Session 9

(These are the notes represent the discussions from the 05/16/03 session; it is intended to represent the conversation and discussion to the best of our ability, it is not a verbatim transcription).

For the Union:
Jason Evans: worker
Simone Menier: worker
Holly Krig, worker
Bill Pearson, President
Don Seaquist, Secretary/Treasurer
Bernie Hesse, Organizer
Jennifer Christensen, Representative

For the Company:
Maria Zachman, Store Manager
Mark Shiffmann, Attorney at Law
James Lathrop, Director HR

FMCS Mediator

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MS: A couple of preliminary things-
you had asked about the wage proposal and you had asked for a policy, we realized it is in the policy manual-
this is the old hand book which is still the current handbook in this store-
it talks about the milestone program and the proration-

this is also an updated copy of the employee list

BP: does this reflect the increases and adjustment?

MS: Yes.

And there is one other preliminary thing we want to talk about-
Currently each store has an SPT team � special process team, their primary function is receiving and sorting product
The company as a whole is changing the way it does things � inventory processing team-
Currently
The employees are aware of this because it is being rolled out around the country-
One is the change in name SPT to IPT
Increase in the number of hours allocated to this function �
Based on the new system there will be an additional 40 hours.
We intend to fill that with 2 part-time employees �
There is potentially going to be a shift of hours, schedule wise. Currently you guys start at 9:30, it should be at for a 10:00 start to cover. That may be shifted to 9:00 or 8:30 to do much of this work when the store is not open. This is difficult to do in a store this size. No one is adding or subtracting duties. The sellers will have less of a roll in shelving than they do now, will still be responsible for maintaining a section. The IPT will have a greater roll in shelving. The system is that we get shipments in they are sorted in to bins, sorted into v-carts and taken out on to the shelves �
In the new system, it will be sorted directly into carts eliminating the bin step making it more efficient.
The IPT will have primary responsibility for shelving.
There will also be a change in managerial duties, titles and who they report to.
Supervisors will have a different reporting line. Inventory supervisor will have more paperwork. IPT will have more time to receive sort shelve.
The premium � currently the SPT team receives a premium � will be grandfathered for (current) incumbent employees, but will not be available for new people moving into those positions.

If incumbents (i.e. Jason and Holly) were to move out of this team and into another function they will still receive this premium.

There will be a change in the payroll system.

BP: the additional hours � currently SPT works M-F
Are they going to be weekend?

MZ: could be Saturday and Sunday-

BP: I thought the idea was to get the books up within 24 hours-

MZ: there could be additional duties (if shipment comes in on Friday)

BP: it is clear that the SPT (IPT) will be shelving books

MS: I think that is the major difference � the IPT will also be called upon to do (customer/sales floor) additional duties in the store.

BP: the biggest question mark is in having additional bodies to do the work.
There has been questions about hours cuts in other stores and the work load.

MS: there were a number of trial stores in the Atlanta area. The reaction from the workers in the stores was very positive. The changes are not all that dramatic.

BP: the biggest change � to point out the obvious � is that you are not going to pay the premium. It is the one obvious change that becomes substantial.

DS: on the 40 hours that are going to be assigned they are not additional hours �

MS: they are not additional hours.

JC: so if you had 200 hours and you put 40 hours into IPT these are not additional hours, they are just reassigned to the job �

MZ: yes, the hours are the hours �

MS: here is a chart of the �possible� structure (managerial)
And here is a copy of the contract with the changes from last time.

BP: this is where we were?

MS: I like to take a break-
I�d like to get the IPT � SPT thing out of the way and then get to the responses.

BP: you can make the changes in the structure but we may respond in the wage proposal-

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break

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MS: We have an understanding�.

DS: July 1 implementation of the IPT program
I need to say that the inability for new people to earn premiums � is part of our wage increase.

MS: Yes, I would expect that. (It is also) subject to negotiations, if we reach an agreement then we would address any issues that may arise (such as back pay)

JS: In implementing the program July 1 � the new hires would be without premium?

MS: Yes. Then subject to any agreement we might achieve.

Did you have a chance to review the contract as revised?

DS: Yes. We agree with the changes that were made. (not agreed with it in its entirety, just that the changes are correct).

MS: as I understand it, is either they are absolute final, or close to it.

DS: yes

MS: (passed out responses to Union positions on open items
Read through these items)

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Break

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DS: We have some responses, I am going to skip over them, don�t read read into them �

MS: in the interest our next meeting if you have a response if you could get that to me �

DS: We have a counter proposal 3&4 are tied together for us
�Establish a labor management committee to address issues that are not contractual in nature. This committee will meet on a monthly basis. The number of committee members will be established at the store.�
What we thought and why 3&4 are tied together is because we felt the L & M committee could decide on the events.

Jumping to # 10, we would deleting your last three words to �the company will fill the available hours based on availability and seniority

#14 we would scratch Columbus and presidents day for two individually designated personal faith days.

Your #15 we would counter that to say �half� and not three because we are unsure of the number of holidays we will ultimately have. And then in your last sentence we would add based on inverse seniority.

MS: we would have trouble with it based on availability � a least senior employee might not be available.

JS: (clarification and re-propose) In the event of insufficient volunteers the employer may reassign by availability. In the event no employee is available the employer may assign by inverse seniority.

DS: #20 we can T.A. your proposal

#22 your counter for jury duty for PT we can TA that also

#23 what we were looking at and what we had concerns about was �if the needs of the store changes� need to include subject to seniority/layoff language

MS: not likely to be much of an issue with the employee being less than 1-year

DS: the wage proposal? Unavailable today?

MS: yes

DS: what if you got that to us to discuss with our committee.