Overtime issues

Management addressed the specific problems Torres faced in her department, so the Local Union’s decision to settle her grievance was rational. Although Torres was still concerned about a pattern of unfair treatment and disrespect, any future problems of this type would have to be addressed in separate grievances. The errors ...

The Local presented Patterson’s arguments to the Company, but it was not persuaded to change its position. The Local Union’s determination that the Company’s position could not be successfully challenged was based on the experience of former Committeemen and the established past practice. Patterson’s claim that the Union’s decision to ...

The 2003 Local Agreement between GM-MFD and UAW Local 1714 introduced the team concept to this location and merged the classifications in the Material Handling Department into one overtime equalization group. It was reasonable for the Representatives of Local 1714 to conclude that the 2003 Local Agreement did not require ...

The circumstances did not warrant a waiver of the time limits. Even if the appeal to the IEB had been timely, it lacked merit because appellants’ charges were properly rejected by the Local Union Executive Board as untimely. The settlement of the Local Union’s demand regarding how overtime would be ...

Palmer admitted that Management had never required him to work overtime in return for flextime hours. No other employees came forward to complain about Management’s use of the flextime policy or claim to have been denied overtime opportunities as a result of a failure to equalize overtime hours. No violation ...

The record establishes that the Local Committeeperson negotiated a settlement of all of Hulme’s outstanding grievances based on his investigation and evaluation of their merits. There is no evidence that improper motivations influenced his handling of the matter. The Committeeperson’s conclusion that he could not obtain a better result for ...

The Local 594 Shop Committee negotiated vigorously with management over a period of several years at the Pontiac location to resolve the full utilization issues. The Union did obtain a substantial monetary settlement from the Company. The Local Shop Committee’s conclusion that it had reached the end of fruitful negotiations ...

The possible disadvantage to third shift employees identified by appellant results from the parties’ agreement to treat the shift beginning at 10:30 p.m. on Sunday as the first shift of the week, or the Monday shift. The Union has demonstrated that this has been the longstanding practice at this location. ...

Douglas argues that he lost the opportunity to work weekend overtime because he was performing duties for the Local on the Wednesday prior to the weekend.  It appears that Douglas could have worked the weekend if he had contacted the employer or simply reported to work on the days in ...

The record supports a conclusion that the chairperson refused to file the requested grievance because he believed the Local Union’s arrangement with management regarding the scheduling of overtime was authorized by the applicable contracts.  The chairperson presented persuasive reasons for giving the alternative work schedule precedence over the principle of ...