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Click below to see a copy of the contract. |
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DATE: January 23, 2009 TO: All LGECCU Union Members FROM: Jeff Goen, President SUBJ: Split Work Schedule As you are aware, Credit Union management has announced plans to assign employees to “Split Work Schedules.” Recently, in a meeting with Jim Graw and Carol Wagner, they were reminded that any such change must be negotiated and that the Union has not negotiated this change. The current provisions under Article 13 of the contract as it relates to work-weeks remain unchanged since the inception of the first contract in 1996. Under this provision Credit Union management does not have the ability to create such a work schedule. The Credit Union has made the unilateral decision to proceed with this plan under the direction of the recently installed CFO Chris Leggett. Mr. Leggett obviously does not care that the parties’ have an Agreement. The Union will use every available resource to insure that the Agreement is administered in accordance with the true intent that was negotiated by those parties in 1996. Fraternally, Jeff T. Goen President/DBR JTG:rrb
CONTRACT RATIFIED! 94% VOTED TO ACCEPT Highlights of proposed agreement Wages: 4% GWI 2008, 3% GWI 2009, 3% GWI 2010 Pension: 10¢ increase to 85¢ Medical: Remains at 15% for all 3 years Dental: No change Holidays: Floating Holiday A detailed proposal is being printed up and will be distributed to each member on Friday. VOTING WILL BE MONDAY, DECEMBER 8, 2008. POLLS WILL BE OPEN FROM 5PM UNTIL 9PM. A QUESTION AND ANSWER SESSION WILL BEGIN AT 6PM BUT VOTING WILL BEGIN PROMPTLY AT 5PM. ******************* *DECEMBER 1, 2008* WE HAVE REACHED A TENTATIVE AGREE-MENT! DETAILS WILL BE FORTHCOMING!
November 26, 2008 TO: LGECCU Bargaining Unit Members FROM: Jeff T. Goen, President SUBJECT: PICKET DUTY IN THE EVENT OF A STRIKE On Tuesday, 11/25/08, your Committee & I met with Credit Union management in an effort to resolve the numerous issues that still remain on the table. After much discussion, Credit Union management remains determined to take more of your current benefits. In the event that Credit Union managements forces us into a strike situation, the following is the picket duty rosters which have been assigned. Your Committee & I will continue our attempt to negotiate a fair and equitable contract. Your solidarity and support is appreciated. Fraternally, Jeff T. Goen President
DATE: November 6, 2008 TO: LGECCU Bargaining Unit Members FROM: Jeff T. Goen, President SUBJECT: FIRST STRIKE VOTE The Lockheed Georgia Employees’ Community Credit Union First Strike Vote held on Wednesday, November 5, 2008, was an overwhelming turnout. Results were 100% YES to STRIKE Fraternally, Jeff T. Goen President JTG:rrb ******************* Update #3 DATE: October 31, 2008 TO: All Local 709 Members at Lockheed Georgia Employees Community Credit Union FROM: Jeff T. Goen, President/DBR SUBJ: 2008 Contract Negotiations – Report #3 On Monday, October 27, 2008, your Committee and I met with Credit Union management in an attempt to continue the negotiation process. After a brief meeting and only one item being resolved (Article 15, Section 7), we were informed that the Credit Union was not prepared to move on any of the other proposals currently on the table. The Union currently has 7 proposals and 7 counterproposals for the Credit Union to address. All 14 items were again presented to the Credit Union Committee. Again, they were told that we were ready and willing to negotiate, in good faith, a fair contract; however, we feel that the Credit Union is not attempting to do the same based on the content of their proposals. The remainder of Monday’s meeting and the next scheduled meeting (Tuesday) was cancelled by the Credit Union. The Credit Union’s concessionary proposals remain unchanged at this time and they made no effort to discuss anything else. Their proposal still includes a change from general wage increases to a performance-based increase structure; however, they have not presented their “new structure” even after two requests from the Union Committee for that information. Again stated the Union Committee has informed the Credit Union Committee that we stand ready and willing to negotiate a fair & equitable contract that our members deserve. For all the hard work you do for the Credit Union, their offer is nothing but an insult to you. In addition, you are supported by your Local 709 Union Brothers & Sisters who stand ready to do whatever is necessary. Thank you for your solidarity and support! Fraternally, Jeff T. Goen, President Local Lodge 709 JTG:rrb
DATE: October 28, 2008 TO: All Local 709 Members at Lockheed Georgia Employees Community Credit Union FROM: Jeff T. Goen, President SUBJ: COBRA MEDICAL COVERAGE IN THE EVENT OF A STRIKE As we continue to negotiate with the Credit Union, our goal is to secure a fair and equitable contract; however, we must be prepared in the event that our goal is met with enough resistance by the Credit Union to force a strike. If a strike occurs, you have the right to continue your medical insurance coverage under C.O.B.R.A. health benefits. The following is a brief description of COBRA coverage and time limits for selection: WHAT IS THE CONTINUATION HEALTH LAW? Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) {1} health benefit provisions in 1986. The law amends the Employee Retirement Income Security Act (ERISA), the Internal Revenue Code and the Public Health Service Act to provide continuation of group health coverage that otherwise would be terminated. COBRA contains provisions giving certain former employees, retirees, spouses and dependent children the right to temporary continuation of health coverage at group rates. This coverage, however, is only available in specific instances. Group health coverage for COBRA participants is usually more expensive than health coverage for active employees, since usually the employer formerly paid a part of the premium. It is ordinarily less expensive, though, than individual health coverage. ELECTING COBRA COVERAGE The COBRA administrator will provide a COBRA election form for continued coverage. To elect COBRA continuation coverage, you must complete and return the form within 60 days after your coverage ends or within 60 days after you receive the form (whichever is later). If you elect COBRA coverage, the effective date of the coverage is the date of the qualifying event, i.e. any medical claim you have will be retroactive to the date you go out. You will have an additional 45 days following your election of COBRA coverage to pay any outstanding cost. The chart on the reverse side of this memo displays the current rates for COBRA coverage. Fraternally, Jeff T. Goen President JTG:rrb
HANDBILL #1 ATTENTION LOCKHEED GEORGIA EMPLOYEES COMMUNITY CREDIT UNION MEMBERS WE NEED YOUR HELP! The new manager who has taken over the Credit Union negotiations doesn’t like Unions! He has a track record of Union-busting. We are currently in contract negotiations and after numerous meetings management is still proposing to strip away many of the current benefits from the employees:
The employees, mostly female, many being single mothers, can hardly get by as it is. Now he wants to take even more. Let’s support the employees who service, "YOU", the members and tell management to negotiate a fair and equitable contract for all!
The following report was sent into the Lockheed Plant on Wednesday, October 22, 2008 in the support of our Brothers & Sisters at LGECCU! DATE: October 22, 2008 TO: Members of Local Lodge 709 FROM: Jeff T. Goen, President/DBR SUBJ: Credit Union Negotiations Brothers and Sisters: THIS IS A CALL TO ACTION! Our Brothers and Sisters at the Credit Union have entered into contract negotiations with Credit Union management and, after several meetings have been slammed against the wall with a proposal from the Credit Union which is completely full of take-a-ways. These include no pay raise for 2008, 2009, 2010; having to pay 20% of medical costs; merit based raise instead of GWI; deletion of seniority, overtime, addition of odd shift and odd work week; and the list goes on. I am asking each member to call the Credit Union management and remind them of how the Credit Union was started and by whom. It was we, the Union members and our families who created it and it is we, the Union members and our families who continue to do business with them. They need to be told to negotiate with our Brothers and Sisters in good faith or we can find another establishment with which to do business. Let’s show our solidarity and support to our Brothers and Sisters at the Credit Union and make some phone calls. The following numbers are those of management. If you get voice mail, leave them a message: Ed Collins 770-421-2600 Dick Hampton 770-421-2537 Chris Leggett 770-421-2572Jim Graw 770-421-2529 Fraternally, Jeff T. Goen President/DBR JTG:rrb UPDATE #2 DATE: October 22, 2008 TO: LGECCU Bargaining Unit Members FROM: Jeff T. Goen, President/DBR SUBJ: 2008 Contract Negotiations – Report #2 After meeting with Credit Union management on Monday, October 20th and Tuesday, October 21st, their proposal remains the same with the exception of one change. They are now proposing that you pay up to 20% of medical benefits cost instead of the initial 21% proposal. Your Committee and I have reiterated to the Credit Union management that we will not be force-fed the take-a-ways which they are proposing. The Credit Union is on very solid ground financially and we believe they should remember how they got there! The employees who service the Credit Union membership are their most valuable asset, not the “new kid on the block” with a different idea. Again, we will not be force-fed a sub-standard contract. Your Committee and I stand ready to negotiate, in good faith, a fair contract which benefits our members. Thank you for your support. We will prevail! Fraternally, Jeff T. Goen President JTG:rrb UPDATE #1 DATE: October 14, 2008 TO: LGECCU Bargaining Unit Members FROM: Jeff T. Goen, President/DBR SUBJ: 2008 Contract Negotiations On Tuesday, October 7, 2008, your Negotiating Committee and I met with Credit Union management to exchange proposals for amending the current Agreement which expires November 1, 2008. We were optimistic that the Credit Union would have somewhat of a nominal proposal package, however after review of their proposal that optimism abruptly diminished!The Credit Union’s proposal contains many major take-a-ways: 1. Propose no wage increase for all 3 years of the Agreement (2009, 2010, & 2011). 2. Propose increase of up to 21% for employee contribution of insurance (currently 15%). 3. Propose reduction of 1 holiday – (Christmas Eve). 4. Propose deletion of current wage increase system (no annual increase) and; 5. Propose the introduction of performance based pay increase system at sole discretion of management (Good Ole Boy System). 6. Propose elimination of overtime language. 7. Propose the elimination of paid time off for computation of overtime. 8 . Propose limitations on Union Representation at the Credit Union (an attempt to eliminate Union representation altogether).9 . Propose major reduction in accumulated Paid Leave (from 480 hrs to 160 hrs).10 . Propose to allow paid leave for January through September only (if not scheduled by October 1).11 . Propose to make your negotiated break period "management discretion only" (you can take a break if management allows).12. Propose to make pay periods bi-weekly (currently weekly). Thank you for your solidarity and support as we strive to negotiate a fair contract. Fraternally, Jeff T. Goen President
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Anyone who signs a membership application and dues check-off will be eligible to vote on the contract! |
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