: - High Court Decision Halts Favorable As | See It
Interpretation of Compensation Law
Barly: this year, ‘the Court of
Appeals of the State of New York,
the highest appeals: court in this,
State, handed down a decision °
which seriously affects many work-
ers making claims for benefits un-
der -the, State’s ‘Workmen's Com-
pensation Law, The decision. up-
sets the favorable interpretation
given to a section of that law. by
the Workmen's , .Compehsution
Bourd and by the Tower appeals
courts,
The section of the law involved
in the court action was the one
dealing with the. definition of an
ovcupationil disease. Up to. nowy. it
was taken for granted+ that’ if -a
~worker heenme disabled us ‘a re«
sult of the work he was perform:
ing, he was entitled ‘to the benefits
of the law, These benefits included
hoth the payment .of medical ex-
penses hy an employer as well as
weekly - payments for lost.’ time
from work. “Phe ruling in the case
of Detenbeek. againstsGeneral Mo-
tors Corporation changes the acs
cepted practice under the law. The
decision states that k"sworker is
‘not entitled to the benefits of the
low even if he has become disabled
from the nature of his work un--
less it ean besshown by- the in-
dured worker that the same work
_ could have: disabled) the “average”
worker doing the same kind of
worl, nr
This decisi instead of “show.
ing progress “the courts? atti-
tudé ‘towards disabled workers,
goes backward some fifty “years
When there was still a great deal
of hostility. towards «doings seme-
thing for injured and disabled
Workers .
The difficulty with the court's
latest decision Varises. out of the,
facet that, certain’ types of hoavy
work will “disable “some workers
but will have no effeet upon other
workers, Tn such cuses, if a work.
er becomes disabled asa result of.
the heavy wotk .he cunnot expect
the henefits of -the Compensation
Law and is entirely on his oan.
_ He then has to pay his own medi-
eu expenses; he cannot expect. to
receive: benefits for time lost from
work; cand if he is) permanently
crippled he stands a goad chance
of becoming a publie charge,
Up to the time when the Deten-
heek decision was handed down in
Februuy of this year, it was take
en for granted that when an em-
ployer hired a worker and put him -
to work that the: employer owas ©
hiring the worker in the physical
condition whieh the worker was in
aut the time of hiring, After that,
TW the work was such as-to disable
the worker, [t Was nol the work.
“ment or
Legislative Action Needed to Correct Situation ==
e's fault and the company would
beheld responsible for his disabil-
ity. Under the new ruling, how: °
ever, it would, not be enough to
show that the work disabled a man
but, also that the average person
could be disabled ‘ '
Take ‘for example the case of a
worker who had a hidden defect in
his spine of which -he «was never
aware und which never gave him
any trouble at all..Now he goes to
work doing very heavy lifting and
continual bending. Soon his back
disables him. Although ‘there is
no question but that the work dis-
‘abled him, such a worker is not
entitled. to either, medical treat-
sh benefits by law under
the Court ruling. This decision will .
seriously affect ‘many cases‘ which
are now pending. in behalf of dis-
abled workers. — ae
Now that the Court of Appeals
has handed down this decision,
there’ ‘remains’ only ‘one. way to
remedy the situation. The New
York State Legislature must be
usked by- all who are interested in.
the -welfare of disabled workers, ,
hut particularly by labor unions,
to amend, the Workmen’s Compen-
sution Laweat its next Legislative
Session so as to. bring under its
protection, any,and all workers who »
are disabled as a result of the work
they ure performing. The law
should .be written su as .to make
it clear that an employer should be.
responsible for the welfare of his
employees if they have become dis-
abled on, the job This change in
the law can be brought about warty
in 1957 if all labor, unions joi to
see-this done,
_ e
Employment Policy
In acletler ta’ A.C. Stovens,
Manager of Community Relations,
Leo Jandreau, Business Agent, no-
tified the management’. that the
hiring of new people who have.
never worked for General Electric
in preference. to those employees
who had lost their previous service
“due to the Company's policy on
“Continuity of Service” resulted in
wn injustice to many people in our
community, :
The Business Agent pointed out:
“We wre referring to those ap-
plicants who ean do the avail-
abl work ina satisfactory
manner after oa minimum
umount of training. The Unioit
has referred some of these ree
quests for employment atfeet-
tug employees who previously
worked for the Company “and
have lost. their services hovw-
By CHARLES SCOTT
Asst. Business Agent
Many that handled
through your Union “representa-
tives are personal ino nature; so
names ive often omitted in our re-
ports, to our members and, there-
fore, are identified by the” docket
number, :
ure
Such is the. cxse in) Docket
#6121-56, An employee who has
18-years, 6 months of serview Was
il and absent from. work for th
period of 5 months. When dhe was’
© fund.
commendation,
ready to return to work ind roudlize
‘ing that his old job was too heavy
for him to do, he went to the Em-
ployment Office at’ “Bldg. . One.
There he was told there was sno’
job available for hiny and that-he
should seek employment: someplace
else. He cume to the Union Hull
asking that the Union help him to
obtain a job that he could ‘du.. The
‘Union, called the Company and ar
ranged for an interview for him
with the Personnel Office in hig old
‘division: The personnel man who
interviewed him said that all the
jobs the division had were two
heavy for him, ‘
This division had admitted pub-
liely that they employ $500. of awe
members and have 160 openings
that they ave unable to fill, In.the
face of all this, they Sent this em-
ployec, who had the niisfartune to
get sick, to seek. employment elses
Where in the phunt.
The Union upou hearing of this
action, agai arranged forthe man
to return toc his old division, this
Hime with at Union representative,
to Uy ta resolve his placement on
woproper job, whieh, as we go tu)
press, the Conpany) «still
seen fit to do,
Ques ioned |
ever, we haveebeea informed
by your people that these eases
we not within our jurisdietion
Saunier the contracte? ”
Jandreu notified the loch miin-
iugement through Mr Stevens that
Loew 401 desires to work out a
supplemental agreement that would
give former employees of General
lvctrie preference over new eni-
ployees The Union awaits. Moy
Stevens” reply. oO
IVE-CIO LOCAL 301 NEWS
OFFICIAL ORGAN OF LOCAL 301,
REPRESENTING SCHENECTADY
GE WORKERS
Published by the Editorial Committee
Prasidont.... dames J, ,Cognette
Viee President -loseph Alals
y Treasurer. Joseph Whitheck
Recording creatry.. ~---arry Gebo
Ass't Recording Sucretary — Allon &, Townsenc:
Chlef Shop Steward... Willlam Mastrlan!
Bualness Apentaanuuncnaneen hoo Jandroau
121. BRIE BLYD. SCHENECTADY, N. Y,
hasn't |
Consider Per
Capita Increase
The National IUE Convention,
“which will take phice’in. St. Louis,
Mo.,, starting September Loth) will
consider the National Executive
Board's proposal tu inerease . the
present National Per Capita: fram
S100 to $1.50 per month. The pro-
posal recommends placing 25¢ of
the jnerease ina Defense Fund and,
into the general operating
In commenting on the rec-@
Which was unani-
mousiy adopteds hy the National
Executive Board, Al Hartnett,
Goneral Seeretary, said:
lie
“Kirst the defense fund, every
ILE |) member,
those in Wustinghouse, knows) ¢
paubtioulialy
af the vila need for i strong
defense fund. Tn the Westing-
house strike, thiiks to the
‘heroic fight of our people who
hit the bricks, we won an aut-
standing vietory, a
probably unpardleled in Labor
History”. °
victory
Hartnett went on to say we could
could not have won df We depended
sulely on our ‘defense fund. at that
tima, ‘Phe ostrike cost 5 milan
dollars and even that just serateh. 7 -
od theestet of the veal needs of
those on strike
Tn order for Local 80L to meet
this inerease in Per Capita if”
passed by the convention, “it will”
require iat increase in munthly
dues, The decentralization yieatl-
cles of large electrical firms Hke
General Electric in huilding new
plants all over “the country re=
quires additional Orginizers ind
election campaign expensasy Likes
wise, the attitude of thise corpar
ations in thei push foramore profit
at the expense of the wage levels
makes. it necessity for an adequate
iefense fund that awill aet as an
insuranee for job Security.
We have experienced: right” hore
In Schenoetady the rising cost: of
operating a Union that will eon
tinue to give the needed servicer to-
our members, Decentralization of .
the central plant into independent, .
manufketuring components has in®
ereused uur lust time expenses,
Likewise, the program of these de-
partnent managements to cut cost
unl reduce existing wage levels
has increased the number of mriev.
une the Union is obliged | to
handle,
NOTICE
listing the Union Cases has been
left out for last two issues due-to
lack of space,
0
AFL-CIO
Vol. 2 — No. 29
September 7, 1 956
GE's Production Plan Threat
)To Job Security
The: National Negotiating Committee of the General Elec:
tric Conference Board at its meeting in New York last week
charged that General Electric’s plan'to double its production
by 1963 and the methods being pursued to that end becomes
a threat to job security. . . :
The National Negotiating Committee ‘held its third quarterly meet-
ing at the Lexington Hotel, for. the purpose of reviewing reports on the
contractual ‘and orginizational status of the General Electrie Locals
covered by the National Agreement, Committee members present at this
meeting were from Lynn, Mass.; Pittsfield, Mass.; Schenectady, N. Y.;
Syracuse, N. Y.; Cleveland, Ohio; Ft. Wayne, Ind; Bloomfield, -N. J;
Louisville, Ky.; Memphis, Tenn.; Newark, N. J.;; Tell City, Ind. and
Warren, Ohio. The National Union was represented by James Carey,
President; B. Sicgil, General Counsel; D. Lisser, Research Director and.,
John Callahan and Frank Fiorillo, Chairman and Secre ary of the Con-
ference Board. . .
enectady, the committée voted: unanimously to place on the agenda
€) After hearing a report from, Leo Jandreau, Business Agent from
‘ | ASeh
OQ
for discussion with the Company three ofthe principal causes which are
presently threatening the job security of I.U.E. members working in the
General ‘Electrie plants,”: Jandreau said that the high production goals
and the greed for unlimited "profits called for in the ten year program of
General Electric have resulted in a process by the new department héads
to serap the existing standards that have beeome established over the
years asa result of collective bargaining. - 2 , :
The Decentralization Program ‘of the Company. which causes de-
partments: to be moved to small communities having a lower wage level
has not only lowered the wages for that work affected by the transfer
but has caused the workers who were affected in the old locations to be
transferred: to other jobs at lower earnings. ;
‘General Electrie is not satisfied with just tuking advantage of the
lowest community wages in the country. ‘They are threatening the em-
ployees in the remaining locations: that they must compéte with the
Standards in the new locations or more work will be transferred.” ‘This
type of competition between employees located in plants where commun-
jty wage ‘differentials are extremely different, threatens’ the job security
“ol every G.E, worker in the old plants of the Company, Jandreau said.
There ave three basic issues that must be worked out! and a mutual agrees
ment reached between the Union and the Company inorder to give ada-
quate protection to the wage standards and working. conditions that,
presently exist in the old phints: ;
1, JOB RATES’ ; ‘
If new methods. reduce the: skill and permit the.
Company to lower the. job value, ‘then When skills are
increased, the job value shall be subject to be- increased.
If job values can be decreased by transferring work to
lower rated communities, then. job values should be in-
.- ereased to match those in higher rated comnnunities.
. UPGRADING : “
, It employees are subject to. transfers to lower
rated jobs due to Jack of work, with wage cuts, then
employees should be guaranteed upgrading to. higher
rated jobs when the opportunity presents itself.
PIECE WORK PRICES
* Mf prices can be reduced on flimsy method changes
and a worker is.called. upon to speed up his preduetion,
then guarantees must be provided to prohibit redue-
YGons ‘in earnin;
Sevoral other issues came before the National Committee, The
Committee instructed the Officers of the Gl. Conference Board to ar.
tange with representatives of General Electrie as quickly as possible
to discuss these questions.
The Voice of GE Workers, Local 301, Schenectady, N.Y.
Local 301 IUE-CIO |.
~ MEETING -
Monday, Sept. 17
UNION HEADQUARTERS
121 Erie Blvd.
. 2nd Shift—1:00 P.M.
—- (Before Work)
Ist and 3rd Shifts—
7:30 P.M,
Report of Convention °°
Delegates
Reports of Committees
Regular Order of Business .
Lynn Management |
Suspends Two
Shop Stewards.
The Lynn management ‘gave two
shop, stewards a time off penalty
because they were invelved in ex-
plaining a foreman’s: answer to a
complaint frony their groups. One
steward - reeelved three ‘days -off
without ‘pay: while the other was
suspended for two- days
The management charged that a
work stoppage had oveurred—this
charge was disputed by the Lynn
workers who, claimed it was an ins
formative meeting, The qkestion-
raised by the members involved
fected the chinge of a’ work
schedule and other working con-
ditions, ‘The Union pointed out
“that the foreman had not attempt:
ed to stop the meeting. The Union
further said that cit has been an
accepted practice in Bldg. 70 for,
workeis to meet on oveasion: with
their shop." Stewards while they:
outlined information passed on to
them from the group's foreman,
At press time, “Lynn manage-
ment remained stubhorn and re-
fused to rescind the time off pen-
alty, They said it was an unfor-
tunite incident but they considered
It a work stoppage,
MEMBERSHIP |
Stevens Insists on
Creating Tempest
Mr. Stevens’ statement issued on
the eve of a national holiday that
is. dediciited to the working men
sand women in our country, which
includes Schenectady, . we hope, °
wus untimely, to say the least, and
did not contribute to better Union
Relations for the future.
Mr, Stevens is following a policy
that. contradicts the General Elec-
tric philosophy in the’ manufactur-
ing field. General Electric looks to
“the future and is constantly en-
gaged. in the removal of current’
manufacturing problems in order
to meet their future goals. Mr,
Stevens refers to the past and of-
fers nothing to eliminate the pres-
ent problems in‘the field of, Union
Relations, a ,
Whether an individual is placed
on 2 job improperly is not neces-
sarily ‘the important issue as it
iwfects. one individual; however, the
principle invalved is) whether the
» protedure that permitted’ the one
mistike can be ecorreetéd in order
to prevent a recurrence in the fu-
ture. The Union was. successful in
reaching such an agreement inthe
Turbine Department and if the de-
partment management abides by
this agreement, we should: be uble
- to prevent future problems “affect-
en cms
ing upgrading. The Union has re-
‘quested that this’ agreement be ex
tended to cover the whole plant.
Mr, Stevens has not given his an-
swer to this request as yet.
~The crusade af the Department
of Community Relations, headed
hy Mr. SteVens, against any re-
sistance on ‘the part of the em-
ployees who are fighting an injus-
tice on thetr jobs will not .be a
success. The climtuation of the
problems eausing the injustices
must he removed. The-idle state-
ment hy My Stevens to the effect
that the Company had earnestly
tried to live up to its contract re.
sponsibilities is. only paying. lip
services to the real cnuses of labor
trouble.’ .
The Union officials have made
cortain, proposals to MrceStevens |
lo which we have not reeeived an-
awers as yet, These proposals will
help. establish better understand-
‘ings and peaceful relations if ace
vepted by the Company. oe
Tue LEGAL CoRNER
(A Column Written by Leon Novak of Novak & Diamond,
: Attorneys) . 4
If YOU SHOULD BECOME
DISABLED
If you are disabled now or if you
should become disabled in the fu-
ture, you may have rights under
one, ‘or more. of three different
parts of the sdeiil security law.’
You may be eligible for disabil-’
ity insurance payments after June
1957 if you meet all of the follow-
ing conditions: « -
Are 50 years of age or older,
Have had enough work under
the social security law, :
Are so severely disabled -that
you ‘are unable to do any sub-
stantial work, ; ,
Have been disabled for at least
6 months, and your disability is
expeeted to continue indefinitely.
At Teast 5 years of -work under.
the law in the 10-yeai's before the
beginning, date of your’ disability
are required, At least 144 years
of this work must have been in the
3 yeurs before the beginning date
« of the disability. -
If you are temporarily disabled,
or if you are only partly disabled,
you are not eligible. . : ‘
No applications for disability in--
surance benefits can be accepted
before October 1, 1956,
If you believe: that you may be
eligible for. disability . insurance
benefits but have not previously
applied for a disability freeze (as
explained below), you should get
in touch with your social security
office immediately. ,
Tf you are disabled and your dis- .
ability began while you were un-" ,
der 18 years of .uge, you may be
cligible after 1956 to receive child's
insurance benefits even: after reach-
‘ing age 18 if either your father or-
your mother is receiving old-age ;
insurance payments or if you have
lost the support of a parent
through death,
Phe total number of unemployed
"persons xemained unchanged be-
tween April and May 1956 at 2.6
million, Normally, unemployment -
‘drops slenificantly, at this time of
the yeu, Moreover, preliminary
figures for June indieate that un-
employment rosa’ by some 300,000
over May to approximately 2.9
million.
“protect your own ind your family’s
‘less you"have already done.so. +
‘Training Program for i eee aaa
1
Machine Operators 8 Current Events. ‘
We have been notified by man- in My. S e cti on .
agement that a training program
vi § in Bldg. 9 for the ‘ :
Mannan it ein rene ee = by ALLEN E. TOWNSEND
pur] B ee ERE
This week I will cite a few cases
ators. ;
The Union has requested on that were settled . satisfactorily.
They are us follows:
number of occasions that such -a
program be started to rehabilitate
workers who have been displaced
from their, jobs in departments
moving out of Schenectady, °Many
of these workers do not have the
buckground and experience to,
nu testman-receiving. $2.24 per hour
skill and responsibility on the: job.
The case was resolved satisfactor-
ily after much discussion. by get-
ting this nian‘a two step increase
to $2415 per hour retroactive to
8/6/56.
Docket #6110-55-—Bldg. 269. The
complainant requested a one step
inerease on his job on Electro-
plating from $1.84 to $1.90 due to
the fact that he was doing exactly
the same work as He had-done on
‘the $1.90 rate formerly. ‘This case
_resulted in the $1.90 rate being
‘granted not only, to him but also to
_ the second shift man. These taises
» were made retractive to 6/18/56.
Docket #6114-56—Bldg. 24. This
was accomplaint from a group of
women, saying that they ‘were-be-
ing paid a D.W. rate that was a
atep too law, This case was closed
on the ba t
retroactive to’ the-date they sturt-
ed.the BeW. job. og
© Tn addition to the above L- will
vite, some of the cuses that are
still unresolved: »
‘Tn Malta we have a very, con--
fused situation inethe Payroll, It
seems that this part of the. plant is
paid by the Evendale Payroll. “On
pay day, especially on the second
‘shift, there is much confusion cre-
ated by payroll shortages on, ac-
count of the payroll being out of
town and also on account of. the
Ft. Wayne Management. nei TBM system. It seems that the
Talks Stoppages sorest points are in the computing
. of -overtime pay, shift premium
Whether it may ‘be Schenectady,
you are imable to do any swth- Lynn, Pittsfield or Ft: Wayne, the
stantial work. : Gl. management is advising Un-
Tf you believe that you are cligi-’ -ien officers to stop resistance to
ble’ for a disability feeze, you the program of the Company to
should get in touch with your so- speed-up and cut cost at the ex- . .
chil security office immediately un- pense. of the members, » We also have a case in Bldg, 46
Tn the August 28rd publication where supervision is trying - to
of Local 901, Ft. ‘Wayne, Ind, it’ force a group-of TRMO Class A
points out that “It is.difficult for «Grinders. to go on piece work con-
Union representatives to sit and trary to their wishes. We are
listen to the Company upholding vitally interested in any case detri-
agement was brief and without
much detail, we understand that
candidates for the training’ pto-
gram will be selected on a plant-
wide basis. The, Union will notify
the members ow the details when
they are reeeived from: managé-
ment.
a disabled child over 28 years of
age, you. must ;
Be unable to do any substan-
tial work because of a‘ disability
‘that began before you reached
48 and has continued, .
Be dependent on a parent,
Slepparent, or adopting ‘parent
who is entitled to old-age insur-.
unee benefits under the social
security law, or have been de-
pendent on .a parent who died
after. 1989 and was. instired for Another. part of the Schenectady
survivers insurance’ benefits at plant is due to move from Sehe-
the time of his or her desth, and : nectady by September 21st, The
. Be uninarried, ‘ group is known as. “Repair and ©,
If you ake disabled andshave not Return’ and is in Bldg. 14 under ;
reached 50 year's of age, you may LM&G. This will be moved to the
be cligible to: have your social se- jurisdiction of the New York Serv-
curity earnings record “frozen” to ice Shops. The group consists of
approxiniately 10 men and 5 wom-
rights to future benefit payments: en with service from over 80-yeirs
beeause of cold age, disability, or down, ee Wd
detuth, ; ; This is another example of" Sche-
To be eligible for ‘a disability nectady “management — casually
freeze, you. must " @ moving jobs from ; Schenectady
Have at least 5 years of work, without the fanfare that Mr. Stev- -
covered by the social security lay © ens uses when he charges the Un-
in-the 10 years before the begin- with driving work from Seche-
ning dale of your disability. At : : .
least 14 years of this work must ¢
have been in the 3 years before :
the beginning date of our dis-
ability: : :
Be so severely disabled that
More Work
Transferred
dating back séveral weeks. We are
in the process of trying to resolve
this irritating situation as we go
to press.
With respect to the retirement
age of womerr there will be another
article’ in the next issue of this
paper. -
- Docket #6118-56 — In Bldg. 69, ©
requested an increase due, to the .
sis of a one step increas €)
pay ‘and shift changeover: pay
Some of the people have shortages
cpburrent Events
(Continued from Page 2)
iority by the Conipany. This case
concerns a Class B Electrician in
‘Bldg: 67 who asked for an upgrad-
ing to Class,A Electrician about
_ four months, ago claiming that the,
“work he w s doing at that time
was the equivalent of Class A
work. This request was turned
down ‘at that time, the Company’s
position being that there was only
enough Class A work in that area
for the one Class ‘A Mlectrician on
the «job.
_this"job, The Company immediate-
“ly upgraded a man with much, less
Ce on the job.than the original
omplainant. We-ure trying to get
the Company to réverse this .ridic-
ulous «position and uperade the
proper candidate.
“‘Souith Not Good
Enough = .
The small communities and the
. low paid community levels are not’
sufficient for Gz. In the G.E.-op-
eration on the Island of Puerto
Rico, the average wage paid by
G.E. is .82.per hour according to
-D, Lasser, Research Director for
the National Union.
, The minimum wage in Puerto
fico is 4.70 per hour, There are
“hearings scheduled in the near fu-
ture for the purpose of increasing
the present minimum wage. ‘
Election Campaign
In Roanoke »
Field ‘Representative “-Harold
Martin reports that the organizing
The union’s lawye {8 ready to their own illegal acts and at the: ‘mental to the working conaeiong”) we Cerna is under way in Roanoke,
. i }
same time talking about egal
work stoppages”. The Union of-
ficers in Local 901 are charging
the management-in that plant with
having little respect for the Na-
tional Agreement or the Union. |
The Local 901 publication gocs
on to say that on a grievance af-
-feeting upgrading of a longer. serv,
help you with any questions you
may have.
‘of any group,
We still have a bad situation on
layoffs within.the ranks of women
dustrial Control, Industrial Heat-
ing and the Porcelain Departments
out of town, These moves have
foreed the plant-wide’ seniority for
women on desirable jobs back to
Seong Unions 6
BETTER CONTRACTS/
to change their position even after
the case had gone through all the
grievance procedure. The Union
vequested arbitration which the’
Company refused.
Company moving jobs. out of town
solely to get theni done cheaper.
I will close by, citing the’ latest
“usc of flagrant violation ‘of sen-
(Continued on Page 3)-
workers, due to the moving of In- °
~iee-employee the Company refused carly 1940.- This: is: caused: by ‘the ~
4, and) some progress is being
made, General’ Electric’ has. op-
ened a new plant in this commun-
ity where they are producing In-
dustrial Control apparatus former-
ly made in Schenectady. ‘
The Organizer has requested in-
formation on job values and earmn-
ings in order to properly inform
the Roanoke workers of the valtc
in having) Unlon representation,
We are sending this information
to the organizer immediately and
are hopeful for an carly and sue-
cessful election in Roanoke, Va.
\
This man recently left
re COO es S88 we. REPLIES OLA OE EO OLE OI
&
' 4» ASHSEEM « ¢§
;
So eee esse, bY CHARLES SCOTT ppp pisemes:so84
There are many cases involving
the upgrading of shorter service
employees hefore longer ‘service
qualified workers are put-in avail-
able openings.
Some of the most typical are:
Docket -#5891-56 where a man
with 5 years less service than an-
othér qualified man was upgraded
to Production Follower. A griev-
ance was. filed and the’ usual un-
satisfactary answer was. reccived
from the foreman. Four meetings
had to be held_at the second level
‘of the grievance. proéedure. before
the Company would live up to the
upgrading section of the contract
and place the longer service man
on-the job, | ae
Docket #5986-56 was: similar to
the above casé except that. this
was the case of a shorter service
“BY Inspector, being upgraded to
“A” before a longer service man.
This case also had to go to the
second level of the grievance pro-
cedure before it was resolved satis-
factorily by upgrading the longer *
service “BY” Inspectar, |
Docket #6115-56 is an example
of an unsatisfactory answer from
a foreman where the case had to
AWE-CIG
On the Job
Bldg. 273: J. Kowalezyk, who
Works in: Shop Steward G, Rose’s .
group, Was unable to maintain his
carnings through an inadequacy
in the pricing structure of the
welding of brackets. The Union
‘equests that supervision investi-; ~
“gate this: condition and- correct ‘the
price on this bracket.
Bldg. 273: The group under Shop
Steward J. Thomas complain that
when there is a-lack of work in the -
Polishing Room, a. reduction in»
force causes some of the workers
there to be transfeftred perman-
ently out of the group. Howey,
when there is a lack of work in
other groups, some of the men who
have no work are placed in the
Polishing Room even though some
of the regular workers there are
still displaced. The Union requests
one consistent policy apply to all
rroups. :
Bldg. 125 The Class G Winders
_in Shop Steward E. Smith’s group
~ feel that since over 50% of their
work is Glass “B”, they should be
reclassified to “B", “s
Bldg. 49: The Hydrotel group
under Shop Steward J. DeMasseo
ure requesting a, time study be-
cause of an inerease in the inspeec- .
tion time now needed.
“Bldg. 60: The group on 2nd shift
under Shop Steward Wr Martin are
yequesting that a, Carpenter. be
hired to perform necessary ship-
ping work and scaffolding on their
shit.
Bldg. 49: The workers in Shop
Steward W. Hooker’s group feel -
be discussed twice at the second
step of the grievance procedure be-
. fore it could be settled satisfactor-
ily. A.-Large Parts Layout Man
was given a-man to break in, who,-
after he was finally broken in, rose
in rate until he was at $2.55.
worker who had broken in this man
was still at the $2.48 rate. We re-
quested that he at least be brought
up to°$2.55 and paid retroactively,
which the Company finally saw fit
to do. This is.an outstanding ex-
ample of a foreman not dealing
fairly with the employees who
work for him and not having’ the
authority to settle a dispute over
an improper vate paid to one of
his group. ‘ : ‘
Docket: #6140-56, deals with the -
case of a man who held-a Milling
Machine classification and was
reached on lack of work.
downgraded and through -several
moves ended up in his‘old division
as a Painter, There were open-
ings which he requested on milling
machines at the time he was plac-
ed as a Painter.
working en the painting job, a new
employee was placed on a milling
machine. It took three contacts
The
Ho was ;
While’ he was’
0
Contract Violation
Settled,
As'the result ‘of charges of: vio-
lation of contract made by the Un-
ion, the case of Louis Altieri, which
appeared in the last issue of our
paper, has been settled satisfac-
torily. Mr. Altieri has been placed
“in Bldg. 40-B of the MIM Depart-
ment. : :
Briefly My. Altieri’s case was
that of an employee who had been
reached on-a lack of work and was
never recalled’ by the Company
eyen though openings existed that.
he could fill. The only contact that’
can be made with the Company by
a former employee is Bldg. One.
Altieri exhausted this procedure
and came to Union Hall ‘for fur-
ther help where his case was final-
ly resolved, ‘
It Pays fo Belong.
_ fo the Union
on the, second level of the griev-
ance proredure : hefore this em-
ployee was placed back on his old
jobs This is an example of a sit-
n that should have been set-
tled immediately and not have tak-
en 8 weeks to resolve. :
301
csands, of grievances at all levals
each year. These are just a few
examples of cases, not. settled. at
steward-foreman level, to be pro»
cessed at management level.
IUE Local 301 handles. thou-
that since ‘the Company has estab-
Hshed tables for pricing. the ma-
chining of ‘bearings, they: should
use these tables and not have this
work done on'a day work basis.
Bldg. 265: The Soot and Slag
Men in Shop Steward W. Philp’s
group are requesting an increase
in rate of one step due to the op-
erational duties and skills involved
which are now comparable to Goul
Mill Operator. . :
Bldg. 273: In. the Chip and File
Diaphragm —group under Shop
Steward P. Sipone there has been
established a practice of extra pay-
ment in prices when high walls are
involved. Suipervision now refuses
to recognize high walls for extra
“payment causing the group to suf-
fer a loss. in earnings; The Union
requests that this condition be cor-
rected.
CAP; The: Development Wire-
men.in Shop Steward 0. Lehman’s
group are requesting a job rate
inerease. At present they: are re-
ceiving $2.24 per hour.
Bldg. 16: Preliminary Test Men
in Shop Steward J. Ward’s group
at the present time are being: mov-
ed too often to receive the proper
breaking-in necessary to progress
further in this classification. The
Union requests that this situation
he correeted. ~
Bldg. 273: Clarence, Whiteman
who works in Shop Steward C.
Greenherg’s group is. presently a-
C1 A General TRMO. He is re-
questing an upgrading to C1 B
Toolmaker .in view of his service
and experience,
Bldy. 24: The Assembly and
Wire Group C1 B under Shop Stew-
ard: M. Bartlette are | protesting
‘ate paid on job of $1.60 .per hour.
“This group had been paid $1.636
before on this job. The Union re-.
-quests. that) management, ‘correct
this inadequate rate. .
Bldg. 269; “The job in the Plat-
ing Room-in #269 on Power Rec-
tifies Plating received $2.06 per
hour, The . Dept. took this work
fromethe main Dip Room and is
jow doing same work in-back at
$1.79 per hour. This is_a violation
of contract and the Union asks
that it be corrected. os
Bldg. 68: Mary Pitera, who has
1714/29 serviee and is classified as
a Packer, has been laid off due to
lack of work. The Union requests
“proper placement for her,
~ Bldg. 52: The group under Shop
. Steward R. Howard is requesting
either paynient for accumulating
their own’ parts or anvAceumulator
be assigned to the group to per-
form this service. ‘ :
Bldg. 2738: the Group under Shop
Steward R. Seward feels that su-
pervision is provoking trouble
within the groups by sending work
from an area where there is a
shortage of work to an area where
ovettinie is being: worked." *
Bldg..60: A group of Crane and
Elevator Repairinen”® under Shop
Steward V. Palazeke are protest-
ing the installation of electrical
work on the hoists in Bldg. 89 by
outside contractors, The Union re-
quests that the situation be cor-
rected.
