2014 NEC CODE UPDATE CLASS SCHEDULE

JANUARY 18th

FEBRUARY 8TH

FEBRUARY 22ND

MARCH 22ND

APRIL 12TH

MAY 17TH (LAST CLASS)

CLASSES ARE AT LOCAL 716 UNION HALL.

CLASS TIMES ARE 8 AM TO APROX. 12 PM.

CLASSES ARE FREE BUT DONATIONS ARE ACCEPTED.

MUST HAVE UNION CARD OR DUES RECIEPT AT SIGN IN.

 

 

 

The Union has offered and made itself available to meet and negotiate with the Company on 24 dates in the first quarter of the new year. The Company has responded by stating that they are only willing to meet on ten days in the first three months of the new year. The Union is  ready and prepared to meet and get the employees of TNMP an Agreement, obviously the Company has a different time schedule than we do. We will continue to press on, we are making some head way and intend to continue to negotiate in the employees best interest.

Please have a safe holiday season.

 

There
is good news for those of you who want to utilize a health care flexible
spending account (HCFSA) in order to pay out of pocket medical, dental and
vision care expenses with pre-tax dollars.
Effective January 1, 2014, Aetna’s Streamline feature will include the new NECA/IBEW Family
Medical Care Plan
.

 

Here
is how Streamline works: Your
medical, dental, vision and pharmacy claims administrators report your out-of-pocket
expenses directly to Aetna. Aetna automatically processes the information as a
claim and reimburses you from your Aetna HCFSA. You can choose whether you want
your reimbursement direct deposited in your bank account or if you want to
receive a check.

 

What
does this mean for you? You will have no
claim forms to fill out, no EOBs or receipts to collect and submit, no concerns
about forgetting to file an expense.

The
following claims administrators have partnered with Aetna to offer Streamline:

 

NECA/IBEW Family Medical Care Plan (BCBS of
Georgia)

SavRX

Aetna
Dental

Vision
Service Plan (VSP)

 

To
take advantage of this easy way to stretch your benefit dollars, you may
contribute up to $2,500 into a HCFSA during
CenterPoint Energy’s annual enrollment, beginning November 22.
If you are new to an HCFSA, to participate
in Streamline, visit your secure
Aetna Navigator™ website at www.aetna.com.
Select “Claims and Balances”, then “Related
Features” and then “Streamline Claims”.

 

Important: Do not choose Streamline
if

  • You are
    paying orthodontia expenses on a contract schedule rather than a per-visit
    basis. These claims cannot be processed automatically.
  • You are
    also enrolled in your spouse’s plan and benefits are coordinated

 

And
remember, your contributions to a HCFSA are on a use it or lose it basis, so
carefully consider your expected out of pocket expenses.  If you have any questions, please call Aetna’s
Flexible Spending Account Service Center
at 1-888-238-6226.

 

 

 

You can get more information on the IBEW Medical plan by going to; www.nebf.com/fmcp then click on plan documents then click on summary plan 16.

Annual enrollment for employees represented by IBEW Local 66 will take place November 22 – December 4, 2013. You must enroll during this time frame, you will enroll for all benefits including Buy/Sell vacation, Medical, Dental, Vision, LTD, and all types of life insurance. Please print you confirmation page at the end of your enrollment and keep in a safe place. Your confirmation page is very important in the event something goes wrong with the computer system. Remember these dates, they are exclusive to the Bargaining Unit, if you miss the window you may defalt to something you do not want.

Regards

Rick Childers

The CenterPoint Energy contract was ratified by a vote of 70% for and 30% against.

Changes to the Agreement

 

  1. Move the Critical Communications into the body of the
    Agreement.  Those that don’t fit into an
    existing Article will remain as Critical Communications.

 

  1. Replacing employees on shift by the use of the Z crew
    for the first 3 than go to the next bucket for the next 3 etc.  2 from the small centers.  Small centers defined as centers with 30 or
    less.

 

  1. Employees may find a replacement for their duty only 1
    time per Duty Week either single day or multiple days. ( No off and on and off
    again each time)

 

  1. Replacement list are voluntary only.  If skipped on the list, employee can bank up
    to 3 opportunities for overtime.

 

  1. Trade the $75.00 off duty call premium for $75.00 stand
    by pay for on duty.  If don=t get called or don=t miss calls while on duty, employee
    will get the $75.00.

 

  1. GWI                $600.00
    Signing Bonus upon Ratification

3%
on 5-26-13 (Retro);  3% on 5-26-14;  3% on 5-26-15

 

  1. ICP based on CenterPoint Energy Houston Electric
    achievement levels.

 

1% ICP payable
in 1 quarter of each year through 2016

 

  1. IBEW/NECA Family Medical Plan.

 

  1. Jointly Trusted Medical Plan administered by both the
    IBEW and NECA.
  2. Blue Cross/Blue Shield Network.
  3. $200 per person/$400 per family per year deductible.
  4. $20 co-pay office visit family doctor or specialist.
  5. $100 co-pay emergency room visit (waived if admitted
    into hospital).
  6. Plan pays 100% after deductible and co-pays.
  7. Generic Drugs are mandatory at no cost.
  8. 20% of the price for preferred drugs & 30% for
    non-preferred drugs with $1,000 maximum out-of-pocket max per person per year.
  9. 2014 Premiums per Month:

Employee
Only – $151.00;  Employee & Spouse – $288.00;  Employee & Children – $269.00;  Employee & Family – $400.00

  1. Keep the 77%/23% Company/Employee split.  If 2015 or 2016 increase up to 7%.  Any increase is above 7% will be split
    77%/23% Employee/Company and any increase above 11% will be picked up by the
    Employee.

 

  1. Small Premium increases for:                 Dental;  Vision;
    & LTD

 

  1. Remove the sunset language from the Article on Holidays
    making it permanent that holidays that fall on normal days off will become
    floating hours.

 

  1. Union will request a
    meeting with the Benefits Review Committee to request the addition of Brokerage
    Windows for the Savings Plan.

 

 

Congratulations to our brothers and sisters at Texas New Mexico Power Company, yesterday they voted to become union represented employees. IBEW Local 66 will represent the 180 plus employees located within the state of Texas. Steward training will start soon as well as contract negotiations. We look forward to welcoming our new members aboard

To ALL TNMP
Employees:

 

 

 

Whether you are a
supporter of workers gaining representation rights or not, there is a level of
professionalism you should expect from the IBEW as well as TNMP.  You should
expect  all parties to conduct themselves with honor, integrity and respect.
That means respect for ALL workers personal beliefs, decisions and respect for
the Law.

 

 

 

The law states, “It
is a violation of Section 8(a)(1) for an employer to interfere with, restrain or
coerce employees in the exercise of rights guaranteed by section 7.”  Examples
of such illegal conduct are:

 

 

 

  • Threatening employees
    with loss of jobs or benefits if they should join a union.
  • Questioning employees
    about their union activities or membership in such circumstances as will tend to
    restrain or coerce the employees
  • Announce the Company
    will not negotiate with the union
  • Make anti-union
    statements or act in a way that might show preference to a non-union
    employee.

 

 

 

I have attached a
list of 35 Things your employer cannot do when workers try to organize a union
and an excerpt from a case in which a Supervisor chose to ignore the law.  I
hope all Managers, Supervisors or anyone in Management will honor the law,
respect your rights and let the employees make a free choice.

 

 

 

IF YOU FEEL YOU
RIGHTS HAVE BEEN VIOLATED or  HAVE QUESTIONS ABOUT YOUR
RIGHTS
:   Please Contact
the following NLRB Agent:

 

 

Meike
Ziegler

 

National Labor
Relations Board

 

819 Taylor Street,
Room 8A24

 

Fort Worth, TX
76102

 

(817)
978-4174

 

meike.ziegler@nlrb.gov

 

 

 

 

 

Sincerely,

 

 

Craig
Parkman

 

International
Lead Organizer

 

IBEW
– Region 4

 

(210)
557-1546

Thirty-five
things your company cannot do when you try to organize a union

  1. 1. Attend any
    union meeting, park across the street from the hall, or engage in any
    undercover activity which would indicate that the employees are being kept
    under surveillance to determine who is and who is not participating in the
    union program.

  1. 2. Tell
    employees that the company will fire or punish them if they engage in union
    activity.

  1. 3. Lay off,
    discharge, or discipline any employee for union activity.

  1. 4. Grant
    employees wage increases, special concessions, or benefits in order to keep the
    union out.

  1. 5. Bar
    employees in support of the union from soliciting employees’ memberships on or
    off the company property during non-working hours.

  1. 6. Ask
    employees about union matters, meetings, etc. (Some employees may, of their own
    accord, walk up and tell of such matters. It is not an unfair practice to
    listen, but to ask questions to obtain additional information is illegal.)

  1. 7. Ask
    employees what they think about the union or a union representative.

  1. 8. Ask
    employees how they intend to vote.

  1. 9. Threaten
    employees with reprisal for participating in union activities For example,
    threaten to move the plant or close the business, curtail operations or refuse
    employee’s benefits.

10. Promise to increase benefits to employees if
they reject the union.

11. Give
financial support or other assistance to a union.

12. Announce
that the company will not deal with the union.

13. Threaten to
close, in fact close, or move a plant in order to avoid dealing with a union.

14. Ask
employees whether or not they belong to a union, or have signed up for union
representation.

15. Ask an
employee during the hiring interview about their affiliation with a labor
organization or how they feel about unions.

16. Make
anti-union statements or act in a way that might show preference for a nonunion
employee.

17. Make
distinctions between union and nonunion employees when assigning overtime work
or desirable work.

18. Purposely
team up nonunion employees and keep them apart from those supporting the union.

19. Transfer
workers on the basis of union affiliation or activities.

20. Choose
employees to be laid off in order to weaken the union’s strength or discourage
membership in the union.

21. Discriminate
against union people when disciplining employees.

22. By nature of
work assignments, create conditions intended to get rid of an employee because
of his union activity.

23. Fail to
grant a scheduled benefit or wage increase because of union activity.

24. Deactivate
from company policy for the purpose of getting rid of a union supporter.

25. Take action
that adversely affects an employee’s job or pay rate because of union activity.

26. Threaten
workers or coerce them in an attempt to influence their vote.

27. Threaten a
union member through a third party.

28. Promise
employees a reward or a future benefit if they decide “no union.”

29. Tell
employees overtime work (and premium pay) will be discontinued if the plant is
unionized.

30. Say
unionization will force the company to lay off employees.

31. Say
unionization will do away with vacations or other benefits and privileges
presently in effect.

32. Promise
employees promotions, raises or other benefits if they get out of the union or
refrain from joining the union.

33. Start a
petition or circular against the union or encourage or take part in its
circulation if started by employees.

34. Urge
employees to try to induce others to oppose the union or keep out of it.

35. Visit the
homes of employees to urge them to reject the union.

Employers do all of the above every day during
election campaigns and get away with it. Laws are only effective if they are
enforced so it is up to us to make sure the companies obey the law during an
election campaign.

If you think your employer is doing any of
these things, write down the details (who, exactly what did they say, who else
saw it) and let your Organizing Committee or Union Representative know about
it.

 

 

 

March
1, 2013

 

Dear
Sisters and Brothers:

 

We
have scheduled Steward Training, on the following date, at the Local Union
Hall.

 

Saturday,
April 6, 2013

This
class shall begin at 9:00 A.M., will conclude sometime after lunch, and will be
conducted by the Locals Attorneys (Williams, Kherkher, Hart & Boundus) and
the Locals Staff, also our Attorneys will provide an overview of Texas workers
compensation law. Coffee, cokes, donuts and lunch will be served.

 

Attendance is mandatory for
all Stewards who have not previously attended. Failure to attend shall be cause
for your removal as a Steward for IBEW Local #66.
If you have previously
attended and wish to attend again, you may do so on a first reserved / first
served basis, but we must give preference to those who have not previously
attended. Class size is limited, so reserve your spot early.

 

You
must call the Hall and reserve your place, giving us your work, cell and home
telephone numbers. Also, if you have
not previously attended, let us know if this date conflicts with your normal
work schedule so that arrangements may be made for your excused absence from
work.
Please do this as soon as possible, as we need time to contact
your respective Company Management.

 

Please
mark your calendars for Saturday, April 6, 2013 and plan to attend this
important training.

 

We
thank you for your time and dedication to the Brotherhood!

 

Fraternally,

 

 

Greg
Lucero, Business Manager

 

 

CHARLIE
NELSON     RICK CHILDERS     BRUCE BETTILYON     EDDIE RIDDLE

Business
Rep.                Business Rep.              Business Rep.                  Business Rep.

 

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