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Correct Date16th May 2018



NewDate12th May 2018



Volunteer for The Caring Place3rd May 2018



The Caring Place3rd May 2018



USW 12775 News of the Day:2nd May 2018



USW 12775 News of the Day:21st March 2018



Komets Outing24th January 2018



Need Action Now18th November 2017



Need action now16th November 2017



Announcing Vets of Steel17th October 2017



USW 12775 News of the Day:6th September 2017



USW 12775 News of the Day:24th August 2017
Four free South Bend Cubs Tickets!

South Bend Cubs has given USW 12775 four free tickets for the August 28th or August 30th night games. If you are a 12775 member and would like to have your name entered into the drawing, call the 12775 office and leave your name, telephone number, and email address with Tina. One winner will receive all four tickets. The winning name will be drawled tomorrow, Friday, August 25th, at 3:00pm CST


USW 12775 News of the Day:23rd August 2017



Rail cats Game3rd July 2017



USW 12775 News of the Day:29th May 2017


USW 12775 News of the Day:26th May 2017


USW 12775 News of the Day:25th May 2017


Members support our Vets24th May 2017



USW 12775 News of the Day:23rd May 2017


USW 12775 News of the Day:22nd May 2017


USW 12775 News of the Day:19th May 2017


USW 12775 News of the Day:17th May 2017


USW 12775 News of the Day:15th May 2017


USW 12775 News of the Day:14th May 2017


USW 12775 News of the Day:12th May 2017


USW 12775 News of the Day:9th May 2017


USW 12775 News of the Day:7th May 2017


USW 12775 News of the Day:6th May 2017


USW 12775 News of the Day:4th May 2017


USW 12775 News of the Day:19th April 2017



USW 12775 News of the Day:15th April 2017


USW 12775 News of the Day:9th April 2017


South Bend Cubs April 20th, 20174th April 2017



New Shirts are at the Union Hall20th March 2017



Call to Action25th January 2017



Fort Wayne Outing7th December 2016



Open Enrollment3rd November 2016

Brothers and Sisters,
Open enrollment for your negotiated healthcare benefits is upon us. Open enrollment begins on October 31st and ends on November 11th. Open enrollment is no different than in past years. If you do not wish to change the health insurance plans which you had last year, you do not need to do anything. One exception to that rule is, if you have a Health Savings Account (HSA) or have had a Flexible Spending Account (FSA) and wish to continue them, you must enroll in these options and select the dollar amounts you would like withheld and applied to that HSA or FSA. If you do not, nothing will be withheld or applied to your HSA or FSA. This is not new, it was also true in past years. You should have received the 11 page document titled "Your Enrollment Reference Newsletter" which explains the process.

There has been a misconception by some of our members that the PPO will not be available in 2017 and that they must change to the HDPPO. THIS IS NOT TRUE! If you intend to continue employment into 2017, you may continue on the PPO, or even switch to the PPO if you are not on it already, if you so desire.

In 2016 there are two methods to pay your post-retirement healthcare premiums. One is the traditional "Shared Premium" method in which you pay 23% of the monthly premium and the company pays 77%. You can also choose the "Defined Dollar" method of paying post-retirement healthcare premiums in 2016. In 2017, the "Shared Premium" method goes away for post-retirement healthcare, and only "Defined Dollar" will remain. For questions, you can contact Rick Bond of NiSource benefits at 219-647-5626 or call the Union Office at 219-929-1068


Be There!9th August 2016



USW 12775 News of the Day:19th July 2016



Members Phil Hefty and Ryan Baker supporting UniteHere Local 5723rd June 2016



Rapid Response conference 201625th April 2016



Timesheet Approval Process10th April 2016



2016 Women of Steel Conference Pittsburgh Pennsylvania9th March 2016



Retirement Seminar 4th March 2016



Important Update1st February 2016
Dear Brothers and Sisters,
Some of you may already have heard that some employees at Nipsco who hold the title, “Damage Prevention Field Coordinator”, or DPFCs want to join our union.
A while back, these employees contacted us to inquire about our union, and shortly thereafter, the majority signed authorization cards. The USW filed a petition with the NLRB and had a hearing on January 20, 2016 in Chicago. We are expecting a decision as to their eligibility any day, and very soon will likely have an election amongst them to decide by a ‘Union Yes’, or ‘Union No’ vote.
These workers want and deserve a union. However, the company is doing everything in their power to scare and influence them to vote “no”.
We wanted to show you an example of their efforts- a communication that was sent to them.
When we read it, even we as union leaders, were disappointed at the level that the company is willing to stoop to prevent these workers from having a real voice, security, and dignity.
We ask that you support these workers who are seen frequently on gas job sites investigating damages. Encourage them. Tell them what YOUR experience with the union has been. Remember it’s THEIR choice. All but one of these workers has no pension. None of them can currently look forward to post-retirement healthcare, union representation in a fact-finding, union negotiated raises, or negotiated terms and conditions that are mandatory subjects of collective bargaining.
We were all blessed to have this union firmly established when we walked in the door. They were not. Let’s welcome these brothers into the family! We only become stronger.
Now, take a look below at what your company really thinks about your union -- a union that has been here longer than any other management employee at NiSource. Feel free to comment regarding the company’s half-truths, and lies. You might not want to have eaten before reading this……
(Although sent from a Nipsco Supervisor/Manager…..Certainly, this was really written by some anti-union law firm that is no doubt overcharging the company, and by extension, the customers for this nonsense):
___________________________________________________
January 29, 2016
As you know, earlier this month the Steelworkers Union filed a petition with Region 13 of the National Labor Relations Board seeking an election among our Damage Prevention Coordinators (DPC) to decide if you want to be added to the physical unit represented by USW Local 12775. On January 20, 2016, a hearing was held at Region 13’s offices to determine if DPCs are eligible to unionize and, if so, whether they have enough in common with employees in the physical unit to vote whether to join that unit or whether they should vote as a stand-alone unit. We expect a decision from the NLRB any day. Anticipating the decision will set a date for an election within the next couple weeks, I think it’s important you know my views on this very important matter.
To begin, I realize that to file a petition, the Union had to obtain so-called authorization cards from a number of DPCs. I don’t know how the Union went about obtaining the cards, but I have a pretty good idea. Unions sell with promises – promises that come with no guarantees and that ignore what is most important in any transaction: the true facts about the product.
The Union may claim that it can force NIPSCO to comply with its demands, but this is absolutely untrue. While the Union can make promises and threaten to force NIPSCO to do things, it is important that you know some facts about what the Union can and cannot do.
The Union:
• Cannot increase your wages or benefits.
• Cannot guarantee you overtime.
• Cannot guarantee you anything, including job security.
• Cannot force the Company to agree to anything in negotiations.
On the other hand, the Union can:
• Break promises made during an organizing campaign.
• Force members to pay dues each and every month.
• Levy fines against members for violating the UNION constitution.
Since I have been your supervisor, we have done our best to work together as a team, on a foundation built with trust and mutual respect. From where I stand, you don’t need a third party who doesn’t know you or have any reason to care about your well-being to speak for you and I hope you feel that way too. I prefer being able to go directly to you in addressing any issues. I can’t see how any of us would be better off if we lost that right.
In the coming weeks, we will be providing you with the facts you need to know before voting. To get started on that, I have attached a list of questions that some have already asked and some that are usually asked during union campaigns. As you can see, the answers give you some of the facts that show that the Steelworkers Union has nothing of value to offer you.
We ask you to consider the many advantages and benefits you enjoy. These have been provided to you by the Company without the Union representing you. Now, consider the many disadvantages of union membership. When you do, I am sure if and when you are given the chance, you will vote “No.”
Sincerely,
(Nipsco Manager)
___________________________________________________
(Oh....and then they added this garbage):
___________________________________________________
QUESTIONS ABOUT THE UNION AND THE FACTS THAT ANSWER THEM
What would it cost to have the union represent me?
According to the annual report Local 12775 filed this year, the union presently charges dues for each employee. Please refer to dues calculation below. The union’s constitution also gives the union the right to charge employees an initiation fee, raise employees’ dues and levy assessments on employees.
Dues calculation if an employee works less than 88 hours:
(Total gross wages * 1.45%) + (Total hours * .02)
Dues calculation if an employee works more than 88 hours:
(Total gross wages divided by total hours worked)/ 1.1538) + (Total hours * .02)
How would voting the union in affect my individual rights as an employee?
By voting the union in, you would be authorizing the union to serve as your sole and exclusive representative.
• You would be granting the union the power to bind you to a collective bargaining agreement.
• You would be empowering the union to represent and bind you in presenting to the Company all complaints of any kind that you have against management, your coworkers or whomever. In other words, you might not be able to come to management yourself to express any complaints you have – you’d have to ask a union officer or steward to represent you.
• Voting the union in would also mean that you would be agreeing to all of the rules in the union’s constitution.
What does it mean that the union has petitioned for us to vote whether or not to be added to the existing physical unit of Local 12775-represented employees?
If the NLRB agrees with the union’s position, it would mean that if you were to vote the union in, you would become part of the existing bargaining unit and fall under the leadership and direction of Local 12775 officers.
• Local 12775’s officers are the ones who would speak for you. They would be responsible for negotiating with the Company on your behalf and would be the ones to whom you would have to go if you had any issues or concerns regarding your job.
Doesn't the law guarantee I will get certain things in collective bargaining?No. Nothing is automatic. All the law would require is that the Company sit down and bargain in good faith with the union. The law would not require the Company to agree to any demands the union might make. Wouldn’t we automatically get the same contract the Steelworkers-represented employees have now if we were to vote be added to the physical unit?No. In that event, the law says a contract covering you would be subject to negotiations between the Company and Local 12775. To quote the NLRB itself:• “[W]here . . . an unrepresented group of employees vote[s] to be represented as part of [an] existing unit . . . [n]either party [is] obligated to apply the terms of the existing collective bargaining agreement to the newly represented employees… [A]lthough in future negotiations for a new contract the parties in such circumstances must bargain over the unit as a whole, initially either party is free to reject immediate application of an existing contract to the newly represented employees and may bargain separately over their terms and conditions of employment.” Southern Indiana Gas Co., 284 NLRB 895.
Will I be guaranteed overtime?No. Overtime is determined by management based on business needs. There are current departments covered by the physical unit collective bargaining agreement that work little to no overtime. With a union contract, wouldn't we get everything we already have, plus more?There are no guarantees in collective bargaining – everything would be subject to negotiation, including current wages and benefits. Bargaining need not start from a base of present benefits. In collective bargaining, you could get more than you have today, the same as you have today or less than you have today. And from whatever you might receive – more, the same or less – you would have to subtract dues you paid the union to determine where you really stood. Isn’t it true that the union could prevent management from giving us schedules or job assignments we don’t like?No. A union has no control over, or say in, the schedules employees’ work, the assignments they receive or various other aspects of employees’ day-to-day work, absent the agreement of the employer. Those are management functions. Most union contracts include a provision called “Management Rights,” which provides that the management of the business in all phases and details is vested in the employer, except as otherwise stated in the contract. While we do our best to accommodate employees’ wishes, it is vital that the Company has flexibility in scheduling employees and assigning them work in order to meet the needs of the business. Wouldn’t having a union give me seniority rights?Seniority rights is another matter that is subject to negotiation. Under the physical unit collective bargaining agreement, employees can be bumped from their current position by an employee with more seniority than them. What would happen if the union didn't get us what it has promised us and called a strike?Although strikes are rare, their effect on employees is dramatic. If the union called an economic strike, you would be expected to honor its picket line and not go to work. If members were to cross a picket line, the union would have the right to put them on trial and fine them. Once you went on strike, the Company would have the right to hire a permanent replacement to do your job. You, in turn, would not get a paycheck from the Company, nor would you be eligible to collect unemployment compensation. Wouldn’t the union protect me if I get in trouble with, or have a complaint against, the Company?We don’t believe that the union would afford you with any protection that you don’t already have. In any workplace, problems arise from time to time and, as a company, we are committed to dealing with them on a fair and reasonable basis. We also understand that employees sometimes disagree with action management takes. That is why we have an open door policy and a complaint procedure that is available to all employees. • A union would neither add to nor detract from this management function; that is, turning a complaint over to a third party would not guarantee any better or different results.
• Many of the protections that unions fought hard to obtain in the 1930s through the 1960s are now mandated by various federal and state safety, anti-discrimination, wrongful discharge, wage and hour and other laws, eliminating one of the labor movement’s biggest selling points and explaining, in part, why the percentage of employees represented by unions in the private sector has declined from 38% of the workforce to 6.7% today. As a result of the enactment of these laws, we, like other employers, must carefully monitor our employment practices to ensure employees are treated fairly and in an unbiased manner and that the actions we take are not arbitrary, but based upon legitimate business considerations.
Why not try the union for a while and see how it goes?Because once a union is voted in, it can be pretty tough to vote out. You typically cannot have another election while a contract is in existence. Even without a contract in place, there are many legal technicalities that must be followed before a union can be voted out. If you end up voting whether or not to join the existing bargaining unit and you later wanted to oust the union if you voted it in, the other more than 1,500 employees in the unit would have to go along with it or you’d be stuck.Wouldn’t having a union solve the problems that really concern me?Without the union’s being able to compel the Company to agree to any of its demands, we don’t see how the union could do any better job solving problems that concern employees than the employees can do on their own. We have procedures in place for addressing any concerns that employees have, are committed to addressing them in a fair and just manner and believe that our working together, without a third party, is the best way to resolve them.If you are interested in seeing the union’s constitution, its financial statements or any other materials on which the answers to these questions are based, please let anyone in management know and we will be more than happy to make the information available to you.


Spring Pension Seminar30th January 2016



Community Healthcare System26th January 2016
As you may have heard, our healthcare administrator Anthem, and Community Healthcare Systems were unable to come to terms on a new contract before the old contract expired on December 31st.

Community Healthcare Systems, as I understand it, represents 3 community hospitals in the area; Munster Community, St. Catherine's in East Chicago and St. Mary's in Hobart.

We asked HR what effect this might have on our members who may use these healthcare facilities. While the press release that I have seen stated that anyone in the Anthem network should expect to have any services provided to them at these facilities to be treated as "out of network". In other words, paid at 60% rather than 80% as would be "in network" services. However, the Vice President of HR Operations and Benefits for NiSource has stated that both Anthem and Community Healthcare Systems have indicated that they will continue to bill and process claims at these facilities as "in network" through the end of February. The hope is that the parties will be able to resolve their differences by that time.

Our employer has assured us that they are monitoring the situation, and have asked to be informed if any of our members experiences any problems to the contrary.


Local 12775 Highlights 27th November 2015



Local 12775 Highlights 27th November 2015



Local 12775 Highlights 27th November 2015



Local 12775 Highlights 27th November 2015



Local 12775 Highlights 27th November 2015



Commenting on Social Media10th November 2015
USW Local 12775 has maintained the web page www.usw12775.org for many years now. As you may know it has recently been updated, utilizing the skills of a couple of our members. Several years ago we established a Facebook page. More recently we have established a presence on other social media, Twitter, YouTube and Flickr. Facebook and Twitter in particular, have given us the ability to interact with our members and friends of labor. This ability to interact has been and will continue to be a valuable tool for our Union and the Labor Movement. There are however some downsides.



First let me say, the Union leadership is a cross section of our membership. We have sometimes differing but deeply held political beliefs. In spite of that, we all believe in the Labor Movement, it’s importance to the American middle class, and the need to grow that movement. Yes, sometimes our various political beliefs seem to conflict with the best interest of the Union. Politically, we can’t always “have our cake and eat it too”, we ultimately have to make a “personal” choice. This is true of all of us as members of this great Union.



Second, the Union leadership believes that both the company and our members should be adhering to the Collective Bargaining Agreement (CBA) in their daily work life. In addition to contract language, this includes Memorandums of Agreement and Union established Local Agreements.



So how does all of this fit into the “Social Media” part of this message? The Unions Social Media administrators, from time to time, post things they believe positively supports the Union cause. On occasion, some of our members will make negative comments to these posts, based on their personal political beliefs. Sometimes a member may make negative comments, critical of the leadership or other members. I don’t care if you think your criticisms are justified, they may be…But, Social Media is very public; it can be viewed by most anyone, including our employer. We appreciate all our Union members regardless of their political persuasion. But it's a big Union and a big country, and there's room for a plethora of ideas. However, the Union Facebook page is not a forum for debate. So, all I ask is that you stay positive with your feedback on these open threads. If you have a beef or an axe to grind, send a private message, it will be seen by top 12775 leadership. Please keep your non-Union related personal political beliefs to yourself. Rest assured, not everyone agrees with you. We have nearly 1600 dues paying members, and not one freeloader. Thank You! We do not now, and likely never will, all hold the same beliefs, political or otherwise. In recognition of that fact, please, lets keep our comments respectful of others and supportive of our common cause. If you have a beef, please don’t air it in public. Use a Private Message. If your comment gets deleted, you likely ignored this request. Thank you, Brothers and Sisters for your support!



Commenting on Social Media10th November 2015
USW Local 12775 has maintained the web page www.usw12775.org for many years now. As you may know it has recently been updated, utilizing the skills of a couple of our members. Several years ago we established a Facebook page. More recently we have established a presence on other social media, Twitter, YouTube and Flickr. Facebook and Twitter in particular, have given us the ability to interact with our members and friends of labor. This ability to interact has been and will continue to be a valuable tool for our Union and the Labor Movement. There are however some downsides.

First let me say, the Union leadership is a cross section of our membership. We have sometimes differing but deeply held political beliefs. In spite of that, we all believe in the Labor Movement, it’s importance to the American middle class, and the need to grow that movement. Yes, sometimes our various political beliefs seem to conflict with the best interest of the Union. Politically, we can’t always “have our cake and eat it too”, we ultimately have to make a “personal” choice.

Second, the Union leadership believes that both the company and our members should be adhering to the Collective Bargaining Agreement (CBA) in their daily work life. In addition to contract language, this includes Memorandums of Agreement and Union established Local Agreements.

So how does all of this fit into the “Social Media” part of this message? The Unions Social Media administrators, from time to time, post things they believe positively supports the Union cause. On occasion, some of our members will make negative comments to these posts, based on their personal political beliefs. Sometimes a member may make negative comments, critical of the leadership or other members. I don’t care if you think your criticisms are justified, they may be…But, Social Media is very public; it can be viewed by most anyone, including our employer. We appreciate all our Union members regardless of their political persuasion. But it's a big Union and a big country, and there's room for a plethora of ideas. However, the Union Facebook page is not a forum for debate. So, all I ask is that you stay positive with your feedback on these open threads. If you have a beef or an axe to grind, send a private message, it will be seen by top 12775 leadership. Please keep your non-Union related personal political beliefs to yourself. Rest assured, not everyone agrees with you. We have nearly 1600 dues paying members, and not one freeloader. Thank You! We do not now, and likely never will, all hold the same beliefs, political or otherwise. In recognition of that fact, please, lets keep our comments respectful of others and supportive of our common cause. If you have a beef, please don’t air it in public. Use a Private Message. If your comment gets deleted, you likely ignored this request. Thank you, Brothers and Sisters for your support!


Commenting on Social Media10th November 2015
USW Local 12775 has maintained the web page www.usw12775.org for many years now. As you may know it has recently been updated, utilizing the skills of a couple of our members. Several years ago we established a Facebook page. More recently we have established a presence on other social media, Twitter, YouTube and Flickr. Facebook and Twitter in particular, have given us the ability to interact with our members and friends of labor. This ability to interact has been and will continue to be a valuable tool for our Union and the Labor Movement. There are however some downsides.

First let me say, the Union leadership is a cross section of our membership. We have sometimes differing but deeply held political beliefs. In spite of that, we all believe in the Labor Movement, it’s importance to the American middle class, and the need to grow that movement. Yes, sometimes our various political beliefs seem to conflict with the best interest of the Union. Politically, we can’t always “have our cake and eat it too”, we ultimately have to make a “personal” choice.

Second, the Union leadership believes that both the company and our members should be adhering to the Collective Bargaining Agreement (CBA) in their daily work life. In addition to contract language, this includes Memorandums of Agreement and Union established Local Agreements.

So how does all of this fit into the “Social Media” part of this message? The Unions Social Media administrators, from time to time, post things they believe positively supports the Union cause. On occasion, some of our members will make negative comments to these posts, based on their personal political beliefs. Sometimes a member may make negative comments, critical of the leadership or other members. I don’t care if you think your criticisms are justified, they may be…But, Social Media is very public; it can be viewed by most anyone, including our employer. We appreciate all our Union members regardless of their political persuasion. But it's a big Union and a big country, and there's room for a plethora of ideas. However, the Union Facebook page is not a forum for debate. So, all I ask is that you stay positive with your feedback on these open threads. If you have a beef or an axe to grind, send a private message, it will be seen by top 12775 leadership. Please keep your non-Union related personal political beliefs to yourself. Rest assured, not everyone agrees with you. We have nearly 1600 dues paying members, and not one freeloader. Thank You! We do not now, and likely never will, all hold the same beliefs, political or otherwise. In recognition of that fact, please, lets keep our comments respectful of others and supportive of our common cause. If you have a beef, please don’t air it in public. Use a Private Message. If your comment gets deleted, you likely ignored this request. Thank you, Brothers and Sisters for your support!


Voter Registration 5th October 2015
Today is the last day for voter registration. If you're not registered, go to www.indianaworkersvote.com to do so!


USW 12775 News of the Day:28th September 2015

2015 Inter-Union Gas Conference

This past week, eight USW Local 12775 union members attended the 2015 Inter-Union Gas Conference. The Inter-Union Gas Conference is made up of six different North America Utility Gas Unions: United Steelworkers (USW), United Association of Plumbers and Pipefitters (UA), International Chemical Workers Union (ICWU), International Brotherhood of Electrical Workers (IBEW), Utility Workers of America (UWUA), & Unifor The Union - Canada (UNIFOR).

Each day started with a guest speakers who shared the dangers of the natural gas business. The afternoons were open discussions in four different break-out sessions: Gas Distribution, Gas Service, Gas Transmission and Storage, and Clerical.

There was a lot of interesting discussion on how each union operated; good and bad.


Solidarity Rally16th August 2015



Mike Nesius Golf Outting16th August 2015

Mike Nesius Golf Outting


Voter Registration 5th October 2015
Indiana voter registration ends today. If you're not registered, go to www.indianaworkersvote.com to do so!


USW 12775 News of the Day:28th September 2015

Gas Conference 2015




This site was hand crafted by USW Local 12775 members.
For questions or issues with the website please email ryanbaker@usw12775.org