Update on CN's job reductions in Winnipeg
August 30, 2015
We reported on August 12, 2015 news that CN had served four day job abolishment notices in accordance with Article 13.2 of Collective Agreement 5.1 on four members in Winnipeg who work as Train Movement Clerks (TMC's) at the Company's Transportation Reporting Services (TRS) department at Symington Yard. The reductions were on account of a downturn in rail traffic.
We are in the process of scheduling a Labour Adjustment Committee (LAC) with CN that we requested sometime this week or next to discuss our Step 3 grievance in relation to these reductions, and to address our contentions that these alleged 'temporary reductions' will be 'permanent' reductions based on the improper manner that CN has taken. The Union wants to treat these changes as permanent changes and properly minimize the impact of these changes and ensuring none of our members are deprived of any benefits that the Employment Security and Income Maintenance Agreement (ESIMA) provides them.
We will continue to provide updates on this issue when new information becomes available.
Transfer of Winnipeg Revenue Management: Council 4000 negotiates early retirement incentives to minimize impact of this change
In addition to these changes, the Company had already previously issued a notice in accordance with Article 8.1 of the Employment Security and Income Maintenance Agreement (ESIMA) on transferring the remaining three permanent Revenue Management positions to Montreal in early September.
Unifor Council 4000 Regional Representative Dave Kissack met with CN last week and the Union negotiated special incentives for up to three members who are eligible under the CN Pension rules to retire early. The incentives are a special lump sum amount and maintaining their Group Life Insurance and Extended Health and Vision Care coverage for a period of two years from the date of retirement or until they reach the age of normal retirement, whichever date is earlier. This is an exceptional arrangement based on the fact that the Company is not liable under the terms of the ESIMA or the collective agreement to provide for such arrangements.
The intent of this exceptional arrangement is to ensure that the three junior Unifor members that presently occupy permanent jobs in Winnipeg, will continue to hold permanent jobs after this change. This is possible by three senior members being able to retire with additional incentives in doing so.
Training options are still being looked at based on where members who are initially adversely affected by this change, are qualified to displace. But the Union will ensure that everyone that is effected by the Revenue Management change in Winnipeg, will maintain a permanent job after the change.
Related:
August 12, 2015 - Unifor addressing CN's job reductions in the Winnipeg terminal
We are in the process of scheduling a Labour Adjustment Committee (LAC) with CN that we requested sometime this week or next to discuss our Step 3 grievance in relation to these reductions, and to address our contentions that these alleged 'temporary reductions' will be 'permanent' reductions based on the improper manner that CN has taken. The Union wants to treat these changes as permanent changes and properly minimize the impact of these changes and ensuring none of our members are deprived of any benefits that the Employment Security and Income Maintenance Agreement (ESIMA) provides them.
We will continue to provide updates on this issue when new information becomes available.
Transfer of Winnipeg Revenue Management: Council 4000 negotiates early retirement incentives to minimize impact of this change
In addition to these changes, the Company had already previously issued a notice in accordance with Article 8.1 of the Employment Security and Income Maintenance Agreement (ESIMA) on transferring the remaining three permanent Revenue Management positions to Montreal in early September.
Unifor Council 4000 Regional Representative Dave Kissack met with CN last week and the Union negotiated special incentives for up to three members who are eligible under the CN Pension rules to retire early. The incentives are a special lump sum amount and maintaining their Group Life Insurance and Extended Health and Vision Care coverage for a period of two years from the date of retirement or until they reach the age of normal retirement, whichever date is earlier. This is an exceptional arrangement based on the fact that the Company is not liable under the terms of the ESIMA or the collective agreement to provide for such arrangements.
The intent of this exceptional arrangement is to ensure that the three junior Unifor members that presently occupy permanent jobs in Winnipeg, will continue to hold permanent jobs after this change. This is possible by three senior members being able to retire with additional incentives in doing so.
Training options are still being looked at based on where members who are initially adversely affected by this change, are qualified to displace. But the Union will ensure that everyone that is effected by the Revenue Management change in Winnipeg, will maintain a permanent job after the change.
Related:
August 12, 2015 - Unifor addressing CN's job reductions in the Winnipeg terminal
