Author: Admin

Where is My CBA book?????

November 22

A grievance has been filed with the Company to get the CBA printed.

November 10

The 2 outstanding articles from the last contract have been agreed to by both the company and the union. Lump sum payments have been awarded to members who were  on W.C.B and summer students at that time. The second article was the language around the dates for the Health Spending Account.
The proof reading of the Collective agreement is now completed by the Union and we fully expect new C.B.A’s to be printed for each member as was stated to the company at the proposal exchange meeting in May.

February 15

The Union has been fielding a lot of questions around the current state of the last CBA.  We the Local Union Executive want to keep you, the members, as informed as possible.  We have proof read the CBA 3 times, pointing out errors and corrections that needed changing.  Evraz has agreed to correct all the errors that we pointed out.  Except one, “Lump Sum Payment”, Article 15.01.  Below you will find 2 different interpretations of Article 15.01, as it has appeared before the Union;

1st– Evraz’s interpretation as shown to the Union, in the CBA proof reading document.
2nd– The original document that Evraz and the Union signed off on.

This is how Evraz has presented the “Lump Sum Payment” in the proof reading of the CBA.

Article 15.01

  • Effective upon ratification a $3,000 lump sum payment in lieu of a base wage increase will be paid to all employees active on the seniority list
  • Effective upon ratification a $2,000 lump sum payment in lieu of a base wage increase will be paid to all employees active on the seniority list
  • Effective Aug 1, 2015 a $1,500 lump sum payment in lieu of a base wage increase will be paid to all employees active on the seniority list.

The Union disagrees with what the company has inserted into the CBA.
What was presented to the Union during Monetary Bargaining?
Below you will find exactly how it appeared on the original document that the Bargaining Committee signed off on Dec/2014.

II) Compensation:
A) Lump Sum Payments in Lieu of Base Wage Increase:

  • Ratification          $3,000 Lump Sum Payment (4.70% of base) paid in firstpay period                                January 2015 following ratification
                                  $2,000 Lump Sum Payment paid following ratification in the                                          pay period in January 2015 following ratification.
  • August 1, 2015 $1,500 Lump Sum Payment (2.31% of base)

As you can see, there is a difference between what was signed off on and what Evraz is trying to insert into the CBA.

The Union takes 2 positions;

  • Members on Long Term Disability and Summer Students were entitled to the Lump Sum Payments
  • Evraz is going back on what the Union and Evraz signed off on in “Good Faith Bargaining”

 At no time during bargaining “Lump Sum Payments” did Evraz ever bring up any sort of restrictions/requirements to receive this money.  The Union is currently waiting on the Legal Department of the USW to review the evidence collected by the Local Union.  Upon the review of all the evidence an arbitration date will be set.  We are disappointed in the position that Evraz has taken but we will continue to challenge Evraz on the agreements that were made during Bargaining 2014.

Vacation Request Reminder

March 15th is fast approaching. This is the date that you have to submit your vacation plans for approval for May 1 2016 to April 30 2017 based on your seniority under the CBA.
After March 15 vacation requests are approved on a first come first serve basis.

SFL APPEAL FOR STRIKE FUNDS (SEVEN OAKS)

Dear Brothers and Sisters: It is fast approaching one month on the picket line at Seven Oaks Best Western Hotel in Regina for members of UFCW 1400 with an employer who has dug his heels in on concessions for a collective agreement. Managers have intimidated workers, many of whom are vulnerable, with threats of termination, blackballing and misinformation about the strike. This employer will go to any length to convince these workers to scab their fellow employees, including raising their wages. UFCW 1400 has filed and continues to file unfair labour practices with the SLRB.

In addition, the employer has recently hired the services of a national labour relations solutions company with expertise in surveillance and security for employers involved in a strike. They operate high tech cameras and microphones monitoring our picket lines, and private investigators to record our activity. A Calgary law firm who advertises expertise in employer labour relations has been secured by the employer as legal counsel.

This employer has thousands of dollars for professional services to break the solidarity but no legitimate offer to provide these workers with wages and benefits that will keep them close to a living wage.

The line has been strong and with the assistance of affiliates from across Saskatchewan the message from the labour movement is being heard. This strike is not just a UFCW 1400 cause, but the cause of all workers in Saskatchewan. The mistreatment and abuse of workers in this hotel must end. We are prepared to go the distance.

Picketers are finding that some residents in Saskatchewan and neighboring provinces are unaware of the strike. Once again, we request that affiliates inform their membership and the Seven Oaks Hotel that their union is supporting the striking workers.

Union members can visit our website for a link to a support letter at UFCW1400.ca, or check our facebook page and add some likes. …2 Page 2 In addition to the picketing at the hotel, UFCW1400 has begun secondary information lines at other Ricky’s and Best Western Hotels locations in Saskatchewan. Affiliates who can offer assistance with the information lines anywhere in Saskatchewan, please call UFCW’s Saskatoon Office (Craig Thebaud) at 306 384 5787 or Norm Neault at 306 222 1931.

With much appreciation to all the affiliates for their donations and support to date, your help walking the line is much needed…this show of solidarity is the best morale booster. Coffee and donuts are good too; union shop gift cards are even better.

Please make cheques payable to: UFCW 1400 Strike Fund

Mail cheques to:  SFL Office

#220 – 2445 13th Avenue

Regina SK S4P 0W1

Education and Conference

The USW summer school dates are out. June 5th to 10th, 2016 in Kimberly BC. Membership has approved up to 10 to attend. If you are interested in going please contact Mike Day at 306-569-9663 or m.day@usw5890.com.

The Regina &District Labour Council is hosting it’s 4th annual Equity and Human Rights Conference in Regina on February 19th & 20th. Membership has approved up to 6 people to attend. If you would like to go please contact Mike Day at 306-569-9663 or m.day@usw5890.com. There will be a panel discussion with Carol Landry who if you are unaware is the USW International Vice President.

In solidarity

 

Alleged Hot Metal Process Agreement

It has come to the attention of the Union that false facts are being provided to members of 5890. They are being told that there is an agreement between the Union and the Company that if there is hot metal still in process when members shifts end without relief (ex. Layoff) that they are required to work overtime to process left over hot metal.

There is not an agreement of any kind regarding Hot Metal Process. Under Article 9.01 all overtime is voluntary. You do not have to stay after your scheduled shift to finish melting or casting steel. You are not required to tell anyone you do not have relief. You may clock out at 6:00 AM or 6:00 PM when your shift ends without notifying anyone that you are leaving.

If your supervisor tries to convince you to stay past your shift on overtime because of this alleged agreement he is either misinformed or outright lying.

Pre Bargaining Meetings

“The official start of Bargaining 2016”

 What is this for?

Your Bargaining Committee is requesting your participation and attendance.  We want you to show up and tell us what you want to see in our 2016 Contract Negotiations.

We understand that 44% of you rejected our last contract.  This is your chance to voice your opinion on the changes/improvements that you want to see in 2016.

 75% of all respondents from our Post Bargaining Survey stated that they would participate in “Special Meetings” regarding bargaining issues.   

Please understand that the idea’s and statements that you, the membership, make at these meetings will turn into written proposals that will be presented at the bargaining table, later this year, with Evraz.

 If you don’t show up and voice your opinion, the Bargaining Committee will not be able to turn your opinion into a proposal.

 Your Bargaining Committee is committed in doing the best possible job that they can do, for you and the all the members of USW 5890.  But we can’t do it without your participation.  We understand that everyone has a busy schedule.  So this is why we have set up these meetings over 2 days, hopefully giving everyone a chance to attend.

 This is your chance to affect the next “Collective Bargaining Agreement”

 Meeting Dates;           

January 25th, 7:30pm                          — Eagles Club — 1600 Halifax St.

January 26th, 7:30am & 7:30pm       — Eagles Club — 1600 Halifax St.

Harassment

Brothers and Sisters,

Your executive would like to remind everyone that all employees have the right to work in an environment free from discrimination and harassment. If you have any questions about the process please look at article 1.01 and Appendix “G” of the collective agreement.

Harassment can be defined as any action {verbal,psychological or physical} on a single or repeated basis which humiliates, insults or degrades and is known or thought reasonably to be known to be known to be unwelcome by the victim of the harassment.

Harassment can include but is not limited to; unwanted comments, slurs, racist or sexist jokes, pictures or posters, bullying or intimidation, graffiti,physical contact of any kind, remarks about a person’s appearance or personal life, unwelcome sexual advances or demands, suggestive looks or  gestures.

We can’t make people like each other. But we can, through concrete action, promote mutual respect for one another. Let’s all work together to show one another respect.

 

In Solidarity.

Job Evaluation – Cranes

Members of the Job Evaluation Committee have agreed to the following changes for Tubular and Steel Cranes.

CURRENT JOB CLASS                                           PROPOSED JOB CLASS

Spiral Mill Crane                         11                                                                              16

Steel Tap Crane                           18                                                                             20

Steel Charge crane                      12                                                                             15

Steel Scrap Crane                        9                                                                                13

Steel Slab Crane                           12                                                                              17

 

We have been advised by payroll that they expect the reflected changes to include retro completed for the Dec 18th pay.

 

In Solidarity

Darrel Deck

We are deeply saddened to inform you that brother Darrell Deck unexpectedly passed away on Friday. Darrell was not only a great union brother who represented the members of USW Local 6673 and 5890 through chain bargaining for many years. He was also a great friend to many of us who had the privilege of knowing him. Darrell was first and foremost a loving husband to his beautiful wife and the proud father of his wonderful children in which he loved very much.

Darrell’s passing has left a huge hole in our hearts, but also Darrell has left us with many wonderful memories and stories that will continue to put a smile on our faces for a lifetime to come.

Our deepest condolences go out to the Deck family

Rest in peace my friend.

Solidarity Forever

Union Education

On January 15th there is a Labour Law conference to be held at the Queensbury Centre here in Regina. The membership has approved up to 15 people to attend. This is the put on by the GRJ {Gerrand,Rath & Johnson}Law firm. Shop stewards wishing to attend please contact the office or email m.day@usw5890.com.

We also have an OH&S level 1 course scheduled for January 27th &28th in Regina. Anyone interested in attaining their level 1 also please contact the office or email m.day @usw.5890.com

 

In Solidarity

Chain/ corporate contracting out meeting

Members from your local Bargaining Committee were in Calgary on Nov 9th &10th to meet with the Calgary Bargaining team{usw 6673} and Evraz management.  The 9th  was our first chain meeting between the 2 locals. It was good to get the 2 locals together and put together a rough timeline of all the work that we will need to complete to be fully prepared for bargaining. We talked about what was effective and what needed improvement through the bargaining process and have identified some things we hope to change.

The second day had us in meetings with Evraz management to discuss Long Term Capitol Investment/Corporate Contracting Out. Management talked about the ongoing expansion in both Regina Steel and Tubular divisions. It was good to hear them say they look at the investment in the Steel division as a 25 year investment. On the downside to that though they are predicting a lower output but hope to be running full by Jan 2017. For the Tubular division, orders look good for large diameter. The 2 inch mill will still be at a high level of uncertainty. The company is still fighting the reduction on Imports and the ability for us to make the steel is advantageous for us.

Discussion then moved on to the Contracting out and the issues around that. Though some issues between Calgary and Regina were similar the biggest common concern was the Apprenticeship Program and the fact that no new employee’s have been joining the program.We also laid out issues we have with the new Mill 5 expansion,Finishing 2 project, Dj expansion and maintenance contracting out. All of the talks seemed to fall on receptive ears from the company and hopefully they will give us responses to the issues in a timely matter.

 

In Solidarity

Informal Retiree Gathering

A few members  have arranged a gathering for for retirees and former employees. It is open to all retirees and former employees as well as anyone who wishes to visit some former co-workers.

This will be an informal gathering starting at 6 PM on Friday November 13 upstairs at the Turkey Center.

 

The Leader Post from USW Canadian National Director Ken Neumann

Dear Leader-Post Editor,

The photo printed with the headline “Tory Candidates Laud Pipeline Industry” (Oct. 9) was carefully staged to show pipe produced at Evraz stored outside the fence of Tesco Mechanical, the company hosting this Conservative campaign stunt.

The story did not mention that Tesco itself uses pipe imported from China, which does not support employment at Evraz in Regina.

It did correctly report, “The candidates did not make any new announcements in regards to new projects or investments.” Certainly, the Conservative government has not done anything to prevent Chinese steel producers from exploiting unfair competitive advantages by undercutting internationally-recognized labour and environmental standards.

The new trans-Pacific trade deal negotiated by Conservatives in secret during the election campaign will facilitate importing pipe from Japan and Korea, as opposed to manufacturing pipe in Canada.

NDP leader Tom Mulcair has consistently supported a west-east pipeline, subject to a proper environmental review process. Unlike proposals running west or south from the Alberta oil sands, a pipeline going east would have the capacity to transport Saskatchewan oil and keep refining jobs in our country.

The Conservatives offer nothing but photo ops and empty rhetoric about pipe manufacturing jobs. By contrast, the NDP’s fair trade policies would limit the dumping of steel from offshore into the Canadian market, encouraging the use of pipe produced in Regina.

The NDP has better policies to support good Canadian jobs and is the only party that can replace Conservatives in Regina.

Ken Neumann,

United Steelworkers Canadian National Director and former IPSCO employee

New Democrats Pledge to ‘Stop the Killing’

TORONTO, Oct. 15, 2015  – NDP Leader Tom Mulcair is the only federal party leader to come forward to support a national campaign to enforce Criminal Code provisions that hold corporations, their directors and executives accountable for workplace deaths and injuries, says Ken Neumann, United Steelworkers (USW) National Director.

“Our Canadian directors signed a letter to all the party leaders and their campaigns to ask for their commitment and leadership on addressing the shameful enforcement record of a law that was unanimously passed by Parliament in 2003,” said Neumann, referring to Criminal Code amendments known as the Westray Bill.

“The law is not being properly enforced across Canada, despite the workplace deaths of more than 1,000 workers every year,” Neumann said. “That’s 1,000 families every year for whom justice has not been served.”

Only Mulcair responded to the plea by Neumann, USW Ontario/Atlantic Director Marty Warren, Quebec Director Daniel Roy and Western Canada Director Stephen Hunt.

“The government’s failure to enforce the provisions of the Westray Bill has been an absolute disgrace,” said Mulcair. “A New Democratic Party government will enforce the full provisions of the Westray amendments to protect workers and hold corporations to account.”

The campaign, called Stop the Killing, Enforce the Law, has been endorsed by dozens of Canadian municipalities, police associations, First Nations, and has been addressed in annual meetings of federal-provincial-territorial justice ministers.

“What has been lacking is federal leadership in ensuring that provincial and federal enforcement agencies investigate workplace deaths as potential crime scenes,” said Neumann. “Only the NDP has given that assurance.”

Where are your CBA books, you ask?

Members of the Union Bargaining Committee met with Local HR  on Sept. 30th  to resolve outstanding issues in the wording of the CBA.  This was the 2nd such meeting  where your Union has pointed out the mistakes in the CBA wording  which was been different  than what was signed off on in bargaining.

Evraz has agreed to change the wording, in the majority of the mistakes that were pointed out to them but there are still articles remaining where no agreement has been reached.

It has gotten to the point where the Bargaining Committee  has filed a grievance, went through the grievance procedure, only to have the Evraz Lead Negotiator push for an arbitration ruling.

This is where your CBA books are; waiting for an arbitration date and a subsequent ruling.

The Union will continue to have available copies of ratified language to it’s members.   Please use this as an insert into your orange coloured CBA books.  This package was written word for word as to what was signed off at the bargaining table.  We will continue to hold the company responsible to the article changes as well you should.

We will keep copies at the office for pickup and will continue to leave stacks of them in the change room, at the Hilton.

UT/RT Pay

On Sept 25th the Union requested from the company confirmation of dates when our members could see their job class increase and retro pay. On Tuesday the 29th the company response was such, “retro fro the 24 inch was paid on Sept 11, 2015 pay. Rates of pay for ut/rt will be reflected on the October 9th, 2015 pay and employees will receive retro by Nov 6th,2015. Retro was calculated based on the date of ratification.”

The union disputes that there was any agreement made that retro pay only goes back to date of ratification and as such filed a grievance today (September 30th) that retro should be paid to the start of the contract (August1,2014), not the date of ratification.

Safety in Steel Slab Crane

There is a crane on the steel side called the “Slab Crane” which has the main task of transferring slabs from rail cars to the ground then from the ground to the entrance to the reheat furnace. Most cranes that people are familiar with in our plant that carry the operator of the design of having the Cab on one end of the crane bridge. The slab crane is different and has the cab in the middle of the bridge beam.  Because of this placement the cab is more prone to vibration and bouncing around. This is crane arguably the busiest crane in the plant. It runs almost continually.

The crane is over 25 years old and has always had complaints that it was a rough crane to operate. The operators in the last year or so have reported the vibration and ride on the crane has become intolerable. In response operators have lodged and stronger and stronger complaints in an attempt to get the Company to engage in repairs to the crane.

Over the last few months the Company has attempted repairs to remove the vibration and rough ride only after a work refusal but efforts have only been partially successful. Our Safety department had a vibration analysis performed by the Saskatchewan OHS over a two hour period and it reportedly passed.

Since the repair the operators almost unanimously agree that not enough was done to remove the vibration and there is still severe. Three operators have reported that they have sustained injuries they believe are as a result of operating the slab crane and two have requested that they run other cranes as an accommodation until the crane can be fixed.  One Operator refused to run the crane under Section 23 of the Saskatchewan OHS act. The Company has refused to re-address the vibration and rough ride with any more possible solutions stating the repair is good enough.

The Union believes that in response to these accommodation requests the Company has begun a pattern of persecution. One operator was removed from all cranes and forced to work outside of his line of progression and the other moved to another crane in the LOP but is still expected to run the crane occasionally even though it contributes to his injury and pain. Both have sustained a loss in pay.

As a result of most of the operators dissatisfaction of the repair and injuries sustained the Union has intentions of contacting the OHS branch to request another vibration test be done under conditions that are more consistent to actual operation conditions of the crane and for a longer period of time.

As well the Union intends to file grievances and/or contact the Sask OHS branch to address the alleged persecution of accommodation requests and work refusal of the crane. The Union will also grieve that the reduced wages and the violations of members seniority rights regarding lines of progression is a Human Rights Violation as it is not an undue hardship for the Company to accommodate our members injuries.

A message from United Steelworkers District 3 Director Stephen Hunt

In recent times Labour Day has been seen as the last long weekend of the summer, but it should, and it does, mean so much more.  It’s a time to celebrate the sacrifices made by each generation of workers that have resulted in a better life for every Canadian.

By looking back we can appreciate how far we’ve come.  From the very beginnings of our union, Steelworkers have never backed down from a fight.  Emboldened by the strength and solidarity that has been the hallmark of the USW, our union has been at the forefront of every struggle to improve working conditions for women and men in Canada, and around the world.  And we know that our work is far from done.

This October 19th, working people have an unprecedented opportunity to elect a federal government that is truly on our side.  Voters from every part of our country are looking to the NDP like never before and we are set to make history.  We can elect Tom Mulcair as Prime Minister of the first New Democratic Party government in Canadian history.  But it will only happen if we work for it!

I know that Steelworkers are up to the task, so this Labour Day let us commit ourselves as never before.  Let’s talk to one more friend, knock on one more door, make one more phone call, put up one more sign and take one more person with us to vote.  In doing so, we will have honoured the workers that came before us and will have contributed to electing a government that will ensure a brighter future for working people everywhere.

Health Spending Account

As per article 17.10 of  the  collective agreement,for all employees active on the seniority list who have completed 750 hours in the previous year, Evraz contributes $100 annually to your HSA account. With that being said the $100 form this year will expire on December 31,2015.

CBA Proof Reading Update

On Thursday Aug. 20 members of your Union Executive meet with local HR and the lead negotiator for Evraz.   The Union presented the company with our evidence of changes that needed to be made, to the CBA.  The Company was receptive to most changes.  One article remains contentious to both sides, where no agreement has been made to date.  Article 15.01, and who is entitled to the lump sum payments.  Back in January 2015 and again in August 2015, the Union has filed grievances under this article.  Both members on Long Term Disability and Summer Students received no lump sum payments.

 

Evraz has express interest in getting these grievances to arbitration as soon as possible for a decision.  The Union is disappointed that an agreement could not be reached.  Especially, since coming out of bargaining so recently with Evraz.

Evraz has stated they intend to have the Regina edits and response to proposals completed by Friday, September 11th.