MAIN INDEX PARAGRAPH 131 - 140 (131) Notwithstanding other provisions of this Agreement, any seniority employee in that plant other than those classified as apprentices may file an application for an opening in the apprentice program; provided, however, that where there is evidence that the filing of such applications by journeymen/women is inconsistent with skilled trades staffing objectives, such application shall be subject to review and decision by the Local Apprentice Committee. An apprentice with seniority who is scheduled to be removed from an apprenticeable classification in a reduction in force may apply for an apprentice opening in a related skilled classification. If such applicants meet all of the requirements for apprentice training as established in the GM-UAW Standard Apprentice Plan their applications will be considered for the apprentice program (consistent with applicable State and Federal laws). When the qualifications of employee-applicants are equal, the employee-applicant with the longest seniority will be given preference. Seniority employees may file an application for an opening in the apprentice program in another General Motors plant where they will be considered as non-seniority applicants. [See Doc. 63] Credit for Previous Experience (132) Credit for previous related experience in military service, an apprentice training program, or a skilled trades classification in any plant, may be given up to the total time required on any phase of the apprentice shop training or related training schedules. Credit for such previous experience shall be given to apprentices at the time they have satisfactorily demonstrated that they possess such previous experience and are able to do the job. Related training credit shall be given apprentices at the time that they have demonstrated that they possess the educational knowledge for which they are requesting credit under the related training schedule. At the time such credit is given, the apprentice’s wage rate shall be correspondingly adjusted within the apprentice rate schedule based on the amount of credit given toward completion of the shop training schedule. [See Par. (137)(b), (143), (145)] [See Par. (151)] (a) Any dispute over such credit shall be referred to the GM-UAW Skilled Trades and Apprentice Committee for decision. [See Par. (127)(j)] Term of Apprenticeship (133) The term of apprenticeship shall be nominally four (4) years in length, but shall be based on the number of hours actually worked. The shop schedule shall be divided into eight (8) periods of 916 hours each. [See Par. (142), (146)] [See CSA #22] Seniority of Apprentices (134) Each apprentice classification in the apprentice program shall be a separate non-interchangeable occupational group. (135) Apprentices hired directly into an apprentice classification shall establish seniority in their non-interchangeable occupational group in accordance with Paragraphs (57) and (58). [See Par. (137)(a)] (136) Employees transferred to an apprentice classification shall have a date of entry in the non-interchangeable occupational group to which they are transferred and will continue to accumulate seniority in the seniority group from which they were transferred. [See Par. (137)(a), (138)(b)] [See App. B] (137)(a) For the purpose only of determining the seniority status of apprentices in training, such apprentices shall have their seniority established as provided in Paragraphs (135) and (136) above. [See Par. (137)(d)] (b) For the purpose of layoff and rehire or other applicability in their skilled occupational group, the seniority of apprentices, upon graduation, shall be adjusted to a date which represents 50% of the time [subsequent to their seniority date established pursuant to Paragraph (57)] spent in the apprentice training program prior to July 1, 1968, and time equal to the calendar days [subsequent to their seniority date established in the plant pursuant to Paragraph (57)] spent in the apprentice program on or after July 1, 1968, including time spent out of the program on or after January 1, 1985 due to a reduction in force. In addition apprentices shall be credited with 50% of previous experience, at that plant only, for which they received credit prior to January 1, 1985 under the provisions of Paragraph (132). Such credited hours shall be converted to seniority under this Paragraph (137)(b) by crediting 7 calendar days for each 40 hours and 1 calendar day for each additional 8 hours. Graduate apprentices’ journeyman/woman seniority dates shall not precede their seniority dates established pursuant to Paragraph (57). For all other purposes seniority shall be as established by the Section entitled “Acquiring Seniority.” [See Par. (137)(d)] (c)(1) Graduate apprentices whose General Motors apprentice training was interrupted by a leave of absence under the provisions of Paragraphs (105a), Paragraph (112), by an approved leave of absence for jury duty, absences which qualify under the Bereavement Pay, Paid Absence Allowance, Paid Personal Holiday Plan under prior Agreements or Short Term Military Duty sections of this Agreement, by approved vacation time off, or by a sick leave of absence under the provisions of Paragraph (106), shall upon graduation, be given the same journeyman/woman seniority date as they would have received had they not served in the Peace Corps, entered military service, served on the jury, been on approved absence for which they received Bereavement Pay, Paid Absence Allowance, Paid Personal Holiday Pay under prior Agreements or Short Term Military Duty Pay, taken vacation time off, or been on a sick leave of absence. Credit for the portion of a sick leave of absence occurring prior to January 1, 1980, pursuant to Paragraph (106) shall not exceed an aggregate of thirty (30) calendar days within the calendar year. The period covered by a sick leave of absence pursuant to Paragraph (108) and the portion of any sick leave of absence on and after January 1, 1980, pursuant to Paragraph (106) shall be credited. Credit shall not be granted for any portion of a sick leave during the time such employees would have been laid off from their apprentice classification prior to January 1, 1985. [See Par. (137)(d), (175)(2), (191)] [See Par. (202b), (218), (218a)] [See Par. (218b)] [See App. B, C] (c)(2) For each pay period during which apprentices work in their apprentice classification and, in the case of the pay period in which the full week of Christmas holidays fall provided they would otherwise have been scheduled to work, they shall be credited as having spent seven calendar days in the apprentice program. [See Par. (137)(d), (175)(2), (203c)] (d) Apprentices who satisfactorily complete their shop training schedule in a plant prior to the time they complete their related training shall, notwithstanding the provisions of Paragraph (178)(1), be considered as journeymen/women but only in the plant in which they were in apprentice training in the classification to which they have been apprenticed and not under Paragraph (178)(2) or (178)(3). Such employees shall be required to complete their related training requirements specified in Paragraph (145). Notwithstanding the provisions of Paragraphs (151) and (181a), such employees who hereafter fail to attend available courses or decline to complete the related training requirements specified in Paragraph (145) shall have their rate adjusted to a rate not greater than the minimum rate of the journeyman/woman classification. Upon satisfactory completion of the related training requirements the rate of such employees shall be adjusted in accordance with Paragraph (181a). Local Shift Preference Agreements must have sufficient flexibility to permit such employees to complete the related training courses in which they are currently enrolled. Seniority of such employees shall be established in accordance with Paragraph (137)(a), (b) and (c)(1) (c)(2). Time spent by such employees in completing their required apprentice related training schedule shall be paid for at the straight-time hourly rate applicable to such related training for that classification in that plant in accordance with Paragraph (146) and the Apprentice Rate Schedule set forth in Paragraph (151); provided, however, the hourly rate for such apprentice related training shall not exceed the applicable rate for the eighth (8th) 916 hour Apprentice Training Period for that classification as set forth in Paragraph (151). The Corporation’s payment of fees and/or tuition required in connection with apprentice related training for such employees is limited to the maximum provided in Paragraph (148). Upon completion of their related training schedule, the employees shall be given a certificate of completion of apprenticeship, in accordance with Paragraph (150), and shall thereupon be journeymen/women within the meaning of Paragraph (178). [See Par. (75), (175)(2)] (138) Apprentices removed from the non-interchangeable occupational group to which they are assigned due to a reduction in force or inability to satisfactorily perform the shop and/or related training requirements shall be retained at work, seniority permitting, as follows: [See Par. (139)] [See Doc. 66] (a) Apprentices with seniority who were hired directly into an apprentice classification will be placed on other available work in accordance with Paragraph (59). (b) Apprentices with seniority who have been transferred from a job in the plant to an apprentice classification will be returned to the group from which they were so transferred, or otherwise placed according to the Local Seniority Agreement provisions. [See Par. (136)] (c) Failing to have sufficient seniority to be placed on other work, as provided above, apprentices will be laid off. [See Par. (113a)] (139) Apprentices who have been removed from an apprentice non-interchangeable occupational group due to a reduction in force pursuant to Paragraph (138) above, will be recalled to such group in line with their seniority in such group. Ratio of Apprentices to Journeymen/women (140) The number of new apprentices who may be enrolled shall be determined on the basis of the number of journeymen/women employed for the program averaged over the preceding twelve (12) months. The ratio of apprentices in training to journeymen/women should not exceed one (1) apprentice to eight (8) journeymen/women. However, the Union agrees that local Management can establish a ratio of apprentices to journeymen/women in excess of the one (1) to eight (8) ratio, but not to exceed a ratio of one (1) apprentice to five (5) journeymen/women. Deviations below the one (1) to five (5) ratio may be agreed to by the Local Apprentice Committee. Favorable consideration will be given to requests for deviation below the one (1) to five (5) ratio in instances in which it is anticipated the impact of early retirement will create a shortage of skilled trades employees. Disputes concerning such deviations or the enrolling of new apprentices at a time when seniority journeymen/women in the same classification are laid off due to a permanent reduction in force will be referred to the GM-UAW Skilled Trades and Apprentice Committee for decision. [See Par. (122)d, (122)h, (127)] [See Doc. 66) Ratio - Reduction in Force (140a) In the event of a reduction of force, the apprentices in excess of the one (1) to eight (8) ratio will be laid off before any journeyman/woman in that trade is laid off. The ratio of apprentices in training to journeymen/women will be based on the average number of journeymen/women employed for the program computed on the last Monday of each of the twelve preceding months. The average thus computed shall remain in force until a new computation is made on the last Monday of the next succeeding month. If, during periods when journeymen/women are laid off, any monthly computation results in a ratio in excess of one (1) apprentice to eight (8) journeymen/women, such excess apprentices will be laid off by the end of the pay period during which the last Monday of the month falls except that a minimum of one apprentice may be retained in each trade. [See Par. (176)(2)] [See Doc. 65, 66] Reduction in Force (Unusual Circumstances) (140b) In the event the reduction in force is due to unusual circumstances, including, but not confined to: a transfer or discontinuance of an operation, major technological developments, the elimination or consolidation of classifications, the discontinuance of a shift, or a drastic reduction in the level of work resulting in a heavy reduction in the skilled work force; local Management, the Shop Committee and the Union members of the Local Apprentice Committee shall mutually agree to an acceptable layoff and recall plan. Such a layoff plan may provide for reducing the ratio below one (1) to eight (8), or for laying off all apprentices in a particular trade. A plan that provides for the layoff of all apprentices in a particular trade is to be reviewed and approved in advance by the GM-UAW Skilled Trades and Apprentice Committee. [See Par. (96), (102), (102a), (127), (176)(2)] [See App. I] [See Doc. 65, 66] [See Statement on Technological Progress] Paragraphs: [ 1 - 10 ] [ 11 - 20 ] [ 21 - 30 ] [ 31 - 40 ] [ 41 - 50 ] [ 51 - 60 ] [ 61 - 70 ] [ 71 - 80 ] [ 81 - 90 ] [ 91 - 100 ] [ 101 - 110 ] [ 111 - 120 ] [ 121 - 130 ] [ 131 - 140 ] [ 141 - 150 ] [ 151 - 160 ] [ 161 - 170 ] [ 171 - 180 ] [ 181 - 190 ] [ 191 - 200 ] [ 201 - 210 ] [ 211 - 220 ] [ 221 - 227 ] MAIN INDEX