Back to work.

Ok, now that the union vote is behind us and we are union free its time to start making demands and changing the company.

It’s always been in our heart to make these shops better, hands down. So here is our goal: now that we can, as they have said, communicate directly without a third party the company has to start making good on the new direction it’s promised the workers in exchange for their NO votes.

The key areas:

• Communication
• Mandatory overtime
• Policies

These are going to be watched very carefully and we have no reason to want PCC to fail, quite the opposite.

Overtime SO FAR has been improved, but for the record the slowdown in mandatory has been directly correlated to the IAM drive.

Communication: the election has brought on plenty of new comment boards and increased manager floor time for sure, which are working examples (if used correctly and not abandoned) of great tools. Again, we will see.

Policies: this is a big issue for many. The policy review committee they announced has yet to prove itself, but we will give it time.

Now the BIG one, this is something we have heard a TON, from pro union and anti union folks alike:

Earned Sick pay use will not excuse “occurrence”. (That we have 10 of before INSTANT termination) Employees are literally forced to use FML (family medical leave) (or drag themselves in) and wait weeks or months for approval and people who take attendance very seriously (as we should) are thrown under the suspicion bus, and at risk for discipline or worse.

Being here, and on time is CRUCIAL. But the policy that makes employees feel like they have to fight red tape and HR for basic fairness is a failure on the company’s part. They tout giving workers sick pay a benefit, but it only benefits us if we can use it.

Kevin Stein, here’s a direct challenge: No occurrences for use of earned sick pay.

It’s a start, were all on the same team now.


3 thoughts on “Back to work.

  1. On the sick time issue; in speaking with friends who work elsewhere, they are dumbfounded to hear that we (pcc employees) are penalized for taking our EARNED SICK PAY, furhter more, the employment division doesn’t even recognize our attendance policy…go figure.

  2. It is the way it is because people were taking advantage of the previous system. I for one hated seeing guys miss 15-20 days or more before getting put on their step 1 write up.

    I agree we are backed into a corner with our current policy. But its done 2 things. More people are here more often. And more people are self terminating. Some good ones have gotten caught up in this. But, we have also managed to dump a lot of dead weight.

    • You are very right in allot if ways, although the rationale is flawed. In theory as of right now an honest employee could miss 10 days of work while calling in (5 days if not notified) in an entire year and be irreversibly terminated.
      There are many who take advantage of FML (legitimate or not) to avoid this, but besides a prearranged absence which only 3 a quarter are allowed, there is no current avenue to have sick time excused.

      That being said, under no circumstance should a chronically absent and tardy individual be given free range to take advantage indefinitely. But I think there is common ground in the middle to be found, such as allowing one of the two weeks allowed as paid sick time to be occurrence free. Or as a start even allow the first day of a sickness period to be excused over the phone call in line, and prearranged used concurrently if needed.

      Policies have been piled on and updated and changed around over and over they would really benefit from an overhaul to simplify and strengthen. As far as the “dead weight”, when I’ve been in several leadership positions there were countless individuals that were right on the edge of the occurrence limit, at risk of a “walk out”, but would I label these people as having attendance issues? Heck no.

      Management may have intentions to keep their plants fully staffed every day, but in the process it’s gone a little too far, and honestly it doesn’t take very much added flexibility to the system to start making people feel like they are no longer walking on a tightrope, and drastically improve morale.

      Thanks for your comment.

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