Rome Wasn't Built In A Day!!!

We understand that to some extend things have changed, this clip shows an example of a manager who has issues with managing and motivating his people, and you know we have some and that is where the contract works for us. Most will never change, but we can make them comply to rules. We understand that you haven't seen a real copy of the contract as yet and neither have members of management-I don't care what they say they haven't! They are going by what they have been told and evidently what they finally read in our Policy & Procedures manual. Yes that's right people after all this time some members of management finally read the manual, and yes a lot of you need to do the same!

If you read the Policy & Procedures
Manual you would've know that there are infractions listed that you could be disciplined for. Some examples of page 66 & 67;

Excessive Absenteeism/Tardiness, Neglect of Duties, Personal Use of Tollway Property, Improper Dress, Improper Use of Tollway Issued Transponder and my personal favorite Hijacking-the list goes on. If your manager was not following the manual-then shame on them they always had the right to discipline you if you had performance issues. The difference between then and now is they have a clear cut list of rules on how to do it properly and now you will have representation to ensure that!

Check out page 43, Employee Demeanor, to see what is listed there for example;Failure to Follow Tollway Policy & Procedures, Falsification of Timekeeping Records, Harassment of Any Person Employed by the Tollway or Conducting Business with the Tollway, Insubordination or Other Disrespectful Conduct to a Superior, Co-Worker or Customer, etc.-yep these rules not only apply to you, but management as well, so if you know they are violating them you can grieve it. You always had the ability to pursue any of these issues the difference is you now have union representation to ensure that it is handle properly and without repercussions.

And yes on page 22 you will see that they always had the ability to deny Holiday pay if an employee called in sick the day before a holiday or the day after. I know that a lot of you have been here for awhile and maybe your manager let a lot of things slide, well this I am guessing has been brought to their attention-So if some of the things that you were told concern you like tardiness, you need to make some adjustments.

We have had Labor Management Meetings and we are in the process of clearing issues up. This is all new to both sides of the table, so you have to expect bumps in the road, such as managers scrambling to implement rules that they think have to be in place or they will get in trouble. Rules like signing in and out for breaks-you do not have to do that unless you have been doing that all along. We have seen the memo that is going out to Department Chiefs, Managers and Non-Bargaining Unit Supervisors to clarify this. Eating at your desk You Can what they do not want, and I concur with, is folks taking time out to eat at their desk for a half hour and then taking their half hour!

We are still working on Flex Time that has been just flat out denied, a few have been justifiable and we are looking to get better operational concrete reasons for it. Know this management does have the right to run their operation in the manner that they see fit, however if it was running a certain way all along now after the contract is ratified is not a reason to change it! Also know that when submitting a justification for Flex Time, Rush Hour Traffic is not a good reason! I don't know anyone who wakes up in a hurry every morning and races out every night eager to get into Rush Hour Traffic!








We are working on getting an answer on what is too early to punch in, even though those folks punching in late on a frequent basis is a bigger issue to address, so we ask that you refrain from punching in excessively early (I myself is guilty of this)-but also know that they do not encourage time stamping at your desk on a regular basis. There are folks who had been previously approved for time stamping for one medical reason or another continue what you have been doing. We have also brought to their attention those folks who have been reprimanded for not punching out exactly at the end of their shift, for the amount of folks in the building and the locations of the time clocks this is not possible and it is unreasonable. Adding up your minutes past the end of you shift and claiming you have unapproved overtime is ridiculous. Overtime has to be approved by your supervisor-there is no Unapproved overtime!

We addressed the clothing issue as well. Once we are issued our polos you can wear turtlenecks and tee shirts under the polos, however they ask that you keep in mind that you are in a business environment and refrain from wearing long sleeve shirts under short sleeve shirts and wear tee shirts whose colors won't show under the polo-they are not being unreasonable! You will be issued a sweater, they are color coordinated with the polos, at no cost to you, anything beyond that there will be a charge. Any outwear that you have been given does not have to be returned, unless you happen to work in Systems, Mobile Shop; you are an Antenna Specialist, Field Network Engineer, or a Data Communications Technician. Should you fall in those categories you will not receive any new outer wear unless you return your old and seasonal outer wear will only be issued at the appropriate times of the year. Let me emphasis, while you are on Authority time you can not cover your uniform up with anything but Authority clothing, should you not adhere to this you can be disciplined. While they are not issuing pants or skirts, they are asking that you continue to adhere to the Tollway Dress Code, such as not wearing jeans, etc. We have seen the polos and it is well done there are 3 colors to choose from you can do any combination of colors and sleeve lengths that you want. They are also offering blouses and shirts, that are also well done, as an option, for now those we be at a cost to you. They clarified the uniform issue for those who have to attend hearings at court, contractual meetings, presentations you can continue to dress in the fashion that you have been for these functions.


During the Management meetings the issue of work station appearances came up, such as stuff piled on top of the flippers, clutter in the aisles and inappropriate items , know that if and when the Authority goes around to remedy this-this policy has always been in place and has no bearing on the contract. This also applies to appliances at your desk.

While this clip from The Office is funny and it makes a point;

While we have been criticizing members of management there are members of the bargaining unit that have issues as well and you can grieve them if they violate any of the situations laid out in the contents of "Employee Demeanor" and the "Illustrative List of Infractions". Just like management needs to conduct themselves in an appropriate fashion so do your co-workers. In the past you might have tried to get managers to act on these issues and they didn't, well now they will have to. You have the right to be treated fairly and in a professional manner.

Longevity pay is going to be retro any of you who have 15 yrs can look forward to an extra .20 an hour 25 yrs .50 an hour. You can now also cash in 40 hours of comp time towards your retro check your request would have to be made to your timekeeper prior to 8/31/07. If you feel comp time can be justified (not created) contact your supervisor, should they not be cooperative contact one of us!

Now you have been coming to us with issues, such as Flex Time denial, vacation/personal time being pre-approved (however no time frame for that pre-approval is being given), a change in hours worked, supervisor pay being denied etc.-We Have Been Addressing Them. As the title of this post suggests things take time everything is not going to get taken care of right away-But They Will Get Taken Care Of!

Take a deep breathe-practice some Lamaze if you have to-and give the dust time to settle! This is new to management as well as it is to the bargaining members, give it some time things will work out. We all should be getting a copy of the contract within the next couple weeks and between that and the Policy Manual things should start to become clearer.

Now we had our first constitution meeting July 26th and once again folks promised to show up and didn't-this doesn't surprise me, however it did surprise others that managed to be there. There were folks that I was surprised to see there and am very thankful that they did show they had good ideas to share and that is what we need! I have said it before and I will say it again this is a team effort and if you want all the kinks ironed out you have to spend some of your time to do that-you can not continue to hope that a few people will do that for you. This is a group effort and while I understand some folks do have commitments it is time for you to step up to the plate and try to squeeze this into your busy schedule-If You Want It To Work Right!

There will be 2 more readings of the constitution coming up the first will be August 2nd at 5:00 pm and the second will be August 8th at 3:30 pm and again at 5:30 pm the location will be announced via this blog, newsletter and it will also be posted on our bulletin boards located in the employee break areas at Central Support, Warehouse, Plaza 75 and the lower level of Central Authority. You will then have an opportunity to voice your opinions and vote on the constitution-your voices and votes can not be heard if you don't show up!

We are looking for folks interested in working on a newsletter for our local anyone interested please see one of us.