V38N5 | The Boilermaker Reporter

THE EXCELLENT craftsmanship ofmembers from Local 104, Seattle, andLocal 502, Tacoma, has earned “kudos”from PSF Industries President StanleyR. Miller, for their fabrication and erec-tion work on a 25 foot by 107 foot OAHReactor. Miller reports: “Welders fromboth L-104 and L-502 performed withzero weld defects. And local memberscompleted this job without a singlerecordable or lost time accident.”

Local 104 members completed thereactor in subassemblies at PSF’sSeattle shop – the stripper section (12feet by 34 feet, fabricated complete); thebottom cone and knuckle, with the bot-tom shell course in half-can sections;and the shell and hemi-head, with thetop shell course attached, both in half-can sections. As parts were completed,they were shipped to the field, whereLocal 502 members erected a customer-furnished structural steel support forthe reactor and then assembled thereactor in three sub-assemblies withincrane radius of the foundation. The tophead was assembled on the supportstructure, which allowed installation ofthe plenum and cyclones at ground ele-vation. Platforms were installed on thesubassemblies, and when the fieldassembly was complete, the main liftcrane was mobilized. The stripper sec-tion was then shipped to the site andset in the support structure. The othersubassemblies were set, fit-up, andwelded. When completed, the reactorwas hydro-tested and transfer lineswere installed, meeting all inspectionrequirements for the ASME CodeReactor, including Spot RT. ❑

Local lodge leadersattend educationalprograms in U.S., CanadaEDUCATION IS KEY to good leader-ship, and something the Boilermakersunion strongly endorses. That’s whyso many educational programs aresponsored each year, especially thissummer when newly-elected locallodge officers begin their duties.

Some lodges send their officers andstewards to the annual summer insti-tutes at the University of WisconsinSchool for Workers for training. Herethe attendees study the principles ofcollective bargaining, contract adminis-tration and grievance handling, laborhistory, occupational safety and health,communications, public relations, andpolitical action.

In the Construction Division, 15 locallodges sent their newly-elected busi-ness managers to Kansas City for aweek-long leadership program. Thisprogram was designed specifically forconstruction lodge leaders andaddressed such issues as referral rules,time management, and constructiona g r e e m e n t s .

In Eastern Canada, InternationalVice President Alexander C. “Sandy”MacDonald invited representatives

from 11 lodges in his area to attend athree-day leadership conference at theInverary Resort in Nova Scotia. Theirstories follow.

Local leaders attend week-long courses at University ofWisconsin School for Wo r k e r sTHE INTERNATIONAL B r o t h e r h o o dsponsored its 42nd annual summertraining institutes at the University of

Wisconsin School for Workers inMadison, Wis., August 15-20. Fifty-sixmembers participated in the BasicInstitute; ten members attended theAdvanced Institute.

Each year, the Basic Institute offers acourse of study on the principles of col-lective bargaining, contract adminis-tration and grievance handling, laborhistory, occupational safety andhealth, communications, public rela-tions, and political action.

R e p o rt e rthe Boilerm a k e r Vol. 38 No. 5Sep • Oct 1999

The Official Publication of theInternational Brotherhood of

Boilermakers, Iron Ship Builders,Blacksmiths, Forgers, and

Helpers, AFL-CIO

A rea appre n t i c ec o m p e t i t i o n s . . . . . . . . . . . 4 - 5

Making it safe . . . . . . . . . .6Lodges earn praise . . . . . 7Who pays the taxes? . . .8The steward page . . . . . . 9

Local news . . . . . . . . . . . 11S e t t l e m e n t s . . . . . . . . . .1 2Pension impro v e m e n t s . .1 3In Memoriam . . . . . . . . 1 5L e t t e r s . . . . . . . . . . . . . . . 1 6

IN THESE PAGES

B ro t h e rhood sponsors educational pro g r a m s

Locals 104 and 502 fabricate, erect FCC re a c t o r

Continued on page 3

Local 104 and 502 members earned “kudos” from PSF Industries President StanleyMiller for their zero weld defects and zero accident performance on this FCCreactor job in Washington.

Job completed with zeroweld defects, zero accidents

Neill DeClerq, a University of Wisconsin staff member, teaches a class at the Boilermakers’Basic Institute. Local lodge officers and stewards study the principles of collective bargaining,contract administration, and a host of other topics at the annual week-long program.

INTL. VICE PRES.Jim Hickenbothamand ResearchDirector LenBeauchamp trav-elled to London,England, to meetwith representa-tives of the BlueCircle CementCompany and theI n t e r n a t i o n a lFederation ofChemical, Energy,Mine, and GeneralWorkers Union(ICEM). They metJune 7-8, 1999, todevelop a morepositive working relationship betweenBlue Circle and its North Americanemployees. The Boilermakers repre-sent 200 Blue Circle employees in theU.S. and Canada.

Pictured, l. to r., are Hickenbotham,Beauchamp (in front), ICEM’s North

American Regional Coordinator KenZinn, Allan Black of the GeneralMunicipal and Boilermakers’ Union,and Don Langford, vice president ofPACE – the Paper, Allied-Industrial, Chemical and EnergyWorkers Intl. Union. ❑

the Boilermaker Reporter2 Sep • Oct 1999

N E W S M A K E R S

R e p o rt e rthe Boilerm a k e r The Boilermaker Reporter is the official publi-cation of the International Brotherhood ofBoilermakers, Iron Ship Builders, Blacksmiths,Forgers, and Helpers, AFL-CIO. It is publishedbimonthly to disseminate information of useand interest to its members. Submissions frommembers, local lodges, and subordinate oraffiliated bodies are welcomed and encour-aged. This publication is mailed free ofcharge to active members and retiredmembers holding a Retired Members Card.Others may subscribe for the price of $10 forthree years. Standard Mail (A) postage paidat Kansas City, Kan., and additional mailingoffices. ISSN No. 1078-4101.

POSTMASTER: Send address changes to:

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Printed in the USA

A prize-winning newspaper

Sep • Oct 1999 Vol. 38 • No. 5

Charles W. Jones, International President

Jerry Z. Willburn, Intl. Secretary-Treasurer

International Vice PresidentsLawrence McManamon, Great LakesMichael S. Murphy, N o r t h e a s tNewton B. Jones, Southeast George Rogers, Central Jack Sloan, Western States Richard Albright, Western CanadaAlexander MacDonald, Eastern CanadaJim Hickenbotham, A t - L a r g eOthal Smith Jr., A t - L a r g e

Editorial staffDonald Caswell, Managing EditorCarol Dillon, Asst. to the Managing Editor

Tom Kendall elected tosucceed Jack SloanTHOMAS L. KENDALL, Internationalrepresentative and deputy generalorganizer, has been elected by theboard of the Pacific Coast Metal TradesDistrict Council (PCMTDC) to serve aspresident. He succeeds Jack Sloan,International vice president of theWestern Section, who has retired asPCMTDC president.

Kendall, a member of Local 6,Oakland, Calif., joined theBoilermakers union in 1970. Heworked as a boilermaker for SouthernPacific Railroad and served six yearsas local chairman prior to his 1994appointment as a deputy generalorganizer. He has been on temporaryassignment to the PCMTDC as anorganizer for the Puget Sound,Portland, and Bay Cities MetalTrades Councils, and was recentlyawarded the Clarence Briggs Awardfor his outstanding work as a MetalTrades organizer.

Sloan, who has served as PCMTDCpresident since 1990, joined Local 104,Seattle, Wash., in 1960, where he servedas business manager. He became anassistant to the International presidentin 1978, with duties primarily in theMetal Trades industry sector. He has

served as International vice presidentsince his 1980 appointment, and wasunion chairman of the Western StatesArticles of Agreement, Secretary of theWestern States Joint ApprenticeshipCommittee, and trustee of theBoilermaker Vacation Trust. ❑

PCMTDC elects anotherB o i l e rmaker as its pre s i d e n t

Jack Sloan (l.) congratulates Tom Kendall,the new president of the Pacific CoastMetal Trades District Council (PCMTDC).

Boilermakers meet withBlue Circle reps. in London

B o i l e rmakers and stewards from Avondale Shipyardshow their support for hotel workers at a protest marc hand rally sponsored by the APRI in New Orleans, La.

Avondale workers join APRIdelegates in protest marc h

ON AUGUST 21, 1999, stewards fromAvondale Shipyard joined delegatesfrom the A. Philip Randolph Institute’s(APRI) 30th annual national educationconference in a protest march and rallyagainst the St. Louis Hotel on CanalStreet in New Orleans. The activistswere protesting the hotel employer’sdecision to not recognize the ServiceEmployees International Union as thehotel employee’s bargaining agent.

Intl. Vice President JimHickenbotham, who was representingthe Boilermakers at the annual APRIconference, addressed the rally of morethan 300 participants. Local 37 Pres. LyleGrimes, who is one of two full-timeorganizers working for the Metal Tradescampaign at the Avondale Shipyard,joined several shipyard stewards at therally. (The Boilermakers union is thelargest of the 11 unions involved in theAvondale campaign, where workers arein their sixth year of trying to gain recog-nition and a labor contract from thenation’s largest nonunion shipyard.)

The APRI was formed in 1965, bylabor activist and civil rights pioneerA. Philip Randolph (1889-1979) andBayard Rustin (1912-1987). It is anorganization of trade unionists com-mitted to racial and economic justice,who are working as a bridge betweenlabor and the African-Americancommunity. ❑

Intl. Vice President Jim Hickenbothamaddresses labor activists at a protestrally in New Orleans.

IVP Jim Hickenbotham, L-37 Pres. Lyle Grimes, and Avondale Shipyard stewards attenda rally to support workers struggling for recognition at the St. Louis Hotel in New Orleans.

I AM WRITINGthis letter toacknowledge theoutstanding per-formance by yourB o i l e r m a k e r s(members of Local154, Pittsburgh,Pa.) on ourd e p h e n o l i z a t i o ntower replace-ment. When weentered into thisperformance con-tracting agree-ment, we had a lotof trust in both ofour companies[Shenango Inc.and AmericanBoiler & Chimney(A B & C) TankServices] workingproductively tomake this project a success. After thisjob was finished, it was evident thatthis trust was not without cause. BothShenango and A B & C have benefittedby the superior work ethic put forth bythe Boilermakers on this project. I can-not thank you enough for providingShenango with such a superior workforce. We at Shenango are looking for-

ward to a long lasting, mutually benefi-cial working relationship as a result ofyour efforts.

DO N HU T C H I S O N, P.E.Shenango Inc.

EDITOR’S NOTE: American Boiler &Chimney is owned by Jerry Kaelin, a Local154 graduate apprentice. The projectreferred to above involved the removal of a200-plus ton tower.

Local 154 members earnpraise for superior work ethic

Members of Local 154, Pittsburgh, Pa., earned praise fromShenango Inc. for their work with American Boiler & C h i m n e yon this dephenolization tower replacement.

The Advanced Institute is for thoseindividuals who have previouslyattended a Basic Institute, or who havereceived approval to attend by LenBeauchamp, director of Research andCollective Bargaining Services. Thisweek-long course covers arbitrationpreparation and presentation, topics incollective bargaining, labor law, andpolitical action.

Instructors include professors fromthe School for Workers, InternationalBrotherhood staff members, and repre-sentatives from the national fundsoffice. Classes are held at the FriedrickCenter on the shore of Lake Mendota atthe University of Wisconsin. Attendeeslisten to lectures, view training films,participate in class discussions, androle-play various parts of the grievanceand arbitration procedures.

Those attending the AdvancedInstitute included Scott Setchell ofLodge D81, Dixon, Ill.; George Powell ofLodge 88, Essington, Pa.; Allen Pick ofLodge 374, Hammond, Ind.; RobertLevart of Lodge 482, Wood River, Ill.;Tim Kite of Lodge 599, Billings, Mont.;Sammie L. Cole Sr. of Lodge 693,Pascagoula, Miss.; Dave McMahon andLouis Nielio of Lodge 696, Marinette,Wisc.; Roger Reading of Lodge 1509,Cudahy, Wisc.; and Michael Zordani,International Representative-PEP.

The following locals sent membersto the Basic Institute:

Lodge M2, Toledo, Ohio – RaymondLoss, James McCormack, CharlesTurner, and Ron Shadler Jr.

Lodge 26, Savannah, Ga. – VernonJohn Baxter and Charles N. Evans

Lodge 83, Kansas City, Mo. – JamesV a n Z u u k

Lodge 87, West Chester, Pa. – JohnBecker and David Piatt

Lodge 146, Edmonton, Alberta –James Johnson and Myles Morgensen

Lodge D206, Port Clinton, Ohio –Lafayette Hopkins and Anthony Rogers

Lodge M300 of Aurora, Ind. –Stephen Auxier and Douglas Beam

Lodge 374, Hammond, Ind. – JosephEsparza and Douglas J. Ewell II

Lodge 482, Wood River, Ill. – JimmyMcKee and John Roach

Lodge 487, Kewaunee, Wisc. – ChadKieckbusch, Regina Prudhomme,Madonna VandenAvond, MichaelVincent, and Patrick Wessell

Lodge D533, Hagerstown, Md. – KenGarnett Jr., Dennis Hose, Roger Murphy,Jeffrey Short Sr., and Shirley Weller

Lodge 599, Billings, Mont. – Roy Ladd Lodge 696, Marinette, Wisc. – Frank

Ludgood Jr., Arnold Antonson,Lawrence Christenson, Dave Dehne,and Steve Petrosky

Lodge S699, Menominee, Mich. –Michell Beardsley, Ellen Hayes, andDavid Holman

Lodge 905, Wilmington, N.C. –Steven Godwin and Fleet Spell

Lodge 1012, St . Louis, Mo. –Kenneth Brock and David B. Holman

Lodge 1032, Cumberland, Md. –William Sauermilch III and DraytonShowell

Lodge 1162, Milwaukee, Wisc. –Joseph Schmidt

Lodge 1234, Chicago, Ill. – JovanDjordjic and Donald Franks

Lodge 1255, Chicago, Ill. – JuanHernandez, Oscar Orellana, MynorUrrutia, and Edward Wilson

Lodge 1600, St. Charles, Ill. – StevenKramer and Jesus Fernandez

Lodge 1603, Alliance, Ohio – RichardLayman Jr. and Mike Good

Lodge S1978, Rock Springs, Wy. –James Persinger.

New business managersattend pro g r a mFIFTEEN NEW Construction Divisionbusiness managers attended a week-long educational program in KansasCity, August 22-27, 1999.

Designed specifically for the con-struction lodge leaders, the programincluded a review of the Brotherhood’shistory, structure, service, policies, andprocedures, and provided an in-depthlook at the Construction Division; theNational Maintenance and ProjectAgreements; the MOST Program; theNational Apprenticeship Program; thepension, annuity, and health & w e l f a r efunds; the MARS computer system;referral rules; financial reporting; mar-keting; collective bargaining; organiz-ing; communications; and timemanagement and strategic planning.

Those attending included LelandYazzie of Local 4, Page, Ariz.; GeraldConnolly of Local 5, New York City,N.Y.; Don Jones of Local 69, Little Rock,Ark.; Kent Oliver of Local 73, Halifax,Nova Scotia, Canada; Wilber Grangerof Local 79, Lake Charles, La.; RogerErickson of Local 83, Kansas City, Mo.;Henry McCoy of Local 101, Denver,Colo.; Van Stephens of Local 105,Chillicothe, Ohio; Danny Phillips ofLocal 112, Mobile, Ala.; Dean Milton ofLocal 146, Edmonton, Alberta; ErnestDorsey of Local 193, Baltimore, Md.;Gerald Couser of Local 197, Albany,N.Y.; Marlin McCurdy of Local 242,Spokane, Wash.; Carl Ellsworth ofLocal 359, Vancouver, BritishColumbia; and George Pinkerman Jr.of Local 667, Charleston, W.Va.

B o i l e rmakers attendE a s t e rn CanadianLeadership Confere n c eLOCAL LODGErepresentatives from11 lodges in Eastern Canada gatheredat the Inverary Resort in Baddeck, N.S.,for a three-day leadership conference,August 3-5.

International officers and staff cov-ered such essential topics as the dutiesof officers, how to run a meeting,amending and approving by-laws,handling grievances, keeping accuraterecords and making financial reports,and collective bargaining strategiesand techniques.

Terry D. Boudreau from EqualPartnerships gave a workshop on strate-gic planning for the future. He showedhow local lodge leaders can be p r o a c t i v e,rather than just being r e a c t i v e to companyplans. Strategic planning involves ana-lyzing the local lodge’s situation, devel-oping long-term goals, and thenworking out specific steps to get thereand creating a plan that can not only be

followed, but can also be used to meas-ure the local’s success.

Local lodge leaders attendingincluded Jean Guy Allain, Kim Blyth,Jean Guy Godin, Leslie Linco, EverettMauger, Gary Morris, Kent Oliver,Gerald Robichaud, and CharlesSaulnier from L-73 in Halifax; JohnCormier, Auby Cox, Ed Frerotte, RonGroulx, Marc Guay, Vince McNeil,Don Peer, Ed Power, Matt Thomson,Jim Tinney, and Reg White from L-128in Toronto; Tom Walsh from L-203 inSt. John’s, Guy Villemure from L-271 inMontreal; Paul Wilson from L-D406 inSt. John; Ron Andrews and Ross Kingfrom L-D454 in Brookfield; Denise

Bolton and Dale Levere from L-D488 inActon; Kevin Biggs, Tony Skokum,and Stan Young from L-D494 inBurlington; Raymond Black from L-D579 in Lantz; Chris Scott and GeorgeWhite from L-580 in Halifax; and EdBaker, David Brown, Earl Craig,Michel Latour, Kevin McKinnon,Doug Nickerson, Rick Pain, MichaelSimons, and John Wiebe from L-680 inSt. Catharines. ❑

3 Sep • Oct 1999the Boilermaker Reporter

E D U C A T I O N / T R A I N I N G

B ro t h e rhood sponsors educational pro g r a m sContinued from page 1

Above, attendees of the Advanced Institute, University of Wisconsin School for Workers.

Attendees of the New Business Managers Program tour the Boilermakers NationalApprenticeship Training Center while in Kansas City for a week-long training course.

At right, IVP Sandy MacDonald addressesdelegates (above) to the 1999 Eastern

Canadian Leadership Conference. Seatedat his right is Intl. Pres. Charles W. Jones.

Above, attendees of the Basic Institute,University of Wisconsin School for Workers.

N o rtheast, Great Lakes areas sponsor joint contest

4 Sep • Oct 1999E D U C A T I O N & T R A I N I N G

FOR THE THIRDtime, the Northeastand Great Lakes areas have combinedresources for a joint apprenticeshipcontest. Their results follow.

L-7’s Paul Hendershot winsNortheast contest

PAUL HENDERSHOT, representingLocal 7, Buffalo, N.Y., won the NortheastArea apprentice competition, earningthe right to compete at the BoilermakersNational Apprentice Program’s (BNAP)competition in September.

Also competing, May 16-18, at Local237’s training facilities in Hartford,Conn., were James DiCicco of Local 28,Newark, N.J.; Adam Hanlon of Local29, Boston, Mass.; Jason Henderson ofLocal 175, Oswego, N.Y.; MarkJohnson of Local 154, Pittsburgh, Pa.;David Krysztopik of Local 237; andWilliam Oesterwind of Local 13,Philadelphia, Pa.

Union judges included FrancisDuggan, business manager of Local193, Baltimore, Md.; Paul Meade, pres-ident of Local 29; and Jack Multerer,retired business manager of Local 7.

Company judges included John CareySr. of Boiler Erection & Repair Co. andDon Mason of Nicholson & Hall Corp.

A banquet to announce the winnerswas held in Lake George, N.Y., on July 15.

L-169’s John Va rdon winsG reat Lakes contest

JOHN VARDON, representing Local169, Detroit, Mich., won the Great LakesArea apprentice competition, earningthe chance to represent this area at thenational contest in Kansas City.

Vardon won the award, named forRobert J. McDonough, John S. Nooter,

and John H. Mooney, along with a$1,000 U.S. savings bond, by partici-pating in a skills competition held withthe Northeast Area in Hartford, Conn.,at Local 237’s training facilities.

Also competing were Joe Fisher ofLocal 744, Cleveland, Ohio; MichaelFunston of Local 647, Minneapolis,Minn.; Keith Nickelson of Local 27, St.Louis, Mo.; Bob Segiet of Local 1,Chicago, Ill.; Donald Waltermier Jr. ofLocal 85, Toledo, Ohio; and KevinYoung of Local 374, Hammond, Ind.

Union judges included AnthonyJacobs, L-169 ABM; Dennis Lark, L-85training director; Paul Maday, L-374ABM; James McManamon, L-744 ABM;Intl. Rep. Clayton Plummer; and RobertSchwartz, L-1 ABM. Company judgesincluded Paul Jewel, Stevens Paintsuperintendent, and Richard Lester ofConstruction Philip Services Corp.

At the awards banquet, Local One’sRobert McDonough was honored for hismany years of service to the Internationaland the Great Lakes Area. ❑

Contestants to the Great Lakes apprentice contest attended a banquet inChicago where the winner, John Vardon, pictured in the center, was announced.

the Boilermaker Reporter

Contestants to the 1999 Northeast Area Apprentice competition receive theirawards, l. to r., David Krysztopik of Local 237; Jason Henderson of Local 175; first-place winner Paul Hendershot of Local 7; Adam Hanlon of Local 29; James DiCiccoof Local 28; William Oesterwind of Local 13; and Mark Johnson of Local 154.

L - 1 4 6 ’s Lance Millar wins Canadian apprentice contestFive candidates competeat sixth annual eventLANCE MILLAR,representing Local146, Edmonton, Alberta, Canada, haswon the sixth annual CanadianBoilermaker ApprenticeshipCompetition. Held June 20 to 23, 1999,the contest was hosted by Local 555and the Red River College inWinnipeg, Manitoba.

Also competing were Curtis Fraser ofLocal 73, Halifax, Nova Scotia; SteveSicard of Local 128, Toronto, Ontario;Chris Weaver of Local 359, Vancouver,British Columbia; and RichardDelaurier of Local 555.

National Coordinator Bruce Ashtonbegan the rigorous testing schedulewith written exams on Sunday, June 20.On Monday, the contestants beganthree days of hands-on testing on theirknowledge of safety, rigging,exchanger tube repair, welding, lay-out, fitting, and signaling.

Joining Ashton as test coordinatorsand judges were Roy Billet, FrankBoudreau, Jack Brochu, Art Christie,Warren Fraleigh, Ron Groulx, DwightHarris, George Henry, Ed Hoffmann,Grant Jacobs, Joe Kiwior, HaroldLilliees, Richard MacIntosh, FrankNolan, Norm Ross, and John Rowe.

The 1999 award was named forDonald G. Whan and Henry Gusse. Itwas presented to Millar at a banquetthe evening of June 23.

Whan, who passed away in October1996, began his Boilermaker career as awelder in 1951, and worked his way upthrough the ranks retiring asInternational Secretary-Treasurer in1989. He was instrumental in the estab-

lishment of apprenticeship trainingand journeyman upgrading in Canada.

Gusse, who has been a Local 146member for 43 years, is the owner andpresident of the Edmonton ExchangerGroup of Companies. These companiesare active in Western Canada in shopfabrication, and repair and mainte-nance. They employ only union mem-bers and supply vessel componentsworldwide. ❑

Robert J. McDonough addresses theapprentices at the annual banquet of theGreat Lakes Area apprentice contest.

Intl. Vice Pres. Rick Albright (r.) withHenry Gusse. The 1999 BoilermakerApprentice Award is named for Gusseand former Intl. Sec.-Treas. Don Whan.

Lance Millar (l.) is the winner of the1999 Canadian BoilermakerApprentice Contest. At right is L-146BM-ST Dean Milton.

Front row, l. to r., contestants Curtis Fraserof L-73, Lance Millar of L-146, RichardDelaurier of L-555, Steve Sicard of L-128,and Chris Weaver of L-359. Back row, l. tor., test coordinators and judges RichardMacIntosh, John Rowe, Grant Jacobs,Roy Billet, Warren Fraleigh, George Henry,Joe Kiwior, Dwight Harris, Jack Brochu, ArtChristie, Norm Ross, Frank Boudreau,Frank Nolan, Harold Lilliees, Ed Hoffmann,Ron Groulx, and Bruce Ashton.

5 Sep • Oct 1999E D U C A T I O N & T R A I N I N G

the Boilermaker Reporter

Nine apprentices vie forSoutheastern Area prizeROBERT LEE GIBSON,a graduateapprentice representing Local 110,Hattiesburg, Miss., earned first place inan annual competition sponsored by theBoilermakers Southeastern Area JointApprenticeship Committee. As recipi-ent of the Paul D. Wedge Award,Gibson received a $1,000 check, a PaulD. Wedge Award watch, certificate, andplaque, plus the chance to represent theSoutheastern Area at the BoilermakersNational Apprentice Program’s (BNAP)competition in September.

Also competing for the SoutheasternArea at Local 433’s training facility inTampa, Fla., June 21-22, were Mark W.Bartrug of Local 667, Charleston, W.Va.; Arthur S. Brock Jr. of Local 37, NewOrleans, La.; Richard D. Clark of Local40, Elizabethtown, Ky.; Austin DaleDunham of Local 531, Amarillo, Texas;Jimmy F. Hammett of Local 108,Birmingham. Ala.; Robert B. Sheffieldof Local 112, Mobile, Ala.; William A.Simmons III of Local 45, Richmond,Va.; and Arlin J. Thody of Local 83,Kansas City, Mo.

The nine candidates were tested onthe following subjects: related studies;union and craft; blueprint and mechani-cal drawings; knot tying, rope splicing,and reeving; hand signaling; tool identi-fication; tube rolling; use of equipment;reeving and rigging; and welding.

Union judges included InternationalRepresentatives Glenn D. Fagen, Mike

Peterson, William Elrod, and BarryEdwards, retired InternationalRepresentatives Lou Novak and GeneLofley, and Rick Silberman.

Company representatives includedTom Bode of ABB-CE Services, Inc.;Michael Brown and Randall James ofBabcock & Wilcox; Bill Kunkell ofCommon Arc; and Preston Taylor ofCentral Maintenance and Welding, Inc.

A banquet was held June 24 at theRadison Bay Harbor. ❑

Competitors included, in back, l. to r., Arthur S. Brock Jr., Local 37, New Orleans,La.; Arlin J. Thody, Local 83, Kansas City, Mo.; Robert Lee Gibson, Local 110,Hattiesburg, Miss.; Austin Dale Dunham, Local 531, Amarillo, Texas; and Richard D.Clark of Local 40, Elizabethtown, Ky. In front, l. to r., Robert B. Sheffield, Local 112,Mobile, Ala.; Jimmy F. Hammett, Local 108, Birmingham. Ala.; Mark W. Bartrug,Local 667, Charleston, W. Va.; and William A. Simmons III, Local 45, Richmond, Va.

L-500 hosts We s t e rn StatesA rea Appre n t i c e s h i pcontest and banquetJOHN SVENSSON, representing Local502 of Tacoma, Wash., has won the12th annual James F. PrechtCompetition for OutstandingGraduate Apprentice of the WesternStates Area. Barry Hovet of Local 549,Pittsburg, Calif., earned second place;Jerald Thorp of Local 500, headquar-tered in Portland, Ore., placed third.

As winner of the Western States com-petition, Svensson received a $700 check,watch, plaque, and other gifts, plus thechance to represent his area at thenational competition in September. Assecond place winner, Hovet received$350; Thorp received $200 for third-place.

Also competing were David Gleasonof Local 92, Los Angeles, Calif.; GilesMacMurchie of Local 242, Spokane,Wash.; John Nichols of Local 627,Phoenix, Ariz.; Paul Rose of Local 101,Denver, Colo.; and Pete Smalley of Local182, Salt Lake City, Utah.

Area Coordinator Darrell HickmanSr. said “each candidate’s performancewas extraordinary and they have all

achieved a great accomplishment byparticipating in this competition.”

Hosted by Local 500 on July 25-29, thecompetition tested the skills of the grad-uate apprentice in 12 areas, includingblueprint reading, tube rolling, welding,burning, and rigging.

Serving as union judges were Local500 retired members Charles Hebert,Robert Matherly, and Robert Grimmet.

Representing employers as contestjudges were Clyde Colliflower of ABB-CE Services, Mike Olson of J H Kelly,and Mike Bradley of CHMurphy/Clark. ❑

L - 1 1 0 ’s Gibson wins Wedge Aw a rd

Participants in the 12th annual James F. Precht Competition include, front row, l. to r.,David Gleason of L-92, Pete Smalley of L-182, John Svensson of L-502, John Nichols of L-627, W. States Coord. Darrell Hickman Sr., Barry Hovet of L-549, Giles MacMurchie of L-242,Jerald Thorp of L-500, and Paul Rose of L-101. Standing are judges and helpers.

L-502’s Svensson wins Precht award

R I G H T: Robert Lee Gibson displays thePaul D. Wedge Award he won in the

Southeastern Area apprentice contest.

Local 79graduatesapprenticeNORMAN JOHNSON, c e n t e r ,receives his apprentice graduationcertificate from Wilber Granger,B u s i n e s s - M a n a g e r / S e c r e t a r y -Treasurer of Local 79, Lake Charles,La. (on left). To Johnson’s left is for-mer Local 79 business manager,James Landers. ❑

AFL-CIO statebodies sponsorlabor school

Classes to be held inHouston, November 14-17

T H I R T E E N AFL-CIO southern statefederations are sponsoring the 1999Advanced Southern Labor School,November 14-17, 1999, at theHouston Hobby Airport Hilton inHouston, Texas.

The training will give unionists inthe South the opportunity to meetand discuss current labor issues;compare strategies for organizing,political, and legislative action andcommunity involvement; and estab-lish broader networks for communi-cating. Participating states includeAlabama, Arkansas, Florida,Georgia, Kentucky, Louisiana,Mississippi, North Carolina, SouthCarolina, Oklahoma, Tennessee,Texas, and Virginia.

For more information, call theTennessee AFL-CIO Labor Councilat 615 269-7111. ❑

U.S. has highestdrug pricesAMERICANS PAY MOREfor drugsthan citizens of any other industrial-ized country – even for drugs madein the U.S.A.

Congressman Bernard Sanders(Ind.-VT) led a group of senior citi-zens on a drug-buying trip fromVermont to Montreal to illustrate thedisparity in prices. In Canada, theirprescription drugs cost less – far less,in many cases.

Methylprednisone, a drug forsevere asthma and rheumatoidarthritis, costs 32 percent more inVermont than in Montreal. Amonth’s supply of Tamoxifen, a drugused to treat breast cancer, costs only$12.80 in Montreal. In Vermont, itcosts $156.42 – more than 12 times asm u c h !

The reason, Sanders explained, isthat Canada, like every industrial-ized nation except the U.S., has anational health care plan that negoti-ates drug prices.

Sanders has introduced legislationintended to lower drug prices in theUnited States. ❑

Stop the BigBusiness bailoutTODAY’S MOST COSTLY w e l f a r erecipients are Fortune 500 compa-nies. T i m e magazine recently esti-mated that Congress spends $125billion in federal funds each year tosubsidize corporations through lowinterest loans, cheap insurance, pricesupports, tax breaks, and under-val-uation of taxpayer-owned resources.

Proponents argue that businesssubsidies create jobs. Yet from 1990to 1994, the Advanced TechnologyProgram, a federal subsidy for high-tech research, gave more than $250million to AT&T, GE, GM, IBM, andother companies. The companiesreduced their workforce by 329,000during that period.

In 1996, Congress told poor fami-lies that welfare should not be a wayof life when they passed the welfarereform act. That ought to be a goodprinciple for business, too.

Source: Taxpayers for Common Sense

Boilermakerscholargraduateswith honorsA BOILERMAKER SCHOLARSHIPgot her started in college in 1995, butthe rest was up to Jacqualyn CasazzaRivera, daughter of Local D12 mem-ber John Casazza. This year, sheshowed the scholarship committeehad picked the right person when shegraduated with honors from JudsonCollege in Elgin, Ill., earning aBachelor of Arts degree in Englishwith a minor in History. She plans topursue an advanced degree inAmerican History. ❑

Even a simple job – likeblowing a horn – is importantwhen it saves livesHEROES. THAT’S HOWthe workersat Sparrows Point, Md., describe DougSandhufer and Earl Burns. ButSandhufer and Burns disagree. Theysay they were only doing their job. Butbecause they did their job well, injurieswere held to a minimum when a boomcollapsed in an area where 20 to 30craftsmen were working.

On June 9, foreman Burns (a L-193member since 1973) and his Local 193crew were working on the 15.4 ton rawgas main valve at “L” Furnace Reline,when a crane boom collapsed.

Burns’ crew was about to swing thevalve over the steel and lower it to theground. Sandhufer’s job was to alertthe 20 to 30 craftsmen working 165-feetbelow to stand clear.

Sandhufer, who has been a memberof Local 802 since 1989, blew an air hornto clear the area. Once all the workerswere out of the way, Burns signaled therig to swing the load.

Sandhufer was still sounding the airhorn to keep the area clear when theboom gave way, bringing down the15.4 ton structure and the crane. On itsway down, the collapsed boom hit a

hydraulic crane, causing $4.6 milliondamage to both rigs.

Nine people were hurt, but injurieswere limited to cuts and scrapes causedby falling debris and workers runningfrom the accident site. Sandhufer’s facewas cut and his knee banged up whenthe boom hit a steel beam behind him,causing a scaffold to ram into him andthrow him about five feet.

D. Dennis Seabolt, a 26-year L-193member and a union representative for“L” Furnace Reline, said: “If Dougwould not have done his job properlyor if Earl Burns would have been in ahurry, many more people would havebeen hurt or killed. This shows that nomatter what job we do, it’s importantthat it be done the right and safe way. Inmy opinion, Doug Sandhufer and EarlBurns are heroes. Others on the job thatday would agree.” ❑


S A F E T Y & H E A L T H

When this boom collapsed (top left photo),the 15.4 ton raw gas main valve picturedabove fell 165 feet.

L-193/802 members keep injuries toa minimum when boom collapses

L-37 sponsors safety courses

Silica in sandblastingand rock drilling can beh a z a rdous to your healthBEWARE. THAT DUST l y i n garound could be hazardous toyour health, especially if someonerecently sandblasted in or nearyour work area. Silica is the sameas quartz, and crystalline silica isone of the most dangerous kindsof dust you can breathe. Silicasand is used for sandblasting, andyou also get silica dust when youdrill in most kinds of rock.

The hazard s

IN THE LUNGS, silica scars airsacs and keeps oxygen from get-ting in the blood. Silica can causeshortness of breath. And itincreases your chance of gettingtuberculosis. Silica also causessilicosis, which can kill you.(Many industrial countries havebanned the use of silica sand fors a n d b l a s t i n g . )

You can get silicosis after five toten years of working around silicadust without using breathing pro-tection. (You can be in dangereven if you do not s e e dust.) Oryou can get silicosis after a fewweeks if you work in thick cloudsof crystalline silica and you are notprotected. (This happened to tun-nel workers who cut through hardrock and were not protected.)Silicosis can get worse even yearsafter you are away from the dust.

What you can do

• Wet down dry materials andsurfaces before you work witht h e m or before you sweep them.This will reduce some dust.

• Do not use disposable dustmasks if the dust has any silica.Disposable masks do not protectyou from silica. They do not forma snug seal with your face.

• For abrasive blasting, replacesilica sand with safer materials.The U.S. government’s NationalInstitute for Occupational Safetyand Health (NIOSH) says do not

use sand or any abrasive withmore than one percent crystallinesilica in it. Garnet, slags, steel grit,and shot may be good substitutes.

• When sandblasting with anymaterial that may contain silica,you need to use a CE abrasiveblasting respirator (positive pres-sure/pressure demand, with anAPF of 1,000 or 2,000). This respi-rator provides air from outside theblasting area. Respirators mustnot be the main way you reducee x p o s u r e s.

• When drilling in rock that m a ycontain silica, you may need ar e s p i r a t o r. The type of respiratoryou need will depend on the silicaconcentration levels.

• OSHA says you must have afull respiratory protection pro-g r a m if respirators are used. Thismeans proper selection and fit-ting of respirators, medicalscreening of workers for fitness towear a respirator, and workertraining to use the respirators.The MOST respirator fit andtraining program meets all OSHAr e q u i r e m e n t s .

• Do not eat, drink, or smokenear silica. After work, washyour hands before you eat, drink,or smoke.

• Change out of your workclothes before you go home. Thiswill lower the level of dust contactfor you and your family.

• OSHA has rules about levelsof silica (and other dusts). If youhave any questions, call theCenter to Protect Workers’Rights (202 962-8490), theNational Institute forOccupational Safety and Health(1-800-35-NIOSH), or OSHA.

© Based on a copyrighted story pro -vided by the Center to ProtectWorkers’ Rights, a research arm ofthe Building and ConstructionTrades Dept.

DON’T TAKE UNNECESSARY RISKS.A L W A Y S PLAY IT SAFE.

AND WHEN YOU ARE AT WORK,MAKE IT SAFE!

MAKE IT SAFEH a z a rd Alert – Dangerous Dust

Sample warning sign for silica work area requiring respirators.

ABOVE: Local 37 members participatein an OSHA 500 safety course. ATRIGHT: L-37 safety instructors Charles“Tommy” Hebert Jr. and Dennis Burke.

LOCAL 37, NEW ORLEANS, LA., isnearing its goal of 100 percent participa-tion in its OSHA 500 safety courses. Sofar, the local has sponsored over 20classes and nearly 400 members and per-mit workers have attended. The classesare taught by Local 37 members Charles“Tommy” Hebert Jr. and Dennis Burke,who have each received favorable eval-uations from the attendees. ❑

L-7 erects first B&W- s e l e c t i v ecatalytic reduction system in U.S.

Workers strive for zeroaccident rate, despitecold weather conditionsMEMBERS OF LOCAL 7, Buffalo,N.Y., and the Babcock & WilcoxConstruction Co. (B&W) said, “No toNOx emissions” at the AES SomersetSteam Station on Lake Ontario.Through a collective effort, Local 7 andB&W fabricated and erected the firstB&W-engineered selective catalyticreduction (SCR) system in the U.S.

Local 7 Recording Secretary MartinSpencer Jr. reports that many obstacleshad to be overcome from the very start.“The project was designed, engineered,and erected on a fast-track schedule.AES Somerset awarded the contract toB&W in mid-September 1998.

Engineering started right away and thefirst pre-fabricated pieces began arriv-ing on site the second week of January1999. Assembly and erection startedalmost immediately,” said Spencer.

He said safety was of paramount con-cern for all. Every effort was made for azero accident rate and extensive safetyjob site audits were conducted by OSHAduring high peaks of construction.

“Despite the treacherous New Yorkweather – snow and especially the highwinds – the rank and file memberspitched in with their ideas, hard work,and perseverance to successfully com-plete this project,” reports Spencer. Hesaid, “Everyone wins with projects likethis one. Electricity is produced for thepublic, pollution is contained, and jobsare created which insures a well-trained workforce for the future.” ❑

At far left are members of Local 7,Buffalo, N.Y., who completed the firstB&W-SCR system in the U.S. Here,they use a crane to lower ductworkinto place. Below, is the new hopper.


K U D O S

MEMBERS OFL O C A L 5, New YorkCity, N.Y., haveearned kudos forretrofitting a stack(shaped like a baseballbat) at YankeeStadium. Theyreceived the followingletter from William P.Nolan of theInternational ChimneyC o r p o r a t i o n :

“I would l ike tocommend Local 5 forthe professionalismshown by yourBoilermakers during the emergencyoutage at Yankee Stadium.

“In an extremely difficult projectand with no margin for error, theLocal 5 boilermakers were able tomeet and even exceed the challengeby completing the work ahead ofschedule. The New York YankeesOrganization, Lehrer McGovernBovis, and International ChimneyCorporation are more than pleasedwith the workmanship.

“It has been a pleasure workingwith you and your professionals andI look forward to working with youagain in the future.” ❑

MEMBERS OF LOCAL104, Seattle,Wash., and PSF Industries, Inc., haveearned the Steel Plate FabricatorsAssociation’s 1998 Fabricated Productof the Year award for their work on avacuum tower ordered from ARCOProducts Company.

The tower, measuring 23 feet by 107feet, was fabricated in PSF’s Seattleshop by Local 104 members led byMarty Jensen, Wade Anderson, and

Larry Gingrich. The tower’s design andfabrication was complex, with L-104members fabricating and installing 14vacuum rings, 52 nozzles, numerousinternal trays, and an ARCO-suppliedvapor horn. The completed tower, fab-ricated with zero accidents and zeroweld defects, weighed 323,608 poundsand was shipped by barge to the ARCOrefinery in Blaine, Wash. ❑ Local 104 and PSF Industries earned the “Fabricated Product of the Year” award

for their work on this vacuum tower from the ARCO Products Company.

L-5 members meet and exceed the challengeNew York Yankee Organization pleased with L-5’s workmanship

Clockwise, beginning above:Local 5members, New York City, N.Y., lift astack section (shaped like a baseballbat) into place. At left: Another viewof the baseball-shaped stack duringerection at Yankee Stadium. Top left:Day shift workers include, kneeling infront, Chris Campbell, Tony Bego,Larry Bernoco, and John Donovan.Back row, Tom Borgersen, BobZuzzolo, and Charles Nicolich.

PSF and L-104 earn fabricatedproduct of the year award


W H O P A Y S T H E T A X E S ?

Class war, American style:The tax war workers lost

DURING DEBATE ONthe 1993tax bill, the first tax bill intendedto increase taxes for wealthy

Americans in nearly 50 years, manycongressmen complained thatPresident Clinton was waging “classwarfare” on the most successful mem-bers of our society.

His simple statement that the richshould pay more taxes was met with anavalanche of criticism from politicianswho protect the rich. Speeches by Rep.Bob Dornan (R-CA) and SenatorsAlphonse D’Amato (R-NY), William S.Cohen (R-ME), and Bob Dole (R-KS)made it seem that the wealthy wereunder siege. Representative GeraldB.H. Solomon (R-NY) even went so faras to suggest that any talk of raisingtaxes on the wealthy is “Marx-Leninesque rhetoric.”

They were right about one thing. Sincethe middle 1940s, America has beenengaged in a class war waged throughtaxes. But the rich are not the ones whoshould be complaining. Workers havebeen the big losers in the class tax war.

Let’s look at some of the losses work-ers have suffered in this secret war.

Income tax rates have risenfor workers, dropped for rich

THE INCOME TAX was created earlyin this century because the governmentwas unable to raise enough moneythrough tariffs and excise taxes. Whilethe country was small, these sourceshad been sufficient, but growingresponsibilities changed all of that.

In addition, reformers realized thattariffs and excise taxes, which workmuch like our present-day sales taxes,put the same burden on poor people ason the rich. The seven-year-old girlworking 14-hour days in a sweatshoppaid taxes at the same rate as John D.Rockefeller. During a period when theinequities of our class structure werebeing openly debated, the income taxprovided a relatively painless way toraise additional revenue.

The income tax was the first attemptby our Congress to create a “progres-sive” tax. A progressive tax is one inwhich your tax rate rises as your abilityto pay rises. Under a progressive tax,billionaires are expected to pay taxes ata higher rate than workers earning theminimum wage.

The first income tax was very pro-gressive. Only the wealthiest two per-cent paid it. Single taxpayers weregiven a $3,000 exemption, while mar-ried couples got a $4,000 exemption.Converted into 1993 dollars, a $4,000exemption would mean that only thosewage earners making over $58,000would have to file, and they wouldonly pay taxes on the amount in excessof $58,000.

It is easy to see that the people payingincome taxes in 1913 were not poor.Even so, the taxes they paid were pro-gressive – one percent for the first$20,000 above $58,000, with the rategradually increasing to seven percentfor income above $500,000. Because itwas progressive, the extremelywealthy paid higher rates than thosewho were simply upper middle class.

That happy time was short. When theU.S. entered World War I, the govern-ment broadened the income tax. They

reduced the exemption, raised the toprate for income tax to 67 percent on allincome over $2 million, and created atax on excess profits. The income taxquickly became the federal govern-ment’s main source of income. Yet evenat this point, 95 percent of Americanspaid no income tax.

Mellon introduces trickle-down economics

DURING THE 1920s, Andrew W.Mellon became secretary of theTreasury and began a campaign tolower tax rates for the wealthy. Thearguments he used came to be knownas “trickle-down” economics and,under President Reagan, “supply-side”e c o n o m i c s .

Mellon made the extraordinary claimthat lowering tax rates on the wealthywould yield more revenue than keep-ing them high. He argued that high taxrates cause people to avoid payingthem; therefore, lowering the tax rateswould reduce tax avoidance, raise rev-enue, and create jobs.

Mellon was able to convinceCongress to adopt his trickle-down the-ory. The top tax rate was 73 percent in1922. He succeeded in reducing it to 56percent in 1924, 46 percent in 1925, andfinally 25 percent in 1926. America’swealthiest made out like bandits.Mellon himself saved $800,000 in taxesthat first year, Ford saved $1.1 million,and John D. Rockefeller saved $2.8 mil-lion, or about$54,000 a week innew spendingm o n e y .

The number ofm i l l i o n a i r e sexpanded rapidly,as did the numberof people whowere almost rich.This extra moneyfueled the specu-lation in stocksthat led to the stock market crash of1929. Unfortunately for Americanworkers, nothing trickled down tothem. Workers were no better off in the1920s than they had been in the 1910s.

And when the Depression hit, theywere much worse off than ever before.

Roosevelt re t u rns the nationto a pro g ressive income tax

FACED WITH MILLIONS of unem-ployed workers, Congress was forcedto raise taxes on the wealthy in order topay the bills during the 1930s. The topbracket rose to 63 percent in 1932, 79percent in 1936, and reached 88 percentby 1944 at the peak of World War II.

But the war effort cost so much thatrates went up for workers as well. Thepersonal exemption was cut in half, thebottom tax bracket rose from four per-cent to 19 percent, and in 1943, the fed-eral government instituted withholding.

Income tax revenue increased by afactor of nearly 20, and total govern-ment revenue rose from $4.8 billion in1939 to $40.5 billion in 1944, the largesttax increase in U.S. history.

We hear complaints about high taxesnowadays, but taxes now are nothinglike they were during World War II. Infact, if the U.S. government were to tax

its citizens at thesame rates used in1944, we would col-lect enough moneyin a single year topay off the entire$5.61 trillion fed-eral debt.

When the warwas over, the richwanted to return to the Mellon of lowtaxes for the rich. Fortunately forAmerica’s workers, Congress kepttaxes on the wealthy relatively highand those for workers relatively low.

While Mellon’s trickle-down taxa-tion in the 1920s gave America moremillionaires and an overpriced stockmarket, the low tax rates on workersduring the 1950s allowed the creationof the world’s largest middle class.

Workers’ wage raises outpaced infla-tion. Home-ownership rose by nearly50 percent, automobile registrationsrose from 27 million to 62 million, andthe number of households with tele-phones more than doubled.

The rich were not happy, though.Their taxes were still high. During the1950s, all income over $400,000 wastaxed at the rate of 91 percent. Personsmaking over $1 million paid an averageof $1.2 million in taxes. They continuedto lobby for lower tax rates, and in theearly 1960s, they found an unlikely ally.

Workers pay the samem a rginal rate as billionaire s

JOHN F. KENNEDY is known as apresident who looked after workingpeople. But his 1963 tax cut started a

taxation trend that30 years later hadworking peoplepaying at the samemarginal tax rateas billionaires.

The argumentagainst tax cutshas always beenthat they reducerevenue, leadingto deficit spendingor to cuts in popu-lar programs.

Kennedy came up with a way to beatthat opposition, reducing taxes for thegroup paying the highest rates whilenot seriously cutting overall tax rev-enue. He simply expanded the numberof people who pay the top rate.

Kennedy’s tax plan of 1963 reducedthe rate that the richest taxpayers payfrom 91 percent to 70 percent, but it alsolowered the income needed to qualifyfor the highest tax rate. He cut it in half,from $400,000 to $200,000. So the richestAmericans got a tax cut, while thosemaking not quite as much actually got atax increase, and the total amount ofmoney coming into the federal treasurydidn’t change much.

Presidents and legislators noticedhow well this sleight of hand worked,and they latched onto it. Through the1970s and 1980s, every tax cut for therichest Americans was accompaniedby an expansion of the number of peo-ple paying that top rate. By the early1990s, when the Reagan-Bush tax lawswere in full effect, the top bracket wasso large that factory workers, school-teachers, and small business ownerswere in the same tax bracket as thecountry’s wealthiest individuals – peo-ple like Bill Gates and Warren Buffet.

When President Clinton proposed atax law that would end this trend in1993, he was accused of “class warfare”– pitting the wealthy against the poorand working people. Clinton’s tax billof 1993 reversed a 30-year trend. Itraised taxes on the top bracket, and italso raised the income necessary toqualify for that top bracket.

Is pro g ressive taxation fair?

MANY PEOPLE BELIEVE that pro-gressive taxes are unfair. You oftenhear people arguing that progressivetaxes penalize people for success. Theyclaim that rich people should pay nomore than poor people, and that pro-gressive taxes are merely an attempt toredistribute income.

These people have missed the boat.All tax laws redistribute income. Theissue is, in which direction?

In the 1920s, tax cuts for the wealthydistributed income up the ladder, mak-ing instant millionaires, fueling stockspeculation, and creating the economicgap that contributed to the GreatDepression. In the 1950s, tax cuts forworkers brought some of that moneyback down the ladder, leading to wide-spread prosperity and the growth ofthe world’s largest middle class.

From 1963 through 1993, more taxcuts for the wealthy moved wealth upthe ladder again, resulting in manyinstant millionaires, but also twodecades of high unemployment anddeclining wages for workers. Incomedisparity reached its worst point in his-tory. In 1951, it took the wages of twomillion median-income families toequal the earnings of the top one per-cent. By 1991, it took six million.

Clinton’s tax bill of 1993 at least tem-porarily reversed that trend, and work-ers have seen a slight easing of thedamage done by the tax policies ofReagan and Bush. But Congress stillpromotes the welfare of the rich at theexpense of workers.

The most recent tax bill passed byCongress (and vetoed by PresidentClinton) gives enormous tax advan-tages to wealthy taxpayers, but onlyvery modest cuts to workers.According to Citizens for Tax Justice,more than two-thirds of the tax cuts goto the top ten percent of Americans byincome, with the bottom 90 percentsharing the final third. The average taxcut for households with income below$38,000 will be less than $15 a month,while the top one percent will see anaverage tax cut of $301,000 – or about$15 every 25 minutes.

And they get their tax cuts before youdo. The capital gains tax cut, whichmainly benefits the wealthy, is retroac-tive to January 1, 1999. Income tax cuts,the biggest tax cut for workers, arephased in from January 1, 2001 toJanuary 1, 2008.

By that time, Congress will have hadplenty of time to rewrite the tax laws sothat you might not see a tax cut at all.

Class war?Yes. And workers are los-ing this one big-time. ❑

Next issue: Why you pay more

The tax bill for working people keeps goingup, while it is going down for the wealthy

The proposed capital gains taxcut, which mainly benefits the

w e a l t h y, is re t roactive toJ a n u a ry 1, 1999. Income tax cuts,the biggest cut for workers, aredelayed until January 1, 2001.


E D U C A T I O N & T R A I N I N G

IN OUR LASTcolumn, we discussedthe three duties of the steward: toenforce the contract, to handle griev-

ances, and to represent the union. These three duties are equally impor-

tant, but grievance handling is the mostvisible work for stewards. And forgood reason. The grievance procedureserves five purposes:

• It protects workers’ democraticrights on the job

• It establishes a mechanism forenforcing the contract

• It provides for orderly and fair set-tlement of disputes

• It maintains healthful, safe, andagreeable working conditions, and

• It gives the worker the support ofthe whole union when he or she has adispute with management.

This last purpose is an important one.Nonunion workers are on their own indisputes with management. It shouldcome as no surprise that many peopleconsider the grievance procedure to bethe most important part of the contract.

However, not every complaint con-stitutes a proper grievance. The stew-ard’s first action when presented with acomplaint is to determine whether itqualifies as a grievance.

Generally, five areas providegrounds for grievances: 1) the contract,2) state and federal laws, 3) companyrules and regulations, 4) well-estab-lished practices, and 5) workers’ rights.

Determining whether a complaint inone of these areas is a proper grievanceis not always simple. You’ll need to getall the facts you can before you makeyour determination. Here are somethings to look for and think about.

1) The contract . Any time theemployer violates a specific provisionin the contract, their action constitutes agrievance. For example, let’s say aclause in your contract states, “The shiftshall begin at 6:00 a.m.” If your newsupervisor says that his crew willreport at 5:45 a.m., you have groundsfor a grievance. He is contradicting spe-cific language in the contract.

A grievance can also arise from a vio-lation of the i n t e n t of a part of the con-tract. Let’s say that another clause ofyour contract states, “The companyshall provide appropriate safety equip-ment to employees.” To cut costs, thecompany stops supplying work gloves,pointing out that gloves are clothing,not equipment. You may have a griev-ance if the intent of this clause in thecontract was to ensure that the com-pany would provide all kinds of safetyequipment, including gloves.

To show the intent of a clause in yourcontract, you will need to refer to thenotes kept by your bargaining commit-tee during negotiations. Supportinggrievance handling is just one reasonyour collective bargaining committeesshould keep good notes during theirnegotiations and should file themwhen negotiations are completed.

A third way grievances arise from thecontract is when an action violates anagreed-to interpretation of a provisionof the contract. For example, let’s saythat your contract gives you “five days”following an extended absence to sub-mit written proof that it was medicallynecessary, but it does not specifywhether these are calendar days orworking days. The union and the com-pany get together and agree to interpret

this as work days, that is, Mondaythrough Friday. If the company latertries to revert to calendar days, youhave grounds for a grievance.

Agreed-to interpretations of the con-tract arise from all sorts of causes – newprocedures, new technology, or simplyambiguous language. They are a neces-sary part of enforcing the contract.Mutually agreed-to interpretations arelegally binding for both sides, so it isimportant that all members, and espe-cially all stewards and lodge officers,understand the new interpretation.

2) State and federal laws p r o t e c tworkers from discrimination andunfair treatment on the job. If anemployer action violates a law, theunion may handle the grievance eitherby contacting the appropriate govern-ment agency or by using the grievanceprocess to seek compliance.

Before you initiate any action basedon a violation of the law, be sure thatyou understand what you are gettinginto. State and federal laws are complexand often confusing. We all know“front-porch” lawyers who think theyunderstand the law, but reading a fewstatutes in the library or on the internetdoes not make a person an expert.When you suspect that a member has agrievance based on a law violation,consult an expert who can guide you.

Your International representativecan help. The Department of CollectiveBargaining Services can advise you inmany areas. Call them at 913-371-2640.If the legal problem involves safety orhealth laws, you may wish to contactthe Brotherhood’s Safety and Healthexpert, Milan Racic, at 414-332-8122.

3) Company rules and regulationsgenerate grievances in two ways.

First, if management disregards itsown rules or applies them unequally,harming one or more workers, there isgrounds for a grievance. For example, acompany rule may state that employ-ees out sick more than three days in amonth must show proof that they havevisited a doctor. One of your membershad a bad case of the flu that put her outfor a week, but didn’t go to the doctor,leading to a disciplinary action. Shecomes to you complaining that thesupervisor’s hunting buddy called insick eight days last month and was notdisciplined, even though he showed offthe deer he killed while “out sick.” Thisunequal treatment could be groundsfor a grievance.

Second, a grievance can arise if acompany rule is unreasonable orunreasonably vague. A rule that says“proper dress must be worn at alltimes” may be unreasonably vagueunless the company provides guide-lines as to what is “proper.”

In some cases, a rule may be unrea-sonable or unreasonably applied. Forexample, the company may have a rulethat says, “Where it is safe to do so,smoking is permitted in the plant,except in designated no-smokingareas.” If the new manager orders no-smoking signs to be erected every-where, so that smoking is, in effect,banned throughout the plant, the rule isbeing unreasonably applied.

Generally, companies have a lot ofleeway in the work rules they make.The union cannot challenge every newrule, nor should they. But sometimescompanies will attempt to use work-place rules to get what they could notget through negotiation. If a rule con-flicts with the contract, you must

enforce the contract. If a rule is unfair oris being applied in an unfair manner,you must take action to protect yourmembers from harm.

4) Well-established practices c a nonly be changed by mutual consent.Discontinuing or changing a well-established practice without input fromthe union may result in a grievance.

For example, say that for years work-ers have been stopping work 15 min-utes before the end of their shift so theycan wash up before leaving. A newsupervisor comes in and says theyhave to start washing up on their owntime. These workers may havegrounds for a grievance.

But merely allowing something tooccur a few times may not be enough tomake it grounds for a grievance. Keepin mind, too, that established practicescan change over time. Just because thecompany did something a certain wayfive years ago doesn’t mean you havegrounds for a grievance if they do it dif-ferently now. Likewise, the companymay discontinue even long-term estab-lished practices that are illegal or whichbecome recognized as being unsafe.

5) Workers’ rights also providegrounds for grievances. If an action ofmanagement violates basic fair treat-ment of a worker, that worker mayhave a grievance even if the contractdoes not say anything about the sub-ject. Discrimination and workers’ rightscover a broad range of incidents andpractices. However, discrimination isvery difficult to prove.

Choose the best grounds forwinning the grievance

IF A WORKER’S COMPLAINT f a l l sinto one of the areas named above, youprobably have good grounds for agrievance. In some cases, you may evenhave grounds in more than one area. Inall cases, you should find the argumentthat is most likely to win the grievance.

For example, if the company’s actionviolates a provision of the contract aswell as basic workers’ rights, you willwant to use the contract to supportyour grievance. Making an argumentbased on workers’ rights is far more dif-

ficult than showing how an action vio-lates specific language in the contract.

In other cases your choice may not beas clear. Think long and hard beforeyou choose the argument you will takeforward. The first argument that comesto mind is not necessarily the best one.

For example, let’s say Jane has been asteward for three years and has wonmany grievances against the company,including several against her boss, Joe.As might be expected, she and Joe don’tget along well. One Monday morning,Joe sends her home on a crisis suspen-sion, claiming he smelled alcohol onher breath and that she was slurring herwords. Janice, another steward, files agrievance, charging that Joe was retali-ating for Jane’s union activity.

Is this the best argument to make?Retaliation for union activity is illegal,but it is also very difficult to prove.

A stronger argument might be toquestion Joe’s decision, not his motivefor the decision. Does Joe have theexpertise to make a determination ofintoxication based on nothing morethan visual observation and smell? Didanyone give Jane a blood alcohol test?How has this problem been handled inthe past? Does the contract provide forthis situation?Is there a company rule?Was it followed?

Even if Janice is right and Joe hasbeen looking for an excuse to disciplineJane for years, she has probably chosenthe wrong argument. The steward’sobligation is to win the grievance. It iseasier to call into question a person’sdecision than it is to prove what theperson was thinking when he or shemade the decision. ❑

ST E WA R D’S NO T E B O O K:Grounds for Grievances

THE MEMBERS OF Local 455,Sheffield, Ala., have honored JohnnyC. Hayes for his service as a job stew-ard at the Colbert Steam Plant, fromJanuary 1, 1985 through April 1, 1999.Hayes, a L-455 member since 1976,retired April 1, 1999.

L-455 ABM Ed Vance says, Hayes is“a dedicated member of Local 455 and

his tenure as job steward earned himgreat respect from the members herepresented, as well as with TVA per-sonnel. He did his job with greatintegrity, honesty, and with theBoilermakers’ best interest always apriority. We highly recommendBrother Hayes as a Star Steward.”

✶✶ Star Steward ✶ ✶

Johnny C. Hayes, center, is Local 455’s Star Steward. He is pictured here with L-455 ABM Ed Vance, left, and L-455 Pres. Mark Vandiver.

L-455’s Johnny Hayes earns a plaque for his nearly15 years of service as an exceptional steward

Do you know a star steward ?WE’D LIKE TO include their name in our S t a rS t e w a r d s column. Just drop us a line with thename of the steward, the local, the company,and a few words about why you think thissteward is so special. Send a photo if youhave one. We’d like the world see what agood steward looks like.

Send info to this address:Star StewardsThe Boilermaker ReporterBoilermakers International753 State Ave, Suite 570Kansas City KS 66101

the Boilermaker Reporter1 0 Sep • Oct 1999

N E W S M A K E R S

Medal of Fre e d o mwinner played key role inuniting unions, sustainingS o l i d a rnosc in PolandLANE KIRKLAND, who united themajor U.S. unions and played a pivotalrole in sustaining Solidarnosc inPoland as president of the AFL-CIOfrom 1979 to 1995, died August 14,1999. He was 77.

When Kirkland was elected to suc-ceed George Meany as AFL-CIO presi-dent in 1979, he vowed to get thenation’s largest and best-known unionsto reaffiliate. He achieved his goal, unit-ing the Auto Workers, Teamsters, WestCoast Longshoremen, ChemicalWorkers, Mine Workers, andLocomotive Engineers.

When martial law struck the PolishSolidarity movement, Kirkland got theReagan administration to quit assistingthe Jaruzelski regime with loans andcredits, and smuggled some $6 millionworth of aid into Poland, largely in theform of printing equipment. PolishSolidarity leader Lech Walesa has saidthat the movement survived martiallaw in 1981 only because of the moralstrength of the Pope and the materialand political aid of the AFL-CIO.

In 1993, Kirkland was awarded thenation’s highest honor, the U.S. Medalof Freedom.

He became well known for his effortsto eliminate all forms of discrimination,and was respected by dissidents andfreedom-fighters the world over for his

aid to oppressed workers in countriesruled by dictatorships.

Kirkland first joined the Masters,Mates, and Pilots union as an 18-yearold Merchant Marine Academy cadetin June 1940. After WWII, he attendednight school at Georgetown University.He became a speech writer for Sen.Alben Barkley in the 1948 vice-presi-dential campaign, and Kirkland’s skillscaught the attention of then AFL-CIOSec.-Treas. Meany. Meany wasimpressed by Kirkland’s ability to“hold all the details in his mind,” evenon the most complex of issues.Kirkland became Meany’s executiveassistant in 1961, and was elected AFL-CIO sec.-treas. in 1969. He resigned asAFL-CIO president in August 1995.

He is survived by his wife, Irene; fivedaughters from a previous marriage;five grandchildren; and two great-grandchildren. ❑

Former AFL-CIO PresidentLane Kirkland dies

LA N E KI R K L A N DAFL-CIO President, 1979-1995

Intl. Rep. E. W. Smithpasses awayERNEST W. SMITH, a retired Internationalrepresentative who serviced members of theNational Transient Division, passed away onJuly 27, 1999. Smith, who joined theBoilermakers union as a mechanic in 1942, wasappointed an NTM District Representative in1957. Making his home in Cleveland, Tenn., heretired on March 1, 1983. ❑

Foundation offers assistance tofamilies of deceased railworkersThomson FoundationTrust now includesfemale employeesTHE JOHN EDGAR T h o m s o nFoundation, established in 1882 andendowed by the will of Mr. Thomson,third president of the PennsylvaniaRailroad, offers limited financial aid todaughters of a deceased parent. The par-ent must have been in the active employof any railroad in the United States at thetime of death, although the cause neednot be work-related. Whatever grant isawarded, usually services to benefit allmembers of the family.

The monthly allowance made underthe grant may cover the period frominfancy to age 18; under certain circum-stances to age 22, to assist grantees whoare pursuing higher educational goals.The foundation also offers specialhealth care benefits.

Funding for the work of the founda-tion is completely independent of anyrailroad. It neither solicits nor receivesfunds from the public. Further infor-mation and applications may beobtained by writing to Sheila Cohen,director of the John Edgar ThomsonFoundation, 201 S. 18th St., Suite 318,Philadelphia, PA 19103, or by calling 1-800-888-1278. ❑

Locals to determine membership pin eligibilityTHE INTERNATIONALExecutive Council has adopted the following policy: Theoffice of the International Secretary-Treasurer will no longer determine or recordmembership pin eligibility. This will now be handled at the local lodge level. TheHonors Column of the Boilermaker Reporter (a listing of those members receivingmembership pins of 40+ years) will no longer be published as this information hadbeen provided to the Reporter by the office of the International Secretary-Treasurer. However, local lodges can submit information and photos regardingmembership pin presentations for publication by mailing the information to t h eBoilermaker Reporter, 753 State Ave., Suite 570, Kansas City, KS 66101. ❑

HIP & DEE WELDING CAPS h a v emade a contribution to the CampaignAssistance Fund, under theBoilermakers Legislative Education-Action Program (LEAP). Owned byLocal 30 member P. Bruce (Hip)Edwards and his wife, Dee, the com-pany recently sent a check for $144 toLocal 30 BM-ST Richard Chilton, alongwith the following letter:

“LEAP is very important to get ourpoint across to senators and represen-tatives of our government of theimportance of organized labor in everyday life. So with this in mind, my wife,

Dee, and myself are proud to presentto LEAP a contribution in our com-pany’s name, Hip & Dee WeldingCaps. This was made possible throughthe sale of both shirts and caps on thePlymouth, N.C., outage. We like tothank our members for their support inmaking this a possibility.”

Chilton reports that Edwards, aseven-year member, sells the shirtsand caps his wife makes at various jobsites. So far, Edwards has sold to mem-bers of Local 30 (Greensboro, N.C.),Local 45 (Richmond, Va.), and Local108 (Birmingham, Ala.). ❑

Lone Star/CLGAW meet in KC

NTL officers give to CAF

OFFICERS OF THE NATIONALTransient Lodge (NTL) present a check for theCampaign Assistance Fund to International President Charles W. Jones, center,following their swearing-in ceremony. L. to r., NTL Trustees Shon Almond andMatt Dixon, President Ronny Vanscoy, and Vice President and Chrmn. ofTrustees Gary Scott. Not pictured is Sec.-Treas. and Rec. Sec. Wil Hinojosa. ❑

Hip & Dee contribute to CAF

A LABOR MANAGEMENT m e e t i n gbetween representatives of theBoilermakers union and Lone StarIndustries, was held August 26, 1999, atthe Adam’s Mark Hotel in Kansas City.This is the second year for the annualmeeting established by Lone Star toimprove labor relations.

Several Lone Star company represen-tatives attended. Union representatives

included IVP Jim Hickenbotham, Intl.Reps. Nick Adams and Carey Allen,Richard Pellican and Douglas Verondaof Lodge D12 (Oglesby, IL), Steve Neeseand Rick York of Lodge D39(Greencastle, IN), L. D. Smith Jr., andPhillip Newell of Lodge D414 (Pryor,OK), and Ted Reed, of the NationalCement Lodge (representing the plantin Bonner Springs, Kan.). ❑

Take out an insurance policy for your future . . .

Contribute to CAFThe Boilermakers’ Campaign Assistance Fund

What is CAF?

THE BOILERMAKERS Campaign Assistance Fund (CAF) is made up entirely from money voluntarilydonated by members, staff, and the families of members. We use this fund to make donations to thecampaigns of candidates who support the Boilermakers union on issues important to our members.

Federal law prohibits unions from using dues money to help finance the campaigns ofcandidates for office. Unions must create a special fund called a PAC. CAF is the Boilermakers PAC.

Candidates who support workers rarely have as much money for their campaigns ascandidates who support large corporations. Businesses routinely outspend labor unions. Everypenny we put into the campaign of a candidate who supports our agenda is a penny well spent.And the only way our union can make these contributions is if our members donate money to andraise money for CAF.

CAF monies are used to support political action to help Boilermakers.

Send checks to: CAF- International Brotherhood of Boilermakers753 State Avenue, Suite 570Kansas City, KS 66101

Contributions to the Campaign Assistance Fund are not deductible as charitable contributions on your income tax return.


L O C A L N E W S

Locals announce off i c e re l e c t i o n s / re t i re m e n t s

Local 5’s TonyFilipas retiresANTHONY “TONY” FILIPAS, a 39-yearmember of Local 5, New York City, N.Y., hasretired effective August 1, 1999. Initiated intoLocal 21 in 1960, Filipas has served as businessmanager of Local Five since 1980.

Local 79 elects officersFormer Bus. Mgr./Sec.-Treas. James C. Landers, at left, swears in the newly-elected officers of Local 79, Lake Charles, La. Front row, l. to r., PresidentJonathan Anderson, Chrmn. of Trustees Janet Wainwright, Bus. Mgr./Sec.-Treas. Wilber Granger, Trustee George Gibbons, Vice Pres. Donald Walker,and Trustee Darren Myers. Back row, l. to r., Rec. Sec. Danny Sharp andInspector Lale Henry.

Local 29 reelects MacAdamsFORMER LOCAL 29 President Paul Meade, at right, congratulates LarryMacAdams upon re-election to his third term as business manager and secre-tary-treasurer of the Boston, Mass., local. Not pictured are Local 29 officersPresident Kevin Noyes, Vice Pres. Robert Murphy Jr., Rec. Sec. GeraldWilliams, Chrmn. of Trustees Joseph Birolini, Trustees Timothy O’Leary andRussell Grafton, and Inspector Edward Goodhart.

L-582 Retirees Club meetsEACH QUARTER,retired members of Local 582, Baton Rouge, La., get togetherfor a luncheon and to discuss old times and new business. It’s a great time to rem-inisce and the food’s not bad either! L-582 BM-ST John Simoneaux says, “This is agreat function for retirees and I recommend all locals look into establishing aRetirees Club.” ❑

L - 5 8 2 ’s Luna earns 55-year pinGEORGE LUNA, center, receives his 55-year membership pin from, l. to r., retiredpresident Jessie Carlisle and BM-ST John Simoneaux. Luna joined Local 582,Baton Rouge, La., in 1943, and he says at 82 years of age he “can still give a con-tractor a good day’s work!” ❑

L - 6 7 9 ’s Billy Davidson re t i re sBILLY J. DAVIDSON,a 38-year member out of Local 679, Chattanooga, Tenn., hasretired after working 37 and one-half years at the Lucey Boiler Company. Anactive member, Davidson served several years on the negotiating committee andis now looking forward to enjoying his Boilermaker pension. He is pictured here,second from left, with, l. to r., Lucey President A. J. “Bud” Troxler, Intl. Rep. ClydeCaldwell (who retired 6/1/99), and Don Neal, another long-time negotiatingcommittee member. ❑

Local 582 holds annual picnicLAISSEZ ROULER les bons temps (French for “let the good times roll”) is how BM-ST John Simoneaux describes Local 582 members when they get together. Activeand retired members of the Baton Rouge, La., local and their guests attended theirannual social function on July 10. There was lots of good barbecue, music, refresh-ments, door prizes, and numerous rides and amusements for the children. Thephotos above depict just some of the good times enjoyed by those in attendance. ❑

L-73, Halifax, elects off i c e r sMEMBERS OF LOCAL 73, Halifax, Nova Scotia, Canada, have elected newofficers. Pictured, l. to r., are Chrmn. of Trustees Kim Blyth, English RecordingSecretary Everette Mauger, Vice President Leslie Linco, Bus. Mgr./Sec.-Treas.Kent Oliver, Trustee Jean-Guy Godin, Nova Scotia Bus. Rep. Gary Morris, andNew Brunswick Bus. Rep. Charles Saulnier. Not pictured are President KevinChaisson, Trustee Gerald Robichaud, and Inspector Gilles Surette.

Natl. Cement Lodge

CH A R L E S HU N T B A C H, CLGAWdivision director, reportscontract ratification,effective June 16, 1999 toJune 16, 2002, for fourmembers of the NationalCement Lodge,headquartered in St. Louis,Mo., who produce PortlandCement at C o n t i n e n t a lCement in Hannibal.

M6 – Chicago, ILIN T L. RE P. SC O T T EN G E r e p o r t scontract ratification,effective May 1, 1999 toMay 1, 2002, for sixmembers of Local M6,Chicago, Ill., who producevarious plated metals atJames Precious Metals.

M13 – St. Louis, MOEA R N E S T GO O D L O W, bus. mgr.and fin. sec. of Local M13,St. Louis, Mo., reportscontract ratification,effective June 1, 1999 toJune 1, 2002, for sevenLocal M13 members whowork at M i s s o u r iEquipment Company; andeffective June 30, 1999 toJune 30, 2003, for four M13members who work atServco Company. At bothlocations, the membersproduce stainless steelzincs, hot tables, and othermiscellaneous steelp r o d u c t s .

M24 – Kokomo, ININ T L. RE P. JE R R Y HU N Treports contractratification, effective June

21, 1999 to June 20, 2003,for 55 members of LocalM24, Kokomo, Ind., whowork in the production andmanufacturing of preparedfoods at Olympic FoodProducts, Inc.

D66 – Fort Dodge, IACH A R L E S HU N T B A C H, CLGAWdivision director, reportscontract ratification,effective June 16, 1999 toJune 16, 2002, for 56members of Local D66,Fort Dodge, Iowa, whoproduce wallboard andplaster products atNational Gypsum.

S82 – Batavia, NYIN T L. RE P. RO C C O DERO L L Oreports contractratification, effective June1, 1999 to May 31, 2002, formembers of Local S82,Batavia, N.Y., who work atRE Chapin Mfg. Inc.

L-83 – Kansas City, MOGL E N TU B B S, bus. mgr. andsec.-treas. of L-83, KansasCity, Mo., reports contractratification, effective June 1,1999 to May 31, 2000, forLocal 83 members who workin the shop and repair lowpressure boilers for the C. G.Johnson Boiler Company i nCouncil Bluffs, Iowa.

L-92–Los Angeles, CADA N PI R A I N O, business rep.for Local 92, Los Angeles,Calif., reports contractratification, effective July 1,1999 to June 30, 2003, for 38

members of Local 92 whomanufacture tank headsand bottoms at O r a n g eCounty Metal Works.

D132 – Lee, MAIN T L. RE P. RO B E R T SI M M O N Sreports contractratification, effective June1, 1999 to May 31, 2004, for33 members of Local D132,Lee, Mass., who producestone and lime products forSouthdown, Inc.

L-182 – Salt Lake CityBR A D JO H N, b u s i n e s smanager and secretary-treasurer of Local 182, SaltLake City, Utah, reportscontract ratification,effective May 1, 1999 to May1, 2000, for eight Local 182members who work withstructural steel at W e s t e r nSteel Manufacturing.

M194–Jersey City, NJST A N L E Y WI E R Z C H O W I C Z, pres.and sec.-treas. of LocalM194, Jersey City, N.J.,reports contractratification, effective June1, 1999 to May 31, 2002, fortwo Local M194 memberswho manufacture stainlesssteel kitchen equipment(dish tables, counters, etc.)at the Hudson Food ServiceEquipment Corporation.

D 3 4 2 – P l a t t s b u rgh, NYIN T L. RE P. RO B E R T SI M M O N Sreports contractratification, effective May 1,1999 to April 30, 2002, for 22members of Local D342,

Plattsburgh, N.Y., whoproduce stone andconcrete products atGraystone Materials(Plattsburgh Quarries).

L - 3 4 4 – R i d g e c rest, CAMI K E SY D E R S, president ofLocal 344, Ridgecrest, Calif.,reports contract ratification,effective May 1, 1999 to April30, 2002, for 119 Local 344members who performmilitary aircraft maintenancefor Kay and Associates a tthe NWTS China LakeNaval base.

D513 – EdmontonRO B LA U Z O N, BM-ST ofCement District Lodge D11,reports contractratification, effective June27, 1999 to September 30,2003, for 45 members ofLocal D513, Edmonton,Alberta, Canada, who makegypsum wallboard forGeorgia - Pacific Canada.

D595–Kosmosdale, KYIN T L. RE P. J. C. TO D D r e p o r t scontract ratification,effective May 1, 1999 toApril 30, 2004, for 105members of Local D595,Kosmosdale, Ky., whomake cement at theKosmos Cement Co. i nL o u i s v i l l e .

L - 6 1 3 – Wilmington, NCIN T L. RE P. ST E V E BE A L r e p o r t scontract ratification,effective November 1, 1998to October 31, 1999, for 14members of Local 613,

Wilmington, N.C., who workin the production of metalrecycling at S o u t h e r nMetals Recycling, Inc.

L-679 – ChattanoogaIN T L. RE P. MI K E WI L S O Nreports contractratification, effective May25, 1999 to May 25, 2001, for16 members of Local 679,Chattanooga, Tenn., whowork in the production andmanufacturing of boilers att h e Lucy Boiler Company.

L-744 – Cleveland, OHPA T GA L L A G H E R, business

manager and secretary-treasurer of Local 744,Cleveland, Ohio, reportscontract ratification,effective March 1999 toMarch 2000, for Local 744members at Dover Tank &Plate Company.

L-1610–Wheeling, WVIN T L. RE P. RO C C O DERO L L Oreports contractratification, effective July 1,1999 to June 30, 2002, formembers of Local 1610,Wheeling, W. Va., whowork at the Warwood ToolC o m p a n y.

New contract summariesA brief listing of recent agreements signed and ratified by Boilermaker local lodges


S E T T L E M E N T S

MEMBERS OF LOCAL D513, Edmonton,Alberta, Canada, have ratified a six-yearagreement with Georgia-Pacific Canada,which includes double-time on Sunday, 100percent coverage on all health and welfare,$1,000 a year on AD&D, a $1,250 signingbonus, and a two percent increase per year.

In addition to defeating the company’sconcession demands, the unionsuccessfully negotiated job protectionand solid severance arrangements, and aguarantee of union certification at a newplant the company plans to build insouthern Alberta or British Columbia in three years, withfirst pick at the jobs.

But it didn’t come easy. Negotiations began inNovember 1997, one month after Georgia Pacific boughtthe plant from Domtar, and agreed to honor the collectivebargaining agreement. But then Georgia Pacific begandemanding higher premiums for health benefits; acompressed work schedule; user fees (80-20 split) forhealth, welfare, and prescriptions; and a Sunday overtimepay of $1.75 above the hourly rate of pay.

For a year the two sides tried to negotiate. “Even with amediator, the company tried to dictate and not negotiate,”said D513 President Jeff Wood. On December 19, 1998,the company locked out the employees.The AlbertaLabour Board ruled the lock-out illegal, and ordered thecompany to pay lost wages to those affected. But thecompany just turned around and applied for a 72-hourlock-out notice (which they received), forcing themembers to take a strike vote.

“D513 legally went on strike on December 23.Throughout the course of six months, the companydragged us to the Labour Board and Court. Georgia Pacificwas trying to break the local,” said Wood. “This was Davidversus Goliath – a small local against a multi-nationalcompany. But this David had a strong labour force behindhim, with people like the members of Local 146.”

Local 146 members not only made financialcontributions to the striking members, but they walked theline for them, too, joining them for picket duty. Local 146,also located in Edmonton, offered its facilities as strikeheadquarters. The D513 members also got to use one ofthe International’s mobile offices – a motorhome adornedwith Boilermaker insignias.

Wood thanks everyone for their support and said theyshould know that this is their victory, too. “The loss ofpremium time would have had a domino affect throughoutthe industries. We stopped this with our show ofsolidarity,” said Wood. “We must remain strong insolidarity to protect what we have fought so hard to get.”

Prepared by the Research andCollective BargainingDepartment of the InternationalBrotherhood of Boilermakers

THIS ANALYSIS of the 20agreements outlined above isbased on information providedin the Contract Summary andTransmittal Report forms, andcovers approximately 860e m p l o y e e s .

Wage IncreasesS E V E N T E E N f a c i l i t i e sreceived pay increases in1999, averaging $0.35 perhour or 2.97 percent.Fourteen facilities willreceive pay increases in2000, averaging $0.34 perhour or 3.08 percent. Thirteenfacilities will receive payincreases in 2001, averaging$0.33 per hour or 2.67percent. Five facilities willreceive pay increases in2002, averaging $0.28 perhour or 2.00 percent.

P e n s i o nS E V E N T E E Nf a c i l i t i e sparticipate in some type ofpension program. There arefive facilities which participatein the Boilermaker-BlacksmithNational Pension Trust. Theircontributions range from $0.35to $1.45 per hour. Averagecontributions are $0.93 for thefirst, second, and third years,and $0.96 in the forth year.

Six facilities offer a 401(k),six also have company-sponsored plans, three havea profit sharing plan, oneoffers an Employee StockOption Plan (ESOP), and oneparticipates in theBoilermakers NationalAnnuity Trust.

Shift DifferentialSIXTEEN a g r e e m e n t sprovide for a second shiftpremium, of which 13 reporta cents-per-hour premiumthat ranges from $0.05 to$0.75. The average is $0.34per hour.

Thirteen agreementsprovide for a third-shiftpremium, of which 11provide a cents-per-hourpremium that ranges from$0.17 to $0.75. The average is$0.49 per hour.

The remaining agreementspay on a percentage basis(ranging from five to tenpercent) or provide full payfor a reduced shift.

Sickness & A c c i d e n tT H I R T E E Na g r e e m e n t sprovide weekly sickness andaccident indemnity. Of these,ten pay a set dollar amount

ranging from $100 to $300 perweek. Average rates are:first year - $202; second year- $204; third year - $207. Theremaining agreementsprovide a percentage of theemployee’s earnings. Thelength of time off rangesfrom 13 to 52 weeks. Themost common is 26 weeksfound in five agreements.

Life Insurance/AD&DF I F T E E N agreements providelife insurance. In 12 of theagreements there is a setdollar amount ranging from$7,500 to $60,000. Theaverage benefit for the firstyear is $22,333.The remainingagreements multiply wagesby 2080 hours, for the benefita m o u n t .

Thirteen agreementsprovide Accidental Deathand Dismemberment(AD&D) insurance. In 11 ofthe agreements there is a setdollar amount ranging from$10,000 to $60,000. Theaverage is $24,818. Of theremaining agreements onemultiplies wages by 2080hours, and the other takesthis amount and multiplies bytwo, for the benefit amount.

V a c a t i o nN I N E T E E Na g r e e m e n t sprovide a one-week vacation.Nineteen agreementsprovide a two-week vacation.Eighteen agreements providea three-week vacation.Seventeen agreementsprovide a four-week vacation.Six agreements provide afive-week vacation. Threeagreements provide a six-week vacation, and oneprovides a seven-weekv a c a t i o n .

Paid HolidaysALL OF THE a g r e e m e n t sprovide for paid holidays.The number of paid holidaysranges from eight to 13. Theaverage is ten.

Other ProvisionsE I G H T E E Na g r e e m e n t sprovide funeral leave. Paidleave for jury duty is found in16 agreements. Union leavelanguage is found in nineagreements. Sevenagreements provide all orpartial reimbursement for thepurchase of safety shoes. Sixagreements provide paidleave for those persons whospend two weeks at m i l i t a r yencampment each year. Twoprovide a s e v e r a n c ep a y m e n t package, and threehave gain sharing.

A summary analysis ofthese contract settlements

Local D513 ratifies agreement with Georgia PacificLocal Lodge 146 offers support tomembers locked out since 1998

Local 146 members, Edmonton, join the striking members of LocalD513 on the picket line at Georgia-Pacific Canada.


F A M I L Y N E W S

THE BOARD OF Trustees of theBoilermaker-Blacksmith NationalPension Trust announces the followingbenefit modifications:

Benefits increase forpensioners and beneficiariesMONTHLY PENSIONpayments forpensioners and beneficiaries who areentitled to benefits as of September 30,1999, will be increased by six percentretroactive to January 1, 1999, or thedate monthly benefits first becamepayable in 1999. This increase will bepaid as soon after September 30, 1999 asis administratively feasible.

Change in benefit factorFOR PENSIONS EFFECTIVEon orafter October 1, 1999, the factor used incalculating the basic pension isincreased from 48.25 percent to 50 per-cent of total contributions made onbehalf of a participant since the mostrecent permanent break in coveredemployment, if any.

U n reduced early re t i re m e n tpension at age 59FOR PENSIONS EFFECTIVEon orafter October 1, 1999, participants with30 or more years of pension credit mayretire at age 59 (formerly age 60) withno reduction in the amount of theirearly retirement pension.

I n c rease in early re t i re m e n tp e n s i o nFOR PENSIONS EFFECTIVEon orafter October 1, 1999, a participantwho retires prior to reaching age 59with at least 30 years, but less than 35years (see next paragraph for 35+years), of pension credit, will receivean early retirement pension reducedby six percent for each year (or onehalf of one percent for each month)younger than age 59 (formerly age 60).

For pensions effective on or afterOctober 1, 1999, a participant who retiresprior to reaching age 59 with 35 years ormore of pension credit will receive anearly retirement pension reduced bythree percent for each year (or one-fourthof one percent of each month) youngerthan age 59 (formerly age 60).

50% husband-and-wifepension without re d u c t i o nFOR PENSIONS EFFECTIVEon orafter October 1, 1999, participants retir-ing at age 59 (formerly age 60) or olderwith at least 30 (formerly 35) years ofpension credit may receive the 50 per-cent husband-and-wife pension with-out any reduction.

This change does not apply to par-ticipants electing an optional 75 or100 percent husband-and-wife pen-sion, or participants retiring prior toage 59 with less than 30 years of pen-sion credit. ❑

Flying highSon of Local 154’sStefaniak capturesnational titleBRANDON STEFANIAK, son of 19-year Local 154 member Ron Stefaniak,Apollo, Pa., has earned the PommelHorse Collegiate Championship, and,for the second consecutive year, AllAmerican honors.

A 1996 graduate of Apollo-RidgeHigh, Brandon drew encouragementfrom the movie “Rudy” (about a boy’spersistence to play football). When ascholarship was not available, Brandontried out for the Division I team as a“walk on,” and earned a position onthe Penn State University’s NittanyLions gymnastic squad.

During the national championshipsin Lincoln, Neb., Brandon was the last ofeight finalists to compete. He scored a9.775 to capture the national title forPenn State. His win moved Penn Stateinto first place in the NCAA career listfor the number of “individual champi-ons” with 43, edging out Illinois with 42.

Brandon also scores high academi-cally. Majoring in Civil Engineering,Brandon has been named to the aca-demic “All Big Ten” Conference Team. ❑

Son of L-1652member becomesEagle ScoutPETER J. L. KRAAK, 16-year old son ofLocal 1652 member Gary R. Kraak, hasearned the rank of Eagle Scout. Peterhas earned 45 merit badges and severalother awards since joining the scouts in1994, at the age of 11 years.

Gary, who has been a member of theKenosha, Wis., local since 1974, isproud of his son’s accomplishmentand says Peter plans to remain active inthe scouting program. ❑

Pension board announcesbenefit improvementsBenefits increase 6%, factor now 50%, no penaltyfor early retirement at 59 with 30 years service

Pension plan offers creditfor military serviceTrustees recommendparticipants contactFund Office before andafter military serviceTHE BOARD OF Trustees of theBoilermaker-Blacksmith NationalPension Trust announces adoption ofthe following modification of the pen-sion plan for military service:

Participants of the Boilermaker-Blacksmith National Pension Trustwho satisfy conditions imposed by theUniformed Services Employment andRe-employment Rights Act of 1994(USERRA), are now entitled to havetheir period of military service countfor purposes of vesting, benefit accrual,and avoiding a break in coveredemployment of pension benefits.

To receive pension credit, a partici-pant’s absence from covered employ-ment must be due to service in themilitary. To qualify for vesting creditand benefit accrual, a participant musthave worked at least 1,000 hours incovered employment before enteringmilitary service, may not haveincurred a one-year break in coveredemployment at that time, and mustreturn to covered employment whenmilitary service ends.

Benefit entitlement for military serv-ice depends on compliance with legalrequirements of the USERRA, includ-ing the following:• You must notify your employer,before you leave and after you return tocovered employment, that yourabsence from employment is becauseof military service.

• Discharge from military service mustbe honorable.• Military service may not exceed fivey e a r s .• You must apply for re-employmentfollowing military service within thefollowing time frame:

Number of days Number of days in military service to reapply for

e m p l o y m e n t

Less than 31 days 1 day after honorable discharge

31 through 180 days 14 days after honorable discharge

More than 180 days 90 days after honorable discharge

A participant will earn one year offuture service credit (1,200 hours) foreach full year of military service com-pleted after a participant’s contributiondate. Credit will be pro-rated for mili-tary service of less than one year. A par-ticipant or the participant’s employermust notify the Fund Office that condi-tions have been met before credit willbe given for military service.

Pension credit for military servicewill be based on the participant’s aver-age rate of contributions received dur-ing the 12 months preceding militaryservice and the 12 months immediatelyfollowing military service. Up to fiveyears of past service credit will begranted for periods of military service,provided the participant worked in theBoilermaker trade immediately prior tothe start of military service and within90 days following honorable discharge.

As the rules for military service creditare complex, it is recommended thatparticipants contact the Fund Officebefore and after completing militaryservice. ❑

Aren’t you rich yet? EVERYBODY’S GETTING RICH.That’s what the media keep telling usanyway. The rising economic tide islifting all boats. The numbers tell adifferent story. • CEOs now make an average of 420times what their workers make – thegreatest wage difference multiple inU.S. history. • Most Americans have a lower networth than they did 15 years ago,when the stock market boom began. • The bottom 40 percent of the nationhave lost 80 percent of their wealthsince the boom began• The number of Americans withouthealth insurance has doubled since1989. ❑

Time for a minimumwage increaseAN ADDITIONAL $200 a month orless in income would make it possi-ble for 68 percent of the nation’sworking poor to meet their families’financial needs, according to find-ings drawn from “The Work TrendsSurvey,” performed by the John L.Heldrich Center for WorkforceDevelopment at Rutgers Universityand the Center for Survey Researchand Analysis at the University ofConnecticut. The Center recom-mends raising the minimum wage to$6.15 from its current $5.15. ❑

Labor Departmentto tell who uses childand slave laborTHE U.S. LABOR D e p a r t m e n t ’ sBureau of International Labor Affairsplans to publish a list of productsmade with forced or indenturedchild labor. The list, which willappear in the “Federal Register” byOct. 10, is the result of an executiveorder designed to crack down onchild labor signed by PresidentClinton June 12. The agency ischarged with identifying specificgoods produced with forced orindentured child labor by their coun-try of origin. ❑

Allies in odd placesWORKERS AND THEIR u n i o n shave long known about the some-times sleazy and often illegal tacticsmany companies use to beat downand intimidate workers who seek tojoin a union. But it’s unusual to seeour case pleaded in a business jour-nal. Here are excerpts from a July 19Business Week column, “All’s Not Fairin Labor Wars”:

“How is it that more and moreworkers are saying they want to joinunions, while at the same time thepercentage of unionized employees. . . is declining? . . . Some 40 millionworkers say they want a uniontoday, compared with only 19 mil-lion in 1984. Management arguesthat whatever these workers tell poll-sters, they end up changing theirminds when an actual union voteoccurs. But can so many peoplechange their minds so consistently? . . .What’s the probable cause? Theincreasing use of anti-union tacticsby private employers . . . The U.S.would not tolerate companies thatintimidated employees who sup-ported a politician management dis-liked. The standard of fairnessshould be no less democratic forworkplace elections.” ❑


C O N S U M E R N E W S

EMPLOYEES WORKING UNDERcollective bargaining agreements con-taining union security clauses arerequired, as a condition of employ-ment, to pay either monthly dues orfees to the union. This is their only obli-gation to the union, regardless of thewording of the clauses. Individualswho are members of the Boilermakerspay monthly dues. Individuals whoare not members pay fees.

These dues and fees, which areauthorized by law, represent your fairshare of sustaining the broad range ofprograms offered by the Boilermakersin support of you and your fellowworkers. The most important job rightyou can have is the right to collectivebargaining. The working conditions ofall bargaining unit employees areimproved immeasurably when theunion gains higher wages, better healthcare and pensions, fairness in the disci-plinary system, overtime pay, vaca-tions, and many other improvementsin working conditions at the bargain-ing table. Because they negotiatetogether, through their union, employ-ees who are represented by a uniontypically receive higher wages and bet-ter benefits than nonunion workersdoing similar jobs in the same industry.Strength in numbers is what makes thispossible. The stronger your union, thebetter your contract. We urge all

employees to participate and becomepart of your labor organization.

An objecting nonmember who issubject to a union security clause has alegal right to file objections to fundingexpenditures which are not germane tothe collective bargaining process. Fee-paying nonmembers who choose to filesuch objections should advise theInternational Brotherhood ofBoilermakers in writing, in the form ofa letter, signed by the objector, and sentto the International Secretary-Treasurer of the InternationalBrotherhood of Boilermakers, 753 StateAve., Suite 570, Kansas City, KS 66101.The letter must contain the objector’shome address and local lodge number,if known. Upon receipt of the objection,the International secretary-treasurershall provide a description of the pro-cedures to be followed. This objectionmust be filed every year during themonth of November, or within the first30 days in which the objector isrequired to pay dues or fees to theunion, or within 30 days after the objec-tor becomes a nonmember.

Examples of expenditures germaneto the collective bargaining process arethose made for the negotiation, enforce-ment, and administration of collectivebargaining agreements, meetings withemployer and union representatives,proceedings on behalf of workers

under the grievance procedure, arbitra-tion proceedings, servicing the bargain-ing units that we represent, internalunion administration, and mattersrelated to these activities. Examples ofexpenditures not germane to the collec-tive bargaining process are those madefor political purposes, for general com-munity service, for charitable activities,for non-worker related legislative activ-ities, for members-only benefits, and forcertain affiliation costs.

In considering these matters, youshould be aware that only membershave the following rights:• to vote on the terms of your collectivebargaining agreement• to participate in the development ofcontract proposals• to nominate and vote for officers ofthe local union• to attend the InternationalConvention as a delegate• to participate in strike votes • to numerous other benefits availableonly to members, such as thosedescribed elsewhere on this page.

It is clearly to your advantage to con-tinue to be a full, active member of theInternational Brotherhood ofBoilermakers.

Only through unity and solidaritycan we better our working conditionsand reap benefits for ourselves andour families.

A notice to employees subject to union security clauses

UNION PLUSCREDIT CARDA credit card isa v a i l a b l e .For information call: 1 - 8 0 0 - 5 2 2 - 4 0 0 0

LEGAL SERVICEF ree and discountedlegal services. Includesa free consultation (upto 30 minutes).For information call: 1 - 8 0 0 - 4 5 2 - 9 4 2 5

LIFE INSURANCETe rm insurance isavailable for mem-bers; spouses andc h i l d ren may bei n c l u d e d .For information call: 1 - 8 0 0 - 8 9 9 - 2 7 8 2

DENTAL &VISIONO ffers pre d e t e rm i n e ddiscount fees for dentaland vision services andp ro c e d u re s .For information call: 1 - 8 0 0 - 2 5 7 - 8 3 5 2

M O RTGAGE & REALE S TAT EBuying, selling,refinancing madee a s i e r, more aff o rd a b l e .Special savings on re a lestate agent serv i c e s .For information call: 1 - 8 0 0 - 8 4 8 - 6 4 6 6

A C C I D E N TI N S U R A N C EWorkplace accidentaldeath insurance isa v a i l a b l e .For information call: 1 - 8 0 0 - 8 9 9 - 2 7 8 2

UNION FA M I LY$ AV E R SSavings on every d a yconsumer pro d u c t sand services –including Budget &Avis car rentals, DisneyWorld hotel stays,hearing aids, and more .

For information call: 1 - 8 0 0 - 4 5 2 - 9 4 2 5

For more information on thesemembers-only benefits, call

1-800-452-9425BOILERMAKERS UNION

PRIVILEGE BENEFITS

*Includes retired members. Parents andchildren of members and retired memberswith retired member cards are eligible forthe mortgage program and union family

savers directly; they are eligible for otherprograms through the Boilermaker member. Program restrictions may apply to membersoutside the continental United States. Phone1-800-452-9425 for clarification of eligibility

and more information on how you can apply.

The money-saving pro g r a m slisted below are available onlyto Boilermaker members and

their immediate families.*

Members OnlyHotel Royal Plaza offers $79 per daydiscount rate to union members

THE UNIONIZEDHotel Royal Plaza,located in the heart of Walt DisneyWorld Village, is offering a reducedmembers-only union leisure-rate of $79per day, effective through Dec. 23, 1999.

This special rate is for a standardroom, accommodating from one to fiveguests. Reservations are subject to avail-ability and only apply to leisure travel(not for business travel or conferences).

To obtain the discount, call the hotel’sreservations department at 1-800-248-7890, ask for the union rate when youmake your reservation, and show yourunion card when you check in. (For

details regarding hotel accommoda-tions, amenities, or nearby attractions,check out the hotel’s web site ath t t p : / / w w w . r o y a l p l a z a . c o m . )

Hotel Royal Plaza offers complimen-tary transportation to all Disney themeparks – including The Magic Kingdom,EPCOT Center, Disney-MGM StudiosTheme Park, and Typhoon Lagoon – aswell as preferred status at Disney’s fivechampionship golf courses. The hotel iswithin walking distance of the DisneyVillage Marketplace and PleasureIsland. Other nearby attractions in thearea include Universal Studios Florida,

Sea World, Wet ‘n’ Wild, and AnimalKingdom. In addition, Kennedy SpaceCenter, Busch Gardens, and CypressGardens are within an easy drive.

When renting a car, use Avis orBudget and receive a union-members-only discount. To receive the Avis dis-count, call Avis reservations at1-800-698-5685 and present the unionidentification number B723700. For dis-counts with Budget, call 1-800-455-2848and present the union identificationnumber V816100.

The Walt Disney World HotelLeisure-Travel Discount – anothermoney-saving benefit brought to youexclusively through Union FamilySavers. ❑

P rovides complimentary transportation to all Disneytheme parks, pre f e r red status at Disney’s golf courses

Get applications for aB o i l e rmaker scholarshipf rom your local lodgeafter December 15

B O I L E R M A K E Rscholarships are

open to highschool seniors

who will beentering their first

year of a two- or four-year academic program at

a degree-granting, accredited collegeor university within one year of theirhigh school graduation and aredependents of Boilermaker membersin good standing (includes son,daughter, legally adopted child ordependent of active, retired, disabled,or deceased members).

Scholarship awards are based uponacademic record, extra-curricular and

outside school activities, career goals,and performance on a typed essay.Candidates must submit an officialapplication (typed and postmarkedbetween January 1 and March 31),proof of relationship to a Boilermakermember, SAT and/or ACT test scores(for U.S. citizens only), a high schooltranscript, and a 300-500 word typed-essay on a specific theme.

Applications for the 2000 awardswill be available December 15, 1999.The essay topic will be announced atthat time. Contact your local lodgefor more information and an applica-tion form.

Some local lodges have their ownscholarship programs. Scholarshipsare also available through the UnionPlus credit card program and somestate and regional labor councils. Forinformation on their scholarships, con-tact these organizations directly.

Apply now for Union PlusC redit Card ScholarshipApplication address haschanged to P O Box 34800,Washington, DC 20043-4800

APPLICATIONS FOR THEMay 2000awards will be available in September1999. To receive an application, pleasesend in a postcard, with returnaddress, telephone contact informa-tion, and international union nameclearly printed on it, to Union PlusCredit Card Scholarship. The deadlineto apply for next year’s program isJanuary 31, 2000; award recipients willbe announced May 31, 2000.

Award recipients will be sent con-gratulation letters. However, becausethousands of entries are anticipated(there were nearly 5,700 applicants forthe 1999 awards), non-recipients willnot be notified.

How to apply for Boilermaker/Union Plus Credit Card scholarships


I N M E M O R I A M

G L Kavanaugh, Gerard $ 3 , 0 0 0 . 0 0I n t l . Boggs, Maywood 3 , 0 0 0 . 0 0I n t l . Hahn, Geraldine N. 3 , 0 0 0 . 0 0I n t l . Turnbaugh, Cecil M. 3 , 0 0 0 . 0 0N T L Garcia, Dario M. 3 , 0 0 0 . 0 0N T L Harris, Walter C. 3 , 0 0 0 . 0 0N T L Kendig Jr., Albert R. 3 , 0 0 0 . 0 0N T L King, Grady T. 3 , 0 0 0 . 0 0N T L Knox, Orval Devoy 3 , 0 0 0 . 0 0N T L Leverett, Charles C. 3 , 0 0 0 . 0 0N T L Longo, Anthony 3 , 0 0 0 . 0 0N T L Lutz, David 3 , 0 0 0 . 0 0N T L McEwen, Irvin 3 , 0 0 0 . 0 0N T L Meeks, Harris 3 , 0 0 0 . 0 0N T L Mellinger, George V. 3 , 0 0 0 . 0 0N T L Somlitz, Arthur A. 3 , 0 0 0 . 0 0N T L Will, Richard J. 3 , 0 0 0 . 0 01 Greenwood, Smith E. 3 , 0 0 0 . 0 01 Whalen, Richard F. 3 , 0 0 0 . 0 05 Kee, Walter L. 3 , 0 0 0 . 0 06 Bonora, Nick M. 3 , 0 0 0 . 0 06 Craig, Charles E. 3 , 0 0 0 . 0 06 Griffin, James E. 3 , 0 0 0 . 0 06 Histed, Monte L. 3 , 0 0 0 . 0 06 Pfiffner, August 3 , 0 0 0 . 0 06 Ros, Leopoldo 3 , 0 0 0 . 0 01 1 Kober, Ernest 3 , 0 0 0 . 0 01 3 Atkins, Melvin 3 , 0 0 0 . 0 01 3 Gregory, Oscar L. 3 , 0 0 0 . 0 01 3 Hauger, James W. 8 4 3 . 3 61 3 Komara, Jacob J. 3 , 0 0 0 . 0 01 3 Lutz, Walter J. 3 , 0 0 0 . 0 01 3 Manning, Charles F. 3 , 0 0 0 . 0 02 6 Raulerson, Oscar 3 , 0 0 0 . 0 02 7 Casson, Bennie L. 6 , 0 0 0 . 0 02 7 McClure, Claudie 3 , 0 0 0 . 0 02 8 Rossi, Joseph 8 , 0 0 0 . 0 02 8 Wnukowski, Richard J. 8 , 0 0 0 . 0 02 9 Ennis, Robert A. 3 , 0 0 0 . 0 02 9 O’Donoghue, Richard 3 , 0 0 0 . 0 02 9 Stevenson, Vernon A. 3 , 0 0 0 . 0 02 9 Wright, Graydon A. 1 0 3 . 7 62 9 Zeitman, Ralph A. 3 , 0 0 0 . 0 03 7 Chanove, Thomas L. 3 , 0 0 0 . 0 03 7 Etheridge, Joseph L. 3 , 0 0 0 . 0 03 7 Herrmann, Joseph L. 3 , 0 0 0 . 0 03 7 Johnson, Otis M. 3 , 0 0 0 . 0 04 0 Moore, Cebert P. 3 , 0 0 0 . 0 04 5 Flint, William L. 3 , 0 0 0 . 0 06 0 Andrew, Robert J. 3 , 0 0 0 . 0 06 0 Roark, John 3 , 0 0 0 . 0 06 9 Andrews, Cecil M. 3 , 0 0 0 . 0 06 9 Brown, Herbert S. 3 , 0 0 0 . 0 06 9 Hay, Joel T. 3 , 0 0 0 . 0 07 2 Charf, Raymond H. 3 , 0 0 0 . 0 07 2 Frolof, Al 3 , 0 0 0 . 0 07 2 Huntley, Alva E. 3 , 0 0 0 . 0 07 2 Kaady, Romeo S. 3 , 0 0 0 . 0 07 2 Keller Jr., William 3 , 0 0 0 . 0 07 2 Sandford, George H. 3 , 0 0 0 . 0 07 2 Soom, William 3 , 0 0 0 . 0 07 2 Stoneman, Royal M. 3 , 0 0 0 . 0 07 2 Wade, George R. 3 , 0 0 0 . 0 0

7 4 Cobb, Billy S. 3 , 0 0 0 . 0 07 4 Wittge, Roy R. 3 , 0 0 0 . 0 08 3 Caldwell, Garrett D. 3 , 0 0 0 . 0 08 3 Cron Jr., William M. 3 , 0 0 0 . 0 08 3 Huff, Vaudy 3 , 0 0 0 . 0 08 3 Snell Sr., George W. 3 , 0 0 0 . 0 08 4 Hennigh, Edward K. 3 , 0 0 0 . 0 08 5 Bradley Jr., Harold B. 3 , 0 0 0 . 0 08 5 Cindle, Floyd T. 3 , 0 0 0 . 0 08 5 Firsdon, Joseph E. 3 , 0 0 0 . 0 08 5 Frazier, Rocky E. 2 , 5 2 3 . 0 08 5 Hutton, Donald I. 3 , 0 0 0 . 0 09 2 Carlson, Gordon 3 , 0 0 0 . 0 09 2 Chalker, Brad 3 , 0 0 0 . 0 09 2 Chase, Neale A. 3 , 0 0 0 . 0 09 2 Hill, Kenneth A. 3 , 0 0 0 . 0 09 2 Johnson, Gerald W. 3 , 0 0 0 . 0 09 2 Lucero, Joseph L. 3 , 0 0 0 . 0 09 2 Lucio, Arthur M. 3 , 0 0 0 . 0 09 2 Shipley, Paul D. 3 , 0 0 0 . 0 09 2 Wagner, Gilbert J. 3 , 0 0 0 . 0 09 2 Wilkinson, Raymond 3 , 0 0 0 . 0 01 0 1 Sylvester, Frank W. 3 , 0 0 0 . 0 01 0 4 Adams, Robert 3 , 0 0 0 . 0 01 0 4 Crawford, Lloyd T. 3 , 0 0 0 . 0 01 0 4 Fleming, William C. 3 , 0 0 0 . 0 01 0 4 Houba Jr., Charles 3 , 0 0 0 . 0 01 0 4 James Jr., Cephas 3 , 0 0 0 . 0 01 0 4 Jones, James W. 3 , 4 5 6 . 6 01 0 4 Krook, Axel S. 3 , 0 0 0 . 0 01 0 4 McIntyre, Bernard E. 3 , 0 0 0 . 0 01 0 4 Norgaard, Bruce R. 3 , 0 0 0 . 0 01 0 4 Rae, Donald M. 3 , 0 0 0 . 0 01 0 4 Transtrom, Victor E. 3 , 0 0 0 . 0 01 0 5 Ellis, Marvin L. 1 , 5 0 0 . 0 01 0 5 Skidmore, Delmer L. 3 , 0 0 0 . 0 01 0 7 Faber, Russell J. 3 , 0 0 0 . 0 01 1 2 Easley, Melvin H. 3 , 0 0 0 . 0 01 1 2 Forehand, Doris E. 3 , 0 0 0 . 0 01 1 2 Graham, James L. 3 , 0 0 0 . 0 01 1 2 Lassitter, Comer L. 3 , 0 0 0 . 0 01 1 3 Buffington, Ruthie L. 3 , 0 0 0 . 0 01 1 7 Mangseth, Lief 3 , 0 0 0 . 0 01 1 7 Solem, Arne M. 3 , 0 0 0 . 0 01 2 4 Pawlak, Konstantyn 3 , 0 0 0 . 0 01 3 2 Duncan, Newton C. 3 , 0 0 0 . 0 01 3 2 Glass, O. V. 3 , 0 0 0 . 0 01 5 4 Cantner, Carl. B. 3 , 0 0 0 . 0 01 5 4 Colonna, Joseph 3 , 0 0 0 . 0 01 5 4 Davis, George W. 3 , 0 0 0 . 0 0

1 5 4 Dignan, William 3 , 0 0 0 . 0 01 5 4 Herd Jr., Robert J. 3 , 0 0 0 . 0 01 5 4 Johnston, Lloyd T. 3 , 0 0 0 . 0 01 5 4 Judy, George M. 3 , 0 0 0 . 0 01 5 4 Polite, Bennie A. 3 , 0 0 0 . 0 01 5 4 Quinn, James P. 3 , 0 0 0 . 0 01 5 4 Thevenin, Charles J. 3 , 0 0 0 . 0 01 6 9 DeGeer, Jeffrey E. 3 2 8 . 6 11 6 9 Drake, John E. 3 6 5 . 8 01 6 9 Januszek, Edward M. 3 , 0 0 0 . 0 01 6 9 Jenerou, Thomas C. 3 , 0 0 0 . 0 01 6 9 Stevenson, Carl C. 3 , 0 0 0 . 0 01 6 9 Vore Jr., Fred 3 , 0 0 0 . 0 01 7 7 Smith, Roman J. 3 , 0 0 0 . 0 01 8 2 Partridge, Melvin D. 3 , 0 0 0 . 0 01 9 9 Quarterman, James D. 3 , 0 0 0 . 0 02 4 2 Johnson, Otto L. 3 , 0 0 0 . 0 02 4 2 Slawter, Ils L. 3 , 0 0 0 . 0 03 0 0 Grant, Leroy 3 , 0 0 0 . 0 03 0 0 Kohler, John J. 3 , 0 0 0 . 0 03 0 5 Fuselier, Alfred L. 3 , 0 0 0 . 0 03 6 3 Connolly, Bryon F. 3 , 0 0 0 . 0 03 7 4 Feltner, E. Ralph 3 , 0 0 0 . 0 03 7 4 Lindsay, Muriel E. 3 , 0 0 0 . 0 03 7 4 Raney, Larry W. 6 , 0 0 0 . 0 03 7 4 Stanley, Ray J. 3 , 0 0 0 . 0 03 7 4 Stout, Clarence C. 3 , 0 0 0 . 0 03 9 7 Dippre, Theodore J. 3 , 0 0 0 . 0 04 3 3 Hemby, Hollis W. 3 , 0 0 0 . 0 04 3 3 Medders, Vernon H. 3 , 0 0 0 . 0 04 3 3 Ray, James L. 3 , 0 0 0 . 0 04 3 3 Watson, Leamon E. 6 0 0 . 0 04 5 3 Adams, Ralph H. 3 , 0 0 0 . 0 04 5 3 Bacon, Carl 3 , 0 0 0 . 0 04 5 3 Guice, Edward R. 3 , 0 0 0 . 0 04 5 5 Hill Jr., Thomas F. 3 , 0 0 0 . 0 04 8 7 Grimm, John E. 3 , 0 0 0 . 0 05 0 2 Porter, Arthur G. 3 , 0 0 0 . 0 05 1 8 Peterman Sr., Claude 3 , 0 0 0 . 0 05 3 1 Simpkins Jr., Francis 1 , 5 0 0 . 0 05 4 9 Brett, Clarence L. 3 , 0 0 0 . 0 05 4 9 Hammond, Charles B. 3 , 0 0 0 . 0 05 4 9 Hunt, Marlon K. 3 , 0 0 0 . 0 05 4 9 Middleton, Ralph 3 , 0 0 0 . 0 05 4 9 Petrioli, Americo J. 3 , 0 0 0 . 0 05 6 8 Brown, Samuel T. 3 , 0 0 0 . 0 05 6 8 Gibbons, Fred Austin 3 , 0 0 0 . 0 05 6 8 Jackson, John R. 6 , 0 0 0 . 0 05 6 8 Malm, Oscar K. 3 , 0 0 0 . 0 05 6 8 Matesa, Frank A. 3 , 0 0 0 . 0 0

5 8 2 DeBenedetto, Charlie 3 , 0 0 0 . 0 05 8 2 Martin, V. J. 3 , 0 0 0 . 0 05 8 2 Reames, Bevie W. 3 , 0 0 0 . 0 05 8 2 Sanchez, Roy A. 3 , 0 0 0 . 0 05 8 2 Simmons Jr., Izer 3 , 0 0 0 . 0 05 8 2 Sullivan, John L. 3 , 0 0 0 . 0 05 8 2 Tidwell, Dennis W. 2 2 5 . 0 05 8 4 Davis, U. L. 3 , 0 0 0 . 0 05 8 7 Gore, Elbert E. 3 , 0 0 0 . 0 05 8 7 Myers, Johnny H. 3 , 0 0 0 . 0 05 8 7 Nunez, Lurcie J. 3 , 0 0 0 . 0 05 9 2 Hilderbrand, Matthew 3 , 0 0 0 . 0 05 9 2 Logan, Paul E. 3 , 0 0 0 . 0 05 9 2 Matlock, James W. 3 , 0 0 0 . 0 06 2 7 Derryberry, Bill R. 3 , 0 0 0 . 0 06 2 7 Navel, Francis G. 3 , 0 0 0 . 0 06 2 7 Wade, Gus A. 3 , 0 0 0 . 0 06 4 7 Bunnell, Patrick A. 3 , 0 0 0 . 0 06 4 7 Fox, Frederick A. 3 , 0 0 0 . 0 06 4 7 Frits, William O. 3 , 0 0 0 . 0 06 4 7 Johnson, Leslie E. 3 , 0 0 0 . 0 06 4 7 Lewis, James W. 3 , 0 0 0 . 0 06 4 7 Tyler, Byron D. 3 , 0 0 0 . 0 06 4 7 Weeks, Gilbert T. 3 , 0 0 0 . 0 06 4 7 Wingen, Lawrence A. 3 , 0 0 0 . 0 06 6 7 Day, Ennis R. 3 , 0 0 0 . 0 06 6 7 Forshee, Frank M. 3 , 0 0 0 . 0 06 7 3 Rother, Frederick Wm. 3 , 0 0 0 . 0 06 9 7 Guenther, Clarence F. 3 , 0 0 0 . 0 07 5 2 Cianciolo, Joseph A. 3 , 0 0 0 . 0 08 0 1 Cucich, Rudolph B. 3 , 0 0 0 . 0 08 0 7 Daniel, Willie J. 3 , 0 0 0 . 0 08 0 7 Dowd, Charles F. 3 , 0 0 0 . 0 08 9 0 Warrick, James J. 3 , 0 0 0 . 0 08 9 1 Blackburn, Harold R. 3 , 0 0 0 . 0 08 9 3 Westfall, Carl 3 , 0 0 0 . 0 01 0 8 6 Kaminski, Walter J. 3 , 0 0 0 . 0 01 0 8 6 Myers Jr., John 3 , 0 0 0 . 0 01 2 1 2 Smith, James B. 3 , 0 0 0 . 0 01 2 4 0 Munoz, Anselmo G. 3 , 0 0 0 . 0 01 2 4 7 Stojak, Walter 3 , 0 0 0 . 0 01 5 0 9 Carlson, Paul R. 3 , 0 0 0 . 0 01 5 0 9 Turner, Freddie 3 , 0 0 0 . 0 01 5 9 2 Peischl, Raymond A. 3 , 0 0 0 . 0 01 5 9 2 Stryker Jr., Girard A. 3 , 0 0 0 . 0 01 5 9 2 Superko, Francis J. 3 , 0 0 0 . 0 01 6 0 0 Cluchey, Clinton M. 3 , 0 0 0 . 0 01 6 7 0 Broughman, Manuel 3 , 0 0 0 . 0 01 6 7 0 McKinney, L. C. 3 , 0 0 0 . 0 02 0 0 0 Woodward, Kenneth L. 1 5 9 . 2 6

N T L Harriman III, C.A.N T L Hart, Harold G.N T L Leverett, CharlesN T L Lutz, DavidN T L Meeks, HarrisN T L Mellinger, George N T L Turnbaugh, Cecil 1 Funk, Chester C.1 Kavanaugh, G. P.1 Whalen, Richard6 Loucks, George1 0 Pfiffner, August1 3 Atkins, Melvin1 3 Gregory, Oscar1 3 Lutz, Walter J.2 7 Stewart, C. S.3 7 Chanove, Thomas 3 7 Etheridge, Joseph 3 7 Herrmann, Joseph 5 1 Butcher, Joseph

6 9 Andrews, Cecil M 7 0 Estes, Russell7 2 Garvin Jr., L.7 2 Persinger, Elden 7 2 Russell, Henry7 3 Graham, Melvin 7 4 Cobb, Billy S.7 4 Wittge, Roy R.8 3 Caldwell, Garrett 8 3 Huff, Vaudy H.8 3 Nicholson, Roger 8 3 Reagles, Keith V.8 5 Cindell, Floyd9 2 Carlson, Gordon 9 2 Chalker, Brad9 2 Deuel, Eugene D.9 2 Erickson, Kenneth 9 2 Hill, Kenneth A.9 2 Lucero, Joseph L.9 2 Lucio, Arthur M.9 2 St. Denis, Jack9 2 Wagner, Gilbert J.

1 0 1 Sylvester, Frank 1 0 4 Adams, Robert1 0 4 Crawford, Lloyd 1 0 4 Rae, Donald M.1 0 5 Skidmore, Delmer S 1 0 5 Bartles, Cecil H.S 1 0 5 Titus, Jessie S.1 1 2 Easley, Melvin H.1 1 2 Graham, James L.1 1 2 Thompson Sr., H. 1 2 6 Cook, George W.1 2 8 MacIntosh, Robert 1 2 8 Niemanis, Olafs1 2 8 Whiteman, C. B.1 3 2 Hempel, Mason1 4 0 Krook, Alex S.1 4 6 Guenther, John1 4 6 Kotek, Stanley J.1 4 6 Nelson, Raymond 1 5 4 Bleech, Peter1 5 4 Judy, George M.1 5 8 Smith, Frederick,

1 6 9 Januszek, Edward 1 6 9 Jenerou, Thomas 1 7 7 Smith, Roman1 8 2 Panek, Herbert E.1 8 2 Partridge, Dan1 9 3 Darby, John W.1 9 5 Warren Jr., W. R.1 9 9 Quarterman, J. D.2 4 2 Johnson, Otto L.2 4 2 Slawter, Larry2 6 3 Eldridge, Larry2 7 1 Gendron, Huhues3 5 9 Eckman, Allan3 5 9 Harper, Dick J.3 6 3 Connolly, Byron3 6 3 Turneus, George3 9 7 Dippre, TheodoreD 4 1 1 Lessard, Donald4 3 3 Hemby, Hollis W.4 3 3 Ray, James L.4 3 3 Roark, John4 3 3 Watson, Leamon D 4 3 7 Claxton, Richard4 4 3 Roeding, Adolph4 5 3 Adams, Ralph H.

4 5 3 Bacon, Carl4 8 2 Barnard, Joseph4 8 4 Shaw, Ralph A.4 8 7 Grimm, John E.5 0 2 Porter, Arthur G.5 2 4 Larson, Donald J.5 3 1 Simpkins Jr., F. E.5 4 9 Brett, Clarence L.5 4 9 Walter, Matthew5 6 8 Gibbons, Fred A.5 6 8 Matesa, Frank A.5 8 2 DeBenedetto, C.5 8 2 Martin, Valmin J.5 8 2 Simmons, Izer5 8 7 Bowman, Lonnie5 8 7 Burgess, Willie S.6 1 4 Crawford, C. W.6 4 7 Bunnell, Patrick 6 4 7 Frits, William O.6 4 7 Johnson, Leslie E.6 4 7 Tyler, Byron D.6 4 7 Weeks, Gilbert T.6 5 0 Angell, Curtis6 5 0 Christenson, R. L.6 5 6 Tinker, William K.

6 5 6 Vittetoe, Wiliam6 6 7 Conaway, W. E.6 6 7 Fisher, James S.6 6 7 Love, Howard6 6 7 Lyons, Thomas D.6 8 0 Holcombe, T. F.6 8 7 Snitker, Orlan G.7 4 9 Fields, Roger A.8 9 0 Warrick Sr., James9 0 0 Cummins, Jerry L.9 0 3 Barton, William J.1 2 3 2 McCoy, Carl E.1 3 9 3 Berardinelle, T. R.1 4 2 0 Rassier, Parnell B.1 5 0 9 Carlson, Paul R.1 5 0 9 Marciniak, F. M.1 5 0 9 Rybicki, Gerald1 5 7 0 Insero, John C.1 5 9 2 Kondravy, Joseph1 5 9 2 Peischl, Raymond1 5 9 2 Superko, Francis1 6 1 8 Sells, Russell H.1 6 6 7 Evans, James S.

WITH DEEP SORROW the International Brotherhood records the death of these members as reportedto the Intl. sec.-treas.’s office and extends its heartfelt sympathy to the bereaved families.

L O D G E & N A M E

M o v i n g ? Tell us where . . .N a m e

New Address

C i t y

State or Province Z i p

Local Lodge No. Register No.(Also please notify the secretary of your local lodge.)

Mail form to:Publications Department

753 State Avenue, Suite 565

Kansas City, KS 66101

(Allow five weeks for change of address.)

THE DEATH BENEFIT PLAN under the Boilermaker-Blacksmith National Pension Trust haspaid the beneficiaries of the following deceased members who were covered by the plansince the last issue of our publication.

IF YOU HAVE NOT yet been furnished this information, contact your local lodge, secure the beneficiaryforms, complete the required information and forward to the Administrative Office of the Pension Fund,754 Minnesota Avenue, Suite 522, Kansas City, KS 66101, at the earliest possible date. NOTE: Theseadditional death benefits can only be derived for members who worked under a collective bargainingagreement with an employer contributing to the Boilermaker-Blacksmith National Pension Trust.

L O D G E , N A M E & B E N E F I T

D E A T H B E N E F I T S


C O M M E N T A R Y

IMAGINE THIS SCENARIO: Youopen a savings account and putmoney into it from every paycheck so

you’ll have something for your retire-ment. Every time you get a raise, youincrease the amount you save. Prettysoon you’ve got a nice little nest egg, butyou keep working hard and savingmoney because you want to retire ear-lier than most people do. You work at adangerous, physically demanding jobthat takes its toll on your body, some-times putting in 60 to 80 hours a week,and you can’t keep working that hardinto your late 60s when Social Securitybecomes available.

At 60, you decide to retire. You’vebeen working for more than 40 years,and you deserve to relax for a changeand live off the savings your hard workmade possible. You’ve figured it out.Based on living an average lifetime andthe current earning rate for your sav-ings account, you can withdrawenough each month to live comfortablythe rest of your life.

But when you go to your bank, youget a shock. The banker tells you thatthe Internal Revenue Service has a rulefor people who retire before 65. Theywon’t let you take out as much as youwant to take out each month. You’llhave to live on a smaller amount.

“But that’s my money,” you say. “Iworked hard for it, and any actuary inthe country will tell you that what Iwant per month is a reasonableamount, based on how much I have inthe bank.”

“Sorry,” the banker tells you.“Section 415 of the federal tax code setsthe limit regardless of how much is inyour account.”

Does this scenario seem far-fetched? It isn’t. Section 415 doesn’t affect

bank account withdrawals, but it maylimit your pension benefits. This law

puts a cap on the amount a retiree candraw from a multiple-employer pen-sion plan, such as the Boilermaker-Blacksmith National Pension Trust.

Under Section 415, the amount youcan collect in pension benefits may belimited by the average of your threehighest-paid years. Benefits may also bereduced if you want to retire before theSocial Security retirement age or if youare collecting from another pension.

These limits apply regardless of howmuch money the plan says you shouldget. They apply regardless of howmuch money has been paid into theBoilermaker-Blacksmith pension onyour behalf.

Not all Boilermaker retirees areaffected by this rule. But if you haveaccumulated a lot of money in yourpension fund or if you plan to retireearly, it may affect you.

Under Section 415, your retirementbenefits cannot exceed the average ofyour three highest-paid years. Ifyou’ve been working as aBoilermaker for a long time, youprobably havequite a bit ofmoney in yourpension account,even if you havehad some yearswithout muchwork. We inten-tionally negotiatehigh hourly pen-sion payments inour contractsbecause we know that constructionwork is not always available.

But under Section 415, you might notbe able to collect all you are entitled to,because the average of your three high-est-paid years is low.

Section 415 may also affect you if youretire early. Our pension board just

announced an improvement that allowsyou to retire at 59 with full benefits if youhave 30 or more years of service. With 25years, you can retire with full benefits at62. That is only fair. Boilermaker worktakes a toll on your body.

But Section 415 reduces pension bene-fits for many people who retire beforethe Social Security retirement age.Retiring earlier not only reduces yourSocial Security benefits, but it may alsoreduce your Boilermaker pensionbecause of Section 415. That is just plainunfair to workers who have put in manyyears in a difficult, dangerous trade.

Likewise, if you had other jobs longenough to collect a pension from them,Section 415 may limit your income.Section 415 doesn’t save the federalgovernment money; it governs privatepension plans. It doesn’t protect pen-sion funds. Our fund doesn’t need pro-tecting; it is in excellent shape. All itdoes is reduce your retirement income.

As bad as it is, Section 415 was notcreated to punish workers. It wasintended to limit some of the question-able “golden parachute” schemes thatcorporate executives were giving eachother. But regardless of its intent, it isnow a bad law that unfairly deprives

workers of retire-ment money theyearned throughhard work.

F o r t u n a t e l y ,bad laws can befixed. Earlier thisyear, with strongurging from theBoilermakers andother Building andC o n s t r u c t i o n

Trades unions, U.S. RepresentativeRobert Portman (R-OH) sponsored abill to revise Section 415. More than 115representatives cosponsored the bill. Inthe Senate, Frank H. Murkowski (R-AK) sponsored a similar bill.

Neither bill has passed, but both theSenate and House have incorporated

the language from these bills into theirtax bills. In some form, that tax bill willpass and be signed by the president. Assoon as the president and Congress canagree on the details, that bill willbecome law. We need to make sure thatthe language revising Section 415 does-n’t get cut out of this bill during theirn e g o t i a t i o n s .

We have a lot of support on this bill,from both Republicans and Democrats.People who usually oppose us, likeJohn Boehner, Cass Ballenger, and evenDick Armey, are with us, alongsidemany of our long-term friends, such asJim Traficant, Marcy Kaptur, andDavid Bonior.

The time is right. We can get thisinjustice straightened out.

But we must be vocal. We need tomake phone calls and write letters.Contact both of your state’s senators aswell as your congressman and let themknow we want to see Section 415reform this year.

Section 415 is unfair to workers. Wemust change it. ❑

Charles W. JonesInternational President

L - 1 9 3 ’s Kafka on physicalsWHEN THE MOST program startedthe mandatory physicals, a lot ofBoilermakers took exception to it. Beingforced to take a physical to get a job wasa ridiculous idea to some, but somethought it was a great opportunity to geta “free” physical.

Why would MOST dump a programthat was so beneficial to our member-ship? Early diagnosis of a potentialmedical problem could result in avert-ing a serious problem. Early detectionis what doctors recommend to avoidlengthy treatments. The amount ofmoney we could save our health insur-ance and welfare fund would morethan offset any expenses incurred.

PA U L KA F K A, L-193 rec. sec.Baltimore, Md.

L - 6 6 7 ’s Deem on ‘Helpers’I WAS A LITTLE appalled by readingwhat IP Jones and IST Willburn said inthe Reporter about focusing on recruit-ing new members other than appren-tices. I wouldn’t think that it would befeasible to start overloading the localsbecause then we’re going to get rightback into the same situation that Jonesand Willburn were talking about dur-ing the 1960s and 1970s of over permit-ting, even though there are some goodBoilermakers who came out of thattime era. If more manpower is needed,why can’t we reinstate the Helper’sprogram? This should be a fair way ofmanning the work. It would give

workers an incentive to become aBoilermaker journeyman, and possiblycut down on the number of people inthe nonunion sector.

ST E V E DE E M, L-667Clarksburg, W. Va.

L - 1 5 4 ’s Schriner on unionsAFTER 30 YEARSin the trade, I noticethat many of the younger Boilermakersand apprentices do not know why orhow unions were formed. I am fortu-nate to have grown up around people,including my father and grandfathers,who were around when the unionshad to fight the corporations that con-trolled the coal mines, the steel mills,and the railroads – corporations thatwanted no part of organized labor. Isometimes thought my family wasexaggerating about labor’s struggle.But when I started working and heardthe same story line from many people,I had to believe them.

There was a movie made calledM a t e w a n that shows what happenedwhen the miners tried to organize. Ithink every Boilermaker should seethis movie. It is fiction based on factand should be shown to apprenticesduring their training. I am also surethat “big money” would like us tothink that things like that never hap-pened. I also think they would like toreturn to the period before organizedlabor was formed.

LY L E “ RE D” SC H R I N E R, L-154 retireeAliquippa, Pa.

L - 3 7 4 ’s Sumrall on limitsALL MEMBERS SHOULDread thepension book, paying particular atten-tion to Section 8(a)(2). The EmployeeRetirement Income Security Act allowsthe trustees to invoke a ban on work inthe entire construction industry to pre-serve the fund. However, our trusteeshave claimed jurisdiction over theentire construction industry for noother reason than to exert control overour lives until we die or reach 70 andone-half years of age. Our fund hasmore than five billion dollars and isgrowing by large amounts each year.There can be no credible reason to keepthis rule that oppresses our retirees andthreatens our unions very existence.

Other unions allow their members toretire with dignity and work any indus-try they wish in any capacity not cov-ered by their working agreement. Ourfuture members will be taking ordersfrom Ironworker and Pipefitter super-intendents because our members areforbidden to have any influence in theconstruction industry after they retire.Our trustees’ adoption and enforce-ment of this rule prevents our retireesfrom making a living for their familiesand themselves by depriving them ofrepresentation in the decision-makinglevels of construction companies.

Construction companies could usethe experience and knowledge of ourretired members to help during peakperiods and be more competitiveagainst nonunion.

Our pension trustees’ continuingsupport for this rule is without justifi-cation. Please research my statements.If you agree, write to the pension boardto express your opinion.

JA M E S K. SU M R A L L, L-374Evansville, Ind.

L - 1 3 ’s Zegestowsky on pensionT R A D I T I O N A L L Y ,e m p l o y m e n tslows down to a trickle in the summermonths. Fortunately, work has beenabundant in most of the other trades,and many boilermakers have beenhired to fill that void. However, pen-sion benefits from these other tradesare not credited to our boilermakerpension accounts, as ours are not cred-ited to theirs.

When we come together in the spiritof “brotherhood” to help each otherout in times of manpower shortages,we must cooperate with each other bycrediting pension accounts whenworking “out-of-trade.” Our leadersneed to recognize this and negotiate a“pension cross over.”

TE R R Y ZE G E S T O W S K Y, Local 13Jenkintown, Pa.

Tell your fellow members what you think!SE N DL E T T E R ST OT H EE D I T O RT O :

The Boilermaker Reporter753 State Ave. Suite 570Kansas City KS 66101FAX: (913) 281-8104E-mail: [email protected] [email protected]

LETTERS TO THE EDITOR

O b s c u re tax law unfairly limits re t i ree benefitsSection 415 of the Internal Revenue Code unfairlyreduces pension benefits for many Boilermaker re t i re e s

We need to make sure that

the tax law now being

debated in Wa s h i n g t o n

contains language re v i s i n g

Section 415.

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