ELKO ECHO, and the Plant Committee at Elko

Union Management Meeting, January 26, 2012

2012-01-30T22:42:00.000-07:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Enzo Caccavo, Tom Molenaar, Jason Cleland.

Management Present: Tom G, Dave P, Shaun F, Aurele B, Mike M.

Meeting commenced 3:00 P.M.

NEW BUSINESS

Burns Lake Fund Payroll Deduction

UNION: Can you set up a payroll deduction for those wanting to donate to help with the terrible explosion that happened at the Babine sawmill in Burns Lake?

MANAGEMENT: We will look into it.

Company Update

MANAGEMENT: We don’t know what the Canfor organization chart is like. Currently, Dave P. is not going back to run the planer. We have already met with some Canfor people, but not given much information on how they will run things. Canfor’s senior Human Relations person will be here next week, on Feb. 1 and more Canfor people here on the week of Feb. 20.

UNION: What about Tembec current sales? It looks like the amount of wood moving from Elko has spiked.

MANAGEMENT: Sales are normal for this time of year, but increased movement over what we saw for December because that month had all the holiday time.

UNION: Have you noticed the increase purchase of boots by your workers?

MANAGEMENT: We are continuing with our boot policy, which is ½ pay for a pair in the spring, and ½ pay for a pair in the fall – only two pair per year. The new boots must be looked at and approved by your supervisor.

UNION: Will Canfor give us notice if they change company policy?

MANAGEMENT: They are required to take us as is, as far as we know, in the transition. They can set policy aside or change policy once they are in control.

Parking Issue

UNION: We have seen the report on our parking lots from WorkSafe with a long list of parking lot improvements on it. What is your time line to follow up on this list of improvements? Do you have problems with workers not backing in?

MANAGEMENT: We do have problems with people not backing in to their parking stalls. As for the list, they are only recommendations, not work orders. There is a list that requires work to be done in 21 days, and these items need to be dealt with.

UNION: Still, some workers feel it is unsafe to back into a parking stall.

MANAGEMENT: That’s why we brought in WorkSafe to make that determination. It is safe to back into parking stalls. This “back-in” policy comes from corporate office, and must be followed.

UNION: It seems like the higher up these policies are made and the further from workers, the less sense they make to workers. Some workers have real problems with backing in. Let’s make sure you have some “pull through” parking in each parking lot to accommodate these workers.

Oil Mist Inside Elko Sawmill

MANAGEMENT: We have some semi-firm dates for the suction system on the 8” VDA with “make-up” air. We are looking at the end of February to mid-March. We will then go to phase 2. We have a lot of the material needed on site for use in this project. We suspect Canfor will want to deal with whatever we are suspending in the air inside the mill.

UNION: Why are you exhausting only over the 8” VDA machine centre?

MANAGEMENT: Because 2/3 of the smoke, etc., comes from this machine.

UNION: At the Safety Committee meeting yesterday, the WCB presented information on the explosive nature of wood dust. We understand a sub-committee was created to tackle this issue on our work site.

-If the Burns Lake mill was found to have a significant dust problem that resulted in the explosions, it’s going to put the whole forest industry on notice.

The Contractor Processor Future on site

MANAGEMENT: This machine is done cutting on site. The contractor will be removing it soon.

UNION: We did accomplish the training as per our signed agreement on the contractor’s log processor. George P. is now competent to operate that machine because of the training in the agreement.

MANAGEMENT: We did not want only competency, but also proficiency, since the log processor contractor needs to make money.

UNION: We have competent and very capable workers on this site who can operate that machine as good as the contractor. They include George P, Trevor H, and Rob W.

MANAGEMENT: The intent is not to have the contractor log processor in here again. The Letter will be cancelled.

Overtime Policy Changes

MANAGEMENT: We want an Overtime Policy that will be common to Elko, Canal Flats and Cranbrook operations. We present you with our revised OT policy and we want feedback by February 8.

UNION: We will table this matter and look to schedule a meeting on this February 8.

Recording Camera Policy

MANAGEMENT: Weyerhaeuser has cameras throughout their Princeton Sawmill operation to record machinery operating. They want cameras to watch the log, not the operators. But policy doesn’t say they won’t use what is recorded on camera for discipline purposes if a worker throws a wrench into the equipment. The IFLRA met with the Interior Local Unions and the question arose where privacy kicks in and where does the right to run the business come in. The union is saying they will grieve because of privacy laws if a camera is used for discipline.

Three Lumber Graders

UNION: We need to have three lumber graders in rotation at the planer, not just two grading inside. The reasons are twofold: First is because we produce J-grade and graders need to check grade the J-grade production at the stacker to ensure quality, and second is because we have a couple of lumber graders with diabetes that require exercise throughout the day, and the rotation of the grader to the bins every two hours provides them much needed exercise on the job.

-A week ago, we had no extra lumber grader, and the relief supervisor check graded ten loads of the production J-grade himself at the planer stacker. This is not acceptable to us, and we must provide for qualified union workers to do this production work. Brett O. helped to resolve this issue by agreeing to pay qualified workers lumber graders rate if lumber graders are unavailable for overtime.

MANAGEMENT: We think supervisors’ looking at lumber at the planer stacker is acceptable quality control work, and they can go through the J-grade at the stacker.

UNION: Checking 10 loads of J-grade at the stacker is not quality control work. Grading lumber for final shipment is bargaining unit work. If supervisors do our work, we will grieve it.

MANAGEMENT: We don’t want our supervisors not doing their job because they have to go through ten loads at the stacker. Our intent is to have three lumber graders in rotation.

Smoking Accusations / Failure to Have Job Steward Representation

UNION: One maintenance supervisor threatened discipline and did not call a Job Steward for the meeting with the union worker, but called in another worker as a witness instead. The Collective Agreement is clear that during discipline a Job Steward must be present.

-Additionally when Mike M. called in a worker for “smoking weed” this new worker did not have a union representative. You should have a Job Steward attend these meetings with workers.

-The sawmill crew was extremely “worked up” about this false accusation by the Supervisor. Your investigation proved the accusation wrong.

MANAGEMENT: We have every right to investigate without having a Job Steward present. Nothing says we need a Job Steward for this.

UNION: It is past practise in this operation to have a Job Steward in attendance at serious meetings with supervisors. We are going to tell our members to request a Job Steward when called in for such meetings.

Internet in Lunchrooms

MANAGEMENT: We will follow up on providing internet access to lunchrooms with our I.T. person. This will be for Tembec presentations only, and maybe hockey scores.

Temporary Carpenter (OLD BUSINESS FROM LAST MEETING)

MANAGEMENT: Currently we don’t need a 3^rd carpenter going forward and will post the position as a temporary carpenter position to June 30^th. We will see if we need extra work done at that date.

UNION: In the past you brought in contractors to do extra work and we don’t want to see contractors brought in when you have qualified carpenter personnel on site.

Oilers (OLD BUSINESS FROM LAST MEETING)

MANAGEMENT: We don’t need 3 oilers. We had 3 because of training and that will come to an end.

UNION: You work with 3 right now, and for quite some time. Tom G, we think you are being given stories. 3 oilers is the norm.

MANAGEMENT: I will speak to Lloyd to see when we will return from 3 to 2 oilers.

Dry Kiln Chargehand

UNION: Why is Dean Z. as Chargehand working Friday overtime when there is no overtime for Chargehand work or for Relief Supervisor work?

MANAGEMENT: No one is competent to do this work other than him.

UNION: Since a Chargehand is a union job, how does one become competent at the work in question, and what is he doing anyways?

MANAGEMENT: He is doing computer work and paper work.

UNION: Then that is Relief Supervisor work and we will have to charge him days as such.

MANAGEMENT: We have no problem with that if that’s the case.

Mobile Equipment Locker Room

MANAGEMENT: Some workers have moved a table and coffee maker into this newly constructed building by the garage. A decision must be made; this will either be a “dry” or a lunchroom, not both.

_______________________________

MEETING ADJOURNED 4:30 P.M.

Notes to this meeting submitted by:

Ron Fisher

Secretary for the Elko Plant Committee

USW Local 1-405

· Next Meeting: February 29, 2012

Your Private Information is Important

Privacy laws of British Columbia apply to this document and to all published materials by organizations in our province. Full names are not published without permission. Your Elko Union Committee members have provided permission to publish full names. To date, company officials will not provide the same permission. Workers mentioned in this document have not been asked and last names will not be published. Please contact us via email at webmaster@elko.ca about any of your privacy concerns.

Safety message to upper management

2012-01-12T22:55:00.000-07:00

TO TEMBEC: Troyand Dennis,

I am writing this letter to inform you that the implementation ofone safety policy and the sheer lack of following another is causing unrestwithin the workforce at Elko.

Last Summer a ‘Backing-in’ policy was instituted at the plant.Many workers did not like the policy but begrudgingly followed the rules.Others have raised legitimate concerns that have yet to be addressed.

At the same time management decided to erect walls around the 8”and 12” VDA and HDA’s in a vein attempt to contain the emissions from thebreakdown machines. When it was brought up to management that the walls/containmentwas fixing one issue – the emissions to the Prime Sort operators – but creatinganother one, having the filers and other maintenance work in an around themachines within this enclosure in an environment with concentrated emissions,the construction was stopped.

A meeting was convened on the latter about how best to deal withthe emissions so that they were piped away from the worker’s environment. Acyclone system along with large extraction fans was decided upon as the bestway to tackle the problem.

To this date only the concrete footings have been poured and nomonetary commitment has been made for the rest of the installation of the boththe cyclone itself or the large extraction fans above the machines. There is noreal target date for this to be completed and my many questions to managementhave produced no answers or commitments.

The parking lot on the other hand was tended to quite literallyovernight. The parking bumpers were ordered and put in; signs were put up andvoilà, we were that much more safer.

Except all backing-in parking policies throughout North Americaare clear that 90-degree backing-in policies are not the safest but ratherone-way, 45-degree angle backing-in policies are by far the preferred option.This would of course cost some capital in the form of re-designing andexpanding the Elko parking lots so that it was one-way and stalls marked anddefined so as to promote angle backing-in.

Yet workers who bring up issues such as the above or safety issuessuch as the bumper spikes being pulled up from snow removal and exposed as areal tripping hazard; or the lack of lighting in various parking lots aroundthe mill as well are threatened with discipline because they refuse to back-in.

To be quite honest, it was clear the company was more concernedwith a very limited and perhaps even non-existent hazard outside the mill butnot interested in dealing with or eliminating a very real one inside the mill. Backing-in, while perhaps a safer wayof parking, is low-hanging fruit when it comes to safety. Much like wearing PPEfrom the parking lot or side-shields on safety glasses or forcing workers torush in their vehicles to off-site locations to have a cigarette on theirbreak, they are easy to implement and low-cost in comparison to emissions fromthe VDA and HDA; brutal dust emissions from the band saws that force workers tohold their breath as they walk by them; Sawmill roads that continually beat upon worker’s bodies as they ride across them in machines that break down ormobile equipment that must be fixed or even replaced but isn’t, to name only afew.

My point is this; you as upper management continually express thedesire to meet or exceed safety standards within our industry or even as amultinational company as a whole, but by the same token it’s taken as windowdressing or lip service to safety as a whole concerning real issues within theplant.

Safety isn’t easy but if you continue to tackle the easy ornon-existent problems and delay or ignore the real ones because of cost or justa lack of real will, you’ll excuse the workforce if they question yourcredibility in this regard.

You leave the plant committee no choice but to defend our membersto fullest extent possible if discipline is the path Management chooses ratherthan making a real and concerted effort to resolve the real issues.

Thank you,
JeffBromley
USW Elko Plant CommitteeChair
USW Local 1-405 2ndVice-President

Union Management Meeting - December 20, 2011

2011-12-27T21:32:00.003-07:00

UnionCommittee Present: Jeff Bromley, RickBoekestyn, Ron Fisher, Enzo Caccavo, Tom Molenaar.

Management Present: Roland K, Tom G, Dave P, Shaun F.

Meeting commenced 2:40 P.M.

NEW BUSINESS
Company Update

MANAGEMENT: On our safetyperformance we can say this mill is hurting less people than in the past. In the month of November we had six first aidincidents. Our reportable incident rateis 3.2, an improvement over previous years which was 8 and higher. Our goal is to reach a 2.5 reportableincident rate.

UNION: What about safetyprograms with Canfor?

MANAGEMENT: Canforrecognizes safety a lot, but don’t reward workers much to the best of ourknowledge from some of our staff who previously worked for Canfor. Officially, to date, Canfor hasn’t saidanything to us about this or their policies.

-The purchase iscontinuing, and Canfor has been drilling on our site as part of a Phase 2Environmental Audit.

-Dennis R. and Troy H.are working on schedules to aid the transition of ownership.

-The lumber market haspicked up a bit, which is good news. Housing starts in the U.S. are up about 9% with about 700,000 starts.

-The premium for ourTemPlus and M.S.R. grades are currently very good.

UNION: We’ve heard thatsome Canfor mills don’t have “back in” parking policies, but do have designatedsmoking areas. Also they don’t offer the½ refund on the cost of safety work boots.

MANAGEMENT: We understandCanfor will be talking to Elko management in February.

Processor Clarification and ProcessorSpare Posting

MANAGEMENT: The successfulspare for this job is George P.

UNION: When will you betraining him?

MANAGEMENT: Our focus is totrain another sort machine operator and spare.

UNION: We want the spareprocessor operator started on his training. You have other sort machine operators you can use out in the yard toallow George P. to train on the processor.

-What are you going todo if you run out of shorts?

MANAGEMENT: As of Januarywe aren’t going to run shorts. This willbe a trial and we will continue to stockpile shorts just in case.

-We will post for anotherfull time sort machine operator in January.

UNION: It seems like wenegotiated a Letter of Understanding on the contractor’s log processing machinewith very little results for us. Weunderstood a union guy will be on that job, even if as a spare, and now youdon’t want to use that machine. You mayas well sort shorts in the bush again at a higher cost.

MANAGEMENT: You did get thebenefit of us paying union dues for the processor operator.

UNION: That’s not what theguys see or are satisfied with. Yourworker union membership wants to see union workers on that job.

-Let us know if thepriority is to get the union worker on that job. Should we cancel this agreement on the logprocessor? If the committee does not seetraining begin within the two weeks allotted in the training supplement when wereturn in January then we'll consider this a violation of the agreement andtake appropriate action, up to and including issuing cancellation notice andgrieving to remove the contractor from our property, as per the collectiveagreement. You need to get the agreed tospare in that machine!

-How long is yourtrial run of not using shorts in the mill?

MANAGEMENT: We don’t knowhow long it will be. We will be workingwith F.R.M. to see how we can get the R.T. line supplied.

Consistency of Application of the Spare Program

UNION: It looks likesuddenly you are forcing guys to go to their spares, but only when it isconvenient to you. (If you let extraguys go on vacations, that’s all need to be said, and we will understand.)

MANAGEMENT: We want actualexamples of when this has happened.

UNION: Our specificexamples are jobs on the log deck and on the forklift. We don’t have a problem with you beingaccommodating, but the issue is, don’t start writing workers up for not goingto their spare jobs. Instead, make sureyou use the junior spare.

MANAGEMENT: The Green Book(Job Training Program/Spare Job Agreement) is tough to make it work, both forthe company and for workers.

Sort Machine – Two Shifts Hours of Work

MANAGEMENT: Starting in theNew Year, this machine will work sawmill alternate shift hours.

UNION: Under the newcontract, this newly arranged alternate shift schedule will have all stats paidout for 10 hours. In January of 2013 ourSawmill alternate schedule will pay out 10 hours of pay for stats falling onrest days.

Watchman Hours During the Christmas Shutdown

MANAGEMENT: We need tocover Wednesday and Thursday. Nobodyqualified has signed the list for watchmen, so we are going to go “the seniorqualified may but the junior qualified must” to fill the position needed.

UNION: The juniorqualified is laid off those two days, so you cannot force that worker into thatjob.

MANAGEMENT: If need be wecan use the 4 junior untrained workers who signed the list and train this week,or we may use qualified workers on overtime.

UNION: Get back to ustomorrow to inform us of your decision.

Temporary Carpenter Job

UNION: This temporary jobis gone beyond the normal six months for a temporary posting. You have the need and we want a permanentcarpenter job posted. If you find lateron you will reduce back to two carpenters, the junior third bid holder wouldbump at the seniority level he is at, but also would be the incumbent shouldthe need arise once more for a third carpenter.

MANAGEMENT: We will look atit and get back to you.

Province of BC Asks for Feedback on Backroads

2011-12-06T13:52:00.001-07:00

Do you use B.C.'s resource roads for work, recreation, or because you live in or visit rual communities off the public road system? If so, help us serve you better by contributing to the Natural Resource Road Act Project to improve resource road laws and regulation for the benefit of all users.

With planned changes to the Natural Resource Road Act, the provincial government is turning to industry and other usergroups for feedback on backroads throughout B.C.

A website has been set up to gain feedback on the current state of resource roads and how permit applications and usage could improve.

Transportation and Northern Safety Director with the B.C. Forest Safety Council Rick Walters says a re-writing of the Act aims to streamline regulatory processes.

"The proposal here is to put the legislative requirements in acts and regulations under one roof so to speak," said Walters.

Walters says as it stands, permits and use requirements for resource roads fall under several different jurisdictions.

You can access the site at, http://www.for.gov.bc.ca/mof/nrra/

You are invited to voice yourconcerns and suggest solutions that will work for everyone. Comments will beaccepted until December 15, 2011.

Union Management Meeting - November 3, 2011

2011-11-16T02:21:00.001-07:00

UnionCommittee Present: Jeff Bromley, RickBoekestyn, Ron Fisher, Dave Tracey, Bryan Gaudet, Jason Cleland, Enzo Caccavo, Tom Molenaar.

Management Present: TomG, Dave P, Shaun F, Aurele B.

Meetingcommenced 2:10 P.M.

NEW BUSINESS

CompanyUpdate

MANAGEMENT: The pulp mill is up and runningnormally. Our saw mill is starting arecovery program. We will have a chipreduction plan put in place to reduce chip inventory because of the extra pulpmill downtime that occurred after the its annual maintenance. We will produce a little more lumber thanchips. It is not part of the plan tohave downtime here because of the chip reduction plan.

We want to let you know that two Tembecworkers plus the pilot died in a helicopter crash on November 2, thirty milesout in rugged terrain near Kapuskasing, Ontario. It is a sad loss for Tembec and we will flythe flag at half-mast in remembrance.

Our quarterly results will be providedvia company video on November 16.

UNION: With our operation shut down during the weekbetween Christmas and New Year, can the guys take vacation pay for the unpaiddays from next year’s vacation pay (coming due on January 14)?

MANAGEMENT: Currently no, we will not pay from next year’svacation pay. Tom G. is looking into itfurther, and should things change, the Company will put out a memo. Otherwise, the answer is no.

UNION: There have been lots of higherofficials touring our plant in Elko. Whyis that?

MANAGEMENT: They are not touring around because Tembec isbeing sold. You will see Troy H. aroundas he checks on mobile equipment, dust in the mills, Elko improvement projects,etc. He will be talking to guys. The intent is to improve communications.

C.E.O. Jim L. says we are in the processof turning the corner, and we want to invest in specialty pulp because returnsare high in that market. The dimensionmarket is not turning around, but we need to produce fibre for our pulpmill. By 2014/15 we should start torealize the benefit of the pulp mill upgrade.

SawMill Third Shift

MANAGEMENT: There are no plans for a trial yet. We are working hard to improve recovery andnot looking at closing the old R.T. Log Line yet.

LogProcessor LOU (Letter of Understanding)

UNION: The Committee sees both the positive and thenegative in your proposed LOU. We feel,however, this processor could be replaced at a cost under $150,000.

MANAGEMENT: Currently we can’t even come up with $70,000to replace a fork lift. The processorremains a stop gap until we redo the log deck, but don’t know when. If we can get our log diet straightened out,we won’t need the processor.

UNION: We have heard this for 3 years now.

MANAGEMENT: In those 3 years we have now some approvalfor funding improvements.

UNION: We were told that approved funds are forwear and tear only.

MANAGEMENT: Some for that yes, but also there will bespending to get more logs through the buck saws.

UNION: Thisis a union shop and we have an issue with a contractor on site.

MANAGEMENT: We are going to have this contractor payunion dues as a term employee and the spare to operate his equipment will comefrom the union membership.

UNION: It’s astep in the right direction. We haveagreed to sign the LOU. In a year, wewill bring this matter back in year 4.

Recently you have not notified theCommittee that contractors are on site. You are required to inform us as part of the Collective Agreement.

MANAGEMENT: We will talk to the MaintenanceDepartment about this.

UNION: Whatis the contractor doing filling the wells? Why not use our water truck.

MANAGEMENT: We are filling the ponds to capacitywhile work is being done on the wells. Ours water truck is no longer road worthy, and is being sent away to befixed.

SortMachine – Two Shifts

MANAGEMENT: We are looking at this machine on 2shifts. We will have the spare fill inon the second shift to operate this machine. It will be a trial for now.

UNION: The spare is not to be used this way, but isonly a fill-in when the posted operator is away.

MANAGEMENT: We understand, and will eventually postanother permanent. We will know by theend of the year.

Apprenticeships

MANAGEMENT: There will be no other apprenticeships atthis time.

We have had a long discussion withcorporate people about retention and recruitment. Too many of them are saying we are pissingour money away on apprenticeships. Theyare even talking about hiring off shore.

Locally we argued bringing on apprenticeshas a good impact on morale. Ourapprentices will be supported by local family and friends, and already havelocal housing. We proposed our newapprentices at the 2nd and 4th year would get 4 months experience in the pulpmill to give some exposure to the world.

UNION: Guysare seeing what is happening at our neighbouring mines, where apprentices arebeing paid $4 to $5 per hour over and above the agreed rate because the mineshave been losing apprenticeships to the oil fields.

MANAGEMENT: We are looking at one apprentice to comefrom plant seniority, and one apprentice to come from the collegepre-apprenticeship course.

UNION: Thatconcept is beyond the scope of our discussion here. It has already been dealt with by our Local,and the answer was no.

Mobile Equipment

MANAGEMENT: Troy H. was given a summary of mobileequipment that needs to be changed. Lloyd will come up with a plan to get obtain equipment sooner ratherthan later. We don’t need a huge mobileequipment bill in one year. It was goodto have Troy H. look at this.

UNION: The stress level of mobile equipmentoperators is high because of the down time on this equipment, and theinteractions with mechanics.

MANAGEMENT: The Company will not accept frustratedequipment operators shouting at the mechanics, nor any workers shouting atother workers. Respect must be retainedin the workplace.

UNION: Weagree, but can see a problem in the garage where you have a big role placed onthe charge hand there. You need supervisorydecisions made there and should re-instate the garage foreman.

MANAGEMENT: We are looking at various ideas there. In the meantime, we have to solve what isgoing on in the garage and get a respectful working relationship betweenworkers.

· Fork#259 is “tagged out” from production work.

ChargeHands Not Doing Their Regular Jobs

UNION: Mostof the work now being done by Charge Hands is everything but their regularposted jobs. They are doing time sheets,vacation requests, ordering, and more administrative work that leave them withno time to do their own job. TheCollective Agreement defines a Charge Hand as a worker who has a regular fulltime job to do.

MANAGEMENT: Every place is different as to whatCharge Hands duties are. Charge Handsare a real benefit to us.

UNION: Ofcourse they are a benefit to all, but some of what they are doing is ReliefSupervisors duties.

MANAGEMENTand UNION:

MANAGEMENT: We don’t want to get too restrictive onwhat our Charge Hands cannot do so that we would have to hire more staff to getthe job done. If there is work you thinkis not the percentage of his regular job, let us know when and where.

PlanerEvacuation Drills

UNION: All crews at the planer had a learningexperience from the recent Evacuation/Fire drills conducted recently. The supervisors are to be commended,especially with the excellent de-briefing sessions held afterward.

KilnForks Being Used All Over the Plant

UNION: Do you have enough spare Fork operators?

MANAGEMENT: Weare getting people trained as spares Fork operators.

UNION: It seems that the Kiln Forks are being usedall over the place, which eventually leads to work undone at the kiln, andresults in the need for over time in that department.

MANAGEMENT: Weare trying to figure out why so many people are not on their regular or sparejobs.

UNION and MANAGEMENT:

UNION: There should be a better effort to get sparesto go to their spare jobs as needed.

MANAGEMENT: Ourspares list is not up to date and our spare program is not working.

We arelooking at a seniority list that will be easier for supervisors to use, whereeveryone will be assign a single number in order of seniority, so thatcomparing of seniority dates won’t have to be done.

Personal Work on Site

MANAGEMENT: Tembecpolicy is that on Company property there will be no work done on your personal vehicle,equipment, or tools. Additionally, nofirewood will be taken from this site.

This policycomes from those above us, but it is because there have been abuses of allowingthis stuff to happen on our property. Werealize 95% of the people involved were good, but it is the 5% that abuse whatwe let happen, so we have to stop it all.

UNION: We think we are being penalized here in Elkofor some abuses that didn’t even happen here. Besides, with regard to firewood, letting us take it home means you don’thave such a problem with the big burns you do every year, resulting in someworkers leaving work for health reasons.

MANAGEMENT: Wewill not burn on this site again.

Misc.

UNION: What about Banked Overtime for non-tradesworkers doing maintenance.

MANAGEMENT: Wewill only bank overtime for tradespeople.

UNION: A certain supervisor has denied vacationbecause he didn’t get 2 weeks’ notice.

MANAGEMENT: Weassume this supervisor would like 2 weeks’ notice.

UNION: There is no provision for any notice forvacation requests.

UNION: Guys who are backing their vehicles in want tohave their extra-long extension cords you promised.

_____________________________________________________

MEETING ADJOURNED 4:50 P.M.

Notesto this meeting

Submitted by: RonFisher, Secretary for the Elko Plant Committee, USW Local 1-405

Union Management Meeting, September 29, 2011

2011-10-11T01:51:00.000-06:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Dave Tracey, Bryan Gaudet.

Management Present: Roland K, Tom G, Dave P, Shaun F.

Meeting commenced 2:10 P.M.

OLD BUSINESS

Elko Is A Good Place to Work

UNION: We are glad to hear this comment at the last meeting from you and we agree with saying, “Elko is a good place to work.” We all need to have a positive outlook on our jobs and our workplace.

K.P.I. Job

MANAGEMENT: We are not prepared to post this job or implement a set procedure for it at this time.

UNION: What is the timeline for posting? This job has been running for 3 months so far.

MANAGEMENT: We have inconsistencies in manning this position. We need to put together a plan with supervisors input. We have no solid timeline in next couple of months. Ideally the K.P.I. (Key Performance Indicators) reports should get done at the work stations.

Winterization

MANAGEMENT: M & K Heating have been on site to ensure the gas heaters are working. We are also looking at roof fans in the mill to exhaust air with using heated “make-up” air.

UNION: Where we had the mill fire is of concern if it gets cold.

MANAGEMENT: We should have a plan on that area, and then we will get back to you.

NEW BUSINESS

Company Update

MANAGEMENT: The pulp mill shutdown is not going well right now. We have heard they will be up and running next week.

We are in a good position here with our mill net being better than August. Recovery is up also, and production is trending upward while spending remains the same. Currently our position is good as we are close to break even.

UNION: How does the lower CDN dollar help?

MANAGEMENT: Pulp has gone down so the lower CDN dollar helps a lot.

UNION: We understand the tilt hoist automation project is not going well at Canal Flats.

MANAGEMENT: True and it gives the Company hesitation. The Canal project is different than the Elko project, but we will push our tilt hoist project back to November at least.

UNION: Do you foresee any downtime to do this in Elko?

MANAGEMENT: We believe the long weekend in November should be enough time to do this upgrade.

Alternate/Weekend Shift at the Sawmill

MANAGEMENT: We have a 20 year old large log line that doesn’t do a very good job processing logs when it comes to efficiency. Gord D. has done the studies which show we gain EBITA by shutting down this poor line, or run it intermittently. Dennis R. remains cautious about taking this step.

We will do a trial run on Fir next week, and hopefully show good production numbers. If it’s a flop, we won’t carry the trial to SPF.

We are looking at manning a replacement shift on the small log line. There would be 3 shifts for the small line – two 10 hour shifts, 4 days a week plus one alternate weekend shift for Friday, Saturday and Sunday afternoons. We will go through your local union to negotiate the alternate shift.

UNION: Are you not afraid that weekend work will cause you to lose tradespeople who came here to work 5 days a week with weekends off?

MANAGEMENT: It is possible we could have only 3 tradespeople for this weekend crew.

If we need to hire trades for this, we might. We understand most trades want the alternate weekend shift ahead of five 8 hour shifts that would rotate them into working night shifts.

UNION: Some are concerned reducing a line is similar to what happened in Cranbrook before it shut down.

MANAGEMENT: The Company does have options. It can build one new big mill, or it can upgrade the old large log line, or it can run with the one small log line in a manner that will make us more money.

Running “as is” is not an option and it makes this mill inefficient. We know of only 3 reducer twin lines running period. And Tembec has two of them.

UNION: Can you update us on a regular basis as to what you decide to do.

MANAGEMENT: No decision will be made until after the trial runs at the mill. We will keep you informed.

Training New Employees

UNION: We wonder if it isn’t best to have newly hired employees remain for longer periods of time at one area of the plant to become more familiar with that area before you move them to train in other areas of the sawmill/planer complex. This would increase the safety factor for these workers since putting new workers in constantly changing work environments with unfamiliar work routines and unfamiliar equipment comes with a safety risk.

MANAGEMENT: We require a training evaluation process to be done at various jobs. Additionally proper lock-out procedure must be followed through on all these jobs ending with the worker performing a test of the equipment he/she locked-out.

UNION and MANAGEMENT: Workers are hired to work both at the mill and the planer, and need to be trained in both areas so they can move into available work in each area. After the new hires are given 10 days work experience at the sawmill and 10 days work experience at the planer, the new workers are not trained workers and will require further training to be qualified.

UNION: Will you select experienced qualified operators to do the training instead of whoever is on the job?

MANAGEMENT: This might not happen 100% of the time but it is our goal.

UNION: The Prime Sort job needs to be looked at. There hasn’t been a posted operator on that job for around 7 years. Yet the amount of training on that job is important considering the critical decision the Prime Sort operators have to make that affects the final quality of our lumber.

Committee Access to Job Postings

MANAGEMENT: Tom G. now has access to K Drive. We have asked I.T. to have Roland’s old computer set up for the Plant Chair to access K Drive on a “read only” basis.

We are intending to post our weekly manning lists earlier at the mill and the planer so guys can see it and this also helps us out in sorting out the manning. The guys can bring any manning problems to our attention.

Log Processor

MANAGEMENT: We have met with the log processor owner and have an agreement for a new contract with him. His operator will pay union dues. We will talk with the Local and the Committee about a Letter of Understanding (LOU) on this, but for now we need an extension to our agreement with you on the processor.

UNION: We would prefer it was one of our members operating that equipment. How long will it be before you are prepared to sign a Letter of Understanding on this?

MANAGEMENT: We should be able to sign by the end of October.

Company Positions Vacant

MANAGEMENT: The Health, Safety and Environment staff position in Canal Flats is now posted. Once it is filled, Rob M. will be here in Elko in that capacity full time.

We have posted for a Process Engineer to replace Eric D.

Misc.

UNION: Will you post the mill nightshift Stacker/Clean-up job?

MANAGEMENT: We will post it soon.

UNION: Now what about posting for a mill nightshift Forklift operator too? Pulling the kiln forklift operator all over the place just puts him behind on his work in the kilns.

MANAGEMENT: We should ask the mill fork to stay over. But manning to clear out the mill will be a day by day decision. If you have time to help from the kilns that would be good.

UNION and MANAGEMENT: Rate of pay for Relief Supervisors will remain outside of the scope of discussion at a Union Management Meeting.

JOB EVALUATION UPDATE

There have been 34 jobs evaluated at the Elko workplace. Results show most jobs have no significant changes and those evaluated with changes will be release in the near future. The Serviceman was not included in job evaluations. The Local and Committee is about to begin negotiations on the Serviceman position at the Mechanics Shop for a better rate.

__________________________________________

MEETING ADJOURNED 3:55 P.M.

Notes to this meeting submitted by:

Ron Fisher

Secretary for the Elko Plant Committee,

USW Local 1-405

__________________________________________

Why Join a Union

Unions Make Lives Better for Workers

With a union, you can have a voice and respect at work, a real say in your pay and benefits, fairness, job security, and safer working conditions. The USW works with you to end unfair treatment, inconsistent rules, favouritism and intimidation. Working with the USW, you can make work safer, improve job satisfaction and pride in your workplace.

Without the protection, support and strength of a union, working people depend on the ‘goodwill' of management.

Elko Membership Meeting

2011-09-25T22:43:00.001-06:00

Union Meeting for Elko Members

Sunday, October 2, 2011

in the Union Office Boardroom

at #201, 105 - 9th Ave. S.

Cranbrook, B.C.

Meeting time: 12 Noon

"This general meeting should last only about one hour"

AGENDA

Familiarize new workers with the Elko Plant Committee
Union Structure, and Contract Benefits (Long Term Disability, Weekly Indemnity, etc.)
Elko Issues
Grievance Updates

"Individual issues can be handled at the end of the meeting"

Union Management Meeting, September 1, 2011

2011-09-11T22:59:00.003-06:00

UnionCommittee Present: Jeff Bromley, RickBoekestyn, Ron Fisher, Tom Molenaar.

Management Present: RolandK, Tom G, Dave P, Shaun F.

Meeting commenced2:05 P.M.

Welcome to new Elko Management from the Committee

UNION: Wewould like to welcome our new Mill Manager, Roland K., and our new HumanResources Manager, Tom G. As a Committeewe are open to a more positive relationship with more flexibility on both sidesof the table.

MANAGEMENT: Weeach have our role but we have lots of common ground in making this businesssucceed. Elko is a good place to work.

UNION: Yes,we can work together, but some of the small things asked for have not beenacted upon, such as hooking up the T.V.’s in our lunchrooms. It’s the little things that we should do tomake our workplace more inviting as a workplace.

MANAGEMENT: This will be done, but we must remember that T.V.’s are a privilege thatif abused will be taken away. We don’twant to have to police them, and would ask the Committee and senior people tohelp ensure they are used responsibly.

Additionally, we are in the process of providing internet access with acomputer in each lunchroom. We agreethat little things like this; also brighter lighting, keeping everything clean,etc. show that the guys are valued by us.

NEW BUSINESS

Company Update

MANAGEMENT: Weare planning for D.Fir/L runs September 26, then again end of October orbeginning of November. These runs aren’tset in stone, and will be one week long to reduce maintenance needed with Firruns, plus will give us better inventory control.

ThePlaner re-build will be completed during the September long weekend. Automation of the Planer tilt hoist should bedone on the long weekend in October.

UNION: Regardingthe automation, there might be a person who wants to be obliged under the techchange provisions of our contract.

Whatabout the bush shut down due to dry weather, will this affect our mill?

MANAGEMENT: Thereis no problem.

UNION: Whatabout our manpower…will you be hiring soon?

MANAGEMENT: Wehave two available for hire right now and 14 people in the process. We are looking at fast tracking our hiringwith interviews sooner and aptitude tests to be done online.

UNION: Do youhave any tradespeople from Springer Creek interested in working at Elko?

MANAGEMENT: Weare trying to get some to come to Elko.

UNION: Whatis the process to gain employment at Elko?

MANAGEMENT: Applicationsshould be submitted at either the Cranbrook or the Elko office. We have 5 steps to pass and successfulapplicants will be hired in two weeks. The minute we lose 1 worker another person should be hired.

There isa trades fair on September 22, and Tembec will have a presence there to attracttradespeople.

UNION: We areconcerned that some younger hires from college don’t want to make a careerworking at the sawmill. Do you still hirepeople who aren’t high school graduates?

MANAGEMENT: Yes,if they can show five years of solid work experience.

UNION: Weneed a call list again, and people on this call list should get as much work aspossible.

MANAGEMENT: Weagree we have to find ways to keep new hires working full time. This could include weekend work in their workschedule.

UNION: Whatabout extra maintenance workers; that group is running short-handed by youhaving two charge hands in that department?

MANAGEMENT: Weare looking at the manning in our maintenance department continuously.

UNION: Yourmaintenance supervisor has been here 8 months, and still you utilize 2 chargehands,
Gary S. and Shane W. Additionally, someof the duties you have them perform is starting to cross the line between doingcharge hand work and doing supervisor work, namely, doing the time, schedulingdept. vacations, and other paperwork. They are no longer pulling wrenches.

MANAGEMENT: They are working with our Maintenance Planner, Michelle, building thereporting system. Once it’s up andrunning things will change.

UNION: Yourmaintenance guys are upset because they are so short-handed.

MANAGEMENT: Wewill talk with our maintenance supervisor about this.

Plan for the Contractor Log Processor

UNION: Youknow this Contractor in the log yard was never meant to be permanent. We have three major concerns here.

1. Thatwe have a non-union contractor on site

2. Thatthe original idea of cost savings to the company was based on us being flexibleduring hard times in order to keep this mill operating within reason

3. Thatwe were originally told by the fiscal year 2012 we were to have a slasher deckto handle the logs replacing the log processor

MANAGEMENT: Weunderstand what you have said. Wethought the end date was end of the year.

UNION: The enddate for our agreement on the log processor is end of this September.

MANAGEMENT: Bythe end of September we will have an answer for you. Currently, we are uncomfortable with movingahead with log deck improvements, and so we will have to keep the processorgoing in the short term.

UNION: We willmeet with Roland K. later on this matter.

Self-LoadersUnloading

UNION: When there were 200 trucks a day, it wasallowed for self-loaders to unload under direction. Now it’s being abused. Some logs have been unloaded in the wrongplace.

MANAGEMENT: This has been resolved. We have put out a notice that there will beno self-unloading of trucks unless authorized by Tembec employees (could bemanagement or log yard personnel.) Basically we don’t want this unless it is absolutely necessary.

NewWay of Post Jobs is Working Well

UNION: Thenew time frames for job postings is working, but we would like to have JobPostings looked after by our own Elko H.R. person, Tom, instead of usingsupervisors.

MANAGEMENT: Yes,the postings going up on Wednesday and coming down on Monday is good.
Eventually Tom G. will take on this task and centrally maintain Job Postings.

UNION: Whatabout a new Job Posting Supplement. Canwe have Tom work on that too?

MANAGEMENT: Yes, but Tom will have to talk with Canal Flats, since they were theones to vote down the revised Supplement a few years ago.

KPI Job Should be Posted

UNION: TheCommittee wants this union position to go through the job posting process,instead of you hand picking the candidate.

We arethinking that this job could be a charge hand position for the re-man edgerjob. It could be combined re-manedger/KPI/log chaser/helper with lumber flow and charge hand position.

MANAGEMENT: ShaunF. has heard your ideas and will check into it.

Why Was Scott’s Job Taken Down?

]MANAGEMENT: Theposting was wrong, with the wrong rate.

UNION: JobEvaluators will be here soon to do their thing. There is a backlog of evaluations to be done.

UNION: Whatabout the electrical apprenticeship? Isit pushing through?

MANAGEMENT: Untilthe approved budget has it in there on October 1, we can’t say for sure.

Is a New Mechanic Hired?

MANAGEMENT: Wedecided to move on and look for another mechanic. We may be able to get someone from SpringerCreek as a heavy duty mechanic.

Our intentis to fast track employment applications and to communicate back withworkers. For trades we are looking atstreamlining to give job commitments within 2 weeks, or maybe even within oneweek.

Is Worker Input Wanted?

MANAGEMENT: Yes,most definitely. The system works bestwhen workers submit action plans based on their experience with the equipmentthey operate. They can also advise theirsupervisor too.

UNION: Theworkers want to get their production up to where they used to be. This will keep our mill operational.

MANAGEMENT: That’s good to hear. This sawmillis a good producer.

UNION: Howabout the concept of 3 shifts in 2013 that was told to us a few years ago?

MANAGEMENT: This idea is only based on history, when we could produce mass productsfor a growing U.S. housing market. Now itis better for us to put investment into our mill that will consume our loginventory and yield high quality, even if not on a 3 shift basis.

Winterization

MANAGEMENT: It’s not like we won’t winterize. We see specific funding in the budget for some winterization projects.

UNION: Makesure you look at electric heaters and ensure they are up and running now.

Parking Policy

UNION: Wechecked with I.C.B.C. about coverage for backing in, and it is individualresponsibility under Collision insurance. Will the Company be covering the costs of any accidents from yourpolicy?

MANAGEMENT: No, it is not that difficult to back into your parking stall safely.

UNION: We understandyou want to bring this new “safety” policy on stream, but we don’t want towaste time meeting with you arguing about this policy.

This, likeother safety policies brought forward by the Company, looks like cheap safetyideas that cost only pennies, while other safety issues go wanting.

RepetitiveStrain Injuries at machine centres is but one real safety issue that needsconstant attention.

How aboutthe forklift operator that uses duct tape to keep his machine window up?

And wecould go on with our safety concerns.

MANAGEMENT: Not everyone agrees with the policies the Company puts forward, but inbalance, this a good place to work, and part of our job is following policy.

__________________________________________

MEETING ADJOURNED 4:15P.M.

Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405

NextMeeting: September 29, 2011

Jack Layton Tribute, short video on YouTube

2011-08-27T02:26:00.002-06:00

If you are interested, you might want to click on the link that a Commentator posted in recognition of Jack Layton's life. He said, "Jack Layton was an amazing and wonderful Canadian! Help shine a light on his awe inspiring life."

click on this link - http://tinyurl.com/jacklayton7

Union Management Meeting - July 21, 2011

2011-07-28T22:45:00.018-06:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Bryan Gaudet, Enzo Caccavo.

Management Present: Ian L, Dave P, Shaun F.
Meeting commenced 2:35 P.M.
NEW BUSINESS
Introduction of Shaun F, new Sawmill Superintendent

Company Update
MANAGEMENT: The safety performance for the Company showed the sawmill sector to be the worst of the bunch. However, collectively, we are getting better results. In recognition, this mill will be allotted $1600 for a safety purpose. Perhaps the Safety Committee can suggest how we use this money.
UNION: The Safety Committee won’t make that decision. Management should make the spending call.
MANAGEMENT: That’s fine – maybe we will have a lunch or BBQ for the guys for safety recognition.
UNION: When are you looking to reduce the planer to two shifts again?
MANAGEMENT: We will have the sawmill do a Fir run on August 2.
The planer will go to two shifts after the August long weekend for a minimum of 2 weeks, but potentially it could last up to 5 weeks. We will need two 3-day weekends at the planer for a re-build. We are looking at two options for the planer schedule to allow us to have the 3-day weekend – one could be 2 days off from a regular 5 day/8 hours per day schedule, or the other could be running the planer on the 4 day/10 hour per day schedule. We will talk to Roland to see if we can implement the 4-10’s schedule.
(Addendum: Planer Superintendent Dave P. says Planer will start 2 shifts August 8, 2011. This will allow work on the planer re-build.)
UNION: What about the automation at the planer infeed?
MANAGEMENT: We are shooting for October to have this project completed.
MANAGEMENT: White wood is coming in good, so we shouldn’t do another run of Fir until late on in the year. Pricing is good and has come up quite a bit lately.
UNION: What about our shipments to China?
MANAGEMENT: Canal is the player in China wood.
UNION: Any change for money for the Elko mill?
MANAGEMENT: We have a project for upgrading the log deck. The funding request has now passed Dennis R’s desk, and is going to the Board for approval.

Job Rotation – Prime Sort
UNION: The request for rotation of jobs on the prime sort is not consistent.
MANAGEMENT: Ian and Shaun will attend crew meetings next week to tell them rotation on this job is required. It’s been in place for 6 years now, and is intended to prevent repetitive strain injuries. Our understanding is we pay the senior guy the higher rate in the rotation, and the junior guy gets the higher rate for the duration of his rotation into the higher paying job.
UNION: Why not pay all involved in the job rotation the higher rate? This is done on other jobs. It is only a few dollars compared to the improved safety from which we all will benefit.
MANAGEMENT: We will talk to Roland about this.
UNION: Another issue is relief supervisors getting different rates of pay.
MANAGEMENT: We pay them the rate of pay according to their job qualifications.
Log Sort Machine, Spare Job Holder
UNION: For clarification, the Sort Machine spare was awarded to Brian R. at first. Then a senior worker returned after a long absence, and exercised his right to bid on postings that were put up in the last 45 calendar days prior to his return, and obtained the Sort Machine spare. Shortly after, this senior worker gave up this posting, so the Sort Machine spare returns to Brian R.
MANAGEMENT: We agree with you on this.

Fridge In Sawmill Lunchroom
UNION: This fridge is old and in poor condition, and should be replaced.
MANAGEMENT: We will replace the sawmill lunchroom fridge.

Job Postings Update and Bids to be Posted
UNION: The Committee requires copies of the jobs put up for bid.
MANAGEMENT: The K drive on our company computer is the best way to track jobs, since it is always up to date.
UNION: We don’t have access to K drive. You have to make sure paper copies are posted plant-wide.
MANAGEMENT: In the first week of August we will have a network printer available, so you can get that info printed directly.
UNION: Make sure postings are put up plant wide. Key areas are at the sawmill, planer, and garage.
The weekend – Friday, Saturday, Sunday workers are not able to see job postings, let’s do something about that.
Enzo is willing to volunteer to get the job postings placed around the site properly. We need a better way than what you are doing. Enzo is willing to do this on his days off, his own time.
MANAGEMENT: You shouldn’t have to do this on your own time. We send postings via email to the scales, also put them up at the kilns lunchroom and shipping.
UNION: Yes, but too many times jobs are not posted at all sites. Workers never know when to see a job posting.
-What about posting jobs on a scheduled day, say Wednesday, then pull them down on the following Monday. That would give consistency to when workers should look for job postings.
MANAGEMENT: It’s a good idea…we can try that.

Bank Overtime
UNION: The pulp mill does this, and we want to be treated equal. The guys want to bank O.T.
MANAGEMENT: We have had some discussion on this as a tradespeople retention issue. We will do this for tradespeople only.
UNION: We are happy you are looking at it, and will deal with others who want to bank overtime as it comes along.
We understand you are bringing in contract electrician Neil J.
MANAGEMENT: He is only here for a week.
UNION: Nevertheless, he should be on a term letter. We want to collect union dues from him.
MANAGEMENT: We should also let you know Ian K. will be hired as a H/D mechanic in August.

Planermen’s Assistant
MANAGEMENT: John P. helps out with the planermen because he was doing it in Cranbrook before and he was on night shift clean-up at the planer.
UNION: What if a senior worker wanted to do that job? Why would a senior worker not be trained, regardless of John having had previous experience in Cranbrook? We will leave this, but warn you if a senior worker comes forward, this will have to be addressed.
MANAGEMENT: We already have a couple of guys right now, including Gary S., Vince M., and John P. to help our Planermen Len H. and Dave M. change knives.
UNION: Have you looked at another planerman?
MANAGEMENT: Dave P. (Planer Superintendent) is looking at changing the planer heads. But with rotation in changing knives, it has helped alleviate repetitive strain injuries from doing this task.

Individual Performance Talks
MANAGEMENT: This was never disciplinary, and we wanted to focus on our employees working safely. We have agreed to have a Job Steward present with the employee at these talks.

Ability Management for Injured Workers
UNION: It is prudent to have the Ability Management Committee deal with any accommodation for injured workers that will last two weeks or more. Sometimes guys are going to the superintendent to get work accommodated for their injury, and then they end up getting stuck in jobs informally for long periods of time.
-The Ability Management Committee wants to keep injured workers on track to return to work with proper restrictions, and accommodated with both the worker and the supervisor involved.
-The Ability Management Committee can assist the injured worker with getting medical or physio.
-We want no more side deals for injured workers with supervisors, but will allow a two week maximum before the Ability Management Committee should be involved with such workers if the injury warrants that time frame. This should take the heat off supervisors to make ad hoc decisions.
-While the injured workers information is confidential, supervisors should be advised at their supervisory meetings who is on a workplace accommodation. Putting such a worker on inappropriate jobs doesn’t help.

Planer Superintendent Operating Cat, Monday, July 18
MANAGEMENT: Dean Z. found this machine, the Cat, and the Bobcat-skidsteer wasn’t working properly, and wanted it confirmed by the Superintendent. While Dean was off the machine the Superintendent tested the machine, and found they both were not working properly. This took only about ½ hour.
UNION: We have no problem with that, but it was reported to us so we need to look into it.
MANAGEMENT: Only qualified personnel can operate these pieces of equipment.
UNION: We understand casual workers operate the Bobcat-skidsteer on weekends. Or they even operate a forklift on weekends (without IVES Fork Lift training??)
MANAGEMENT: They better not be. We should have a list of who are the qualified operators.
UNION: What about forklifts running without the proper mud flaps, lights, and uprights? Mechanics say they don’t have time to get all this repair/additions to the forks. Can we get feedback on this?
MANAGEMENT: Do your walk around inspections as operators, and you will get feedback.
UNION: Have you thought about a supervisor for the garage? Having the garage supervisor will give you one more mechanic tradesman.
MANAGEMENT: It is not in the management template to have a garage supervisor.

UNION: What is Michelle S. job as a maintenance planner?
MANAGEMENT: She will be working with the Maintenance Superintendent to build history, manning, scheduling, etc. The outcome from her work will be for us to go from a high percentage of reaction time, to a high percentage of scheduled maintenance.

Backing Vehicles into Workplace Parking Lots
UNION: We understand you will be bringing this policy on site. You should know we expect Tembec to shoulder the cost of any accident that results from your policy.
MANAGEMENT: If you hit another vehicle backing into your parking stall, that will be your liability, but we will check with Roland.

Log Yard Alternate Schedule
MANAGEMENT: Roland said we will hold off for now since the company is not ready yet.

K.P.I. Guy carrying out Poyry Instructions at Mill Level
UNION: Is this going to be a posted position to look after the Poyry stuff?
MANAGEMENT: No, a couple of guys got picked for now.
UNION: One worker, Bryan, was working in upset conditions and running 2 jobs (Barko and Log Chaser) while the K.P.I. guy was doing Poyry stuff. It’s unfair and unsafe to have too much work demanded of any worker.

Clean-up Night Shift Worker Rate
UNION: This job is being paid the wrong rate. He should get a hybrid rate since he runs the stacker and sometimes the edger.
MANAGEMENT: We understand.

12 Hour Shift Lunch Breaks
UNION: Any 12 hour shift established under the old Collective Agreement will have UNPAID lunch breaks (unless it is a continuous 12 hour shift.)
Any 12 hour shift established under the new Collective Agreement will have PAID lunch breaks.
_____________________________________
MEETING ADJOURNED 4:35 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405

Next Meeting: not discussed

Elko Echo newsletter, summer 2011

2011-06-25T02:37:00.000-06:00

To Read the Newsletter of the Elko Plant Committee - Click on the individual page image to view at full size. Use your "back" button to return to the Elko Echo blog.

Union Management Meeting - May 26, 2011

2011-05-30T21:54:00.008-06:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Bryan Gaudet, Tom Molenaar, Doug Wood.

Management Present: Roland K, Ian L, Dave P.

Meeting commenced 3:20 P.M

NEW BUSINESS

Company Update
MANAGEMENT: How was the poll at the planer regarding working four ten hour shifts?
UNION: People are concerned about the long term operation of the planer on this schedule.
MANAGEMENT: That would only happen if we get plenty of money to upgrade our planer to a high speed operation. Our current planer needs to run 3 shifts to keep up to normal mill production.
UNION: When are you looking to reduce the planer to two shifts?
MANAGEMENT: Possibly June 6, but will decide week by week. We want to push the date for two shifts at the planer as far down the road as possible.
UNION: We are worried some people might leave because of this lay-off.
MANAGEMENT: Chances are most people will stay working and not get laid off, plus we are certain of the return of the third shift at the planer.
UNION: What about voluntary lay-offs? Will you assist workers in this? There are rules on this.
MANAGEMENT: We won’t let senior people take voluntary lay-off. There will be only 12 extra guys because of the planer shift reduction. We will stick to the rules on voluntary lay-off.
UNION: Will you commit to training during this shift reduction, and for sure do long standing training?
MANAGEMENT: Let’s get a list of the longest standing training that needs to be done.
UNION: The log inventory looks poor at this time.
MANAGEMENT: FRM can keep us in logs to keep operating, but is just won’t be the usual percent of white wood for now.
UNION: How do the red wood chips affect the pulp mill, since they usually don’t want much red?
MANAGEMENT: They will have to take it. They currently have a shortage of red chips.
UNION: With the log inventory running low, guys working here see a chance of running out of wood, so you won’t be getting their best performance. Why don’t you make sure your spring time log inventory is at a higher level, to ensure efficient operation of the mill? It must cost you extra money to run out of logs.
MANAGEMENT: We have asked for more log inventory (cash on the ground) for our spring buffer to keep the mill running at a more consistent level. Unfortunately the cash squeeze put us here where the mill looses the efficiencies of a high log inventory.

MANAGEMENT: Our new Production Superintendent, Shaun F., starts June 20 and will begin by learning the logyard for the first few weeks here in Elko.

Safety Talks
UNION: What about the “start of shift safety talks.” Are they helping?
MANAGEMENT: We never heard so much discussion on Safety at this plant. Some say we are taking away from production, but we will do whatever it takes to improve safety here. Sometimes these meetings get off track from where we want to say, “Start the day safe and work safe.” We will continue to start shifts with these “safety first” meetings.

Safety Awards
UNION: You have indicated there is money for some sort of safety award, but nothing in place as yet. The formula devised is based on first quartile safety performance via a complicated formula we don’t understand. This committee and the Safety Committee don’t know anything about this formula, and won’t get involved. That will be your job to implement such a program.

Poyry Performance Improvement Project
MANAGEMENT: We are gaining what we can from this project – it is a project about the right way to do business. When we start to put money into the mill, from this project we will have a lot of information, training, and preventative maintenance already in place to do our upgrades right. This project will be going until the end of August. The big thing about Poyry is systems controls.
UNION: The “action plans” tend to do finger pointing. For example, the how the sawmill forklift stacks loads, and must straighten out the yard. We are concerned about harassment against one job. All forklifts should be held to account on these matters.
MANAGEMENT: Yes, all forklifts collectively look after the yard. But every operator must participate individually if he knocks something out of place by fixing it. The idea from Poyry is to collaborate on problems that are identified.

Upgrades for the Elko Sawmill
MANAGEMENT: This is speculation right now. The biggest thing is improvements to the log deck and log supplies. Right now productivity is down and costs are up. We are looking at a proposal of $1-2 million to upgrade the log deck, the waste system, and the debarkers. If we get this upgrade approved, there is possibility of some down time. This request was expedited – could be this fall.

Summer Casuals
UNION: We have an issue with summer casuals that are hired only for the planer, and staying only at the planer. Manning may require workers at the mill, and you can’t force senior workers to go to mill entry jobs at the mill just because these summer casuals are trained for only the planer entry jobs.

MANAGEMENT: Our other option is don’t call these casual guys in for vacation relief back up. We put these casuals at the planer because it’s easier to train there and they don’t need to train on a lot of jobs there. It takes a lot of time to train on all the usual six mill entry jobs plant wide.
UNION: We suggest train them for only a single job at the mill and a single job at the planer.

Water Truck Posting
MANAGEMENT: We may put a third scaler on here, since Ken H. will be spending some of his time in the bush. Eric D. is working on this right now, and the water truck will run with the sawmill day shift and afternoon shift schedule.
UNION: Just make sure you don’t leave Friday afternoon shift in the lurch, with no water truck.
MANAGEMENT: Dave P. is looking at yard sprinkling systems around the planer.

Oiler Posting
MANAGEMENT: Ryan M. will be awarded the oiler posting. He starts next week.

Apprenticeships at Elko
MANAGEMENT: All we can do is budget for them. We have three apprenticeships in the budget – Electrician, Millwright, and Planerman. Additionally we are looking to hire a heavy duty mechanic and a millwright.
UNION: We had some trades people nearly fall asleep at the vote in the hall, which tells us what kind of hours you are working them. Some electricians have worked 16 hours after a 10 hour shift. We are walking a fine line for safety with all the over time being asked of your trades people, and your workers too. Some are working the over time because they know the pinch you are in, and don’t want to let you and other workers down.
– Additionally, bringing in electrical contractors is pissing your guys off.
– If you can throw some bonus towards your tradesmen to keep here, that would help.
– Even for the crews we should make it better within our workplace, for example, get the lunchrooms TV going for the playoffs. There are little things you can do that don’t cost much.

Log Processor in the Elko Yard
UNION: We are putting you guys on notice that we are not going to sign anymore agreements for the log processor in Elko. This log processor is non-union and is not supervised. It’s a slap in the face to keep this contractor here when you said it would only be temporary. The Committee wanted to help but is tired of taking flack for having a contractor working on site doing work we should be doing.
___________________________________________
MEETING ADJOURNED 4:55 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405

Next Meeting: not discussed

STEELWORKERS RATIFY 4-YEAR DEAL WITH IFLRA IN BC SOUTHERN INTERIOR

2011-05-14T07:52:00.003-06:00

United Steelworkers (USW) members employed by Interior Forest Labour Relations Association (IFLRA) member companies in the BC southern interior have ratified a four-year collective agreement, retroactive to July 1, 2009.

Members in Steelworkers Local 1-405 Cranbrook, Local 1-417 Kamloops and Local 1-423 Kelowna voted in majority favour of the agreement that was reached on April 21, 2011.

The agreement provides union members with enhanced job security language that finally addresses the exclusion of working foreman from bargaining unit work, improved contract language surrounding permanent and/or partial closure of manufacturing operations, and a long-overdue trades rate adjustment for Tradesmen and Power Engineers.

The IFLRA-USW agreement builds on the pattern items that were negotiated in earlier rounds of bargaining when the union concluded deals with Canadian Forest Products, West Fraser and Council on Northern Interior Forest Employment Relations.

The IFLRA pattern agreement—like other deals in the Interior—provide USW members with wage increases of 2 percent in years 3 and 4, protects the members’ Long Term Disability Plan and includes strong health and safety language. Improved life insurance and medical travel coverage are also part of the settlement as well as assistance for apprentices.

Source: BARGAINING BULLETIN #48 May 13, 2011

Elko Ratification Vote - May 12

2011-05-08T14:40:00.002-06:00

NOTICE OF VOTE

Tembec Elko

DATE: Thursday, May 12, 2011
LOCATION: Elko Communtiy Hall

TIME: 6:45 A.M. through to 5:30 P.M.

BUSINESS: Ratification Vote on Tentative Forest Industry Agreement for the USW Southern Interior.

2009 Contract Vote in Elko on May 12, 2011

2011-05-02T03:19:00.003-06:00

The contract ratification vote for Elko members will be held on Thursday, May 12th at the Elko Hall.

We will follow the same format as we did with the Strike Vote last month. Workers coming off shift can stop by the hall and same with those coming on during that day. The Vote will go on until the dayshift crews are finished (around 5:30PM). Any workers can ask questions as Stan McMaster, President of USW Local 1-405, will be there or they can just vote.

Notices will be posted, along with copies of the memorandum of agreement, and leaflets, throughout the plant.

STEELWORKERS REACH TENTATIVE DEAL FOR UNION MEMBERS IN SOUTHERN INTERIOR

2011-04-21T19:14:00.002-06:00

After nearly ten months of on-again off-again negotiations, the United Steelworkers have finally reached a tentative agreement with the Interior Forest Labour Relations Association after an all night bargaining session in Vancouver.

While the tentative deal was mediated with the help of Labour Relations Board Mediator Mark Atkinson, the USW was able to maintain their goal of bringing the union pattern agreement—already adopted by Steelworkers in the northern interior—to their union members in southern BC. Steelworkers in the south recently voted 95% in favour of strike action which showed the IFLRA that they were not willing to stand for an inferior second-rate agreement.

Details of the tentative agreement will not be released until the Steelworker members get a look at the deal. A quick overview however, reveals the pattern 4-year agreement adopted elsewhere in the industry, enhanced job security language that finally addresses the exclusion of working foreman from bargaining unit work, improved contract language surrounding permanent and/or partial closure of manufacturing operations, and a long-overdue trades rate adjustment for Tradesmen and Power Engineers that reflects the needs of both the Union and Industry.

In addition to 2% wage increases in the 3rd and 4th years, the tentative deal also has language that finally allows union members to determine the value of proposed alternate shifting that meet the needs of both the employee and the company.

The BC Interior Bargaining Committee is satisfied the deal meets the union pattern established in the north, and is recommending the membership ratify this tentative agreement.

Source: USW BC BARGAINING BULLETIN #47 - April 21, 2011

Union Management Meeting - April 6, 2011

2011-04-14T22:00:00.017-06:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Reuben Blackwater, Enzo Caccavo, Bryan Gaudet, Dave Szots, Doug Wood.
Management Present: Roland K, Ian L, Dave P.
Meeting commenced 2:45 P.M.

OLD BUSINESS

Hiring Additional Workers
UNION: Where are we on this? Hiring additional workers is important now, since summer vacation time is fast approaching.
MANAGEMENT: We are not hiring now. We already hired 8 or 9 over the last while. Two are at the sawmill finishing up their training. Additionally, three senior casuals will be brought on when school ends for the summer.
UNION: Yet the last four days at the planer have run with only one shift of the 3 shifts having a clean-up person.
MANAGEMENT: That's because too many workers are absent.
UNION: With the current total of 5 people absent and on vacation now at the planer, and you run short-handed, how will you manage the 5 vacation requests you allow during the summer plus some absences?
MANAGEMENT: We will manage absenteeism.
UNION: Last years summer vacation relief wasn't handled well. Can you hire some relief with term letters?
MANAGEMENT: We will have summer students. Term letters won't apply to them other than the summer student letter. We understand they are entitled to full benefits regardless.

Vacation Policy
MANAGEMENT: Ian and Jeff met on this topic last week and went over some of the issues.
UNION & MANAGEMENT: < Lots of discussion >
MANAGEMENT: Either there is a way to tweak the current policy, or we should make a major change to the vacation policy here at Elko.
UNION: We should do our best to tweak the vacation policy. Like make sure if vacation time is
cancelled by a worker, it should go to the next senior applicant for that time slot.
UNION & MANAGEMENT: We agree to allow bookings for 1st and 2nd choices next year. We want to improve the vacation policy to make it fairer.

NEW BUSINESS

Company Update
MANAGEMENT: Pulp prices are up but so is the Canadian dollar. Year to date lumber prices are lower than expected. U.S. housing starts are much lower than seen in years. There are reports that 13% of the new houses already built in the U.S. are currently vacant. We expect it to be another two years before the lumber market improves. We are tapping into the Chinese market with more of our products going there. But more mills are coming on line, probably manufacturing wood heading for China too. This is because the marketing efforts from B.C. have produced results, and China is taking more of our wood.
UNION: When will you do the upgrade to the planer infeed?
MANAGEMENT: We are hoping to start this in the next couple of weeks. It will take two to three months to complete this project.
UNION: Is it true Tembec is doing a huge improvement project down east? And if so, is this project sucking funding from us in the west? Other companies are investing heavily in their mills.
MANAGEMENT: We are serious about putting money into our mills. The Tembec board has committed to improving this mill.
UNION: What about the kilns?
MANAGEMENT: We have a plan to have another set of kilns in the first quarter of 2013. We should have confidence in Dennis R. and Jim L. in maintaining the business.

Smoke from Burning of Your Wood Waste
UNION: We had the same issue last year, and again now this year. We were taken aback that you would submit your workers to this heavy smoke yet again.
MANAGEMENT: We lit the fire because the wood needed to be burned. It was become too big of a stockpile.
UNION: What about NOT burning this wood waste like at Canal Flats.
MANAGEMENT: If we can't get a grinder, then it has to go regardless. Maybe we should burn this pile more often.
UNION: This location is poor. The smoke goes directly towards the workplace. Put the pile elsewhere. Or build a burn pit and feed that pit with the debris.
MANAGEMENT: In the short term we may consider a burn pit.
UNION: What about how this thick smoke affected some of your workers, who went home. You
handled their cases differently last year compared to this year.
MANAGEMENT: We handled them wrong last year. We offered other work on site and respirators.
UNION: The smoke was everywhere on site. It was bad for everyone.

Temporary Postings versus using Spares
UNION: We are asking you not to use the Temporary type of posting for jobs if we don't have specific dates for when the Temporary job ends. We suggest you use spares to fill in.
MANAGEMENT: We agree. The suggestion on using temporary came from you guys because senior people not being able to do a job held by a junior spare for lengthy periods.
UNION: You are offering odd choices when the Temporary posting concludes. Some have turned into permanent; others are moved back to their original job, or whatever. We need to look at Al and Rueben in their Temporary jobs. We want Al to revert to a spare Oiler, and Reuben to revert to a spare Optimizer Edger operator.
MANAGEMENT: Agreed. If those workers they are filling in for are not coming back, we will post those jobs.
UNION: What about Herb on the loader, what are his duties?
MANAGEMENT: Even though he is on the Hog Loader, he must be trained on all loader functions - log loader, laying out logs, bucket work, loading the decks, and unloading trucks.
UNION: Are you ever going to train Greg on his spare job on the R.T.?
MANAGEMENT: Give us a couple of weeks. We will bring him over when we are on the Fir run.

Ability Management Program at Elko
UNION: The Ability Management Committee has not been informed of workers on "return to work," or of workers on modified duties. A recent decision made by management sending home a worker being accommodated looks to us as being vindictive.
-We understand that the Ability Management Program has NOT been cancelled. It was signed in 2002 and we still have a "return to work" program in force.
-We understand a tradesman has been accommodated on a forklift job, but without the participation of the Ability Management Committee. Shed some light on all of this for us!
MANAGEMENT: We have recently talked with WorkSafe, and they have given us some guidance, regarding our program and also surrounding some individuals.
-We have a revised "return to work" policy that will be taken to the Local Union and then rolled out to the mills.
-Over the past 2 to 3 years we got off track with WorkSafe. TechMed is not doing as much for us as we thought they would.
UNION: We have a problem with you pushing a worker off the claim to get a rise out of WorkSafe.
MANAGEMENT: After a long period of time, it is not our problem but WorkSafe's problem. WorkSafe still does not have a resolution in this case, with solid ground for this worker to return to work.
UNION: You are changing the Ability Management Committee without our input.
MANAGEMENT: Your problem is communications. We go through the Local Union to make changes.
UNION: Yes, we were told there is a policy change.
MANAGEMENT: We need a resolution that we won't carry people on accommodations for open ended time frames.
-It is up to Management to decide whether these open ended guys stay as extras or not.
-We are working with WorkSafe on this. The meeting we just had with WorkSafe has been on the books for 3 months, but always got delayed.
UNION: We have a serious concern here because all this seems like your issue only after you sent that worker home.
MANAGEMENT: We tried to find out this worker's "return to work" date and since there was none after a lengthy period of time, we realized we can't pack a worker indefinitely. WorkSafe needs to be pushed in this case. Our supervisors didn't look at the big picture, and simply looked at keeping a guy busy.
UNION: Well understandings are different here. You need to communicate today with this worker and let him know what is going on. Set up a meeting between you and him and one of our reps.

Lack of Apprenticeships
UNION: We want you to look at the maintenance crew in Elko. Today it remains an aging crew. Add the four year apprenticeship time, and you will see your current crew of tradesmen right at the end of their career to where they can pass on the knowledge and rich experience they have gained to apprenticeships. Who will your apprentices learn from if not from knowledgeable tradesmen?
-Don't keep focussing on training or not training for the mines of this area. We all know you can't
compete with the mines, but the track record of home grown apprenticeships has generally been good for the company that starts the apprenticeship.
-Also, don't forget how Ian or Roland got here. They rose through the ranks. Encourage your
workers to rise through the ranks too, using the apprenticeship programs.
MANAGEMENT: Currently the key for the company is cash. Ian has spoken a lot about training new tradesmen.
UNION: Be warned, it is not like people are driving to Elko and deciding to stay because they love the area. You simply are not going to attract many new tradesmen.
MANAGEMENT: We understand what you are saying. We have the same issue recruiting staff.
UNION: Keep in mind, it will cost more to train apprenticeships in the future. It's better to start now.
MANAGEMENT: Dennis R. is on track that "in house" apprenticeships a more likely to stay with the company. But he says the Wood Products division has to hold its own. Even so, Ian has never relented in pushing for apprenticeships.
__________________________
MEETING ADJOURNED 4:40 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405
* Next Meeting: not discussed.

USW DISAPPOINTED WITH IFLRA ROADBLOCKS

2011-04-04T05:49:00.008-06:00

USW DISAPPOINTED WITH IFLRA ROADBLOCKS DESPITE BARGAINING PATTERN GAINS

Despite a number of IFLRA road blocks that brought bargaining to a halt late Friday afternoon, the USW BC Interior Bargaining Committee pushed away from the negotiating table knowing that they have moved their bargaining pattern significantly closer to the Southern Interior. The USW is very disappointed that a tentative agreement was not reached this week but is somewhat satisfied that some of the heavy lifting has been completed.

The USW BC Interior Bargaining Committee is unhappy to report that the IFLRA is continuing to drag their feet and hold on tight to some very restrictive proposals. The IFLRA has decided to try and instruct the union on how to conduct their union business by proposing restrictions to the number of members a local union can—with notice—take off the job to attend shop steward and/or health & safety schools. Surprisingly, the IFLRA has even proposed to address our need for improved health & safety language by restricting union access to information during serious incident investigations—an obvious reaction to the recent events in the news. Sadly, the hours of work section on alternate shift scheduling is yet to be resolved as well.

In an attempt to keep bargaining alive however, the USW was successful in convincing IFLRA members companies to meet with the local unions in an attempt to resolve their outstanding local union issues before bargaining resumes. A number of other pattern issues remain unresolved and in spite of the setback on Friday afternoon, the Parties have scheduled another negotiating attempt for April 13th.

The IFLRA represents a number of major southern interior companies such as Tolko Industries Limited, Tembec Inc., and Weyerhaeuser Canada Limited. United Steelworker members employed by these companies and a number of other smaller southern interior enterprises have been without a collective agreement since June 30, 2009.

Source: USW BC BARGAINING BULLETIN #44 - April 2, 2011

Elko USW Annual Sub-Local Meeting

2011-03-26T01:32:00.002-06:00

NOTICE OF MEETING

USW Elko's Annual Sub-Local Meeting will be held

DATE: Sunday, March 27, 2011
LOCATION: The Local Union Hall boardroom at 201 - 105 9th Avenue South in Cranbrook, B.C.
TIME: 11 AM.

The meeting is open to all of Elko's members.

BUSINESS:
Election of Delegates and Submission of Resolutions to the Annual Delegated Meeting (A.D.M.) for USW Local 1-405.

USW MEMBERS RETURN STRONG STRIKE MANDATE IN SOUTHERN INTERIOR

2011-03-26T01:23:00.003-06:00

United Steelworker members in the southern interior have voted overwhelmingly in favour of strike action. After two weeks of balloting that covered the Thompson-Nicola, Okanagan, and Kootenay regions of the province, Steelworkers have voted 95% in favour of strike action. The Strike Vote was completed on March 24th and the Strike Vote results for our Local 1-405 was also 95%.

With this mandate, southern interior union members have put the Interior Forest Labour Relations Association on notice and said in a loud voice that enough-is-enough—the employer association has run out of time. The strong strike vote also provides the USW BC Interior Bargaining Committee with a powerful bargaining-table voice that will assist
them in concluding a fair and progressive agreement that has parity with union members in the northern interior.

Steelworkers intend to bring all of their outstanding issues to a timely resolve in upcoming bargaining. Negotiations between the USW and IFLRA are set to resume on March 30th in Kelowna.

A Strong Strike Mandate is Needed to Send the IFLRA a Strong Message

2011-03-16T05:15:00.001-06:00

Your BC Interior Bargaining Committee has had enough of the Interior Forest Labour Relations Association’s delay tactics. That’s why we are asking you - our members - to give us - your bargaining committee - a strong strike mandate when we meet again with the IFLRA on March 30, 2011.

The IFLRA still wants you to agree to a sub-standard collective agreement with concessions, when it knows full well that a pattern agreement –such as those achieved with Canfor, CONIFER and West Fraser – can be easily negotiated with our union.

Even with member companies West Fraser and Tolko – which reached agreements with our northern Interior Locals 1-424 and 1-425 – the IFLRA still wants concessions from USW Locals 1-405, 1-417 and 1-423. The IFLRA refuses to address the issues of working foremen, hours of work regarding alternate shift schedules, and health and safety language.

You have been more than patient with a bargaining process that has been pushed beyond reasonable limits by the IFLRA.

Your bargaining committee intends to bring all outstanding issues to the bargaining table with the IFLRA for a timely resolve.

We urge you to VOTE YES in favour of a strike if necessary - to strengthen our bargaining position.

Strike Vote for Elko Members on March 17, 2011

2011-03-15T02:40:00.003-06:00

ELKO USW MEMBERS
Notice of Vote

Thursday, March 17, 2011
At the ELKO HALL

Stan McMaster, USW Local 1-405 President, and Jeff Bromley, Elko Plant Chairperson will be there to conduct the vote for Elko Membership. Stan will provide information on the negotiations and take questions from the membership.

Members will be able to vote most of the day as the hall will be available as Nightshift comes off at the Planer (8AM) - the Maintenance crews, Sawmill shifts A and B, Logyard as well as the Kilns, Logyard and Mechanics will all be able to vote. Please allow extra time to vote either prior to your shift or after your shift. Your support is important!

For the weekend workers they will have to be there on Thursday as the Labour Code only allows one day for a vote at our site.

Remember, this doesn't mean that we are going on strike. A strong strike vote by our members gives our negotiating committee another tool in their efforts to get a contract.

SUPPORT A STRONG STRIKE VOTE!

Union Management Meeting - March 3, 2011

2011-03-06T18:31:00.008-07:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Dave Tracey, Enzo Caccavo.
Management Present: Roland K, Ian L, Dave P.

Meeting commenced 2:30 P.M.

NEW BUSINESS

Company Update
MANAGEMENT: Pulp is good but lumber is starting to drop in price. The last 4 months has been rough for both Elko and Canal Flats mills. The solid wood side of the company lost more than expected.
UNION: Why is this and what are you going to do about it?
MANAGEMENT: There are weather related issues, and the one day breakdown at the mill cost us. We are going to make sure the place has enough heat, better valves on the log decks, and play catch-up on maintenance.
-Electrical has a new electrician to welcome on board, which will help out a lot. Neal J. will continue to come in to help with electrical at the kilns. (Neal J. is on contract, a day here or a day there.)
We also have our former millwright Niels and our former electrician Kyle hired on as casuals to help out while they are off work from mine. Casuals are restricted to 18 hours per week.
-Regarding training for job postings, things are better as we have 10 people training now.
-Regarding Poyry, things are going in the right direction. We are getting better at tracking and using Key Performance Indicators (KPI.) We will have I.T. people here next week to install some of the tracking software and have the machine centers networked, etc.
-Regarding the Log Inventory, we are on budget and should be able to keep up. It looks like break-up in the bush will be either April 4 or April 11 and last up to 3 or 4 weeks. We won’t run Fir until the end of April.
UNION: How does the high Canadian dollar affect us?
MANAGEMENT: Selling wood to China gives us the floor price of lumber, while the overall capacity of the lumber producers (lots of mills starting up) puts the lid on the price of lumber. We forecast another year before anything substantial happens.

Emergency Provision of the Collective Agreement
UNION: We had a good discussion on this, and we don’t want this provision invoked all the time.
MANAGEMENT: We did our best to call guys out using seniority for available work, but just gave you notice just in case. This provision meant we did not allow bumping from the mill to the planer.

Vacation Policy needs Modification
UNION: We need to set up a Committee to review the Vacation Policy. There are issues that need to be addressed:
· One week takes precedent over one day
· Where do junior guys fit in who don’t belong to a crew
· Junior guys getting prime vacation time over middle seniority guys
· Number of workers to let go on vacation at one time
· Rule of allowing “five workers” have vacation at once must be balanced with not all five on same job
· Consistency in following vacation policy is important, not making deals at last minute.
We did the first pass at the end of January, but the 2nd pass can be done realistically at the end of February, instead of waiting until the end of March.
MANAGEMENT: We will plan a meeting to discuss this, say end of March, when Ian returns from vacation. The people who should meet are Ian, Dave, Rick, and Jeff.

Hiring Additional Workers – Important NOW
UNION: We are hearing that you hired five new workers recently.
MANAGEMENT: Yes, but only four of the five passed the testing.
UNION: Are you now going to have H.R. (Human Resources) managers at each mill?
MANAGEMENT: We have a position available at Canal Flats, which means in the future Roland will spend more time in Elko.
UNION: Do we have a call list? How many should be on the call list?
MANAGEMENT: Not at the moment because of the 10 or so people we are training. There should be 4 to 6 people on that call list. During the summer we will have a few casuals come on board.

Working Supervisors
UNION: This matter of the Planer Supervisor doing bargaining unit work has gone to grievance.
MANAGEMENT: It is never our intention to have our supervisors do bargaining unit work. He did his best to keep the planer running.
UNION: There is a line between what union work is and what supervisory work is. You need to be more creative in utilizing the union workforce to keep the place running. In this case, with the planer slowed down, the back end fork operator could have operated the bins alternating with his job until the call-in worker arrived. Instead you risk having on shift workers getting totally pissed off. And you kept the place running as normal, as though we don’t need to hire new workers. Why will upper management even take notice and allow us to hire more workers?
UNION: We want a stop to the mill supervisor Mike doing bins and re-man because of manpower shortages.
MANAGEMENT: Clearly we need to reduce our absenteeism.

Overtime Policy – Have you revised it?
MANAGEMENT: We will provide a sign up list for those interested and competent to do overtime at the planer if there is a need for Friday afternoon shift overtime.

Overtime Stopped Everywhere Except at Planer
UNION: We have concerns with contractors coming in, when our workers are prepared to do the work in house. Offer overtime to our maintenance workers first to get the job done.
MANAGEMENT: Yes, we do offer the maintenance workers the overtime first.
UNION: How about all the overtime being given out at the Planer?
MANAGEMENT: We have had to release guys to allow training to happen. This is what has caused the overtime at the Planer.

Not All Chargehands Rotating Shifts
MANAGEMENT: Brian C., Shayne W., etc. are Chargehands like at the garage, required to order parts, talk to suppliers, etc. so dayshift is needed in their cases.

Banked Overtime
UNION: We are hearing that some trades people won’t work much overtime if they can’t bank it.
MANAGEMENT: We will no longer bank overtime. Final.

Welder Posting
MANAGEMENT: Current candidates for this posting are Dale H., Steve D., and Mike H. We are looking for uncertified welder with a “C” level with testing to see if they are competent to weld. Some have tickets from a long time ago.
UNION: Make sure it is fair with seniority being the determining factor, competency considered. Don’t forget you have a workforce with many skills and tickets that you don’t even realize exists.

Electrician Apprentice
MANAGEMENT: Our current plan is to ask Dennis R. for funding of this apprenticeship in the 2012 budget for Elko.
UNION: What about other trades that will need apprenticeships to replace our aging trades people.
MANAGEMENT: We will deal with the electrician first.

Is This Company a Going Concern?
UNION: We see you have problems with replacing necessary workers here in this company on the plant level. You know you need new workers to start within the plant to fill vacancies, but you fail to hire them in a timely manner. You know you need more supervisory staff, but you fail to address that in a timely manner. You know you need for sure more trades people coming online to replace our aging trades people but you fail to post for apprenticeships. It brings us to the question, are you operating this business as a going concern, which is the main principle of all businesses. Or do you intend to fold this business and let all these areas where you require more workers fall to the wayside until we can no longer operate.
MANAGEMENT: We have hired some replacement staff, and are looking for more. We will hire more workers on the plant level as needed. As for apprenticeships, the company isn’t going to incur the costs of training apprenticeships until Dennis R. can see that the condition of the lumber market stabilizes to bring a steady income to Tembec.

¶ ¶ ¶ ¶ ¶ ¶ ¶ ¶ ¶ ¶ ¶
In Remembrance of Joe Varosi
UNION and MANAGEMENT: Joe was well respected and did a good job here at Elko. Joe worked at the Elko Sawmill for 33 years. He will be missed by all of us. We offer our heartfelt condolences to his friends and family.
¶ ¶ ¶ ¶ ¶ ¶ ¶ ¶ ¶ ¶ ¶

MEETING ADJOURNED 4:30 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405
· Next Meeting: not discussed.

Interior Bargaining Committee and IFLRA to Meet March 2, 2011

2011-03-03T00:24:00.006-07:00

28 February 2011
KELOWNA, BC - The United Steelworkers Interior Bargaining Committee will be meeting with the Interior Forest Labour Relations Association (IFLRA) on Wednesday here as it looks to kick-start stalled contract negotiations.

Talks broke off last November when the employer association tabled a revised set of proposals including concessions over a long-term contract.

"This time around we hope the IFLRA will be serious about bargaining a collective agreement," says USW Wood Council chair Bob Matters, the union's bargaining committee spokesperson. Sitting at the table with the IFLRA will also be Local 1-405 president Stan McMaster, Local 1-417 president Marty Gibbons and Local 1-423 president Bruce Gardner.

"The IFLRA is well-versed on the pattern agreement with Canfor, CONIFER with West Fraser (at two sawmills) and that it can reach an agreement with our union without much difficulty," says Matters.

Those pattern agreements include wage increases of 2 per cent in years three and four, additional seniority retention provisions, benefit improvements and wage rate adjustments for trades and power engineers.

Since contract talks began in May of 2009, there have been 14 overall days of talks with the IFLRA. Needless to say, while the union has inked collective agreements in the north and on the Coast of BC (with Western Forest Products, Forest Industrial Relations and "me-too employers"), southern Interior employers have put up barriers to a settlement. "The IFLRA has both Tolko and West Fraser and these employers have already settled with our union in the northern Interior," adds Matters. "There should be no hold on the talks with the IFLRA at all."

"In 2009 we told the IFLRA that it could get out front and be a leader in helping setting a pattern agreement for the Interior industry - instead they are following the pattern," says Matters. "Our members expect no less - although some IFLRA members companies have spent a good deal of time trying to convince our members they are not worthy of the pattern agreement."

source: Bob Matters, USW Wood Council Chairperson

USW Local 1-405 Dates to Remember

2011-02-26T22:20:00.003-07:00

F.Y.I. this information is posted on our Local 1-405 website.

http://www.steelworkers1-405.ca/default.htm

Dates to Remember

The tentative dates for various meetings/schools in 2011 are as follows:
Officers' Meetings---Executive Board Meetings
January 21, 2011------- January 22, 2011
April 08, 2011---------- April 09, 2011
June 24, 2011---------- June 25, 2011
October 14, 2011------- October 15, 2011

*Annual Delegated Meeting - April 30, 2011
*Job Steward School - June 4 & 5, 2011
*Local Safety School - October 22 & 23, 2011

Union Management Meeting - January 27, 2011

2011-02-08T18:16:00.004-07:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Dave Tracey, Reuben Blackwater, Bryan Gaudet.
Management Present: Roland K, Ian L, Dave P.
Meeting commenced 2:30 P.M.

OLD BUSINESS

Decision on Spare Grader Who Gave Up Training
MANAGEMENT: We are putting forward a compromise here. We do question why in the current Training Program a person giving up a training position, is barred for life from re-posting. In the new Job Training Program we would prefer to see a time frame put on it.
Our resolve to this matter is to allow Deb to bid on a new posting for Spare Lumber Grader.
UNION: What about the original posting. This individual’s seniority is not considered for the original posting, and that’s not right.
MANAGEMENT: Based on the Job Posting Supplement, we have correctly awarded the original posting to two candidates. After the training for both of these lumber grader candidates is underway, we will post for more spares, and Deb should get that posting. We can talk with Deb tomorrow about this.

Weekend O.T. Production Shift at Planer
MANAGEMENT: This overtime production shift will not go ahead. We are in good shape for inventory because we sent surplus to Canal Flats.
UNION: What are your plans for shipping lumber from Cranbrook?
MANAGEMENT: In the interim, due to the truck shortage, we are looking at 3 rail cars per week to ship out of Cranbrook to the coast. Some of that lumber is destined for Vancouver, and some for Asia. We are looking at the possibility of making Cranbrook a re-load point for rail. It would be cheaper than re-building the Elko spur line.

Over Time Policy
UNION: The suggested new provision in the over time policy creates departmental seniority. The message is clear from guys at the mill that they want a crack at any scheduled over time at the planer on their Friday day off. We suggest using a sign up sheet for this purpose.
MANAGEMENT: The problem is what if the scheduled over time is not known until Thursday, how do we get the right people for the job?
We will use a sign up sheet and see how it goes.

NEW BUSINESS

Company Update
MANAGEMENT: We have lost money this year and so has Canal Flats. We have over spent Year-To-Date. We are looking at improving the gap control at the R.T., improving the infeed at the Planer with automatic PLC controls that will adjust all speeds according to dimension and length.
We are getting an Electrical Supervisor.
UNION: We are concerned to hear we are loosing money considering the market price of lumber has increased a lot.
MANAGEMENT: There are other things that come into play, example, the cost of the Poyry Consultant Group is not in our budget.

Who Interviews New Hires
MANAGEMENT: Dave P. and Mike M. interview new hires along with Rick and Doug. When it comes to hiring management personnel, it depends on the position on who does the interviewing.
UNION: We have heard some people are hired as workers without going through the proper process, (application, reference check, resume.) The perception is if you are a friend of someone in management, you get hired. Since we have a procedure to determine who will be hired, let’s follow the process consistently.
MANAGEMENT: The idea of hiring friends isn’t going to happen. We get a good package of info from the new hires. Human Resources Dept. needs to do a better job for the mills. We need to hire one person at a time if needed, so the mills don’t suffer by running short. We will chat with Rick B. about our new idea of a new hire pool as we finalize our plans on it.

Log Inventory
MANAGEMENT: Our mill will have to do major work on our scale, or replace it. We are deciding quickly since ordering a new scale will need to be done at the beginning of March. We will use the four weeks normal downtime in April to do this work. We are low in log inventory, so will go week by week, with a small chance the mill could run out of logs. Under normal weather conditions, we will squeak through without running out of logs.

Job Evaluations – Who Does them for management at Elko
MANAGEMENT: Dave P. and our next mill maintenance superintendent will do these. At this time we have three candidates for the mill maintenance superintendent position.
UNION: There is an evaluated job at the garage you need to look at immediately. Contact Bryan.

Job Postings
UNION: Where are you posting vacant jobs?
MANAGEMENT: We post it at the log yard lunchroom, the garage, the kiln lunchroom, the shipping area, the scales, and at both planer and sawmill foremen’s offices, with a copy given to the union committee. Let us know if any of these spots get missed. Bids, however, are only accepted in the two bid boxes located at the planer foremen’s office and at the sawmill foremen’s office.
UNION: Results of Job Postings are to be posted showing the successful candidate, as per the agreement. Additionally, you can let people view the data sheet, on Elko Tembec computers, K drive, designed by Dave P. to show year to date job postings and results. Unfortunately, only the planer jobs are filled in on this list, and the sawmill jobs should be entered as well.
UNION: We are concerned the Job Posting Supplement is not understood by the people posting to jobs.

The Elko Job Posting Supplement is online on the Elko Echo Blog. Click on the link to the Supplement Agreements in the left sidebar.

Welder for the Conveyor Rebuild Project
MANAGEMENT: We had some discussion on this. It is possible we will post for a welder on this (certified or uncertified) and run them through an in-house test.
UNION: Will you replace the week day welder or use a condensed work week? We are concerned about those gaining hours in the trade.
MANAGEMENT: We want two millwrights working the condensed week and some welder working with them on conveyor repair and maintenance as required.
UNION: Will you post for a welder apprenticeship?
MANAGEMENT: We will never apprentice a welder.
UNION: OK then, will you approve Leave of Absence for our guys to get their basic welding training so they can do their hours here?
MANAGEMENT: No, we have some workers now who bring their training and hours with them.
UNION: That’s not fair to the guys here.
We want to see a copy of the condensed schedule you are talking about. The condensed week pool of workers has not been built back up as workers from there have moved on. Doug Wood will touch base with you on this.

Mechanics Scheduled Hours
UNION: Make sure the 8 hour schedule is followed for the mechanics.
MANAGEMENT: We will go through the proper process to change scheduled hours. Otherwise they will follow the 8 hour schedule.
UNION: Now you have no coverage for a mechanic on night shift. If those guys go into 10 hour shifts without following the process, we will be going after over time.

Shorts Trucked to Elko
MANAGEMENT: We have some info and pictures on the risks of hauling a shorts load and from the follow-up from FRM we are told we can fix either the species mix or the shorts mix.
UNION: How about the Sort Machine on Two Shifts because of shorts. With better sorting everything runs better.
MANAGEMENT: We might use summer daylight hours of the Letourneau shift, sorting species or shorts.

Mill Q.C. “chargehand” Days to be Counted
UNION and MANAGEMENT: This relief management position has 88 days times 8 hours. This works out to 70 ten hour shifts at the sawmill.

Grade Checking J-Grade Loads at Planer Stacker
UNION: It is understood all J-Grade loads of lumber must be grade checked at the stacker. This is bargaining unit work, and Supervisory staff is not to perform this work. Some supervisors relieve the lumber grader on the bins so the grader can do this grade check. Clearly that supervisor operating the bins is doing bargaining unit work.
MANAGEMENT: Do each and every load of J-Grade need to be looked at? We have the right to have supervisors check lumber from time to time as part of our quality control process, e.g., Poyry grade checks of lumber for statistical purposes.
UNION: We are not saying you can’t do that for quality control purposes, but we are saying if it is a requirement to grade check lumber for final shipment, that’s production work and belongs to the lumber graders, not supervisors. We suggest you schedule the clean-up worker at the planer to include in his rounds every two hours checking with the lumber grader on the bins to see if and when he needs to be replaced for checking the J-Grade.
MANAGEMENT: We will talk to the planer supervisors about this.

Weekend Blow-Down Job
MANAGEMENT: The two holders of this job should rotate their shifts, unless they work it out otherwise between them.

Duty to Accommodate
UNION: We understand the new W.C.B. motto is, “hurt at work, stay at work.” Some workers are critical of those working under this “Duty to Accommodate” guideline.
MANAGEMENT: Tembec policy is if we can provide meaningful work, then we will have that person work. Rob M. has a new Physical Assessment Sheet.
UNION: We need both the workers and the company to use the Ability Management Committee in cases where workers return to work with injuries and limitations.

________________________________________

MEETING ADJOURNED 4:40 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405
• Next Meeting: February 24, 2011.

Addendum

Contract Update/Message from your Chairperson

Brothers and Sisters,

I know that as we enter the month of February – the 19th month without a contract from our employer – that the frustration is mounting among Elko’s USW Membership. Trust me, your frustration is being expressed many times by myself and your committee on your behalf to both management – who continues to slough off our message of frustration – and to the leaders of the Provincial Negotiating committee (PNC.) They have heard loud and clear that we are approaching the end of our patience.

The biggest question I get day-in and day-out is the obvious one; when are we taking a strike vote? Personally, I would’ve had one mid-January but I don’t make those calls. What the message I’ve been told is that the PNC has been trying its best to get the IFLRA (association that represents the industry in the Southern Interior) back to the table to agree to the pattern set up north and by several independents such as Canfor, West Fraser, The Coast, and so-on.

That hasn’t happened.

Recently there were developments that suggested the company could come back to the table but surgery/illness by their lead negotiator derailed that last week. The PNC is hopeful that over the next two weeks whether or not the company will come back to the table will be known and a decision will be made to take a strike vote.

As a membership we also must understand timing and as we get into the building season, demand for the product we make goes up as so does the price, giving us much more leverage. Any strike vote lasts only for 90 days and as such wouldn’t put us well into the spring if it were taken mid-January.

I will say this however; I have been told that if we go to a strike vote, the message to the IFLRA is that the pattern currently on the table might not be there any longer. We’ve bargained in good faith looking for the pattern deal set by the North, no more, no less, but going forward those demands will likely change if the company continues to rebuff our attempts at getting a deal and forcing our hand.

So, please, be patient – even more than you already have. The goal of the PNC is not to go on strike but to get a fair deal but it looks increasingly more and more that the company isn’t interested in that scenario. When and if the time comes be ready to vote yes to a strike, even if we don’t go on strike, it will give your Provincial Negotiating Committee the leverage needed to get a fair deal.

We’re all frustrated but don’t forget to let your supervisor or superintendent know of your frustration. It’s their bosses that are holding this up.

In solidarity,

Jeff Bromley
USW Elko Plant Chairperson
USW Local 1-405 3rd Vice-President.

Union Management Meeting - December 21, 2010

2011-01-12T05:23:00.009-07:00

Union Committee Present: Jeff Bromley, Ron Fisher, Enzo Caccavo.

Management Present: Roland K, Ian L, Brad J, Dave P.

Meeting commenced 2:00 P.M.

· Meeting started with the discussion about a former spare lumber grader wanting to re-post to that spare after giving up that training position prior to being deemed competent. Management refuses to yield to a mistake on the workers part here. Most workers are not aware of the rule that doesn’t allow this to happen, and we are faced with how we fix it so workers know the rules.

OLD BUSINESS

New Kiln Schedule Now Signed Off
UNION: The Kilns - Hours, schedule change. We cannot have a worker coming in different hours every day. Sometimes he starts at 2AM, sometimes regular, sometimes straight days. Which is it? When are the new hours to begin?
MANAGEMENT: The new hours will start in the New Year. Everyone should know the vote was 4 to 2 in favour of the new hours. The change is in using the weekly sawmill schedule, 4 tens, but the weekend schedule remains unchanged.
UNION: We know you have been short handed in the forklift jobs, so what are Dean’s hours as a chargehand? Using workers over and above the agreed to flexible schedule is overtime.
MANAGEMENT: The main reason is lack of manpower. We split the shift between two operators.
UNION: You can’t do that and allow a worker to set his own schedule which basically is negotiating as an individual. The union does not allow individuals to negotiate for themselves.
MANAGEMENT: Dean doesn’t come and go as he wants. It all depends on kiln scheduling when lumber is coming out dried.
UNION: We don’t want you to make a habit of Dean’s schedule being moved around.
MANAGEMENT: No, this is only happening due to seasonal holidays, and we leave room for mutual agreement, and only do minimal amount of re-scheduling for Dean. Once we get some spares, it will make a big difference.

*Attention Union Members: Your support for the negotiations with your employer is important. Your Interior Negotiating Committee is attempting to resolve a new labour agreement with the I.F.L.R.A, but will need your help in giving the Boss the message we are serious in obtaining the same agreement for us as was given to other parts of the Forest Industry in British Columbia.*

NEW BUSINESS

Company Update

MANAGEMENT: -The West Fraser forest company has a $230 million dollar improvement budget, and $150 million is for their sawmills alone. We aren’t there at that level today, but we are starting to look at improvements to our operations.
-Tembec is in the best position in the industry. Speciality pulp, which we produce, is taking off. There are improving prices in the solid wood market and the pulp market is holding.
-Tembec and Abitibi are the two companies to watch as their stock is currently undervalued.
-Second quarter could be our hottest because of overseas sales.

Weekend Overtime Shift at Planer
UNION: Will this overtime production still happen?
MANAGEMENT: We will see how dry inventory is and how the kilns run, etc. The extra production shifts are to be used for inventory control.
UNION: Could you put the planer maintenance on a different shift and work the planer production overtime on a Saturday day shift?
MANAGEMENT: The concept is to run the extra shift as a night shift flowing from the previous afternoon shift in a roll-over.
UNION: It’s your right to manage. Just a reminder, all production work on Saturday is time and a half, regardless of hours worked during the week.

New Job: Sander, Water Truck and Road Grader Trainee
UNION: Who got this job, as per your requirement to notify employees?
MANAGEMENT: We haven’t looked at it yet. We will look at it right after this meeting.
UNION: How did you determine the rate for this new job?
MANAGEMENT: We start with the water truck rate and go to the road grader rate. The stipulation is the successful candidate will have air brakes training. Later, this job will be evaluated.

Barko Head
UNION: When is the Barko Head going back on? - You have saved labour by not putting it back on but now the Log, Stop and Loaders on 1060 Deck are suffering lots of damage because operators have to push, bang, ram out broken chunks instead of picking them up.
MANAGEMENT: We are saving tons of maintenance time, reduced costs of loosing oil (filling the drum on Friday and it was empty on the following Tuesday). With no oil lost since the head was taken off, the production loss doesn’t offset the cost of oil and maintenance costs.
UNION: We think it is a safety issue with guys pulling and straining to tug logs.
MANAGEMENT: We could use this machine with choker lines.
UNION: It’s frustrating when we can’t use the grapple.
MANAGEMENT: On Fir runs there is no doubt we will need the grapple. But overall, maintenance costs are huge for this machine. It’s a machine that is not used in the industry anymore.

Job Postings
UNION: You will have to post another loader spare.
MANAGEMENT: We will post as manning allows it.

Status of Bobcat Job
UNION: What part of any job is it attached to?
MANAGEMENT: It’s not, it’s a utility job.

Electrical Department
MANAGEMENT: -Roland and I (Ian) are working hard on getting our apprenticeship.
-We understand an apprentice must not work on shift by himself for two years.
-Dennis used to hold the electrical permit for our mill, but now held by Bruce S., our regional Electrical Superintendent (FSR)
-Dennis W. comes back to work for us as a casual.
-We are looking at contracting electrical work for preventative maintenance o MCC’s and high voltage lighting.
-We really appreciate the extra work and time put in by Mark, Pierre and John.

Log Processor
UNION: When are you planning to install the new log “slasher” deck and get rid of the contract log processor?
MANAGEMENT: We are looking at presenting a package next year to H.O.
-The tilt hoist automation has been given tech change notice, and it’s going to be done 2011.

Attendance Improvement Program
MANAGEMENT: We have three workers on this program at the planer. It applies across the board fairly to all workers.

Resuming Payroll Deductions
MANAGEMENT: We will resume things like this to a certain degree, but only to the point where we have staff. Over the last while we have been close to where some staff has been close to burn out, so we need to be careful of what we can do.
-This company will have to run lean going ahead.

___________________________________
MEETING ADJOURNED 4:25 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405
· Next Meeting: January 27, 2011.

PRICES FAIL TO WAKE IFLRA AS PRESSURE BUILDS FOR ACTION

2011-01-07T23:21:00.004-07:00

Regrettably the IFLRA is silent on the union’s proposals for a deal and instead is attempting to convince the USW members in the southern interior that they are unworthy of the pattern deal signed off in other parts of the Province.

This approach has both angered and united members. The Bargaining Committee has heard this message loud and clear at the meetings, site tours, or from concerned members
who contact the Union Halls directly.

Many offended union members are insisting the union immediately conduct a strike vote to demonstrate that the membership is not in any mood to continue tolerating IFLRA game playing—finding it an IFLRA charade when all other employers were able to sign off on this agreement without strike vote action. It’s really a fool’s game for the IFLRA continues to push their 3rd-rate substandard “final document” because in doing so, they are dismissing the already established industry pattern and all the remaining local union issues.

And should a strike vote be called, it’s important for members to remember that a strike vote provides your negotiating committee with a stronger mandate at the bargaining table. It also sends your employer a very clear message that you support your negotiating committee, and that you are serious about the demands you have made. The stronger your strike vote, the louder the message you send to your employer.

Unlike our southern interior union members, t h e IFLRA seems oblivious to the significant rise in lumber prices. In fact, there are indications that the trend in lumber prices will likely continue to rise. These increases will probably not sit well with company executives who look to the IFLRA leadership at times when production interruptions would not be welcome.

USW members have been extremely patient with the illogical IFLRA tactics and the upward trend in lumber prices does not bode well for their “worst financial crisis” strategy.

Even with all this IFLRA nonsense, the USW is ready to bargain. Tell your Supervisor that the IFLRA is risking labour unrest and literally “missing the boat” to China.

TURNING POINT—The IFLRA is unwilling to come to terms on the remaining items in an industry-wide pattern deal. Two companies within the IFLRA have agreed to the same pattern deal up north—their northern operations already enjoying the benefits of a new agreement. Surprisingly, these companies allow their southern operations to languish and suffer under the weight of IFLRA dithering.

The USW is becoming more impatient. Union members are both patient and realistic, and willing to support their Bargaining Committee over the long haul.

The IFLRA is silent and seems in disarray as they watch lumber prices rise—unable to deal with their own internal strife as their own people ramp up production in the north.

Source: USW BC Interior Bargaining - Turning Points, January 4, 2011

Merry Christmas 2010

2010-12-20T01:47:00.005-07:00

….and a Happy New Year in 2011!

"There's more, much more, to Christmas

Than candlelight and cheer;

It's the spirit of sweet friendship

That brightens all year.

It's thoughtfulness and kindness,

It's hope reborn again,

For peace, for understanding,

And for goodwill to men!"

Greetings and all the best wishes from your Elko Plant Committee. We hope this holiday season gives you peace, joy, and rest so you may go refreshed into the New Year of 2011. Our thoughts for Christmas cheer are with the workers at the Elko millsite.

Jeff Bromley, Rick Boekestyn, Ron Fisher, Bryan Gaudet, Enzo Caccavo,
Dave Szots, Dave Tracey, Reuben Blackwater, and Tom Molenaar.

Support our USW Negotiating Committee

2010-12-06T23:03:00.002-07:00

To all members of USW Southern Interior from Local 1-405 Plant Committee at Elko:

As most, if not all, of you know, we have been without a contract since July 1, 2009. As the end of November approaches, this will mark 17 months without a labour agreement. What you may not know is that the forest industry in the Southern Interior (that's us) is the ONLY area of BC without an agreement.

Apparently, the IFLRA (the companies) don't think that we deserve the same agreement that our brothers and sisters in other areas of the province received. We beg to differ. Negotiations are going nowhere. It is time for us to send the IFLRA a message. Our union will likely call a strike vote in the near future. DON'T PANIC! No one wants a strike. However, we do need to support our Negotiating Committee and we do that by returning a very strong strike vote (something in the high 90's). Think of it as a tool to aid the bargaining process and give our Negotiators some leverage.

We, the forest industry workers in Local 1-405, have not had a labour disruption since 1986, so there are a lot of you out there who may be experiencing this type of situation for the first time. We have already heard some concerns at the workplace about not wanting to go on strike. We don't think anybody does. Again, DON'T PANIC! Remember; think of the strike vote as a tool...something our Negotiating team can use as leverage. It will be used ONLY as the last possible resort. There are additional non-strike tactics your union can use if we have a strike mandate.

When the time comes to vote, we urge all members to back our Negotiating Team and vote YES!

In Solidarity,
The Elko Plant Committee

November 27, 2010

Union Management Meeting - November 25, 2010

2010-11-28T14:39:00.005-07:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Dave Tracey.
Management Present: Roland K, Ian L, Lloyd T, Dave P.
Meeting commenced 2:30 P.M.

· Meeting started with the introduction of our new maintenance supervisor, Lloyd T.

OLD BUSINESS

Update on how Bid Boxes are Working
MANAGEMENT: These bid boxes are working well. We give the union copies to Bryan.

Uncertified Planerman and Trades – Where are we on this?
MANAGEMENT: Our original discussion referred only to Planermen (changing knives, etc.)
UNION: Uncertified trades are not on the table from our standpoint.

Weekend Maintenance Helper Rates of Pay
UNION: Regarding O.T. rates of pay for weekend maintenance helpers we see if the job is at the Planer, it is the worker’s job rate. If the weekend job is at the Mill, it is base rate. Why?
MANAGEMENT: Weekend work at the planer is a maintenance function, not just a helper.
UNION: We would like you to pay the worker’s job rate as at the Planer. You would get consistent people if you pay the higher rate.
MANAGEMENT: You get paid the rate for the job you are doing, e.g. maintenance helper or clean up.
UNION: Why not pay weekend O.T. maintenance helper their job rate as done for many years here.
MANAGEMENT: Leave this with us, we will look into it.

NEW BUSINESS

Company Update
MANAGEMENT: The general meeting at the Elko hall provided us with the most positive information we have had in the last five years. Now the company is seriously looking at mill upgrades. Additionally, marketing has also provided us with a very optimistic outlook going forward.
UNION: What about how things went with our collective agreement negotiations? It appears that on the very same day Troy H. was giving out this positive outlook to us at the Elko hall, with donuts, coffee, and a warm fuzzy feeling, Tembec H.R. personnel, Tom K. and Roland K. were putting the boots to us workers at the negotiating table. The workers here won’t accept the third rate agreement you have offered as your final offer. We have the better quality wood compared to CONIFER mills, yet you want us to accept less than the collective agreement they signed onto. It is totally unacceptable that we don’t get the same deal signed for the rest of the province.
MANAGEMENT: We don’t discuss negotiations here.

Tembec Standing in Community
UNION: Will Tembec support other organizations? From the Elko hall meeting it was stated you pay others in 45 days, but want YOUR money immediately. Is that how you are treating the union?
MANAGEMENT: Putting what was said in context, we work with vendor’s terms. If they demand payment sooner, or immediate, we oblige.
UNION: But was it made to sound like Tembec is a bully?
MANAGEMENT: Not at all, just smart business to hold onto cash as long as possible.
UNION: By comparison, the mines in the Elk Valley set aside money to support the community.
MANAGEMENT: Our decision to do that right now is “no,” but we think we will get back to that too, once our own house is in order – but that is a decision for the board of directors.
UNION: What about your support of the Elko Fire Hall Project?
MANAGEMENT: Dennis R. made a proposal to the R.D.E.K. as per the Minister’s directive to find a solution. We acknowledge weekend support from the proposed Elko Fire Hall will help us out but certainly not to the tune of taxes they are seeking from us. What we have proposed to the R.D.E.K. in taxes may not be enough to carry this project forward without incurring extra large tax amounts on Elko residents.

Current Mill Downtime
UNION: Why would we have these days of downtime, Nov. 23, 24, & 25, when we have run in this type of cold weather before?
MANAGEMENT: With the loss of skilled manpower, winterization of the mill got dropped. Our winterization should have been done by mid-October.
UNION: After such a positive outlook at the Elko hall general meeting, how do you tell Troy H. that the mill is now going down?
MANAGEMENT: When the production numbers drop because of the problems in the mill, he understands.
UNION: How does this sawmill downtime affect rough dry inventory for the planer? Were you not going to run some Saturday O.T. shifts at the planer in December to reduce that inventory?
MANAGEMENT: We will see what our inventory is this weekend, and decide later if those O.T. shifts are needed. We still have the go ahead to run extra 2 to 3 night shifts at the Planer if needed.

Spare Lumber Grading Job
UNION: According to the results of recent job postings, you have selected 2 spare lumber graders, when the posting called for only one. You will have to re-post for one more spare lumber grader.
UNION: A question has arisen regarding the ramifications of a spare trainee voluntarily giving up a training position prior to being deemed competent. We see at the sawmill a “Job Resignation Form” spells out the repercussions, but it is our understanding this spare lumber grader candidate only signed a “P/N” at the planer to acknowledge simply the spare was given up.
MANAGEMENT: We will have a discussion on this and decide, depending on what document was signed by this individual.

Job Training
UNION: With this week of downtime at the sawmill, why couldn’t we do more training, since we still have the Letourneau spare job candidate to complete his training, and the same at the RT, Log Sort Machine, etc.
MANAGEMENT: Give us a list of what jobs require spares to be trained.
UNION: At the Elko hall general meeting you said you are hiring five or so new workers. Won’t that allow us to commence training soon?
MANAGEMENT: We have got to get the training in order. Hiring extra workers doesn’t mean we can release everyone for training right away. Some of those requiring training mean we need more trained lumber graders to replace the trainee.
UNION: We recommend you take advantage of this time to train more spare graders to relieve the bottle-neck there. Train at least one spare grader per shift at the planer.

Oiler Requesting to Hold Spare Job
UNION: A spare lumber grader is now an oiler. We don’t agree he will have to give up his spare because he is now an oiler. In the past, it was a “gentlemen’s agreement” that said Oilers can’t hold spares. Moving forward there is nothing in the Job Training Program to say oilers can’t hold a spare.
MANAGEMENT: How does the shifts line-up so we can use this spare?
UNION: Daily, not so good, but on a week to week basis it should work.
MANAGEMENT: This is something we will have to manage then, but with difficulty.

Electricians and Kiln Fork Alternate Shift Schedule
UNION: You just can’t agree with workers to implement an Alternate Shift Schedule. There is a process to be followed; otherwise the company is liable for O.T. wages if it is not done legally.
MANAGEMENT: The formal letter of understanding for the electricians is in process.
UNION: For the kiln forks, make sure you tell those guys there is a change asked for by you in their work schedule. Once the process is approved – make sure you follow the schedule.

Request to Extend Term Mechanic
UNION: The Committee begrudgingly agrees to extend the term mechanic job to the end of this year, because of the new Service Man’s need for training. You must get the get the paperwork done immediately, and signed off before next Sunday night.

Tembec’s Effort to keep our Trades People
MANAGEMENT: We have talked about what we can do to keep our Trades People, but have not come up with anything.
UNION: What about paying extra, over and above the Collective Agreement rates?
MANAGEMENT: We believe this leads us to look toward investing in apprenticeships. Timing is all. The Corporate head office understands we are competing with the mines.
UNION: With the electrician shortage, how will you have electrician manpower to make the electrical apprenticeship training happen?
MANAGEMENT: We will find a way, via shadowing.

Weekend Chargehands to have List of Workers Coming to Work
UNION: For safety reasons the Weekend Chargehands should have this list.
MANAGEMENT: This has been rectified, with the Planer Chargehand being provided the list via Larry.

Check Grader Position
MANAGEMENT: We have a new template for staff that will include a Q.C. position.

Accident Investigation Turned Back
MANAGEMENT: This investigation was submitted but when read over; it was missing a lot of information of what happened near the gas pumps.
UNION: This accident happened as a result of not being ready to work safely in all conditions. It was immediately after our Elko hall meeting where Troy H. was promoting safety. We need to do more than just “talk the talk” of safety.
MANAGEMENT: We do what’s needed for safety. When the winter storm hit, Aurele shut the planer down to sand. As for mobile equipment, chains do not go on them until the snow is on the ground, keeping in mind the installation of chains takes time.

MEETING ADJOURNED 5:00 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405
· Next Meeting: December 21 or 22, 2010.

IFLRA RAMS FINAL DOCUMENT AT USW SUGGESTS UNION ACCEPT THIRD-RATE DEAL

2010-11-18T20:40:00.002-07:00

Believing that they have the USW backed into a corner, the Interior Forest Labour Relations Association (IFLRA) has decided to ignore the progress agreed upon in the northern interior pattern and has instead offered the Union an inferior third-rate final document. After inviting the Union to resume bargaining in late October, the southern interior company association has now—after only a few days of meaningful bargaining—turned their backs on the Union’s attempt to meet and maintain the northern interior pattern agreement.

Surprisingly, this third-rate employer position is endorsed by the same IFLRA members Tolko Industries and West Fraser Mills who consider the pattern fair for their northern interior employees but sadly, too good for their southern interior counterparts. After implementing the deal in their northern operations, these companies are now moving towards building a better economic future and benefiting from their expanding market share–obviously enjoying their spoils in the north while sniffing at the requests for the same fair deal in the south.

The USW notes that the last and final proposal from the IFLRA did not address existing alternate shift scheduling which the IFLRA shockingly claims their employees are quite happy to accept, no retro-active pay for Tradesman and Power Engineers as a result of the IFLRA choosing to go last in bargaining, a rejection of the health and safety proposals, and less severance pay than what is required under BC law.

In addition to dismissing the Union proposals for fair treatment for Union members in the south, the IFLRA is demonstrating contempt for all their employees by having the gall to tell the BC Interior Bargaining Committee that they understand the needs of their employees far better than their Union.

Because of these unacceptable actions by the employer association, Local Unions in the southern interior will be seeking a mandate from their members.

Source: USW BARGAINING BULLETIN #40 - November 17, 2010

USW PICKS UP BARGAINING THREADS IN SOUTHERN INTERIOR WITH IFLRA

2010-10-31T18:19:00.006-06:00

The USW BC Interior Bargaining Committee and Interior Forest Labour Relations Association (IFLRA) have finished a week of collective bargaining in Kelowna.

After five months of watching from the sidelines, the IFLRA signaled to the union that they were ready to resume talks and bargain the renewal of the southern interior master agreement that came to term in late June of last year. During the long pause in bargaining, the USW has moved their bargaining mandate forward in other regions and negotiated tentative agreements with CONIFER, Western Forest Products, Forest Industrial Relations, and West Fraser Timber Co. Ltd..

The BC Interior Bargaining Committee stands committed in their efforts to continue the pattern in the southern interior. But surprisingly, the USW Bargaining Committee found itself working even harder to steady the equality bar because it seems the IFLRA finds it acceptable for union members employed by IFLRA-member company southern interior operations—with roots in both BC interior regions—to be treated as second class citizens when compared to those in the northern interior. The IFLRA is insisting that they require an advantage over the northern interior and are holding back provisions that their member companies with operations in the north have not only knowingly accepted for their unionized employees, but were agreeable players in the northern interior bargaining table.

The USW is determined to fight this double-standard and win a fair contract for their southern interior union members. Bargaining with the IFLRA will resume on Monday, November 15th in Kelowna.

Source: USW BARGAINING BULLETIN #39 - October 29, 2010

Union Management Meeting - October 13, 2010

2010-10-15T00:05:00.009-06:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Dave Tracey.
Management Present: Roland K, Ian L, Brad J, Dave P.
Meeting commenced 2:40 P.M.

NEW BUSINESS

Company Update
MANAGEMENT: The three mills that made money for Tembec were Chapleau, Canal Flats, and Elko. Elko was the only mill to make a positive gain for the company, but not by much. Our Western group out here performed well - we were better than budget.
Going forward we don’t anticipate any shutdowns.
UNION: What about between Christmas and New Years?
MANAGEMENT: We don’t think a Christmas shutdown will happen this year. Running makes more sense than downtime as running currently reduces our losses here. If there were to be any downtime, it would depend on other factors, like chip supply, changes in market conditions, etc., so that would be a last minute type of decision.

Staffing
MANAGEMENT: Jeremy S. is now the new Foreman on C Crew at the Planer, and Aurele B. is the new Foreman on B Crew at the Planer. They are long term Elko employees who will do a good job for us and continue their career here.
Additionally, we may have a new Maintenance Supervisor, and will know for sure by next week.
UNION: The concern from our point of view is that are you guys able to do your jobs properly with less supervisory manning.
Also looking at the tradesmen, we are loosing Dennis the electrician very soon, and in the future quite a few millwrights will be retiring in 3 to 5 years.
How much does Dennis R. realize you need more supervisory staff and more apprenticeships to keep this place running?
In fact, what about planermen, what are you going to do there?
MANAGEMENT: As for planermen, we could train guys for planer set-up, changing knives, etc. In the meantime, you (the Union) should look at the trades difference between the mill and the mines – it’s about a 30% higher package at the mine.
MANAGEMENT: Dennis R. has the legitimate fear of adding cost to Tembec without this company being in good and solid financial shape.
UNION: You are now at the point you cannot attract workers to Elko.
MANAGEMENT: Roland is spending 70% of his time recruiting staff. As for the trades, we are thinking about using uncertified tradesmen. What would you think about that?
UNION: We would have no issue with uncertified tradesmen, as long as you use seniority. Probably use the apprenticeship selection procedure to select the candidates.
MANAGEMENT: We will have to be creative in filling holes. We need to get Dennis R. and Jim L to see our needs. The biggest hole we will have will be in electrical, but the upside is a new Area Superintendent will come on board next week, and he will be responsible for big picture stuff in the electrical dept.
UNION: Tembec has hired a consulting firm, what’s that all about?
MANAGEMENT: Poyry Consultant Group has been hired, and they have worked with the forest industry for years with proven results.
They will be in Elko for the next few weeks to start, with staff and 8 or 9 hourly guys involved. Poyry will look at management systems that will be able to track data using their programming at all the mill centres. That will provide us will large amounts of data that we can break down into reports so we can use that information to drive projects.
Poyry are systems specialists and not people specialist. It is expected the pay back in the costs for their services will be in the six months range.

Sign-up Sheets Missing and some Jobs not Posted in All Areas
MANAGEMENT: Three job sign-up sheets have gone missing at the Planer in the last three months.
-We are going to implement what they do in Canal Flats, and have individuals sign up sheets placed by bidders into a locked bid box after both the bidder and foreman signs off on it. One box will be at the Planer office (looked after by Dave P.), and one at the Sawmill office (looked after by Mike M.)
UNION: Ron will collect the union copy of these postings at the planer and Jeff will do that at the mill.
-Some job postings were not put up at the scales nor at the garage.
MANAGEMENT: It was an oversight, and we will make sure this doesn’t happen again.

Elko Fire Hall
UNION: Can you tell us what the Company position is on the Elko Fire Hall project. There are members who work at this sawmill who live in Elko.
MANAGEMENT: Dennis R. complained that the process used by the R.D.E.K. was wrong by not providing the 3 biggest companies in the Elko area with information on the implementation of the amount taxes this project would levy on us. (These companies are Tembec, C.P.R., and A.N.G.) The tax level turned out to be substantially higher, over double what was expected, and this was found out late in the game.
Dennis R. expressed his displeasure to the B.C. Minister responsible, and the Minister got in touch with the R.D.E.K. telling them to revise their bylaw on this matter.
UNION: Would this Company support the Elko Fire Hall project if economic times were better?
MANAGEMENT: We spend lots of money on our own fire prevention. Our impression is the Elko Fire Hall service area boundary was extended to include the mill to obtain revenue from taxing us.
UNION: Would you not have a reduction of your insurance by being within this specific fire protection area?
MANAGEMENT: Not one dollar of insurance reduction will come our way. We are not willing to pay extra taxes, especially not at the level of 20% of the taxes for the entire project.
UNION: This Elko Fire Hall project will be part of the two other existing regional Fire Halls, one in Jaffray, and the other in Baynes Lake, and will, through the R.D.E.K., operate as a team with them. The benefits of coverage for the larger area are immeasurable, extending to individuals living well beyond Elko. Could you see Tembec taking a balanced approach on this issue and coming to a compromise on this matter?
MANAGEMENT: Dennis R. said he will talk to the R.D.E.K. on this matter.
UNION: It should be pointed out that Corporations, like Tembec, got their way in B.C. by having the provincial government impose the HST, which is a tax system that offloads corporate tax onto the backs of individuals. Now that you have that break, it is up to you to support taxes for projects like this fire hall.
MANAGEMENT: It is only because our costs go down that we can continue to operate.
UNION: In days gone by, C.F.I. was a big part in building the Canal Flats arena, and Cominco built facilities in Kimberley. Will you ever be part of community support again in the same way?
MANAGEMENT: Not to the same degree.

Probationary Employees Working Stat Holiday
UNION: You had two employees, who under the Alternate Shift Schedule gained 240 hours, so were full time probationary, and subject to provisions of “Paid Stat Holidays” in the Master Agreement.
MANAGEMENT: There was an incorrect reading of the Master Agreement. We will pay them properly.

Kiln Chargehand Shift Rotation
UNION: Your kiln Chargehand remains on steady dayshift. A Chargehand must be able to do his regular job, which includes shift rotation as a part of his regular job. We don’t mind him being on occasional steady dayshift to enable training, etc., but not on an ongoing basis.
MANAGEMENT: He has been doing computer work for us, and helping on the kiln project. He will return to his shift rotation in two weeks.
UNION: Are you rotating the kiln forklifts as per the Kiln Alternate Shift Schedule?
MANAGEMENT: We don’t always have enough forklift operators to do this.
UNION: Any changes to an Alternate Shift Schedule must have a letter signed off by the Union.
MANAGEMENT: We would like a letter regarding spares on the kiln forklift job during the week. We want to leave the weekend schedule for the kiln forklifts as is.
UNION: We will have to re-post the kiln forklift spares with the new hours.

Cliff C Relief Replacement
UNION: Chris C. is the spare for this Planer yard utility job and should be used while Cliff is off.
MANAGEMENT: We will look into how the relief work is being designated on this job. If truck loading is slow, then Ted and Gary can do Cliff’s job.

Contractors Supplies While at Elko
UNION: We as maintenance/janitorial workers have been asked by on site Contractors to provide fall restraints and other things. What is the Company’s responsibility to supply these Contractors?
MANAGEMENT: We will check on providing consumables, as this could be cheaper for us rather than it being costed to us by the Contractors. Things like fall restraints, extension cords, etc. should be returned to the Company when the Contractors finish using them.
UNION: Would you like us to keep a list?
MANAGEMENT: Yes.

Burn Upcoming at the Waste Dump
MANAGEMENT: We are looking at doing a burn at the waste dump starting November 10 through the 11th. We will be applying for the permit, and will proceed depending on the venting. When we are closer to that date, and we know for sure, we will issue a Plant wide Notice.

MEETING ADJOURNED 4:15 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405
· Next Meeting: November 25, 2010.

What the Union Has Done for Me

2010-09-30T01:26:00.002-06:00

From the person serving your coffee to the person signing your paycheque, the union has had their influence and knowledge in it. Every break, benefit and comfort we all enjoy, the union has been there. Some enjoy these luxuries more than others, but the union has paved the way for all to enjoy.

Management has forgotten who has gotten them the luxuries they have become accustomed to on the backs of the workers; the people who serve the coffee, process the lumber, mine the coal. Without us they can’t enjoy the bonuses. All we ask is for them to share the wealth and provide equal benefits through decent wages, good benefits and a good pension. After all, are not we the ones making all the money for management?

When times are good we ask to be a part of the riches, and when times are hard we feel the hardships. We accept the layoffs and work force reductions. Management on the other hand is not held accountable. Corporations give bonuses to C.E.O’s but never hold them accountable for their mismanagements. They have forgotten all about the worker.

A question was asked to me: What has the union ever done for me? How about the money you make, the holidays you enjoy, the breaks, the benefits and the backing of an organization that looks out for the average worker, and protects your rights? The question that should have been asked was: What can I do for the union?

Show your support, get involved.

This Editorial submitted by Dave Tracey, Elko Plant Committee Member

Union Management Meeting - August 26, 2010

2010-09-10T01:42:00.010-06:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Bryan Gaudet, Enzo Caccavo, Dave Tracey. Tony Ferreira attended the start of this meeting.

Management Present: Brad J, Ian L, Roland K.

Meeting commenced approx. 3:00 P.M.

OLD BUSINESS

Log Processor – Letter of Understanding
UNION and MANAGEMENT: Company agreed to wording change in L.O.U. with Plant Committee and USW Local 1-405 Business Agent Tony Ferreira.
UNION: Our logyard and loader guys were upset with this processor causing stacking problems. Is this due to the fact he is paid on piece work?
MANAGEMENT: The bush supplies logs 20’6” and shorter and 25’ and the processor is doing better.
UNION: You should communicate this message. Why does the processor work Saturday and Sunday?
MANAGEMENT: This is based on the contractor’s open time. If he wants to work elsewhere, he can work here, for example, 2 weeks at 7 days per week.
UNION: Now what about his first aid coverage?
MANAGEMENT: We have guaranteed him this coverage.
UNION: What is his checking in protocol? How will our guys know this contractor is on site?
MANAGEMENT: We will talk with the log processor contractor and weekend Chargehand, Larry, or other weekend guys whom he will contact using channel 1 to contact first aiders and watchman.
This contractor is not scheduled to work weekends, and we don’t want that to be the norm.

Apprenticeship Update
MANAGEMENT: The Company is not going ahead with apprenticeships at this time. Forecasts show us to be in a better financial position beginning April 2011, and we will see then.
UNION: Last meeting you said it would be in the budget.
MANAGEMENT: A budget is just a plan. It is in our Elko manning request. Dennis R. decides the final budget.
UNION: Where is Scotty in this? What of your commitment to his posted apprenticeship?
MANAGEMENT: He is still in line for this apprenticeship, but in the short term we need to see financial stability before carrying extra bodies.

NEW BUSINESS

Company Update
MANAGEMENT: Pulp is doing well now but forecasted to bottom out in September, and then go up a bit after that. Paper is doing well.
The solid wood side is rough. We expect flat demand for lumber until at least January. Only two of our mills in the east are running. Stud mills are down. Getting rid of chips is a problem in the east.
UNION: Have you looked at European and other markets?
MANAGEMENT: Yes, very aggressively. We used to sell 90% to the U.S. market, but now only 60% is sold there.

Staffing
MANAGEMENT: Steve W. will be going into shipping and kilns. In about 3 weeks Brett O. will go back to supervise his Planer shift. We also will have Brent Laidlaw from Canal Flats to supervise a planer crew. We are looking for another Planer Supervisor, and have postings for this position, both internally and externally.
We hired two new workers for Elko on Monday.
UNION: It is a close line using Relief Supervisors and Chargehand … all out of time not heard of before.
MANAGEMENT: Troy H. will be the new V.P. as Dennis R. moves up.

Why No Saw logs?
MANAGEMENT: We shut off purchasing to bring inventory of saw logs to a level of 50,000 to 60,000 m3 in the yard for year end. We won’t run out of logs and will go back to regular deliveries by October. The mill is looking at running D.Fir/L again around September 20.
UNION: What about the mobile chipper – what is its schedule? And where will it be placed?
MANAGEMENT: The use of this chipper is driven by the Pulp Mill and its chip pile.
The annual Pulp Mill shutdown will still happen in September for 10 days, but they will still need lots of chips and hog fuel.

Dust Control Non-existent
MANAGEMENT: We didn’t put dust control down because of the wet rainy summer. That saved us lots of money not applying the calcium.
UNION: When there is no rain, let us have a commitment for proper manning of the water truck to deal with the very dusty yard conditions.
MANAGEMENT: Usually we man it for 3 shifts, but with absenteeism and vacations and our manning shortage, we let it run short to accommodate vacation requests.
Our mill commits to a guy on the water truck for 3 shifts.

Past Weekend Power Outage
MANAGEMENT: Overall everything went well despite this unexpected power outage on last weekend.

Not Filling Positions
UNION: You are not bothering to fill positions like the Log Sort Machine or Shipping Forklifts when the operator is on holidays. Because of no Sort Machine replacement, we ran out of sorted logs and had to use any logs in a pile, which cost the mill run time.
MANAGEMENT: There was no wood to sort because of the small logs we are handling this time of year. But we had 2 issues with the Sort Machine: 1) the spare isn’t fully trained, and 2) the regular operator can get ahead of the mill. As for shipping, to replace a Shipping Forklift is at the discretion of the Shipper. We do not fill a job when it doesn’t need to be filled.
UNION: Next time there is a worker that should have been trained you can’t tell us you didn’t allow the trainee to come up to snuff in his training. We don’t want to see a trend of training being ignored.
MANAGEMENT: We understand - we could suffer if we don’t have our trainees trained up.

Prime Sort Jobs
UNION: We are getting younger workers with seniority who want the mill schedule asking why junior workers are doing those jobs, especially at the Prime Sort.
MANAGEMENT: It was because of the lack of trained manning during the summer. We will get these senior guys there after the September long weekend. They will be paid the higher rate if a junior worker was in that job.

Q.C. Relief Supervisor
UNION: Jeremy S. did the run sheets for the Planer and got 1.5 hours. O.T. but since he wasn’t doing bargaining unit work, he is charged one day as a Relief Supervisor for that supervisory work. Why not post for a Grade Checker “as needed” who can do this work.
MANAGEMENT: If it is going to be supervisory work, the he must be exonerated.
UNION: Even Q.C. at the mill will have to be charged days as Relief Supervisor.

Misc.
Weekend Chipper – have their own first aid coverage.
Bid Sheets – for security sign up sheets should be held by foremen.
Electrical Contractor – Neil J. will be here one day this weekend and maybe one day next week. Then the new electrician starts September 8, Wed. to Sat. 4-10’s and no need for electrical contractor.
Pico Retired Today – Congratulations to Pico from Management and Workers here at Elko!

MEETING ADJOURNED 5:00 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405
---Next Meeting: September 23, 2010.

USW & CONIFER HAVE TENTATIVE DEAL

2010-08-19T07:26:00.001-06:00

After a period of time away from the bargaining table, the USW BC Interior Bargaining Committee (USW) and the Council on Northern Interior Forest Employment Relations (CONIFER) resumed talks last week and have today, concluded a tentative agreement.

The USW maintained our goal of bringing the Interior Pattern Agreement to their members in Northern BC. This Agreement contains all the gains made in prior bargaining, without the “Canfor Investment Model”.

While details of the agreement won’t be released until the BC Interior Bargaining Committee has had an opportunity to first discuss the tentative agreement with their northern interior members, a quick overview of the tentative agreement reveals a 4-year agreement that greatly enhances job security, improved Health and Welfare benefits, the overdue stabilization of the Forest Industry LTD Plan, and union security provisions that significantly improve contract language surrounding the permanent and/or partial closure of lumber manufacturing operations.

In addition to 2% wage increases in the 3rd and 4th years, a trades rate adjustment reflects the needs of the Union and Industry. A profit pay plan may provide additional compensation as the industry recovers.

The Bargaining Committee is pleased with the outcome, and is recommending the membership ratify this tentative agreement.

Source: USW BARGAINING BULLETIN #36 - August 17, 2010

Union Management Meeting - July 29, 2010

2010-08-03T23:46:00.007-06:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Bryan Gaudet, Enzo Caccavo.
Management Present: Brad J, Dave P, Roland K.
Meeting commenced approx. 2:30 P.M.

OLD BUSINESS

Welder for Conveyor Project
MANAGEMENT: We haven’t found a contract welder yet. We think Tony could do the job if we could free him up.
UNION: Why not train another spare oiler?
MANAGEMENT: We will post the spare oiler job on Tuesday.

Powder in Gloves
MANAGEMENT: We are now supplying “yellow” gloves that have no powder. They seem to be constructed weaker than the other ones. The supplier of the gloves with powder is going directly to the factory to find out what that powder substance is.

Water Coolers Exchange
MANAGEMENT: Culligan is doing a complete plant wide exchange of water coolers. This will be done every 3 months. They say this is more efficient than cleaning them one at a time.

Contractors on Site
UNION: What about company policy of contractors coming on site – don’t they have to sign in?
MANAGEMENT: Yes, they must sign in at the office, but not sure what the procedure is if they arrive before the office opens. We should have some procedure; possibly check in with a shift supervisor.

NEW BUSINESS

Company Update isn’t Reliable
UNION: A day after our last meeting, when you said we would continue to operate despite low log inventories, you shut down Elko. There is a lack of integrity in your Elko operating forecasts.
MANAGEMENT: We try to give a plan to the best of our ability. It was the red chips that changed our run plan. We met with you on Thursday, but got a phone call on Friday from the pulp mill that they don’t want anymore red chips, and our mill had mostly D.Fir/L to run. That’s why we pulled the plug.

Company Update
MANAGEMENT: As of now, we have 45,000 m3 of white wood. We will end up with one more week of D.Fir/L. We have had a decent 3rd quarter, as you can see in our financial reports just released. We are producing “rig mat” from 2x8 F/L in Elko.
UNION: Will that affect the Planer rough inventory?
MANAGEMENT: We are sitting on 13 to 14 MFBM of rough dry, so it should balance out. We will know more this weekend after month end inventory. (Min. we like is 7 to 8 MFBM in rough dry lumber.)

Safety Concerns on Sawmill “A” Crew
UNION: A log chaser on this crew who was under-trained went into a position on his job that was very unsafe. The foreman did not go to the problem area despite radio chatter about this issue.
MANAGEMENT: We understand that the new radio with the ear plug wasn’t in proper position on his hard hat, so he didn’t hear the radio chatter.
UNION: As more guys are encouraged to learn jobs by osmosis or to say they know how to do a job, this creates serious holes in training our workers. There needs to be more proper training done, for safety’s sake.
MANAGEMENT: We agree there needs to be more training. Additionally, the supervisors are to observe and attend problems, and talk to the workers. We will discuss this with them.

Pulp Mill Receives Safety Awards While We Do Not
MANAGEMENT: We remain under budget constraints, so we have no Safety Award Program.

Counselling Notes without Union Representation
UNION: Any discipline whatsoever requires you have a Union Representative present, including counselling.
MANAGEMENT: Counselling is not discipline. We agree on discipline to have a Job Steward present.
UNION: But you will use counselling in arbitrations, so it is discipline.
MANAGEMENT: No, we can talk to our employees anytime about work performance.
UNION: We will get back to you on this matter.
MANAGEMENT: And we will change “Counselling” to “Letter of Discussion.”

Training Not Timely
UNION: Regarding training and job postings – we have two recent examples of how the committee has been flexible in training schedules but it has and could cost hours in a reduction in forces for trainees who didn't get trained as per the agreement. We are talking about the Spare Watchman, and the Spare Edger jobs.
MANAGEMENT: We try to train properly, but there are times when training doesn’t happen as per the agreement.
UNION: We realize we put pressure on you to fill positions, but the problem is that jobs get filled ONLY ON PAPER.
MANAGEMENT: We need to say no to training during peak vacation periods.
UNION: When won’t there be peak periods? With Spring break, Summer vacation time, Fall hunting season, and Winter Christmas, it looks like only January and February are available for training.
-Training by osmosis seems to carry on. You should carry extra manpower for the purpose of training.
MANAGEMENT: We cannot carry extra manpower. Company bosses won’t allow it.
UNION: Well it seems those bosses also preach safety. How can you train workers for safety then don’t have enough manpower?
MANAGEMENT: We will make sure safety is a priority.
UNION: Let’s have Rick review the manning list, job postings, and training in consultation with you guys.

Contractor Worked During Mill Shutdown
UNION: The Log Processor Contractor worked while Elko was shut down, and this is against our agreement to have a non-union contractor working in our yard while we are laid off. We agreed to help the Company save some money using this Contractor instead of an immediate upgrade to the log deck. Then you had him work instead of us.
MANAGEMENT: This is a new situation. We needed him to produce shorts which are 20% of our cut. We failed in not advising the Committee. Eventually we will be getting a new log deck, just not in the near future.
UNION: This agreement of having a non-union Log Processor on site started in 2007. It’s about time we reviewed your plans about this machine and the new log deck in a meeting with Roland and our Local Union officials. Let us set that meeting up for the end of August.

Electrical Contractor on Site
UNION: This electrical contractor on site with his “helper” equals the contractor and his apprentice. This is a slap in the face to us when we have our own posted apprentice going without training!
MANAGEMENT: We are hiring another hourly electrician, and we are pushing for our apprentice to be trained. We are meeting tomorrow on our manning budget
UNION: We have a real problem with contractors having their own workers do “grunt” work. That is our work. A few years ago when Fabrite did the sawmill refit, we had our guys do the labour work under their instruction.
MANAGEMENT: We had more of our workers free at that time. Currently most of our workers are being used in the mill. But we can stop this helper tonight – he is not our apprentice.
UNION: Yes, put a stop to the helper working and use one of our guys if available.
-We also see contractors at the kiln doing welding…who is doing their fire watch?
MANAGEMENT: Since it is inside the kiln, in a non-combustible area, the contractor is doing his own fire watch.
UNION: There should never be any of our workers sitting at home when there is this type of labour work (“grunt” work) available.

Who Is Weekend Clean-Up Chargehand at the Planer?
MANAGEMENT: mainly Jeremy S. and part time, Rick B.

Spare at the Kilns
UNION: Who is spare at the kilns? We are getting complaints about workers who are in jobs that they have no right to them.
MANAGEMENT: Aubrey (planer infeed fork operator) is spare at the kilns, and Enzo (kiln fork operator) is spare at the planer infeed.
UNION: How do you have each fill the others spare, except by not moving either of them? (lol)
MANAGEMENT: This hasn’t happened. We don’t fill in at the kilns many times.

Overtime Policy When Letourneau Is Down
UNION and MANAGEMENT: The Letourneau and Loader both unload trucks. When overtime is required to unload trucks, and the Letourneau is down, it is the Letourneau operator job to unload the trucks.
UNION: Additionally, the dayshift log loader duties need to be clearly defined.

Grade Checker – Planer QC Job
MANAGEMENT: We don’t believe simply grade checking is the way to go at the planer. We need an individual on a part-time basis who has skills in operating the planer computers, lumber grade instruction, directing manpower, etc.
UNION: We know you have an individual in mind that fulfills these requirements, but our question is, since he wasn’t trained to begin with, how did he get that training, and why can’t others, in line with seniority be afforded that same training? We think if you post this job as a Grade Checker with extra requirements, on a “as needed basis,” and train the person properly, you will get a good individual in that position.
MANAGEMENT: We will have this position categorized as a Relief Supervisor, and choose our candidate as such.
UNION: Then the question must be asked, who is this Planer Q.C. Relief Supervisor filling in for – which supervisor? You do what you have to; we will leave it at that for now.

MEETING ADJOURNED 4:40 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405

Union Management Meeting - June 17, 2010

2010-07-31T23:37:00.006-06:00

Union Committee Present: Jeff Bromley, Rick Boekestyn, Ron Fisher, Bryan Gaudet, Enzo Caccavo, Dave Tracey.
Management Present: Ian L, Brad J, Dave P, Roland K.
Meeting commenced at 2:20 P.M.

OLD BUSINESS

Welder for Conveyor Project
MANAGEMENT: Troy is looking for a contract welder for this project, but no luck. This project is to do 2 to 3 days work on all the conveyors in the mill (#1070, through to #1077, and #2103, 3097, etc.)
UNION: Why not use Tony or Jay?
MANAGEMENT: We can’t free up oilers without loosing ground in that department.

Millwright/Welder Jobs
UNION: Bringing in even that welder and other trades, and hearing rumours of electrical contractor is a concern to us. We were OK with the term mechanic you brought into the garage, but we are hesitant to sign L.O.U. for trade after trade.
MANAGEMENT: The term guy there was for summer vacation relief.
UNION: But we understood it was because Stan was on light duty and Pico was off work.
MANAGEMENT: Yes, that is the reason but an extra benefit is time off for guys at the shop.
-Work on our conveyor project, by hiring contract welder, is simply to get us ahead.
-We would put up a posting for a welders helper.
UNION: We will not sign any L.O.U. for electricians while we have our posted apprentice electrician waiting on the sidelines not being trained.
MANAGEMENT: We are not asking for electricians but we do have one millwright/welder committed in the next month or so, and we will interview a couple more.
MANAGEMENT: Regarding apprenticeships, we are working on the budget for October, and have asked for apprenticeship funding for electrician, circular saw filer, millwright, and planer technician.
-We know there is a shortage of trades people, with the oil patch going back, and the mines hiring.
-On the average, the tradesmen who stay with us the longest are those we train in house.
-If Dennis R. approves our plan for apprenticeships, we should have an answer where we are going with apprenticeships by mid-August.

Kiln Maintenance Job
MANAGEMENT: The kiln maintenance work will go back to Troy and his guys. It is better off to have an extra person in his department to work ½ time at the kiln, then that worker can use the other ½ time in mill maintenance.

Road Grader
MANAGEMENT: Our road grader is up and running and Daryl is the operator. When you need the road grader, go through your supervisor who will contact Daryl’s supervisor to give him work direction.

NEW BUSINESS

Company Operational Plans
MANAGEMENT: Housing starts in the U.S. has dropped off with no bounce back expected until the fall. Lumber prices are softening.
UNION: What about the lack of log supply in our logyard?
MANAGEMENT: The log supply is tight because wet weather has hurt us. We have about 12,000 cu. metres in red and white wood. We should have enough fibre to run with our 8 day supply. In the past we ran with a 5 day supply.
(THIS WAS ON THURSDAY JUNE 17, 2010 BUT ON FRIDAY JUNE 18, 2010, THE COMPANY MADE AN ABOUT FACE AND SHUT DOWN THE ELKO OPERATION FOR THE FOLLOWING FIVE WORKING DAYS.)

Log Processor
UNION: We never did get this Letter of Understanding for the Processor renewed and signed.
-The short rows stacked by this contractor are causing our guys problems who have to fix this.
MANAGEMENT: We started to put mixed loads in his volume. The demand for pulp causes all loads to be contaminated with shorts. Some stands are 70% pulp. The need for this processor is on demand. He deals with 10ft to 20ft logs.
UNION: While our guys aren’t happy because it’s affecting operation of the debarkers, the decks, and the loaders.
MANAGEMENT: Maybe we can cycle logs faster. The Letourneau is down which is part of the problem. We should have the L.O.U. put together by the end of June.

Job Training Program - Renegotiation
MANAGEMENT: We are working on a draft document to present to the union.
UNION: We have a 2005 document we are looking at for our basis.
MANAGEMENT: The biggest change we want in the new program is that the spare is not for the guys, the spare is needed for the company.

Document Training of New Hires
UNION: Recently, a worker who was counselled on work performance simply said he was trained in all aspects of his job, but in fact it turned out he wasn’t trained in all aspects. We should get back to recording what jobs each person has actually completed training on, not just go by word of mouth.
MANAGEMENT: We are going to a record keeping system called “Eclipse.” It is easy to use and soon supervisors can log on to record training information, and other supervisors can access these records to see who has been trained on what.

Put Training Process for New Hires In Writing
UNION: It is understood that for a period of time, we usurp seniority for training. If in a manpower pinch, you shouldn’t be using new hire trainees to fill in full time jobs, but call out the senior competent worker. We should get the standard procedure for training new hires in a L.O.U.
MANAGEMENT: Sometimes training does get broken up, but it is 6 weeks guaranteed training to new hires. We will not use new hires to fill in on full time jobs without senior workers called out.
MANAGEMENT: We will also talk to the guys in the mill about keeping radio chatter down and for business use only.

Lunchroom Television Sets
MANAGEMENT: These TV’s serve both entertainment purposes and Company purposes. We will be getting DVD players for each TV set as well.

Duty to Accommodate
MANAGEMENT and UNION: Anymore than one “rotation” will need to have the Ability Management Committee set in place the accommodation.
Members of the Ability Management Committee are for the Company: Rob M, Ian L, Brad J, Dave P. and for the Union: Al Liboiron, Bryan Gaudet, and Rick Boekestyn.

Canada Day Stat can be moved
This item became redundant since the Company shut operations during that week.

Planer Dry Rough Inventory
MANAGEMENT: We had one of the best F/L runs in a while, so inventories for planing are good, standing at about 10 to 11 MFBM.

Manning for Summer Vacation Relief
MANAGEMENT: We are hiring 3 to 5 new regular workers, and going to speed up the hiring process. Currently it takes 3 or 4 weeks from application to hiring.
MANAGEMENT: For the summer we plan to put casuals at the planer, and take jr. experienced workers to the mill for vacation relief. Training will be suspended during the summer because of manpower.
UNION: What about IVES Forklift training? The back log is building – looking at six workers who need this training. You might consider using a Friday when the mill is down to clear this.

Training by Osmosis
UNION: Do you record all training on your books? Training outside of the agreed Job Training Program is training by osmosis. Is this osmosis training recorded on your books, or does the Company suddenly have trained personnel on hand, at no recorded cost to the Company.
MANAGEMENT: Workers who are considered trained must be able to show competency and have signed off on the Job Safety Breakdown. Most training is recorded as such, but when workers in jobs like clean-up train themselves, some of that is not recorded as training.

Plastic in Chips
MANAGEMENT: We are getting plastics in our chip supply again. We want workers to keep plastics away from the chip flow, and put used plastics into the garbage.

Powder in Gloves
MANAGEMENT: Our glove supplier was here and informed us they will seek an independent lab to investigate what this powder is.

Canal Flats Relief Supervisors not Counted on Dayshift
MANAGEMENT: In Canal Flats when they have a Relief Supervisor running the dayshift crew, those days are not counted because there is other supervisory staff, such as a Superintendent, on hand. For dayshift they consider their Relief Supervisors to be Chargehands, and we will institute that policy here in Elko as well.
UNION: No you won’t. A chargehand is clearly defined in the Collective Agreement, and he must be performing is own union job while being able to give other employees work direction. That isn’t the case with a Relief Supervisor, since he is in the foreman’s office only doing foreman’s work, and not union work. There is something wrong in Canal Flats with how they are using dayshift Relief Supervisors.

MEETING ADJOURNED 4:45 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405

INTERIOR BARGAINING REMAINS IDLE AS IFLRA DITHERS ON SCHEDULING TALKS

2010-07-12T12:45:00.004-06:00

The IFLRA is ignoring enquires from USW BC Interior Bargaining Committee to schedule further talks. Bargaining broke off in mid-May with the IFLRA needing to go back to their board of directors for more direction. Since then, there has been attempts by the USW Committee to set more negotiation dates but the IFLRA has not acknowledged them.

During May bargaining sessions, the IFLRA missed the mark on many USW pattern items and as a result of this missed opportunity, the USW Committee expressed frustration and questioned the IFLRA about their ability to conclude a collective agreement. And after a month of IFLRA silence, the USW now wonders if there may be some disorganization within association that might be the cause of this bargaining calendar hush.

It should be remembered that the IFLRA stomped off to the BC Labour Relations Board last January while wringing their hands with a bad-faith bargaining claim against the USW for what they interpreted as a refusal to schedule bargaining with them—a claim that was refuted by the Board.

Despite the silence from the IFLRA and the recessionary times that our industry is facing in North America, the USW BC Interior Bargaining Committee intends to bargain a progressive collective agreement in the BC Interior and are ready and willing to continue talks with the IFLRA at the location of their choice.

At this time, a date and location for further talks have not yet been scheduled.

Source: USW BARGAINING BULLETIN #35 - July 9, 2010

Summer 2010 Elko Echo Newsletter

2010-06-21T00:10:00.006-06:00

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Union Management Meeting - May 6, 2010

2010-05-14T23:34:00.007-06:00

Union Committee Present: Rick Boekestyn, Ron Fisher, Bryan Gaudet, Dave Tracey.
Management Present: Ian L, Brad J, Roland K.
Meeting commenced at 2:00 P.M.

OLD BUSINESS

Seniority List to Include New Hires
UNION: As asked for in our previous meeting, we want a “company” seniority list available for all to see to show the new hires start dates. It should be posted it in both sawmill and planer offices.
MANAGEMENT: Yes we will post this list.

Moulded Ear Plugs
MANAGEMENT: Rob M., our Safety Coordinator, is working on a policy for this to include Canal Flats Division. There will be a split of the cost for these ear plugs, similar to what we do with work boots. Rob is suggesting the company will pay for 50 percent of the ear plugs. You will have to pay first, just like with boots, and then submit the bill to your supervisor.

Check Grader
MANAGEMENT: At Canal Flats the goal is to eliminate the check grader by this summer. We will be using our “Quality by Design” program which includes looking at lumber at the C.L.T. work station.

Kiln Maintenance Job Needs to be Posted
MANAGEMENT: The work to be done here is not full time, but it is intermittent.
UNION: Then you should post it as a temporary position “as required.”
MANAGEMENT: We will lay out a list of duties.
UNION: We want a decision on posting this job by next week.

Road Grader
MANAGEMENT: Our “new” road grader should be running again as soon as we get the transmission fixed. We are using the contract grader temporarily.

NEW BUSINESS

Mill / Company Update and Operational Plans
MANAGEMENT: “So far so good.” We plan to operate through the year, but markets are dropping. We balance the operation of our sawmills with our pulp mill and that keeps us efficient.
UNION: In the process of next years budgeting, how many apprentices have you budgeted for?
MANAGEMENT: We plan to carry on with the electrician apprentice, and post for a circular saw filer, and maybe a millwright. Keep in mind that cost containment is still an issue for our company.
UNION: Next time don’t wait so long for the apprenticeship testing.

Man Power after Galloway Start-up
MANAGEMENT: We have only lost one worker to Galloway for sure.
UNION: How is our manning in general?
MANAGEMENT: For full time workers we are okay. We will have to bring some casuals in for basic training at the planer for summer work. Then our experienced junior workers can be utilized at the sawmill to allow for vacation relief.
- The new letter for casual workers to sign has been approved and signed by both parties.

Foreman to be Hired, Who?
MANAGEMENT: We have one more interview to do. The new foreman could be on the job in a week or 4 to 5 weeks depending on the successful candidate and his availability.

Millwright Vacancies and Welder Job
MANAGEMENT: We have interviewed 2 people for the millwright position.
-The conveyor job we want done will require an experienced welder who can work on his own, so we will contract this out because two of our junior welders on site are not experienced and cannot work on this temporary project without direction. We will post for a welder helper based on competency.

Spare and Permanent Job Postings Need to Be Filled
MANAGEMENT and UNION: Agree that vacancies need to be filled. Bryan Gaudet will look more closely at the vacant positions and discuss sawmill vacancies with sawmill supervisor, Mike M.
MANAGEMENT: Time is running short on training since we become very short handed during peak summer vacation time.

Powder inside New Gloves
MANAGEMENT: The supplier is doing some research to determine the nature of this powder. We have kept a couple of pair set aside for him to see this powder that gets on your hands by wearing the new gloves.
UNION: You can understand our concern about this powder. These gloves are manufactured in China, and that country’s reputation for use of toxic chemicals is not good.

Letters of Reference
MANAGEMENT: We do not provide letters of reference. Employees can name their supervisor in their resume, but it is up to the prospective employer to call us. When called, we offer no opinion, and no personal points of view, and give only factual answers with respect to attendance and capabilities.

Grading With Only Two Lumber Graders
UNION: This seems to be more frequent, and isn’t acceptable to the lumber graders. You should schedule for 3 guys to grade.
MANAGEMENT: We have no problem to do that if absences are scheduled for the week. But a day here or a day there, we will use 2 graders. Overtime is to be avoided except for night shift, when we will try to have 3 graders, even if by paying overtime.

Paying Proper Rates of Pay for Every Job
UNION: We have information that on occasion some workers get paid a higher rate of pay than the job rate is for the job they are doing. That is discriminatory, and it must stop. Not all workers have access to the higher rate of pay, since sometimes the rate of pay becomes the whim of the foreman. What is your policy on this?
MANAGEMENT: (Ian L.) If there is a specific circumstance, bring it to me, and I will investigate and deal with it. If a worker by rights should be doing a higher paying job, but we need him to do a lower paying job, it is our policy to pay the higher rate he/she is entitled to earn.
[NOTE: Tembec Corporate Office retains an outside firm, ClearView Strategic Partners Inc., to investigate whistle blower complaints on mis-use of company funds. Contact your job steward or senior management for details.]

Notice on Overtime Agreement and on Job Training Program
UNION: We put you on notice that we want to negotiate an Overtime Agreement.
MANAGEMENT: We will look at it, but don’t think it is necessary.
UNION: We put you on notice that we want to re-negotiate the Job Training Program to get rid of the tie-in between the spare job and the permanent job among other things.
MANAGEMENT: We agree, but for now, we must use the Job Training Program that is in effect.

Lunchrooms Update
UNION and MANAGEMENT: Jeff will get a list to Ian L. for some of the stuff on order. TV’s for both Planer and Mill lunchrooms have been bought. We have an annual $3000 in funds to maintain and improve our lunchrooms.
-Planer lunchroom: order a new microwave.
-Planerman’s room: order a small fridge.
-Planer office: buy another microwave.
-Log Yard lunchroom: need a fridge.
-Mill lunchroom: need two new microwaves.
-Rent Red Carpet coffeemakers for the lunchrooms (they are very low monthly cost.)

Hauling Hog
MANAGEMENT: We will have FRM drivers on site hauling hog and shavings for up to 90 days. As for stock piling hog, the piles will have to be according to plan with spaces in between piles, and piles reaching only limited heights.

Scales and Misc.
MANAGEMENT: Alberta officials are looking at a combined standard between BC and Alberta to scale the Alberta wood we are getting.
-Logging truck deliveries will commence next Monday, from 6 A.M. to 6 P.M.
-We have 1100 cubic metres of decked wood coming in.
-The mill will be running “redwood” around May 25 for about 2 weeks. This shouldn’t pose a problem for planer rough inventory since we have 13 million FBM inventory to be planed.
-We ran some pulp wood to make 400 new skids for the lumber yard and it went really well. We plan to do another run in the near future to make another 400 skids.

MEETING ADJOURNED 4:00 P.M.
Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405

· Next Meeting: not discussed.

Information of interest –

Job Stewards School will be held in Cranbrook on the weekend of May 29 and 30, 2010.
“New Job Stewards and all Committee members are asked to attend.”

INTERIOR BARGAINING BRIEFLY RESUMES WITH IFLRA IN KELOWNA

2010-05-09T13:09:00.002-06:00

The BC Interior Bargaining Committee commenced talks in Kelowna with the Interior Forest Labour Relations Association (IFLRA).

Sadly, even though the USW is fully prepared to address the significant bargaining issues that remain the subject of previous talks, the IFLRA is not willing to engage the union in discussions on their framework proposal.

Surprisingly, the IFLRA is now ignoring the long-standing and established process of addressing a framework to define the outstanding bargaining issues. The intent of the framework is to ensure that all the bargaining issues are addressed in the appropriate manner and for this reason, the BC Interior Bargaining Committee will postpone talks until later this month in order to allow the IFLRA enough time to formulate their position.

Bargaining with the IFLRA is scheduled to continue in Kelowna later in May.

Source: USW BARGAINING BULLETIN #33 - May 5, 2010

Tembec Provides Occupational Vision Plan

2010-05-02T13:29:00.005-06:00

As of March 2010, Tembec now belongs to the BC Association of Optometrist Occupational Vision Plan (OVP). This plan is an important benefit Tembec provides to you.

Tembec and the Optometrists will help you get safety eye protection you need. They will help you find the best eyewear for your line of work. OVP eye doctors can correctly fit protective eyewear to give you long term comfort and reliability. They provide leading eye-safety wear that meets Worksafe BC and CSA requirements.

3 easy Steps to Eye Safety

Request an OVP authorisation form your supervisor. Tembec will cover the costs as per the approved agreement.

1. In Elko have your form signed by Dave P. or Brad J. In Canal Flats have your form signed by Conrad R. or Jeff M.
2. Choose an optometrist from list below.
3. Make and appointment. If you already have a eyewear prescription bring it along.

Note: Tembec does not pay for your eye examination. (Currently the eye exam cost is around $80.)

The Forms are now here to enable all employees who wear prescription eyewear to access this OVP service.

Our Safety Coordinator, Rob M. has reviewed the selection available at Cranbrook Vision care and there are 23 frames available to choose from. They look like they are fairly modern design. There is a wrap around model available. Basically this is a safety glass with an insert that slips behind the safety glass and tucks in place .You would then have to look through two layers of safety glass which may be and issue.

A word of caution please be professional when you have contact with Optometrist companies they have no control over the selection but are a liaisons with the dispenser only out of Vancouver. They support the Occupational Vision Program but have no control over the program. Complaints about selection will be addressed by the company not them. Thankyou for this consideration.

We have three Optometrist outlets that support the program in the East Kootenay:

In Cranbrook - Drs. Robertson, Bednarczyk, & D. Demarchi, 1517 Baker St. (Tel. 250-426-4501)

In Kimberley - Dr. Chatten, 75 Deer Park Ave. (Tel. 250-427-2020)

In Fernie - Drs. Mann, Groeneweg & Vinge, 642 2ND Ave. (Tel. 250-423-4467)

"If you have any questions, contact your supervisor."

Union Management Meeting - March 31, 2010

2010-04-07T09:27:00.008-06:00

Union Committee Present: Jeff Bromley, Ron Fisher, Bryan Gaudet, Enzo Caccavo, Dave Tracey, Rick Boekestyn, Rueben Blackwater.
Management Present: Ian L, Brad J, Dave P, Roland K.

Meeting commenced at 2:30 P.M.

· Announcement of Plant Committee changes for 2010 to 2012 term and introduction of Reuben Blackwater as a new Plant Committee member.
· Thank you to everyone at the Elko site for raising over $3000 for the Rawson family.

OLD BUSINESS

Seniority List to Include New Hires
UNION: We want a “company” seniority list available for all to see to show the new hires start dates.
MANAGEMENT: OK. This seniority list will go to the supervisors and we can post it in both sawmill and planer offices.
UNION: The Local wants an updated list too, so we can work on our Union Seniority List.
MANAGEMENT: Hopefully we will have our seniority list out by the end of this week.

Road Grader
MANAGEMENT: It is here, and it’s a pretty big machine. We are checking it out mechanically.
Brad will make arrangements for our road grader contractor to commence training our guys.
UNION: Make sure your expectations of operating this machine are made clear to both the permanent and spare operators.
MANAGEMENT: Yes, except for snow or wet conditions, we expect a couple days on the grader per week “on average” is our plan.

NEW BUSINESS

Mill / Company Update and Operational Plans
MANAGEMENT: We have no change in our operations. We are running through the year and foresee no shutdowns. Should there be any shortage of rough inventory, we could see late July-early August with a day or so of planer downtime.
UNION: Even with the rising Canadian dollar, does that weaken our position?
MANAGEMENT: That is countered with a lack of volume on the market and high demand keeping our prices up.
UNION: We understand that the “Rig mat” we produce increases our mill profit. What about the mill stacker improvements to handle this product?
MANAGEMENT: Good idea.
UNION: Have you given any further thoughts to scheduled shutdowns during the high vacation periods?
MANAGEMENT: We have had limited discussions. We will need numbers to convince the company heads, since this will be solely a financial decision.

Foreman for Planer “A”
UNION: Continuous use of a relief supervisor on this shift is causing manning problems at the planer, especially among lumber graders. Although last year you let all the planer supervisors go, running a crew with relief supervisors doesn’t mean you eliminated the job.
MANAGEMENT: We have the planer foreman position up right now.
UNION: The use of relief supervisors at the planer only creates shortages in available lumber graders, since that’s the job you expect relief supervisors to have held.

Moulded Earplugs
UNION: We request you come forward with a policy to provide moulded earplugs to your workers.
MANAGEMENT: We will run it by Mel Jones (Canal’s G.M.), do an analysis, and get back to you.

Cabling Logs for increased inventory
MANAGEMENT: No we don’t cable logs anymore, and have got rid of the cables.
We keep low inventory to manage cash. Our target log inventory was 130,000 cubic meters, but is now 109,000 at peak inventory.
Fibre will be stock piled in the bush so we don’t have to pay fees on it, such as stumpage.
UNION: Is there no increase in log inventory in case of bush closures due to a hot summer?
MANAGEMENT: No there will be no inventory increase; it is a risk we have to manage.
MANAGEMENT: The scales will be going down for only 3 weeks, and the Letourneau is down on April 5 for 3 weeks.

Canal Flats has a Checker Grader – Elko doesn’t, Why?
MANAGEMENT: We understand they are moving away from using a Check Grader, but we will find out.
UNION: If the answer is Canal will use a Check Grader, will you post for one in Elko?
MANAGEMENT: We would have a discussion on it, but we still say the Check Grader is going away.MANAGEMENT: Dave P. is putting into place a program called “Quality by Design.” Quality checks and reports will be made at various stations, at the CLT, the Planer paper wrap, etc., to assure customers we are paying attention to quality.

Where was Consultation with Planer Workers on the New Chairs and Tables
MANAGEMENT: People could have had their say when this topic first came up.
UNION: No, people were not consulted and many at the Planer don’t like the soft covered benches and big tables taken away. The small tables leave little table area where we can keep our lunches off the floor.
MANAGEMENT: We understand most guys like the new tables and chairs.
UNION: To address keeping items off the floor, why not install wall hooks to hang stuff on.
MANAGEMENT: There is a fund to improve lunchrooms, etc which we can spend, but we should have one representative off of each crew to get employees suggestions as to what is needed, or wanted.
UNION: Now that lunchrooms are improved, how about the washrooms?
MANAGEMENT: Agreed. We are looking at it.
UNION: The suggestion for the women’s washroom at the Planer is two stalls, since sometimes all the women end up working on the same shift.

Student Letter
MANAGEMENT: Students start as casual workers sign this letter then will be required to sign it annually and provide proof of their student status.
UNION: Who will be responsible to administer this?
MANAGEMENT: Brad J. hires the casual workers. We want to implement this because of a couple of people were missed, and got their 30 days within 90 (became regular workers.) Doug Wood used to be with Brad on the Hiring Committee.
UNION: Rick and Jeff are also on that committee.
UNION: We will have to check with the Local Officers about signing authority on this letter.

Watchmen to Have Level One First Aid
MANAGEMENT: We want Elko Watchmen to have Level One First Aid.
UNION: We understand. We have always been above regulatory requirements in First Aid. But Level One only covers 5 or less workers, within a 20 minute drive to a hospital. What about when the chip trucks are on site on the weekend?
MANAGEMENT: If that’s a problem, we will have them wait at the gate, and enter one at a time.
UNION: What if a Watchman fails this course?
MANAGEMENT: You can’t fail this course. If there is an area that is not understood, then the worker goes over it again and again.
MANAGEMENT: We will talk to Rob MacPhee to make arrangements for the Level One course.

When will Planer Tilt Hoist be Fully Automated
MANAGEMENT: In consultation with other electricians and reviewing a similar set up at another mill, we feel it will be a couple of months or so. We will provide you with a definite date later.
UNION: In that case you should produce another letter advising of tech change, since your original letter was some time ago, and may be stale. Some workers may want the tech change buy-out.
MANAGEMENT: We will send out a letter to restate our intentions with the tilt hoist.
UNION: Speaking of tech change, what about installing the Auto-Grader, where is that project?
MANAGEMENT: There have been no discussions on this.
UNION: What about the upgrade of the bucksaw on the slasher deck?
MANAGEMENT: We are looking at it. But the tilt hoist is #1. Anything less than 6 months payback won’t be considered at this time.
UNION: How about the old kilns? The drying time there is supposed to be 58 hours, but some charges take up to 105 hours is how bad those kilns are.
MANAGEMENT: Kilns will be replaced in 3 years is the plan.

Kiln Maintenance Job Needs to be Posted
UNION: Dell R. used to do this job, now you have Ron O. doing it. This job should be posted.
MANAGEMENT: All people in this area have been doing a different job. Now we want more maintenance done, such as motor changes, cart work, door fixes, etc.
UNION: If there is a job there, we want it defined and posted.
MANAGEMENT: If we post it, we might get a Millwright or Planerman there.
UNION: Then you can fill in for the Planerman with Ron O.
MANAGEMENT: We will figure out some kind of posting for the work required.
UNION: With Dennis leaving, what are you doing to replace his Millwright position?
MANAGEMENT: We have posted for 2 Millwrights, and they are now short listed. Interviews will be coming up soon.

Bumping to Jobs on Cross Shift
UNION: This matter has been discussed to ensure everyone on the Plant Committee and Management understands that workers who do not hold a posted job should be given preference to higher rate of pay jobs (if those jobs are not being done by the spare or the regular posted operator.)

Smoke Problem from Burn Pile
MANAGEMENT: We were stocking pulp wood there for 1½ years, and we came to the point of running out of room. A guy came to grind this fibre for the hog burner, but the hog burner went down, and it didn’t need the hog. so we got stuck with a big pile, containing mixture of dry wood, wet wood, and even frozen wood and ice.
After the problems we experienced, we burned this past weekend and dampened it down on Sunday.
We won’t take promises from the Pulp Mill anymore on them taking our hog pile. Once it starts to build up, we will burn it.

Spare Jobs and Training Program
MANAGEMENT: Canal Flats is joining us in looking at the Job Training Program.
UNION: The main problem is tying the spare job to the permanent job. This must be eliminated.
MANAGEMENT: We understand. We don’t want a program to do training for no reason and want a program that will include “ease of managing.”
Roland will put something together for everyone to see and comment on.

Barko Crane
UNION: You should be specific in instructions to the operators of this machine to be gentle with it, and let them know its limitations.
MANAGEMENT: Agreed. We should have key people in there training, and have the new operators sit down with the mechanics to show what this machine does and is capable of.

Water Truck Postings (and Combo)
MANAGEMENT: We will be posting 2 temporary water truck positions.
But we don’t need 3 scalers all the time, just 2 scalers and a little more.
We will bring something to the Committee to see regarding creating a Combo job between the extra
scaling that needs to be done and running the water truck. We have an interested candidate.

Planer Crew Dinners
MANAGEMENT: Crew dinners at the Planer will not be held anymore as per instructions from Rounseville.
UNION: Will you ever get the Safety Reward Program back on the agenda?
MANAGEMENT: We don’t know. There is a safety seminar in Toronto this fall, and we will see what Lopez puts forward.

Kootenay ICE Tickets
MANAGEMENT: We will not do payroll deductions for these tickets. As things improve in the future, we may get back to doing some things like this, but not back to everything.

MEETING ADJOURNED 5:00 P.M.

Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405

Information of interest –

Annual Delegated Meeting for Local 1-405 will be held in Cranbrook on April 17, 2010. Elko has six delegates attending: Mike Calestagne, Rick Boekestyn, Bryan Gaudet, Jeramey Marsh, Al Liboiron, and Dave Tracey.
- “Union members who are not delegates are welcome to attend.”
Job Stewards School will be held in Cranbrook on the weekend of May 29 and 30, 2010.
- “New Job Stewards and Committee members are asked to attend.”

BC INTERIOR BARGAINING COMMITTEE PRESSES IFLRA ON USW PATTERN

2010-04-04T00:24:00.003-06:00

The BC Interior Bargaining Committee met with the Interior Forest Labour Relations Associations (IFLRA) again in Kelowna.

While the USW Committee is pressing the IFLRA on adopting the pattern determined in previous industry bargaining in the Northern Interior, the IFLRA is turning their backs on the union’s effort to present a level playing field agreement that will provide fair wages and working conditions. It is clear to the BC Interior Bargaining Committee that the IFLRA is in no hurry to conclude a reasonable and progressive Southern Interior Master Agreement.

The BC Interior Bargaining Committee believes the forest industry will turn around and is seeking a contract that gives our members the ability to share in that recovery.

Bargaining with the IFLRA is scheduled to continue in Kelowna next month.

Source: USW BARGAINING BULLETIN #32 - March 31, 2010

New Committees elected for 2010

2010-03-23T14:04:00.004-06:00

click on this link (below) to see the ELKO Committee List for 2010 to 2012

http://elkoecho.blogspot.com/2008/01/your-plant-committee-as-of-2006.html

ELKO MEMBERSHIP MEETING

2010-03-17T00:41:00.011-06:00

Meeting to Elect

When: Sunday, March 21, 2010
Time: 11:00 A.M.
Where: IN CRANBROOK at the USW Boardroom located at #201, 105 - 9th Ave.South

PURPOSE of meeting -
1. Nomination and ELECTION of the Plant Committee
2. Nomination and ELECTION of the Safety Committee Chairperson
3. Nomination and ELECTION of Delegates to Local 1-405 Annual Delegated Meeting
4. Submission and VOTING on Resolutions to Local 1-405 Annual Delegated Meeting
5. Other business as submitted by the membership

This meeting is the primary method for the union membership on the plant floor to control the activity and decisions of your union. Your participations is both encouraged and necessary. Be a good union member and support your fellow union members by coming out to this meeting.

All Elko union members are welcome and encouraged to attend.

USW WILL CONTINUE FACE-TO-FACE TALKS WITH IFLRA IN KELOWNA

2010-03-16T02:13:00.004-06:00

The BC Interior Bargaining Committee has completed three days of face-to-face bargaining with the Interior Forest Labour Relations Associations (IFLRA) in Kelowna.

The Canfor collective agreement — recently ratified by USW members in three Steelworkers local unions in both the northern and southern interior regions of BC — was proposed to the IFLRA this week as the solution to assist them with the expected recovery of the forest industry. The BC Interior Bargaining Committee intends use this ratified agreement as a template to craft a unique IFLRA agreement that will address the employer association’s issues and concerns in a fair and equitable manner.

The IFLRA represents a number of major southern interior companies such as Tolko Industries Limited, Tembec Inc., and Weyerhaeuser Canada Limited. United Steelworker members employed by these companies — and a number of other smaller southern interior enterprises — have been without a collective agreement since June 30, 2009.

Bargaining with the IFLRA is scheduled to continue in Kelowna over the next few weeks.

Source: USW BARGAINING BULLETIN #31 - March 12, 2010

STEELWORKERS RATIFY CANFOR AGREEMENT

2010-03-12T23:05:00.002-07:00

The BC Interior Bargaining Committee is pleased to announce that United Steelworkers members employed by Canfor in the BC Northern and Southern Interior regions have ratified a four-year collective agreement retroactive to June 30, 2009. Members in USW Locals 1-424, 1-417 and 1-405 voted in majority favour of the agreement that was reached on February 20, 2010.

The agreement provides union members with an unprecedented extension of seniority retention and improved severance in the event of a partial or permanent plant closure. It provides wage increases of 2 percent in years 3 and 4, protects the members' Long Term Disability Plan, and includes strong health and safety language. Improved life insurance and medical travel coverage are also part of the settlement as well as assistance for apprentices. The agreement also includes an innovative employee investment model linked to a direct payback schedule and potential profit sharing.

The BC Interior Bargaining Committee will utilize the Canfor agreement as the pattern agreement for negotiations with West Fraser and employer associations CONIFER and the IFLRA which represent employers in the northern and southern interiors, respectively.

The BC Bargaining Committee is currently meeting with the IFLRA in Kelowna.

Source: USW Bargaining Bulletin #30, March 10, 2010

Elko Planer Reduced to 2 Shifts Temporarily

2010-03-03T14:37:00.004-07:00

The Elko Planer will be reduced temporarily to two shifts, for a minimum of two weeks, from March 8 to March 19. The production night shift will be removed.

This is done because low production on the Fir/Larch run at the sawmill last week resulted in a decrease of Elko rough inventory, insufficient to sustain three production shifts at the planer.

The one shift reduction, for the two weeks, should allow inventory to be in good shape until the summer.

Union Management Meeting - February 25, 2010

2010-02-28T14:30:00.003-07:00

Union Committee Present: Doug Wood, Jeff Bromley, Ron Fisher, Bryan Gaudet, Don Wheaton, Dave Tracey, Rick Boekestyn.
Management Present: Ian L, Brad J, Roland K.

Meeting commenced at 2:40 P.M.

OLD BUSINESS
Skookumchuck Scaler
MANAGEMENT: Discussion surrounding this issue has resolved the matter with our scalers. They understand that seniority is the defining factor here.

New Stumpage System
MANAGEMENT: We are taking a “wait and see” approach and will work with government on this issue.

Road Grader
MANAGEMENT: The Parsons grader will be coming here around March 8. It is in good shape and bigger than what we had.
UNION: Will there be special training on this new machine?
MANAGEMENT: Yes, we will hire our grader contractor for about two days to help Daryl and the spare on this machine. This grader will have much more capability than the old machine. We will be sure to train grader operators on “when and when not to” grade depending on weather conditions.
UNION: Do you plan to improve the main access road?
MANAGEMENT: Most of our effort will first be put to improving working roads that are heavily traveled. We are going to install a manhole-culvert system to drain water at the planer area and the back-end.

NEW BUSINESS

Vehicle Right of Way in Elko Yard and on Roadway
UNION: There have been issues with right of way on our site.
MANAGEMENT: The main road and office gives right of way to any vehicle on it. Off of the main road, our mobile equipment has right of way.
This should be discussed further at our safety meeting.
We can talk about having trucks loaded in a better loading area that won’t conflict with traffic.
UNION: Can you cut a road on the way in behind the yard, on the old railway bed, so workers can drive in and avoid trucks being loaded, and mobile equipment entirely?
MANAGEMENT: We can take a look at it.

Mill / Company Update and Operational Plans
MANAGEMENT: The whole log chipper will be down for the last weeks of March.
-The turbo-generator will be shut down from early to mid-May. If it’s a minor repair, then two weeks should be enough time to do the job. If it’s major job, then we will restart it, and in about six months (Sept./Oct.) shut it down again and repair it after special ordering necessary parts. We will recommend the hog fuel be stored at Mardis during this downtime.
-Mill is running good, producing lots of wides. We will have to watch how much 2x12 we ship to Canal Flats since our percentage of wides reduces the amount of lumber available for the Elko planer. We may have to take a day or two downtime at the planer if a lot of wides are shipped out, or instead perhaps take a week or two of the planer on two shifts during the summer. This would help vacation requests, but we will see as it unfolds.
UNION: What about maintenance shutdowns during peak vacation periods during the summer?
MANAGEMENT: We will talk to Dennis about this. It does have some merit.
UNION: What about log inventories?
MANAGEMENT: It is good, at about 130,000 cubic metres. We want more white wood than red wood. We will deck a lot more logs in the bush for immediate delivery after spring break-up, although as usual, we might end up with only about one week of wood by end of break-up before we see deliveries.
-We will go to early hours at the scale next week (March 1st.) 3 A.M. to 3 P.M. Normal scale hours are 6 A.M. to 6 P.M.

Job Status on Watchman vacancy, and Grader Trainees (welders included in this discussion)
MANAGEMENT: Len J. is the new watchman, and Vince M. will be the spare, if he accepts.
UNION: What is the time frame for Steve to be signed off this job?
MANAGEMENT: Steve will be off March 22nd or so.
UNION: Are we posting Dustin’s job for a replacement welder?
MANAGEMENT: No, we are going to post for two millwright/welders, and keep Jay and Tony as spares.
UNION: You cannot post for combined trades. We will grieve this.
MANAGEMENT: With the reduction of trades people on site, we require more flexibility.
UNION: So in keeping our welders as only spares you are going to reward a long time worker like Jay by kicking him to the curb. That is definitely the wrong way to go! You must be aware you will see guys going to the mine. What will you do to encourage guys to stay working here?
MANAGEMENT: Jeff, let us have a discussion next week with you including Troy and Bob. We will put the posting for millwright/welder on hold until then.
Job Status on Watchman vacancy, and Grader Trainees (welders included in this discussion) cont’d.
UNION: We will need more grader spares as summer comes up and graders take vacations. What is the number of people you will commit to training per week?
MANAGEMENT: We will have two people available at one time per week for training.

Spares Who Drop Spare Job and Forced to Stay On
MANAGEMENT: Spares doing their job are competent to train their replacements. There should be no safety hazards by requiring these workers to remain on the job until the replacement is competent.
Workers are needed to run the mill.
We will always work with the individual involved if there are reasons based on merit that the worker needs to leave the spare job quicker.
UNION: What is happening with the Kiln Fork posting?
MANAGEMENT: Although we have 5 or 4 forks there, we want an extra fork operating so we can have someone to help load trucks after hours.

Powder in Gloves, What is it??
MANAGEMENT: Our supplier, LaytoPlast, informs us it is non-scented talcum powder. The amount varies from glove to glove.
UNION: Do you have the M.S.D.S. on this product?
MANAGEMENT: Under law, this is not required for talcum powder.
UNION: Brad, since you spoke with the supplier on this matter, can you provide a short write-up of this for the workers.
(NOTE: the M.S.D.S. requirement will be investigated further by the Plant Committee.)

New Company Seniority List showing recent New Hires
MANAGEMENT: You can use the Call Out List to see who has what seniority.
UNION: Some new workers were hired on the same date, how did you determine priority?
MANAGEMENT: We did a draw and all were placed in their respective seniority positions that way.
UNION: Will you be requiring more hires?
MANAGEMENT: Applications will be accepted. In March we will start testing again. We need casuals, and remember, employees kids come first for casual employment.
UNION: Manning lists for planer and sawmill should be available for both areas to view.
MANAGEMENT: A memo will be sent to supervisors to post the list for both areas in the foreman’s office. Additionally, weekly safety meeting minutes will need to be posted. (The planer does a better job on this compared to the mill.)

Workers Driving Through Elko Requested to Observe Speed Limit
UNION: Children and their pets may be on the roadway as some Elko Mill Workers speed through the town of Elko. We would like workers to remember this and drive safely through Elko. Can you help to get the message across?
MANAGEMENT: We will put out a memo via our Safety Talks on this matter.
MANAGEMENT: We will look at putting up signage about driving safely through Elko town.

Lunchrooms Refurbishments
UNION and MANAGEMENT: We need workers and weekend crews to keep the lunchrooms in clean order and not leave a mess. They are to be a place for workers to properly relax in, and take a break from their job.
UNION: What is the budget we have to allow workers to enjoy their lunchroom? And what items will you pay for in the lunchroom?
MANAGEMENT: The current “lunchroom enhancement” budget is $3000 for the entire plant. To help workers relax, it could include such things as fridges, microwaves, radios, TV, or Foosball if there is enough money to meet the request.
-Lunchrooms need to be treated with respect.
-For the planer lunchroom, as requested, we can leave a bench and old table in a corner.

MEETING ADJOURNED 4:25 P.M.

Notes to this meeting submitted by:
Ron Fisher
Secretary for the Elko Plant Committee
USW Local 1-405

__________________________________

Information of interest-
· 2nd Round for Vacation Scheduling deadline is March 12.

· Tentative date for Elko’s Sub-Local meeting is Sunday, March 21, 2010.
The business of this meeting will be:
§ Plant Committee Elections
§ Safety Committee Elections
§ Resolutions to the Annual Delegated Meeting
§ Election of Delegates to the Annual Delegated Meeting
§ Discussions on a new Spare Job Program
“You are the Union; please attend your Union meeting.”