NEWSLETTER
April 3, 1998 Volume XIII, No. 1
While surfing the Council's web page, we need your input. Tell us what you like and don't like about the web page. We pride ourselves in keeping the most important links for the membership. E-mail Venice Holmes, Webmaster at MSUWC@voyager.net with your opinions.
Secretary-Treasurer Jim Davison was reelected for a 3-year term.
Vice President (part-time) Steve VanSlooten was reelected for a 3-year term.
Keith Murphy, President Local 257-Hastings was elected Trustee for a 3-year. term.
In compliance with Arbitrator Patton's decision dated August 11, 1997, the hazard analysis team determined that certain Electric T&D Workers must be required to wear flame retardant clothing when working on or near energized conductors or equipment. Based upon this recommendation, the Company will modify its Accident Prevention Manual and furnish the employees in the affected job titles which are listed below with an annual clothing allowance of $230 through a Company selected vendor:
| Line Worker In Charge | Electric Service Worker | Sub Metro Mechanic IV |
| Journeyman Line Workers | Local Electric Service Worker | Local Electric Service Worker |
| Electric Line Apprentice I | Tree Trimmer In Charge | Chief Meter Worker |
| Electric Line Apprentice II | Tree Trimmer | Primary Meter Worker |
| Electric Line Apprentice III | Sub Metro Mechanic I | Polyphase Meter Worker |
| Electric Line Apprentice IV | Sub Metro Mechanic II | Single Phase Meter Worker |
| Electric Utility Worker-A | Sub Metro Mechanic III |
In addition to the annual clothing allowance, eligible employees, as stated above will receive a one time clothing allowance of $120 per person
In summary, each eligible employee would receive $350 ($230 annual plus $120 one time) on June 1, 1998. Eligible employees are those employees listed above who have completed at least three months service in one of these job titles, and who are at work on 6-1-98, or thereafter. Each eligible employee will receive the annual clothing allowance beginning on the 2nd Monday of January 1999.
In addition to the employees identified above, the hazard analysis team also determined that the employees in the job titles listed below will also be required to wear flame retardant clothing when working on or near energized conductors or equipment. Appropriate flame retardant clothing, which meets the Company's safety rule requirements (i.e., switching jackets, switching coats, shirts, etc.) will be available to employees in these job titles when they are working on or near energized conductors or equipment:
| Nuclear Operator | Electrical Repair Worker-B | Switchboard Operator-C |
| Nuclear Auxiliary Operator | Electrical Repair Worker Helper | Combination Relief Operator |
| Nuclear Control Operator | Unit Control Operator | Combination Relief Operator-C |
| Plant Control Operator-I-C | Unit Control Operator-C | Gen Repair Worker In Charge |
| Plant Control Operator-II | Major Equipment Operator | General Repair Worker-A |
| Plant Control Operator-II-C | Major Equipment Operator-C | General Repair Worker-B |
| Lead Electrical Repair Worker | Auxiliary Operator | Hydro Operator |
| Electrical Repair Worker-Special | Auxiliary Operator-C | Hydro Operator-C |
| Electrical Repair Worker-A | Switchboard Operator |
This clothing shall remain the property of the Company and be issued and reissued as required.
On Friday, February 20 the Council Executive Board met with the Executive Board of L-223, UWUA-Detroit Edison and on Saturday, March 21 the Council Executive Board also met with the Executive Board of L-876, IBEW. At these meetings ideas were exchanged on how to succeed in a changing utility industry. Both of these meetings were viewed by the parties as positive meetings and the three Executive Boards will continue to meet as necessary.
The following letter was received from the Company regarding the June 1997 change in the Constructive Discipline Policy. In June 1997 the Company revised Exhibit A of the Constructive Discipline Policy as well as Examples of Appropriate Minimum Extent of Discipline which increased from minor to major several safety violations. As stated below, the Company has rescinded this change, therefore, the Council Executive Board has withdrawn its request for arbitration on this matter.
March 17, 1998
Mr. Gary M. Ruffner, President:
In June of 1997, the Company published a document entitled "Examples of Appropriate Minimum Extent of Discipline for Certain First Offense Safety Violations" (The Matrix). Our intention was to ensure employee awareness of the consequences of violations of safety rules. However, it became clear, after discussions with the Union, that the document was being viewed by some as signaling a departure from the Company's commitment to a positive approach to safety and a change in the Company's philosophy in administering its Constructive Discipline policy.
The Company never intended this to be the case. The Company believes that the safety of our employees is of the highest priority and that the Union and the Company must work together to ensure a work environment and culture where safety is of prime importance. Regardless of the differences the Company and the Union may have from time to time on various issues, safety should be one issue on which we are united.
It is the Company's desire that we work through this current issue and refocus on our common concern regarding the safety of employees. To this end, the Company is taking the following steps to address the concerns that the Union has expressed and to reaffirm our commitment to a constructive approach to achieving compliance with safety rules:
- The Company will communicate with its supervisory staff its commitment to utilize and rely on the Constructive Discipline Policy when administering discipline to employees.
- The Company will continue to consider "Rubber Goods" violations as a nonmajor offense warranting a short-term time-off penalty, absent extenuating circumstances.
- The June 1, 1997 revision of "Attachment A" of the Constructive Discipline Policy will be replaced with the "Attachment A" that was in effect immediately prior to that.
Sincerely,
Gregory A Sando
Manager Labor Relations
It is now more important than ever that Unions make their voices be heard in the political arena. Working families and their unions are under attack from employers and their allies in the state government. One of the most important ways to fight back is at the ballot box. Electing public officials who will fight for the interests of working families - who are the vast majority of voters - instead of the narrow business interests and their lobbyists, must be a number one priority of labor.
Historically, business has far outspent labor in Michigan elections. And in 1994, the playing field was tilted even further against workers and in favor of business when Michigan's campaign finance laws were changed to make it harder for unions to spend money to make their political voices heard.
Michigan's unions not only must work harder at educating and informing their members and the public about political issues that matter to working families, but we must work smarter, too. That means knowing how to navigate within the sometimes complicated campaign finance laws governing how unions raise and spend money for political communication.
The new rules do affect how unions raise and spend money in Michigan elections. They mean that unions will have to work harder and smarter than ever before in order to make our voices be heard.
We are asking each and every member to let their voices be heard by signing up to the COPE campaign. Contact your local union President to sign a COPE form volunteering weekly donations. We will make a difference in 1998!
