| This Page is to inform the body of on going Negotiation PROPOSALS Understand these are only proposed items and not final contract changes until you the MEMBERS approve it. Come to the meetings to get the low down. |
Union 612 Labor Negotiations
January 22,2009
Proposal 1 From the company
Operators qualification $300 VS $500=$3000
Mobile Equipment Mech.to Journeyman mech-$6000
Material Attendant=$9000
Bereavement- add son-in-law/daughter-in-law=
Family leave-add son-in-law/daughter-in-law=
401K New employees-(1-2years)3%- 4%=$2000
Cap- Vacation accrual - 240hrs to 320hrs
Union Vac Proposal (contingent upon accepting a move to BC250 to BC500
for medical insurance)
Mechanical Maintenance Craft Parity = $72,000 (.34%)
Wages - 2.5% increase
Year 2 - 1.5% (or CPI-W - whichever is greater) with a 6% cap
Year 3 - 1.5% (or CPI-W - whichever is greater) with a 6% cap
Additional Information
401K pre-2006 4% to 5% = $32,000 (.62%)
Proposal 2 from the company
Operators qualification $300 VS $500=$3000
Mobile Equipment Mech.to Journeyman mech-$6000
Material Attendant=$9000
Bereavement- add son-in-law/daughter-in-law=
Family leave-add son-in-law/daughter-in-law=
401K New employees-(1-2years)3%- 4%=$2000
Cap- Vacation accrual - 240hrs to 320hrs
Union Vac Proposal (contingent upon accepting a move to BC250 to BC500
for medical insurance)
Wages - 3% increase
Year 2 - 1.5% (or CPI-W - whichever is greater) with a 6% cap
Year 3 - 1.5% (or CPI-W - whichever is greater) with a 6% cap
Additional Information
401K pre-2006 4% to 5% = $32,000 (.62%)
January 22,2009
Proposal 1 From the company
Operators qualification $300 VS $500=$3000
Mobile Equipment Mech.to Journeyman mech-$6000
Material Attendant=$9000
Bereavement- add son-in-law/daughter-in-law=
Family leave-add son-in-law/daughter-in-law=
401K New employees-(1-2years)3%- 4%=$2000
Cap- Vacation accrual - 240hrs to 320hrs
Union Vac Proposal (contingent upon accepting a move to BC250 to BC500
for medical insurance)
Mechanical Maintenance Craft Parity = $72,000 (.34%)
Wages - 2.5% increase
Year 2 - 1.5% (or CPI-W - whichever is greater) with a 6% cap
Year 3 - 1.5% (or CPI-W - whichever is greater) with a 6% cap
Additional Information
401K pre-2006 4% to 5% = $32,000 (.62%)
Proposal 2 from the company
Operators qualification $300 VS $500=$3000
Mobile Equipment Mech.to Journeyman mech-$6000
Material Attendant=$9000
Bereavement- add son-in-law/daughter-in-law=
Family leave-add son-in-law/daughter-in-law=
401K New employees-(1-2years)3%- 4%=$2000
Cap- Vacation accrual - 240hrs to 320hrs
Union Vac Proposal (contingent upon accepting a move to BC250 to BC500
for medical insurance)
Wages - 3% increase
Year 2 - 1.5% (or CPI-W - whichever is greater) with a 6% cap
Year 3 - 1.5% (or CPI-W - whichever is greater) with a 6% cap
Additional Information
401K pre-2006 4% to 5% = $32,000 (.62%)
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| Latest information May 2009 . The company in all of its benevolence feels that a 7% raise over three years is giving us a deal; in fact they are willing to throw in double the deductible on medical for good measure. The Union went into negotiations with a feeling that we were going to get one settled before the expiration date of February 28, gave the company a fair deal, increases for us surely but didn’t gouge them to bad. The company response was “I do not believe in low balling anyone “and proposed 3%, 1.5% 1.5%, or cost of living for the last two years with a 6% cap, and we agree to double our deductible on medical. That offer hasn’t changed albeit the Union has dropped our proposal by 2 to 3% total and have been banging our heads trying to get something moving to no avail. At the regular meeting although small it was decided that we keep on pluggin. We need to do something that will get their attention (read loose money) to get things moving. Have a productive outage don’t wear your selves out working all this overtime, take time to be with your family. Mace |