Covington Paperworkers Union, Local 675 October 29, 2014

THE BARKING DOG

Recent Local 675 News
Bob Booth, President
Job Evaluation
Many jobs in the mill have experienced changes since the last time they were evaluated. Local 675 Job Analyst
Tommy Meeks has been actively researching jobs in order to determine where significant changes have
occurred that merit seeking wage adjustments. We are early in the process; so dont be alarmed if your job
hasnt been looked at, yet. Tommy is facing a huge amount of work with Job Evaluation, but he is approaching
this task with enthusiasm and a strong desire to win adjustments for our members. Our entire committee will
be supporting Tommy wherever possible.
Additionally, AWPPW Rep Don Draeger is currently in Covington this week assisting Tommy and providing
direction on how to move forward with winning wage adjustments. Don has a wealth of experience in Job
Evaluation and we welcome his training and assistance.
Over the course of my nearly twenty years of union involvement in Covington, I have never experienced the
level of commitment towards serving our members that has been displayed by the AWPPW. Dons trip to
Covington is just one example in a long list of AWPPW assistance provided during my short time serving as
president. I truly couldnt ask for more from our affiliation with the AWPPW.

Labor/Management Relations
Your Local 675 Officers are focused on developing a working relationship with mill management. Issues that
should be settled though reasonable discussion too often are mired in the grievance process due to trust issues
that have developed on both sides over the past several years. Minus effort to put the past behind us, there can
be no hope for a future where we can once again carry our lunch buckets across the bridge with true pride in
our employment. MeadWestvaco Covington cannot return to the glory days, where we were recognized as a
leader in our industry, without joint cooperation between the union and management. Stories of retirees
directing their spouses to omit their employment at MWV from their obituaries need to end.
Working with management should not be interpreted as rolling over and giving up the good fight. When
issues that conflict with our bargaining agreement cannot be resolved via normal discussion, appropriate
action will be taken to protect the rights and benefits of our members.

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Covington Paperworkers Union, Local 675

October 29, 2014

2
Subject Matter Experts and a Grievance Update
The previous committee bargained an agreement which will allow workers to apply for SME positions in their
areas. Implementation of this agreement was set to begin in September. Shortly before the start of the new
selection process, the company notified the Union there were some issues with the new agreement that they
would like to discuss.
A meeting was set, at which the company presented the following items:
The company wished to postpone implementation of the new selection process until March of 2015.
The upcoming outage schedules were cited as reasons for the requested delay.
The new agreement does not allow for incumbent SMEs to be eligible for consideration, unless there
are no qualified applicants. The company stated some incumbents had asked if they would be eligible
for consideration if they returned to their jobs in their home departments prior to implementation of
the new selection process. In other words, could they shed their incumbent status by vacating their
SME position?
Additionally, the company asked if the agreement could be modified to allow incumbents to be
considered.
The Union responded that the SME Agreement could only be modified upon approval of the membership.
However, returning from caucus, we drew attention to the Unions recent efforts to develop a positive
working relationship with Management and informed them that we were agreeable to their request to
postpone the SME selection start date until March. When the Company provides the timeline and order in
which the SME positions will be posted, we will share that information with the membership.
Following the SME discussion, the Company provided us with an unfavorable Third Step Grievance Answer
concerning an employee being coerced out of his refusal. The settlement requested that the employee be
returned to his originally refused job. The following day the Company notified the Union that they were
restating this answer (on a non-precedent setting basis) to allow the employee to go back to his grandfathered
refusal. The Company indicated that the Unions effort to establish positive Labor/Management relations was
a factor in their decision to restate.

Hourly Fill-In Supervisor Overtime
There have been some recent questions as to when Relief Supervisors are eligible for overtime in their original
job sequence. Relief Supervisors are eligible for overtime in their original department sequence after all other
options have been exhausted and supervision has approved the overtime. An example of this would be when
the roster is exhausted resulting in a worker being stuck, or drafted. A Relief Supervisor, with approval from
supervision, could then offer to relieve the stuck/drafted employee.

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Covington Paperworkers Union, Local 675

October 29, 2014

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American Income Life Insurance Company
While in Portland for the AWPPW Tri-Area Council, VP Wilkerson, VP Williams and myself took in a
presentation from a representative of American Income Life. American Income Life is a large and respected
company that provides supplemental insurance plans for union members. This company deals strictly with
unions and a few credit unions. The CEO and officers of AIL participate in strikes. Union members who
participate in their plans can have their premiums waved for up to one year when on strike , or laid off. AIL
waved $837,000 in premiums last year.
Upon returning to Covington I contacted AIL and scheduled an appointment for one of their representatives
to visit us at the Union Hall. The AIL rep explained how they do business. They provide stamped envelopes
for CPU Local 675 to address and mail to our members. This envelope contains a card for you to fill out and a
postage paid envelope to mail it in. Filling out and returning this card starts the process of CPU 675 members
and retirees receiving free benefits. AIL would like to talk to you about supplemental plans that they sell, but
regardless of your participation all active CPU Local 675 members and retirees who return the card will
receive a $3,500 Accidental Death and Dismemberment benefit at no cost. If you return the card, you will also
receive a Health Services Discount Card and can elect to receive free Child Safe Kits. More details on these
benefits are included in the letter you will receive in the mail.
Look for these letters in the mail over the next few days. The envelopes are addressed from CPU Local 675 and
are stamped Beneficiary Card Enclosed. A second mailing will go out to those who do not respond to the
first mailing.

Maintenance Overtime Grievances
The Union and company met to discuss two grievances slated for arbitration concerning Maintenance
employees receiving straight time for overtime worked on scheduled off days. The two workers received
straight time wages, as they had not worked 40 hours prior to accepting overtime on their off days. The Union
pointed to the difference between regular overtime and scheduled overtime. The overtime rate is paid for
overtime worked on scheduled off days(Article V, Section 6-b). For scheduled overtime(outages, etc.),
overtime is paid after forty hours. The Company was agreeable to the Unions interpretation of the Agreement
and restated the Third Step Answer to award to pay our workers the overtime rate for all hours worked on the
days in question.
The Companys restated answer also noted that shift differential will not be paid for regular overtime worked.
This is inline with Article IV, Section 5 in the Agreement, which specifies that day workers receive the shift
differential when scheduled to work second, or third shifts. Day workers do not receive a shift differential for
regular overtime worked on the second and third shifts.
I would like to recognize CPU 675 Chaplin James Parker for his assistance with this matter. Thanks, James.


Covington Paperworkers Union, Local 675

October 29, 2014

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12 Hour Scheduling News
On October 17,2014, the Company presented several issues that need to be resolved in order to achieve a
new 12 Hour Agreement. These items are listed below. Your union committee is looking for your feedback.
Please take the time to share your opinions and ideas in the space provided below each item and turn them
into the Hall, as soon as possible. The Company has indicated that we will meet to discuss 12 Hour
Scheduling some time in November. We will share any further news with the membership as it develops.
Management wants to ensure that the majority of shift workers desire pursuing 12 hour scheduling.





Management stipulates that any 12 hour agreement be cost neutral.






Management wants any 12 hour agreement to provide a way of filling overtime without working over 16
hours.





Management desires a way to handle issues (mainly attendance) under 12 hour scheduling on an individual
basis, rather than as a whole group.





Management stated that the entire PRG/Carbon group would need to go on 12 hour scheduling. All, or
none.





Management wants any 12 hour agreement to allow for scheduling people on overtime to fill vacancies in
the weekly schedule.








Covington Paperworkers Union, Local 675

October 29, 2014

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Covington Paperworkers Union, Local 675 October 29, 2014

Union Meetings
Regular Membership Meetings are held on the first and third
Thursdays of each month at 12pm, 3pm and 5pm. The meetings
for next month will be held on November 6
th
and November 20
th

Covington Paperworkers Union
424 West Prospect Street
Covington, VA 24426
Phone: (540)962-5799
FAX: (540)962-7496
Email: cpu675@ntelos.net
Website: cpu675.org
Yesterday, October 28, 2014, Arbitration was held at Dabney S. Lancaster Community College for a grievance
filed concerning sequence changes in the Carbon Plant and Carbon Warehouse, as well as other Carbon
grievances the parties mutually agreed to arbitrate at the same time. When the Union and Company receive
transcripts from the hearing, both parties will write and submit closing arguments to the arbitrator. The
arbitrator will then study the evidence submitted and present his decisions.
AWPPW Representative Don Draeger was on hand to help prepare and present the Unions positions. CPU
Local 675 would like to thank the AWPPW and Don for their assistance. Dons expertise is readily apparent
and certainly welcome.
We will share the arbitrators findings with the membership when we receive them.
Carbon Merger Arbitration