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The Confusion of Holiday Scheduling
Hello Brothers and Sisters!
It seems that everyday holiday season there is
constant confusion on how the holiday schedule
is made and how it is administered. The holiday
scheduled is a total different animal than Art 8
scheduling. This is due to the fact that holiday
scheduling is done strictly by juniority and a
pecking order that is designated in your local
memorandum of understanding.
Under Art 11, Holiday Scheduling is to be done
by first scheduling:
1) all casuals and PTF’s to the maximum extent
possible, even into OT.
2) Then all volunteers are to be scheduled prior
to forcing anyone in.
3) Then (according to your local agreement, this
varies) the designated holiday carriers are to
be scheduled by juniority.
4) Then if there are not enough carriers they
will schedule according to the SDO carriers by
juniority. Most of the locals under Br 1091 are
set this way, designated holiday first, then the
SDO carriers, be sure to check with your
steward. If you notice there is no mention of
ODL’s or Non-ODL’s. This is because under Art.
11 it is scheduled strictly by the pecking order
and not by the ODL list as per Art 8.
Most of the locals under Br 1091 are set this
way, designated holiday first, then the SDO
carriers, be sure to check with your steward. If
you notice there is no mention of ODL’s or Non-ODL’s.
This is because under Art. 11 it is scheduled
strictly by the pecking order and not by the ODL
list as per Art 8.In fact the ODL list has
nothing to do with scheduling on a holiday and
the initial 8 hrs are NOT to be placed toward
equitability? Why? Because the schedule was
determined by a pecking order and not by Art 8.
This scheduling is not by the ODL list, so
senior ODL’s may be sitting at home enjoying the
holiday while non-odl carriers may be scheduled
to work. This is proper by Art 11 and thus the
confusion is created.
Art 8 obligations do not kick in until after the
initial 8 hrs, then the normal rules of OT
distribution apply. All OT, after 8 hrs, should
be distributed to the ODL’s (PTF’s should have
already been scheduled to the max). Those hours
ARE counted towards ODL equitablility.
Overtime and Holiday Scheduling. Much of what is
often considered
“overtime” worked by full-time employees on
their holiday or designated
holiday is not overtime. Rather it is “Holiday
Worked Pay” or
“Holiday Scheduling Premium.” The only work that
is contractually
overtime for full-time employees working on a
holiday or designated
holidays is work beyond eight hours in a day
(See ELM 432.531).
Furthermore, work up to eight hours on a
non-scheduled day assigned
under the provisions of Article 11.6 is not
considered in determining
equitability. This is because the employees
assigned the overtime in
such situations are not “selected from the
Overtime Desired List” under
the provisions of Article 8.5.C.2.a. Rather,
they are selected under the
provisions of Article 11.6 and any applicable
LMOU provisions.
Also, many carriers are under the assumption
that if they are called in to work after the
holiday schedule is posted, they must receive
holiday premium pay. This may not be so.
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The JCAM states: Additionally, if a full-time
employee replaces another full-time employee who
was scheduled to work and calls in sick or is
otherwise unable to work after Tuesday deadline,
the replacement employee is not eligible for
holiday scheduling premium.
Additionally, if a full-time employee replaces
another full-time employee who was scheduled to
work and calls in sick or is otherwise unable to
work after Tuesday deadline, the replacement
employee is not eligible for holiday scheduling
premium. However, if you are called in to
replace a PTF:
Full-time employees who are scheduled after the
Tuesday deadline to replace a properly scheduled
part-time flexible employee who calls in sick or
is otherwise unable to work are eligible for
holiday scheduling premium.
The Posting requirements for Art 11 are as
follows:
If the holiday schedule is not posted as of
Tuesday preceding the service week in which the
holiday falls, a full-time employee required to
work on his or her holiday or designated
holiday, or who volunteers to work on such day,
will receive holiday scheduling premium for each
hour of work, up to eight hours.
Schedules are made according to two Articles, 8
& 11. All days of the year are scheduled
according to Art 8, except for the holiday
schedule. Art 11 presents a different scheduling
order and all carriers need to be aware of this.
I hope this helps to clear up some of the
confusion of Art 11. Just remember that Art 8
and the ODL list have NOTHING to do with the
scheduling of carriers on a holiday. Art 11
supersedes Art 8 on holiday scheduling and the
pecking order applies.
Denny Belden
AKA: VetCarrier
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