OPEIU Local 407 Collective Bargaining Agreement COMPREHENSIVE PRESENTATION OF TENTATIVELY AGREED ARTICLES
Electronic Voting Voting will open: You will be voting for or against contract ratification 2:00PM Friday Sept. 20 th Yes- I vote for contract Voting will close: ratification 2:00PM Friday Sept 27 th No- I vote against contract ratification If you do not receive your E-Mail Ballot and Voting Instructions by 12:00PM Friday September 20 th , 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 . . . There are two possible outcomes: Yes (ACCEPT) = Agreement is ratified No (REJECT) = Agreement is rejected. and will become effective on The Union will notify Bristow of the October 1 st , 2019 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.
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 19- Moving Expense Article 3- Status of Agreement Article 24- Travel Pay Article 4- Technical Staff Status Article 25- Per Diem Article 6- Seniority Roster Article 27- Retirement and 401(k) Plan Article 9- Schedule of Service Article 28- Safety/Accident Prevention Article 12- On the Job Injury (OJI) Leave Article 30- Union Bulletin Boards & Communications Article 13- Bereavement Leave Article 33- No Strike/No Lockout Article 14- Jury Duty Article 35- Union Security Article 15- Fees and Physical Examinations Article 36- Savings Clause Article 16- Training Article 37- Contract Negotiation Meetings
Changes to Article 2- Recognition and Representation What Changed 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.
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 over-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 order 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 1 st 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 operational 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 1 st . 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 ` 23 8 $75,414 $78,129 $80,925 $83,805 8 $64,699 $67,414 $70,210 $73,090 `24 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
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