UAW‑GM AGREEMENT

 

September 21, 1984

(Effective October 15, 1984)

 

APPLICATIONS

AND

INTERPRETATIONS

 

 

 

 

 

 

 

 

Donald F. Ephlin

VICE PRESIDENT

DIRECTOR

UAW GENERAL MOTORS DEPARTMENT

 

 

 

 

 

 

 

UAW GENERAL MOTORS DEPARTMENT STAFF

 

 

 

Donald F. Ephlin ‑ Vice President

 

Robert L. Walker ‑ Administrative Assistant

James H. Lain ‑ Administrative Assistant

James B. Wagner ‑ Assistant Director

 

John Barbara ................................................................................................................ Umpire Staff

David Beier ........................................................................................... Administrator‑Benefit Plans

Charles Best ................................................................................................................ Service Staff

George Brodeur .................................................................................................. Benefit Plans Staff

Lester Bryan ................................................................................................................. Service Staff

Leo Butnari ................................................................................................................... Service Staff

Rufus Coleman ........................................................................................................... Training Staff

Donald Davis Assistant Director.......................................................................................... Training

Dwight Farr .................................................................................................................. Service Staff

Earl Farrell ....................................................................................................... Attendance Program

Moses Green ................................................................................................................ Service Staff

Cecil Hampton ............................................................................................................. Service Staff

Larry Hartman .............................................................................................................. Service Staff

Richard Hoalcraft ......................................................................................................... Service Staff

James Jackson ............................................................................................................ Service Staff

O. E. 'Bud' Lawley ........................................................................................................ Umpire Staff

Richard Lyons ............................................................................................................. Training Staff

Joseph Malotke .......................................................................................................... Saturn Project

George Mapes .............................................................................................................. Service Staff

Leon Matthews ............................................................................................................. Service Staff

C. 'Bud' Miller ...................................................................................................... Benefit Plans Staff

Ted Miller .............................................................................................. Coordinator‑QWL and H&S

James Morgan .............................................................................................................. Umpire Staff

N. 'Buck' Orvig ............................................................................................................. Service Staff

Linda Patton ........................................................................................................ Benefit Plans Staff

Peggy Person ....................................................................................... Coordinator‑National JOBS

Cal Rapson .................................................................................................................. Service Staff

Robert Rowe .... ..................................................................................... Administrator‑Umpire Staff

Ella Mae Schultz ................................................................................................. Benefit Plans Staff

William Smith ...................................................................................................... Tuition Assistance

Henderson Slaughter .................................................................................................... Umpire Staff

Joseph Spring .............................................................................................................. Service Staff

Larry Stevens ............................................................................................................... Service Staff

James Westness ......................................................................................................... Service Staff

James Wheatley ...................................................................................................... JOBS Program

Edward Yonan .............................................................................................................. Service Staff

Bruce DeCastro (On Assignment from Research Department)............ Growth & Opportunity Committee

 

 

 

 

 

 

 

 

 

 

                                                                                                                                                  Page

 

Paragraph (18) ............................................................................................................................. 7

 

Paragraph (19e)............................................................................................................................ 8

 

Paragraph (43b) (1)...................................................................................................................... 9

 

Paragraph (49)............................................................................................................................ 10

 

Paragraph (56)............................................................................................................................ 11

 

Paragraph (57)............................................................................................................................ 12

 

Paragraph (64) (e)...................................................................................................................... 13

 

Paragraph (74a).......................................................................................................................... 14

 

Paragraph (76a).......................................................................................................................... 15

 

Paragraph (87) (6) ..................................................................................................................... 16

 

Paragraph (96a) (2)................................................................................................................... 17

 

Paragraph (98)........................................................................................................................... 18

 

Paragraph (98a).......................................................................................................................... 19

 

Paragraph (98b)......................................................................................................................... 20

 

Paragraph (190) (a)................................................................................................................... 21

 

Paragraph (202).......................................................................................................................... 22

 

Paragraph (202b) ....................................................................................................................... 23

 

Paragraph (203)......................................................................................................................... 25

 

Paragraph (218).......................................................................................................................... 29

 

Appendix D‑1 ‑Application of

Corporate Seniority .................................................................................................................... 30

 

Excerpt from Minutes ‑ Bereavement Pay ................................................................................ 32

 

Excerpt from Minutes ‑ Paragraph (64)(e)

Vacation and PAA Computation ................................................................................................ 33

 

Index Page 2

                                                                                                                                                 Page

 

Document 19 ‑ Paycheck Privacy ............................................................................................. 35

 

Document 21 ‑ Employment Policies and

Procedures (Area Hire).............................................................................................................. 37

 

Document 28 ‑ Extended Preferential

Employment Opportunities ........................................................................................................ 40

 

Document 73 ‑ Union Work Centers ......................................................................................... 44

 

Document 77 ‑ Local Union Presidents .................................................................................... 45

 

Document 93 ‑ Sourcing ........................................................................................................... 49

 

New ‑ Sourcing, Engines and Transmissions ........................................................................... 53

 

New ‑ Temporary Openings ...................................................................................................... 54

 

New ‑ Temporary Openings ‑ Paragraph (64)(e) ...................................................................... 55

 

New ‑ Alternates Functioning ..................................................................................................... 56

 

New ‑ Cooling Off Period ........................................................................................................... 58

 

New ‑ Wage Agreement ‑ Assembly Plants .............................................................................. 59

 

New ‑ Redistricting .................................................................................................................... 61

 

New ‑ Modification to Paragraph (69) ........................................................................................ 62

 

New ‑ Loss of Seniority ‑ Notification ......................................................................................... 65

 

Revised ‑ Employe New Vehicle Purchase Program................................................................ 69

 

SKILLED TRADES

Contract Settlement Agreement –

 

Conciliation Agreement............................................................................................................... 74

 

Attachment B (Statement on Technological Progress)............................................................. 76

 

Paragraph (122).......................................................................................................................... 77

 

Paragraph (127)(a)(b)................................................................................................................. 78

 

Paragraph (127)(d)(1)................................................................................................................ 79

 

Index Page 3

 

                                                                                                                                                 Page

 

Paragraph (137)(b).................................................................................................................... 80

 

Paragraph (137)(c).................................................................................................................... 81

 

Paragraph (140b)....................................................................................................................... 82

 

Paragraph (143)......................................................................................................................... 83

 

Paragraph (151)......................................................................................................................... 84

 

Paragraph (163)......................................................................................................................... 85

 

Paragraph (164)......................................................................................................................... 86

 

Paragraph (171)......................................................................................................................... 87

 

Document No. 58 - Subcontracting –

Implementation of Paragraph (183)(d)....................................................................................... 89

 

Document No. 59 - Advance Discussion -

Die Construction Programs........................................................................................................ 90

 

Document No. 60 - Pre-Apprentice Training.............................................................................. 95

 

Document No. 65 - Related Training Bonus.............................................................................. 96

 

Document No. 66 - Layoffs - Apprentices and

Employes-In-Training.................................................................................................................. 98

 

Document No. 68 - Administration of

Paragraph (178)........................................................................................................................ 104

 

New - Apprentice Placement - Closed Plants

or Discontinued Programs....................................................................................................... 106

 

New - G.E.D. High School Equivalency Test........................................................................... 109

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

(43b)(1)           Any grievance involving a dispute regarding an employe's job assignment which has resulted in a loss of work (except as provided in (a) below), or a refusal of Management to return an employe to work from sick leave of absence by reason of the medical findings of a physician or physicians acting for the Corporation, will be initiated at the Second Step, if such findings are in conflict with the findings of the employe's personal physician with respect to whether the employe is able to do a job to which he is entitled in line with his seniority or do the disputed job assignment as the case may be. Failing to resolve the question, the parties may refer the employe to a local clinic or physician mutually agreed upon for an impartial medical opinion as to whether the employe is or is not able to do a job to which he is entitled in line with his seniority or do the disputed job assignment as the case may be. If Management and the Union are unable to agree on any aspect of the referral to a clinic or physician, the case may be appealed as provided in the grievance procedure. Without adding to or modifying any other provisions of this Agreement or any of its Supplements, where an Impartial Medical Opinion (IMO) Program is in effect in a plant the medical authority(s) approved for such program will may be the "local clinic or independent physician" provided for above. The expense of any mutually agreed to physical examination(s) in accordance with the above provisions of this Paragraph (43b) shall be paid one half by the Corporation and one half by the Local Union.

 

 

 

(48a) (49) Deductions from an employe's wages to recover over‑payment made in error will not be made unless the employe is notified prior to the end of the month following the month in which the check (or payroll order) in question was delivered to the employe.

 

 

 

 

 

 

SENIORITY

 

Acquiring Seniority

 

(56)            Employes shall be regarded as temporary employes until their names have been placed on the seniority list. There shall be no responsibility for the reemployment of temporary employes if they are laid off or discharged during this period. However, any claim by a temporary employe hired pursuant to Appendix A, with unbroken seniority at any other General Motors plant covered by this Agreement, rehired pursuant to Paragraph (64)(e),  or any claim by any other temporary employe made after 30 days of employment, that his layoff or discharge is not for cause may be taken up as a grievance.

 

 

 

 

 

(57)      Employes may acquire seniority by working ninety days during a period of six continuous months in which event the employe's seniority will date back ninety days from the date seniority is acquired; provided, however, that employes hired pursuant to Appendix A with unbroken seniority at any other General Motors Plant covered by this Agreement or rehired pursuant to Paragraph (64)(e) may acquire seniority by working thirty days during a period of six continuous months in which event the employe's seniority will date back thirty days from the date seniority is acquired except as provided in Appendix D‑l. (See also Appendix D).

 

 

 

 

(64) CONTINUED

(e)             If the employe is laid off for a continuous period equal to the seniority he had acquired at the time of such layoff period or, in the case of an employe with less than (1) year of seniority, eighteen (18) months or, in the case of an employe with (1) or more years of seniority, (36) months whichever is longer; however, an employe under this has been the 1979 National Agreement shall, for a period of sixty (60) months beginning with the employe's last scheduled work day prior to his layoff, retain a right to be rehired in accordance with the seniority date the employe had acquired established at that plant as of such last day scheduled.  An employe who is rehired, or who has been rehired under the terms of the 1979 National Agreement and who reacquires seniority at the same plant, pursuant to Paragraph (57), within sixty (60) months immediately following the last day worked prior to the layoff during which his seniority was broken by virtue of this Paragraph (64) (e) or by virtue of Paragraph (64)(e) of the 1979 National agreement, shall have his new seniority date adjusted by adding an amount equal to the seniority he had acquired at that plant as of such last day worked.

 

For the purpose of computing the period for breaking seniority only, the first day of that period will be the next otherwise regularly scheduled work day after layoff. In the case where the next otherwise regularly scheduled work day is a Monday holiday as listed in Paragraph (203) or the employe's scheduled Paid Personal Holiday, that Monday will be considered the first day of that period.

 

 

 

 

 

(74a)             Within thirty (30) days after the ratification of this Agreement, and every six months thereafter [following the last day of each calendar February, May, August and November, during the term of this Agreement, the Corporation shall give to the International Union the names of all employes covered by this Agreement together with their addresses as they then appear on the records of the Corporation. The International Union shall receive and retain such information in confidence and shall disclose it only to those officials of the Union whose duties require them to have such information.

 

 

 

 

(76a)          When a suspension, layoff or discharge of an employe is contemplated, the employe, where circumstances permit, will be offered an interview to allow him to answer the charges involved in the situation for which such discipline is being considered before he is required to leave the plant. An employe who, for the purpose of being interviewed concerning discipline, is called to the plant, or removed from his work to the foreman's desk or to an office, or called to an office, will be advised that he may, if he so request the presence of his District Committeeman to represent him during such interview.

 

 

 

 

 

(87)

(6)              Such employes shall be paid an additional twenty cents (20¢) twenty-five cents (25¢) per hour for time worked, which shall be included in computing vacation pay allowance, paid absence allowance, holiday pay, bereavement pay, jury duty pay, short‑term military duty pay, overtime and night shift premium.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

(98)      New employes hired on or after the effective date of this Agreement, who do not hold a seniority date in any General Motors plant which predates such effective date and are not covered by the provisions of Paragraph (98b) below shall be hired at a rate equal to eighty‑five (85) percent of the maximum base rate of the job classification. Such employes shall receive an automatic increase to:

 

(1)        ninety (90) percent of the maximum base rate of the job classification at the expiration of one hundred and eighty (180) days.

 

(2)        ninety‑five (95) percent of the maximum base rate of the job classification at the expiration of three hundred and sixty‑five (365) days.

 

(3)        the maximum base rate of the job classification at the expiration of five hundred and forty‑five (545) days.

 

Such an employe who is laid off prior to having attained the maximum base rate of the job classification acquiring seniority and who is re-employed at that plant within one year from the last day worked prior to layoff in the case of an employe who had not previously acquired seniority, or within one year from the date that his seniority was broken pursuant to the provisions of Paragraph (64)(e), shall receive a rate upon re‑employment which has the same relative position to the maximum base rate of the job classification as had been attained by the employe prior to layoff. Upon such re‑employment, the credited rate progression period of the employe's prior period of employment at that plant shall be applied toward his rate progression to the maximum base rate of the job classification.

 

For the purpose of applying the provisions of this Paragraph (98),  (98a) and (98b) only, an employe will receive credit toward acquiring the maximum base rate of the job classification effective with the first day worked and will include the subsequent days of that pay period. Thereafter, such employe will receive credit for seven days for each pay period during which the employe works except that credit will not be given for any days the employe is on layoff. Credit will not be given for any pay period during which for any reason, the employe does not work except as provided in Paragraph (108) and in the case of the pay period in which the full week of the Christmas Holidays fall, provided the employe would otherwise have been scheduled to work. Each increase shall be effective at the beginning of the first pay period following the completion of the required number of days of employment.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EXPLANATION A laid off seniority employe with unbroken seniority at any GM plant will receive a rate upon rehire which has the same relative position to the maximum rate that he had attained prior to layoff. Also, such an employe continues to be covered by the rate progression provisions in effect during his prior GM employment and receives credit for the rate progression period attained at his former GM plant toward the maximum rate at his new plant.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

NEW PARAGRAPH

 

(190)(a)     Advance vacation pay allowance paid pursuant to Paragraph (202b)(2) will be calculated on the basis of the employe's rate of pay, plus attached night shift premium, not including overtime, as of the employe's last day worked in the week in which the employe makes application pursuant to Paragraph (202b)(2)(c) during the employes current vacation pay allowance eligibility year.

 

For employes compensated on group bonus or piece work, the advance vacation pay allowance shall be calculated at the employe's average hourly earned rate for the hours worked during the last pay period in which the employe worked prior to the date application is made pursuant to Paragraph (202b)(2)(c).

 

 

 

 

 

(202)    Irrespective of any employment or unemployment on the part of such employes, payment in lieu of vacation to which an employe is entitled pursuant to Paragraph (189a) and Paragraph (189b), less hours paid in advance pursuant to Paragraph (202b)(2) and payment of the unused portion, if any, of paid absence allowance credit in lieu of excused absence, to which an employe is entitled pursuant to Paragraph (192c), shall be made as soon as possible but not later than forty‑five (45) days after the employe's eligibility date, unless the employe elects in writing to take such payment at a later date, but in any event payment will be made not later than twelve (12) months after the employe's eligibility date.

 

 

 

 

 

Vacation Time Off Procedure

 

(202b) Management recognizes the desirability of providing vacation time off, up to the vacation pay allowance to which the employe's seniority would have entitled him on his last eligibility date prior to the requested time off, in a manner that preserves the maintenance of efficient operations while giving consideration to the desires of the employe.

 

(1) Management at each plant will establish a procedure whereby employes, in a period of not less than thirty (30) days in the first quarter of each calendar year, may make application in writing for vacation time off, indicating first, second and third choices. In the event more employes apply for time off than can be spared from the job at a given time, plant seniority will be the basis for resolving priority of applications for time off, except that applicants working on jobs which usually operate when the plant is shut down during such periods as model change, plant rearrangement or inventory will be given first consideration for time off during periods other than shut‑down period.

 

(2) An employe who has at least five (5) year’s seniority as of his last vacation pay eligibility date may apply for an advance vacation pay allowance of forty (40) hours. Such allowance will be calculated in accordance with Paragraph (190a) and will be paid in the pay period immediately preceding the approved vacation period provided:

 

(a)               the employe has an approved vacation time off application pursuant to Paragraph (202b)(1),

(b)               the employe has worked at least 26 pay periods in his eligibility year,

(c)               the employe makes application for the advance vacation payment allowance two weeks prior to the approved vacation time off period,

(d)               the employe takes the vacation time off, and

(e)               only one such advance vacation pay allowance will be paid during an employe’s eligibility year.

(3) Each employe will be given a written disposition of his request. Approved vacation time off will not thereafter be cancelled or changed without the mutual consent of Management and the employe.

 

(4) Recovery of the advance vacation pay allowance payment made to an employe who does not take the vacation time off or who does not have seniority as of his next eligibility date will be made pursuant to Paragraph (49).  Recovery of such overpayments may be made from any future payments payable under any term of this agreement or any Supplemental Agreement thereto.

 

 

 

 

 

Explanation on next page

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Holiday Pay Paragraph (203)

 

EXPLANATION

This paragraph provides for three additional holidays during the term of the 1984 National Agreement, as follows:

1.            July 5, 1985 ‑ Day after Independence Day

2.            March 31, 1986 ‑ Martin Luther Ring, Jr. Memorial Day ‑ (Monday following Easter)

3.            April 20, 1987 ‑ Martin Luther Ring, Jr. Memorial Day ‑ (Monday following Easter)

In addition, in the third year of the Agreement, Independence Day falls on Saturday, July 4, 1987. This holiday will be observed on Friday, July 3, 1987 and, for holiday pay calculation purposes, that day will be considered a holiday.

These holiday provisions afford the employes an extended weekend time off during these holiday periods.

 

 

 

(218)          An employe with one or more years seniority in any General Motors plant who is summoned and reports for jury duty (including coroner's juries), as prescribed by applicable law, or who reports for pre‑jury duty examination required by the court or administrative governmental agency, shall be paid by the Corporation an amount equal to the difference between the amount of wages (excluding night shift premium) the employe otherwise would have earned by working during straight‑time hours for the Corporation on that day and the daily jury duty fee paid by the court or agency (not including travel allowances or reimbursement of expenses), for the day on which he reports for pre‑jury duty examination, and for each day on which he reports for or performs jury duty and on which he otherwise would have been scheduled to work for the Corporation.

 

In order to receive payment, an employe must give local Management prior notice that he has been directed to report for pre‑jury duty examination or has been summoned for jury duty and must furnish satisfactory evidence that he reported for such examination or reported for or performed jury duty on the days for which he claims such payment. The provisions of this

Paragraph (218) are not applicable to an employe who, without being summoned, volunteers for jury duty.

 

 

 

 

 

APPENDIX D‑1

 

APPLICATION OF CORPORATE SENIORITY

 

1.                  Effective January 7, 1985, employes who are or who become permanently laid off from any plant covered by the National Agreement who retain unbroken seniority in any such plant on the date they acquire seniority in any other plant in accordance with Paragraph (57) of the Agreement, will have a seniority date established in that plant as follows:

A.                  Employes with seniority dates of January 7, 1985 or earlier will establish an adjusted plant seniority date of January 7, 1985.

B.                 When two (2) or more employes establish the same plant seniority date pursuant to Paragraph A above, the date established for each employe for vacation pay allowance and paid absence allowance credit under Paragraph (188) of the National Agreement will be used to determine seniority preference among such employes.

C.                 Employes with seniority dates subsequent to January 7, 1985 will establish that subsequent date as their plant seniority date.

D.                 Journeymen or E.I.T.S. employes with unbroken Skilled Trades seniority dates or dates of entry of January 7, 1985 or before, who are employed in the same or related Skilled Trades Classification, will establish a date of entry of January 7, 1985 in that classification.

E.                 When two or more journeymen or E.I.T.S. employes establish the same date of entry in the same classification and plant pursuant to Paragraph D above, each employe's longest unbroken seniority in that classification in any General Motors plant covered by the Agreement, will be used to determine seniority preference among such employes for all purposes applicable to that classification.

F.                  Journeymen or E.I.T.S. employes with unbroken skilled trades seniority dates or dates of entry subsequent to January 7, 1985 who are employed in the same or a related skilled trades classification, will establish that subsequent date as their date of entry in that classification.

2.                  The above provisions are not applicable to laid off apprentices who are employed in the apprentice program in another plant.

3.                  Employes who establish seniority in accordance with the above will not be subject to recall to any former plant if such opening is of a known temporary duration.

4.                  Employes covered by this Appendix who are placed in accordance with Document 28 of the National Agreement may not be subject to recall, hire or rehire at any General Motors plants, for a period of up to one(1) year or until permanently laid off under conditions which establish there is no reasonable likelihood of recall, whichever occurs first. It is understood that in the event such employes are needed for some additional period, the one (1) year period may be extended by mutual agreement between the Corporation and the International Union, UAW.

5.                  At the end of such period, employes who would otherwise have been recalled or rehired to a former location(s) may either remain at the current plant or return to such location. If an employe returns, the, local parties may make adjustments necessary to insure that the employe is neither advantaged nor disadvantaged by the above provisions. Local Managements have ninety (90) days following the date an employe elects to return to accomplish such adjustments.

6.                  Any problems relating to the implementation of the above procedure may be raised by either party and it is understood that necessary modifications required during the life of the National Agreement may be made by mutual agreement between the Corporation and the International Union.

 

 

 

BEREAVEMENT PAY

 

NEW

 

Excerpt From Minutes of

the Miscellaneous Payments Subcommittee

 

During current negotiations the Union cited a case under Paragraph (218b) where a member of an otherwise eligible employe's immediate family as defined in the Paragraph, died and the body was cremated.

 

The Corporation assured the Union that in such a case, when a bona fide memorial service is held at the funeral home or a place of worship in the same community area at the time of the cremation, attendance at the memorial service would satisfy the requirement for attendance at a funeral under Paragraph (218b).

 

NEW

 

Excerpt From Minutes

 

The Corporation advised the Union where the funeral of an immediate family member is unusually delayed, the employe excused from work under Paragraph (218b) may receive bereavement pay for up to three days of absence taken in conjunction with the funeral provided he attends the funeral. The Corporation explained that this includes days immediately preceding or days immediately following the date of the funeral even if one or more of the successive days in question occur after the tenth day following the date of death.

 

 

 

 

 

NEW

 

Excerpt From Minutes

 

An employe whose seniority is broken at his base plant pursuant to Paragraph (64)(e) while retaining rehire rights at such base plant, who elects to return to his base plant pursuant to the rehire provisions of Paragraph (64)(e) within five working days (5) days of being notified to report shall have his vacation pay allowance and paid absence allowance credit computed as if his seniority at the base plant had not been broken provided (1) the employe was hired at another General Motors plant before his seniority at such base plant is broken and (2) he acquires seniority at the plant where hired within the next six (6) continuous months, and he thereafter continuously holds seniority at a General Motors plant(s).

 

 

 

 

 

Doc No. 19

 

PAYCHECK PRIVACY

 

GENERAL MOTORS CORPORATION

 

March 21, 1982

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48214

Attention:   Mr. Owen Bieber Donald F. Ephlin

Vice President and Director               

General Motors Department

 

Gentlemen:

			During the current negotiations, the parties discussed the investigation and pilot program for providing privacy of employe's paychecks which were initiated in accordance with the commitment made during 1982 negotiations. The results indicate that the trial method was successful in providing privacy of paychecks without delays in their distribution.   Accordingly, the Corporation advised the Union that it will implement systems which provide paycheck privacy for hourly employes at all plant locations. These systems may include placing checks in envelopes, mechanically sealed or heat sealed paychecks, or other similar processes.

 

During the current negotiations, the parties discussed matters raised by the Union concerning the privacy of employee' paychecks. The Corporation advised the Union that mutually satisfactory alternative methods for providing additional protection for the privacy of employes' paychecks will be investigated and discussed with the international Union.

 

In the event an alternative method is found that would provide timely distribution of employes' paychecks and is satisfactory in other respects, it will be developed in selected plants on a trial basis. If such a trial method is introduced and proves successful in selected plants, it will be implemented at other plants where it is practicable to do so.

 

Very truly yours,

 

Alfred S. Warren, Jr.

Vice President

 

 

 

 

 

CONTINUATION OF NEW LETTER AND EXPLANATION IS ON THE FOLLOWING PAGE

 

 

Paycheck Privacy Letter ... continued

 

While some plant locations will be able to quickly establish a paycheck privacy system, other locations may be delayed due to implementation requirements. Additionally, the purchase and installation of necessary equipment may determine when the system will be implemented for any affected location. In any event, the Corporation anticipates that implementation will be completed at all locations within twelve (12) months from the effective date of the 1984 GM‑UAW National Agreement. The Personnel Director at each plant will advise the Chairman of the Shop Committee of the process that will be utilized at that plant and the projected implementation date.

 

 

 

 

 

Doc No. 21

 

EMPLOYMENT POLICIES AND PROCEDURES      (AREA HIRE)

 

GENERAL MOTORS CORPORATION

 

March 21, 1982 ___________, 1984

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Attention:   Mr. Owen Bieber Donald F. Ephlin

Vice President and Director         

General Motors Department

 

Gentlemen:

 

During current negotiations the parties discussed problems relating to the administration of Appendix "A" of the National Agreement. Following these discussions, General Motors agreed to continue the "area hiring" provisions of the October 2, 1958 National Agreement in order that permanently laid‑off GM employes who apply may be given consideration for employment in other GM plants in the same labor market area. The Union acknowledged the Company's need to promptly fill employment requirements and insure that an applicant is capable of performing the available job. Accordingly, the Corporation will endeavor to select an applicant to be offered work from among those higher in seniority, taking into consideration other factors such as previous job experience, proximity to the employing plant, and likelihood of recall.

 

It was mutually agreed that General Motors and the International Union will each appoint a coordinator, in each Appendix "A" area comprised of three (3) or more General Motors facilities, who will be responsible for discussing problems concerning the application of the "area hiring" provisions of the National Agreement. If unresolved, such problems may then be referred to the Labor Relations section of the Corporation and the International Union which jointly have full authority to promptly resolve such matters, including appropriate adjustments. In medical cases an impartial medical examination may be considered.

 

 

It was further understood that each plant would review local procedures for implementing the provisions of Appendix "A" and that during these reviews particular attention would be directed toward insuring that:

 

1)                  Forms for applying for preferential hiring consideration are made available to all seniority employee at the time they are laid off in a reduction in force and that the forms are designed to provide applicants with evidence that they have applied.

2)                  In areas encompassing three or more locations, a list of all applicants for preferential hiring consideration is prepared monthly periodically at times when one plant is hiring and one or more other plants have seniority applicants laid off. These lists are to show such pertinent information as the name, address of record, phone number of record, Social Security Number, seniority date, date laid off, date applied, skilled classification code identification of the plant from which applicants were laid off, applicants hired during the previous month and the plant where hired. Such lists are to be circulated to each employing location in the area and to the area coordinators appointed by General Motors and the Union. Where there are only two GM plants in an area, applications are exchanged between the plants, with copies being retained by the home plant.

3)                  When considering an "area hire" applicant's physical ability to perform available work in a plant, the criteria used is the same as that used when an employe of that plant is undergoing a reinstatement physical examination incident to return to work from a sick leave or layoff.

 

Very truly yours,

 

Alfred S. Warren, Jr.

Vice President

 

 

 

EXPLANATION The National Parties now have the authority to resolve all matters relating to the application of Appendix "A", including making adjustments to seniority or utilizing IMO examinations. Area hire lists are now provided on a monthly basis and will include an applicant's skilled trades classification code and, for both skilled and non-skilled, the numbers and plants where they were hired during the previous month.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

The SUB Agreement provides as follows:

 

Article I, 3(b)

 

"An Employe's layoff for all or part of any Week will be deemed qualifying for Plan purposes only if:

 

(3)        with respect to such Week, or any prior Week during the Employe’s same continuous period of layoff from the Company, the Employe did not refuse to accept work when recalled pursuant to the Collective Bargaining Agreement and did not refuse an offer by the Company of other available work in the same Plant (or at another Plant in the same labor market area as defined in the Collective Bargaining Agreement) which he had (or would have had) no option to refuse under the Local Seniority Agreement(s) of the Bargaining Unit(s) in which he had Seniority, or did not refuse or fail to appear for a Company employment interview or related physical examination (unless with advance notice of Good Cause). If the offer of work or refusal or failure to appear for a Company employment interview or related physical examination occurred within the Employe's Appendix A‑Area Hire area and was during the first 10 Weeks of layoff, any disqualification for Benefits will apply only to the Week with respect to which the Employe refused the Company job offer and will not apply to a refusal or failure to appear for such interview or physical examination."

 

Article I, 3(e)

 

"If an Employe on a qualifying layoff does not file an application for "Area Hire" under the provisions of Appendix A of the Collective Bargaining Agreement, the Plant shall place the Employe's name on the "Area Hire List" as of the Monday immediately following the Employe's 10th consecutive Week of layoff from the Company, starting with the Week which includes the Employe's first day of layoff. If, while on such "Area Hire List", the Employe refuses a Company job offer or employment interview/ physical examination with what is determined by the Company to be advance notice of Good Cause (as provided under Section 3(b)(3) of this Article), the Employe will be retained on the "Area Hire List"."

 

 

This does not apply to employes laid off with inverse seniority. Skilled Trades will only be offered work in their respective trade. All other employes will have their names automatically added to the Appendix "A" list, if applicable.

 

 

Doc No. 28

 

EXTENDED PREFERENTIAL EMPLOYMENT OPPORTUNITIES

 

GENERAL MOTORS CORPORATION

 

March 21, 1982 ___________, 1984

 

 

 

Mr. Owen Bieber Donald F. Ephlin Vice President

Director General Motors Department

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Dear Mr. Bieber:

 

During these national negotiations, the Union cited situations where certain Corporation plants were hiring new employes, while seniority employes at other Corporation plants were on recall. the parties discussed the potential re‑employment of permanently laid off seniority employes with no likelihood of recall at their home plant. Discussions centered on Plant closings, permanent discontinuance of operations, establishment of new plants, transfers of operations covered by Paragraph (96) where there were insufficient applicants to fill available openings, Corporation plants not in area hire areas, and situations where reductions in force and increases in production were occurring simultaneously within the Corporation.

 

The Corporation assured the Union that it intends to provide maximum employment opportunities and job security for its employes consistent with the Corporation's needs.

 

As a result of these discussions, it was agreed, that following the effective date of the new National Agreement, the Corporation will discuss situations raised by the International Union which are not covered by Paragraph (96) of the Agreement and which involve employes laid off after September 14, 1979 due to (1) a plant closing or (2) a permanent discontinuance of operations or other reductions in force where the parties agree there is no reasonable likelihood of recall in the near term, and such employes are not provided sufficient employment opportunities under the Appendix "A" area hire agreement. Such situations will be discussed as they arise, taking into consideration such factors as the Corporation's current employment situation, future employment needs in particular areas, together with the number and seniority of employes currently laid off in such areas , and the proximity of plants with employment opportunities. The parties may mutually agree that certain seniority employes, including, in plant closings, those accepting separation pay, may apply for extended preferential employment consideration in specified area hire areas or plants represented by the UAW which may not be in such areas. In some situations, persons accepting employment at another plant may be required to remain there for a specified period.

 

Eligible applicants will be permitted to file an application as agreed upon, during a specified period following such agreement, based on procedures to be established by the Corporation. Applications must be filed at the plant where an eligible employe is working, laid off, or if closed, at the location designated for such purpose.

 

Eligible applicants shall be given preference for employment in another specifically agreed upon area hire area or plant(s) outside such areas in the same manner as Appendix "A" applicants, except that such applications will be considered after those filed in accordance with Appendix "A". Applications filed under this procedure will be considered valid until an applicant's home plant seniority is broken, or until such rights are cancelled or modified by mutual agreement. Applicants under this procedure will be selected, acquire seniority and otherwise be treated in accordance with the provisions of Appendix "A" and any letters or understandings attending thereto.

 

Applicants who are employed in accordance with the above procedure, and those so employed, who later accept recall or rehire at a former location, will be eligible to receive relocation allowance as provided in Paragraphs (96a) (1), (2), (3) and (4) of the National Agreement after providing documentation satisfactory to Management that they have changed permanent residence and relocated.  Married applicants may initially apply for the “single employe" amount and within one (1) year, the balance of the ”married amount", when their families are relocated. Applicants may receive a maximum of two (2) such relocation allowance payments during the term of this Agreement. Any problems connected with the above may be raised with the Corporation.

 

Depending on the circumstances, problems regarding the application of these procedures should first be reviewed in accordance with existing Appendix "A" procedures. If unresolved, problems which involve a multi‑plant division will then be reviewed by divisional Central Office personnel and a representative of the General Motors Department of the International Union. Finally, such problems may be reviewed by the Labor Relations Section of the Corporation and the International Union.

 

 

 

Very truly yours,

 

Alfred S. Warren, Jr. Vice President

 

 

 

 

 

 

Doc No. 73

 

UNION WORK CENTERS

 

Inter-Organization

 

GENERAL MOTORS CORPORATION

 

Date:               March 21, 1982

 

Subject:           Union Work Centers

 

To:                   All General Managers

                        All Personnel Directors

 

As a part of the current negotiations, General Motors informed the International Union, UAW that Mr. L. G. Seaton's letter of December 15, 1967 regarding Union Work Centers would again be published. The text of that letter is as follows:

 

"During 1967 negotiations the Union requested that a work center be furnished in each plant where designated Union representatives could meet internally regarding representation matters, prepare statements required by the Grievance Procedure Section of the National Agreement, and keep files necessary to carry out their functions.

 

"General Motors agreed to provide a suitable work center for the internal use of designated Union representatives in plants employing 500 200 or more employes. The Union recognizes that the work center will be for the use of designated Union representatives for the purpose only of handling internal Union affairs required by the National Agreement as they relate to the duties of their office. It is further understood that other employes may contact Union representatives in the work center during the non-work time of such employes.

 

"The size and location of the work center should be consistent with the use for which it is intended and shall be determined by the local management after consultation with the Chairman of the Shop Committee. The International Union has been informed by the Corporation that each work center will include appropriate furnishings, such as desks or tables, chairs, filing cabinets, and an in‑plant telephone. It will, upon request of the local union, also be equipped with a private telephone billed directly to the local union. "Divisional Management should consult Argonaut Realty Division regarding the size, construction of, and furnishings of such work centers." Since Union Work Centers are not provided in plants with fewer than 500 200 employes, the Chairman of the Shop Committee in those plants will be provided with two three-drawer file cabinets.

 

The cabinets will be equipped with a suitable writing surface and will be located in a mutually satisfactory central location in the plant. The use of this equipment will be governed by those policies noted above.

 

located in a mutually satisfactory central location. Suitable work space, to be determined by Local Management in accordance with availability of space and local conditions and after consultation with the Chairman of the Shop Committee, will be provided on an

 

Moreover in those same plants when Such Local Presidents are absent for at least one full working day for reasons other than those provided herein, Management will recognize a temporary replacement from among the full time employes.  Notification of such replacement shall be submitted in writing at least twenty-four hours in advance to Local Management’s designated representative.  In the event such a replacement is made, the Local President shall not be paid.  Further, such Local President’s replacement will not be permitted to utilize time out of the plant with pay pursuant to the provisions herein.

 

Any problems associated with the implementation or administration of this letter will be reviewed by the Corporation Labor Relations Staff with the GM Department of the UAW.

 

Very truly yours,

 

Alfred S. Warren, Jr.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Doc. No. 93

 

SOURCING

 

GENERAL MOTORS CORPORATION

 

March 21, 1982 __________

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Attention:         Mr. Owen Bieber Donald F. Ephlin

Vice President and Director

General Motors Department

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Gentlemen:

 

The Corporation recognizes the importance of the employment security it affords its employes and shares the desire of the Union to preserve those jobs, to reestablish the need for those jobs lost and to create new jobs. The Corporation reaffirms its objective to remain a viable domestic enterprise and a major American employer and declares its intention to achieve a competitive posture within a framework which contributes to the job security of employes and which is responsive to the changing dynamics characterizing our industry.

 

Consistent with our mutual desire to utilize the full range of employes' abilities to contribute to these objectives, the Corporation and the Union have established the Job Opportunity Bank‑Security Program.  Agrees to use earnest effort to maintain employment opportunities equivalent to those now encompassed by the total of all plants covered by the National agreement.  This would includeAn integral part of this program is a commitment by the Corporation to use its best efforts to replace jobs which may be lost by outsourcing action, and commits itself

to create, where feasible, new prospects for growth. Moreover, the Union commits to support efforts of the local parties to improve the ability of the respective locations to compete.

 

In order to achieve these objectives, these negotiations the parties have agreed to provide a means to regularly address mutual concerns that pertain to sourcing decisions and their potential impact upon the workforce. In this regard, the local JOBS Committee will discuss sourcing issues that impact upon job opportunities of represented employes at the location.  Furthermore, the Committee will function as a joint study group to review the competitive environment and to develop plans to improve local operations. In addition, during these negotiations, discussion of Union concerns           havehas resulted in the

establishment of specific commitments which

address, under a variety of approaches, sourcing‑related job security concerns of UAW members. These specific commitments include the following:

Insourcing

 

The Union expressed particular concern for previous Corporation outsourcing actions and their effect on U.S employment. As we explained to you during these negotiations concerning Corporation sourcing, it is essential the Corporation continue to possess the flexibility that flows from sourcing discretion.  It must also be recognized that it would be impractical, if not impossible, to source back to Corporation facilities all components that at some given point in time were produced there. Nonetheless, to help launch the parties new relationshipcontinue the parties' positive problem solving efforts in the area of sourcing on a positive note, the Corporation is willing to address this particular concern of the Union. In a most practical way.

 

Accordingly, a procedure has been established to provide for Management and the Union it would be appropriate for the local JOBS Committee to discuss the practicality of the feasibility of insourcing, at some time in the future,  in whole or in part, components moved out to work previously outsourced to  non‑General Motors companies in the U.S. or Canada or any facility outside the U.S. or Canada during the term of the 1979 National Agreement which the Union Committee identifies as those  that which might be produced performed competitively within the Corporation at the location.  It is recognized such insourcing feasibility will depend upon the Corporation's ability to be cost competitive and upon the degree to which the Corporation's resources can be allocated to further capital expenditures which might be required to accomplish such an end.

 

To implement the foregoing commitment the following procedure will apply:

 

a.      The Local or International Union will advise Local Management or the Corporation, as appropriate, in writing of the work to be discussed. Such notice will specify the competitive reason(s) why these components should be insourced.

b.      As soon as feasible thereafter the parties will discuss the relevant circumstances.

If it is established, through the efforts of the Committee, that the work can be performed competitively and management accepts the Committee's proposal, the Corporation indicates that it would produce the product if the Union’s proposals were implemented, the Union shall have 14 days thereafter to obtain any necessary approvals or ratification. Thereafter, the parties will discuss timetables and other details attendant to insourcing the work.

 

Additionally, where management believes that changes in labor costs can make a difference in a decision whether to insource new work, the above procedure may also be used.

 

The Corporation and Union believe that through the efforts of local JOBS Committees, viable business opportunities can be identified with the potential for increased Job opportunities.

We believe that, working with the Union, selected outsourced components can be identified which can be viable business opportunities for our plants.

 

2.   Outsourcing Sourcing information to Union

 

The Corporation has agreed to the following procedure to keep the Union informed of major outsourcing decisions.

 

Outsourcing as used herein means the Corporation's sourcing to non-General Motors companies in the U.S. or Canada or to any facility outside the U.S. or Canada.

 

A major outsourcing decision for purposes of this letter means one that could result in the permanent layoff of more than ten percent of a plant's employment or 100 employes, whichever is less, because of such outsourcing.

 

When an major outsourcing decision is contemplated that affects 25 or more existing jobs the Union will be given at least 60 days' written notice when practicable. The notice will include the reason for the outsourcing, a description of the work involved and the impact on the workforce.

 

a.      When the contemplated major such an outsourcing decision is contemplated and within the control of the Local Management, the written notice will be given to the Chairman of the Shop Committee. A copy of such notice will by sent to the Director of the General Motors Department of the International Union and the General Director of Labor Relations for the Corporation.

b.      When the such a contemplated major outsourcing decision is controlled at the Divisional or BOC or CPC Group level, the written notice will be given to

the Director of the General Motors Department of the International Union. A copy of such notice will be given to the Chairman of the Shop Committee of the Local Union affected and, when controlled at the Divisional level, to the General Director of Labor Relations for the Corporation.

      the Chairman of the Shop Committee of the Local Union by the designated management representative at the impacted location covered by the 1984 GM‑UAW National Agreement. Also, a copy of such notice will be given to the Director of the General Motors Department of the International Union and to the General Director of Labor Relations for the Corporation.

c.   When such a contemplated outsourcing decision is initiated by the Corporation, or by the BOC or CPC Group, a division or plant external to the impacted location covered by the 1984 GM‑UAW National Agreement, such organization will provide sufficient advance written notice to   allow the designated management representative at the impacted location to comply with the 60 day notification procedure.

d.   The sourcing authority will not enter into a contractual relationship with a non‑allied supplier until such time as the designated management representative of the impacted location provides written verification that the above notification       procedure and, where required, discussion   by the JOBS Committee, has taken place.

Following the 60 day such notice to the Union, Local local Management will provide the Locallocal Union JOBS Committee relevant information as to the factors involved in the contemplated decision. In the event that changes in labor costs can make a difference in the reasons for such an major outsourcing action the Union shall have 30 days from the notice to make proposals, which could include propose any changes in work practices, improvements in local operations or any local deviation from the National Agreement, that will make it feasible for the Corporation Management to continue to produce without being economically disadvantaged. If Management the Corporation  indicates that it would produce the product if the Union’s proposals were implemented, the Union shall have 14 days thereafter to obtain any necessary approvals or ratification.

 

Notwithstanding the foregoing, this opportunity for the Union to propose changes shall not be applicable in cases where a supplier has exclusive rights or a specialized technology or where the Corporation's decision depends on the degree to which its resources can be allocated to further capital expenditures.

 

Additionally, where the Corporation believes that changes in labor costs can make a difference in a decision whether to insource new products, the agreed upon procedure may also be used.

 

It is understood that discussions with the Union regarding sourcing may involve require the Union to keep information which must be kept confidential until the Corporation consents to its release. Further, while the Corporation retains the ultimate discretion as to final sourcing decisions, discussions regarding such matters can bring into sharper focus in specific instances factors which can impact such decisions and provide the opportunity for meaningful Union input before such decisions are made.

 

In addition, General Motors joins with the UAW in supporting the principle that manufacturers who participate in the U.S. market should provide jobs, pay taxes and support the economy of the market in which they sell. As you know, General Motors has for decades based its

operations throughout the world on this very principle. We believe that, over the longer run, no alternative policy

can prevail if there is to be fairness and balance among the major trading nations of the world.

 

General Motors commits to support acceptance of this principle, so that foreign producers will be encouraged to

make their fair contribution to actions that will restore jobs to United States automotive workers.

 

It is believed that the principles expressed in this letter and the specified commitments we have negotiated to carry them out will contribute significantly to our cooperatively working together to provide General Motors employes in the United States both improved job security and profits to share.

     

Very truly yours,

 

 

 

      Alfred S . Warren, Jr. 

      Vice President

 

 

 

 

NEW LETTER – SOURCING, ENGINES AND TRANSMISSIONS

 

 

 

 

General Motors Corporation

 

(Date)

 

Mr. Donald F. Ephlin, Vice President

Director General Motors Department

International Union ‑ UAW

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Dear Mr. Ephlin:

 

During the course of these negotiations, the Union and the Corporation discussed the application of Paragraph I (B) of the JOBS Memorandum of Understanding to situations where engines and transmissions produced by GM in the U.S. for passenger cars and trucks produced in GM plants in the U.S. or plants covered by the GM‑UAW Master Agreement might be sourced by General Motors to non‑General Motors facilities in the U.S. or Canada or any facility outside the U.S. or Canada.

 

The parties agreed that the provisions of Paragraph I(B) would apply in the event that the National JOBS Committee, after reviewing the matter, determined that such engines or transmissions did in fact replace existing GM products in domestically produced carryover or replacement passenger cars or trucks.

 

It was also understood that this agreement does not apply to importation programs currently in effect.

           

Very truly yours,

 

 

 

Alfred S. Warren, Jr.

Vice President

 

 

 

 

 

 

DOCUMENT__________TEMPORARY OPENINGS

 

General Motors Corporation

 

NEW DOCUMENT

 

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48202

 

Attention:         Mr. Donald F. Ephlin

                        Vice President and Director

                        General Motors Department

 

Gentlemen:

 

During these negotiations, the parties discussed the problem created when local managements are reluctant to recall laid off employee to perform work of known short‑term duration because under the terms of the 1982 Agreement such employes 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 employes or hire available area hire applicants to fill such short‑term openings.

 

Very truly yours,

 

 

 

 

Alfred S. Warren, Jr.

Vice President

 

 

 

TEMPORARY OPENINGS  

Paragraph (64)(e)

NEW

 

GENERAL MOTORS CORPORATION

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48202

 

Attention:         Mr. Donald F. Ephlin

                        Vice President and Director

                        General Motors Department

 

Gentlemen:

 

During current negotiations, the parties discussed problems that arise when laid off employes working at permanent jobs in other General Motors plants are recalled to former locations to fill openings considered at the time to be temporary. It was determined to be mutually beneficial for such employes to remain on their present jobs. Accordingly, it was agreed that such employes would not be recalled or rehired under such circumstances.

 

In this regard, solely for the purposes of calculating the periods relative to breaking seniority and exhausting rehire rights at the former plant pursuant to Paragraph (64)(e), such employes shall be considered as having accepted recall to their former plant on the date such work became available and returned to layoff status at such time as the period of temporary work is completed.

 

Very truly yours,

 

 

Alfred S. Warren, Jr.

Vice President

 

ALTERNATES FUNCTIONING

 

General Motors Corporation

 

 

 

NEW  LETTER

 

 

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48202

 

Attention:         Mr. Donald F. Ephlin

                        Vice President

 

Dear Mr. Ephlin:

 

During current negotiations, the Union expressed concern that the increased requirements on the Committeemen's time for attendance at management meetings was, on occasion, preventing employes from receiving representation in a timely manner.

 

In this regard, the Corporation and the Union agreed that when such a situation exists, the local parties may mutually agree to allow the Alternate District Committeeman to handle current grievances until such time as the District Committeeman becomes available.

 

Any problems in this area should be raised with the GM Department of the UAW or with the Corporation Labor Relations Staff.

 

 

 

A. S. Warren, Jr.

Vice President

 

 

 

 

 

 

 

EXPLANATION ON FOLLOWING PAGE

 

 

Alternates Functioning ... page 2

 

 

Date_______________                                                                                  Inter Organization

 

General Motors Corporation

 

Subject Cooling Off Period

 

To:       All Personnel Directors

            Plants Covered by the GM‑UAW

            National Agreement   

NEW LETTER

 

During the course of the current negotiations, the Union expressed concern that some disciplinary interviews escalated into confrontation because tempers flared. The Union suggested that in these situations a "cooling off" period would be beneficial to all concerned.

 

The Corporation and the International Union agreed that contemplated discipline should be discussed in a calm manner allowing for an objective evaluation of the facts. In those situations where emotions preclude this from happening, the parties agreed that as a matter of practice and when possible such discussions should be postponed until such time that, in the opinion of Management, a constructive exchange of information could occur.

 

Notwithstanding the foregoing, the parties recognized that certain actions such as assault, or other serious acts of misconduct would render the "cooling off" period totally inappropriate.

 

Additionally, it was mutually recognized that providing or not providing a "cooling off" period will be without prejudice to either party in the application of any terms of the National Agreement and will not be cited or relied upon by an employe, the Union, or Management as a basis for any claim.

 

 

Alfred S. Warren, Jr.

Vice President

 

 

NEW

 

WAGE AGREEMENTS

 

ASSEMBLY PLANTS

 

GENERAL MOTORS CORPORATION

 

September                  , 1984

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48202

 

Attention:         Mr. Donald F. Ephlin

                        Vice President and Director

                        General Motors Department

 

Gentlemen:

 

During these negotiations, the parties discussed at length issues that have arisen regarding the application of Local Wage Agreements in the Corporation's passenger car and truck assembly plants. The parties reviewed differences that currently exist in the Local Wage Agreements at such plants resulting from the different history of these plants, such as whether the plant was initially a BOP Division bargaining unit or separate Fisher Body and Chevrolet bargaining units that were subsequently merged into a single GM Assembly Division bargaining unit. These historical differences have resulted in some wage rate variations which the parties have attempted to address in previous negotiations.

 

In recognition that continuing improvements in the employe's quality of work life, quality of the product, and operational efficiencies are necessary and desirable, the parties have explored various methods to improve the wage structure at the Corporation's passenger car and truck assembly plants.

 

The parties agreed that innovative wage agreements could be instrumental in attaining these objectives and, accordingly, the National parties have agreed to work with and support any plant where there exists a mutual desire to explore such a concept.

 

Although not meant to restrict the full range of ideas and concepts which could be explored, the parties examined the concept of establishing three (3) non‑skilled rates in an assembly plant; sanitation/maintenance, production, and utility. It was understood that appropriate transfer, seniority, shift preference, and other modifications are desirable and necessary to support such an innovative wage structure. This concept would be only one of the options available to a plant that desired to explore innovative wage structures. "Levels of Learning" or "Pay For Knowledge" systems would also be options to be considered.

 

If at any local plant there is a mutual desire on the part of Management and Union to explore any such innovative wage agreement concepts, they are specifically encouraged and authorized to discuss and propose such modifications. The National parties will provide any necessary assistance to the local Union and the local Plant Management.  Any final agreement shall continue to be subject to the approval of the National parties, who will review these proposals in line with the concepts outlined in this letter.

 

Very truly yours,

 

 

 

 

Alfred S. Warren, Jr.

 

 

 

 

(NEW)

 

 

‑ REDISTRICTING ‑

 

Date:

 

Subject:     Paragraph 10 ‑ Redistricting

 

To:             All General Managers

                  All Personnel Directors

                  Plants Covered by the GM‑UAW

                  National Agreement

 

During recent negotiations, General Motors and the International Union, UAW discussed the interpretation of a section of Paragraph 10 of the GM‑UAW National Agreement wherein it states:

 

"Plants shall be redistricted not more frequently than at six‑month intervals, upon request of either the Plant Management or Shop Committee, when there is a change in the number of employee equal to two hundred and fifty or five percent, whichever is greater."

 

As a result of these discussions, it was agreed that redistricting may take place at the six month interval whether or not there is a change in the number of employes.

 

 

 

 

 

 

 

THE LETTER IS SELF‑EXPLANATORY.

 

DOC #86

 

 

MODIFICATION TO PARAGRAPH 69

 

 

General Motors Corporation

 

 

International Union, UAW

Solidarity House

8000 E. Jefferson Avenue

Detroit, Michigan 48214

 

 

Attention:         Mr. Donald F. Ephlin

                        Vice President and Director

                        General Motors Department

 

Gentlemen:

 

During the current negotiations, General Motors and the International Union, UAW, discussed the problem of "seniority slippage" under Paragraph (69) which inhibits bargaining unit employes from accepting assignments to fill supervisory positions. It was recognized that in many instances it would be of mutual benefit to the parties for these employes to function in such positions.

 

Accordingly, this letter serves to confirm the agreement reached between the National parties that:

 

1.      The transfer of any employe from a job classification in the bargaining unit to a supervisory position will result in the recall of a seniority employe from layoff status, if available, consistent with the provisions of the J.O.B.S. Program, and/or;

2.      The transfer of an employe from a supervisory position back to the bargaining unit does not result in the layoff of a seniority employe;

 

Paragraph (69) of the National Agreement will be modified in the following manner:

 

(69)            Any employe who has been transferred from a supervisory position to a job classification in the bargaining unit shall be credited with the seniority he had established prior to March 1, 1977, and all time worked in the bargaining unit subsequent to March 1, 1977,  and all time worked in a supervisory position subsequent to the effective date of this agreement provided:

 

(a)               He previously worked on a job classification in the bargaining unit. This shall also be applied to employes who were promoted prior to certification of the Union.

(b)               His employment with the Corporation has remained unbroken.

Such employe may be placed on the job to which his seniority would entitle him under the local seniority agreement, beginning with the last previous job he held in the bargaining unit; provided however, that if such last previously held job is no longer in existence, he may be placed in accordance with Paragraph (59). In no event shall such employe be transferred to a bargaining unit job at a time when the employs has insufficient seniority to be so placed.

 

In order to assure accurate and timely administration of the conditions stated above in Paragraph (69) of the 1984 GM‑UAW National Agreement, the following procedures will be instituted:

 

1.                  When any employe is transferred from the bargaining unit to a supervisory position, the Chairman of the Local Union's Shop Committee will be given a letter specifying the employe's name and the name of the seniority employe who is recalled from layoff status.

2.                  When such supervisory employe, specified above, is returned to a job classification in the bargaining unit, the Chairman of the Local Union's Shop Committee will be given a letter, notifying him of such transfer back into the bargaining unit.

 

Any complaints regarding the administration of this procedure may be raised by the Chairman of the Shop Committee directly with the Plant Personnel Director

 

Very truly yours,

 

 

 

Alfred S. Warren, Jr.

Vice President

 

 

 

 

 

LOSS OF SENIORITY ‑ NOTIFICATION

 

 

General Motors Corporation                                                                           Inter Organization

 

NEW LETTER

 

(Not To Be Published)

 

 

 

Date:

 

Subject:     Loss of Seniority ‑ Notification

 

To:             Personnel Directors

                  All UAW Represented Plants

 

The administration of contractual terminations was a subject of National Negotiations. The discussions revealed that the notification letters used at some locations were not clear in intent and purpose as required by Umpire Precedent.

 

Accordingly, it is considered timely for you to review the letters and procedures used at your location in conjunction with Paragraphs 64(c), 64(d), and 111(b) and revise them if necessary to ensure compliance with the specific contractual provisions. To assist you in this matter, attached are sample letters that should be used as models.

 

Any questions concerning this matter should be addressed to the Umpire Section of the Labor Relations Staff.

 

 

 

 

B. P. Crane, Jr.

 

Attachments

 

 

 

 

 

 

 

 

 

 

Explanation on page 68

 

SAMPLE 64(c) or 111(b)

 

(PLANT LETTERHEAD)

 

            ___________

Date

 

 

 

Dear_____________

 

 

You have been absent for three (3) working days without properly notifying Management. This is to notify you that, pursuant to the provisions of (insert "Paragraph (64c)" or "Paragraph (lllb)"* as may be appropriate) of the GM‑UAW National Agreement, your seniority has been broken.

 

Your seniority can be reinstated if, within the next three (3) working days after delivery or attempted delivery, whichever comes first, of this notification at your last known address as shown on the Company records, you report for work or properly notify Management of your absence.

Very truly yours,

 

 

_______________

(Signed)

 

 

 

 

 

 

 

cc: Chairman of Shop Committee

 

 

 

 

*for expiration of leaves granted under Paragraphs (104), (105), (109), (109 a), (110), (110a), (113), and in the case of leaves of absence granted under Paragraph (106) where Management has refused to grant a requested‑renewal of the leave.

Explanation on page 68

 

Sample 64(d)

 

(To Be Used If Written Notification Is Used)

 

 

(PLANT LETTERHEAD)

 

________________

(Date)

 

 

 

Dear________________

 

In accordance with Paragraph (64d) of the GM‑UAW National Agreement you are hereby instructed to report for work on ____(enter date)____.  Failure to report for work in accordance with this notice within five (5) working days after delivery or attempted delivery of this notice or within five (5) working days beginning with the above specified date, whichever is later, may result in the loss of your seniority.

 

In addition, you are advised to report to the Employment office at __(enter time)__ on ____(enter date)____. You will receive a physical examination and further information regarding your return to work at that time.

 

 

Very truly yours,

 

 

 

(signed)

 

 

 

 

 

 

Explanation on page 68

 

 

SAMPLE 64(d)

 

(To Be Used If Written Notification Is Used)

 

 

(PLANT LETTERHEAD)

 

 

_______________

Date

 

 

 

 

Dear______________

 

In accordance with Paragraph (64d) of the GM‑UAW National Agreement you are hereby instructed to report for work. Failure to report for work in accordance with this notice within five (5) working days after delivery or attempted delivery of this notice, whichever comes first, may result in the loss of your seniority.

 

Very truly yours,

 

 

 

____________________

(Signed)

 

 

 

 

 

 

 

 

NEW LETTER – MAXIMUM PRODUCT DISCOUNT PLAN

 

Revised Letter ‑ "Employe New Vehicle Purchase Program"

 

General Motors Corporation

GENERAL MOTORS CORPORATION

 

__(DATE)__

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Attention:         Mr. Owen Bieber  Donald F. Ephlin

                        Vice President and Director

                        General Motors Department

 

Dear Mr. Bieber  Ephlin

 

Stimulating the sales of GM vehicles is a major interest of both General Motors and the UAW. This letter confirms our recent discussions that General Motors intends to establish a Maximum Product Discount Plan

To this end General Motors has established an "Employe New Vehicle Purchase Program” for Hourly Employes hourly employes with six or more months of seniority, retired hourly employes who are receiving benefits under the General Motors Hourly‑Rate Employe Pension Plan, and surviving spouses of deceased employes and retirees who are receiving Pension Plan Benefits and have not remarried. The Plan will cover the purchase of a model new car or light truck produced in North America and sold through an authorized dealer. Eligible participants may purchase a maximum of two new and unused current model GM vehicles passenger cars and light duty trucks.)

 

It is our intention to have this plan established and put into effect no later than August, 1982. When this Maximum Product Discount Plan for Hourly Employes is established, it will rescind and replace the existing New Vehicle Refund Allowance Plan which was described in the letters on that plan from Mr. George B. Morris, Jr., to Mr. Irving Bluestone, dated November 22, 1976 and September 14, 1979.

 

Details of the This Maximum Product Discount Plan for Hourly Employes will be General Motors New Vehicle Purchase Program have been provided to you prior to its implementation.  the UAW.  In addition, the Corporation advised the Union it will review, on an individual plant city basis, situations where the mileage limitation in the policy might create inequities and make adjustments where warranted.

 

In making the foregoing plan available to employes represented by the UAW, it is understood and agreed that General Motors may at any time unilaterally modify, change or withdraw such plan and that it shall have no obligation to bargain concerning its decision to do so. Nor shall the institution of such a plan constitute any precedent in future negotiations between the parties with

respect to employe benefits or other terms and conditions of employment.

 

Very truly yours,

 

 

 

Alfred S. Warren, Jr.

Vice President

 

Attachments

 

 

 

 

 

 

 

‑ DISCOUNT PERCENTS ON FOLLOWING THREE PAGES ‑

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

SKILLED TRADES

 

CONTRACT SETTLEMENT AGREEMENT

 

26. Conciliation Agreement

General Motors and the UAW entered into a conciliation Agreement with the U.S. Equal Employment Opportunity Commission (Case No. TNP4‑C‑3000) which became effective October 31, 1983. This Conciliation Agreement contains certain provisions relative to the Apprentice and Employe‑in‑Training Programs which may require modifications in the selection procedures or other associated provisions of these programs as set forth in the 1984 GM‑UAW National Agreement. It is agreed that any such modifications will be reviewed and approved by the GM‑UAW Skilled Trades and Apprentice Committee and submitted to the U.S. Equal Employment Opportunity Commission for their review prior to implementation.

 

 

 

 

NEW

 

ATTACHMENT B

(STATEMENT ON TECHNOLOGICAL PROGRESS)

 

During these negotiations, the Union stated that additional explanation was needed to clarify circumstances under which notices should be provided as set forth in the Statement on Technological Progress. Accordingly, the parties agreed upon the following examples of situations where notification should be given:

 

A)           The first introduction of a technology as compared to previously existing plant technology.

B)           Introduction of a new, more advanced generation of existing technology having a significantly different impact on the bargaining unit.

C)          Introduction of a new application of existing technology which has a significantly different impact on the bargaining unit.

The parties also highlighted that the National Agreement provides for the presentation of the notices to take place as far in advance of implementation of the technological change as is practicable. This is not only to enable the Shop Committee to discuss the impact such introduction of technology has on the bargaining unit, but also to discuss timely implementation of employe training to prepare them to perform their appropriate functions.

 

 

Appendix B ‑ Explanation

 

A)      The first introduction of a technology as compared to previously existing plant technology.

EXAMPLES:

(1)         Introduction of a Numerical Control (NC) machine tool versus manually controlled machine tools.

(2)         Introduction of a robot used for material handling versus fixed automation.

(3)         Introduction of a Computerized Energy Management System versus manual control of heating and ventilating equipment.

B)     Introduction of a new, more advanced generation of existing technology having a significantly different impact on the bargaining unit.

EXAMPLES:

(1)         Introduction of Computer Numerical Control (CNC) machine tools ‑‑ may or may not be associated with a related CAD/CAM design system.

(2)          Introduction of a robot incorporating sensory perception systems such as vision and touch sensing technology.

(3)          Introduction of an expanded computerized Plant Facilities Monitoring System incorporating not only heating and ventilating equipment, but process equipment as well.

C)     Introduction of a new application of existing technology which has a significantly different impact on the bargaining unit.

EXAMPLES:

(1)         Introduction of Computer Numerical Control (CNC) production machining equipment such as lathes, screw machines, grinders, boring machines, etc., versus tool room applications.

(2)         Introduction of a robot in an "Inspection" application versus a previously introduced material handling application.

(3)          Introduction of a computerized monitoring system for inventory control purposes which monitors raw materials, in‑process banks and finished inventories versus an Energy Management System.

In addition, the Corporation reaffirmed that the presentation of the notices is to take place as far in advance of implementation of the technological change as is practicable. Specific reference is also made to discussion of timely implementation of employe training. The intent is for training to be started in advance of equipment installation when circumstances permit and it is appropriate to do so.

The above are only examples and do not represent the only new technology equipment that is covered (Cad/Cam, Guided Vehicle systems, Laser applications, computerized entry systems, etc.).

(122)

 

f.    To approve Pre‑Apprentice Training Programs and to To review and make disposition of other apprentice training matters referred to the Committee by the Local Apprentice Committees.

 

 

(127) The duties and functions of the Local Apprentice Committee shall be as follows:

 

(a)   To negotiate on issues involving the effect of the employment of apprentices on the employment of journeymen in the trades involved.

(b)   To study other matters that may involve the training of apprentices by journeymen in the shop. When machinery, equipment or material is introduced or modified and new skills are required in the journeyman classification in the plant, the matter may be reviewed to determine the effect on the shop and related training of apprentices including necessary revision of such training. If requested, arrangements will be made with the Apprentice Coordinator for the Local Apprentice Committee to investigate the new skills on the plant floor as a part of their review.  When a meeting is held with the local educational institution providing related training to implement changes in the related training curriculum, the Union members of the Local Apprentice Committee will be given the opportunity to attend.

 

 

(127) CONTINUED

(d) (1) To evaluate the applicant's overall qualifications and to interview and place tested apprentice applicants who score 35 or more points on separate lists, one for seniority employe applicants and one for all other applicants, each list to be in descending order of points scored for each classification for which they have applied. When apprentices are selected, such selections shall be on the basis of at least two from the seniority employe applicant list for every one selected from the other list in descending order of total point score; however, more selections from the other list may be made in the event sufficient qualified seniority employe applicants are not available. Qualified applicants who have already applied and who are available will have their points adjusted according to the revised selection procedure by the date the first selection lists for the plant are formulated after the effective date of this Agreement. Notwithstanding the above provisions of this Paragraph, laid off apprentices may be placed in the classification from which they were laid off prior to the selection of new applicants from either the seniority employe applicant list or one from all other applicants.

 

 

(137) (b)          For the purpose of layoff and rehire or other applicability in his skilled occupational group, the seniority of the apprentice, upon graduation, shall be adjusted to a date which represents 50% of the time (subsequent to his seniority date established pursuant to Paragraph (57)) spent in the apprentice training program prior to July 1, 1968, and time equal to the calendar days (subsequent to his seniority date established in the plant pursuant to Paragraph (57)) spent in the apprentice program on or after July 1, 1968, including time spent out of the program on or after January 1, 1985 due to a reduction in force.  In addition an apprentice shall be credited with 50% of previous experience, at that plant only, for which he received credit prior to January 1, 1985 under the provisions of Paragraph (132).  Such credited hours shall be converted to seniority under this Paragraph (137)(b) by crediting 7 calendar days for each 40 hours and 1 calendar day for each additional 8 hours. A graduate apprentice's journeyman seniority date shall not precede his seniority date established pursuant to Paragraph (57). For all other purposes seniority shall be as established by the Section entitled "Acquiring Seniority."

 

 

 (137) (c) (1)    A graduate apprentice whose General Motors apprentice training was interrupted by a leave of absence under the provisions of Paragraphs (105a), Paragraph (112), by an approved leave of absence for jury duty, absences which qualify under the Bereavement Pay, Paid Absence Allowance, Paid Personal Holiday Plan under prior Agreements or Short Term Military Duty sections of this Agreement, by approved vacation time off, or by a sick leave of absence under the provisions of Paragraph (106), shall upon graduation, be given the same journeyman seniority date as he would have received had he not served in the Peace Corps, entered military service, served on the jury, been on approved absence for which he received Bereavement Pay, Paid Absence Allowance, Paid Personal Holiday Pay under prior Agreements or Short Term Military Duty Pay, taken vacation time off, or been on a sick leave of absence. Credit for the portion of a sick leave of absence occurring prior to January 1, 1980, pursuant to Paragraph (106) shall not exceed an aggregate of thirty (30) calendar days within the calendar year. The period covered by a sick leave of absence pursuant to Paragraph (108) and the portion of any sick leave of absence on and after January 1, 1980, pursuant to Paragraph (106) shall be credited. Credit shall not be granted for any portion of a sick leave during the time the employe would have been laid off from his apprentice classification prior to January 1, 1985.

 

 

 

Reduction in Force (Unusual Circumstances)

 

(140b) In the event the reduction in force is due to unusual circumstances, including, but not confined to: a transfer or discontinuance of an operation, major technological developments, the elimination or consolidation of classifications, the discontinuance of a shift, or a drastic reduction in the level of work resulting in a heavy reduction in the skilled work force; local Management, and the Shop Committee and the Union members of the Local Apprentice Committee shall mutually agree to an acceptable layoff and recall plan. Such a layoff plan may provide for reducing the ratio below one (1) to eight (8), or for laying off all apprentices in a particular trade.

 

 

 

Allowance ‑ Tools, Books, Supplies

 

(143) As soon as practicable after being placed in an apprentice group, the apprentice will be furnished an appropriate tool box, which will become the property of the apprentice upon graduation. At the same time and also upon satisfactory completion of the first period of 916 hours of work he will be paid an allowance of $100.00 for the purchase of tools, books and supplies. Upon satisfactory completion of the second, third, fourth, fifth, sixth and seventh periods of 916 hours of work in the apprentice program, the apprentice will be paid $50 75.00 for the purchase of tools, books and supplies. Management will assist the apprentice in obtaining tools. Upon completion of all shop and related training requirements and graduation, the apprentice will receive the balance, if any, of the total allowance of $600800.00 including credit granted for prior experience pursuant to Paragraph (132) less any such payments previously received.

 

 

Apprentice Wage Rates

 

(151)    Effective with the effective date of this agreement, the straight time hourly wage rates (exclusive of Cost‑of‑Living Allowance and shift premium) for apprentices in the bargaining unit shall be the rates set forth in the following Apprentice Rate Schedule:

_______________________________________________________________________

 

*The "Rate Difference" shall be determined by subtracting the sum of $.20 and the Hourly Rate for the 2nd 916 Hours from the maximum rate established the Local Wage Agreement for the journeyman classification for which the apprentice is in training. Resultant rates shall be rounded to the nearest 1 cent.

 

Notwithstanding the foregoing provisions, a seniority employe transferred to apprentice training shall be transferred at his current rate or the rate of $9.73 $12.92 per hour, whichever is lower, provided, however, that in no event will his 1st Period Rate be lower than a rate of ten cents 10¢ over the 1st Period Hourly Rate set forth above. Upon his completion of that 1st Period, he shall be paid a rate of $9.63 $12.82 or his first period rate, whichever is higher, and if retained, shall be paid such rate until he qualifies for a higher rate in accordance with the Apprentice Rate Schedule.

 

 

Wage Rates of "Employee‑in‑Training"

 

(163)          Where the minimum rate of the skilled trades classification to which an employe‑in‑training (E.I.T.) is transferred is not more than 10¢ above the rate he is earning, he will be advanced to such minimum rate upon transfer. For the purposes of this paragraph only, in the case of employes compensated on group bonus or piece work, the "rate he is earning" shall be the employe's average straight time hourly earned rate (exclusive of night shift premium) for the hours he worked during the pay period prior to the one in which he was transferred to employe-in‑training (E.I.T.) status. Where there is more than a 10¢ differential, the employe will be advanced 10¢ over the rate he has been earning, or to a rate of $9.64 $12.83 per hour, whichever rate is higher at the time, and shall be stepped up not less than 10¢ each 60 days, if retained, until he reaches the minimum rate of the classification. Any odd cents less than 10¢ will be added to the last 10¢ increase in order to bring the employe up to the minimum rate of the classification. In no event will the rate paid an employe‑in‑training (E.I.T.) at time of transfer exceed the minimum rate of the skilled trades classification to which he is transferred, except as provided in Paragraph (165). Any increase above the minimum rate shall be on the basis of merit, but in no event will such an employe receive a rate above the midpoint of the rate range for his job classification.

 

 

 (164)         An employe hired as an employe‑in‑training (E.I.T.) shall receive a rate of not less than $9.64 $12.83 per hour and if retained, his rate shall be increased not less than 10¢ per hour each 60 days until he reaches the minimum rate of the skilled trades classification to which he is assigned. Any increase above the minimum shall be on the basis of merit, but in no event will such an employe receive a rate above the midpoint of the rate range for his job classification.

 

 

 (171)         Upon reclassification to journeyman status, an employe‑in‑training‑seniority (E.I.T.S.) shall have as his journeyman seniority date in the classification the greater of the following:

 

(1)               The employe‑in‑training‑seniority (E.I.T.S.) seniority date he has in that classification in that plant as of the date of his reclassification, or

(2)               A seniority date established in the skilled trades classification to which he is assigned by crediting him the sum of:

 

(a)   50% of the time (subsequent to his seniority date established pursuant to Paragraph (57)) during which he worked in that plant in that skilled trades classification as an employe‑in‑training (E.I.T.) either on a continuous or accumulated basis, except as provided in Appendix C, prior to July 1, 1977; and

(b)   100% of the time (subsequent to his seniority date established pursuant to Paragraph (57)) during which he worked in that plant in that skilled trades classification either on a continuous or accumulated basis, except as provided in Appendix C, on or after July 1, 1977; and

(c)   100% of the time, (subsequent to acquiring EITS status, spent out of that Skilled Trades classification on or after January 1, 1985 due to a reduction in force.

 

 

 

Doc No. 58

SUBCONTRACTING‑‑IMPLEMENTATION

PARAGRAPH (183)(d)

 

GENERAL MOTORS CORPORATION

 

March 21, 1982__________

 

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Attention:         Mr. Owen Bieber  Donald F. Ephlin

                        General Motors Department

 

Gentlemen:

 

During the current negotiations the UAW complained that procedures set forth in Paragraph (183)(d) are not being satisfactorily implemented by Management in many instances.

 

This letter is intended to clarify the intent and purpose of this provision:

 

1. The "advance discussion" except where time and circumstances prevent it, will take place "prior to letting the contract for the performance of maintenance and construction work," before any decision has been made as to whether the work should be contracted out. The "advance discussion" will include information as to "why Management is contemplating contracting out the work." It is evident that except as noted above, since Management is only "contemplating contracting out the work" when the "advance discussion" takes place, Management should not have made any decisions concerning whether or not to contract out the work before such "advance discussion" is held.
2. Management should advise the local Union of the "nature, scope and approximate dates of the work to be performed and the reason or reasons (equipment, manpower etc.), why Management is contemplating contracting out the work." This information is related to the letter dated December 14, 1967, to the International Union signed by Mr. Louis G. Seaton. That letter makes reference to "manpower, skills, equipment and facilities" and also as to whether the Corporation "can do the work competitively in quality, cost and performance and within the projected time limit." Since any or all of these conditions may be entailed in the determination as to whether a particular contract should be let out or not, it is necessary that Management advise the local Union in the "advance discussion" concerning the item or items which are relevant to the decision‑making.


3. If in the "advance discussion" it is clear that Management is only "contemplating contracting out the work" and if in addition all the pertinent information as noted above is supplied to the local Union, then local Union representatives will be given a better opportunity "to comment on Management's plans" and will also give an opportunity to Management "to give appropriate weight to those comments in the light of all attendant circumstances."

In addition the Union complained that in certain instances plant Management requested and contracted for maintenance service on leased equipment and extended warrant arrangements or service contracts were being purchased which impacted the job security of seniority employes in skilled trades classifications. Management stated that, while Paragraph 183(b) covers the "fulfillment of normal warranty obligations by the vendor", warranty arrangements that extend beyond those customarily provided or the obtaining of service contracts are not covered by these provisions. Rather, such arrangements or service contracts covering work normally and historically performed by represented skilled trades employes are to be considered in the same manner as contracts for the performance of maintenance work and such decisions are covered by the provisions of Paragraph 183 c of the National Agreement. The local plant Managements will be advised accordingly.

 

Very truly yours,

 

 

 

Alfred S. Warren, Jr.

Vice President

 

 

 

 

 

 

Doc No. 59

ADVANCE DISCUSSION‑‑DIE CONSTRUCTION PROGRAMS

 

GENERAL MOTORS CORPORATION

 

March 21, 1982__________

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Attention:         Mr. Owen Bieber  Donald F. Ephlin

                        Vice President and Director

                        General Motors Department

 

Gentlemen:

 

During the current negotiations the parties held lengthy discussions of subcontracting the construction of sheet metal dies and die tryout to non-General Motors sources and its effect on the job security of seniority employes in skilled trades classifications.

 

The Union complained that the current provisions of the National Agreement do not provide for the Union to have sufficient advance knowledge of possible impact of such subcontracting on the job security of seniority employes engaged in the construction of sheet metal dies and die tryout associated with major body sheet metal parts.

 

During the discussions the parties recognized that a large amount of such work is the responsibility of the two major, multi-plant manufacturing divisions (Fisher Body and Chevrolet). new vehicle manufacturing Groups in General Motors. It was further recognized that these two divisions have These Groups have substantial die construction capacity in their own plants, however, it has historically been necessary for them to subcontract portions of each annual model program because of, among other things, the efficiencies and economies involved, the need for specialized tools and equipment, special skills and the necessity of meeting production schedules, model change and plant rearrangement deadlines, the complicating effect of design modifications and bottleneck operations such as machining limitations and the unavailability of presses to perform the necessary tryout work. The Corporation also pointed out that some of these contracts are let from divisional central the Group Headquarters Offices and some are let from specific local fabricating plants.

 

In recognition of the Union's desire for advance knowledge of such subcontracting, the Corporation agreed that when a Local Plant Management at these locations is contemplating a decision to subcontract such die work to non‑General Motors sources, Local Management will, except where time and circumstances prevent it, have advance discussion with Local Union representatives concerning the nature, scope and approximate dates of the work to be performed and the reasons why Management is contemplating contracting out the work. At such times, Management representatives are expected to afford the Union an opportunity to comment on Management's plans and to give appropriate weight to those comments in light of all attendant circumstances.

The International Union, UAW, expressed a desire to have knowledge of the overall scope of contemplated die construction programs and plastic body parts programs. To be performed in these, two divisions.  Accordingly, in addition to the above, the Corporation stated that Chevrolet and Fisher Body divisional Group Headquarters representatives have expressed a willingness to meet with representatives from the GM Department of the International Union from time to time to discuss the general nature and scope of die construction work and work normally done in the bargaining unit involving plastic body parts that is contemplated being contracted out by their divisional central its’ Headquarters Offices.

 

In addition, the parties recognized that subcontracting in connection with major tool, die and engineering projects within other Divisions of the Corporation at other than the two major Divisions and at the Technical Center is extremely complex subject.  The different types of such work being subcontracted, time constraints imposed upon completion, facilities limitations and the variety of ways such work is handled among such other Corporation Divisions all add to the complexity of this subject.  For the parties to properly discuss as complicated a matter as the subcontracting noted above, research and study is necessary.  Therefore, to accomplish this purpose this matter will be reviewed by the GM-UAW Skilled Trades and Apprentice Committee.  The Corporation stated that tool, die and engineering shops in other Divisions are primarily equipped and staffed to provide maintenance and service to productive operations  To provide individual notice of each subcontract would be complex and burdensome, therefore, the parties focused their discussions on broader information concerning annual model programs and the introduction of major new products.

 

Accordingly, Central Office representatives of such other Divisions and representatives of Technical Center facilities have expressed a willingness to meet with representatives of the GM Department of the International Union from time to time to discuss the nature and scope of major new product programs or annual model programs including major tool, die and engineering work of the type normally and historically performed by represented employes that the Division anticipates subcontracting to non-General Motors sources.  In the event a plant is responsible for its own major new product programs or annual model program plans, Local Management will meet with affected Local Union representatives for the purpose of reviewing such plans and provide summary minutes of the meeting.

 

Very truly yours,

 

 

 

 

Alfred S. Warren

Vice President

 

 

 

 

 

EXPLANATION ON NEXT PAGE

 

 

 

 

Doc No. 60

PRE-APPRENTICE TRAINING

MINORITY GROUPS

 

GENERAL MOTORS CORPORATION

 

March 21, 1982 _______1984

 

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Attention:         Mr. Owen Bieber  Donald F. Ephlin

                        Vice President and Director

                        General Motors Department

 

Gentlemen:

 

During the current negotiations the parties discussed pre-apprentice training as one method of achieving our common goal of bringing a greater number of members of minority groups and females into the apprentice training program. It is evident that we share a serious concern about the establishment of effective methods of achieving this desirable goal.

 

Accordingly, the GM-UAW Skilled Trades and Apprentice Committee will consider matters pertaining to pre-apprentice training as it relates to achieving the above objective as well as approve any such training program for which points can be awarded under the UAW-GM Apprentice Selection Procedure.

 

Very truly yours,

 

 

 

Alfred S. Warren, Jr.

Vice President

 

 

 

 

Doc No. 65

RELATED TRAINING BONUS

 

GENERAL MOTORS CORPORATION

 

 

March 21, 1982 _______1984

 

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Attention:         Mr. Owen Bieber  Donald F. Ephlin

                        Vice President and Director

                        General Motors Department

 

Gentlemen:

 

This will confirm the understanding reached during the current negotiations that within a reasonable period after a laid off apprentice, Employe‑In­-Training or Employe‑In‑Training‑Seniority has been recalled to work, such employe 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 employe was enrolled at the time of layoff.

 

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 employe's straight‑ time hourly rate less the amount, if any, paid to the employe for such related training prior to layoff.

 

Very truly yours,

 

 

 

Alfred S. Warren, Jr.

Vice President

 

 

EXPLANATION ON NEXT PAGE

 

 

Doc No. 66

LAYOFFS -- APPRENTICES AND EMPLOYES-IN-TRAINING

 

GENERAL MOTORS CORPORATION

 

March 21, 1982 _______

 

 

International Union, UAW

Solidarity House

8000 East Jefferson Avenue

Detroit, Michigan 48214

 

Attention:         Mr. Owen Bieber  Donald F. Ephlin

                        Vice President and Director

                        General Motors Department

 

Gentlemen:

 

During the current negotiations the parties discussed at length a problem encountered at some plant locations where employes‑in‑training and apprentices are in training to become journeymen in the same skilled trades classification and there is either a need for a reduction or increase in the number of such employes in a skilled trades classification.

 

The parties recognize the desirability of providing opportunities and training for employes through both the GM‑UAW Standard Apprentice Program and the Employe‑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 Employe‑In­-Training Program is equally necessary and has been continued by the parties to supplement the journeyman work force at times of increased work load and during shortages of skilled trades personnel.  Importantly, the Employe-In-Training Program also provides opportunities for persons to upgrade their skills and provisions have been negotiated enabling employes-in-training to continue their training and achieve journeyman status.  Separate National agreement provisions appropriate to this supplemental work force have been negotiated by the parties governing their layoff and recall rights.