Alex Santana—Shop Chairman • Mike Haineault—1st Shift Zone • Jeff Hall—2nd & 3rd Shift Zone
Kevin Sautter • Colie Lynch • Erin Schumacher • Luther Page • David Blackwell • Billy Flynn
John Hanning • Greg Hill • Jerry Gray • Stan Bowers • George Mellinger
Doug McKeithen • Kevin McCray • Darrell Shanklin • Dwayne Hawkins • Turnage Corr • Quinten Bowens
Larry Garrison • Howard Newson • Stephen Ying • B.J. Hutto • James Hunter

Volume III, No. 21 • June 12th, 2008

Educate Yourself
National Agreement

Memorandum of Understanding on Overtime

Introduction

The parties recognize that the manufacturing operations of the Corporation are highly and completely integrated. An interruption at one stage of the production process, whether during the regular workday, workweek, or overtime or other premium hours, can, and probably will, cause costly interruptions of the process at earlier and/or later stages. This Memorandum represents an accommodation between the needs of the Corporation and the rights of individual employees to decline overtime work on occasion for a variety of individual and personal reasons.

The parties have earnestly sought during negotiations resulting in the contract dated today, feasible steps that the Corporation might take in scheduling overtime work to provide employees an opportunity to accept or decline work opportunities during such periods, and have reached the following understanding that shall constitute a supplement to the National Agreement.

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 (Plan “A” is the current plan we are under)

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

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

10—Annual Automatic Exemptions
A—The provisions of this Memorandum of Understanding that limit or restrict the right of the Corporation to require employees to work daily overtime or Saturdays or Sundays shall be ineffective in each assembly plant (a) beginning on a date two (2) weeks preceding the announced build-out date and ending on the build-out date, i.e., when the plant produces for sale the last unit of the model it has been producing; provided, however, the above-mentioned provisions may be ineffective for up to two (2) additional weeks, provided the Corporation gives advance notice of supply or other problems which would interfere with the build-out, and (b) for the week in which it launches, i.e., after the build-out, frames the first unit of a new model, and for three (3) weeks thereafter or until the line reaches scheduled production, whichever is later.

Shop Talk

The battle still continues...
Management will recognize the strong support of UAW Local 2166 membership. Your dedication and commitment has made us who we are today. Thank you to each and every one of you!!

Downtime: No downtime scheduled as of June 11, 2008.

Field Supply: Field Supply for the month of May; Colorado = 125, Canyon = 190 and H3 = 127.

Special Attrition Program: There were approximately three hundred fifteen (315) Division I and sixty-three (63) Division II employees sign up for the SAP.

Stamping: Additional manpower for Division I & Division II in department 60 will be needed due to the remainder seven (7) die sets coming to Shreveport and the SAP.

Environmental: The local parties, pursuant to direction by the National Parties, have met and agreed that by no later than June 30, 2008 all GM employees will exit all housekeeping functions.

Re-District: We know that several people in different departments have been waiting on elections due to elected officials leaving. But due to our population dropping and management requesting us to re-district we held up on elections. Management wanted us to go from 14 districts to 8 districts this would mean less representation on the floor. In an effort to maintain representation we negotiated 2 more districts than management originally wanted you to have, which made it 10 districts.

In the combining of districts normally the elected officials would be the ones to run to finish the term. It opens up to the membership in each district at the point one of the elected officials in that district has left the position vacated.

The new districts will be as follows; 1st and 2nd shift Chassis, Material & Skilled Trades; 1st and 2nd shift Trim, Final & Quality; 1st and 2nd shift Body, Paint & Stamping will remain; 3rd shift will remain; Both Zones will remain.

Nomination dates for the affected districts will be posted the first week of return from shutdown. The population will affect the appointed jobs as well. We will have 2 benefit representatives through June of 2009 unless the population in the plant increases or decreases then we would have to make our adjustments. Other appointments are being reviewed.

Temporaries: The testing through DDI for temporary employees is going very slow. Management has requested to start to bring in temporary help and do the random drawing after the testing has been completed. The only way to make it as fair as possible will be to have a random drawing. Management has agreed to hire approximately 149 Permanent low level entry employees after the random drawing (number is subject to change). This means that only after the random drawing done by DDI we will know where on the list the temporary employee will be. This also means that all people referred that passed all testing will have an opportunity to have their name pulled.

Laid Off Division II: All division II employees are scheduled to return June 23, 2008.

Transfers: For those of you that are transferring out of Shreveport we would like to wish you well. Currently they have offered here in Shreveport from the following plants; Arlington (41), Lordstown (4), Fort Wayne (1), Wentzville (1), LGR (1), Hamtramck (2), Lordstown MFD (1), Orion (13) and Fort Wayne (7). Management has agreed to release you.

Red Shirt Day: Wear a red shirt on Friday to support our troops!!!

CONGRATULATIONS! The Women’s Committee would like to say congratulations to Lloyd D. Loftin who won the Father’s Day Raffle (a gift card to Lowe’s).

"Our labor unions are not narrow, self-seeking groups. They have raised wages, shortened hours, and provided supplemental benefits. Through collective bargaining and grievance procedures, they have brought justice and democracy to the shop floor." -- John F. Kennedy.

IN SOLIDARITY