Executive Board
Bargaining Committee
Standing Committees

UAW Local 276 Messages

Johnny M. Pruitte
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


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






                        PRESIDENT’S REPORT                        
4:50 PM


The Key-4 met again Tuesday and the meeting concluded with GM Arlington Management insisting that they will continue to work under the signed Memorandum of Understanding (MOU) dated May 14, 2015. The Local 276 Union leadership also stated our position - that we would insist that they respect and honor the vote of the membership taken November 15 - 16, 2016, at the Hall; and not be in violation of the National Agreement. Arlington GM Management was reminded, again, that the MOU that they referred to was never voted on or approved by the working membership (Article 19, section 3, 4, 5 of the UAW Constitution). Arlington GM Management was also reminded that multiple violations of the MOU are continually committed on a weekly basis and that it does not work for our membership!

On Tuesday afternoon, the necessary information was forwarded to the International Office (IO) by my office for review and further discussions. Your union leadership will be working with the IO to bring a resolution to this issue as quickly as possible. However, in the meantime, we will have to continue to work under the MOU that was signed May 14, 2015. Therefore, to the membership: I can only tell you to be patient (as I know you have been); and, as President I will tell you to do your jobs faithfully, exactly as laid out in your JES sheets. Nine (9) hours will be the maximum worked by Production and Skilled Trades - unless you “voluntarily” wish to sign up for more. All work done on Sundays shall be done on a voluntary basis. The MOU shall be published for the membership to have as a supplement of their Collective Bargaining Agreement (CBA) so that there is no misunderstanding as to what is contained within the MOU working agreement. We hope that a speedy settlement can be reached soon!


From the President’s desk, I’d like to wish each and every member a Merry Christmas and a Happy New Year. Always remember to buckle up and drive safely.

God bless you all as we move toward the start of a new year



                        PRESIDENT’S REPORT                        
4:00 PM


The Union leadership has received notice from GM Arlington Management that they intend to continue operating under the provisions of a Memorandum of Understanding (MOU) that was signed by the International and the Company parties on May 14, 2015; but, not voted on by the membership.

In rebuttal, my office has reminded Arlington GM Management that the membership has voted and passed, by majority vote, that we, as a union, desire for Management to honor and respect the vote of the membership; and, to not violate the National Agreement. I have already forwarded to the International Office the information about the membership vote on the Overtime Plan. The Key-4 meeting ended abruptly, on this issue of the Overtime Plan, when we met Friday, December 9, 2016, with the Arlington Management’s promise to meet again on Monday, but the meeting never took place. It is frustrating to the union leadership when we hear the promises of management, then all the while, they fail to meet with us. Is it any wonder why the Shop Chairman and the Shop Committee have not produced a tentative agreement for the President, in order to bring it to a vote??? As union leadership, we are not about to sit around and have them disrespect your rights under the UAW Constitution or the National Agreement!

Subsequent meetings of the Key-4 (Plant Manager, Personnel Director, Unit 1 (GM) Shop Chairperson, and Local 276 President) shall continue in order to resolve this matter logically. Your Union leadership supports your vote and has not changed our direction on this issue.


Thanks so much to those who came out for a night of dining and dancing at the annual UAW Local 276 Christmas Party. We had 131 members attend and many prizes were given out to the members along with having a “Twist” dance competition! Even with the last-minute change of the Production schedule, it was still a fun night - enjoyed by all. In addition, the Local was able to operate within the budget for the first time in years.


We are still running a sign-up sheet for those who would like to attend a class on parliamentary procedure. We are now looking at scheduling it after the first of the year due to holiday shopping and activities.


Those members who have experienced bad relations with Sedgewick, Care Now or Concentra, please call the Hall and set up an appointment with the President to discuss your case.


Please be mindful not to park in the parking lot of the Credit Union located on Abram Street as they will tow violators!


We’ve received information from Cindy Estrada that the GM-UAW Legal Services plan will start during the month of January 2017. Watch for further information on location and hours of operation.



4:00 PM

Check this out - it might be worth your while:




            CHAIRPERSON’S REPORT            
3:45 PM


A common question that gets asked when new employees hire in is: When do my benefits kick in? Below is a table to help answer those questions; but, as always: If you need further information or have more detailed questions, it is best to contact our Local Union Benefit Representatives.

What benefits am I eligible for?

When am I eligible?

Health Care:
      * Medical
      * Dental
      * Vision

91st day of employment

Life Insurance
Sickness & Accident
Extended DisabilityLife Insurance

First day of employment
After attaining 1 year of Seniority
After attaining 1 year of Seniority

Personal Savings Plan (PSP):
      * GM Contributions
      * Dental

Monday following 90th day of Employment. Contributions will begin the first pay period following 90 days of employment.

Dependent Care Reimbursement Plan

First day of the first pay period next following the attainment of Seniority

Supplemental Unemployment Benefits (SUB)

After attaining 1 year of Seniority

Profit Sharing

First day of permanent employment

NOTE: In all cases, actual contract language applies. If you have any questions regarding these or other benefits, please visit the Local’s Benefit Representatives at the plant.


In accordance with the provisions of the UAW-GM National Agreement and in order to better understand an employee’s interest in transfer opportunities; to improve the Employee Placement System’s performance; and enhance the process efficiency, the National Parties have agreed to an Employee Placement System “Refresh” (closure) of all open Area Hire, Extended Area Hire and Return to Former Community Employee Placement System Applications effective December 31st of each calendar year.

Employees currently listed on open plant requisitions will not be removed from those lists as a result of this action. They will remain on those requisition lists until the actual requisition is closed.

Employees who currently have an open Area Hire, Extended Area Hire or a Return to Former Community Application who wish to transfer to another plant must enter a new application in the Employee Placement System.

Beginning December 1st, of each calendar year, the Employee Placement System will be available for you to enter your new application. Plant Requisitions processed on or after December 31st will take into account only the new open applications filed on or after December 1st in the Employee Placement System.

Employees who apply will receive job offers in accordance with the provisions of the 2015 National Agreement. Employees will also continue to be allowed to select multiple plants on the same Area Hire, Extended Area Hire, and Return to Former Community Application.

Please note that any time you receive a job offer to another location, whether you choose to accept or decline a job offer, all of your applications on file will be closed. As a result, you will have to enter new applications identifying all the plants you would like to transfer to in the Employee Placement System if you have interest in future transfer opportunities to other plants.

Please contact the UAW Placement Department at 313-324-5000 or the National Employee Placement Center at 586-986-6486 if you have any questions.


Following is the clarification reached between the parties concerning Christmas holiday pay rules for those eligible temporary members.


Temps who are released prior to December 23, 2016, and will not be returning to work after the holidays, will not receive any holiday pay.


Temps who work on December 23, 2016, and return to work on January 3, 2017, will receive payment for all six (6) holidays.


Temps who work on December 23, 2016, and are released with no scheduled return to work date after the holiday, will receive payment for five (5) holidays (December 26, 2016, through December 30, 2016).


Flex/Temps, who normally work on Friday and Monday, and who will work on December 23, 2016, and return to work on their next schedule work day after the holiday, will receive payment for three (3) holidays (December 26, 2016, December 30, 2016, and January 2, 2017).

If you have any questions, please contact your Committeeperson.



            PRESIDENT’S REPORT            
8:00 AM

Greetings to all of you and welcome back! I hope that you enjoyed a festive time off during Thanksgiving with family and friends.


While I was away last week on vacation, apparently, the original agreement with Management, (KEY 4), got changed and the schedule of work was planned to have a half shift of Production for 2nd Shift on Saturday, December 3, 2016, instead of giving the members who asked off and bought a ticket, the entire day off. I want the membership to know that I was not contacted concerning these changes until a member promptly contacted me by text, Friday, telling me what had transpired! Needless to say, I was very disappointed that the GM Management team for Arlington did not even feel that they should have notified the President of the Local union! I do, however, apologize for any inconveniences that this has caused those who purchased tickets in good faith, based upon the original agreement with the GM Management team. The UAW Christmas Party will still be held at the Knights of Columbus Hall located at 2625 S. Cooper Street, Arlington, Texas. The doors will be open at 7:00 PM with dinner served at 7:30 PM followed by music and dancing at 8:00 PM. Prizes will be given away throughout the night based upon your ticket stub. Tickets will still be on sale till the end of business, Thursday, December 1, 2016. Make plans to join us.


We are still looking for those who would like to attend a Parliamentary Procedure class. We are currently gathering a list of those interested in order to fill a class. Please contact the Hall as soon as possible.


The letter of notice to GM Management of the vote of the membership on the overtime plan has been posted on our 276 web-site for all the membership to read. We now have new hires coming into the plant for orientation this week with a new hire orientation scheduled at the Hall this Thursday December 1, 2016. I know that a lot of our members reported rumors of Management saying they would cut 300 jobs if we voted in an overtime plan, but it appears they are hiring, not cutting jobs?????? Hmmmmmm, go figure! Also, it has been reported that Skilled Trades are reportedly being forced to work some eleven (11) hour shifts, not in line with our agreement, and are being forced on Sundays or face discipline. This practice must STOP immediately! No matter what MOU, overtime plan, or otherwise, that we work under, there is no provision for forcing Sundays! IT MUST STOP!




            PRESIDENT’S REPORT            
5:00 PM


As of the writing of this newsletter, GM Management has been given a notice, by letter, officially requesting the implementation of an OVERTIME PLAN of their choice as covered under the National Agreement. The 30-day notice is given in order that they may make the necessary adjustments to scheduling that needs to take place. I will take this time to thank all of the concerned members who went out to vote their choice on this issue.


I would like to encourage all of the membership to please make sure that your latest personal information on file with the Union is up to date and current. A lot of the mailed newsletters were returned undeliverable. This could greatly affect you receiving the information you need to receive. Please stop by or call to give the Hall your proper, latest information. If you do not have your correct address on file with the Union, you will not receive a union card for 2017. Please, be advised that changing your address on “Socrates” does not change it with the Union. That can only be done by calling the Union Hall at 972-647-1282 or stopping by to complete a Change of Address form.


Please stay abreast of the latest news by going to our UAW website online at www. uaw276tx.org if you happen to miss a posting. All Shop Chairperson’s and President’s Reports are placed on the site for all to see along with other important announcements sent to us from time-to-time by the International Union.


The annual UAW Christmas Party will be held on December 3, 2016, for all active and retired members of the UAW to attend. It will be held at the Knights of Columbus Hall in Arlington, Texas. Cost is $20 dollars per person which includes a meal and drink. There will be a cash bar open. The dress code this year can range anywhere from semi-formal to smart casual as we want our guests to come and enjoy themselves. A local DJ will be provided.


Myself, the staff at the Hall, as well as the Executive Board, would like to take this opportunity to say Happy Thanksgiving as we approach that time of the year, again. When I look around me each day and see less fortunate people than myself, a feeling of gratitude runs over me, allowing me to reflect on what my forefathers in the Union fought for me to have. To all of the membership, be blessed and enjoy your time off with your family.



6:15 PM


In keeping with the agreement between the Key 4, each 2nd shift person who buys a ticket to the UAW CHRISTMAS PARTY is reminded that they must fill out a form to request to be off for Saturday, DECEMBER 3, 2016. Simply fill out the form and write: FOR UAW CHRISTMAS PARTY and give to your respective Group Leader. The list of 2nd Shift employees who have bought a ticket will be given to Management this Friday, November 18, 2016, at 5:00 PM; and, it will ensure that the employee will be granted the night off.


Unit 1 (GM), please remember that the polls will open at the UAW union hall at 6:00 AM, Tuesday, November 15, 2016, and the polls will close at 6:00 AM, Wednesday November 16, 2016 - 24 hours to cast your vote on having an OVERTIME PLAN. Vote “YES” if you desire to have an overtime plan or “No” if you want things to stay as they are.



            PRESIDENT’S REPORT            
7:00 AM


Seems like rumors never cease to fly in a manufacturing environment. The new rumors are that if an overtime plan is voted in at this facility that they may shut down a shift and some members of Management have even stated to our members that they would immediately lay off 300 temporary workers. WOW! It doesn’t add up logistically folks. You mean to tell me that Management is really spreading these rumored lies, (and some union Brothers and Sisters, too)? First of all, let me say that it is illegal for Management to engage in the non-solicited intimidation, coercion, and downright bullying of our membership when we, the membership, are engaging in any vote, of contractual implications, that is contained in the National Agreement. [Please see US Code, Title 29, Chapter 7, subchapter II, section 157, subsection 7, and Section 158, section 8 (1) and 8 (2), quote: “It shall be an unfair labor practice for an employer…(1) to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in 157, section 7; (2) to dominate or interfere with the formation or administration of any labor organization…]. So, Management, butt out and quit using these ridiculous practices, because this vote belongs to the working membership of this Local Union! Their right to an informed choice, belongs solely to them, not you! Secondly, we have the proud ownership of the most sought after vehicle in the entire world! Our products do not take back seat to anyone in the industry. A brand new stamping facility has been erected that has the capability of stamping for a lot of different products, a 1.4 billion dollar commitment from the corporation for expansion for capacity, new automation, and the best workforce in America. The demand for our vehicles will continue, and if the production line goes down for even a few minutes, Management comes running, wanting to know why. Does that really sound like a company that can cut one shift or lay off 300 temps? What Management does know is this…a “YES” vote will create more new jobs, (that we will need for the expansion anyway), relieve the Skilled work force (who are forced many Saturdays and Sundays when they wish to be off), and create more overtime for those who wish to work it, while allowing the other members to be off each third Saturday…a “No” vote will keep things the way they are.

As President, I encourage you to make your own informed choice and do not be deceived by those of Management, or your union Brothers and Sisters. Weigh the facts, not the rumors! Please read about the Overtime Plans in the National Agreement found on pages 223 through 233 and make an informed choice for yourself. Don’t let anyone steal your vote!




            PRESIDENT’S REPORT            
4:30 PM


The UAW Local 276 Christmas Party will be held at the Knights of Columbus Hall, 2625 South Cooper Street, Arlington, Texas, on the evening of December 3, 2016, from 7:00 PM to midnight. The cost will be $20 per person this year and will include a catered meal and one drink. Also, there will be a DJ with the music starting at 8:00 PM. There will also be an open cash bar or you may BYOB. The facility will sell you the setup. Prizes will be given away throughout the evening.

The Key-4 have agreed to let those 2nd Shift employees who purchase a ticket to be off for the evening of December 3, 2016, production to attend the party. That list of 2nd Shift employees will be furnished to GM Management on November 18, 2016, (no exceptions), so that Management may plan in advance for those who will be off for the party. So, please, buy your tickets in advance and put in to be off for December 3rd ahead of time. If you buy a ticket after the deadline of November 18, 2016, it will be the luck of the draw to see if you can get excused for that night of December 3rd.


The President is in need of information from the membership concerning past problems you may have encountered in dealing with sick leave, Worker’s Compensation, and coverage by Sedgewick concerning Concentra and Care Now providers. Please contact the President’s office directly in setting up a time when you can come to the Hall and discuss your problems. It is entirely voluntary upon the employee.


There will be a vote on whether or not to have an OVERTIME PLAN at Arlington Assembly on NOVEMBER 15, 2016, at the HALL, located at 2505 W. E. Roberts Street, Grand Prairie, Texas. The polls will be open for twenty-four (24) hours so that you may come and vote at any time during that period. A lot of discussion has been generated about having an OVERTIME PLAN. The choice is simple, if you vote to have an overtime plan, as other truck plants are doing, then vote YES, if not, then vote NO. Plan “A” allows employees to work two (2) Saturdays on and one off. Plan “B” is ten hour shifts with only six (6) non-voluntary Saturdays worked per year. An overtime plan in place will give the employee the opportunity to be off when they apply for the third Saturday off. Under either one of the overtime plans, Sundays are all voluntary, for Production and Skilled. Something to remember, if Management is talking badly about it and not in favor, then it has to be something that benefits the membership!


There will be a sign-up sheet at the Hall for those of the membership who wish to participate in training on Parliamentary Procedure. This includes both units, Aramark and GM, and the training will be done in blocks of 4-hour classes, at the Hall, on your own time. This sign- up sheet will indicate the amount of interest generated by the membership. Once we have enough signed up, we will begin to hold the classes at the Hall.


A hearty thanks goes out to all of those who have worked so diligently in the efforts to get labor friendly candidates elected to office. I have been extremely proud of the way many of our members have spent hours phone banking, block walking, putting up signs, putting up posters and flyers, and all the things that were done on behalf of the labor movement here in Texas.



            PRESIDENT’S REPORT            
4:30 PM

In accordance with the provisions of the UAW-GM National Agreement and in order to better understand employee’s interest in transfer opportunities, improve the Employee Placement Systems performance and enhance process efficiency, the National Parties have agreed to an Employee Placement System “Refresh” (closure) of all open Area Hire, Extended Area Hire and Return to Former Community Employee Placement System Applications effective December 31st, of each calendar year.

Employees currently listed on open plant requisitions will not be removed from those list as a result of this action. They will remain on those requisition list until the actual requisition is closed.

Employees who currently have an open Area Hire, Extended Area Hire or a Return to Former Community Application who wish to transfer to another plant must enter a new application in the Employee Placement System.

Beginning December 1st, of each calendar year, the Employee Placement System will be available for you to enter your new application. Plant Requisitions processed on or after December 31st will take into account only the new open applications filed on or after December 1st in the Employee Placement System.

Employees who apply will receive jobs offers in accordance with the provisions of the 2015 National Agreement. Employees will also continue to be allowed to select multiple plants on the same Area Hire, Extended Area Hire and Return to Former Community Application.

Please note that any time you receive a job offer to another location, whether you choose to accept or decline a job offer, all of your applications on file will be closed. As a result you will have to enter new applications identifying all the plants you would like to transfer to in the Employee Placement System if you have interest in future transfer opportunities to other plants.

Please contact the UAW Placement Department at (313) 324-5000 or National Employee Placement Center at (586) 986-6486 if you have any questions.



            UNIT 1 (GM) CHAIRPERSON’S REPORT            
3:45 PM

Unit 1 (GM) Local 276 members, please check the boxes for the Unit 1 (GM) Chairperson's Report dated 10/31/16 for the latest information on the Local 276 GM negotiations.



            PRESIDENT’S REPORT            
6:30 AM

Greetings from the President’s office. After the last union newsletter announcing the vote on an overtime plan here at Arlington Assembly, I have received many questions from the membership concerning different facets of the Memorandum of Understanding of Overtime that is contained in the National Agreement pages 223-233. The following is a list of questions that have been asked and the answers to those questions.


Do we currently have an overtime plan and why not if other locals have them?



No, currently, we do not have an overtime plan. The membership here at UAW Local 276 has taken overtime plan votes in the past; however, the membership has not approved having an overtime plan; whereas, other local unions have voted in favor of working from an overtime plan.






You said in your newsletter that other locals have overtime plans. Which locals and can you be more specific?



Almost all locals operate from an overtime plan; and, since we are a truck plant, I can specify that Ft. Wayne Assembly and the Wentzville Assembly (also truck plants) both operate on overtime Plan A. A phone call is all it takes to verify it.






What is the difference between Plan A and Plan B?



I like to think of the two as the “9-hour plan” and the “10-hour plan”. Plan A only allows the company to work you an amount of up to nine (9) hours if need be, with two (2) Saturdays on and the third Saturday off, and all Sundays voluntary, Production and Skilled, page 224. In Plan B, the company may work the employee up to 10 hours if need be, with Saturdays and Sundays being voluntary for Production and Skilled. Management may designate up to six (6) Saturdays as non-voluntary overtime work days. All other Saturdays are voluntary and all employees must follow the guidelines to decline any other Saturday during such model year. Please read page 225 of the agreement.






What is the advantage of having an overtime plan?



That’s an easy one: more respite time for our bodies and time with our families! Imagine having the chance to have every third Saturday and Sunday off to rest and spend time with your loved ones. The overtime plans were negotiated into the National Agreement for such reasons, so that our membership does not get worn down and hurt due to excessive overtime.






If the overtime plan is voted in, how do we notify Management that we intend to be off? Won’t that cause a huge paper shuffle?



I cannot answer that question for Arlington Management. But what I do know is that the other truck plants are using a simple log-in for Saturday overtime on the Socrates website! It is already built into the GM Socrates website. The Wentzville plant uses it quite efficiently. Here’s how: Go to Socrates and login your GMID and password. Once there, go to the right of the page under Quick Links and click on HCC (Hourly Communication Channel). Once you click on the HCC Home Page, it will direct you to a page with all your personal profile information. Once there, the Wentzville users, click on a link for Production manpower Saturdays and log in the Saturday they wish to be off. Be of mind though, that it must be done following the guidelines of the Overtime Plan A or B. Those of us here in Arlington have the same profile page that can be found on the Socrates website, only we do not have the link for manpower on Saturdays because we do not yet have an overtime plan. Try it out and see for yourself!



Why do you think that the Arlington Assembly would choose Plan A as you said in your newsletter?



That’s easy to answer. Didn’t you see the JD Power Award that we just received here for this plant? These trucks are tops in the industry! There is a huge demand for our product and that is why we are running the line 24 hours a day, 6 days a week. Therefore, the company needs to run as much as possible; thus, Plan A, which gives them the ability to run 3 continuous shifts, 6 days per week.



Will I be able to work on the third Saturday if they ask me?



Well, of course you can! In fact, those who desire large amounts of overtime, will get more (Production and Skilled); but, those who desire to be off on that open Saturday, can still be off, with proper notice to Management. If need be, some Sundays may be even scheduled for Production. That will be Management’s call.


I hope the previous questions have helped the membership and I will address others as they come to my attention. Be safe working out in the Shop. God bless each of you.




            PRESIDENT’S REPORT            
5:30 PM

If you need information about where to vote or what documents to take to the polls for the federal and state elections, please go to: teamrv-mvp.sos.texas.gov



            PRESIDENT’S REPORT            
11:15 AM

Greetings from the office of the President. At our monthly membership meeting held on October 9, 2016, the membership overwhelmingly approved a motion to hold a vote for acceptance of an Overtime Plan as described in the National Agreement. We are currently setting things up in order to have this vote by the membership. The vote will be taken on November 15, 2016, and voting will be held for 24 hours at the Hall.

The OVERTIME PLANS that are listed in the National Agreement are located on pages 223-233 of the new National Agreements (big black book) that you recently received from your Committeeperson. Within these 10 short pages of reading, contains the layout and language governing what each plant deems as their mode of overtime rules that the Management selects each model year (paragraph 3, page 223). The plans are called “PLAN A” and “PLAN B”. Both “PLANS” outline the specifics that will be followed dealing with items such as Daily Overtime, Saturday Overtime and Sunday Overtime. Both Overtime Plans are adoptive to the Skilled Trades as well. GM Plants all over the country use PLAN A or PLAN B as the instrument in running its overtime operations.

As you read through the language on the OVERTIME PLANS contained in the National Agreement, keep in mind that plants that have a hot product, as we do here in Arlington, usually pick “PLAN A”, which in essence runs (3) eight hour shifts, and gives the corporation the right to work the employee (2) Saturdays on and then (1) Saturday off. It does not preclude or prevent management from running the open Saturday, but they do have to solicit and ask for “volunteers” to work that specific Saturday. What that means to the employee is simply this……..if you want to be off for the open Saturday, then you can be……….and for those who wish to work, you can, which increases your opportunity to gain even more overtime, if you wish to have it! Also, included in both PLANS A and B are provisions for Sunday overtime. In both “PLAN A” and “PLAN B”, Sunday overtime is strictly voluntary. Many plants in North America who need to run 24 hours around the clock are already operating on “PLAN A”. PLAN B normally is applied to those plants whose need to run is not as great as those who have operations that need to run more hours. Whether PLAN A or PLAN B is used at any plant, the Memorandum of Understanding on Overtime is structured with the corporation and the employee in mind. It gives the corporation the flexibility it needs to run, while also protecting the rights of the employees to be off whenever they need to be off. Both national parties, the Union and GM, have both signed off on this critical piece of contract language. The employee’s choice is simple ……….. choose to be on an overtime plan (vote YES) or not to be on an overtime plan, (vote NO). THE CHOICE IS YOURS!



            PRESIDENT’S REPORT            
12:45 PM

GM has announced the performance bonus payment will be paid the week ending October 16, 2016, not October 23rd as was previously reported. Therefore, you will see the payout on your check October 14, 2016. As a result, all changes to the PSP must be made before 8:00 PM Eastern Time on October 7, 2016, which is different than was presented last week.



            PRESIDENT’S REPORT            

12:45 PM


General Motors and the UAW have approved an extension of the enhanced compensation and benefit provisions for employees in reserve components of the Armed Forces called to special active duty as a result of the incidents occurring on September 11, 2001. They are effective immediately.

Pay, minus applicable reductions, will be extended to cover time a UAW GM member spends on special active duty through September 30, 2017. In addition, eligibility and participation in certain benefit coverages, e.g., Health Care and Basic Life Insurance, will be allowed during this same time period on the same basis as if you were actively at work.

Each member who is on a military leave of absence or will be on military leave of absence due to call-up related to the tragic incidents occurring on September 11, 2001, should contact your local Human Resources representative as soon as possible to clarify the handling of pay and benefit matters.

If you are currently on or are called to Special Active Duty, these provisions are very important to you.

Please contact your union representative if you have questions or need clarification.



            PRESIDENT’S REPORT            
2:45 PM

International UAW Vice President and Director of the GM Department Cindy Estrada notified us that the following information will be posted to the UAW-GM Talks page later today:

“The Performance/Quality Bonus Payments will be paid on October 21, 2016. Unlike Profit Sharing, there is not a separate election to defer a portion of this bonus into the Personal Savings Plan (PSP); this bonus will have the same PSP deferral as your normal weekly wages.

Consider saving just a little bit more for retirement. Log into your PSP account at www.gmbenefits.com



            UNIT 1 (GM) CHAIRPERSON’S REPORT            
1:30 PM


GM has notified the UAW-GM Department that it is changing vendors for pay card processing from Citibank cards to ADP Aline cards. This is merely a vendor change. Our members who are currently enrolled in the Citibank pay card for your net pay will receive new cards in July and should experience no change in how you use the new card or how the new card works.

Please note that
any remaining balance that you may have on your Citibank pay card will not be transferred to the new ADP Aline card. You will continue to have access to your Citibank pay card funds until the card reaches a zero balance.

Beginning July 1, 2016, GM began sending a “Frequently Asked Questions” (FAQ) document to existing pay card holders via the United States Postal Service to your address of record with GM.

Beginning the week of July 25, 2016, GM will begin mailing the new pay cards to existing pay card holders, along with a “Welcome Kit”. The plant will display posters to help explain the transition. Be sure to look for them.

GM’s timeline for the vendor change began the week of June 6, 2016, and will continue as follows:

      06/06/16 – Widespread communication about the ADP Aline card
      06/13/16 – Notification to Plant Instant Issue contacts
      07/01/16 – 1st mailing to Citi pay card holders announcing the transition
      07/15/16 – Go Live with instant issue pay cards
      07/25/16 – Begin mailing permanent ADP pay cards and “Welcome Kits” to your home address
      08/01/16 – 2nd mailing to Citi pay card holders announcing the transition and requesting that you please notify GM if you have not received your new card
      08/08/16 – Post communication on the Hourly Communication Channel
      08/12/16 – Go Live with new ADP permanent pay cards


Following the ratification of the 2015 UAW/GM National Agreement, the International UAW began implementation of the Appendix A Special Transfer Process (commonly known as “Go Home”). The “Go Home” process was designed to create opportunities for our members who were displaced from their home locations, through no fault of their own, due to the catastrophic events surrounding the General Motors bankruptcy.

There were 1,179 eligible members who received a survey to express interest in the “Go Home” process. Of those surveyed, 489 members responded and, as of today, 481 job offers to “Go Home” have been extended to shoe members. Of the 481 job offers made, 355 were accepted and 126 members declined the offer.

The UAW/GM Department staff will continue to work with the Company to follow the provisions of Appendix A when locations submit requisitions for manpower.


Below are the results of the Skilled Trade Survey letters that were mailed out nationally earlier this year.

      • 533 employees received a survey
      • 259 responded to the survey of which six (6) indicated they wanted to remain in Production
      • To-date, six (6) offers have been made and four (4) have accepted those offers

The UAW/GM Department has made it a priority to return displaced members, as a result of a plant closing or idling, back to their former area when they are eligible to apply to do so. As this effort pertains to Skilled Trades, we have realized some success but we still have work to do.

General Motors continues to have Skilled Trades vacancies at many of the UAW/GM locations. Not only is there an immediate need to fill attrition and the “Required to Run” requirements at these locations but also the need to back fill members who desire a transfer. In some areas, there remains available Skilled Tradespersons working Production who can be placed to fill these openings; but, in many others, the company is having difficulty filling these openings.

In addition to following Appendix A of the UAW/GM National Agreement and placing Journeypersons in Training, the UAW/GM Department has had some success in getting the company to allow Skilled Trade members to transfer into these openings when there is no backfill available by hiring a qualified new hire replacement.

Unfortunately, in some of the locations, there are no available back fills through Appendix A or qualified new hires. The company has tested candidates in many of these areas but have yet to yield enough qualified applicants to honor transfer requests. The UAW continues to have extensive discussions on this problem and look for any possible solutions to fill this immediate need for qualified Electricians at all of the sites.

Again, the UAW is continuing to do all it can to get members an opportunity to return home as soon as possible.


The 2015 UAW/GM National Agreements have been printed and shipped. Your Unit 1 (GM) Committeepersons will be handing them out shortly. Each member is entitled to one (1) contract book. When ordering the contracts, we only order for the number of members we have.


Due to the numerous issues we have had with our current supplier of safety eyeglasses and a recent incident involving one of our employees, we are switching to a new local provider as of Monday, 6/13/16. Any existing orders from the old supplier (Eastchase) are to be completed and sent to us directly for distribution. Fortney is also still looking to sign-up several other vendors in the near future. Our new local supplier is: Vision Palace, 3751 Matlock Road, Arlington, Texas 76015 (817) 375-9000. The hours are Monday – Friday (10:00 AM – 6:00 PM); and Saturday (11:00 AM – 3:00 PM).


A total of 1,150 Apprenticeship Candidates were tested nationally through June 20, 2016, with the testing being held in Arlington, Lansing, Flint, Metro Detroit, and Wentzville. Testing at Spring Hill, Toledo, and Westchester started on June 23, 2016. Testing at the larger locations is yet to be conducted.

There were 301 candidates who were no shows at the test locations. A no-show indicates that the candidate did schedule a test session when an e-mail was received and failed to show for a test session that was self-scheduled. A no-show counts as a “0” and uses up one of their two available testing opportunities.

CCA testing locations will be at Charlotte, Denver, Hudson, Jackson, Memphis, and Reno with a total of 21 applicants spread out among those locations.



      • Be honest about who you are
      • Be clear that the views you are expressing are your own
      • Use good judgement about what you share and how you share
      • Treat everyone with respect
      • Be aware that your online communications travel fast, remain forever and are usually not “private
      • Be mindful of copyright infringement laws, intellectual property laws, and trademark laws when quoting others or sharing information on social media
      • Know that other GM policies apply to social media


      • Disclose any GM confidential or proprietary business information through the use of social media
      • Speak on behalf of GM unless you are an authorized GM spokesperson or subject matter expert
      • Speak about GM using a false identity
      • Post rumors or any information that you suspect to be false about GM, other employees, customers, suppliers or competitors
      • Include any misleading information about GM
      • Incorporate GM’s logos, trademarks, or other copyrighted GM assets in your posts

For complete social media policy details, go to


Your Shop Committee and I are holding steadfast on demands of significant importance to our membership with respect to jobs, posting for jobs, protecting the seniority rights to a job and other demands worthy of fighting for. We want to make sure that we don’t rush to settle these final few just to hurry and get a tentative agreement quickly. We are doing all we can to reach a settlement that will be beneficial to our members. To accomplish such a settlement, it does take time. As such, we all want to thank each and every one of you for your patience and understanding. This has not been an easy task but it has been one that we have proudly taken on for our members. We hope to have a tentative agreement in the near future and will publish the highlights prior to the ratification meeting. Remember: The Unit 1 (GM) Local Agreement pertains specifically to your jobs at the Arlington plant as well as your working conditions; bid processes; lunches; breaks; start and stop times; health and safety; and ergonomics – just to name a few items. To benefit one, we must all stand together to benefit the many. There are approximately 17 other locals that also do not have a local agreement.


If you have not returned your provide proof of eligibility for your dependents, it must be received by GM on or before July 18, 2016. Failure to return the documentation by July 18, 2016, will automatically result in your dependents, if applicable, being removed from your account and coverage.




            UNIT 1 (GM) CHAIRPERSON’S REPORT            
8:30 AM


When Management representatives look across the bargaining table, they need to know they are dealing with the entire membership, not just the negotiating team. So, please, stand in solidarity with your Local Union to show that we do have unity when it comes to achieving a better contract for us all. Our strength is in our numbers and remaining united. Please, be assured that the Bargaining Committee is working diligently to get the best possible local contract and to fulfill the contract resolutions that you, the membership, submitted.

After talking with other Union Brothers and Sisters from other locals, it has become apparent that they are facing similar situations in their plants and at their locals. Currently, we know of only three locals that have contracts, leaving the overwhelming majority of locals without a Local Agreement. We would all like to have a Local Agreement as soon as possible but we are trying to ensure the members have the best possible contract versus a quick contract.

Some of our members are under the impression that we have no Local Agreement. That is incorrect. When the Local Agreement expired, it was extended until we reach an agreement on a new one. We are down to the last few demands and are working diligently to get those resolved. We want to get the best we can for you and are working to that end. Please be patient.

In Solidarity Your Unit 1 (GM) Shop Committee



            UNIT 1 (GM) CHAIRPERSON’S REPORT            
1:00 PM


To all our new members who have come into the plant over the past several weeks, we would like to welcome you to the UAW Local 276 family. We hope to make your transition to assembly life as fluid as possible; and, to do that we ask that, if you have questions about your job, you contact your Union Committeeperson; if you have questions about benefits, you contact your Union Benefit Representative; and, if you have questions about the Union itself, you contact the Union Hall at 972-647-1282. We are all here to help you.

By the way, happy St. Patrick’s Day.


Local 276 has been notified of a great program that will be instituted in the near future that our members will be able to take advantage of. As a result of the 2015 National Negotiations, the Apprenticeship process will be opening for applications from seniority employees. For those who may not understand what is meant by Apprenticeship – it’s the training and education a person receives to become a Journeyperson in Skilled Trades. If learning to become a Skilled Tradesperson is something that you might like to do, then you will need to log on to generalmotors-skilledtrades.appone.com to apply. This is the only means by which you can apply. Anyone who has not created an online profile will NOT be given an interview appointment. Candidates who have successfully passed the exam after 2008 will be contacted and instructed to complete an online profile so that they will not miss their opportunity to interview. If you have questions, please contact the UAW-GM Joint Task Team via e-mail at apprenticeship@uaw-gm.org


      * Every seniority candidate who has taken the Apprenticeship test and achieved a passing score MUST go online and complete the application and orientation process.

      * Without the creation of the online profile through the orientation process, the DDI system will have no means of establishing contact with the candidate to schedule interviews or notify of apprenticeship placement.

      * Seniority candidates with a passing score will be required to complete the newly established interview process.

           * This will include those who have previously interviewed and have not yet been placed.

           * The new interview will establish the best fit for the candidate (Electrical, Mechanical, or Engineering/Die Maker) and eliminate the three choices of Trade used previously.

           * A pre-established number of interviews will be conducted based on the number of available Apprenticeship openings.

           * Candidates previously interviewed may not be interviewed again until the available pool of potential Apprentices is reduced to a level agreed to by the National Parties.

                     * Candidates with the highest written test scores are to be interviewed first in descending order. Seniority will be used as a tie-breaker.

                     * Additional interviews will be scheduled as the available pool of candidates is reduced to the agreed to level.

      * Seniority candidates who did not achieve the nominal passing score and have only one test on the file post, 8/1/2008, may complete the online orientation and application and retake the Apprenticeship test.

      * All written test scores will carry over (if tested after 8/1/2008). Interview scores will be redone for the purposes of consistency and integrity of the selection process.

      * Non-seniority employees (Temps/Flex) who have a GMIN and GMID will likely be able to get into the system and complete the application process, even though they are not eligible.

           * Non-seniority candidates will be identified even if they do get through and complete the application and orientation process. DDI and the company will work together on this. These applicants will not receive an email of notification of a test date and location.

           * Once/if, we need to go to external candidates, or if the candidate is moved to permanents status, the orientation profile can then be used. We will have to notify DDI of any who are moved from Temp to permanent status and have also created a profile.

      * To ask questions, potential candidates are directed to go to apprenticeship@uaw-gm.org.

When people ask why they are paying dues, remember that this is another one of your Union negotiated benefits.



3:30 PM


To apply for the Apprenticeship Program at GM Arlington, please do the following:

To be eligible for consideration, you must complete your application by midnight, Friday, April 15, 2016. NO applications will be considered after that date.

To submit your application, go to: generalmotors-skilledtrades.appone.com

Anyone who has not created an online profile, will not be given an interview appointment.



            UNIT 1 (GM) CHAIRPERSON’S REPORT            
6:15 PM


The profit sharing this year will be $11,000 for eligible employees who had 1,850 compensated hours at the end of 2015 – spread the word. The potential for a strike at our plant was a key factor in receiving 100%. GM tried to give us 50%. Your contributions and commitment during the past year helped GM achieve excellent business results for 2015. Through your combined efforts GM won many awards. Congratulations for your contributions to GM’s strong performance in 2015. We can now set our sights on making 2016 even better. Great job everyone.

The calculation is determined by dividing an employee’s compensated hours by 1,850 and multiplying the result by maximum profit sharing amount payable for the plan year. The example below assumes a maximum Profit Sharing amount of $11,000. The Profit Sharing will be paid on Friday, February 26, 2016, and in accordance with the UAW/GM National Agreement.





















$ 8,910







$ 5,940







$ 2,970







$ 1,540


In addition to employees who are on the active roll at the end of the year, it will also be paid to:

      * Eligible employees as set out in the UAW/GM National Agreement on layoff or eligible leave of absence, including eligible sick leave at the end of the plan year

      * Eligible employees as set out in the UAW/GM National Agreement who retired during the plan year

      * The designated beneficiary of an eligible employee as set out in the UAW/GM National Agreement who died during the plan year



      * Employees who terminated employment during the plan year for any reason other than death or qualified retirement or any person who voluntarily terminated their employment



Eligible employees who receive less than $11,000 will receive a statement showing the prorated calculation of their profit sharing amount.



The amount of federal withholding tax withheld from an eligible employee’s profit sharing will be based on the W-4 that GM currently has on file for the eligible employee at the time the payment is made.




            UNIT 1 (GM) CHAIRPERSON’S REPORT            
6:15 PM

It has come to our attention that there is some confusion about the vote that will be taken January 7 – 8, 2016, regarding an overtime plan. As clarification and to answer the questions we have been asked about this vote, the following is provided.

The wording on the ballot will be:

“Please place one (1) check-mark by your choice.

“Do you want an Overtime Plan?
____ Yes
____ No”

Since the opening of the Arlington Assembly Plant in Arlington, Texas, the hourly employees have not operated under an Overtime Plan. For a facility that operates without an Overtime Plan to be able to establish an Overtime Plan, a vote by the membership must be taken as set out in the National Agreement. If the membership votes to establish an Overtime Plan, the Union will then notify Management that the membership voted to establish an Overtime Plan as set out in the National Agreement. At that point, Management will select either overtime Plan A or overtime Plan B – it is Management’s choice which to choose.

If the membership votes not to operate under an Overtime Plan, then there will be no change pertaining to how an employee can be excused from work.

Because we already know how time off works now without an Overtime Plan, the provisions to be excused under each plan are stated below [Plan A as stated on pages 234 – 235 and 236 paragraph 8.]:


“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 provided (a) the employee shall have notified Management in accordance with Paragraph 8, and (b) the employee has not been absent for any reason (excluding absences for which pay is received under Paragraphs [194], [203], [218] and [218b]) on any day during the week preceding the Saturday. Absences excluded under Paragraph (194) must be excused. For purposes of this Paragraph, Saturday work shall not include hours worked on Saturday by employees regularly scheduled to work Saturday or any portion thereof as the normal fifth day worked such as (i) an employee whose shift starts Friday and continues into Saturday, or (ii) an employee who is assigned to work on No. 1 Shift (Midnight) operations regularly scheduled to start with the No. 1 Shift (Midnight) Tuesday.

“3.       Sunday Overtime
         “Except as otherwise provided in this Memorandum of Understanding, overtime work on Sundays shall be voluntary and employees may decline to work Sunday; provided that (a) the employee shall have notified Management in accordance with Paragraph 8, and (b) the employee has not been absent for any reason (excluding absences for which pay is received under Paragraphs [194], [203], [218] and [218b]) on any day during the week preceding such Sunday, except for a Saturday which employee declined to work pursuant to Paragraph 2 above. Absences excluded under Paragraph (194) must be excused. For purposes of this Paragraph, Sunday work shall not include those hours worked on Sunday which are part of an employee’s normal five-day work week (Sunday P.M. through Friday A.M.)

“8.       Notice
         “With respect to all voluntary hours provided for in this Memorandum of Understanding in a given week, the employee may decline to work such hours if the employee notifies the employee’s supervisor on a form to be provided by Management before the end of the shift on the preceding Wednesday provided the employee has been notified of the overtime schedules for such week not later than the preceding day. If the employee is not so notified, the employee shall give such notice to the employee’s supervisor before the end of the shift following the day of such notice, provided that if the employee is not so notified until the week in which the overtime is scheduled, the employee shall give such notice by the end of the shift in which the employee receives such notice from Management.”


“4.       Daily Overtime
         “Daily hours in excess of ten (10) hours worked per shift and Saturday hours in excess of eight (8) hours per shift shall be voluntary, except as otherwise provided in this Memorandum of Understanding.

“5.       Saturday Overtime
         “Management shall have the right to designate, during a model year period, beginning at the completion of the model launch exemption period stated in Paragraph 10 below, and ending two weeks preceding the announced model build-out, six Saturdays as non-voluntary overtime work days. All other Saturdays are voluntary, except as otherwise provided in this Memorandum of Understanding, and employees may decline to work any other Saturday during such model year, provided (a) they shall have notified Management in accordance with Paragraph 8, and (b) they have not been absent for any reason on any day during the week preceding any Saturday which they elect not to work (excluding absences for which pay is received under Paragraphs [194], [203], [218] and [218b]). Absences excluded under Paragraph (194) must be excused.

“6.       Sunday Overtime
         “The provisions of Paragraph 3 shall apply.

“7.       This Memorandum of Understanding shall not apply to employees working on what are normally classified as seven (7) day operations. The International Union may bring to the attention of the Corporation any overtime problems connected with employees on such operations.

“8.       Notice
         “With respect to all voluntary hours provided for in this Memorandum of Understanding in a given week, the employee may decline to work such hours if the employee notifies the employee’s supervisor on a form to be provided by Management before the end of the shift on the preceding Wednesday provided the employee has been notified of the overtime schedules for such week not later than the preceding day. If the employee is not so notified, the employee shall give such notice to the employee’s supervisor before the end of the shift following the day of such notice, provided that if the employee is not so notified until the week in which the overtime is scheduled, the employee shall give such notice by the end of the shift in which the employee receives such notice from Management.”

Please note: There are additional paragraphs that can impact either of the above Overtime Plans listed in the National Agreement on pages 236-243, which we suggest that you read to further understand these options.

We would also like to point out that the International Union was able to get GM Management to hire an additional 350 Flex/Temporary employees to work on Saturdays to allow more people to get time off without being under an Overtime Plan. As a condition of their employment, they have agreed that they can also work on additional days or during additional hours as need to allow our members more time off – these days and hours are in added to their regularly scheduled work days. We would like to acknowledge that the Flex/Temporary employees have been a big asset where vacations and other types of time off are concerned; and, we thank each and every one of them. More concisely:

      * The National Parties will review anticipated production volumes and the application of provisions regarding schedules and overtime – the level of traditional employee requests for Saturday time off will also be reviewed on a quarterly basis and any necessary modifications will be made by mutual agreement – this will include unders and overs, when necessary to get employees more Saturdays off

      * 350 Flex employees hired to support the 6-day operating schedule

      * 95+% of employees requesting Saturdays off under the jointly developed process are approved.

      * Employees taking time off on Saturdays under the jointly developed process are not required to utilize contractual days such as VP or VR

      * Additional opportunities for employees to utilize vacation throughout the week when Flex employees are available to cover the assigned job

      * Another factor to consider with an Overtime Plan is that the scheduled Saturdays off would be at regulated intervals – not by choice and the vacation percentage would be limited to seven percent (7%)

      * For those employees who like overtime, there is additional money

Again: The vote will be: “Yes” (To go to an Overtime Plan) or “No” (Not to go to an Overtime Plan – to remain as we operate now).

On behalf of the entire Bargaining Committee, welcome back. We hope you enjoyed your time off during the holidays.



            PRESIDENT’S REPORT            
9:45 AM

At the UNIT 1 (GM) membership meeting held at the Union Hall this past Sunday, December 13, 2015, a motion was passed to direct the Local union leadership to schedule and hold a vote for an Overtime Plan as contained in the National Agreement.

Therefore, it is incumbent upon me as your President, to hold a period of voting for the entire UNIT 1 (GM)membership to see whether or not the membership would elect to go to an Overtime Plan that is contained in the National Agreement, pages 233 through 243. The Plans that are outlined within these pages are “Plan A” and “Plan B”. Each member should read this section of the National Agreement to become well acquainted with the provisions of each plan described before casting your vote. The vote will either be a “Yes” or “No” type format and the voting will be by secret ballot.

The voting will be done over a 24 hour period beginning at 6:00 AM Thursday, January 7, 2016, and ending 6:00 AM Friday, January 8, 2016. Once the votes have been tallied and counted, the results will be posted at the plant and at the Hall.

I would like to encourage each member to do their due diligence in reading the aforementioned sections of the National Agreement in order to cast an informed vote choice.



            PRESIDENT’S REPORT            
4:00 PM

At the membership meeting held at the Union Hall this past Sunday, December 13, 2015, a motion was passed to direct the Local union leadership to schedule and hold a vote for an Overtime Plan as contained in the National Agreement.

Therefore, it is incumbent upon me as your President, to hold a period of voting for the entire membership to see whether or not the membership would elect to go to an Overtime Plan that is contained in the National Agreement, pages 233 through 243. The Plans that are outlined within these pages are “Plan A” and “Plan B”. Each member should read this section of the National Agreement to become well acquainted with the provisions of each plan described before casting your vote. The vote will either be a “Yes” or “No” type format and the voting will be by secret ballot.

The voting will be done over a 24 hour period beginning at 6:00 AM Thursday, January 7, 2016, and ending 6:00 AM Friday, January 8, 2016. Once the votes have been tallied and counted, the results will be posted at the plant and at the Hall.

I would like to encourage each member to do their due diligence in reading the aforementioned sections of the National Agreement in order to cast an informed vote choice.



            UNIT 1 (GM) CHAIRPERSON & PRESIDENT’S REPORT            
1:30 PM


In order to participate in the Special Attrition Program (SAP), employees must be eligible for one of the retirement options listed below by December 31, 2015.

Normal or Early Voluntary Retirement:

Normal Retirement
      * Age 65

Normal or Early Voluntary Retirement
      * 30 plus years credited service
      * 60 years of age with 10 years credited service
      * 85 points (age plus credited service = 85)

Informational meetings will be held for employees regarding the 2015 SAP Program. The meetings will be held in the People Center on the following dates and times:

Tuesday – December 8, 2015


6:30 AM


Third shift

Tuesday – December 8, 2015


1:00 PM


Second shift

Tuesday – December 8, 2015


2:30 PM


First shift






Tuesday – December 9, 2015


6:30 AM


Third shift

Tuesday – December 9, 2015


1:00 PM


Second shift

Tuesday – December 9, 2015


2:30 PM


First shift

Employees who have an interest in the SAP Program should plan to attend one of these meetings. Employees will not be paid for attendance at the meeting. Spouses and/or significant others can attend these meetings. They must enter the Plant through the main entrance, review the safety video (allow 8-10 minutes to view the required safety video), follow the Safety Protocol (must have closed toed shoes), and be escorted while in the facility.



            UNIT 1 (GM) CHAIRPERSON & PRESIDENT’S REPORT            


9:45 AM

Following is the information we received from Director and Vice President of the GM Department Cindy Estrada pertaining to payments and dates for the 2015 UAW/GM National Agreement:


“The wage increase will be processed into the employee’s pay effective November 23, 2015, and payable in the employee’s paycheck received on December 4, 2015.”


“Lump sums will be added to the employee’s additional pay with an effective date of November 23, 2015. Employees will likewise receive the payment in their check also on December 4, 2015.”


“Based on the time of the year that this will be occurring with year-end processing, holiday pay, and other activities with the payroll function, GM will not be able to pay the retro lump sums until the 2nd or 3rd pay period in 2016.”


“The process to load the payment to employee’s paycheck will be performed during the week of November 30, 2015, and payable in the check received by the employee on December 11, 2015.”


“The $500 payment will be issued as a check which will be printed and mailed beginning December 15, 2015.

“Payments will be made to Retirees who retired on or before October 1, 2015.

“This includes UAW Retirees who were divested to another company and who receive part of their pension benefits from the GM Hourly Pension Plan and part from the other company’s pension plan. This includes UAW-Delphi Retirees who are receiving only Uplift or Top-Up benefits from the GM Hourly Pension Plan.

“No overpayment collections will be applied against the $500 payment and no taxes will be deducted from the payment.”



            FROM THE PRESIDENT            
5:15 PM

2015 National Agreement Ratification

The General Motors Company was notified on November 20, 2015, that the National Agreement has been ratified.

The effective date of the new Agreement will be Monday, November 23, 2015.



            UNIT 1 (GM) CHAIRPERSON’S REPORT            

10:35 AM


In answer to the many questions we have been receiving about the status of the ratification of the 2015 UAW/GM National Agreement, UAW Vice President Cindy Estrada has provided us with the following information:


“While the majority of the entire UAW/GM membership voted in favor of the tentative agreement by a 55.4 percent to 44.6 percent margin, the skilled trades membership voted against ratification.



“Meetings have been held during the last week with the UAW skilled trades membership at each GM work site in order to determine the issues for their rejection of the tentative agreement. These issues were then presented to the UAW-GM and UAW National Skilled Trades Departments for review.



“As a result of the IEB meeting, it has been determined, with my recommendation, that further discussion with the Company was needed to clarify and address these issues.



“We continue to meet with the Company [and are meeting with the Sub-Councils on 11/20/15] and will keep you updated as we work through the process. I realize this has been a long and difficult process but it is important we address these important issues raised by the skilled trades. The strength of our Union is our process and the solidarity we exercise with our brothers and sisters who work in the trades.”


The President and I are in Detroit for the Sub-Council Meetings today, November 20, 2015 – the new extension deadline – to determine where the National Ratification stands and how to address the concerns of the Skilled Trades. As you know, both the skilled trades and production workers must approve the National Agreement separately for ratification - 59.5 percent of GM skilled trades workers rejected the Tentative Agreement.

As was noted by the International UAW, a review of the concerns of the Skilled Trades workers determined that they had issues pertaining to local contract agreements, reclassification of trades, numbers of apprentices and the absence of cost of living increases and buyouts. Additionally, Skilled Trades workers are concerned about re-classifications that could require them to perform multiple jobs, leading to issues with safety as well as the potential loss of seniority or shift preferences.

As noted in Article 19, section 3 of the International UAW Constitution:




“Upon application to and approval of the International Executive Board, a ratification procedure may be adopted wherein apprenticeble (sic) skilled trades and related worker (sic), production workers, office workers, engineers, and technicians would vote separately on contractual matters common to all and, in the same vote on those matters which relate exclusively to their group.



“Before contract or supplemental demands affecting skilled workers are submitted to the employer, they shall be submitted to the Skilled Trades Department in order to effectuate an industry-wide standardization of agreements on wages, hours, apprenticeship programs, journeyman standards and working conditions.”


The International Negotiating Teams as well as the International Executive Board are both working as diligently as possible to address concerns of all UAW/GM members. Even though this particular contract seems to be taking a great deal of time, we should all remember that protecting our jobs, our wages, our benefits, our health, and our safety is not something that can be accomplished swiftly or overnight. Taking the time to address everything to make sure it is correct with nothing overlooked is in our best interests. Therefore, we ask that everyone be patient and trust in our International leaders.



            FROM THE PRESIDENT)            
3:50 PM


Due to severe weather conditions predicted for this weekend's Making Strides Against Breast Cancer of North Texas, and in an effort to ensure the safety of our participants, the decision was made to postpone the event to November 22, 2015.

The decisin was made at the recommendation of the University of Texas at Arlington campus police. We will now bring "Hope for the Holidays" on the afternoon of Sunday, November 22, 2015, - same location (UTA) and same route. More details to come, so stay tuned!

Thanks in advance for your understanding, and for your commitment to finishing the fight against breast cancer.



            FROM THE PRESIDENT FOR UNIT 1 (GM)            
10:30 AM


Per the National Agreement, Tuesday, November 3, 2015, is a scheduled work day - IT IS NOT A HOLIDAY; YOU MUST REPORT TO WORK ON TUESDAY, NOVEMBER 3, 2015. We are only off on the first Tuesday of November in a Presidential or major election year.


Beginning Sunday, November 1, 2015, the cafeteria located between Paint and Trim will open at 6:00 AM instead of 8:00 AM to accommodate 3rd Shift employees. This is being done on a trial basis to see if there will be enough support for the change.


The International UAW has given the following announcement on the FCA contract ratification:

"The members have voted to ratify a new four-year collective bargaining agreement with FCA by a 77% majoritiy."

For more detailed information on the FCA ratification please go to the International UAW website at www.uaw.org



4:30 PM

As per the directive of the National Parties, the November 16, 2015, date as it appears on the GM calendar shall be moved to the 25th day of November as a celebrated paid holiday for Veterans’ Day. The Unit 1 (GM) Shop Chairperson and the President signed into an agreement, as part of the Key 4, with the Local plant management, as an agreement to move and interchange these dates previously, on September 28, 2015. This agreement, to move and interchange these dates, as per the National Parties, will be effective only for this year, 2015, while working under an extension of the 2011 agreement, of which both International parties have agreed and signed.

In Solidarity,

Johnny M. Pruitte                                            John L. Cox, Jr.
President                                   Unit 1 (GM) Shop Chairperson



            PRESIDENT’S REPORT            
5:30 PM

Greetings friends and fellow members of UAW 276 Unit 2 (Aramark). As of this writing, the GM negotiators are still at the tables hammering out issues that are important to both parties, GM and the UAW, both locally and nationally. What that means for Unit 2 (Aramark) is continual work as usual at the Arlington Assembly plant with overtime. We are continuing the Saturdays for GM as usual at this time.

As President, I have recently requested the two (2) hour orientation training, as stated on page 49 of the Aramark Collective Bargaining Agreement, from the Aramark Management group for any and all future Aramark employees who may be hired. This will give the Union the opportunity to educate the new employees about all the available information that they need such as contact numbers; the history of the UAW; the UAW 276 website; who their Union Representatives are; and much more.

Soon, UAW Local 276 will be holding classes at the Hall for the membership to take advantage of. All the classes will be voluntary. The first class will be Parliamentary Procedure and Business Meeting ethics. I will be working closely with the Education Committee on the aspects of the training as well as the times and dates. More later.

There will be a Unit 2 (Aramark) Unit Meeting this Sunday, October 18, 2015, at 12:00 PM (noon) followed by the monthly Regular General Business Meeting at 2:00 PM, which is a meeting for both Unit 1 (GM) and Unit 2 (Aramark). All Unit 2 (Aramark) members are encouraged to attend both meetings. Remember, you must give the Aramark Supervisors and Management a timely notice as to your intentions to attend your Union meetings so that they may accommodate the schedule to accomplish the work at hand. The National Labor Relations Act and the Fair Labor Standards Act, section 7 and 8, allows for the attendance to union meetings and activities without discrimination or harassment. Please work this out with your Aramark supervision by supplying them with written notices and keep copies.

Also, we are currently communicating with the Aramark Management about setting up a V-CAP check – off for those members who would like to donate to the CAP fund of the UAW. More on that later.

Sorry to report, as of this writing, I have not been informed as to any information concerning Apprenticeship Trades for Aramark at this time. Please understand that the Apprenticeship Program under the Aramark contract is different than the GM Apprenticeship Program. The good thing is that you may apply for the GM Apprenticeship Program as well, whenever it is opened up for hiring.



         PRESIDENT - UAW LOCAL 276               
5:15 PM




Please be advised that the extension signed between both parties guarantees that talks and negotiations shall continue as they have previously and that we will continue to work under the 2011 agreement stipulations. The National and Local parties are continuing to negotiate. Any rumors that you may hear on the floor are just that, “a Rumor”. Unless the ShopChairman or the President’s signature is attached to any document, it is not official. As stated before in previous newsletters to the membership, all official postings of information during the negotiations, shall be posted on the official UAW LOCAL 276 website!

Johnny M. Pruitte - President          John L. Cox, Jr. - Unit 1 Shop Chairperson
UAW Local 276



         PRESIDENT - UAW LOCAL 276               
4:15 PM



An extension of time has been agreed upon between the National Parties of the UAW and GM to continue the talks to hammer out difficult issues. What this simply means to us, here at Arlington, is that the membership shall continue to work under our current 2011 working Agreement while the National Parties continue to talk.

The membership should continue to come to work each day at their appointed time and shift and continue to build these great vehicles.

We stand hopeful in the fact that an Agreement will be reached soon. Please continue to monitor the 276 website for timely updates as they are made available.

Johnny M. Pruitte
President – UAW Local 276



            UNIT 1 (GM) SHOP CHAIRPERSON            
8:30 PM



The UAW has extended to GM an extension in order to hammer out a few more difficult problems that still exist between the parties. The membership shall continue to work their respective shifts and times under the 2011 National Agreement.



            MEMBERSHIP UPDATE            
5:30 PM



Unit 1 (GM) members: Please be advised that updating your address, phone number, etc., on Socrates does not update your information with UAW Local 276. Please come to the Union Hall to complete a Union Information form as soon as possible. The Union Hall will be open at 6:00 AM Tuesday, September 15, 2015.





            NEGOTIATIONS UPDATE            
4:50 PM


At approximately 3:45 PM today, our International Servicing Representative notified the Shop Committee that all Unit 1 (GM) employees are to report to their respective work shifts as scheduled until further notice from your Local 276 Shop Committee – no exceptions.

For those who are not aware, the International Union has chosen Chrysler Fiat as the Strike Target.



            PRESIDENT’S REPORT            
1:30 PM


Greetings my Sisters and Brothers of UNIT 1 (GM). The following information has been prepared as a last minute instruction list for a possible strike call against the company. If a strike is called by the International UAW, you will be notified out on the lines in the different departments by those who have been assigned to notify you. Please follow these instructions:


The blowing of whistles throughout the plant by the Representatives of the Union and all Bargaining Committeepersons shall signal to each employee that an authorized strike has been called by the International UAW.



Each employee will then stop their work in an orderly manner; gather your personal belongings; and begin to quietly exit the plant. Please refrain from yelling and screaming.



Do not attempt to re-enter the plant after you have exited! After exiting the plant, employees are directed to leave the property of GM and Go HOME! Do not hang around in the parking lot or remain on the property of GM. Do not come to the Union Hall unless you have been directed to do so by the Strike Committee.)  



Up to date, around the clock information can be found on the Local Union website at www.uaw276tx.org. The staff has been directed to place all important messages on the website while the strike is in place, so please check the website often. The membership is encouraged to NOT call the hall unless completely necessary.  



Strike benefits shall begin on the eighth (8th) day of the strike and each member must serve at least (4) hours of strike duty to be eligible. You will be contacted by members of the Strike Committee as to when you shall serve on strike duty. It is imperative that you immediately go by the Union Hall to make sure your contact information is up to date and on file with the Union to be paid!   





            PRESIDENT’S REPORT            
5:30 PM

Greetings, Sisters and Brothers of Unit 2 (Aramark). There is so much happening around us at this time of year with the negotiations of the GM National Agreement and the Unit 1 (GM) Local Agreement. Because of these negotiations, a lot of Unit 2 (Aramark) members are unsure as to what their role should be if the UAW calls a strike against GM.

First of all, as a UAW member working at a GM site, we would hope that all our Sisters and Brothers would honor a sanctioned and authorized GM strike picket line. The language of the Aramark Collective Bargaining Agreement is clear concerning your part as a member in honoring an authorized picket line of UAW represented employees, as set out on page 19 of the Local 276 / Aramark Agreement:


“However, it shall not be a violation of this agreement and it shall not be cause for disciplinary action if any employee honors an authorized picket line of UAW represented employees who are involved in a labor dispute at the respective GM site. The Union and the Company will hold discussions with respect to the situation. The Union recognizes that the Company has obligations to its client.”


In the event an authorized strike is called by the International President, UAW Local 276 plans to hold training and enrichment classes involving the membership in learning more about your contract, parliamentary procedure classes, Bylaws classes, union building classes, and, also, specialized grievance handling classes for Stewards and bargaining members. You will have an opportunity to attend at least one of these classes voluntarily on your own time.

It is truly going to be a busy time for all of us if a strike is called by the International office. Please remember that assistance and help can be found through your local union. Daily updates will be available to you as a member on our Local Union website at www.uaw276tx.org and will be your best resource for information.



            UAW FINANCIAL SECRETARY’S REPORT            
5:30 PM


To all Unit 1 (GM) members of UAW Local 276: With the deadline of the National Agreement being 11:59 PM, Monday, September 14, 2015, we are asking that ALL Unit 1 (GM) members prepare for a strike in the event the International UAW calls a strike. As of the writing of this information, that has not happened; however, we ask that you do the following as soon as possible to make sure you receive your strike pay and benefits:



Please update your personal information at the Union Hall; especially, your telephone number, so you can be contacted for strike duty. You must complete your strike duty on the date and time assigned to receive strike pay. There are no exceptions.








In order to receive your strike check, you must report to the Union Hall ONLY on the date and time you are scheduled. In addition, you must present your valid government issued photo identification (either a driver’s license, state identification card, or passport). There will be no exceptions. If you need to renew your documents, please contact the Union Hall [972-647-1282] for instructions on where and how to get it done.








In addition to providing your government issued photo identification and depending on the length of the strike, it may be necessary for you to present your Social Security card. Should that come about, your Social Security card must have your current legal name on the card and that name must match your government issued photo identification. If it does not, you must get that taken care of as soon as possible. The nearest Social Security office is located just off Highway 360 at the Green / Oaks Carrier Exit just behind the IHop.








Should the International Union call a strike, PLEASE do not come to the Union Hall until you are instructed to do so. We are attempting to keep unnecessary traffic to a minimum. Information will be given to the Unit 1 (GM) members that will show the date and time each member is to report to the Union Hall which is located at 2505 W. E. Roberts Street, Grand Prairie, Texas 75051.


UAW members refer to each other as “Brother” or “Sister”. “Brother” because all men are united. “Sister” because all women are united. A Union of Brothers and Sisters standing together creates the strongest bond of all…a Family – the UAW. It’s contract time and these are the times that bind! Let’s set aside all differences and support our leadership to get the best possible contract.



            UNIT 1 (GM) CHAIRPERSON’S REPORT            
2:30 PM


UAW Vice President Cindy Estrada has provided us with the following update on the National negotiations:


“Your National Bargaining Committee sincerely appreciates the overwhelming support you have given us during our current negotiations. The results of the strike authorization votes that were announced last week are indicative of that support. Receiving 97% of votes authorizing a strike if necessary was a powerful showing of unity. Make no mistake, the message is clear: UAW-GM members are committed to stand together and win the justice we deserve.

“This is OUR TIME! For the past two bargaining sessions our members have faced the most ominous of circumstances. We stood up to the terrifying challenge of bankruptcy and made tremendous sacrifices. We put the long-term future ahead of short-term pain. Faced with erroneous decisions, we bet on ourselves to turn around our industry and we became the solution that resurrected the industry and saved GM. For that, we can be proud! Now it is OUR TIME. We have made it crystal clear that the proposed contract we bring back to you must address current wage inequities, ensure that all UAW-GM members get a share of the wealth we are creating, and provide for the greatest measure of job security.

“To achieve our just demands, your continued solidarity will be needed in the days that lie ahead. Unfortunately, the rumor mill will test that solidarity. As the deadline approaches, we expect the conversations on the shop floor to pick up, and public media reporting to intensify. Don’t believe everything you hear or read! The fact is, even though we are making progress in the negotiations, nothing is settled until the entire agreement is settled. These are important issues, and we are taking great care to ensure that all possible options are explored. For that reason, it is impossible for your negotiating team to accurately report to you the specifics of our daily conversations, or any tentative agreements that we have reached. However, you can be assured that each day we are meeting and striving to find the best possible outcomes. The solutions we may be discussing can be complex and have implications beyond what is most apparent, and as our discussions continue, the proposed solutions may change. In short, negotiating a contract covering tens of thousands of workers employed at diverse locations across the country is a very complex and fluid process. What is most important is that as strong, committed union members we ‘keep our eye on the prize’ and stay focused on winning a fair contract. And to accomplish that, we need to ignore the rumors and distractions and keep faith in the leadership you have selected.

“As the deadline approaches, you can be assured that we are focused on bargaining the best possible contract for you and your family. Together we are ‘going all the way to a better day with the UAW!”


The above statements by Sister Estrada apply to our Local negotiations as well. Your Unit 1 (GM) Shop Committee is working hard to reach a tentative agreement that will be a positive step forward in our upcoming work life as well as providing a more cohesive safer work environment and will provide better working hours. The interest you have in your job is our interest in obtaining a good Local Agreement.



            UNIT 1 (GM) PRESIDENT’S REPORT            
4:35 PM


Greetings, Sisters and Brothers! CONGRATULATIONS to yourself, the membership, for such a great turnout and vote for strike authorizations last week. We were proud of the way our members stepped up and came together in solidarity to show to the GM Management group that we back our International and Local leaders as we negotiate terms of a new contract on both levels. We are hearing that an average of 97% voted in favor all across the country which is great for solidarity. The UAW has done what was needed in the past to try and help the company stay in business. In times past, we gave until it hurt and now it is our time to regain some of those losses. At the same time, we want to assure that not only ourselves but also future generations of UAW workers will have the opportunity to have good paying jobs with good benefits.

Your show of commitment and vote, to do whatever is necessary, will assure our GM National and GM Local negotiators of the empowerment they need in order to stay at the table and demand the things our membership deserves!




            UNIT 1 (GM) CHAIRPERSON’S REPORT            
4:50 PM


UAW Vice President Cindy Estrada and your 2015 National Bargaining Committee have advised us that they are continuing to meet with General Motors daily as they push your demands and review GM’s counter proposals. The International Team has been able to work through the language cleanup phase (changing names, dates and references) and are beginning to work longer days in pursuit of the best possible outcome for each demand.

Sister Estrada stated further, “While we would like to be able to give all members a play-by-play of what transpires at the bargaining table, it is not always easy to do so. We approach these talks as we have in all previous negotiations, recognizing that everything remains on the table until the parties have reached an agreement on the whole package. We are deeply grateful for the strong solidarity you have always shown your elected bargaining committee, UAW officers and staff during negotiations. The patience you exhibit with regard to flow of information is much appreciated while we work to get the best possible contract on your behalf. We know we can continue to rely on that support and solidarity going forward. I am pleased to announce that we have set up a website for negotiations updates. Please go to www.uaw.org/big3 and then click GM. You can also receive negotiations updates by text message. You may sign up for this service by texting big 3 to the number 99795 on your cell phone. This website and texting service will offer our members timely information, including updates about negotiations.”

We are asking you to please sign up and utilize these communication channels.


Your Unit 1 (GM) Shop Committee is working diligently towards reaching an equitable 2015 Local Agreement with Local Plant Management. We have been at the bargaining table on a daily basis to discuss and hammer out positive results on the Local Demands that were submitted by our members. As in any type of adversarial situation, the pace is slow going; however, we are making progress. Questions are continually being asked of us about what is going to be in the Local Agreement; and, as we have advised before, we have presented all demands that were approved by the membership and will continue to bargain for those demands until we have reached agreements on each and every one. As soon as we have reached a tentative agreement with Local Management, we will provide that information to you. As International UAW Vice President of the GM Department Cindy Estrada expressed about the national negotiations to be patient about the National Agreement, we are asking for your patience about the Local Agreement. We are pushing forward as fast as we can.


Wow! What a turn-out we had for the pre-authorization for a strike vote. This was the largest number of voters we have ever had for a strike vote. Thank you to everyone who participated. We are aware that several of our members were confused about when the vote was being held; however, we hope that they returned during the proper time to vote. Your turn-out has sent a clear message that our membership is willing to stand united in support of the Shop Committee in getting a fair and equitable Unit 1 (GM) Local Agreement; and, that we fully support our International Bargaining Team in winning a great 2015 National Agreement for us. Standing in Solidarity makes a mighty force to be reckoned with.

If you have questions about what to expect should a strike be called, please, check with your Union officials. They will be more than glad to answer your questions and assist you in any way.



            Pre-Authorization Strike Vote            
08/26/15 - 2:30 PM


National Agreement - Production

                             FOR - 97%

                             AGAINST - 3%

Production Strike Vote for the National Agreement Passed


National Agreement - Skilled Trades

                             FOR - 97%

                             AGAINST - 3%

Skilled Trades Strike Vote for the National Agreement Passed


Local Agreement - Production

                             FOR - 97%

                             AGAINST - 3%

Production Strike Vote for the Local Agreement Passed


Local Agreement - Skilled Trades

                             FOR - 97%

                             AGAINST - 3%

Skilled Trades Strike Vote for the Local Agreement Passed




            PRESIDENT’S REPORT            
8:30 AM


The President wants to remind every member of Unit 1 (GM) to participate and vote for the pre-authorization strike vote to be held at the UAW Union Hall, 2505 W. E. Roberts Street, Grand Prairie, Texas 75051. The voting will be held for 24 hours (6:00 AM, Tuesday, August 25, 2015, through 6:00 AM, Wednesday, August 26, 2015), with the results sent immediately to the International UAW in Detroit.

We encourage a “YES” vote as a show of solidarity among the rank and file membership! This voting will also include the Local strength of voting to show the Unit 1 (GM) Shop Chairperson and Unit 1 (GM) Shop Committee that you support them should a point of “impasse” be reached at our Local negotiating table!

By way of information, you may access updates on the Big Three (GM, Chrysler, Ford) by logging on to www.uaw.org/big3 and then click on the GM symbol for any of the latest updates they may have to share with the membership.

We continue to receive new employees weekly; so, let’s be sure, as a Local to warmly welcome these new employees as they make their way to the floor to join our working membership. Take one of them under your wing and nurture them as a new Union Brother or Sister.

All Unit 1 (GM) Employees in the Bargaining Unit
Who Sign a Union Card Prior to Going to the Polls Are Eligible to Vote



            UNIT 1 (GM) CHAIRPERSON’S REPORT            
5:55 PM


On behalf of the Local 276 Unit 1 (GM) Bargaining Committee as well as our current members, we would like to extend a big welcome to the new Unit 1 (GM) Flex employees and the returning Unit 1 (GM) Temporary employees who have processed into the plant recently. We are glad to have you as part of our UAW family.


As you know, Local 276 Unit 1 (GM) and local GM Plant Management have initiated negotiations on the 2015 UAW Local 276 / GM Local Agreement. For Local 276 Unit 1 (GM), the negotiations are being conducted by the Unit 1 (GM) Shop Committee:

Unit 1 (GM) Shop Chairperson John L. Cox, Jr.
Unit 1 (GM) Committeeperson-at-Large Will Langston
Unit 1 (GM) Committeeperson-at-Large Barry Cross
Unit 1 (GM) District 1B Shop Committeeperson Beverly Roberts
Unit 1 (GM) District 2A Shop Committeeperson Kimberly Baker-Jones
Unit 1 (GM) District 4A Shop Committeeperson James McCormick
Unit 1 (GM) District 5A Shop Committeeperson Kenny Hines

During the negotiations, we are asking that all questions, issues, problems, etc., pertaining to your job be directed to your District Committeeperson, if he or she is not listed above. For those members who are represented by one of our Shop Committee members, please direct your questions and issues to your Alternate Committeeperson.


The National Parties negotiated a Memorandum of Understanding to support a six-day production schedule at the GM Arlington Assembly Plant through the utilization of Flex employees in order to provide additional resources to allow employee to be off on Saturday. The following is an update on the Production Flex employee status:


Each Production Department will get an additional 10% of their authorized shift headcount for the staffing of Flex employees for the six-day schedule. This is above the 7% vacation allotment.



The Flex employees are scheduled to work on Mondays, Fridays, and Saturdays. Flex employees can work additional days to meet additional requests for paid time off, on their non-scheduled days, if agreed to by the department and the Flex employee.



Every Production Department will receive Flex employees to support this process.



Starting in August, all Saturdays will be scheduled production days until further notice



Saturdays NOT scheduled are 9/5/15, 11/28/15, 12/26/15



The Saturday request off process started on August 15, 2015



As Flex employees are trained and assigned to departments, additional employees will be allowed off



As of today, there have been 240 Flex employees added to the roll - We anticipate having 350 Flex employee on the roll by 8/31/15



The following process has been jointly developed to handle seniority employee requests for time off on scheduled production Saturdays:


When requesting a Saturday off, employee must fill out the Saturday Time Off Form in its entirety.



You have a choice for paid or unpaid time off if approved. You must check the box on the form “paid” or “unpaid”.



You must submit the form AT LEAST “16” DAYS IN ADVANCE and NOT MORE THAN 30 DAYS IN ADVANCE of the Saturday being requested off.



All request forms will be returned a minimum of eight (8) days prior to the Saturday requested off. If there are no resources available to accommodate the request for time off, the employee is required to report to their scheduled shift. Doc. 8 provisions will apply.



Employees cannot apply for multiple Saturdays on the same form (only one (1) Saturday per form).



Approval will be based on availability and reviewed by the Manpower Committee.



Approvals will take into consideration the number of Saturdays previously approved off, the reason, and seniority. Each department will use their current process for approving time off. For example, some departments approve time off by supervisory group and others by department. However, seniority will be used at the beginning of this process and as a tiebreaker thereafter. The intent is not to allow the same person off each Saturday.



A tracking process will be administered to document the frequency of approved Saturdays off.



"The employee has the responsibility to receive his/her receipt once the request has been submitted to Management.



If you were denied during the vacation application period, you will have to re-apply for Saturdays off under this new process.



Flex employees can also be used to support time off requests on Monday through Friday. The regular vacation form should be used for these requests. If approved, the employee will be charged vacation hours.


As with any new process, we are sure there will be some issues that will have to be addressed as well as continuous improvement opportunities. Please be patient as we work through the issues and improve the process. This process was implemented to support requests for Saturdays off which were driven by the six-day production schedule. However, if managed properly, additional time off needs for Monday through Friday can be met utilizing the vacation process.

To see a proposed visual idea of the approved expansion to the GM Arlington Assembly Plant, please pick up the Unit 1 (GM) Chairperson's report dated 08/17/15.



            PRESIDENT’S REPORT            
6:00 PM


A notice was sent out from the President’s office and posted all over the plant announcing a pre-authorization strike vote for UAW Local 276 Unit 1 (GM). The voting that will be held for 24 hours from 6:00 AM, Tuesday August 25, 2015, through 6:00 AM, Wednesday, August 26, 2015, is for every Unit 1 (GM) member in good standing. This vote does not imply that we are going on strike; rather, it is an authorization to do so should one be called by the International office of the President which is covered under the UAW Constitution.

The importance of a high voter turnout and support is to show that we stand united together “with” each other in solidarity and “for” each other! We encourage a “yes” vote in a show of solidarity and to show the International that we strongly support their leadership and action, should it become necessary to call a strike.

This vote will also portray our own solidarity here in Arlington as this vote will also be used as the instrument to strike locally over unresolved issues of our own Shop, should the negotiating team here at Arlington come to a point of “impasse” with the local GM Management.

I am asking the
Unit 1 (GM) Membership to stand firm together. Watch out for each other’s back. Help out where help is needed. Think before you act. Wear red shirts and colors on Solidarity Wednesdays as we move through the negotiations. Be your brother’s keeper. Go the extra mile for your Sister or your Brother.

The polls will be open 24 hours (6:00 AM, 8/25/15 – 6:00 AM, 8/26/15)

Also, there will be a Strike Committee Meeting at the Union Hall at 2:00 PM, Sunday, August 23, 2015. Please be in attendance if you are willing to serve on the Strike Committee.

NOTE TO NON-MEMBERS: Please think about joining the union now. If there is a strike and you are not a member, you will not be eligible for strike pay and your benefits will be suspended.



            STRIKE VOTE            
11:30 AM








            GM EMPLOYMENT            
3:00 PM


To apply for an hourly position at the General Motors Assembly Plant Arlington, Texas, please go to:


In the “Select Location” box, scroll down to: TX, Arlington, then click on “Search”.

On the next screen, click on the job you wish to apply for.

You will need to read the screen that follows in its entirety. If you still wish to apply for the position, click “Apply Now” and follow the instructions.



            UNIT 1 (GM) CHAIRPERSON’S REPORT            
11:45 AM


Recently, all eyes have been on the Arlington Assembly Plant; and, rightfully so - after all we build the best SUVs on the planet. I truly believe our membership understands the value of good fact checking. Therefore, I would like to share a few highlights with the membership. Since I have been your Chairperson, 264 temporary workers were converted to fulltime GM employees on September 9, 2014, and as of May 4, 2015, another 198 temporary workers were also converted to fulltime GM employees. Additionally, 97 Appendix “A” workers have had the opportunity to come or return to our plant of which 53 accepted May 18, 2015. In addition, we have received approval for the testing of Apprentice candidates at the GMVM-Arlington facility. We are also utilizing two Millwrights who were formally working in Division I. We have added six (6) of twelve (12) Skilled Trades positions with six (6) more to come in the very near future. We are in the process of instituting a Flex Skilled Trades program with public notice on www.monster.com for Electricians, Pipefitters, Millwrights, Toolmakers and Machine Repair. Forty (40) Electrician applications have been submitted thus far. We convinced GM to hire and/or rehire 50 of 200 temporary employees to cover vacations. We are now working nine (9) hours instead of eleven (11).

These gains were achieved by negotiating a modified nine (9) hour overtime “A” plan versus a traditional overtime plan, which would have resulted in changing shift starting times to 7:00 AM, 3:00 PM and 11:00 PM respectively for first, second, and third shifts - not to mention a Monday night startup for third shift and changing shift starting times for second and third shift to 4:00 PM and 1:00 AM respectively on the last day worked to run an hour of overtime. The third option was to run with no overtime plan and working up to 11 hours a day and get absolutely nothing.


In this same regard, I would cite the following investments made by GM: 1) August of 2014 General Motors bought the property at 2540 E. Abram Street, formally known as Cowboys Night Club. The property itself is approximately 11.5 acres with a 100,000 square foot building. The Tarrant County Appraisal District value is stated as $1.8 million; 2) GM invested $200 million in our Stamping Plant and another $330 million in the project expansion renovation of our current facility for a total investment of $530 million; 3) The potential investment of $1.2 billion for a new contiguous expansion of our plant with a real property physical value estimated at $307 million and an estimated $986 million of new equipment.

In summary, the combined total previous investments, including the projected potential investments, equals $1.825 billion of total investment in the Arlington Assembly Plant. Fact: The Arlington Assembly Plant generates a lion’s share of General Motors’ profit. Fact: The Arlington Assembly Plant used to be an overflow plant. Fact: The Janesville plant used to be an overflow plant that closed. Fact: The Suburban used to be built in Mexico. Fact: The Arlington Assembly Plant used to have only two (2) shifts for production - we now have three (3) shifts for production and a Stamping Plant that also runs three (3) shifts. Fact: The Arlington Assembly Plant is now the exclusive supplier of our SUVs on a global scale.

During the most recent visits by GM Executive Vice President of Global Manufacturing James DeLuca, GM Vice President of North America Manufacturing Cathy Clegg, GM Manufacturing Manager Dan Hermer, and the GM Board of Directors, one thing was abundantly clear that GM wants more of our World Class SUVs! Our plant product is extremely profitable and in high demand. Since that time, high level talks have been about developing a plan to facilitate building more trucks. Prior to and during the UAW/GM Safety Conference and one day UAW Sub-Council it was my recommendation that we hire more workers and increase the line speed to increase our production. This proposal was later dismissed due to production constraints in the Paint Shop.


On May 20, 2015, the National Parties called a special meeting with the Local Leadership and members of the Bargaining Committees via conference call. Upon the direction of the National Parties, a Memorandum of Understanding (MOU) was passed out to the Joint Local Leadership Group indicating the need for additional units due to market demand for our products. Since the Local Union had not previously reviewed said MOU, the National Parties read the MOU in its entirety to those on the conference call. In short, the Arlington Assembly Plant will operate on a six-day production schedule consisting of three (3) shifts working Monday through Saturday scheduled for eight (8) to nine (9) hours per shift starting in August. As a result, the Flex employees will join our team to both increase production and offer our membership the ability to use your contractual vacation time. The Flex group will increase our membership by 75 to 100 workers per shift or 225 to 300 workers total. Flex employees will be utilized to work on Monday, Friday, and Saturday as well as on other days and shifts when the plant experiences excessive absenteeism. Flex employees will be given priority for entry level job opportunities provided they have worked at least 1,040 hours and have an acceptable work record. Flex employees will be paid entry level wages, in accordance with the Group B wage structure, and will also be eligible for TCN Health Care coverage. Additionally, Flex employees will receive pay for all holidays that occur while they are employed provided the employee was hired at least 90 days prior to the holiday(s). The employee must have worked the last scheduled work day prior to and the next scheduled workday after each specified holiday within the employee’s scheduled workweek.

The National Parties agreed to modify a traditional nine (9) hour overtime plan which would not limit our ability to react to breakdowns, part shortages, market changes, and ultimately limiting our ability to provide our customers with our product which is in high demand and highly profitable. Case in point: Given the opportunity to schedule every Saturday allows us the flexibility to deal with these unforeseen circumstances and production changes versus a rigid Saturday schedule that does not.

The positive side is that in addition to the requisition for 200 temporary workers for vacation relief (of which 50 Temporary workers have already been hired) another 225-300 Flex workers will also be hired to give workers who do not want to work every Saturday time off. Considering if you will that, the workers in the DDI system are in fact referrals from our families and our friends, there is a very real possibility that we could exhaust the list completely! Furthermore, if you have a scheduled vacation day on Friday, you still have the option to take Saturday off. Likewise, if you have been approved to be off for a scheduled Saturday, you will not be required to use vacation or VR time for those days.

Other factors that would support thinking outside of the box would include: 1) the New “T-1” product is on the horizon; 2) the new jobs associated with the potential $1.2 billion expansion in our future; 3) the opportunity to negotiate the potential work as well as jobs that will be performed at the recently acquired 100,000 square foot building formally known as “Cowboy’s” just across the street; 4) new opportunities to in-source more work and jobs within our existing Plant; and 5) additional overtime opportunities and increased Profit sharing!

It was recognized during the Q & A segment of the Special Meeting that, since we are breaking new ground with this MOU, it represented certain challenges that would need to be addressed and that we would be able to revisit the issues to seek resolution to our concerns in 90 days. The National Parties did agree that the initial estimate for the number of temporaries required to accommodate an employee’s request to take a Saturday off would be re-evaluated if necessary to meet the need. Subsequent to that time, it was abundantly clear that this also posed some additional challenges for our Skilled Trades workforce due to the most recent “Skilled Trades MOU” with the addition of Production Saturdays which further restricts their ability to get a day off. Mutually recognizing these facts we have already started meeting jointly to find additional ways to correct this issue as well as soliciting suggestions from the workers.

Unfortunately, the most recent decision to transition our production schedule to a six-day operation has been perceived as an effort to stock pile vehicles prior to negotiating our contract. Fact: We are the only supplier of our product to the World. Fact: We are one of the most profitable plants in North America. Fact: Gas prices are low and the demand for our product is high. Fact: If our dealers do not have our product to sell, then our customers can’t buy them!


As of the date of this report, the only Saturday that we are scheduled to work in July is July 11, 2015.


Rumors in the workplace are counterproductive and can prove to be fatal to a business’s image and brand. They can and do weaken the Union’s position at the bargaining table; undermine our efforts to promote and maintain solidarity within our co-workers; and add needless calls and questions that limit the effectiveness of our committee people to focus on real issues. Over the years, we have all heard rumors about layoffs; the loss of our product; that GM was closing Arlington; and on and on. The rumors have been spread by word-of-mouth and by sending notes down the line or leaving them on tables. Now, in the age of technology, these rumors are being spread outside of the plant which only makes matters worse. If you have a question about something you have heard or read, ask your Committeeperson; ask your Committeeperson-at-Large; ask your Chairperson; ask your President or any member of the Executive Board. These are the people who can provide you with the correct information; and, if they can’t, they will point you in the right direction to get your answer.



            PRESIDENT'S REPORT            
5:00 PM


Greetings to all the Sisters and Brothers of UAW Local 276. I hope that you had an enjoyable Memorial Day weekend of rest and enjoyment with family and friends as we celebrate those who gave their lives and their service so that we may enjoy the freedoms we have.


Unit 1 (GM) members, please, continue to fill out your Unit 1 (GM) Local Resolution Demands and turn them in to members of the Unit 1 (GM) Bargaining Committee or at the Hall, whichever is convenient for you. We are excited about the looming negotiations and encourage all of the membership to fill them out and get them turned in by 5:00 PM, Wednesday, June 24, 2015. The deadline date was changed in order to process the increasing amount that we are having turned in to the union. Remember, the Demands belong to you, the member, not Management, or anyone else. There have been some great Demands that have been turned in. No Demand is too small or too great. All Demands will be considered. We will soon be setting up a special called meeting to where the Demands will be voted upon for acceptance by the membership to present to Management.


Brother Ray Lopez and his Worker-to-Worker group have been busy handing out strike assistance pamphlets to Unit 1 (GM) members in order to give the Unit 1 (GM) membership information on what to do during a GM strike, should one be called. Another following handout will soon be given out as well. On September 14, 2015, at midnight, both the General Motors National Agreement and the Unit 1 (GM) Local Agreements will expire; therefore, UAW Local 276 will also be implementing a pre-authorization strike vote for GENERAL MOTORS EMPLOYEES ONLY.

Prior to the 2015 UAW/GM contract negotiations, UAW Local 276 must complete the following procedure to insure that we position ourselves in solidarity to achieve an effective contract protecting the best interest of the membership. The democratic procedure for calling a strike is in Article 50 of the UAW Constitution. The local union or the International Executive Board may issue a call for a strike vote. All members in the GM bargaining unit must be given due notice of where and when the strike vote will take place. Only GM members in good standing are eligible to vote on a GM strike.

The GM strike vote must be conducted by secret ballot. The GM ballots are counted by a committee elected for that specific purpose by the members. A two-thirds majority of those casting ballots must vote in favor of asking for strike authorization before any strike authorization request can be sent to the International Executive Board. The International Executive Board must approve and authorize any strike action. Authorization to conduct a strike vote comes only after the International Executive Board has confirmed that all of the above conditions have been met.

Please, understand this does not mean that UAW Local 276 will strike; it only gives us the authorization to strike. A strike is a last step effort to protect the interests of the membership. Failure to secure a strike vote will seriously undermine our power to negotiate a GM Local Agreement. We all hope that we can come to terms on our differences and bargain for a fair and equitable settlement for our members without a strike. With both the GM National and GM Local Agreements expiring in September, we are asking everyone to start putting money aside in case a strike is called. We have been truly blessed to receive our GM Profit Sharing payouts six months prior to negotiations since that puts us in an excellent position to protect our financial interests and realize the gains of true negotiating strategy. The ultimate economic weapon organized workers wield is the strike. Remember “United we bargain, divided we beg!”


The UAW Constitution is the prevailing guideline that governs all activities and involvement of the local union chapters. The Constitution lays out rules and standards that must be met by all local unions falling under the jurisdiction of the UAW. Even the logo and emblem seal of the UAW is protected as well as being registered and copyrighted by the International Secretary–Treasurer (International UAW Constitution, Article 13, section 16). The un-authorized use or imitation of the UAW seal is strictly prohibited – only the International UAW Secretary-Treasurer is authorized to give written permission to use or reproduce its logos, emblem seals, or other marks.


A noted scientist once quoted, “Insanity is doing the same thing over and over and expecting different results”. We must think outside the box as we progress through Local negotiations.



            CHAIRPERSON'S REPORT            
3:30 PM


I would like to personally congratulate all of our 198 temporary employees who have been offered permanent fulltime employment with GM Arlington. We recognize the fact that you are an integral part of our success. Please be mindful that you do have to complete your 90-day probationary period; so, make sure you come to work on time and keep doing the great job that got you hired. The effective date of hire will be May 4, 2015, if there are no breaks in the 90-day probationary period, which will change any effected employee’s seniority date. In short, make sure that you come to work every day so this will not happen.

From the onset, it has been my overriding priority to get every temporary worker at GM Arlington hired. Even before I was your Chairperson, I would do anything in my power to make this happen. I am proud to say we got it done. The previous effective release date for all temporary employees agreed to by the National Parties was December 2014. The termination of that Agreement by National Parties created a window of opportunity for our Local Union to demand that all of our temporary workers be either hired or released.

As your Chairperson and with the support of your Shop Committee, as the Unit 1 (GM) Union, did seize this opportunity by instituting action at the local level combined with the complete and total support of the International Union to get all of our temporary workers hired. Additionally, I have signed a Requisition, which has been approved for up to 200 temporary workers, for vacation relief with an initial draw of 50 temporary workers to start. These temporary workers will be randomly picked by DDI from the existing list of 480 qualified applicants. This list includes the 203 temporary workers most recently laid-off who were coded as “rehire able” as well as those applicants who have not worked yet but who have fulfilled all work related requirements. Be advised that all potential applicants will be drug tested.

In the same regard, in accordance with Appendix A of the National Agreement, “...the parties will provide eligible seniority laid-off and active seniority employees an opportunity to relocate to UAW-GM facilities outside of their area…” Consequently, a snap shot was taken of all eligible National Area Hire Applicants who wanted to come to the Arlington Assembly Plant as provided for in the National Agreement. The total number of potential applicants stands at 97 workers who have the right to exercise this option. The workers who exercise this right will have an effective report date of May 18, 2015.


On Wednesday April 22, 2015, both the UAW and GM local leadership attended a Team Building event facilitated by a Joint Leadership Group sent from the Center for Human Resources (CHR) in Detroit. This event was a byproduct of recent talks between the Plant Manager and me to engage each other in open constructive conversations designed to address the issues that concern us as a whole. Although we have many obstacles to overcome on both sides of the fence, one thing is abundantly clear: If we do not work as a Team, we will not survive. As noted in history, Rome was not built in a day; and, it will take time to get where we need to be. As a result of our Team Building, I have a renewed faith in our new Plant Manager and truly believe we can transition from being a good organization into being a great organization with honest and open dialog.


Effective 2015 we are allowed two (2) diversity events per quarter. The next scheduled diversity events are Cinco de Mayo on May 5, 2015, and Juneteenth on June 19, 2015.


The winning Options for the Division 1 Surveys for the last work day of the week are:


1st Shift (Start Time 6:00 AM – 3:30 PM) – Option 2


2nd Shift (Start Time 3:00 PM – 12:30 AM) – Option 3



(426 Votes - Winner)


(356 Votes - Winner)



6:00 AM – 8:30 AM


3:00 PM – 5:30 PM



8:30 AM – 8:41 AM (Break – 11 min)


5:30 PM – 5:45 PM (Break – 15 min)



8:41 AM – 11:00 AM


5:45 PM – 8:00 PM



11:00 AM – 11:30 AM (Lunch)


8:00 PM – 8:30 PM (Lunch)



11:30 AM – 1:30 PM


8:30 PM – 10:15 PM



1:30 PM – 1:40 PM (Break – 10 min)


10:15 PM – 10:30 PM (Break – 15 min)



1:40 PM – 3:06 PM


10:30 PM – 12:15 AM


These start times and break times are for the last working day of the week and will begin on Friday, May 1, 2015.


Pick up the Health and Safety Survey at the plant and return it to your Committeeperson.



            CHAIRPERSON'S REPORT            
6:00 AM


The week of March 23 – 25, 2015, the UAW 276 members who were elected Delegates to the Constitutional Convention attended the 2015 Bargaining Convention in Detroit. Local 276 President Johnny M. Pruitte was invited to attend as a Special Delegate. The purpose of the Bargaining Convention was to go over and vote on particular items that will be pertinent in the upcoming National negotiations. The International UAW included a two-day GM Sub-Council Meeting for all GM Local Presidents and Shop Chairpersons. During that meeting, those in attendance were told about the National Resolutions that had been submitted; what categories they would fall into; and which National Negotiators would be working on the different divisions of the Resolutions. Additionally, as we went over the Resolutions, we voted on whether or not to submit them for negotiations. The International asked those in attendance to keep the decisions and strategies that were made in confidence because the International does not want to show its hand before negotiations begin. It is hoped that the membership will understand that position and respect it. Suffice it to say that the Resolutions from Local 276 were accepted.

It should be noted that the National Agreements for the Big 3 (GM, Chrysler, Ford) all will expire at midnight, Monday, September 14, 2015.

We were very fortunate to have Vice President and Director of the GM Department Cindy Estrada speak to us. As she said, “Sometimes we forget the power that we have. This is a moment in time about what we are going to be doing in bargaining. This is when people are going to be rooting for the Auto Worker. Make sure that the leadership, the Bargaining Committee, and the people on the floor are all together on these negotiations.” She thanked everyone for getting their Resolutions in. Right to work are already out there talking to other plants. They are trying to confuse our membership. When an employer comes in and divides our membership and gets our membership fighting from within, we never win. Rumors are going to get started to get us to fight amongst each other. When it comes to problems in your shop, you need to be on the same page to move forward. You need to be together when you go into Management. You need to be together when you go into bargaining. You need to be together on the floor. That’s what it will take to win this fight. We don’t need more training. We need to figure out where we are going in the future. You want to pick people in the plant who want to do the hard work. The next time one of your co-workers comes up to you and asks how the Union Meeting went and you say, “You should have been there,” stop doing that. Instead say, “It was great. The information we got was good.” Saying you should have been there doesn’t work. Invite them to come to the next meeting. “We have to fight today for a better tomorrow.”

International President Dennis Williams said that you will not see him talking to the media unless he wants to send a message. He also said that he is aware that the Big 3 are going to be asking for concessions which is not his agenda. They need to know that we have been working hard to make the companies profitable; we have been doing the best jobs that we can do; and, yet, they want us to lower our standards. He doesn’t want our membership to make excuses for what we make or for the benefits. We have a right to that. “We’re tired of the Corporation making all the money and we don’t get any of it. America wake up. It’s not a race to the bottom. Catch up. Join the Union! This is a pivotal time in our history that we decide our destiny and the direction that we will go. We are going into bargaining and it is going to be very difficult. Anyone who thinks it’s not are fooling themselves. It’s about membership. It’s about equality. It’s about justice in the workplace. 156,000 in the auto sector; 256,000 UAW members with contracts up in September.”

Our International Representative Dana Rouse also addressed the assembly. He reported that they have had some discharges relating to social media; posting of pictures that are violations of confidentiality agreements or using racial slurs. Because of that he warned us that we must be careful about what we post on our Facebook pages or other social media. Think before you post. He also reported that GM’s total sales were up 4% this February over the same period last year. Fleet sales are also up 12% over the same period. Sales of trucks, SUVs, vans and pickups are up 36%. February 2015 was the best sale month for GMC in 13 years. Chevy outsold Ford trucks in January 2015 for the first time in a long time. Light vehicle sales were 16.5 million units in 2014. Net revenue was $154.9 billion, net income $2.8 billion, for the first time all GM vehicles ranked in the top ten in the J.D. Power Associates’ lists. These numbers give us a very strong position going into negotiations.


On behalf of the Bargaining Committee, a big thanks goes out to those members who have already taken the time to complete Local Resolution forms. However, we need everyone to submit Resolutions. We know there are things on your job; in your team; about requesting vacation; about start times; about overtime; about transfers and posting of jobs – just to name a few – that you would like changed, deleted, or added. We can’t know what you want without your input; and, that comes from the Resolutions you turn in. That said, we have been asked by the International to move up our deadline for the submission of Resolutions. THEREFORE, THE DEADLINE TO SUBMIT LOCAL RESOLUTIONS HAS BEEN MOVED UP TO JUNE 24, 2015. If you have not picked up a form, do it today. If you have one or more completed, please turn it in to your Committeeperson, your Committeeperson-at-Large, the President, myself, or take them to the Union Hall. Just remember: THE DEADLINE TO SUBMIT LOCAL RESOLUTIONS HAS BEEN MOVED UP TO JUNE 24, 2015. We are asking that you not wait until the last day. The Resolutions have to be voted on by the membership and it takes time to get them prepared for that vote. So, please don’t wait until the last minute: THE DEADLINE TO SUBMIT LOCAL RESOLUTIONS HAS BEEN MOVED UP TO JUNE 24, 2015.


During the last few weeks both the top GM Leadership and members of the UAW International Staff have honored us with guest visits to the Arlington Assembly Facility. Our VIP guest list included GM Executive Vice-President of Global Manufacturing James DeLuca, GM Vice-President of North American Manufacturing Cathy Clegg, GM Manufacturing Manager Dan Hermer, UAW International Servicing Representative Dana Rouse and UAW International Skilled Trades Representative Bill King. During our segment of the meeting one thing was abundantly clear – they all appreciated the hard work that we are doing every day and especially our successful effort to recover from the bad weather days that crippled our plant’s production earlier this year. They also applauded our record-setting 30,600 unit production to end the fourth quarter of 2014 in great shape. I was given an opportunity to openly address the issues that continue to be a problem for our membership. They were very receptive and freely engaged the leadership group in open constructive conversation. The question was raised about future investments for the Arlington Assembly Facility and we were told that they were not at liberty to discuss that issue at that time. Additionally, next week the GM Board of Directors will tour our plant which is a great honor and another first for the Arlington Assembly Facility.


Oddly enough, on Wednesday, April 8, 2015, President Johnny Pruitte and I were approached at the Union Hall by Channel 8 News asking for an interview about the potential new expansion of our plant. Apparently, General Motors is contemplating a 1.2 million square foot expansion contiguous to the existing assembly plant that will accommodate modernized, more efficient processes with the added value of real property physical expansion estimated at $307 million, as well as the added value of new equipment estimated at $986 million. As a result of the expansion and upgrades, 589 new permanent jobs will be added. It is certainly unfortunate that the employees of the Arlington Assembly Facility who are directly responsible for the success of our product are in fact the last ones to know about this planned expansion. Hopefully in the future, they will have enough respect for us to communicate paramount events like this to our membership first!

As you can clearly see, our future is very bright and we are sitting on the hottest product in the market! The demand for our product is driving production numbers up along with overtime to keep up. We have recently agreed to some changes which allows the Arlington Plant to react to rapid changes in customer demands. In the same regard, we recognize that equalizing the burden across all three shifts will protect our employees, share the wealth while sustaining the viability of our product and our future.


The following production schedule change will start the week of April 20, 2015:

On the last scheduled workday of the week, first shift Production will be scheduled to work nine (9) hours – from 6:00 AM to 3:30 PM; second shift Production will be scheduled to work nine (9) hours – from 3:00 PM to 12:30 AM; third shift starting time will remain 9:00 PM for the first workday of each week. This is a 9-hour schedule, not an 11 hour schedule that will continue until further notice.

The currently scheduled Saturdays for April, May and June are: April 11, April 25, May 9, May 16, May 30, June 6, June 20, and June 27. The corporation has approved these dates but they are subject to change.


As a result of a recent visit from the Joint UAW-GM Skilled Trades Committee, the Key Four have submitted a letter requesting approval for testing of apprentice candidates at the GMVM-Arlington facility. The local parties have also agreed to utilize two Millwrights, currently working in Division 1, on a temporary basis in an effort to reduce the forcing of Millwrights on the weekends. The national parties are also trying to fill 12 Skilled Trades positions at Arlington through a Special Memorandum of Understanding. Five of these employees have already transferred to Arlington on March 2, 2015.



            PRESIDENT'S REPORT            
6:00 AM


The UAW Local 276 Civil Rights Committee is pleased to announce that scholarships for post-secondary school education will again be offered to those who qualify under the guidelines of the program. The President wishes to commend those of the Committee who worked so hard and diligently to make this available to deserving students of our membership family. Please see Essie Scruggs, Chairperson, or go to the UAW hall for more details concerning this scholarship opportunity.


Please don’t forget to continue to fill out your Local demand forms for the upcoming negotiations of the LOCAL 2015 contract. These demands are crucial in letting your Bargaining Committee know just what it is that you are desiring in order to make your work surroundings better in the workplace. So keep those thinking hats on and get your demand sheets filled out and turned in.


We are pleased to announce the schedule for the 2015 Walter and May Reuther UAW Summer Scholarship Program at Black Lake. The dates for this year’s three family sessions are JULY 5-10, JULY 12-17 (available in Spanish) and JULY 19-24. Applicants must be a member in good standing with at least one year’s seniority. Completed applications must be filled out and brought to the Union Hall for us to mail to the Regional Director. To be considered the applications must be sent in no later than May 29, 2015. Guidelines of the Scholarship Program may be obtained at the union hall along with the application. Immediate family members may attend.


The next UAW Local 276 union meetings of Unit 1, Unit 2, and the General Business meeting will be held Sunday April 12, 2015, at the union hall. Please see the postings and attend your respective union meetings.


Strike assistance handbooks will be ordered for the membership in order that the membership can be better informed. They will soon be available at the hall or from the President. The Worker-to-Worker group will be circulating them throughout the plant. These booklets will answer questions concerning a strike, should one be called, either nationally or locally. These booklets are used to educate the membership on questions that you may have concerning a strike. The President encourages all of the membership to save your money, and to resist the temptation to go further in debt or accrue new bills of any kind until after the fall contracts are ratified and settled. This information is not given as any indication of an impending strike, but is only meant to prepare the membership, should a strike be called.

Remember………… Doing what’s popular is not always what’s right……..and doing what’s right is not always what’s popular.



            CHAIRPERSON'S REPORT            
6:00 AM


The Leadership Conference was a great success with the primary focus being the 2015 negotiations for both the National Agreement and the Local Agreement. The training segments targeted preparing our membership for the upcoming negotiations, unification of the rank and file, strike preparation, and effective leadership roles for sustaining our future. UAW Vice President of the GM Department Cindy Estrada and UAW President Dennis Williams work hand-in-hand to strengthen our bargaining position using the Union’s political influence through the implementation of workplace strategies so the Union can bargain confidently and effectively. The fundamental source of the Local Union’s strength is its rank-and-file membership. The willingness of members to support the Local’s bargaining goals will affect the union’s ability to achieve those bargaining goals to the extent that a negotiating team can count on the membership to implement those workplace strategies. All of our keynote speakers expressed the importance of sending a unified message of Solidarity to all our members at the grass roots level. This starts by initiating a one-on-one communication process called the Worker-to-Worker Program. The WTW Coordinator facilitates the entire communication process and reports to President and Executive Board as well as making progress reports to the membership. WTW organizers recruit communicators, provide training, track their progress, and assist the Coordinator. WTW Communicators make one-on-one contacts with the members. Members then share the information and leaflets with their co-workers, friends, and family. Remember only through a collaborative effort that shares our message on a member-to-member basis, supported by our collective voice, will we save our jobs and secure our future.


The Delegates as set out by the Sub-Council Bylaws as well as your Shop Committee members were present at the Sub-Council called by UAW Vice President and Director of the GM Department Cindy Estrada. The International UAW representatives are urging the rank and file to unite together as we move into this contract year. We must stand united and be of one common goal knowing that we stand for the good of all UAW members, not just a select few. The National Resolutions were read, discussed, and approved by the respective Sub-Councils. As your Chairperson and Secretary-Treasurer of Sub-Council 2, I am proud to say that some of our Local 276 Resolutions were accepted and will be presented. Every Resolution that has been submitted for the 2015 National Agreement by the membership is now in the hands of UAW Vice President and Director of the GM Department President Cindy Estrada along with her staff and the rest of the GM Bargaining Team. The GM Bargaining Team is now in the process of evaluating which Resolutions will be recommended at the 2015 National Bargaining Convention held this spring. At the Convention, GM Delegates will vote on broad based bargaining initiatives that will apply to the UAW as a whole while establishing clear direction to determine upcoming GM bargaining priorities. Delegates who were previously elected to attend the Constitutional Convention last year will also attend this convention. After the convention, UAW Negotiating Teams will formulate a bargaining strategy, keeping in mind the Resolutions that were submitted by local unions in December. All “Big 3” (GM, Ford, Chrysler) contracts will expire in September; and, traditionally, sometime in July the bargaining talks will formally begin. Before the Agreements expire, all Local Unions will be asked to take a strike vote, which gives the negotiating team authorization to call for a strike if a contract cannot be reached. While not anticipating a strike, the Local Union leadership and standing committees will prepare for one by assigning strike duty, educational classes, and facilitating strike payment.


Prior to the 2015 UAW/GM contract negotiations, UAW Local 276 must complete the following procedure to insure that we position ourselves in solidarity to achieve an effective contract protecting the best interest of the membership. The democratic procedure for calling a strike is in Article 50 of the UAW Constitution. The local union or the International Executive Board may issue a call for a strike vote. All members in the GM bargaining unit must be given due notice of where and when the strike vote will take place. Only GM members in good standing are eligible to vote on a GM strike.

The GM strike vote must be conducted by secret ballot. The GM ballots are counted by a committee elected for that specific purpose by the members. A two-thirds majority of those casting ballots must vote in favor of a strike before any strike authorization requested to the International Executive Board. The International Executive Board must approve and authorize any strike action. Authorization comes only after the International Executive Board has confirmed that all of the above conditions have been met.

Please understand, this does not mean that UAW Local 276 will strike; it only gives us the authorization to strike. A strike is a last step effort to protect the interests of the membership. Failure to secure a strike vote will seriously undermine our power to negotiate a GM Local Agreement. We all hope that we can come to terms on our differences and bargain for a fair and equitable settlement for our members without a strike. With both the GM National and Local Agreements expiring in September, we are asking everyone to start putting money aside in case a strike is called. We have been truly blessed to receive our GM Profit Sharing payouts six months prior to negotiations since that puts us in an excellent position to protect our financial interests and realize the gains of true negotiating strategy. The ultimate economic weapon organized workers wield is the strike. Remember “United we bargain, divided we beg!”

Through collective bargaining, workers expect to win the best possible wages, benefits and working conditions. As UAW represented members, we just received $9,000 the largest profit sharing payout ever for a grand total paid to eligible members in recent years of $30,250 each in profit sharing – a benefit that was negotiated by the International Union. As a direct result of the bankruptcy, we have borne the grunt of concessions that has paved the way for profitability and now it’s “Our Time” to get them back.


At the floor level, we need to support each other within our teams by following the process to address our concerns and document your specific issues on the Level 5 Board, so your Committeeperson can effectively fight for corrective action on your behalf. In the same regard, please document all safety related issues, which institutes a corrective action time line to fix the problem. Productivity continues to be an ongoing concern that affects everyone and we, as members, need to be extremely mindful of each and every element of our job. If there is a problem, please identify and address the issue as a team because you never know when that job could be yours. Own the jobs in your team and scrutinize all job related documentation before you sign off. Shift-to-shift communication is key to our success and any changes to your job should be agreed upon by all three shifts according to GMS. We will only be successful if we maintain a unified front together. United we stand divided we fall!


I would like to encourage our GM membership to continue turning in GM Local Agreement Resolutions for GM local negotiations this fall. We have had an excellent response so far from our members and our office staff is in the process of getting them ready for review and to be sorted out by the GM Shop Committee. Keep those demands coming. This is your time to make a difference in the jobs around you as well as your job environment.


As a reminder about GM Blackout Days and Qualifying Days per GM Document 8 of the GM National Agreement, the use of VR hours (unless approved in advance) is not permitted on a holiday qualifying day or the last scheduled workday in the week preceding a Monday holiday or the next scheduled workday in the week following a Friday holiday.


As of the date of this report, we are scheduled to work the following Saturday schedules:


Saturday – March 21, 2015



Saturday – March 28, 2015



Saturday – April 11, 2015



Saturday – April 25, 2015



Remember: You are the Union at the Arlington GM Assembly Plant. You determine the working conditions; your pay; your benefits; and your safety conditions. The members You elected are here to represent You both on your job and with Management. Each of You standing together and uniting as one union have the power.



            FROM THE PRESIDENT            
11:45 AM

For information on the work schedule for Friday, 2/27/15, at the GM Arlington Assembly Plant, please call 1-877-571-3453



            PRESIDENT’S REPORT            
6:00 AM


Congratulations to all our members for your hard work. It has paid off in a handsome Profit Sharing payment of $7,000 for each eligible employee and a $2,000 payout as a Special Performance Bonus for eligible employee. Your UAW International Representatives negotiated this benefit for you at the national level and they ask that you join them in uniting in solidarity during this contract year to stand firmly together. This should be proof enough to all of our working employees that belonging to the union is well worth your involvement and membership!


Keep those Demands coming! I am excited about the amount of LOCAL Demands that have been streaming in as each Committeeperson turns them in to the office. The Demands are your voice “from the people” who are working on the floor to try and improve the working conditions around them. As stated earlier, this is your resolution demand, not management’s. They will have their own, I’m sure.


One of the Founding Fathers and first President of UAW Local 276 has passed away. Garland Ferris Ham was the first and youngest President ever sworn in at UAW Local 276. He is remembered by his undying effort to organize the first workers at the GM Plant here in Arlington in 1954. At age 23, he began to organize the workers and in 1954, by a vote of 804-21, was successful in forming this UAW Local Union inside this plant. Later, at the age of 24, he was sworn in as Local 276 first President. We mourn his passing at age 84.


On the back of the back of the newsletter is a survey that is voluntary by the membership. Please fill it out as best you can so that the Shop Committee may get a feel of how and where to address certain aspects of our Local Agreement in the upcoming negotiations. You may either give them to YOUR Committee Representatives or turn them in at the union hall.




            PRESIDENT’S REPORT            
12:00 PM


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.


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 answer:

Q. How would being on an Overtime Plan help the Arlington Assembly employees?
A. First of all, the Overtime Plan provides limitations on the amount of hours that Management may work an employee per work day as follows: Plan A only allows nine (9) hours to be worked per shift per day; and, Plan B only allows a maximum of ten (10) hours worked per shift per day (pgs. 233-235). All other hours would be voluntary. Employees would also be able to plan weekends in advance and know that they would have the weekends off in order to have more structured time with their families. No more forced overtime. When people report to work on Friday nights, they would know that their shift would be up at nine (9) hours rather than being told about the extended hours for their shift after they get to work. For Skilled Trades, it would mean having more time off on every weekend and the forcing of overs and unders would cease; therefore, more skilled employees would be hired to accommodate the need to run numbers for each department. Another good point for some, would be that they would be given the chance to work as much overtime as they wanted, voluntarily of course. This would be an advantage for all of our Unit 1 (GM) membership.

Q.Do any other GM plants in the company run with the Overtime Plan?
A. Yes. Nearly all GM plants who run a three (3) shift operation are running with the Overtime Plan of the National Agreement. Other plants are successful with it; and, it is an agreed upon part of our national language that preserves the rights of employees to decline overtime, while allowing others to work as much as they want or are offered. Page 233, paragraph 3.


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.


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.”



            PRESIDENT’S REPORT            
11:45 AM


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.

As President, I will always encourage the membership to read any and all working agreements (both National and Local) that pertain to their working conditions and your job. Education in these areas will empower you as a member to be a better union member. Through education, the union member becomes a tool to be reckoned with in the workplace for the protection of their job rights, as well as assisting the members working around them. Are we not our brothers’ keepers as united members? Let’s begin to read and familiarize ourselves with the National and the Local Agreements. Be smarter. Be stronger.


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 ordered.

Reminder: “People will listen to what you say and will watch what you do.” Be blessed.



            PRESIDENT’S REPORT            
11:45 AM


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.


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.


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 those 2011 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.


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 the 2011 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            
3:00 AM


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) members.

Once you get your contract, please read it and make sure you understand it. The Contract governs how we work; when we can be excused from work; what our pay is; what the ramifications are if we violate anything in the contract; and most importantly how Management is to interact with us.

After going over the contract, if you have questions about it, please contact your Steward.



                       UNIT 1 (GM) CHAIRPERSON’S REPORT                       
11:00 AM


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.


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.

We were fortunate to have International UAW Time Study Representative Rick Feldman come to our facility December 15-19, 2014, to conduct a UAW/GM Time Study Class for your Bargaining Committee. His training was a combined effort to support our membership with respect to the most recent productivity cuts that have been discussed locally and at the Sub-Council Meetings. Our ability to get Brother Feldman here was a direct result of our request to International UAW Vice President and Director of the GM Department Cindy Estrada, International UAW GM Representative Dana Rouse, Region 5 Director Gary Jones, Region 5 Assistant Director Danny Trull, Sr., and UAW Area Servicing Representative James E. Brown. The UAW/GM Time Study Class is the first such class conducted at the General Motors Arlington Assembly Plant. The eighteen (18) UAW Local 276 Unit 1 (GM) Bargaining Representatives and the six (6) Members of the GM Industrial Engineers Management Team engaged in an open dialog with respect to the productivity cuts as a whole. It was also the first time that International UAW Representatives, Region 5 Representatives, and Local 276 Representatives from all 3 shifts were brought together in one forum to directly voice the productivity concerns of our Membership.

The purpose of the Time Study class was to train your Bargaining Committee about the specific Standard Data Time System utilized by GM globally. We spent the first two days in class learning the process and setting some ground rules for engagement. The third and fourth days consisted of hands-on reviews of operations on the floor with GM Industrial Engineers in the Body Shop, Chassis, Trim, and Material where we studied and checked jobs as well as learned the Time Study Code language. The final day involved an Internal UAW review of what we learned; the practical application of the process on the floor; and proposed changes to the process that will best represent our membership. In summary, we learned the basic fundamentals of conducting a Time Study as well as an understanding of the GM Time Study Methods and Data Sheets. We not only reviewed production standards and overloaded jobs but also covered the model mix concerns that our Brother and Sisters face on a daily basis. The biggest take away for the Bargaining Committee as a whole was capitalizing on the opportunity to take a comprehensive look at the importance of learning the business and opening the doors to technological data that affects each and every one of our jobs on the floor.


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.

Additionally, we are in the process of scheduling Tuition Assistance Program (TAP) approved Computer Classes, for eligible active employees, here locally which will include IP101: Internet Use, Email, Social Network and Photoshop Elements 13; and WOS100: Wireless Operating Systems and Tablet Usage.

Fidelity will also be facilitating financial planning classes in the near future for eligible employees.




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                 

4:45 PM


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.


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.


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.


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                       
6:45 AM


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.


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.


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                       
6:45 AM


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.


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.


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.


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                       
7:30 AM


“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.







“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                 

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?                       

4:00 PM


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.


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.


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.


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.


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.


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?                       

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.


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!


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?                       

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.





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





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





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.





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.



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.


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:




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





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





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





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.



Union Made -

Local 277