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UAW Local 276 Messages


      
Johnny M. Pruitte
President
Phone:   972-647-1282
E-mail:   jpruitte276@aol.com
   


   
   


      
John L. Cox, Jr.
Unit 1 (GM) Shop Chairperson
Phone:   972-647-1282
E-mail:   john.coxjr@gm.com
   


   
   


      
Unit 2 (Aramark) Chairperson
Phone:   972-647-1282
E-mail: [Not Available]
   


   
   


 



 
 

NOTICE - ADULT CHRISTMAS PARTY

12/09/14
9:45 AM


Don't forget that the deadline to purchase tickets for the UAW Local 276 Adult Christmas Party is 5:00 PM Thursday, December 11, 2014. If you are on 2nd Shift and have a ticket, you must show it to your Group Leader immediately to be excused Saturday, December 13, 2014.




 



 
 

                 PRESIDENT’S REPORT                 

UNIT 2 (ARAMARK)
12/02/14
4:45 PM

UNIT 2 (ARAMARK) CONTRACT BOOKS:

Greetings from the UAW President’s office! As of this writing, I have been told by our Servicing Representative that the new contract books for Aramark will be mailed to the Union Hall; and, then, each Steward will begin distributing them to the workforce on each shift. According to Federal law, each member is entitled to a copy or access to their Collective Bargaining Agreement. It has been my continual task, since taking office, to secure these contract books for the membership. I appreciate your patience; and, we will be getting them soon.

WHAT IS V-CAP?:

V-CAP (Voluntary Community Action Program) is the UAW’s political action fund made u of voluntary contributions from UAW members, Retirees, and families. The money is used to support pro-worker political candidates who have earned the endorsement of the UAW Community Acton Program. Your Stewards and elected Local 276 officers will soon begin gate drives to get people to sign up for a voluntary contribution of at least $5 per month – a small price to pay to support our union jobs! As your President, I encourage each of you to be a part in making Local 276 have a 100% participation in giving.

UNION INFORMATION:

There will be a Regular General Business Meeting Sunday, December 14, 2014, at 2:00 PM; and, the Unit 2 (Aramark) Meeting will follow right after the Regular General Business Meeting. Please, be in attendance for your meetings and voice your concerns. We currently have openings for a Unit 2 (Aramark) 2nd Shift Alternate Steward as well as a Unit 2 (Aramark) 3rd Shift Steward and a Unit 2 (Aramark) 3rd Shift Alternate Steward. The Constitution of the UAW requires that Union Stewards be elected, not appointed, except for a short period of time not to exceed thirty (30) days. Article 45, Section (2) (1) of the International UAW Constitution and Article 20, Section (3) and (3) (A.) of the Local 276 Bylaws. The Election Committee shall set the dates and times for nominations and elections to be held after the first of the year. If you have considered Union Steward work in the past, now is the time to step up and serve and make a difference in your Union. There is also a need for a Temporary Recording Secretary for the Unit 2 Aramark Meetings. Please, contact my office at the Union Hall (972-647-1282) if you are interested.

UNION STANDING COMMITTEES:

Did you know that Standing Committees, as outlined in the International UAW Constitution, are needing your help? The current Standing Committees are as follows: Bylaws; Constitution and Legislative; Civil and Human Rights; Community Services; Consumer Affairs; Education; Recreation; Union Label; Veterans; and Women’s Committee. Additional Committees include Chaplains and Worker-to-Worker. You may be a part of one or several of these committees. Please, consider them and help make the Local Union grow.

UAW LOCAL 276 ADULT CHRISTMAS PARTY:

The UAW Local 276 Adult Christmas Party will be held at Rangers’ Stadium on Saturday, December 13, 2014, from 7:00 PM until 12:00 AM (midnight). Tickets are $45 per person. You can purchase your tickets at the Union Hall between 8:00 AM to 5:00 PM, Monday through Friday. We want to see you there.




 



 
 

                       UNIT 1 (GM) CHAIRPERSON’S REPORT                       
11/06/14
6:45 AM

UAW/GM SUB-COUNCIL MEETINGS:

During the week of October 19, 2014, the President, Unit 1 (GM) Skilled Trades Representative, and I as well as the Unit 1 (GM) Shop Committee attended the first of many UAW/GM Sub-Council Meetings prior to the 2015 UAW/GM National Agreement negotiations that was called by International UAW Vice President and Director of the GM Department Cindy Estrada. All UAW/GM Local Unions from across the country were in attendance to discuss the state of the business and to hold Sub-Council Executive Board Elections. I had the distinct pleasure of being elected Recording Secretary/Treasurer of Sub-Council 2 (the Production side of the Sub-Council). During Sister Estrada’s speech, she challenged every UAW Local to collectively share information with each other and communicate the issues directly to the membership.

UNIT 1 (GM) JOB ASSESSMENTS:

With the productivity cuts looming upon us, it is imperative that we work together within our teams to verify that each job assessment includes each and every single element and the time required to complete your operation. We need to identify all overloaded jobs within our teams and deal with them as a team utilizing the Level 4 Board process under the “People Concerns” sheet; ultimately, creating documentation to support the Union’s case. Please, use the six (6) minutes that we are given at the beginning of the shift to communicate your concerns and problems with your Brothers and Sisters across all three (3) shifts. Also, take into consideration that we are not machines. We all operate at different job proficiency levels; and, the jobs are in fact supposed to be set up based on an average worker’s ability to do the same job. Management meets on a daily basis on how to cut our jobs and people. As of November 3, 2014, Management’s productivity cuts have exceeded 5% and are now at 8.31%. Consequently, our failure to police our own jobs will ultimately result in more work and a reduction in our head count, which is clearly unacceptable. We need to stand firm together and truly be our Brother’s and Sister’s keeper.

UAW LOCAL 276/GM LOCAL AGREEMENT:

Local Demand 44 (UAW Local 276/GM Arlington Local Agreement, page 181): “Management will notify operators before changes will be made to their Best People Practice (BPP). In this regard, Supervisors will review the change with the operator to ensure there is sufficient time within the operator’s time study to perform the required tasks. 2003 LD-44 Settled”

Local demand 269 (UAW Local 276/GM Arlington Local Agreement, page 181): “Management will review any changes to operations with the operators prior to them being made for clarification. In this regard, Management will solicit input from operators and consider their suggestions on OCP changes that affect their operation prior to making a final decision on the changes. 2003 LD-269 Settled”

Unfortunately, our District Committeepersons continues to be out manned with respect to the productivity cuts which create a lot of additional work beyond answering their regularly scheduled Committee Calls. Management has added additional Industrial Engineer (IE) manpower to drive the productivity cuts without proportionally offering our Alternate Committeepersons the ability to function so that our District Committeepersons can verify that the changes to our jobs represent an accurate assessment of each job element and the time required to complete each task. From the onset, the Shop Committee and I have requested that our Alternate Committeepersons function on a full-time basis until redeployment of the Work/Productivity job cuts has been completed. In recent talks with Management, they have in fact offered to give us three (3) people to work with the Productivity Team - one for Trim 1; one for Chassis; and one for Material. Currently, we are in the process of selecting the right people for these positions. We recognize that this is a start in the right direction; but, considering that Management has a whole staff of engineers, college interns, and management personnel working against one (1) Committeeperson who has 250 to 300 jobs and people in their district, the deck is surely stacked against us. It can take hours, even days, to verify every detail on a single operation. In fact, after weeks of not receiving validations requested by our District Committeepersons, we received seventy-nine (79) validations in one day. On July 21, 2014, a Committeeperson received a notice to review an Operational Change Process (OPC) that would take effect on the following Monday. On Tuesday July 22, 2014, the Committeeperson received a fifty-five (55) page OCP for the Over the Road Material job, along with the three (3) other Material jobs.

Local Demand 108 Settlement (UAW Local 276/GM Arlington Local Agreement, page 169): “The leadership at GMVM-Arlington has worked diligently to create an atmosphere of open communication based on the foundation of ‘no surprises.’ This means that we must always attempt to view issues, situations and initiatives from the perspective of the other party…”

We have clearly communicated our perspective, concerns, and issues to Management in a timely manner; which not only impact the Workers themselves but also clearly limit the ability of our District Committeepersons to adequately represent the employees in their district. It is “no surprise” that the gravity of 600 plus potential job cuts clearly warrants additional union manpower to protect the rights and jobs of our members. Consequently, in an effort to provide you with the best possible representation, please take the time to thoroughly verify every aspect and element of your job.

SOS Process (GM Arlington Assembly Management’s language): “Changes to SOS Sequence will be reduced to writing requiring that the Team leader on all 3 shifts sign that they agree to sequence to make a change and verify walk times. JES Changes: Document Owner/Team leader is responsible for content support personnel Group Leader, Core Team, Quality, and IE can assist. Changes require signatures from Team leaders on all 3 shifts to show approval of changes.”

This starts by following the process according to GMS guidelines; involving each and every operator on each and every shift; and jointly making decisions which take into consideration the input of each and every operator. This is not achieved by penciling in changes and adding work to the JES without adding time to the job; failing to train all Team Leaders in the APS system; and/or limiting their access to said system needed to verify and validate job changes to protect the right of the Team Members to non-bias job validation.

The recent Job cuts, supposedly attributed to the “Over build %”, are, in my opinion, actually a direct result of a cattle prod mentality Andon system which circumvented the in-station build process and allowed Management to over produce roughly twenty-five (25) extra jobs a shift. Since the “MPH” (Minutes per Hour) of each operation is calculated based on the conveyor’s actual speed not the plant’s net line speed, then the line workers were actually forced to overproduce based on the line always running at optimum and over speed without a true time study or elemental work breakdown to validate each operation accurately according to GMS guidelines. Our continued daily failure to actually follow the process by not involving all of our workers in the process is, in my opinion, directly responsible for the less than successful launch of our new product. Unfortunately, instead of utilizing the Andon System; building a quality job in-station according to the GMS process; and abiding with model mix guidelines and the agreement, our efforts to keep the line running were rewarded with, in my opinion, corrupt data used to cut jobs that should have never been cut to begin with. We all understand that the principle of a “D” rate in line speed is based on a reduction in volume. We also understand that the additional work is added to a job to compensate for a slower line speed. What we don’t understand is why the 5% allowance in line speed increase is not factored into our worker’s job equation. How can you transition our work from 47.9 minutes per hour to a fifty-six (56) minutes per hour target time - 94% utilization; and, then, knowingly exceed the target by overloading our jobs? How is it that Fort Wayne’s target time is fifty-four (54) minutes per hour for a pickup when our SUV has considerably more content and requires more work to build? Why does Arlington run on a Hybrid Time Data System instead of the Standard Time Data System that is based on actual time studies of various work elements conducted throughout General Motors and is clearly stated in our Local Agreement? Since our jobs were all officially validated during the launch; then how can you justify cutting those very Jobs you validated when the work remains the same? Will decreasing the amount of time that our employees have to do their jobs promote safer working conditions or increase the risk for a recordable incident? Will overloading our jobs insure the quality of our vehicles or increase our margin for error? If quality and worker safety is truly first and foremost, then how can Management justify production changes that clearly constitute a contradiction of fact?

In a perfect work environment, our jobs should be based on reality and not by statistical probability. Standardized single increment time data clearly does not take into consideration additional factors and work required before, during, and after the operation has been completed. It also does not take into consideration the actual age, gender, and physical ability of each of our workers.

Local demand 228 (UAW Local 276/GM Arlington Local Agreement, page 180): “Standard Time Data is the acceptable method to be utilized in evaluating work station cycle times. Standard Time Data is based on actual time studies of various work elements conducted throughout General Motors. In addition, the parties recognize that in unusual circumstances, the use of a stop watch may be appropriate when evaluating or problem solving a specific work station…” 2007 LD-228 Settlement

Case in point: There comes a time when you have cut so many jobs; redistributed that work; and consequently, overloaded the remaining jobs, that you actually become counterproductive. The consequences of such an action requires that an employee operate outside of the employee’s footprint which encroaches into another employee’s footprint thereby maximizing and exceeding the stack light time allotment. This in turn creates a domino effect of Andon calls as well as downtime; verbal and physical altercations; and needless discipline.

We have reached a point where, in my opinion, the money saved by eliminating jobs is outweighed by the cost of work related injury, lost time, substantial increase in repair, potential spills, recalls, and warranty costs which poses a risk to the quality of our product. If our ultimate goal is to truly create a New General Motors built on trust and people empowerment, then I would suggest that Management reconfigure the mindset that drives and pushes its people and its equipment to the limit while displaying a deliberate disregard for the consequences for their actions.

We, the members of UAW Local 276, are directly responsible for making General Motors, dollar-for-dollar, more profit than any other plant in North America. At the end of the day, the act of not following the processes that have been clearly instituted by Management, which in fact we are required to follow to the letter, is fundamentally wrong. We have earned the right to be treated with dignity, with respect, and as an equal partner in the business.




 



 
 

                       PRESIDENT’S REPORT                       
10/24/14
6:45 AM

UNIT 1 (GM) NATIONAL RESOLUTIONS:

Per the International UAW call letter for General Motors’ resolutions dated October 9, 2014, Unit 1 (GM) of Local 276 has begun to distribute the form for the 2015 National Resolution Demands. The form is self-explanatory and must be filled out completely and turned in to the Union Hall by the deadline of 4:00 PM, Friday, November 21, 2014. Please see your Committeeperson or stop by the Committee Work Center to receive your Resolution form(s). Each member of Unit 1 (GM) is eligible to fill out as many resolutions as they want; but, each Resolution or Demand MUST be on a separate form to be submitted for consideration. Please, do not make a copy of a Resolution and then pass around copies of that Resolution for different people to turn in, also. We can only submit one (1). The resolutions will then be typed for submission at the Unit 1 (GM) Membership Meeting December 14, 2014, for approval by the Unit 1 (GM) membership. The Resolutions that are approved at that meeting will be mailed to the International UAW by December 19, 2014, for consideration at the National GM Bargaining Meetings. Should you need assistance or have questions, your Committeeperson will be able to assist you in the preparation of your Resolution for submission.

UNIT 1 (GM) STRIKE COMMITTEE:

The President will soon be forming a Unit 1 (GM) Strike Committee as an Ad Hoc Committee for Unit 1 (GM) of UAW Local 276 as allowed under the International Union, UAW, Constitution and the Bylaws of UAW Local 276. The Committee will consist of a Chairperson and a Co-Chairperson as well as others who will be signed up as Strike Captains. The President wishes to be crystal clear that the formation of this Unit 1 (GM) Committee does not indicate a strike nor the possibility of one. The Committee will only be in place as, preparation, should it be necessary. If you are interested and would like to serve in this capacity, please see the President for more details.

UNIT 1 (GM) BONUS:

While at the UAW/GM Sub-Council Meetings, the International Representatives informed us that GM will be paying eligible employees a $250 Performance Bonus on December 7, 2014. More information will be forthcoming as soon as we get it.

UNION EDUCATION:

Now that our Standing Committees are in place, the 2nd Vice President will be directing the Education Committee on educating our membership more than ever before. I understand he intends to have forthcoming classes on such topics of interest to our membership as Understanding the National Agreement; the components of the Local Agreement; Parliamentary Procedure; International Constitution and Bylaws; Local Union Bylaws; History of the UAW; and others to name a few. All the Committees are beginning to take shape and are already being utilized to assist the membership. Please take the time to be a part of a Local Union Standing Committee because they are the life blood of our Local Union.

LOCAL 276 EVENTS:

Hopefully, members of both Unit 1 (GM) and Unit 2 (Aramark) have been enjoying the events that have been put on by our various committees. These events give our members and their families a chance to get together outside of work to have a lot of fun and good food as well as participating in the charity events to raise money for good causes. If you haven’t had the opportunity to participate in any of our events, you really should mark your calendar. Last Friday, after returning from a training conference and before I left Sunday for the Sub-Council Meeting, I stopped by the Union Hall to pick up my travel documents and was truly surprised. The Union Hall and the outside Classroom were totally transformed for Halloween. The amount of hard work that our Women’s Committee had put in to make all things “Halloween” was everywhere. Wow! Congratulations and a fond pat on the back to all our members who contributed their time and effort for the joy of our children and grandchildren.

EARLY VOTING:

Monday, October 20, 2014, was the first day of early voting and it will continue through Friday, October 31, 2014. Please, go and vote – either by taking advantage of early voting or voting on Tuesday, November 4, 2014. It is important to exercise your right to vote; and, let’s try to put some labor friendly candidates in office. All appointed representatives will be required to work at some polling place on Election Day (11/4/14).




 



 
 

                       UNIT 1 (GM) SHOP CHAIRPERSON’S REPORT                       
10/22/14
7:30 AM

MEMORANDUM OF UNDERSTANDING ON OVERTIME:

“In order to accommodate the scheduling of overtime in a manner compatible with changing production requirements, while preserving the right of employees to decline overtime, Local Plant Management will make an election once each model year to schedule overtime operations in accordance with Plan A or Plan B below.

 

“PLAN A

 

 

 

 

“1. Daily Overtime
 

 

 

 

 

“Hours in excess of nine (9) hours worked per shift shall be voluntary, except as otherwise provided in this Memorandum of Understanding, for an employee who shall have notified Management in accordance with Paragraph 8.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

“2. Saturday Overtime
 

 

 

 

 

“Employees may be required to work Saturdays; however, except as otherwise provided in this Memorandum of Understanding, an employee who has worked two or more consecutive Saturdays may decline to work the following (third) Saturday…”

 

 

 

 

 

 

 

 

Those Unit 1 (GM) Brothers and Sisters who would like to read more about the Overtime Plan are asked to please refer to page 234 of the 2011 UAW/GM National Agreement.

The necessity of an Overtime Plan was a direct result of GM Management’s initial and continued policy of forcing its Skilled Trades employees to work seven (7) days a week eleven (11) hours per day without a day off; therefore, forcing 2nd Shift employees to work eleven (11) hours every Friday and Saturday night. This, additionally, has forced Material Drivers to work eleven (11) hours and or until they finished their route. This has also forced Body Shop as well as Paint Shop employees to work eleven (11) hours; and, now any other employee at will.

On September 2, 2014, the Unit 1 (GM) Shop Committee did formally submit a request to local GM Management for an Overtime Plan in accordance with the Memorandum of Understanding as outlined in the 2011 UAW/GM National Agreement. Local GM Management, in a subsequent Unit 1 (GM) Shop Committee Meeting, presented a variety of start time scenarios which were outlined not in print but on a dry erase board. These scenarios, which were not all family friendly, were designed to circumvent our effort to secure an Overtime Plan in my opinion. The Overtime Plan will protect the rights of the GM employee to accept or decline overtime.

On October 13, 2014, the Unit 1 (GM) Shop Committee received an “internal only document with a response” from Personnel Director Bill Krohn during our weekly Unit 1 (GM) Shop Committee Meeting. This document with a response, in my opinion, was vague at best; considering, if you will, that it did not include all start time specifics and alluded to additional open ended changes that may be required to support the implementation of the Memorandum of Understanding on Overtime without referencing any additional facts to warrant a change to begin with.

Accordingly, we, as your Unit 1 (GM) Shop Committee are in fact bound and entitled to a response and discussion on decisions in subsequent Shop Committee Meetings, which by design adversely affect the lives of our members. Unfortunately, the Unit 1 (GM) Shop Committee was never given an opportunity to internally address these issues because an individual or group of individuals took it upon themselves to distribute and release this confidential internal document and proposal on the floor in an effort to seriously undermine the Union’s position.

Given the volume of the copies freely flowing on the floor; bearing no Union signature on the document in question, it certainly appears that local GM Management condones this type of behavior that has needlessly created a hail storm of emotion on the floor. I also cite that a witness has stated that an upper level GM Manager’s spouse was actively circulating these documents on the floor. These conditions in my opinion bear resemblance to retaliatory conduct and or good old scare tactics.

Furthermore, it was not or ever will be the intent of the Unit 1 (GM) Shop Committee to take any action that will adversely affect our members in any way as long as I am the Unit 1 (GM) Chairperson of UAW Local 276. The sole purpose for requesting an Overtime Plan to begin with is to give our members the ability to actually plan their Saturdays and their lives. An Overtime Plan does not limit the amount of overtime that an employee can work. The only difference is that local GM Management now has the right to dictate any and all hours worked up to eleven (11) hours; and, we as members do not have the right to turn it down. Likewise, it is also my contention that under the Overtime Plan, which actually gives the employee the right to accept or decline overtime, Management would be more inclined to treat our members with more respect considering that an employee can actually turn the overtime down if the employee is not treated properly.

Under paragraph (8) of the 2011 UAW/GM National Agreement, GM Management reserves the right to schedule start times. For the record, we asked for an Overtime Plan not a shift change. It is plain to see that GM Management (not the Union) is ready to flip our schedules upside down to maintain complete and total control of our members using the Overtime Plan as a scapegoat. Additionally, for all intents and purposes, we are already operating on a Plan A schedule now, except for the aforementioned conditions previously stated within this report. In accordance with the 2011 UAW/GM National Agreement, local Plant Management will make an election once each model year to schedule overtime operations in accordance with Plan A or Plan B - period.




 



 
 

                 UNIT 1 (GM) NEWSLINE                 

OVERTIME PLAN ALERT!
10/20/14
7:00 AM

Last week an internal letter meant to be shared only between Local GM Management and the Unit 1 (GM) Shop Chairperson somehow made its way onto the shop floor; and, was also seen on several locations and sites on the internet. As a member of upper Union Management, I can say without hesitation that this is very unprofessional and violates the codes and ethics of doing business between the Union and management. Those who are responsible for the violation shall be found out and dealt with accordingly, whether Union or Management. Any person with information about the distribution of that letter should contact the President or Unit 1 (GM) Shop Chairperson.

First of all, the Unit 1 (GM) Shop Chairperson has assured me that the letter is not validated and that he has not even formally responded to it, yet. The membership, as a whole, should never assume that what is read is “written in stone”. There are several plans that have been discussed between the Union and Management concerning a proposed Memorandum of Understanding on Overtime as found in the National Agreement (big blue book) pages 233 – 243.

The Unit 1 (GM) Shop Chairperson has assured me that the plan was proposed to Management initially because it is part of the National Agreement; and he wanted to follow the Agreement to preserve the right of many employees to decline overtime, (specifically Friday nights), while allowing others to work as much overtime as they wish. Besides, the National Agreement does state in paragraph three (3) on page 233, that Local Plant Management will make an election once each model year to schedule overtime operations in accordance with Plan A or Plan B. There is no choice in the matter. Local Management must select a plan. It’s the contract. The overtime plan allows for a more evenly hourly balance among the employees, as described under paragraph (71) of the National Agreement.

Additionally, the letter was incomplete and did not state the lunch or break times nor did it provide provisions for the start and stop times affecting Skilled Trades. In addition, at no time did the Unit 1 (GM) Chairperson state to GM Management that a vote would be taken by the membership on such a plan. The Union does not understand where Management got that “understanding”.

Secondly, in dealing with Overtime Plans, consider that other GM facilities, with three (3) shift operations, are operating on overtime plans and they operate with a Sunday night start for the 3rd Shift and end with 2nd Shift on Friday night. The same captive results can be accomplished in this type of schedule. In talking with other locals, they have assured me that while it may not be perfect, it does preserve the right of the 2nd Shifters to go home after nine (9) hours, while others stay and work voluntarily, if needed. If more units are needed to be built, the next shift may be scheduled to come in and work. This plant could adopt similar start/stop times, if only the GM Management Team would do so. Changing the start/stop times currently proposed in the letter, will only disrupt the lives of our members and has already upset the membership about the proposed changes. While GM Management does reserve the right under paragraph (8) of the National Agreement to set times and schedules, you can rest assured that your President and Unit 1 (GM) Chairperson will continue to encourage the Arlington GM Management Team to consider another start/stop time congruent with the operations that are already working well in our sister plants. If the GM management of Arlington Assembly would like to preserve the “Family First” initiative to all the working members of UAW Local 276, it is our hope that, as President and Unit 1 (GM) Chairperson, they will do the right thing and institute schedules and times that will be more accommodating to the working membership!




 



 
 

                       UNIT 1 (GM) WHAT’S THE BUZZ?                       

FROM THE
PRESIDENT & UNIT 1 (GM) SHOP CHAIRPERSON
08/05/14
4:00 PM

NEW HIRES:

We are pleased to announce that GM Management has agreed to hire a total of three hundred (300) Unit 1 (GM) employees into fulltime, permanent status as of the writing of this letter. This is great news for our Unit 1 (GM) UAW family. The Unit 1 (GM) Shop Committee will continue to push for the eventual hiring of all temporary workers into permanent status. The Unit 1 (GM) Shop Chairperson will request that the rules of seniority be followed during the selection and hiring process in keeping with the UAW/GM National Agreement.

STATE OF THE UNION:

Forms on which to submit Resolutions for the Unit 1 (GM) 2015 UAW Local 276 Local Agreement will be forthcoming soon. Our Unit 1 (GM) 2011 Local 276/GM Local Agreement will expire at midnight September 14, 2015. For the benefit of our newer Unit 1 (GM) members, the process for contract negotiations will begin with the Resolutions we receive from our Unit 1 (GM) members. We will provide specific forms that must be completed by the Unit 1 (GM) person submitting the Resolution. At the next Unit 1 (GM) Meeting, following the deadline for submitting Resolutions, the Unit 1 (GM) members will vote on the Resolutions to be accepted and those Resolutions will be typed up as Demands to be submitted to the Unit 1 (GM) Shop Committee who will use those demands to negotiate a new 2015 Unit 1 (GM) Local Agreement with local Management. Upon reaching a tentative Unit 1 (GM) Local Agreement, a Ratification Meeting for Unit 1 (GM) members will be called and the Unit 1 (GM) Shop Committee will explain the tentative Unit 1 (GM) 2015 Local Agreement to our members. At that meeting, both Unit 1 (GM) Production and Unit 1 (GM) Skilled Trades will vote whether to accept the Unit 1 (GM) Local Agreement. As we approach the time to submit Unit 1 (GM) Resolutions, more education on the process will be provided to you. This education will be coming the “BUZZ”; so, please pay attention to each one as it comes out.

AUGUST UNION MEETING:

As stated on the monthly Union Meeting Notice, the Regular General Membership Meeting for both Unit 1 (GM) and Unit 2 (Aramark) will be held at the Union Hall this coming Sunday, August 10, 2014, at 2:00 PM. At that meeting, we will nominate and vote on forty-two (42) Election Committee members as required in the Local 276 Bylaws [both Unit 1 (GM) members and members of Unit 2 (Aramark) are eligible to run for a position on the Election Committee]; we will discuss a Family Outing cookout for Labor Day; and other items, just to list a few. There is strength in numbers; so, please plan to attend.

At the Unit 1 (GM) Meeting immediately following the Regular General Membership Meeting, there will be a report from the Unit 1 (GM) Shop Chairperson who will give us updated information on what’s going on with our jobs; he will be discussing the separate ratification for Skilled Trades; and answering questions about Unit 1 (GM) work. If you have a question that pertains to you about your job or a problem that you are having individually, please discuss this with the Unit 1 (GM) Chairperson either before or after the meeting.

Remember – the Regular General Membership Meeting is for the purpose of addressing the operation of UAW Local 276 and its Standing Committees. Items pertaining to Unit 1 (GM) members can only be addressed at the Unit 1 (GM) Meeting. Items pertaining to Unit 2 (Aramark) members can only be addressed at the Unit 2 (Aramark) Meeting. Please, keep this in mind when you would address the assembly – Questions about Local 276 activities, functions, or how Local 276 is operated are properly addressed at the Regular General Membership Meeting.

STANDING COMMITTEES:

The application period for Standing Committee Chairperson and Standing Committee Co-Chairperson has ended. Interview for these positions will be conducted Saturday, August 16, 2014, at the Union Hall. Each member who submitted an application prior to the deadline will be given a time to appear for their interview and will be given a ten (10) minute personal interview. You will be contacted to give you the time for your appointment. Please, be on time.

UNIT 1 (GM) EDUCATIONAL SNAPSHOT:

Did you know? Disciplinary layoffs and discharges are covered under paragraphs (76), (76a), (76b), and (77) of the UAW/GM National Agreement, pages 62 – 64. As a Unit 1 (GM) employee, you are entitled to a paragraph (76a) interview prior to exiting the plant if a disciplinary layoff is being considered by Labor Relations. The paragraph (76a) interview for Unit 1 (GM) employees also establishes important facts of the case to aid your Committeeperson in securing a just settlement in later appealed cases where the accusing Supervisor does not show up to establish the just cause. Please be sure to contact your Committeeperson.

UNIT 1 (GM) OPERATOR CHANGE PROCESS (OCP):

There are a lot of Unit 1 (GM) job elements being moved around in the Shop. Some Unit 1 (GM) jobs are being eliminated and other Unit 1 (GM) jobs are having items added to them. If your job is too hard for you to keep up in your footprint work envelope, and you find yourself continually getting behind, then your Unit 1 (GM) job is probably overloaded. There is a process that GM Management must follow that has been established in the plant called the Operator Change Process (OCP). GM Management must exhaust this process prior to adding items to your JES sheets. If it persists, the Unit 1 (GM) employee has the right to exercise her/his rights under the UAW/GM National Agreement as Production Standards [paragraphs (78), (78a), (78b), (78c), (78d), and (79); pages 64 - 66] which simply states your rights as a worker on what is perceived as an “overloaded” job. An overloaded job causes more mistakes, which generates more time-consuming repairs; ties up the Team Leader; drops our quality standards; and overall is just not good for the business of producing trucks off the end of the line. This in turn could be a cause of recalls of our products.

ALERT:

We would ask the membership to please be on the lookout for those who would blatantly take the “BUZZ” report from its respective placements at each entrance. Please report any instance of this to the President or the Unit 1 (GM) Shop Chairperson.




 



 
 

                       UNIT 1 (GM) WHAT’S THE BUZZ?                       

FROM THE
PRESIDENT & UNIT 1 (GM) SHOP CHAIRPERSON
07/24/14
4:00 PM

Since taking office on June 8th, we have been very busy getting adjusted to our new responsibilities. We are now beginning to settle in and get an agenda going. We appreciate your patience with us as we get up to speed. A heartfelt thanks again to the entire membership.

Currently, General Motors employees are seeing a lot of job movement due to a line speed “derate.” The launch of the new product is over and GM jobs available for transfer will begin to appear. People have expressed concern about the possibility of being bumped off their jobs or onto a different shift. All GM movements in the plant are based on seniority as required by the UAW-GM National Agreement. Applications for (63a) and (63b) transfers, as well as shift preferences and moves within a team or group are based on seniority. As GM employees who know that seniority governs everything, we are aware that everyone’s needs or wants are not always satisfied. Please familiarize yourself with the provisions of seniority by reading pages 43-61 of the 2011 National Agreement between the UAW and General Motors.

This brings up another issue. As a GM employee, if your job is too fast paced, extremely hard to keep up with, or if items have been added to your job, there is a process under Production Standards, Paragraphs (78), (78a), (78b), (78c), (78d) and (79) of the UAW-GM National Agreement. If you are having problems or have questions pertaining to work-related issues that would fall under Paragraph (78), please contact your GM District Committeeperson so that he or she may discuss the issue of Operator Change Process (OCP) with GM Local Management. Changes proposed to each GM job must be evaluated for feasibility. The GM Bargaining Committee needs to know which jobs are overloaded. We are asking that all Team Members work with their Team Leaders to address any overloaded jobs in the team.

LOCAL REMINDERS:

Applications for Local 276 standing committee chairpersons and co-chairpersons as outlined in the UAW Constitution, Article 44, are still being accepted at the Union Hall through 4:00 PM July 31, 2014. All active GM and Aramark members in good standing are encouraged to come out and apply for these positions. Interviews for these openings will be conducted in August, on a date or dates to be determined.

RUMOR CONTROL:

This plant is not going down to two shifts. We can barely meet the product demand while running three shifts. Local GM Management has not provided the Union with any written communication stating that the plant is going to two shifts. This written communication is required to be given to the Union by the 2011 UAW-GM National Agreement prior to any changes being made to shifts.

V-CAP:

We want to encourage the membership, both GM and Aramark, to become involved in the voluntary CAP donation program. Your donation will go a long way towards helping those who support labor endeavors through legislation. You can determine the monthly amount to be deducted – anything from $1.00 on up. A $25.00 a month or more donation will be rewarded with a Region 5 watch after you have contributed $300.00 – which equals contributions for 12 months of $25.00 each. See a CAP committee member or contact the Union Hall to sign up – every dollar helps!

STATE OF THE UNION:

There still has been no movement on the demands presented to General Motors by the Unit 1 (GM) Shop Chairperson and the President at the GM Key 4 meeting concerning the GM overtime plan A or B, the forcing of excessive overtime – both GM production and GM skilled trades, the GM skilled trades apprenticeship program, and the hiring of all GM temporary employees to fill the RTR (Required to Run) jobs, as well as the need for additional GM skilled trades employees in the plant.

EDUCATIONAL SNAPSHOT:

DID YOU KNOW…GM disciplinary layoffs and GM discharges are covered under Paragraph (76), (76a), (76b), and (77) of the UAW-GM National Agreement, pages 62-64? As a GM employee, you are entitled to have your GM committeeperson present for your entitled 76a interview prior to being asked to exit the plant if any type of discipline is being considered by Labor Relations. All information garnered through discussions with your GM committeeperson and information and documents obtained in the disciplinary interview will aid the Union in addressing your case with the International Union.




 



 
 

                       UNIT 1 (GM) WHAT’S THE BUZZ?                       

FROM THE
PRESIDENT & UNIT 1 (GM) SHOP CHAIRPERSON
06/26/14
11:45 AM

Well, the elections are now over and the Unit 1 (GM) Shop Chairperson and I are so excited about getting to work and serving this great membership. The start is always rocky when there is a change in union administration but we heartily welcome the challenge! Our goals, as a team, are to keep the membership informed and to be as transparent as possible in keeping the membership informed. Thus, the President’s and Unit 1 (GM) Shop Chairperson’s report shall be combined in order to conserve resources and materials. Please, be attentive to each and every report as it comes to the floor.

JULY SNAPSHOT OF EVENTS FOR UNIT 1 (GM) MEMBERS:
 

 

1.
 

 

Skilled Trades – There will be a tentative specially called meeting in July for Skilled Trades only (the date will be posted)
 

 

 

2.
 

 

Be sure to attend the July 13, 2014, Regular Membership Meeting at 2:00 PM and don’t forget to stay for the Unit 1 (GM) Membership Meeting immediately following the Regular Membership Meeting
 .

 

 

3.
 

 

The application period for applications for Chairperson or Co-Chairperson for the UAW Local 276 Standing Committees will be opened to all members in good standing during the application period of July 1 – 31, 2014, with the deadline to submit your application being 4:00 PM, Thursday, July 31. Information about the Standing Committees can be found in Article 44 of the International Union, UAW, Constitution. Be sure to watch for the official Notice for Applications that will be posted in the Union Bulletin Boards throughout the plant. As part of the application procedure and in addition to the applications that must be submitted, interviews for the Chairperson and Co-Chairperson will be conducted prior to the August 2014 Executive Board Meeting (the date for interviews will be noted on the official Notice for Applications). Subsequently, at the August Executive Board Meeting, the Chairpersons and Co-Chairpersons of the Standing Committees will be appointed by the UAW Local 276 Executive Board subject to the approval of the UAW Local 276 Membership at the 2:00 PM August 10, 2014, Regular General Membership Meeting, per Article 10, Section 1 (m) of the UAW Local 276 Bylaws.
 

 

 

4.
 

 

Temporarily, starting in August, the Union Hall will be open two (2) days per week at 6:00 AM on Tuesday and Thursday to accommodate our 3rd Shift members.
 

 

STATE OF THE UNION BUSINESS:

At the Key 4 meeting held last week, demands for a Unit 1 (GM) overtime plan were given to General Motors Arlington Plant Management by the Unit 1 (GM) Shop Chairperson. Last fall, the membership voted overwhelmingly to institute an overtime plan according to pages 233 – 243 of the National Agreement. The demand was also made to cease the forced overtime of the Skilled Trades group immediately, including the cessation of the eleven (11) hours per day work schedule and the forced weekends. Other topics covered were the overloading of jobs; a request for additional Skilled Trades workers; the reinstatement of a Skilled Trades Apprenticeship Program; and to have Temps hired to run RTR jobs that are identified in the shop.

UAW NOTABLES:

The Unit 1 (GM) Shop Chairperson is requesting that any Unit 1 (General Motors) hourly employee who has a copy of a valid grievance that has not been settled take it to the Committee Room for investigation. We have new Committee people in place who may not have knowledge of these specific grievances.

AN EDUCATIONAL NOTE:

Do you know your Weingarten rights? The Weingarten right is a right derived from the Supreme Court’s 1975 Weingarten decision where the court recognized union employees’ rights to representation at investigatory interviews. The National Labor Relations Board now takes the opposite position and holds that the right to representation at investigatory interviews applies equally to union and non-union employees.

Weingarten rights include the right to have a coworker present at an investigatory interview that the employee reasonably believes might result in discipline. Weingarten rights must be invoked by an employee before an employer has any corresponding obligations. An employee must request the presence of a coworker at an investigatory interview. The portion of the relevant federal statute provides that:

 

"(2)
 

 

An exclusive representative of an appropriate unit in an agency shall be given the opportunity to be represented at -
 

 

 

“A.
 

 

any formal discussion between one or more representatives of the agency and one or more employees in the unit or their representatives concerning any grievance or any personnel policy or practices or other general condition of employment; or
 .

 

 

“B.
 

 

any examination of an employee in the unit by a representative of the agency in connection with an investigation if -
 

 

 

4.
 

 

Temporarily, starting in August, the Union Hall will be open two (2) days per week at 6:00 AM on Tuesday and Thursday to accommodate our 3rd Shift members.
 

 

SATURDAYS:

There are no Saturdays scheduled in April as of now.

PARKING LOTS:

The issue has arisen again about the parking of non-GM vehicles in the Arlington parking lot. Please, watch the monitors about information on where to park non-GM vehicles. The non-GM vehicles need to park in the designated spots, and GM vehicles may park anywhere.




 

Union Made -

Local 277