Aug 11, 2023

Dear Member;

We have confirmed the following dates for conciliation:

• September 5, 8, 15, 26, 27, 28, 29
• October 4, 6

At conciliation we will attempt to resolve the outstanding issues, and if they remain unresolved they will be settled at Arbitration.  We still do not have confirmed Arbitration dates, but anticipate being able to share details in the upcoming weeks.

• Standby Rates of Pay
• Mileage Rates
• Resolving Non-Technical Issues from Home
• Working on a Corporation Holiday
• Northern Leave

We have received a few calls regarding the proposed changes to rest time as they relate to the amended article below.  To be clear, the union did not negotiate reduced OT hours for staff.  The amended language (on a go forward basis) was in response to the corporation developing a fatigue management plan where it stated it will avoid placing staff in situations where they would be working in excess of 14 hours in a 24 hour period (the corporation has complete authority to authorize OT work under management rights).  We were able to negotiate a complete 8 hour rest period (which essentially includes travel time back to work the next day), as well as premiums for staff that go beyond the 14 hour period being set by the corporation.

D1.10.2 Employees who work 16 14 hours in any 24-hour period will be granted 8 consecutive hours of off duty time rest at their home or temporary accommodations while working out of headquarters zone (work-related travel time outside of the employee's headquarters zone will be considered time worked and will not be considered part of the rest period)If any portion of the 8 consecutive hours of off duty time rest overlaps their normal working hours, there will be no loss of regular pay.

If it is necessary for employees to work without 8 consecutive hours of off duty time rest after 16 14 hours of work in any 24-hour period, such work shall be paid at the equivalent of triple time until 8 consecutive hours of off duty time rest is provided. Employees will make reasonable efforts to inform their supervisor when they are approaching 16 14 hours in a 24-hour period, to discuss rest time and return to work considerations, as well as allow the supervisor to make alternate arrangements and updates to customers. Safety of employees and the public should always be the major consideration.

Have a safe weekend.

In solidarity,

Business Manager
IBEW Local Union 2034