Across 1. Perform 4. Part of a church 8. Permit 13. Entice 14. Cast off 15. Depart 16. Notion 17. Snob 18. Jury 19. Branch of knowledge 21. Afresh 23. Transfer 24. Peak 25. Alleviate 27. Anger 29. Strong and healthy 30. Large antelope 31. Circuit 34. Civilized 37. Manufactured 38. Tennis serve 39. Finished 40. Unforseen obstacle 41. Nimbus 42. Jurisprudence 43. Bitter quarrel between two parties 45. Pantry 47. Past times 48. Type of tree 49. Cultivate by growing 50. Beverage 51. Cab 52. Nocturnal mammal 55. Track 58. Metal fastener 60. Play 62. Assume 64. Unit of power 66. Detail or point

67. Form of entertainment 68. Region 69. Solitary 70. Knife 71. Thread 72. Conclusion Down 1. Sound 2. Crawl 3. Type of duck 4. Small viper 5. Idiomatic expression 6. Flows through France 7. Border 8. Mountain 9. Charter 10. Path 11. Kitchen appliance 12. Join together by heating 13. Raise up 20. Obligation to pay something 22. Air current 26. Alcoholic beverage 28. Regret 29. Atmosphere 30. Chitchat 31. Extol 32. Unit of area 33. Fruit 34. Game played on horseback 35. Ellipse 36. Salacious 37. Mire 40. Distilled from formented molasses 41. Supply with weapons 43. Fixed charge

44. Panache 45. Lacking in strictness 46. Desiccated 49. Waver 50. Lukewarm 51. Crown-like headdress 52. Wand 53. Remedy 54. Domesticated 55. Young sheep 56. Object of worship 57. Type of star

59. Not at home 61. Annoy 63. Golf pin 65. Bronze

Please contact the 8782 STRIKE and DEFENCE COMMITTEE if you have a contact for materials and or services

we can use on the line. Leave a message at ext.302 Page 8

FOR IMMEDIATE UPDATES PLEASE SEE:

Website: www.usw8782.com

Facebook: united steel workers local 8782

Twitter: @uswlocal8782

YouTube: search usw8782

Many Questions Mark Talbot Vice President USW Local 8782 We have been getting many ques-tions regarding the Company’s Fi-nal Proposal and what specifically are the potential losses. I will try to summarize it in a general fashion to answer some of the questions. I touched on the wage lev-els regarding seniority provisions etc. in last week’s issue of the newsletter, so I will not repeat any of that again... For people who have not had a chance to view the last newsletter please visit our website at www.usw8782.com and click on the Newsletter link. Wages – No Increase C.O.L.A. – by far the biggest im-pact. A new formula that would not trigger unless inflation exceeds three (3%) per year. Based on that formula and cost of living projec-tions over the next 3 years, the new formula would pay nothing over the 3 years. Basically this new formula would not likely pay ever unless inflation got out of con-trol. Even if it did pay it would not roll into your base wage, it gets paid out in a lump sum so your hourly rate would never go up and

you would continue to fall behind. That is contrary to what a cost of living formula is intended to do. This formula pays if it averaged over 3% inflation for the whole year. Even if it did not have the 3% trigger it would only pay ¼ of the current formula. The existing C.O.L.A. for-mula based on current projections of inflation over the next 3 years it would pay .37 in the first year, .40 in the second year and .41 in the third year. So based on working 2080 hours in a year that would amount to $770 in year one, $1601 in the second year and $2454 in the third year and each year going

forward. Inflation over the last 3 years was 2% each year and this C.O.L.A. formula paid just over 1% each year averaged over the 3 years. So it was keeping us at just over 50% of actual inflation. These increases do become part of your hourly rate and get rolled into you base rate. Continued on page 4...

volume 1, Issue 2 Friday May 10, 2013

If you have any photos or content you would like us to include in the news-letters or on the facebook page feel

free to forward them to : usw8782@hotmail.ca for our review.

USW 8782 Members, In this difficult time, we at Malo Dental un-derstand that the current situation may pre-sent financial hardships. As fellow members of the community, we at Malo Dental would like to help where we can. For that reason, for the duration of the lockout, we would like to offer the following emergency services at reduced rate in order to help ensure the basic maintenance of the oral health of you and your family: Fillings (cavities, lost fillings, broken teeth) — 40% fee reduction Extractions — 40% fee reduction All emergency fees will also be waived Please specifically inform whichever dentist you see that you are a member of USW 8782, and also mention it to our receptionist when you call. While our hope is that the current situation is a brief one, know that we are happy to help for as long as it takes, to ensure that the emergency dental needs of you and your family are met. Sincerely, Dr. Steven Malo Dr. Ian Malo

CEP Local 900

— Cash Donation

Power workers Unit

2.5, Unit 2.6

— Cash Donation

Norfolk Office

Supply

First Ontario

Credit Union,

Simcoe

CEP Local 900

Imperial Oil

—Wood and Food Do-

nation

Wally Parr Sausage

ESSO Convenience

Store,

Port Dover

Angry Beaver Tree

Trimming & Removal

— Wood Delivery

Malo Dental

Scott J.

— Wood

Rob Evans

— Coffee and Des-

sert

Gary Comer

— Wood

Scott Jenereaux

—Wood

Steve Muirhead

— Wood

Scott Smith

— Wood

We would like to thank everyone who has made

donations and offers

Page 7

Randy Graham I would like to start this weeks arti-cle by first talking a little about the significance of today, May 9

th. The

day of the Westray disaster in Stel-larton Nova Scotia 20 years ago. On May 9, 1992, there was an explosion in the Westray Mine. An explosion that was caused by a common deadly hazard in coal mines, the accumulation of me-thane gas. This methane gas haz-ard was one the company was well aware of. A hazard that the men in the mine had complained about to both the company as well as the Government authorities, to no avail. No one listened, no one cared! In the early morning hours of May 9

th, that hazard turned trag-

ic when the accumulating methane gas was accidentally ignited. Twenty six workers were killed that morning when the uncorrected hazard, a hazard of which the com-pany was well aware of, exploded. Twenty six loving families lost one

of their own. Eleven of the twenty six families did not

have a body to mourn over or say good bye to. Eleven of the twenty six workers could not be recovered and remain entombed in the Westray mine to this day. After a public inquiry, a No-va Scotia Supreme Court judge was so outraged by the failure of corporate senior offic-ers to prevent the tragedy that he called upon the Federal Government to re-vamp the Criminal Code. In 2004, after hard work and gov-ernment lobbying by Steel Workers like Nancy Hutchison, Bill C-45 (the “Westray Bill”) was finally passed imposing a duty on those who di-rect how people work to protect them from bodily harm. C.E.O.’s could now be held ac-countable and prosecuted when they killed workers. Unfortunately since it’s passing, many more Canadians have died at work with very few being investigated by police as possible charges under Bill C – 45. As a result, the Ontario Fed-eration of Labour (O.F.L.) repre-sented by Secretary Treasurer

Nancy Hutchison, (the very same Nancy Hutchison who, 20 years ago battled for this legislation as a proud Steel Worker) along with myself, representing the Steel Workers today, continue to lobby the various police forces to con-duct more investigations and work

jointly with the Ministry of Labour when dealing with work place fatali-ties. Even though we may be locked out by U. S. Steel, our fight for the protection of our workers continues. Take a moment to think about those 26 miners and lets not let their death be in vane. Remember, steel work-ers fight for more than money and benefits. Company’s like

U. S. Steel need to remember, when they injure or kill a worker, they will be held accountable.

"Kill a worker, Go to Jail"

“Kill a Worker, Go to Jail”

Randy Graham Executive/Negotiating Committee Member

From left to right, Hamilton Deputy Chief , Eric Girt, Chief of Police, Glenn De Caire, Hamilton and District Labour Council President, Mary Long, O.F.L. Secretary Treasurer, Nancy Hutchison, and my self, Randy Graham attending a May 8 th , 2013 meeting.

Page 6

Continued from page 1… This formula is calculated quarterly. So if you add it up over the Collective Agree-ment the “Concessions” would total $4825 per member in C.O.L.A. and $2454 every fu-ture year after the agreement not including any fur-ther C.O.L.A. calculation that would be eliminated so that amount would continue to grow. Vacations There will be a reduction of 2 weeks’ vacation, but on top of that the 20% prime time and 25% non-prime time vacation bonus would be eliminated. If you calculate it using the average job class 19 that amounts to $316 for non-prime time vacation and $253 for prime time vacation for each week of vacation you take. The Company proposal pays nothing after the first 16 weeks of the year and pays a maximum of $250 for the first 16 weeks. That is a reduction of $66 for each week in the first 16 weeks and a reduction of $316 and $253 dollars each week after that for each year of the Collective Agreement and every year after that. Potential impact — It could be higher or lower de-pending on your Job Class. The plant average job class was used for the calculation. The full impact if taken after the middle of April. 2 weeks - $632 per year 3 years - $1896 3 weeks - $948 per year 3 years - $2844 4 weeks - $1264 per year 3 years - $3792 5 weeks - $1580 per year 3 years - $4740 6 weeks - $1896 per year 3 years - $5688 7 weeks - $2212 per year 3 years - $6636 Then there is the elimination of the 15 week pre-retirement vacation which amounts to $19,000. Benefits There is a 10% co-pay and the $300 dollars each year of the Collective Agreement and dispensing fees capped at $7.00 as opposed to using the current drug card that covers all the costs except for 50 cents. Out of Country Medical This doesn’t sound like a big deal but as you get old-er the more expensive it becomes to buy and if you have a pre-existing condition i.e. heart condition etc. it will be impossible to purchase insurance. According to the National Research Department, this liability can be insured for as little as .01 cent per hour and by the Company’s own admission the payout over the last agreement was very minimal and not a big issue. But it is a big issue for our members and in

particular our retirees.

$70,000 Lifetime Maximum for Benefits The last few agreements there has been no maxi-mum. The Collective Agreement provided coverage for people that were over the $70,000. The Company will not provide this relief unless you forego your Out Of Country Medical. So now the people who are un-fortunate to be ill (Cancer, Heart, Disability, Disabled, Multiple Sclerosis etc) would have to cover all costs above $70,000. For people in this position those costs could be staggering at a time when they need it the most. We have a number of people in this situa-tion already. So do the math and total each portion I listed and see the total impact for the 3 years and beyond. Example: employee has 26 years of service, 6 weeks vacation $ 5,688 15 Pre-retirement vacation $19,000 C.O.L.A. $ 4,825 plus all future years of service Co-pay $ 900 plus dispensing fee Total $30,413 *All projections were based on numbers provided by the National Research Department

TSSA REMINDER

Anyone with TSSA Tickets please make sure you

keep track of your renewal! Page 4

Clark’s Pharmasave in Simcoe would like to help out USW 8782 with RX files. The members would need to come into any Clark’s location in Simcoe an we would review their medications with them and come up with an individual-ized plan on how to save them money on their Rx. As for the remainder of the store we would like to offer them 30% off all Pharmasave brand products at regular price excluding Codeine products. We have a full selection of products including vitamin & herbal supplements, toilet paper, tissue, meal replacement drinks, water, over the counter medications, sun screen etc. We invite you to come in and check out our great selec-tion of products. This offer will extend to all members who have a valid US Steel employee card for the remainder of the month of May 2013. Thanks, David Hilgartner

Where Are We Now?

Bill Ferguson It’s been a full time job getting into lockout mode. Unfortunately we are getting good at it. All commit-tees are working well: E.I. claims being filed and funds being set up. Thanks to everyone for pitching in and helping. The local can’t function without you. Our new social media pro-gram is up and we will get better at it with time. It’s a great communi-cation tool for the local. Response has been great and we will contin-ue to use it. We have been consistent in our message to both the Company and the community. We want a fair and "honest” deal. The Company has come out with their own spin on the issues, not so much for us but for the com-munity at large. Tales of hard times and "responsible deals”. Of course at your expense. We all have seen the ex-cesses of our employer and the Unions attempt to curb those ex-cesses. You only have to pick up the collective Agreement to see that enshrined in language that is

clear and to the point. The Senior level committee is vested with the ability to deal with all issue. But they chose to ignore it. "You Union and we Company" ...ok...but at the end of the day who pays, you and I? The Company says they need this deal because of losses. They just lost years of co-operative problem solving with this member-ship because of an outdated policy of fear and intimidation. The com-pany believes that by inspiring fear in their employees they will get what they want. Threats that are all too common to all of us. The Com-pany will spend more time and money trying to convince the world of their good intentions than actual-ly practice it. Respect for Employees is not a US Steel strong suit. Take a look at Health and Safety. We used to find, isolate, and educate employees about hazards. Now USS disciplines. We use to jointly investigate injuries. Now USS dis-ciplines. We use to let each other know about Deaths in each others families because we are family. Now its “Union Bullshit” The company bought a Steel plant that was a jewel in the crown of any company. A world

class facility with a motivated and engaged workforce. No one can say that wasn’t true prior to the takeover. So why does USS do what they do? I don’t know. Maybe it’s where we are located. Maybe Americans don’t like employee in-volvement. Maybe they just don’t like the idea of good employee re-lations. Only they can answer that. But running shady deal after shady deal, and relying on propaganda and fear is not going to get them anywhere! We have no problem with a negotiated offer. Not flim flam and hidden clauses. We have never had an issue with being responsi-ble and involved with the day to day operation. It states that in the collective agreement. Once again we call on US Steel to sit down and do a real agreement, so sooner or later it’s got to happen.

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