1 down 3 to Go!
Hello Everyone ,
It’s hard to believe that we have already completed the first quarter of the year!
The first order of this newsletter is a recurring one: Social media.
I wanted to reiterate the importance of getting familiar with the code of conduct.
It continues to appear that social media (Instagram, Telegram, Facebook) is a place where we go to offer ourselves and each other on a silver platter to the Company.
Let me remind me in no uncertain terms what the code of of conduct specifically states on social media:
Employees are also prohibited from posting and publishing images of themselves or other employees in uniform or visible nametags , or otherwise identifying themselves or others as employees in online postings or any other forum without first obtaining the Company’s permission .
As a person who has represented and grieved social medial related discipline (including termination); it is simply not worth it.
The ball is in your court …
Time theft
Another term that you might be familiar with is : “Time theft”.
I would like you to expand our understanding of this type of “thievery…..”
Appropriating someone else’s belongings is a concept that I am confident we as members clearly understand as theft.
My concern lies in the grayer offenses.
From the moment of your start time until you punch out the Company must compensate you.
At the exceptions of breaks and meals if you are not adhering to the tasks you are assigned to, the Company can and has accused agents of time theft.
For instance, “Omitting” to go to check-in as instructed on your PDA during a gate shift may have real consequences.
We have had members with tenure being terminated and disciplined for punching in (to clock in on time) and then proceeding to park their vehicles .
These cases have continuously fared poorly in the grievance/arbitration process.
Representation
Article 16 of the CBA speaks to our inherent right to have a representative/witness as we are meeting with the Company.
ALWAYS demand a Rep if you are being called into a closed office with a CEM .
Should they claim that it is “non disciplinary” insist on having a Rep present.
If you feel cornered and can’t muster the courage to say no to a meeting without a representative. Please contact your union right after and we will deploy the full force of UNIFOR.
No form of coercion or intimidation from the company will be tolerated.
The bid dates are coming . Many members were surprised by my silence…
As per article 6 of the CBA work schedule developments ( bids, CRC ) are done at the District Level. Consequently, the DC has the exclusive dominion of assembling a CRC team and cycling bid lines .
As a BR it does not fall under my umbrella.
Don’t hesitate to reach out to me, I would be more than happy to clarify if your concern falls into the DC portfolio or mine.
An immense Thank you for your readership,
A very Happy Easter to those celebrating and Ramadan Mubarak!
In Solidarity and Iron Focus
S.G