ATSAC


ATSAC



2000 ATSAC
Holding Firm and Moving Ahead

Highlights of the New Tentative Collective Agreement -
13.64% CUMULATIVE WAGE INCREASE IN 3-YEAR DEAL

Breakdown of Money

Date of Increase Increase When
1st Year
May 1, 1998
4% Within 90 days of ratification
2nd Year May 1, 1999 3% Within 90 days of ratification
3rd Year May 1, 2000 3% May 1, 2000
July 1, 2000 3% July 1, 2000

TOTAL 13%
Compounded 13.64%
Back time average $3,000 to $4,000 per Member

HOLDING FIRM

1. HOURS OF WORK
You will continue to have your workweek based on an eight (8) hour day and the established practice of working out a schedule will continue. There will be no working on demand.

2. SICK TIME
There will be no exchange as per the previous rejected tentative agreement. Sick time will continue to be accumulated and used as per your original collective agreement.

3. GENERAL HOLIDAYS
Payment and use will continue as per original collective agreement.

4. VACATION LEAVE
You will choose and receive in the same manner as you presently do. These issues that made our members angry have all been corrected.

Your ATSAC Executive, your Board of Directors, the Bargaining Committee and the CAW-Canada unanimously recommend voting YES.

MOVING AHEAD

1. F.I.C. NAV
Canada has agreed for the life of the Collective Agreement that no member will be forced to relocate from their present location. Also, the new F.I.C. centralization will not close any workplace. In exchange, the Union will utilize a more co-operative approach to problem-solving relating to the F.I.C.

2. CLASSIFICATION STUDY
The Union and the Company will study the similarity of work functions between the FSS and AI1 and AI2. It is expected the study will provide the facts to close the wage gap. This will be the basis of the Union's future demand for equal pay for work of equal value.

3. PREMIUMS AND ALLOWANCES
- the AWBS premium
- the OJI allowances
- Call back pay Have an increased value of 0.6%

4. SHIFT & WEEKEND PREMIUMS
Have been added to the base salary, making them pensionable.

RATIFICATION

In the next two weeks there will be meetings in major cities. For sites that we do not visit, details of the package will be available by print and by video. Details will be on the website www.atsaccawlocal2245.ca

When our members rejected the tentative collective agreement by 83%, I met with Buzz Hargrove and he agreed to provide CAW's assistance with "no strings attached". Together we mapped out a bargaining strategy on the concepts of "holding firm" with our present collective agreement and "moving ahead" with improvements. Holding firm meant taking back the concessions that were in the rejected tentative agreement, and moving ahead meant negotiating a resolution to the F.I.C. concept that would help our members.

In this agreement, we have negotiated the largest percentage wage increase without giving up a single concession, as compared to other unions at NAV-Canada. We have added job security and have secured additional protection for leave schedules and meal breaks. We have learned what the Company has done to other employees and have ensured the same will not happen to you.

In solidarity,
Ron Smith
Ron Smith, President
ATSAC

THE GEORGE ADAMS SOLUTION

The Government's Commissioner, George Adams, played a strong role in resolving this new collective agreement. He was most critical of the Union's failure to ratify the first tentative agreement, as it is expected to ratify once the Union shakes hands with the management. The credibility of the whole process is in jeopardy when both sides agree, and one side fails to deliver.

Although Mr. Adams understood the large disparity in salary between FSS and ATC, he was not going to use his process to make up the difference. Finally, he stated both the Company and the Union would not like his report if we did not negotiate a new tentative collective agreement, and the Government just might legislate his report.

ARTICLES WE KEPT FROM THE REJECTED TENTATIVE AND OUR OLD COLLECTIVE AGREEMENT

While some of the changes may seem minor, but these changes are improvements to the collective agreement. The articles are listed below.

Articles 2 / 6 / 8 / 53 / 19 / 23 / 34 / 12 / 18 / 22 / 27 / 24 / 43 / 44 / 45 / 46 / 49 / LOU 7, 11, 15

Interpretation & Definitions / Med exams / Recognition / Irregularities / Leave / Premiums & Allowances / Grievance Procedure / Information / Travel / Severance Pay / Call-back & Reporting Pay / Seniority Staffing / Employment Security / Training / Work of Bargaining Unit / Changes of Tapes / DIP / Bumping.

www.atsaccawlocal2245.ca

February 28, 2000


Print Print  Send to a friend Send to a friend  Feedback Feedback