Congress always has the authority to intervene if an agreement can't be reached. Preemptive, like the attempt earlier in the week, or after a strike/lock out happens.
It probably depends on how much lead time there is after the rejection.
At this point the Railway Labor Act has run it's course. There is a provision for a second PEB to be called, but I believe a strike/lock out has to happen first. The parties who can request one are also limited. I don't have my reference with me, but i think it's both parties to the dispute and state governors. Most likely congress would act before another PEB is requested.
Jeff
CMStPnP Euclid Is there a possibility that a strike will be executed prior to the Midterms? Yes, the agreement is only tentative and needs to be voted on via the membership if the membership rejects the agreement the conditions for a strike resume.
Euclid Is there a possibility that a strike will be executed prior to the Midterms?
Yes, the agreement is only tentative and needs to be voted on via the membership if the membership rejects the agreement the conditions for a strike resume.
Okay thanks. Is there any cooling off period now that would delay voting to strike? Is there any government authority that could override a strike and order strikers to return to work?
EuclidIs there a possibility that a strike will be executed prior to the Midterms?
They Have not released details yet. It's still being reviewed at the international level and should be out to members sometime next week.
Posts om various social media are all up in arms and they don't know any details except on pay and health and welfare issues. Even there only the basics have been released.
If rejected, I would expect there would be some time, 48 to 72 hours, before a strike would be called. Possibly if the procedures to voting and counting the vote goes fast, they might use the deadline the IAM stated, Sept 29. The time would allow more negotiations, but more importantly, give the locals of SMART-TD and divisions of BLE&T time to prepare. Some are prepared (we are except the signs aren't put together) and some are not.
I have zero faith that this will be a better contract.
Just pushed until after the election when the political people won't give 2 craps.
It's been fun. But it isn't much fun anymore. Signing off for now.
The opinions expressed here represent my own and not those of my employer, any other railroad, company, or person.t fun any
It sounds like some of the details are still to be negotiated. Things like self-protecting pools, changes in how pools and extra boards are regulated for staffing and the automated bid scheduling.
We have been working on a local agreement for "smart rest" with the carrier. I learned at our last union meeting that the 3 page proposal that was submitted has returned as a 7 page proposal with most of the above items included. Items which I, and some others who follow this (most have focused on just the big items, pay, health, and attendance) don't really want.
I suspect those items will eventually be forced to binding arbitration which means the railroads will probably get them. Especially because some railroads and at least one location on my company have some of this already in place.
We'll see what the full contract language is.
zugmann BaltACD As always - The Devil will be in the details. And how the companies decide to "interperet" those details. I remember some stuff when the 6/48, 7/72 stuff came out.
BaltACD As always - The Devil will be in the details.
And how the companies decide to "interperet" those details.
I remember some stuff when the 6/48, 7/72 stuff came out.
And how those interperted 'details' get hammered out in blacksmith's shop of discipline appeals through HR, Arbitration and the Public Law Board.
Never too old to have a happy childhood!
BaltACDAs always - The Devil will be in the details.
As always - The Devil will be in the details.
See what Zug posted about the tentative BLET agreement:
https://ble-t.org/news/blet-smart-td-reach-tentative-agreement-with-railroads/
While there's no details yet that I've seen, supposedly there's changes to allow medical related time off to not be counted against an employee. I would imagine some type of documentation will be needed.
Before, at least for us, the policy didn't care if you had documentation or not. It was up to the railroad to decide to ding you on attendance or not. And the decision was made not locally, where local officials knew their people, but a manager removed from the workforce at a central location where a name was just a faceless ID number. Easier to be heartless that way.
I never understood how they thought they could win before an arbitrator who would ask. "You dismissed this employee for going to the doctor?"
Slaves get penalized.
CSSHEGEWISCH You'd be amazed at the number of businesses of all sizes that don't offer sick leave.
You'd be amazed at the number of businesses of all sizes that don't offer sick leave.
How many penalize workers for taking time off at all? Other than not getting paid.
Larry Resident Microferroequinologist (at least at my house) Everyone goes home; Safety begins with you My Opinion. Standard Disclaimers Apply. No Expiration Date Come ride the rails with me! There's one thing about humility - the moment you think you've got it, you've lost it...
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