The meanings of certain terms used in this
Article 22 and elsewhere in this Agreement are stated below:
22.1(a) CATEGORY A - Refers to the rights of those qualified employees
with seniority who have been affected by a surplus:
22.1(a)(1) who have worked under or been assigned to the
open job title or higher classification thereof on other than a "temporary
promotion" basis for ninety (90) or more calendar days within or
immediately prior to the following time periods preceding the date of selection
of an eligible individual to fill the open job title:
A. for employees with five (5) or more years of
seniority if the downgrade/layoff occurred after September 11, 2001 and prior
to September 11, 2004, an eight (8) year period;
B. for employees with five (5) or more years
seniority, a seven (7)-year period;
C. for employees with three (3) or more but less
than five (5) years seniority, a five (5)-year period;
D. for employees with one (1) or more but less
than three (3) years seniority, a three (3)-year period;
E. for employees with less than one (1) year
seniority, a one (1)- year period; and
22.1(a)(2) who have
on file an effective application to the Personnel Section for the open job
title; and
22.1(a)(3) who are
on layoff or who are assigned to a lower labor grade than that of the open job
title; and
22.1(a)(4) who have
not resigned or been terminated for reasons other than layoff since holding the
open job title or higher classification thereof; and
22.1(a)(5) who have
not been demoted from the open job title at their request; and
22.1(a)(6) who have
not been demoted or laid off because of not being suited for work in the open
job title.
NOTE: Employees will,
within thirty (30) days of the effective date of their layoff or downgrade, be
notified of the job titles for which they may have Category A eligibility. Failure of the Company to provide such a
notice shall not relieve the employee from his/her obligation to exercise
whatever Category A rights he/she may have.
In establishing Category A rights, qualified employees in Puget Sound
who are on layoff may select the Puget Sound location(s) (
22.1(b) CATEGORY B - Refers to those
qualified employees:
22.1(b)(1) who are currently
assigned to and have worked in the next lower step in the normal line of
promotion for which the opening exists for the ninety (90) calendar days
immediately preceding the selection of an eligible individual to fill the open
job title, and
22.1(b)(2) who have on file an
effective application to the personnel section for the open job title and
designated shift; and
22.1(b)(3) who have not been demoted
from the open job title at their request during the preceding ninety (90) days;
and
22.1(b)(4) who have not been
demoted because of not being suited for work in the open job title during the
preceding twelve (12) months.
22.1(c) DOWNGRADE - Refers to the
reclassification of an employee to a lower labor grade.
22.1(c)(1) EMPLOYEE
REQUESTED DOWNGRADE
- refers to a downgrade initiated by the employee. (An employee who expresses a desire for an
employee-requested downgrade may have his/her steward or business
representative present during any formal discussion of the proposed action.)
22.1(d) EFFECTIVE APPLICATION - Refers to an
application for work in an open job title by an employee at his/her assigned
primary or remote location or by an employee on layoff at the primary or remote
location from which he/she was most recently assigned. Such application shall become effective
within five (5) workdays after it is received by Personnel Records. Category B applications will remain in effect
until cancelled or changed at the employee's request, or until such time as the
employee is reclassified to the job title, or the employee rejects an offer of
a job for which he/she has filed or the employee is relocated to a different
Primary Location covered by this Agreement, whichever occurs first. Category A applications will remain in effect
for the duration of Category A eligibility unless cancelled or changed at the
employee's request, or until such time as the employee is returned from layoff,
or the employee is reclassified to the job title, or the employee is extended
an offer, or rejects an offer of a job for which he/she has filed or the
employee is relocated to a different primary location covered by this
Agreement, whichever occurs first. An
employee who rejects a job offer for which he/she has downgrade rights and
elects layoff may not file a Category A application, to the job offered and
rejected. If such rejection of job offer
does not result in layoff, there will be no requirement that he/she again be
considered for that job title unless the employee refiles an application at any
time ninety (90) or more calendar days after he/she declines the job offer.
NOTE: In establishing
Category B rights, qualified employees in the Puget Sound area shall select the
Puget Sound location(s) (Seattle, the Developmental Center, Frederickson Site,
Kent, Auburn, Renton or Everett), and the shift to which their Category B
rights will apply.
22.1(e) EMERGENCY CLASSIFICATION - Refers to the
temporary reclassification of an employee when the Company finds it necessary
to assign a higher-graded employee to perform lower-graded work. Subject to the provisions of Section 22.6(b),
such employees shall gain downgrade rights.
In each instance the employee will be notified at time of assignment and
the
22.1(f) JOB TITLE or JOB - Refers to, as a
composite unit, The Boeing Company title, number, and description of the job.
22.1(g) JOB FAMILY - Refers to two (2) or
more jobs having the same job title number, except for that part of the job
title number that identifies the labor grade level of the job.
22.1(h) LATERAL RECLASSIFICATION - Refers to the
reclassification of an employee from one job title to another job title in the
same labor grade.
22.1(i) LATERAL TRANSFER - Refers to the
transfer of an employee from one organization to another without change of job
title.
22.1(j) NORMAL LINE OF PROMOTION - Refers to the channel
of promotion established by the Company from one job title to another, within
the same job family. A complete
initialed and dated list of job titles as of the effective date of this
Agreement has been furnished to the
22.1(k) NORMAL LINE OF PROMOTION DESIGNATED
CANDIDATES
- Refers to a less senior employee selected to fill a normal line of promotion
opening. Normal line of promotion
designated candidates will be limited to 0.75 percent of the bargaining unit
headcount at Seattle-Renton,
22.1(l) OPEN JOB TITLE - Refers to a job title
in which the Company determines, subject to Section 22.7, that additional
employees are needed in excess of those assigned to such job title:
22.1(l)(1) by returning employees from leave of absence;
or
22.1(l)(2) by reclassifying apprentices; or
22.1(l)(3) by lateral transfer; or
22.1(l)(4) by lateral reclassification; or
22.1(l)(5) by transferring employees involving lateral
reclassifications; or
22.1(l)(6) by downgrading or demoting employees on the
active payroll; or
22.1(l)(7) by temporary promotion; or
22.1(l)(8) by transferring employees from one Primary
Location or Remote Location to another Primary Location or Remote Location; or
22.1(l)(9) by returning employees to the bargaining unit
from non-supervisory positions outside the bargaining unit; or
22.1(l)(10) by emergency classification; or
22.1(l)(11) by returning
employees from disability retirement or who have been demoted or laid off due
to the employee’s medical recommendation.
The Company may make
such assignments, transfers, changes, downgradings and demotions, and temporary
promotions, without restriction except with regard to certain Category A
employees as provided in Section 22.7 and except as otherwise hereinafter
provided in this Article 22.
22.1(m) OPENING - Refers to a single unfilled job in an
"open job title" and the opening shall be deemed to be closed at the
time the Personnel Section designates the eligible individual or employee
entitled to consideration for the job.
22.1(n) ORGANIZATION - Refers to an
alpha/numerically identified segment of the Company.
22.1(o) PROMOTION - Refers to the action
of the Company in moving an employee from his/her current labor grade to a
higher labor grade.
22.1(p) SURPLUS - Refers to an action involving
reduction in force within a job title which action results in a layoff,
downgrade or lateral of affected employees.
22.1(q) TEMPORARY PROMOTION - Refers to a promotion
remaining in effect for a period of not more than thirty (30) consecutive
calendar days, or for ninety (90) consecutive calendar days if the promotion is
a direct replacement for an employee on medical leave of absence, travel
assignment, or temporary supervisory assignment, or for such longer period as
may be designated by mutual agreement between the Company and the Union. The Union Business Representative shall be
provided with notification of temporary promotions that are estimated to be in
effect for thirty (30) or more calendar days prior to or coincident with the
effective date of such promotions. The
foregoing time period limitation will not apply in instances where an employee
is on travel assignment. Repetitive
temporary promotions shall not be used to fill a permanent job opening.
22.1(r) EMPLOYEE REQUESTED TRANSFER (ERT) SYSTEM - A system which allows
Company employees to be considered for open job titles and lateral transfers
within the bargaining unit. A pool of
candidates will be established through application of minimum criteria developed
through the Quality Through Training Program.
NOTE: In the event an
employee declines to accept an offer for a job for which he/she has filed an
effective application, there will be no requirement that he/she again be
considered for that job unless the employee refiles an application at any time
ninety (90) or more calendar days after he/she declines the offer.
The surplusing procedures later specified in
this Article 22 make various references to the use by the Company of
"retentions." A
"retention" is the retaining, in a job title in which a surplus has
been declared by the Company, of an individual whose seniority position would
have caused him/her to have been surplused while some other employee or
employees with greater seniority are surplused.
In each instance the retained employee will be designated, at the time
the retention is used, to be retained in the job title rather than to have
him/her affected by the surplus action.
The retained employee shall be notified of his/her retention status and
shall retain that status for the remainder of the six (6)-month period in which
he/she is so designated unless such designation, within such period, is
cancelled or is reassigned by the Company to a more senior employee in the same
job title. Also, prior to the time that
any further surplus is declared in such job title, and whether within such six
(6)-month period or thereafter, the retainee (or, after such six (6)-month
period, the previous retainee) may be replaced in the job title by a more
senior employee concurrent with the latter's downgrade to the job title. If such replacement occurs within the six
(6)-month period, the Company shall be required to transfer such retention status
to the downgraded senior employee. In
instances where the replaced employee is not a current retainee, the most
junior employee will be replaced. The
22.3(a) Periods Used for Making Computations. For purposes of determining the allowable
number of retentions and using and applying such retentions, calendar six
(6)-month periods shall be used, the first period in each year to be from January
1 to June 30, inclusive, and the second period to be from July 1 to December
31, inclusive.
22.3(b) Allowable Number – By Location. For each such period the number of allowable
retentions shall be determined separately for each of the following "locations": Seattle-Renton;
22.3(c) Allowable Usage. At each location the use of the number of
allowable retentions for the applicable six (6)-month period shall be in
accordance with the following:
22.3(c)(1) Three (3) levels of seniority will be
identified: (a) zero (0) years through
nine (9) years, (b) ten (10) years through fourteen (14) years and (c) fifteen
(15) years or more. The total retentions
in all three (3) levels shall not exceed four and one-half percent (4.5),
subject to Subparagraph 22.3(c)(3).
22.3(c)(2) Retentions shall apply only as against
another employee in the same seniority level, subject to Subparagraph
22.3(c)(3).
22.3(c)(3) An additional one (1) percent number of
retentions (one (1) percent in addition to the four and one-half (4.5) percent
allowed by Section 22.3(b)) may be used in each such six (6)-month period at
each such location only to retain (a) an employee in Labor Grade 5 or above as
against another employee who is in a higher seniority level; or (b) an employee
assigned to a program having restricted access limitations.
22.3(c)(3) Retentions described in Subparagraph
22.3(c)(3) will be accounted for separately and the
22.3(d) Computations – Fractional Results. In applying the percentages and making the
computations under this Section 22.3, the number of allowable retainees shall
be computed to the nearest whole number and a fraction of one-half (l/2) or
more shall be treated as one (1).
The Company's use of retentions in the number
allowed under Section 22.3, or the surpluses resulting from the application and
use of such retentions, shall not be subject to challenge or to grievance procedure.
In
the event that the Company determines that there is an excess of employees in a
job title at a particular Company location, the order of surplus of such excess
will, subject to the use of retentions as defined in Sections 22.2 and 22.3, be
in reverse seniority order in such job title at the primary or remote location
where the surplus has been declared.
Each employee upon being subject to surplusing
action will have the right to be downgraded to the highest of the following:
22.6(a) To a lower job title
which is not lower than the next lower job title in his/her job family or
previously held job families or,
22.6(b) To the highest-graded
job title, including emergency classification, held for ninety (90) or more
consecutive calendar days during the preceding eight (8)-year period.
The foregoing will apply
providing work is being performed in such lower job title applicable to Section
22.6(a) above or in the job title applicable to Section 22.6(b) above and
providing further that his/her seniority entitles him/her to such placement
when compared with the seniority of employees (other than retainees or
stewards) in such job titles or of those employees who are Category A
candidates for such job titles. If such
an employee rejects a job offer for which he/she has downgrade rights and
prefers layoff, he/she can so elect but he/she relinquishes Category A rights,
to the job offered and rejected. When
there is no such lower job title or where his/her seniority at the time does
not entitle him/her to placement referred to in Section 22.6(a) or Section
22.6(b) above, he/she may be downgraded to any offered job title he/she will
accept, or laid off. Reclassifications
involving employees and the rights of such employees in connection with
surplusing procedures will be subject to the Category A rights of others to the
extent provided in Section 22.7.
NOTE: The provisions of
Section 22.6(a) and Section 22.6(b) will not apply in instances where following
appropriate review, an employee was removed from his/her previous job title due
to medical limitations, lack of qualifications or an employee requested
downgrade.
Employees in Category A with one (1) or more
years of seniority at the time of surplus from a job title, and who have held
the job title (or higher classification thereof) at the primary location where
the transaction occurs, will, for the first three (3) years of their Category A
status, have the preferential right to fill openings in such job title (or
lower grade in the same job family) as against all other individuals, except as
to the following:
22.7(a) Senior employees moved into the job title,
whether by lateral reclassification, downgrade or emergency classification.
22.7(b) Junior employees moved into the job title on a
temporary basis by lateral assignment, reclassification or downgrade for not to
exceed thirty (30) calendar days, or for ninety (90) calendar days when agreed
upon by the Company and the Union, if requested by the Company for conditions
such as surplus mitigation and maintaining production health, but not for the purpose
of filling open requirements. Agreement
will not be unreasonably withheld. This
thirty (30)-day period relating to each individual assignment on a temporary
basis cannot be extended by the assignment of another employee to the job title
on a temporary basis. The
22.7(c) Employees, whether senior or junior, assigned to
the job title from another Primary Location on a temporary basis for not to
exceed thirty (30) calendar days unless mutually extended by the parties.
22.7(d) Junior employees who are assigned to emergency
classification to a different occupation or job family for not to exceed sixty
(60) calendar days, or for ninety (90) calendar days when agreed upon by the
Company and the Union, if requested by the Company for conditions such as
surplus mitigation and maintaining production health, but not for the purpose
of filling open requirements. Agreement
will not be unreasonably withheld.
22.7(e) For those openings in Labor Grade 6 and above
only, junior employees in the same occupation or job family moved into the job
title by downgrade, if at the time of filling the opening, the Category A
employee has been surplused from the job title for more than thirty (30)
calendar days.
22.7(f) Employees, senior due to the accumulation of
bargaining unit seniority, returning to the bargaining unit from a supervisory
or non-supervisory position.
22.7(g) Employees in Aircraft On
Ground (AOG) assignments such as Incident Repair Mechanics/Inspector, whether
junior or senior, who are assigned to any other job title on a temporary basis
for a period of time less than ninety (90) days. Assignments shall not be used for the purpose
of filling open requirements.
Anything to the contrary in this Agreement
notwithstanding, when the Company determines it is necessary to reduce the
number of employees working within a job title at a particular location, any
employees in the organizations considered by the Company to have an excess
number of employees, who are within such job title, may be temporarily laid off
for not more than fourteen (14) calendar days, with or without application of
the procedures stated in this Agreement during such period of temporary
layoff. The Company agrees that the
The order of selection of individuals for
assignment from Category A shall be from those who on the date of their layoff
or downgrade were Category A candidates for the open job title strictly on the
basis of seniority.
Such
transfers and reclassifications shall be in accordance with the following
rules:
22.10(a) The Company may make lateral transfers (no
change in job title) from one organization to another without limitation,
subject only to the limitations of Section 22.7 of this Article 22 relating to
preferential rights as to certain Category A employees.
22.10(b) The Company may make lateral reclassifications
from one job title to another, or may make downgrades from one job title to
another, subject only to the limitations of Section 22.7 of this Article 22
relating to preferential rights as to certain Category A employees.
22.10(c) An employee who has been reclassified to the job
title within the preceding eight (8)-year period shall, in the event of surplus
action affecting him/her, be afforded the right to return to one of the other
job titles in a job family in which he/she has worked during the eight (8)-year
period described above, providing he/she worked in that job title or family for
ninety (90) or more consecutive calendar days within or immediately prior to
such eight (8)-year period, and has greater seniority than another employee
(not a retainee or steward) in that job title.
Reclassifications involving employees and the rights of such employees
in connection with surplusing procedures will be subject to the Category A
rights of others to the extent provided in Section 22.7. An employee who rejects such an offer shall
have the right, upon their request, to be reclassified to a job title to which
the employee has established downgrade surplus rights described in Section
22.6. Such employee shall be considered
an employee accepting a downgrade and shall be eligible for the provisions of
Article 6, Section 6.3(d) – Rate Retention and this Article 22. Such employee will not be eligible to file an
effective application for Category A for the rejected job.
22.10(d) Any employee who is laterally reclassified by
the Company and is within the following ninety (90) days found by the Company
unqualified (for reasons other than not being "physically
qualified"), to perform his/her new assignment shall be (1) assigned to
other work in the same labor grade or (2) given the opportunity of returning to
his/her former job title, providing, as to (2), that he/she worked in the
former job title for thirty (30) consecutive days or more within the year
preceding the reclassification to the new job and his/her seniority will
support his/her return to the former job title.
In the event an employee is holding a higher graded job classification
but is no longer assigned to work as a lead (as defined by the Rules Governing
the Application of Job Descriptions), he/she shall be given the same
consideration for lateral transfers accorded to employees in the lower graded
job classification of the work being performed.
NOTE: The foregoing
paragraphs Section 22.10(c) and Section 22.10(d) will not apply in instances
where, following appropriate review,
an employee was removed from his/her previous job title due to medical limitations
or lack of qualifications.
Selection
of employees or individuals for assignment to an open job title shall be made
in the following order (except that employees on leaves of absence in excess of
thirty (30) days need not be considered for promotion during such leave):
22.11(a) Those employees in Category A (in relation to
the open job title), in accordance with Section 22.9; then,
22.11(b) Those qualified Category B Employees in
seniority order, subject to the provisions of Section 22.1(k); then,
22.11(c) Those identified through the ERT System; then
22.11(d) Those from any other sources, in any order.
22.12(a) Employees, who
successfully complete the requirements of graduation from the Joint
Apprenticeship Program, shall be immediately promoted to the designated target
job title of such program, or in the case of the Machinist Joint Apprenticeship
Program or the Cellular Manufacturing Machinist Joint Apprenticeship Program,
to one of the designated target job titles, subject only to the following:
22.12(a)(1) Graduate Apprentices,
upon graduation from the Joint Apprenticeship Program, shall be deemed to have
met the qualifications of Section 22.6 and Section 22.10 for establishing
downgrade or lateral reclassification rights to the designated target job title
provided they are otherwise qualified.
22.12(a)(2) Graduate Apprentices
assigned a target job title, who are subject to surplus prior to the completion
of thirty (30) days in such job title shall be deemed to have met the
qualifications of Subparagraph 22.1(a)(1) and shall be considered as Category A
for return to such job title provided they are otherwise qualified.
22.12(a)(3) Graduate Apprentices not
assigned to a target job title upon graduation from the Joint Apprenticeship
Program, who are limited due to the provisions specified in Section 22.7 of
this Article 22 relating to preferential rights of certain Category A employees
shall be deemed to have met the qualifications of Subparagraph 22.1(a)(1) and
shall be considered as Category A for return to such job title provided they
are otherwise qualified.
22.12(a)(4) Graduate Apprentices
assigned to a higher-graded job than the target job title upon graduation from
the Joint Apprenticeship Program shall be deemed to have met the qualifications
of Section 22.1, Section 22.6, and Section 22.10 for establishing Category A,
downgrade, or lateral reclassification rights for the target job title provided
they are otherwise qualified.
22.12(a)(5) Graduate Apprentices who
are assigned to the target job and are subsequently promoted to a higher-graded
job than the target job title prior to the completion of the established time
periods as described in the respective sections of Article 22 shall be deemed
to have met the qualifications of Section 22.1, Section 22.6, and Section 22.10
for establishing Category A, downgrade, or lateral reclassification rights for
the target job title provided they are otherwise qualified.
22.12(a)(6) Graduate Apprentices not
assigned to the target job title upon graduation from the Machinist Joint
Apprentice Program or the Cellular Manufacturing Machinist Joint Apprenticeship
Program, who are limited due to the provisions specified in Section 22.7 of
this Article 22 relating to preferential rights of certain Category A employees
or who have been assigned to a higher-graded job than the target job title
shall be designated one of the target job titles by the site senior Human
Resources representative or designee to one of the Machinist target jobs for
the Machinist Graduate or one of the Cellular Manufacturing Machinist target
jobs for the Cellular Manufacturing Machinist Graduate and shall be deemed to
have met the qualifications of Subparagraph 22.1(a)(1) and shall be considered
as Category A for return to such job title provided they are otherwise
qualified.
NOTE: Entry into the
Apprenticeship Program will be considered a promotion for the purpose of
establishing rights under the terms of Article 22. Apprentices will also be ineligible for any
Category A, lateral reclassifications or downgrade rights they may qualify for
under the terms of the Collective Bargaining Agreement until graduation or
removal from the program.
22.12(b)(1) Target job titles of the
Joint Apprenticeship Program for Jig and Fixture Tool Maker, Maintenance
Machinist, Model Maker, Tool and Die Maker, Tool and Cutter Grinder, N/C Spar
Mill Operator, Industrial Electronic Maintenance Technician, Machine Tool
Maintenance Mechanic and Tooling Inspector are as follows:
|
Apprentice Job No. |
Apprentice Job Title |
Target Job No. |
Target Job Title |
|
A12XX |
Apprentice
Jig & Fixture Tool Maker |
75508 |
Tool
Maker B |
|
A14XX |
Apprentice
Maintenance Machinist |
89709 |
Maintenance
Machinist A |
|
A15XX |
Apprentice
Model Maker |
03609 |
Model
Maker B |
|
A18XX |
Apprentice
Tool and Die Maker |
76010 |
Tool
and Die/Deep Draw |
|
A19XX |
Apprentice
Tool and Cutter Grinder |
40708 |
Tool
Grinder A |
|
A20XX |
Apprentice
N/C Spar Mill Operator |
17908 |
Spar
Mill Operator A N/C |
|
A21XX |
Apprentice
Tooling Inspector |
54808 |
Tooling
Inspector B |
|
A22XX |
Apprentice
Machine Tool Maintenance Mechanic |
89509 |
Machine
Repair Mechanic A |
|
A23XX |
Apprentice
Industrial Electronic Maintenance Tech |
87510 |
Electronic
Maintenance Technician |
22.12(b)(2) Target job titles of the
Joint Apprenticeship Program for Machinists are as follows:
|
Apprentice Job No. |
Apprentice Job Title |
Target Job No. |
Target Job Title |
|
A13XX |
Apprentice
Machinist |
70208 |
Grinder
Operator A |
|
A13XX |
Apprentice
Machinist |
17408 |
Lathe
Operator |
|
A13XX |
Apprentice
Machinist |
70808 |
Milling
Machine Operator A |
|
A13XX |
Apprentice
Machinist |
C4608 |
N/C
Multi Tool and Milling Machine Operator |
|
A13XX |
Apprentice
Machinist |
71908 |
Gear
Cutting Machine Operator A |
22.12(b)(3) Target job titles of the Joint
Apprenticeship Program for Cellular Manufacturing Machinists are as follows:
|
Apprentice Job No. |
Apprentice Job Title |
Target Job No. |
Target Job Title |
|
A24XX |
Apprentice
Cellular Manufacturing Machinist |
N0309 |
General
Machinist |
|
A24XX |
Apprentice Cellular
Manufacturing
Machinist
|
73809 |
Flexible Machining System (FMS) Operator
|
|
A24XX |
Apprentice
Cellular Manufacturing Machinist |
C3809 |
Machinist
Assembler Precision |
In the event an employee declines to accept a
normal line promotion for a location and shift for which he/she has filed an
effective application, there will be no requirement that he/she again be
considered for that particular location and shift unless the employee refiles
an application at any time ninety (90) or more calendar days after he/she
declines the promotion.
A procedure for reviewing the promotion of a
designated candidate is provided in Section 22.15 and the application of such
procedure and the right to invoke it are subject to the following rules:
22.14(a) A "request for review" is a claim that a senior Category B employee
should have been promoted instead of a designated candidate.
22.14(b) In the case of a request for review:
22.14(b)(1) The request for review
shall be limited to the claim that the one making the request (the senior
employee) has been aggrieved by the promotion of a designated candidate to the
next higher step in the senior employee's normal line of promotion.
22.14(b)(2) The request for review must be filed within seven
(7) workdays after the promotion is published in an appropriate posting area.
22.14(b)(3) The senior employee must
be an employee who is claiming that he/she should have received the particular
promotion, rather than the designated candidate and the sole objective of the
request shall be to establish that he/she is qualified for the promotion. He/she cannot make more than one (1) request
in either of the six (6)-month periods:
January-June, inclusive; July-December, inclusive.
22.14(b)(4) The senior employee must
have been on his/her present job for a period of not less than six (6) months
immediately prior to the request. Such
an employee who goes on the inactive payroll or on layoff shall become eligible
to file a request for review upon his/her return to the active payroll provided
he/she meets the other qualifications.
22.14(b)(5) Where more than one (1)
request is addressed to or based on the same promotion of a designated
candidate, in accordance with Subparagraph 22.14(b)(1), above, only one (1)
request will be permitted and that request will be on behalf of the most senior
employee among those filing such a request.
The other requests shall be deemed withdrawn.
22.14(b)(6) An applicant to an
opening which opening is away from his/her Primary or Remote Location is not
eligible to file a request for review.
Requests for reviews that meet the requirements
of Section 22.14 will be subject to the following rules and review procedures:
22.15(a) A request for review may be submitted to the
Union Relations Office, or a representative thereof, either by the employee or
by a business representative on the employee's behalf.
22.15(b) The request must be in writing and contain the
employee's name, current organization and identification number; the pertinent
facts relating to the promotion in question; and a statement of the reasons and
facts which show that the senior employee is qualified.
22.15(c) The Union shall make a thorough investigation of
the grounds for the request for review in order to determine whether, in the
22.15(d) If, after such investigation, the Union
determines the request to be one warranting further processing, and if no
agreement can be reached between the Company and the Union as to a disposition
of the matter prior to submitting it to the Review Board, then the matter shall
be referred to the Review Board not later than ten (10) workdays after the
filing of the request for review.
22.15(e) There shall be a Review Board or Review Boards
to hear and determine requests for review at various Company locations. At Primary Locations, the Review Board(s)
will meet at least once a month; a Review Board at a Remote Location will meet
as necessary, but no later than thirty (30) days after a request for review is
filed.
22.15(f) Each Review Board shall consist of three (3)
members: one (1) appointed by the Union, one (1) appointed by the Company, and
a chairperson whose selection shall alternate between the
22.15(g) The Board members shall be familiar with the
types of work involved, but to the extent practicable, such Board members shall
be from a different work area or organization.
Neither the selecting supervisor nor the senior employee shall be
members of the Review Board hearing his/her case, but they may be required to
give testimony.
22.15(h) The Union Relations Office, or a representative
thereof, shall establish the time and location of meetings of the Review Board
and shall notify the