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Missouri Valley AJATC. Why Are We Here? Department of Labor Findings – March 22, 2012 Audit Corrective Action Plan - NECA and IBEW AJATC Structural Changes.

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Presentation on theme: "Missouri Valley AJATC. Why Are We Here? Department of Labor Findings – March 22, 2012 Audit Corrective Action Plan - NECA and IBEW AJATC Structural Changes."— Presentation transcript:

1 Missouri Valley AJATC

2 Why Are We Here? Department of Labor Findings – March 22, 2012 Audit Corrective Action Plan - NECA and IBEW AJATC Structural Changes Process Demonstration Subcommittee Operation and Issues Additional Topics Q&A Wrap Up

3 Hot Hours of Missouri Valley Apprentices Missouri Valley Apprentice Statistics Date: 05/04/2012 STEPS Step Levels TOTALS LOCAL UNIONS St. Louis, MO Kansas City, MO Des Moines, IA Minneapolis, MN Sioux Falls, SD Minot, ND Eau Claire, WI Rapid City, SD Grand Forks, ND Omaha, NE Milwaukee, WI TOTALS GRAND TOTALS 153 = Cold Apprentices 244 = Hot Apprentices (173 are 7 th Step) 145 Apprentices have hours. This equals 59.4% of total apprentices

4 Department of Labor Findings: March 22, 2012 Audit AJATC not following the “Standards of Apprenticeship” AJATC given 45 days to implement a procedure consistent with DOL Standards of Apprenticeship

5 Corrective Action Plan Directed by NECA and IBEW Chapter Area (apprentice working area) is defined as the entire seven state area covered by the Missouri Valley AJATC The AJATC has full authority to assign, transfer or rotate apprentices in accordance with AJATC policy Apprentices must accept job assignments within the chapter area Work assignments will be made using a “Master Out of Work List” The AJATC shall determine the number of apprentices required to keep the area supplied with an adequate number of journey-level workers

6 AJATC Structural Changes Assistant Director – Apprentice Coordination  New dedicated position developed for the assignment and rotation of apprentices  Available through dedicated phone line or online form  After hours answering service available  Backup personnel available

7 AJATC Structural Changes (continued) Master “Out of Work List”  List of apprentices not currently working  Information includes:  Local Union jurisdiction  Date of last employment  Date of registration/indenture  Current period classification (step)  Remaining hours needed by work type

8 AJATC Structural Changes (continued) Master “Out of Work List” initial sort by  1. Local Union Jurisdiction  2. Longest time out of work Note: In the event multiple apprentices meet the initial criteria, the registration/indenture date, period classification (step), and remaining work type hours needed may be used to develop the final placement of apprentices qualifying for the job request.

9 AJATC Structural Changes (continued) Assignment Policy  Working assignments shall be determined based on the following criteria in this order:  Local union jurisdiction  Requirement of hot or cold apprentice  Preference given to apprentice with the oldest out of work date  Preference given to hours needed by apprentice consistent with the type of job assignment requested  Preference given to apprentice with the oldest date of registration/indenture.

10 AJATC Structural Changes Assignment Policy (continued) Working assignments are issued to a requesting contractor for a specific job in a local union jurisdiction A new working assignment is not required when the apprentice remains with the same signatory contractor and the new job location is within the same local union jurisdiction

11 AJATC Structural Changes Assignment Policy (continued) Apprentice must accept all working assignments within the Missouri Valley Chapter.  Apprentice may be granted a hardship exemption under the following conditions:  Request for hardship in writing to AJATC  Requested approved by AJATC and local union business manager  Apprentice must demonstrate extreme need for the exemption  AJATC will inform the local subcommittee an exemption has been granted

12 AJATC Structural Changes Assignment Policy (continued) Storm Work or Short Calls  Apprentice may or may not accept storm work job assignments outside the Missouri Valley Chapter Area  Apprentices willingness to accept storm work jobs shall be noted on their out of work form  Apprentices who accept storm job calls shall be required to remain on the storm project for the duration of the storm or ten days, whichever is shorter

13 AJATC Structural Changes Assignment Policy (continued) Storm Work or Short Calls  Apprentices will be permitted to accept storm work assignments without losing their placement on the master “out of work list” (providing the storm work does not exceed 30 days)  Short calls are defined as work assignments in which the duration of the job is not to exceed 30 days  Apprentices assigned to short call projects will not lose their placement on the master “out of work list” providing the working assignment does not exceed 30 days

14 AJATC Structural Changes (continued) Rotation Policy  The Assistant Director - Apprentice Coordination, in consultation with the Executive Director, signatory contractors, local union business offices shall regularly monitor working assignments issued to all apprentices.  Every effort shall be made to ensure apprentices receive the diversity of work as outlined in the Missouri Valley Standards (section XVI – Work Experience)

15 Job Assignment Process AJATC Coordinator 3 Steps Policy Local Union Out of Work List Contractor Call Job Assignments

16 Job Assignment Process AJATC Coordinator 3 Steps Policy Local Union Out of Work List Contractor Call Job Assignments

17 AJATC Structural Changes (continued) Rotation Policy  In the event an apprentice rotation is required, the AJATC/ Assistant Director- Apprentice Coordination may issue a new work assignment for the apprentice  NO rotation will be allowed unless the contractor, that originally employed the apprentice, receives a replacement apprentice, if requested

18 Subcommittee Operations and Issues Procedures for interviewing  Previous experience hours: Credit for On-the-Job Skill Acquisitions and Previous Related Training, Section X, Page 28 A) “Candidates with previous knowledge and skill acquisition in the electrical line construction industry can ask for and have such work and job experience evaluated by the AJATC prior to signing the apprenticeship agreement. Where such experience warrants, the AJATC shall place the apprentice in the appropriate period with the commensurate wages as determined by the AJATC. Such advanced credit and standing, shall be subject to review prior to advancement beyond the probationary period...”

19 Subcommittee Operations and Issues Previous Experience Hours (continued) Page 29 – 30 Section XXI  B) “After signing the apprenticeship agreement and being employed, the apprentice can not request an evaluation of past experience.”  C) “Advance standing is subject to review throughout the probationary period.”

20 Subcommittee Operations and Issues Procedures for interviewing (continued)  Probationary Period: Page 28, Section XII  Probationary period equals 1,750 maximum hours  Performance must be satisfactory on-the job and in classroom  Prior to the end of the probationary period, action must be taken on each probationary apprentice to end the probation, extend the probation, or cancel the apprenticeship agreement.

21 Subcommittee Operations and Issues Probationary Period: Page 36, Section XXI (B)  …”In then event that the action taken is a probation extension, the probationary period, in no case shall exceed 25% of the length of the program or one (1) year; whichever is shorter.”

22 Subcommittee Operations and Issues Apprentice Grievance and Arbitration, Page 36, Section D (1): “For issues regarding wages, hours working conditions, and other issues covered by the CBA, apprentices may seek resolution through the applicable Grievance and Arbitration Articles of the CBA after first bringing documented evidence to the AJATC or its subcommittee.”

23 What Do We Hope Will Happen? April 27, 2012  244 hot apprentices (Step 4-7)  145 of the hot apprentices had over 7,000 hours (59.4% of total apprentices) As of April 1, 2013, we hope to reduce percent greatly and have a more even distribution of apprentices at each level

24 Additional Discussion Topics Hot Time Auto Drop

25 Questions & Answers

26 Thank You We appreciate your attendance and look forward to your continued support.


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