Central Load Planning Tentative Agreements
Central Load Planner (CLP) is a basic position within the Central Load Planner Classification at the Network Operations Center, Central Load Planning workgroup. CLP’s provide weight and balance support and performs operational duties in specific areas, including but not limited to:
(i) Aircraft loading directions and approval for baggage, customers, cargo, final fuel, and weight and balance related additions and deletions directly related to all weight and balance computations. Additional operational support for charter, non-scheduled operations and station operations functions related to weight and balance.
(ii) Charter Desk is a position within the Central Load Planner classification. The Charter Desk requires qualified Load Planners to ensure they provide an accurate Load Manifest prior to each supplemental operation including but not limited to, passenger / cargo sections, military charters, sports team charters, ferry flights, special flights or test flights.
3. Charter Desk. The Company will staff charter desks with CLPs who hold a charter desk qualification. This qualification will be awarded by bid seniority from volunteers from the CLP workgroup. In the event the Company does not receive enough volunteers for this qualification, based on the needs of the service, the Company may select CLPs to hold this qualification in reverse Bid Seniority order. An employee bidding the Charter Desk must have at least 1 year of service in their classification.
Charter Desk Premium: $3.00
The Charter Desk becomes a position in the contract.
The Charter Desk qualification process is now protected by contract language.
The $3.00 Charter Desk premium is also now in the contract.
Most of these practices already existed operationally, but this TA puts them into the book.
Employees who use DATS or Floating Holidays will not be placed at the bottom of the overtime eligibility list.
Employees who use DATS or floating holidays will no longer be placed at the bottom of the overtime eligibility list.
g. All mandatory overtime hours will be paid at the applicable rate of pay but not less than the time and one half (1.5X) rate of pay regardless of work status or hours worked. In the event 8 hours of mandatory overtime is called before or past an employee’s scheduled shift in any 24-hour period, the employee will be paid at the double-time (2X) rate of pay for all 8 additional hours. If an employee is required to work mandatory overtime on two or more consecutive days, the minimum payment for all mandatory overtime hours worked will be at the double-time (2X) rate of pay.
If an employee is required to work 8 hours of mandatory overtime, all 8 hours of that overtime will be paid at double time.
Mandatory overtime on two or more consecutive days stays at double time.
d. Vacation Buy/Sell. Removed ->Co-workers with more than 25 completed years of service may elect to purchase an additional week of vacation during the vacation purchase annual election period. During or prior to the vacation bid for the following calendar year, employees may elect to “buy” a week of vacation for use in the following year, unless they have already elected to defer holidays from the current year to that following year. Such vacation must be bid as a block. If an employee opts to “buy” a week of vacation, the employee will not have the option of deferring holidays to the following year; in other words, employees may not “buy” a week of vacation for use in the following year and also elect to defer holidays to that same following year under Section B.9.a.(i) below.
Removing the 25-year requirement will let everyone buy vacation time - instead of only long-service employees.
The Company may not unilaterally impose a vaccination requirement on an employee covered by this agreement except when required by law or by the terms of a government contract.
This section shall not limit the Company’s ability to offer voluntary incentives to employees covered by this agreement to encourage vaccination.
The Company cannot require vaccinations unless required by law or by a government contract.
The Company may still offer voluntary vaccination incentives.