Standing Committee Minutes l Officers and Committees l 2012 Shop Stewards l Union Meeting Schedule l USW Local 1097 Documents Comminications Action Team l Your Right To Representation l USW News  NEWS, ANNOUNCEMENTS AND UPCOMMING EVENTSAND  Payable Activities Prior To Scheduled Clock In Time As you are all aware, during the last contract negotiation it was of high importance to Georgia-Pacific that we accept a narrow window for clocking in and out around our scheduled work time. No earlier than 7 Minutes prior and no later than 7 Minutes after (without prior approval or special exigent circumstances). This was to ensure that no work was performed "off of the clock", preventing any future potential for class action litigation by employees for unpaid work. Having ratified the recent bargaining agreement it is our responsibility to ensure that we do not perform company business while off the clock. It is the responsibility of the company to not engage you in business activities unless you are being officially compensated for your time. Should a member of management or their agent engage you in business activities prior to or after your scheduled work period you have a right to be compensated for your time. The following should be considered examples and not an all inclusive list. l Direction to perform any specific work related activity (current or future) l Asked specific questions related to your equipment or work activities l Asked specific questions about your current or upcoming work schedule l Discussions of an investigatory or disciplinary nature. In short, you should be compensated for nearly all activities, initiated or promoted by management, that result in your being placed in a clearly Supervisor to Employee interface with a member of management. Should you be placed in a situation where you are being asked to engage in business activities prior or post shift,  Inquire as to whether you are "on the clock", if the answer is no you may decline. If you are informed you are not on the clock but still pressed to engage in business acitivities, comply and contact a Shop Steward or Union Officer at the earliest opportunity to determine if compensation is warented. Business interactions with management conducted at the employees active discretion would likely not be considered a payable activity. Interactions where supervisory personnel are simply acting as the agent of the property owner would not be considered a payable activity. Examples would be reminding you to use the walkway, cautioning you to avoid or be aware of hazardous conditions, etc. Casual interface of a personal nature with management are not considered payable activities. Examples would be asking how your child's little league game went or non-specificly asking "how it went last night". Access To Copies Of New Labor Agreement There is an understandable interest by members in acquiring copies of the recently ratified labor agreement. Printed, official, signed copies of the Labor Agreement are not yet available. In the interim I am posting the final proposal dated May 24, 2011.  Use the previous labor agreement as a base,  the proposal linked below will provide all additions, deletions and modifications. Official copies will be made available as soon as they can be obtained.  As of 11-01-2011 Georgia-Pacific has not made them available. Contract Proposal Dated May 24, 2011 Previous Labor Agreement (2006-2010) NEWEST STANDING COMMITTEE MINUTES POSTED The Joint Standing Committee minutes for December 2011 are now posted for your review. TOP New Shop Steward List For 2012 A new current shop steward list, dated January 27, 2012, is now posted and available for your review