Rendered before/after
The issue is that there is no protected number of Monday to Friday jobs. How long should someone be made to work a tues-sat schedule? Indefinitely? There is no clearly defined pathway to securing a Monday to Friday schedule under this contract.
Under the old contract if the center had 100 drivers and 25 were tues-sat, that's 25%. If one of the m-f drivers retired the center would have 99 drivers and 25.25% of them would be tues-sat which was in excess of the 25% limit so someone had to be moved up.
Hypothetically let's say there's a center where all the drivers were hired after Aug 1 2019 and are 0323s. There's nowhere like this right now, but there will be in the future. Labor day falls on Monday the 1st but the company doesn't want to lose any production this week, so they notify every driver currently on a Monday to Friday schedule in the center 10 business days in advance that the week of Monday Sept 1st their workweek schedule will be Tuesday to Saturday and the following week their schedule will revert to Monday to Friday. Nothing wrong with that under this contract.
You don't see these things as problems that need to be resolved? I'm not saying I've come up with the perfect solution but it's an idea at least.
I see the answer being that the Company should be able to staff their operational needs.
Therefore the only answer is to observe the age old standard of "ask from the top and force from the bottom.
We need the Company to be profitable and competitive.
Everyone hate seniority until they have it.
The issue is that there is no protected number of Monday to Friday jobs. How long should someone be made to work a tues-sat schedule? Indefinitely? There is no clearly defined pathway to securing a Monday to Friday schedule under this contract.
Under the old contract if the center had 100 drivers and 25 were tues-sat, that's 25%. If one of the m-f drivers retired the center would have 99 drivers and 25.25% of them would be tues-sat which was in excess of the 25% limit so someone had to be moved up.
Hypothetically let's say there's a center where all the drivers were hired after Aug 1 2019 and are 0323s. There's nowhere like this right now, but there will be in the future. Labor day falls on Monday the 1st but the company doesn't want to lose any production this week, so they notify every driver currently on a Monday to Friday schedule in the center 10 business days in advance that the week of Monday Sept 1st their workweek schedule will be Tuesday to Saturday and the following week their schedule will revert to Monday to Friday. Nothing wrong with that under this contract.
You don't see these things as problems that need to be resolved? I'm not saying I've come up with the perfect solution but it's an idea at least.
I see the answer being that the Company should be able to staff their operational needs.Therefore the only answer is to observe the age old standard of "ask from the top and force from the bottom".
We need the Company to be profitable and competitive.
Everyone hate seniority until they have it.