Veolia Contract 2010

 

          IUE-CWA LOCAL 201/ VEOLIA

CONTRACT NEGOTIATIONS REPORT #5
               SUNDAY MAY 2, 2010
 
Negotiations last Friday April 30 went terrible. 
The Company presented a counter proposal. It was only their 2nd counter proposal since their original first proposal.
 
TIME-OFF
The Company’s proposal, in a “package”, restored the Perfect Attendance time off days but eliminated all sick time counting towards overtime calculations, eliminated “Vacation 16”, and tightened up holiday pay eligibility provisions. Their proposal eliminated a total of 24 hours time off where one could give less then 24 hour notice and totally eliminated 
any paid time off in less then 4 hour increments. In addition their proposal contained NO additional vacation, personal days, sick days or holidays…NONE!
 
WAGES
The Company maintained their previous proposal already reported on with real low percentage wage increases and with 10 members even excluded from getting these, no colas, no percentage wage increases, and no night shift bonus improvement. The wage offer is the worst package workers here have ever seen in any previous Contract at this plant. 
The only difference in this compensation package (from their previous offer) was agreement to a Union proposal on an improvement in the Safety Bonus program
 
RETIREMENT
The Company Proposal remained the exact same- no improvements in the 401 K or in IUE-Pension fund contributions.
 
INSURANCE
The Company Proposal remained the exact same – going backwards as it contains no coverage improvement, no co-pay caps and takes away the employee contribution premium “cap” formula without offering any mechanism at all to protect members from the potential of huge premium increases.                          
                                          
JOB SECURITY
The Company did finally withdraw their elimination of the “no layoff” clause provision. However, there is NO IMPROVEMENT in job security. Members #1 demand!  Their Proposal still does not address the ongoing issue of attrition and its impact on being able to continue to run the plant in a safe, compliant, quality conscious way or help relieve the stress of management scheduling issues and employees being able to use their paid time-off more flexibly.
 
 
                                                 SUMMARY
 
Despite the Company package being awful, the Union made another counter proposal accepting some of company proposed restrictive language on time-off use in exchange for some additional paid days off. The Union also lowered its pension and night shift bonus proposals and raised the ceiling on the insurance cap being proposed on 
members’ premiums and withdrew some additional insurance proposals
 
 The Company left to review the Union’s proposal. Minutes later the Company stated they were done for the day (about 12:30PM) and were calling the Mediator. Negotiations ended! (The Union responded you need mutual agreement to bring in the mediator.) 
 
Local 201 finds these “negotiations” to be very superficial. The Company would only agree to about ½ of the negotiation meetings scheduled in previous contracts. They have refused 4 continuing union information requests. The Company only has made 3 proposals with little difference in them. The Company asked for a mediator after their first economic proposal, again after their second proposal and now again after this proposal. Mediators are usually called after weeks of intensive bargaining and numerous proposals and counter proposals and when the difference have been narrowed down significantly  There were also more then 11 hours left to negotiate to midnight – the “official” Contract expiration period. Local 201 has negotiated successfully 5 Labor Agreements with various large companies managing this plant and never seen this type
“bargaining” approach.
 
As you know the current contract remains in effect until such time as one party issues notice they wish to terminate and then there is a 5 day notice period before it terminates.
Local 201 is now considering and reviewing all options and potential actions. We ask all members to remain solid and determined. As we discussed at our meetings, you all know what you need to do. You all deserve better treatment then this from a multi- national corporation this big.
 
 
Jeff Crosby                       Ric Casilli                      Alex Brown            Roger Moreau
President                           Business Agent             Vice-President         Chief Steward 
 
 
 
 IUE-CWA LOCAL 201/ VEOLIA
CONTRACT NEGOTIATION
 REPORT #6 
MONDAY, MAY 10, 2010
 
Thanks to Councilors Wayne Lozzi, Mark Falzone and Pete Capano for attending the Local 201 stand out protest on the Lynnway on May 6. Thanks to the 100 Veolia members and supporters who attended the Stand Out calling for justice for Veolia workers
 
A resolution of support for our battle to secure a fair contract will be introduced at the Lynn City Council meeting on this Tuesday night May 11 at 7:45PM, in the Lynn City Hall Council Chambers. 
All Local 201 Wastewater Treatment workers, family, and friends should attend.
 
Veolia members and supporters began circulating a petition calling on support from the Mayor and Lynn City Councilors. Deadline to get them back in is May 21st so we can present them to the Mayor. 
Local 201 notified the mediator on Tuesday May 4 that the Union was open to mediation. The mediator’s schedule is currently very busy and he is trying to arrange dates when all parties are available.                                                                                                                      
                                   
Local 201 told the mediator that the Union was open to meet on a number of dates, including weekends if necessary. Local 201
said to the mediator that we also were open to meeting with the Company (without him present) but only if the Company was willing to continue to negotiate by making further counter proposals.
 
We are currently awaiting response from the Mediator and/or Company. 
                                          
SEE YOU AT LYNN                      CITY HALL
TUESDAY, MAY 11
7:45 PM
JEFF CROSBY                                   RIC CASILLI    
PRESIDENT                                       BUSINESS AGENT
 
ALEX BROWN                                  ROGER MOREAU
VICE PRESIDENT                             CHIEF STEWARD   
 

  IUE-CWA LOCAL 201/ VEOLIA CONTRACT REPORT # 7

Wednesday June 9, 2010

 

The Union and Company met May 24 and June 7 in attempts to narrow down the many and major differences in the two sides proposals before the Federal Mediator enters the negotiation process.

 

Time-Off and Job Security Issues Related

There was not much progress, other then both sides clarifying what proposals were still on "the table". There was quite a bit of discussion over the Company’s proposal to eliminate “Vacation 16”, what they feel are abuses of “time-off” usage and the restrictive language they are proposing modifying its use in a number of areas in the Contract. Also discussed were the Union’s proposals to increase time- off and provide for Job Security attrition language to relieve the pressure on short staffing and arguments over so called “abuses”. 

On May 24, the Union made a proposal that both sides  just drop all “time-off” proposals and agree to just hold the workforce at no lower then 30 union members (currently 29) for the life of the Contract.That proposal if accepted would have removed two related major areas of dispute from the table- “Time-Off and Job Security” and allowed the parties to address the 3 other major areas of  dispute-Wages,Insurance/Benefits and Pensions. 

The Company rejected that proposal– saying “time-off” (abuse) issues had to be addressed and that staffing levels were adequate to cover the plant safely.

The Union is now reviewing other proposals to help clear “the clutter” on the table from all the “time-off” issues and related Job Security issues.After an internal review this week, it is possible the Union shall present a new proposal addressing these two areasto the Company before the first Negotiating session with the Mediator present on Friday June 18.

If “the table” could be cleared of these 2 areas before mediation, it would allow the parties and mediator to concentrate on the more strict economic areas of wages, medical/dental benefits, and pension. As the Union has repeatedly said, negotiations in these 3 areas particularly have been hampered by Company denying Union information requests.

Note: In a Contract related positive development, the Company made an offer of settlement on an issue that was deferred to the Contract Negotiations last October. That is the issue of an operator with a G6 license not being paid properly since last September. That is offer is currently under review by the Union.

Local 201 continues to ask members to gather more petition signatures.

Local 201 is in constant consultation with the IUE-CWA Region, IUE-CWA Division leadership, as well as the CWA International Union.

They closely are watching developments. The Local 201 Business Agent has met three times with Local 201’s attorneys. The Local 201 President and VP are developing long term strategies in the event mediation is not successful and that our Solidarity, Political and/or Strike Committees need to spring into action

Local 201 appreciates our members’ support and patience. We believe that by the end of this month it will be much clearer on whether we will

be able to reach a fair and reasonable settlement.

 

In Solidarity:

 Jeff Crosby                Ric Casilli                  Alex Brown                   Roger Moreau

 President                   Business Agent          Vice President               Chief Steward

 

 IUE-CWA LOCAL 201 /VEOLIA

CONTRACT REPORT #8

Monday, June 21, 2010

 

The first bargaining session, with the Federal Mediator present,was held on Friday June 21. Local 201 gave the Company 2 different proposal options in attempts to reach a compromise and clear up all issues relating to “time off”and job security. The Company rejected outright one of options. They accepted all elements of the second proposal that favored the Company and rejected almost all elements of the proposal that favored our members. The Union then made a 3rdattempt to at least clear up about 50% of the outstanding “time-off” issues. However, that proposal was also immediately rejected by the Company.

The Federal Mediator observations were that the current bargaining process was not working. He suggested two things – that we change the bargaining venue to the Federal Mediation and Conciliations Services building in Boston and that the Company present a complete proposal offer to the Union covering all areas of the Contract at the next meeting. The parties agreed and negotiations shall move to Boston with a Friday, July 2 session.

If there is not some significant movement in these negotiations in the very near future, Local 201 shall be calling a Union Membership to discuss additional options.

 

(Jeff Crosby, Ric Casilli, Alex Brown, Roger Moreau, Ray Comeau, Pat Cooke are members of your 201 Negotiating Committee)

 

  IUE-CWA VEOLIA CONTRACT

NEGOTIATIONS REPORT #10

WEDNESDAY, JULY 21, 2010


 

Negotiations continued in Boston at the Federal Mediation and Conciliation Services (FMCS) building on Monday, July 19th. “Decent” progress was made with both parties making comprehensive proposals. Due to the progress, both parties agreed to meet again with the Mediator on this Friday, July 23rd.

Local 201 Veolia Steward Ray Comeau sacrificed some of his vacation time to attend this session. Veolia Steward Pat Cooke was not released to attend due to “business needs”, according to the Company.

This Friday shall be a key negotiation session as there are no available dates to meet after this until August 31, due to the Mediator’s or Company’s schedule. Thus, Local 201 shall be faced with some major decisions, if a “tentative” agreement cannot be reached this Friday. These negotiations have severely tested the patience of our members and Negotiating Committee.
In preparation for the possibility that no “tentative” agreement gets reached Friday, Local 201 and North Shore Labor Council President Crosby continues to prepare all local and regional unions and supporters for a potential showdown.

Business Agent Ric Casilli, who is now on an emergency trip to Washington, DC concerning the future of the GE JSF 136 engine program, continues to discuss the situation with Regional and National IUE-CWAand CWA Officials.

The main problems left on the table are mainly “economic” in nature. The economic offer on the table is not adequate. There are also some annoying contract language Company proposals still on the table concerning pay disqualification for holidays and overtime and the use of legitimate sick time. We ask our members to hope for the best but prepare for the worst, should no “tentative” agreement get reached.

 

 

 

Jeff Crosby          Ric Casilli           Alex Brown            Roger Moreau
President        Business Agent        Vice-Pres.             Chief Steward

 

 

IUE-CWA LOCAL 201

VEOLIA CONTRACT NEGOTIATIONS REPORT # 11

SATURDAY, JULY 24, 2011

 

At 4:30 PM on Friday July 23 at the Boston Federal Mediation and Conciliation building, IUE-CWA Local 201 and Veolia Water N.A reached a “tentative” agreement on a new 3 year Collective Bargaining Agreement.

The “tentative” agreement was reached some 83 days into a contract extension and after 3 sessions involving a federal mediator. Details of the agreemen twill be published by Local 201 to our Veolia members as soon as possible- either lateMonday July 26 or early Tuesday July 27. There will a detailed printed communication released into the plant and it will also be published on the new Local 201 Web site.

http: / / local201iuecwa.org

 There will be a Local 201 membership meeting held sometime between Tuesday 3 and Friday August 6 to discuss the settlement. It will be followed by a secret ballot vote.The Local 201 Negotiating Committee is recommending acceptance of the agreement. Thanks for your patience and support.

 


 NEGOTIATIONS REPORT # 12   Summary of Tentative Agreement   MONDAY JULY 26, 2010

201 SECURES A TENTATIVE AGREEMENT

After 4 sessions with a Federal Mediator and 83 days of a Contract extension, Local 201 finally reached a tentative settlement with Veolia Water, N.A for a new 3 year Collective Bargaining Agreement. The agreement was reached at 4:30PM Friday July 23 in Boston. This was an extremely tough negotiation under terrible economic conditions. However, with the strong support of Veolia 201 members as well as political, community and area Union support; your negotiating committee was able to secure a new settlement package to recommend to you. There were some items in the package we did not like but we think the positives far outweigh the negatives. The economic part of the package is really solid, considering the state of the economy and the historic wage increases that Local 201 has secured at the plant since the first contract in 1994, stabilizing turnover at the facility.

Here is a Summary of the main points of the proposed Contract.

WAGES AND OTHER ECONOMIC ITEMS

Effective upon ratification - 2.0 % General Wage Increase

Effective May 1, 2011 - 2.0 % General Wage Increase

Effective May 1, 2012- 3.0 % General Wage Increase

 

  • ALL MEMBERS RECEIVE THE FIRST 2.0 % General Wage Increase.

  • The 9 operators, without a Grade 4 License, have until May 1, 2011 to obtain the G4 license to be eligible for the 2nd year wage increase. Otherwise, they would receive only a bonus of about $525 (no license) or $541(G2/ G3 license) and be frozen at their wage rate following the first immediate 2 % increase. Similar rules apply for the 3rd general wage increase. However, if the 3 operators with no license secure their G4 license before May 1, 2011 they would receive 8.8%in General Wage Increases in the first 10 months of this Contract! (Note: The Company originally proposed termination of these 3 operators if they did not get at least a Grade 1 license after one year.) If the 6 operators with a G2 license secure their G4 license before May 1, 2011 they would receive 5.6%in General Wage Increases in the first 10 months of the Contract!

  • The O & M Tech I (C) current rate is bumped up by $.13 per hour from $26.66 to $26.79 before first wage increase.

  • The Lead Operator Grade VII current rate is bumped up by $.15 per hour from $29.62 to $29.77 before first wage increase (in essence giving them a 2.5% total first year increase!)

  • The Maintenance Tech I "Start" rate is bumped up by $.97 per hour from $17.94 to $18.91 before first wage increase.

  • Current Operator Grade 5/6 rate of $28.07 is split apart, with G6 rate remaining @ 28.07before wage increases and Grade 5 set @ $26.88before wage increases. G6 operators must maintain license, complete qualifications requirements and be willing to fill in for Lead Operators to receive G6 pay when not doing Lead Operator duties. Otherwise they will receive G5 pay. (Note: The one current G5 operator would be "grandfathered" at his current G 5/6 rate and will receive the first year 2% increase on top of that. He will receive a $595 bonus in lieu of the second year 2% wage increase, unless he achieves a G6 license before next May 1, 2011 and completes qualification requirement for the G6 pay. He will receive a bonus in the third year if he does not achieve a G6 by then but in any event, the 3% third year wage increase would also put the new G5 rate over his grandfathered rate by $.18 per hour (which he would also receive in addition to the bonus) and he would be back in the regular wage structure going forward.

  • All new hires will be required to participate in the O &M Tech Training Program and complete the requirements within 3 years of hire date.

  • Shift Premium is increased effective upon ratification by $.05 per hour for Swing shift and Night shift.

  • NEW ANNUAL BONUS PROGRAM for employees possessing and utilizing Hydraulic (maximum 4 chosen by seniority) and/or CMV certifications (maximum of 3 required). Annual Hydraulic Bonus= $500.Annual CMV Bonus=$250. If in both program = $750 annually.

  • Improved Safety Bonus Program- quarterly employee award increased from $62.50 to $75.00and annual award increased from $250.00 to $300.0

  •  PENSION

  •  

  • Our Defined Pension Benefit Plan, secured in the 2007 Contract, is maintained and formula improved from the current $.75 per hour to $.80 per hour (1/1/2012) and to $.85 per hour (1/1/2013)...( Note: amounts to about 2.8% of the "average" wage at the plant)

INSURANCE

  • Current Medical premium Cap formula is removed (helped us one year though).

  • New language will Cap the Company's standard national Medical premium increases at 20 %annually. If the increases go over 20% in a year, our members do not pay the amount above 20% that year.

  • In addition, if premium rates rise over 20% from the 2010 rates during the cumulative 3 year period 2011-2013, then members in the plans shall receive a $100 Bonus( Individual Coverage), $200 Bonus(Employee +1 or children, or$300 (Family Plan) in January of 2013.

  • Improved contract language in the event of a dispute between your doctor and company doctor regarding your ability to work.

  • Annual Benefits Seminar eliminated. Replaced with "on line" enrollment.

TIME-OFF

  • There is no additional "time-off" in the agreement. However, the Perfect Attendance program, which the Company proposed eliminating, remains with its potential of 3-5 additional days off annually.

  • The extra sick day, for members with 5 of more years service that was won a few contracts back, has been put in the accrual system formula to accrue 1.85 ( rather than 1.54) hours of sick leave on a bi-weekly basis up to a maximum of 48 hours (rather than 40) per year. However, this extra day now only will apply only to members hired prior to April 30, 2010. (Note: The union fought hard against this "new hire" part of the provision and this will be back on our agenda next contract).

  • There are a number of changes in the way different types of time off can be used, in terms of notification requirements and increments it can be used in. "Vacation 16" has been eliminated- that was 16 hours of vacation time that could be used with "less than 24 hours advance approval"and could be used in "1 hour increments".All vacation time now will require "a minimum of 24 hours advanced approval"and can be used only in "4 or 8 hour increments".Also, two of the Floating Holidays and the Personal Day have been changed from "less than 24 hours advance approval"to a "minimum of one hour advance approval".The original proposed Company changes were much worse but the union softened the changes.The Union also improved some time off usage by lowering the current Personal Day usage "increments of 8 hours” down to "increments of 1 hour" and the current usage for one of the Floating Holidays usage from "increments 8 hours" down to "increments of 4 or 8 hours".

  • The provision, that sick time supported by a doctor's note, would count for eligibility towards overtime and count for working the day before and after a holiday's eligibility requirement, was eliminated.

 

JOB SECURITY

 

  • Stopped Company from eliminating our No Layoff Clause

  • Stopped Company from removing the Lead Operators from the union.

  • Improved Contract language on sub-contracting of work - it can't be used for the purpose of avoiding overtime

 

Contract Language Changes

  • "Reasonable Suspicion" Alcohol/ Drug Testing added in Article 37 ( more liberal than the Company's standard program)

  • Improve clarification of Seniority definition in Article 16.7)

  • Clarified that higher pay on temporary assignment starts the first day in Article 17.

  • Clarified when Stewards get paid by the company in Article 11.

  • Other minor changes

SUMMARY

 

The economic part of this package is its strong point, keeping in mind the State OF THE ECONOMY. There are 3 decent General Wage increases, three classifications pay rates bumped before the increases, the potential for huge pay increases with the achieving of higher licenses for about 1/3 of the workforce,new bonuses for hydraulic/CMV certifications, increased safety bonuses,small increases in shift premiums as well as small increases in our relatively newly won defined pension plan. We achieved some protection from the "potential” of huge medical insurance premium rises. It was clearly not the protective language we wanted but it is better than most other Veolia Contracts we have seen, that have no such protections.

On Job Security, we did not win a "no attrition clause" but we defended our "No layoff clause" from Company proposals to eliminate it. We also defended our Lead Operators from Company attempts to remove them from the bargaining unit (and got their pay rate bumped to boot) before the General Wage Increases. We also improved sub-contracting language.

We did not win any additional time off and we got stuck with more restrictive language on the use of such time. We spent weeks trying to fend off the barrage of Company proposals on this matter. We dulled the impact of some of them and we stopped them from eliminating our Perfect Attendance Program and its potential to accrue to 3 to 5 extra days off a year.

In summary, we feel like we more then held our own in these negotiations thanks to solid support from you all. We will be having a membership meetings next week to go over the "tentative" agreement in detail and then there will be secret ballot votes following both sessions of the split meeting.

 


IUE-CWA LOCAL 201

VEOLIA CONTRACT NEGOTIATIONS REPORT #13
THURSDAY, JULY 29 2010

There will be an IUE-CWA Local 201 Veolia Bargaining Unit split Membership Meeting on Wednesday, August 4 and a secret ballot Vote on the new 2010-2013 proposed Contract Settlement.

Times: 12 Noon (first session) and 3:15 PM (second session)
Place: Local 201 Union Hall, 112 Exchange Street,  Lynn MA

There will be a report on the new Contract and then comments and questions will be entertained. Voting will occur either during each session or immediately following the sessions.

Please make every effort to attend one of the sessions and vote.

In solidarity,

Ric Casilli

Business Agent