SCOPE OF THIS CONTRACT DOCUMENT ANDASSIGNMENT OF WORK TO LONGSHOREMEN. DISPATCHING AND REGISTRATION SECTION 8 SECTION 9 TRAINING 8.24 The Employers agree not to interfere with the Walk- ing Bosses or Foremen’s right to transfer their registration back to the longshore registration list provided, however, that Walking Bosses/Foremen shall at all times remain as an au- tonomous unit.8.25 To maintain his or her registration, each employee must continue to fulfill the standards of responsibility set forth in Section 1. Failure to do so shall be cause for deregistration or transfer back to longshore registration.8.26 Individuals registered as Walking Bosses/Foremen will be considered probationary for a period of 1 year. During such year, the work record and capabilities of the probationary Walking Bosses/Foreman shall be subject to evaluation by the Employers. The Employers shall have the right at any time within the 1-year probationary period to have removed from the registration list of Walking Bosses/Foremen and returned to longshore registration any probationary Walking Bosses/ Foreman who, in the opinion of the Employers, is considered to be unqualified. This right to return a probationary Walk- ing Bosses/Foreman to longshore registration shall not require joint agreement. The probationary Walking Bosses/Foreman and the Union will receive a written explanation from the em- ployer. All above actions are subject to discussion at the Joint Port Walking Bosses/Foremen’s Labor Relations Committee.
SCOPE OF THIS CONTRACT DOCUMENT ANDASSIGNMENT OF WORK TO LONGSHOREMEN. GUIDELINES FOR REMEDIES AND PENALTIES IN CASES OF DISCRIMINATION, HARASSMENT & RETALIATION UNDERTHE SPECIAL SECTION 13.2 GRIEVANCEPROCEDURESLongshore workers, clerks, walking bosses/foremen, superintendents or managers, outside truck drivers, ven- dors, contractors, or others who violate Section 13.2 of the Agreement, as described in the ILWU-PMA Equal Employment Opportunity Policy & Procedures (referred to as the Policy), by engaging in discrimination or harassment (including hostile work environment) in connection with any action subject to the terms of the PCWB&FA (understood to include work sites, joint dispatch halls, training sites, and other locations, when reasonably related to employment covered by this Agreement) based on race, creed, color, sex (including gender, pregnancy, sexual orientation), age (forty or over), disability, national origin, or religious or political beliefs, or by engaging in retaliation of any kind for filing or supporting a complaint of such discrimination or harassment (referred to generally as “Prohibited Conduct”) will be subject to discipline or penalties up to and including termination, deregistration or permanent loss of dispatch privileges or loss of access to employer sites. Likewise, PMA Employers, PMA offices and ILWU Locals are sub- ject to all appropriate remedies for directly violating this Policy, including mandatory training, distribution of notices to employees, and changes in policies and practices found toSCOPE OF THIS CONTRACT DOCUMENT AND SECTION 1ASSIGNMENT OF WORK TO LONGSHOREMENGUIDELINES FOR REMEDIES AND PENALTIES IN CASES ADDENDA OF DISCRIMINATION, HARASSMENT & RETALIATION UNDERSPECIAL SECTION 13.2 GRIEVANCE PROCEDURESviolate this Policy.The minimum discipline for any individual found guilty of violating this Policy shall be seven (7) days off work, and attending Diversity Training without pay. The minimum dis- cipline for any individual found guilty of retaliating against someone for complaining of Prohibited Conduct or retaliat- ing against someone for assisting another who complained, or for quid pro quo harassment (for example, demanding sexual favors for dispatch or job assignments) or for physi- cal harassment shall be one month off work and attending Diversity Training without pay. Remedies may also include reassignment from a location where the victim works; time off without pay for longer periods (for example, thirty (30) days, ninety (90) days, one year); permanently being ineli- gible fro...
SCOPE OF THIS CONTRACT DOCUMENT ANDASSIGNMENT OF WORK TO LONGSHOREMEN. SPECIAL GRIEVANCE/ARBITRATION PROCEDURES FOR THE RESOLUTION OF COMPLAINTS RE DISCRIMINATION AND HARASSMENT UNDER SECTION 13.2 OF THE PACIFIC COAST WALKING BOSSES AND FOREMEN’S AGREEMENT
SCOPE OF THIS CONTRACT DOCUMENT ANDASSIGNMENT OF WORK TO LONGSHOREMEN. TERM OF AGREEMENT SECTION 23 clerk and Walking Bosses/Foremen locals, and such monies will be used as an offset by each local receiving such monies against the respective local’s share of the joint dispatch hall expenses. When such distribution is made, the ILWU Coast Pro Rata Com- mittee will advise each PMA Area Manager of the breakdown and amounts of the distribution, with a carbon copy of such in- formation to the PMA Treasurer in San Francisco.
SCOPE OF THIS CONTRACT DOCUMENT ANDASSIGNMENT OF WORK TO LONGSHOREMEN. TRAINING SECTION 9 SECTION 10 EMPLOYMENT AND MANNING program shall be a minimum of 5 consecutive work days. The current 10 day duration of the training program in Los Angeles/ Long Beach shall remain in effect.
SCOPE OF THIS CONTRACT DOCUMENT ANDASSIGNMENT OF WORK TO LONGSHOREMEN be delivered or mailed within 7 days of the decision of the Joint Port Labor Relations Committee.17.4521 If such an appeal is taken within the time limits allowed, the Joint Walking Bosses/Foremen’s Coast Labor Relations Committee shall either confirm or reverse or modify the decision of the Joint Port Labor Relations Commit- tee without any further hearing, or order a further hearing and thereupon issue its decision on the basis of the entire record including that at both hearings.17.453 An appeal from the decision of the Joint Walk- ing Bosses/Foremen’s Coast Labor Relations Committee can be presented to the Coast Arbitrator by the individual involved, the Employers or the Union. An appeal to the Coast Arbitrator filed by an applicant for registration involving the subject of registration shall be permitted only for those grievances which the Joint Walking Bosses/Foremen’s Coast Labor Relations Committee, in its sole discretion, certifies to the Coast Arbi- trator that the facts introduced in support of the grievance into the record of the prior proceedings, if unrebutted, may support a finding of a violation of the grievant’s Section 13.3 rights under this Agreement. Appeal shall be by a written request for an arbitrator’s hearing mailed or delivered to the Union and the Employer representatives of the Joint Walking Bosses/ Foremn’s Coast Labor Relations Committee if by an individ- ual, or to the individual and the other party’s representative on the Joint Walking Bosses/Foremen’s Coast Labor Relations Committee if by either the Union or the Employers. Such an appeal shall be timely only if such request for an arbitrator’sSCOPE OF THIS CONTRACT DOCUMENT AND SECTION 1ASSIGNMENT OF WORK TO LONGSHOREMENADMINISTRATION OF AGREEMENT AND GRIEVANCE PROCEDUREShearing is so filed in writing with the Joint Walking Bosses/ Foremen’s Coast Labor Relations Committee no later than 7 days after issuance of the decision of the Coast Walking Boss- es/Foremen’s Coast Labor Relations Committee from which an appeal to an arbitrator is taken.17.4531 The arbitration procedure shall be carried on in accordance with the procedures generally applicable un- der this Agreement for arbitration before the Coast Arbitrator.
SCOPE OF THIS CONTRACT DOCUMENT ANDASSIGNMENT OF WORK TO LONGSHOREMEN onerous claim made in good faith shall be disallowed is not a finding that a worker is guilty of an offense within the meaning of this Section. Any employer may file with the Union a com- plaint against any member of the Union, and the Union shall act thereon and notify the Joint Labor Relations Committee of its decision within 15 days from the receipt of the complaint. An employer shall not be required to appear nor need to participate in discipline by the Union of its members beyond the filing of complaints.17.811 If within 30 days thereafter the Employers are dissatisfied with the disciplinary action taken under Section 17.81, then the following independent procedure of Section17.82 may be followed, which procedure shall also be appli- cable in the case of Walking Bosses/Foremen not members of the Union.17.82 The Joint Labor Relations Committee has the power and the duty to impose penalties on Walking Bosses/Foremen who are found guilty of stoppages of work, assault, refusal to direct cargo work in accordance with the provisions of this Agreement, or who leave the job before relief is provided, or who are found guilty of pilfering or broaching cargo or of drunkenness or who in any other manner violate the provisions of this Agreement, or any arbitration awards or decision. In determining penalties, neither the parties nor the arbitrators shall consider offenses that predate by 5 years or more the date of a current offense.17.821 Assault.SCOPE OF THIS CONTRACT DOCUMENT AND SECTION 1ASSIGNMENT OF WORK TO LONGSHOREMENADMINISTRATION OF AGREEMENT AND GRIEVANCE PROCEDURES 17.8211 For first offense assault: Minimum pen- alty, 1 year’s suspension from work. Maximum penalty, dis- cretionary.17.8212 For second offense assault: Mandatory cancellation from registered list upon request of either party.17.8213 In either case such conviction shall not be dependent upon the existence of a prior court decision, nor shall the determination of guilt await a court decision.17.822 Pilferage.17.8221 For first offense pilferage: Minimum pen- alty, 60 days’ suspension from work. Maximum penalty, dis- cretionary.17.8222 For second offense pilferage: Mandatory cancellation from registered list upon request of the employer.17.823 Drunkenness or smoking in prohibited areas.17.8231 First offense: Suspension for 15 days. 17.8232 Second offense: Suspension for 30 days. 17.8233 Succeeding offenses: Minimum penalty,60 days’ suspension. Maximum penalty, discretionary.17.824 Abuse of or ...
SCOPE OF THIS CONTRACT DOCUMENT ANDASSIGNMENT OF WORK TO LONGSHOREMEN to have a shorthand or stenotype reporter present to report the proceedings nor shall employment of counsel be necessary. The arbitrator, on this basis, shall promptly issue an oral inter- im ruling with respect to the grievance or dispute and thereafter confirm it in writing. An interim ruling shall be binding on the parties regarding the particular issue on the particular ship on the particular occasion, but shall not be a precedent for other cases. Any interim ruling shall be binding unless reversed by a contrary decision after a formal hearing.17.63 If either party is dissatisfied with the interim ruling, the question shall be immediately referred at the request of such party to the Area Arbitration Panel for hearing and deci- sion in accordance with the normal procedure. The panel shall then proceed as if there had been a failure to agree on the ques- tion by the Joint Labor Relations Committee, provided that the panel may temporarily delay a hearing to permit prompt bona fide efforts to settle the question in the Joint Labor Relations Committee.17.64 The use of the informal procedure leading to an interim ruling can be waived by consent of both parties with respect to any particular dispute or grievance. If at the begin- ning of the informal procedure either party establishes a good- faith claim that an issue, other than a dispute with respect to Section 11, is of general significance or that the formal proce- dure will be necessary to settle such issue, the arbitrator shall rule that the informal procedure be bypassed regarding such issue. In the absence of such waiver or decision to bypass, theSCOPE OF THIS CONTRACT DOCUMENT AND SECTION 1ASSIGNMENT OF WORK TO LONGSHOREMENADMINISTRATION OF AGREEMENT AND GRIEVANCE PROCEDURESarbitrator shall hold an informal hearing and issue an interim ruling regarding the dispute in accordance with the procedure set forth above.