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UAW LOCAL 1050 UPDATE

8/3/15

 

Brothers and Sisters of Local 1050,

It is with much regret that the Bargaining Committee inform you all of the company’s newest tactic to challenge our working conditions while clearly in the midst of an agreed upon Collective Bargaining Agreement by unilaterally implementing a “B Schedule” for Maintenance in Wheels to now work 52 weekends (Saturday & Sunday) each year as part of their new weekly schedule.

 

On April 9, 2015 during our then weekly Bargaining Committee meeting with the Alcoa Cleveland Works Lead Team, we were handed a proposal titled “2015 Cleveland Alternative Work Schedule for Skilled Trades B Crew.” This proposal wanted the Trades to work two 8 hour shifts and two 12 hour shifts to cover every weekend throughout the year.

 

On April 14, 2015 the Union responded to this proposal by disagreeing in part or full to any of the company’s proposed alternative work schedule for Skilled Trades. In fact the following is an excerpt of our response;

“The Union is unable to agree in part or full to any of the company’s proposed Alternative Work Schedule for Skilled Trades. The Union believes that our current Collective Bargaining Agreement does not permit such a proposal without opening up our current agreed upon Collective Bargaining Agreement along with our long standing past practice. Ultimately, if there were opportunities for the Bargaining Committee to open up the current contract, it would need membership approval. The Union believes that the company can achieve the goals that you seek of operating 24/7 through “Voluntary Overtime.” The company is now trying to get something from the contract that was proposed in 2001, 2006 & 2012 contract negotiations that were in all cases withdrawn by the company with regards to the Works Engineering Overtime Agreement.”

 

On April 24, 2015 the Union was sent an email of a second proposal that defined a new “B Schedule” that would change the standard work week schedule from Monday thru Friday to Wednesday thru Sunday as the standard schedule.

 

On April 30, 2015 the Union once again responded but verbally at our Weekly Bargaining Committee Meeting with the Lead Team of all the contractual language that would inhibit such a schedule based on the current Labor Agreement.

 

On May 26, 2015 the company responded to the Union’s contention of the contractual language that would prohibit the company from implementing such a schedule. The company once again stated that they believe they have to ability to bargain this change.

 

On June 1, 2015 the company sent another letter stressing their intention of wanting to implement an alternative work schedule for maintenance in wheels and that the “union has failed to show justification that substantiates their position that the company is prohibited from modifying the regular work schedule…”

 

On June 5, 2015 the Union sent a “final response to the company once again trying to gain something mid contract regarding Weekend Work in Skilled Trades that were proposed by the company in prior contract negotiations with no success.” Once again the Union cited Article IX Section 23,  Article X, W.E. Overtime Agreement #5, 7, 8, 26 & 28, Article XXIII Section 45 & 46, Local Letter page 224 that states in part; “During the Course of our 2006 contract negotiations, the parties discussed the need for employees in the Works Engineering Department to provide advance notice of their intent to work Saturday and/or Sunday so that the company may have enough time to properly schedule its employees to perform planned and/or support maintenance activities.” The Union also gave the company other options in order to achieve their objective of covering every weekend that actually is within the confines of the contract but weren’t even considered or attempted.

 

On July 28, 2015 the Union was handed another letter from the company responding once again disputing the contractual language that the Union stressed prohibits us from agreeing in part or full of an Alternative Work Schedule. The company wrote in part; “As such, the company feels that we have no other choice but to implement the new work schedule beginning August 17, 2015.”

 

In response, the Union immediately contacted the International Union and relayed the company’s new strategy. We clearly disagree that this cannot happen mid contract without an agreement as well as membership approval. The Local with the support of the International Union will be having informational pickets at our gates in the upcoming weeks. Please contact your Union Steward to volunteer to participate in these informational pickets on public sidewalks in front of Alcoa. You have to be on your own time. We have several volunteers at the moment but will certainly need full support to let the public know that this company now wants to unilaterally have the Trades work 52 weekends every year as part of their normal schedule. This Local has had two work stoppages in a decade dating back in 1996 until 2006 because of mandatory weekends. We have fought long and hard to get the time off with our families while at the same time providing for our families. We have contract language that prohibits us from a work stoppage if an issue can go through the grievance procedure and arbitration. If this did happen it would be an illegal strike. Please try and keep a level head as we certainly know what type of hardship this will put on those affected by this. How many Managers would sign up for every weekend for their entire career going forward? How many weddings or graduations happen on Mondays or Tuesdays? What about child custody of your kid/kids that allow you to see them on weekends?

 

This is a blatant violation of our contract. The effects of this business decision will no doubt put undue hardship on many lives that this Local will not tolerate. We will do everything within the confines of the Law as well as the contract. We will do everything possible to not leave any stone unturned for justice in this case. Please save your money because this company will stop at no end to repress this Union and its rights.

 

And for the record…We have not heard anything from the Arbitrator and do not have a date of when we might. There are many rumors floating around out there and probably coming from the ranks of Salary but there is nothing to report and no time table for when this Break and Clean-up Remedy will be finally resolved and paid out.

 

In Solidarity,

UAW Local 1050 Bargaining Committee.