Representation: Other gains and improvements

(See contract pages 434, 71)
Bereavement provisions
Employees’ shift premium will now be added to their bereavement pay. The union also negotiated language that will expedite employee bereavement pay processing. Employees no longer have to wait to return to work after a bereavement to start their pay process. Under the proposed agreement, employees will notify their supervisor that they will be absent from work per the provisions of Paragraph 218(b) and state the relationship of the deceased. Once proper notification has been given, the company will process the bereavement pay immediately. The written Application for Bereavement Pay form still needs to be completed once the employee returns to work.

Vacation entitlement restored
(See contract pages 62-63)
The UAW regained vacation entitlement (pay in lieu) language. Eligible members, who, at the time of the eligibility date, have not used their entire vacation entitlement as provided in Paragraph 191 shall receive pay in lieu of vacation time for the unused portion at the rate established in accordance with Paragraph 193a.

Workers on military leave protected
(See contract page 395)
Our armed forces will no longer be disadvantaged for in-plant transfer and promotional opportunities due to absence while on military leave and active duty. The parties share a mutual respect and concern for members and employees who serve in the country’s military while continuing to work for the company. As such, the local parties are encouraged to establish procedures to ensure that an employee who returns to work from a leave of absence for military service is not disadvantaged for in-plant or promotional transfers the employee may or could have applied for had they not been on leave.

Attendance procedure (Doc. 8)
(See contract pages 528, 435)

All employees in the attendance procedure will have the latest occurance removed from their record. The call-in procedure has also been improved during this round of negotiations. The union negotiated language to make the call-in procedure fair and consistent at all UAW-represented operating facilities. The parties agreed that possible satisfactory reasons for failing to call in an absence or tardiness might include, but are not limited to:

• The employee, current spouse or minor child suffers a severe illness resulting in immediate emergency medical treatment at the same time the employee would otherwise be required to call.
• The employee is involved in a car accident on the way to work resulting in a significant injury which prevents the employee from being able to call in as required.

Instances as described above will require the employee to submit written documentation to management to substantiate their reason for being unable to comply with the call-in requirement.

V-CAP
(See contract page 550)

The union negotiated to have union dues and V-CAP contributions deducted in two separate pay periods. In the past, union dues and V-CAP were collected in the same pay period of the month.

Pay card established
(See contract page 514)

During this round of negotiations, employees who have not chosen to have their payroll drafts set up as a direct deposit with their personal financial institution will now be placed on the pay card system.

The pay card is a secure CitiBank Visa pay card and will be distributed on payday. An employee's net pay will be deposited to the card with no cost to the employee.

Also, payroll stubs and checks will no longer be mailed to employee homes. Employees must now choose either the pay card system or direct deposit. Members who are currently enrolled in the direct deposit process will have the option to switch to the pay card system. If a card is lost or stolen, the bank will deactivate the card upon notification from the employee and transfer the unused balance to a replacement card.

The pay card cannot be overdrawn and may be used at a point-of-sale as a debit transaction or credit transaction at retail stores, online and phone transactions.

Members will also be able to view and print payroll draft information online. Each facility is required to provide instructions for online pay data and access to the appropriate equipment necessary for this process.