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C-1 A P P E N D I X C Survey Instrument Part I: Inial Contact Persons Management contact from the public transit property: ____________ Email Phone Union contact from the major union local: ____________ Email Phone Management contact from the transit contractor: _____________ Email Phone Person responsible for laborâmanagement relaonship (management): ______________ Email Phone Person responsible for laborâmanagement relaonship (union): _______________ Email Phone Part II: Telephone Interview 1. Greeng and Introducon Hello. This is [your name] from [your affiliaon]. I am calling regarding the transit laborâ management relaons research project. It is a project under the Transit Cooperave Research Program of the Transportaon Research Board, and our team has been selected to conduct the research. With the support of [APTA/the Internaonal Union of ATU, UTU, TWU, or IBT/name of someone from the corresponding public transit property], our research team idenfied you to be an appropriate person from [transit system name] to complete the management/union part of the survey. (If the interviewee indicates that he/she is not the appropriate person for the survey, ask Queson 1.1 and 1.2, and end the phone call; otherwise skip the two quesons.)
C-2 1.2.What is his or her contact informaon? Phone: ________________________________ Email: ________________________________ 1.3. (Ask this queson if the interviewee is amanagement representave) But before we begin, we would like to verify for purposes of this project that your system provides most of its transit service through its own employees/a private contractor. Public operated transit service provider Contractor operated transit service provider 1.4.Your input will be a valuable part of this study. It will help us beÂer understand labor management relaonships in the transit industry. We appreciate your support to help us complete the survey. The survey will take approximately 20 minutes to complete. Could you take the survey now? If not, could you suggest a me for us to call back? 2. Intervieweeâs Role in the Transit System Letâs start with your role in the organizaon. 2.1. (If the interviewee is amanagement representative, ask this queson; if she/he is a union leader, skip to 2.2.) Would you describe your posion as one of the following? Senior Execuve management Administrave/financial management Operaons management Labor relaons/human resource management Other 2.2. (If the interviewee a union representave, ask this queson; if she/he is a manager, skip to 3.1.) Would you describe your posion as one of the following? Local union president Senior local union official Shop steward Other 2.3 How long have you held your present posion? Less than 1 yr. 1 year or longer, but less than 5 yrs. 5 years or longer, but less than 10 yrs. Greater than 10 yrs. Name: ________________________________ Affiliaon: _____________________________ Title: _________________________________ 1.1. (If the interviewee is amanagement representave, ask this:) Who is the person responsible for labor management relaons in your transit system that we should survey? (If the interviewee is a union representave, ask this:) Who is the person in your local union we should ask about labor management relaons with the transit system?
C-3 3. Interacon and Cooperaon at the Top Level of Management and Union Following are quesons about interacon and cooperaon at the top level of management and union. 3.1. Is there a formal process in place for labor management cooperaon at the top level of management and union on any of the following bases? For example, a joint labor management commiÂee (including commiÂees on specific topical areas), one on one meengs of the transit systems CEO and the union president, meengs of senior officials from both management and union, or other formal process. Yes (Skip Queson 3.2.) No Do not know. 3.2. If there is no formal process for labor management cooperaon at the top level of management and union, what do you aÂribute as to the reasons why, if any? _________________________ (Skip Queson 3.3.) 3.3. Is the process for labor management cooperaon at the top level of management and union followed? 5, always followed 4 3 2 1, never followed 3.4. Is there a substanve labor management cooperaon governing document? Only collecve bargaining agreement Only side agreement/leÂer/MOU Both Other None 4. Existence of Joint Commiees and/or Side Agreements on Specific Areas and Issues Now I would like to move on to labor management cooperaon on specific areas or issues. 4.1. I have a list of areas where a joint labor management commiÂee may exist in a transit system. I will go through the list with you and please idenfy the areas where a joint labor management commiÂee exists in your system. If there are labor management commiÂees in areas that the list does not include, please name those areas. Jointly administered health and welfare plan (Yes/No) Pension and/or deferred compensaon governance (Yes/No) AÂendance and/or disability policy (Yes/No) Drug and alcohol abuse (Yes/No)
C-4 Preventable accidents (Yes/No) Cell phones or electronic devices use in vehicle operaon (Yes/No) Violence and driver assault or work place security (Yes/No) Child care (Yes/No) New service modes or expansion (Yes/No) Schedule preference (Yes/No) Restroom access for transit operators (Yes/No) Crew composion on rapid transit, streetcars, and commuter rail (Yes/No) Fare collecon systems and discount idenficaon cards (Yes/No) Management and unionâs posion on funding votes in legislaon (Yes/No) Management and unionâs posion on public referendum (Yes/No) Management and unionâs posion on other public controversies (Yes/No) Seniority (Yes/No) Overme assignment (Yes/No) Extra board rotaon (Yes/No) Skill training, tesng, and apprenceship (Yes/No) Scope of work by skill (Yes/No) Other area(s). Please specify: _______________________ None (Skip to 6.1.) 5. Funconing of Each Joint Labor Management Commiee: That is a good area/list of areas for labor management cooperaon. Now I will ask several quesons about funconing of the exisng joint commiees in [INTERVIEWEEâS SYSTEM]. 5.1. Is there a labor management facilitator present? She or he could be an external or internal individual. Yes No Do not know. 5.2. How effecve do you think the joint labor management commiees are? Please rate it in a scale of 5, with 5 being the most effecve. 5 4 3 2 1 6. Selement and Arbitraon Process for Work Grievances We have talked about the current status of labor management cooperaon. Now I would like to ask about the measures or processes that address some potenal challenges to labor management cooperaon.
C-5 6.1. How are most of your grievances resolved? Through grievance process Through meengs between senior leadership of management and union Through arbitraon Other 7. Lessons and Expectaons of Cooperave Labor Management Relaonship Following are quesons about lessons and expectaons of labor management cooperaon. 7.1. Can you think of any acons or pracces at your system that have helped build a cooperave union and management relaonship? 7.2. Can you think of any barriers your system has encountered to establishing cooperave union and management relaonship? 7.3. What do you expect your system could gain from improved cooperave labor management relaonships? 8. Intervieweesâ Views on the Current Condion of Labor Management Relaons in Their System Now I would like to know your overall view on the labor management relaonships in your system. 8.1. Do you currently have a collecve bargaining agreement in place? Yes No 8.2. Has your current collecve bargaining agreement expired? If so, for how long? Yes, specify for how long: _____________________ months No 8.3. Who is the chief spokesperson in collecve bargaining? Is it someone from your company/union or outside? _________________________________________
C-6 8.4. How would you characterize the rela onship between the management and the union in your system? Could you rate it in a scale of 1 to 5, 5 being very coopera ve, 3 being neutral, and 1 being very adversarial? 5 4 3 2 1 8.5. Is the rela onship between the management and the union currently improving, staying the same, or geÂng worse? Improving Staying the same GeÂng worse 9. Intervieweeâs Assessment of Workplace Jusce in the Transit System Following are two ques ons asking for your evalua on of workplace jus ce in your system. 9.1. How would you rate the current condi on of workplace jus ce in your system? On a scale of 1 to 5, 5 being the most fair. 5, most fair 4 3 2 1, least fair 9.2. Is the current condi on of workplace jus ce beÂer than what it was ten years ago? Yes, it is beÂer now. It is about the same. No, it is not as fair as it was. Do not know. 10. Appropriateness of the term âLabor Management Partnershipâ The type of labor management coopera on that we are studying has been referred to as âLabor Management Partnershipâ in previous research. The term is used to define labor management coopera on inside or outside of collec ve bargaining. 10.1. Do you think âLabor Management Partnershipâ is an appropriate term for labor management coopera on? If not, is there any term you would use? Yes No, the best term is â________________________â
C-7 11. Post Telephone Survey Follow up for Data Collecon 11.1. We need to collect some brief data on labor management rela ons to supplement the survey. We will be sending you a ques onnaire with mul ple choice ques ons. Can I have your email? (Or confirm the email if the intervieweeâs email is known) Email _____________________ 12. End of Survey I appreciate you spending the me to complete this telephone survey, and agreeing to fill out a follow up ques onnaire. AÂer the survey, the research team will select five transit systems for detailed case studies. I will contact you again if your system is selected for case study. Thank you! Part III: Follow Up Data Request 1. What is the average term of the general manager? (Over the past three terms) No longer than 3 years Longer than 3 years, but no longer than 5 years Longer than 5 years, but no longer than 10 years Over 10 years 2. What is the average term of the union president? (Over the past three terms) No longer than 3 years Longer than 3 years, but no longer than 5 years Longer than 5 years, but no longer than 10 years Over 10 years 3. What is the average length of the past three contracts? (Not coun ng any periods without a contract) No longer than 1 year Longer than 1 year, but no longer than 2 years Longer than 2 years, but no longer than 3 years Longer than 3 years 4. Has your system entered into any side agreements over the past three years? If so, how many? 0 1 5 6 10 Greater than 10 5. How many side agreements were incorporated into your last contract? 0 1 5 6 10 Greater than 10
C-8 6. How many work grievances were iniated over the past three years? Less than 10 10 20 21 30 31 40 41 50 Over 50 7. How many work grievances were resolved (seÂled or dropped) prior to arbitraons over the past three years? Less than 10 10 20 21 30 31 40 41 50 Over 50 8. How many work grievances were resolved with an award over the past three years? Less than 5 5 10 11 15 16 20 12 25 Over 25 9. How many work grievances are sll waing processing? 0 1 10 11 20 21 30 31 40 41 50 51 or more 10. Has your system experienced the following: unfair labor pracce charges, work stoppages, and other labor work acons in the past five years? Yes No 11. How many unfair labor pracce charges (or the equivalent) were filed in the past three years? 0 1 5 6 10 11 15 16 â 20 21 or more
C-9 12. How many work stoppages were there in the last five years? 0 1 2 3 4 5 6 or more 13. What is the average length of the work stoppages? 0 day 1 10 days 11 20 days 21 30 days Over 30 days 14. How many other labor work acÂons were there in the past five years, e.g. sick outs, work to rule, sign up/bid/pick stoppages, or other collecÂve acÂons? 0 1 2 3 4 5 6 or more 15. How many management â union lawsuits were there in the past five years? 0 1 2 3 4 5 6 or more