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MAIN INDEX Doc. No. 31 EQUAL APPLICATION COMMITTEES -- NATIONAL AND LOCAL 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, General Motors and the International Union, UAW reaffirmed the matter of the Corporation's letter of November 19, 1973, regarding the National and Local Equal Application Committees. In line with that letter, the Parties have agreed to the following: For many years the Corporation and your Union, in their respective fields, have been leaders in adopting and effectuating policies against discrimination because of age, race, color, sex, religion, national origin, disability or sexual orientation, and sexual harassment and to this end the parties have expressly incorporated Paragraph (6a) in their National Agreement that both insures adherence to that principle in all aspects of employment at General Motors and provides the contractual grievance and arbitration procedure for the resolution of alleged violations of that principle. The parties recognize the desirability of increased communication and cooperative effort on this subject (1) to encourage employees and grievance representatives to use the grievance and arbitration procedure as the exclusive method for prompt resolution of all claims of violations of Paragraph (6a), (2) to determine the cause of such claims in order to reduce the probability of these claims arising or recurring, and (3) to maintain liaison with appropriate federal and state civil rights agencies for the following purposes: (a) to increase understanding, (b) to promote and encourage the use of the grievance and arbitration procedure in order to avoid multiplicity of litigation in many forums simultaneously which is frequently time consuming, contradictory and hence, nonproductive to relieving employee problems, (c) to seek solutions to mutual problems, (d) to relieve tensions in this area, and (e) to exchange information, expertise and advice, (4) to provide and monitor jointly approved diversity training modules. Accordingly, the parties agree to establish within thirty (30) days of the ratification of the National Agreement dated today a National Equal Application Committee and Local Plant Equal Application Committees. The National Equal Application Committee will be composed of three (3) representatives of the International Union, one of whom will be a member of the International Union's Civil Rights Committee, or a designee, and three (3) representatives of the Corporation, one of whom will be active in the Corporation's equal employment opportunity programs. The National Committee will meet quarterly or more frequently if mutually deemed desirable or necessary and its functions shall be the following: a. Review and discuss ways and means of encouraging employees and grievance representatives to use the grievance and arbitration procedure as the exclusive method to resolve claims of violations of Paragraph (6a). b. Conduct or arrange for investigations and/or studies into the cause of equal employment opportunity and discrimination problems and tensions in an attempt to prevent such problems from arising or recurring. c. Maintain liaison with appropriate federal and state agencies for purposes set forth in the second paragraph of this letter. d. Review and discuss ways and means of implementing General Motors policy regarding employment of the individuals with disabilities set forth in the letter from Gary L. Cowger to the International Union. Advise and counsel Local Plant Equal Application Committees. f. Review and jointly develop the necessary tools that would allow the parties to monitor and evaluate UAW-GM diversity initiatives. At each plant or facility that the National Agreement covers, a Local Plant Equal Application Committee will be established consisting of three (3) representatives of the Local Union and two (2) representatives of Management. The three (3) representatives of the Local Union shall consist of the Chairperson of the Shop Committee, the Chairperson of the Civil Rights Committee of the Local Union and the Local President. The two (2) representatives of Management shall be the Plant Manager, or a designated representative, and a member of Management at the plant active in the Corporation's equal employment opportunity program. Local Plant Equal Application Committees will meet on a scheduled quarterly basis, and shall have the following duties: a. Recommend to the National Committee ways and means of promoting use of the grievance procedure as the exclusive method for resolving claims of violations of Paragraph (6a). b. Suggest guidelines for Union and company representatives active in the grievance procedure in the proper and prompt handling of grievances alleging such claims. c. Recommend to the National Committee means for determining the cause of equal employment opportunity and discrimination problems and tensions in the plant. Where the Chairperson of the Civil Rights Committee of the Local Union is an employee of the plant wages will be paid for time spent attending the quarterly meetings. Copies of the minutes from these meetings will be made available to the Union. In addition, the Chairperson will be permitted to leave work up to four (4) hours per week during straight time hours to conduct in-plant investigations of written grievances alleging a violation of Paragraph (6a) of the National Agreement. The parties continue to recognize their legal and moral responsibility for assuring that all General Motors employees have equal employment opportunities and freedom from discrimination as set forth in Paragraph (6a) of the National Agreement. Consequently, the function of the National Equal Application Committee and Local Plant Equal Application Committees shall be advisory, consultative and cooperative. While the Corporation and the Union will welcome the recommendations the Committees may make, the Committees may not commit either party to a specific course of action. However, the Union agrees that it will encourage its members to utilize the grievance and arbitration procedure as the means of resolving claims or complaints against the Corporation which allege a violation of Paragraph (6a). Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See App. H] [See Doc. 30, 32, 33, 99] Doc. No. 32 GM POLICY REGARDING EMPLOYMENT 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: The following is the text of the written and published policy of General Motors Corporation regarding employment of individuals with disabilities: "The policy of the Corporation is to make reasonable accommodation to the limitations of qualified individuals with disabilities and to extend employment opportunities to such persons taking into account the needs of the business and financial cost and expenses. "Hiring and employment practices and procedures implementing this policy are the responsibility of the employing units. However, these practices, procedures and decisions are to be, at all times, in conformity with the Corporation policy regarding employment of individuals with disabilities." Consistent with the foregoing policy, the requirements of Section 503 of the Rehabilitation Act of 1973 and the Americans with Disability Act and the rules and regulations promulgated thereunder, General Motors represents that it will affirmatively act to employ, advance in employment and otherwise treat qualified individuals with disabilities without discrimination based upon their physical or mental disability in all employment practices. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (6a)] [See Doc. 30, 31, 33, 99, 107] Doc. No. 33 GM POLICY REGARDING EMPLOYMENT OF DISABLED VETERANS AND VETERANS OF THE VIETNAM ERA 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: The following is the text of the written and published policy of General Motors Corporation regarding employment of Disabled Veterans and Veterans of the Vietnam era: "The policy of the Corporation is to make reasonable accommodation to the limitations of qualified Disabled Veterans and to extend employment opportunities to Disabled Veterans and Veterans of the Vietnam era taking into account the needs of the business and financial cost and expense. "Hiring and employment practices and procedures implementing this policy are the responsibility of the employing units. However, these practices, procedures and decisions are to be, at all times, in conformity with the Corporation policy regarding employment of the Disabled Veterans and Veterans of the Vietnam Era." Consistent with the foregoing policy, the requirements of the Vietnam Era Veterans Readjustment Assistance Act of 1974 and the rules and regulations promulgated thereunder, General Motors represents that it will take affirmative action to employ, advance in employment and otherwise treat qualified disabled veterans and veterans of the Vietnam era without discrimination based upon their physical or mental handicap in all employment practices. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (6a)] [See Doc. 30, 31, 32, 99] Doc. No. 34 REVIEW PERSONNEL RECORDS 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 the rights of employees working outside the State of Michigan to review their personnel records. The right of employees to inspect their own personnel files was afforded employees in Michigan in accordance with the 1978 Michigan Employee Right to Know Act. This will confirm that the right to review individual personnel records, established by the above-mentioned Michigan law, will be extended as a matter of policy to General Motors employees throughout the United States. Very truly yours, GENERAL MOTORS CORPORATION Gary L. Cowger Group Vice President - Labor Relations [See Par. (76b)] Doc. No. 35 GM SERVICE PARTS OPERATIONS -- TANDEM SYSTEM 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: GM Service Parts Operations - Tandem System During the current negotiations, the Union expressed concern that the installation of an upgraded computer system in conjunction with the mechanization of the "Tandem System" would be used to establish work standards and gather data for purposes of disciplinary action. It was pointed out that the use of the upgraded computer equipment is to facilitate order consolidation, mechanize the recording of material movements and accomplish more efficient direction of warehouse functions. The information accumulated and generated by this equipment will not be used to establish production standards or to initiate or support disciplinary action. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 36 PAID EDUCATIONAL LEAVE 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 term of the 1984 Agreement, the parties developed a National Paid Educational Leave (PEL) Program which provided selected employees with a unique educational opportunity to enhance their knowledge of the automobile industry. Sponsored candidates are approved in advance by the UAW-GM Center for Human Resources. Expenses and lost time for participants in the program are provided from National Joint Training Funds. The jointly developed and administered PEL Program utilizes industry experts, university analysts and political officials to examine and discuss the economic, technological, and political forces influencing the future of the world-wide automobile industry. This innovative, jointly administered labor-management program has been enthusiastically received by attendees, and UAW and Corporation officials. Academicians, Governmental representatives, writers for world-wide news and trades publications have examined the program and view it as a positive step forward in the industrial relations process. A local version of the PEL Program has also been jointly developed and is currently operating at numerous locations. During these negotiations, the Parties reconfirmed their support of the National and Local PEL Programs and agreed, under the direction of the Executive Board -- Joint Activities, to continue to explore methods of updating such information and sharing it with a broader range of General Motors employees including appropriate management representatives, and make jointly agreed upon modifications on an ongoing basis. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (113)]
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