542thruNthru
Well-Known Member
Ok... so you care about what the language says when it comes to your 75-100 9.5 and harrassment grievances but not what it says if he has to be on call.
Got it, thanks
T-S but on call for Mondays?
- Thread starter PackageBoy17
- Start date
Ok... so you care about what the language says when it comes to your 75-100 9.5 and harrassment grievances but not what it says if he has to be on call.
Got it, thanks
ManInBrown
Well-Known Member
Did he say they were getting him on a Saturday, or did he say they were calling him or instructing him to call in? He’s a sucker if he does either.
542thruNthru
Well-Known Member
I believe he said they called him in the beginning. Now he's being instructed to call in.
I'm waiting for @PackageBoy17 to tell us what rider or JC he is under so that we can look at his language.
If he's under mine (southwest package) then no they can not instruct him to call in. Also he would be entitled to double time working Monday and should file a grievance for all the money he is owed. Also that Cover Drivers should be working Mondays before he is forced.
I'm sure you're probably correct but before we give him advice to tell his management team to shove it. We should get all the information first.
Johney
Pineapple King
Are you on 70 hour work weeks? That has ended here.
542thruNthru
Well-Known Member
That's a good question. The company wanted to extend helpers and the 70hr here but our local said No.
Johney
Pineapple King
Definitely going over 60.
542thruNthru
Well-Known Member
If what he tells us is true. He's definitely going over 60 and should be getting double time for that as well.
Well maybe if you went to work everyday....
trickpony1
Well-Known Member
The OP needs to be REAL careful about taking "unpaid" time off...especially when the wife and new baby are running up medical bills.
Will you and your family have health insurance during this "unpaid" time off?
Will you and your family have health insurance during this "unpaid" time off?
Brownslave688
You want a toe? I can get you a toe.
Yeah it’s called FMLA
542thruNthru
Well-Known Member
542thruNthru
Well-Known Member
He should be ok. It's in Article 16.4
So he'll be coded as approved time off and should retain his benefits.
Brownslave688
You want a toe? I can get you a toe.
He needs to know when his year is up.
That is when I’d take my time. He has up to a year after the child is born to take the time.
But other than that he just needs to make sure he has one punch the week of the birth.
Worst case scenario he can pay for cobra coverage which would be much cheaper than the medical bills.
Wife and I just got a $550 check back for overpayment of our second.
Brownslave688
You want a toe? I can get you a toe.
What’s the provisions in section 6?
1 week? Lmao I thought unions were supposed to be leaders in these types of situations.
542thruNthru
Well-Known Member
542thruNthru
Well-Known Member
I brought up during contract proposals I believe this company should have some sort of paid maternity leave.
Too many boomers though like to thump their chest how they didn't take time off for their kid or had birth right on the package car floor.
Brownslave688
You want a toe? I can get you a toe.
So he wouldn’t meet the requirements since he hasn’t been here a year?
That’s pretty funny honestly. Putting language in the “guarantees” you one week off work for paternity leave. Provided you meet the federal requirements that guarantee you 12 weeks off.
Brownslave688
You want a toe? I can get you a toe.
It’s gonna be a federal law before too long.I brought up during contract proposals I believe this company should have some sort of paid maternity leave.
Too many boomers though like to thump their chest how they didn't take time off for their kid or had birth right on the package car floor.
This is just normally a situation you see unions lead on. Which I guess they do it’s just that it’s public unions not private.
542thruNthru
Well-Known Member
No you read it wrong. If you don't meet the requirements you can still have 1 week off.
