The NLRB held an election in Shelton CT on March 9, 2012 for all Electrical Test Assistants, Electrical Test Technicians, Lead Test Technicians
Field Technicians and Senior Field Technicians employed by United Illuminating Light Company. The new members voted in favor of joining Local 470-1 by better then 2 to 1
The President of the Local Moses Rams and his leadership team educated and prepared the people for every tactic the Company did. Local 470-1 represents over 400 members in CT. Moses and his team were assisted by Jack Holland and Bobby Mahoney from the National.
Local 223 has been publishing on a bi-monthly basis the Steward Talking Points for nearly two years now. During this time, we have worked hard in keeping you informed on the issues that affect you at work and to provide you with access to educational opportunities through your Local Union. There are occasions when we keep you informed as to legislative happenings in Lansing so that you have a better understanding as to the legislative events taking place that are impacting your work life and your standard of living. We have tried to keep legislative updates to a minimum since we believe that your greatest desire is for news that is directly tied to the job.
The events, legislatively speaking in Michigan since November of 2010 have had a ever increasing profound impact on our rights as citizens as well as our rights as workers covered by a collective bargaining agreement. To this point, we believe that the Michigan Legislature is dramatically impacting our ability to negotiate good contracts for this membership. We believe it is imperative to keep you informed as to the laws being introduced and passed in Lansing because any dividing line that may have existed between work and political involvement is being erased.
This Special Edition is to inform you on four bills voted out of committee for the floor to take up in the Michigan House of Representatives. They are HB5023, HB5024, HB5025, HB5026. They are all aimed at making it harder for all unions, including this union to operate and effectively represent our members.
Three of the four bills are what could be call "nuisance" legislation. HB 5023 and 5024 don't make any changes to what is legal or illegal regarding public employee strikes or mass picketing. Instead they merely increase criminal penalties and fines on those who break the law. HB 5026 repeals a law on advertising for replacement workers that was likely rarely enforced. These three bills certainly don't do anything to create jobs or help working people who have the guts to stand up for their rights, but they don't make things hugely worse, either (though the increased fines will likely have a chilling effect on the exercise of free speech and tough-nosed collective bargaining).
Regarding HB2025, somehow the Chamber of Commerce feels that by making it harder for unions to collect dues through payroll deduction, they will place a huge burden on those unions. While it is true that the bill will create tremendous headaches for unions and our ability to spend time representing members instead of trying to determine how to operate, the bill makes it even worse on the employer payroll staff. Instead of just clicking a box on the payroll software whenever a new employee is hired into the bargaining unit, the employer will now be responsible for tracking which employees have given permission for the deduction and which have not - and this must be done every year! Moreover, the bill gives employees the right to opt-out at any time, which will create even more chaos for the HR departments of large union employers like ours.
To point out, these bills have been introduced on the heels of sweeping reform to Michigan Workers Compensation Law in January of this year that set new standards and significantly reduced benefits to workers. This is so even when Michigan’s workers compensation rates are well below the average nationally.
None of these bills are focused on job growth for Michigan and its residents. The damage is already done in regard to workers compensation. We are asking you to contact your representative and inform them that this group of bills does nothing to help job growth, or create good paying jobs in Michigan - all this does is punish working people. Ask them to vote no on these when they come up for vote.
TAKE ACTION!
These bills are now on their way to the House floor for a vote, which means there’s still time to help fight back.
Submitted by Jim Finch, Local 223 Union Safety Director – Thank you Jim!
Now that winter is upon us and also due to the number of vehicle accidents that have occurred at DTE this year either by members at work or off the clock and no fault of theirs. The Local 223 Safety Office would like to share some helpful information found on defensive driving.
Defensive driving is a series of simple techniques that allows you to anticipate potential hazards and gives you a strategy for dealing with them.
DRIVE ATTENTIVELY
In addition to simply obeying traffic laws, responsible drivers do all that they can to avoid accidents. More often than not, this means looking out for other drivers who are less responsible.
This includes...
Taking extra caution at intersections
Staying out of other people's blind spots (especially large vehicles)
Thinking ahead - Are there children playing in the area? What's around the bend?
Being prepared to stop or swerve suddenly to avoid collision
COMMUNICATE YOUR INTENTIONS
Other drivers can’t know what you are doing unless you tell them. Signal early, signal continuously, and cancel your signal when your move is complete. Make sure your signal before changing lanes.
WATCH YOUR DISTANCE
About 10% of all accidents are caused by tailgating (following too closely). Remember the Two-Second Rule? When driving under normal road and weather conditions, your car should be at least two seconds behind the vehicle in front of you. Never tailgate.
For CDL vehicles, the space you should keep in front of you is one second for each 10 feet of vehicle length below 40 m.ph. At greater speeds, add one second for safety. (example: a 40’ vehicle traveling 55 m.p.h. would need 5 seconds for safety.)
ADAPT TO ROAD CONDITIONS
Death rates for night time driving are four times higher than daytime driving. Slow down and leave wider spaces between you and other drivers when you encounter bad weather, glare, narrow/twisting roads and low light conditions.
Rain:Remember that roads are extra slippery at the start of a rain shower because oil, which has raised to the road surface, has not had a chance to wash away. Heavy rains will cause more problems because your tires can begin to hydroplane like water skis. In this case, the key to keeping your tires in contact with the road is to simply slow down.
Snow and Ice:An important skill to learn in snow and ice is the controlled slide. If your vehicle begins to slide, take the following steps to regain control:
Take your foot off the accelerator pedal.
If you have anti-lock brakes, apply them firmly. Otherwise, avoid using brakes, pumping them gently only if you are about to hit something.
Steer the vehicle into the direction of the skid to straighten out the vehicle.
Then steer in the direction you wish to go.
KEEP YOUR VEHICLE WELL MAINTAINED
Some of the most hazardous vehicle conditions (worn tires, bad brakes, malfunctioning lights, etc.) are relatively simple to correct. You should take the maintenance recommendations in your vehicle's manual seriously.
In addition to making your vehicle a safer place for you and your coworkers, regular maintenance will increase the life of your vehicle.
If your vehicle does break down while you're on the road, follow these rules:
Park your vehicle so it can be seen for a safe distance (200 feet, if possible) in each direction.
Move your vehicle off the road.
Turn on your emergency flashers.
USE SEAT BELTS AND CHILD SAFETY SEATS
Twenty years of mandatory seatbelt wearing for front seat passengers and drivers have saved an estimated 50,000 lives but all road users are reminded of the vital need to belt up in the back. Since the regulations were introduced in 1983, front seatbelts are estimated to have saved 50,000 lives, 590,000 serious casualties and one and a half million minor casualties.
AVOID DISTRACTIONS
Chances are you've been cut up by someone playing with their radio, dialing a mobile phone, trying to eat some fast-food, etc. These can be dangerous practices. The following tips should help you keep your eyes on the road.
Do not read or write while driving. Pull over to check out that road map.
Choose a car phone that offers hands-free speaker phone operation. If you do not have a hands-free phone, switch your mobile off while driving.
Learn how to operate your stereo without taking your eyes off the road. Selecting the wrong station on your first try is much better than drifting into the wrong lane.
Avoid eating while driving.
STAY ALERT
Drivers who are sleepy or fatigued demonstrate the same impaired judgment and decreased reaction times as drunk drivers. When you begin to feel tired at the wheel, take a break from your driving to wake yourself up.
Saturday afternoon, January 14, 2012, the members of Local 537 rejected Pennsylvania American Water's offer to settle a contract (The Outside Districts) that has now begun three years as unsettled.
"The members were clearly not impressed with the offer" said J. Kevin Booth, President of the Local. " We are weighing our options at this point, however, returinig to the table remains an option for us, even though the membership has authorized a strike", Booth continued.
Outside and Pittsburgh District members spending some quality time at Labor Relations Manager's house.
UNITED WE ARE A STRONG UNION!!
Local 537 members are committed in their fight to secure fair contracts with Pennsylvania-American Water. The camaraderie is unique to the Union Movement. We have members sending letters to politicians, making phone calls, and asking when they will be asked to participate in Labor Actions.
The Utility Workers Mourns the Passing of former Local 1-2 Business Manager Henry Helmer
Henry "Dutch" Helmer passed away on December 27, 2011 at his home with his family at his side. Henry served as an officer of Local 1-2 for 20 years, was a member of the National Executive Board, and retired as Business Manager, then the highest elected position in the Local.
Henry is survived by his loving wife, Rosemary of Congers, NY, sons, Tyrone and wife Lori of Congers, NY, Kevin and wife Tracy of Congers, NY, Max of Tampa, FL, Patrick of Congers, NY, and grandchildren, Skylar, Jack, Finnegan, Troy, Ryan, and Evangeline. "Dutch" will be remembered as a staunch trade unionist, devoted husband, father, grandfather who's greatest joy came from his family and grandchildren.
Family will receive friends on Friday, December 30, 2011 from 2-4 and 7-9PM at Higgins Funeral Home Congers, NY. A Mass of Christian Burial will be held on Saturday, 10AM St. Paul's Church Congers, NY with interment to follow at Gethsemane Cemetery Rockland Lake, NY.
More than 100 less fortunate children in Washington County will enjoy a brighter Christmas this year, thanks to the efforts of Potomac Edison employees in partnership with the U.S. Marine Corps Reserve. Employees at Potomac Edison's regional headquarters donated about 150 new, unwrapped toys to the Marines' local Toys for Tots collection.
"I appreciate the support received from all our employees, including the members of Utility Workers Union of America (UWUA) Local 102. Their generosity made our first-ever Williamsport campaign a resounding success, and promises to brighten Christmasmorning for many children who may have otherwise found nothing beneath the tree," said James V. Fakult, president, Maryland Operations. "As we struggle through rocky economic times, it is important for all of us to find a way to share our blessings with others."
Founded in 1947, the U.S. Marine Corps Reserve Toys for Tots program has collected and distributed nearly 435 million toys to needy children.
Potomac Edison, a FirstEnergy Corp. (NYSE: FE) subsidiary, distributes electricity to about 250,000 customers in seven Maryland counties.
FirstEnergy is a diversified energy company dedicated to safety, reliability and operational excellence. Its 10 electric distribution companies comprise the nation's largest investor-owned electric system. Its diverse generating fleet features non-emitting nuclear, scrubbed baseload coal, natural gas, and pumped-storage hydro and other renewables, and has a total generating capacity of nearly 23,000 megawatts.
Join the L.A. County Federation of Labor, along with two L.A. unions, for two actions on December 15. Just before noon, we will march with SEIU-USWW janitors to Occupy I.C.E. and demand an end to the targeted deportation of unionized janitors. Later in the day, we will rally with the Utility Workers Union of America (UWUA) Local 132 at the Gas Company for a fair contract and against corporate greed.
We will stand united and unafraid to say, "Ya Basta!" and "Enough is Enough!" Be there for both actions on December 15!
1st Action--Janitors Occupy I.C.E. WHEN: Thursday, December 15, 2011; 11:30AM March & 12:00PM Rally WHERE: Meet at Olvera St. Plaza at 11:30PM to March; Rally at Federal Bldg. at 300 N. Los Angeles at 12:00PM
2nd Action--Utility Workers Take on Gas Company WHEN: Thursday, December 15, 2011; 4:00PM Gather & 5:00PM Rally WHERE: Gather at NW Corner of Pershing Square (Olive & 5th St.) at 4:00PM; Rally at SoCal Gas Company at 555 W. 5th St. at 5:00PM
For more information, contact Glen Arnodo at 213-381-5611 ext. 126.
On Thanksgiving day, at approximately 2:30 PM, Brother Randy Bolen while performing maintenance at our plant was engulfed in a fire ball from a dust explosion. His coworkers responded heroically, by reporting the fire, then they noticed Randy run out of the middle of the area on fire himself. Brother Sam Brighton, Bill Huddleston, and Bobby Conner reacted to this, and proceeded to remove his burning clothes and putting out the fire on Randy. They immediately relayed the medical emergency and the need for a life flight helicopter to the Company which resulted in an excellent response time by the paramedics and the helicopter.
They stayed with Randy while they awaited paramedics trying to stabilize him. These men deserve to be recognized and commended for their heroic actions in helping their brother. These efforts no doubt reduced the severity of the injury and may of saved Randy's life.
Brother Randy is currently in stable condition undergoing the long process of burn rehabilitation. He is burned over 60 percent of his body with alot of the area severe 3rd degree burns.
UPDATE ON RANDY - 12/8/2011
On December 8, 2011, we were given an update that Randy is currently in stable condition. He still has approximately 3 months left in the burn ICU, and a long way to go. A fund to assist Randy's Family has been established and we will soon have more information on how to financially assist him and his family.
On October 26, 2011, the Whitedeer District in Pennsylvania, ratified a contract that will not expire until April of 2016. Wage increases of $0.92 per hour upon ratification, $0.50 per hour effective April 5, 2012, $0.55 effective April 5, 2013, $0.60 effective April 5, 2014 and $0.65 effective April 5, 2015 were among the benefits the members saw. In addition to the wage increases, Whitedeer members acquired the following: · Permanent non-shift hours of 7:00 AM to 3:30 PM · Members will be able to elect a payment method for Workmen’s Compensation · Members working in Distribution, Production, and Customer Service will see license premium improvements · A base wage for meter readers, eliminating the progression · Job interest bid sheets for vacancies and newly created positions
Whitedeer members retained: · The current sick leave program, 1 week per year of service · Overtime after 8 hours, including sick time and Workmen’s compensation
The Company acquired: · A new sick leave program for newly hired employees which allows for a 50 day bank payable at 100% · Provision that newly hired Operators obtain license within 2 years · Temporary employee language · District’s name changed to Milton
The parties further agreed upon many other less significant changes.
Earlier today, the Mechanicsburg District in Pennsylvania, also ratified a tentative agreement expiring in January of 2016. They also saw some of the same improvements as did Whitedeer, such as: · Wage increases of $0.95 per hour upon ratification, $0.55 per hour effective Feb. 1, 2012, $0.60 effective Feb. 1, 2013, $0.60 effective Feb. 1, 2014 and $0.60 effective Feb. 1, 2015. · Members will be able to elect a payment method for Workmen’s Compensation · Members working in Distribution, Production, and Customer Service will see license premium improvements · Permanent non-shift hours of 7:00 AM to 3:30 PM
Mechanicsburg members retained: · The current sick leave program, 1 week per year of service · Overtime after 8 hours, including sick time and Workmen’s compensation
The Company acquired: · A new sick leave program for newly hired employees which allows for a 50 day bank payable at 100% · A volunteer call out list for overtime · Provision that newly hired Operators obtain license within 2 years · Washington’s Birthday changed to “President’s Day”
The parties further agreed upon many other less significant changes.
“While the wage offers didn’t really stimulate our members, other aspects of the agreement were acceptable to them. In addition to the Milton, and Mechanicsburg agreements, we also secured an agreement in our Brownsville, Pennsylvania District earlier this month”, said System President J. Kevin Booth. “We were able to recommend the packages to our members, and they did recognize the benefits included in them. We continue to hear how other Locals across the Country are yielding on issues like sick leave, and overtime, we will not recommend any offer that includes such a proposal”, Booth continued. “We have a ratification scheduled for tomorrow in our Wilkes-Barre Scranton District, and it is a similar package as compared to the Brownsville deal. We will be able to recommend that one as well. Western Pennsylvania may play out differently, in that the Company continues to demand concessions in sick leave, overtime, contracting, and picketing in those two contracts”, Booth said.
In response to one of the worst disasters in the history of the nation’s natural gas industry, members of the state Legislature produced a package of bills to improve gas pipeline safety, its oversight by the Public Utilities Commission and emergency response if anything goes wrong. Senate Bill 705, sponsored by the UWUA and authored by Senator Mark Leno (D-San Francisco), enacts sweeping changes to the state law governing the approach to safety in the gas utility industry in California.
“Senate Bill 705 (Leno) places in law a clear policy that safety is an absolute priority in the provision of natural gas service in this state. Developing a safety culture that focuses on prevention, and puts a prevention plan into practice enforced by the California Public Utilities Commission with the help of the workers in the industry will be a big step forward. We are very pleased that Senator Leno took a leadership role on this issue and that Governor Brown has approved our measure,” said Arturo Frias, President of UWUA Local 132. The creation of a safety culture that places safety first at all levels of the utility organizations and industry is a goal that Senator Leno articulated following the San Bruno explosion. The CPUC has called for implementing a safety culture. SB 705, reflecting the local concerns and the national experience and programs of the UWUA provides a solid legal foundation for implementing the safety culture at every level of the utility industry, through the creation and ongoing implementation of a safety plan that focuses on prevention.
‘We are very pleased that Governor Brown and the State legislature have placed in a law an approach that will keep the public safe by identifying and eliminating hazards before they explode in our face, with full and ongoing participation of workers in the field who know those hazards best,” Frias said. “Equally important, the bill requires that the CPUC keep ratepayer equity firmly in mind in implementing the safety culture. The ratepayer advocacy organization TURN has been our partner in this legislation, and they have insisted that the CPUC hold utilities accountable for rate revenues authonzed for safety. Governor Brown’s signature on this bill is a clear directive to the CPUC to implement a safety culture focused on prevention, to fund that culture adequately, and to hold utilities accountable. Union workers are ready to engage,” Frias concluded.
UWUA Local 132 Negotiations Update - Wednesday October 19th
The Joint Steering Committee continues to sift through numerous e-mails and attachments and volumes of information through the weekend and yesterday as the JSC met on its own. Yesterday at about 9:30am the company stated to the Union that it had finished and completed answering all of the Union’s information requests. However, the JSC provided the Company with a 17-page letter listing information that has not been provided to the Union, letting them know that the Union’s information requests were handed to them months ago and continue to be the subject of unfair labor practice charges we have filed against them for bargaining in bad faith by delaying and refusing information.
We will continue to sift through their responses as the Company sends them. The company thinks that the Union will speed through their responses, but we will take as much time as we need to read and analyze the information before we respond to their proposals.
The Union later demanded and asked the Company to withdraw and to stop forcing some of the proposals it had on its Last Best and Final Offer. The Company responded that this was their last best and final Proposal.
The Union was notified by the Federal Mediator that the company was suspending negotiations in order to take their own time to answer our letter. The Company is to call the Union to inform us of the next day it is ready to meet and resume negotiations.
We will continue to keep you abreast as we continue to bargain in good faith to obtain a contract that is fair for you and your families.
The Union thanks you for your support and solidarity. You will be hearing from us.
The DTE River Rouge Power Plant recently had an onsite review from the Michigan Voluntary Protection Program (MVPP) of the Michigan from the Consultation, Education and Training (CET) Division of the Michigan Occupational Safety and Health Administration. River Rouge Power Plant has been working to achieve the Michigan Star designation, which is the “best of the best” in safety and health after it received Rising Star status by the program in 2009.
At the closing conference, Doug Kimmel, Team Leader and CET MVPP Specialist, said that “River Rouge was a fantastic collaboration between union and management,” which is one of the key points that they review in the process. River Rouge applied nearly two years ago and received the Rising Star status. The onsite review team told the plant that it needed to work on some cultural differences between its older employees and supervision.
According to Jerry Susterka, union safety representative, a team from the CET Division recently interviewed more than 50 represented and non-represented employees and the team was satisfied that the culture had evolved since their last visit. Kimmel said he would put in a recommendation for Michigan Star status for River Rouge to MIOSHA. Just 33 industrial sites in Michigan have achieved this status, with three DTE facilities including Milford Compression and Fermi 2.
“What makes this stand out is the type of facility and how many employees work at River Rouge Power Plant compared to the other DTE plants that have achieved this status. River Rouge Power Plant will be the first fossil fueled power plant in Mich. to achieve this status,” said Susterka. “The adversity faced by a fossil fuel plant makes it difficult to achieve. It is a big site to achieve Star status.”
The MVPP Basic Elements include Management Commitment, Employee Involvement, Worksite Analysis, Hazard Prevention and Control and Safety and Health Training. The MVPP assists employers and employees by providing a mechanism and a set of criteria designed to evaluate and recognize outstanding safety and health management systems. The program is designed to establish a cooperative relationship between management, labor, and MIOSHA. MVPP participants implement safety and health management systems that provide protections beyond what is required by MIOSHA standards.
Other DTE plants that are starting the process include the Trenton Channel Power Plant and the Belle River Power Plant. The program is proactive versus compliance and the team from Consultation, Education and Training looks at the facilities from top to bottom and makes recommendations on what needs to be fixed or changed in order to be considered for Rising Star status. To be considered for Rising Star status, the plant must have three years of being equal to or better than industry average. Rising Star participants have a good safety and health management system and have incidence rates at or below the industry average for two out of the last three years.
Where: Oak Park High School 13701 Oak Park Blvd, Oak Park Michigan West of Coolidge
When: October 15, 2011 3:00 -5:00 p.m.
There has been a surge of conservatives attempting to take away what people have fought so hard to have. We have a right to earn a decent living, have adequate housing, affordable Health Care, Social Security, Medicare, Welfare Rights, Collective Bargaining Rights and the best education for our children. We will not stand by and let anyone strip away or eliminate our middle class or our Unions.
We will win this war that has been brewing against the poor, middle class and workers!
This event is sponsored by Local 223, Utility Workers Union of America, AFL/CIO.
St. Louis, Mo. The Utility Workers Union of America, AFL-CIO, announced today launch of a website designed as a community resource for citizens in Arnold, Mo. opposed to privatization of the City’s wastewater system to Missouri American Water.
The site – www.StopArnoldSewerSale.com – includes an analysis of major flaws in the proposal by the for-profit company to purchase the system, especially the dramatic rate hikes that would be directly caused by the proposed sale. The website also includes tools for Arnold residents to speak out against the sale, including contact information for City Council members.
“Any sale of Arnold’s sewer system to this profit-driven company would be a bad deal for Arnold ratepayers,” stated Tom Schneider, President of UWUA Local 335 in St. Louis. “This website is an educational tool for Arnold citizens to learn more about this flawed sewer sale scheme.”
The City of Arnold is evaluating a sale of its sewer system to Missouri American, a subsidiary of New Jersey-based American Water. Although the City has made no final decision, it has contracted with an engineering firm to study the potential value of the system in preparation for a possible sale
According to the proposal submitted by the company to Arnold last month, the proposed scheme would be contingent on the City imposing a nearly 20% hike in ratepayers’ sewer bills before the sale is completed. The contract would also prohibit the City from opposing any future rate hikes requested by the company before the Missouri Public Service Commission.
American Water has a history of excessive rate hike requests. In nearby Cedar Hill, Mo., the company has raised sewer rates more than 94% over the past four years. Missouri American is currently seeking permission from the PSC to hike Cedar Hill sewer rates an additional 31%.
The UWUA represents 2,500 employees of American Water across the U.S., including in Missouri and in ten other states. Many of the Union’s members in the St. Louis area live in Arnold.
UWUA members at American Water have first-hand experience with the company’s philosophy of placing corporate profits ahead of all other concerns. In St. Louis, for example, members of UWUA Local 335 have been working without a new labor agreement for months because of management demands to impose unfair concessions, including the unlimited right to eliminate every employee’s job through outside contracting.
The UWUA has campaigned against excessive American Water rate hikes in other states, even as the company rakes in huge profits from ratepayers and doles out lucrative pay packages to top executives. During 2010, American Water granted more than $12.5 million in total pay to only seven top executives, while collecting net profits of $268 million on total revenues of $2.7 billion.
Earlier this year, the UWUA successfully mobilized community opposition to American Water’s attempt to win a 30-year operation and maintenance contract for the water and wastewater system in Rialto, California. The Rialto City Council rejected the proposal on June 28, after hundreds of residents packed City Hall to voice opposition to the deal.
The UWUA also joined with community allies in 2010 to successfully block American Water’s attempt to purchase the suburban water system in Trenton, New Jersey. Voters in Trenton rejected the proposed sale in June 2010 by a 4-1 margin.
The UWUA represents working men and women in the utility industry throughout the U.S., including 2,500 employees of American Water in Missouri and ten other states. UWUA members are committed to promoting the highest quality and safest utility services possible. We believe utility companies that treat the communities and customers they serve with respect, consideration, and the highest ethical and legal standards will also treat employees fairly.
UWUA Local 223 recently held its First Annual Unity & Solidarity Picnic on Saturday, August 20, 2011, with over 500 people attending, including more than 150 kids and some Local 223 retirees.
By moving the picnic to a different weekend, away from the Labor Day Holiday to a weekend day during the school summer break period, we had more children attending because they didn’t have to get up for the first day of school the next day,” said June Heath, Local 223 Recording Secretary. “The picnic really turned out good; the weather was perfect and the food was great and we had lots of participation.”
The Local 223 Unity and Solidarity Picnic had a variety of activities for the young and old, including a face painter, a balloon maker, DJ, and two moonwalks. The afternoon also included a toy for all of the little children and a raffle for a variety of prizes including gifts cards and a GPS unit.
Members enjoyed a picnic meal of sausages, regular and turkey hot dogs and hamburgers, corn on the cob, potato salad, fruit salad, beverages and ice cream.
The planning and staffing duties for this fabulous event were provided by members of the Local 223 Executive Planning Committee. Heath wished to “extend a sincere thanks to the committee members for their help in making this such a memorable and unifying event”. The Local 223 Executive Planning Committee members include; Beverly Birchfield, Cathy Dawson, June Heath, Sandra Crum, Kim Tassen, Tanya McCullough, Paula Turner, Hunter Hardrick, Marshall Watkins, Joe Dams, Rick Whitecotton, Marc Little, James Foote, Gaye Sullivan, and Ray Sullivan.
Local Recording Secretary Heath also reported on the Local 223 toiletry donation program that she has been leading for a few years. She showed a sample of what Local 223 has been donating to homeless shelters. Items needed include trial-sized soap, shampoo, conditioner, lotion, hand sanitizer, toothpaste, toothbrushes, wash clothes, combs, brushes, Kleenex packets, personal hygiene items and deodorant.
She is the process of identifying additional homeless shelters in the greater Detroit Metro Area where Local 223 can send its donations. If you are interested in providing some toiletries, contact June Heath at
This e-mail address is being protected from spambots. You need JavaScript enabled to view it
or at 313.216.0788 so she can arrange to pick up your donations. You can also drop items off at the Local 223 Union Hall, 15160 Commerce Drive-North in Dearborn, MI.
This spring, 20 Local 223 active members, retirees and their spouses participated in the first of its kind onsite Pilot Diabetes Self Management Education Program. On July 30, a majority of the attendees participated in the first post-pilot follow-up assessment. The assessment included a finger poke, vitals, and drawing blood to check for cholesterol, triglycerides, AC1 and LDL levels. After the assessment, each participant met with nutritionist for a one-on-one consultation to get ideas of how to continue to make progress. Each person received a $25 Visa gift card for participating in the check-in assessment.
It is important for those who participated to complete the assessment so that the study can track the results of the pilot program. The program includes four follow-up visits at three months, six months, 12 months and 24 months. The follow-up visits include a brief meeting to review what was learned in the program and will also include an assessment to track the progress of participants. This same information will be tracked throughout the Diabetes Self Management program and for the two years following graduation to see how participating in the program helped.
Local 223 members attended four, 2-hour weekly classes to teach participants how to manage and prevent diabetes. Classes were held at Local 223 Union Hall. The program was facilitated by an experienced team of Certified Diabetes Educators, Registered Dietitians, Certified Wellness Coaches and Exercise Specialists.
Class topics included:
Adjusting to living with diabetes
Meal planning and label reading
Medications
Monitoring blood glucose
Balancing stress
Physical activity
Preventing diabetes complications
Managing sick days
Local 223 partnered with Blue Cross Blue Shield and Medical Network One to offer this program. Prior to the 2010 negotiations, Local 223’s Executive Board held a Healthcare Symposium as part of its ongoing efforts to rein in healthcare costs and to find new ways to improve the health of our union sisters and brothers. The symposium included a presentation on a diabetes self management education program that aims to improve diabetic control through patient education. This program is a first-of-its-kind pilot introduced after four years of research and development. Diabetes education programs help patients understand their condition and then can how to control it. The Diabetes Self-Management Education Program offers the latest diabetes health information for individuals with diabetes and their caregivers. Knowledge and understanding of diabetes is the key to maintaining a healthy lifestyle and reducing the risk of medical complications.
BRAINTREE AND SANDWICH, MA, ISSUED JUNE 7, 2011…Local 369, Utility Workers Union of America, AFL-CIO has reached a significant new contract with GenOn Energy Services, LLC, one of the largest competitive generators of wholesale electricity in the United States that owns a power plant located on the Cape Cod Canal in Sandwich, Massachusetts.
The agreement affects approximately 30 workers that UWUA Local 369 represents, at GenOn’s Sandwich plant. The agreement will expire on October 30, 2014, and calls for a total of 12% in wage increases over the life of the agreement.
Local 369 President David Leonardi noted that the agreement was a hard-won battle, particularly given that the GenOn Canal facility operates only during “peak” periods when the power grid is overwhelmed, as well as the fact that the plant saw layoffs of nearly 20 workers in December 2010.
“This is a major victory for the workers in this plant,” said Leonardi. “The Company had been looking for concessions, give backs and just generally to roll over the remaining workers in this plant, and our 3300 member strong union prevented that.”
Central to the Union’s approach to the negotiations was a nationwide unfair labor practice charge against all of GenOn’s facilities in the United States. That charge centered on a series of the Company’s employee policies and procedures that Local 369 contended violated the National Labor Relations Act.
The nationwide unfair labor practice charge remains pending against GenOn, and, Leonardi said, “Local 369 intends to ensure that the Company modifies the problematic rules and re-publishes them.”
BRAINTREE AND SANDWICH, MA, ISSUED JUNE 7, 2011…Local 369, Utility Workers Union of America, AFL-CIO has reached a significant new contract with GenOn Energy Services, LLC, one of the largest competitive generators of wholesale electricity in the United States that owns a power plant located on the Cape Cod Canal in Sandwich, Massachusetts.
The agreement affects approximately 30 workers that UWUA Local 369 represents, at GenOn’s Sandwich plant.
The agreement will expire on October 30, 2014, and calls for a total of 12% in wage increases over the life of the agreement.
Local 369 President David Leonardi noted that the agreement was a hard-won battle, particularly given that the GenOn Canal facility operates only during “peak” periods when the power grid is overwhelmed, as well as the fact that the plant saw layoffs of nearly 20 workers in December 2010.
“This is a major victory for the workers in this plant,” said Leonardi. “The Company had been looking for concessions, give backs and just generally to roll over the remaining workers in this plant, and our 3300 member strong union prevented that.”
Central to the Union’s approach to the negotiations was a nationwide unfair labor practice charge against all of GenOn’s facilities in the United States. That charge centered on a series of the Company’s employee policies and procedures that Local 369 contended violated the National Labor Relations Act.
The nationwide unfair labor practice charge remains pending against GenOn, and, Leonardi said, “Local 369 intends to ensure that the Company modifies the problematic rules and re-publishes them.” .
This evening, the Huntington District was presented with the Company’s final offer for a new 3 year contract. The membership viewed the offer as a significant step backward, and rejected the offer. The membership also unanimously authorized a strike. “This is a top story here in Huntington”, said System President J. Kevin Booth. “In light of the recent layoffs in West Virginia, the news media picked up on the ratification. There were multiple network stations on hand for interviews and video. This is big here,” said Booth. “Our members here in West Virginia are a special group, they are proud of who they are. I’m proud to represent them. They deserve better than what West Virginia American Water is offering them”, Booth said.
Recently, American Water was given only about a third of what it was seeking in a rate increase. CEO Jeff Sterba criticized the PSC in West Virginia for that decision.
Courtesy WCHS News
WATER WORKERS STRIKE?
Union Workers Vote Down Contract With WV American Water
Utility workers in Huntington voted down a new contract with West Virginia American Water. Now the question is whether or not to strike? The vote was unanimous.
Josh Burton was recently laid off and says voted against a new contract. Burton says, "This company is making money hand over fist. Every quarter they report record profits and it's just not right.
The workers say the company wants to cut their benefits after laying off seven workers. Steve Hash was also laid off and says, "It's devastating, now I'm only getting 400 dollars a week.
Union representatives say if they go on strike, water service could be interrupted. If there are water main breaks, it could take longer to repair and a strike could affect the quality of water.
A spokesperson with the water company tells Eyewitness News, "We always have a contingency plan in place. Our customers will not be affected if there is a strike." But the union attorney Sam Pasquarelli disagrees. "A strike will affect customers because any temporary employees won't be trained well to remedy situations."
Courtesy Charleston Gazette-
CHARLESTON, W.Va. -- Less than a week after West Virginia American Water announced plans to lay off 31 employees, union employees in Huntington rejected the utility's latest contract offer Tuesday night and authorized a strike.
A union leader said workers have "no sympathy" for the company right now."
"The current morale is horrible. It's at an all-time low," said Kevin Booth, system president of the Utility Workers Union Local 537, which represents about 50 West Virginia American employees in the Huntington area. "The employees just aren't satisfied with what's going on."
The water company workers weren't expected to walk off the job today -- though Tuesday's unanimous vote allows them to strike at any time.
"The union remains willing to renegotiate with the company at any reasonable location and time," Booth said.
West Virginia American Water has a "robust continuity plan in place" to respond to any "workforce changes," said spokeswoman Laura Jordan.
"Although we hope that certain situations never occur, as the provider of a life-sustaining service, it is only prudent that we plan for contingencies to address any challenges ..." Jordan said Tuesday. "Our plans focus on ensuring water service to our customers."
Last week, West Virginia American Water announced plans to lay off 31 of its 310 employees. The layoffs included salaried managers and administrators, as well as union workers.
The water company said its decision was prompted by a recent state Public Service Commission order that denied $10 million of a $15.4 million rate hike the utility requested.
In April the PSC approved a 4.4 percent rate hike for West Virginia American Water. The company wanted a 13 percent increase.
The last days for workers losing their jobs will be June 3.
Booth predicted the job cuts would lead to delays in fixing water leaks, and turning customers' water service on and off.
The water company's contract with Huntington workers expired earlier this year. Union employees have continued to work under the terms of the expired contract.
The two sides remain at odds over wages, sick leave and the company's plan to hire temporary workers, Booth said.
"It appears they want to flood the company with temporary workers," he said.
The company also has offered pay raises of 26 cents an hour during the first year of a three-year contract, 27 cents the next year, and 28 cents during the final year.
In April, the PSC also rejected West Virginia American Water's request to approve a quarterly surcharge that would have been tacked onto customers' bills.
The surcharge -- called a Distribution System Improvement Charge -- would have raised up to $2.2 million in additional revenue for the utility each year. West Virginia American Water had planned to use the extra funds to replace water mains.
West Virginia American Water has more than 171,000 customers. The company serves the Charleston and Huntington markets.
The utility's Charleston employees belong to the Laborers Union, which has a separate contract from the Utility Workers Union.
The Utility Workers also represent West Virginia American Workers in Weston and Braxton counties, but those workers ratified new contracts earlier this year.
UNITED WE ARE A STRONG UNION!!
Local 537 members are committed in their fight to secure fair contracts with Pennsylvania-American Water. The camaraderie is unique to the Union Movement. We have members sending letters to politicians, making phone calls, and asking when they will be asked to participate in Labor Actions.
Members in 6 of our 6 Pennsylvania-American Water Districts have been unable to negotiate a fair contract with the Company in some cases for as long as 17 months. American Water has also implemented a sub standard health plan which will cost the members 52% more for the coverage. A $1,500.00 doctor bill will result in a 2000% increase in some cases.
On May 12th, 56 employees of the Entergy Palisades Nuclear Plant in Covert, Michigan learned that their efforts to become members of the Utility Workers Union of America were not in vain. In a very convincing 37-17 vote, the workers overwhelmingly confirmed that the unit will become members of UWUA Local 150. The struggle to unionize this group of workers started nearly 25 years ago and the actions of the workers, MSUWC representatives and the UWUA Organizers made it a reality.
“Congratulations to everyone who worked so hard to make this organizing drive a solid victory!
I hope this is a sign that in the State of Michigan workers voices will soon again be heard.
Organizing workers has to be our greatest priority. Increasing union density will allow us to send a clear message to Michigan’s anti-workers legislators. We will hold accountable those politicians who try to eliminate, through legislation, the rights of workers in both the private and public sectors to organize.
We cannot allow our legislators to continue to pander to business interests while attempting to strip away fundamental workers rights.
Great job and welcome brothers and sisters!”
Pat Dillon, President of the Michigan State Utility Workers Council
National Grid dispatch employees vote to retain union as bargaining representative.
BRAINTREE AND NORTHBOROUGH, MA, ISSUED MAY 18, 2011…Local 369, Utility Workers Union of America, AFL-CIO won a critical, resounding victory in a union election at National Grid May 16. The election involved a group of dispatch employees at the Company’s Northborough, Massachusetts facility who voted by a margin of 53 to 16 to retain Local 369 as their representative.
The election, which was overseen by the National Labor Relations Board, occurred amid a harsh round of downsizing by the giant British utility, including the layoffs of some 1200 management personnel in the New England and Middle Atlantic states.
“These workers know this is a period of flux and turmoil at National Grid right now,” said Local 369 President David Leonardi. “As this Company downsizes and lays off thousands, these workers know that having a union representing them is one of the only forms of protection for them and their families.” He added, “We have spoken out previously against this reckless form of downsizing, and now more than ever, the importance of having someone represent workers cannot be overstated.”
The dispatchers organized into a union in January 2010 by a so-called “card check” agreement that National Grid recognized, and the Company and the Union have been in negotiations toward a first contract since that time. The election held yesterday occurred as a result of a 2007 NLRB decision called Dana Corp., which permits for full NLRB ballot elections under certain circumstances where employees originally organized into a union via “card check.”
The represented dispatchers said that they were very pleased at the outcome of the election, and look forward to winning an equitable contract that provides fair wages, benefits and on-the-job protections.
“We worked hard to get this union, and we worked hard to keep this union” said dispatcher Kathleen Carbonneau. “We hope this sends a message to National Grid that my colleagues and I just want dignity and security.”
About UWUA Local 369
UWUA Local 369 represents 3300 union energy professionals, keeping the cities and towns in Eastern and Central Massachusetts, as well as the Cape and Islands, powered with natural gas, electric and nuclear energy. The union represents workers at NSTAR, Boston Generating, National Grid, Entergy, Exelon, Maverick Construction, Astoria Energy, CCS Environmental, Greener Resources, New England Gas, Elec Comm, Hingham Municipal Lighting, and Covanta. Members fill a wide range of positions including transmission and distribution, meter reading, engineering and work control functions, mechanics, fossil generation, nuclear power reactor operators, scientists and chemists, computer engineers and technicians, laboratory instrument control, radiation protection technicians, technical specialists, instructors, nuclear maintenance mechanics, utility construction workers, communication workers, and other specialty classifications. The Utility Workers Union of America Local 369 maintains offices at 120 Baystate Drive, Braintree, MA 02184 and 356 Main Street, Fairhaven, MA 02719. For additional information, please call 781-848-3740 or e-mail
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Mr. D. Michael Langford Utility Workers Union of America 816 t1h6 Street NW Washington DC 20006
Re: UWUA 121 and the Petition of Tennessee American Waterfor a General Rate Increase in TRA Docket No. 10-00189
Dear Mr. Langford, Recently, it was my pleasure to work with the legal representation of the Utility Workers Union of American, AFL-CIO and UWUA Local 121 in a rate case with Tennessee American Water Company (“TAWC”) before the Tennessee Regulatory Authority (“TRA”). Despite the resistance and numerous objections of TAWC to every facet of participation of the Union in the case, Mr. Strauss and Ms. Mapes were well received by the Directors and Staff of the TRA and brought to light many employee and maintenance issues, which according to the record in this matter, have long been neglected by TAWC. Their efforts were every effective.
During the course of the hearing, the Directors took considerable interest in the testimony of the Company and Union witnesses on various issues affecting the number of employees needed to maintain an efficient water system. The number of employee positions incorporated into the final decision of rate case and the reporting requirements imposed on TAWC reflect the efforts of the Union. It is my hope TAWC will be held accountable to improve in these areas. I wish to thank you and the Union for their efforts in this matter and look forward to working with Mr. Strauss and Ms. Mapes in future TAWC rate cases.
Sincerely,
Ryan L. McGehee Assistant Attorney General Office of the Tennessee Attorney General Consumer Advocate and Protection Division P.O. Box 20207 Nashville, TN 3 7202-0270 (615) 532-5512
ECONOMICS- Kept 3.25% 2010 Increase & Additional Contract Year
3 year contract that includes 6% wage increase (1.25%, 1.75% and 3%) for all with a possible .25% added to the base in 3rd year for availability goal.
Call Center and Internet receive additional 1.60% added to maximum step which equates to 2.85% in first year on max step for increased duty.
Meter Readers receive additional 1% added to maximum pay step in 2012 which equates to 2.25% in first year on max step for increased duty.
Senior Bookkeeper maximum step increased approximately 3% in year one which equates to 4.25% in the first year on max step.
Special A and Special B Bookkeepers classifications consolidated, grandfathering Special B and increasing Special A to higher scale equating to approximately 4.25% increase in year 1 for Special A.
Walk in Customer Service Representatives 1% increase on January 1, 2012 which equates to 2.25% on January 1, 2012 for increased duty.
Marketing Assistants 10% above max step volunteer upgrading to Service Consultant.
Adjunct Instructor Permanently in Contract.
ZERO MEDICAL PREMIUM OR CO-PAY REDUCTIONS.
INCREASED VEBA CONTRIBUTION
NO PENSION FORMULA CHANGES- Minimum change overtime cap 10%.
JOB SECURITY, STAFFING
Absolutely no contracting of Meter Reading.
Improved ability to become cost competitive to limit contracting in the future.
Improved contracting language that there will not be any layoff if contracting work.
Will not layoff anyone in Cashiers Department if kiosk is installed.
103 Temporary Employees converted to Permanent status upon achieving 2 years. 28 Full Time Temporary Meter reader backfills extended with opportunity to become permanent.
Meter Reading Formula to guarantee permanent staffing
Overall permanent staffing excluding permanent staffing in Meter Reading.
Some Operational Improvements
Probationary employee
Positive discipline policy to include all employees who complete their probation.
Promotion process geared towards seniority and with availability eliminated.
West Virginia American Water has been granted a rate increase of 4.45% by the state’s Public Service Commission (PSC). The approved rate is approximately 1/3 less than the amount requested by American. The increase will likely raise American Water’s revenue in the state by $5.1 million annually, and increase the average customer’s bill less than $2.00 per month. “While we respect the PSC’s authority in this matter […] this approved rate structure will not allow sufficient revenue to recover increased operating costs, will hinder our ability to attract capital investment, will not allow us to undertake necessary infrastructure maintenance and improvement projects, and will ultimately make it difficult for us to maintain our current level of service to our customers,” said Wayne Morgan, president of West Virginia American Water in a statement. Along with the rate increase, the PSC denied American Water’s request for a Distribution System Improvement Charge, which would allow them to raise rates in support of non-revenue producing investments in the state’s water infrastructure. Greg Lanham, Vice-President of UWUA, Local 537, testified on behalf of Local 537. Local 537 was not in favor of the commission providing a DSIC to WV American.
In related news, Jeff Sterba, CEO of American Water, also referenced the rate case while addressing the Stockholders at the annual Stockholders meeting on Friday, May 6th, 2011. Mr. Sterba said for the 12 months ending yesterday [May 6, 2011] total shareholder return for American water was 37.7%, compared to the DOW Jones Utility Index of 16.4%, more than double; and the overall S&P Index of about 17%. Over the last 12 months we have added 1.4 billion dollars of value to the holders of the 175 million shares of American Water’s common stock. Mr. Sterba commented that “[the] WV order does not provide the company a reasonable opportunity to earn an appropriate re turn... It is not appropriate for shareholders to subsidize customers if we don’t receive adequate cost recovery. And so we will have to adjust our operations to live within the order, while maintaining safe and reliable service. This will include operating cost reductions, reduced investment in the State, and not being able to assist with addressing the issue of troubled water systems. We will direct our investment dollars to those states that recognize the critical need to attract capital and fund needed investments.”
Local 537 now has a clearer understanding of the meaning of “We care about water, it’s what we do.” Apparently the school yard theory of taking my ball and going home is among the list of plays in the CEO’s play-book, when caring about water just costs too much.
Local 537 continues to negotiate with Pennsylvania American Water and West Virginia American Water for a fair resolution to many open contracts. Strike authorizations will be conducted in Huntington, West Virginia and Pittsburgh, Pennsylvania the week of May 23rd.
UNITED WE ARE A STRONG UNION!!
Local 537 members are committed in their fight to secure fair contracts with Pennsylvania-American Water. The camaraderie is unique to the Union Movement. We have members sending letters to politicians, making phone calls, and asking when they will be asked to participate in Labor Actions.
Members in 5 of our 6 Pennsylvania-American Water Districts have been unable to negotiate a fair contract with the Company in some cases for as long as 16 months. American Water has also implemented a sub standard health plan which will cost the members 52% more for the coverage. A $1,500.00 doctor bill will result in a 2000% increase in some cases.
For Tickets: June Heath 313-350-9661 Sandra Crum 313-320-3772 Tanya McCullough 313-719-0033 Beverly Birchfield 313-320-8579 Kim Tassen 313-304-6363 Paula Turner 734-347-2200 Marc Little 313-320-3845 Joe Dams 313-218-2026 Hunter Hardwick 313-258-2847 Marshall Watkins 313-244-3072
Below, please find a Bill linked that has been referred to the Committee on Consumer Affairs, April 6, 2011. UWUA, Local 537 opposes House Bill 1294as it is currently written. As we read this thing, we keep in mind that PA already has a DSIC which it uses for reimbursements.
By way of background, in regulatory parlance the bill offers a form of "pre-approval mechanism" that allows a utility to have some upfront certainty that what they expend on major construction will be included in rates on a timely basis. This can be a useful device if properly conditioned.
When such relief is provided, it reduces the “risk” that a utility would otherwise face in having to go through a rate proceeding, face challenges as to the prudence of its investment, face delays in recovery of investment, etc. If you are going to provide this kind of up-front assurance to Pennsylvania-American Water, it should be linked to a healthy reduction in the return paid to the utility for the investment (to take into account the reduced risk). Otherwise, the utility sees its risk reduced, but continues to collect dollars as if that had not happened. We don't see that in this bill. It is kind of like the fox guarding the hen house. Pennsylvania American Water is “strongly in support” of this proposed legislation.
Contact your Representative as soon as possible to discuss this with them.
In related news, Pennsylvania American Water filed an application with the PUC requesting a $6.42 a month increase in rates for a typical residential customer. The company’s request would bring a typical monthly residential water bill, using 4,150 gallons per month, to $54.87.
The company’s request would bring a typical monthly commercial water bill, using 23,000 gallons per month, to $242.14. Currently a customer using that amount of water pays $207.80.
The request was made for customers statewide, though percentages vary from system to system. If the request is approved without changes, the company would realize an annual revenue increase of approximately $71 million.
“What a long, strange trip it’s been” those were the words from the old rock song that best described the past year for Local 127 President Harold Giberson.
As was previously reported, President Giberson was dismissed by Pacificorp, the employer of the members of Local 127, for personally intervening in a rate case then before the Wyoming Public Utility Commission. Local 127 and President Giberson opposed the proposed rate increase request put forward by Pacificorp as being unnecessary and too excessive of a burden on the consumers of electrical power within the state of Wyoming. PacifiCorp, for its part, cited the reason for Giberson’s dismissal as being a violation of a contract clause dealing with “employee loyalty”. Over the many months leading up to Harold’s discharge grievance arbitration hearing the members rallied around their Union and President. A strong, cohesive group emerged finding that through unity and concerted efforts, PacifiCorp would not be allowed to run rough shod over them and that the member’s voices would be heard. Ultimately, the arbitrator ruled on favor of the Union and ordered Harold’s reinstatement. Within 20 days after returning to work, President Giberson, on behalf of Local 127, intervened in another Pacificorp rate increase request. That action brought a most unlikely outcome. Several days following this intervention, President Giberson received a call from PacifiCorp’s CEO requesting a meeting. The meeting was held and the outcome was an offer by Pacificorp for a five-year extension to the Local’s current contract. The proposed contract called for wage increases in every year of the extension and included a very modest increase in employee health care deductible in the first year of the extension, which is two years out. Harold reported to the UWUA “E” Alert Team that the contract extension was recently overwhelmingly accepted by the membership.
President Giberson wanted to extend his gratitude to the members, officers and stewards of Local 127 for the help they provided in explaining the events leading up to the extension offer, the meetings detailing all the proposals provisions and the memberships ultimate acceptance of the proposal.
President Giberson also wanted to express his thanks to the National Union’s Officers and Staff for their assistance and support during this incredible emotional roller coaster ride of the past year.
The National Officers and Staff along with the UWUA “E” Alert Team also wish to extend our sincere congratulations to the members, President Giberson, Officers and Stewards of Local 127.
Harold recently stated, “If I’ve learned anything from the events of the last year, it is this, IT PAYS TO BELONG”. We could not have said it better.
Water is a human right. Water profiteers take away that right as they work to expand ownership and control over limited water resources while simultaneously pushing for rollbacks in consumer protections for water.
Water privatization exploits our communities and can leave us with higher water rates and taxes, decreased service quality, and loss of local jobs -- all in the name of profit.
Photo Credits: Bill Wolfe at Wolfenotes.com
Invitation Request:
When: Tuesday, March 22 5:30-7:00pm Where: American Water Headquarters, 1025 Laurel Oak Road, Voorhees Township, NJ
Designated by the UN in 1992, World Water Day is held internationally on March 22nd as a way to focus attention on the importance of freshwater and to advocate for sustainable management of freshwater resources.
Looking forward to seeing you there!
Jim Walsh Eastern Region Director Food & Water Watch
Food & Water Watch is a nonprofit consumer organization that works to ensure clean water and safe food. We challenge the corporate control and abuse of our food and water resources by empowering people to take action and by transforming the public consciousness about what we eat and drink.
Sent on behalf of Keith Holmes, President U.W.U.A. Local 686
Dear President Langford,
First and foremost, the Executive Board, General Committee, and the Membership of Local 686 would like to express its gratitude for the outpouring of support we have received from you, the National Staff and from the many locals around the country in our time of deep sorrow. We have received many emails and phone calls, all asking how they can help in this time of need. It is at times like this that we find out truly what it means to be part of a Union. We would like to inform everyone that the Fraternal Order of Police Lodge # 5 (Philadelphia) has generously pledged to donate all proceeds of this year’s fund raiser to the victims of the January 18th 2011 explosion. The event takes place this Friday, January 28th 2011 starting at 3:30 pm at the F.O.P Lodge # 5 1336 Spring Garden Street, Philadelphia, PA. We would appreciate if you could pass this along to all those who have expressed their desire to help and are able to attend. For those unable to attend, but would still like to make a donation to the victims of the explosion, they can send checks in care of U.W.U.A. Local 686 (please include the follwoing in the memo line "For the victims of the recent explosion" to 9190 Marshall Street, Philadelphia, PA 19114.
After working until 3 a.m. Wednesday to repair a broken waterline along North Grant Avenue, the five Pennsylvania American Water employees based in Kittanning took to the streets after work on Wednesday to hand out fliers.
"We want everyone to know that we are not on strike, but we want people to understand how unfair it is for the company executives to be raking in such huge salaries, while at the same time, increasing our health care rates by more than 50 percent," said Mike Fleming, union steward for the Utility Workers Union of America (UWUA) Local 537.
The union staged informational pickets in 11 states where it represents 2,500 American Water workers to draw attention to a 52 percent increase in their health-insurance payments this year. About 20 people took part in the local protest, Mr. Olek said.
The utility issued a statement saying health care costs are up this year for all American Water employees and that the union members have seen very small increases in their payments over the last five years because of contract language.
"So, 2011 is the year where the payroll contribution catches up," the statement said. "American Water has modified its medical plans for all employees, union and nonunion alike."
American Water, the nation's largest publicly traded water and wastewater utility, reported third-quarter income of $124 million on revenue of $787 million.
During sub-freezing temperatures today, the community of Fairport Harbor was evacuated due to several fires and the potential for improper gas pressure to approximately 1500 homes and businesses. The issue is under investigation.
The membership of the Gas Workers Union Local G555 is working to identify and rectify potentially dangerous situations. Hundreds of our Utility Workers from several departments and various districts throughout Ohio have converged to Fairport Harbor to shut off the gas, check appliances, and gas lines to ensure safe and reliable service to our customers.
Events such as today highlight the need for the expertise of the G555 Gas Workers Union’s membership. Utility Workers are highly trained and skilled to handle critical situations to ensure safe gas service to our communities.
I am really proud and appreciate the selfless efforts that our membership has made to help ensure that our customers get back to heated homes.
Fraternally,
Michael Coleman Executive President Gasworkers Union Local G-555 Utility Workers Union of America, AFL-CIO
Local 369 recently won a critical victory at Covanta SEMASS, one of the Union's most recently organized facilities located in Rochester, Massachusetts.
The Union secured reinstatement and full back pay for bargaining unit member Dennis Jamison, a 22-year employee terminated last year for allegations of time theft -- allegations rejected wholesale by the arbitrator's award.
"We knew all along that the Company improperly targeted this member and we were determined to prove that fact," said Local 369 President David Leonardi. "Now the other members at SEMASS will see firsthand what it means to have a union at their back when Mr. Jamison walks back through the plant gate."
The case was the first discharge since the SEMASS bargaining unit ratified a collective bargaining agreement on April 22, 2010. That contract followed a bruising nearly two-year contract negotiation and lengthy unfair labor practice trial before the National Labor Relations Board.
One of our Union Brothers, Mark Keeley with UWUA Local 686, was killed in the Philadelphia gas explosion and several more were critically injured. This is an all too tragic reminder that the members of the UWUA put their lives at risk every day as first responders – a reality that is so easily overlooked until tragedy strikes.
Our thoughts and prayers go out to the family of our fallen brother and to the families of those injured. On behalf of the entire Utility Workers Union, I have pledged our support to Local 686, our injured brothers, and particularly the family of Brother Keeley (whose father is a long-time member of Local 686).
To view my letter of condolences and our pledge of support sent to Local 686's President Keith Holmes, click here.
Any local wishing to assist Brother Keeley's family should contact us.
Voorhees, N.J. Members of Utility Workers Union of America, AFL-CIO, and other unions conducted an informational picket this morning outside the headquarters of American Water corporation to protest the company’s unfair bargaining tactics and its demands to impose major concessions on hourly employees during negotiations for a new national agreement.
During the demonstration, a delegation of UWUA members hand-delivered an official notice to corporate officials advising that the company’s latest offer for a new National Benefits Agreement had been overwhelmingly rejected by employees voting across the U.S.
“We are here to serve notice on American Water that its unfair bargaining conduct and its demands for huge takeaways from the employees who work hard every day to keep water flowing to customers’ homes and businesses are unacceptable,” stated Shawn Garvey, UWUA National Representative.
The demonstration was also joined by members of Food & Water Watch, the nation’s leading grassroots organization promoting clean, affordable, and publicly-owned drinking water.
“We are pleased to join with UWUA members to protest this hugely-profitable company’s unfair conduct toward working families,” said Jim Walsh, Eastern Region Director for Food & Water Watch. “American Water’s poor treatment of its employees does a disservice not only to those workers but also to consumers and the community at large.”
During current negotiations, American Water has demanded a 52% increase in the amounts employees would be required to pay to provide health insurance for their families, in addition to other concessions. A coalition of 18 different unions representing the company’s entire unionized workforce conducted a ratification vote during October on management’s contract offer. Ninety percent of American Water employees rejected the company’s takeaway demands.
The UWUA also pointed out that American Water has filed for massive rate increases from consumers across the nation, notwithstanding the company’s record profits and lucrative compensation packages awarded to top corporate officials.
During the first nine months of this year, American Water collected net profits of $228 million on revenues of more than $2 billion. In addition, American Water granted nearly $7.5 million in total compensation last year to only five top executives.
Rate hikes currently being sought by American Water subsidiaries include a 14% increase in New Jersey, 15% in West Virginia, 22% in Virginia, 28% in Tennessee, 35% in California, 37% in Kentucky, and a staggering wastewater increase of more than 200% in southeastern Pennsylvania. The UWUA has intervened in rate cases in New Jersey, California, West Virginia, and Tennessee challenging the company’s rate increase plans.
The Utility Workers Union of America represents working men and women in the utility and related industries throughout the U.S., including 2,500 employees of American Water in 11 states.
UWUA members are committed to promoting the highest quality and safest utility services possible. We believe that utility companies that treat the communities and customers they serve with respect, consideration, and the highest ethical and legal standards will also treat employees fairly.
In a stunning victory for every Local 132 member, and particularly for part-timers, an arbitrator rejected SoCal Gas’s argument that part-timers are “at-will” employees as he ordered the company to put cashier Margaret Madrigal back to work. In his award the arbitrator wrote, “Part-time employees with six months of service are covered by the 'cause' standard of Article VI of the contract.” SoCal Gas now has some 1400 part-timers working a variety of jobs who are affected by this decision, some belonging to other unions. Local 132’s victory will cover all of them.
This decision means that all part-time workers have the right to the arbitration procedure when they are disciplined in any way. No part-time worker can be fired without cause, and the Company must justify its action. SoCal Gas has made a practice of treating part-timers as second class, denying them the rights and benefits of the Local 132 contract.
Ellen Greenstone, the Union’s attorney, believes this is the most significant arbitration case she has presented in the 30 years during which she has been associated with Local 132.
“The position taken by the gas company in this case —that an eight-year part-time employee is 'at-will' and has no rights to fairness in discipline or other rights spelled out in the Union contract — is offensive.”
Local 132 President Art Frias noted, “This is a great beginning to our contract campaign for 2011 when we will be fighting for even more benefits and rights for all of our members including part-timers.”
You can read the full arbitration decision on Local 132's website at: http://www.uwua132.org
92-30 vote by water, wastewater employees builds union strength in Florida
On Wednesday, October 13, water and wastewater workers in Lakeland, Florida voted by an overwhelming majority of 92-30 to join the UWUA. The municipal water workers join 330 members at Lakeland Electric who chose the union as their representative two years ago.
“We welcome our newest members in Lakeland and look forward to working with them to get the wages, benefits, and working conditions that they deserve,” said UWUA President Mike Langford. “This Lakeland victory confirms what we have felt is true: workers in Florida and in other so-called right to work states know the power that organizing brings and that they are ready to do so now.”
UWUA Organizer Bernie LaBelle told The Ledger, the local Lakeland paper, that the workers voted for the UWUA because they know, "A collective voice is always stronger than a single voice."
The Northern Pipeline Construction Company Employees in Alabama are the most recent group to become UWUA members in a southern state. Now a part of Local 609, the group was organized through what is called a "neutrality agreement" between the union and the employer. Under such agreements, employers agree to recognize a union as the bargaining agent of their employees when more than half have signed union cards. The UWUA also represents the Northern Pipeline employees in Connecticut. The workers construct natural gas pipelines. Local 609 is now in the process of electing officers.
Local 393 members overwhelmingly approved a 4-year contract with the Suffolk County Water Authority in New York State. After working 14 months without a contract, Local 393 and the Authority reached an agreement that provides a lump sum for the first year and wage increases in each of the next 3 years. They also made improvements in job security and working conditions. The bargaining unit of Local 393 was successful in fighting off the Authority's relentless contract demand that would have had their members pay 20% of the cost for health insurance. All members of Local 393 will continue to pay nothing for their health coverage through the contract expiration of 6/30/13. Local 393 represents 400 members in New York.
Thanks to the diligent efforts of Local 350 President Norm DeLong, Officer Ed Good and Region 3 Director Don Opatka, R.E. Burger plant's units 4 & 5, once on the verge of permanently closing for failure to install pricey environmental control equipment, are remaining open. Local 350 not only convinced Burger owned FirstEnergy at the 11th hour to file with the federal court for a three-month extension on Dec. 29, 2008 — two days before deadline — to keep the plant open, they kept a running dialogue with management to consider the possibilities and benefits of switching to biomass. And on April 1, 2009, FirstEnergy announced that R.E. Burger will be retrofitted to generate electricity using biomass fuel instead of coal.
The DTE River Rouge Power Plant recently had an onsite review from the Michigan Voluntary Protection Program (MVPP) of the Michigan from the Consultation, Education and Training (CET) Division of the Michigan Occupational Safety and Health Administration. River Rouge Power Plant has been working to achieve the Michigan Star designation, which is the “best of the best” in safety and health after it received Rising Star status by the program in 2009.
· www.uwua.net
