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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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