Talks are still ongoing and continue to be civil and professional. There has been a lot of discussion concerning the nuclear and line department proposals and some discussion about benefits.
Yesterday the Union discussed the supplemental benefit portion of Union Proposal #1. The folks from National Group Protection were here to explain to the company exactly how this proposal works. This is a no cost, or minimal cost, proposal. The only requirement the company has is to provide access to the employees for open enrollment and provide payroll deduct to allow the employees easy payment of the premiums if they choose to enroll. We will be providing a flyer that will capture the benefits of this program and will answer any questions at the next union meeting on November 3rd. The supplemental insurance that NGP is offering is a great product and would help many of our members.
The Union has actively engaged the company over M8 (SL CREWS), M11 (Rest Time), M12 (On-Call), M14 (Red Time) and M17 (Red edge #4). I look at these proposals as a SEARS Catalog book for management. In some cases they went shopping for a 9/16 socket and are trying to buy the whole damn store to get it. Well, maybe "buy" isn't the proper word but I am sure you all will insert one that is better suited. Either way, you get my point. It is taking a lot of discussion to get to the root of the problem the company seems to be having but we are getting down to the real issues. Wholesale changes make for a messy outcome and we can not afford that, nor do I think the company really wants to have that happen. The Proposal, as written by management in the original form, provides no benefit to the employees. Furthermore, it destroys the spirit and meaning of Article VI, Section 6. All of these proposals intermingle in some form or fashion and would have a direct and negative impact to the membership.
I want to take some time here and let you all know that both sides have issues surrounding the current call out process in the line department. Rather than change everything in the COORS book, the System Committee has countered with another option that management can utilize. We have asked for a one week on-call that gives the company 24-7 coverage and provides employees reasonable compensation for being available. This proposal would eliminate any perceived game playing of the call out list (by either side), ensure response to emergent calls for a seven day period, allow the employee who is on call to actually be called and not by-passed and provide compensation if the company chooses to enact the on call status. I am hopeful that the company will be open to thinking a little "outside of the box" on this. It would definitely help solve a lot of the issues the company has concerning call outs without negatively impacting the membership.
We approached the company about raises a couple of weeks ago and have not gotten a response to our proposal as of today. Generally the company likes to address this issue last. The System Committee truly believes that you all have spoken loud and clear about raises, so we have expressed just how important our wage proposal is.
Please continue to stay informed about the ongoing negotiations. I know a lot of you have concerns about the on going rolls. I have fielded a lot of calls concerning the rolls and the System Committee is addressing the problems when they are brought to us. If you are having a problem, please do not wait until the last minute to let me know. I can not help you out if I do not know about it. I am easily reached by email (dprice@ibew1412.org).
I look forward to seeing all of you Monday,November 3rd. Please continue to work safe
Fraternally,
David B Price
President LU 1412
