Changes in Attendance Procedure
Changes in the Special Procedure for Attendance
There was considerable discussion about the union’s insistence on preserving jobs and obtaining new work in the current highly competitive environment and the company’s concern for continued reduction in absenteeism. As a result, changes have been negotiated in the existing Special Procedure for Attendance.
Prior Approval Removed
The parties agreed that sometimes absenteeism is the result of unforeseen problems in a worker’s life. Therefore, members will no longer be required to have approval from management prior to using 40 hours of their Vacation Restricted (VR) entitlement. However, during each eligibility year employees will be limited to a maximum of five instances where vacation restricted time will be allocated to an absence that was not excused in advance.
Allocation of VR Hours
Absences not excused in advance will result in paragraph (194) Vacation Restricted (VR) hours being allocated to each hour of absence, up to eight hours, on each day of such absence. Use of VR hours will not be permitted, unless excused in advance, on the following days: holiday qualifying days as specified in paragraph (203) (3), the last scheduled workday in the week preceding a Monday holiday, and the next scheduled workday in the week preceding a Friday holiday specified in paragraph (203).
Attendance Review Meeting (ARM)
Members may request a Paragraph (76a) interview prior to an assessment of an Attendance Improvement Step. This step will be initiated after a worker has used his/her five VR days. This committee will review employee absences, due to documented extraordinary circumstances beyond their control and may request an Attendance Review Meeting (ARM) be convened. The Local Joint Parties will establish an ARM Committee whose staffing will be determined by the Chairman of the Shop Committee and the Personnel Director.
Changes in Attendance Improvement Steps
The Attendance Improvement Steps has new language that defines the length of time the steps remain on a worker’s record. Modifications have been made to the Attendance Improvement Steps to include changing Step (3) from balance and three days Disciplinary Layoff (DLO) to balance and one week DLO. The “Time on Record” for the current Step 1 and Step 2 has been reduced from 12 months to six months for each step.
The changes to the Special Procedure for Attendance will take effect Jan. 1, 2008.
Annual Perfect Attendance Car Voucher Drawing
The parties have agreed to recognize yearly perfect attendance by UAW- represented workers. In each of the years 2008-2011, a systemwide drawing will be held for five vouchers valued up to $15,000 for use in purchasing a UAW-assembled GM vehicle.
To be eligible, seniority workers must have been employed by GM for the entire 12 months and worked a minimum of 26 pay periods during the calendar year of the recognition drawing. The first random drawing will be held at the end of March 2009.
In addition to the five annual $15,000 vouchers, an additional $6,000 (less applicable taxes) will be provided to each of the winners to cover any taxes or charges incurred as a result of the vehicle purchase.
Systemwide Call-in Number for Unplanned Absence
When absence or tardiness cannot be planned in advance, employees should make every reasonable effort to report tardiness or absence as early as possible. For all locations, a toll-free 800 number will be provided.
Paragraph 96: Discipline Record Transfer Policy
UAW negotiators gained agreement that workers transferring from one plant to another will do so with a clean disciplinary record, except if the worker has a disciplinary layoff of 30 days or more. If a grievance settlement is in process prior to the effective date of the transfer and discipline is stipulated, the administrative steps will be at the receiving plant.
Leave of Absence for Public Emergency
Formal leaves of absence of up to 30 months may be granted to provide disaster relief in case of a public emergency if designated as such by an appropriate agency of the U.S. government.
Unused Vacation Pay Rate Improved
Payment of unused portions of vacation time will be at the highest rate of pay attained during the eligibility year as long as the worker was paid at that rate for at least 120 consecutive days. The higher rate will include the night shift premium, if worked, but will not include the overtime premium.
One Check for Regular and Supplemental Wages
To eliminate waste and reduce inefficiency, the parties agreed that separate checks are not necessary to differentiate between regular wages and supplemental wages. The parties are confident in the payroll system’s ability to categorize and tax wages appropriately.
Paperless Grievance Process
To expedite grievance processing it was agreed that a “paperless grievance” process, using electronic devices for the recording of grievances, securing of employee signatures and submission of the grievance to the appropriate parties, will be developed and piloted in selected locations.