Jury duty I

The current rule is ‘double up on jury - straight time pay’.

We say no to straight time. We demand the bonus pay of 4 hours for doubling up.

Sick on holiday III

The current rule is ‘sick off run on holiday, pay straight time for actual time worked plus additional 8 hours for holiday - medical documentation required for all sick on holiday’.

We say since the co worker has made himself/herself available by working then became sick - we say the pay must be the whole run. In addition to that no medical documentation except for filing the employer sick form when returning to work.

This is not like a situation where the co worker is calling sick from home on holiday.

Sick on holiday II

The current rule is ‘sick on holiday (more than 30 days) pay sick (run pay) deny holiday’.

We do not agree with that, we say the holiday must be paid also.

Sick on holiday I

The current rule is ‘sick on holiday (less than 30 days) pay holiday (8 hours)’.

We say the pay should be a run pay.

Home visit

The current rule of ‘if you are on the sick control list you are subjected to home visit by our employer’ should be abolished.

We say no more.

11 hour rule

As you are aware this rule states that ‘when total work time is over eleven (11) hours - pay half time on that part over 11 hours’.

8 hour rule

The rule as many are aware is that ‘when total work time is over eight (8) hours - pay half time on that part over 8 hours’.

6 hour rule

If any part of your work either the first half or second half is over six (6) hours of work then you need to check and verify your time card that you get the thirty (30) minutes penalty meal time.

Our employer has reduced a majority of the work time to less than six (6) hours. Some members alleged they have not received their thirty (30) minutes penalty time.

Retirement sick bonus II

The current rule ‘he/she must have at least half of his potential total sick leave to get retirement sick bonus’.

We say this rule must be abolished.

Retirement sick bonus I

The current rule ‘when an employee retires he/she will get paid for “half” of his sick balance’.

We say he/she should be paid his total sick leave.

Sick leave control V

‘Cannot be placed on sick leave control list without counseling’ is a non sense rule. We wonder what a management member who has no background in medical practice would offer.

We demand this rule be abolished.

Sick leave control IV

We do not agree with any ratio that our employer has placed on TWU Local 100 members for sick leave.

In addition we do not agree with the ratio of cutoff that our employer has placed on TWU Local 100 members. It makes no sense that ‘available sick balance/max possible sick balance= percent balance’.

Sick leave control III

Our employer rule is that ‘employees hired after April 29, 1988 if placed on the sick control list will lose first day pay for sick until removed from sick list’ which is an inhumane rule.

This rises to unfair labor practice - it is unacceptable that TWU Local 100 member should lose his/her pay for being sick because he/she is in our employer sick control list.

Sick leave control II

Our employer’s tactic of smothering the sick days should be abolished. Imagine if you give your child money then you place restrictions on how he/she can utilize the funds, it makes no sense. Thus based on the above we say TWU Local 100 members should have complete freedom in when or how to utilize their sick days.

Sick leave control I

We do not agree with the current rule that ‘all on sick control list “must” provide medical documentation’.

We say TWU Local 100 members just fill in the sick form thats it.

Cashing out sick day IV

The current restriction is ‘must have at least 50% of max potential as adjusted for any previous sick cash out’.

This restriction is baseless because if a co worker has 1 day sick balance and desires to cash it out he/she should be able to do so - it should be the employee’s option.

Cashing out sick day III

The current rule that restricts a co worker ‘can cash out up to 2 sick days per year’ is not acceptable.

TWU Local 100 members should be able to cash out all their sick balance - it should be his/her option.

Cashing out sick day II

We do not agree with the rule ‘that you must have 25 days sick balance as of November 1st to be able to cash out’.

We say no more to this non sense.

Cashing out sick day I

We do not agree with the current rule of ‘cash out pay is 8 hours’.

We say cashing out sick day should be run pay instead.

Sick out of town

The current rule is that a ‘co worker is carried sick unpaid until documentation from out of town physician is turned in and approved’.

We say out of town documentation be treated as in town documentation.

Sick time

The current rule is ‘sick time interrupted for scheduled vacation’.

Instead let the vacation to be put on hold then rescheduled.

Sick control list

The current rule is that co workers who are on the sick control list must provide medical documentation.

We say no more.