With the Port Authority of Guam receiving over $100M from the Federal Government, it was only appropriate to reach out to Congresswoman Madeline Bordallo on the issues occurring with our Port workers. Port General Manager, Joanne Brown, refuses to forward to the Attorney General the collective bargaining agreement that has been signed and ratified by the Port Authority Board of Directors and GFT Port membership since 2012. GFT representatives presented a packet of information to the Congresswoman including letters to the Attorney General, a letter to the Governor’s legal counsel and the Writ GFT filed in the Superior Court all showing GFT’s efforts in moving the CBA forward. The section of the Port Tariff and Port Rules and Regulations defining the work day, work week and work schedule were also included in the packet. Brown is not in agreement with the section defining the work day in the CBA. However, the CBA is in line with the definition of the work day according to the Port Tariff and Rules and Regulations. There is no need for the delay. Brown’s argument is invalid and is simply an unfair labor practice. 
 
 
POOR WORKING CONDITIONS
In addition to Brown’s act in bad faith on the CBA, Brown continues to manage the Port Authority with poor working conditions, slowing down its services to the people of Guam. Equipment operators at the Port are currently using two of four top lifters as two of them are completely inoperable. However, even with the two top lifters in use, it has recurring damages that have been repeatedly fixed temporarily. Workers have reported numerous daily trip tickets indicating the damaged equipment, but it appears that management is not prioritizing to improve the working conditions of its employees which essentially is affecting the delivery of goods and services to our island. 
 
 
EVADING OVERTIME PAY
The Port Rules and Regulations requires that the workweek schedule be prepared and posted at least two weeks in advance. Such schedules shall not be less than two (2) weeks and shall not be changed, except for good cause and provided affected employees are given at least 24 hours prior notice. The work week maybe changed, but only if the change is intended to be permanent and is not made to evade overtime requirements or policies. Unfortunately, management is not following their own rules and cheating our employees from receiving the overtime pay they are entitled to by frequently changing the work week schedule after it was already posted.  
 
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