After 3 weeks of long/hard hours, your negotiating committee wrapped up the non-economic portion of the contract negotiations with the company’s counterparts.
As in past negotiations, the company wanted and wanted!! Always expecting us to see that they “wanted/needed” movement in certain areas to make things work. In their eyes, a “win/win situation for all! The cold hard reality: a win/ loose scenario, with our members being on the loosing end!
One item that the company seemed to be stuck on was changing the process on how Arbitrators are picked as per Art III, Sect 4. This is a simple process to follow as it currently reads, but the company was insistent on changing it. Let’s put it this way: it wasn’t broke, thus it didn’t need to be fixed. Limited movement on this issue.
The company was wanting and was willing to do some “trading”, especially when it came to Seniority items! Not just NO, but HECK NO!!
Overtime was a KEY concern and issue to us, as well as the company. But their idea of fixing it and ours were 2 different things. A committee consisting of 2 per side met to come up with some ideas. On of the company’s ideas had been, and revolved around the intent/desire of the company to establish “team codes” rather then the standard “department” as is the case now. The way your committee figured it, was if you think you want/need these “team codes”, then we want/need to increase the number of Shop Stewards: one (1) per team code established, not as it currently is, one per department. When we presented that as an option to the company for their “team codes”, they put it in reverse quickly and said they just could not accept the idea of increasing the Shop Steward count! Thus, both ideas/proposals died on the vine!
After a somewhat rough/interesting day, the company wanted to convey that they came here to negotiate and make changes for the improvement of all!! Ya, right. Improvement for them maybe. Our proposals were the improvement aspect.
In the end, some middle ground was found on a few of the company’s proposals, and not to take anything away from the company, they too found some acceptance and/or middle ground on some of your negotiations team proposals. One that we felt strongly about was the issue on going salary and then coming back to hourly. Should this contract be ratified come March, if an hourly were to then go into a sourly, whoops, I mean “salary”, position, that individual would have 1 year to decide to stay in salary, or to return to hourly without loosing any previously obtained seniority! Your choice. A non represented salary position, or a bargaining unit member with seniority!
Time permitting, we will try to get all non-economic proposals on line. In any case, they will be available for viewing in the LB&F after the Economic portion of negotiations is complete. Your committee has been battle tested and is now ready to start this next phase in Palm Springs starting Sunday, Feb 9th, with the intent being to wrap it all up by Sunday, Feb 23. Your negotiating committee needs and appreciates your support! Again, our intent will be to keep you updated DAILY, but please be patient should time constraints or issues prevent us from doing so. Thank you Brothers and Sisters.
Your Negotiations Team!!