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VOTE NO ON THe CONTRACT!
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<blockquote data-quote="DON CUMMINGS" data-source="post: 1144364" data-attributes="member: 47875"><p><strong>Re: VOTE NO</strong></p><p></p><p><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 18px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 18px"><p style="text-align: left">Your Voice. Your Vote. Your Contract.</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><p style="text-align: left">Copies of the changes to the both the National Master Agreement and Central Region Supplement will be mailed to your home with your ballot. Please take the time to read these contracts in detail. Below, you’ll find the reasons why your stewards, agents and Executive Board are recommending a NO vote:</p><p></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">PROPOSED NATIONAL MASTER AGREEMENTArticle 6 Sec. 1:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This language may not be broad enough to protect employees being forced to sign documents.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 6 Sec. 6:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This change does not provide strong enough language to protect members against the Company’s advanced technology.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 8 Sec. 1:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This language affects small locals and could discourage the pursuit of important grievances.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 14 Sec. 1:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This article fails to define if an employee would befound dishonest if they do not report a change inmedical status to the Company.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 14 Sec. 3:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This language is EXTREMELY detrimental to the membership. After three years the Company canfire an employee if they do not return from an on/off the job injury.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 17: </p><p></span></span></span></span></strong><p style="text-align: left"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px">The increase in shortage thresholds for payroll errors is concessionary.</span></span></span></span></p><p><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 18 Sec. 8.1:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This article gives UPS sole discretion to not allownon-driving employees to use their cell phones.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 22 Sec. 3: </p><p></span></span></span></span></strong><p style="text-align: left"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px">Full time jobs are not protectedin this language.Further, any newly created full-time positions can have a 1.5 hour gap within their shift(s)</span></span></span></span></p><p><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 22 Sec. 5: </p><p></span></span></span></span></strong><p style="text-align: left"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px">The wage increases for part-timeworkers are needlessly less than the current 2008-2013 agreement. Further, the starting wage amounts to only a $.63 increase over the life of the agreement. This wage increase still subjects UPSpart-time workers to poverty wages.</span></span></span></span></p><p><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 26 Sec. 2:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">The change could result in the depletion of Feederwork.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 26 Sec. 4:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">The Surepost language does not go far enough.Surepost will continue be problematic.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 29 Sec. 1:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This could be problematic for some members. TheCompany can now change the employee’s shift ifthey must miss two days for one day of jury duty.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 34 Sec. 1:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">The pension rates contained in these changes only increase by $5.00 in the last year of the contract.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 34 Sec. 1(k).5/6:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">The Summary Plan Description has not been provided, therefore we do not have the full information needed for the membership to make afully informed decision.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 37 Sec. 1:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This article does nothing to address harassment issues and will limit a member’s ability to file labor charges.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 37 Sec. 1(c,d)</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This language does not go far enough to fix 9.5issues. Further, it excludes drivers with less thanfour years of service.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 43 Sec. 2:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">Using Microsoft Streets and Trips could result in lessmilage pay for drivers.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 34 Sec. 4:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">Your entire raise can now be taken from your payand put toward your healthcare.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 41 Sec. 2:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">The four-year wage progression is unreasonable for new full-time employees.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">PROPOSED CENTRAL REGION SUPPLEMENTArticle 1 Sec. 1:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This concessionary change is bad for newly-hired workers.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 3 Sec. 2:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This could be very harmful to the membership,resulting in job loss to anyone injured in an on thejob or off the job injury.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 3 Sec. 19:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This is bad for part-timers. This may not only keep members from obtaining full-time, this creates a lower wage temporary package car driver.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 5 Sec. 3:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">It is the position of Local 89 that we have a right tostrike when it is legal and necessary. Further complicating this with approval from the IBT is unreasonable when our members’ rights and livelihoods are in danger.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 16:</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">While this language is beneficial to full-time members it has not addressed the part-timeemployee’s ability to split vacation weeks.</p><p></span></span></span></span><strong><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><span style="font-family: 'Helvetica-Bold'"><span style="font-size: 10px"><p style="text-align: left">Article 17(d):</p><p></span></span></span></span></strong><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><p style="text-align: left">This language is beneficial in the Ground System,but very harmful in the Air District. This would result</p><p>in termination for almost any contact with an aircraft.</span></span></span></span></p><p><span style="font-family: 'Helvetica'"><span style="font-size: 10px"><span style="font-family: 'Helvetica'"><span style="font-size: 10px"></span></span></span></span></p></blockquote><p></p>
[QUOTE="DON CUMMINGS, post: 1144364, member: 47875"] [b]Re: VOTE NO[/b] [B][FONT=Helvetica-Bold][SIZE=5][FONT=Helvetica-Bold][SIZE=5][LEFT]Your Voice. Your Vote. Your Contract.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][LEFT]Copies of the changes to the both the National Master Agreement and Central Region Supplement will be mailed to your home with your ballot. Please take the time to read these contracts in detail. Below, you’ll find the reasons why your stewards, agents and Executive Board are recommending a NO vote:[/LEFT] [/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]PROPOSED NATIONAL MASTER AGREEMENTArticle 6 Sec. 1:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This language may not be broad enough to protect employees being forced to sign documents.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 6 Sec. 6:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This change does not provide strong enough language to protect members against the Company’s advanced technology.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 8 Sec. 1:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This language affects small locals and could discourage the pursuit of important grievances.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 14 Sec. 1:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This article fails to define if an employee would befound dishonest if they do not report a change inmedical status to the Company.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 14 Sec. 3:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This language is EXTREMELY detrimental to the membership. After three years the Company canfire an employee if they do not return from an on/off the job injury.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 17: [/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][LEFT][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2]The increase in shortage thresholds for payroll errors is concessionary.[/SIZE][/FONT][/SIZE][/FONT][/LEFT] [B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 18 Sec. 8.1:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This article gives UPS sole discretion to not allownon-driving employees to use their cell phones.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 22 Sec. 3: [/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][LEFT][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2]Full time jobs are not protectedin this language.Further, any newly created full-time positions can have a 1.5 hour gap within their shift(s)[/SIZE][/FONT][/SIZE][/FONT][/LEFT] [B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 22 Sec. 5: [/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][LEFT][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2]The wage increases for part-timeworkers are needlessly less than the current 2008-2013 agreement. Further, the starting wage amounts to only a $.63 increase over the life of the agreement. This wage increase still subjects UPSpart-time workers to poverty wages.[/SIZE][/FONT][/SIZE][/FONT][/LEFT] [B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 26 Sec. 2:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]The change could result in the depletion of Feederwork.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 26 Sec. 4:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]The Surepost language does not go far enough.Surepost will continue be problematic.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 29 Sec. 1:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This could be problematic for some members. TheCompany can now change the employee’s shift ifthey must miss two days for one day of jury duty.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 34 Sec. 1:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]The pension rates contained in these changes only increase by $5.00 in the last year of the contract.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 34 Sec. 1(k).5/6:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]The Summary Plan Description has not been provided, therefore we do not have the full information needed for the membership to make afully informed decision.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 37 Sec. 1:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This article does nothing to address harassment issues and will limit a member’s ability to file labor charges.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 37 Sec. 1(c,d)[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This language does not go far enough to fix 9.5issues. Further, it excludes drivers with less thanfour years of service.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 43 Sec. 2:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]Using Microsoft Streets and Trips could result in lessmilage pay for drivers.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 34 Sec. 4:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]Your entire raise can now be taken from your payand put toward your healthcare.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 41 Sec. 2:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]The four-year wage progression is unreasonable for new full-time employees.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]PROPOSED CENTRAL REGION SUPPLEMENTArticle 1 Sec. 1:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This concessionary change is bad for newly-hired workers.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 3 Sec. 2:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This could be very harmful to the membership,resulting in job loss to anyone injured in an on thejob or off the job injury.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 3 Sec. 19:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This is bad for part-timers. This may not only keep members from obtaining full-time, this creates a lower wage temporary package car driver.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 5 Sec. 3:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]It is the position of Local 89 that we have a right tostrike when it is legal and necessary. Further complicating this with approval from the IBT is unreasonable when our members’ rights and livelihoods are in danger.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 16:[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]While this language is beneficial to full-time members it has not addressed the part-timeemployee’s ability to split vacation weeks.[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][B][FONT=Helvetica-Bold][SIZE=2][FONT=Helvetica-Bold][SIZE=2][LEFT]Article 17(d):[/LEFT] [/SIZE][/FONT][/SIZE][/FONT][/B][FONT=Helvetica][SIZE=2][FONT=Helvetica][SIZE=2][LEFT]This language is beneficial in the Ground System,but very harmful in the Air District. This would result[/LEFT] in termination for almost any contact with an aircraft. [/SIZE][/FONT][/SIZE][/FONT] [/QUOTE]
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