Letter to the Editor

            On January 16^th, a retirement party was held at the Local 480 Hall for five retiring members – Joe Liblong, Richard Adcock, Don Brandt, Bob Breen and Brett Rakuson.  It was a highly successful party with nothing but rave reviews. 

            As a bartender at this event, I noticed quite a cross-section of people, former retirees, retired and current staff, and current employees together with spouses and families.  Everyone I talked to raved about the party saying what a successful event it was and asking why don’t more retirees do this. 

            So, my question to people about to retire in the near futures and beyond is why don’t you consider this option to pool together to make your retirement party as successful! 

            The Hall was maxed out as far as the number of people it can hold, in fact, there were close to 200 people there.  In all, very nice party.

            In closing, I would like to congratulate the five retirees and say, “Happy Retirement!”

Larry Handley

Letter to the Editor:

            I would like to draw your attention to the fact that not only is the Local 480 Union Hall available to the public for rental, but that USW members are welcome to use our Hall.  This was demonstrated last Friday, January 15^th, when a party honouring retirees Brett Rakuson, Richard Adcock, Bob Breen, Don Brandt and Joe Liblong was held for about 180 people.

            Doug Jones, Rick Fontaine, Armindo deMedeiros, Derm Jackman, Larry Handley and other members of the Executive were on hand to help make it a memorable evening for the retirees and their guests.  A big thanks for their bartending and announcing skills.  Everyone had a great time – lots of laughs, great eats and good friends!

            We are very fortunate to have such a dedicated Union staff willing to help their members, so heads up – more members should take advantage of using the Union Hall on occasions such as retirements, annual meetings, etc.

Thanks again, Dave Bortnick

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Safety Article - Steve Como / Ray Nelson

Start Safely in ‘09

            Now that the holiday season is behind us, hopefully everyone is ready for a safe 2009!  Last year, we had 13 lost time incidents which is far fewer that the 37 LTI’s in 2007.  Even with 13 LTI’s, this is far too many and we must all strive to do better. 

            We need to step back and make sure we are doing each job safely.  One of the best tools to use is to do a thorough Field Level Risk Assessment before we do any job.  Look at each job as if it were the first time you have ever seen it. 

            First thing you should ask yourself is, “Am I trained and qualified to do the job safely?” Here are some examples of issues to look for:

- proper personal protective equipment (PPE)

- pinch points

- falls, trips, slip hazards

- clean-up required

- overhead hazards

- molten metal splashing

- chemical splashing

- noise

- proper communication

- mobile equipment moving in your area

- rotating or moving plant equipment

- is a lock-out required

- confined space procedure required

- electrical hazard

- proper permits are in place

            These are just some examples of hazards that may be present and there are many more.  Some examples of training that you may require to do your job safely are lockout, confined space, fall protection, WHMIS, etc.  Remember, if you are not trained, you don’t do the job!

            There is no simple job any more.  All of the above has to be in your mind for each and every job.  If you are unsure, don’t be afraid to ask. 

            Take time for safety.  Nothing is worth the cost to your health.  A safe and healthy workplace is your right! 

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1.                   Reduction to benefits rates from 75% of gross income to 90% of net income, resulting in the injured worker receiving less;

2.                   Restrictions on compensation for permanent chronic pain, to a maximum of 2.5% no matter how severe the pain;

3.                   Decrease in functional pensions, smaller disability awards and pensions only paid to age 65 and not for the balance of the injured worker’s life;

4.                   Virtual elimination of vocational rehabilitation assistance;

5.                   Unfriendly and inaccessible appeal processes that have become technical, complicated and difficult to understand, together with a worsening “culture of denial” throughout the appeal process;

6.                   Loss of earnings pensions eliminated.  Prior to 2002, the WCB awarded an average of 970 loss of earnings pensions per year.  After the new policies took effect, and, based on a similar number of permanently injured workers (about 1500 per year, in 2006, there were 39 loss of earnings pensions and 60 in 2007.  The effect of the new policies have reduced loss of earnings pensions by well over 90%. 

            Another alarming statistic is the surplus dollars which keep growing each year due to the denial of so many claims.  Despite declining employer assessments, the WCB has a growing surplus.  In 2005, the Board had a surplus of $474 million and that grew to $984 million in 2006 and grows bigger each year.

            These are just some of the facts as a result of the changes made in 2002 on the backs of the injured worker.  So, tell me, who benefits from WorkSafe BC?  Is it the injured worker or the employer with their reduced assessments or the case managers who decline the claims and receive substantial bonuses at the end of the year?  This is criminal and has to be stopped. 

            Entitlement to compensation or workplace injuries should be paid regardless of fault.  There should be security and speed of payments for compensation benefits without need of court-like process which causes long delays in receiving benefits.

            Compensation and rehabilitation of injured workers, along with the prevention of workplace injuries is the foundation of the workers compensation system and costs of that system should be borne by employers/industry.  Injured workers and their dependents should be entitled to full compensation for loss of earnings and earnings capacity caused by workplace injury, conditions, or disease.  All injured workers are entitled to be treated with dignity and respect throughout their dealings in the process of the compensation system.  Pressure must be put on the government to make changes to WorkSafe policies as to what they were prior to 2002.  I ask all of you to write to your MLA and have them put pressure on the Liberal government to make these changes. 

            Meanwhile, I ask you to work safe and report all injuries right away! even if you think it was minor.  Protect yourself from being a victim of the system because guaranteed, you will not like the experience of going through appeals .  The reality is that a denial of a claim and denial of a loss of earnings pension can mean poverty for the injured workers.  The alternative , if WorkSafe BC continues to deny claims at the rate they are doing, is to make employers/industry accountable for their employees. 

In solidarity, Army

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Finance Report - Rick Fontaine

            With so many of our brothers and sisters taking advantage of the current pension, we are often asked for our opinion as to whether they should stay with the pension plan or take their commuted value and manage their own investments.  While we feel there are obvious advantages to staying with our pension plan, it is a very personal decision that only you can decide with some very sound financial advice.  Take all of your financial information to a trusted personal financial advisor and have them evaluate your information.  In fact, we strongly advise getting the opinion of at least two or even three advisors. 

            Gerry LaRouche, a former Teck employee and currently associated with The Affolter Financial Group,  has written a paper expressing his own personal views that has some good, sound information for you to consider.  I will reprint this paper in full for anyone who would like a copy or I can e-mail the article to you.  I have reprinted excerpts of the article below for you to consider:

            “If you select the boy-out option, you will be left to manage all those investment accounts and your retirement income.  This will become your self-directed registered income plan.  Unless you have the knowledge and experience, it is strongly suggested that you let a qualified financial advisor do it for you.  The annual fee to manage your investments can range from 1 - 3% of your assets.

            The Company provided DB retirees with Medical, Extended Health and Life Insurance benefits.  Under the buy-out option, the right to such benefits is lost.  This leaves the pensioner open to significant risks of covering the cost of long-term care.  During the advanced ages of retirees and spouses, you are likely to require more medical attention and your health costs are likely to keep on rising and become an important part of your cost of living.  Those costs of about $2000 a year are expected to rise ..

            There are some cases where the buy-out option may be recommended.  For example, someone in poor health and expecting a short life expectancy.  Under the DB plan, the surviving spouse will receive only 60% of the pension income.  Under the buy-out, all the assets in the LIRA, RRIF and RRSP are transferred to the surviving spouse tax exempt.  It’s common knowledge among pension experts that unless you don’t expect to survive to age 55, you are probably better off leaving your pension in the DB plan.

            Selecting your pension plan is a complex and critical decision to make.  It may be the most expensive decision that will affect you and your spouse for the rest of your life.  The majority of people are unaware of the risk and pitfalls that lay ahead of them during the 30 - 40 years of their retirement where more than half of their income will depend on the decision they make today.  Many important issues need to be addressed: retirement objectives, financial and personal circumstances, etc.  A careful look at your risk management and tax planning options should be considered in this decision ...

            A study done by a U.S. firm ... indicates that people are not doing a good job managing their own investments in a pension plan. ... and confirms that buy-out pensions provide the retiree with only 25 - 30% of their pre-retirement salaries compared with the 60 - 70% income replacement enjoyed by those enrolled in a DB plan.

            Pension income from the DB plan can be split up to 50% with your spouse.  Pension income received from the buy-out plan can only be split after you have reached age 65.  Being able to split your pension with a lower income spouse can lower your income taxes.  Also, the DB plan allows you to claim the pension tax credit which totals about $700 a year for the couple.  Under the buy-out plan, you have to wait until age 65 before you can make the same claim.

            The decision to convert your pension is a call to make only with a qualified financial advisor.   It is recommended that you consult with at lease three professional financial advisors to ensure an unbiased recommendation free of any conflicts of interest  ..” 

            Please let me know if you want full copy of this report. 

In solidarity, Rick

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GRIEVANCE REPORT - Brian Onyschak

            As this is the first issue of the newspaper this year, I want to wish everyone a great year in 2009 and hope that you and your families stay healthy throughout the year!

            On to the Grievance Committee update.  Back in November, we held a Level I Shop Steward School  at your Union Hall with a dozen keen attendees.  There was a great mixture of both new employees and long-service employees.  Everyone at the school felt they had a positive experience and felt it was very informative.  I would like to thank all those who attended and encourage you to stay involved.

            One of the challenges faced by the Grievance Committee is to keep everyone involved and informed so they don’t lose interest.  To this end, I have developed a Shop Steward contact list (e-mail).   I will using this to send regular updates on the issues being dealt with by the Committee.  If you are a Shop Steward and would like to be added to the mailing list, please send me your e-mail address (either home or work) and I will add you to the list. 

            If you are interested in becoming a Shop Steward, please contact me at the Union Hall ( This e-mail address is being protected from spam bots, you need JavaScript enabled to view it ) or by telephone (250-368-9131) and I will make sure that I get a sign-up card to you to join.  Everyone is welcome!

            For those Stewards who attended the Level I course in November, I will be putting on a Level II course later this spring.  When I have more information, I will be contacting you to see if you are interested in attending this school.  The Grievance Committee will also be discussing other ways of keeping you involved such as having you attend our Chief Shop Steward meetings on a rotational basis, giving active Stewards more training both in-house and at courses that are put on through our District Office or the Canadian Labour Congress.  My belief is that training is one of the most important factors in becoming an efficient Steward to represent our members on the property and my commitment to you is that I will ensure that you receive the necessary training. 

            The following members have recently attended the Level I Steward School.  If you have any issues in your work area, please feel free to utilize these Stewards and make them welcome!

James Scott                  Pipefitter           SLP

Glenn Boyczuk  Op/Instructor     Silver Refinery

Andy Johnson                Operator            Refinery

Graham Wilson  Truck Driver       Warehouse

Daniel Neil                     Machinist          Machine Shop

Norm Murdoch   Equip Op           Property Support

Daven Ling                    Machinist          Machine Shop

Gary Issel                     Pipefitter           Roaster Acid

Ron Cox                        Operator            Warfield

Rick Fontaine                Carpenter          Utilities

Chris Walker                 Operator            Spec. Equipment

Shayne O’Day   Op/Instructor     E&M Melting

            The next issue I would like to address is inappropriate e-mails that are being sent through the Company’s e-mail system.  The Company views this as very serious infraction and the discipline they decide on reflects those views. 

            We recently had an incident involving some of our members and the Company did not treat this issue lightly.  Your Grievance Committee did their due diligence and researched the labour law on this matter.  What we found was that arbitrators view this as a very serious matter as well and have upheld or issued some very serious discipline themselves.  While such cases would have to be judged on the merits, believe me when I tell you that the Company has very little tolerance with regard to this subject.

            I have heard it said that there should be no discipline for our members if they are involved in this type of activity.  Let’s remember that it is a whole different world out there today and that political correctness is a big issue today.  So, I ask all of you to please remove any e-mails that may be deemed inappropriate by other people as per the Company’s electronic policy and do not send or forward any of these types of material for your own sake. 

            Remember, you may not agree with the Company’s take on this issue, but it seems that employment law supports their argument to a certain extent.  I am just saying that it is not worth getting in trouble over something like this so please consider stopping this activity if you are involved in any way.

In solidarity, Brian

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Safety Updates

Safety Rep School

            We will be holding a Level I Safety Rep School on Feb. 24, 25, and 26.  This is a school for  Safety Reps who are just getting involved in the Committee and who have not attended a school before.  The response has been terrific and we have 14 Local 480 members and 4 Local 9705 members confirmed to attend.  Our Committee is looking forward to training these new Reps and anxious to put them to work dealing with safety and health issues within the operation. 

Planning Session

            Our Committee is currently taking part in a Joint Health & Safety Planning Session with the Company’s Health & Safety Dept.  The purpose of these sessions will be to prioritize health and safety issues facing employees, how we plan to deal with them and a commitment to time lines for getting the work done.  Our Committee feels this is a very valuable exercise and will be beneficial in establishing Joint Committees to work on and resolve health and safety issues within the operations.

HPI Crew Talks

            By this time, all employees should be receiving High Potential Incident reviews through crew talks.  This is a very valuable communication tool to inform employees of incidents on our worksite as well as incidents from other worksites that may pertain to us.  These reviews have been deemed mandatory by senior management.  If you have not attended one of these reviews, ask your supervisor why not. 

Lockout Committee

            The Joint Lockout Committee will reconvene in the next month to address some of the questions and concerns that have been raised since the revamp of our lockout procedures.  There have been issues raised such as green lock application, care and control of keys and key box lockout list retention.  A lockout audit checklist has been developed and this will be reviewed.  I expect the Committee will be able to discuss all the concerns raised and communicate answers to these issues to all employees as soon as possible.

Advanced Safe Lifting Training

            We have had numerous calls in the past with regard to the duties that may be expected of employees who have taken the advanced safe lifting course.  It seems that some supervisors may be expecting these employees to perform work beyond the intent of the training.  I want to reiterate that this training was given to these employees to service themselves!  This intent was confirmed when the course was being developed, as well as when it was being rolled out to employees and again this week at a meeting with management.  If you have any concerns regarding the tasks you are being given with regard to safe lifting, please inform your supervisor.  If the concerns are not resolved to your satisfaction, please contact me or a member of your Safety Committee. 

Norm (box this)

Congratulations to the Leaching Business Area for achieving 1 year LTI free!

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