Welcome April and the end of winter hibernation. As many of us, me included, are feeling ready to head outside to enjoy the warmer weather, please remember that the pandemic is not over. Vaccination efforts have increased but the potential to contract this virus still remains. Please remain cautious and vigilant in your efforts to maintain your safety and the safety of your family and friends. Wear your mask and continue with the 6-foot social distancing. One day this will pass, and we will be able to return to a sense of normalcy.
As some of you may know, President Graboski, VP Clausius and myself were in discussions with the Company with regards to the CCC, WEEVE and Material Handlers. I will focus on the CCC. The CCC discussions were a result of stalled negotiations for the CCC progression line and Local 1600 requesting the Company to follow the arbitration award received in 2017 with regards to staffing and contractor use. This discussion did not go well. The Union gave a proposal to fill 63 full time vacancies at the CCC and to use the contractors as defined in the arbitration award. The Company countered with 30 spec temps and no change in contractor use. We have contacted the Attorney to take the award and appeal decision back to the judge to enforce the award.
There have been many grievances scheduled to be heard over the past couple months but due to weather situations (storms) and other obligations, they are being rescheduled. I will provide updates once they are heard.
Grievances 20COM-013 and 20COM-015 have been submitted for arbitration. These grievances are about and new hub, Fairview hub, being established in the Comcast Harrisburg territory but being worked by Comcast employees outside of the Comcast Harrisburg territory.
One final note
I have been receiving phone calls with regards to the requirement to contact Sedgwick, for an absence that may exceed 3 consecutive days (both PPL and Talen). Please be advised that the language has not changed and reads as follows:
All requests for sick leave beyond three (3) consecutive days will be administered in the same manner as the Company’s Short-Term Disability Plan. The supervisor will make the initial contact to the disability administrator. (PPL and Talen – Article VIII, Section 1, Paragraph E)
Know that if an employer is aware of why you’re out and it’s a qualified absence according to FMLA, the employer can charge the time to FMLA without the employee applying for it. If you’re absent and have paid time available in the appropriate sick bank, you are NOT eligible for Short Term Disability. I’ve been told, in some of the conversations I’ve had that Sedgwick is advising the employee that they must apply for Short Term Disability. As always, if you have any questions, concerns and/or comments you can certainly contact me, and I’ll do what I can to help. For now, call me on my cell phone 610-554-8376.
Thank you again to all of you. Please be safe and observe all safety recommendations.
Please note, if you would like to be added to the text alerts, please notify Local 1600 via my cell at 610-554-8376 and provide your personal cell phone number and Company.