General Membership meetings were held today at the UNIFOR Hall. There was a good turn out for all meetings and a lot of information was passed to the members.
I will try to relay some of what was discussed here. However some items may not be posted as they are items for only our members and not for the prying eyes of the world.
Grievacnces that have been filed:
New Years Eve Contract Security
There was a policy grievance filed for the use of an outside secutity company on New Year's Eve 2014.
The article that was used to make the argment was article 28 (work of the bargaining unit). The employer used a contract company to do Bargaining Unit work. The employers argument was based on Business continuity concerns. To limit there concerns the company took the position that they would offer overtime to all officers that wanted it. They took steps to ensure that all officers came to work for scheduled shifts and the emloyer was able to point out that in past years there was a significat number of sick calls for this event. The employer was able to make the argument that no officers lost hours nor was there anyone laid off. Infact, Bargaining unit hours actually increased over this time period.
As a result of the argument the union had to consede that no officers lost hours and that there was no one laid off. As a result the union withdrew the grievance under the following condition. The issue will be discussed at up comming LMC meetings as well as Scheduling Committee meetings. The idea was put forward that if in the future, if employment opertunities like this come up they should first be offered to the Bargaining Unit first.
Officer Sent home Prior to the end of shift:
The issue was that there were 2 EO's offered in the morning on a day shift. Only one was taken in the morning and the second was offered again at noon. There were no takers for the EO at noon. The descision was made to send the lowest seniority bargaining unit member home with only 4 hours pay. The union suggested to managment that a Dual sup. should be sent home instead. The employer did not supprot this position.
There were 2 grievances filed on this issue. There was an individual grievance and a policy grievance filed. The union argued a violation of the CBA under article 28 (work iof the bargaining unit) as well as Article 15.04 (hours of work). The employer argued that article 2 (dual Language) applied in this case.
The union argued that the officer lost hours while a non bargaining unit supervisor was still employed to do the Duties of an officer. This resulted in a loss of hours.
The employer agreed to provide 4 additional hours of work to the employee on a without precedent or prejudiced basis. The employer does not agree that there was a violation of the CBA. Based on this agreement with the employer the individual grievance was withdrarwn on a without precedent or prejudiced basis.
The policy grievance is still on going, I will be discussing the essue with our national rep in the near future.
Duals Returning to the Bargaining Unit.
Over the holiday season the Department Director aproached the union and enquired if it would be possible to allow Duals to return to te bargaining unit. The Department Director asked the union to consider the proposal. The employers proposed that the Dual would come back to the bargaining unit minus any time that he spent as a dual. I had a meeting with the Bargaining Team to discuss the issue. The bargaining team and the national rep, determined that the portion of the CBA that the employer was relying on did not really apply.
The bargaining team with the help of our national rep., came up with a counter proposal. The proposal that was offered was that we would allow duals to return to the unit if they returned at the bottom of the PT seniority list.
The Employer then asked me to have the bargaining team reconsider the issue as it did not match what he told his duals when they elected to leave the bargaining unit. He had told them that they would be able to return with there bargaining unit seniority in tact.
The Unions position remained the same, that no duals would be returning to the bargaining unit while still haveing there seniority in tact.
The employer indicated that they may wish to litigate this issue at later date. No action has been taken on the part of the employer at this time.
Raise or Bonus
Just a basic discussion around if we should take the raise or bonus. It is unclear as to what will happen to the rest of the casino or what the will be offered. The language in the memorandume of settlement is as follows:
12.In the event the Agreement is ratified on or before April 19, 2013, the Union will be provided with an option for the period April 1, 2014-March 31, 2015:
i.A wage increase equal to the wage increase (if any) provided to hourly non-union gaming employees in 2014; or
ii.A one-time lump sum payment, less deductions required by law, based on hours worked in the calendar year prior to March 31, 2014:
1,500 hours or more:$750.00
1,099 - 1,499 hours:$562.50
1,098 hours or less:$375.00
The Union will advise the Employer in writing which option the Union has selected by no later than July 1, 2014 (unless the Employer advises the Union a decision on providing a wage increase to hourly non-union gaming employees is delayed, where an extension will be granted on the written request of Union), and the election shall be binding on all members of the bargaining unit once made.
13.Employees absent from work with leave when a lump sum payment as aforesaid is payable, will receive a lump sum payment in accordance with the foregoing upon returning to active employment with the Employer.
14.“Hours worked” for purposes of calculating a lump sum payment will include all hours paid during the year, including early outs and union leaves. All other unpaid leaves, STD, LTD and WSIB are excluded.
I would like the members to start considering the options.
Election of Stewards.
There was a situation where there was no representation on midnight shifts at Fallsview. That situation has now been rectified. I have appointed 2 individuals as midnight stewards at FV.
Typically there is only one election for stewards and if there are any vacancies they are filled by appointing new stewards to fill them.
I discussed this issue with Wayne and this has been the norm in the local for some time.
We will continue the Practice of appointing Stewards, The members had no issue with the Unit Chairperson appointing stewards.
Weekly agenda for Bargaining Team
It was brought forward that it may be a good idea that an agenda be created that high lights the activities of Bargaining team members and that it be posted for officers to see.
There are some concerns because some activities that we participate in, are confidential and only relate to specific officers. In order for this item to be posted on our boards I must first provide it to the employer.
The consensus from the meetings was that there was no need to for a posted agenda, however better communication is needed..
I provided members with
the following info:
Blog
casino-security-unifor.blogspot.ca
twitter
@cas_sec_loc199
my email
jprofijt.unit.chair.cas.sec.@cogeco.ca
Cell number
905-321-2374
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