Article VIII (Wages and Classifications)

Idealistic:
Job classification and wage schedule is designed to ensure that employees are classified appropriately and consistently according to their education, work experience, skills, and work performed, and that the salary ranges for positions are competitive with similar positions in the public and private sector. In an idealistic situation the company should have the sole responsibility and rights over setting forth rates of pay for various job classifications. Any grievances or disputes of the companies job classification and wage schedule should be handled directly with in the company.
Realistic:
Viewing the Job classification and wage schedule in a realistic standpoint, giving that the union would want some authority over job classifications and wages. If and when the company adds a new job classification or modifies and existing one. The Union would have at least 5 working days to examine the job description to determine if it accurately describe the principles of the job and whether is in pay range. The Union would then have the opportunity to meet with the company and discuss if any changes need to made. If an resolution can not be established the union would then be able to file a formal grievance.
Why Realistic:
Realistically it would not be fair to the union to not have saying over job classification and wages. It is important that all jobs classifications and wage schedule be reviewed by the union to assure that they are within standards of the current job positions and functions, It is also important to give the union enough time to accurately review new job classification or existing job classification that have been modified or altered. The wages of each job should coincide directly with the job function and responsibility this would help limit any unfair labor practices in wages and classification aspect of the job.
Article IX (Insurance)
Idealistic
It would be idealistic if all employees including new employees not be eligible for health and insurance coverage until 120 day probationary period. This would ensure the employees commitment to the job before the company invests in insurance and health benefits. For accidental and health insurance the company would pay up to 1/3 of the employee weekly salary maximum of $500 dollars per week. The cost of medical insurance would be split between the company and employee at 40% for company and 60% for the employer. Medical leave period over 90 days would be covered under the group insurance program.
Realistic:
Viewing the situation from a realistic standpoint, all employees, after completing 3 months of service with the company. The employees would be eligible for full health and medical insurance with the company and it would be paid at a rate of 50% by the company and 50% by the employee. Accidental and health insurance would be paid by the company at a rate of ½ the weekly pay up to a maximum of $1000. This would ensure substantial health and insurance coverage for all employees. Also there will be some sort of consultation with the union if there where any changes in these health and insurance plans.

Why Realistic:
New employees should have some sort of probationary period before being able to enroll in health and benefits plan but 120 days might be a little long for an employees to wait. It might damage the view of the company from an outsiders point of view. It is also important that all employees have the option the enroll in accidental health coverage in the event of an accident or health condition where he or she isn’t able to work for a long period of time.