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RPCD forced Tues-Sat
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<blockquote data-quote="zubenelgenubi" data-source="post: 4793602" data-attributes="member: 63706"><p>How do you propose to stop paying union dues? Do you currently cut them a check every month?</p><p></p><p>Contract was ratified over 24 months ago, and went into effect almost 24 months ago. Most people think that the effective date is the same as the ratification date for the purpose of that language. 18 months is not this October, it was last October.</p><p></p><p>As for the 25%, read the language again, that means they can up the percentage of allowable 22.4's above 25% if there is enough volume on the weekends, and with the Union's approval. It has nothing to do with moving RPCD's to a m-friend schedule.</p><p></p><p>Talk to your local prez, and work your way up. You can file a failure to represent with the NLRB if you have to, and you could also file unfair labor practices against the company. But, court could be an option.</p><p></p><p>I am not recommending this, but you <em>could, </em>hypothetically, try to force the issue by not showing up on Saturdays, and showing up on Monday. See who blinks first. You would just have to decide if it's worth risking your job over.</p></blockquote><p></p>
[QUOTE="zubenelgenubi, post: 4793602, member: 63706"] How do you propose to stop paying union dues? Do you currently cut them a check every month? Contract was ratified over 24 months ago, and went into effect almost 24 months ago. Most people think that the effective date is the same as the ratification date for the purpose of that language. 18 months is not this October, it was last October. As for the 25%, read the language again, that means they can up the percentage of allowable 22.4's above 25% if there is enough volume on the weekends, and with the Union's approval. It has nothing to do with moving RPCD's to a m-friend schedule. Talk to your local prez, and work your way up. You can file a failure to represent with the NLRB if you have to, and you could also file unfair labor practices against the company. But, court could be an option. I am not recommending this, but you [I]could, [/I]hypothetically, try to force the issue by not showing up on Saturdays, and showing up on Monday. See who blinks first. You would just have to decide if it's worth risking your job over. [/QUOTE]
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