Pg 50 Day Moving Average

Procter Gamble Company (The) Gráfico de ações Horário anterior Horas Pré-Mercado Notícias Sumário Citação Sumário Citações Gráficos interativos Configuração padrão Por favor, note que, uma vez que você faça sua seleção, ela se aplicará a todas as futuras visitas ao NASDAQ. Se, a qualquer momento, você estiver interessado em reverter as nossas configurações padrão, selecione Configuração padrão acima. Se você tiver dúvidas ou encontrar quaisquer problemas na alteração das configurações padrão, envie um email para isfeedbacknasdaq. Confirme a sua seleção: Você selecionou para alterar sua configuração padrão para a Pesquisa de orçamento. Esta será a sua página de destino padrão, a menos que você altere sua configuração novamente ou exclua seus cookies. Tem certeza de que deseja alterar suas configurações. Temos um favor a pedir. Desative seu bloqueador de anúncios (ou atualize suas configurações para garantir que o javascript e os cookies estejam habilitados), para que possamos continuar fornecendo as notícias de mercado de primeira linha E dados que você espera esperar de nós. PG038E Unidade 15 de dezembro de 2016 ESC-PGampE Contrato Final PDF agora disponível PGampE finalizou o documento completo do novo contrato, abrangendo 2016 até 31 de dezembro de 2019. A versão final PDF está agora disponível 8211 Baixe-o aqui. O ESC encomendará cópias impressas para cada membro, embora a impressão e a entrega demorem vários meses. 26 de setembro de 2016 Reunião Anual da PGampE: 22 de outubro Junte-se aos seus irmãos e irmãs sindicais do ESC Local 20 para comemorar nossas vitórias ao longo do último ano e se preparar para os desafios futuros. O café da manhã e o almoço serão fornecidos. Data: Sábado, 22 de outubro de 2016 Hora: Programa das 9:00 da manhã às 12:00 horas. Registo 8:30 a. m. Onde: ESC Local 20 Union Hall no 810 Clay Street, Oakland RSVP: Ligue para a União em 510-238-8320 ou envie um e-mail para pgersvpifpte20.org para reservar um local até o dia 19 de outubro. Imprima um folheto para compartilhar em seu local de trabalho 12 de agosto de 2016 8220Packat Sheet8221 para novos processos de licitação para empregos mensais Novos processos se tornaram efetivos para preencher vagas em empregos mensais em 1 de agosto. Muitos membros estão perguntando como funcionam os processos: quando são realizadas entrevistas, quem Chega a entrevista, e o que diz respeito a 8220mplicação8221 de uma sede para outra sem uma entrevista ESC juntou um esboço de uma página que abrange a ordem de licitação e entrevistas para os diferentes tipos de posições mensais. Faça o download da Folha 8220Cheat8221 26 de julho de 2016 ESC-PGampE 2016-2019 Taxas salariais publicadas PGampE Relações trabalhistas finalizou as taxas salariais em 8220Excluir A8221 do novo contrato sindical de quatro anos. Este documento mostra os novos salários para os quatro anos (2016-2019) do prazo do contrato. Uma nota importante: muitas classificações mensais denominadas 8220N18243 têm dois conjuntos de taxas salariais: as novas taxas unificadas e as taxas antigas de 8220Gold Circled8221. O gráfico principal (Anexo A parte I) mostra as novas taxas de salário e as taxas do 8220gold circundadas8221 estão na parte de trás deste PDF 8212 chamado Anexo A parte IV (as partes II e III são listagens de classificações para fins de referência). 27 de junho de 2016 encerramento do DCPP Esta nova Carta de Acordo considera o encerramento da Usina de Energia Diablo Canyon e os benefícios de retenção e despedimento para os membros que trabalham lá. LOA 16-18 DCPP Encerramento 21 de junho de 2016 PGampE Diablo Canyon Power Plant Você pode ter recebido um e-mail de grupos de defesa pró-nuclear Environmental Progress que contém comentários sobre nossa união irmã, IBEW 1245 que são infundadas e pejorativas. O ESC Local 20 condena esses ataques ad hominem e injustificados no IBEW 1245. O ESC Local 20 acredita fortemente na energia nuclear. Nosso sindicato apoia os esforços para manter o DCCP aberto durante o maior tempo possível pelos motivos abaixo: DCPP é um imobilizador tremendo e insubstituível da PGampE, formado por excelentes profissionais, muitos dos quais dedicaram suas carreiras inteiras à planta e ao nuclear indústria. Este será um grande golpe e perda econômica para todos os residentes da Central Coast. É um erro para os formuladores de políticas da Califórnia descontar o valor da geração de energia básica de energia limpa nessa escala e segurar marcos regulatórios e legais que criam desincentivos econômicos para operações contínuas no DCPP. Mesmo que o DCPP possa ser substituído por fontes de energia renováveis, a decisão de fechar o DCPP após 2025 é uma oportunidade perdida de reduzir as emissões de gases de efeito estufa a um ritmo ainda mais rápido 8212 e a redução geral das emissões de GEE é a questão crucial e abrangente para a nossa meio Ambiente. Karen Sawislak Diretor Executivo 7 de junho de 2016 Carta de apresentação do contrato assinada Um outro passo adiante na implementação do novo contrato: a PGampE assinou a carta de apresentação do contrato e concordou com um cronograma sobre a implementação das novas disposições contratuais. Por favor, clique aqui para a Letra de apresentação assinada A última projeção sobre os pagamentos retro das Relações Laborais da PGampE é a seguinte. O GWI retro será pago em julho. Para funcionários horários, será pago no cheque regular de 29 de julho. Para funcionários mensais, será pago em um cheque separado, também em 29 de julho. Os pagamentos retroativos da PWI devido à implementação de novas gamas de salários podem ser pagos mais tarde. Tudo isso está sujeito a alterações. 13 de maio de 2016 Uma carta aberta do ESC Local 20: Mantenha a Central de Energia Diablo Canyon aberta para proteger o meio ambiente e nossos trabalhos. 18 de março de 2016 MEMBROS DO ESC VOTE 84 SIM PARA RATIFICAR CONTRATO FORTE, NOVO Contrato novo inclui salários mais altos, mais tempo de pagamento pago amplificador Proteções de benefícios Após um ano de negociações e ações de unidade pela associação, o novo contrato do ESC Local 20s é o melhor ainda, Alcançando todas as nossas principais prioridades de barganha. Graças a todos os ativistas da CAN e a todos os membros do ESC Local 20 Foi a nossa unidade que levou a esse resultado positivo. United We Bargained e nós alcançamos nossos objetivos Total de cédulas recebidas: 1827 Sim: 1542 (84) Não: 285 (16) 25 de fevereiro de 2016 A IMPORTÂNCIA DE GARANTIR A CENTRAL DE DIANBLO CANYON ABERTA O Conselho da Unidade PGampE da ESC Local 20 confirma seu compromisso Para fazer tudo no poder da union8217 para manter a Central de Energia Diablo Canyon (DCPP) em funcionamento. Isso incluirá o trabalho político a nível estadual e federal, o alcance do gerenciamento do PGampE e a coordenação e coalizão com o IBEW 1245 e nossos outros aliados sindicais e comunitários. O Conselho da Unidade vai lutar pela segurança econômica de nossos 400 membros no DCPP. A Diretoria está plenamente consciente de que nossos membros são profissionais altamente treinados e especializados que têm o investimento mais profundo em suas carreiras na DCPP. Além disso, o Conselho reconhece que o Diablo Canyon oferece empregos de qualidade para mais de 1500 trabalhadores, incluindo centenas de irmãos e irmãs sindicais, e é um motor crítico da economia no condado de San Luis Obispo. O Conselho da Unidade também afirma sua crença de que o DCPP é um elemento essencial do futuro da energia limpa California8217 e a luta para controlar as emissões de gases de efeito estufa. O DCPP é uma fonte necessária de eletricidade livre de gases de efeito estufa e fornece o poder de linha de base que a Califórnia precisa para atingir seus objetivos de ação climática. O DCPP fornece eletricidade isenta de carbono para alimentar cerca de 1,6 milhão de lares se o DCPP fechasse, provavelmente isso seria substituído por geração de energia a gás natural, contribuindo para emissões de gases de efeito estufa e também impactos locais sobre a qualidade do ar. Finalmente, o Conselho da Unidade acredita que o DCPP protege os contribuintes. Haverá um aumento significativo nas taxas se a tremenda eficiência da geração de energia no DCPP for perdida. Os custos de capital do DCPP8217 foram pagos e agora produz eletricidade com um custo operacional anual muito baixo. Substituindo DCPP8217s 2.240 MW de geração 24 horas exigiriam custos íngremes para os contribuintes, uma vez que não há outras fontes de eletricidade disponíveis. Por todas estas razões, o Conselho da Unidade afirma que o ESC Local 20 manterá uma presença líder nos esforços para manter a DCPP operando através de sua licença atual e através da extensão da licença. 12 de fevereiro de 2016 2 de fevereiro de 2016 Perguntas frequentes sobre o acordo tentativo Aqui estão as perguntas frequentes sobre o acordo tentativo. Estes serão atualizados à medida que as questões surgirem durante nossas reuniões de ratificação. 1 de fevereiro de 2016 O cronograma completo do acordo tentativo com datas é postado aqui Se o seu local de trabalho não estiver listado e gostaria de informar sobre como configurar uma reunião, entre em contato com a União em 510.238.8320. Os membros dos escritórios próximos também devem planejar participar dessas reuniões. Lembre-se de que essas reuniões estarão no tempo e nas despesas da empresa. Se você lhe disser que não pode participar, entre em contato com o administrador da loja ou com o representante local da união. Haverá reuniões adicionais programadas para a área de Sacramento na próxima semana ou duas. A programação para outros locais será publicada no final desta semana. 27 de janeiro de 2011 Aqui está o acordo provisório final e os documentos resumidos 21 de janeiro de 2010 Materiais escritos e on-line: funcionários do sindicato e membros do comitê de negociação estão trabalhando duro para produzir esses materiais, incluindo uma publicação do contrato detalhado, para que você possa ter Toda a informação que você precisará para tomar sua decisão antes da votação. Agradecemos sua paciência e compreensão de que a produção de documentação clara e precisa leva algum tempo. Preferimos distribuir informações que foram cuidadosamente revistas, em vez de apressar um primeiro rascunho para os membros. Nós esperamos que informações muito mais detalhadas estejam disponíveis na próxima semana, e uma linguagem de contrato detalhada será postada no site da ESC logo depois disso. Reuniões do local de trabalho: A União está trabalhando em um cronograma de reuniões informativas a serem realizadas em fevereiro em todo o território do serviço PGampE. Essas reuniões incluirão uma apresentação completa de todos os aspectos do acordo e a oportunidade de fazer perguntas diretamente aos membros do comitê de negociação da União. O PGampE permitirá que os membros participem das reuniões sobre o tempo e as despesas da empresa. A União insta todos os membros a se reunirem para que possam ouvir a informação de primeira mão e ficarem informados antes da votação. O cronograma completo das reuniões será publicado aqui como eles são confirmados. Votação: a votação ocorrerá por correio. O envio de cédulas e pacotes informativos está atualmente previsto para o final de fevereiro com um período de votação de três semanas a seguir. Mais detalhes estarão em breve. Obrigado a todos por seu trabalho árduo e dedicação para construir uma união forte, democrática e informada no PGampE. 19 de janeiro de 2010 Acordo tentativo alcançado na PGampE que inclui os aumentos salariais e mais O RESUMO É AQUI O comitê de negociação do CES alcançou um Acordo Tentativo geral (TA) com PGampE e está recomendando uma votação 8220Yes8221. O Conselho da Unidade também recomenda por unanimidade a TA. Esta TA cobre todos os itens dentro do escopo da negociação, incluindo altos aumentos salariais, proteção de benefícios e muitas melhorias no local de trabalho. É importante que todos os membros obtenham todos os detalhes e fatos da TA antes de votarmos. Um resumo dos termos estará disponível na quarta-feira, 20 de janeiro, e mais documentos que incluem todos os termos do contrato na próxima semana. O texto completo das alterações linguísticas será postado no site do CES durante o período de votação da ratificação, que será realizado por meio de cédula postal. Os principais membros do comitê de barganha também farão uma série de apresentações em todas as áreas de serviço, que estarão no tempo e nas despesas da empresa, e o cronograma será publicado aqui. Mais informações estarão disponíveis em breve. Obrigado à equipe de negociação por todo o trabalho árduo e longas horas que permitiram garantir esse acordo. Em solidariedade, John Mader, a presidente Karen Sawislak, o diretor executivo Joel Foster, o secretário-tesoureiro Joshua Sperry, Sr. Representante da União, o ESC 20 local, iniciaram negociações de contratos com o PGampE. Para obter atualizações sobre a barganha, clique aqui. 12 de outubro de 2015 ESC Local 20 Reunião Anual da Unidade PGampE Membros que tomam medidas para exigir um contrato justo para todos e rejeitar a proposta da Companhia para redução de salários para centenas de membros. Em 11 de agosto, o Comitê de Negociação Geral dos CES reuniu-se com RH e revisou o Acordo Tentativo entre o IBEW e o PGampE. Esta era uma sessão informativa, não uma sessão de barganha. O comitê revisou as mudanças nos seguintes benefícios: Férias Perda por doença Licenciamento de Longo Prazo Novos planos de desvantagem de curto prazo e planos de férias pagos O ESC e o PGampE também estão discutindo o quadro de negociação para negociações gerais de contratos e estabeleceram datas para iniciar negociações sobre benefícios e outros Itens para a última semana de agosto e início de setembro. Com o início das negociações reais do contrato, a União está ativando a Rede de Ação de Comunicações. A União irá configurar uma teleconferência para a CAN na última semana de agosto. ESC LOCAL 20 ACTUALIZAÇÃO DO MEMBRO PGampE Clique em qualquer lugar no parágrafo acima para o pdf completo da atualização do membro ESC LOCAL 20 ATUALIZAÇÃO DO MEMBRO PGampE O IBEW Local 1245 chegou a um acordo de tabela com a Empresa. O acordo tentativo com toda a linguagem acordada está programado para ser lançado hoje. Os líderes e funcionários da ESC ouviram uma visão geral do acordo. O Conselho da Unidade discutiu esta notícia eo CES se reuniu com a Empresa esta semana para discutir como o acordo do IBEW8217 impactará as negociações da ESC8217s. Por favor, veja o site ESC para obter mais atualizações. ESC LOCAL 20 ATUALIZAÇÃO DO MEMBRO DO PGampE Hoje, a União se reuniu com o gerenciamento da CSD - ou melhor, a nova administração, após o reorg. A agenda da reunião incluiu a seguinte contratação: o uso da empresa de empreiteiros para o projeto de parque de casas móveis e substituição de pólo: a União levantou preocupações sobre a contratação em geral e a aparente provisão prevista de renúncia a alguns padrões da PGampEs. AWS: Devido ao fato de que as HQs locais e os PMR estão sob gestão diferente, levanta a questão, há vontade de voltar a olhar para AWS. A resposta é. maybe. Com perh8230aps um pouco mais talvez do que antes. Não é a resposta que queremos, ainda. A União planeja pressionar AWSs. Inquérito: Steward Carl Harland levantou uma questão sobre uma pesquisa que deveria ser preenchida pelos membros sobre a pesquisa premier. A pesquisa inclui nomes de membros e está sendo conduzida por funcionários, supervisores e gerentes. A preocupação é que, sem anonimato, alguns funcionários poderiam incorrer na animosidade de seus gerentes e supervisores por baixas percebidas ou mesmo sofrer retaliação. Controle da gestão dos trabalhadores com altas horas extras e produtividade: a União recebeu relatórios de que a Administração planeja examinar os trabalhadores com horários extras elevados e sua produtividade. A União indicou que não negociou padrões de desempenho para Estimadores e que os dados devem ser examinados para circunstâncias atenuantes e quaisquer expectativas da administração devem ser claramente comunicadas. Os estimadores devem ser treinados e treinados (não disciplinares) para essas expectativas. Projeto ferroviário de alta velocidade: a empresa está planejando permitir que a Autoridade HSR use o design do candidato para o WRO necessário pela HSR. A União está muito preocupada com a expansão do design do candidato para as instalações do PGampE e questiona-se se for permitido sob tarifas. Carga de trabalho do novo representante empresarial: Steward Mark Boutte levantou o problema de que a carga de trabalho para os representantes do New Business está aumentando, ao mesmo tempo em que o pessoal está em 60 do pico de pessoal antes do desastre econômico de 2008. Isso resulta em ambientes de trabalho altamente estressantes e é insustentável. ESC LOCAL 20 ATUALIZAÇÃO DO MEMBRO DO PGampE 2015 Negociações gerais de contratos: Enquanto isso, em preparação para a negociação completa, o Conselho da Unidade da União nomeou um comitê de barganha e vários subcomités. A composição do comitê poderia mudar com base nas negociações do quadro. POR FAVOR, CLIQUE EM QUALQUER LUGAR SOBRE ESTA AVISO PARA A ACTUALIZAÇÃO DE MEMBRO PDF IMPRESSÃO COMPLETA LOA 15-02 muda para Mapear Linha de Progresso assinada Abaixo, encontre a versão final, assinada, da nova LOA de mapeamento. O acordo tem quatro pontos principais: altera o formato do Mapper Advancement Program de dois anos a três anos, e diferentes formatos de modulecourse para gás e eletricidade, e mais componentes no trabalho do programa de treinamento. Aumenta as etapas de pagamento significativamente para Técnicos de Mapeamento, Técnicos de Mapeamento de Irmãos e cria um novo 2.5 8220Sr. Mapper Passed Test8221 passo de pagamento. Aumenta os requisitos mínimos para os técnicos de mapeamento de nível de entrada. Elimina 8220local8221 Mapping Technicians e converte-os para Técnicos de Mapeamento de Chumbo. O ESC agradece o nosso Comitê de Mapeamento, que teve muitas reuniões e empurrou tanto quanto pudermos para fechar a diferença salarial para Mapeadores: Pete Miskovich, Steve Montgomery, Jake Jensen, Lori Moran, Claire Wieszczyk, Katharine Reeves, Tony Acosta e John Mader. Este é um importante passo em frente para os Técnicos de Mapeamento e mostra o que o ESC pode alcançar quando trabalhamos juntos para melhorar nossas classificações e manter-nos atualizados com nossos negócios em mudança. LOA 15-02 muda para Mapping Line of Progression Uma carta aberta ao vice-presidente da PGampE, Des Bell, do presidente John Mader. Prezado Senior V. P. Des Bell, eu escrevo você para suscitar uma preocupação. Esta é a temporada de avaliação. Esta é a temporada em que os funcionários e supervisores se reúnem para discutir como se fazer, seu departamento e PGampE com êxito 8211 e como eles fizeram no ano passado. Como resultado de uma solicitação de informação, a União descobriu que, em Serviços Compartilhados, as tarifas empregadas são classificadas como em desenvolvimento, ou abaixo do alvo, ou ambas, são quase o dobro do de qualquer outra organização representada pelo ESC. Além disso, os Serviços Compartilhados são mais do dobro das chances de avaliar os funcionários como L inferior ao comparado com a média ponderada da empresa para os funcionários representados pela ESC. Além disso, os serviços compartilhados têm a menor taxa de reconhecimento de funcionários na parte superior L. Nas reuniões semestrais entre a União e os serviços compartilhados, eu sempre gosto de ouvir sobre o sucesso da organização de serviços compartilhados. À luz desses relatórios e da gama de realizações que sempre ouvimos sobre você e seus relatórios diretos, acho duplamente perturbador que os funcionários representados pela ESC em Serviços Compartilhados sejam mais do dobro do que seus colegas em outras organizações Avaliado na parte inferior L8221. Exacerbando a preocupação da Union8217 é o fato de que Shared Services possui a menor taxa de reconhecimento de funcionários na parte superior L. Des, conheço e trabalhei com funcionários dedicados em Serviços Compartilhados. Eu posso atestar o orgulho que eles assumem no trabalho profissional que eles fazem para o PGampE. Acho que os êxitos dos Serviços Compartilhados e o profissionalismo de seus funcionários são incompatíveis com uma tendência que resulta em duas vezes mais probabilidades de que os funcionários dos Serviços Compartilhados recebam uma classificação no L. inferior. Eu exorto você a se envolver pessoalmente em uma revisão De como as avaliações em Serviços Compartilhados são conduzidas e quais métricas estão sendo usadas ao avaliar os funcionários dos Serviços Compartilhados da ESC. Estou profundamente preocupado que o impacto dessas avaliações agregadas dispares afetará negativamente a moral dos Serviços Compartilhados. Isso, por sua vez, pode afetar negativamente a tendência de sucesso para serviços compartilhados nestes últimos anos. Embora a União pretenda buscar a resolução de suas preocupações através do processo de reclamação para pessoas afetadas, também quero oferecer a cooperação da União para se envolver com sua equipe de liderança no que se refere a uma revisão e exame da implementação geral do processo PMP em Serviços Compartilhados , Com o objetivo de chegar a uma explicação para os resultados negativamente negativos em sua organização. Trabalhando juntos, acredito que podemos estabelecer resultados de acordo com o claro profissionalismo dos funcionários dos Serviços Compartilhados e o sucesso de sua organização8217. Atenciosamente, John Mader ESC Presidente ESC Local 20 Atualização do membro PGampE: janeiro de 2015 Susan Greenwood Aposentando Susan Greenwood, representante sindical do CES para DCPP, Fresno e Bakersfield, anunciou sua aposentadoria efetiva em fevereiro. Susan trabalhou para o ESC por nove anos, e durante esse período lutou forte e com sucesso para os membros da parte sul do território PGampE. Ela desempenhou um papel importante, especialmente no DCPP, ajudando a implementar os acordos para Engenheiros e Profissionais Nucleares, treinando novos administradores de lojas, arquivando e resolvendo grandes queixas sobre a terceirização e ganhando o respeito dos membros e gerentes sindicais. Entrevistas estão sendo realizadas para um novo representante, que provavelmente terá algum tempo para a transição para a sua nova posição com Susan. ESC perderá muito a dedicação de Susans à adesão e seu compromisso com a causa sindical e desejamos-lhe o melhor para sua aposentadoria. Construção sem design, falta de registros completos pode ser um sucesso próximo. ESC quer lembrar todos os funcionários que trabalham construindo no campo sem um projeto com antecedência (para o trabalho que requer um projeto), ou o trabalho que não entra no mapeamento, pode ser Near Hits ou itens CAP (Correction Action Program). Se você perceber que o projeto ou a manutenção de registro está sendo ignorado em qualquer trabalho, envie isso como um item Near Hit (for Electric) ou CAP (Gas). A administração concordou com isso, mas ainda não divulgou isso amplamente aos funcionários. Para a atualização completa do Membro com muito mais informações, clique aqui. 23 de dezembro de 2014 2015 8220Excluir horário salarial e salarial A8221 Os intervalos atualizados de salários e salários para classificações ESC na PGampE estão no documento abaixo. Isso reflete o aumento de salário geral de 2,75 ratificado pela associação no início deste ano e também a adição de classificações recém-adicionadas não listadas na Exibição de 2012-14. Feliz Ano Novo 22 de novembro de 2014 Uma vitória para a queixa local do ESC 8217 sobre a criação automática de ordens PM pela T-men utilizando o FAS é finalmente resolvida e o resultado é uma grande vitória para a União, especialmente nossos membros em Estimativa elétrica. O Memorando de Entendimento em anexo capta o acordo final sobre como este processo de trabalho será ajustado para refletir o papel apropriado do Estimador ou ADE. Esta vitória não teria sido possível sem o testemunho de vários ADE8217s 8211 Caren Helzer de Monterey, Phil Perkins de Marysville e Vince Brown de Bakersfield 8211 e sem o tremendo esforço e liderança de Joel Foster (ESC Vice President of Divisions e ADE Em San Rafael). 19 de novembro de 2014 Benefícios para os aposentados que trabalham através do Salão de contratação Devido aos mandatos federais do Ato de Assistência Econômica, o PGampE não pode permitir que funcionários ativos da Hiring Hall estejam matriculados em um plano médico de aposentado patrocinado pelo PGampE. Se você está atualmente matriculado em um plano médico aposentado patrocinado pelo PGampE e você continua o emprego ativo com o PGampE em 1º de janeiro de 2015, sua cobertura terminará em 31 de dezembro de 2014. 21 de outubro de 2014 Caros aposentados do PGampE Como você já ouviu falar, Há mudanças muito significativas em breve no que se refere ao emprego através do Salão de contratação e seus benefícios de saúde para aposentados PGampE. Atualmente, a maioria dos nossos aposentados que trabalham no Salão de contratação estão inscritos em seus benefícios de saúde para aposentados PGampE e recebem um pagamento em vez de benefícios de 8,22 por hora. A partir de 1º de janeiro de 2015, devido a mudanças nos regulamentos relativos aos planos de saúde dos aposentados patrocinados pelos empregadores nos termos da Lei de Cuidados Acessíveis (ACA), a PGampE deixará de permitir que qualquer pessoa que seja um empregado ativo no Salão de Contratação seja inscrito em benefícios de saúde do aposentado PGampE . Se você trabalha para o PGampE através do ESC Hire, você NÃO pode permanecer inscrito no seu plano de saúde do aposentado PGampE. ESC tem trabalhado em uma solução para esta situação, e esperamos ter duas opções no lugar para os aposentados do nosso salão de contratação que serão afetados por essa mudança. PGampE agora oferecerá um plano de saúde para os aposentados da PGampE que são funcionários ativos através dos Salões de Contratação ESC ou IBEW. (Este plano é muito semelhante ao plano NAPCAP que é oferecido para a população pré-65 de aposentado no PGampE e é um plano de PPO do Anthem.) Se você quiser continuar trabalhando no salão de contratação além de 123114, você estará dis - Inscrito no seu plano de saúde atual para aposentados. Os aposentados que trabalham como empregados da Hiring Hall, em vez disso, serão elegíveis para se inscrever no plano médico NAPCAP da Hiring Hall. Se você cobrir apenas você, você pagará um prêmio de 92,38 por mês, devido a requisitos de acessibilidade que também fazem parte da ACA. Se você cobrir qualquer dependente, o prémio será semelhante ao que você paga pela cobertura mensalmente sob os atuais planos pré-65 e Pós-65 NAPCAP (ver tabela abaixo para prêmios 2015). Se você optar por se inscrever neste plano de NAPCAP de Contratação de PGampE, você renunciará ao pagamento de 8,22 por hora como parte de seu salário porque o PGampE agora está fornecendo cobertura médica. No entanto, você não estará usando suas contas RMSA ou RMEC para pagar seu plano e você pode salvar esses fundos quando você se reinscrever no Plano Médico Aposentado PGampE. Se, quando o seu emprego no Salão de Contratação terminar, você será elegível para ser reinstituído em seus benefícios de saúde para aposentados. Se, no decorrer de um único ano, você estiver matriculado no plano de NAPCAP do albergue e seu plano de aposentadoria da PGampE, você será obrigado a satisfazer a franquia anual, os co-pagamentos, etc., exigidos em cada plano. Em outras palavras, haverá 8220pastações8221 separadas para os custos incorridos sob o plano HAP NAPCAP e seu plano aposentado PGampE. 2. Para os aposentados que trabalham no Salão de Contratação que são incapazes ou não estão dispostos a se desinscrever do seu plano médico atual do PGampE Retiree, o ESC está trabalhando para criar um relacionamento com um terceiro empregador, o CANUS. O CANUS se tornará o que é chamado de contratante signatário com o ESC, e terá um acordo para fornecer pessoal temporário que seja aposentado ao PGampE através de referências do ESC Hiring Hall. O contrato CANUS terá termos e condições para os funcionários que são iguais ao Contrato Hall de Contratação do ESC com PGampE 8211 mesmas classificações de trabalho, mesmas taxas de pagamento, os mesmos limites para o termo de emprego, a mesma habilidade para que o empregador termine o emprego temporário, etc. Como o CANUS é o empregador, os aposentados da PGampE que são despachados desta forma para contratar empregos temporários através do ESC poderão manter seus benefícios de saúde para aposentados PGampE. A CANUS oferecerá um plano de saúde da Kaiser ou pagará os 8,22 por hora em vez de benefícios se você recusar a cobertura da Kaiser. Ainda estamos trabalhando com o CANUS e o PGampE para finalizar o aspecto desse arranjo e como ele funcionará na prática. O ESC comprometeu-se a disponibilizar esta alternativa assinando o contrato de assinatura, mas a PGampE também precisará concordar. Esperamos que o gerenciamento do PGampE veja a sabedoria ao fazer uso do CANUS para os aposentados do ESC que desejam emprego temporário com a PGampE, mas também precisam manter seu atual plano de saúde para aposentados PGampE. Em suma, ainda estamos trabalhando no lançamento das opções que estarão disponíveis para nossos membros aposentados no salão de contratação. Esperamos poder emitir mais detalhes muito em breve, já que o prazo de 1 de janeiro estabelecido pelo PGampE está se aproximando rapidamente. John Mader, Presidente Karen Sawislak, Diretor Executivo Joshua Sperry, Representante da União Sênior 22 de setembro de 2014 PGampE lança uma pesquisa Premier A PGampE conduz um levantamento Premier de funcionários a cada 2 anos. A Companhia começará a distribuir pesquisas para os membros do ESC na segunda-feira, 22 de setembro. O Conselho da Unidade ESC incentiva todos os membros a participar. O primeiro inquérito é a ferramenta PGampEs para que os funcionários compartilhem sincera e confidencialmente seus comentários sobre seu trabalho, seu ambiente de trabalho e a empresa como um todo. Esta é a sua chance de expressar suas opiniões sobre questões como contratação, processos de trabalho e o processo de gerenciamento de desempenho. De acordo com a empresa, a pesquisa é confidencial A PGampE conduz a pesquisa através de um fornecedor de terceiros (CEB) e não tem acesso a informações de identificação para qualquer coisa que os funcionários individuais classificaram ou escreveram. A CEB processa os dados, cria relatórios de resumo e os envia de volta ao PGampE. Os relatórios nunca incluem nomes. Os relatórios de dados resumidos são produzidos apenas para grupos com 10 ou mais entrevistados. Os relatórios de comentários resumidos são produzidos apenas para grupos com 20 ou mais entrevistados. A participação na pesquisa é inteiramente voluntária. Demora cerca de 15 minutos para fazer a pesquisa e você pode levá-la durante a empresa Tempo Aqui está o que esperar: na segunda-feira, 22 de setembro, você receberá um e-mail da CEB, um fornecedor de pesquisa de terceiros, para completar o levantamento Premier. Incluirá: 1) Um link eletrônico para a pesquisa 2) Um PIN exclusivo para acessar a pesquisa (ninguém mais pode usar este PIN) Você deve salvar este e-mail e manter seu PIN seguro. Você pode usar este link eletrônico e seu PIN para fazer a pesquisa usando qualquer computador, smartphone ou tablet que possa se conectar à internet. Nota: Os seguintes funcionários não receberão uma Pesquisa Premier da CEB: aluguel de salões, empregados de verão, funcionários contratados após 31 de julho, funcionários temporários e funcionários em licença, Compensação de Trabalhadores ou deficiência de longo prazo ou contrato. ESC Local 20 Extensão do Contrato Ratificado PGAMPE UNIT BOARD ELEITOS RESULTADOS 2014 Os seguintes oficiais foram reeleitos por aclamação: VICE-PRESIDENTE DIVISÃO: Joel Foster VICE-PRESIDENTE CONSELHO GERAL: Andrew Johnson VICE-PRESIDENTE-ESCRITÓRIO GERAL amplificador DISTRIBUIÇÃO MATERIAL: Roberto Gonzales-Ramos VICE-PRESIDENTE NUCLEAR GERAÇÃO: Joe Anastasio Parabéns a todos os acordos provisórios para uma extensão de contrato PGampE de um ano O Conselho da Unidade PGampE recomendou que o ESC Local 20 concordasse tentativamente em prolongar nosso contrato atual por um ano. A nova data de vencimento para o nosso contrato será 31 de dezembro de 2015. Esta potencial extensão do contrato está sujeita a ratificação da associação. Os dois itens da extensão são os seguintes: Um aumento de salário geral de 2,75 (GWI) a partir de 1º de janeiro de 2015. Este GWI será aplicado a todos os funcionários representados pela ESC, incluindo os funcionários mensalmente pagos que receberam 1 GWIs como parte do Transição STIP no contrato atual. Para ser claro, todos os funcionários receberão um aumento de 2,75. A participação do STIP para 2015 permanecerá em 10 (15 para Principais). Um acordo para negociar com a Companhia sobre possíveis mudanças no plano médico que são necessárias para o cumprimento da Lei do Cuidado Acessível. Essas possíveis mudanças envolvem a contratação de funcionários do salão somente, e são resultado de novos requisitos que exigem que a PGampE ofereça um plano médico a uma determinada porcentagem de seus funcionários. O Conselho da Unidade acredita que é prudente garantir uma extensão de contrato de 1 ano desta natureza nestes tempos incertos, já que a multa de San Bruno e o resultado do Caso de Taxa Geral ainda não foram determinados. Quando o CES retornar à tabela em 2015, muito mais será conhecido sobre o status financeiro da Companhia. É uma decisão significativa para diferir a negociação, mas o Conselho da Unidade está convencido de que a União estará em melhor posição para avançar se nosso acordo for prorrogado. O Conselho da Unidade também está muito satisfeito por poder entregar um acordo de tabela que restaure o padrão de um único GWI para todos os funcionários representados pela ESC. Mais uma vez, trata-se de um acordo tentativo e requer a aprovação da associação. Os detalhes serão publicados em breve sobre o processo de ratificação. Além disso, como parte das discussões que levaram ao acordo para estender o contrato de acordo com os termos descritos acima, o Conselho da Unidade PGampE concordou em aprovar uma Carta de Acordo (LOA) que estabelece um programa piloto para metas de desempenho e Avaliações de desempenho. Este acordo de carta se aplicará a todos os funcionários representados pela ESC que sejam elegíveis para o SITP. The pilot program will become effective upon ratification of the contract extension and will end on December 31, 2015. The Unit Board agreed to this LOA and pilot program as a way to address how our monthly paid STIP-eligible members are evaluated by management in regard to performance goals. The LOA sets a standard that the Company8217s performance goals must be within job scope and must be 8220reasonable, attainable, and measurable.8221 The LOA also sets forth specific criteria for evaluations based on performance goals, which require management to evaluate individuals with due attention to the particularities of an assignment, and factors such as the individual8217s workload, level of experience, and training. While the LOA grants the Company the ability to set performance goals without bargaining, the specific standards and criteria that now will govern management8217s use of goals and evaluations will strengthen the Union8217s ability to bring grievances over STIP outcomes when such disputes arise. The Unit Board believes that the language contained in the LOA is broadly protective of monthly-paid employees, and creates important new standards for management8217s use of the performance evaluation process. The Union will be holding calls and meetings for shop stewards to brief the membership about the contract extension and the new LOA and pilot program as the ratification process moves forward. Please watch for additional announcements about the time and location of these information sessions and the ratification mailing. We hope to conclude the ratification process by the end of April. The full text of these agreements are available by clicking on the links below. John Mader, President Karen Sawislak, Executive Director Joshua Sperry, Senior Union Representative March 2014 ESC PGampE Unit Update Annual Meeting amp New Union Hall: Last year the Union completed the purchase of a building at 810 Clay Street in Oakland to relocate the Union to a permanent home. Construction on the remodel of new Union hall began in November and likely will be completed in May. In the interim the Unions administrative staff is working in a temporary office. Please join me in thanking the Unions staff for all of the hard work (behind the scenes) to minimize the impact of the interim office on the level of service to the members Due to the timing of the Union Hall construction, the Unions Annual meeting is expected to be scheduled in late May. The date will be announced soon. This will be the first Union Annual meeting in the Unions new permanent home. Bargaining: There is late-breaking news ESC may arrive at a one-year contract extension with the Company. In the event that these on-going discussions do not result in a tentative agreement to extend the contract, the Union is working to complete the bargaining survey to elicit membership input into bargaining proposals and solicit bargaining committee volunteers. Expect a bulletin soon. The date for exchange of initial proposals for general bargaining is set for June 2. Work is also continuing with IFPTE field Representative Carl Webb to assist in the formation of the bargaining campaign communication action network (CAN). I urge you to participate in this effort. SMOC: The Union continues the struggle to achieve inclusion of the SMOC group into the main contract. The company maintains its position that the SMOC members must have a separate and lesser contract, and is not very interested in the Unions new proposal, despite several compromises made in their direction. Union Representative Dominic Chan has been organizing elected officials to contact Tony Earley over this issue and Utilities Committee members in the Legislature have in fact contacted him. In addition, the San Francisco Labor Council recently sent out an email action alert and now other Central Labor Councils will be following on. Pole Outsourcing: Many members have been raising concerns about PGampEs decision to contract out estimating of pole replacements to outside firms. ESC opposes this decision, and has been trying to get PGampE Management to reverse this counterproductive effort. The Union believes, and has communicated to management, that this outsourcing is not in the interests of employees, customers, or ratepayers. Management has told the Union that they intend to develop a contracting strategy as a lever that can be pulled to deal with fluctuations in workload, and says that their other levers are overtime and hiring hall. ESC represented ADEs in Sacramento and Fresno RMCs are checking the work of these contractors. Some members have raised concerns about quality control given the volume of pole replacement jobs to be checked and the aggressive timeline to do so. Other ADEs have expressed interest in checking the work of contractors for their regional areas. The union will raise these issues with management as well. The Union strongly prefers that PGampE use overtime and hiring hall to address peaks in workload instead of contractors. Members in CSD have seen more contracting of design and estimating than previously, and this practice is very alarming to ESC. We also continue to argue at every opportunity that management must increase the headcount of the ESC-represented employees who perform this critically important work. Please remember: it is not in the job description of Estimators (including ADEs) or Mappers to train contractors. An assignment to train contractors would require an upgrade to management and Members may, and should, decline such assignments. PGampE pays contractors very high rates, based on the assumption that the contractors train their own employees and have their own tools, work methods and that they will meet PGampEs standards. PGampE employees can and should hold contractors accountable to comply with all PGampE design and construction standards, and should report all violations of PGampE standards. That is an important safety practice. If estimators are reviewing a contracted job it can be an estimators responsibility to note a contractor violation of PGampEs standard it is not the employees responsibility to train the contractor. The Union is also examining the nature of some of the contractors that work in PGampE departments so as to determine if they are in fact agency employees as defined by the contract. The Union also encourages members to work as efficiently as possible, and also to consider working offered overtime (if possible) so as to produce more projects and lessen the pressure to contract out. If your office is not being offered overtime, this could be a contractual violation. If there are Estimators who want to work overtime and are not being permitted to do so, please contact your Union rep. S alary Ad-Hocs Committees: The Contractually required Salary Ad-Hocs for the Z groups (DCPP Professional and Engineers, Power Gen, Telecom and Distribution Outage Coordinators) was held Feb 26 and 27. The reason for these committees was the Unions concern in general bargaining for equity between the first generation of new groups organized under the Neutrality Agreement and groups after that. This difference led to similar Engineers classifications in different groups having salaries ranges that were less than the first generation by between 10 and 15 . The nature of the current contract and the inclusion of STIP with a smaller GWI for the first generation of monthlies have shrunk that difference to 5 to 10, but still equity between members is a top concern for the Union. In addition the Union remains concerned about the effects of the differential between mapping and estimating pay in regard to the long term retention of mappers. Finally, the Union raised the issue that while Senior Field Engineering Technicians and Field Engineering Technicians were adjusted in the 2009 Contract, the other General Construction classification (Field Engineers) was not. Management explained the companys compensation policy is to take the top of the Unions range and compare that to market surveys it obtains from compensation consultants. Those consultants usually compare PGampE to national private corporate employers of similar size. No other Northern California utilities, like SMUD, were included in the survey. The target management sets is that the top of a classifications rate should correspond to the median of the national market plus 10 to account for the cost of labor in the California labor market. The Union argued that the data used did not account for the nature of the PGampE work force, and that the expertise and experience of the work force was not factored in the survey. Further, and more galling, was that management promulgated a philosophy that PGampE employees should be able to earn only up to the median This is hardly in keeping with all other areas were PGampE compares itself to other employers. In comparisons PGampE sets goals to be in the top quartile or decile and yet when it comes to the compensation of the employees that are expected to achieve those goals management thinks that most we should be compensated is the median. The Union also pointed out that managements philosophy is inconsistent with managements stated goal of compensating according to the market. Comparing the market median to the top of the rate means that PGampE wants its employee to be able to earn up to the 50 th percentile and excludes from consideration the compensation of engineers earning more than the lowest 50 of engineers in the survey. Furthermore managements philosophy does not take into account the actual variability of PGampE employees in the contractual salary ranges. It would be much more consistent with managements own stated goal of comparing to the market to use the average (corrected for the California labor market) compared to PGampE employee average. In that way PGampE would be comparing its employees actual compensation to the entire market and not to lowest 50 of the market. Mapping : Management shared information that they said showed that Mapping was are already over market. The Union argued that regardless of how PGampE mapping compared to outside employers Mappings real competitor for experienced employees was Estimating. While a certain flow of mapping to estimating is expected and healthy, too much movement of newer mappers into estimating robs mapping of the core of experienced mappers that will be vital as mapping transitions into new technologies Further, the mapping population is heavily weighted toward employees preparing to retire. Management did admit they do have some retention concerns and suggested that there might be some mutual interest to adjusting the progression system for Mappers in a way that could lead to more compensation for mappers (see the update on mappers and the DCCC) but that management was adamantly opposed to making adjustments to the wage rates. Field Engineers : Management did not present extensive market data. The survey job description did not match the job. The Union argued that the company should include project managers in its comparison. They said they would go back and talk to Comp department some more. Z groups: Management shared data that they claimed showed that almost every classification had salaries are over market, with the exception of Nuclear Project Managers. The Union made impassioned arguments that managements methodology for reaching its conclusions are flawed, as outlined above. Performance Reviews amp Standards: Monthly paid members will soon receive their STIPs and PWI. Members are urged to check their payment to ascertain whether management has withheld STIP or PWI. Last year many members were unaware that they had received a reduced STIP payment. Management presented revised performance goals for Electric DEs, Project Management amp PCAs and Land (CRE) classifications that the Union determined to serious and substantial changes. Committees for the three groups were formed and have bargained over the changes. The results for EDEs were some new goals reflective of new initiatives and mostly date changes to reflect a new planning calendar. For project management the company had wanted to tighten significantly the percentage of cost variance for each project managers portfolio. After learning that over 10 of Project Managers were rated in the lower L the union declined managements proposal to raise the project accuracy requirements. In Land, the Union is demanding that management remove non-individual goals management and eliminates goals that are beyond an individuals control. In general the Union is becoming aware of changes in the application of competencies as applied by management. Management has increasingly made changes to competencies and their application has varied from the agreed-to performance standards. The Union has filed a business managers grievance and is advancing the case of a member who was rated low in a performance evaluation for a conduct issue even after the Company had separately disciplined the member for the same conduct. Bidding Committee: At PGampEs request the Union has participated in a committee with IBEW to examine the bidding system and its effects on the filling of open positions. Managements concern was that the process of pre-bidding was slowing the filling of positions. The Committee studied all aspects of the bidding system and found that while members bidding does account for some delay in filling positions, most of the delays in the procedure for filling positions are under management control (e. g. management often delays the departure of a successful bidder for weeks or months which in turns delays the filling the vacancy of the successful bidder). Therefore it was the recommendation of the committee that reforms to the process be made and a committee be formed to monitor new contractual bidding language toward the purpose of enabling consistent bidding practices to ensure bidding is efficient and timely. EOT Committee: As called for in the Contract, the Ad-hoc Committee to address EOT has met and concluded its work. The Committee has reached agreement on a new recommended guideline for Emergency Overtime. This agreement will supersede the 2000 OT guideline and provide a single document, which should result in more clarity for the process of tracking call-out andsignup. In addition, the agreement provides a process for selecting Mutual Aid participants, and codifying roles for ESC members in emergency response. A major change will be the charging of OT that is declined. The agreement does not preclude different local agreements but does require a written agreement between the Union and the Company to deviate from the guideline. Near Hit: The Union continues to participate in the Near Hit initiative. An agreement is expected soon toformalize the Unions commitment to this safety practice. Distribution Engineers: Recently the Union has been negotiating a new classification to split off operations duties from Distribution Engineers into a new classification. Ironically this request to negotiate a new classification follows the Unions loss of its grievance that PGampE was creating a new classification without bargaining by assigning operations duties to engineers irrespective of DEs DPA. The new classification will have a higher rate of pay, a Lead Engineer (An ADE-like position), on-call requirements, 1 overtime for emergency work done while on call, retention bonuses and 2 hour minimum pay for being called while on-call. For gas Distribution Engineers the Union has negotiated working conditions unique to Gas DE at the Gas Switching Center. Engineers that are hired or bid into the switching Center have a basic workweek of three 12 hours shifts in a week and also have on-call requirements, 1 overtime for emergency work done while on call, retention bonuses and 2 hour minimum pay for being called while on-call. Electric Transmission Estimating: The Union has reached an agreement to create separate headquarters for Electric assigned estimators at the Sacramento and Fresno RMC. Management had requested the ability to assign transmission work to a dedicated estimating work force. In fact management had considered exercising 15.2 to create a new Transmission classification. The Union raised concerns that this was estimating work that all estimators should have the opportunity to perform this work. The Union cited the past practice of this work being assigned to estimators in a separate dedicated headquarters. This is analogous to the Gas Transmission Estimating. On the basis of this, and in consultation with Stewards in the two RMCs, the Union agree to create a separate contractual HQ in the RMCs and a process for the current estimators to choose their HQs. The Union believes that this will allow members to choose the type of work the want to do via bidding and maintain the broad nature of the estimating classification. Design Understaffing: Understaffing of Design Drafting and Engineering is especially acute in Hydro and T-Line. At last DDLM (and at previous minutes), the Union has pointed out that there are only 11 regular employees in Hydro Design the same number as during bankruptcy, when all capital work on hydro facilities was stopped. 25 FTEs worth of work was outsourced in 2013. Similarly for T-Line, there are only 10 regular employees (plus 3 vacancies), while 23 FTEs of Design Engineering alone (not including drafting, which is comingled with Substation and so cant be broken out) was outsourced in 2013. This again shows how Management relies on outside contractors rather than regular in-house employees, and the situation is now that PGampE is a manager of contracts rather than an engineering company. The Union continues to make the point with management at every opportunity that this practice is far more expensive and far less efficient than hiring FTEs. General Construction: Management has expressed a desire to introduce a new construction management position. The Union is working to identify BU unit work of General Construction classifications that may be part of this effort. Several Field Engineers have been appointed to a working group that includes representative of IBEW as well. Also a committee recently met to work on an agreed to training program for FESFET amp FET. This training program would be the first one since 1998. Mappers: The Union has reached an agreement (available on the Unions website) for Electric Mapper that creates the position of Expert Mapper for the centralized mapping HQ (Sacramento) and the future consolidated switching centers in Rocklin, Concord and Fresno. The Position will require a new test with an emphasis on leadership. Mapper in these HQs will be able to advance automatically to Lead Mapper. Under the leadership of an Expert Mapper Lead Mappers will be able to lead types of work. This agreement will bring enhanced compensation opportunities for mappers who normally would not be able to be Leads. The Union had argued strongly for additional compensation for the Expert Mapper but management once again refused, citing its compensation comparisons for mapper which management says shows PGampE mappers at much higher rates than its market surveys. The Union is on the verge of settling two disputes over mapping jurisdiction. Management had established a process that after mapping review clerical would scan the documents and upload to a data base and that would be the copy of record. The Union contended that it is Mappers work to file records. After extensive arguments the Company is willing to stipulate that it is the actions of Mappers that file records. Also the Union and management have had a long running dispute over the companies plan to have non-ESC Asset Strategists change leak survey maintenance plans. Management had cited that it would be impossible to train mapping to do this work in SAP. The Union contended that this is mapping work now and will be in the future regardless of the software used. After nearly nine years management finally had a tool to demonstrate its plan to have mappers request changes and Asset Strategists to actuate the change. During the demonstration it became clear that the request process was more complex than the actual work to change the plan. On the basis of this management agreed that it was more appropriate to have mappers do this work. ArbitrationsGrievances: The Union is finally received the decision for the grievance the Union filed regarding management directing T-men to create orders (ESC work). The Arbitrator upheld that this was ESC work and that the Company must negotiate. This victory may have further positive effects as management introduces a host of new software tools meant to automate work processes in that no matter how much work is automated ESC bargaining Unit work must stay with the bargaining Unit, Any changes require an agreement with the Unions. Thanks to all the staff, stewards and officers for the hard work that made this great win possible. In addition the Union is actively arbitrating forced vacation and the denial of bid rights to vacancies in an employees own HQs. Also the Union is scheduling the arbitration of a grievance over the inclusion of a conduct issue in performance standards in the companys application of a competency as a non-negotiated performance standard. This situation can be also be understood as a unilateral change to positive discipline, and a case of double jeopardy. PMPCA Grievance: The Union is grieving the creation of numerous new non ESC jobs to do project PM amp PCA work in the guise of doing program work. The Union has filed a grievance over construction specialists doing General Construction QC work, and also the Sourcing department ordering coded materials and has offered a settlement . Legislation: The Unions Lobbyist is working to gather information and evaluate Senate Bill 1371. This potential law looks to direct California regulated utilities in the work of Leak abatement. The Union is particularly interested in ways to bolster the work of mappers in leak survey planning. Tuition LOA Revision: The tuition refund LOA has been revised to clarify fees eligible for refunds are limited to registration and academic fees. Also the and the time frames for application of tuition benefits have been shorted to 10 days in advance and due date for submittal of grades had been lengthened to 45 days. Did you know The above updates are highlights of the Unions business. Much more detailed information is available on the Unions website. The Unit board minutes include the Unions business and reports from the officers and staff. The minutes are posted after approval at the next board meeting due to constitutional rules. So minutes are usually a month in arrears. G ood Luck Please join me wishing good luck and success to the Members taking the ADE exam this Month. And Thanks Lastly, please join me for thanking all of the volunteers that participated as part of committees, engagements teams, stewards, officers, staff and as witnesses in grievances for the activities above. Our Union is only as strong as our members commitment to engage in all of these critical tasks. John Mader ESC Local 20 President IBEW Reaches Tentative Agreement to Extend PGampE Contract As you will likely hear later today, PGampE and IBEW 1245 agreed to extend the current contract agreements for IBEW 1245 represented employees for one year. The contract extension is tentative and must be ratified by the IBEW 1245 membership. The contract extension provides for a 2.75 general wage increase to be granted January 1, 2015. This message is to let you know that ESC Local 20 is actively involved in conversations toward reaching a similar agreement for a one-year contract extension. If such an agreement is concluded, it will be tentative and must be ratified by the Union8217s membership. We will share details as soon as we can. Please check the Union website for updates. John Mader, President Karen Sawislak, Executive Director February 26, 2014: DCPP members show their support for their SMOC brothers and sisters And you can show your support too Go to the PGampE SMOC Campaign page, scroll down and fill out the form to send an email to Tony Earley demanding a fair contract for our SMOC members. February 24,2014 Electric Estimating Outsourcing: February, 2014 Many members have been raising concerns about PGampEs decision to contract out Estimating of pole replacements to outside firms. ESC is not in support of this decision, and has been trying to get PGampE Management to reverse this counterproductive effort. The Union believes, and has communicated to management, that this outsourcing is not in the interests of employees, customers, or ratepayers. Management has told the Union that they intend to develop a contracting strategy as a lever that can be pulled to deal with fluctuations in workload, and says that their other levers are overtime and hiring hall. ESC represented ADEs in Sacramento and Fresno RMCs are checking the work of these contractors. Some members have raised concerns about quality control given the volume of pole replacement jobs to be checked and the aggressive timeline to do so. Other ADEs have expressed interest in checking the work of contractors for their regional areas. The union will raise these issues with management as well. The Union strongly prefers that PGampE use overtime and hiring hall to address peaks in workload instead of contractors. Members in CSD have seen more contracting of design and estimating than previously, and this practice is very alarming to ESC. We also continue to argue at every opportunity that management must increase the headcount of the ESC-represented employees who perform this critically important work. Please remember: it is not in the job description of Estimators (including ADEs) or Mappers to train contractors. An assignment to train contractors would require an upgrade to management and Members may, and should, decline such assignments. PGampE pays contractors very high rates, based on the assumption that the contractors train their own employees and have their own tools, work methods and that they will meet PGampEs standards. PGampE employees can and should hold contractors accountable to comply with all PGampE design and construction standards, and should report all violations of PGampE standards. That is an important safety practice. When noting a contractor violation, it is not the employees responsibility to train the contractor, especially if taking time to do so would take away from your other workload as assigned by PGampE. The Union is also examining the nature of some of the contractors that work in PGampE departments so as to determine if they are in fact agency employees per the contract. The Union also encourages members to work as efficiently as possible, and also to consider working offered overtime (if possible) so as to produce more projects and lessen the pressure to contract out. If your office is not being offered overtime, this could be a contractual violation. If there are Estimators who want to work overtime and are not being permitted to do so, please contact your ESC rep. Please remember that all of our members are the eyes and ears of ESC. If you see something that does not look safe or efficient, please forward your concerns to your shop steward or union representative. We must work together to defend the integrity of the PGampE network, along with the integrity of our union contract and our professions. John Mader, President Joel Foster, Vice President of Divisions Joshua Sperry, Sr. Union Representative February 3, 2014 ESC IS PREPARING FOR THE NEXT ROUND OF GENERAL BARGAINING WITH PGampE To ESC PGampE Unit Members: It is that time again: the term of our contract expires at the end of this year, and ESC is preparing for the next round of general bargaining with PGampE. June 2 has been set as the date for the initial exchange of proposals with the Company. Our negotiation sessions will begin right after Labor Day, with the goal of reaching a settlement by December 1. The Unions officers and staff have been planning for the start of general bargaining for some time, and all of you will soon begin to see bargaining-related activity. An on-line bargaining survey will be sent to all members in March, so the Union can get your input on potential proposals and better understand the memberships priorities. In addition, the Unions PGampE Unit Executive Board is beginning to work on the structure and composition of our negotiating teams. The Union also is building our capacity for member communication through what we call the ESC CAN (Communication Action Network). The Union will use the CAN throughout the bargaining process to keep everyone informed about ESCS and the Companys proposals, our progress at the table, and whatever actions we may take to ensure that our voices are heard. Bargaining is never an easy process. To defend and advance our contract, ESC will need to stand up and stand together. There will be many opportunities for member participation in our bargaining and ESCs success at the table requires an engaged and active member base. In short, more and more news about our general bargaining will be coming soon. Please watch for the ESC bargaining survey next month and for other opportunities to participate in the negotiations process. The strength of our union and the strength of our next contract depends on the involvement of the members. If you have any questions about general bargaining, please contact either of us or any member of the ESC staff or, very soon, your local CAN activist. In unity, John Mader, President, ESC and PGampE Unit Board Karen Sawislak, ESC Executive Director PGampE members have started their new Health Account Plan On January 1, 2014, ESC Local 20 members at PGampE began their new Health Account Plan (HAP) through Anthem Blue Cross or Kaiser. Members who have questions are reminded to utilize the resources available through Provant to help navigate the new health plan. Provant a wellness provider jointly agreed to by ESC and PGampE is your one-stop shop for health and wellness. Provant conducts on-site health screenings at PGampE locations to help identify your health risks and set goals to keep you healthy. Additionally, the health screenings earn you credits towards your Health Account, which helps offsets medical expenses under the Health Account Plan. For more information on how the new plan works, medical plan billing, dental or vision plans, or questions about the health screenings and health accounts, contact Provant at 1-866-271-8144. Representatives are available to assist you Monday through Friday from 5 a. m. 5 p. m. Pacific Time. You may also email them at PGEsupportprovanthealth . PGampE also established mypgebenefits to provide details on the new health plan, including what to expect the first time you visit the doctor or pharmacy in 2014. The website also has all of the free medication and lab test lists, as well as short videos on how the plan works. Family members can also view this site to help better understand how the new plan works. PGampE will hold a lunchtime conference call on Thursday, January 16 from noon to 1 p. m. for employees and family members to learn how to use the new HAP for the first time in 2014. Because of limited phone lines, PGampE employees with Company system access are encouraged to listen over the intranet by visiting wmsapp01wmsshareaudio. asx. Please note there may be no pre-conference audio on this link. The conference call audio will begin at the start of the actual meeting. Family members may listen to the call by dialing 1-866-814-1912 . December 29, 2013 SMOC Solidarity Keep the holiday photos coming Concord Service Center December 19, 2013 Donations to Richard Yarnells Family: As you may be aware, our brother, Richard Yarnell, tragically lost his son, Brandon, in a fatal car accident. Brandon is survived by his wife, three children, and another baby on the way. There are two voluntary ways you can help Richards daughter-in-law and grandchildren: 1. Contribute to the Helmer family fund: An account is set up at gofundme under the Helmer family in Lakeport, CA. 2. Donate accrued vacation hours proceeds will be transferred to benefit the Helmer family: Complete the vacation sale form (click on the link below) and return it to Heather Holladay via email hxhvpge (please print, sign, and scan) or mail to the address below. Vacation Sale Form LOA 13-38 vacation sale Yarnell Send forms by January 15, 2014 to: Heather Holladay, 77 Beale St. B23H San Francisco December 18, 2013 ESC Local 20 Holiday Photos - SMOC IS PART OF ESC SF Service Center Show your support keep the holiday photos coming November 19, 2013: November 13, 2013: LOA For Philippines Disaster Relief ESC Local 20 members at PGampE, you will soon receive communication regarding the following LOA agreed to this morning: The Company proposes to amend the provisions of Section 9.15 of the ESC Agreement. This amendment will allow employees to voluntarily sell up to forty (40) hours of vacation and transfer the proceeds to the Red Cross to support the victims of the Philippines Typhoon. Employees who choose to make this donation will have their donated vacation hours converted to cash and sent directly to the Red Cross. This amendment will be effective through December 13, 2013. The PGampE Unit Board unanimously supports this LOA and we urge our members to give generously in this terrible time of need for our brothers and sisters in the Philippines. September 22, 2013 Health Account Plan Informational Meetings for Union-Represented Employees Scheduled In 2014, all union members will be covered by the Health Account Plan, a new medical plan that was jointly designed and agreed to by IBEW, ESC, SEIU and PGampE, emphasizing wellness and preventive services. This plan was implemented for all Management and AampT employees beginning in 2013. Onsite employee meetings have been scheduled throughout the service territory to help union-represented employees learn more about the Health Account Plan and get a better understanding of the new plan before open enrollment begins on November 8. The IBEW has identified more than 100 employees, and ESC approximately 40, who are being trained to conduct these one-hour presentations across the service territory. These employees will also act as local employee resources to answer simple questions about the plan. Human Resources is also planning a series of similar meetings for ESC - and SEIU-represented employees. All union members are welcome to the IBEW, ESC, or SEIU meetings. Click here for the current presentation schedule and return periodically as more meetings are being added. For more information, contact Michelle Lee (MHL7 ) at 2232709. 08232013 Gas Estimating Update 08212013-ESC Local 20 Member Update Gas Mapper Retention Package Dear ESC members at PGampE, We are pleased to announce that ESC has reached an agreement with management regarding a Retention Agreement for Gas Mappers. The package will be equal to 8 of base pay plus overtime, paid in two six-month installments. In order to sign up for the payments, each employee must make a written commitment not to leave Gas Mapping for 12 months (August 1, 2013 through July 21, 2014) this is slightly retroactive, so most of the first month has already passed. You can still advance in the Gas Mapping line of progression (e. g. you can still bid from Sr. Gas Mapping Tech to Lead or Principal Mapping Tech) and changes offices (e. g. San Francisco to San Jose) as long as you stay within Gas Mapping. Also, this agreement is completely voluntary, so if you do not want to sign up for it, there is no penalty and then you would maintain your rights to bid to other classifications. Employees who wish to enroll in the retention program must fill and sign a commitment form. Contact HR or your supervisor for more details. In solidarity, John Mader, President Joshua Sperry, Sr. Union Representative June 28, 2013 The June 2013 Local 20 PGampE Unit Member Update Officer meetings In May, ESC PGampE Unit Board members met with top executives in our lines of business: Electric Ops, Gas Ops, IT, Power Gen and Shared Services. The Union reviewed many safety metrics and had discussions about work-life balance (including the suggestion of AWS in Estimating from the Union). ESCs two main items of concern were understaffing and outsourcing. New Union Hall Recently the Union made its first Mortgage payment on our new home. Instead of rent the Union built more equity in an asset that will benefit members by being our home and avoiding rising rent costs. The Unions goal is for the new hall to be fully functional by the years end. When renovations are complete the new hall will offer twice the space as the old hall. Performance Standards Following the announcement by many Departments of 2013 performance goals in March, the Union raised objections to unilateral serious and substantial changes based on input from members. In response management asked to meet to negotiate changes to performance goals to comply with negotiated performance standards. Recently committees met to represent Electric DEs (both assigned to operations and planning), Electric Project Managers amp PCAs, and Land amp Environmental classifications. Those committees are working on agreeing to goals for 2013 that will be acceptable, as well as a framework for applying goals and metrics while understanding that workload, priorities, and other factors are different for each employee. Staffing ESC continues to press management to relieve the understaffing in Estimating and Project ManagementProject Controls. ESC was pleased to note that PGampE is planning to hire more Electric Estimators, more Gas Estimators (as well as Gas Mappers and Field Engineers), and Gas PMs and PCAs. The Union remains unsatisfied with the slow pace of hiring, but at least it is moving in the right direction. Discussions over staffing in Design Engineering are ongoing as well. Hiring Hall Grievance ESC is working to close its Business Managers Grievance over the abuse of Hiring Hall preventing the posting of additional vacancies, based on the staffing increases cited above. Estimating Performance Point System The Company recently has instituted an estimating performance point system. While the Companys plans to utilize this system are not yet fully apparent, ESC has notified management that this new productivity measuring system is not an agreed-to performance standard. Alternative work schedules (CSD) When Management informed the Union that it intended to implement a change to the CSD attire policy that would ban, among other items, shorts and non-PGampE hats, the Union asserted a demand to bargain and adherence to the previously agreed-to CSD attire policy. During subsequent discussions the Union opposed the banning of shorts and hats. As is the practice of the Union in every meeting with CSD management the Union pressed for alternative work schedules for CSD. Later Management inquired as to the possibility of an AWS pilot with an eye toward establishing the criteria for the offering of AWS in a headquarters and an agreement to alter the attire policy geared toward banning shorts during work hours. The Union is gauging interest amongst the Members via stewards. Please contact your steward, Union Representative or officer if you have an opinion. Healthcare Changes coming later this year As a reminder, major changes to the Health Insurance benefits will be implemented on January 1, 2014. There will be a major educational effort by the Union and Company in the fall to make sure that members understand the structure of the new benefits and take part in activities like health screenings that will help you get information on your own health, and reduce costs. Central Valley Union Representative A reminder that there is a new ESC Union Representative for the Central Valley Nancy Ostrowski. Nancy has over 20 years of experience as a union staff representative, and comes to us after eight years as a senior staff rep with our sister IFPTE Local 21, based out of San Jose. Nancy will cover the territory from Auberry to Marysville. EOTBy-pass Committee This committee has continued to meet and ESC members, led by Vice President Joel Foster, are educating management about the history and importance of S0205 and how it is applied. We are hoping for clarifications of the callout procedures, as well as a discussion of bypass of estimating and ways to reduce that from happening. Electric DE Engagement A committee of Electric Distribution Engineers has met with management several times to continue work on several major issues for this classification. With the consolidation of Distribution Operations into three Distribution Control Centers expected in 2014, the Union has been working towards a relocation agreement under Section 22.10 that would lay out a process and mitigate the impacts of relocation. The committee is considering a separate job description for Operating Distribution Engineer, a formal call-out system, a Senior or Lead DE classification, and a retention package. None of these have been agreed to yet, they are all possibilities under discussion. General Rate Case ESC submitted testimony in the GRC supporting the need for many of PGampEs programs to increase safety and reliability. Bidding Committee At PGampEs invitation the Union is participating in a committee to examine the bidding process to develop recommendations to improve the process. The process is extensively manual and the Company would like to make it faster and more computerized, without losing any functionality. In fact perhaps functions could be added or improved. There will be a sub-committee to focus on ESC-specific issues in bidding such as processes for monthly positions. If members have bidding issues they would like examined by the committee please contact your Union Representative. Gas Estimating Bypass and Outsourcing Gas Estimators throughout the Company are alarmed by a dramatic increase in Service Replacements being performed without estimates. This leads to accounting problems, poor record-keeping, unsafe construction or codestandard violations, inefficiencies such as go-backs, and can even result in PGampE not obtaining vital records such as Gas Service Records for pressurized facilities. The Union has been pressing this issue at many levels of management within Gas Ops the only from management so far is to offer to set up a small hit team to look into the meter replacement process. AMTAGSMOC The Union welcomes our three newest members, who are the Analysts in Substation Engineering who voted to join ESC in August 2011. An agreement was reached bringing them into the ESC contract and providing for pay increases as well as all the other benefits of ESC representation. Marcia Manalo, Sr. Information Systems Analyst at 1919 Webster St. in Oakland, played a key role in representing the group. However, bargaining continues for the rest of the AMTAG and SMOC groups. Management presented a new salary proposal, which is still insufficient. For example, under Managements proposal Meter Engineers would be paid less than Meter Techs, and Automation Engineers would be paid less than Design Engineers. The Company does not even have a salary proposal for SMOC (Smart Meter Operations Center) their proposal in this area is that PGampE will pay each employee whatever they want. ESC continues to press for fair salaries and standard working conditions. Expect a Communications Action Network mobilization action in the coming months. Grievance Procedure Ad-Hoc This committee has met 3 times. The committee has been working to review the grievance backlog and to improve the grievance process. Some backlogged grievances are lacking paperwork though they are resolved, some grievances can be closed out with minimal action, and some need to be heard and are being routed to the appropriate Union Representative. Going forward the committee is working on a procedure for the pre-review committee (the 3 rd step of the grievance process) to review outstanding grievances, at the file or LIC stage, in a regular basis to determine if grievances are delayed. It is envisioned that the Union Representative and HR representative will each explain the delay and the pre-review committee will work to determine the actions to resolve or advance the grievance. The PRC could also serve as an accelerated appeal board to resolve grievances that both the company and Union agree are routine or have a typical resolution. The Committee is also working to develop guidelines for relevant information to be gathered and communicated at each step of the grievance process, in particular the LIC, for the next step of the grievance process to be effective. Mapper issues The Union appointed Subject Matter Experts to serve on committees to re-write the Mapper Advancement Program. There will be separate teams for Gas and Electric. This training program is negotiated with the Union, so ESC through appointed Mappers will continue to oversee the process and make sure that the revisions are done properly. The Union is opposing a new procedure in Gas Mapping where scanned As-builts are being uploaded to SAP by non-Mapping employees. SAP is being the designated as the official record going forward and the duty for filing into PGampEs official records is mapper jurisdiction. The Union has filed a business managers grievance to enforce this jurisdiction and has presented substantial evidence in the grievance procedure already. The Union is also opposing a work procedure implemented where if it is determined that a closed job needs correction, supervisors are moving the job from DC15 to DC14. The operation of SAP in status management of projects is mapper jurisdiction and the Union is seeking to return of this work to the mapper jurisdiction. The Union also met with the manager of Electric Mapping to discuss Mapper roles at the upcoming Electric DCCs. Of particular interest will be avoiding displacements, and accounting for the need for training, reasonable workload and appropriate compensation. Work continues on GIS Conversion the Union is particularly interested in the rollout of the tool for mappers to preserve their duties maintaining the asset database and GIS system. The Union has signed an agreement (LOA 13-18) to allow the staffing of a centralized electric mapping team in Sacramento RMC. By moving vacancies to the new System Mapping Center, involuntary displacement of existing mappers can be avoided. The Union hopes that no mappers will be involuntarily displaced in this process, and so far indications are good. Relocation of Electric Substation and T-Line Engineering 1919 Webster (Oakland) to Bishop Ranch (San Ramon) The Union committee has met three times with management to work on mitigations to the impact of the relocation. Several employees have been organizing car pools. The Union was able to secure a commitment to main current flex time offerings, with start times at the employees option as early as 6am. A 410 schedule will be discussed in the fall. ESC was successful in ensuring that employees from other buildings, particularly Concord and San Francisco, will not be affected. However the Union is dismayed by poor documentation of the move and lack of adherence to contractual procedures if members are found to have been harmed, there may be a new grievance over this issue. Arbitration Report The Unions grievance over T-Men creating Orders for emergency capital work using FAS is scheduled for arbitration in July. We expect the arbitration to last a number of days spread over a few months. ESC is still open to settling the grievance if PGampE will modify the work processes the Union thinks this would be a benefit to PGampE in terms of reducing bad orders and ensuring that Estimators and ADEs can perform their proper roles in designing and accounting for emergency capital jobs. The Business Managers Grievance over employees who were forced to take vacation on short notice in 2011 is also on its way to arbitration, with a hearing date to be selected soon. This is due to managements rejection of three settlement offers from the Union with suggestions of how to improve the vacation scheduling process while respecting the Contract. Receipts As the result of negotiations meals under 30 do not require an itemized receipt. Some departments have a policy of only requiring a receipt for meals over 25 and some require receipts for all meals. The Union has not challenged the requirement for receipts for meals less than 25 other than to insure that receipts for meals less than 30 are not required to be itemized. If a department changes policy to require receipts for meals less than 25 they should notify employees in a timely manner. The Union has challenged requirements for receipts for tolls when employees are using fastback. In Solidarity John Mader ESC Local 20 President ESC Bulletin Please Post and Distribute Re: Alternative Work Schedules (AWS) in CSD at PGampE Update Many members may have heard that Management is promulgating its decision not to consider offering alternative work schedules for Estimators and SNBRIPEs in CSD. Alternative work schedules have been and will continue to be a hot topic for the ESC represented PGampE employees that currently do not enjoy them. The union has been consistently reminded of this by the members. Many members in many departments already enjoy various alternate work schedules at PGampE. Members that work in estimating and service planning currently do not. The Union has been reminding CSD management of the strong desire for AWS every single time the Union meets with management, regardless of the topic. Management has not been receptive to the idea, citing various reasons including concerns about not being able to be responsive nor cover external customer needs. ESC also reminds the company that staffing is a major component to that coverage. Last month, during one of the regularly scheduled meetings with ESC with CSD leadership, Senior Director Mike Kress and Director Rinly Moolakatt made it clear to ESC that they did not want to implement nor talk about AWS for CSD further. In response, ESC reminded management that AWS are a major priority for ESC members, and requested to start discussing when we can continue to talk about AWS again. ESC will continue to press the issue at any venue available and urges Members to do the same. John Mader, ESC President Joel Foster, ESC Secretary Treasurer Joshua Sperry, Senior Union Representative CONTRACTING OUT GAS DISTRIBUTION ESTIMATING Dear ESC Members, As you may be aware, PGampE has notified the Union that it intends to contract out a large amount of gas distribution estimating in 2013 and beyond. Management has communicated that they believe that contracting is necessary to achieve a large amount of construction that is planned for the upgrading of the gas distribution system. The Union is very alarmed at this unprecedented amount of contracting of ESC work and has challenged management to justify the need for contracting instead of increasing staffing levels. For instance the Unions records show that Gas Estimating does not have the headcount of estimators than were employed in 2006, prior to Business Transformation. The union continues to press the issue of under staffing and workload at every opportunity and calls on all members to do the same. The Union is very aware that outsourcing is upsetting to the members. Many long service estimators and ADEs have worked their entire careers without seeing this work contracted out. Contracting of engineering and design is much more prevalent in other departments, but is never accepted by the Union. The Union is concerned about contracting both from the perspective wage and employment security for members but also in assuring that PGampE standards are upheld. There are potential impacts to public safety and work efficiency from work done by contractors if they do not adhere to PGampE standards, or do not have the same requirements and qualifications that PGampE employees have to do the work. The company recently has informed the union that to address concerns over safety and efficiency, the checking and cost authorization of this work will be performed by PGampE employed, ESC represented ADEs. While this is positive from the standpoint of Quality Control, ESC has already received concerns and questions from members who have been contacted by outside contractors directly for technical advice or guidance on the designs they are preparing for PGampE i. e. the contractors are asking PGampE ADEs not just for quality checking but for technical training. To address that issue, ESC advises members, who are asked by contractors for technical advice, to refer them to PGampE management. Per the contract, the duties of an ADE are provides guidance and training to estimating and mapping employees. Contractors are not employees of the Company and as such their training is not the responsibility of ADEs and Estimators. ADEs, who detect quality problems while checking the work of outside contractors, should notify their supervisor and also their ESC Shop Steward and Union Representative. If members have specific concerns or issues, please contact myself or ESC V. P. of Divisions Joel Foster. John Mader ESC President Joel Foster Vice-President, Divisions Joshua Sperry Senior Union Representative Performance Evaluations, PWI, STIP, Goals and Standards Dear ESC Local 20 Members This month, ESC members paid monthly will receive their 2012 STIP bonus check and their progressive wage increase earned in 2012. PWIs (5) are paid provided that the members salary is less than their classifications top of rate, and their performance and rate of improvement warrant it. Management has assigned each monthly paid member a box in the Performance Management Programs (PMP) nine box grid. Those boxes have a STIP performance multiplier percentage associated with them. The percentages are the average of non-represented PL1 amp PL2s for 2012. This year the averages are: STIP ELIGIBLE BARGAINING UNIT 9-BOX GRID The 2012 company STIP score is 1.372. Participation rate 10 is for classifications already having STIP. and for classification transitioning into STIP is 3 this year (these members participation rate will be 6 for 2013, and 10 for 2014). It is important to remember that management is obligated to adhere to contractual performance standards when placing members in the nine box grid. Also, before management denies a PWI, management must counsel and notify employees that they have a performance issue that could result in employees not receiving their next merit increase. The notice should be specific as to the performance problem being exhibited by the employee and there should be an attempt made by management to correct these deficiencies during the review period (RC 201). The 2013 contract guarantees that Before reducing a STIP whenever practicable, employees will be given reasonable notice of specific performance issues and an opportunity to improve before STIP awards are reduced. However, the parties recognize that there might be circumstances that may not allow for advance notice. The last sentence is intended to applicable when notice is not given because it was not possible for management to be aware of a performance issue during the review period. Members who believe that they were denied their PWI, or had their STIP reduced, and believe that managements determination was improper should contact their steward. The Union has 30 days to file a grievance so check your payment. Examples of improper PWI denial and STIP reduction include: errors in applying performance standards applying non-agreed performance standards unreasonable work expectations (e. g. not accounting for a special assignment or authorized leave) the result of illegal or contractually prohibited discrimination insufficient notice and opportunity to improve or forced ranking. Members should also carefully examine any new performance goals for 2013 communicated by management. Management is required to negotiate any serious and substantial changes to performance standards. Renaming performance standards to match an initiative name change is example of a change that is not substantial. A change to performance standards that makes it harder to achieve any box in the nine-box grid is an example of a change that requires an agreement with the Union. The Union has already been alerted to changing performance standards for the Distribution Engineers and Project Managers, and has challenged those changes. An example of one of those challenges was a new goal that self-evaluation was a required performance metric. Management has acknowledged an obligation to bargain changes to performance standards. In these cases the Union (consisting of a committee of member in the respective classifications) and management will be meeting to negotiate changes. The Unions goal will be achieve an agreement that results in reasonable performance standards that meets PGampEs business needs. The Union is currently making numerous information requests in order to analyze trends to determine if there is evidence of forced ranking. Initial results indicate that there does not seem to be evidence of system-wide forced ranking but some department results may indicate that those departments force ranked represented employees. The total number of lower L ratings are roughly the same as 2012 but the Union urges you to be vigilant and contact your steward or Union Representative if you have a concern. In Solidarity John Mader President ESC Local 20 For monthly paid classifications the PWI granted in March is based on the months spent in your classification during the preceding year. If you are assigned, or promote, into a classification during the previous year your PWI is prorating per the schedule in section 15.4 of the contract. Also a PWI may be less than 5 if your salary is within 5 of the top of the rate in Schedule A in the Contract. Please Click here for a PDF DOWNLOAD AND SIGN THE PETITION TO SUPPORT NEW ESC MEMBERS AT PGampE Over 100 PGampE employees in non-union departments such as Transmission Planning, Automation Engineering and SmartMeter Operations Center voted to join ESC in 2011. They still dont have a contract, and PGampE continues to make bargaining proposals that are offensive and anti-union. Download our petition and fact sheet to learn more and support these co-workers, get your work group to sign it, and send it back in to ESC. Click here for PDF of Petition Member Update - December 2012 Contract Printing After agreeing to postpone a dispute over agreed to beginning level classifications, the new contract has been finalized, PDFs are posted and the books are currently being printed. The Union requested a yellow color since the Unions colors are Blue and Gold and Yellow has not been used since the 1991 agreement. The contract books will be delivered to all employees by PGampE mail in January. The Contract will be organized differently in an effort to incorporate the new classifications. Exhibit D will include classification-specific working conditions for all monthly classifications. A separate appendix for the full job descriptions for monthly classifications will be published electronically. This is part of a long-term effort to incorporate LOAs and separate exhibits directly into the main Contract. A stewards call will be held to explain the major contractual changes and the organizational changes designed to make using the contract easier. An electronic version of the contract and the benefits summary are available on the Unions website. Labor Management Agreement Reached ESC and PGampE re-affirmed their more than 60 year commitment to Labor Management cooperation. The Union has a long tradition of working cooperatively with PGampE to address issues critical to PGampEs ability to compete now and in the future and to promote profitability for PGampE and employment and income security for PGampE employees. The agreement will be added to the inside cover of the Contract. Estimating Best Practices PGampE and the Union meet monthly to work on estimating productivity in the Estimating Best Practices committee. EBP committee is a very productive labor management committee. A wide range of tools and procedures are discussed ranging from FFE to dual commodity estimating. Members can access the SharePoint below to see what the committee is working on. Members are encouraged to contact a member of the EBP if they have work procedure issues they would like addressed. Below is a link the EBP share point wssuotechnicalservicesestimatingEstimating20Best20Practices20CommitteeFormsAllItems. aspx Gas Move to San Ramon Citing a desire to foster a consolidated Gas operation within PGampE, management has moved Estimators (transmission and distribution), Project Managers, Land, Environmental, Mapping and other ESC represented employees from Walnut Creek and Concord RMC to a new Gas headquarters in the Bishop Ranch office park in San Ramon. This move was preceded by numerous meeting with the Union with Stewards from the affected areas in attendance, to explain the move and consider mitigations that the move would have on members commute. In particular the Union sought scheduling flexibility and alternative work schedules. The Company agreed to alternative work schedules, the temporary continuation of early start times for those that had them and temporary start flexibility to recognize issues like public transportation and child care constraints. On December 3, ESC and PGampE held the first system-wide Gas Labor-Management committee in San Ramon to discuss issues specific to the Gas Organization. In attendance were representatives from all ESC classifications in the Gas Organization, and many senior executives including Executive VP Nick Stavropolous. PGampEs plan to close 1919 Webster, Oakland Approximatly 200 ESC members work at the PGampE electric substation and transmission line engineering building at 1919 Webster Street in downtown Oakland. Due to PGampEs months-long intransigence regarding meeting and discussing its planned move from 1919 Webster the Union filed a charge of a Unfair Labor Practice just to obtain basic documentation of PGampEs plan. The Union had attempted at least half a dozen times to meet and discuss regarding the move. PGampEs stated intent is to close and sell the building at 1919 Webster. PGampE at times has cited seismic concerns, the safety of city of Oakland and concerns over access to records after an earthquake. The Union is protesting both the closure of 1919 Webster and demanding to negotiate over the move. All contractual and legal means of opposing the move are being considered. The Union has requested an opportunity to bargain regarding PGampEs plans and has contacted the Alameda County Central Labor Council for assistance. Many Members who work at this building live in San Francisco or on the Peninsula, and the planned move to San Ramon and its distance from BART constitutes a hardship. Proposition 32 Thanks to all the members and the public that voted against Proposition 32. The Union stands ready to support real campaign finance reform not designed to deny working people a voice in the public debate. With the recent legislative attack on working people in Michigan. it is clear that we must be vigilant to defend the right to bargain collectively. There are many challenges that face America but denying working people the means to effective collective bargaining is not a solution that will help the middle class. Archos Callout System PGampE is working to develop an automatic call out system for SO205 emergencies. Initially, ESC has noted problems in the rapidity of the programs going to the next estimator on the call-out list and the correct inclusion of RMC estimators consistent with the contract. A team of estimators are giving feedback to the developer and the Union is hopeful that the Archos system will make the efficient dispatch of Estimators for emergency overtime easier and routinely consistent with the contract. New Group Bargaining After ratifying a new contract, Members should remember that two groups of PGampE employees are still fighting to join the ESC contract. AMTAG (Automation, Metering, Transmission planning, Analysts and Generation Interconnection) and SMOC (Smart Meter Operations Center). PGampE has altered its proposals to admit the AMTAG group into the Contract but at proposed wages roughly 15-30 less than other engineers And for SMOC PGampE is maintaining its position to demand a separate contract with no wage, layoff or work protections. We all need to let management know that the Union is one and we all demand fair treatment for ESC members in AMTAG and SMOC groups. More to come soon. In addition, the Union is pursuing action at the NLRB to prohibit to movement of work from the SMOC group that the Union believes requires bargaining. The Union believes that PGampE is ignoring its obligation under the law. Unfair Labor Practice Complaints The Union received notification that the National Labor Relations Board has issued two Unfair Labor Practice complaints against PGampE based upon charges filed by ESC Local 20. The first complaint regards PGampEs conduct involving work in the SmartMeter Operations Center, where employees voted to join ESC in 2011. ESC is still in negotiations with PGampE over a first agreement. The law says that PGampE must maintain the working conditions at status quo during negotiations, but PGampE has been transferring work out of SMOC to non-union employees. ESC works hard to defend the integrity of our work and our classifications, and this is just as true for Estimators and Mappers as it is for our newest members. ESC work should be performed by ESC represented employees. In this case, the NLRB has found that the evidence warrants the issuance of a formal Complaint and has charged that PGampE is illegally violating the work jurisdiction of these new ESC members. The second complaint regards statements by PGampE officials that members are not allowed to share non-public documents with ESC. This was never an official new policy, but PGampE made this argument during an arbitration session and also in an NLRB proceeding. This was a very new and disturbing development. ESC is not sure what non-public means, but this appears to be an illegal restriction on employees freedom of speech and right to information. ESCs goal here is simply a renewal of PGampEs recognition of employees right to share information with each other and with their Union representatives, which has been in place for decades. Again, the NLRB has found that the evidence warrants the issuance of a Complaint and has charged that PGampE is illegally violating the rights of ESC members. The next step in both cases will either be a settlement of the complaint or a full legal hearing before the NLRB, currently scheduled for January. ESC will continue to use all the means at our disposal to ensure that PGampE follows the law, whether it is compliance with CPUC regulations, wage and hour laws, or as in this case, federal labor law. USP1 Code of Conduct After objection by the Union, PGampE has changed the online training screens for USP1 to make it clear that PGampE is not seeking to direct deal with Union represented employees. This is good news, thanks to all the Stewards and members that rightfully took issue with the training. In addition to objecting to the training the Union is looking into the changes to USP1 as well. Two areas are of particular concern: Managements unilateral declaration of the discipline levels for violations of its non-negotiated Zero tolerance policy do not remove PGampEs obligation to adhere to the standards of just cause. PGampEs social media policy, and its prohibitions, may not recognize Members rights to collective action. The Union plans to register its objections and oppose any inappropriate discipline based on PGampEs unilateral policy changes. Grassroots Safety Committees Recently the company announced a change in their approach to safety discipline based, at least in part, on feedback from the grassroots committee(s). The change was welcome but the venue of this discussion was not correct. Discipline is a mandatory subject of bargaining and PGampE is obligated to deal with represented employees with their Union present regarding issues that can have an impact on wages, benefits, or working conditions. Grassroots is not a Union agreed-to activity at PGampE. That doesnt make it wrong, but grassroots mustnt take the place of the Union in dealing with mandatory or even permissive subjects of bargaining. In addition, management may not dominate the committee by choosing its members or agenda. The committee must feel free to discuss or not discuss items regarding mandatory subjects of bargaining or any issue that can have an impact on wages, benefits, or working conditions but the committee must not make agreements on mandatory or permissive subject of bargaining. To be clear, Grassroots may: discuss and impart information and plan educational programs regarding non-mandatory subjects of bargaining related to safety (but not safety rules or incentives). The Union is planning on providing training to ESC Members on these committees to ensure they know how to stop direct dealing. Gas Mapping Earlier this year management set a STIP metric that all gas jobs turned into mapping had to be posted within 30 days. While the Union agreed that such a goal is admirable, the Union pointed out that this seemed unlikely goal to achieve given the backlog of jobs and the headcount of gas mappers and date that that the goal had been set. In order to achieve this goal management planned and did hire 24 additional Gas Mappers. As the year end approached management identified a growing unlikeliness to meet the stated goal. Management believed that unlimited overtime will not be enough to achieve the goal due to holidays and other project pressure. Management planned to bring in contractors and use non-BU employees to do mapping work. The Union opposed any shift of BU work and reminded PGampE that the contract limits contract agency employees to 120 days. The Union also sought the relaxation of rules preventing all possible overtime being worked as well as offer of vacation payments and other ways to do this work with ESC employees. From those talks it became apparent that PGampE thought that all hiring Hall has been exhausted. In fact over 61 category 4 (inexperienced) mappers are still available for dispatch. PGampE management committed to request Hiring Hall, however it takes 2 to 3 weeks for hiring hall to be productive due to administrative delays, and management believed it had to bring on contractors and use non-BU employees until Hiring Hall became available. Therefore the Union entered into an LOA to permit for a short period of time clerical and engineers to assist job posting under the direction and review of lead and principle mappers. In exchange PGampE committed to its plan to hire 30 more mappers and to roll off non-BU and agency employees as Hiring Hall become productive. Gas Estimating PGampE is looking to build an enormous amount of work in the next 5 years due to projects like Adyl-A pipe replacement and the Pipeline Safety Enhancement Plan. In addition, PGampE is attempting to get a year ahead in estimated work. PGampE is looking at ways to improve Estimating efficiency. The Union will be working with PGampE to increase efficiency but will oppose any efforts to eliminate project design on the grounds of public safety. Having been through Business Transformation and seen the results of such efforts, the Union believes that PGampE must have well-designed projects with proper documentation to control costs and ensure that the information necessary for the safe maintenance and operation of the system is accurate and complete. Central Valley Representative The Union is working now to fill the central valley Union Representative position and hopes to have a new Union representative on staff just after the beginning of the year. This position represents PGampE members from Marysville to Madera, as well as Kaiser and other facilities. An interview committee of Stewards from the area has interviewed candidates. ESC Executive Director Karen Sawislak will recommend a candidate to the Executive Board of ESC at the December Board Meeting. Performance Evaluations Management has proposed an agreement regarding performance agreements. The agreement would reiterate that evaluations cannot be used for discipline, demotion, or promotion but could be considered notice for reductions in PWIs or STIP. The Union is seeking to keep performance evaluations separate from discipline as specified in LOA 83-5. In the meantime, Members are urged to contact their steward if they receive a poor performance evaluation. The Union is preparing an updated guide to representing members during performance evaluations for stewards. Hurricane Sandy Restoration Effort It was an honor to be on hand to represent the Union as part of the welcome home of the PGampE employees that were sent to New York to help restore power in the (literal) wake of Hurricane Sandy. Part of the team that went back east included Secretary Treasurer Joel Foster and Executive Vice President Time Brock. In addition, 30 Estimators and 5 Field Engineers went as part of two waves. Please join me in welcoming all PGampE employees home safely. In the months to come members of the team will be asked to share their experiences especially regarding records. Early reports were enthusiastic in their praise for PGampE maps in comparison to those available in the affected area. The Union believes this serves as a timely reminder of the value of accurate and detailed design and mapping. Company Safety Effort PGampE continues to roll out a change in it approach to safety. There is less reliance on discipline and more emphasis on correcting unsafe practices. The Union has begun to participate by attending and observing trainings for supervisors. The Union also attended a session of the Near Miss Initiative. This initiative e ncourages self-reporting of safety incidences without negative consequences. PGampE has asked for Union engagement. ESC and IBEW will be involved. The Union will be looking to protect the standards of just cause. Volunteers to participate, please contact your Union Representative. New Life Insurance Enrollment PGampE has requested that open enrollment for the new life insurance options be rescheduled to mid-2013 in order to avoid conflicting with open enrollment period for health care. In order to assure that the Company can properly advise members of their options, so that Members can maximize the benefit of the changes to the life insurance, the Unit Board authorized changing life insurance open enrollment to April-June 2013. Alternative Work Schedules The Union recently secured an agreement that will allow the offering of alternative work schedules to Mappers. The Union continues to press for the offering of alternative work schedules to Estimators in RMCs and local HQs. Currently, Gas Estimators at the new Bishop RanchSan Ramon gas headquarters are the only Estimators with the option for RDOs. The Union had been in the terminal part of a process to develop a joint recommendation for alternative work schedules in Estimating when due to re-organization management decided to suspend the effort so that it could re-evaluate its position. This has been deeply frustrating that so much work has been suspended. The Union is repeating its insistence for a resumption in the talks to lead to alternative schedules. Overuse of Hiring Hall The Union will be filing a Business Managers Grievance regarding the number and length of Hiring Hall employees performing mapping and estimating. The Union is not seeking the end of hiring hall which is preferable to contracting but the Union believes that PGampE is not filling regular positions justified by the workload. The Union believes strongly that now is the time to bring people on board in regular positions so that PGampE will be prepared with trained and experienced people when New Business work increases. Monthly Bidding Implementation A dispute has arisen over the results of General Negotiations. The Union believes that the new provision for the filling of beginning level monthly classifications may only be applied to agreed-upon monthly classifications. Management will not agree to a list. Therefore the parties have agreed to print the contract without an agreement as to the classifications that the new provision may be applied to. Management and the Union met and discussed applying the provision for filling above beginning level classifications until an agreed to list is developed. In Solidarity John Mader ESC Local 20 President The New 2012-2014 PGE ESC Local 20 Agreement is now available click below to go to the union contract page and download the agreement: ESC Members Helping Out in New York Our Secretary-Treasurer, Joel Foster, who is also an avid photographer, has posted pictures of the ESC Local 20PGampE relief effort after the devastation of Super Storm Sandy. Click on the link below to see his amazing photos: November 7, 2012 UPDATE ON NLRB UNFAIR LABOR PRACTICES Dear ESC shop stewards at PGampE, The Union has received notification that the National Labor Relations Board has issued two Unfair Labor Practice complaints against PGampE based upon charges filed by ESC Local 20. The first complaint regards PGampEs conduct involving work in the Smart Meter Operations Center department, which voted to join ESC in 2011. ESC is still in negotiations with PGampE over a first agreement for this group. The law says that PGampE must maintain the working conditions at status quo during negotiations, but PGampE has been transferring work out of both groups to non-union employees. ESC works hard to defend the integrity of our work and our classifications, and this is just as true for Estimators and Mappers as it is for our newest members. ESC work should be performed by ESC represented employees. In this case, the NLRB has found that the evidence warrants the issuance of a complaint and has charged that PGampE is illegally violating the work jurisdiction of these new ESC members. The second complaint regards statements by PGampE officials that members are not allowed to share non-public documents with ESC. This was never an official new policy, but PGampE made this argument during an arbitration session and also in an NLRB proceeding. This was a very new and disturbing development. ESC is not sure what non-public means, but this appears to be an illegal restriction on employees freedom of speech and right to information. ESCs goal here is simply a renewal of PGampEs recognition of employees right to share information with each other and with their Union representatives, which has been in place for decades. Again, the NLRB has found that the evidence warrants the issuance of a complaint and has charged that PGampE is illegally violating the rights of ESC members. The next step in both cases will either be a settlement of the complaint, or a full legal hearing before the NLRB. We will keep you updated on future developments. ESC will continue to use all the means at our disposal to ensure that PGampE follows the law, whether it is compliance with CPUC regulations, wage and hour laws, or as in this case, federal labor law. In Solidarity John Mader, President Karen Sawislak, Executive Director Joshua Sperry, Senior Union Representative Update on Code of Conduct Training Certification We are happy to report that the Company has agreed to change the certification on the current training for the revised Code of Conduct. Employees who complete the electronic training now will be asked to check a box that indicates that he or she acknowledges receipt of the materials and has completed the training. We have been told that revised version of the training will be available very soon, possibly by tomorrow (1012). We have also been told that supervisors have been asked to suspend any deadlines set for completion of the training until this change is rolled out. This change to the certification statement resolves ESCs issues related to direct dealing. If members have already completed the training, you do not need to re-do your certification. The Company has agreed that the revised language will supercede the initial version for any employee who certified that he or she completed the training using the initial electronic form. John Mader, ESC President Karen Sawislak, ESC Executive Director Member Update - August 2012 Contract Ratified 2012 till 2015 Contract Ratified After 3 years of Union planning, a year-and-a-half contract campaign, 37 negotiation sessions and numerous member actions, the table settlement reached June 6 th was ratified. Thanks to all the officers, staff and members who volunteered and worked on the bargaining committee and the Communication Action Network (CAN). Truly hundreds of ESCers contributed. Currently the Union is working on Contract cleanup, implementation, printing, and preparing to schedule the Ad-hoc committees. Back payment of the GWI is projected to be in September as well as the corresponding 401K matching. CAN The Communication Action Network was a very important part in achieving a new contract. The plan is to continue the CAN to educate and involve members on an ongoing basis so the CAN will be ready when the time comes for our next negotiations. The next CAN call will be September 5 th. The subject of the call is expected to be a general update and also a action to support negotiations for the new ESC groups organized in 2011. Steward Training Back to School With a new Contract, Senior Union Representative Joshua Sperry and I are working to update the Steward training modules. The training consists of a series of 1 hour phone calls based on training modules with a QampA. Subjects range from ESC structure and history to Weingarten rights and FMLA. Training is scheduled to begin again October 2 nd. All Stewards will receive an invitation. Members interested in learning more or in becoming Stewards should contact Josh at jsperryifpte20.org. iPhones and Android Phones Some members have had their request to upgrade their company phone to an iPhone or Android phone denied. In some cases supervisors have told members that they cannot receive them because the union is opposed to them. That characterization is incorrect and misleading. The Union makes no objection to the offering of iphones and Android phones based on the presently establish policies developed for the use of blackberry phones. Management can issue iphones and Android phones to ESC represented employees right now per those policies. Management had proposed an LOA to the Union prior to the introduction of iphones for company employees. The LOA management proposed explicitly excluded time worked after hours on iphones and Android phones as compensable. Such an agreement would curtail, or made impossible, for BU members to receive compensation for work done outside of normal hours on these devices. The Unit Board will not agree to waive compensation provisions in the contract or State and Federal Law. For many members that are considered exempt the only claims they have to compensation beyond their base pay are the provisions of the contract. The Union has made it very clear that the Union does not object to the introduction of new work tools (such as iPhones or Android phones) but that the Union will not waive the provisions of the contract or enter into an agreement that waives provisions of state and federal law for compensation for work. The Union intends to pursue this matter at the next system wide LM. Performance Evaluations Recently management began to conduct mid-year review for monthly paid members. With regards to STIP, members must be given the opportunity to improve before their STIP is reduced due to a low year-end performance rating. Members that receive a less than middle-box performance evaluation at mid-year should contact their steward to either dispute the veracity of the alleged performance issue or insist on the opportunity to improve or both. If you do not contact the Union then the Union cannot help Safety Management has been re-examining its stance on employee safety, in particular regarding discipline. Management has communicated to the Union its intent not to mandate discipline for safety incidents and instead focus on prevention and correction. Management says that they intend to communicate to Directors, Managers and Supervisors that discipline should be more for willful disobedience of safety rules instead of for mistakes. The Union welcomes managements changing stance on the role of discipline in safety and the chance for employees to focus on being safer instead of being focused on avoiding discipline. ESC History Project The Union has retained the services of a historian to help document the history of ESC Local 20. This project is intended to preserve the record of the building of ESC and the sacrifice of members through the years to create our Union, from our very beginnings in 1946 () and our affiliation with the Engineers and Scientists of America to our current affiliation with the International Federation of Professional and Technical Engineers. The results of this project are expected to be shared at the PGampE Unit Annual meeting this Fall. New Unit Board Officers Please join me in thanking sister Heather Wilson (V. P.-G. C.), brothers Tom Wray (Secretary) and Irving Joe (V. P.-G. O.) for their service to the Union. Heather looked to pass on the torch Tom and Irving both retired from PGampE. Though I hope to see them in the ESC solidarity committee (created this year for retirees). Both Tom and Irving co-received the 2012 Unionist of the Year award. In the last election, Andrew Johnson replaced Heather as V. P. of General Construction. Andrew has worked as an Electric Estimator and now is a Field Engineer. Andrew has served as a Steward and on the G. C. subcommittee of the General Negotiating Committee. Your new Secretary is Lee Carter. Lee is a Gas ADE in Antioch. Lee has been active for years as a Steward, serves on the ETP committee, and represented the Union in employee engagement on transformation. Along with other ESCers Lee was instrumental in protecting ESC jurisdiction while blunting the effects of transformation on PGampE and helping PGampE recover faster. In addition Lee has served in Ad-hoc negotiations and on the Benefits Committee of General Negotiations. Ron Vance is now the V. P. of General Office. Ron is a Senior Consulting Project Engineer in Oakland. Ron served on the organizing committee for Project Engineers, the Project Engineer negotiating committee and most recently on the General Office sub-committee for the General Negotiations. Ron also has testified for the Union at the CPUC, and in arbitrations. Ron serves on Labor Management Committees and is a Steward. Alternative Work Schedules On August 17 th the Union met with Management regarding Alternative Work Schedules for Estimators and SNBRIPEs. The Union and Management both expressed a desire for these employees to be able to have alternative work schedules. Management also made it clear that any such offering should not affect customer satisfaction or increase cost. The Union reiterated its belief that in the vast majority of cases Estimators and SNBRs IPEs have been able to implement AWS without a decrease in customer satisfaction or productivity. The Union stated that it will agree to any office AWS per exhibit P of the contract that management proposes. The Union will engage in an effort to justify alternative work schedules. It is the Unions understanding that Mapping will receive AWS once Estimating is offered them. GIS Conversion PGampE is moving forward with the plan to convert the GEMS maps to a new Geographical Information Systems (GIS) system. This conversion work is contracted out, with the work checked by another contractor. The work is then checked by a centralized team of mappers and then checked by local mappers. Once maps are converted they will be updated with Mapper-confirmed GEMs maps postings until the mapper GIS editor tool is released (expected date of March 2013). The Union expressed deep concerns about the process and the need for Mappers to confirm correct conversion in particular the post-conversion GIS updates. Significant mapper involvement in the development of the tool is needed. Mappers that help to develop the tools are expected to help train other Mappers. Please contact myself or Joshua Sperry if you are interested in participating. The majority of the work is expected to be in San Francisco. The sooner the tool is developed the sooner only qualified Mappers will be involved in maintaining PGampEs critical asset records. New Groups Bargaining With a new contract in place new group bargaining is set to resume. The Union is negotiating for Generator Interconnection (GIS), Transmission Planning Engineers, Metering Engineers, Automating Engineers, Business Analysts in Electric Engineering, and Smart Meter Operations Center (SMOC) Engineers and Analysts. So far PGampE has presented inflammatory management rights clauses and demands for a separate contract without PWI and title 22 displacement rights. PGampE attempted a similar effort in Distribution Engineers bargaining in 1999. The Union will be seeking a reasonable contract for these employees and may need you to help convey that demand. Motor Vehicle Safety Standard The Union applauds the common sense changes management has made to Motor Vehicle Safety Standard (SAFE-1002S). In addition the Union is happy to see the removal (at the Unions request) of this document being phrased as an agreement with employees. The Union had objected on the grounds that PGampE cannot make individual agreements with employees, especially one which stated that the employee could be terminated for any failures in compliance. SB705 gas Safety Plan As required by SB705 PGampE submitted a Gas Safety Plan to the CPUC at 5pm on Friday 629. Many ESC members had attempted to engage with management and raised issues, especially issues of outsourcing, adequate staffing and training. However despite ESCs efforts, it does not look like PGampE has presented anything in terms of a staffing plan. The Union is considering filing comments with the CPUC asking that the plan address outsourcing, adequate staffing and training. IFPTE Energy Policy In addition to ESC Local 20, the International Federation of Professional and Technical Engineers (our International Union) has other affiliated Locals in the energy industry. Local 160 represents engineers and technicians in Ontario Canada, and Local 1937 represent engineers and technicians in the Tennessee Valley Authority. ESC Local 20, Local 160 and Local 1937 all have members that work at Nuclear power plants. In addition, many of the Federal Government Locals represent engineers at Naval shipyards that work on Nuclear submarines and aircraft carriers. These Locals account for more than 20 of IFPTE membership. ESC will participate in a committee to draft an energy policy to guide the IFPTE on advocating for the proper mix of re-built and new Nuclear power plants, conventional and renewable energy for United States and Canada. GC and Clearances The Union spent considerable effort in the recent negotiations attempting to get an increase for Field Engineers. SFETs received an equity increase in 2009 bargaining, and the Union sought a similar increase this time for FEs. In addition positions like IPE and Project Manager act as a drain on the professionals in G. C. classifications due to their higher wage rates. As you know, management refused insisting that G. C. classifications are paid fine relative to market. One of the justifications used by the Union was the assignment of electric clearances to G. C. classifications. In answer to the Union introduction of such assignments, management made it very clear that G. C. classifications should not be assigned to perform clearances. Monthly Bidding For Members in classifications filled by selection committee (e. g. Project Managers) the new contract will have a bidding process within the classification before jobs are opened to selection committees. The existing bid system will be used for two purposes: for geographical transfers within the current classification, and for temporary assignments to these monthly classifications. Members who are in a classification can submit bids to other HQs where they would like to transfer. Members not in the classification will be able to submit bids for temporary vacancies so for example, SNBRs or FEs (or others) who desire a temporary assignment to PM should submit bids for PM positions. However, the bid system will not be used for filling of regular vacancies, this will continue to be done through Talent Connect and the selection panel process. So SNBRs or FEs (or others) who desire a regular job as a PM will still need to apply for those positions through Talent Connect. It is the Unions desire that selection committees will use the bid list for candidates for consideration to fill vacancies via the selection process however at this time PGampEs computer systems cannot make this happen. Bid codes for these positions are being created in the bid system now. Some codes are already in the Bid system and the rest are expected to be entered by the end of August. The source data the CJBT team is using is payroll data not verified staffing data so some HQs may not list positions correctly initially. For example a specific Project Manager position may cover an area other than the SAP location for the assigned Project Manager. Members should contact the positions supervisor to initiate correction or contact your Union Representative. Mapping Lead and Principal Testing The companys announcement of the requirement to be a Senior Mapping technician prior to September 30 th of 2011 in order to take the LeadPrinciple test this September is in error. In order to take the test one must complete MAP and be a Senior Mapping tech by the last week of September. Management is working to accept late registrations. Distribution Engineers Re-alignment Grievance As many of you know, ESC Local 20 has been fighting the realignment of the work of Distribution Engineers since the Company implemented a spilt between operations duties and planning duties in 2009. In particular, ESC grieved the Companys unilateral division of the DE job into two classifications, Operating DE and Planning DE. This realignment has severely and negatively impacted the ability of DEs to work across the range of their professional competencies. In contesting managements failure to bargain these changes, ESC has been fighting for best professional practices for ESC members. At five days of hearing between January 12 and May 22, 2012, ESC presented its case. Unfortunately, we learned late last week that Arbitrator Fred DOrazio has agreed with the Company that the DE realignment did not violate the contract. Arbitrator DOrazio found that in this case, the assignment of work within a classification fell within PGampEs authority under the management rights clause, since no duties were taken from or added to the actual job description. No EDE lost his or her job. EDE pay and benefits were not changed. No EDE was required to relocate. Bidding rights were not affected and EDEs may bid across Division lines. There is no evidence that any work was transferred out of the bargaining unit. The union is very disappointed that the Arbitrator did not find a contract violation. At this point, we are not able to compel the Company to reverse the realignment. Despite this outcome, we are proud to have fought for the professional integrity of our members and we thank the many DEs who assisted staff attorney Danielle Lucido to prepare and argue this case, and those who served as witnesses. The Union has another grievance on the second round of the DE re-alignment based on management assignments causing DEs to be moved. The Union will also continue to press in Labor Management and other venues to preserve the integrity of the DE job at PGampE. In Solidarity John Mader ESC Local 20 President PGampE CONTRACT RATIFICATION RESULTS Dear ESC members at PGampE, Below are the results of the ballot count performed today by our election committee, consisting of Greg Beratlis, Lindsay Gallinger, Kassim Visram, Rosencruz Sumera, Kathy Cleairmont, and Willie Albovias. YES: 1,001 This means that the new ESC Local 20-PGampE Contract for 2012-2014 has been approved and will go into effect immediately and retroactive to January 1, 2012. Retroactive GWI payments are expected in September. We hope to have printed copies of the new contract available within several months. We thank the election committee for their time in counting ballots and tallying the results, and we thank all the members who have participated in the bargaining committee in support of these negotiations. In solidarity, John Mader, President Karen Sawislak, Executive Director IMPORTANT TENTATIVE AGREEMENT CLARIFICATION Irving Joe Retires after 35 years at PGampE IMPORTANT MEMBER UPDATE JUNE 28, 2012 Member Update:June, 25 2012 MEMBER UPDATE JUNE 18, 2012 IMPORTANT MEMBER UPDATE JUNE 13, 2012 BargainingMember Update 37: June 4-5, 2012. Final Tentative Agreement Reached BargainingMember Update-May 23,2012 Member Update May 2012 RESULTS OF THE ESC LOCAL 20 PGampE UNIT BOARD ELECTION OF OFFICERS 2012 ESC Local 20 Membership Update, March 12, 2012 ESC Local 20 Membership Update, February 2012 ESC Local 20 PGampE Membership Update: January 2012