	240

3.	In case a holiday is observed on any day during a full week of an employee's regular vacation, an additional day off with pay shall be allowed for each such holiday. The provisions of Section 24 of Article IV shall apply to all other holidays observed while an employee is on vacation.

4.	Regular and extra vacations must be completed during the calendar year in which they are due unless deferred in accordance with Section 13 of this Article.

5.	Employees will be paid at their basic hourly rate of pay for their scheduled basic work days during their vacation.

Provided the conditions of work are such that the employee's services can be spared, and with the understanding that they are subject to change to meet operating conditions and work requirements, the regular and extra vacation shall be selected, in each work group, in accordance with service except that:

(a) no extra vacation may be scheduled which would interfere with any employee's choice of regular vacation, and

(b) the selection of a full week of vacation will take precedence over less than a full week.

(d) Floating holidays will be scheduled for the year along with employees extra vacation and under the same rules as govern the scheduling of extra vacation days.

(e) Floating holidays must be used during the calendar year.

(f) Employees scheduling a full week of vacation will not be scheduled to work the weekend before and the weekend after.

Deferred vacation, as provided in Section 13 of this Article, shall not interfere with an employee's choice of regular or extra vacation. Advance notice of vacation schedules will be posted on appropriate bulletin boards.

7.	For vacation purposes, a calendar week shall normally begin and end at midnight, Sunday night.

8.	An employee's eligibility for earned vacation shall not be affected by a prolonged absence while they are on Short Term Disability. However, employees will not earn vacation while on Long Term Disability.

Only an employee on the active payroll may be given a vacation.

No extra time will be allowed because of illness during vacation.

9.	Full day vacations of either eight (8) or ten (10) hours (depending on the work schedule), shall be counted as vacation time unless the employee has less than eight (8) or ten (10) hours remaining on the schedule. If that is the case, then all the remaining hours must be used in a one day period.

10.	Half day vacations will be four (4) hours for employees on an eight (8) hour regular schedule and five (5) hours for employees on a ten (10) hour regular schedule. Part-time employees may schedule vacation equal to 50% of their scheduled shift.

11.	Exceptions to Article VI, Section 9 and Section 10 are as follows: For purposes of approved Family Medical Leave Absences, vacation will be used in increments as small as a half hour.

12. Regular employees and part-time regular employees who are retiring will be granted the full vacation for which they have earned before they are added to the Pension Plan payroll. However, retiring employees may elect to receive a vacation allowance for unused earned vacation days for which they were eligible during the calendar year of retirement.

Regular employees and part-time regular employees eligible for a vacation with pay and whose employment is terminated before using the entire vacation they have earned during the current calendar year shall receive a vacation allowance equal to their basic hourly rate for the number of days for which they are eligible in excess of the number of days of vacation they have already taken during the current calendar year. Employees who terminate employment for any reason and have used more vacation hours than earned, will be required to repay the company for the difference at their then current rate of pay. Employees who terminate or are terminated from the company during their probationary period are not eligible for payment.

In the event of termination by death, such vacation allowance shall be paid to the beneficiary of the deceased employee's Gift Group Life Insurance Policy.

13. Any employee will be allowed to defer up to forty (40) hours unused earned vacation in either eight (8) or ten (10) hour increments from one calendar year to the next without restrictions, except that deferred vacation shall not interfere with an employees choice of regular or extra vacation. Employees on Short Term Disability or Workers Compensation at the end of the year will not be allowed to defer vacation.

14. Reasonable time off as required shall be granted to a regular employee and part-time regular employee in case of the death of the employee's father, mother, sister, brother, wife, husband, child, grandmother, grandfather, brother-in-law, sister-in-law, father-in-law, mother-in-law, grandchild, son-in-law, or daughter-in-law. Normally not more than three days of such time off between the death and burial will be granted without loss of basic hourly rate of pay.

15.

A regular employee and part-time regular employee will be paid at his/her basic hourly rate of pay while performing jury service, during his/her basic work week but such pay shall not be allowed more than once in two consecutive calendar years. All fees received for jury service will be retained by the employee.

While on jury service, an employee shall be assigned to work on the day shift from Monday to Friday, inclusive, and shall be at work during such working hours when not on jury duty.

16. A regular employee or part-time regular employee performing court service, other than jury, under summons or subpoena will, upon notice to the Company, be paid at his/her basic hourly rate of pay for only the first day of such absence which occurs in his/her basic work week and will retain all court fees. Employees who respond to court service as a result of their outside employment will not be paid.

17. If a regular employee or part-time regular employee, upon notice to the Company, is absent during his/her basic work week to serve as Judge or Clerk in a public election, under the jurisdiction of election officials, the employee will be paid the difference between his/her basic hourly rate of pay for that day and election pay, provided the former is the larger, and will retain all fees received.

18. A regular employee and part-time regular employee may, for justifiable reasons, be granted a leave of absence without pay after reasonable notice to the Company, provided the conditions of work are such that the employee's services can be spared. During these leaves of absence seniority shall accumulate. If an employee overstays such leave, or accepts employment elsewhere during such leave without consent of the Company, he/she shall be considered to have resigned.

19. Employees who are elected by their Union to serve as delegates to Union conventions or similar Union meetings shall, after reasonable notices to the Company, be granted leaves of absence without pay for sufficient time for this purpose.

ARTICLE VII

Wages

1.	The wage rates for the period of this Agreement shall, subject to the provisions of Article IX, be those set forth in Exhibit A. (physical and clerical)

2.	In all cases in which the scheduled maximum provided for in a given job classification in the attached Exhibit A is lower than the present rate of pay of an individual in that job classification, there shall be no reduction in the pay of the individual because of the adoption of the pay schedule.

When qualified employees are temporarily assigned to and work in a job classification which is higher than their regular job classification, they shall be paid for that day at the minimum rate for the higher job classification, or at a rate based upon their present rate plus $.96 per day, whichever is greater. However, no adjustment will be made that would result in a rate higher than the schedule maximum of the job classification to which they are assigned.

When qualified employees are temporarily assigned to and work in a management job classification, they shall be paid for that day at a rate based upon their present rate plus $2.00 per day.

Assignments of four hours or more in an eight hour day and five hours or more in a ten hour day shall be considered a full day under this Section. No payment will be made for such temporary assignments if they amount to less than four hours in an eight hour day or five hours in a ten hour day.

The four or five hour requirement for upgrade eligibility will not apply to employees "called out" to perform work in a higher job classification.

When an employee is training or certifying for promotion and is assigned productive work in the classification, the provisions of Article VII, Section 3 will apply. Daily upgrading will be handled within the department.

An employee returning from a military leave of absence who is re-employed in his/her former job classification, or a job classification which is not higher than his/her former job classification, shall receive the rate of pay provided for in the then existing time steps of the job classification, taking into account the time credit which had accrued when he/she left for military service plus the period of his/her absence because of military service.

If a regular employee or part-time regular employee becomes disabled and is unable to perform his/her regular work to advantage, the Company will attempt to place the employee on work within the employee's capabilities. In such cases, if the employee is placed in a job classification with a lower maximum hourly

rate, the following conditions will apply:

(a) The hourly rate of the employee who is 55 or more years of age at the time of the transfer to the lower job classification will be frozen. The employee will not receive general wage increases until the maximum rate of the job the employee is performing is equal to the employee's frozen hourly rate of pay.

(b) The hourly rate of pay of an employee who is less than 55 years of age will be reduced by $1.50 per hour immediately after the date of the transfer to the lower job classification. On the first anniversary date following the transfer and on every succeeding anniversary date the employee’s hourly rate will be reduced by $1.50 per hour. This reduction will continue until the hourly rate of the employee is equal to the maximum hourly rate of the job the employee is performing. During this period, the employee will not be eligible to receive general wage increases.

(c) When the employee does become eligible to receive a general wage increase, it will be based on the job being performed at the time the increase is applied.

6.	New hires in to the physical bargaining unit will be paid 85% of the minimum rate of the job classification until successful completion of the probationary period.

7.	New employees will not be paid for any absences (other than worker’s compensation) during their probationary period.

8.	The company will maintain the maximum wage pay differential for employees in the Call Center Specialist classification hired after April 2000 and the Level 3 position a .17 cents per hour.

Employees accepting promotions will receive an increase at the time of the promotion based on 70% of the difference of the maximum rate of the current job classification and the minimum rate of the promotional job classification. After successful completion of the qualifying period, the employee will receive 100% of the promotional increase.

ARTICLE VIII

Stewards -- Grievances -- Arbitration

There shall be a reasonable number of Stewards, not to exceed 55 for all employees covered by this Agreement, who shall be selected by the Local Union they represent. Each Steward shall be assigned to a specific work group or work groups and in general the jurisdiction of one Steward shall not overlap that of any other Steward. The Union shall furnish the Company with a list of the names of the Stewards and the work groups they represent.

The number of Stewards specified may be exceeded by mutual agreement.

2.	Business Representatives shall be selected by the Local Union they represent. The Union shall furnish the Company with a list of the names of the employees selected as Business Representatives.

The number of Business Representatives specified may be exceeded by mutual agreement.

3.	Only regular employees of the Company, employed in the respective work groups they represent, shall be designated as Stewards and Business Representatives.

4.	It shall be one of the duties of the Stewards and Business Representatives to attempt to adjust disputes or differences referred to them by any of the employees they have been designated to represent.

Should any dispute or difference arise between the Company and the Union or its members as to the interpretation or application of any of the provisions of this Agreement or with respect to job working conditions, the term working conditions being limited to those elements concerned with the hours when an employee is at work and the acts required of the employee during such hours, the dispute or difference shall be settled through the grievance procedure, provided that no grievance will be considered which is more than 15 calendar days old. A dispute as to whether a particular disagreement is a proper subject for the grievance procedure shall itself be treated as a grievance.

The steps in the grievance procedure are:

Step 1 -- The dispute or difference shall be presented orally by the employee concerned and discussed with his/her immediate supervisor. The Steward may accompany the employee, if the employee so requests.

Step 2 -- If the dispute or difference is not adjusted in Step 1, it shall be reduced to writing and discussed by the Steward with the Manager of the Department (Region), or to the Department Head (G.O.), as the case may be. The Steward may be accompanied by the Business Representative having jurisdiction. The number of Company representatives may equal, but shall not exceed, the number of Union representatives present at the Step 2 discussion. The appropriate Company representative specified above shall give his/her written answer within 15 calendar days after the dispute or difference is presented.

Step 3 -- If the dispute or difference is not adjusted in Step 2, it will be discussed by the President/Business Manager/Financial Secretary of the Union and the appropriate Company official. The President of the Union shall be accompanied by the Steward involved and the appropriate Business Representative for the Department in which the employee works. The appropriate Company official may be accompanied by additional Company representatives equal to the number of Union representatives accompanying the President of the Union as set forth above. The appropriate Company official shall give his/her written answer within 15 calendar days after the dispute or difference is presented in Step 3.

Step 4 -- If the dispute or difference is not adjusted in Step 3, it shall be referred by the President of the Union to the General Manager Labor Relations and Facility Services. The dispute or difference shall then be discussed within 30 calendar days by a committee composed as follows:

The Representatives of the Union

President/Business Manager

Senior Assistant Business Manager

Appropriate Steward and Business Representatives

The Representatives of the Company

The General Manager in charge of Labor Relations. The Vice President in charge of the area affected. In the absence of the above specified Company representative, any principal officer may serve on this committee. Additional Company representatives, equal in number to the Union representatives set forth immediately above.

The General Manager of Labor Relations shall give written answer within 15 calendar days after the 4th Step discussion.

Step 5 -- If the dispute or difference is not satisfactorily settled in Step 4, it may be referred, at the written request of either party, to an impartial arbitrator who shall be selected by mutual consent of the Company and the Union as soon as practicable after receipt of the request for arbitration. If the parties do not agree upon the selection of an arbitrator within 15 calendar days after receipt of the request for arbitration, the Federal Mediation and Conciliation Service shall be requested to furnish a list of five arbitrators. The party requesting arbitration shall first strike the names of two persons from the list, and the other party shall then strike two names. The remaining name shall be the Arbitrator. The Company and the Union will have the right to reject one panel for each grievance scheduled for Arbitration. The award of the Arbitrator shall be final and binding upon both parties and upon the employees or employee involved. The fees and expenses of the Arbitrator, and any other expenses agreed to by the parties prior to the arbitration, shall be shared equally by the Company and the Union. The Arbitrator shall have power and authority to arbitrate only those matters expressly made subject to arbitration by the terms of this Agreement, and shall rule only on the issues submitted to him in writing for arbitration. The Arbitrator shall have power only to interpret this Agreement and shall not have power to alter or amend it.

10.	The time specified for each Step in the grievance procedure may be extended by mutual agreement.

11.

Where provision is made in this Article for a Steward to represent the Union at Steps 1, 2, 3 or 4 in the grievance procedure, in the event of the Steward's absence or inability to serve, the President of the Union may appoint any other Steward or Business Representative of the Union as an alternate. The Company shall be notified of such appointments.

Where provision is made in this Article for a Business Representative to represent the Union at Steps 2, 3, or 4 in the grievance procedure, in the event of the Business Representatives absence or inability to serve, the President of the Union may appoint any other Business Representative or elected Officer of the Union as an alternate. The Company shall be notified of such appointments.

Where provision is made in this Article for the President of the Union to represent the Union at Steps 3 or 4 in the grievance procedure, in the event of the President's absence or inability to serve, the Senior Assistant Business Manager of the Union shall take his/her place.

12.

At each Step above Step 1 in the grievance procedure the answer given by the Company shall be in writing. In case the Union is not satisfied with the Company's reply, it shall present a written request for further consideration to the Company's representative specified at the next higher step. The time allowed at each step will begin with the date of receipt of this request. If the Union does not carry the grievance to the next higher step within 15 calendar days after the Company has rendered its decision at any step, the grievance shall be considered settled and not subject to further discussion.

13.

A grievance relating to disciplinary suspension or demotion, or discharge for cause, shall be originated at Step 3 in the grievance procedure within five calendar days after the disciplinary action is taken. If the grievance is upheld, the employee's record shall be cleared of any disciplinary action and the employee shall be reimbursed for any wages lost as a result of the disciplinary action originally taken.

14.	Where practicable, notification of the Union President or Steward shall be given prior to any disciplinary action resulting in loss of pay or a written record in the employee's file. A copy of such written record shall be given to the Union.

15.

In the event of a dispute or difference, the parties hereto shall continue to transact and carry on their business in the same manner as at the time of the raising of the question or questions in dispute until a settlement is reached through the grievance or arbitration procedure provided in this Article.

16.	Pay at their basic hourly rate will be allowed regular employees who are officially designated Union representatives, or their alternates, as provided for in this Article, for the basic work days of their basic work week while engaged in the following steps of the grievance procedure:

Stewards Steps 1, 2, 3 and 4

Business Representatives Steps 2, 3, and 4

ARTICLE IX

Period of Agreement

1.	This Agreement when signed by the proper officials of the Company and the Union and approved by the President of the Brotherhood shall become effective as of March 1, 2009, except as otherwise expressly provided.

The term of this Agreement shall be from March 1, 2009 through February 28, 2014, and shall be considered renewed from term to term of one year after February 28, 2014, unless a written notice of desire to amend or terminate this Agreement is given by either party to other at least sixty (60) days prior to the expiration of the term of this Agreement or any annual renewal period. In event such written notice expresses a desire to amend the current Agreement, the substance of the amendments proposed shall be set forth in writing and accompany the notice of desire to amend.

The parties agree to commence negotiations on any proposed amendments not less than forty (40) days prior to the end of the then current term, and further agree that if said negotiations are not completed by the expiration date of the then current Agreement, then the term of that current Agreement shall automatically be extended so long as negotiations are in progress; however, either party may terminate the current Agreement after its expiration date on thirty (30) days' prior written notice to the other party.

4.	The Company and the Union are parties to the following written supplemental agreements and memoranda of agreement including those listed in Exhibit C:

(a)	Supplemental Agreement with respect to Pension Plan effective March 1, 2009 through February 28, 2014.

(b)	Supplemental Agreement with respect to Group Life Insurance Plan, Group Accidental Death and Dismemberment Plan, Group Medical Expense Insurance Plan and Dental Assistance Plan effective March 1, 2009 through February 28, 2014.

(c)	Supplemental Agreement with respect to Nicor Gas Thrift Plan, effective March 1, 2009 through February 28, 2014.

(d)	Agreement Regarding Union Officials Local 19 (I.B.E.W.) and Nicor Gas Company revised August 5, 2009

(e)	Agreement – Active Union Employees Performing Union Business revised August 5, 2009

(f)	Memorandum of Agreement establishing Utilityman job classification, effective May 25, 1961

(g)	Memorandum of Agreement establishing Arc Welder job classification, effective August 13, 1968

(h)	Memorandum of Understanding: Overtime Equalization Provisions dated February 9, 1971

(i)	Revised Memorandum of Understanding: Disabled Employees dated February 1, 1974 and revised February 1, 1985, March 1, 2000 and March 1, 2004

(j)	Procedures for Testing Candidates for Jobs Requiring Certification dated March 31, 1975 and revised February 1, 1985, July 1, 1997, March 1, 2000, March 1, 2004 and March 1, 2009

(k)	Gas Welding re-qualification ground rules dated August 1, 1980, revised November 8, 1982, February 1, 1988, March 15, 1991 and May 2000

(l)	1991 Memorandum of Agreement, General Items N – Coffee Breaks

(m)	Statements Covering Items of Understanding, Re: Two Persons on Steel and Promotional Sequence dated February 15, 1994 and revised March 1, 2000 and March 1, 2009

(n)	Memorandum of Agreement, Re: Per Diem dated March 1, 1997

(o)	1997 Memorandum of Agreement, Contract Exhibit 5, Exhibit I – Geographic Locations for Placement of Employee Who Return To Former Job Classification

(p)	Revision Exhibit III – 1997 Contract Negotiation Memorandum of Agreement as Revised June 30, 1998 and January 11, 1999 (Incentive plan for Distribution Plastic Laborers and Distribution Plastic Operators)

(q)	1997 Memorandum of Agreement, Exhibit I – Revisions to Fleet Management Department Requirements and the Related Promotional Sequence revised March 4, 1997 and March 1, 2004

(r)	Memorandum of Understanding: Part-Time Provisions dated March 4, 1997 and revised March 1, 2000

(s)	1997 Memorandum of Agreement, General Items, 18 – Retention of Disciplinary Memorandums in Employee Personnel Files

(t)	Memorandum of Understanding: Eligibility for Physical Bargaining Unit Promotions dated August 29, 1997 and revised May 13, 2004

(u)	Schedule of Floating Holidays: Union Employees (Calendar year in which employment begins) dated January 9, 1998

(v)	Memorandum of Understanding: Fusion Qualification and Re-qualification dated September 3, 1998

(w)	Nicor Services – Marketing Project dated March 2, 1999 (Incentive Plan for Nicor Gas Call Center Employees)

(x)	Memorandum of Understanding: NCAT Incentive Program – Training Crews dated August 2, 1999 and Revised March 1, 2009

(y)	Memorandum Re: NCAT incentives and Company called meetings dated August 3, 1999

(z)	2000 Memorandum of Agreement, Exhibit VI – Overtime Procedures for Physical Employees in Training dated March 1, 2000

(aa)	Memorandum of Understanding: Wage Rates: Summer Help effective March 1, 2000

(bb)	Selection of Utility Inspectors dated August 9, 2001. Revised 2004 Memorandum of Agreement, Exhibit III, March 1, 2004 and 2009 Memorandum of Agreement, General Items No. 20 dated March 1, 2009.

(cc)	Accounting and Finance Clerical Prerequisites dated August 10, 2001

(dd)	Memorandum of Understanding: Promotions & Certification Process for part-time to full-time positions (physical) dated February 18, 2002

(ee)	Memorandum of Understanding: System Operations Department – Promotional Sequence dated June 5, 2002

(ff)	Memorandum of Understanding, Incentive for Operating Spanish Queue – Customer Care Call Center dated June 25, 2003

(gg)	Memorandum - Plastic Services off of Steel Main dated August 12, 2003

(hh)	2004 Memorandum of Agreement, Exhibit VI: Memorandum of Understanding: NCAT Incentive Program for 1” Plastic Services

(ii)	2004 Memorandum of Agreement, Exhibit IV – New Operating Department Job Classifications – Leak Survey Specialist, Sr. Operations Mechanic and Watch and Protect Locator.

(jj)	Memorandum of Understanding: Regarding Sr. Controllers/Mechanics being promoted to Arc Welder/Senior Specialist Classifications dated December 2005

(kk)	Memorandum of Understanding: Revision to Fleet Management Departmental Requirements and the Related Promotional Sequence, Amended Sections “A,2” and “C Helpers” revised September 26, 2006

(ll)	Memorandum: Incentive Structure for Field Operations Construction Directional Drilling Crew Utilizing Directional Drilling Equipment dated April 23, 2008

(mm)	2009 Memorandum of Agreement, Exhibit I – Installation of Mains and Services by Contractors

(nn)	2009 Memorandum of Agreement, Exhibit II – Excess Clerical Employee Ground Rules dated July 12, 1984 and Revised July 19, 1991 and March 1, 2009.

(oo)	2009 Memorandum of Agreement, Exhibit III – Agreement Regarding Transfers from Clerical to Meter Reading

It is agreed that the above-listed supplemental agreements and memoranda of agreement, where they provide for a fixed term, shall be in effect for the term therein specified; and that, where they do not provide for a fixed term, they shall remain in effect for the duration of this Agreement.

5.	Changes in any current Agreement can be made at any time by mutual consent.

For Nicor Gas

/s/ RUSS M. STROBEL
Russ M. Strobel, Chairman, President and Chief Executive Officer

/s/ CLAUDIA J. COLALILLO
Claudia J. Colalillo, Senior Vice President Human Resources and Corporate Communications

/s/ ROCCO J. D'ALESSANDRO
Rocco J. D’Alessandro, Executive Vice President Operations

/s/ RICHARD L. HAWLEY
Richard L. Hawley, Executive Vice President and Chief Financial Officer

For Local Union 19

/s/ ROBERT E. WYRWICKI
Robert E. Wyrwicki, President, Business Manager, Financial Secretary

/s/ ALAN S. TALKINGTON
Alan S. Talkington, Senior Assistant Business Manager

/s/ TERRANCE J. HAGGERTY
Terrance J. Haggerty, Vice President, Recording Secretary

EXHIBIT A

PHYSICAL

WAGE RATES

AND

TIME AND RATE STEP SCHEDULES

	Pension Bands effective for employees hired prior to January 1, 1998.
	Employees hired on or after January 1, 1998 should refer to the Summary
	Plan Description for information pertaining to pension benefits.

EXHIBIT A
WAGE RATES FOR PHYSICAL EMPLOYEES

Time and			Year 2009		Year 2010		Year 2011		Year 2012		Year 2013
Rate Steps			Basic Hourly		Basic Hourly		Basic Hourly		Basic Hourly		Basic Hourly
Schedule		Pension	Rates of Pay		Rates of Pay		Rates of Pay		Rates of Pay		Rates of Pay
No.	Job Classification	Band*	Minimum	Maximum	Minimum	Maximum	Minimum	Maximum	Minimum	Maximum	Minimum	Maximum
19	Arc Welder	9	$32.06	$ 32.29	$33.03	$ 33.26	$34.19	$ 34.42	$35.22	$ 35.45	$36.37	$ 36.60
24	Associate Corrosion Control Technician	1	$17.38	$ 17.38	$17.90	$ 17.90	$18.53	$ 18.53	$19.09	$ 19.09	$19.71	$ 19.71
12	Controller-hired before 3/22/85	7	$25.87	$ 26.37	$26.60	$ 27.10	$27.48	$ 27.98	$28.26	$ 28.76	$29.13	$ 29.63
10	Controller-hired after 3/21/85	7	$24.37	$ 26.37	$25.10	$ 27.10	$25.98	$ 27.98	$26.76	$ 28.76	$27.63	$ 29.63
5	Corrosion Control Field Technician	3	$18.73	$ 20.03	$19.32	$ 20.62	$20.03	$ 21.33	$20.66	$ 21.96	$21.36	$ 22.66
9	Corrosion Control Technician	5	$21.98	$ 23.58	$22.68	$ 24.28	$23.52	$ 25.12	$24.27	$ 25.87	$25.10	$ 26.70
20	Distribution Crew Leader	10	$32.52	$ 33.02	$33.50	$ 34.00	$34.68	$ 35.18	$35.73	$ 36.23	$36.90	$ 37.40
4	Distribution Helper-hired 3/22/85 - 4/4/97	1	$16.72	$ 17.22	$17.24	$ 17.74	$17.86	$ 18.36	$18.41	$ 18.91	$19.02	$ 19.52
3	Distribution Helper-hired 4/4/97 thru 6/30/04	*1	$15.30	$ 15.80	$15.77	$ 16.27	$16.33	$ 16.83	$16.83	$ 17.33	$17.38	$ 17.88
2	Distribution Helper-hired after 6/30/04	*	$13.00	$ 15.80	$13.40	$ 16.27	$13.88	$ 16.83	$14.31	$ 17.33	$14.77	$ 17.88
21	Distribution Mechanic	7	$21.71	$ 26.37	$22.44	$ 27.10	$23.32	$ 27.98	$24.10	$ 28.76	$24.97	$ 29.63
26	Distribution Plastic Laborer	2	$18.88	$ 18.88	$19.45	$ 19.45	$20.13	$ 20.13	$20.73	$ 20.73	$21.40	$ 21.40
27	Distribution Plastic Operator	7	$27.12	$ 27.12	$27.93	$ 27.93	$28.91	$ 28.91	$29.78	$ 29.78	$30.75	$ 30.75
16	Distribution Technician	8	$30.41	$ 30.91	$31.34	$ 31.84	$32.45	$ 32.95	$33.44	$ 33.94	$34.54	$ 35.04
4	Facility Service Helper-hired 3/22/85-4/4/97	1	$16.72	$ 17.22	$17.24	$ 17.74	$17.86	$ 18.36	$18.41	$ 18.91	$19.02	$ 19.52
3	Facility Service Helper-hired after 4/4/97	*1	$15.30	$ 15.80	$15.77	$ 16.27	$16.33	$ 16.83	$16.83	$ 17.33	$17.38	$ 17.88
2	Facility Service Helper-hired after 6/30/04	*	$13.00	$ 15.80	$13.40	$ 16.27	$13.88	$ 16.83	$14.31	$ 17.33	$14.77	$ 17.88
20	Fleet Management Crew Leader	10	$32.52	$ 33.02	$33.50	$ 34.00	$34.68	$ 35.18	$35.73	$ 36.23	$36.90	$ 37.40
10	Fleet Mgmt Helper hired 3/21/85 - 4/4/97	7	$24.37	$ 26.37	$25.10	$ 27.10	$25.98	$ 27.98	$26.76	$ 28.76	$27.63	$ 29.63
3	Fleet Mgmt Helper hired 4/4/97 thru 6/30/04	*1	$15.30	$ 15.80	$15.77	$ 16.27	$16.33	$ 16.83	$16.83	$ 17.33	$17.38	$ 17.88
2	Fleet Mgmt Helper hired after 6/30/04	*	$13.00	$ 15.80	$13.40	$ 16.27	$13.88	$ 16.83	$14.31	$ 17.33	$14.77	$ 17.88
21	Fleet Management Mechanic	7	$21.71	$ 26.37	$22.44	$ 27.10	$23.32	$ 27.98	$24.10	$ 28.76	$24.97	$ 29.63
16	Fleet Management Technician	8	$30.41	$ 30.91	$31.34	$ 31.84	$32.45	$ 32.95	$33.44	$ 33.94	$34.54	$ 35.04
11	General Corrosion Control Technician	8	$26.15	$ 29.15	$27.02	$ 30.02	$28.07	$ 31.07	$29.00	$ 32.00	$30.04	$ 33.04
6	General Facility/Property Mechanic	2	$19.01	$ 20.01	$19.60	$ 20.60	$20.31	$ 21.31	$20.94	$ 21.94	$21.64	$ 22.64
15	G.O. Equipment Mechanic	7	$28.17	$ 28.40	$29.02	$ 29.25	$30.04	$ 30.27	$30.95	$ 31.18	$31.96	$ 32.19
19	G.O. Equipment Technician	9	$32.06	$ 32.29	$33.03	$ 33.26	$34.19	$ 34.42	$35.22	$ 35.45	$36.37	$ 36.60
25	Leak Survey Specialist	2	$18.46	$ 18.46	$19.01	$ 19.01	$19.68	$ 19.68	$20.27	$ 20.27	$20.93	$ 20.93
4	Material Handling Helper-hired 3/22/85-4/4/97	1	$16.72	$ 17.22	$17.24	$ 17.74	$17.86	$ 18.36	$18.41	$ 18.91	$19.02	$ 19.52

EXHIBIT A
WAGE RATES FOR PHYSICAL EMPLOYEES

Time and			Year 2009		Year 2010		Year 2011		Year 2012		Year 2013
Rate Steps			Basic Hourly		Basic Hourly		Basic Hourly		Basic Hourly		Basic Hourly
Schedule		Pension	Rates of Pay		Rates of Pay		Rates of Pay		Rates of Pay		Rates of Pay
No.	Job Classification	Band*	Minimum	Maximum	Minimum	Maximum	Minimum	Maximum	Minimum	Maximum	Minimum	Maximum
3	Material Handling Helper-hired 4/4/97-6/30/04	*1	$15.30	$ 15.80	$15.77	$ 16.27	$16.33	$ 16.83	$16.83	$ 17.33	$17.38	$ 17.88
2	Material Handling Helper-hired after 6/30/04	*	$13.00	$ 15.80	$13.40	$ 16.27	$13.88	$ 16.83	$14.31	$ 17.33	$14.77	$ 17.88
12	Material Handling Mechanic-before 3/22/85	7	$25.87	$ 26.37	$26.60	$ 27.10	$27.48	$ 27.98	$28.26	$ 28.76	$29.13	$ 29.63
10	Material Handling Mechanic-3/22/85 thru 4/4/97	7	$24.37	$ 26.37	$25.10	$ 27.10	$25.98	$ 27.98	$26.76	$ 28.76	$27.63	$ 29.63
26	Material Handling Mechanic - after 4/4/97	2	$18.88	$ 18.88	$19.45	$ 19.45	$20.13	$ 20.13	$20.73	$ 20.73	$21.40	$ 21.40
7	Meter Reader-hired 2/2/74 - 3/21/85	3	$21.11	$ 21.61	$21.76	$ 22.26	$22.54	$ 23.04	$23.23	$ 23.73	$24.00	$ 24.50
4	Meter Reader-hired 3/22/85 thru 4/4/97	1	$16.72	$ 17.22	$17.24	$ 17.74	$17.86	$ 18.36	$18.41	$ 18.91	$19.02	$ 19.52
3	Meter Reader-hired 4/4/97 thru 6/30/04	*1	$15.30	$ 15.80	$15.77	$ 16.27	$16.33	$ 16.83	$16.83	$ 17.33	$17.38	$ 17.88
2	Meter Reader-hired after 6/30/04	*	$13.00	$ 15.80	$13.40	$ 16.27	$13.88	$ 16.83	$14.31	$ 17.33	$14.77	$ 17.88
7	Meter Shop Helper-before 3/22/85	3	$21.11	$ 21.61	$21.76	$ 22.26	$22.54	$ 23.04	$23.23	$ 23.73	$24.00	$ 24.50
4	Meter Shop Helper-3/22/85 thru 4/4/97	1	$16.72	$ 17.22	$17.24	$ 17.74	$17.86	$ 18.36	$18.41	$ 18.91	$19.02	$ 19.52
3	Meter Shop Helper-hired 4/4/97 thru 6/30/04	*1	$15.30	$ 15.80	$15.77	$ 16.27	$16.33	$ 16.83	$16.83	$ 17.33	$17.38	$ 17.88
2	Meter Shop Helper-hired after 6/30/04	*	$13.00	$ 15.80	$13.40	$ 16.27	$13.88	$ 16.83	$14.31	$ 17.33	$14.77	$ 17.88
21	Meter Shop Mechanic	7	$21.71	$ 26.37	$22.44	$ 27.10	$23.32	$ 27.98	$24.10	$ 28.76	$24.97	$ 29.63
16	Meter Shop Technician	8	$30.41	$ 30.91	$31.34	$ 31.84	$32.45	$ 32.95	$33.44	$ 33.94	$34.54	$ 35.04
21	Operations Mechanic	7	$21.71	$ 26.37	$22.44	$ 27.10	$23.32	$ 27.98	$24.10	$ 28.76	$24.97	$ 29.63
16	Operations Technician	8	$30.41	$ 30.91	$31.34	$ 31.84	$32.45	$ 32.95	$33.44	$ 33.94	$34.54	$ 35.04
13	Semi-Truck Operator	8	$27.30	$ 29.30	$28.16	$ 30.16	$29.20	$ 31.20	$30.12	$ 32.12	$31.15	$ 33.15
13	Senior Controller	8	$27.30	$ 29.30	$28.16	$ 30.16	$29.20	$ 31.20	$30.12	$ 32.12	$31.15	$ 33.15
19	Senior Distribution Plastic Operator	9	$32.06	$ 32.29	$33.03	$ 33.26	$34.19	$ 34.42	$35.22	$ 35.45	$36.37	$ 36.60
21	Senior Facility/Property Mechanic	7	$21.71	$ 26.37	$22.44	$ 27.10	$23.32	$ 27.98	$24.10	$ 28.76	$24.97	$ 29.63
27	Senior Operations Mechanic	7	$27.12	$ 27.12	$27.93	$ 27.93	$28.91	$ 28.91	$29.78	$ 29.78	$30.75	$ 30.75
19	Senior Specialist	9	$32.06	$ 32.29	$33.03	$ 33.26	$34.19	$ 34.42	$35.22	$ 35.45	$36.37	$ 36.60
18	Specialist	9	$30.96	$ 31.46	$31.90	$ 32.40	$33.03	$ 33.53	$34.03	$ 34.53	$35.15	$ 35.65
19	Storage Arc Welder	9	$32.06	$ 32.29	$33.03	$ 33.26	$34.19	$ 34.42	$35.22	$ 35.45	$36.37	$ 36.60
19	Storage Controls Tester	9	$32.06	$ 32.29	$33.03	$ 33.26	$34.19	$ 34.42	$35.22	$ 35.45	$36.37	$ 36.60
20	Storage Crew Leader	10	$32.52	$ 33.02	$33.50	$ 34.00	$34.68	$ 35.18	$35.73	$ 36.23	$36.90	$ 37.40
7	Storage Helper-hired before 3/22/85	3	$21.11	$ 21.61	$21.76	$ 22.26	$22.54	$ 23.04	$23.23	$ 23.73	$24.00	$ 24.50
4	Storage Helper-hired 3/22/85 - 4/4/97	1	$16.72	$ 17.22	$17.24	$ 17.74	$17.86	$ 18.36	$18.41	$ 18.91	$19.02	$ 19.52
3	Storage Helper-hired 4/4/97 thru 6/30/04	*1	$15.30	$ 15.80	$15.77	$ 16.27	$16.33	$ 16.83	$16.83	$ 17.33	$17.38	$ 17.88

EXHIBIT A
WAGE RATES FOR PHYSICAL EMPLOYEES

Time and			Year 2009		Year 2010		Year 2011		Year 2012		Year 2013
Rate Steps			Basic Hourly		Basic Hourly		Basic Hourly		Basic Hourly		Basic Hourly
Schedule		Pension	Rates of Pay		Rates of Pay		Rates of Pay		Rates of Pay		Rates of Pay
No.	Job Classification	Band*	Minimum	Maximum	Minimum	Maximum	Minimum	Maximum	Minimum	Maximum	Minimum	Maximum
2	Storage Helper hired after 6/30/04	*	$13.00	$ 15.80	$13.40	$ 16.27	$13.88	$ 16.83	$14.31	$ 17.33	$14.77	$ 17.88
21	Storage Mechanic	7	$21.71	$ 26.37	$22.44	$ 27.10	$23.32	$ 27.98	$24.10	$ 28.76	$24.97	$ 29.63
17	Storage Technician	9	$30.95	$ 31.46	$31.89	$ 32.40	$33.02	$ 33.53	$34.02	$ 34.53	$35.14	$ 35.65
6	System Laborer	2	$19.01	$ 20.01	$19.60	$ 20.60	$20.31	$ 21.31	$20.94	$ 21.94	$21.64	$ 22.64
8	Utility Facility/Property Mechanic	5	$21.79	$ 23.79	$22.50	$ 24.50	$23.36	$ 25.36	$24.12	$ 26.12	$24.97	$ 26.97
19	Utility Inspector	9	$32.06	$ 32.29	$33.03	$ 33.26	$34.19	$ 34.42	$35.22	$ 35.45	$36.37	$ 36.60
27	Watch and Protect Locator	7	$27.12	$ 27.12	$27.93	$ 27.93	$28.91	$ 28.91	$29.78	$ 29.78	$30.75	$ 30.75

*Pension Bands effective for employees hired prior to 1/1/98

SCHEDULES OF BASIC HOURLY RATES OF PAY AND
TIME AND RATE STEPS - PHYSICAL
											YEAR 2009
Schedule
Number		Rate Step and Cumulative Time
		3/4	6	1	1 1/2	2	2 1/2	3	3 1/2	4	4 1/2
	Minimum	Months	Months	Year	Years	Years	Years	Years	Years	Years	Years
1	$ 12.55	$ 14.76
2	$ 13.01	$ 15.30	$ 15.38	$ 15.46	$ 15.54	$ 15.62	$ 15.71	$ 15.80
3	$ 15.30		$ 15.38	$ 15.46	$ 15.54	$ 15.62	$ 15.71	$ 15.80
4	$ 17.22		$ 17.22	$ 17.27	$ 17.32	$ 17.37	$ 17.42	$ 17.48	$ 17.54	$ 17.60	$ 17.66
5	$ 18.73		$ 18.91	$ 19.09	$ 19.27	$ 19.46	$ 19.65	$ 19.84	$ 20.03
6	$ 19.01		$ 19.17	$ 19.33	$ 19.50	$ 19.67	$ 19.84	$ 20.01
7	$ 21.11		$ 21.16	$ 21.21	$ 21.26	$ 21.31	$ 21.37	$ 21.43	$ 21.49	$ 21.55	$ 21.61
8	$ 21.79		$ 22.01	$ 22.23	$ 22.45	$ 22.67	$ 22.89	$ 23.11	$ 23.33	$ 23.56	$ 23.79
9	$ 21.98		$ 22.15	$ 22.32	$ 22.50	$ 22.68	$ 22.86	$ 23.04	$ 23.22	$ 23.40	$ 23.58
10	$ 24.37		$ 24.59	$ 24.81	$ 25.03	$ 25.25	$ 25.47	$ 25.69	$ 25.91	$ 26.14	$ 26.37
11	$ 26.15		$ 26.48	$ 26.81	$ 27.14	$ 27.47	$ 27.80	$ 28.13	$ 28.47	$ 28.81	$ 29.15
12	$ 25.87		$ 25.92	$ 25.97	$ 26.02	$ 26.07	$ 26.13	$ 26.19	$ 26.25	$ 26.31	$ 26.37
13	$ 27.30		$ 27.52	$ 27.74	$ 27.96	$ 28.18	$ 28.40	$ 28.62	$ 28.84	$ 29.07	$ 29.30
14	$ 27.81	$ 27.84	$ 27.87	$ 27.90	$ 27.93	$ 27.96	$ 28.00	$ 28.04
15	$ 28.17	$ 28.20	$ 28.23	$ 28.26	$ 28.29	$ 28.32	$ 28.36	$ 28.40
16	$ 30.41		$ 30.46	$ 30.51	$ 30.56	$ 30.61	$ 30.67	$ 30.73	$ 30.79	$ 30.85	$ 30.91
17	$ 30.96		$ 31.01	$ 31.06	$ 31.11	$ 31.16	$ 31.22	$ 31.28	$ 31.34	$ 31.40	$ 31.46
18	$ 30.96		$ 31.04	$ 31.12	$ 31.20	$ 31.28	$ 31.37	$ 31.46
19	$ 32.06	$ 32.09	$ 32.12	$ 32.15	$ 32.18	$ 32.21	$ 32.25	$ 32.29
20	$ 32.52		$ 32.57	$ 32.62	$ 32.67	$ 32.72	$ 32.78	$ 32.84	$ 32.90	$ 32.96	$ 33.02

		3	6	1	1 1/2	2	2 1/2	3	3 1/2	4	4 1/2	5
	Minimum	Months	Months	Year	Years	Years	Years	Years	Years	Years	Years	Years
21	$ 21.71		$ 22.04	$ 22.37	$ 22.70	$ 23.03	$ 23.36	$ 23.69	$ 24.02	$ 24.35	$ 24.68	$ 25.01

									5 1/2	6	6 1/2	7
									Years	Years	Years	Years
									$ 25.34	$ 25.67	$ 26.00	$ 26.37
	Rate
22	$ 14.76
23	$ 15.83
24	$ 17.38
25	$ 18.46
26	$ 18.88
27	$ 27.12

Schedule Numbers 1 & 2 = 4 months

SCHEDULES OF BASIC HOURLY RATES OF PAY AND
TIME AND RATE STEPS - PHYSICAL
										YEAR 2010
Schedule
Number		Rate Step and Cumulative Time

		3/4	6	1	1 1/2	2	2 1/2	3	3 1/2	4	4 1/2
	Minimum	Months	Months	Year	Years	Years	Years	Years	Years	Years	Years
1	$ 12.92	$ 15.20
2	$ 13.40	$ 15.77	$ 15.85	$ 15.93	$ 16.01	$ 16.09	$ 16.18	$ 16.27
3	$ 15.77		$ 15.85	$ 15.93	$ 16.01	$ 16.09	$ 16.18	$ 16.27
4	$ 17.74		$ 17.79	$ 17.84	$ 17.89	$ 17.94	$ 18.00	$ 18.06	$ 18.12	$ 18.18	$ 18.24
5	$ 19.32		$ 19.50	$ 19.68	$ 19.86	$ 20.05	$ 20.24	$ 20.43	$ 20.62
6	$ 19.60		$ 19.76	$ 19.92	$ 20.09	$ 20.26	$ 20.43	$ 20.60
7	$ 21.76		$ 21.81	$ 21.86	$ 21.91	$ 21.96	$ 22.02	$ 22.08	$ 22.14	$ 22.20	$ 22.26
8	$ 22.50		$ 22.72	$ 22.94	$ 23.16	$ 23.38	$ 23.60	$ 23.82	$ 24.04	$ 24.27	$ 24.50
9	$ 22.68		$ 22.85	$ 23.02	$ 23.20	$ 23.38	$ 23.56	$ 23.74	$ 23.92	$ 24.10	$ 24.28
10	$ 25.10		$ 25.32	$ 25.54	$ 25.76	$ 25.98	$ 26.20	$ 26.42	$ 26.64	$ 26.87	$ 27.10
11	$ 27.02		$ 27.35	$ 27.68	$ 28.01	$ 28.34	$ 28.67	$ 29.00	$ 29.34	$ 29.68	$ 30.02
12	$ 26.60		$ 26.65	$ 26.70	$ 26.75	$ 26.80	$ 26.86	$ 26.92	$ 26.98	$ 27.04	$ 27.10
13	$ 28.16		$ 28.38	$ 28.60	$ 28.82	$ 29.04	$ 29.26	$ 29.48	$ 29.70	$ 29.93	$ 30.16
14	$ 28.65	$ 28.68	$ 28.71	$ 28.74	$ 28.77	$ 28.80	$ 28.84	$ 28.88
15	$ 29.02	$ 29.05	$ 29.08	$ 29.11	$ 29.14	$ 29.17	$ 29.21	$ 29.25
16	$ 31.34		$ 31.39	$ 31.44	$ 31.49	$ 31.54	$ 31.60	$ 31.66	$ 31.72	$ 31.78	$ 31.84
17	$ 31.89		$ 31.94	$ 31.99	$ 32.04	$ 32.09	$ 32.15	$ 32.21	$ 32.27	$ 32.33	$ 32.39
18	$ 31.90		$ 31.98	$ 32.06	$ 32.14	$ 32.22	$ 32.31	$ 32.40
19	$ 33.03	$ 33.06	$ 33.09	$ 33.12	$ 33.15	$ 33.18	$ 33.22	$ 33.26
20	$ 33.50		$ 33.55	$ 33.60	$ 33.65	$ 33.70	$ 33.76	$ 33.82	$ 33.88	$ 33.94	$ 34.00

		3	6	1	1 1/2	2	2 1/2	3	3 1/2	4	4 1/2	5
	Minimum	Months	Months	Year	Years	Years	Years	Years	Years	Years	Years	Years
21	$ 22.44		$ 22.77	$ 23.10	$ 23.43	$ 23.76	$ 24.09	$ 24.42	$ 24.75	$ 25.08	$ 25.41	$ 25.74

									5 1/2	6	6 1/2	7
									Years	Years	Years	Years
	Rate								$ 26.07	$ 26.40	$ 26.73	$ 27.10
22	$ 15.20
23	$ 16.30
24	$ 17.90
25	$ 19.01
26	$ 19.45
27	$ 27.93

Schedule Numbers 1 & 2 = 4 months

SCHEDULES OF BASIC HOURLY RATES OF PAY AND
TIME AND RATE STEPS - PHYSICAL
										YEAR 2011
Schedule
Number		Rate Step and Cumulative Time
		3	6	1	1 1/2	2	2 1/2	3	3 1/2	4	4 1/2
	Minimum	Months	Months	Year	Years	Years	Years	Years	Years	Years	Years
1	$ 13.37	$ 15.73
2	$ 13.88	$ 16.33	$ 16.41	$ 16.49	$ 16.57	$ 16.65	$ 16.74	$ 16.83
3	$ 16.33		$ 16.41	$ 16.49	$ 16.57	$ 16.65	$ 16.74	$ 16.83
4	$ 17.86		$ 17.91	$ 17.96	$ 18.01	$ 18.06	$ 18.12	$ 18.18	$ 18.24	$ 18.30	$ 18.36
5	$ 20.03		$ 20.21	$ 20.39	$ 20.57	$ 20.76	$ 20.95	$ 21.14	$ 21.33
6	$ 20.31		$ 20.47	$ 20.63	$ 20.80	$ 20.97	$ 21.14	$ 21.31
7	$ 22.54		$ 22.59	$ 22.64	$ 22.69	$ 22.74	$ 22.80	$ 22.86	$ 22.92	$ 22.98	$ 23.04
8	$ 23.36		$ 23.58	$ 23.80	$ 24.02	$ 24.24	$ 24.46	$ 24.68	$ 24.90	$ 25.13	$ 25.36
9	$ 23.52		$ 23.69	$ 23.86	$ 24.04	$ 24.22	$ 24.40	$ 24.58	$ 24.76	$ 24.94	$ 25.12
10	$ 25.98		$ 26.20	$ 26.42	$ 26.64	$ 26.86	$ 27.08	$ 27.30	$ 27.52	$ 27.75	$ 27.98
11	$ 28.07		$ 28.40	$ 28.73	$ 29.06	$ 29.39	$ 29.72	$ 30.05	$ 30.39	$ 30.73	$ 31.07
12	$ 27.48		$ 27.53	$ 27.58	$ 27.63	$ 27.68	$ 27.74	$ 27.80	$ 27.86	$ 27.92	$ 27.98
13	$ 29.20		$ 29.42	$ 29.64	$ 29.86	$ 30.08	$ 30.30	$ 30.52	$ 30.74	$ 30.97	$ 31.20
14	$ 29.66	$ 29.69	$ 29.72	$ 29.75	$ 29.78	$ 29.81	$ 29.85	$ 29.89
15	$ 30.04	$ 30.07	$ 30.10	$ 30.13	$ 30.16	$ 30.19	$ 30.23	$ 30.27
16	$ 32.45		$ 32.50	$ 32.55	$ 32.60	$ 32.65	$ 32.71	$ 32.77	$ 32.83	$ 32.89	$ 32.95
17	$ 33.02		$ 33.07	$ 33.12	$ 33.17	$ 33.22	$ 33.28	$ 33.34	$ 33.40	$ 33.46	$ 33.52
18	$ 33.03		$ 33.11	$ 33.19	$ 33.27	$ 33.35	$ 33.44	$ 33.53
19	$ 34.19	$ 34.22	$ 34.25	$ 34.28	$ 34.31	$ 34.34	$ 34.38	$ 34.42
20	$ 34.68		$ 34.73	$ 34.78	$ 34.83	$ 34.88	$ 34.94	$ 35.00	$ 35.06	$ 35.12	$ 35.18

		3	6	1	1 1/2	2	2 1/2	3	3 1/2	4	4 1/2	5
	Minimum	Months	Months	Year	Years	Years	Years	Years	Years	Years	Years	Years
21	$ 23.32		$ 23.65	$ 23.98	$ 24.31	$ 24.64	$ 24.97	$ 25.30	$ 25.63	$ 25.96	$ 26.29	$ 26.62

									5 1/2	6	6 1/2	7
									Years	Years	Years	Years
									$ 26.95	$ 27.28	$ 27.61	$ 27.98
	Rate