You’re rambling incoherently again.
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LMAO! get with the times skippy! You are quoting a 15 year old contract LOL! Which also proves BY YOU that AMFA did in fact "negotiate" better contract language for contractual sick leave policy. The contract IS the sick policy between and agreed upon by both parties.
Other highlighted newly nego increases are Max accrual cap increased to 2000 hours in the bank, can now sell back up to 2 weeks, can barrow 1 week or 2 weeks with additional approval, also (like other co's) can sell back sick leave to carry early retirees for up to 5 years of same medical and dental coverage to bridge them to 65 medicare.
You really need to learn how to do the correct research before spouting off and looking like the fool you are with all improper information.
Man you make this so easy...
Points roll off after 12 months. They don’t remain throughout our career chuckles.
Not all of them. It's a 12 month revolving roll off. You still add the points up even for legit reasons; IE hospital visits, out with flu, broken arm or leg etc... It doesn't matter with your policy all employees are punished, period.
AMFA can’t have a sick Policy since a Policy is owned by the Company. If SWA Management provides you a better Policy than the rest of the Industry then bravo to SWA Management.
AMFA doesn’t get credit since the Policy would be provided I’m sure to every workgroup on the property both represented and unrepresented.
WRONG again skippy. AMFA and SWA does have their very own sick leave policy that was indeed nego by AMFA with SWA and both agreed to it. Since AMFA and SWA does have a nego sick leave policy, it overrides the co's regular sick policy (which is the co owned sick policy).
Again WRONG skippy; Each work group has their own "NEGOTIATED" (by their union) sick policy OR, they will simply go by the co's sick policy. It really is that simple...
So in other words if the Company suspects that the AMFA member is abusing his or her sick time they can be required to produce a Doctors note. I suspect if they don’t they could be subject to discipline up and to termination.
I love the part where you can be examined by a “Company designated” physician to confirm your illness or they don’t have to pay you.
Thanks for clearing that up.
Nice try skippy, doesn't work that way, that's the way YOU want it to sound that it works that way.
First: Any request to go to the Dr. by the company is completely paid for by the company, including our salary for going to said Dr. And why do you simply "ASSUME" that the employee won't be paid for said sick time? You see this is where you spout off not knowing the entire "NEGO" picture of what importance the language says in a contract.
EX; Let's say an employee stays out with a migraine headache (using this example as a self medicate issue) depending on person, some can last up to 4 days when extreme enough, so they stay home for up to 4 days staying in bed, asking all folks in house to be crystal quiet, absolutely no sun light, and no house lights on the rooms they need to go into., They then get rid of that migraine and report back to work on 5th day. A co official notifies the union they need to have a meeting with said employee (fact finder if ya will) they set it for the following week as now it's Fri. At said meeting, co request a employee to go to co DR. for a note, can't get in for 1-3 more days, finally go see co Dr. and it's a week plus past time of sick call in. Now Listen very carefully as
"THIS PART IS VERY IMPORTANT" What Dr. would put his or her career on the line to write a note saying you did not have a migraine and you were not sick over week ago when he/she never even saw you??? No Dr. will touch that with a 10' pole. It would take such a note from the co Dr in order for the co to try and follow thru with termination for abusing sick leave on that issue.
Now lets say you did go see your own Dr., he/she provided care and treatment, just inform the co you will bring in said documentation of Dr visit and for what and bam, your done, it's over and all cleared up with no punishment at all. In your sick call points system said employee would receive points from 2-4 for both examples above even though it was for legit reasons. So put that in your pipe and smoke it.
Now for a little more edumacation
FYI our AMFA sick policy is in article 13 along with OTJI"s, NOT article 24 which is 15 years old language there skippy.
Keep going, YOU keep making AMFA's language look so much better than the asso. I bet your superiors just love you out here promoting them all the time, LMAO!!!