Jan. 14, 2004

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Bargaining Bulletin #6
Guild and Management Discuss Job Security, Scheduling & New Hire Probation

Job security and scheduling issues highlighted bargaining as contract negotiations resumed January 13 following the holidays.
Management presented a proposal that would allow RFA to pick and choose which employees would be let go during an economic layoff. RFA chief bargainer and lawyer Gil Abramson told Guild bargainers the company doesn’t think layoffs should be based on seniority.

The company’s layoff proposal consisted of one sentence. The Guild has proposed a detailed system that requires layoffs to be based on seniority, bumping rights and recall rights for those laid off.

Guild chief spokesman Paul Reilly told RFA layoffs have to be based on seniority.

In the area of scheduling, RFA proposed a plan under which management would “endeavor” to post schedules two weeks in advance, but that even after a schedule was posted it could be changed at management discretion. The proposal also ignored Guild proposals limiting the number of consecutive days an employee could be scheduled to work; a prohibition on splitting days off; minimum time off between shifts and the right to get off undesirable shifts.

Reilly told the RFA bargainers their proposal would mean no scheduling rules at all.

Another issue discussed was probation for new hires. Both sides agree the probation should be 90 days, but RFA wants to be able to extend probation indefinitely. The Guild countered with a 30-day extension that would require RFA to explain why the extension was needed. The Guild also is proposing mandatory written evaluations, which RFA did not include in its proposal.

The Guild was represented by Reilly, Karma Zurkhang, Hong Liu, Poly Sam, Ko Ko Aung, Tanya Lau and Sein Kya Hlaing. The next bargaining sessions is scheduled for Thursday, January 22.

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