Job Performance Reports

More and more around the state the Company is using JPR's to deny employees job transfers and/or promotions. They also use JPR's against employees for discipline purposes. The Company uses JPR's as if they were a 100% reflection of an employee, and not for what they really are, which is just one person's (supervisor's) viewpoint, and in many cases a slanted viewpoint at best. We all know that if you have a personality conflict with your supervisor, it not only could, but more than likely will&nbsp have a big impact on how your supervisor evaluates you.

JPR's that are negative in part or whole, should be viewed for how the Company improperly uses them as if they were Letters of Discipline that are placed in your file and used against you for five years. In 1995, the Council was successful in getting the time limit reduced on how long a letter of discipline could remain in your personnel file (from four years to two years, Article III, Section 8b). However, when it comes to JPR's, the Company retains them in your file for five years.

If and when you are receiving your JPR, and you disagree with how your supervisor has evaluated you, you should attempt to resolve the difference at that time. If you are unsuccessful at resolving the difference, contact your Local Union Representatives and have them attempt to settle the difference informally. If the difference cannot be resolved informally, a formal grievance can be filed on your behalf. Remember, if the JPR's go unchallenged, the Company will use them against you for five years!

Gas Contractors' Goofs

With the Company's refusal of the last gas proposal, the Council will be enlisting the help of all of the Membership. We will be compiling and using the information that you provide to try and reclaim the jobs that we have lost to contractors. The information that we need from you is documentation of mistakes and misinformation by contractors. We need dates and addresses where contractors tell customers that they have cracked heat exchangers, when they don't. We also need to know when complaints are received from construction people or DPW workers concerning incorrect staking performed by the contractors. This includes response time not met for staking emergencies. If you become aware of appointments not kept for appliance work performed by contractors, or any other complaints that you hear from customers regarding contractors, document it. All of this information will be very important. Please take a minute to write it down and give it to a Local Union Representative so that it can be passed on to the Council.

Safety Update

The Council has become aware of a series of near-misses. One such incident involved contacting a 138 kV line with the knuckle of a boom of a Spec 82. Fortunately, no injuries resulted from the contact, however, both front tires were flattened and inspection panels were blown open. The employees were operating in a difficult area under less than desirable weather conditions. It's sad to say, but in the utility business in Michigan, those conditions are common, and if not the norm, then very close to it.

A safe day at work will not just happen. It is something that we must all work very hard at to achieve, both individually and collectively. Make safety your number one priority. Help your employer live up to its slogan, Safety First and Always. Use your Joint Safety Committees to invite OSHA reps, the Department of Transportation, and other governmental agencies to attend your Local Safety Meetings. These people can educate you on new and existing laws or regulations which are designed to enhance your safety on the job.

Statistics prove that we will have several near-misses or minor accidents prior to a serious injury or a fatality. Please work safely!

Thomas J Wojtala, Sr.

Region IV Senior National Representative, Thomas J Wojtala, Sr. passed away suddenly on January 16, 1997 at the age of 57.

Brother Wojtala began his career with the UWUA at Local 223-Detroit Edison at the Delray Power Plant. During a period of approximately six years, Tom served as Steward, Chief Steward and Division Chairman, which he held at the time of his appointment to National Representative in 1970. Tom spent his entire career representing Members of UWUA or trying to organize the unorganized. He was a dedicated Union Brother and definitely an asset to the UWUA.

Tom leaves behind a daughter, Teresa, a son, Thomas J Wojtala, Jr., and his wife, Lynn.

The Council extends its prayers and deepest sympathy to Tom's family - he will be sadly missed.

Health Care Update

As you all know from the last News Letter we have been experiencing some problems with Aetna's administration of Reasonable and Customary provisions in the traditional health care plan. Prior to March when Aetna changed their method of calculating R&C they used data collected from their own experience in regions throughout the state to establish R&C limits. This data was used to set the limit such that 85 to 90 out of 100 claims submitted for a given procedure would be paid in full without R&C cuts. After March of 1996 Aetna changed the data base used for this calculation to include data from other insurance carriers. The affect of this change was that R&C limits on some procedures were reduced, and in some cases the reduction was very drastic. After the Council brought this problem to the Company's attention the Company instructed Aetna to begin paying claims at the 90th percentile versus the 85th to 90th percentile and to add a "liberalization factor" equal to the lessor of 20% or $50. The Company believes that this action will restore coverage to the pre March 1996 level. The Company has also instructed Aetna to recalculate any claims resubmitted using this new level of benefits. If you had claims that were not paid in full due to R&C cuts you should resubmit these to Aetna to be recalculated. Please keep your local officers informed of any of these cases and update them on the progress in resolving them. The Board is still seeking more information to fully assess the affects of these changes on the level of benefits available to our members.

Changes in Health Care Providers

If you recently changed Health Care providers and do not experience the benefit levels promised by the information and brochures, please let your Local President know, we can help.

Happy New Year!

The Council Executive Board would like to take this time to wish its Members and loved ones a safe and prosperous New Year!

Council Elections

At the Regular Council Meeting held on January 11, 1997, the following elections (with results) took place:

President Gary Ruffner, elected to a 3-year term
Exec Vice Pres, James Reilly, elected to a 2-yr term
Vice President Jeff Bakker, elected to a 3-year term
Vice President John Ostrander, elected to a 3-yr term
Vice President Vince Oberski, elected to a 2-yr term
Trustee Keith Brew, elected to a 3-year term

Secretary-Treasurer Jim Davison has 1 year remaining on his current term.
Vice President Steve VanSlooten has 1 year remaining on his current term.
Trustee Don Manning has 2 years remaining on his current term.
Trustee Vince Oberski has 1 year remaining on his current term.

Local 107-Grand Rapids has a new President - Dave Trevino. We wish to thank past President, Jack Huizinga for his many years of dedication to the Union. Welcome Brother Trevino!

Local Safety Committee Members BEWARE

Just a reminder to you on your roles as a Safety Committee Member, which was negotiated in the Charter of the Safety Committee:

1. Make recommendations to improve Safety Awareness, prevent hazards and track the progress of the recommendations.

2. Make recommendations for development and implementation of Safety Programs to improve Safety Performance.

3. Review Accident Reports.

4. Make recommendations for changes in the Accident Prevention Manual for submission to Corporate Safety.

5. Recommend means for properly recognizing positive achievements in Safety.

BEWARE that the Company may want to expand your role and have you take part in training for Violence in the Workplace, such as investigations, recommendations of what exactly is Violence in the Workplace and what to do to someone if they happen to be involved in violence. Please do not become involved in any decisions which define what violence is or what penalties might be appropriate for proven violent actions, and if management requests that of you, notify your Local Union President who will then notify the Council.