July 13, 2005

 

NEGOTIATIONS UPDATE

During its sixth bargaining session, July 8, the Guild Negotiating Committee continued to focus on benefits, principally health care. The committee consists of Local Representative and chief negotiator Steve Zavatski, Unit Chairperson Ed Fannon, Randye Gilliam, Carol Wood, Peter Burke, and Joycelyn Braithwaite. Once again, Zavatski asked the management team (headed by labor attorney Steve Macri and by H.R. Directors John Gillen and Meghan Doody) for a list of the anticipated changes in the health care plans for 2006. Macri said, “The health care proposals are not available yet for public consumption, and Marty Martin’s suggestions to upper management are just that: unfinished, drawing-board stuff, subject to modification.”  (Marty Martin is Vice President of Benefits, Planning & Design, with whom we met last session.) The Guild asked to see any changes in the plan as soon as “the polish is dry.”

Zavatski continued to press management to give the Guild input in the area of employee benefits. After additional discussion, the sides agreed that it would be beneficial to set up a focus group (comprising both Guild and non-Guild employees) that would have some “real, meaningful discussions or dialogue” regarding benefits. This exchange of views could include the exploration of all possible health-care options, as well as how best to educate our members on understanding and utilizing the plans to their advantage. It could also explore alternative therapies--for example, using massage or acupuncture to manage pain. The concept has been agreed to, but exact contract language is still to be worked out.

Employee choice in the 401(k) plan was also discussed. During the past two years, the S&P Mid Cap (400) Index has enjoyed an almost 45% increase in value, while the S&P Small Cap (600) Index is up 50%. Meanwhile, most of our ten current 401(k) choices have floundered. Wood asked the management representatives, “Are hidden fees in the ‘funds of funds’ resulting in the poor performance of our 401(k) options?” They said that they would get back to us regarding the fee structure.

With regard to the Performance Management Process (PMP) that is replacing the previous employee evaluation form, John Gillen used the analogy of  “going from the Flintstones to the Jetsons, all in one shot.” Management then suggested that the Guild’s current performance evaluation form could simply be tweaked, and then conducted electronically. We’ll see what they come up with.

At the July 8 session, management did not present a proposal regarding the temporary employee issue, which we have been awaiting for a least a month.

The company then gave the Guild a six-page outline of its telecommuting proposal. It’s described as part of a corporate-wide effort to develop new strategies that will help S&P to work better and more effectively. The management of each department would determine who could participate in the plan, depending on the department’s business needs and objectives, and, at the manager’s sole discretion. A number of bargaining unit classifications would be ineligible for participation due to the nature and requirements of their duties. These would include, among others, Administrative Assistant, Clerk, Customer Service Rep, Sales Assistant, and Maintenance Worker. The Guild will devote a special meeting to discussing this issue.

Our next session will take place on July 21.

# # # # #

07/13/05