News, Developments and Information

Steel Layoffs

With the upcoming shut down in the Steel Division please be aware of bumping rights as outlined below.

Lay-Offs

  • Production and Maintenance Employees Only

In the event of cutback or lay-off, an employee shall be deemed to have the right to a position that is lower in that line of progression and will regress down their line to a position which they can hold. You shall regress as you progress and progress as you regress.

Office and Technical Employees Only

In the event of cutbacks or layoffs, an employee shall be deemed to have the right to a position according to seniority and qualification. An employee may bump into any position that they can hold. Employees bumping a position that they have not previously performed will be subject to the intermediate training rate for a period of six (6) months. It is therefore understood and agreed that management shall have the right to pass over any employee if it is established that they do not have the qualifications, ability or physical fitness to perform the work involved, even if they were given a reasonable trial or training period.

An employee who refuses to exercise their bumping rights and elects to take a layoff will not be recalled unless the job from which they were laid off becomes available. Should a laid off employee wish to return to any other vacant jobs they must advise the Human Resources Department of such request, in writing, before becoming eligible for recall.

Displaced Employee

  • In the event that they cannot retain a position in their own line, or a job which is not within a line of progression, a displaced employee may apply (by filling out a bump form) for one of the following depending upon the circumstances arising from being displaced (copies of the bump form shall be sent to the Union):
    1. Any jobs below the displacement line in any other line of progression held by the junior employee provided their plant seniority is greater than that of the employee to be replaced.
    2. The higher job in any other line of progression held by the junior employee provided that they have held a bid and performed that job for a period exceeding thirty (30) consecutive days and can still perform that job efficiently with a familiarization period. Any other line excludes your original line of progression.
    3. (i)           Any jobs outside the lines of progression as “noted” below the displacement line in Appendix E, held by a junior employee and which they are capable of performing.
  • Any jobs outside the lines of progression, “noted” above the displacement line in Appendix E, held by a junior employee provided they have held a bid and performed that job for a period exceeding thirty (30) consecutive days and can still perform that job efficiently with a familiarization period.
    1. Exceptions to this Article shall be those employees in the category of tradesmen and apprentices. It is not the intent of this Article to prevent tradesmen and apprentices from bumping within their own trade from department to department.
    2. Recall from layoff will be on the basis of plant seniority from among those people who can still perform that job efficiently with a familiarization period. The employee with the greatest job seniority within the line of progression demoted or laid off due to lack of work shall have the right to their regular job before those with less job seniority in that line of progression. Employees called must return to their original line of progression or bid job and be willing to promote to any job where they possess job seniority.
    3. Exceptions to the above shall be when you cannot hold a position in the plant because of layoff using your plant seniority the effected employee or employees must bump the lowest possible job in their own line of progression.

Note: The familiarization period mentioned in the above provisions shall be a period not exceeding two (2) shifts.

  • Rules for Bumping – Displaced Employees Only
    1. Time Limits for Bumping

A displaced employee wishing to exercise their bumping rights must do so within ten (10) calendar days from time of displacement.

  1. Before Being Displaced for One Year
  • An employee who has not been displaced from their original line of progression for one (1) year will not accumulate job seniority in another line of progression.
  • An employee displaced for less than one (1) year shall not progress within another line of progression during times of vacancies (except as noted in 12.10 (f)). During times of cutback the employee will maintain their position in another line of progression using plant seniority. If an employee is unable to maintain their position in another line of progression they will be displaced from that line of progression.
  • For clarification it is understood that working overtime in the line of progression an individual has been displaced from does not constitute a recall to the line of progression for the purposes of this article.
    1. After being displaced for One Year
      • After one (1) year of displacement an employee shall lose all job seniority in their original line of progression and shall not be entitled to recall to their original line of progression.
      • After one (1) year of displacement the line of progression into which an employee bumped will become their regular line of progression. An employee shall be inserted into the line of progression with job seniority in the new line of progression at the position they bumped and job seniority from the day they bumped.

During periods of cutback an employee shall regress and progress within their new line of progression according to job seniority. Plant seniority will maintain an employee on a bottom job within a line of progression.

March 2016 Bargaining Update

The bargaining committees from USW Local 5890 & 6673 met in Regina on March 16, 17, 18, 2016 to discuss and prepare for our upcoming collective bargaining. Discussions were held on both local and common non – monetary proposals for 5890 &6673 and a proposal exchange date has been confirmed with the company for May 19, 2016 in Calgary.
Collective bargaining is an important process for all of our members and their families and your bargaining committee is committed to keeping all of our members informed.  Bargaining surveys indicated our membership has questions about their pension, to that end membership meetings facilitated by senior USW District 3 Staff have been set up for May 3rd and 4th   for a pension seminar and informational session outlining the status of the Canadian Steel industry and the impact on us now and going forward.  These meetings will be held at the Eagles Club, details to follow.
Your solidarity is important in everything we do, bargaining updates will continue to come directly from your bargaining committees. Our next chain meeting between the bargaining committees will be held on May 3 & 4, 2016 in Regina.

SASK. PARTY PASSES ON AN OPPORTUNITY TO LISTEN

The Own It! Campaign and Project: Community have partnered to host all-candidates debates on Crowns and public services in Moose Jaw, Regina, Prince Albert, and Saskatoon.

All parties were invited. Only the Sask. Party issued an outright refusal to participate in any of the debates.

The Sask. Party: they’re just #NotListening.

For details on the debates, visit:www.notlistening.ca/events.

The SFL represents over 100,000 working people across the province in Sask.

C.O.L.A Fourth Quarter 2015

The CPI figure for January 2016 was released on February 19, 2016. As per the Collective Agreement the following calculation will apply.
January 2016 131.0
October 2015 131.7
Difference -0.7
(Divide by .063 per each 1 cent) = -$0.11
Effective with the first pay period after the release, COLA will be $0.31 per straight time hour worked as it was previously $0.42.

The Union is checking these calculations as sometimes they have been incorrect in the past.

South Sask Area Council

On Friday April 29, 2016 the South Sask Area Council will be holding it’s general meeting at the Union Office {#26-395 Park Street}.

AGENDA

*Issues of the council

*Financial Report

*Direction for the next 3 years

*CLOSING OF NOMINATIONS AND ELECTION OF positions for President, Vice President, Recording Secretary and Financial Officer.

Anyone wishing to run for a position or nominate someone please email m.day@usw5890.com or call 306-569-9663.

Chain Bargaining Update

The bargaining committees from USW Local  5890 & 6673 met in Regina on February 1, 2, 3 2016 to discuss and prepare for collective bargaining coming up. Discussions were held in regards to collective bargaining and we all completed a USW course on bargaining. Dates were also set for future meetings for the committees and our membership.
As always collective bargaining is an important process for all of our members and their families. Your bargaining committee is committed to keeping all of our members informed so watch for further communications to be provided. Meetings are being set up that involve pension education for our members and previewing bargaining proposals.
Your solidarity is important in everything we do. We would like to remind the membership that these bargaining updates come directly from your bargaining committees. Our next chain meeting between the bargaining committees will be held on March 16, 17, 18 2016 in Regina.

Support Your Bargaining Committee!
Remember
Solidarity Works!

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.