After careful thought and consideration, I have decided to resign as Local Union President. While I consider it an honor and a privilege to have spent the last several years representing the Local Union (LU), the demands of the job have impacted other areas of my life and health and I need to move on to something less demanding. While I had been contemplating some type of change for a couple of months now, I never could find the right moment. Fortunately for me, the restoration of the Company Service Credit presented such an opportunity.
For the duration of my unexpired term, Todd Nelson will assume the office of USW 550 Local Union President. Todd is well prepared to continue to lead the LU on its present course, and I hope that he receives the support and encouragement that is needed to lead such a large and diverse group. Todd has two children at home that will sacrifice some family time so he can lead the LU. Make sure their sacrifice is both respected and appreciated.
Given that this is my last union publication, I wanted to take this opportunity to give you some insight concerning the job of LU President. Hopefully, you can then gain a better understanding and appreciation for the effort and sacrifice that is required to do it.
Compensation: The LU President’s pay is set by contract. All union business and travel performed after normal work hours (evenings, weekends, holidays etc.,) is not covered. Each LU Officer (regardless of level of responsibility) receives a monthly stipend from the LU of $330.00 dollars to offset this loss. After taxes, my stipend amounted to less than $50.00 per week. Hardly what anyone would classify as a “windfall”. In fact, one (8) hour block of overtime a month roughly equates to the monthly stipend, and is a lot less stressful to earn.
Time allotment: Currently, the LU President is full-time union business. However, this “past practice” is only applicable to the USEC contract and to a LU President that happens to be a USEC employee. Should a LU President be elected from another unit, this practice will not apply unless the other employer agrees to it.
Time commitment: The time commitment required to do this job correctly has become immense. While supportive of my efforts, my family grew to dislike the loss of family time that was required to do it. From their perspective, forfeiting time - for those who don’t appreciate anything that is done for them – became a hard pill to swallow. But that type of sacrifice isn’t just limited to this job. In 2006, our Staff Rep missed his daughters 17th birthday while we wrapped up the last PRS negotiating session. I just imagine that didn’t go over too well at home either.
Current Standing: Our standing within the local community and in Washington is very good. We have access everywhere we need to help ensure that the plant continues to operate. However, such access must be continuously maintained. Digressing from where we are today, only to revert back to a archaic pattern of filing bogus grievances (so the folks erroneously think that they are being represented) is the worst thing that could happen to the LU.
Image IS everything: The LU President is the face and the voice of this union outside of the plant. As such, the target audiences see each of you through him. Present a logical and well informed position and people see a logical and well informed membership. Project a radical “damn them company bastards” mentality and they assume that mindset exists in every one of you. Government officials view radical union members in a very unfavorable light. Given the degree to which we are dependent on their help, this is not the image that you want projected for PGDP.
The “U” in Union: I can’t count the times that a members asked me, “What is the union going to do about….?” The LU is not a mysterious “third entity” on the plant site like our infamous “they”. It also isn’t an insurance agency where you file a claim and wait around for the check. The LU is an organization of working men and women with a defined purpose and a common goal. In reality, it is each and every one of you.
My “Bumping Rights” position: Given that my position on this matter is often misrepresented, I want to set the record straight: In the fall of 2003, I unsuccessfully campaigned for the LU Presidency. As a USEC shift worker, I had little occasion to interact with our clean-up members, and knew very few of them personally. Prior to the election, I made a few campaign visits to talk with some of them and get acquainted. Given that the bumping rights issue was their main concern at the time, I was asked if I would support this effort. I said no. I clarified this response by saying that I understood their job security concern’s, but I was not about to lie to them to get a vote. I also stated that my decision not to support the effort was based on the following criteria: First, the bumping rights were put into place as a safeguard for USEC workers in case of a plant closure and were in effect before the first cleanup worker transitioned or was hired “off the street”. Secondly, I told them that USEC was recalling workers and I felt that there would not be any additional USEC layoffs. Lastly, I told them that you cannot take a benefit away from one unit in a Local Union and give it to another without causing a division within the LU. Almost six years later, no additional USEC layoffs have occurred and we now have a deeply divided union.
LU Political Landscape: In several newsletters, I have said that LU politics are as ugly as any other. Mandating that Committeemen sign documents - to ensure that they can't "crawfish"to the membership - is but one unfortunate example. In addition, the propensity for some of our members to believe everything they hear (without bothering to check the validity of the information before condemning those who supposedly did it) is equally unfortunate. In most cases, we don't get the benefit of the doubt because some folks are just too lazy to check the accuracy of the information, or just want to stir up trouble. Recently, I was asked in general if I had more problems dealing with hourly or management folks. I answered, “hourly” without hesitation. Why? Because a certain faction of our "high maintenance" membership will never be satisfied; regardless of what is done for them. Experience has shown me that the members that are usually the hardest to please are also the ones with "hidden" or self serving agendas.
“Playhouses and Gravy Trains”: In the last few years, we have torn down a few playhouses and derailed a few trains. We have also made a few enemies along the way. Winston Churchill once said, “You have enemies? Good. This means that at some point in your life, you stood for something”. President Woodrow Wilson said that the quickest way to make an enemy is to change something. Both statements couldn’t be truer; especially in the world of union politics. A few years ago, our checkbook account had a little over $8,000.00 dollars in it. Now, it has well over $100,000.00 in it because we changed the way we conduct our business. In 2005, one Committeeman amassed over $7,000.00 in “lost time” in addition to his monthly stipend. We put a stop to this type of abuse as well.
Current conditions: The workload required to run the LU has reached a critical state. In addition to our four current contracts, and its 830 plus members, we also have responsibilities for: DC lobbying efforts; oversight of the HAZWOPER and WHPP programs, as well as involvement in the EEOICPA program. We write the yearly appropriations language that helps fund the WHPP program; we have legal responsibilities concerning the LU finances; as well as operation of the union hall and the employment oversight of our LU secretary. All of which is done by one full-time LU President and one part-time Vice President who USEC has temporarily allowed to work full-time union business to help lighten the load. Whether the answer is to separate the LU into a production and clean-up side, or some other type of split, I am not completely sure. What I am sure of is that it can’t remain like it is. Unless the workload decreases, anybody that tries to stay on top of this many issues will simply burn out.
In Sum: While the average member does not understand the full degree to which items like the Russian Suspension Agreement, The Domenici Bill and the Supreme Court case helped the plant’s future, they remain significant nonetheless. These items coupled with internal accomplishments like: restoration of the life insurance, the filter room issue, organizing the PRS Rad-Con Techs and restoration of the USEC “strike time” etc., all combine to put us in a very positive light with respect to healthy and productive labor relations climate all across the site. This to, must be maintained. My critics were pissed because I wouldn’t engage in creating hate and discontent and tried their best to stir up controversy all of the time. I don’t want to come to work everyday in that type of atmosphere, and I believe that most of you don’t either.
Upcoming election: With all that lies ahead, this year’s election could well be the most crucial election in the plant’s history. My advice to each of you would be to vote like your job depends on it, because it just might. During the next term, the person that you elect will negotiate three labor contracts (including USEC). He or she will also have to monitor the implementation of three DOE clean-up contracts as well. These DOE contracts are complicated and require a ton of vigilance and oversight.
Should a candidate come asking for your vote when the campaign season starts, ask them tough questions and demand substantive answers. If a former officer – who is campaigning to get back in office - tries to take credit for something that was accomplished AFTER they left office, ask them why it wasn’t done when they were IN office, then vote for somebody else. They obviously think the membership isn’t real savvy, or they wouldn’t attempt such a tactic.
LU elections should be about substantive issues, not popularity contests. Ballots cast on a “what did he do for me lately” mindset are an indicator of a short sided mentality. Given what lies ahead for the plant and your future, you might want to consider more in-depth selection criteria. In addition, consider voting for “like minded” individuals. Even though each office is elected separately, voting for officers of different philosophies is a recipe for disaster.
Also, if you find someone willing to do this job for the right reasons, and tries to do the right thing, stop by the union office from time to time and just say, “Thanks for what you do”. I can assure you from experience that it isn’t heard nearly often enough, but greatly appreciated when it is. The job of LU President isn’t always the worst job on the site, but it is usually somewhere in the top five.
In closing: Even though many sacrifices are required to do this job, I wouldn’t hesitate to do it all over again. For the overwhelming majority of folks that were supportive and appreciative of our efforts, please accept my heartfelt thanks. To my critics, I simply say, "Step up, or shut up". On average, less than one-half of one percent of our members run for office (.03% to be exact), and that is unfortunate. Most wouldn't consider sacrificing the time and money to do it, but that excuse doesn't resonate with those of us who have given up just that. The fact of the matter is that you don't have to like the person doing the job. But given that he is doing the job that you woudn't consider doing, be adult enough to show some respect for the effort that is required, even if you don't agree with it.
From the 2006 restoration of life insurance to the 2009 restoration of the lost Company Service Credit, the results of our professional “interest based” way of conducting union business speaks for itself. We enjoy some of the highest wages and benefits to be found in this area. We also enjoy some of the safest working conditions as well. In fact, we are considerable more blessed that we will admit.
