The expiration date of the CBA is August 26, 2012.

 

SIKORSKY T-34/T-6
NEGOTIATIONS REVIEW

TERM of AGREEMENT: August 29, 2011 – August 26, 2012

JOB SECURITY: Transition to T-6 by Seniority and training will be provided!

WAGES: 3.5% on October 1, 2011

SENIORITY: T-34/T-6 ONE BARGAINING UNIT !

PENSION: Increase contribution by .10 cents per hour to $1.55

ACHIEVING COMPETITIVE EXCELLENCE AWARENESS PROGRAM: $500

TRAINING REALIGNMENT AWARD: $1000

GROUP INSURANCE: No plan design changes.

Effective 1/1/2012 – minimal premium bi-weekly increases.

Employee $47.16

Employee + 1 $79.92

Family $117.92

SAFETY SHOE INCREASE TO: $150.00

SAFETY GLASSES: Up to $75 for all employees – this is in addition to the Vision Plan Benefit

This review represents Sikorsky’s Last, Best and FINAL OFFER

Economic modifications shall not take effect until October 1, 2011

CBA deletions of language are struck through And new language is bolded.  

This Agreement is made and entered into this 29th day of August, 2011 by and between Sikorsky Support Services, Inc, d.b.a Sikorsky Aerospace Maintenance (hereinafter referred to as the Company) and the International Association of Machinists and Aerospace Workers Local Lodge #2777, (hereinafter referred to as the Union).

03.01          The Company recognizes the Union certified by the National Labor Relations Board on December 18, 1987, (Case No. 15-RC-7290) as the exclusive representative of employees stipulated in the National Labor Relations Board Certification of Representation as follows:

a. Included: …, Technical Library/Training Clerk, Leadman, Rovers, and Satellite Site Administrative Clerk, employed by the employer on the T34/44/6 program at NAS Whiting Field, Milton, Florida.

03.03        The Company agrees to extend recognition of the Union for employee representation on new platforms and/or aircraft, for example T-6, that operate at NAS Whiting Field that replace, supplement or augment the T-34/6 operations. The Company further agrees to negotiate issues regarding implementation of said program(s) with the Union. Transfers and assignments will be implemented as negotiated under this Agreement.

04.02                 Each employee in the bargaining unit shall, …, uniform and usual monthly Union dues/Agency fees to be remitted to the Secretary Treasurer of District Lodge 75 General Secretary Treasurer of the International Associations of Machinist and Aerospace Workers as set forth in this Article, or pay directly to the Union an amount of money equal to the Union's regular and usual initiation fee or reinstatement fee and an amount equal to its regular, uniform and usual monthly dues as certified by

04.07       a. Deductions shall be remitted to the Secretary Treasurer of District Lodge 75 General Secretary Treasurer of the International Associations of Machinist and Aerospace Workers within 10 days following the first payday of each month. The Company will electronically furnish the General Secretary Treasurer of the International Associations of Machinist and Aerospace Workers, Secretary Treasurers of Local Lodge 2777 and District Lodge 75, at the same time, a list compiled in alphabetical order of those employees for whom deductions have been made and the amount of each deduction. 

05.01        The Company agrees to recognize the Stewards and Chief Steward duly authorized by the Union to represent those employees covered by the terms of this Agreement. The number of Stewards and Chief Steward shall be in that number required by the Union to assure each employee in the Unit ready access to a Steward in his/her assigned work location. It is agreed this objective can be achieved with not more than ten (10) fifteen (15) plus the Chief Steward unless modified by mutual agreement of the Company and the Union.

07.04        Where an employee’s base access or Common Access Card (CAC) is revoked and the employee is subsequently terminated and the base access is restored by the Federal Government within eighteen (18) months of revocation, the Company will reinstate the employee’s employment (without loss of seniority) (with an adjusted seniority date) into his/her previously held position at the time of termination, if a vacancy exists, or any lower available classification for which he/she is qualified and there is a vacancy. The Company shall not be obligated to reinstate any employee whose base access was revoked as a result of circumstances otherwise justifying a just cause termination pursuant to the terms of this Agreement. The Company will not be required to maintain a recall list of any such employee. The employee will be required to notify the Company upon having their base access or CAC eligibility restored. The Company will notify the Chief Steward, in writing, within five (5) business days of such notification.

08.02    a. Seniority of employees shall be established as follows:
                                        5. Employees of the T-34/T-6 bargaining unit that continue service with the Company into a new work platform (such as the T6A program) will continue accrual of seniority from the date of hire as listed above in 08.02, a. 1, 2, 3, or 4.
b. The Company and the Union may mutually agree on seniority dates for individual employees because of unique and special circumstances.

08.06            The Company agrees to provide the Union with an updated seniority list every three (3) month or as requested by the Chief Steward. This list shall contain employees' names, classifications, employees' number, and seniority dates as provided under 08.02. The Union has ten (10) workdays after receipt of this seniority list to notify the Company in writing of any errors. 

Employees who have their own personal tool boxes damaged at work, will notify their manager of the damage. The manager will attempt to see if such damage can be repaired in Company workspaces. If a tool box cannot be repaired on site, the employee will submit written proof of cost of repairs or receipt showing cost of replacement. The employee will be reimbursed for the documented replacement or repairs cost up to a maximum of One Thousand five hundred dollars ($1,000.00) ($1,500.00). Such replacement/reimbursement for a tool box will be one time during the life of this agreement.

17.07 
Bereavement leave must be taken within the seven days following the death, funeral or service. Any employee will be granted time off with pay to attend the funeral or service of family members as follows:

                   
a. Four (4) workdays in the case of immediate family members defined as mother, father, or legal guardian, mother-in-law, father-in-law, sister, brother, grandmother, grandfather, spouse, daughter, son, step mother/in-law, step father/in-law, step daughter or step son.

                 
   c. The Company shall grant up to five (5) additional workdays off without pay in the event of death of members of the employee's immediate family as defined in 17.07 (a) and 17.07 (b) at the employee's request or the employee may use vacation or Paid Personal Time for which they are eligible.

20.12
 
f. A Family Leave of Absence, without pay, of up to twelve (12) weeks during any twelve (12) month period may be granted for any of the following reasons in accordance with Federal and/or State Regulations.
 
1. The birth of a child;
 
2. The placement of a child with an employee for adoption or foster care;
 
3. To care for a spouse, child or parent who has a serious health condition; or
 
4. because of an employee’s own serious health condition.

j. It is recognized that if Federal and/or State regulations should change during the duration of this agreement, the parties will comply with such changes.
  

21.04           When it is determined by the Company that a vacancy in a job classification covered by this Agreement exists, and that such vacancy shall be filled, and there are no qualified employees who are eligible for recall as provided by Article 22.03 as a result of a reduction in force, the vacancy shall be offered to the senior qualified employee who has a Job Preference Form on file for the vacancy in the Personnel Department. Employees who have been offered the position are expected to respond when offered the position, however, the employee shall have until the start of their work shift the next workday, if needed, to either accept or reject the position when the move involves being assigned to a different shift or work site. If the senior qualified employee declines the position, it will be offered to the next qualified employee(s) in seniority order. Company will post a notice of vacancy or job opening on all Company General Notice Boards for a period of not less than seven (7) working days. Subject to the provisions of Article 21.05 an employee may forward in writing a bid for the job to the Personnel Department during the posting period.
 

To be given such consideration, the employee must have a Job Preference Form on file as of the date of the requisition job posting when such vacancy is received by the personnel office.

21.05             In order for an employee to have a Job Preference Form on file, the employee must meet the minimum requirements of the job classification. An employee may have up to six (6) eight (8) Job Preference Forms on file at any one time. Of the six (6), only two (2) may be for lower rated classifications. Employees are required to keep their personnel files up to date and may be required to provide documentation of their experience and education.

a. An employee that has changed classifications due to a promotion shall not be considered for any vacancy until that employee has been in their current classification for a period of six (6) months or more, unless mutually agreed to by the parties on a non-precedent basis.

b. An employee may apply for a lower rated classification after completing six (6) months in their current classification and only with the mutual agreement of the Company and the Union.

d. An employee who has a Job Preference Form on file and rejects a promotion and/or a transfer to a classification two times within a six (6) month period will have their Job Preference Form for that classification removed from the file for consideration. An employee is considered to have rejected a promotion and/or transfer to a classification only if the employee(s) would have entered the classification had he/she not rejected the offer. The employee may submit a new Job Preference Form for the same classification six (6) months from the date the promotion and/or transfer to the classification is rejected for the second time.

The above 21.05 a., b., and c. shall not apply to an employee who has been placed into their current classification due to the provisions of Article 22.01.

21.07           The Company will notify the Chief Steward in writing when there is a vacant position a job has been filled within the Bargaining Unit and the selection made within five (5) business days.

In the event that all senior qualified employees with Job Preference Forms on file have declined to bid on the position or there are no Job Preference Forms on file for a vacancy within an established classification, the vacancy may be filled at the Company's discretion by offering the vacant position to the senior qualified employee in the work center and/or organization where the vacancy exists, or under the provisions of Article 27.01 or by new hire.

If an employee is determined not to be qualified to satisfactorily carry out the duties and responsibilities of a classification for which he has submitted a Job Preference Form, the Company will notify the employee and the Chief Steward of the specific reasons for such disqualification. The determination made by the Company shall be reviewable through the grievance procedure.

In the event the Company creates a new classification under the provisions of this Agreement, the Company will post the new Job Classification in accordance with Article 21.04. Bargaining Unit employees may then forward Job Preference Forms and job bid forms to the Personnel Department within five (5) seven (7) workdays of the posting to be considered for the new position.

If there are no qualified employees from the classification on layoff status, or qualified employees who have previously been displaced from the classification into a lower rated classification, temporary vacancies of not more than forty five (45) workdays may be filled at the Company’s discretion under the provisions of Article 13.03, or Article 27.01, or by new hire. The forty-five (45) workdays limitation may be extended by mutual agreement of the parties on a non-precedent basis.

a. Temporary vacancies created by an employee's leave of absence for personal health reasons, worker's compensation injury, or absence provided by the Family and Medical Leave Act of 1993 are not limited to the forty five (45) workdays as referenced in 21.13.

b. Should a temporary vacancy as described in this section become permanent, it shall be filled in accordance with Article 21.04

 c. Employees hired to fill a temporary vacancy under Article 21.13 a. who attain seniority will be allowed to submit Job Preference Forms and bid on the job.

23.00 DISCHARGE AND DISCIPLINE

23.01
        f. It is understood and agreed that any disciplinary action issued to an employee by the Company shall be issued within ten (10) calendar work days following knowledge by the Company of the occurrence of the alleged violations. The above specified time limit may be extended by mutual written agreement of the parties.

27.03             In the event the Government activates a new platform, for example, T-6AC, that operate at NAS Whiting Field that replace, supplement or augment the T-34/T-6B operations, the current Company on site will agree to enter into negotiations regarding the implementation of such new programs under this agreement (T-34/44/6). As an example of issues to be addressed:

a. The filling of Job Classifications

b. The transition of employees from the T-34/44/6 Program to the new program (such as the T- 6AC).

c. The training of the work force to the new platform and the possible need for outside personnel for trainers.
 

Effective with the twelve (12) month period beginning October 1, 2007, the Company will reimburse each employee required to wear safety shoes up to one hundred and thirty dollars ($130.00) towards the purchase of one or more pairs of safety shoes. A receipt must be presented to the Company in order to be reimbursed.

The safety shoe reimbursement maximum will be increased to one hundred and forty $140.00, effective October 1, 2008.
 

29.04    During the month of October 2011, the Company will provide one (1) jacket, with removable winter liner, for all bargaining unit employees. New hires and employees transferred into these classifications or work groups will be eligible for one (1) jacket with removable liner thirty work days after entering the classification or work group and this shall be limited to a one time issue per employee during the life of this Agreement unless the jacket is damaged beyond repair and rendered unserviceable by the company designated Safety Representative, then it will be replaced.

29.07          In addition to Uniforms issued in 29.03, Satellite Rovers will receive two (2) travel Company polo-shirts and a parka style jacket with removable liner.

30.02            The Company agrees to provide space for eight (8) twelve (12) Union owned bulletin boards for the exclusive use of the Union at appropriate places in the work site for the purpose of posting legitimate Union notices. Legitimate Union notices are defined as:

For the purposes of this Agreement, the current Company contribution toward Health and Welfare costs is $9.74 $16.01 per hour based upon 2080 hours per year for each collective bargaining employee enrolled in the Benefits Program. The projected average Company contributions for these benefits during the duration of this Agreement are as follows:
Effective Dates:

f.             No employee will be assigned to an off-site assignment on a non-voluntary basis more than one (1) time per Naval Contract year (October 1 – September 30). An off-site assignment is defined as a government directed operational detachment away from NAS Whiting Field and outlining fields as defined by the customer.

35.12            In addition, the Company shall furnish fifteen (15) copies of printed contracts to the Union, to include one copy in an electronic version in a Microsoft Office compatible format, on a 3 1/2" diskette flash drive or compact disk in a format compatible with an IBM-type personal computer.
35.13          In addition, the Company shall furnish the Chief Steward with a copy of the contract, job descriptions, drug free workforce policy and disciplinary guide in printed format and in an electronic version in a Microsoft Office compatible format, on a 3 1/2" diskette flash drive or compact disk in a format compatible with an IBM-type personal computer. 

36.01                IAM National Pension Fund
 

One dollar and twenty-five cents ($1.25) per hour effective January 1, 2009

One dollar and thirty-five cents ($1.35) per hour effective January 1, 2010

One dollar and forty-five cents ($1.45) per hour effective January 1, 2011

One dollar and fifty-five cents ($1.55) per hour effective January 1, 2012

37.01         Sikorsky Aerospace Services, "the Company," and the Union have conjointly agreed to use a fair and balanced approach consistent with the Florida Drug-Free Workplace Act and the Federal Drug Free Workplace Act of 1988, to achieve a safe, drug and alcohol free workplace. Central to this approach, the Company agrees to provide employees who have verified positive tests an opportunity through the Company Employee Assistance Program, for rehabilitation, unless and except where termination is appropriate.
 
         The Company shall pay for all Company required drug and alcohol tests, plus all time required to take such tests. Transportation to and from the workplace for testing shall be included in compensable time.
 
           The Company shall notify the Union, if the Company has determined that reasonable belief exists to test an employee. If requested, employees shall have the right to have Union Representation accompany them for all reasonable belief testing. If a Union Representative is unavailable, an Alternate Steward shall be sufficient.
 
          The Company will utilize collection sites consistent with the requirements proscribed by the Florida Drug-Free Workplace Act and the Federal Drug Free Workplace Act of 1988. All sites shall have standard chain of custody procedures sufficient to ensure proper record keeping, handling, labeling and identification of all specimens collected.
 
        All samples that test positive will be automatically submitted for a confirmation test. And the initial and confirmation test results must contain the test methods used.

            The Company shall inform the employee of test results in writing within five (5) workdays after receipt of the confirmed test results from the testing facility. Copies of the test results will be provided to the employee within five (5) workdays after receipt of a written request for the results from the employee. The written request shall provide the appropriate authorization and release giving the Company permission to release the results to the employee.

           The employee shall have the right, after receiving notice by the Company of a positive test result, to have the sample retested at the employee’s expense at another site that meets the requirements proscribed by the Florida Drug-Free Workplace Act and the Federal Drug Free Workplace Act of 1988. The site chosen by the employee shall have standard chain of custody procedures sufficient to ensure proper record keeping, handling, labeling and identification of all specimens collected. If the retest requested by the employee indicates a negative test the employer shall reimburse the employee for all costs of the retest.
 

37.04         POST INCIDENT TESTING: