September 2002 UE 506 News Articles
9/11-A SAD REMEMBERANCE
Last September we were shocked beyond belief when terrorists turned passenger jets into bombs by crashing them into the World Trade Center and the Pentagon setting off fiery blazes that eventually contributed to the collapse of the towers. The passengers of a fourth plane apparently thwarted yet another attempt but lost their lives in a crash near Pittsburgh. On this the one-year anniversary we seem to be reliving the nightmare through recorded accounts of the tragedy.The accounts show the devastating destruction, the terror on the faces of the fleeing and the heroes in action. They show the void that now exists where once stood a magnificent testament to modern day architecture. But our losses have been much greater than the loss of "brick and mortar". In our hearts we still lament the tragic loss of human life, we share hope for the recovery of those seriously injured and we continue to grieve for the families of the victims.
OUR LIVES ARE NOT THE SAME SINCE 9/11
Every workday we are reminded of 9/11. As we enter the Plant an expanded security force greets us. We follow new routes through the Plant because barricades now block old rights of ways. We have tighter hours for entry and departure and we are adorned with photo I.D. badges that must be shown before admittance.
These changes may cause inconveniences in our lives but the changes that pose a real threat may be lurking outside the Plant confines. An already anti-labor administration is using national security to promote measures that will strip collective bargaining rights to roughly 170,000 Department of Homeland Security employees and they have threatened the Longshoremen’s bargaining committee with invoking the Taft-Hartley Act if they strike. Using National Security as a means of undermining workers rights should not be tolerated. Before further damage is inflicted to members of labor unions, we should make our position abundantly clear to our Congressmen and Senators.
| Health Care Preferred In Network | Health Care Preferred Out of Network | GE Medical Benefits | UPMC Plan | |
| Annual Deductibles | None | $250 to $850, increasing with salary level. Family deductible limit is two times single deductible | $150 to $600, increasing with salary level. Family deductible limit is two times single deductible | None |
| Annual Out of Pocket Limit | None | $1,250 to $2,750, increasing with salary level. Family deductible limit is two times single deductible |
$1,100 to $2,350, increasing with salary level. Family deductible limit is two times single deductible |
None |
| Physician Charges – Office Visits | 100% after $15 co-pay | 80% after deductible | 80% after deductible | $5 co-pay per office visit |
| Physician Charges - Surgery | 100% | 80% after deductible | 80% | 100% |
| Hospital Stays | 100% | 80% after deductible | 100% | 100% |
| Hospital Emergency Care | 100% after $30 co-pay (see additional language) | 100% after $30 co-pay (see additional language) | 100% after $30 co-pay (see additional language) | 100% after $20 co-pay. No co-pay if admitted |
| Preventative Health Screenings | 100% after $15 co-pay for physicians office visits. Well baby care up to age 6 covered 100% with no co-pay | Select preventive care screenings at 80% after deductible | Select preventive care services and screenings covered at 100% up to a maximum dollar amount per service, including well baby care up to age 6 | 100% covered in full. Free well baby care |
| Prescription Drugs Retail over the counter* | $16 per 21 day supply | Not covered | $12 per 21 day supply | $8 co-pay fo Generic; $12 co-pay for Preferred Brand; $20 co-pay for Non-Preferred Brand; Up to a 21 day supply |
| Prescription Drugs – Mail Order** | $20 up to a 90 day supply | Noit applicable | $20 up to a 90 day supply | $12 co-pay for Generic; $18 for up to a 90 day Preferred Brand; $30 for 90 day Non-Preferred Brand |
| Mental Health
Out-Patient |
100% after $15 co-pay. Maximum of 30 visits per year | 50% coverage, no deductible. Maximum 30 visits per year | In-Network: 80% coverage after deductible, maximum 30 visits per year. Out of Network: 50% coverage, no deductible, maximum of 30 visits per year | 100% after $5 co-pay. Maximum of 30 visits per year. |
| Mental Health Inpatient | 100% after $15 co-pay. Maximum of 30 days per year | 80% after $15 co-pay. Maximum of 30 visits per year | In Network: 100% coverage, Maximum 30 days per year | 100% coverage. Maximum 30 days per year |
| Lifetime Maximum | $2 Million | $2 Million | $2 Million | Unlimited |
Kitchen’s Kabinet
Grievances year to date stand at 242 cases. A grievance meeting scheduled for September 13th we will have approximately 30 cases to discuss. More may be added pending the company’s response to 15 other cases held at step #2 since the last meeting. These cases were all from Central Maintenance and concerned the farmout of trades work. In an effort to resolve them, we met with the Manager of Union Relations, Gary Quinlan and the COE of Plant Services, John Kleiner. During the meeting the Union pointed out that the work being performed by contractors should be examined more closely in light of the recent layoffs in Plant services. The company feels their 1995 announcement, informing us they would no longer perform certain new construction work, should suffice in explaining why contractors are in here while we have layoffs. The Union pointed out that the announcement was predicated on the company not wanting to increase the number of workers in the maintenance crew. They would instead concentrate on the landlord type work and there was enough work to keep everybody busy, according to the company.
Things have certainly changed since 1995. We may no longer have enough landlord work to keep everyone busy. We told the company our workers are more than capable of performing any work a contractor can do and we asked that they put our members to work before getting someone else. Also during the meeting we looked at problems which exist in the contract notification process when the company does decide to subcontract. Examples were given where work went to subcontractors without the Union having an opportunity to negotiate, as provided for under Article XXIII. The company agreed to look at ways to improve this process.
In another meeting, the officers met with Transportation CEO John Krenicki and Manager of Human Resources, Bill Casey primarily on the HCP co-pay issue but during the meeting, the officers also expressed the concerns of the membership on the sub-contracting issues as well.
OVERTIME
On a monthly basis the Local distributes a publication to the Stewards titled "UE STEWARD". An article concerning overtime appeared in the December 2001 issue which is worth mentioning. The UE has a long standing position on the merits of overtime. It’s a fairly simple position but one which is not easy to implement in real life. The premise is that people should earn enough in 40 hours to provide a decent standard of living for themselves and their families.
For good reason, delegates at convention after convention have called for a shorter work week. Keep in mind how overtime came about. In the 1930’s Unions fought to have laws passed mandating time and one half pay for any work over forty hours. The original purpose was to discourage employers from working people overtime instead of hiring more workers. In the 1930’s it was cheaper for employers to hire more workers than to pay overtime, increasing the compensation for those overtime hours forced companies to change their habits. Over the years though, through benefit gains like health insurance, pensions, sick pay, vacations, etc., it has become cheaper to pay overtime for the extra hours rather than hire more workers.
During contract negotiations, overtime, when considered a regular part of your wages, clouds the issue of what is a truly a fair company offer. During negotiations, GE presents charts showing what their average worker makes and this figure includes the overtime that they control and meter out. The overall wages they pay can be significant at times, however, when it includes overtime, it’s not a fair basis of our actual and consistent earning power. Ask yourself, do I make enough in forty hours to enjoy a decent standard of living or does overtime play a significant role in my life style? If you answer is 40 hours isn’t enough then you ought to start complaining to your boss that you need a substantial increase in the 2003 Contract.
I don’t know any rational person who would give up a forty hour a week job to join the ranks of the unemployed. It should go without saying that working overtime at the expense of not recalling or hiring workers would also not be a rational person’s wish.
PRESIDENT’S REMARKS
Our members continue to make this a Local to be proud of, not just through past accomplishments but through the current struggles as well. And I’m sure you’ll continue this into the 2003 contract battle. But be clear on this, as I have said at many membership meetings, we can only achieve things by standing firmly together. Because something is not going your way is no reason to leave the ranks, no system is perfect but we do know one thing, 506 works because of the members. Thanks members! Randy Majewski
BLDG. 7 STEWARD SPEAKS OUT AGAINST FREE TRADE ACT
Bob Pawlowski hasn’t let the passage of Fast Track deter his efforts to fight the loss of free trade legislation. A recent letter to the Times from the city’s director of economic and community development, Jeff Spaulding, really set Bob off. He in turn fired off the following letter to the editor, which appeared in the Erie Times earlier this month.
ERIE TIMES-NEWS
In reference to Mr. Spaulding’s letter on 8-22-02 congratulating Phil English on voting for the passage of H.B. 3009 Free Trade Promotion/Andean Trade Agreement (Fast track).
Part of this bill will allow over 6,000 products from South America to be exported to the U.S. duty free. As of the end of 2001 the U.S. has a trade deficit of over $400 billion and yet we continue to have unbalanced trade policies with nations such as China and now South America. Since 1994 to 2000 over 20,000 jobs have been lost to Pennsylvania and 760,000 jobs in the U.S. with the signing of NAFTA. Phil English voted for the NAFTA Extension in 1997. Wake up Mr. Spaulding, if we continue to have legislation like Fast Track and NAFTA, the only jobs in Erie will be at fast food restaurants and Nick Scott’s motels.
Signed, Bob Pawlowski