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Why MCA-KC Contractors?

The MCA-KC provides its members with the best available training opportunities and a standard of excellence that is unmatched.  These standards insure safety, reliablity, and quality.

Member and Local Union Responsibilities

Employer and Management Responsibilities

  • Arrive at the job on time and ready to work – every day. Adhere to contractual starting and quitting times.
  • Use personal cell phones only during lunch and break times.
  • Provide the required tools as stipulated under the local collective bargaining agreement. Respect the tools provided by the employer.
  • Adhere to a zero tolerance policy for substance abuse.
  • Be productive and keep inactivity to a minimum.
  • Eliminate disruptions on the job.
  • Respect the customer’s property. Waste and property destruction will not be tolerated.
  • Dress appropriately for work. Offensive words and symbols on clothing will not be tolerated.
  • Respect and obey customer and customer rules and policies.
  • Follow safe, reasonable, and legitimate management directives.
  • Report ineffective superintendents, general foremen, foremen, journey workers, and apprentices.
  • Provide worker recognition for a job well done.
  • Ensure that all necessary tools and equipment are readily available to employees.
  • Minimize workers’ downtown by ensuring that blue prints, job instructions, and materials are readily available in a timely manner.
  • Provide proper storage for contractor and employee tools.
  • Provide necessary leadership and problem-solving skills to jobsite supervision.
  • Ensure jobsite leadership takes the necessary ownership of mistakes created by management decisions.
  • Encourage employees, but if necessary be fair and consistent with discipline.
  • Create and maintain a safe work environment by providing site-specific training, proper equipment and following occupational health and safety guidelines.
  • Promote and support continued education and training for employees and encourage careerbuilding skills.
  • Employ an adequate number of properly trained employees to efficiently perform the work in a safe manner.
  • Treat all employees in a respectful and dignified manner.
  • Cooperate and communicate with the job steward.

 

Standards for Problem Resolution

Member and Local Union Responsibilities

Employer and Management Responsibilities

  • The local union and the steward will work with members to correct and solve problems related to job performance.
  • Job stewards will be provided with specialized training with regard to UA Standards for Excellence.
  • Job stewards and UA supervision will hold regular meetings to communicate with the management team regarding job progress, work schedules, and other issues affecting the work process.
  • The job steward will communicate with the members about issues affecting work progress.
  • The business manager or his delegate will conduct regularly scheduled meetings to discuss and resolve issues affecting compliance of the UA Standard for Excellence policy.
  • The steward and management will attempt to correct such problems with individual members in the workplace.
  • Individual members not complying with membership responsibility will be brought before the local union executive board, which will address members’ failure to meet their obligation to the local and the UA, up to and including filing charges. The local union’s role is to use all available means to correct the compliance problem.
  • Hold regular meetings for the management team and UA supervision to communicate with the job steward regarding job progress, work schedules, and other issues affecting the work process.
  • Address concerns brought forth by the steward or UA supervision in a professional and timely manner.
  • Establish a course of action to allow the job steward and/or UA supervision to communicate with higher levels of management in the event there is a breakdown with the responsible manager.
  • In the event that the employee is unwilling or unable to make the necessary changes, make the decision whether the employee is detrimental to the UA Standard for Excellence platform and make a decision regarding his/her further employment.

 

Jointly Supported Methods of Problem Resolution

  • In the event an issue is irresolvable at this level, the local or the contractor may call for a contractually established labor management meeting to resolve the issues.
  • Weekly job progress meetings should be conducted with job stewards, UA supervision and management.
  • The local or the contractor may involve the customer when their input is prudent in finding a solution.
  • Foremen, general foremen, superintendents and other management should be educated and certified as leaders in the UA Standard for Excellence policy.
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