|
     
 |
|
201
MEMBERSHIP ACCEPTS
2003-2007 CONTRACT
WHAT’S
NEXT?
The Local 201 membership
voted 1,043 to 995 to approve the tentative
agreement between the IUE-CWA and General
Electric for a new 2003-2007 contract. The 48
vote difference (51% for and 49% against) made
this the closest contract vote in memory.
Nationally, the tentative
agreement was approved 74% to 26% in the 48 local
unions under the IUE/CWA-GE contract. This was a smaller
approval percentage than for the 2000 contract,
which was approved 83% to 17%. There was a 41%
rejection vote in Louisville. Contrary to the
false rumors spread by a certain Evendale manager
that "Madisonville is voting against the
contract because of the domestic partnership
language," in fact Madisonville, Ky.
approved the proposal by a 3-1 margin. The
Machinists Union in Evendale voted to accept 88%
to 12%.
People voted for or against
the proposal for a variety of reasons. The task
now is to accept the secret-ballot vote
expressing the will of our membership and move
on.
Certain structural
bargaining issues need fixing at the national
level. Local 201 has argued (and President Fire
has now agreed) that a "tentative
agreement" should not be announced until the
Conference Board votes on the proposal. And
the Coordination between the various GE unions
got worse, not better, this time—especially
with the Machinists union pulling out of the
Coordinated Bargaining Committee.
In August there is a
national union convention in Chicago. It looks
like the Local 201 position to maintain the
position of Chairman of the IUE/CWA Conference
Board chairman as an elected—not
appointed—position, which was narrowly
defeated last year, is positioned to win this
time.
Locally, we will move to minimize
or eliminate any lay-offs to the street due to
the coming transfer of work to Romania in August.
And before long we will be monitoring the
"SERO Replacement Window" opportunities
in October and November to make sure our
members get their fair share, and that every job
is replaced.
Long term, we will be
moving aggressively to defeat GE’s stated
plan of reducing the IUE union membership to 9000
by the year 2007 by organizing. We will
meet with union supporters ("WAGE
Committees") in the non-union plants in
Auburn, Me., and Somersworth. N.H. to go over the
new contract and make plans to build organization
in those and other shops. Members who want to
help should call the Hall.
On the political front,
we will be working to get the "Tierney
Amendment" to the House Defense
Authorization Bill passed on the Senate side as
well. The bill will require Defense Secretary
Rumsfeld to report to Congress on what defense
jobs are shipped out of the country and what can
be done to bring them back. The large defense
contractors are already mobilizing to defeat this
bill!
Finally, we want to take a
moment to thank all the stewards, committee
members, Building Captains, canvassers and rank
and file members who worked so hard on the
contract campaign. Our Contract Rally
received praise from all over the country. The "13th
monthly check" we helped win will be
greatly appreciated by our retirees. The January
Health Care strike greatly reduced the health
care cost increases and the contract campaign
increased the number of SERO Replacement Window
opportunities. The company didn’t even
try to eliminate the pension update this
time. We made a difference.
Local 201 can again be
proud of its work to win a fair 2003 contract
for our members, despite some of the
disappointing features of the final settlement.
And you can be sure that we will not miss a
beat in meeting the challenges ahead.
UNIONS SLAM GE’S PROPOSAL FOR HCP COST INCREASES!
On Tuesday, July 9th, in
a "Decision Bargaining" session in Pittsburg, PA, IUE-CWA and UE
National leaders slammed
GE’s recently proposed huge employee cost increases to the HCP (Health
Care Preferred) plans.
On June 14th, GE
announced major HCP plan cost increases, using a "contract re-opener"
provision concerning HCP plans, that was slipped into the 1997
contract,(a contract rejected by Local 201).
GE announced 5 HCP plan increases
they intend to implement January 1, 2003 (approximately 6 months
before the end of our current National Contract!)
GE’s proposals were to (1)
implement an inpatient admission employee co-pay of $250.00 when
admitted to a hospital or treatment facility (currently 0 co-pay).
Increase the
co-pay for "specialist" visits from $15.00 to $25.00
Increase emergency room
visits (when not admitted) from $30.00 to $50.00
Increase pharmacy retail
prescriptions from $12.00 to $18.00
Increase mail order
prescriptions from $20.00 to $40.00
The IUE-CWA and UE Conference
Boards immediately (per contract) demanded "decision bargaining". The
July 9 Pittsburgh session was the first such bargaining session. The
IUE-CWA Conference Board, led Chairman Art Smith, brought its GE
National Negotiating members from the Pensions and Insurance
sub-committee, which included Lynn Local 201 BA Ric Casilli,
Louisville Local 761 President Randy Peyton, Schenectady Local
301 BA Carmen DiPaulo, Cleveland Local 707 President Jim
Ledford, and Conference Board Staff member Vinny Vines. The
UE brought its 2 national leaders and reps from the UAW and Flint Glass
workers Union were also present.
Conference Board Chairman Smith
set the tone in his first statement.
"The Union counter-proposes (1)
keeping the hospital and treatment admissions at $0. (2) lowering
specialist visits from $15 to $12. (3) lowering
emergency room visits from $30 to $20. (4) lowering
retail pharmacy prescriptions from $12 to $6 and (5) lowering
mail order prescriptions from $20 to $10 for a 90 day supply."
"You may think our proposals are
ridiculous but now maybe you see what we think of yours. Our members are
outraged!" shouted Smith.
Dialogue and debate ensued for
approximately 3 hours between top company negotiators led by Dennis
Rocheleau and top leaders of the CBC unions present, led by Smith
and UE Conference Board Chair Steve Tormey. GE made it clear that they
were eventually aiming for a 70%/30%
(employee costs) split in their overall health care costs and that
current employee cost-sharing was only in the 18% to 20% range. Using
2001 figures, they said they were approximately $90 million short of
that goal and these proposed "contract opener" increases were only an
attempt to recover a portion of the gap. They made it clear they
intended to be back for more "cost-sharing" at negotiations 6 months
after these increases would go into effect (January 1, 2003).
IUE-CWA leaders attacked the
Company for ignoring previous wage increases given up and COLA
diversions agreed to in past contracts to keep employee medical
cost-sharing lower and hammered them over the Company’s high profits and
ability to pay. UE leaders attacked the Company for proposing increases
that hurt the most, the people who can least afford to pay—individuals
on STD and LTDI disability pay and a lot of medical problems, as well as
pre-65 retirees on fixed incomes.
Louisville
expressed extra outrage considering their plant did not receive % wage
increases the last 3 years (but only lump sums) and now were having
these increases jammed down their throats.
Schenectady
reported their members were extremely hostile over this and this would
be on top of likely layoffs coming in the fall making the situation
worse. "It’s a slap in the face to us." Lynn said "its union
board and members would not stand for this and this can only be seen for
what it is, a politically hostile pre-contract shot and not just an
economic move and the Company would be wise to wait until Contract 2003
to make such awful proposals."
The Company said they could
understand why the Unions were upset and angry over the proposals and
particularly over the "contract re-opener" aspect of these negotiations.
Following a recess and a further
review with Corporate, the Company made 2 pitiful
modifications to their rotten proposal:
They agreed to lower their
proposed $250.00 admission co-pay to $200.00 (currently $0) and cap
that co-pay at 3 times per family and
lowered their $40 mail
order pharmacy co-pay to $38 (wow!)
All 3 other Company proposals
remained the same.
The Company agreed to explore
further a Union suggestion that if they were going to propose any
increases, they should propose changes that would be frozen not
for 6 months but for 3 ½ years (through the next contract). The Union
leaders cautioned the Company that even that type of proposal probably
would not be palatable depending on the nature, extent and size of the
increases.
IUE-CWA Chairman Smith stated "if
corporate thinks we’re gonna just take these things lying down…they’re
sadly mistaken. We’re not gonna sit here and do nothing and then get
steam-rolled over in Contract 2003. You may save $36 million by
implementing your last best offer but the CoE leaders around the country
stand to lose a lot more in productivity and output than what you are
going to save. (Note: The Company has a right to implement their last
best proposal and the Union has the right to strike nationally upon
implementation under the national contract.)
The meeting recessed with the
Company stating they would review the "dialogue" from this session and
re-schedule another session in a few weeks waiving the contractual 30
day decision bargaining deadline (which would be July 14) in the
interest of continuing to talk.
| |
Pension
Payment Per Month X Years of PBS
| EARNINGS |
|
2000
UPDATE
PER MONTH X PBS |
|
2003
UPDATE
PER MONTH X PBS |
|
DIFFERENCE |
| |
|
|
|
|
|
|
| $45,000 |
|
$40.50 |
|
$40.50* |
|
EVEN |
| |
|
|
|
|
|
|
| $50,000 |
|
$46.33 |
|
$45.50* |
|
- 0.83 |
| |
|
|
|
|
|
|
| $55,000 |
|
$52.16 |
|
$50.50* |
|
- 1.66 |
| |
|
|
|
|
|
|
| $60,000 |
|
$58.00 |
|
$55.50* |
|
- 2.50 |
| |
|
|
|
|
|
|
| $65,000 |
|
$63.83 |
|
$61.04 |
|
- 2.79**
$83.70 less monthly increase
(see example below) |
| |
|
|
|
|
|
|
| $70,000 |
|
$69.66 |
|
$67.08 |
|
- 2.58 |
| |
|
|
|
|
|
|
| $75,000 |
|
$75.50 |
|
$73.13 |
|
- 2.37 |
| |
|
|
|
|
|
|
| $80,000 |
|
$81.33 |
|
$79.17 |
|
- 2.16 |
| |
|
|
|
|
|
|
| $85,000 |
|
$87.16 |
|
$85.21 |
|
- 1.95 |
|
| |
| Weekly
Medical Contribution Changes |
| |
GE
Comprehensive
Medical Benefits |
GE Health Care
Preferred |
| |
| |
|
|
|
|
|
|
|
|
|
|
|
|
Annual Pay*
|
|
(Currently)
|
|
1/1/2004
|
|
1/1/2006
|
|
(Currently)
|
|
1/1/2004
|
|
1/1/2006
|
| |
|
|
|
|
|
|
|
|
|
|
|
|
One Person Coverage
|
|
|
|
|
|
|
|
|
|
|
|
|
$37,500-$49,999
|
|
($3.92)
|
|
$6.12
|
|
$7.46
|
|
($2.96)
|
|
$4.49
|
|
$5.35
|
$50,000-$74,999
|
|
($4.92)
|
|
$7.76
|
|
$9.49
|
|
($3.96)
|
|
$6.13
|
|
$7.38
|
$75,000-$99,999
|
|
($5.92)
|
|
$9.56
|
|
$11.86
|
|
($4.96)
|
|
$7.93
|
|
$9.75
|
| |
|
|
|
|
|
|
|
|
|
|
|
|
Two Person Coverage
|
|
|
|
|
|
|
|
|
|
|
|
|
$37,500-$49,999
|
|
($12.55)
|
|
$16.96
|
|
$19.64
|
|
($8.71)
|
|
$11.78
|
|
$13.51
|
$50,000-$74,999
|
|
($13.55)
|
|
$19.22
|
|
$22.67
|
|
($9.71)
|
|
$14.04
|
|
$16.53
|
$75,000-$99,999
|
|
($14.55)
|
|
$21.83
|
|
$26.43
|
|
($10.71)
|
|
$16.65
|
|
$20.29
|
| |
|
|
|
|
|
|
|
|
|
|
|
|
Coverage for Three or More
|
|
|
|
|
|
|
|
|
|
|
|
|
$37,500-$49,999
|
|
($12.55)
|
|
$21.37
|
|
$26.74
|
|
($8.71)
|
|
$14.84
|
|
$18.29
|
$50,000-$74,999
|
|
($13.55)
|
|
$24.90
|
|
$31.80
|
|
($9.71)
|
|
$18.37
|
|
$23.35
|
$75,000-$99,999
|
|
($14.55)
|
|
$29.12
|
|
$38.32
|
|
($10.71)
|
|
$22.59
|
|
$29.87
|
| |
|
|
|
|
|
|
|
|
|
|
|
|
|
| *Based
on 40 hours (not including NSB or OT) |
| |
|
Medical
Premiums for Selected Job Rates |
|
(Includes
raises and COLA based on 2% inflation over the
life of the contract. Thus,
these medical contributions incorporate wage
bracket jumps over the 4 years.) |
| |
|
|
|
|
|
|
| |
|
HCP
|
|
HCP
|
|
HCP
|
| |
|
1 person
|
|
2 people
|
|
3 or more
|
R-23 now
|
|
$3.96
|
|
$9.71
|
|
$9.71
|
1/1/2004
|
|
$6.13
|
|
$14.04
|
|
$18.37
|
1/1/2006
|
|
$7.38
|
|
$16.53
|
|
$23.35
|
| |
|
|
|
|
|
|
R-19 now
|
|
$2.96
|
|
$8.71
|
|
$8.71
|
1/1/2004
|
|
$4.49
|
|
$11.78
|
|
$14.84
|
1/1/2006
|
|
$7.38
|
|
$16.53
|
|
$23.35
|
| |
|
|
|
|
|
|
R-17 now
|
|
$2.96
|
|
$8.71
|
|
$8.71
|
1/1/2004
|
|
$4.49
|
|
$11.78
|
|
$14.84
|
1/1/2006
|
|
$5.35
|
|
$13.51
|
|
$18.29
|
| |
|
|
|
|
|
|
| |
|
|
|
|
|
|
| |
|
CMB
|
|
CMB
|
|
CMB
|
| |
|
1 person
|
|
2 people
|
|
3 or more
|
R-23 now
|
|
$4.92
|
|
$13.55
|
|
$13.55
|
1/1/2004
|
|
$7.76
|
|
$19.22
|
|
$24.90
|
1/1/2006
|
|
$9.49
|
|
$22.67
|
|
$31.80
|
| |
|
|
|
|
|
|
R-19 now
|
|
$3.92
|
|
$12.55
|
|
$12.55
|
1/1/2004
|
|
$6.12
|
|
$16.96
|
|
$21.37
|
1/1/2006
|
|
$9.49
|
|
$22.67
|
|
$31.80
|
| |
|
|
|
|
|
|
R-17 now
|
|
$3.92
|
|
$12.55
|
|
$12.55
|
1/1/2004
|
|
$6.12
|
|
$16.96
|
|
$21.37
|
1/1/2006
|
|
$7.46
|
|
$19.64
|
|
$26.74
|
| |
|
|
|
|
|
|
|
VOTE NO!
IT DOESN’T ADD UP!
Local
201 Executive Policy Board and 201 Conference
Board Delegates Unanimously Reject
2003-2007 Tentative Agreement!
IUE/CWA
GE Conference Board Recommends 2003-2007
Tentative Agreement by 7,649 to 4,994 vote
Lynn and Louisville Opposed
All four Local 201
delegates to the IUE/CWA GE Conference Board
voted to reject the tentative agreement for the
2003-2007 contract. Louisville delegates
unanimously voted against the agreement also,
while all other local leaders voted to recommend
the membership accept the agreement.
The Local 201 Executive
Policy Board voted unanimously to recommend
rejection to the Local 201 membership on
Wednesday evening,
Basically, the Local 201
view is that the proposal just does not add up.
A lower wage package than last time, increased
medical costs, and a pension
"update" formula that is not as good
as the one we were able to negotiate in 2000.
There are increases in
retiree’s medical co-pays without a
freeze on their other medical program costs, and
without an inflation protection clause on their
pension.
There are no
improvements in sickness and personal time,
vacation or holidays, or vision coverage.
There are also some
things the union can be proud of in the new
proposal—especially the breakthrough in
the bonus for current retirees (the "13th
check" this year) and the larger SERO
30/50 window for union members. And it is
certainly true that without the fight we put
up GE health care gouging would have been much
worse—without the January Health Care
strike, for example. The clause, which allowed GE
to increase medical costs mid-contract, is gone
from this proposal.
But most companies
did not make $15 billion last year. And most
companies did not make $1.5 billion out of
the health care system alone. And most
companies do not cling to an employee pension
fund that is overfunded by $4.5
billion!
Where will we be in 4
years? There is no "bargaining
security." The top GE negotiator slipped and
referenced the year "2007, when you are down
to 9,000 members"—as opposed to over
13,000 IUE/CWA members at GE today. With no new
protections from farmout, outsourcing, plant
closings, etc.—where will we be in 2007? In
a better position, or weaker—to defend what
we have and win what we need on health care,
pensions, for the retirees, and job protections?
We have major issues to go
after GE today on their health care
profiteering, on their government-funded
destruction of our jobs, and the plight of
our older retirees.
Local 201 has many times in
the past voted its conscience, based on the actual
merits of the contract proposal--and we need
to do so again.
We point no fingers at
anyone, and we fully understand that there can be
honest disagreement within a union. It’s
called democracy.
Further information is
being distributed in the shop by Local 201
leaflets.
It doesn’t add up.
Right is right. Vote No on Tuesday, June 24.
Stewards Meeting
Friday, June 20, 1:30, at the Union Hall
Contract Information Membership
Meeting
Monday,
June 23
12:30 and 3:30 PM, St. Mike’s Hall
Local 201 News Out with Full
Summary Monday, June 23
VOTE
6 AM to
5 PM in plant, TUESDAY, JUNE 24
IUE-CWA
Local 201, AFL-CIO
|
| We
would like to apologize to the union officers of the
IUE-CWA GE locals in Schenectady, Youngstown,
Waterford, or other locals who were impacted by
the fact that the following summary of the final
GE offer and "tentative agreement"
appeared on the Local 201 website for a few hours
late Tuesday morning June 16. Those leaders and
others were honoring the request of our national
leadership that no contract information be
released before the IUE-CWA GE Conference Board
vote on the tentative agreement on Wednesday,
June 16. We misunderstood that request, and
printed the summary. We removed it immediately
when we recognized our error. We sincerely regret any
embarrassment to the other leaders with whom we
worked so hard during this contract mobilization
period. It was our error, not anyone else’s,
and it would be unfair for any other leader who
was following the rules as they correctly
understood them to take any heat for their
actions. This was a hard-working group at the
national table, and we were proud to work with
them all.
Jeff
Crosby, President - Ric Casilli, Business Agent
IUE-CWA
Local 201
|
The GE
2003 Contract Offer:
A First Look
The Local 201
Executive Policy Board held a phone conference
with Business Agent Ric Casilli in New York last
night from 3:30 pm to 8:15 PM, going over 122
pages of the new GE contract offer. The GE final
offer was tentatively agreed to by top
negotiators IUE President Ed Fire and Conference
Board Chairman Art Smith, and has been submitted
to the full IUE-GE Negotiating Committee for a
recommendation vote today (Tuesday). The GE-IUE
Conference Board will vote on the agreement
Wednesday.
We are still
working to understand the effect of the GE final
offer on Local 201 membership, particularly
the new pension update and the increases in the
pension minimum tables. While we continue to
run numbers and seek additional clarification
from the International Union and the Company,
here are some of the facts that we do
know.
Wages
The 4 year
offer would increase wages by 3%, 2 ½ %, 2
½%, and 3%. In includes a skilled trades
adder similar to the one in the 2000
agreement: one cent for each .15 cents above an
hourly rate of $21.08 an hour, which will help
those earning a day rate of R-18 or above, with a
comparable adder for pieceworkers. The offer also
includes 8 Cost-of-Living adjustments with a
slight improvement in the Cost-of-Living formula,
from 1 cent for each .1% increase in the federal
cost-of-living index to one cent for each .09%
increase in the cost-of-living index. There no
improvement in the 60 cent Night Shift Bonus
that some new hires without previous GE service
earn instead of the 10 percent the rest of us
get.
SERO,
Bonus, and 30/50 Replacement Windows
All SERO and
Bonus options are renewed. The Special Supplement
remains at $350, but the eligibility is expanded.
The Regular Supplement is increased from $14 to
$15 x years service in 6/1/2003, and to $16
6/1/2005.
The 30/50
window feature (which allows an individual who is
50 years old with 30 years service (or who is 55
years old with 25 years service) to retire,
seniority permitting, has been improved. Two
50/30 windows with replacements are provided, 600
slots effective Oct., Nov., 2003, and 420
effective Oct., Nov., 2005. These numbers exclude
non-union GE workers. This compares with a
single window with 850 slots in the 2000-2003
contract, 234 of which went to GE workers at the
non-union shops. Qualifying language is the same
or similar as for the window opportunities in the
last contract.
Pension
We are still
reviewing the pension information as the major
features are complicated. The new pension update
is slightly weaker than the 2000 language: (.75%
of 3 year average pay to $30,000 and 1.45% of
excess, times PBS through 12/31/2002, using high
consecutive 3 Year average pay from 1997 to
2002.) The minimum tables appear stronger with
the minimum increased from $28 to $33, and the
maximum from $40 to $60, but are difficult to
compare with previous charts as they are
structured differently. We are in the process of
reviewing how significant an improvement has been
made on the pension. Member contributions to the
pension plan starts at a higher threshold raised
from $37,500 to $50,000 and then $60,000 during
the life of the contract. (GE has made no
contribution since 1988.)
Breakthrough
one time payment in December 2003 for those
retirees who retired on or before 1/1/2002 of an
additional one month’s check minus
supplements or VPA annuity. Surviving spouses,
those on disability pension and vestees are
eligible. This is the first time ever that the
union has been able to negotiate an increase
(really a bonus) for current retirees.
Medical/Insurance
Increases
& Structural change in Insurance
Contributions
Weekly
contributions for health insurance will increase
twice during the proposed contract, on 1/1/04 and
1/1/06. Payments will be based on a complicated
system: whether one person, two people, or 3 or
more are covered, sliding scales based on income
level, and separate scales for HCP and
traditional CMB. An example:
R-19 with spouse and
child covered, May,2003 yearly 40 hr. base of
$45,219
| |
|
|
|
Current
contribution |
|
|
|
1/1/04
contribution |
|
|
|
1/1/06
contribution |
| HCP |
|
|
|
$8.71
|
|
|
|
$14.85
|
|
|
|
$23.35*
|
| CMB
|
|
|
|
$12.55
|
|
|
|
$21.37
|
|
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$31.80*
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*Raises in
contract will push R-19 into $50,000-74,999
bracket
Variations in
# of people covered (3 categories) or yearly base
income (7 categories) will alter contributions.
The Jan. HCP
co-pay increases are extended to CMB for
Specialist, Inpatient, Emergency Room, and
Prescriptions. Some improvements in CMB
preventive care coverage. The HCP cost/benefits
are set by contract thru 6/07 (no Jan. strikes?).
There are also some improvements in rates for
Dental Care.
Pre 65
Medical for Retirees
Current
retirees, or those retired by 1/1/04, will have
insurance contributions increased $4.33/mo. for
individuals and $8.66/mo. with dependent. Those
who retiree after 1/1/04 will pay the
contributions of the new current employee plan,
based on retirement income. However, the two tier
structure still applies: if last shop income was
over $60,000 you pay based on that income.
Post 65
Medical for Current Retirees
Increase in 1st
day of hospitalization coverage improved by $50.
Prescription mail co-pays for 90 day mail order
are increased from $20 to $25. Additional costs
for brand name with generic available are
applied. Drug cost max is improved; lowered from
$2000 to $1500. No freeze on cost of Hospital
Indemnity plan or GE Medical Insurance Plan for
Pensioners.
JOB
SECURITY
There is no
significant improvement in outsourcing protection
or other job security language.
OTHER
IMPROVEMENTS and WEAK AREAS
There are a
number of other minor improvements in the offer.
The weekly Short Term Disability payment goes
from $475 to $550 a week on 1/1/04, and to $600
on 1/1/06. The minimum benefit for Long Term
Disability (which we pay for) goes up $50 a month
in each category. The maximum contribution to
Savings and Security would go from 17% to 30%
(but no increase in the Company match!).
We emphasize
that these are not all the facts on GE’s
contract offer, and we ask that each and
every member look closely at the information
which will be provided by the Company and the
Union over the next few days.
The four Local
201 elected delegates to the GE-IUE Conference
Board will return from the Wednesday, June 18
Conference Board vote, and the Local 201
Executive Policy Board will vote a recommendation
Wednesday evening. The Local 201 Stewards
Council will meet at the Union Hall at 1:30
Friday. There Local 201 newspaper will come out
Monday morning, June 23, and a membership meeting
will hear an explanation of the offer and answer
questions at 12:30 and 3:30 pm Monday at
St.Mike’s Hall. Local 201 will vote at
the same locations as last contract in the plant
on Tuesday, June 24.
IUE-CWA
Local 201 Executive Board and Officers
June 17,
2003
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FINAL GE
OFFER RECEIVED
UNION INITIATES REJECTION /
RATIFICATION PROCESS
IUE-CWA President Ed Fire
and GE Conference Board Chairman Art Smith have
agreed to recommend acceptance of GE's final
contract offer to the National Negotiating
Committee. This offer is also being recommended
to the UE Conference Board. The proposed contract
would be for 4 years.
The IUE-CWA Negotiating
Committee will vote its recommendation tomorrow,
Tuesday, June 17th, and the Conference Board will
vote on Wednesday, June 18th. If the Conference
Board votes acceptance, there is then a tentative
agreement, which will be voted on by the
membership. If the Conference Board votes to
reject the offer, then strike preparations will
accelerate.
Local 201 will put
confirmed details into the plant as soon as
possible. Anything you hear before official union
information comes out is unofficial and may not
be accurate. If there is a tentative agreement
due to an acceptance by the Conference Board,
Local 201 will adhere to the following revised
schedule:
Wednesday evening, June
18
Local 201 Executive
Policy Board to vote its recommendation.
Friday 1:30 pm, June 20
Local 201 Stewards
Council to meet and vote its
recommendation.
Monday morning, June 23
201 News to be
distributed with contract summary.
Monday 12:30 p.m. and
3:30 p.m. June 23
201 Monthly Membership
and Contract information meetings.
(Location to be announced.)
Tuesday June 24
201 Ratification Vote.
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Jeff
Crosby
President |
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