Union Representation While on Probation
Just because you are on probation, does not mean the Union can’t help you save your job!
- Probationary employees do not have access to the grievance procedure. HOWEVER, they can still seek assistance from Shop Stewards, the Grievance Committee, AGCs or any other Union Representative or Leader.
UROC Movement Out of Your Bid Work Area
The Company must follow the contractual process when moving employees from the work area that they bid. They can’t just move anyone whenever and however they feel like it.
- If the operation calls for an agent to be moved out of their bid line work area, Supervisors must move employees in reverse bid seniority from the available employees in the work area as long as: (a) the employee is qualified to do the work and (b) has enough time remaining in their scheduled shift to complete the assignment.
Task Completion
Get paid if you have to punch out late due to a delayed/last-minute assignment.
- Before the company requires an employee to stay for a task completion, the company is required to make a reasonable effort to find volunteers. The employee must be PHYSICALLY working the task prior to being assigned the task completion.
- After completion of the task (that is not to take more than one hour) the agent is not required to stay for a second task.
- If the employee is released from the task ANYTIME after their shift end time, they are entitled to receive no less than one hour’s pay. This includes if a task is completed one minute past the employee’s shift, they are entitled to receive no less than one hour’s pay.
Missed Lunch
Paid lunch or Leave Early or Late Lunch? Decisions, Decisions…
- An employee will be assigned a lunch between the beginning of the 4th and the end of the 6th hour of an 8 hour shift or between the beginning of the 5th and the end of the 7th hour of a 10 hour shift in order to avoid a meal penalty.
- If the contractually approved meal time is not met due to operational necessity, the employee must be assigned a new meal period.
- The employee has the right to forego the new meal period and is responsible to advise the supervisor their intent to forego the new meal period. The options are to leave 30 minutes early OR work through their lunch and be paid for the 30 minutes.
- If the agent is denied the option to leave 30 minutes early, the supervisor must send a brief email to the Local Committee Chairperson and HR manager describing the extraordinary operational necessity .
Example 10-hour Shift
Start: 14:00 End: 00:30
5th hour starts at 18:00 and 7th hour ends at 20:59.
Ex. 8-hour Shift
Start: 13:30 End: 22:00
4th hour starts at 16:30 and 6th hour ends at 19:29.
Inaccurate Time Cards
If your time card is off, let payroll and/or Resource Planning know ASAP!
- “When there is a shortage of 1 day’s pay or more in the pay due an employee, the Company will issue a supplementary payroll check to cover the shortage as soon as reasonably possible and within 3 business days after it is determined what is due.”
Great writeup! Easy to understand!