INFOR, Missing Pay, Badging & CS: Important Membership Update

Brothers and Sisters,

I want to address several serious ongoing issues involving INFOR, payroll, badging, and CS.

I want to be very clear from the beginning: our members come first.

Since the rollout of INFOR, our membership has been expected to carry the burden of a system and process that the Company has failed to implement effectively. TWU Local 571 has attempted to work professionally and cooperatively with management to resolve these problems. We have communicated the issues, provided examples, submitted names, asked for updates, and repeatedly given the Company opportunities to correct them.

Our patience has been exhausted.

INFOR & Missing Pay

The INFOR rollout has been a disaster for too many of our members.

We still have members missing wages from the previous pay period because of unauthorized days, missing holiday pay, and other payroll discrepancies. Some employees still have no clear explanation of what happened or when they will receive the money they earned.

I have asked every single day for updates regarding INFOR and these payroll problems, and we continue to receive inadequate communication from upper management.

That is unacceptable.

We keep hearing that everyone needs to be patient while these issues are corrected.

But our members' bills don't wait.

Mortgages don't wait.

Rent doesn't wait.

Car payments don't wait.

Groceries don't wait.

Our members went to work. They performed the work the Company asked them to perform. When wages are earned, employees deserve to be paid correctly and on time.

For the 100+ members who have reported missing pay involving unauthorized days, holiday pay, and other payroll discrepancies, I have forwarded the names and individual situations directly to Labor Relations in DFW.

I have also contacted our International Representative for guidance regarding our next steps and requested review by International legal counsel regarding the Illinois Department of Labor and any other legal remedies that may be available.

I have spoken with the Presidents representing two other stations, and they are experiencing similar problems.

We will be putting together a formal request to Envoy leadership for a meeting involving Labor Relations, Legal, Human Resources, INFOR representatives, and Union leadership.

We are beyond asking whether there is a problem.

There is a problem. We need solutions, accountability, and timelines.

If you are still missing wages, or your upcoming paycheck on Tuesday shows that wages you believe you earned are missing, document everything. Save screenshots of INFOR, your schedule, paystub, time records, and any communications with management or payroll.

Members who believe they have unpaid wages may also review the Illinois Department of Labor's wage-claim process.

TWU Local 571 will continue pursuing every contractual and lawful avenue available to protect our members and recover compensation that is owed.

Badging / SIDA

We are also dealing with serious problems involving the City of Chicago, Customs, and the Company's own badging process.

If your badge is approaching expiration, DO NOT WAIT.

Begin the process 45 days before your badge expires.

Schedule your hearing test as soon as required. Complete all required lessons. Submit all required documentation on time. Keep copies of everything you submit. Follow up with Envoy Badging and document those communications.

Protect yourself by creating a record showing that you did everything required of you and did it on time.

The current situation is unacceptable.

We are experiencing significant delays involving Customs paperwork and clearances. These delays are causing employees to miss appointments or become unable to receive clearance for their green SIDA badge before their existing badge expires.

The Company's response has been to place affected employees on UNPAID LEAVE OF ABSENCE until they can complete the Customs process.

TWU Local 571 strongly objects to putting the financial burden of these administrative failures on our members.

If an employee started the process on time, completed the required training, attended the required appointments, provided the required documents, and followed the Company's instructions, why should that employee lose a paycheck because Customs is delayed?

Even worse, why should an employee lose wages when an error by the Company's own badging process contributes to the delay?

That employee didn't create the problem.

That employee didn't enter the incorrect information.

That employee didn't create the Customs backlog.

Yet somehow, the employee is the person expected to go home without a paycheck.

That is not an acceptable solution.

Members should also not be forced to burn vacation time they earned simply to cover an administrative problem they did not cause.

This week alone, I have dealt with four members being placed on unpaid LOA because of badging/City-related issues. We have been advised that these problems may continue while Customs works through the backlog.

I have requested that International legal counsel review what contractual and legal remedies may be available. We are specifically examining situations where employees timely complied with the badging process but lost wages because of circumstances outside their control, particularly cases involving errors attributable to the Company's badging process.

We are also reviewing the appropriate grievance language and potential make-whole remedies for lost wages and benefits where the facts and Collective Bargaining Agreement support such a claim.

If you have been placed on unpaid LOA because of a SIDA/badging delay, contact the Union immediately.

Please provide:

• Your name and employee number
• Badge expiration date
• Date you started the renewal process
• Dates of your appointments
• Date you were placed on unpaid LOA
• The reason you were given for the delay
• Any emails, screenshots, paperwork, rejection notices, or other documentation

Document everything.

I have a meeting scheduled with upper management on Tuesday regarding these badging issues, and I have prepared a formal Union proposal on behalf of the membership.

Our position will be simple:

If our members do everything required of them, they should not be financially punished because someone else's system failed them.

TWU Local 571 is willing to work with the Company, the City, Customs, our International Union, and anyone else necessary to find a solution. We will bring our resources to the table.

But cooperation does not mean silence, and patience does not mean accepting our members losing wages indefinitely.

CS / INFOR

Yesterday, we were informed that the Company will no longer be honoring CS transactions exceeding 30 minutes.

We were advised that INFOR administrators have removed the Station Admin team's ability to approve transactions exceeding the 30-minute parameter.

Once again, a limitation of this system is directly affecting the flexibility our members previously had.

When submitting a CS, please make sure you are using the GIVEAWAY option rather than SWAP when you are giving your shift to another employee.

Scheduling has advised us that they are not seeing those requests when employees incorrectly submit them through the SWAP option.

Also, do not submit the same giveaway multiple times. Duplicate requests are created and Scheduling then has to cancel the duplicates, which further complicates the process.

We have also been advised that the Billboard is supposed to return during Phase 2 of INFOR.

Unfortunately—and consistent with many of the other issues we have encountered—we have not been provided a firm implementation date.

Our Members Come First

I know everyone is frustrated.

You have every right to be.

TWU Local 571 has attempted to address these issues professionally, cooperatively, and directly. We have brought problems forward. We have submitted documentation. We have asked for answers. We have offered solutions.

But there comes a point when repeatedly asking employees to "be patient" while they lose wages, lose flexibility, or are placed on unpaid leave is no longer an acceptable response.

We have reached that point.

We will continue communicating with management, but we will also utilize the grievance procedure, our International representatives, legal counsel, the Illinois Department of Labor where applicable, and every other appropriate contractual or legal resource available to this Local.

We will not make promises about legal outcomes before our attorneys review the facts.

As soon as more information is available, I will update everyone.