Sam
07-25-2007, 11:51 AM
THE UNIONS’ NEGOTIATING COMMITTEES SHOULD BE WORKING TO FULFILL THE WILL OF THE MEMBERSHIP
A List of Minimum Collective Bargaining Demands from the Membership:
1. Voting must be carried out only after presentation of the memorandum and a discussion so that it is an INFORMED VOTE! - NO MAIL IN BALLOTING! People voting by mail-in ballots are limited to one-sided information.
2. A collective agreement of no more than two years.
3. A 25 per cent wage increase retroactive to May 1, 2007!
4. A return to DOUBLE TIME FOR ALL OVERTIME! with a clause asserting that all overtime is voluntary!
5. Pre-access drug screening and CSTS must be paid by the employer or by the union. Who introduced this?
6. Automatic deposit of pay cheque only if the member wants it.
7. Turnarounds to be reduced from the current 35 days to 28 days.
8. Projects north of Boyle:
a. Flights from all major centres across Canada including Edmonton delivering building trades members as close as possible to the projects concerned. However, for workers working within the jurisdiction of an Alberta local union, flights are to be in effect for returns home every the workers have scheduled days off.
b. A 5 per cent premium above the total wage package to be paid as an incentive to encourage members to service these projects.
c. A work format of 9.5 shifts times 10 hours and four days off. The intent of this clause is to give our members time for travel home during daylight hours and reduce the competition with moose and other drivers, it has worked very well at both the Surmont and Opti-Nexen sites. Furthermore, if it is not in our collective agreements, it can as easily be taken away from us as it was given to us. This is a SAFETY ISSUE; let's see CONCRETE ACTION on it, NOT JUST LIP SERVICE!
9. Because transportation to and from the jobsite can take more than four hours daily, round trip bus travel from the workers’ accommodation to the job site must be paid.
10. Eliminate all free travel zones due to the high cost of fuel and vehicle maintenance, which has been predicted to continue rising significantly this year. All union officers are paid for their travel time, why aren’t we?
11. Full pay for the cost of work clothing, and safety foot ware. Worn out clothing and foot ware pose a safety hazard.
12. Increase pension contributions from $4.83 per 100 hours to over $7.00 per 100 hours.
13. Job Stewards shall be responsible for processing grievances. Job Stewards must be elected by the membership.
14. The collective agreement must contain disciplinary action wording that is based upon well-established case law, for example, 3 verbal warnings, followed by 3 written warnings, along with assistance from the employer to help the employee to correct the problem. In most wrongful termination cases, these "union brothers" who are wrongfully dismissing working members are friends with the union officers, who at best give no assistance to the wrongfully terminated members, and at worst, create documentation of all kinds of falsehoods which causes further harm to the unjustly fired worker's career and reputation.
15. The language around the compressed work week needs to be corrected so that if any member works more than 40 hours in a seven-day pay period, he shall no longer considered to be on a compressed work week, and shall be paid at the overtime rate for all hours worked in excess of eight for the two hours worked each day Monday, Tuesday, Wednesday, and Thursday.
16. There shall be no “scheduled” overtime. All overtime shall be voluntary, and the employer must give the employee a minimum of 24 hours notice when requesting the worker to work overtime.
17. No employee shall be discriminated against in any way for exercising his right to refuse overtime.
18. No employee shall be discriminated against for taking time off during normal working hours in order to conduct legitimate personal business. An example of the current problem is when the employers deny the employee his right to work overtime, as punishment for taking time of during the normal workweek.
19. Lay-offs shall be by seniority on the project. The first person hired shall be the last to be laid off, and the last person hired shall be the first person to be laid off.
20. The employer must recall laid-off workers, before hiring new workers, as long as the project exists.
21. The employer shall permit a company-paid jobsite union meeting for two hours each month.
22. Laid-off workers shall be given a minimum of four hours notice, and shall be paid for four hours pack up time.
23. Increase the night-shift premium to five dollars per hour above the regular rate of pay.
24. Only supervisory staff shall be name-hired.
PLEASE CONTRIBUTE YOUR ADDITIONAL SUGGESTIONS.
WE WORKERS ARE CREATING THE HUNDREDS OF BILLIONS OF DOLLARS OF WEALTH FOR THE OIL COMPANIES AND CONTRACTORS
WE HAVE THE GREATEST CONSTRUCTION BOOM IN THE HISTORY OF CANADA. IT IS OUR LAST CHANCE TO GET WHAT WE DESERVE! DON’T THROW IT AWAY BY ACCEPTING A THREE OR FOUR-YEAR AGREEMENT. WITH THE HIGHEST INFLATION RATE IN CANADA, WE MUST NOT ACCEPT AN AGREEMENT THAT IS LONGER THAN TWO YEARS. WE MUST RETURN TO UNION PRINCIPLES AND TRANSFORM OUR HIRING HALLS INTO REAL UNIONS!
WILL YOU PAY YOUR MORTGAGE AND EXPENSES SOONER WITH A REAL WAGE INCREASE, OR WITH WHAT HAS BEEN OFFERED???
A GOOD-FAITH AGREEMENT IS 25% OVER TWO YEARS AND DOUBLE TIME FOR ALL OVERTIME!
A List of Minimum Collective Bargaining Demands from the Membership:
1. Voting must be carried out only after presentation of the memorandum and a discussion so that it is an INFORMED VOTE! - NO MAIL IN BALLOTING! People voting by mail-in ballots are limited to one-sided information.
2. A collective agreement of no more than two years.
3. A 25 per cent wage increase retroactive to May 1, 2007!
4. A return to DOUBLE TIME FOR ALL OVERTIME! with a clause asserting that all overtime is voluntary!
5. Pre-access drug screening and CSTS must be paid by the employer or by the union. Who introduced this?
6. Automatic deposit of pay cheque only if the member wants it.
7. Turnarounds to be reduced from the current 35 days to 28 days.
8. Projects north of Boyle:
a. Flights from all major centres across Canada including Edmonton delivering building trades members as close as possible to the projects concerned. However, for workers working within the jurisdiction of an Alberta local union, flights are to be in effect for returns home every the workers have scheduled days off.
b. A 5 per cent premium above the total wage package to be paid as an incentive to encourage members to service these projects.
c. A work format of 9.5 shifts times 10 hours and four days off. The intent of this clause is to give our members time for travel home during daylight hours and reduce the competition with moose and other drivers, it has worked very well at both the Surmont and Opti-Nexen sites. Furthermore, if it is not in our collective agreements, it can as easily be taken away from us as it was given to us. This is a SAFETY ISSUE; let's see CONCRETE ACTION on it, NOT JUST LIP SERVICE!
9. Because transportation to and from the jobsite can take more than four hours daily, round trip bus travel from the workers’ accommodation to the job site must be paid.
10. Eliminate all free travel zones due to the high cost of fuel and vehicle maintenance, which has been predicted to continue rising significantly this year. All union officers are paid for their travel time, why aren’t we?
11. Full pay for the cost of work clothing, and safety foot ware. Worn out clothing and foot ware pose a safety hazard.
12. Increase pension contributions from $4.83 per 100 hours to over $7.00 per 100 hours.
13. Job Stewards shall be responsible for processing grievances. Job Stewards must be elected by the membership.
14. The collective agreement must contain disciplinary action wording that is based upon well-established case law, for example, 3 verbal warnings, followed by 3 written warnings, along with assistance from the employer to help the employee to correct the problem. In most wrongful termination cases, these "union brothers" who are wrongfully dismissing working members are friends with the union officers, who at best give no assistance to the wrongfully terminated members, and at worst, create documentation of all kinds of falsehoods which causes further harm to the unjustly fired worker's career and reputation.
15. The language around the compressed work week needs to be corrected so that if any member works more than 40 hours in a seven-day pay period, he shall no longer considered to be on a compressed work week, and shall be paid at the overtime rate for all hours worked in excess of eight for the two hours worked each day Monday, Tuesday, Wednesday, and Thursday.
16. There shall be no “scheduled” overtime. All overtime shall be voluntary, and the employer must give the employee a minimum of 24 hours notice when requesting the worker to work overtime.
17. No employee shall be discriminated against in any way for exercising his right to refuse overtime.
18. No employee shall be discriminated against for taking time off during normal working hours in order to conduct legitimate personal business. An example of the current problem is when the employers deny the employee his right to work overtime, as punishment for taking time of during the normal workweek.
19. Lay-offs shall be by seniority on the project. The first person hired shall be the last to be laid off, and the last person hired shall be the first person to be laid off.
20. The employer must recall laid-off workers, before hiring new workers, as long as the project exists.
21. The employer shall permit a company-paid jobsite union meeting for two hours each month.
22. Laid-off workers shall be given a minimum of four hours notice, and shall be paid for four hours pack up time.
23. Increase the night-shift premium to five dollars per hour above the regular rate of pay.
24. Only supervisory staff shall be name-hired.
PLEASE CONTRIBUTE YOUR ADDITIONAL SUGGESTIONS.
WE WORKERS ARE CREATING THE HUNDREDS OF BILLIONS OF DOLLARS OF WEALTH FOR THE OIL COMPANIES AND CONTRACTORS
WE HAVE THE GREATEST CONSTRUCTION BOOM IN THE HISTORY OF CANADA. IT IS OUR LAST CHANCE TO GET WHAT WE DESERVE! DON’T THROW IT AWAY BY ACCEPTING A THREE OR FOUR-YEAR AGREEMENT. WITH THE HIGHEST INFLATION RATE IN CANADA, WE MUST NOT ACCEPT AN AGREEMENT THAT IS LONGER THAN TWO YEARS. WE MUST RETURN TO UNION PRINCIPLES AND TRANSFORM OUR HIRING HALLS INTO REAL UNIONS!
WILL YOU PAY YOUR MORTGAGE AND EXPENSES SOONER WITH A REAL WAGE INCREASE, OR WITH WHAT HAS BEEN OFFERED???
A GOOD-FAITH AGREEMENT IS 25% OVER TWO YEARS AND DOUBLE TIME FOR ALL OVERTIME!