Archived News Articles
Personnel Risk Assessment
Tuesday July 13, 2010In May of 2008 we filed a policy grievance challenging the personnel risk assessment (PRA) policy developed by Manitoba Hydro.
- the number of affected employees
- the extent of information gathered (including credit bureau checks)
- the discriminatory aspect of the requirement for persons born outside of
- the appeal process as opposed to the agreed to grievance/arbitration process contained in the collective agreement
- the discretion line management has to determine which positions are designated
- the lack of information contained in the policy about collection, storage and disclosure of the private information once it is obtained
- which criminal convictions could possibly trigger a “not clear” designation
- the policy’s application to existing employees who may be occupying a position requiring a PRA
In response to the grievance and arguments put forward by your
Arbitrator Graham recently issued his Order on June 30, 2010 deeming the revised policy to be reasonable. This means there are certain positions within the IBEW jurisdiction which may require a personnel risk assessment. The
1. Whether the position actually requires a personnel risk assessment; and
2. Whether once required, a finding of “not clear” is reasonable.
Your
Lauris Kleven, Business Manager
ELECTION RESULTS
Friday June 25, 2010The Local Union election ballots were counted June 24, 2010. Out of 2,724 eligible voters, 683 ballots were received, Twenty-one of those ballots were deemed ineligible (twenty envelopes had no return name or address and one envelope did not contain a ballot). 662 ballots were counted, with the results as follows:
President:
B. Apperley 301
M. MacKinnon 354
(There were no votes for President on 7 ballots)
Business Manager:
H. Doerksen 158
L. Kleven 231
M. Velie 270
(There were no votes for Business Manager on 2 ballots and 1 ballot was spoiled)
Interlake Area Rep.:
S. Pruden 201
G. Roesler 428
(There were no votes for Interlake Area Rep. on 33 ballots)
Job Salary Review
Wednesday June 9, 2010Job Salary Review
Monday May 10, 2010The second stage of the job salary review has commenced. A committee consisting of three senior management representatives from Manitoba Hydro and three representatives from IBEW has been formed. The intent of the review is for the parties to perform a job matching process between IBEW jobs at
As a committee, our first step is to ensure that all job descriptions currently in place are an accurate reflection of the duties associated with the position. To help facilitate this, we are soliciting member participation. Members who wish to be part of this process are encouraged to forward their name and classification by email into the Local Union office by May 14, 2010. We will select a number of members from each classification and notify them by email with the appropriate details and protocol that will be required.
Once the process of ensuring that job descriptions accurately reflect the duties associated with each position is completed, the process of matching against relevant comparators will begin. Members will be updated with the progress of the process through the website and monthly unit meetings.
Member contribution in this review is vital to its success and we encourage members to put their names forward to participate.
Manitoba Hydro Lineman's Rodeo
Monday April 26, 201010th Annual - June 10 2010
Lineman’s Rodeo
25 Journeyman teams
25 Individual Apprentices
Trophies & Prizes
Require Judges and helpers
Call Karla Flaten: 360-5788
Registration Deadline April 30/10
Top two Journeyman teams
Top two Apprentices
Will go to
Collective Agreement
Wednesday April 21, 2010The new IBEW collective agreement for the period May 28, 2009 to December 31, 2011 has been finalized and is now posted on the Collective Agreements MPower site.
Collective Agreement
Friday April 9, 2010There were some minor changes that held up the printing of the collective agreement. One of these changes is that I requested the Salary Review wording be included in the collective agreement, and I have achieved this. The collective agreement has gone to the printers and we are expecting them back shortly and we will begin shipping them out as soon as feasible. In the meantime, it is expected that the contract will be available on MPower by April 20th, for your viewing pleasure.
Lauris Kleven
Salary Review Update
Tuesday March 9, 2010During the 2009 round of negotiations, the Corporation committed to conduct a compensation review of all classifications within the IBEW jurisdiction. Such a review was to commence immediately following ratification of the collective agreement.
The IBEW has been advised by the Corporation that the first item that will be changing as part of the corporation’s review is to change all salary admin practices from 4.4% to 5%. This will be fully implemented by April 1, 2010 and will be retroactive to December 24, 2009. It applies to lead hand rates of pay, promotional increases, and duals.
With regards to reviewing classifications within the IBEW jurisdiction, the Corporation has advised us that they are putting together a plan of action relating to the review.
I have reminded the Corporation that the review is to be completed by the end of November 2010 and any adjustments resulting from the review will be retroactive to January 2010. The Corporation has acknowledged that they are aware of the timelines and the signed commitment they made to the IBEW.
As further information becomes available we will continue to update the web site and the membership through the monthly unit meetings.
Lauris Kleven, Business Manager Local 2034
Safe Working Procedures
Friday February 26, 2010IBEW 2034 recognizes the value of establishing a collaborative relationship to foster a safer and more healthful workplace. We feel that the more information, guidance, and access to training resources that can be provided, will help protect the employees health and safety, particularly in reducing and preventing exposure to accidents.
For more information about SWP you can visit the Corporate Safety & Health website or contact your Field Safety Officer.
On behalf of Local 2034, sincerely,
PRA Arbitration Hearings
Thursday January 28, 2010We have released dates that were scheduled for February and March as we have made progress in getting some resolve on PRA's. We have not withdrawn the grievance, it is on hold. If we cannot agree or resolve further issues we will schedule dates and resume the hearings. We will continue to work towards a process that will be acceptable to the IBEW.
Pensions
Tuesday December 15, 2009SUPERANNUATION & INSURANCE LIAISON COMMITTEE
ANNUAL MEETING
The annual meeting of the SILC was held December 10, 2009.
* Sandy Boyd, President of CEP was elected Vice Chair for the new term.
* Motion to pursue method of disbursement of surplus insurance money should the plan
be in a surplus position in the future.
* Legislation will be introduced to increase pension contributions 1/2 % over the next 4 years. This will be both parties. (Employer/employee)
The Chairman will call the next meeting, this is expected to be in March of 2010. Below is a link to the Civil Service Superannuation Board website. This site contains information on the investments, publications and other Frequently Asked Questions.
http://www.cssb.mb.ca/online_services.shtml
CONTRIBUTION INCREASE
Please note that effective January 7, 2010 there will be a pension contribution increase for both employees and employers participating in the Winnipeg Civic Employees’ Benefits Program.
The specific details are as follows:
§ The Board of Trustees of Winnipeg Civic Employees’ Benefits Program (WCEBP) announced a contribution rate increase to an average rate of 8% effective Jan. 7th, 2010.
§ Employer contributions will increase from 1.3% to 3.5% effective the same date
§ Employee contributions will increase from 6.5% to 7.6% up to the YMPE and from 7.5% to 9.4% for earnings in excess of the YMPE
Pension Update
Thursday December 3, 2009On October 8, 2009, amendments to the Civil Service Superannuation Act received Royal Ascent.
Now that the Civil Service Superannuation Act is amended, employees of Manitoba Hydro may move forward in establishing the negotiated Enhanced Hydro Benefit Plan (EHBP).
Background
In June, 2006, IBEW negotiated 0.5% benefit money to be put in a supplemental pension plan. This was done as a way to increase pension benefits as changes to the Superannuation Plan could not be easily done.
Developing an Enhanced Hydro Benefit Plan was no small task. First and foremost, the Civil Service Superannuation act needed to be amended by the Legislative Assembly of Manitoba. As noted above, this was finally accomplished and has received Royal Ascent.
During this period, both Manitoba Hydro and IBEW lobbied the government to pass Bill 8. Although it took a few years to finally pass, this time was put to good use. Developing a pension plan is complex, and a team was put together (Pension Advisory Group) with representatives from each bargaining unit, Manitoba Hydro, and an actuarial firm to ensure any plan developed would be viable.
Manitoba Hydro followed through in their commitment and monies were put aside earning interest awaiting the passing of legislation and a plan to be developed. This money has grown to approximately 6 million dollars.
Several different options were looked at and costed. The Pension Advisory Group decided the best use of the pension monies would be to improve the pension formula when calculating pensionable earnings. The calculation will be improved by considering 1.7% of pensionable earnings up to the YMPE (Yearly Maximum Pensionable Earnings). This is an improvement of 0.1% (was 1.6%) and the plan design was deemed viable by the actuary.
Pension benefits are calculated by a formula which is YMPE (currently at approx 46,000) X 1.7 % plus 2 % average of earnings above YMPE.
The improvement will be retroactive to all employees who have retired since June 1, 2006. This will not be a large value as pensions, by nature, increase in value with time.
The new EHBP will also provide the flexibility to further enhance pension payouts by using any surplus money gained by interest or investments. This flexibility was just not possible with the Superannuation Plan. Of course the EHBP can also be improved by negotiating additional benefit money or an increase in contributions.
The next step of the process is to submit the recommended plan to the legal counsel for the Province who will finalize the form of Regulation in a manner consistent with provincial regulation. Then the Regulation will be submitted to the Lieutenant Governor for approval. This process is already in progress.
The EHBP is close to completion. Soon a staff bulletin will be sent out to all employees explaining the EHBP.
Regular updates as information becomes available, concerning the pension will be posted on the website of local 2034. Please feel free to e-mail any questions you may have. Questions and answers will also be posted.
Terry Tabak
IBEW Pension Representative
Tribute to Electrical Workers
Wednesday November 4, 2009All are invited to attend the unveiling celebration of the tribute to electrical workers at:
Background Check Update
Tuesday September 29, 2009
IBEW 2034 has obtained an Order from the arbitrator prohibiting the Corporation from requesting any background checks on IBEW members until the Final Arbitration Award is issued. We have continuing dates into February 2010.
As an IBEW member if you are asked to complete a background check form, you have the right to refuse. If you have any questions please contact the Union Office.
Addition of Negotiations Tabular
Wednesday September 23, 2009In order to keep our members informed with information pertaining to negotiations we have added a NEGOTIATIONS tabular. Here you will find information regarding strike preparation, frequently asked questions and pertinent information as it applies to a work stoppage in the event this does occur.
Personnel Risk Assessments Update
Friday September 18, 2009Negotiation Update
Thursday September 17, 2009The
As you may be aware all ballots have been mailed out and we will be counting the ballots on September 30th. Strike preparation is 90% completed. Packages have been prepared for the picket captains and will be going out shortly. With your strong support the negotiating committee will be able to achieve a fair and reasonable contract for you the members. Please check the web site for updates as you are able to, as it is the best tool for reaching everyone across this province.
Starting September 22nd we will post information on the web in regard to strike preparation, frequently asked questions and pertinent information as it applies to a work stoppage in the event this does occur. Becoming an informed member gives you strength and solidarity and takes away the fear of the unknown.
In Solidarity,
Your Negotiating Team at 2034
From Wpg Sun 2009/09/10
Friday September 11, 2009Employers to deliver modest raises in 2010: survey
By
THE CANADIAN PRESSLast Updated:
1Oth September 2009, 2:01pmCanadians hoping to get a big boost
in their paycheques next year may be somewhat disappointed, a survey of employers by Hewitt Associates suggests.The human resources consulting firm said the average salary increase
is projected to be 2.8% nationally in 2010, an increase from 2.2o/o in 2009, when many companies made major cuts to their salary budgets.Some provinces will
fare better than others, the firm suggested The survey found that businesses in Manitoba project an average increase of 3.2o/o, while firms in Alberta expected a 3% boost.On the lower end was Ontario which is projected al a
2.6o/o increase, while British Columbia is expecting a 2.7o/o increase. Both provinces have been impacted by underperforming manufacturing and forestry sectors.Jeff Vathje, Hewitt's Calgary-based national compensation leader,
said the results showed a feeling of guarded optimism among Canadian employers."Half
of the respondents indicated that they reduced their 2009 salary increase budgets due to economic conditions, but will increase them in the coming year due to the more favourable outlook," he said."Others are budgeting for higher increases because they expect strong company performance
in 2010, while 7olo are doing so because they realize their pay levels are below market."The survey
was conducted in June and July with 387 companies across the country who represent more than 710,000 employees.Copyright
@ 2009 Winnipeg Sun All Rights Reservedhttp
://www.winnipegsun.com/mo ney I 2009 I 09 I I 0 I I 0821666.html 9nU2009From CBC News 2009/09/10
Friday September 11, 2009Hydro workers threaten to strike
Last Updated: Thursday, September 10, 2009 | 4:40 PM CT
CBC News
Thousands of Manitoba Hydro workers could be headed for the picket lines in what could be the utility's first strike in history.
The three unions representing some 4,600 hydro workers say a strike could happen by the end of the month.
"Oh, we're very serious," said Lauris Kleven, business manager with the International Brotherhood of Electrical Workers, which represents about 3,000 workers.
Another 1,300 workers are represented by the Canadian Union of Public Employees and 300 by the Communications, Energy and Paperworkers Union of Canada.
Contracts between Hydro and all three unions have expired. The agreement with the IBEW expired in April.
Kleven said negotiations have reached an impasse, primarily over salaries.
"We take pride in our work and we feel that we're deserving a fair salary increase at this point," Kleven said.
Other Crown workers given more
He said Hydro's current wage offer isn't fair when compared to other Crown corporations. The utility is offering a two per cent increase in the first year and essentially no increase in the second year, Kleven said.
In comparison, Manitoba Public Insurance just settled a four-year year deal with its workers that will pay a 2.9 per cent increase in each of those years, Kleven said.
A Hydro spokesperson said the utility is still hoping to resolve the dispute and avoid a strike, which would include electrical workers, truck drivers, transmission techs, clerical and customer service workers.
In an e-mail to CBC News, Glenn Schneider of Hydro said the following:
- Negotiations with Hydro unions are continuing and Hydro is not prepared to discuss details
- Strikes are always a possibility when negotiating a new contract
- We are making plans to do what we can to maintain service if a strike were to occur
- We continue to talk and expect to be able to reach an agreement
Ballots have been mailed to the workers this week, asking them to choose to accept the utility's current offer or provide the unions with a strike mandate.
Negotiation Update
Thursday September 3, 2009The negotiation survey was sent out to the membership in the summer of 2008, and the data was compiled.
We served notice on January 30, 2009 that we would like to enter into collective bargaining. As previously noted on this web site, we started negotiating February 18, 2009 to exchange proposals.
Our proposal is a two year agreement stating:
· 8 % General Wage Increase in Year One
· 8 % General Wage Increase in Year Two
We also had benefit and other improvements to the collective agreement in this proposal.
Talks had progressed fairly well until April 2009, when Manitoba Hydro could not provide a financial mandate. We did everything legally and professionally possible, including filing an Unfair Labour Practice in order to force Manitoba Hydro to deliver a financial mandate. The Unfair Labour Practice resulted in an offer being presented to the
Conciliation had been requested in anticipation of this offer not meeting the membership needs. Discussions were held starting September 01 and concluded into the evening of September 02, 2009. These meetings did not result in any positive changes to their original position.
Manitoba Hydro proposed a four year contract with the following:
· 2% General Wage Increase in Year One with the following note:
In year one, they would make special adjustments to wage rates of classifications affected by significant market disparity. Those classifications effected or not effected are to be determined.
· 0% General Wage Increase in Year Two. However, they offered the following benefit improvements:
· Increase Health Spending Account for active
employees from $350 to $550
· Increase Vision Care from $175 to $400
· Increase Dental maximum coverage from $1500 to
$1750
· Remove the Prescription Drug deductible of $20
· Establish annual Chiropractic coverage of $350 per
person
· Establish annual Massage Therapy coverage of
$350 per person
The value of this to the IBEW membership is slightly
above .75% of the IBEW payroll.
· COLA General Wage Increase is offered in Year Three and Four to a maximum of 2% plus 0.50%. This will be based on a Manitoba CPI average in calendar year 2010 and 2011 respectively. Lets us explain their theory:
As an example if COLA is -0.5%, in year three, then all you would receive is 0.50%. If COLA is 1% in year four, then you would receive is 1.50%. If the sky’s opened in either of these years and COLA based on the Manitoba Average was say 3%, the maximum you would receive is 2.5%.
We will update the membership at the Unit meetings starting September 8, 2009. Representatives will be at the meetings to provide answers to questions you may have. We will share our proposal as presented to the company in February, on the first day of collective bargaining.
We have asked the company to send over their offer so we can send out the ballot for the membership to place their X. No further dates have been confirmed to bargain, although the conciliation officer can bring us together if further offers are to be presented.
In Solidarity,
IBEW Local 2034 Negotiating Team
Negotiation Update
Wednesday August 19, 2009Transmission Line News
Wednesday August 19, 2009We are pleased and proud to announce that Interlake Powerline Constructors have signed their first Collective Agreement for Transmission Line Construction with IBEW 2034. Interlake was awarded the tender for the re-routing of the 500 kV line D602F around the proposed Riel Site. Please join us in welcoming our new members into the IBEW.
Negotiation Update
Thursday July 23, 2009
We concluded our presentation late in to the day at the Labour Board Hearing that took place on Tuesday, July 21. The company argued they were confident they could provide a mandate to the IBEW by the beginning of September, in fact they stated this several times during the hearing. After all the evidence and closing arguments had concluded, the Board Chair recommended that the two parties try once again to reach a mutually agreeable resolution to the matter. As such, the Corporation will provide a “comprehensive financial package” for the union to consider by no later than Friday August 28, 2009.
With that, the hearing has been adjourned sine die. This means that the Board is still seized to rule on the evidence and arguments presented at the hearing, should a ruling be necessary. If the Corporation fails to provide a comprehensive financial package by that date, the Board will rule on IBEW’s complaint and make any such order's) as it sees fit.
Negotiation Update
Thursday July 16, 2009We are proceeding at the Labour Board as scheduled on July 21st.
We did meet with Manitoba Hydro on July 15th and they still have no mandate or knowledge of what that mandate may be.
Negotiation Update
Friday July 10, 2009Manitoba Hydro has advised they have new information to share with the
Negotiation Update
Friday July 3, 2009We have had some inquiries as to what is the next step in the bargaining process. When we receive a mandate, we then have to complete the bargaining process, and obtain an offer for the general membership to vote on. No dates are scheduled as no mandate has been received.
Under the Labour Act section 63 it states how the parties can proceed.
63(1) Where a party to a collective agreement has given notice under section 61 or subsection 83(3) to the other party to the collective agreement the parties shall, without delay, but in any case within 10 clear days after the notice was given or such further time as the parties may agree on, meet and commence, or cause authorized representatives on their behalf to meet and commence, to bargain collectively in good faith and make every reasonable effort to conclude a renewal or revision of the collective agreement or a new collective agreement.
I have requested conciliation as per section 67(1) of the Labour Act in order to conclude a collective agreement.
We have not received any change in regard to a mandate being shared. The Labour Board has released the Government from the hearing as of July 02, 2009, citing the board is satisfied that the
We continue to do everything possible to obtain a mandate, and get a fair and reasonable offer for the membership to ratify.
Negotiation Update
Friday June 19, 2009We have received a reply from the Labour Board in regard to our alleged unfair labour practice and the hearing date is scheduled for July 10, 2009. Peter Sheppit has been appointed as our conciliator; he has been involved in past negotiations between IBEW and Hydro as a conciliation officer.
Hopefully this unfair labour practice and the appointment of the conciliator will help us to get the mandate.
Competency Based Recruitment
Tuesday June 16, 2009We recently completed the final step in the grievance procedure before proceeding to arbitration. The decision at Step III of the Chairperson hearing the grievance was to discontinue the use of Competency Based Recruitment for all positions in the IBEW jurisdiction that are pay grade 23 and below.
We had fought hard against competencies being used as a selection criteria when there was no where in our collective agreement that allowed for it. Fortunately many job selections that were challenged helped us to obtain this ruling.
Although this is great news it does not go far enough. As such I have requested arbitration dates to be secured so we can proceed further on the use of competencies in job selection for pay grade 24 and above job classifications. This partial victory will come into effect July 1, 2009.
We will continue to push for job selection being awarded based on the language in our collective agreement. The arbitrator has been selected and we hope to have this hearing held by fall. Updates will be provided as closure comes to this arbitration hearing.
Negotiation Update
Wednesday June 10, 2009We started bargaining in February of this year. Notice was served as per the collective agreement and we used the full 120 days as per article A3.2. I updated you, the members, as to when we were meeting and as to how talks were progressing. As of April we were down to issues that were associated with mandate dollars.
As other dates were scheduled to discuss remaining issues, with no mandate from the government, Manitoba Hydro chose to cancel proposed dates. We pushed to continue to bargain and on May 27th, they met us in the afternoon and then again on the morning of the 28th. There are a few remaining issues that are non monetary, but there are six remaining issues that would be tied to money.
The lack of mandate dollars has caused the talks to stall. I have done everything legally possible to push to get the mandate, including filing an unfair labour practice at the Manitoba Labour Board. I am asking that all members take the time to contact their MLA, and as such I have constructed a form letter you can use. The link to government has been put on the Web site for ease to contact your respective MLA.
When we do have an offer to present, with that offer, we will share what we asked for on behalf of the membership. Until then we will be professional and bargain in good faith. We cannot release details as issues may be removed or change. At the start of collective bargaining it was agreed not to share detailed information until completed.
I appreciate the excellent job that the executive board has done. They have remained focused and united on achieving the best possible collective agreement for the entire membership. With them, I am committed to getting this job accomplished.
Lauris H. Kleven
Business Manager
Letter For Your MLA
Wednesday June 10, 2009Contact your MLA by phone or email and advise them of how disappointed you are at not receiving the mandate from government. Their contact information is available from the link below:
http://www.gov.mb.ca/legislature/members/constituency.html
I'm writing you today to raise concerns with the lack of progress my union, IBEW Local 2034 is making at the bargaining table because government will not share their proposed monetary package.
I'm a proud worker of
I would like to know why there is a hold up and what you can do about it as my elected representative.
Thank you.
Negotiation Update
Monday June 8, 2009Negotiation Update
Thursday June 4, 2009Collective Bargaining discussions that were scheduled to take place June 4th have been cancelled by the Corporation, as they do not have a mandate at this time to present. They have advised us that "senior management at Manitoba Hydro is doing everything that is reasonable in order to obtain a mandate from government."
The difference now is that our Collective Agreement has expired and they have cancelled yet again, the meeting to share the mandate. The membership has been patient and we thank you for that. The time has now come to show how serious you are about a salary increase that is deserving of the dedicated IBEW members of local 2034.
We have asked the company for their final position on their offer, and if they do not have any money to offer, IBEW is requesting that the Manitoba Hydro Negotiation Committee send over the offer indicating that and we will let the membership decide. We are awaiting a reply.
Negotiation Update
Thursday May 28, 2009We met with Manitoba Hydro on May 27 & 28. Those talks were very positive. We are expecting a mandate next week when the entire Executive Board meets again with Hydro on June 4th.
Negotiation Update
Friday May 22, 2009The IBEW has requested to meet with the Corporation's bargaining team. We still have no notification of mandate being presented, we are though meeting on May 27, 2009.
Negotiation Update
Tuesday May 12, 2009The Corporation has cancelled meetings that were scheduled to begin on May 13, 2009, due to the lack of mandate from the government. It is disappointing that when talks have been very positive, how a lack of mandate dollars could conclude discussions so abruptly. We will continue to follow the process of collective bargaining in good faith, and update the membership as developments occur.
Manitoba Hydro Enhanced Benefit Plan
Wednesday April 29, 2009The Hon. Mr. Sellinger, today introduced Bill No.8, The Civil Service Superannuation Amendment Act (Enhanced Manitoba Hydro Employee Benefits and Other Amendments) in the Legislature. These amendments to the Civil Service Superannuation Act which would modernize the act that covers approximately 30,000 public servants and 14,800 pensioners.
The Hon. Mr. Sellinger noted that one of the proposed amendments to the act is that this will enable the lieutenant-governor in council to establish by regulation, enhanced benefits for eligible Manitoba Hydro employees, as provided for in the 2006 collective bargaining agreement between Manitoba Hydro and its union.
Negotiation Update
Thursday April 9, 2009The Corporation has revised that mandate will now be presented to the Unions in May.
Negotiations Update - April 2, 2009
Thursday April 2, 2009Discussion are going well. The dollar mandate is expected around mid April. Until the mandate is received no further dates are scheduled for us to meet at this time.
Negotiation Update March 26, 2009
Thursday March 26, 2009We met and clarified intent and understanding on the issues we are bargaining on. We are working on language to exchange when we meet on our next scheduled dates of April 1st and 2nd.
Negotiation Update March 19, 2009
Friday March 20, 2009We met with Management on February 18th and 19th to introduce ourselves to each other, clarify the process, set ground rules and exchange proposals of the issues we face at this round of collective bargaining. Our proposal presented to the company included membership survey results. On March 10 and 11, we clarified positions asked for costing on certain items and presented language that the company had requested. Next meeting dates scheduled are March 24, 25 and April 1 and 2nd.
These negotiations are traditional bargaining as opposed to the previous interest based bargaining. To achieve this there are five from each side negotiating at the table. Your entire Executive board is involved in the process. The teams are;
Matthew Levitt, Bruce
IBEW 2034:
Lauris Kleven, Terry Tabak, Mike Velie, Bruce Apperley and Kim Gibson
We will be updating the web page after each round of bargaining.
ELECTRICAL CONSTRUCTION DEPARTMENT LOC
Thursday March 19, 2009In reference to the Letter of Concurrence for attraction and retention in Electrical Construction, this is the Corporations right to manage business as in article A2.1.
The process is such that Manitoba Hydro presents their proposal to the union; it is reviewed, and then tabled for Executive Board. If accepted by the Board, it is to be ratified by the membership at their respective unit meetings. By attending their unit meeting any member can vote to accept or reject that Letter. In other words the membership has the opportunity to voice their support, concerns etc. All letters of Concurrence, or of Understanding, Memorandums of Agreement go out to the Stewards once voted on by the Board. This has and always will be the way business is conducted by your union. In some instances there are committees struck to work on solutions.
The
The few emails into the office has suggested that we knew this a year ago, and that we have been hiding it from the membership. Please read the excerpts for the minutes below.
In the September Executive Board Minutes it stated:
The President will be establishing a committee to explore options on relieving the staff shortages in some areas of the Corporation.
In the October Executive Board Minutes it stated:
UNFINISHED BUSINESS:
The President has established a committee to explore options with the Corporation on relieving the staff shortages in Electrical Construction. This committee will meet with the Corporation on Monday, October 27, 2008.
In the November Executive Board Minutes it stated:
UNFINISHED BUSINESS:
The committee dealing with staffing issues in Electrical Construction has met with the Corporation, and a number of solutions were discussed. We are waiting to see what Hydro wishes to implement.
The Corporation approached us with a draft LOC this month to present to the Executive Board for their consideration. We do not release letters until they have gone through the Board and have been approved. Then they are voted on at unit meetings. When passed, then the signed copies are sent out. This LOC covers seven classifications in Electrical Construction and has to do with them moving a paygrade for attraction and retention purposes. It is on a trial basis, as if it does not achieve what is desired, the employer can cancel this LOC by providing notice to the
Town of Snow Lake
Tuesday March 10, 2009- 3 year contract
- increased shift premium
- increased bank time provisions
- increased on call remuneration
- increased special vacation allowances
- increased vision care
- increased prescription safety eyewear coverage
- full replacement for damaged prescription safety eyewear if damaged at work
- 2.5% wage increase for each year of the new Collective Agreement
- No Concessions
IBEW Local 2034 reaches new Collective Agreement with Town of Snow Lake
Highlights of the new Collective Agreement;
For those of you who do not know it was announced during the negotiations that the only mine currently in operation in the Snow Lake area will be closing in May, therefore negotiations for this new collective agreement became a big issue for the Town Council of Snow lake and for the negotiation committee representing IBEW. The IBEW negotiation committee understood that after this announcement we would have to take a hard line approach to our negotiations and see if we could reach an amicable settlement for our membership as well as for the Town citizenship who will be facing tough economic times in the near future if the mine does not re-open in the next few years. Based on those facts we feel that both the membership and the community of Snow Lake were well served by the end result of this negotiation process. On behalf of the membership we would like to thank Mr. Peter Roberts (negotiation committee member IBEW) & Michael MacKinnon (IBEW Staff Representative)and Business Manager, Lauris Kleven for their hard work and diligence on seeing this negotiation process through to this eventual settlement which will benefit our membership during the duration of this contract.
Local Union Bylaws
Thursday January 22, 2009To the members of IBEW 2034:
Recently, there have been some questions asked in regard to new Bylaw changes. Specifically, changes to Executive Board salaries and office salaries have been targeted.
IBEW 2034 was directed with changing the appearance of our Bylaws to match a pattern designed by the International office. As the President position was vacant at the time, the International delegated a 2034 staff member to the task. The Bylaw patterns were then reviewed so only one submission would be required to the International office.
A committee was struck to review the Bylaws, which included salary increases for the Executive Board, as well as removing the bank time provisions afforded to the office staff and adjusting their salaries accordingly. These recommendations were incorporated into the Bylaws and presented to the Board in December of 2008. The Board then approved the changes as recommended by the committee.
By-Law Changes
Friday January 9, 2009
I would like to clear up some misconceptions and clarify any concerns that may be out there in regards to the By-Law changes.
The By-Law changes were voted by the Executive Board and were to be sent out to the membership. These are to be read at the next unit meeting, and voted on the second. A copy was sent to our Office Manager to be sent out. Unfortunately she was sent an earlier copy of the minutes that did not include all the changes, or show the changes. This was done in error.
This was not the By-Law change document that the Executive Board voted on. The intent and proper way to send this document out is to show the changes. The International instructed our Local to change the format and follow their Pattern By-Laws. Each change shows up on the track changes for the membership to see. Because of formatting and small wording changes, there are many changes. Each change, no matter how small needs to be visible to the membership.
I apologize for any inconvenience this error has created. Please feel free to contact me if you have any questions or clarification.
Terry Tabak
Assistant Business Manager
Pension Update
Thursday August 7, 2008PENSION UPDATE
Everyone is aware that part of the 2006-09 collective agreement includes a pension enhancement. The intention of this benefit is to increase the level of pension which will be paid upon retirement. The monies used to fund the enhanced benefit currently consist of only employer contributions. These contributions have been derived from the 2006 mandated allotment to benefit improvements for Manitoba Hydro employees. The level of contributions into the Enhanced Hydro Benefit Plan was set at 0.3% of payroll for 2007 and has been increased to 0.5% of payroll for 2008. It will remain at the 0.5% level until further employer or employee contributions are negotiated.
The monies are being contributed and growth is being applied to the contributions as we approach a finalized enhancement to the core plan which will be paid from this account. Also, employer contributions are being made into what is known as the Manitoba Hydro Pension Fund. Both the MHPF and the Enhanced Benefit Fund are invested by the money managers at the Superannuation Board. The MHPF is responsible for paying the employer portion of any retired employee’s pension, who is enrolled in the Superannuation Plan. Contributions and payments within this account are also occurring as per the agreement. This subtle difference from previous requirements has the effect of fully funding the pension liability for Manitoba Hydro employees who are members of the Superannuation Plan. This is currently not true for the majority of the Superannuation Plan members.
We have been working on an enhancement at the Manitoba Hydro Pension Advisory Group and are now having the actuary prepare a supporting document that will be presented to the Superannuation Board and the Government. There is a requirement for the Government to enact enabling legislation which allows the enhanced pension to become available for Manitoba Hydro employees. It is expected that this legislation will become enacted in a timely manner and that the other points from the Agreement in Principle outlining how Manitoba Hydro can create and fund the enhancement will also be accomplished.
Credited service will be recognized from June 2006. Monies contributed on behalf of any employee will be accounted for and used for their enhancement upon retirement.
Customer Service Reorg
Wednesday July 30, 2008CUSTOMER SERVICE REORG
In March of 2008 an announcement was made by Brent Reed, the Division Manager of Customer Service Operations, that effective May 1, 2008, CSO would be beginning to phase in changes to the current District reporting structures.
This announcement came after a review of a pilot project in Lac Du Bonnet, where this structure was put in place a year earlier. After reviewing the success of the project, Line Management was ready to implement the structure change to the rest of the rural Districts.
With any change, the initial reaction is one of anxiety. How will this affect me? Will I lose my position? Will I have to move? All of these concerns are real. To help deal with the concerns, a team was set up to communicate the information to all effected staff. The intent of these meetings was to communicate the new structure, and how it was going to work. These meetings also allowed the employees an opportunity to ask questions in an open forum.
To further keep the lines of communication open, a newsletter was developed to inform employees of recent updates, as well as announcing “What’s Coming Up!”
A FAQ section was also implemented. The questions were the same ones staff conveyed at the re-organizational meetings. The intention here is to answer the questions, and everyone involved can see the answers to those questions they may have wanted to ask.
Recently an Expression of Interest has been posted to seek out interest in; The ADS position, Senior Planner and Estimator Planners. These were posted to gauge the interest in each of the positions.
The corporation has met with IBEW to discuss the process, and to ensure the changes do not conflict with the Collective Agreement. All changes were also discussed to insure the IBEW was aware of the situation, and could answer questions or concerns our members might have.
At this time I would like to reiterate that no one will lose their position or have to move.
Manitoba Hydro realizes that not every employee would like the opportunity to work on pricing, work orders or become an Assistant Supervisor. However, if you are not familiar with the position, IBEW encourages you to review the Job Descriptions circulated with the Expression of Interest, ask questions of your Department Manager and if interested apply for these temporary opportunities. This will allow employees some time to experience what each position may entail. It is also an opportunity to become trained in this field.
For the transition to be as smooth as possible, Manitoba Hydro is making these positions temporary. This will allow business to carry on, and allow time to train interested members. Remember, these jobs will become permanent after 1 year. The positions will be posted within the respective CSC and will be open to CSO staff. The selections will be based on the collective agreement, so seniority and qualifications will come into play. Some of our members are currently doing this work in the appropriate pay grade. These employees will not be asked to bid on their jobs. They can however seek the opportunity to try one of the new positions. If they do not want to try other positions, they will stay at their current position.
As there are different situations and positions in each area, we have different concerns coming in. Please feel free to talk to your supervisor. If you do not feel comfortable talking to your supervisor, please contact me, and I will be able to get answers to your questions.
Have a safe and enjoyable summer.
E-Mail ttabak@hydro.mb.ca
Phone: 204-944-2062
