USW Local 13-857 Information Weblog

13 Fires, 19 Deaths and 22 Injuries

2010-06-23T16:59:00.003-05:00

To our membership,
From April of 2010 to May of 2010, within our oil industry, there have been 13 fires, 19 deaths and 22 injuries. That is too many. One is too many. We cannot rely or wait on the Government to legislate our safety. We cannot rely on the company to manage our safety, and we cannot wait on our International Union to empower our safety within our refinery. It is up to us to make our workplace safer. It is up to us to ensure that no one comes to work, and doesn't go home. We are the ones who are going to make the difference.
Last week in Pittsburgh, I had the opportunity to hear from some of the workers at the Tesoro refinery where 7 people killed in a refinery incident. Others spoke about the same thing, which was, "it won't happen here." We here at the Ponca City refinery know too well how it is to lose a fellow employee. I don't want to see that happen again.
The company says that is every ones responsibility to stop work that is unsafe. They say that every one has the right to shut down a unit if it honestly appears to be in an unsafe condition. Your union believes it is our responsibility to do these things. We must protect the lives of each other first and foremost! Remember, it is up to us.

Election Results

2010-02-02T19:50:00.005-06:00

In accordance with USW bylaws, all offices with multiple contenders, must be won by a majority vote (50% plus 1). Three positions had multiple contenders. The results are as follows:

Chief Operations Steward: Larry Turney (by a majority)

North Plant Steward: Kara Hill (by a majority)

JH&SC Chief Operations Steward: Aron Payne (by a majority)

No run-off elections are necessary due to all three of these positions meeting the majority threshold.
All other positions had single nominees, hence they met the majority threshold.
Congratulations to all!

In addition, due to the success of this weblog (which was started one year ago today) and the feedback we've received from our membership, we will be continuing to use this weblog for information, education and vital news pertaining to our membership. Please continue to check this site regularly for updates.

Reminder!

2010-01-28T18:36:00.002-06:00

Vote!!!
Get out and vote this Tuesday, February 2nd, 2010!!!

Also, there is a new edition of the Oil Worker available online. Look under the links section on the right, under Oil Bargaining.

Upcoming Elections and Working Up

2009-12-15T20:45:00.001-06:00

At our regularly scheduled membership meeting in January, the first Tuesday of the month, we will be taking nominations for all elected positions, followed by a 13 hour poll later in the month for those positions. If you know of someone interested in running for a Union Leadership position, please attend this meeting and submit their name.
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The Workman's Committee would like to announce to our membership, that our request to you to step down from working up-rate jobs in Maintenance and Operations, is hereby withdrawn, upon the ratification of our new contract.
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Ratification Vote Results

2009-12-14T19:08:00.000-06:00

To Our Membership,
Tonight, Monday December 14th, 2009, the Membership voted to accept the agreement.

Ratification Vote Today

2009-12-14T06:30:00.000-06:00

Reminder: Please remember to come and vote on the tentative agreement from 6 am until 7 pm.

December 4th, 2009 Update

2009-12-04T19:26:00.000-06:00

Agreement in Principle
Your committee would like to announce to you that we have a tentative agreement with ConocoPhillips for a 3 year contract effective April 1st, 2009. We are close to having a contract pending these next steps:
1) Your committee will be proofreading the written language on Monday December 7th, 2009, line by line, to ensure the integrity of the agreement.
2) Thursday, December 10th, 2009, we will be having an informational meeting starting at 4:15 p.m. to present the tentative agreement to you, the membership.
3) Monday, December 14th, 2009, we will be having a 13 hour ratification vote as long as there are no unforeseen problems with the proofreading of the written language.
We are also cancelling the informational picket scheduled for next week.
We would like to also acknowledge the support and good vibes we received from our fellow Council Groups, Billings Refinery, Trainer Refinery, Ferndale Refinery, Lake Charles Refinery, Bayway Refinery, Los Angeles Refinery, Santa Maria Refinery, Rodeo Refinery, Borger Refinery and Alliance Refinery. Your support for us was greatly appreciated and vital to our struggle.
Signed,
The Bargaining Committee

Update for Wednesday, December 3, 2009

2009-12-02T19:11:00.001-06:00

To Our Membership,
Today, your committee met with representatives of the company, in an effort to resolve the remaining issues that have continued to persist in our attempt to reach a fair and just agreement.
The discussion between the two parties took place in sidebar, with the company refusing out of hand, our two proposals, with no discussion , or counterproposals.
We shall meet again tomorrow morning with the intention of going forward with alternatives and ideas that can satisfy both the needs of the company and the needs of the membership. Our goal, as it has been since February, is to bring you a satisfactory agreement for ratification.
Sincerely,
Your Committee

Informational Picket

2009-12-01T22:10:00.000-06:00

Your Union is seeking support for the Informational Picket planned for Wednesday December 2nd, 2009. We would like to have a good turnout, so if at all possible, make plans to participate. Thank you.

Your Information Committee and Bargaining Committee

Dates of Note

2009-11-21T22:04:00.000-06:00

November 24th, 2009- There will be an Informational Picket from 3:30 p.m. until 6:00 p.m.
November 25th, 2009- Informational Committee meeting at 4:15 p.m. at the Union Hall. All members interested in helping out the committee are asked to attend this meeting.
December 2nd, 3rd and 4th, 2009- Bargaining Committee to resume goal of gaining a fair and equitable contract.

Please let others know of these important upcoming dates.

Information Committee and Other News

2009-11-10T19:47:00.001-06:00

November 12th, there will a meeting of the Information Committee at the Union Hall, at 1:00 p.m. Anyone willing to volunteer is asked to attend this meeting. We need people to help in making signs as well as ideas for slogans... such as "Houston, we have a problem".

Informational Picket walks are planned for tomorrow, Wednesday November 11th, 2009 and Thursday November 12th, 2009 starting at 4:00 p.m.

The bargaining committee has hard dates for meeting with the company's representatives. Those dates are December 1st, 2nd and 3rd, 2009.

Video Link

2009-10-31T13:07:00.000-05:00

Here is a link to the video from this past weeks informational picket.
http://poncacity.com/video/united_steel_workers.htm
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Informational Picket Walks

2009-10-31T13:05:00.000-05:00

We will be having more informational picket walks on November 5th and 6th and again on November 11th and 12th, from 3:45 p.m. until 6:00 p.m. Hope to see you there!

Information Updates

2009-10-28T07:51:00.000-05:00

COP Informational Walks will be held October 29th and 30th from 4pm-6pm.

COP Bargaining Unit:
Because we want to be certain no member is without medical coverage in the event of a strike, please go to the USW Local 13-857 link on the right side of this page where you will find information concerning the union healthcare plan. Determine which plan option best fits your needs, complete either the enrollment form or the waiver of coverage and return it to the Hall as soon as possible. The cost of the medical coverage will be taken out of the Strike Pay we receive from USW International.

PLEASE NOTE THESE FORMS WILL BE AVAILABLE AT THE NOVEMBER 3RD MEMBERSHIP MEETING!

Changes to the Blog

2009-10-21T17:06:00.000-05:00

The bargaining committee has made the decision that for the interim, information pertaining to contract negotiations shall be made available at informational meetings at the Union Hall.
Do continue to check this blog on a regular basis, for information pertaining to bargaining committee dates, information committee meeting dates and information committee messages.
Your Bargaining Committee

Next Information Committee Meeting

2009-10-21T16:49:00.000-05:00

To our Membership,
The Information Committee will be having another meeting this Sunday, October 25th, 2009 at 5:00 P.M. at the Union Hall. All parties interested in serving with this committee should make arrangements to attend.
The Information Committee

Information Committee Meeting

2009-10-21T08:59:00.000-05:00

To our Membership,
Today, at 2:00 P.M., there will be a meeting of the Information Committee. They are seeking volunteers to participate in upcoming informational activities. If you are interested in participating, please make arrangements to attend. We do need your help.
Your Bargaining Committee

Negotiations Update Meeting

2009-10-19T18:03:00.001-05:00

To our Membership,
Tomorrow, Tuesday, October 20th, 2009, we will be having an update meeting at 5:00 p.m. until 6:00 p.m.
Please spread the word around, due to the short notice. Your committee wants to have some time with you to communicate the status of this round of negotiations. Thank you.
Your Committee

Update for October 12th, 2009

2009-10-12T19:16:00.000-05:00

To our membership,
We met with representatives of the company starting at 10:00 a.m. The meeting began with a summation of the previous meetings, including the "conceptual" idea's discussed. Our rep. intimated once again, that for our committee to truly know whether we have agreements or not, it has to be in writing. The company refuses, still, to put anything in writing, except perhaps in the form of a "total package".
The company maintained today, that it is there intention to continue to fill maintenance jobs as they come open. We questioned that commitment due to the fact that so many maintenance jobs have been cut with the recent rash of retirements. They responded that it is still their "intent" to maintain the maintenance numbers. No progress was made on this issue.
The Union intimated our desire to retain the Voluntary List for handling scheduled and unscheduled overtime with the 8 hour shift. The company acknowledged the proposal, with no response. No progress on that issue.
The Union handed the company a counter proposal to the company's proposal on changing the current drug and alcohol policy. We believe that this is a subject of mandatory bargaining due to the effect on terms and conditions of employment, the company objected, yet will review our proposal prior to next Monday's meeting. No progress made on that issue.
There was no discussion on any of the other remaining issues. The meeting adjourned at 5:00 p.m. The next meeting is scheduled for Oct. 19th followed by the 20th and 21st.

Why Stand-by?

2009-10-06T19:45:00.000-05:00

At tonights regularly scheduled membership meeting, there was much discussion surrounding the company's insistence on operator stand-by, and why it is necessary.
By their own admission, this year there hasn't been one instance of an 18 hour shift worked. Not one. Last year, there were 3 or 4 instances. Still, a very low number.
As you are aware, the current "draft" of the fatigue standard, that the company continues to refer to, actually allows for 18 hour shifts. It also directs how it is to be handled. If the fatigue standard allows for 18 hour shifts, which we are already doing, then what is the need for operator stand-by? It isn't necessary.
A North Plant operator brought up the fact that in discussions with several different managers, the subject turned to staffing. He stated that the company believes we are overstaffed. That our current Solomon number has us at 5.2 operators per post. And that Solomon believes we should be at 4.8 operators per post. So what would it take to get us to their target?
Cutting approximately 50 positions would get them to their magic number. Where would you cut though?
We have around 56 replacement positions throught out the refinery. If the company were to cut the units down to around 2 replacements per progression, then they could be at their goal, or close to it. Being cut back that deep, however, would make filling the normal vacancies that exist almost impossible to fill. Hence, operations standby.
As it stands right now, the operations stand-by that was proposed and withdrawn by the company, is not necessary. So the question of why they are insisting on it needs to be asked. We believe that the 12 hour shift schedule is preferable to both parties, and that our operators have done their job in covering their jobs. If the fatigue standard is not the reason for stand-by, then what is?

Dates to Remember

2009-10-04T11:04:00.000-05:00

Our next membership meeting is this Tuesday, October 6th, 2009. The two committee's will meet to resume negotiations on Monday, October 12th, and again on Monday the 19th, Tuesday the 20th and Wednesday the 21st.

Letter from the Committee

2009-10-04T10:50:00.000-05:00

To our Membership,
In the early sessions of contract negotiations, the company introduced a written proposal on standby language. This proposal was later withdrawn, however, the company has recently attempted to reintroduce the proposal verbally. Remember that there have been no written proposals submitted by the company since April.
The companies original reason for this proposal was that the fatigue standard would prohibit 18 hour shifts, and that they needed a mechanism to cover vacancies.
Now their position has changed.
They believe it would be all right to work a limited number of 18 hour shifts, but just not too many. The fatigue standard excuse no longer rings true.
Operations has done a good job of covering these vacancies. There have been, by the companies own admission, no 18 hour shifts this year. And very few in previous years. It has been a rare occurrence. If it is a rare occurrence and if it is in fact o.k. to work an occasional 18 hour shift, then why is standby needed?
Either it is o.k. to work an 18 hour shift, or it is not. If it is o.k., the why is standby needed?
If we are covering these vacancies, despite the elimination of the utility operator, Lead operator, and the inadequate number of trained operators in some areas, they why should the operators be expected to perform standby? They have covered their jobs.
Your Committee

Article 19-7 Meeting

2009-09-11T20:33:00.001-05:00

To our Members,
Today, the Workman's Committee and our International Representative met to discuss, and attempt to resolve the issues with the 12 hour shift schedule, as required by Article 19-7 of our rolling contract. That was the sole purpose of today's meeting.
Our spokesperson explained to the company representatives that you, our membership, had already said no to the operations standby, and we were here to discuss other options and make proposals.
Naturally, we brought up the fact that the utility operator was one option, which I don't recall even eliciting a response. Our International Rep then proceeded to walk through our proposals to avoid the need for Operations standby, for short notice vacancies.

Voluntary list, as is used currently.
Volunteers not on the Voluntary list.
Move extra people on shift to the vacancy.
Move daylight/Special Assignment Operators over to cover shift.
Mandate day off workers to cover shift, as is the current practice.
Split the vacancy to the 18 hours per the current company policy.
Utilize other qualified team members to cover the rest period employees.

The purpose of proposal #7, is the company has received drafts of the API fatigue standard that USW was at one time working on, that specifies a 10 hour rest period for anyone who works 18 hours. What that means, is that once you have worked an 18 hour shift, if you are scheduled to be back the next day/night, you wouldn't be able to until 4 hours into your shift. Our proposal had another trained operator on the 18 hour workers team covering the first 4 hours of his return shift. The company stated that the proposals "looked good" to them, but that they had some suggestions on how to fit their needs.

The company stated concern for the number of 18 hour shifts worked, and we agreed, that any incident of an 18 hour shift occurring should be immediately investigated by the company and the Union to ensure that the above protocol had been met.

Then the meeting moved on to what I call the "triggers" portion of the meeting. There was discussion on how many occurrences would create a "trigger". We also questioned what the company considered an occurrence of an 18 hour shift. Would 1 person, calling in sick, trigger two occurrences of an 18 hour shift? Since 2 people were working the 18 hour shift? Or would the 1 vacancy be considered an occurrence? It was clear to me that 1 vacancy would cause 2 occurrences of 18 hour shifts. Which was the company's original Operations Standby "trigger" from the voted down last, best and final proposal the company had made previously. Which is what they referenced when we asked how many occurrences would be considered the "trigger".

It became clear to us that the "trigger" we were talking about, and the "trigger" they were referring to were two different "triggers". They were referring to Operations Standby, and we were referring to going to an 8 hour shift.

Our International Rep. pointed out that 8 hour shifts is going to happen, and we are trying to avoid that. We believe wholeheartedly, that if you, our Operations were given the chance, that shift coverage would be handled to avoid the 8 hour schedule, if indeed that was your desire. We believe wholeheartedly, that if the front line supervision were given the opportunity to properly schedule the shift teams, that short term vacancy's would not lead up to an 18 hour shift being worked. We simply asked that you be given the chance to handle their concern, and to take a leap of faith, with you the operations personnel. And that if the "trigger" was hit, then we would go to 8 hour shifts. Unfortunately, that was not good enough for this management group. They insisted, that to continue on with 12 hour shifts, operations standby as the result of a "trigger" was absolutely necessary for them. They stated, "We need a way to deal with them not answering their phone". That is a direct quote from the meeting.

Article 19-7, in our opinion, is the resolution if there is an issue with 12 hour shifts. We do not agree that placing operations personnel on a mandatory, unpaid standby where you are subject to discipline if they are unable to reach you, should trump Article 19-7.

We then moved into the issues of the 8 hour schedule. We believe that hours of work is a bargainable issue, the company disagrees. However, we are currently negotiating a new contract, an open contract, and it is our intention to discuss the 8 hour shift schedule at that table. We also have to questions of how shutdowns and turnarounds will be scheduled, how overtime will be filled (scheduled) and other effects of the change. We requested the company to give us a proposal of an 8 hour shift schedule if they had one, and they did not.

To summarize, we brought 7 (seven) proposals to the table, the company brought 0 (zero) and gave us not a single counter-proposal.

Awaiting Dates

2009-09-07T09:07:00.000-05:00

As many of you know, we are currently waiting on notification of the next dates for our continuance with the ongoing contract negotiations. We will inform you as soon as we are made aware of the new dates.... Your Committee

Reminder

2009-08-31T17:00:00.000-05:00

REMINDER:
Tomorrow at 4:30 p.m., until 6:00 p.m. we will be having our regularly scheduled Membership Meeting, as well as an update on the ongoing Contract Negotiations. Please make an effort to attend.

August 26th, 2009 Update

2009-08-26T18:42:00.000-05:00

To our membership,
Today was the last day of the 3 day session of contract negotiations between USW and COP. Let me start out by saying that although we didn't complete the process, progress was made in the dialogue to the point that we will be meeting in September for another 2 or 3 day period in an effort to reach a tentative agreement.
As you may recall, the company, during this period, has refused to designate any agreement as a "tentative agreement". They actually said they would not. However, that doesn't mean that dialogue cannot take place, as it surely did. The problem for us is that without it being reduced to writing, we still don't know exactly how the language will read, which is a problem.
Nevertheless, we spoke on the N, O and P proposals at length. It appears that the company may be willing to make some change on those.
First on the N proposal, which limits the time a person can work up to a supervisory position. Currently, the contract allows a person to work up for 1/2 the length of the contract. This creates problems for our membership, namely in operations. As you all are aware, it has had a negative effect on operations due to them being mandatoried to cover others working up. First, we had to define what "working up" was. The union and company agreed that T/A operators and Lead T/A operators, special assignments and trainer were NOT working up positions. APS, OLMC, MTL and Planner/Scheduler, these are "working up" posititions. The company maintained that they needed the time to evaluate people they need for supervisory positions. That was their stated position. The result of the dialogue was that in the future, a person would be able to "work up" to a supervisory position for a total of 24 months on a lifetime basis, rather than over the course of the contract. After 24 months, if a person continues to "work up" they would lose their seniorty. Additionally, the union will be getting a report of all the "work ups" including a highlight of those who are getting close, so that they will be informed of the risk they are facing. This agreement, if it is ever reduced to writing by the company, would apply to operations personnel. The reasoning it would only apply to operations is because that is where the problem lies.
The other two proposals, there wasn't much change in the company's position. We switched gears over to direct hire/bidding with qualifications/apprenticeship at that point. The company spoke on bidding the Insulator/Painter and Pipefitter positions as they do currently. Then they spoke on bidding with qualifications on the other 3 crafts, Instrumentation, Repairmen and Transportation. Then they flipped that over today to saying they wanted to "direct hire" those crafts, which caused confusion for us. There is a big difference between bidding with qualifications and direct hire. Additionally, we don't believe that the Transportation job is so high tech, that our operators aren't capable of learning it. As evidenced in the fact that it takes approximately 30 days for a Transportation worker to be qualified to work on the carry deck. They then do on the job training and basically learn by practice on the bigger cranes. We believe that the Transportation, Insulator/Painter and Pipefitter positions should be available to bidding without qualifications. As you know, that was what was accepted at the Billings Refinery.
Then the company stopped short of a spoken agreement, and stated that at this point, we have to discuss fatigue and standby. We pointed out that our membership has mandated us to get a contract and that standby was unacceptable. The company did acknowledge your voice by saying that the vote we had on their last best and final was overwhelming, but they stated that their last best and final was what they needed, and that they want to try understand your concerns and try to satisfy your needs as well. However, they stated that as long as we run on 12 hour shifts, there will have to be operator standby.
After this exchange, your committee went to caucus and dinner and determined that the company was going to hold this contract hostage for standby. Lets be very clear here, when they talk about fatigue, they absolutely mean operator standby. As long as standby was the issue, we would never be able to get a contract. We determined that short of going on strike, the right thing to do was to invoke Article 19-7, which is to end the 12 hour agreement on January 1st, 2010. That is not the end and all of it. The articles states, "the two sides will meet within 30 days of the notification in an attempt to resolve the issues surrounding the 12 hour shifts." What this gives us, is the opportunity to work out the 12 hour shift problem with their demand for standby. Another reason this action was taken, is the fact that Article 19-7 also states that we have to give the company notice 30 days prior to Oct. 1st. As of today, we had 5 days to do this. The result of this is that operator standby is no longer a barrier to getting a fair and equitable contract.
The company then came to us and said that this doesn't satisfy all of the issues with fatigue. They proposed to us that the language in the contract that allows for vacancies being filled by voluntary overtime, allows for represented people to take overtime on the 14th day, thus defeating the 13 day rule. We took some time and after much discussion, we agreed to making the change necessary to comply with their 13 day rule. We did state that the only way we would agree to it is that there can be absolutely no exceptions. The contract currently states that in an emergency, or if someone has a specialized skill, they could ignore the rule. We stated that that would have to go away. In other words, we demanded that management could not have the liberty to violate the 13 day rule for anyone, especially in a pick and choose manner. It creates a level playing field, and applies to all, not just operations or maintenance.
With that, the company stated that the fatigue issue is satisfied. Like I said earlier, none of this is in writing, and we are no where near completing this process. However, progress on getting a contract is still possible, and that is what we are working towards.
More information will be availabe this Tuesday at the regularly scheduled meeting starting a 4:30 p.m. and again at 6:00 p.m. for our daylight operations personnel. We encourage everyone to attend for more details on this 3 day session as well as the 8 hour shift notification.
Sincerely, Your Committee

Update for August 25th, 2009

2009-08-25T23:27:00.000-05:00

To our Membership,
Today was another long day of dialogue between your committee and representatives of the company. We started at the hall at 8:00 a.m., met with the company at 9:00 a.m., and finished todays dialogue at 9:15 p.m.
The day began where we left off, discussing the remaining issues. It is difficult to ascertain where the negotiations stand, since the company hasn't offered a single written proposal. The difficulty, for us, arises from the fact that we have nothing to digest. To illustrate the difficulty, it is similar to, say, and operator starting up a new unit without even a written procedure to work from. And as you can imagine, the conversation sometimes flows in and out of different issues.
The positive is that there is communication taking place. Having the opportunity to express your will, your concerns and your needs is good. Whether the company cares or plans on responding to your cares and concerns, is another story. That is what we are trying to determine.
Tomorrow is the final day of this 3 day session. I will issue another update tomorrow night, and it is our intention to meet with you all very soon to give you a live update.
Take care, ................ Your Committee

August 24th, 2009

2009-08-24T21:58:00.000-05:00

To Our Membership,
Today, Monday August 24th, began a 3 day meeting between representatives of the company and your committee. We started our day at the hall at around 8:00 a.m. and finished the day of negotiations at 8:30 p.m.
Our plan is to begin again at 9:00 a.m. tomorrow morning, until ??? It is our hope, that this 3 day period will bring this process closer to a tentative agreement, that you will find satisfactory. We, as always, appreciate the support you have given us, and I have returned as many calls tonight as I have been able to.
To summarize the day, I would go back to a post I wrote earlier on in this process. It is vital that you, our membership, keep in mind that proposals are exactly that, proposals. Until both parties reach agreement on the language of the proposals, it remains just a proposal. Once both parties agree on the language, the proposal then is transferred over to the title of "tentative agreement". In the meantime, wording, as well as the intent of the language, changes. Sometimes subtley, sometimes profoundly. Sometimes it takes days, and hours, and in our case, weeks and months to make progress. Sometimes it takes minutes and seconds.
Today, the majority of the focus was centered on Union proposals N, O and P. As you recall, these 3 proposals centered around the time a represented person "works up", the effect on a represented employee by another represented employee "working up" and supervisors doing bargaining unit work.
Although we ended todays session without a "tentative agreement", the general consensus is that progress was made, if anything, in having the opportunity to explain the basis for your concerns. As you know, these proposals weren't simply grasped out of the air. There is a valid reason, a valid concern for their creation. Had there been no burden placed on you, our membership, there wouldn't be an issue. Communicating the issue is sometimes a difficult task, to explain things in a manner that is understandable. Especially when there is very little trust by either party. As you are all well aware, the company is first and foremost, going to do whatever it takes to protect their interests. Regardless of how it affects our members. They are driven by "numbers" and "flexibility". I have come to find out that if the word "flexibility" is used in a sentence by management, it is going to result in some sort of "rigidity" for us. Thus far, that has been the case every time.
We will continue to represent you to the best of our ability and we simply ask that you continue to work in a safe manner, and maintain the professionalism you always do. One thing that makes this committee proud is that there is absolutely no question of your committment to doing your jobs well, no question of your integrity. We thank you for placing your faith in us, and will do our best as always for you. Take care.... Your Committee

Reminder

2009-08-11T21:19:00.000-05:00

Just a reminder to our membership that your committee will be resuming negotiations with representatives of the company on Aug. 24th, 25th and 26th.
Continue to stay focused as you always do, watch out for each other daily and stay safe, at work and at home.

For Immediate Release

2009-08-05T22:55:00.000-05:00

Union blasts industry group for failing to get serious on refinery safety
Contact: Lynne Baker, USW Communications, (o) 412-562-2446 (c) 615-828-6169 or Gary Beevers, USW International Vice President, (o) 409-838-1972
Pittsburgh—The United Steelworkers (USW) withdrew from talks today with the American Petroleum Institute (API) and the oil industry over the development of two new American National Standards Institute (ANSI) standards for process safety performance indicators and fatigue. Discussions regarding the consensus standard were initiated at the suggestion of the Chemical Safety Board (CSB) in the aftermath of the catastrophic explosion and fire at BP’s Texas City refinery in 2005.
The API excluded environmental and public interest organizations from the committees developing the standards and severely weighted the process against workers by giving one vote to each of the 22 oil companies and one vote to each of the three oil workers’ union representatives. “After months of very little progress, we found the API and the industry did not understand the meaning of consensus,” said USW International Vice President Gary Beevers, who is in charge of the union’s National Oil Bargaining program. “This industry will simply not get serious about developing standards that have real meat in them and reflect a true consensus,” he added.
Beevers added that the process was too severely weighted toward the oil companies to build a consensus around standards that would keep workers and refinery communities safe. “These oil companies try to get by with as few regulations and mandates as possible; we want a fair playing field.”
One contentious issue at play in the talks involved public reporting of safety indicators. Union officials and refinery safety advocates are demanding that all safety failures be reported publicly so refinery communities can be aware of problems and refiners are able to learn from each other’s mistakes.
“The API and the industry fought us on the level of transparency and public reporting of incidents,” Beevers said. “They said they would report major events, but after a trial period, they would do blind reports of safety system failures. That does not cut it. There must be reporting of all events, major and minor, to hold these companies accountable for their approach to safety and to enable them to learn from each other’s mistakes.”
Another major contentious issue is open positions. The API and the industry have refused to commit to reducing the number of open positions filled by overtime hours and the amount of overtime worked by individuals. In addition, they refused to set reasonable limits to the number of consecutive days worked and to establish the amount of rest time after consecutive days and hours worked. They say it is a management rights issue, and their solution is to force overtime on those who are not working a lot of it now.
“Haven’t the API and industry learned anything from the 2005 BP Texas City fire and explosion?” Beevers asked. “Fatigue was a major contributor in that catastrophic event. How many more Texas City-like disasters have to occur before the industry learns it has to get serious about worker fatigue?”
The API recently issued a statement that the injury rate for refinery workers is lower than in comparison to workers in other manufacturing sectors and that refiners are effectively engaged in process safety.
“The Bureau of Labor Statistics data is misleading because it doesn’t account for the injuries, illnesses and deaths of contractors on the job—only refinery employees,” Beevers said. “A low injury rate is not indicative of a safe workplace. Take BP’s Texas City refinery, for example. It had a low injury rate at the time of the 2005 explosion and fire. Yet, investigations afterwards revealed that their safety was lacking, the PSM standard wasn’t followed, and the company didn’t regard or learn from its previous safety investigations.
“If refiners were actually adhering to the PSM standard we wouldn’t see leaks, equipment failures, releases, fires, explosions and other process upsets on a regular basis,” Beevers said. “The last survey of our members and OSHA’s National Emphasis Program on refineries confirm this. OSHA said its inspectors repeatedly saw similar problems at the refineries it inspected and recently sent letters to managers at more than 100 refineries urging them to comply with the PSM standard.”
The USW plans a comprehensive campaign to get the fatigue and PSM standards recommended by the CSB.
“We have to take such action to protect workers’ lives because the industry repeatedly shows it isn’t willing to take serious measures to ensure the safety of our people and of the community,” Beevers said.
The USW is the largest industrial union in North America and has 850,000 members in the U.S., Canada, and the Caribbean. It represents workers employed in metals, rubber, chemicals, paper, oil refining, atomic energy and the service sector. To access the 2007 USW survey on process safety go to www.oilbargaining.org.

Tonights Membership Meeting

2009-08-04T22:41:00.000-05:00

Tonight, we had our monthly membership meeting. Our International Representative was present to discuss the latest developments concerning the USW/API/Oil Industry effort to come to an agreement concerning an industry wide fatigue standard. Many of you may have received notification from our International apprising you of the decision by USW to pull out of the effort. As our leaders put it so succinctly, the oil companies simply don't want a standard with and "meat" to it. What they want is an agreement to satisfy the Chemical Safety Board, but with as little impact on them as possible, no responsibility, and no accountability.
How is this turn of events going to affect the negotiations ongoing? I'm not completely sure. We'll just have to wait and see Aug. 24th-26th.

Update for July 13, 2009

2009-07-13T19:37:00.000-05:00

To our Membership,
Today, your committee once again met with representatives of the company in an effort to achieve a tentative agreement that we believe we can bring to you with our endorsement. The meeting started at 10:00 a.m. with some changes. In addition to the usual suspects for the company, they were joined by John Rosetti (sp.?) who is the head of Human Resources for the company and the new spokesperson for the company, Steve Ziemer, who is from Houston HR, and the new plant manager, Pete Stynes.
Your committee was somewhat surprised by this change, this late in the game. However, your committee believes wholeheartedly that at this point, any thing that can help with progressing this process is welcome. The Federal Mediator asked the Union to speak first, summarizing your vote. Which we did. Additionally, our International Representative spoke at length on what the remaining issues are on the table. The new spokesperson for the company restated what the company says is their position concerning the 24 hour rolling extension and the $1,000 Ratification Bonus and $1,500 Health care offset and retroactive pay. That position as you know is that they believe that they can arbitrarily change the agreement we had and not pay those items. We maintained our position as well.
There was much discussion, once again, on their issues. Our Rep. very passionately pointed out that we have 6 outstanding items that may not seem important to them, but is important to us. We believe that the company needs to address our proposals in a manner other than "Not interested".
The company (Pete Stynes) stated that the "core" of their two remaining proposals remains. Those two "cores" being Fatigue Standard and Direct Hire/Bid with Qualifications. He stated that he wouldn't be in any meetings with the negotiations past this one, and took his leave. After this, the union asked the new spokesperson if he had reviewed our proposals, and he stated he had not. The company at this time took a caucus (2:20 p.m.) The Fed. Mediator left and spent time speaking with the company. He returned with questions concerning Operations Standby. It was apparent that our issues still weren't being considered, so our International Representative, with the Mediator, went to the hallway with the new spokesperson. There was 2 and 1/2 hours of discussion at the table down at the end of the hallway. We were prepared for a late night, however, it became apparent to the those in the hall, that all of the issues could not be resolved in one day, and that time was needed by the company to review the issues, and be prepared to get back with us in a meaningful manner.
With that, the decision was made by those in the hallway, including the Federal Mediator to reserve dates for more meetings. With much schedule crunching by those involved, we were able to string 3 days together in an effort to move this process forward. Those dates are Aug. 24, 25 and 26.
Thank you all for your continued support and confidence. Your committee remains steadfast and determined to work for you. We are united in your concerns and as always, we are mindful of the effect this process has had on you and your families. We will update you as more information arises.
Your Committee

Meeting On July 13, 2009

2009-07-10T11:17:00.000-05:00

Your committee will be meeting with the company on Monday, July 13, 2009. It is our hope that we can begin to make progress. Further dates have not been established. I will post an update Monday evening.
My apologies on the lack of posts lately. I have been on vacation, and where I was at, I couldn't get a connection to the net. Take Care... CC

13 Hour Poll Results

2009-06-25T19:11:00.000-05:00

Today's 13 hour poll results are listed below:

Reject: 95%

Accept: 5%

There was record participation turnout in excess of 90%.

A big thank you goes out to you from your bargaining committee.

Oil Worker Issue #8

2009-06-25T13:33:00.000-05:00

The new issue of the Oil Worker Issue #8 has been published today on the USW website. If you have the chance, read it to find out about the problems and hurdles that face our union workers in the oil industry, around health and safety as well as contract negotiations at other locations, including ours.
http://www.usw.org/media_center/publications?id=0071

!!!Reminder!!!

2009-06-23T21:09:00.000-05:00

************************REMINDER***********************
THE 13 HOUR POLL ON THE COMPANY'S PROPOSAL IS SCHEDULED FOR TODAY STARTING AT 6:00 A.M AND LASTING UNTIL 7:00 P.M.

To My Fellow Operators

2009-06-17T17:44:00.001-05:00

To My Fellow Operators,

Greetings from your Chief Steward. I would like to take a few moments to speak directly to you. I have been representing you now for close to 3 years now. Being of service to you has been one of the most satisfying experiences of my life. People have asked me why I would volunteer my personal time to this job. They ask me why would you want to do this "thankless" job. Well, I can happily report that this job isn't "thankless". I have received so much support from you all, that this job has given me great satisfaction and personal joy in performing it.

We have faced many challenges, and gotten through them together. When I started this position, the company was well on it's way in their attack on our way of life. The Lead Operator position and Utility Operator position were being eliminated. Around this same time, the old practice of operators working up to such jobs as S&OH, area planner, area scheduler and other similar positions was discontinued in an effort to force us into the one job management wanted us to work, the area production sups. Any positions that operators at one time sought as a career destinations were gone.

Other changes took place, such as placing all accountability and responsibility in regards to the permitting process solely on the operators. Some areas saw major changes made to the the unit jobs themselves, where some were combined or portions of one job put onto another job. The company even had people working jobs that had not finished their training on that job. We filed OSHA complaints, for we felt that was unsafe.

During this time, we saw our membership overwhelmingly vote to get out of the VPP process, due to managements total disregard for our safety concerns, including under staffing. Under VPP, OSHA wouldn't come to the plant to investigate the problems, and because management would ignore the bargaining committee, the JH&SC, and the individual employees themselves, we had no choice but to put the question of continued VPP membership to a vote. It was an overwhelming vote to discontinue our participation in that effort. As you may remember, the VPP process is a process designed for a plant where good relations between the Union and the managment exist. I have never seen that here at this plant.

In 2008, we tried to bring the total disregard for your concerns around managements refusal to honor the contract language on Bought Vacation to the Human Resources representatives. "Human Resources", they should rename that department to "Company's Interests". One of the HR members told me that maybe we could work this issue out, I said great. He said what am I going to get out of it? I said what do you mean? He said I want a Standby Agreement. That ended that meeting right then and there.

And now here we are in 2009. The extended campaign against the operations personnel has continued on into these contract negotiations. We have, in my opinion asked for very little from the company. Most of our proposals have been ignored, or rejected outright. And yet, the company wants to make changes that will have a negative affect on your family and personal lives. I personally feel outraged.

If you feel this outrage too, then you now have the opportunity to voice your outrage. I am asking all operators to exercise your right to vote as members of the union. I am asking you to choose a time and come to the Union Hall on Thursday, June 25, 2009 between the hours of 6:00 a.m. and 7:00 p.m. and vote down this bad and unfair contract proposal. Those of you who read this blog, I ask that you remind all of your coworkers to come and vote. Let those who may be on vacation, or off work sick know that the vote is taking place. The company has ignored the operations personnel of this refinery for years. An overwhelming vote of NO cannot be ignored.

In solidarity and service,
Your Chief Operations Steward

Yard/Vehicle Signs

2009-06-17T17:23:00.000-05:00

Greetings,
The Yard/Vehicle signs that were created by the Sign Committee led by our North Plant brothers have arrived. If you would like a sign, visit the Union Hall and pick one up, or seek out a steward. Our gratitude to those on the committee. I've heard through the grapevine that a letter has been put out condemning our signs, which means that the effort was a success.
CC

Informational Meeting/13 hour poll

2009-06-16T17:58:00.000-05:00

*********************************************************
Informational Meeting on Wednesday, June 24th, 2009 at 4:30 p.m. and 6:00 p.m.
*********************************************************
13 hour poll on the company's proposal will be held on June 25th, 2009 from 6:00 a.m. until 7:00 p.m.
*********************************************************

Update for June 15th, 2009

2009-06-15T13:50:00.000-05:00

To our membership,
Today, your committee met with representatives of the company at 10:00 a.m. The meeting began with a rundown of the outstanding issues on both sides of the table. Our goal, as has been throughout these negotiations was to negotiate an acceptable tentative agreement that we believe you would be able to ratify. Unfortunately, that was not the case.
The union asked the company if they were aware of the fact that the Lake Charles table and the Bayway table had pulled the fatigue standard crap from their tables and had reached tentative agreements, and we were told they didn't care about what was happening at the other locations.
We spoke on our proposals, and why we believe that they are valid. We asked why the company has refused to give consideration to our proposals. Their response was that they felt that the union proposals added cost. We pointed out that our Advanced Operator proposal would actually save them money, according to the information request concerning how many people worked up, and how many people were out as "day light" operators. Still no interest on the company's part. The company hasn't made any changes or counterproposals since April 30th, 2009.
As you know, the company has reneged on the 24 hour rolling extension with a 48 hour notice by either party to cancel the rolling extension with no negative impact on National Pattern or bonus and we believe that is in violation of the National Labor Relations Act.
The company remains close minded to your concerns. There has been no attempt on their part to satisfy your concerns. They maintain that the Fatigue Letter is still needed for them to deal with the effects of the possibility of a Fatigue standard coming out. We maintain that Article 19-7 exists for that very reason. We also have the Advanced Operator proposal on the table as a possible solution.
Your committee still maintains and believes whole-heartedly, that there is room for an agreement, room for compromise. However, one side can't accomplish this. It takes both sides to do that. It appears to us, that the company still doesn't think we are speaking for you. So your committee is bringing this negotiation process to you, our membership. It is time for your voice to be heard, the democratic way. Your committee will be placing the company's proposal up for you to vote on, with the recommendation that you vote no.
Stay strong in your convictions, continue to support the bargaining committee, and watch out for each other in the spirit of Union Solidarity.
Your Committee

Meeting on Monday

2009-06-12T17:00:00.000-05:00

Your committee will be back at the negotiating table on Monday, June 15th, 2009. It is our hope that we can continue to strive for a tentative agreement which we can bring back to you our membership, with our endorsement. I will update this site Monday evening with a summary of what takes place.

From the Lake Charles blog:

"Leon called and said that the company and local have completed discussions on all 49 proposals.I don't have the additional TA's because I am back in my unit, but I do hope to get those items and get them on the blog by early next week.Later"

Congratulations to our brothers and sisters in Lake Charles.

Update for June 2nd, 2009

2009-06-02T20:42:00.000-05:00

Fellow Members,
It's been a busy few days for your committee. Yesterday, we met with the company and continued the negotiations process. The dialogue centered around the confusing information the company has been putting out. The company was asked when they decided to end the rolling 24 hour contract extension. The agreement, as you know, was that the expiration date of our contract renews itself everyday until one of the two parties gives 48 hours notice that they are ending the rolling 24 hour extension. The company stated that they have NOT ended the 24 hour rolling extension. Which is where the confusion comes in. They stated that the ratificaton bonus is off the table. How can it be off the table, when we have 14 days past the expiration date of the contract? A contract that hasn't expired yet, due to the rolling 24 hour extension?
The company had stated, as you know, in a letter that if their company handout titled last, best and final offer wasn't ratified by May 6th, then we "risk" losing the bonus and retroactive pay. They also stated in that letter that if the handout wasn't ratified, then all proposals within the handout would be off the table. Still more confusion. When they discuss their proposals, it is difficult to understand what proposals on their part they are talking about. The union never agreed to this May 6th date, it was basically a date that the company grabbed out of the air. Does it seem to you that the company is trying to back out of an agreement concerning the rolling 24 hour extension? Surely not!
Today, the 13 hour poll was conducted for the local positions, as well as the Clerks positions. We also had our bargaining unit meeting where we went over the events of the negotiations as discussed at the informational meeting yesterday, followed by the monthly Membership meeting. Some good news was there were 5 entries for the scholarship essays for our future college kids, and all of them were fantastic. What a blessed initiative our local has for our kids. The results of the elections should be posted soon either at the hall, or on the Official Local website.
Our next date to meet with the company, as well as the Federal Mediator is June 15th. The next meeting after that is scheduled for July 13th.
Your continued support of your committee is again, appreciated. Not a day goes by that we don't hear words of strength, unity and confirmation from you. Stay safe and focused on your jobs and your family. Because after all, our families are the reason we work. We work to live, we don't live to work.

Lake Charles Contract Negotiations

2009-05-31T11:10:00.000-05:00

Local 13-857,
Our brothers and sisters in Lake Charles have begun contract negotiations and it looks like things are progressing well. They have a great blog set up to update their membership also, if you are interested, it is located at: http://usw13555.blogspot.com/
There is even a letter in support of Ponca City, and it is greatly appreciated. There is also links to PDF documents which show the different proposals for their plant.

Meeting Announcement

2009-05-30T21:39:00.000-05:00

We will be having an informational meeting this Monday, June 1st, from 4:30 p.m. until 6:00 p.m. to update you on the status of the contract negotiations. Please attend this meeting if possible.

Quality of Life (From the People who gave you "The Weekend")

2009-05-21T00:36:00.000-05:00

It is difficult to explain the importance of maintaining our quality of life as frontline workers to people who don't know what our jobs are like. Now, I must qualify this statement by saying, I am grateful for the job I have. I am also grateful for the Union I serve, and all those who came before me, and fought for the conditions I enjoy today. Conditions that I took for granted for many years.
Over the years, I have watched and experienced the working conditions I am in, deteriorate at an alarming pace. The first major change was when the powers that be decided to eliminate the utility operator position. That was a position that was established when the company decided that this refinery needed to be on a 12 hour shift schedule, and the question of quality of life was brought up. It enabled operators to be able to take time off, and have a ready replacement in case of illness. It also was instant help in times of unit problems. And as we know, unit problems in an oil refinery can include fires and explosions. It can also mean injury, and at the worst, as we have experienced it can mean death.
Then, the Lead Operator was eliminated, illegally as far as I am concerned. Unfortunately, the company refused to arbitrate this issue, and we have been forced to pursue it through the courts. I wonder why, if they are so sure that the elimination of our Lead Operators was within their rights, why they refuse to arbitrate it? The effect has been profound. The leadership of the operations teams has suffered. The company then put these area production superintendants on each team in each unit, and as we know, it has seen mixed results. At first, they were no where to be found. Going from meeting to meeting, and the onshift leadership was just gone. Even on our permits, the most important communication tool we have, a tool that outlines safety and personal protective equipment, the necessity of the Lead Operators signature was passed on to the operators. To make matters worse, the portions that required a Safety Man's signature and review was removed, and again, given to the operators.
The pattern has been remove the responsibility and accountability away from the salaried people, and place in on the hourly personnel.
When management is questioned about the lack of staffing, the skeleton crews that are now running these units, their response is, "We do not staff for emergencies". I wonder why that is? Is it that "risk management" garbage? It is amazing that they care so little for their workers, and so much about their TRR (Total Recordable Rate) Can't have a bad safety record, but we can't have enough people to do the work either.
And now here we are in 2009, and the new one is this operator standby. The claim is that it won't go into effect unless there are a certain number of shifts that occur, where the vacancy is unfilled. They say, as long as people come out, we won't have to use it. So what happens in a year or so, when they decide that there are too many replacement numbers? And they decide to just cut numbers like we always see them do? Or when they decide to put maintenance on standby?
It is hard to fathom being disciplined for my actions when I am off the clock and at home with my family. The thought that I could be disciplined for not answering my telephone, on my time off, and away from the plant, while not being paid, is an insulting propostion to me. It says to me that my life, and my family's life is not as important as the salaried peoples life. It says to me that my wife and children are not as important as managements wife and children. Well, I disagree. And so does my family. And so do many of the frontline workers families.
Working in an oil refinery, with the inherent dangers of high pressures, high temperatures, poisonous gases, and cancerous materials, these are the realities of the job. The frontline workers of this refinery, whether they work in operations, maintenance, lab or technology, have always performed their jobs in as safe a manner as possible. The people I have met working here have maintained the highest level of professionalism that I have ever experienced outside of the United States Air Force. They are serious about doing their jobs right, well and safely. For their own sake, as well as the sake of their fellow coworkers. I am proud to be counted among you, brothers and sisters of Local 13-857.

Never forget those whose lives have been lost on the job.

The quality of employees will be directly proportional to the quality of life you maintain for them.-- Charles E. Bryan

Management doesn't seem to understand the importance of the human factor.-- Charles, Prince of Wales

The superior person understands rightness; the inferior person understands profit.-- Confucius

Tuesday May 19th, 2009

2009-05-19T19:07:00.000-05:00

Update: This morning, your committee met with company officials at 10:00 a.m. The company went over our revised proposal around seniorty and bidding/bumping. They asked a few questions, then rejected our proposal. Following that, there were some questions on our part, that went unanswered right up until 12:00 p.m. Due to the time restraints of the Federal Mediator, it was agreed that the two sides would return to the table on June 1st, 2009 to resume the negotiations.

Also, we are going to have an informational meeting on June 1st, 2009 at 4:30 p.m. until 6:00 p.m. as has been the custom, in order to give you, the membership, a live update, and to answer any questions you may have.

Thank you again for your unwavering support. It is vital that we continue to maintain our professionalism, even when opposing forces do not. I am proud of the people I am serving on this committee with, and appreciate you, the membership. We will continue to serve the mandate you have bestowed upon us, to work towards a collective bargaining agreement we believe you can support.

Monday May 18th, 2009

2009-05-18T20:06:00.000-05:00

Update: Today, your committee was prepared to meet all day with representatives of the company with the ultimate goal of reaching a tentative agreement on a contract. The company notified us at around 8:00 a.m. that they wouldn't meet with us until 1:00 p.m. We arrived at the meeting place and were informed that tomorrow, the company wouldn't be able to meet with us until 10:00 a.m. until 12:00 p.m, although we requested meeting with them at 8:00 a.m. As you know, scheduling the company, the Federal Mediator and our International Representative can be difficult due to conflicting schedules.
At the 1:00 p.m. time, the company came to the table and had some questions surrounding our proposals. We answered their questions concerning the proposals, and were immediately informed by the company that they weren't interested in our proposals. We requested a caucus, and spoke with the Federal Mediator. Upon hearing his opinion, we informed the company that we needed some time to return to the Union hall in order to work on our proposal in an attempt to find common ground. This was at 2:30 p.m.
We worked very hard on our new proposal around the company's desire for direct hire, and our desire to maintain our bidding and bumping rights, as well as our seniorty language. Of course, the fatigue letter proposal the company desires is still on the table also. We returned to the company at 4:30 p.m., ready to meet. The company representatives returned without the Operations Manager and the Maintenance Manager. We asked if they would be with us later in the evening, and we were told no. They wouldn't return until 10:00 a.m. tomorrow. So, with that, we presented our new proposal, and went over it. We answered any questions the company had, and at that point, the Federal Mediator stated that tomorrow, the company would be in the position to respond to our proposal. That concludes tonights "update".

Your committee shares your concerns considering the company's obvious direction. We do realize, and you have heard it yourselves from management, that the Operations Standby is definitely a part of their Fatigue Standard remedy. Knowing that operations personnel who have traditionally passed on the bidding of maintenance positions would be more apt to want to leave operations due to the effect of the Operations Standby, the company wants to change the established language around bidding and bumping to restrict our decades old bidding rights. This is hard for your committee to comprehend, when we have been informed that all the other contracts have either added new apprenticeship language, improved apprenticeship language or committed to existing apprenticeship language. So, why us? Why have they pulled the Fatigue letters off of the other tables and not ours? I certainly wish I could explain it to you, unfortunately, I don't have that answer.

One last thought, totally unrelated to this update. I had a good friend who passed away last year named Ron. A good man who worked at the American Legion home as a teacher. I was talking with him one night about a topic that eludes me at this time. What I do remember was statement he made to me, actually it was more of a question. He said, "Who is the insane one? Is it the insane person? Or is it the person trying to reason with the insane person?"

Take Care,
Your Committee

Meeting Set

2009-05-14T22:53:00.000-05:00

Membership,
I found out today that your committee will meet with the company Monday, all day, and then again Tuesday morning. We will communicate any new developments as they occur.

Stay Strong

2009-05-13T22:30:00.000-05:00

Membership,
Our struggle has now gone past the original contract end date by 43 days, and your committee is as committed today as we were back in February when this process began. We shall remain strong in our convictions. What is 43 days when you compare it to the rest of your career, and the path that your career takes? What is 43 days when we consider that our children may follow our path into this career path? What kind of legacy, what kind of conditions do we want to leave with them?
We are here. This is our home. Most of the people who are wanting to make these changes are transients. They are here for a short time, then move on to their next "ladder rung". But not us. It's almost offensive, when one of these types says, "I want you to have ownership in your job." Who has more ownership in our units, labs and crafts than us?
That is what is so frustrating to so many. The utter lack of respect for the jobs we do. The exposure to cancerous materials. The hazardous processes we operate in as safe a manner as possible. And then to have this version of refinery leadership decide they are going to attack our seniorty, attack our quality of life, attack even our time away from work.
Is it just me, or does the prospect of receiving disciplinary action while I am off the clock with no pay just ludicrous? And where else would that kind of precedence lead to?
We have surpassed 5,000 hits on this website. I appreciate your interest in these updates. Stay Strong Brothers and Sisters.

A Well Thought Out Comment

2009-05-11T22:16:00.000-05:00

Membership,
As you know, the comments feature on this blog has been disabled, due to the infiltration of "anonymous" management types. I know it was obvious to most, but it was still a decision that was made to maintain the integrity of our message to you.
However, there was a very well thought out comment that I wanted to place front and center on this blog. It is a comment that in my opinion, exemplifies the result of what can happen when a Union Member is educated on the issues, and comes to realize, just like I did, that the Union does exist for people.
Like Cesar Chavez said, "The fight is never about grapes and lettuce, it is always about people." Here is that well thought out comment:

After going to this meeting tonight, I see no way we can agree to not let our committee work for us. We are blessed to have them. As we began this process, I must confess that I was not fully committed to standing along side you, my brothers and sisters. Please forgive me-tell me what a coward I am if you feel the need.As to the atmosphere of fear which I know we can succumb to, let's choose to not go there any longer brothers and sisters. The only fear I now have is giving the power to our employer to not be held to an agreement. Do we want them to exact any seasonal whims upon our livelihood? We risk our lives daily to keep our company profitable and safe-I resent that being questioned by how the process is being neglected by "last and final." What we would ask for is not unreasonable for the risks we work under. I also realize the way to be committed to my brothers and sisters is to get active in our union. Forgive me for being so critical in the past. I can say now that the more any of us learn about what we have together the more we can stand as ONE.
Posted by Bob Clark to 2009 USW/ConocoPhillips Contract Negotiation Update at May 5, 2009 7:29 PM

Seniority

2009-05-10T20:07:00.000-05:00

Seniority:
One of the most basic employee protections in organized labor, is the rule that "…promotional and other in-plant opportunities and job security should increase in proportion to length of continuous service."

So, why is that important? Seniority, by and large, is the foundation of a strong contract. With Seniority, your job security is protected by your length of service time. The more seniority, the longer your service time, the better chance you have of remaining employed. as you can see in this facility, lay-offs are a real threat. It is also the determining factor as far as bidding and bumping rights go.
Article 20-1 currently states: Providing an employee has the necessary qualifications, seniority rating as defined in Article 20-2 shall be the determining factor for bidding and bumping.
The company wants to change that language to read: Providing an employee has the necessary qualifications, as set and determined by the company, seniority rating as defined in Article 20-2 shall be the determining factor for bidding and bumping.
What is significant about this change? Let's take a look behind us, to see what is in front of us.
Between the years of 1998 to 2000, the company attempted to re-define the definition of qualifications midterm. In the company's letter on April 22, 1998, qualifications means qualifications to bid, bump or disqualification from a job held. Here is an excerpt: In our view, the time and cost associated with training or hiring "qualified" individuals can be managed better than we do today. Management will continue to determine and set the skill levels needed in all jobs, including qualifications needed to fill positions that come vacant and are posted for bid or where bumping would apply. Management will continue to determine when an employee meets the qualifications for the job. The CBA (collective bargaining agreement, or contract) states: "Providing an employee has the necessary qualifications, seniority rating... shall be the determining factor for bidding and bumping." Seniority is not eliminated from the process but management must look at factors other than seniority. Those factors will include, but not be limited to, possession of the skill level needed, or current knowledge of the job in question, or past experience, or whether an employee can, in managements view, get to the skill level needed with minimal training on job duties, or whether there are any attendance problems, previous or current disciplinary problems, or any work performance problems (including attitude and aptitude) etc. When, in managements judgement, qualifications are essentially the same among individuals, seniority will continue to be the determining factor for awarding a job. Management stands ready to answer any other questions the Union might have on the matter.
Two senior employees were disqualified for dubious reasons. Here is an excerpt from the March 8, 1999 letter from the Union to the company official: On Thursday, Feb. 25th 1999, two employees were disqualified as bidders on the Coke Still Cleaners number. This disqualification was based on the fact that both employees were currently in the company's progressive discipline program. The denial of these two employees bidding rights based on disciplinary problems is the continuation of the company's implementation of an April 17, 1998 letter sent to the union as notification of claimed "contractual" rights. The letter claimed those qualifications would supersede seniority rights for the purpose of "bidding, bumping and layoff." In response to this letter, the Union has filed grievance R98-17 and that grievance is currently in step four, arbitration, of our grievance procedure. The denial of these two employees bidding rights is a continuation of of the companys implementation of the of the April 17th letter. This letter is also a violation of Article 8, Termination of Regular Full-time Employee due to Force reduction, Article 20 Seniority, Article 34 Layoff and Recall; and any other articles found to apply.
Please consider this letter as step one of our grievance procedure. As Remedy, the Union demands the company refrain from violating our seniority rights as defined in our contractual agreement, and make whole all employees who may have been affected by such violations.
Here is an excerpt for the company's response to that letter: Satisfactory work performance is inherent to "necessary qualifications". Documented unsatisfactory work performance is grounds for disqualification of bid to be awarded, a position number in another progression unit. Individual #1 is currently in Step Two discipline due to unsatisfactory work performance. Further, the individual has yet to satisfy expectations regarding work performance inprovement set forth in the subject discipline. Therefore, individual #1 has yet to demonstrate satisfactory work performance commensurate with necessary criteria for the subject bid qualification rendering his bid un-qualified. This grievance was denied by the company.
This issue went to arbitration, and the arbitrator ruled that management did not have express language in the agreement to allow it to ignore the explicit contract requirement that the "sucessful bidder will be the one with the most seniority as determined my Article 20-2. the sucessful bidder will be assigned the number. This language is express language, i.e., clear and explicit. The parties agree that Mr. X is the most senior of the employees who bid on Position 31, Repairman progression. In consideration of the discussion and the finding, the arbitrator finds that the company violated the express language of Articles 3 and 20 as it pertains to the grievance of Mr. X. Further on in the decision it says: The company violated the express language of the agreement when it disqualified Mr. X's bid. He should have been assigned to position 31 on May 24, 1999. The company is directed to promote Mr. X to position 31, Repairman progression unit effective May 24, 1999 and to make him whole for all pay, benefits, overtime opportunities and other rights he would have received but for the company's violation of the agreement. Entered into the 18th day of April, 2000 in Norman, Oklahoma.
One of these employees was disqualified for a letter of discipline, received for an argument that he had with a supervisor. The second employee was disqualified, again, for a letter of discipline, for "work performance" issues. The third was disciplined for being in a step of the absence control policy. These letters are included in a packet at the hall, for anyone to come and see. These letters are not "power point" presentations designed to persuade. These are actual letters from company agents, union officials and an arbitrators decision to stop the practice. So, as you can see, 7 words added to our Seniority language, can have a major effect on our rights as represented employees. CC

Friday May 8th, 2009

2009-05-08T16:49:00.000-05:00

Today, your committee met with representatives of the company. Our goal, as always, is to come to an agreement on a new contract. The committee met at the hall, until time to meet with the company at 10:00 a.m. We met with the Federal Mediator, and presented to him, our modified proposals. As you know, we believe there is plenty of room for movement on both sides of the table. The only question, of course, is the willingness to work towards an agreement.
The company, through the mediator, expressed the need for time to evaluate our proposals, so they offered 1:30 p.m. as a time to return from lunch. We went to lunch, and then worked on some items until 2:00 p.m. We returned to the table at 2:00 p.m. and our International Rep, the Federal Mediator and a representative of the company spoke in the hallway. Our International Rep returned and said that negotiations would resume in a few weeks. So, until then, we are still on the rolling 24 hour extension.
Your committee remains steadfast and determined to bring you a tentative agreement which you will find acceptable. We appreciate your words of support, especially with the recent attempts at putting pressure on you by the company, to put pressure on us. Obviously, the company has underestimated your intelligence once again. Continue to remain united in solidarity. It is our strength, what one cannot do alone, many can do together..... Your Committee

Update for Wednesday May 6th, 2009

2009-05-06T11:06:00.000-05:00

Another good turnout at our meeting last night. Very good questions were raised, and we appreciate that. Currently, we are trying to set up another meeting with the company, and hopefully we can continue to work towards an agreement. That has been this committee's goal from the very beginning. Stay tuned for more information as it comes in, most likely it will be Friday evening. Thanks again for your support to this committee, and I look forward to seeing you all and talking with you all whenever you would like. CC

Meeting Tomorrow

2009-05-04T20:39:00.000-05:00

Don't forget.... Tomorrow, Tuesday May 5th, 2009, we will have our regularly scheduled meeting starting at 4:30 p.m. until 6:00 p.m. Our International Representative will be present at this meeting for an update.

Meeting set for Tuesday, May 5th, 2009

2009-05-01T19:17:00.001-05:00

The next USW Local 13-857 membership meeting will be on Tuesday, May 5th, 2009 at our regular time. This is our regularly scheduled monthly meeting. 4:30 until 6:00 p.m.

Update for May 1st, 2009

2009-05-01T18:59:00.000-05:00

After work, the committee met to discuss the company's actions of yesterday. This committee has every intention of continuing to try to bring you an agreement. These handouts were not an agreement.
The question was brought up by many people, "How can this action by the company be legal?" We aren't so sure it is. Currently, our International Rep. is communicating with our legal folks, to determine that. Never the less, we are still committed to reaching an agreement. That has been our intention and goal all along.
Some one asked the question, are we sure we can't have the vote Monday? Yes, we are absolutely sure we can't. First off, this handout isn't an agreement, which is what we are striving for. Second, if it were an agreement, which it is not, it would have be approved by the International leadership, prior to a vote. The informational meetings would have to be conducted, then the vote could take place. That is the process, there is no getting away from it. Not that we would be willing to do that anyway, and risk breaking the law ourselves.
We certainly appreciate those of you who have been supportive of your committee. It has been very refreshing, to hear the words of encouragement and strength. It certainly helps, keep it up. Thanks to all of you who have taken notes from these despiccable meetings, and turned them in. It's greatly appreciated.

Update #4

2009-04-30T22:37:00.001-05:00

*Seniority of temporary supervisors: The company has blown off your concerns around the effect of temporary supervisors on your lives. As you know, there have been instances of represented employees being forced to work overtime, so that a temporary supervisor could work up so that a supervisor could go bowling, or get some sleep because he was an auction all day. We simply believe that management should cover their own vacancies.
*Fatigue letter: the company said today, that the fatigue letter in the contract is necessary to fulfill obligations that may arise out of the fatigue standard currently being worked on industry wide. Again, and I can't stress this enough, this would include an operations standby policy, unless, the operations people decided to go to an 8 hour shift schedule. That was said today by the company. That is basically the choices they have in this offer. Their handout, of course, had an example of an 8 hour schedule. One of the crappiest ones they could find. When that was pointed out, they said there are crappier ones.
Also, their handout states that there would be policies for 8 hour workers, which is most likely around consecutive days worked.
*Lead Operator, Still Cleaners and Purchased Vacation: The company actually backed off on removing this language from the contract, due to pending litigation and arbitration. Too bad they cancelled the arbitration for the purchased vacation back in November. That issue could have been resolved already.
*Union proposals on Advanced Operator, Meal allowance, Supervisors doing represented work, restriction of represented employees being mandatoried due to the working up of a temporary supervisor all have been ignored by the company, as you can see.

That concludes your updates for tonight. Thank you for your attention, and your support. CC

Update #3

2009-04-30T22:10:00.001-05:00

So, what is different? What's in this that is new information?
*First, I'll start with 19-1, they added new language that states that probationary employees direct hired into a craft will receive the pay rate associated with the level of apprentice/craftsmen that they have qualified for through testing.
This is part of their direct hire push. What I question is why this doesn't apply to operations? What if an operator, who hires in with an associates degree, and tests out on a job, why don't they get pay? Is it not the same thing?
*Second, the language on summer hours, was changed from May to June. The company wanted to strike summer hours completely. They claim summer hours doesn't give operations time to prepare permits. We argued that operations is usually waiting on our craftsmen to come get permits, and that contractors usually come for permits starting at just before 7:00 a.m. anyhow.
*Third, I would like to comment on Article 20 Seniorty, namely 20-1. The company inserted language that says Providing an employee has the necessary qualifications, as set and determined by the company, seniorty rating as defined in Article 20-2 shall be the determining factor for bidding and bumping. First off, this is direct hire language. However, there is another aspect that needs to be considered. What this also means is, if the company decided they were going to eliminate, say, the pipefitter craft, then what this means is that the pipefitters would not be able to bump the least senior people from the plant. In other words, a 25 year man could be shown to the gate, while a guy with 2 months service time remained. Please take note of this.
*Fourth, look at 20-4. The last paragraph on that page talks about bidding with qualifications of a 2 year technical degree or 5 years or more experience in that field. The question was asked to management today, how would people be given the opportunity to gain this degree? Would the company offer the people the training necessary? The response was, "The company may be willing to entertain the idea of approaching NOC or Pioneer Tech about starting a program in these fields if their appears to be sufficient interest." You read into that what you want.

The company takes the position that this direct hire is a mechanical issue and a training issue. I think it insults the intelligence of our membership, as we all know that this is an operations issue. It always has been. They have admitted it at times over the years. That is a fact.
More to come later....

Update #2

2009-04-30T21:49:00.001-05:00

Some pertinent information to consider:
* The company has stated in their cover letter on their version of their last, best and final offer that the Union has until May 6th, 2009 to ratify this contract, or they won't pay the back difference from April 1st, or the $1,000 bonus, or the $1,500 health care offset. Today is April 30th. If the committee were to present this for a vote, which hasn't been decided yet, it would take 10 days to send it in to the International for approval, as well as have the necessary Informational meetings, and then the vote. What does that mean? It means the company has no intention of paying you any of this. It is logistically impossible.
*The company has also stated that they have concluded that the parties are at impasse. Well, that is incorrect. For two parties to be at impasse, both parties have to agree that they are at impasse. We are not at impasse.
*The company goes through and lists the dates they met with your committee. What they fail to tell you is the amount of time they actually spent talking with us. As you know, of the 3 weeks of negotiations, probably 8 to 12 hours was actually spent having real dialogue with us. As you know, we had to wait hours at a time for them to caucus. This is a fact.
*Additionally, the company states in this letter, that it is their sincere hope that the Union present this offer to its membership with a recommendation in favor of ratification. Now you tell me, if that isn't some crap. This is an attempt by the company to pit you, our membership, against your elected committee. And yet, this demonstrates the arrogance, and lack of respect for you, that this company has displayed throughout these negotiations.
More responses to come shortly.

Update for April 30th, 2009

2009-04-30T20:06:00.000-05:00

As you are probably aware by now, the company has decided to bypass your elected bargaining committee, and deal directly with you, the membership. Let me explain the events of the past 24 hours to you.
*Last night, at my home, our International Rep called me, as well as other members of the committee, to pass on some proposals he had received from the Federal Mediator, who had been talking with the company. These proposals were included in today's handouts that you all have received. Our Intl. Rep. told me and the committee to mull it over, and that we would need to get together to discuss it and decide whether to agree to the changes, or to make a counter at the next meeting.
*9:00 a.m. The frontline supervision in the plant had a safety stand down to day plantwide to discuss the recent injuries. They stated, "Don't allow the distractions of the current issues to distract you from doing your jobs safely."
10:00 a.m. My supervisor called me on my radio, and asked me to come to his office in 20 minutes.
10:20 a.m. I went to my supervisors office and upon entering, was surprised to find, not my supervisor, but two HR reps standing there with a manilla envelope. They handed me the envelope, and then stated, "This is our last, best and final offer. If you have any questions, call us." And with that, they left.
11:45 a.m. Management returned from their supposed "Safety Meeting", and proceeded to make copies of the handouts they were given for their dog and pony shows.
1:00 p.m. to 3:00 p.m. Throughout the refinery, supervisors presented the represented work force the handouts on their version of the last, best and final contract offer, along with a couple of other handouts.

In case your wondering, neither our International Rep., nor the Federal Mediator, were apprised of this situation by management. They were both as surprised as I was.

So, that is the chain of events that has occured today. I will write another update in about an hour responding to what was contained in these handouts, as well as some other pertinent information you need to know concerning this disappointing decision on managements part.
CC

Update for April 29th, 2009

2009-04-29T18:17:00.000-05:00

Currently, you committee is awaiting the information requests we submitted at the last meeting. In our requests, we asked for the Company to respond to them by May 8, 2009. Dates for our next meeting with the Company will be set once we have received the information we need, and have had time to review it. Once that is completed, our International Representative will contact the Federal Mediator, to set up a time and date for our next meeting.

Next Meeting

2009-04-29T15:23:00.000-05:00

The next informational meeting is scheduled for Tuesday, May 5th, 2009 which is our regularly scheduled Bargaining Unit meeting (4:30 p.m), and Membership meeting (5:00 p.m.). Following the Membership meeting, we will be available until 6:00 p.m. for those in operations coming off shift.

Informational Meeting Scheduled

2009-04-24T22:38:00.000-05:00

******INFORMATIONAL MEETING SCHEDULED******
There will be an informational meeting scheduled for Monday, April 27th, 2009 starting at 4:30 p.m. until 6:00 p.m. Join us for a live update on the state of the ongoing negotiations.

Update for April 24th, 2009

2009-04-24T16:38:00.000-05:00

Your committee met with the company today starting at 8:00 a.m. For the first time since possibly the second day of negotiations, the company was on time. There was some dialogue between the two parties concerning some of the misinformation that has been floating around. Following that, the Federal Mediator then went over the outstanding items on the table, and made a list of them.
Our International Rep informed the company at this time that we had several counter proposals to give them, and that we needed to speak with the Mediator. The company went to their caucus room at this time. It was 8:45 a.m.
We handed the Federal Mediator 4 items. 3 revised proposals concerning temporary supervisors, and 1 counter proposal concerning direct hire. Just for your knowledge, the counter proposal concerning direct hire was copy cat language taken directly from one of our other refineries, that was agreed upon at their table during this years negotiations. We believed that it was fair, and do-able as well as a huge concession on our part.
The Federal Mediator left the table to present these items to the company, like I said, at 8:45 a.m. He returned at about 11:30 a.m. with responses from the company. On our revised Proposals N, O and P, the company's response was, "No", "No" and "No", with no written counter proposal. On our counter proposal to direct hire, the company sent us a revised proposal, from their original proposal. It was actually worse than their original proposal, which is called regressive bargaining.
We spoke with the Federal Mediator until about 11:45 a.m. and told him we would have to take some time to consider their counter proposal, as well as receive nourishment. We went to lunch then met back at the hall for a caucus.
Many questions were brought up during our caucus concerning their revised proposal, as well as their other proposals, and their responses to us on our proposals. We felt that for the Committee to be able to intelligently and faithfully consider the company's proposals and positions, we would have to submit information requests in written form, in order to gather the data necessary. Which is what we did. In our requests, we asked for the Company to respond to them by May 8, 2009.
We returned to the table and gave the information requests to the Federal Mediator, as well as a counter proposal concerning the hiring and transfer of our Technology members into job openings within the refinery. We allowed the company time to review the documents and waited to to see if there were any questions concerning our requests. There were none, as evidenced by the fact that the company sent another copy of the "Fatigue Letter" proposal to us by way of the Federal Mediator.
Dates for our next meeting with the Company will set once we have received the information we need, and have had time to review it. Once that is completed, our International Representative will contact the Federal Mediator, to set up a time and date for our next meeting.
Your Committee knows very well that this is a stressful time for you and your families. We appreciate all of your support, as well as the Thank You cards, and other tokens of appreciation. It means alot to us. The bottom line for us is to do what you all have expressed to us to do. I have heard from members that some of their supervisors have questioned your stance on the issues at hand. I do not understand why they can't see that these issues are life changing issues for you. The difference between dollars and cents as opposed to quality of life is obvious to us.
And believe me, the issues at hand are most certainly life changing issues.

Remain focused on your jobs, as well as on one anothers safety. Be your brothers keeper as our well respected Okies Facilitator likes to say. And last, but not least, come to the Union Hall on Monday, April 27th 2009 for a live update from your committee.

Another Update

2009-04-23T20:32:00.001-05:00

Tomorrow, Friday April 24th, 2009, your committee is going to meet with the representatives of the company with the full intention and hope of reaching an agreement we think you will accept. As soon as we have more information for you, we will inform you here, and with an informational meeting as soon as we can get it scheduled.

Your support for us has been awesome, and I humbly thank you.... CC

An Open Letter to the Refinery Membership of Local 13-857

2009-04-15T17:24:00.000-05:00

April 15th, 2009

Open Letter to the Refinery Membership of Local 13-857

It has come to the attention of your bargaining committee, that management has put a letter out in some areas of the Refinery describing their version of the truth. We would like to take a few moments of your time and respond to this letter.
On Tuesday, April 7th, we met with the company from morning until lunch, with the last 2 hours until lunch sitting by ourselves in the meeting room, while the company was in caucus. Then we returned to the table at 1:00 p.m. The committee, with the exception of Ernie, was in the meeting room from 1:00 p.m. until 4:00 p.m. and never saw the officials of the company. Not once. So that was an additional 3 hours without seeing the company representatives. During the morning, we may have spent an hour with them, but no more than that. The mediator worked on finding common ground, by going back and forth, and then finally, a caucus was called so that they could update their supervisors, and we could update our membership and eat dinner. It was decided, by Ernie, Bobby (The mediator) and Frank that we would return at 7:00 p.m. to work on reaching an agreement.
After dinner, we returned to the bargaining table. The mediator called Ernie into the hallway, and we stayed in the meeting room. Just so that everyone is aware, the meeting room is where the meeting takes place, not in the hallway. For discussions and agreements to become on the record, it has to be done at the bargaining table. After about 5 minutes, Ernie returned to the meeting room, and said we were leaving. We returned to the hall, where it was explained to us that the company had attempted to give Ernie, not the committee, a final contract offer. This was done with 13 open items on the table. The letter put out by the company states that the Union walked out of the meeting. The truth is there was never any meeting after 7:00 p.m. because the hallway is not the meeting room. Ernie pointed out that it was our turn to make a counter proposal, which is they way things have been done, and we haven’t responded to their last proposal. In addition, the Federal Mediator asked the company why they would wait until 7:00 p.m. to do this. He pointed out the fact that the Union and himself had agreed to come back that night to work towards an agreement, and why didn’t they do this at 4:00 p.m. after making us sit in a room for 3 hours?
Contrary to what the company has stated, the mediator did say a cooling off period is needed. The dates the company has put out for the mediator’s availability, may be true, as is their availability, but our representative’s schedule isn’t as flexible. The company was well aware of Ernie’s schedule, as he had discussed it with the company in front of us as well as away from us. For example, Ernie offered April 13th, but the mediator wasn’t available that day. Within Ernie’s district, he has numerous lay-offs, plant closings and other contract negotiations underway, besides arbitrations, settlement hearings and court appearances. One plant had their contract expire at the same time as ours and Ernie pushed them back until April 8th, in order to attempt to get finished here, and we as a committee, will not meet without our representative.
The company has stated that the reason they want to present their final offer is because the Union hasn’t presented any written counters. At no point throughout this process has every proposal been “written”, as a matter of fact, very few have been written, until some agreement is achieved. For instance, the company’s counter to many of our proposals has been, “We have no interest in this proposal” or, “We want to keep the language the same”. Many of our counters have been similar, “We have no interest in this proposal” or, “We want to keep the language the same”. Especially when dealing with your bidding rights, and this Operations Stand-by policy. There are many also union proposals, such as the Advanced Operator proposal, that the Company has refused to counter themselves.
In the letter put out to our workers, the company says that the stand by procedure never had people on call for 7 days in a row. That is true, and we never claimed it did. What we said was that on your 7 days off, you would have been on call Friday, Tuesday and Thursday from 4:30 a.m. to 6:30 a.m. and again from 4:30 p.m. to 6:30 p.m. which effectively would ruin your 7 days off if you were someone who liked to go camping or do other activities away from your telephone. We also never said pagers would be involved. The company states that they have withdrawn this controversial standby process, and that is true. However, with this fatigue letter that they still have on the table, it would allow them to bring the operations standby process back mid-term of the contract. That is where we have disagreement.
The letter discusses the coming fatigue standard. As you all know, there currently isn’t one. So, it is next to impossible to bring you something to vote on that isn’t even defined. The company states that they are not willing to allow the letter to say that we will meet and not reach impasse. What that means is that if agreement could not be reached on the effects of the new fatigue standard when it comes out, then they would be able to implement whatever they wanted to, regardless of how our membership feels. No votes, no nothing. It would simply be implemented.
Concerning the $2,500 signing bonus that the company says is at risk. First off, there is a $1,000 dollar signing bonus, and $500 per year healthcare cost stipend which over the course of 3 years adds up to $1,500. Couple the signing bonus with the healthcare stipend that adds up to $2,500. These two items are a part of National Pattern. Period. When the rolling 24 hour extension was agreed to, Ernie stated that the extension would not in any way alter or affect National Pattern. In other words, National Pattern would be retroactive to April 1st, and the bonus and stipend 15 day time table would be pushed out until the extension ended.
There has been agreements made between the two parties, concerning various issues, and we believe that we can come to agreement on every issue. We simply want to bring you all a tentative agreement that we believe is acceptable. That is what we were elected to do, and that is what we intend to do. Thank you for your time,
Your Committee

Abraham Lincoln:
Labor is prior to, and independent of, capital. Capital is only the fruit of labor, and could never have existed if Labor had not first existed. Labor is superior to capital, and deserves much the higher consideration.

Cesar Chavez:
The fight is never about grapes or lettuce. It is always about people.

Molly Ivins:
Although it is true that only about 20 percent of American workers are in unions, that 20 percent sets the standards across the board in salaries, benefits and working conditions. If you are making a decent salary in a non-union company, you owe that to the unions. One thing that corporations do not do is give out money out of the goodness of their hearts.

Update for April 14th, 2009

2009-04-14T19:02:00.000-05:00

To all,
For those of you who couldn't make it last night, it was announced that we do have a date set to meet with the company. That date is April 24th, 2009, which is a week from Friday. As you all know, there was no vote today, as we have nothing to vote on. Both the Refinery and the Technology tables still have open items and we will continue to work hard to bring you a contract that we hope is fair and reasonable.
One of our members has volunteered to have some T-shirts made up as a show of solidarity during these tumultuous times. We will let you know as soon as possible on when you may be able to buy these T-shirts. The cost will be the cost it is to make them.
Also, we are working on a letter to attempt to clear up some of the erroneous information that has been put out to you, our membership, from various sources. I don't think any of it has come as a surprise to us, as we expect no less from those "various sources". All it boils down to is an attempt to influence the judgement of our membership with slanted views. I personally feel that these attempts are nothing more than an insult to our intelligence. It's kind of like a snake oil salesman trying to get us to buy his remedy even though it is clear to us, his remedy is nothing more than snake piss. That's just my opinion, no one elses.
Thanks for the support from all of you, it is greatly appreciated.
C.C.

Informational Meeting Monday, April 13th

2009-04-11T18:02:00.000-05:00

*****Informational Meeting*****
When: Monday, April 13th, 2009
Update on current status of negotiations (or lack thereof)

Update for April 7th, 2009

2009-04-07T23:07:00.000-05:00

Today, we met with the Company starting at 8:00 a.m. until lunch, then from lunch until 4:00 p.m. The Federal Mediator worked back and forth with proposals, and "what-ifs". The Company made a proposal, and then told us that they had a meeting scheduled, and knew that we had a meeting scheduled with our membership at the hall. We gave you our update tonight at the hall, and enjoyed a meal. As you know we then returned to the complex to resume meeting at 7:00 p.m. The post dinner meeting ended at 7:20 p.m.

The Federal Mediator has called for a "cool-down" period and informed the Company and the International Representative that he will notify them soon to schedule our next meeting date. As of this writing, we are still on the rolling 24 hour contract extension, and will have our next informational meeting on Monday, April 13th as scheduled. If anything changes prior to that date, we will notify you on this website as well as with the bulletin board notices.

Update for April 6th, 2009

2009-04-06T18:48:00.000-05:00

Hello All,
Today, Monday April 6th, 2009, we have met all day with the Company along with the Federal Mediator, and have made progress by mainly finishing up on getting some of the agreements finalized that were agreed to last week "In Principle". The direct hire, operations standby and fatigue standard letter are still on the table from the Company, as is the Advanced Operator, Console Operator pay and the 3 proposals surrounding Temporary Supervisors on the Union side. We are currently on dinner break and will resume meeting with the Company at 7:30 p.m. I just wanted to give you an update for today, so I ran home to do so. Don't forget to come to the hall tomorrow evening for a live update from your committee.
In Solidarity,
Your Bargaining Committee

Reminder

2009-04-05T14:03:00.000-05:00

This Tuesday, April 7th, 2009, we will be having our regularly scheduled membership meeting where will update the membership on the current status of the ongoing negotiations. Please attend for the most up to the minute status. As we have done at the other Informational meetings, we will have a 4:30 p.m. update and a 6:00 p.m. update...........Your Committee

April 2, 2009 Update

2009-04-02T22:31:00.000-05:00

Tonight we updated you at the meeting hall on the current status of the ongoing contract negotiations. We appreciate your solidarity, and your unity. The rolling 24 hour extension continues, as you know, until either side makes the decision to end it. We are not there. We are as determined today as we were 3 weeks ago to bargain in good faith until we can reach an agreement.That is our goal.
The turnout at the informational meetings this week have been tremendous. The support you all have given us also has been tremendous. The committee will resume meeting with the company on Monday, April 6th, 2009, and we will have an informational meeting on Tuesday April 7th, 2009 at 4:30 p.m. and again at 6:00 p.m. We look forward to seeing you there.

Informational Meeting

2009-04-01T19:58:00.000-05:00

*****Informational Meeting Thursday Night*****
Notice to all members:
Tomorrow Night, Thursday starting at 4:30 p.m. we will have another informational meeting to update you on the status of the contract negotiations currently on-going between your committee and the Company. We look forward to seeing you!

Update for April 1st, 2009

2009-04-01T19:34:00.000-05:00

Tonight, I'll start with the Technology group. We are at the same place today as we were yesterday. There hasn't been any change.

The Refinery table met today, and made very little progress. The contentious issues discussed at Tuesday nights meeting remain at the table, along with many others.

As discussed, the rolling 24 hour extension remains in effect.

Update for March 31st, 2009

2009-03-31T23:07:00.000-05:00

Quick update on today's events:
We are currently on a 24 rolling contract extension. At any time, either the Union or the Company can end the rolling contract extension. At that point, we will have 48hrs. notice to prepare for the end of the extension.

As far as where we are at in the negotiation process, the update at the informational meeting basically covered that information. On the subject of the informational meeting, your committee was very impressed with your passion and unity concerning the issues. We certainly know exactly how you feel about the issues, and there was no uncertainty on our part about your positions. Also, the turnout was tremendous. The turnout was so good, the local authorities showed up due to us clogging up the local traffic. Now that's impressive!

As you know, we resumed meeting with the Company at 7:30 p.m. and stayed until 9:30 p.m. By doing that, we were able to make progress on two of the Company's issues concerning the grievance process and cancellation pay. Small progress, yet progress none the less.

Last, but not least, it was very rewarding to hear the positive feedback from you, our membership at the meeting. It goes a long way with us. It's one thing to "think" people appreciate our efforts, but to "hear" words of appreciation, it lifts our spirits, and fortifies our resilience and strength. So to you all, we humbly say, Thank You.

Rolling Extension

2009-03-31T07:45:00.000-05:00

The contract expires at noon. We are either going to be on a rolling 24 hour extension, or a 48 hour notice. Just so everyone knows, we are going to at least be working for the next 48 hours.

Update for March 30th, 2009

2009-03-30T19:25:00.000-05:00

To our Membership,
Your committee met today with the Company and worked hard to understand and clarify positions concerning the proposals by both sides. Once we established that, we spent much of the time seeking common ground on issues. The meeting was respectful, constructive and positive. I would go so far as to say that we made progress, and have laid the ground work for tomorrow.
As you know, it is our intention to have an informational meeting tomorrow at 4:30 p.m. If, however, it appears that we are close to achieving an agreement at that time, the committee may be delayed.
Your committee stayed late today, and offered to come back this evening. The company was receptive to either coming back tonight, or early in the morning. Both sides agreed to return to the table tomorrow morning early.
Much of the focus this afternoon surrounded improvement of the grievance process. While your committee is receptive to this, it took quite some time to talk through the current process and what a good process looks like from both sides, and how to get there.
We appreciate, again, all of your support, and good thoughts. We look forward to seeing you all tomorrow, at the informational meeting. We realize this is a stressful period for all, and believe me, we are feeling it ourselves. I think I speak for all the committee when I say that our thoughts are never to far from these proceedings, yet we are motivated and committed to doing everything in our collective power to bring you, our membership, the best possible collective bargaining agreement that we can.

Informational Meeting

2009-03-27T17:02:00.001-05:00

What: Informational Meeting
Date: Tuesday, March 31st, 2009
Time: 4:30 p.m.
Location: USW Local 13-857 Hall
Purpose: To update our membership on the current status of the on-going contract negotiations.

Update for March 27th, 2009

2009-03-27T16:54:00.000-05:00

Today, your bargaining committee met with the Technology company representatives. Progress towards a mutual agreement was made, yet on the key issues, the two sides have yet to find common ground. When the two sides will be able to get back together at the table is up in the air.

The next meeting date, which is Monday, March 30th, is tentatively scheduled for the Refinery bargaining committee to meet. March 31st is still open as of this update.

Your committee asks that you continue to display your professionalism and work in a safe manner, which is what you do every day anyhow. We thank you for your continued support and prayers.

The next update will Monday evening, March 30th, 2009

Update for March 26th, 2009

2009-03-26T20:15:00.000-05:00

Thursday, March 26, 2009
Negotiations continue and it looks like our Clerical bargaining unit is making progress towards an agreement on a new collective bargaining agreement. Stay tuned for more news as it breaks.

Tomorrow morning, the negotiations for the Technology group will recommence at 9:30 a.m. Your committee continues to work hard for all of our membership, and we continue to appreciate the support we have received from you. It means alot to us to hear positive feedback after long hours of constant dialogue. Thank you.

Upcoming Schedule

2009-03-25T20:41:00.000-05:00

Thursday March 26th, 2009 Clerks bargaining all day
Friday March 27th, 2009 Tentatively set for Technology all day.

Monday March 30th, 2009 Tentatively set for Refinery all day.
Tuesday March 31st, 2009 Tentatively set for whoever appears closest to a contract all day.

Wednesday April 1st, 2009 at 12:01 a.m. our current Collective Bargaining Agreement ends.

Update for Wednesday, 25 March 2009

2009-03-25T20:04:00.001-05:00

Greetings to all,
Today, your bargaining committee switched gears, and met with the Technology Company Representatives all day. And it was a very long day.
First off, those who are not aware by now, the company has announced that all jobs outside of the refinery will be transferred out or cut. That does include our little brothers and sisters in Technology.
Another important thing to remember, is that we are ONE bargaining unit, with ONE contract, split into TWO books. And that is why when we vote on our ONE contract, we are to consider what is in BOTH books.
What does that mean for you? What it means is that if it appears to the Big Group that the Company is trying to screw the little group, then neither book will pass the vote. So it is vital to us, as a committee to bring to our membership, our ONE bargaining unit, an acceptable contract, made up of TWO books. That is what we are tasked with.
Some of the items at this table include proposals on severance, vacation, effects bargaining side letter, National Pattern raises, etc. Your committee doesn't feel that what we are seeking is outlandish or unreasonable. Take for instance, severance. The committee is simply asking for the EXACT severance contained in the Company policy. Nothing more than that. On the vacation, the committee is seeking a proposal that would allow employees to take more half-day vacations, which would help them alot in the environment they are facing. Actually, it would make official a current practice. The effects bargaining side letter comes from one our other represented refineries, and doesn't bind the company in any way, it simply lays out the "considerations" that the company and the union would entertain during effects bargaining. There are a few other proposals that remain, but considering the future of the Technology Department at Ponca City, it would seem to us, that we would be able to move this negotiation forward as the issues are fairly obvious.
So, with that, we ask for your continued support and prayers in this endeavor. And remember, this coming Tuesday, your full committee will be having an informational meeting at the hall to update you in person, and to answer your questions.

Preparations

2009-03-24T19:30:00.000-05:00

To Our Valued Membership,
Some things you can do right now, in preparation for a POSSIBLE strike, include retrieving any personal items you may have at work, that you don't want to lose.
This coming week, we will continue to work on picket schedules as well as picket signs. More information will be shared at the next membership meeting, which is tenatively scheduled for this Tuesday. Your continued support and prayers are welcome,
Your Bargaining Committee

Update for March 24th, 2009

2009-03-24T18:47:00.000-05:00

Greetings to our Membership, and other "ghost" readers,
I'd like to start this update with... an update. Your bargaining committee has met with the company representatives for 2 days now, and progress has been slow. There have been moments of frustration, mixed in with agitation. However, we continue to participate in dialogue with the ultimate goal of reaching a tentative agreement that we think you, the people that we serve, will find acceptable.
To describe that current atmosphere, allow me a little latitude here. My difficulty in this update is being informative, while being vague. The current atmosphere is like trying to agree on something, between two people who speak different languages, and who have different philosophies on what constitutes agreement. For example, if I go to Wal-Mart, and I want to buy a bicycle, socks and a box of Cheerio's, I go to each aisle and consider each product on its own merits. I look at the bicycle, and if it looks to be a quality product, I get it. Then I go to the socks aisle, and consider the different products. I consider them on their own merits, and take the one that fits my foot the best. Then, I go to the cereal aisle, and look at the cereal. I find the Cheerio's and get it. I then go to the cash register and purchase it.
Now, imagine walking up to the cashier and having them say, "We'll sell you the Cheerio's, but for us to have agreement on this sale, you will have to give up the bicycle, and instead of taking those socks, you will have to take these socks, that don't fit your foot, and you also have to buy this DVD/VCR combination television." What would you do?
That is the best way to describe the current state of negotiations.
There have been some items that have achieved tentative agreement. So to say there has been no progress would be dishonest. Which also gives us hope. Our hope is that we continue to reach tentative agreements, and that by Tuesday, March 31st, we are able to reach tentative agreement on all the issues.
We appreciate your continued support, and will continue to work hard to achieve a new contract worthy of your consideration.

Update for March 11th, 2009 Technology Table

2009-03-11T17:55:00.000-05:00

Brothers and Sisters of Local 13-857,
Today, your USW negotiating committee met with representatives of COP Technology for approximately 8 hours, without much progress. There seems to be an underlying barrier to working through the issues dealing with the Technology group due to the similarity of proposals that exist at the other bargaining tables. Here is a bit of education for those that don't realize it:
The Refinery group and the Technology group have different contract books. Sometimes that gives the impression that there are two contracts. Additionally, it gives the impression that there are two different bargaining units. Those two assumptions are erroneous. The truth is we are one bargaining unit, and we are one contract.
Years ago, we had one book. It was separated into portions, and apparently, quite onerous. (That's my new word of the month, onerous). Anyhow, during a past negotiation, the Company and the Union agreed to separate our ONE contract into TWO different books, the idea being it would simplify the books themselves. The Recognition clause in both books are identical, and both state that we are One bargaining unit, and that we are one contract.
So, back to the barriers of completing our negotiations. It seems, in my humble opinion, that the Technology COP reps are hestitant to agree to issues and proposals that are outstanding at the Refinery bargaining table. The responses and concerns to our proposals are basically the same as at the other table. With that being the case, it appears that a tentative agreement at the Refinery bargaining table is going to have to be hammered out before we will be able to complete the Technology agreement. Is the term "Stone-walling" too strong?
So, with that realization, and knowledge, the scheduling coming up for the resumption of negotiations is as such: Refinery bargaining will resume on March 23rd and 24th. After those two days, we will resume the Technology bargaining and hopefully, be able to move beyond these "common issues" and get to the heart of our Technology proposals and "specific issues".
Stay tuned for more updates.

Negotiations Cont'd

2009-02-28T17:32:00.000-06:00

One thing we should always remember, is that at any time throughout the negotiation process, the Company and the Union reserve the right to retract, modify and submit proposals.
Here is a rundown of some items your committee is seeking from this negotiation process.
We would like to have the dates of our contract changed to Feb. 1 in order to get aligned with the National Bargaining pattern.
We would like to participate in the Paid Family Leave plan that the Company offers to it's salaried personnel, as well as to the represented personnel of at least 2 refineries. This leave basically pays an employee up to 5 days per year to attend to a gravely ill family member. We simply want to participate in it.
We would like to participate in an annual meeting with a Vice-President of refining or the equivalent where we can talk about issues that are relevant to such a proceeding. Some of the bargaining units at other refineries have this option available to them already.
We would like to see our probationary period shortened from 11 months to 90 days. We feel the Company has adequate time to evaluate a probationary employee at 90 days, and more often than not, our probationary operators are working the unit jobs at 90 days. Along with having the skill set necessary to work an operator job, they accept the liability, responsibility and accountability of permanent operators. The Company is basically getting a discount for a year. We think it is excessive.
We think some changes need to be made to the Travel Pay language, when employees are traveling on behalf of the Company. For example, when our ERT members travel out of state for training, they generally get 40 hours pay for a week away from home, although they are usually traveling on Sunday and Friday night. If it happens to be a 48 hour week, they have to come in on Saturday or Sunday to get their hours in. We believe this practice needs to be corrected.
Our Chief Mechanical Steward developed a very straightforward Mechanical Overtime process that we would like in our contract. It would equalize overtime and negate some of the favoritism that we see at times within our workplaces.
We also think the time period a bargaining unit employee works up before losing their seniorty and number should be reduced from the cumulative of 1/2 the term of our agreement to 60 cummlative days. We don't believe our bargaining unit should be a training school for supervisors. We believe if the Company wants someone for one of their positions, they should take them. Currently, it places a burden on our represented employees who have to cover these individuals positions, while they are working up.
Additionally, we desire language that states that no employee will be denied vacation or holiday, or forced to mandatory overtime, because of the effect of the placement of another employee as a Temporary Supervisor.
For our Mechanical folks, we desire to change the amount of 1 day vacations a Mechanical employee can take from 5 days to 10 days, with employees of 10 years of service or more getting 15 days, which would be equal to what our Operations employees receive.
Our lab employees would like to have the option of taking 4 hour vacations, which our Operations and Mechanical folks are able to do.
We would like to see our severance pay language changed to 2 weeks pay for every year of service.
We would like to see our Console operators receive Code 2 pay. The reason being the added responsibility of working the console, as well as making the job more attractive. In addition, it would create new classification, for the purpose of bumping rights.
We like to see our funeral leave changed from 3 days off to 4 days off. As well as the addition of "step-children" to the list of people covered.
We would like to see a change to the overtime meals language of our contract. We would like to see the word "meal" changed to "hot meal". Also, we would like an option of the "hot meal" or $25.00 dollars on your next check, for each meal you earn.
We also would like to have all National letters including Job Security, No Retrogression, National Health Insurance, Occupational Illness and Injury, Health and Safety, Curriculum Development and any other National letter not listed here, included in our contract book. It would be available to all members for review.
And last but not least, we desire to receive the National Pattern pay increases as well as the signing bonus offered in the National Tentative agreement.
Your committee most certainly appreciates all the words of support you've given us these past few weeks. It certainly helps us to remain steadfast and confident on our positions. As we move closer to March 31st, we need to remain focused on doing our jobs well, and staying safe.

"If I went to work in a factory the first thing I'd do is join a union." Franklin D. Roosevelt

Letter from Jason

2009-02-28T14:55:00.001-06:00

ConocoPhillips Membership: Contract negotiations have begun. We exchanged proposals with the Company on the 20th and began discussions this week.
You have probably seen salaried personnel begin their strike-duty training; this is a normal activity that occurs around the expiration of the contract. Be aware that no represented employee can be required to train or help train a strike breaker. Nor should they.
If you happen to be working up as a temporary supervisor, be aware that you may be taking the place of someone who is training to take a represented job, or training someone else to take a represented job. Possibly your job.
If you have any questions, please contact someone from the Workman's Committee. ~Jason Smith

Negotiations Update

2009-02-27T19:32:00.000-06:00

Hello brothers and sisters of Local 13-857,
Well, it's been a long week of negotiations with officials of the Company. Of course, having 3 bargaining tables going on at once, time becomes a valuable commodity. The proposals that were exchanged on Friday the 20th were the focus of this weeks meetings. I wish I could say that there was progress on reaching a tentative agreement, but I feel somewhat frustrated at the progress. It certainly doesn't appear that we will be able to reach an early agreement. We can expect this process to last right up until our current contract expires. Especially considering that due to scheduling, we probably won't resume meeting with the Company until the last week of March.
Since we're talking here, I would like to ask you all some things. I would love to hear your opinions on these items.
How would you like a change that extended the time period a disciplinary step remains in your personnel file from 2 years to 5 years? Would that make you feel like a valued employee?
How would you like if our Death benefit plan that we have had in place for 40 or 50 years was discontinued? You know, the one for our members and spouses that lose their life, and we deliver with a bible? The one that helps our members and retirees during a time of mourning, would you feel like a valued employee?
What is your opinion of the company having the ability "to set, and determine" the necessary qualifications to determine seniorty? Does that sound a bit preposterous to you?
How about an operations standby process that has you having to wait by your telephone, un-paid, on half of your days off during a 4 week period, none of which would be consecutive? For example, on your 7 days off, you would have to be on standby on Friday, Tuesday and Thursday. So, if you are someone that likes to travel out of town on your 7 days off, that would still be o.k., except on Friday, Tuesday and Thursday. On Friday, Tuesday and Thursday, you would have to be by your phone from 4:30 a.m until 6:30 a.m., and again from 4:30 p.m. until 6:30 p.m. And if you don't answer your phone, you could be subjected to disciplinary action. Hmmm.... How does that make you feel? What do you think of that? Does that sound reasonable to you?
What would you think about the Company having the ability to direct hire all jobs from now on? And only bidding jobs if they decide to? In other words, losing one of the only personal options a bargaining unit worker has in determining their own career direction? Feeling valued?
What would you think of being forced to train someone that isn't even an employee? Perhaps even a future scab? Well, there is this thing called an Internship program agreement that could bring all these problems to you, whether you are operations or maintenance. And without the agreement of the Union, which is the way it is now. What do you think? Sound good to you?
Here's another brilliant idea. What do you, brothers and sisters, think of the idea of the company being able to reward certain bargaining unit members with money or other types of rewards, whether we agree to it or not? For example, what would you think if the Company had the ability to send their temporary supervisors on a trip to Cancun, or an extra bonus of $1,000 dollars? And the bargaining unit leadership had no say in these types of rewards? Would that make you feel valued? Especially if you were told that you weren't supervisor material?

So, please, our valued members of Local 13-857, let your leadership know your thoughts on these theoretical ideas. Let us know if changes such as these are acceptable to you. Please attend the Bargaining unit meeting, as well as the Membership meeting on Tuesday starting at 4:30 p.m. We look forward to seeing you!

Tomorrow night, I will post more theoretical ideas for you to ponder on. More positive and humane ideas, things that would improve your quality of life, rather than detract from it.

Bargaining Unit Proposal Exchange Meetings

2009-02-20T17:51:00.000-06:00

Refinery Committee:
Today, your Bargaining Committee met with representatives of ConocoPhillips Management to exchange proposals. Many of the proposals passed to us were similar to what the other sites had been proposed, by other sites, I am referring to the other COP refineries under the USW banner. Our job now is to enter into the negotiation phase of the process starting on Tuesday, February 24th. We will meet with the representatives of ConocoPhillips management all week, as we strive to bring you a tentative agreement for you to evaluate. Be sure to attend the regular scheduled Bargaining Unit meeting on Tuesday, March 3rd for a preliminary update. While you are there, stay for the Membership meeting and enjoy a meal with us.

Technology Committee:
Today, your Bargaining Committee met with representatives of ConocoPhillips Management to exchange proposals. The meeting went as well as expected. Our job now is to enter into the negotiation phase of the process starting on Tuesday, February 24th. We will work dilligently to bring you a tentative agreement for you to evaluate as soon as possible. Be sure to attend the regular scheduled Bargaining Unit meeting on Tuesday, March 3rd for a preliminary update. While you are there, stay for the Membership meeting and enjoy a meal with us.

Note to Members of all USW groups: Information will be made available to you by your respective Committees as soon as possible. Over the next few weeks, be aware of "rumors" that may be floated into our midst from questionable sources. It is our intention, to bring you the best possible tentative agreement we can, however, things can change on a daily basis. We ask for your patience and support.
Remaining focused on our jobs, working in a safe manner, watching out for one another, as we always do, is our goal. These can be stressful times, and we are committed to working hard for you, and arriving at the best possible resolution possible.

Coming Soon

2009-02-18T20:38:00.000-06:00

This Friday, February 20th, your bargaining committee will meet with the Company to exchange and explain proposals. No negotiating will take place at this time. Just exchange and explain. The first day of actual negotiations will be Tuesday, February 24th and will continue through Friday, February 27th. Following the first round of negotiations, our regular monthly meeting will be the following Tuesday. So come to the hall on the 1st Tuesday of March for a live update.

Ground Rules

2009-02-15T09:36:00.001-06:00

Met with the Co.this past week in order to discuss ground rules. Not much to report there. The discussion centered around scheduling. Basically, the Union and the Co. have 3 tables going at once. With the Refinery group, the Technology group and the Clerks group. Our International Rep, Ernie, is at all three tables, and negotiating contracts with other statewide groups from different companies. Besides scheduling, things discussed included being on time for meetings, being respectful of others, etc., etc....

Our next meeting with the Company will take place on February 20th.

2009-02-09T21:39:00.000-06:00

USW News

FOR IMMEDIATE RELEASE
February 6, 2009

National Oil Bargaining Pattern Agreement Focuses on Economic Issues

The tentative pattern agreement negotiated between the United Steelworkers (USW) union and the oil sector features wage increases, a ratification bonus, continuation of the current premium contribution structure and no retrogression on items previously settled between the union and the industry.

“Our main focus in this round of National Oil Bargaining was health and safety, but the industry refused to allow us to be equal partners with them in resolving the health and safety problems that persistently are not being addressed across the whole industry,” USW International President Leo W. Gerard said.

USW International Vice President Gary Beevers heads the National Oil Bargaining program and negotiated with the industry. “Despite the oil companies earning over $142 billion in profits last year, they did not think enough of their employees to negotiate meaningful health and safety language that would have been a win-win for them,” he said.

Rather than launch a national strike over health and safety that would have hurt the American people at a time of economic crisis, the USW withdrew its health and safety proposal and focused on the economic package.

The recession had a dampening effect on our proposal for a more significant wage increase,” International Vice President Gary Beevers said. “Even though the oil companies made record profits the last few years, they used the poor economy as a shield to prevent us from receiving a higher pay increase.”

The three-year tentative agreement offers wage increases of 3 percent each Feb. 1; a $2,500 signing bonus, which equates to $1,000 for ratification and $500 per year to help defray the cost of out-of-pocket medical expenses; and continuation of health care coverage 80 percent paid by the employer. This agreement also rolled in the successorship and job security letters into the no retrogression language. Local unions that had contracts expiring Feb. 1 have until Feb. 16, 2009 to ratify their agreements in order to receive the bonus. For all other contracts not expiring Feb. 1, the locals have to ratify their agreements no later than 14 calendar days following the contract expiration date in order to receive the bonus.

This tentative national agreement is a pattern for all the local union contracts covered under the National Oil Bargaining program. It is the union’s National Oil Policy. The tentative offer is placed before local union bargaining tables. The final offer negotiated between the local union and company is checked to see that it contains the pattern and if it does not, it is rejected. At the conclusion of local bargaining, the membership votes on an offer that contains the pattern and settlement of local issues pertaining to the facility at hand.

There are 78 local union contracts that expired Feb. 1. Offers for 17 contracts have been submitted and approved as meeting the National Oil Policy. They now go before local union membership for ratification.

The USW represents 30,000 oil workers in the production, refining, marketing, transportation, pipeline and petrochemical sectors of the oil industry.

The USW is the largest industrial union in North America and has 850,000 members in the U.S., Canada, the Caribbean and Aruba. It represents workers employed in metals, rubber, chemicals, paper, oil refining, atomic energy and the service sector. For more information on oil bargaining and its history, go to www.oilbargaining.org or www.usw.org.

The National Pattern has been tentatively set!

2009-02-03T18:36:00.000-06:00

At 2PM today, negotiators at the national level have reached a National Settlement Offer. This means that a settlement offer has been presented at the bargaining tables of two Shell/Motiva refineries which meets the minimum requirements of the deal worked and approved by our National Oil Bargaining Policy Committee. Additionally, the locals that are currently meeting must ratify the policy in order for it to become set. Once 51% of the locals within the major oil companies ratify it, then it becomes "set". That is why it is "tentatively"set.
So what happens now? ConocoPhillips will present this offer to your Bargaining Committee when we meet at the table later this month and into March . We must then submit the offer to our International Union so that they can determine whether the offer meets the minimum standards set by the National Settlement Offer.
The details of the offer include a three year labor agreement with raises of 3% per year. We are also looking at a one-time lump sum payment of $2500.00. All of the previous National side letters will continue. Now we have the local issues to work through. We will do our best to keep you all updated throughout the process.

2009-02-02T21:23:00.001-06:00

National Oil Bargaining:
Currently, we are on a rolling 24 hour contract extension, while the International continues to work through the issues of setting the National Pattern. The 2006 National Bargaining Pattern came to an end on Feb. 01, 2009 at 12:01 a.m.

For those who are just getting involved with Union Contract Negotiation and would like to know more about it, there is information available at the USW website. Check out the "Oil Bargaining" section there. Here is the link that will get you there: http://www.usw.org/our_union/oil

USW Local 13-857

2009-02-02T19:23:00.000-06:00

This is an internet portal used to communicate information to the membership on topics and subjects of interest related to the 2009 contract negotiations. Any information posted here shall be for the most part, common knowledge information. For details, or other information related to Local 13-857, please contact the hall, or your Union leadership.