We are the United Steelworkers, North America’s largest industrial union. We’re 1.2 million members and retirees strong in the United States, Canada and the Caribbean. We proudly represent men and women who work in nearly every industry there is.
Hello my name is Michelle Stephen, I have been an employee at FUSD for 21 years. I was initially hired as a clerk for the Focus and Achievement Program. I have also worked in the Comprehensive Health Department for more thatn 9 years. Currently I am working at Fontana Middle School as the Records Clerk.
● /Wage Schedule 1A in Attachment B-4 of Appendix B; and/
● /Wage Schedule 1A in Attachment B-4 of Appendix B; and/
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● /with the exception of those employees whose basic hourly rate of pay exceeds the maximum rate for their job title, the basic hourly rate of pay for employees on all wage schedules in Attachment B-2 and Wage Schedules 1B to 6 in Attachment B-4 of Appendix B will be increased effective July 1, 2021 by a percentage figure equal to the difference/
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● /with the exception of those employees whose basic hourly rate of pay exceeds the maximum rate for their job title, the basic hourly rate of pay for employees on all wage schedules in Attachment B-2 and Wage Schedules 1B to 6 in Attachment B-4 of Appendix B /
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/will be increased effective July 1, 2021 by a percentage figure equal to the difference/
/between:/
/between:/
/(a)/ /the percentage by which the May 2021 CPI exceeds the May 2020 CPI/
/(a)/ /the percentage by which the May 2021 CPI exceeds the May 2020 CPI/
We had another day of negotiations with Essentia Health today. We continue to debate over a number of issues. One example is call pay. The union is pushing to get Essentia to at least be competitive with other local employers, like St. Luke’s (who pays $7.80/hr for call), but the employer disagrees. Another example regards vacation. We want the company to commit to responding timely to time off requests, as workers shouldn’t have to wait until the schedule is posted to find out if their time off they requested six months ago has been approved or not! And then there is wages. The company has barely moved from their previous proposal. Essentia seems to believe that all of our hard work and sacrifices are only worth a raise of 1.5% for 2020, ½% for 2021 and ½% for 2022. What does everybody? Are you fed up? If so, see you next Saturday on June 26!
Healthcare workers have endured great hardships, and sacrificed much during this pandemic. But judging by how contract negotiations between United Steelworkers Local 9460 and Essentia Health are going, Essentia doesn't seem to agree. Join us in calling for Essentia to invest in their workers!
We'll be holding this information picket on the corner of Haines Road and Miller Trunk Hwy in Duluth. You can park in between Econo Lodge and Dairy Queen on Haines Road. We'll have extra signs on hand. Everyone is welcome, and encouraged to attend!
Le 16 juin 2021 - C'est depuis longtemps un principe syndical de s'assurer que l'inflation ne ronge pas les salaires des travailleurs. C'est pourquoi les syndicats, y compris la Section locale 1944 du Syndicat des Métallos, tentent de négocier des clauses « d’indemnité de vie chère » (IVC) dans les conventions collectives, pour déclencher des augmentations de salaire lorsque l'inflation atteint un certain niveau.
Le 16 juin 2021, Statistique Canada rapporte que l'indice des prix à la consommation avait augmenté de 3,6 % de mai 2020 à mai 2021, ce qui a déclenché la clause IVC dans notre convention collective avec Telus.
L'article 24 stipule, en partie :
24.01Si l’indice des prix à la consommation (IPC) de mai 2021 dépasse l’IPC de mai 2020 de plus de 3,0 %, les échelles de salaires et les taux horaires de base suivants entreront en vigueur le 1er janvier 2021, soit :
●toutes les échelles de salaires figurant dans les annexes A et C ;
●l’échelle des salaires 1A figurant dans la pièce complémentaire B-4 de l’annexe B ; et
●à l’exception des salariés dont le taux horaire de base excède le taux maximal applicable à leur poste, le taux horaire de base des salariés de toutes les échelles de salaires figurant dans la pièce complémentaire B-2 et des échelles de salaires 1B à 6 figurant dans la pièce complémentaire B-4 de l’annexe B ;
seront augmentés à compter du 1er juillet 2021 d’un montant correspondant au pourcentage égal à la différence entre :
(a) le pourcentage par lequel l’IPC de mai 2021 dépasse l’IPC de mai 2020
et
(b) 3,0 %
jusqu’à concurrence de 1,0 %.
Le calcul de cette augmentation de salaire IVC est de 0,6 %. Les augmentations devraient entrer en vigueur le 1er juillet 2021, veuillez donc vous assurer que votre salaire a augmenté en conséquence. Si ce n'est pas le cas, veuillez contacter votre gestionnaire et mettre en copie votre Représentant(e) de la Section locale.
Avec la solidarité vient un meilleur langage de convention collective, et avec un meilleur langage de convention collective vient un meilleur salaire et des avantages pour vous et votre famille.
It has long been a Union principle to make sure that price inflation does not eat away at workers’ wages. This is why Unions, including USW Local 1944, attempt to put “Cost of Living Allowance” (COLA) clauses into Collective Agreements, to trigger wage increases when inflation reaches a certain level.
It has long been a Union principle to make sure that price inflation does not eat away at workers’ wages. This is why Unions, including USW Local 1944, attempt to put “Cost of Living Allowance” (COLA) clauses into Collective Agreements, to trigger wage increases when inflation reaches a certain level.
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On June 16, 2021, Statistics Canada reported [1] the Consumer Price Index had increased *3.6% *from May 2020 to May 2021, and as such, this has triggered the COLA clause in our Collective Agreement with Telus.
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On June 16, 2021, Statistics Canada reported [1] the Consumer Price Index had increased *3.6% *from May 2020 to May 2021, and as such, this has triggered the COLA clause in our Collective Agreement with Telus.
Article 24 states, in part:
Article 24 states, in part:
*24.01/ /*/If the May 2021 Consumer Price Index (CPI) exceeds the CPI for May 2020 by more than 3.0%, the following wage schedules and basic hourly rates of pay in effect on January 1, 2021/
*24.01/ /*/If the May 2021 Consumer Price Index (CPI) exceeds the CPI for May 2020 by more than 3.0%, the following wage schedules and basic hourly rates of pay in effect on January 1, 2021/
June 16, 2021 - It has long been a Union principle to make sure that price inflation does not eat away at workers’ wages. This is why Unions, including USW Local 1944, attempt to put “Cost of Living Allowance” (COLA) clauses into Collective Agreements, to trigger wage increases when inflation reaches a certain level.
On June 16, 2021, Statistics Canada reported the Consumer Price Index had increased 3.6% from May 2020 to May 2021, and as such, this has triggered the COLA clause in our Collective Agreement with Telus.
Article 24 states, in part:
24.01If the May 2021 Consumer Price Index (CPI) exceeds the CPI for May 2020 by more than 3.0%, the following wage schedules and basic hourly rates of pay in effect on January 1, 2021
● all wage schedules in Appendices A and C;
● Wage Schedule 1A in Attachment B-4 of Appendix B; and
● with the exception of those employees whose basic hourly rate of pay exceeds the maximum rate for their job title, the basic hourly rate of pay for employees on all wage schedules in Attachment B-2 and Wage Schedules 1B to 6 in Attachment B-4 of Appendix B
will be increased effective July 1, 2021 by a percentage figure equal to the difference
between:
(a)the percentage by which the May 2021 CPI exceeds the May 2020 CPI
and
(b)3.0%.
to a maximum of 1.0%.
The calculation for this COLA wage increase is 0.6%. Increases should be effective from July 1, 2021 so please ensure your pay has increased accordingly. If it has not please contact your manager and cc your Local Union Rep.
With Solidarity comes better Collective Agreement language, and with better Collective Agreement language comes better pay and benefits for you and your family.
The bargaining team met with KP on June 15 and presented our priorities. We added subgroups to address areas of our local contract where wet both share interests.
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The bargaining team met with KP on June 15 and presented our priorities. We added subgroups to address areas of our local contract where we both share interests.
Kaiser continues to emphasize the need for flexibility and keeping costs the same. Our position is that we are flexible and our members deserve more. Management should be flexible as well. In our service area, KP is paying us lower wages than other workers in California who are doing the same work for higher pay while our cost of living continues to rise. Our wages should reflect the blood, sweat, and tears we provide every day.
Kaiser continues to emphasize the need for flexibility and keeping costs the same. Our position is that we are flexible and our members deserve more. Management should be flexible as well. In our service area, KP is paying us lower wages than other workers in California who are doing the same work for higher pay while our cost of living continues to rise. Our wages should reflect the blood, sweat, and tears we provide every day.
Bargaining continues at our next local bargaining session July 2nd.
Bargaining continues at our next local bargaining session July 2nd.
The bargaining team met with KP on June 15 and presented our priorities. We added subgroups to address areas of our local contract where wet both share interests.
The bargaining team met with KP on June 15 and presented our priorities. We added subgroups to address areas of our local contract where wet both share interests.
Kaiser continues to emphasize the need for flexibility and keeping costs the same. Our position is that we are flexible and our members deserve more. Management should be flexible as well. In our service area, KP is paying us lower wages than other workers in California who are doing the same work for higher pay while our cost of living continues to rise. Our wages should reflect the blood, sweat, and tears we provide every day.
Kaiser continues to emphasize the need for flexibility and keeping costs the same. Our position is that we are flexible and our members deserve more. Management should be flexible as well. In our service area, KP is paying us lower wages than other workers in California who are doing the same work for higher pay while our cost of living continues to rise. Our wages should reflect the blood, sweat, and tears we provide every day.
The bargaining team met with KP on June 15 and presented our priorities. We added subgroups to address areas of our local contract where we both share interests.
Kaiser continues to emphasize the need for flexibility and keeping costs the same. Our position is that we are flexible and our members deserve more. Management should be flexible as well. In our service area, KP is paying us lower wages than other workers in California who are doing the same work for higher pay while our cost of living continues to rise. Our wages should reflect the blood, sweat, and tears we provide every day.
Bargaining continues at our next local bargaining session July 2nd.
Show your support for a fair contract by doing the following:
See a Union Rep or your CAT team to wear your “United for Best Jobs Best Care” Sticker at work June 28-30. Post a sticker selfie on social media and use #BestJobsBestCare #usw7600
Join us for a more detailed update about Local bargaining at our Local Town Hall June 17 @ 6:00 pm by registering here: http://usw7600.ink/ContractNegotiations
