OPEIU Local 407 Collective Bargaining Agreement COMPREHENSIVE - - PowerPoint PPT Presentation

OPEIU Local 407

Collective Bargaining Agreement

COMPREHENSIVE PRESENTATION OF TENTATIVELY AGREED ARTICLES

Electronic Voting

 Voting will open:  2:00PM Friday Sept. 20th  Voting will close:  2:00PM Friday Sept 27th  You will be voting for or

against contract ratification

 Yes- I vote for contract

ratification

 No- I vote against contract

ratification

If you do not receive your E-Mail Ballot and Voting Instructions by 12:00PM Friday September 20th, contact George Evans at: President@Local407.org

What Are We Voting On?

Ratification To Accept or Reject the Entire Agreement With Bristow Vote FOR or AGAINST the Collective Agreement – In Its Entirety (50% +1 Determines The Outcome)

About The Outcome . . .

Yes (ACCEPT) = Agreement is ratified and will become effective on October 1st, 2019 No (REJECT) = Agreement is rejected. The Union will notify Bristow of the

• rejection. We will also notify the

National Mediation Board to begin the statutory process for mediation of collective bargaining disputes. Given the current Chapter 11 that Bristow is in, the bankruptcy court and creditor committees will likely become involved. There are two possible outcomes:

Contract Briefing

This presentation briefly outlines the changes to each Article in the Collective Bargaining Agreement (CBA)

The OPEIU and your Negotiating Team Recommends Ratification of the Collective Agreement.

Articles that remain unchanged from current agreement



Article 1- Statement of Purpose



Article 3- Status of Agreement



Article 4- Technical Staff Status



Article 6- Seniority Roster



Article 9- Schedule of Service



Article 12- On the Job Injury (OJI) Leave



Article 13- Bereavement Leave



Article 14- Jury Duty



Article 15- Fees and Physical Examinations



Article 16- Training



Article 19- Moving Expense



Article 24- Travel Pay



Article 25- Per Diem



Article 27- Retirement and 401(k) Plan



Article 28- Safety/Accident Prevention



Article 30- Union Bulletin Boards & Communications



Article 33- No Strike/No Lockout



Article 35- Union Security



Article 36- Savings Clause



Article 37- Contract Negotiation Meetings

Changes to Article 2- Recognition and Representation

➢

The Company retains the ability to contract out work performed by employees covered by this Agreement if the Company is not able to obtain the necessary manpower, equipment or facilities where its purpose and intent is not to reduce the regular working force.

➢

If the Company determines a need to contract out work, the Company and Union will meet and allow the Union 60 days to propose alternatives. If after this 60 day period, no viable alternatives are available, only then may the Company contract out work performed by Represented Employees

➢

It is understood that nothing in this paragraph will prevent the Company from furloughing represented employees or severing the employment relationship with them, for economic reasons independent of or unrelated to its engagement in contracting out work.

What Changed

Changes to Article 5- Seniority

What Changed

Company seniority will be the underlying basis for furlough within the over-staffed cadre.

Why the Union proposes this change

During the first contract, many members had voiced their concerns about Cadre Seniority

• ver-riding Company Seniority.

In the current language, an employee with 20 or 30 years of service and loyalty to the Company could be furloughed ahead of employees with much less service. With the current system, employees are reluctant to apply for better or more responsibility positions.

Changes to Article 7- Reductions in Workforce

What Changed

Reduced the furlough time limit from 36 months to 24 months.

Changes to Article 8- Job Posting, Bidding, and Assignment

What Changed

➢ Short term operational requirement definition reduced from 6 months to 120 days ➢ Temporary reassignments of up to 120 days will not be rotated to extend the 120 day limit ➢ Technical staff member who is on a PIP or has had counseling or discipline related to the quality of his work within the preceding 6 months is not considered qualified for bidding purposes ➢ If no qualified bidders apply for a job opportunity, the least senior Qualified Technical Staff will fill the requirement for up to 6 months. During this time, he may place an unsolicited bid to become permanent, or the job will be posted again at the end of 6 months. If no Qualified Technical Staff apply, the next least senior technical staff who meets the requirements will fill the position. ➢ School bids will be filled on a “per school basis” 50% by the Company selection and 50% by Seniority ➢ Training Assessment Criteria has been added for Formal Schools with Scheduled durations over that 5

• days. This criteria may include, but is not limited to, current qualifications, an safety and operational
• requirements. The Union retains the right to challenge any unjust criteria through the grievance

process.

Changes to Article 10- Leaves of Absence

What Changed

➢ Military service members can receive the difference in their lost pay during their weekend and two week training periods similar to how civilian civic jury duty is currently handled. In

• rder to receive this lost pay the employee must submit a leave and earning statement,

from the military, showing this duty time. ➢ The Company will pay two representatives of the board for days spent on schedule in meetings with the Company. (This was previously limited to the President and Vice President)

Changes to Article 11- Paid Time Off

What Changed

➢ Simplified the vacation award process ➢ Long Term Scheduling- Submit up to two one-hitch vacations on or before October 1st of each year and awarded by bidding seniority ➢ Short-term Scheduling- All other vacation will be approved on a First come-First served basis within 7 days of being submitted. These requests can be made only after the Long Term Requests are filled. Multiple days must be consecutive (No day off/day on/day off pattern) ➢ Remainder of the Article is unchanged

Change to Article 17- Facilities, Equipment and Uniforms

What Changed

Removed the list defining the operational bases. ARA (145 operation) is not considered an

• perational base. However, IPA (135 operation) is considered an operational base. Housing

will be provided for employees working as part of the IPA base if required.

Change to Article 18- Severance Pay

What Changed

Severance payments will be made in a lump sum on the next regular pay date after the Represented Employee’s furlough.

Changes to Article 20- Compensation

What Changed

Equally divided pay increase to limit the expanse between junior represented employees and the most senior represented employees. We did this by taking the current combined base salaries, adding the percentage increase, then divide by the total number of represented employees. Anyone who has not had their step increase for 2019, will receive their pay step for this year on October 1st. This will be a 3 percent increase upon date of ratification, then 3 percent each year after for the duration of the CBA. This amount will be the same for all represented employees.

2019- $2,636 2020- $2,715 2021- $2,796 2022- $2,880

Changes to Article 20- Compensation

WHAT CHANGED

Proposed changes to Article 20- Compensation

3% of Combined A&P and FCC Rate Shop Rate Step DOR 2019 1st Year- `20 2nd Year- `21 3rd Year- `22 Step DOR 1st Year 2nd Year 3rd Year 1 $62,046 $64,761 $67,557 $70,437 1 $49,316 $52,031 $54,827 $57,707 2 $63,956 $66,671 $69,467 $72,347 2 $51,968 $54,683 $57,479 $60,359 3 $65,866 $68,581 $71,377 $74,257 3 $54,090 $56,805 $59,601 $62,481 4 $67,775 $70,490 $73,286 $76,166 4 $56,211 $58,926 $61,722 $64,602 5 $69,685 $72,400 $75,196 $78,076 5 $58,333 $61,048 $63,844 $66,724 6 $71,595 $74,310 $77,106 $79,986 6 $60,455 $63,170 $65,966 $68,846 7 $73,504 $76,219 $79,015 $81,895 7 $62,577 $65,292 $68,088 $70,968 8 $75,414 $78,129 $80,925 $83,805 8 $64,699 $67,414 $70,210 $73,090 9 $77,323 $80,038 $82,834 $85,714 9 $66,290 $69,005 $71,801 $74,681 10 $80,082 $82,797 $85,593 $88,473 10 $68,942 $71,657 $74,453 $77,333 11 $82,734 $85,449 $88,245 $91,125 11 $70,534 $73,249 $76,045 $78,925 12 $84,325 $87,040 $89,836 $92,716 12 $73,186 $75,901 $78,697 $81,577 13 $85,917 $88,632 $91,428 $94,308 13 $75,308 $78,023 $80,819 $83,699 14 $87,508 $90,223 $93,019 $95,899 14 $77,429 $80,144 $82,940 $85,820 15 $89,630 $92,345 $95,141 $98,021 15 $79,021 $81,736 $84,532 $87,412 16 $91,752 $94,467 $97,263 $100,143 16 $81,143 $83,858 $86,654 $89,534 17 $94,404 $97,119 $99,915 $102,795 17 $83,795 $86,510 $89,306 $92,186 18 $96,526 $99,241 $102,037 $104,917 18 $85,917 $88,632 $91,428 $94,308 19 $98,647 $101,362 $104,158 $107,038 19 $88,038 $90,753 $93,549 $96,429 20 $100,239 $102,954 $105,750 $108,630 20 $90,160 $92,875 $95,671 $98,551 Amount Increase Each Year $2,636 $2,715 $2,796 $2,880 `23 `24

Changes to Article 21- Supplemental Pay

What Changed

Minor changes to supplements to better reflect current and potential future status of additional workforce duties and responsibilities. This includes separating the non-primary inspector and engine ground run supplements, increasing the hangar inspector pay to equal the field base inspector pay, and adding daily supplements (paid on a per function basis, maximum once a day) for off- shore maintenance action.

Changes to Article 21- Supplemental Pay

Change to Article 22- Bonuses

What Changed

Added an explanation that a lump sum payment in lieu of an annual increase made to non-represented employees is not defined as the NMEIP.

Change to Article 23- Workover/Overtime

What Changed

➢

Workover will be handled for each operating base locally. If workover can not be filled locally (Represented Employees at that base) then the emergency list will be utilized.

➢

Employees can elect to have their name listed on this emergency list, and it will remain there until the employee asks to be removed from the list.

➢

If a Represented Employee is not offered workover that is filled by a non-represented employee, the Represented Employee will receive full compensation for the missed workover opportunity and be placed at the bottom of the workover roster.

Change to Article 26- Insurance Benefits

What Changed

Current book with change to limit annual increases to the Towers-Watson Health Benefit Survey.

Change to Article 29- General and Miscellaneous

What Changed

Change to Article 31- Grievance Procedure

What Changed

Time limited adjusted from “working days” to calendar days for ease of processing and monitoring time limits.

Changes to Article 32- System Board of Adjustment

What Changed

Currently we have a fixed list that at least a couple of arbitrators don’t travel. We’ve had one that didn’t have time for a hearing, and the possibility exists that others may be unavailable as well. Union proposal is using the Federal Mediation and Conciliation Service (FMCS) for selection of Arbitrators. Upon request, FMCS provides panels of arbitrators experienced in labor relations issues, from which the parties can select as provided in the current collective bargaining agreement or other mutual

• agreement. Requests can be tailored to accommodate a variety of requirements, including area of

expertise, fees, and geography, provided both parties agree.

Changes to Article 34- Union Representation

What Changed

Added the language from our Memorandum of Understanding on the Article into the language

• f the Article.

Changes to Article 38- Duration

What Changed

Next Contract Negotiations could start May 1st, 2022

Conclusion

The OPEIU and your Negotiating Team Recommends Ratification of the Collective Agreement.

Questions?