Malayang Samahan ng mga Manggagawa sa Meadjohnson Nutrion held its annual general membership meeting last February 25, 2012 Saturday at New Horizon Hotel, Boni corner Edsa, Mandaluyong City attended  by non-field members and near-by provinces field members. The activity started with the prayer led by Neo Erese (Union Secretary) followwed by singing the the national anthem. Calling of attendees was made before the welcome remarks was deivered by Rey Hernandez (Union President).

Report  of officers and commitees was given by Neo Erese, he cited all the highlights of activities for the 2011. It includes membership status, appointment of Executive Boards and CBArovisions on variable pay. Financial status was reported by the Union Treasurer ( Richard Riparip). State of the union was deliverd by Manuel Salamat ( Union Auditor). Union plans and programs of activities was also discussed to the members for the coming year 2012.  These include  oficers’ Conference plans of program such as on membership, info drive, education, welfare services, handling issues & concerns, in attending meetings external & internal, finance  and among others. And to support these plans and programs of activities, budgetary proposal was made and allocated and endorsed by the union treasurer to the Union Members for their approval.

Other matters was discussed brought by the members to the forum like the issue on transfer of field members to other teritory assignment. Also concern on Genmeet schedule was raised , the issue was : schedule of  every Genmeet to be move from morning 9am to 2pm in the afternoon,   Saturday. But members were divided in this issue , voting by raising of hands of the members was made to decide who is in favor of changing the call time and who is in favor of maintaining the call of meeting. Result was majority wins in maintaing the call time of meeting to be done in the morning.

The program were closed by the two Union Vice-President , Emman Escolar (for field) and Joselito Cobrado ( for non-field).

Section 9 Article XII

MSMMJN EXECUTIVE BOARD RESOLUTION FILLING UP & APPROVING THE APPOINTMENT OF VACANT POSITION FOR  BOARD MEMBERS FOR NON-FIELD & AUDITOR OF THE UNION SET OF OFFICERS

Series of 2011

WHEREAS, there exist a vacancy inUnionset of Officers as of today in the Office of the Auditor, Board Members in non-field;

WHEREAS, the vacancy are brought by the recent promotion of Jonathan G. Calderon outside the bargaining unit  effective October 01, 2011; Jesus B. Espineda who passed away last October 08, 2011  and Jeremy N. Briones  who resigned  from the Company effective October 17, 2011;

WHEREAS, pursuant to Section 9, Article VIII of our Constitution and By-Laws, vacancies in the Executive Board  shall be filled up by the President with the approval of the Executive Board;

WHEREAS, it is imperative the vacated position for Auditor (JNB) and Board Members be filled up  and position of Auditor will be coming from within the existing officers for the betterment of the Union set of Officers as well as for the members;

NOW THEREFORE, the President of theUnionby the virtue of the powers vested in it by the Constitution and By-Laws, RESOLVED as it is hereby RESOLVES, to appoint:

a). MANUEL G. SALAMAT currently elected Board Member move to AUDITOR,

b). JOEVANY  O. BANAYAT –  Member of the Board,

c).  TEOFILO G. QUELIZA –  Member of the Board;

d).  BOBBY V. PAREDES   -  Member of the Board

FINALLY RESOLVED, that the said appointees to their new position & function shall hold office for the unexpired term of office.

Done this day 26th  of October  2011,  MakatiCity.

Originally signed by all Officers.

“By joining federations outside of the company, we learn from workers of other companies and we are able to understand these problems.”

Thanks to Bulatlat.com

From : MSMMJN Executive Board &

            CBA Negotiating panel

Re:  Circular on the issue of Lump Sum

Excerpts from the 3^rd Meeting, Minutes of Collective Bargaining Agreement (CBA 2011-2013) Negotiation Meeting of Malayang Samahan ng mga Manggagawa sa Mead Johnson Nutrition (MSMMJN) & Mead Johnson Nutrition Philippines, Inc.(MJNPI) last  November 30, 2010.

The following were some of the agreement reached between the MJNPI (Management panel and the MSMMJN ( union panel) for the Collective Bargaining Agreement (CBA) of 2011-2013:

Backgrounder on the issue on Lump Sum approach offer in 2011 2^nd minutes of CBA Negotiation Meeting November 23, 2010, the Company (MJNPI) explained that even if we have a Lump Sum in 2011 in lieu of salary increases, our non-exempts’ average salaries will not be left behind and will in fact still be higher than the 50^th percentile our target mark up group. The Company is asking for just 1 year to help the Company in its recovery period in 2011.

After this meeting the Union called a General Membership meeting last November 27, 2010 in Greater Manila Area members to discuss among others “ Lump Sum offer”  of the Company on the year one of our CBA 2011-2013 for the members if they are allowing the negotiating panel to explore the lump sum feature with the Management. Results of that meeting are our members are open to explore  the Lump Sum but the ratification will be based on the total package that the UNION can negotiate.

For the benefits of clarification of our members in the field here are the final agreements on the Lump Sum amount:

Year one, year 2011 Lump Sum of Php 120,000.00  in lieu of Salary Increase  and plus Php 20,000.00 for those who exceed 2010 SGOA and Medical Sales metrics.

Other Agreements- Administrative Details:

Implication of Lump sum for regularized employees/members: Employee regularized within 2011 shall also be given a lump sum amount pro-rated based on the month of regularization; the amount shall in no case be less than 33.33% of Php 120,000 ( i.e., minimum amount is Php 40,000)

Implication of Lump Sum for resigned employees: For employee who voluntary resign from the Company within 2011, a pro-rated lump sum amount (base 12 months) shall be deducted from their final pay. Pro-ration shall be based on the month of resignation.

Examples:  if you regularized on month of April 2011  (9/12 x Ps120,000) you will get a lump sum of Php 90,000.00. If you regularized on the month between Sept – Dec 2011 the minimum amount you will get is Php 40,000.

Examples: For those who resigned within 2011 shall be deducted from their final pay. Say,  If you resigned on the month of May 2011 ( 8/12 x Php 120,000) equivalent to Ps 80,000 to be deducted from the final pay. Note: Tax that had been deducted should be refunded to you.

For the enlightenment of all, thanks for your concerns.

Summary of agreements between and

CBA 2011-2013

The following summarizes the agreements reached between the Management and the Union panels for the Collective bargaining Agreement (CBA) of 2011-2013:

1.  Non-Economic

Term of the new CBA: January 1, 2011 to December 31, 2013

Retain provisions of the 2008-2010 CBA that were not revised or deleted by the negotiations.

Union Leave: 205 working days (2011); 205 working days (2012); 225 working days (2013)

2.  Economic

Reword provision on Calamity Assistance (Article XXIII, Section 4) to: “The Company shall grant calamity assistance to any employee whose house or residence suffered substantial destruction/damage caused by fire, earthquake, typhoon, flood, volcanic activity or nuclear accident rendering his/her place of residence unsafe or uninhabitable for at least one day. Priority shall also be given to him/her on housing loans, provided pending applications are moved backward.”

 Both parties also agreed that in case of calamity the Company will engage the Union in partnership to operationalize the assistance that will be given to affected employees.

Retain current provision on Retrenchment/Redundancy (Article III, Section 11) bearing in mind that the treatment of the SL/VL component of the separation pay shall be in accordance with current and existing BIR guidelines.

Rice Subsidy: P1,760 (2011); P1,800 (2012); P1,860 (2013)

Christmas Package: P4,400 VAT inclusive (2011); P4,600 VAT inclusive (2012); P4,800 VAT inclusive (2013)

Out patient Medical Benefit: P19,000 (2011); P20,000 (2012); P21,000 (2013)

§   Bereavement Assistance: P30,000 for death of dependent/family (as enumerated in the CBA); P48,000 or one month salary whichever is higher for death of employee

Bereavement Leave: Uniform six (6) working days for all qualified employees regardless of geographical location

Maternity Benefits:

Delete subsection (b) of current Article X, Section 7 on the accumulation of Vacation Leave credits up to 65 days. The revised section will now read as follows: “Where the employee who has gone on leave is recalled or who is scheduled to go on leave is prevented from enjoying the same because of business or operational need, the Company shall:

a.      Allow carry-over and use by the employee of such leave up to end of June of the following year.

b.      Convert to cash accumulated leave credits upon employee’s separation from the company.”

Reduction of Sick Leave accumulation from 65 days to 40 days. Any credits in excess of 40 as of December 2010 shall be converted to cash and paid out on February 2011.

Enhance Article XII, Section 9 to read as follows: “Employees afflicted with dreaded diseases, specially cancer, severe orthopedic injuries, acute myocardial infarction, uremia, liver cirrhosis and stroke, or other diseases certified as dreaded by the company physician shall be allowed up to a maximum of six (6) months leave with pay inclusive of earned sick leave credits”.

Delete Article XVIII, Section 5 on the grant of Company manufactured drugs and medicines

Revise  Article XXIII, Section 1 to read as follows: “The Company shall grant discount to its employees who make EDO purchases of company products for their own personal consumption as follows:

40% for all milk products

50% for vitamins

50% for dented canned stocks”

Reword Article XXIII, Section 9 as follows: “The Company agrees to help ensure the facilitation of the employee’s application for salary loan with the SSS and/or Pag-IBIG”.

Reword Article XXIV, Section 3 as follows: “When a rank-and-file employee is assigned on a temporary basis to perform the duties and responsibilities of another rank-and-file position classified as higher position, the differential pay shall be P100 per day, provided that the temporary assignment is not within his job ladder. If the temporary assignment is within his job ladder, no differential pay will be given. When the rank-and-file employee is assigned on a temporary basis to perform the duties and responsibilities of a team/process leader position or an exempt position, the differential pay shall be P150 per day.

 Both parties also agreed to ensure that the Skills Enhancement Program (SEP) guidelines should reflect the mandatory training for those employees identified with skills gaps.

 Industrial Peace Bonus: P35,000 per union member as of record date Dec. 15, 2010

Salary Increases:

The variable pay of P600 @ FP will be split as follows:

20% Total Company Sales

80% Individual/Team Performance

The P4P component shall be computed based on the following metrics:

Examples: (to compute for P4P)

a. If Company meets Total Sales target and Individual/Team Performance meets Base                 Performance, P4P is P300.

b. If Company does not meet Total Sales target but Individual/Team Performance is                    Fully Performing, P4P is P480.

CONFORME:

For the Management Panel                                                  For the Union Panel

Camille Caniza                                                                                    MannySalamat/Rodel Cawili

Secretary                                                                                              Secretaries

Ma. Vivian A. Cheong                                                             Reynaldo A. Hernandez

Chairman                                                                                        Chairman

Amend Article VI, Section 4 to read as follows:

Section 4. The Company shall also provide all covered employees a monthly rice subsidy to be paid as follows:

Php 1,900 effective January 01, 2011;

Php 2,000 effective January 01, 2012;

Php 2,100 effective January 01, 2013.

Payment shall be made via the employee’s payroll. The Company shall shoulder the tax, if any, that may be imposed upon such subsidy.

Amend Article VII, Section 4 to read as follows:

Section 4. In keeping with the spirit of Christmas, where the Company would like to ensure that the employee’s families will have a meaningful noche buena celebration, the Company will grant a Christmas package valued as follows (exclusive of VAT): Php 4,400 for 2011, Php 4,600 for 2012, and Php 4,800 for 2013.

Amend Article XVIII, Section 4 to read as follows:

Section 4. The Company shall retain its present Out Patient Medical Program x x x

x x x

Reimbursement shall be allowed up to a maximum aggregate amount of Php 20,000 for 2011, Php 21,000 for 2012, and Php 22,000 for 2013.

Amend Article XVIII, Section 12 to read as follows:

Section 12. The Company shall extend the following maternity benefits to married employees:

Amend Article XIV, Section 2 to read as follows:

Section 2. The Company shall extend bereavement assistance in the amount of Php 35,000 to any married employee in case of death of his/her legitimate spouse, child (legitimate, illegitimate or adopted), parent, parent-in-law and to any single employee in case of death of his/her parent, brother or sister. In case of employee’s death, the Company shall extend to his/her immediate family, a bereavement assistance of Php 55,000 or the equivalent of one month’s salary whichever is greater. The assistance shall be extended upon presentation of the death certificate.

Amend Article XVI, Section 1 to read as follows:

Section  1.  The company shall grant paid Union leave as follows:

• 210 working days for 2011
• 210 working days for 2012
• 230 working days for 2013

to allow its officers and members to attend or participate in labor education, programs, seminars, conferences and other union matters, provided a written application is filed three (3) days in advance of intended leave.

Amend Article XXIII, Section 4 to read as follows:

Section 4. The Company shall grant calamity assistance in the amount of Php 10,000 to any employee whose house or residence suffered substantial destruction/damage caused by fire, earthquake, typhoon, flood, volcanic activity or nuclear accident rendering his place of residence unsafe or uninhabitable for at least one day.

Amend Article VI, Section 1 to read as follows:

Section 1. The Company shall grant a general salary increase to all employees within the bargaining units on the dates and amount specified as follows:

in the event of any legislated wage increase, the Company and the Union shall first discuss and review its applicability and/or implementation.

Amend Article VI, Section 2 to read as follows:

Section 2. In determining variable pay, the following parameters shall be observed:

a. Plant/Non-Field

x x x

b. Medical Sales

Within a month from the execution of this Agreement, the Company undertakes to discuss with the Union and concerned union members the guidelines it will use rating National Performance.

Amend Article III, Section 11 to read as follows:

Section 11. In case of termination of employment that may be effected by the Company as a result of the installation of labor saving devices, automation, or redundancy, or in cases of termination of employment due to retrenchment to prevent losses, closure or cessation of business, the Company shall pay the employee a severance pay equivalent to at least 1.5 months pay for every year of service or Two Hundred Fifty Thousand Pesos (Php 250,000), whichever is higher. Where the retrenchment or closure of business is due to financial reverses or business losses, the  pay shall be equivalent to at least one month pay for every year of service .

For purposes of computing the severance benefit, a fraction of at least six (6) months of service shall be considered one year and the monthly pay shall include all the salary increases under this Agreement that the employee should have received had he not been retrenched.

Moreover, the severance package shall also include all bonuses and rice subsidy that he should have received during the life of the Agreement had he not been separated, as well as the cash conversion of unused vacation and sick leaves and an Individual Transition Support, net of tax.

Employees retrenched under this Section, as well as their dependents, shall continue to be covered by the Company’s in-patient medical program at Company’s expense for a period of one year from the date of retrenchment. They may opt to be covered for a longer period of time (up to a maximum of  ten (10) years) but any coverage in excess of one year shall be for the account of the employee, the pre-payment for which shall be deducted in advance from his retrenchment pay.

Also, for a period of one year from the date of their retrenchment, the retrenched employees shall be included as recipients of Christmas food package traditionally given by the Company to its employees, be allowed to purchase Company products for their own personal use through the Employee Discount Order (EDO), be covered by the Group Life Accidental Death and Dismemberment Insurance Program, the Outpatient Medical Program, and the Maternity and Infant Feeding Program, and be entitled to bereavement assistance under this Agreement.

Amend Article XXXII to read as follows:

Section 1. This Collective Bargaining Agreement shall become effective and binding on the Company and the Union and their successors and assigns for three (3) years from January 1, 2011 to December 31, 2013 and thereafter, be automatically renewed on a yearly basis, unless the Company or the Union serves upon the other written notice of termination sixty (60) days prior to the original or renewal expiration date of its intent to terminate or modify this Agreement. Insofar as the Union recognition is concerned, as provided in Article I, Section 1 hereof, this Agreement shall be valid and effective up to December 31, 2015 subject to the 60-day Freedom Period as provided by law.

Add a new section as follows:

In view of peaceful negotiations, the Company shall grant to every union member an industrial peace or goodwill bonus of Fifty Thousand pesos (Php 50,000).

Other provisions of the 2008-2010 CBA, which are not herein revised or expressly deleted, shall be retained.