Final Contract between Union and management

User Generated

Fzvyrl47

Business Finance

Description

AGREEMENT

Between

GENERAL MANUFACTURING & FABRICATION COMPANY

CENTRAL CITY, INDIANA

And

LOCAL 384, UNITED STEELWORKERS OF AMERICA

AFL-CIO

Effective March 1, 2012



Combine Final Contract:

Labor Relation- Final Case Part 2 Management =====> Google Document/Download to word =====>I am attaching a file of labor relation final case. The things on the red are the changes we agreed on the actual demands.


Labor Relation- Final Case Part 2 Union ======> Excel Sheet


1. Need someone who is really knowledgeable in writing a Collective Bargaining Contract: Between Union and Management

2. Rewriting Proposals changes made to original contract:

Ex: Article 7.01 Wages: Union proposes

Article 7.01 Wages: Management Proposes

Draft of Final Proposals from both Union and Management

It's a contract, not an essay!!!

Unformatted Attachment Preview

Labor Relations - 3780 BUS 3780 PROPOSAL between LOCAL 384, UNITED STEELWORKERS OF AMERICA, AFL-CIO and GENERAL MANUFACTURING & FABRICATION COMPANY, CENTAL CITY, INDIANA Company Issues Local 384 wants to ensure that our workers are secure in their jobs and there will be no cause to subcontract work out that can be completed in house. We want to ensure that the wages are competitive and at or above the consumer price index and fair across the board and that benefits remain supportive the way that this company has done over the past years. Occupational safety in the company is everyone's job and we want to set safety standards and implement measures to have the best safety record in all of the Steelworkers of America. Written Proposals Proposal Justification a. A provision for wage increases that usually includes a fixed general annual increase that may be combined in some instances with merit provisions and cost-of-living escalators that add to the across-the-board increase when the cost-of-living index goes up more than a predetermined amount. Same as "d." below. The company will not subcontract work the bargaining unit is capable of performing nor close or move the plant's operations during the life of the agreement. b. To ensure job security and stability. 1 The first Tuesday after the first Monday in November will be a paid holiday in even-numbered years to permit employees to conveniently exercise their right to vote in federal elections. f. to allow all employees the time and opportunity to vote. i. 1 All benefits available to employee spouses shall be extended to domestic partners of employees, but will have to pay any luxury taxes on any health increases. i. To accommodate the changing landscape of modern families and have access to top-tier employees who choose domestic partnership over marriage. k. 1 The length of this current contract shall be for three years. k. To be able to address issues or problems within this time period and not be locked into a long term unadjustable contract should anything arise. c. The company will train bargaining-unit members to operate and maintain computer 2 technology used in the production process, and all production technician jobs will be included in the bargaining unit. c. To stay modernized and inline with technological updates to streamline our production and eliminate the need to hire subcontractors. d. COLA adjustments of .07 cents per hour for each 1-point increase in the consumer price index 2 and paid at the first pay day in the third month of the each following quarter. d. A provision for wage increases that usually includes a fixed general annual increase that may be combined in some instances with merit provisions and cost-of-living escalators that add to the across-the-board increase when the cost-of-living index goes up more than a predetermined amount. h. The company's 401(k) match will be increased from up to 3% to up to 5% of gross pay for 3 employees contributing to the plan and will contribute 2 % to the account of all other employees, including those who do not make individual contributions. h. To attract and retain talent to the company using this defined contribution plan. e. 4 a. A general wage increase of 5% of base wages per hour as of March 1. No wage increase for 3 1 years, but a yearly bonus of 2.0%, 2.5% and 3.0% at the end of each year. b. 1 f. j. The company will implement a prescription drug benefit that will pay the full cost of generic prescriptions and 80% of proprietary drug prescriptions. 4 Mandatory overtime cannot exceed 10 hours in any given week. e. j. Generic prescriptions are considerably less expensive than brand name prescriptions and more readily available. To protect the employees from fatigue caused accidents and the company. m. The company will cover 80% of medical, dental and vision costs, and new employees will incur 3 a 6 month obligation of work before they will be covered under the company health program. Will use current health plan. g. 5 l. 5 Maternity leave will be allowed for all employees for up to 12 weeks. l. Adding a seniority bonus of additional vacation time for employees will benefit the company with higher productivity, stronger workplace morale, greater employee retention and significant health benefits. To remain compliant with the Family and Medical Leave Act (FMLA) regulations. n. 5 The company will assist with up to 50% of childcare costs. n. To assist childcare for employees because it is among working parents' biggest expenses. Vacation accumulation will be increased by 0.02 hour per straight-time hour worked for employees with 20 or more years of service. m. g. For the purpose to continually reduce the burden of illness, injury, and disability, and to improve the health and functioning of the employees of the company. AGREEMENT Between GENERAL MANUFACTURING & FABRICATION COMPANY CENTRAL CITY, INDIANA And LOCAL 384, UNITED STEELWORKERS OF AMERICA AFL-CIO Effective March 1, 2012 Cover Page Part 4 Issue Selection Written Proposal Proposal Justification Priority of the Issue The Length of Agreement shall be Though it is not usual, company wants to 2 the Agreement three years. have the contract agreement which lasts for six years. The reason behind it could be changes in economy also, if the contract is for a year or 2, both the company and union have to make new contract which gives an opportunity to unions to demand more of the other needs and ask for wage increase. If it stays six years, within those years none of the parties can change or must follow the contract though there are changes in the marketplace. Wages Wage increases of a 2 percent lump sum when the contract is ratified, a 2 percent lump sum on March 1 of the second year, a 2.5 percent lump sum on March 1 of the third year, a 3 percent base wage increase on March 1 of the fourth year, and a 2.5 percent base wage increase on March 1 of the fifth and sixth years. First year 2%, second year 2.5 and third year 3% Health Care Plan The annual increase in the employer’s contribution to the employee health care benefit will be limited to the percentage wage increase negotiation. Supplementary The supplementary Unemployment unemployment Benefit Plan benefit will be discontinued. Seniority Persons promoted to supervisory positions will continue to accrue seniority within the bargaining unit after their promotion and retain bumping rights back into the bargaining unit if This is a fair demand from the company since they are offering wage increase with lump sum and base wage increase. This will benefit both, the company and employees. Lump sum includes the other compensation such as bonus, overtime pay and other benefits and raises. Here the company is trying to do cost controlling on wages since due to the inflation and deflation rate price can go up and down. This will allow company to not have changes even though there will be inflation or changes in economy. 1 The company is willing to pay for the health care of the employees, but it will only cover limited cost exposure here. 2 Laid off government benefits and some of the benefits from company. Write this again and stop this unemployment benefit. The company is willing to give promotions to employees to take higher position such as manger but if for some reason there is cut off for managers then the person promoted can go to back to their previous job, but they have to start from the scratch for their seniority. 4 2 Overtime 401(k) Retirement Plan an economic reduction I force among supervisors is implemented. If in the need of managerial position, the company will promote employees by seniority position with a managerial payment package on a temporary basis for a already approved future time period of position with notice ahead and when the position taken away the temporary manager can go back to his/her seniority position and get with the seniority payment package. Employees may not refuse Saturday overtime and / or up to two hours of overtime per day, including Saturday no more than 10 hours a week. This demand indicates that there is no way that employee could say to no to work overtime during weekdays and work on Saturdays. This is beneficial for both parties since, company does not have to give extra money to outsider worker to get done with task. Also, there is lot of trust issues of whether the new person will properly do the work or not. If the worker is from the company then, there mostly no doubt and have someone to trustworthy or who has at least worked there and not have to explain the process or give training. On the union point of view, this is a good opportunity earn more money and step up to get seniority ahead. All employees will The government wants companies to be automatically address some social issues therefore it is enrolled in the obligated to have 401(k) plans. This allow * 1 401(k) retirement plan. 5% increase from 3% to 5% whoever is contributing and those who are not the company will provide 2% for upto 5 years and if they leave within a period of 5 years they will loss all the amount the company provide. Health Insurance If the health Plan insurance plan is expected to incur a “luxury tax” as defined by the PPACA, the employer contribution for family coverage will be reduced by as much as necessary to avoid the tax. Arbitration Fee The losing party in the arbitration shall be responsible for paying the arbitrator’s fee for hearing the case and rendering an award. 20% for the winning management and 80% for union Wellness A wellness Program program that will include counseling and prevention programs to address high-risk behaviors such as employees to choose to put money in to in which after they retired they get the money for their living and not have to worry about doing job at the age of 80 years. If the tax on the family health care insurance increases, the company is going to not help with the tax paying. The employee have to do it by him/herself. Take care of the family health care insurance plan but not payment on tax. No payment of tax 3 This is a fair demand since of one of the parties, company or union is losing. If company knows and sure that they are winning the case if it’s taken to arbitration, then losing party will pay their fee. This will restrict both parties to take their case to arbitration and avoid everything like fee and save time. 1 A wellness program is equally important in the contemporary environment. This is a must doing because if the employee is mentally or physically instable, they are not able to focus and give their 100% to work which will affect negatively on the growth on company and its profit. 1 Holidays Relocation Package Job Training poor dietary habits, smoking, and lack of exercise that detrimentally affect health will be offered. Any employee who does not participate must pay a 25 percent surcharge on his or her required health care contribution. Wellness program is not mandatory but if something wrong later u gotta pay ur own. The first Tuesday after the first Monday in November will be a paid holiday even though the employees have to get back to work after they done voting. Employees will earn salary based on the re-location area only on volunteer basis. Therefore, person being health will increase benefits to company and avoid so many other risks. Federal voting day. If the company happen to relocate some or one employee, it is going to give the salary based on the states minimum wage policy. Each state has different minimum wage policy therefore exchanging the salary will be beneficial to employee and adjust in the new environment. This package will cover employee’s reasonable moving and other work-related expenses. By offering transferees a relocation package, employers provide comprehensive financial and other types of assistance to relieve the employee and their family of the expensive burden of relocation. Skill If a shortage of This will allow employees to improve their employee, then skills and have work in the different should train other departments. Also, for company, it will 3 2 Maternity Leave Subcontracting company employees to do the job. The company will train bargain unit members to operate and maintain computer technology used in the production process, and all production technician jobs will be included in the bargaining unit. Due to health care, there will be maternity leave of six weeks for mother and three days for father. The company will not subcontract work the bargaining unit is capable of performing nor close or move the planet’s operations during the life of the agreement, reduce their energy on searching new employee and give higher payment than the employee at company. This is important part for parents to have some time for their new born baby. The mother would have three weeks before and after the baby born. The father will have the baby born day and two more days off after the baby born. To ensure job security and stability. 1 claudett & Hill-otero Labor-Management Negotiation Simulation Project Each student will individually prepare for, and participate in, a simulated labor relations negotiation. Based on a provided scenario, each student will research, select, justify and prioritize negotiation proposals. Each student will draft, a written proposal and provide legitimate justification to support the proposal. Only the actual negotiation will be group work. Issue Selection Poor Fair Good Excellent Student demonstrates Student does not demonstrate Student demonstrates effectiveness at issue selection Student demonstrates superior effective issue selection and effectiveness at issue selection and and setting of bargaining effectiveness at issue selection and setting of bargaining priorities. setting of bargaining priorities. priorities. setting of bargaining priorities. Written Proposal Poor Fair Good Excellent Student does not demonstrate effective proposal writing skills. Proposal is ambiguous or nonsensical. Student demonstrates superior Student mostly demonstrates Student demonstrates effective proposal writing skills. Proposal is effective proposal writing skills. proposal writing skills. Proposal is clear and unambiguous, and includes Proposal is somewhat ambiguous. clear and unambiguous. specific terms. Fair Good Excellent Poor Proposal Justification Student does not support proposals with persuasive justification. Student does not offer data, reports or charts. Poor Student mostly supports proposals Student supports proposals with with persuasive justification. persuasive justification. Student Student offers some data, reports offers complete data, reports or or charts. charts. Student supports proposals with persuasive justification. Student offers complete data, reports or charts. Student's justification is compelling and convincing. Excellent Fair Negotiation Management Good Student does not demonstrate Student demonstrates effective effective table and bargaining Student mostly demonstrates table and bargaining team team management skills. Student effective table and bargaining team management skills. Student demonstrates poor management skills. Student demonstrates good communication and listening demonstrates fair communication communication and listening skills. and listening skills. skills. Student demonstrates effective ta and bargaining team managemen skills. Student demonstrates excellent communication and listening skills. Achievement of Objectives Poor Fair Good Excellent 372 Labor Relations appreciation of and Mock Negotiating Exercise This negotiating exercise will help you develop an union or management bargaining team in formulating strategies and tac- information covered to this point in the text, you will act as a member of a tics for negotiations. Following a more detailed approach to contract cost- between General Materials & Fabrication Company (GMFC) and Local 384 ing and instructions, the exercise presents a copy of the expiring contract of the United Steelworkers of America. handled, hourly renegoti- A. CONTRACT COSTING Contract costing is not straightforward. The cost changes often depend on changes in employee seniority, the way increased vacations are and similar issues not directly associated with the amount of an wage increase. A costing example will be created so that you can see the effects. Assume a bargaining unit containing 100 employees will ate its contract. Five pay grades presently have pay rates, given length of service in the organization, as shown in Table MN.1. The 100 employees are distributed by grade and seniority, as shown in Table MN.2. Table MN.3 shows the historic turnover rates (proportion of employees who quit or retire in a given year) of bargaining-unit employees by grade and seniority level. Seniority TABLE MN.1 Pay Rates Grade 1 2. 3 4 5 < 1 yr. 8.50 9.50 10.50 11.50 12.50 1-2 yr. 3-5 yr. 9.00 9.50 10.00 10.50 11.00 11.50 12.00 12.50 13.00 13.50 6-10 yr. > 10 yr. 9.50 9.50 11.00 11.00 12.00 12.50 13.00 13.50 14.00 14.50 TABLE MN.2 Employment Levels Seniority < 1 yr. 1-2 yr. 3-5 yr. 6-10 yr. > 10 yr. Grade > 10 yr. Total N CO 1 2. 3 4 5 Total 2 4 5 14 15 3 20 10 20 45 15 10 5 6 8 19 ON 10 11 32 28 100 Chapter 11 Contract Negotiations 373 TABLE MN.3 Grade Turnover Rates by Grade and Seniority 1-2 yr. 1 2. 3 4 10 yr. 0.10 0.00 0.02 0.03 0.10 5 The employer's retirement plan provides for full vesting of benefits at five years of service. Employees who quit before accruing five years of service forfeit their accrued benefits. The plan is fully funded to provide a retirement income account for present employees, taking anticipated turn- over into account. The retirement program provides that employees will receive an equivalent of 5 percent of their gross pay (regular and overtime) contributed to their retirement accounts. The health care program provides hospital and medical insurance cov- erage paid by the employer. Twenty-five of the employees are single and without dependents. The other 75 have families, but of these, 5 are families in which both the husband and the wife are employed by this company, so premiums need not be paid for both. Health care premiums are $300 per month for single employees and $700 per month for those with depen- dents. Premiums are expected to increase 10 percent next year for both single and family policies. Under the contract, overtime is apportioned (within grade) on the basis of seniority, with each employee entitled to five hours of overtime before the next junior employee in that grade is entitled. After all employees within the grade have received overtime, the cycle is repeated. During the last year, overtime was available in the following number of hours by grade: grade 1–520 hours, grade 2–840, grade 3—1,640, grade 4-1,020, and grade 5—780. The overtime premium for all these hours was 50 per- cent. Table MN.4 shows the average number of hours of overtime per employee by seniority and grade level during the past year. All employees receive nine paid holidays and three paid sick days each year. The average employee takes two sick days, regardless of grade or Seniority TABLE MN.4 Hours of Overtime Total Grade 520 840 1,640 1,020 < 1 yr. 1-2 yr. 3-5 yr. 6-10 yr. > 10 yr. 51.25 55.00 40.00 40.00 42.86 35.00 35.00 37.00 40.00 65.00 67.50 70.00 75.00 78.75 1 2 3 4 780
Purchase answer to see full attachment
User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.

Explanation & Answer


Anonymous
Really helpful material, saved me a great deal of time.

Studypool
4.7
Trustpilot
4.5
Sitejabber
4.4

Related Tags