Unit 1 (GM) Shop Chairperson
Unit 2 (Aramark) Chairperson
E-mail: [Not Available]
UNIT 1 (GM)
UNIT 1 (GM) SUB-COUNCIL MEETING:
Greetings from the President’s desk. The Unit 1 (GM) Shop Chairperson and I, along with the Unit 1 (GM) Shop Committee, just returned from the National UAW/GM Sub-Council meetings. I must say that I am encouraged by what I am hearing. Although these facts are not to be disclosed, I am proud of the fact that five (5) Division I Production and two (2) Division II Resolution Demands made their way onto the table for consideration at the National level. Thanks to the Unit 1 (GM) membership for all your concerted efforts in representing Local 276 well in writing your resolutions.
UNIT 1 (GM) LOCAL DEMANDS:
The Unit 1 (GM) Local Demands continue to pour into the hall, and I have recently delivered 1,000 more demand forms to the membership. Remember, you may write as many Resolution Demands as you like, but there should only be one (1) Demand per form. For example, if you have five (5) Unit 1 (GM) Local Demands, you should be handing in five (5) separate forms. If you need more Demand forms, please see your Union Representative to let them get you more. The office staff at the hall are preparing them as they come in, along with their other duties, so that we are not bogged down near negotiation time this fall. Therefore, as you fill them out, please hand them in promptly. Let’s get our thinking hats on and put in the Demands that we want to see become a part of our Unit 1 (GM) Local Agreement.
Again, I have been asked many questions
about the Overtime Plan contained in the
National Agreement pages 233-243. Although
these are questions that should be directed
toward the Unit 1 (GM) Shop Chairperson,
nonetheless, because of the request, I will
FIRST SHIFT ALTERNATE BENEFIT REPRESENTATIVE:
I will soon be posting a notice to take applications for the position of 1st Shift Unit 1 (GM) Alternate Benefit Representative. Please watch the Unit 1 (GM) union posting boards. This position is a shift specific job in accordance with the UAW/GM National Agreement and all Unit 1 (GM) 1st Shift employees will be given ample time to apply. Even if you applied in the past, you must re-apply for the position.
PROFIT SHARING ELECTION:
Unit 1 (GM) employees eligible to receive Profit Sharing may elect to change their current Profit Sharing contribution election on file either by going online to www.gmbenefits.com or by speaking to a GM Benefit Representative at the GM Benefits Services Center by calling 1-800-489-4646 any time between 7:00 AM – 5:00 PM, January 29, 2015, through February 12, 2015.Reminder: “Doing what’s right is not always what’s popular; but doing what’s popular is not always what’s right.”
UNIT 1 (GM)
UNIT 1 (GM) LOCAL RESOLUTIONS:
Hello again to all the membership of Local 276. The Unit 1 (GM) Local Resolution demand forms were initially circulated last week by members of the Unit 1 (GM) Bargaining Committee. Two thousand (2,000) forms were either handed out or picked up by our Unit 1 (GM) members, which leads me to believe that a lot of people have many issues that they want to submit to be placed on the bargaining table with GM later this year. One thousand (1,000) more forms are being printed and will be placed with the Union Representatives. The forms will also be available at the Union Hall for pick-up. We will continue to circulate these forms to our Unit 1 (GM) members up until the deadline (July 24, 2015) to turn them in. Remember, the Unit 1 (GM) Local Resolution demand belongs to you, the member, not to GM management. It is your decision on what to ask for to be bargained for you.
The Unit 1 (GM) Shop Chairperson has informed me
that he is still currently engaged in talks with
management about the Unit 1 (GM) Overtime Plan as
laid out in the UAW/GM National Agreement, pages
233-243. These discussions have been lengthy and
long. Many Unit 1 (GM) members have asked me what
the GM Overtime Plan is about. For those of our
Unit 1 (GM) members who do not know about the plan,
it is critical to note that the Memorandum of
Understanding on Overtime was approved by the
UAW/GM membership when ratified in the fall of 2011.
The GM Overtime Plan characteristics include the
provisions to accept or decline overtime as laid
out in paragraph 3, page 233 which states, “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 and Plan B
are then explained in the following pages.
Soon, we will be having a V-CAP gate drive to
give our members the opportunity to join our
efforts to do our part for Region 5 to raise
awareness and donations to support future and
current labor friendly candidates. The 2016
elections will be here before you know it.
A kickoff date will be forthcoming and
information about the V-CAP program will be
handed out. As a working member, please
consider giving a minimum of $5 dollars per
month. A lot of our members give $25 dollars
per month and have already received their
gold Region 5 V-CAP watch. When a member who
is donating $25 per month has donated a total
of $300, that member is then eligible to
receive either a man or woman’s watch.
Because those donations do not come to the
local, we have no way to know when you have
reached your $300 donation. Therefore, you
are asked to contact the Financial Secretary
to make arrangements for your watch to be
UNIT 1 (GM)
UNIT 1 (GM) NATIONAL RESOLUTIONS:
Greetings for the New Year to all my Sisters and Brothers of Local 276. As we move forward, we intend to make this year even better than last year. It is a contract year for Unit 1 (GM) here at Local 276, both on the National level and on the Local level. We wish to thank all of our Unit 1 (GM) membership who took the time to fill out the necessary forms for the Resolutions that were sent to the GM Department at the International UAW on December 19, 2014. We are already receiving good reports that some of the Resolutions from our membership “will” be on the table. So, congratulations to those who took the time to fill them out.
UNIT 1 (GM) LOCAL RESOLUTIONS:
That brings me to the next task at hand, the Unit 1 (GM) LOCAL Resolutions which will be used for negotiations at GM Arlington. At this writing, the Local 276 office staff are fast at work getting the Local Resolution forms typed and printed. As President, I wish to ask all of our Unit 1 (GM) members to take the time to fill out your Resolution demands to turn in to your Committeeperson or take to the Committee Room at the plant. The completed Resolutions may also be turned in at the Hall during normal working hours. The Resolution demands will be accepted from Tuesday, January 13, 2015, until 5:00 PM, Friday, July 24, 2015.
UNIT 1 (GM) DEMAND RESOLUTIONS:
So, “What are Unit 1 (GM) Demand Resolutions?” GM Demand Resolutions are structured forms that are filled out by the local Unit 1 (GM) membership, with information that helps those on the Unit 1 (GM) Bargaining Committee to understand the needs and desires of the Unit 1 (GM) membership to better their GM work environment around them. The Unit 1 (GM) Demand Resolution form is a tool that is used to communicate between the members working on the GM line and their Unit 1 (GM) local union representatives. The Unit 1 (GM) Demand Resolution form will contain a place to note the page and paragraph references and/or sections that need to be improved or that could be a new demand entirely. Also, there is no limit as to how many Resolutions each Unit 1 (GM) member can turn in. Further, it does not matter what GM classification you are working under. A GM UAW MEMBER IS A GM UAW MEMBER. So, get those2011 UAW Local 276/GM LOCAL AGREEMENT books out (little blue book), and begin to brainstorm. Your Unit 1 (GM) District Committeeperson can help you directly or get you a local contract book if needed or just borrow one from your fellow worker. Remember, there is no limit to the amount of Resolution Demands that you may turn in.
UNIT 1 (GM) NEGOTIATION RESOLUTION FORMS:
The Resolution form is to be filled out completely by the individual Unit 1 (GM) member. Please list the Article, section, paragraph and page number of the particular area of the2011 UAW Local 276/GM LOCAL AGREEMENT you would like to add or modify. Demand Resolutions belong to you not Management and Management should not influence you in any way in making your demand. This is your time to give constructive input as to the demands you wish to see bargained for at the table. Please, fill out the Resolution form as best you can and write in the provided space as much as you can to help the Bargaining Committee understand your demand. Your Resolutions are due before 5:00 PM, Friday, July 24, 2015. Please do not wait until the last minute to turn them in.
THANKS! WE ARE OFF TO A GOOD YEAR! Remember this motto: “A good day’s work for a good day’s pay in a workman like manner.” Go UAW!
UNIT 2 (ARAMARK) CHAIRPERSON’S REPORT
UNIT 2 (ARAMARK) CONTRACTS:
I am pleased to announce that the Unit 2
(Aramark) Contract books have been delivered
to the Area Office. I will be picking them
up on Monday, January 12, 2015, and handing
them out on Monday to the Unit 2 (Aramark)
UNIT 1 (GM) CHAIRPERSON’S REPORT
Welcome back to one and all! Holidays are a well deserved break from our hectic schedule and a time to give thanks for all our blessings because after all we are truly blessed. Unlike most plants that are experiencing additional downtime, we at the Arlington Assembly Plant are fortunate enough to have a great product that is selling faster than we can build them. Though our holiday time was short, it was an excellent opportunity to spend quality time with our families while capturing the memories that will be treasured for a life time.
THANKS AND CONGRATULATIONS:
On behalf of your Bargaining Committee, thank you for the truly great job that continues to be done by each and every Local 276 Brother and Sister each and every day. Additionally, we would like to take a moment to welcome all the new Brothers and Sisters who have decided to make the UAW/GM Arlington Assembly Plant their new home. We would also like to congratulate all of our temporary employees who have been recently converted to permanent fulltime. We also recognize the great job that has been and continues to be done by the remaining temporary employees who were not hired or subject to layoff. We will continue our fight to get every temporary employee hired; recognizing the fact that you are and continue be an integral part of our success. Although it is easy to get discouraged, please keep your heads up; knowing that the rest of your Union Brothers and Sisters are behind you 100%. Many of us have suffered through but survived corporate downsizing; subsidiary sell offs; several major layoffs; and plant closings which unfortunately meant leaving our friends, families and homes behind to keep our jobs. A seven (7) year layoff gives me the ability to relate to our members and the unknowns that may come. With the new contract coming, we have high hopes of getting more Temporary Brother and Sisters hired in the future.
It is common knowledge that it is easier to complain rather than make a commitment to make a difference. Experience has taught that your elected Union Representatives will only be as successful as the people who support them on the floor. With Contract time just around the corner, we need to work together as a Team to negotiate a Local Agreement that we can all live with.
Although change is never fast enough, we can
be proud of the successes that we have
accomplished during the past year. For
starters, the Shop Committee is meeting on
a regular basis now for the first time in
six (6) years. The majority of our Committee
people successfully completed the UAW Region
5 Summer School Bargaining classes at the
University of Oklahoma with the remainder
slated to attend in upcoming years. Those
classes included not only Grievance Handling
but also Collective Bargaining which allowed
our Leadership the opportunity to network
with other Locals across Region 5. A special
visit to those classes was made by the
International UAW Vice President and Director
of the GM Department Cindy Estrada; Region 5
Director Gary Jones; Region 5 Assistant Director
Danny Trull, Sr., and UAW Area Servicing
Representative James E. Brown, all of whom
offered insight and their expertise on the
program as well as sharing the leadership’s
vision for our future. In addition, all of
our Bargaining Committee have or will continue
to receive job related training at the
International UAW/GM Center for Human Resources
in Detroit, Michigan. The courses have included
Conflict Resolution, Leadership Training,
Facilitator Training, and Umpire Training to
name just a few. In the past few months, we
jointly took advantage of a Training Grant which
allowed our Bargaining Committee and our Document
46 Appointees to receive Level 1 and Level 2
computer training to better serve our Membership.
January 20 - 23, 2015, the President and I as well as the Skilled Trades Representative and the Shop Committee will attend the appropriate Sub-Council Meetings to attain information and prepare for the upcoming UAW/GM National Negotiations. With both the National and Local Agreements expiring in September and not knowing what will come at that time, we are asking everyone to start putting money aside on the off chance a strike is called. Waiting until the last minute to save money will not get your bills paid.
I am also pleased to announce that the aforementioned
International Vice Presidents, Directors, and Representatives
are sending the International UAW Umpire Staff to Local 276
to conduct Umpire Training Classes February 3 - 4 2015.
We are very grateful to have International Representatives
Doug Taylor and Pat Sweeny as our instructors. We sincerely
appreciate that the International Union recognizes our need
to provide the best possible training for our Bargaining
Committee to enable them to best represent our membership.
NOTICE - ADULT CHRISTMAS PARTY
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.
UNIT 2 (ARAMARK)
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.
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
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”
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…”
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.”
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
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.
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.
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
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.
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!
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?
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.
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.
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?
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.
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.
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.
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.
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?
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:
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.
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.
There are no Saturdays scheduled in April as of now.
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 -