Other
Transition for Janitorial/Housekeeping Workers
The proposed agreement allows Chrysler to exit janitorial/housekeeping functions at its facilities by January 2009 and exit all housekeeping functions at the Chrysler Technology Center (CTC) by 2010.
Jobs affected will include Janitorial (all functions performed), i.e., Cardboard Disposal/Trash Handling; Grounds, Lawn Care, Snow Removal; Line Sweepers; Booth Cleaning; Machine Cleaning and Chip Handlers.
To assist with this exit process, the parties agree to utilize Special Programs, in accordance with memorandum of understanding – Employment Security System (ESS) Program.
UAW Chrysler workers who currently occupy these jobs will be offered opportunities to transition to other work in their existing facility or transfer to other locations. Some jobs will be vacated through attrition.
Legal Services Expanded
Our UAW bargaining team ensured that the Legal Services Plan was maintained. All current plan benefits will continue unchanged.
In addition, benefits were expanded to include coverage for employee and retiree Social Security Disability Insurance Benefit (SSDIB) claims through the Legal Services Plan.
Letter 32
Transfers at Critical Times
Pursuant to Letter 32, Section 66(c), transfers may be suspended during critical times such as model launches and major production increases. The new agreement also allows for the suspension of Section 55 Shift Preferences for the same reasons.
Electronic Grievance System
The union and company agreed to investigate whether an electronic grievance handling system would offer faster and more efficient processing. A study of a new system will begin within six months after the proposed agreement is ratified. The study will include transition costs, technology requirements and maintenance needs. If approved, a pilot program will be launched at three locations, and decisions about further implementation will be based on results of the pilot.
Product Purchase Program
The company agreed to continue the Parts Purchase Program for eligible active and retired employees. Workers can order replacement parts at 25 percent off list price on all Mopar Chrysler Genuine Parts and MMC replacement Parts for MMC vehicles sold by Chrysler by calling (800) 852-MOPAR or visiting www.mopar.com/employee.
Active and retired workers who purchase and/or lease a Chrysler vehicle are also eligible to receive 25 percent off the list price (MSRP) on Chrysler Service Contracts. A toll free number: (800) 521-9922 and web site www.servicecontracts.chrysler.com, will be made available for further program information.
Flexible Operating Plans
Bereavement Enhanced 30 Hours Pay
During these negotiations, our UAW bargainers spent a great deal of time addressing the concerns of our members who work nontraditional work schedules.
As a result, major gains were won for members who work the 3/2/120 schedule. Upon ratification of the new agreement, those on the 3/2/120 schedule will receive three 10-hour straight time days for bereavement, for a total of 30 hours instead of the 24 hours paid previously.
Workers will also continue to receive 5 days converted to 40 hours to be taken in 10-hour segments for deaths that qualify for 40 hours bereavement.
Also, under the 3/2/120 schedule, military duty will pay up to 10 hours straight time for scheduled work shifts including Saturday for military training or annual encampment for a maximum of 15 days per calendar year.
Jury duty will pay up to 10 hours straight time for scheduled shifts including Saturday, in accordance with Section (82) of the National Agreement.
Improved Bereavement Pay Language
The bargaining committee was successful in simplifying the previous complicated language as it pertains to time off for bereavement. Upon ratification, an eligible employee may take either 3 days or 5 days of bereavement within a 10-day window (excluding Saturdays, Sundays and holidays) commencing with the date of death.
In case of a seven-day operation, the 10-day period excludes regular off days and holidays.
Transfer of Employees Within the Plant
UAW members who wish to transfer within the plant will now have one year, instead of six months, from the date of application to do so. Once a worker has been transferred, the time before making another transfer application has been reduced from one year to six months.
Section 40
Disciplinary Notice
The UAW bargaining team was successful in requiring the company to send notices of suspension, disciplinary layoff and discharges by U.S. Certified Mail.
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 equivalent to two hours pay per month.
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, would run for four years and would expire at midnight Sept. 14, 2011.
UAW Chrysler Report
This report was prepared for the UAW Chrysler Department, Vice President and Director General Holiefield, by the UAW Public Relations and Publications Department. This is a summary of the tentative agreement. In all cases, the actual contract language will apply.