SUB COUNCIL REPORT
President Marc McQuillen and I attended SUB Council Meetings on the 10th and 11th of May ,2010. In an effort to keep you informed this is a brief summary of those meetings.
The number one subject most of you are probably asking about is a SAP. Unfortunately we can only report that there is currently no mention or discussions at the National level about an attrition program.
UAW Legal Services Rep. Brother Dave Shoemaker gave a brief presentation about how the ongoing economic conditions have affected our Membership across the country. The number one message that they want us to share with you is that Legal Services is available to help us if we find ourselves in need due to Debt Collectors, foreclosures, Bankruptcy, etc. The first call that you need to make is UAW Legal Services.
Brother Dwayne Waldrop gave a presentation on the Unions ongoing efforts to protect UAW work across the country as it relates to SPO. Outsourcings of work and different issues are constantly being monitored to ensure that UAW work remains UAW work. In these efforts the Union has been able to realize a net gain of 31 jobs by holding SPO accountable.
All Chairpersons of SPO Locals across the country reported out on specific issues at their locations. We all agreed that the problems being faced by the different SPO’s are pretty much the same. Focus Group and Stamp Process, Pressures on productivity, continued harassment and intimidation by Management to achieve productivity numbers, Cross dock issues, outsourcing of work, are all common areas of concern at every Local. The Sub Council committed to work together in all of these areas so that we can have a common approach to argue these issues and provide support to our International Servicing Rep. Jim Holton.
Brother Holton was unable to attend the Sub Council Meetings due to the death of his Mother in Law and our heartfelt condolences are with him and his family during this difficult time. In Jim’s absence Brother Chuck Davenport sat in for Jim.
Marc and I were also fortunate to attend the Retirement Banquet for Brother Cal Rapson, UAW Vice President GM Dept. It was an evening to honor Brother Rapson and to give recognition for all he has done not just for the UAW but also for social justice to all working men and women.
For more information please attend the May Membership Meeting to be held this coming Sunday, May 16, 2010
Rudy Krakeel, Chairman Marc McQuillen, President
AN OPEN LETTER TO THE MEMBERSHIP
UAW LOCAL 2404
Recently several Members have approached your Shop Committee to voice their concerns over what has been perceived to be an unsafe work environment. This concern has been ongoing for some time now and the Committee feels that it is important for us to respond to this concern. This open letter in our hopes will raise the awareness for all Members that any action that may make individuals feel threatened, harassed or intimidated are extremely serious. There is already enough stress and pressure from Management to reach Metrics; let us not add to that stress by our unwillingness to show common courtesy and respect to each other.
We as Members of the UAW have a responsibility, a duty under the Constitution of the International Union to conscientiously seek to understand and exemplify by practice our intent and purpose of our obligation as Union Members. First among these obligations is our duty to our fellow Brothers and Sisters. We must, in fact we are obligated to treat each other with Dignity and Respect.
The Policy of General Motors is simple, “GM will not tolerate any threat, direct or implied, or conduct by any person which results in harm to people or property, or which harasses, disrupts, or interferes with another’s work performance, or which creates an intimidating, offensive or hostile work environment”. The Management staff here at Charlotte SPO will act decisively and without hesitation in their efforts to enforce this Policy. We do not want to jeopardize our jobs just because we don’t like someone or don’t understand them.
We, the Members of UAW Local 2404 are a very diverse group from many different cultures and backgrounds. It is this difference that should make us a strong Union. We must always look for ways to understand our differences. We will not always agree with each other, in fact we will not always like each other, but we must always show respect to each other. Rude actions or derogatory comments towards each other only serve to weaken us as a Union. There has never been a time when it is more important for us to come together to further the causes of our Union. We may agree to disagree on many different issues but let us all agree that we have to work together and that we must do this with mutual respect towards each other.
In closing, Your Shop Committee remains focused and committed to representing all of the Membership here at Local 2404, SOLIDARITY begins with each of us, our common goals and interests, and loyalty to each other can only be achieved when we treat people with the respect and dignity that we all deserve.
In Solidarity,
UAW Local 2404 Shop Committee
Chairman’s Letter
UAW Local 2404
Brothers and Sisters,
There are many concerns out on the shop floor in regards to Paragraph 96 moves to Martinsburg as well as what will occur in the future concerning possible layoffs. I am able at this time to give you some positive news on the Paragraph 96 moves. I have been informed by the International Union that a tentative agreement has been reached and will be posted shortly. We are exploring every avenue to prevent layoffs here in Charlotte. I am in touch with Brother Jim Holton our International Servicing Rep. with our concerns. I also would like to touch on several other issues that many of you have voiced your concerns about.
Stamp Process and Focus Group. Your Shop Committee is in complete disagreement with Management over their use of this process. We feel that it is both demeaning to the Members and not in the best interest of improving quality. The Union has informed Management that this process does not comply with the guidelines of Document 40 of the National Agreement and that a jointly developed plan that provides appropriate training and tools is far more conducive to improving quality. I encourage all members to speak to their Committeeperson if they are placed in the focus group by Management. Using discipline to improve quality is counterproductive and detrimental to our Members. We encourage you to take the time to pick the right part and the right quantity. We should be concerned about customer service.
Management’s expectations and Goals for LPH. The National Agreement under Paragraph 79 is clear on any job that doesn’t have a negotiated work standard. We as employees should follow the prescribed SOP for our respective jobs using the tools and methods that Management provides and working at a normal operators pace. SAFETY and QUALITY should be our overriding priority. Members cannot be disciplined for not reaching Management’s LPH goal. We as members should give a fair days work for a fair days pay.
The Shop Committee encourages all Members to seek the advice of their Committeeman when they have questions or concerns over any quality issue, productivity issue, or any other concern as it relates to the workplace. In closing I would like you to think about the meaning of SOLIDARITY: A Common interest and active loyalty within a group. We as Brothers and Sisters of Local 2404 need to be committed to EACH OTHER and OUR common goals and interests.
In Solidarity
Rudy Krakeel
Chairman UAW Local 2404
Sub Council Report
January 26-28, 2010
Marc McQuillen and I attended the Sub Council Meetings in Chicago this week and would like to give you a brief summary of those meetings. I think that the most important question on everyone’s mind is if we have any information on the impending 96 moves from Jacksonville or to Martinsburg. Unfortunately there is nothing new to report about this. When information becomes available we will get it out to you. There is also no information on any possible Attrition program.
Vice President Cal Rapson introduced his new counterpart from the Corporation, Denise Johnson and gave her an opportunity to address the Sub Council. Ms. Johnson spoke of the Corporations goals and the need to work with the UAW for the benefit of all of us. After her comments VP Rapson asked them to leave so that the Union could get on with the Councils business. Vice President Rapson spoke of the Unions outrage about the restoration of Management’s merit raises and other benefits while not restoring some of the concessions made by the Unions Members. Brother Rapson also criticized congress for failing to find resolutions to the problems that plagued our Country. Brother Rapson said that if we as a Union can make sacrifices and find common ground with our Companies than Congress should be able to find resolutions as well.
UAW Vice President for Ford Bob King spoke of the need for all Union members to mobilize and fight for the causes of working people. VP King stated that in order to regain the power that we once had we had to keep the pressures on our Congress. Vice President King challenged all members to become involved in all areas of politics and our Union.
David Schumaker from the International spoke about the VEBA funds as well as the Pension funds and their current status. Anyone having questions about the funding or other benefit issues should see Bevis Southern.
After the General Session each SUB Council broke out to their own meetings. All of the SPO UAW Locals reported on their specific locations and what issues they were having in the Plants. As you might expect all plants are dealing with the same problems as we are here in Charlotte. The Focus Group and Stamp process was a big issue for all of us. Anyone having questions should see myself or Marc for any additional information.
Rudy Krakeel, Chairman Marc McQuillen, President
Chairman’s Report
December, 2009
I would like to take this opportunity to inform you of current news and happenings of our Local in regards to contractual issues as well as the work that we will be receiving from the Jacksonville SPO. The Union and Management have found a resolution to the Local Contract. The Agreement was tentatively agreed to on the 14th of December and thanks to the support of the Membership it was ratified with 87% of the vote on the 17th of December. I want to thank all of the Bargaining Committee for their continued efforts and work to complete what had been a long and sometimes frustrating process. I especially want to extend my sincere appreciation to the Membership for their patience and support during the Local negotiations.
We currently do not have any additional information relating to when additional employees from Jacksonville will be coming. We are tentatively scheduled to start shipping approximately 3000 additional lines on February 15, 2010. More lines from Jacksonville will be phased in again towards middle to late February with the final lines coming in early March. Again, we do not yet have all of the final line totals or the numbers of people that we will be receiving from Jacksonville. As this information becomes available we will let the membership know. The Committee has requested that all information regarding this work be given to us as soon as it becomes available.
I have had numerous discussions with both Jim Holton from the International Union as well as with Ray Kenney and Gerri Jacks-Hopson about the work that we will be receiving from Jacksonville. I have no doubt that after the first of the year that this will start to come together fairly quickly. I hope that as we receive this work that we will welcome the additional Jacksonville employees and that we will all work together to provide the best service possible to the additional dealers that we are going to be servicing. The addition of this work is a great opportunity for our Local and for our Plant to grow.
In closing I would like to wish everyone a very Merry Christmas, and my best wishes for the New Year. I, like many of you will be traveling to visit friends and family during the Holiday Season, please travel safely and enjoy this special time with your family and friends.
In Solidarity,
Chairman UAW Local 2404
Chairman’s Report
UAW Local 2404
I would like to take this opportunity to keep you informed of all the things that are going on here at UAW Local 2404. Local contract negotiations are still proceeding, albeit at a snail’s pace. Management offered another proposal to the Bargaining Committee on the 11th of November. The offer by Management failed to address several key issues that the Bargaining Committee feels must be answered. The Committee will continue to press forward for a fair and equitable contract for the Membership. The Committee will meet again with Management sometime the week of November 23rd, 2009.
You are all probably aware of the Paragraph 96 moves that were negotiated at the National level. We will be receiving 3 additional members from the Jacksonville SPO sometime in early December. As a result of the “96” moves, Management will be hiring 3 transitional temps until the members from Jacksonville arrive. The Shop Committee will continue to keep you informed of any information regarding these moves. The Union has also requested that Management provides us with all information relative to the closing of the Jacksonville SPO. We need to know how many lines we will be receiving as well as how many lines may be lost from Charlotte to other SPO’s. Again, speak to your committeeperson or myself for information regarding this issue.
Management has also informed the Union of its intentions to hire temporary employees for the upcoming Holidays. The Union does not feel that the hiring of temps for these days is necessary and we will continue to have discussions with Management about this issue.
Some of you may elect to defer your Holiday pay for the upcoming Holidays, if you elect to do so please contact your committeeperson so that you will have all of the pertinent information regarding this action. Under the New National Agreement the deferment of Holiday time affects us significantly different than how it did in the past. Also, please be aware of how the use of your ATO time will affect your 40 straight time compensated hours. Please call your committeeperson for important information regarding this issue.
Many of you have commented to me as well as your committeeperson about the ongoing pressures Management is placing on us in regard to productivity. I want to take this time to relay to you that we have a responsibility to provide a fair days work for a fair days pay. This does not mean that we are bound by any certain productivity number. Do your job effectively and be certain to pick the right part and correct quantity. Quality should be the primary concern for all of us as we do our jobs. The Union does not feel that the current Focus Group process Management utilizes is the best way to address quality issues and we will remain committed to urging Management to use the Quality Network Process to minimize errors here at the Charlotte SPO.
In closing I would like to wish all of you the very best Thanksgiving Holidays. With all of the things that have occurred over the last year we are still more fortunate than so many other people including Brothers and Sisters in our own Union. Take the time to enjoy your Holiday and when possible share your good fortunes with those less fortunate. Finally, let me assure you that the Leadership of Local 2404 will continue to be very clear in its message to Management on all of the issues. The Shop Committee along with all of the Leadership will continue to be diligent in our efforts and committed to serving the Membership.
In Solidarity,
Rudy Krakeel
Chairman, UAW Local 240
4
2009 JOINT LEADERSHIP CONFERENCE REPORT
OCTOBER 22, 2009
The President and I attended the Key Four Conference this week and want to share with you the message and information that we received during the Conference. Numerous speakers addressed the Leadership and the overriding message is that we all need to be Ambassadors for General Motors and the products that are being built by all of our Brothers and Sisters.
President Ron Gettelfinger stated in no uncertain terms that we as Members of the UAW as well as all the salaried employees of General Motors owe a huge debt of gratitude to President Obama for standing behind and supporting the bailout of the US automotive industry. Without President Obama’s unwavering support the outcome of the bankruptcy would have been vastly different and the livelihood of the Members of the UAW would have been devastated. President Gettelfinger thanked all of the UAW Leadership for their support during these uncertain times and realizes how tough it has been on the shop floors. Additionally President Gettelfinger stated that we were still in trouble and challenged everyone to work together with respect and honesty.
Cal Rapson, UAW Vice President and Director of the General Motors Department spoke about the many sacrifices that have been made by the UAW members and challenged Management to commit to the workforce and look for every opportunity to further the UAW workforce. Brother Rapson also said that Management must take the lead to rebuild labor relations and that every Local should move forward in that area.
Fritz Henderson, President of General Motors spoke of the many changes and sacrifices that have occurred since the bankruptcy. Mr. Henderson also stated that with determination, hard work and continued efforts that we could not only maintain market share but that with all of the new and exciting car lineups we could grow market share.
Ed Whitacre, Chairman of General Motors spoke of his reluctance to accept the offer of becoming Chairman but has since become very excited about the direction of the company and his belief in the workforce. Mr. Whitacre spoke of the need for us to all work together and become the best car company in the country.
Numerous other speakers addressed the Conference and each gave their insights as to the direction of the Company. The products, the quality, fuel efficiency, design and appeal to consumers was highlighted by the different speakers.
In closing the most important task that we all face is to change the public perception of General Motors cars and products. We are competitive in every one of our 4 remaining brands and are willing to compare any of our products to any other manufacturer. We all must be committed to educating the public of how good our cars and our workforce are.
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Marc McQuillen, President |
Rudy Krakeel, Chairman |
Chairman’s Sub Council Report
Feb 25-26, 2008
The Sub-council meeting was held in Chicago, Illinois. Most of the plants from the SPO Sub-council are experiencing the same problems. Some common issues are: attendance, discipline, job banks, increased grievance load, and local negotiations.
Several plants have problems with Document 8 of the National Agreement and how management is administering the attendance procedure. These plants already have members in the attendance procedure are conducting Attendance Review Meetings. In these plants, management has taken the position of using members VR time no matter what the reason. In one case, a member was in the hospital for the day and management used their VR time instead of sick leave. I caution everyone to use his or her VR time wisely. Members should try to get in the vacation book first. If the book is full, then you can decide if you want to use one of your VR days.
Most plants have seen an increase in discipline as well as their grievance load. The discipline imposed is for the shop rules as well as for quality. Currently, our plant has 28 discipline cases. Our plant has never had this many open discipline cases at one time. Our grievance load is at an all time high. We currently have one hundred forty five grievances. We do have a third step meeting scheduled in March. Hopefully, that number will be less after the meeting.
The SPO division has twenty-four plants. Twelve of those plants have job banks. The numbers of members range from three to one hundred in these banks. In most locations, management is using the job bank to improve the plant metrics. A couple of plants have had members retire and management refuses to replace them with people from the bank. In SPO, management is using the banks to try and reduce their hiring obligation.
All plants reported no movement in Local negotiations. The majority of plants are not even meeting. Some plants have not met since November. During the 2003 round of negotiations, most plants had completed their local negotiations by February. Not one plant in the division has settled their Local agreement.
The changes in the new attrition package were rolled out. The changes will only affect option one of the package. The $45,000.00 can now be put in your PSP, an IRA, or paid out in an annuity. It can also be taken as a lump sum. Those members trying to get in their hours to make 30 years will now have an opportunity to do so. Once they obtain enough credited service, they will retire the 1st of the following month. Members who have 30 or more years will be able to work until July 1, 2008. The package will be rolled out to our plant on March 13, 2008.
During the GM Council meeting, Vice President Cal Rapson discussed the new buyout package. Vice President Rapson called it a buyout package instead of an attrition package because he said all employees taking the package would be replaced one for one. He said the only reason they would not be replaced would be volume related or a job bank situation. In any event, the number of members would be tracked and replaced. Open positions will be filled pursuant to Appendix A of the National Agreement. This means that members within the SPO division can transfer between SPO plants. Any open position will be filled by a seniority employee desiring to transfer before an entry level employee is hired. He also covered the core/non core agreement. This agreement does not effect the SPO division. The division is considered non core. The members in our plant will continue to exercise their seniority to take jobs by the Local Transfer agreement. Our process of filling jobs has not changed. There is one issue that has to be decided for our division. The parties have to sit down and decide the hiring rates for entry level employees. Meetings will be scheduled soon to determine the jobs and pay rates for the entry level employees. I have been asked to participate in those meetings. Once the rates have been determined, they will be rolled out to the division.
In closing, I want to ask for each member’s support during the negotiation process. The shop committee will need your continued support when we start back meeting on our Local Contract. We are committed to negotiating the contract you deserve. With your help, we will be successful. Remember, United We Stand, Divided We Fall!!!!
In Solidarity,
Chuck Davenport
Chairman
UAW Local 2404
Chairman’s Report
GM Council Meeting
Detroit, MI
May 2, 2007
President Ron Gettelfinger opened the meeting and addressed the delegates. He spoke about the condition of the auto industry and the upcoming National Negotiations. President Gettelfinger stated that these were some challenging times. He said the members know these negotiations will be tough, but the UAW is committed to protecting and serving the membership. He concluded his speech by saying that we have to have Solidarity in the Ranks in order to accomplish what we need too.
The UAW-GM National Negotiating Committee presented the 2007 proposed contract resolutions to the delegates. The proposed resolutions address job and income security, health care, outsourcing, subcontracting, health and safety, education, training, new technology, quality, skilled trades, and others. The delegates voted to approve the resolutions. These resolutions will be the basis of our negotiations with General Motors and Delphi.
Vice President Cal Rapson spoke to the delegates. He said these negotiations would take place during one of the most difficult economic and political periods our industry and nation has faced. The UAW is committed to addressing the needs of our members as well as the needs of our retirees. Vice President Rapson cautioned the delegates to be realistic based on the condition of the auto industry. He then spoke about Delphi. He said Delphi and its investors are unrealistic with their proposals. They want to pay our members $19 to $20 including benefits. Then, they turn around and give themselves bonuses. Delphi only wants to keep the four most profitable plants open. It’s a disgrace to our members, their families, and their communities. He didn’t give a timeline for a settlement, but said the UAW is committed to negotiating an equitable settlement for its members.
In Solidarity,
Chuck Davenport
Chairman
Chairman’s Report
The National and Local contract negotiations are
right around the corner. The Union
will be accepting demands for the 2007 Local contract the month of April. There will be a locked box in the break
area for members to submit their demands.
Demand pages will be located next to the box. Members should write only
one demand per page. Remember to
sign the form. If the demand needs to be clarified, the
shop committee will know who to speak to for clarification. I encourage all members to submit local
demands. This is your opportunity
to add too or modify your local contract. During the month of May, a demand
meeting will be scheduled to review all demands with the membership. This is a
very important meeting, so I hope all members plan to
attend.
Historically, management tends to push employees
during contract years. I don’t
believe this year will be any different from the past. Management will be pushing their metrics
and enforcing the shop rules.
Members have already complained about management stressing turns per
hour. The membership should
remember that there are no production standards in SPO. You are required to do a fair days work
for a fair days pay. If you do your
job, there shouldn’t be any problems.
If there is a problem, call your committeeman.
Management has a new policy for how non-work related
medication is dispensed in the absence of the nurse. The supervisor’s will have a first aid
kit in their area. If the nurse is
not in the plant, your supervisor will be able to provide you the same
medication that was stocked in security.
This new policy does not restrict our members from seeing the nurse
during her working hours. If you
have any problems receiving medication, bring it to your committeeperson’s
attention.
As we enter the last six months of the contract,
it’s imperative that this membership sticks together. Your solidarity will enhance the
leverage of the shop committee during negotiations. We all know that the 2007 negotiations
are going to be tough. With your
help and support, the committee will be able to negotiate a better local
agreement. Remember,
UNITED WE STAND, DIVIDED WE FALL!!!
In
Solidarity,
Chuck Davenport
Chairman
Sub Council Meeting
Detroit, MI
September 27-29, 2006
President Ron Gettelfinger addressed the General Motors Sub Council meeting on Wednesday. He spoke about the large trade deficit in the auto industry and the fact that more foreign autos are being produced in the United States each year. President Gettelfinger gave some figures about the Big Three. He said that 87% of all autoworkers in the United States works for the Big Three. They produce 75% of the vehicles manufactured in the United States. Due to the economy, the Big Three has been cutting back on production and it’s having a major impact on suppliers that the UAW represents.
President Gettelfinger spoke about the mid term elections this year. He said our members have to get out and vote. President Gettelfinger said it was imperative that we elect representatives who support issues of the working people. We need to get involved in the political arena, work phone banks, and help explain the issues that we support as a labor organization.
President Gettelfinger talked about Delphi. He suggested we were along way from home, but we are not giving up. The Union is prepared to make their case that Delphi is fudging their figures in order to lower their income so it will help them before the bankruptcy hearing. President Gettelfinger said 2007 was going to be a tough year. The UAW is going to be firm on the issues at hand. We are going to move forward and help grow the business for our members.
Vice President Cal Rapson spoke about General Motors. He said GM was close to bankruptcy because of their legacy cost. The UAW stepped in to help save the company $18 billion with the health care agreement. It wasn’t something we wanted to do, but we did it. The Union cannot make General Motors keep plants open building products they cannot sell. If possible, we need to help save money as long as it doesn’t violate our agreements. Years ago, if you were not efficient, that was job security. Today, if you want job security, you have to be efficient.
Vice President Rapson said the situation with Delphi is discouraging. The Union is working to preserve as many jobs as possible. Mr. Rapson doesn’t think many people will stay at Delphi, but he wants to protect those who do. Delphi wants to keep four units and have the rest go away. They want to start people at $10.00 an hour. The Union negotiated $14.00 an hour to start. Vice President Rapson said that based on the special attrition package, Delphi should be out of bankruptcy. Labor cost is only 20 percent of their total cost. He said some plants have more temporary workers than permanent workers because of the attrition package. Talks with Delphi and GM continue.
Vice President Rapson said 2007 negotiations would be tough. He cautioned the delegates by saying; there will not be many more agreements left where the active worker is not paying something for healthcare. Mr. Rapson said indirect labor would be a big issue at the table. Across the corporation, there have been issues with filling sanitation and skilled trades jobs. He told the delegates to remain tough on filling these jobs.
Mr. Rapson addressed the joint programs. He has been asked about pulling out of the programs. Vice President Rapson suggested that we stay involved in the joint programs. The training will go on, so we need to have involvement. Next, he spoke about temporary employees. Some plants have hundreds of temporary employees with no line for their departure. Vice President Rapson said that each plant would be evaluated every thirty days. Also, people who wanted to transfer to a plant with temporaries would not be delayed because of these employees. Mr. Rapson touched on the up-coming elections. He said our members have to vote. We cannot let the hot moral issues determine these elections. If you remember the last elections, guns and abortion were big topics. The republicans controlled the elections but nothing changed about the issues. People still have guns and abortion is still legal.
International Representative Steve Czerneski gave a divisional report for SPO. Sourcing notices for unitizing and ship direct parts has been an issue. The processing plants have been working hard to keep this work in house. Steve strongly suggested that plants continue working on planned maintenance. It’s up to management to provide the time and resources to achieve the desired phase. He discussed the manpower issues with WFG. It continues to be a problem throughout the corporation. We need to continue pushing to fill these jobs. Steve spoke about the Inventory Control agreement. We cannot let management encroach on our work and we cannot let our members continue giving work away. On production standards, Steve said it was a fair days work for a fair days pay. He cautioned the delegates to warn our members about the shop rules and loitering. He said we have to be competitive in order to survive. We need to help cut cost were we can. We have to service our customers by sending the right part at the right time.
Each Chairman gave a plant report. Many plants had the same issues. The major issues were: outsourcing, layered audits, WFG, pushing low performers, indirect labor, filling jobs, and discipline for quality.
If you have any questions, don’t hesitate to ask me.
Fraternally,
Chuck Davenport
Chairman
Update June-9-06
As a plant, we have had a strong response to the attritional package. Currently, we have thirty-seven (37) members signed up for the package. The line for the package is June 23, 2006. It’s a good possibility that we could have as many as forty-five (45) members sign up before the line. Across the country, GM has 20,700 employees taking the package. Delphi has another 7,500 signed up for their package. General Motors had wanted to shed 30,000 employees by 2008. They could come real close with this attritional package. Some of our members have asked if the deadline would be extended or if another package would be offered next year. At this time, we have no information that says the line will be changed or if there would be another package.
We agreed to have ten (10) vacation temporaries from June 5, 2006 thru September 8, 2006. This year, it’s been a real problem getting the temps in the building. Currently, we have two (2) working on the floor. By June 9th, we should have nine (9) in the building. Hopefully, by the week of June 12th, we will have all ten (10) temps on the floor. Once the ten temps start working on the floor we will gain additional vacation slots. First shift will gain two additional slots and second shift will gain 8 slots. After July 1st, we could have some additional temps in the building. We currently have 13 members leaving in July.
The division does not plan on replacing all the employees that leave. The division plans to down size just like the rest of General Motors. They want Charlotte to run with 100-110 employees. This is one reason why management is already trying to cut support jobs. The Shop committee has been arguing about keeping these jobs, but management is convinced they can do without them. We will continue to fight to save as many jobs as we can. Several members have complained that management does what ever they want too. Contrary to what some of our members say, that is completely false. It’s evident that these members do not understand management’s right under the National Agreement. This shop committee has never agreed to any job being cut out. We have always tried to add jobs. When the plant opened, there were 38 employees on first shift. The plant had two janitors, p wo contract janitors and contract employees doing all the inventory control work. Today, there are 52 employees on first shift. Janitors have been added and we do all the inventory control work on the floor. We also helped establish the inventory control work for the rest of the division. While we have been fighting for jobs, some of our own members have been trying to give work away. Some of the very same people complaining, have set back while management did part of their job and never said a word. They never even placed a committee call. They even suggested to management how they could do their job quicker or with less manpower by their actions. We have become our own worst enemy. So before you blame the shop committee for losing jobs, step back and look what is going on around you.
As more employees
leave, management will continue to push to achieve their metrics. There are no production standards in the
template plants. You are required
to do a fair days work for a fair days pay. We have already resolved one argument
over an employee’s production.
Management has already started addressing absenteeism and tardiness. They will continue to enforce the shop
rules more stringently. Don’t make
yourself an easy target. Just do
what you know you should, and you shouldn’t have any problems. If there is a problem, call your
committeeperson. If you see
management doing something against the contract, call you committeeperson. What we are experiencing now is just the
tip of the iceberg. It is going to
be a long road until 2007 negotiations. We need to stick together in order
for us to survive. Remember,
UNITED WE STAND, DIVIDED WE FALL!!!
In Solidarity,
Chuck Davenport
Chairman
Updated May 4, 2006
CHAIRMAN’S REPORT
SUB COUNCIL-DETROIT
Vice President Richard Shoemaker addressed each sub council. This was his last sub council meeting as Vice President. He spoke about the economy, oil prices, automobile industry, and political races for this year.
He said that the economy is about the same as last year. It has shown some growth, but the high cost of petroleum could slow the growth of the economy and impact the auto industry further. The automobile industry forecast is 17 million units this year. If petroleum costs continue to rise, the industry will produce and sell fewer units.
The U. S. automakers are selling fewer units each year because of the fierce competition from the foreign automakers. Foreign automakers are continuing to build non-union plants in the United States. The Big three’s market share was down to 56.3% in 2005. General Motors’ market share was 23.8% in the first quarter of 2006. GM’s decline in market share and increases in productivity have left them running at 87% capacity.
The International Union has been preparing for the court hearing on Delphi’s bankruptcy. The hearings are scheduled for May 9th and 10th. The judge should have a ruling in 30 days on the issue of dissolving their contract with the UAW. Brother Shoemaker said there has been no progress in resolving the fundamental issues with Delphi. Hopefully, the parties can have their issues resolved before the national convention in June.
The attritional package line has been extended until June 23rd. Many plants across the country are having problems with Fidelity even though they have added additional manpower. To date, Delphi has 3,600 people signed up for the package. General Motors has 11,000-12,000 people signed up. Brother Shoemaker stated that once the attritional package is finalized, the International Union must work on the issue of saving more plants.
Brother Shoemaker urged the sub councils to get their memberships involved in the political races this year. He said it is imperative that we help elect friends and defeat enemies. There is more anxiety today about the direction of the country then ever before. He challenged the members to build on that anxiety to serve the needs of America. The best way to do that is at the ballot box.
International Representative Steve Czerneski discussed the divisional issues. Layered audits are starting in all plants. Layered audits are a process to track SOJT’s. Every level of management will be involved. Plant managers are required to do forty a month. The new director, Aubrey Woodfolk believes that following the SOP’s will result in higher productivity. He has told all the managers that he wants the plants to be running 21 lines per hour by July 18th. The International Union has informed him that there are no production standards in Service Parts. The members are required to do a fair days work for a fair days pay. Brother Czerneski urged the sub council to caution our members about loitering and the shop rules.
A few plants will have paragraph 96 moves occurring. Martinsburg has sent work to Flint, Pontiac, and Memphis. Lansing sent work to Memphis. Denver and Portland sent work to Reno. Portland, St. Louis, and Ypsilanti are all scheduled to close. St. Louis has opened a new bulk center that will ship 513 part numbers employing approximately 12 to 15 people. Several plants: Reno, Rancho, Philadelphia, Boston, Lansing, Martinsburg, Fort Worth, Portland, Pontiac, and Ypsilanti have established job banks at there locations.
Later this year, the International Union will issue Appendix L notices to the Division for the sorting work on the dock. In Rancho Cucamonga, the employees are pushing bulk flats onto the trailers and sending them straight to the RIF without sorting the material. We will inform the membership on the status of the Appendix L.
This year, we will continue to see changes. The division has lost 26 percent in sales from last year. We have to continue to serve the customer by sending the right parts at the right time. We must maintain the volume we currently have in our plants.
Fraternally,
Chuck Davenport
Chairman
Updated March 28, 2006
Attrition Program Meeting
Vice President Shoemaker opened the meeting by going over the special attrition program. I have placed a copy of the special attrition program on the Union bulletin board. A copy can also be obtained from the www.uaw.org. After going through the package, the floor was opened for questions. There were a lot of questions asked and a lot of answers given. Hopefully, I will be able to answer all the questions, but if not, I will call the International and get an answer.
I encourage this membership to ask questions so you can be informed about the program. I also want to caution the membership because we have some members who have all the answers. They know information even before the leadership. The inter-net has made these members scholars. There is only one problem. Even if it’s your best friend, they might not know your specific situation or what program is best for you. Some employees will be eligible for more than one program and they need to look at all the numbers to decide which one is best for them. Make sure you ask questions that are specific to your personal situation. I want this membership to be fully informed so you can make the best possible decision for yourself.
The most asked question from our members was the time frame. There will be a rollout period for the program. The date for the rollout depends on the National Parties specific to each location. Once the rollout occurs, the members will have 45 days to make a decision. During the 45 days, employees will be able to sign up for the program. Once they sign up, they will have seven days to change their decision. Once the seven-day period has ended, the member’s decision is irrevocable.
The National Parties will determine the timing of retirements and release dates based on the availability of back fills. Locally, we are in the process of establishing a temporary pool in order to bridge the gap until flow backs report to the plant. This will allow our members to leave in a timelier manner.
Another question from the membership was the eligibility date. For members choosing a normal or early voluntary retirement, the eligibility date is January 1, 2007. For mutually satisfactory retirements and buy-outs, the eligibility date is January 1, 2007. For members choosing the pre retirement program, the eligibility date is July 1, 2006. You must obtain 27, 28, or 29 years by this date.
Who is eligible for the $35,000?
The following members qualify: Members who are 65 years old and take a normal retirement, members who are 60 years old and have 10 years of service, members who retire with 85 points, and members with 30 or more years. The process to receive the $35,000 will take three to four weeks after an employee’s effective date of retirement. The International Union cautioned that the process could be a little rocky at first depending on the number of employees selecting this option. There will be no special union dues taken out on this money. An employee will not be able to defer this money to their PSP because it would be paid after their effective retirement.
What happens if I grow into retirement?
Employees growing into retirement will be paid weekly on an hourly basis (2,080 hours per year) and will remain at that rate until 30 years of credited service is accrued. At that time, they will retire. The retirement monthly money will be based on what contract they retire under. Example: If an employee goes out with 29 years, they would retire under the 2003 National Agreement and draw $3,020 per month. If an employee goes out with 27 or 28 years, they would retire under the 2007 agreement and would draw their monthly pension based on that agreement. Employees utilizing this program will be treated as active employees until they accrue 30 years of service. During that time, they would be eligible to participate in contractual programs as if they were working. Example: Tuition Assistance Program, PSP, etc. There will be no restrictions on earning if employees choose this program.
The questions above are some of the most frequently asked questions from our members. People have many questions pertaining to their own individual situation that they need to ask. Don’t assume anything. If I don’t know the answer, I will make calls to get the correct answer for you. This is a big decision. Members need to look at all the figures that apply to them. I want to make sure you have all the information you need to make the correct decision for yourself.
Fraternally,
Chuck Davenport
Chairman
Updated 3-13-06
There are several newspapers and at
least one radio station reporting today that the three parties, Delphi, GM and
UAW, are close to consummating an agreement to the issues in the Delphi
bankruptcy. Nothing could be
further from the truth and the media is doing a tremendous disservice to our
membership and the negotiations process by suggesting the parties are
close. The parties are not close to
working out such an agreement.
There are many, many, significant issues to be resolved. Overall the situation has changed very
little since our last meeting.
As you know, it is correct the parties
have been discussing a retirement incentive program but while those discussions
have been constructive there are significant issues still to be resolved. There is no agreement on the retirement
incentive program and only time will tell if we will be successful in this
regard.
Contrary to the media reports, the
meeting next week is another routine meeting to bring you up to date on these
complicated and difficult discussions.
The suggestion that we have an outline of an agreement to review with you
is unfortunately, just not true.
In view of the media reports and the false hopes they tend to create, we thought we should correct the record.
Updated 3-6-06
The consumer price index average for November, December, and January was lower than the previous quarter. The change in the index average is sufficient to decrease the Cost of Living Allowance for the next quarter. Starting March 6, 2006, the Cost of Living Allowance for hours worked will be $1.49.
The new line for an agreement with Delphi is March 31, 2006. Any news from the International Union about Delphi will be posted on the Union bulletin board. We do know that the parties have continued to meet and will hopefully come to an agreement before the line.
Management has notified the Union that starting in March, there will be some supervisor changes. On first shift, Denise Corley will supervise the rail dock and rail put away. Josh Moore will be the supervisor for the shipping dock on second shift. On the second shift, Yushonda Dupree will move to the over pack department. Dwayne Mayton will go to first shift and supervise material return and the truck dock put away. Bob Tirinato will supervise I/C on second shift. He will also be utilized as a replacement for vacations. In May, first shift will have an intern employee for the summer.
The process of not scanning parts has had a negative impact on the manpower for the shipping dock. Management has not been filling job openings when employees are absent. Furthermore, when everyone is here, management has chosen to loan employees out of the department. The Union has continued to argue to fill all the job openings. We have been at a disadvantage because some of our own Union members have gone to management and said we only need four employees loading trailers. It is hard to win an argument when your own members are cutting your legs out from under you. Our members need to realize that the Shop Committee is trying to save jobs, not eliminate them. Our members should think about the ramifications before they go speaking to management. The job you help cut out could be your own.
As always, if you have any questions or concerns, speak with your committeeperson.
In Solidarity,
Chuck Davenport
Chairman