The committee went into negotiations with the primary goal of dealing with problems in dispatch and getting training and pay raises. To that end, we arrived at a 2-pay period dispatch system, that should take care of many of our dispatch problems, We also tendered an IBU Training Leave Bank which would be funded out of annual contributions from our members, to help pay for wages when taking training offered by the State. Training needed for advancement or to maintain our current jobs will be paid for an IBU Training Fund managed by an IBU training committee made up of three IBU members and three AMHS management representatives. The State claims it is not their intention for this new $100,000 per year training account to be robbing from amounts we already are getting for training.

 

This was possibly one of the most oppositional negotiations of IBU history. The State’s starting philosophy, which they plainly stated, was that this new contract was not going to cost them anything, it was going to be a “zero cost” contract. In other words, the workers through changing aspects of the contract - are going to be “paying” for any pay raises, etc. If there is to be no net gain in benefit cost, according to the State’s math, the most we can imagine under the State’s philosophy, is for us to tread water - if that.

 

This is the States last and final offer. I want to deal with where we are at now. Not what could have been (This TA could have been worse for us - given the State’s anti-labor and anti marine transportation attitude). With this report I want to keep in mind the net outcome of this TA over the last contract. It is the best that Darryl and we as a team could deliver for you.

 

The State is big on having us switch to a Personal Leave system only. And perhaps the biggest part of our paying for any pay raise and other provisions of the TA would be in changes to Rule 31, which would end our annual 2 weeks sick-leave accrual, for use by ourselves or for family leave. Also it would eliminate the use of sick leave to attend funerals. It would, however allow us to transfer 40% of our existing sick leave bank to a “Personal Leave” bank, created out of our existing Vacation bank in Rule 23. Access to one’s residual sick leave account would be through one’s Personal Leave account. One’s 3-day use of sick leave without a Dr.’s report, would cease, but instead come from our Personal Leave account. Only after 10 - day or more medical event, could any of our remaining sick leave be accessed, and then it can be used retroactively to the start of the 10- day or more event.

 

Under the new TA, new-hires, hired after July 1, 2008, will no longer accrue sick leave. They will accrue Personal Leave only, and their new Tier will max out at 4 weeks/year. New hires will begin to accrue their proportionate personal leave after 6 months of service, at which time they will get 42 hours.

 

 

·         Elimination of split wages in Rule 7.The State assures us we can trust them to actively seek replacement of missing workers..

·         Eliminating language from Rule 7.04 preventing AMHS from subcontracting out security for ships during lay-up, dry-docking or maintenance status, whenever a Master is on board. Also the new rule 7.04 eliminates the “federally funded” stipulation for projects, and allows the State to have complete discretion whether or not crew will be assigned to the vessel while in the hands of the shipyard.

·          Allowing the State to contract out during minimal manning periods of “lay-up” (an undefined term) in Rule 16. The State assures us we can trust them to keep this “minimal”. Also the State would get the ability to pay OT only for hours worked on a crew member’s days off in the yard instead of the minimum of 8.4 hours regardless of hours worked. New language states that volunteers for such duty will be called before any workers are required to work on their days off.

·         Reducing “unearned wages” in Rule 9, which paid a week’s wages if an employee got off sick. The new plan would pay them only back to their change port or home (whichever was sooner).

·         Adding ports to the existing language in Rule 1.05, by way of Letter of Agreement, which allows AMHS to contract out services to the SW system ports of Port Lyons, Chenega Bay and Tatitlek during the Tusty Yard period this winter.

 

This is as far as the State would go to sweeten this TA. For SW members, there is only gain in the form of a pay raise. There won’t be much of a negative impact to our SW Brothers and Sisters, they won’t be “paying” anything like what the SE members will be. Yet, there are some SE members with a lot of sick leave on the books for whom a transfer of 40% of their Sick Leave into their new Personal Leave account may be tempting. Tier 1 guys currently get seven weeks vacation with two weeks of sick leave. Tier Two guys currently get 5 weeks, (with one week’s lump sum) and two weeks sick leave.

 

The State wants a contract. They plainly stated so, and referred to their trials with the legislature, who thinks the State is the gang that can’t shoot straight regarding the AMHS. The State wants to quantify their costs so they want a contract. They are counting on a combination of sweeteners and remorse from turning down the last TA, to swing this one.

 

So this will be our choice again, we need your vote, your voice in the matter. Last years TA got turned down over health care being dropped approximately $20 a month, in spite of higher health premiums. It would be ironic if we let go of our sick leave accrual worth $300 a month, in approving this one. I’m sure we will all be thinking about this TA carefully, and doing the math.

 

If this TA does not get ratified, it is unlikely that the State would “implement” anything outside the boundaries of the last contract; they haven’t in the past. Yet with this gang - who knows?

But if they do, it would leave the door wide open for us to “implement” also – know what I mean?