May 22, 2015 at 4:00 PM
Earlier this year, the company engaged the union in
discussions regarding their intentions to end the Central De Icing Facility
(CDF) service contract with the current provider. The GTAA were looking at the
potential of contracting the work in.
This is a significant change from what we have been
battling with over the years; work leaving the bargaining unit. Adding new work
to the bargaining unit ensures job security, stability and enhanced
opportunities for our membership.
Your bargaining committee has developed a
Memorandum of Understanding (MOU) in conjunction with the company, outlining the
conditions of the agreement. Emphasis has been placed on members currently in
the bargaining unit who will be grandfathered under the current terms and
conditions of the collective agreement.
Below is a Q and A which will help answer and
explain some of the questions that have arisen from the members along with a copy
of the signed MOU.
In order to answer questions regarding this
initiative and or any other issue(s), please plan to attend the membership
meetings we are organizing for early June.
In Solidarity,
Your GTAA Bargaining Committee,
Antonios Kourteridis
Kujtim (Tim) Haxhiaj
Sam Greene
Pauline Leloudas
Lars
Sorensen
Ted Michael
Central De-icing Facility - Question and Answer
The following is a response to our members’ questions regarding the CDF:
Q1: How will this impact my seniority?
The Servisair employee’s date of hire
with the GTAA will be July 1, 2015. |
Q2: I am currently an MDO seasonal employee and eventually the 40 CDF
de-icing full-time operators will bypass me in seniority. This could result in
me not being able to achieve a full-time MDO role? What can be done to prevent
this?
All CDF positions come with a one year
commitment clause and the Employer intends to extend that up to two
years. This would allow an MDO seasonal to apply for any future
full-time MDO vacancies in the next two years without any
competition from any de-icing full-time operators. |
Q3: After reviewing the job posters for de-icing, it appears that it
would be difficult for most current members to qualify. Why was this done?
As per Article 31 - Staffing/Job
Posting, the employer reserves the right under the CBA to establish
what they believe to be the threshold qualifications for the CDF job
postings.
31:07 The Employer reserves
the right to establish the threshold qualifications for job postings
identified in clause 31:03, including education, knowledge,
abilities, skills and experience, provided that such qualifications
are reasonable and relevant and reflect the minimum requirements of
the position being posted. It is understood that such qualifications
may be amended from time to time but, in every case, the threshold
qualifications shall be set out on the posting(s).
|
Q4: Why was the CDF posters posted internally for only 3 days, when
the CBA states 8 days?
The Employer had no intentions to post
the CDF positions internally. This was explained as a liability
attached to the CDF work which had never been performed by our
membership. The employer engaged the Union and requested a
commitment clause for all CDF positions. In exchange, the Union
agreed to the commitment clause and was able to negotiate 3 days for
our members to apply internally. |
Q5: Why was the CDF de-icing operator classification rated at the
same level as the MDO classification?
The Union is not part of the JEC (Job
Evaluation Committee) that rates and evaluates classification. Only
the employer reserve this right under the CBA.
The Union has scheduled meetings with
the employer to discuss all the CDF posters and Job descriptions.
Due to the amount of information that is required to review, this
will take some time. |
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