Clerical and CSR MOU Vote

Yesterday, December 21, 2021, the Union held multiple meetings for most of our DLC Clerical members and DLC Customer Service members.  Both groups reviewed, asked questions and voted on their respective MOU.  Both MOU's were based on work from home.   The following are the official results:

CLERICAL MOU

Accept - 92                 

Reject - 2

CUSTOMER SERVICE MOU:     

Accept - 72

Reject - 0

The Union leadership team thanks all the members that were able to join the meetings yesterday on such short notice.  The Union felt this was a very important issue that was on the minds of a lot of our members.  We are happy to share these results with you and relieve any undo stress this may have been causing you.  Thank you again and Happy Holidays

Paid Family Leave and Adoption Assistance

Paid Family Leave and Adoption Assistance

(For IBEW 29 members working at DLCO)

Effective on January 1, 2022, IBEW Local 29 represented employees working at DLCO will be eligible to participate in the Company’s Paid Family leave and Adoption Assistance benefits program as provided in section F of the Paid Time Off Policy for Non-Union Employees.

 

1.       Employee Eligibility - To be eligible for Paid Family Leave, an employee must have worked for the Company for a total of at least 12 months, and have worked at least 1,250 hours over the previous 12 months, as of the start of the leave.

2.      Time taken as Paid Family Leave for the birth or adoption of an employee’s child(ren) will run concurrently with any approved FMLA leave taken by the employee for the birth or adoption of the same child(ren).

3.      An employee may use Paid Family Leave for the birth or adoption of the employee's child, and to be with the child, within 12 months following: (1) birth of the employee’s child(ren), or (2) physical placement with the employee of the adopted child(ren) and completion of the adoption process. An employee’s approved allotment of Paid Family Leave expires at the end of the 12-month period beginning on the a. date of birth, or b. placement of the adopted child(ren) with employee and completion of the adoption process.

4.     An employee may use up to a maximum of four (4) weeks of Paid Family Leave at 100% pay within a rolling 12-month period measured backward from the day an employee uses any Paid Family Leave.

5.     If both parents (birth or adoptive) are employed by the Company and are eligible for Paid Family Leave, each employee-parent will be eligible to use up to four (4) weeks of Paid Family Leave at 100% pay in accordance with this Policy.

6.      To request Paid Family Leave, an employee must submit a completed Certification of Health-Care Provider form (“Certification”) to Human Resources. The completed Certification should be submitted as far in advance as practicable at least 30 days before the initial start of the leave.

7.       Paid Family Leave may be granted as a single continuous block or on an intermittent basis.

a.     Under some circumstances, employees may take Paid Family Leave intermittently – which means taking leave in separate blocks of time for the birth or adoption of a child and to be with the newborn or adopted child, or by reducing the employee’s normal weekly or daily work schedule for those reasons, up to a maximum of four (4) weeks within 12 months following birth or adoption in accordance with this Policy. Intermittent Paid Family Leave may be taken in increments of no less than one-half (1/2) hour.

b.     Employees who take Paid Family Leave intermittently or on a reduced work

schedule basis must make a reasonable effort to schedule the leave so as not to

unduly disrupt the Company’s operations.

c.      When an employee who has been approved for intermittent Paid Family Leave requests leave time that is unforeseeable, notice should be given to the

employee’s supervisor of the need for leave at least 30 minutes before the

employee’s normal start time. If circumstances prevent notice within the above

time, then employee must give notice of need for such leave as soon as

practicable. The employee must specifically reference the basis for the

intermittent Paid Family Leave at the time the employee calls off.

d.      If an employee’s request for intermittent leave is approved, the Company may later require a new Certification supporting the request for leave.

 

If you have any questions on your eligibility for paid leave please contact DLC’s HR department first and then feel free to follow up with a call to the Hall if you are not in agreement with some of their responses.

Paid Family Leave and Adoption Assistance

(For IBEW 29 members working at DLCO)

Effective on January 1, 2022, IBEW Local 29 represented employees working at DLCO will be eligible to participate in the Company’s Paid Family leave and Adoption Assistance benefits program as provided in section F of the Paid Time Off Policy for Non-Union Employees.

 

1.       Employee Eligibility - To be eligible for Paid Family Leave, an employee must have worked for the Company for a total of at least 12 months, and have worked at least 1,250 hours over the previous 12 months, as of the start of the leave.

2.      Time taken as Paid Family Leave for the birth or adoption of an employee’s child(ren) will run concurrently with any approved FMLA leave taken by the employee for the birth or adoption of the same child(ren).

3.      An employee may use Paid Family Leave for the birth or adoption of the employee's child, and to be with the child, within 12 months following: (1) birth of the employee’s child(ren), or (2) physical placement with the employee of the adopted child(ren) and completion of the adoption process. An employee’s approved allotment of Paid Family Leave expires at the end of the 12-month period beginning on the a. date of birth, or b. placement of the adopted child(ren) with employee and completion of the adoption process.

4.     An employee may use up to a maximum of four (4) weeks of Paid Family Leave at 100% pay within a rolling 12-month period measured backward from the day an employee uses any Paid Family Leave.

5.     If both parents (birth or adoptive) are employed by the Company and are eligible for Paid Family Leave, each employee-parent will be eligible to use up to four (4) weeks of Paid Family Leave at 100% pay in accordance with this Policy.

6.      To request Paid Family Leave, an employee must submit a completed Certification of Health-Care Provider form (“Certification”) to Human Resources. The completed Certification should be submitted as far in advance as practicable at least 30 days before the initial start of the leave.

7.       Paid Family Leave may be granted as a single continuous block or on an intermittent basis.

a.     Under some circumstances, employees may take Paid Family Leave intermittently – which means taking leave in separate blocks of time for the birth or adoption of a child and to be with the newborn or adopted child, or by reducing the employee’s normal weekly or daily work schedule for those reasons, up to a maximum of four (4) weeks within 12 months following birth or adoption in accordance with this Policy. Intermittent Paid Family Leave may be taken in increments of no less than one-half (1/2) hour.

b.     Employees who take Paid Family Leave intermittently or on a reduced work

schedule basis must make a reasonable effort to schedule the leave so as not to

unduly disrupt the Company’s operations.

c.      When an employee who has been approved for intermittent Paid Family Leave requests leave time that is unforeseeable, notice should be given to the

employee’s supervisor of the need for leave at least 30 minutes before the

employee’s normal start time. If circumstances prevent notice within the above

time, then employee must give notice of need for such leave as soon as

practicable. The employee must specifically reference the basis for the

intermittent Paid Family Leave at the time the employee calls off.

d.      If an employee’s request for intermittent leave is approved, the Company may later require a new Certification supporting the request for leave.

 

If you have any questions on your eligibility for paid leave please contact DLC’s HR department first and then feel free to follow up with a call to the Hall if you are not in agreement with some of their responses.

Operational Efficiencies MOU

The following workgroups voted on the Operational Efficiencies MOU over the past few days.  

Engineering Design Technician, Underground One Call Locator, Field Representative, Field Specialist, Meter Specialist, Field Meter Technician, Senior Operator/Troubleshooter, Overhead, Underground, Protection/Controls and Substation/Electrical Maintenance groups

The results counted on 12/2/2021 from the vote are as followed:

ACCEPT: 138

REJECT:  211

VOID:  1

TOTAL:  350 

The Union leadership thanks our members for showing up to vote and voicing their opinions and concerns.  The Union requests that members provide feedback to their stewards on what you liked or did not like with this MOU.  This feedback may give the Union the opportunity to go back to the company and get some things that the membership wants.  We thank our membership again for their feedback and for voting.  

DLC Work From Home update 8/9/21

Today (8/9/21) we met with the Company for the 3rd time in an effort to come to an agreement on a work from home MOU, both sides have made some movement but we still have some tough issues to get over. We will continue to work through this process to get our members an MOU that they can agree to and the Company can live with. We will need everyone's continued support as we try to find solutions to the obstacles in front of us. Our next meeting with the Company is on Tuesday August 17th we will do our best to keep you updated as much as possible and we should have more information for you in the near future.

Thanks

Kenn Bradley

DLC Work From Home

A meeting was held on Monday with the Company to discuss the possibility of Union members continuing to work from home even after the tentative return to work date of September 7th. The Company will be sending out a survey to try and get a feel for the needs of our members and they will share that information with us, so it is important that you participate and give honest answers to the questions.

The next step would be the the Company and Union would have to negotiate and come to an agreement on the terms that would apply to those members as we did during this pandemic even though it was a much simpler process since everyone that could work from home would. Going forward i am not sure what the terms will look like or if we will come to an agreement to allow everyone to work remotely. Like everything else there are pluses and minuses in working from home, so we will get your input and see if we can get to an agreement.

We will keep you as informed as much as possible along the way in each step of the process, the best way to stay informed is by looking at the updates that we put on the website, no other information will be available.......please fillout the surveys and stay tuned!!

Covid 19 Vaccine

New DLC Logo - White - .pngCOVID-19 Update

April 1, 2021

COVID-19 Vaccines Available for All Employees 

COMMUNICATIONS OVERVIEW

We’re pleased to share all DLC, DQE and TEN employees, including interns and EDT students, have the opportunity to register for their COVID-19 vaccine through Heritage Valley Health Systems (HVHS).

To facilitate this process, a member of the Future Planning Cell (FPC) will be in contact with Supervisors and above, or with employees directly, to share a registration form. Once your registration is complete, we will share our list with HVHS. At this point, a member of their team will contact you to schedule your appointment.

Listen to a special message from Interim President and CEO Mark Kaplan regarding the COVID-19 Vaccine.Scheduling may occur as quickly as next week, or could take several days. We are fortunate to offer this opportunity to employees, but cannot guarantee vaccination for all. Vaccinations will occur at one of two HVHS locations:

  • CCBC Dome – Maintenance Center, Campus Dr., Monaca, PA 15061
  • Robinson Township Staples Office Building – 6521 Steubenville Pike, Pittsburgh, PA 15205

It’s important to remember, vaccination is not mandatory or required. If you register for the vaccine, it is voluntary. Please also remember to never share any medical or disability-related information about yourself or a family member when registering for the vaccine or communicating with your FPC representative.

PLEASE NOTE: If you’ve already scheduled your COVID-19 vaccine appointment elsewhere, DO NOT CANCEL YOUR APPOINTMENT. We ask that you keep your existing appointment and allow others to schedule vaccination through HVHS.

Additionally, Interim President and CEO Mark Kaplan, in partnership with Todd Faulk, Vice President, Human Resources, shared details regarding this year’s Wellness Program, which includes a monetary incentive for receiving the COVID-19 vaccine.

VACCINE INCENTIVE AND PERMISSION TIME

Wellness Program

In addition to other monetary incentives offered through the Wellness Program – Live Well, you will have the opportunity to earn $320 if you receive the COVID-19 vaccine (one dose for Johnson & Johnson, two doses for Moderna or Pfizer).

In order to receive the incentive, proper documentation of your COVID-19 vaccine is required. In order to effectively track your vaccination, we’ve added a new “COVID-19 vaccine” tile to the Wellness Portal. After you’ve received your vaccine, you’ll document it on the Portal. This replaces the current reporting process where employees were asked to email their vaccine card to HR.

If you’ve already submitted proof of vaccination to Human Resources via email, you will not have to resubmit through the Portal.

Paid Permission Time

HR has approved the use of up to two hours of paid “permission time” for each dose when receiving the COVID-19 vaccine during your scheduled work day for Union and Non-Union employees.

To log permission time, read our latest update here.

ADDITIONAL INFORMATION

 

DLC bid list

We currently are working with the Company on updating how we recieve and post the job bid list on our website in a way that will make it easier to post and view. An up to date list for each position will be posted on the website by noon every Monday. This should be effective starting 3/15/2021. Thank you for your patience while we work on this improvement.

Bid list are now available by going to the menu section on the websites home page and clicking Bid List.

Arbitration scheduled

We have an arbitration scheduled on April 16, 2021 for a member who was terminated for sleeping while at work, i can not give details of the case at this time but we do not feel as though the employee should have been terminated based on the circumstances and facts of the case. These types of cases are never easy to win but we will do our best in defending our members.

DL Members � A Note When Submitting Bids Online

When submitting online bids please include seniority date, thank you.

DLC Sr. Operator MOU

The Company and Union finally came to an agreement on an MOU that we hope will entice our members to fill those positions with internal bids, but it may also help bring qualified lineman from the outside. The increase in hourly payrate and a retention payment are the two big improvements for our members. The company in return will save on the amount of overtime they will need to pay for covering all the shifts since those positions are so shorthanded. This will also be a welcomed relief for some of our Sr Operators in the form of time off on their off days.

The work on this MOU was at times very frustrating probably for both the company and union but we stuck with it, and for that, I want to thank everyone for the time they put into this. I want to especially thank the members on the union side since I know it's not easy for them to be out in the field trying to do their regular job and at the same time squeezing in time for meetings even after working a 16 hour shift. Their input was so valuable we could have not done it without them, also the fact that as a committee we all stuck together and listened to each other to come to the best possible solution on this MOU.

 

DLC CSR MOU

CSR MOU......An MOU for the Customer Service Department was agreed to as way to settle many grievances and issues that have been hurting the morale of that group. The Union was persistent on these issues and appreciate the members who spoke up and worked with the Union to help spotlight these issues. The other factor was the continued hard work and professional attitudes of all the members that work in that department. We look forward to a more positive work environment within the Call Center which will make it a department both the Union and Company can be proud of and employees love to work in.

Since David Johnson has arrived at DLC there have been and continue to be many positive changes in the Call Center including communication with the Union leadership. I believe he is steering the ship in the right direction and even though the water may not always be calm we will be able to work through any issues that come up. It's never easy trying to resolve issues when you think you are right, it usually means both sides will have to do something that they don't want to do but when that happens it benefits everyone.

I want to thank everyone that worked on this MOU from both the Company and Union (especially Nicole Greb & Melissa Majeski) as I think it will benefit everyone, and we look forward to working with David and his team in resolving issues as they come up.

 

DLC Contract Printing Update

The process of getting the new CBA printed has taken longer than normal due to limitations on being able to meet and review the changes that were made in negotiations. We were on course for the books to be printed by March but that was before COVID-19 hit and turned everything upside down and changed everyone’s priorities.

This process of reviewing the CBA is not as easy as it would seem, the contract needs reviewed from cover to cover. That includes all language along with all wage tables need verified that they are correct, the Table of Contents and index both need changes made to the page numbers due to the numerous changes throughout the book. The Union reviews the changes made by the Company and will go back and forth like this until both sides agree that all of the changes have been made correctly.

The Union has made a final review of the CBA but has found a handful of corrections that will need to be made, once the changes are made I believe it will be ready to be sent to the printer within the next week. I am not sure of the turn around time for the printer but I would hope that we would have the books by October.

I know contract books are one of the most fundamental and important parts of a union and every member is entitled to have one. We hope to have them to you soon but while we wait for the books, please refer to any contract changes by looking at the contract summary that was passed out at the ratification vote that was held in October. You can also talk to your steward or call the Union Hall if no steward is available.

Thanks for your patience

Kenn Bradley

DLC Contract Details