MTA‘s Plan to Cut TCU Jobs
The TCU considers protecting your jobs, wages and benefits as our core mission. Recently many of you are hearing from your Managers that the TCU is standing in the way of a permanent Telecommuting Agreement. That is not correct, we have been negotiating but so far we are unable to reach an Agreement. What they are not telling you are the conditions that come with that Agreement.
As background, TCU and the MTA have been in negotiations on both temporary and permanent Telecommuting Agreements since the Covid–19 pandemic crisis erupted. We recognized the need to protect our members, keep all of them paid and to as much extent as possible have those who could perform their work from home to do so. To that extent we have been successful. Not one TCU member has missed a single paycheck. To accomplish that we allowed the MTA temporary flexibility in the application of the Rules in our Agreement books.
After several months, the MTA and its Transformation Team came to a few conclusions. One of them was how they would be able to accomplish the reason they were established, that is to reduce the workforce. These reductions would come from both the Union and Management ranks. They also took into account the additional savings they would get with a smaller real estate footprint. The TCU recognized this and said we would agree under the following condition: We demanded a headcount guarantee for our members. The MTA said they could not give us that guarantee. This is because that has been their plan from day one.
Since you have been telecommuting, the MTA has been monitoring your phone and computer use. They have been doing this to identify where efficiencies can be identified. They also have been monitoring your Managers‘ phone and computer use also. The difference between them and you is that you have a Union who will stand up and protect its members. The Managers, unfortunately do not.
Another fact, one the TCU would not discuss without the headcount guarantees, are the working conditions as dictated in the Telecommuting Policy document. Some of the conditions the TCU refused to agree to was, the Management would decide who telecommutes (Seniority Rule given away), Teleworking schedules and hours will be determined by the Management (Start time Rules and Awards Rule given away), they could change your hours, days off, make the teleworking period regular, intermittent or terminate the teleworking at will. The Union cannot
terminate the Agreement, only the MTA. Therefore, the MTA could say you telecommute one day a month and all the “give backs” remain in effect even when you are reporting to work most days. In effect everyone can be worked as an extra employee.
These terms were totally unacceptable to this Union and should be to you. I heard some Managers said “well the other Unions signed the Agreement”. That might be true, but the other Unions have a tiny percentage of their members that qualify for telecommuting. Even when they cut their jobs it would have little impact on their membership. TCU by far has the highest percentage of its members eligible for telecommuting.
Finally TCU already has been in contact with MTA Management. We advised them of their obligation to provide a safe environment into which you will be returning. If upon returning, you see any unsafe conditions notify your Manager and your Local Chairman.
In Solidarity,
Nicholas Peluso National Representative
TCU
