Make it in Lynn …
Wear Your “Farm-in” button; watch out for your work.
[The Local 201 Next Generation Committee hosted a discussion with 201 stewards and officers to create a network in the shop to monitor farm out. The following flier and buttons should be in the shops. If not, see your steward to find out how to be involved.]
The Union, through our steward network and Executive Board members, is vigilant on monitoring farmed-out work and is working to prevent unnecessary farm-out. If the Company chooses to farm-out ongoing production work when they don’t expect layoffs they still must tell the Union. Sometimes they don’t and that is a contract violation. Local 201 needs your help!
The teeth that make the contract language stronger are our members’ vigilance. Members understand the work flow, the impact of a broken machine and the way to get things done that newer management people may not understand. The Union uses farm-out notices to make common sense arguments where we can to keep more work in house and there have been successes.
When the Company planned to farm-out eight or nine shifts of work for the EDM group in building 77 J due to a minor maintenance issue, a member gave a steward a heads up. The work was returned, since there had been no notice, and since the maintenance issue was resolved the farm-out was cut in half.
Farm-in takes persistence! After 15 years, the Union has been able to get the T700 diffuser casing farmed-in to Building 74 from a local vendor.
If the Company wants to bring craft subcontractors into the plant, they are required to notify the Union and bring it to the Crafts “21 day notice” committee which meets regularly. One success in the Crafts is the awarding of the contract to refurbish the office areas in Building 74 that put plumbers, electricians, carpenters, tinsmiths and RC’s to work.
Our contract language on farm-out is weak. It requires the Company to give 60 day or 6 months’ notice (depending on the type of work) and to bargain with the Union if they expect the transfer of work to cause layoffs. Local 201 has often entered into decision bargaining to stop these transfers and sometimes we have been successful. The contract, however, does not mandate the Company to keep the work after such negotiation which makes it difficult. Company labor relations representatives have repeatedly told the Union that they have the right to manage or “mismanage” the Business as they see fit.
So, take a button and wear it proudly! Tell your Steward if you see your work going out. Help your Steward get the facts to argue to keep the work in. The button’s a reminder:
Farm-In; Make it Right, 201 Pride in Lynn!