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Recently, the company issued a communication addressing concerns about timekeeping practices, with particular focus on employees clocking out early before the end of their scheduled shift, while still being paid for the entire shift. While the union recognizes the company's responsibility to ensure accurate payroll and operational consistency, we feel it's important to provide clarity, context, and our position on the matter. Earlier today, the local union shared the following response to their communication, specifically with Labour Relations and Dave Powell VP of Airports.
The union expects the same standard from the employer in accurately compensating members for all time worked. If a member works beyond their scheduled shift due to operational delays, assigned duties, or the time required to return to the punch clock from their work location such as a gate, they must be compensated whether it’s 3, 6, or 22 minutes past the end of their shift time. Any time worked beyond a member’s scheduled shift for operational reasons must be processed and paid through the base-level adopted processes.
The union also shared that we are concerned about the inaccuracy of the company’s timekeeping system, particularly the rounding of clock punches. This practice results in members not being paid for time they have worked. If a member works an extra 6 minutes, they must be paid for all 6 minutes and it cannot be rounded down to zero. Time worked by our members is time owed to our members. If the company is holding employees accountable for time keeping, it must also ensure its systems do not contribute to pay loss for employees. Fairness and accountability must be applied equally.
The union committed to reminding all of our members of their responsibility to follow timekeeping procedures, but that we also encourage our members to track and report any additional time worked where overtime is not processed and paid correctly to the local union. We expect the company to apply standards consistently and to use its systems not only to identify timekeeping violations but also to ensure our members are paid fairly for all time worked.
Lastly, we asked that the company provide the union with information on how they plan on updating their timekeeping systems to ensure fair and accurate pay for our members.
The union believes the company must take accountability for the outdated timekeeping systems currently in place. If a member swipes out earlier than their scheduled end time and is still paid in full, that is not the fault of the employee, it is a failure of the company’s timekeeping program. It is the employer’s responsibility to ensure their systems accurately reflect hours worked. Rather than placing the burden on employees, the company should prioritize upgrading and modernizing these systems to prevent such issues from arising.
Swiping out early while being paid for time not worked is not acceptable. This is not a negotiated benefit in our Collective Agreement nor has it ever been formally permitted by the Company. The company failed to enforce timekeeping practices in the past but is now moving forward with monitoring. Swiping out late and NOT being paid for time worked is also not acceptable and the local union will work to keep the company accountable.
If you are facing challenges regarding time records and payments not being accurate, reach out to a union representative at your base. We are here to protect your rights,