Member Update May 2012

Bargaining

Bargaining for renewal of the ESC-PG&E Contract covering 2,500 technical and professional employees continues to be very frustrating. Management continues to demand unpopular changes to health benefits, a two-tier pension plan with lesser value for future hires, and STIP bonuses – determined by supervisor’s evaluations- expanded to all monthly paid members and that the expansion of bonuses be in lieu of full wage increases. Other issues also remain unresolved.

Management is still demanding takeaways when they should be trying to work out a compromise. PG&E’s only ally today is the company’s employees and their proposals should reflect that.  In addition, management continues to make its proposals contingent on the Union’s recommendation of a yes vote.  The Union’s position is that the Committee’s recommendation should not be a matter of negotiation.

No bargaining sessions are currently scheduled, as ESC is awaiting the results of the “cooling off period” between IBEW Local 1245 and PG&E. ESC is planning CAN actions to remind the Company of the Union’s position on the issues and our desire for a new contract with a fair working conditions and a decent General Wage Increases.

A Union-wide sticker day with the theme of “PG&E WORKS BECAUSE WE DO” is planned for TUESDAY, MAY 22.  For more detail see the Union’s website.

New PG&E Unit Executive Board Members

As the results of retirement of Tom Wray, the Unit Board has appointed Lee Carter ADE-Gas Antioch to the position of Secretary. Lee has served the Union on numerous committees, including on the General Negotiations Benefits Bargaining Committee, and protected the Union’s jurisdiction on extended assignment during Business Transformation and as a Steward.

Andrew Johnson, a Field Engineer in Richmond, was elected by acclamation to succeed Heather Wilson as the Vice President of General Construction. Andrew brings experience as an Estimator and serves on the General Construction Sub-committee in General Negotiations and is a Steward.

Irving Joe, Vice President of General office has appointed (and the Unit Board accepted) Ron Vance as the Alternate Vice President of General Office. Ron is a Senior Consulting Project Engineer at 1919 Webster and has served the Union in Project Engineer negotiations for Exhibit T, General Office sub-committee at General Negotiations, organizing committee, and is a Steward.

Please join me in congratulating Lee, Andrew and Ron on the assumptions of their new offices and thanking Heather Wilson and Tom Wray for their service on the Unit Board. Both Tom and Heather have committed to help transition and support Lee and Andrew as they assume their new duties. Tom and Heather will be missed.

Electric Distribution Engineers

Briefs are being written for the Arbitration over whether management could contractually split Electric Distribution Engineers into Operations and Planning jobs. A decision is expected later this year.

At the same time, management is preparing to move forward with its “second phase” of re-organization, which will re-assign some DE’s assigned to operations into distribution switching centers and other operations DE’s to do protection setting and generator interconnection studies for the entire system. The Union has steadfastly demanded to bargain the re-organization and the re-assignments while Management continues to refuse.

Management plans to move positions across bid region boundaries. The Union has pointed out that there are no provision in the contract for moving employees except for 22.9 and 22.3. Section 22.3 relates to a reduction due to a lack of work and section 22.9 relates to moving positions in a bid region where the number of positions remains the same. Neither 22.3 nor 22.9 apply, therefore management needs to bargain an agreement with the Union.

Though management has refused to bargain, after a series of engagement talks management has made changes to its plan that reduce the number of extremely impacted members.

The Union anticipates that management will move forward with a 22.9 displacement process within a month. Barring an agreement the Union is prepared to file a grievance over any compelled move.

Performance Evaluations

In March, 57 ESC members received performance ratings in the “lower L,” which can lead to a loss of Progressive Wage Increase, a reduction or loss of STIP bonus (if applicable), and potentially to discipline.   After receiving information regarding the performance rating processes that management used, ESC has filed 5 Business Manager’s Grievances and 17 individual grievances.

The Union’s position is that the processes used were not contractual.  For example, many employees’ ratings were changed by “calibration” – meaning that although the first-level supervisor thought your performance was adequate, Members’ performance evaluations were downgraded by a second-level manager in some attempt to equalize ratings across a department.    Another widespread violation was that employees in many cases were not even told that their raises were being withheld, they only discovered this from examining their own paychecks.

Annual Meeting

April saw the Union’s Annual meeting. The finances, plans and actions of the Union were reported to the Members. In addition, delegates to the IFPTE convention were elected and Judith Kehrlein Unionist of the Year awards were awarded to Tom Wray (recently retired Project Manager and PG&E Unit Treasurer) as well as soon to be retired Irving Joe (Senior Design Engineer and long serving PG&E Unit V.P. of General Office). Please join me in thanking Tom and Irving for all of their efforts as ESC activists and Union officers on behalf of ESC Local 20 members.

The Union observed moments of silence in recognition of the passing for Senior Design Engineer and ESC Steward Wee Men Young, former ESC Union Representative Joe Regacho, and Union V.P. Lou Lucivero and other ESC members.

Gas Re-Organization

ESC is engaged in many aspects of the ongoing re-organization of PG&E’s Gas Operations.

PG&E is moving ahead to divide Gas Estimating into New Business (called “Customer Service Delivery”) and Reconstruction (called “Gas Distribution Engineering and Design”).  The Union has worked with management on the assignments as was pleased that management used our suggestion that all Gas Estimators and ADE choose their initial work assignment by Seniority.  However, efforts to reach an agreement for expedited bidding fell apart over management’s refusal to recognize Seniority as a criterion in writing.  Management will be filling many Gas Estimator and ADE positions soon through regular bidding, so this is a reminder to all employees to have bids in for positions you want – and if you don’t want a position at this time, remove your bid because if you are offered it and you decline, you are then locked out of that bid for 6 months.

Despite the split, ESC’s overall position remains that “an Estimator is an Estimator”, i.e. that all Estimators in one office (and in the system) are still the same classification.  For example, OT will still be distributed equally among all the Gas Estimators in the same Headquarters – no distinction made by work assignment.  The same would be true for vacation scheduling, etc.

ESC has filed a grievance over management’s division of Gas Distribution Engineering into two separate functions – Hydraulic Planning and Project Engineering.  The Union met with management to discuss the issue and gathered detailed information.  Management has said that no employees will be physically impacted by this re-organization.

ESC is planning to meet with management over its plans to move many members in the Gas department to its new Gas Headquarters at Bishop Ranch in San Ramon.  San Ramon is within the Bay bid region for purposes of the ESC contract.   ESC is establishing a committee of impacted members from Walnut Creek and Concord (RMC and LHQ), so far no other locations appear to be impacted.  The committee will examine ways to mitigate impacts due to increased commutes and other aspects of the move.

SB 705 Gas Safety Plan

A new law has directed the CPUC to require that PG&E develop an overall “Gas Safety Plan”.  The law also requires the input of employees into the plan.  ESC approached the company regarding these requirements and has established a committee to provide employee input, including Gas ADE’s, DE’s, Mappers, Field Engineers, Project Managers, and Materials Inspectors. If you have input that you think the company should address contact one of the members of the committee. The Union is especially interested in discussing the necessary staffing required to ensure safety, as well as training, record keeping and adequate PG&E Standards. The Union hopes to have a similar effort regarding Electric.

Alternative Work Schedules

ESC is providing input to a team under Bob Woerner looking at implementing Alternative Work Schedules for Estimating.  ESC has produced a “heat map” – i.e. a list of headquarters where the Union believes that implementation of AWS is easy, or not as easy.  At this time, research leads ESC to believe that implementing AWS in all worksites is possible.  We will be working with management on an implementation plan with the goal of making this a reality in as many offices as possible in 2012.

PG&E Officer Meeting

On Tuesday the Union will meet for the semi-annual labor management meeting with PG&E officers. Four meetings will be held: with Ex VP’s Giesha Williams and Nick Stavopoulos (For Electric and Gas operations) and Sr VP’s John Conway and Des Bell (for Power Generation and Shared Services). Subjects are expected to include contract bargaining and the main sticking points (STIP-Medical Benefits and Cash Balance), the Company’s plans and goals for the next year and public and employee safety efforts. The Union does not expect to negotiate with the officers – but intends to convey the concerns expressed by Members about Contract negotiations.

In Unity

John Mader

ESC Local 20 President

RESULTS OF THE ESC LOCAL 20 PG&E UNIT BOARD ELECTION OF OFFICERS 2012

Elected by acclamation:

JOSEPH E. ANASTASIO – VICE PRESIDENT DCPP

JOEL M. FOSTER – VICE PRESIDENT DIVISIONS

IRVING JOE – VICE PRESIDENT GENERAL OFFICE

ANDREW JOHNSON – VICE PRESIDENT GENERAL CONSTRUCTION

PGE Membership Update 04/02/2012

The PG&E General Bargaining committee will meet with the Company tomorrow (Tuesday, April 3).

As you know, our progress towards the conclusion of bargaining has been slowed by complications relating to how our bargaining process is intertwined with PG&E’s bargaining with our sister local, IBEW 1245.  This is especially true in the key area of medical benefits and the Company’s proposal for a cash balance pension plan for new hires.

When we return to the table tomorrow, ESC will continue to fight to gain equivalency in pension value for new employees, to address remaining disputes related to work conditions, jurisdiction and employment security (e.g., bid rights, contracting) and to achieve fair compensation and evaluation processes for all of our members.

A detailed update will be posted after the session tomorrow.

In Unity,

John Mader, ESC Local 20 President

Karen Sawislak, ESC Executive Director

ESC Local 20 Membership Update, March 12, 2012

Bargaining

After over 30 bargaining sessions the Union and management met on February 22 in an attempt to conclude bargaining. At previous bargaining sessions your negotiating committee conveyed the Membership’s 1000+ CAN postcards about new hire pensions and STIP and the Union’s objections to management’s take-away proposals.

In particular the Union has objected to management’s proposal for a lesser cash balance pension for new employees and management’s proposal to freeze salaries and extend STIP to monthly paid members without STIP and to expand “forced rankings”. In addition your committee asked for changes to the PG&E medical benefit offer in order to address concerns about healthcare availability.

The Union is struggling against a lesser value pension for future employees in solidarity with those members. One day it will be important for members, both present and future, to stand together.

The Union objects to the Company’s proposals because the Company is seeking the STIP bonus in lieu of general wage increases for those members in monthly classifications without STIP and to eliminate contractual protections against forced rankings for all monthly paid members in STIP. STIP is not pensionable income and is subject to reduction due to PG&E’s overall performance and an individual’s performance evaluations. For instance this year’s STIP is being paid at 60% based on PG&E performance. These proposals affect over 40% of the membership.

The Union has already been pursuing a Business Manager’s grievance over management’s unilateral decision to mandate discipline for monthly paid members who receive a low rating and another Business Manager’s grievance regarding PG&E Officers’ communication to supervisors in June 2011 that established a “preference” for 10% of members to be rated low. The Union has had to file an allegation of an Unfair Labor Practice to compel management to agree to arbitrate the merits of the dispute over performance reviews and forced rankings, and the Company did so only when it became apparent that they would face an NLRB complaint if they did not process the grievance. The Union believes that these actions violate the contract and management’s obligation to rate employees against negotiated performance standards and not relative to each other.

On February 22, in answer to the Union’s concerns regarding STIP, management increased its bargaining proposal to offer a 1% GWI each year for monthly employees without STIP and a STIP Bonus of 3%, 6% and then 10% for years 2012, 2013 and 2014. This was a significant increase from management’s previous offer of 1% GWI’s and 1.75, 3.5% and 5.25% STIP. The offer included continuation of the contract current protections against forced ranking and was contingent on the recommendation of the Union bargaining committee.

Recognizing the significant movement to address the Union’s economic objection to STIP, the Union for the first time offered a comprehensive package counter-proposal. The Union carefully tailored this package to address most of PG&E’s stated needs and the Union’s goals of protection against contracting out, equity for new groups and protecting the benefits, compensation, jurisdiction and working conditions of all Members. To summarize that counter:

ESC COMPREHENSIVE PACKAGE OFFER

All previous table agreements (see bargaining updates on the Union website).

Retroactive GWI’s of 2.75% (with ratification bonuses) for hourly paid and presently STIP-eligible members

Phase in of 1% GWI, 3-6-10% STIP for monthly paid members w/o STIP presently

Elimination of the 75% and 85% options in STIP individual modifier

1% per year parity increase for presently STIP-eligible classifications wage rates to partially address inequities.

The Union’s new hire pension benefit counter proposal, which includes a cash balance pension component and is equivalent in value to the current pension.

The package included the company’s medical offer with guarantees to include any improvements negotiated with the IBEW, improvements to EOT call-out, improved unified monthly-paid member working conditions, “A” right expansion, Field Engineer parity increase, and a successor clause.

After a lengthy deliberation of the Union’s comprehensive package management countered with a comprehensive package of their own. To summarize:

COMPANY COMPREHENSIVE PACKAGE OFFER

All previous table agreements (see bargaining update on the Union website).

Retroactive GWI’s (as above in Union package proposal)

Phase in of STIP for monthly paid members w/o STIP (as above in Union package proposal, 1% GWI and 3-6-10% STIP)

Continuation of the current contract’s protections against forced ranking.

Ad-hoc committees to study the wage rates of currently STIP-eligible classifications, and a one-time lump sum payment of $750 with the 2012 STIP payment to present STIP recipients.

The package included the company’s medical and new hire cash balance pension offer with guarantees to include any improvements negotiated with the IBEW, an ad-hoc committee to discuss EOT call-out, lateral movement for selection committee filled positions, “A” rights limitation to monthly paid classifications, as well as SNBR’s with previous estimating experience  doing estimates, expanded Direct Dispatch, Meals language to match the IBEW provisions in this area, expanded Agency employee time frames if HH employees are not dispatched,  consolidation of Transmission and Distribution Protection Engineers, changes to Mappers overtime, and continuation of “gold circling” for members above the classification wage rates in the Z-exhibit and a successor clause. The offer was contingent on the recommendation of the Union bargaining committee.

Given the current dispute over forced ranking, your negotiation committee sought enhanced guarantees concerning the practice of forced ranking and benefit equity for new employees with regard to pension. Subsequent discussions made it clear that management was not prepared to make movement necessary to address the Union’s objections – but was prepared to issue a “Last, Best and Final” offer. That “Last, Best and Final” offer would not reflect much of PG&E’s movement that management to date has made contingent on the Union bargaining committee recommendation. In light of the fact that similar offers from PG&E have been recently overwhelmingly rejected, the negotiating committee chose not to seek the end of bargaining at that time.

Talks with management have been held to explore potential avenues to take negotiations in a direction that could lead to an agreement at the negotiation table. The Union is planning to re-schedule negotiations soon.

Electric Distribution Engineer Re-alignment

Arbitration of the Union’s business manager’s grievance continues. The Union’s position is that management’s unilateral separation of DE’s into operations and planning assignments violates the job description and creates two classifications without negotiations.

At the same time the Union continues its grievance, it is working in a Joint Labor Management forum to engage about management’s new re-organizations plan for DE’s. The meeting was for discussion purposes only regarding management’s current planned re-organization before the actual implementation of this new reorganization plan. Management and the Union agreed that the discussion was to be without prejudice to the ongoing contract dispute and arbitration.  It was agreed that the purpose of the meeting was to provide input for the Company from DE’s and the Union, to exchange ideas and to minimize potential impacts to employees.

DE’s and managers agreed that the work currently performed within Distribution Engineering still needs to get done and that a re-organization should accommodate that work getting done.  With potentially increased specialization of DE’s into separate work groups, communications among these groups will be very important.  Management is interested in creating a specialized Planning DE group to focus on Distributed Generation studies and OCB settings.

Management’s long term goal is consolidation of Operations assigned DE’s into 2 or 3 operations centers when operations centers are consolidated.  Final locations have not been fixed.  At this time management is planning to move DE’s vacancies into most of the current 13 distribution switching centers.

The Union is seeking to mitigate the impacts of management’s plan on individual members.

New Autism Benefit available

A new employee benefit for autism treatment became effective 1-1-12. The benefit covers Applied Behavior Analysis for all 20,000 active PG&E employees through a creative arrangement designed with ValueOptions to cover the providers of this treatment. Also, PG&E employees can now receive speech therapy, occupational therapy, and physical therapy through their health plans.  This was excluded in the past for the diagnosis of autism or related autism spectrum disorders.  Parents can simply call ValueOptions at 800/562-3588. Families with special needs for assistance are encouraged to call Vanita Kunert, Manager, Employee Assistance Program, Phone: 415-973-2634.

Dual Commodity

The effort to develop dual commodity estimating training continues. Dual Commodity estimating was authorized by LOA 06-08 to establish a 2% increase for Dual Commodity after “proper” training. At this time the Union is pressing for more intensive training to ensure the safe design of PG&E system.

Performance reviews

By now, monthly members will have received their 2011 year-end performance review. See the Union’s Steward Database for the performance review guide. Stewards representing members receiving a “below target” rating should consult the guide and contact their Union representative for further guidance.  The Union’s position is that before an employee’s compensation can be affected due to work performance, the Company must take three proactive steps:

Employee must be put on notice that PWI will be affected, with sufficient advance notice to attempt to make improvements.

The supervisor must identify the specific performance problem(s).

There must be an effort on the part of management to correct the specific performance problem in the review period.

Gas Re-organization

Management and the Union have established a regular meeting with Gas Mapping management to discuss issues relating to process improvement, training, and the future staffing of gas estimating. A significant increase in Gas Mappers is expected.

A committee of Gas ADE’s and management has been working to address issues related to management’s plan to have separate organizations for reconstruction and new business Estimating. The Union has sought to ensure members’ contractual rights and also their preferences in terms of assignments to the new organizations. A significant increase in Gas Estimators is also expected.

Management has re-organized Gas Distribution Engineers into project design DE’s and planning DE’s. The Union has filed a Business Manager’s grievance about creating two new Gas DE positions without bargaining. Management does not plan to relocate any DE’s, and there will be an increase in the number of Gas DE’s. DE’s have been given the opportunity to choose their assignment by seniority, management has also pledged to accommodate developmental rotations and honor all bid rights.

A committee of Gas Mappers, Estimators and DE’s is being formed to develop the Union’s positions on these re-organizations.

Legislation

As part of the Union’s dedication to our professions, the Union works to protect the interests of the Members when potential legislation will affect professional standards or working conditions. The Union now is assessing the potential effect of SB 1061. This bill would expand the current professional Licensed Engineering specialties from Civil, Electrical and Mechanical to include agricultural, chemical, control system, fire protection, industrial, metallurgical, nuclear, petroleum, and traffic engineering. This bill would also allow crossover by a PE licensed in any of these fields into any of the other fields “in which he or she is by education or experience competent and proficient”.

ATS “Chili Cook-Off”

See the Union’s website for information about the ATS “Chili Cook-Off” event on March 31st in San Ramon.  The event, sponsored by the Union, is a benefit for two ESC members who are having financial difficulties due to illness.  One of them, Randy Oberg, was a long serving ESC steward.  This is also an opportunity to tour the ATS facility, which is very interesting- ATS has the big dome where they do high-voltage testing.  Kids are also welcome and could check out some of the stuff too.

Please Click here for a PDF of this update.

In Unity

John Mader

President ESC Local 20

Bargaining Update #34, March 2, 2012

ESC Local 20 and the Company have agreed to cancel the negotiation session scheduled for today, Friday March 2.  Future sessions will be scheduled next week. The Bargaining Committee made this decision because more time is needed to assess the best path toward moving toward a table agreement.   The rejection of the Company’s final offer by IBEW Physical and Benefits has added complications to the ESC negotiation process.

ESC will continue to seek movement from management in key areas including the STIP program, Benefits and working conditions for monthly and hourly employees. A CAN call is scheduled for Thursday.

More information about the status of bargaining will be forthcoming next week.

John Mader

ESC Local 20 President

Karen Sawislak

ESC Local 20 Executive Director

ESC Local 20 Membership Update, February 2012

Bargaining

Your bargaining committee has worked and is working very hard to reach a fair agreement at General Bargaining. As bargaining continues management is clearly insisting on three management proposals:

•           STIP for monthly paid members currently without STIP;

•           Unilateral management control over STIP;

•           Cash Balance Pension for new employees.

Throughout the bargaining, ESC has continued to demand changes to management’s proposals, so as to address the negative impact of management’s proposals on our economic and working conditions.

To date, there remains a significant gap between the company’s stated intent regarding their proposals and the necessary changes sought by ESC. At this point your bargaining committee and Unit Board are not anticipating being able to reach an agreement at the bargaining table due to the lack of movement from management on these issues. If an agreement is not reached management has communicated that they will issue a “Last, Best and Final” offer.

If that “Last, Best and Final” contains STIP and Cash Balance without sufficient changes to management’s current stance, the Union will not be able to recommend that offer. Bargaining has gone beyond the beginning of the year and our Contract has carried over, but none of us has received a GWI. We deserve a new contract with a fair General Wage Increase and we cannot endorse management’s current proposals on STIP and Cash Balance.

This week the general bargaining committee will bargain on the 8th and 9th. The Union hopes to get movement from management from their current proposals. In addition, the Union is scheduling another day of bargaining on the 22nd.

The Union and company have reached agreement over all benefits proposals, except cash Balance pension and Medical coverage. In other areas the Union has achieved a few gains overall – but there are a few other takeaways. For more details,  members can read updates on website by going to http://ifpte20.org/pge/pge-contract-negotiations-updates/, or contact the CAN activist in their office.

Members will be informed immediately about what is happening at the bargaining table in February.  If management does issue a final offer as expected, the next step will be Unit Board consideration of whether or not to recommend acceptance of the offer, recommend rejection of the offer, or take no position.  After the Unit Board makes this determination, the membership will vote on the offer.  There will be extensive communication about what any final offer contains, including on-site membership meetings, conference calls, and written materials such as fact sheets and FAQs.

CAN Action

Currently the Communication Action Network is collecting member postcards about management take-away proposals at the bargaining table. The issues are a  STIP bonus in lieu of general wage increases for monthly classifications, new language conferring unilateral management control of STIP and a cash balance pension plan with a lesser pension benefit for new employees. Make sure you contact your CAN activist at your workplace to participate. The Bargaining Committee needs the support from the membership so that management understands the importance of the Union’s objections to STIP and a lesser Cash Balance plan.

Schedulers

Recently the Union met to negotiate a process to re-locate Schedulers from their current locations at only the Concord and Fresno RMC to multiple positions throughout the system.  This change is being made in order to provide more local Scheduling in M&C and Gas organizations. PG&E is adding Schedulers over all. Of the incumbent Schedulers all but two either received their top choice of placement or are not being re-located. For the two Schedulers relocated to non-preferred location the Union is seeking a delayed report to mitigate the impact.

Gas Department re-organization

The Gas organization is splitting into Reconstruction and New Business. This is expected to affect Estimators and Distribution Engineers. A committee of Gas Estimators and management are working on the split of local HQ gas estimators. Gas Management committed to no involuntary re-locations and seniority choice to initial assignments. In addition management is looking to significantly increase gas estimator staffing!

The Union is evaluating the changes management is considering for Gas DEs and we are consulting Gas DE’s before responding. Re-location impact is expected to be similar to Gas Estimating and management is planning to increase Gas DE staffing as well.

Gas mapping backlog

The Union met with management to discuss the Company’s goal of reducing the Gas backlog. The Union expressed the need to assess the back-log of work that is not registered in SAP. Management agreed. The Union intends to appoint gas mappers to work on an engagement effort to ascertain the scope of the “hidden” back log. The Union asked that staffing be addressed to be able to meet the demands of this critical work.

Dual Commodity Estimating

At the request of management a subcommittee of the Estimating Best Practices Committee is developing the training necessary to implement the limited dual commodity estimating. That agreement provided a wage increase based on dual commodity. Members have asked what is the Union’s position regarding dual commodity estimating. The Union intends to abide by the contract. LOA 06-08 adjusted estimator’s wages in exchange for limited dual commodity estimating after necessary training. Provided the training is adequate and dual commodity estimating is within the agreed scope there is no contractual violation by PG&E.

Distribution Engineer Realignment Update

The Business Manager’s Grievance on the reorganization of Distribution Engineers has reached the point of arbitration.  The hearing began on January 12th but will last multiple days.  ESC Local 20 has presented testimony showing that the company has made a unilateral change of Job Descriptions with the reorganization of DE job duties that  the Union believes must be bargained.  Testimony was also presented that in 1999 the Union bargained for one DE to do all of the Planning, Operating and Reliability work for a given DPA.  The conclusion of testimony is currently scheduled for early in March.  Following the conclusion of testimony, both sides file Legal Briefs which are considered by the Arbitrator who will issue a decision on the case.  The Arbitrator’s decision may issue around the end of summer, possibly later.

ESC has also continued to meet with the company regarding issues related to the DE reorganization, without prejudicing our position in the Arbitration case.  The most recent meeting was on January 17th.  That meeting included John Mader, Wayne Ash and Joshua Sperry (ESC staff representative) representing ESC and Barry Anderson, Manho Yeung, Bob McAndrew, Jeff Delaney and Olivia Brown from the company.  The Union and company agreed to establish a joint committee to review the proposed realignment and provide recommendations on approaches to minimize impact on employees and to identify short/long term options for job assignments to support improvements in Electric Distribution Engineering.  The committee is to begin meeting within 30 days to develop recommendations in a timely manner.

GIS Proof of concept

Union-appointed Mappers, Estimators, and Senior New Business Reps, along with IBEW and Management employees, have attended proof of concept and scoping meetings for PG&E’s planned conversions from PLAT and wall maps to GIS. Members submitted numerous suggestions (such as having planned outages layer). Members also raised jurisdictional concerns (such as electronic redlines being posted without mappers validation) and concerns about conversion verification procedures being robust enough to insure that public and employee safety are maintained through sufficient Mapper validation of converted material. The Union has asked that ESC GIS engineers be involved in the enterprise GIS project. In addition the Union asked that mapping staffing be addressed to accommodate the necessary validation and accomplish the regular work. Future meetings are expected.

New Group Bargaining

Bargaining for the Smart Meter Operations Center and Transmission Planning Group continues. The Union is bargaining for these new groups for their first agreements at the same time as General Negotiations. In the most recent negotiations management proposed a different Bargaining Unit and Contract than all other ESC members at PG&E. The proposed contract for this group has little of the lay-off protections, unprecedented management control and liability language for the Union. Managements’ proposals are diametrically in opposition to engagement and partnership.

Executive Safety Steering Committee

Management has invited ESC Executive Director Karen Sawislak to serve as ESC’s representative on both an Executive Safety Steering Committee, which will meet monthly, and a Chairman’s Safety Review Committee, which will meet quarterly. Tom Dalzell from the IBEW will also be on these Committees. The Union believes that it is a positive step that the Union have been invited to participate right at the outset of these efforts. The Union is firmly dedicated to employee and public safety. The Union is always ready to cooperate in finding ways to enhance safety in ways that are productive and aren’t focused on finding fault or punishment.

In Unity,

John Mader

President, ESC Local 20

ESC Local 20 PG&E Membership Update: January 2012

Bargaining

Because of the amount of bargaining and the unresolved issues still on the table, General Bargaining now is scheduled through February 9th.  Due to what is called the “evergreen provision” in our Contract (Section 28.1), our current agreement now has been extended and is in effect for without any changes for one year.  The extended Contract now in effect does not provide for a GWI in 2012 so there will be no GWI until a new agreement is ratified.

The General Bargaining Committee is attempting to reach as many table agreements as possible and get a fair contract– but bargaining is very difficult. Because of the company’s proposals to expand STIP in lieu of GWI’s the committee is anticipating a “Last Best and Final” offer from the company at bargaining.  If that happens the Committee may issue a recommendation as to whether or not to accept the offer. The ESC PG&E Unit Executive Board then will decide whether or not to send this deal to the Members for a vote. If the members ratify (more than 50% of those voting vote yes) then this will be the new Contract.

Some members have asked about retro pay for the 2012 GWI’s in a future Contract. Retro pay must be negotiated; there is not a guarantee of retro pay. In the past when bargaining when an agreement was reached relatively soon after January 1, retro pay was included back to January 1^st and when bargaining took significantly longer a single per member retro-payment was negotiated. All indications are that if an agreement is reached around early February retro pay will be included.  However, again, there is no absolute guarantee that members will receive retro pay; this is a subject for bargaining.

Major Areas of Bargaining:

Benefits – The Union is evaluating the company’s offer for a company-funded high deductible healthcare plan with maximum out of pocket and free care for 9 chronic conditions. In addition the Union has requested costing information from the company regarding the proposed cash balance pension for new hires. The Union has been presented with a benefits comparison for a 12 years employee and a chart depicting income replacement for IBEW employees. The chart incorporates increased employee saving and social security and still shows a decrease in the value of the retirement benefit with the cash balance plan. ESC has requested a much-expanded value comparison between the current pension and the proposed cash balance and increased 401K match.

Bidding – The company has indicated that it will no longer pursue proposals freezing employees in place after accepting or rejecting a bid.

Contracting – The Union offered a comprehensive settlement offer regarding its proposals regarding contracting. Management continues to “be not interested”.

Monthly working conditions – Progress is being achieved in the area of unified working conditions for monthly-paid members. The areas of commonality are being embedded into the contract – exceptions will be detailed in in exhibit D job descriptions.

Parity – The Company so far has agreed to very few adjustments to pay for monthly classifications – only the Cultural Resource Specialist and Principle Right of way agent. The Union is attempting to achieve wage parity between similarly qualified professionals in the bargaining unit. Management claims that members with STIP are 109% overpaid and those without STIP are 131% overpaid.

STIP – Apparently the company is attempting to achieve parity amongst monthly classifications as well. The difference is that they are still proposing wage freezes for monthlies without STIP and an introduction of STIP in place of GWI’s for those members. Management so far refuses to relent from their proposals – or provide compensation for those proposals’ impact. In particular two issues regarding STIP are hard for the Union. One is the impact on pensionable income that no GWI’s would have, and the other is the expansion of the effect of a bonus controlled by an individual’s supervisor in light of the Companies attempt to re-introduce forced rankings.

The Committee and the Union are working very hard to get the best agreement possible. The Company’s current insistence on STIP and Cash Balance without sufficient compromise are the major conflicts.

CAN Action

Posters of the last CAN action are being distributed. If there isn’t one on your Union Bulletin Board contact your Union Representative. The members did a great job – and the response was great! Secretary Treasurer Joel Foster created the poster and a great video you can view on the Union website. Joel put in every photo he received – but there were some photos that didn’t get over to him in time for the printing. I will include ESC photos that aren’t in the poster over the next few Updates.

Members at the Fresno RMC show who is the Union!

Mappers

The Company is re-organizing mapping into gas and electric. The effect is unknown at this time, though the Management has agreed to meet with Union over its intent. In particular the Union is raising the issue of conversion of maps into GIS requiring Mapper quality control. In answer to the Union’s objections to contracting Aldyl-A pipe identification, management insisted that this is one-time project to identify the scope of  Aldyl-A pipe in the system because of the varied asset information recording around the system. Also management stated that such work would require all mapping resources to meet the CPUC-required deadline in March. The Union further objected to releasing of mapping HH that could have worked on this project.

Schedulers

The company desires to move Schedulers that schedule gas and electric crews from Concord and Fresno into the field, and to centralize Schedulers in Concord and Fresno for t-man and GSR scheduling. Management anticipates a net headcount increase At this time management has identified the head quarters.

The Union is attempting to negotiate a process to allow Schedulers to moved to desired locations and then assess if any Schedulers or positions are left unplaced or unfilled. If there are unplaced Schedulers the Union will attempt to negotiate a transitional assignment or other mitigation. The Union is hoping for little or no member impact other than location re-assignment without undesired residence relocation and incorporation of Schedulers directly into the PG&E work process.

Distribution Engineers

Management has just announced that they intend to further reorganize the Distribution Engineers.  In 2010, Management split DE’s by Headquarters into either Operations or Planning.  The new re-organization will change this so that DE’s are further specialized into Planning, Operations, Power Quality, Interconnection, Network and COE – and possibly more assignments.

At this point the Union has submitted a formal demand to bargain over the company’s intended re-organization. It is not clear what DE positions the company intends to move, or re-assign. Management is clear in their desire to have DE’s assigned to switching centers in the near and long-term.

Without an agreement about assignments and relocations, the Union has stated to management that it intends to grieve further DE assignment specialization in violation of the DE job description and any relocations across Bid Region boundaries in violation of the Contract.

The Company has communicated does not intend to eliminate positions. The Union intends to work to attempt to mitigate the relocation effects this re-organization will have. Also, without an agreement, the Union will continue to oppose DE assignments other than the whole of the DE responsibilities by DPA.

Obviously the Company’s intent of further specialization is not what we all have hoped for. At this point it is clear that the company further intends to specialize DE’s. Rather than leave all changes to management and grieve the results, the Union will attempt to negotiate proactively over these changes so that the changes will be as positive as possible and the re-location impact can be as mitigated as possible.

If DE’s are interested in serving on the negotiating committee or  as part of an engagement effort please contact myself jmader [at] ifpte20 [dot] org, Treasurer Wayne Ash WDA1 [at] pge [dot] com or Senior Union Representative Joshua Sperry jsperry [at] ifpte20 [dot] org.

Dual Commodity training

A recent company bulletin detailed upcoming dual commodity training for gas and electric estimators. Limited Dual Commodity estimating is permitted by LOA 06-08, the LOA that created the RMCs, but only after proper training. The Union has not agreed that the current planned training is sufficient. ESC members are working to achieve the proper training necessary to ensure employee and public safety.

National Labor Relation Board charges

The Union has filed unfair labor practice charges with the NLRB over forced rankings in addition to the Union’s grievance. The Union charged that a management communication to management with the stated desire that 10% of ESC members be rated poorly constituted a unilateral change to performance standards in violation of the Contract. The Union is steadfast in opposing forced rankings.

Call for Action at Calpine

IBEW 1245 has called for action through the State Labor Federation on behalf of employees of Calpine, an energy company. Please visit our ESC website or the IBEW 1245 website www.calpineworkerstogether.com for more details.

John Mader

Distribution Engineer Stockton

ESC Local 20 President

December 28, 2011

A Notice of Staff Reassignments for Selected PGE Territories

Dear Stewards:

I’m writing to let you know that effective January 1, 2012,  Thelma Dodson will be taking over from Jennifer Adams as the staff representative for the West Sacramento  RMC and the Davis, Woodland, and Vacaville LHQs.

Thelma has been the staff rep for ESC members at PG&E in the greater Bay Area for several years, and I know that you will enjoy working with her.  Currently her assignments include the Concord RMC, and the Richmond, Antioch, Oakport, and San Carlos LHQs.  As you may already know, she has a well-earned reputation as a tenacious and thorough advocate.

Jennifer will continue to staff her other assignments in the Sacramento area and in the San Joaquin Valley.   I want to thank her for her work with your offices and I want to thank all of you for helping her to learn about ESC and PG&E during her first year as an ESC Union Representative.

Please let me know if you have any questions about this staffing change, and please share this news with the members at your locations.

Best wishes for a happy and safe 2012,

In Unity

Karen Sawislak

Executive Director, ESC Local 20

December 7, 2011

Member Alert

Post and Distribute

Further Distribution Engineer Re-Organization

Management has just announced that they intend to further reorganize the Distribution Engineers.  In 2010, Management split DE’s by Headquarters into either Operations or Planning.  The new re-organization will change this so that DE’s are further specialized into Planning, Operations, Power Quality, Interconnection, Network and COE – and possibly more assignments.

At this point the Union has submitted a formal demand to bargain over the effects of the company’s intended re-organization. It is not clear what DE positions the company intends to move, or re-assign. Management is clear in their desire to have DE’s assigned to switching centers in the near and long-term.

Without an agreement about assignments and relocations, the Union has stated to management that it intends to grieve further DE assignment specialization in violation of the DE job description and any relocations across Bid Region boundaries in violation of the Contract.

The Company has communicated it is not the company’s intent to eliminate positions. The Union intends to work to attempt to mitigate the relocation effects this re-organization will have. Also, without an agreement, the Union will continue to oppose DE assignments other than the whole of the DE responsibilities by DPA.

Obviously the company’s intent of further specialization is not what we all have hoped for. Instead it is clear that the company further intends to specialize DE’s. Rather than leave all changes to management and grieve the results, the Union intends to attempt to negotiate proactively over these changes so that the changes will be as positive as possible and the re-location impact can be as mitigated as possible.

If DE’s are interested in serving on the negotiating committee or an engagement effort please contact myself jmader [at] ifpte20 [dot] org, Treasurer Wayne Ash WDA1 [at] pge [dot] com or Senior Union Representative Joshua Sperry jsperry [at] ifpte20 [dot] org.

In Solidarity

John Mader

DE, Stockton

ESC Local 20 President

ESC Local 20 PG&E Membership Update: November 2011

Bargaining –Extended!

The Union and Company have discussed most proposals at the table. It has become clear that much more bargaining remains to be done. After receiving management’s assurance that the company would not propose any new non-reorganization related proposals the Unit Board authorized the extension of bargaining past the evergreen provisions of the Contract. That means that until a new agreement is reached that the contract will continue unchanged in 2012. Dates have been scheduled through November (see below) with a targeted completion date of December 6^th with the goal of a ratified contract in time for a GWI for 2012.

Date	Location
Nov 8th	PGE-245 Market
Nov 14th	ESC HQs
Nov 16th	ESC HQs
Nov 21st	PGE-245 Market
Nov 22st	PGE-245 Market
Nov 30th	ESC HQs
Dec 2nd	ESC HQs
Dec 6th	PGE-245 Market

The Unit Board has appointed a consolidated General Bargaining Committee to bargain all working conditions issues. The Benefits Committee with continue to bargain Benefits. The General Bargaining Committee is formed from the core committee and members of the Bargaining Subcommittees – with various subcommittee members to supplement the committee. The General Bargaining Committee is John Mader (President & Distribution Engineer), Joel Foster (Secretary Treasurer & ADE), Karen Sawislak (Executive Director), Josh Sperry (Senior Union Representative), Tim Brock (Executive V.P. & ADE), Harinder Singh (Nuclear Sr Cons Engineer), Wayne Ash (Treasurer & Distribution Engineer, and Mike Reeves (Sr Estimator).

Bargaining Updates

The Union has produced and published update after every bargaining session. Those updates, as well as initial proposals, are all available now that the website is restored. Member can follow the progress of bargaining at:

http://ifpte20.org/pge/pge-contract-negotiations-updates/

The Union has also begun to forward the updates to the CAN network.

CAN – Communication Action Network

The membership responded overwhelmingly to the last CAN action; the “We are the Union” pictures. Over XX work centers took concerted action and sent in photos of their work centers. The Union is currently producing a poster of the photos for display across PG&E. The action sends a message that when the company meets with ESC that ESC is over 2,500 strong at PG&E. To see the poster early click here:

We Are the Union!

Ethic’s Council

PG&E CEO Tony Earley is forming a Ethics Council and had invited Union represented participants.  The Union is proud to appoint ADE-Gas Lee Carter and Sr Estimator (passed test)-Elec Ken Flinn to serve on the new Ethics council. Lee and Ken both have a proven record of commitment to ethics, professionalism and Union values that will make them excellent representatives for all ESC members. The Union applauds the formation of this new effort.

FR Clothing LOA

The Union recently signed LOA 11-23. This LOA establishes a committee to review members FR status (non-user, partime and fulltime) and the annual allotment. The Union welcomes this common sense way of adjusting FR clothing allowances. The LOA is available for download at;

http://ifpte20.org/pge/pge-letters-of-agreement-loa/

Met Nick Stavropolous

ESC E.D. Karen Sawislak and I with the E.V.P. for Gas Operations Nick Stavropolous. We discussed new the Gas organizational structure. We also raised the value of ESC members participation in engagement efforts to change work procedures. Also the value of doing work with PG&E employees and impact that we make on public safety.

Annual meeting

The PG&E Unit Annual meeting was well attended. The business of the Unit was reported to the membership. In addition Union invited Jack Rasmus, the author of the “War at Home”, a Political Economist and Labor Activist to discuss the role of Unions representing the middle class in America. The main business was a report and discussion of the issues and progress of bargaining.

Re-organization

The union is assessing the impact of the Company’s re-organization into Gas and Electric. The management has told the Union that it wishes to relocate Schedulers from the RMSs. For instance management wishes to re-locate Schedulers from the Concord and Fresno RMCs. The Union will begin discussions with the goal of avoiding involuntary movement.

CPUC Hearing

On Tuesday, November 1, ESC Executive Director Karen Sawislak and PG&E Senior Rep Josh Sperry attended a hearing at the CPUC that is part of the investigation of PG&E mapping and record keeping.  There was a robust dispute about the meaning of P&E’s re-use of transmission pipes in constructions projects in the 1940s and 50s, and whether PG&E has an adequate records about what presently is in the ground.  The Company’s attorneys argued strongly that the system is not currently at risk due to operation below MOAP and that the new “Pipeline Features” list that now is being built will provide the information needed to assure safe operations in the future. ESC is a party to these proceedings in order to protect the interests of our members in mapping and GIS, and to ensure that critical public safety issues are fully addressed.

In Unity,
John Mader
President ESC Local 20

ESC Local 20 PG&E Membership Update: October 2011
The last month has been a flurry of activity in the Union with last minute preparations for bargaining and then the commencement of General Bargaining. The Union’s Officers, Staff and your bargaining committee have put in long hours. I am very proud of the Union’s effort so far. At the same time, the Union is determined that the day to day service of the Union’s membership shall not be compromised by the focus on negotiations.

What can you do to help? Read the Union’s communications, participate in the CAN activities, and speak up at PG&E! If you are not getting bargaining updates talk to your steward or call the Union hall to find your CAN activist (see below). The Union has used several unsolicited member communications, with permission, to respond to company proposals at bargaining.

Annual Meeting: Saturday October 22

Now that bargaining has begun in earnest I urge all of you to attend the Union’s PG&E Annual Membership Meeting on Saturday, October 22^nd. The main focus of the meeting will be the course of General Bargaining. ESC is a member driven Union, it is important that you make your voice heard. Our new ESC Local 20 tee-shirts will also be distributed at the meeting!

Union Website

Recently the Union’s website provider suffered a catastrophic failure affecting users across the country. The Union’s website defaulted back to the archived August status. Work is progressing to replace lost updates, including all bargaining updates. Please be patient while lost information is replaced.

Bargaining

Bargaining began on September 6^th.  Presently bargaining is scheduled to go through the end of October. The schedule was communicated in the last membership update and will be available on the PG&E Unit page of the ESC website. So far the following subcommittees met and presented the following proposals;

Union-wide Benefits & Compensation: Sep 6^th, 14^th

Proposals regarding sick and vacation for new hires, discounts, holidays, sick leave for family members, and funeral leave, tuition reimbursement, vacation increase and a vacation purchase option.

Management proposals to expand STIP in lieu of general wage increases (GWI) for all monthly paid classifications, change Union STIP to allow more flexibility to rank employees, eliminate unpaid leave in lieu of vacation for employees on leave, increase rewards and recognition, with much more money potentially for monthlies.

Union-wide Working Conditions: Sep 8^th,

Management proposals to allow upgraded employees to do BU work, block bidding if in violation to nepotism policy, 24 month mandatory stay after bidding, 24 month bidding exclusion if turn down job after  accepting, limit bids, no HQ “A” rights for monthlies, “A” rights before rehire rights, limit travel time for temp assignments.

Newest groups: Sep 12^th

Union’s proposal for comprehensive parity and jurisdiction proposals for Power/Gen, Environmental, Telecom and DCPP Nuclear Professionals to facilitate STIP elimination, numerous proposals to alter the 2011 STIP award in line with Union principles.

Divisions: Sep 20^th,

Union proposals that members be paid bypass if not called out, qualified BU must design and map work, create Sr DE and Sr Cons DE, SNBR can progress to IPE, GIS group jurisdiction, principle GIS Analyst, ADE ratio, ADE review work before moving work, Mapper classification pay adjustment, re-establish DDA’s.

Management proposals to eliminate DDA’s, block bidding with 1 discipline, allow routine mapper OT without lead, separate Gas Estimators and Mappers, dual commodity mapping, DE customer contact can be assigned to others, no preference for SNBR to fill IPE vacancies.

General Office: Sep 16^th

Union proposals to create Power Gen Sr Consulting Project Manager, use selection committees to fill SR Design Engineer, Establish Monthly Engineer for project design group, Ad-hoc for SASI/Standards job description, Contractor work to checked by BU, Adjustment to Design classifications’ wages.

Nuclear Generation 27th

Union proposals for non-ERO on-call compensation for hourly and monthly members,

Land 28th

Union proposal for adjustment for ROW agents in line with land planners, parity between Biologists and Cultural Resource Specialists, elimination of advanced degree requirement for Sr Cons Bio Scientist, and 13 years requirement for SR Cons Enviro Scientist (management countered 15, accepted).

Management proposal to make numerous update to Land classifications job description and use selection committee to promote into lead land classifications. Agreement in principle.

The pattern has been to present proposals and for the parties to ask questions or raise concerns. Management has withdrawn 1 proposal (child care taken within 1 year), and countered the Union on 3 proposals, and the Union has agreed to 1 proposal (travel time for training to paid at the appropriate rate).

The Union and management have many proposals very different, some almost directly opposite from each other’s. The majority of conflict so far has been over the Union’s proposals to increase salary for ESC members with STIP and eliminate that STIP, and management’s proposal to establish a STIP for monthly classifications in lieu of a General Wage Increase every year for those classifications. Other areas of conflict have been the union’s proposals for bypass when work is not designed or mapped, and that contractors have the same requirements as regular employees. In addition, the company’s proposals to differentiate even more between monthly paid and hourly paid employees (see reward and recognition proposals) are problematic.

The areas of more progress have been related to proposals that the education committees worked on. Land classifications promotion method and some adjustments to Land/CRE/Environmental classification’s requirements and wages.

Communication Action Network

The CAN network held its first informational call after the commencement of bargaining on the 22^nd.  The Union is planning to hold an informational call every other Thursday during bargaining. Every headquarters has at least one steward or member (some have several) who has volunteered to be an ESC CAN activist. If you are not receiving bargaining updates from a CAN activist, contact Union Representative Dominic Chan in the Union hall for directions.

Below are Members showing some ESC spirit in San Francisco on the CAN “PG&E Works Because We Do” sticker day on the 20^th. Stay tuned to the CAN for your next opportunity to participate.

New CEO

New CEO Anthony Earley met with the Union at the Unit Board meeting on the 22^nd. The Union welcomed the opportunity to meet with Mr. Earley as he begins his tenure at the helm of PG&E. Topics included PG&E-ESC’s history of cooperation to make PG&E a better utility and ways to improve that long proud history, as well as the Members concerns regarding General Bargaining and the company proposals for cash-balance pension for new hires worth a fraction of current pensions, and to expand STIP to all monthly classifications. The visit was informative and productive.

New Group Organizing and Bargaining

At the latest new 2011 new groups (Transmission Planning-Generation Interconnection and Metering) bargaining management clarified, intensely, that they are proposing a new contract for every unit that the Union wins at an NLRB vote.  The company is attempting to deny PWI, GWI, and Title 22 to the newest groups.  This anti established ESC Bargaining Unit tactic is in strong contrast with the company’s previous stance and not in keeping with an employer – union relationship of over 57 years.

The Automation Engineers are the latest PG&E professionals to choose to be represented by ESC Local 20, voting in a 2-to-1 margin in favor of ESC representation on September 29! Welcome to the Union!

Displacement Mitigation

You may be contacted by the Union if you have a bid on file to a smaller RMC. Some members were displaced from the local headquarters in the same building as the smaller RMC’s. Those members have “A” rights to the local headquarters and not the RMC. In the event that a vacancy occurs in the RMC the Union is asking if members on the bid list would permit themselves to be bypassed (and exempted from the penalties of 21.1D) in order to facilitate placement of displaced members to their former building. This is purely voluntary and member’s responses are kept confidential.

Preferential rights for displaced members filled by selection committee.

For the first time since the layoff and displacements of January 2010, the company is filling SNBR vacancies. This is because all members on the rehire list have been rehired! Many members have requested clarification about Senior New Business Representative’s “A” rights. Members are confused because SNBR vacancies are filled by selection committee rather than bidding and believe that “A” rights come from the bidding language in the Contract and therefore are not applicable to SNBR’s.

“A” rights refer to preferential consideration in section 21.2 (bidding) and section 21.13 (transfer) language and define how section 22.3 (C) (displacement) preferential placement right are applied in bidding and transfers.

It is important to understand that 21.2 (A) and 21.13 (A) don’t confer preferential rights to vacancies for members displaced from classification and/or headquarters – rather 22.3 does. Section 21.2 (A) specifically references 22.3 (C). In fact the reason the Union always refers to “A” rights with quotation marks is that “A” rights are the familiar term commonly used to describe 22.3 (C) rights.

Because Title 22 applies to SNBR’s and IPE’s (Exhibit S-1) SNBR’s are entitled to preferential consideration to appropriate vacancies in the same fashion as bidding and transfer. The reason this language is in the contract is the concept that if you lose your classification or are displaced from your headquarters the company will give you the first chance to get back – back to your former job or HQ, or both. For more information ask your steward for the latest Member alert (to be replaced on the Union’s website soon).

Peer Volunteer Program

The G.O. Peer Volunteer Program Roll-out has begun. The Peer Volunteer program is a ESC-PG&E-IBEW sponsored program designed to help those with alcohol or substance abuse issues. If you would like to participate or need assistance contact your Steward or Union Representative.

Grievances

ESC’s grievance regarding transfer of work on USA tickets to clerical during BT has been settled.  The settlement allows Mappers to work on USA and support locators – there is shared jurisdiction with locators, who can do more now on their own than they could before.  But importantly, the settlement will allow Mappers access to the IRTHNet software which the Locators use.

ESC’s grievance regarding the split of Distribution Engineering into planning and operations is a scheduled for arbitration for January.

The grievance investigation over T-Men creating Orders via FAS has begun, but ESC has so much evidence to present that we are still working to schedule a second investigating committee meeting.  Please continue to send examples of the negative consequences of this unilateral work process to Joel Foster.

ESC’s grievances regarding changing performance standards and forced ranking continue through the grievance process. These grievances’s importance has increased due to management’s STIP proposals.

In Unity

John Mader

President ESC Local 20

Dear ESC Members at PG&E,

As you will read in the next Member Update, bargaining has begun in earnest. I urge all of you to attend the ESC Local 20 PG&E Unit’s Annual Membership Meeting on Saturday, October 22^nd.
The main focus of the meeting will be the course of General Bargaining.
ESC is a member driven Union, it is important that you make your voice heard!
Our new ESC Local 20 tee-shirts will also be distributed at the meeting!

In Unity
John Mader

The Passing Of John Duncan

To all ESC Local 20 Members:

It is with deep regret that I have to let you know that our Union brother John Duncan passed away on Friday evening, July 29th, at Stanford Hospital after a long battle with lymphoma cancer.   He was surrounded by loved ones and died peacefully.  John is survived by son, John Jr., daughter, Jennifer, and 9 grandchildren.

John was a long time steward for ESC Local 20 steward at PG&E. He was a mentor to new stewards as they came along and he earned the admiration and respect of all whose lives he touched.

For those who were not be able to attend the funeral but wish to send their condolences, the address for the family is:
2365 Riverside Ct.
San Leandro, CA 94579

In Unity,

John Mader, President

General Negotiations Bargaining Schedule Set

ESC and PG&E have agreed on dates for bargaining for all the sub-committees of general negotiations for September and October.  The goal is to conclude negotiations by October 31,2011.

The dates are subject to change.

To see the complete schedule of bargaining dates, click here:

Two New Business Managers’ Grievances to be Filed this Week

To ESC Local 20 members at PG&E:

This week, the union will file two Business Managers’ grievances to address serious unilateral changes in past practice that violate our contract.

Electronic Creation of Orders via FAS

The first issue we are contesting is a new procedure that gives away ESC work to other employees, who are now creating orders using FAS in the field.  ESC has again and again pointed out that this is work that belongs to estimators and ADEs.  Further, we have again and again communicated our strong belief that this new process will be less efficient, less accurate, not as safe, and possibly out of compliance with regulations.  The Company has nonetheless chosen to move ahead, and we are filing a business manager’s grievance to protect our work jurisdiction.

To add insult to injury, the Company has proposed in the current general negotiations that ESC-represented classifications besides estimators and ADEs be allowed to create orders.  This is a clear indication that the Company understands that the creation of work orders is in the exclusive jurisdiction of ADEs and estimators.  Given this proposal, it is especially hard to fathom why the Company believes it now can move this work outside of our bargaining unit.

Our business manager’s grievance demands that the Company cease and desist from assigning other employees to create orders in the field, and immediately restore the exclusive jurisdiction of estimators and ADEs.

Forced Ranking of STIP-Covered ESC monthly employees

In January of this year, a Company-ESC joint study committee of the STIP bonus agreed that there shall be no “forced ranking” of ESC members under STIP — that all employees would receive an individualized assessment of performance and there would be no Company guidelines that required that employees be ranked against each other and/or that certain numbers of people must fall into specific rankings.  This joint agreement is in conformity with contract language that states that ESC members must receive reviews that reflect their performance as individuals.

To our surprise and dismay, directives from senior leadership came down at the end of June that required supervisors to “check results” of individual performance reviews by comparing the ratio of high-, middle-, and low-level performers with an outside benchmark drawn from other large companies.  Per the benchmark, supervisors were instructed that approximately 30% of employees should receive high-level ratings and approximately 10% of employees should be designated as low-level performers.

In response to our strong and immediate objections, we have been told that in the view of high level management, a directive to implement “general expected distribution” is not the same as forced ranking, and that the Company will not rescind this instruction.  Accordingly, we have filed a business manager’s grievance that the Company cease and desist from this practice, and that all negatively affected ESC members be made whole.

In Unity

John Mader
President, PG&E Unit Board

Karen Sawislak
Executive Director

Joshua Sperry
Senior Union Representative

ESC PGE Member Update July, 2011

Exchange of Proposals

On June 10^th the Union and Company exchanges proposals. The Union was represented by the General Negotiations Core Committee; President John Mader, Secretary Treasurer Joel Foster, Executive Director Karen Sawislak and Senior Union Representative Joshua Sperry and Executive Vice President Tim Brock.

John Simon opened for the company and Karen for us. John stated that the Company is not doing well due the impacts transformation and San Bruno and listed management’s primary concerns in bargaining as being driven by potential CPUC oversight and the need to control costs in healthcare, pensions, and compensation. Karen spoke to the opportunity to work together to address the challenges faced by the Company.  She noted that ESC members are fully committed to the safe, efficient, and profitable operation of the Company, and are looking to see the Company’s commitment to best professional practice, fair compensation, and job and retirement security.

Steve Rayburn and Jeff Delaney presented management’s proposals. As guided by the Membership survey I presented our proposals and labeled our main interests as healthcare, pension, layoff protections, contracting, safety, bypass, monthly conditions, and base pay in lieu of STIP.

The company and Union proposals are available on the Website. The Unions proposals have been developed from issues identified from the last 3 years and the Membership survey. The focus of Membership concerns have been regarding the company’s proposals regarding healthcare, cash-balance pension conversion and the expansion of STIP in lieu of GWI’s.

Bargaining will resume in September and is initially scheduled through October. This week the Union and management will meet to schedule bargaining on specific proposals. The Union is looking to publish a detailed bargaining schedule soon. In the mean time a series of Unit meeting are being scheduled to discuss the bargaining. The first meeting will in San Rafael.

First V.P. of Nuclear Generation on the PG&E Unit Board

Following the Membership’s ratification of the ESC PG&E Unit Constitution (which created a new area officer for Nuclear Generation) the PG&E Unit Board resolved that it was important to fill the office, in advance of bargaining.   The Board unanimously voted to appoint Alternative Vice President of General Office Robert Goff as the Union’s first Vice President of Nuclear Generation. Bob Goff has served on the Board as an alternate for 2 years and demonstrated a resolve and dedication that has earned the respect and admiration of the Board and the Members. Bob will retire this month – and he will be missed. Bob’s first act as the Vice President of Nuclear Generation was to appoint an alternative to ensure representation of members in the Nuclear Generation Classifications. The Unit Board confirmed the appointment of Joe Anastasio as Alternative Vice President of Nuclear Generation. Please join me in thanking Bob for his prior service and congratulating Joe on his appointment.

Performance Rankings

There are indications from PG&E officer’s communications to managers and supervisors that management is directing supervisors to adhere to aggregate predetermined performance review outcome results. The Union is very concerned that this is forced ranking for performance reviews. The Union is strongly communicating its concern and belief to management that this would result in a violation of the Contract. The Union is exploring all avenues of response including a Business Manager’s Grievance.

New Group Organizing and Bargaining

Bargaining a first agreement for the Transmission Planning Engineers has begun. The Unions goal is parity with other ESC engineering classifications. Company proposals are much less and explicitly would deny the progressive and general wage increase to this group in favor of management determined wage increases.

The Union welcomes the Unit newest members the Metering Engineers. This group of 5 engineers unanimously elected Union representation. Welcome to the Union’s newest members in the PG&E Unit.

FR Clothing

The Union and Management are discussing an agreement regarding FR Clothing allotment and the establishment of a Committee to determine the appropriate allotment for classification on an ongoing basis.

Wrongly Terminated Member Reinstated

ESC received the arbitrator’s decision that a Member terminated for alleged work performance issues is to be reinstated with full back pay and restoration of benefits. ESC staff attorney Danielle Lucido says “I am very pleased with the arbitrator’s decision”. The Union grieved the member’s wrongful termination and took it all the way through the process to arbitration. The Union felt all along that the company had insufficient grounds for taking this action.

Estimating Best Practices Committee

The Committee discussed and agreed to create a subcommittee of EBP to roll out dual commodity estimating. Local 20 appointed Lee Carter – Gas ADE, Bill Helzer – Gas ADE, Dirk Koops – Electric ADE and Marc Berry – Electric ADE to the committee. Bill Helzer will serve as union chair of the subcommittee and report back on progress.

Distribution Engineers

On the Labor Management front the Union attended an employee engagement meeting for Electric Distribution Engineer issues in Merced.  The meeting was attended by many DE’s as follows: Jesse Khangura, Mike Thibault, Jim Shin, Jeff Brewer, Wayne Ash and John Mader. The primary purpose for this employee engagement meeting is to try to address the Premier Survey issues as reflected by some very low scores from DE’s in Planning and Operating groups.  For the current meeting it was agreed to begin outlining causes and issues and hold off on looking for potential solutions.

On the Grievance front the Union’s Business Managers grievance on the DE re-alignment was argued at Review Committee for the first time.  The Union presented a detailed outline of the case for over an hour referencing everything from a lengthy history to the surprise unveiling of the re-org to the current fact that it is just not working.  ESC offered to settle the grievance without prejudice if management would return to work being assigned by DPA.   This grievance has been referred to arbitration and is currently being scheduled.

ESC CAN!  Communication Action Network

Below are the Members in Oakport showing some ESC pride. The CAN will be a very important way to keep Members informed and participatory when bargaining start in earnest in September. The Union will schedule another fun event for later in the month.

Bargaining Education Committees

The bargaining education committees are almost complete. The purpose of these committee were to meet and explain the interests of the Union and company in a number of areas before the start of bargaining.

Committee	Update
Benefits Education	ESC, IBEW, and PG&E have met several times to discuss healthcare and retirement challenges. There is expected to be one additional meeting.
Contract Clean-up	This Committee work continues – mostly the incorporation of a number of LOA’s and grievances clarification into the main contract.
Monthly Staffing	Despite many meetings, this committee did not result in a recommendation. The Unions interest is in a comprehensive bidding model for selection committee filled classifications.
Hiring Hall	This committee’s work is completed. The Committee will issue a recommendation regarding testing and the entrance of category 4 applicants into the hiring hall
Land	At the last meeting this committee had a productive conversation regarding testing for Land Agent and Lead Land Tech.

System-wide Labor Management

The second system-wide labor management will be held in the last week of July. This committee meets twice a year. Contracting, performance reviews and the Membership reaction to the company’s proposals are expected to be on the agenda.

“A” Right Bids

Recently the company has filled position in offices that members had been displaced from and members did not have their bids in indicating “A” rights. As a result those members lost the right to preferential consideration to vacancies in their former Headquarters. The Union has issued several reminders – but after reviewing bid it is clear that not all displaced members are putting their bids in. “A” rights do not exercise. themselves – if members don’t use them when they can they lose them. Please make sure that everyone understands – get your bids in!

Hardship

Gas ADE and ESC Shop Steward in the Oakland local office, John Duncan, began a medical leave of absence to start his year long journey for cancer treatment. With the best prognosis, John is expected to be out for a year.  John Duncan is a long serving Steward held in the highest esteem by his Union Brothers and Sisters. Please visit the PG&E page on the Union’s website to learn how you can help John in his time of need. Thank you.

In Unity

John Mader

President ESC Local 20

Wrongly Terminated Member Reinstated!

On May 15, ESC received the arbitrator’s decision that Tim Martinez is to be reinstated with full back pay and restoration of benefits.  Tim was improperly terminated from him position as an Environmental Scientist in Fresno, and ESC took his grievance all the way through the process to arbitration.  ESC staff attorney Danielle Lucido says “I am very pleased with the arbitrator’s decision.  We felt all along that the company had no grounds for taking this action.  This ruling vindicates Tim and puts PG&E on notice that they need to follow proper procedures and have just cause for firing an ESC represented employee.”  Welcome back, Tim!

6/10/11

ESC Local 20 and PG&E Exchange Bargaining Proposals:

The ESC Local 20 Core Bargaining Committee, plus Executive VP Tim Brock met with PG&E Management today to exchange initial proposals. Sr. VP of HR John Simon made opening remarks about the challenging situation facing PG&E.  ESC Local 20 Executive Director Karen Sawislak opened the bargaining by discussing ESC Local 20′s priorities for safety, professional development and employment and retirement security.  ESC Local 20 President John Mader walked the company through highlights of ESC’s nearly 160 proposals and explained the benefits that ESC’s changes would bring to both employees and the Company.

Summaries of both sides’ proposals are posted below:

ESC PGE 2011 Summary Bargaining Proposals 6-10-11 (Click on the actual document to open it)

Company Proposals (Click on the actual document to open it)

Company Benefits Proposals_ESC (Click on the actual document to open it)

The summary document is a complete list of all ESC proposals for general negotiations. We also are posting the full text of all proposals that were fully drafted as of today (note, only about half the proposals are fully drafted).  Along with the summary document, these full text proposals were submitted to the Company for consideration as part of the initial package.

Click on the link below for the full text of ESC proposals submitted today:

2011 ESC-PGE Proposals 061011 (Click on the actual document to open it)

Bargaining

On June 10^th the Union and Company will exchange bargaining proposals. The Union’s preparation began long ago. The Unit Board has developed proposals based on the member survey results. Those proposals will be published following the exchange of proposals with PG&E.

Listed below is your General Bargaining Committee for 2011. The General Bargaining Committee will consist of a core committee and several sub-committees. This structure is similar as the structure used in 2008/9 General Bargaining with changes made to accommodate additional constituencies within the Membership. The Core Committee will be augmented by additional Members appointed by the ESC PG&E Unit Board to the various subcommittees to form those particular subcommittees.

• Core Committee – Responsible for negotiating ground rules, committee training, planning, communication and contract clarification/clean-up.

Members: John Mader Electric Distribution Engineer and President, Joel Foster ADE & Secretary-Treasurer, Karen Sawislak Executive Director, Joshua Sperry Senior Union Representative.

Sub Committees:

• Benefits and Compensations – Responsible for negotiating benefits in particular Health, Dental, Vision,  Benefits, Tuition re-imbursement, Pension, 401K and the General Wage increase.

Members: Brian Tonegato-Sr Project Manager, Carl Harland-Sr Gas Estimator, Lee Carter-ADE, Wayne Ash-Treasurer, Harinder Singh-Sr Nuclear Engineer.

• Working Conditions – Responsible for working conditions in particular hours, vacation, overtime, expenses, meals, grievance procedure, bidding, and demotion. This committee is half hourly classifications and half monthly.

Members: Kathy Cleairmont-Senior Engineering Estimator, Martha Bowman-SNBR, Tim Brock-ADE& Executive Vice President, Grace Briones-Sr Project Manager, Greg Langan Sr Consulting Protection Engineer, Wayne Ash-Electric Distribution Engineer & Treasurer

• Divisions – Responsible for negotiating proposals specific to estimating, mapping, DE’s, SNBR’s/IPE’s and Schedulers.

Members: Christine Walpole-SNBR, Karla Harlan-Scheduler, Mike Reeves-Sr EE, Pete Miskovich- Principal Mapper, Bill Helzer-ADE, Tim Brock ADE & Executive Vice President.

• General Office – Responsible for negotiating proposals specific to Design, TES (ATS), M&C Engineers, Project Engineers, Project Managers, Electric Standards, Substation Asset Strategy, System Protection, Environmental, Telecom Engineering and  Power Generation classifications

Members: Irving Joe Sr Design Engineer & VP of GO, Greg Langan Sr Consulting Protection Engineer, Nam Trinh – Sr Design Engineer, Ron Vance Sr Project Engineer

• General Construction – Responsible for negotiating proposals specific Construction and Material Classifications

Members: Heather Wilson-FE & VP of GC, Andrew Johnson-FET, Marshall Riddle-Assistant Materials Inspector, Aaron Patane, Scott Powel-SFET, Mike Brenner, FE

• Nuclear – Responsible for negotiating proposals specific to Nuclear Planners, DCPP Professional and Engineering Classifications

Members: Harinder Singh-Nuclear Engineer, Joe Anastasio-Nuclear Engineer, Kent Rogers-Project Manager, Ken Anderson-Nuclear Planner.

• Land – Responsible for negotiating proposals specific to Land and CRE classifications.

Members: Brenda San Julian – Sr Land Agent, Greg Parker – Principal Land Planner, Jim Dunlap – Land Agent, James Mangold Cultural Resource Specialist, Shari Holland – Land Agent, Bill Parsons – Chief of Party.

• Newest Groups – Responsible for negotiating proposals specific to DCPP Professional and Engineering classifications, Environmental, Telecom Engineering and  Power Generation classifications

Members: Debbie Amaral-Distribution Outage Coordinator, Joaquin Moreno-Telecom Engineer, Joe Anastasio-Nuclear Engineer,

Please join me in thanking all members that have volunteered to serve on the Bargaining Committee. The full committee met for historic and successful pre-bargaining training and strategic planning session on Thursday. The Union will hold a Unit meeting road show following the exchange of proposals. I hope to see you there.

Constitutional Vote

The membership overwhelmingly approved the draft constitution proposed by Unit Board. Congratulations to all of us on this important change to our By-laws. The main purpose of the changes was to create a representational position on the Board for a large constituency of newly organized ESC members that are work and geographically isolated. No changes were made to our stated Union values in the Constitution. Members will be able to download the new Constitution shortly.

Annual PG&E shareholder meeting

Secretary Treasurer Joel Foster and I attended the Annual PG&E shareholder meeting, representing the Union. Some information gleaned.

• The search for a CEO should take 3-4 months.
• The requirements include “fresh eyes, no baggage, hit the ground running and manage in California which poses unique regulatory and political environment”.
• The Board has excluded anyone for consideration from inside PG&E.
• The San Bruno tragedy has significantly reduced earnings

ESC CAN!  Communication Action Network

As part of the 2011 PG&E Negotiations Campaign the Union has established a Communication Action Network (CAN).  The goal of CAN is to keep all ESC members informed and involved in the bargaining process.  By working together we will demonstrate to PG&E management that they are not negotiating with a small committee, but with the entire membership of ESC at PG&E – 2,500 professionals. The CAN network is based on classification groups by Headquarters. Below is some CAN do spirit in the Fresno RMC on the Union’s first “I am the Union” sticker day.

Expect a call to action following the exchange of proposals with PG&E on the 10^th.

Labor Management Officer meeting

As per the Labor Management agreement the Union met with PG&E Officers recently. The officers presented safety results and operational plans for the next year. The Union presented feedback from the bargaining survey not directly related to bargaining in three areas.

• Staffing/Workload/Outsourcing- Overwhelming feedback that most ESC members feel that their departments are significantly understaffed.
• STIP – members receiving STIP were unsatisfied with the administration of the STIP award.
• Alternative work Schedules – Members with alternative work schedules clearly value them and members without AWS’s want them. The Union asked to follow up on discussions regarding expanding AWS’s.

The ESC and IBEW meeting

Members of the ESC and IBEW bargaining committees met for the first time to work with other to coordinate bargaining. This historic cooperation between the Unions is good news for all Union members at PG&E.

Pre-Bargaining Education Meetings

As reported in prior member update the Company and Union have been meeting to discuss the background of a number of issues before formal bargaining commences.

Committee	Update
Benefits Education	ESC, IBEW, and PG&E have met several times to discuss healthcare and retirement challenges. There is expected to be one additional meeting.
Contract clean-up	This committee is working on a recommendation for adoption by the General Bargaining Committee of over 40 correction and explanation augmentations. Items range from spelling and numbering corrections to incorporation of Letters of Agreement.
Monthly Staffing	Despite many meetings, this committee will not produce a recommendation regarding the process of filling monthly classification vacancies. The parties better understand each other’s issues, however. For instance the company wants more management control, and the Union wants qualified members to have the ability to move laterally.
Hiring Hall	This committee is formulating a recommendation on how to admit potential category 4 hiring hall for monthly classification.
Land	This committee met to discuss Land/CRE classification job descriptions and advancement testing procedures. A recommendation to the General Bargaining Committee is being worked on.

Steward Training

Stewards are reminded that the Union holds monthly Steward calls on the First Wednesday of the Month. Last month’s call was rescheduled and due to a new email system stewards were unaware of the rescheduled meeting. The call consists of updates on current events and training. The Steward calls and CAN calls will be merged as bargaining progresses.

In Unity
John Mader
President ESC Local 20

PG&E Constitutional Changes Approved

The ballots were tabulated in the vote to ratify changes to the PG&E Constitution and here are the results:

Yes – 517

No – 40

The Constitution of the PG&E Unit as Amended May 2011 is duly ratified.

Please click on the link below to view the full text of the Constitution.

CONSTITUTION ESC PG&E Unit as Amended May 2011

PG&E Board Election Results 2011

To the PG&E Unit:

The Election Committee convened today (April 28, 2011), and determined that all candidates for office are elected by acclamation, as only one individual was nominated to stand for election to each office.

We therefore congratulate the following officers on their reelection by acclamation:

President — John Mader

Executive Vice-President — Tim Brock

Secretary — Tom Wray

Treasurer — Wayne Ash

The Election Committee also sent out letter ballots to all members regarding proposed revisions to the PG&E Unit Constitution.

The Committee will convene again on May 25, 2011 to count the ballots.

Kevin Bryan,
on behalf of the PG&E Unit Election Committee.

Revisions to the PGE Constitution

Your ballots will be mailed out on Thursday, April 28th  please vote. The link below will take you to the complete changes.

The PG&E Unit of ESC Local 20 is governed by its own Constitution. The PG&E Constitution outlines the governance structure of the Unit, and specifies the duties of unit officers and committees.

The PG&E Unit Constitution has not been changed since 1986. In that time the Unit has grown from 1,500 members to 2,500 members. The Unit Board now has drafted and approved this set of revisions to the Constitution to address the growth of the Unit over the past 25 years, and to fix various errors and out-of-date items in the current language.

The PG&E Unit Executive Board now submits these changes for the consideration of all Unit members and unanimously recommends ratification.

The Unit Board has taken the approach that it shouldn’t fix what isn’t broken.  The changes offered are relatively minimal because the Constitution has served the members well. There are no changes to the guiding principles that define ESC values. The Unit Board’s goal was to preserve and enhance our ESC heritage, not to change that legacy.

John Mader

President, ESC Local 20

Summary of Proposed Changes:

•         Correct the name of the Union from ESC MEBA to ESC IFPTE Local 20

•         The creation of a new area officer: Nuclear Generation.

•         Minor alteration and re-assignment of duties among the Executive Board officers

•         Streamlining from region and area governance to a unified Unit governance structure

•         Add duties of costing table agreements to office of Treasurer

•         Alter name of Area Chairman to Area Stewards, and modernize Steward duties

•         Create new office of Communication Volunteer to assist Stewards.

•         Alteration of  General Bargaining Committee to reflect the new area officer in Nuclear Generation

•         Reflect the shifting of financial and fiduciary responsibility to the ESC Executive Board in 1987

•         Clarify how business is submitted for decision by the Unit membership

•         A number of spelling and grammatical corrections (i.e. from “shoes dues” to “whose dues”)

The complete PG&E Constitution and the exact language of all proposed changes can be found at: http://ifpte20.org/pge/proposed-constitution-changes/

PGE Unit Member Update

April, 2011

The Union’s preparation for General Bargaining intensified in March. This effort will continue as we lead up to the exchange of proposals with management in June and full scope bargaining in September. As part of this effort, the frequency of member updates is being increased. Below is an update on recent issues affecting the Union.

Departure of Peter Darbee

PG&E CEO Peter Darbee announced his retirement from the Company on Thursday, April 21.  According to PG&E’s filings with the PUC, Darbee will not receive a severance package, but he will collect a retirement package worth $34 million. He will be replaced on an interim basis by C. Lee Cox, a member of the Board of Directors.  ESC Local 20 has already sent a letter to Mr. Cox after his appointment to his new position.

Annual Meeting

The Annual meeting was very successful. The meeting included highlights of the successes and the challenges that face Members at all ESC employers. Following the meeting was a PG&E Unit Steward Summit to discuss the preparation for Bargaining, the membership survey and the formation of a communication action network to support the Union’s effort in bargaining. PG&E Stewards Nam Trinh, John Duncan, Mike Reeves and Greg Langan were honored for their service to the Union.

Steward Training

April’s steward training was on the grievance procedure. The May training will be on Thursday, May 5, and will cover Union jurisdiction. Members who are interested in learning more about their contract or potentially being stewards should contact their local Union Rep to participate.

Meal Payments for Hourly paid members

The company’s communication on implementation of AB 569 and timecards left many members confused.  AB 569 removes the requirement missed meal penalties, and PG&E will no longer pay those penalties to our members.   AB 569 does not change the Contract. Provisions in the Contract, i.e. Title 7.4 overtime for meal moved more than 1 hour, meal allowances in title 16 are not changed!

Alternative Work Schedules

The Union met with the WOF organization regarding alternative work schedules. Management doesn’t want it to impact customers. The Union is pushing very hard for a pilot of alternative work schedules that includes local headquarters.

Scheduler Pilot

The Scheduler Pilot is underway to evaluate schedulers leading local work scheduling meetings and another to gauge the effectiveness of schedulers in the Local HQs. The results are expected to be discussed in May.

Project Manager Performance Standards

Project Services attempted to roll out new Project Manager Performance standards. The Union engaged in a vigorous discuss regarding this. It was pointed out that there are already negotiated performance standards. It was agreed that that both parties will seek to reach the standards as goals and that these performance standards are not related to the 15.4 PWI standards.

Distribution Engineers Blackberries

Management intends to issue Blackberries to Operations-assigned Distribution Engineers. The Union strongly objected to any unpaid work, stand by or on-call. In addition the Union insists that DE’s are not required to carry these devices off hours when a contact number is provided. The Union is pushing management to issue a written clarification of the policies regarding use of Blackberries on off-hours.

Mapping Re-organization

The Union will be forming a Mapping productivity committee with management in May. The Committee will discuss the mapping re-organization and duties to be performed in the proposed central local and regional centers.

Vacation Scheduling

Upon the Union’s insistence, PG&E clarified that ESC members may schedule all future vacation that will be accrued before the actual date it is taken. Members may only take the vacation that they have earned. Some supervisors were erroneously refusing to schedule future vacation accruals based on the IBEW contract, which allows only for the scheduling of vacation hours already earned.

Re-hires and displaced members:

Newly rehired members have reported that they weren’t receiving credit for sick leave balances earned before layoff. Using the steward database Sacramento Steward Debra McKenzie found the governing language that did restore sick time balances! All re-hired members sick time is being restored. Debra’s actions are an excellent example of an active steward using the new tools and training provided by the Union to ensure that members’ rights are observed.

The ETP committee convened to clarify the re-hired estimators return to the progress in the module they left at. However, since the majority of returning members will have an ETP module test in May, members may request a study delay for this module test.

New Union Rep Assignments

Executive Director Karen Sawislak has made the following adjustments to ESC Union Representative’s assignments:

Joshua Sperry: 1919 Webster Oakland, SFGO (except PowerGen/Hydro and Land Department), Walnut Creek (Gas Transmission), Concord Service Center.

Thelma Dodson: Area 1 (all local headquarters, not SFGO), Area 2 (Antioch, Oakland, Richmond, Emeryville, Concord RMC), ATS (Applied Technology Services, San Ramon),
Environmental Services (San Ramon), Land Department Labor-Management Committee

Jennifer Adams: Area 5, Area 6 Sierra Division (Auburn, Placerville, Grass Valley, Marysville) and Sacramento Divisions (Vacaville, Davis, Woodland and Sacramento Local Headquarters and RMC), Auberry Hydro.

Adolfo Riedel: Area 3, Area 2 (Fremont, Hayward, Livermore), SFGO (Land Department and Power Gen/Hydro).

There have been no changes to the areas covered by Bill Robotka Area 6 (North Valley Division) and Area 7 and Susan Greenwood (DCPP and Area 4).

“A” rights reminder

Now, that involuntarily laid off members are rehired (!), there will be beginning level positions in Estimating and Senior New Business Representatives that can be filled by bidding. Displaced members with “A” rights to their former HQ and HQ/Classification, that wish to return, should submit their bids to classifications they are qualified for in their former HQ as well as their former classification. Remember to manual denote “A” right on your pre-bid because the bid system will not do this for you automatically.

In addition members that were displaced out of their former line of progression may be eligible to exercise “A” right to their former classification to the first available position. Members that were displaced from their classification and interested in exercising “A” rights to their former classification need to submit bids with “A” rights to that classification in every HQ that has that classification. They should also review the “new job in HQ” report in the bid system in case their former classification is posted in a new HQ.

Performance Reviews

The second season of unified monthly classification progressive wage increases (PWI) have been completed. Of over 900 members in monthly paid classifications, 10 were denied their PWI’s. The Union position is that PWI denials be based on negotiated performance standards, that expectations be communicated to members, that perceived performance issues be communicated, and that management implements performance improvement plans and members have the opportunity to address issues in the review period. While the total number of denials is low, the Union is reviewing individual cases to check for compliance with the PWI denial requirement criteria.

Some New Member Life Insurance problems

At the time of the ESC conversion PG&E did not implement the payroll deduction for additional Life Insurance that some members enrolled in. Even after re-enrolling online these same members are finding that no money is being deducted from their paychecks and that they are not listed as having any additional life insurance coverage. Members who elected additional coverage should confirm they have a life insurance payroll deduction.

Storm Response

The Union met with company to go over the Incident Command structure and the 14 step process adopted as part of the nation-wide effort to mirror outside agencies in the emergency process.  The discussion revolved around how estimating and other ESC classifications can participate and perform their functions.

New Website

The Union is currently changing to a new provider for the Union’s website and email. During this time information on the Union’s website is changing. If there is information you cannot locate please inform your Union Representative or Officer.

Bargaining

In anticipation of Bargaining a Steward Summit was held at the ESC Local 20 Annual meeting. The Steward Summit focused on the work the Union has been doing to prepare for bargaining, the formation of the CAN (Communication Action Network) to facilitate member involvement in bargaining, and the initiation of the bargaining survey. The survey is the main instrument that members inform the ESC PG&E Unit Board of the Unions Goals for bargaining.

The Survey was active immediately following the summit until April 18^th. Numerous post and distribute notices were sent to members, as well as reminders from Union Officers and Staff, and posting on the Unit Website.

During the Unit Board on the 20^th, the Unit board read the results and adopted many additional proposals. It is anticipated that the Union’s proposals will be adopted at May’s Unit Board meeting, with an exchange of proposals with the Company set for June 10^th.

Also, to support bargaining a number of educational committees are being conducted in the months leading up to the beginning of actual negotiations. Below is a progress report on the committees

Committee:  Purpose

Benefits Education: ESC, IBEW, and PG&E continued meetings to discuss the rising costs of health care and potential ways to address it. Kaiser Permanente did a presentation on their version of a Kaiser HSA plan.

Contract clean-up: Work progress to integrate numerous LOAs (such as LOA 04-13 mapping titles) into the contract. In addition work has begun to scope the changes required to incorporate all new classifications (from DE’s on) into Exhibit D.

Monthly Staffing :Talks concentrated on the mechanics of using the bid system to track ESC jobs posted in talent connect or altering the way jobs are posted in talent connect to emulate the bid system.

Hiring Hall: Talks focused on a potential procedure to establish category 4 eligibility for monthly classifications in the hiring hall and revamping the hiring hall application.

Land: This committee met to discuss testing and job descriptions of Land and Land/CRE classifications.

Steward Database

Stewards are reminded that the steward database is a searchable electronic database of grievance decisions, arbitration summaries, Letters of Agreement, prior contracts and much more. Call or Email me for access information.

In Unity,

John Mader

President, ESC Local 20 and President, PGE Unit Board

New Staff Assignments

To Our PGE Union Members,

Thanks to the addition of two new union representatives at ESC, Jennifer Adams and Adolfo Riedel, there has been some shifting of PG&E assignments.  The territory assigned to each Union Representative listed below now is as follows:

Joshua Sperry:

1919 Webster Oakland
SFGO (except PowerGen/Hydro and Land Department)
Walnut Creek (Gas Transmission)
Concord Service Center

Thelma Dodson:

Area 1 (all local headquarters)
Area 2 (Antioch, Oakland, Richmond, Emeryville, Concord RMC)
ATS (Applied Technology Services, San Ramon)
Environmental Services (San Ramon)
Land Department
Labor-Management Committee

Jennifer Adams:

Area 5
Area 6 (Auburn, Placerville, Grass Valley, Marysville)
Area 6 Sacramento Divisions (Vacaville, Davis, Woodland and Sacramento (Local Headquarters and RMC)
Auberry Hydro

Adolfo Riedel:

Area 3
Area 2 (Fremont, Hayward, Livermore)
SFGO (Land Department and Power Gen/Hydro)

There have been no changes to the areas covered by Bill Robotka Area 6 (North Valley Division) and Area 7 and Susan Greenwood (DCPP and Area 4).

Also, just another reminder that the PG&E Bargaining Survey is now up and running. The deadline for completing the PG&E contract survey has been extended to the close of business on Monday, April 18, 2011.

The survey is available at this link:  https://www.surveymonkey.com/s/F88K2HK

Please take the time to let us know your thoughts about our upcoming bargaining.  It is very important for ESC to hear from our members as we continue to prepare for negotiations.

In solidarity,
Karen Sawislak
Executive Director

2011 Bargaining Survey is now Open. Please take our online survey – your voices set the priorities for the union. You can submit ideas for contract proposals and also prioritize different agenda items. Please use the following link to take the survey:

Click here to take the survey

The survey will be available until the end of the day on Friday, April 15.

In Solidarity,

John Mader, President
Joshua Sperry, Senior Union Representative

NOTICE OF ELECTION FOR THE PG&E UNIT BOARD

2011 Nominations are now open for the following PG&E Unit Board Officers: President Executive Vice President Secretary Treasurer Click on the link below for a pdf of the nomination form. Nomination forms are also available from your Area Chairperson, Shop Steward or by calling the ESC Local 20 office at 415-543-8320.

PGE Nomination Form

Completed nomination forms must be received via U.S. mail at the ESC Local 20 office, 835 Howard St 2^nd Floor, San Francisco, CA 94103, on or before April 15, 2011.

March 2011 PG&E Unit Membership Update:

Please click here for a full pdf of the March 2011 Update

Laid-off Members Rehired!:   Capping the Union’s continuous effort to push for more staffing, PG&E has informed the Union that it will re-hire more laid off members in March. All members who were involuntarily laid off and have not already returned to work, have now received re-hire offers. Please join me in welcoming our brothers and sisters back from layoff! The Union is now intensifying its efforts to see displaced members afforded an opportunity to return to their original headquarters.

New Union Representatives: Two new Union Representatives are joining the Union staff. Jennifer Adams joins us from the CSU Employees Union and is assigned to the Central Valley from Maryville to Madera. Adolfo Riedel joins us from SEIU Local 521 and will have PG&E assignments in Areas 2 and 3, and at the General Office.

Company Driving Policy – Signature Required?: Stewards are reporting that members are being asked to sign PG&E policy SAFE-1002. This document requires that members “agree” to the policy. The Union advises members to decline to sign on the basis that they are represented by ESC Local 20 and cannot make an individual agreement with PG&E directly. If directed to sign after objecting, do so under protest (i.e. write “signed under threat of discipline” or “signed to acknowledge receipt only”) and contact a steward.

Time Charging for the Recent Record Search Effort: The Company and Union have agreed to the following guidelines specific to the recent records search effort at the Cow Palace and some other sites.  These guidelines do not set any contractual precedents cut and not prejudicial to either party’s position. ESC represented Monthly paid employees will be compensated according to their classification’s additional time work policies – to be clear, the guidelines below apply to Hourly paid employees but not Monthly paid employees. 1.      Travel time from home, the workplace or temporary residence is considered time worked and is used in the calculation of double time. 2.      Title 7.5 change of hours is considered to be in effect. All hours not in excess of 12 hours in a work period are paid at 1.5X rate. Time in excess of 12 hours is paid at the 2X rate. 3.      Those assigned the 7pm to 7am shift will receive the second shift premium for the shift work and for the time worked travelling to and from the second shift. 4.      Employees that were assigned more than 16 hours in a work period due to their shift assignment may be eligible up to 8 hour rest period during their normal schedule hours. 5.      Those that were directed to report to work on Sunday and were cancelled after the end of the Friday shifts will receive a 2 hour minimum at the 1.5X rate and any actual travel in connection therewith.

Scheduling Pilot Project: There is a pilot of changes to the way work is scheduled. The Scheduling pilot participants have been finalized for the Fresno area pilot. One specific difference is to  reserve a percentage of crew availability for emergency response. It is expected that the results will be evaluated in April.

Mapping Update: The Union received an advance summary of the Company’s planned re-organization of Mapping.  Management says the plan will involve a staffing increase in Mapping, opening a new Mapping office, and NO layoffs or displacements of any current employees.  The Union will seek to establish a joint productivity committee on Mapping and will continue to monitor Management’s communications and roll-out of the re-org plan.

Storm Season: It’s storm season, so many ESC members will be working long and difficult hours helping to restore power to PG&E customers that lose service. ESC Local 20 hopes that members will accomplish their tasks in safety.

Critical Operating Equipment Process Improvement: The ERR/COE Process Improvement Committee is developing process improvements for Electric Transmission, Substation and Distribution equipment which has previously been known as Equipment Requiring Repair or The ERR List.  The committee is scheduled to roll out the new process improvements system-wide beginning March 27^th 2011 under the new name

Critical Operating Equipment:   This new name is consistent with an elevated status for the repair of broken or damaged transmission, substation and distribution equipment in order to more efficiently operate the electric delivery system. Core and subcommittee members include contributions from John Super (ADE), Mike Thibault (DE) and Wayne Ash (DE) who have been working on process improvements at various times since August of 2010.

General Contract Bargaining: This is a bargaining year. June 8^th is set as the date to exchange proposals with PG&E. In preparation for bargaining, a series of Unit meetings are being held. Please make every effort to attend the meeting in your area. In addition, a steward summit will be held April 9^th following the annual membership meeting. The steward’s summit will focus on the bargaining survey of the membership. The Bargaining survey will be conducted following the summit so that Stewards can assist members’ participation in the survey.  The results of the survey are the main vehicle for the Members to make their voice heard to the Union. Every member’s response is considered by the PG&E Unit Board. The Union strongly urges members to attend the annual meeting and to participate in the bargaining survey. Also to support bargaining, a number of Union-Management educational committees are being conducted in the months leading up to the beginning of bargaining.

Committee	Purpose
Benefits Education	ESC, IBEW, and PG&E meet to discuss benefits possible ways to improve and lower cost of benefits for PG&E employees.
Contract clean-up	To develop recommended language to adopt into the Contract incorporating grievance settlements and Letter of Agreements to simplify the application of the contract.
Exempt Staffing, also called “Monthly bidding”	To develop recommendations for consideration by the Bargaining Committee related to the filling of Monthly-paid classifications.
Hiring Hall	To develop recommendations for consideration by the Bargaining Committee related to the application of the Hiring Hall agreement to all ESC classifications.
Land Department	To develop recommendations for consideration by the Bargaining Committee related to Land classifications job descriptions and requirements

All committees have met at least once as of March, 2011. In the most recent benefit committee meeting the PG&E presented evidence that by 2018 most PG&E health plans will be subject to the excise tax. Solidarity The Union is working in solidarity with the entire labor movement to support workers struggling for collective bargaining rights in Wisconsin and other states. The attack on workers is not limited to government workers in Wisconsin. The need to stand together is highlighted by recent media articles critical of PG&E employees’ benefits and their effect on rates. In solidarity, John Mader President, ESC Local 20

Donate to Japan Earthquake/Tsunami Relief – 3/14/11

ESC Local 20 has approved a Management program for donations to Japan earthquake and tsunami relief efforts.  PG&E employees will be receiving an email with options to donate via credit card or check, or to sell vacation time with the value going to American Red Cross efforts for the benefit of victims of the earthquake and tsunami.  ESC supports the Red Cross efforts to help the victims of this terrible tragedy.

Records Search Effort

Please Post and Distribute The following are time charging guidelines agreed to between ESC Local 20 and PG&E. The Union is proud of the memberships’ response to this effort. Stewards should contact their Union Representative if they have questions. In Unity John Mader President ESC Local 20 Guidelines for ESC represented hourly paid employees charging time for the recent records search effort. The Company and Union have agreed to the following guidelines specific to this effort as are not prejudicial to either party’s position. ESC represented Monthly paid employees will be compensated according to their classification’s additional time work policies. 1.       Travel time from home, the workplace or temporary residence is considered time worked and is used in the calculation of double time. 2.       Members are not required to use vacation time to cover for normally scheduled hours shifted due to a schedule change. 3.       Title 7.5 change of hours is considered to be in effect. All hours, outside of normally scheduled hours, not in excess of 12 hours in a work period are paid at 1.5X rate. Time in excess of 12 hours is paid at the 2X rate. 4.       Those assigned the 7p.m. to 7a.m. shift will receive the second shift premium for the shift work and for the time worked travelling to and from the second shift. 5.       Employees that were assigned more than 16 hours in a work period due to their shift assignment may be eligible up to 8 hour rest period during their normal schedule hours. 6.       Those that were directed to report to work on Sunday and were cancelled after the end of the Friday shifts will receive a 2 hour minimum at the 1.5X rate and any actual travel in excess of 2 hours in connection therewith.

ESC-PG&E Agreement in Regard to Records Center Work at San Francisco Cow Palace

Jeff Delaney PG&E Labor Relations Dear Jeff – This message is to memorialize the understanding between ESC Local 20 and the Company regarding the Records Center work that is being undertaken on an expedited basis at the temporary location of the Cow Palace in San Francisco. This work began today (March 3, 2011)

1. Management has sole discretion on which work groups and classifications to offer this assignment.
2. In work groups offered this work, the Company should take the most senior employees volunteering in the classification, department, and headquarters offered this work.
3. If no regular employees are available in the job classifications assigned to this work, hiring hall employees may be assigned to work in the Records Center work at the Cow Palace until the end of March.  The employment of hiring hall employees for this work may be extended for another 30 days by mutual agreement of the parties.
4. Hiring hall employees assigned to this work shall be eligible for all expense reimbursement provided for in Title 10 of the ESC contract.  Hiring hall employees also will be eligible for travel time.

Karen Sawislak Executive Director ESC

ERAP Program Not Open to ESC Local 20

This post is to explain why ESC members are NOT participating in the Employee Referral Award Program (ERAP) for Gas Engineering and Operations announced today (Thursday, February 24, 2011) by the Company. ESC was offered the opportunity to comment on the proposed program. The Union generally supports efforts to increase staffing of ESC-represented classifications.  The PG&E Unit Board considered the matter, and decided to ask that the program be modified as follows:

1. That all ESC-represented employees be allowed to participate (as opposed to only ESC members in Gas Engineering and Operations).
2. That the award amount given for a successful referral by an ESC-represented employee to an ESC-represented classification be equalized regardless of pay-status.  As proposed (and now implemented), the Company will pay $1000 for a successful referral to an ESC hourly classification and $2000 for a successful referral for an ESC salaried classification.

The Company declined to implement these requested changes, and now has announced the program as one for non-union PG&E employees in the Engineering and Operations and Energy Delivery organizations only. If the situation changes expect an update here.

2011 ESC Local 20 Promotional Examination Schedule

Please click on the link below for a pdf of the 2011 ESC Lcoal 20 Promotion Examination Schedule at PG&E. Click here for the revised 2011 Promotion Examination Schedule

ESC-PG&E Joint STIP Committee Report

ESC and PG&E have released the final draft of the findings of the contractual joint “STIP Committee”. The key finding is a renewed commitment by management that there is no “Forced Ranking” for ESC represented employees covered by STIP. ESC also made several recommendations to reform the program, which the Union intends to pursue even though they are not accepted by management at this time. Read the report for yourself: Download the ESC-PGE Joint STIP Report

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Alert: Error in 401(k) matching payments, 1/21/2011

PG&E Labor Relations has alerted the Union that there have been errors calculating the increased 401K match that went into effect 1/1/2011 as a result of the most recent benefits agreement. Because of this error, you may see a shortfall on the employer match in your next paycheck. PG&E is working to correct the matching payment and will make you whole for any losses. Here are some updates from management:

• There was an unexpected error in the implementation of the new $0.60 company match for 401k.
• This is a known issue…there is no need to call Payroll or HR.
• Involves Friday paychecks for union-represented employees only and only for those contributing at least 6% (or at least 3% if that is their limit) reflect the old $0.50 match. All unions, all pay cycles are affected.
• Match amounts are correct for union-represented employees contributing less than 6% (or less than 3% for those subject to that limit) – $0.60 per dollar.
• PG&E is working on solutions now, and all missing match amounts will be credited to employees’ Fidelity accounts as soon as a solution is in place.
• All employee accounts will be updated for market changes attributable to the missing match, as if it had been credited to employees’ accounts of January 21, or using a legally-mandated correction interest rate.
• Corrected match calculations are anticipated to be in place by the next regular pay cycle.

ESC will keep you informed of updates on this issue. John Mader President ESC Local 20 You are the Union!

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Response on AB 569

On Monday January 10, you received an all-employee e-mail from John Simon that may have led some of you to believe that a new state law (AB 569) had changed ESC Local 20′s contractual rights to meal breaks. This is not the case — the ESC contract has not been altered by this new law. ESC Local 20 Staff Attorney Danielle Lucido has analyzed the new legislation and its history in light of our existing contract, and ESC Local 20 does not expect any change to existing practice around meal periods without negotiations over the issue. We also have registered a complaint with management about this all-employee e-mail, which has led to unnecessary confusion among our membership. Labor Relations agreed with ESC that AB 569 does not alter the ESC contract. We hope to work with Labor Relations to avert such potentially misleading communications to ESC-represented professionals in the future. Karen Sawislak, ESC Executive Director Joshua Sperry, ESC Senior Union Rep, PG&E

PG&E Members Update: December, 2010

Happy Holidays to all ESC Local 20 members! On the Union website you can find several photos of ESC worksites expressing their union holiday spirit together. As discussed at the annual meeting, Members who can are urged to consider donating vacation to members in need. There are several active letters of agreement (LOA’s) to allow these donations including for the victims of San Bruno and Brother Pete Mendez. The upcoming newsletter will contain an ESC-wide update of the activities of the Union. More Re-hires Two new Re-hires from the lay-off list! Brother Dave Loomis and Sister Jennifer Bettencourt have returned as Senior New Business Representatives! Welcome back Dave and Jennifer. The Union hopes to welcome more brothers and sister back soon. New Executive Director Karen Sawislak has been appointed Executive Director of ESC Local 20. Karen comes to ESC Local 20 after six years as Executive Director at University Council-AFT, which represents librarians and lecturers in the University of California system. Prior to joining UC-AFT, Karen was a labor attorney with a wide array of employees and unions. Karen originally came to Northern California as an assistant professor of history at Stanford, where she taught American labor and social history. She holds a law degree from Boalt Hall at UC Berkeley and a PhD in History from Yale University. Testing A reminder the ADE test is coming up. Best wishes to all those members that will be taking the test. Based on the popularity of last year’s test review, ESC is seeking a test review session following this ADE test. It will only be open to those members who take but do not pass this test. System-wide Labor Management Meeting The first system-wide labor management has been rescheduled for January 2011. The Committee will have representatives from all ESC labor management committees. Issues expected to be discussed will be the Committee Charter and any system-wide policy changes. ESC-PG&E Officer Meeting As part of the Labor Management Agreement, ESC meets with PG&E Officer’s twice a year. Items discussed included staffing and operating plans. ESC leadership met with Giesha Williams, Ed Salas, John Conway and Des Bell. The Union presented a recommendation that all work procedure changes require approval from the Mapping to insure that mapping gets the information it needs to accurately map the PG&E system. Mapping is often regarded as the end of the work process and doesn’t get the attention that it deserves. The Union pointed out that mapping is also the beginning of every job. It is the mapping information that project scopes, designs, operations and maintenance are all based on! Performance Reviews It’s coming up on performance review season. As a result of General Bargaining, management will be using a standardized “9-box grid” for the purposes on a common evaluation process and evaluation date for monthly paid members (not hourly members). Performance standards remain the same. A Steward call was held on 12/8 for the upcoming performance review season. The Union position is that management has the following obligations:

1. Management cannot be arbitrary and capricious (meaning they must justify any adverse rating that affects an employee’s Progressive Wage Increase)
2. No Forced ranking. The standards of 15.4 (b) are based on an employee’s performance.
3. Consider Improvement. 15.4 clearly references rate of improvement, and those with ratings below successful and target may deserve PWI based on improvement.
4. Employee must be put on notice that PWI will be affected, with sufficient advance notice to attempt to make improvements.
5. The supervisor must identify the specific performance problem(s).
6. There must be an effort on the part of management to correct the specific performance problem in the review period.

Distribution Engineers The Union and PG&E met regarding the Distribution Engineer re-alignment. Issues discussed included unclear responsibilities between operations and planning assigned DE’s, communications between DE’s, and Operation assigned DE workload. The Business Managers grievance is still ongoing. Scheduling The Union met with management regarding changes in scheduling work. The Union agreed to participate in formulating a committee to look at how scheduling can be changed to meet customer construction dates. The Committee will consist of Schedulers, job owners, FET’s/FE’s and Estimators/ADE’s. Mapping Many ESC members, as well as IBEW members and supervisors met in San Ramon to study what information doesn’t get to mapping and why. Redlines, jobs closed before getting to mapping, process changes, communications, staffing and training were just some of the issues identified. The next step will be formulating teams to address the issues identified. Recently the Union met with PG&E to discuss the scope of Gas GIS distribution map conversion. After the conversion of electric maps the Union pushed hard for mappers to perform quality control checks of the conversations and to have the tools to make corrections to the conversions, in addition that the company involves mappers and GIS engineers in the planning and oversight of the project. Hiring Hall Pay Hiring Hall members are reporting pay issues. One issue is that the Union is dispatching Senior Estimators when required by the by-laws and the Company is paying them as routines per their initial requisition. The company is insisting that they may requisition routines and exclude seniors, but ESC does not agree and is challenging this interpretation. Steward Training Soon ESC will deliver the 7th and final module of the first system-wide steward training program. Stewards and members interested in being Stewards (or just learning more about their contract) should contact Senior Union Representative Joshua Sperry to participate in next year’s training program. DCPP The Labor Management discussions at DCPP continue regarding ERO (Emergency Response Organization). The main point of contention is the length and frequency of time that members have had to be assigned to the team. When members are assigned to the team they must stay within 60 minutes of the plant, and fit for duty to respond to emergencies. Some members have been assigned to the team for years. Holiday Party Thank to all the Members that attended the ESC holiday party. The weather allowed a great participation. Many Members and ESC staff brought their families. We hope to see you there next year. Discipline Alert: management has terminated two ESC represented employees for alleged violation of the company’s zero tolerance policy of “inappropriate material”. The company’s policy in USP 1 became effective April 1 and was not bargained with the Union. The Union is pursuing grievances to enforce just cause on the basis that the company’s zero tolerance policy is an unreasonable and disproportionate rule, as mitigating circumstances (i.e. first offense, prior conduct, etc) are not considered. Members are advised to purge all company cell phones and computers of material that may be considered pornographic. John Mader President ESC Local 20