Aaron Henderson – Maps and Records (B Group at Large)
Mike Nixon – E.F.R.
Scott Hines – System Operations
Matt Summers – Fredonia
Randy Turnley – Relay
Debbie Smith – Electric Dispatch
We have met with PSE for 9 negotiating sessions thus far and have finally hit the agreed upon date where all proposed changes to the CBA needed to be submitted for inclusion in negotiations. According to our ground rules, no new proposals can be submitted from this day forward without agreement from both sides.
We are a long way apart on the major proposals described below.
PSE hasn’t made any movement on their original PTO proposal. They are trying to convince us that the same plan that the non-rep employees were forced to adhere to is for the good of the employees. We strongly disagree.
Data has flown both directions on health care but what it comes down to is PSE trying to substantially cut their Health and Welfare funding. During the 2014 negotiations we agreed to a cut from 95% to 80% company contribution for EE (employee only) and from 85% to 80% for EF (employee & family). Now they want to push us down further to an eventual 75% EE and 70% EF company contribution. During the first year of their proposal, if you make $30 or less per hour and select EF health care coverage you actually go backwards with their proposed general wage increase.
The meal allowance changes are hard to swallow (ha). We fought hard last negotiations to tie the meal allowance value to a wage rate to avoid future negotiations only to find that they want to reset it to the 2010 rate now. Add to this their proposed language change to disallow a meal allowance if a company meal is provided (chips and dip?) makes this a definite NO. We like it the way it is.
The general wage increase proposals are dramatically different. Their proposed three year, 2%, 2%, 1.5% offer feels like a slap in the face.
In addition, PSE has rejected all of our market level increases even though we provided sound justification data. Market level increases were proposed for:
We have a lot of time left in these negotiations and have many other proposals on the table besides the ones mentioned. Pass the word and let’s stay strong and united as we negotiate to get the best possible contract for our members!
Where we stand on the major proposals:
Increase in accrual for first year of employment from 10 to 20 days
Increase in accrual for years 6 through 10 of employment from 20 days to 22 days
No change in accrual for years 10 through 19 of employment at 25 days
Change from 19 years to 20 years of service to achieve the maximum of 27 days
No change in accrual for pre July 1, 2003 employees
Modification of carryover from annual to monthly and two year planned buyout reduction of carryover banks for everyone down to 160 hours. The first buyout is proposed to be on 4/1/17 down to 320 hours and the second on 4/1/18 down to 160 hours.
Decrease in carryover limit for years 1 through 4 of employment from 160 hours to 120 hours
Change from “Continuous” to “Total” years of service for PTO accrual calculation
Increase in annual carryover limit to 600 hours for all employees
Change to all hours over the maximum carryover to be paid at straight time rate
Change to all hours over the maximum that were denied for operational needs to be paid at the double time rate
Change to allow a carryover payment to be deposited into the 401K plan
Stepped reduction in the company contributions as follows:
2018 From EE 80% / EF 80% to EE 80% / EF 75%
EE $38 / EF $102 average monthly increase excluding premium increase (estimated at 4%)
2019 From EE 80% / EF 75% to EE 75% / EF 75%
EE $35 / EF $0 average monthly increase excluding premium increase (estimated at 4%)
2020 From EE 75% / EF 75% to EE 75% / EF 70%
EE $0 / EF $86 average monthly increase excluding premium increase (estimated at 4%)
Change in the flex benefit formula from using Regence Engage as a driver to a weighted average of all participants.
Increase in company contributions from EE 80% / EF 80% to EE 85% / EF 85%
Change in the flex benefit formula to include a 1.25X multiplier to the Regence Engage driver
Stepped increase in wellness credits of $10 per month year over year
Reduced from 50% of Wireman rate to $20
Addition of language to reject meal allowances if the company has provided a meal