UAW - GENERAL MOTORS AND DELPHI
NATIONAL AGREEMENTS
SEPTEMBER 28, 1999
(EFFECTIVE OCTOBER 18, 1999)
APPLICATIONS AND INTERPRETATIONS
RICHARD SHOEMAKER
VICE PRESIDENT AND DIRECTOR
UAW GENERAL MOTORS DEPARTMENT
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INDEX
Paragraph Nos. Description Page
PREFACE.................................................................................. 7
(4k) Check‑Off Dues......................................................................... 8
(6a) Discrimination............................................................................ 9
(22a) Committeeperson Rate and Transfer..................................... 10
(24a) Chairperson Reservoir Time................................................... 11
(46)(1) Skilled Trades.......................................................................... 12
(48)(2) Grievance Violation Continued................................................. 13
(57) Seniority................................................................................... 14
(63) Transfers................................................................................. 15
(69) Seniority................................................................................... 16
(76b) Disciplinary Layoffs and Discharge......................................... 18
(96a2) Relocation Allowance.............................................................. 19
(96a5) GMAC Relocation Services..................................................... 22
(96a6) Relocation Allowance Provisions............................................ 23
(98) Wage Rates re: New Employees............................................ 24
(101)(a)(1) Wage Rates re: General Increase........................................... 26
(101)(a)(2) Wage Rates re: Wage Increase.............................................. 28
(101)(c) Cost of Living Allowance.......................................................... 30
(101)(d) Cost of Living Allowance.......................................................... 31
(101)(f) Cost of Living Allowance.......................................................... 32
(101)(g) Cost of Living Allowance.......................................................... 33
(101)(h) Cost of Living Allowance.......................................................... 34
(101)(i) Cost of Living Allowance.......................................................... 36
(143) Skilled Trades re: Paragraph (143)......................................... 37
(151) Skilled Trades re: Apprentice Wage Rates............................. 38
(153) Skilled Trades re: (E.I.T.)......................................................... 40
(163) Wage Rates of "Employees‑in‑Training"................................. 41
(164) Skilled Trades re: (E.I.T.)......................................................... 42
(180)(a) Related Training ‑ (E.I.T.)........................................................ 43
Paragraph Nos. Description Page
(189) Vacation Entitlement Section .................................................. 44
(198) Vacation Entitlement................................................................ 45
(202a) Independence Week Shutdown............................................... 46
(203) Holiday Pay.............................................................................. 47
(203a) Christmas Holiday Period........................................................ 51
(203c) Christmas Holiday Period........................................................ 52
(218b) Bereavement........................................................................... 53
(223) Notice of Termination............................................................... 55
Appendix Description Page
F Maintenance Subcontracting................................................... 56
Memorandums
of Understanding Description Page
Voluntary Political Contributions ............................................. 58
Memorandum of Understanding ............................................. 61
Document Nos. Description Page
13 Plant Closing and Sale Moratorium......................................... 62
27 Memorandum of Understanding
Drug Testing................................................................... 64
31 Equal Application Committee
National and Local.......................................................... 66
32 GM Policy Regarding Employment of
Individuals with Disabilities............................................. 69
42 Paragraph 64(e) Extension...................................................... 71
44 Expeditious Grievance Handling
GM to UAW..................................................................... 72
45 Expeditious Grievance Handling
UAW to GM..................................................................... 74
46 Joint Program Representatives............................................... 76
60 Pre‑Apprentice Training........................................................... 80
63 Job Security ‑ Apprentice Training
and Journeyman/woman Development.......................... 81
77 Local Union Presidents ........................................................... 84
84 Weather Conditions and Riots ............................................... 86
Document Nos. Description Page
87 Cost of Living Calculation ....................................................... 90
112 Work Assignments ‑ Skilled Trades........................................ 92
131 Supplier Corporate Citizenship................................................ 94
134 Working on a Holiday/Vacation Entitlement............................. 96
Letters Description Page
New Check-Off of Union Membership Dues
Paragraph 4(s) Unpublished........................................ 97
New Commitment to Diversity......................................................... 98
New Disciplinary Layoffs and Discharges
Paragraph (76a)......................................................... 100
New Equal Application re: Temporary
Employees................................................................. 101
New Family and Medical Leave Act............................................... 102
New GMSPO re: Regional Interline Facilities
(RIF's) and Carrier Interline Facilities or
Carrier Interline Facilities (CIF's)............................... 104
New Grievance Procedure re: Full Disclosure.............................. 106
New Miscellaneous re: Deleting references to
Certain dates Unpublished........................................ 107
New Miscellaneous re: Independence Week
Shutdown................................................................... 108
New Miscellaneous re: Product Development
And Transformation................................................... 109
New Miscellaneous re: New Vehicle Purchase
Program re: Unpublished........................................... 111
New Miscellaneous re: New Vehicle Purchase
Program re: Unpublished........................................... 112
New Miscellaneous re: Independence Week
Shutdown ‑ Paragraph 202d(2)................................. 114
New Miscellaneous re: Vacation Entitlement................................. 116
New Neutrality Unpublished........................................................... 117
New Quality re: UAW Flag............................................................. 119
New Special Active Duty
Armed Forces Unpublished ...................................... 121
Letters Description Page
New Transfer Provisions............................................................... 129
Undercover Agents Unpublished........................................... 123
New Wages re: Payroll Related Matters........................................ 124
New Wage Progression re: Paragraph (98).................................. 125
New Wage Progression re: Paragraph (98)
Plant Vacation Shutdown Unpublished............................ 126
New WFG Powertruck Repair ...................................................... 127
New WorIdWide Facilities Group .................................................. 128
Excerpts from
The Minutes Description Page
New Grievance Procedure Subcommittee ................................... 130
opeiu494/ld ‑ parind4994
syw/opeiu494afl‑do
3/07/00 3:11 p.m.
General Motors Corporation and the UAW recognize their respective responsibilities under federal, state, and local laws relating to fair employment practices
The Company and the
Union recognize the moral principles involved in the area of civil rights and
have reaffirmed in their Collective Bargaining Agreement their commitment not
to discriminate because of age. race, religion, color, sex,
religion, age, sex, or national origin,
disability or sexual orientation.
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EXPLANATION:
Prohibiting discrimination due to disability or sexual orientation was added to the preface of the agreement.
(4k) Check‑Off deductions under all properly executed
Authorizations for Check‑Off of Dues forms which have been delivered to
the respective Local Managements on or before the effective date of this
Agreement, shall begin with the first month of November, 1996.following
the effective date of this Agreement.
[See Doc. 18]
[See CSA #11]
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EXPLANATION:
The date was removed from this paragraph to eliminate the need to update it with each new National Agreement.
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 age,
race, color, sex, religion, age, sex, national origin, or
individuals with disabilities disability or sexual orientation as
required by appropriate state and federal law. Any claims of violation of this
policy, 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]
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EXPLANATION:
"Sexual orientation" was added to this paragraph and the provision was rearranged to be consistent with other sections of the Agreement.
(22a) Committeepersons shall establish a regular rate equal to their regular straight time hourly rate, as of the time they assumed their duties as Committeepersons.
This rate shall be adjusted in accordance with any adjustments made in the rate for the classification the Committeeperson then held.
When provisions of the Local Seniority Agreement entitle Committeepersons to return to their former groups on higher rated jobs, their rates will be adjusted in accordance with such provisions. Also Committeepersons are eligible for promotion to higher rated jobs in their District or Zone in accordance with Paragraphs (63)(a)(1), (63)(a)(2) or (63)(b) provided they are the most senior applicant and they are capable of doing the job.
[See Doc. 7]
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EXPLANATION:
This provision was expanded to allow Committeepersons to transfer to jobs in their district or zone in accordance with Paragraph (63)(a)(1), (63)(a)(2) or (63)(b) provided they are the highest seniority applicant and they are capable of doing the job.
(24a) Chairpersons of Shop Committees in
plants employing 500 or more employees will be permitted to leave the plant in
accordance with Paragraph (24) and will be paid their regular rates for up to
six (6) hours per day Monday through Friday while they are out of the plant in
the performance of legitimate representation functions during straight time
hours when they would otherwise be entitled to be in the plant for
representation purposes. They shall notify the designated Management
representative, if available, when leaving and returning to the plant during
working hours. Chairpersons of Shop Committees in plants employing less than
500 employees will be permitted to leave the plant in accordance with the above
and will be paid their regular rate for up to twelve twenty
(1220) hours per week, which will be a reservoir available at the
start of the week, to be drawn upon during the week Monday through Friday. Any
single period of absence must be for a minimum of two (2) hours or a
maximum of six (6) hours.
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EXPLANATION:
The amount of time available to Chairpersons of the Shop Committee in plants employing less than 500 people has been increased. Twenty (20) straight time hours per week will now be available to such Chairpersons when they are out of the plant performing legitimate representation functions. A single period of absence must be a minimum of two (2) hours or up to a maximum of six (6) hours.
(46)(1) In making a decision on a case alleging a violation of Paragraphs (183a), (183b), (183c), (183e), Appendix F‑1, or Appendix L, the Umpire can only provide a remedy where the Umpire finds that (1) a violation of the express commitments set forth in the
above paragraphs, Appendix F‑1, or Appendix L has been established, (2) the established violation resulted from the exercise of improper judgment by Management, (3) an E.I.T.S. or Journeyman/woman employee, who customarily would perform the work in question has been laid off or was allowed to remain on layoff as a direct and immediate result of work being subcontracted, or (4) in the case of Appendix L, an employee has been laid off or was allowed to remain on layoff as a result of work being outsourced, or not being brought in‑house. The Umpire's remedy shall be limited to back wages for the affected employees as defined in (3) and (4) of this paragraph, and in the case of Appendix L, the Umpire may rule that the affected employees will be recalled and/or placed on regular productive work and the work in dispute or equivalent replacement work be returned to General Motors.
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EXPLANATION:
The Umpire may now rule that disputed or equivalent replacement work be returned to General Motors as remedy for grievances charging Management with violations of Appendix L.
(48)(2) In cases based on a violation
which is continuing, if the circumstances of the case made it impossible for
the employee, or for the Union, as the case may be, to know that the employee,
or the Union, had grounds for such a claim prior to that date, the claim shall
be limited retroactively to a period thirtysixty days prior to
the date the claim was first filed in writing.
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EXPLANATION:
Paragraph (48)(2) has been modified to increase the claim limit on grievance liability from thirty (30) days to sixty (60) days.
(57) Employees may acquire seniority by working ninety days during a period of six continuous months in which event the employee's seniority will date back ninety days from the date seniority is acquired; provided, however, that employees rehired pursuant to Paragraph (64)(e) may acquire seniority by working thirty days during a period of six continuous months in which event the employee's seniority will date back thirty days from the date seniority is acquired. Employees rehired in accordance with (64)(e) will acquire seniority on their first day of work if rehired within twenty‑four month of the date they lost seniority.
Employees who are placed in permanent jobs at other GM facilities under the provisions of the Memorandum of Understanding Employee Placement will establish seniority at the secondary plant on the day they start at the secondary plant. Such employees will establish a plant seniority date in accordance with the Application of Corporate Seniority Section of Memorandum of Understanding Employee Placement.
[See Par. (73x),(107),(108),(135)]
[See Par. (l37)(b),(157),(l70)(a)‑(b)]
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EXPLANATION:
The new provision provides employees who are rehired under (64)(e) day one seniority if rehired within twenty-four (24) months of the date they lost seniority.
(63) The transferring of employees is solely the responsibility of Management subject to the following subparagraphs. The provisions of this paragraph shall be applied without discrimination because of race, religion, color, age, sex, disability, sexual orientation, 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. (6a)]
[See Par. (72)]
[See App. K Att.A]
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EXPLANATION:
This paragraph was changed to prohibit the Company from discriminating against our members because of their sexual orientation when applying for transfers under this paragraph.
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(69) Any employee who has been
transferred from a supervisory position to a job classification in the
bargaining unit shall be credited with the seniority as hereafterwhich
the employee had established prior to March 1, 1977, and all time worked
in the bargaining unit subsequent to March 1, 1977, except as provided in
Document 86, provided:
[See App. K,III(C)15]
[See Doc. 86]
(a) The employee previously worked on a job classification in the bargaining unit. This shall also be applied to employees who were promoted prior to certification of the Union.
(b) The employee's employment with the Corporation has remained unbroken.
The seniority of such employee returning to the bargaining unit will be established as provided below
1. All seniority established prior to March 1 1977
2. All time worked in the bargaining unit subsequent to March 1, 1977.
3. All time worked in a supervisory position subsequent to September 21, 1984 and prior to January 1, 2000.
4. All time worked in a temporary supervisory position that does not exceed 120 days in any calendar year subsequent to January 1, 2000.
Such employee may be placed on a job in accordance with the provisions of the local seniority agreement, beginning with the last previous job the employee held in the bargaining unit; provided however, that if such last previously held job is no longer in existence, the employee may be placed in accordance with Paragraph (59). In no event shall such employee be transferred to a bargaining unit job at a time when the employee has insufficient seniority to be so placed.
EXPLANATION:
Paragraph 69 was changed to allow for seniority slippage. Bargaining unit seniority for regular salaried supervisors will no longer accumulate after December 31, 1999. Seniority of such employees returning to the bargaining unit will be established as provided below:
1. All seniority established prior to March 1, 1977.
2. All time worked in the bargaining unit subsequent to March 1, 1977.
3. All time worked in a supervisory position subsequent to September 21,1984 and prior to January 1, 2000.
4. All time worked in a temporary supervisory position that does not exceed 120 days in any calendar year subsequent to January 1, 2000.
(76b)
Employees will be tendered a copy of any warning, reprimand, suspension or
disciplinary layoff entered on their personnel records, within three days of
the action taken. In imposing discipline on a current charge, Management will
not take into account any prior infractions, which occurred more than three
years previously. Further, Management will eliminate from an employees
record any infraction where there was a lapse of time of greater than 18 months
between infractions provided the employee has not been on leave of absence the
majority of the time between the infractions. Also Management will notnor
impose discipline on employees for falsification of their employment
applications after a period of twelve (12) months from their date of hire.
[See Par. (56)]
[See Doc. 34]
EXPLANATION:
Management will eliminate all discipline (infractions) from a members' record when the last infraction of a shop rule was at least eighteen (18) months prior. Members on leave of absence during the eighteen (18) months between disciplines (infractions) must have worked the majority of time, i.e., nine (9) months and one (1) day. This language also applies to the Attendance Procedure in Document 8.
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EXPLANATION: The enhanced Relocation Package
was increased to $23,500. The Signing Bonus to cover miscellaneous up‑front
cash expenditures is $6,500 and $17,000 for reimbursable expenses. Closing
costs on the sale of an employee's home was added as an eligible
reimbursable expense.
(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 $22,00023,500, $60006,500
of which will be provided as a signing bonus to cover miscellaneous up‑front
cash expenditures. The balance will be paid by ArgonautGMAC
Relocation Services as direct reimbursements for actual expenditures
incurred within 6 months of the effective date of relocation.
EXPLANATION: Argonaut
Relocation Services is now GMAC Relocation Services. EXPLANATION: Any balance, up to a maximum of $7,000,
of the $17,000 for reimbursable expenses will be paid to employees who
relocate after 1 year at the new location.
Reimbursable expenses
include all of the following: real estate commission and closing costs
on sale of house, points and closing costs (title insurance, taxes, 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
ArgonautGMAC
Relocation Services preferred
real estate brokers and van lines.
In addition, spousal relocation
assistance will be provided through ArgonautGMAC Relocation
Services.
After one (1) year of employment,
employees may receive any remaining balance of the $16,00017,000
up to a maximum of $60007000.
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EXPLANATION:
Employees
who relocate and receive an enhanced Relocation Allowance cannot initiate
another Area Hire or Extended Area Hire move for a period of 36 months,
unless they are laid off or placed on Protected Status.
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 or initiate an Area Hire placement as an active employee for a
period of
1836 months unless the employees 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
EXPLANATION: The
Basic Relocation Allowance was increased by 10%.
Mileage Amount
50-99 $2563
$2820
100-299 $2824
$3107
300-499 $2962
$3259
500-999 $3499
$3849
1000+ $4022
$4425
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The employee who accepts the Basic Relocation Option will be eligible to apply for return to former community or an Extended Area Hire application in accordance with the Memorandum of Understanding Employee Placement (Section V ‑ Return to Former Community and Section II ‑ Extended Area Hire) after working at the plant of relocation for a period of six (6) months or upon indefinite layoff from the plant of relocation.
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 $1,2001,280.
[See App. A]
(96a)
(5) The services of the Argonaut
RealtyGMAC Relocation Services, at the Corporation's expense, will
be made available to eligible employees with regard to assistance in home
selling, and home buying, assistance in moving household goods, the application
and follow‑up of TAA or other similar present or future Federal or State
legislation.
[See Par. (96a)(1)]
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EXPLANATION:
Argonaut Relocation Services is now GMAC Relocation Services.
(6) The
resources of the UAW-GM Center for Human Resources will continue to be utilized
to develop and update mMaterials designed to assist
employees who relocate under the provisions of Paragraph
(96) or the Memorandum of Understanding Employee Placement will be
updated. Such assistance materials will include information
covering topics such as:
· Moving Household Goods
· Community Services
· Contractual Rights and Responsibilities
· New Community Orientation
· New Plant and Product Orientation
· Health and Safety
· Legal Services
· Relocation Allowance
· TAA or other Government Benefits
·
Employee
Assistance ProgramWork/Family
Program
· Real Estate Services
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All materials developed regarding these topics are to be consistent with services available to laid off employees under the provisions of Document No. 110, Dislocated Workers.
National and/or local training funds will be used to support the efforts required to provide the above assistance.
(98) New employees hired on or after the effective date of this Agreement, who do not hold a seniority date in any General Motors plant and are not covered by the provisions of Paragraph (98b) below, shall be hired at a rate equal to seventy (70) percent of the maximum base rate of the job classification. Such employees shall receive an automatic increase to:
[See Doc. 87]
[See CSA #10]
(1) seventy‑five (75) percent of the maximum base rate of the job classification at the expiration of twenty‑six (26) weeks.
(2) eighty (80) percent of the maximum base rate of the job classification at the expiration of fifty‑two (52) weeks.
(3) eighty‑five (85) percent of the maximum base rate of the job classification at the expiration of seventy‑eight (78) weeks.
(4) ninety (90) percent of the maximum base rate of the job classification at the expiration of one hundred and four (104) weeks.
(5) ninety‑five (95) percent of the maximum base rate of the job classification at the expiration of one hundred and thirty (130) weeks.
(6) the maximum base rate of the job classification at the expiration of one hundred and fifty-six (156) weeks.
Such an employee who is laid off prior to acquiring seniority and who is re‑employed at that plant within one year from the last day worked prior to layoff shall receive a rate upon reemployment which has the same relative position to the maximum base rate of the job classification as had been attained by the employee prior to layoff. Upon such reemployment, the credited rate progression period of an employee's prior period of employment at that plant shall be applied toward their 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 employee will receive one week's credit toward acquiring the maximum base rate of the job classification provided the employee had worked in that given week. Credit will not be given for any week during which for any reason, the employee does not work except as provided in Paragraph (108) and when the Christmas Holidays consists of a full week and the Independence Week Shutdown, provided the employee would otherwise have been scheduled to work. Notwithstanding other provisions of this Agreement. full weeks of time lost for vacation during the Plant Vacation Shutdown Week, bereavement, military duty and Family Medical Leave Act, if the employee would otherwise have been scheduled to work, will be considered as time worked. Each increase shall be effective at the beginning of the first pay period following the completion of the required number of weeks of employment.
EXPLANATION:
Full weeks of time lost for vacation during the Plant Vacation Shutdown Week, Bereavement, Military Duty, and Family Medical Leave Act will now be considered as time worked for credit toward acquiring the maximum base rate under the wage progression provisions of this Agreement.
(101)(a)(1) General
Increases. Effective September 1520, 19997 and
September 14, 1998, each employee covered by this agreement shall receive a
wage increase in the employee's straight time hourly wage rate (exclusive of Ccost
of Lliving Aallowance, and Sshift
Ppremium, seven‑day operations premium and any other
premiums), in accordance with the following table:
Straight Time
Hourly
Wage Rates Wage Increases
Up thru – 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¢
20.50 – 20.83..................................... 62¢
20.84 – 21.16..................................... 63¢
21.17 – 21.49..................................... 64¢
21.50 – 21.83..................................... 65¢
21.84 – 22.16..................................... 66¢
22.17 – 22.49..................................... 67¢
22.50 – 22.83..................................... 68¢
22.84 – 23.16..................................... 69¢
23.17 – 23.49..................................... 70¢
23.50 – 23.83..................................... 71¢
23.84 – 24.16..................................... 72¢
24.17 – 24.49..................................... 73¢
24.50 – 24.83..................................... 74¢
24.84 – 25.16..................................... 75¢
25.17 – 25.49..................................... 76¢
25.50 – 25.83..................................... 77¢
Up thru – 19.83.................................. 59¢
19.84 – 20.16..................................... 60¢
EXPLANATION: This paragraph provides all employees with a three
(3) percent pay raise effective September 20, 1999.
20.17 – 20.49..................................... 61¢
20.50 – 20.83..................................... 62¢
20.84 – 21.16..................................... 63¢
21.17 – 21.49..................................... 64¢
21.50 – 21.83..................................... 65¢
21.84 – 22.16..................................... 66¢
22.17 – 22.49..................................... 67¢
22.50 – 22.83..................................... 68¢
22.84 – 23.16..................................... 69¢
23.17 – 23.49..................................... 70¢
23.50 – 23.83..................................... 71¢
23.84 – 24.16..................................... 72¢
24.17 – 24.49..................................... 73¢
24.50 – 24.83..................................... 74¢
24.84 – 25.16..................................... 75¢
25.17 – 25.49..................................... 76¢
25.50 – 25.83..................................... 77¢
25.84 – 26.16..................................... 78¢
26.17 – 26.49..................................... 79¢
26.50 – 26.83..................................... 80¢
NOTE: In the case of a classification, the rate for which is determined by a wage rule in the Local Wage Agreement relating the rate for the classification to the rate for another classification or classifications, the above table will determine the rate for the classification where there is a conflict with such wage rule.
Effective September 1520,
19997, in addition to the wage increase set forth in Table I above, but after
application of said increase, each employe in a skilled trades job
classification which qualifies for journeyman/woman status under the provisions
of Paragraph (178) of this agreement shall receive a tool allowance adjustment
of thirty twenty cents (320¢)
per hour added to the base rate, except each employe in a
"Skilled" Apprentice job
classification shall receive that wage increase, if any, which is applicable in
accordance with provisions of Apprentice Rate Schedule set forth in Paragraph
(151) of the Agreement.
[See CSA #16]
NEW
(101)(a)(2) Effective September 18, 2000, September 17, 2001, and September 16, 2002 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, shift premium, seven‑day operations premium, and any other premiums), in accordance with the following table:
Table II
Straight Time
Hourly Improvement
Wage Rate Factor Increase
Less than $21.17............................... 63¢
21.17 - 21.49...................................... 64¢
21.50 ‑ 21.83...................................... 65¢
21.84 ‑ 22.16...................................... 66¢
22.17 ‑ 22.49...................................... 67¢
22.50 ‑ 22.83...................................... 68¢
22.84 ‑ 23.16...................................... 69¢
23.17 ‑ 23.49...................................... 70¢
23.50 ‑ 23.83...................................... 71¢
23.84 ‑ 24.16...................................... 72¢
24.17 ‑ 24.49...................................... 73¢
24.50 ‑ 24.83...................................... 74¢
24.84 ‑ 25.16...................................... 75¢
25.17 ‑ 25.49...................................... 76¢
25.50 ‑ 25.83...................................... 77¢
25.84 ‑ 26.16...................................... 78¢
26.17 ‑ 26.49...................................... 79¢
26.50 ‑ 26.83...................................... 80¢
26.84 ‑ 27.16...................................... 81¢
27.17 ‑ 27.49...................................... 82¢
27.50 ‑ 27.83...................................... 83¢
27.84 ‑ 28.16...................................... 84¢
28.17 ‑ 28.49...................................... 85¢
28.50 ‑ 28.83...................................... 86¢
28.84 ‑ 29.16...................................... 87¢
29.17 ‑ 29.49...................................... 88¢
29.50 ‑ 29.83...................................... 89¢
29.84 ‑ 30.16...................................... 90¢
NOTE: In the case of a classification, the rate for which is determined by a wage rule in the Local Wage Agreement relating the rate for the classification to the rate for another classification or classifications, the above table will determine the rate for the classification where there is a conflict with such a wage rule.
[See CSA #16]
EXPLANATION:
This paragraph provides all employees with a three (3) percent pay raise effective September 18, 2000, September 17, 2001, and September 16, 2002.
(101)(c) The
increases in base rates provided for in Paragraphs (101)(a)(1)
and (101)(a)(2)
shall be added to the wage rates (minimum, intermediary and maximum) for
each day work classification.
EXPLANATION:
This paragraph was expanded to include paragraphs (101)(a)(1) and (101)(a)(2). The reference to "day work" was eliminated. General increases effective September 20, 1999, September 18, 2000, September 17, 2001 and September 16, 2002 will be added to the wage rates for each employee's classification.
(101)(d) Cost of Living Allowance.
Each employee hired on or before the effective date of
covered by this Agreement shall receive a Cost of Living Allowance in
accordance with the provisions of Paragraphs (101)(g)
and (101)(h).
Employees hired or rehired after the effective date of the
Agreement shall receive the Cost of Living Allowance amount effective during
the three month period in which they are hired until their first base rate
adjustment. Effective with that adjustment and concurrent with each subsequent
base rate adjustment, employees shall have their Cost of living Allowance
amount changed to then current Cost of living Allowance payable as specified in
Paragraph (101)(h).
It is agreed that only the Cost of Living Allowance will be subject to reduction so that, if a sufficient decline in the cost of living occurs, employees will immediately enjoy a better standard of living.
[See Par. (98),(101)(e)]
[See Doc. 87]
EXPLANATION:
This provision now provides quarterly COLA payments for all employees. Under the previous Agreement, employees hired or rehired did not receive their COLA adjustment until their first Base Rate adjustment.
(101)(f) The Cost
of Living Allowance will be determined in accordance with changes in the
official Consumer Price Index for Urban Wage Earners and Clerical Workers
(revised, CPI‑W) (United States City Average) published by the Bureau of
Labor Statistics (1967 = 100). For the nine adjustments beginning in
December 1996 and continuing through December 1998, the BLS’s CPI-W (1967=100)
reference base will be used in such calculation. Thereafter, beginning with
the March 1999 adjustment, the BLS’s CPI-W (1993-1995=100) reference base will
be used to determine the Cost of Living Allowance.
[See Doc. 87]
EXPLANATION:
This paragraph sets forth the specific consumer price index used to determine the Cost of Living Allowance.
(101)(g) Effective
with the date of this Agreement, but after the application of the wage
increase provided in Paragraph (101)(a)(1)
$1.03.85 shall be deducted from the $1.08.90
Cost of Living Allowance in effect immediately prior to that date and $1.03.85
shall be added to the base wage rates (minimum, intermediary and maximum)
for each day work classification in effect on that date, for pay
calculation purposes. Thereafter, during the period of this Agreement,
adjustments in the Cost of Living Allowance shall be made at the following
times:
Effective Date Based Upon Three
of Adjustment: Month Average of
the Consumer Price
Index For:
December 26, 19969
.................. August, September, October,
19969
First pay period ........................... November, December,
beginning on or after: 19969
and January, 19972000
March 1, 19972000 and at and
at three‑calendar
three‑calendar month month intervals
intervals thereafter thereafter to February,
to June 1, 19992003. March,
April, 19992003.
In determining the three‑month average of the Indexes for a specified period, the computed average shall be rounded to the nearest 0.1 Index Point.
In no event will a decline in the three‑month average Consumer Price Index below 457794 4.1 provide the basis for a reduction in the wage scale by job classification.
[See Par. (101)(d),(101)(e),(101)(h)]
[See Par. (101)(j),(101)(k),(190)]
[See CSA #10]
EXPLANATION:
This paragraph provides for the eighty‑five (.85 cents) fold-in of COLA and the continuation of quarterly COLA adjustments.
(101)(h) The amount of
the Cost of Living Allowance shall be five cents (5¢) per hour effective with
the effective date of this Agreement and ending December 15, 19969.
Effective December 26, 19969 and for any period thereafter as
provided in Paragraphs (101)(d) and (101)(g), the Cost of Living Allowance
shall be in accordance with the following table:
Three‑Month Average Cost of Living
Consumer Price Index Allowance
457.9 484.1
or less .......................... None
458.0 484.2‑
484.4 458.1‑ ............... 1¢ per hour
458.2 484.5‑
484.6 458.4 ................ 2¢ per hour
458.5 484.7‑
484.9 458.6 ................ 3¢ per hour
458.7 485.0‑
485.2 458.9 ................ 4¢ per hour
459.0 485.3‑
485.4 459.2 ................ 5¢ per hour
459.3 485.5‑
485.7 459.4................. 6¢ per hour
459.5 485.8‑
485.9 459.7 ................ 7¢ per hour
459.8 486.0‑
486.2 459.9................. 8¢ per hour
460.0 486.3‑
486.4 460.2 ................ 9¢ per hour
And so forth with 1 ¢ adjustment for
each 0.265 change in the Average Index and will be calculated in
accordance with the Letter of Understanding signed by the parties.
Continuing through the adjustment effective in December 1998. Thereafter,
beginning with the adjustment effective in March 1999, and beginning with the
first next 1¢ that may become payable, the above table will be
changed to reflect a conversion in CPI-W reference bases, from 1967=100 to
1993-1995=100, and modified to provide that 1¢ adjustments
in the Cost of living Allowance shall become payable for each 0.06 change in
Average Index, as calculated in accordance with the Letter of Understanding
signed by the parties.
For the three
month period beginning on December 2, 1996 and ending on March 2, 1997, the
amount of increase required shall be reduced by two cents (2¢), or by the
amount of the increase, whichever is less.
However, there shall be no reduction
as provided herein in any three month period in which the Cost of Living
Allowance required by the table is equal to or less than the amount of the Cost
of Living Allowance provided by the table in the preceding three-month period.
Following the adjustment for the
tree-month period beginning June 7, 1999, the amount reduced shall be
subtracted from the Cost of Living Allowance table and the table shall be
adjusted so that the actual Three Month Average Consumer Price Index equates to
the allowance payable during the period beginning June 7, 1999.
[See Par. (101)(e)]
[See Doc. 87]
EXPLANATION:
This paragraph provides for the five (.05 cent) COLA on the effective date of the Agreement and provides a list of the COLA tables. It also provides for a 1¢ adjustment for each 0.25 change in the Average Consumer Price Index instead of 0.26.
(101)(I) The parties to
this Agreement agree that the continuance of the Cost of Living Allowance is
dependent upon the availability of the monthly Consumer Price Index published
by the Bureau of Labor Statistics in its present form and calculated on the
same basis as the current Index for July, 1996 unless otherwise
agreed upon by the parties. If the Bureau of Labor Statistics changes the form
or the basis of calculating the Consumer Price Index, the parties agree to
request such agency to make available, for the life of this Agreement, a
monthly Consumer Price Index in its present form and calculated on the same
basis as the Index for July, 1996 was prior to such change.
[See Par. (101)(f)]
EXPLANATION:
This provision provides for the continued use of the monthly Consumer Price Index in its present form, calculated on the same basis as the current Index, unless otherwise agreed upon by the parties.
Allowance ‑ Tools, Books, Supplies
(143)
As soon as practicable after being placed in an apprentice group,
apprentices 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 they will be
paid an allowance $150.00$200.00 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,
apprentices will be paid $100.00 for the purchase of tools, books and supplies.
Management will assist apprentices in obtaining tools. Upon completion of all
shop and related training requirements and graduation, apprentices will receive
the balance, if any, of the total allowance of $1,000.00 $1,100.00
including credit granted for prior experience pursuant to Paragraph
(132) less any such payments previously received.
EXPLANATION:
The tool allowance payable to Apprentices was increased by $50.00 in each of the first two (2) periods for a total increase of $100.00.
(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:
Apprentice Hourly
Training Period Rate*
1st 916 Hours $18.5121.08
2nd 916 Hours 18.6321.21
3rd 916 Hours 18.6321.21 plus
9% of "Rate Difference"
4th 916 Hours 18.6321.21 plus
20% of "Rate Difference"
5th 916 Hours 18.6321.21 plus
33% of "Rate Difference"
6th 916 Hours 18.6321.21 plus
48% of "Rate Difference"
7th 916 Hours 18.6321.21 plus
66% of "Rate Difference"
8th 916 Hours 18.6321.21 plus
86% of "Rate Difference"
*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 in the Local Wage Agreement for the journeyman/woman classification for which the apprentice is in training. Resultant rates shall be rounded to the nearest 1 cent.
Notwithstanding the foregoing provisions, seniority
employees transferred to apprentice training, including seniority GM employees
transferred from other GM-UAW locations, shall be transferred at their current
rate or the rate of $20.0322.74 per hour, whichever is lower,
provided, however, that in no event will their 1st Period Rate be lower than a
rate of ten cents (10¢) over the 1st Period Hourly Rate set forth above. Upon
their completion of that 1st Period, they shall be paid a rate of $18.9621.57
or their first period rate, whichever is higher, and if retained, shall be paid
such rate until they qualify for a higher rate in accordance with the
Apprentice Rate Schedule.
The $22.74 and $21.57 rates shown in the above paragraph will become $23.42 and $22.22 on September 18, 2000; $24.12 and $22.89 on September 17, 2001; and $24.84 and $23.58 on September 16, 2002.
Upon graduation, apprentices will receive an increase, if retained, to the midpoint of the rate range for the skilled classification to which they are assigned.
The above
Apprentice Rate Schedule automatically provides for all increases in straight
time hourly wage rates, which are effective on the effective date of this
Agreement. The wage increases provided for in Paragraph (101)(a)(2)
shall be added to the fixed portion of the Hourly Rate in the Apprentice Rate
Schedule and to the above stated $22.74 and $21.57 rates and the Sstraight
time hourly wage rates for individual apprentices shall be determined only in
accordance with the provisions of this Paragraph
(151).
The rates will
be adjusted by the amount of and at the same time as the general increase and
the thirty cents (30¢) tool allowance in 1997 and the
general increase in 1998.
[See Par. (99),(132),(137)(d),(181a)]
EXPLANATION:
This paragraph provides for the fold-in of the COLA identified in Paragraph (101)(g) and the three (3) percent wage increase identified in Paragraph (101)(a)(1) into Apprentice Rate Schedule. Seniority employees transferred into program will initially receive the rate of $22.74 or their current rate, whichever is lower. Thereafter, they will remain at that rate until the employee qualifies for a higher rate under the Apprentice Rate Schedule. Employees who transfer to the Apprentice Program while in wage progression as a seniority non‑skilled employee, should be paid the rate of their Division I progression OR their current training period rate, whichever is greater. This provision is intended to address situations wherein such employees would receive a lower rate under the Apprentice Rate Schedule than they otherwise would have received had they remained a Division I employee and received the appropriate progression rate.
Additionally, the new rates effective with the wage increase in each year of the contract have been added.
(153) Notwithstanding
other provisions of this Agreement, Management may select non-journeymen/women
seniority employees who have previously filed an application as provided above
for transfer to the skilled trades classifications for training and to perform
the work in such classifications. Employees transferred to skilled trades
classifications shall be selected on the basis of their qualifications,
[including time worked after January 1, 1968, pursuant to Paragraph
(179) unless otherwise mutually agreed between Management and the Shop
Committee], and when their qualifications are equal, employees with the longest
seniority will be given preference. The recruitment, selection, employment, and
training of employees‑in‑training (E.I.T.) shall be without
discrimination because of race, color, religion, national origin, or sex,
or sexual orientation. Affirmative action will be taken to provide equal
opportunity in the Employee‑in‑Training Program.
EXPLANATION:
The anti‑discrimination provisions of this paragraph were expanded by adding "sexual orientation".
Wage Rates of "Employees‑in‑Training"
(163) Where the
minimum rate of the skilled trades classification to which an employee‑in‑training
(E.I.T.) is transferred is not more than 10¢ above the rate an employee is
earning, the employee will be advanced to such minimum rate upon transfer.
Where there is more than a 10¢ differential, the employee will be advanced 10¢
over the rate the employee has been earning, or to a rate of $18.97
21.57 per hour until September 158, 19972000, $19.5422.22
per hour until September 147, 19982001, $22.89 per
hour until September 16, 2002, and $20.13 23.58 per hour
thereafter, whichever rate is higher at the time, and shall be stepped up not
less than 10¢ each 60 days, if retained, until the employee 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 employee up to the minimum rate of the
classification. In no event will the rate paid an employee‑in‑training
(E.I.T.) at time of transfer exceed the minimum rate of the skilled trades
classification to which an employee 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 employee receive a rate above the midpoint
of the rate range for the employee's job classification.
[See Par. (164),(165),(180)(c)]
EXPLANATION:
The wage rate was increased to reflect the 85¢ COLA fold‑in and the 3% base wage increase in each year of the Agreement.
(164) An employee hired as an
employee-in-training (E.I.T.) shall receive a rate of not less than $18.97 21.57 per hour until
September 158, 19972000, $19.5422.22 per
hour until September 147, 19982001, $22.89 per hour
until September 16, 2002 and $20.13 23.58 per hour
thereafter, and if retained, the employee's rate shall be increased not
less than 10¢ per hour each 60 days until the employee reaches the minimum rate
of the skilled trades classification to which the employee is assigned. Any
increase above the minimum shall be on the basis of merit, but in no event will
such an employee receive a rate above the midpoint of the rate range for the
employee's job classification.
EXPLANATION:
The wage rate was increased to reflect the 85¢ COLA fold-in and the 3% base wage increase in each year of the Agreement.
(180)(a) Related
training schedules totaling approximately 350400 hours will be
provided for each classification in which there are currently employees
classified as employees‑in-training (E.I.T.) or employees‑in‑training‑seniority
(E.I.T.S.). Exceptions up to a maximum of 450500 hours for
employee-in‑training programs may be jointly recommended by the
Chairperson of the Shop Committee and local plant management subject to
approval by the GM‑UAW Skilled Trades and Apprentice Committee. Local
Shift Preference Agreements must have sufficient flexibility to permit such
employees to complete the related training courses in which they are currently
enrolled.
EXPLANATION:
Related training hours were increased from 350 hours to 400 hours with an additional increase for special circumstances from 450 to 500 hours.
(189) For the purpose of this Vacation Entitlement Section only, a pay period during which an employee qualifies for pay pursuant to Paragraph (194), Paragraphs (203) through (213a) for holidays falling within the Christmas Holiday Period, Paragraph (218), Paragraph (218a), Paragraph (218b), or the Independence week shutdown shall be counted as a pay period worked. A laid off employee who receives pay for a designated holiday shall receive credit for the pay period in which the holiday falls as a pay period worked.
EXPLANATION:
Paragraph (189) has been changed to allow a laid‑off member who receives pay for a designated holiday to receive credit for a pay period worked for the purpose of vacation entitlement eligibility.
(198) In the case of an employee
who has worked during at least 13 pay periods in the eligibility year and who voluntarily
quits or dies prior to the eligibility date, the vacation entitlement to
which the employee would have been entitled had the employee lived,
based on the number of pay periods worked, shall be paid to the employee or
in the event of death the employee's duly appointed legal representative,
if there is one, and, if not, to the spouse, parents, children, or other
relative or dependents of such person as the Corporation in its discretion may
determine.
EXPLANATION:
Employees who work at least thirteen (13) pay periods in their eligibility year and voluntarily quit will now be paid their vacation entitlement. The payment due to death provisions remain intact.
(202a) During each year of this Agreement, the Corporation has designated the following days to be included in an Independence Week Shutdown period:
19972000
Monday, June 30 ‑ Independence
Week
Monday, July 3 Shutdown Day
Tuesday, July 1 ‑ Independence
Week
Wednesday, July 5 Shutdown Day
Wednesday, July 2 ‑ Independence
Week
Thursday, July 6 Shutdown Day
Thursday, July 3 ‑ Independence
Week
Friday, July 7 Shutdown Day
19982001
Monday, July 29 ‑ Independence
Week
Monday, July 2 Shutdown Day
Tuesday, June 30 ‑ Independence
Week
Tuesday, July 3 Shutdown Day
Wednesday, July 1 ‑ Independence
Week
Thursday, July 5 Shutdown Day
Thursday, July 2 ‑ Independence
Week
Friday, July 6 Shutdown Day
19992002
Tuesday, July 6 ‑ Independence
Week
Monday, July 1 Shutdown Day
Wednesday, July 7 ‑ Independence
Week
Tuesday, July 2 Shutdown Day
Thursday, July 8 ‑ Independence
Week
Wednesday, July 3 Shutdown Day
Friday, July 9 ‑ Independence
Week
Friday, July 5 Shutdown Day
2003
Monday, June 30 - Independence Week
Shutdown Day
Tuesday, July 1 - Independence Week
Shutdown Day
Wednesday, July 2 - Independence Week
Shutdown Day
Thursday, July 3 - Independence Week
Shutdown Day
EXPLANATION:
Dates were revised to reflect calendar changes.
Explanation:
Veterans'
Day is now observed as a holiday in each year of the agreement and Federal
Election Day in years 2000 and 2002 (note that Veteran's Day will be
observed on a variety of dates.) The following two holidays were added: May
26, 2000 and August 30, 2002.
First
Year:
The
agreement provides for six holidays during the Christmas period and 16
total holidays for the contractual year.
Second
Year:
The
agreement provides for six holidays during the Christmas period and 16
total holidays for the contractual year.
Third
Year:
The
agreement provides for seven holidays during the Christmas period and 17
total holidays for the contractual year.
Fourth
Year:
The
agreement provides for eight holidays during the Christmas period and 18
total holidays for the contractual year.
This
paragraph provides for 67 holidays during the life of this Agreement.
HOLIDAY PAY
|
Explanation:
Veterans' Day is now observed as a holiday in each year of the agreement and Federal Election Day in years 2000 and 2002 (note that Veteran's Day will be observed on a variety of dates.) The following two holidays were added: May 26, 2000 and August 30, 2002.
First Year: The agreement provides for six holidays during the Christmas period and 16 total holidays for the contractual year.
Second Year: The agreement provides for six holidays during the Christmas period and 16 total holidays for the contractual year.
Third Year: The agreement provides for seven holidays during the Christmas period and 17 total holidays for the contractual year.
Fourth Year: The agreement provides for eight holidays during the Christmas period and 18 total holidays for the contractual year.
This paragraph provides for 67 holidays during the life of this Agreement.
|
(203) Employees shall be paid for specified holidays and the holidays in each of the Christmas holiday periods as provided hereinafter:
1st Year
November 15, 1999 Veterans' Day (Observed)
November 28, 1996 Thanksgiving
November 25, 1999 Thanksgiving
November 29, 1996 Day after
Thanksgiving
November 26, 1999 Day after Thanksgiving
December 23, 1996)
December 24, 1999
December 24, 1996)
December 27, 1999
December 25, 1996) Christmas
December 28, 1999 Christmas Holiday Period
December 26, 1996) Holiday
December 29, 1999
December 27, 1996) Period
December 30, 1996)
December 30, 1999
December 31, 1996
December 31, 1999
January 1, 1997
January 20, 1997, Martin Luther King
Jr. Day
January 17, 2000 Martin Luther King. Jr. Day
March 28, 1997 Good Friday
March 31, 1997 Day After Easter
May 26, 1997 Memorial Day
April 21, 2000 Good Friday
April 24, 2000 Day after Easter
May 26, 2000 Friday before Memorial Day
May 29, 2000 Memorial Day
(or onetwo other such
holidays of greater local importance which must be designated in advance
by mutual agreement locally in writing),
July 4, 1997 Independence Day
July 4, 2000 Independence Day
September 1, 1997 Labor Day
September 4, 2000 Labor Day
2nd Year
November 7, 2000 Federal Election Day
November 17, 2000 Veterans' Day (Observed) November 27,
1997 Thanksgiving
November 23, 2000 Thanksgiving
November 28, 1997 Day after
Thanksgiving
November 24, Day after Thanksgiving December 24,
1997)
December 25, 1997) Christmas
December 25, 2000)
December 26, 1997) Holiday
December 26, 2000)
December 29, 1997) Period
December 27, 2000) Christmas Holiday
Period December 30, 1997)
December 28, 2000
December 31, 1997
December 29, 2000
January 1, 1998
January l, 2001)
January 2, 1998)
January 19, 1998 Martin Luther King,
Jr. Day
January 15, 2001 Martin Luther King, Jr. Day
April 10, 1998 Good Friday
April 13, 2001 Good Friday
April 13, 1998 Day After Easter
April 16, 2001 Day after Easter
May 25, 1998 Memorial Day
May 28, 2001 Memorial Day
(or one other such holiday of greater local importance which must be designated in advance by mutual agreement locally in writing),
July 3, 1998 Independence Day
July 4, 2001 Independence Day
September 7, 1998 Labor Day
September 3, 2001 Labor Day
3rd Year
November 13, 1998 Veterans' Day (Observed)
November 16, 2001 Veterans' Day (Observed)
November 26, 1998 Thanksgiving
November 22, 2001 Thanksgiving
November 27, 1998 Day after
Thanksgiving
November 23, 2001 Day after Thanksgiving
December 24, 1998)
December 24, 2001)
December 25, 1998)
December 25, 2001
December 28, 1998) Christmas
December 26, 2001 Christmas Holiday Period
December 29, 1998) Holiday
December 27, 2001)
December 30, 1998) Period
December 28, 2001)
December 31, 1998
December 31, 2001)
January 1, 1999)
January 1, 2002
January 18, 1999 Martin Luther King,
Jr. Day January 21, 2002 Martin Luther King, Jr. Day
April 2, 1999 Good Friday
March 29, 2002 Good Friday
April 5, 1999 Day After Easter
April 1, 2002 Day after Easter
May 31, 1999 Memorial Day
May 27, 2002 Memorial Day
(or one other such holiday of greater local importance which must be designated in advance by mutual agreement locally in writing),
July 5, 1999 Independence Day
July 4, 2002 Independence Day
August 30, 2002 Friday before Labor Day
September 6, 1999 Labor Day
September 2, 2002 Labor Day
4th Year
November 5, 2002 Federal Election Day
November 15, 2002 Veterans' Day
November 28, 2002 Thanksgiving
November 29, 2002 Day after Thanksgiving
December 23, 2002)
December 24, 2002)
December 25, 2002)
December 26, 2002) Christmas Holiday Period December 27, 2002)
December 30, 2002)
December 31, 2002)
January 1, 2003)
January 20, 2003 Martin Luther King, Jr., Day
April 18, 2003 Good Friday
April 21, 2003 Day after Easter
May 26, 2003 Memorial Day
(or one other such holiday of greater local importance which must be designated in advance by mutual agreement locally in writing),
July 4, 2003 Independence Day
September 1, 2003 Labor Day
providing they meet all of the following eligibility rules unless otherwise provided herein:
(1) The employee has seniority as of the date of each specified holiday and as of each of the holidays in each of the Christmas holiday periods, and
(2) The employee would otherwise have been scheduled to work on such day if it had not been observed as a holiday, and
(3) The employee must have worked the last scheduled work day prior to and the next scheduled work day after each specified holiday within the employee's scheduled work week, For each Christmas holiday period, the employee must have worked the last scheduled work day prior to each holiday period and the next scheduled work day after each holiday period.
Each of the designated days in the Christmas holiday period shall be a holiday for purposes of this Holiday Pay Section.
[See Doc. 80]
(203a)
Failure to work either the last scheduled work day prior to or the next
scheduled work day after each Christmas holiday period will disqualify the
employee for pay for the two one holidays in the Christmas
holiday period which follows or precede such scheduled work day.
EXPLANATION:
Paragraph 203(a) was changed to reduce the number of holidays employees are disqualified for when missing the last scheduled work day prior to or the last scheduled work day after the Christmas holiday period. Employees missing such day will be disqualified for pay for the one (1) holiday in the Christmas holiday period, which follows or precedes such scheduled workday.
(203c) In order for employees to have maximum time off during the Christmas Holiday Period, employees will only be scheduled for work on the following days, which are not paid holidays under this Agreement, on a voluntary basis, except in emergency situations:
Saturday, December 21, 1996 25,
1999
Sunday, December 22, 1996 26,
1999
Saturday, December 28, 1996 January
1, 2000
Sunday, December 29, 1996 January
2, 2000
Saturday, December 27, 1997 23,
2000
Sunday, December 28, 1997 24,
2000
Saturday, January 3, 1998 December
30, 2000
Sunday, January 4, 1998 December
31, 2000
Saturday, December 26, 1998 22,
2001
Sunday, December 27, 1998 23,
2001
Saturday, January 2, 1999 December
29, 2001
Sunday, January 3, 1999 December
30, 2001
Saturday, December 21, 2002
Sunday, December 22, 2002
Saturday, December 28, 2002
Sunday, December 29, 2002
Employees shall not be disqualified for holiday pay if they do not accept work on such days. This does not apply to employees on necessary continuous seven-day operations.
EXPLANATION:
The changes reflect calendar changes for the year 1999, 2000, 2001, and 2002 Christmas Holiday Period.
(218b) When death occurs in an employee's immediate family as defined below, and the employee has seniority in any General Motors plant, the employee, on request, will be excused for any of the first three (3) normally scheduled working days or the first five (5) normally scheduled working days in the case of the death of an employee's current spouse,
parent,or child,
or stepchild (excluding Saturdays, Sundays and holidays) immediately
following the date of death provided the employee attends the funeral. The
five (5) day limit will also apply in cases of multiple deaths of members of
the employee's immediate family resulting from a single incident. The
immediate family for purposes of this Paragraph (218b) is defined as including
the employee's:
Spouse
Parent
Step‑Parent
Grandparent
Great Grandparent
Child
Step‑Child
Grandchild
Brother
Step‑Brother
Half‑Brother
Sister
Step‑Sister
Half‑Sister
Current Spouse's Parent
Current Spouse's Step‑Parent
Current Spouse's Grandparent
Current Spouse's Great Grandparent
In the event a
member of the employee's immediate family as above defined dies while in the
active service of the Armed Forces of the United States, the employee may,
should the funeral be delayed, have the excused absence from work delayed until
the period of three normally scheduled working days or five (5) normally
scheduled working days in the case of the death of an employee's current spouse,
or child, or stepchild which includes the date of
the funeral. In the event the body of a member of the employee's immediate
family as above defined is not buried in continental North America solely
because the cause of death has physically destroyed the body or the body is
donated to an accredited North American hospital or medical center for research
purposes, the requirement that the employee attend the funeral will be waived.
In the case of an employee who is granted a leave of absence due to the illness
of an immediate family member, as above defined, and such family member dies
within the first seven (7) calendar days of the leave, the requirement that the
employee otherwise be scheduled to work will be waived.
Employees excused from work under this Paragraph (218b) shall, after making written application, receive the amount of wages they would have earned by working during straight time hours on such scheduled days of work for which they are excused (excluding Saturdays, Sundays and holidays, or, in the case of employees working in necessary continuous seven‑day operations, the sixth and seventh work days of the employee's scheduled working week and holidays).
[See Par. (87)(6),(101)(i),(137)(c)(1)]
[See Doc. 93]
EXPLANATION:
Paragraph (218b) has been changed to increase the number of days available to employees in the event of the death of their parent or stepchild. Five (5) days will now be available. The five (5) day limit will also apply in cases of multiple deaths of members of an employees' immediate family resulting from a single incident.
(223) This
Agreement shall continue in full force and effect without change until 11:59
P.M. (Detroit Time), September 14, 19992003. If either party
desires to terminate this Agreement, it shall 60 days prior to September 14, 19992003
give written notice of the termination. If neither party shall give notice to
terminate this Agreement as provided above, or to modify this Agreement as
hereinafter provided, the Agreement shall continue in effect from year to year
after September 14, 19992003, subject to termination by either
party on sixty (60) days' written notice prior to September 14th of any
subsequent year.
If either
party desires to modify or change this Agreement it shall, sixty (60) days
prior to September 14, 19992003, or any subsequent September 14th
date, give written notice to such effect. Within ten days after receipt of said
notice, a conference will be arranged to negotiate the proposals in which case
this Agreement shall continue in full force and effect until terminated as
provided hereinafter.
If notice of intention to modify or change has been given in accordance with the above provisions, this Agreement may be terminated by either party on thirty (30) days' written notice of termination given on or after the next August 15th following said notice of intention to modify or change.
EXPLANATION:
The expiration date changed from 1999 to 2003.
GENERAL MOTORS CORPORATION
November 2, 1996
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
It is the policy of the General Motors Corporation to perform maintenance work with its own employees, provided it has the labor, skills, equipment and facilities to do so and can do the work competitively in quality, cost and performance and within the projected time limits. At times the Corporation does not deem advisable doing the work itself, and it must, as in the past, reserve to itself the right to decide whether it will do any particular work or let the work to outside contractors. This letter is not to be regarded as impairing that right in any way.
The Corporation hereby assures the Union that it has no plans to change its policy and that it expects to continue its general operating policy of placing primary reliance on its own skilled trades employees to perform maintenance work to the extent consistent with sound business practice, as in the past.
In this regard, we have seen the use of joint Management and Union work schedule and business opportunity teams work very successfully in many of our locations. This approach has not only enhanced job security, but has allowed a better understanding as to the competitive challenges facing the parties. As such, each location is encouraged to establish a skilled trades subcontracting planning team involving both Management and Union representation who will review forecasted work schedules, including projects and jobs which may be subject to subcontracting, in order to develop the most efficient approach to the work to be performed. Plants who have experienced success with this approach have found that meetings scheduled weekly, if necessary, were most beneficial, and therefore such meetings should be scheduled accordingly at all plants.
The Corporation is genuinely interested in maintaining maximum employment opportunities for its skilled trades employees consistent with the needs of the Corporation. Therefore, in making these determinations, the Corporation intends always to keep the interests of General Motors personnel in mind.
Very truly yours,
Gerald A Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor
Relations
[See Par. (42a),(183)(a)‑(e)]
EXPLANATION:
This provision now provides that weekly subcontracting meetings should be held at all plants.
Voluntary Political Contributions
On this 24th day of
October, 1993, iIt is agreed between General Motors
Corporation (Corporation) and the International Union, UAW (Union) that the
following understandings have been reached in connection with the Union's
request to make deductions for voluntary political contributions from the
paychecks of Corporation employees represented by the Union.
1. The designated Financial Officer of each Local Union will furnish to Local Management for each employee for whom a deduction is to be made an Authorization Card signed by the employee containing the following information:
(a) Name and address
(b) Plant
(c) Department Number
(d) Social Security Number
(e) Local Union Number
(f) Amount to be deducted each period
(g) Employee status; i.e., hourly or salary
Cards that cannot be processed will be returned to the designated Financial Officer of the Local Union for correction.
2. The Local Union may also elect to have Authorization Cards included in employees' packets to be distributed during Joint Orientation Programs for New Hires and Transferees.
3. The
Corporation will make such authorized deductions from checks for the first pay
period ending in each deduction period in the case of hourly employees and the
first pay period in each deduction period in the case of salaried employees
commencing November, 1993 on the first pay period of the month
following the effective date of this Agreement, and continuing while such
authorization is in effect for so long as the Company has an obligation to
provide such procedure under the Federal Election Campaign Act. In the case of
hourly employees, where no regular payroll check is prepared for the first pay
period in the month, the Corporation will make such authorized deductions from
the check for the second, third, fourth or, if applicable, the fifth pay period
ending, in that deduction period. For salaried employees, in the event that no
regular payroll check is issued for the first pay period, the Corporation will
make the authorized deduction from the second pay period. In any case, deductions
will be made from any checks prepared for the employee through regular payroll
processing but will not be made from checks prepared through special payroll
processing.
4. A deduction not made in one period will not be carried forward to a subsequent month.
5. Each deduction period Local Management will issue a single check for salaried employees and a single check for hourly employees, or by electronic transfer where possible, payable to UAW V‑CAP care of the International Union for deductions made in the preceding period. Deductions from checks issued subsequent to the first pay period in a deduction period will be remitted to the Union in the following month's normal V‑CAP remittance. Overpayment to the Union resulting from cancelled employee authorizations will be recovered in a subsequent period.
6. A computer‑generated, machine readable where possible, listing also will be forwarded which will indicate the name, address, payroll location code, local union number, department number, full social security number, and the amount deducted for each employee that pay period. Year-to‑date deduction totals for each employee will also be included in the report.
7. The Union will pay the Corporation the actual costs of initial setup and programming, of general administration, computer and machine time, and of processing new authorization changes or cancellations. Provided however, the Union and Corporation must agree on these costs prior to the implementation or change in this program.
8. The Corporation will bill the international Union for the amounts owed pursuant to Paragraph 7 above, which bill shall be paid in the month following the month in which billed.
9. The amounts set forth in Paragraph 7 above may be increased or decreased by the Corporation from time to time as experience dictates, upon notice to the International Union.
10. Employees who wish to cancel their authorizations for payroll deductions will sign a card supplied by the Union for that purpose. Refunds will be the responsibility of the Union.
11. The designated Financial Officer of the Local Union will collect and forward as one transmittal all signed Authorization Cards and Cancellation Cards for the initial processing and for each period to Local Management.
12. An Authorization Card that is not revoked by the employee shall continue in effect upon reinstatement to active status in the same employing unit provided the employee's record is still being maintained by the employing unit's Payroll Department.
13. The Union will indemnify and hold harmless the Corporation from any and all liability or claims arising from administrative error resulting from the deductions provided for in this Agreement.
IN WITNESS WHEREOF, the parties hereto
have caused their names to be subscribed by their duly authorized officers and
representatives. on this 24th day of October, 1993.
International Union, General Motors
UAW Corporation
Stephen P. Yokich Gerald
A. Knechtel
Richard Shoemaker Gary L. Cowger
Calvin T. Rapson John
H. Berry
Jim Beardsley Dean Munger
Leon Blackwell
Jim Shroat Cheryl A. Ollila
EXPLANATION:
The dates were deleted from this document and the words "on the first pay period of the month following the effective date of this agreement" were added to eliminate the need to change the date with each new National Agreement.
On this 24th
day of October, 1993. iIt is agreed between General Motors
Corporation and the International Union, UAW, that in accordance with the
Memorandum of Agreement on deductions for Voluntary Political Contributions, dated
October 24, 1993 and specifically Subsection 6 of that Agreement, the Union
will pay the Corporation each six (6) months, on July 31 and January 31, for
the term of the 1993 GM-UAW National this Agreement the
following:
(a) A fee of $0.075 per participant each six (6) months calculated on the number of participants as of June for the July billing and December for the January billing.
International Union, General Motors
UAW Corporation
Stephen P. Yokich Gerald
A. Knechtel
Richard Shoemaker Gary L. Cowger
Calvin T. Rapson John
H. Berry
Jim Beardsley Dean Munger
Jim Shroat Cheryl A. Ollila
[See Memo‑Voluntary Political Contribution]
EXPLANATION:
These changes were made to eliminate the need to change the date with each new National Agreement.
PLANT CLOSING AND SALE MORATORIUM
GENERAL MOTORS CORPORATION
November 2, 1996
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
Subject: Plant Closing Moratorium
As a result of your deep concern about
job security in our negotiations and the many discussions which took place over
it, this will confirm that during the term of the new Collective Bargaining
Agreement, until September 14, 19992003, the Corporation will not
close, nor partially or wholly sell, spin-off, consolidate or otherwise
dispose of in any form, any plant, asset, or business unit of any type,
beyond those which have already been identified, any plant, constituting
a bargaining unit under the Agreement.
In making this commitment, it is understood that conditions may arise that are beyond the control of the Corporation, e.g., act of God, and could make compliance with this commitment impossible. Should such conditions occur, the Corporation will review both the conditions and their impact on a particular location with the Union.
Should it be necessary to close a plant constituting a bargaining unit consistent with our past practice, the Corporation will attempt to redeploy employees to other locations and, if necessary, utilize the "Special Programs" identified in Appendix K of the GM‑UAW National Agreement or other incentivized attrition programs as agreed to by the National JOBS Committee.
Very truly yours,
Gerald A. Knechtel
Vice President
Gary L. Cowger
Group Vice President‑Labor Relations