FEBRUARY 2009 PRESIDENT/BUSINESS AGENT MIKE MAHAR A couple of weeks ago there was a great deal of media coverage around comments made by Alderman Joe Connelly referencing bus drivers when challenged by the media on Council taking a 5.5% wage increase. The comments came off as sounding rather demeaning and certainly many of our members took it that way. After Mr. Connelly had a chance to reflect on his comments he called the Union and apologized. He stated that he never intended to insult our Operators and wasn’t sure how the subject of Transit drivers came up in the interview.
On behalf of the Amalgamated Transit Union I was happy to accept his apology but informed him that I also felt compelled to respond to Council in writing to raise the following observation.
It appears that Operators and other Calgary Transit employees are disproportionately the victims of unprovoked drive-by slurs from Council members and Senior Management. I raise the concern because I think there is an underlying culture of animosity towards these employees by these two groups and I’m not sure either group even realizes it. There is no doubt that some of it is intentional by some individuals because I have witnessed it firsthand. But for many, I think it is just a knee jerk reaction and subconsciously we come up because it has become the acceptable thing to do.
It might sound trivial until you stop and look at the results of the past few corporate surveys. Calgary Transit rates painfully low in many categories. One of the highest ratings was 58% of employees feeling they received respect from their immediate supervisor (42% didn’t). Only 23% believed they were recognized or praised for work well done. That is horrendous and given the feedback I get when the City takes unprecedented moves like John Hubbell telling employees they will be locked out or Vicky McGrath trashes members character in the media or Alderman Colley-Urquhart calls our performance disgraceful and a public safety risk or Mr. Connelly advises us that if we want to be more than bus drivers, to choose another career path, it has a demoralizing effect. The highest rating and the lowest rating are really the same issues and at least in part, I think these external attacks have a lot to do with the gap in these categories.
I will encourage Council to review the matter and hopefully someone will care enough to at least recognize the problem. After all, it is public money and there are better ways to retain staff.
Speaking of surveys, our Negotiating Committee for the City of Calgary bargaining unit will be meeting next week to draft a survey to obtain feedback for our next round of negotiations. Our current agreement expires on July 5, 2009 and we intend to open negotiations as soon as possible. Labour Relations has already sent a Letter of Estoppel to try and limit lateral moves in the Office and Maintenance areas. It is the same article they attacked unsuccessfully in the last round of negotiations so I guess we can all see where this is going.
A critical issue I want to bring to light is an all out attack on our Local by theGarage Supervisor at Anderson and a, Human Resources Consultant for Calgary Transit. They recently received a report from one of our Union Steward’s out of Anderson Garage regarding a Foreman consuming and/or being under the influence of alcohol while on the job. Upon receiving the complaint, they immediately suspended our Steward. They did a thorough and fair investigation by hand picking a number of the Supervisors subordinates. Then they called in our Steward and fired him for providing a false report.
The Supervisor interviewed all these people by himself without Human Resources, without a piece of paper and without a pen. He never took a note. He then told our Steward there wasn’t a shred of evidence to support his claims and that he lied so therefore he was fired.
I was at both call-ins and took notes at both of these meetings. We filed a grievance that was heard by the Manager of Bus Maintenance who did no further investigation and denied the grievance. It was presented to Fred Wong who to his credit, agreed to have the original people re-interviewed.
I sat in on most of those interviews and was shocked to see how easy it was to obtain the truth. We have determined that contrary to what was stated by the Garage Supervisor there was, indeed, plenty of proof of our Union Steward’s complaint. This Supervisor was aware of it as he had been directly involved in at least one major incident and should have heard supporting evidence through the interviews.
The Human Resource consultant knew of the shoddy interviews and that there were no records to support their position and said nothing. He is just as guilty. They are all guilty of what they wrongfully fired our Steward for and they are all guilty of what several of our members have been fired for over the years.
This was a direct attack on this Local by the Garage Supervisor and Human Resources consultant. I take this very seriously and appreciate the initial step Mr. Wong has taken to get to the truth. Now that the truth is out and it’s as ugly as it is, I trust he has the courage to do the right thing.
When our Stewards get in trouble, we suck it up and get on with it. This case would shock even the most seasoned Arbitrator.
EXECUTIVE VICE-PRESIDENT/ OPERATIONS DOUG JOHANNES
I know this happened a few months ago but I feel it is important. November 29th, the first major snowfall of the year. Buses stuck all over and all unionized employees going above and beyond the call of duty to try and get customers where they needed to go. Thank you to all.
Back in 2001 the City Manager stated that he wanted the City to be one of the top 100 Employers in the country (I wonder if that was one of the reasons he was terminated?) Anyway, on November 29, 2008 we had many Operators’ stuck in the snow unable to get their buses free. In all cases these Operators called Control and all received the same answer. Stay with your bus until someone comes to help you. This sounds great until you are there for a couple of hours with no amenities. Or possibly like the female Operator that was stuck at the bottom of Elbow Drive and on three or four separate occasions called Control to inquire where her help was and if in fact any was coming. She stated that she needed to use the washroom but was told, just wait. This Operator waited alright, 8½ hours worth. No washroom, no food, no assistance from Management. There is no reason for this. That bus should have been secured and the Operator allowed to leave the area to take care of whatever her needs were. I know there were other Operator’s out there who were placed in the same situation. Apparently the equipment is more important than staff. If this happens again, I do not care what Control tells you, if you need to leave to use the washroom, or take care of your personal needs, tell Control what you are doing, secure the bus and go to the nearest facility. If you are given any grief due to this, please let us know immediately so that we can deal with it.
By the way, the City of Calgary is not in the top 500 companies in the country. If they actually wanted to be, they should try caring more about their staff than their equipment. As we all know they can’t seem to attract new employees.
The Collective Agreement states in part Clause 106.01, “an employee who is called in to participate in an investigation which may lead to their discipline shall be informed of their right to Union Representation”.
This is your right and you should demand that you have representation whenever you are asked to meet with Management. This does not mean that Management cannot talk to you without the Union present because they do have that right. This means that if you are given a call in slip, in all likelihood you will need to have us there.
We are copied on letters of discipline, even the ones that are issued without the Union being in the room. More and more are coming in with the phrase, “Union representation waived”, this means that the Employee felt that he or she did not think it was necessary for representation or that they could represent themselves. In many cases the performance partner tells you that you don’t need it, from my experience if you are being told that you don’t need it, you do.
During orientation, we tell all the new members that Management hires the best people they can find for the job. That includes your performance partner and if he/she feels you should be disciplined then you will be. Please remember, if you are called in to see Management call us and we will arrange for a Steward to be with you. When you have a Steward with you, you have a witness, one that takes notes and knows the Collective Agreement, one that will ensure that if you are being disciplined it is for a factual reason not just because someone does not like you. All discipline can be grieved. We have six days from the date the discipline is issued and depending on how long the employee has been employed it can be forwarded up to and including Arbitration.
One would think, that in itself would be unusual but not in this work environment. All City Local’s have been forced to take many issues to Arbitration to have a third party decide what the outcome should be. I am pleased to say that we have a very impressive track record in this arena. And we should not. It’s sad that we would be successful with even one. After all, the rules are those of Management or ones that have been negotiated in good faith with the Union. Why the City feels that they can do whatever they want regardless of the issue boggles my mind. I know if we enter into an agreement, I will follow it. If it does not work the way I thought it would work I would address it and see if we could agree to amend it. This Employer does not do that. They violate the Collective Agreement and their own policies on a regular basis in hope that we will not find out. When we do find out, they tell us that they are prepared to follow the Collective Agreement on a go forward basis.
Have you ever heard Control tell an Operator that you cannot have a change off for a burned out headlight? This matter has been raised a number of times during Union meetings and we have met with Management to discuss this matter.
We have also checked with the highway traffic act. The Act states, as in the case of a business, that a pre trip inspection must be performed. If a minor defect is noted it must be repaired before you leave the garage. What this means is, if you notice that your headlight is out or your horn is not working, anything of a minor nature, go to diesel and it will be repaired or you will be given a change off. Once you are on the road and you notice that the light is out then it must be fixed within 24 hours. That is unless it affects your visibility. The Act states, if atmospheric conditions prevent you from seeing 150 meters then the defect should be replaced immediately or you should be given a change off. Occupational Health and Safety states an employee can refuse unsafe work. You are the person ultimately responsible for the safe movement of that vehicle.
Issues of a possible ticket were raised as well. Management has stated that they would pay the ticket if an Operator is in fact issued one. They have also stated that they would follow up with the Police Officer to find out why the ticket was issued.
Major defects are different. Again during the pre check if you find something major (i.e. both headlights) the bus needs to be repaired prior to leaving or you have to be given a new bus. As well, when on the road the bus should be changed off immediately or if it is a significant issue (brakes) it should be parked in a safe place and wait for a change off.
FINANCIAL SECRETARY-TREASURER RICK RATCLIFF
In recent months the Local had the misfortune of losing a member, a Rand member. Not Rand by choice but by the inability to get “signed up”. The member was a young Journeyman Mechanic working at Spring Gardens. He had only been there a few months when he passed and it sent shock waves through the Maintenance area. If he had been signed up for a minimum of one year he would have been eligible for our $1000.00 funeral benefit. Also a minimum $30,000.00 death benefit would have been available to him at a nominal fee if he had been a “signed up” member. Please, if you are a new member or know one contact the Union office so we can get you “signed up”. This Local administers its own insurance program. Our Local offers this low rate life insurance to our “signed up” members at the orientation classes and whenever a Steward approaches a new employee to sign them up in the workplace. From the time of orientation/signing up the member has a thirty day window to buy into the plan with no proof of medical.
The basic cost is $3.27 for single and $3.70 for family. This rate has not changed for over 50 years. The plan offers a basic $30,000.00 coverage on the member (with an age based enhancement to $50,000.00), $15,000.00 on the spouse, $5000.00 on each child. This is great value for the money and 45% of the membership takes advantage of it. Also, for those who don’t claim on the plan there is an insurance refund issued at retirement. For example, a thirty year member gets a $1,250.00 refund. Currently, the only other way to get into the insurance plan is to apply with an evidence of insurability form. If the member is in good health they should be accepted. As a final opportunity to get in to the plan, a window is occasionally opened to allow new members in.
As a final note, your thirty day window starts on the date of your orientation, so ask your Supervisor to get you scheduled in for one, approach a Steward, or call the Union office.
The Union office has received many complaints lately about negative Operator interaction. As I have stated before we are all: doing the same job, trying to finish our shifts on time, dealing with demanding passengers, and driving among a hurried public. Please take a minute to try and help each other out. Please don’t get on the radio and advise your fellow Operators on how to drive their bus. Often if we take a second to put ourselves into someone else’s position and look at the big picture of what is going on, we don’t have to get involved unless requested.
A current issue of concern is the staging of Eastbound buses on 6th Avenue in the area West of 9th Street. Please park to allow yourself room to pull out, but please move up to within twenty feet of the bus in front of you so that more buses can fit into the curbside behind the lead buses. This twenty feet allows you to pull out into the adjacent lane without encroaching on the third lane. If you are able to park closer than the training advised twenty feet, be careful of your encroachment and kickout as you pull away from the curb. Cooperation on this issue is greatly appreciated.
A rumour that must be ended right now is that new members/probationary employees are monitored when they attend our monthly membership meetings. All signed up members are welcome to attend and are asked to log in their attendance. The attendance list belongs to ATU Local 583 as we do not share it. Also on this issue, Calgary Transit’s supervisory staff does not have the time to “stake out” the Union hall for monitoring purposes. Feel free to come by the hall whenever you would like to, an appointment may be a good choice if you would like to speak to an Officer but not necessary if you want to just look around.
A REMINDER: You have 24 hours to submit your incident report. I would advise everyone not to fill out their report if under duress! A costly example of filling out a report while under duress is the case of a CS Operator striking the Victoria Park train bridge from the North side. The Operator hit her head on the steering wheel and was disoriented at the very least. She filled out her report stating the bridge was struck at 45 km./hour, IMPOSSIBLE. At that speed I suspect the bus would have ended up in the river. The next time you drive under that bridge check your speed, I can barely manage 15 km./hour without drifting into the oncoming lane. When the Arbitrator upheld the termination he mentioned the collision speed of 45 km./hour. IMPOSSIBLE!! So please, don’t fill out the report if you are in a state of shock or duress. Advise the Supervisor that you will fill in your report when your thoughts are clearer.
RECORDING SECRETARY – MAINTENANCE/OFFICE REPRESENTATIVE WALTER MOODIE
Uncertain times are sure here for everyone these days with stock market and investment uncertainty and the Federal Government budget. What direction does it leave for the people that actually keep Cities and the Provinces running? Again, I see the backbone of who really does keep this country and City running being attacked, tow the line and you the worker be glad you have a job and accept what is given to you.
Collective Bargaining is always being attacked and it sure showed its ugly head in the recent Ottawa, ATU Transit Strike that went on for over 50 days only to be resolved with going for a resolve at binding arbitration. This strike hit to the heart of operations and the scheduling process used for Operators around their work selection.
Another concern raised by many Maintenance employees is the condition of buses around safety and contracting out work. Work done outside needs to be redone when it comes back to the transit garage and the ATU employees must repair what was to be repaired. Is this good resource of tax payer’s money? I don’t think so, sounds familiar also.
I am very disappointed about a PAQ that was submitted last year by our Plant Maintainer JII’s. Even though when they were hired on at Calgary Transit they needed a Trades ticket they are now being told not to do tradesmen work. Not only will this cause costly problems along the way I can also see huge safety concerns happening. We will see if I’m right and I truly hope no one gets hurt because of this change in practice.
I have stated numerous times that Apprenticeship is the way to go and I feel that the City of Calgary would really benefit with trained people that know the industry, the product and also the work area. Again I state, I would like to see an Apprentice in all our certified trades within our Collective Agreement. Movement within not only gives members hope but also helps boost morale in both the person and the departments.
Another issue in Maintenance is the opening of the Oliver Bowen Building in the North East. Your Full Time Officers have had some discussions about Movement of Personnel and will be having future talks with Management on how it will work. Seniority rights and reversion rights along with what else in the Collective Agreement will be safe guarded as this Collective Agreement has been built on years of hard fought negotiations. We are not prepared to give up these or other rights we have gotten through the Collective Bargaining process.
FOR YOUR INFORMATION…..
Kudos to Tony (the Station Cleaner) and his Lead Hand for rescuing a senior from the elevator at Chinook Station in the early hours the morning of February 8, 2009.
THANK YOU CARDS RECEIVED
Family of Glen Budau Barry Squires Pauline Budnyk Karin Venables
Jim Cooper Margaret Marin Bob Hykaway Women’s Centre
Family of Al Singer
CONGRATULATIONS On Their Retirement
Fred Fisk - Maintenance – December 2008
Ray Welsh – Maintenance – January 2009
Dick Lo – Operator – January 2009
Gary Brown – Maintenance – January 2009
Ron Ference – Operator – February 2009
Vaclav Batek – Maintenance – February 2009
A. Jean Green – Maintenance – February 2009
Rennie Sherman – Operator – February 2009
Congratulations to Gordon and Millie Poffenroth for celebrating 55 years of marriage on January 9, 2009, Arnie and Donna Cameron for celebrating 50 years on March 28, 2009 and Gerry and Armella Engel for celebrating 45 years on February 8, 2009.
RETIREES CORNER
Just a Reminder: The next meeting will be March 2, 2009 @ 7:00 p.m. at Spring Gardens garage. The next luncheon will be February 17, 2009 @ 1:00 p.m. at the Elks Golf Club (2502 – 6 St. NE). The following luncheon will be March 17, 2009 @ Swiss Chalet (South) – 8900 MacLeod Tr. SE.
/sw
COPE #379
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