Fleet Service Tentative Agreements
Employees assigned mandatory overtime are not always told why they were selected, how long the assignment will last, or where they fall in the seniority order.
Requires the Company to tell employees why they are being assigned mandatory overtime, how long the assignment is expected to last, and the seniority order used to make the assignment.
Source: Article 4.D.9 – Mandatory Overtime (TA dated September 11, 2025)
This adds a new way to group employees when assigning mandatory overtime.
Allows shift end times within 45 minutes of each other to be grouped together when assigning mandatory overtime.
Source: Article 4.D.9 – Mandatory Overtime (TA dated September 11, 2025)
This adds a process for reviewing whether assigned mandatory overtime can be reduced.
Requires the Company to make a reasonable effort to review remaining shift end times and reduce mandatory overtime using reverse seniority.
Source: Article 4.D.9 – Mandatory Overtime (TA dated September 11, 2025)
This changes the maximum amount of mandatory overtime that can be assigned and how mandatory overtime is paid.
Mandatory overtime may be assigned up to 8 hours before or after a scheduled shift.
Mandatory overtime at 8 hours is paid at double time.
Mandatory overtime worked on two or more consecutive days is paid at double time.
Source: Article 4.D.9 – Mandatory Overtime (TA dated September 11, 2025)
This adds new options when a meal period is not provided during the required window.
If the employee continues working instead of taking a meal period, they will be paid for that time.
The employee may request to leave work 30 minutes early instead of taking the rescheduled meal period, subject to management approval.
This better defines what happens when a meal period is not provided during the required window.
Source: Article 4.A.9 – Meal Periods (TA dated April 10, 2025)
This defines what happens when an employee is not allowed to leave early after requesting to skip a meal period.
If an employee requests to skip the meal period and leave early but is required to remain due to an extraordinary operational need, the employee will be paid 30 minutes at the applicable rate.
The supervisor will document the reason for the extraordinary operational need and provide notice to the Local Committeeperson and station HR Manager.
If there is a disagreement, the issue may be raised to the Local Committeeperson and station HR Manager.
Source: Article 4.A.9 – Meal Periods (TA dated April 10, 2025)
Employees need clear rules when schedules change after bidding.
Requires a rebid if a shift changes by more than 1 hour in length or start/stop time.
Requires at least 7 calendar days’ notice for temporary schedule changes.
Requires a rebid if temporary schedule changes are expected to exceed 30 days.
Source: TA Language – Work Schedule Bids (Article 4.B.9, TA dated Sept. 11, 2025)
Employees need protection from mandatory overtime during vacation periods and rest periods.
States employees will not be assigned mandatory overtime during their vacation periods.
Requires an effort to adjust the employee’s shift to provide the minimum 8-hour rest period when mandatory overtime causes a rest-period violation.
Source: TA Language – Mandatory Overtime (Article 4.D.9, TA dated Dec. 11, 2025)
Employees need clear pay rules when they are required to work mandatory overtime.
Requires all mandatory overtime hours to be paid at the applicable overtime rate, but not less than time and one-half.
Requires double-time pay when an employee is required to work mandatory overtime on two or more consecutive days.
Source: TA Language – Mandatory Overtime (Article 4.D.9, TA dated Dec. 11, 2025)
Temporary assignments might be used instead of posting a permanent position.
Allows the Company to create assignments lasting less than 90 days.
Requires assignments of 90 days or more to be posted as a vacancy.
States employees should not be moved between shifts to perform the same work unless there are business needs or unique circumstances.
Requires the Company to notify the Union when assignments exceed 30 days.
Source: Temporary Assignments TA (Section E.1, Nov. 21, 2024)
Employees might be temporarily assigned to work outside their home location.
Defines TDY assignments as temporary work outside an employee’s home location.
Requires each station to establish a TDY pool each year.
Requires the first TDY assignment to be offered by basic bid seniority.
Moves employees to the bottom of the list after accepting or declining an assignment.
Requires Company consultation with the Union if assignments exceed 90 or 120 days.
Source: Temporary Assignments TA (Section E.1.a, Nov. 21, 2024)
Additional staffing might be needed during peak seasons.
Allows seasonal assignments of less than 120 days.
Gives priority to furloughed employees at the location in seniority order.
Allows part-time employees to upgrade to full-time schedules in seniority order.
Allows the Company to use other employees or outside hires if needed.
Limits combined temporary assignments from exceeding 180 days without approval.
Source: Temporary Assignments TA (Section E.2, Nov. 21, 2024)
Some work might require specialized skills not normally used in daily operations.
Requires the Company to notify IAM leadership about project needs.
Requires assignments to be posted and awarded based on qualifications and interview.
Allows assignments to exceed 365 days with Union approval.
Source: Temporary Assignments TA (Section E.3, Nov. 21, 2024)
Temporary staffing needs require clear limits and notice to employees and the Union.
Requires the Company to inform employees and the Local Committee of the expected duration and daily hours of temporary staffing needs.
Allows temporary employees to work for up to 5 months.
States temporary employees are not considered on active status.
States temporary employees do not accrue seniority and are not subject to recall after their jobs end.
Source: TA Language – Temporary Assignments (Section E.4, TA dated Nov. 21, 2024)