Article 3 – Defined Terms
Loaned Employee – An employee whose normal
assignment has been changed for a period of time not to exceed four (4)
weeks, without change in the employee’s employment and payroll
records. Term of Employment is not binding in the loaning of employees
but consideration shall be given to the extent possible, based on the
circumstances at hand.
Article 5 – Union-Management Relations
Bulletin Boards
A Union bulletin board will be added in the
Customer Care Center.
Article 8 – Occupational Job Classifications
New process added for job evaluation involving an
neutral third party who possess acknowledged expertise in the area of
employee compensation and follow a seven (7) criteria
process to determine the appropriate Tier, Tier/Corridor.
The following Tier 4/5 Job Descriptions and
prerequisites will be added to the Occupational Job Classifications:
Tier 4/5 – Customer Contact Representative
Tier 4/5 - Dispute
Coordinator
Tier 4/5 – Marketing Program Coordinator
A new job function will be added to the Tier 5
Senior Materials Management Analyst as follows:
(9) train
occupational employees on the SAP system or related software, including
the
scrap inventory functions.
Article 9 – Movement of Personnel
Addition to Filling
a Job Vacancy :
1. Once
an employee bids a job, he/she will only be allowed to pull back that
bid sheet
during the duration of the posting.
Once the job posting closes, the employee will
not be allowed to pull back the bid sheet.
2. When
an employee pulls his/her bid sheet they will be required to sign, date,
and
record the time the bid sheet was pulled back.
This must be done in the presence of
the company’s movement of personnel coordinator.
Article 10 – Wages
Temporary
Promotion Allowance:
1. Temporary
promotions are usually for vacation relief, replacement of absent
employees, or business emergencies.
In selecting employees for temporary
upgrading, TERM OF EMPLOYMENT shall be considered to the extent
possible
among qualified employees. Ordinarily
the selection shall be made within the
organization where the needs exist.
2. Temporary
Promotion Allowance will raised from $10. per day to $12. per day.
3. Temporary
promotions or temporary transfers will ordinarily be limited to a
minimum
of seven (7) days and a maximum of three (3) months.
Advance notification to the
Union is necessary for a temporary promotion or lateral transfer
that may extend
beyond the three (3) month maximum period.
Article 13 – Vacation
Carry-over vacation must be scheduled and taken on
or before May 31.
Article 17 – Force Adjustment Protection
Added new schedule of cushioning allowance for
those with five (5) years of service but less than ten (10) years.
8 weeks full
4 weeks 2/3
4 weeks 1/3
Article 19 – Facility Closing Program
Time off for House Hunting changed from three (3)
to five (5) business days.
Article 21 – Performance of Clerical Unit Work By Non-Bargaining
Unit Employees
Strengthened the language and added the 5-Tier
Dispute Resolution Process as Appendix 21-A.
Continuation of all Local Letters
with Addition and changes to the following:
New Letter – Absences Due to Out-Patient
Nonelective Surgery
Return to the Bargaining Unit – Paragraph (3) For
any employee having previous Avaya service, there shall be a one (1)
year moratorium on promotions if he or she enters the bargaining unit
from another bargaining unit at the Omaha Works’.
Continuation of IBEW Pre-2003 Agreements
Attachment E – Miscellaneous Service Bridge
(1989) letter was deleted it no longer applied.
Attachment G – 5 Tier Plan Amended letter
paragraph 10 – In accordance with Article 8 – Occupational Job
Classifications, paragraph 10, the seven (7) criteria process will be
followed by the job evaluator.
Attachment M – Return to the Unit - 5 Tier was
amended from five (5) years to one (1) year.
Emergency Response Team
Changed allowance from $100 per quarter to $150 per
quarter and from $400 per year to $600 per year.
Continuation of Agreements
Progression of Tier 2 to Tier 3 – Secretaries and
selected Clerks.
Tier 4 Trainer (Special Designated Job).
Continuation of Conditional Qualifications letters.
When a technological change affects both bargaining
units the Company will recognize the presidents from both Unions as a
bargaining team.
The Security Access Control System will not be used
for time and attendance.
The Company will supply 140 copies of the 2003
General Agreement and additional copies if needed.
Continue to staff the benefits room with one
person, one 8-hr day per week.
New agreement
The Company will provide the necessary computer
software in order to effectively communicate with the Local Union and
it’s Officer’s.
