The employer decides case-by-case whether seniority matters more than skill.
The retention of seniority for non-union transferred employees depends on the policies and agreements in place at the company. Some companies may choose to honor the seniority of transferred employees, while others may not. It is important for employees to review their employment contracts or consult with HR to understand the specific policies in their situation.
seniority
If you have a contract, look to the words of the contract. If you have a union, ask your representative. If you have neither, see if you were promised something when you were hired and see if you have evidence of this promise -- an employee handbook, a schedule of wages, a seniority system which has been violated, etc. If you do not have any of these things, you are probably screwed.
That would be up to the rules and bylaws of your union.
Overtime dispersal depends on the employee status. If the employee is Union then it is seniority based. If the employee is managment then the overtime should be rotated
If a contract is in place yes and the person conspired against should be compensated
I work for a school district 11 years and was fired with no valid reason. union did not support my in my last two Hearing's,union did not attend hearing with me.I was told by union attorney that I did not have a contract with my Union, contract was between the School District I work for and the union I was a member of. Is this true that I don't have a contract with my union "TEAMSTERS" I did have to join the union to work for the School District.
Theoretically its to remove favoritism by the management in promotions.
When a contract is negotiated between an employer and union representatives, it is put to the members of the union to vote on the contract and decide to accept it or reject it.If the members vote to accept the contract, they have ratified it and it will go into effect.If they vote to reject the contract, then it does not go into effect and either:negotiations resume,the union goes on strike,the employer locks them out, orwork continues without a contract until something else happens.
She was a Union Contract Surgeon.
That would be determined by the Rules and bylaws of the Union. But, if its an authorized strike, called by the Union (not an unauthorized "wildcat" strike by workers without Union sanction), then the Union is not going to be too happy with scabs who did not stand with them.
collective bargaining