EDUCATIONAL OUTLINE
UAW-GENERAL MOTORS
NATIONAL AGREEMENT
NOVEMBER 2, 1996
(EFFECTIVE NOVEMBER 18, 1996)
APPLICATIONS AND INTERPRETATIONS
RICHARD SHOEMAKER
VICE PRESIDENT AND DIRECTOR
UAW GENERAL MOTORS DEPARTMENT
GENERAL MOTORS DEPARTMENT STAFF
Richard Shoemaker, Vice President and Director
Jim Beardsley, Administrative Assistant
Dick Monczka, Administrative Assistant
Henderson Slaughter, Administrative Assistant
L. E. Bunch, Assistant Director
Bill Capshaw, Assistant Director
Mike Gracey, Assistant Director
Rick Lyons, Assistant Director
Joe Spring, Assistant Director
Karla Swift, Assistant Director
Ken Terry, Assistant Director‑,,
Tom Weekley, Assistant Director
Ray
Allen
Paul
Allmand
Tom
Ameno
Jeannie
Anderson
Ron
Baug
Charlie
Best
Ron
Bieber
William
Bowers
Jack
Brown
Bennie
Burgess
Rebecca
Cabreros
Esther
Campbell
Scott
Campbell
Bud
Carroll
James
Ciotti
John
G. Clark
Jerry
Clifton
Rufus
Coleman
Jesse
Conway
Jerry
Coville
Charlie
Coy
Harold
Cox
Shelley
Czeizler
Steve
Czerneski
Don
Douglas
M.
L. Douglas
Robert
Evans',
Bob
Farley
Greg
Fedewa
Mark
Fielder
Bill
Freeman
Ray
Gibson
opeiu494/pp
Dan
Gingerich
Larry
Gontko
Moses
Green
Mike
Grimes
Leslie
Halliburton
Joe
Hasenjager
Diana
Hrovatin
Mohammed
Isa
Sam
Isaac
Larry
Jolly
Dick
Jones
Jim
King
David
Koepcke
Pete
Korolenko
Dan
Lack.
Randy
Lentz
Dick
Long
Faye
McAfee
Rick
McKiddy
Steve
McLimans
Paul
Mitchell
Clayton
Moll
Judy
Murphy
Ron
Murray
Robert
Naugle
Don
Newton
Tony
Ortiz
Ed
Parker
Linda
Patton
Carl
Pedersen
Peggy
Person
Tom
Richardson
Tom
Robinson
Richard
Ruppert
Don
Sarkesian
Joel
Sawyer
Lou
Schultz
Rene
Schutte
Len
Schwartz
Bill
Scrase
Harold
Shelton
Jim
Shroat
Leon
Skudlarek
Darrell
Smith
Larry
Smith
Don
Spillman
Richard
Stalinski
Richard
Starr
Maurice
Staten
Jim
Stevens
Cindy
Suemnick
Crickeft
Sweet
Larry.
Szumal
Jim
Titsworth
Libby
Tomasko
Eddie
Trent
Lula
Trice,
Tom
Walsh
Joanna
Whitaker
Willie
Williams
Jim
Yaklin
Al
Yelle
Vice Presidents: Carolyn Forrest - Jack Laskowski
- Ernst Lofton - Richard Shoemaker
October
30, 1997
Greetings:
This material was prepared by the UAW General Motors
Department as part of our continuing program of using the Subcouncil forum for
the purpose of familiarizing local union representatives with the provisions of
the UAW‑GM National Agreement. These programs have proven successful and
beneficial to Subcouncil participants.
This Educational Outline is a review of the changes
made in the National Agreement during the 1996 negotiations. It will assist you
in administering the contract in a manner that assures our members will receive
the benefits to which they are entitled.
Fraternally,
Richard
Shoemaker
Vice
President and Director
UAW
General Motors Department
opeiu494
educout.doc
(6a) It
is the policy of General Motors and the UAW that the provisions of this
Agreement be applied to all employees covered by this Agreement without
discrimination based on race, color, religion, age, sex, national origin or
individuals with disabilities as required by appropriate state and federal law.
Any claims of violation of this policy. or‑claims of sexual harassment or
of any laws regarding discrimination or harassment on account of disability
may be taken up as a grievance.
When a grievance containing a claim of violation of
this paragraph is appealed to the Shop Committee the Chairperson of the Shop
Committee may refer the claim to a designated member of the Civil Rights
Committee of the Local Union for a factual investigation and report. Any such
investigation will be conducted in accordance with the provisions of Paragraph
(33). Neither the Chairperson of the Civil Rights Committee, nor the member
of the committee that the Chairperson may designate to investigate such a claim
in the Chairperson’s place, shall receive pay from the Corporation based solely
upon any activity arising pursuant to this paragraph.
The grievance and
arbitration procedure shall be the exclusive contractual procedure for
remedying such discrimination claims.
[See Par.
(37)]
[See App.
H]
[See Doc. 30,
31,
32,
33,
99,
107]
EXPLANATION:
Language was added to
this paragraph of the Agreement to clearly state that discrimination or
harassment concerns of UAW represented GM employees may be taken up as a
grievance.
(63)
The transferring of employees is solely the responsibility of Management
subject to the following sub-paragraphs. The provisions of this paragraph shall
be applied without discrimination because of race, religion, color, age, sex,
disability, or national origin, so that equal employment opportunity will be
afforded to all employees.
This Paragraph (63) will
be openly displayed in each department in each plant in such a manner that it
may be reviewed by the employees so that they will be aware of transfer and
promotional opportunities that may become available to them and the procedure
for expressing their desires. All classifications within a department and their
rates of pay will also be openly displayed in that department so that employees
will be aware of transfer and promotional opportunities that may become
available to them. Local agreements that have been negotiated pursuant to sub‑Paragraph
(63)(b) below will also be so openly displayed in each department in each
plant.
[See Par. (72)]
[See App.
K Att. A]
[See Doc.
20, 54,
70,
97]
EXPLANATION:
Discrimination based. on
disability was added to this paragraph in accordance with the Americans with
Disability Act.
Night Shift Premiums
(89)
A night shift premium on night shift earnings, including overtime premium pay,
will be paid to employees for time worked on shifts scheduled to start in
accordance with the following chart:
|
Schedule Shift
Starting Time
|
Amount of Regular
Shift Premium
|
Amount of
Conditional Shift
Premium
|
|
(1) On or after 11:00
a.m. and before
7:00 p.m.
|
Five per cent
|
Ten
percent for all hours worked after 12 midnight when such employee is
scheduled
to work more than nine (9) hours and until or beyond 2:00 a.m.
|
|
(2) On or after 7:00
p.m. and on or before 4:45 a.m.
|
Ten per cent
|
|
|
(2) After 4:45 a.m.
and before 6:00
a.m.
|
Ten per cent
until
7:00 a.m.
|
|
|
(4) On or after
6:00 a.m. and before 11:00 a.m.
|
None
|
Five
percent for all hours worked in excess of eight (8) when such employee is
scheduled to work twelve (12) or more hours
|
When employees covered
by (1) above are scheduled to work more than nine hours and until or beyond 2:00
a.m. they shall be paid ten per cent for the hours worked after 12
midnight.
When employees whose
normal shifts begin on or after 6:00 a.m. and before 11:00 a.m.
are scheduled to work twelve (12) or more hours, they shall be paid a five (5)
percent shift premium for all hours worked in excess of eight (8).
In applying the above
night shift premium provisions, employees shall be paid the premium rate, if
any, which attaches to the shift they work on a particular day.
[See Par.
(87)(6), (101)(i),
(205)‑(205a)]
EXPLANATION :
This paragraph has
changed by incorporating two of the three subparagraphs which were below the
chart directly into the chart.
Under the 1993
Agreement, it was implied that an employee must not only be scheduled for the
required number of hours indicated in the language but must actually work these
hours to qualify for the applicable conditional shift premium payments. The new
agreement interpretation is that the employee must only be
"scheduled" for the required number of hours. When the employee is
scheduled for the required number of hours, they qualify for the conditional
shift premium payment regardless of whether those hours are actually worked.
(96a)(1) An
employee whose seniority is transferred between General Motors plants pursuant
to Paragraph (96) of this Agreement will be paid a Relocation Allowance,
provided:
[See App.
K,II,(N)]
[See
Doc. 20]
(a) The plant to
which the employee is to be relocated is outside the Area Hire Area as defined
by the National Parties, and
(b) As a result
of such relocation the The employee changes permanent residence, and
(c) Application
is made within six (6) months after commencement of employment at the plant to
which the employee was relocated in accordance with the procedure established
by the Corporation.
EXPLANATION:
Our members must change
permanent residence in order to be eligible for a relocation allowance.
(96a)
(2)
When
employees are relocated, they will be given a choice from the following
Relocation Packages:
(a) Option 1 ‑Enhanced Relocation:
Employees will receive a Relocation Allowance up
to a maximum of $20,000, $22,000 $5,000 $6.000 of
which will be provided as a signing bonus to cover miscellaneous up front cash
expenditures. The balance will be paid by Argonaut as direct reimbursements for
actual expenditures incurred within 6 months of the effective date of
relocation. Reimbursable expenses include all of the following: real estate
commission on sale of house, points and closing costs (title insurance. taxes
and interest and miscellaneous lender fees) on purchase of new home, and
household goods move (full van line or self drive). Costs are reimbursable only
if employee utilizes Argonaut’s Relocation Services preferred
real estate brokers and van lines.
In addition, spousal relocation assistance will
be provided through Argonaut Relocation Services.
After one (1) year of employment, employees may
receive any remaining balance of the $15,000 $16.000 up to a
maximum of $5,000 $6,000.
Employees who are placed in accordance with
Appendix A and accept the Enhanced Relocation Allowance will not
be eligible to initiate another Extended Area
Hire placement for a period of 18 months unless the employee's status changes
to laid off or Protected or unless otherwise agreed to by the National Parties,
Employees will also be reimbursed via expense
report for expenses approved in advance incurred on an orientation trip to the
plant having an opening.
Employees receiving the Enhanced Relocation
Allowance will terminate their seniority at all other GM locations and,
therefore, not be eligible for recall/rehire or Return to Former Community.
(b) Option 2 ‑ Basic Relocation:
Employee will receive Relocation Allowance based
on mileage relocated from plant of layoff to plant of hiring based on the
following table:
Relocation
Allowance
Amount
Mileage Single Married
50‑99 $1,049 $2563 $2,330
100‑299 $1,168 $2824 $2,567
300‑499 $1,267 $2962 $2,693
500‑999 $1,536 $3499 $3,181
1000+ $1,775
$4022 $3,656
The employee who accepts the Basic Relocation
Option will be eligible to apply for return to former community in accordance
with the Memorandum of Understanding Employee Placement (Section V ‑
Return to Former Community) after working at the plant of relocation for a
period of six (6)
months or upon
indefinite layoff from the plant of relocation.
Married employees receiving the Basic
Relocation Option may initially apply for the
"single" amount and within one
(1) year, the balance of the "married"
amount when their families are
relocated.
Employees from an idled
or closed location or employees from a location not included in an Area Hire
Area with no prospect of recall who relocate in excess of 200 miles under the
Basic Relocation Option will receive the specified relocation amount and an additional
$1,000 $1,200.
[See App.
A]
EXPLANATION:
The signing bonus was
increased to $6,000 and the relocation amount increased to $16,000 for a total
Enhanced Relocation Package amount of $22,000.
A new service will be
available to employees who relocate ‑ spousal relocation assistance. This
service will be coordinated through Argonaut Relocation Services and is in
addition to the $22,000 Enhanced Pack‑age amount.
Changes reflect
increases in the Enhanced Relocation Package.
Employees who move under
the Enhanced Relocation Package will not be able to initiate another out of
area move for a period of 18 months unless the employee is laid off or placed
on Protected status. The National Parties may agree to move employees before
the end of 18 months.
The basic relocation
amount was increased 10% over the 1993 married amount. The single category also
was eliminated.
(96a)
(4a 4) Only
one Relocation Allowance will be paid where more than one member of a family
living in the same residence are relocated pursuant to Paragraph
(96).
(4b) Single,
widowed, divorced, or legally separated employees who accept the Basic
Relocation Option and who have children Residing and relocating with them will
be eligible for‑ the "Married" Relocation Allowance
Amount.
EXPLANATION:
Paragraph (4b) is no longer applicable.
Note: If a married
couple is relocating to different plants, each will be eligible for the
relocation amount. However, if taking the Enhanced Relocation Package, the
reimbursable expenses for the sale of only one house will be reimbursed under
this program.
(101)(a) General Increases.
Effective September 15, 1997 and September 14, 1998 20, 1993,
each employee covered by this agreement shall receive a wage increase in the
employee's straight time hourly wage rate (exclusive of Cost of Living
Allowance and Shift Premium) in accordance with the following table:
Straight Time
Hourly
Wage Rates Wage
Increases
Up thru 15.83 47¢
15.84 16.16........................................... 48¢
16.17 16.49........................................... 49¢
16.50 16.83........................................... 50¢
16.84 17.16........................................... 51¢
1717 17 49........................................... 52¢
17.50 17.83........................................... 53¢
17.84 18.16........................................... 54¢
18.17 18.49........................................... 55¢
18.50 18.83........................................... 56¢
18.84 19.16........................................... 57¢
19.17 19.49........................................... 58¢
19.50 19.83........................................... 59¢
19.84 20.16........................................... 60¢
20.17 20.49........................................... 61¢
Up thru 18.49............................................ 55¢
18.50 ‑ 18.83............................................ 56¢
18.84 ‑ 19.16........................................