Understanding the Winter Bid Process and Why Member Accountability Matters

I want to take some time this evening to discuss one of the most important responsibilities your Union has: developing and negotiating the bid.

During our campaign, I spoke very clearly about the importance of the bid and how it affects every member. One of my commitments as your President was to provide greater transparency about how the process works, what role the Union plays, and what factors influence the final outcome.

Understanding the Bid Process

I want our membership to understand that the bid is not simply something the Union creates and hands to the Company.

It is a collaborative process that involves staffing levels, headcount, gate allocations, operational needs, seniority, and negotiations between the Union and the Company.

Under Article 13(H)(3) of our Collective Bargaining Agreement, when the Union and the Company cannot reach an agreement on the bid, the Company has the final authority over the final bid parameters.

That does not mean the Union has no voice.

Our responsibility is to fight for the strongest possible bid, challenge unreasonable proposals, protect the language of our Collective Bargaining Agreement, and advocate for solutions that benefit our members while addressing operational needs.

A Real Example

During this bid, the Company proposed more restrictive structures, including 6:30 a.m. and 2:30 p.m. CC start times that aligned with clerk assignments.

I immediately pushed back because I understood what those schedules would mean for many of our members, especially parents with school drop-off and pickup responsibilities.

After those concerns were raised, the Company withdrew that proposal.

That is your Union doing its job.

The Company looks at the operation through the lens of operational efficiency.

Your Executive Board looks at the operation through the eyes of our membership.

Our responsibility is to make sure operational decisions do not come at the expense of your quality of life, your working conditions, or your contractual rights.

The Bid Must Work for Everyone

The bid is not built around one person's preferred days off, one schedule, or one work area.

It must serve hundreds of members with different seniority levels, family responsibilities, schedules, and operational assignments.

Our goal is to fight for the strongest overall bid possible for the entire membership.

Accountability Strengthens the Union

This also requires an honest conversation about accountability.

During negotiations, we fought hard to maintain four employees per bagroom pier because we believe that staffing level provides a safer and more efficient operation.

Unfortunately, the Company pointed to examples of employees sleeping in bag carts, remaining away from their work areas for extended periods, taking excessively long breaks, and consistently arriving late to justify reducing staffing.

From the Company's perspective, the question becomes:

Why should four employees be assigned if three appear to complete the work?

Those examples weaken our position during negotiations.

The same principle applies to weekends.

Members understandably want additional weekends off, and the Union continues to advocate for those opportunities.

However, when weekend staffing is already limited and dozens of employees call off each Saturday and Sunday, the Company uses those attendance numbers to argue against expanding weekend flexibility.

Every member's actions affect our collective bargaining position.

Working Together

When we report to work, perform our assignments, remain accountable, and support one another, we strengthen the Union's ability to negotiate.

That gives us stronger arguments for:

• Better staffing
• Better schedules
• Better days off
• Better working conditions
• Stronger bids

The Union can negotiate.

The Union can challenge proposals.

The Union can advocate.

What we cannot do is create operational evidence that does not exist.

Closing

I understand not everyone will agree with every decision we make, and I welcome respectful feedback.

That is part of serving this membership.

I also want every member to understand the process behind these decisions.

Understand:

• What the Union can do.
• What the Union cannot do.
• What our Collective Bargaining Agreement says.
• How every member's actions contribute to our collective bargaining strength.

When we work together, hold one another accountable, and stay engaged, we place TWU Local 571 in the strongest possible position to advocate for every member.

The Union fights for you.

The Collective Bargaining Agreement protects you.

Our solidarity and accountability give us the strength to continue improving this Local together.