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<blockquote data-quote="trplnkl" data-source="post: 359385" data-attributes="member: 13254"><p>I'm wondering what article that would be.</p><p></p><p> This is from the National Master :</p><p>(c) The Employer shall make a reasonable effort to reduce package car drivers’ workdays below nine</p><p>and one-half (9.5) hours per day where requested. If a review indicates that progress is not being made</p><p>in the reduction of assigned hours of work, the following language shall apply, except in the months of</p><p>November and December:</p><p>Such requests may only be made for the five (5) month periods beginning on each January 1 and</p><p>June 1 of each year. No later than thirty (30) days prior to each January 1st and June 1st, each</p><p>package center will post a “9.5 opt-in/opt-out list” for the applicable five (5) month period. Each</p><p>full-time seniority driver in the center must make an election to opt-in or opt-out of the 9.5</p><p>language in this subsection no later than ten (10) days prior to the applicable five (5) month</p><p>period. Those full-time drivers who choose to opt-out of the 9.5 language in this subsection will</p><p>have no right to file a grievance alleging excessive overtime either under this subsection or under</p><p>an excessive overtime provision in the Supplement, Rider, or Addendum.</p><p>Drivers who choose to opt-in on the 9.5 list shall have the right to file a grievance if the Employer has</p><p>continually worked a driver more than nine and one-half (9.5) hours per day for any three (3) days in a</p><p>workweek. If a grievance under this provision (or a grievance under any excessive overtime provision</p><p>of a Supplement, Rider or Addendum) cannot be resolved at the local level, including Supplemental</p><p>Panels, where applicable, the Union may docket the grievance to be heard by the “9.5 Committee.”</p><p>This Committee shall be composed of two (2) Union and two (2) Employer representatives. The 9.5</p><p>Committee shall have the authority to direct the Employer to adjust the driver’s work schedule.</p><p>Deadlocked cases shall be referred to the Employer’s Vice President of Labor Relations and the Co-</p><p>Chair of the Teamsters United Parcel Service Negotiating Committee for final and binding resolution.</p><p>The Employer’s Vice President and the Union’s Co-Chair shall have the discretion to grant the grievant</p><p>double triple time pay for hours worked in excess of nine and one-half (9.5) hours per day and/or to</p><p>order the Employer to adjust the driver’s work schedule. In the event the Employer’s Vice President and</p><p>the Union’s Co-Chair cannot resolve a grievance, either party may refer the matter to arbitration in</p><p>accordance with Article 8. In the event the position of the Union is sustained, the arbitrator shall have</p><p>the authority to impose any remedy set forth in this Section.</p><p></p><p><em>The 9.5 Committee shall also have the authority to adopt guidelines to ensure that this Section is</em></p><p><em>implemented in such a way as to balance the Employer’s need to protect the integrity of its</em></p><p><em>operations with an employee’s legitimate need to avoid excessive overtime</em></p><p><em></em></p><p> <em></em>This little tidbit may be where that came from.</p></blockquote><p></p>
[QUOTE="trplnkl, post: 359385, member: 13254"] I'm wondering what article that would be. This is from the National Master : (c) The Employer shall make a reasonable effort to reduce package car drivers’ workdays below nine and one-half (9.5) hours per day where requested. If a review indicates that progress is not being made in the reduction of assigned hours of work, the following language shall apply, except in the months of November and December: Such requests may only be made for the five (5) month periods beginning on each January 1 and June 1 of each year. No later than thirty (30) days prior to each January 1st and June 1st, each package center will post a “9.5 opt-in/opt-out list” for the applicable five (5) month period. Each full-time seniority driver in the center must make an election to opt-in or opt-out of the 9.5 language in this subsection no later than ten (10) days prior to the applicable five (5) month period. Those full-time drivers who choose to opt-out of the 9.5 language in this subsection will have no right to file a grievance alleging excessive overtime either under this subsection or under an excessive overtime provision in the Supplement, Rider, or Addendum. Drivers who choose to opt-in on the 9.5 list shall have the right to file a grievance if the Employer has continually worked a driver more than nine and one-half (9.5) hours per day for any three (3) days in a workweek. If a grievance under this provision (or a grievance under any excessive overtime provision of a Supplement, Rider or Addendum) cannot be resolved at the local level, including Supplemental Panels, where applicable, the Union may docket the grievance to be heard by the “9.5 Committee.” This Committee shall be composed of two (2) Union and two (2) Employer representatives. The 9.5 Committee shall have the authority to direct the Employer to adjust the driver’s work schedule. Deadlocked cases shall be referred to the Employer’s Vice President of Labor Relations and the Co- Chair of the Teamsters United Parcel Service Negotiating Committee for final and binding resolution. The Employer’s Vice President and the Union’s Co-Chair shall have the discretion to grant the grievant double triple time pay for hours worked in excess of nine and one-half (9.5) hours per day and/or to order the Employer to adjust the driver’s work schedule. In the event the Employer’s Vice President and the Union’s Co-Chair cannot resolve a grievance, either party may refer the matter to arbitration in accordance with Article 8. In the event the position of the Union is sustained, the arbitrator shall have the authority to impose any remedy set forth in this Section. [I]The 9.5 Committee shall also have the authority to adopt guidelines to ensure that this Section is implemented in such a way as to balance the Employer’s need to protect the integrity of its operations with an employee’s legitimate need to avoid excessive overtime [/I]This little tidbit may be where that came from. [/QUOTE]
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