OCT/NOV 2012 IAM Fleet Service Discussions

[700UW]

Yes its fair, maybe that person bid another station and was away from his/her family for the stability period, everyone has the opportunity to bid a premium job, and if someone did and has a lead date, and someone doesnt thats what seniority is all about.

How is being a stock clerk then turning a wrench, any different? Both workers have longevity, so your saying its fair for the mechanic to use his basic time for bidding and holding seniority, but not fair for someone upgrading to a higher classification?

By the way, lead mechanic, mechanic, inspector, lead inspector are all separate classification, read the CBA.

If there are enough vacation weeks leads and basics dont bid from the same list.

 

[blue collar]

I've read the CBA, and lived under it. I know they're all different classifications, but in reality they're sub-classifications within the mechanic class. You need to be a mechanic to be any of the others. A stock clerk isn't in the mechanic classification period, so why should their time carry over?

It all really doesn't matter, because it won't change. My current CBA treats seniority the way I feel it should be, so I have no issues. Just voicing my opinion on the way it was back at U

 

[skinvalve]

In the past and still to this day mechanics bid lead and inspector positions to get a start date for their lead or inspector time. They serve their stability period and bid back to a mechanic slot. So ten years later they decide they want a lead or inspector position again and wham they have ten years seniority but might have only served in the position for a year or sometimes less. So a lead that actually served as a lead for say nine years is now junior to the lead who only has an earlier start date for senioritry. Time should be based on time served in the position not on a start date.

 

[ograc]

DOH seniority vs. Classification seniority an ongoing debate. Both sides have valid arguments. For the IAM Fleet Service members at US it's about protecting Fleet Service work from outsourcing. Let's not get the cart before the horse. Bumping rights, DOH seniority vs. Classification seniority is certainly an issue when jobs are being eliminated. IMO... better Scope language needs to be obtained to protect existing IAM represented work. As employees and IAM members our primary focus in negotiations should be preserving jobs. There is room for much needed improvement, in the existing Fleet Service CBA, regarding the issue of outsourcing work in existing IAM represented stations. This language needs to be addressed first before we discuss bumping rights, DOH or Classification seniority. Without better Scope language the company continues to whittle down union represented jobs on the property. In the long term this pattern is not favorable for the IAM and the members they represent. Let's fix it. It's time to dig in our heels on this issue.
ograc

 

[ChockJockey]

Is a more rational or innovative attendance policy as part of any CBA on the agenda for negotiations?

 

[john john]

In one area of the IAM fleet contract that is better then CWA PSA contract is in reduction of force and upgrades IAM fleet goes by seniority within the lead and agent group. With the CWA agents, management can and has reduce the agents and kept and protected all the CSS without layoffs making the workforce heavy with CSS wile laying off very senior agents. To be a CSS with CWA management has to approve and chooses whom that want. Sometimes hiring of the street or blackballing CWA shop stewards Make and keeping jr. CSS’s this allows management to have a employee classification loyal and compensated by management with job protection without the seniority
I am sure management would love to have this with the other work groups

 

[ograc]

In one area of the IAM fleet contract that is better then CWA PSA contract is in reduction of force and upgrades IAM fleet goes by seniority within the lead and agent group. With the CWA agents, management can and has reduce the agents and kept and protected all the CSS without layoffs making the workforce heavy with CSS wile laying off very senior agents. To be a CSS with CWA management has to approve and chooses whom that want. Sometimes hiring of the street or blackballing CWA shop stewards Make and keeping jr. CSS’s this allows management to have a employee classification loyal and compensated by management with job protection without the seniority
I am sure management would love to have this with the other work groups

john john,
Thank you for the acknowledgement. Super Seniority for Lead Agents does not exist in the existing Fleet CBA in a reduction in force. Back in the days of organizing there was much debate if the Lead Agent position should even be included in the bargaining group. Unfortunately, to this day, some of the language concerning responsibilties of the Lead agent represent a conflict of interest, to their fellow union sisters and brothers. Too often with this language, Lead agents, are caught in a crossfire between management and fellow union members. All this for a dollar more per hour. IMO...the IAM "drew the line" with "super seniority" for the classification regarding reduction in force. Good choice!
ograc

 

[ChockJockey]

Is a more rational or innovative attendance policy as part of any CBA on the agenda for negotiations?

So...no?

 

[ograc]

So...no?

Not to my knowledge for Fleet... although I could be wrong. It was my understanding a seperate committee met with the company earlier to discuss changes to the new attendance policy. Some changes (improvements) were made to occurance point values and the number of unpaid days for an occurance from the original policy implemented by the company but that is all I'm aware of. Don't know if the NC is planning on revisiting the attendance policy in contract negotiations.
ograc

 

[ChockJockey]

Not to my knowledge for Fleet... although I could be wrong. It was my understanding a seperate committee met with the company earlier to discuss changes to the new attendance policy. Some changes (improvements) were made to occurance point values and the number of unpaid days for an occurance from the original policy implemented by the company but that is all I'm aware of. Don't know if the NC is planning on revisiting the attendance policy in contract negotiations.
ograc

Okay, thanks.

 

[Jester]

Not to my knowledge for Fleet... although I could be wrong. It was my understanding a seperate committee met with the company earlier to discuss changes to the new attendance policy. Some changes (improvements) were made to occurance point values and the number of unpaid days for an occurance from the original policy implemented by the company but that is all I'm aware of. Don't know if the NC is planning on revisiting the attendance policy in contract negotiations.
ograc

Probably the single greatest cause for FSAs to lose their job at US, and it is given such a low priority? Shameful. I am sure the No Direction team will continue to blame Boss Canale, even though they have given the issue such little attention during the negotiations.

 

[pjirish317]

Is a more rational or innovative attendance policy as part of any CBA on the agenda for negotiations?

CJ,

The issue with putting the attendance policy as part of our CBA, is that there is no recourse if an issue or discipline arises. With that said, it would have to be seriously overhauled to even be considered to be part of any agreement moving forward. I think it would be a detrement to us to be incorperated into our CBA. Just my opinion though.

 

[ograc]

Probably the single greatest cause for FSAs to lose their job at US, and it is given such a low priority? Shameful. I am sure the No Direction team will continue to blame Boss Canale, even though they have given the issue such little attention during the negotiations.

The attendance policy is just that... a company policy. Similar to the employee handbook of conduct and ethics. Unfortunately, contract negotiations cannot encompass all. You are right that many employees have lost their employment due to the attendance policy, however, many have been terminated due to "serious misdemeanors", drug and alcohal test results, fighting, harrassment, etc. that all fall under company policy. IMO... if you were to total them all they would not exceed the jobs lost to outsourcing Fleet Service work (a contractual issue) . Both the former and current teams you mention are aware company policies and contractual language are two different entities. Both, cannot and will never be, encompassed into one CBA. If that is the expectation... there is no leadership team within any union that will fullfill that dream.
I'm willing to bet Jester we have lost more jobs to outsourcing (language covered under the CBA) than to the company's policies.
For the betterment of the membership... it's time to get away from the finger pointing and move forward with realistic expectations. IMO... There is so much to fix and make right. Let's get started. Let's choose our battles wisely and fix what we can.
ograc
.

 

[john john]

The attendance policy is just that... a company policy. Similar to the employee handbook of conduct and ethics. Unfortunately, contract negotiations cannot encompass all. You are right that many employees have lost their employment due to the attendance policy, however, many have been terminated due to "serious misdemeanors", drug and alcohal test results, fighting, harrassment, etc. that all fall under company policy. IMO... if you were to total them all they would not exceed the jobs lost to outsourcing Fleet Service work (a contractual issue) . Both the former and current teams you mention are aware company policies and contractual language are two different entities. Both, cannot and will never be, encompassed into one CBA. If that is the expectation... there is no leadership team within any union that will fullfill that dream.
I'm willing to bet Jester we have lost more jobs to outsourcing (language covered under the CBA) than to the company's policies.
For the betterment of the membership... it's time to get away from the finger pointing and move forward with realistic expectations. IMO... There is so much to fix and make right. Let's get started. Let's choose our battles wisely and fix what we can.
ograc
.

You can swap a Dependability Point System for jobs like Delaney did with United
http://www.iam141.org/pointsystem/pointlou.html

 

[necigrad]

When 141 filed for Section 6 negotiations they requested that ALL sections be opened to negotiations. As was suggested above, however, we need to be pragmatic; not everything will be taken care of. The attendance policy section needs to be worked on, but I don't know what the cost to that would be. I also find that the policy doesn't affect me. It absolutly bugs me that I can't use all my sick days without penalty, but I also know that I'm expected to be at work. The attendance policy (except for the rumored examples that got affected retroactivly) shouldn't affect most people that don't have attendance problems. There are exceptions, and a HUGE one would be an employee with kids, but you've still got to be out a LOT. Get FMLA if need be. That will cover most situations and eliminate the problem if you call in a lot.