The full text on this page is automatically extracted from the file linked above and may contain errors and inconsistencies.
Bulletin 1425-11
March 1970
rorT
U.S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
MAJOR
COLLECTIVE
BARGAINING
AGREEMENTS
SENIORITY IN
PROMOTION AND
TRANSFER
PROVISIONS
Bulletin 1425-11
March 1970
U .S . DEPARTMENT OF LABOR
George P. Shultz, Secretary
BUREAU OF LABOR STATISTICS
Geoffrey H. Moore, Commissioner
For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402 - Price 75 cents
Preface
T his b u lletin is the 11th in a s e r ie s of stu d ies p rep a red by the B ureau of L abor
S ta tistic s d esig n ed to su rv ey the en tire scop e of the c o lle c tiv e bargaining a g reem en t. P r e
viou s rep o rts in th is s e r ie s a re lis te d on the la s t page of th is b u lletin .
T his rep o rt a n a ly zes the r u les for p rom otion s
w ithin the fra m ew o rk of c o lle c tiv e bargaining. It
u se to apply for o p en in gs, and the c r ite r ia u sed to
study em p h a size s the ro le of se n io r ity in p rom otion s
n io rity statu s w hich often accom p an y such m o v es.
and tr a n sfe r s that have been d evelop ed
d e sc r ib e s the m eth od s em p lo y ees m ay
s e le c t from am ong th o se e lig ib le . The
and tr a n sfe r s , and the ch an ges in s e
The p r o c e s s e s by w hich em p lo y ees a re se le c te d for p rom otion s and tr a n sfe r s are
im portant to both co m p a n ies and u n ion s, for they m ay a ffect the e ffic ie n c y and co m p etitiv e
p o sition of the fir m , the m o ra le of the w ork fo r c e , and the eco n o m ic and s o c ia l p o sition
of in d iv id u a ls. E m p lo y ers g e n e r a lly a s s e r t the right to s e le c t em p lo y ees to fill v a c a n c ie s,
and to d eterm in e the c r ite r ia for selectio n ; u n ion s, on the other hand, n o rm a lly a re co n
cern ed w ith the righ t of w o rk ers to req u est and r e c e iv e fa ir co n sid era tio n for job opp or
tu n itie s. The seem in g ly d isp a ra te g o a ls of the p a r tie s, u su a lly cen terin g on the iss u e of
a b ility v e r su s se n io r ity or length of s e r v ic e , a re re so lv e d in a v a rie ty of w ays in c o lle c
tiv e bargaining a g reem en ts.
T his study, lik e e a r lie r o n es, is b a sed on v irtu a lly a ll m a jo r c o lle c tiv e bargaining
a g r e e m e n ts, co v erin g 1,0 00 w o rk ers or m o r e , e x c lu siv e of ra ilr o a d , a ir lin e , and g o v e r n
m en t a g r e e m e n ts. A ll a g reem en ts u sed w ere draw n from a cu rren t file m ain tain ed by the
B ureau for public and g overn m en t u s e , in a cco rd a n ce w ith S ection 211 of the Labor M an
ag em en t R ela tio n s A ct of 1947.
The co n tra ct c la u se s quoted in this rep o rt and id en tified in an appendix a re not in
tended a s recom m en d ed or m o d el c la u s e s . The c la ss ific a tio n and in terp reta tio n of c la u se s
r e fle c t our u n derstan din g as tech n icia n s, not n e c e s s a r ily that of the p a rties who n ego tia ted
th em .
T h is b u lletin w as p rep ared in the O ffice of W ages and In d u stria l R ela tio n s by W inston L.
T ille r y and W illia m V. D eu term ann , J r. , of the D iv isio n of In d u stria l R ela tio n s.
lii
Contents
P age
C hapter 1. Introduction
R ela ted s tu d ie s ______
Scope of study------------
1
2
2
C hapter II. P r o m o tio n s___________________________
P r e v a le n c e of p rom otion p r o v isio n s---------------F a cto rs in p r o m o tio n ----------------------------------------R ole of s e n io r ity ------------------------------------------N o n sen io rity fa c to r s _________________________
S en io rity unit-------------------------------------------------T ie b rea k ers and rating s h e e t s ------------------M ethods of p rom otion ___________________________
P o stin g and bidding__________________________
A utom atic c o n sid e r a tio n -----------------------------E m p loyee req u est-----------------------------------------C om pany d is c r e tio n _________________________
C om binations of m e th o d s----------------------------P ro m o tio n s in sp e c ia l g r o u p s______________
R ole of the union in p ro m o tio n s-----------------------N o tifica tio n to u n io n _________________________
C on su ltation or n ego tia tio n --------------------------R eview of action taken_______________________
O ther union r o le ______________________________
T rea tm en t of em p lo y ees on lea v e or va ca tio n
T r ia l or train in g p erio d follow in g p r o m o tio n E ffect of not q u a lify in g -------------------------------------S e n io rity sta tu s follow in g p r o m o tio n __________
F req u en cy of p r o m o tio n ________________________
3
3
4
4
7
11
14
15
16
18
20
20
21
22
22
23
24
25
25
25
27
29
31
35
C hapter III. P erm a n en t tr a n s fe r s _____________
P r e v a le n c e of tra n sfe r p r o v is io n s -------------M ethod of tr a n sfe r ----------------------------------------T r ia l or train in g p erio d follow in g tran sfer.
D eterm in in g fa cto rs in tr a n sfe r s ----------------R ole of s e n io r ity __________________________
N o n sen io rity fa c to r s -------------------------------S en io rity sta tu s of tr a n sfe r r e d em p lo y ees-,
R e str ic tio n s on freq u en cy of tr a n sfe r ______
41
41
42
43
43
44
44
45
46
C hapter IV. S p ecia l tr a n sfe r s and p r o m o tio n s---------------------------------------------------R e str ic tio n s on tr a n sfe r s b etw een sp e c ific jobs or u n its------------------------------T em p o ra ry p rom otion s and tr a n sfe r s__________________________________________
P ro ced u re for fillin g tem p o ra ry v a c a n c ie s_________________________________
S en io rity during tem p o ra ry a ssig n m e n ts----------------------------------------------------S en io rity in a new unit____________________________________________________________
S en io rity in tr a n sfe r s w ith a job or m a ch in e---------------------------------------------------S e n io rity in tr a n sfe r s and tech n o lo g ica l ch an ge----------------------------------------------S en io rity in p rom oting or tr a n sfe r r in g out of the b argain in g u n it ----------------
47
47
47
49
50
51
52
52
54
v
C ontents— Continued
P age
T a b le s :
1. P ro m o tio n p r o v isio n s in m a jo r c o lle c tiv e bargain in g a g r e e m e n ts,
by in d u stry , 1967—68------2. R ole of se n io r ity in p rom o tio n s in m ajor c o lle c tiv e b argain in g
a g r e e m e n ts, by in d u stry , 1967—68 --------------------------------------------------------------------------------3. R ole of se n io r ity in p ro m o tio n s, by o ccu p ation al c o v e r a g e , 1967—68__________________
4. R ole of se n io r ity in p ro m o tio n s, by se n io r ity units sp e c ifie d
(num ber of a g r e e m e n ts), 1967—68________________________________________________________
5. M ethod of co n sid erin g em p lo y ees for p rom o tio n s in m a jo r c o lle c tiv e
b a rgain in g a g r e e m e n ts, by in d u stry , 1967—68 _________________________________________
36
37
38
38
39
A ppendixe s :
A. S e le c te d p rom otion and tra n sfe r c la u s e s _______ -_________________________________________ 59
B . Id en tificatio n of c la u s e s ------------------------------------------------------------------------------------------------------ 73
vi
Major Collective Bargaining Agreements
Seniority in Promotion and Transfer Provisions
Chapter I.
Introduction
F or the em p lo y ee a s w ell a s the em p lo y er, the ru le s and p r o ced u res govern in g
p rom otion s and tr a n sfe r s are am ong the m o st im portant and often the m o st co m p lex
p r o v isio n s in c o lle c tiv e b argain in g a g r e e m e n ts. Such p r o v isio n s r e p resen t the effo rts
of n e g o tia to rs to a ch iev e eq uitable and w orkable a rra n g em e n ts, by balancin g the rig h ts
of em p lo y ers to u se e m p lo y ees in the m o st efficien t m a n n er, and the rig h ts of e m
p lo y ees to req u est and r e c e iv e fa ir co n sid era tio n for h igh er paid or m o re d e s ir a
ble jo b s.
A prom otion is a m o v em en t to a higher paid or m o re re sp o n sib le job. A
tr a n sfe r is any other m ov em en t betw een jo b s, including la te r a l sh ifts to w ork of
g en e ra lly sim ila r pay and d u ties, a s w ell a s d em otio n s. 1 In la r g e r e s ta b lis h
m e n ts, p rom o tio n s and tr a n sfe r s occu r rou tin ely to fill open ings cre a te d by q u its,
r e tir e m e n ts , ch an ges in the volu m e or m eth od s of prod uction , or other c a u s e s .
In g e n e r a l, em p lo y ers co n sid er p rom otion s or tr a n sfe r s to be a m a n a g eria l
p r ero g a tiv e. In m a n a g em en t's v iew the se le c tio n of em p lo y ees should be b a sed on
m e r it and a b ility rath er than se n io r ity , ex cep t w h ere the q u a lifica tio n s of the e m
p lo y ees being co n sid e red a re r e la tiv e ly equal. P ro m o tio n s or tr a n sfe r s b a sed only
on se n io rity m ay s tifle in d ivid u al em p lo y ee in itia tiv e and im p a ir the e ffic ie n c y of op
e ra tio n s and the co m p etitiv e p o sitio n of the com pany. M anagem ent d isc r e tio n in such
a ctio n s e n su r e s p la cem en t of em p lo y ees on ta sk s for w hich th ey a re b e st su ited , and
fa c ilita te s the h irin g and reten tio n of sk illed w o r k e r s, who often refu se to sta rt at
the bottom of the w age lad d er.
U n io n s, on the other hand, are lik ely to q u estio n m a n a g em en t's a b ility to
judge a ccu ra tely the r e la tiv e q u a lifica tio n s of e m p lo y e e s, and cla im se n io rity b ased
on length of se r v ic e to be m o re equitable and o b jectiv e. The a b sen ce of g en e ra lly
a ccep ted sta n d ard s, unions m a in ta in , w ill in ev ita b ly r e su lt in d iscrim in a tio n and
fa v o r itism . In add ition , m any unions contend that length of s e r v ic e in its e lf is a
job right en titlin g sen io r e m p lo y ees to sp e c ia l co n sid era tio n . By co n sid erin g th ese
sen io rity r ig h ts, co m p a n ies can avoid d issa tisfa c tio n and w ork er g r ie v a n c e s and can
rew ard th eir m o st ex p e rie n ced and loy a l w o rk e rs.
The a g reem en t p r o v isio n s that fo rm a lly r e c o n c ile th e se p o sitio n s v a ry w id ely
in scop e and co m p lex ity ; som e a re b r ie f sta tem en ts of p o licy , w h ile o th ers includ e
in g rea t d e ta il the c r ite r ia for se le c tio n , p r o ced u res for req u estin g job ch a n g es,
esta b lish m en t of se n io r ity in new u n its, the ro le of the union, and m any other a s
p ects of the prom otion and tr a n sfe r p r o c e s s e s .
H arm on iou s rela tio n s do not n e c e s s a r ily req u ire that each phase of the p r o
m otion and tr a n sfe r p r o c e s s be sp elled out in the a g reem en t. In fa ct, the m o st d e
ta ile d p r o v isio n s cannot co v er ev e r y co n ceiv a b le situ ation . The paucity of d eta il in
m any a g reem en ts su g g e sts that co m p a n ies and unions often lim it the fo rm a l p r o
v is io n s to p ro b lem s that have a r ise n freq u en tly or a re ex p ected to a r is e , and m ay
sup plem en t th e se p r o v isio n s w ith in fo rm a l u n d erstan d in gs b a sed on p ast p r a c tic e s .
1 Demotions involving disciplinary action and other involuntary transfers were excluded from the study.
1
2
R ela ted stu d ies
T h is study is co n cern ed w ith se n io r ity in p rom otion and the volu n tary tr a n s
fer of w o rk ers w ithin a plant. A p rev io u s study (B u lletin 1425-10) a n a ly zed in te r plant tr a n sfe r a rra n g em e n ts. Other stu d ies in th is s e r ie s relev a n t to prom otion and
tr a n sfe r have d ealt w ith g riev a n ce and a rb itra tio n p ro ced u res and w ith m an agem en t
r ig h ts. Subsequent rep o rts w ill d is c u ss the ro le of se n io r ity in la y o ff, r e c a ll, and
w ork sh a rin g , and the a d m in istra tio n of sen io rity ; em p h a sis w ill be on w ays s e n io r
ity m ay be a cq u ired , lo s t, and m o d ified .
Scope of study
F or th is study of prom otion and tr a n sfe r p r o c e d u r e s, the B u reau exam in ed
1 ,8 51 m ajor c o lle c tiv e b argain in g a g r e e m e n ts, ea ch co v erin g 1 ,0 0 0 w o rk e rs or m o r e ,
rep resen tin g n e a r ly a ll a g reem en ts of th is s iz e in the U nited S ta te s, ex cep t th o se
in ra ilr o a d and a ir lin e in d u str ie s, and in go vern m en t. T h ese a g r e e m e n ts app lied to
m o re than 7 .5 m illio n w o r k e r s, or n ea r ly h a lf the to ta l co v era g e of c o lle c tiv e b a r
gain in g a g reem en ts o u tsid e the exclu d ed in d u str ie s. Of th e s e , 4. 2 m illio n w o rk ers
co v ered by 1 ,0 4 1 a g reem en ts w ere in m an u factu rin g, and 3 .4 m illio n w o r k e r s, c o v
ere d by 810 a g reem en ts w ere in nonm anufacturing. M ost of th e se a g r e e m e n ts w ere
in effe ct during the 1967—68 p erio d . A ll w ere exam in ed for p rom otion and tr a n sfe r
p r o v isio n s, for the m eth o d s and c r ite r ia u sed to s e le c t e m p lo y e e s, and for the ro le
of se n io r ity in such a c tio n s. 2
A m o re in ten siv e and d eta iled exam in ation of prom otion and tr a n sfe r p r o v i
sio n s w as m ade in a sa m p le of 475 a g r e e m e n ts, co v erin g 2. 2 m illio n w o r k e r s. The
sa m p le in clu d ed ev e r y fourth a g reem en t in ea ch in d u stry in d escen d in g ord er of e m
p loym en t.
C la u ses w ere se le c te d for quotation in th is rep o rt to illu s tr a te eith er ty p ica l
p r o c ed u res or the v a r ie ty of w ays in w hich the n eg o tia to rs handled a sp e c ific s it
uation. The c la u s e s a re nu m bered and the a g reem en ts fro m w hich th ey w ere taken
a r e id en tified in appendix B. When n e c e s s a r y , m in o r ed ito r ia l ch an g es w ere m ade
to enhance c la r ity or to om it ir r e le v a n t w ordin g.
In appendix A , se v e r a l p ro m o tio n -tra n sfer c la u s e s a re rep rod u ced in th eir
en tir ety .
2 The study has excluded two types of promotion provisions—those concerned only with formal apprenticeship or
training programs, and those concerned only with promotions and transfers to jobs outside the bargaining unit. Entrance
into and progress in apprenticeship programs are based on criteria other than seniority as are promotions or transfers to
jobs outside the bargaining unit (often to supervisory positions). A sample of agreements, however, was examined to
determine the effect on seniority of moves from and returns to the bargaining unit.
Chapter II.
Promotions
P r e v a le n c e of p rom otion p r o v isio n s
Of the 1 ,8 51 m a jo r c o lle c tiv e bargaining a g reem en ts ex a m in ed , 1 ,2 0 1 , c o v e r s
ing about 4 .8 m illio n w o r k e r s, contain ed a w ide v a r ie ty of p rom o tio n p r o v isio n s
(tab le 1). F o rty m u ltip lan t or m u ltiem p lo y er a g r e e m e n ts, co v erin g a q u arter of a m il
lion w o r k e r s, in d ica ted that p ro ced u res w ere to be w orked out in lo c a l n eg o tia tio n s
w h ile an add ition al 48, co v erin g n ea r ly 17 5,0 0 0 e m p lo y e e s, r e fe r r e d to p rom otion s
but contain ed no d eta il and th e r e fo r e could not be a n alyzed . 1
In both a b so lu te and r e la tiv e te r m s , prom otion p r o v isio n s o ccu rred m o re f r e
qu en tly in m anufacturing than in nonm anufacturing a g reem en ts (tab le 1). N in ety p e r
cen t of the m anufacturing a g reem en ts included p rom otion c la u s e s , com p ared w ith
43 p ercen t in nonm anufacturing. In a ll but two m ajor m anufacturing in d u str ie s, as
w e ll as in u tilitie s , m in in g , r e ta il trad e, and co m m u n icatio n s in nonm anufacturing,
p rom otion p r o v isio n s w ere found in at le a st tw o -th ird s of the a g reem en ts stu d ied .
P ro m o tio n p r o v isio n s w e r e p r esen t in le s s than o n e-h a lf the a g reem en ts in
fiv e m ajor in d u str ie s. In th ese in d u str ie s, a s so c ia tio n or other m u lti em p lo y er (in d u str y /a r e a ) a g reem en ts p red om in ated , and p rom otion p r o c ed u res in so m e in sta n c es m ay
have been m a tte r s for n ego tia tio n by ind ividu al e m p lo y e r s. In addition, su b stan tia l
s e c to r s of th ese in d u str ie s a re c h a r a c te r iz e d by a lab or fo r c e that m a k es p rom otion
p r o v isio n s u n n e c e ssa r y or im p ra ctica l. T h ese in d u stries have one or m o re of the
follow in g c h a r a c te r is tic s: (1) Sharply d ifferen tia ted sk ills and upw ard m o v em en t to
journeym an sta tu s through a p p ren tic esh ip s, (2) lab or a g reem en ts co v erin g a sin g le
occu p ation , w h ere no p rom otion (w ithin the bargaining unit) is p o s s ib le , and (3) r e l
a tiv e ly high e n te r p r ise m o r ta lity , em p lo y ee tu rn o v er, or sp o ra d ic or sea so n a l e m
p loym en t, m aking the u se of sen io rity in a p p lica b le.
P ro m o tio n p r o v isio n s w ere m o re com m on in sin g le com pany than in m u lti
com pany a g r e e m e n ts. T h ey w e r e found in about 95 p ercen t of the s in g le -fir m a g r e e
m en ts, but som ew h at under o n e -h a lf the in d u str y /a r e a a g r e e m e n ts, and a p p ro x im a tely
30 p ercen t of th ose co v erin g a s so c ia tio n s .
Total_________
Manufacturing
Reference to
promotion
Type of agreement
Nonmanufacturing
Reference to
promotion
Reference to
promotion
AgreeAgreeAgreements Number Percent ments Number Percent ments Number Percent
Total...................... 1,851
1,289
69.6 1,041
937
90.0
810
352
43.5
Single company--------- 1,098
Association----------------606
Industry/area------------147
1,043
178
68
95.7
29.4
46.3
822
84
31
98.8
50.3
73.8
266
439
105
221
94
37
83.1
21.2
35.2
83 2
167
42
A g reem en ts co v erin g 5 ,0 0 0 or m o re w o rk ers w ere slig h tly le s s lik e ly to co n
tain a p rom otion p r o v isio n than th o se co v erin g a sm a lle r num ber of w o r k e r s. To a
la r g e exten t th is m ay be exp lain ed by the g r e a te r p rev a len ce of a sso c ia tio n and in d u str y /a r e a a g reem en ts co v erin g 5 ,0 0 0 or m o re w o rk e rs.
* Excluded from this group were a small number of agreements containing wage schedules or job classification tables
that implied the possibility of upward movements; no mention was made of promotions. Similarly excluded were a few
master agreements that made all seniority rules (possibly including those applying to promotions) subject to local negotiation.
3
4
Size of bargaining unit
T o ta l---------------------------1,000-4, 999 workers---------------5,00 0-9, 999 workers---------------10,000 or more workers-----------
Reference to
Total_________________ promotion_______________ Percent
Agree Workers (in Agree Workers (in Agree
ments
thousands) ments
thousands) ments
Workers
1,851
7, 529.4
1,289
5,17 9.9
69.6
68.8
1,533
2, 890. 1 1,101
2,03 3.0
71.8
70.3
1,243.6
188
106
722.5
56.4
58.1
3,395.7
130
82
2,42 3.4
63.1
71.4
NOTE: Because of rounding, sums of individual items may not equal totals.
M any unions a re o rg a n ized , in m ajor part, in a p a rticu la r in d u stry and a c c o r d
in g ly , the p rev a len ce of prom otion c la u se s by union c lo s e ly p a r a lle le d that by in d u s
try . The a g reem en ts of n e a r ly a ll unions w h o se p rin cip a l o rg a n iza tion w as in m an u
factu rin g con tain ed p rom otion p r o v isio n s, w hile such p r o v isio n s w ere ra re in building
tra d es and G arm ent W ork ers a g reem en ts. The p r ev a len ce of th e se c la u s e s in the
a g reem en ts of s e le c te d m a jo r unions is show n b elow .
Total__________
Union
Automobile workers---------------T eamsters-----------------------------Steelworkers--------------------------Communications workers------Carpenters —-------------------------Machinists-----------------------------Electrical (IBEW)-------------------Electrical (IUE)--------------------Retail c le r k s------------------------Meat cutters-------------------------Hotel and restaurant-------------Service em p loyees---------------Rubber w ork ers ---------------------
Total with
Percent with
promotion
promotion
provisions1______________ provisions
Agree
ments
Workers (in
thousands)
Agree
ments
Workers (in
thousands)
Agree
ments
Workers
126
166
130
48
77
92
101
34
49
50
40
29
23
1,017.7
760.6
631.4
407.6
319.5
306.2
258.8
196.6
172.3
136.0
120.3
108.5
108.3
125
102
130
48
13
86
87
34
32
34
12
15
20
1,012.7
477. 1
631.4
407.6
22.4
295.0
227.1
196.6
109.4
89.8
27.3
78.3
49.0
99.2
61.4
100.0
100.0
16.9
93.5
86.2
100.0
65.3
68.0
30.0
51.7
87.0
99.5
62.7
100.0
100.0
7 .0
96.3
87.8
100.0
63.5
66.0
22.7
72.2
45.2
1 Including those subject to local negotiations.
F a c to r s in P ro m o tio n
M ost of the a g reem en ts having prom otion p r o v isio n s in clud ed co m p reh en siv e
r u le s govern in g e lig ib ility fo r p rom otion , and the c r ite r ia to be u sed in se le c tin g an
em p lo y ee from am ong th ose e lig ib le . E lig ib ility w as u su a lly r e s tr ic te d , at le a s t in i
tia lly , to reg u la r em p lo y ees w orking in the unit in w hich the p rom otion w as to be
m a d e. The fin a l s e le c tio n of an em p lo y ee fro m am ong th ose e lig ib le w as com m on ly
b a sed on a com b in ation of sen io rity and other fa cto rs such a s s k ill and a b ility .
R ole of s e n io r ity . A s illu str a te d b elow , m any a g reem en ts defin ed se n io r ity to
m ean length of s e r v ic e only: 2
(1)
Seniority as used herein is defined as the right accruing to employees through length of service which
entitles them to certain considerations and preferences as provided for in this contract. Seniority shall
mean the length of continuous service an employee has with the company beginning with the date he
was employed.
2 An employee's seniority rights for particular purposes and his length of company service are not necessarily the
same. Some agreements have more than one type of seniority, each applicable to a different unit, or in different situations.
5
H ow ever, a few a g reem en ts d efin ed se n io r ity d iffe ren tly , for in sta n c e , a s a co m b in a
tion of length of s e r v ic e and other fa c to r s, but w ith no sp e c ific w eigh t a ssig n e d to
any elem en t:
(2)
"Seniority" as that term is used herein shall consist of the following factors: (a) Length of continuous
service, (b) qualifications and ability, and (c) physical fitness.
Of 1,201 a g reem en ts containing prom otion d e ta ils, 93 p ercen t (1, 112), c o v e r
ing 95 p ercen t of the w o r k e r s, in d icated that se n io r ity w ould be co n sid e red in m aking
p rom o tio n s (table 2), but m o re often than not in com b in ation w ith other fa c to r s, such
as s k ill, m e r it, aptitu de, e tc . P ro m o tio n p r o v isio n s b a sed only on se n io r ity , f r e
quently co n sid e red im p ra ctica b le by m an agem en t and so m e un ion s for any but the
m o st routin e job s or n a rr o w e st s k ills , w ere r e la tiv e ly ra re. Such c la u s e s o ccu rred
in only about 3 p ercen t of the a g reem en ts having se n io r ity p r o v isio n s, and in volved
le s s than 2 p ercen t of the w o rk e rs. In m any of the c la u se s the a rea of co m p etitio n
ap p eared to be narrow :
(3)
Employees shall have the right to advance to higher paying jobs and new jobs, of a nonsupervisory
nature, when vacancies occur in their department, in the order of their seniority.
(4)
When a job is to be filled in any department, such job shall be awarded by the company to the em
ployee with the greatest seniority in a lower classification in that department. The employee so
awarded the job shall have the option of accepting or declining the job, and shall lose no rights in his
department as a result of his decision. Should he decline to accept the job, it w ill then be awarded
to the employee in a lower classification in that department who is next in seniority, and this proce
dure w ill be followed until the job is filled. . . .
(5)
When new jobs are created, or when vacancies occur and transfers become necessary, such jobs shall be
posted for at least 3 days. Employees desiring these jobs shall sign such posted notice. The employee
who has the longest service record with the company shall have a chance to try out for such job or trans
fer and shall have up to 30 days' trial, depending on the skill required for the job*.
S en io rity often w as cited a s the p rin cip a l fa cto r to be c o n sid e r e d , but the e m
p lo y ee s e le c te d a ls o w as req u ired to m e e t cer ta in m in im u m stand ards o f p erfo rm a n ce.
If the sen io r em p lo y ee could m e e t th ese sta n d ard s, he w ould p resu m a b ly r e c e iv e the
p rom otion although m o re q u a lified em p lo y ees w ere a v ailab le: 3
(6)
(7)
Job vacancies shall be filled on the basis of seniority, providing the employee has the physical fitness,
knowledge, skill and efficiency to perform the job.
In all cases of promotion, the following factors shall be considered: (a) Length of service, and (b) ability
to perform the work.
In determining factor b, an employee with longer continuous service shall not be compelled to show
that he has the highest rating in this factor; it will be sufficient for him to show that he has average
mating. . . .
(8)
When a vacancy exists in a job classification covered by the contract, and the senior applicant for the
job can m eet the standards and qualifications required to perform that particular job competently,
the senior applicant for the job, who meets the above requirements, shall be offered the promotion,
even though the senior applicant cannot meet the requirements for the next higher job, and may not be
the most competent applicant for the job.
P r o v isio n s of th is n atu re w ere found in 4 of each 10 a g reem en ts in w hich s e
n io rity w as a fa cto r, but ap p lied to only 2 of 10 w o rk e rs. In the la r g e r a g reem en ts
the co m p lex ity of d ep a rtm en ta l and occu p ation al o rg a n iza tion often req u ires c r ite r ia
3 The distinction between clauses specifying seniority as the sole factor and those with seniority as the primary factor
is likely to be slight. Both types of clauses suggest that the senior employee may be given a trial period during which his
fitness for the job w ill be determined.
Under clauses where seniority is a secondary consideration, the senior employee may not be permitted a trial period
if the qualifications of a junior employee are clearly superior.
6
other than se n io r ity . Of 13 a g reem en ts in volvin g 5 0 ,0 0 0 w o rk e rs or m o r e , none
m ade se n io r ity the so le or the d eterm in in g fa cto r. A g reem en ts a ssig n in g se n io r ity a
dom inant ro le w ere m o re p rev a len t in m anu facturin g than in nonm anufacturing in d u s
tr ie s .
In tw o -fifth s of the a g r e e m e n ts, co v erin g o n e -h a lf of the w o r k e r s, se n io r ity
ap p lied only it other qu alifying fa c to r s w ere r e la tiv e ly equal am ong the em p lo y ees
being c o n sid e red fo r prom otion:
(9)
It is recognized that in making promotions from one job covered by this agreement to another job covered
by this agreement, consideration shall be given by the employer first, to ability and physical fitness, and
second, to length of service. It is understood, however, that other things being equal, seniority shall
prevail.
(10)
When there is an opening to be filled by promotion, employees in that division shall be considered on the
basis of their seniority and job qualifications. When job qualifications are approximately equal, then the
employee with the greatest seniority shall be given the opportunity. Only in the event an employee with
less seniority has superior job qualifications shall he be entitled to the promotion. . . .
(11)
When a vacancy occurs in one of the higher rate crafts, employees with seniority shall be given full con
sideration before an appointment is made; however, seniority shall not be the governing factor and shall
not prevent the transfer or appointment of an employee with less seniority, whose ability and qualifica
tions are greater than that of the senior employee under consideration for the work in the higher rate
job. . . .
A few a g reem en ts p rovid ed that se n io r ity and other fa cto rs would be c o n sid
ered e q u a lly 4 w hen m aking prom otion s:
(12)
Seniority of service by classification shall prevail among all the employees of the employer. Seniority,
skill, and ability w ill be considered equally in the filling of any vacancy or promotion within each unit
classification. Seniority shall be based upon the employees’ continuous length of service.
(13)
Seniority, experience, needs of the business, skill and ability shall be considered equally in the filling of
any vacancy or promotion within each unit.
In 15 p ercen t of the 1, 112 a g r e e m e n ts, both se n io r ity and other fa c to r s w ere
m en tion ed , but th ere w as no in d ica tio n of the w eigh t attach ed to any sin g le fa cto r.
Such c la u s e s , found in m any in d u s tr ie s , often m ay be m ade p u rp o sely am biguous to
p rovid e g rea ter fle x ib ility in dealing w ith varyin g situ ation s:
(14)
In giving preference for promotion or advancement, the company shall consider, among other things,
departmental seniority of service, ability and competence. . . .
(15)
It is agreed that for the purpose of promotion, demotion and transfer of employees covered by this
agreement, the company will give due regard to length of service and ability of the employees involved;
and the general practice will be followed of promoting those who, by length of service and ability, shall
be deemed to have earned promotion. . . .
(16)
Employees eligible for said promotion may promptly apply for said vacancy. The employer, in his sound
discretion, which shall not be arbitrarily abused, may then attempt to fill the position from those eligible
after considering the following factors: Seniority, work record, ability to perform, and miscellaneous.
A dd ition al fle x ib ility w as obtained in a s m a ll num ber of a g reem en ts by a s s ig n
ing se n io r ity a g r e a te r w eigh t fo r p rom otion s w ithin n arrow a r e a s or at the lo w er
end of the job stru ctu re , but a le s s e r w eigh t in p rom o tio n s in b roa d er a r e a s or into
h igh er le v e l jobs:
4 The
administration of these arrangements was generally not specified.
7
(17)
The determining factors in making a promotional transfer to labor grades 5 through 10 shall be m erit,
capacity and ability, except that, where the em ployes to be considered therefore have relatively equal
qualifications in such respects, seniority shall be the determining factor.
The determining factor in making a promotional transfer to labor grades 1 through 4 shall be seniority
provided that the em ploye with the most seniority is physically able to perform the work.
(18)
Seniority coupled with related skill
an em ployee for a job within such
perform the work shall be the first
if there is no difference in ability,
within an occupation shall be the determining factor in the choice of
occupation. For jobs not within an occupation, skill, and ability to
factor to be considered in the choice of an em ployee for the job, but
seniority shall govern.
No ro le w as a ssig n e d to sen io rity in 89 a g reem en ts having prom otion p r o v i
sio n s. A g reem en ts w ithout se n io r ity stand ards ap p eared freq u en tly in the app arel
and printing and publishing in d u str ie s, and m ay be attribu ted to in d u stry c h a r a c te r
is t ic s d is c u ss e d e a r lie r on page 3.
A g reem en ts co v erin g w h ite -c o lla r em p lo y ees w ere le s s lik e ly to a ssig n s e
n io rity an im p ortan t ro le than th ose co v erin g b lu e -c o lla r w o rk ers (table 3). N ea rly
42 p ercen t of the 967 b lu e -c o lla r a g reem en ts id en tified se n io r ity a s the m o st im p o r
tant elem en t in p rom o tio n s, com p ared w ith 15 p ercen t in 110 w h ite -c o lla r a g r e e
m en ts. F ifteen of 33 p rom otion p ro v isio n s applying only to p r o fe ssio n a l, tech n ica l,
or s a le s p erso n n el m ade no r e fe r e n c e w h a tso ev er to se n io r ity . A g reem en ts that
app lied only to c le r ic a l w o rk ers w ere m o re lik ely to m en tion se n io r ity , but u su a lly
as a seco n d co n sid era tio n .
S en io rity w as ra rely a fa cto r in p rom otion s to su p e r v iso r y and other p o sitio n s
o u tsid e the bargaining unit, and m any a g reem en ts sp e c ific a lly sta ted that the s e n io r
ity p r o v isio n s did not apply to such p rom o tio n s. A sm a ll num ber of a g r e e m e n ts,
h o w ev er, did in d ica te se n io r ity w ould be con sid ered :
(19)
The company shall give due consideration to senior em ployees covered by this agreement when filling
-supervisory positions outside the bargaining unit.
N o n sen io rity fa c to r s . N in e-ten th s of the a g reem en ts having prom otion p r o v i
sio n s, co v erin g the sa m e p rop ortion of w o r k e r s, stip u lated that fa cto rs in addition to
se n io r ity w ould be co n sid ered : 5
Type of agreement
Agreements
Workers (in
thousands)
Total agreements with promotion details - —
1 1,201
1 4, 755. 6
Total agreements with nonseniority factors-----------Skill and a b ility -----------------------------------------------Physical fitness-------------------------------------------------Education or training----------------------------------------Tests or exam in ation s--------------------------------------"Qualifications" 2 --------------------------------------------Other ----------------------------------------------------------------Total agreements without nonseniority fa cto rs------
1,080
792
242
97
49
370
33
121
4, 264. 5
3, 116.4
993.5
294.2
114.4
1,329. 2
143.4
491. 1
* Nonadditive: Some agreements specified more than 1 nonseniority factor.
2 Not further defined.
The n o n sen io rity fa c to r s m o st freq u en tly en cou n tered — sk ill and a b ility — o c
cu rred in about th ree-fo u rth s of the a g r e e m e n ts. The two stand ards w ere the so le
n o n sen io rity q u a lifica tio n s in 37 p ercen t of the a g r e e m e n ts, co v erin g about 40 p ercen t
of the w o r k e r s, and app earing m o re freq u en tly in m anufacturing than in non m anufac
turing a g reem en ts.
5 Four agreements cited nonseniority criteria only. In addition to 36 agreements citing seniority only, 85 others
gave some details of the promotion process, but did not specify the criteria for selection.
8
(20)
In cases of promotion, managem ent w ill take into consideration seniority and ability; and when all the
factors that constitute ability are relatively equal, then seniority shall prevail. In considering the factor
of ability, the capabilities to satisfactorily perform the job in question is normally qualifying. However,
it is recognized that in making promotions to jobs higher up in a line of progression requiring supervisory
qualifications, leadership must also be considered a factor of ability.
(21)
When a new job is created or when a permanent vacancy occurs in a department during the normal oper
ations, the senior em ployee in the department capable of performing the work w ill be given preference
in filling such vacancy— capability of the em ployee to be determined by plant m anagem ent and plant
com m ittee. . . .
(22)
Length of service shall govern in all cases of . . . promotions . . . , where: (a) A bility, skill and efficiency,
and (b) knowledge (of assigned and related duties) are relatively equal. . . .
O c ca sio n a lly , the fa c to r s co n sid ered a s an in d ication of an e m p lo y e e 's a b ility w ere
en u m erated . A few c la u s e s defin ed a b ility as including other n o n sen io rity fa cto rs: 6
(23)
In matters affecting promotion, dem otion, and transfer of em ployees . . . the follow ing factors shall
be given consideration: (a) Plant seniority and (b) ability (skill, efficiency, knowledge, physical fitness,
and training).
In cases where the candidates have approximately the same qualifications for the job under consideration,
the senior candidate w ill be selected. . . .
(24)
Seniority shall govern subject to fitness and ability. The determination of fitness and ability shall be the
exclusive right and responsibility of the company, provided that in the event an em ployee feels that he
has been discriminated against, he may present a com plaint under the grievance procedure. . . .
In the measurement of fitness and ability of an em ployee, consideration w ill be given to the following
qualifications: (a) Has the necessary physical qualification to do the work, (b) has had experience related
to the job, (c) performs his work in the manner in which the company requires it to be done, (d) coop
erates with his supervisors in doing the work, (e) observes the rules and regulations of the company,
(f) protects the property and interests of the company, (g) reports for work with promptness and regularity,
(h) works in harmonious relationship with his fellow workers, (i) possesses the necessary capacity to per
form the required duties of the job in question and (j) attitude toward advancement and assumption of
additional responsibility.
P h y sic a l fitn e ss w as cited a s a n o n sen io rity fa cto r in p rom otion in slig h tly
few er than o n e-fo u rth of the a g reem en ts and in v o lv ed about the sam e prop ortion of
w o r k e r s. B eca u se of the req u irem en ts of the jo b s, r e la tiv e ly few p h y sica l fitn e ss
c la u se s ap p eared in nonm anufacturing a g reem en ts or in th ose co v erin g w h ite -c o lla r
e m p lo y e e s. T his fa cto r w as found g en e ra lly in com b in ation w ith other n o n sen io rity
fa cto rs:
(25)
For promotions and layoffs, the following factors shall be considered: (a) Length of continuous service,
(b) ability to perform the work, and (c) physical fitness.
When factors b and c are relatively equal, length of continuous service shall govern. It is understood and
agreed, however, that the factor "physical fitness" as used above, is not intended to be applied to the
age of em ployees.
(26)
The company, in all cases of promotion . . . shall be governed by length of continuous service (senior
ity), ability, skill, attendance, conscientiousness of performance, and physical fitness, provided that the
application of this m ethod, in the opinion of the plant superintendent, does not impair the efficiency of
any of the plant operations.
T rain in g, or r a r e ly , ed ucation, u su a lly acco m p a n ied by other n o n sen io rity r e
q u irem en ts, w as a prom otion elem en t in 9 p ercen t of the a g reem en ts:
6 These are included in other totals.
9
(27)
Promotion may be made by the company taking into consideration the follow ing 3 factors and where
factors b and c are relatively equal, length of service shall govern: (a) Length of service, viz; senority, (b) knowledge, training, ability, skill, and efficiency, and (c) physical fitness.
(28)
It is understood and agreed that in all cases of promotion of filling of permanent or temporary vacancies
which are required to be posted, and increase or decrease of forces, the length of continuous service shall
be the governing factor, however, the em ployee must have the ability and physical fitness to perform the
normal requirements of the new job. In determining an em ployee's ability and physical fitness to perform
the normal requirements of the new job, consideration w ill be given to job experience, related job ex
perience, education and/or natural ability.
About 5 p ercen t of the a g reem en ts stated that te s ts w ould be u se d to s e le c t
em p lo y ees for p rom otion . In m o st in sta n c e s th is fa cto r w as one am ong s e v e r a l
qualifying e le m e n ts.
W here the fa cto rs to be te ste d w ere sp e c ifie d , the content of
the te s ts app eared to be a m an agem en t p rero g ativ e:
(29)
Where possible and practical personnel tests of ability and aptitude w ill be used in helping determine qual
ifications of em ployees. Such tests w ill not be unreasonable nor discriminatory in nature. Employees who
m eet the minimum requirements of such tests and who have the greatest seniority within their priority group
shall be selected for promotion. . . .
(30)
Q ualifications and requirements for jobs shall be established in the order of their importance by m anage
m ent, and for jobs of identical content shall be uniform throughout the company. At no tim e w ill the
qualifications for any particular job be designed to fit any one particular individual, and in all cases
qualifications and requirements shall be established prior to declaration of the vacancy. The company
may use tests to assist in the determination of the em ployee's qualifications. The form, content, and ad
ministration of such tests shall be at the sole discretion of the company and shall not be subject to the
grievance or arbitration provisions hereof.
(31)
Except where otherwise agreed, when employes are selected for upgrading to higher rated job openings,
such selection w ill be made within each area unit on the basis of seniority and qualifications. Q ualifica
tions being equal, selection w ill be made by seniority. ("Qualifications" as used herein means such quali
fications as training, skill and ability, efficiency, dependability and physical fitness. ) In determining the
qualifications of em ployes to be upgraded, tests may be given to verify such qualifications. The union
agrees to recognize test results as factors in such determination.
In about a th ird of the a g r e e m e n ts, w h ere r e fe r e n c e w as m ade to n o n sen io rity
fa c to r s, the sp e c ific ite m s to be co n sid ered w ere not in d icated . In m o st of th ese
p r o v isio n s, can d id ates for p rom otion w ere to be c o n sid e red on the b a sis of th eir
" q u a lifica tio n s, " or if "qualified" for the job: 7
(32)
The company, in selecting em ployees for promotion to positions within the bargaining unit, agrees to ad
here to the principle that the primary factors governing such selections w ill be the qualifications of the
candidates being considered. The individual best qualified for a given position w ill be selected; however,
where the qualifications of two or more em ployees are substantially equal, the em ployee with the greatest
amount of seniority (as determined by net credited service) w ill be selected.
(33)
In promoting em ployees to jobs coming within this agreement, employer shall have the right to select
qualified persons, but as between equally qualified persons, preference shall be given according to
seniority.
Of the a g reem en ts citin g " q u a lifica tio n s, " n early a th ird m en tion ed other m o re
sp e c ific fa cto rs as w ell:
(34)
The principles of seniority shall govern in promotions, layoffs, demotions, filling vacancies, transfers and
rehiring, provided that the em ployee has the necessary qualifications, dependability and ability to perform
the work properly and efficiently. It is recognized that ability to perform in accordance with job require
ments shall include the ability to cooperate and work in harmony with fellow em ployees.
Since the word "qualifications" is all inclusive, in some instances the term may indicate the em ployee seeking
promotion must pass a rather rigorous set of criteria to be promoted.
10
(35)
Employees with greater seniority shall be given preference where ability and qualifications of those being
considered for the upgrading job are reasonably equal. Education qualifications shall not be considered in
deciding whether ability and qualifications are reasonably equal when em ployees requesting a posted job are
qualified to perform a job where the educational qualifications are as high or higher than those of the job
being requested.
A nu m ber of a g reem en ts in d icated that p rom otion s w ould be m ade on the b a sis
of q u a lifica tio n s, and en u m erated the fa cto rs to be co n sid ered : 8
(36)
Changes to preferable hourly paid jobs within a department shall be governed by departmental seniority,
provided the em ployee has the necessary qualifications to perform the work. Q ualifications to be construed
as: (a) Necessary m ental and physical ability to do the job satisfactorily, and (b) the necessary training and
experience to perform the essential duties of the job either im m ediately or after a break-in period of 1 to
2 weeks.
(37)
In filling of new jobs and job vacancies or in making promotions within the classifications covered by this
agreem ent, seniority shall govern where qualifications as defined herein are sufficient. Qualifications shall
be defined as follows: (a) Performance of work assigned in a manner as safe and econom ical as possible
under the circumstances, (b) knowledge and experience, previously acquired, of the job to be filled .
Temporary assignments made outside of seniority shall not be a qualifying factor, (c) cooperation with su
pervisors, (d) protection of the lawful interests of the company and (e) punctuality and observance of the
rules and regulations of the company.
In a few a g r e e m e n ts, the n o n sen io rity fa cto rs to be c o n sid e red v a ried and depended
on the le v e l of the job involved:
(38)
Jobs w ill be awarded on a plantwide basis according to seniority and qualifications as specified in this
article.
Incentive jobs in class 4 shall be filled by seniority em ployees with minimum physical requirements.
Incentive jobs in classes 2 and 3 shall be filled by em ployees with either m achine experience or by em<ployees who have such basic requirements as knowledge o f blueprint reading and use of measuring instru
ments.
Incentive jobs in class 1 shall be filled by em ployees with m achine experience in classes 1, 2 or 3 or
equivalent experience provided proof is submitted satisfactory to the company.
Skilled jobs shall be filled by qualified em ployees regardless of where such skills were acquired providing
proof is submitted satisfactory to the company.
Sem iskilled jobs shall be filled by em ployees with the basic requirements that are related to the job.
A lthough m o st n o n sen io rity fa cto rs fe ll w ithin the fiv e c a te g o r ie s , so m e
a g reem en ts co n sid e red such ite m s a s p roxim ity of r e sid e n c e , fa m ily sta tu s, a tten d
ance rec o r d , lo y a lty to the com pany, c le a n lin e ss and n e a tn e ss or app earance and in
a few c a s e s A m erica n c itiz e n sh ip . T yp ical of such c la u s e s is the follow ing:
(39)
In all cases of promotion or increase or decrease of forces, decisions shall be made on the basis of the
em ployee's length of continuous service, according to the seniority list agreed upon between the com
pany and the union, on condition that such em ployee has the ability to do the work. Where relative
lengths of service and relative abilities are equal, factors a, b and c govern in that order: (a) Length
of continuous company service, (b) fam ily status, number of dependents, and (c) place of residence.
In all cases,
the seniority clause is
to prevail by the job and department
in question.
C ertain com b in ation s of n o n sen io rity fa cto rs w ere r e la tiv e ly com m on. A c o m
bin ation of sk ill and a b ility and p h y sica l fitn e ss o ccu rred in 166 a g r e e m e n ts, and
w as p a rticu la r ly com m on in the p rim a ry m e ta ls in d u stry , as show n below :
Combinations of nonseniority factors
Agreements
Skill and ability, physical fitness ------------------------------------------Skill and ability, qualifications --------------------------------------------Skill and ability, physical fitness, education, or tr a in in g -----Skill and ability, education, or training---------------------------------Skill and ability, te s ts ------------------------------------------------------------Other combinations (includes factors not indicated a b o v e )------
166
85
47
25
19
34
8 When appropriate, such factors are included in other totals.
Workers (in
thousands)
793.7
190.7
112 . 1
6 9 .5
34.7
216.3
11
S en io rity u n it. The s iz e and nature of the un its w ithin w hich em p lo y ees
w ill be co n sid ered a re im portant in p rom otion .
In the a g reem en ts stu d ied , a w ide v a rie ty of te r m s w as u sed to id en tify the
p rom otion al u n its. Such term s w ere often m eanin gfu l only in a p a rticu la r con text, so
that a d eta iled c la ss ific a tio n w ould be im p ra ctica b le. A cco rd in g ly , the u n its w ere as
far a s p o ssib le c la s s ifie d in one or a com bin ation of th ree m ajor c a teg o ries:
1. Job or occu p ation al c la ss ific a tio n . This ca teg o ry , o rd in a rily the n a rr o w e st of
the th ree ty p e s, in clu d es any unit id en tified by occu pation or type of w ork p erfo rm ed
or d efin ite lin e of p r o g r e ssio n . 9
2. S u bd ivision of the plant. In th is ca teg o ry the un its are id en tified by a rea ,
prod uct, or p r o c e ss sm a lle r than a plant. " D ep artm en t” w as the term m o st f r e
quently en cou n tered in th is study.
3. P lan t. 10 T his group in clu d es p r o v isio n s sp ecify in g the en tire esta b lish m en t
in m anu facturin g, or its n e a r e s t eq u ivalen t in nonm anufacturing, as a prom otion al
unit.
A num ber of a g reem en ts defined u n its along sim ila r lin es:
(40)
M ill means the entire manufacturing facility, at a particular location, in which the em ployees are cov
ered by this agreement. Department means a section of a m ill. Progression Ladder means a series of
reasonably related jobs in a department in a m ill.
In so m e p ro m o tio n s, the a p p licab le se n io r ity , rath er than the o rg a n iza tion a l
unit, w as sp e c ifie d , as in the follow in g cla u se:
(20)
Job seniority is defined as the length of unbroken service on a job within an established line of progres
sion. All jobs on the same level within an established line of progression shall be considered as one job
for the purpose of determining job seniority.
F o r p u rp oses of e ffic ie n c y and to m in im iz e d isru p tio n s, m o st em p lo y ers p r e
fer to confin e p ro m o tio n s, at le a s t in itia lly , w ithin sm a lle r u n its and jobs ca llin g for
id en tica l or c lo s e ly rela ted sk ills; m o st unions p refer broad er units p erm ittin g w o rk
e rs a w id er range of p ro m o tio n s. N eith er party is lik e ly to take an u n a ltera b le
stand on th is is s u e , sin ce th ere m ay be other co n sid era tio n s in p a rticu la r situ ation s:
(1) E m p lo y ers m ay want to extend e lig ib ility to other group s if q u a lified em p lo y ees
a re not a v a ila b le in the sp e c ifie d unit, and (2) m any w o r k e r s, p a rticu la r ly th ose
w ith le s s e r se n io r ity , support a prom otion p o licy r e str ic tin g ap p lican ts fro m outside
u n its. In m any in s ta n c e s, p rom otion al ru les sa tisfa c to r y to both com pany and union
have b een obtained through "extension " c la u s e s . Such c la u se s lim it p rom otion al op
p o rtu n ities in itia lly to em p lo y ees w orking w ithin the un its w h ere the openings o ccu r,
but if em p lo y ees do not apply or q u alify for the v a c a n c ie s, e lig ib ility is exten ded to
em p lo y ees in other u n its. F o rty -tw o p ercen t of a sam p le of 475 a g reem en ts r e fe r
ring to p rom o tio n a l u n its, co v erin g o n e-h a lf of the w o rk e rs, contain ed exten tion p r o
v is io n s , of w hich the follow in g is illu str a tiv e:
(41)
When a vacancy occurs in any occupational fam ily group after the upgrading procedure has been applied,
consideration for the promotion shall be given em ployees in lower rated jobs as follows: (a) To the em
ployee with the greatest seniority in the occupational fam ily group who is em ployed in the department
in which the vacancy occurs and who is qualified to perform the work and (b) to the em ployee with the
greatest seniority in the occupational fam ily group who is employed in a department other than that in
which the vacancy occurs and who is qualified to perform the work.
M ore d eta iled c la u s e s so m e tim e s exten ded e lig ib ility in step s to s e v e r a l s u c
c e s s iv e ly la r g e r units:
^ Few agreements refer to the actual size of or number of workers in a unit. The terms "narrow" or "broad" are
relative and do not necessarily describe all the units included in the category.
10 Although some agreements permit interplant promotions, such arrangements were not included in this study.
12
(42)
Permanent job openings and newly created jobs shall be filled through transfer or advancement in the
following order: (a) Permanent em ployees within the job classification shall be given first preference to
a higher rated job . . . provided they can do the work. The em ployees with the greatest job seniority
w ill be given preference, (b) next preference shall be given to the em ployees who have the greatest job
seniority in the job classification in successive order above and below the job opening in a normal line
of progression, provided they can do the work, (c) job openings not filled in the above manner, such as
vacancies in jobs not in any normal line of progression or first step job classifications within normal
lines of progression, shall be posted for 2 working days for bids from within the department. Preference
w ill be given to the em ployee who has bid on the job and who has the greatest departmental seniority
and is qualified to perform the job and (d) all jobs that cannot be filled from within the department
shall be posted on the bulletin boards in all m ills and departments for 3 working days and all em ployees
shall be given an opportunity to apply for the job by affixing their name to the poster. Preference w ill
be given to the em ployees with the greatest company seniority.
Of the 1,201 a g reem en ts having d eta iled p rom otion p r o v isio n s, 70 p e rcen t(8 3 5 )
sp e c ifie d the u n its w ithin w hich p rom otion s w ere to be m a d e, and an add ition al 5 p e r
cen t in d ica ted that such un its w ere to be e sta b lish e d through lo c a l n eg o tia tio n s.
Unit specified *
Agreements
Workers (in
thousands)
T otal-------------------------------------------------------------
895
3,239. 1
Job or occupational c la ssific a tio n ---------------------Subdivision of p la n t ---------------------------------------------P la n t---- ----------------------------------------------------------------Not clear----------------------------------------------------------------O ther---------------------------------------------------------------------Subject to local negotiation-----------------------------------
185
480
450
20
15
60
607.5
1 ,1 1 8 .2
1 ,2 6 2 .0
7 2 .5
64.3
844.8
1 Nonadditive: Some agreements specified more than 1 unit, alm ost in all
instances through an extension provision.
N e a r ly o n e-h a lf of the 185 a g reem en ts w hich s p e c ifie d job or occu p ation al u n its
m ade no r e fe r e n c e to extending the a rea of co n sid era tio n to other units:
(43)
When a permanent vacancy occurs in the next higher bracket in a line of progression on a seniority unit
chart, the available em ployee in the next lower bracket who has the greatest length of service as posted
on the seniority unit list and has the apparent ability to perform the work shall be afforded a trial period
of 30 days worked in which to prove his ability to perform the work.
(44)
. . . Seniority shall be by job classification and grade. When there are 3 grades, grades 1 and 2
shall be com bined for seniority. When there are only 2 grades, grades 1 and 2 shall be separated for
seniority purposes. . . .
In case of upgrading within classifications, decrease or increase of forces, seniority shall govern whereever fitness and ability are relatively equal.
(45)
R elated classifications shall be considered as those departments or groups of departments within the bar
gaining unit which contain jobs which require like skills and qualifications, which have payment and/or
incentive plans which are generally sim ilar, and between which departments or jobs it would be reason
able and practicable for the employer to transfer em ployees. . . .
When a higher rated approved regular job exists in a job and classification covered by this agreement
the job shall be posted for 3 days so that interested em ployees within the related classification may
apply and notice of such job opening shall be sent to the union.
(46)
Employees in each occupation within a department w ill constitute a seniority group, except where conditions
require a different grouping. . . .
. . . Seniority, ability and fitness w ill govern advancement to a higher classification within any seniority group.
The rem ain in g c la u s e s in th is ca teg o ry e sta b lish e d the job or c la ss ific a tio n as
the p rim a ry p rom o tio n a l un it, but a lso contained an exten tion p rovision :
(47)
If a vacancy occurs in a classification in any job title, such vacancy shall be filled on the basis of the
criteria above from the em ployees in the classification im m ediately below the classification in which the
vacancy exists. If there are no qualified em ployees em ployed in such lower classification, then the va
cancy shall be filled in the same manner from the next lower classification. If there are no qualified
em ployees em ployed in the job title in a classification in which the vacancy occurs, then the vacancy
shall be filled from among such em ployees in other job titles who are qualified to do the work required.
13
(48)
In filling job openings above grade 1, em ployees considered for upgrading shall ordinarily be those
within the same occupational group in the next lower grade, on the basis of seniority and qualification
for the job to be filled. . . . Where no em ployee in the next lower grade is qualified for the job to
be filled, the upgrading shall be made from the successively lower grades observing the same occupa
tional group, seniority and qualification principles. The parties recognize that there may at tim es be
exceptional cases in which upgradings which cross occupational group lines w ill be justified.
The plant su b d iv isio n w as cited a s a unit for p rom otion in 480 a g r e e m e n ts,
although few er than o n e-h a lf of the w o rk ers w ere co v ered by su ch p r o v isio n s. In 243
a g r e e m e n ts, the su b d iv isio n w as the only unit in d ica ted for prom otion:
(49)
Departmental seniority shall be applied in determining promotions to higher-paying jobs, layoff for lack
of work, and recall after layoff.
(50)
Departmental seniority shall apply as a determining factor . . . In determining eligibility for promo
tions within each department along with other qualifications; nam ely, ability, aptitude, efficiency,
demonstrated performance while in the employment of the company, and physical fitness. When these
qualifications are equal, departmental seniority shall be the controlling factor.
M ost of the rem ain in g p r o v isio n s e sta b lish ed the su b d iv isio n as the p rim a ry
unit, but exten ded p rom o tio n a l op p ortu n ities plantw ide if q u a lified w o rk ers w ere u n a
vailab le:
(51)
A ll permanent job vacancies or new jobs w ill be posted for 7 days departm entally and plantwide
(gatehouse) for the information of em ployees. Such jobs w ill then be filled, from those applying, with
the most senior em ployee in that department m eeting the qualifications necessary to perform the job.
If no departmental em ployee m eets the qualifications or there are no applications from the department,
the job w ill be filled in the same manner from the plantwide list of applicants.
(52)
In selecting em ployees for advancement to higher grade jobs careful consideration shall be given to log
ical candidates in the im m ediate and related work groups and to such candidates as have made known
their desire to be transferred to such positions. When this does not make w ell qualified em ployees
available, em ployees in other work groups or departments shall be given consideration insofar as practi
cable before engaging new em ployees.
The rem ain in g su b d iv isio n c la u s e s , a lm o st w ithout ex cep tion , esta b lish ed the su b d i
v isio n a s a seco n d a ry unit in com bin ation w ith a job or occu p ation al c la ss ific a tio n .
The plant w as m en tion ed as a p rom o tio n a l unit in o v er o n e-h a lf of the a g r e e
m en ts, co v erin g 39 p ercen t of the w o rk e rs. In tw o -fifth s of th e se co n tra cts the
plant w as m ade the p rim a ry or sin g le p rom otion al unit:
(53)
Seniority is defined as the length of continuous service of an em ployee with . . . and shall be applied
on a plant-wide basis within the bargaining unit for all cases of promotion or dem otion, increase or
decrease in the working forces.
(54)
When notice of the vacancy has been posted, then any em ployee at work in the plant who deems him
self capable of performing the job may make application for the job during the 48 hour posting
period . . .
A sm a ll num ber of p r o v isio n s gran ted p r efe r e n tia l righ ts to c er ta in sen io r
em p lo y ees ou tsid e the p rom otion al unit in lieu of an exten tion p rovision :
(55)
Except where otherwise specifically agreed upon, an em ployee with at least 6 years continuous service
shall have preference on a posted job over anyone with less than 24 months continuous service, even
though he or she with 6 years of service is working outside of the department.
R a rely did a g reem en ts c a ll for d ifferin g sen io rity u n its for sep a ra te groups of
em p lo y ees:
(56)
Seniority applicable to production em ployees shall be by division, except for skilled classifications.
For skilled classifications, seniority shall be by classification (tool, die, m aintenance and power
house).
14
A few a g reem en ts in volvin g m o re than one union lo c a l gave p r e feren ce to
m em b ers of the bargain in g unit w ithin w hich the p rom otion al opening w as located:
(57)
Employees who are members of either local . . . may bid on any job which is posted plantwide, but
qualified em ployees in the local within whose jurisdiction the posted job is located shall be given pref
erence in filling the job, and, in any case, qualified non-probationary em ployees shall be given pref
erence over probationary em ployees.
The w eigh t g iv en to se n io r ity w as d esig n a ted in 866 of the 895 a g reem en ts
m en tion in g p rom otion al u n its, including th ose su b ject to lo c a l n ego tia tio n (table 4).
T here w as little v a ria tio n in the ro le of se n io r ity in the u n its sp ec ified .
A slig h tly g r e a te r em p h a sis w as p la ced on se n io r ity a s the so le or p rin cip a l
fa cto r in a g reem en ts citin g a su b d iv isio n of the plant a s the p r im a ry unit and c o n
taining a p r o v isio n for broadening to a plantw ide b a s is . Such c la u s e s tended to occu r
in sm a lle r a g r e e m e n ts, perhap s in d ica tiv e of le s s co m p lex o rg a n iza tion s or m o re
flex ib le o ccu p ation al str u c tu r e s. In a g reem en ts (u su a lly la rg e) in w hich the un its for
p rom otion w ere su b ject to lo c a l n ego tia tio n , 11 se n io r ity w as in m o st c a s e s g iv en
seco n d a ry co n sid era tio n .
T ie b r ea k ers and rating s h e e ts . W henever a num ber of em p lo y ees c la im to
be eq u ally q u a lified for a p rom otion , d isp u tes m ay a r is e w hich so m e tim e s lea d to
fo rm a l g r ie v a n c e s and, o c c a sio n a lly , to a rb itra tio n . U nder certa in co n d itio n s, th ese
d isp u tes m ay focu s in len gth of s e r v ic e its e lf. M any a g r e e m e n ts, a cco rd in g ly , co n
tain " tie-b rea k er" c la u s e s to handle p rob lem s w h ere two or m o re w o rk ers have the
sa m e se n io r ity date:
(58)
In all cases where seniority based upon the same hiring date create a preference problem, such prob
lem w ill be solved by the drawing of numbers under an appropriate supervisor.
(59)
Present lists for all people having a common seniority date w ill determine order of seniority for such
individuals. In the future, individuals hired on the same day w ill be placed on the list in alphabet
ical order.
A few a g reem en ts stip u la ted that p rom otion s w ere to be b a sed on "rating
sh ee ts" . T h ese s h e e ts, such a s the one rep rod u ced b elo w , a s sig n each em p lo y ee a
n u m erica l rating w hich c o n sid e rs both length of s e r v ic e and co m p eten ce fa c to r s. F ew
such rating sh e e ts w e r e in clu d ed in the a g reem en ts stu d ied , although in p r a c tic e
m o re m ay be in u se . T hey rep r e se n t effo rts to in trod u ce g r e a te r o b jectiv ity into
the evalu ation of n o n sen io rity fa cto rs:
SENIORITY RATING SHEET
Nam e
D e p t.
S e rv ic e D a te
D a te
No.
M o.
1
I
Day
Yr.
M o.
|
Day
1
"n
Y r.
III. QUANTITY
Dayworkers
Above average
Average
Bedaux workers
80 point hour and over
70-79 point hour
4
2
4
2
Previous Seniority Rating Sheet
IV. QUALITY
Present j o b ------ Total credit in present unit
A. To what degree is the product of the
Rated b y ------ Foreman Checked b y ------Supervisor
em ployee up to the department’s
Approved b y ----------------Superintendent
accepted standard of quality?
I. LENGTH OF SERVICE
1. Meets standard requirements Yes — 1
One point of credit allowed for each year of service.
2. Not more than occasionally Yes — 1
Factor I Total Credit
below standard requirements
B. Workmanship
II. ATTENDANCE *
1. Properly cares for tools,
0 - 1 Absence
4
equipment, and materials
Yes — 1
2-3 "
2
Factor IV Total Credit
-------4-5 "
1
□
Although 40 agreements indicated that all rules for promotion would be negotiated locally, a number of others
reserved only specific rules for such negotiation.
15
V. VERSATILITY
ADAPTABILITY, SKILL
1. Satisfactorily performs two
major jobs?
2. Satisfactorily performs
three major jobs?
3. Has capacity to learn
another job?
Factor V Total Credit
Y e s ------------1
Y e s ...............1
Y e s ----------- 1
----------
VI. COOPERATION
1. Is this person always w illing to ,carry out
instructions and requirement of job?
Y e s ---- 1
2. Does this person notify supervision
regarding conditions that reason
ably require attention?
Y es
1
3. Is this person one who does not offer
excuses or alibis to avoid accepting
his proper responsibilities?
Y es
1
Factor VI Total Credit
---------TOTAL CREDIT (SENIORITY R A T IN G )----------------------EMPLOYEE'S SIGNATURE----------------------------------------------DATE SIGNED-------- --------------------------------------------------------
M ethods of P ro m o tio n
E m p lo y ees m ay be s e le c te d for prom otion in v a rio u s w a y s. A g reem en ts w hich
had p o stin g and bidding p r o v isio n s u su a lly req uired the em p lo y er to s e le c t, for p r o
m o tion , from the group of em p lo y ees who had e x p r e sse d th eir in te r e st in the vacan cy.
In other a g r e e m e n ts, co n sid era tio n for p rom otion w as r e str ic te d to sp e c ific e m
p lo y e e s in a lin e of p r o g r e ssio n , and the d e cisio n w as r e la tiv e ly "autom atic." A few
a g reem en ts gave the em p lo y er co n sid era b le leew a y in ch oosin g an em p lo y ee for p r o
m otion .
In 322 a g reem en ts that in d ica ted a sin g le prom otion m ethod and se n io r ity unit,
a d efin ite rela tio n sh ip w as found betw een the type of se n io r ity unit and the p roced u re
u sed . The follow in g tab le m o st c le a r ly d em o n stra tes the rela tio n sh ip .
_____________________________________ Unit specified
Job or occupational
classification
Total
Method specified
^_______________________________
Subdivision of
plant
_______ Plant________
A gree- Workers (in A gree- Workers (in A gree- Workers (in A gree- Workers (in
ments thousands) ments thousands) ments thousands) ments thousands)
T o ta l1 -------------------------
322
997.6
51
197.5
148
3 55.1
123
445.1
Autom atic consideration
or progression--------------------Post and b id --------------------------Employee r eq u e st-----------------
62
218
42
254.6
581.7
161.4
34
14
3
138.4
31. 1
28.0
23
108
17
69.0
226.3
59.8
5
96
22
4 7 .2
324.3
7 3 .6
1 Limited to agreements in which both a single method and a single unit were specified.
NOTE: Because of rounding, sums of individual item s may not equal totals.
P ro m o tio n s at com pany d isc r e tio n a re not co n sid ered h ere b eca u se in th ese
situ a tion s se n io r ity , and h en ce, se n io r ity u n its, a re not a fa cto r.
In g e n e r a l, the au tom atic co n sid era tio n or p r o g r e ssio n m ethod w as confin ed to
sm a lle r or n a rrow er u n its— u su a lly w ithin an occu p ation al c la ss ific a tio n , a lin e of
p r o g r e ssio n , or a job fa m ily . T his m ethod b e co m es in c r e a sin g ly d ifficu lt or im
p ra ctica b le to apply as u n its b eco m e la r g e r or occu p ation al stru ctu re s b eco m e m o re
co m p lex . 12
P o st and bid and em p lo y ee req u est p roced u res w ere found
la r g e r or b road er p rom otion al u n its. E ith er of th ese m eth od s is
la r g e n u m b ers of em p lo y ees a re elig ib le for a g iv en p rom otion al
is g e n e r a lly m o re d e sir a b le fro m an em p lo y ee standpoint, as it can
sp e c ific openings in lo ca tio n s rem o te from th eir own jo b s.
m o st freq u en tly in
w e ll-su ite d w h ere
opportunity. P o stin g
in form w o rk e rs of
12 In table 5, the five agreements calling for automatic consideration or progression on a plantwide basis were all in
nonmanufacturing. The "plant" in such industries is generally smaller and less com plex than in manufacturing.
16
A rra n gem en ts req u irin g an em p lo y ee to req u est p rom otion , on the other hand, often
a re d esig n ed fro m a m a n a g eria l point of view ; em p lo y ees u su a lly a re req u ired to
apply in advance of an a ctu al opening, and for a c la s s of w ork ra th er than a sp e c ific
job. T his m ethod p ro v id es a file of p o ten tia l cand idates to m a n a g ers b efo re an opening
o c c u r s, and a g r e a te r ch o ice in the fin a l p la cem en t of any app lican t.
In a g reem en ts that com bin e m eth ods of p rom otion and m o re than one type of
se n io r ity un it, the rela tio n sh ip betw een them is not so c le a r ly defin ed . In m any
c a s e s , h o w ev er, the sim p le r p rom otion p roced u re w as u sed to fill p o sitio n s in a
n arrow u n it, such a s au tom atic co n sid era tio n w ithin a job c la ss ific a tio n . If the job
could not be fille d in that m an n er, the se n io r ity unit m igh t be en la rg ed to in clu d e the
w hole d epartm en t w hile the m ethod of p rom otion w ould be changed to posting and b id
ding.
M any of the a g reem en ts stud ied contained co m p lex com b in ation s of m eth ods
and u n its. In g en e ra l, w h ere au tom atic co n sid era tio n w as u sed in com b in ation w ith
other p r o c ed u res, the la tter w ere seco n d a ry and cam e into u se only if no q u a lified
app lican t w as found am ong th o se fir s t co n sid e red . W hen p ostin g and em p lo y ee r e
q u est m eth od s w ere sp e c ifie d , posting w as u su a lly the p rim a ry m eth od , and req u ests
w ere co n sid e red only w hen en largin g the a rea of se le c tio n w as n e c e s s a r y .
P o stin g and b id d in g. The m o st p rev alen t m ethod of prom otion w as p ostin g
and bidding, the so le m ethod u sed in 52 p ercen t of a ll th o se a g reem en ts w hich d e
sc r ib e d a m eth od of p rom otion . It a lso o ccu rred in com b in ation w ith autom atic co n
sid era tio n and em p lo y ee req u est in an add ition al 17 p ercen t of th ese a g r e e m e n ts.
P o stin g and bidding a re su ited e s p e c ia lly to la r g e se n io r ity u n its, b e ca u se v a
ca n c ie s are d e sc r ib e d in a b u lletin on w hich em p lo y ees in d ica te th eir in te r e s t. Thus
no in te r e ste d em p lo y ees a re o v erloo k ed , and th ose not in te r e ste d need not be co n
sid ered .
Of 379 a g reem en ts w hich sp e c ifie d both p ostin g and bidding p r o c ed u res and a
se n io r ity unit for p ro m o tio n s, 25 p ercen t sp e c ifie d the plant a s a w h ole, 28 p ercen t
sp e c ifie d a su b d iv isio n of the plant, and 25 p ercen t sp e c ifie d so m e com b in ation of the
plant and a su b d iv isio n . A total of 79 p ercen t s p e c ifie d plant, su b d iv isio n of the
plant, or a com bin ation of th ese a s the se n io rity unit for prom otion.
M any of the a g reem en ts d e sc rib ed the m ann er in w hich jobs w ere to be p o sted ,
including job d e sc r ip tio n s, locatio n o f p o stin g , and q u a lifica tio n s ex p ected of bid ders:
(61)
When a job opening is to be filled in labor grades 2 through 9, the job bid procedure as outlined be
low shall be used.
Notice of the job opening shall be posted on the company bulletin boards. Such notice shall indicate
job title, labor grade, brief description of the job and date on which job opening w ill be populated.
The union shall be furnished copies of such notices.
(62)
The job opening w ill be posted on the bulletin board for 2 working days (48 hours), and an announce
ment w ill be made on the public address system on each applicable shift notifying the em ployees of
such opening. The posting m ay, where applicable, include a description of the job and may require
reasonable specific minimum qualifications in areas such as experience, education, seniority, etc.
O ther c la u se s sta ted only that the job w ould be p o sted , and sp e c ifie d w hich em p lo y
e e s w ould be e lig ib le to bid. In the fir s t ex a m p le, should q u a lified em p lo y ees not
be a v a ila b le , the com pany w as free to h ire ou tsid e a p p lica n ts.
(63)
In order to fill the rated job, the opening shall be posted for bid and if not filled by that seniority group
shall be open to other seniority groups in the warehouse. If not filled, the company shall be free to hire
from the outside or work out a method of assigning the junior em ployee to the job in lieu of layoff.
(64)
A job notice shall be posted on the department bulletin board for a period of 6 days under the following
conditions: (a) When a new em ployee is to be permanently added to the present force, and (b) when an
existing em ployee is to fill a vacancy in a plant or local department which is outside of the place he is
em ployed. Copies of this job notice shall be sent to designated officials of the union at least 6 days prior
to filling the job.
Employees of the company w ill be given opportunity to bid on posted job vacancies except that the em
ployees with less than 1 year in their present position or job progression may not submit a bid on a posted
job vacancy unless agreed to by the company and the union. The qualified applicant bidding for the job
who m eets the standards set forth shall be selected to fill the job.
Som e a g reem en ts p erm itted v a ca n cies to be fille d tem p o ra rily un til the s u c c e s sfu l
bidder could be d eterm in ed .
(65)
Vacancies shall be posted for bid on all bulletin boards within 10 days after the vacancy occurs. For the
convenience of the company, temporary assignments may be made for a period of 30 calendar days until
bids are received and permanent assignments made.
In one a g reem en t, the com pany w as req u ired to n otify the union of v a c a n c ie s. The
union w ould then conduct the p ostin g and bidding p roced u re. T h is technique w as u se
only w hen th ere w ere no q u a lified em p lo y ees in low er c la ss ific a tio n s than the one in
w hich the opening occu rred :
(47)
To im plem ent the provisions of this article relating to filling vacancies in a job title when there are no
qualified em ployees in the classifications below the classification in which the vacancies occur, or in a
single-skill job title, the follow ing procedure is established.
Upon receiving notification the union w ill canvass the em ployees within the bargaining unit, and within
the day shift working hours of the second work day follow ing the work day during which the union receives
such notice, the union shall submit to the company a list of all those em ployees who desire, to be con
sidered to fill such vacancy and for which em ployees the filling of such vacancy shall constitute an ad
vancem ent from the classification they then occupy. This list is hereinafter referred to as the "Bid List. "
W hen com b in ed w ith oth er m ethods of p rom otion , su ch a s au tom atic c o n s id e r
ation , posting and bidding p ro ced u res h elp to en su re that no e lig ib le em p lo y ee is
overlook ed:
(66)
When a vacancy occurs in any job level the following procedure w ill be used:
Step 1—List, in order of their total plantwide seniority, any em ployees, including those on the layoff list
with seniority rights, who have been downgraded since the institution of the job evaluation system from the
job classification having a vacancy.
Step 2—Select from this list the most senior em ployee and offer him the job.
Step 3—Promote from within in accordance with Section 3 of Article XII o f this agreement. (The company
shall post a notice of such vacancy on company bulletin boards. Those em ployees to be considered shall be
determined from a review of the company's personnel records, and, from any response to the posting of
such vacancy made within 72 hours after posting. )
C om binations includ ing posting and bidding a ls o p rovide an a ltern a te m ethod of p ro
m otion if a v a can cy cannot be fille d through the p rim a ry m ethod:
(67)
If in a department an opening or vacancy occurs in a classification that cannot be filled from paragraph . . .
above, . . . such opening or vacancy shall be posted throughout the area wherein said department in located
for 48 hours . . . for bids from em ployees within that department not on layoff. The opening or vacancy
shall be awarded to an em ployee who bids and who has the capability to do the work.
M any a g reem en ts w hich had p ostin g and bidding p r o v isio n s a ls o lim ite d the
p eriod for sub m ittin g b id s. The tim e allo w ed v a rie d fro m 1 day or le s s to 8 days
or m ore; 2 to 4 days w as the m o st p rev a len t. L onger p erio d s for bidding w ere
ty p ica lly found in co n tra cts co v erin g la r g e r se n io r ity u n its or having em p lo y ees at
sc a tte r e d lo c a tio n s, a s in the com m u n icatio n s or u tilitie s in d u stries:
18
Tim e lim it for submitting bids
Agreements
Workers (in
thousands)
Total agreements with posting and
bidding procedure * ---------------------
169
524.2
With tim e lim it--------------------------------------1 day or le s s --------------------------------------2 to 4 d a y s ----------------------------------------5 to 7 d a y s ----------------------------------------8 days or m o r e -----------------------------------Not c le a r ------------------------------------------Other -------------------------------------------------No reference to tim e l i m i t ---------------------
139
18
69
39
7
3
3
30
279. 1
26.4
123.7
99.0
13.6
10.4
6.0
245.0
In a sample of 475 agreements.
NOTE: Because of rounding, sums of individual item s may not equal totals.
In a few m u ltip lan t a g r e e m e n ts, the tim e p erio d for sub m ittin g bids w as to be
d eterm in ed locally :
(68)
When a vacancy develops, or is expected to develop (other than a temporary vacancy) in the promotional
line in any seniority unit, managem ent shall, to the greatest degree practicable, post notice of such
vacancy or expected vacancy, or job assignments where such is the present practice for such period of
tim e and in such manner as may be appropriate at each plant.
Employees in the seniority unit who wish to apply for the vacancy or expected vacancy may do so in
writing in accordance with rules developed by m anagement at each plant.
T y p ica lly , the sta ted tim e p eriod w as d efin ed to ex clu d e nonw orking days:
(69)
In case there is no em ployee in a reduced status with job rights to an open job, it shall be posted on bulletin
boards in the seniority department where the opening occurs, for a period of not less than 48 hours excluding
Saturdays, Sundays, holidays, and scheduled days off in lieu of Saturday or Sunday. Any em ployee, except
those on a probationary status, of the seniority department where the opening exists may apply for the open
job, and those who apply during the first 48 hours of posting shall be given the opportunity of filling the job
according to departmental seniority.
(70)
In order to be considered, bids must be turned in to the supervisor within 3 working days after posting ex
cluding Saturday, Sunday, and holidays.
Som e a g reem en ts p rovided for p o stin g of jobs vacated as a re su lt of fillin g
the fir s t vacancy:
(71)
...N o tic e of any vacancy and any proposed changes in the route or job, and the working hours and
duties of such job, shall be posted through the third opening in each department, im m ediately. Posting
of the first opening shall be for 5 days, and for the second and third openings shall be for 3 days.
W hen bid s w ere a ccep ted by m a il, the p o stm a rk w a s u sed to d eterm in e
w hether the bid had been su b m itted w ithin the tim e lim it:
(72)
Vacancies w ill be posted for a period of 15 calendar days during which tim e bids w ill be accepted.
Bids entered by m ail w ill be recognized by the postmark date when received by the company not later
than 3 days thereafter.
A u tom atic co n sid e r a tio n . A utom atic c o n sid e ra tio n , a p roced u re w h ereb y the
p rom otion is o ffered to the em p lo y ee n ext in the lin e of p r o g r e ss io n , w as the so le
m eth od of p rom o tio n in about 10 p e rcen t of the a g reem en ts w hich had th ese a r r a n g e
m en ts .
19
T his p roced u re is su ited e s p e c ia lly to s m a lle r se n io r ity units such as a job
or occu p ation al c la ss ific a tio n or the su b d iv isio n of the plant. In 47 p ercen t of the
a g reem en ts w hich s p e c ifie d both autom atic co n sid era tio n and a se n io r ity unit for p r o
m otion , job or occu pation c la ss ific a tio n w as the so le unit sp e c ifie d . The num ber of
autom atic co n sid era tio n c la u s e s sp ecify in g a unit other than a job or occu pation c la s
sifica tio n d eclin ed sh arp ly as the s iz e of the sen io rity unit in c r e a se d . S u b d ivision s
of the plant w ere u sed a s the se n io r ity un its in 32 p ercen t of the a g reem en ts w h ile
plant un its w ere sp ec ified in only 7 p ercen t.
U nder th ese p r o c ed u res, should the sen io r em p lo y ee lack the req u ired q u a li
fica tio n s or should he refu se the p rom otion , the job is then o ffered to the next
sen io r m an in the sa m e c la ssific a tio n :
(4)
When a job is to be filled in any department, such job shall be awarded by the company to the em
ployee with the greatest seniority in a lower classification in that department. The em ployee so
awarded the job shall have the option of accepting or declining the job, and shall lose no rights in
his department as a result of his decision. Should he decline to accept the job, it w ill then be awarded to the em ployee in a lower classification in that department who is next in seniority, and this
procedure w ill be followed until the job is filled. The company w ill im m ediately post a notice show
ing the job and shift, and the name of the em ployee awarded the job, together with his seniority date.
If the award is not challenged within 2 working days, the award shall be final. If any em ployee
challenges the award, he shall be awarded the job if he has greater seniority in that department than
the em ployee previously awarded the job. Inspection (except head inspectors and shift inspectors) and
set-up jobs shall be specific as to department and type of jobs.
(73)
Promotions shall be made to the next higher labor classification in the department in accordance with
the advancement chart or progression schedule. The company shall offer the promotion to the em ployee
with the highest department or classification seniority (as set forth in the supplemental agreem ent), pro
vided that his ability and physical qualifications are sufficient to permit him to perform the duties of
the next higher classification in a satisfactory manner.
O cca sio n a lly an a g reem en t provided only that the em p lo y ee n ext on the p r o
m otion al lad d er w ould be granted a tr ia l p eriod on the job:
(43)
When a permanent vacancy occurs in the next higher bracket in a line of progression on a seniority
unit chart, the available em ployee in the next lower bracket who has the greatest length of service as
posted on the seniority unit list and has the apparent ability to perform the work shall be afforded a
trail period of 30 days worked in which to prove his ability to perform the work, provided, however, if
the eligible em ployee is absent from work when such permanent vacancy occurs because of being on
vacation, by reason of temporary illness or by reason of authorized leave of absence, in no case for more
than 30 working days, such vacancy w ill not be permanently filled until such em ployee returns to work.
M any a g reem en ts includ e a ltern a tiv e a rra n g em en ts if sen io r em p lo y ees d eclin e
a p rom otion . Such an em p lo y ee m ay not be co n sid e red again u n til he in d ica te s h is
w illin g n e ss to a ccep t the prom otion. An em p lo y ee b y p a ssed by one who has le s s
se n io rity u su a lly reta in s se n io r ity in h is own and low er c la s s ific a tio n s . Should he
u ltim a tely be prom oted to a h igh er c la ss ific a tio n , h is se n io rity w ill be low er than
that of the em p lo y ee who b y p a ssed him :
(34)
When an em ployee refuses a promotion in his line of progression, either temporary or permanent, he
forfeits his rights to all future promotion, until after all the em ployees who have by-passed him , per
manently or tem porarily, are set up. Upon written request to the com pany, with a copy to his local
union, he w ill be reinstated in his proper place in the line of progression following the m en who have
by-passed him.
(74)
Whenever an em ployee declines or is passed over for a promotion of any kind or a progression moveup,
temporary or permanent, a "bye" or proper record thereof shall be m ade, and the em ployee who received
the promotion, or progression moveup, w ill be considered to have permanent classification seniority over
the em ployee who declined such promotion.
Som e a g reem en ts sta ted that the em p lo y ee w ho refu sed p rom otion could be
b y p a ssed by a ll other em p lo y ees in h is c la ss ific a tio n b efore he again would be elig ib le
for prom otion:
20
(39)
An em ployee who shall refuse or has refused a promotion to a higher job in a line or progression shall
have no further right under the provisions of this article (either on a temporary or a permanent basis) to
promotion to or work on any such higher job until all em ployees assigned to that job at that tim e shall
have been given the opportunity for promotion to the higher job, at which tim e he shall again have the
opportunity to accept such promotion. A list of em ployees eligible to m ove around the em ployee who
elects to freeze on his job shall be prepared by the parties at the tim e of the freeze, and shall becom e
a part of the permanent records in the case. An em ployee shall not be entitled to refuse a higher job
in a line of progression unless such em ployee shall furnish to the company a statem ent in writing,
countersigned by the grievance com m itteem an for his zone, stating that he is not w illing to accept such
a promotion.
O ther a g reem en ts p ro tected the p rom otion righ ts of a b y p a ssed em p loyee:
(75)
Refusal to accept promotions shall not jeopardize an em ployee’s opportunity for future promotions. Should
an em ployee see fit not to accept promotion, such refusal shall be given in writing to his supervisor.
E m p loy ee r e q u e st. U nder th is m eth od, an em p lo y ee at any tim e m ay apply
for p rom otion , should an opening occu r. T h ese sta tem en ts of in te r e s t a re a qu ick
and e ffic ie n t so u rce for fillin g a vacant job w ith m in im u m d elay.
E lev en p e rcen t of the 834 a g reem en ts in clud ed only th is m eth od of p rom otion .
T his app roach w as co n cen trated in m anufacturing w h ere 91 p ercen t of the c la u s e s
w ere found. O nly eigh t o ccu rred am ong the nonm anufacturing a g r e e m e n ts.
Som e of the c la u se s exam in ed sp e c ifie d the p eriod during w hich the a p p lic a
tion rem a in ed in effect:
(76)
An em ployee who has been in his job classification for a period of 12 months m ay, by written notice to
his im m ediate supervisor with a copy to the Employee Relations Section o f Industrial Relations, request a
review o f his qualifications to perform a specific job classification in a higher labor grade, within his de
partmental seniority group. The company shall conduct a review to determine if the em ployee has the
ability to perform the requested job classification and shall notify the e m p lo y e in writing of the results of
the review. Should there be a disagreement by an em ployee regarding his promotion qualification review ,
a grievance may be filed but shall not be subject to step V, arbitration. An em ployee found qualified for
the job classification requested shall have his name placed on a promotion list for such job classification and
when a vacancy occurs in the requested job classification in the em ployee's department or departmental se
niority group, the em ployee w ill be considered along with other qualified em ployees and the most senior shall
be placed in the job classification vacancy. Since job classifications, departments and operating requirements
are subject to change, the company may require an em ployee to renew his promotion qualification review re
quest every 12 months from the date he was found qualified and placed on the promotion list.
(77)
In order to receive consideration for promotion or upgrading to another classification, an em ployee must file
a written request for such consideration. Such written requests shall be filed in the personnel department on
forms provided by the company and must be renewed each 6 months.
(78)
To aid in the administration of this paragraph in each department the departmental foreman shall keep a list
of the em ployees of that department who apply for promotions in that department and it shall be the right of
each em ployee in the department to apply to his foreman for promotion to a better job which he has the abil
ity and capacity to perform. Such application shall be made on a form provided by the company and each
em ployee shall be given a copy of his application. The foreman's list shall be available to the steward on
request. As betw een applicants and nonapplicants in a department the applicant shall be preferred, and as be
tw een the applicants who possess the necessary m erit, ability and capacity, the one with the most seniority shall
be preferred; provided, however, that to receive such preference an em ployee's application must have been on
file with his foreman for at least 30 days.
C om pany d is c r e tio n . Only 10 or slig h tly m o re than 1 p ercen t of the a g r e e
m en ts p rovided m an agem en t the right to m ake p ro m o tio n s. T his fig u re d oes not in
clude a g reem en ts w hich m en tion ed p rom otion s only in the m an agem en t rig h ts c la u se .
In a ll of the c la u s e s in th is ca teg o ry , th ere w ere som e lim ita tio n s to the e x
e r c is e of m a n a g em en t’s d isc r e tio n in p rom otion . F o r ex a m p le, so m e a g reem en ts
sta ted that the p rom oted em p lo y ee m u st have the sk ill n e c e s s a r y to p erfo rm the
w ork. O ther a g reem en ts p erm itted the co m p an y’s d e cisio n to be ch allen g ed through
the g rie v a n c e p ro ced u re. The im p ortan t fea tu res of th ese c la u s e s w ere that se n io r ity
21
w as not co n sid e red in the in itia l ch o ice of em p lo y ees for upgrading and that any a c
tion by the union or the em p lo y ees could be taken only a fter the com p an y's action .
One a g reem en t w as q u a lified by a sta tem en t that m anagem en t w ould d isc u ss its
ch oice w ith the union:
(79)
The company w ill choose the most capable em ployee for promotion when the need arises. However, prior
to making such choice, the company agrees to notify the union and discuss the candidate for promotion with
it. The company shall strive to be objective and fair in choosing an em ployee for promotion.
A nother a g reem en t p erm itted the com pany to p rom ote fro m ou tsid e the im m e
diate sen io rity unit. T h is a g reem en t opened the com p an y's d e cisio n to the g r ie v a n c e ,
but not to the a rb itra tio n procedu re:
(80)
In selecting em ployees covered by this contract for assignments to higher-rated non-m anagem ent title classi
fications, seniority w ill govern among the group of em ployees within the exchange or district, (whichever has
the fewer number of em ployees), in which the assignment is being m ade, considered by the company to be
best qualified and otherwise suited to fill the particular vacancy. The company m ay, however, also consider
em ployees in other groups, exchanges and/or districts when selecting the group it considers best qualified. . . .
One a g reem en t stated e x p lic itly that the sen io rity sy ste m did not apply to p r o
m o tio n s. H ow ever, length of s e r v ic e w ould be d e c isiv e should two em p lo y ees or
m o re be d eem ed by the com pany to have equal q u a lifica tio n s:
(81)
This seniority program shall not apply to promotions. Promotions to positions within the bargaining unit shall
be made in the discretion of the company. However, the company w ill make such promotions on the basis of
skill, ability and physical fitness. Where all of these factors are relatively equal the company w ill give pref
erence to the em ployee having the greater length of service.
The r e s t of the a g reem en ts providing for prom otion at com pany d iscretio n
stated that sen io rity w ould go vern w here m an agem en t d eterm in ed that two em p lo y ees
or m o re w ere eq u ally qualified:
(82)
In making assignments to higher-rated non-m anagem ent title classifications specified in /se ctio n / the com
pany w ill select the em ployee who, in its judgment, is best qualified for the assignment. When two or more
em ployees are judged by m anagement to be equally qualified, seniority shall determine the choice.
(83)
When selecting em ployees for promotion from a title classification to a higher title classification within a group
in an office of the bargaining unit, the company shall adhere to the principle that seniority shall govern; if all
other qualifications of the individuals being considered are substantially equal. It shall be the responsibility of
the company to select em ployees for promotion, and to make the decisions regarding the qualifications of an
individual.
C om binations of m e th o d s. A m ong the 834 a g reem en ts stip u latin g p rom otion
m ethods^ 178 (21 p ercen t) sp e c ifie d som e com bination of tw o or m o re of the m eth ods
p r ev io u sly d isc u sse d .
C om binations a re u sed for v a rio u s p u rp o ses. By expanding the a rea of co n
sid era tio n , they o ffer p rom otion al op p ortu n ities to th ose o th e rw ise exclu d ed w o rk ers;
at the sam e tim e th ey p erm it the em p lo y er a w ider ch o ice am ong elig ib le s:
(84)
Employees w ill be considered for promotions by management in seniority order, and in the order of consider
ation specified in the exhibits to the contract. Bulletins w ill not be posted when selections may be made within
the unit or craft. . . . Bulletins w ill be posted where it is necessary to fill the vacancy from outside the unit
or craft involved.
C om binations a lso w ere u sed as a "back up" if the v a ca n cy could not be fille d
in the u su a l m anner:
(85)
Employees desiring to be considered for present or future job classification openings in the bargaining unit
may register with the em ploym ent office indicating the job classification in which they are interested.
As job openings occur in the bargaining unit for which there is no recall responsibility, the company shall
list such openings on the bulletin boards. Prior to the listing or posting of these job openings, em ployees
who have previously registered for these job openings shall be given first consideration. If job openings
are not filled by these em ployees, then notice of these job openings shall be posted on the bulletin boards
with em ployees in the bargaining unit to be given first preference.
22
In one a g reem en t, although prom otion s g e n e r a lly w ere by em p loyee req u est,
the com pany w as p erm itted to p rom ote at its own d isc r e tio n in sp e c ifie d un its of the
plant:
(86)
In the event of promotions to other than supervisory positions in a department, the company shall give
preference to the senior em ployee in that department who has the necessary ability to perform properly
the requirements of the job and shall notify the steward of such promotion. An em ployee unable to
m eet the requirements of such promotion shall be allowed to return to their original job or equivalent
job in accordance with their seniority. An em ployee shall also have the right to disqualify him self
from such promotion. In other than a shortage of work situation, and em ployee may file a grievance
on a dem otion.
The company shall have the right to make promotions without regard to the restrictions imposed by the
first paragraph of this clause. Such exceptions to the first paragraph of this section . . . shall be
lim ited during the term of this contract to the following divisions and numbers:
Manual typewriter division
Electric typewriter division
Add m ate division
Existing
models
10
10
5
New
models
20
20
10
P ro m o tio n s in sp e c ia l g ro u p s. A group of a g reem en ts provid ed for the p r o
m otion of sp e c ia l c a te g o r ie s of em p lo y ees by a m ethod or com b in ation of m eth od s
d ifferin g fro m that u sed g e n e r a lly . T h ese group s u su a lly c o n siste d of se a so n a l e m
p lo y ees or em p lo y ees who had s p e c ia liz e d s k ills . S im ila r ly , the sep a ra te group
m igh t be m ade up of em p lo y ees in eith e r the upper or lo w er lab or g ra d es of the o c
cu pational stru ctu re .
In a sa m p le of 475 a g r e e m e n ts, only about 7 p e r c e n t w ere found to have such
p r o v isio n s, exclud in g th ose in w hich the sep a ra te grou p s w ere p rom oted by the sam e
m eth od or m eth od s u sed for the p rim a ry grou p s. The in fo rm a tio n sought in th is a rea
of the study w as not the p roced u re u sed in prom oting w ithin the sep a ra te group but
w h eth er it d iffered fro m the p rom otion p r o c e ss u sed w ithin the p rim a ry group.
H en ce, a g reem en ts w hich had th is a rra n g em en t w ere c la s s ifie d in one of fiv e g ro u p s,
as fo llo w s: (1) D ifferen t sin g le m eth ods u sed in p rim a ry and seco n d a ry group s;
(2) m u ltip le m eth od s for both groups; (3) m u ltip le m eth od for the p rim a ry group and
a sin g le m eth od for the seco n d a ry group; (4) sin g le m eth od for the p rim a ry group
and m u ltip le m eth od fo r the seco n d a ry group; and (5) oth er. M ost of the a g reem en ts
sp ecify in g d ifferen t m eth ods of p rom otion for sep a ra te grou p s (23 of 31) p rovid ed for
a sin g le a rra n g em en t in the p rim a ry group. S even teen of th e se p rovided for a d if
feren t sin g u la r m ethod to be u sed in the seco n d a ry group w h ile the rem ain in g s ix
sp e c ifie d a m u ltip le m eth od for the seco n d a ry group.
Only one in d u stry group, ch e m ic a ls and a llie d p ro d u cts, had a p rev a len ce of
sep a ra te group c la u s e s in its a g r e e m e n ts. In th is in d u stry , 7 of 17 a g reem en ts
sp e c ifie d d ifferen t m eth od s of p rom otion fo r the p rim a ry and seco n d a ry grou p s.
R ole of the Union in P ro m o tio n s
Of 475 a g reem en ts s e le c te d fo r d eta iled a n a ly sis , 115 g a v e the union a sp e c ific
ro le in the op eration of the p rom otion p r o c e s s . A bout h a lf of th ese sp e c ifie d that the
union w as to be n o tified of the job opening and the actio n taken to fill the job a s
show n in the tabulation on the follow in g p age.
C la u ses providin g for union p a rticip atio n are d esig n ed to in su r e that p ro m o
tion s a re m ade a cco rd in g to the intent of the a g reem en t. N o tifica tio n en ab les the
union to m ain tain se n io r ity lis t s , d issem in a te in fo rm a tio n on open ings to the m e m
b e rsh ip , d eterm in e w hether an em p lo y ee w as en titled to the p rom otion under the
a g reem en t, and p r o tect the rig h ts of ab sen t e m p lo y e e s. Such c la u se s a ls o can red u ce
g r ie v a n c e s by sp ecify in g a tim e lim it during w hich the union can co n test the
p rom otion.
23
Role of union
Agreements
Workers (in
thousands)
Total with promotion d e ta ils ----------
325
1 ,5 6 0 .8
Number giving role to u n io n -------------------Notified of job opening or action taken
Consultation and n egotiation --------------R eview -------------------------------------------------
115
57
25
19
7
7
313.8
169.3
5 3 .4
4 5 .0
3 0.8
15.3
1 ,2 4 7 .1
Com binations-----------------------------------O ther-----------------------------------------------No reference to role of u n io n ------------------
210
1 Sample of 475 agreements.
NOTE: Because of rounding, sums of individual item s may not equal totals.
The rela tio n sh ip b etw een the p rev a len ce of union p articip atio n c la u se s and the
im p ortan ce of se n io rity w as in v e r s e . N one of the nine a g r e e m e n ts in w hich se n io r ity
w as the so le fa cto r in p rom otion s provided for union p a rticip atio n . On the other
hand, in 238 a g reem en ts w h ere se n io r ity w as q u a lified by oth er fa c to r s, 37 p ercen t
had union p a rticip atio n c la u s e s .
N o tifica tio n to u n ion . In g en e ra l, the ob ligation to in fo rm the union of the e x
iste n c e of a p rom otion al opportunity and the a ctio n to fill the vacan cy is stated in
v ery g en e ra l te r m s . H ow ev er, the a ctio n taken to fill the va ca n cy m ay be m ade
m o re sp e c ific by id en tifyin g the union o ffic ia l to w hom the n o tice w ill be given:
(87)
The employer agrees to notify the union when job vacancies exist by providing the chief steward with
a copy of all job postings. A job shall be considered vacant when an em ployee in a classification
has quit, is discharged or has transferred to another vacancy, or when it is a newly created job.
(88)
A ll job openings shall be posted for the shift or shifts on which the opening originally occurs.
union shall receive a dated copy of all job openings.
The
Som e a g reem en ts w ere m o re sp e c ific in defining who w as to be n o tified , how
the vacan cy would be m ade pu b lic, or how often such n o tifica tio n w ould occur:
(89)
The company w ill notify the chief shop steward once each w eek, in writing, of open job requisitions
covered under the agreem ent.
(90)
Job request forms shall be com pleted in quadruplicate on forms provided by the Employee Relations
Department of the company. The one copy of the com pleted job request w ill be retained by the em
ployee, one copy w ill be forwarded to the union, one copy w ill be forwarded to the em ployee's
supervisor and one copy w ill be retained by the Industrial Relations Department of the company.
In a num ber of c la u se s the union w as to be n o tified a fter the action had been taken:
(91)
Each month the company w ill inform the union of personnel changes which affect the seniority list.
(92)
After the selection o f an em ployee for a posted job is m ade, the company w ill notify the union in writing
of the selection made and the name and clock number of all persons having bid for the job.
O ther a g reem en ts d eta iled the a ctio n to be taken to n otify the union and p rovid ed tim e
lim its and exp lan ation s of why the aw ard w as m ade:
(93)
Upon selection of the successful bidders, the union business agent shall be given the nam e, clock number
and seniority date of the successful bidders and the reason for the job award.
(94)
Any em ployee bidding on a new job or vacancy w ill be notified of the disposition of his job bid application
within 2 working days from the date of selection . • . The chairman of the bargaining com m ittee w ill be
given a copy of such notification within 2 working days of selection of the successful bidder.
24
M ost c la u se s req u ired that the union be n o tified of open ings and a ctio n s taken.
Such c la u s e s w e r e v ery s im ila r to the n o tifica tio n c la u s e s p r e v io u sly shown:
(95)
The company shall supply the local union a copy of each job posting, bid and award.
(96)
The company w ill submit to the union com m ittee names of bidders and selected choice. . . .
A ll new jobs created, promotions and vacancies shall be posted with the rate of the job on the union
bulletin board.
Each department is to have its seniority (departmental) list, and said list shall be revised and posted on
the union bulletin board each 3 months.
(97)
The local union president w ill be supplied a copy of the job posting notice.
Within 5 days after the job posting period, the company w ill notify the local union president which o f the
em ployees who bid on the job has been awarded the job, or whether none of the bidders has been accepted • . •
If the company fills the vacancy . . . the local union president . . . w ill be advised concerning when the com
pany expects the person designated to assume his new duties.
C onsultation or n e g o tia tio n . A m ong the 115 a g reem en ts that a ssig n e d the
union so m e ro le in the p rom otion p r o c e ss w ere 25 w hich p rovid ed for co n su ltatio n or
n ego tia tio n . M o st of th ese c la u s e s e sta b lish e d eith e r a co m m ittee of union and m a n
a g em en t p e rso n n e l or an a ll-u n io n co m m ittee to m eet w ith m an agem en t r e p r e s e n ta
tiv e s . In the fo r m e r , the co m m ittee w ould ch o o se am ong e lig ib le em p lo y ees for
p rom otion , w h ile in the la tter the co m m ittee w ould recom m en d its ca n d id a tes and
m an agem en t w ould m ake the d e c isio n . W hen both m an agem en t and the union m ad e
the s e le c tio n the p ro v isio n u su a lly sp e c ifie d the c r ite r ia to be applied:
(61)
Posted job openings in labor grade 6 and above shall be filled from among those em ployees who bid for the
job who are qualified physically and experience-w ise to perform it. Seniority shall be given the most weight
in the selection. Selection of em ployees for the posted job opening in labor grade 6 and above from among
those who bid shall be made by a com m ittee composed of the ch ief steward; one shift steward; one department
steward; and three members of m anagem ent. Decisions of the com m ittee are subject to the approval of the
manager of industrial relations.
(98)
The company agrees that the superintendent w ill discuss with a recom m endation com m ittee, consisting of three
em ployees selected by the union, matters of promotions, permanent and temporary vacancies, training, hiring
and rehiring, and lay-offs at the tim e they occur, provided, however, that this shall not apply to the normal
necessary hiring and laying off of campaign em ployees at the beginning and close of cam paign.
In the event of a job opening whether it be temporary, em ergency, training or permanent the company w ill
in reasonable period notify the union and post the job. Then the company and the recom m ending com m ittee
after the posting period, w ill select from the applications the person or persons to fill the job or jobs.
(99)
The applicants for promotions or for transfers to posted job vacancies shall be review ed by a joint com m ittee
of six, three members of the com m ittee representing the union and three members representing the company.
The six member com m ittee shall award the promotion or the bid for a vacancy on the basis of seniority
provided such applicant has the necessary ability and physical qualifications to permit him to perform the
duties of the job involved in a satisfactory manner.
In a few c a s e s , the com pany w as ob ligated to d is c u ss the prom otion w ith the
union and c o n sid e r its reco m m en d a tio n s. The req u irem en t that the com pany co n sid e r
reco m m en d a tio n s or g iv e "full co n sid e ra tio n 1' to reco m m en d a tio n s m ay g iv e the
em p lo y er g r e a te r d isc r e tio n than in d ica ted in the c la u s e s cited above:
(100)
The company agrees to discuss with the union selection com m ittee the qualifications of the various appli
cants and to give full consideration to their recommendations.
(101)
In the event o f a promotional opportunity within the bargaining unit, the company w ill notify the union
president and w ill review any recommendations he may make prior to making a decision.
(102)
The com pany, after consultation with ch ief steward, shall select the most qualified applicant with the
greatest seniority.
25
O ther a g reem en ts stated only that d is c u ss io n s w ould be h eld , w ith no r e f e r
en ce to recom m en d a tio n s or other in flu en ce resu ltin g fro m such d isc u ssio n s:
(103)
R eclassification of em ployees and promotions, except to jobs not covered by this agreement and re
sulting wage adjustments shall be made only after discussion between the company and the shop
com m ittee.
(79)
The company w ill choose the most capable em ployee for promotion when the need arises. However,
prior to making such choice, the company agrees to notify the union and discuss the candidate for
promotion with it. The company shall strive to be objective and fair in choosing an em ployee for
promotion.
R ev iew of action tak en . T w en ty-tw o of the a g reem en ts w hich had union
c la u se s provid ed for union rev iew of the a ctio n taken. In 19 of th e se , the rev iew
w as the only r o le a ssig n e d to the union w hile th ree o th ers com bined union rev iew
w ith n o tifica tio n p r o v isio n s. U n less sp e c ific a lly ru led out, such a ch a llen g e is a l
w ays a v a ila b le to the union through the g rie v a n c e and a rb itra tio n procedu re: 13
(15)
In case the company places an individual ahead of another in the line of promotion because of ability or
below in the line of promotion because of lack of ability, the union shall be advised of such m ove within
2 working days and if no issue is raised by the union within 30 days follow ing such a change in the posted
list, a copy of which has been furnished the union, the matter w ill be considered a closed issue.
In one a g reem en t, the prom otion w as su b ject to union approval:
(104)
When new jobs are created or vacancies occur and transfers becom e necessary, such jobs shall be posted for
at least 5 calendar days. Employees desiring these jobs shall sign such posted notice. The em ployer, sub
ject to approval of the union, shall select from among the signatories to the posted notice an em ployee to
fill the new or vacated job.
O ther union r o le . A m ong th ose a g reem en ts req u irin g te s ts or ex am in ation s
in ch oosin g am ong in d iv id u a ls fo r p rom otion w e r e s e v e r a l w hich had c la u s e s d e s c r ib
ing the ro le of the union in testin g . In g en e ra l, the u n ion ’s r o le w as lim ited to ob
serv in g the test:
(105)
A union representative may be present during a test given to an em ployee who is qualifying for another position.
In a few a g r e e m e n ts, a ll prom otion te s ts had to be a g reed to by the com pany
and union:
(106)
The exam ination questions for use in a given department shall be mutually approved by the supervision and
the steward in that department, and shall consist of the number of separate lists necessary com pletely to
cover the various aspects of the job. Each list w ill be divided into two parts. Part I consisting of questions
covering essential information, all of which questions must be correctly answered in order that the exam ina
tion be passed, and Part II consisting of questions covering desirable information, 75 percent of which ques
tions must be correctly answered in order that the exam ination be passed. The questions shall be selected by
chance from each part of each list.
(107)
The test m entioned above shall be given in the presence of appropriate union representative or representatives.
For the purpose of this paragraph qualification tests shall be such tests as mutually agreed to by the company
and the local union.
One a g reem en t contain ed a c la u se w hich w ould p erm it a r ec o n sid era tio n when
the ex istin g a rra n g em en t w as in op erab le:
(108)
If the company or the union claim s
impossible or im practicable, it w ill
tions to or changes in the provisions,
be suspended and the company may
application of the provisions of this article to a particular situation is
notify the other party and the parties w ill negotiate concerning excep
pending which the application thereof to the particular situation shall
assign em ployees to affected jobs or operations regardless of seniority.
T rea tm en t of E m p loy ees on L eave or V acation
O nly a few a g reem en ts had c la u se s r e fe r r in g to the p rom otion righ ts of w o rk ers
who are not p r e se n t w hen an opening o c c u r s. The p a u city of such c la u se s probably *
*3 An earlier study of arbitration procedures found that prom otion/dem otion issues were specifically excluded in 12 agreements.
See Major C ollective Bargaining Agreements: Arbitration Procedures (Bulletin 1425-6).
26
in d ica te s that an em p lo y ee who is on an a u th orized s h o r t-te r m lea v e is co v ered by the
ex istin g p r o c ed u res, although the m an n er in w hich he can m ake h is in te r e s t known is
not a lw a y s c le a r .
In the sa m p le of 325 a g reem en ts having p rom otion d e ta ils, 39 a g reem en ts had
c la u s e s that req u ired co n sid era tio n of em p lo y ees fo r p rom otion who w ere on the p ay
r o ll but not at w ork w hen the d eterm in a tio n w as m ad e.
G en era lly , th e se c la u s e s defined the ty p es of a b se n c e s that w ould not d is
qualify an em p lo y ee fro m co n sid era tio n for p rom otion . A few a ls o lim ite d the tim e
p erio d w ithin w hich the a b sen t em p lo y ee m u st apply or bid for the job in qu estion:
(109)
Bidding rights w ill be extended to (a) an em ployee absent as a result of an industrial injury and (b) an em
ployee absent as a result of illness or vacation, provided, however, that an em ployee absent as a result of
illness or vacation shall upon his return to work be entitled to bid only on job vacancies which occurred
in his department during his absence as a result of such illness or vacation.
(110)
Men absent because of sickness, injury, vacation or lim ited leave of absence (other than working elsewhere)
shall not be precluded from bidding on job vacancies which may have been filled during such absence, pro
vided that such bids are made within 5 days after return from such absence.
One such a g reem en t defin ed the righ ts of the em p lo y ee p la ced on the job p en d
ing the retu rn of an e lig ib le a b sen t w orker:
(I ll)
No grievance w ill be recognized challenging the successful bidder's right to a job that has been posted except
in cases wherein an em ployee whose seniority would have entitled him to the job is absent. In such instances
upon his return he w ill be given the im m ediate opportunity to request or refuse the job, and if he accepts, the
replacem ent shall return to his former job.
Som e a g reem en ts sp e c ifie d the m ethod to be u sed to n otify the ab sen t e m p lo y ee of openings:
(71)
Any and all new inside job or jobs with altered hours (3 hours or m ore) or altered days off shall also be
posted. The senior em ployees, by signifying their desire within 5 days after the first opening occurs (3 days
after the second and third openings occur), may fill the same if qualified to do so. Absentee workers e lig i
ble to bid shall be notified of postings; notification shall be by registered or certified m ail to the em ployee's
home address as shown on company records. When a route is split, the man whose route is so divided shall
have the first choice of the two routes.
O thers d e sc r ib e d the p r o c e s s by w hich an a b sen t e m p lo y e e ’s bid or req u est
for p rom otion could be p resen ted :
(112)
Employees
of posting
the period
by proxy.
of the corporation shall bid or apply for such vacancies to the personnel office during the period
on forms approved by the parties. In the case of an em ployee who is away from the area during
of posting, but wishes to be considered for the vacancy, a bid may be filed for such em ployee
The corporation shall inform the council of the names of all applicants.
(113)
It shall be the responsibility of the com m ittee to bid on the vacancy for any eligible em ployee absent dur
ing the posted period.
(114)
Employees who are leaving on vacation and who wish to bid on a job classification in their absence, may
bid on that job classification in their absence, by submitting their request in writing to the supervisor prior
to leaving for vacation. Sick or injured em ployees who wish to bid on a job classification in their absence
may do so by submitting their request in writing to the supervisor prior to the close of the posting period.
In one unusual a g reem en t, an em p lo y ee on lea v e of a b sen ce could bid for p r o
m otion but the com pany need not co n sid er the bid. Should the bid be a ccep ted , how
e v e r , the com pany a lso w as req u ired to co n sid e r bid s fro m a ll o th er e m p lo y ees on
leave:
(115)
The company is not required to consider a bid from an em ployee on a leave of absence for whom a pro
m otion is involved. However, if an em ployee on leave of absence is selected for promotion, all other
em ployees who are on leave and submit bids must be considered under the applicable provisions of article 12.
27
T r ia l or T raining P erio d F ollow in g P ro m o tio n
M any c o lle c tiv e bargaining a g reem en ts p rovide for a tr ia l or training p erio d
follow ing p rom otion . Such a p erio d u su a lly a llo w s the com pany to d eterm in e w hether
the em p lo y ee can p erfo rm the job sa tisfa c to r ily and g iv e s the em p lo y ee tim e to d e
cide w h eth er the job is to h is lik in g.
Of the 325 a g reem en ts w hich had p rom otion p r o v isio n s, 139 had c la u se s r e
ferrin g to such a p rob ation ary or tr ia l p eriod . The c la u s e s w e r e found m o st f r e
quently in m anu facturin g a g r e e m e n ts, p a rticu la r ly in the c h e m ic a l, p rim a ry m e ta ls,
and m a ch in ery in d u str ie s. M ore than o n e-h a lf the nonm anufacturing a g reem en ts
having such p r o v isio n s w ere in the u tilitie s field .
The tim e allo w ed for tr ia l or train in g w as includ ed in about fo u r -fifth s of the
a g reem en ts w ith th ese c la u s e s but the p erio d allo w ed v a ried co n sid era b ly :
T im e period indicated
Agreements
Workers (in
thousands)
Total with trial or training period 1 --------- --------
139
363.1
30 days or le s s ----------------------------------------------------------31-60 d a y s--------------------------------------------------------- ------Over 60 days------------------------------------------------------- ------Other2 ---------------------------------------------------------------------No tim e period sp e c ifie d ------------------------------------------
66
13
18
14
28
165.6
37.3
6 1 .9
4 0 .7
5 7 .7
1 In a sample of 475 agreements.
2 Includes combinations, not clear clauses, etc.
NOTE: Because of rounding, sums of individual item s may not equal totals.
W hen a sin g le m axim u m p erio d w as in d ica ted , it w as u su a lly of sh o rt duration.
O ver tw o -th ird s of the c la u s e s lim ited the p rob ation ary or tr ia l p erio d to 30 calen d ar
days or le s s and another 13 p ercen t to 60 days or le s s as in the follow in g ex a m p les:
(116)
When an em ployee has been awarded a job, there w ill be a trial period of 7 working days for the em ployee
to break in on the new job.
(117)
In the event a posted job is not satisfactorily filled after trying the successful applicant for a reasonable
length of 'tim e, not to exceed 30 calendar days, the job shall be filled by the next eligible em ployee
bidding on the first posting.
Any em ployee bidding on a m aintenance job must present qualifications and record of experience, and on
presentation of such qualifications and record of experience, he shall be given a total of 30 work days to
prove his ability to handle the sam e. If he fails to qualify, he shall return to his former job without penalty.
(89)
Employees upgraded shall serve the normal 60-calendar day probationary period within the occupation, and
shall be permanently assigned to the new classification within the occupation upon successful com pletion of
this period.
Long train in g p erio d s w ere in m o st in sta n c es u n n e c e ssa r y , sin c e em p lo y e e s
c o v e r e d by the p r o v isio n s (unlike th ose in fo rm a l train in g or a p p ren ticesh ip p rog ra m s)
o rd in a rily had a cq u ired the n e c e s s a r y s k ills in lo w er rated jo b s, or w ere advanced
through a s e r ie s of s e m isk ille d ta sk s req u irin g r e la tiv e ly little tra in in g . A sm a ll
p rop ortion of the a g r e e m e n ts, h o w ev er, allo w ed for a tr ia l p erio d over 60 days:
(91)
An em ployee who is promoted shall be given not more than a 90-day training and qualifying period for de
termination as to whether or not he can m eet the job requirements.
(75)
If within 180 days after promotion or transfer of an em ployee to a different position, the em ployee notifies
the company that he does not wish to retain the position, or the em ployee proves deficient in ability to
handle the sam e, then he shall be returned to his former position without loss of seniority therein.
28
In co m p a n ies that req u ire a w ide range of s k ills , a fix ed tr ia l p eriod m ay be
im p ra ctica b le. M any a g reem en ts contain ed p r o v isio n s that d ealt w ith th is p rob lem by
sp ecify in g that tr ia l p erio d s could be exten ded , u su a lly by the m utual co n sen t of the
com pany and union:
(118)
In all cases involving transfer (bid, bump, or roll) and/or promotion, the em ployee or em ployees concerned
shall receive a trial period o f at least 30 working days, provided the em ployee shows satisfactory progressive
improvements. Such trial period m ay be extended by mutual agreem ent.
(119)
In the event of promotion in the department or transfer from one department to another, the em ployee shall
be given a 10-calendar-day trial in which to qualify on his new job. The company shall give the em ployee
promoted or transferred every reasonable assistance to enable him to qualify on his new job without discrim i
nation. In the event the em ployee does not qualify, the local president w ill be notified by the managem ent
before the dem otion takes place. The tim e of qualification may be extended by mutual agreement between
the m anagem ent and the industrial relations com m ittee, but not to exceed 60 calendar days.
(120)
. . • The successful bidder w ill be allow ed 5 working days or 1 work w eek to qualify. On difficult opera
tions, the qualifying period may be extended where the em ployee has made sufficient progress so that it is
reasonable to assume that such extension w ill result in the efficient performance o f the em ployee. . . .
The p erio d so m e tim e s w as e x p r e sse d a s a ra n g e, ra th er than a sin g le tim e
p erio d , or a lo n g er p erio d w as a llo w ed for h ig h er s k ill jobs:
(121)
This trial period shall be no less than 3 nor more than 15 working days, during which period of tryout the
em ployee shall retain his previous classification.
(113)
The training period to fill job vacancies shall be:
Semimajor
Major
(122)
480 working hours
720 working hours
If the job in which the opening occurs is in job class 8 or higher, the trial period shall consist of 15 work
ing days, provided, however, that the em ployee must show continuous progress or he may be disqualified
at the end of 10 working days. For all other jobs the trial period shall consist of 5 working days.
A few co n tra cts d esig n a ted a m in im u m ra th er than a m axim u m tim e a llo w
an ce fo r tr ia l on the new job:
(71)
It is impossible to set a definite break-in period for machine operators. Any man who bids on the opera
tion w ill be given at least 5 days to show that he is capable of doing the job, or conversely, that he cannot.
R a rely did an a g reem en t sp e c ify one tim e p erio d for qu alifying and an o th er,
u su a lly a le s s e r p erio d , fo r v o lu n ta rily relin q u ish in g the job:
(123)
In the event an em ployee is awarded a bid job, he shall be given 5 days actually worked in which to de
cide whether or not to retain the job. The employer has22 days actually worked in which to decide
whether or not the job should be awarded to the em ployee on apermanent basis. In either case, if the job
is not awarded permanently, the em ployee shall return to his former job. Either of these periods referred to
above may be extended by mutual consent in writing.
(124)
In the event an em ployee is promoted or transferred and within 1 year he proves incapable of holding his new
position, he shall be allow ed to return to his former position without prejudice, subject to the provisions of this
agreem ent. In the event an em ployee is promoted or transferred to a different job, and within 60 days elects
to return to his former job, he shall be allow ed to do so without prejudice, subject to the provisions o f this
agreem ent. Where such an em ployee elects to return to his former job after 60 days, and such return is agree
able to the com pany, his job classification seniority date in the job to which he returns shall be the date o f
such return.
A bout 20 p ercen t of the a g reem en ts providing for a tr ia l p erio d did n ot in
d ica te the p e r io d ’s duration in sp e c ific te r m s . O ften, the te r m s ’’fa ir ," ’’a d e q u a te ,”
or ’’r e a so n a b le ” w ere u sed in lie u of a sta ted tim e period:
(99)
An em ployee accepting a promotion shall be given a fair trial in the new classification, and shall be re
turned to his old position if he is unable to perform the new assignment satisfactorily.
29
(125)
In order to determine the em ployee's ability and physical fitness to perform the work, he shall be given
a reasonable trial period in cases of layoff, and a reasonable training period in cases of promotion. The
trial period and training periods w ill be established by mutual agreement between the company and the
union.
A lthough providin g fle x ib ility , such c la u s e s m ay lea d to d isp u tes on the d e fi
n ition of a fair p erio d u n le ss so m e sta n d ard s, b a sed on p rev io u s e x p e r ie n c e , e x ist.
E ffect of N ot Q ualifying
N in e ty -e ig h t of the 139 a g reem en ts p rovid ed for the p la cem en t of em p lo y ees
who fa iled to q u ality w ithin the tr ia l p eriod tim e.
Effect of not qualifying
Total with trial or training period1
No m ention of effect -----------------------------------------------Return to former jo b -------------------------------------------------Return to sim ilar j o b ------------------------------------------------Eligible for placem ent on any job a v a ilab le-------------O ther-------------------- ............................................... — ........... —
Agreements
Workers (in
thousands)
139
363. 1
41
68
17
6
7
123.1
151.0
6 7.5
10. 7
10.8
In a sample of 475 agreements.
NOTE: Because of rounding, sums of individual items may not equal totals.
In 68 of th ese a g r e e m e n ts, the d isq u a lified w ork er w as a llo w ed to retu rn to h is
fo rm er job, u su a lly w ithout lo s s of sen io rity : 14
(126)
In the event of promotion it is agreed that the em ployee w ill be given a 30-day period in which to qualify.
In the event of failure to qualify within said 30-day period, he or she w ill be returned to his or her original
job without loss of seniority. In all promotions the worker is to suffer no loss of seniority. However, it is
understood in the event the employer feels, prior to the expiration of said 30-day period, that the em ployee
cannot qualify for the job to which he was promoted, said employer shall have the right to resort to the
grievance machinery set forth in this agreement for the right to restore said em ployee to his former job
classification.
(127)
If any em ployee is laterally transferred or promoted and it appears within 30 days that he is not com petent
to do the work of the new occupation, he w ill be transferred back to his former occupation.
(88)
. • . Should the em ployee fail to qualify on the job he shall be returned to his original job without loss
of seniority. . . .
A nother 17 a g reem en ts sta ted that the em p lo y ee w ould be retu rn ed to his
fo rm er c la ss ific a tio n or lab or g ra d e, or to a job s im ila r to the one he had h eld
before:
(128)
Any em ployee so selected shall have a trial period not to exceed 3 months. During this period if he does not
qualify, he shall be returned to his former classification or job grade, and the em ployee that replaced him
shall be returned to his former classification and/or job grade.
(129)
In the event that an em ployee is unable to demonstrate his aptitude to perform the work within a reasonable
tim e, . . . if the transfer was made at the em ployee's own request, he w ill be given a job as near to his
former status as can be arranged at the tim e and at his former rate . . .
H The provisions often did not m ention the em ployee's replacem ent. O ccasionally the promotee's old job was treated as a
temporary vacancy during his qualifying period. Temporary vacancies are discussed in a subsequent section.
30
(130)
An em ployee who fills a vacancy by this application procedure and who fails to perform the work satisfac
torily, or upon discontinuance of the work, shall be returned to his former classification according to
seniority.
(131)
If an em ployee selected for such upgrading fails to qualify, he shall be returned to a position of like status
and pay prior to his upgrading.
The un q u alified righ t of an em p lo y ee to retu rn to h is own or a sim ila r job
w ithout pen alty m ay lea d to e x c e s s iv e bidding fo r a job. A cco rd in g ly , a few a g r e e
m en ts c a lle d for so m e lo s s of p rom otion al or se n io r ity rig h ts follow ing d isq u a lific a
tion:
(34)
If after a trial period, it is found that the em ployee is not performing satisfactorily, he w ill be returned to his
former job and w ill becom e junior only to the em ployee that by-passes him . The job w ill then be filled by
the next senior qualified em ployee.
(132)
When an em ployee accepts promotion and thereafter fails to display the ability necessary to m aintain the re
quired job efficiency, he shall be returned to his former job. In seniority status, he shall be placed second
in line on his former job, after the vacancy on the job from which he was promoted has been filled. If he
is promoted a second tim e and fails to display the ability necessary to m aintain the required job efficiency,
he may be transferred or placed at the bottom of the seniority list on the job from which he was promoted,
depending on the ability shown on the job in question and his past record.
If an em ployee is unable to satisfactorily perform the job to which he has been promoted, he shall be placed
second in seniority in his former job and w ill not be promoted again until he advises his supervisor that he is
qualified for the promotion. If he is promoted the second tim e and is unable to satisfactorily perform the job,
he w ill be returned to his former job and w ill not again be considered for promotion unless agreed to by the
company and the union.
O ther a g reem en ts in d icated that w hile the em p lo y ee w ould n o rm a lly be allo w ed
to retu rn to h is fo rm er job or c la ss ific a tio n , changing plant con d ition s or se n io r ity
co n sid e ra tio n s m igh t req u ire h is p la cem en t e lse w h e r e , o r the em p lo y ee m igh t be laid
off:
(62)
The em ployee appointed to fill the vacancy w ill be required to demonstrate satisfactory performance in the
new position for the period specified in the job posting notice before being permanently appointed to the new
classification. If the em ployee fails to qualify during the trial
period, he w ill be perm itted to return to his
former job, unless his former job has been filled by a senior em ployee. In such a case, he w ill be provided
with other work for which he is qualified at the proper wage rate for that job.
(133)
. . . If the successful bidder for any job fails to qualify on the job, the opportunity w ill go to the other
qualified bidders on that posting in the order of their standing, and the man failing to qualify w ill return
to his former job (if it is still in existence; otherwise he w ill be handled as in a reduction in f orce) . . . .
(77)
An em ployee transferred, promoted or upgraded who, within 30 working days after such transfer, promotion
or upgrading is found not to possess the qualifications necessary to perform the work of his new classification,
or who within this period voluntarily so requests, shall be returned to his former classification provided his
seniority is greater than that of other em ployees then em ployed in such former classification. If his seniority
is not then greater than that of other em ployees in such former classifications, he m ay exercise his seniority
rights wherever applicable.
(93)
If within 6 weeks a successful bidder is adjudged not qualified, he w ill be reinstated to his ..former assignment
provided that opening has not been filled. In this latter event, he w ill be offered any like or lower classi
fication which is open, at the rate for the work, provided it is not posted on current vacancy list.
The em ployee w ill also be perm itted to displace any helper in a classification which is not subject to the bid
ding procedure in the plant, consistent with his own seniority.
A few a g reem en ts p rovid ed for the e m p lo y e e ^ retu rn to h is fo rm er job if he
fa iled to m eet a ccep ted req u ir e m e n ts, but no right of retu rn w as provid ed if he v o l
u n ta rily relin q u ish ed the job:
31
(134)
An em ployee who accepts a promotion or transfer and is found fitted for the job cannot elect to return to his
old job, but if on trial, it is found that he is not fitted for the new job, he shall be returned to his old job
at his former rate of pay, and shall have included in his promotional series seniority the tim e spent in the
higher job classification.
(135)
After a bidder has been selected on the basis of his seniority and ability, he relinquishes all right to return
to his former job. He shall have 30 working days to determine whether he wishes to remain on the job upon
which he bid. If he wishes not to remain on the job, he w ill be transferred to the labor pool for a period
of 30 working days before he is eligible to bid again. The company shall give the successful bidder who
has been selected on the basis of his seniority and ability 30 working days to prove his worth on the new job.
If he is rem oved from the job by the company before his 30 working days have expired, he shall have the
right to return to his former job.
A nother cla u se in d icated that d isq u a lifica tio n o rd in a rily w ould r e su lt in p la c e
m en t in a p o sitio n low er than the one the w ork er had fo rm erly held:
(136)
An applicant who fails to qualify for a job after 1 w eek, or requests to be rem oved from the job after accept
ing it, w ill be dropped to the lowest classification open and remain there for a period of 3 months.
In the rem ain in g a g r e e m e n ts, the em p lo y ee w as g iv en little or no a ssu ra n ce
of retu rn to h is fo rm er c la ss ific a tio n . Som e sp ec ified p la cem en t on a v a ila b le jobs
for w hich the em p lo y ee w as elig ib le:
(137)
Such em ployee shall have a qualification period of 5 working days. If the company determines that he is not
qualified to perform the job after such tim e, he shall then be transferred to such classification where his seniority
w ill permit, as may be mutually agreed to by the company and the union, and shall lose his bidding privilege for
a period of 6 months. . . .
(138)
Employees selected for promotion shall be given a fair trial to satisfy the job requirements with the assistance
of close supervision and instruction for a period not exceeding 60 days. If any em ployee so promoted fails in
his new assignment due to lack of ability, productive efficiency, or other cause, he shall be assigned to a
lower classification where his continued em ploym ent can be justified and all accrued seniority in the job classi
fication from which he is dem oted shall be cancelled.
A lthough so m e a g reem en ts gave a d isq u a lified em p lo y ee se n io r ity c r e d it for
the tim e he spent in the new unit, oth ers w ould ca n cel any se n io r ity a cq u ired during
the tr ia l period .
S en io rity Status F o llo w in g P ro m o tio n
W hen an em p lo y ee's se n io r ity group em b ra ces the en tire plant, h is p o sition
on the r o s te r is not a ffected by prom otion or tra n sfe r w ithin the plant. H ow ever,
when se n io r ity is a d m in istered in sm a lle r grou p in g s, h is p o sitio n m ay be a ffected .
T hus, an em p lo y e e 's prom otion or tra n sfer from one sen io rity a rea to another can
ca u se m any p r o b lem s, not the le a st of w hich is the d eterm in a tio n of h is se n io rity
statu s r e la tiv e to em p lo y ees in the new unit. If he is p la ced above the bottom of the
se n io rity lis t , in ju stic e s m ay r e su lt for the m en who have w orked in the unit lo n g er.
On the other hand, if he m u st fo rfeit h is se n io r ity in h is fo rm er unit and begin at
the bottom of the lis t in the new p o sitio n , he m ay be lo sin g job se c u r ity that h a s r e
q u ired y e a r s to build. Such a rra n g em en ts could se r io u s ly inhibit em p lo y ees from
seek in g p rom o tio n s and could be a p rob lem , for ex a m p le, in in d u stries w h ere c e r
tain u n its tra d itio n a lly have been m ade up of m in o rity gro u p s. 15
15 See Peter B. Doeringer, "Discriminatory Promotion Systems, " Monthly Labor Review, March 1967, vol. 90, No. 3,
pp. 27-28 (also addendum, MLR, May 1967, p. 53).
32
Seniority status in old unit
Total agreements with details1-----Plantwide, no ch an ge-----------------------------Lost im m e d ia te ly -----------------------------------Lost after specified tim e p e r io d -------------Retained indefinitely -----------------------------Not clear--------------------------------------------------O ther---------------------------------------------------— No provision---------------------------------------------
Seniority status in new unit (number of agreements}
Carried over
______ Begins___________from old unit
Plant
Retroac
After
No w ide, no Im m e tively after Im m e trial
Not
Total provision change diately trial period diately period clear
325
205
35
32
11
10
18
8
_
_
_
_
<#
35
35
11
1
6
4
_
27
3
3
6
12
1
.
«
16
1
9
4
_
_
..
7
1
1
5
_
3
1
226
200
12
6
6
2
Other
-
-
-
-
1 In a sam ple of 475 agreements.
A m ong the 325 a g reem en ts w ith d eta iled p rom otion p r o v is io n s, a lm o st 9 out
of 10 sp e c ifie d se n io r ity units of le s s than plantw ide sco p e. 16 Of th e s e , 31 p ercen t
had p r o v isio n s defin ing the em p lo y ee's se n io r ity statu s in h is n ew , old , or both units
follow in g p rom otion . Such p r o v isio n s w ere found m o st freq u en tly in m anu facturin g
a g r e e m e n ts. In nonm anufacturing a g r e e m e n ts, th ey app eared m o st freq u en tly in the
u tilitie s in d u stry.
About tw o -th ird s of the a g reem en ts w ith th ese c la u s e s d efin ed se n io r ity statu s
in both the new and old u n its follow in g p rom otion. M ost of the rem a in d er r e fe r r e d
to the new unit only.
The m o st p rev a len t trea tm en t of se n io r ity in the new unit (32 a g reem en ts) p r o
vided that se n io r ity w ould begin to accu m u late im m ed ia tely upon en try into the new
un it. A sm a ll num ber (6) sta ted that se n io r ity in the old unit w ould be lo s t im m e d i
a tely upon tr a n sfe r . T h is a rra n g em en t le a v e s the em p lo y ee p a rticu la r ly v u ln erab le
in the c a s e of la y o ff and in addition lim its h is opportunity for ad van cem en t in the
new unit:
(139)
If a person from another subdivision within the same department or from another department is the successful
applicant for a job, he shall give up his seniority standing in the subdivision or department from which he
was transferred and his new seniority rating in the subdivision or the department shall date from the date of
acceptance.
(140)
When an em ployee bids for and is assigned to vacated or newly created job, his job seniority shall terminate
in the old job and begin to accum ulate in the new job as of the date he starts work on the new job.
In 12 of the a g r e e m e n ts, no m en tion w as m ade of the e m p lo y e e 's se n io rity
statu s on the old u n it, w h ile nine o th ers provid ed that it w ould be reta in ed in d e fi
n ite ly , u su a lly for bum ping p u rp oses:
(141)
When an em ployee is transferred from one department to another he shall retain his seniority in the department
from which he has been transferred, and his seniority in the new department shall date from the tim e of the
transfer • • .
The seniority of an em ployee scheduled for transfer to another department as a result of job bidding shall be
effective in the new department on the date of bid acceptance, and the em ployee shall be transferred within
a reasonable period after bid acceptance.
(142)
16
When any assistant technician is promoted to the position of technician his seniority as a technician shall start
as of the date of such promotion. Such assistant technician shall not accrue any further seniority as an assist
ant technician after the date of his promotion, but shall retain the seniority status which he had at the tim e of
such promotion. It is the intent of this provision that, in the event o f any layoff of technicians, any technician
who has retained seniority as an assistant technician may exercise such assistant technician seniority with respect
to any assistant technician with less seniority as an assistant technician at the tim e of such layoff.
The 290 include 84 agreements that did not define the scope of the seniority unit.
6
_
2
2
..
2
-
33
(143)
For the purpose of determining departmental seniority, length of continuous service within a job classification
shall prevail. The seniority of an em ployee who is promoted to a higher rated job classification, or who
transfers from one job classification to another, shall com m ence upon the date he begins work in the new
classification; however, he shall retain full seniority as related to his original em ploym ent date and job classi
fication, in the position from which he was transferred.
An em ployee with service in more than one department accum ulates seniority separately in each department and
may only use such departmental service to avoid layoff for lack of work. . . •
A sm a ll num ber of a g reem en ts reta in ed the old unit se n io r ity for a sp e c ifie d
tim e p erio d to p ro tect the em p lo y ee should he fa il to q u alify during h is tr ia l or p r o
bation p erio d on the new job:
(144)
If an em ployee is transferred from one classification or department to another, or is promoted, his seniority in
the new classification or department w ill start from the date the transfer was effected. However, if such em
ployee, within 1 year from the date of such transfer, or promotion, is reem ployed in his original classification
or department or is transferred at his own request or at company request back to his original classification or
department, he shall be credited in his original classification or department with the seniority accrued in both
classifications or departments.
(145)
An em ployee shall lose his departmental seniority if he requests and is granted a transfer to a job in another
department and satisfactorily serves the qualifying period as defined in section 4 of this article.
If, as a result of the job bidding procedures, an em ployee is transferred to a new classification . . . the em
ployee shall be considered a qualifying em ployee for the first 8 weeks on the new job. If the transfer involves
a change in departments, the new departmental seniority shall begin from the date of selection for the new job.
In 11 a g r e e m e n ts, sen io rity w as to be a cq u ired a fter co m p letio n of a tr ia l
p erio d , r e tr o a c tiv e to the tim e of en try into the new unit. O ver o n e-h a lf of th ese
sp e c ifie d that the em p lo y e e 's se n io r ity in the old unit w as to be lo s t at the sam e
tim e:
(146)
If an em ployee successfully bids and is transferred to another department he w ill gain departmental seniority in
that department after satisfactorily com pleting 50 days of work in that department. He w ill rank on the de
partmental list from the date he was transferred into this department which shall becom e his new home depart
m ent. He w ill lose all preferred rights to return to his previous home department.
(147)
Any em ployee transferred from one classification or department to another shall continue to accum ulate seniority
in his old classification or department and shall not be placed upon the seniority list o f his new classification or
department for a period o f 12 months after such transfer. At the end of such period of 12 months the em ployee
so transferred shall lose his seniority in his old classification or department and shall be placed upon the seniority
list in his new classification or department his seniority therein to accum ulate from the original date o f his transfer.
Ten a g reem en ts s p e c ifie d that the e m p lo y ee's se n io r ity in h is fo rm er unit
w ould be c a r r ie d o v er in fu ll to h is new unit at the tim e of h is p rom otion . F our of
th ese a g reem en ts sta ted that the em p lo y ee w ould no lon g er hold se n io r ity in h is
fo r m e r u n it, w h ile the rem a in in g s ix a g reem en ts contain ed no r e fe r e n c e to the s e
n io rity sta tu s of the em p lo y ee in h is old unit. S en io rity in the old unit lik e ly is
fo rfeited in th ese c a se s:
(66)
Employees in the New Brunswick production and m aintenance unit shall be eligib le to bid for non-excluded job
vacancies in the New Brunswick M edical Research unit. If selected, such an em ployee w ill have his production
and m aintenance unit seniority transferred to the M edical Research unit seniority list. At the same tim e, he
w ill be rem oved from the production and m aintenance seniority list.
(148)
Upon promotion to a different seniority unit an em ployee shall lose his seniority standing in the unit from which
he is promoted, but shall carry his length of service into the seniority unit to which he is promoted.
(149)
An em ployee who successfully bids to another general department shall have his seniority transferred to the new
general department at such tim e as m anagement declares him to be the successful bidder and/or awards him the
job by so indicating on the posting on the plantwide posting board.
E igh teen a g reem en ts stip u la ted that the em p lo y e e 's se n io r ity in h is fo rm er
unit w ould be c a r r ie d o v er in fu ll to the new unit at the s u c c e s sfu l co m p letio n of the
34
tr ia l p erio d . T h is type of p r o v isio n p ro tects the em p lo y ee in h is old unit during the
tr ia l p erio d . T w elv e of th ese a g reem en ts p rovided that se n io r ity in the old unit w as
to be lo s t upon co m p letio n of the tr ia l period:
(150)
Employees who have bid into another classification or department shall not transfer their company seniority
to the new classification until they have com pleted 90 days o f continuous service. When a reduction of
forces affects an em ployee with less than 90 days continuous service in his new department, he shall be
returned to his resident department and follow the normal layoff procedure.
(151)
If an em ployee is transferred from one job classification group to another, he w ill start accum ulating seniority
in the new group from the effective date of transfer. He w ill retain his seniority for a period of 1 year in
the job classification group from which he was transferred. At the end of that period his total plant seniority
w ill be transferred and he w ill cease to have seniority ranking in his former job classification group. This
section applies to the administration of seniority only.
(152)
An em ployee's seniority in any department or occupational division thereof shall be determined in the same
manner as the general seniority described in section 1; provided, that an em ployee who is permanently
transferred to another department or occupational division thereof w ill cease to accum ulate seniority in his
former department or occupational division and begin to accum ulate seniority in his new department or
occupational division thereof, without affecting his general plantwide seniority; provided, also, that an
em ployee so transferred may at the end of 65 working days return to the department from which he was
transferred if he so desires. . . .
In the event an em ployee has been transferred from one department to another and remains continuously
in such new department until he has accum ulated 5 years' seniority in that department, he shall then
be credited with departmental seniority equal to his plantwide seniority.
In one c a s e , the p rom oted em p lo y ee w as giv en the option of eith er ca rry in g
h is se n io r ity to h is new unit or esta b lish in g se n io r ity in the new unit w h ile retainin g
it in the old:
(11)
The seniority of an em ployee transferred from one seniority group to another . . . shall be autom atically
credited to the seniority group to which he is transferred, unless the em ployee notifies the company and
the local unions involved in writing at the tim e of transfer that he wishes to retain his seniority as it ex
isted on the date of such transfer in the seniority group from which he is being transferred and established
seniority in the group to which he is being transferred.
If a d ela y o ccu rs b etw een the tim e an em p lo y ee is s e le c te d for p rom otion and
h is a ctu al en try into the new un it, se n io r ity in the new unit d ates fro m the tim e the
em p lo y ee is s e le c te d for the job:
(153)
When an em ployee bids into a new occupation, his occupational seniority shall begin when he actively
assumes work in that occupation, but w ill be computed from the date that he becom es the successful
bidder.
(154)
For the purpose of seniority credit only, the em ployee selected shall be im m ediately listed as being
assigned to the job classification on a change o f status form and shall be actually transferred to it as
soon as possible . . . but not later than 10 working days from the date he is selected. An extension
of tim e may be mutually agreed upon by em ployee and supervision.
One a g reem en t provid ed that the em p lo y ee w ould su ffer no o v e r a ll lo s s of s e n o rity if he could not q u alify in the new job follow in g p rom otion and retu rn ed to h is
old job:
(155)
An em ployee transferred or promoted from one class of work to another, within a seniority area of a
major department . . . retains the class (or group) seniority he has acquired in the previous class of
work (or group), but he may not exercise that seniority in the class of work (or group) to which he
is transferred or promoted. If an em ployee is returned or demoted to his previous class of work
(or group), his seniority in that class (or group) shall include the seniority he acquired in the higher class
of work (or group), so that his seniority w ill be equal to what he would have acquired had he not
been transferred or promoted.
35
F req u en cy of P ro m o tio n
A su b sta n tia l num ber of a g reem en ts req u ired a w aiting p erio d b efo re a n ew ly
p rom oted em p lo y ee w as e lig ib le for fu rth er p rom o tio n s. Such c la u s e s tend to sp read
p rom otion al op p ortu n ities m o re w id ely am ong em p lo y ees. 17
Of the 325 a g reem en ts having p rom otion al p r o v isio n s, 22. 5 p ercen t, cov erin g
12 p ercen t of the w o r k e r s, contain ed such p r o v isio n s. The p r o v isio n s, found m o st
freq u en tly in the lu m b er, fu rn itu re, rubber and m a ch in ery a g r e e m e n ts, u su a lly contain ed
w ording sim ila r to the follow ing:
(156)
Each em ployee shall have no more than a total of three opportunities to bid successfully in any
group in his home section for the period of 1 year from the date of this agreement and three
successful bids in each subsequent annual period subject to the eligib ility requirements set forth in
this section.
(157)
Employees who have been promoted shall not be eligible for further promotion for 30 days after
com pletion of the probation period.
In a t le a s t one a g reem en t, the p erio d of the in e lig ib ility follow in g p rom otion
depended on the w o rk e r's length of se r v ic e :
<150)
An em ployee who is selected as a successful bidder or whose job request has been honored need not
be considered as a bidder or for a job request again for the period spe' ’fied below:
Limitation on
Seniority
next bid
90 days but less than 2years
2 years but less than 5years
5 years or more
1 year
6 months
90 days
F u rth er p rom o tio n a l op p ortu n ities w ere denied em p lo y ees who d eclin ed to a c
cep t, or who v o lu n ta rily ga ve up an aw arded job:
(108)
(158)
An applicant who declines the job which he has been awarded shall not be entitled to apply for another job
for a period of 9 months. No applicant who has been awarded a job for which he has applied may decline
it 24 hours after such award has been posted.
When an em ployee has tried out a posted job and has given it up, he shall give up all right to bid upon
such job for a period of 3 years, provided the character or opportunity on the job has not changed, and
such em ployee shall also give up the second trial period at the tim e of the second bid upon such job.
A few co n tra cts sta ted s p e c ific a lly that no lim ita tio n s w ould be p la ced on the
freq u en cy w ith w hich em p lo y ees could se e k prom otion:
(159)
An em ployee shall not successfully bid more than once in a period of 6 months tim e, measured from
the date of his or her job bid, on jobs of equal or lower rates o f compensation; however, there shall
be no lim itation as to the number of successful bids by an em ployee on jobs with a higher rate of
compensation. . . .
(160)
Number of bids allow ed during each contract year is as follows:
(a) One bid in the same classification.
(b) One bid in a lower classification.
(c) No lim it to number of bids to successively higher
rate classifications.
(d) One bid on an indefinite period job or temporary
job regardless of classification.
Clauses specifically limiting the frequency of promotion were not needed in many agreements, because this condition
was effectively regulated in other ways. The employee sometimes was required to complete a lengthy trial period. In addition,
when unit seniority was an important promotional factor, a low seniority status in the new unit limited further promotions.
Table 1. P rom otion P ro visio n s in M ajor C ollectiv e B argaining A g reem en ts, by Industry, 1967—68
(W orkers in thousands)
R eferrin g to prom otions
Total
Total
Subject to
studied
With d eta ils
N o d eta ils
Industry
lo c a l negotiation
w ith p rov ision s
A g r e e W orkers A g r e e W orkers A g r e e W ork ers A g r e e W orkers A g r e e W ork ers
m ents
m ents
m en ts
m ents
m ents
172. 8
1, 201
40
4 , 755. 6
251. 5
48
7 ,5 2 9 .4
5, 179.9
1,851
A ll in d u s tr ie s _________________________
1, 289
3, 62 2.4
872
3, 297. 0
33
32
215. 7
4, 164. 1
109. 8
937
M anufacturing.. ____________________________
1, 041
.
_
21
65. 5
21
21
65. 5
65. 5
O rdnance and a c c e s s o r ie s ______________ -__
20. 1
5. 2
323. 7
4
3
111
100
93
298. 4
356. 6
Food and kindred p r o d u c ts_________________
_
11
11
24 .4
11
24. 4
2 4 .4
T obacco m a n u fa c tu r e r s-------------------------------20
1
8. 5
42. 6
34. 1
58. 7
T extile m ill p r o d u c ts----------------------------------26
19
22. 8
22. 8
8
356. 0
8
45
A pparel and other fin ish ed p r o d u c ts ------Lum ber and w ood p rod u cts, excep t
fu r n itu r e _________________________________
11
13. 5
13. 5
20 .4
8
8
3
21
30. 5
24. 6
14
18. 7
5. 9
17
F u rn itu re and fix tu res ------------- ---------------2
110. 6
3. 7
47
106. 9
110. 6
P ap er and a llie d products __________-______
49
49
P rin tin g, publishing, and a llie d
23. 2
3
15
3. 9
31
57. 3
18
27. 1
in d u s tr ie s __________________________________
118. 5
63
63
63
118. 5
118. 5
C h em ica ls and a llie d p r o d u c ts-------------------P etro leu m refin in g and rela ted
17
17
in d u s tr ie s________________________________
39. 2
39. 2
.17
39. 2
Rubber and m isc e lla n e o u s p la stic s
14. 7
20
50. 6
33. 0
1
3. 0
2
23
17
p r o d u c ts__________________________________ —
109. 9
1
1. 2
22
L eather and leath er products --------------------56. 7
18
17
44. 3
45. 5
1
3
3. 7
1. 6
113. 3
33
103. 8
98. 5
S ton e, c la y , and g la ss p r o d u c ts----------------38
29
111
3
572. 9
106
568. 0
5. 0
576. 2
P rim a ry m eta l in d u s tr ie s -------------------------109
2 1 .4
2 1 .7
92. 4
7
5
61
144. 5
56
135. 5
44
F ab ricated m eta l p r o d u c ts-------------------------1
1. 8
110
4
57. 8
115
318. 2
325. 8
258. 6
M ach in ery, excep t e le c t r ic a l--------------------118
E le c tr ic a l m a ch in ery, equipm ent,
1
1. 8
320. 5
101
93
7
103
395. 1
and su p p lies ----------------------------------------------69. 6
391. 9
43. 0
30. 3
1 ,0 42. 8
3
1, 122. 8
1, 116. 0
104
116
, T ran sp ortation equipm ent ------------------------- 118
9
1
1. 8
50. 1
52. 1
25
In stru m en ts and rela ted p r o d u c ts--------------26
48. 3
27
M iscella n eo u s m anu facturing
11
11
30. 3
14
26. 0
26. 0
in d u s tr ie s---------------------------------------------------63. 1
16
810
352
7
35. 8
3, 365. 3
1, 557. 5
1,4 58. 6
N onm anufacturing ---------------------------------329
M ining, crude p etro leu m , and n atu ral
gas production ------------------------------------------T ran sp ortation 1 -------------------------------------------C om m unication s ------------------------------------------U tilities: E le c tr ic and g a s ------------------------W hole sa le tr a d e _____________________________
R etail trade ----------------------------------------------- _
H otels and r e s ta u r a n ts--------------------------------S e r v ic e s ___________________________________ C o n str u c tio n -------------------------------------------------M iscellan eo u s nonm anufacturing
in d u strie s --------------------------------- ----------------
21
99
85
72
21
121
47
70
270
4
120. 6
646. 3
595. 3
154. 6
3 8 .4
349. 7
166. 2
239. 4
1,048. 7
6. 2
18
42
77
72
13
81
15
30
2
2
1 E x clu d es ra ilro a d and airlin e in d u stries.
NOTE: B ecau se of rounding, su m s of individual item s m ay not equal totals
107. 7
336. 7
533. 9
154. 6
19. 7
225. 0
65. 1
108. 0
3. 5
3. 3
18
41
65
70
12
74
15
30
2
2
107. 7
313. 7
481. 0
146. 4
18. 2
211. 8
65. 1
108. 0
3. 5
3. 3
-
1
2
2
2
“
23. 0
2. 2
8. 3
2 .4
-
10
1
5
-
50. 8
1. 5
10. 8
-
“
'
No
p rovision
A g r e e W orkers
m ents
562
2, 349. 5
104
541. 7
.
11
32. 9
16. 2
6
333. 3
37
3
7. 0
4
5. 9
30. 2
13
3
59. 3
11. 2
4
5
9. 6
2
3. 3
5
9. 1
3
7. 6
3. 2
2
2
6. 8
1
2. 0
3
4. 3
458
1, 807. 9
3
57
8
8
40
32
40
268
2
12. 9
309. 6
6 1 .4
18. 7
124. 7
101. 1
131.4
1, 045. 2
2. 9
Table 2. R ole of S en iority in P rom otion s in M ajor C o llectiv e B argaining A g reem en ts, by Industry, 1967—68
^ (^ ^ ^ c e r ^ s ^ r ijt h o u s ^ n d s ^ ,
P ro v isio n s w ith sen io rity as a factor in prom otions
T otal with
Seniority
prom otion
not a
P rim a ry
Secondary
Equal with
Industry
d etails
T otal
Sole factor
Other
factor
N ot c lea r
factor
other fa cto rs
factor
A g r e e W ork A g r e e W ork A g r e e W ork A g r e e W ork A g r e e W ork A g r e e W ork A g r e e W ork A g r e e W ork-1A g r e e W ork
m en ts
e rs m en ts
e r s m en ts
e r s m ents e r s m en ts e r s
m ents e r s m en ts e r s m en ts er s m ents ers
A ll in d u stries __________________ 1,201 4 ,7 5 5 .6 1, 112 4 ,4 7 5 .7
36
82. 3 419 1 ,0 2 8 .4 443 2 ,3 8 9 .5
11
17. 0 168 864. 8
35
9 3 .9
89 27 9.9
M a n u fa ctu rin g_____________________
O rdnance and a c c e s s o r i e s ___________
F ood and kindred p r o d u c ts...... ................
T ob acco m a n u fa ctu r er s_______________
T ex tile m ill p ro d u cts_________________
A p p arel and other fin ish ed
products _____________________________
L um ber and w ood p rod u cts, except
fu r n itu r e _____________________________
F u rn itu re and f ix t u r e s _____ __________
P aper and a llie d products ___________
P rin tin g, publish in g, and a llie d
in d u str ie s ___________________________
C h em ica ls and a llie d p roducts ______
P etro leu m refin in g and rela ted
in d u str ie s ___________________________
Rubber and m isc e lla n e o u s p la stic s
products __________ ________________
L eath er and leath er prod u cts .............
S ton e, cla y , and g la ss p r o d u c ts_____
P rim a ry m eta l in d u stries
F ab ricated m eta l p r o d u c ts___________
M ach in ery, excep t e l e c t r ic a l________
E le c tr ic a l m a ch in ery , equipm ent,
and su p p lies _________________________
T ran sp ortation equipm ent ___________
In stru m en ts and rela ted p ro d u cts____
M isc e lla n e o u s m anu facturing
in d u str ie s ___________________________
N on m a n u fa ctu rin g_________________
M ining, cru de p etro leu m , and
n atu ral gas production
_ ...
T ran sp ortation 1 ______________________
C o m m u n ic a tio n s______________ ____ ___
U tilitie s: E le c tr ic and gas _
W h olesale trad e ______________________
R eta il t r a d e ____________________ _______
H o tels and resta u ra n ts _
S e r v ic e s _______________________________
C on stru ction _ _ .....
M iscella n eo u s nonm anufacturing
in d u str ie s ___________________________
872 3, 297. 0
21
65 .5
93 29 8.4
11
24 .4
34. 1
19
8
22 .8
8
13. 5
14
18. 7
47
106.9
15
23. 2
63
118. 5
17
39.2
17
33.0
44. 3
17
98. 5
29
106
568. 0
44
92 .4
110
258. 6
320. 5
93
104 1 ,0 4 2 .8
25
48. 3
11
26. 0
329 1 ,4 5 8 .6
18
41
65
70
12
74
15
30
2
2
107.7
313. 7
48 1 .0
146.4
18. 2
211.8
65. 1
108. 0
3. 5
3. 3
816 3 ,1 6 4 .6
57. 2
19
90
290. 8
10
23. 4
34. 1
19
4
15. 1
7
12. 5
14. 5
12
47
106. 9
15. 2
9
63
118. 5
17
39. 2
17
33. 0
13
26. 7
28
97. 3
104
565. 7
42
89. 7
102
246. 9
86
304. 9
93 1 ,0 0 2 . 7
24
46. 4
10
24. 5
296 1, 311. 1
18
35
64
69
11
57
12
26
2
2
107. 7
28 2 .4
479. 9
145. 1
17. 2
150. 7
23. 1
98. 4
3. 5
3. 3
31
72. 7
11
-
38. 5
_
_
1
1
3
1
1
1
2
3
2
1
3
1
1. 1
3*8
4. 1
1. 5
1. 0
1. 0
5. 7
4. 0
5. 0
749. 8
20. 7
90. 6
17. 6
18. 8
3
6
19
2
14
5. 3
7 .4
50. 2
4. 7
25. 8
27. 2
14. 6
9. 5
19. 6
102. 2
49. 4
77. 6
13
307 1 ,8 23. 1
29. 0
9
27
121. 1
1
4. 5
6
9. 9
2
10. 7
3. 4
2
2
2. 9
34. 8
21
2
2. 2
40
75. 3
1
7. 0
3
8. 9
4
4. 9
14
71. 0
424. 6
48
16
29. 1
114. 6
39
108.4
32
31
750. 9
4
7. 2
3. 0
3
566. 4
136
6
7. 7
3
_
_
4. 0
_
_
121
1
13
_
3
2
2
3
5
2
8
1
434. 5
4. 5
33 .9
_
5 .4
4. 4
3. 8
3. 2
6. 1
4. 2
16. 0
2. 6
28
1
2
1
_
2 .9
12. 3
1. 0
26. 1
6. 3
22. 2
116. 6
149. 0
14. 3
_
-
_
-
1
1 .4
1
1
-
1. 3
1. 0
-
5
9. 3
2
3
1
11
4
14
16
23
7
47
1. 8
4. 3
1. o
9. 6
9
6
11
37
20
40
32
34
10
7
96
69. 9
95. 7
21. 8
21. 5
278. 6
1
1
_
5. 6
_
_
2. 5
1. 5
_
5
18
10
36
2
9
4
10
2
6. 2
72. 3
41. 7
59. 9
2. 0
21. 1
7. 3
64. 7
3. 5
10
8
38
25
7
32
4
10
_
18. 8
26. 7
328. 1
70. 0
12. 0
77. 0
6 .9
23. 8
_
2
1
_
_
2
_
_
_
3 .6
1.2
_
_
4. 5
_
_
2
6
13
2
2
16
1
5
_
-
-
-
-
2
3. 3
-
-
-
5
3
_
_
-
1 E x clu d es ra ilroa d and a irlin e in d u stries.
NOTE: B ecau se of rounding, sum s of individual item s m ay not equal to ta ls.
323
8
34
8
10
-
76. 9
3. 0
2. 7
1. 3
„
56
2
3
1
_
132.4
8. 3
7. 7
1.0
_
_
1
_
12. 0
4
1
2
_
7. 7
1. 0
4. 2
_
-
-
6
-
8. 0
_
430. 4
2
_
4
2
7
4
2
2
7
5. 6
.
_
7. 6
4 .9
27. 6
7. 3
2 .9
2. 2
17. 0
4
1
2
2
8
7
11
1
1
33
17. 6
1.2
2. 3
2. 7
11.8
15.6
40. 1
1. 9
1.5
145. 5
8 1 .0
177. 9
103. 1
2. 3
3. 2
52. 7
1 .9
8 .4
_
1
_
1
5
_
_
_
_
_
1.8
_
3. 5
11. 7
_
_
_
_
_
6
1
1
1
17
3
4
_
31. 3
1. 1
1. 3
1.0
61. 2
42. 0
9. 7
-
-
-
-
-
Table 3. R ole of S eniority in P ro m otion s, by O ccupational C overage, 1967—68
O ccupation al co v era g e
Tnta 1
______
0)
00
R ole of sen iority
S enioritv
no it a
Secondary
P rim a ry
fac:tor
Oth e r 1
N ot clea r
Equal factor
Sole factor
factor
factor
ree
ree
ree
ree
A g r e e W orkers A g r e e W orkers A g r e e W orkers A g r e e W ork ers A gents W ork ers A gents W orkers A gents W orkers A gents W orkers
m
m
m
m
m ents
m ents
m ents
m en ts
93. 9
279. 9
35
89
864. 8
168
17. 0
82. 3
419 1.0 28. 4 433 2, 389. 5 11
1, 201 4 .7 5 5 . 6 36
T otal with
prom otion
d eta ils
P lan t (production and
m a in ten a n ce)-------------------------------P lan t and w h ite -co lla r
c o m b in a tio n s-------------------------------P r o fe ssio n a l and te c h n ic a l----------C le r ic a l___________________________
S a les _______________________________
C le r ic a l and s a l e s ------------------------Othe r 1 -------------------------------------------2
967
3, 205.
79
8
35
25
42
45
391.
28. 4
115. 2
9 9 .4
123. 8
191. 2
33
1
76. 3
2. 0
2
4. 0
371
23
1
3
3
8
10
338
899. 4
49. 5
14. 0
12. 1
6. 6
17. 2
29. 6
39
2
25
4
18
17
1, 861.
262.
4.
87.
13.
63.
97.
7
2
6
7
3
1
0
7
1
1
2
10. 4
1. 2
2. 4
3. 0
134
8
2
4
6
7
7
702. 7
61. 6
4. 2
8. 9
2 7 .4
27. 3
33. 0
28
3
4
56
4
3
2
12
5
7
76. 4
8. 0
9. 5
1 Includes a g r ee m e n ts w h ere role of sen iority varied according to labor grade le v e l, occupation, etc.
2 Includes groupings not c la ss ifia b le above.
NOTE: B eca u se of rounding, su m s of individual item s m ay not equal totals.
T able 4. Role of Seniority in P rom otion s, by S eniority U nits Specified (Num ber of A greem en ts), 1967—68
R ole of sen io rity
T o ta l________________________
Sole or p rim ary f a c to r ----------------Secon d ary fa c to r ---------------------------Equal fa c to r -----------------------------------N ot c le a r ----------------------------------------Other 3 ---------------------------------------------
Total
sen iority
a factor
Total
1, 112
455
44 3
11
168
35
2 866
378
347
10
99
32
Job or occupation
P rim a ry
Only unit unit w ith
sp ecified exten sion
p rovision
85
37
35
3
9
1
89
41
34
5
9
S en iority unit sp ecified
P lant
Subdivision
P rim a ry
Only unit unit w ith Only unit
sp ecified exten sion sp ecified
p rovision
169
237
179
67
111
99
70
51
95
4
1
24
19
29
4
2
9
No
referen ce
Unit
to
N ot clea r subject to sen io rity
lo c a l
or other 1
unit
negotiation
48
11
24
1
8
4
59
12
38
1
5
3
1 Includes p ro v isio n s in which "units" m entioned but not sp ecified , or w ere oth erw ise u n c la ssifia b le .
2 E xclu d es 29 a g r ee m e n ts that sp ecified the sen iority un its, but w hile providing for prom otions did not indicate a role for sen io rity .
3 Includes p ro v isio n s in which role of sen iority varied depending on c la ssific a tio n or labor grade.
246
77
96
1
69
3
179, 0
6. 0
5. 7
4. 2
52. 2
9. 3
23. 6
T a b l e 5. M e t h o d of C o n s i d e r i n g E m p l o y e e s f o r P r o m o t i o n s in M a j o r C o l l e c t i v e B a r g a i n i n g A g r e e m e n t s , b y I n d u s t r y , 19 67 —68
(W orkers in thousands)
Industry
A ll in d u stries _________________________
M a n u fa ctu rin g__________________ ________
O rdnance and a c c e s s o r i e s ________________ _
F ood and kindred p roducts _________________
T ob acco m a n u fa ctu r er s-------- ----------------------T extile m ill p roducts _______________________
A p p arel and other fin ish ed p r o d u c ts_______
Lum ber and w ood p rod u cts, except
fu r n itu r e _____ _ _________________________
F u rn itu re and fix tu re s _____________________
P aper and a llie d p r o d u c ts__________________
P rin tin g, p u b lish in g, and a llied
in d u stries __________________________________
C h em ica ls and a llie d p r o d u c ts______________
P etroleu m refin in g and rela ted in d u str ie s..
Rubber and m isc e lla n e o u s p la stic s
p roducts __________________ _____ ___________
L eath er and leath er p r o d u c ts______________
Ston e, cla y , and g la ss products ___________
P rim a ry m e ta l in d u str ie s __________________
F a b ricated m e ta l p r o d u c ts__________________
M ach in ery, excep t e le c t r ic a l______________
E le c tr ic a l m a ch in ery , equipm ent, and
s u p p lie s _____________________________________
T ran sp ortation equipm ent __________________
In stru m en ts and rela ted p ro d u cts__________
M iscella n eo u s m anu facturing in d u s r tie s___
N onm anufacturing ___________ ___________
M ining, crude p etro leu m , and natural
gas production _____________________________
T ran sp ortation 1
. .. . . .
C om m unication s . _ _ ...
U tilitie s: E le c tr ic and gas . ....
W h olesale t r a d e ___________ _______________
R etail trad e . . . . . . . . . .
H o tels and resta u ra n ts _...............
S e r v ic e s
... .
C on stru ction
... ___
M iscella n eo u s nonm anufacturing
in d u stries
S ee footnote at end of tab le.
Total with
prom otion
d etails
A g r e e W orkers
m en ts
4, 755. 6
1,201
Total
A greem en ts with sp ecified m ethod
P ostin g and
A utom atic
E m ployee
bidding
con sid eration
req uest
A g r e e W orkers A g r e e W orkers A g r e e W orkers
m ents
m en ts
m en ts
Company
d iscretion
A g r e e W orkers
m ents
A gree
m ents
834
W orkers
3, 270. 4
437
1 ,4 22. 4
81
315. 2
90
652. 0
10
76. 2
667
16
77
8
16
2
6
9
37
8
50
16
16
7
22
94
32
89
69
70
20
3
167
2, 539. 3
48. 1
264. 4
17. 6
28. 0
2. 0
9. 6
13. 1
86. 0
14. 1
82. 1
33. 7
27. 3
18. 6
65. 6
514. 5
56. 6
220. 2
177. 6
823. 3
3 1 .9
5. 5
731. 1
348
6
60
3
13
194. 0
34. 7
7. 9
3. 2
3. 9
54. 5
7. 7
7. 0
12. 0
611. 4
23. 5
11. 1
_
2. 0
2. 0
2
4
1
82
5
4
1
2
_
_
-
_
_
_
89
99 3 .9
9. 6
222. 3
5. 2
2 1 .4
5. 7
10. 1
21. 0
1. 2
36. 8
2. 4
13. 0
14. 9
60. 8
337. 1
34. 7
53. 7
6 6 .4
62. 1
11. 5
4. 3
428. 6
62
329
3 ,2 9 7 . 0
65. 5
29 8.4
24. 4
34. 1
22. 8
13. 5
18. 7
106. 9
23. 2
118. 5
39. 2
33. 0
44. 3
98. 5
568. 0
92. 4
258. 6
320. 5
1,0 42. 8
48. 3
26. 0
1 ,4 58. 6
4
4
7
9
2
19
18
41
65
70
12
74
15
30
2
2
107. 7
313. 7
481. 0
146.4
18. 2
211. 8
65. 1
108. 0
3. 5
3. 3
14
20
33
60
6
23
1
9
_
24. 5
210. 9
272. 2
108. 5
6. 8
80. 7
2. 5
23. 7
_
11
14
13
29
6
11
_
5
_
18. 9
195. 8
117.4
50. 9
6. 8
20. 5
_
18.4
_
1
1. 6
-
872
21
93
11
19
8
8
14
47
15
63
17
17
17
29
106
44
110
93
104
25
11
-
4
8
15
1
24
2
9
5
18
56
21
39
28
25
9
2
-
-
2
16
3
3
7
-
-
-
-
-
-
2
_
2. 5
-
-
_
11. 2
.
15. 7
38. 0
30. 7
2 .4
121. 2
1
5
5
21
15
21
8
1. 2
10. 8
10. 4
9 1 .4
26. 1
430. 6
_
40. 6
_
_
1
_
_
_
1. 7
_
1
_
8
33. 0
_
41. 5
1
1
5
5
_
6
1
_
_
1. 1
1. 6
62. 3
8. 3
_
45. 6
2. 5
_
_
1
5
_
_
2
_
_
_
5. 1
31. 5
_
_
4. 0
_
_
_
6
.
_
2
_
_
_
35. 7
_
_
5. 8
.
_
_
-
-
-
-
-
-
-
-
Table 5. M ethod of C onsidering E m p loyees for P rom otions in M ajor C ollectiv e B argaining A g reem en ts, by Industry, 1967—68— Continued
A greem en ts with sp ecified m ethod— Continued
C om bination, post and C om bination, post C om bination, autom atic
Method
Other
Industry
bid, with autom atic
and bid, with
con sid eration and
not clea r
com binations
con sid eration
em ployee req uest
em ployee req uest
r e
r e
A g r e e W orkers A g r e e W orkers
A gree
W orkers A genets W orkers A genets W orkers
m
m
m en ts
m ents
m en ts
45. 8
60. 3
17
27
53
30
188. 9
78
153. 9
A ll in d u stries ________________________ _
189. 3
M anufacturing _____________________________
O rdnance and a c c e s s o r i e s _________________ _
F ood and kindred p r o d u c ts__________________
T obacco m a n u fa ctu rers--------------------------------T e x tile m ill p r o d u c ts_____________ _________
A p p arel and other fin ish ed p r o d u c ts_______
Lum ber and wood p rod u cts, excep t
fu r n itu r e ____________________________________
F u rn itu re and f ix t u r e s ______________________
P aper and a llie d products __________________
P rin tin g, pub lish in g, and a llie d
in d u str ie s __________________________________
C h em ica ls and a llie d p r o d u c ts______________
P etroleu m refin in g and rela ted
in d u stries __________________________________
Rubber and m isc e lla n e o u s p la stic s
products ______ _____________________________
L eather and leath er prod u cts __ ____________
Ston e, c la y , and g la ss prod u cts ___________
P rim a ry m eta l in d u stries __________________
F ab ricated m e ta l p r o d u c ts__________________
M ach in ery, excep t e le c t r ic a l_______________
E le c tr ic a l m ach in ery, equipm ent, and
s u p p lie s -------- ---------------------------------- -----------T ran sp ortation equipm ent __________________
In stru m en ts and rela ted prod u cts __________
M iscella n eo u s m anu facturing
in d u str ie s __________________________________
N on m a n u fa ctu rin g________________________
M ining, crude p etro leu m , and natural gas
p r o d u c tio n __________________________________
T ran sp ortation 1 --------------------------------------------C o m m u n ic a tio n s_____________________________
U tilitie s: E le c tr ic and g a s _________________
W h olesale tra d e _____________________________
R etail t r a d e __________________________________
H o tels and resta u ra n ts ______________________
S e r v ic e s ------ ---------------------------------------------C o n str u c tio n __________________________________
M iscella n eo u s nonm anufacturing
in d u stries __________________________________
13
1
1
-
1. 4
-
.
_
6 .9
14. 8
2. 5
-
46
1
2
-
4
1
11
4
1
2
13
1
4
4
1
2
7. 6
1.7
14. 3
7. 7
1. 1
2. 2
25. 3
2. 0
9. 9
6. 8
2. 7
5. 7
.
3
1
2
1
7
4
13
4
4
3
9. 0
7. 0
3. 1
1.4
92. 1
7. 9
30. 1
5 .4
8. 9
5. 2
6
3
3
8
-
32. 2
9. 3
7. 5
114.4
-
23
42. 9
1
7
1.2
12. 8
3
2
19
1
-
4. 5
35. 7
1. 2
1. 6
2
3
2
-
4. 0
4. 0
4. 8
-
-
-
_
1 E x clu d es ra ilroa d and a ir lin e in d u stries.
NOTE: B ecau se of rounding, su m s of individual item s m ay not equal totals.
178. 6
3. 7
2. 9
-
11 1.0
1
176. 1
2. 0
3. 1
-
27
1
1
-
55
2
4
1
-
.
1
_
3
1
_
5. 3
2. 0
.
1
1
2 5 .9
2. 5
1. 5
.
_
23
_
1
1
1
_
1
1
54. 5
_
1. o
1.3
1.4
-
_
3. 0
1. 6
Other
A gree
m ents
11
9
_
3
_
5
8. 5
1
-
_
_
_
_
_
W orkers
166.8
159.4
_
8 .6
-
_
1. 0
-
1
3
1
1
3
1. 3
2. 7
_
2. 5
5 .9
3. 2
1.0
5. 4
3
1
2
6
1
6. 6
1. 3
3. 1
25. 3
1. 7
1
2
1
1
-
3. 5
4. 0
1. 3
141.0
-
10. 7
4
19.9
4
5. 8
2
7 .4
1
2
-
8. 6
2. 1
-
1
3
-
12. 9
7. 0
-
3
1
-
3. 1
2. 7
-
1
1
-
5. 3
2. 1
-
-
-
-
-
-
-
-
-
_
_
_
_
Chapter III.
Permanent Transfers
In its b roa d est s e n s e , a tr a n sfe r is any m ove from one job, c la ss ific a tio n ,
or se n io r ity unit to a n oth er. Som e a g r e e m e n ts, in fa ct, u se the term in p r e c is e ly
th is s e n s e . F or p u rp o ses of th is study, h o w ev er, a tr a n sfe r is m o re n a rrow ly d e
fin ed , a s a perm anen t m ov em en t from one job to a d ifferen t one ca rry in g the sam e
or a low er labor grade or rate of pay. The em p lo y ee m ay d e sir e a la te r a l tr a n s
fer or even m o v e down to another job or p rom otion al seq u en ce b eca u se he c o n sid e r s
the w orking co n d itio n s, em p loym en t se c u r ity , or long run p r o sp e c ts for a d v a n ce
m en t su p erio r to th o se on h is p resen t job. S im ila r ly , an em p lo y er m ay want to
tra n sfe r an em p lo y ee for r e a so n s of e ffic ie n c y or o v e r a ll plant n e ed s.
In th is study, p r o v isio n s d ealin g w ith in volu n tary tr a n s fe r s , bum ping to
avoid la y o ff, and tr a n sfe r s to a p r eferre d shift or b eca u se of age or d isa b ility
w ere exclu d ed a s far a s p o ssib le .
P r e v a le n c e of T ra n sfer P r o v isio n s
P erm a n en t tr a n sfe r p r o v isio n s w ere le s s com m on than prom otion p r o v isio n s
in m a jo r c o lle c tiv e b argaining a g r e e m e n ts. Of 475 a g r e e m e n ts, 45. 7 p ercen t, c o v
erin g 5 4 .2 p ercen t of the w o r k e r s, contain ed such p r o v isio n s, including sev en a g r e e
m en ts that a ssig n e d the tr a n sfe r d e ta ils to lo c a l n e g o tia to rs:
Agreements
Transfer prevalence
Workers (in
thousands)
Total agreem en ts---------------------------------------------
475
2 ,1 5 7 .5
Total agreements with transfer provisions----------------With transfer details----------------------------------------------Provision for lateral m oves, no m ention of
dow ngrades---------------------------------------------------Provision for lateral moves and dow ngrades----Provision for downgrade only---------------------------Lateral moves only; downgrades proh ib ited ---Other----------------------------------------------------------------Subject to local negotiation----------------------------------
217
210
1 ,1 6 9 .3
1, 106.8
134
66
6
1
3
7
428.0
655.3
8 .0
7 .5
8 .0
6 2 .5
NOTE: Because of rounding, sums of individual item s may not equal totals.
T r a n sfer p r o v isio n s w ere m uch m o re com m on in m an u factu rin g than in non
m an u factu rin g co n tra cts; over 60 p ercen t of the m anu facturin g a g reem en ts and only
26 p ercen t of the nonm anufacturing a g reem en ts contain ed such p r o v isio n s. In g en
e r a l, p rom o tio n s and tr a n sfe r s by sp e c ific in d u stry and union w ere along the sam e
lin e s .
A r e la tiv e ly sig n ifica n t p rop ortion of the w o rk ers to w hich the tra n sfe r cla u se
app lied w ere co v ered by la r g e r a g r e e m e n ts. A lthough only 15 of 35 a g reem en ts c o v
erin g 1 0 ,0 0 0 em p lo y ees or m o re contain ed tr a n sfe r p r o v isio n s, th ey included m o re
than 60 p ercen t of a ll w o rk e rs co v ered .
M ore than o n e-h a lf of the 217 tr a n sfe r p r o v isio n s m ade no sp e c ific m en tion
of volu n tary d ow n grad es, eith er u sin g the term " tr a n sfer1' (or a sim ila r term ) to
co v er both la te r a l and dow nw ard m o v em en ts, or m aking p ro v isio n for la te r a l m o v es
on ly, a s in the fo llo w in g cla u se:
(161) Employees w ill not be entitled to m ove horizontally more than once in a 6-m onth period and new em ployees
w ill not be eligible to move horizontally during the first 6 months of their em ploym ent.
41
42
In 66 a g r e e m e n ts, sp e c ific p r o v isio n w as m a d e, so m e tim e s w ith cer ta in r e
s tr ic tio n s , for both la te r a l m o v es and d ow n grad es. T h ese p r o v isio n s app lied to m o re
than o n e-h a lf of the e m p lo y ees co v ered by tra n sfe r c la u se s:
(107) Employees shall have the right to bid up, down or across, with the exception that em ployees who bid down
or across shall only do so once in any 12-month period. This provision shall apply to permanent jobs only.
(162)
Personnel w ill not be permitted to apply laterally or downward unless such a m ove represents:
a. M ovement from a job-rated job to an incentive job, or,
b. When an em ployee, for all practical purposes, has reached the top of his continuity and has no
reasonable expectation of an opportunity to advance upward in his present department, and the
m ove w ill increase his opportunity for upgrading.
A sm a ll num ber of other a g reem en ts r e fe r r e d to volu n tary dow ngrading but
eith er proh ib ited la te r a l m o v es or m ade no m en tion of them :
(163)
. , . Jobs which becom e vacant in m ilk manufacturing plants shall be posted for bid for em ployees in
either higher or lower paid crafts. No bids w ill be permitted by em ployees in the same wage bracket
in the skilled or sem iskilled jobs, except for the express purpose of changing to a different shift.
(138) Employees may bid for upgraded and downgraded jobs: Employees holding the same classifications . . . as
those posted as job vacancies w ill not be considered for selection unless it is for a shift preference.
(164) A transfer list w ill be established by the company consisting of the names of em ployees who have acquired
seniority and have submitted a request in writing that they desire to be considered for transfer when
vacancies occur in a sp ecifically different department than that in which the em ployee is working. Any
such transfer w ill be made only to the lower job grade and cannot be requested more often than once in
any 6-m onth period. Such application must be filed at least 2 weeks before the date a vacancy occurs
in order for the em ployee to be considered.
No a g reem en ts in the sam p le proh ibited both la te r a l m o v em en ts and dow n
g rad in g, but r e s tr ic tio n s e x ist a s illu str a te d in the fo llo w in g a g reem en t:
(165) A ll em ployees w ill be eligible to bid on jobs which are posted except any em ployees having a higher
rated job w ill not be considered for a job of a lesser rate. Likewise, an em ployee having an equal rate
w ill not be considered for a job with the same rate as the one he currently holds.
M ethod of T ra n sfe r
A m ong the 210 a g reem en ts w ith tra n sfe r d e ta ils w ere 152 that sp ec ified the
m eth od or com bin ation of m eth o d s u sed in se le c tin g em p lo y e e s for tr a n sfe r . T h eir
d istrib u tio n am ong the v a rio u s m eth od s is show n b elow .
Transfer prevalence
Agreements
Workers (in
thousands)
Total agreements with transfer details 1 -----
210
1 ,1 0 6 .8
Total agreements referring to m eth o d -----------------Method or methods indicated:
Job posting and bidding-----------------------------------Autom atic consideration or progression2----------Employee request---------------------------------------------Company discretion-----------------------------------------U n cle a r -----------------------------------------------------------O th er----------------------------------------------------------------
152
887.9
63
4
90
11
6
1
167.8
10.6
732.4
29.6
9 .4
2 .4
* In a sample of 475 agreements.
2 Nonadditive: Some agreements m entioned more than 1 method.
A lm o st th r e e -fifth s of the a g reem en ts that sp e c ifie d a m eth od for tr a n sfe r
p erm itted the em p lo y ee to in itia te the action by a req u est. T h is m eth od w as the
only one u sed in 72 a g r e e m e n ts. E ig h teen ad d ition al a g r e e m e n ts u sed th is a r r a n g e
m en t in com b in ation w ith one or m o re oth er m eth o d s.
43
P o stin g and bidding, w hich ap p eared in 49 a g reem en ts a s the so le m eth od of
tr a n sfe r , w as the secon d m o st freq u en tly u sed m eth od. T h is a rra n g em en t o ccu rred
in com bin ation w ith one or m o re other m eth o d s in an ad d ition al 14 a g r e e m e n ts.
T h us, em p lo y ee req u est and p ostin g and bidding w ere u sed a s the so le m eth od of
tr a n sfe r in 121 a g r e e m e n ts.
T r a n sfers in itiated by the com pany w ere u sed a s the so le m eth od of p e r m a
nent tr a n sfe r in a sm a ll prop ortion of the a g r e e m e n ts.
T ria l or T rain in g P erio d F ollow in g T ra n sfer
Only 62 of the 210 a g reem en ts having tra n sfe r p r o v isio n s, co v erin g few er
than a q u a rter of the w o r k e r s, r e fe r r e d to a tr ia l p eriod . The low p rev a len ce of
such p r o v isio n s m ay in d ica te th at, a s a ru le , w o rk ers a re tr a n sfe r r e d to job s in
the sam e or a r ela ted lin e of w ork , and h en ce a tr ia l p eriod w ould not be n e c e s s a r y .
The tim e allo w ed for tra in in g fo llo w in g tra n sfe r w a s, a s in d icated b elo w , in
g e n e r a l, le s s than that a llow ed follow in g p rom otion . T h u s, few er than 10 p ercen t
of the c la u s e s cited a tr ia l p eriod over 60 d a y s. The c la u s e s w ere a lm o st a lw a y s
w orded s im ila r ly to c la u s e s p ertain in g to tr ia l or tra in in g fo llo w in g p rom otion .
A ll industries______
Provisions
Total agreements with
transfer d etails1 -----------------No reference to trial or training
period------------------------------------------ -Reference to trial p erio d --------------T im e period:
30 days or le s s---------------------31-60 days---------------------------Over 60 d a y s-----------------------Combinations, trial period
varies--------------------------------Not indicated-----------------------Other-------------------------------------
Manufacturing______
Nonmanufacturing
A gree
ments
Workers (in
thousands)
A gree
ments
210
1, 106. 8
161
880.7
49
226. 1
148
62
859.2
247.6
104
57
644.0
236.7
44
5
215.2
11.0
32
8
6
179.7
21 .6
9 .2
30
7
5
175.9
18.1
7 .8
2
1
1
3 .9
3 .5
1 .4
2
10
4
3 .5
25. 1
8 .6
1
10
4
1.3
25.1
8 .6
1
2 .2
Workers (in
thousands)
A gree
ments
Workers (in
thousands)
-
-
-
-
1 In a sample of 475 agreements.
NOTE: Because of rounding, sums of individual item s may not equal totals.
Of the 62 a g reem en ts providing for a tr ia l p erio d , 45 provid ed a ls o for
p la cem en t of an em p lo y ee who fa iled to q u a lify . A s in prom otion p r o v isio n s, m o st
of th e se c la u s e s p erm itted the w ork er to retu rn to h is fo rm er job or occu p ation al
c la s s ific a tio n , u su a lly w ithout penalty:
(166)
. . . Any em ployee who accepts a transfer at his . . . request • . • and proves incapable of performing
the work required in a satisfactory manner m ay, within 30 days, be transferred back to the job classification
from which he was transferred, displacing the em ployee who replaced him , without loss of occupational
or plant seniority. . . .
(167) If the em ployee chooses to return or fails to qualify during the 13 weeks, he w ill return to the rate of pay
and job status he held before attempting the . . . transfer.
D eterm in in g F a c to r s in T r a n sfe r s
In co m p a riso n w ith prom otion p r o v isio n s, a r e la tiv e ly sm a ll prop ortion of
a g reem en ts d e sc rib ed the c r ite r ia for d eterm in in g the e lig ib ility and se le c tio n of
em p lo y ees for tr a n sfe r s . M any of the p r o v isio n s w ere not co m p reh en siv e and r e
fe r r e d only to p a rticu lar p arts of the tr a n sfe r p r o c e s s , such a s the m ethod of tra n sfe r
44
or the tra in in g p eriod . A rea so n for th e se tw o situ a tio n s m ay be th at, in g en e ra l,
la te r a l and dow nw ard m o v em en ts a re le s s freq u en t, and co n seq u en tly of le s s c o n
cern to n e g o tia to r s.
R ole of se n io r ity . S en io rity w as m en tion ed a s a fa cto r in tr a n sfe r s in only
57 p ercen t of the 210 a g reem en ts having d eta iled tr a n sfe r c la u s e s , com p ared to
93 p ercen t in p ro m o tio n s. The p r o v isio n s ap p lied to 76 p ercen t of the e m p lo y ees
co v ered by d eta iled p r o v isio n s.
Agreements
Workers (in
thousands)
Total agreements with transfer d e ta il-------------
1 210
1 ,1 0 6 .8
Total agreements providing role for seniority----------R ole of seniority:
Sole factor------------------------------------------------------------Primary factor------------------------------------------------------Secondary factor-------------------------------------------------Equal factor----------------------------------------------------------Ambiguous------------------------------------------------------------O th er--------------------------------------------------------------------
120
837.3
13
44
41
2
17
3
29.2
584.8
132.9
2 .2
81.7
6 .6
Transfer prevalence
1 In a sample of 475 agreements.
NOTE: Because of rounding, sums of individual item s may not equal totals.
When m en tio n ed , sen io rity tended to be a ssig n e d a d eterm in in g ro le m o re
often in tr a n sfe r s than in p ro m o tio n s, perhaps b e ca u se such m o v em en ts w ere u su a lly
le s s im portant to the e ffic ie n c y of the firm . S en io rity w as given so le or p rim a ry
co n sid e ra tio n in n ea rly o n e-h a lf the a g reem en ts and a p p lied to about th r e e -q u a r te r s
of the w o rk ers co v ered by such p r o v isio n s. By co m p a riso n , only tw o -fifth s of the
p rom otion p r o v isio n s, co v erin g o n e-q u a rter of the w o r k e r s, m ade se n io r ity dom inant:
(168) In January and July of each year, em ployees w ill be given the opportunity to initiate transfer requests.
During these months, any em ployee with not less than 12 months' service on the same assignment may
apply for a transfer or another class of work. Such transfers w ill be approved if the transfer w ill prove
to be advantageous, in managem ent's judgment, to both the em ployee and the company.
Approved transfer requests w ill be filled in the order of the seniority of service of the applicant i. e . , an
em ployee with the longest service with the company w ill be given the first transfer opportunity.
About o n e-th ird of the p r o v isio n s, co v erin g 16 p ercen t of the w o r k e r s, a s
sig n ed se n io r ity a seco n d a ry r o le , com p ared w ith tw o -fifth s of the a g r e e m e n ts and
53 p ercen t of the w o rk e rs in the p rom otion study:
(169) Transfers of a permanent nature . • • shall be m ad e. • • on the basis of ability, performance, experience
and seniority. When ability, performance and experience are substantially equal, seniority shall govern.
(170) Transfers . . • shall be based upon fitness and ability with seniority a factor only when all other things
are equal.
M ost sen io rity c la u s e s contain ed w ording sim ila r to that u sed in prom otion
p r o v isio n s. One u n usu al c la u s e , h o w ev er, in d icated that tr a n sfe r s w ould be e f
fe c te d on the b a s is of nh a lf-se n io r ity :"
(171) When there is a vacancy in a department, an em ployee having submitted a request for transfer to the
department shall be considered on the basis of one-half seniority, in his present department.
N o n sen io rity fa c to r s . C riteria oth er than se n io r ity u sed in se le c tin g em
p lo y e e s for tr a n sfe r w ere found in 110 of the 210 tr a n sfe r p r o v isio n s show n on
the follow in g p age:
45
Transfer prevalence
Agreements
Total agreements with transfer d e ta il1--------
Workers (in
thousands)
210
110
786.6
67
29
6
5
48
4
Total agreements with nonseniority factors---------Nonseniority factors indicated: 2
Skill and a b ility ---------------------------------------------- Physical fitn ess-----------------------------------------------Education or training--------------------------------------Tests or exam in ation s-------------------------------------Unspecified qualifications-------------------------------O th er--------------------------------------------------------------- ------
1 ,1 0 6 .8
186.8
89.5
26.2
9 .5
609.6
10.5
1 In a sample of 475 agreements.
2 Nonadditive: Many agreements m entioned more than 1 factor.
F or the m o st part the n o n sen io rity fa c to r s for tr a n sfe r and p rom otion s w ere
sim ila r . H ow ev er, a g rea ter prop ortion of the clau ses, r e fe r r e d to " q u a lifica tio n s1’
and a sm a lle r p rop ortion to sk ill and a b ility in tr a n sfe r s than in p rom o tio n s.
S en io rity Status of T r a n sfe r r e d E m p lo y ees
The v a rio u s w ays in w hich the co n flictin g se n io r ity c la im s of em p lo y ees
seek in g tr a n sfe r s and th o se a lrea d y in p a rticu lar units a re resolved* a re su m m a rized
in the tabulation b elow .
Seniority status in new unit (transfer) (number of agreements)
Carried over
_______Begins___________ from old unit
Seniority status in old unit (transfer)
Total agreements with transfer
details1--------------------------------------------Total agreements with provision----------------Plantwide, no c h a n g e ---------------------------Lost im m ed iately-----------------------------------Lost after specified tim e period-------------Retained indefinitely-----------------------------Not cle a r ------------------------------------------------O th er-----------------------------------------------------No provision-------------------------------------------------
R etroac
Plant
No w ide, no Im m e tively after Im m e
Total provision change diately trial period diately
After
trial
period
Not
clear
210
93
16
33
10
10
27
10
11
108
16
16
41
21
9
13
9
3
1
80
16
16
-
29
10
6
12
1
9
5
4
-
19
17
2
8
2
1
5
-
-
4
4
6
10
2
2
1
1
4
1
5
102
4
1
-
8
-
2
1 In a sam ple of 475 agreements.
U nder the m o st freq uent a rra n g em en t, the em p lo y ee sta rted to accu m u la te
se n io r ity on the date of h is tr a n sfe r . Of the 33 co n tra cts w ith such p r o v isio n s,
16 in d ica ted that the w ork er w ould have to relin q u ish a ll p rev io u s se n io r ity eith er
im m ed ia tely or a fter a d esig n a ted tim e period:
(172) Any em ployee transferred to another department at his request shall enter the new department at the bottom
of the seniority list in that department and forfeit all seniority rights in the department from which he is
transferred.
(173) If any em ployee is transferred to a different department, he shall have a 90-day trial period in his new
department without losing any seniority in the department from which he cam e. If he remains in the new
department longer than the 9 0 -day trial period, he can, within 18 months, request a re-transfer back to
the department from which he cam e, if such re-transfer is possible. If he decides, after 18 months to stay
in the department to which he was transferred, his seniority in the department from which he cam e shall
be lost and his seniority in the department to which he transferred shall begin from the day he was transferred
into that department.
Other
46
(174) Employees may be transferred from one job classification to another or from one department to another
within the plant. Seniority shall be retained for the period of 1 year in the old department and com m ence
in the new department as of the date of transfer.
In one v a ria tio n of the ab ove, the tim e p eriod for reten tio n of se n io rity w as
eq ual to the length of s e r v ic e in the old unit. T h is "dorm ant11 se n io r ity could be
u sed in bidding for other jobs:
(6)
Departmental seniority shall be defined as the total length of tim e the em ployee has been em ployed in a
department.
Plant seniority shall be defined as the total length of tim e the em ployee has been em ployed at the plant.
Dormant seniority shall be defined as the length of tim e the em ployee retains in his old department when
transferred to a new department. At the tim e when departmental seniority in the new department equals
the accrued departmental seniority in the old department, such seniority shall cease in the old department.
Dormant seniority may be used on job postings.
T w elve of the 33 a g reem en ts p erm itted the em p lo y ee to retain ed in d efin itely
se n io r ity a ccru ed in the old unit. A lthough th is se n io r ity u su a lly could be e x e r c is e d
in the even t of lay o ff, one a g reem en t p erm itted the em p lo y ee to retu rn to h is fo rm er
job only through the job bidding p r o c e ss:
(175) After 30 days he shall accum ulate seniority in his new department from the date of transfer and retain his
seniority accum ulated in his old department. He shall not be permitted to exercise his seniority in his old
department unless the job to which he transferred in the new department is abolished or, through a decrease
in forces or lack of work, he loses job rights in his new department. In such event he w ill be permitted to
return to his former job in his original department and exercise his original seniority in his former department.
(61)
An em ployee who bids into a lower or equal job classification or voluntarily returns to a lower or equal job
classification in which he holds seniority w ill retain such seniority as he has accum ulated in the higher or
equal job classification, but shall not accum ulate further seniority in the higher or equal job classification.
Return to the higher or equal job classification can only be accom plished by job bidding.
In 27 of the 210 a g r e e m e n ts, sen io rity in the old unit w as c a r r ie d over in
fu ll to the new unit a fter the tr ia l p erio d , includ ing 17 w h ere sen io rity in the old
unit c e a se d . The se n io r ity statu s in the old unit w as not m en tion ed in the rem ain in g
a g reem en ts:
(10)
An em ployee transferring from one division to another shall continue to accum ulate his seniority in the old
division for a period of 2 years, after which tim e he w ill lose seniority in the old division and obtain equiva
lent seniority in the new division.
(176) When any em ployee is transferred from one department to another, for any reason, there shall be no loss
of seniority, which shall remain in the old department. After 1 year of continuous em ploym ent in the new
department, the transferred em ployee's seniority shall be transferred to the new department and shall be
dated in accordance with his previous record in the old department.
In 10 other a g r e e m e n ts, se n io r ity in the old unit w as to be c a r r ie d over to
the new unit im m ed ia tely upon tra n sfe r:
(177) In cases where an em ployee is transferred from one department to another, he w ill carry his seniority into
the new department.
R e str ic tio n s on F req u en cy of T ra n sfer
F ifty -fiv e of the 210 tr a n sfe r p r o v isio n s se t lim its on the num ber of tim e s
an em p lo y ee could apply for a tr a n sfe r . N ea rly a ll the r e s tr ic tiv e c la u se s w ere
found in m anufacturing a g reem en ts w id ely d istrib u ted am ong in d u stries:
(178) After an em ployee has submitted a bid and has been notified that he is the successful bidder, he may not
bid for any other job opening for a period of 3 months unless it is for a higher rated job than the one he
is on, but in no case may he bid back for the job classification he bid off last, before 3 months have elapsed.
(179) An em ployee applying for and placing on a job of lower or equal classification w ill not be considered for
further transfer for a period of 12 months.
(180) An em ployee may make no more than one voluntary transfer to a permanent job in the same or a lower
wage grade in any 4 -m onth period.
Chapter IV.
Special Transfers and Promotions
G en era l p r o v isio n s co v erin g p rom otion s and tr a n sfe r s are often inadequate for
d ealin g w ith the w ide v a rie ty of volu ntary p e rso n n el m o v em en ts w hich a re en cou n tered
in a co m p a n y ’s d a y -to -d a y o p era tio n s. M any a g r e e m e n ts, a cco rd in g ly , contain sp e c ific
c la u se s d esig n ed to d eal w ith tem p o ra ry tr a n sfe r s , the crea tio n of new sen io rity u n its,
p rom otion of em p lo y ees to p o sitio n s not includ ed in the bargaining unit, and o th e rs.
T his se c tio n , b a sed on a sa m p le of 475 a g reem en ts (350 having g en era l p rom otion
a n d /o r tr a n sfe r p r o v isio n s) d e sc r ib e s the p r ev a len ce and nature of th ese sp e c ia l
se n io r ity p r o v isio n s.
R estrictio n s on T r a n sfers B etw een S p ecific Jobs or U nits
In addition to the r e s tr ic tio n s on m ovem en t im p o sed by g en era l p r o v isio n s,
so m e a g reem en ts r e s tr ic t or p roh ib it tr a n sfe r s into or fro m sp e c ific jobs or u n its.
Such c la u se s p rovid e an ad d ition al safegu ard a g a in st a ssig n m en t of unqualified p e r
so n n el to job s req uiring sp e c ia l s k ills , or other u se of se n io r ity that m ay be d e tr i
m en tal to e ffic ie n c y . They a lso m ay p r o tect key em p lo y ees who have le s s sen io rity .
Of the 350 sam p le a g reem en ts w hich r e fe r to p rom otion or volu ntary tr a n sfe r s ,
sp e c ia l r e str ic tio n s w ere found in 7 p e r c e n t, co v erin g 5 p ercen t of the w o rk e rs.
M ost of the c la u se s r e fe r r e d to job s or sk ill c la ss ific a tio n s ra th er than plant
su b d iv isio n s.
The r e s tr ic tio n s , as illu str a te d in the follow in g c la u s e s , so m e tim e s p r o
h ib ited a ll tr a n sfe r s b etw een the sp ec ified u n its, and at other tim e s applied only
to dow ngrading:
(181) Production em ployees shall not be permitted to transfer to the maintenance and power departments, nor
shall m aintenance and power department em ployees be permitted to transfer to production departments,
under any circumstances whatsoever.
(182)
Requests for transfers cannot be entertained for transfer into the following departments: (1) Repair parts;
(2) lam p assembly; and (3) export crating.
(131) The seniority of . . . m ill em ployees, m aintenance em ployees, truckdrivers, tool and die shop em ployees,
stamping department em ployees, and in -lin e checkers shall be effective only among them selves, respectively.
There shall be no downgrading into or out of these departments.
In a few a g r e e m e n ts, tr a n sfe r s into or from nam ed jo b s or units w ere allow ed
p rovid ed the em p lo y ees p o s s e s s e d sp ec ified n o n sen io rity q u a lifica tio n s:
(180) No em ployee w ill be considered for a job in a skilled trade unless he has qualified in that trade with the
company or served a recognized apprenticeship elsewhere.
(128) Employees hired into the laborer and janitor classifications without a high school diploma or certificate w ill
not be permitted to bid on any other job in the plant, nor w ill they be eligible for promotion. . . .
If an em ployee hired under this clause obtains a high school diploma or certificate of equivalency, he w ill
then be permitted to exercise his seniority rights to bid on any job.
T em p orary P ro m o tio n s and T r a n sfers
T em p orary a ssig n m en ts a re freq u en tly n e c e s s a r y to m eet sh o r t-te r m n e e d s,
often cau sed by the a b sen ce of reg u la r em p lo y ees. The nature of the w ork and the
47
48
op p ortu n ities fo r tra in in g or fu ture ad van cem en t d eterm in e w h eth er em p lo y ees seek
such jo b s. C om panies o rd in a rily p r e fe r to fill th e se tem p o ra ry v a c a n c ie s w ith the
le a s t d isru p tion to o p er a tio n s, w h ile unions a re m o re co n cern ed o v er se n io r ity righ ts
and the rate to be paid fo r such w ork.
P r o v isio n s fo r fillin g tem p o ra ry v a c a n c ie s w ere found in 153 of the 475 m a jo r
c o lle c tiv e b argain in g a g r e e m e n ts, co v erin g slig h tly o v er o n e-fifth of the w o r k e r s.
They w ere en cou n tered m o st freq u en tly in m anu facturin g a g r e e m e n ts, p a r tic u la r ly in
pap er and a llie d p ro d u cts, p etro leu m refin in g , p r im a ry m e ta ls , and c h e m ic a ls.
M any a g reem en ts did not defin e a tem p o ra ry vacan cy; few er than o n e-h a lf
m en tion ed a tim e lim it. A num ber of a g r e e m e n ts, h o w ev er , a s in the follow in g
ex a m p le, d e sc r ib e d in d eta il both the natu re and the m axim u m duration of a te m
p o ra ry vacan cy:
(183) A temporary vacancy is hereby defined as a vacancy which occurs in a permanent job description as a
direct result of a temporary absence of the incumbent due to illness, injury, vacation, leave of absence,
temporary transfer, or other reason, and considered to be of 90 days' duration, or less, at the end o f which
period it is believed the incumbent w ill return and assume his regular duties. Prolonged illnesses, etc. ,
which continue for more than 90 calendar days w ill be discussed with the union and agreem ent reached as
to whether the vacancy should be posted.
A temporary job is hereby defined as an extra job, over and above the regular number of jobs normally
available, and which w ill continue for only a lim ited period of tim e and for a particular project, such
as for a special construction project, taking inventory, clean-up project, etc. Such a job shall be classi
fied as temporary only if it is believed to be 90 days' duration or less.
A temporary transfer is herby defined as the transfer of an em ployee from his regular occupation to an
other occupation on a day-to-day basis or for a period o f tim e not to exceed 90 continuous calendar days
as a result of the absence of another em ployee, transfer of another em ployee, or operational requirement.
M ost of the a g reem en ts defin ing a tem p o ra ry va ca n cy of m axim u m duration
sp e c ifie d a p erio d of 30 days or l e s s , although in at le a s t one a g reem en t a tr a n sfe r
could be co n sid e red tem p o ra ry fo r a s m uch as 1 y e a r . Som e p r o v isio n s ca lled
fo r a ll tem p o ra ry v a c a n c ie s extending beyond the sp e c ifie d p erio d to be trea ted in
the sa m e m ann er a s p erm an en t o p en in g s, as in the follow in g:
(61)
A temporary vacancy is a vacancy which is of 30 calendar days or less duration. After 30 calendar days
a temporary vacancy shall be considered a job opening and shall be filled under the applicable provisions
of this agreem ent. It is within the discretion of the company to determine whether a temporary vacancy
or job opening shall be filled.
W hen only a sh o rt p erio d is sp e c ifie d , a reg u la r em p lo y ee m igh t return fro m
a lon g er ex cu sed a b sen ce to find h is job p erm a n en tly a ssig n e d to anoth er w o rk er. In
reco g n itio n of th is p ro b lem , a su b sta n tia l num ber of a g reem en ts sp e c ifie d that the
m axim u m p erio d fo r a tem p o ra ry v a ca n cy could be exten ded under cer ta in c ir c u m
s ta n c e s, or by m utual con sen t:
(184) Vacancies shall be considered temporary for not more than 3 weeks except in the cases of sickness, indus
trial accidents, or vacations.
(102) Beyond 5 days the job shall be posted where required by the provisions of section 19 (job bidding), unless
the vacancy results from the regular job holder being on vacation, jury duty or on experim ental work, or
from any other temporary absence. In such case, it shall be the length of the regular job holder's vaca
tion period, jury duty, or temporary absence. If such vacancy results from a regular job holder being
absent, due to illness or injury, in such case it w ill be the length of the period of injury or illness.
(109) The words "temporary vacancy" wherever used in this agreem ent shall be defined as a vacancy which does
not extend beyond 30 working days except vacancies due to industrial injuries, sickness, leaves o f absence,
or vacations.
A few a g reem en ts p ro tected ex cu se d a b se n te e s by statin g that th e se open ings
w ould be co n sid e red tem p o ra ry for a lo n g er p erio d than oth er ty p es of v a c a n c ie s:
49
(185) A job which is vacant because of the authorized absence of the em ployee permanently assigned to it may
be filled by temporary assignment for 13 weeks. It w ill be considered a permanent vacancy and filled by
permanent assignment at that tim e or sooner if it appears certain that the absentee w ill not return within
13 weeks.
Other vacant jobs may be filled by temporary assignments for up to 7 weeks consecutively. If such jobs
are then still operating, they w ill be considered to be permanent vacancies and filled by permanent
assignments.
P ro ced u re fo r fillin g tem p o ra ry v a c a n c ie s . C la u ses outlining the p ro ced u res
to be u sed in fillin g tem p o ra ry v a ca n cies w ere p r e se n t in 117 of the 153 a g r e e m e n ts.
The m eth ods n o rm a lly u sed to fill p erm an en t job open ings— p o st-b id and em p lo y ee
req u est— w ere r e la tiv e ly ra re.
M ost freq u en tly m an agem en t had the u n r e str ic te d right to a s sig n em p lo y ees to
fill tem p o ra ry v a c a n c ie s, u su a lly w ithout regard to se n io r ity . In one of th ree a g r e e
m en ts, th e se righ ts exten ded to a ll v a ca n cies defin ed as tem p orary:
(186) Whenever a job vacancy shall occur due to a leave of absence, vacation, extended period of illness, or
any other cause whereby the absent em ployee maintains his full seniority status, the vacancy shall be
filled by the company in any manner deem ed suitable. The job w ill not be posted and the em ployee
placed on the job shall continue to accum ulate seniority on his regular job.
(187) Temporary vacancies occasioned by temporary absence of the em ployee permanently assigned to the job.
This kind of vacancy, if the company decides to fill it, may be filled by temporary assignment of any
qualified em ployee or by outside em ploym ent of a nonregular em ployee in the discretion of the company.
If a nonregular man is em ployed, the division involved w ill notify orally the appropriate delegate of the
union in advance of such hiring:
(1) The reason necessitating the hiring of a nonregular em ployee, and
(2) The anticipated duration of the assignment.
In 12 p e rcen t of the a g r e e m e n ts, the com pany w as p erm itted to s e le c t em
p lo y e e s w ithout regard to se n io r ity p r o v isio n s under sp e c ifie d co n d itio n s. M ost such
p r o v isio n s p erm itted com pany s e le c tio n for job s ex p ected to la s t a sh o rt p erio d of tim e:
(188)
Temporary openings on permanent jobs of not more than 7 days duration may be filled without regard to
seniority. The full 7 days w ill not be used in cases where the in -th e-lin e promotions can be accom plished
in less tim e without monetary penalties.
A few c la u se s allo w ed the em p lo y er to fill the v acan cy at h is own d isc r e tio n
only if no se n io r em p lo y ee req u ested the job:
(18 9 )
T em p orary v a c a n c ie s sh all b e fille d at th e d iscretion o f th e em p loy er in con form ity w ith a r ticle 1 and
section 2 of this article /jequal opportunity for union members? when no other em ployee bids on such
temporary vacancy.
In 20 p e rcen t of the a g r e e m e n ts, co v erin g m o re than o n e-h a lf of the w o r k e r s,
the p r o v isio n s req u ired the tem p o ra ry opening to be fille d by the em p lo y ee who w as
next in lin e fo r the job on a p erm an en t b a sis (provided he w as q u alified ) or by the
sen io r w o rk er am ong th ose e lig ib le for the vaca n cy . The ’'autom atic" fillin g of te m
p o ra ry v a c a n c ie s in th is m ann er r e lie v e s m an agem en t of reso rtin g to the m o re fo rm a l
p o st-b id or em p lo y ee req u est p r o c ed u res fo r s h o r t-te r m v a c a n c ie s. A few r e p r e s e n
ta tiv e c la u se s a re as fo llo w s:
(190)
When a temporary vacancy occurs, it w ill be filled by the em ployee having the most applicable seniority if
such em ployee is properly qualified to m aintain satisfactory performance standards in the temporary opening.
(7)
A temporary vacancy of indefinite duration shall be filled by the next man in the line of promotion on the
turn in which the vacancy occurs. When the temporary vacancy has continued for a period of 2 weeks, it
shall be acted on in accordance with the following procedure:1
(1) The next man in an established line of promotion w ill fill the vacancy.
(2) Further procedures for filling temporary vacancies are or may be covered by local agreements.
(3) If and when a temporary vacancy becom es permanent, it w ill be posted for bids as a permanent
vacancy as provided in this article.
50
(111)
Temporary job vacancies caused by an em ployee being off from work for 1 or more weeks shall be filled by
departmental seniority. . . . Upon com pletion of the temporary assignment, the em ployee shall return to
the job he had prior to the temporary assignment.
(48)
Employees selected for temporary upgrading shall ordinarily be those who would be upgraded were the upgrad
ing to be on a permanent basis.
A num ber of th e se p r o v isio n s sp e c ifie d au tom atic co n sid era tio n in com bin ation
w ith other m eth od s. The add ition al c r ite r ia w ere often a p p lica b le for tem p o ra ry jobs
of lo n g er than n o rm a l duration. A few c la u s e s , su ch a s the fo llo w in g , u sed the
seco n d p ro ced u re if no em p lo y ee w as in lin e fo r the job:
(175) A ll temporary jobs must be filled. Temporary shall be construed to m ean a vacancy caused by an em ployee
being absent for 5 or more days. An em ployee next in job line or job seniority shall be asked to fill the
vacancy. If there are no em ployees next in job line or job seniority then the job must be posted as tempor
ary. The oldest-service em ployee bidding with ability to do the job shall fill the vacancy.
A job left vacant due to an em ployee being absent because of sickness, disability, leave of absence or other
legitim ate reason, shall be considered temporary up to 6 months; after 6 months the job w ill be reposted and
the bidder awarded the job w ill then start to accum ulate seniority. The em ployee who was off due to sickness,
etc. , shall claim his job when he is able to return to work.
P o st and bid p r o c e d u r e s, en cou n tered in about o n e-fifth of the a g r e e m e n ts,
w ere u sed m o stly in com bin ation w ith other m eth o d s, and u su a lly a p p lica b le only if
the se a r c h had to be w idened (as in the p reced in g cla u se) or if the v acan cy la ste d
beyond a sp e c ifie d tim e. W hen p o stin g w as the m ethod u sed to fill both p erm a n en t
and tem p o ra ry v a c a n c ie s , so m e a g reem en ts w ere ca refu l to d istin g u ish b etw een
the two:
(191) When an opportunity tor a temporary job exists, it shall be posted in the same manner as if the job were a
regular one; provided, however, that the work "temporary" be written on the notice for bid. Any em ployee
who accepts such a temporary job w ill be given the same consideration in holding this job as given to an
em ployee who bids off a regular job, except that when the regular em ployee returns to work, the temporary
em ployee w ill return to his regular job. An em ployee working in any classification on a temporary job bid
w ill be the first to be laid off from the classification in case of a layoff in the classification and w ill return
to his permanent job.
The em p lo y ee req u est m eth od, com m on in the fillin g of p erm an en t v a c a n c ie s,
w as u sed in freq u en tly for tem p o ra ry job s:
(192) In the cases of temporary vacancies involving transfers within a seniority unit, the company shall, to the
greatest degree consistent with efficiency of the operation and the safety of em ployees, assign the em ployee
With longest continuous service in the unit who desires the assignment, provided that in an em ergency, in
volving continuity of production, managem ent may im m ediately fill the job with the first available and
qualified em ployee in the area.
A v a rie ty of oth er m eth ods or com b in ation s of m eth od s w ere contained in the
rem ain in g a g r e e m e n ts. A few a g reem en ts req u ire fillin g certa in typ es of tem p o ra ry
open ings by reliefm en or m en w h ose fu ll tim e jobs c o n s is t of fillin g such v a c a n c ie s.
In one a g reem en t, open ings resu ltin g fro m v a ca tio n a b sen ces w ere fille d by stud ents
h ired fo r the su m m er. R a rely did an a g reem en t req u ire a ll tem p o ra ry open ings to
be fille d by the em p lo y ee who had the le a s t se r v ic e :
(174) Temporary transfers of em ployees may be made not to exceed 1 w eek to take care of unusual conditions.
Such transfer shall, in case the em ployee is qualified, be made on the basis of seniority, nam ely, the
em ployee with the least amount of seniority shall first be required to accept the transfer. Employees may
be temporarily transferred from or to the dry cleaning department for a period not to exceed 4 weeks, to
take care of unusual conditions. . . .
S e n io rity during tem p o ra ry a s sig n m e n ts . R ela tiv ely few a g reem en ts r e fe r r e d
to the se n io r ity sta tu s of em p lo y ees who w ere on tem p o ra ry a ssig n m en t. In the r e
m a in d er it m ay be a ssu m ed that, as a ru le, the em p lo y ee continued to a ccu m u la te
51
se n io r ity in h is reg u la r unit, or p o ssib ly that tem p o ra ry a ssig n m en ts n o rm a lly w ere not
m ade b etw een se n io r ity u n its. T w en ty -sev en a g reem en ts sta ted that the tem p o ra ry a s
sig n m en t w ould not a ffect the e m p lo y e e ’s sen io rity statu s in h is old unit:
(193) A bargaining unit em ployee temporarily assigned by the company to perform work in another department
within the bargaining unit shall, for the duration of the assignment, accum ulate seniority in his permanent
department and not in the department to which he is temporarily assigned.
(194) Temporary transfers shall not accum ulate seniority credit on a job to which he has been transferred; instead
he shall continue to accum ulate seniority on the job from which he was transferred.
Of the a g reem en ts having tem p o ra ry va ca n cy p r o v is io n s, only one p erm itted an
em p lo y ee to accu m u la te se n io r ity in the unit to w hich he w as tem p o ra rily a ssig n e d .
E ven h e r e , such a ccu m u lated se n io r ity w as lo s t w hen the em p lo y ee returned to the
regu lar unit:
(57)
An em ployee assigned to a temporary vacancy or temporary job in any seniority unit shall accum ulate con
tinuous service within such unit during the period he is so assigned. If the temporary assignment is discon
tinued for any reason other than term ination of em ploym ent, he shall have the right to return to his former
job or a seniority unit, if any, with continuous service credited therein during his temporary absence. . . .
If the temporary assignment was located in a seniority unit other than the unit which included his regular job,
his continuous service accum ulated during the temporary assignment shall be canceled upon his displacem ent
from said unit for any reason.
A few a g r e e m e n ts, on the other hand, s p e c ific a lly sta ted that the em p lo y ee
would not a cq u ire sen io rity in the new unit:
(195) When an em ployee is temporarily transferred to any other position in the company, his name w ill remain on
the seniority list in his group and he w ill retain his division, or department seniority. An em ployee tem po
rarily transferred w ill not acquire any new seniority for the position to which he is temporarily transferred.
(73)
Temporary transfers made necessary by the illness, injury, or vacation of an em ployee shall not give an em
ployee seniority in the department or classification to which he is transferred, regardless of their duration.
No p r o v isio n s w ere en cou n tered that fro ze or d ep rived an em p lo y ee of sen io rity
in h is reg u la r unit w h ile on a ssig n m en t in a d ifferen t unit. O c ca sio n a lly , h o w ev er,
a g reem en ts w hich provid ed fo r au tom atic or p r o g r e ssio n a ssig n m en ts to tem p o ra ry
v a ca n cies a lso red uced the se n io r ity statu s of em p lo y ees who refu sed such a ssig n m en ts:
(188) When an em ployee refuses a temporary opening for reasons other than illness or temporary physical disability,
allow ing another em ployee to bypass him , he shall becom e junior to the em ployee im m ediately below him
in the line of progression.
S en io rity in a N ew Unit
O c c a sio n a lly , p ro b lem s con cern in g the sen io rity statu s of em p lo y ees a ssig n e d
to a new o rg a n iza tion a l unit m ay a r is e . Of the 475 a g reem en ts stu d ied , 18 con
tained c la u se s rela tin g to or defining se n io rity in such situ a tio n s.
The se n io r ity of em p lo y ees a ssig n e d to new units w as trea ted in a v a rie ty of
w a y s. F or ex a m p le, one a g reem en t esta b lish ed dep artm en tal se n io r ity on the date of
entry into the unit; plant se n io r ity d eterm in ed the ranking of em p lo y ees who had the
sa m e date of entry:
(196) A ll em ployees in a new seniority section on the date when that new section is created shall take the date
of the creation of the new section as their sectional seniority date and plant seniority dates w ill be used to
determine the proper place of each individual on the sectional seniority list in relation to the other em
ployees having the same sectional seniority date.
S e v e ra l a g reem en ts b a sed se n io r ity in the new unit on the e m p lo y e e ’s standing
in h is fo rm er un it, as in the follow in g ex a m p les:
52
(69)
When a new department is created and em ployees are transferred to it from other departments, their seniority
in the new department shall be established on the basis of their service in the department from which they
cam e. If the new department is discontinued within 1 year of establishment, em ployees may return to their
former department in the same seniority position they had when they left.
(197) Should a new department be created, em ployees transferred to the new department w ill be transferred to the new
department with the same seniority held by them in their former departments, provided, however, that they w ill
not retain seniority in the department from which they have been transferred. If a department is split up into
two or more departments, the em ployees involved shall have seniority only in their new department. If two or
more departments are com bined into one department, the em ployees involved shall have the same seniority in the
new department as they held in their former departments.
In one of the tw o p reced in g c la u s e s the em p lo y ee reta in ed se n io r ity rig h ts in h is
fo rm er u n it, w h ile in the other he did not. The q u estio n of se n io r ity reten tion m ay
a r ise if the new unit is la ter d iscon tin u ed or if the em p lo y ee w ants to retu rn for p e r
son al r e a so n s.
Som e a g reem en ts p rovided that any ch an ges in sen io rity resu ltin g fro m the c r e
ation of new u n its w ould be su b ject to lo c a l negotiation:
(198) The company may at any tim e establish new departments or regroup any departments now appearing on
the chart marked exhibit "A". If such changes in any way affect the status of the em ployees concerned
for the purposes of this article, such status shall becom e a matter of determination between the local
m anagem ent of company and the local adjustment com m ittee and shall becom e a part of this agree
m ent when approved by the company and union.
S e n io rity in T r a n sfers W ith a Job or M achine
M any co m p a n ies p e rm it em p lo y ees to follow th eir w ork if th eir job s or m a
ch in es a re m oved to other u n its. Of the 475 a g r e e m e n ts, 28 in clu d ed a rra n g em en ts to
avoid d isa g r e e m e n t in such situ a tio n s.
In g e n e r a l, th e se c la u s e s p rovid ed that the em p lo y ee w ould c a r r y h is a ccu m u
lated se n io r ity w ith h im , as illu str a te d in the follow in g p r o v isio n s:
(199) If work is transferred from one department or division to another and if the em ployees who have been per
forming that work are transferred, their seniority shall be transferred and credited in the department or divi
sion to which they are transferred. In the event of a reduction in force involving these em ployees, they
shall be treated as if they were in a line of promotion that was transferred.
(200) When the jurisdiction of an activity is transferred from one department to another, em ployees involved in
such transfer shall carry their departmental seniority to the department to which they transferred.
(201) In the event of a job being transferred from one part of a plant to another, or from one department to an
other, the em ployees working on the transferred job shall have the privilege of being transferred with the job
and retaining full seniority rights.
A lthough m o st c la u se s r e fe r r e d only to se n io r ity in the new un it, so m e a g reem en ts
a ls o defin ed the e m p lo y e e ’s se n io rity standing in h is old unit:
(108)
If, in the future, the company transfers an operation from one plant or seniority group to another plant or
seniority group on a permanent basis and offers to transfer with it em ployees performing the operation, em
ployees who accept such offer and transfer to a new plant or seniority group shall lose seniority in their old
plant or seniority group and shall have seniority in their new plant or seniority group equal to their plant and
group seniority at the tim e o f transfer. Employees performing the operation who do not accept such offer
shall exercise their seniority in their old plant or seniority group in accordance with section 2 of this article.
S en io rity in T r a n sfe r s and T e ch n o lo g ica l Change
P r o v isio n s rela tin g to the se n io r ity statu s of e m p lo y ees tr a n sfe r r e d w ithin the
plant as a r e s u lt of tech n o lo g ica l change w ere found in 14 o f 475 a g r e e m e n ts. The
p a u city of c la u s e s refe rrin g s p e c ific a lly to tech n o lo g ica l change w ould in d ica te that
g en e ra l tr a n sfe r c la u s e s w ould b eco m e o p era tiv e in th ese a s w e ll as oth er situ a tio n s.
53
The p r o v isio n s varied ; so m e r e fe r r e d only to the e m p lo y ee's se n io r ity sta tu s in
h is new un it, w h ile o th ers defin ed it in both new and old units:
(202) As a result of m echanical improvements or methods changes within individual departments, it has been and
may be necessary to permanently reduce the work force. Permanent reductions are made on the basis of de
partmental seniority starting with the em ployee who had the least seniority in the department. These em
ployees are placed in another department and are granted departmental seniority as of their date of entry
into the new department. They shall return to their original home department in their original depart
m ental seniority as openings occur. Upon permanent return to their original home department, their senior
ity status in the secondary department shall be cancelled.
(96)
When an em ployee is displaced due to an abolished job or as the result of a technological improvement,
the em ployee shall first exhaust his department seniority. In the event that such an em ployee's depart
m ental seniority is exhausted, that em ployee w ill have the opportunity for 10 days to use his m ill senior
ity in any department of the plant with an adequate training period of not less than 14 working days in
which to qualify in that department. If the em ployee qualifies in such department, the em ployee shall
acquire department seniority on the basis of his m ill seniority.
(203) If it should becom e necessary for the company to transfer an em ployee or a group of em ployees from one
department to another, because of changes in methods or products or to facilitate production, such em
ployee or em ployees shall retain seniority for a period of 1 year only in the department from which trans
ferred, at the end of which tim e all accum ulated seniority in both departments shall be accredited to such
em ployee or em ployees in the new department to which transferred.
C om m on ly, em p lo y ees acq u ired fu ll se n io r ity rig h ts in the u n its to w hich they
w ere a ssig n e d . S o m etim es they w ere a cco rd ed bum ping righ ts sim ila r to th ose found
in g e n e ra l la y o ff p ro v isio n s:
(204) Should any department in a factory be partially or permanently discontinued due to the installation of new
machinery or technological changes, then such em ployees who have been affected shall be given opportunity
for transfer to bottom of the promotion schedule in another department in the same plant provided they are
qualified and m eet the follow ing conditions: (1) Any em ployee having 5 years or more seniority in that de
partment or plant can displace an em ployee with less than 3 years plant seniority or; (2) any em ployee hav
ing 10 years or more seniority in that department or plant can displace any em ployee with less than 5 years
plant seniority.
(158) The term "job abolishment" shall m ean the loss of a specific job by an em ployee within a department because
of technological changes which have resulted in a reduction in the working force of the department in which he
is em ployed. When such a reduction occurs:
a. The company w ill endeavor to place the em ployee on a job which w ill most fully utilize the skills
possessed by the displaced em ployee, or
b. An em ployee whose job is abolished by reason of technological change and the em ployee is dis
placed thereby, shall have the privilege of consulting the departmental seniority lists and replace an em ployee
with less seniority whose job he has successfully performed, and which fact appears on his personal record, or
c. He may replace the em ployee with the least seniority in the department wherein the claim is ex
ercised, whose job he is capable of filling by having actually performed the job or related work.
d. In all events, the em ployee shall carry his full seniority for all purposes to the new department,
effective the date of transfer.
One a g reem en t provided that the statu s of the em p lo y ees w ould be n ego tia ted
sep a ra te ly in ea ch in stan ce:
{205) When the company makes changes in methods, operations, materials, tools, equipment, or machinery which
makes it possible to com bine, transfer, or subdivide duties of one or more operations within a department or
across departmental lines, the company w ill notify the shop com m ittee at least 1 week prior to making such
changes and w ill negotiate with the shop com m ittee in order to determine the legal claim o f em ployees to
such new or revised classifications.
54
S e n io rity in P ro m o tin g or T r a n sferrin g Out of the B argain in g U nit
The sen io rity sta tu s of w o rk e rs who a re prom oted o r tr a n sfe r r e d to jobs o u tsid e
the bargaining unit freq u en tly is stip u lated in c o lle c tiv e b argain in g a g r e e m e n ts. In a d
h erin g to a p o licy of p rom otion from w ithin, co m p a n ies m ay o ffer q u a lified w o rk ers an
a ssig n m en t not co v ered by the a g reem en t. F ir s t -lin e su p e r v iso r y p o sitio n s, in p a r tic
u la r, often a re fille d in th is m an n er.
W ork ers m ay be relu cta n t to lea v e the bargaining unit, even for a b etter job
w ith the com pan y, u n le ss they are a ssu r e d of the rig h t to retu rn w ith un im p aired
se n io r ity if such a m ove la ter b eco m es n e c e s s a r y . A lthough co m p a n ies seld o m ob ject
to granting e m p lo y ees such rig h ts, unions often a re opp osed. M any u n ion s, r eflectin g
the sen tim en ts of m em b ers tow ard th ose who have joined " m a n a g em en t,11 favor lim itin g
the se n io r ity rig h ts of em p lo y ees who have le ft the bargaining unit. A few unions take
the p o sitio n that an em p lo y ee prom oted out of the b argaining unit is no lon g er co v ered
by the a g reem en t and should im m ed ia tely lo se a ll se n io r ity rig h ts.
Of the 475 sa m p le a g reem en ts stud ied, 210, co v erin g slig h tly over o n e -h a lf the
w o r k e r s, d ea lt w ith th is is s u e . T h irty r e fe r r e d only to the se n io r ity statu s of e m
p lo y ees w h ile out of the bargaining unit, another 37 r e fe r r e d only to the trea tm en t of
se n io r ity on retu rn , and both situ a tio n s w ere d ealt w ith in the rem ain in g 143 a g r e e m e n ts.
The m o st com m on p r a c tic e , found in over o n e-fo u rth of the a g r e e m e n ts, allow ed
fu ll se n io r ity p rotection ; se n io r ity w as reta in ed and accu m u la ted w hile out of the b a r
gaining u n it, w ithout tim e lim ita tio n . N ea rly a ll of the c la u s e s a lso sp e c ifie d that the
em p lo y ee w ould be c re d ited w ith fu ll se n io rity upon retu rn to the b argain in g unit:
(206) Any em ployee in the bargaining unit who is promoted to a job with the company outside the bargaining unit
shall retain and accum ulate plant seniority and operation and unit seniority in the operation and unit he was
working at the tim e of promotion. This provision shall also apply to em ployees who were promoted prior to
the effective date of this agreement from jobs within the bargaining unit.
If the em ployee is returned to the bargaining unit, he shall return to his last bargaining unit job, provided it
is held by an em ployee with less unit seniority. If he cannot be so placed, he would follow the reduction in
force procedure outlined in section 15 of this article.
During the 12 months im m ediately following such promotion, the em ployee shall upon his written request be re
turn to the bargaining unit. The company may return any such em ployee to the bargaining unit any tim e at its
discretion.
(207) Bargaining unit em ployees who are transferred to supervisory positions out of the bargaining unit shall accum ulate
seniority while occupying such supervisory positions; such em ployees, if qualified, may bump back or be trans
ferred into a bargaining unit classification with full seniority accum ulation, including tim e in the supervisory
position.
(208) An em ployee promoted to a position at the plant outside the bargaining unit shall continue to accum ulate senior
ity in the unit which shall be added to previously accured seniority in the bargaining unit if he is later assigned
to a job within the scope of the bargaining unit.
A few a g r e e m e n ts, although m aking no m en tion of accu m u la tio n of sen io rity
w hile out of the b argain in g u n it, rea ch ed the sa m e g o al by in d icatin g that an em p lo y ee
w ould r e c e iv e fu ll se n io r ity cred it upon h is return:
(209)
If a m anagement em ployee who had previously been em ployed on work which is now included in the bargaining
unit, is returned to a job classification in the bargaining unit, his seniority in his new job classification shall
include his period of service in the m anagem ent job classification, plus any seniority for which, in accordance
with the provisions of this article, he would otherwise be eligible in the job classification in which he is being
placed.
A bout 15 p e rcen t of the a g reem en ts provid ed fu ll sen io rity cre d it only on retu rn
under sp ec ified co n d itio n s. O n e-h alf of th ese c la u s e s sta ted that se n io r ity w ould not
be a ccu m u lated a fter a sp e c ifie d period; em p lo y ees rem ain in g out of the b argain in g unit
55
beyond th is p erio d w ould reta in , but not a ccu m u la te, se n io r ity . Such c la u se s a re d e
sign ed to offer fu ll p ro tectio n to the em p lo y ee during h is tr ia l p erio d , but w ith only
p a rtia l or d im in ish in g p ro tectio n th erea fter:
(118) In the event any em ployee covered by this agreement is promoted to a position outside the bargaining unit,
and such an em ployee is subsequently transferred back into a classification within the bargaining unit, he
shall be credited with the amount of seniority which he had acquired before his promotion and shall be cred
ited with tim e spent outside the bargaining unit up to but not in excess of 3 years. He shall not be eligible
to replace any em ployee other than that em ployee with the least amount of seniority in the department to
which he is returned.
(158) Effective January 5, 1959, if an em ployee is promoted and accepts a supervisory position or is transferred to a
position which removes him from the jurisdiction of the union, he shall accum ulate seniority for 3 additional
years, at which point his seniority shall be frozen.
A few c la u s e s p rovid ed that se n io r ity would a ccu m u late fo r a sp e c ifie d p erio d ,
a fter w hich the em p lo y ee, if not retu rn ed , w ould lo se the a ccu m u la ted portion . The
other a g reem en ts in the ca teg o ry p erm itted se n io r ity to a ccu m u late for a sp ec ified
period; should the w ork er rem a in out of the b argaining unit beyond th is tim e, he w ould
lo s e a ll p rev io u s sen io rity :
(210) An individual transferred from within the bargaining unit to a supervisory position shall continue to accrue plant
seniority for 1 year if he is still em ployed by the company. If he returns to the bargaining unit after that 1 year, he
w ill return with no seniority rights under this agreement.
(211) An em ployee transferred to a supervisory position shall continue to accum ulate seniority while occupying a super
visory position outside the bargaining unit provided such em ployee maintains his membership in the bargaining unit.
If an em ployee is retransferred to his former job classification in the bargaining unit, he shall retain full seniority
rights as of the date of his retransfer. If an em ployee occupies a supervisory position outside the bargaining unit
for a period of 2 years or longer, he shall lose all seniority rights.
One a g reem en t p erm itted the a ccu m u lation of se n io r ity to continue at o n e-h a lf
the n o rm a l rate:
(137) Employees leaving the jurisdiction of the bargaining unit but still remaining in the em ploym ent of the company
shall, upon returning to the bargaining unit, be credited with classification seniority as follows:
a.
Full classification seniority accum ulated up to tim e of leaving the bargaining unit, plus
b.
O ne-half of the period of continuous em ploym ent by the company outside the bargaining unit.
In m o re than o n e-fo u rth of the a g r e e m e n ts, p rior se n io r ity w as reta in ed but not
accu m u la ted . M ost of them p erm itted reten tio n of sen io rity in d efin itely if the em p loyee
retu rn ed to the bargaining unit:
(92)
When em ployees leave the bargaining unit to accept positions with the company for which the union is not the
bargaining agency, their seniority shall cease to accrue.
If such em ployees later return to the bargaining unit their seniority shall on the day they return, be re-calculated
and a new seniority date established giving credit for seniority up to the tim e they left the bargaining unit, and
their seniority w ill again accrue.
(212) Employees promoted to supervisory or other positions outside the bargaining unit retain (but do not accum ulate)
seniority against the tim e when they may be returned to positions covered by the contract.
The rem ain in g a g reem en ts in th is group retain ed sen io rity for a cer ta in p erio d ,
a fter w hich a ll p rio r sen io rity w as lost:
(213) An em ployee promoted out of the bargaining unit to fill a permanent vacancy shall have his seniority frozen as
of the date of his promotion, and during the 60 days following the date of his promotion may return or be re
turned to the job he held at the tim e of the promotion, or if that job no longer exists, to any job to which his
seniority entitles him . After the expiration of this 60-day period, the em ployee shall lose all seniority in the
bargaining unit.
56
Im m ed iate lo s s of se n io r ity upon prom otion or tr a n sfe r to nonbargaining unit
jobs w as r e la tiv e ly rare:
(214) Any em ployee within the bargaining unit who is promoted or transferred to any position to which this collective
agreement does not apply, shall thenceforth not be covered thereby and shall enjoy no further rights thereunder.
(215) Any manager, and any covered em ployee who is promoted to manager and who accepts such appointment, has
no status as a covered em ployee after such acceptance and shall be deem ed to have waived his seniority rights.
In a sm a ll num ber of a g r e e m e n ts, the trea tm en t of se n io r ity v a rie d acco rd in g to
the len gth of s e r v ic e the em p lo y ee had a cq u ired at the tim e of his nonbargaining unit
a ssig n m en t:
(216) Employees who may be transferred on or after July 1, 1955, to a job outside of the bargaining unit shall, in
the event they are transferred back into the bargaining unit, retain their regular hiring date for seniority pur
poses, provided they had 2 years of seniority at the tim e of such transfer out of the bargaining unit; em ployees
with less than 2 years seniority shall not accum ulate seniority.
In a few c a s e s the se n io r ity statu s depended on the job to w hich the em p lo y ee
w as p rom oted . In g en e ra l, p r o v isio n s w ere m o re lib e r a l for p rom o tio n s to fir s t lin e
s u p e r v iso r s than for other p o sition s:
(217) An em ployee who transfers from work covered by the bargaining unit to supervision or to departmental clerk
in a department covered by this agreement shall accum ulate seniority while on such work provided he had
acquired 6 months of seniority in the bargaining unit prior to such transfer. . . .
A regular em ployee who is transferred from work covered by the bargaining unit to work not covered by the
bargaining unit, except as provided . . . above, shall retain, but shall not accum ulate seniority while on
such work.
(218) . . . An em ployee promoted out of a bargaining unit to a position involving the supervision of em ployees in
such bargaining unit w ill retain and accum ulate seniority in such supervisory position which shall be credited to
him if he returns to a job in such bargaining unit, but em ployees transferred to a job of any other kind outside
such bargaining unit w ill not accum ulate seniority in such job after the effective date of this agreem ent, and
w ill retain only such seniority as acquired prior thereto.
In som e in sta n c e s, the se n io r ity statu s of an em p lo y ee depended upon w hether he
retu rn ed to h is fo rm er or to a d ifferen t unit:
(219) Should any em ployee be advanced out of a line of seniority into a noncovered position in the same department,
he shall retain his original job seniority, thereby protecting him in the event he should later be set back. If an
em ployee is advanced into a noncovered position in another department he shall retain his original job seniority
for a trial period of 6 months.
In a num ber of a g r e e m e n ts, prom oted em p lo y ees could a ccu m u la te plant but not
d ep artm en t sen io rity :
(140) An employer promoted from a job within the bargaining unit to group leader, or equivalent position in first
level supervision, shall for a period of 90 days after date of such promotion, continue to accum ulate plant
and department seniority. If, within this period of 90 days, such em ployee is returned to a vacated or
newly created job within the bargaining unit, he shall return on the basis of such accum ulated seniority.
If such em ployee does not return to a job within the bargaining unit within this period of 90 days, he shall
lose department seniority, but shall continue to accumulate plant seniority.
The trea tm en t of sen io rity in a ssig n m en ts to n o n co v ered p o sitio n s o v er the y e a r s ,
has been changed in a num ber of c o lle c tiv e bargaining a g r e e m e n ts. A cco rd in g ly , so m e
of the c la u se s in the study gave d ifferen t se n io r ity rig h ts depending on the p r o v isio n s
that w ere in effe ct at the tim e the unit em p lo y ee had tra n sferred :
(220) If an hourly rated em ployee is promoted to a salaried foreman position or any other salaried classification,
he shall lose all seniority rights under this agreement. Hourly rated em ployees who have been promoted to
a salaried foreman position or other salaried classification prior to August 2, 1962, shall retain the seniority
they had on that date, and they may be returned at any tim e to the job classification they vacated, if
possible.
57
(221) The company may return a maximum of twelve (12) em ployees to bargaining unit jobs, and the em ployees
so returned w ill have their seniority in the unit restored as follows: (a) Any em ployee transferred out of the
unit prior to May 23, 1955, shall have his seniority counted from his date of hire, (b) any em ployee trans
ferred out of the unit between May 23, 1955, and May 10, 1961, shall accum ulate seniority for a period of
2 years and on return to the unit his seniority w ill be equal to that acquired by prior service within the
unit plus 2 years accum ulated seniority, and (c) any em ployee transferred out o f the unit on or after
May 10, 1961, shall have no seniority . . .
The la s t cla u se lim its the num ber of em p lo y ees p erm itted to retu rn to the b a r
gaining unit. Such a lim ita tio n p r o tects the bargaining unit e m p lo y ees from the e ffe c ts of
a m a ss la y o ff of nonbargaining unit p erso n n el.
O ther lim ita tio n s d esig n ed to p ro tect co v ered w o rk ers so m e tim e s a re found, as
in the follow ing:
(222) In the event that a nonsupervisory em ployee who is on the office payroll, and who holds seniority in a
factory department, becom es available for transfer back to the factory, he shall not be so transferred if
there are any factory em ployees laid off, with a minimum of 1 year of seniority, who are qualified to
perform the job to which he may be transferred.
(191) When an em ployee is promoted to a supervisory position and it is necessary for him to return to union
status, he may do so under the following conditions: (a) He w ill be returned to the union job he left
with his full seniority if he returns within a period of 3 months from the date he becam e a supervisor,
and (b) he w ill be returned to the lowest job in the department with his full seniority if he returns any
tim e after 3 months from the date he becam e a supervisor.
(223) An em ployee who may be or has been promoted or transferred to a position within the plant outside the
bargaining unit . . . and who is returned to this bargaining unit shall be returned with full seniority
credit for tim e spent outside this bargaining unit. He shall be assigned a job in accordance with his
seniority in the area in which he last worked but in no event shall he displace an em ployee who has
greater seniority.
Appendix A.
Selected Promotion and Transfer Clauses
To illu str a te p rom o tio n and tra n sfe r p r o v isio n s, as a w h ole, the p r o v isio n s
from se le c te d a g reem en ts are rep rod u ced below,, Som e ir r e le v a n t se c tio n s have
been excluded,,
From the agreement between
Pet Milk Company and the International
Brotherhood of Team sters
(expiration date: September 1969)
N othing in th is a g reem en t sh a ll p roh ibit the com pany at its so le d isc r e tio n
from tr a n sfe r r in g , advancing or prom oting an em p lo y ee from one p o sitio n to a n
oth er, p rovidin g the em p lo y ee in volved co n sen ts to su ch tr a n sfe r , ad van cem en t, or
p rom otion . H ow ever, the com pany a g rees that the q u alified em p lo y ee w ith the
g r e a te st se n io r ity sh a ll be aw arded the prom otion or tr a n sfe r . A ny em p lo y ee d e
clin in g a p rom otion or tr a n sfe r , or fa ilin g to qualify in a h igh er c la ss ific a tio n sh a ll
reta in h is or h er se n io r ity in the c la ss ific a tio n h eld p rio r to the o ffer of a d v a n ce
m en t or tr a n sfe r . W hen any jobs are cre a te d or v a c a n c ie s o ccu r, or tr a n sfe r s
from one departm en t to another w ithin a plant b eco m e n e c e s s a r y , such jobs sh a ll be
p o sted w ithin 2 days and sh a ll rem a in p o sted for at le a s t 5 d a y s. E m p lo y ees d e
sir in g th ese jobs sh a ll sig n su ch p o sted n o tice. The em p lo y er (lo ca l m a n a g er) and
the union stew a rd sh a ll w ithin 7 days after the p o sted n o tice has b een taken down
s e le c t from am ong the sig n a to r ie s an em p lo y ee to fill the new or v a ca ted job. The
sen io r q u a lified bid der sh a ll be aw arded the job. Any dispute o v er q u a lifica tio n
sh a ll be su b m itted to the p e rso n n e l d irec to r of the com pany and the b u sin e ss
m an ager or b u sin e ss agent of the union for settlem en t.
Any em p lo y ee m ay req u est tra n sfe r from one departm en t to another w hen a
v a ca n cy o ccu rs if no q u alified em p lo y ee is a v ailab le w ithin the departm en t in w hich
the v a ca n cy e x is ts (after em p lo y ees w ithin the departm en t have been afford ed the
train in g p erio d o u tlin ed b elo w ), or no em p lo y ee w ithin the d ep artm en t has bid for
the sa id v a ca n cy . The com pany m u st act upon su ch req u est b efo re a new em p lo y ee
is em p lo y ed . In the even t that any q u estion a r is e s as to the q u a lifica tio n s of an e m
p loyee who req u ests tra n sfe r from one departm en t to another w hen a v a ca n cy o c c u r s,
su ch q u estio n sh a ll be su b m itted to the union and com pany for se ttle m e n t as o u t
lin ed above. If m o re than one req u ests tr a n sfe r , q u alified sen io r em p lo y ee sh a ll be
aw arded the opportunity to tr a n sfe r .
The em p lo y ee so s e le c te d sh a ll be given a train in g p erio d of 30 calen d ar d ays.
In the even t su ch e m p lo y ee, at the end of sa id train in g p erio d , has not d em on stra ted
h is or her a b ility to handle the new job d u ties co m p eten tly , in the opinion of the
com pany and the union rep resen ta tiv e as outlined above, he or she m a y be retu rn ed
to h is or her old job w ith no lo s s of se n io r ity th erein .
W henever an em p lo y ee is granted lea v e of ab sen ce for 90 days or m o r e , his
job sh a ll be p o sted for bid for the p erio d of h is lea ve and the m o st sen io r q u alified
em p lo y ee who so d e s ir e s sh a ll be afford ed the opportunity to take over the job
d u ties. T his w ill afford sen io r em p lo y ees the opportunity to tra in for b etter job
c la s s ific a tio n s .
59
60
From the agreement between
Consolidated Papers, Inc. and The International Brotherhood
of Pulp, Sulphite and Paper Mill Workers, the United Paper makers
and Paperworkers and the International Brotherhood of Electrical
Workers
(expiration date: April 1970)
Job P o stin g P ro ced u re
W h en ever a va ca n cy a r is e s in a p erm anen t p o sitio n (not fille d by p r o g r e ssio n ),
or a new p o sitio n is cre a te d , a "notice of job o p en in g s” is to be issu e d and p o sted
on b u lletin board s in the follow in g p r o g r e ssio n un til the job is filled :
Step 1. W ithin the departm en t from F rid a y through T u esday.
Then if u n filled —
Step 2. W ithin the r e sp e c tiv e union and w ithin the plant (plantw ide) from W ed
n esd a y through F rid ay u n le ss departm en t p ostin g is u n n e c e ssa r y , then
u se F rid a y through T u esd ay. (At W isco n sin R iv er d iv isio n for step 2,
p o st and s e le c t on a plantw ide b a s is .)
The com pany is to g iv e the ap p rop riate union a copy of each n o tice p o sted .
W hen se le c tin g an em p lo y ee for the job, com pany p o licy is to r e c o g n ize
se n io r ity w h en ever a b ility and q u a lifica tio n s a re equal.
The com pany r e s e r v e s the right to set the m in im u m job q u a lifica tio n s. N ew
p o sitio n s on ex p erim en ta l w ork a re exem p t fro m p o stin g . V a ca n cies o ccu rrin g in the
n o rm a l lin e of p r o g r e ssio n w ill not be posted; in th is c a s e , the p ostin g w ill be for
the r e lie f job as n ext in lin e.
P r e fe r e n c e for tr a n sfe r s to a ll v a ca n cies in new p o sitio n s a re to be giv en to
q u a lified e m p lo y ees co v ered by the join t labor a g reem en t.
W here a reg u la r em p lo y ee of a departm en t is on v a ca tio n , the d ep artm en t should
continue to m an the job w ith a q u a lified v a ca tio n r e lie f m an in p r eferen ce to operating
w ith a red u ced cre w , if it is a n o rm a l operatin g day or w eek .
A ny job m ay be tem p o ra rily fille d pending s e le c tio n of a p erm an en t em p lo y ee.
The lis t of ap p lican ts obtained from any p ostin g should be m ain tain ed only until
such tim e as the job has been p erm an en tly filled . A la te r opening in the sam e job
req u ires another p o stin g . An em p lo y ee m ay apply for m o re than one job opening.
T his p roced u re d oes not p roh ibit any em p lo y ee fro m contactin g the p erso n
handling em p loym en t at the ap p rop riate d iv isio n at any tim e to d isc u ss job openings
and o p p o rtu n ities.
A ll e m p lo y ees p r e se n tly tra in ed in r e lie f jobs w ill reta in th eir p r esen t se n io r ity .
Due to the com pany need of p o sitio n s for lim ited se r v ic e e m p lo y e e s, the
follow in g job s a re exem p t from posting:
W isco n sin R apids D iv isio n
D ep artm en t and job title
C leaning
C lean er
G arage
H andym an
M ain ten ance
R ecla im
T ool room attendant
M a teria ls handling
E lev a to r op erator
G rounds m ain ten an ce
S p ecia l p ostin gs:
Stock p rep a ra tio n -co a ted
T rim b ey h e lp er (p o st in brok e
b ea ter se c tio n fir st)
61
P a p er m a ch in es
R e lie f fourth hand 13 (p ost in
Stock p rep a ra tio n -p a p erb o a rd
d epartm en t first)
B iron D iv isio n
D ep artm en t and job title
C leaning
C lean er
G en era l
M ill m a il m an
M ain ten ance
R ecla im
Yard
C lay un load er
G rounds m ain ten an ce
W isco n sin R iv er D iv isio n
D ep artm en t and job title
C leaning
C leaner
C oating m a k e-u p
C oating day m an
Stock p r ep a ra tio n -co a ted
C h em ica l m ix e r
Y ard, low er
C lay and sta rch un load er
G rounds m ain ten an ce
S tev en s P oin t D iv isio n
D ep artm en t and job title
C leaning
C lean er
Y ard
G rounds m ain ten an ce
A ppleton D iv isio n
D ep artm en t and job title
C leaning
C lean er
P a p erb o a rd P ro d u cts D iv isio n
D ep artm en t and job title
C leaning
C lean er
G ard en er
C onsow eld C orporation
D ep artm en t and job title
C leaning
C lean er
L abor pool
G rounds m ain ten an ce
C raft Job P o stin g
E le c tr ic ia n s , m e te r rep a ir m en , m illw r ig h ts, p ip e fitte r s, w e ld e r s, etc . , are
not co n cern ed w ith p o stin g for jobs as a p p ren tices. F or th ese cra ft groups the
com pany is to p o st prem iu m paying jobs only. T his w ill give jou rn eym en an
opportunity to tra n sfe r to a d ifferen t job su ch as a d ep artm en tal job.
The n o rm a l p ostin g p roced u re is to be follow ed ; that is , (1) by d ep artm en t,
(2) by union, (3) plantw id e.
P r o m o t io n s o r
T ra n sfe rs
If th ere should be any d ifferen ce of opinion as to the a b ility and q u a lifica tio n s
of an em p lo y ee bein g co n sid e red for p rom otion , the co m m ittee and the m an agem en t
sh a ll take the m a tter up for adjustm ent and se ttle su ch d iffe r e n c e s. F a ilin g to
a g ree upon a se ttle m e n t, the com pany m ay p ro ceed w ith its se le c tio n , su b ject to the
g riev a n ce p r o c ed u re. . . .
E m p lo y ees who are tr a n sfe r r e d or p rom oted sh a ll be on prob ation for 30 days
for d eterm in a tio n as to w hether or not th ey can m e e t the job req u irem en ts. T his
p rob ation ary p erio d m ay be exten ded by m utual co n sen t in c a s e s req u irin g m o re than
30 d a y s. E m p lo y ees m ay at any tim e during th is p rob ation ary p erio d at th eir option
retu rn to th eir fo rm er p o sitio n w ithout lo s s of sen io rity . If during the p rob ation ary
p erio d th ey fa il to qu alify they sh a ll be retu rn ed to th eir fo rm er p o sitio n w ithout
lo s s of se n io r ity .
In c a se of d iscon tin u an ce of th eir p o sitio n w ithin 1 y ea r of date of tra n sfer
th ey sh a ll be retu rn ed to th eir fo rm er p o sitio n w ithout lo s s of se n io r ity .
Any em p lo y ee p rom oted to a p o sitio n w ithin the com pany o v er w hich the union
has no ju r isd ic tio n , and in good standing w ith the lo c a l union, sh a ll be en titled w ithin
1 y ea r of the tim e of his p rom otion , if s till an em p lo y ee of the com pany, and in good
62
standing w ith the lo c a l union, to e x e r c is e his se n io r ity on h is p rev io u s job in c a se
of a d iscon tin u an ce of his p o sitio n or if he is unable to sa tis fa c to r ily p erfo rm the
d u ties of the new p o sitio n . T his paragrap h w ill apply to a ll em p lo y ees co v ered by
th is a g reem en t w h o se statu s has b een changed by such p rom otion .
E m p lo y ees tr a n sfe r r e d fro m one d iv isio n or d ep artm en t to another sh a ll be
id en tified as tem p o ra ry or p erm an en t, w ith a w ritten n o tice of p erm an en t tr a n sfe r s
giv en the p rop er union. T e m p o r a r ily -tr a n sfe r r e d em p lo y ees sh a ll reta in th eir
se n io r ity in the d iv isio n or departm en t from w hich th ey are tr a n sfe r r e d . P erm a n en tly tr a n sfe r r e d em p lo y ees w ill be c o n sid e red new e m p lo y ees in the d iv isio n or departm en t
to w h ich tr a n sfe r r e d w ith th eir departm en t or d iv isio n se n io r ity accu m u la tiv e from the
date of tr a n sfe r . E m p lo y ees sh a ll have the righ t to a ccep t or r e je c t a p erm anen t
tra n sfe r b etw een d iv isio n s. C ontinuous s e r v ic e r ec o r d s w ith the com pany sh a ll not
be in terru p ted as a r e s u lt of a p erm an en t tr a n sfe r .
From the agreement between
The Seiberling Tire and Rubber Company and the
United Rubber, Cork, Linoleum and Plastic Workers
of America
(expiration date: September 1970)
S ection 4— S e n io rity ap p lication p r o v isio n s
(a) F a cto ry s e r v ic e w ill be the on ly form of se n io r ity rec o g n ize d in applying
the term s of th is a g reem en t.
(b) A ll em p lo y ees w orking in a pool or crew are co n sid e red to be in the sa m e
job c la ss ific a tio n for p u rp o ses of sen io rity .
(c) F u rth er se n io r ity ru les ap p licab le only to the en g in eerin g d iv isio n are found
in se c tio n 8 of th is a r tic le .
S ection 5— B idding p roced u re
*(a) W hen a job v a ca n cy o ccu rs in a job c la s s ific a tio n in a d ep artm en t, the
com pany w ill resh u ffle the c la ss ific a tio n for p o sitio n and sh ift. The rem ain in g
v a ca n cy w ill be p o sted on the d ep artm en tal b u lletin board for a 24-h ou r p erio d
during w hich tim e em p lo y ees m ay sub m it bid s on the opening. E m p lo y ees w ithin
the departm en t w ill be given p r eferen ce on the opening in lin e w ith th eir fa cto ry
se n io r ity w ith due reg a rd given to q u a lifica tio n s.
*(b) A fter the p r o g r e ssio n of m o v es w ithin a d ep artm en t, the rem ain in g
v a ca n cy sh a ll be p o sted factoryw id e for 3 w orking d a y s, and anyone who w ish e s m ay
bid on the opening. F a cto ry s e r v ic e (with due co n sid e ra tio n b ein g given to q u a lifi
ca tio n s) w ill d eterm in e the s u c e ss fu l b id d er. F a cto ry bids w ill be su b m itted in
p e rso n to the in d u stria l rela tio n s d epartm en t b etw een the hours of 8 a .m . and
4:30 p .m . on M onday through F rid a y , u sin g the nA p p lication for F a cto ry V acan cy”
fo rm . The in d u stria l rela tio n s d epartm en t w ill ackn ow led ge the bid and p rovid e a
r e c e ip t to the em p lo y ee. A fter the v a ca n cy has b een fille d as p rovid ed h e rein , the
nam e of the s u c c e s s fu l app lican t and h is fa cto ry se r v ic e date sh a ll be given to the
shop co m m ittee ch airm an and a copy p o sted in the g a teh o u se.
(c)
An em p lo y ee bidding on m o re than one cu rren t fa cto ry p o stin g m u st in
d icate h is p r e feren ce at the bottom of the nA p p lication for F a cto ry Job V acancy"
fo rm .
(d)
An em p lo y ee sub m ittin g a bid on any opening m u st a ccep t the job if it is
aw arded to him .
63
*(e) Only two s u c c e s sfu l b id s w ill be a llow ed in any 1 2 -co n secu tiv e m onth p eriod .
A n ew ly h ired em p lo y ee w ill not be p erm itted to bid on any opening until he has s e
n io rity sta tu s. Any bid job on w hich the em p lo y ee is unable to qu alify or is d is
p la ced through no fault of h is own w ill not be counted for the pu rp ose of d eterm in in g
2 s u c e ss fu l bid s in any 1 2 -co n secu tiv e m onth p erio d .
(f) E m p lo y ees m ovin g to another job in th eir own departm en t of throughout the
plant by rea so n of bidding w ill have no se n io r ity cla im to th eir fo rm er job or d e
p artm en t, ex cep t as p rovid ed in paragraph (h) b elow .
(g) S en io rity on a fa cto ry bid job sh a ll be as of the la s t day the job w as ad
v e r tis e d .
(h) N ew ly bid jobs that are elim in a ted or w h ere prod uction is d e c r e a se d n e c e s
sitatin g the rem o v a l of the em p lo y ees w ithin 60 days of th eir se n io r ity date on sa id
job, then such em p lo y ees sh a ll be retu rn ed to th eir fo rm er job and sh ift.
(i) Subsequent job o p en in g s, cre a te d by em p lo y ees m ovin g by rea so n of bidding
to another job, m u st not e x cee d two (2) in any one ch ain w ithin a departm en t or
plant. Any job opening a fter the above m en tion ed chain has b een co m p leted sh a ll be
fille d at the option of the com pany su b ject to n eg o tia tio n s.
*(j) An em p lo y ee sh a ll not e x e r c is e his fa cto ry se n io r ity for another op eration
until he has 30 d a y s’ se r v ic e on his p r esen t op eratio n , ex cep t that he m ay be p e r
m itted to e x e r c is e his se n io r ity for sh ift p r eferen ce on his own op eration .
*(k) If an em p lo y ee fa ils to qu alify on a job w hich he has r e c e iv e d through
bidding or n ego tia ted tr a n sfe r , he m ay bid into an e x istin g open ing, or if none e x ists
he sh a ll d isp la ce the you n gest em p lo y ee in the plant providin g he has p rio r q u a lifi
ca tio n s. If he d oes not have p rio r q u a lifica tio n s to d isp la ce the you n gest em p lo y ee
in the plant, he sh a ll d isp la ce the you n gest em p lo y ee in the prod uction d iv isio n if he
can qu alify. If he cannot q u alify for the job held by the you n gest em p lo y ee in the
prod uction d iv isio n , he sh a ll be la id off out of lin e of sen io rity to aw ait su itab le
p la cem en t.
(l) W hen in c r e a se d e ffic ie n c y or tech n o lo g ica l im p ro v em en ts r e su lt in a red u ction
in the hours of w ork on a departm en t or job c la ss ific a tio n , a tra n sfe r of a su fficien t
num ber of the em p lo y ees a ffected sh a ll be m ade w ithin 1 w eek .
(m ) In c a s e s of e m erg en cy , perm an en t v a ca n cies w hich have b een p o sted m ay
be fille d te m p o r a r ily by rec a llin g from the layoff lis t. Such v a ca n cies sh a ll, how
e v e r , be aw arded a ccord in g to , . . sectio n 5.
S ection 6—-New and relo ca ted equipm ent
(a) W hen a p iece of equipm ent is relo ca ted w ithin a d epartm en t or the plant and
sh a ll p erfo rm the sa m e op eration , in the sam e or sim ila r m a n n er, the em p lo y ees
w orking on th is equipm ent sh a ll m ove w ith it.
(b) Job open ings on new ly added equipm ent w ithin a d epartm en t sh a ll be bid
fir s t am ong the em p lo y ees w ithin the job c la ss ific a tio n , pool or crew co v erin g su ch
new equipm ent.
(c) W hen the com pany m ak es ch an ges in m eth o d s, o p er a tio n s, m a te r ia ls , to o ls,
eq uipm en t, or m a ch in ery w hich m ak es it p o ssib le to co m b in e, tr a n sfe r , or su b
divide du ties of one or m o re op eration s w ithin a departm en t or a c r o s s departm en t
lin e s , the com pany w ill n otify the shop co m m ittee at le a st 1 w eek p rio r to m aking
su ch ch an ges and w ill n ego tia te w ith the shop co m m ittee in o rd er to d eterm in e the
le g a l cla im of e m p lo y ees to su ch new or r e v ise d c la s s ific a tio n s .
64
(d)
If a new p iece of equipm ent d isp la c e s ex istin g eq uipm en t, the em p lo y ees
who have been w orking the d isp la ced equipm ent w ill have the righ t to the a v aila b le
jobs in th eir c la s s ific a tio n on the new eq uipm ent.
S ection 7— T em p o ra ry openings
(a) W hen a v a ca n cy o ccu rs as the r e su lt of an exten d ed ab sen ce w h erein the
ab sen t em p lo y ee reta in s h is righ ts to the p a rticu la r job and sh ift he le ft, that v a
ca n cy w ill be handled as fo llo w s:
1.
The jobs lis te d below w ill be fille d through n ego tia tio n s b etw een the shop
co m m ittee and in d u stria l rela tio n s departm ent. . . .
(i) C alendar o p era to rs
(ii) Tuber o p era to rs
(iii) Such other long train in g p erio d job s as m ay be a g reed
upon by the p a r tie s.
*2. In the ev en t tem p o ra ry openings (other than th ose p rovid ed for in 1 above)
are cre a te d by an em p lo y ee on a lo n g -te r m ab sen ce are fille d , th ey w ill be fille d by
an em p lo y ee on lay o ff w ith p rio r q u a lifica tio n s, or if none e x is t s , the sen io r s e r v ic e
em p lo y ee on lay o ff, su b ject to q u a lifica tio n , or if none e x is t s , through a new h ir e .
The em p lo y ee p la ced on a tem p o ra ry opening sh a ll a ssu m e the job and sh ift of the
tem p o ra ry opening. W hen the ab sen t em p lo y ee retu rn s, the tem p o ra ry em p lo y ee w ill
be d isp la ced from the d ep artm en t in acco rd an ce w ith se c tio n 2 (i) of th is a r tic le .
T em p o ra ry in c r e a s e s in prod uction not to e x cee d 90 days w ill be handled as above.
*(a) In the even t a p erm an en t opening in the dep artm en t b e co m es a v aila b le the
em p lo y ee on the tem p o ra ry job m ay have the option of e x e r c is in g h is fa cto ry s e
n io r ity for the p erm an en t job on a fa cto ry bid.
*(b) Any d eviation from se c tio n 7 (a) 2 of th is a r tic le w ill be by m utual
a g reem en t b etw een the in d u stria l rela tio n s d epartm en t and the shop co m m ittee.
S ection 8— E n g in eerin g d iv isio n
(a) A ll sp e c ific w ork c la ss ific a tio n s of jo u rn ey m en and h e lp ers (m ech a n ics,
p ip e fitte r s, e le c tr ic ia n s , w e ld e r s, e t c .) w ithin the en g in eerin g departm en t w ill be
c o n sid e red as con stitu tin g en g in eerin g for the pu rp ose of se n io r ity .
(b) T here w ill be 2 b a sic c la ss ific a tio n s for the p u rp ose of d eterm in in g s e
n io rity ; n a m ely , jou rn eym an (a and b) and h e lp e r s. T his p aragrap h in no w ay is to
be co n stru ed to change an e m p lo y e e ’s ratin g, but is inten ded for the pu rp ose of sh ift
p r eferen ce (sen io rity ).
(c) Any job opening w ithin any of the v a rio u s c la ss ific a tio n s of w ork w ill be
fille d by the o ld e st em p lo y ee on point of fa cto ry s e r v ic e .
(d) In the en g in eerin g d iv isio n w h ere q u a lifica tio n s are a p r e r e q u isite , the bid
sh a ll be confined to em p lo y ees who can qu alify for the v a ca n cy . Any q u estion s co n
cern in g the q u a lifica tio n s of an app lican t sh a ll be r e so lv e d by n ego tia tio n s b etw een the
com pany and shop co m m ittee.
(e) The en gin eerin g d iv isio n sh a ll be co m p o sed of a ll s k ille d tra d esm en , h e lp
e r s , and o ile r s . The follow in g c la ss ific a tio n s sh a ll be c o n sid e r e d as ind ividu al s e
n io rity grou p s. Job openings w ithin any of the v a rio u s c la ss ific a tio n s w ill be o ffered
fir s t to that se n io r ity group.
1.
P ow erh o u se Group
*a. R e lie f en g in eers
*b. R ep airm an
c. C oal u n load ers
*d. S tation ary en g in eers
*e. F ir e m e n
* f . F irem a n h elp er
*M ust have 3d c la s s op erators* lic e n s e
65
2.
E le c tr ic Shop G roup
a. E le c tr ic ia n s A and B h e lp e r s
3. M achine Shop G roup
a. M a ch in ists jou rn eym an (A and B) and h e lp e r s
b. L u b rica to rs
c. R ig g er s (A and B) and h e lp ers
d. W eld ers
e. C arp en ters
f. T in sm ith
4. P ip e
a.
b.
c.
Shop G roup
P ip e fitte r journeym an A and B h e lp ers
Instru m ent m en
C hart ch an ger
From the agreement between
National—Standard Company and the
United Steelworkers of America
(expiration date: September 1971)
In c a s e of p rom otion s (ex cep t p rom otion s to p o sitio n s exclu d ed from the b a rg a in
ing unit under th is a g reem en t), in c a se of la y o ffs (other than em erg en cy lay o ffs a s
h erein a fter defined) and in c a se of r e c a lls a fter la y o ffs, length of continuous se r v ic e
sh a ll be d eterm in ed on a plantw ide b a s is .
S ection 2:
In reco g n itio n , h o w ev er, of the re sp o n sib ility of m anagem en t for the efficien t
op eration of the p a rticu la r plant, the ap p lica tio n of sen io rity rig h ts in the c a se of
p rom otion s (ex cep t p rom o tio n s to p o sitio n s exclu d ed from the bargaining unit as se t
forth in th is a g reem en t) . . . sh a ll be d eterm in ed by the com pany on the b a sis of the
follow in g fa cto rs:
a. S k ill and a b ility to p erfo rm the work;
b. P h y sic a l fitn e ss;
c. Length of continuous se r v ic e ; and w h ere fa cto rs a and b a re r e la tiv e ly equal,
length of continuous s e r v ic e d eterm in ed on a plantw ide b a sis sh a ll be the govern in g
fa cto r. . . .
S ection 4:
In m aking p rom otion s of em p lo y ees to fill v a ca n cies o ccu rrin g , or ex p ected to
o ccu r, by rea so n of a p erm an en t v a ca n cy or the crea tio n of a new job, the follow in g
p roced u re sh a ll app ly, ex cep t as p rovid ed in lo c a l plant w ritten a g reem en t.
a. The n o tice of the vacan cy sh a ll be p o sted by the com pany on its b u lletin
b o a rd s, such n o tice to sta te su ch in form ation as the d epartm en t w h erein the vacan cy
e x is ts , or is about to o ccu r, the job title , and the standard hou rly w age sc a le rate
of the job. N o tice of the vacan cy sh a ll rem a in p osted 48 co n secu tiv e h ou rs e x c lu siv e
of S atu rd ays, Sundays and h o lid a y s.
66
b. W hen n o tice of the v a ca n cy has b een p o sted , then any em p lo y ee at w ork in
the plant who d eem s h im se lf capable of p erfo rm in g the job m ay m ake a p p lication for
the job during the 48 hour p ostin g p erio d by sign in g an a p p lication form w hich w ill be
p rep a red and a lso sig n ed by the forem an of the d epartm en t w h erein the p o sted job
opening e x ists; p rovid ed , the app lican t has not b een aw arded a p o sted job for w hich
he m ade a p p lication during the p reced in g 6 m onths (excep t as p rovid ed in su b -p a r
agraph (g) b elo w . )
At the end of the of the p o stin g p erio d m an agem en t sh a ll rev iew the lis t of
a p p lica n ts, and applying the fa cto rs as s e t forth in se c tio n 2 of th is a r tic le , s e le c t
for the job the sen io r "q ualified em p loyee" from am ong th ose who have bid. If th ere
is no " q u alified em p loyee" who has bid, the m an agem en t sh a ll s e le c t the sen io r
b id d er.
If the union b e lie v e s m an agem en t has v io la ted the above p roced u re it m ay av ail
its e lf of the g riev a n ce p roced u re and if the g riev a n ce p r o g r e s s e s to a rb itra tio n , the
a rb itra to rs sh a ll give co n sid e ra tio n to the fa cto rs as s e t forth in se c tio n 2 of th is
a r tic le .
c. 1. At the ex p ira tio n of not le s s than 24 nor m o re than 32 hours a ssig n m en t to
the aw arded job, the m an agem en t sh a ll d eterm in e w hether the em p lo y ee who has b een
so aw arded the job has p erfo rm ed s a tis fa c to r ily on the job, and if he has not, he
sh a ll be retu rn ed to the job from w hich he w as s e le c te d .
2. If the s e le c te d em p lo y ee d ecid es b efo re the ex p ira tio n of 32 hours a s s ig n
m en t to the aw arded job, that he d oes not w ant to continue on the aw arded job, he
sh a ll be retu rn ed to the job from w hich he w as se le c te d .
3. If in acco rd an ce w ith su b -p a ra g ra p h 1. im m ed ia tely above, the em p lo y ee
p e rfo rm s sa tis fa c to r ily on the job as d eterm in ed by m an agem en t, and if the e m
p lo y ee d oes not d eclin e the job, the aw arded job sh a ll, if the em p lo y ee has bid on
su ch job, b eco m e the e m p lo y ee's " reg u la rly a ssig n e d jo b ," and he sh a ll have no
cla im to any p rio r job as a " reg u la rly a ssig n e d jo b ."
d. If th ere are no b id d ers for the p o sted job, m a n agem en t sh a ll r e c a ll the
sen io r "q ualified em p loyee" from the in a ctiv e se n io r ity lis t p h y sic a lly able to p erfo rm
the job, and if th ere is no " q u alified em p loyee" on the in a ctiv e se n io r ity lis t, m a n
ag em en t sh a ll r e c a ll the sen io r em p lo y ee on the in a ctiv e se n io r ity lis t p h y sic a lly able
to p erfo rm the job. R eca ll of em p lo y ees under th is su b -p a ra g ra p h d. sh a ll be in
a cco rd an ce w ith the te r m s of se c tio n 5 (e) and (f) of th is a r tic le ex cep t that the
sen io r em p lo y ee r e c a lle d from the in a ctiv e se n io r ity lis t to a job not on h is " p ro
fic ie n c y record" m a y d eclin e su ch r e c a ll if it d oes not r e su lt in a new h ir e . The
em p lo y ee who a ccep ts r e c a ll to a job not on h is " p ro ficien cy record" sh a ll a lso be
su b ject to the te r m s of su b -p a ra g ra p h (c) (1) above.
e . If th ere is no " q u alified em p loyee" who has bid for a p o sted trad e or cra ft
or sk ille d a ssig n e d m ain ten an ce or firem a n job, then m a n agem en t m ay em p lo y a new
m an for the job.
f. If an em p lo y ee who has bid for a p o sted job and who has b een aw arded
su ch job sh a ll refu se to a ccep t the sa m e, su ch em p lo y ee sh a ll not be e lig ib le to bid
for any p o sted job for a p erio d of 6 m onths from the date on w hich he w as aw arded
the job for w hich he had bid .
g. Any em p lo y ee who has been aw arded a p o sted job as a r e su lt of applying
for a p o sted job and who is su b seq u en tly rem oved from that job due to a d e c r e a se in
fo r c e , sh a ll be e lig ib le again to bid for a p o sted job ev en though the 6 m onth s p e
riod had not e la p se d sin ce h is la s t job aw ard. . . .
67
S ection 8:
The p rin cip le of se n io r ity sh a ll not apply to p o sitio n s ex clu d ed from the b a r
gaining unit. H ow ever, em p lo y ees a ccep tin g su p e r v iso r y p rom o tio n s sh a ll accru e
and reta in se n io r ity cre d it w h ile holding su ch p o sitio n s as h e rein p rovid ed . In the
in te r e st of e ffic ie n t plant o p er a tio n s, m an agem en t m ay retu rn any em p lo y ee so p r o
m oted to a p o sitio n in the b argain in g unit. In the even t any such em p lo y ee sh a ll be
so retu rn ed to a p o sitio n in the b argaining unit, his se n io r ity status sh a ll be d e
term in ed on the b a sis of his length of continuous s e r v ic e w ith the com pany; it being
u n d erstoo d , h o w ev er, that su p e r v iso r s on the date of th is a g reem en t who com e w ithin
th is p r o v isio n sh a ll not accu m u late fu rther bargaining unit se n io r ity cre d it after
July 1, 1962, but sh a ll reta in su ch cred it th ey had on that date and that em p lo y ees
p rom oted to a su p erv iso ry p o sitio n a fter the date of th is a g reem en t sh a ll reta in the
b argain in g unit se n io r ity they have on the date of th eir p rom otion but sh a ll not a ccu
m ulate such cre d it w h ile occupying su ch su p e r v iso r y p o sitio n . . . .
From the agreement between
General Telephone Company of Illinois and the
International Brotherhood of Electrical Workers
(expiration date: October 1970)
Job p rom otion s
20. 1 V a ca n cies in the c la ss ific a tio n of sen io r rec o r d s c le r k . . . w ill be
fille d by appointm ent.
20. 2 A b ility and q u a lifica tio n s being su fficien t, se n io r ity sh a ll p r ev a il in p r o
m o tion s to a ll other job c la ss ific a tio n s co v ered by th is a g reem en t w ithin the d ep a rt
m en t.
2
0. 3 A b ility and q u a lifica tio n s being su fficien t, em p lo y ees w ill be given an
opportunity to qu alify in ord er of sen io rity for v a ca n cies of 6 m onths or lon ger du
ration or new p o sitio n s c o v ered by th is a g reem en t not fille d through the ap p lication
of se c tio n 20. 2 of th is a g reem en t. The e ffe ctiv e date of su ch tr a n sfe r s w ould be
su b ject to s e r v ic e req u irem en ts. T r a n sfers betw een d ep artm en ts for an individual
sh a ll be lim ite d to not m o re than 1 tra n sfe r in any 1 year p eriod .
20. 3. 1 W hen a v a ca n cy o ccu rs in the co m m e r c ia l d ep artm en t w hich has not
b een bid upon by other c o m m e r c ia l departm en t em p lo y ees in the exch an g e, such
v a ca n cy sh a ll be p o sted in the tra ffic departm en t in the exch an ge. T raffic em p lo y
e e s who bid on such v a c a n c ie s w ill be given a rea so n a b le opportunity, in ord er of
se n io r ity , to qu alify.
20. 3. 2 W hen a v a ca n cy o ccu rs in the c la ss ific a tio n of rec o r d s c le r k or s e r v ic e
a s sis ta n t w hich has not b een bid upon by other tra ffic d epartm en t em p lo y ees in the e x
ch an ge, su ch v a ca n cy sh a ll be p o sted in the co m m e r c ia l d epartm en t in the exch an ge.
C o m m ercia l em p lo y ees w ith tra ffic ex p e rie n ce who bid on su ch v a ca n cies w ill be
given a rea so n a b le opportunity, in ord er of sen io rity , to qualify.
20. 3. 3 In an exchange w hich does not have fu ll tim e tra ffic e m p lo y e e s, v a c
a n cies under sectio n 20. 3. 1 above w ill be p o sted in the n e a r e st exch an ge in the c o m
m e r c ia l d is tr ic t w hich does have fu ll tim e tra ffic e m p lo y e e s.
68
2 0 .4 An em p lo y ee se le c te d in acco rd an ce w ith se c tio n 2 0 .3 w ill be given w age
trea tm en t in a cco rd an ce w ith the value of the e m p lo y e e ’s ex p e rie n ce on the fo rm er
job c la ss ific a tio n as rela ted to the req u irem en ts of the new a ssig n m en t.
20. 5 If at any tim e during the fir s t 12 m onths it is show n that the em p lo y ee
does not have the aptitude and a b ility to m e e t the req u irem en ts of a new job, she
sh a ll be retu rn ed to her fo rm er c la ss ific a tio n if a v a ca n cy e x is t s . If no v a ca n cy
e x ists in the fo rm er c la ss ific a tio n , the em p lo y ee w ill be p la ced in the next low er
c la ss ific a tio n .
2 0. 6 Job bid s sh a ll be p o sted on b u lletin b oard s in acco rd an ce w ith se c tio n
20. 3 for a p erio d of 5 w orking d a y s. It sh a ll be the r e sp o n sib ility of the em p lo y
e e s to be aw are of su ch job p o stin g s.
From the agreement between
Champion Papers, Inc., Carolina
Division, and the International
Brotherhood of Pulp, Sulphite and
Paper Mill Workers
(expiration date: August 1969)
B. F or the p u rp oses of th is a g reem en t, em p lo y ees sh a ll have 4 ty p es
of sen io rity : Job se n io r ity , group se n io r ity , departm en t se n io r ity , and plant s e n
io r ity .
1. Job se n io r ity is d efin ed as the length of s e r v ic e in a job c la ss ific a tio n
m e a su r e d from the date the em p lo y ee is reg u la rly a ssig n e d to that job.
2. Group se n io r ity is d efin ed as the length of s e r v ic e in a group w ithin a d e
p artm en t m ea su re d from the date the em p lo y ee is reg u la rly a ssig n e d to a job in that
group.
3.
D ep artm ent se n io r ity is defin ed as the length of s e r v ic e in a departm en t
m ea su re d from the date the em p lo y ee is reg u la rly a ssig n e d to a job in that d ep a rt
m en t.
4.
P lan t se n io r ity is defin ed as the len gth of continuous s e r v ic e fro m the m o st
rec en t date of h ire w ith the com pany.
C. F or the p u rp ose of the se n io r ity se c tio n of th is a g reem en t, d epartm en ts
sh a ll be defin ed as co n vertin g; pulp and ch em ica l m anufacturing; m ain ten an ce and
u tilitie s; paper m anu facturin g; board m anufacturing; qu ality co n tro l and tech n ica l
s e r v ic e ; p u rch a sin g , tra ffic and s to r e s; w ood p rocu rem en t; trucking; and sa n ita tio n .
G roups w ithin th ese d ep artm en ts that rela te to group se n io r ity as defin ed above are
th ose outlined in appendix B . . . .
E.
P ro m o tio n s in lin e s of p r o g r e ssio n 1
1. A v a ca n cy oth er than tem p o ra ry above the sta rtin g job in a lin e of p r o
g r e s s io n sh a ll be fille d by an em p lo y ee from the job ju st below the job w h ere the
v a ca n cy o c c u r s.
2. In fillin g the v a ca n cy d ecrib ed above, the com pany w ill take into c o n sid e r a
tion se n io r ity and q u a lifica tio n s, and w hen a ll the fa cto rs that co n stitu te m inim um
q u a lifica tio n s a re r e la tiv e ly eq u al, then se n io r ity sh a ll p r e v a il. To be q u alified e m
p lo y ees m u st have the a b ility to w ork in harm ony w ith and co o p era te w ith fellow
e m p lo y e e s. In c a s e s of p rom otion s other than th ose in volvin g the sen io r em p lo y ee,
the union w ill be n o tified b efo re the p rom otion is m ad e. Should a q u estion a r ise as
to w hether or not the sen io r em p lo y ee is q u alified and it cannot be r e so lv e d by a g r e e
m en t b etw een the union and com pany, the sen io r em p lo y ee w ill be g iv en a tr ia l p e
riod up to 30 days on the job in q u estio n . If at any tim e during th is tr ia l p erio d
it is found that the em p lo y ee is not p erfo rm in g s a tis fa c to r ily , he w ill be retu rn ed to
his fo rm er job and w ill b eco m e ju nior to the m an who b y p a sse s him .
3. When an em p lo y ee r e fu se s a prom otion in his lin e of p r o g r e ssio n , eith er
tem p o ra ry or p erm an en t, he sh a ll sig n a sta tem en t that he r e fu se s the p rom otion .
He sh a ll then fo r fe it his p rom otion righ ts until after the seco n d perm an en t p rom otion ,
and he b e co m es junior to the em p lo y ees who b yp ass him . To be co n sid e red fo r a
future p rom otion , he sh a ll m ake a w ritten req u est and sh a ll be c o n sid e red elig ib le
follow in g the fir s t perm an en t p rom otion o ccu rrin g after r e c e ip t of his req u est.
4. It is un derstood and a g reed that no step in a lin e of p r o g r e ssio n , the tr a in
ing in w hich is n e c e s s a r y to the next step , w ill be co m p lete ly b lock ed by m en who
are unable or unw illing to p r o g r e ss fu rth er. T h erefo r e, w hen m o re than o n e-h a lf
the num ber of em p lo y ees in a job c la ss ific a tio n refu se p ro m o tio n s, the com pany sh a ll
d isc u ss rem ed ia l m e a su r e s w ith the union and sh a ll take n e c e s s a r y action up to and
including rem o v a l of an em p lo y ee from the lin e of p r o g r e ssio n .
F.
Job bidding
1. In fillin g a v a ca n cy in a departm en t other than tem p o ra ry for the sta rtin g
job in a lin e of p r o g r e ssio n or for a n o n p ro g ressio n job, the com pany sh a ll p o st
a n o tice of the va ca n cy for a p eriod of 96 h o u rs. Such n o tice sh a ll include
the job c la ss ific a tio n , rate and m inim um q u a lifica tio n s. E lig ib le to bid are a ll e m
p lo y ees in that d ep artm en t, who w ill be giv en fir s t co n sid era tio n ; em p lo y ees in other
d ep artm en ts; and tra n sfe r pool e m p lo y ees. E m p lo y ees in a lin e of p r o g r e ssio n sh a ll
not bid downward in the sam e lin e. Any v a ca n cies cre a te d am ong sta rtin g jobs in
lin e s of p r o g r e ssio n or am ong n o n p ro g ressio n jobs by the fillin g of th is va ca n cy
sh a ll be p o sted and bid in the sa m e m anner; h o w ev er, th ere sh a ll be no m o re than
th ree sep a ra te p o stin g s, includ ing the one for the o rig in a l v a ca n cy . A v a ca n cy that
e x ists a fter th is p r o c e ss sh a ll be fille d by a q u alified em p lo y ee in the tra n sfe r p ool,
giving p r efe r e n c e to se n io r ity . L acking a q u alified app lican t, a n o n p ro g ressio n job
or sta rtin g job in a lin e of p r o g r e ssio n sh a ll be fille d w ith the le a s t sen io r em p lo y ee
in the tra n sfe r p ool. If the em p lo y ee r e fu se s to a ccep t th is job, he sh a ll be te r
m in ated ex cep t that an em p lo y ee w ith m o re than 5 y ea rs se n io r ity m ay take a lay o ff
and sh a ll have r e c a ll rig h ts as h e r e in -a fte r p rovid ed . If th ere are no q u alified e m
p lo y ees a v a ila b le, the com pany sh a ll h ire the n e c e s s a r y q u a lified p eop le as req u ired .
2.
E m p lo y ees sh a ll be lim ite d to two s u c c e s sfu l bids in any 12-m onth p erio d .
3. The com pany m ay fill the vacant job on a tem p o ra ry b a sis until the s u c
c e s s fu l app lican t is d eterm in ed .
4. In fillin g the v a ca n cies d e sc r ib e d above, the com pany w ill take into co n
sid era tio n se n io r ity and q u a lifica tio n s and w hen a ll the fa cto rs that co n stitu te m in i
m um q u a lifica tio n s are r e la tiv e ly eq ual, then sen io rity sh a ll p r e v a il. In evalu atin g
an e m p lo y e e ’s q u a lifica tio n s for a sta rtin g job in a lin e of p r o g r e ssio n , r e su lts of
com pany a d m in istered te s ts w ill be one fa cto r in such eva lu a tion . In applying s e n io r
ity for sta rtin g job s in a lin e of p r o g r e ssio n or for n o n p ro g ressio n jo b s, d ep a rt
m en t se n io r ity sh a ll p r e v a il, fo llo w ed by plant sen io rity .
5. The fillin g of v a c a n c ie s as outlined in this se c tio n sh a ll be m ade on a 30day p rob ation ary p erio d b a s is . If the em p lo y ee fa ils to qu alify or w ish e s to retu rn
to his fo rm er job, he m ay be retu rn ed to h is fo rm er job at any tim e during that
p erio d w ithout lo s s of p r e v io u sly cred ited sen io rity . If the em p lo y ee is retu rn ed to
his fo rm er job w ithin the p rob ation ary p erio d , the v a ca n cy sh a ll not be p o sted , but
sh a ll be fille d by the next m o st sen io r q u alified em p lo y ee who bid on the va ca n cy .
70
6.
O penings in ap p ren tice c la ss ific a tio n s sh a ll not be su b ject to the bidding
p roced u re but sh a ll be fille d by q u alified ap p lican ts w ith in the plant w h en ever p o s s ib le ,
b efo re new h ir e s .
G.
T em p o ra ry v a c a n c ie s
1. V a ca n cies known to be of 28 days duration or le s s and v a ca tio n p erio d s
sh a ll be fille d as fo llo w s:
a. Jobs above sta rtin g jobs in lin es of p r o g r e ssio n sh a ll be fille d by sh ift
set-u p along e sta b lish e d p rom o tio n a l lin es w ith q u a lified e m p lo y e e s. If a sh ift set-u p
cannot be m a d e, it sh a ll be fille d in the follow in g o rd er:
(1) By ca llin g in an em p lo y ee of the sa m e job c la s s ific a tio n who is on a sc h e d
u led day off.
(2) The em p lo y ee not rec eiv in g r e lie f w ill have the p r efe r e n c e of w orking the
ex tra shift; h o w ev er, in a ll c a s e s he w ill rem a in at h is job un til a su b stitu te has
b een se c u r e d , and if n e c e s s a r y he sh a ll w ork the ex tra sh ift.
(3) B y ca llin g in the em p lo y ee of the sa m e job c la s s ific a tio n who is sch ed u led
to rep o rt on the next sh ift, u n less o th erw ise m u tu ally a g reed upon on a d ep artm en tal
b a sis and approved by the in d u stria l rela tio n s departm en t.
A v a ca n cy that e x ists a fter th is p r o c e ss sh a ll be fille d by any other q u alified
em p lo y ee that m ay be a v a ila b le.
b. Startin g jobs in lin e s of p r o g r e ssio n and n o n p ro g ressio n jobs sh a ll be fille d
w hen n e c e s s a r y in the follow in g o rd er:
(1) By q u alified v a ca tio n rep la cem en ts or other q u alified em p lo y ees w ithin the
d epartm en t.
(2) By q u a lified tra n sfe r p ool e m p lo y e e s.
(3) By other q u alified reg u la r em p lo y ees that m a y be a v a ila b le.
2. W hen the v a ca n cy is known to be lon ger than 28 d a y s, it sh a ll be fille d as
fo llo w s :
a. Jobs above sta rtin g jobs in lin es of p r o g r e ssio n sh a ll be fille d by se n io r ity
se t-u p along e sta b lish e d p rom otion al lin es beginning w ith the M onday follow in g the
date it b eca m e known.
b. Starting jobs and n o n p ro g ressio n jobs sh a ll be fille d through job bidding
as h e rein p rovid ed .
3. If a v a ca n cy is fille d as p rovid ed in 1. above and it is la ter d eterm in ed that
the v a ca n cy m ay exten d for a rea so n a b ly sh o rt p erio d beyond the 28 d ays, it sh a ll
continue to be fille d on the sa m e b a sis p rovid ed it is m u tu ally a g reed upon on a d e
p artm en tal b a sis and approved by the in d u stria l rela tio n s d ep artm en t. . . .
K.
P ro m o tio n to sa la r y jobs
An h ou rly rated em p lo y ee who has been tr a n sfe r r e d into a p o sitio n o u tsid e the
b argain in g unit sh a ll a ccru e job , group, d ep artm en t and p lant se n io r ity for 1 y ea r
w h ile w orking in such p o sitio n . T h erea fter, he sh a ll a ccru e group , d ep artm en t and
plant se n io r ity . If he is retu rn ed to the b argain in g unit w ithin the fir s t y e a r , he sh a ll
retu rn to a job in lin e w ith h is job , group, d ep artm en t and plant sen io rity ; h o w ev er,
during the fir s t 6 m onths he sh a ll be retu rn ed to h is fo rm er p o sitio n on h is req u est.
71
If he is tr a n sfe r r e d back into the bargain in g unit a fter 1 y e a r , he sh a ll be a ssig n e d
a sta rtin g job in a lin e of p r o g r e ss io n or a b a se rated n o n p ro g ressio n job a c c o r d
ing to h is group, d ep artm en t and plant se n io r ity . . . .
PAPER M ANUFACTURING DEPARTMENT
Group 2
PAPER MANUFACTURING DEPARTMENT
Group 3
No. 20 Machine
No. 1.1 Machine
Machine Tender
Machine Tender
Back Tender
Back Tender
Third Hand
Third Hand
Stock Tender
Fourth Hand
Tender^ Helper
Fifth Hand
Broke Beater
Fourth Hand
I
I
Sixth Hand
Seventh Hand
______ I
\
_____
Tender Helper
Water and Slush
Fifth Hand
Stock Tender
I
I________
Vacation Replacement
Vacation Replacement
Non - Progression Job :
Utility Man
No. 14 Machine
Machine Tender
Third Hand
Stock Tender
PAPER M ANUFACTURING DEPARTMENT
Group 4
Fourth Hand
Tender^Helper
Chemical Preparation
Back Tender
I
Fifth Hand
I________
Broke Beater
________ !
Size - Alum - Starch Maker
Size - Alum -Starch Helper
Vacation Replacement
Clay Maker
Non - Progression J o b :
Utility Man
Vacation Replacement
Group 5
General Services
Non-Progression J o b s:
General Services Crew Leader
General Utility Man
Broke Processor
Clean-up Man
Thickener Operator
Fiber Reclaimer Utility Man
CHEMICAL RECOVERY GROUP
(CO NTINUED)
Lime Kiln Operator
Evap. Operator
Liquor Room Oper. Lime Kiln Assistant
I____________ !___________i
Erap. Assistant
Liquor Room Asst.
Lime Kiln Fireman
Vacation Replace
PULP AND CHEMICAL
M ANUFACTURING DEPARTM ENT
Wood Preparation Group
Crane Operator
Chipper Feeder
Crane Helper
Screen ^Tender
Utility General
PULP AND CHEMICAL MANUFACTURING
DEPARTMENT
Pulp Production Group
Bleach Room Runner
“ C” Line, CIOs Operator
Vacation Replacement
Non-Progression J o b s:
No. 11 Conveyor CL'°n-up
Hardwood Clean-up
CONVERTING DEPARTMENT
Cut, Sort and Count Group
“ C” Line, CIO2 Second Operator
Roll Distributor
“ A"
Cutter Operator 21 - 24
Bleach Operator
Hardwood Bleach Operator
Cutter Operator 3 - 5
Low Density Bleach Operator
Cutter Backtender 21 - 24
Crane Operator
“ A " Line Wash & Screen Operator
Cook
First Helper
" C " & *‘D " Line Wash & Screen Operator
Counting Crew Leader
" A ” Line Wash & Screen Assistant
Digester Room Runner
Counter and Stacker
Shafter
“ C” & “ D " Line Wash & Screen Asst.
Vacuumatic Counter Operator
Broke Baler Operator
Sorting P ackoff
Broke L aier Helper
I
________ !
Cutter Backtender 3 - 5
Digester Second Helper
Vacation Replacement
Non-Progression Jobs:
Chemical Unloading
No. 13 Conveyor Tender
Clec.r.
Utility tru ck er
Clean - up Mau
I
\ acation Replacement
Non-Progression J o b s:
Cutter Production Clerk
Cutter Sort Checker
Sorter
Appendix B.
Identification of Clauses
E m p loy er and union
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
M agnavox Co. of T e n n essee .
E le c tr ic a l, International (IUE).
N ation al Lead C o .— T itanium D iv isio n .
P a in ters (P A T ).
C entral Foundry Co.
M old ers (IMAW).
R obertsh aw C ontrols Co.
S teelw o r k ers (USA).
S tok ely -V an C am p, Inc.
T e a m ste r s (IBT) (ind. ).
A m erica n Can C o .— G la ss O p erations.
G la ss B o ttle B lo w ers (G BBA).
A lleg h en y Ludlum S teel Corp.
S teelw o rk ers (USA).
Long Islan d L ighting Co.
E le c tr ic a l, B rotherh ood (IBEW ).
F ro zen F ood E m p lo y ers A sso c ia tio n — C alif.
T e a m ste r s (IBT) (ind. ).
C a terp illa r T ractor Co.
M a ch in ists (LAM).
Illin o is B e ll T elep hon e C o .— P lan t.
E le c tr ic a l, B rotherh ood (IBEW ).
F rank G. Shattuck Co.
H otel and R estau ran t E m p loy ees (H REU).
Chock F u ll O' N uts.
D is tr ic t 50 UMWA (Ind).
I. B. K lein ert Rubber Co.
D irectly a ffilia ted L ocal Union (A F L -C IO ).
A m erica n O il C o .— W hiting.
Independent P etro leu m W orkers of
A m erica (ind. ).
A sso c ia te d B r e w e r s— B a ltim o r e .
B rew ery (B FC SD ).
A llis C h a lm ers— Sp ringfield.
Auto W orkers (UAW) (Ind. ).
The L ou is A llis Co.
E le c tr ic a l, International (IUE).
E m p lo y er 's Group of S teel F a b r ic a to r s—
C levelan d.
Iron W orkers (BSOIW ).
B o w a ters Southern P aper C orp.
P aper m a k ers (U P P ).
C lay Sew er P ip e M anu facturers.
B rick and C lay W orkers (UBCW ).
W ashington G as L ight Co.
C h em ical W orkers (lC W )(Ind.).
E. I. Dupont D eN em ours and C o .— P a rlin .
C h em ical W orkers (ICW) (Ind.).
A rk an sas P ow er and L ight Co.
E le c tr ic a l, B rotherh ood (IBEW ).
73
E m p loyer and union
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
A vco C o rp .— New Idea D ivision .
S teelw o rk ers (USA).
L eviton M fg. C o ., Inc.
E le c tr ic a l, B rotherh ood (IBEW ).
J. F. M cE lw ain Co.
N ew H am p sh ire Shoe W orkers Union (ind. )0
P h ilip C arey M anufacturing Co.
P ap er m a k ers (U P P ).
J e ffe r so n C ity C abinet Co.
E le c tr ic a l, International (IUE).
G en eral T elep hon e Co. of C aliforn ia,
C om m u n ication s W orkers (CW A).
R adio Corp. of A m erica — H a rriso n W oodbridge.
R adio C om m un ications A s se m b le r s
Union, Inc. (ind, ).
C hesap eake and P otom ac T elephone Co. of
V irgin ia.
C om m u n ication s W orkers (CW A).
Food E m p lo y e r s1 Labor R ela tio n s, Inc.
T e a m ste r s (IBT) (In d .).
H udson P ulp and P ap er Corp.
P ap er m a k ers (U P P ).
F o rm ic a Corp.
E le c tr ic a l, International (IUE).
B eauknit C o rp ,— B eauknit F a b rics D iv isio n .
U nited T e x tile W orkers (UTW ).
P en n sy lv a n ia E le c tr ic Co.
E le c tr ic a l, B rotherh ood (IBEW ).
C lark E quipm ent Co, T r a n sm issio n D iv isio n .
A llied In d u strial W orkers (AIW).
N o rth w estern S teel and W ire Co. , and
P a r r ish -A lfo r d F en ce and M achine Co.
S teelw o r k ers (USA).
P a c ific C oast A sso c ia tio n of Pulp and P ap er
M an u factu rers.
A ssn , of W estern Pulp and P aper
W orkers (in d .).
F a ir c h ild -H ille r Corp.
A uto W orkers (UAW) (ind. ).
W ey erh a eu ser C o .— P a p er D iv isio n .
P ap er m a k ers (U P P ).
T im ken R o ller B earin g Co.
S teelw o r k ers (USA).
M cD onnell A ir c r a ft Corp.
M a ch in ists (IAM).
City S to res—-L it B ro s. D iv isio n .
R eta il C lerk s (RCIA).
B row n and Sharpe M fg. Co.
M a ch in ists (IAM ).
Sp erry G y ro sco p e Co.
E le c tr ic a l, In ternational (IU E).
W estern E le c tr ic C o .— S e rv ice D ivision .
C om m un ications W orkers (CW A).
75
E m p loy er and union
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
A sso c ia te d M ilk D ea le r s— D en ver.
T e a m ste r s (IBT) (ind. )
F MC C o rp .— A m erica n V isc o se F ilm D ivision .
T ex tile W orkers Union (TW UA).
The F ed e ra l G la ss Co.
F lin t G la ss W orkers (AFGW ).
S. New England T elep hon e Co.
C onnecticut T elephone W ork ers, Inc.
(In d .).
O utboard M arine C o rp .— E vinrude M otors
D ivision .
S teelw o r k ers (USA).
N ation al Standard Co.
S teelw o r k ers (USA).
C orning G la ss W orks-—A lb ion .
F lin t G la ss W orkers (AFGW ).
C h rysler C o rp .— A irtem p D ivision .
E le c tr ic a l, International (IUE).
C ontinental S teel Corp.
S teelw o r k ers (USA).
A vco C o rp .— A e ro sp a ce S tru ctu res D ivision .
M a ch in ists (IAM ).
A m erica n Can Co.
M a ch in ists (IAM ).
B. F. G oodrich F ootw ear Co.
Rubber W orkers (URW ).
A C F In d u stries.
M a ch in ists (IAM ).
M attel, Inc.
R ubber W orkers (URW ).
P h ilad elp h ia F ood Store E m p lo y er s1 Labor
C ouncil.
T e a m ste r s (IBT) (Ind. ).
W isco n sin P u b lic S e rv ice Corp.
O perating E n g in eers (IUOE).
Utah P ow er and L ight Co.
E le c tr ic a l, B rotherh ood (IBEW ).
O lin M athieson C h em ical C o .----E. R. Squibb
and Sons D ivision .
O il, C h em ica l and A tom ic W orkers
(OCAW ).
E n gelhard M in era ls and C h em ica ls Corp.
E n gelhard In d u stries D ivision .
Auto W orkers (UAW) (In d .).
Sharon S teel Corp.
S teelw o r k ers (USA).
O scar M ayer and C o .— M adison.
M eat C u tters (M CBW ).
Day and Z im m erm an n, In c .— Lone Star P lant.
Seven A F L -C IO and Independent U nions.
M in n eap olis M ilk D e a le r s.
T e a m ste r s (IBT) (ind. ).
G en eral T elep hon e Co. of the Southeast.
C om m un ications W orkers (CW A).
E xp iration
date
M arch 1968
D ecem b er 1968
S eptem b er 1968
M ay 1971
M arch 1968
O ctober 1968
M arch 1969
O ctober 1970
A ugu st 1968
June 1968
N ovem b er 1968
M ay 1970
July 1968
F eb ru a ry 1970
July 1968
O ctober 1968
January 1968
May 1970
F eb ru a ry 1969
Sep tem b er 1968
A ugu st 1970
A p ril 1969
A p ril 1969
M ay 1968
E m p loyer and union
73
74
75
76
77
78
79
80
81
82
83
84
85
86
87
88
89
90
91
92
93
94
95
96
G en eral M ills, Inc.
G rain M ille r s (AFGM ).
C ities S e rv ice O il Co.
N ine A F L -C IO and Independent U nions.
P h illip s P etro leu m Co. A von R efin ery .
O il, C h em ica l and A tom ic W orkers (OCAW ).
G en era l D yn am ics.
R o ch ester Independent W orkers (ind. ).
A ero d ex , Inc.
T e a m ste r s (IBT) (ind. ).
TRW, Inc.
A uto W orkers (UAW) (in d .).
A llied B u ilding M etal In d u stries— New Y ork.
Iron W orkers (BSOIW ).
P a c ific N o rth w est B e ll T elephone Co.
C om m un ications W orkers (CW A).
R o ch ester T elep hon e Corp.
R o ch ester T elephone W orkers A sso c ia tio n .(ln d . ).
P a c ific T elep hon e Co.
F ed era tio n of W om en T elephone W orkers
of Southern C aliforn ia (ind. ).
M ountain States T elephone and T elegrap h Co.
C om m un ications W orkers (CW A).
H ughes T ool Co. , O il T ool D iv isio n .
S teelw o rk ers (USA).
A m erica n B o sch A rm a Corp.
E le c tr ic a l, International (lU E ).
U nderw ood Corp. — H artford.
M a ch in ists (IAM ).
M etal P o lis h e r s (M P B P ).
W arw ick E le c tr o n ic s, Inc.
E le c tr ic a l, International (lU E ).
L ou is M arx and Co. of W est V irgin ia.
R eta il, W h o lesa le and D ep artm ent Store
Union (RW DSU).
In tern ation al H a rv ester C o .— Solar A ir c r a ft
D iv isio n .
M a ch in ists (IAM ).
G en eral D yn am ics C o rp .— S tro m b erg -C a rlso n D iv isio n .
E le c tr ic a l, International (lU E ).
C om m onw ealth E d ison Co.
E le c tr ic a l, International (lU E ).
Mun sing w ea r, Inc.
T e x tile W orkers Union (TW UA).
B ab cock and W ilcox C o .— The B arb erto n W orks.
In tern ation al A sso c ia tio n of
B o ile r m a k e r s (B B F ).
F ruehauf Corp.
A llied In d u strial W orkers (AIW).
P h o en ix S teel Corp.
S teelw o rk ers (USA).
K eyes F ib re Co.
Pulp (PSPM W ).
77
.use
nber
97
98
99
100
101
102
103
104
105
106
107
108
109
110
111
112
113
114
115
116
117
118
119
120
121
122
123
E m p loyer and union
O w e n s-Illin o is, Inc.
G la ss B o ttle B lo w ers (G BBA ).
A m algam ated Sugar Co.
G rain M ille r s (AFG M ).
H olly Sugar Corp.
G rain M ille r s (AFGM ).
M onsanto Co.
C h em ical W orkers (lC W )(lnd.).
R em co In d u stries, Inc.
T e a m ste r s (IBT) (ind. ).
N ation al H om es Corp.
C arp en ters (CJA).
Johnson S e rv ice Co.
M a ch in ists (IAM).
C arnation Co.
T e a m ste r s (IBT) (in d .).
K o llsm a n In stru m en t Co.
M a ch in ists (IAM ).
Dow C h em ical Co.
O perating E n g in eers and nine o th e rs.
A llan Wood S teel Co.
S teelw o rk ers (USA).
R ie g e l P ap er Corp.
P a p er m a k ers (U P P ).
J o n es and L aughlin S teel Corp.
S teelw o rk ers (USA).
B r e w e r s B oard of T rade.
T e a m ste r s (IBT) (ind. ).
S ch lu d erb u rg-K u rd le Co. , Inc.
M eat C utters (M CBW ).
W estern E le c tr ic Co.
A tom ic P r o je c ts and P rod u ction W orkers.
W eyenberg Shoe M fg. Co.
B oot and Shoe W orkers (BSW ).
M ead Corp.
P ulp and Sulphite W orkers (PSPM W ).
Southern B e ll T elep hon e and T elegrap h.
C om m un ications W orkers (CW A).
In terlak e S teel Corp.
S teelw o r k ers (USA).
China w a re C om panies.
P o tte r s (IBO P).
Sim m on s Co. , (m a ster a g reem en ts).
U p h o lster ers (UIU).
A m erica n Saint G obain Corp.
G la ss and C era m ic W orkers (UGCW ).
M cQ u a y -N o rris M fg. Co.
A uto W orkers (UAW) (In d .).
B end ix Corp.
M a ch in ists (IAM ).
Hupp Corp.
Auto W orkers (UAW) (Ind.).
St. R eg is P ap er Co.
C arp en ters (CJA).
E xp iration
date
A p ril 1971
July 1968
A p ril 1969
A p ril 1969
D ecem b er 1968
M arch 1969
A ugu st 1968
D ecem b er 1968
June 1968
June 1968
A p ril 1968
O ctober 1968
July 1968
M ay 1970
Septem b er 1970
July 1968
D ecem b er 1971
July 1969
O ctober 1969
July 1968
January 1971
O ctober 1970
M arch 1969
A ugu st 1971
A p ril 1969
A ugu st 1969
July 1969
78
C la u se
num ber
124
125
126
127
128
129
130
131
132
133
134
135
136
137
138
139
140
141
142
143
144
145
146
147
148
E m p loyer and union
C levelan d E le c tr ic Illu m in atin g Co.
U tility W orkers (UW U).
F irth S terlin g Inc.
S teelw o r k ers (USA).
S ch iffli L ace and E m b roid ery M anu facturers
A sso c ia tio n o f N orth ern New J e r s e y .
T ex tile W orkers (UTW A).
C u r tiss-W rig h t Corp.
A uto W orkers (UAW) (in d .).
G en era l A n ilin e and F ilm Corp.
D istille r y W orkers (DRWW).
F isc h e r and P o rter Co.
N ation al F ed era tio n of In d u strial
U nions (NFIU) (ind. ).
W hite M otor Co.
A uto W orkers (UAW) (ind. ).
U n iv ersa l M fg. Co.
T e a m ste r s (IBT ) (ind. ).
U. S. P lyw ood— C ham pion P a p ers Inc. ,
C ham pion P a p ers D iv.
P ulp (PSPM W ).
A llied C h em ica ls Corp.
D istr ic t 50 UMWA (ind. ).
Union E le c tr ic Co.
E le c tr ic a l, B roth erh ood (IBEW ).
M cG raw E d ison Co.
S teelw o rk ers (USA).
F ord M otor Co. (P h ilc o C orp).
E le c tr ic a l, B rotherh ood (IBEW ).
M id w est Mfg. Co.
M a ch in ists (IAM ).
C am eron Iron W orks, Inc.
M a ch in ists (IAM ).
U. S. M etals R efining Co.
S teelw o r k ers (USA).
John son and Johnson.
T ex tile W orkers (TW UA).
M o rse Chain Co.
M a ch in ists (IAM ).
C olum bia B roa d ca stin g S y stem , Inc.
E le c tr ic a l, B roth erh ood (IBEW ).
U. S. In d u stries, Inc.
M a ch in ists (IAM ).
Todd Sh ip b u ild ers Corp.
B o ile r m a k e r s (B B F ).
Dow C h em ica l Co.
D istr ic t 50 UMWA (in d .) .
C am pbell Soup Co.
R eta il, W h olesale and D ep artm ent Store
Union (RW DSU).
A m erica n T hread Co.
T e x tile W orkers (TW UA).
M aryland Shipbuilding and D rydock Co.
M arine and Shipbuilding W ork ers (IUMSW ).
E xp iration
date
A p ril 1968
Septem b er 1968
A p ril 1968
O ctober 1968
January 1968
A p ril 1969
January 1971
O ctober 1968
M ay 1970
June 1970
June 1969
June 1970
A p ril 1970
O ctober 1969
July 1968
June 1971
M ay 1968
S eptem b er 1969
Septem b er 1969
D ecem b er 1968
July 1968
July 1968
N ovem b er 1968
A p ril 1969
A u gu st 1969
79
tuse
n b er
149
150
151
152
153
154
155
156
157
158
159
160
161
162
163
164
165
166
167
168
169
170
171
172
173
E m p loyer and union
N ation al D is tille r s and C h em ical C o rp .—
B rid g ep o rt B r a ss D ivision .
S teelw o r k ers (USA).
V ictor M anufacturing and G asket Co.
M a ch in ists (IAM ).
Union C arbide C o rp .— Oak R idge K -25 P lan t.
Oil, C h em ical and A tom ic W orkers (OCAW ).
D iam ond Chain Co.
S teelw o rk ers (USA).
A ll-S te e l E quipm ent Co.
B o ile r m a k e r s (B B F ).
J. I. C ase C o .— C lausen W orks.
A uto W orkers (UAW) (ind. ).
W estern Union T elegrap h Co.
C om m un ications W orkers (CW A).
C arborundum Co.
O il, C h em ical and A tom ic W orkers (OCAW ).
Le T ourneau W estin gh ou se Co.
B o ile r m a k e r s (B B F ).
C erro C o rp .— Copper and B r a ss D ivision .
Auto W orkers (UAW) (in d .).
B eech Nut L ife S a v ers, Inc.
B eech Nut E m p lo y ees A sso c ia tio n (ind. ).
N ation al Lead Co.
O il, C h em ical and A tom ic W orkers (OCAW).
Southern C aliforn ia E d ison Co.
E le c tr ic a l, B rotherh ood (IBEW ).
R elia n ce E le c tr ic and E n gin eerin g Co.
E le c tr ic a l, International (IUE).
D airy Industry A g r e e m e n t.
T e a m ste r s (IBT) (ind. ).
W hirlpool Corp.
T e a m ste r s (IBT) (in d .).
M etrop olitan Body Co.
Auto W orkers (UAW) (in d .).
N ation al Screw and M fg. Co.
Auto W orkers (UAW) (in d .).
K earney and T reck er Corp.
E m p lo y ee1s Independent Union (ind. ).
N ew England T elephone and T elegrap h Co.
New England F ed era tio n of T elep hon e
A ccou nting W orkers (ind. ).
M ontgom ery W ard and Co. , I n c .— K an sas City.
T e a m ste r s (IBT) (ind. ).
G rea ter N ew Y ork F ood E m p lo y ers Labor R ela tio n s
C ou n cil.
M eat C utters (M CBW ).
A tlan tic City E le c tr ic Co.
E le c tr ic a l, B rotherh ood (IBEW ).
G en eral F irep ro o fin g Co.
S teelw o r k ers (USA).
H a rn isch feg er Corp.
S teelw o r k ers (USA).
E xp iration
date
N ovem ber 1968
January 1969
O ctober 1970
S eptem b er 1968
M arch 1969
D ecem b er 1969
M ay 1968
July 1969
A u gu st 1970
F eb ru ary 1969
D ecem b er 1968
F eb ru ary 1970
D ecem b er 1970
June 1968
S eptem b er 1968
July 1970
January 1968
June 1969
M arch 1969
D ecem b er 1969
A ugu st 1971
F eb ru a ry 1970
D ecem b er 1969
Septem b er 1968
A ugu st 1968
Eiuse
E m p loyer and union
nb er
174
175
176
177
178
179
180
181
18Z
183
184
185
186
187
188
189
190
191
192
193
194
195
196
197
198
199
N ew J e r s e y Laundry and C leaning In stitu te.
Laundry and D ry C leaning Union (LDC).
J e sso p S teel Co.
S teelw o rk ers (USA).
A naconda A m erica n B r a ss Co.
S teelw o r k ers (USA).
U nited States T im e Corp.
M a ch in ists (IAM ).
F a r r e l Corp.
S teelw o rk ers (USA).
Sealed P ow er Corp.
Auto W orkers (UAW ) (ind. ).
In tern ation al R e sista n c e Co.
E le c tr ic a l, International (lU E ).
D ayton T ire and Rubber Co.
R ubber W orkers (URW ).
Tappan Co.
Stove W orkers (SM IU).
C alum et and H ecla In c .— C alum et D iv.
S teelw o rk ers (USA).
T. C. W heaton Co. , W heaton G la ss Co. ,
and G en eral M old and M achin ery Corp.
G la ss B o ttle B lo w ers (G BBA).
Union C arbide C o rp .— P la s tic s D iv isio n .
C h em ical and C rafts Union, Inc. (ind. ).
Auto S p e c ia litie s M anufacturing Co.
A uto W orkers (UAW) (ind. ).
E sso R esea rch and E n gin eerin g Co.
Independent L ab oratory E m p lo y ees (ind. ).
A m erica n Can C o .— M arathon Southern C orp.
Pulp (PSPM W ).
G rea ter P ittsb u rgh M ilk D e a le r s A ssn .
T e a m ste r s (IBT) (In d .).
In tern ation al P aper Co.
P a p erm a k ers and P a p erw o rk ers (U P P ),
P ulp, Sulphite W orkers (PSPM W ), and
E le c tr ic a l, B rotherh ood (IBEW ).
F ir s t N ation al S to res, Inc.
T e a m ste r s (IBT) (ind. ).
W alw orth Co.
S teelw o r k ers (USA).
P h illip s P etro leu m Corp. — S ealrig h t D iv isio n .
Pulp (PSPM W ).
A sso c ia te d Spring C o rp .— B r is to l D ivision .
Auto W orkers (UAW) (Ind. ).
B a ltim o re T ra n sit Co.
A m a lg a m a ted T ran sit Union (A TU ).
A llied C h em ica l C o rp .— N ation al A n ilin e D iv isio n .
D istr ic t 50 UMWA (ind. ).
Eaton Y ale and Tow ne I n c .— M a teria ls H andling.
M a ch in ists (IAM).
Sh ell O il Co. , Inc. — C aliforn ia.
O il, C h em ica l and A to m ic W orkers (OCAW ).
H um ble O il and R efining Co.
Gulf C oast In d u strial W orkers Union (ind. ).
81
Clau§ e
num ber
ZOO
Z01
202
203
204
205
206
207
208
209
210
211
212
213
214
215
216
217
218
219
220
221
222
223
E m p loyer and union
O w ens—-Illin o is, Inc.
G la ss B o ttle B lo w ers (G BBA).
Budd Co.
A uto W orkers (UAW) (ind. ).
Crown Cork and S eal Co.
Sheet M etal W orkers (SMW).
B a ld w in -L im a -H a m ilto n C o rp .— Standard S teel
D ivision .
S teelw o rk ers (USA).
P ittsb u rgh P la te G la ss Co.
G la ss and C era m ic W orkers (UGCW).
S eib erlin g Rubber Co.
R ubber W orkers (URW ).
Union C arbide C o rp .— S tellite D iv isio n .
S teelw o rk ers (USA).
San D iego Gas and E le c tr ic Co.
E le c tr ic a l, B rotherh ood (IBEW ).
E. I. Dupont de N em ou rs and C o .— F ilm .
T ran sp a ren t F ilm W orkers, Inc. (ind. ).
C om m onw ealth E d ison Co.
E le c tr ic a l, B rotherh ood (IBEW ).
C lim ax M olybdenum Co.
O il, C h em ica l and A tom ic W orkers (OCAW).
D etro it H otel A sso c ia tio n and D etro it L ocal Joint
E x ecu tiv e B oard.
H otel and R estau ran t E m p loy ees (HREU).
S terlin g Drug C o .— W inthrop Labs D ivision .
C h em ical W orkers (ICW) (Ind. ).
Me Louth S teel Corp.
S teelw o r k ers (USA).
P opu lar P r ic e d D r e ss M anu facturers Group.
L ad ies' G arm ent W orkers (ILGWU).
Linton F ood S e rv ice , Inc.
H otel and R estau ran t E m p loy ees (HREU).
Eaton Y ale and Tow ne, In c .— Stam ping D iv isio n .
Auto W orkers (UAW) (In d .).
G ates Rubber Co.
Rubber W orkers (URW).
M a rtin -M a rietta C o rp .— M artin D ivision .
Auto W ork ers (UAW ).
C ontinental Can Co. — C ontainer B oard and
K raft P ap er D iv isio n .
P a p er m a k ers (U P P ).
R eynolds M etal Co. — A llo y s P lan t.
A lum inum W orkers (AWU).
A m erica n C yanam id C o .— L ed erle L abs.
C h em ica l W orkers (ICW) (In d .).
H am ilton M anufacturing Co.
C arp en ters (CJA).
E. I. Dupont de N em ou rs and C o .— Spruance
F ilm D iv isio n .
T ran sp a ren t F ilm W ork ers, Inc. (in d .).
E xp iration
date_____
M ay 1968
M arch 1968
A p ril 1970
O ctober 1968
F eb ru a ry 1969
S ep tem b er 1970
M arch 1968
F eb ru a ry 1969
F eb ru a ry 1969
M arch 1969
July 1968
D ecem b er 1968
June 1970
July 1968
January 1970
F eb ru a ry 1969
N ovem b er 1970
June 1969
N ovem b er 1969
July 1968
M ay 1968
A ugu st 1969
July 1968
Septem b er 1969
The Bulletin 1425 series on major collective bargaining agreements is available from the Super
intendent of Documents. U. S. Government Printing Office, Washington, D. C. 20402, or from the
BLS Regional Offices, as shown on the inside back cover.
Bulletin
number
1425-1
1425-2
1425-3
1425-4
1425-5
1425-6
1425-7
1425-8
1425-9
1425-10
Title
Major Collective Bargaining Agreements:
Grievance Procedures
Severance Pay and Layoff Benefit Plans
Supplemental Unemployment Benefit Plans
and Wage-Employment Guarantees
Deferred Wage Increase and Escalator Clauses
Management Rights and Union-Management
Cooperation
Arbitration Procedures
Training and Retraining Provisions
Subcontracting
Paid Vacation and Holiday Provisions
Plant Movement, Transfer, and
Relocation Allowances
Price
45 cents
60 cents
70 cents
40 cents
60 cents
$1
50 cents
55 cents
$1. 25 cents
$1. 25 cents
For a list of other industrial relations studies, write for A Directory of BLS Studies in Indus
trial Relations. 1954—
69.
☆ U. S. GOVERNMENT PRINTING OFFICE : 1970 O - 377-425
BUREAU OF LABOR STA TISTIC S REGIONAL OFFICES
Region I
Region II
341 Ninth Ave.
1603-B Federal Building
New York, N. Y. 10001
Government Center
Phone: 971-5405 (Area Code 212)
Boston, Mass. 02203
Phone: 223-6762 (Area Code 617)
Region III
406 Penn Square Building
1317 Filbert St.
Philadelphia, Pa. 19107
Phone: 5 9 7 -7796(Area Code 215)
Region IV
Suite 540
1371 Peachtree St. NE.
Atlanta, Ga. 30309
Phone: 526-5418 (Area Code 404)
Region VI
Region V
337 Mayflower Building
219 South Dearborn St.
411 North Akard St.
Chicago, 111. 60604
Phone: 353-7230 (Area Code 312) * Dallas, Tex. 75201
Phone: 749-3516 (Area Code 214)
Regions VII and VIII
Federal Office Building
911 Walnut S t., 10th Floor
Kansas City, Mo. 64106
Phone: 374-2481 (Area Code 816)
Regions IX and X
450 Golden Gate Ave.
Box 36017
San Francisco, Calif. 94102
Phone: 556-4678 (Area Code 415)
* Regions VII and VIII w ill be serviced by Kansas City.
** Regions IX and X w ill be serviced by San Francisco.
U.S. DEPARTMENT OF LABOR
BUREAU OF LABOR STATISTICS
W ASHIN G TO N , D .C. 20212
O FFIC IA L
BUSINESS
POSTAGE AND FEES PAID
U.S. DEPARTMENT OF LABOR
r
•
------------1
T H IR D C L A S S M A I L I
----------------------------------------- 1
