IAM Local Lodge 778 is a united Lodge representing workers in western Missouri and eastern Kansas.  We are located in south Kansas City just 1/2 mile west of 71 Highway or 1 mile west of I-435 at 9404 Grandview Road.  Meeting on the 2^nd Saturday of each month.

Mailing address is:

Kansas City, MO. 64132

This Web Page last updated on Saturday, December 13, 2008 07:05 PM

12/07/2008

Question:  I'm looking to retire in a few months from Honeywell FM&T. With all the problems in the economy I'm wondering if our retirement is safely funded?

Answer:  question sent to DBR Claude Harris

01/03/2008

Question:  Could you let us know what the 'Grand Lodge per capita increase' (for use in calculating Union Dues) will be this year(2008)? We know it was $1.76 for 2007.

Answer:  answer from Secretary-Treasurer Claude Harris.

Currently it remains two times the hourly wage plus $1.76.

10/12/2007

Question: How often does the Union Dues formula change (in structure)? I know that it reflects any changes in Base Increases and COLA changes.  The last I heard, it was 2 times Base, plus 2 times COLA, plus $0.97 per month.  Is it still the same? Could any future changes be available to view on this website?

Answer: answer from Secretary-Treasurer Claude Harris.

The dues structure is as follows:   Two times the hourly rate plus Cost of Living Allowance (COLA) plus the Grand Lodge per capita increase of one dollar and seventy-six cents ($1.76). The Grand Lodge per capita increase changes annually and is effective on January 1.  The minimum dues amount is thirty dollars and one cent ($31.01).

1/15/2007

Question:  There are other IAM Websites that are password secured. Please explain why we can't have a website where our Members can communicate with each other.

Answer:  answer from Communicator.

To have a secure website would require everyone who used it to have a unique user name and password.  I believe a program to generate names and passwords could be purchase for less then a thousand dollars.  A new internet provider would be required to handle the site at a cost of thousands of dollars per year.  A programmer would have to be hired to create the site for around one thousand dollars.  Major changes to the site would require a programmer, which cost around a hundreds dollars per hour.  Passwords would have to be changed periodic.   As for the why all of this is needed, it is to maintain a secure website.   Passwords can be compromised. Many people keep passwords in open view or were they can be easily found.  If a member was to accesses a secure site at work, their activity could be tracked to include key strokes, there by obtaining passwords.   Most companies today watch computer access every closely.

7/10/2006

Question:  We have computer privileges at Honeywell. We can surf the net briefly and E-mail friends and family. Since I have not EVER been active with the union until this year, I would like to know if I am allowed to get on our OFFICIAL WEBSITE, or E-mail union members to discuss anything pertaining to the union.

Answer: answer from Business Representative Mike Roepke.

Computer resources at Honeywell FM&T belong to the Department of Energy.  They are for support of National Nuclear Security Administration’s (NNSA) mission at the plant.  Time a union member is on a computer is tracked and you are paid for hours worked in support of NNSA’s mission.  You are not paid for time surfing the net or corresponding though e-mail unless it is in support on NNSA’s mission.

Question:  Could you, or someone else, explain to us what the food after our general meeting is all about. I've only been attending these meetings since Jan. I do not recall any announcements inviting anyone to have refreshments after the meeting has adjourned. I spoke with someone who has been going to meetings longer than I who does not know what it is about. I haven't seen anything written in the past months minutes. Are we supposed to invite ourselves? Is there a charge?

Answer:  answer from Lodge President Leo Berroteran.

The serving of food after meetings was started back while the lodge was under trusteeship, February 2004. GLR Joe Cooper felt that this might stir more interest in members attending meetings. After we came out of trusteeship, February 2005, we continued this idea as it seems the members have enjoyed it. All members and family members that come to meetings are invited to participate. There is no charge since the membership allotted money out of the general fund for the business agent to purchase the food. However, the money for this has always been way under the allocation limit. I believe this activity is announced on the web site and notices, not every month, but occasionally. We rely on the stewards and the membership that attend the meetings to let other members know we do this at the conclusion of meetings. I truly believe this helps in many ways. Since we have merged, our membership has grown and it gives every brother and sister a chance to get together, get acquainted and discuss union issues outside of their own shops. We also hope that it draws more interest in other members to attend meetings. A small incentive if you will. These are just a few ideas your e-board had in mind when they decided to ask the membership to continue and the membership concurred. Thank you for your questions and I hope this reply has been of some help.

Question:  I was wondering what we will be doing at the May Meeting, so decided to look back at the May 2005 meeting  report....but there isn't one. Any particular reason?

Answer:  answered by the Communicator.

Until late last year, the Lodge had limited space on the internet provider’s server. As newer items were placed on the Lodge’s website, room had to be made on the server. Older items were removed to make this space and the meeting reports were one of the items removed. Late last year the Lodge increased the space on the server, which allowed the Lodge to keep older items. Simply put, old news was replaced by new news.

Question: We hold elections for positions in our union without the officers knowing the bylaws or following them. Is it possible that these bylaws are only for certain people to follow??????

Answer: Election has been officially protested. The answer to this question will posted after protester receives response.

Question: Will we be allowed to vote on anything other than Joe's dictates in April?

Answer: from Grand Lodge Representative Joe Cooper

I suggest that all members come to the April Meeting  to  find out firsthand what is happening with the Lodge and how they can help lead the Lodge out of trusteeship.

Question: Our shop steward is not doing his job; I don't know when our meetings are for one. How can I get a copy of our contract? How can I get some things changed by following the contract? Our company is not following the contract, how can I fix this without making trouble?

Answer: from Directing Business Representative Joe Capra:

If any member has a problem with servicing of the contract or their shop representation call me at the Union Hall on 816-363-07070 ext 14 or on my cell phone number 816-728-0887. Members can e-mail me at DBRof778@aol.com.

Question: I don't understand why the union leadership is so concerned with the lose of overtime. Shouldn't we be more concerned about lowering our health cost and improving our wages though the collective bargaining process so that we have more compensation for our labor and get to keep it? Not all of us are offered overtime.

Answer: from Grand Lodge Representative Joe Cooper:

First of all, we as a union discourage the working of overtime, i.e., any work performed over 8 hours in any given day, anything over 40 hours in a work week, Saturday and Sunday work, etc. As a way to discourage the employers from working employees overtime, we negotiate premiums for such work. Prior to the union negotiating said premiums and fighting for laws protecting workers, employers would work employees 12 to 16 hours a day for straight time rate. If we sit back and let the politicians erode overtime premiums, (what the unions obtained) we slide back history and workers will once again be forced to work 12 to 16 hours days at straight time!!! Sorry, I am not interested in going back in history, I want it better for the workers in America, I want it better for our children, I want it better for our grandchildren and the generations ahead...that what unions are all about.

Secondly, in regard to the members comment about unions should be "more concerned about lowering health cost and improving wages through the collective bargaining process", with all due respect, obviously this member has never been involved in the collective bargaining process. We address these subjects each and every time we are at the bargaining table. In addition, there is not a day that goes by that we are not looking for ways to lower heath care cost. In regards to wages, we (unions) sit the benchmark for wages not only in the area, but in the country as well. If it wasn't for unions, we would all be paying the full cost of health care and our wages would be substandard. We will continue to strive to ascertain that members receive good wages and health care coverage with little to no cost to them.

Sometimes people forget that if it wasn't for unions, we would not be receiving the wages, benefits and working conditions that we now enjoy. Do you think for a minute that employers would pay for holidays, health care, jury duty, vacations, etc., if it were not for unions and/or the threat of unions??? It's all in the history books!!

Question: Recent events have left me cold. A long time member and sister of our local appeared to be targeted and fired. The steps for grievance was followed. This associate was busted down from inspector to custodian. My question is because of the serious nature and possible backlash to other members why did we not arbitrate? Who made the decision? Was she misled in her options? Was she given any options?

Answer: from Business Representative Mike Roepke:

The serious nature of the allegations involved in all grievances that could lead to termination are always carefully reviewed by the committee and the Business Representative.   In response in to your question the Business Rep with the input of the grievant discussing all options and avenues of resolution determined that the grievance would not be taken to arbitration, and settled in the manner it was.  Confidentially in all grievances is important as is the merit of each individual case.   It is difficult to explain why a certain grievance is settled one way while another is taken to arbitration without breaking that confidentiality. 

In this particular grievance there was no 1st step and went right to the second step because it was a termination.  The grievance committee, steward and grievant were present; resolution was not reached.  The next step involved the Business Rep., grievance committee, steward, and grievant; this time resolution was reached with the grievant concurrence. 

Please be assured that the grievant is informed and involved at each step and the good of the unit is always involved in the decision making.

Question: Does our union donate to any political party campaigns?

Answer: from GoIAM web site and Communicator Greg Olson.

No dues dollars are spend on political campaigns. All donations come from the MNPL.

The MNPL scrutinizes each candidate thoroughly. We ask tough questions such as their positions on trade, labor law reform, economic conversion, transportation policies, and enhancement of the U.S. manufacturing base. 

Question: Is the negotiation committee and the union leadership going to start giving more frequent updates on the progress of negotiations?  I noticed our web site now states that the date and time for the ratification meeting will be announced next week, where previously it stated the meeting would take place on Sunday, Oct 13th.  It also states "This is do to the progress or lack of progress by the Company in Negotiations."  So which is it?  Are negotiations going so well that ratification will happen early?  Or are negotiations  so far behind schedule that a strike is almost certain?  From my perspective half of the union membership has no interest in what is going on, and the other half is interested but are uninformed.  It seems to me that if the half that cared was informed, the other half would start taking interest. The locals web site is great tool for the membership because even the ones that can't access the web from home can look at the web site from work. (During there lunch period, or before or after their work hours of course.) So I would suggest that if the committee wants support, quit playing word games and give us the facts. 

Answer: from Mike Roepke Directing Business Representative:

Facts are this is negotiations and there are only words at this time and no facts. I am working on a report now for the web and to hand out.  As for progress there is only one way to gage that and that is the package we bring back in its entirety, not bits and pieces. It is of the most importance that all Members to be at the Contract Ratification Meeting, where the whole package will be presented. 

Question: Would it be possible to make all union documents, e.g., Memorandums of Understanding (MOUs), the Status Quo Agreement, Grievances (and their status), Pension documents, etc., available for online viewing by the membership?

Answer: from Mike Roepke Directing Business Representative:

As you probably remember we, the Union Negotiation Committee, tried in the 1999 contract talks to include into the contract all MOU's, which are understandings of contract language and intent, with no success.  All of the documents that you mentioned are available through the grievance committee, business representative, or at the local's monthly meeting.

Question: Are we (Objector Status) eligible to vote on the Strike sanction or the Contract itself ?

Answer: from Mike Roepke Directing Business Representative:

Only Members who are in good standing (full dues paying) are allowed to vote. 

Question: I'm interested in becoming a union steward. Is there any special training I need to run for steward?

Answer: from Vice-President Leo Berroteran:

No, not from the start. However you need people skills and understanding and being a very good listener is the best asset a steward can have. Training will come when the local host its annual steward class at the hall. Then I would highly recommend you attend. In the mean time the committeeperson will help with any grievance filing you may need to do or help with suggestions. One of the first things you would need to do is read and get to know the contract. If your not sure what the interpretation is of any article then that is a good time to consult a committeeperson also. But first and foremost, be honest and never promise anyone anything just do the best job you can do to represent the member. Hope this helped.

Question: Is their any chance that The Photo Tooling Classification can get an upgrade?  We have never had our classification upgraded, since the position was created. 

Answer: from Mike Roepke Directing Business Representative:

When a classification believe they are entitled to an upgraded; a request should be made to the Negotiation Committee or Business Representative before negotiations with the company begin. The Committee or BR will need details of why the classification warrants an upgrade.

Question: Now that we have our negotiations team in place, when can we expect planning progress reports?

Answer:  from Mike Roepke Directing Business Representative:

The crafts member will be elected and in place on the committee March 2002. Right after that we will be in full swing to start the process.  In the meantime I will be attending training at Placid Harbor on the latest issues and process such as insurance, pension, legal ramifications, etc.  I am planning on the training the week of January 27, 2002.  After the training request will start to flow between the union and the company.

Question: Does our local consider members that work overtime scabs?

Answer: from Mike Roepke Directing Business Representative:

This question of do we -"the Union" -- consider someone who works OT as a scab is just plain wrong. 

1st of all that is not a question of the contract.

2nd A scab term is from the early 20's & 30's and is an insult of the highest proportion. Scab's were and are people who cross picket lines and work while denying prior employee's there legal right to use a strike to get contract concession. They (the scab) do what is best for their own goals and good on the backs of others. 

3rd the verbiage scab cannot be used on an OT question or a contract question. 

 This is a serious subject that should not be discussed on a media that gives no base for intent. Members should contact me. I will discuss their concern and it's applicability to our unit.

Question: I can get to the page with explorer but not Netscape. Is Bill paying you off?

Answer from Communicator: 

No. Bill isn't paying me, I regret to say. I made some changes to our Web Site and did not check to see if they worked with Netscape. I think I have fixed this; the Site works on my computer using Netscape 6.0 and MS Internet Explorer 6.0. If the Web Site does not load, Please sent an e-mail to lodge314@iamaw314.org.

Update 8/20/2001 the web site may not be fixed yet. It works with the newest browsers, but there seems to be a problem with some older versions of Netscape. I'm working on it.

Question: Why do we need a communicator and educator?

Answer: from Rick Sloan IAM Communications Director.

The Communicator and Educator (C & E) positions were created by IAM members at the 2000 Grand Lodge Convention. The initial debate included proposals to update the structure of local lodges by replacing the Conductor and Sentinel position with the more activist positions of Communicator and Educator. The members elected to retain Conductor-Sentinel as a combined position and to add the officer-level positions of Communicator and Educator. The delegates also decided the new C & E positions would be filled by appointment of the local or district lodge president.

 Communication and education are clearly established priorities for the IAM. It is essential for members and non-members to understand who we are and what we stand for. Successful organizing and contract negotiations depend on the informed support of IAM members, their families and communities. The programs and courses held at the IAM William W. Winpisinger Center are an important part of the union's commitment to communication and education, but we need to do even more if we are to serve all of the 750,000 active and retired members of the IAM.

 In short, it is the responsibility of elected convention delegates to update the IAM Constitution to ensure the needs of the IAM and its members are met. The establishment of the Communicator and Educator positions is a reflection of that responsibility.

Answer: from Local President George Hickman.

First, and foremost we have been directed by the International to appoint a Communicator and an Educator. They receive  no  compensation for their efforts. The position of communicator is obvious, he is responsible for our web site and our news letter. As for the educator, we are still waiting on directions from the International as to what duties they wish for this person to do.

Question: Why are we inviting salaried people to a fund raising event?

Answer: from Mike Roepke Directing Business Representative:

 To make money. Let's not forget it is open to the public also. So far 61 tickets have been sold; salaried people have bought 30, 14 from non IAM members, and 8 from the general public.  I have only sold 9 tickets to our membership.  Next week we will have the Stewards selling tickets.

I guess the correct answer is when it comes to charity fund raising we will take all the help we can get and the Hall hold about 250 people our goal is 100.  I am open to any ideas or help.

Question: What has the Union done for me?

Answer: from Clifford Wall retired Business Representative: 

Clifford suggested that you take a look at the employees at Wal-Mart. 

• We have seniority, the most senior qualified person gets promoted, not the youngest as at Wal-Mart.  

• We can file an grievance if you think the company promoted the wrong person, at Wal-Mart you would be demoted if you question management. The Grievance Procedure has 4 steps to resolve the problem, at Wal-Mart if you did not drop the problem you would be looking for a new job. 

• We have over 11 Holidays guaranteed each year that were negotiated by your Union. 

• We can have up to 25 days of vacation that is based on your seniority, guaranteed by the contract. 

• We have medical benefits can not be taken away from you, as many company are doing have the rising cost of medical care.

• Our pay is based on the job classification, everyone in the same classification receives the same pay; not on management judgment.

Many members have walked the streets to get and keep these benefits. Please don't disrespect these members.

This site is hosted by KCnet.  If you need an Internet Provider, try KCnet.  Mention Lodge 778 when signing up and the Local will get a month service free.

Editor  Greg (Homer) Olson      

Contact Webmaster at

© 2007 IAM Local Lodge 778 All Rights Reserved