IUE-CWA Local 201  “Under the provision of the 2011-2015 IUE-CWA GE Wage agreement, a COLA (Cost Of Living Adjustment) will be delivered on June 23, 2014, for all eligible GE members. The General Increase will be 3.0%. The COLA increase will be 22 cents per hour. This will be the sixth of eight COLA’s delivered during this contract cycle.”  


Piecework update Wednesday July 23,2014

                                                                                                               LOCAL 201 WEB-SITE
The Company will be ready to meet with Local 201 on Thursday July 24, 2014  at 1:30PM .They have been involved (since last week) in extensive reviews of their last Company Proposal #10 and also Union Proposal #9,  which restructured the whole compensation package using a different model. Those reviews have involved Company leaders at all levels of Aviation and Corporate and will be completed either today or tomorrow morning.
All Union Bargaining Committee members should report to Bldg 1-74A by 1:30PM tomorrow Thursday, July 24, 2014.

Piecework Negotiations Update 7/12/14

Next Session Tuesday July 15



The negotiations over ending the Plant IV piecework system continue to get more complicated due to the Company informing Local 201 (almost every week) of additional work volume drops being forecasted for this year and 2015. Attempting to negotiate a transition from a piecework to daywork system is difficult enough. But trying to avoid forced layoffs and bargaining the year before a National Contract has made these negotiations extremely complicated.  The Union is dealing with the internal demographics of our directly impacted workforce. We have members in different age brackets and members that have been in piecework for different amounts of time resulting in members who have different needs and desires depending on their age and their time in piecework.


The Company has presented 10 proposals, each one getting a bit closer to the Union’s proposals. Local 201 has presented 9 proposals and the Union has also made significant compromises as the proposals have inched closer.


It has not been easy, but Union proposals have been aimed at accomplishing two main things: (1) Securing proper wage and pension compensation for our current pieceworkers and (2) Creating some decent retirement incentive options in an attempt to avoid having any members plant-wide from being forced out on the street on layoff.


The Company and Union met on July 3, 7, and 10.  The Union is concerned over 2 main issues in the latest Company Proposal #10 presented on July 10: (A) that the Company’s compensation offer to members who do not wish to retire (or are not eligible to retire) is too low and (B) their offer for those wishing to retire is missing some incentive items that would get more to retire and sets unnecessary retirement date time limits, thus narrowing the pool of people that would be eligible to go under a more desirable program.


BA Ric Casilli said “their proposal in its present form still would not achieve the results we were hoping for – fair and equitable compensation for all pieceworkers while inducing a large number of retirements to help avoid a future forced layoff situation for any of our River Works Local 201 Members. Our Committee will keep plugging away”


The Union has been reviewing Company Proposal #10 since last Thursday and will be officially responding to it at the next bargaining session on Tuesday, July 15.

Piecework negotiations update 6/19/2014

Thursday, June 19, 2014
A more detailed Business Agent’s report on negotiations was given at the Tuesday, June 17, 2014 monthly membership meeting sessions. This is a quick summary.
On Tuesday June 17, the Company presented the Union with Company Proposal #8.
Their proposal increased the retirement incentive bonus for those over 60 in line with Union Proposal #6.
However, the Company rejected a number of key points of Union Proposal #6 – namely extending the current pension update to include years 2011 through 2013 for those retiring under any incentive program agreed to in this negotiation. Their proposal also did NOT include two other key points of Union Proposal #6 which would have provided retirement incentivized opportunities for pieceworkers (now 59 years old) turning 60 between August 1, 2014 and June 30, 2015. It also did NOT include any piecework “buyout bonus” for anyone staying and converting to daywork after a red circle period.
The Union explained to the Company that their own Company proposal would NOT get them anywhere near the retirements they were seeking initially or over the entire next year. The Union said “you need to address the pension issue in some way if you have any chance of achieving the retirement results you want”. The Union also told them “you need to address the ‘buying out’ of the piecework system for those that will be staying for many more years and will be losing future wage, pension and other benefits accruals.”  
The Company proposal is not even close to addressing either one of those issues.
Local 201 then gave them Union Proposal #6A which presented the Company with another reasonable way to address the Pension issue, whereas they had rejected the Union’s 2011- 2013 extended Pension Update proposal. The Union requested the Company to count any agreed upon 2014 Retirement Bonus towards a member’s 2014 earnings for all purposes (including pension calculations) and allow anyone retiring under provisions of a piecework agreement in 2014 (or 2015) to be eligible for any pension improvements negotiated in the 2015 National Agreement going forward from the effective date set in the National Agreement. The rest of Union proposal #6A remained the same and included a reasonably calculated large “buyout bonus” for those staying and converting to daywork.
The Company has told the Union they need some time to review the Union’s adjusted proposal that addresses the pension and retirement incentive issue in a different way, as well as to review other Union comments made at the June 17th session in regards to the other provisions in Union Proposal #6A and lacking in Company Proposal #8.
Next week, it is likely that an agreed upon joint Union/Company sub-committee will meet in attempts to iron out differences in language of the Job Security provisions contained in Union and Company proposals.
The next full Negotiation session will likely be scheduled between July 1st and July 3rd, 2014.
MARK WORKMAN                 RIC CASILLI                   PETE CAPANO

Corrections to BA news paper article.

Layout errors made BA Ric Casilli’s column in the June 10 issue of the 201 News unintelligible.
Here is the corrected version:
With over 50% of Local 201 GE members reaching the optional retirement age of at least 60 during the 2015 Contract, it is critical that the next labor agreement have decent pension improvements, especially in the Pension Update, Guaranteed Pension Tables and the Pension Supplements. Improvements in these 3 areas will impact only members still working in our Defined Benefit Pension Plan and not affect any current retirees.
This article focuses on one of these 3 key areas of the pension plan - the Pension Update. Former Plant IV Board member Fred Merchant Jr. used to write about how important this update was for many Local 201 members, especially after it was lost in the 1997 Contract and regained in the 2000 Contract.
The Pension Update is a critical piece of the Pension plan which is used to “update” your previous pension earned through your career when your earnings were usually much lower. Without an update, you will not get a high enough pension to replace a decent target percentage of your current higher wages due to the drag of many lower earning years. The “update” partially fixes that built in flaw to the GE Pension plan
Below is the current 2011 Pension Update (uses best 3 consecutive of 2005 -2010 years) formula and how it applied to increase many of our members’ pensions. Once you get an update – you do not ever lose the impact of that update. The Union will be seeking another update and an improvement in this Pension Update formula in the 2015 Contract Negotiations, as well as improvements in the guaranteed pension tables, pension supplements etc.
2011-2015 GE Contract Pension Update
Using the current 2011 Pension Update Formula your pension is figured out until the end of the year 2010. Earnings you have for the years 2011 and after are added on to the 2010 Update figure (if you are eligible and it increases your earned pension through 12- 31-2010). To add on these years, most people will use the Pension Earnings Career Formulas for their calculations.
Using Careers Pension Earnings formulas
Example: Earnings in 2011 were added on by multiplying the first $40,000 of earnings by 0 .0145 and all earnings in excess of $40,000 by 0.019. An employee who earned $90,000 in 2011 would have:
$40,000 X 0 .0145 = $580.00 + $50,000 X 0.019 = $950.00
$1,530.00 annually or $127.50 monthly added to their pension for the year 2011
In 2012 the formula changed by now multiplying the first $45,000 by 0.0145 and any excess earnings above $45,000 by 0 .019
2012 Example #1: An employee who earned $90,000 in 2012 would have
$45,000 X 0.0145 = $652.50 + $45,000 X 0.019 = $855.00
$1,507 annually or $125.58 monthly added to their pension for the year 2012
The formula used for 2012 will also be used for the years 2013, 2014, and 2015 pension earnings.
Pension Update through 12-31-2010 (apply the Pension Update Formula below to see if it improves your regular pension earned through 12-31-2010)
1) Add up earnings for your best 3 consecutive years between 2005-2010 Total =___________.
2) Divide by 3=____________. This is your best 3 year average out of the 6 possible years to use for this update
3) Multiply 0.85% (.0085) times average annual pay UP TO $45,000 .0085 X $45,000 = $382.50
4) Multiply 1.45 % (.0145) times annual pay OVER $45,000
5) Add line (3) to line (4); then multiply that total times your PBS as of 12/31/2010. Example: [(3) $382.50+ (4) $_________ ] X ________PBS years = Update figure through 12-31-2010
The participants’ existing December 31, 2010 regular pension is calculated including all previous increases already credited to the participant.
It is then compared to the person’s pension applying the 2011 Contract Pension Update formula above. If the formula above provides for a bigger pension amount- the individual is credited with that amount for his pension through 12-31-2010.
That amount is then ADDED to the 2011, 2012, 2013, 2014, 2015 amounts calculated by using applying the career pension earning formulas (first illustration above) or the by using the Guaranteed Pension table multipliers if one has wages close to or below $82,000 annually in any of these years.
This will give someone their up to date pension calculation.
As stated we will be looking to IMPROVE the 2011 Contract current multipliers and/or break points under the 2015 Contract.
If our next Contract were to remain a 4 year contract (2015-2019) and if the Pension Update was to retain the same structure, one would be applying their best three consecutive years between 2009 and 2014 to a newly negotiated Pension Update formula.
The current Pension Update formula is 0.85% (up to $45,000) and the 1.45% (earnings in excess of $45,000) as shown in the example above, using your best 3 consecutive years between 2005-2010. We need improvement.
Some members confuse the Pension Update Formula with the Career Earning Pension Formula. They are totally different formulas used differently as can be seen in the above example.
Some members also confuse the current Pension Update period used (highest consecutive 3 years of earnings of the 6 year period between 2005 and 2010) with the Guaranteed Pension Table period used (highest consecutive 3 years of earnings of the last 10 completed years before retirement).
The Guaranteed Pension Table was NOT the subject of this column and is used only when it increases the amount of an employee’s pension above the amounts provided
by using the Career Earnings Pension Formula and Updates