The results of the contract for IAM lodge 912 were 93% to accept the final
offer from the Company. The contract passed by a
substantial margin nationwide, the new contract is effective from June 18th
2007 until it expires June 19th of 2011.

Please note, the picket rosters will be out next Wednesday, June 20th

  Slim Picking At the Small Table
NEW YORK, June 14-Thursday morning bargaining resumed at the small table, a term that gained new meaning in light of GE's proposal for four years of miniature wage increases. Needless to say, union negotiators were not overwhelmed by the bite-sized raises GE put on the table. In defending its proposal, the company projected a rather optimistic forecast of low inflation over the contract term, and declared it would result in "real wage growth." While this statement is by itself highly dubious, it also ignores the company's massive and malodorous healthcare cost-shifting proposals that have been simmering since their unwelcome appearance two days earlier.

When these are figured in, and even if GE's rosy low-inflation forecast comes true, GE workers will be "another day older and deeper in debt" - unless a lot changes at the bargaining table over the next three days. GE did make a proposal to improve our present COLA formula. While this is a step in the right...more

GE New Hire Horror Show

NEW YORK, June 13-After Tuesday's session we reported that there was no way to go but up, after GE's massive grab bag of medical insurance cost-shifting proposals. We were wrong - Wednesday things hit a new low. Wednesday morning GE proposed to apply to all new hires the same giant list of takeaways they imposed on exempt salaried new hires effective in 2005. Not a period, coma, ...more

Contract Notes for Wednesday, June 13, 2007
Bargaining Committee, LL 912

Contract Language (Morning Session)
 

There was much dialogue and CBC proposals on the following Articles:

-Death in Family benefits (bereavement).

-Sick and Personal time

-Union Time

-Holidays

-Family Medical Leave Act

-Leaves of absence

-Military Leave

There was also talk on some other issues that do not apply to IAM 912 under the master agreement, but are equally important to union members and families.

Contract Language (Afternoon Session)

This afternoon, there was dialogue and Company proposals in the following areas:

-Updating the contract Preamble: to reflect changes in locations covered by the respective labor contracts and contract term. CBC will check on these locations and report back.

-Union Security: (IUE-CWA)-no changes for IAM 912

-Working hours: Company attempted to offer a proposal to take away double time.  CBC has no interest in that proposal. As a result of this proposal, a very heated debate ensued.  The CBC said they were adamant that they were not interested in a give back on this issue.

-Holiday Qualification for union represented employees:  Company proposal that an employee must have 30 days credited service to qualify for holiday pay instead of 30 days of employment. (Giving re-employed members rights to holiday pay immediately upon re-employment). That proposal was tabled for response at a later time.

-Holidays: There was a typographical error in the IUE-CWA contract that would not affect IAM 912.

-Vacation:  There was also a typographical error in the IUE-CWA contract that would not affect IAM 912.

-Arbitration: Three Company proposals that only effect the (IUE-CWA) agreement

-Job and Income Security: Clean up typographical error in the (IUE-CWA) contract as well as IAM 912 contract, having to do with Preferential Placement for the number of locations to be selected.

-Death in Family: Typographical error in the (IUE-CWA) contract that IAM 912 has corrected.

-Lack of Work:  Company proposal to change the term "lack of work qualifier" to the term "layoff". After further discussion on the matter this proposal was withdrawn.

There are review meetings with all of the negotiating committees in the evening.

Evening CBC Meeting

New hire issues were discussed at both the small and large tables. With very heated displeasure at any proposal that would treat new hires any different than current members. CBC says we cannot accept any language, which undermines the future of the next generation of unionized work force. After all, those of you on the Company side would like to see your children have a secure future as well.

Retiree issues were discussed as well.  Substantial increases are still on the Company's agenda for 2008 and 2010.

The Company needs to hear this from the rank and file through local management, even if it means calling your local HR manager directly. This message does not seem to be getting through to the Company side of these tables.

The Company did make a proposal on dental coverage that is slightly better than what we have now, but it is peanuts compared to what they want to take away.

In Summary

We do not want a strike, but we have no intention of bringing home a sub-standard package either, which threatens the livelihood of our membership, either in the past, present, or the future!

If we collectively do not hammer this message home, then we are destined to have this sub-standard piece of crap shoved down our throat. This is not the way we want to see the future. We have worked hard for General Electric, and we wear our bodies out over a career of 30 or 40 years. 

I don't want to give back!

How about YOU!!!!

Notes:  6/12/07  (Contract Language Big Table)(Morning Session) 10:30 PM

"Constructive Dialogue and CBC proposals were made in all of the following articles"

-Health Care

-    Proposals were made by the Company to substantially increase health care co-pays and premiums, beyond even what we expected. They even want to add two additional co-pays for diagnostic services (MRI's, CT scans, Pet scans and lab work).

-   The Company also proposed two additional premium increases to premiums in 2008 and 2010 to all active, retired and future employees.

-  Needless to say we are a long way apart on these issues

-Pension

-   Some small pension improvements were proposed by the Company, but there needs to be considerable research still on these proposals.

-  The Company is still pushing on a two level pension proposal as well.

-Specific language on new hires is expected tomorrow.

_____________________________________________________________________

Clock Ticking for General Electric
June 12, 2007 from iMail

Nearly 2,400 IAM members in nine states are among 24,000 union members nationwide who are closely following the negotiations between General Electric Co. and the unions' 13-member Coordinated Bargaining Committee. A so-called "last, best and final offer" from the company is expected before the current contracts expire at midnight on June 17.

Among the most divisive proposals by GE in the current round of talks has been for drastic cutbacks to the next generation's pension benefits and retiree health care. GE lead negotiator Bill Casey earlier pledged that unions would "leave here with better pensions' than they have now, but union negotiators remain unconvinced. Local and district representatives talking part in the talks are determined to prevent a wedge from being driven between members of the same bargaining unit and to hold GE to its promises regarding retirement security.

"Using reduced benefits to create haves and have-nots at General Electric may win applause in board rooms and on Wall Street, but the reality is a different story," said Tom O'Heron, director of IAM Collective Bargaining Department. "The current high levels of employee productivity and loyalty at GE would rapidly disappear and be replaced with cynicism, turnover and indifference to the quality GE's reputation is built on. Creating an underclass of GE workers is a shortcut to disaster."

CBC/GE Negotiations Update:
(IAM 912 News) Monday, June 11

Both the small and large tables meet in CBC union/Co meetings on 9:00 AM on Tuesday morning. Local lodge Committeemen will be
scattered around to specific large tables and committees to discuss proposals.

One message the CBC unions are clear on is NO DELTA OR TWO TEIR SYSTEM FOR GE UNION WORKERS. Everything will be done to resist GE's efforts to deny future unionized employees...

Union, Company Sum Up Positions; Bargaining Moves into Second Phase

NEW YORK, June 7 - In the final session of the third week of bargaining, the company offered a presentation on GE Life Insurance, and the UE committee completed presentation of its proposals. Both sides ...more

Negotiations Update -- June 7, 2007

Ho Hum.  GE spent the week presenting all the great benefits and wages it offers.  From salaries and life insurance to disability and income protections, GE crows about how they offer the best.  The package is good, but only...more

UE, GE Clash on Pensions,
SERO Windows

http://www.ranknfile-ue.org/unity2007.html

NEW YORK, June 5 - Bargaining resumed Tuesday with three presentations by the company-on the GE Pension, Savings & Security Program, and Job and Income Security-and union proposals on Article VII, continuity of service and service credits.

Mike Gorman of the GE pension board began...more

.

Thursday, May 24, 2007
UE Committee Challenges GE
On Health Care Cost Shifting

NEW YORK, May 24-The main business of Thursday's session was a presentation on health insurance and other GE health programs by Ginny Proestakes, GE's Health Care Program Leader, and the union's...more

Thursday, May 24, 2007 Negotiations Update   IUE-CWA

Fiery Opening.  IUE-CWA officials delivered a strong message that they were looking for creative and new ideas to resolve the issues on the table.  They told GE the union would work with the company, but would not allow GE to work against their members.  "I will not in anyway allow the outcome of these talks to further the destruction of this nation's middle class," cautioned IUE-CWA President Jim Clark.  "This must be a meeting of equals, with a shared goal of moving us both forward.  For too long this discussion has been one way," added IUE-CWA GE and Aerospace Conference Board Chairman Bob Santamoor.  "You sit back and tell us what you want and ignore our proposals.  No longer."  CWA President Larry Cohen blasted GE for its underhanded tactics in an IUE-CWA organizing campaign a few weeks ago.  "We expect GE to step up and show leadership on health care, jobs, investment and bargaining rights," he challenged the company.

UE Outlines Goals in Its Opening.  UE General President John Hovis gave a broad overview of the proposals his union will be pursuing during the UE opening on Tuesday.  "If GE retirees remain insecure in their living standards, active employees remain insecure in their jobs," Hovis stated.  Noting that GE workers are among "the best and most productive in the entire world," Hovis touched on the need for wage and benefit improvements, more paid time off and increases for retirees, among other topics.  He predicted that health care cost shifting would be a subject of "contentious debate."

Seeking Ideas on Job Security.  Union negotiators delivered their proposals on job security but asked the company to also come up with solutions.  The contract is geared more toward providing income security than job security, negotiators said.  "Our people are frustrated because the language isn't working," GE was told.  "We want jobs in America."  The complaint was lodged that GE is only interested in job preservation if it involves union concessions.  On the other hand, management in those plants don't give up anything.  The union plants need investment and new products.  "We have to find a way to stop the bleeding," local leaders said emphatically.

Who Speaks for GE?  GE was asked at the table to repudiate comments made recently by former CEO Jack Welch.  Welch boasted about union busting during his time as head of GE, and said he now is "really anti-union."  The statements came about a month after Welch attacked unions during discussions on the Employee Free Choice Act.

Pension Improvements.  GE lead negotiator Bill Casey promised that unions would "leave here with better pensions" than they have now.  But negotiators weren't satisfied with the pledge.  They outlined a list of concerns ranging from workers impacted by plant sales to rumors about a different plan for new hires to the plight of current retirees.  "Retirees need to be taken care of.  Jeff Immelt has not once given retirees a penny," the committee said.  "This time you need to do something."  Negotiators also were adamant that they were planning on leaving New York with a SERO window.  "We will fight very hard for SERO opportunities."

GE Wants Relief on Health Care Costs.  In order to show dramatic increases in health care costs, GE displayed charts that reached back to before the 2000 agreement as it argued that health care costs continue to rise.  Union negotiators pointed out that costs are no longer going up by double digits, but are holding at around 8 percent.  Currently, the average GE hourly employee pays for 19 percent of his or her family coverage through co-pays and weekly premium contributions.  One of the bigger areas of increases was outpatient imaging, i.e., the very same equipment GE makes and promotes the use of.  With the government subsidy for post-65 prescription drug costs, GE's total drug spending has actually gone down.  GE's main argument for more cost shifting isn't because the company can't afford it but because other companies are doing it.  "We don't view this as a function of GE's profitability," Casey stated.

'Disgrace.'  'Outrage.'  That was the committee's reaction as GE reviewed the cutbacks it made to new hire benefits in 2005.  Salaried new hires have lower retiree life insurance, a reduced early pension benefit and no company-provided retiree health care.  To a person, union negotiators rejected any notion that they would take back a similar package for hourly workers.  "This could be a deal breaker," said IUE-CWA President Jim Clark.  "Don't waste your time on something you're not going to get."  GE said it has to make the changes because workers are living longer.  "We're not interested in mortgaging the future of our next generation," was the unions' response.  GE's Casey warned that the company is "equally steadfast" in its intent to roll back new hire benefits.

Contract Language Proposals.  Union negotiators presented a substantive list of changes in the contract language area, but three really drew the attention of the local leaders.  First was for neutrality in organizing campaigns.  The company responded they had "no interest," and their lawyer maintained that GE "abides by all local laws."  Another provision that saw repeated comments was the demand for giving workers Veteran's Day as a holiday.  "Be a patriot," GE was told.  "This company needs to honor their sacrifice."  The third key area of concern was improvements to the night shift bonus.  Other topics included proposals on sick and personal time, overtime, health and safety equipment and upgrades.

IAM-GE Negotiations Underway in New York
May 21, 2007

Pensions, heath care and job security are key issues in the negotiations that began this week between General Electric Co. (GE) and a coalition of 14 unions representing 23,000 workers nationwide. The IAM represents nearly 2,500 employees at 18 GE facilities in Illinois, Indiana, Kentucky, New Mexico, Ohio, Texas, Utah, Virginia and Wisconsin.

"We are determined to bargain a contract that acknowledges GE's enormous financial resources and assures good jobs for current and future employees at GE," said GVP Rich Michalski. "We are equally determined that these talks will not become an opportunity for GE to renege on long-standing commitments to its employees or to benchmark itself against financially troubled competitors."

The contract talks, now underway in New York City, will conclude with a vote by members on a so-called "last, best and final" offer from the company. The current four-year contract expires on June 17.