TCRC Reaches New Agreement With CPR
Published: December 6, 2007
Calgary, December 5th, 2007
Brothers & Sisters,
It is with great pleasure that we announce to you that we have reached a
tentative agreement with the Company, late last night. We worked around
the clock to push the Company as far as possible in the best interest of
our members without going on strike. We we are finalizing the MOS but we
understand that our members are waiting for news. With that in mind I
have outlined a summary of the agreement for the benefit of our members.
We were successful in improving our MOS as outlined bellow.
General Chairman TCRC
1) Performance Incentive Program
||Create a Performance Incentive
Program not later than July 1st, 2008 which provides for up to a
maximum 5% payout.
2) In and off in 10 hours - Penalty Payment & Penalty Rest
||Special provision for an $80
penalty payment when crews provide notice enroute, are relieved
and do not arrive at the objective terminal within 10 hours.
||If crews give notice for rest and
are not in and off duty after 10 hours, crews will be able to
book additional rest over 24 hours.
3) Home Terminal Rest
||New option for pool and spareboard
employees to book 24 hours rest and establish placement at foot
of board at the expiration of rest.
||Clear assurances that Co-pay will
not apply on an individual basis but will be based on the
overall costs of the bargaining unit. Employees will not pay 10%
of their own costs but only 10% of the premium for health &
dental benefits. The union is to have the ability to review all
costing . Provide example for clarification.
||Update Benefit Committee letter to
clarify Union involvement. Establish a clear process where Union
is involved in ensuring the benefits provider is properly
administering the benefits program.
||Provide updated benefit booklets
to all employees.
||Add clear language that the
parties will meet within 90 days to develop a cost
neutral drug card with an anticipated implementation of July 1,
5) Earned Days Off
Clarify how earned days off are earned and when they can be taken.
||Clarify that EDOs cannot be denied
by management when taken during your window and with 72 hours
notice being provided.
||EDOs apply to both road and yard
||1 EDO is earned for every 4 week
period an employee is available. This is a rolling period. Weeks
to be coincident with weekly crew change.
||Clarification that process for
booking back on from EDOs will be the same process currently
used at a terminal for returning from a LOA.
||Review of program to include the
possibility of changing the start/end time of the window and
process for booking back on, among other items.
||Assurances that the review will
not result in reducing the EDO benefits.
6) Crew Management Center
||Commitment by the company and
detailed process to address concerns regarding the ability of
RTEs to contact a crew dispatcher in a timely fashion, the
calling of crews at the away from home terminal by the Automated
Crew Calling System, as well as ensuring that weekly crew
changes are completed in a correct and timely manner.
||Process to include a joint
identification of solutions, implementation and audit. Plan to
be developed within next 6-8 weeks.
7) Monthly Mileage
||Commitment that changes made in
the current Memorandum of Settlement which impact monthly
mileages will not result in the lay off of
employees hired prior to
January 1st, 2008.
8) Union Security
||Clarify that upon ratification,
managers will have 60 days to decide whether to remain in
management ranks or return to property. If they decide to stay
and have more than 365 days as a manager, their seniority will
be frozen at the end of the 60 day period.