But it also included the creation of an Energy Tech Specialist position in the residential job progression which would have essentially the same job duties of the current Energy Tech with requirements for both distribution and customer services. Under the Company's concept, the ETS would have a very heavy physical requirement and would have preferential bid rights to both the LCT and CST classifications. This could potentially bypass seniority by not permitting those who are physically disqualified from promoting into higher level jobs. The Union will be presenting our counter on Tuesday. The Union believes that the key for success in this process is training.
Training has to be completely redesigned before implementation.
Training has to be in seniority order, consistent throughout the Regions, and should include certification for completing training. The Union's concept includes reverting to our contractual job progressions prior to reclass with Distribution and Customer Services in separate lines of progression. We have already proposed to use our contractual flexible workforce language instead of going forward with reclass. Our Contract allows for employees to flex but keeps employees' responsibilities limited to their primary classification. It is the Union's position that the Construction Tech and Field Tech classifications could flex back and forth per our Contract but should be kept separate jobs.