Common use of UNION SHOP AND DUES Clause in Contracts

UNION SHOP AND DUES. Section 1. A new employee shall work under the provisions of this Agreement but shall be employed only on a thirty (30) day trial basis, during which period he may be discharged without further recourse; pro- vided, however, that the Employer may not discharge or discipline for the purpose of evading this Agreement or discriminating against Union members. Where the seniority date of two or more employ- ees falls on the same date, then that employee with the earlier punch-in shall be awarded the senior position. New hires/proba- tionary employees shall be arranged on a call list beginning with the date and time of starting. After working thirty (30) days in probationary status the employee shall be placed on the regular seniority list. The Employer shall have the unilateral right, during the first 30-day period of an employee’s employment to terminate such employee without recourse. A. Those employees who are designated as “probationary/new hire” employees, as defined herein, shall be employed under the terms and conditions of this section. The parties agree that these new hire pro- visions are not to be used to eliminate or subterfuge the employment of additional employees (i.e., the flooding of probationary new hires to keep from allowing these employees to gain seniority.) Disputes over this section shall be subject to the grievance procedure. B. New Entry Rates Effective July 1, 2023, all regular employees hired on or after that date shall receive the following hourly and/or mileage rates of pay: Effective first (1st) day of employment—seventy percent (70%) of the current rate. Effective first (1st) day of employment plus one (1) year—seven- ty-five percent (75%) of the current rate. Effective first (1st) day of employment plus two (2) years—eighty percent (80%) of the current rate. Effective first (1st) day of employment plus three (3) years—ninety percent (90%) of the current rate. Effective first (1st) day of employment plus four (4) years—one hundred percent (100%) of the current rate. CDL Qualified: (and Mechanics) Effective first (1st) day of employment—ninety percent (90%) of the current rate. Effective first (1st) day of employment plus one (1) year—one hun- dred percent (100%) of the current rate. The above rates of pay shall not apply to casual employees. The term “current rate” is the applicable hourly and/or mileage rate of pay for the job classification including all cost-of-living adjust- ments under this Agreement.

UNION SHOP AND DUES. Section 1. SECTION 1 A new employee shall work under the provisions of this Agreement but shall be employed only on a thirty (30) working day trial basis, basis during which period he they may be discharged without further recourse; pro- videdre- course, provided, however, that the Employer employer may not discharge or discipline for the purpose of evading this Agreement or discriminating discrimi- nating against Union union members. Where the seniority date of two or more employ- ees falls on the same date, then that employee with the earlier punch-in shall be awarded the senior position. New hires/proba- tionary employees shall be arranged on a call list beginning with the date and time of starting. After working thirty (30) days with- in probationary status ninety (90) consecutive calendar day period, the employee shall be placed on the regular seniority list. The Employer list and their seniority date shall have the unilateral right, during be the first day worked of the thirty (30-) days worked in a ninety (90) consecutive calendar day period. Individual extra persons who work for the Company at least fifteen (15) days in a thirty (30) calendar day period of an employee’s employment to terminate such employee without recourse. A. Those employees who are designated shall obtain “regular extra” persons status with the Company, and as “probationary/new hireregular extra” employeespersons, as defined herein, they shall be employed under the terms and conditions of this section. The parties agree offered all available extra work before that these new hire pro- visions are not to be used to eliminate or subterfuge the employment of additional employees (i.e., the flooding of probationary new hires to keep from allowing these employees to gain seniority.) Disputes over this section shall be subject work is offered to the grievance procedure. B. New Entry Rates Effective July 1, 2023, all regular employees hired on or after that date shall receive the following hourly and/or mileage rates of pay: Effective first (1st) day of employment—seventy percent (70%) of the current rateother ex- tra persons. Effective first (1st) day of employment plus one (1) year—seven- ty-five percent (75%) of the current rate. Effective first (1st) day of employment plus Should two (2) years—eighty percent or more employees reach fifteen (80%15) workdays at the same time, the punch in time shall determine the order of their “regular extra” status. In case of discipline within the thirty (30) working day period the employer shall notify the Local Union in writing. SECTION 2 Time worked from November 1 through December 31 of each year shall not count towards the acquisition of seniority. Any employee who is retained after December 31 or recalled within sixty (60) calen- dar days after December 31 must work thirty (30) days in a ninety (90) consecutive calendar day period commencing with the first day worked after December 31; however, those employees hired prior to November 1 and retained after December 31 or recalled within ninety (90) days after December 31 will retain credit for the number of days worked prior to November 1. These days retained will count towards the thirty (30) days worked in a ninety (90) consecutive calendar day period commencing with the first day worked after December 31. SECTION 3 The work of supervisors will not include assignments to work nor- mally performed by employees in the bargaining unit except for the purpose of training, demonstration, safety, service checks and the prevention of service failures. Supervisors will not perform bar- gaining unit work until all reasonable efforts have been exhausted to have the work covered by qualified employees, including all rea- sonable efforts to divide the work between present qualified em- ployees. The ▇▇▇▇▇▇▇ of the current rate. Effective first (1st) day of employment plus three (3) years—ninety percent (90%) affected work group will be informed of the current rate. Effective first (1st) day of employment plus four (4) years—one hundred percent (100%) of the current rate. CDL Qualified: (and Mechanics) Effective first (1st) day of employment—ninety percent (90%) of the current rate. Effective first (1st) day of employment plus one (1) year—one hun- dred percent (100%) of the current rate. The above rates of pay shall not apply to casual employees. The term “current rate” is the applicable hourly and/or mileage rate of pay for the job classification including all cost-of-living adjust- ments under this Agreementmanagement’s decision.

UNION SHOP AND DUES. Section 1. SECTION 1 A new employee shall work under the provisions of this Agreement but shall be employed only on a thirty (30) working day trial basis, basis during which period he they may be discharged without further recourse; pro- videdre- course, provided, however, that the Employer employer may not discharge or discipline for the purpose of evading this Agreement or discriminating discrimi- nating against Union union members. Where the seniority date of two or more employ- ees falls on the same date, then that employee with the earlier punch-in shall be awarded the senior position. New hires/proba- tionary employees shall be arranged on a call list beginning with the date and time of starting. After working thirty (30) days with- in probationary status ninety (90) consecutive calendar day period, the employee shall be placed on the regular seniority list. The Employer list and their seniority date shall have the unilateral right, during be the first day worked of the thirty (30-) days worked in a ninety (90) consecutive calendar day period. Individual extra persons who work for the Company at least fifteen (15) days in a thirty (30) calendar day period of an employee’s employment to terminate such employee without recourse. A. Those employees who are designated shall obtain “regular extra” persons status with the Company, and as “probationary/new hireregular extra” employeespersons, as defined herein, they shall be employed under the terms and conditions of this section. The parties agree offered all available extra work before that these new hire pro- visions are not to be used to eliminate or subterfuge the employment of additional employees (i.e., the flooding of probationary new hires to keep from allowing these employees to gain seniority.) Disputes over this section shall be subject work is offered to the grievance procedure. B. New Entry Rates Effective July 1, 2023, all regular employees hired on or after that date shall receive the following hourly and/or mileage rates of pay: Effective first (1st) day of employment—seventy percent (70%) of the current rateother ex- tra persons. Effective first (1st) day of employment plus one (1) year—seven- ty-five percent (75%) of the current rate. Effective first (1st) day of employment plus Should two (2) years—eighty percent or more employees reach fifteen (80%15) work days at the same time, the punch in time shall determine the order of their “regular extra” status. In case of discipline within the thirty (30) working day period the employer shall notify the Local Union in writing. SECTION 2 Time worked from November 1 through December 31 of each year shall not count towards the acquisition of seniority. Any employee who is retained after December 31 or recalled within sixty (60) calen- dar days after December 31 must work thirty (30) days in a ninety (90) consecutive calendar day period commencing with the first day worked after December 31; however, those employees hired prior to November 1 and retained after December 31 or recalled within ninety (90) days after December 31 will retain credit for the number of days worked prior to November 1. These days retained will count towards the thirty (30) days worked in a ninety (90) consecutive calendar day period commencing with the first day worked after December 31. SECTION 3 The work of supervisors will not include assignments to work nor- mally performed by employees in the bargaining unit except for the purpose of training, demonstration, safety, service checks and the prevention of service failures. Supervisors will not perform bar- gaining unit work until all reasonable efforts have been exhausted to have the work covered by qualified employees, including all rea- sonable efforts to divide the work between present qualified em- ployees. The ▇▇▇▇▇▇▇ of the current rate. Effective first (1st) day affected work group will be informed of employment plus three (3) years—ninety percent (90%) of the current rate. Effective first (1st) day of employment plus four (4) years—one hundred percent (100%) of the current rate. CDL Qualified: (and Mechanics) Effective first (1st) day of employment—ninety percent (90%) of the current rate. Effective first (1st) day of employment plus one (1) year—one hun- dred percent (100%) of the current rate. The above rates of pay shall not apply to casual employees. The term “current rate” is the applicable hourly and/or mileage rate of pay for the job classification including all cost-of-living adjust- ments under this Agreementmanagement’s decision.