Transition Period NA2019: Difference between revisions
(Created page with "=== Transition Period === The <b>2019</b> National Agreement makes structural changes to the non-bargaining unit workforce and, therefore, creates a need for a transition period to implement the changes. The parties agree to a transition period not to ex�ceed 120 days from the date of the Union’s ratification of the Agreement.</p><p> During the transition period, the number of casuals employed at any installation may be maintained at current levels or at <b>3.0%</b>,...") |
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=== Transition Period === | === Transition Period === | ||
The <b>2019</b> National Agreement makes structural changes to the non-bargaining unit workforce and, therefore, creates a need for a transition period to implement the changes. The parties agree to a transition period not to | The <b>2019</b> National Agreement makes structural changes to the non-bargaining unit workforce and, therefore, creates a need for a transition period to implement the changes. The parties agree to a transition period not to exceed 120 days from the date of the Union’s ratification of the Agreement.</p><p> | ||
During the transition period, the number of casuals employed at any installation may be maintained at current levels or at <b>3.0%</b>, whichever is lower. An exception will be made for installations that have local agreements | During the transition period, the number of casuals employed at any installation may be maintained at current levels or at <b>3.0%</b>, whichever is lower. An exception will be made for installations that have local agreements allowing temporary use of additional casuals; such agreements will remain enforceable, provided that after the local agreement expires (if within the 120 day period) the number of casuals will be limited to <b>3.0%</b>. Any new non-career employees hired during the transition period will be MHAs. At no time during the transition period will the combination of casuals and MHAs exceed 21.5% of the total number of career mail handler employees | ||
in a district and <b>26.5%</b> in any installation except as provided for in Article 7, Section 1B.</p><p> | in a district and <b>26.5%</b> in any installation except as provided for in Article 7, Section 1B.</p><p> | ||
<b>Unless otherwise noted above, all other contractual language in the 2016 National Agreement relating to casuals will continue to apply during the 120-day transition period. During the transition period, the parties will review and remove all contractual language relating to casuals from the National Agreement.</b></p><p> | <b>Unless otherwise noted above, all other contractual language in the 2016 National Agreement relating to casuals will continue to apply during the 120-day transition period. During the transition period, the parties will review and remove all contractual language relating to casuals from the National Agreement.</b></p><p> | ||
After 120 days from the date of the Union’s ratification of the Agreement, the language of Article 7, Section 1B3 concerning MHA hiring shall be in full force and effect. | After 120 days from the date of the Union’s ratification of the Agreement, the language of Article 7, Section 1B3 concerning MHA hiring shall be in full force and effect. | ||
Revision as of 23:51, 9 June 2023
Transition Period
The 2019 National Agreement makes structural changes to the non-bargaining unit workforce and, therefore, creates a need for a transition period to implement the changes. The parties agree to a transition period not to exceed 120 days from the date of the Union’s ratification of the Agreement.
During the transition period, the number of casuals employed at any installation may be maintained at current levels or at 3.0%, whichever is lower. An exception will be made for installations that have local agreements allowing temporary use of additional casuals; such agreements will remain enforceable, provided that after the local agreement expires (if within the 120 day period) the number of casuals will be limited to 3.0%. Any new non-career employees hired during the transition period will be MHAs. At no time during the transition period will the combination of casuals and MHAs exceed 21.5% of the total number of career mail handler employees
in a district and 26.5% in any installation except as provided for in Article 7, Section 1B.
Unless otherwise noted above, all other contractual language in the 2016 National Agreement relating to casuals will continue to apply during the 120-day transition period. During the transition period, the parties will review and remove all contractual language relating to casuals from the National Agreement.
After 120 days from the date of the Union’s ratification of the Agreement, the language of Article 7, Section 1B3 concerning MHA hiring shall be in full force and effect.