CSS CORNER

We are currently coming close to the end of Phase Two of the Grievance Backlog project that Richard Exner and I began with the Company back in April of 2022. When this project began the Union was faced with 143 active grievances that dated back all the way to 2014. Together with the Company we created a Terms of Reference for dealing with these 143 active grievances that included three phases to discuss the approved grievances.  

1. In Phase One, Company representatives, Richard and I had numerous meetings to discuss the outstanding grievances and whether a resolution could be found. In the event of no resolution, the grievance would either be sent to Phase Two (mediation) or Phase Three (arbitration). During this phase, there were many grievances that were scheduled for arbitration, but through the various discussions, we were able to close most of these. After these discussions, we agreed on six grievances of similar facts to bypass mediation and go straight to arbitration. During the Phase One discussions, the Union and the Company were able to close 95 of the grievances. These grievances resulted in varying resolutions, including back pay, acknowledgment of work, returned seniority, payouts to numerous charities, reduced and withdrawn discipline, job bids being awarded, withdrawals, etc... As well, many of these grievances were settled as precedent-setting with "go-forward paths." This phase was crucial as it forced the Company to discuss these grievances that had been ignored and the Union was able to achieve great gains for the membership. At the conclusion of Phase One, 41 grievances were pushed to Phase Two (mediation) of the project.
2. Phase Two of the project began in December of 2024 with two forms of mediation (non-binding and binding). The Company and the Union met to go through the 41 grievances for mediation and determined that 40 would be heard through non-binding mediation and 1 through binding mediation and with any that a resolution was not reached would be referred for arbitration. As of today, 32 grievances have been resolved through the mediation process. The Union and the Company have 3 more active grievances to mediate and are hoping to meet to discuss these in the coming weeks. As for the six grievances that no resolution was attained through mediation, 2 will be referred to arbitration and 4 currently have ongoing discussions to continue to work to find a resolution. The mediation process was relatively new to 594 and completely new to me. This process has been beneficial in "forcing" both parties in a room wherein frank and honest, yet respectful conversations were had, and ultimately the success rate was quite high. These discussions also happen in full confidence and without prejudice, so both parties could speak definitively without fears of future consequence. The five mediators that were utilized for this process must be thanked and valued for their professionalism, candor, and effort to assist us in our resolutions. 
3. Phase Three of the project (Arbitration) will begin once Phase Two (mediation) is complete. There are currently 8 grievances that I am working with the Company to schedule for arbitration. These grievances have similar facts and will result in 2 arbitrations. If the remaining grievances that are in mediation fail to come to a resolve then they will also be referred to arbitration.  

This project has been a long journey and a lot of hard work, but the effort put in has been very fruitful for our membership with many great conversations and resolutions. I would like to thank the various management employees that have been a part of this process. This has included HR/LR, section supervisors, trades supervisors, process supervisors, etc... This has been a lot of effort and time for you folks and has led to some uncomfortable conversations that were needed. 

I also need to thank Richard Exner, who spearheaded this project, for all the hard work, research, and impeccable presentation skills at mediation. The entire executive has been instrumental to the success of this project. Each and every grievance in this project was discussed with the executive and as a team we decided on the direction we wanted to go. Thank You. Too many shop stewards to mention were vital as well. Many calls and conversations were had to piece together the circumstances of grievances that were this old. The stewards were my go to to gain this information that was instrumental in arguing these grievances. Also, many stewards took time off their busy schedules to assist with meetings and mediation.  I appreciate each one of you for your efforts, time, and professionalism. Most of these resolutions would not have come through without your input and dedication. And lastly, the entire 594 membership needs to be applauded for their patience in getting to these resolutions. Many of these grievances dated back to some "dark" times in our history but whenever I reached out for information you were there to assist. There were tremendous gains and some monumental settlements achieved and none of this could be done without the amazing men and women that I work with everyday. I couldn't be prouder to be a part of this membership and to be able to call you all my brother and sister.

Unfortunately, the monument gained through this project has stalled and we are facing more active grievances (150+) since we started this project. Recently, in our efforts to keep the Company accountable the Union is faced with a growing number of grievances that are not being addressed. Myself, the stewards, and the executive team as a whole are working on strategies to address this. I am hopeful that in my next update I will a positive update on our current grievance situation as I work towards avoiding Grievance Backlog Project 2.0.

In Solidarity, Kurt Haakensen

PRE-BARGAINING SURVEY

The Refinery Bargaining Survey is now open until Monday, September 15th.

Bargaining is coming up—and we want your voice at the table. The Pre-Bargaining Survey is open September 1st until end of day on September 15th.. Your feedback will shape the proposals we bring to the company.

Take a few minutes, fill it out, and make sure your priorities are included. The Bargaining Committee takes our direction from you.

Avery Riche, Negotiating Chair

• Congratulations to Riley Colhoun (Section 4) and Diamond, who welcomed their daughter Thalia Marion to their family on August 6th, 2025.

• Congratulations to Kevin Wenaus (Instrumentation) and Leah, who welcomed their daughter Senna Lee to their family on August 9th, 2025.

• Congratulations to Tyler Bird (Insulators) and Mackenzie, who welcomed their daughter Lainey Jo to their family on September 2nd, 2025

LAST LAUGH