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
EXPLANATION:
The plant closing moratorium was broadened to prohibit partial or complete sales, spin‑offs, split‑offs, consolidations or other methods of disposal in any form, of any plant, asset or business unit of any type beyond those which have been already identified that constitute a bargaining unit under the Agreement.
MEMORANDUM OF UNDERSTANDING
REGARDING DRUG TESTING
During 1990 National Negotiations, the parties discussed at length the worsening drug problem in our country and the rising incidence of chemical dependency. Chemical dependence on the part of employees impacts the workplace in terms of quality, productivity, and effectiveness of operations, while threatening the safety and well‑being of both the chemically-dependent employee and his/her co-workers. As a result, the parties agreed to institute a screening program and to periodically review it during the term of the agreement and make adjustments where deemed appropriate. This memorandum reflects such screening program and adjustments to it.
Process
Employees may be screened for substance abuse (alcohol and drugs) in the following instances:
1. As part of a return to work physical for employees returning from substance abuse related sick leaves of absence.
2. As required by law; such as, F.A.A., D.O.T. and D.O.D.
All testing and reporting will be conducted in accordance with the guidelines established by the Department of Health and Human Services.
Implications
It is not the intent of the testing requirements to imply that an employee is impaired at the time a sample is provided for testing. An individual who tests positive will be handled in the following manner:
1. FIRST POSITIVE: The employee will be deferred from working for approximately two weeks and scheduled for follow‑up testing. EAP services are to be offered to the employee and the employee is to be referred to the CDR. The employee will automatically be subject to further unannounced screening for a period of three months.
2. SECOND POSITIVE: The employee will again be deferred from working for approximately two weeks and scheduled for follow‑up testing. EAP services are to again be offered to the employee and the employee is to be referred to the CDR. The employee will automatically be subject to further unannounced screening for a period of six months.
3. THIRD POSITIVE: The employee will again be deferred from working for approximately two weeks and scheduled for follow‑up testing. EAP services are to again be offered to the employee and the employee is to be referred to the CDR. The employee will automatically be subject to further unannounced screening for a period of twelve months.
4. FOURTH POSITIVE: The employee will be discharged regardless of prior disciplinary record or length of service. Grievances protesting irregularities in the testing procedure may be taken through the grievance procedure; however, extent of penalties arguments are not subject to the Umpire's discretion.
All positive test results will be
subject to a mutually agreed to third party evaluation upon request of either
party. Problems selecting a third party may be referred to the National EAP
Work/Family Committee. Employees who refuse to be tested will be treated
as though they had tested positive.
Once terminated, if the employee satisfactorily documents to local management and local union six months continuous sobriety, within the 60 months following discharge, the employee will qualify for reemployment under Article VII of Document 39 of the National Agreement.
International Union, UAW General Motors Corporation
Dated: October 24, 1993
EXPLANATION:
This document now provides management does not have the right to profile, target or imply that an individual is impaired. Management can only test a member returning from a substance abuse sick leave or government regulated testing, such as: Department of Transportation (DOT), Federal Aviation Administration (FAA), and Department of Defense (DOD).
EQUAL APPLICATION COMMITTEES‑
NATIONAL AND LOCAL
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:
During the course of the current negotiations, General Motors and the International Union, UAW reaffirmed the matter of the Corporation's letter of November 19, 1973, regarding the National and Local Equal Application Committees. In line with that letter, the Parties have agreed to the following:
For many years the Corporation and
your Union, in their respective fields, have been leaders in adopting and
effectuating policies against discrimination because of age, race,
color, sex, religion, age, sex, national origin, disability or
sexual orientation, handicap and sexual harassment and to this end
the parties have expressly incorporated Paragraph
(6a) in their National Agreement that both insures adherence to that
principle in all aspects of employment at General Motors and provides the
contractual grievance and arbitration procedure for the resolution of alleged
violations of that principle.
The parties recognize the desirability
of increased communication and cooperative effort on this subject (1) to
encourage employees and grievance representatives to use the grievance and
arbitration procedure as the exclusive method for prompt resolution of all
claims of violations of Paragraph (6a), (2) to determine the cause of such
claims in order to reduce the probability of these claims arising or recurring,
and (3) to maintain liaison with appropriate federal and state civil rights
agencies for the following purposes: (a) to increase understanding, (b) to
promote and encourage the use of the grievance and arbitration procedure in
order to avoid multiplicity of litigation in many forums simultaneously which
is frequently time consuming, contradictory and hence, nonproductive to
relieving employee problems, (c) to seek solutions to mutual problems, (d) to
relieve tensions in this area, and (e) to exchange information, expertise and
advice., (4) to provide and monitor jointly approved diversity
training modules.
Accordingly, the parties agree to establish within thirty (30) days of the ratification of the National Agreement dated today a National Equal Application Committee and Local Plant Equal Application Committees.
The National Equal Application
Committee will be composed of two (2) three (3) representatives
of the International Union, one of whom will be a member of the International
Union's Civil Rights Committee, or a designee, and two (2) three
(3) representatives of the Corporation, one of whom will be active in the
Corporation's equal employment opportunity programs. The National Committee
will meet quarterly or more as frequently as is if
mutually deemed desirable or necessary and its functions shall be the
following:
a. Review and discuss ways and means of encouraging employees and grievance representatives to use the grievance and arbitration procedure as the exclusive method to resolve claims of violations of Paragraph (6a).
b. Conduct or arrange for investigations and/or studies into the cause of equal employment opportunity and discrimination problems and tensions in an attempt to prevent such problems from arising or recurring.
c. Maintain liaison with appropriate federal and state agencies for purposes set forth in the second paragraph of this letter.
d. Review
and discuss ways and means of implementing General Motors policy regarding
employment of the handicapped individuals with disabilities set
forth in the letter from Alfred S. Warren Jr. Gary L. Cowger to the
International Union.
e. Advise and counsel Local Plant Equal Application Committees.
f. Review and jointly develop the necessary tools that would allow the parties to monitor and evaluate UAW‑GM diversity initiatives.
At each plant or facility that the
National Agreement covers, a Local Plant Equal Application Committee may
will be established consisting of three (3) representatives of the
Local Union and two (2) representatives of Management. The three (3)
representatives of the Local Union shall consist of the Chairperson of the Shop
Committee, the Chairperson of the Civil Rights Committee of the Local Union and
the Local President. The two (2) representatives of Management shall be the
Plant Manager, or a designated representative, and a member of Management at
the plant active in the Corporation's equal employment opportunity program.
Local Plant Equal Application Committees will meet on a scheduled quarterly
basis, and shall have the following duties:
a. Recommend to the National Committee ways and means of promoting use of the grievance procedure as the exclusive method for resolving claims of violations of Paragraph (6a).
b. Suggest guidelines for Union and company representatives active in the grievance procedure in the proper and prompt handling of grievances alleging such claims.
c. Recommend to the National Committee means for determining the cause of equal employment opportunity and discrimination problems and tensions in the plant.
Where the Chairperson of the Civil Rights Committee of the Local Union is an employee of the plant wages will be paid for time spent attending the quarterly meetings.
Copies of the minutes from these meetings will be made available to the Union.
In addition, the Chairperson will be permitted to leave work up to four (4) hours per week during straight time hours to conduct in‑plant investigations of written grievances alleging a violation of Paragraph (6a) of the National Agreement.
The parties continue to recognize their legal and moral responsibility for assuring that all General Motors employees have equal employment opportunities and freedom from discrimination as set forth in Paragraph (6a) of the National Agreement. Consequently, the function of the National Equal Application Committee and Local Plant Equal Application Committees shall be advisory, consultative and cooperative. While the Corporation and the Union will welcome the recommendations the Committees may make, the Committees may not commit either party to a specific course of action. However, the Union agrees that it will encourage its members to utilize the grievance and arbitration procedure as the means of resolving claims or complaints against the Corporation which allege a violation of Paragraph (6a).
Very truly yours,
GENERAL MOTORS
CORPORATION
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor Relations
[See App. H]
EXPLANATION:
This language was updated to include disability and sexual orientation and established the National Equal Application Committee's responsibility as it pertains to UAW-GM Diversity Program. The number of National Committee members was increased to three (3) union and three (3) management. Maximum meeting requirements of the National Equal Application Committee were established. Civil Rights Committee Chairpersons are permitted to leave work up to four (4) hours per week during straight time hours to conduct inplant investigations of written grievances alleging a violation of Paragraph (6a) of the National Agreement.
GM POLICY REGARDING EMPLOYMENT
OF THE
HANDICAPPED INDIVIDUALS WITH
DISABILITIES
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:
The following is the text of the written
and published policy of General Motors Corporation regarding employment of the
handicapped individuals with disabilities:
"The policy of the Corporation is
to make reasonable accommodation to the limitations of qualified handicapped
persons individuals with disabilities and to extend employment
opportunities to such persons taking into account the needs of the business and
financial cost and expenses.
"Hiring and employment practices
and procedures implementing this policy are the responsibility of the employing
units. However, these practices, procedures and decisions are to be, at all
times, in conformity with the Corporation Ppolicy Rregarding
Eemployment of the Handicapped of individuals with
disabilities."
Consistent with the foregoing policy,
the requirements of Section 503 of the Rehabilitation Act of 1973 and the
Americans with Disability Act and the rules and regulations promulgated
thereunder, General Motors represents that it will affirmatively act to employ,
advance in employment and otherwise treat qualified handicapped
individuals with disabilities without discrimination based upon their
physical or mental handicap disability in all employment
practices.
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor Relations
[See Par. (6a)]
EXPLANATION:
The word "handicapped" was changed to "individuals with disabilities.
PARAGRAPH 64(e) EXTENSION
GENERAL MOTORS CORPORATION
November 2
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
Re: Paragraph 64(e) Extension
This will confirm the parties' understanding that on a one‑time basis during the life of the current GM‑UAW National Agreement the provisions of Paragraph 64(e) notwithstanding, employees on indefinite layoff who had recall or rehire rights as of October 1, 1990 and who thereafter broke seniority or lost rehire rights pursuant to the provisions of Paragraph 64(e) shall have a rehire right to their plant through the term of the current GM‑UAW National Agreement.
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
Paragraph 64(e) rehire rights were extended through the term of the 1999 UAW‑GM National Agreement.
EXPEDITIOUS GRIEVANCE HANDLING ‑
GM TO UAW
GENERAL MOTORS CORPORATION
November 2
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During the course of thesecurrent
negotiations, General Motors and the International Union, UAW agreed
that the letter of November 22, 1976 regarding expeditious grievance handling
would again be published. The text of that letter is as follows:During
these negotiations, the Union cited various examples of situations where
continuing liability cases were not processed to a timely manner. In this regard,
the parties emphasized that full implementation of this document would result
in the timely processing of continuing liability cases. Accordingly, the
parties re‑emphasize the following:
"During 1976 negotiations, General Motors and the International Union again discussed at length problems encountered in the administration of the Grievance Procedure at some locations. The parties reaffirmed their mutual determination that the purpose of the Agreement as stated in Paragraph (5) is 'to provide orderly collective bargaining relations between the Corporation and the Union, to secure a prompt and fair disposition of grievances, to eliminate interruptions of work and interference with the efficient operation of the Corporation's business.' In addition, the Union and the Corporation agreed that the delaying or holding of grievances at any step of the Grievance Procedure was contrary to the best interests of the employes and the parties.
"The parties reaffirmed their mutual desire and intention to assure that grievances will not be allowed to accumulate at any step or steps in the Grievance Procedure in any plant.
"The Corporation asserted that Paragraph (34) together with the other relevant provisions of the Grievance Procedure if closely administered make it impossible for committeemen unilaterally to stall any grievance from consideration or decision at the next step of the Grievance Procedure and to delay the processing of grievances in the procedure. The Corporation stated further that the current language provides Management with the right after a lapse of a reasonable time to initiate answers to grievances in order to prevent them from being delayed at any step in the Grievance Procedure."
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
During these negotiations, the Union cited various examples of situations where continuing liability cases were not processed in a timely manner. The Corporation reemphasized their commitment to resolve grievances in an expeditious manner. The full implementation of this document will result in the timely processing of continuing liability cases.
EXPEDITIOUS GRIEVANCE HANDLING ‑
UAW ‑ GM
UAW INTERNATIONAL UNION, UNITED
AUTOMOBILE, AEROSPACE &
AGRICULTURAL IMPLEMENT WORKERS OF
AMERICA
November
2,1996
Mr. Gerald A. KnechtelGary
L. Cowger
Vice PresidentGroup Vice
President ‑ Labor Relations
General Motors Corporation
General Motors Building
Detroit, Michigan 48202
Dear Mr. KnechtelCowger:
During these the current
negotiations, the Union reemphasized their commitment to resolve grievances
in an expeditious manner. To that end, the International Union, UAW,
informed the General Motors Corporation that Leonard Woodcock's letter of
December 14, 1967 regarding expeditious grievance handling was again being published
as a position of the International Union, UAW. The text of that letter is as
follows:
"December 14, 1967
"General Motors Corporation
General Motors Building
Detroit, Michigan 48202
"Attention: Mr. Louis G. Seaton
Vice President
"Gentlemen:
"During 1967 negotiations, General Motors complained that at certain locations some Committeemen made little or no effort to resolve grievances they have written or to process them from one step of the procedure to the next in an expeditious manner. The Union pointed out to the Corporation that the same basic grievance processes existed at General Motors, Ford and Chrysler and that no comparable problems occur at the latter two companies; that grievances accumulate under the circumstances complained of in some instances because the Local Managements take no independent action to answer grievances or to move them from one step of the procedure to the next.
"The International Union advised the Corporation that it fully subscribes to the principle set forth in Paragraph (19) that ‘ ... the prompt adjustment of grievances is desirable in the interest of sound relations between the employes and the Management.'
"Grievances should not be unduly delayed at any step of the procedure, whether such delay is occasioned by a Committeeman or his supervisor refusing or failing to meet his responsibility.
Very truly yours,
/S/ LEONARD WOODCOCK
Vice President
Director General Motors
Department"
Sincerely,
Richard Shoemaker Vice President and Director General Motors Department
EXPLANATION:
The Union reemphasized their commitment to resolve grievances in an expeditious manner.
JOINT PROGRAM REPRESENTATIVES
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:
During these negotiations the parties discussed at length the need to focus our current joint program representatives on specific programs designed to assist our employees and the management in implementation of an improved working environment.
Over the years, we have agreed to a number of different joint program representatives appointed by the Vice President and Director of the GM Department, UAW, and, in some cases, by the local management and union leadership at the direction of the Co-Chairman, Executive Board - Joint Activities to carry out and administer certain negotiated agreement programs in the following functions:
· Health and Safety
· Joint Activities
· Accommodating DisAbled People in Transition (ADAPT)
·
Employee Assistance Work/Family Program
· Human Resource Development
· Joint Training
· Quality Network
Each plant in General Motors,
depending on employee population, may have employees assigned to the above
functions. Each time new programs have been negotiated, people were assigned to
perform the tasks associated with each program to the extent that we now have
several well‑trained experts in those fields. The parties recognize that
over the years priorities have shifted and, as a result, there is a need to carefully
analyze the programs that currently require increased emphasis, such as, employee
assistance work/family, health and safety, etc. As a result, the
parties have concluded that these well‑trained resources can now be
deployed or reassigned to programs requiring special attention.
It is recognized that each plant location has its own unique culture and needs; therefore, the local joint leadership group (Plant Manager, Personnel Director, Local Union President and Chairperson of the Shop Committee) will determine where their current full time representatives will be allocated to best serve the employees of the organization. It is recognized that at some locations additional representatives may be required to perform tasks associated with the newly determined local focus and at others less. In any event, the total number of new and current full time joint program representatives shall not exceed the number provided for below:
Plant Population Number of
Representatives
Up to 200 1
201 to 400 2
401 to 600 3
601 to 1,000 4
1,001 to 5,000 Ratio of 1:250
5,001 and above Ratio of 1:275
In the case of bargaining units between 1,001 to 5,000 and 5,001 and above, the number of representatives in a given bargaining unit will be determined by the number of represented employees (active, temporary layoff and Protected) divided by the appropriate ratio number. Where the fraction of the result is .5 and above, the number will be rounded up to the next highest whole number and where the fraction is less than .5, rounded down to the whole number.
Nothing in this agreement limits or is intended to interfere with any local mutually agreed upon projects or initiatives falling outside the scope of this document that may provide additional staff resources to meet the specific objectives of the local parties.
Each plant has submitted a plan for deployment of these resources in accordance with specific guidelines issued by the National parties. All such representatives will be appointed by the Vice President and Director of the GM Department, UAW. Such plan will include the names and assignments for each of the local representatives assigned to Joint Programs and will be forwarded to the National parties for approval prior to implementation. Likewise, as individual plant needs and priorities change, the local parties are afforded the flexibility to submit revised plans for National approval.
When plant population changes occur which would increase or decrease the number of representatives, such population changes must be in effect for a period of six consecutive months before such adjustment is made in the number of representatives, in which case such adjustment will be made at the conclusion of the six month period. In the event such population change results from the discontinuance or addition of a shift, the opening of a plant, or the cessation of a plant's operations, the adjustment in the number of representatives will be made within the first twenty working days following the first day such population change occurs. Other situations involving a sudden significant change in the number of employees at a location may be discussed by the Corporation and the GM Department of the International Union.
When a reduction or increase in plant population calls for a change in the number of representatives, the local parties will be required to submit a revised deployment of resources plan for approval. All representatives in either case will also be appointed by the Vice President and Director of the GM Department, UAW.
It is understood that the Representatives re-deployed in these locally determined areas of special focus and attention may require additional training. It is agreed that such training will be provided through the UAW-GM Center for Human Resources subject to the approval of the Executive Board -Joint Activities.
It is agreed that such representatives shall function in accordance with governing provisions of the GM‑UAW National Agreement germane to their area of focus.
During overtime hours, joint program representatives in the areas of Joint Activities, Accommodating DisAbled People in Transition (ADAPT), Human Resource Development, Work/Family, and Joint Training will be scheduled to perform joint program‑related activities if they would otherwise have work available in their equalization group.
Joint Program Representatives are eligible for promotion to higher rated jobs on their shift in accordance with Paragraphs (63)(a)(1) and (63)(a)(2) of this Agreement provided their are the most senior applicant and they are capable of doing the job.
Longer range, the Executive ‑
Board Executive Board - Joint Activities will
establish a joint process aimed at effectively consolidating, simplifying,
integrating, focusing and achieving better utilization of joint programs at the
plant level.
The spirit and intent of this document is to provide increased focus on joint employee programs and to more fully utilize the experience and talents of the representatives assigned to joint programs. The parties are committed to working together in a spirit of cooperation to improve our relationship and the effectiveness of our joint programs. The result of such cooperation will improve the working environment in our plants for all GM employees.
Any problems relating to the implementation of this document may be raised by either party and it is understood that any necessary modifications may be made by mutual agreement between the Corporation and the International Union.
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor Relations
[See Memo‑Training; Memo‑Attendance]
[See Memo‑Human Resource Development]
EXPLANATION:
The Employee Assistance Program was renamed Work/Family Program.
Representatives in Work/Family Program are included in overtime provisions for Doc. 46.
Joint Program Representatives are now eligible for Paragraph
(63)(a)(1) and (63)(a)(2) promotions.
PRE‑APPRENTICE TRAINING
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:
During the current negotiations the parties discussed preapprentice training as one method of achieving our common goal of bringing a greater number of members of minority groups and females into the apprentice training program. It is evident that we share a serious concern about the establishment of effective methods of achieving this desirable goal.
Accordingly, the GM‑UAW Skilled Trades and Apprentice Committee upon determining that a plant's skilled trades workforce is under‑represented by minority groups and females, will consider matters pertaining to pre‑apprentice training as it relates to achieving the above objective as well as approve any such training program for which points can be awarded under the GM‑UAW Apprentice Selection Procedure.
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
This document provides that if the Local Apprentice Committee determines a plant's Skilled Trades workforce is under represented by minorities and women, the Local Apprentice Committee may apply to the National Committee for PreApprentice Training. New language enables plants to attain their EEOC goals.
JOB SECURITY‑ APPRENTICE
TRAINING AND JOURNEYMAN/WOMAN
DEVELOPMENT
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: Job Security ‑ Apprentice Training and
Journeyman/woman Development
During these negotiations, the Union and the Company acknowledged that skilled trades personnel provide vital support to operations, and that there is a direct relationship between the effectiveness of skilled trades personnel and the success and viability of the operations they serve. Establishing new levels of competence within the apprenticeable trades through training and retraining will permit the Union and the Corporation to pursue the critical objective of continuous improvement in quality, flexibility, operational effectiveness and, in turn, enhance job security.
Consistent with these discussions and in response to current skilled trades demographics, potential future retirements, and attrition, the Corporation has agreed to continue to place primary reliance on the GM‑UAW Apprentice Program as the training source for future skilled tradesmen/women. Exceptions to this must be
approved by the GM‑UAW Skilled Trades and Apprentice Committee. Integral to this job security-related commitment would be actions to enhance the flexibility of both future apprentice graduates and current journeymen/women.
With regard to the expansion of the
Apprentice Program, GM intends to continue to indenture apprentices Corporation‑wide
in the basic apprenticeable trades. These additional apprentices will be added by
September 1999,during the term of the 1999 National Agreement provided
that qualified candidates can be found who meet all the selection criteria and
affirmative action goals can be met. While the placement of apprentices will
depend on a variety of business condition factors such as attrition, technological
changes, business sector performance, future product plans and product
allocation, the general economy, and sales and market trends, General Motors
intends to pursue the objective to indenture (750)(2,250) apprentices
during each of the next (3) years the term of the 1999 National
Agreement and will make a good faith effort to increase the aggregate to 2,800.
Requests for apprentices, the rate of placement, and forecasted requirements
will continue to be reviewed by the National Parties consistent with other
understandings regarding skilled trades job security.
It is understood that in cases where
the above goals cannot be met, or there is an immediate need for
Journeymen/women skills at a particular location, it may be necessary to hire
Journeymen/women in place of the apprentices agreed upon in this letter. In
that case, the Corporation will inform the International Union of the number of
Journeymen/women hired and the reasons. Also, in these discussions the parties
reviewed the need to give priority consideration to the placement of laid off
skilled tradesmen/women (Journeymen/women, E.I.T.S., E.I.T.'s, Apprentices) as
well as those currently assigned to a JOBS bankProtected Status
Furthermore, where changes in the type of operation, volume, product life cycle, or other reasons, have caused an excess number of Journeymen/women in a particular Skilled Trade and placement in their trade is not possible, the parties will pursue, where feasible and practical, the retraining of Journeymen/women to
qualify them in another Skilled Trade in either their home plant or another GM facility, consistent with established Employee Placement Procedures. Such retraining could be done within or outside the GM-UAW Apprenticeship Program. In any event, any such retraining programs must be approved by the GM-UAW Skilled Trades and Apprentice Committee.
It is anticipated that progress in the
goals set forth in this letter will be reviewed periodically in regular
meetings of the GM-UAW NationalSkilled Trades and Apprentice
Committee. Progress will be reported annually to the Director of the GM
Department of the UAW and the Group Vice President – of NAO
Personnel of‑Labor Relations for General Motors, for review
and adjustment where necessary.
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor Relations
[See Par. (127)(d)(1),(127)(d)(2),(130)]
EXPLANATION:
The language was changed to provide three thousand (3,000) new apprentices will be hired over the term of the agreement including nine (9) Apprentices at New Venture Gear. The commitment also assures that Management will make an effort to place an additional seven hundred fifty (750) Apprentices over the term of the Agreement.
The Delphi and General Motors Agreements are separated and the Apprentice figures will be apportioned as follows:
Two thousand two hundred fifty (2,250) Apprentices will be hired at General Motors, with the commitment to make an effort to place an additional five hundred (500) Apprentices over the term of the new agreement.
Seven hundred fifty (750) Apprentices will be hired at Delphi with the commitment to make an effort to place an additional two hundred fifty (250) Apprentices over the term of the new agreement.
LOCAL UNION PRESIDENTS
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:
During the current negotiations, the parties discussed the duties of the Local Union President in certain General Motors plants. The parties agreed that the president's function includes, in addition to administrative duties as the Local Union's Chief Executive Officer, certain elements of National Agreement administration.
Accordingly, the Corporation agreed that in plants employing 500 or more employees where the Local Union President is a full time employee, such president will be allowed to perform legitimate administrative functions without loss of pay up to a total of forty (40) straight time hours per week. Moreover, in those same plants such president, as a portion of the forty (40) hours will be permitted to leave the plant in accordance with Paragraph (24) of the GM‑UAW National Agreement and will be paid for up to six (6) hours per day Monday through Friday to perform legitimate administrative functions.
Such Local Union President shall notify the designated Management representative, when leaving and returning to the plant during working hours.
Moreover in those same plants when such Local Presidents are absent for at least one full working day for reasons other than those provided herein, Management will recognize a temporary replacement from among the full time employees. Notification of such replacement shall be submitted in writing at least twenty‑four hours in advance to Local Management's designated representative. In the event such a replacement is made, the Local President shall not be paid and the replacement will be permitted to utilize time out of the plant with pay pursuant to the provisions herein.
In plants employing less than 500
employees but more than 250 employees where the Local Union President is a full
time employee, such president will be allowed to leave the plant in accordance
with Paragraph
(24) of the GM‑UAW National Agreement to perform legitimate
administrative functions without loss of pay for up to a total of eightten
(810) straight time hours per week. Any single period of absence
must be for a minimum of two (2) hours.
In plants employing less than 250 employees but more than 100 employees where the Local Union President is a full time employee. such president will be allowed to leave the plant in accordance with Paragraph (24) of the GM‑UAW National Agreement to perform legitimate
administrative functions without loss of pay for or up to a total of eight (8) straight time hours per week. Any single period of absence must be for a minimum of two 2 hours.
Any problems associated with the implementation or administration of this letter will be reviewed by the Corporation Labor Relations Staff with the GM Department of the UAW.
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor
Relations
EXPLANATION:
In plants employing less than 500 employees but more than 250 employees where the Local Union President is a full time employee, such president will be allowed to leave the plant in accordance with Paragraph (24) without loss of pay for up to a total of ten (10) straight time hours per week.
In plants employing less than 250 employees but more than 100 employees where the Local Union President is a full time employee, such president will be allowed to leave the plant in accordance with Paragraph (24) without loss of pay for up to a total of eight (8) straight time hours per week.
WEATHER COND. & RIOT LTR.
Date: November 2, 1996
To: All General Managers
All Personnel Directors
Subject: Failure to Work Forty Hours as
a Consequence of Severe
Weather Conditions or Riots ‑-
SUB Plans
In general, the following SUB Plan determinations apply with respect to a plant shutdown in an area in which severe weather conditions or an actual or threatened riot have occurred:
1. With respect to a day for which the plant gives notification by public announcement or otherwise of a shutdown, a SUBenefit shall be paid as provided under the Plan to otherwise eligible laid off employees.
2. With
respect to a day during which the plant attempts to operate but is forced to
shutdown because of the absenteeism of employees, and a majority forty
percent (40%) or less of the employees scheduled to report for work on the
shift have not reported to work prior to the shutdown, a SUBenefit shall
be paid to otherwise eligible employees who reported for work but were sent
home when the plant suspended operations; provided, however, that if the amount
of such SUBenefit payable plus the pay for hours worked on such day equals less
than the equivalent of 4hours' pay, such employees shall be paid 4 hours' pay
by the Corporation for such day (including pay for any hours worked) in lieu of
such SUBenefit, as provided below. In calculating the SUBenefit, credit should
be taken as Available Hours for any period between the starting time of the
employees' regular shift and the time they reported for work.
(a) Employees who report for work during the first 4 hours of their regular shift on a day the plant has attempted to operate and subsequently shuts down, shall receive a SUBenefit for any hours not worked or made available during the period between the time they reported for work and the end of their regular shift; provided, however, that if the amount of such SUBenefit payable plus the pay for any hours worked on such day equals less than the equivalent of 4 hours' pay, the employee shall be paid 4 hours' pay by the Corporation for such day (including their pay for any hours worked) in lieu of such SUBenefit.
With respect to an otherwise eligible employee who reports for work during the last 4 hours of their regular shift, a SUBenefit shall be payable for any hours not worked or made available during the period between the time they reported for work and the end of their regular shift and the minimum 4 hours' pay provisions shall not apply.
(b) In addition to the provisions of 2(a) above, if overtime hours occur during the week in which the only day(s) of layoff is a day on which the plant attempted to operate but subsequently shutdown due to employee absenteeism, the SUBenefit for otherwise eligible employees shall be calculated with respect to the week. The SUBenefit amount, if any, plus the pay for any hours worked on such day(s) shall be measured against the minimum 4 hours' pay provision, if applicable, for such day(s).
However, if overtime hours occur during a week having 2 or more days of layoff, including at least one such day on which the plant attempted to operate but subsequently shutdown due to employee absenteeism, the overtime hours may only be applied to reduce hours of layoff on days other than such days on which the plant attempted to operate.
Consequently, a separate SUBenefit shall be calculated for each such day on which the
plant attempted to operate, and the amount of such SUBenefit, if any, plus the pay for any hours worked on such day shall be measured against the minimum 4 hours' pay provision, if applicable. If a SUBenefit is payable for such day, it shall be included and paid with any SUBenefit otherwise payable for the remainder of the week; provided, however, that the sum of such SUBenefits cannot exceed the SUBenefit, if any, that would otherwise be payable under the Plan for the Week.
(c) A SUBenefit shall not be paid to employees for a day when the plant was attempting to operate if such employees failed to report for work at any time during such day. The total number of hours of the employees' regular shift for such day (8 hours in most cases) will be included as hours made available but not worked in the calculation of any SUBenefit otherwise payable for the week.
3. With
respect to a day during which the plant attempts to operate but is forced to
shutdown because of the absenteeism of employees and a majoritymore
than forty percent (40%) of the employees scheduled to report for work on
the shift have not reported to work prior to the shutdown, the facts and
circumstances of the local situation will be reviewed with the Employee
Benefits Section of the Personnel Administration and Development Staff and a
determination shall be made by the Personnel Administration and Development
Staff with respect to any additional SUBenefit eligibility beyond the
eligibility provided under item "2." above. Where no additional
SUBenefit eligibility is authorized, the provisions and procedures under item
"2." above will be followed. If additional SUBenefit eligibility is
authorized, the following will apply.
(a) Employees who report to work at any time during their shift shall have all hours worked or paid for such day disregarded in calculating Compensated or Available Hours for the Week and shall be deemed to be on qualified layoff for the shift.
(b) Employees who did not report for work at any time during their shift shall be deemed to have been on qualified layoff for all of the day in calculating any SUBenefit otherwise payable for the Week.
The minimum 4-hours' pay provisions shall apply to all employees who report to work during the first four hours of their shift.
The foregoing SUB Plan determinations with respect to a day when the plant attempts to operate during severe weather conditions or during an actual or threatened riot apply only in situations where the plant is subsequently forced to shutdown because of employee absenteeism. If the plant shuts down early or employees are sent home for any reason other than employee absenteeism, eligible employees should be paid SUBenefits with respect to any period of qualified layoff to which they may be entitled under the Plan and the minimum 4 hours' pay provisions shall not be applicable.
4. With
respect to a day during which the plant operates in an area in which severe
weather conditions or an actual or threatened riot have occurred and the
majority more than forty (40%) of employees scheduled to report for
work on the shift do not report to work at any time during their shift, the
facts and circumstances of the local situation will be reviewed with the
Employee Benefits Section of the Personnel Administration and Development Staff
and a determination shall be made by the Personnel Administration and
Development Staff with respect to any SUBenefit eligibility for any employee
for such day. If the determination does not authorize any SUBenefits then no
SUBenefit eligibility will be determined under the provisions of this letter.
If a determination is made to authorize SUBenefit eligibility for the shift,
such eligibility and SUBenefit calculation shall be made in accordance with
item "3." above.
In determining whether a plant shall attempt to operate during such severe weather conditions or during a riot occurring in the plant area, consideration should be given to the severity of the condition, actions of other employers in the area, and instructions, advice or proclamations issued by local or other authorities.
Employees who are unable to get to
work due to a "BAN" on driving will be considered on Qualified Layoff
for 8 hours for the day. "BAN" means that under a local law/ordinance
being enforced if which is proclaimed to be in effect through a
public safety announcement. that persons caught driving in a specified area
(through which employees had no alternative but to travel to get to work on
regular shift) employees would will be ticketed, fined
and/or jailed. Documentation of such enforcement public safety
announcement is required from, and on behalf of, the employee(s) involved.
During the 1967 negotiations, it was understood by the parties that the Union's agreement with the Company SUB Plan determination to be followed with respect to a plant shutdown in an area in which severe weather conditions or an actual or threatened riot have occurred, as set forth in this letter, will in no way jeopardize or limit employee's right of appeal under the Plan to any such Company determination.
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor
Relations
[See SUB‑Exhibit D]
EXPLANATION:
The language of this paragraph has been changed to reflect that when fewer than 60 percent of represented employees report for work (i.e. more than 40 percent do not report) SUBenefits will be paid. Represented employees who are unable to get to work due to a ban on driving which is proclaimed in effect through a public safety announcement will be considered to be on a qualifying layoff for SUB purposes. Documentation is required pertaining to the Public Service announcement.
COLA CALCULATION
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:
This letter is to confirm certain agreements reached by General Motors Corporation and the International Union, UAW, regarding the calculation of the Cost of Living Allowance pursuant to Paragraphs (101)(d) through (101)(1) of the National Agreement.
The table in Paragraph (101)(h)
has been constructed to provide that 1¢ adjustments in the Cost of Living
Allowance shall become payable, sequentially, for each 0.3, 0.2, 0.3, 0.2, 0.3
and 0.32 change in the Index, and so forth, with that sequence of the
five changes being repeated thereafter in the table so as to
produce an average adjustment over time of 1¢ for each 0.265
change in the Index. This table, which is based on the Bureau of Labor
Statistics’ CPI-W (1967=100) reference base, will be used for the first nine
adjustments of the Agreement, beginning in December 1996 through December 1998.
Effective with the March, 1999
adjustment, this table will be converted to BLS’s CPI-W (1993-1995=100)
reference base. Beginning with the first next 1¢ that may
become payable, the table will be modified further to provide that 1¢ adjustments
in the Cost of Living Allowance shall become payable for each 0.06 change in
the Average Index (1993-1995=100). The changes described herein are intended
to maintain the same mathematical wage replacement ratio as exists with 1967=100
at the time of the transition – and appropriate changes will be made upon
publication of the official Index if necessary.
In this regard, it is our intention to
construct the tables in the following manner:
If the August-October 1998 Average Index
falls at the bottom of a 0.2 or a 0.3 bracket, or in the middle of a 0.3
bracket, the starting value for the new table will be derived from the bottom
of such bracket; and if it falls at the top of a 0.2 or 0.3 bracket, the new
table’s starting value will flow from the top of such bracket. These values
are obtained by multiplying the appropriate top or bottom bracket value by the
official BLS conversion factor and rounding to two decimal places.
If the Union claims the Corporation’s calculations in any particular instance were not made in accordance with the terms of this Letter of Understanding, it may pursue such claim in accordance with the provisions of Paragraph (55) of the new National Agreement.
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President – Labor Relations
Attachment
[See Par. (101)(d),(101)(g),(101)(h)]
EXPLANATION:
This document sets forth the formula for calculating the one cent (.01) adjustment in the Cost of Living Allowance. The sequence of numbers set forth is repeated in the table so as to produce an average adjustment over time of one cent (.01) for each 0.25 change in the index.
WORK ASSIGNMENTS ‑ SKILLED TRADES
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:
During these National Negotiations, the parties discussed at length the necessity for the Corporation to become competitive in all aspects of the business. Among the issues discussed were the existing skilled trades classification structure, work rules, and past practices.
With regard to the skilled trades
classification structure, the Union expressed concern over basicapprenticeable
skilled trades classifications being consolidated. In this regard, the
Corporation observed that it will not dictate consolidation of specific apprenticeable
skilled trades classifications to its plants. The Corporation advised,
however, that they intend to rely on the currently apprenticeable skilled
trades classifications as the basis for our skilled classification structure
moving forward. Competitive advantages of a review of skilled trades
classifications at any General Motors facility must be weighed and determined
by the local parties in view of all attendant circumstances at that location.
Appropriate training plans necessary to accomplish any consolidations must be
submitted in a timely manner for approval by the GM‑UAW Skilled Trades
and Apprentice Committee.
Any exceptions to the above must be approved by the GM-UAW Skilled Trades and Apprentice Committee.
With regard to work rules and past practice, the Corporation stated that many plants feel hampered in their efforts to enhance competitiveness in today's environment by historically restrictive practices which originated at a time when competition was less threatening. Given recent improvements in the area of job security, the need for such stringent work rules and delineation of job responsibilities has been reduced.
Therefore, the National parties concur
that local Management and local Unions should review existing work rules and
practices, especially in the area of Lines of Demarcation, to insure that only
those necessary to protect the safety of employees, the integrity of the basicskilled
trades, and the efficiency of operation in today's competitive environment are
carried forward. Incidental, overlapping, and other minor access type work areis
encouraged and should be discussed and handled locally consistent with sound
business judgment. To accomplish this task, the local parties shouldwill
establish a Lines of Demarcation Committee, to meet as requiredon a
regular basis, to address the issues outlined in this paragraph.
If either of the local parties feel
that abuses of the spirit and intent of this document exist, theyit
will request the issue be reviewed via plant entry by appropriate
representatives of the GM Department of the International Union, UAW and the NAOGMNA
Labor Relations Staff.
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President – Labor Relations
[See Par. (182)]
[See CSA # 12]
EXPLANATION:
"Basic" was deleted from language and replaced by "apprenticeable" to make clearer the intent of this document. This language will preserve and ensure that no consolidation of apprenticeable trades takes place. Additionally, a "Lines of Demarcation" committee will be established and meet on a regular basis.
SUPPLIER CORPORATE CITIZENSHIP
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: Supplier Corporate Citizenship
During these negotiations, the UAW
stated its interest in having the Corporation continue to recognize the
importance of using suppliers which are good corporate citizens and which can
be relied upon for quality products and reliable delivery. The UAW further
pointed out that the Corporation's selection of and relationship with suppliers
have a significant bearing on its relationship with the Union. In this regard,
the Union stressed repeatedly, with respect to work, which cannot be
produced in house, the importance of increasing significantly the
Corporation's use of high quality, reliable suppliers, which maintain good,
fair and equitable relations with their employees.
General Motors fully understands the Union's concerns in these matters, because quality products, uninterrupted delivery and good corporate citizenship ‑- by the Corporation and its suppliers ‑‑ contribute significantly to the Corporation's success in the marketplace, and all of these factors have a direct bearing on the job and income security of UAW members.
General Motors agrees that its relationship with the Union is of paramount importance to the Corporation's long‑term success. The Corporation has told its suppliers and the business community in the past of the positive aspects of its relationship with the UAW and will continue to do so in the future. General Motors, therefore, has no interest in embarking on a purchasing strategy that would detract from that relationship.
Correspondingly, the Union has, from time to time, expressed to the Corporation its concern about certain aspects of the Corporation's relationship with particular suppliers in the area of quality, continuity of supply, and overall performance as a supplier including the maintenance of good relations by the supplier with its employees. The Union recognizes that the Corporation has expressed its views and made suggestions to its suppliers as a result of the Union's concerns, all within the bounds of applicable legal principles.
The parties recognize that instances in which these matters arise are inherently dependent upon the particular facts that are present in each situation and plan to continue to deal with these matters on a case-by‑case basis as they have in the past, and in compliance with applicable laws.
In particular, the Corporation will continue to urge its suppliers to treat their employees in a good, fair and equitable manner to provide them wages and benefits competitive within their industry, to provide a safe workplace and to avoid conduct which violates national or state labor and employment laws. In addition, the Corporation will, in a manner, which is in compliance with applicable laws, notify suppliers of the importance the Corporation places on harmonious relationships between suppliers, their employees and any union that may represent them.
In addition the Corporation will send each of its current suppliers a letter, in the form attached hereto (the "Letter"). within 60 days after the effective date of the National Agreement The Corporation will ensure that the Letter is also provided to each new supplier within 14 days after reaching agreement regarding a new contract to supply parts, services or other items to the Corporation.
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President – Labor Relations
EXPLANATION:
New language on corporate neutrality and improved language on corporate citizenship will assist our efforts to organize non-union plants. A letter will be sent to each supplier within 60 days of effective date of agreement. Additionally, a letter will also be provided to each new supplier within 14 days of reaching agreement regarding a new contract to supply parts, services or other items to the Corporation. The Corporation will continue to urge its' suppliers to treat their employees in a good, fair, and equitable manner to provide them wages and benefits competitive within their industry, to provide a safe workplace, and to avoid conduct which violates national or state labor and employment laws. The Corporation will also notify suppliers of the importance it places on harmonious relationship between suppliers, their employees, and any union that may represent them.
WORKING ON A HOLIDAY/VACATION ENTITLEMENT CONVERSION OPTION
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: Working on a Holiday/Vacation Entitlement
Conversion Option
During the negotiations, the parties agreed that employees who work on a designated holiday, and are otherwise eligible for holiday pay, may request that eight (8) hours be credited to their Vacation Entitlement Allowance, in lieu of receiving holiday pay.
Eligible employees who work on any designated Christmas Period Holiday, may request that eight (8,) hours for each day worked be credited to their Vacation Entitlement Allowance, in lieu of receiving holiday pay. Additional time off resulting from the Christmas Holiday Period may be utilized, per local plant practice, at any time during the following year prior to the next Christmas Holiday Period.
To provide sufficient time for administration, the employees must submit their request in writing no later than the Friday of the week in which the holiday occurs.
Very truly yours,
Gerald A.
Knechtel
Vice President
Gary L. Cowger
Group Vice President – Labor Relations
EXPLANATION:
The Holiday/Vacation Entitlement Conversion Option for all paid holidays will continue for the life of this agreement. The Christmas Holiday Period is now included in the Vacation Entitlement Conversion Option in all years of the agreement. The additional time off resulting from the Christmas Holiday Period may be utilized, per local plant practice at any time during the following year prior to the next Holiday Period.
(NOT TO BE PUBLISHED)
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During these negotiations the Union cited several instances where the Corporation did not collect Union dues pursuant to Paragraph 4(s) of the Agreement. In this regard, the Corporation recognizes its responsibility to collect these dues locally at the time of payment of the settlement or award. Accordingly, the Corporation reemphasized their commitment to collect dues in the aforementioned situations and a letter will be sent to local plant management to reiterate the provisions of Paragraph 4(s).
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
The Corporation reemphasized their commitment to collect Union dues at the time a grievance settlement or award is paid. A letter will also be sent to local management reiterating the provisions of Paragraph 4(s).
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
The UAW and GM have worked together for many years to understand and promote diversity in the workplace, a goal we absolutely agree on and are fully committed to. The parties have long recognized that diversity is the collective mixture of our similarities and differences. Both organizations recognize that diversity includes race and gender, as well as broader dimensions such as family status, religion, sexual orientation, education, abilities, disabilities, military status, union, non‑union, language and many others.
Diversity is a positive asset to an organization because only by leveraging our diversity will we be able to achieve the kind of relationship that we know is necessary if General Motors is to prosper and provide good jobs that allow employees, both union‑represented and salaried, to be secure in today's complicated world.
Our vision is to have a workplace that naturally enables the people of UAW‑GM to fully contribute and achieve personal fulfillment. The UAW and GM continue to support and integrate the many voices of diversity, increasing our appreciation of cultural differences, beliefs, values, abilities, disabilities and sexual orientation. The UAW and GM work together at the national and local levels to develop and deliver diversity training. The principles that guide UAW‑GM Diversity Initiatives include:
- creating a learning organization;
- seeking diverse input and involvement;
- leading the cultural change process; and
- pursuing continuous improvement in diversity
- actions and programs.
The National Equal Application Committee works with local Plants to provide educational materials to the UAW‑GM workforce regarding diversity and equal employment opportunities. They also identify community agencies involved in civil rights and diversity activities and work with community leaders to discuss and work towards solutions to mutual problems regarding discrimination. Action plans can be developed to include such activities as:
- utilizing plant communication methods to celebrate cultural diversity and share the UAW-GM joint commitment to diversity;
- seeking input from identifiable diverse employee groups and individuals;
- identifying opportunities to celebrate diversity with educational awareness events and exhibits;
- communicating how diverse employee groups can participate in plant and community projects; and
- recognizing activities that are inclusive of diverse employee groups.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
This letter established the vision and scope of diversity activities in UAW‑GM. It also identified the guiding principles for diversity initiatives, and examples of diversity action plans the plants can use to implement the initiatives.
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During these negotiations, the parties had lengthy discussions regarding the implementation of Paragraph (76a) of the National Agreement. The Union asserted that Management was repeatedly suspending employees without providing them with the opportunity to answer the charges that gave rise to the situation for which discipline was being considered. Management responded that the intent of Paragraph (76a) was to provide for this opportunity except in those cases where the employee being interviewed were either unavailable or incapable (physically or emotionally) to effectively respond to the charges.
The parties also recognize that more than one interview pursuant to Paragraph (76a) may be appropriate where additional facts or information has been discovered.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
Management reaffirmed their commitment to conducting Paragraph 76(a) interviews prior to our members being required to leave the workplace when being suspended or disciplined. The only exceptions are when our members are unavailable or incapable (physically or emotionally) to effectively respond to the charges. The parties also recognize that more than one paragraph (76a) interview may be appropriate when additional facts or information become available.
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During the current National negotiations, the issue of temporary employees was discussed at length between the Parties. The Union raised its concerns regarding abuses at many locations in connection with the use of temporary employees.
This letter confirms our discussions related to employees hired as temporary. In the event that a plant hires temporary employees without National Parties approval in accordance with Appendix A, Section VII, or in the event that a plant retains temporary employees past the approved period, such employees will become seniority employees. Temporary employees who become seniority employees under this provision will be given credit for time worked as a temporary.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
Temporary employees hired without. approval of the National Parties, or retained past the approval period, will become seniority employees. Time worked as a temporary employee under this provision will be included towards acquiring seniority.
October 24, 1993
Mr. Stephen P. Yokich
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. YokichShoemaker:
Subject: Compliance with the Family and Medical Leave Act of 1993
During these negotiations, the parties discussed the Family and Medical Leave Act (FMLA) of 1993. The Corporation assured the Union that it will comply with the provisions of the FMLA.
As part of its compliance, the
Corporation presently plans to has established a
new‑category of unpaid leave called "FMLA Leave." In some
instances, FMLA Leaves will be concurrent with leaves of absence covered by the
National Agreement. Accordingly, in those cases where the employee is eligible
for leave under the National Agreement and the leave also qualifies under the
FMLA, the Corporation intends to comply with the requirements of the FMLA as
well as the separate provisions of the National Agreement regarding covered
leaves of absence.
Pursuant to the Corporation's present plan for compliance with the FMLA, the Corporation's rights under the Act will be modified to:
· Provide that an employee on FMLA Leave will continue to accumulate seniority in the same manner as an employee on a Personal Leave of Absence;
· Permit but not require employees to substitute vacation and/or excused absence allowance for unpaid FMLA Leave;
· Provide that employees who are married to each other will be each entitled to a maximum of 12 weeks of qualifying leave under the Act;
· Provide that, when a third opinion is necessary under the medical certification and dispute resolution sections of the FMLA, the neutral provider will be selected jointly by the Corporation and the Union, with the consent of the employee, from a list, provided by the appropriate local or state professional medical association, of board-certified specialists in the field of medicine in which the point of controversy exists;
· Continue Corporation‑paid Group Life, Accidental Death and Dismemberment, and Disability Insurance during all FMLA Leaves that are not also Medical Leaves as if such leaves were Personal Leaves of Absence.
In addition, the Corporation's plan for compliance would:
·
Designate and apply all qualifying absence time Not
automatically designate and apply absence time that is compensated under the
Sickness and Accident Insurance provisions of the Life, Disability and Health
Care Benefits Program against an eligible employee's FMLA entitlement as
permitted by the Act;
·
Use, initially, a calendar year as the 12‑month
period of the leave entitlement (for example: in1993 from the Effective Date
through December 31, 1993: in 1994, from January 1, 1994 through December 31,
1994);in 2000, an employee would be eligible for 12 weeks leave from
January 1, through December 31, 2000;
· Require repayment of the cost of health care coverage provided during the leave from employees who fail to return from FMLA Leave to the extent permitted by law.
The Department of Labor has not yet
issued final regulations regarding this Act. The Corporation may make
changes in its compliance plans to reflect changes final regulations
in regulations and/or subsequent court decisions and the gaining of additional
administrative experience but without reducing leaves provided by the
Collective Bargaining Agreement.
Problems related to the implementation
of this letter may be discussed by representatives of the UAW, GM Department,
and the Corporation's NAO Industrial Relations GMNA Labor Relations Staff.
Very truly yours,
Gerald A. Knechtel
Vice President
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
The document was changed to provide employee consent in the choice of a neutral provider when a third opinion is necessary under the medical certification and dispute resolution of the FMLA. In addition, it provides the Corporation's plan for compliance will not automatically designate and apply absence time that is compensated under the Sickness and Accident Insurance provisions of the Life, Disability and Health Care Benefits Program against an eligible employee's FMLA entitlement. A calendar year will be used as a twelve (12) month period for leave entitlement (for example in 2000, an employee would be eligible for twelve (12) weeks leave from January 1, through December 31, 2000).
Date
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, MI 48214
Dear Mr. Shoemaker:
During the current negotiations, the Parties discussed at length the functions historically performed by UAW bargaining unit personnel at GMSPO and the purpose and functions performed at carrier terminals known as Regional Interline Facilities (RIF's). During these discussions, it was explained that the RIF's (also known as Carrier Interline Facilities or CIF's) are transportation hubs, or terminals, which are owned and/or operated by transportation companies and were initially designed to facilitate the timely and cost effective movement of SPO freight between SPO parts distribution operations and SPO distribution partners.
In the discussions regarding this subject, the Parties recognized that trucking terminal functions at the RIF's is work properly belonging to the operators of those facilities. However, traditional SPO warehousing functions performed at the RIF's is work that normally and historically falls within the UAW bargaining unit. Examples of such functions include, but are not limited to, the following:
· "Pearl diving"
· Consolidation of cages and totes in and out of storage
· The consolidation and banding of cores
Accordingly, in full and final settlement of all open issues and grievances regarding this subject across the division, Management agrees to assign an appropriate number of UAW represented SPO employees to the RIF's to perform the warehousing functions described above. Management will implement the terms of this understanding within a twelve (12) month period following the ratification of the National Agreement. In this regard, however, the Parties recognize that the RIF's vary in size, configuration, volume of throughput, employment, Union affiliation, and functions currently and planned to be performed at those terminals. As such, Management agrees that an update on the progress of implementation will be provided to the UAW International Servicing Representative for SPO at three (3), six (6), and nine (9) month intervals and specific plans discussed for the resolution of open implementation issues.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
Work outsourced to carrier terminals known as Regional Interline Facilities (RIF's) will be returned to the bargaining unit.
Management has agreed to assign an appropriate number of UAW members to the RIF's to perform warehousing functions since that work "normally and historically" falls within the bargaining unit.
Management will implement this commitment within a 12‑month period and will provide quarterly updates to the UAW International Servicing Representative.
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During these negotiations the Union cited several instances where Management delayed in providing information requested by the Union during the processing of a grievance. In response, Management assured the Union that they fully support the principle of full disclosure. The principle of full disclosure has been discussed in several Umpire decisions dating back to 1941. Management fully supports the principles outlined in those decisions.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
Management reaffirmed their commitment to the principle of full disclosure of information to the Union during the processing of a grievance.
(UNPUBLISHED LETTER)
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, MI 48214
Dear Mr. Shoemaker:
During these negotiations, the parties agreed to modify current language in the GM‑UAW National Agreement by deleting references to certain dates. The deletions were made solely to eliminate the need to continually change the date with each new National Agreement where the subject language is reissued.
As a result of deleting the dates, the parties did not intend to modify the meaning of the language before the deletions were made. If either party believes that these changes have caused a situation, which is contrary to the parties’ original intent, then the parties will review the matter and remedy any unintended result.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
The parties agreed to modify current language in the GM‑UAW National Agreement by deleting references to certain dates. Date changes were made solely to eliminate the need to continually change the date of each new National Agreement where the subject language is reissued. The parties did not intend to modify the meaning of the language. Any unintended results will be corrected.
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During the current negotiations, the parties discussed situations where employees were not advised of their individual work schedules for the Independence Week and Vacation Shutdown period in a timely manner. Management expressed their desire to provide employees with as much advance notice as possible. Therefore, after the announcement in February detailing which operations will be affected by the shutdown, all employees will be notified by local Plant Management, as soon as is practicable, as to whether or not they are scheduled to be working during the shutdown period. Should the circumstances change after an employee is informed, the new schedule as well as the changed circumstances will be communicated to the employee as soon as possible.
In addition, when business conditions change and a plant is required to work after originally scheduled to be down, the plant will first try to meet their needs through the use of volunteers. Any problem in this area should be raised with the Group/Divisional Director of Labor Relations or the Corporation for review.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
After the announcement in February detailing which operations will be affected by the Independence Week/Vacation shutdown all employees will be notified by Local Plant Management as soon as is practical as to whether or not they are scheduled to work. If the circumstances change after an employee is informed, the new circumstances as well as the changed schedule will be communicated to the employee as soon as possible. If the plant is scheduled to work the plant will first try to meet its needs through the use of volunteers. Problems should be raised with the Group/Divisional Director of Labor Relations or the Corporation for review.
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
Subject: Product Development and Transformation
During these negotiations the parties discussed various issues related to product development and product transformation. The Corporation and the Union recognize that future jobs depend on, among other things, continuing investments in product development. Shifting markets, changing consumer tastes, new governmental regulations, international harmonization of such requirements, and a host of other factors have a direct impact on vehicle development and manufacturing. The products manufactured and services delivered must meet evolving customer preferences and demands at a competitive price.
The Corporation fully understands the Union's concerns relative to investment in new products and services, and that such investments, while absolutely necessary, may not alone guarantee good future jobs. New products require additional skills, spur changes in labor demand, and entail new sourcing decisions. The parties acknowledge that involving the Union at the earliest stages of the product development cycle is key to attaining job security while meeting the global challenges of improved quality, speed to market, product innovation, and lowering total costs. To that end, the Corporation has been, and continues to be, fully committed to working with the Union to seek and identify appropriate jointly developed technical training programs that will match new skill requirements with evolving technologies, products and services, along with the implementation of new programs to cushion unavoidable dislocative effects of rapid product transformation and development. The Corporation recognizes that working together will help preserve and grow good paying jobs for all current and future UAW‑represented employees at General Motors Corporation.
In preceding National Agreements and during these negotiations, the parties have recognized the importance of the Union's role and involvement in the product development cycle and product transformation through provisions, such as Appendix L‑Sourcing which provide a mechanism for early UAW involvement in the Corporation's plans to proceed with a new or redesigned vehicle. To that end, it is understood and reaffirmed that early during the product development cycle, matters such as sourcing patterns, possible changes in assembly, sub‑assembly, stamping, powertrain and other component sourcing patterns, possible insourcing opportunities, and technology which may impact the represented workforce will be reviewed with the International Union in accordance with the provisions of Appendix L‑Sourcing. Such early and up‑front involvement will allow the Union to continue to be provided with current and anticipated major product developments/product transformations that are having, are expected to have, or could potentially have an effect on employment levels such as projected changes in the major components for motor vehicles (e.g. shift to new propulsion technology and energy storage devices), in materials (e.g. increased use of plastics and/or aluminum in body panels, shift to aluminum castings), in assembly and design (e.g. for easier assembly/manufacturing methods and for disassembly for recycling purposes).
Further, the Union's early involvement during the product development process allows for discussions relative to issues such as the impact of a traditional gas‑fueled internal combustion engine vehicle, and, for example, the comparable electric, hybrid electric, fuel cell, or dedicated and flexible alternative‑liquid‑fuel vehicle with respect to major components, materials, and assembly methods. In each case, the Corporation will indicate the extent to which changes in specifications will be handled through the revamping of existing UAW‑GM operations, by means of technology residing in other divisions of the Corporation or by outside sourcing arrangements.
Finally, it is recognized that Appendix L‑Sourcing provides an avenue for discussions as early as practicable in the product development cycle relative to projected production volume of new materials, components, and products, and the potential impact, if any, on UAW-represented jobs.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
The Corporation commits to involve the Union earlier in the produce development cycle.
Such early involvement allows for discussions relative to issues such as the impact of a traditional gas fueled internal combustion engine vehicle, electric or hybrid electric fuel cells, major components, assembly methods, etc.
The Corporation further commits to provide jointly developed training in order to equip UAW represented employees with the skills necessary to compete in the latest technologies evolving within the industry.
Moreover, the letter provides an avenue for early dialogue between the parties relative to sourcing decisions and the potential impact if any, on UAW represented jobs.
(NOT TO BE PUBLISHED)
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During the current negotiations, the Union and Management discussed the provisions of the Employee Vehicle Purchase Program for eligible employees, retirees, and surviving spouses. In response to concerns raised by the Union, Management agreed to participate with the UAW in a study group for the purpose of reviewing the Employee Vehicle Purchase Programs at DaimlerChrysler, Ford and General Motors. The study group will assess and summarize their findings for the purpose of making recommendations to the Vice President and Director of the UAW General Motors Department and Group Vice President‑Labor Relations, General Motors Corporation. This study group will be established within thirty (30) days of this agreement.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
A study group will be established within thirty (30) days of this agreement for the purpose of reviewing the employee Vehicle Purchase Programs at DaimlerChrysler, Ford, and General Motors. The study group will assess and summarize their findings for the purpose of making a recommendation to the Vice President and Director of the General Motors Department and Group Vice President‑Labor Relations General Motors Corporation.
(DATE)
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, MI 48214
Dear Mr. Shoemaker:
Stimulating the sales of GM vehicles continues to be a major interest of both General Motors and the UAW. To this end General Motors currently has in effect New Vehicle Purchase Programs for eligible employees, retirees, and surviving spouses, and for immediate family members of eligible employees, retirees, and surviving spouses. In addition to the benefit of reduced purchase prices for new and unused vehicles, which are available through these programs, eligible program participants may also utilize a number of competitive financing options, which are available through GMAC, for their purchases. These programs provide comprehensive assistance and incentive for GM employees and their families to buy and drive new GM vehicles.
Details of the General Motors New Vehicle Purchase Programs and financing options available through GMAC will be provided to the UAW.
In an effort to enhance the means by which the Corporation disposes of its Product Evaluation Program (PEP) vehicles, GM has a uniform policy and computer system to regulate the process of selling such used PEP vehicles to GM employees. The system provides all employees a means of access to information regarding the PEP vehicle inventories at all General Motors North America (GMNA) facilities, as well as equal opportunity to reserve for purchase, or "tag", any available PEP vehicle GMNA‑wide. This vehicle selection base assist employees throughout GMNA who are interested in purchasing a used PEP vehicle, by locating a used PEP vehicle that matches their particular requirements.
Further, the UAW was informed that from time to time General Motors will make special opportunities available on certain model vehicles where eligible employees may purchase such a vehicle directly off a participating dealer's lot under GMO. Where such special opportunities exist, local notices will be posted in the plants.
In making the foregoing Programs available to employees represented by the UAW, it is understood and agreed that General Motors may at any time unilaterally modify, change or withdraw such Programs and that it shall have no obligation to bargain concerning its decision to do so. Nor shall the institution of such Programs constitute any precedent in future negotiations between the parties with respect to employee benefits or other terms or conditions of employment.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
The new Vehicle Purchase Program will continue. Competitive financing options are also available through GMAC. The Product Evaluation Program (PEP) will also continue.
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, MI 48214
Dear Mr. Shoemaker:
During the current negotiations, the parties discussed situations in which employees are laid off prior to the Independence Week Shutdown period and thereby, become ineligible for the four (4) days of the Independence Week Shutdown pay.
As a result of these discussions, the Corporation agreed that seniority employees who work in the fourth work week prior to the Independence Week Shutdown period, and who are laid off either temporarily or permanently during that week, or during the first, second, or third work week prior to the Independence Week Shutdown period, shall be considered as meeting the requirements of Par. 202d(2) of the National Agreement. Therefore, these employees will, if otherwise eligible, receive the four (4) days of Independence Week Shutdown pay.
This letter does not change or modify the Holiday Pay provisions of the National Agreement.
Any wages or benefits received from any other source during the Independence Week Shutdown period, including Unemployment Compensation or other state or federal payments related to unemployment, will create a GM overpayment and shall be recovered by the Corporation from subsequent wages or benefits owed the employee. Recovery of an overpayment resulting from the payment of Unemployment Compensation or the receipt of a waiting week credit will be effected in a manner consistent with Par. (213a).
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
Employees laid off temporarily or permanently the week of or the first, second, or third week prior to the Independence Week Shutdown period shall be considered as meeting the requirements of Paragraph 202d(2) of the National Agreement. These employees if otherwise eligible will receive four (4) days of Independence Week Shutdown pay. This letter does not modify or change the Holiday Pay provisions of the National Agreement.
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During the current negotiations, the parties discussed the situation that may occur when an employee, for reasons of discharge or contractual release, does not have plant seniority at the end of the vacation entitlement eligibility year.
In some circumstances:
· An employee may maintain GM seniority at another location within the Corporation or,
· A discharged employee's seniority and/or vacation entitlement may be impacted by the settlement of an associated grievance.
The parties agreed that if an employee maintains seniority at any GM location, or if their seniority and/or lost wages are reinstated by a grievance settlement, the employee will be eligible for all vacation entitlement earned during the affected period. Plant Management will notify the NAO Compensation Activity of any relevant situations.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
The parties agreed that employees who work at least thirteen (13) pay periods in their eligibility year and voluntarily quit will be paid their vacation entitlement based on the number of pay periods worked.
(Not to be Published)
GENERAL MOTORS CORPORATION
Date
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
Subject: Neutrality
We have had previous discussions with you regarding the Union's efforts to organize non‑represented production and maintenance employees traditionally represented by the Union elsewhere in General Motors U. S. subsidiaries and affiliates.
Please be advised that General Motors and its U.S. subsidiaries and affiliates respect its employees' rights regarding union representation. General Motors has a positive and constructive relationship with the UAW as well as its many other unions. General Motors is committed that it will remain neutral during a UAW organizing campaign directed at production and maintenance employees traditionally represented by the Union elsewhere in GM's U.S. subsidiaries and affiliates facilities. General Motors also recognizes that employees are permitted to express their views and opinions regarding union representation provided their actions are lawful and conducted in accordance with Company policies.
General Motors, on behalf of its U.S. subsidiaries and affiliates, agrees not to take any retaliatory actions against any of its employees, or any facility, based upon a decision of the employees to join a Union. General Motors also agrees that, upon request by the Union, it will send a copy of the attached letter to such production and maintenance employees at any of its U.S. subsidiaries or affiliates facilities the Union seeks to represent. We will provide the UAW with an opportunity to address such employees during a meeting to be conducted on the facilities premises during working time.
Further, General Motors U.S. subsidiaries and affiliates will, if requested by the Union, give the Union limited access to such employees in non‑work areas, during non‑work time provided such access is not disruptive to the operations of the facility. In addition, it will provide the Union with a list of such employees and their job classifications once a petition is filed with the NLRB.
General Motors and the Union agree that employees are best able to make decisions on representation when the decision is based on accurate information as opposed to inaccurate or misleading information. General Motors, on behalf of its U.S. subsidiaries and affiliates, agrees it will not comment in a negative manner about the Union.
In the event the Union is aware of any actions by General Motors U.S. subsidiaries or affiliates, or their agents, that are viewed as anti‑union, or if the Union has a concern that General Motors, or its U.S. subsidiaries or affiliates, or their agents, are acting in a manner that is inconsistent with this letter, the issue may be presented to the Corporation for review.
Very truly yours,
Gary L. Cowger
Group Vice President‑Labor Relations
EXPLANATION:
This letter sets forth and confirms the corporations will remain neutral in UAW organizing campaigns.
The letter say, in part, that each company:
· Is committed that it will remain neutral during a UAW organizing campaign at any of its U.S. subsidiaries and affiliate facilities.
· Agrees not to take any retaliatory actions against any of its employees, or any facility, based on a decision of the employees to join a union.
· If requested by the union, will give the union limited access to employees in non‑work areas, during non‑work time provided such access is not disruptive to the operations of the facility.
· Agrees that employees are best able to make decisions on representation when the decision is based on accurate information as opposed to inaccurate or misleading information and agrees that it will not comment in a negative manner about the union.
Footnote:
The Delphi letter differs slightly as it provides this additional provision:
"Further. Delphi and those U.S. subsidiaries and affiliates at which Delphi is the employer, agree to recognize the UAW as the bargaining
representative of employees in an appropriate unit the Union seeks to represent, upon a showing, pursuant to a card check conducted by a neutral third party, that a majority of such employees have expressed their desire to be represented by the Union. A card count representation procedure will be signed with the Union in each case, based upon written procedures previously utilized by the parties. It is agreed by the parties that any such facilities organized by the Union pursuant to this
understanding will not be covered under the 1999 UAW‑Delphi National Agreement or any successor agreements, except by mutual agreement of the parties."
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During the current negotiations, the Union requested that all General Motors facilities, where the UAW represents employees, be permitted to fly the registered UAW flag. As discussed, flying of flags at General Motors is a matter of corporate policy.
In view of the historic ties between the UAW and General Motors Corporation, the Corporation indicated a willingness to investigate its policy on flags to determine the appropriate modifications required to meet the Unions request. The parties also recognize the need for a common and consistent application of the policy once such modifications have been determined and finalized.
It is agreed that once the policy modifications have been finalized, all General Motors facilities, where the UAW represents employees, will make the necessary arrangements to fly the registered UAW flag consistent with such policy. Appropriate UAW flags will be provided to the facility Manager by the Local Union President or the bargaining unit Chairperson.
Further, it was agreed that the Co‑Directors of the UAW‑GM Leadership Quality Council Support Staff will develop a plan for review and approval, at the UAW‑GM Leadership Quality Council, within twelve (12) months, if possible, to:
· Affix Quality Network logo decals to existing General Motors Corporation owned tractor trailers used to transport product produced by UAW‑General Motors‑represented employees and a commitment to identify new tractor trailers in a like manner,
· Affix the UAW registered logo to the doors of General Motors Corporation owned tractors used to transport product produced by UAW-General Motors‑represented employees, and
· Develop a process and guidelines for local union presidents and plant managers to identify, through signage, the UAW local(s) representing workers at their location.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
The UAW flag will fly over facilities where UAW members are represented. UAW flags will be provided to each facility by the UAW local union.
The parties have also agreed to affix the Quality Network logo decals to corporation‑owned tractor trailers and to identify new tractor trailers as well. The UAW logo will be put on the doors of GM tractors used to transport products produced by UAW-represented employees.
In addition, within 12 months, the UAW‑GM Leadership Quality Council will review a process and guidelines for local union presidents and plant managers to identify through signage the UAW locals at each facility.
UNPUBLISHED LETTER
SPECIAL ACTIVE DUTY ‑ ARMED SERVICE GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During the current negotiations, the parties discussed treatment of employees when they are called to special active duty in the armed services. The parties agreed that future incidents will be evaluated to determine the appropriateness of extending similar provisions to those adopted for the recent Kosovo conflict.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
The treatment of employees called to active duty in the armed forces was discussed and the parties agreed future incidents will be evaluated to determine the appropriateness of extending similar provisions to those adopted for the recent Kosovo conflict.
TRANSFER PROVISIONS ‑ JOINT AND BENEFIT REPRESENTATIVES
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During these negotiations the parties clarified our understanding that all Joint Program and Benefit Representatives are entitled to transfer pursuant to the terms of Paragraphs (63) (a) (1), (63) (a) (2) and (63) (b) provided they are the applicant with the most seniority.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
Document 46 Representatives and Benefits Representatives have the same transfer rights as a committeeperson per Paragraph 22(a).
GENERAL MOTORS CORPORATION
October 8,
1987
Mr. Donald F. Ephlin
Vice President
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. EphlinShoemaker:
During these negotiations the Union expressed concern regarding the use of undercover agents at various plant locations to monitor employee activity.
The Corporation clarified their
position that the use of undercover agents is limited to those instances where
there is evidence of serious misconduct and the perpetrators must be observed
by persons not readily identified as Management Representatives. Further, the
Union was advised that, in the future, complaints regarding conduct of
undercover agents and the quality of such service may be brought to the
attention of the Vice President of Industrial Relations StaffGroup
Vice President of Labor Relations by the Vice President and Director of the
General Motors Department, UAW.
A.S. Warren
Jr.
Very truly ours
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
This letter clarifies the Corporation's position on the use of Undercover Agents where there is serious misconduct under investigation. Complaints regarding conduct of Undercover Agents and the quality of such service may be brought to the attention of the Group Vice President of Labor Relations and the Vice President and Director of the UAW General Motors Department.
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During the current negotiations, the Union expressed concern regarding payroll related matters. In resolution of these payroll matters, the Corporation agreed to implement the following:
At those facilities where the Local Union so requests, employees who are scheduled to work on a payday during (i) the Christmas Holiday period or (ii) a model changeover, or (iii) vacation shutdown will receive their paycheck in the work place during such period, except for employees who receive their regular pay by Electronic Funds Transfer (EFT). In order to provide sufficient time for the processing and handling of these checks, the local Payroll Department must receive a list of such employees from that plant's management no later than the last scheduled workday prior to the Christmas Holiday Period or such model changeover.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
At the Local Union's request, employees scheduled to work will receive their paycheck at work during the Christmas Holiday period, Vacation Shutdown Period and model Changeover except for employees who receive their regular pay by Electronic Funds Transfer.
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During these negotiations, the Union expressed concern about the application of Paragraph (98) wage progression to certain employees returning to nonskilled classifications.
This will confirm our understanding that a seniority employee who did not complete wage progression to the full base rate of the job classification pursuant to the provisions of Paragraph (98) and
1) entered into the apprenticeship program but returned to a non‑skilled classification before completing said apprenticeship shall be given credit for non‑skilled wage progression purposes for the weeks worked while in the apprenticeship program, or
2) accepted and worked a temporary salaried assignment and returned to an hourly non‑skilled classification shall be given credit for non‑skilled wage progression purposes for the weeks worked as a temporary salaried employee.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
Apprentices who return to a non-skilled (production) classification before completing their apprenticeship shall be given credit for non-skilled wage progression for weeks worked in the Apprenticeship Program.
Employees who accept and worked a temporary salaried assignment and returned to a non-skilled (production) classification will also be given credit for non-skilled wage progression for the weeks worked as a temporary salaried employee.
GENERAL MOTORS CORPORATION
(NOT TO BE PUBLISHED)
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During the current negotiations, the parties agreed to modify Paragraph 98 Wage Progression of the GM-UAW National Agreement to include, among other items, credit for a week worked for wage progression purposes for employees who are on vacation during the Plant Vacation Shutdown week.
This will confirm that employees who are scheduled to work during the Plant Vacation Shutdown week will also be provided with one week of credit for wage progression purposes when one week of vacation entitlement is taken subsequent to the Plant Vacation Shutdown Week during the current eligibility year.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
Employees who are forced to work during the Plant Vacation Shutdown Week will be provided with one (1) week of credit for wage progression purposes when one (1) week of vacation entitlement is taken subsequent to the Plant Vacation Shutdown Week during the current eligibility year.
UNPUBLISHED LETTER
WFG POWERTRUCK REPAIR CONSOLIDATION
GENERAL MOTORS CORPORATION
DATE
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
During the current 1999 Negotiations, the Union expressed concern regarding past initiatives by the WorIdWide Facilities Group aimed at consolidating the repair and maintenance of power forklift trucks. In this regard, in 1998 the national parties established, as a pilot program, a Joint Team which engaged several plant sites in Southeastern Michigan to initiate improvements in their powertruck repair operations. The results to date, although incomplete for some locations, have been generally favorable, and have alleviated the current business need for consolidating those sites, which have implemented positive changes. Should specific plant sites fail to exhibit meaningful and continued efforts to improve their performance in powertruck repair operations, the situation will be reviewed with the appropriate national parties.
Very truly yours,
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
A Pilot Program has been successful in improving the performance of powertruck operations. Therefore the consolidation referenced in the letter will not be implemented. The appropriate National Parties will review plant sites that have not exhibited meaningful and continued improvement.
GENERAL MOTORS CORPORATION
Mr. Richard Shoemaker
Vice President and Director
General Motors Department
International Union, UAW
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Shoemaker:
Subject: Worldwide Facilities Group
During the 1999 Negotiations, the parties discussed extensively the necessity to work together to narrow the competitive gap in the area of indirect labor functions. It was acknowledged that the Worldwide Facilities Group (WFG) is assuming greater responsibility to manage these functions at our plant sites and closed facilities.
Further, the National Parties will establish a Joint Task Team at the GM‑International UAW level under the direction of the GM‑UAW Skilled Trades and Apprentice Committee to assess activities for best practices, establish targets and share information in this regard between locations. Suggested areas to assess include, but are not limited to, technical maintenance supporting production, non‑technical maintenance, specialty maintenance, building construction and maintenance activities, machine/tool/equipment build, material, quality and manufacturing support activities. Costs incurred by the Joint Task Team efforts will be reimbursed by Joint Training Funds.
The Joint Task Team will identify in more detail which activities to assess with potential for improvement primarily based off the benchmarking studies discussed in 1999 GM‑UAW Negotiations. Other jointly identified studies may be utilized to assist in this project.
National and local efforts in this regard will not supersede other existing provisions of the National Agreement. The parties also recognize the significance of this activity with potential of having major impacts on the competitive position of GM. Therefore, where a plant continues to attain jointly established targeted improvements, reduce costs and increase efficiencies, the Worldwide Facilities Group (WFG) commits to not having outside contractors perform the activities, manpower permitting. The Union, for its part, commits to assisting in implementing best practices and other results of studies beneficial to our locations. This understanding does not supersede the existing rights of the local parties to implement modifications to related business activities upon mutual agreement.
Furthermore, the Union expressed concern that the Corporation might choose to sell or spin‑off the Worldwide Facilities Group (WFG) after it has assumed the responsibilities outlined above, which would impact a number of UAW-represented employees and their jobs. In this regard, the Corporation assured the Union there is no intent to sell or spin-off the Worldwide Facilities Group (WFG) or activities for which they are responsible.
Finally, the Union was assured that the Worldwide Facilities Group (WFG) and its supervision will be reminded of their responsibility to be guided by all of the applicable provisions of the current GM-UAW National Agreement, including but not limited to, the provisions addressing sourcing and subcontracting. The parties may determine a need to utilize the Quality Network, particularly the QNPM activities.
Any problems regarding the above should immediately be brought to the attention of the respective Group Labor Relations Staff and/or the Corporate Labor Relations Staff and/or the International Union, UAW.
Very truly yours
Gary L. Cowger
Group Vice President ‑ Labor Relations
EXPLANATION:
Upon the review of various benchmarking studies during the course of 1999 GM-UAW Negotiations, the parties acknowledged the need to work together to address the competitive gap that currently exists.
The National Parties will establish a joint task team under the direction of the UAW-GM Skilled Trades and Apprentice Committee, which will assess and target best practices for each location. The joint task team will identify which activities will be assessed, with jointly established targets. The joint task team will also assist plants in implementing best practices.
Where a plant meets jointly established target improvements WorIdWide Facilities will not subcontract, manpower permitting.
The local parties should review indirect labor functions at their plant, and initiate improvement plans, calling upon the Joint Task Team for assistance as necessary, including measurable goals.
The Corporation has assured the Union that it has no intention to sell or spin off the WorIdWide Facilities Group or the activities for which it is responsible. WorIdWide Facilities will abide by the provisions of the UAW-GM National Agreement.
EXCERPT FROM THE MINUTES OF THE GRIEVANCE PROCEDURE SUBCOMMITTEE
(NOT TO BE PUBLISHED)
During these negotiations the International Union expressed their concern regarding the functions of outside vendors. It was noted in some locations vendors were on site performing work associated with traditional UAW assignments. Although, in some instances the local parties had discussion in advance of implementation, the national parties had not reviewed such concepts.
Accordingly, the Corporation agrees that, absent agreement by the National Parties, outside vendors other than those historically assigned; such as paint analysts, will not be allowed to locate operations on a plant site that conflicts with UAW assigned operations that could cause a loss of jobs.
The International Union will have the opportunity to review any such plans regarding vendors locating on site prior to implementation. This understanding applies to future situations and is not intended to inhibit the Local Parties ability to address work typically discussed under the subcontracting provisions.
EXPLANATION:
This document provides the Corporations will not allow vendors to locate operations on a plant site to perform historical bargaining unit work without the National Parties' review.