Executive Board
Bargaining Committee
Standing Committees

UAW Local 276 Messages

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


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




                       UNIT 1 (GM) WHAT’S THE BUZZ?                       

4:00 PM


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


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


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

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

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


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


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


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


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



                       UNIT 1 (GM) WHAT’S THE BUZZ?                       

4:00 PM

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

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

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


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


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


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


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


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



                       UNIT 1 (GM) WHAT’S THE BUZZ?                       

11:45 AM

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





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





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





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





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



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


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


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

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




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





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





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





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



There are no Saturdays scheduled in April as of now.


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


Union Made -

Local 277