Representing 1,300 Manitoba Workers

Tentative Deal Reached

CEP Local 7 would like to advise its members that, as of late September 29, the union has reached a tentative deal with MTS Allstream through the conciliation process. Membership meetings will take place in Brandon and Winnipeg in the near future at which time, details of the tentative agreement will be explained.

Voting on the tentative agreement will be done in person in Winnipeg and Brandon and by mail-in ballot for those who work outside of those two locations. Please watch for the scheduled meeting dates and COME OUT TO VOTE! Your vote matters.

The Local 7 Bargaining Committee:
Diane Shaver, President
Patty Deschamps, Vice-President
Shannon Feldman, Ops Representative
Lea Baturin, National Representative

CEP Local 7 Negotiating Committee Report

The CEP Local 7 negotiating committee will soon be back at the bargaining table with MTS Allstream and a federally appointed Conciliator. The Conciliator's role is to try to facilitate a deal; he cannot force either the union or the company to agree to anything.

There will not be a binding collective agreement in place unless and until the CEP Local 7 bargaining unit members agree to "ratify" the deal, which means voting in favour of it. All employees within the bargaining unit are eligible to vote. Whether the agreement is accepted or not is determined by the majority of those who show up and vote. So please vote when the opportunity arrives.

Progress at the bargaining table so far has been limited to the following:

• 30 "new" RPT and 15 "new" RFT positions would be established, thereby creating 45 jobs with more secure employment
• (to be filled by senior applicants);
• vacation scheduling guidelines would be modified (particularly in relation to employees transferring between departments),
• work hours for CPT's and RPT's involved in shift trades and give aways would be more flexible (for example, a CPT could work in excess of the 49 biweekly cap if due to a shift give away);
• the priorities of the Scheduling Committee would be implementing consistent start times in the remaining units by the end of 2011, consistent end times wherever possible, shift bidding and preferential scheduling;
• the company would agree to post parking waiting lists at each applicable work location to be updated quarterly;
• all job applications and resumes would be transmitted to the Human Resources department electronically;
• Operators transferred into Clerical positions would be placed into the next highest wage rate to their own where their current wage falls between two wage levels;
• the company would provide 30 days written notice of any contracting out, including details of the nature of the work being contracted out, the company involved and expected duration.

Other items tentatively agreed were of an administrative nature, such as providing additional information to the union about employees' hourly rates, or adding language to cover off arbitration matters already resolved but not yet included in the collective agreement.

The main components of the company's monetary offer are the same as those agreed to between the company and TEAM. The package includes the following: wage increases of 0%, 0% and 2% over a three year agreement, a lump sum of $500 (non pensionable) payable in December 2012 (the company stated that, in CEP's case, only those employees who worked for the company on the date of ratification and were still employed by the company in December 2012, would be eligible to receive this payment); an increase of 1% to the Variable Pay Plan payout in year two of the contract (also non pensionable earnings).

Major concessions the company wants are to reduce overtime from double time to time and a half until after the first four hours of overtime worked in a week and a reduction in the VRTIP payout.

Since TEAM members ratified their contract, IBEW has been bargaining with MTS. Their union was faced with the same offer that is currently on the table for CEP. However, at conciliation, IBEW was able to achieve some gains with the company. The company would not budge on the wage increases. However, the company did agree to improve the VPP provision (bringing it from 1% to 2% in 2011 and to 3% for 2012) and to postpone the reduction in the overtime rate until the last day of the three-year contract. On September 8, the IBEW members voted on the tentative deal and we are advised it was a resounding NO! The IBEW bargaining committee now has a strike mandate.

Since TEAM concluded bargaining with MTS in the latter part of 2010, two significant things have happened. The cost of living has risen from under 1% and is hovering around 3%. In addition, MTS Allstream has now had three consecutive quarters of solid financial return. The Free Press recently reported that "the company produced strong operational results in both its Manitoba operations and its Allstream national enterprise division."

Revenue from wireless data plans was up 45%. Pierre Blouin is quoted as saying, "There is no sign that is going to slow down...What we have been talking about for so many years in the industry - the explosion of data and wireless devices - is now happening, I think." The newspaper notes that earnings per share were up a whopping 40.7% to 76 cents and net income was up 41.5% to $49.8 million.

Is it reasonable that, in the face of these financial gains, the company is insisting on a two year wage freeze plus concessions when other companies are paying wage increases of 2% per year on average, (including Sasktel)?

Further, when it comes to getting a fair wage deal, your bargaining committee is not content to bargain Variable Pay increases in place of basic pay increases. In the last round of VPP payouts, a large number of our members did not receive anything at all. Those who did, received a maximum .83% increase since the payout is also tied to the financial markers of the company and these are non-pensionable earnings.

The bargaining committee has worked hard to try to reach a mutually satisfactory deal with the company. Important items which are still part of the union agenda include fair wages and improved pension language and benefits.

The conciliation process is the last step before ratification or the declaration of a strike. We will be at the table with the conciliator and company on September 29 and 30. The union and company have agreed to an extension of the conciliator's mandate to October 15, 2011.

In accordance with federal labour law, employees are not allowed to strike for a further 21 days which brings us to November 5. We would therefore be in a legal strike position by November 6 as long as, prior to that, we have taken a proper strike vote and given the company 72 hours of our intention to strike. Both of these things must be done by law before employees are legally entitled to walk off the job.

Solidarity is of critical importance at this time. We encourage you to attend all future meetings, rallies and union events. If you have questions, we encourage you to phone the Local 7 office at 988-1408. We will keep you updated as to our progress. What do we want? A FAIR DEAL FOR ALL!

The CEP Local 7 Bargaining Committee consists of Diane Shaver, CEP Local 7 President - Patty Deschamps, CEP Local 7 Vice-President - Shannon Feldman, Operators Representative - Lea Baturin, CEP National Representative.

Letter of Support to IBEW from CEP

We at CEP understand that the IBEW Local 435 has received a strong strike mandate from their membership. CEP is also in the process of trying to negotiate a fair and reasonable contract with MTS Allstream. Our bargaining committee meets with the company and the conciliator on September 29 and 30, following which, our members will be in a legal strike position as of November 6.

More than ever, we appreciate the solidarity and support we have received from the IBEW executive and membership. Our issues are very similar and by working together, where possible, and continuing to provide each other with support and assistance, we are optimistic that much can be accomplished.

Our members are telling us at membership meetings exactly what we, as the bargaining committee have told the company. "This is NOT the time for a two year wage freeze and concessions."

The company has had three consecutive quarters of solid financial return and our members are facing escalating consumer prices. Now is the time for a deal which recognizes the hard work and effort both IBEW and CEP members have contributed to the success of the operation. We pledge to work with our IBEW brothers and join with you to reach a fair deal with MTS.

CEP Local 7 Members Can Refuse IBEW Work

Our brothers and sisters at IBEW will be in a legal strike position as of October 4. The issue of CEP members doing the work of IBEW while their members are on a legal strike, has come up.

You should know that you individually have the right to refuse to perform work normally done by IBEW members while their members are on strike. The Labour Code makes it an offence for MTS to impose any financial penalty or any discipline on any of our members who refuse to perform all or some of the duties and responsibilities of another employee participating in a legal strike at our workplace.

Many of you were involved in the 1999 lockout of CEP members by MTS. As of this time, CEP will be in a legal strike position on November 6. If you are asked to perform the duties of an IBEW member while their union is on strike, you should consider the effect of management or other unionized workers performing your job while you are striking for improved working conditions and the likely impact of prolonging the period of the labour unrest.

If you have questions, or if you feel at any time that you are being pressured into performing work of a striking coworker, please contact your steward or the CEP Local 7 office immediately at 988-1408.