Jun 3, 2020 | Local S6 Leadership Alerts, Negotiations
YOUR SENIORITY IS UNDER ATTACK!!!
- Code 10 MOA- 8/28/2002
- Article 3 – Hardships; Company picks and chooses who gets one and who doesn’t
- Article 7- Loans; Company wants to select who goes on loan and who doesn’t regardless.
- Article 8- Apprentice two-year program; lower seniority by two years
- Article 10- Shift changes = move to off shifts/new hires
- Article 11- Pick who they want after crew
- Article 18- CTO Company can regulate
- Article 32- picking who goes up to 50 people
- Article 38- Transfer; Company can prevent you from going to a different trade regardless of seniority
- Article 44- Manning/Demanning; Company can move you between facilities as they wish
SENIORITY IS THE UNIONS SACRED COW. PLEASE PRESERVE IT!
Jun 2, 2020 | Local S6 Leadership Alerts, Negotiations
Brothers and Sisters,
The Company passed across Article 7; Classifications, in conjunction with the Classifications Task List.
The conception of this nightmare was drafted up by BIW’s Director of Trades Evan Gilman. The evident lack of true production knowledge presented itself as soon as we opened the packet. How this man still possesses employment at BIW after having access to arguably the most versatile contract in recent memory is staggering.
The Company is now wanting to increase the list of flexibility, stealing from almost every trade, all in an effort to reduce management responsibility.
Clearly, from the Unions perspective, there should be a job opening for the Director of Trades in the near future for lending a helping hand to Dirk and his band of engineers to cripple this shipyard.
Remember, Dirk Lesko is trying to follow in his father Newland Lesko’s footsteps who was involved in forcing the Union out of International Paper. Apparently, he’s trying to keep the family tradition alive. International Paper went on strike in 1987 and the rest is history.
We don’t want to be part of history; we want to be part of the future.
Company Proposed Article 7 Changes
- Long term loans are picked by management and will prefer senior qualified volunteers where business needs can accommodate (management decides)
- Loans longer than four weeks: non-volunteers may take a voluntary layoff in place of a loan (no unemployment)
- Notification can be sent to Local S6 up to one day late
- Loans may be between facilities
- No loans into a classification on involuntary layoff (voluntary no longer counts)
- The Company can loan into a classification with employees loaned out
- The Company can have long term loans out of a classification that is hiring
- Long term loans can begin on any day of the week
- Employees on loan are now eligible to be loaned
- Versatility is now for your entire trade not just for your job
- No limit on short term loans
All these updates that have been written and will continue to be written are by the committee and posted on our LS6 Facebook page. We appreciate all the members sharing and supporting us. More updates will come tomorrow….
In Solidarity, Local Lodge S6 Negotiating Committee
Jun 2, 2020 | Local S6 Leadership Alerts, Negotiations
Brothers and Sisters,
Please find below “Highlights” from the Negotiating Committee on proposals that have been presented to the Company.
- Addressing merit raises
- Addressing hiring issues
- Reestablishing recognition programs
- Recognizing three additional Union committees- Womens, Veterans, and Education
- Separating classifications back to how it was prior to 2015
- I02, P16, S14, M06, M08, M10, M12, M14, etc
- Eliminating all 22 versatility tasks
- Eliminating short term loans
- Double time on holidays
- Double time after 12 consecutive hours
- 10 Holidays
- Christmas shutdown regular workweek with the option of code 14s
- Vacation usage without restriction
- Proposed a significant general wage increase for all Local S6 employees.
- Proposed 3-year contract
- Proposed significant ratification bonus (in addition to general wage increases)
- Raises for M03s
- Pension increase of 10 cents per year
- Return to a two-step grievance procedure
- Additional, two hours of pay per week for delayed grievance payouts
- Increased personal business time
- All discipline goes away with a new contract
- Excluding Marijuana for under the influence in Article 50 (discipline)
- New severance package/article proposed
All these updates that have been written and will continue to be written are by the committee and posted on our LS6 Facebook page. We appreciate all the members sharing and supporting us. More updates will come tomorrow….
In Solidarity, Local Lodge S6 Negotiating Committee
Jun 1, 2020 | Local S6 Leadership Alerts, Negotiations
Brothers and Sisters,
Apparently, the Company hasn’t recovered from their concussion and decided to take a stab at Article 18, Compensated Time Off.
The trauma inflicted was FAR MORE SEVERE than first assessed.
Below is what they want:
C70, S18, Y02, and H18 all will fall under these provisions applicable to Compensated Time Off.
1) Use any of your CTO up to 80 HRS at your discretion.
2) Any CTO used in excess of 80 HRS must be scheduled and approved in advance through an annual schedule in January.
3) All CTO requests will be on a seniority basis.
4) CTO in excess of 80 HRS that was not requested and/or granted in the annual scheduling process may be taken at the Company’s discretion.
So, remember, if you’re a new mechanic in theses Departments with 80 HRS of CTO or less you have full discretion to leave when you want.
Article 44, Manning/Demanning
The Company wants to assign between any facility. Consideration will still be given to volunteers. Employees with a seniority date prior to January 1st, 2016 will be grandfathered at the facility you are currently assigned. So even if your name is on the volunteer list to go to another facility the Company doesn’t have to go to the volunteer list. They want the ability to temporarily assign anyone they want wherever they want.
In Solidarity, Local Lodge S6 Negotiating Committee
Jun 1, 2020 | Local S6 Leadership Alerts, Negotiations
Brothers and Sisters,
Apparently, common sense will remain absent during this process from the Company. It grows increasingly clear why most of all managers who have recently retired didn’t do so to enjoy their golden years, many of them are continuing to work in other shipyards. They saw the direction BIW was heading when Fred Harris came in. When he left there was a glimmer of optimism that faded and burnt out quickly. The lack of actual production knowledge is severe, starting from Dirk Lesko, working its way down. All the management that Dirk has a great deal of confidence in are the very people that have never built a ship. Change is clear and it needs to start with Lesko. He made several promises and wrote checks to GD with no funds in the account.
THIS IS OUR SHIPYARD AND IT PISSES US OFF THAT THEY ARE TRYING TAKE AWAY OUR FUTURE!!!
Article 7 Classifications “Conceptual Proposal”
Here are a few mentionable “LOW LIGHTS” of what transpired this morning from the Company:
- The Company wants the ability to choose any mechanic for a long-term loan.
- They will consider seniority where business needs can accommodate.
- The Company will provide the option to take a voluntary layoff in lieu of being placed on a long-duration loan.
- No loans across shifts.
- The Company may use loans out of classifications that are hiring, or that have loans into the classification.
So basically, the Company will select you and have the ability to put you on loan for the length of the contract and if you don’t like it you can choose to take a voluntary layoff, BUT THE KICKER IS, you won’t be able to collect unemployment. They desperately need skilled mechanics but will allow you to take a voluntary layoff, that’s the mentality we are dealing with.
Article 11 Overtime
The Company gave us a “formal proposal” replacing the “conceptual proposal” we received Friday which reflects exactly the same information we already provided the membership Friday.
In Solidarity, Local Lodge S6 Negotiating Committee
