I’ve just received a call from HR and Brad Forster and here is the latest.
O&T
They are extending the layoff notice for 1 week and all O&T personal are to report tomorrow, March 13th
TUBULAR
They are recalling enough for Mill 5 and F2 finishing line for Friday [13th]morning.
Monday the 16th hope to recall all mills
Wednesday the 18th all finishing
2 inch Mill they are unsure and employees in that area should exercise their bumping rights.
You local is trying to get the most up to date information to you our members as quickly as possible and as we get it from the company. The company was going to send us the updates bumping schedules in Steel every morning which we have no received as of yet and will get posted once we do.
TUBULAR
We met with the company yesterday and have been waiting for the schedule from the company as well. It is our understanding that recalls have been happening for the Mill 5 and F2 areas which they hope to have up and going either Thursday[12th] or Friday[13th] and the Legacy Mills and F1 Monday[16th]. Expectation is for the 2 inch Mill for Wednesday[18th]. If you feel there is an issue and you should have been back before a junior employee please contact a shop steward or email all the information to either m.day@usw5890.com or r.mckenzie@usw5890.com or k.fisher@usw5890.com.
We our also compiling names of individuals who were not contacted withing the cancellation of their shift under 15.05 [reporting pay]. This applies to all departments. So please get in touch with a shop steward or member of the Executive.
The Company has informed the Union that all O&T employees should report to their regular scheduled shift on Thursday March 12 2020. Further information on the layoff and bumping will be discussed with management on Thursday.
Newest bump/displacement schedule. Bump forms are available at security at the change room building
The Union had a meeting with the Company and received an update regarding the ongoing issues surrounding the shutdown in Steel and Pipe.
STEEL DIVISION
The Company has made up a bumping and placement document that people can use to determine where they are working and where they may be able to bump during the layoff or cutback. Please refer to the following document.
Please note this document is a work in progress. Namely there are two positions below the bump line in the greaser position that are missing.
As of today the Company states they intend to run the skeleton crew until around April 1st and then starting operations in the Meltshop and then starting operations on April 15 in the Rolling mill.
PIPE DIVISION
There will be another meeting regarding the Pipe Division at 1 pm tomorrow. We will update further after that meeting.
EMPLOYMENT INSURANCE INFORMATION
If you are applying for EI at Service Canada or online please DO NOT check the box that it is a group layoff. This will slow down your claim according to the Company.
The following is the current language for submitting vacation requests
Annual vacation requests must be submitted by March 15 for the
period of May 1 to April 30 of the following year. The approved
schedule of annual vacations submitted by March 15 will be
posted by April 1. Vacation requests submitted after March 15
will be approved on a first come first serve basis and a response
will be provided within two weeks of the request.
The Union and Company have agreed to a temporary change under Article 11.01. ANNUAL VACATIONS SUBMITTED BY MARCH 31 WILL BE POSTED BY APRIL 15.
Vacation request forms are available at the Hilton. Also if you would like to request your NEXT YEARS vacation pay, the company is allowing access to that and there is 2 forms also at the Hilton [at security] to fill out for that.
Steel Division
The outage in the Melt Shop is expected to last till about April 1st and the Rolling Mill April 15th totaling 30-40 days for the outage. Bumping is not expected to be smooth. The company expects to keep a skeleton crew of roughly 10% manpower around, plus maintenance.
Tubular Division.
The anticipation is to have Mill 5 and the Final 2 line up for Thursday and the Legacy Mills and Final 1 line up and running for Monday.
O&T
The 3 day clause is expected to be used for Tuesday and Wednesday and systems up for Thursday.
Please keep in mind that this can change at any moment.
Steel Division
Today the Union was informed that the Steel Division shutdown that was scheduled to begin at the end of March has now been started today because of the Cyber attack of Evraz on March 5 2020. The 3 day layoff is still in effect until Monday March 8 2020 . As of now everyone will be working Monday and the layoff for March 12 will most likely be cancelled.
Pipe Division
As of today the Company plans to lay everyone off starting March 12 18:00 for two weeks until they can resolve the issues surrounding the Cyber attack. The Union has been informed that layoff notices under Article 12.12 (a) part 4 began to mailed out into today.
Yesterday afternoon members from your executive met with company representatives to discuss the developments from yesterdays cyber attack on the company. This has impacted operations in all of Evraz North America.
Last night was the first shift affected with the 3 day layoff clause [12.13] and layoff notices are expected to go out under article 12.12 [a]4 today as a precautionary measure. The company is hopeful this issue will be fixed by Monday. At this moment maintenance will not be impacted but otherwise this will impact all other departments.
If anyone was not contacted 4 hours before the start of their scheduled shift please contact a shop steward as under article 15.05 [reporting allowance]
At this moment we have no further information but as we get anymore we will pass it on to you our members.
In Solidarity.
A release from the company below,
Coronavirus Information Bulletin
As the novel coronavirus (now widely called COVID-19) outbreak continues to develop both in China and around the world, many at EVRAZ North America are asking questions about the disease and the steps being taking to minimize any potential risk.
Led by our human resources and health & safety teams, we have developed appropriate procedures and plans to implement should the virus become more pervasive in the regions where our team members live and work. We continue to closely monitor this evolving situation and are reviewing up-to-date information, advisories and data from health officials in the United States and Canada.
According to the Centers for Disease Control and Prevention, the best way to prevent infection, whether it be the common cold, influenza or COVID-19, is to avoid exposure. We encourage team members to follow everyday preventive measures recommended by CDC and Health Canada officials:
Health professionals advise that use of these measures by individuals and their families will increase resilience and readiness for responding to an outbreak. Health Canada and the CDC do not recommend the use of facemasks by otherwise healthy people for virus prevention.
For those traveling overseas, U.S. and Canadian officials recommend that you monitor your health for fever, cough and difficulty breathing for 14 days after you arrive home. If you have these symptoms, call your doctor. He or she will provide advice on what you should do. Team members in such a situation and who are sick, should also notify EVRAZ in accordance with the absence and sick policy.
The health and safety of EVRAZ North America team members is our highest priority. Response preparations and planning at EVRAZ North America facilities continues and we encourage anyone with questions or comments to reach out to your local HR and safety representatives.
We will continue to closely monitor the situation and provide updates as developments warrant.
For more information, visit the CDC and Health Canada Web sites.
The United Steelworkers South Sask Area Council is putting on a OH&S Level 1 Course on May 27 & 28,2020. Anyone who would like to participate in this please email m.day@usw5890.com or call the office at 306-569-9663. Please submit your name by April 3,2020.
DUE TO COVID 19 THIS HAS BEEN CANCELED .
Brothers and Sisters,
We would like you take note of the Company’s response to a grievance filed by the Union regarding one of our brothers being subject to a post incident D&A test when the company was aware there was issues with the equipment. Their response reaffirms the fact that everything is “Blame the employee”, below is part of the grievance response we received today from the company.
…was transporting two coated pipes which slipped through the forks of machine. This resulted in damage to the pipes which were subsequently scrapped. It was obvious that this particular incident should be considered a “significant work-related incident” as it resulted in a significant loss of the employer’s property and to company revenues. As such, as per the Alcohol and Substance Policy “… alcohol and substance testing will be required for all employees involved in a ‘significant work-related incident’…” and that is why…was required to go through post-incident alcohol and drug test. In the opinion of the union, clear mechanical failure that caused this accident. The employer conducted the investigation into this matter. The employer investigation acknowledges that prior to this accident there was knowledge that the forks on this machine were not gripping with equal force. However, from the employer perspective, the post-incident testing was required as the malfunction of forks did not fully explained why the accident happened. For example, the day of the accident there was also a buildup of frost on the pipes making them slippery. Under those conditions much more caution and good judgment should be exercised by the loader operator. All the operator’s tasks should be performed slower as these were not perfect conditions. Therefore, the employer had every right to suspect that at the time of incident, the judgment of the operator was at the very least a potential factor in this serious incident.
Therefore, this grievance is denied.
Regards,
Brad Forster
On January 21st and 22nd the bargaining committees of locals 5890 and 6673 met in Regina to go over Non-Monetary Bargaining proposals.
Our Non-Monetary proposals consist of Local issues for each plant and Common issues that we both share.
We have agreed to Non-Monetary proposal exchange with the company on May 6th&7th, 2020. We will be sending out Monetary Surveys so please take time to fill those out as well watch for special bargaining membership meetings.
Both Locals are meeting in Calgary with the new VP of Human Resources, Barbra Turk, on Feb 26th for a Labour Management Meeting
We look forward to your continuing support and feedback. We always looking for members to help with the C.A.T team. If you would like to help out please contact one of the leaders in your department.
When: Saturday, February 1
Everyone attending will please meet at the USW 5890 office (#26-395 Park Street) at 11:00 AM. We will be joining with other USW members from Saskatoon and surrounding area then convoy to Gate 7 Co-op Refinery for a Solidarity Rally
If you have any questions please call the office @ 306-569-9663 or email m.day@usw5890.com
LETS STAND TOGETHER FOR WORKERS AND PENSIONS
Brothers and Sisters,
In an effort to keep the membership of 5890 more informed, your Grievance Committee would like you know that in the past 6 months the Local has filed almost 140 grievances with the company. In fact, since ratification there has been over 520 grievances filed. We have seen an increase in both Terminations and Drug and Alcohol testing since a new Director of Human Resources Canada was hired. Focusing on the last 6 months here is a breakdown.
*15 Terminations
* 8 Post Incident Drug and Alcohol Tests
*1 Reasonable Suspicion Test
*15 Indefinite Suspensions
*2 Disqualifications
*7 Grievances for suspensions over 4 days
*17 Grievances filed for 3 day suspensions
*3 Grievances filed for 2 day suspensions
*15 Grievances filed for 1 day suspensions
*10 Grievances filed for written warnings.
*18 Grievances for Line of Progression/ Overtime violations
*9 Grievances filed for the Company not following Timelines as outlined in the C.B.A
That is 106 suspension days filed in the past 6 months not including the Terminations.
Brothers and Sisters,
This is a reminder from your executive that no matter how secure you think a Social Media page is, the company in one way or another is monitoring your actions. Either through screen shots taken by individuals on the site or whatever means, but make no mistake they ARE monitoring your Social Media activity.
On December 17th the company put out a memo regarding Absenteeism during the next couple of weeks. It’s ironic how this company will speak of “safety and workplace morale”. They have shown time and time again that their safety is all behavior based and, how high is the morale going to be when they do things like installing those “prison style gates” at the operations building.
Under article 14.03 [medical certificates], The Company will pay 100% of the cost incurred by the employees for securing medical certificates for insurance claims[ weekly indemnity] and Workers Compensation claims, and any RETURN TO WORK SLIPS REQUIRED BY THE COMPANY
https://oipc.sk.ca/need-to-know-in-the-workplace-when-is-it-crossing-the-line/
Last week both the Steel and Tubular Apprenticeship Selection Committee’s completed going through the list of applicants and the top 10 from each Division will be contacted by Heather Kosowan from Human Resources in the next week for the GATB test.
Nearly a year to the day since the Saskatchewan Federation of Labour (SFL) first called for a robust strategy to address workplace deaths and injuries, the new strategy released by WorkSafe Saskatchewan is a good first step to safer workplaces.
“While it took longer than we had hoped, the federation of labour is happy to see the release of this new strategy,” said SFL President Lori Johb, “working people were consulted throughout the process of developing the new strategy, and I truly believe the professionals at the Saskatchewan WCB really do want to address the crisis we are seeing in workplace deaths and injuries in this province,” she added.
Based on a new WCB internal definition of a serious injury, 22,594 Saskatchewan workers suffered a serious injury from 2010-2018. In that same time period, 354 fatalities were accepted by the WCB.
“No worker should ever be killed or injured as a result of their job,” said Johb, “we have a long way to go; it’s our hope this strategy will point our province in the right direction,” she added.
While the new strategy includes many aspects to be optimistic about, there are a number of things the provincial government can do right now to help create safer workplaces:
• Publish all incident and investigation reports online;
• Require OH&S committees to file meeting minutes with the OH&S Division;
• Review how WorkSafe’s Mission: Zero enforces its Health and Safety Leadership Charter;
• Update and expand the Young Worker Readiness Certificate course, and move the course from being from online to being delivered and tested in-person, and;
• Expand rights to include the right to refuse unsafe work on behalf of someone else.
The CPI figure for October was released on November 20, 2019. Per the Collective Agreement, the following calculation will apply:
October 2019 140.9
July 2019 140.7
Difference 0.2
Divide difference by .063 = $0.03
Effective with the first pay period after the release, COLA will be $1.25 per straight-time hour worked, as it was previously $1.22.
The Membership meeting tonight (November18) has been moved to the Union Office at #26 395 Park Street as the room usually used at the Union center is unavailable
