Board Mark Claims
From Rob Newhouse
Bob Hill has notified me that he is getting claims back from the general committee via email.
When you submit your claims for "falling through" the mark please include your email address as well so that Bob can forward them on to you electronically.
Thanks
Posted in News on 02.19.2010 3:41pm
Exclusive representation letter
From Rob Newhouse
January 4,2010
Ms. Cathryn S. Frankenberg
AVP - Labor Relations and Human Resources, US
Canadian Pacific Railway
501 Marquette Avenue, South - Suite 1715
Minneapolis, MN 55402
Executive Committee
T. H. Baird, Vice Chair
G.R. Rutledge, Vice Chair
R. G. Haugen, Vice Chair
R.J-Hill;Secretary
Reference: UTU's exclusive representation oftrain service crafts -arbitration
Dear Ms. Frankenberg,
On December 1, 2009 it was brought to this Office's attention that the Brotherhood of
Locomotive Engineers and Trainmen (BLET) representatives, with the concurrence of your Labor Relations Department, is attempting to take trainman's case to a Public Law
Board or the First Division. This Office has sent numerous letters to your department
regarding UTU's exclusive right to represent train service employees. The most recent
letter from this Office regarding UTU's exclusive representation is dated December 2,
2009. The letter put your department on notice of the BLET's attempt to arbitrate a train
service employee's dispute. This Office's December 2, 2009 letter remains unanswered.
Please be advised the BLET, with or without your department's concurrence, has no
authority to arbitrate any issue or grievance rooted in the UTU train service collective
bargaining agreements. It is noteworthy, if a trainman's case is being arbitrated at a
Public Law Board, the Attachment "A" was adopted by mutual agreement between
BLET and CP. Therefore, this Office can only conclude that your department and BLET
are working in concert to usurp the UTU of it collectively bargained contractual rights. If
need be UTU will protect its contractual rights in the civil courts.
Contrary to the BLET's baseless assertions that they can arbitrate trainmen's issues, only
the United Transportation Union (UTU) has the exclusive right to represent train service
employees at all levels of the grievance, claims and discipline handling phases, including
arbitration. This UTU contractual right has been in place for over fifty (50) years. See the
Article 1 of the UTU General Labor Agreement. Therefore, any arbitrated decision
resulting from BLET's illegal handling of a trainman's case to arbitration will be
considered procedurally defective, null and void and such decision cannot be
implemented. For example: if a train service employee is reinstated to service by the
Board where the parties to the Board are the CP and BLET, this Committee will take. the
position that the employee holds no seniority and cannot mark-up because the case was
improperly handled, thus procedurally defective.
Again, this Office has not nor does not relinquish its contractual rights for exclusive
representation of train service employees. We have placed you and your department on
written notice on numerous occasions over the past several years that UTU (the
Milwaukee/Soo General Committee) is the sole representative of the train service crafts
and class of service. Your department has acknowledged receipt of these letters.
However, these same letters remained unanswered. Consequently, it is incumbent on your
department to notify any arbitrator ruling on a BLET handled trainmen's case that it is
procedurally defective and not rightfully before the Board adjudication because of UTU's
exclusive representation. Your department's position must be that the arbitrator is
required to dismiss the case.
James H. Nelson
General Chairperson - UTU
cc: Local Chairpersons, GO-261
M. B. Futhey, International President - UTU
Clint Miller, General Counsel- UTU
Posted in News on 02.19.2010 3:23pm
Quarterly Report from Jim Nelson
From Rob Newhouse
Quarterly Report for October through December, 2009
Dear Sisters and Brothers:
After a 15-year history of negotiating separately, CP Management has finally agreed with us to engage in critical national-contract negotiations with UTU International-leadership.-This is an important step forward for us because we were leaving contract talks with individual differing levels of success in prior years. In early October, our International President, Mike Futhey, called UTU General Chairmen together to strategize how we would approach the negotiations, get a game plan together that prioritized more important goals and set hi place a few fall-back positions. All of us brought forward the issues you, our Members, had voiced hi your recommendations, and we built a classic plan for negotiation success. On our second day of meetings, we carefully worked out the exacting language to be inserted in the positions we intend to pursue. At this point, Mike is hand-picking his team of hard-nosed negotiators. I have the feeling that even Mike Tyson wouldn't want to face this group. This team will go head-to-head with the Railroads national negotiating team hi a meeting scheduled in early February at a location in Florida. I will be monitoring the progress and providing updates to all of our Local Chairmen in a timely manner.
Although our Negotiation Plan incorporates several additional issues, these are the chief areas where we want to advance. As you can see, these topics are those that most often come up in discussions where all of us General Chairmen are present and are there to listen to you.
Complete and permanent elimination of existing service scale (discarding entry rates of pay).
Complete and permanent elimination of the two-tiered pay system.
A series of general wage increases,
effective Jan. 1,2010, and reviewed every six months thereafter.
Put in place sensible cost of living adjustments.
A crew calling window structure or no less than a 10-hour call.
A process to resolve fatigue issues relative to cross-craft utilization, inaccurate lineups and manipulation of pool crew boards caused by paper deadheading and dropping of turns.
Awarding compensation during the certification process as a conductor
(certification to be established by the FRA as directed by the RSIA of 2008).
Peer-related craft pay for training periods.
Carriers to give first employment consideration to qualified conductors furloughed from other railroads.
Furloughed employees called back to work will be guaranteed a minimum of 60 days of work and pay.
Increased meal allowances.
Enhanced benefits under the NRC/UTU. Employees' National Health and Welfare
Health and Welfare Plan and the Railroad Plan (GA-23000).
Other Significant Achievements This Quarter
Furloughed Employees
We had a tie vote (7 to 7) as we considered a temporary rule to allow furloughed employees an opportunity to work at other locations. My vote broke that tie and we favorably moved the agreement forward to allow folks to work elsewhere in the system. At that time, we had 60 employees in furloughed status and were able to return 12 of them to duty within the next few weeks—a real success story. Several agreed to move over to open positions within St Paul or Chicago and we've got them on board for a minimum of 90 days. For many families, this was the best Christmas present of all. As of today, we only have one Member on furlough and we should have that person back on the active team here shortly.
Claims
A year ago we were looking at some 1500 open claim days—it was unacceptable. Through dogged persistence, we were able to trim the backlog to only 843, a solid reduction of almost 50%. We're continuing to work this issue but these remaining cases are more complicated and involve some degree of individual arbitration. We've studied the trends and these cases generally fall into two problem areas; to (a) resolve crew calling errors, and (b) settling disputes involved in "moving up in the pool." Stay tuned because we're making progress weekly.
Eliminating Flat Line Vacation Scheduling
Most everyone wants a vacation either in Spring, Summer, or the Fall. Our senior people need to get the first shot at scheduling vacations—they've earned the honor and you'll feel the same way when you're hi their position. Just the same, that's not what's happening because CMC is sticking with the wildly unpopular method of scheduling vacations using the "fiat-line" or "straight line" concept. Work is important, but we feel that families are even more important in life. We know there are a number of intelligent approaches to solving this problem. We can field the correct and experienced train crews for safe and on-time operation—and we can still allow our Members to take trips with their family. Vacations are nothing new and a number of proven solutions already exist in other railroad and business models. Too, we've listened to your ideas and will bring them forth in an aggressive manner.
SAM Notice 80
As you may be already aware, we were dismayed when CP published SAM Notice 80, which changed the quantum of discipline assessed our members for certain alleged rule infractions. CP with no prior consultation with the UTU amended its already onerous discipline policy by making it even more harsh and capricious. In essence, the Carrier unilaterally imposed the ultimate sanction against our membership of dismissal for some stand alone alleged rule infractions. While this Office does not condone deliberate violations of safety procedures that put our members in danger, every employee is entitled to a fair and impartial hearing. We question whether the "plantation mentality" approach outlined in SAM Notice 80 is a productive procedure. Simply put, where is the dividing line between dismissal and non-dismissal situations and how far askew can this policy get when you figure in the numerous personalities administering it? Members will be dismissed under the new policy for a "total -disregard of safety,- endangering life and -limb'%-But who-decides what the criterion-is -that manifests the "total disregard" threshold? The irate trainmaster who is called out late at night to investigate the incident, possibly with an "ax to grind" with the individuals involved over some other unrelated incident? What about incidents when a Brother or Sister is a little late in arriving for work and it results in delays to trains thereby affecting someone's service plan for that day? SAM Notice 80 does not take into consideration extenuating circumstances, the employee's prior record, longevity, training level, and familiarity with the territory or instructions issued by persons of authority that may have been a contributing factor. Simply put — you make the mistake, you pay for it with your career. As a Member working with a multitude of variables every day you can see the potential problems and how wide open the new policy is for managerial indiscretions.
At this point hi time, the Carrier is still considering our objections and if need be we will progress our positions further. Clearly, every "SAM Notice 80 discipline case" imposed by the Carrier needs our review and input. Otherwise, the risk to our members and their livelihoods is just too great.
Our research indicates that this draconian practice (Notice 80) has not been implemented on other CP properties. Which brings us to the questions, why here, and why now?
Meanwhile, Terry Bagaus is personally working with us on this issue. Hopefully, we can come to an equitable solution that addresses all of our concerns regarding rules compliance, but tempered with fairness and quality training for our members. We formally registered the complaint (in early October) and asked that the SAM Notice 80 be held in abeyance while we explore other more amenable options. We will keep all of you informed of any progress on this most serious matter.
Joining With The Progressive Rail Team
Last October we had an office visit with the CEO of Progressive Rail, Lon Van Gemert. Lon is an experienced railroader with 40+ years in our business. Informally, we've met some of his people off-site and they find working conditions solid and remark that Progressive is a good place to work. Our intention is to bring UTU Membership to all of the Progressive workers and help negotiate work scheduling, safety issues, and the other matters that count with employees. We brought several of those up with Mr. Van Gemert and have worked most of them out. We have a few issues left; chiefly pay and pay scales, and we'll meet with him early in March to conclude our discussions. At this point, the UTU is certified and on board. Our ten UTU workers have already seen the direct benefit of our association. Again, we proudly welcome our Progressive Brothers and Sisters.
Beyond the topics I've discussed here, we're working every day to bring better working conditions, pay, vacation, and benefits to all of our UTU members. Lately, we've adopted a stance with the Carrier to bring about meaningful change through intelligent negotiation hi a manner you aren't seeing in Washington among the political parties. We view obstructionism as a sure-fibre way to get nothing done—and we've seen this played out hi our Nation's capitol. At the same time, I want to state that we're not rolling over on key and essential issues. Rather, we're trying to bring change and_rmproyement across our daily work. Last, I encourage you to contact me directly and let me know what's on your mind. Naturally, I would ask that you share your ideas first with your Local Chairmen, Each has my cellular phone number and can raise your concerns with me. Otherwise, feel free to call me at the Portage office or through my email: go2fy@verizon.net
Posted in News on 02.19.2010 11:33am
UTU 911 Christmas Party
From Rob Newhouse
Satuday January 30th is the date.
Happy hour starts at 5 p.m. Dinner served promptly at 7 p.m.
There will be door prizes as usual.
Kraus Harting VFW again this year. I believe the menu is chicken, ribs and meatballs.
View Larger Map
Merry Christmas and I hope you all have a great new year!
Posted in News on 01.09.2010 11:41am
Vacation change
From Rob Newhouse
The carrier may contact you about changing your vacation times, if they do please call Shon Dasheur at 612 919 1001. He will explain your options at that time.
Posted in News on 01.06.2010 9:02pm
Union Meeting On Wednesday January 6th
From Rob Newhouse
Don't forget about the meeting at Obb's this Wednesday.
There will be a vote on at least one important issue and many more discussed. This is a big meeting so if you can, come on down and make sure that your voice is heard.
Topics to be discussed...
The carrier's attempt to limit our vacation dates.
6 and 2 on the west side.
Recapturing of miles on the river. ( This one will be voted on )
Posted in News on 01.05.2010 10:48pm
No Flat Line
From Rob Newhouse
General Committee of Adjustment GO-261
800 LINE R.R.
Executive Committee
T. H. Baird, Vice Chair
G.R Rutledge, Vice Chair
RG. Haugen, Vice Chair
J. H. Nelson Chairman -----*
139 '111 Cook Street
Portage, WI 53901
Office 608-745-1700
E-Mail: g0261@verizon.net
December 2, 2009
Ms. Cathryn S. Frankenberg
AVP-Labor Relations & Human Resources - US
Canadian Pacific Railway
501 Marquette Avenue, South - Suite 1715
Minneapolis, MN 55402
Dear Ms. Frankenberg,
This Office is in receipt of an undated letter authored by the CMC department addressed to the UTU Local Chairman pertaining to vacation scheduling for the year 2010. I have reviewed the language of this letter and find the contents therein are not in keeping with the 1949 National Vacation Agreement, as amended, the longstanding practices and interpretations regarding vacation scheduling on this property. Essentially, CMC's letter unilaterally mandates changes in working conditions and abrogates the longstanding application of agreements without the benefit of negotiations. This is a clear violation of the Railway Labor Act, as amended.
I have also received complaints from Thief River Falls, Harvey and Enderlin for Vacation
scheduling. Issues crop up every year and this Office has contested in writing the Carrier's
unilateral attempt to impose changes. The vacation scheduling issues include allocations of
vacation allotments along with the single day vacation restrictions. Last year as in previous
years, each UTU local chairman took into account the number of vacation weeks to be
scheduled and then scheduled the vacations based on historic and projected needs of service.
This was often done in consultation with the local management team at the respective locations. This method has worked well for both the employees and Carrier in the past. There is no evidence that these same parameters and practices will not work for the year 2010. The management's aforementioned predictions lend support to surplus manpower and does not support different vacation scheduling standards or changes in vacation allotments such as "flat lining" or "straight lining" for 2010 as unilaterally mandated by CMC.
When the UTU Local Chairmen questioned the managers regarding the vacation scheduling their verbal response was the weekly vacation allocation must conform to a "flat line" vacation schedule. The managers went on to further explain that "flat-line" or "straight-line" vacation schedules means that the same number of trainmen must be on vacation each week thoughtout the entire year. The Local Chairmen advised the managers that the "flat-line" or "straightline" vacation schedules are unacceptable and not in keeping with the 1949 National Vacation Agreement, as amended, or the longstanding on-property interpretation and practice for vacation scheduling. The Local Chairmen further indicated to the managers that as in the past, vacations would be scheduled pursuant to the 1949 National Vacation Agreement, taking into account the "the local exigencies and requirements of the service" This rule compliant notion was rebuffed by the managers.
It is noteworthy, that this Office has not received one complaint from Labor Relations pertaining to the past performance of the UTU Local Chairmen's vacation scheduling parameters. In fact, local managers have in the past complemented the Local Chairmen on the reasonableness of the vacation schedules.
The CMC managers have been compiling vacation scheduling records and disturbing same to the Local Chairmen and the field managers. CMC is demanding that the Local Chairmen
schedule vacations in a "flat-line" or "straight-line" manner. The field managers have been
reluctant to get involved in the vacation scheduling process thereby eliminating any input from them or the Local Chairmen to schedule vacations that take into account "the exigencies and requirements of the servicE(. Consequently, some Local or Division operating officers have not been participating in the vacation scheduling.
The "flat-line" or "straight-line" vacation scheduling method is in violation of the 1949 Vacation Agreement as interpreted by Award 1 of Public Law Board No. 4548, Awards 1 and 2 of Special Board of Adjustment, BLE vs. UP, Referee John LaRocco - 1993.
We also find controlling Article 39 - Vacations, of the collective bargaining agreement, we quote there'from:
Vacations shall be taken between January 1sl and December 31 S\ however, it is
recognized that the exigencies of the service create practical difficulties in providing vacations in all instances. Due regard, consistent with requirements of the service, shall be given to the preference of the employee in his/her seniority order in the class of service in which engaged when granting vacations. Representatives of the Company and of the employees will cooperate in arranging vacation periods, administering vacations and
releasing employees when requirements of the service will permit. It is understood and agreed that vacationing employees will be paid their vacation allowances by the Company as soon as possible after the vacation period but the parties recognize that there may be some delay in such payments. It is understood that in any event such employee will be paid his/her vacation allowance no later than the second succeeding payroll period following the date claim for vacation allowance is filed. The agreement to "flat line" vacations is in Section A of Appendix 18." (Bolding added) The language to flat line in Section A of Appendix 18 merely gives a base line number or a formula in which to calculate the 20% positions on the guaranteed extra list (GEL). It did not grant the Carrier the unilateral right to "flat-line" or "straight-line" the vacation rosters. Decades
of past practice fully supports this assertion and "telegraphs" the parties' true intent regarding the aforementioned contract language.
Consequently, the Local Chairmen have been disregarding, and rightfully so, the CMC
managers' "flat-line" or "straight-line" mandate and have utilized their knowledge of the territory, historic and projected manpower needs and the desired vacation time normally requested by the employees working under their jurisdiction, when assigning the vacation schedules. This forseight on the part of the local chairman has worked to the advantage of both parties. It is noteworthy, that in several locations where trains were held for manpower, delays would have occurred if no trainmen were on vacation. This is evidence that the Carrier failed to properly maintain manpower and extra board staffing levels to protect the needs of the service. CMC attempts to unilaterally promulgate the contractually unsupported "flat-line" or "straight line" vacation schedule concept.
Time spent on vacation scheduling disputes could be better spent compiling accurate vacation scheduling information and forwarding same to Local Chairmen in a timely manner. This will permit the "professionals" in the field who have the first-hand knowledge of the day-to-day operations to schedule vacations in a manner that take into account "the exigencies and requirements of the service", as contemplated by the National Vacation Agreement. In closing, this Office and the Local Chairmen are fully aware of the impact a lopsided vacation schedule could have on manpower needs and serving our customers. With that in mind, we will continue to work with your departments to enSure reasonable vacation schedules to accommodate the employees' requests that we represent, while insuring adequate manpower to protect business levels at the respective terminals. However, we will not accept the "flat-line" or "straight-line" method of scheduling vacations, which your managers have attempted to force on
us every year for the past decade. In light of the seriousness of this issue and the irreparable harm it will cause the employees we represent, we must request and immediate written response and a meeting in our office to timely resolve this dispute. Sincerely,
James H. Nelson .
General Chairman - UTU
cc: Malcolm Futhey, International President - UTU
Rob13rt Kerley, International Vice President - UTU
Clinton Miller, III, General Council- UTU
Local Chairman Go-261
Posted in News on 01.03.2010 2:53am
Limbo Board
From Rob Newhouse
General Committee of Adjustment GO-261
sao LINE R.R.
J. H. Nelson Chairman
139 W Cook Street
Portage, WI 53901
Office 608-745-1700
E-Mail: g0261@verizon.net
Executive Committee
T. H. Baird, Vice Chair
G.R. Rutledge, Vice Chair
R. G. Haugen, Vice Chair
December 2, 2009
Ms. Cathryn S. Frankenberg
AVP-Labor Relations & Human Resources-US
Canadian Pacific Railway
501 Marquette Ave So - Suite 1715
Minneapolis, MN 55402
Dear Cathy,
This office has just received a fax of examples of daily board marks at both Saint Paul and Bensenville terminals. Its reads in part:
Spare Board: 87 limbo board
We take exception to your interpretation of the Shift GEL Agreement and Article 11 O. We 'have no language in our collective bargaining agreement that allows for limbo board. Employees must be placed on the extra board as defined in Article 110 section (g) (2). It does not say employees must request to be placed on the extra board or they will be added to a limbo board. It reads employees will revert to the extra board and be placed thereon, in addition to the men then on the extra board, in accordance with rules in effect on the property.
Article 110 (g) (2) Any yard service employee or employees who because oftheir seniority standing, or for other reasons, are unable to place themselves on a regular job or assignment on the day or days their job or assignment is annulled, will revert to the extra board and be placed thereon, in addition to the men then on the extra board, in accordance with rules in effect on the property.
In light ofthe seriousness ofthis issue and the irreparable hann it will cause the employees we represent, we must request and immediate written response and a meeting in our office to timely resolve this dispute.
Very Truly Yours,
James Nelson
General Chairman UTU
cc: Malcolm Futhey, International President - UTU
Robert Kerley, International Vice President - UTU
Clinton Miller, ill, General Council- UTU
Local Chairman Go-261
Posted in News on 01.03.2010 2:31am
Some of the claims that have been submitted
From Rob Newhouse
December 3, 2009
J. H. Nelson, Chairman
The enclosed claims are for the following members of local 911 who have fallen through the board mark since July 22, 2009. This is when I was made aware of the change on how the carrier was now handling the daily mark with regards to the junior employees in yard service.
These claims are for 8 hours Yard Foreman’s rate for violation of Article 110(g)2. and Article 128 of the 2003 General Labor Agreement
S. A Lemieux #963104. Claim dates : July 22,27 2009. September 5, 12, 19, 25, 2009
Letter of complaint dated July 23, 2009.
J. A. Larson #942835. Claim dates: August 15, 17, 22, 2009
J. P. R. Barten #961280. Claim dates: July 24, 2009 July 31, 2009 August 8, 2009, September 19, 26, 2009.
P. J. Carl #963910. Claim dates: September 25, 2009, October 2, 9, 10, 2009
M. D. Thorne #945944. Claim dates: July 25, 2009, August 22, 2009 September 19, 26, 2009.
K. A. Kuck #942134. Claim dates: August 15, 22, 2009.
A. M. Pesta # #946024. August 8, 2009, September 19, 2009.
Total claims submitted – 22
In addition to the enclosed claims. I have attached all the written complaints made by the members and all pertinent documents that I have in the file.
Any questions let me know.
R J Hill
Local Chairperson
UTU 911
Posted in News on 01.03.2010 2:05am
Minnesota Union Leadership Program
From Rob Newhouse
Dear Brothers and Sisters,
Please see below regarding University of Minnesota Labor Education Services
Leadership Program for 2010. If you or any member of your UTU Local has an interest to develop labor leader skills by attending this U of M eight session coarse, contact this State Committee office. We will pay the tuition for up do six UTU members state wide to take these leadership classes. (What a deal!). Registration deadline: January 5, 2010. If you register with Uof M/LES, be sure to send this State Committee a copy of your registration at the same time. First come, first serve on tuition assistance.
Fraternally,
P. J. Qualy
UTU-SLD Minnesota
651-222-7500
cc: Mr. Howard Kling, UM/LES
Mr. Bob Bruenigs, UM/DB
Posted in News on 01.03.2010 12:58am
Minnesota Union Leadership Program
From Rob Newhouse
Minnesota Union
Leadership Program
A new training opportunity from
the Labor Education Service, University of Minnesota
Offered in cooperation with the Minnesota AFL-CIO
The Minnesota Union Leadership
Program is an innovative educational series tailored to the needs of union officers and staff.
The program goes beyond regular skills training offered by the Labor Education
Service to provide the opportunity for top leaders — and emerging leaders —
to develop a deeper understanding of the critical issues affecting working people in Minnesota.
Through in-depth sessions, participants study the labor movement — where we have been, where we are and where we are heading — and discuss how to address the challenges facing unions today.
The sessions draw on the diversity
of our labor movement and its unique
history. We use a participatory
approach to strengthening our
organizations through exchanging ideas
and learning from each other.
In the Minnesota Union Leadership
Program, we take the time to see the
big picture, gain more insight into how
our organizations fit into a broader
labor movement and explore the ideas
and solutions that will help our unions
prosper and grow.
The Minnesota Union Leadership
Program is a two-year program.
Participants attend four full-day
sessions each year for a total of eight
classes. Each participant receives a
leadership certificate upon completion.
Beginning February 2010
Classes held at
Continuing Education Center
St. Paul Campus
University of Minnesota
Session 1: February 25, 2010
WORKERS AND UNIONS IN THE 21ST CENTURY
How did the U.S. labor movement develop into its current form? What are the legal structures that have shaped and restricted the activities of workers and their organizations?
How do unions in the United States compare
to labor movements in other countries? What
have been the guiding principles behind the
formation and expansion (or demise) of American trade unions?
These and related questions will be explored to enhance
understanding of the forces, events and legal structures that have determined the current status of the U.S. labor movement. Issues to be addressed include:
• What is a “labor movement”?
• The impact of American attitudes, culture and values on labor unions
• The passage and subsequent interpretation of the National Labor Relations Act by the NLRB and the courts
• Attempts by anti-labor interests to restrict the rights of union members and the strategies that unions have employed to resist
• Challenges to the leadership of labor organizations in contemporary society
Session 2: April 29, 2010
TOWARD A MORE PERFECT UNION
What is the state of our unions? What does it mean to say to members, “You are the union?”
Do members participate and get involved? Do you want members to become more involved? Is your union member-driven? What are the values of the labor movement? How can we practice and
communicate those values to increase involvement and participation?
Most unions struggle with these challenges. This session will:
• Challenge the myth of membership apathy
• Introduce the idea that the local union meeting isn’t the best way to build the union
• Improve communication between membership and officers
• Identify members’ interests and how they can help our union
• Help you to develop new leaders
• Bring your union to the workplace
Program Instructors
Training will be coordinated and led by Labor Education
Service staff. We will also draw on experienced and talented
speakers from the labor movement and our allies in the
community.
You will receive readings and course outlines in advance of each session.
Session 3: September 30, 2010
WHAT’S AT STAKE: UNIONS AND THE ECONOMY
What forces have shaped economic development and growing inequalities in this country during the past 30 years? How has globalization impacted
different groups of workers and changed the
conditions for labor organizing?
How do international economic policies ultimately affect us here in Minnesota? How is immigration reshaping the working class, and what factors can explain immigration trends?
At the end of the class, you will be able to:
• Make sense of key economic concepts important to today’s debates
• Recognize the linkages between global, national, and local economic realities
• Understand how various economic policies affect groups of workers differently
• Describe how the globalization agenda is sold to workers
• Identify changing power dynamics as a result of globalization and implications for workers
• Relate economic policies to immigration trends and understand their economic impact in the United States
Session 4: November 18, 2010
ORGANIZING FOR OUR FUTURE
What is our vision for the labor movement? Given the internal and external challenges facing unions and society, what are effective alternatives to how we organize and do our political and coalition work?
How can we make ‘social unionism’ (the idea that unions are part of a broader social movement) a
reality? What are the barriers to getting there and how can we overcome these? How can labor and our allies fight back collectively?
• Learn about successful U.S. models where labor and social movements have built political power and challenged economic and social injustices by working together
• Consider examples of how workers in other countries have built political power by working with social movements
• Assess your union’s current capacity for working
across movements and identify strategies for increasing that capacity
• Develop a plan for building relationships with specific organizations and communities
• Determine best practices for building effective political and community coalitions
• Discuss the ways that broader social unionism builds new/diverse leadership
Second Year of the Program
The second year of the Minnesota Union Leadership Program, like the
first year, will involve four full-day sessions. First-year participants will decide the dates, topics and areas of focus, with assistance from Labor Education Service staff. Together, we’ll craft training that reflects your interests and fits your needs and experience.
How to Apply
Enrollment will be limited to 30 people to ensure a high-quality educational
experience and to facilitate meaningful dialogue among program participants.
Applicants must fill out an application form and provide a letter of support from their union. Applications will be reviewed by a committee of LES staff and advisors. We request that no more than 3 individuals apply from any single local union. Our goal is to select a diverse group of union leaders reflecting the makeup of Minnesota’s labor movement.
Selection criteria will include:
• Demonstrated interest in the program
• Union and community experience
• Union sector (e..g. public, building trades, industrial, service).
People of color, women and people under age 35 are strongly encouraged to apply.
If you are interested in University of Minnesota credit for participation in this program, call the LES office, 612-624-5020.
Deadline to Apply
January 5, 2010
Applications must be faxed or postmarked by this date.
Cost
Tuition for the two-year program is $1,000, billed in annual installments of $500. That includes eight training sessions, meals and materials.
Labor Education Service
Center for Human Resources
& Labor Studies
University of Minnesota
321 19th Ave. S., Room 3-300
Minneapolis, MN 55455
612-624-5020
les@umn.edu
Posted in News on 01.03.2010 12:40am
And Then There Were 3
From Rob Newhouse
It has recently been brought to the Local's attention that there are still 3 conductors in St. Paul that have not signed up for direct deposit. If you are one of the lucky three please contact CP human resources and get the ball rolling.
It was a part of our last agreement with the carrier so it does need to get done.
Thanks
Posted in News on 01.02.2010 11:30pm
Harvey Switchman Passes Away
From Rob Newhouse
Dear Sirs and Brothers:
UTU Local 887 Switchman Kevin Goldade, died unexpectedly on November 12. Mr. Goldade was a UTU conductor who worked for the Canadian Pacific Railway out of Harvey, N.D. He was at his home when he suddenly became ill and later died at a hospital in Harvey, N.D. his wife also, Bobbi Goldade, had died unexpectedly in 2006.
Following the unexpected passing of both parents, the family is now left to care for his three sons and daughter. Karly, 14, Hunter, 12 and Kolby, 11. In addition to these three, a fourth sibling, Jacob, is an 18-year-old freshman at Bismarck State College.
In the meantime, the good Brothers and Sisters at Harvey have established an account to help offset the children’s day-to-day living expenses.
Harvey Local 887 has just donated $500 to the fund.
You can make checks payable to the “Kevin Goldade’s Children’s Fund” and mail donations to:
Kevin Goldade’s Children’s Fund
First International Bank & Trust
910 Lincoln Ave.
PO Box 245
Harvey, ND 58341
Contact person is
UTU Local 887 Chairman Tim Baird
Cell 701 693 5465
Email tbaird@srt.com
GC James Nelson
Posted in News on 12.12.2009 3:37pm
Bracket poll results
From Rob Newhouse
December 9, 2009
D. W. Towner, Secretary UTU Local 911
715D Maple Hills Drive E
Maplewood, MN 55117
Reference is made to the Wednesday, December 2, 2009 monthly meeting where as it was decided with a vote of the membership working in yard service, within the Twin Cities Terminal that the Local Chairperson would do a poll vote to determine if the Carrier’s temporary starting time bracket change is implemented.
In regards to the poll vote of the membership working in yard service on the Carrier’s
proposal of a change to the starting time brackets and having more flexibility with assignment starting times. The proposal would be for a test period only and expand the starting time bracket from and one and one half hours to three hours.
The results of the vote is as follows:
Yes – 7
No - 57
No reply – 9
It is the consensus of the majority of the membership working in yard service that the temporary trial change to the starting time bracket proposed by the carrier not be initiated
Respectfully,
R J Hill
Local Chairperson
UTU 911
CC: J. H. Nelson, Chairman
R. Newhouse
Posted in News on 12.11.2009 4:31pm
New Furlough Agreement
From Rob Newhouse
October 20, 2009
Memo: All Local Chairmen GO 261
The voting ended October 15 on the Furloughed agreement with a 7 - 7 tie, two LCs abstained from voting.
Since it was a tie vote, as General Chairman I will break the tie and move the agreement forward.
August 30, 2009
This will confirm the agreed upon terms and conditions to allow furloughed Conductors from all locations on the system the right to temporarily transfer to another location on the system. Such employee(s) will retain their seniority rights to transfer back to their home terminal should their seniority allow them to hold a position, without the need to comply with the system bid transfer process.
IT IS AGREED:
· On an as needed basis furloughed employees will be called in seniority order and offered a temporary transfer to another location on the system. Employee(s) will have forty-eight (48) hours from time of call to accept the temporary transfer.
· Employee(s) will have seventy-two (72) hours to report to the temporary location from date and time notified.
· Employee(s) must commit to a minimum stay of ninety (90) days beginning with the first date qualified to perform service.
· Employee(s) may be released sooner than the ninety (90) day period.
· Once qualified system seniority will apply.
· Employee(s) will be allowed to transfer back to their home terminal, if seniority allows them to hold a position, however the Company will determine and grant such release to transfer back to the home terminal based on current staffing levels at the temporary location. Should there be a need to train other employees to fill the vacancy; such employee(s) will not be released until staffing levels are sufficient. In no case will the employee(s) be held longer than sixty (60) days once the ninety (90) day requirement has been fulfilled. After performing service for a minimum of a five (5) month period at the temporary location, such train service employee(s) may submit written application to request a permanent transfer to the temporary location. If granted, such temporary location will be recognized as the employee(s) permanent home terminal.
· Compensation for familiarization trips to qualify at the temporary location will be paid a minimum day and overtime when applicable. No other payment or arbitraries apply. Lodging will be provided by the Company for a period of up to one-hundred twenty (120) days, thereafter lodging will be at the expense of the employee(s).
This agreement will expire effective December 31, 2010.
Please indicate your concurrence in the space provided, returning a signed copy for my file and further handling with the Crew Management Center.
Sincerely,
Cathryn S. Frankenberg
AVP Labor Relations/Human Resources – U.S.
I concur:
_______________________________ __________________
James H. Nelson Dated
General Chairman UTU
Posted in News on 11.03.2009 7:55am