In reading Steven’s (by the way thank you for sending it to us Steve) e-mail on the proposed contract it kinda seemed like we ventured nothing and that’s about what we gained.
1. A small raise (I am not that good at math but it seems to be a 1. 4% increase over 3 years)
2. I don’t understand the monies being attached to the skill rates. I guess this means we are not increasing the % just adding a little bit of money to the %??
3. Training rate increased to basic skill ( wow that was high on my list)
4. Work experience. . . . . . . . . . . still paying less for the same job done. . . . . . someone want to explain the guiding Union principle behind that to me I missed that one??
5. 401K. This will look good to the “retirement portfolio” longies. I still believe that we are being lead down a path here. Ultimately the path will end with the dissolving of our pension plan. Why only $1 matching funds (wanna bet the foreman/walking bosses matching funds goes to $4 per/hour???) but they’re more than willing to let us contribute more. I see nothing to cover those who are not covered by the 401K now. Why are we not including everyone in this that should have been mandatory. I still leaves out almost 30% of us, shouldn’t something be done about that or are we already reverting to I got mine go get your own??
5. Pensions. . . All I want to know is why I have to work 35 years for a full pension and 25 years is what is standard in most industries. And NO compensation for those that work more than 35 years. They are working and contributing towards the pension fund and receive NO benefit from it. PMA gets the benefit from their labor and they have to pay a penalty if they retire early. I see nothing about dropping the penalty for early retirement. We still have a scaled pension. No gains here. . .
5. Health care. . . . . . It seems we have made some gains here, there are those up and down the coast that are not offered an HMO (blessing??) and this actually addresses that.
6. Drayage. . . . . . . weren’t they to the same thing last contract but “ran out of money in the training fund”?? 140 drivers for the whole coast, hummmmmm that ought to cover it. I would like to see the facts behind that certain number of drivers. . .
7. Vacations. . . . PMA only get to draw 6/7 weeks of interest on YOUR money. . . That’s more millions that we give them each year, millions. . . At the latest those checks should go out with your W-2’s. More like with the last check of the previous years last payroll week.
8. Holiday pay. . As soon as possible?? Isn’t that PMA speak for we aren’t gonna do it??
9. Vessel Planner Training. . . . . we’ll see. . . . .
10. Dispatch Hall Costs. . . . Haven’t we been down this road before?? If you let them pay for the lions share than they want you to conform to how they want dispatch run. . They have done this before. They are ALWAYS willing to pay ALL cost for the Dispatch Hall. That alone should bring out the warning lights. . . You don’t want computer dispatch at your hall well this could get you that. I could swear that we insisted and a 50% share last contract (or was it the contract before) just for these reasons. . .
11. Small ports get to have 10 “B” men at all times. . . . .
12. A bone for the steadies. . . But local 13’s steady crane drivers gonna feel a little left out??
I don’t see anything about jurisdiction, increase for travel allowance, any language for new work or new jurisdictions. How about a reimbursement on legal fees for rapacious lawsuits?? Where’s language that Miniace will stay in the arbitration process that we have already?? He takes us to court at the drop of a hat and cost YOU allot of money. He’s generated what 4 major lawsuits since he’s been there we should have some language to keep him in hand. All in all keeping in mind that we haven’t seen the “actual” contract yet (but this is no doubt it, as it follows everything I have been told) it seems like a pretty poor one. No gains to speak of and a few bones to appease the masses to insure a close but ultimate ratification vote.
Tim Milligan
