September 23rd Union Update

Brothers and Sisters,

Your union leadership has several important updates to share on grievances, overtime, safety, benefits, and the path forward. These issues strike at the heart of fairness, dignity, and respect for the work each of you do every single day.

Grievances HR-25-01 and HR-25-02

Two grievances are currently at the center of our fight for fairness. At issue is whether relief time and cleanup time should be counted as time worked — and we firmly believe it must.

We are seeking a remedy that allows:

Clocking in up to 5 minutes after the start of your shift, to provide time for changing and donning required PPE.
Clocking out up to 15 minutes before the end of your shift, to allow time for showering, cleaning up, and changing out of work clothes.

This is about more than minutes on the clock — it’s about safety, dignity, and ensuring no member is forced to donate unpaid time to meet company-mandated requirements. We are prepared to push this issue as far as necessary to secure a win for every member.

The 80/20 Overtime Battle

We continue to fight for the resolution of the long-standing 80/20 issue. Recently, the arbitrator’s ruling created contradictions with our CBA, stating:

If you were at the plant on overtime, you were ineligible for OT hours on that shift or the shift before/after.
If there was OT on your straight-time shift, you were ineligible for OT on your shift or the shift before/after.
If you missed phone calls and were out, the company could deduct those hours.

Although this ruling contradicts the language of our agreement, it remains binding until we reach a bargaining agreement. We are still fighting to make sure you receive what you are owed.

On July 1, 2024, the Union issued a stop-practice on any action violating the CBA concerning surface ops overtime. From that date forward, we put Genesis (and later WE Soda) on notice that we would operate strictly by the book. We’ve tried to reach a settlement, but if arbitration is required for the period from July 1, 2024, through today — we’re ready to move forward.

Health & Benefits Transition

The transfer of benefits from Genesis to WE Soda was not as seamless as promised. Both Prudential and CVS/Blue Cross had issues despite prior assurances.

Here are the key points members should know:

If you encounter unusual health insurance problems, please contact Patty Grossnickel (872-2222) for reimbursement assistance.
Life insurance was not terminated. Genesis carried it until August 1, 2025, at which time WE Soda assumed responsibility.
While Genesis did not cooperate fully, your coverage remains intact.

4x10 Schedules Coming Soon

We are close to launching 4x10 schedules. Everything is ready — only the start date remains, which will begin with a fresh pay period.

We encourage every member to give this schedule an honest try. If concerns or hiccups arise, bring them forward early so they can be addressed before small issues become big ones.

ELDM Safety & Projects

The ELDM roof project is underway, creating unsafe conditions inside certain parts of the building. To protect operators, a remote control room is being set up in the ELD office building.

If unforeseen work arises, the roof project will pause to ensure it can be handled safely. Additionally, a pipeline project is under review, and WE Soda is considering completing it without contractors. The Union is reviewing how this can be done under the protections of the CBA.

Safety Comes First

Too many injuries have occurred recently, affecting both contractors and bargaining unit members. We cannot stress this enough: No ton of product, no minute of production is worth your safety.

If you are ever pressured to work unsafely:

Stop the Job (STJ).
Contact the Union immediately.

President Güray has been clear — production now answers to safety, not the other way around. If you STJ and a Safety Chair arrives, you will not be pressured to continue. The Union will take the heat, and once it reaches leadership, safety will rule.

Callbacks & Staffing

Members who were still out are being called back, and the company is under pressure to not only return members but also hire more people.

The yard crew, mechanics, and electricians have stepped up during this short-staffed period, but the high levels of overtime across the lease are proof: we need more bargaining unit members, not contractors. If you see work that our bargaining unit has the skill to perform, report it to the Union.

A Personal Note from Leadership

I know I don’t make it into every control room as often as I’d like, and I know these updates don’t always get out as often as they should. If you need to talk, please come to a meeting — that is the time I’ve promised to be available for everyone.

It is tough on my family when I take calls at all hours of the day and night. If it’s an emergency, I will be there. But if it can wait, please respect our meeting structure.

Meeting Reminder

Meetings are held on the 2nd and 4th Thursday of every month. At these meetings we:

Read minutes
Review finances
Hear reports from Treasurer, Trustees, International, Health & Safety
Review grievances
Discuss Rapid Response, Next Gen, Women of Steel
Address new business

Please show up, respect your time, respect mine, and let’s make the most of it together.

Closing Thoughts

We’ve made significant strides, even when progress feels slow. Step by step, we are climbing this mountain together.

It’s September — hunting season. If you see the buck of a lifetime, you’ll hike every mile and take every step to harvest it. The Union is no different. Every effort, every step we take together brings us closer to the benefits of solidarity.

Your dues ensure higher wages, stronger benefits, double time on consecutive days off, pensions, and more. There’s a reason you chose to work here — it’s better than where you were. With your Union, it’s only going to get better.

In Solidarity,
USW 13214