GP Union Conference Sets Plan for Workers’ Advancement
P-Pay Issue, Union Communications, Action Plan Discussed & Debated
Georgia Pacific local union representatives met in Pittsburgh August 4 to address issues of importance to hourly workers at mills and converters, and to craft a strategy to best represent union workers at GP.
USW Int. Secretary Treasurer Stan Johnson and Vice President Jon Geenen kicked off discussions about ongoing negotiations with the company at different locations and the union’s overall program to strengthen the workers’ hand in dealings with management. With assistance from USW Strategic Campaigns Dept. staff, delegates reviewed the latest economic information about the company and industry, and talked extensively about health and safety issues at the plants, and the union’s duty to safeguard workers on-the-job. USW President Leo Gerard spoke about the proven advantage of union solidarity in paper shops, and ways to strengthen the voice of industrial workers from coast to coast.
Hot topics included management’s inconsistency in issuing performance pay, or “P-Pay” and Spot Pay, local management issues, and company negotiating tactics. There was recognition that the work of GP union members to establish our current Bargaining Framework with the company – setting minimum standards throughout the unionized GP system – which has stabilized income and employment for thousands of hourly workers through the GP Union Conference Sets Plan for Workers’ Advancement current economic downturn. The conference also helped cement bonds with allies and other unions around the world, such as UNITE, the USW’s United Kingdom (UK) merger partner in Workers Uniting, which also represents paper industry workers employed by multi-national corporations. A presentation by Craig Foster a UNITE member from GP’s mill in Lancashire , UK, gave concrete meaning to global solidarity among workers.
Based on discussion among union workers here and at GP regional meetings, a working group drafted a set of immediate objectives for the bargaining council:
• Establish a continuous, accessible, and comprehensive membership education program for the bargaining conference.
• Build/restore a culture of solidarity among locals in the Koch/GP conference to prevent problems like “whipsaw,” where one local is played off against another to reduce pay, benefits and other conditions of employment.
• Increase bargaining coordination and provide solidarity and support for USW members in sectors that are not currently covered by a framework.
• Develop an effective communication system for the union members in the Koch/GP conference and beyond.
Friday, August 21, 2009
Wednesday, July 15, 2009
GP Union News July 2009
GP Union Conference meeting shaping up
Early numbers indicate that our upcoming meeting of GP local unions in Pittsburgh August 4-5 will be well attended. Aug. 4th is the day for our GP council meeting and the 5th will be a plenary meeting of other attending paper industry councils. We will move our Workers Uniting agenda forward where we have a joint presence in the paper sector with our United Kingdom counterpart UNITE. July 20 is the deadline for hotel reservations. For more information on arrangements or your local union, contact Dolly at the USW at 412-562-2382.
Labor Taking the Offense on the Political Front
After a long struggle since their government supervised vote to organize a union with the United Steelworkers, workers at the GP gypsum plant in Wheatfield, Ind., voted to accept the terms of their first union contract. USW members there will receive 2% wage increases in each of the succeeding years of the contract and other improvements.
Union negotiators say management finally got off a few issues that were unacceptable to union members, thereby providing an opportunity to present the proposed contract to hourly workers for discussion and a vote.
Members of the USW GP Union Conference extend congratulations and solidarity to brothers and sisters in Wheatfield for this important accomplishment. Also, a reminder that although some union proposals were not accepted this time around, with the union you have a vehicle to make important changes in the future, not just to accept whatever management is willing to give.
SUCCESS: Union workers at GP help nail down ‘black liquor’ tax credit
USW-represented workers from GP and other paper plants have successfully lobbied for continuation of the tax credits to the paper industry for alternative byproduct energy known as ‘black liquor.’ Rank-and-file union lobbyists said congressional representatives needed to be educated that this tax credit was not just a giveaway to companies, but an important tool to keep paper plants open during hard times and also promote bio-mass fuels. GP worker and USW member Melvin Dixon from GP-Naheola said, “I felt our lobbying effort went very well. It was well organized and people listened to what we had to say, especially those who had a lot of paper industry in their states. I think our efforts helped extend the tax credit until the end of the year.”
Early numbers indicate that our upcoming meeting of GP local unions in Pittsburgh August 4-5 will be well attended. Aug. 4th is the day for our GP council meeting and the 5th will be a plenary meeting of other attending paper industry councils. We will move our Workers Uniting agenda forward where we have a joint presence in the paper sector with our United Kingdom counterpart UNITE. July 20 is the deadline for hotel reservations. For more information on arrangements or your local union, contact Dolly at the USW at 412-562-2382.
Labor Taking the Offense on the Political Front
After a long struggle since their government supervised vote to organize a union with the United Steelworkers, workers at the GP gypsum plant in Wheatfield, Ind., voted to accept the terms of their first union contract. USW members there will receive 2% wage increases in each of the succeeding years of the contract and other improvements.
Union negotiators say management finally got off a few issues that were unacceptable to union members, thereby providing an opportunity to present the proposed contract to hourly workers for discussion and a vote.
Members of the USW GP Union Conference extend congratulations and solidarity to brothers and sisters in Wheatfield for this important accomplishment. Also, a reminder that although some union proposals were not accepted this time around, with the union you have a vehicle to make important changes in the future, not just to accept whatever management is willing to give.
SUCCESS: Union workers at GP help nail down ‘black liquor’ tax credit
USW-represented workers from GP and other paper plants have successfully lobbied for continuation of the tax credits to the paper industry for alternative byproduct energy known as ‘black liquor.’ Rank-and-file union lobbyists said congressional representatives needed to be educated that this tax credit was not just a giveaway to companies, but an important tool to keep paper plants open during hard times and also promote bio-mass fuels. GP worker and USW member Melvin Dixon from GP-Naheola said, “I felt our lobbying effort went very well. It was well organized and people listened to what we had to say, especially those who had a lot of paper industry in their states. I think our efforts helped extend the tax credit until the end of the year.”
Monday, March 23, 2009
GP Union News March 2009
GP Union Conference Utilizing First National Conference Call
On Thursday, March 26, 3:00 p.m. (Eastern), local union representatives from the GP Union Conference will be joining USW Vice President and GP Chair Jon Geenen on a conference call to discuss the latest developments at the company and in the industry. It will address questions and concerns that have been GP Union Conference Utilizing First National Conference Call
submitted by the local unions. Following the submitted questions, those on the call will have an opportunity to ask question and raise issues as time permits. This is not to replace conference meetings, but to enhance communications using the latest tools at our disposal.
GP Gypsum Worker in Wheatfield Fired by Company
As previously reported, GP gypsum workers inWheatfield, Ind., have gone more than two years since organizing without a union contract. Now comes news that a four-year employee and strong union supporter has been fired. This union member was singled out after reporting on the company hotline his concerns about possible leaks in employees’ personal information from GP’s
GP Gypsum Worker in Wheatfield Fired by Company records. While urging workers to report problems on the hotline, it’s apparently a firing offense to say something the company doesn’t like! Even worse, management is trying to block him from getting unemployment benefits to support his family. Even without having a contract in place, members have taken up a collection and are supporting their union brother though the tough times.
‘Weingarten Rights’
A WORKER’S RIGHT TO UNION REPRESENTATION
There is no time like the present to educate ourselves on where we stand as workers at this large company. USW members should be aware of an important legal safeguard that union-represented workers have that nonunion workers do not.
The right of employees to have union representation at investigatory interviews was announced by the U.S. Supreme Court in a 1975 case (NLRB vs. Weingarten, Inc.) These are known as the Weingarten rights.
Employees have Weingarten rights only during investigatory interviews, when a supervisor questions an employee to get information which could be used as a basis for discipline or asks an employee to defend his or her conduct.
If a union worker has a reasonable belief that discipline or other adverse consequences may result from what he or she says, they have the right to request union representation. Management is not required to inform the employee of his/her Weingarten rights; it is the employee’s responsibility to know and request.
When an employee makes the request for a union representative to be present management has three options: (I) stop questioning until the representative arrives, (2) call off the interview or, (3) tell the employee that it will call off the interview unless they voluntarily gives up his/her rights to a union representative (an option employees should refuse.)
Management often tries to say that the only role a union representative has in an investigatory interview is to observe the discussion. The Supreme Court, however, clearly says a representative can assist and counsel workers during the interview.
The Supreme Court also ruled that during an investigatory interview management must inform the union representative of the subject of the interrogation. The representative must also be allowed to speak privately with the employee before the interview. During the questioning, the representative can interrupt to clarify a question or to object to confusing or intimidating tactics.
While the interview is in progress the representative can not tell the employee what to say but he may advise them on how to answer a question. At the end of the interview the union representative can add information to support the employee's case.
Right now, employees who work in a non-union workplace are not entitled to have a coworker accompany them to an interview with their employer, even if they thinks that the interview might result in discipline.
Our Weingarten rights are one more important reason why it pays to be a union member!
On Thursday, March 26, 3:00 p.m. (Eastern), local union representatives from the GP Union Conference will be joining USW Vice President and GP Chair Jon Geenen on a conference call to discuss the latest developments at the company and in the industry. It will address questions and concerns that have been GP Union Conference Utilizing First National Conference Call
submitted by the local unions. Following the submitted questions, those on the call will have an opportunity to ask question and raise issues as time permits. This is not to replace conference meetings, but to enhance communications using the latest tools at our disposal.
GP Gypsum Worker in Wheatfield Fired by Company
As previously reported, GP gypsum workers inWheatfield, Ind., have gone more than two years since organizing without a union contract. Now comes news that a four-year employee and strong union supporter has been fired. This union member was singled out after reporting on the company hotline his concerns about possible leaks in employees’ personal information from GP’s
GP Gypsum Worker in Wheatfield Fired by Company records. While urging workers to report problems on the hotline, it’s apparently a firing offense to say something the company doesn’t like! Even worse, management is trying to block him from getting unemployment benefits to support his family. Even without having a contract in place, members have taken up a collection and are supporting their union brother though the tough times.
‘Weingarten Rights’
A WORKER’S RIGHT TO UNION REPRESENTATION
There is no time like the present to educate ourselves on where we stand as workers at this large company. USW members should be aware of an important legal safeguard that union-represented workers have that nonunion workers do not.
The right of employees to have union representation at investigatory interviews was announced by the U.S. Supreme Court in a 1975 case (NLRB vs. Weingarten, Inc.) These are known as the Weingarten rights.
Employees have Weingarten rights only during investigatory interviews, when a supervisor questions an employee to get information which could be used as a basis for discipline or asks an employee to defend his or her conduct.
If a union worker has a reasonable belief that discipline or other adverse consequences may result from what he or she says, they have the right to request union representation. Management is not required to inform the employee of his/her Weingarten rights; it is the employee’s responsibility to know and request.
When an employee makes the request for a union representative to be present management has three options: (I) stop questioning until the representative arrives, (2) call off the interview or, (3) tell the employee that it will call off the interview unless they voluntarily gives up his/her rights to a union representative (an option employees should refuse.)
Management often tries to say that the only role a union representative has in an investigatory interview is to observe the discussion. The Supreme Court, however, clearly says a representative can assist and counsel workers during the interview.
The Supreme Court also ruled that during an investigatory interview management must inform the union representative of the subject of the interrogation. The representative must also be allowed to speak privately with the employee before the interview. During the questioning, the representative can interrupt to clarify a question or to object to confusing or intimidating tactics.
While the interview is in progress the representative can not tell the employee what to say but he may advise them on how to answer a question. At the end of the interview the union representative can add information to support the employee's case.
Right now, employees who work in a non-union workplace are not entitled to have a coworker accompany them to an interview with their employer, even if they thinks that the interview might result in discipline.
Our Weingarten rights are one more important reason why it pays to be a union member!
GP Union News February 2009
A Fung-y Situation in Wheatfield
Mold cleanup is close to being finished at the Georgia-Pacific Gypsum facility in Wheatfield, Indiana. Black mold is a chronic concern for USW members there, who are still without a union contract two years after voting USW. They’ve been diligently working to resolve the exposure problem. They are breathing a little easier as clean-up of the ceilings and walls moves forward.
One type of mold that may be cause for concern is Stachybotrys: Stachybotrys chartarum (also known as Stachybotrys atra) is a greenish-black mold that grows on materials with high cellulose content (drywall, wood and paper, and dropped ceiling tiles.) This mold, like some others, produces chemicals called mycotoxins under certain conditions. Health effects of breathing
mycotoxins are not well understood.
Here are some important facts about this problem:
• Not all black molds are Stachybotrys, and not all Stachybotrys produces mycotoxins.
• While still alive, Stachybotrys is slimy and does not release many spores or mycotoxins.
• Exposure is low unless it dries up, when spores and mycotoxins are released into the air.
• All indoor molds are potential health hazards and need to be cleaned up.
Allergic reactions, similar to pollen or animal allergies, are the most common health effects of molds. Some workers have symptoms like hay fever and the common cold, but they can last for longer periods. Allergic and toxic illnesses can be treated by getting rid of the mold exposure. Your doctor may also prescribe medication to control symptoms. In addition, some people in wet or moldy buildings may have flu-like symptoms according to the study Molds in Indoor Workplaces by the California Department of Health Services.
If your local has had a similar problem in the past, we’d like to know how it was handled in your facility. There are several ways to address workplace mold and remediation can be a long, drawn out process. We need to keep each other informed about the safety and health risks we experience in our facilities in order to address future problems that may occur. Please email District 7 Sub-District 4 Director Mike O’Brien mobrien@usw.org with updates on safety and health risks you have encountered within Georgia Pacific.
CORRECTION - Mark Cook, Business
Representative for Local 1861-U in Dubuque, Iowa reports that the labor agreement for 87 converting plant workers in Dubuque expires October 31, 2009, and wasn’t listed in the last issue with other USW-GP contract expirations this year.
There’s solidarity in safety!
Sharing Information: Power in Knowledge
USW staff are preparing a new booklet for GP local union members to help get up and running on the SharePoint system on the internet. This password-protected system is available so GP union officers can review union contracts at other locations, phone numbers and email addresses for other GP locals, educational and training material for members and much more. So keep your eyes open for the “SharePoint Users Manual.”
Mold cleanup is close to being finished at the Georgia-Pacific Gypsum facility in Wheatfield, Indiana. Black mold is a chronic concern for USW members there, who are still without a union contract two years after voting USW. They’ve been diligently working to resolve the exposure problem. They are breathing a little easier as clean-up of the ceilings and walls moves forward.
One type of mold that may be cause for concern is Stachybotrys: Stachybotrys chartarum (also known as Stachybotrys atra) is a greenish-black mold that grows on materials with high cellulose content (drywall, wood and paper, and dropped ceiling tiles.) This mold, like some others, produces chemicals called mycotoxins under certain conditions. Health effects of breathing
mycotoxins are not well understood.
Here are some important facts about this problem:
• Not all black molds are Stachybotrys, and not all Stachybotrys produces mycotoxins.
• While still alive, Stachybotrys is slimy and does not release many spores or mycotoxins.
• Exposure is low unless it dries up, when spores and mycotoxins are released into the air.
• All indoor molds are potential health hazards and need to be cleaned up.
Allergic reactions, similar to pollen or animal allergies, are the most common health effects of molds. Some workers have symptoms like hay fever and the common cold, but they can last for longer periods. Allergic and toxic illnesses can be treated by getting rid of the mold exposure. Your doctor may also prescribe medication to control symptoms. In addition, some people in wet or moldy buildings may have flu-like symptoms according to the study Molds in Indoor Workplaces by the California Department of Health Services.
If your local has had a similar problem in the past, we’d like to know how it was handled in your facility. There are several ways to address workplace mold and remediation can be a long, drawn out process. We need to keep each other informed about the safety and health risks we experience in our facilities in order to address future problems that may occur. Please email District 7 Sub-District 4 Director Mike O’Brien mobrien@usw.org with updates on safety and health risks you have encountered within Georgia Pacific.
CORRECTION - Mark Cook, Business
Representative for Local 1861-U in Dubuque, Iowa reports that the labor agreement for 87 converting plant workers in Dubuque expires October 31, 2009, and wasn’t listed in the last issue with other USW-GP contract expirations this year.
There’s solidarity in safety!
Sharing Information: Power in Knowledge
USW staff are preparing a new booklet for GP local union members to help get up and running on the SharePoint system on the internet. This password-protected system is available so GP union officers can review union contracts at other locations, phone numbers and email addresses for other GP locals, educational and training material for members and much more. So keep your eyes open for the “SharePoint Users Manual.”
Thursday, January 22, 2009
GP Union News
Pulp Market Update
The USW has obtained a January 15 report to Deutsche Bank by the TerraChoice Market Service, Inc. entitled “Pulp Market Update.” The report reflects the current drop in prices, but also anticipates a recovery beyond previous price levels in the next few years.
The USW has obtained a January 15 report to Deutsche Bank by the TerraChoice Market Service, Inc. entitled “Pulp Market Update.” The report reflects the current drop in prices, but also anticipates a recovery beyond previous price levels in the next few years.
Here are some of the points made in this industry/financial report:
- World market pulp demand was down 2.8% in 2008, dropping to a low of -9% during the second half of last year.
- Despite many discouraging statistics about the pulp market today, the report predicts that demand will stabilize in the second half of 2009.
- The report says despite supply cuts in 2009, there will be a solid recovery in the years 2010-2012.
USW/GP Contract Expirations for 2009
USW Local Union Location Expiration Date Product
654 West Monroe, LA 1/28/2009 Corrugated Boxes
786 Sterlington, LA 2/28/2009 Nitrogen Fertilizer
1703 Cedar Springs, GA 3/30/2009 Paper
1864 Cedar Springs, GA 3/30/2009 Paper
9-1865 Cedar Springs, GA 3/30/2009 Paper
2-148 Neenah, WI 5/1/2009 Pilot Products
1077 Milan, MI 5/2/2009 Corrugated Boxes
1334 Zachary, LA 6/5/2009 Uncoated Finished Paper, Tissue, Towel
335 Zachary, LA 6/6/2009 Fine Paper/Tissue and Towel
503 Fort Dodge, IA 6/19/2009 Gypsum and Wallboard
776 Duluth, MN 6/30/2009 Hardboard
1522 Talladega, AL 7/31/2009 Plywood
9-530 Hawthorne, FL 8/1/2009 Plywood/Fence Post
13-0174 Pryor, OK 8/17/2009 Board & Felt
140 Plattsburgh, NY 9/30/2009 Tissue/Napkins
387 Plattsburgh, NY 9/30/2009 Tissue, Towel & Napkin
13-0656 Fort Smith, AR 10/5/2009 Cups & Plates
527 Sterling, GA 10/31/2009 Lumber & Chips
1703 Cedar Springs, GA 11/30/2009 Railroad
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