Procter Gamble Company (The) Graphique Graphique Interactif Paramètres par défaut Veuillez noter qu'une fois votre sélection effectuée, elle s'appliquera à toutes les futures visites au NASDAQ. Si, à tout moment, vous êtes intéressé à revenir à nos paramètres par défaut, sélectionnez Réglage par défaut ci-dessus. Si vous avez des questions ou rencontrez des problèmes lors de la modification de vos paramètres par défaut, envoyez un courriel à isfeedbacknasdaq. Veuillez confirmer votre sélection: Vous avez choisi de modifier votre paramètre par défaut pour la recherche de devis. Ce sera maintenant votre page cible par défaut à moins que vous changiez votre configuration à nouveau, ou que vous supprimez vos cookies. Voulez-vous vraiment modifier vos paramètres? Nous avons une faveur à vous demander. Veuillez désactiver votre blocage d'annonce (ou mettre à jour vos paramètres afin de vous assurer que les cookies et les javascript sont activés) afin que nous puissions continuer à vous fournir les nouvelles de premier ordre Et les données que vous venez d'attendre de nous. PG038E Unité 15 décembre 2016 ESC-PGampE Final Contrat PDF maintenant disponible PGAMPE a finalisé le document complet du nouveau contrat, couvrant 2016 jusqu'au 31 décembre 2019. La version finale PDF est maintenant disponible 8211 Le télécharger ici. ESC va commander des copies imprimées pour chaque membre, bien que l'impression et la livraison devrait prendre un certain nombre de mois. 26 septembre 2016 Réunion annuelle de la PGAMPE: 22 octobre Joignez-vous à vos frères et sœurs de la section locale 20 de l'ESC pour célébrer nos victoires au cours de la dernière année et nous préparer aux défis à venir. Le petit déjeuner et le déjeuner seront fournis. Date: Le samedi 22 octobre 2016 Heure: Programme de 9 h à 12 h. Inscription 8 h 30 où: École locale 20 Union Hall au 810, rue Clay, Oakland RSVP: Appelez le syndicat au 510-238-8320 ou envoyez un courriel à pgersvpifpte20.org pour réserver une place avant le 19 octobre. Imprimer un dépliant à partager dans votre lieu de travail 12 août 2016 8220Cheat Sheet8221 pour de nouveaux processus d'appels d'offres pour les emplois mensuels De nouveaux processus sont devenus efficaces pour combler les postes vacants dans les emplois mensuels le 1er août. Beaucoup de membres demandent comment fonctionnent les processus: Obtient à l'entrevue, et que dire 8220bidding8221 d'un QG à un autre sans une entrevue ESC mis en place un plan d'une page qui couvre l'ordre des enchères et des entrevues pour les différents types de postes mensuels. Télécharger le feuillet 8220Cheat8221 26 juillet 2016 ESC-PGampE 2016-2019 Taux salariaux publiés PGampE Relations du travail a finalisé les taux de salaire dans 8220Exhibit A8221 du nouveau contrat de quatre ans syndicat. Ce document montre les nouveaux salaires pour les quatre années (2016-2019) de la durée du contrat. Une note importante: de nombreuses classifications mensuelles appelées 8220N18243 ont deux ensembles de taux de salaire: les nouveaux tarifs unifiés et les taux plus anciens 8220Gold Circled8221. Le graphique principal (pièce A, partie I) montre les nouveaux taux de salaire et les taux de 8220gold circulés8221 sont à l'endos de ce PDF 8212 appelé pièce A, partie IV (parties II et III sont des listes de classifications à des fins de référence). 27 juin 2016 Clôture de la DCPP Cette nouvelle lettre d'entente porte sur la fermeture de la centrale de Diablo Canyon et sur les indemnités de maintien en poste et de départ pour les membres qui y travaillent. LOA 16-18 DCPP Fermeture 21 juin 2016 PGampE Usine Diablo Canyon Vous avez peut-être reçu un courriel des groupes de défense pro-nucléaire Environmental Progress qui contiennent des commentaires sur notre syndicat frère IBEW 1245 qui sont sans fondement et péjoratifs. ESC Local 20 condamne ces ad hominem et attaques injustifiées sur IBEW 1245. ESC Local 20 croit très fortement dans l'énergie nucléaire. Notre syndicat appuie les efforts visant à maintenir le DCCP ouvert aussi longtemps que possible pour les raisons énoncées ci-dessous: Le DCPP est un atout formidable et irremplaçable PGampE, doté d'excellents professionnels, dont beaucoup ont consacré toute leur carrière à l'usine et au nucléaire industrie. Ce sera un grand coup économique et une perte pour tous les résidents de la côte centrale. Il est une erreur pour les décideurs de la Californie d'écarter la valeur de la production de base de production d'énergie propre à cette échelle et de tenir à des cadres réglementaires et juridiques qui créent des dissuasions économiques pour les activités continues au DCPP. Même si la charge de base du DCPP peut être remplacée par des sources d'énergie renouvelables, la décision de fermer le DCPP après 2025 est une occasion perdue de réduire les émissions de gaz à effet de serre à un rythme encore plus rapide 8212 et la réduction globale des émissions de GES est la question cruciale pour notre Environnement. Karen Sawislak Directrice générale 7 juin 2016 Signature de la lettre de couverture du contrat Autre étape de la mise en œuvre du nouveau contrat: PGampE a signé la lettre d'accompagnement du contrat et a convenu d'un calendrier de mise en œuvre des nouvelles dispositions contractuelles. Veuillez cliquer ici pour la lettre de motivation signée La dernière projection sur les paiements rétro de PGampE Relations du travail est comme suit Le rétro GWI sera payé en juillet. Pour les employés horaires, elle sera payée le 29 juillet. Pour les employés mensuels, il sera payé sur un chèque séparé, également le 29 juillet. Les paiements rétroactifs PWI en raison de la mise en œuvre de nouvelles gammes de salaire peuvent être payés plus tard. Tout cela est toujours sujet à changement. 13 mai 2016 Une lettre ouverte de la section locale 20 de l'ÉCS: Gardez la centrale électrique de Diablo Canyon ouverte pour protéger l'environnement et nos emplois. 18 mars 2016 ESC MEMBRES VOTER 84 OUI POUR RATIFIER FORT, NOUVEAU CONTRAT Nouveau contrat comprend des salaires plus élevés, plus de temps payé ampères avantages Protections Après une année de négociations et d'actions uniques par les membres, ESC Local 20s nouveau contrat est le meilleur encore, Atteindre toutes nos priorités de négociation. Merci à tous les militants de la CAN et à tous les membres de la section locale 20 de l'ESC. C'est notre unité qui a mené à ce résultat positif. Unis Nous avons négocié et nous avons atteint nos objectifs Total des bulletins de vote reçus: 1827 Oui: 1542 (84) No: 285 (16) 25 février 2016 L'IMPORTANCE DE MAINTENIR LA CENTRALE CANADIENNE DE DIABLO OUVERTE De tout faire dans le pouvoir de l'union8217s de maintenir la Usine Diablo Canyon Power Power (DCPP) en service. Cela comprendra le travail politique au niveau fédéral et fédéral, la sensibilisation à la gestion de la PGAMPE et la coordination et la coalition avec la FIOE 1245 et nos autres alliés syndicaux et communautaires. Le Conseil de l'Unité luttera pour la sécurité économique de nos 400 membres au DCPP. L'Office sait très bien que nos membres sont des professionnels hautement qualifiés et spécialisés qui investissent le plus profondément dans leur carrière chez DCPP. De plus, le Conseil reconnaît que Diablo Canyon offre des emplois de qualité à plus de 1500 travailleurs, y compris des centaines de frères et sœurs du syndicat, et constitue un facteur critique de l'économie du comté de San Luis Obispo. Le Conseil d'unité affirme également sa conviction que DCPP est un élément essentiel de l'avenir de l'énergie propre de la Californie et de la lutte pour contrôler les émissions de gaz à effet de serre. Le DCPP est une source nécessaire d'électricité sans gaz à effet de serre et fournit le pouvoir de base dont la Californie a besoin pour atteindre ses objectifs en matière d'action climatique. Le DCPP fournit de l'électricité sans carbone pour alimenter environ 1,6 million de foyers si le DCPP devait fermer, ce qui serait probablement remplacé par la production d'électricité au gaz naturel, contribuant aux émissions de gaz à effet de serre et aux impacts locaux de la qualité de l'air. Enfin, le Conseil de l'Unité croit que le DCPP protège les contribuables. Il y aura une augmentation significative des taux si l'efficacité énorme de la production d'électricité au DCPP est perdue. Les coûts d'immobilisations du DCPP8217 ont été payés et produisent maintenant de l'électricité à un coût d'exploitation annuel très faible. Remplacer DCPP8217s 2 240 MW de génération 24 heures sur 24 entraînerait des coûts élevés pour les contribuables car il n'y a pas d'autres sources d'électricité facilement disponibles. Pour toutes ces raisons, le Conseil de l'Unité affirme que la section locale 20 de l'ESC maintiendra une présence de premier plan dans les efforts visant à maintenir le DCPP en exploitation grâce à sa licence actuelle et à la prolongation de la licence. Février 12,2016 Février 2 2016 FAQ sur l'entente provisoire Voici la FAQ concernant l'entente de principe. Ceux-ci seront mis à jour au fur et à mesure que les questions seront posées lors de nos réunions de ratification. Février 1 2016 Le calendrier complet de l'entente provisoire avec les dates est affiché ici Si votre lieu de travail n'est pas répertorié et désirez vous renseigner sur la mise en place d'une réunion, communiquez avec le Syndicat au 510.238.8320. Les membres des bureaux voisins devraient également planifier d'assister à ces réunions. Rappelez-vous que ces réunions seront sur le temps et les frais de l'entreprise. Si on vous dit que vous ne pouvez pas y assister, veuillez communiquer avec votre délégué syndical ou le représentant d'un syndicat local. Il y aura des réunions supplémentaires prévues pour la région de Sacramento dans la semaine suivante ou deux. Le calendrier des autres lieux sera affiché plus tard cette semaine. Janvier 27,2016 Voici le dernier accord provisoire et les documents sommaires Le 21 janvier 2016 Matériel écrit et en ligne: Le personnel de l'Union et les membres du comité de négociation travaillent fort pour produire ces documents, y compris l'affichage de l'accord détaillé afin que vous puissiez Toutes les informations dont vous aurez besoin pour prendre votre décision avant le vote. Nous apprécions votre patience et votre compréhension que produire une documentation claire et précise prend un certain temps. Nous préférons distribuer de l'information qui a été soigneusement examinée plutôt que de précipiter une première ébauche pour les membres. Nous espérons que des informations beaucoup plus détaillées seront disponibles la semaine prochaine, et un langage détaillé des contrats sera affiché sur le site Web de l'ESC peu de temps après. Réunions de chantier: L'Union travaille à un calendrier des réunions d'information qui se tiendront en février tout au long du territoire de service de PGampE. Ces réunions comprendront une présentation complète de tous les aspects de l'entente et la possibilité de poser directement une question aux membres du comité de négociation du syndicat. PGampE permettra aux membres d'assister aux réunions sur le temps et les dépenses de l'entreprise. L'Union exhorte tous les membres à venir à une réunion afin qu'ils puissent entendre l'information de première main et obtenir pleinement informés avant le vote. Le calendrier complet des réunions sera affiché ici, car ils sont confirmés. Vote: Le vote se fera par la poste. L'envoi des bulletins de vote et des paquets d'information est actuellement prévu pour la fin du mois de février avec une période de vote de trois semaines à suivre. Plus de détails seront bientôt disponibles. Merci à tous pour leur travail acharné et leur dévouement à bâtir une union forte, démocratique et informée à PGampE. Janvier 19,2016 Entente provisoire conclue à PGampE qui inclut des augmentations de salaire et plus LE RÉSUMÉ EST ICI Le comité de négociation de CES a conclu une entente de principe avec PGMPE et recommande un vote 8220Yes8221. Le Conseil de l'Unité recommande également à l'unanimité l'AT. Cette assistance technique couvre tous les éléments de la négociation, y compris les fortes augmentations de salaire, les protections des avantages sociaux et de nombreuses améliorations en milieu de travail. Il est important que tous les membres reçoivent tous les détails et les faits de l'AT avant de voter. Un résumé des termes sera disponible mercredi 20 janvier, et plus de documents qui incluent tous les termes de l'accord dans la semaine prochaine. Le texte intégral des modifications linguistiques sera affiché sur le site Web de l'ESC pendant la période de vote de ratification qui sera effectuée par vote postal. Les principaux membres du comité de négociation feront également une série de présentations dans tous les secteurs de service, qui seront consacrés au temps et aux dépenses de la Société, et l'horaire sera affiché ici. Plus d'informations seront bientôt disponibles. Merci à l'équipe de négociation pour tout le travail acharné et les longues heures consacrées à l'obtention de cet accord. En solidarité, John Mader, le président Karen Sawislak, le directeur exécutif Joel Foster, le secrétaire-trésorier Joshua Sperry, le représentant syndical de la section locale 20 de l'ESC ont entamé des négociations contractuelles avec PGampE. Pour obtenir des mises à jour sur les négociations, cliquez ici. 12 octobre 2015 École locale 20 PGampE Unit Annual Meeting Membres prenant des mesures pour exiger un contrat équitable pour tous et rejeter la proposition de la société 8217s pour les gelées de salaire pour des centaines de membres. Le 11 août, le Comité de négociation générale des CES a rencontré les RH et a passé en revue l'accord de principe entre la FIOE et la PGAMPE. C'était une séance d'information, pas une séance de négociation. Le comité a examiné les changements apportés aux avantages suivants: Congé de maladie de vacances Congé de maladie de longue durée Nouveaux programmes d'invalidité de courte durée et de congé familial payé L'ESC et PGampE discutent également du cadre de négociation pour les négociations globales du contrat; Articles pour la dernière semaine d'août et début septembre. Avec le début des négociations réelles de contrat, l'Union active le Réseau d'Action de Communication. Le Syndicat organisera une conférence téléphonique pour la CAN au cours de la dernière semaine d'août. ESC LOCAL 20 MISE À JOUR DE MEMBRES DE PGAMPE Veuillez cliquer n'importe où sur le paragraphe ci-dessus pour le pdf complet de la mise à jour de membre ESC LOCAL 20 MISE À JOUR DE MEMBRE DE PGAMPE IBEW Local 1245 a conclu un accord de table avec la Compagnie. L'entente provisoire avec tous les langages convenus est prévue pour être publiée aujourd'hui. Les dirigeants et le personnel de l'ESC ont entendu un aperçu de haut niveau de l'accord. Le Conseil de l'Unité a discuté de ces nouvelles et l'ESC se réunit cette semaine avec la Société pour discuter de l'impact de l'accord de l'IBEW8217 sur les négociations de l'ESC8217. Veuillez consulter le site Web de l'ESC pour d'autres mises à jour. ESC LOCAL 20 MISE À JOUR DES MEMBRES DU PGAMPE Aujourd'hui, l'Union a rencontré la direction de la CDD - ou plutôt la nouvelle direction, après le reorg. L'ordre du jour de la réunion comprenait le contrat suivant: l'utilisation par la société d'entrepreneurs pour le projet de parc de maisons mobiles et le remplacement de poteaux: Le syndicat a soulevé des préoccupations concernant la passation de marchés en général et la provision apparente prévue de la renonciation à certaines normes PGampEs. AWS: En raison du fait que les QG locaux et les PMR sont gérés différemment, cela soulève la question: y at-il une volonté de revoir AWS? La réponse est peut-être. Avec perh8230aps un peu plus peut-être qu'il n'y en avait auparavant. Pas la réponse que nous voulons, pourtant. L'Union envisage de faire pression sur les AWS. Sondage: L'intendant Carl Harland a soulevé un problème au sujet d'un sondage qui devait être rempli par les membres au sujet du premier sondage. L'enquête comprend les noms des membres et est menée par les employés, les superviseurs et les gestionnaires. L'inquiétude est que sans l'anonymat certains employés pourraient encourir l'animosité de leurs gestionnaires et des superviseurs de pertes perçues ou même subir des représailles. Examen de la gestion des travailleurs rémunérés en heures supplémentaires et de la productivité: Le Syndicat a reçu des rapports selon lesquels la direction envisage de surveiller les travailleurs à temps supplémentaire et leur productivité. Le Syndicat a souligné qu'il n'avait pas négocié de normes de rendement pour les estimateurs et que les données devaient être examinées pour tenir compte des circonstances atténuantes et que les attentes de la direction devraient être clairement communiquées. Les estimateurs devraient être formés et entraînés (non disciplinaires) à ces attentes. Projet ferroviaire à grande vitesse: L'entreprise envisage de permettre à l'Autorité HSR d'utiliser la conception du demandeur pour le WRO nécessaire à HSR. L'Union est très préoccupée par l'expansion de la conception des demandeurs pour les installations PGampE et les questions si son permis sous les tarifs. Nouvelle charge de travail des représentants d'entreprises: Le délégué Mark Boutte a soulevé la question que la charge de travail pour les représentants des affaires nouvelles est en plein essor en même temps la dotation est à 60 de pointe de personnel pré-2008 désastre économique. Cela entraîne des environnements de travail très stressants et est insoutenable. Négociations contractuelles générales: Pendant ce temps, en prévision d'une négociation complète, le Conseil de l'Unité de l'Union a nommé un comité de négociation et plusieurs sous-comités. La composition du comité pourrait changer en fonction des discussions-cadre. VEUILLEZ CLIQUER N'IMPORTE OÙ DANS CETTE NOTICE POUR LA MISE À JOUR COMPLETE DES MEMBRES PDF PRINTABLE LOB 15-02 changements à Mapping Line of Progression signé ci-dessous trouver la version finale, signée de la nouvelle LOA cartographique. L'entente comporte quatre points principaux: Modification du format du Programme d'avancement du mappeur de deux ans à trois ans, et différents formats modulaires pour le gaz et l'électricité, et davantage de composantes sur le tas du programme de formation. Augmente les échelons de rémunération de façon significative pour les techniciens de cartographie, les techniciens de cartographie et crée un nouveau 2.5 8220Sr. Mapper a passé l'étape de paiement Test8221. Augmente les exigences minimales pour les techniciens de cartographie d'entrée de gamme. Élimine les techniciens de cartographie 8220local8221 et les convertit en techniciens de cartographie. CES remercie notre comité de cartographie qui a eu beaucoup de réunions et a poussé pour autant que nous pourrions obtenir pour combler l'écart salarial pour les cartographes: Pete Miskovich, Steve Montgomery, Jake Jensen, Lori Moran, Claire Wieszczyk, Katharine Reeves, Tony Acosta et John Mader. C'est un pas en avant important pour les techniciens de cartographie et montre ce que l'ESC peut accomplir quand nous travaillons ensemble pour améliorer nos classifications et pour être au courant de nos affaires changeantes. La LOA 15-02 se transforme en ligne de progression cartographique Lettre ouverte au vice-président de PGampE, Des Bell, du président John Mader. Cher Senior V. P. Des Bell, je vous écris pour soulever une inquiétude. C'est la saison d'évaluation. C'est la saison où les employés et les superviseurs se rencontrent pour discuter de la façon de se faire eux-mêmes, de leur département et de PGAMPE et de la réussite de l'année dernière. À la suite d'une demande d'information, le Syndicat a constaté que, dans les services partagés, les taux auxquels les employés sont classés comme étant en développement, ou sous la cible, ou les deux, sont près du double de ceux des autres organisations représentées au CES. En outre, les services partagés sont plus de deux fois plus susceptibles de noter les employés que L inférieur par rapport à la moyenne pondérée de l'entreprise pour les employés représentés ESC. En outre, les services partagés ont le taux le plus bas pour reconnaître les employés dans le haut L. Lors des réunions semestrielles entre l'Union et le leadership des services partagés, j'aime toujours entendre parler du succès de l'organisation des services partagés. À la lumière de ces rapports et de l'éventail des réalisations que nous avons toujours entendu parler de vous et de vos rapports directs, je trouve doublement inquiétant que les employés représentés à l'ESC des Services partagés soient plus de deux fois plus susceptibles que leurs pairs d'autres organisations d'être Évalué dans le L8221 inférieur. L'exacerbation de l'inquiétude de l'Union est le fait que les services partagés ont le taux le plus bas pour reconnaître les employés dans le haut L. Des, je connais et travaille avec les employés dédiés dans les services partagés. Je peux témoigner de la fierté qu'ils prennent dans le travail professionnel qu'ils font pour PGampE. Je trouve que les succès des Services partagés et le professionnalisme de ses employés sont incompatibles avec une tendance qui se traduit par plus de deux fois la probabilité que les employés dans les services partagés recevront une cote dans le bas L. Je vous exhorte à participer personnellement à un examen De la façon dont les évaluations des services partagés sont effectuées et des indicateurs utilisés pour évaluer les employés des Services partagés de l'ESC. Je suis profondément préoccupé par le fait que l'impact de ces évaluations globales disparates aura une incidence négative sur le moral des services partagés. Cela pourrait, à son tour, affecter négativement la tendance au succès des services partagés au cours de ces dernières années. Bien que l'Union entend poursuivre le règlement de ses préoccupations par le biais du processus de règlement des griefs pour les personnes touchées, je souhaite également offrir la collaboration de l'Union pour engager avec votre équipe de direction un examen et un examen de la mise en œuvre globale du processus PMP dans les services partagés , Avec un oeil vers arriver à une explication pour les résultats négativement disparates dans votre organisation. Travaillant ensemble, je crois que nous pouvons établir des résultats en ligne avec le professionnalisme clair des employés de services partagés et le succès de votre organisation. Susan Greenwood, Susan Greenwood, Représentante syndicale de l'ESC pour le DCPP de Fresno et Bakersfield, a annoncé qu'elle prendra sa retraite en vigueur en février. Susan a travaillé pour ESC pendant neuf ans, et pendant ce temps a lutté dur et avec succès pour les membres à travers la partie sud du territoire PGampE. Elle a joué un rôle important, en particulier au DCPP, en aidant à mettre en œuvre les ententes pour les ingénieurs et les professionnels du nucléaire, en formant de nouveaux délégués syndicaux, en déposant et en réglant les griefs majeurs au sujet de l'impartition et en respectant les membres syndicaux et les gestionnaires. Les entrevues sont tenues pour un nouveau représentant, qui aura probablement un certain temps pour la transition dans son nouveau poste avec Susan. ESC manquera énormément le dévouement de Susans aux membres et son engagement envers la cause syndicale et nous lui souhaitons le meilleur pour sa retraite. La construction sans la conception, le manque d'enregistrements complets peut être un coup proche ESC veut rappeler à tous les employés que le travail étant construit dans le domaine sans un design à l'avance (pour le travail qui nécessite un dessin), ou le travail ne pas entrer dans la cartographie, peut être Near Hits ou CAP (Correction Action Program). Si vous constatez que la conception ou la tenue de dossiers est contournée sur n'importe quel travail, veuillez le soumettre sous la forme d'un article Near Hit (for Electric) ou CAP (Gas). La direction est d'accord avec cela, mais elle n'a pas encore communiqué cette information aux employés. Pour plus d'informations, cliquez ici. 23 décembre 2014 2015 8220Exhibit A8221 Horaire salarial et salaire Les échelles de salaire et de salaire mises à jour pour les classifications ESC à PGampE sont dans le document ci-dessous. Cela reflète la hausse générale des salaires de 2,75 ratifiée par les membres au début de cette année, ainsi que l'ajout de nouvelles classifications ajoutées qui ne figurent pas dans la pièce 2012-14. Bonne année 22 novembre 2014 Une victoire pour les responsables locaux de l'ESC8217s au sujet de la création 8220automatic8221 des ordres PM par les T-hommes utilisant le FAS est finalement réglée, et le résultat est une victoire majeure pour l'Union, en particulier nos membres dans Estimation électrique. Le protocole d'entente ci-joint illustre l'entente finale sur la façon dont ce processus de travail sera ajusté à l'avenir afin de refléter le rôle approprié de l'estimateur ou de l'ADE. Caren Helzer de Monterey, Phil Perkins de Marysville et Vince Brown de Bakersfield 8211, et sans l'énorme effort et le leadership de Joel Foster (vice-président des divisions de l'ESC et ADE À San Rafael). 19 novembre 2014 Avantages pour les retraités qui travaillent dans la salle d'embauche En raison des mandats fédéraux de la Loi sur les soins abordables, PGampE ne peut permettre aux employés actifs de Hiring Hall d'être inscrits à un régime médical pour retraités parrainés par PGampE. Si vous êtes actuellement inscrit à un régime médical pour retraités PGampE, et que vous continuez votre emploi actif avec PGampE le 1er janvier 2015, votre couverture prendra fin le 31 décembre 2014. Le 21 octobre 2014 Chères retraités de PGampE Comme vous l'avez peut-être entendu, Il ya des changements très importants à venir concernant l'emploi à travers la salle d'embauche et vos prestations de santé pour les retraités PGampE. À l'heure actuelle, la plupart de nos retraités qui travaillent à travers la salle d'embauche sont inscrits à leurs prestations de santé de PGampE retraité, et recevoir un paiement au lieu de prestations de 8,22 par heure. À compter du 1er janvier 2015, en raison des modifications apportées aux règlements concernant les régimes de retraite pour les retraités parrainés par l'employeur en vertu de la Loi sur les soins abordables (ACA), PGampE ne permettra plus à QUELQU'UNE qui est un employé actif de la salle d'embauche . Si vous travaillez pour PGampE à travers le ESC Hiring Hall, vous NE POUVEZ PAS rester inscrit à votre PGAME plan de santé des retraités. ESC a travaillé sur une solution pour cette situation, et nous prévoyons avoir deux options en place pour nos retraités salle d'embauche qui seront touchés par ce changement. PGampE offrira maintenant un plan de santé aux retraités PGampE qui sont des employés actifs par l'intermédiaire de l'ESC ou IBEW Hiring Halls. (Ce plan est très semblable au plan NAPCAP qui est offert à la population des retraités d'avant 65 ans à PGampE, et est un plan PPH Anthem.) Si vous voulez continuer à travailler dans la salle d'embauche au-delà de 123114, vous serez dis - Inscrit à votre régime de soins de santé actuel pour les retraités. Les retraités qui travaillent comme employés de Hiring Hall au lieu de cela seront admissibles à s'inscrire au plan médical NAPCAP Hiring Hall. Si vous ne couvrez que vous-même, vous paierez une prime de 92,38 par mois, en raison des exigences d'abordabilité qui font également partie de l'ACA. Si vous couvrez des personnes à charge, la prime sera semblable à celle que vous payez pour la couverture tous les mois en vertu des régimes actuels des régimes de retraite pré-65 et post-65 (voir le tableau ci-dessous pour les primes 2015). Si vous choisissez de vous inscrire à ce plan d'embauche PGAMP Hal NAPCAP, vous renonciez à payer 8,22 € par heure dans le cadre de votre salaire, car PGampE fournit maintenant une couverture médicale. Toutefois, vous n'utiliserez pas vos comptes RMSA ou RMEC pour payer votre régime et vous pourrez les épargner lorsque vous vous réinscrirez au Régime médical de retraite de PGampE. Si votre emploi à l'Hiring Hall se termine, vous serez admissible à être réinscrit à vos prestations de santé pour les retraités. Si, au cours d'une seule année, vous êtes inscrit à la fois dans le plan NAPCAP de la salle d'embauche et dans votre régime de retraités PGAMPE, vous devrez satisfaire à la franchise annuelle, aux co-paiements, etc. En d'autres termes, il y aura 8220tabs8221 séparés pour les coûts engagés dans le cadre du plan NAPCAP HH et de votre plan PGampE Retiree. 2. Pour les retraités qui travaillent dans la salle d'embauche et qui ne peuvent ou ne veulent pas se désinscrire de leur régime médical actuel, ils travaillent à créer une relation avec un employeur tiers, CANUS. CANUS deviendra ce que l'on appelle un entrepreneur signataire de l'ESC, et aura un accord pour fournir des employés temporaires qui sont retraités à PGampE par le biais de renvois de l'ESC Hiring Hall. Le contrat CANUS aura des conditions de travail identiques à celles de l'entente de la CES avec PGAMPE 8211, les mêmes taux de rémunération, les mêmes limites à la durée de l'emploi, la même possibilité pour l'employeur de mettre fin à un emploi temporaire, etc. Parce que CANUS est l'employeur, les retraités PGampE qui sont envoyés de cette façon à des emplois temporaires d'embauche par le biais de l'ESC sera en mesure de garder leurs prestations de santé de PGampE retraité. CANUS offrira un régime de soins de santé Kaiser, ou paiera les 8,22 par heure en lieu et place des prestations si vous refusez la couverture de Kaiser. Nous travaillons encore avec CANUS et PGampE pour finaliser ce que ressemblera cet arrangement et comment il fonctionnera dans la pratique. Le CES s'est engagé à rendre cette alternative disponible en signant le contrat signataire, mais PGampE devra également s'entendre. Nous espérons que la direction de PGampE verra la sagesse de faire usage de CANUS pour les retraités ESC qui veulent un emploi temporaire avec PGampE, mais aussi besoin de garder leur plan de santé actuel PGAME retraités. En bref, nous travaillons encore à déployer les options qui seront disponibles pour nos membres retraités dans la salle d'embauche. Nous nous attendons à être en mesure d'émettre plus de détails très bientôt, comme la date limite du 1er janvier qui a été fixé par PGampE approche à grands pas. John Mader, Président Karen Sawislak, Directeur exécutif Joshua Sperry, Représentant syndical principal 22 septembre 2014 PGampE lance son premier sondage PGampE mène un sondage auprès des employés tous les 2 ans. La Société commencera à distribuer des sondages aux membres de l'ESC le lundi 22 septembre. Le Conseil de l'Unité ESC encourage tous les membres à y participer. Le Premier Survey est l'outil PGampEs qui permet aux employés de partager franchement et confidentiellement leurs commentaires sur leur travail, leur environnement de travail et l'entreprise dans son ensemble. C'est votre chance d'exprimer vos points de vue sur des questions telles que la passation de marchés, les processus de travail et le processus de gestion du rendement. Selon la Société, le sondage est confidentiel PGampE mène l'enquête auprès d'un fournisseur tiers (CEB) et n'a pas accès à des informations d'identification pour tout ce que les employés ont évalué ou écrit. CEB traite les données, crée des rapports récapitulatifs et les retourne à PGampE. Les rapports n'incluent jamais de noms. Les rapports sommaires de données ne sont produits que pour les groupes de 10 répondants ou plus. Les rapports de commentaires sommaires ne sont produits que pour les groupes de 20 répondants ou plus. La participation au sondage est entièrement volontaire. Le sondage prend environ 15 minutes. Voici ce à quoi vous pouvez vous attendre: Le lundi 22 septembre, vous recevrez un courriel de la CEB, un fournisseur de sondage auprès de tiers, pour compléter le sondage Premier. Il comprendra: 1) un lien électronique à l'enquête; 2) un code PIN unique pour accéder au sondage (personne ne peut utiliser ce code PIN). Vous devez enregistrer ce courriel et conserver votre code confidentiel. Vous pouvez utiliser ce lien électronique et votre NIP pour effectuer le sondage à l'aide de tout ordinateur, smartphone ou tablette pouvant se connecter à Internet. Note: Les employés suivants ne recevront pas de sondage Premier de la CEB: salle d'embauche, employés d'été, employés embauchés après le 31 juillet, employés temporaires et employés en congé, indemnisation des accidents du travail ou invalidité de longue durée ou contrat. ESC Local 20 Extension de contrat ratifiée PGAMPE RÉSULTATS DES ÉLECTIONS DU CONSEIL D'ADMINISTRATION 2014 Les membres suivants ont été réélus par acclamation: VICE-PRÉSIDENT DIVISION: Joel Foster VICE-PRÉSIDENT GÉNÉRAL CONSTRUCTION: Andrew Johnson VICE-PRÉSIDENT GÉNÉRAL GÉNÉRATION: Joe Anastasio Félicitations à tous les accords provisoires pour la prolongation d'un contrat PGampE d'un an Le comité de l'unité PGampE a recommandé que la section locale 20 de l'ESC accepte provisoirement de prolonger notre contrat actuel d'un an. La nouvelle date d'expiration de notre contrat sera le 31 décembre 2015. Cette prolongation éventuelle du contrat est soumise à la ratification de l'adhésion. Les deux postes de la prolongation sont les suivants: A 2,75 majoration générale des salaires (GWI) à compter du 1er janvier 2015. Cette IGV s'appliquera à tous les employés représentés au ESC, y compris les employés rémunérés mensuellement qui ont reçu 1 GWI dans le cadre de la STIP dans le contrat actuel. Pour être clair, tous les employés recevront une augmentation de 2,75. La participation au STIP pour 2015 restera à 10 (15 pour les directeurs). Un accord de négociation avec la Société sur les changements possibles au plan médical qui sont nécessaires pour se conformer à la Loi sur les soins abordables. Ces changements possibles impliquent l'embauche des employés de la salle seulement, et sont le résultat de nouvelles exigences qui exigent PGampE offrir un plan médical à un certain pourcentage de ses employés. Le Conseil de l'Unité estime qu'il est prudent d'obtenir une prolongation de ce contrat d'un an de cette nature en ces temps incertains, car l'amende de San Bruno et le résultat de l'Affaire de taux général sont encore à déterminer. Lorsque l'ESC reviendra au tableau en 2015, on en connaîtra beaucoup plus sur la situation financière de la Société. C'est une décision importante de différer la négociation, mais le Conseil de l'Unité est convaincu que l'Union sera mieux placée pour aller de l'avant si notre accord est prolongé. Le conseil d'administration de l'Unité est également très heureux de pouvoir livrer un accord de table qui rétablit la norme d'un seul GWI pour tous les employés représentés par ESC. Encore une fois, il s'agit d'une entente de principe et nécessite l'approbation des membres. Des détails seront bientôt disponibles sur le processus de ratification. In addition, as part of the discussions that led to the agreement to extend the contract in accordance with the terms described above, the PGampE Unit Board has agreed to approve a Letter of Agreement (LOA) that sets up a pilot program for performance goals and performance evaluations. This letter agreement will apply to all ESC-represented employees who are SITP-eligible. The pilot program will become effective upon ratification of the contract extension and will end on December 31, 2015. The Unit Board agreed to this LOA and pilot program as a way to address how our monthly paid STIP-eligible members are evaluated by management in regard to performance goals. The LOA sets a standard that the Company8217s performance goals must be within job scope and must be 8220reasonable, attainable, and measurable.8221 The LOA also sets forth specific criteria for evaluations based on performance goals, which require management to evaluate individuals with due attention to the particularities of an assignment, and factors such as the individual8217s workload, level of experience, and training. While the LOA grants the Company the ability to set performance goals without bargaining, the specific standards and criteria that now will govern management8217s use of goals and evaluations will strengthen the Union8217s ability to bring grievances over STIP outcomes when such disputes arise. The Unit Board believes that the language contained in the LOA is broadly protective of monthly-paid employees, and creates important new standards for management8217s use of the performance evaluation process. The Union will be holding calls and meetings for shop stewards to brief the membership about the contract extension and the new LOA and pilot program as the ratification process moves forward. Please watch for additional announcements about the time and location of these information sessions and the ratification mailing. We hope to conclude the ratification process by the end of April. The full text of these agreements are available by clicking on the links below. John Mader, President Karen Sawislak, Executive Director Joshua Sperry, Senior Union Representative March 2014 ESC PGampE Unit Update Annual Meeting amp New Union Hall: Last year the Union completed the purchase of a building at 810 Clay Street in Oakland to relocate the Union to a permanent home. Construction on the remodel of new Union hall began in November and likely will be completed in May. In the interim the Unions administrative staff is working in a temporary office. Please join me in thanking the Unions staff for all of the hard work (behind the scenes) to minimize the impact of the interim office on the level of service to the members Due to the timing of the Union Hall construction, the Unions Annual meeting is expected to be scheduled in late May. The date will be announced soon. This will be the first Union Annual meeting in the Unions new permanent home. Bargaining: There is late-breaking news ESC may arrive at a one-year contract extension with the Company. In the event that these on-going discussions do not result in a tentative agreement to extend the contract, the Union is working to complete the bargaining survey to elicit membership input into bargaining proposals and solicit bargaining committee volunteers. Expect a bulletin soon. The date for exchange of initial proposals for general bargaining is set for June 2. Work is also continuing with IFPTE field Representative Carl Webb to assist in the formation of the bargaining campaign communication action network (CAN). I urge you to participate in this effort. SMOC: The Union continues the struggle to achieve inclusion of the SMOC group into the main contract. The company maintains its position that the SMOC members must have a separate and lesser contract, and is not very interested in the Unions new proposal, despite several compromises made in their direction. Union Representative Dominic Chan has been organizing elected officials to contact Tony Earley over this issue and Utilities Committee members in the Legislature have in fact contacted him. In addition, the San Francisco Labor Council recently sent out an email action alert and now other Central Labor Councils will be following on. Pole Outsourcing: Many members have been raising concerns about PGampEs decision to contract out estimating of pole replacements to outside firms. ESC opposes this decision, and has been trying to get PGampE Management to reverse this counterproductive effort. The Union believes, and has communicated to management, that this outsourcing is not in the interests of employees, customers, or ratepayers. Management has told the Union that they intend to develop a contracting strategy as a lever that can be pulled to deal with fluctuations in workload, and says that their other levers are overtime and hiring hall. ESC represented ADEs in Sacramento and Fresno RMCs are checking the work of these contractors. Some members have raised concerns about quality control given the volume of pole replacement jobs to be checked and the aggressive timeline to do so. Other ADEs have expressed interest in checking the work of contractors for their regional areas. The union will raise these issues with management as well. The Union strongly prefers that PGampE use overtime and hiring hall to address peaks in workload instead of contractors. Members in CSD have seen more contracting of design and estimating than previously, and this practice is very alarming to ESC. We also continue to argue at every opportunity that management must increase the headcount of the ESC-represented employees who perform this critically important work. Please remember: it is not in the job description of Estimators (including ADEs) or Mappers to train contractors. An assignment to train contractors would require an upgrade to management and Members may, and should, decline such assignments. PGampE pays contractors very high rates, based on the assumption that the contractors train their own employees and have their own tools, work methods and that they will meet PGampEs standards. PGampE employees can and should hold contractors accountable to comply with all PGampE design and construction standards, and should report all violations of PGampE standards. That is an important safety practice. If estimators are reviewing a contracted job it can be an estimators responsibility to note a contractor violation of PGampEs standard it is not the employees responsibility to train the contractor. The Union is also examining the nature of some of the contractors that work in PGampE departments so as to determine if they are in fact agency employees as defined by the contract. The Union also encourages members to work as efficiently as possible, and also to consider working offered overtime (if possible) so as to produce more projects and lessen the pressure to contract out. If your office is not being offered overtime, this could be a contractual violation. If there are Estimators who want to work overtime and are not being permitted to do so, please contact your Union rep. S alary Ad-Hocs Committees: The Contractually required Salary Ad-Hocs for the Z groups (DCPP Professional and Engineers, Power Gen, Telecom and Distribution Outage Coordinators) was held Feb 26 and 27. The reason for these committees was the Unions concern in general bargaining for equity between the first generation of new groups organized under the Neutrality Agreement and groups after that. This difference led to similar Engineers classifications in different groups having salaries ranges that were less than the first generation by between 10 and 15 . The nature of the current contract and the inclusion of STIP with a smaller GWI for the first generation of monthlies have shrunk that difference to 5 to 10, but still equity between members is a top concern for the Union. In addition the Union remains concerned about the effects of the differential between mapping and estimating pay in regard to the long term retention of mappers. Finally, the Union raised the issue that while Senior Field Engineering Technicians and Field Engineering Technicians were adjusted in the 2009 Contract, the other General Construction classification (Field Engineers) was not. Management explained the companys compensation policy is to take the top of the Unions range and compare that to market surveys it obtains from compensation consultants. Those consultants usually compare PGampE to national private corporate employers of similar size. No other Northern California utilities, like SMUD, were included in the survey. The target management sets is that the top of a classifications rate should correspond to the median of the national market plus 10 to account for the cost of labor in the California labor market. The Union argued that the data used did not account for the nature of the PGampE work force, and that the expertise and experience of the work force was not factored in the survey. Further, and more galling, was that management promulgated a philosophy that PGampE employees should be able to earn only up to the median This is hardly in keeping with all other areas were PGampE compares itself to other employers. In comparisons PGampE sets goals to be in the top quartile or decile and yet when it comes to the compensation of the employees that are expected to achieve those goals management thinks that most we should be compensated is the median. The Union also pointed out that managements philosophy is inconsistent with managements stated goal of compensating according to the market. Comparing the market median to the top of the rate means that PGampE wants its employee to be able to earn up to the 50 th percentile and excludes from consideration the compensation of engineers earning more than the lowest 50 of engineers in the survey. Furthermore managements philosophy does not take into account the actual variability of PGampE employees in the contractual salary ranges. It would be much more consistent with managements own stated goal of comparing to the market to use the average (corrected for the California labor market) compared to PGampE employee average. In that way PGampE would be comparing its employees actual compensation to the entire market and not to lowest 50 of the market. Mapping : Management shared information that they said showed that Mapping was are already over market. The Union argued that regardless of how PGampE mapping compared to outside employers Mappings real competitor for experienced employees was Estimating. While a certain flow of mapping to estimating is expected and healthy, too much movement of newer mappers into estimating robs mapping of the core of experienced mappers that will be vital as mapping transitions into new technologies Further, the mapping population is heavily weighted toward employees preparing to retire. Management did admit they do have some retention concerns and suggested that there might be some mutual interest to adjusting the progression system for Mappers in a way that could lead to more compensation for mappers (see the update on mappers and the DCCC) but that management was adamantly opposed to making adjustments to the wage rates. Field Engineers : Management did not present extensive market data. The survey job description did not match the job. The Union argued that the company should include project managers in its comparison. They said they would go back and talk to Comp department some more. Z groups: Management shared data that they claimed showed that almost every classification had salaries are over market, with the exception of Nuclear Project Managers. The Union made impassioned arguments that managements methodology for reaching its conclusions are flawed, as outlined above. Performance Reviews amp Standards: Monthly paid members will soon receive their STIPs and PWI. Members are urged to check their payment to ascertain whether management has withheld STIP or PWI. Last year many members were unaware that they had received a reduced STIP payment. Management presented revised performance goals for Electric DEs, Project Management amp PCAs and Land (CRE) classifications that the Union determined to serious and substantial changes. Committees for the three groups were formed and have bargained over the changes. The results for EDEs were some new goals reflective of new initiatives and mostly date changes to reflect a new planning calendar. For project management the company had wanted to tighten significantly the percentage of cost variance for each project managers portfolio. After learning that over 10 of Project Managers were rated in the lower L the union declined managements proposal to raise the project accuracy requirements. In Land, the Union is demanding that management remove non-individual goals management and eliminates goals that are beyond an individuals control. In general the Union is becoming aware of changes in the application of competencies as applied by management. Management has increasingly made changes to competencies and their application has varied from the agreed-to performance standards. The Union has filed a business managers grievance and is advancing the case of a member who was rated low in a performance evaluation for a conduct issue even after the Company had separately disciplined the member for the same conduct. Bidding Committee: At PGampEs request the Union has participated in a committee with IBEW to examine the bidding system and its effects on the filling of open positions. Managements concern was that the process of pre-bidding was slowing the filling of positions. The Committee studied all aspects of the bidding system and found that while members bidding does account for some delay in filling positions, most of the delays in the procedure for filling positions are under management control (e. g. management often delays the departure of a successful bidder for weeks or months which in turns delays the filling the vacancy of the successful bidder). Therefore it was the recommendation of the committee that reforms to the process be made and a committee be formed to monitor new contractual bidding language toward the purpose of enabling consistent bidding practices to ensure bidding is efficient and timely. EOT Committee: As called for in the Contract, the Ad-hoc Committee to address EOT has met and concluded its work. The Committee has reached agreement on a new recommended guideline for Emergency Overtime. This agreement will supersede the 2000 OT guideline and provide a single document, which should result in more clarity for the process of tracking call-out andsignup. In addition, the agreement provides a process for selecting Mutual Aid participants, and codifying roles for ESC members in emergency response. A major change will be the charging of OT that is declined. The agreement does not preclude different local agreements but does require a written agreement between the Union and the Company to deviate from the guideline. Near Hit: The Union continues to participate in the Near Hit initiative. An agreement is expected soon toformalize the Unions commitment to this safety practice. Distribution Engineers: Recently the Union has been negotiating a new classification to split off operations duties from Distribution Engineers into a new classification. Ironically this request to negotiate a new classification follows the Unions loss of its grievance that PGampE was creating a new classification without bargaining by assigning operations duties to engineers irrespective of DEs DPA. The new classification will have a higher rate of pay, a Lead Engineer (An ADE-like position), on-call requirements, 1 overtime for emergency work done while on call, retention bonuses and 2 hour minimum pay for being called while on-call. For gas Distribution Engineers the Union has negotiated working conditions unique to Gas DE at the Gas Switching Center. Engineers that are hired or bid into the switching Center have a basic workweek of three 12 hours shifts in a week and also have on-call requirements, 1 overtime for emergency work done while on call, retention bonuses and 2 hour minimum pay for being called while on-call. Electric Transmission Estimating: The Union has reached an agreement to create separate headquarters for Electric assigned estimators at the Sacramento and Fresno RMC. Management had requested the ability to assign transmission work to a dedicated estimating work force. In fact management had considered exercising 15.2 to create a new Transmission classification. The Union raised concerns that this was estimating work that all estimators should have the opportunity to perform this work. The Union cited the past practice of this work being assigned to estimators in a separate dedicated headquarters. This is analogous to the Gas Transmission Estimating. On the basis of this, and in consultation with Stewards in the two RMCs, the Union agree to create a separate contractual HQ in the RMCs and a process for the current estimators to choose their HQs. The Union believes that this will allow members to choose the type of work the want to do via bidding and maintain the broad nature of the estimating classification. Design Understaffing: Understaffing of Design Drafting and Engineering is especially acute in Hydro and T-Line. At last DDLM (and at previous minutes), the Union has pointed out that there are only 11 regular employees in Hydro Design the same number as during bankruptcy, when all capital work on hydro facilities was stopped. 25 FTEs worth of work was outsourced in 2013. Similarly for T-Line, there are only 10 regular employees (plus 3 vacancies), while 23 FTEs of Design Engineering alone (not including drafting, which is comingled with Substation and so cant be broken out) was outsourced in 2013. This again shows how Management relies on outside contractors rather than regular in-house employees, and the situation is now that PGampE is a manager of contracts rather than an engineering company. The Union continues to make the point with management at every opportunity that this practice is far more expensive and far less efficient than hiring FTEs. General Construction: Management has expressed a desire to introduce a new construction management position. The Union is working to identify BU unit work of General Construction classifications that may be part of this effort. Several Field Engineers have been appointed to a working group that includes representative of IBEW as well. Also a committee recently met to work on an agreed to training program for FESFET amp FET. This training program would be the first one since 1998. Mappers: The Union has reached an agreement (available on the Unions website) for Electric Mapper that creates the position of Expert Mapper for the centralized mapping HQ (Sacramento) and the future consolidated switching centers in Rocklin, Concord and Fresno. The Position will require a new test with an emphasis on leadership. Mapper in these HQs will be able to advance automatically to Lead Mapper. Under the leadership of an Expert Mapper Lead Mappers will be able to lead types of work. This agreement will bring enhanced compensation opportunities for mappers who normally would not be able to be Leads. The Union had argued strongly for additional compensation for the Expert Mapper but management once again refused, citing its compensation comparisons for mapper which management says shows PGampE mappers at much higher rates than its market surveys. The Union is on the verge of settling two disputes over mapping jurisdiction. Management had established a process that after mapping review clerical would scan the documents and upload to a data base and that would be the copy of record. The Union contended that it is Mappers work to file records. After extensive arguments the Company is willing to stipulate that it is the actions of Mappers that file records. Also the Union and management have had a long running dispute over the companies plan to have non-ESC Asset Strategists change leak survey maintenance plans. Management had cited that it would be impossible to train mapping to do this work in SAP. The Union contended that this is mapping work now and will be in the future regardless of the software used. After nearly nine years management finally had a tool to demonstrate its plan to have mappers request changes and Asset Strategists to actuate the change. During the demonstration it became clear that the request process was more complex than the actual work to change the plan. On the basis of this management agreed that it was more appropriate to have mappers do this work. ArbitrationsGrievances: The Union is finally received the decision for the grievance the Union filed regarding management directing T-men to create orders (ESC work). The Arbitrator upheld that this was ESC work and that the Company must negotiate. This victory may have further positive effects as management introduces a host of new software tools meant to automate work processes in that no matter how much work is automated ESC bargaining Unit work must stay with the bargaining Unit, Any changes require an agreement with the Unions. Thanks to all the staff, stewards and officers for the hard work that made this great win possible. In addition the Union is actively arbitrating forced vacation and the denial of bid rights to vacancies in an employees own HQs. Also the Union is scheduling the arbitration of a grievance over the inclusion of a conduct issue in performance standards in the companys application of a competency as a non-negotiated performance standard. This situation can be also be understood as a unilateral change to positive discipline, and a case of double jeopardy. PMPCA Grievance: The Union is grieving the creation of numerous new non ESC jobs to do project PM amp PCA work in the guise of doing program work. The Union has filed a grievance over construction specialists doing General Construction QC work, and also the Sourcing department ordering coded materials and has offered a settlement . Legislation: The Unions Lobbyist is working to gather information and evaluate Senate Bill 1371. This potential law looks to direct California regulated utilities in the work of Leak abatement. The Union is particularly interested in ways to bolster the work of mappers in leak survey planning. Tuition LOA Revision: The tuition refund LOA has been revised to clarify fees eligible for refunds are limited to registration and academic fees. Also the and the time frames for application of tuition benefits have been shorted to 10 days in advance and due date for submittal of grades had been lengthened to 45 days. Did you know The above updates are highlights of the Unions business. Much more detailed information is available on the Unions website. The Unit board minutes include the Unions business and reports from the officers and staff. The minutes are posted after approval at the next board meeting due to constitutional rules. So minutes are usually a month in arrears. G ood Luck Please join me wishing good luck and success to the Members taking the ADE exam this Month. And Thanks Lastly, please join me for thanking all of the volunteers that participated as part of committees, engagements teams, stewards, officers, staff and as witnesses in grievances for the activities above. Our Union is only as strong as our members commitment to engage in all of these critical tasks. John Mader ESC Local 20 President IBEW Reaches Tentative Agreement to Extend PGampE Contract As you will likely hear later today, PGampE and IBEW 1245 agreed to extend the current contract agreements for IBEW 1245 represented employees for one year. The contract extension is tentative and must be ratified by the IBEW 1245 membership. The contract extension provides for a 2.75 general wage increase to be granted January 1, 2015. This message is to let you know that ESC Local 20 is actively involved in conversations toward reaching a similar agreement for a one-year contract extension. If such an agreement is concluded, it will be tentative and must be ratified by the Union8217s membership. We will share details as soon as we can. Please check the Union website for updates. John Mader, President Karen Sawislak, Executive Director February 26, 2014: DCPP members show their support for their SMOC brothers and sisters And you can show your support too Go to the PGampE SMOC Campaign page, scroll down and fill out the form to send an email to Tony Earley demanding a fair contract for our SMOC members. February 24,2014 Electric Estimating Outsourcing: February, 2014 Many members have been raising concerns about PGampEs decision to contract out Estimating of pole replacements to outside firms. ESC is not in support of this decision, and has been trying to get PGampE Management to reverse this counterproductive effort. The Union believes, and has communicated to management, that this outsourcing is not in the interests of employees, customers, or ratepayers. Management has told the Union that they intend to develop a contracting strategy as a lever that can be pulled to deal with fluctuations in workload, and says that their other levers are overtime and hiring hall. ESC represented ADEs in Sacramento and Fresno RMCs are checking the work of these contractors. Some members have raised concerns about quality control given the volume of pole replacement jobs to be checked and the aggressive timeline to do so. Other ADEs have expressed interest in checking the work of contractors for their regional areas. The union will raise these issues with management as well. The Union strongly prefers that PGampE use overtime and hiring hall to address peaks in workload instead of contractors. Members in CSD have seen more contracting of design and estimating than previously, and this practice is very alarming to ESC. We also continue to argue at every opportunity that management must increase the headcount of the ESC-represented employees who perform this critically important work. Please remember: it is not in the job description of Estimators (including ADEs) or Mappers to train contractors. An assignment to train contractors would require an upgrade to management and Members may, and should, decline such assignments. PGampE pays contractors very high rates, based on the assumption that the contractors train their own employees and have their own tools, work methods and that they will meet PGampEs standards. PGampE employees can and should hold contractors accountable to comply with all PGampE design and construction standards, and should report all violations of PGampE standards. That is an important safety practice. When noting a contractor violation, it is not the employees responsibility to train the contractor, especially if taking time to do so would take away from your other workload as assigned by PGampE. The Union is also examining the nature of some of the contractors that work in PGampE departments so as to determine if they are in fact agency employees per the contract. The Union also encourages members to work as efficiently as possible, and also to consider working offered overtime (if possible) so as to produce more projects and lessen the pressure to contract out. If your office is not being offered overtime, this could be a contractual violation. If there are Estimators who want to work overtime and are not being permitted to do so, please contact your ESC rep. Please remember that all of our members are the eyes and ears of ESC. If you see something that does not look safe or efficient, please forward your concerns to your shop steward or union representative. We must work together to defend the integrity of the PGampE network, along with the integrity of our union contract and our professions. John Mader, President Joel Foster, Vice President of Divisions Joshua Sperry, Sr. Union Representative February 3, 2014 ESC IS PREPARING FOR THE NEXT ROUND OF GENERAL BARGAINING WITH PGampE To ESC PGampE Unit Members: It is that time again: the term of our contract expires at the end of this year, and ESC is preparing for the next round of general bargaining with PGampE. June 2 has been set as the date for the initial exchange of proposals with the Company. Our negotiation sessions will begin right after Labor Day, with the goal of reaching a settlement by December 1. The Unions officers and staff have been planning for the start of general bargaining for some time, and all of you will soon begin to see bargaining-related activity. An on-line bargaining survey will be sent to all members in March, so the Union can get your input on potential proposals and better understand the memberships priorities. In addition, the Unions PGampE Unit Executive Board is beginning to work on the structure and composition of our negotiating teams. The Union also is building our capacity for member communication through what we call the ESC CAN (Communication Action Network). The Union will use the CAN throughout the bargaining process to keep everyone informed about ESCS and the Companys proposals, our progress at the table, and whatever actions we may take to ensure that our voices are heard. Bargaining is never an easy process. To defend and advance our contract, ESC will need to stand up and stand together. There will be many opportunities for member participation in our bargaining and ESCs success at the table requires an engaged and active member base. In short, more and more news about our general bargaining will be coming soon. Please watch for the ESC bargaining survey next month and for other opportunities to participate in the negotiations process. The strength of our union and the strength of our next contract depends on the involvement of the members. If you have any questions about general bargaining, please contact either of us or any member of the ESC staff or, very soon, your local CAN activist. In unity, John Mader, President, ESC and PGampE Unit Board Karen Sawislak, ESC Executive Director PGampE members have started their new Health Account Plan On January 1, 2014, ESC Local 20 members at PGampE began their new Health Account Plan (HAP) through Anthem Blue Cross or Kaiser. Members who have questions are reminded to utilize the resources available through Provant to help navigate the new health plan. Provant a wellness provider jointly agreed to by ESC and PGampE is your one-stop shop for health and wellness. Provant conducts on-site health screenings at PGampE locations to help identify your health risks and set goals to keep you healthy. Additionally, the health screenings earn you credits towards your Health Account, which helps offsets medical expenses under the Health Account Plan. For more information on how the new plan works, medical plan billing, dental or vision plans, or questions about the health screenings and health accounts, contact Provant at 1-866-271-8144. Representatives are available to assist you Monday through Friday from 5 a. m. 5 p. m. Pacific Time. You may also email them at PGEsupportprovanthealth . PGampE also established mypgebenefits to provide details on the new health plan, including what to expect the first time you visit the doctor or pharmacy in 2014. The website also has all of the free medication and lab test lists, as well as short videos on how the plan works. Family members can also view this site to help better understand how the new plan works. PGampE will hold a lunchtime conference call on Thursday, January 16 from noon to 1 p. m. for employees and family members to learn how to use the new HAP for the first time in 2014. Because of limited phone lines, PGampE employees with Company system access are encouraged to listen over the intranet by visiting wmsapp01wmsshareaudio. asx. Please note there may be no pre-conference audio on this link. The conference call audio will begin at the start of the actual meeting. Family members may listen to the call by dialing 1-866-814-1912 . December 29, 2013 SMOC Solidarity Keep the holiday photos coming Concord Service Center December 19, 2013 Donations to Richard Yarnells Family: As you may be aware, our brother, Richard Yarnell, tragically lost his son, Brandon, in a fatal car accident. Brandon is survived by his wife, three children, and another baby on the way. There are two voluntary ways you can help Richards daughter-in-law and grandchildren: 1. Contribute to the Helmer family fund: An account is set up at gofundme under the Helmer family in Lakeport, CA. 2. Donate accrued vacation hours proceeds will be transferred to benefit the Helmer family: Complete the vacation sale form (click on the link below) and return it to Heather Holladay via email hxhvpge (please print, sign, and scan) or mail to the address below. Vacation Sale Form LOA 13-38 vacation sale Yarnell Send forms by January 15, 2014 to: Heather Holladay, 77 Beale St. B23H San Francisco December 18, 2013 ESC Local 20 Holiday Photos - SMOC IS PART OF ESC SF Service Center Show your support keep the holiday photos coming November 19, 2013: November 13, 2013: LOA For Philippines Disaster Relief ESC Local 20 members at PGampE, you will soon receive communication regarding the following LOA agreed to this morning: The Company proposes to amend the provisions of Section 9.15 of the ESC Agreement. This amendment will allow employees to voluntarily sell up to forty (40) hours of vacation and transfer the proceeds to the Red Cross to support the victims of the Philippines Typhoon. Employees who choose to make this donation will have their donated vacation hours converted to cash and sent directly to the Red Cross. This amendment will be effective through December 13, 2013. The PGampE Unit Board unanimously supports this LOA and we urge our members to give generously in this terrible time of need for our brothers and sisters in the Philippines. September 22, 2013 Health Account Plan Informational Meetings for Union-Represented Employees Scheduled In 2014, all union members will be covered by the Health Account Plan, a new medical plan that was jointly designed and agreed to by IBEW, ESC, SEIU and PGampE, emphasizing wellness and preventive services. This plan was implemented for all Management and AampT employees beginning in 2013. Onsite employee meetings have been scheduled throughout the service territory to help union-represented employees learn more about the Health Account Plan and get a better understanding of the new plan before open enrollment begins on November 8. The IBEW has identified more than 100 employees, and ESC approximately 40, who are being trained to conduct these one-hour presentations across the service territory. These employees will also act as local employee resources to answer simple questions about the plan. Human Resources is also planning a series of similar meetings for ESC - and SEIU-represented employees. All union members are welcome to the IBEW, ESC, or SEIU meetings. Click here for the current presentation schedule and return periodically as more meetings are being added. For more information, contact Michelle Lee (MHL7 ) at 2232709. 08232013 Gas Estimating Update 08212013-ESC Local 20 Member Update Gas Mapper Retention Package Dear ESC members at PGampE, We are pleased to announce that ESC has reached an agreement with management regarding a Retention Agreement for Gas Mappers. The package will be equal to 8 of base pay plus overtime, paid in two six-month installments. In order to sign up for the payments, each employee must make a written commitment not to leave Gas Mapping for 12 months (August 1, 2013 through July 21, 2014) this is slightly retroactive, so most of the first month has already passed. You can still advance in the Gas Mapping line of progression (e. g. you can still bid from Sr. Gas Mapping Tech to Lead or Principal Mapping Tech) and changes offices (e. g. San Francisco to San Jose) as long as you stay within Gas Mapping. Also, this agreement is completely voluntary, so if you do not want to sign up for it, there is no penalty and then you would maintain your rights to bid to other classifications. Employees who wish to enroll in the retention program must fill and sign a commitment form. Contact HR or your supervisor for more details. In solidarity, John Mader, President Joshua Sperry, Sr. Union Representative June 28, 2013 The June 2013 Local 20 PGampE Unit Member Update Officer meetings In May, ESC PGampE Unit Board members met with top executives in our lines of business: Electric Ops, Gas Ops, IT, Power Gen and Shared Services. The Union reviewed many safety metrics and had discussions about work-life balance (including the suggestion of AWS in Estimating from the Union). ESCs two main items of concern were understaffing and outsourcing. New Union Hall Recently the Union made its first Mortgage payment on our new home. Instead of rent the Union built more equity in an asset that will benefit members by being our home and avoiding rising rent costs. The Unions goal is for the new hall to be fully functional by the years end. When renovations are complete the new hall will offer twice the space as the old hall. Performance Standards Following the announcement by many Departments of 2013 performance goals in March, the Union raised objections to unilateral serious and substantial changes based on input from members. In response management asked to meet to negotiate changes to performance goals to comply with negotiated performance standards. Recently committees met to represent Electric DEs (both assigned to operations and planning), Electric Project Managers amp PCAs, and Land amp Environmental classifications. Those committees are working on agreeing to goals for 2013 that will be acceptable, as well as a framework for applying goals and metrics while understanding that workload, priorities, and other factors are different for each employee. Staffing ESC continues to press management to relieve the understaffing in Estimating and Project ManagementProject Controls. ESC was pleased to note that PGampE is planning to hire more Electric Estimators, more Gas Estimators (as well as Gas Mappers and Field Engineers), and Gas PMs and PCAs. The Union remains unsatisfied with the slow pace of hiring, but at least it is moving in the right direction. Discussions over staffing in Design Engineering are ongoing as well. Hiring Hall Grievance ESC is working to close its Business Managers Grievance over the abuse of Hiring Hall preventing the posting of additional vacancies, based on the staffing increases cited above. Estimating Performance Point System The Company recently has instituted an estimating performance point system. While the Companys plans to utilize this system are not yet fully apparent, ESC has notified management that this new productivity measuring system is not an agreed-to performance standard. Alternative work schedules (CSD) When Management informed the Union that it intended to implement a change to the CSD attire policy that would ban, among other items, shorts and non-PGampE hats, the Union asserted a demand to bargain and adherence to the previously agreed-to CSD attire policy. During subsequent discussions the Union opposed the banning of shorts and hats. As is the practice of the Union in every meeting with CSD management the Union pressed for alternative work schedules for CSD. Later Management inquired as to the possibility of an AWS pilot with an eye toward establishing the criteria for the offering of AWS in a headquarters and an agreement to alter the attire policy geared toward banning shorts during work hours. The Union is gauging interest amongst the Members via stewards. Please contact your steward, Union Representative or officer if you have an opinion. Healthcare Changes coming later this year As a reminder, major changes to the Health Insurance benefits will be implemented on January 1, 2014. There will be a major educational effort by the Union and Company in the fall to make sure that members understand the structure of the new benefits and take part in activities like health screenings that will help you get information on your own health, and reduce costs. Central Valley Union Representative A reminder that there is a new ESC Union Representative for the Central Valley Nancy Ostrowski. Nancy has over 20 years of experience as a union staff representative, and comes to us after eight years as a senior staff rep with our sister IFPTE Local 21, based out of San Jose. Nancy will cover the territory from Auberry to Marysville. EOTBy-pass Committee This committee has continued to meet and ESC members, led by Vice President Joel Foster, are educating management about the history and importance of S0205 and how it is applied. We are hoping for clarifications of the callout procedures, as well as a discussion of bypass of estimating and ways to reduce that from happening. Electric DE Engagement A committee of Electric Distribution Engineers has met with management several times to continue work on several major issues for this classification. With the consolidation of Distribution Operations into three Distribution Control Centers expected in 2014, the Union has been working towards a relocation agreement under Section 22.10 that would lay out a process and mitigate the impacts of relocation. The committee is considering a separate job description for Operating Distribution Engineer, a formal call-out system, a Senior or Lead DE classification, and a retention package. None of these have been agreed to yet, they are all possibilities under discussion. General Rate Case ESC submitted testimony in the GRC supporting the need for many of PGampEs programs to increase safety and reliability. Bidding Committee At PGampEs invitation the Union is participating in a committee to examine the bidding process to develop recommendations to improve the process. The process is extensively manual and the Company would like to make it faster and more computerized, without losing any functionality. In fact perhaps functions could be added or improved. There will be a sub-committee to focus on ESC-specific issues in bidding such as processes for monthly positions. If members have bidding issues they would like examined by the committee please contact your Union Representative. Gas Estimating Bypass and Outsourcing Gas Estimators throughout the Company are alarmed by a dramatic increase in Service Replacements being performed without estimates. This leads to accounting problems, poor record-keeping, unsafe construction or codestandard violations, inefficiencies such as go-backs, and can even result in PGampE not obtaining vital records such as Gas Service Records for pressurized facilities. The Union has been pressing this issue at many levels of management within Gas Ops the only from management so far is to offer to set up a small hit team to look into the meter replacement process. AMTAGSMOC The Union welcomes our three newest members, who are the Analysts in Substation Engineering who voted to join ESC in August 2011. An agreement was reached bringing them into the ESC contract and providing for pay increases as well as all the other benefits of ESC representation. Marcia Manalo, Sr. Information Systems Analyst at 1919 Webster St. in Oakland, played a key role in representing the group. However, bargaining continues for the rest of the AMTAG and SMOC groups. Management presented a new salary proposal, which is still insufficient. For example, under Managements proposal Meter Engineers would be paid less than Meter Techs, and Automation Engineers would be paid less than Design Engineers. The Company does not even have a salary proposal for SMOC (Smart Meter Operations Center) their proposal in this area is that PGampE will pay each employee whatever they want. ESC continues to press for fair salaries and standard working conditions. Expect a Communications Action Network mobilization action in the coming months. Grievance Procedure Ad-Hoc This committee has met 3 times. The committee has been working to review the grievance backlog and to improve the grievance process. Some backlogged grievances are lacking paperwork though they are resolved, some grievances can be closed out with minimal action, and some need to be heard and are being routed to the appropriate Union Representative. Going forward the committee is working on a procedure for the pre-review committee (the 3 rd step of the grievance process) to review outstanding grievances, at the file or LIC stage, in a regular basis to determine if grievances are delayed. It is envisioned that the Union Representative and HR representative will each explain the delay and the pre-review committee will work to determine the actions to resolve or advance the grievance. The PRC could also serve as an accelerated appeal board to resolve grievances that both the company and Union agree are routine or have a typical resolution. The Committee is also working to develop guidelines for relevant information to be gathered and communicated at each step of the grievance process, in particular the LIC, for the next step of the grievance process to be effective. Mapper issues The Union appointed Subject Matter Experts to serve on committees to re-write the Mapper Advancement Program. There will be separate teams for Gas and Electric. This training program is negotiated with the Union, so ESC through appointed Mappers will continue to oversee the process and make sure that the revisions are done properly. The Union is opposing a new procedure in Gas Mapping where scanned As-builts are being uploaded to SAP by non-Mapping employees. SAP is being the designated as the official record going forward and the duty for filing into PGampEs official records is mapper jurisdiction. The Union has filed a business managers grievance to enforce this jurisdiction and has presented substantial evidence in the grievance procedure already. The Union is also opposing a work procedure implemented where if it is determined that a closed job needs correction, supervisors are moving the job from DC15 to DC14. The operation of SAP in status management of projects is mapper jurisdiction and the Union is seeking to return of this work to the mapper jurisdiction. The Union also met with the manager of Electric Mapping to discuss Mapper roles at the upcoming Electric DCCs. Of particular interest will be avoiding displacements, and accounting for the need for training, reasonable workload and appropriate compensation. Work continues on GIS Conversion the Union is particularly interested in the rollout of the tool for mappers to preserve their duties maintaining the asset database and GIS system. The Union has signed an agreement (LOA 13-18) to allow the staffing of a centralized electric mapping team in Sacramento RMC. By moving vacancies to the new System Mapping Center, involuntary displacement of existing mappers can be avoided. The Union hopes that no mappers will be involuntarily displaced in this process, and so far indications are good. Relocation of Electric Substation and T-Line Engineering 1919 Webster (Oakland) to Bishop Ranch (San Ramon) The Union committee has met three times with management to work on mitigations to the impact of the relocation. Several employees have been organizing car pools. The Union was able to secure a commitment to main current flex time offerings, with start times at the employees option as early as 6am. A 410 schedule will be discussed in the fall. ESC was successful in ensuring that employees from other buildings, particularly Concord and San Francisco, will not be affected. However the Union is dismayed by poor documentation of the move and lack of adherence to contractual procedures if members are found to have been harmed, there may be a new grievance over this issue. Arbitration Report The Unions grievance over T-Men creating Orders for emergency capital work using FAS is scheduled for arbitration in July. We expect the arbitration to last a number of days spread over a few months. ESC is still open to settling the grievance if PGampE will modify the work processes the Union thinks this would be a benefit to PGampE in terms of reducing bad orders and ensuring that Estimators and ADEs can perform their proper roles in designing and accounting for emergency capital jobs. The Business Managers Grievance over employees who were forced to take vacation on short notice in 2011 is also on its way to arbitration, with a hearing date to be selected soon. This is due to managements rejection of three settlement offers from the Union with suggestions of how to improve the vacation scheduling process while respecting the Contract. Receipts As the result of negotiations meals under 30 do not require an itemized receipt. Some departments have a policy of only requiring a receipt for meals over 25 and some require receipts for all meals. The Union has not challenged the requirement for receipts for meals less than 25 other than to insure that receipts for meals less than 30 are not required to be itemized. If a department changes policy to require receipts for meals less than 25 they should notify employees in a timely manner. The Union has challenged requirements for receipts for tolls when employees are using fastback. In Solidarity John Mader ESC Local 20 President ESC Bulletin Please Post and Distribute Re: Alternative Work Schedules (AWS) in CSD at PGampE Update Many members may have heard that Management is promulgating its decision not to consider offering alternative work schedules for Estimators and SNBRIPEs in CSD. Alternative work schedules have been and will continue to be a hot topic for the ESC represented PGampE employees that currently do not enjoy them. The union has been consistently reminded of this by the members. Many members in many departments already enjoy various alternate work schedules at PGampE. Members that work in estimating and service planning currently do not. The Union has been reminding CSD management of the strong desire for AWS every single time the Union meets with management, regardless of the topic. Management has not been receptive to the idea, citing various reasons including concerns about not being able to be responsive nor cover external customer needs. ESC also reminds the company that staffing is a major component to that coverage. Last month, during one of the regularly scheduled meetings with ESC with CSD leadership, Senior Director Mike Kress and Director Rinly Moolakatt made it clear to ESC that they did not want to implement nor talk about AWS for CSD further. In response, ESC reminded management that AWS are a major priority for ESC members, and requested to start discussing when we can continue to talk about AWS again. ESC will continue to press the issue at any venue available and urges Members to do the same. John Mader, ESC President Joel Foster, ESC Secretary Treasurer Joshua Sperry, Senior Union Representative CONTRACTING OUT GAS DISTRIBUTION ESTIMATING Dear ESC Members, As you may be aware, PGampE has notified the Union that it intends to contract out a large amount of gas distribution estimating in 2013 and beyond. Management has communicated that they believe that contracting is necessary to achieve a large amount of construction that is planned for the upgrading of the gas distribution system. The Union is very alarmed at this unprecedented amount of contracting of ESC work and has challenged management to justify the need for contracting instead of increasing staffing levels. For instance the Unions records show that Gas Estimating does not have the headcount of estimators than were employed in 2006, prior to Business Transformation. The union continues to press the issue of under staffing and workload at every opportunity and calls on all members to do the same. The Union is very aware that outsourcing is upsetting to the members. Many long service estimators and ADEs have worked their entire careers without seeing this work contracted out. Contracting of engineering and design is much more prevalent in other departments, but is never accepted by the Union. The Union is concerned about contracting both from the perspective wage and employment security for members but also in assuring that PGampE standards are upheld. There are potential impacts to public safety and work efficiency from work done by contractors if they do not adhere to PGampE standards, or do not have the same requirements and qualifications that PGampE employees have to do the work. The company recently has informed the union that to address concerns over safety and efficiency, the checking and cost authorization of this work will be performed by PGampE employed, ESC represented ADEs. While this is positive from the standpoint of Quality Control, ESC has already received concerns and questions from members who have been contacted by outside contractors directly for technical advice or guidance on the designs they are preparing for PGampE i. e. the contractors are asking PGampE ADEs not just for quality checking but for technical training. To address that issue, ESC advises members, who are asked by contractors for technical advice, to refer them to PGampE management. Per the contract, the duties of an ADE are provides guidance and training to estimating and mapping employees. Contractors are not employees of the Company and as such their training is not the responsibility of ADEs and Estimators. ADEs, who detect quality problems while checking the work of outside contractors, should notify their supervisor and also their ESC Shop Steward and Union Representative. If members have specific concerns or issues, please contact myself or ESC V. P. of Divisions Joel Foster. John Mader ESC President Joel Foster Vice-President, Divisions Joshua Sperry Senior Union Representative Performance Evaluations, PWI, STIP, Goals and Standards Dear ESC Local 20 Members This month, ESC members paid monthly will receive their 2012 STIP bonus check and their progressive wage increase earned in 2012. PWIs (5) are paid provided that the members salary is less than their classifications top of rate, and their performance and rate of improvement warrant it. Management has assigned each monthly paid member a box in the Performance Management Programs (PMP) nine box grid. Those boxes have a STIP performance multiplier percentage associated with them. The percentages are the average of non-represented PL1 amp PL2s for 2012. This year the averages are: STIP ELIGIBLE BARGAINING UNIT 9-BOX GRID The 2012 company STIP score is 1.372. Participation rate 10 is for classifications already having STIP. and for classification transitioning into STIP is 3 this year (these members participation rate will be 6 for 2013, and 10 for 2014). It is important to remember that management is obligated to adhere to contractual performance standards when placing members in the nine box grid. Also, before management denies a PWI, management must counsel and notify employees that they have a performance issue that could result in employees not receiving their next merit increase. The notice should be specific as to the performance problem being exhibited by the employee and there should be an attempt made by management to correct these deficiencies during the review period (RC 201). The 2013 contract guarantees that Before reducing a STIP whenever practicable, employees will be given reasonable notice of specific performance issues and an opportunity to improve before STIP awards are reduced. However, the parties recognize that there might be circumstances that may not allow for advance notice. The last sentence is intended to applicable when notice is not given because it was not possible for management to be aware of a performance issue during the review period. Members who believe that they were denied their PWI, or had their STIP reduced, and believe that managements determination was improper should contact their steward. The Union has 30 days to file a grievance so check your payment. Examples of improper PWI denial and STIP reduction include: errors in applying performance standards applying non-agreed performance standards unreasonable work expectations (e. g. not accounting for a special assignment or authorized leave) the result of illegal or contractually prohibited discrimination insufficient notice and opportunity to improve or forced ranking. Members should also carefully examine any new performance goals for 2013 communicated by management. Management is required to negotiate any serious and substantial changes to performance standards. Renaming performance standards to match an initiative name change is example of a change that is not substantial. A change to performance standards that makes it harder to achieve any box in the nine-box grid is an example of a change that requires an agreement with the Union. The Union has already been alerted to changing performance standards for the Distribution Engineers and Project Managers, and has challenged those changes. An example of one of those challenges was a new goal that self-evaluation was a required performance metric. Management has acknowledged an obligation to bargain changes to performance standards. In these cases the Union (consisting of a committee of member in the respective classifications) and management will be meeting to negotiate changes. The Unions goal will be achieve an agreement that results in reasonable performance standards that meets PGampEs business needs. The Union is currently making numerous information requests in order to analyze trends to determine if there is evidence of forced ranking. Initial results indicate that there does not seem to be evidence of system-wide forced ranking but some department results may indicate that those departments force ranked represented employees. The total number of lower L ratings are roughly the same as 2012 but the Union urges you to be vigilant and contact your steward or Union Representative if you have a concern. In Solidarity John Mader President ESC Local 20 For monthly paid classifications the PWI granted in March is based on the months spent in your classification during the preceding year. If you are assigned, or promote, into a classification during the previous year your PWI is prorating per the schedule in section 15.4 of the contract. Also a PWI may be less than 5 if your salary is within 5 of the top of the rate in Schedule A in the Contract. Please Click here for a PDF DOWNLOAD AND SIGN THE PETITION TO SUPPORT NEW ESC MEMBERS AT PGampE Over 100 PGampE employees in non-union departments such as Transmission Planning, Automation Engineering and SmartMeter Operations Center voted to join ESC in 2011. They still dont have a contract, and PGampE continues to make bargaining proposals that are offensive and anti-union. Download our petition and fact sheet to learn more and support these co-workers, get your work group to sign it, and send it back in to ESC. Click here for PDF of Petition Member Update - December 2012 Contract Printing After agreeing to postpone a dispute over agreed to beginning level classifications, the new contract has been finalized, PDFs are posted and the books are currently being printed. The Union requested a yellow color since the Unions colors are Blue and Gold and Yellow has not been used since the 1991 agreement. The contract books will be delivered to all employees by PGampE mail in January. The Contract will be organized differently in an effort to incorporate the new classifications. Exhibit D will include classification-specific working conditions for all monthly classifications. A separate appendix for the full job descriptions for monthly classifications will be published electronically. This is part of a long-term effort to incorporate LOAs and separate exhibits directly into the main Contract. A stewards call will be held to explain the major contractual changes and the organizational changes designed to make using the contract easier. An electronic version of the contract and the benefits summary are available on the Unions website. Labor Management Agreement Reached ESC and PGampE re-affirmed their more than 60 year commitment to Labor Management cooperation. The Union has a long tradition of working cooperatively with PGampE to address issues critical to PGampEs ability to compete now and in the future and to promote profitability for PGampE and employment and income security for PGampE employees. The agreement will be added to the inside cover of the Contract. Estimating Best Practices PGampE and the Union meet monthly to work on estimating productivity in the Estimating Best Practices committee. EBP committee is a very productive labor management committee. A wide range of tools and procedures are discussed ranging from FFE to dual commodity estimating. Members can access the SharePoint below to see what the committee is working on. Members are encouraged to contact a member of the EBP if they have work procedure issues they would like addressed. Below is a link the EBP share point wssuotechnicalservicesestimatingEstimating20Best20Practices20CommitteeFormsAllItems. aspx Gas Move to San Ramon Citing a desire to foster a consolidated Gas operation within PGampE, management has moved Estimators (transmission and distribution), Project Managers, Land, Environmental, Mapping and other ESC represented employees from Walnut Creek and Concord RMC to a new Gas headquarters in the Bishop Ranch office park in San Ramon. This move was preceded by numerous meeting with the Union with Stewards from the affected areas in attendance, to explain the move and consider mitigations that the move would have on members commute. In particular the Union sought scheduling flexibility and alternative work schedules. The Company agreed to alternative work schedules, the temporary continuation of early start times for those that had them and temporary start flexibility to recognize issues like public transportation and child care constraints. On December 3, ESC and PGampE held the first system-wide Gas Labor-Management committee in San Ramon to discuss issues specific to the Gas Organization. In attendance were representatives from all ESC classifications in the Gas Organization, and many senior executives including Executive VP Nick Stavropolous. PGampEs plan to close 1919 Webster, Oakland Approximatly 200 ESC members work at the PGampE electric substation and transmission line engineering building at 1919 Webster Street in downtown Oakland. Due to PGampEs months-long intransigence regarding meeting and discussing its planned move from 1919 Webster the Union filed a charge of a Unfair Labor Practice just to obtain basic documentation of PGampEs plan. The Union had attempted at least half a dozen times to meet and discuss regarding the move. PGampEs stated intent is to close and sell the building at 1919 Webster. PGampE at times has cited seismic concerns, the safety of city of Oakland and concerns over access to records after an earthquake. The Union is protesting both the closure of 1919 Webster and demanding to negotiate over the move. All contractual and legal means of opposing the move are being considered. The Union has requested an opportunity to bargain regarding PGampEs plans and has contacted the Alameda County Central Labor Council for assistance. Many Members who work at this building live in San Francisco or on the Peninsula, and the planned move to San Ramon and its distance from BART constitutes a hardship. Proposition 32 Thanks to all the members and the public that voted against Proposition 32. The Union stands ready to support real campaign finance reform not designed to deny working people a voice in the public debate. With the recent legislative attack on working people in Michigan. it is clear that we must be vigilant to defend the right to bargain collectively. There are many challenges that face America but denying working people the means to effective collective bargaining is not a solution that will help the middle class. Archos Callout System PGampE is working to develop an automatic call out system for SO205 emergencies. Initially, ESC has noted problems in the rapidity of the programs going to the next estimator on the call-out list and the correct inclusion of RMC estimators consistent with the contract. A team of estimators are giving feedback to the developer and the Union is hopeful that the Archos system will make the efficient dispatch of Estimators for emergency overtime easier and routinely consistent with the contract. New Group Bargaining After ratifying a new contract, Members should remember that two groups of PGampE employees are still fighting to join the ESC contract. AMTAG (Automation, Metering, Transmission planning, Analysts and Generation Interconnection) and SMOC (Smart Meter Operations Center). PGampE has altered its proposals to admit the AMTAG group into the Contract but at proposed wages roughly 15-30 less than other engineers And for SMOC PGampE is maintaining its position to demand a separate contract with no wage, layoff or work protections. We all need to let management know that the Union is one and we all demand fair treatment for ESC members in AMTAG and SMOC groups. More to come soon. In addition, the Union is pursuing action at the NLRB to prohibit to movement of work from the SMOC group that the Union believes requires bargaining. The Union believes that PGampE is ignoring its obligation under the law. Unfair Labor Practice Complaints The Union received notification that the National Labor Relations Board has issued two Unfair Labor Practice complaints against PGampE based upon charges filed by ESC Local 20. The first complaint regards PGampEs conduct involving work in the SmartMeter Operations Center, where employees voted to join ESC in 2011. ESC is still in negotiations with PGampE over a first agreement. The law says that PGampE must maintain the working conditions at status quo during negotiations, but PGampE has been transferring work out of SMOC to non-union employees. ESC works hard to defend the integrity of our work and our classifications, and this is just as true for Estimators and Mappers as it is for our newest members. ESC work should be performed by ESC represented employees. In this case, the NLRB has found that the evidence warrants the issuance of a formal Complaint and has charged that PGampE is illegally violating the work jurisdiction of these new ESC members. The second complaint regards statements by PGampE officials that members are not allowed to share non-public documents with ESC. This was never an official new policy, but PGampE made this argument during an arbitration session and also in an NLRB proceeding. This was a very new and disturbing development. ESC is not sure what non-public means, but this appears to be an illegal restriction on employees freedom of speech and right to information. ESCs goal here is simply a renewal of PGampEs recognition of employees right to share information with each other and with their Union representatives, which has been in place for decades. Again, the NLRB has found that the evidence warrants the issuance of a Complaint and has charged that PGampE is illegally violating the rights of ESC members. The next step in both cases will either be a settlement of the complaint or a full legal hearing before the NLRB, currently scheduled for January. ESC will continue to use all the means at our disposal to ensure that PGampE follows the law, whether it is compliance with CPUC regulations, wage and hour laws, or as in this case, federal labor law. USP1 Code of Conduct After objection by the Union, PGampE has changed the online training screens for USP1 to make it clear that PGampE is not seeking to direct deal with Union represented employees. This is good news, thanks to all the Stewards and members that rightfully took issue with the training. In addition to objecting to the training the Union is looking into the changes to USP1 as well. Two areas are of particular concern: Managements unilateral declaration of the discipline levels for violations of its non-negotiated Zero tolerance policy do not remove PGampEs obligation to adhere to the standards of just cause. PGampEs social media policy, and its prohibitions, may not recognize Members rights to collective action. The Union plans to register its objections and oppose any inappropriate discipline based on PGampEs unilateral policy changes. Grassroots Safety Committees Recently the company announced a change in their approach to safety discipline based, at least in part, on feedback from the grassroots committee(s). The change was welcome but the venue of this discussion was not correct. Discipline is a mandatory subject of bargaining and PGampE is obligated to deal with represented employees with their Union present regarding issues that can have an impact on wages, benefits, or working conditions. Grassroots is not a Union agreed-to activity at PGampE. That doesnt make it wrong, but grassroots mustnt take the place of the Union in dealing with mandatory or even permissive subjects of bargaining. In addition, management may not dominate the committee by choosing its members or agenda. The committee must feel free to discuss or not discuss items regarding mandatory subjects of bargaining or any issue that can have an impact on wages, benefits, or working conditions but the committee must not make agreements on mandatory or permissive subject of bargaining. To be clear, Grassroots may: discuss and impart information and plan educational programs regarding non-mandatory subjects of bargaining related to safety (but not safety rules or incentives). The Union is planning on providing training to ESC Members on these committees to ensure they know how to stop direct dealing. Gas Mapping Earlier this year management set a STIP metric that all gas jobs turned into mapping had to be posted within 30 days. While the Union agreed that such a goal is admirable, the Union pointed out that this seemed unlikely goal to achieve given the backlog of jobs and the headcount of gas mappers and date that that the goal had been set. In order to achieve this goal management planned and did hire 24 additional Gas Mappers. As the year end approached management identified a growing unlikeliness to meet the stated goal. Management believed that unlimited overtime will not be enough to achieve the goal due to holidays and other project pressure. Management planned to bring in contractors and use non-BU employees to do mapping work. The Union opposed any shift of BU work and reminded PGampE that the contract limits contract agency employees to 120 days. The Union also sought the relaxation of rules preventing all possible overtime being worked as well as offer of vacation payments and other ways to do this work with ESC employees. From those talks it became apparent that PGampE thought that all hiring Hall has been exhausted. In fact over 61 category 4 (inexperienced) mappers are still available for dispatch. PGampE management committed to request Hiring Hall, however it takes 2 to 3 weeks for hiring hall to be productive due to administrative delays, and management believed it had to bring on contractors and use non-BU employees until Hiring Hall became available. Therefore the Union entered into an LOA to permit for a short period of time clerical and engineers to assist job posting under the direction and review of lead and principle mappers. In exchange PGampE committed to its plan to hire 30 more mappers and to roll off non-BU and agency employees as Hiring Hall become productive. Gas Estimating PGampE is looking to build an enormous amount of work in the next 5 years due to projects like Adyl-A pipe replacement and the Pipeline Safety Enhancement Plan. In addition, PGampE is attempting to get a year ahead in estimated work. PGampE is looking at ways to improve Estimating efficiency. The Union will be working with PGampE to increase efficiency but will oppose any efforts to eliminate project design on the grounds of public safety. Having been through Business Transformation and seen the results of such efforts, the Union believes that PGampE must have well-designed projects with proper documentation to control costs and ensure that the information necessary for the safe maintenance and operation of the system is accurate and complete. Central Valley Representative The Union is working now to fill the central valley Union Representative position and hopes to have a new Union representative on staff just after the beginning of the year. This position represents PGampE members from Marysville to Madera, as well as Kaiser and other facilities. An interview committee of Stewards from the area has interviewed candidates. ESC Executive Director Karen Sawislak will recommend a candidate to the Executive Board of ESC at the December Board Meeting. Performance Evaluations Management has proposed an agreement regarding performance agreements. The agreement would reiterate that evaluations cannot be used for discipline, demotion, or promotion but could be considered notice for reductions in PWIs or STIP. The Union is seeking to keep performance evaluations separate from discipline as specified in LOA 83-5. In the meantime, Members are urged to contact their steward if they receive a poor performance evaluation. The Union is preparing an updated guide to representing members during performance evaluations for stewards. Hurricane Sandy Restoration Effort It was an honor to be on hand to represent the Union as part of the welcome home of the PGampE employees that were sent to New York to help restore power in the (literal) wake of Hurricane Sandy. Part of the team that went back east included Secretary Treasurer Joel Foster and Executive Vice President Time Brock. In addition, 30 Estimators and 5 Field Engineers went as part of two waves. Please join me in welcoming all PGampE employees home safely. In the months to come members of the team will be asked to share their experiences especially regarding records. Early reports were enthusiastic in their praise for PGampE maps in comparison to those available in the affected area. The Union believes this serves as a timely reminder of the value of accurate and detailed design and mapping. Company Safety Effort PGampE continues to roll out a change in it approach to safety. There is less reliance on discipline and more emphasis on correcting unsafe practices. The Union has begun to participate by attending and observing trainings for supervisors. The Union also attended a session of the Near Miss Initiative. This initiative e ncourages self-reporting of safety incidences without negative consequences. PGampE has asked for Union engagement. ESC and IBEW will be involved. The Union will be looking to protect the standards of just cause. Volunteers to participate, please contact your Union Representative. New Life Insurance Enrollment PGampE has requested that open enrollment for the new life insurance options be rescheduled to mid-2013 in order to avoid conflicting with open enrollment period for health care. In order to assure that the Company can properly advise members of their options, so that Members can maximize the benefit of the changes to the life insurance, the Unit Board authorized changing life insurance open enrollment to April-June 2013. Alternative Work Schedules The Union recently secured an agreement that will allow the offering of alternative work schedules to Mappers. The Union continues to press for the offering of alternative work schedules to Estimators in RMCs and local HQs. Currently, Gas Estimators at the new Bishop RanchSan Ramon gas headquarters are the only Estimators with the option for RDOs. The Union had been in the terminal part of a process to develop a joint recommendation for alternative work schedules in Estimating when due to re-organization management decided to suspend the effort so that it could re-evaluate its position. This has been deeply frustrating that so much work has been suspended. The Union is repeating its insistence for a resumption in the talks to lead to alternative schedules. Overuse of Hiring Hall The Union will be filing a Business Managers Grievance regarding the number and length of Hiring Hall employees performing mapping and estimating. The Union is not seeking the end of hiring hall which is preferable to contracting but the Union believes that PGampE is not filling regular positions justified by the workload. The Union believes strongly that now is the time to bring people on board in regular positions so that PGampE will be prepared with trained and experienced people when New Business work increases. Monthly Bidding Implementation A dispute has arisen over the results of General Negotiations. The Union believes that the new provision for the filling of beginning level monthly classifications may only be applied to agreed-upon monthly classifications. Management will not agree to a list. Therefore the parties have agreed to print the contract without an agreement as to the classifications that the new provision may be applied to. Management and the Union met and discussed applying the provision for filling above beginning level classifications until an agreed to list is developed. In Solidarity John Mader ESC Local 20 President The New 2012-2014 PGE ESC Local 20 Agreement is now available click below to go to the union contract page and download the agreement: ESC Members Helping Out in New York Our Secretary-Treasurer, Joel Foster, who is also an avid photographer, has posted pictures of the ESC Local 20PGampE relief effort after the devastation of Super Storm Sandy. Click on the link below to see his amazing photos: November 7, 2012 UPDATE ON NLRB UNFAIR LABOR PRACTICES Dear ESC shop stewards at PGampE, The Union has received notification that the National Labor Relations Board has issued two Unfair Labor Practice complaints against PGampE based upon charges filed by ESC Local 20. The first complaint regards PGampEs conduct involving work in the Smart Meter Operations Center department, which voted to join ESC in 2011. ESC is still in negotiations with PGampE over a first agreement for this group. The law says that PGampE must maintain the working conditions at status quo during negotiations, but PGampE has been transferring work out of both groups to non-union employees. ESC works hard to defend the integrity of our work and our classifications, and this is just as true for Estimators and Mappers as it is for our newest members. ESC work should be performed by ESC represented employees. In this case, the NLRB has found that the evidence warrants the issuance of a complaint and has charged that PGampE is illegally violating the work jurisdiction of these new ESC members. The second complaint regards statements by PGampE officials that members are not allowed to share non-public documents with ESC. This was never an official new policy, but PGampE made this argument during an arbitration session and also in an NLRB proceeding. This was a very new and disturbing development. ESC is not sure what non-public means, but this appears to be an illegal restriction on employees freedom of speech and right to information. ESCs goal here is simply a renewal of PGampEs recognition of employees right to share information with each other and with their Union representatives, which has been in place for decades. Again, the NLRB has found that the evidence warrants the issuance of a complaint and has charged that PGampE is illegally violating the rights of ESC members. The next step in both cases will either be a settlement of the complaint, or a full legal hearing before the NLRB. We will keep you updated on future developments. ESC will continue to use all the means at our disposal to ensure that PGampE follows the law, whether it is compliance with CPUC regulations, wage and hour laws, or as in this case, federal labor law. In Solidarity John Mader, President Karen Sawislak, Executive Director Joshua Sperry, Senior Union Representative Update on Code of Conduct Training Certification We are happy to report that the Company has agreed to change the certification on the current training for the revised Code of Conduct. Employees who complete the electronic training now will be asked to check a box that indicates that he or she acknowledges receipt of the materials and has completed the training. We have been told that revised version of the training will be available very soon, possibly by tomorrow (1012). We have also been told that supervisors have been asked to suspend any deadlines set for completion of the training until this change is rolled out. This change to the certification statement resolves ESCs issues related to direct dealing. If members have already completed the training, you do not need to re-do your certification. The Company has agreed that the revised language will supercede the initial version for any employee who certified that he or she completed the training using the initial electronic form. John Mader, ESC President Karen Sawislak, ESC Executive Director Member Update - August 2012 Contract Ratified 2012 till 2015 Contract Ratified After 3 years of Union planning, a year-and-a-half contract campaign, 37 negotiation sessions and numerous member actions, the table settlement reached June 6 th was ratified. Thanks to all the officers, staff and members who volunteered and worked on the bargaining committee and the Communication Action Network (CAN). Truly hundreds of ESCers contributed. Currently the Union is working on Contract cleanup, implementation, printing, and preparing to schedule the Ad-hoc committees. Back payment of the GWI is projected to be in September as well as the corresponding 401K matching. CAN The Communication Action Network was a very important part in achieving a new contract. The plan is to continue the CAN to educate and involve members on an ongoing basis so the CAN will be ready when the time comes for our next negotiations. The next CAN call will be September 5 th. The subject of the call is expected to be a general update and also a action to support negotiations for the new ESC groups organized in 2011. Steward Training Back to School With a new Contract, Senior Union Representative Joshua Sperry and I are working to update the Steward training modules. The training consists of a series of 1 hour phone calls based on training modules with a QampA. Subjects range from ESC structure and history to Weingarten rights and FMLA. Training is scheduled to begin again October 2 nd. All Stewards will receive an invitation. Members interested in learning more or in becoming Stewards should contact Josh at jsperryifpte20.org. iPhones and Android Phones Some members have had their request to upgrade their company phone to an iPhone or Android phone denied. In some cases supervisors have told members that they cannot receive them because the union is opposed to them. That characterization is incorrect and misleading. The Union makes no objection to the offering of iphones and Android phones based on the presently establish policies developed for the use of blackberry phones. Management can issue iphones and Android phones to ESC represented employees right now per those policies. Management had proposed an LOA to the Union prior to the introduction of iphones for company employees. The LOA management proposed explicitly excluded time worked after hours on iphones and Android phones as compensable. Such an agreement would curtail, or made impossible, for BU members to receive compensation for work done outside of normal hours on these devices. The Unit Board will not agree to waive compensation provisions in the contract or State and Federal Law. For many members that are considered exempt the only claims they have to compensation beyond their base pay are the provisions of the contract. The Union has made it very clear that the Union does not object to the introduction of new work tools (such as iPhones or Android phones) but that the Union will not waive the provisions of the contract or enter into an agreement that waives provisions of state and federal law for compensation for work. The Union intends to pursue this matter at the next system wide LM. Performance Evaluations Recently management began to conduct mid-year review for monthly paid members. With regards to STIP, members must be given the opportunity to improve before their STIP is reduced due to a low year-end performance rating. Members that receive a less than middle-box performance evaluation at mid-year should contact their steward to either dispute the veracity of the alleged performance issue or insist on the opportunity to improve or both. If you do not contact the Union then the Union cannot help Safety Management has been re-examining its stance on employee safety, in particular regarding discipline. Management has communicated to the Union its intent not to mandate discipline for safety incidents and instead focus on prevention and correction. Management says that they intend to communicate to Directors, Managers and Supervisors that discipline should be more for willful disobedience of safety rules instead of for mistakes. The Union welcomes managements changing stance on the role of discipline in safety and the chance for employees to focus on being safer instead of being focused on avoiding discipline. ESC History Project The Union has retained the services of a historian to help document the history of ESC Local 20. This project is intended to preserve the record of the building of ESC and the sacrifice of members through the years to create our Union, from our very beginnings in 1946 () and our affiliation with the Engineers and Scientists of America to our current affiliation with the International Federation of Professional and Technical Engineers. The results of this project are expected to be shared at the PGampE Unit Annual meeting this Fall. New Unit Board Officers Please join me in thanking sister Heather Wilson (V. P.-G. C.), brothers Tom Wray (Secretary) and Irving Joe (V. P.-G. O.) for their service to the Union. Heather looked to pass on the torch Tom and Irving both retired from PGampE. Though I hope to see them in the ESC solidarity committee (created this year for retirees). Both Tom and Irving co-received the 2012 Unionist of the Year award. In the last election, Andrew Johnson replaced Heather as V. P. of General Construction. Andrew has worked as an Electric Estimator and now is a Field Engineer. Andrew has served as a Steward and on the G. C. subcommittee of the General Negotiating Committee. Your new Secretary is Lee Carter. Lee is a Gas ADE in Antioch. Lee has been active for years as a Steward, serves on the ETP committee, and represented the Union in employee engagement on transformation. Along with other ESCers Lee was instrumental in protecting ESC jurisdiction while blunting the effects of transformation on PGampE and helping PGampE recover faster. In addition Lee has served in Ad-hoc negotiations and on the Benefits Committee of General Negotiations. Ron Vance is now the V. P. of General Office. Ron is a Senior Consulting Project Engineer in Oakland. Ron served on the organizing committee for Project Engineers, the Project Engineer negotiating committee and most recently on the General Office sub-committee for the General Negotiations. Ron also has testified for the Union at the CPUC, and in arbitrations. Ron serves on Labor Management Committees and is a Steward. Alternative Work Schedules On August 17 th the Union met with Management regarding Alternative Work Schedules for Estimators and SNBRIPEs. The Union and Management both expressed a desire for these employees to be able to have alternative work schedules. Management also made it clear that any such offering should not affect customer satisfaction or increase cost. The Union reiterated its belief that in the vast majority of cases Estimators and SNBRs IPEs have been able to implement AWS without a decrease in customer satisfaction or productivity. The Union stated that it will agree to any office AWS per exhibit P of the contract that management proposes. The Union will engage in an effort to justify alternative work schedules. It is the Unions understanding that Mapping will receive AWS once Estimating is offered them. GIS Conversion PGampE is moving forward with the plan to convert the GEMS maps to a new Geographical Information Systems (GIS) system. This conversion work is contracted out, with the work checked by another contractor. The work is then checked by a centralized team of mappers and then checked by local mappers. Once maps are converted they will be updated with Mapper-confirmed GEMs maps postings until the mapper GIS editor tool is released (expected date of March 2013). The Union expressed deep concerns about the process and the need for Mappers to confirm correct conversion in particular the post-conversion GIS updates. Significant mapper involvement in the development of the tool is needed. Mappers that help to develop the tools are expected to help train other Mappers. Please contact myself or Joshua Sperry if you are interested in participating. The majority of the work is expected to be in San Francisco. The sooner the tool is developed the sooner only qualified Mappers will be involved in maintaining PGampEs critical asset records. New Groups Bargaining With a new contract in place new group bargaining is set to resume. The Union is negotiating for Generator Interconnection (GIS), Transmission Planning Engineers, Metering Engineers, Automating Engineers, Business Analysts in Electric Engineering, and Smart Meter Operations Center (SMOC) Engineers and Analysts. So far PGampE has presented inflammatory management rights clauses and demands for a separate contract without PWI and title 22 displacement rights. PGampE attempted a similar effort in Distribution Engineers bargaining in 1999. The Union will be seeking a reasonable contract for these employees and may need you to help convey that demand. Motor Vehicle Safety Standard The Union applauds the common sense changes management has made to Motor Vehicle Safety Standard (SAFE-1002S). In addition the Union is happy to see the removal (at the Unions request) of this document being phrased as an agreement with employees. The Union had objected on the grounds that PGampE cannot make individual agreements with employees, especially one which stated that the employee could be terminated for any failures in compliance. SB705 gas Safety Plan As required by SB705 PGampE submitted a Gas Safety Plan to the CPUC at 5pm on Friday 629. Many ESC members had attempted to engage with management and raised issues, especially issues of outsourcing, adequate staffing and training. However despite ESCs efforts, it does not look like PGampE has presented anything in terms of a staffing plan. The Union is considering filing comments with the CPUC asking that the plan address outsourcing, adequate staffing and training. IFPTE Energy Policy In addition to ESC Local 20, the International Federation of Professional and Technical Engineers (our International Union) has other affiliated Locals in the energy industry. Local 160 represents engineers and technicians in Ontario Canada, and Local 1937 represent engineers and technicians in the Tennessee Valley Authority. ESC Local 20, Local 160 and Local 1937 all have members that work at Nuclear power plants. In addition, many of the Federal Government Locals represent engineers at Naval shipyards that work on Nuclear submarines and aircraft carriers. These Locals account for more than 20 of IFPTE membership. ESC will participate in a committee to draft an energy policy to guide the IFPTE on advocating for the proper mix of re-built and new Nuclear power plants, conventional and renewable energy for United States and Canada. GC and Clearances The Union spent considerable effort in the recent negotiations attempting to get an increase for Field Engineers. SFETs received an equity increase in 2009 bargaining, and the Union sought a similar increase this time for FEs. In addition positions like IPE and Project Manager act as a drain on the professionals in G. C. classifications due to their higher wage rates. As you know, management refused insisting that G. C. classifications are paid fine relative to market. One of the justifications used by the Union was the assignment of electric clearances to G. C. classifications. In answer to the Union introduction of such assignments, management made it very clear that G. C. classifications should not be assigned to perform clearances. Monthly Bidding For Members in classifications filled by selection committee (e. g. Project Managers) the new contract will have a bidding process within the classification before jobs are opened to selection committees. The existing bid system will be used for two purposes: for geographical transfers within the current classification, and for temporary assignments to these monthly classifications. Members who are in a classification can submit bids to other HQs where they would like to transfer. Members not in the classification will be able to submit bids for temporary vacancies so for example, SNBRs or FEs (or others) who desire a temporary assignment to PM should submit bids for PM positions. However, the bid system will not be used for filling of regular vacancies, this will continue to be done through Talent Connect and the selection panel process. So SNBRs or FEs (or others) who desire a regular job as a PM will still need to apply for those positions through Talent Connect. It is the Unions desire that selection committees will use the bid list for candidates for consideration to fill vacancies via the selection process however at this time PGampEs computer systems cannot make this happen. Bid codes for these positions are being created in the bid system now. Some codes are already in the Bid system and the rest are expected to be entered by the end of August. The source data the CJBT team is using is payroll data not verified staffing data so some HQs may not list positions correctly initially. For example a specific Project Manager position may cover an area other than the SAP location for the assigned Project Manager. Members should contact the positions supervisor to initiate correction or contact your Union Representative. Mapping Lead and Principal Testing The companys announcement of the requirement to be a Senior Mapping technician prior to September 30 th of 2011 in order to take the LeadPrinciple test this September is in error. In order to take the test one must complete MAP and be a Senior Mapping tech by the last week of September. Management is working to accept late registrations. Distribution Engineers Re-alignment Grievance As many of you know, ESC Local 20 has been fighting the realignment of the work of Distribution Engineers since the Company implemented a spilt between operations duties and planning duties in 2009. In particular, ESC grieved the Companys unilateral division of the DE job into two classifications, Operating DE and Planning DE. This realignment has severely and negatively impacted the ability of DEs to work across the range of their professional competencies. In contesting managements failure to bargain these changes, ESC has been fighting for best professional practices for ESC members. At five days of hearing between January 12 and May 22, 2012, ESC presented its case. Unfortunately, we learned late last week that Arbitrator Fred DOrazio has agreed with the Company that the DE realignment did not violate the contract. Arbitrator DOrazio found that in this case, the assignment of work within a classification fell within PGampEs authority under the management rights clause, since no duties were taken from or added to the actual job description. No EDE lost his or her job. EDE pay and benefits were not changed. No EDE was required to relocate. Bidding rights were not affected and EDEs may bid across Division lines. There is no evidence that any work was transferred out of the bargaining unit. The union is very disappointed that the Arbitrator did not find a contract violation. At this point, we are not able to compel the Company to reverse the realignment. Despite this outcome, we are proud to have fought for the professional integrity of our members and we thank the many DEs who assisted staff attorney Danielle Lucido to prepare and argue this case, and those who served as witnesses. The Union has another grievance on the second round of the DE re-alignment based on management assignments causing DEs to be moved. The Union will also continue to press in Labor Management and other venues to preserve the integrity of the DE job at PGampE. In Solidarity John Mader ESC Local 20 President PGampE CONTRACT RATIFICATION RESULTS Dear ESC members at PGampE, Below are the results of the ballot count performed today by our election committee, consisting of Greg Beratlis, Lindsay Gallinger, Kassim Visram, Rosencruz Sumera, Kathy Cleairmont, and Willie Albovias. YES: 1,001 This means that the new ESC Local 20-PGampE Contract for 2012-2014 has been approved and will go into effect immediately and retroactive to January 1, 2012. Retroactive GWI payments are expected in September. We hope to have printed copies of the new contract available within several months. We thank the election committee for their time in counting ballots and tallying the results, and we thank all the members who have participated in the bargaining committee in support of these negotiations. In solidarity, John Mader, President Karen Sawislak, Executive Director IMPORTANT TENTATIVE AGREEMENT CLARIFICATION Irving Joe Retires after 35 years at PGampE IMPORTANT MEMBER UPDATE JUNE 28, 2012 Member Update:June, 25 2012 MEMBER UPDATE JUNE 18, 2012 IMPORTANT MEMBER UPDATE JUNE 13, 2012 BargainingMember Update 37: June 4-5, 2012. Final Tentative Agreement Reached BargainingMember Update-May 23,2012 Member Update May 2012 RESULTS OF THE ESC LOCAL 20 PGampE UNIT BOARD ELECTION OF OFFICERS 2012 ESC Local 20 Membership Update, March 12, 2012 ESC Local 20 Membership Update, February 2012 ESC Local 20 PGampE Membership Update: January 2012
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