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Post by snowspinner on Jul 23, 2018 9:59:14 GMT -5
Has anyone received a memo stating that new CBA's will not include Sunday Differential?
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Post by skobie on Jul 26, 2018 8:19:05 GMT -5
I've heard it's coming around to all PATCO sites if it didn't already occur last year, which would be a real shame. However, we are not a PATCO site, so I cannot personally confirm that. Not sure if anyone is willing to confirm that anonymously on this board or PM you spinner, but I would hope that someone would answer out there.....
skobie
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Post by northwx on Jul 26, 2018 17:23:42 GMT -5
No word here from PATCO on this - I'll try to check next week.
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Post by northwx on Aug 1, 2018 15:57:08 GMT -5
Just talked with Sam, any loss of Sunday differential will be made up for in substantial gains - it's still being negotiated, and 2 proposals are being discussed with at least some of the contractors... one continuing the Sun diff and one without. In any event, Sam assures me that no proposals will be adopted without a vote of the members. (To balance out the loss of Sunday diff you will need to gain about 4-5% more than the raises you were asking for... night diff would then be paid on Sunday and the folks who usually don't work on Sunday would also benefit from the change in differential). Is this fair? Examine closely when something comes your way for a vote. The FAA will wind up reimbursing the contractors whatever.
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binovc
Junior Member
Posts: 84
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Post by binovc on Aug 2, 2018 12:35:56 GMT -5
So, and please correct me if I'm wrong here as math seems to not be one of my strong points. Let's suppose we agree to eliminate Sunday pay differential, and we get a "substantial raise" to compensate (probably close to 6%). So would we continue to receive an annual "substantial increase" to compensate for the continued elimination of Sunday pay? Or after that first year would we resume the "normal" (0% - 2%) increases, but now we have no Sunday differential? Seems to me that unless we can find a way to guarantee continued annual "hourly pay increase in lieu of 25% Sunday pay" then I'm thinking that's not so great.
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Post by northwx on Aug 2, 2018 15:11:43 GMT -5
The math works - your following year pay increases will be back to usual amounts, but the percentage will be based on the higher raise from the loss of Sunday differential. The magic of compounding at work. Everyone comes out ahead - those who usually work Sunday will still get a net raise, and those who don't work Sundays will get a better raise... Night differential will get paid on Sunday if this passes. Being an SWO who generally doesn't work Sunday, this looks good for me, but I'm not all that enthused about the change in procedure. The result will be some occasional pressure to work Sundays that I'm now told not to do.
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Post by alwayswx on Aug 2, 2018 18:34:05 GMT -5
Bad idea. Sunday pay is there to benefit those that work on Sundays. If they get rid of Sunday pay or night diff, then there is less incentive to work those shifts. Why give Sunday pay to those that do not work Sundays? Those that work Sundays and nights should be compensated for the crappy shifts.
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Post by skobie on Aug 3, 2018 11:38:24 GMT -5
The same with holidays, quite frankly. Holidays should really be time-and-a-half for having to work the holiday, which is generally not desired by most.
skobie
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Post by northwx on Aug 3, 2018 17:09:51 GMT -5
The same with holidays, quite frankly. Holidays should really be time-and-a-half for having to work the holiday, which is generally not desired by most. skobie Since everyone gets holiday pay, those who work the holiday are effectively getting double time if they work a 40-hour week the week before - don't cut it to 1 1/2... I'd like to keep the differentials folks, but more $ is always attractive.
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Post by skobie on Aug 4, 2018 17:55:17 GMT -5
No, it is common practice to get 1.5 times the hourly pay in an industry where holidays have to be worked. Holiday pay is based on the hours you work the week before the holiday and has nothing to do with what hours one actually works on the holiday. If someone wants to called it 2.5 times the hourly rate, that is not completely correct as one would have to work 40 hours the week before the holiday in addition to working the holiday.
Regardless, paid holidays are not the same as working on the holiday, but simply meant to substitute a days pay for a full-timer who wants the holiday off without having to take paid PTO. Getting "overtime" pay for working a holiday is not unusual at all as many businesses (govt. or private) are either closed or will pay their employees 1.5x if they do stay open, ie, retail or have to stay open like us. Extra hourly pay is great, but it doesn't cut it for the few who usually work holidays (part-timers) and you'd need a pretty considerable pay raise to make up for that to those few who are away from their families when many are home.
skobie
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Post by coldlover on Aug 4, 2018 19:03:47 GMT -5
FTR- Our CBA states that Holiday pay is based on the hours worked IN the week of the Holiday. This makes more sense to me for those that work the Holiday andare full time (especially if the Holiday falls during the work week which it does more then 5/7 of the time) are usually working before and after it. This was done (changed) for our site as we had a SWO back in the day that abused the "week before" deal as he would NEVER work a Holiday BUT be paid full time for it because he worked the week before. Not fair and we got sick of it and changed it. IMO- the week of the holiday is more fair for full timers about 75% of the time. Just my .02
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Post by northwx on Aug 6, 2018 18:32:29 GMT -5
Agreed Coldlover - I wind up working almost all the holidays - and with an occasional 4-day workweek, I get 6.4 holiday hours plus my regular pay for the workday.
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Post by weatheri on Aug 7, 2018 9:53:40 GMT -5
No, it is common practice to get 1.5 times the hourly pay in an industry where holidays have to be worked. Holiday pay is based on the hours you work the week before the holiday and has nothing to do with what hours one actually works on the holiday. If someone wants to called it 2.5 times the hourly rate, that is not completely correct as one would have to work 40 hours the week before the holiday in addition to working the holiday. Regardless, paid holidays are not the same as working on the holiday, but simply meant to substitute a days pay for a full-timer who wants the holiday off without having to take paid PTO. Getting "overtime" pay for working a holiday is not unusual at all as many businesses (govt. or private) are either closed or will pay their employees 1.5x if they do stay open, ie, retail or have to stay open like us. Extra hourly pay is great, but it doesn't cut it for the few who usually work holidays (part-timers) and you'd need a pretty considerable pay raise to make up for that to those few who are away from their families when many are home. skobie You are absolutely correct! I have requested this for over 10 years to no avail. We are the only union at the airport who gets paid regular pay when working a holiday. If a full timer works M-F and works the Monday holiday, the individual receives 40 hours + 8 holiday hours If the other full timer works Tu-Sa and has the holiday off, the individual receives 40 hours + 8 holiday hours Notice one works the holiday, the other does not same pay. Anyone working the holiday should receive at least 1.5 times pay + holiday hours. My 2 cents.
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Post by Little Miss Sunshine on Aug 7, 2018 16:16:40 GMT -5
No, it is common practice to get 1.5 times the hourly pay in an industry where holidays have to be worked. Holiday pay is based on the hours you work the week before the holiday and has nothing to do with what hours one actually works on the holiday. If someone wants to called it 2.5 times the hourly rate, that is not completely correct as one would have to work 40 hours the week before the holiday in addition to working the holiday. Regardless, paid holidays are not the same as working on the holiday, but simply meant to substitute a days pay for a full-timer who wants the holiday off without having to take paid PTO. Getting "overtime" pay for working a holiday is not unusual at all as many businesses (govt. or private) are either closed or will pay their employees 1.5x if they do stay open, ie, retail or have to stay open like us. Extra hourly pay is great, but it doesn't cut it for the few who usually work holidays (part-timers) and you'd need a pretty considerable pay raise to make up for that to those few who are away from their families when many are home. skobie You are absolutely correct! I have requested this for over 10 years to no avail. We are the only union at the airport who gets paid regular pay when working a holiday. If a full timer works M-F and works the Monday holiday, the individual receives 40 hours + 8 holiday hours If the other full timer works Tu-Sa and has the holiday off, the individual receives 40 hours + 8 holiday hours Notice one works the holiday, the other does not same pay. Anyone working the holiday should receive at least 1.5 times pay + holiday hours. My 2 cents. True that the most the government will pay the contractors for any paid holiday is equal to 33.6 hours of regular pay? I believe that number is correct, but if anyone has a different number please share.
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Post by northwx on Aug 8, 2018 19:02:37 GMT -5
33.6 is based on 168 hours per week divided by 5 - if more than 168 hours are worked, then the total amount goes up - an 8-hour admin day makes the total holiday hours 35.2.
Just got my company's proposal for our new CBA - it results in a net loss of $13,000 for our station for one year. We WILL negotiate better.
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