Happenings at the Mill

Everyone should have received their raises on December 1st, 2009. Also, the Company short-term disability insurance has been increased to $415.00 per week, before taxes. This part of our null and void contract has to be honored by the Mill due to the fact that they are part of the few basic terms of employment.
The Covington Paperworkers Union was denied dues-check-off. Why? Not for just a bargaining tool, but due to the fact that this is not a basic term of employment and has to be negotiated. It has been confirmed by Mill Management that the Company has denied the right of arbitration to the Covington Paperworkers Union. The Company must agree to go to arbitration; the Covington Paperworkers Union cannot force the Company to arbitration since the contract is null and void. The Company's position is "NO" to any aritration request, according to Mill management sources.

Attendance Policy Changes

The Mill Human Resources Department has amended the attendance policy contrary to what was negotiated and agreed upon by the USW. Some of the changes that have been implemented are as follows:

• Any employee that is going to be late or absent must call the No.1 Watchbox and inform the guard, give your name and department.
• Any permission off that is given will be reviewed by the Mill Human Resources Department. If HR refuses the permission off, the employee will receive one point on their attendance record.

Department Transfer Policy Change

It has been reported that the Company is changing the Department Transfer Policy from the original agreement with the USW. The original agreement said that an employee could transfer twice per length of the contract with refusal to leave a department not counting against the employee. Now, the Company is counting the refusal to leave against the employee.

Firing Frenzy!

It appears that Human Resources is having a firing frenzy and enjoying it. Everyone at the Mill needs to watch each others back!

Safety Contract Is Coming!

It has been confirmed that a safety contract is coming this year. This is NOT a negotiated item by either the CPU or USW. You WILL have to sign it. When you do, sign it with your name under protest. Example -- John Doe Under Protest

Employee Evaluation in Force

Apparently, the CPU has agreed to the MWV Hourly Employee Evaluation Program. When you are approached by the Company for your evaluation, make sure that you have a CPU Shop Steward with you. It is the CPU's duty to represent you.