News, Developments and Information

BENEFITS UPDATE

Brother’s and Sister’s,

Yesterday afternoon we received an update regarding the number of questions and concerns relating to response times and members’ benefits. The company has hired 2 new members to the Benefits Department. Melissa Albert and Melanie Lamoureux. It is our understanding though that these individuals will be based out of Calgary assisting Karen Graham Banman who is here in Regina.

If it is unclear whether a backlog issue has been resolved, the Benefits Team will reach out to our employees with an inquiry along the lines of: ‘We’re working through the Benefits backlog and want to make sure we are addressing any open issues. We want to confirm your question has been answered, please let us know if that is not the case’.
We also ask that our employees continue to use the department contacts rather than reaching out to individual team members within the departments. This will help to en-sure the best possible coverage and response times.

Payroll Department Email Address for Canada
Payroll.Canada@evrazna.com
Payroll Department Toll-Free Phone Number
1-888-305-1767
Benefits Department Email Address
benefits.pension@evrazna.com
Benefits Department Toll-Free Phone Number
1-844-924-7636

Their initial priority is to focus on resolving medical and dental coverage issues. All necessary updates have been made in Workday for medical and dental coverage through at least October 9 and will continue to be updated.

If you are emailing one of the company contacts please include one of your top 5 executive members to that email,

Mike Day- m.day@usw5890.com

Ryan McKenzie- r.mckenzie@usw5890.com

Steve Olson- s.olson@usw5890.com

Dana Faul- d.faul@usw5890.com

Tory Sand- t.sand@usw5890.com


Sask. Party must come clean on plans for working people

With only a week until the provincial election, the Sask. Party needs to be clear about their plans for working people in the province, and whether or not they are planning on bringing forward anti-worker labour legislation and privatizing public services that Saskatchewan people rely on, should they be re-elected.


“We’ve seen past Sask. Party governments pass labour legislation that attempted to take away a workers right to strike, and make it more difficult for workers to unionize,” said Saskatchewan Federation of Labour (SFL) President Lori Johb. “We’ve also seen past Sask. Party governments sell-off crown corporations and make deep cuts to health care and education. “With the provincial election just days away, the Sask. Party needs to come clean on their plans for working people in the province.”


Johb pointed to Alberta, where the UCP government has passed draconian labour legislation that weakens worker rights, takes away overtime pay for workers, and limits a unions ability to advocate on behalf of its members. At their convention last weekend, the UCP passed a resolution to support American-style “right to work” legislation that lowers wages and limits worker rights. The UCP also recently announced plans to fire 11,000 public healthcare workers.

“The Sask. Party needs to be upfront with Saskatchewan people about whether or not they would support introducing similar anti-worker legislation and if they would support making cuts that put jobs and healthcare at risk during a pandemic like their Conservative counterparts in Alberta,” Johb said. “Working people in Saskatchewan deserve to know what the Sask. Party’s plans are before they cast their ballot.”

Brother Brent Evans

Brothers and Sisters,

It is with great sadness that I inform you that on Wednesday Oct 7,2020 we lost one of our brothers, Brent Evans. Brent has been a member of 5890 since 1990 and gone to soon at the age of 63. Today there is a private service to remember Brent. Please keep Brent, his wife Bridget and the rest of the Evans Family in your prayers.

https://leaderpost.remembering.ca/obituary/brent-evans-1080425819

B15 Letter of Understanding

Brothers and Sisters,

After many discussions with the company regarding the B15 [hollywood ] Shift, the Union and Company have come to a resolution.

The Union and company recognize the B15 as a preferable shift. 

The schedule rotates completely in a three week cycle and as such it is agreed that for the B15 and only the B15 schedule, Article 8.09/2/(iii) shall be substituted with the following

In determining the number of hours worked in any 21 day period (B15 only), all regularly scheduled straight time hours plus regularly scheduled hours worked on a Stat holiday will be included. The first eight hours over 120 in the 21-day period will be paid at 1.5 times the employee’s base hourly rate and all additional hours over 128 in the 21-day period will be paid at two times the employee’s base hourly rate.

Either party may withdraw from this agreement by giving 21 days written notice.

Steel 2 Crew Thursday day shift

Brother’s and Sister’s from the Steel Division,

There appears to be some confusion on the companies schedules regarding the Thursday day shift. The Company and Union agreed that the Thursday day shift would be scheduled as a 12 hour shift but the last 4 hours would be the dead shift that the company didn’t intend to work but if they did the company agreed to post as the C.B.A states under article 8.09,

Any employee willing to work on their designated dead shift
will place their name on a list provided for such purpose on
a month to month basis. The month notice never happened. The local would like to remind it’s members of Article 9.01 which states,

The Company shall give notice of overtime as far in advance
as is practical. All overtime work shall be voluntary.

Governments Could Stop Layoffs at Evraz Steel

REGINA, Saskatchewan & VANCOUVER, British Columbia & TORONTO–(BUSINESS WIRE)– National and Western Canada leaders of the United Steelworkers union (USW) say news of pending layoffs at Evraz Steel in Regina is the result of the federal government’s failure to commit to use Canadian products in Canadian infrastructure projects.

“It should not happen that one Canadian company can decide not to use Canadian steel products in its infrastructure projects,” said USW National Director Ken Neumann. “Our government has failed to protect Canadian jobs and does not even have a Canadian-made procurement strategy for public infrastructure projects, let alone private projects that impact our economic future.”

Steelworkers’ jobs at the Regina pipe mill are in jeopardy after it was learned that an order to make 48-inch pipe for energy infrastructure company TC Energy in Northern Alberta has been given to an offshore company.

July C.O.L.A Adjustment

The CPI figure for July was released on August 19, 2020. Per the Collective Agreement, the following calculation will apply:


July 2020 141.4
April 2020 138.7
Difference 2.7
Divide difference by .063 = $0.42


Effective with the first pay period after the release, COLA will be $1.33 per straight-time hour worked, as it was previously $.91

Evraz Business Outlook

Brothers and Sisters,

Earlier this week members of your Executive met with Company Executives to discuss the Evraz Business Outlook for 2021. As mentioned in previous posts, the future doesn’t look promising. Here is a breakdown of how things look for the next few months and into 2021.

STEEL DIVISION– Plan is to stay around the same crewing level as current and up to 3 crews in the Melt Shop around October

TUBULAR DIVISION

24″ mill has a small order that will take that mill into roughly the 3rd week in Sept. After that the order book is empty.

2″ mill will go back up to 1 crew around the time the 24″ runs out and that crewing level is expected to stay the same until June 2021.

Spiral Mill has the TMX order that is expected to weld out late November to early December.

We were very optimistic that another NGTL order was going to take us into the first few months of 2021. Unfortunately Evraz was not awarded that order and currently has no work on the books for 2021. At this time we are unsure which company was awarded that job but regardless if it was a U.S company or Over-Seas company it’s very concerning that a Canadian Infrastructure project will not be using Canadian Material made by Canadian Workers.

What does this mean for our Tubular Members? Well, we have been told that the company intends on keeping roughly 15 members for the 2″ mill. The company’s words were “deep cuts” and we could see that to be over 500 members laid off in December.

This is a very tough and trying time and the company is actively looking for more work but the fact is there is limited projects in Canada and the projects into the U.S, we can’t compete with thanks to the U.S President. We must remain focused on our work and the safety of one and other.

In Solidarity

Q2 profit sharing

Brothers and Sisters,

2nd Quarter Results


Our financial performance for the second quarter of 2020 resulted in profit sharing payment for employees under the Quarterly Bonus Plan. The payout will be $1.21 per eligible hour bonus payment for qualifying employees deposited into your bank account by August 21, 2020.

Our Q2 results benefited from favorable foreign exchange rates related to company financial transactions during the quarter

Safety Boot Reimbursement

Please see below regarding reimbursement of safety boots.

As per Article 14.03, the Company will subsidize the cost of safety boots to a maximum of 75%.
Previously, at the time of purchase, employees were required to pay 25% of the cost of boots when purchasing from Work Authority and Mark’s Work Warehouse with these companies direct billing EVRAZ Regina for the remaining 75%.
Effective immediately, EVRAZ Regina no longer has an account with Mark’s Work Warehouse.
• Employees purchasing boots from Work Authority will continue to pay 25% of the cost of boots at the time of sale, with Work Authority direct billing the Company for the remaining 75%.
• Employees purchasing boots from any other supplier will be required to pay 100% of the cost of boots at the time of sale and submit their receipt to HRCanada.Support@evrazna.com for a 75% reimbursement.

Railway Medical Report

For Steel Yard members,

We received communication from the company regarding the Government of Sask guidelines that require any employee working in  the railway safety position  to meet certain minimum standards of medical fitness (mental and physical). In this context, the Company will sponsor medical examination using company doctor, Dr. Radford, on the company time and the company expense. There will be approximately 40 Steel employees  who will be required to go through this railway medical examinations between now and September 20, 2020. Those employees who want to go through their family physician have this option available to them at their own expense and time.

The Union has requested a meeting to discuss this and the company should not have started moving forward with this without discussion with the Union. We have asked them to cease until we can have a meeting which we hope is within the next week. Our position is simple, you have every right to go to your own physician and the company should be paying for the medical needed. Not in essence forcing you to go see the company contracted physician.

These Government regulations appear to have been in place for some time now so to the company, what was/is the hurry now? Why not do what is right and discuss with the Union prior as we are the sole agent for our members?

It is your right to see your physician at anytime!!

In Solidarity.

GROUP GRIEVANCE FOR JUNE 25 2020

Steel Division:
Anyone who had their shift canceled on June 25 and was asked to report anyway please contact the Union to be added to a group grievance regarding your pay.

As well anyone who had their shift canceled on June 25 but wasn’t paid for the day please contact the Union to be added to a group grievance.

Grievance Meeting Report

Yesterday your grievance committee met with representatives from the company at the 3rd step grievance meeting and responses from the company went as expected. They weren’t moving on anything. Not only were they not prepared to move on anything there was a number of grievances that upper management hadn’t even looked at until that meeting. They also refused to discuss any grievances on early shift relief, cell phones and the call in procedure. The Union has a grievance in on the call in procedure and has been moved to arbitration.

When discussing the shift relief in general, Brad Forster seems to be under some impression that he can remove the Letter of Agreement in the collective agreement. Well Mr. Forster, that is not how agreed to articles such as this are dealt with. If you want it gone, it goes through bargaining. The company also has some new interpretations of language in the collective agreement such as rate retention. For Mr. Forster to tell your President he hopes that bargaining goes smooth, they sure are doing everything in their power for the opposite.

After the grievance meeting was completed Mr. Forster gave a business update. As we all should be aware, things at this time don’t look promising. With that said, for weeks now managers in the steel division have been spreading the rumor that their will be lay-offs even down to 1 crew. A member of the shift committee confronted Mr. Forster on these rumors being spread and he said they were untrue. Well yesterday they were informed there will be upcoming lay-offs in the Steel Division starting in the middle of August down to 2 crews. The company is looking at a new shift to run on 2 crews that would incorporate running a dead shift. This would be a shift with built in overtime on it which seems odd as that was his reasoning for not running the B15 schedule. Puts into question the real reason why he wouldn’t run the B15?

Pat Eisler

Brother’s and Sister’s,

It is with great sadness that I inform you of the passing of our Brother Pat Eisler. Pat was a member of USW 5890 since December 5th, 1989. He had just recently retired 2 weeks ago and was 59 years old.

Pat will be missed by all and our condolences go out to his family.

Rest easy brother.

Upcoming Steel Layoffs

With the upcoming layoffs to take affect at the END OF SHIFT ON JUNE 25TH, if anyone in the Steel Division has been told they are to not report to any shifts prior to their last normally scheduled shift, please contact a shop steward or executive member. We have heard some areas are being told the 25th will be used as part of article 12.13[ 3 day clause]. Under the Sask Employment Act during the notice period, the employee’s pay rate and normal hours of work cannot be cut.

In Solidarity.

Canada Life – Health and Dental Coverage Update

This is the latest information provided to the Union from the Company regarding the issues people are having with their health benefit coverage

As you are aware, an issue was recently brought to our attention that a number of our Active employees were experiencing an unexpected system error with Canada Life (formerly Great-West Life), resulting in their Health and Dental coverage to show as “Terminated” effective June 12, 2020.   As we worked through the cause of the error, it appears it was connected to a number of data transfer files sent shortly after the March 2020 cyber-attack, and unfortunately the impact of the error only came to light this past week. We apologize for any inconveniences this may have caused any of our employees and their families.

We can confirm the following:

  1. Canada Life has corrected employee benefit coverage records in their system to reinstating coverage for all employees affected by the error, while ensuring no break in benefit coverage.
  2. For employees who experienced troubles over the past few days at their Pharmacy, Dental office or other practitioners, and may have had an expense declined in error:
    1. For the employees who  paid for the expense, the receipts can now be re-submitted (via a paper claim submission or by using Canada Life on-line Group-Net App) for adjudication and reimbursement consideration.
    1. For employees whose practitioners held the receipt, they can now resubmit via any direct claims interfaces the practitioners may use in their offices, for adjudication and reimbursement consideration.

We understand the frustration caused by this issue and apologize for any inconvenience experienced by our employees.  The patience and understanding you and our employees have displayed while we worked with the insurer to resolve this issue is truly appreciated. 

We have included the same people who were notified in the original email sent last week, however please feel free to share the information in this email.  For employees who reached out to us, we have replied to them.  If you feel additional communication is appropriate,  we would appreciate suggestions as to methods of communication.

Should there be any outstanding questions or concerns regarding benefit coverage, please contact us at Benefits.pension@evrazna.com

Thank you,

Benefits Department, Canadian Operations

Call in Procedure

Brother’s and Sister’s

In recent weeks the company has been disciplining members for not following the call in procedure, specifically not calling in 2 hours before their shift starts. The Union has a grievance in on the policy being reasonable and are waiting for the date from the arbitrator. There used to be an understanding with this company that calling in 2 hours before your day shift was unreasonable. The new direction it appears, is that the company figures they should have 16 hours of your day and that is reasonable to them. They also figure if you can’t call in 2 hours before that you should still show up for your shift sick. This thought process makes us question how seriously the company takes everyone’s safety especially in the midst of a Pandemic.

The 2 hours notice was to give the company notice to find coverage for absenteeism. We guess now they expect our members to show up sick, infect others and then go home with zero notice? This is the route the HR department is going. Leaving front line managers with no coverage to run a shift, and for what? Do they believe this is building any sort of morale or is this simply HR trying to exert authority over our members? Actions like this make us wonder where the HUMAN factor is in Human Resources??