MWA MOU 11 January 2014

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MWA MOU 11 January 2014

la vache
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Re: MWA MOU 11 January 2014

c-box
Attached is the 5 page MOA between the NYCDCC and MWA signed 1-11-14, I page extension contract document dated 7-10-2009 and the CBA between the MWA and the NYCDCC dated 7-1-2007 - 6-30-12.

Under a separate e-mail we anticipate forwarding by tomorrow the final of a Settlement Agreement among the Funds, the MWA, the MWA member-employers, the District Council, and the Hollow Metal Funds. That Settlement Agreement, which depends upon ratification of the MWA Memorandum of Agreement for a new ten-year CBA, provides for settlement of all currently outstanding issues among the Funds, the MWA, the MWA member-employers, and the District Council related to benefit fund delinquencies.

That Settlement Agreement would include the District Council agreeing to cover differences between what the MWA member-employers contributed under the May 2012 Townley Arbitration Award (Merits Award) and what the District Council-MWA CBA provided for employer contributions to the District Council Welfare Fund and the Vacation Fund, making those Funds whole. The attached Memorandum of Agreement and the Settlement Agreement will need to be considered and ratified as a package because both are dependent upon the other.
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Re: MWA MOU 11 January 2014

c-box
This post was updated on .
In reply to this post by la vache
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Re: MWA MOU 11 January 2014

Daniel J. Franco
This appears to be asking for trouble; it is unlikely to be well enforced, if enforced at all. The last sentence - "Any Employer's failure to maintain such ratios or currently compliant Employers that fall below the ratio shall result in its or theirs' losing the ability to utilize a third shop employee under the reduced rate for the term of the CBA" is nullified by "or until returning to compliance". It would make a non-compliance grievance almost non-cost-effective to even contemplate.


On Tue, Jan 14, 2014 at 9:32 PM, c-box [via A Mobilized Membership Is An Irresistible Force] <[hidden email]> wrote:
2. The special 2-person installation provision under CBA Article III, Section 9 shall
continue and for all MWA shops where 50% of the bargaining unit members are
members of the New York City District Council the number of shop personnel permitted
to perform installation work at the modified rate under CBA Article Ill. Section 9, shall
increase from two to three, with the District Council designating the employee who shall
be responsible for reporting the personnel and hours electronically as provided in
paragraph 13 of this MOA. One of the three must be a District Council certified Shop
Steward. For installation projects with four or more employees, three shop personnel
shall be permitted to perform installation work at the modified rate, and the fourth
employee shall be a New York City District Council certified Shop Steward dispatched
from the District Council's Out of Work list and shall perform installation work at the
full rate; and any additional employees beyond the fourth employee shall also perform
installation work at the full rate. The allowance of a third shop employee to perform
installation work hereunder where the Employer does not employ at least 50% members
of the District Council but employs UBC or other union members must, when increasing
manpower, hire District Council members until the 50% ratio of District Council
members is met. Any Employer's failure to maintain such ratios or currently compliant
Employers that fall below the ratio shall result in its or theirs' losing the ability to utilize
a third shop employee under the reduced rate for the term of the CBA or until returning to
compliance.


If you reply to this email, your message will be added to the discussion below:
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NAML

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Re: MWA MOU 11 January 2014

c-box
In reply to this post by la vache
MEMORANDUM OF AGREEMENT

AGREEMENT made on this 11th day of January 2014 by and between the Manufacturing Woodworkers Association of Greater New York, Inc. ("MWA") and the New York City District Council of Carpenters (the "District Council");

WHEREAS, the parties have negotiated in good faith regarding the terms and conditions of a successor collective bargaining agreement, inasmuch as the predecessor collective bargaining agreement expired on June 30, 2013; and

WHEREAS, the parties agree that all of the terms and conditions of the predecessor agreement shall continue in full force and effect for a ten year period except as specifically modified below;

NOW, THEREFORE, the MWA and the District Council agree that all terms and conditions of the MWA & District Council Collective Bargaining Agreement ("CBA''), with the exceptions of what are included in this Memorandum of Agreement ("MOA"), shall continue except as modified below.

1. Article I, § 7 shall be modified to delete the second sentence and Article XXIV (Conformity of Agreements) shall be deleted.

2. The special 2-person installation provision under CBA Article III, Section 9 shall continue and for all MWA shops where 50% of the bargaining unit members are members of the New York City District Council the number of shop personnel permitted to perform installation work at the modified rate under CBA Article Ill. Section 9, shall increase from two to three, with the District Council designating the employee who shall be responsible for reporting the personnel and hours electronically as provided in paragraph 13 of this MOA. One of the three must be a District Council certified Shop Steward. For installation projects with four or more employees, three shop personnel shall be permitted to perform installation work at the modified rate, and the fourth employee shall be a New York City District Council certified Shop Steward dispatched from the District Council's Out of Work list and shall perform installation work at the full rate; and any additional employees beyond the fourth employee shall also perform installation work at the full rate. The allowance of a third shop employee to perform installation work hereunder where the Employer does not employ at least 50% members of the District Council but employs UBC or other union members must, when increasing manpower, hire District Council members until the 50% ratio of District Council members is met. Any Employer's failure to maintain such ratios or currently compliant Employers that fall below the ratio shall result in its or theirs' losing the ability to utilize a third shop employee under the reduced rate for the term of the CBA or until returning to compliance.

Page 1 of 5

3. Upon ratification of this MOA, the wages and fringe benefits as set forth in the MWA CBA that expired on June 30, 2013 shall be restored and paid prospectively, with those employees at, or who were at, the hourly wage rate of $31.24 to remain or to be restored to that rate before any increases provided herein are implemented.

4. (a) All employees hired after this MOA is signed, subject to the caveat set forth in paragraph six (6) below, will be compensated at Tier II rates for wages and benefits, specifically Twenty two Dollars ($22.00) per hour for wages and Ten Dollars and Ninety Four cents ($10.94) per hour for fringe benefits.

(b) These Tier ll employees will receive medical benefits for shop work as per the Hollow Metal Fund Welfare Fund.

(c) Furthermore, all fringe benefit contributions for all shop hours paid at the Tier II rate will be capped at forty (40) hours per week. There shall be no capping of hours for those employees employed at Tier I.

(d) The special arrangements for installations allowed under Article ill, Section 9, of the CBA shall only be done by Tier 1 employees.

(e) Once an employee is raised from Tier II to Tier I, he/she cannot be reverted to Tier II.

(t) For the duration of the successor collective bargaining agreement, each MWA Employer shall employ employees at the Tier I level at the following percentages of the total employee compliment for each employer under the CBA: from July 1, 2013 through June 30, 2015, at least sixty percent (60%) of its employees at Tier I; from July 1, 2015 through June 30,2019, at least fifty percent (50%) of its employees at Tier I; and from July 1, 2019 through June 30, 2023, at least forty percent (40%) of its employees at Tier I. That means at least the specified percentage of an Employer's actively employed employees (i.e., employees not on layoff or otherwise out on disability, workers compensation, LOA, etc.) must be maintained at the specified ratios. Nothing contained herein shall prohibit an individual MW A Employer from employing more than the specified percentage of Tier I employees.

5. (a) All employees on the payroll or on a disability, workers compensation, or other recognized or approved leave of absence or layoff of any MW A Employer beginning on or after January 1, 2013 will be grandfathered and not subject to the Tier II rates in the event these grandfathered employees are subsequently laid off. Grandfathering applies across all MWA Employers. All employees who have historically been employed by a MWA Employer but who have left or will in the future have left employment to accept

Page 2 of 3

employment with the District Council shall be covered hereunder and be classified as Tier I employees.

(b) Any employees who were hired by any MW A employer after May 1, 2012, and/or who worked at the lower wage and benefit rate will not be brought up to MWA Tier I wage and benefits scale and will not be subject to the grandfather provision, but rather will be considered a Tier II employee. The MWA represents that as of the execution of this MOA the number of such employees is approximately nine (9) among all MWA Employer-members.

6. The District Council can allocate monies between wages and benefits.

7. The successor CBA will be ten (10) years, with a term from July I, 2013 through June 30, 2023.

8. During the first two years of the successor CBA, Tier I employees shall receive an increase of one percent (1 %) effective upon ratification of this MOA, and another increase of two percent (2%) effective July 1, 2014; and the Tier II employees shall receive an increase of two percent (2%) effective upon ratification of this MOA and another increase of two percent (2%) effective July 1, 2014. In addition, the Employer's actively employed employees (including employees on layoff or otherwise out on disability, workers compensation, LOA, etc.) on the ratification of this MOA or during the thirty (30) days before that date shall receive the following wage bonuses: $500 for Tier I and $250 for Tier II. It is understood that the bonus amount will be paid only once to an employee regardless of how many MWA Employers he/she worked during the qualifying period, with the Employers paying a pro rata share of the bonus. Beginning with years three (i.e., July 1, 2015) and seven (i.e., July 1, 2019) of the successor CBA there will be a wage and benefit re-opener with interest arbitration before Arbitrator Martin Scheinman or, if he is unavailable, at the American Arbitration Association if the parties cannot agree. The parties agree that the No Strike-No Lockout clause shall remain in effect during the course of the above-referenced contract re-openers.

9. (a) Upon ratification of this MOA, the District Council will pay to the MWA via an electronic wire transfer to Trivella & Forte LLP the full amount set forth in the January 21,2013 Townley remedy award of $8,030,781.46. And the District Council and the MWA agree that, by entering into this MOA and the District Council making the payment hereunder, the Townley awards of May 3, 2012 (liability award) and January 21, 2013 (remedy award) shall be nullities, subject to the MWA obtaining a mutually acceptable and executed release with the fringe benefit Funds, as well as from the District Council.

Page 3 of 5

(b) The District Council agrees to support by any lawful means the MWA having an Employer trustee position on the Hollow Metal Benefit Funds or any other funds or entities to which the MW A Employers are obligated to make contributions.

10. The parties agree to execute all documents necessary to effectuate the terms and conditions of this MOA.

11. This MOA shall become effective upon ratification by the District Council's Executive Committee and Delegate Body and by the MWA's governing body.

12. The District Council and the MOA will work to establish an electronic process for recording time worked by each District Council represented employee on a project. The electronic record and resulting reports will be used by both the Employer and the District Council to authenticate the time worked to ensure that the proper wages and benefits are paid for the hours worked. The cost of any timekeeping devices and related system and any training will be entirely borne by the District Council.

13. The District Council shall make no claims or charges and shall take no other adverse action against the MWA and/or its employer-members for conduct in support of, or alleged or believed to be in support of, the MWA's position in the negotiations resulting in this MOA. The MWA and its employer-members shall make no claims or charges and shall take no other adverse action against the District Council for conduct in support of, or alleged or believed to be in support of, the District Council's position in the negotiations resulting in this MOA, and shall make no claims or charges and shall take no disciplinary or other adverse action against any member of the District Council and/or any employee or former employee represented by the District Council for any acts occurring or alleged to have occurred prior to the date of execution of this MOA.

14. The parties agree any dispute as to the interpretation, application, or breach of this MOA shall be resolved by submission to arbitration before Martin Scheinman.

15. This MOA may be executed in counterparts and by facsimile or PDF e-mail.

16. It is expressly agreed by and between the MWA and the District Council that no MWA Employer shall be required to pay any wages, fringe benefits and/or any other financial obligation to or on behalf of any striking employees for the period of July 1, 2013 through and including July 21, 2013.

17. The current language in Article XI shall be deleted and replaced with the following: "The Employers will have sixty (60) days for the shop and thirty (30) days for the field to remit benefit contributions regardless of whether the Employer has posted a bond. For the purposes of determining when contributions are due, the pay date shall control."

Page 4 of 5

18. The current language of CBA Article X, Section ll(a) shall be modified by deleting the second through fifth sentences and Section 11 (b) shall be deleted and replaced with the following:

Whenever an Employer is in default in contributions to the Funds referred to in Article X of this Agreement, and reasonable written notice of at least fourteen (14) days of such default is given to the Employer, if payments are not made, the District Council may remove its members from the work of such Employer. If such members who are removed remain at the jobsite during regular working hours, they shall be paid for lost time not to exceed three (3) days' pay.

IN WITNESS WHEREOF, the Parties have caused this MOA to be executed by their duly authorized representatives on the dates indicated below.


New York City District Council of Carpenters

Dated: 1-11-14        By: Stephen McInnis


Manufacturing Woodworkers Association of Greater New York

Dated: 11-11-14      By Anthony Rizzo

Page 5 of 5
Ted
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Re: MWA MOU 11 January 2014

Ted
re-post: Dated December 15, 2012  10:47 pm

An Open Email Regarding Wage Grading of Local 2790 Members To Matt Walker


______________________________

http://www.local2790.org/home/2012/10/16/an-open-email-regarding-wage-grading-of-local-2790-members-t.html#comments

An Open Email Regarding Wage Grading of Local 2790 Members To Matt Walker

Tuesday, October 16, 2012

From: James Smith, Acting Recording Secretary, Local 2790
Subject: An Open Email Regarding Wage Grading of Local 2790 Members
To:        Matt Walker, Director of Operations, NYCDCC
Cc:        Dennis Walsh, Dick Roth, Scott Danielson,  Michael Bilello, Michael Cavanaugh, The Delegates and Executive Board of Local 2790, www.Local2790.org


At the Executive Board Meeting of Local 2790 which took place Monday night, there was a lengthy discussion regarding a troubling issue affecting the members of our Local. Our members are essentially being discriminated against on the basis of what Local they are a member of, through Wage Grading. As an Executive Board we feel it is in the best interests of the members we represent  that we publicly write you and the leadership of the District Council about this issue in the hopes that by shedding some light on it, we can all work together to resolve these issues to the benefit of the members of the New York City District Council of Carpenters.

In the MWA CBA, Article III, Section 9 (“Installation of Custom Millwork Manufactured in Employers Shop”) allows for Signatory MWA Shops to install woodwork at a pay & benefit rate considerably lower than that of the W&CA CBA. This is called “The Outside Modified Shop Rate”. There are requirements for a shop to obtain this “bargain” rate. For example, 80% of the work has to be manufactured in that shop while the remaining 20% must bear a union label. Also, no more than two workers can install woodwork at this rate on any given job. MWA contractors routinely violate these rules by installing subcontracted  woodwork, not bearing a union label well in excess of 20% on a job (in some instances up to 100% of a job will be manufactured at a non-union shop and installed at the lower
rate). In addition, MWA Contractors will employ more than two workers on a jobsite at the discount rate. Some of these members have never even set foot in a shop before, but get paid less than their fellow members of the NYCDCC for the same work. All of this is simply determined by what Local the members are from and that is why we consider this discrimination.

Furthermore, Miller/Blaker, a Local 2790 Shop located in The Bronx, discriminates against our members on the basis of what date they started work with the company. In the Miller/Blaker CBA, which was handcrafted by The UBC International Representatives, there are two different pay rates. One for members who were working with the company prior to the signing of the agreement, the other rate is for members who started work after the agreement  was signed. New workers in the company receive less pay for the same work. Another important note, if a worker who is receiving the higher pay rate is laid off from the company for an extended period of time, he/she will then receive the lower pay rate if they are rehired by Miller/Blaker.

Lastly, Rimi Woodcraft another Local 2790 shop in The Bronx exploits their finishers. Rimi Woodcraft owns a refurbishing shop directly across the street from its main factory. The refurbishing shop signed an agreement  with The District Council that pays less than the standard shop rate. The reason was that this refurbishing shop is only supposed to repair and refinish damaged woodwork. All
new woodwork is to be finished in the main factory where they pay their workers the full shop rate. Over time, Rimi took advantage of this graded wage and now has all of its finishing work, both new and old,
performed across the street in the cheaper refurbishing shop. The Finishing Department in the main Rimi factory is now closed.

The members of Local 2790 feel that the Miller/Blaker agreement, The Outside Modified Shop Rate, and the Rimi Corporate Refinishing Agreement are discriminatory at worst; and at best they violate everything The United Brotherhood of Carpenters stands for.
Local 2790 members are now working side by side with members of other locals, performing the same work at lower modified shop rates. The lower modified rates were intended to keep our members working in slower economic times; to remain employed. This ideal is no longer being honored and we are being laid off as quickly as the outside members.

Many decades ago, the Millwrights had adapted to the changing times and stopped manufacturing the gears and blades of the wind and watermills when materials changed to metal. They adapted and installed what was previously their work. Currently, more and more woodwork is being manufactured outside of NYC and as a result the shop numbers are dwindling. We have to adapt to these changes, and like the Millwrights of long ago we have to now install what we once manufactured to survive. However with wage grading, union millworkers are having difficulty installing millwork with wages and benefits at area standards.
So as a result, Apprentices and Journeyman of our Local are leaving so they can get paid an honest wage. There are literally apprentices who have switched locals, continued to work with the same contractor, and have effectively received a pay raise, all by leaving Local 2790.

Section 2, Paragraph 1 (“Objects”) of the UBC Constitution States: 
“ The objects of the United Brotherhood are…to coordinate bargaining
toward the goal of taking wages out of competition, and by legal and proper means to elevate the moral, intellectual and social conditions of all our members and to improve the trade in every way possible.”

Section 3, Paragraph 4 (“Faithful Work”) of the UBC Constitution States:
“We hold it as a sacred principle that Trade Unionists, above all others, should set a good example as good and faithful workers, performing their duties to their employers with honor to themselves and their organization. We do not recognize the practice of grading skilled workers.”

Section 3, Paragraph 6 (“Other Interests”) of the UBC Constitution States:
“We recognize that the interests of all labor are identical regardless of occupation, sex, nationality, religion, or color, for a wrong done to one is a wrong done to all. We oppose all unlawful discrimination and harassment against workers, whether based on race, gender, nationality or any other basis…”

Section 60, Paragraph 2 (“Standing Decisions of the General Executive Board”) of the UBC Constitution States:

“September 17, 1887 - Grading wages is demoralizing to Union principles and to the welfare of the trade and no Local Union should adopt the system of grading wages.”

Furthermore, Peter J. McGuire, the founder of The United Brotherhood of Carpenters has stated:
“…Every city should be organized and the wages of all advanced to a uniform standard.”
The Carpenter, May 1881
“…Competition among ourselves reduces wages and renders one working man the victim of another…”
Preamble to the UBC Constitution, 1881

In closing, these agreements  and wage grades do nothing to serve the interests of the members of this Local. Furthermore they actually hurt other Locals, such as 157, 926, 45, and 20. Members of Local 2790 are being hired over members of other Locals members simply because they are cheaper. We feel that no member of any Local in the United Brotherhood of Carpenters should be hired over another, to do the same work for less pay. We as a Local want to see all our members employed, on the basis of skill. Considering that the MWA is currently in negotiations with The District Council on a new agreement; any CBA whether it be proposed or existing, with a trade association or a small company; containing language that grades wages or in any other way discriminates against the members of this Local or any other Local is in direct conflict with The UBC Constitution.

On behalf of the members of Local 2790, James Smith
Acting Recording Secretary