Shirley Block
for President ATU Local 757
Taking Action - Getting Results
We are so much stronger than we were three years ago. When the Janus decision came down, making our country "right to work," we knew we had a lot of work ahead of us. We brought International in to do "Janus" organizing trainings, we mapped our properties, and we actually came out with a larger membership than pre-Janus! But we cannot get complacent. We need to continue to build on that power and strength, double down on our organizing, and take this union to the next level. If you re-elect me as your President, that’s just what I’m going to do. Our communities depend on us so let’s work together to build a member-driven grassroots democracy within this union!
SHIRLEY ANSWERS TOUGH QUESTIONS
TRIMET contract questions
Q: Why didn't more classifications get selective wage increases?
A: A wage analysis of comparable transit agencies showed that some TriMet maintenance workers' wages were below average. The selective wage increases were for those classifications.
Q: Will retro wages include employer contributions to my 401(k)?
A: No, unfortunately employer contributions are not normally included in retroactive wages.
Q: If I left TriMet after the last contract expired, to I get retro pay on my wages?
A: No, only people still employed will receive retro wages.
Q: Who will get the healthcare reimbursement?
A: Members and retirees on Kaiser will receive an amount based on their plan (single, dependent, family).
Q: Will vacation accrual date for white shirts be retroactive?
A: It will not be retroactive, and will take effect next vacation sign-up.
Q: Why so many changes to the MEMBERSHIP section?
A: Updated to reflect Janus changes and ORS 243.804 & ORS 243.806
Q: Why did we agree to move deadly sins?
A: This was part of outdated language at the end of paragraph 3 that was pre-Loudermill rights. Also, this is not in line with current practice, and so would not have been a good stance at Interest Arbitration. We DID NOT WANT to make this change but did so in preparation for interest arbitration.
Q: Why did we delete language about recordings in SIP provision?
A: Because we have a right to request that without contract language.
Q: Why did we agree to trade constraints?
A: TriMet was able to show high cost of pass-ups and this will reduce pass-ups without prohibiting trades completely.
Q: Why did we agree to let them sign new work if my work is canceled?
A: TriMet would be able to argue at interest arbitration that they should not have to pay people to NOT work. This would be hard to overcome. The 30 minutes was argued into the language to prevent the District from drastically changing Operators work. The intent is for inclement weather or natural disasters.
Q: If HOS is nine hours, why do we have to sign for more (9.5 or 10)?
A: The intent of this change is to help reduce HOS violations at sign-up.
Q: Why did we agree that all piece work can be assigned in time off order?
A: This will help conform with new HOS rules.
Q: What is the purpose of the changes in passups 20?
A: To account for OWL runs in the HOS/Passup rules. With runs now out all night, a new level of passup needed to be created. Language was simplified from the Tier way.
Q: What is the purpose of the change to trading days off 26?
A: To keep Operators out of a forced passup position in doing a trade with a Extra Board Operator. This will allow them to trade out of work.
Q: Why did we agree to vacation caps?
A: We DID NOT WANT to make this change but did so to strengthen our case at interest arbitration. This would not have been good to take to interest arbitration as TriMet could show legitimate business need. We made sure it was only vacation cap (not holiday, birthday, etc.) and that there could be more with manager approval.
Q: What happened with the maintenance apprenticeship programs?
A: There will be a BOLI registered bus program. There will be non-registered rail programs, and there will not be a facilities program. For all three departments there will be a training tuition payment plan. It is not a reimbursement plan, but TM will direct pay. It will help internal employees become qualified, by taking one or two classes a term. TriMet will pay for up to 6 classes and if they can pass the classes that TriMet designates then they will be qualified for the program (or for faciliites, to apply for facilities maintenance worker). Please note that we are still fighting for BOLI registered apprenticeships! Unfortunately, ERB recently ruled that the BOLI registration was permissive, so could not force TriMet to bargain over the registration. But we are appealing that decision AND we currently have draft bills out that would make the registration of apprenticeships a mandatory subject of bargaining.
Q: Why did we agree to the changes in the Assistant Supervisor provisions?
A: The changes were made because the current language concerns assignment of duties which is a permissive subject of bargaining. (note that this applies to all language that is shaded gray.)
Q: Why did we agree to a two year sign up for service workers?
A: TriMet was going to split serviceworkers into three separate classifications (which is a permissive subject of bargaining) so serviceworkers would have had to choose a department and stay there for good. This was the compromise we offered so you could at least move every two years.
Q: Why did we strike the language limiting outside hires?
A: ERB determined that this (and all other gray shaded language) is permissive and we had to strike it.
Q: Why did we accept mandatory overtime in facilities?
A: TriMet was able to show that there are often times when they have unsuccessful call out, so they were proposing to contract more work out. We felt like we had to make the decision, in preparation for interest arbitration, over whether to accept more contracting out or mandatory overtime. This was a hard decision and was only made to prevent further erosion to facilities work through contracting out.
Q: Do apprentices currently in the program get to complete their program?
A: Yes
Q: What does the change to the defined contribution mean, is this an increase?
A: This is not an increase. We did propose an increase up to 12% and will continue making this a priority in the future. Previously the amount was tied to what non-union employees got, and could have been changed. This way it is locked in at 8% even if TriMet changes their contribution to non-union Defined Contribution plans. We also doubled the amount of time that new hires have to decide how much they want to contribute.
Q: What do the gray shaded sections mean?
A: These sections were "permissive language" so we had to delete them. The Union cannot force the Employer to bargain over permissive subjects of bargaining.
Q: Are there any increases for retirees?
A: Pre-2016 retirees will get their normal COLA, post 2016 retirees' multiplier will go up in accordance with the wage increases. I believe at the end of this contract they will be at $99.30, but I am waiting for confirmation from TriMet.