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MAIN INDEX Doc. No. 141 EMPLOYEE PRODUCT QUALITY CONCERNS 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, the parties discussed employees having the opportunity to raise product quality concerns in the course of performing their regular work assignments. In so doing, the employee plays a critical role in the continuous improvement of our products, and, ultimately, in meeting the quality expectations of our customers. It is recognized that product quality concerns require an immediate and thorough response. The parties agreed the process set forth in Document 40 provides for such immediate and thorough response and they will therefore reinforce the value of the current process with all Quality Councils. Accordingly, the parties agreed that they will therefore create awareness materials for distribution to all UAW-GM Quality Councils. The purpose of such materials will be to encourage full awareness and participation of our employees, supervisors, committeepersons, and Quality Network representatives in this critical aspect of the continuous improvement of products and services. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 142 REGIONAL INTERLINE FACILITIES (RIF’s) 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 at length the functions historically performed by UAW bargaining unit personnel at GMSPO and the purpose and functions performed at carrier terminals known as Regional Interline Facilities (RIF’s). During these discussions, it was explained that the RIF’s (also known as Carrier Interline Facilities or CIF’s) are transportation hubs, or terminals, which are owned and/or operated by transportation companies and were initially designed to facilitate the timely and cost effective movement of SPO freight between SPO parts distribution operations and SPO distribution partners. In the discussions regarding this subject, the Parties recognized that trucking terminal functions at the RIF’s is work properly belonging to the operators of those facilities. However, traditional SPO warehousing functions performed at the RIF’s is work that normally and historically falls within the UAW bargaining unit. Examples of such functions include, but are not limited to, the following: “Pearl diving” Consolidation of cages and totes in and out of storage The consolidation and banding of cores Accordingly, in full and final settlement of all open issues and grievances regarding this subject across the division, Management agrees to assign an appropriate number of UAW represented SPO employees to the RIF’s to perform the warehousing functions described above. Management will implement the terms of this understanding within a twelve (12) month period following the ratification of the National Agreement. In this regard, however, the Parties recognize that the RIF’s vary in size, configuration, volume of throughput, employment, Union affiliation, and functions currently and planned to be performed at those terminals. As such, Management agrees that an update on the progress of implementation will be provided to the UAW International Servicing Representative for SPO at three (3), six (6), and nine (9) month intervals and specific plans discussed for the resolution of open implementation issues. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 143 IMPLEMENTATION OF PARAGRAPH (76A) 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 had lengthy discussions regarding the implementation of Paragraph (76A) of the National Agreement. The Union asserted that Management was repeatedly suspending employees without providing them with the opportunity to answer the charges that gave rise to the situation for which discipline was being considered. Management responded that the intent of Paragraph (76a) was to provide for this opportunity except in those cases where the employee being interviewed were either unavailable or incapable (physically or emotionally) to effectively respond to the charges. The parties also recognize that more than one interview pursuant to Paragraph (76a) may be appropriate where additional facts or information has been discovered. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 144 TEMPORARY 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 National negotiations, the issue of temporary employees was discussed at length between the Parties. The Union raised its concerns regarding abuses at many locations in connection with the use of temporary employees. This letter confirms our discussions related to employees hired as temporary. In the event hat a plant hires temporary employees without National Parties approval in accordance with Appendix A, Section VII, or in the event that a plant retains temporary employees past the approved period, such employees will become seniority employees. Temporary employees who become seniority employees under this provision will be given credit for time worked as a temporary. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 145 PROCESSING OF GRIEVANCES 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 Union cited several instances where Management delayed in providing information requested by the Union during the processing of a grievance. In response, Management assured the Union that they fully support the principle of full disclosure. The principle of full disclosure is been discussed in several Umpire decisions dating back to 1941. Management fully supports the principles outlined in those decisions. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 146 WAGE PROGRESSION 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 Union expressed concern about the application of Paragraph (98) wage progression to certain employees returning to non-skilled classifications. This will confirm our understanding that a seniority employee who did not complete wage progression to the full base rate of the job classification pursuant to the provisions of Paragraph (98) and Entered into the apprenticeship program but returned to a non-skilled classification before completing said apprenticeship shall be given credit for non-skilled wage progression purposes for the weeks worked while in the apprenticeship program, or Accepted and worked a temporary salaried assignment and returned to an hourly non-skilled classification shall be given credit for non-skilled wage progression purposes for the weeks worked as a temporary salaried employee. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 147 Payroll Related Matters 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 payroll related matters. In resolution of these payroll related matters, the Corporation agreed to implement the following: At those facilities where the Local Union so requests, employees who are scheduled to work on a payday during (i) the Christmas Holiday period or (ii) a model changeover, or (iii) vacation shutdown will receive their paycheck in the work place during such period, except for employees who receive their regular pay by Electronic Funds Transfer (EFT). In order to provide sufficient time for the processing and handling of these checks, the local Payroll Department must receive a list of such employees from that plant’s management no later than the last scheduled workday prior to the Christmas Holiday Period or such model changeovers. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations
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