Miscellaneous

Duration and ratification

These proposed changes in the proposed agreement will not take effect until the tentative agreement is ratified by a majority of our respective membership, and only then on the appropriate dates specified.

The new agreement, if ratified, will run for four years and will expire at midnight Sept.14, 2015.

UAW Chrysler Report

This is a summary of the tentative agreement. In all cases, the actual contract language will apply.

No Social Security age creep patch

Current and future retirees who were born during or after 1950 will no longer receive the age creep patch after age 62 years and one month because of the underfunded status of the pension fund.

Mental health care and substance use disorder treatment

New rules that expand the Mental Health Parity and Addiction Equity Act will go into effect Jan. 1, 2012. This legislation enhances members’ negotiated benefits and broadens coverage to our members in need of mental health care and substance use disorder treatment. This comprehensive program removes the danger of restrictions on appropriate care. All limitations in mental health or substance use disorder less than the Hospital, Surgical or Medical Benefit are now equal.

With this new program, inpatient mental health/substance use disorder care is expanded from 45 days to 365 days and renewable after 60 days of nontreatment. Outpatient mental health and substance use disorder visits with a panel provider are covered at 100 percent for visits 1 through 20, 75 percent for visits 21 through 35 and a maximum $25 co-pay for visits 36 and over.

Voluntary Identity Theft Coverage

Our negotiators gained new language on employee-paid voluntary identity theft coverage. This is a self-paid optional insurance program funded by employee contributions.

Employment rights for active duty military

Currently our contract is consistent with the following legislation to protect us in the event the laws are changed: Americans with Disabilities Act of 1990 as amended, Vocational Rehabilitation Assistance Act of 1973 and the Vietnam Era Veteran’s Readjustment Act of 1972 and 1974.

The proposed contract will be changed to include protection offered under the Uniformed Services Employment and Reemployment Rights Act of 1994.

Our negotiators and the company discussed the issue of employment opportunities. The Employment and Reemployment Rights Act of 1994 was added to protect the civilian employment of non-fulltime military service members in the United States called to active duty. This language has also been modified to include the Uniformed Services, which covers all seven U.S. service branches; Army, Marine Corps, Navy, Air Force, Coast Guard, Public Health Service Commissioned Corps and NOAA Commissioned Corps.

Payroll direct deposit

All payments to employees will be made by direct deposit to a financial institution the employee chooses. If direct deposits are restricted by state regulations, payments will be mailed to the employee’s address of record. Pay stubs will be available electronically for viewing and printing.

Legal Services plan

All current plan benefits will remain in force until Dec. 31, 2013. At that time, any pending legal matters will be processed to their conclusion.

Dues: a Constitutional matter

Dues are determined by UAW Constitutional action and are not a subject of negotiations. Dues are based on the principle that they reflect each worker’s cash income, normally two hours’ pay per month. Lump-sum cash payments are subject to dues because they too represent cash income, and are assessed at the traditional rate of 1.15 percent, which is equivalentto two hours, pay per month.

World Class Manufacturing

During these negotiations, the union and management had extensive discussions regarding World Class
Manufacturing (WCM) and have agreed that a full-fledged partnership in WCM is necessary. In order to achieve a
joint partnership, it is necessary to implement WCM strictly as designed.

This implementation requires that the local parties assign UAW-representatives, including Salaried Bargaining
Unit personnel as co-pillar leads. Accordingly, at each facility covered by this agreement, a Local World Class
Partnership Council (LWCPC) will be utilized as a means to facilitate and promote joint implementation.

This council will consist of 10 members equally divided between both parties as outlined within the agreement.
The objective of LWCPC is to accelerate and improve the systematic full implementation of WCM. Additionally,
it is agreed that World Class Manufacturing and the application of this language will supersede all previous
employee participation programs.