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#1 - April 22 1996
NEWS LETTER  Volume XI, #1 April 22, 1996 Early retirement incentive for select groups About mid-March the Company approached the Union with a proposal for a voluntary retirement incentive for certain Hydro and Fossil Operations for employees in the Energy Supply system. This did not include Palisades or Big Rock employees. Part of the criteria for this plan required the employee to be 55 years old by May 31, 1996, and 25 or more years of continuous service. Two plans were presented, Alternative A and Alternative B. Alternative A: A person who has 25 years of continuous service and voluntarily retires under the terms of the Pension Plan on June 1, 1996, will be given the opportunity to work not less than 920 and not more than 980 hours per year for five years thereafter as employees of an agency furnishing temporary personnel such as a contractor. These people could be assigned to a job that they are qualified to do on any shift. Alternative B: A person of 55 years of age or older on May 31, 1996, could voluntarily retire on June 1, 1996 under the terms of the Pension Plan provided, however, no actuarial reduction in pension payments for retirement prior to 36 months before the affected employee's Normal Retirement Date will be made. People who voluntarily retire under this proposed plan would be eligible to receive a separation allowance based on years of continuous service from 10 to 20 weeks pay. Under this plan the Pension Plan would be amended to provide for the early retirement option with a Retirement Income unreduced for early retirement and to provide that pay, for pension purposes, would be frozen effective January 1, 2001 for Hydro & Fossil Operations' employees who are on the payroll on June 1, 1996 and who are less than 50 years of age on that date. After contacting our attorney and studying the two alternative plans of bringing back people that are no longer dues paying members to work anytime, and to do away with overtime and on any shift and to jeopardize young members' future by freezing benefits and that this only affects 88 of our members. The Executive Board informed the Company that we were not the least bit interested in this type of an early retirement.
Joint Gas Committee
On February 5, 1996, the committee was formed and representing the Union are John Ostrander, L-104-Saginaw, Tom Morrow of L-105-Pontiac, Tom Lipinski, L-119-Flint-Howell, Dennis Hutchinson of L-144-Bay City, Ron Kornoelje, L-150-Kalamazoo, Jim Alter of L-254-Macomb and Jim Reilly, Vice President of the Council and Co-chair. Representing the Company are Mel Yenglin and Chuck Personke both from West Metro, Dick Johnson and Tim Kowaleski both from Metro Region, Jim Flachs, Lansing, Mike Meier, Saginaw and Don Smith of Labor Relations and Co-chair. The first joint meeting was held on March 15 and then again on the 3rd, 4th and 11th of April, with more meetings scheduled yet this month. If we feel there are ways that would benefit the Membership, we would bring those proposed changes back to the State Council for consideration. The sole purpose of making any change that might come out of this committee would be to maintain jobs and to advance the skill level of our members in this competitive world with contracting running rampant.
Contracting out of Meter Reading
The Company's plan establishes six "anchor headquarters" where Meter Reading will continue, for the time being, to be performed by OM&C employees. These headquarters are Livonia, Saginaw, Kalamazoo, Flint, Grand Rapids and Lansing. In other headquarters the Company will contract out work as vacancies occur and in some cases lay off employees and give their routes to contractors. Keep in mind that any layoffs or rearrangements must be done according to the appropriate sections of the Working Agreement, including Appendix Letter #46. The Council Executive Board realizes that these are stressful times and is doing what it can. We will keep your Local Presidents informed of future developments. Drug and alcohol testing
The Company agreed that it was their responsibility, and they agreed that they would inform those who tested positive under random testing that a second positive for drugs or alcohol within one year would result in an uncontested discharge. However, the Company has failed to live up to their promise and because of an employee's right to confidentiality, the Union does not even know who has tested positive so that they can be properly warned. Even though it is the Company's responsibility to warn its employees of the consequences of disciplinary conduct, they have not done so in regard to Appendix Letter 48 of the Working Agreement. Even though management maintains that they want employees to take care of drug and/or alcohol problems, by not informing employees of the Appendix Letter 48 and the consequences of their actions, they are clearly enabling employees and setting them up for failure. We feel that by doing so they are trying to cause employees to fail and purposely set them up for discharge without realizing the seriousness of taking care of their illegal drug use and/or alcohol dependence. It is clear to us that Consumers Power does not want to rehabilitate employees with drug and/or alcohol problems. Of course, the Union has a concern for the safety of those who work with employees who use illegal drugs and/or alcohol, and want them to know that there is help available so that they do not jeopardize themselves or others. Anyone who uses illegal drugs and/or alcohol who tests positive as a result of an accident is subject discipline, potentially up to discharge whether they are subject to random testing or not, and they are taking a heck of a chance by using every day that they drive a vehicle and could potentially be involved in an accident and tested as a result. So, even though the Company refuses to inform its employees of the seriousness of this issue, the Union wishes to inform anyone with an illegal drug and/or alcohol use or dependence that they are jeopardizing their employment and ability to support their family with the wages and benefits that they receive if they do not take care of their dependence and use. If you have an illegal drug (including drugs not prescribed specifically for you) and/or alcohol use or dependence, contact the Employee Assistance Provider endorsed by your Local Union. Take care of your use or dependence, your job, and your family, before it takes care of you.
When management allows employees to Job Site Report to work which is not project work, they are violating the Working Agreement. A job site is one project such as a subdivision or one small area of a circuit and not an entire system or service territory. If the Company allows employees to Job Site Report from occupational groups that are not entitled to Job Site Report, they are violating someone's contractual rights to overtime and are violating the Working Agreement by working ten-hour days for straight time. If the Company has an employee who does not qualify for Job Site Reporting, as recognized by Article X, Section 7(b) (Energy Distribution employees), work ten-hour days, it is the same as having them report to another headquarters. If the Company only pays them straight time, they are not being paid the appropriate rate of pay and should be paid overtime rates in accordance with Article XI, Section 14 and all applicable articles and sections of the Working Agreement, in addition, mileage, etc. to and from their headquarters, as well as an additional eight hours straight time pay for the fifth day of the week (40-hour work week straight time guarantee). Management knows that assigning ten-hour days to those not eligible for Job Site Reporting is a blatant violation of the Working Agreement, but does not have enough honor and integrity to put a stop to it. What management is doing is improperly bypassing the Union and bargaining directly with the employees regarding working conditions and conditions of employment. Job Site Reporting was also never intended to be more than a weekly assignment and employees have the right to leave from the headquarters on Mondays and return to a headquarters on Thursday. It is imperative that UWUA Members notify their Local Unions wherever and whenever they are aware of these situations so that the Local and the Council can take action. The Local and the Council can file charges with the National Labor Relations Board when the Company refuses to bargain in good faith and bypasses the Union by bargaining directly with our Members. |
#2 - October 4 1996
NEWS LETTER
Volume XI, #2 October 4, 1996
QUALITY The Council needs your help to develop a deregulation strategy to promote our skills and services as the "Utility of Choice" in our communities. In a deregulated environment it is clear that we must sell ourselves and our quality work and commitment to serve, if we are going to survive and continue to provide quality and safe service to the public.
VALUE The Council has compiled some ideas on the reverse side and wants your input to help us put forth the best possible strategy to promote value of our work and our jobs and insure our future with public support. Public support is crucial to the success of any strategy and we will garner that support for potential stockholder support through resolution at the next stockholders meeting. We have addressed these concerns through testimony at Public Service Commission meetings and with members of the legislature.
LEGISLATIVE You should contact your legislators and ask them what their position is on deregulation and express your concerns effectively as constituents in their district as voters, and whose support they need to remain in office. Let us know their reactions so that we can work with them, knowing that you as voters in their district are concerned. They will listen more intently if we have your support in your district. Put your ideas and their concerns on the "Ideas" form on the reverse side of this paper and focus on any means to get public support.
SAFETY Provides safe and reliable service. A Utility of Choice will properly maintain system reliability with safety of its workers and the public in mind. It will maintain its infrastructure with workers who perform skilled quality work, giving rate payers fair value for work performed without costly re-work. If work of the utility is not performed with skilled quality workers, it will result in costly re-work, jeopardize public and worker safety, and increase costs to the rate payer. A Utility of Choice will provide all customer classes with choice of lowest rates available, while insuring and maintaining safe and reliable service.
ACCESS A Utility of Choice will make retail wheeling available to all classes of customers and promote legislation which will not allow other states and suppliers to subsidize their rates and strand utility investments and reserve capacity.
INDEPENDENCE If independent power providers are allowed to subsidize their rates to capture our markets and strand utility investments, utilities will have to demolish those assets to avoid tax liabilities. Once tax liabilities and reserve capacity generation is eliminated and/or demolished to cut costs, the utility will become dependent upon those outside sources and those suppliers will increase their rates to a captive market resulting in higher rates.
RELIABILITY A Utility of Choice will be a community employer and provide community support with good paying community jobs and job opportunities for the community. A community employer will not subcontract its work and bring substandard workers and pay substandard wages in the Community. If a Utility does not provide good paying jobs in the community it serves, those employed at substandard wages will not be able to purchase the goods and services of the community and will, consequently, become a burden upon the community, instead of an asset to it.
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#3 - December 13 1996
NEWS LETTER Volume XI, #3 December 13, 1996
MARSHALL MONROE HICKS MEMORIAL SCHOLARSHIP PROGRAM
Utility Deregulation
The Council has been working with Region IV Director Ron LaForest to build a coalition with the Building Trades, IBEW and others who depend on the utilities in Michigan for jobs and a healthy community. There are environmental and citizen groups who are also involved and who share many of the same concerns that we have for safe reliable electric and gas service, jobs and the financial health and well being of the public and our communities. The coalition is called "Protect Michigan" and the Council has a member serving on its Executive Board.
National activity on Deregulation
National Safety Council on Deregulation
Do your part on Deregulation It is important to our survival that each and every one of us take an active role concerning electric and gas deregulation. We know that if electric deregulation is not done properly it will result in lower rates for the few at the expense of higher rates for residential and small business customers. We also know that in conjunction with electric deregulation, if not done properly, it will have an adverse impact on the gas side of the industry. Contact or write your legislators and express your and our concerns that if deregulation is not done to benefit all classes of customers, it will most likely have an adverse effect on the environment, public and worker safety. It very well could have a negative effect on jobs, not only for utility workers but for others as well and the tax base that supports our schools, fire and police support and all the jobs in our communities which depend on a healthy utility and purchasing power of the community for all jobs which support every aspect of our communities churches, schools, etc. Contact your legislators, talk to your friends and family so that there will be much public debate on the proper way to deregulate the electric and gas utilities.
Gas Jobs
Protective Clothing
The Company clearly violated the intent of the pilot program which was to review all clothing to determine what was appropriate to comply with the rules. The Company is now saying that everyone has to be in compliance and wear natural fiber clothing. We are not certain how they are going to enforce a rule or policy which in itself does not comply with the regulations and we have maintained our position that it is the Company's responsibility to provide protective clothing. This issue will obviously not be resolved until an arbitrator makes a ruling, therefore, if anyone purchases clothing, save your receipts. The Council has requested arbitration and that the Company expedite the scheduling of that case.
Drug and Alcohol Testing - An important reminder for some and very important information for new employees who use drugs or alcohol.
Review Appendix #48, page 209 of the Working Agreement to see how your employment could be jeopardized by positive drug or alcohol tests. If you have an illegal drug (including drugs not prescribed specifically for you) and/or alcohol use or dependence, contact the Employee Assistance Provider endorsed by your Local Union. Take care of your use or dependence, your job, and your family, before it takes care of you.
Health Care
Within the last six months the Council has become aware of an increase in the number of Members experiencing problems with health care payments. We found that this increase was due to "R&C" (Reasonable and Customary) cuts. After pressing the Company for an explanation, the Company found and reported to the Council that Aetna had changed the method used to calculate R&C. This was done without the Company's knowledge or consent. We have met with the Company in an effort to correct this situation. The Company has taken steps with Aetna to try to correct the problem and we are still waiting for more information to fully assess the affects on our Members. It appears that the problems began some time in March and corrective measures were instituted in mid-November. It is our position that the Company should hold Aetna responsible for any added cost to Members as a result of these changes which were not agree to by the Council. If any Members have had "R&C" cuts to their health care payments, they should contact Teresa Zaski at (517) 788-0708 for corrections and also notify their Local Union of any problems that are not corrected. |
#1 - January 31 1997
NEWS LETTER Volume XII, #1 January 31, 1997 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  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
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.
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
Changes in Health Care Providers
Happy New Year!
President Gary Ruffner, elected to a 3-year term Secretary-Treasurer Jim Davison has 1 year remaining on his current term.
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. |
#2 - April 25 1997
NEWS LETTER
Michigan State Utility Workers Council, AFL-CIO
Volume XII, #2 April 25, 1997
To All Union Members and Retirees:
As many of you have seen in the last edition of the Light publication, we are having a Deregulation Summit in Washington, DC and encourage as many Members and Retirees to join us for that important summit. The Michigan State Utility Workers Council, UWUA Local 223, and the National Union will be conducting training in preparation for the Deregulation Summit in Washington DC June 18-19, 1997. Our training sessions will be open to all Utility Workers and Retirees who want to learn how to lobby politicians effectively and will assist them in dealing with legislators Nationally and in Michigan even if they are not going to Washington, DC. Ask your Local Union President for details of where and when this training will be conducted. Deregulation of Utilities is probably the most important issue that will affect our jobs and our communities in this century. Read about what is at risk in your last edition of the Light and help us.
CMS Energy Proxy
Following is a letter asking for support for a shareholders proposal designed to strengthen corporate commitment and be viewed and chosen as a "Utility of Choice" by users and consumers. If you have already sent in your Proxy and wish to change your vote, you may do so by calling Investor Services at 517-788-1868.
Dear CMS Energy Shareholder:
At the upcoming CMS Energy ("Company") annual meeting of shareholders, you will be able to vote on an important shareholder proposal ("Proposal") (copy attached) that outlines a five point program designed to strengthen the Company's commitment to be viewed and chosen as the "Utility of Choice" by its users and consumers in a deregulated utility environment.
Utility Deregulation is causing deep concern among utility managers who are moving to downsize, cut costs, and drive wages down to compete in an unregulated environment. The result is exploitation of low wage workers and the destruction of good paying jobs in the communities served by these Utilities. These are the same jobs which they have trumpeted as one of their prime contributions to the overall health and prosperity of the communities they serve. The association by Utilities with low wage contractors, whose business practices have raised ethical questions also threatens the image of these Companies. I have become aware of these issues in my capacity as President of the Michigan State Utility Workers Council and through studies on the social costs of utility deregulation.
The Proposal urges the Board of Directors to expand its knowledge base and resources to focus on the Company's commitment to the environment, community jobs, and consumer/citizen goals. The "Utility of Choice" concept is an attempt to strengthen the role of the utility as a leader in the community and to protect shareholder value during this period of utility deregulation, when customers will have a "choice" as to which utility will serve and supply them with their energy needs.
Support of the Proposal will help convey the shareholder message to management that the Company can indeed protect and increase shareholder value while still supporting its customers, communities, and other important constituencies. As the regulatory environment in which our Company operates changes, it is important that the Company's management focus be long-term oriented. The Company must be a leader in developing a market plan that does not emphasize short-term returns at the expense of customers, workers or the environment.
I urge all shareholders to support the Proposal so as to send a positive and important message to the Company's Board of Directors.
Sincerely,
s/Gary M. Ruffner
SHAREHOLDER PROPOSAL
Whereas, continuing deregulation of the utility industry will force companies, including Consumers Power, to question the underlying corporate assumptions about mission service and cost, and
Whereas, users and consumers of Consumers Power service will be bombarded with a massive campaign by other providers, private and public, to accept competing power and services, and
Whereas, consumers and the public need to more fully understand the factors like quality, safety, reliability, being a provider of stable community jobs, corporate dedication to community goals, and overall company accountability that make a utility worthy to be regarded as a "Utility of Choice" by its users and consumers,
Therefore, be it resolved, that the shareholders urge the Board of Directors to strengthen the Company's internal commitment to continuing to be the "Utility of Choice" by its users and consumers through adoption of the following five point program:
1. That the Board of Directors expand the membership of the Environmental and Corporate Responsibility Committee to include more consumers and representatives of the Company's employee and Union groups, and direct the expanded committee to undertake the drafting of a clear statement of the Company's responsibility to quality, safety, reliability, being a provider of stable community jobs, corporate dedication to community goals, and overall Company accountability which taken together, make a utility worthy to be regarded as a "Utility of Choice" by its users and consumers;
2. That the Compensation Committee be directed to consider the inclusion of "Utility of Choice" indicators in the corporate performance factors used in the calculation of compensation for Company officials;
3. That the Company publicize the "Utility of Choice" guidelines to give consumers and users a basis for calculation when considering energy and service alternatives, and as the basis of questions to ask competitors who seek to have consumers and users change service;
4. That the Company use the "Utility of Choice" guidelines in its legislative education and lobbying efforts so as to have our public officials understand the importance of an expanded cost/benefit analysis in the era of utility deregulation;
5. That the Company make the "Utility of Choice" campaign a priority by setting a January 1, 1998 deadline for the completion of the Committee's work and the Company's implementation of their report and recommendations.
ATTENTION ALL LOCAL UNION MEMBERS
"JOB SITE REPORTING"
Is the Company bargaining directly with employees regarding Job Site Reporting and four, ten-hour days? Are these employees eligible for Job Site Reporting and four, ten-hour days, according to the Working Agreement? What effect does that have on contractual rights and entitlements?
When management allows employees to Job Site Report to work which is not project work, they are violating the Working Agreement. A job site is one project such as a subdivision or one small area of a circuit and not an entire system or service territory. If the Company allows employees to Job Site Report from occupational groups that are not entitled to Job Site Report, they are violating someone's contractual rights to overtime and are violating the Working Agreement by working ten-hour days for straight time. If the Company has an employee who does not qualify for Job Site Reporting, as recognized by Article X, Section 7(b) (Energy Distribution employees), work ten-hour days, it is the same as having them report to another headquarters. If the Company only pays them straight time, they are not being paid the appropriate rate of pay and should be paid overtime rates in accordance with Article XI, Section 14 and all applicable articles and sections of the Working Agreement, in addition, mileage, etc. to and from their headquarters, as well as an additional eight hours straight time pay for the fifth day of the week (40-hour work week straight time guarantee).
Management knows that assigning ten-hour days to those not eligible for Job Site Reporting is a blatant violation of the Working Agreement, but does not have enough honor and integrity to put a stop to it. We think the Company is trying to implement their "Neighborhood Concept", which is something they failed to get in negotiations with the Council. The Company is trying to convince employees that 4-10's is in their best interest without having them job-site report. In other areas, the Company wants employees to report to some other central location, get their work orders and equipment and do routine work on 4-10's. These types of situations are the Company's attempt to avoid paying overtime and pit one worker against another.
The Council Board has discussed this at length and it is the opinion of the Board that the only time the Company can have OM&C employees working on a 4-10 schedule is when they are doing project work on job-site reporting.
#3 - July 31 1997
NEWS LETTER Michigan State Utility Workers Council, AFL-CIO Volume XII, #3 July 31, 1997 Sign up for COPE When the Council moved from Jackson to Lansing, one of the purposes was to get more involved with the day-to-day legislation that affects our lives. In 1995 Secretary of State Candice Miller changed Public Act 117 disallowing the Council and other unions to have Political Action Funds. With the help of the State AFL-CIO, the changes were contested and overturned to allow the Council to begin a new Political Action Fund with the understanding that it must be voluntary and must be done each year. The money collected will assist us in getting support from certain state senators and representatives with legislation pertaining to deregulation, safety and home house calls, etc. Please contact your Local President to obtain a form and sign up for the weekly payroll deduction. While you are at it, you may also sign up for the National Political Action Fund to assist the National Union in our efforts on a national basis. Thank you for helping us, help you.
Members of the Council Board have met with representatives from the East and West TRC and have put together a committee at Big Rock to look at some of our options. Progress so far has been slow, as it probably should be, but it looks like we may have a proposal that is mutually beneficial before the end of August.
· Local 106-Battle Creek involving a Tree Trimmer In Charge sustained a severe cut to his leg while assisting another employee during a brushing operation. · Local 254-Macomb involving a Street Utility Worker received a severe back injury as a result of getting struck by a backhoe bucket while retiring a gas service line. · Local 144-Karn 1&2 involving a Mechanical Repair Worker A Special who fell approximately 12' from an elevated catwalk adjacent to the mud drum to the basement floor and sustained multiple injuries to his facial area and left arm. All employees are in the recovery process and still off the job and we wish them a speedy recovery. National UWUA calls for Michigan Deregulation Summit- Sept 30-October 1
Plans are being finalized for a state deregulation summit to be held on September 30-October 1, 1997 at the Holiday Inn, South in Lansing. Council President and State Deregulation Coordinator Gary Ruffner is currently working with the State AFL-CIO, George Manoogian - President Local 223-UWUA, our National Union and other interested parties to make this summit a huge success. Join your UWUA Brothers and Sisters, other union workers, families, concerned citizens and organizations from across the state. We're going to Lansing to tell the politicians that if deregulation of the utility industry is not done properly, it will undermine our jobs, our families, our communities, our whole way of life! It's a power outrage! To ensure room accommodations and the proper room rate at the Holiday Inn in Lansing call (517) 694-8123 or 1-800-Holiday - the cutoff date is August 30, 1997. As soon as the agenda is complete it will be provided to your Local Union President. |
#4 - September 22 1997
NEWS LETTER
Volume XII, #4 September 22, 1997
DEREGULATION SUMMIT - SEPTEMBER 30-OCTOBER 1, 1997
President Ruffner has been working diligently with many other labor leaders including National President Wightman and State AFL-CIO President Garrison to make this a successful summit. Many Senators, Representatives and/or aids have committed to be in attendance. In addition, many other labor organizations, concerned citizen groups and utility people are planning to attend.
It is vital to our jobs, communities, reliability of service and the safety of our families and the community that the deregulation of the electrical industry, "if it's done at all," is done properly.
Please plan to attend this important summit and the capitol rally. It will be an excellent opportunity for the voice of labor to be heard. See your Local President for details.
THE 1999 MARSHALL M. HICKS MEMORIAL SCHOLARSHIP PROGRAM
It is time once again for eligible students to apply for the Marshall M. Hicks Memorial Scholarship which is available to sons and daughters of OM&C employees and retirees. The necessary information is outlined below.
This scholarship program was established by the Michigan State Utility Workers Council, AFL-CIO (MSUWC) for sons and daughters of MSUWC members. The annual competition is conducted through the nationwide Merit Program by National Merit Scholarship Corporation (NMSC), an independent, not-for-profit organization. The Merit Program's purposes are to identify and honor exceptionally able high school students and to provide a system of services for corporations, foundations, and other organizations who wish to sponsor college undergraduate scholarships for outstanding students who interest them. All aspects of the selection of winners and the administration of their awards are handled by NMSC.
Who is Eligible?
Only high school students who are sons and daughters of MSUWC members can compete for these scholarships. Such students also must meet all requirements for participation in the Merit Program that are published in the PSAT/NMSQT Student Bulletin that is updated annually and distributed to students through their high schools.
To participate in the program, the student must take the qualifying test, the Preliminary SAT/National Merit Scholarship Qualifying Test (PSAT/NMSQT) during the proper high school year. In general, students who spend the usual four years in grades 9 through 12 must take the PSAT/NMSQT when they are in their third year (grade 11/junior year). Students who plan to leave high school a year (or more) early to enroll in college should refer to the PSAT/NMSQT Student Bulletin (or contact NMSC) about when to take the test. A participant also must be a U.S. citizen; or, if not now a citizen, a permanent U.S. resident (or have applied for permanent residency) and be in the process of becoming a U.S. citizen. The PSAT/NMSQT Student Bulletin explains these and other requirements for the competition, gives detailed information about the test (including sample questions and a complete practice test), and describes the scholarship programs NMSC administers.
How Do I Enter The 1999 Marshall M. Hicks Memorial Scholarship Award Program?
To enter the competition for The Marshall M. Hicks Memorial Scholarships to be awarded in the spring of 1999, children of members who will complete high school and enroll full time in college in 1999 must take the PSAT/NMSQT in the fall of 1997 on either October 14 or October 18, 1997.
A student who did not take the 1997 PSAT/NMSQT but who meets the other requirements for participation in the 1999 Merit Program, may still be able to enter the competition. The student must write directly to NMSC no later than January 1, 1998, to request information about possible alternate testing arrangements. If the student's letter is postmarked by this date, the request will be considered. Write to Department of Educational Services & Selection, National Merit Scholarship Corporation, 1560 Sherman Avenue, Suite 200, Evanston, llinois 60201-4897; telephone (847) 866-5100.
The student also must file an entry form directly with the MSUWC by March 1, 1998. The entry form for the 1999 competition may be obtained from James E. Davison and must be completed and mailed to: James E. Davison
How Are Winners Selected?
All Marshall M. Hicks Memorial Scholarship Award winners in 1999 will be chosen from a group of candidates who (1) score high on the 1997 PSAT/NMSQT and (2) will be notified by NMSC in the fall of 1998 that they may receive further consideration for a scholarship by meeting several academic and other requirements set by NMSC. These students and their high school principals will complete applications that include biographical and academic information that must be filed with NMSC. Scholarship winners will be chosen on a competitive basis and without regard to family financial circumstances. An NMSC committee of professionals trained in selection will choose the winners by evaluating each eligible student's academic record throughout high school, significant activities and contributions to the school and community, test scores, the school's recommendation of the candidate, and the student's self-description of interests and goals. In most cases, winners will be notified in March 1999. All winners are notified directly, prior to any public announcement that may be made about the recipients.
What Is the Amount of the Award?
Each MSUWC scholarship stipend is $1000 per year for up to four years of college undergraduate study or until baccalaureate degree requirements are completed, whichever occurs first. The winner's annual stipend will not be affected by other scholarship aid or by an approved change in college.
What Are My Obligations and Responsibilities If I Win?
The formal offer of a Marshall M. Hicks Memorial Scholarship that NMSC sends to each winner specifies terms for acceptance and continuation of the award. A winner must enter college in the fall term following selection and must enroll as a full-time undergraduate in a college or university in the United States that holds accredited status with a regional accrediting commission on higher education. (Scholarship stipends are not payable for attendance at service academies and certain institutions that are limited in their purposes or training.) Also, the winner must attend college during the day and enroll in a course of study leading to one of the traditional baccalaureate degrees, and must remain in good academic and disciplinary standing.
Who Handles Scholarship Procedures?
All phases of the competition, including the selection of winners and payment of scholarship stipends are handled for the MSUWC by National Merit Scholarship Corporation.
Who Can Answer Any Questions I May Have?
Questions may be addressed to:
Timothy E. McGuire
Vice President -- Sponsor Services
National Merit Scholarship Corporation
1560 Sherman Avenue, Suite 200
Evanston, Illinois 60201-4897
(847) 866-5119
FAX (847) 866-5115
UPDATE ON CLOTHING ARBITRATION - ARBITRATOR GRANTS COUNCIL'S GRIEVANCE!!
On September 10, 1997 a meeting was held in Jackson to determine how to proceed with the terms and conditions of Arbitrator Patton's favorable award. One of the stipulations is that the Union shall cooperate in conducting hazard analyses. President Ruffner has appointed Executive Vice President Reilly to attend the meetings and report to the Executive Board. November 1, 1997 is the committee's targeted deadline to conclude these analyses and make a recommendation.
IS YOUR ADDRESS CORRECT?
Please help us clean up our mailing list and save money. Let us know if you are receiving duplicate mailings or if there is an error in your address. We would be most grateful if you could write our office or let your Union representative know.
#5 - December 19 1997
YOUNION RIGHTS YOUNION RIGHTS. The name comes from YOU BECAUSE YOU ARE THE UNION. Younion Rights: The Wagner Act provided in Section 7 that private-sector employees "...shall have the right to self organization, to form, join or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in concerted activities, for the purpose of collective bargaining or other mutual aid or protection." U.S. SECRETARY OF LABOR ALEXIS HERMAN SAYS, "unions can be the most powerful force for positive change in poor and working class communities, helping people earn decent wages and gain self-respect."
NOW, information at your fingertips on the Internet. News & Views, Union History, Organizing, Links to many other interesting sites on the Internet, Safety and Health, Bulletins, Notices, Electric & Gas Deregulation, ALL YOURS with the click of a mouse. No access? If you or your local does not have Internet access, copies of any old publications and articles are available at your request. Simply send a request to the Council. Copies will be sent to the Local Union President who can copy them for you and retain a copy for the locals files and other requests.
WEB SITE ADDRESS: E-MAIL ADDRESS:
SUPERVISORS CANNOT DO Supervisors cannot attend any union meetings, park across the street from the union hall to see which employees enter the hall, or engage in any undercover activity which would indicate that the employees are being kept under surveillance to determine who is and who is not participating in the union program.
UNION MEMBERS NEED TO BE AWARE OF THEIR RIGHTS AND REAFFIRM WHY IT IS BENEFICIAL FOR THEM TO BE A PART OF OUR UNION.
Under Section 8 of the National Labor Relations Act, your employer cannot legally punish or discriminate against any worker because of union activity. For example, your employer cannot legally do the following: * Threaten to or actually fire, layoff, discipline, harass, transfer, or reassign employees because they support the union.
The Utility Workers Union of America have established a presence to help the non-exempt employees to organize when they make a commitment to do so. The Utility Workers have now laid the ground work to help the non-exempt workers form and build a Union. It is now up to the non-exempt employees to make it work by forming in-house committees and talking to their coworkers. The Utility Workers will continue to communicate rights to foster and help those who want to help themselves to have a meaningful voice in the work place. Once a significant interest surfaces by those who want to exercise their rights and collective bargaining strength, the Union will assist in the completion of the process.
OUR MEMBERS SHOULD TELL NON-EXEMPT EMPLOYEES WHO THEY KNOW THAT THEY SHOULD TAKE AN INTEREST THEIR FUTURE FOR GOOD JOBS FOR THEMSELVES, THEIR CHILDREN AND FOR OUR COMMUNITIES .
It is time for non-represented employees to stand up and insist upon their rights to choose who will represent their interests and not rely on those who aid and abet management to promote themselves and their selfish interests. It takes YOU, to take that step and become US. It is only then, that you will have a voice and the self respect to demand a work environment free from harassment and discrimination. Partnership and power to gain self-respect and a voice in your future at a time when it is most needed through deregulation.
CALL AND LEAVE A MESSAGE FOR FRANCISCO VELASQUEZ AND/OR BRENDAN BARROWS AT UWUA HEADQUARTERS AT (517) 484-8053
CLOTHING UPDATE: The Council met with the Company representatives of the Committee on December 8 and we are getting closer to a resolution and recommendation. Hopefully, this will be finalized the first part of January.
On November 11 an agreement was signed, completing the Gas T&S job reevaluation project. The union committee was chaired by State Council Vice President John Ostrander and consisted of members of the five Locals that have T&S employees. The five committee members were Mike Grimm (Local 105), Mike Kielbasa (Local 254), Carl Bell (Local 347), Dan Thomasson (Local 123) and John Moyer (Local 150). Our thanks to those serving on the Committee and to V. P. John Ostrander for a job well done. THE MSUWC EXECUTIVE BOARD
Utility Workers Concerns In light of the recent Commission orders and concerns of future Commission orders, The Utility Workers ask that the Michigan Public Service Commission Plan for restructuring of the electric utility industry: * Include reciprocity between the states to provide fair competition and balance load necessary to insure the safety and integrity of the transmission system * Include Michigan community protection from unfair job competition which will erode good paying jobs which contribute to, and support our communities with prevailing wage protections to insure quality work, skills and safety and reliability. * Require suppliers and distributors and/or aggregators to file inspection, maintenance, restoration and repair plans with outage reports and penalties for non-compliance to include penalties and loss of certification to insure safe and reliable delivery of energy. * Prevent out of state suppliers from subsidizing their energy supply in Michigan with assets which utilities within the state of Michigan are not allowed to subsidize their energy supply with. * Not allow discriminatory pricing between residential and industrial customers. * Not allow any requirement for divestiture of generating plants but allow for orderly functional separation of distribution, transmission and generation * Not allow suppliers to certify or be licensed to supply energy to Michigan if their generating plants do not meet or exceed the emission levels of Michigan power plants. * Establish a code of conduct for load aggregators and suppliers and establish penalties to include loss of certification for abuses. * Establish a standard format for energy service offerings to facilitate easy understandable comparisons by consumers so that they can exercise choice without having to understand complex marketing schemes and strategies. * Not allow unauthorized switching of energy suppliers, and provide third party verification before energy suppliers or aggregators can switch a customers energy supply and/or aggregator. * Retain jurisdiction over how high utility rates can go in Michigan. * Provide oversight and community involvement in any decisions of utilities or suppliers to merge acquire and/or shut down plants and require successor agreements to operate and maintain facilities and/or require utilities, assigns or successors to retain or offer employees jobs with comparable wages and benefits. * Provide for worker retention, severance, early retirement benefits and retraining, placement, and extended unemployment benefits for the complete retraining and placement period and provide such placement in jobs with comparable wages and benefits, including moving costs, etc. * Comply with the dissenting opinion of Commissioner Shea and make any fundamental changes in the electric utility industry reversible if a cost/benefit analysis determines that those changes are detrimental to the industry, the State of Michigan and its consumers. 1999 MARSHALL M. HICKS SCHOLARSHIP PROGRAM Please note that the Michigan State Utility Workers Council is now accepting applications from all eligible members and retirees for the 1999 Marshall M. Hicks Scholarship Program. This year's program is for students who will be graduating in the spring of 1999 and beginning courses at an accredited college that fall. This notice was previously sent out in the Newsletter dated September 22, 1997. Please remind your members that a student who did not take the 1997 PSAT/NMSQT but who meets the requirements for participation in the 1999 Merit Program, may still be able to enter the competition. The student must write directly to NMSC no later than January 1, 1998, to request information about possible alternate testing arrangements. If the student's letter is postmarked by this date, the request will be considered. Write to Department of Educational Services & Selection, National Merit Scholarship Corporation, 1560 Sherman Avenue, Suite 200, Evanston, Illinois 60201-4897; telephone (847) 866-5100. The student also must file an entry form directly with the Council by March 1, 1998. The entry form for the 1999 competition may be obtained from your respected Local President or from James E. Davison, Secretary-Treasurer, Michigan State Utility Workers Council, AFL-CIO, 110 W Lenawee Street, Lansing, MI 48933. Thank you for visiting our Web Site Address: E-Mail Address: |
#1 - April 3 1998
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!
