Management cannot agree with language that criteria is mutually agreed upon. Prefer to keep as determined by Management with consultation with union. We would fall back to management has the right to assign work. Trial service staff may be assigned if management feels they are qualified. Will go forward for bids under present procedure and forego Letter of Agreement.
Procedure needs to be signed and distributed.
It is less expensive to use penalty pay. Mr. McGee has asked Ms. Premo to change rosters to eliminate RFM position and use relief positions. Will be explaining to staff exactly what relief position means on bid sheet and at musters. Ms. Premo to develop language and Mr. Campbell to review so everyone is clear on what relief posts will be. RFM differential will be discontinued, penalty pay and shift differential will be paid to relief positions when applicable.