Brothers and Sisters,
 
As you are aware, there have often been difficulties in finding out where you have the right to 'bump' in the event of a layoff or displacement. The problem becomes more evident when the company does a re-organization or 'more than usual' temporary layoff notices (like they did this year). For a long time, we have been trying to get them to address this with a centralized number for us to call or at least consistent information of who to contact. The methods of addressing "displacement" information is inconsistent, at best.
 
The majority of layoffs and displacements occur around the end of the year, with TP&E shutting down, snow service starting, B&S in many areas temporarily reducing, Christmas holidays, etc. etc. However they can (and do) happen at any time, with very little notice.
 
There have been many cases when a member has been unduly affected (lost wages) by not getting the right information in a timely manner and their supervisor or manager will keep them on pay without it giving rise to a grievance.  However, this year that has been changing and there have been instances where we have had to grieve the problem. Some have been paid, though there are others that are still outstanding.
 
To avoid a continuance or escalation of this situation, we have again been bringing this issue to the company's attention and finally received a letter, referencing this issue, from Dave Freeborn, manager of Labour Relations, yesterday.
 
It addresses who you are to contact if you are looking to displace both within your BST and on the Region (if section 11.8a applies)
 
Though Mr. Freeborn speaks about a "standard practice" continuing, we know that the practice has been anything but standard. There are possible areas where these instructions were standard, but on a system wide basis - department to department, there have been all different kinds of information being given out about who to contact. Employees at various locations, looking to displace, have been told to contact everyone from their immediate supervisor to other TMS's to John Molinski to Mario Martel to Joan Dupuis to the CMOQ to assistant Managers, etc. etc.
 
Regardless, we should look at these instructions (recieved yesterday) on a 'go forward' basis and follow them. Once you contact who you are supposed to, that person will do the followup within the company and get back to you.  No more having someone tell you to call this person or that person, just to save themselves some time and effort, while you are scrambling to find where to go and not to lose any paid time. 
 
If you contact your immediate supervisor and they tell you to call someone else, contact your Director and we will correct this.
 
No matter how you were told to get this information in the past, the instructions below will apply and they are a lot simpler for you. It is now, as it always should have been... "one-stop shopping".
 
We don't know how well the company will circulate and/or post and/or communicate these instructions, so I am supplying them here to you now. This does not relieve the company of their obligations, but is meant only as a supplemental aid and assistance in getting this information out. These instructions state,
 
" ... 
We have reviewed your concerns with our administrative staff and can advise that there are projects currently underway which are designed to address this issue, in the near future.

In the interim, our standard practice for all employees attempting to secure positions on the Region, BST or any other seniority application must continue.  Traditionally, in the application of section 11.8 (a), employees would contact the following Supervisory staff in the event that the employee wishes to learn of seniority options and associated vacancies.

 Track Employees – TMS or ATMS (who will work with Manager, Track Maintenance and Seniority Coordinator and advise)

 Track Programs Employees – Track Programs Supervisor (who will work CMOQ and Seniority Coordinator and advise)

 Bridges and Structures Employees – Supervisor Structures (who will work with Manager Structures and Seniority Coordinator and advise)

 Of course, there are several other classification and/or work groups which are not necessarily covered by the three (3) scenarios identified above.  In all remaining cases, the immediate Supervisor remains the point of contact for employees who are seeking continued employment opportunities.   ..."

I also advise that once you have contacted your immediate supervisor, make a note of who they are and how you contacted them, the time and the date. If you get their voice mail, leave a detailed message with your name, employee number, what information you need and a number for them to contact you. 
 
If they have not provided you with the information you need, before you begin to lose wages ... contact your Director, who will need the above mentioned info.
 
If you are provided with false or incomplete information, contact your Director as soon as you become aware of this. You may not find out untill after you have displaced, but that's alright.  You have 28 days to grieve a violation after the violation is known or reasonably should have been known. That being said, we would rather avoid the need for grievances by simply having the company give out the right information in a timely fashion.
 
Stay safe, stay strong, stay united and remember now that they have put a cost on safety, you could end up paying the price.  So keep your mind focused on safety... for yourself, for your friends, for your family.
 
Bill Brehl
TCRCMWED President