Post by weatheri on Dec 20, 2013 11:16:45 GMT -5
So if a site is receiving H&W as a cash payment, I would think the contractor bid it with that knowledge. Some sites have been receiving the full H&W in their checks for years. All of a sudden, a contractor wants the employees at those sites to be penalized for receiving future H&W payments. It's like, wait a minute, the contractors knew that when they put in their bid. I thought any reduction in wages or benefits had to be negotiated at union sites. This is one of those, Hmmm items. As a lay person it just appears to smell like garbage. Apparently it is legal.
No matter what, I would think at those sites, where employees are taking a payroll reduction, company good will likely be taking a hit; as perception is reality. I would think that many of their employees will not be nominating that contractor for employer of the year. Some employers prefer money in the wallet than being respected and liked by their employees. Every company has its own philosophy. As an employee, you can embrace it, accept it or move on. You can challenge it, but once answered, you pretty much always have the same choices.
The employer might be thinking they are making a huge concession by allowing the employee to receive any H&W as cash. That could be their perception. They might not even understand why the employee is upset.
It is up to each employee what they decide to do.
So what are the choices?
Do Nothing
OR
1. Ask the company for an explanation, through the supervisor or union
2. Accept the answer
next
3. Notify the union that you are displeased and think a grievance is in order
4. Accept those findings
next
5. Notify the Dept of Labor, that you think this needs looking into
6. Accept that answer
next
7. See if an attorney would take the case as an individual, group or class
8. Accept that answer
next
9. Quit
10. Move On quietly
or
11. Tell the world how you really feel about it
Personally, I think it would suck. It is their business and would be their decision. Since I work for them, I would opt for acceptance. In my circumstance it is just not worth jumping up and down over. A grand is not going to break me. Now if there were no cash option, that would be a different story.
No matter what, I would think at those sites, where employees are taking a payroll reduction, company good will likely be taking a hit; as perception is reality. I would think that many of their employees will not be nominating that contractor for employer of the year. Some employers prefer money in the wallet than being respected and liked by their employees. Every company has its own philosophy. As an employee, you can embrace it, accept it or move on. You can challenge it, but once answered, you pretty much always have the same choices.
The employer might be thinking they are making a huge concession by allowing the employee to receive any H&W as cash. That could be their perception. They might not even understand why the employee is upset.
It is up to each employee what they decide to do.
So what are the choices?
Do Nothing
OR
1. Ask the company for an explanation, through the supervisor or union
2. Accept the answer
next
3. Notify the union that you are displeased and think a grievance is in order
4. Accept those findings
next
5. Notify the Dept of Labor, that you think this needs looking into
6. Accept that answer
next
7. See if an attorney would take the case as an individual, group or class
8. Accept that answer
next
9. Quit
10. Move On quietly
or
11. Tell the world how you really feel about it
Personally, I think it would suck. It is their business and would be their decision. Since I work for them, I would opt for acceptance. In my circumstance it is just not worth jumping up and down over. A grand is not going to break me. Now if there were no cash option, that would be a different story.
