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We have reached a tentative agreement


We will try to distribute the tentative agreement as soon as possible to read before the ratification vote scheduled Saturday @West Hertel Middle school at 10:00AM

                                                                                                                                           

 *  Retiree Medical 80/20 and Termination Bonus will remain intact for the new contract if ratified . 


























































































As we are approaching our Contract expiration, the critical issues still being discussed :

                Mandatory Overtime;  To cover any week day vacancies off shift.

                Attendance;  No fault, No excuses will be allowed!


We are working to provide the Membership with a tentative agreement before midnight tonight


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Update 3-30-2014

After a long night of negotiating, slight progress, but still a long way to go…

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Update 3-25-2014

         We are one week from the expiration date of our Contract and we are no closer to a tentative agreement then when we started. It is the Locals responsibility to prepare our members for a STRIKE if an agreement cannot be reached.

We have not incurred a strike in in over 30 years with our past owners.

         The membership has repeatedly expressed the loss of appreciation for being a valued employee.  Aurubis has returned our members to the days where workers had no ownership, and are merely just a clock number to the Company.

We will stand strong in solidarity !!!


---------Time Line---------


       If NO tentative agreement is reached, All Stewards, Chairman and Picket Captains, are to report to the Union hall. The USW local 593 Contract will expire Mar 31, @Midnight

       If a tentative agreement is reached by  Mar. 31, midnight, our members are to report on their scheduled shift until the ratification vote to be held on April 5th  @ 10:00am.

                                     Note:  If the tentative agreement fails to ratify, Then USW Local 593 will be on Strike !

                                                                        

Information for Strike benefits will be available at the hall April 1st

                          (Medical coverage, Strike and defense payments, Unemployment filing, etc…)


We are committed to reaching a fair and equitable contract


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3-19-2014

No change at this time !!!

 

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Today 3-16-2014


USW Local 593 Membership gave STRIKE AUTHORIZATION to the

 Bargaining Committee.

 

The vote was an overwhelming 100% in favor with 0 opposed.


The Committee thanks the membership for their continued support 

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In our effort to be as transparent as possible, below is another one of the Aurubis’  proposals

  Update 3-10-2014

Aurubis Buffalo, Inc.

And

Local 593, United Steel Workers

 2014 TENTATIVE AGREEMENTS

(Company Proposal)

Subject to the Parties reaching a tentative agreement and ratification of a New Collective Bargaining Agreement by April 1, 2014 the following agreement has been reached:

C15. Attendance: 

Absentee Control Program, Page 113         

     It is the responsibility of each employee to report to work when scheduled.  When an employee is required to be late or absent from work, he will report this to the guard at Post 2 3 (telephone 875-7777) no later than one-half hour  four (4) hours prior to the start of the shift, which he is scheduled to work.  When reporting such absence or lateness, the employee will supply his name, clock number, department and reason for absence.

     An employee who calls in and reports he is unable to report for work for a specified number of days, will not be required to call in on each of these days specified and will not be charged with an Unreported Absence charge if he subsequently, in accordance with the terms of the Program, verifies, in a timely fashion, his inability to work.

 

TYPES OF ABSENCE:

NON-CHARGEABLE ABSENCE:  Any absence, lateness or early out where the employee:

       1.   reports and verifies the absence within the provisions of the Agreement, e.g. jury duty, union business, funeral leave, lack of work, etc., or

      2.   presents a medical doctor's statement verifying his inability to work (an employee who is absent because of illness five (5) consecutive days must obtain a medical leave of absence and report to the plant hospital before he is permitted to return to work), or

     3.   verifies, by documentation, circumstances of an emergency or important nature, which made it impossible to report for work.

NOTE:  In order to be acceptable, all verifications must be presented to Guard Post #2 either prior to or within 48 hours of the employee's day of return to work, except in extenuating circumstances.

CHARGEABLE ABSENCE:  Any absence, lateness or early out other than a non-chargeable absence.  However, only the first day of a consecutive period of sickness will be considered a chargeable absence.  Any absence of three (3) or more days due to illness must be verified by a medical doctors' statement or the employee will be charged a point for each day.

LATENESS:  Reporting at the plant entrance (Guard Post 2 3) after the start of the employee's scheduled shift or ringing in after the start of the scheduled shift.

UNREPORTED ABSENCE:  Any absence from scheduled work, which is not reported by the employee within two (2) hours after the start of his scheduled shift.  A charge for unreported absence cannot be removed by subsequent verification unless it may be substantiated that said reporting was beyond his control.

LATE CALL-IN:  Employees are required to report an absence or lateness at least one-half hour four (4) hours prior to the start of their shift.  Any call-in received later than one-half hour four (4) hours prior to the employee's shift starting time is considered a late call-in.  (This charge cannot be removed by a subsequent verification of sickness from a medical doctor).

CHARGES:

Non-chargeable absence……………   ……….0

Chargeable absence --  no call……...………...2

Chargeable absence --  with call……..……….1

      (other than Monday or Friday)

Chargeable absence --  with call…………….1½

      (Monday or Friday)

Late/No Fault

(other than prearranged, non-chargeable lates)

1st four lates……………………………………..0

      (between November 1 and April 1)

Lates  ………………………..………………….½

Early Out

      Non-chargeable…………………………….0

      Prior Notice --  Not excusable……………½

      No Prior Notice --  Not excusable…...…...1

PROGRESSIVE DISCIPLINARY PROCEDURE:

     9 6 points within the most recent 12-month (365-day) period -- Written Warning

     12 9 points within the most recent 12-month (365-day) period worked -- Special Written Warning

     16 12 points within the most recent 12-month (365-day) period worked -- Discharge

     *Only points accumulated during the most recent 12-month (365-day) period are counted when reviewing a record.  Points accumulated prior to the most recent 12-month (365-day) period are dropped from consideration, thus giving an employee a continuous opportunity to clear up his record.  However, an employee with 8 points or less in a continuous 12-month period will have his record cleared of all points.

     Any leave of absence lasting 4 weeks or longer, as well as any strike or layoff period, will not be considered for the purpose of administering the 12-month (365-day) period. 

Vacation time must be exhausted at the beginning of an approved Family Medical Leave (FMLA).

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In our effort to be as transparent as possible, below is another one of the Aurubis’  proposals

Update 3-5-2014

Aurubis Buffalo, Inc.

And

Local 593, United Steel Workers

2014 TENTATIVE AGREEMENTS

(Company Proposal)

Subject to the Parties reaching a tentative agreement and ratification of a New Collective Bargaining Agreement by April 1, 2014 the following agreement has been reached:

C18. Overtime Scheduling:

Overtime Scheduling, Page 131

  Employees shall be required to work a reasonable amount of overtime.  As follows:

     1.  Saturday – three (3) consecutive Saturdays, with one Saturday off after three such weeks;

     2.  Sunday – one (1) Sunday, with one Sunday off;

     3.  Daily – Twenty-eight hours in any one week.

Notice of requirement to work the Saturday and/or Sunday of a workweek shall be given, when possible, no later than noon on Thursday.  Reasonable advance notice of a requirement to work more than eight (8) hours in the workday shall be given wherever possible.  The foregoing notice requirements shall not apply to emergency situations.

 

This will confirm our understanding reached in the 1986, 1990 and 1992 Negotiations concerning Overtime Scheduling.

A.  Following are the procedures to be used in the on-shift scheduling of weekend overtime:

A. The following are the procedures to be used in scheduling the weekend after the required reasonable overtime is exhausted.

        1.  By the end of their respective shifts on each Tuesday, all employees will complete and sign an overtime option form indicating one of the following: 

 

         a.  I do not want to work overtime:
         Saturday _____  Sunday ______        
         b.   I want to work overtime but only in my
         Saturday _____  Sunday ______
         Either, but not both (Circle first choice)     

c.   I want to work overtime on any available job assignment:

Saturday in Early ______  Saturday on Shift ______    Saturday Over  ______
Sunday in Early    ______     Sunday on Shift ______       Sunday Over  ______
Either, but not both (Circle first choice)
 
d.   Skilled Trades employees only:  I want to work overtime but only on Skilled Trades jobs:
Saturday _____  Sunday ______
Either, but not both (Circle first choice)
 
e.  I want to be solicited for off shift overtime work added, as a result of call offs, or after the schedule is posted.
Saturday _____  Sunday ______
Either, but not both (Circle first choice) 
 
If you want to work overtime in b), c), d) on Saturday or Sunday but not both, X in both squares and Circle your first choice.
By noting below, you may extend the option selection for an indefinite period of time. 
 

2.  Employees who do not complete such form, will be presumed to have refused any overtime assignment available, in excess of the required overtime.  

3.  Overtime will be scheduled based on the above and the Company shall have the right to rely thereon.  Each employee, in excess of required overtime, may cancel his voluntary overtime selection no later than the end of his respective shift on Wednesday without being charged under the Absentee Control Program, up to three (3) times per year.  The scheduled Saturday and/or Sunday will, thereafter, be treated as a normally scheduled workday under the Absentee Control Program. 

4.  The final schedule of people working Saturday and Sunday will be posted by Noon on Thursday.  When posted, the Company will be obligated to provide the on shift work for the individuals scheduled barring a major breakdown or Act of God.  The Company will endeavor to post the 3rd shift Weekend Schedule by 7:30 AM on Thursdays as a commitment to provide on shift work for 3rd shift employees.  It is understood that extenuating circumstances will not make this possible from time to time.  On these occasions the commitment to provide on shift work will be established by the noon Thursday posting.  Further; In filling off shift weekend vacancies, the Company will first solicit honor the request of the appropriate employees that do not have the opportunity to work their own shift, and appropriate swing shift and 21 turn employees that do not have the opportunity to work.

5.  Should it become necessary to add employees for Saturday and Sunday after the final schedule is posted at Noon on Thursday, the Company shall first solicit those employees who were not scheduled for overtime and had indicated on their overtime option form that they wished to work on the day(s) in question.  If employees decline overtime offered according to this paragraph after noon on Thursday, they will not be charged for such refusals. 

6. If an employee has prior knowledge of a mistake in this procedure and overtime assignment and fails to bring it to Management's attention, any rights to compensation for the overtime in question shall be forfeited. 

7. Employees absent on Tuesday may indicate their overtime options by leaving an appropriate message on the call-in recording.  Employees who fail to leave such a message shall be deemed to have selected Option 1-a above. 

B. The Casting Shop Overtime Agreement, Section I is to be revised as follows:
     1.  Classified on shift.
     2.  Classified off shift.
     3.  Qualified on shift.
     4.  Qualified off shift.

C. B.  The following procedures shall be used for the solicitation and scheduling of daily overtime opportunities after the required employees have been assigned for all maintenance and production openings.  Production openings will be filled with this procedure after the classified employee having overtime rights to the opening is solicited in the normal manner.

     Daily lists showing the overtime assignments of maintenance employees will be posted at agreed upon locations in the mill one and one half hours before the end of each shift except in unforeseen or emergency situations.

1.  A daily overtime sign-up sheet, agreeable to the Company and the Union, shall be developed for use in this procedure.  These daily overtime sign-up sheets shall be made available in mutually agreed upon areas of the plant.

2.  Employees requesting daily overtime hours must apply each shift worked, on this form, for 'after shift' overtime on that day and 'before shift' overtime for the following day, no later than the end of their daily lunch period on that shift.

3.  All requests for 'before shift' daily overtime, other than Monday overtime, must be applied for on the employee's last scheduled work day prior to the overtime shift applied for.  Application for Monday 'before shift' overtime must be applied for no later than the end of the daily lunch period on the previous Friday. 

The following will replace all existing overtime agreements;

Overtime scheduling sequence:

            Senior classified on shift (Home-base machine, then group)

            Senior qualified on shift

            Senior classified off shift

            Senior qualified off shift

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In our effort to be as transparent as possible, below is another one of the Aurubis’  proposals

Update 2-28-2014

Aurubis Buffalo, Inc.

And

Local 593, United Steel Workers


 2014 TENTATIVE AGREEMENTS

(Company Proposal)

Subject to the Parties reaching a tentative agreement and ratification of a New Collective Bargaining Agreement by April 1, 2014 the following agreement has been reached:

C22. Temporary Employment:                  

 Temporary Summer Employment Program, Page 166

On pages 160 – 163 of the C.B.A. remove the “Temporary Summer Employment Program” and replace it with:

              Business Opportunity Employment Program

             The Business Opportunity Employment Program will have the following provisions:

  Rate of Pay:    $15.00 per hour

  Term:              Throughout the year to supplement seasonal fluctuations in business and manpower availability.

  Limitation:     Up to 1/3 of the workforce.

  Benefits:         Only those required by Law.

              Note:  Current rate of pay  $8.21 per hour

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The Company Overtime Proposal (C-1) applies to ALL  15 turn and 21 turn  (EVERYONE)

In our effort to be as transparent as possible, below is Aurubis’ first proposal

Update 2-25-2014

Aurubis Buffalo, Inc.

And

Local 593, United Steel Workers


2014 TENTATIVE AGREEMENTS

(Company Proposal)

Subject to the Parties reaching a tentative agreement and ratification of a New Collective Bargaining Agreement by April 1, 2014 the following agreement has been reached:

 

C1.  Overtime Rates                     

Article IV, Hours of Labor, Page 13

                    (1)       For the effective duration of this Agreement, the hours of labor and the pay therefore shall be as follows:

                           (c)       Time and one-half rate shall be paid to employees for any time worked before an employee's regular starting time or after

                                   an employee's regular quitting time if such hours result in more than eight (8) hours worked in any twenty four (24) hour period. 

                        (d)       Time and one-half rate shall be paid to employees for any time worked on Saturdays, irrespective of its relation to a forty-hour week

                                     if such hours worked exceed forty (40) in the payroll week, and double time shall be paid them for work done on Sundays

                                     if such hours exceed forty eight (48) in the payroll week, and double time and one-half shall be paid them for work done on the following

                                     eleven holidays, viz:  New Year's Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Friday after

                                     Thanksgiving, Friday after Thanksgiving, Christmas Eve Day, Christmas, New Year's Eve Day, and a "floating" holiday. 

                                     The "floating" holiday will be scheduled on a day mutually agreed to during the Christmas Holiday period

 

What it means to our member's .....

21 Turn Pay Cycle

Example: Strand Oper. on 21-Turn Schedule   @class 14 pay grade

Current pay cycle

Base rate    Incentive   Total Per/Hr      Mon       Tues        Wed        Thu         Fri           Sat           Sun

  18.770         3.00            21.77           174.16    174.16    174.16    174.16    174.16         X              X           $870.80     Wkly Gross

                                                                 X            X         174.16   174.16     174.16    261.24     348.32        $1,132.04  Wkly Gross

                                                            174.16     174.16       X         174.16     174.16    261.24     348.32       $1,306.20   Wkly Gross

                                                            174.16     174.16     174.16       X             X        261.24     348.32       $1,132.04   Wkly Gross

                                                                                                                                                                           $4,441.08  4 -  Wk Cycle

Proposal:  C-1 Overtime Rates                             

Base Rate   Incentive   Total Per/Hr     Mon    Tues     Wed       Thu          Fri            Sat           Sun

   18.770        3.00             21.77      174.16   174.16   174.16    174.16     174.16         X              X              $870.80   Wkly Gross

                                                                  X            X        174$.16   174.16      174.16     174.16     174.16          870.80   Wkly Gross

                                                                174.16   174.16      X         174.16       174.16     174.16     261.24        $1,132.04  Wkly Gross   

                                                               174.16   174.16    174.16       X             X           174.16      174.16         $870.80    Wkly Gross 

                                                                                                                                                                             $3,744.44   4 - Wk cycle 

                                                                                                                                      Loss per 4 week cycle   $696.64

                                                                                                                               Loss per year @ 13 cycles   $9,056.32

                                                                             168 hrs/per cycle X 13 cycles = 2,184.00  hrs/per/year     $4.15  Per / Hour Loss


Note: It’s early in the process and Proposals may change or be withdrawn.

And yes, Aurubis Thanks’ you for your continued loyalty….

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Update 2/22/14

        The Committee is working through the Company’s proposal, and it is apparent their current proposals does not reflect the effort given by the membership over the past several years. Our members have worked hard to improve productivity and increase profitability for Aurubis.

        After many years of enduring hardships with a poor economy, we fail to understand how the current proposals reward our members for all their hard work.

        The Committee will remain diligent at the bargaining table to obtain a fair and equitable contract for our members.


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