th e dr edgeman

HE
REDGEMAN
International Union of Operating Engineers, Local 25, Marine Division
WINTER- 2007-2008 EDITION
THE BALLOTS HAVE BEEN COUNTED
In a landmark event for Local 25, President and
Business Manager Ernie Whelan, has been re-elected
to serve the membership. Our local union has not
had opposition for elective office that has amounted
to a full election process since our 1959 inception.
At the August 2007 General Membership Meeting
the results of the election were announced. With a
nearly two to one ratio in his favor, the final results
of the first opposition to the elective position of
President and Business Manager has proved a
testament to the leadership of Ernie Whelan. Ernie
stated that the evolution of the electoral process was
an immense undertaking, considering that this was
the first complete process for elective office.
Ernie stated that both sides fought hard to win the
campaign, however it is time for all parties to mend
fences and move forward to continue working
together to advance the causes of this union.
At the meeting, Ernie pledged to work harder to gain
the support of those members who are dissatisfied
with the direction of the local union. Ernie
emphasized to the membership that he maintains an
open-door-policy, stating that he welcomes any
questions and/or comments by the membership and
that he is willing to listen to any new ideas that may
be for the betterment of this local union.
Disappointing was the 43% percent of the
membership that did not take part in the electoral
process. Both candidates went to the extremes to
make the ballot process as fair and effortless as
possible, by providing to the membership a
tamperproof ballot with a self-addressed & stamped
return envelope. It is concerning to the extent of the
lack of involvement of the membership in such an
important event, which would directly affect their
livelihood.
Mr. Whelan stated that the next major electoral
process will be the ratification of the successor
Master Agreement and we plan on utilizing the same
balloting format as we did for the elections, citing
that it was accomplished utilizing safeguards to
assure fairness. He stated that more emphasis needs
to be directed at getting the membership to take an
active involvement in the election process and the
direction of the local union.
PRESIDENT AND BUSINESS MANAGER REPORT
Dear Brothers
Sisters:
&
As we move into a
New Year, let me
once again thank you
for your continued
support and trust. It
is imperative that we
all stay united in our
common goal for a
proactive
and
productive
Local
Union.
In this holiday edition of the Dredgeman, you will
see and hopefully read some very informative articles
and enjoy viewing photos from around the industry.
Also, as you are aware, the new and improved
website is up and running as of November 1, 2007.
The
web
address
remains
the
same:
www.iuoelocal25.org. You will find this site to be
much more interactive and informative. As you
review it, please feel free to contact our office with
suggestions or comments. Your input will be greatly
appreciated.
I would like to thank those members that go out of
their way to attend Union meetings and especially
those who attended the Installation of Officers on
September 11th. I would also like to thank General
Secretary-Treasurer Chris Hanley for taking time
from his busy schedule to conduct the ceremony at
this special occasion. In 2008 we are attempting to
schedule more meetings out of New Jersey in an
effort to bring the information to the members.
Please visit the website to check locations for
upcoming meetings.
2007 was definitely an eventful year not only for me
personally but for this great Local Union. Working
through the election process was a unique and, at
times, a frustrating experience. I must admit I am
glad to have this behind us so we can focus our
attention on issues that continue to affect our
industry, our jobs and our future. The diversity of
work being performed by Local 25 members
continues to be exemplified on two major projects
that are still going on. The Horizon Offshore Gas
Pipeline installation and the Durocher Marine Cable
Removal & Install project will likely continue on into
the New Year. Our members have done a remarkable
job, under some very difficult and trying
circumstances, representing Local 25 and getting the
job done. They call us the Marine Division for a
reason, when it comes to working on the water –
nobody does it better! My compliments and thanks
to each and every member for taking pride in what
you do.
I would like to take this opportunity to thank those
members that Jerry Abell and I met on our recent
“Southern Tour” for their hospitality and continued
support. Over those eventful 8 days in late October,
we visited several job sites spanning six states and
returned home with renewed strength and a positive
outlook.
As we look at the prospects for 2008, we must remain
optimistic that work opportunities in dredging will
increase and that the jobs will be longer term. We
hope to continue our presence in “non-traditional”
marine work and expand our employment potential in
the Dredging industry. We must diligently protect
our Funds, and respect our Collective Bargaining
Agreements.
With the Master Agreement concept completing its
first year and with membership elective deferral,
401(k) participation at all time highs – we have
proven once again that innovation and creative
thinking works! Your participation in the 401(k)
product is vital to prove to management trustees that
you are concerned about saving for your future and
your retirement. Please take every opportunity you
can to maximize your participation.
On a very positive note, the Local 25 Medical Fund
has never been “healthier.” For the first time in many
years, we now have over 1 year’s reserves and are in
a position to look at Plan enhancements. At our
Trustee Meeting on December 12th several topics
were discussed including the probability of adding a
Dental Benefit to our plan design. This may be quite
modest in the beginning but we certainly open the
door to further enhancements.
My personal best wishes to everyone for a healthy
and happy holiday season and for a prosperous
New Year!
Fraternally yours,
INSTALLATION
OF
OFFICERS
This is the first installation of Officers whereas an Officer of this local Union was elected solely by the
membership. As in the past, the Officers and Executive Board members had been elected by the 5-Line
Officers to fill unexpired terms of those either retiring or resigning from the Board. Our local union has not
experienced opposition to elective office in our nearly 50 year chartership. President & Business Manager
Ernest Whelan stands as the only Officer in the history of Local
25 to be elected solely by the membership. This was an historic
day and a proud moment for all of us.
President & Business Manager Ernie Whelan thanked the
membership for their continued support of himself and his
administration and voiced his heartfelt commitment to our local
union in the years to come. He stated that he will continue to
institute any necessary changes and further causes to advance
this union and its membership.
International Secretary Treasurer, Christopher Hanley
performs the ceremony swearing in the Local 25
Officers and Executive Board Members
Line Officers:
From Right to Left: Pres. & Business Manager,
Ernie Whelan, Vice Pres./Fin. Sec. Jerry Abell,
Tres. George Sullivan, Rec. Sec. Scott Winter
I.U.O.E. Secretary Treasurer and Local 25 member,
Christopher Hanley was proud to precede over the
Installation of Officers for his home local union. He
congratulated Ernie on his successful bid for re-election and
confirmed his friendship to Ernie and dedicated his
continued support of him and his administration. Chris
stated the importance of proactive leadership and
commended Ernie on being the type of union man who can
stand as a role model for all labor leaders.
Mr. Whelan requested a moment of silence in remembrance of this day (September 11, 2007), a day that we
should reflect back on and remember the thousands of Americans who lost their lives on September 11, 2001.
He also stated that we should pray for those in the military fighting abroad for a safe return home.
TOP Left to Right: John Zappala, Art Fulton, Reggie Hemphill (Ret.), Larry Schleyer, Melson Goodloe,
Macolm Oldham, John Spitaleri, Moses Battise BOTTOM Left to Right: James McDonnell, Scott Winter,
Christopher Hanley, Ernie Whelan, Jerry Abell, George Sullivan, Scott Reeves, Billy Spry
RECENT MEDICAL PLAN ENHANCEMENTS INCLUDE
A PREVENTATIVE CARE DENTAL BENEFIT
All unions and corporations that provide medical
benefits to its members or employees have
experienced unprecedented levels in the rising cost of
healthcare. In 2005, health care spending in the U.S.
reached $2 trillion, and is projected to reach $2.9
trillion in 2009 and $4 trillion by 2015. Since 2000,
employment-based health insurance premiums have
increased 87 percent, compared to cumulative
inflation of 18 percent and cumulative wage growth
of 20 percent during the same period. This ongoing
trend equates to the all so familiar scenario of
“passing the cost on to the participant”. Higher copays, reduction in benefits, stagnate wage levels, or
dropping coverage all together is becoming the trend.
In fact, many people have lost their healthcare
altogether, the U.S. now has over 47 million
uninsured Americans and it’s growing fast.
As many of you will remember in the year 2005,
Local 25 was forced to make some hard pressed but
necessary changes in the Medical Plan to ward off
certain financial disaster, while continuing to provide
benefits that our members deserve. Due to some
creative reorganizing decisions made by the
leadership of our union in reference to the future
direction and funding needs of the Medical Plan, we
are now experiencing the highest level of financial
reserves in our history. When most unions and
corporations are either eliminating healthcare
altogether or experiencing further reductions in the
level of healthcare benefits, we have been able to
provide several benefit enhancements. Some of those
enhancements are: (1). Less overall hours necessary
to maintain benefits (2). Increased Optical Care
coverage, which includes dependents (3). Increased
Hearing Aid benefit (4). A new death and accidental
insurance plan with a much higher level of tax-free
benefit for active members and retirees.
Now, for the first time in our history, we will have
a dental preventative care benefit to cover routine
visits to a providing dentist. The oldest, largest and
most respected carrier; Delta Dental has been
contracted to provide these benefits. We chose them
for many reasons, including cost, availability within
our jurisdictional coverage area, membership
discounts, no co-pays required, ease of utilization,
outside claims processing, record keeping, web-site
and toll-free number availability, just to name a few.
It has long been known that dental care is directly
linked to our overall health and thus should be an
integral part of our Medical Plan. While the eyes
may be the window to the soul, your mouth is a
window to your body'
s health. The state of your oral
health can offer lots of clues about your overall
health. Oral health and overall health are more
connected than you might realize. Your oral health is
connected to many other health conditions beyond
your mouth. Sometimes the first sign of a disease
shows up in your mouth, and in other cases,
infections in your mouth, such as gum disease, can
cause problems in other areas of your body. Thus
having a dental preventative care benefit that pays for
your family’s routine visits will increase the
likelihood of overall health for you and your family.
This benefit covers routine visits such as; oral
examinations, cleanings, fluoride treatments, and
diagnostic services such as x-rays and cancer
screening. On procedures not covered by your plan,
Delta Dental discounts apply to your cost, thus saving
you out of pocket cost. Prevention of periodontal
diseases may lead to savings on not only dental costs,
but also medical care costs. Local 25 has created this
benefit because we believe that there is nothing more
important than your family’s health, however this
benefit only serves it purpose if you utilize it.
This dental benefit is projected to be up and
running by April 1, 2008, so look for more
detailed information to be mailed to you in the
coming months.
SEA SERVICE LOGBOOKS
The most overlooked component of applying for a USCG License or Certified Endorsement
on an MMD is obtaining the qualifying sea-service. You must have a letter from the
Company(s) you work(ed) for stating the qualifying sea-time needed for application of the
license or certificate. Without it, your application will be denied. This logbook will provide
a mistake proof way of counting every component of sea-time necessary for accurate
evaluation of your U.S.C.G. Application for a license and/or qualified rating. Start counting
your time today for future needs. Request a “3-Year Sea-Service Log Book”.
Call Scott A. Winter at 1-800-474-1225x6 or email: swinteriuoe25@optonline.net
CAREMARK IS RETAINED BY
INTERNATIONAL UNION OF OPERATING ENGINEERS
The International Union of Operating Engineers
conducted a competitive bid by seven different
Prescription Drug Benefit Management Companies.
The I.U.O.E. selected Caremark and entered into a
three year contract that provides favorable rates for
local union health and welfare plans including the
Local 25 Medical Plan.
The pricing war between these companies benefited
each local because of the purchasing power of the
International coalition of Local Unions. These funds
include New Locals 3, 14, 39, 138, 147, 370, 399,
450, 470, 501, 673, 825 and 926 among those that
existed before the new contract.
An independent consulting firm Trivantage Solutions
was hired by the International Union in Washington,
D.C. to conduct the competition and seven PBM
companies responded with pricing offers. Upon
review of these proposals, three companies were
selected. Each made presentations to an I.U.O.E.
advisory committee and four separate rounds of
pricing offers were generated before Caremark was
selected. This process is extremely advantageous to
all participating local union health and welfare plans.
In monetary terms, these local welfare funds will
collectively see an estimated $32 million reduction in
drug prices over the 3 year agreement with Caremark.
IUOE LOCAL 25 GETS WEB-SITE MAKEOVER
Have you visited the
Local 25 web-site lately?
Although some of the
information is still under
construction, the new
revamped site contains
an all new format with
up-to-date information,
such as; upcoming
projects, Business Agent
reports, minutes of
meetings, general
membership meeting
dates and locations,
training schedules &
information, membership
death announcements,
and much more.
Members can obtain
information on the
benefit plans, jobclassifications & pay
scales, L-25 history,
news, upload pictures
and see archived photos
from job-sites, We also
have a “click-on”
interactive calendar of
scheduled events.
Come visit us at:
www.iuoelocal25.org
FINANCIALLY BALANCING THE DREDGING LIFESTYLE AND TIPS
TO KEEP YOU AFLOAT RATHER THAN SINKING IN DEBT
_______________________________________________________________________________________________________________________________
The dredging business has its ups and downs when it pertains to the availability of
employment opportunities. It is often the case that members find themselves in
serious debt due to extended lay-offs, therefore in this business, financial security
is paramount. As any experienced dredgemen will tell you; learning how to
budget your money is the only way to stave off possible financial hardship. Here
are some valuable tips to keeping your head above water:
1. Make a realistic written budget taking into account unforeseen expenses and lay-offs and be diligent to stick
with that budget no matter what. Address your loved ones as to the importance of their family budget. A
budget should take into account significant savings. Due to the nature of this business –financial security is
having at least 6-months
401k Plan Loan Rules
reserves in the bank or other
income means to sustain your • Only one outstanding loan is allowed at one time.
household expenses.
• Maximum loan amount is one half of your vested amount or IRS
2. Take advantage of your
limits if lower.
member deferral 401k option. • Minimum loan amount $1,000.
Along with the obvious tax
• Repayments are done via coupon payments.
advantages, your 401k has a • Term of the loan may not exceed 5 years.
loan provision (see 401k Plan • Term of the loan can extend for up to a 30-year period if used for
Loan Rules to the right),
the purchase of a primary residence.
however
401k
loans • Application Fee - $65 for each loan application.
SHOULD NEVER be utilized • Interest Rate - Prime plus 1%.
as a savings account.
It • Spousal consent is required for loans.
should only be utilized in the
most
dire
financial
emergencies.
3. Try not to spend money you don’t have. You may want a new car, but do you really need it? Credit is fine
if it is controlled and you can pay it back. Make sure to pay the complete balance of your credit cards each
month or at least pay more than the minimum balance due on your credit cards each month to control and
balance your budget. Pay your bills on time to avoid unnecessary late fees.
4. If you find yourself getting into debt, take measures to reduce further debt by controlling unnecessary
expenses such as brown-bagging your lunch, brewing your own coffee, carpooling, switching to basic cable
or whatever you can cut out of your budget that is not absolutely a necessity.
5. If you have accumulated too much debt– consider debt consolidation to lower the interest on the overall
debt. If needed, there are several free debt services out there. One common way to pay down debt is the
“Debt Snowball” method, which is allocating as much of your budget as possible to monthly bills. Make
payments on all accounts, however put the most money toward the highest-interest account first. When it’s
paid off, apply those payments to the next highest interest account, and so on…
6. If you have accumulated debt beyond your means to pay it back, then immediately contact your creditors.
The worst thing you can do is ignore the problem. For those of you who request it, many creditors will
reduce interest rates for customers facing temporary setbacks as long as you are willing to make partial
monthly payments.
The financial weakness of the membership can have an adverse effect on the strength of your union in many
ways. In the past, during times of decreased employment, some of our most qualified and experienced members
unable to financially withstand extended periods of lay-offs were lost to employment opportunities in other
industries, the result weakens the union in its ability to provide the best-qualified labor resource. Although in
our history we have never had a massive union strike, the probability of conducting a successful strike would be
reduced if a high percentage of our members were financially unable to be unemployed due to this action.
DELAWARE RIVER MAIN CHANNEL DEEPENING PROJECT
In 1983, Congress directed the USACE to begin a study to determine if it
was in the federal interest to modify the existing 40-foot Delaware River
main shipping channel. In 1987, the study progressed to the feasibility
phase where extensive environmental and economic studies were
performed. The 1992 final feasibility report recommended to Congress
that the channel be deepened to 45-feet and that doing so was
environmentally sound, economically justified and technically feasible.
Congress supported that recommendation by authorizing the deepening
project for construction in 1992. Since that time, debate over whether
dredging the Delaware River shipping channel is an environmental risk or
an exaggerated fear along with disagreement over the economic worth of
the project. In any case, environmental hazards that some say dredging
poses have helped delay the project for more than a decade. Finally it
looks as though the project will proceed - but the question in our minds is
when? The USACE Philadelphia district has verbally indicated to us the
estimated date the project would be put out for bid is sometime in the early
part of 2009.
The Delaware River Main Channel Deepening will cost approximately
$277 million dollars. The project is designed to deepen the existing main
shipping channel of the Delaware River from 40 feet to 45 feet from Philadelphia Harbor, Pennsylvania
and Beckett Street Terminal, Camden, New Jersey to the mouth of the Delaware Bay. The total distance of the
project is 102.5 miles, 33 miles (mostly in the Delaware Bay) are already at 45 feet or deeper. To deepen the
channel, approximately 26 million cubic yards of material must be removed during initial construction of the
project. Of that amount, approximately 18.7 million cubic yards of sand, silt, and clay will be taken from the
river portion of the project -- the area from Philadelphia/Camden to the Upper Delaware Bay. About 77,000
cubic yards of rock will also be removed from the Marcus Hook area of the river. The bulk of dredging will be
performed by hopper and hydraulic pipeline dredges with a bucket dredge used for rock removal in the Marcus
Hook area, which will be deepened to 45 feet.
The long-term outlook for future maintenance dredging of this area looks good, as it will increase by
approximately 860,000 cubic yards per year to approximately 4.3 million cubic yards. The current 40-foot
channel requires approximately 3.5 million cubic yards in annual maintenance dredging.
WATER RESOURCES DEVELOPMENT ACT
OF
2007
Future outlook for employment opportunities looks promising for Dredgemen. The “Water
Resources Development ACT” would authorize hundreds of flood-control, shoreline-protection, inland
navigation and environmental restoration projects. On April 19, 2007 – the Bill passed in the House of
Representatives / May 16, 2007 – the bill passed in the Senate / Aug 1, 2007 – after passing both the Senate and
House, a conference committee was created to work out differences between the Senate and House versions of
the bill. A conference report resolving those differences passed in the House of Representatives and the Senate,
paving the way for enactment of the bill. Sep 24, 2007.
The Congressional Budget Office estimated that the version of the Water Resources Development Act would
cost $5.5 billion over the next five years and another $26 billion over the 10-year period after 2012. Of course
the Bush administration has voiced opposition to the price tag on the House bill. Since President Bush as been
in office, the House and Senate have stalemated for seven years in its efforts to enact a bill authorizing the
USACE public works projects, which would benefit local economies by creating jobs and would improve the
nation’s transportation infrastructure. Congress has not enacted a water bill since 2000. Previously, Congress
had been in the habit of authorizing water resources projects roughly every two years.
IUOE LOCAL 25, 2007 PENSIONERS LUNCHEON
President and Business Manager, Ernie Whelan
spoke in regards to the history of local 25. He
stated that soon we will be approaching 50-years
since our chartership. He acknowledged the proud
history of this local and those who helped create it,
citing the hard work and sacrifices of those men that
built a union to be proud of. He thanked the
pensioners for taking part in the festivities and to be
honored at this year’s event and expressed his
sadness for those pensioners that have departed this
life over the past year.
Ernie introduced two guest speakers who provided
information on Medicare supplemental insurance,
best strategies for investing retirement monies to
last longer, taxation of social security benefits,
estate planing, wills and trust, probate, and
mortgage interest pay-down.
THE HIGH COST
Personal financial impact
If the threat of cancer can'
t persuade you to quit
smoking, maybe the prospect of poverty will. The
financial consequences of lighting up stretch far
beyond the cost of a pack of cigarettes. Smokers
pay more for insurance, they lose money on the
resale value of their cars and homes, in the long
term, they can earn less due to smoking related
illnesses and may receive less in pension and Social
Security benefits due to early death.
The cost of a pack of cigarettes averages $4.50,
including taxes. Using this number, a pack-a-day
smoker burns through about $31.50 per week, or
$1,638 per year. That'
s a house payment or a
vacation with the family. A 40-year-old who quits
smoking and puts the savings into a 401(k)
earning 8% a year would have nearly $131,000
by age 65, even more so with pre-tax advantages.
But only you know exactly how much you pay and
how often. Figure it out for a year – a decade – or
until you retire, how much money can you save?
The one place many smokers feel free and
comfortable to light up is in their car. Without
consistent and thorough cleanings, however, a car
that is smoked in will soon start to resemble an
ashtray on wheels. The interior inevitably smells
like smoke, and stray ashes and butts can burn holes
in the upholstery and floor mats. None of these
things has much financial impact until you try to
sell the car. Figure a minimum of $150 for a good
cleaning with an extractor. On a trade-in, dealers
can easily knock off more than $1,000 on higherend vehicles like SUV’s, trucks and etc.
The criteria that apply to cars apply to homes as
well, only on a bigger scale. Smokers'houses often
require all new paint and/or wall treatments, as well
as professional drapery and carpet cleaning.
According to Contractors.com, priming and
painting an average-size living room, dining room
and two bedrooms would cost around $2,100. The
Carpet Buying Handbook puts the average cleaning
cost per square foot at 28 cents, and the average
home has 1,000 square feet of carpet. That'
s $280.
Add $55 to clean a typical sofa and $25 for a chair,
says Diversified Carpet in San Diego. The National
Association of Realtors says that "certainly the
smell of cigarettes can be a turnoff to potential
buyers," but notes that it is more of a problem in the
current housing market.
OF
SMOKING
SMOKING RELATED DEATHS
Insurers weigh in on the cost of smoking.
Some online quotes show that on a 20-year term life
insurance (a $500,000 policy) for a healthy 44-yearold male through BudgetLife.com. The range for a
nonsmoker was $570 to $1035 in premiums per
year; for someone smoking a pack a day, the prices
skyrocketed to as much as $4,250 per year.
When shopping for homeowners insurance,
nonsmokers can generally expect to receive a
minimum 10% discount, according to Farmer'
s
Insurance in Seattle. The insurer'
s point of view:
Smokers burn down houses. The most common
homeowners insurance policies range from
approximately $450 to $1,350 per year, depending
on the home'
s location. With the discount, a
nonsmoker would realize savings of at least $45,
but most likely more.
Few people set out to cut their life short, but
smokers greatly increase their chances of dying
sooner than nonsmokers. In the book “The Price of
Smoking”, it details the financial impact of a shorter
life span on retirement benefits. "Smokers, due to
higher mortality rates, obtained lower lifetime
benefits compared to non-smokers, even after
accounting for their smoking-related lower lifetime
contributions," the research says.
Effects of
smoking on lifetime Social Security benefits were
$1,519 for 24-year-old female smokers and $6,549
for 24-year-old male smokers. This is money paid
into Social Security but never collected, because the
beneficiary died prematurely of a smoking-related
illness. You could be paying into Social Security
year after year, and if you die at 66 because you'
re a
smoker, it'
s money down the drain.
CRANE
CERTIFICATION
Government Regulation
With about 80 percent of accidents caused by
operator error and approximately 115 annual deaths
reflecting that the craft is very dangerous, the U.S.
Government is years past due for requiring a
nationally accepted crane certification program.
A this point and time, we would have assumed that
our government agencies (OSHA, ANSI, ISO) would
have set standards for a national mandatory training
and testing program to reduce the industry death and
injury rate. Unfortunately, this has not been the case.
The Government moves slowly when it comes to
mandating regulation. So our members feel no
obligation or pressure to obtain certifications,
however several states have moved forward with
their own mandatory crane certifications. Currently,
15 states and 6 cities have licensing requirements for
crane operators. They are:
States that Require License
California *, Connecticut, Hawaii *, Massachusetts,
Minnesota *, Montana *, Nevada *, New Jersey *,
New Mexico *, New York, Oregon, Rhode Island,
Utah * , Washington *(as of 2010), West Virginia*
Cities that Require License
Chicago, Los Angeles, New Orleans *, New York
City, Omaha *, Washington, DC
Legislation Proposed
Florida (failed 2007), Pennsylvania
* Require or recognize NCCCO certification
NCCCO Operators Needed
The amount of operators certified has not kept pace
with industry demand despite the negotiated
incentive wage increase meant to encourage our
members to obtain the NCCCO. In fact, the crane
operator certification program has yielded few new
certified operators in the past few years. Difficulties
with scheduling continues to be the primary problem.
The NCCCO course is scheduled in four consecutive
weekends for the purpose of providing the necessary
study time in between classes. The load chart portion
of the NCCCO written examination is considered to
be the most difficult, therefore adequate study time is
crucial for those not well-versed in load charts. The
majority of our membership performs “duty-cycle”
work, for example; in bucket dredging operations an
operator will continuously swing the bucket from one
location to the other – over-and-over again, given the
name “duty-cycle”. Due to this type of operation, the
utilization of load charts is either rarely used or nonexistent.
The Case for Employing NCCCO Operators
More companies are demanding qualified operators,
especially during those operations that are outside the
dredging industry where local or state jurisdictional
licenses prevail.
Whether meeting regulatory
requirements, avoiding costly liability, equipment
failures, or productivity, companies are mandating
that the union provide the certified operator.
Recently Durocher Marine conducted a cable
recovery and laying operation in the Long Island
Sound between Connecticut and New York. The
company mandated that only certified operators
(specifically requesting NCCCO) be referred for
employment. So in some cases it becomes matter of
job security, as in the future more and more
contractors may request only certified operators, so if
you have the certificate – you’ll have the work.
We (the union and the contractors) have endorsed the
NCCCO for certification of crane operators, which
requires students to meet specific experience criteria,
comprehensive classroom training, written and
practical testing and re-certification testing. Some of
the benefits of the NCCCO program include; that it is
accepted in the majority of the states throughout our
jurisdiction, has minimal training cost, provides the
professionalism (know how), promotes safety
awareness, provides for decreased company liability,
increases productivity, and decreases preventable
equipment malfunctions.
Incentive Pay and your 401(k)
Think about it this way for a moment; assuming that
you have an NCCCO Operators certificate, and you
are considered to be a decent dredge operator, have
experience, a good work ethic & work history – you
can assume to remain actively employed when the
work is good. The average dredgeman, when
employed for a full year with the schedule of 2 wks.
on and one wk. off at 12 hrs. per day, equals 2,912
hrs. per year, which averages out to 56 hrs. per wk X
.50 per hr. incentive pay = $28 per week X 52 wks, =
$1,456 in yearly incentive pay. At 25 years old as a
NCCCO Operator working until age 65 putting only
the incentive pay into a 401(k) would have
accumulated $179,592 at retirement assuming an
annual interest rate of 8% per year and steady
employment hours.
I UO E L OC AL 2 5 JOI NT UN IO N/E M PLO Y ER CE RT I FIED WEL DI N G A N D S A FET Y C OU RS E
The first ever IUOE Local 25 welder 3day course consisted of the following:
Rec. Corresponding
Secretary & Director of
Training Scott Winter,
Instructing Course
CLASSROOM: A 10-hour OSHA Construction
Safety Course (Certified OSHA Card Issued), an
8-hour Welder Safety Course (certificate issued,
non-certified course).
FIELD: Shielded Metal Arc Welding (SMAW)
practical certification examinations in the
following disciplines: ABS (American Bureau of
Shipping), AWS (American Welding Society),
and ASME (American Standards for Mechanical
Engineers).
Jerry West
Practical
Examiner
TOP ROW: left to right: Jeff Kilbourne, Maurice Bailey, John Evans, Stephen Arjoon, Krzysztof Olszak, William
Meadows, William McCombs Jr., Kenneth Grice, John Galbraith, Joe Grendzinski, Michael George, James Simmons,
John Anderson, Ronald Dale, Henry Warner, Pat Donaghy.
BOTTOM ROW: left to right: Recording Corr. Sec./Dir. of Training Scott Winter, Gary McIntosh, Christopher
Burgess, Pres./Business Manager Erine Whelan, Christopher Waters, Fritz Scott, Golston Williams, Bobby Divito
EMPLOYEE FREE CHOICE ACT
In 2003 Local 25 diligently sought to organize
Seastreak Ferryboats out of the Highlands, New
Jersey. The company employees who supported
Local 25’s efforts to organize and join the union were
intimidated, harassed and then subsequently fired by
the company. We fought back and won an NLRB
decision which ordered the company to pay back
compensation for lost wages and restore the jobs to all
four employees. Although the outcome did not end in
a successful campaign for organizing, the need for
legislation to protect workers right to free choice was
apparent. In 2005, 31,358 workers nationwide were
ordered to receive back pay because of illegal
employer discrimination in organizing campaigns.
(source: NLRB statistics).
America’s working people are struggling to make
ends meet these days and our middle class is
disappearing. The best opportunity working people
have to get ahead economically is by uniting to
bargain with their employers for better wages and
benefits. Recent research has shown that some 60
million U.S. workers would join a union if they could.
But the current system for forming unions and
bargaining is broken. Everyday, corporations deny
workers the freedom to decide for themselves whether
to form unions to bargain for a better life. They
routinely intimidate, harass, coerce and even fire
workers who try to form unions and bargain for
economic well-being.
.
The Employee Free Choice Act (H.R. 800, S. 1041), supported by a Congress, would level the playing field for
workers and employers and help rebuild America’s middle class. It would restore workers’ freedom to choose a
union by:
•
•
•
•
Establishing stronger penalties for violation of employee rights when workers seek to form a
union and during first-contract negotiations. This will make new provisions applicable to violations
of the National Labor Relations Act committed by employers against employees during any attempt to
form a Union or negotiate a first contract. The Civil Penalties provide for fines of up to $20,000 per
violation against employers found to have willingly violated employee’s rights during an organizing
campaign or first contact drive. It also increases the amount an employer is required to pay when an
employee is discriminated against or wrongfully discharged during an organizing campaign or first
contact drive to 3 times their back pay.
Providing mediation and arbitration for first-contract disputes. This will provide that if an employer
and a Union are engaged in bargaining for the first contract and are unable to reach an agreement within
90-days, either party can refer the dispute to the Federal Mediation and Conciliation Services for
mediation. If an agreement still cannot be reached in the next 30-days, the matter is referred to
arbitration, and the results are binding on the parties for 2-years. This alone is a great triumph for
organizing. In the past a company could drag negotiations out for years and never reach an agreement.
This will put a time restriction that will resolve most issues, which is good for our cause.
Allowing employees to form unions by signing cards authorizing union representation. Provides
for certification of a Union as the bargaining representative if the National Labor Relations Board
(NLRB) finds that a majority of employees in a defined unit has signed authorization cards designating
the Union as its bargaining representative. This means no elections, it is done based on card count.
Providing mandatory applications for NLRB injunctions. The NLRB would be required to seek a
federal court injunction against an employer whenever there is reasonable cause to believe the employer
has committed an unfair labor practice; such as: discharging, discriminating, threatening or engages in
conduct that significantly interferes with employees rights during an organizing campaign or first
contact drive. It would authorize the courts to grant temporary restraining orders, or other appropriate
relief.
We remain hopeful that we can obtain enough bi-partisan votes to override an inevitable Bush veto.
This is another reason why it is important for all union members to VOTE!
RIGHT TO WORK STATES ARE REALLY RESTRICTED RIGHTS STATES
“Right to Work”: It’s not a right to a job - it’s a
free ride.
“Right-to-Work” has nothing to do with a right to a
job or employment. The deceptively named “right-towork” laws ban workers – who by a majority vote
decided to form a union in their workplace – and
employers from negotiating union security clauses.
By law, unions must represent all workers – members
and non-members – in contract negotiations and other
workplace issues.
A union security clause does not force workers to
join a union but simply means they must pay a fair
share for the economic benefits they receive because
of union representation – such as health insurance,
pensions and wages that are on average better than
those for nonunion
workers. A “right to work”
law would allow nonmember workers to get
all the benefits of union
membership and pay
nothing, while forcing
unions and their members
to foot the bill for those
not willing to pay their share.
The result is
weaker unions
with inadequate
resources to
represent members.
In the 28 “right to work” states, federal law protects
those workers who do not want to join the union.
Workers in those states are required to pay only a fair
share to cover the costs of their union representation.
It’s really a “right to work for less”
It is no coincidence that some employer groups, Big
Business and ultraconservative lawmakers’ back
“right to work” laws because such laws weaken
unions and in turn depress wages. Studies show that
workers in “right to work” states” earn significantly
less, while workers in non-“right to work” states earn
significantly more. Primarily workers with a union
contract earn higher pay and without collective
bargaining average pay is considerably less. For years
our members have declared an unfair disparity in
wages between our Northern and Southern
jurisdictions, thus we seek to close the rate gaps
between the jurisdictions. We are fortunate to have
the ability to set the wage and benefit rates as per the
U.S. Dept. of Labor’s Davis Bacon Prevailing Rate by
utilizing our Collective Bargaining Agreement as a
tool setting the standard prevailing rates in our
jurisdictional areas. The USDOL Prevailing Rates
covers approximately 95% of our contracted
employment through the Federal Government
USACE, however others aren’t so lucky. Even if the
employment is not under the USDOL Prevailing State
or Federal Government rates, union workers still
maintain higher wages and better benefits. For
instance; workers of color and women workers who
are union members make significantly higher wages,
thus proving that union membership pays off.
The average worker in a “right to work” state
earns about $5,333 less a year than workers in
other states. (source: Bureau
of Labor Statistics
2001)
Hispanic union
members earn 45
percent ($180)
more a week than
nonunion Hispanic
workers. (source: Bureau
of
Labor Statistics
2002).
African Americans earn
30 percent ($140) more a
week if they are union
members. (source: Bureau
of Labor Statistics , 2002 ).
Union women earn 30 percent more ($149) a
week than nonunion women. (source: Bureau of
Labor Statistics 2002).
It’s not just about unions, but communities too.
In “right to work” states laws reach far beyond
wages. Quality-of-life issues such as healthcare,
education, worker safety and poverty suffer
greatly in these states. In these states, 21 percent
more people are without health insurance
compared with those in free-bargaining states.
(source: State rankings 2000, A Statistical View of the 50
States)
“Right to Work” states spend $1,699 less per
elementary and secondary pupil than other states.
(source: Educational Vital Signs2001-02).
The infant mortality rate in these states is 17
percent higher, the poverty rate is 12.5 percent
compared with 10.2 percent in other states and
the rate of workplace death is 51 percent higher.
(source: Bur. of Lb. Statistics 01, AFL-CIO 02, State
Rankings 2000, Census Bureau, Current Population Survey)
SOMETIMES – ALL YOU CAN DO IS
VOTE – AND HOPE FOR THE BEST
The People have spoken - now what?
In the last Dredgeman Newspaper we
reported that the American public voiced
their opposition to the war in Iraq by
voting in enough Democrats to seize
control of both houses of Congress and
thus empowering them to stop the war.
Indeed just a couple hours after the new
Democratic House speaker, Nancy Pelosi, raised her
gavel for the first time, the party had dedicated itself to
a raft of legislative changes over its first 100 hours in
power. Among other things, the Democrats would
address issues of the working class by raising the
minimum wage, cutting interest on student loans and
bring in stricter laws on lobbying - all modest,
manageable, and sensible. But none of them deals with
the key question of the day and the principal reason
why they were elected – THE WAR.
The president is the commander-in-chief and conducts
foreign policy, there is a limit to what the Democrats in
control can constitutionally do about the war, beyond
refusing to fund it. This would represent great political
risk, making Democrats vulnerable to the Republican
spinsters that they are putting American soldiers at risk
for partisan reasons. Such a stance would demand both
principle and determination - neither of which has
proven to be their strong suit, basically the Dems have
no balls!
What lies ahead?
In the last issue we mentioned “More of the same”
and that “Bush is just going to send more troops and
spend more money with little effective change in
operational tactics” – well – we were right! He
increased the troops and spent more money. Now he
said he is going to reduce the number of troops – well
lets do the math – that would leave the United States
with about 130,000 troops in Iraq by July 2008 roughly the same number of U.S. troops that were in
Iraq before the President decided to dispatch
additional forces. Well it didn’t take long for General
Petraeus to start playing a numbers game with the
troop reductions in Iraq. Just because he said 30,000,
doesn'
t actually mean the number will be 30,000 –
wait and see! The Bush campaign of spin and
deception bringing the troop level back to preescalation levels isn'
t really a reduction of forces
either.
What about the cost?
The cost of war in tax dollars can be seen at
“http://costofwar.com/”. So far the war in Iraq totals
over 478 billion of your tax dollars and is growing
rapidly and war profiteering from unscrupulous big
business continues to run amuck, still with no
congressional oversight or accounting.
The number of died and wounded!
As of printing of this newsletter, according to the
Department of Defense, 3,893 US Military Personnel
were “Killed in Action” and 28,629 were “Wounded
in Action” in Iraq. The number of wounded did not
include the actual number of military personnel that
received injuries as a direct result of hostile fire.
Local 25 would like the membership to take time to
pray for the living and remember the Soldiers, Sailors,
Marines, Airmen and their loved one’s who have and
will inevitably continue to pay the ultimate price in
the offensive in Iraq and operations abroad elsewhere.
Since you’ll be praying for them – add on a little
prayer for your children and grandchildren who will
have to pay for this war.
CONTRIBUTIONS TO THE DREDGEMAN
Want to be famous?
Have your newsworthy article or jobsite pictures published in the Dredgeman.
Communications & pictures must reach Headquarters before the first of the month proceeding
that in which they are to appear. The fact that an article is published does not commit the
I.U.O.E., Local #25 to all opinions expressed therein. Contributions and items of news
concerning the craft and labor movement are requested from our readers. Every contribution must
be written or typed on paper and accompanied by the name of the writer – not necessarily for
publication, but as evidence in good faith. Articles and pictures can be mailed or emailed to Scott A. Winter at
swinteriuoe25@optonline.net . Please clearly identify each member in submitted pictures
YEARLY CALENDAR BOOKS
Every year Local 25 has mailed out yearly calendar books for those members who wish to utilize it as a logbook
of sorts for the keeping of personal dated information. Due to the increased cost and lack of reported use of
these calendar books, we ordered a limited quantity and therefore will only send them to those members who
make a request to have one. Please call Mike Guarraci at 1-800-474-1225 x7 for your calendar book..
2008 SCHOLARSHIP APPLICATIONS
ARE NOW
AVAILABLE
I.U.O.E. LOCAL 25 SCHOLARSHIP APPLICATION
Local 25 announces the Stephen J Leslie Scholarship Fund Program that provides for two
scholarships in the amount of $1,000 each that are renewable for an additional three years at $500
per year for a total of four years. This scholarship is for children and grandchildren of members of
Local 25. Applications can be downloaded from our web-site or we can mail it directly to you.
The application deadline is April 15th, 2008.
(http://www.iuoelocal25.org)
MARITIME PORT COUNCIL SCHOLARSHIP APPLICATION
MPC Announces the Ed Panarello Scholarship Fund Program. The availability of two
scholarships in the amount of $2,000 each is available by the Maritime Port Council of Greater
New York and Vicinity. This scholarship is for dependent children of members and their
affiliates. Last year, one of our member’s children was awarded this scholarship. Our joyous
congratulations goes out to Andrew Anderson, son of Mr. & Mrs. Charles Anderson. The
application deadline is April 15th 2008.
UNION PLUS SCHOLARSHIP APPLICATION
Since 1992, the Union Plus Scholarship Program has awarded more than $1.8 million to
students of working families who want to begin or continue their secondary education. Over
1,100 families have benefited from their commitment to higher education. The Union Plus
Scholarship Program is offered through the Union Plus Education Foundation. Scholarship
award amounts range from $500 - $4,000. This is a one-time cash award sent to individual winners for
undergraduate study beginning in the fall of the same year. This scholarship application can be download by
visiting their web-site. The application deadline is January 31st of each year.
(http://www.unionplus.org/benefits/education/scholarships/ )
Please contact Scott Winter in Headquarters for additional information or applications.
6th ANNUAL STEPHEN J. LESLIE SCHOLARSHIP FUND WINNERS
MR. TREVOR CLARK
Trevor is the son of Mr. & Mrs. Robert Clark. Trevor won the Maritime Port Council
of Greater New York / Ed Panarello scholarship as well. He is currently attending the
University of Saint Leo in Florida. He is studying Business Management and desires
a career in Golf Management. Trevor has earned a 12th grade 3.7 GPA and has made
the Honor Roll throughout his years in High School. He earned a varsity letter in
track and also played for the football team. He has participated in several community
service activities such as volunteering his time at the local nursing home and for the
Special Olympics program. Since the inception of the Scholarship Program, Trevor
has written one of the best (if not the best) essay on the labor movement, which is a
requirement for application.
MS. NAOMIE CHERAMIE
Naomie is the daughter of Mr. and Mrs. Jasper “Boe” Cheramie. She is currently
attending the University of Southeastern Louisiana (SELA). She was awarded a
Topps Scholarship from the Louisiana State and an Academic & Housing Scholarship
from SELA. She is studying to become a Neonatal Nurse. Her compassion and love
for children has driven her to volunteer numerous hours working with kids at local
churches, libraries and religion classes over her high school years.
THE MEMBERSHIP
THE DRIVING FORCE BEHIND THE UNION
PICTURES OF THE UNION MEN AND WOMEN
WHO MAKE IT HAPPEN
As IUOE Local 25 diversifies outside the area of
dredging, with Lead Dredgeman & Executive
Board Member, Tony Gonsiewski Jr. operating the
Weeks Marine Heavy-Lift 566 lifting the sunken
57-foot fishing boat Karen L. near Barnegat
Light, New Jersey after running aground in the
inlet.
On site with the Heavy-Lift 566 –
recent signatory tug company
Sea Wolf Marine and their new
salvage Tug “Salvage Master”,
with Owner / CEO / Captain Willie
Wittich on site, with Capt. Wayne Karnas, Capt. Andy Soleau, Tony Casta, Martin Kudzian and Shop Steward
Kevin Lohr aboard.
As IUOE Local 25 continues to diversify outside the area of dredging, with Licensed Blaster Rick Tufnell and driller
Edward W. Harvey performing precision operations demolishing old bridge piers at very close proximity to the
newly constructed bridge in Toms River, New Jersey with Contract Drilling and Blasting.
R i c k T uf n e l l p r e pa r i ng t o b l as t
The precision blast was mere feet
from the new bridge pier and
required specialized skills and
talent along with some protective
blasting cable mats in place to
control the force of the detonation
on the new bridge pier.
Scott Scott Rick
Winter Reeves Tufnell
LEFT: The Motley Crew. The crew of the newly organized
RDA Construction on this $2.5 million dollar rock removal
project near Boston Harbor in the Providence River. From left
to right: John Powell, Greg “part-time” Tantimonico, Carrol
“Butch” Washburn and Lead Dredgeman / Executive Board
Member John Spitaleri.
BELOW: President & Business Manager, Ernie Whelan
meets with the shoregang in Morehead City, N. Carolina.
Tom
Chandler
Coy Polston
Max
Ward
Ernie
Whelan
Debra
Blackmon
Top: Vice-Pres. / Fin. Sec. / Bus. Agent, Jerry Abell meets with the sub-line
crew (or perhaps the male models of the 2008 calendar) in Myrtle Beach,
South Carolina. Bottom: Pres./BM meets with Fernadenia Beach Gang.
Ernie
Whelan
Randal
Trowell
Don
Wilson
Fred
Harriel
Warren
Anderson
Stepforn
Sibert
CABLE RECOVERY AND LAYING PROJECT IN LONG ISLAND SOUND
DUROCHER MARINE
Rec. Corr. Sec. & Training Dir. Scott Winter, E-Board Member & Bus. Agent Scott Reeves, Lead Dredgeman Al Walker and Mike
Guarraci met with the crews of the cable-laying/recovery vessels.
Local 25 continues to diversify in the maritime
industry signing a Project Labor Agreement with
Kokosing Construction’s Durocher Marine
Division for an 84 mile cable recovery and
laying project in the Long Island Sound between
Connecticut and New York. This innovative
project has pioneered a novel way to recover
cable from the bottom utilizing backhoes
equipped with shears to cut the cable into pieces
while simultaneously depositing those cut pieces
into shipping containers for transport to the rehandling site for recycling.
E-Board Member
Moses Battise
Capt. Darren
McClellan
HAVE YOU SUPPORTED
YOUR LOCAL 25
VOLUNTARY FUND?
HIRING HALL RULES
________________________________________________________________________
In order to be dispatched from the Local 25
Hiring Hall, you must adhere to the
Unions lead the fight to make sure our nation prioritizes following rules:
working people’s issues: unions influence positive worker 1. You must be registered on the Local 25
“Out-of-Work-List”.
legislation, hold corporations accountable, makes the
workplace safer, protects Social Security and retirement 2. You must re-register every 60-days to
remain current on the “Out-of-Workfunds, and fights for quality affordable health care.
List”.
Help your union fight for you!
3. You must re-register every 60-days or
your name will be automatically removed
CONTRIBUTE GENEROUSLY TO:
from the “Out-of-Work-List”.
__________________________________________________________________________________________________
P R O T EC T F A IR LA B O R
STANDARDS
4. If you refuse a job, you can be placed on
the bottom of the “Out-of-Work-List”.
PROTECT THE ISSUES THAT EFFECT YOUR
FAM ILIES WAY OF LIFE
NOTE: It is very important that Local 25’s
hiring hall has you current phone numbers in
order to contact you for work.
SEE THIS DREDGEMAN NEWSLETTER AND OTHER INFORMATION ON OUR WEBSITE AT:
www.iuoelocal25.org
LOCAL 25 EXECUTIVE BOARD
__________________________________________________________________________________________________
President / Business Manager Ernest D Whelan
Vice President & Financial Sec.
Paul J. Abell
Recording Corresponding Secretary
Scott A. Winter
Treasurer
George Sullivan
Conductor
Moses Battise
Guard
Anthony Gonsiewski
James McDonnell
Larry Schleyer
Auditors
Art Fulton
Melson Goodloe
Malcolm Oldham
Executive Board Members
John Zappala
___________________________________________
463 State Route #33
Millstone Township, NJ 08535
Phone (732) 446-6262
Fax (732) 446-4646
___________________________________________
Trustees
William Spry
NEW JERSEY
HEADQUARTERS
Scott Reeves
John Spitaleri
BRANCH OFFICE
___________________________________________
12610 Henderson Road
Tampa, Florida 33625
Phone (813) 265-0410
Fax (813) 265-0430
STATE OF ORGANIZED LABOR
In the early 1980’s was the beginning of a conservative turn in attitudes and government, starting with the
election of Ronald Reagan to the White House. With the exception of the Clinton era, unions have faced a more
hostile federal government and ideological climate than at any time. A good reason for all union members to
understand the power of their VOTE! The Employee Free Choice Act may not pass only because we “the
people” do not have enough votes to override any veto attempt by President George Bush.
The effects of societal shifts have been devastating to unions, although union membership began a long-term
decline as early as 1955, when unions represented roughly one-third of the U.S. work force, the decline
accelerated dramatically in the early 1980’s when Republicans overwhelmed control of the government.
Somewhat belated union responses slowed the decline and perhaps even stabilized union membership by the
late 1990s, but at a high cost. The aftermath was devastating with only about one-seventh of the work force,
and only one-twelfth among private-sector workers remaining organized. Consequently, the state of the unions
can only be described as considerably weakened.
Despite organized labor being beaten down and abundant gloomy indicators on union vitality, there are signs of
life and sources of hope for the future of U.S. unions. Some predict a continued decline for organized labor,
and that is indeed a likely scenario, unless we fight harder to gain control by electing representatives who
support the causes of organized labor – union strength relies on your VOTE!
Considering the environment—25-plus years of intensifying competitive pressures from cheap foreign labor and
a largely hostile Republican leadership against organized labor - the survival of the unions thus far attests to our
strength and resilience. The American public must remain firm in its belief that workers should have a say
about their jobs, and that the United States is better off with unions than without them. Unions still include
more than 15 million members, and there are healthy, ongoing debates about future courses of action. Given
the adversity unions overcame before, there are reasons to believe that unions will find their way forward.
International Union of Operating
Engineers, Local #25, Marine Division
463 State Route #33
Millstone Township, New Jersey 08535