Somersworth WAGE Bulletin
Working @ GE
Somersworth WAGE Committee, IUE-CWA
P.O. Box 134, Somersworth, NH 03878-0134
Sept. 6 , 2005
Time to respect our work…
Will GE Somersworth give the people on its recall list a chance?
GE Somersworth has new opportunities for people to work on the fourth floor. That's because our new I-210 Meter - thanks to all of our hard work - is a very profitable product.
Management says they need as many as 17 people to meet demand for the meters.
Management's solution
Local management has decided to fill these positions with temps. Meanwhile, there are qualified people who are eligible for the jobs on GE's recall list.
That's an insult to the people who have work-ed as many as 15 to 24 years at GE Somers-worth. And it's bad for everyone's morale here too.
Because GE doesn't offer regular benefits and premium pay for night shift to temps, manage-ment is having trouble getting the people they need.
Now they are offering us a bounty for every worker we help recruit who takes a job with the temp agency! Not too many people want those $25 gift certificates for Home Depot while our co-workers are waiting on the recall list!
To save a few cents and preserve "flexibility," we are falling way behind in production of the I-210 meters. That's just old-fashioned bad management!
At the August meeting in the cafeteria with Plant Manager Mike Trembley and Human Resource Director Nat Hammond, we asked "Why not give the people on recall a chance?" But management wouldn't seriously discuss it.
A Better Approach
The open jobs are Grade 2 positions. The people on layoff are Grade 1. Management should offer the people on the recall list the work opportunity and allow them to upgrade to Grade 2. It's only a few cents difference!
When we called the HR office in Atlanta to complain, they said: "Somersworth management wrote the policy, they can change it."
This is just like the five-year wage freeze. A local management prerogative.
Obviously, management will keep sticking it to us until we speak up. So how much are people willing to put up with?
Talk to your managers and the local HR staff.
Tell them that it's time to bring back people who are qualified and motivated.
Tell management that making GE a good place to work should be its highest priority.
Remember: The squeaky wheel gets the grease!
Somersworth WAGE Committee, IUE-CWA
P.O. Box 134, Somersworth, NH 03878-0134
Sept. 6 , 2005
Time to respect our work…
Will GE Somersworth give the people on its recall list a chance?
GE Somersworth has new opportunities for people to work on the fourth floor. That's because our new I-210 Meter - thanks to all of our hard work - is a very profitable product.
Management says they need as many as 17 people to meet demand for the meters.
Management's solution
Local management has decided to fill these positions with temps. Meanwhile, there are qualified people who are eligible for the jobs on GE's recall list.
That's an insult to the people who have work-ed as many as 15 to 24 years at GE Somers-worth. And it's bad for everyone's morale here too.
Because GE doesn't offer regular benefits and premium pay for night shift to temps, manage-ment is having trouble getting the people they need.
Now they are offering us a bounty for every worker we help recruit who takes a job with the temp agency! Not too many people want those $25 gift certificates for Home Depot while our co-workers are waiting on the recall list!
To save a few cents and preserve "flexibility," we are falling way behind in production of the I-210 meters. That's just old-fashioned bad management!
At the August meeting in the cafeteria with Plant Manager Mike Trembley and Human Resource Director Nat Hammond, we asked "Why not give the people on recall a chance?" But management wouldn't seriously discuss it.
A Better Approach
The open jobs are Grade 2 positions. The people on layoff are Grade 1. Management should offer the people on the recall list the work opportunity and allow them to upgrade to Grade 2. It's only a few cents difference!
When we called the HR office in Atlanta to complain, they said: "Somersworth management wrote the policy, they can change it."
This is just like the five-year wage freeze. A local management prerogative.
Obviously, management will keep sticking it to us until we speak up. So how much are people willing to put up with?
Talk to your managers and the local HR staff.
Tell them that it's time to bring back people who are qualified and motivated.
Tell management that making GE a good place to work should be its highest priority.
Remember: The squeaky wheel gets the grease!
posted by Rand Wilson at 1:53 PM
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