Volume 1 • ISSUE 2 october - december 2012 CMPI 610 Negotiations Conclude, Implementation Already Underway This article is part of a series describing the Civilian Marine Personnel Instruction (CMPI) 610 negotiations covering the hours of work and premium pay Instruction for CIVMARS working aboard Military Sealift Command (MSC) vessels. As noted previously, this Instruction does not impact CIVMAR base wages. The instruction covers only what CIVMARS earn when working during over- time, premium and penalty time aboard MSC vessels. The SIU and MSC recently completed negotiations over CMPI 610. The completion of negotiations marks the culmination of a roughly two-year process in which the two parties engaged in a series of negotiating ses- sions using the interest-based bargaining (IBB) method. Also participating in these negotiations were licensed and unlicensed CIVMARS who served as subject mat- ter experts. CIVMARS attended negotiations in person and also participated in the talks via conference call and written surveys. CIVMAR comments and suggestions throughout the negotiation process were extremely help- ful, bringing the most up-to-date shipboard experience to the attention of the negotiators. CIVMAR comments helped to frame the new work rules. Additionally, in Union representatives met with Seafarers aboard dozens of vessels to help introduce the updated CMPI Instruc- most of the bargaining sessions, the parties were assisted tion. Above, mariners on the USNS Robert E. Peary are pictured with SIU Government Services Division Repre- by several FMCS Mediators. This was especially helpful sentative Kate Hunt (front, holding booklet.) Below, the Peary (foreground) conducts an underway replenishment when the negotiations entered the most difficult phases. with the USS Hue City in the Arabian Gulf in late September. Concurrent negotiations between MSC, the Marine Engineers’ Beneficial Association (MEBA) and the guide them through the difficult and complicated- bar more money to implement the rule changes or save sig- International Organization of Masters, Mates & Pilots gaining and implementation process. nificant amounts of money by cutting pay through work (MM&P), the unions representing the agency’s licensed Additionally, as this is the first time in a quarter- cen rule changes; CIVMARS, also have concluded. tury that the entire Instruction has been revised, certain 3. Develop work rules that would be applied fairly MSC Commander Rear Admiral Mark Buzby deliv- protections were agreed to and will go into effect as the and consistently on every vessel; ered the completed Instruction to the Office of Civilian Instruction is implemented. Both of these topics are dis- 4. Streamline the Instruction, to delete repetitive, con- Human Resources (OCHR) who reviewed and approved cussed in greater detail below. fusing and inconsistent language that was found through- the document for the Secretary of the Navy. The Instruc- out the previous Instruction. tion has an October 2012 implementation date. Negotiation Goals 5. Develop work rules covering unlicensed CIV- As the negotiations concluded, the parties conducted The goals of the negotiations were to: MARS which could be applied whenever possible to a thorough financial analysis to ensure, as accurately as 1. Ensure that CIVMARS would be fairly compen- both coasts; and possible, that the financial negotiation goals noted below sated by the new work rules; 6. Develop a document that is easy to read and allows would be met. Much earlier, at the start of negotiations, 2. Ensure that the changes would be cost-neutral for CIVMARS to find the information they are looking for the parties adopted detailed ground rules and goals to MSC. This means that MSC would not have to pay much quickly and efficiently. Program Protections The protections built into the implementation of the new CMPI 610 include reviewing CIVMAR feedback and other shipboard documents as well as evaluating payrolls in a timely manner to ensure that CIVMAR wages have not been impacted significantly – in a -nega tive or positive way, or in a way that was not anticipated by the parties. The SIU and MSC have also agreed to meet yearly to review the financial impact of the rules for the next five years. As in the previous CMPI 610 there is a mechanism to dispute or grieve a situation where a CIVMAR believes he or she has not been paid accurately for the overtime or premium pay work performed. There will also be a process to advise the union and the agency if a CIVMAR believes that a specific work rule has resulted in significant pay loss. Once this is brought to the attention of the union and MSC, the par- ties will reconvene to determine whether the new rule creating the impact needs to be revised. The new rules will have to be implemented for sev- eral months before CIVMARS, the SIU and MSC will be able to determine whether there is a significant -im pact one way or the other. This is because premium pay Continued on Page 4 President’s Column How the SIU Helps CIVMARS From answering employment-related questions on issues such as security clearances, promotions and safety, to helping CIVMARS who have received disciplinary charges Passion and Truth Trump Money from MSC, the SIU works on many policy issues. Here is a partial list of what the union is working on right now to help its members. CMPI 330 – This is another section of the Civilian Marine Personnel Instruction, In Debate Over Union Rights like CMPI 610, however it applies to policy for MSC CIVMARS. It’s been a busy year for the union representing unlicensed mariners at NOAA, CIVMAR uniforms – MSC is looking at requiring federal mariners to wear uni- ACOE, MSC and MARAD. In addition to the successful CMPI 610 negotiations forms. The SIU will negotiate certain elements such as who will pay, what the uniform that resulted in a simpler, more effective at-sea payment system for CIVMARS, will consist of and how CIVMARS will get them. the SIU also helped ACOE win a new contract all while continuously fighting for Computer access – The SIU is addressing continued computer access problems for fair working conditions and good pay for federal mariners nationwide. Our mem- forward deployed CIVMARS. bers can certainly attest to the benefits of being part of the SIU family. OCONUS hotel standards – The SIU and MSC will negotiate hotel standards that Even those who are against labor unions would admit life is better for union- ensure CIVMARS who are assigned hotels outside the United States will not be placed ized workers. When compared to their non-union counterparts, union workers in inadequate quarters. earn considerably more money, have better benefits and enjoy a more secure Fall protection – The SIU will negotiate a policy for fall protection. MSC has in- retirement plan. According to a 2011 study by the Bureau of Labor Statistics, the dicated it will apply a weight limit for CIVMARS who may need to go aloft using fall median weekly earnings alone for union workers are 28 protection harnesses. percent higher than non-union workers. Off-duty comp time – MSC has not provided compensation for CIVMARS travel- You would think this was a bad thing, judging by ling during off-duty hours. The SIU will address this and work to get compensation for the attacks unions have endured in recent years. From CIVMARS. the anti-labor tactics employed by Wisconsin Governor Relief system – SIU is negotiating with MSC to develop a more effective and ex- Scott Walker, to the influx of anti-union political cam- pedited relief system to ensure CIVMARS who apply for relief can leave the vessel in paign rhetoric and candidates, it seems like the demoni- a timely manner. zation of unions is everywhere. Despite the obvious benefits unions have for work- ers and the economy, millions of dollars are being spent MSC Commander Asserts United States by corporations and the candidates they support to Michael Sacco convince people that unions are actually harmful. With enough money, these forces hope they can deceive Depends on Strong Merchant Marine working people into thinking that higher wages and better benefits are against their interests. The commander of the U.S. Military Sea- Counsel Deborah Kleinberg for being “abso- These tactics come from corporations at a time when profits have never been lift Command (MSC) reminded delegates at lutely key to the quality agreement that was higher. It’s no coincidence that the salaries of CEOs have skyrocketed over the the Seafarers International Union of North struck. Seafarers are very well-served by last 30 years, while union membership has dropped. Seeing what they perceive to America convention in September that these professionals.” Government service be vulnerability in the labor movement, corporations have increased their efforts America’s military depends on a strong, re- representatives, along with MSC represen- to reduce the rights of workers as a way of ensuring profits and executive salaries liable U.S. Merchant Marine. tatives, recently visited ships to explain the continue on their upward trajectory. Rear Adm. Mark Buzby, MSC com- updated instruction. They then attempt to convince those same non-union workers that their dimin- mander, addressed the gathering Sept. 11, The commander said he also recently ap- ished wages and benefits are the fault of unions guaranteeing higher wages and emphasizing the “spirit of cooperation and proved the agency’s strategic plan for the benefits to their members, not the executives who lowered workers’ wages while partnership built on trust” that exists between next five years – and the convention dele- raising their own. This strategy works to demonize unions while turning non- his agency and American maritime labor. gates were the first people outside of MSC to union workers’ dissatisfaction over stagnant wages and benefits away from those “We could not do it without you,” Buzby hear about it.