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that's right the way I heard it was that they got a little bit of flack from the membership regarding the tentative agreement that we reached and their committees called just to set the record straight it could be never promised to recommend that companies proposals right should we take it back to the membership and let them decide we shook hands on the tentative agreement in my book that's a recommendation you choice committee a bunch of liars let's not get upset about this thing the unity committee that exactly what they told you they would do and the membership rejected it by secret ballot we happen to know this thing would have been ratified if you people had done your job hell it's hard to get the membership to buy anything may try to find responsible union leadership or management you're damn right I'll tell you why this contract got turned down he's you're damn full of we're all over the place on the expiration date trying to start our numbers on a shop floor I thought we all agreed to keep the go station in this room are you get trying to run this committee if you want it I'm gonna tell you one thing you want a contract you damn well better start dealing with us labor and management at the bargaining table engaged in a great American pastime collective bargaining the means by which over 20 million working Americans reach agreement on wages hours and other conditions of employment and commerce transportation industry in the public sector collective bargaining is in a matter of public policy since 1935 it's in a constant state of evolution continually challenged to respond to a fluctuating economy technological improvements and a workforce that's young well-educated Restless for change no one complex issues provide new challenges to the process it's a dynamic process one that depends on people to make it work these people play a unique role in making collective bargaining one of the most vital yet least understood encounters on the American social and economic scene excuse me sir you through this strikes make headlines so the negotiations in the giant industries like steel coal trucking but they don't portray the real world of collective bargaining very well as despite the usual stereotypes big business big labor nine out of every ten contract negotiations involve small or medium sized firms with less than 500 employees and every year the vast majority of these collective bargaining sessions are concluded peacefully these folks here engaged in one of America's last frontiers of grassroots decision-making this is where the shots are called representing management an industrial relations specialist who handles contract negotiations as well as day-to-day labor relations matters the plant managers and other supervisors from the local plants such as the general Foreman they've usually round out the company bargaining team with the exception of the international representative Pete Cole who was a paid official of the Union the committee members from the local are elected by their fellow employees on the shop floor they serve on the committee without pay what we are immersed in here is last stage of a collective bargaining session to bring you up to date several weeks of negotiation had already produced one contract proposal but it was rejected by the union membership and happens a lot these days so tonight Union management's are making a second stab at a contract settlement we can argue about this thing all night fact is your management's rights clause is too tight every time one of your Foreman wants to arrest what about people with a temporary transfer a lousy job the standard answer is I got the authority read the management rights clause the only way we can stop you from pulling that kind of crap is to change the clause speaking for the International I'm telling you it's got to be changed speaking for the company I can tell you in equally strong terms it's not going to be changed I'll represent the company in negotiations at least 10 other plans and this is standard language and every one of those contracts if you teach your local union is going to dictate company policy you're in for a big disappointment whether it's our big man what else is still on the table well we still feel strongly about the no-strike clause and last meeting we proposed that the union be given the option to striker go to arbitration on grievances well since then our position has changed somewhat essentially this would provide for a special union membership vote on whether to strike to go to arbitration within 20 days after receiving your four-step answer anyway you'll get the entire thing in writing our next caucus save yourself the paper he will not give you license to shut us down every time somebody in the Union gets the nose of the joint now if this right to strike issue were the one and only thing between strike and settlement as far as the company is concerned you can go out and stay out till hell freezes over is my point there you made yourself so clear you get yourself a strike there's no clear union president I can tell you our people man there's not any show and look that makes two things that the committee removal already hey what the hell are we doing here don't waste my time well that's your attitude is hopeless to continue we might as well break this thing off already all right doesn't take any brains to walk out that door where's that proof this company wants to break off negotiations and the consequences be their responsibility the company's willing to stay all night all day if necessary to reach some kind of settlement at the union's position on management strikes and the no strike issue makes that damn near impossible look we've been screwed on this issue before and we don't intend to have it happen again what do you mean by that you don't know six years ago their company purchased a plant for the existing union contract but language very similar to what you're suggesting hell they were in and out we had nothing but trouble till a year ago okay what happened here the company closed the plant 200 jobs gone just like that I'm stating our position in the strongest possible terms because I think it's important that the Union doesn't get into a lengthy strike just because you miscalculated our flexibility on this issue the only two things management really gets out of a labor contract is management's rights and a fixed period of labor peace I mean to the no strike clause what's the use of a 3-year contract if we're always facing the possibility of strikes over unresolved grievances so you need to keep the no strike clause in a contract how about our proposal on discipline the committee the members are pretty strong on this issue yeah I'd say they feel just about strong of discipline as the company feels about the no strike clause now there ain't gonna be nothing so therefore something is done to correct a heavy and a discipline around here oh come on come on dispel poor tactics that's what I call it look Amanda so much as picks his nose in the warning stuck in his heart for as long as he works here my position said my people are gonna walk when all one expect for the employees filed six months after he gets written we hear you what else does a tissue sample does money a word okay on the general wage increases our big problem is hospitalization insurance we're proposing it falls on a private rate of daily hospitalization now all the other plants in the area have it it's time we came up to par we are up to par our daily room ranked matches the semi-private rate in the local hospital and you did such all locations are daily room rate and the policy is key to the average semi-private rate in the community a lot of people want to guarantee you semi-private hospitalization coverage and everything for every other plant has it besides that we want full retiree benefits cost of babies is going up is that it I think that's it are there any questions I have something to say it's not a contractual issue but it's a big problem in my department and something's got to be done about before anybody gets my vote on the contract let's hear it with a legal term is sex and age discrimination I call it hanky-panky and if it isn't stopped we'll get the EEO in here and see what they call it surely talking about the problem on the second shift we discussed a month ago I sure AM that Foreman is still playing games with some of my girls the good jobs are going to all the sweet young things look I don't need to be graphic do I I wish you would it isn't funny Rodgers I'm talking about people's jobs now you listen and you listen good most of the women on that line are working wives decent people they've got to work to make ends meet and by God as long as they're working here they're going to be treated fairly I haven't finished I've got one last point to make to this company jobs are not going to be passed around according to who's messing with who now those women know what's going on and they resent it and I'm not going to stand for it I'll look into it I think it's time for a caucus this is did get on the table now it probably seems as if there are two solid fronts labor versus management but don't be deceived behind those fronts are lots of potholes political factions ego problems lots of subtle dynamics so we have the caucus to work out the various differences between the team members and plan group strategy the first thing I want to know about is Shirley's problem the last thing we need around here is an EEO complaint those guys getting the door that's how sniffing around all the other plans to hell I thought that situation was all taken care of what didn't you speak to that Foreman my wife I said something to the boy but he's a he's a fairly new form and he still likes to fool around so well you know how it is no I don't know how it is but I can tell you how it's going to be now he won't use his position here as a foreman to gain favorites or to fool around now if he wants to get laid he go ahead back on the clock I'm 100% agreement with Shirley on this and I won't tolerate it and you can tell that to all your Foreman so you see our problem the company's not gonna move on anything I don't think they're boring in good faith so there's a fine line between tough hard-nosed bargaining and bad faith bargaining at least from a legal standpoint they're probably saying the same things about the Union right now at least if you can't screw around or less like they did the old committee thought it next contract you'll be the old committee them they'll be trying to crucify you we're trying to be fair that ought to be enough to satisfy the numbers I hope you're right but no matter how hard you try to be a lot of them won't even thank you for what you did today and they'll wanna know what you're gonna do for them tomorrow tell me about it beginning to find that out the membership expects miracles and the company won't move on anything committees cut right in the middle you're just trying to get the job done I think we're being reasonable whatever being reason was not the point the point is are you being practical then there's a question of whether the differences between the company in the union are they miles apart or again they've been aired to an area of agreement what about management rights do we put those aside for the moment straight on medical insurance by the way as I'm concerned everything stays on the tables we resolved the discipline issue about an issue you're damn right it is just like I told the company we're strong and discipline is there on a nose point clause and these old bastard maybe used to be pushed around but you do people won't take that kind of treatment they're new breed and then we can badge just the other day a foreman threatened to suspend the man or refused to work overtime you know what you told Foreman since you can't suspend me Foreman says why not dad two dollars two thousand said because I just quit that's classic that's where people are now if you kids won't take any kind of hassle on the shop floor but have another discipline problems lately these every time you turn around someone's getting a warning slept okay I'm convinced you think that's one of the reasons they turn down the contract not that big one when the membership found out we're willing to back down on the discipline issue to get a complete economic package they hit the ceiling if you feel like a damn Judas the way things go now that wanted hangs over a man's head as long as it works here there may be a practical problem with an arbitrator ignore an OPS late warning I'll get it started on that but before you start a server local we lost one discharge in three discipline cases last year that's what issue came up not ever since you mean thailand's that's right in one case the company brought out warning six years old as arbitration evidence the arbitrary another blinked an eye what than that can you mean let's face it that guy had ten warning slips in his file a model employee he wasn't alright maybe that's all but the members are still pretty high by losing four cases in a row okay we're hanging tough on some shut out point as to how long a warning slip and remain active and a man's school files okay what's the big problem on discipline a lot of new people all I evaluate it's gotta go deeper than that it does he'll bail it's combination of things it's the times growth changes new people and when I came down here 15 years ago we were the first industry to set up here help set up departments out started with 50 people watched it grow do what you see here today they're good people hard-working ten o'clock for one thing the Union came in ten years ago oh come on you've got to do better than that well as long as we kept the wages ahead of the area average everybody seems satisfied up until three years ago certainly we've had so many problems the past three years your employees a new committee held oh I don't even know these people anymore happening there less than five years seniority new committee read the handwriting on the wall promised these young people move this place is been in an uproar the last couple of years young guys hassle the committee and a committee puts the screws to us did you know that in the first seven years we only had four cases go to arbitration but in the last three years we've had fifteen cases go to arbitration but you could talk to the old-timers and work the problem out the Union didn't bet in the other employees rebel against everything so we've had to take a hard stand and tighten up on discipline yeah that's all these kids understand now adays I don't from what I hear this but the key to settlement he was pretty adamant about a cut-off point for wiping out old warnings put after six months I mean how we might my key to the plant okay now that for six months but we do have a cut-off one of two years at some of the other plants and it's worked out pretty well you can give your limb for two years here I don't like it but I guess I could live with it how about you both oh if a man keeps his nose clean for a couple of years I guess you could say we made our point after all we're not out to punish people we're just gonna straighten out a man who got off the track that's all there may be the price breath to pay the union hit them to drop their proposal against management's right and the no-strike issues you think they might go for that maybe that's okay your grade on discipline now what about insurance the company claims their hospitalization is equal to the semi-private rate in town is that right well that's fine for the folks that live here in town but most of my people drive in from the next county hospital right out there can run almost $20 a day higher than the one here in town the fact is this plant draws its employees from a four County area the hospital here is the cheapest of all the county hospitals membership see it four different ways depending on where they live they figure the only way to make sure they got enough coverage is for insurance to pay the full semi-private rate for any hospital they go to well any cost amazing to cover the cost of the semi-private I understand that the differences between fixed rates and the guaranteed semi-private are negligible but in the Tanglewood corporate policy you're gonna have to ante up for ten other plans okay sometimes it's easier to get more actual money on an item six of wages as the neutral at the local level doesn't affect corporate policy I get a little tired of hearing corporate policy thrown at us all the time corporate policy likes us into a fixed hospitalization rate comparable to the semi-private rate in each location we can't move on that he'll even ourselves people have the same plan as our hourly people but that doesn't seem to impress them well I'll tell you what's bugging me our rate is tied in the County General Hospital right here in town I saw these guys live in other counties I mean their rate can run 10 to 20 dollars more than the people right here in town so we have that many employees from outside the county oh hell yes we draw our workers from a four County area someone come in from 40 or 50 miles out it's the folks from outside they're raising hell on that issue supposing we were to take the term local average and expand it to read for County average do you think corporate would buy that I don't know but it's worth running by headquarters well I'm sure that it's you and not me partner if I can get the company to come along but your little play on words I think we'll be able to go along with the Union on full maternity benefits I don't know how far we're gonna get on hospitalization but the company should be ready to move on full maternity benefits well I sure hope so we need to boost maternity benefits the old committee led to contracts go by without any improvements so why should they care favorite well to make baby I knew our members are just telling their families I'll be with a few votes and Mobe other ones younger ones my ass you know I'm getting tired of hearing how we got to do this and we got to do that for the younger members once somebody gonna start paying attention the members of the seniority look we got the Union in here ten years ago we built the Union dammit we got you some of the benefits that everybody seems today for granted now and I'll tell you something else I'm getting tired of being stalled every time I ask about something now what are you gonna do about the skilled trades increase Sonny well that's gonna be a little tough we take it off the table last week well you better get the contract I wouldn't count on it if I was you Ray what do you mean by that problem and I ain't even been mentioned yet I hear a lot of grumbling from some of the old-timers about a skilled trades increase oh that's no problem I thought that was dropped a week ago what was it even mentioned in the committee this afternoon well whether it's dropped or not my Foreman tell me it's still a problem there's something about the sculpt raised thing I'm missing it all boils down to one word politics so that's right old smile he's been so quiet all week I heard I figured Joe Topacio beat out the old local union president by just over 20 votes Joe got most of us support newer members a smiley is the only holdover from the only committee and besides the scale trains people he still has a lot of influence on the older employees he's their voice on the committee so the skilled trade misra is pretty much a power struggle all right well I understand that a lot of the young turks started griping about all the extra money for skilled trades so the committee decided to drop it all that extra money Helly only asked for 30 cents for the entire three years how does that figure out well 10% of the workforce 10% of 30 that's 3 cents an hour for the whole package well if you think it's that important I'll see if I can have it authorized by corporate but the union will have to bring it up well if they do I'd be in favor of it we can raise them 10 cents a year not only figures out to a penny a year overall but the help we can afford it let me make sure I understand what we're at we'll go for a to your Wi-Fi and disciplinary warnings 15 will drop their proposal on management's rights and the no strike clause once we're over that hurdle we should be able to negotiate the rest I'll check with whether company's definition of average semi-private can be stretched to four counties for maternity benefits are okay if we can settle the semi-private thing the Union brings up the skilled trades issue we'll try for 10 cents a year wise always a trying rate Jon's okay if anybody didn't name Malloy yeah hey you got outside call from New York yeah they switch sports clothes you got to use the phone Outfitters domina wait till I lay this down headquarters hey gets so excited sometimes anyway the point is it's during these separate conferences that both sides analyze and discuss where they're really act as contrasted to their official bargaining position now the hardcore negotiations can begin each side has some ideas some bargaining flexibility to start moving toward an area of agreement but both sides use essentially the same strategy don't give up more than you absolutely have to to reach a settlement well it's time to get back to the main arena they sure taking their time in there what I think I think this country decided to take us on do you hear the way that jerks threatened us yeah but he talked about that plant they closed last year no I call that a threat he would ask you a question he answered it okay I'll tell you something else they didn't even mention the same company took a six-month strike a few years ago there's very same issue the no strike clause six months and not one word was changed in that contract you know they're tough we live with that every day so maybe we gotta let that one pass but what about hospitalization I didn't cost them nothing but a penny or two you willing to stay out over there pinning and take on the whole court but I'm not somebody's got a lock horns with this company there won't be us you know they'll cost you people over at the Union you want 40 dollars a week in strike benefits would amount to for this local yeah 40 times 500 is 20,000 so you've done your homework that comes something like $100,000 a month out of the international strike fund do you think that finish work that's what we pay dues for just a little bit strike why do you want anyway side hell if you think the membership will go out over something like the cost of a semi-private room and that's your decision to make but I've been pounding on this table long enough to know when the line is drawn you've been hoping the company warned us not to miscalculate their position on the no strike clause well let me put it another way if you're planning on taking your people out on a long strike or an issue such as this you better damn well go in with your eyes wide open I'm simply saying you better tell them what's going on two or three weeks they'll turn on you wanna know what the hell this strike is all about and if the strike goes sour they'll blame the committee you what do you think we should do I think you should get off this BS and 0l in the real priority some of the people told me don't even come back to us unless you get the right to strike on grievances what can we do the membership gave us a mandate to change that no strike clause mandates for errand boys and ship didn't elect you for that they elected you to be leaders of the bargaining table and sure if you got something office so far we've gotten is a free cup of coffee before we get started mr. Schultz has something to say yes thank you I'd like to make my position clear on the problem that Shirley raised I'm going to personally take care of this situation myself well I can't do anything with what people do in their off-duty hours I certainly won't tolerate this type of personal conduct during company time okay if that's taken care of let's get down to this contract we've got an opportunity to review the issues in detail and as I've stated before we are not willing to make any changes in our present management's right for the no-strike language if you will come off these two issues we will consider a compromise for this discipline problem what sort of a compromise well consider a time limit a cut-off point on warnings if the Union brought management's rights and I know strike issues for wind consider that sort of possibility we have no what's our time limit you're talking about this is not a proposal but I can tell you we have contracts to Twitter plants which wipe out all warnings after two years big deal let's wait two alone hold it let's not reject anything out of hand before we discuss that we have to know where he's down these other issues well on the hospitalization issue we can improve maternity benefits if the union will get off this my private thing well the committee feels pretty strongly we need full so many private so a contract look if they union is hell-bent on is full semi private thing we've got problems now I've talked to corporate on this and believe me strike or no strike it's just not in the cards what is in the cards you might find a way of improving the hospital rates within the parameters of corporate policy like how maybe we can work out some type of average figure based on the hospital rates in the four counties it's an angle I hadn't thought of and water but what about maturity that depends on if wouldn't work out the problems we semi-private give us humanness we need two coffees you see how the spokesman for both parties now of the issues through questions and suggestions an either party really gave any ground but they did indicate possible compromises that they might make its in this sensitive stage of negotiations that they feel each other out with questions and indications without disclosing their actual settlement position and they listen very carefully to what the other party is saying a two-year just wait too long to have a warning hang over a man's head the point is a company moved and they showed a willingness to negotiate can we find something between six months in two years it's acceptable but what can we live with what will the people buy I could go along with one year but that's it what do you think that's bad what we've got now what do you think sure sure a journey let's button this thing down if the company would go one year I'm wiping out a disciplinary warnings and letters can we drop our proposals on management's rights and the no-strike clause yeah well that still leaves us with big problems on hospitalization of maternity and skilled trades look you people can pray with yourselves all night long and that other stuff but I'll tell you one thing you'll get a solid no vote for my people unless we get a skilled trades adjustment one thing at a time the hospitalization the company sent us a message if we drop our semi private thing I think they'll try to get clearance on the four County average rate it's still not up to what we want we listen improvement look if we got that and for maternity and one-year undisciplined I think we might be able to set up to the members what do you think what about skilled trades let me work on that how's it look they go wrap it up to me I don't know talk committee tougher issues simple I'm getting a little for trench warfare yeah I know what you mean me too what seems to be the big hang-up discipline a two-year deal just won't fly you expect to get a committee recommendation you're gonna have to have a 1-year wife that on disciplinary warning mmm no way I said we could live with two years it's slicing into one I'll give any problems and all the other plans that's too bad my folks went by two years that's too long a warning slip of on tardiness or some other nitty things hanging over person to him maybe so but one year is not long enough for some creep was a habitual offender all he's been involved in various infractions this is just a thought but it might be a solution the problem what do you think about one-year-old warning slips and two years on serious infractions such as disciplinary layoffs worth considering it'd be simple if this were the only plant and this coffee rough yeah listen keep it away from that local president of yours he's hopped up enough already when you expect he's got a lot of pressure on him from the membership they're rough ones so I'll have all the answers you know I haven't had the Union card two weeks till I start telling Union how to run their business Joe's beginning to find out you can't please all the people all the time apparently he's not scoring any points for the skilled trade folk money's to mention it I've been trying to find a way he gets money on the table for skilled trades simple propose 10 cents a year it's not that simple Joe won't propose it why not he didn't get the skilled trade vote but that and that hospitalization proposal uses we might have a deal I can get the go-ahead from corporate for wipeouts on morning's for County Hospital average and wage increase for skilled trades I'm gonna want to recommend it settlement that'll be ratified yeah if this package gets turned on again I need and the books myself I'll see what I can do and those may be an opportunity to my new president dimension fences with the older farmers yeah I need a full committee recommendation before I can move sorry you let me worry about that by the way on that skill trades adjustment what would you say to 15 cents first year and 15 cents second year hey you're loading it the best we could do is say ten cents a year for the first three years come on you know stand on the way of a settlement tonight who knows oh well look I gotta get back to my committee and see if we put this thing together and we've got a proposal that might help us get around some of these problems the company's hung up on if and that's big if company can come up with some improvements on the hospitalization insurance that's here your proposal the union's willing to jobs demands on management's rights in the no-strike clause that the company will help us wipe out those warning letters we had in mind another routine warning should be removed from a personnel file after one year and a warning letter which involved a disciplinary layoff should be pulled after a year and a half they paid two years we can put that one to bed how would that work I will put language in the contract to affect that after an appropriate period of time warning cannot be used in any future disciplinary procedure or introduced as evidence in any grievance arbitration hearing would you actually pull the one east up from the Father give it back to the employee I hadn't thought about that but I don't see why not sounds good I'm gonna go along with two years how about you guys okay now for the big if party of stead on hospitalization okay we are willing to expand our definition of the average hospitalization rate to include the four County area now if you can by this approach the company will go along with for maternity benefits how does that take care of everything not quite there's one other thing our president would like to discuss yeah look as everybody knows I'm believing you at this thing I've got no call to be asking for favors but I would like the company consider a very special problem we have what's that school trades I don't take the responsibility for goofing up on that one we talked about the table last week and that's my phone but I'll tell you right here right now I'll do my personal recommendation of this contract the two people who give some consideration to school trades increase you're telling me you'll give a full recommendation if the coming I agree to a skilled trades increase so that's what I said that goes for the entire committee too right guys all right hey you too sweetheart last week it was on the table at 30 cents for the first year is that still the union's position hey we're reasonable people fifteen and fifteen fifteen cents now in 15 cents next year you're a tough man mr. DeFazio you've got a deal we've got a deal you know well what did you expect with strike violence on the picket line class warfare maybe that's the kind of stuff that makes headlines peaceful settlements get to who maybe a paragraph on page 25 and this here was pretty typical of collective bargaining session oh of course it's not all over yet the committee has to take the package back to the union membership has to be ratified by a secret ballot but chances are it will be because everyone here got at least a piece of what they were after and that's how you judge whether the negotiations have been a success or not well can I see in another three years