We welcome you to the in-depth guide on the Local 769 LAI Supplement, furnished by Air Express International, U.S.A., Inc. and Teamsters Local Union No. 769. This supplement presents a multitude of benefits and safeguards for staff belonging to the Fleet Service Employees’ craft or class. It is crucial to grasp the complexities of this agreement, whether you are a present employee or contemplating becoming a part of the team, for a rewarding and prosperous career.
Within this guide, we will delve into the key articles and sections covered by the Local 769 LAI Supplement, addressing crucial aspects such as union recognition, seniority, working conditions, and more. By familiarizing yourself with these provisions, you can ensure that your rights are protected and that you can make the most of the opportunities available to you.
- The Local 769 LAI Supplement is a comprehensive agreement that provides benefits and protections for Fleet Service Employees.
- Understanding the provisions of the supplement is crucial for employees to navigate their career effectively.
- Key topics covered include union recognition, probationary employees, hours of service, disciplinary actions, seniority, employment opportunities, and more.
- By following the guidelines outlined in the Local 769 LAI Supplement, employees can ensure fairness in their working conditions and job opportunities.
- Stay informed about the Local 769 LAI Supplement to make the most of your career and foster a positive work environment.
Union Recognition and Scope of Agreement
Under the Local 769 LAI Supplement agreement, Air Express International USA, Inc. officially recognizes Teamsters Local Union No. 769 as the collective bargaining representative for employees in the craft or class of Fleet Service Employees. This recognition ensures that the union has the authority to negotiate and advocate for the rights and interests of these employees within the scope of the agreement.
The scope of the agreement encompasses various aspects of the working relationship between Air Express International USA, Inc. and the employees represented by Teamsters Local Union No. 769. It outlines the rights, obligations, and responsibilities of both parties to ensure fair and equitable treatment in the workplace.
The agreement also establishes the collective bargaining process, which allows the union and the company to engage in negotiations to determine wages, working conditions, and other terms of employment. This process helps foster a collaborative environment where both parties can address concerns, reach mutually beneficial agreements, and ensure the well-being of the employees.
By recognizing the union as the collective bargaining representative, the agreement strengthens the employees’ voices and provides them with a platform to express their needs and concerns. It establishes a framework for ongoing communication and cooperation between the union and the company, fostering a positive working relationship.
Overall, the Union Recognition and Scope of Agreement section plays a vital role in promoting a harmonious and productive work environment for the employees represented by Teamsters Local Union No. 769.
Benefits of Union Recognition and Collective Bargaining
Union recognition and the collective bargaining process offer several benefits to both employees and the company. Some of the key advantages include:
- Enhanced job security and stability
- Improved wages and benefits
- Preservation of worker rights and representation
- Establishment of fair and consistent working conditions
- Opportunity for employees to have a say in their terms of employment
- Reduction in workplace conflicts through effective communication channels
Sample Table: Duties and Responsibilities under the Scope of Agreement
|Providing a safe working environment
|Fighting for fair wages and benefits
|Ensuring compliance with labor laws and regulations
|Negotiating on behalf of employees
|Addressing employee complaints and disputes fairly
|Investigating and resolving grievances
|Providing timely updates and notifications
|Sharing information and updates with employees
|Collaborating with the union for smooth operations
|Advocating for employee rights and interests
By fulfilling their respective duties and responsibilities under the scope of agreement, both the company and the union contribute to creating a fair and favorable work environment for the Fleet Service Employees.
Hours of Service
One of the key aspects covered in the Local 769 LAI Supplement Agreement is the hours of service for employees. The agreement recognizes the importance of ensuring a proper balance between work and rest to promote employee well-being and safety.
Employees are provided with a continuous tour of duty, which means they are working without interruption for a specified period of time. This ensures that they have a consistent work schedule and can plan their activities accordingly.
However, it is also important to consider the rest periods between shifts to allow employees to recharge and maintain optimal performance. The agreement mandates a minimum of ten consecutive hours of rest between shifts, providing employees with sufficient time to rest and recuperate.
Furthermore, the agreement acknowledges that work schedule changes may be necessary at times. Employees have the right to request work schedule changes, allowing them to adjust their shift timings to accommodate personal commitments or address any scheduling concerns. These requests must be made with a minimum of ten consecutive hours of rest between shifts to ensure employee well-being and compliance with labor regulations.
The Local 769 LAI Supplement Agreement prioritizes the well-being and work-life balance of employees by providing guidelines for hours of service, continuous tour of duty, rest periods, and work schedule changes. This commitment to employee welfare sets the foundation for a productive and harmonious work environment.
|Benefits of the Local 769 LAI Supplement Agreement
|Ensures employee well-being and safety by setting guidelines for hours of service
|Promotes work-life balance through the provision of rest periods between shifts
|Allows employees to request work schedule changes with a minimum of ten consecutive hours of rest between shifts
Work Schedule Change Request Process
Employees can request a work schedule change by following these simple steps:
- Submit a written request to the supervisor or human resources department.
- Clearly state the reason for the requested work schedule change.
- Specify the desired shift timings and any relevant scheduling constraints or preferences.
- Ensure that the requested work schedule change allows for a minimum of ten consecutive hours of rest between shifts.
- Await a response from the supervisor or human resources department regarding the approval or denial of the request.
By following this process, employees can take control of their work schedules and balance their professional and personal commitments effectively.
Probationary employees play a vital role in any organization as they undergo an initial evaluation period to determine their suitability for the position. The agreement between Air Express International USA, Inc. and Teamsters Local Union No. 769 recognizes the rights and responsibilities of probationary employees, ensuring a fair and transparent process.
During the first 60 days of employment, probationary employees may face disciplinary action or discharge without cause. However, it is essential to note that all disciplinary actions follow a well-defined grievance procedure outlined in the agreement. This procedure ensures that probationary employees have the opportunity to address any concerns or disputes that may arise during this period.
The agreement acknowledges that probationary employees are in a unique position where their performance is closely monitored. It strikes a balance between allowing employers to assess an employee’s suitability for the role and providing protection against arbitrary termination or disciplinary measures. By establishing a clear grievance procedure, probationary employees have an avenue to address any perceived injustices and seek resolution.
“Probationary employees are an integral part of any workforce, and it is crucial to provide them with a fair and supportive environment during this evaluation period. The agreement’s comprehensive grievance procedure ensures that all employees, regardless of their status, are treated with respect and given the opportunity to voice their concerns.”
|1. Probationary Period
|The first 60 days of employment.
|2. Disciplinary Action
|Possible during the probationary period.
|3. Discharge without Cause
|Probationary employees may be discharged without cause within the first 60 days.
|4. Grievance Procedure
|All disciplinary actions are subject to the grievance procedure outlined in the agreement.
It is important to recognize that probationary employees have rights and protections, even during this evaluation period. By establishing clear guidelines and a grievance procedure, the agreement ensures that probationary employees are treated fairly and have the opportunity to address any concerns that may arise.
In the next section, we will explore the process of disciplinary actions and discharge for non-probationary employees.
Discipline and Discharge
The Local 769 LAI supplement agreement ensures that employees can only be disciplined, discharged, or suspended for just and proper cause. This provision safeguards the rights of employees and prevents any unjust actions by the company.
Under the agreement, all disciplinary actions are subject to the grievance provisions, which outline the process for resolving disputes and complaints. This ensures that employees have a fair opportunity to present their case and seek redressal in case of any unjust treatment.
If the company decides to take disciplinary action or discharge an employee, it is mandatory for them to provide a clear and specific reason for their decision. This requirement promotes transparency and accountability, preventing arbitrary or unfair actions.
The agreement also establishes a timeframe within which the company must inform the employee of the reason for discharge or disciplinary action. This ensures that employees are provided with timely information and have the opportunity to address any concerns or grievances they may have.
By including these provisions in the agreement, the Local 769 LAI supplement ensures that discipline and discharge are carried out in a fair and just manner, protecting the rights and interests of all employees.
“The Local 769 LAI supplement agreement guarantees that employees cannot be disciplined, discharged, or suspended without just and proper cause. This ensures fairness and protects employees from arbitrary actions by the company.”
The grievance provisions outlined in the Local 769 LAI supplement agreement play a crucial role in resolving disputes and addressing any grievances related to discipline and discharge. These provisions provide a structured process for employees to raise concerns and seek resolution.
Employees who believe they have been disciplined or discharged without just cause can utilize the grievance provisions to challenge the company’s decision. The process typically involves filing a formal written complaint and presenting the case before a neutral third party or an arbitration panel.
The grievance provisions ensure that employees have a fair and impartial platform to express their concerns and present their arguments. This promotes the principles of due process, allowing employees to have their voice heard and seek appropriate remedies.
Moreover, the inclusion of grievance provisions in the agreement fosters a culture of open communication and accountability. It encourages employers and employees to address conflicts and disagreements through dialogue and negotiation, promoting a harmonious working environment.
The Local 769 LAI supplement agreement’s grievance provisions are a vital component of the overall framework, ensuring that discipline and discharge are fair, just, and in compliance with the agreement’s terms.
|Disciplinary actions can only be taken for just and proper cause
|Protects employees from arbitrary discipline/discharge
|Grievance provisions provide a structured process for dispute resolution
|Allows employees to challenge unjust actions
|Employees must be provided with a clear reason for discipline/discharge
|Ensures transparency and accountability
|Timely notification of reason for discipline/discharge
|Employees have an opportunity to address concerns
Acquisition of Seniority
In the agreement, the acquisition of seniority is outlined to ensure fair treatment and job opportunities for employees. This section covers various aspects related to seniority, including provisions for probationary employees, treatment of seasonal employees, and restrictions on supervisors performing bargaining unit work.
Probationary employees are given the opportunity to gain seniority during their probationary period, allowing them to become eligible for the benefits and protections provided by the agreement. This ensures that their contributions and commitment are recognized and valued.
Seasonal employees are also considered in the acquisition of seniority, ensuring that they have equal opportunity for job stability and growth within the company. Their seasonal work is taken into account when determining seniority, allowing for a fair and inclusive system.
Furthermore, the agreement places restrictions on supervisors performing bargaining unit work. This safeguards the rights and stability of employees by ensuring that work designated for bargaining unit members is not performed by supervisors, maintaining the integrity of the seniority system.
The agreement also addresses employment opportunities within the company, providing a framework for fair job selection processes based on seniority and qualifications. This ensures that employees have equal access to employment advancement and fosters a transparent and merit-based system.
Overall, the acquisition of seniority is a vital component of the agreement, promoting fairness, stability, and equal opportunities for all employees.
|Recognition of probationary employees’ contributions
|Job stability and protections
|Consideration of seasonal employees’ work
|Equal opportunity for advancement
|Restrictions on supervisors performing bargaining unit work
|Maintains the integrity of the seniority system
|Fair job selection processes
|Transparent and merit-based system
In the grievance and arbitration procedure, stewards play a vital role in safeguarding the rights and well-being of employees. They serve as advocates and trusted representatives, ensuring the fair treatment of individuals within the organization.
Stewards are granted access to pertinent information, enabling them to effectively address grievances and advocate for resolution. They are well-versed in the company’s policies and procedures, enabling them to provide guidance and support to employees who may be facing challenges or experiencing workplace issues.
These stewards act as intermediaries between employees and management, facilitating open communication and promoting positive working relationships. They are trained in conflict resolution and negotiation techniques, allowing them to represent the interests of employees during arbitration proceedings.
By collaborating with both parties involved in a grievance, stewards strive to reach equitable resolutions that align with the policies outlined in the agreement. Their presence ensures that grievances are properly addressed, and employees feel heard and supported throughout the process.
Key Responsibilities of Stewards:
- Advocating for employees’ rights and interests
- Providing guidance and support during grievance procedures
- Ensuring compliance with the grievance and arbitration procedure
- Facilitating effective communication between employees and management
- Negotiating resolutions during arbitration proceedings
- Identifying patterns or recurring issues and proposing improvements
“Stewards serve as defenders of employees’ rights, advocating for fair treatment and ensuring a just resolution to grievances.” – [Insert Real Name]
Stewards are invaluable assets in upholding the principles of fairness and justice within the organization. They empower employees, foster a collaborative work environment, and contribute to the overall well-being of the workforce.
Seniority plays a crucial role in the local 769 LAI supplement, providing employees with a fair basis for work assignments and job opportunities. The agreement outlines specific procedures related to seniority, including seniority rosters/postings, reduction in force considerations, and job selection processes.
The Importance of Seniority
Seniority is a fundamental principle that ensures fairness and stability within the workplace. It rewards employees for their loyalty and experience, giving them priority in job assignments and access to promotional opportunities.
By implementing seniority rosters/postings, the agreement ensures transparency and helps employees understand their position within the workforce hierarchy. These rosters provide employees with a clear overview of the seniority order and facilitate the fair distribution of work assignments.
Adapting to Reduction in Force
In times of economic uncertainty or restructuring, reduction in force may become necessary. The agreement addresses the impact of reduction in force on seniority, providing guidelines for the fair treatment of employees during these challenging times.
Employees with higher seniority typically receive greater protection during a reduction in force. This prioritization ensures that those with longer service have a better chance of retaining their positions. However, it’s important to note that reduction in force procedures must comply with applicable laws and regulations.
Job Selection Processes
The agreement also outlines the job selection processes based on seniority, ensuring that qualified employees have equal opportunities to compete for available positions. Job selection criteria, such as skills and qualifications, are also taken into account, but seniority remains a critical factor in the decision-making process.
Through these job selection processes, the agreement aims to promote fair competition and enable employees to progress in their careers based on their experience and dedication.
Seniority is a valuable asset in the local 769 LAI supplement, providing employees with a sense of security and the opportunity for professional growth. It ensures that fairness and meritocracy prevail in work assignments and job selection decisions.
By valuing seniority, the local 769 LAI supplement upholds the principles of fairness, equal opportunity, and stability within the workforce.
One of the key aspects of the agreement is the establishment of clear and fair procedures for employment opportunities within the local 769 LAI supplement. This ensures that employees have a chance to advance their careers and secure new positions based on their seniority and qualifications.
Through the agreement, bidding routes are established, allowing employees to express their interest in vacant positions and compete for them. This gives individuals the opportunity to explore different roles and expand their skill sets within the organization.
Additionally, the agreement outlines the process for filling vacancies. When a position becomes available, it is made known to all employees, and they are given the chance to apply based on their qualifications. This ensures transparency and equal consideration for all employees.
Furthermore, the agreement recognizes the importance of creating new positions to accommodate business growth and changing needs. It establishes guidelines for the creation of new roles, ensuring that they are filled in a fair and equitable manner.
By providing clear procedures for employment opportunities, such as bidding routes, filling vacancies, and creating new positions, the agreement promotes a culture of fairness and equal opportunity within the local 769 LAI supplement.
Benefits of Employment Opportunities
The establishment of robust employment opportunities within the local 769 LAI supplement brings various benefits for both employees and the organization:
- Increased employee satisfaction: When employees have the chance to compete for new positions based on their qualifications, it boosts their morale and engagement. They feel valued and have a sense of control over their career growth.
- Enhanced skills and knowledge: Through bidding routes and new positions, employees have the opportunity to expand their skill sets and gain experience in different areas. This not only benefits individual employees but also brings new perspectives and expertise to the organization.
- Improved retention and loyalty: When employees see a clear path for career advancement and new opportunities within the organization, they are more likely to stay with the company in the long run. This reduces turnover and fosters a sense of loyalty and commitment.
- Optimized workforce allocation: By allowing employees to bid for routes or apply for vacant positions, the organization can align skills and qualifications more effectively, ensuring that the right people are in the right roles. This leads to improved productivity and overall operational efficiency.
In summary, the agreement’s emphasis on employment opportunities, bidding routes, vacancies, and new positions creates a win-win situation for both employees and the local 769 LAI supplement. It fosters career growth, enhances employee satisfaction, and contributes to the long-term success of the organization.
|Benefits of Employment Opportunities
|Increased employee satisfaction
|Boosts morale and engagement, provides a sense of control over career growth
|Enhanced skills and knowledge
|Expands skill sets, brings new perspectives and expertise to the organization
|Improved retention and loyalty
|Reduces turnover, fosters loyalty and commitment
|Optimized workforce allocation
|Aligns skills and qualifications effectively, improves productivity and operational efficiency
The local 769 LAI supplement, provided by Air Express International USA, Inc. and Teamsters Local Union No. 769, offers employees essential protection, numerous benefits, and valuable job opportunities. This comprehensive agreement ensures that employees are treated fairly and have a voice in their working conditions.
The local 769 LAI supplement serves as a guide for all employees, providing them with a clear understanding of their rights and responsibilities. It outlines various articles and sections related to union recognition, hours of service, probationary employees, discipline and discharge, acquisition of seniority, employment opportunities, and more.
With this guide, employees can navigate their professional journey with confidence, knowing that they are supported by a strong union and a company committed to their well-being. The local 769 LAI supplement not only safeguards their rights but also promotes a harmonious and productive work environment.
What is the Local 769 LAI supplement?
The Local 769 LAI supplement is a recognized supplement provided by Air Express International USA, Inc. and Teamsters Local Union No. 769. It outlines various articles and sections related to union recognition, probationary employees, seniority, wages, working conditions, and more.
Who is recognized as the collective bargaining representative for employees under this agreement?
Air Express International USA, Inc. recognizes Teamsters Local Union No. 769 as the collective bargaining representative for employees in the craft or class of Fleet Service Employees.
What are the hours of service for employees?
The agreement specifies the hours of service for employees, including the consideration of continuous tour of duty, rest period between shifts, and the right to request work schedule changes with a minimum of ten consecutive hours of rest between shifts.
What are the rights and responsibilities of probationary employees?
Probationary employees have certain rights and responsibilities, including the possibility of disciplinary action or discharge without cause during the first 60 days of employment. However, disciplinary actions are subject to the grievance procedure outlined in the agreement.
Can employees be disciplined or discharged without just cause?
No, according to the agreement, the company cannot discharge, suspend, or discipline any employee without just and proper cause. All disciplinary actions are subject to the grievance provisions outlined in the agreement, including the requirement for the company to provide the reason for discharge or disciplinary action to the employee within a specified timeframe.
How is seniority acquired?
The agreement details the acquisition of seniority, including provisions for probationary employees, treatment of seasonal employees, and restrictions on supervisors performing bargaining unit work.
What is the role of stewards in the grievance and arbitration procedure?
Stewards play a crucial role in the grievance and arbitration procedure. They are given access to relevant information and ensure the fair treatment of employees.
How does seniority affect work assignments and job opportunities?
Seniority is an important factor in work assignments and job opportunities. The agreement emphasizes the importance of seniority and outlines procedures for bidding routes, filling vacancies, and creating new positions, ensuring that qualified employees have the opportunity to compete for available positions based on their seniority and qualifications.
What are the employment opportunities outlined in the agreement?
The agreement addresses employment opportunities and the procedures for bidding routes, filling vacancies, and creating new positions. It ensures that qualified employees have the opportunity to compete for available positions based on their seniority and qualifications.
What benefits does the Local 769 LAI supplement provide?
The Local 769 LAI supplement provides employees with essential protection, benefits, and job opportunities. The agreement between Air Express International USA, Inc. and Teamsters Local Union No. 769 ensures that employees are treated fairly and have a voice in their working conditions.