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UAW Local 276 Messages


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


   
   


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


   
   


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


   
   


 



 
 

            CHAIRPERSON'S REPORT            
UNIT 1 (GM)
04/29/15
3:30 PM

TEMPORARIES TO PERMANENT:

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.

UAW/GM TEAM BUILDING:

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.

DIVERSITY CELEBRATIONS:

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.

DIVISION 1 SURVEY – BREAKS & LUNCHES:

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.

HEALTH & SAFETY SURVEY:

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




 



 
 

            CHAIRPERSON'S REPORT            
UNIT 1 (GM)
04/10/15
6:00 AM

BARGAINING CONVENTION:

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.

LOCAL RESOLUTIONS:

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.

HONORED VISIT:

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.

NEW EXPANSION:

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.

WORK SCHEDULE:

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.

SKILLED TRADES:

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            
UNIT 1 (GM)
03/17/15
6:00 AM

MLK SCHOLARSHIPS:

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.

RESOLUTION DEMANDS:

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.

2015 BLACK LAKE SUMMER SCHOLARSHIP SESSIONS:

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.

UNION MEETING:

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:

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            
UNIT 1 (GM)
03/13/15
6:00 AM

LEADERSHIP CONFERENCE:

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.

SUB-COUNCIL:

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.

STRIKE VOTE:

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.

ON THE FLOOR:

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!

GM LOCAL RESOLUTIONS:

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.

QUALIFYING HOLIDAYS:

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.

SATURDAY WORK SCHEDULE:

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

 

THE UNION:

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            
02/27/15
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            
UNIT 1 (GM)
02/13/15
6:00 AM

UNIT 1 (GM) PROFIT SHARING:

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!

RESOLUTION DEMANDS:

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.

A SPECIAL TRIBUTE:

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.

NEGOTIATING SURVEY:

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            
UNIT 1 (GM)
01/28/15
12:00 PM

UNIT 1 (GM) SUB-COUNCIL MEETING:

Greetings from the President’s desk. The Unit 1 (GM) Shop Chairperson and I, along with the Unit 1 (GM) Shop Committee, just returned from the National UAW/GM Sub-Council meetings. I must say that I am encouraged by what I am hearing. Although these facts are not to be disclosed, I am proud of the fact that five (5) Division I Production and two (2) Division II Resolution Demands made their way onto the table for consideration at the National level. Thanks to the Unit 1 (GM) membership for all your concerted efforts in representing Local 276 well in writing your resolutions.

UNIT 1 (GM) LOCAL DEMANDS:

The Unit 1 (GM) Local Demands continue to pour into the hall, and I have recently delivered 1,000 more demand forms to the membership. Remember, you may write as many Resolution Demands as you like, but there should only be one (1) Demand per form. For example, if you have five (5) Unit 1 (GM) Local Demands, you should be handing in five (5) separate forms. If you need more Demand forms, please see your Union Representative to let them get you more. The office staff at the hall are preparing them as they come in, along with their other duties, so that we are not bogged down near negotiation time this fall. Therefore, as you fill them out, please hand them in promptly. Let’s get our thinking hats on and put in the Demands that we want to see become a part of our Unit 1 (GM) Local Agreement.

OVERTIME PLAN:

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.

FIRST SHIFT ALTERNATE BENEFIT REPRESENTATIVE:

I will soon be posting a notice to take applications for the position of 1st Shift Unit 1 (GM) Alternate Benefit Representative. Please watch the Unit 1 (GM) union posting boards. This position is a shift specific job in accordance with the UAW/GM National Agreement and all Unit 1 (GM) 1st Shift employees will be given ample time to apply. Even if you applied in the past, you must re-apply for the position.

PROFIT SHARING ELECTION:

Unit 1 (GM) employees eligible to receive Profit Sharing may elect to change their current Profit Sharing contribution election on file either by going online to www.gmbenefits.com or by speaking to a GM Benefit Representative at the GM Benefits Services Center by calling 1-800-489-4646 any time between 7:00 AM – 5:00 PM, January 29, 2015, through February 12, 2015.

Reminder: “Doing what’s right is not always what’s popular; but doing what’s popular is not always what’s right.”




 



 
 

            PRESIDENT’S REPORT            
UNIT 1 (GM)
01/21/15
11:45 AM

UNIT 1 (GM) LOCAL RESOLUTIONS:

Hello again to all the membership of Local 276. The Unit 1 (GM) Local Resolution demand forms were initially circulated last week by members of the Unit 1 (GM) Bargaining Committee. Two thousand (2,000) forms were either handed out or picked up by our Unit 1 (GM) members, which leads me to believe that a lot of people have many issues that they want to submit to be placed on the bargaining table with GM later this year. One thousand (1,000) more forms are being printed and will be placed with the Union Representatives. The forms will also be available at the Union Hall for pick-up. We will continue to circulate these forms to our Unit 1 (GM) members up until the deadline (July 24, 2015) to turn them in. Remember, the Unit 1 (GM) Local Resolution demand belongs to you, the member, not to GM management. It is your decision on what to ask for to be bargained for you.

OVERTIME PLAN:

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.

V-CAP DRIVE:

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            
UNIT 1 (GM)
01/13/15
11:45 AM

UNIT 1 (GM) NATIONAL RESOLUTIONS:

Greetings for the New Year to all my Sisters and Brothers of Local 276. As we move forward, we intend to make this year even better than last year. It is a contract year for Unit 1 (GM) here at Local 276, both on the National level and on the Local level. We wish to thank all of our Unit 1 (GM) membership who took the time to fill out the necessary forms for the Resolutions that were sent to the GM Department at the International UAW on December 19, 2014. We are already receiving good reports that some of the Resolutions from our membership “will” be on the table. So, congratulations to those who took the time to fill them out.

UNIT 1 (GM) LOCAL RESOLUTIONS:

That brings me to the next task at hand, the Unit 1 (GM) LOCAL Resolutions which will be used for negotiations at GM Arlington. At this writing, the Local 276 office staff are fast at work getting the Local Resolution forms typed and printed. As President, I wish to ask all of our Unit 1 (GM) members to take the time to fill out your Resolution demands to turn in to your Committeeperson or take to the Committee Room at the plant. The completed Resolutions may also be turned in at the Hall during normal working hours. The Resolution demands will be accepted from Tuesday, January 13, 2015, until 5:00 PM, Friday, July 24, 2015.

UNIT 1 (GM) DEMAND RESOLUTIONS:

So, “What are Unit 1 (GM) Demand Resolutions?” GM Demand Resolutions are structured forms that are filled out by the local Unit 1 (GM) membership, with information that helps those on the Unit 1 (GM) Bargaining Committee to understand the needs and desires of the Unit 1 (GM) membership to better their GM work environment around them. The Unit 1 (GM) Demand Resolution form is a tool that is used to communicate between the members working on the GM line and their Unit 1 (GM) local union representatives. The Unit 1 (GM) Demand Resolution form will contain a place to note the page and paragraph references and/or sections that need to be improved or that could be a new demand entirely. Also, there is no limit as to how many Resolutions each Unit 1 (GM) member can turn in. Further, it does not matter what GM classification you are working under. A GM UAW MEMBER IS A GM UAW MEMBER. So, get 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.

UNIT 1 (GM) NEGOTIATION RESOLUTION FORMS:

The Resolution form is to be filled out completely by the individual Unit 1 (GM) member. Please list the Article, section, paragraph and page number of the particular area of 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            
01/07/15
3:00 AM

UNIT 2 (ARAMARK) CONTRACTS:

I am pleased to announce that the Unit 2 (Aramark) Contract books have been delivered to the Area Office. I will be picking them up on Monday, January 12, 2015, and handing them out on Monday to the Unit 2 (Aramark) 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                       
01/06/15
11:00 AM

WELCOME BACK:

Welcome back to one and all! Holidays are a well deserved break from our hectic schedule and a time to give thanks for all our blessings because after all we are truly blessed. Unlike most plants that are experiencing additional downtime, we at the Arlington Assembly Plant are fortunate enough to have a great product that is selling faster than we can build them. Though our holiday time was short, it was an excellent opportunity to spend quality time with our families while capturing the memories that will be treasured for a life time.

THANKS AND CONGRATULATIONS:

On behalf of your Bargaining Committee, thank you for the truly great job that continues to be done by each and every Local 276 Brother and Sister each and every day. Additionally, we would like to take a moment to welcome all the new Brothers and Sisters who have decided to make the UAW/GM Arlington Assembly Plant their new home. We would also like to congratulate all of our temporary employees who have been recently converted to permanent fulltime. We also recognize the great job that has been and continues to be done by the remaining temporary employees who were not hired or subject to layoff. We will continue our fight to get every temporary employee hired; recognizing the fact that you are and continue be an integral part of our success. Although it is easy to get discouraged, please keep your heads up; knowing that the rest of your Union Brothers and Sisters are behind you 100%. Many of us have suffered through but survived corporate downsizing; subsidiary sell offs; several major layoffs; and plant closings which unfortunately meant leaving our friends, families and homes behind to keep our jobs. A seven (7) year layoff gives me the ability to relate to our members and the unknowns that may come. With the new contract coming, we have high hopes of getting more Temporary Brother and Sisters hired in the future.

YOUR REPRESENTATIVES:

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.

SUCCESSES:

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.

NATIONAL AGREEMENT:

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.

TRAINING:

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.




 



 
 

NOTICE - ADULT CHRISTMAS PARTY

12/09/14
9:45 AM


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




 



 
 

                 PRESIDENT’S REPORT                 

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

UNIT 2 (ARAMARK) CONTRACT BOOKS:

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

WHAT IS V-CAP?:

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

UNION INFORMATION:

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

UNION STANDING COMMITTEES:

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

UAW LOCAL 276 ADULT CHRISTMAS PARTY:

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




 



 
 

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

UAW/GM SUB-COUNCIL MEETINGS:

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

UNIT 1 (GM) JOB ASSESSMENTS:

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

UAW LOCAL 276/GM LOCAL AGREEMENT:

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

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

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

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

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

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

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

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

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

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

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

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

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




 



 
 

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

UNIT 1 (GM) NATIONAL RESOLUTIONS:

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

UNIT 1 (GM) STRIKE COMMITTEE:

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

UNIT 1 (GM) BONUS:

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

UNION EDUCATION:

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

LOCAL 276 EVENTS:

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

EARLY VOTING:

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




 



 
 

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

MEMORANDUM OF UNDERSTANDING ON OVERTIME:

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

 

“PLAN A

 

 

 

 

“1. Daily Overtime
 

 

 

 

 

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

 

 

 

 

 

 

 

 

 

 

 

 

 

 

“2. Saturday Overtime
 

 

 

 

 

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

 

 

 

 

 

 

 

 

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

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

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

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

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

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

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

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




 



 
 

                 UNIT 1 (GM) NEWSLINE                 

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

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

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

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

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

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




 



 
 

                       UNIT 1 (GM) WHAT’S THE BUZZ?                       

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

NEW HIRES:

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

STATE OF THE UNION:

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

AUGUST UNION MEETING:

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

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

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

STANDING COMMITTEES:

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

UNIT 1 (GM) EDUCATIONAL SNAPSHOT:

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

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

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

ALERT:

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




 



 
 

                       UNIT 1 (GM) WHAT’S THE BUZZ?                       

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

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

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

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

LOCAL REMINDERS:

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

RUMOR CONTROL:

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

V-CAP:

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

STATE OF THE UNION:

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

EDUCATIONAL SNAPSHOT:

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




 



 
 

                       UNIT 1 (GM) WHAT’S THE BUZZ?                       

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

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

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

 

1.
 

 

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

 

 

2.
 

 

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

 

 

3.
 

 

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

 

 

4.
 

 

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

 

STATE OF THE UNION BUSINESS:

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

UAW NOTABLES:

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

AN EDUCATIONAL NOTE:

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

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

 

"(2)
 

 

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

 

 

“A.
 

 

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

 

 

“B.
 

 

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

 

 

4.
 

 

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

 

SATURDAYS:

There are no Saturdays scheduled in April as of now.

PARKING LOTS:

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




 

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Local 277

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“B.
 

 

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

 

 

4.
 

 

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

 

SATURDAYS:

There are no Saturdays scheduled in April as of now.

PARKING LOTS:

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




 



Union Made -

Local 277

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Union Made -

Local 277

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“B.
 

 

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

 

 

4.
 

 

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

 

SATURDAYS:

There are no Saturdays scheduled in April as of now.

PARKING LOTS:

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




 



Union Made -

Local 277

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

 

 

4.
 

 

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

 

SATURDAYS:

There are no Saturdays scheduled in April as of now.

PARKING LOTS:

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




 



Union Made -

Local 277

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4.
 

 

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

 

SATURDAYS:

There are no Saturdays scheduled in April as of now.

PARKING LOTS:

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




 



Union Made -

Local 277