Click Here for the UA International Standard For
Excellence
Standards For Excellence
The United Association Standard For Excellence is incorporated by
reference and adopted by the parties to this Agreement
- The Productivity Committee shall consist of one
member from the Local Union, one member from the Association, and a
Public member. the Public member shall be a mutually agreed
upon neutral third party appointed by the Local Union and
Association's representatives to the Committee. Either party
may at any time decide that the neutral third party be removed for
any reason. The Productivity Committee shall consider any
complaint from the Union, any member or any signatory employer
arising from or relating the Standard of Excellence.
- The Productivity Committee shall have the power
to make a final and binding decision on any matter referred to it
which shall be complied with the by the Local Union, signatory
employers and the Association, as the case may be, and employees
covered by the collective bargaining agreement. The Committee
is not authorized to add to, or subtract from, or modify any of the
provisions of the collective bargaining agreement and its decision
shall be in accord with the Agreement.
- A member who is discharged for cause 3 times
within a twelve-month period or who has engaged in serious
misconduct in violation of the Standard for Excellence shall be
referred to the neutral member of the committee to determine the
member's continued eligibility to seek referral or continue to work
for signatory contractor. The neutral member of the committee
shall try, within five business days, to review the qualifications
of the member, the reason for the discharges or other evidence
relating to violation with the Standard for Excellence.
- The neutral member of the Committee, may, in
his/her sole discretion issue a final and binding decision
providing: (1) that the member obtain further training from the
JATC; (2) disqualify the member for referral or continued
employment for any signatory contractor for a period of two weeks or
longer, depending on the seriousness off the conduct and/or
repetitive nature of the conduct; (3) refer the member to an
employee assistance program, if available for evaluation, treatment,
or recommended action; or (4) declare the member eligible for
continued referral or employment, pursuant to the collective
bargaining agreement including restoration of the member to his/her
appropriate place on the referral list.
- The committee shall have the p0wer to establish
rules concerning persons referred to the Committee, including the
use of transcripts, lawyers and the like in keeping with the need to
maintain an orderly and efficient process unencumbered by excessive
formality and delay.
- Nothing in the process herein shall prevent a
member for filing a grievance relating to the underlying termination
for cause in a timely manner after that termination occurs.
the process shall also not negate any established agreed upon drug
policy, including the penalties contained in that policy.
- The costs of the Committee, including the cost of
the neutral shall be borne equally by the Local Union and the
Association.
Note: A member shall have 10 working days to file a grievance
if he/she disagrees with the reason for separation on the Separation
Notice.