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MAIN INDEX Doc. No. 11 Full Utilization of Protected Employees 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 regarding the JOBS Program -- SEL, the parties discussed utilization of Protected employees at some length. The Corporation and the UAW have agreed that productive utilization of Protected employees is critical to the viability of our operations, and to the continued success of our JOBS Program. It was agreed that local JOBS Committees must make every effort to ensure that Protected employees are fully utilized on meaningful assignments. The parties have recognized that both underutilized employees and unproductive assignments are contrary to the spirit of the Agreement. It is the intent of the Parties to utilize Protected employees in accordance with previously agreed practices. For purposes of the JOBS Agreement, "non-traditional" work could encompass any assignment(s) within the facility (except regular productive work, including the direct production, assembly or fabrication of vehicles or components) which can efficiently and safely be performed by the individuals involved. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 12 GROWTH AND OPPORTUNITY COMMITTEE 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 we have explored at length methods to preserve and increase the job opportunities of our employees -- your members. Further, we have mutually recognized that the best potential for increased job opportunities is a growing and thriving Corporation fully competitive in all aspects of its business. During the discussions and in response to your concerns regarding the outsourcing of UAW work, a new sourcing letter has been submitted providing a mechanism for meaningful advance Union involvement so that the plant, division, group or Corporate sourcing authority may objectively consider the Union's input. The Job Security (JOBS) Program provides job security unmatched in American industry. The major concern addressed by both the sourcing letter and the JOBS program is the retention of UAW jobs within the Corporation. The entire issue of job security, however, is broader than the continuation by the Corporation of its current business activities. The JOBS Program recognizes that long range job security must include opportunities in our traditional business lines and development of businesses in non-traditional fields providing jobs for our current employees and future job entrants. The challenge to the parties is a serious one, requiring the full range of all of our talent, experience and imagination. To enhance opportunities for employment growth, the parties agree the Growth and Opportunity Committee will be continued during the term of the current Agreement. This Committee is charged with pursuing opportunities in non-traditional business areas with an overall view toward providing new jobs not currently included in the scope of General Motors operations. Each feature of the total business opportunity must be examined including 1) the market for the product to be produced, 2) expenditures that are required for equipment or tooling, 3) the cost of any plant modernization or rearrangement, including additions to an existing facility, 4) the availability of the necessary technology, 5) the lease or purchase of a new facility, 6) characteristics of the business including material, capital funds, and wage and benefit levels of other employers in the industry in which the new business will compete, 7) the nature of bargaining agreements needed to assure the new business is competitive, and 8) the expected return on investment relative to the standard in the industry in which the new venture would compete. In analyzing the feasibility of entering into new business ventures the parties have agreed to call upon the full extent of Corporate and Union resources. As an indication of the seriousness of its commitment to employment growth through business diversification into non-traditional areas, the Corporation will make available up to $100 million of funding to provide for this program during the term of the current Agreement. However, should the Growth and Opportunity Committee recommend new business funding in excess of this amount, The Corporation agrees to review such requests in accordance with the guidelines of this Document No. 12. These funds will be available for investment in new business ventures including, as appropriate, the establishment of separate Corporate organizational structures. Investment funds will be released on an "as required" basis. Only those ventures receiving concept approval and initial funding prior to the expiration of the current Agreement will be considered as firm commitments by the Corporation. Accounting for fund expenditures will be the responsibility of the Growth and Opportunity Committee. This new program will be administered by the Growth and Opportunity Committee. This Committee will be comprised of equal numbers of Corporate and GM-UAW representatives with multidisciplinary backgrounds. It will be the responsibility of the Committee to make recommendations to the Corporation and Union for concept approval and to request new venture funding from the Corporation for business opportunities deemed to be consistent with employment growth objectives of the program. The Growth and Opportunity Committee will be responsible to: 1) communicate to group, divisional and local managements and to regional and local union representatives the full scope of this new business concept, 2) review and study the feasibility of proposals made by local JOBS Committees regarding entry into new business ventures, 3) initiate studies necessary for a complete examination of new business ventures proposed locally or by the Committee, 4) make presentations and recommendations to the Executive Board Joint Activities 5) report back, where appropriate, to the local JOBS Committee its findings and recommendations regarding a proposed new business venture, and 6) devise means of encouraging the entire organization, hourly and salaried, to participate in bringing new competitive business into the Corporation and creating new jobs. The Growth and Opportunity Committee will be guided by the following when considering new business venture proposals: (1) The jobs created should be in areas in which there is no significant unionized domestic competition, or in the case of traditional areas, where the competition is non-union or outside the U.S. (2) Work similar, but not identical to, work currently performed in-house, must be included for wage and benefit purposes under the National Agreement. Such proposals may include high risk or marginally profitable projects that General Motors would otherwise not consider. (3) Such new business ventures must be located completely separate from facilities under this Agreement except for those described in Paragraph (2) above. Contingent upon the business climate and market proximity, we have agreed to pay particular attention to communities affected by the loss of GM-UAW employment opportunities. Accordingly, any newly created business venture developed through the efforts of the Growth and Opportunity Committee will be expected to provide opportunities for new employees, with preferential consideration given to UAW represented employees laid off from or working at Corporation facilities. Therefore, to the extent permitted by law, the Corporation or other employer will recognize the UAW as the representative of the hourly employees working at businesses developed through the Growth and Opportunity Committee for the purpose of collective bargaining. In this regard, the parties recognize the need to develop innovative approaches to labor relations and commit to negotiating new collective bargaining agreements for each venture. The Growth and Opportunity Committee will report periodically to the General Motors Executive Committee and International Union UAW on their progress in identifying and developing viable opportunities for employment growth. The approach to job security and new business opportunity reflected in this agreement requires a relationship typified by trust and the mutual willingness to take risks in return for economic rewards and job opportunities. Our enthusiasm to search for new business must be shared by group, divisional and local managements and by regional and local union representatives. The success of this joint activity will be measured based upon results. A high level of commitment will be required from all parties to enhance the potential for success. The commitment of a full-time effort to seek new employment opportunities should improve the overall effectiveness of the program. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See App. K] [See App. L] [See CSA #18] Doc. No. 13 PLANT CLOSING AND SALE MORATORIUM 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: Subject: Plant Closing Moratorium As a result of your deep concern about job security in our negotiations and the many discussions which took place over it, this will confirm that during the term of the new Collective Bargaining Agreement, until September 14, 2003, the Corporation will not close, nor partially or wholly sell, spin-off, split-off, consolidate or otherwise dispose of in any form, any plant, asset, or business unit of any type, beyond those which have already been identified, constituting a bargaining unit under the Agreement. In making this commitment, it is understood that conditions may arise that are beyond the control of the Corporation, e.g., act of God, and could make compliance with this commitment impossible. Should such conditions occur, the Corporation will review both the conditions and their impact on a particular location with the Union. Should it be necessary to close a plant constituting a bargaining unit consistent with our past practice, the Corporation will attempt to redeploy employees to other locations and, if necessary, utilize the "Special Programs" identified in Appendix K of the GM-UAW National Agreement or other incentivized attrition programs as agreed to by the National JOBS Committee. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 14 DIVISIONAL HEALTH & SAFETY GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 E. Jefferson Avenue Detroit, Michigan 48214 Dear Mr. Shoemaker: During these negotiations, the parties discussed the roles and responsibilities of Divisional Management in the Joint Health and Safety Process. The parties agreed that leadership direction, whether Management or Union, must always be consistent with the Joint Health and Safety Process. The GM Automotive Strategy Board initiative clearly directs Management to utilize joint health and safety programs to help support our efforts to achieve a healthy and injury-free workplace. During the negotiations, the Chairperson of the Manufacturing Managers’ Council, the Management group identified to oversee our health and safety improvement efforts by the GM Automotive Strategy Board’s initiative, spoke with the parties about Management’s commitment and desire to use the Joint Health and Safety Process for GM employees in UAW-represented facilities. Therefore, the parties agreed that members of Divisional Management and representatives of the Union will support and operate within the policies and procedures established in the Joint Health and Safety Process. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 15 TEMPORARY OPENINGS 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 problem created when local managements are reluctant to recall laid off employees to perform work of known short-term duration because under the terms of the 1982 Agreement such employees regenerate costly benefits. As a result of these discussions, changes are incorporated in the current agreement which delay regeneration of certain benefits. In response to those changes the Corporation assured the International Union that local Management would discuss with the Local JOBS Committee plans to recall available laid off employees or hire available area hire applicants to fill such short-term openings. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See App. A, K] Doc. No. 16 PURCHASING ACTIVITY COMMUNICATION 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 these negotiations, many discussions took place concerning the development of a more efficient communication process with the Purchasing Activity, particularly with respect to its role in the sourcing process. To address the Union's concerns in this regard, the Corporation will provide an orientation meeting with senior Worldwide Purchasing management within 30 days of the effective date of the new Agreement. The purpose of the meeting will be to identify employees within the Purchasing organization who will serve as contacts in their area of expertise with the UAW General Motors Department Sourcing Staff. It is understood by the parties that the role of these purchasing contacts will be to provide information to the UAW General Motors Department Sourcing Staff on the Purchasing process, sourcing actions, and supplier quality concerns. To improve the open flow of information relative to any sourcing actions which may be pursued, representatives of the Worldwide Purchasing organization will be included in the Quarterly Joint National Sourcing meetings. Additionally, the National Sourcing Committee will have access to specific information in the Global Purchasing System, through a designated Worldwide Purchasing representative. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 17 EXCHANGE OF VIEWS 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 reaffirmed their recognition of the value of an open and candid exchange of views and ideas between officials of the UAW and Corporation management. Of particular importance to the Union is a timely exchange of information on major decisions that will significantly impact the employees it represents.As a result of these discussions, when requested, arrangements will be made for the Director of the GM Department of the UAW to address the Corporation's Board of Directors or appropriate committee(s) of the Board on a periodic basis. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 18 FINANCIAL SECRETARIES--DUES CHECK-OFF Inter-Organization GENERAL MOTORS CORPORATION Date: September 28, 1999 Subject: Financial Secretaries--Dues Check-Off To: All Personnel Directors Plants Covered by the GM-UAW National Agreement As a part of the current negotiations, General Motors informed the International Union, UAW, that Mr. George B. Morris, Jr.'s letter of November 19, 1973 involving problems of Financial Secretaries would again be published. The text of that letter is as follows: "During 1973 negotiations, General Motors and the International Union again discussed at length the problems encountered by Financial Secretaries of local unions in maintaining timely and accurate record systems of the dues payments of local union members. Certain new contract provisions in the new Agreement should facilitate the maintenance of these systems. "Several of the matters raised during these negotiations involve the operation of local procedures, and accordingly, should be dealt with locally within the framework of the following general understandings. "Local procedures should be such that signed Authorization for Check-Off of Dues forms are made available to the Financial Secretary on a prompt and orderly basis. "In the case where it is appropriately certified that an employe owes a substantial amount in past dues, mutually satisfactory arrangements may be made to deduct portions of such dues from two or more pay checks. "Provisions should be made to furnish the Financial Secretary with the respective overall totals of the types of deductions identified in the information furnished pursuant to Paragraph (4o). "Requests by the Financial Secretary for the employment status of, or compensated hours data for a specific employe, for a specific month for which no dues were deducted, should be responded to without undue delay." Gary L. Cowger Group Vice President - Labor Relations [See Par. (4h), (4k), (4o), (4s), (61c)] [See Doc. 19] Doc. No. 19 FINANCIAL SECRETARIES - TEMPORARY DELAY OF DUES CHECK-OFF 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 parties discussed situations where the Local Union was required to refund union dues to a large number of employees. This occurred when employees were laid off after a dues deduction had been made but before they had worked sufficient hours to be liable for dues under the UAW Constitution for that month. The Corporation advised the Union that in those situations where it is known in advance that a large number of employees (100 or more) are scheduled to be permanently laid off and are not anticipated to work the necessary hours to owe dues under the UAW Constitution, the Financial Secretary may request that the plant delay for one week the deduction of monthly dues. In similar situations where the number of employees being laid off is less than 100, the Financial Secretary may request that the regular deduction of monthly dues for these employees be suspended. These requests must be submitted to the plant Personnel Director one week prior to the payroll period that monthly dues deductions are made. Upon request of the Personnel Director, the payroll department will initiate the required steps to accomplish this procedure. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (4k), (4o), (61c)] [See Doc. 18] Doc. No. 20 APPRENTICE PLACEMENT - CLOSED PLANTS OR DISCONTINUED 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: During these negotiations the parties discussed the problems created when apprentices are permanently laid off or reduced from their apprentice classification due to the closing of their plant or the permanent discontinuance of their apprentice classification and as a result not able to complete their apprentice training. As a result of those discussions, the Corporation agreed to establish an informal procedure whereby such apprentices may, within seven calendar days of their last day worked as an apprentice, apply for consideration for openings in the same apprentice classification at other plants in the same area hire community as described in Document 21 of the National Agreement. Application forms will be made available upon request, and a copy of completed forms will be forwarded to other plants in the area which have an apprentice program in the appropriate skilled classification. In addition, such apprentices may apply for similar openings in other plants outside the same area hire community. In the event such apprentices cannot be placed in the same area hire community they will be offered available openings in the same apprentice classification in other plants outside their same area hire community. When such apprentices, including those who do not apply, are not placed they may be offered other available openings upon the approval of the GM-UAW Skilled Trades and Apprentice Committee. Applicants who are employed in accordance with the above procedure may be eligible for a Relocation Allowance under the applicable provisions of the National Agreement covering similar circumstances. Eligible apprentices will be given preference for openings in their same apprentice classifications over new applicants from either apprentice application list provided they are capable of performing the work. Selections will be made from among those seniority apprentice applicants with the greater number of completed shop training hours, taking into consideration other factors such as proximity to the employing plant. Acceptance of placement and acquiring seniority at the secondary plant by such apprentices will result in the termination of recall rights to the apprentice training program at such apprentices' former plant(s). These provisions will not be the basis for any claims for back wages or any form of retroactive adjustment. Disputes regarding the provisions of this letter may be referred to the GM-UAW Skilled Trades and Apprentice Committee. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (63), (64)(e), (96a1, 2, 3, 4, 5, 6), (127)(d)(1)] [See App. A]
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