First, I want to inform everyone that the Jeop Desk in Tampa is going to remain in Tampa. We were notified recently that the work being performed in our Jeop desk is going to stay here instead of going to Texas. John and I met with the manager of the Jeop desks and we will meet again soon to decide whether there will be separate work groups or continue to rotate employees in and out every 180 days as in the past. We did find out that the Dispatch Clerks in the Jeop desk were made a permanent work group in 2008. The Company wants to add NT’s from the FSC to the Jeop desk and continue to have employees from the CSSC, BSC, and FNFT classifications work in our Jeop desk. This is good news for us to be able to keep these job functions in Florida. As we get more information on how the Jeop desk will be structured, we will post on the website.
During Bargaining, we all know how much the Company wanted the CSSC employees to be forced to go to a mandatory comp plan. That did not happen during bargaining so now what they are going to implement is a 90/10 plan. It’s the same thing they did in California earlier this year. What this does, is take the CSSC employees off of the Perk points and Team Performance Plan they currently receive and move them to a 90/10 sales plan with the capability to earn $5400 per year instead. Now, this is not like the mandatory comp plan that over half the employees are under. The employees that did not move to the mandatory comp plan will not see their hourly wage reduced. Their hourly wage does not get disturbed and that is the main point. The Company plans on starting this plan in October.
During bargaining, we tried to alter our grievance procedure so that we can ensure a more timely process from start to finish. The Company was not on the same page as we were and in the end our committee notified the Company that we have time limits in our grievance procedure and that we will do whatever we have to do for the Company to live up to those guidelines. Since bargaining has ended, we have settled quite a few outstanding grievances and the Reps are working with Labor to clear up more of the backlog. Our next arbitration is set for September 21st and we recently requested a panel for our next one in October. We are going to continue to schedule these termination arbitrations until we get caught up.
Now, for the ISP offering that was made today…the Company advised us of the classifications and the number of employees that would be allowed to go from those classifications. The total amount of employees they are looking to accept the offer is 275. I want to stress that out of the 275 NOT ONE is involuntary! With numbers almost reaching 300, to not have even one member have to worry about bumping or being laid off is huge. For some of our members, I understand you are ready to retire and are looking for an enhancement to leave. The goal of this union has been to do whatever we can to greatly reduce or eliminate totally the number of force adjustments and layoffs. At least for this surplus, we are in good shape. Now, every employee, whether in a declared surplus classification or not, will receive a package in the mail. Of course, if you are in a declared surplus classification, and have the seniority, you will be allowed to accept and leave the Company. If you are NOT in a declared surplus classification, you will have 14 calendar days to irrevocably volunteer to separate your employment and receive the benefits of the incentive package. At the conclusion of this 14 calendar day election period, the Union and Company will meet and discuss, for no more than 30 calendar days regarding which, if any, non-surplus employees will be allowed to accept and leave. So, if any employee is sure that they want to leave the Company, they must turn in their forms as outlined in the packets they will receive in the mail. So everyone understands what this incentive includes, I will state what is included in this one-time bonus:
$1100 per year, up to 40 years of service. (Language in our CBA states up to 30 years.) Also, you will receive $750 per year up to 5 years, which totals $3750.
A Voluntary Termination Bonus of $50,000 and if an employee is not eligible to retire, which means you do not have 30 years with the Company or 76 points, you will then be eligible for 6 months continuation of medical coverage. If you are eligible to retire, then of course you will have your retiree health care coverage as defined in the Collective Bargaining Agreement. In addition, if you do not have 30 years of service, the penalty will be waived for early commencement applied to the calculation of your pension.
The Staff and Officers of Local 824 wish every member a Safe and Happy Holiday weekend.
Robert
