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Action Center |
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| BM Report Nov 3 2014 |
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After multiple meetings and negotiations The Union and the Company have agreed on an added incentive to an IPP offer for the fourth quarter. This incentive will be similar to the offer made in 2010.
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| BM Report October 10, 2014 |
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Open Enrollment for your benefits will take place beginning Oct 21st and continuing until midnight November 4th. Members should receive notification from the Company in the mail. Open enrollment is an opportunity to make changes to your coverage for plan year 2015.
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| BM Report October 3, 2014 |
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The Union and the Company have entered into discussions over the potential for an incentive to a contractual IPP. At this time the discussions are preliminary and there are no hard numbers to a surplus. The Union and Company are working to get an agreement but many issues will need to be addressed. If an agreement can be reached then we would be looking at an offer some time in November.
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| Bm Report September 22, 2014 |
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The third quarter surplus that had a total of 55 in New England has netted 11 volunteers and 1 oversubscription. That oversubscription is in Local 2322. These volunteers left the property last week. We do not predict any movement in regards to this surplus but have not yet been officially notified by the Company.
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| BM Report August 6, 2014 |
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The IPP B period has ended and there were a total of 6 volunteers in New England. 4 CO techs and 2 Splice Service technicians. None of these 6 volunteers are from Local 2325. The company will conduct a canvass in these two titles from the Surplus locations remaining in the corresponding locals. Qualified volunteers from surplus locations will replace these 6 IPP B volunteers.
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| Business Mngrs Report July 14, 2014 |
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The Company has notified the Union that they are offering IPP B’s in three titles throughout New England. The volunteer period for this IPP will be from July 8th to July 22nd with an off payroll date no later than August 31. Any member who volunteers for this IPP B will only be accepted if a qualified replacement from surplus job titles in New England volunteers to backfill that opening.
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| BM Report June 18, 2014 |
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The Company is declaring a surplus under the provisions of Article G25 of the Collective Bargaining Agreement. The Company will offer the provisions of an Enhanced Income Protection Plan (EIPP) to regular employees in the surplus job titles at the work locations involved. EIPP offers will be distributed to the affected employees by June 2, 2014.
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| Business Manager's Report May 30, 2014 |
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The Company is declaring a surplus under the provisions of Article G25 of the Collective Bargaining Agreement. The Company will offer the provisions of an Enhanced Income Protection Plan (EIPP) to regular employees in the surplus job titles at the work locations involved. EIPP offers will be distributed to the affected employees by June 2, 2014.
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| Business Managers Report May 8,2014 |
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GPS systems are active in all I+M, CXM and Line vehicles. Use caution when traveling in any of these vehicles. Do not deviate from work locations unless you notify your manager. Drive at a safe speed and use caution when idling your trucks . All of these things and more can be seen on a GPS report.
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| Business Managers report 10/3/2013 |
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There were 74 volunteers New England wide for the current IPP offer. Of the 74, 10 were oversubscriptions and 10 came from Local 2325. The Union and the Company are currently in discussions pertaining to the oversubscriptions. At this time the Company has not yet made an official decision in regards to this current surplus. Discussions have taken place over the potential for some voluntary movement in the SST title only but a final decision has not been made yet. When the Company notifies us of their position in regards to this surplus we will update this site. Members who were accepted volunteers will leave the property on September 28th. Any oversubscriptions will wait until an agreement can be made.
Any member who completes the Healthcare Assessment in 2012 for the $100 credit will not need to do it again for your 2014 benefits. If you have already taken the assessment you will automatically receive the $100 credit for year 2014. If you have not taken the assessment then you have till the end of the year to get it completed.
The Company has notified the Union that they will be purchasing new Hazardous Gas Monitors for manhole safety. The RDAIII has been discontinued but is still approved for use in the field.The Company is purchasing a new model and will be in garages soon. We would expect training to take place when these new units arrive.
Members who applied for the FCSA bids in Rhode Island have been tested and notified of there status. Release dates for accepted members will be soon. Please check with your local manager for an exact date.
Thank you
Fraternally
David Keating
Business Manager
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| 9-19-2012 |
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PRESS RELEASE:
Wednesday September 19, 2012 3:30 pm
The System Council T-6, IBEW 2213, and CWA Districts 1,2 and 13 have reached a tentative agreement with Verizon. This new Collective Bargaining Agreement will begin upon ratification and expire in 3 years on August 1, 2015.
Major issues such as the Job Security Letter, lump sum cash out and movement of work will remain the same for the life of this new agreement. Pensions will remain intact with the only change being no band increases this contract.
Raises will be 2.25% effective the first Sunday after ratification, 2.75% effective 8/14/2013, and 3.00% effective 8/3/2014 for a total of an 8% increase for the life of this agreement.
There will be an $800 ratification bonus to be paid within 30 days after ratification.
CPS Award minimums will be $700 for plan years 2011 (already paid), 2012, 2013, and 2014.
Short Term Disability Benefits will remain unchanged and will continue for up to 52 weeks of coverage. The Long Term Care Insurance remains unchanged as well.
There will be premiums for health care benefits for all active employees. Beginning in November 2012, premiums will be $30 per month for single coverage and $60 per month for family coverage. Beginning January 2013, single coverage $45/month, family $90/month. Beginning January 2014 $50/month single and $100/month family. Beginning January 2015 $55/month single and $110/month family.
Any Member retired before January 1, 2013 will NOT be subject to healthcare premiums. Any member who retires after January 1, 2013 will pay the same premiums as Active employees.
As part of this contract an HRA (Healthcare Reimbursement Account) will be set up for each Member with the company placing a one-time amount of $850 in an HRA. The HRA money cannot be used for premiums but can be used for other medical payments. The accounts for members will be in effect until the $850 is completely exhausted or until you leave the company.
A new Absence Plan will go in to effect as of January 1, 2013. Absence will now become contractual language. There will be a maximum of 10 paid days for incidental absence per calendar year. The first four approved days will be exempt from any absence control plan. This does not affect STD benefits (after eighth consecutive day of absence). The STD benefits remain unchanged and you will be paid for approved absences on the 8th day. There will be monetary awards for remaining incidental absence days. Perfect attendance will be a weeks pay that will be paid that following March. If you use 1 incidental day then your award is 4 days pay and so on. This incentive is only awarded between 0 and 5 days used. More than 5 incidental days will be no award.
As of January 1, 2013 all Zone 2 locations will be upgraded to Zone 1.
The New England Work and Family Program and Dependent Care Reimbursement Fund will remain in effect and funded for the life of this agreement.
The Next Step program will be discontinued but all members currently in a class will finish till the end.
The SCT-6 is in the process of putting together hand-outs on information related to all of these changes.
Contract explanation and ratification meetings will be announced as soon as details for those meetings are set. This agreement is tentative until voted on and approved by the members in IBEW New England.
This round of negotiations which lasted over a year resulted in secure employment and pensions for members of this local and nearly forty-five thousand Union Members. Your support and patience during this time has been greatly appreciated.
This is a brief summary of many of the changes but not all of them. Further details related to this new agreement will be made available as soon as possible.
Fraternally,
Dave Keating
Business Manager
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| Update 6-6-11 |
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The system council T6 met with Verizon last week in Washington D.C. Verizon presented information on the rising cost of healthcare. This meeting was a glimpse into the difficulties that face us in the upcoming round of bargaining. Regional bargaining is scheduled to begin later this month in Rye N.Y and continue through till the expiration of our contract at midnight on August 6th. As of today there are 66 days and 10 paychecks left till our agreement with Verizon expires.
Mobilization and strike preparation begin on Friday June 3rd, and we will continue to notify the public of our fight for a new contract. All members are expected to meet before the start of their tours, or on their lunch breaks outside of their work locations to show the public that we are fighting for working families. Public, family and political support is extremely important in our battle for a new contract. Going forward from Friday June 3rd all members are expected to continue visibility at least once a week outside of their work locations. It is very important that unity and solidarity are expressed as much as possible. The message is and will always be that we are ready to fight for good wages, benefits, and job security. All members must participate in their own survival. Do not stand still and point to the person next to you. Point to yourself and have a say in your future. Any member, who has not yet registered @ ibew2325.com for bargaining updates, should do so now. Go to ibew2325.com and visit the member log in page. We will be updating the website as well as sending out emails to keep the membership informed during bargaining.
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| 12-3-10 |
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The Vacancies posted as a result of the agreement between the union and the companies on oversubscriptions have mostly been filled, The Auto Mechanics and Building Mechanic titles are still in the review process. The placement in these titles is more involved and encompass a longer timeframe to finalize. All other titles have been awarded and most volunteers are in their new work locations. Any new vacancies that have been released are a result of filling the gaps created by the initial offerings. Bids that are offered now will be awarded per Article G30 of the Collective Bargaining Agreement and do not follow the guidelines of the oversubscriptions agreement. Any new openings that become available will be placed on the informational tape.
As we enter the Holiday Season I would like to remind the membership of the importance of a valid Driver's license. For many of you a license is needed to get you to work, and for the rest of you it is a job requirement. So when you are raising a glass to the holidays, please do so responsibly. Losing your license could mean losing your job.
We are once again having our annual Toys for Tots Drive; we will be collecting unwrapped toys or monetary donations. The donated money will be used to purchase toys before delivery. Please see your steward to make your donation. This local is one of the largest contributions in central Massachusetts to the Toys for Tots Drive. Let's live up to our reputation.
I would like to wish everyone a safe and healthy holiday Season. Enjoy this time with your families and I look forward to a great 2011.
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| 9-17-10 update |
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As a result on the Agreement between the Union & the Company on releasing oversubscriptions & non surplus volunteers a process for in title canvassing and bids have begun. Surplus titles are receiving canvass sheets for job openings in New England specifically in your own title. This procedure is the first step of the agreement that will move members within their own title. These positions will be awarded to surplus locations first, they will also be awarded in local before leaving the local. Once again this step is strictly within title. If you choose a position now you will not be able to choose an opening later on. The only exceptions to this will be openings in the Toll assigner, Automotive Mechanics and Building Mechanics titles. These positions will be offered to everyone.
When in title canvassing concludes next week. The remaining jobs will then be released in a bid process. This process will allow members to bid jobs in other job titles and will also be awarded to surplus first, then to non surplus titles. An important note to keep in mind for all members is that there is no forcing done in any of these procedures. All jobs are voluntary and you are not obligated to pick a job even if you are surplus.
If you are in a title that did not receive canvass sheets, the reason for this is that your title in not surplus. You will have an opportunity at positions when we move on to a bid procedure.
If any member volunteers in any of these canvasses, I highly suggest you keep a copy of your canvass sheet and a transmittal report of the fax. This will allow us to clear up any faxes that get lost.
If you have any questions on any of these procedures please call this office.
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| Business Manager's Report |
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The Company declared a surplus of 2055 members in Massachusetts and Rhode Island on February 26th 2010. After negotiations between the IBEW , CWA and Verizon an agreement was reached that offered an added incentive beyond the contractual IPP offer. This incentive provided extra funds as well as expanded the cap on years of service. The October contractual pension band increase was pushed back to be included in this February offer. This allowed for an increase in the pensions for our members.
When the dust settled the System Council T-6 had a total of 1451 volunteers who applied for this offer. After aligning these volunteers with the Company surplus, 1167 volunteers were accepted immediately and left the property on June 18th. There were also volunteers who fell into two separate categories. Members who put in for this offer in a surplus job title, above and beyond the surplus declared in that title are called oversubscriptions. Members who volunteered from a title that was not declared surplus are considered non-surplus volunteers. There are 168 oversubscriptions and 116 non-surplus volunteers from this current IPP offer. These members have not been released yet. Negotiations between the T-6 and the Company continue on a process or procedure for their release. Since these members were not declared surplus, their jobs must be negotiated with the Union. We are looking for a commitment from the Company on backfills for these members.
The Union and the Company continue to meet and are making progress towards resolving the issue of Oversubscriptions and Non-surplus volunteers. Understand that we will continue to do what is best for the members who volunteered to leave and the members who are staying. It is our job to maintain and increase our work to ensure continued employment and reduced surpluses. The Company declaring surpluses and offering IPP’s is a contractual way of downsizing. As they declare more of our members surplus, we will continue to make certain that work stays in the bargaining unit. Allowing members to retire with an incentive does not allow the Company to backfill with contractors. When an agreement is reached we will notify this membership immediately.
Fraternally,
David Keating
Business Manager
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Page Last Updated: Nov 03, 2014 (05:22:36)
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