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MAIN INDEX Doc. No. 101 EDUCATIONAL AND CAREER COUNSELING GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: During the course of national negotiations, the parties discussed matters relating to the Tuition Assistance Program and the shared concern that eligible employees may be using available tuition assistance funds for courses or programs that do not maximize their educational potential. As a result, it was mutually agreed it would be desirable and potentially cost effective to continue to make available competent educational counseling to such employees when educational decisions are being contemplated. Accordingly, following negotiations, the parties jointly commit to review the experience of the Educational Development Counselor (EDC) Program currently underway. Following such review, the parties will seek authority and funding from the Executive Board - Joint Activities for the UAW-GM Center for Human Resources to further implement cost effective methods of providing such counseling, including utilization of public and private resources and regionalization of the service, where practicable. Any problems relating to the implementation and administration of the Educational Development Counselor (EDC) Program may be raised by either party during the term of this Agreement and resolved on a mutually satisfactory basis. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Memo-Tuition Assistance] Doc. No. 102 TUITION ASSISTANCE PROGRAM COLLEGE RECOGNITION GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: During the course of national negotiations, the parties held extensive discussions on issues involving the Tuition Assistance Program (TAP). One of the issues discussed concerned utilization of TAP benefits to obtain educational credit for certain in-plant training. In this regard the parties agreed as follows: In instances where employees, by virtue of their job assignment, are being provided with technical or professional training, the parties will jointly work with local recognized degree granting institutions to determine the possibility of obtaining credit for such training. Such credit would be applied toward recognized degree requirements only if the employee so desires. Additionally it is anticipated that costs for such credits will not normally equate to full credit hour charges at the institutions involved. Some examples of circumstances under which this understanding would be utilized are training programs associated with Health and Safety or Employee Assistance Program assignments and applicable Center for Human Resources Developed Training Courses. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Memo-Tuition Assistance] [See Doc. 7, 39] Doc. No. 103 UAW-GM JOINT PROGRAMS TELEVISION COMMUNICATIONS SERVICE GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: Since the 1990 National Agreement, the UAW-GM National Center for Human Resources sponsored, developed and/or produced several independent satellite programs for GM-UAW represented employees. During these negotiations, the parties discussed the need to further investigate, analyze and implement an integrated Television Communications Service and the Union's desire to install satellite broadcast capabilities at the UAW-GM National Center for Human Resources. To this end the parties, using appropriate technical consultants, will continue to investigate and analyze systems and programming requirements. Upon completion of the above investigation the parties agree to systems development and implementation consistent with timing and funding established by the Executive Board--Joint Activities. General Motors facilities with more than 200 employees will install receiving capabilities. Alternate arrangements will be made for units of less than 200 employees. Content, timing, production, and frequency of programming and broadcasts of the Joint Programs Television Communications Service will be agreed upon jointly by the parties. Such programming and broadcasts would be sponsored by the Executive Board--Joint Activities and include training and other material relating to the various features of joint programs to which the parties have agreed or may agree. As approved in advance by the Executive Board--Joint Activities, costs associated with the development, scheduling and production of such joint programs programming and broadcasts, including professional services and transmission fees, will be covered by the appropriate joint funds. The UAW-GM Center for Human Resources will examine the need for staff support for this activity. Nothing in this letter is intended to imply or create any limitations on the right of either party to communicate its own messages through its own media. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Memo-Joint Activities] Doc. No. 104 MOVEMENT OF WORK - ADVANCE NOTICE GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: During the current negotiations, the Union expressed concern regarding changes which affect the movement of work after a Paragraph (96) has been agreed upon and/or employees transferred. Also, the Union indicated a need for improved advance notification of pending transfers of work. The Corporation informed the Union of its interest in providing advance information as soon as is practicable to do so regarding the transfer of operations. Also, once a Paragraph (96) has been agreed upon, barring any unforeseen circumstances, the work will move. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 105 HEALTH & SAFETY REPRESENTATIVES ROLE AND RESPONSIBILITY GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: During these negotiations, the parties discussed at length the role and responsibility of the Local Joint Health and Safety Committee. The parties agreed that the role and responsibility of the Local Committee is primarily to serve as a technical resource and consulting team to the local Management and Union in matters regarding employee health and safety. In the performance of its role, the Local Joint Health and Safety Committee should coordinate joint activities directly related to employee health and safety and prevention of occupational injuries and illnesses. Among these activities are job related health and safety training, hazard communication, industrial hygiene technician sampling and ergonomics. Hourly employees assigned to perform joint health and safety activities shall be appointed by the Union. In recognition of the desirability of maintaining the professional standards established for employees assigned to health and safety activities, the National Joint Committee will establish a system to encourage and recognize the professional development of joint local health and safety representatives and other employees assigned to such activities. Approved training from outside sources will be funded by the National Joint Committee. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Doc. 7, Sec.III, Sec.VI; 46] Doc. No. 106 SKILL CENTERS - TRAINING IN PLANT GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: During these negotiations the parties discussed the need for basic educational opportunities and training through existing in-plant or other dedicated, accessible and adequate facilities approved by the Local Joint Activities Committee. The parties agreed to increase their emphasis on basic educational opportunities and training while ensuring that employees and their spouses and retirees continue to have access to education and training opportunities for basic skills in areas such as math, reading, problem solving or language. The parties are expressly interested in assisting employees and their spouses and retirees who want to master new skills and achieve personal goals in basic education. In this regard, it was agreed that the National Joint Skill Development and Training Committee will continue to develop basic education curriculum in six main areas of educational counseling and learning opportunities: · Adult Basic Education - provides an emphasis on skill building in the areas of reading, writing, language and mathematics. · General Education Development - provides the opportunity to prepare for a high school equivalency exam for those who have not earned a high school diploma. · Educational Enrichment Services - provides the opportunity to sharpen skills in areas such as math, writing, reading comprehension, communication, problem solving and science, which can assist participants in technical training, college courses, or other personal goals. · High School Completion - provides the necessary instruction in subject areas required to complete a high school diploma. · English as a Second Language - provides instruction in speaking and writing the English language for participants whose native tongue is not English. · Academic Advising Services - provides individualized academic advising services to participants to assist them in identifying and pursuing basic education goals through project educational staffs and Educational Development Counselors. The basic education curriculum and any enhancements would continue to be developed through the coordinated efforts of Local Joint Activities Committees (LJAC) along with local education providers and approved by the UAW-GM Center for Human Resources. It is essential that training and educational services offered in Skill Centers will be jointly monitored, analyzed, and extensively researched to better meet the needs of the workforce and keep the curriculum current. In this process, the parties agreed to develop changes or enhancements in the curriculum to meet the needs of the workforce. Additionally, the parties agreed to insure that employees and their spouses and retirees have access to education and training opportunities offered in Skill Centers to meet the challenges of the information age. In developing these changes the parties will solicit input from plants, Groups/Divisions, Local Educational Agencies, and other sources external to UAW-GM, regarding what changes are deemed appropriate in the Skill Center curriculum and administration. The program design may vary from one UAW/GM location to another, but generally will focus on the individuals, adapting to the different interests, abilities, and work schedules of the participants including: · Individual Needs Assessments · Individual Instructional Plan · Individual and Small Group Instruction · Computer-Aided and Computer-Managed Instruction · Instruction in Diverse Subject Area, and · Participant Anonymity Hardware, software and training materials used in the above mentioned computer-aided and computer-managed instruction are subject to approval by the UAW-GM Center for Human Resources. These Skill Centers create an environment which allows education opportunities to be more accessible within a positive environment. Project services would be integrated and coordinated with other personal development, educational and training activities in each location. Project staff will be made available at times that are convenient for workers including before and after shifts, breaks and lunchtimes. The above educational pursuits will be supported by a combination of national, local and plant training funds and will be jointly administered by the UAW-GM Center for Human Resources and the Local Joint Activities Committee. In addition, these facilities may be used for other appropriate training approved by the Local Joint Activities Committee. If a plant constituting a local bargaining unit is scheduled to be idled or closed, the local parties will notify the UAW-GM Center for Human Resources of their proposed plan to alter Skill Center services for participants enrolled in the plant's Skill Center. The notice will include a projected date for alternative arrangements, the number of participants enrolled and a brief description of the alternative arrangements. Thereafter, the national parties will discuss the matter and resolve any issues by mutual agreement of the Corporation and the International Union. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Memo-Joint Activities] Doc. No. 107 TRAINING OF INDIVIDUALS WITH DISABILITIES GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: During current negotiations, the parties discussed the need to provide training to all employees, including individuals with disabilities as required by appropriate state and federal law. Recognizing that providing training to individuals with disabilities may require specialized instruction, the Corporation agrees to provide appropriate resources that allow individuals with disabilities to receive necessary training opportunities afforded other employees. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (6a)] [See Doc. 32] Doc. No. 108 WORK/FAMILY PROGRAM GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: During the course of the current negotiations the parties reaffirmed their commitment to Work/Family Programs to establish and support services to help workers balance their work and personal responsibilities. In support of this commitment, the parties agreed to continue the existing UAW-GM Child Development Center pursue a childcare initiative aimed at providing onsite or near-site quality childcare in one or more jointly selected GM communities. Any future childcare initiatives should support the unmet needs of parents consistent with goals and objectives of the joint parties, and based on knowledge gained from joint involvement in existing consortium initiatives. A program to enable active employees to pay for dependent care services using pre-tax dollars will begin in the second quarter of 2001. In this regard, an employee funded Dependent Care Spending Account administered by the General Motors Personnel Savings Plan Group will be provided. Costs associated with the administration of this spending account will be appropriately charged to National Joint Funds. The UAW-GM share of existing consortiums and new onsite or near-site childcare initiatives will be funded by National Joint Training Funds. The UAW-GM share of on-going operations costs will be funded on a cost sharing basis using a combination of fees assessed to employees utilizing the service and National Joint Training Funds. Management and Union representatives from those companies participating in the consortium or in the case of a UAW-GM stand alone facility, the parties, will jointly develop plans for the center(s) including details regarding such items as follows: Proposed Sites Bid Procedure Size Capacity Quality Costs Services Operating Hours Capital Requirements Eligibility Rules Enrollment Policies Anticipated Fee Schedules Other Relevant Data The plans will be submitted to the Executive Board-Joint Activities for review and final approval. Additionally, the Board will review and evaluate the operating status of the center(s) consortium activities and childcare initiatives on a bi-annual basis to determine the viability and the advisability of continued operation, the desirability of expanding the concept, and other innovative activities that may meet the needs of our employees in a mutually satisfactory manner. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Memo-Joint Activities] [See Doc. 37] Doc. No. 109 PRE AND POST RETIREMENT PROGRAMS GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: This will confirm our understanding that the parties have agreed to continue their support of the Pre-Retirement Program "Design Your Successful Tomorrow" for UAW-represented GM employees and their spouses. In addition, the parties have agreed to continue to support the Post Retirement Program implemented during the term of the 1990 Agreement. In this regard the parties have discussed at length the Union's concerns relative to the availability and participation of both Management and Union personnel involved in the implementation of the Programs. The parties renewed their commitment to continue their support for the implementation of and the participation in these programs. Following these negotiations, joint efforts will be required to explore and analyze the various options available in order to address these concerns. Any problems coordinating the scheduling/facilitating of pre-retirement sessions should be raised with the Pre/Post-Retirement Program Administrators at the UAW-GM Center for Human Resources. The programs will be supported by national training funds and will be jointly administered under the direction of the UAW-GM Center for Human Resources. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Memo-Joint Activities] Doc. No. 110 DISLOCATED WORKERS (PRE-POST LAYOFF SERVICES AND ORIENTATION) GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: During the course of national negotiations, the parties discussed the type and extent of services available to UAW-GM employees who face indefinite layoffs. In cases involving employees facing indefinite layoffs where recall or future GM placement is unlikely, the parties agreed that efforts will include pre-layoff meetings not to exceed 24 hours in which topics developed by the Center for Human Resources such as the following, will be covered during working hours on or before the employees' last day worked: · State of the Business, Local Perspective · Contractual Rights and Responsibilities · Benefits (services, entitlements and continuation) · Unemployment Compensation · Money Management · Community Services · Employee Assistance Program · Tuition Assistance · Training and Outplacement · Relocation and Placement Assistance within GM · Veterans Services · Legal Services The NAO Labor Relations activity will notify the Center for Human Resources as soon as practicable but no later than 60 days prior to such layoffs. Post layoff services will continue to be made available to laid off employees through Area Centers for Human Resources or other local agencies designated by the Center for Human Resources. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Memo-Joint Activities]
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