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SUMMARY OF UNION TENTATIVE AGREEMENT

SUMMARY OF UNION TENTATIVE AGREEMENT

WITH AB GROUP AND AVIS - 5 YEAR AGREEMENT (JULY 1, 2013 – JUNE 30, 2018)

 

WAGES

 

*With 2 or more years of service as of July 1, 2013 members receive:

 

7/1/2013 - $0.60 per hour increase (*retroactive back to this date)

12/01/13 - $0.25 per hour increase (*applies only to those in new CSR group)

7/1/2014 - $0.55 per hour increase

7/1/2015 - $0.55 per hour increase

7/1/2016 - $0.50 per hour increase

7/1/2017 - $0.45 per hour increase

 

*With less than 2 years as of July 1, 2013 members receive:

 

7/1/2013 – Wages get adjusted retroactive back to this 7/1/2013 date with the new below improved progression schedules as follows:

 

                  RSA          CSR       SERVICE AGENT (and T&L)    SHUTTLER    PDI

 

Start         $11.00       $11.25                      $10.40                                  $8.75          $10.55  

6 Month   $11.25       $11.50                      $10.65                                  $9.00          $10.80

1 Year      $11.50       $11.75                      $11.15                                  $9.25          $11.15

18 Month $11.75       $12.00                      $11.40                                  $9.50          $11.40

2 Year      $12.00       $12.25                      $11.65                                  $9.75          $11.65

 

Note: Most of the step raises in the chart above are in $0.25 increments every 6 months - meaning a $0.50 annual increase, except for the “1 Year” step increase for Service Agents and Tire & Lube (T &L) which is a $0.50 bump up in 6 months.  More importantly, most of these rates are greatly improved and members shall also receive the raise to these newly negotiated rates retroactive back to July 1, 2013.  For Budget members in a RSA or the new CSR position, this could mean increases retroactive back to July 1, 2013 of $1.00 to $1.50 per hour extra depending where you fall on the step chart.  For a Budget member in a Service Agent position, this could mean increases retroactive back to July 1, 2013 of $0.40 to $0.75 per hour extra depending where you fall on the Step chart.  For Avis members in a CSR position, the retroactive increase would be anywhere between $0.15 and $0.45 depending where you fall on the Step Chart.  Even some Avis RSA’s, Service Agents and Tire and Lube members may see retroactive monies depending where they are on the new step charts, as some steps were improved from previous Avis step rates.  All Avis Shuttlers, still on the step charts on July 1, 2013, shall see retroactive wage monies of $0.35 to $0.50 per hour.  In summary, most members with less than 2 years of service as of July 1, 2013, are going to receive retroactive pay raises back to July 1, 2013 (some of them big) and have a higher pay raise schedule going forward.

Union Reaches Tentative Agreement.

 

 
UNION REACHES TENTATIVE AGREEMENT WITH AB GROUP AND AVIS ON NEW CONTRACT
 
The IUE-CWA Local 201 Avis – Budget Negotiating Committee reached a “Tentative” agreement with the AB Group (Logan/Headquarters) and Avis (Downtown/Cambridge) on a new 5 year (2013-2018) Contract on Thursday, July 24. The Unions Bargaining Committee has voted unanimously to recommend acceptance of the new Contract to our members.
 
The tentative agreement was reached after all day bargaining sessions on July 21- 22 and continued bargaining through July 25 by phone and e-mails.
 
The Union’s Chief Negotiator, Business Agent Ric Casilli, answered some anticipated initial questions from members as below:
 
QUESTIONS AND ANSWERS
 
Q. How would you characterize the tentative agreement?
 
A. It is excellent for current members whether you are at Avis or Budget. It is probably the biggest agreement financially our members have ever secured.
 
Q. What are the wage increases?
 
A. They are, per hour, $.60, $.55, $.55, $.50 and $.45 each July 1st over the 5 years, for members who have been employed for 2 years or over as of July 1, 2013. These last four increases also apply to all other members as soon as they are off their 2 year progression schedule.  The first $.60 per hour will be retroactive from July 1, 2013 pending ratification by members. Based on the approximate average wage of our Avis members of $14.00 – this would amount to an average of a 3.8% wage increase each year over the life of the Contract. Based on the approximate average wage of our Budget Members of $12.10 – this would amount to an average of a 4.4% wage increase each year over the life of the Contract. These are way above average wage gains in Contracts in these economic times!  In addition, there is an extra $.25 per hour added this October for all Avis and Budget members that will be in the new CSR multi-skill classification. (Sidenote:   Before this contract settlement, Avis members with over 2 years received in April a $.25 per hour increase so their increase for 2013 will now be $.85. If you are a CSR from Avis, it will total $1.10 per hour increasing the average 2013 pay raise percentage to almost 8.0% for one year.)
 
Q. What about wage increase for members with less than 2 years of service?
 
A. These members are on the progression charts (as in all previous contracts) BUT there have been MAJOR improvements in all the Budget progression schedules and even many of the Avis schedules for the different classifications. The net impact is that most members, with less than 2 years service as of July 1, 2013, are going to see bigger wage increases with the new Contract than would have under their respective old contracts. These members will receive the pay increases of the new improved schedules effective also retroactive to July 1, 2013. This will also fix any “parity” differences (inequality) between Avis and Budget members in the same classifications with similar service time, as all members shall be on the new improved same schedule for pay purposes. So, the pay equity issue for those with less than 2 years of service will be settled. These members then will also receive all the negotiated wage increases going forward listed in the second question above.
 
 
 
 
 
(OVER)
 
 
 
Q. What about wage “parity” (equality) between members that with more than 2 years service that are not fixed by the improved new progression schedules?
 
A. This issue has begun to be addressed and it will be addressed! This is a serious issue for the Union. The Union already has made “parity” (equality) proposals for 23 Budget Members and 18 Avis members based on their similar service and job classifications. The Company made a counter proposal and there was much discussion on the two proposals. The Company became concerned that this was a complicated and time consuming process to review so many individuals, their pay rates and history; and then to have to bargain each rate and time periods to reach parity - would delay, unnecessarily, reaching an agreement on the rest of the Contract. This would delay all members their general wage increases, other positive contract provisions and make the move into the new facility in September more difficult.
 
The Company requested to delay that bargaining until after ratification. A Letter of Understanding has been signed by both the Union and Company. That letter mandates such bargaining to occur immediately following ratification for a period up to 4 months (unless mutually agreed upon extensions are approved). If no agreement can be reached on any individual(s), then the parties agreed to work with an impartial mediator to resolve. If there still is a disagreement between the Union and Company, the Union has the right to picket, strike or will use other legal options at its disposal. The Company has signed a “good faith” commitment to bargain over the Unions equality proposals and we are confident we can reach an agreement that will lead to equality of wages of members, with over 2 years, in the same classifications and similar service dates. The Union has already requested bargaining dates on this important matter for late August, assuming a ratification of the main Contract.  It is important to secure now the incredible gains for all our members in front of us.
 
Q. Who will be involved for the Union in the follow-up “parity” (equality) negotiations?
 
A. I will be involved, along with our same full Union negotiating committee. The Union has Alex Brown (President), Bill Rounseville (Step 2 & 3 Avis/ Budget representative), Jorge Rivera (Avis Chief Steward), Eladio Quintana (Avis Steward), Kamau Hashim (Budget Chief Steward), and Mukhtar Abdul (Budget Steward) who are all on our negotiating committee. The Union recognizes the importance of these negotiations. This issue will be addressed by this Union.
 
Q. Why a 5 year Contract vs. the usual 3 year Contract?
 
A. The cost of this contract package is much higher than normal and the Company wanted to be able to spread out their higher financial costs over a longer period of time. The Contract merges a 30 year old Avis Union Contract (stronger) with a 4 year old (weaker) Budget Contract. Budget members will see a much more improved Contract in many areas, especially holidays, progression rate increases, overtime calculations and wage increases. Avis members shall see improvement in many areas also – such as their 401K, Avis Retirement plan and wages. Then there will be additional equality costs after the second round of negotiations on the contract reopener on parity to address the approximate 41 Avis and Budget members the Union has identified needing additional wage increases.
 
Q. When will we get a more detailed Summary of the Contract?
 
A. The Union intends to put out at least 2 more communications during the next 2 weeks. One will be a more detailed Contract Summary and one will address the important Parity (equality) Wage Negotiations that will open up in late August. Copies of the entire tentative agreement shall be given to members the day of the vote
 
Q. When will we vote on the Main “Tentative” Contract Agreement?
 
A. Voting will be held Thursday, August 15, 2013 at the Embassy Suite Hotel at Logan Airport. Informational Meetings and voting will be held most of the day for Avis members (Headquarters & Logan) and for Budget members (Logan). There will be separate ballots for each unit. Both units will be asked to approve merging the units together and then will vote on approving the new Contract Agreement. Exact times of meetings and voting will be announced soon. The Union is working on different arrangements for our Downtown Boston/Cambridge members for informational meetings and voting.
 
IUE-CWA LOCAL 201
(July 30, 2013)

LOCAL 201 REACHES TENTATIVE AGREEMENT WITH VEOLIA

 

LOCAL 201 REACHES TENTATIVE AGREEMENT WITH VEOLIA ON A NEW 3 YEAR CONTRACT
 
MEMBERSHIP MEETINGS & VOTE THURS., MAY 23 12:30PM and 3:15PM @ UNION HALL 112 EXCHANGE STREET, LYNN
 
On Friday May 17, 2013 Local 201 reached a tentative agreement on a new 3 year Contract with Veolia Water. Negotiations had hit a “standstill” on April 26 but with membership meetings, actions and solidarity showed by members, the Union finally was able to secure an agreement despite a tough economic negotiating environment. The agreement was reached 17 days past the official non-extended expiration date of our 2010-2013 Labor Agreement. The agreement contains 3 wage rate increase built into the base pay and no unpopular lump sum bonuses.
 
Following is a SUMMARY of the Key Points of the Agreement:
 
WAGES
 
May 1, 2013 - 1.75% (for ALL members and retroactive to May 1, 2013)
 
May 1, 2014 - 2.25% * (see note #1 below)
 
May 1, 2015 - 2.50% * (see note #1 below)
 
• Note #1: Second and Third year wage increases not applicable for employees whose license is below that which is required for their position. If operators with G2 license achieve a G4 license during this contract, their wages would increase 13.7% over the 3 contract years! If operators with no license achieve a G4 license during this contract, their wages would increase 17.1% over the 3 contract years! This means that almost one third of the workforce has the opportunity to secure huge wage increases during this 3 year agreement.
• Note: # 2: New Rate chart established for O&M Techs with license requirements lowered and an opportunity to secure additional rate increases beyond the 3 general wage increases above. Also, the old O&M II rate become new O&M III rate (G6 license required) giving one member an $0.88 per hour rate increase before any of the 3 general wage rate increase are even applied.
• Company will schedule and pay 50% up front for the cost of a G4 license preparation class at the plant if a minimum of 8 sign up. Members pay the other 50% but will be reimbursed if they pass the G4 exam within 6 months of completion of class. Members will be also reimbursed for the cost of the G4 Test if they pass.
MEDICAL
 
• Members in EPO or PPO medical plans, who become “Wellness participants”, shall have premium rates locked in at 20% of the plan costs for the 2014, 2015 and 2016, rather than paying the standard company non-union premium rates which range all the way up to 25% of plan costs. Requirements to be a Wellness participant, especially for 2014, are extremely simple and all members are urged to participate and lock in the reduced rate.
• Members electing not to participate in “Wellness” and choose to stay in the EPO Medical plan would pay premiums between 25.8% and 27.8 % of plan costs OR could switch to the cheaper PPO medical plan to hold down their premium payments.
• For all members- If the Medical premiums members pay rise over 25% from today’s premium rate over the life of the Contract (as a result of Plan cost increases), members on payroll and participating in the plan for 3 years shall receive a one- time payment January 1, 2016 based on their current plan election as follows: Individual = $100; Employee + 1 or children = $200; Family = $300.
PENSION AND 401K
 
• To maintain participation in the Defined Benefit Pension Plan at the current monthly benefit rate, the Company will increase their current $0.85 per hour payment for members to $0.97 (May 1, 2013), $1.10 (May 1, 2014), and to $1.25 (May 1, 2015). These payments maintain the current benefit level and do not increase it.
• No changes in the 401K plan
JOB SECURITY
 
• Our NO LAYOFF CLAUSE remains in the Contract, modified to allow an exception if there is a MAJOR change in the scope of services implemented by the LWSC and provided that such layoff does not also violate any provisions of the Company’s contract with the LWSC. As members are aware, the LWSC voted recently NOT to make a major scope cutback and shall continue to use incineration. This was a right decision and supported by the Union.
 
 
TIME-OFF
 
• Defended our time off program as related to Perfect Attendance. Beat back a Company proposal to eliminate members earning extra days off and change the program into a bonus program. Also, secured a provision that one instance of tardiness will not disqualify a member from the days off awards.
• Sick time now can be taken in one hour increments(currently only 4 or 8 hour increments) when a member has a medical appointment, gets 24 hour advance approval and provides documentation from a qualified medical provider.
• New language allowing the use of funeral leave days when a death occurs while one is on a pre-scheduled vacation.
• No additional restrictions on use of time off, as Company proposals aimed at doing such were withdrawn.
 OVERTIME PAY CALCULATION
 
• Beat back a hated company proposal that would have eliminated vacation days, holiday, PA days, Personal Days and Floating Holidays for counting as time worked for the purpose of OT pay calculations. Our language stays the same!
OTHERS
 
• Swampscott pager premium increased from $50.00 to $75.00.
• Tool allowance (every other year) increased from a net $100 to a net $125.
• Shift premium increased from $1.15 to $1.20 (swing shift) and from $1.40 to $1.45 (third shift) on January 1, 2014.
• Safety Program modified and Quarterly bonus amounts increased from $75.00 to $100.00. Extra annual bonus increased from $100.00 to $150.00.
• Clarified language that a member gets paid the higher rate on the first day when assigned temporarily to a higher rated classification.
• CMV and Hydraulic Bonus amounts will be now paid out within 2 pay periods at the end of the contract year and members will be eligible for pro-rated payments in the event of an employee resignation, retirement or medical leave during the annual period
• No agreement on Medication Grievance Settlement still applying –will have to be settled in grievance procedure or even at Arbitration.
 
 
Your Union Negotiating Committee is recommending acceptance. Please attend one of the information meetings this Thursday for information, discussion and a ratification vote.
 
 
 
IUE-CWA Local 201 Veolia Negotiating Committee
 
(5-20-13)
 
 
 
 
 
 

VEOLIA CONTRACT UPDATE

 

IMPORTANT IUE-CWA LOCAL 201 VEOLIA

MEMBERSHIP MEETING

Tuesday April 30, 2013

12:30 PM and 3:15 PM (2 sessions)

@ UNION HALL

 

Local 201 is calling an emergency meeting for all our Veolia members. Contract Negotiations have hit a standstill. On Friday April 26, 2013 the Company presented what they said was their “final offer” or “close to final offer”.

 

It is unacceptable to your negotiating committee. We have not reached any tentative agreement and there will be no official ratification vote. We told the Company we did not think our members would approve this company proposal. We will go over the entire proposed package with members on Tuesday. We want your opinions on it.  Below is what we see as the major negatives.

 

  1. The Company Wage proposal is extremely low.
  2. The Company Medical Offer strips all our current contractual safeguards, which gave members at least a “bit of relief” from the danger of huge medical premium increases.
  3. The Company Medical proposal also penalizes members with huge premium increases, if they do not go join the Wellness program
  4. The Company proposal takes away vacation days, holidays, PA days, Personal Days and Floating Holidays for counting as time worked for the purpose of overtime pay calculation.
  5. The Company proposal would make it highly likely that our members would lose our current quarterly/annual Safety Bonus, with disqualification if there is any OSHA Recordable injury or accident (even if there was no lost time as a result).
  6. The Company proposal eliminates all safety “make up” meetings and thus subjects members to increased risk of discipline.
  7. The Company proposal provides no increase in CMV and/or Hydraulic Bonus amounts.
  8. The Company is stating they will not honor the grievance mediation settlement of Case #55 anymore. This has to do with protecting the Operators job classification from infringement by the Lead Operators classification under certain circumstances.
  9. The Company is rejecting a Union proposal for time and one half pay when there is State or Federal declared emergency.

 

OVER

 

 

 

                                                        (2)

 

Your negotiating committee feels this is an unfair proposal. This is a multi-national French Company that makes billions of dollars each year. This is a Company that was granted a 20 year operations agreement back in 2001 with the Lynn Water and Sewer Commission (LWSC), which was supported by the Union and majority of union members.  As employees, you perform an important job for the community and maintaining our ocean’s water quality. You work around raw sewage and not in the healthiest of environments. Due to “barebones” staffing, you often can’t take your entitled days off when you want. You must work in weather event emergencies. You deserve a fair proposal.

 

The union has shown good faith in these negotiations by withdrawing all our proposals for additional paid time off and pension improvements. The Union also addressed in contract language important Company concerns regarding excessive costs they would have to bear, should the LWSC cut back a significant scope of services Veolia performs at the plant.

 

Our current Contract was due to expire on 12:01AM Wednesday, May 1, 2013. However, it stays in effect per Article 42 until such time as one of the parties gives 5 days written notice that the Contract will terminate. No such notice has been given by either party. Please make sure you read the Strike Information material being distributed by the Stewards and fill out a Strike Benefit Card.

 

Ric Casilli                 Alex Brown             Pete Capano            Roger Moreau

 

 

                                                                                                                                  Business Agent          President                 Vice President           Chief Steward

 

(4/26/13)

AVIS/BUDGET CONTRACT

 

       Official IUE-CWA Local 201 Communication

 

AVIS/BUDGET CONTRACT

NEGOTIATIONS REPORT

Tuesday, April 16, 2013

 

Two more Contract negotiating sessions were held on April 9 and April 10. The Union and Company have been plodding through the 31 Articles of the Avis Union Contract and the 26 Articles of the Budget Union Contract. The parties are attempting to merge the two contracts into one Contract between IUE-CWA Local 201 and AB Car Rental Services. At this point, the parties are working on merging non-economic Contract Articles. The Union has been fighting to put in the best provisions for all our members in any new agreement, whether they are from the Avis or Budget Contract. It is a complicated and slow process doing this.

 

The Union strongly opposed a Company proposal to split off our Avis Maintenance Technicians at Headquarters to be under a separate Contract and become a separate bargaining unit of Local 201. The Company dropped the proposal. Thus, our technicians will remain in the same bargaining unit and be under the same contract as our members at Logan Airport.

 

The Union also strongly opposed a Company proposal to split off our members working for Avis in Boston/Cambridge to be under a separate Contract. The Company argument is that they are going to be working for a separate Avis management and not AB Car Rental Services management. The Union argued successfully that we would agree they could be a separate union bargaining unit of Local 201 closing the door on any movement between downtown and Logan Airport during any times of job reductions. However, they will remain under the same main merged Contract we are currently negotiating for the Airport

 

Our Bus Drivers at Avis and Budget will not be under the provisions of the new contract agreement negotiated and ratified by the membership, unless they get transferred into other job positions for AB Car Rental Services or Avis (Boston/Cambridge). They shall however remain under all provisions of our current Contracts with Budget or Avis and the provisions of the separate Bonus agreement previously announced. Their layoff date is expected to occur sometime in September.

 

Negotiations for a new merged Contract will resume on Friday April 19. The parties hope to try and settle all non-economic provisions of the Contract that day and then begin discussing the important economic issues such as wages, vacations, overtime rates etc. and a host of benefit areas.                                               

                                                    OVER

SENIORITY

 

The parties have reached an agreement to meet with an impartial 3rd party mediator to discuss the complicated issue of merging the seniority of the members in the 2 bargaining units. The meeting will be held in Boston at the Federal Mediation and Conciliation headquarters on Tuesday, May 21. The Company and Union will be presenting the Federal Mediator with the background and history of the Avis and Budget Bargaining units and the seniority provisions in both current contracts. The Union’s full negotiating committee will participate, including Avis Chief Steward Jorge Rivera, Avis Steward Eladio Quintana, Budget Chief Steward Kamau Hashim and Budget Steward Muktar Abdul. The Union has also asked our stewards to select a union member from Avis and a union member from Budget to participate in the discussions and presentation of the complicated issue to the mediator. We will update our members after that meeting on the seniority issue.

 

Remember there is no agreement unless the Union reaches a final tentative agreement and it is then voted and ratified by the memberships of both current units – Avis and Budget.

 

We will keep you updated on the negotiations. Thanks for your support.

 

IUE-CWA Local 201 Avis/Budget Bargaining Committee

 

 

                  Ric Casilli                Alex Brown                Bill Rounseville

Business Agent             President         Amalgamated Representative

 

   Jorge Rivera                Kamau Hashim           Eladio Quintana       Muktar Abdul

Avis Chief Steward    Budget Chief Steward      Avis Steward         Budget Steward

                

Latest on Union and GE strike "NOTICE" talks.

 

GE STRIKE “NOTICE” MEETINGS UPDATE

Friday, March 1, 2013

 

 

On ND #126, 864 involving the failure of the Company to adequately notify the Union of the transfer of ongoing production work out of Building 66 to Korea, the Company and Union met on Feb. 28. The Company presented some charts showing the work lost in Lynn and work gained in Lynn as a result of GE’s 2006 “Industrial Cooperation Agreement” with Korea. The Union asked many questions but at first glance it appeared that the work loss increased over the last 2 years and that the “deal” really has hurt Lynn in Plant IV, Plant I and Assembly and Test. There are going to be more follow up meetings on this to understand the details of this agreement’s impact and if there is anyway to restructure this agreement to make it more favorable to Lynn.

 

The new Plant IV joint company/union sub-committee met in a “training session” on Feb. 27. The meeting was to have UR/HR and the union BA to explain the process that was negotiated under this strike notice grievance to address farm-out notice problems, discuss farm in proposals and other related shop cost issues.   The union’s sub-committee members are Plant IV Board member Mark Workman, Bldg 66 stewards Rick Young, Helen Hughes, Mike McDermott, Karl Eddy, and Pat Ryan; and Bldg 32 Punch Press Wayne Murray. They will be involved in weekly meetings with their Plant IV shop management to attempt to get more work in the shop and address other issues impacting work. Their first official meeting to start addressing some of these serious problems will be Tuesday, March 5.

In a related development, BA Ric Casilli and VP Pete Capano, on Friday March 1 visited a number of first shift areas of Bldg 66 after requesting Plant IV Manager Todd Powers to join them to witness the shortages of work. The Plant Manager did such and listened to the serious concerns of many members, along with other business leaders and company HR. Stewards Young, Ryan and Hughes and board member Workman were also present and involved

 

The Company has NOT agreed to a Union proposal at this point to hire additional vertical boring mill operators and thus this grievance is still not resolved. It is hopeful that in the course of the upcoming meetings on the Korea work and/or the workings of the joint sub-committee that there will be a way to return some farmed out vertical boring mill and other classification’s work to the plant and hire some additional operators. Strike notice meetings of this grievance will likely be tabled for at least a month to let this process work.

 

On February 21, 2013 there was another meeting on strike notice ND# 126, 944, involving the failure of the Company to notify the Union of the transfer of gage calibration work out of Bldg. 76 to a vendor in Maine. The Union is waiting a Company answer as to why the union was never notified of a large list of gages that have been farmed out since June, 2012. The Company said they needed to research the issue more. The Union has made some suggestions on hiring 2 more gage inspectors without the Company incurring any additional indirect labor costs. The Company is still reviewing those suggestions. This case is likely to be scheduled again for discussion after Step II on Thursday, March 7.

 

Both Strike “notices” remain in active status, with no settlements reached at this point. The IUE-CWA Local 201 GE Grievance Board continues to  carefully monitor any progress being made on the two cases.

CONTRACT TALKS BEGIN AT AVIS - BUDGET

 

Avis and Budget Contract Negotiations Open

Negotiations opened on February 15th in an attempt to try and forge one Contract (out of the current separate contracts) for our approximate 230 Avis and Budget members This is going to be an extremely difficult process. The Union’s goal is to improve wages, benefits and working conditions for ALL our members. In regards to seniority (for shift bids, vacation bids, layoffs etc), your Avis Stewards (Jorge Rivera and Eladio Quintana) and your Budget Stewards Kamau Hashim and Mukhtar Abdul have made it abundantly clear to Union officers and Company officials how “their members” would like it be applied. To no one’s surprise – the views of the two unit’s members are 100% apart. This is totally natural and to be expected. There are very valid reasons why both sides they feel it should be their way. However, you are ALL union members and we have to care about ALL union members. There is only one way to accomplish this and that is coming up with a fair compromise. Both the Company and Union Officers are reviewing different options on the seniority issue to try and strike a fair and balanced compromise taking into account the history of employees with Avis and Budget and their history in union bargaining unit positions. In the end, no one is going to get 100% of what they want but our goal is to do something that is fair under the circumstances. (Note: This has nothing to do with your current “service dates” that the company uses for your benefits, wages, amount of vacation time etc. Those dates will NOT be changed at all as a result of the merger)

Strike notice update

 

GE STRIKE MEETINGS NOTICE UPDATE

Thursday, February 14, 2013

 

The Union and Company met on Wednesday February 13, 2013 over the two strike notice grievances regarding farm out.

 

On ND #126, 864 involving the failure of the Company to notify the Union of the transfer of ongoing production work out of Building 66 to Korea, the Company is setting up a meeting with company representatives that are involved in the “Industrial Cooperation Agreement” with Korea to explain the program and any latitudes they may have regarding where the work is performed. The Company also agreed with Union proposals regarding the formation of a joint company/union sub-committee in Plant IV to address farm-out notice problems and to discuss farm in proposals.Local 201 plans to call out Plant IV Stewards sometime during the next 2 weeks to explain the workings of this sub- committee , as the first step in getting it off the ground. The sub-committee will include the Plant IV Board member and somestewards in weekly meetings to attempt to keep more work in the shop.  

 

The Company has NOT agreed to a Union proposal at this point to hire additional vertical boring mill operators and thus the grievance is still not resolved. It is hopeful that in the course of the upcoming meetings on the Korea work and/or the workings of the joint sub-committee that there will be a way to return some farmed out vertical boring mill to the plant and hires some additional operators. Strike notice meetings of this grievance will likely be tabled for at least a month.

 

On ND# 126, 944 involving the failure of the Company to notify the Union of the transfer of gage calibration work out of Bldg. 76 to a vendor in Maine, the Union presented a large partial list of work farmed out since June, 2012 that we were never notified of. The Company presented a list of work that they contended we did not have the capability of doing in Lynn. There was debate over the 2 lists with both sides wanting to review them. The Union made some suggestions on hiring 2 more gage inspectors without the Company incurring any additional indirect labor costs, which the Company said they would review. Another “strike notice” meeting was scheduled for Thursday February 21, 2013 to continue discussion over resolutions to this grievance.

 

BuIlding 29 update

 

BLFDG 29 TO REOPEN TONIGHT (TUES. FEB 12) @ 11PM

 

The Bldg. 29 Plant leader has informed Local 201 that Building 29 will reopen for the small 3rd shift tonight at 11:00PM and will be open for the regular first shift at 7AM on Wednesday, February 13. The building had been shut down since late yesterday evening due to a roof problem.

STRIKE NOTICE UPDATE

 

GE STRIKE NOTICE MEETINGS UPDATE

TUESDAY, FEBRUARY 5, 2013

 

The Company and Union met on Monday February 4 over the two Farm-Out Strike Notice Grievances issued on January 24, 2013.

 

ND#126, 864 - Grievance protesting failure of the Company to notify the Union of the transfer of ongoing production work out of Bldg. 66 to Korea

 

The Company and Union have agreed in principle to form a joint Bldg 66/32 sub-committee of the Joint Competiveness and Growth Committee (formerly Jobs Preservation Steering Committee) referenced in Article XXII. After much discussion, the parties have agreed on most of the framework of the sub-committee. The Building 66/32 sub-committee will meet weekly, at least in the beginning, and discuss farm-in and farm out initiatives and notices. The sub-committee will be made up of 4-6 management members and 4-6 union representatives, including shop stewards. Except in emergencies, 24 hour notice on any farm-out will be provided the union committee to give the time for the union to make proposals on keeping the work in house if it so chooses. The Union has requested that this sub-committee begin functioning within the next couple of weeks, despite the grievances not being resolved. The successful workings of this sub-committee are a key ingredient if there is to be any settlement of this grievance.

The Company, to this point, has refused to return any work from Korea or hire any additional IR19 Vertical Boring Mill Operators, which were heavily impacted by the loss of that work. The union has requested a complete list of all parts sourced to Plant IV and a list of what is farmed out, including vertical boring mill work.

 

ND# 126, 944 – Grievance protesting the failure of the Company to notify the Union over the transfer of gage calibration work out of Bldg. 32 to a vendor in Maine.

 

The Company supplied some union requested information on their outside vendor costs but the information was unclear and the Union is awaiting clarification. The Union also is still requesting a list of gage calibration work vended to outside sources. The Company is still refusing to hire any more R22 gage inspectors to return to the manpower levels before the retirements.

 

Three Upcoming Meetings Scheduled

 

Local 201 representatives (BA, Board Member & Plant IV Stewards) have a meeting today Tuesday, February 5 with Plant IV management to be informed about the farm-out 2013 schedule for Plant IV.

 

The plant wide Jobs Competiveness and Growth Committee (JCGC) is scheduled to meet for 3 ½ hours on Monday February 11, 2013. This meeting involves all the River Works Business leaders, Plant Manager, Senior HR Manager, UR, HR, and the entire Local 201 GE Grievance Board.  Company negotiators have repeatedly “kicked” union grievance settlement proposals involving additional hiring to this meeting.

 

Negotiations over the strike notices will resume on Wednesday, February 13 following this site wide meeting.

 

This website will continue to carry updates of any significant development on these strike notices, which remain active until a date in July 2013, unless previously settled.

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