2019 Contract Updates

USW Local 104                        May/17/2019

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                          USW Local 104             May 13, 2019

          As you are well aware, we are entering the last few days of bargaining for a new Collective Bargaining Agreement. Unfortunately the Company continues to propose a concessionary agreement. They continue to want to strip away our defined benefit plan, impose more restrictions on our bidding rights, and propose large increases in our healthcare costs. Your bargaining committee has made it very clear that those kind of proposals will not lead us to a new agreement, and that they need to get serious about bargaining towards a fair agreement. The committee was able to reach a tentative agreement on our local issue, however that agreement is contingent on us reaching a new master agreement. Continue to prepare, and continue to make your voices heard loud at the plant that we will settle for nothing less than a fair contract.


In solidarity

Local 104 Bargaining Committee

Bargaining Update               May 8, 2019

            This morning we stood shoulder to shoulder with several hundred of our brothers and sisters from Local 9700, which have been locked out by the same Alcoa that we work for and are currently bargaining with. We marched to the Alcoa shareholders meeting, with VP Tom Conway and several others going inside while the rest of us demonstrated in the street during its entirety. From there we took our voices straight to the Alcoa headquarters demanding a fair contract for us and an end to the lockout in Canada.

            Both the Company and Union have presented their proposals, and we continue to meet throughout each day. The process while functioning, is extremely slow paced this go around. Your bargaining committee continues to demand that Alcoa bargains a fair contract for our members.

            Local issue bargaining continues as well, and while we have made some progress, VODAT’s continue to be an issue. The Committee understands the benefit of these, and continues to bargain to that effect.

            As you continue to make your voices heard, stay strong, stay united and keep sending the message to the plant leadership that we deserve and demand a fair contract.


In Solidarity

The Local 104 Negotiating Committee

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FAQ's about 2019 Contract

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Know You Rights

KNOW YOUR RIGHTS Weingarten rights apply during investigatory interviews. An investigatory interview occurs when: (1) Management questions an employee to obtain information; and (2) The employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says. Investigatory interviews relate to such subjects as: Absenteeism Insubordination Accidents Lateness Compliance with work rules Poor attitude Damage to company property Poor work performance Drinking Sabotage Drugs Slowdowns Falsification of records Theft Fighting Violation of safety rules Harassment Shop-floor conversations. Not every discussion with management is an investigatory interview. For example: a supervisor may speak to an employee about the proper way to do a job. This is not an investigatory interview because the possibility of discipline is remote. A routine conversation changes character if a supervisor becomes dissatisfied with an employee’s answer and takes a hostile attitude. If this happens, the meeting becomes an investigatory interview and the Weingarten applies. Employee Rights Under the Supreme Court’s Weingarten decision, when an investigatory interview occurs, these rules apply: The employee may request union representation before or during the interviews. After the request, the employer must choose from three options: (1) Grant the request and delay questioning until the union representative arrives. (2) Deny the request and end the interview immediately. (3) Give the employee a choice of: (a) having the interview without representation (usually a mistake) or (b) ending the interview. If the employer denies the request for union representation, and questions the employee, it commits an unfair labor practice and the employee may refuse to answer