To ensure the Standard for Excellence platform meets and maintains its goals, the Local Union Business manager, in partnership with his implementation team, including shop stewards and the local membership, shall ensure all members:

• Meet their responsibilities to the employer and their fellow workers by arriving on the job ready to work, every day on time (Absenteeism and tardiness will not be tolerated.)

• Adhere to the contractual starting and quitting times, including lunch and break periods.

• Meet their responsibility as highly skilled craft workers by providing the required tools as stipulated under the local Collective Bargaining agreement while respecting those tools and equipment supplied by the employer.

• Use and promote the Local and International Training and certification systems to the membership so they may continue on the road of lifelong learning, thus ensuring our members are the most highly trained and sought after tradesmen.

• Meet their responsibility to be fit for duty, ensuring a policy of zero tolerance for substance abuse is strictly met

• Be productive and keep inactive time to a minimum

• Respect the Union, the Customer and Employer, by dressing in a manner appropriate for our highly skilled and professional craft (offensive words and art work are not acceptable)

• Respect and obey employer and customer rules, policies, procedures and properties (cell phone to be used at designated times and locations)

• Follow safe, reasonable and legitimate management directives

• The union and the steward will work with members to correct and solve problems related to job performance

• The business manager or his delegate will conduct regularly scheduled meetings to discuss and resolve issues affecting compliance of the 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 shall be brought before the Local Union Executive Board. The local union’s role is to use all available means to correct the compliance problem including imposing fines or suspension from the out of work list for a designated period of time

An Enforcement Committee is hereby established which shall be comprised of three individuals including: One member appointed by Local 636, one contractor member appointed by the MCA and a member of the public who shall be a neutral third party selected by mutual agreement of Local 636 and MCA.

Either party can request the removal of the neutral third party. The Enforcement Committee shall have the power to make a final and binding decision on any matter referred to it which shall be complied with by the members, the Local Union, Signatory Employers and the MCA.

Any infraction of the Standard for Excellence policy shall be removed from the member’s work history after two years, without an additional infraction (excluding apprentices).

Apprentice compliance to the Standard of Excellence shall be administered exclusively by the JATC.

If a member is aggravated by any action taken under this Standard of Excellence policy and his/her complaint cannot be resolved, the complaint may, if the member or the Union requests be referred as a grievance under the grievance and arbitration provisions of the collective bargaining agreement. In the event matter is referred to arbitration, the provision of this Policy shall bind the arbitrator to disciplinary action set forth in this Standard of Excellence.

Employers not complying with their responsibilities under the Standard for Excellence policy shall be administered in a consistent fashion.

• 1st  Non-compliance the employer will meet with the Detroit MCA Director

• 2nd  Non-compliance within 24 months, the employer will meet with the Detroit MCA Director and the MCA Executive Board.

• 3rd Non-compliance within 24 months the employer will meet with the Enforcement Committee (as described above) with the maximum penalty of not being able to utilize the policy in their company marketing, advertise to customers their compliance in the policy or participate in the administration of the policy.

• Ensure that all necessary tools and equipment are readily available to employees

• Minimize employee downtime by ensuring blueprints, specifications, job layout instructions and material are readily available in a timely manner

• Provide proper storage for contractor and employee tools

• Provide the necessary leadership and problem solving skills to jobsite supervision

• Ensure jobsite leadership takes the necessary ownership of mistakes created by management decision

• 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 follow occupational health and safety guidelines

• Employ an adequate number of properly trained employees to efficiently perform the work in a safe manner, while limiting the number of employees o the work at hand, thereby providing the customer with a key performance indicator of the value of the Standard for Excellence

• Treat all employees in a respectful and dignified manner, acknowledging their contributions to a successful project

• Cooperate and communicate with the job steward

• In the event an issue is irresolvable at this level, the union or the employer may call for a contractually established labor management meeting to resolve the issues

• Weekly job progress meetings should be conducted with UA supervision and management

• The union or the employer may involve the customer when their input is prudent in finding a solution

• Under the Standard for Excellence it is understood that members through the local union, and management through the signatory contractors, have duties and are accountable in achieving successful resolutions

 In order to enforce the Standard of Excellence policy, discharge-for-cause terminations shall be administered in a consistent fashion:

1. After the 1st discharge for cause the member will meet with the Local Union Business Manager.

2. After the 2nd discharge for cause within 24 months the member will meet with the Local Union Business manager and the Local’s Executive Board and may be required to visit the Workers Assistance Program for an evaluation and or treatment. A report of action taken shall be distributed to management, through the Joint Labor/management Cooperative Committee.

3. After the 3rd discharge for cause within 24 months the member will meet with the Enforcement Committee (as described below) who shall review the facts, make a recommendation for action with a maximum penalty of permanent elimination from the out of work list.