Today’s Non-Economic Negotiations concluded locally. It was agreed that both parties will address the remaining proposals and reconvene just prior to Economic Negotiations in Palm Springs, Ca. on February 10,2014. There were approximately 17 Tentative Agreements between the Union and Company to date.
We are going to give you the bad First
The company is standing firm on the remaining issues, like shrinking your Labor Relations Committee and nearly gutting the LRC in Santa Cruz. It is obvious the Company is trying to further control the membership and its rights granted within the grievance procedure and in upcoming negotiations. Here is a snap shot of what has happened so far:
- The union proposed to strike “pickets” language that strips ours membership ability to informational pickets. The company took a very hard position that they don’t think its necessary to allow their employees to voice their opinions. We reminded the Company that it is every Americans inalienable right as afforded by the U.S. Constitution. THE COMPANY DOES NOT WANT YOU TO TELL ANYONE HOW THEY TREAT YOU. WHAT ARE THEY TRYING TO HIDE???
- The company has agreed in principle to an electronic grievance form. We had proposed this in the last negotiations, they were receptive this time, however, even though they have agreed to go with an electronic grievance form, they still want to control what is on the form. Remember these are union grievance forms not the company’s.
- The union also proposed striking language that would prevent the union itself from filing a union grievance against the company for what we would consider new technology. As it is now, if there is “new technology” we have to file an individual grievance.
- The union also proposed language that would shorten the appeal times for EPN’s to be grievable if they were not removed within that timeframe. However the company still balks and likes it very much that your disciplines can be kept in your file forever. The Company stated at the negotiating table that infractions should stay in the employee file forever. We highly disagree!!
- The union also put in a proposal that the company, if they have an investigation on a bargaining unit employees, they would make the best effort to conclude the investigations within 23 working days-similar to the amount of time that stewards have the file grievances. THE COMPANY REFUSES TO GIVE UP OPEN ENDED INVESTIGATIONS.
- We also proposed that the company deal with downgrades laterals and trainees the same way they do for promotions. There is currently no language to support what we proposed. They again refused.
- Another simple proposal your union presented was to document whenever a bargaining unit employee is given a temporary assignment and that there would be a record of such assignment. Also that they would get paid immediately. The current language allows for the temporary assignee to be paid once every quarter. As a matter of fact the company was willing to horse trade this language if we allowed them to have Labor Relations involved, by contract, in the distribution of mandatory overtime. We don’t need or want any more Labor Relations involvement. The involvement of Labor Relations is more divisive that helpful to the employee/management relationship.
- Company proposed amending the current attendance plan that cuts the “get well time” in half thereby allowing more bargaining unit employees to have attendance infractions and to have disciplinary actions served to them. In other words it would make it easier for the company to get rid of you. The union took a very strong stand against the attendance plan, your union prevailed, and accepted the company’s withdrawal of their proposal.
You see where we are going with this. These some of the things we have had to deal with as your committee. Check again tomorrow for more information.