Members and Retirees of Local 5328

 Good evening all.

 The past week took us to places we did not think we would go! 

 We had an agenda set out by the company and at one point, we needed to deviate from that agenda  to accomplish what we set out for, a retirement incentive. We did not get there!!! 

 Grievances, job cancellations, job combinations, language changes, (that we did not entertain),  as we would not break the CBA.  

 The company gave us, what they called a, “Global package”. That was a piece of all the above and an incentive that would not meet the requirements needed by our members.  Not sure why they would include multiple items when we were there to negotiate one item, a retirement incentive. 

 That being said, the company has decided to end discussion at this time and go ahead with the “Transformation Project” without any Incentive agreement with the union,  but they will abide by the CBA, so they say?  

 We did everything possible to protect the members of this local and we will not sell anyone out!! Items on the global package must be accepted and dependent on an incentive package and it was all or none. 

 The committee will be returning to the work  next week and we can answer any questions then. 

 In solidarity, 

Anthony Ciaramella 
President
USW Local 5328

Le 25 septembre 2020 - Le comité des Femmes d’acier a travaillé sur une série de quatre publications spéciales de sensibilisation à certains problèmes courants de santé mentale, en mettant l’accent sur l’épuisement professionnel. Nous publions une publication chaque mois. Les quatre publications sont reliées entre elles et consultables dès maintenant si vous souhaitez les lire en avance pour plus d’information. 

Nous vous conseillons de lire la 3e publication si ce n’est pas déjà fait. Vous y apprendrez comment les employeurs devraient identifier et agir sur les facteurs avérés contribuant à l’épuisement professionnel. Il est de plus en plus reconnu par les professionnels que les employeurs doivent remédier aux facteurs de stress en milieu de travail au lieu de remettre la responsabilité de l’épuisement professionnel sur l’employé. 

Il n’est plus possible de cautionner collectivement que les entreprises génèrent des bénéfices de mois en mois, d’année en année, tout en continuant d’ignorer les facteurs connus de l’épuisement professionnel.

La mise sous pression de la main-d’œuvre qui doit s’adapter à de nouvelles mesures en constante évolution et augmentation, la réduction au minimum des jours maladie, et l’absence de temps non productif font des ravages chez nos membres. Ajoutez-y les conséquences financières et mentales de la pandémie, et vous obtenez la recette parfaite d’un désastre. 

Les travailleuses et travailleurs ne devraient pas être considérés comme une ressource inépuisable de capital humain. Lorsque les conditions de travail sont ignorées, les travailleurs deviennent remplaçables. Les employeurs respectueux des travailleurs, de leurs familles et communautés doivent s’engager à trouver un équilibre entre les résultats souhaités et la santé des travailleurs qui produisent ces résultats. Tout comme les entreprises s’efforcent de fidéliser leurs clients, les travailleurs feront preuve de loyauté envers les employeurs qui ne ferment pas les yeux sur des conditions de travail qui sont à l’origine de maladies. 

Jusqu’à présent, notre enquête sur l’épuisement professionnel montre une tendance alarmante : plus de la moitié des membres dont nous avons reçu les réponses courent un risque extrême d’épuisement professionnel. Les membres à risque doivent demander une aide professionnelle.

Veuillez partager le lien du sondage avec vos collègues et demandez-leur d’y participer.

Veuillez cliquer ci-dessous pour lire sur l’appareil de votre choix : 

Publication spéciale du comité des Femmes d’acier #3...

September 25, 2020 - The Women of Steel Committee has been working on a series of four Special Publications addressing common mental health issues, including burnout. We are releasing one publication each month. All four publications are inter-linked and ready now if you wish to read ahead for further information.

If you have not yet read the 3rd publication you really should. The publication highlights how employers ought to recognize and act on proven factors that contribute to workplace burnout. One concept that is gaining professional recognition is that employers need to address workplace contributors instead of laying the responsibility for burnout on an employee.

It can no longer be corporately conscionable to drive corporate bottom line gains month over month, year over year, while turning a blind eye to known contributors to workplace burnout.

Pressurization of the workforce to meet newly added, frequently changing, and increasing metrics, keep sick days to a minimum, and have zero non-productive time is taking a toll on our members. Factor in any financial and mental burdens of a pandemic, and you have the recipe for a perfect storm.

Workers should not be thought of as an endless supply of expendable human capital. When working conditions are ignored, that is what workers become, expendable. Employers who value workers, their families and communities need to get on-board with finding a balance between desired bottom lines and the health of workers who deliver the results. Just as corporations strive to build loyalty with their customers, workers wish to build loyalty with employers who do not ignore working conditions that are known to cause illness.

Thus far, our burnout survey is showing an alarming trend. More than half of members whose surveys have been scored are at extreme risk of burnout. Members who are at risk should be seeking professional help.

Please share the survey link with those that you work with and urge your fellow workers to take the survey.

Please click below to read on your preferred device:

Women of Steel Committee Special Publication #3
How burnout could affect you at work? The evolution of burnout from an
individual’s responsibility to now include a responsibility of employers as contributors
...

September 25, 2020 - We have been at the table this week and the talks are going as expected. We have had to consider booking additional dates beyond the three days next week. 

We believe that there are gains to be made and we shall continue the fight to make them on your behalf. 

#NoFear 

Download the PDF version of this bargaining update.