CBA

This Memorandum of Understanding documents the resolution of wage issues related to unpaid donning, doffing, and relief time. The Company, following a review by the U.S. Department of Labor, agreed to compensate affected employees for unpaid compensable time and to implement a revised timekeeping policy moving forward. The MOU confirms the settlement of identified grievances, outlines how back wages are handled under the DOL-supervised process, and establishes updated timekeeping practices to ensure future compliance with wage and hour laws.
If you have questions about how this MOU applies to you, or if you believe there are issues not addressed, please contact a steward in your area or a member of the Executive Board.

This document explains how employees are paid for time spent donning and doffing PPE, changing clothes, and making shift relief. It outlines the rules for both relief and non-relief employees, including when to clock in and out, how many minutes are paid before and after shifts, and what rate of pay applies. It also covers how overtime is calculated, how missed or late relief is handled, and how the policy will be implemented across departments. This guideline is meant to ensure fair, consistent, and transparent compensation for required safety and shift-change activities. If you have any questions about how this applies to you, please contact a steward in your area or get with a member of the E-Board.

This document is the signed Memorandum of Understanding (MOU #77) between WE Soda and USW Local 13214 that resolves the long-running surface production overtime dispute. It officially ends the old 20% equalization rule, adopts the new Amended Section XIII – Overtime as the governing overtime policy, and closes out the grievances related to the 80/20 dispute. It also establishes a trial period through March 31, 2026 to work out any issues with implementation and confirms that this agreement will be rolled into the main contract in future bargaining. This document explains why the overtime system changed and is the agreement that makes the new rules official. If you have questions about this agreement or how it affects you, please talk to a steward in your area or a member of the E-Board.

This document is the official, updated version of Section XIII (Overtime) of the contract. It explains how overtime is paid and administered, including when overtime is paid at time-and-a-half or double time, how call-in, call-back, and hold-over work is handled, and how overtime lunches work. It also lays out how overtime hours are charged, tracked, and distributed, defines key terms such as Preferred Overtime, Other Overtime, and Bypass, and explains how overtime groups function for both surface and mine operations. This is the controlling language for overtime going forward and is the version that is referenced and adopted by the new MOU. If you have questions about how this applies to you, please talk to a steward in your area or a member of the E-Board.

This document follows up on the original arbitration award and addresses unresolved questions about remedies. It clarifies how availability affects overtime equalization, confirms that overtime must be offered to available and qualified employees from low to high, and explains when compensation is or is not owed. The supplemental award provides additional guidance on what constitutes a “reasonable effort” by the Company and how future violations may be remedied. The Highlighted section is the Important Section! If there are any Questions, Please get with Steward in your Area or a member of the E-Board. More will be Discussed at the Union Meetings.

This document is the arbitrator’s main decision in the overtime equalization dispute between Genesis Alkali and USW Local 13214. It explains the background of the grievances, outlines the arguments from both the Union and the Company, and interprets the contract language on 80/20 overtime equalization. The arbitrator found that the issue of remedies needed further discussion and returned the case to the parties to determine how affected employees should be made whole. The Highlighted section is the Important Section! If there are any Questions, Please get with Steward in your Area or a member of the E-Board. More will be Discussed at the Union Meetings.

This Memorandum of Understanding covers changes to caustic duties, the restructuring of the A-Kiln/Caustic Helper position, and the reinstatement of dredge operations. The agreement repurposes the A-Kiln/Caustic Helper into an AA Caustic/Crystal Recovery Helper position, outlines qualification and bidding requirements, and provides options and protections for current employees affected by the change. It also authorizes the posting of eight AA Crystal Recovery Area Attendant positions, restores prior bidding rights and tenure for affected employees, and sets safety review requirements for restarting dredge operations. This agreement is without precedent and applies only to this specific situation. If you have questions about how this MOU affects your job, bidding rights, or pay, contact a steward or a member of the Executive Board.

This Memorandum of Understanding establishes a trial 12-hour shift schedule in the BPS operation and restructures several job classifications in the packaging and warehouse areas. It creates new A-class positions for soda ash, bicarb, and truck loading operations, outlines their duties and schedules, and eliminates several older distribution and bagging classifications. The MOU also sets rules for internal bidding priority, overtime group structure, cross-qualification, and protections against layoffs caused solely by the schedule change. This agreement is intended to support 24/7 operations while maintaining cost, reliability, and performance standards, and may be discontinued if those standards are not met. If you have questions about how this MOU affects your job, bidding rights, or overtime, contact a steward or a member of the Executive Board.

This document is the full labor agreement between USW Local 13214 and We Soda, covering wages, hours, benefits, working conditions, seniority, job bidding, overtime, holidays, safety, and the grievance and arbitration process. It is the official contract that governs our rights and responsibilities in the workplace. All members are encouraged to review this agreement and become familiar with its contents. If you have questions about any part of the contract or how it applies to your situation, contact a steward or a member of the Executive Board.