Storekeeper Tentative Agreements
Storekeeper responsibilities include but are not limited to:
[MODIFIED]- Receiving; shipping; checking; inspecting; classifying; issuing; kitting; Dangerous Goods Acceptance; inventorying; storing of supplies, equipment and materials;
- Operation of warehousing and distribution equipment, including the driving of vehicles such as trucks, golf carts, lifts and Company issued devices;
- Preparation and maintenance of required records and reports;
- Transfer of parts and materials between locations;
- Other storeroom, warehousing and distribution work.
This adds kitting, Dangerous Goods Acceptance, and use of Company-issued devices to Storekeeper duties.
The current Agreement does not clearly define a standardized process for selecting employees into full-time and part-time Designated Station Trainer (DST) assignments.
[MODIFIED - Changes in Bold]Full-time DST positions are filled through the Lead bid process. Qualified Leads must meet the requirements for the position and pass a selection interview. Once an employee passes the interview, the result is valid for two years, and positions are awarded by Lead seniority. The Union may select one available Storekeeper to participate in the interview process and provide input.
If no qualified Leads are selected, the position may be posted to other Storekeepers at the location. If a Storekeeper fills a full-time DST role, they are paid at the Lead rate.
Employees who perform DST work, including part-time assignments, are paid at the Lead rate for the hours worked. Part-time DST roles are filled using the same process as full-time positions.
DST positions go to Leads first. If none are selected, other Storekeepers can fill the role, and anyone doing DST work is paid at the Lead rate.
Article 1.E covers how temporary assignments are created and filled.
[MODIFIED - Changes in Bold]The Company can create and fill vacancies of less than 90 days for any position within a classification with active employees for any reason. Any assignment of 90 days or more will be posted as a vacancy.
Absent unique circumstances or business needs, employees will not be moved from one shift to another shift to perform the same work.
The Company will notify the Union as soon as practical of short duration assignments exceeding 30 days.
Short temporary assignments can last under 90 days, but longer assignments must be posted as vacancies.
Temporary Duty Assignments (TDY) are intended for work outside of an employee’s home location to supplement staffing. If TDY is expected to exceed 90 days, the Company will confer with the Local Committee. If expected to exceed 120 days, the Company will confer with the PDGC or designee.
The Company has the discretion to determine which station or stations it will use to staff TDY assignments and to set eligibility criteria based on business needs. This may include home location, skillset, position, qualifications, full-time or part-time status, and training requirements.
By December 31 of each year, each station will solicit and establish a pool of employees covered by this Agreement to staff TDY assignments for the next calendar year. Employees may opt in and opt out of the pool at times designated by the Company.
The first TDY assignment in the calendar year will be offered by basic bid seniority. Once an employee accepts or declines a TDY assignment, the employee will be placed at the bottom of the TDY list.
If the Company fails to follow the TDY offer process, the impacted employee’s remedy is first right of refusal for the next available TDY opportunity for which they are qualified, if they notify the Company within 72 hours.
Employees who fail to maintain eligibility requirements or adequately perform the TDY assignment may be removed from the assignment and TDY pool.
TDY assignments use a yearly pool, start by seniority, and rotate employees to the bottom after they accept or decline.
Exclusive of vacation requirements, when a Lead job in a work group for a full shift is regularly filled each workweek by temporarily upgrading an employee more than half of the time for 60 consecutive days, a regular Lead vacancy will be bulletined and awarded.
The Company and the Union will meet to discuss extenuating circumstances that may indicate a permanent Lead is not required for short-term operational needs or unexpected outages.
If a Lead role is repeatedly filled by temporary upgrades, it can trigger a regular Lead vacancy.
Seasonal assignments may be used when the needs of service require additional hours or employees in a Location. These assignments must be less than 120 days per rolling calendar year, excluding administrative time for training or badging, unless additional days are agreed to by the Local Committee.
Multiple short duration and seasonal assignments are not meant to exceed 180 days. Any extension beyond 180 days must be approved by the PDGC or designee.
Project Assignments may be used when there is a need for a unique skillset for a project to perform work not customarily performed by employees covered under this Agreement.
Project Assignments will be posted and awarded based on qualifications and an interview. Employees may be assigned for more than 365 days with the consent of the PDGC or designee.
Seasonal assignments get longer limits, and new project assignments require posting, qualifications, and an interview.
The Company may fill temporary needs as outlined in Section E.2. When filling temporary needs, the Company will inform employees and the Local Committee of the contemplated duration and daily hours of the jobs.
Temporary employees may work for up to 5 months, are not considered on active status, and are subject to all provisions of this Agreement unless otherwise noted. They accrue no seniority and are not subject to recall after their jobs end.
Temporary staffing must be explained to employees and the Union, including how long the jobs are expected to last and the daily hours.
Article 2.A.1.a lists specific locations where Storekeeper work is protected. This agreement addresses locations not included in that list.
[MODIFIED - Changes in Bold]Storekeepers will continue to be staffed at locations not listed in Article 2.A.1.a as of DOR, provided a minimum average of fifty (50) supply orders per three (3) consecutive calendar months is maintained.
Additionally, at the time of DOR, any location not listed in Article 2.A.1.a with an A-Check performed by UA Technicians shall be afforded the Job Protections in Article 2.A.1.a as long as the A-Check is performed by UA Technicians.
Storekeepers stay staffed at smaller locations if there is enough work. Locations with A-Checks get full job protections as long as that work continues.
a. All scheduled meal periods are unpaid.
b. Eight (8) hour shifts will have a scheduled meal period between the beginning of the 4th and the end of the 6th hour of the shift, unless otherwise mutually agreed upon. Ten (10) hour shifts will have a scheduled meal period between the beginning of the 5th and the end of the 7th hour of the shift, unless otherwise mutually agreed upon. In work areas where it is not feasible for employees to take a meal period due to regular operational requirements, employees will be scheduled for a straight 8 or 10 hour shift at the Company’s discretion.
i. Employees must be assigned a meal period within the contractually defined meal window between the beginning of the 4th and the end of the 6th hour of an 8 hour shift, and between the beginning of the 5th and the end of the 7th hour of a 10 hour shift to avoid a meal penalty.
For 8-hour shifts, the meal period must be assigned between the beginning of the 4th hour and the end of the 6th hour.
For 10-hour shifts, the meal period must be assigned between the beginning of the 5th hour and the end of the 7th hour.
If the meal period is not assigned within the contract window, a meal penalty may apply unless the situation is handled under the operational necessity process.
Removed ? Part-time shifts entitled to a meal period will have the meal period scheduled as close to the mid-point of the shift as operationally possible.
c. For shifts less than 8 hours and entitled to a meal period:
i. Meal periods should be scheduled between two hours before or two hours after the midpoint of a shift.
ii. Employees who are assigned a meal period which starts within the first 30 minutes of a shift, with the pre-authorization of management may elect one of the following options:
A. Accept the meal period.
B. Accept the meal period and leave 30 minutes early.
C. Forego the meal period.
D. Forego the meal period and leave 30 minutes early.
iii. An employee who is entitled to a meal period and does not receive a meal period may be allowed to leave work 30 minutes early with the pre-authorization of management.
iv. In any of the above options, employees will be paid for all hours worked.
| Shift | Shift Length | Meal Period |
|---|---|---|
| 0600-1130 | 5.5 | 0645-1045 |
| 0600-1200 | 6.0 | 0700-1100 |
| 0600-1230 | 6.5 | 0715-1115 |
| 0600-1430 | 8.5 | 0900-1200 |
| 0600-1630 | 10.5 | 1000-1300 |
The old language only said shorter-shift meal periods should be scheduled as close to the midpoint as operationally possible.
This TA replaces that with a real meal-period window for shifts under 8 hours that are entitled to a meal period.
If a meal period starts within the first 30 minutes of the shift, employees may choose from the listed options only with management pre-authorization.
If employees work through the meal period, they must be paid for all hours worked.
ii. If, due to operational necessity and with the pre-authorization of management, an employee does not receive a meal period during the meal window, the options are:
A. Management will assign and communicate a new 30 minute meal period at another operationally feasible time during the employee’s shift and no remedy will be due. Additionally, the employee may request to leave work 30 minutes early. Employees will be paid for all hours worked.
1. The employee is responsible to advise the supervisor if they wish to forego the new meal period.
B. Forego a meal period and be allowed to leave work 30 minutes early and be paid at their straight time rate of pay for the meal period.
1. Forego a meal period and depart work 30 minutes early, unless advised by the Supervisor of an extraordinary operational necessity for the employee to remain for the balance of the regular shift and be paid 30 minutes at the applicable rate.
a. The Supervisor will send a brief email to the Committee Chairperson and the HR Manager describing the extraordinary operational necessity.
b. In the event there has been a disagreement concerning an extraordinary operational necessity, the issue may be raised by the Local Committeeperson to the station HR Manager for resolution.
C. Forego a meal period and the employee elects to remain through the end of the scheduled shift, and be paid 30 minutes at the applicable rate.
iii. Employees who do not receive a meal period during a shift, either by employee choice or due to operational necessity, will still be subject to Task Completion and assignment to mandatory overtime based on the needs of the operation.
If an employee misses a meal period during the meal window because of operational necessity, management may assign a new 30-minute meal period later in the shift.
If management assigns a new meal period under this process, no remedy is due under the agreement.
The employee may request to leave 30 minutes early. If management requires the employee to stay because of extraordinary operational necessity, the supervisor must document the reason.
Employees who do not receive a meal period are still subject to Task Completion and mandatory overtime based on operational needs.
Article 4.B.1 governs how work schedules are posted, bid, and awarded. The current Agreement requires postings to include scheduled start times, shift lengths, scheduled days off, work areas, and effective dates.
[MODIFIED - Changes in Bold]The shift bid process for Warehousing and Distribution Storekeepers responsible for servicing aircraft maintenance will include the preferencing of work assignments within bid areas.
This applies at all hub locations.
At Line stations, this process may also apply with Union consent and mutual agreement.
When bidding shifts at hubs, Storekeepers can now choose the jobs they want to work within their area. At Line stations, this can happen if both the Union and Company agree.
Under the current Agreement, certain rules apply when an employee’s hours of service are changed by one (1) hour or more.
[MODIFIED - Changes in Bold]Article 4.B.9 is revised by removing the “one (1) hour or more” threshold for hours of service changes.
Hours of service changes are no longer limited by a one (1) hour threshold and are governed under the provisions of this Article.
More schedule changes now fall under the contract, not just changes of one hour or more.
The Agreement establishes a probationary period for newly hired and transferring Storekeepers.
[MODIFIED - Changes in Bold] ATO Desk at CHIParagraph 1. Company employees transferring competitively into an IAM-represented classification will be regarded as probationary for the first 180 calendar days of active service in the position. Depending on training needs, probation may be extended up to a maximum of 240 days from date of hire with local committee concurrence. Monthly job evaluations must be provided to the local committee demonstrating the need for such extension.
Paragraph 2. Newly hired employees will be regarded as probationary for the first 180 calendar days of active service in the position. Depending on training needs, probation may be extended up to a maximum of 240 days from date of hire provided monthly job evaluations are submitted to the local committee demonstrating the necessity for such an extension.
Paragraph 6. An employee may be assigned and re-assigned to any shift and days off during the employee’s probationary period with a 7-day notice. No later than the 181st day, all employees completing their probation or anyone whose probation has been extended will select a bid line that their seniority can hold, and report no later than the beginning of the next pay period.
Probation lasts 180 days, it can be extended to 240 days, provided the Company gives the Committee monthly evaluations demostrating the need.
c. When a travel assignment is available, the Company will make every reasonable effort to offer the assignment to the qualified person at the top of the list. The person offered the assignment will be placed at the bottom of the list regardless of whether the employee accepts or declines the assignment. If there are no available employees on the list, the Company may solicit from employees not on the list.
d. If an employee is scheduled for a regular day off (RDO) and there is a travel opportunity, they will be considered unavailable unless management approves to reschedule their RDO. If considered unavailable, their position on the list for the next opportunity will not change.
e. If a travel assignment extends beyond an employee’s regular shift unexpectedly, the employee and their supervisor shall discuss whether the employee will return the same day or receive overnight accommodations to return the following day.
f. An employee on a form of discipline for failing to adequately perform the function of the inventory recovery assignment will be removed from the list for 6 months. Following this period, the employee can choose to rejoin the list during the subsequent sign-up opportunity.
This TA updates the travel list rules for domestic inventory recovery work.
LOA 9 establishes job protections for Storekeeper work.
[NEW]If LOA 9 Job Protections are renewed, the Agreement will be amended to include the handling of non-aircraft related material at United-operated Warehousing and Distribution airport locations, provided that such material is not stored within the facility.
LOA 9 adds certain non-aircraft material handling to protected Storekeeper work if it is renewed.
The Company may not unilaterally impose a vaccination requirement on an employee covered by this agreement except as required by law or by the terms of a government contract.
This section does not limit the Company’s ability to offer voluntary incentives to employees covered by this agreement to encourage vaccination.
The Company cannot unilaterally require vaccinations. It can still offer incentives to encourage employees to get vaccinated. Requirements tied to law or government contracts are not restricted by this provision.