OFS Bargaining Report #15

OFS Bargaining Report – Day 14

Bargaining on Thursday, May 25, 2006 opened with Bill Bates giving the Company copies of a letter from CWA President Larry Cohen to Verizon asking them to consider OFS in their bid for supplying fiber.  Bill advised the Company that such actions by CWA should show our willingness to help OFS gain contracts for fiber and he hoped the Company would show the same level of support for our Members.  Clem Johnson acknowledged CWA's support and advised Bill he would share CWA's commitment to be a partner with the Company with his superiors.

Clem passed out copies of comparisons of different health care programs and the cost breakdowns of those programs.  The Company advised the Union they would be preparing other comparison charts to share with the Union.

The Company passed an updated counter to Article 13 – Holidays and changed their position on Holiday Allowance so that an employee who is on active roll on the workday preceding the holiday would be paid holiday allowance.

The Company then passed their proposal for Article 21 – Welfare & Training Programs.  The Company's first change was to reduce the annual contribution to the Alliance Program from $100K to $50K.  The Company explained that when the $100K agreement was made there were many more employees than there are today.

Bill asked about the $50K the Company still owes the Alliance from this contract.  It was agreed that Bill and Clem would discuss the shortfall of funding.

The Union was advised that there is approximately $35K to $40K currently in the Alliance fund.  The average annual utilization rate for training costs is approximately $30K plus another $15K for administrative costs annually, based on three years usage.

The Company passed their counter to Article 6 – Grievance Procedure.  The Company rejected all the Union's proposed language and added an additional paragraph for a "National Step Table" that would be a point of attempted resolve after grievances have been denied at every level in the Local and prior to arbitration.  The National Step Table would negotiate settlements with National Reps and Corporate Labor Relations.  The Union, though not opposed to the idea of a CWA National Step Table, does have some serious reservations with the Company's proposed language.  And the National Step Table certainly does little, if anything, to address the serious problems related to the grievance process that we are suffering today.

The Company then passed their proposal for Short Term and Long Term Disability Programs as covered in Article 20 – Benefit Plans and Programs.  Clem presented the Company's proposal explaining that, again, it is the Company's attempt to align benefit programs of Represented Employees to non-represented employees.

The Company's proposal would reduce the current Short Term Disability Plan from an average of fifty two (52) weeks to a straight 26 weeks for all employees regardless of service, after six (6) months of continuous service.  The Company's proposal would increase the payment of the plan from 50% of base wages a week to 70%.

The Company's proposal for Long Term Disability would put an employee on Long Term Disability after 6 months rather than 12 months as is in the current contract.  The proposed plan would now have a premium attached in order for our Members to carry Long Term Disability coverage at an approximate average cost of $1.52 per week.

Bill advised the Company the Union would take the Company's counters and proposals under advisement.

The Union passed their counter to Article 24 – Shutdown Scheduling.  The Union proposed adding "by Term of Employment" when volunteers are sought for a shutdown and volunteers by Term of Employment for work assignments available during a shutdown.

The Union passed their counter to Article 14 – Excused Work Days.  The first proposed change the Union made was to add one (1) Unpaid Excused Work Day (EWD) per calendar year.  The Union also proposed that eight (8) hours of EWD time could be used in one (1) hour increments with the remaining EWD time available for use in two (2) hour increments.

The Union passed their counter to Article 12 – Vacations.  The Union again proposed changing the qualification for four (4) weeks vacation to ten (10) years service, and changing the usage date for carry over vacation time when carried over by force for Company convenience from April 30 to December 31.

The Union passed their counter to Article 11 – Premium Payments.  The Union reinserted their language that allows the Joint Overtime Committee to be able to function as intended.  The Union wants language that states all overtime policies will be in accordance with Overtime Committee developed policies.  The Union also advised the Company there is no way the Union can agree that overtime absences will be applied to any OFS Attendance Policy, and reinserted language to that affect.  The Union explained to the Company that the Joint Overtime Committee has already developed language and policy that addresses the issue of employees who do not show up for overtime.  The Union, recognizing the Company's concern for the proposed two (2) hours paid travel time for Call-In Pay, changed our proposal to state that payment will start at the time an employee receives the call to report to work.

Clem advised the Union the Company would take the Union's counters under advisement.

Bill then brought up a concern the Union was advised of today.  The Union was informed that non-represented Interns were being brought through the shop by certain engineers and asking Union employees to explain their job functions to them.  Bill advised the Company we're not really sure what was happening but we have a serious concern that some managers may be attempting to prepare for strike breaking strategies with the idea of using Interns as possible scabs.  Bill asked the Company to investigate the issue and take whatever action necessary to assure the Union the Company isn't participating in such activities.

Clem assured Bill the issue would be investigated and advised the Union the Company has no intent to and, as far as the Company's Bargaining Team's position is, will not participate in such activities.  Clem advised Bill the Company's Bargaining Team is here with the intent to reach a tentative agreement.

Bill told Clem he hopes that is the case, but is concerned that some of his local managers may not hold the same views as those that are sitting at the bargaining table.

Clem again assured Bill the issue would be thoroughly investigated and a complete report would be brought back to the Union.

The next bargaining meeting will be Friday, May 25, 2006.