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MAIN INDEX Doc. No. 111 SPECIAL ASSIGNMENT - OVERTIME 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, discussions occurred regarding the eligibility for overtime of employees working on temporary assignments in accordance with Appendix D-2 of the National Agreement. The parties agreed that such employees are entitled to consideration for overtime scheduling as if they were entering the plant as a permanent employee. The parties also agreed that eligibility for overtime consideration will be in accordance with the local administrative rules of the plant to which they are temporarily assigned and that the local parties cannot enter into any local agreement which would supersede this letter and/or the provisions of the National Agreement. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (71)] [See Memo-Overtime] Doc. No. 112 WORK ASSIGNMENTS - SKILLED TRADES 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 National Negotiations, the parties discussed at length the necessity for the Corporation to become competitive in all aspects of the business. Among the issues discussed were the existing skilled trades classification structure, work rules, and past practices. With regard to the skilled trades classification structure, the Union expressed concern over apprenticeable skilled trades classifications being consolidated. In this regard, the Corporation observed that it will not dictate consolidation of apprenticeable skilled trades classifications to its plants. The Corporation advised, however, that they intend to rely on the currently apprenticeable skilled trades classifications as the basis for our skilled classification structure moving forward. Competitive advantages of a review of skilled trades classifications at any General Motors facility must be weighed and determined by the local parties in view of all attendant circumstances at that location. Appropriate training plans necessary to accomplish any consolidations must be submitted in a timely manner for approval by the GM-UAW Skilled Trades and Apprentice Committee. Any exceptions to the above must be approved by the GM-UAW Skilled Trades and Apprentice Committee. With regard to work rules and past practice, the Corporation stated that many plants feel hampered in their efforts to enhance competitiveness in today's environment by historically restrictive practices which originated at a time when competition was less threatening. Given recent improvements in the area of job security, the need for such stringent work rules and delineation of job responsibilities has been reduced. Therefore, the National parties concur that local Management and local Unions should review existing work rules and practices, especially in the area of Lines of Demarcation, to insure that only those necessary to protect the safety of employees, the integrity of the skilled trades, and the efficiency of operation in today's competitive environment are carried forward. Incidental, overlapping, and other minor access type work is encouraged and should be discussed and handled locally consistent with sound business judgment. To accomplish this task, the local parties will establish a Lines of Demarcation Committee, to meet on a regular basis, to address the issues outlined in this paragraph. If either of the local parties feel that abuses of the spirit and intent of this document exist, they will request the issue be reviewed via plant entry by appropriate representatives of the GM Department of the International Union, UAW and the GMNA Labor Relations Staff. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (182)] [See CSA #12] Doc. No. 113 EDS WORK ASSIGNMENTS 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 1990 Negotiations, the Union expressed concerns relative to the assignment of work at certain locations by Electronic Data Systems (EDS), which the Union felt should have been assigned to the respective UAW bargaining unit. In this regard, the Corporation agreed to reissue the B. P. Crane, Jr. letter dated February 20, 1986, the text of which follows: "General Motors and Electronic Data Systems entered into a contractual agreement which defines the business relationship between the two entities. Under the terms of this agreement, EDS has assumed world wide responsibility for the management, operation, provision and maintenance of computer and information processing services, communication services and health care administration activities for GM. EDS remains and continues to be operated as an independent subsidiary of GM. It is also the intent of the parties that the GM User Organization continues to be the customer of EDS. "As such, it is of particular importance to bear in mind that EDS, under the terms of this business agreement, remains separate and distinct. It becomes, in part, our responsibility to offer assistance in the successful operation of this relationship. Specifically, this relates to our acknowledging the fact that EDS is not a party to our National and Local agreements with the unions representing General Motors employees. EDS does recognize the historical nature of GM job functions and agrees that those job functions associated with manufacturing processes, which have been historically performed by GM hourly personnel, should continue to be performed by bargaining unit employees. "We can relate this to a case in point - the installation and maintenance of the new voice communication system. The role that EDS plays in this situation is the traditional role of the local telephone company. Structural preparation remains the responsibility of General Motors and is most often accomplished utilizing bargaining unit employees. The other job functions associated with this voice communication system, in most cases, are not functions historically performed by our bargaining unit and are, therefore, the responsibility of EDS. "Also, our understanding concerning bargaining unit work does not limit the fulfillment of warranty obligations by vendors. Such warranty obligations and/or other work performed by employees of an outside contractor, including EDS employees will be handled pursuant to the provisions of the collective bargaining agreements pertaining to outside contracting, where applicable. "In summary, we have had several meetings with EDS to discuss our mutual concerns. We have arrived at an understanding assuring the continuation of historical practices as they relate to General Motors job functions associated with manufacturing processes. We feel that this position is fair and will best accomplish our joint goals and recognizes the traditional role of bargaining unit employees. "As always, I appreciate your comments and suggestions. Please refer any questions to your contact person on the Labor Relations Staff." During the 1993 Negotiations, the Union raised several instances wherein they felt that EDS misapplied the concepts outlined in the above letter, oftentimes when there was a change in local Account Managers, and specifically with regard to the applicable notification requirements outlined in the subcontracting provisions of the National Agreement. The Corporation observed that much of the work at issue is non-core in nature, but reiterated its intent to continue the concepts outlined in the B. P. Crane, Jr. letter. Furthermore, necessary arrangements will be made to review these concepts and contractual commitments with all EDS Account Managers. During the 1996 Negotiations, the parties discussed the ongoing relationship between GM and EDS. The Corporation confirmed that EDS is no longer an independent subsidiary of GM. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (183)] Doc. No. 114 EAP - EARLY INTERVENTION 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 and noted that in many instances the early indicators of an employee suffering from medical and personal problems such as those associated with substance abuse, for example, are manifested in disciplinary situations involving violations of the Shop Rules. In those initial stages it is generally the first line supervisor and the district committeeperson who are first exposed to the potential of such underlying causes behind employee behavioral problems. Although the parties acknowledge Management's responsibility to maintain discipline and to invoke disciplinary measures where violations of the Shop Rules occur, it is also recognized that local management and union representatives at all levels are necessarily charged with the responsibility to exercise their best efforts toward the objective of early identification of employees whose behavioral problems may be linked to medical and personal causes and to strongly encourage them to seek assistance. In many cases this could be accomplished through referral to the local Work/Family Program Committee. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Doc. 39] Doc. No. 115 POW/MIA FLAGS 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: POW/MIA Flags During the current negotiations, the Union requested that General Motors facilities fly POW/MIA flags. As discussed, flying of flags at General Motors locations is a matter of Corporate policy. In view of the special sensitivity associated with Vietnam era MIA and POW issues, the Corporation indicated a willingness to consider exceptions to its normal policy on flags when so requested by a Local Union. These exceptions may include: individual special requests, special days recognized by the U. S. government to honor or remember POWs or MIAs, or other appropriate holidays such as Memorial Day and Veterans Day. It is understood that this matter is one of Corporate policy and if revisions to the policy are made, the Union will be notified. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 116 OVERTIME 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 1990 negotiations the parties discussed both the Union's and Management's concerns about the scheduling of overtime work in General Motors. On the one hand Management recognized the legitimacy of the Union's concern that production not be scheduled on a sustained basis on overtime rather than recalling laid off employees or hiring new employees. On the other hand, the Union recognized that the scheduling of overtime serves an essential purpose in many situations in order to meet temporary or seasonal increases in sales, at new model start-up, and to make up for production lost due to factors beyond the parties' control, such as interruptions in the supply of parts. Also the parties recognize the need for overtime on vital tooling and maintenance projects which often must be accomplished quickly on tight time schedules in order to avoid interruptions or delays in production and layoffs of production employees. As a result of these discussions, the parties agreed to establish a procedure for regularly reviewing overtime work schedules. This review will be accomplished between representatives of General Motors Corporation and the International Union, UAW and will be designed to focus on those plants and facilities that establish a pattern of high overtime scheduling on a sustained basis. The review is intended to assure that overtime work is not scheduled at a plant on an ongoing basis in cases where there are practical and economical alternatives. The alternatives to overtime considered by the parties may include employment increases, innovative shift arrangements, or improvements or additions to the plant's equipment which could eliminate a bottleneck; or the parties may conclude that the reasons for the overtime are temporary or unavoidable and that there are no practical or economical alternatives. The purpose of this review procedure is to assure a timely and thorough review of overtime work schedules and provide for a balanced consideration of the interests of both parties. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Memo-Overtime] [See Doc. 83] [See CSA #11] Doc. No. 117 JOBS PROGRAM VOLUNTARY RETIREMENT LEAVES 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 This is to confirm our understanding that the Pre-Retirement Leave Program set forth in Document No. 117 in the National Agreement and as implemented in the March 25, 1991 implementation document, shall be renewed for the duration of the 1999 Collective Bargaining Agreement. The renewal shall be on the same terms and conditions except that eligibility shall be limited to employees who would be eligible for a regular early retirement based on attaining 30 years of service within twenty-four (24) months of participating in a pre-retirement leave. Upon attainment of 30 years of service, the participating employee will retire. The National JOBS Committee is authorized to make jointly approved modifications to the program, as necessary. Employees on pre-retirement leaves are considered to be Protected employees under the JOBS Program and will receive the same insurance benefits. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See App. K, Att.A] Doc. No. 118 ATTRITIONAL CREDIT - UNIQUE SITUATIONS GENERAL MOTORS CORPORATION September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Ave. Detroit, Michigan 48214 Dear Mr. Shoemaker: During these negotiations, the parties agreed that the principle of replacing attritions of eligible employees would be continued in this Agreement as the general rule. In addition, it was recognized that exceptions to this concept are appropriate in unusual situations. For example, if a location has a large number of Protected employees who cannot be effectively utilized, yet more Protected employees would be required because of the replacement concept, it may be appropriate not to do so. Accordingly, this will confirm our understanding that the National JOBS Committee is specifically empowered to investigate unique situations and evaluate requests for full attritional credit at a particular location, and implement mutually satisfactory adjustments to Appendix K, Section II (G). Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See App. K, Section II (G)] Doc. No. 119 FLYING OF UAW FLAG AT GM FACILITIES September 28, 1999 Mr. Richard Shoemaker Vice President and Director General Motors Department International Union, UAW 8000 East Jefferson Ave. Detroit, Michigan 48214 Dear Mr. Shoemaker: During these negotiations, the Union requested that all General Motors facilities, where the UAW represents employees, be permitted to fly the registered UAW flag. As discussed, flying of flags at General Motors is a matter of corporate policy. In view of the historic ties between the UAW and General Motors Corporation, the Corporation indicated a willingness to investigate its policy on flags to determine the appropriate modifications required to meet the Union’s request. The parties also recognize the need for a common and consistent application of the policy once such modifications have been determined and finalized. It is agreed that once the policy modifications have been finalized, all General Motors facilities, where the UAW represents employees, will make the necessary arrangements to fly the requested UAW flags consistent with such policy. Appropriate UAW flags will be provided to the facility Manager by the Local Union President or the bargaining unit Chairperson. Further, it was agreed that the Co-Directors of the UAW-GM Leadership Quality Council Support Staff will develop a plan for review and approval, at the UAW-GM Leadership Quality Council, within twelve (12) months, if possible, to: Affix Quality Network logo decals to existing General Motors Corporation owned tractor trailers used to transport product produced by UAW-General Motors-represented employees and a commitment to identify new tractor trailers in a like manner. Affix the UAW registered logo to the doors of General Motors Corporation owned tractors used to transport product produced by UAW-General Motors-represented employees, and Develop a process and guidelines for a local union presidents and plant managers to identify, through signage, the UAW local(s) representing workers at their location. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 120 Coordination of Sourcing Evaluations 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: Subject: Coordination of Sourcing Evaluations During these negotiations, the National Parties had extensive discussions regarding the implementation of Appendix L. In this regard, it was recognized that effective implementation is dependent in large part on the efforts of the local parties. Both parties to this agreement acknowledge and commit that these matters should be viewed as high priority at the local level. Access to confidential information such as quote packages and pertinent financial data is essential. Therefore, in order to facilitate the sourcing evaluation process and the effective preparation of a quote response, the Plant Personnel Director will assign coordination responsibility and authority to a designated local management representative. Such responsibilities may include identification of the appropriate management resources to respond to Union inquires, on a timely basis, and the scheduling of meetings, as required. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations
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