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MAIN INDEX Doc. No. 61 APPRENTICE COMMITTEE MEMBERS - MANAGEMENT EXPERTISE 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 1990 Negotiations, the Union expressed concern that in some instances the Management members of the Local Apprentice Committee did not possess sufficient skilled trades knowledge or experience to adequately discuss Apprentice training concerns. The Corporation advised the Union that most Local Apprentice Committees contain a Management member who has skilled trades experience. At those facilities where such is not the case, plant Personnel Directors will be advised of the desirability of providing such a resource. Problems in this regard may be brought to the attention of the plant Personnel Director by the Local Union for review and correction, as necessary. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (124), (127)(g)] Doc. No. 62 APPRENTICE TESTING AND THE LOCAL APPRENTICE COMMITTEE Inter-Organization GENERAL MOTORS CORPORATION Date: September 28, 1999 Subject: Apprentice Testing and The Local Apprentice Committee To: All Personnel Directors, Plants Covered by the GM-UAW National Agreement During the current negotiations, the Corporation agreed that the Union members of the Local Apprentice Committee would be informed of Local Management's Apprentice testing procedure. In this regard, the Union members of the Local Apprentice Committee are to be advised of the location, date and time that Apprentice selection tests are to be administered. Where tests are given on a regularly scheduled basis, the Union members should be advised of this schedule. In addition, and as soon as is practicable, a meeting should be arranged with the Union members of the Local Apprentice Committee, in which the Union members are to be informed of the procedures followed in administering the Apprentice tests. In this regard, the Management representative should explain each of the tests and the instructions given when the tests are administered. Further, a Union member of the Local Apprentice Committee may sit in on testing sessions. In areas where consolidated testing is conducted, one Union representative, who is a member of a Local Apprentice Committee, may sit in on testing sessions. Gary L. Cowger Group Vice President - Labor Relations [See Par. (127)(d)(1)] Doc. No. 63 JOB SECURITY - APPRENTICE TRAINING AND JOURNEYMAN/WOMAN DEVELOPMENT 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: Job Security - Apprentice Training and Journeyman/woman Development During these negotiations, the Union and the Company acknowledged that skilled trades personnel provide vital support to operations, and that there is a direct relationship between the effectiveness of skilled trades personnel and the success and viability of the operations they serve. Establishing new levels of competence within the apprenticeable trades through training and retraining will permit the Union and the Corporation to pursue the critical objective of continuous improvement in quality, flexibility, operational effectiveness and, in turn, enhance job security. Consistent with these discussions and in response to current skilled trades demographics, potential future retirements, and attrition, the Corporation has agreed to continue to place primary reliance on the GM-UAW Apprentice Program as the training source for future skilled tradesmen/women. Exceptions to this must be approved by the GM-UAW Skilled Trades and Apprentice Committee. Integral to this job security-related commitment would be actions to enhance the flexibility of both future apprentice graduates and current journeymen/women. With regard to the expansion of the Apprentice Program, GM intends to continue to indenture apprentices Corporation-wide in the basic apprenticeable trades. These additional apprentices will be added during the term of the 1999 National Agreement provided that qualified candidates can be found who meet all the selection criteria and affirmative action goals can be met. While the placement of apprentices will depend on a variety of business condition factors such as attrition, technological changes business sector performance, future product plans and product allocation, the general economy, and sales and market trends, General Motors intends to pursue the objective to indenture (2,250) apprentices during the term of the 1999 National Agreement, and will make a good faith effort to increase the aggregate to (2,800). Requests for apprentices, the rate of placement, and forecasted requirements will continue to be reviewed by the National Parties consistent with other understandings regarding skilled trades job security. It is understood that in cases where the above goals cannot be met, or there is an immediate need for Journeymen/women skills at a particular location, it may be necessary to hire Journeymen/women in place of the apprentices agreed upon in this letter. In that case, the Corporation will inform the International Union of the number of Journeymen/women hired and the reasons. Also, in these discussions the parties reviewed the need to give priority consideration to the placement of laid off skilled tradesmen/women (Journeymen/women, E.I.T.S., E.I.T.'s, Apprentices) as well as those currently assigned to Protected Status. Furthermore, where changes in the type of operation, volume, product life cycle, or other reasons, have caused an excess number of Journeymen/women in a particular Skilled Trade and placement in their trade is not possible, the parties will pursue, where feasible and practical, the retraining of Journeymen/women to qualify them in another Skilled Trade in either their home plant or another GM facility, consistent with established Employee Placement Procedures. Such retraining could be done within or outside the GM-UAW Apprenticeship Program. In any event, any such retraining programs must be approved by the GM-UAW Skilled Trades and Apprentice Committee. It is anticipated that progress in the goals set forth in this letter will be reviewed periodically in regular meetings of the GM-UAW Skilled Trades and Apprentice Committee. Progress will be reported annually to the Director of the GM Department of the UAW and the Group Vice President - Labor Relations for General Motors, for review and adjustment where necessary. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (127)(d)(1), (127)(d)(2), (130)] [See Par. (131), (152)] Doc. No. 64 APPRENTICE WORK ASSIGNMENTS Inter-Organization GENERAL MOTORS CORPORATION Date: September 28, 1999 Subject: Apprentice Work Assignments To: All Personnel Directors, Plants Covered by the GM-UAW National Agreement During the current negotiations, the Union raised the question of apprentices being assigned to work alone. The parties agreed that good judgment and a rule of reason should be used when making these assignments. As a result of these discussions it was concluded that, consistent with existing training methods and facilities in the plant, apprentices should not be assigned to perform work without a journeyman/woman being present unless the apprentice has been trained to do the job; has been instructed in the proper safety procedures; and is considered competent to perform the assignment. Experienced journeymen/women will generally be available to assist the apprentice in many of the normal floor assignments until that level of competence has been reached. This will not change or restrict any mutually satisfactory local practices. Problems in this regard are a matter for review by the GM-UAW Skilled Trades and Apprentice Committee. Gary L. Cowger Group Vice President - Labor Relations [See Par. (122)h] Doc. No. 65 RELATED TRAINING BONUS 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 the understanding reached during the current negotiations that within a reasonable period after a laid off apprentice, Employee-In-Training or Employee-In-Training-Seniority has been recalled to work at any General Motors Plant, such employee will be paid an incentive bonus in recognition of satisfactory completion of any related training courses, required pursuant to Paragraphs (145) and (180), in which the employee was enrolled at the time of layoff. In the event the employee is not recalled within a reasonable period of time, such employee may apply to the home plant for the related training bonus. In addition, with prior Management approval and arrangements with the school, apprentices whom Management anticipates recalling to the apprentice classification prior to the expiration of the school term may be enrolled for one term and become eligible for an incentive bonus on the same basis. This incentive bonus will amount to a figure to be arrived at by multiplying the number of class hours in each course times the employee's straight-time hourly rate less the amount, if any, paid to the employee for such related training prior to layoff. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (140a), (140b), (146), (180)(d)] Doc. No. 66 LAYOFFS -- APPRENTICES AND EMPLOYEES-IN-TRAINING 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 a problem encountered at some plant locations where employees-in-training and apprentices are in training to become journeymen/women in the same skilled trades classification and there is either a need for a reduction or increase in the number of such employees in a skilled trades classification. The parties recognize the desirability of providing opportunities and training for employees through both the GM-UAW Standard Apprentice Program and the Employee-In-Training Program consistent with the needs of the business. To preserve the continuity of the Apprentice Program, which has generally been viewed as the long run source of skilled trades personnel in the apprenticeable classifications, the parties have negotiated appropriate provisions in the National Agreement to avoid unnecessary interruptions of the program. The Employee-In-Training Program is equally necessary and has been continued by the parties to supplement the journeyman/woman work force at times of increased work load and during shortages of skilled trades personnel. Importantly, the Employee-In-Training Program also provides opportunities for persons to upgrade their skills and provisions have been negotiated enabling employees-in-training to continue their training and achieve journeyman/woman status. Employees-in-training may be reduced due to a reduction in force or displaced by a journeyman/woman in accordance with Paragraph (174) or by an employee-in-training-seniority in accordance with Paragraph (175). Apprentices may be reduced due to a reduction in force or displaced by journeymen/women in accordance with Paragraph (140a). In addition, Paragraph (140b) provides that in the event of a drastic reduction in the level of work resulting in a heavy reduction in the skilled trades work force, additional apprentices may be reduced pursuant to a mutually acceptable layoff and recall plan agreed upon by the local parties. Likewise, temporary layoff situations are governed by locally negotiated provisions pursuant to Paragraph (177). Except for those situations covered by National Agreement provisions, the following procedure will apply to the reduction of employees-in-training and/or apprentices when neither journeymen/women nor employees-in-training-seniority are reduced from the classification: · Employees-in-training who have accumulated less than (2) years credited work experience in the classification in that plant will be reduced before any apprentice is reduced; · Employees-in-training who have accumulated (2) or more years of credited work experience in the classification in that plant will not be reduced before all apprentices who have not completed (4) periods of the shop training schedule have been reduced from that classification; · All employees-in-training in the classification will be reduced before any apprentice who has completed (4) periods of the shop training schedule is reduced. The completion of (4) periods of the shop training schedule for apprentices and the credited work experience in the classification in that plant for employees-in-training for purposes of this procedure shall be based on a calculation made as of the last Monday of the month preceding the month during which such a reduction occurs. Similar consideration is to occur when there is a need to recall a number of employees to a classification where there are both employees-in-training and apprentices reduced from the classification. Any complaints regarding the application of this procedure in any plant may be taken up with Local Management of that plant by the Local Shop Committee and if not resolved may be reviewed by the GM-UAW Skilled Trades and Apprentice Committee. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (122), (138), (161), (175)] Doc. No. 67 CONVERSION TO METRIC 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: During the current negotiations the parties discussed the subject of conversion to the metric system and its effect on certain employee owned tools. During these discussions the Corporation indicated its intention to make available during the transition period necessary metric tools and calibrated measuring instruments to skilled trades employees when required in the performance of their work. Such tools will be available in the tool cribs and charged out to skilled trades employees when they have need for them. This policy does not preclude the use of conversion tables or any other alternate means of changing to the metric system in place of utilizing such tools or calibrated measuring instruments, nor does it alter the present requirement that skilled trades employees provide their own tools necessary to perform their duties, except as provided in the second paragraph hereof. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 68 ADMINISTRATION OF PARAGRAPH (178) Inter-Organization GENERAL MOTORS CORPORATION Date: September 28, 1999 Subject: Administration of Paragraph (178) To: All Personnel Directors, Plants Covered by the GM-UAW National Agreement During the current negotiations the Union complained about improper administration of Paragraph (178) by local managements. These complaints centered around the hiring of skilled trades employees as journeymen/women without sufficient checking by local Management of the documents presented by the applicants to assure they qualify for such status in accordance with the provisions of Paragraph (178). They also complained that in some instances Management shifted the blame to the Union when such an employee had to be released because, upon further investigation, the information upon which Management relied to hire the individual did not meet the criteria of Paragraph (178). In response to these complaints the Corporation stated it would inform local managements that when proof of journeyman/woman status is not clearly established, such documentation will be furnished to the Chairperson of the Shop Committee and the matter will be thoroughly investigated before an employee is hired. In this regard, it was observed that establishment of such proof of status is often expedited when the applicant is a laid off bona fide UAW journeyman/woman. Additionally, the Corporation assured the Union that any explanation concerning the reasons a newly hired journeyman/woman employee must be terminated because of failure to meet the requirements of Paragraph (178) is to be based on those factual reasons and not on the fact that the Local Union may have questioned the matter. The parties mutually agreed that both the local Management and the local Union must exercise fair but sound judgment when considering matters relative to Paragraph (178). Gary L. Cowger Group Vice President - Labor Relations Doc. No. 69 PARAGRAPH (63)(a) STATE LABOR PROTECTIVE LAWS 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: As a part of current negotiations, General Motors informed the International Union, UAW that Mr. George B. Morris, Jr.'s letter of November 22, 1976, concerning State Protective Laws and Their Impact on the Application of Paragraph (63)(a) would again be published. The text of that letter is as follows: "This is to confirm our mutual understanding reached during 1976 negotiations with respect to the application of Paragraph (63)(a) of the National Agreement. "When a promotion is contemplated pursuant to Paragraph (63)(a) of the National Agreement and there are female employes in the group for consideration for the promotion who, prior to May, 1970, could not obtain experience in the classification to which the promotion is contemplated by reason of the Corporation's interpretation of state protective laws, such lack of experience will not be considered in evaluating the relative ability, merit, and capacity of such females in comparison with other employes in the group provided such female employes are otherwise capable of performing the job. It is further understood individual seniority rights will not be breached as a result of application of the above." Very truly yours, Gary L. Cowger Group Vice President - Labor Relations Doc. No. 70 TRANSFERS AND PROMOTIONS -- LOCAL SUSPENSION OF PROVISIONS 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, General Motors and the International Union, UAW discussed the problem of the negative impact on product quality and customer satisfaction resulting from the movement of people through transfers, promotions and shift changes during critical periods in plant operations. Accordingly, this letter is to confirm the agreement reached that the local parties are strongly encouraged to mutually agree on the suspension of the application of the National Agreement and local agreement provisions relating to transfers, promotions and shift changes, all or in part, during periods of model buildout, model startup, plant rearrangement, major line speed change, product change, addition or elimination of a shift, or other mutually recognized problem period. Further, such local agreements shall be reduced to writing and signed by the local parties. If there exist instances wherein mutual agreement cannot be reached by the local parties, such instances may be referred to the National parties for review and disposition. Very truly yours, Gary L. Cowger Group Vice President - Labor Relations [See Par. (59), (63)]
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