Power Systems Proposals

Recently the Company sent out a letter to all employees regarding the pension plan.  The notice indicated that the assets are presently 2.6 million dollars with the total pension obligations of 1.7 million dollars.  The letter is proposing to transfer up to 25 million from the pension fund to help pay for the retiree medical benefits which reduces operating expenses by $25 million and increases the profits of the Company.  The letter also states that the government allows FPL to use part of the pension plan’s assets to pay for retiree medical benefits.  This is somewhat true however the Union and Company have been discussing this transfer for the past three years.  It is also an active subject of our current negotiations and must be bargained.   WE HAVE NOT AGREED TO THIS PROVISION AS OF THIS DATE.  We will be having further discussions over this controversial proposal this week.   

Last week the company circulated a bulletin stating that they had given the union a comprehensive wage and benefit package. Both parties had some discussions on benefits months ago, which was reported on in a previous bulletin.   The only information that was shared with the Union pertaining to wages was a hand written flip chart page with some suggestions or options for the next 5 years. 

 The Union Committee spent most of the week discussing Power Systems Proposals.  It appears that the company has little interest in proposals that enhance the membership’s working conditions, improve their standard of living or add cost to the company.   Many of their proposals would save the company millions of dollars; however, they are not interested in sharing any of the savings associated with their proposals.  As a result of their reluctance, most of the Distribution proposals have fallen by the wayside and are no longer being discussed.  The following is a summary of where we presently are: 

 Proposals that have been dropped are: 

•    Call Out Overtime:  This by far was Power System’s number one proposal and both sides have spent most of our time discussing it.  Initially the company threatened imposing this proposal on our members if the Union’s Negotiating Committee did not accept their conditions.  It proposed mandatory overtime with a 15 minute response time and 65% required response rate for all “call-out” overtime and a mandatory 75% response rate for an “all-hands” assignment for all employees.  A discipline policy accompanied the proposal if the response rates were not met.  The Union continued to negotiate by countering the offer with a voluntary call out process that would provide incentives for employees who volunteer for call out, with reduced response percentages and removal from the volunteer list for a ninety day period if the response rates were not met, without discipline for not meeting the percentages.  The Union could not agree to the proposal as a result of the high percentages and the Company’s continued discipline approach if percentages were not met.  
•    Dispatch Center Boundaries - This proposal was introduced as a result of changing technology, which would enable dispatch work to be performed at any dispatch office in the state to any part of FPL’s service territory. Even though we all realize that technology is changing and it will affect the way in which things will be performed in the future, there were to many hypothetical scenarios associated with the proposal that the Union could not obtain firm answers for.   We did however; commit to further discussions with the Company in the future when they have a better idea of what will be needed as the technology changes are more defined.
•    Paragraph 35: Allow employees to work outside territory for out of service trouble calls if assigned on straight time and for a maximum of 2 hours.  
•    Ex “A”: Language clarification for what is considered an emergency.  Company wanted to redefine this language to allow the non bargaining unit personnel to be activated in times other than hurricanes.
•    Ground Worker: The Company proposed adding new duties to the Ground Worker classification which would allow extendo operations during an emergency.  The company would not consider relieving the Ground Worker to the pay rate of Patrol Person.    
•    New Operations Support Specialist Position: Combine existing Power Systems Distribution clerical positions and Dispatcher Clerk accountabilities.  This proposal would eventually eliminate A Clerk Steno, A Clerk and Dispatcher Clerk positions and Classifications.
•    Modify C and D Accountabilities: Allow for C&D to set single phase and three phase meters on new service accounts. Remove single phase and three phase meters on existing accounts. Replace single phase and three phase meters for system program meter replacements.   This work is presently being performed by our “B” men and could lead to the loss of these positions.

Proposal Being Discussed:

•    Note: Proposed a premium for substation employees who hold a badge at nuclear facilities
•    Ex “A”: Increase Substation Lead Electrician hourly rate to Senior.
•    Paragraph 20: Changing the Jpost system to an electronic “post and apply system” as the jobs become vacant, instead of the current application system. 
•    Paragraph 4: Discussions continue on the amount of time that a ROD remains in an employee’s file. 
•    Paragraph 44: Additional storm and emergency travel assignment considerations.
•    Paragraph 44: Modify storm assignment rest time language
•    Paragraph 44:  Define make up OT

Temporary Agreement:

•    Distribution Notes Ex A: Move language from back of book clarifying language for C&D clerical dispatching to Paragraph 35

 It is anticipated this week that we will continue discussing the proposals in the Master section of the contract as well as discussing Power Delivery. We will also begin discussion on our medical benefits.