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Local 12 Weekly Update
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The names identified are Local 12 Representatives who volunteer to represent you,
Local 12 Bargaining Unit employees, in these issues. They are the foundation of
this Union! Want to get involved? Please contact the Union Office, 476-4334. |
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Date: 7-08-2006 |
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Incentive Award Issues: |
- This latest round of incentive awards were to be based on an employee’s PARS.
- Local 12 reported to management at the last Labor-Management Partnership Council
meeting the issues we have heard with respect to performance evaluations. It was
agreed that performance discussions need improvement, and appraisal training for
supervisors was been recommended.
- We have received reports that some supervisors were downgrading employees on their
PARS if they have not completed their VPP passports. L-12 Rep Steve Hatzenbihler
took this issue straight to the head of VPP, Danny Haas. The issues the union had
were:
- We were never notified the passports were anything but voluntary.
- If they are no longer voluntary, and employee pay is going to be attached
to their completion (NSPS pay for performance), then in order to avoid any confusion,
it should no longer be called voluntary
Mr. Haas’ response was:
- No guidance has ever been issued about having to complete the VPP passport to obtain
a certain PARS rating.
- With respect to one’s evaluation for their safety performance, everyone is presumed
to be satisfactory or having fulfilled the requirements. Other personal safety initiatives
would drive that rating up to the significant strength category. These activities
could include being involved in a safety committee, being part of a safety inspection
team, correcting unsafe conditions, completing the passport, etc.
- Completion of the passport is still voluntary for the working level employee, and
no change in that position is foreseen.
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Grievances: |
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Local 12 is currently handling three grievances involving PARS disputes and one
involving a back pay issue. With the advent of our new contract, these issues are
not technically “grievances” at this point. Per our new contract, the first step
of the grievance process is a problem-solving step between the employee and his/her
supervisor. If this problem-solving is not successful, then the issue moves to the
second step, and is officially referred to as a grievance.
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Star Site Status: |
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As part of the VPP STAR site status, safety committees comprised of employees, management
and C/106 will be walking through work areas looking for safety hazards every quarter.
These committees have received training from C/106.
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NSPS: |
The Shipyard is reviewing the stand up of a program office dedicated to the implementation
of the NSPS. Once the fundamentals of putting this office together are met, there
will be a great deal of employee involvement sought. Our president, Bob Steinmetz,
has been placed on the executive steering committee of this implementation team.
To ensure continuity for those employees on temporary transfer or extended TDY,
the NSPS team at Puget will be part of a bigger team including our sister shipyards.
This “one shipyard” team will ensure the transition process to the NSPS is the same
at all shipyards.
At each shipyard, task teams comprised of employees and management will be developed
around issues such as pay banding, performance pay, training, etc. To further collect
input and encourage involvement, these teams will likely request volunteers outside
each team to assist in elements of each issue.
Local 12 Rep, April Mills, is our POC for the NSPS. |
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Bargaining Unit Clarification:
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In 2003, PSNS merged with IMF. In general, each organization had different unions,
which made it harder for the employer to get work done – there were now several
different contracts that needed to be satisfied in order to effectively execute
most jobs without incurring an unfair labor practice.
Last year the employer petitioned the FLRA for a bargaining unit clarification in
order to trim down the number of contracts by consolidating some of the unions.
Negotiations involving all the affected unions and management have been ongoing
in the presence of the FLRA by telecom for the last few months.
Currently, there has been no settlement to the issue, and the unions and management
are submitting their own proposals at a hearing scheduled in August. At that hearing,
the FLRA hearing official will determine who belongs in what bargaining unit
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