1 .17.2025 UAW 2300 TCAT Bargaining Update: Training and Employee Concern Process Update

1 .17.2025

UAW 2300 TCAT Bargaining Update: Training and Employee Concern Process Update

Yesterday, TCAT management brought in the Shop Manager, Joe, for information in response to our new training language demand. We learned about requirements of Original Equipment Manufacturer (OEM) in implementing fixes to design flaws on the buses, such as with headlights. We learned that some manufacturers of equipment do not supply on-site, hands-on training in repair and maintenance of their products to the mechanics. We also learned that while management wanted to wean away from expensive sub-contracting for repairs, they had specific concerns regarding training in the mech shop vs. training the operators on new equipment.

While we had lengthy back and forth on the concerns of the membership around sufficient training on operating and repairing new equipment, which framed our demand for comprehensive training language, management responded that the best answer to the training deficits was language that reaffirmed management’s right to be the one who decides what, when, where, how and why training is needed or not needed under Article 5, Management Rights. They asserted that issues with training should be addressed in Labor Management meetings.

After the Bargaining team caucused to strategize next steps, we formed a new demand around a new Employee Concern Process, which would allow a series of steps for employees to report issues that were not (yet) a grievance, including around training, equipment or any other work concern we have. It would make these concerns documented and trackable, instead of falling into the void, so that there is a greater chance of issues being resolved.

Today, we learned that management had a process to report concerns in the Employee Handbook from 2012, but that they forgot or did not know that their policy existed until very recently. Lonnie stated that the best companies have really good communications. When staff have to report their concerns over and over, once it becomes a black hole it will eventually leak into performance. They stated that they felt the policy was sufficient. After Will asked many questions to try and understand what their concerns were, they admitted that they did not object to any part of our demand, but that they were rejecting it to defer to the under-utilized and vague policy to avoid adding strengtheners in our contract. They further advised us to bring member issues to Labor Management meetings. Agnes stated that everything falls on drivers’ accountability, what happens to supervisors? Are they held accountable for not doing their jobs? Brandon added that with the process we offered in the demand, we could have answers to issues on Day 1. We met for one more lengthy round of Q and A on this critical demand and finally agreed to discuss further.

We also tentatively agreed on a much-improved Article 33, Attendance and organized our Economic Demands, which are yet to be introduced. Our next session is scheduled for Wednesday, January 22.

In solidarity,

UAW TCAT Bargaining Team