{"id":322,"date":"2012-01-31T01:29:22","date_gmt":"2012-01-31T01:29:22","guid":{"rendered":"http:\/\/screeners.iamaw.ca\/?p=322"},"modified":"2012-01-31T01:48:59","modified_gmt":"2012-01-31T01:48:59","slug":"what-the-iam-can-do-for-you","status":"publish","type":"post","link":"http:\/\/screeners.iamaw.ca\/?p=322","title":{"rendered":"WHAT THE IAM CAN DO FOR YOU"},"content":{"rendered":"
\n

You have told us what is important to you as screeners and we have been listening. If the IAM is successful in being elected as your union of choice, your elected bargaining committee (made up of fellow screeners) will ensure that you NOT lose what you currently have in your contract.<\/strong> This is the law<\/strong> according to Section 24.4 of the Canada Labour Code.\u00a0 <\/p>\n

 <\/p>\n

CURRENT COLLECTIVE AGREEMENT\u00a0<\/span>\u00a0\u00a0\u00a0
\n<\/span><\/p>\n<\/div>\n

\n
    \n
  • Benefits: Medical \/ Dental etc<\/li>\n<\/ul>\n
      \n
    • Job Security: NONE<\/li>\n<\/ul>\n
        \n
      • Wages \/ COLA<\/li>\n<\/ul>\n
          \n
        • Vacation Entitlements<\/li>\n<\/ul>\n
            \n
          • Sick Days: currently (7) sick days for full time employees and (1) sick day for part time employees<\/li>\n<\/ul>\n
              \n
            • Parking: paid by company\u00a0<\/span><\/li>\n
            • \u00a0Pension Plan: RRSPs through Desjardins<\/li>\n
            • Shifts: company currently can do whatever they want\/ utilization of LOU 7 \/ 24 hour notice of shift adjustments<\/li>\n
            • Hours of Work: currently the company does not guarantee to provide work for ANY employee or to maintain the work week or hours of work at any time \u2026<\/li>\n
            • Staff Reductions:<\/li>\n
            • Forced Overtime: not defined<\/li>\n
            • Seniority: not complied with<\/li>\n
            • Union Dues: $35.00 for little to no representation<\/li>\n
            • Shop Stewards: union has the right to appoint<\/strong> their own shop stewards (2) per terminal to represent the employees<\/li>\n
            • Disciplinary Action: no guidelines currently \/ company can do at will<\/li>\n
            • Grievance\/Arbitration Process: (3) step process when actioned by union<\/li>\n
            • Change of Work Location: not clearly defined or followed<\/li>\n<\/ul>\n

               <\/p>\n

              IAM NEGOTIATING PRIORITIES<\/span><\/p>\n

                \n
              • Benefits: Improvements <\/strong>to all benefit coverage including, Short Term and Long Term Disability<\/strong>.<\/li>\n
              • Same benefits for both <\/span>full and part time employees.<\/li>\n
              • \u00a0 Make every attempt to improve Job Security.<\/li>\n<\/ul>\n
                  \n
                • Improvements to Wages \/ COLA.<\/li>\n<\/ul>\n
                    \n
                  • \u00a0Improvements to the amount of vacation entitlement and ensure pay out when vacation taken or if no vacation taken pay out provided\u00a0\u00a0\u00a0\u00a0\u00a0 by\u00a0 year end.<\/li>\n<\/ul>\n
                      \n
                    • Increase in the number of sick days for both full and part time employees.<\/li>\n<\/ul>\n
                        \n
                      • \u00a0Parking: remains the same.<\/li>\n<\/ul>\n
                          \n
                        • IAM PENSION PLAN.<\/strong><\/li>\n<\/ul>\n
                            \n
                          • \u00a0NO SPLIT SHIFTS. <\/strong>Any changes to shifts would require a minimum of 72 hours notice.<\/li>\n<\/ul>\n
                              \n
                            • Minimum<\/span> hours of work permitted by company for both full and part time employees.<\/li>\n<\/ul>\n
                                \n
                              • Improve the way in which the company reduces staffing levels through attrition, buy-out packages, voluntary reduction of hours etc.<\/li>\n<\/ul>\n
                                  \n
                                • \u00a0Clarify what constitutes emergency\/forced overtime<\/li>\n<\/ul>\n
                                    \n
                                  • Ensure seniority based procedures are implemented and followed for all locations (YYZ\/YTZ)<\/li>\n
                                  • $45.00 union dues for better<\/strong> representation and<\/span> availability of programs and services.<\/li>\n
                                  • Increase the number of elected <\/strong>shop stewards.<\/li>\n<\/ul>\n
                                      \n
                                    • \u00a0improve process. (disciplinary action)<\/li>\n<\/ul>\n
                                        \n
                                      • \u00a0Improve grievance handling. Ensure ALL<\/strong> members treated equally and fairly.<\/li>\n<\/ul>\n
                                          \n
                                        • Improve procedures for transferring between locations.<\/li>\n<\/ul>\n

                                           <\/p>\n

                                          \u00a0There are many other issues not listed<\/span> that are important and these will all be addressed through the surveys and meetings prior to bargaining. Bare in mind the IAM will make every effort to improve on these items and more BUT there is no guarantee<\/span> of this as the company must agree to these changes to your collective agreement.<\/strong> Your Executive Board, Bargaining committee and the Stewards are all elected by you. <\/strong><\/p>\n<\/div>\n

                                          The IAM guarantees equal treatment of all its Members.<\/strong><\/p>\n

                                          VOTE IAM<\/strong><\/p>\n

                                          \n","protected":false},"excerpt":{"rendered":"

                                          You have told us what is important to you as screeners and we have been listening. If the IAM is successful in being elected as your union of choice, your elected bargaining committee (made up of fellow screeners) will ensure that you NOT lose what you currently have in your contract. This is the law according to Section 24.4 of the Canada Labour Code.\u00a0<\/p>\n","protected":false},"author":11,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"_links":{"self":[{"href":"http:\/\/screeners.iamaw.ca\/index.php?rest_route=\/wp\/v2\/posts\/322"}],"collection":[{"href":"http:\/\/screeners.iamaw.ca\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/screeners.iamaw.ca\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/screeners.iamaw.ca\/index.php?rest_route=\/wp\/v2\/users\/11"}],"replies":[{"embeddable":true,"href":"http:\/\/screeners.iamaw.ca\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=322"}],"version-history":[{"count":4,"href":"http:\/\/screeners.iamaw.ca\/index.php?rest_route=\/wp\/v2\/posts\/322\/revisions"}],"predecessor-version":[{"id":335,"href":"http:\/\/screeners.iamaw.ca\/index.php?rest_route=\/wp\/v2\/posts\/322\/revisions\/335"}],"wp:attachment":[{"href":"http:\/\/screeners.iamaw.ca\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=322"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/screeners.iamaw.ca\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=322"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/screeners.iamaw.ca\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=322"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}