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Post by marcus on Jul 7, 2011 23:05:03 GMT -5
Since lap is needing 1800 more people are the aps we gave to friends and family still in the mix or do these people need to fill something else out now
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Post by ktp399 on Jul 7, 2011 23:30:30 GMT -5
I told mine to fill a new app. out.
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Post by reedycreekbuc on Jul 8, 2011 8:45:49 GMT -5
Different plant! Different application!
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Post by Ironman2301 on Jul 8, 2011 9:26:27 GMT -5
Where do they go? Do they need to go to the plant or the office at 6th and Cedar?
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Deleted
Deleted Member
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Post by Deleted on Jul 8, 2011 9:29:19 GMT -5
Where do they go? Do they need to go to the plant or the office at 6th and Cedar? 6th & Cedar. Lines are wrapped around the building and into the parking lot.
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Post by bo862 on Jul 8, 2011 12:25:14 GMT -5
I wonder how long the line would be if someone explained the LTS positions to them.
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Post by TonyV on Jul 8, 2011 14:54:00 GMT -5
LTS employees were for KTP. LAP is going to hire permenant positions if the job posting is not filled by transfers.
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Post by bo862 on Jul 8, 2011 15:44:57 GMT -5
Great, I assumed ford would make all new hires LTS to avoid hiring permanently. Good to know.
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Post by rclap on Jul 8, 2011 17:57:32 GMT -5
Great, I assumed ford would make all new hires LTS to avoid hiring permanently. Good to know. Any new hire coming into LAP or KTP will be LTS. And the LTS jobs are considered permanent. Once the LTS population maxes out at 20% (company-wide, not plant-wide), then the LTS's will move up to full scale once senior employess start to retire. Then, more LTS's will be hired. At least that's the way I understand it. If you read the last sub-council minutes, Chicago Assembly has around 700 LTS. So it is conceivable for LAP to have 1,000 LTS's.
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Post by TonyV on Jul 8, 2011 21:14:32 GMT -5
Negative. Two-tier employees by contract start at $14.20/hr and max out at $15.34/hr. Volume 1, appendix V, page 300. "Long Term Supplemental Employees" are topping out at over $17/ hr. They can be used by the company different than two-tier with less strings.(Temporary by nature) Two-tier workers are permenant employees at a lower wages explained in appendix V.
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Post by TonyV on Jul 8, 2011 21:23:43 GMT -5
The 'Long Term Supplemental Employees' are for the LAPers leaving KTP as it was explained to me. They will fill those spots. If they can be cut out by job cuts - no strings are attached with those hires.
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Post by TonyV on Jul 8, 2011 21:30:38 GMT -5
Per Volume 1(Master Agreement):
MEMORANDUM OF UNDERSTANDING UAW-FORD ENTRY LEVEL WAGE & BENEFIT AGREEMENT During 2007 negotiations the parties discussed the economic realities associated with the global automotive industry. The parties are acutely aware of the unrelenting competitive pressures that face the U.S. automotive industry and have consistently sought to jointly identify courses of action that would respond to these competitive pressures and help secure the long term viability of the Company for all employees. Together the parties have recognized through several negotiations and agreements, as well as during the present negotiations, that competitiveness, increasing market share and job security go hand in hand. In addition, the parties discussed obstacles the Company must overcome to close the competitive gap to bestin- class competitors and the need to pursue appropriate adjustments that allow Ford to close the competitive gap and to retain present business. The parties acknowledged the importance of factors such as cost, quality, and productivity in sustaining and promoting profitable business opportunities at Ford that employ UAW-represented employees. The application and implementation of this Memorandum of Understanding will impact the blended labor cost at all U.S. Ford Motor Company facilities. By taking an Enterprise Wide perspective, the parties can maximize the competitiveness of all functions and facilities while maintaining seniority rights and all current contract provisions for current employees in order to leverage the subsequent positive impact on job security. Therefore, in accordance with and as part of the 2007 UAW-Ford National Agreement between the International Union, UAW (hereinafter referred to as UAW) and Ford Motor Company (hereinafter referred to as Ford), the UAW and Ford agree as follows regarding competitive wage and benefit levels, and other mat- APPENDIX V MEMORANDUM OF UNDERSTANDING UAW-FORD ENTRY LEVEL WAGE & BENEFIT AGREEMENT 298 ters applicable to certain employees hired or rehired on or after the Effective Date of the 2007 UAW-Ford National Agreement. Except as otherwise specified in this Memorandum, employees hired or rehired on or after the Effective Date of this Memorandum will be covered in all respects by the UAW-Ford 2007 National Agreement. Notwithstanding the foregoing, or anything else to the contrary, this Memorandum applies to all UAWrepresented Ford facilities covered by the 2007 UAWFord National Agreement. ARTICLE 1 I. Duration This Memorandum shall take effect on the Effective Date of the 2007 UAW-Ford National Agreement (Effective Date) and continue until 11:59 p.m. (Detroit time) on September 14, 2011, subject to the modification and termination provisions of the 2007 UAW-Ford National Agreement. II. Applicability The terms of this Memorandum apply to all Entry Level employees at all Ford Motor Company facilities covered by the UAW-Ford National Agreement. Entry Level employees means regular full time employees hired or rehired on or after the date of this Memorandum. The entry level wage rate identified in this Memorandum shall apply to any such Entry Level employees until such employee becomes a regular, non-Entry Level employee. III.Seniority and Transfers Employees hired or rehired under this Memorandum will be eligible to transfer within classifications in accordance with applicable National or Local Agreement provisions, and may apply and be transferred, if qualified, to the skilled trades, or apprentice classifications. Notwithstanding any such transfer, these employees will continue to be covered in all respects by this Memorandum. APPENDIX V MEMORANDUM OF UNDERSTANDING UAW-FORD ENTRY LEVEL WAGE & BENEFIT AGREEMENT 299 IV. Wages and Other Economic Matters Employees covered by this Memorandum will receive the following rates of pay: Production Rate — $15.34 Starting Rate — $14.20 A Performance Bonus equal to three percent (3%) of Qualified Earnings will be paid in 2008, 2009, 2010 and 2011 to employees covered by this Memorandum in accordance with the following table, provided the employee has seniority as of the designated eligibility date: Eligibility Date Amount Payable During Week Ending April 28, 2008 3% of qualified earnings May 25, 2008 April 27, 2009 3% of qualified earnings May 24, 2009 April 26, 2010 3% of qualified earnings May 23, 2010 April 25, 2011 3% of qualified earnings May 22, 2011 An employee’s Performance Bonus will be based on the qualified earnings during the 52 consecutive pay periods immediately preceding the pay period in which each designated eligibility date falls. Qualified Earnings for this purpose shall be calculated on the same basis and on the same compensation as performance bonuses are calculated in the UAW-Ford National Agreement. Employees covered by this Memorandum will not be eligible for the Performance Bonus Payments in Article IX, Section 2 (b) of the UAW-Ford National Agreement. APPENDIX V MEMORANDUM OF UNDERSTANDING UAW-FORD ENTRY LEVEL WAGE & BENEFIT AGREEMENT 300 a. Non-Appendix F Employee New Hire and Rehire Rates For all non-Appendix F employees hired or rehired on or after the Effective Date of this Memorandum, new hire and rehire rates shall be established at the greater of (a) $14.20 per hour, or (b) 90% of the prevailing Production Rate. Employees hired or rehired at the 90% level will receive four wage progression increases, one every 26 weeks in an amount equal to 2.5% of the then-prevailing Production Rate, until reaching the full Production Rate over the course of 104 weeks. Employees hired at the $14.20 rate will receive four wage progression increases, one every 26 weeks, in the amount necessary to achieve the then-prevailing Production Rate over the course of 104 weeks in four proportional increases. These proportional increases shall be equal to the difference between the then-prevailing Production Rate and the employee’s then-current rate multiplied by 25% for the first progression increase, 33% for the second; 50% for the third; and 100% for the fourth and final progression increase. All new hires or rehires will also receive the wage increases described in Section I.b below. b. Wage Formula Increases Effective with the Monday of the week that includes the first scheduled workday of 2008 (12/31/ 2007), 2009 (1/5/2009), 2010 (1/4/2010) and 2011 (1/3/2011), the hourly wage rate for each production employee will be increased by a percentage equal to the greater of: (1) the annual percentage increase in average hourly earnings, excluding overtime, of employees in the Manufacturing sector (BLS Series CEU3000000033); or, (2) the annual percentage increase in the All Items, Less Medical, CPI-W Index (1982-84=100), both as calculated for the 12 month period ending with the month of August prior to the respective increase date. In the event a calculated increase exceeds 3.75%, wages will be increased by 3.75% and the APPENDIX V MEMORANDUM OF UNDERSTANDING UAW-FORD ENTRY LEVEL WAGE & BENEFIT AGREEMENT 301 parties will determine a mutually acceptable disposition of the excess, guided by the twin goals of enhancing UAW members’ job and income security and the company’s competitiveness. In the event the wage formula generates a negative result, wages will not be reduced. Instead, the negative result, up to a negative 3.75%, would be used as a direct offset to the next subsequent formula increase (and subsequent increases after that, if necessary, until fully offset). For example, if the formula produced a negative result of 1.34% in one year followed by a 2.45% increase in the next year, the adjusted increase in the second year would be a net 1.11%. The engineering method of rounding will be adopted for all Wage Formula calculations: to three decimal places for the Manufacturing sector average hourly earnings component; to four decimal places for the annual inflation component; to four decimal places for year-to-year percentage changes for each of these components; and to two decimal places for new base hourly wage rates following application of a four decimal Wage Formula increase. c. Wage Formula Basis In the event that either of the BLS Series data as referenced above is eliminated, the parties will adopt a mutually agreeable successor or replacement Series for use in future calculations. When calculating a Wage Formula result for a current year, BLS data from the preceding year’s calculation will become the basis for the current year formula and will not be changed to reflect subsequent revisions in the published data, nor will a Wage Formula adjustment for a prior year be changed as a result of subsequent revisions in the underlying data. The wage rates for Appendix F skilled trades employees provided in the UAW-Ford National Agreement will continue to cover Appendix F skilled trades employees, including journeymen/women hired or rehired on or after the Effective Date, new apprentices APPENDIX V MEMORANDUM OF UNDERSTANDING UAW-FORD ENTRY LEVEL WAGE & BENEFIT AGREEMENT 302 hired directly into an apprentice classification on or after the Effective Date, and non-Appendix F employees hired under this Memorandum who are subsequently promoted to a journeyman/woman classification, or indentured as an apprentice. V. Vacation Entitlement The maximum annual vacation entitlement for employees covered by this Memorandum shall be 160 hours. VI. Christmas Bonus The Letter of Understanding titled Christmas Bonus will apply to employees covered by this Memorandum. VII. Memorandum of Joint Activities and Legal Services The funding provisions of the Education, Development and Training Program will be applicable for Entry Level employees. Such employees will be covered by the Education, Development and Training Program, Health & Safety Program, Best in Class Quality Program, the administration of the Dependent Care Assistance Plan, the Diversity Program, Employee Support Services Program, and the Behavioral Emergency/Critical Incident Stress De-Briefing Procedures provided for in Appendices Q, S, and T of the 2007 UAW-Ford National Agreement. These programs, services and related activities will continue to be jointly administered, developed and implemented. In addition, Entry Level employees covered by this Memorandum will be included within the scope of the UAW-Ford Group Legal Services Plan provided in the UAW-Ford 2007 National Agreement. Retiree Tuition Assistance Plan, UAW-Ford Scholarship Program for Dependent Children, the Tuition Assistance Program, and Child and Elder Care referral services will not be provided for employees covered by this Memorandum. APPENDIX V MEMORANDUM OF UNDERSTANDING UAW-FORD ENTRY LEVEL WAGE & BENEFIT AGREEMENT 303 Such programs or services will be offered if the parties are able to develop a process for making such programs or services available to employees covered by this Memorandum on a space-available basis without cost. VIII.New Employee Orientation Program The New Employee Orientation Program will incorporate a thorough understanding of the industry’s need to transform to meet the challenges of the marketplace. The program will include the role of the parties in preserving jobs while still maintaining the core values historically provided in the parties’ bargaining agreements. IX. Benefit Plans Except as set forth in this Appendix V Memorandum and it’s Attachment A, employees covered by this Memorandum will be covered by the benefit plans set forth in the UAW-Ford National Agreement. X. Appendices M, N, & O Appendices M, N, and O of the 2007 UAW-Ford National Agreement are not applicable to employees covered by this Memorandum. XI. Scope Except as specifically provided in this Memorandum, all provisions of the 2007 UAW-Ford National Agreement, Supplementary Agreements and understandings, and local agreements existing as of the Effective Date shall apply to employees covered by this Memorandum. Any future changes to the UAW-Ford National Agreement, Supplementary Agreements and understandings, and local agreements will apply to employees covered by this Memorandum only by express agreement between the National Parties. APPENDIX V MEMORANDUM OF UNDERSTANDING UAW-FORD ENTRY LEVEL WAGE & BENEFIT AGREEMENT 304 XII. Compliance – Administration and Dispute Resolution The parties believe that these actions will increase the potential for growth as all locations become better positioned to meet future competitive challenges and for the long-term job and income security that employee’s value. It is recognized that these efforts may require change or waiver of certain agreements or practices beyond those identified in this Memorandum. In such cases, proposed changes to agreements or practices must be communicated to and approved by the Labor Affairs Office of the Company and the National Ford Department of the Union. The Labor Affairs Office and the National Ford Department will meet, as required, to review proposed changes in this regard and to develop and implement processes to assist and support locations introducing these provisions. Disputes, local and national, involving the application or interpretation of this Memorandum, including but not limited to the commitments set forth in Article I above, will be reviewed by a Joint Committee consisting of three (3) members appointed by the UAW Vice President and Director of the UAW-Ford Department and three (3) members appointed by the Vice President, Labor Affairs, Ford Motor Company. The Joint Committee shall meet on an ongoing basis. Ford and the UAW shall advise the Joint Committee at each meeting of any issues surrounding the administration and implementation of this Memorandum. Ford will provide information such as but not limited to seniority lists of both Entry Level and non-Entry Level employees, of work being insourced and jobs associated with that work, any increase in volumes and new programs as necessary on any issues raised for discussion or resolution. The parties commit to the thorough investigation of and the prompt resolution of all issues discussed relative to this Memorandum. The Joint Committee will have full authority to settle all matters that are properly before it, recognizing that disputes governed by appeal procedures of the APPENDIX V MEMORANDUM OF UNDERSTANDING UAW-FORD ENTRY LEVEL WAGE & BENEFIT AGREEMENT 305 respective Benefit Plans, and other issues consistent with applicable law, are outside the scope of the Committee’s authority. If the Joint Committee is unable to resolve a matter properly before it, the matter will be referred directly to arbitration, using the arbitration provisions, including the restrictions on the powers of the Umpire, contained in the UAW-Ford National Agreement (Article VII). Such matters will immediately move to the top of the arbitration docket. ATTACHMENT A BENEFIT PLANS AGREEMENT The 2007 Benefit Plans and Agreements between the UAW and Ford are applicable with the following exceptions: Section I: Hospital-Surgical-Medical-Drug- Dental-Vision Program (H-S-M-D-D-V Program) For purposes of the H-S-M-D-D-V Program, any person hired or rehired as an Entry Level Employee as defined in this Memorandum will not be eligible for retirement health care coverage from the Company, or for Company-provided coverage for their survivors. They will be eligible for contributions to a fund discussed in subsection 7., below. Additionally, Entry Level Employees will be subject to the adjustments to the H-S-M-D-D-V Program as discussed in subsections 1. through 6., below. 1. They will become eligible for hospital-surgicalmedical- drug and hearing aid expense coverages as provided in Section 5 of the H-S-M-D-D-V Program. 2. They will become eligible for coverage under Exhibit I (Dental Expense Benefits Program) and for annual eye exams under Exhibit IV (Vision Expense Benefits Program), on the first day of the month next following the month in which the employee is actively at work (or on disability leave) after acquiring three (3) years of seniority. APPENDIX V ATTACHMENT A BENEFIT PLANS AGREEMENT 306 Eyeglass frames and lenses may be obtained at discount through Vision network providers. 3. They will become eligible for full coverage under Exhibit IV (Vision Expense Benefits Program) on the first day of the month next following the month in which the employee is actively at work (or on disability leave) after acquiring five (5) years of seniority. 4. They will not be able to enroll Sponsored Dependents. 5. They will have their Hospital-Surgical-Medical- Drug Plan enrollment limited to the National Preferred Provider Organization (NPPO) option, modified to include the cost-sharing requirements shown in the table below: Annual Deductible In-Network Single Family Out-of-Network Single Family $300 $600 $1,200 $2,100 Co-Insurance In-Network Out-of-Network 10% 35% Out-Of-Pocket Maximum In-Network Single Family Out-of-Network Single Family $1,000 $2,000 No Limit No Limit Prescription Drugs (Retail and Mail Order) Generic Brand $7.50/script $15.00/script APPENDIX V ATTACHMENT A BENEFIT PLANS AGREEMENT 307 6. During the term of the 2007 Agreement, the Company will provide annual credits to Health Care Flexible Spending Accounts for them (See Attachment B-I). 7. Upon retirement or death, Program coverage will cease at the end of the month last in active service. In lieu of Company contributions for health care coverage in retirement (or for surviving spouse health care coverage), and continuing during the working career of all new hires or rehires, the Company will contribute an amount equal to $1.00 for every compensated hour into the employee’s Tax-Efficient Savings Plan for Hourly Employees (TESPHE). The parties have agreed to continue to study more efficient methods for delivering this benefit. Section II: Pensions The Ford-UAW Retirement Plan will be amended to establish the Personal Retirement Plan (PRP) as provided below: A. PERSONAL RETIREMENT PLAN: • Entry Level wage employees shall participate in the PRP. • Entry Level wage employees who subsequently transfer to a non-Entry Level job will remain in the Personal Retirement Plan. • Eligible to participate upon attainment of seniority. • The Company will provide annual contributions equal to 6.4% of the employee’s base hourly wage rate, multiplied by the number of straight-time hours worked from the initial date of employment as an Entry Level employee, to each employee’s PRP. • Accounts will accrue with interest credited annually at the 30 year U.S. Treasury Bond rate until September 30, 2008; thereafter at the rate specified under Section 417(e) of the Internal Revenue Code (Pension Protection Act). APPENDIX V ATTACHMENT A BENEFIT PLANS AGREEMENT 308 • Plan assets will be retained in the Ford-UAW Retirement Plan trust subject to three-year cliff vesting and portability provisions. • There will be no provisions for supplements, temporary benefits, or 30 and out retirement. • Annuities with lump sum and rollover option( s) will be available upon separation, if account balance is vested. • Automatic Joint and Survivor benefit annuity provided using the Contingent Annuitant 75% rate. Section III: Tax Efficient Savings Plan for Hourly Employees (TESPHE) • Eligibility based on current Plan provisions. Section IV: Group Life and Disability Insurance Program Except as specifically modified herein, all benefits shall be governed by the provisions of the Program. A. BASIC LIFE INSURANCE: • Coverage will be based on wages in accordance with the Schedule of Benefit found in the Group Life and Disability Insurance Program. B. WORK RELATED DEATH BENEFIT: • Coverage will be based on wages in accordance with the Schedule of Benefit found in the Group Life and Disability Insurance Program. C. ACCIDENT and SICKNESS BENEFITS: • Eligibility - Accident and Sickness Benefits and Extended Disability Benefits coverage under the Group Life and Disability Insurance Program will apply on the date following the date an employee acquires one year of seniority. • Duration: - 1 year seniority but less than 3 years seniority -- 26 weeks. - 3 or more years seniority -- 52 weeks. APPENDIX V ATTACHMENT A BENEFIT PLANS AGREEMENT 309 D. EXTENDED DISABILITY BENEFITS: • Eligibility and Duration: - 1 year seniority but less than 3 years seniority - - 13 weeks. - 3 years seniority but less than 5 years seniority - - 26 weeks. - 5 or more years seniority – the same duration as provided in the Group Life and Disability Insurance Program. Section V: Supplemental Unemployment Benefit Plan (SUB) Except as specifically modified herein, all benefits shall be governed by the provisions of the Plan. A. ELIGIBILITY AND DURATION: • 1 year seniority but less than 3 years seniority - - 26 weeks. • 3 or more years seniority - - 52 weeks. At the point 52 weeks is exhausted, the Company will provide up to an additional 104 weeks. • Work related expenses are $15.00. Section VI: Profit Sharing Plan • Eligibility based on current Plan provisions. Section VII: Dependent Care Assistance Plan • Eligibility based on current Plan provisions. APPENDIX V ATTACHMENT A BENEFIT PLANS AGREEMENT 310 ATTACHMENT A-1 Flexible Spending Account Entry Level employees will be eligible for a credit to a Flexible Spending Account in the amount of $300.00 for an employee with individual health care coverage, or $600.00 for an individual with family coverage, at the time they first become eligible for health care coverages. In subsequent years, they will be eligible for Company credits to such Flexible Spending Accounts in any year (or portion thereof) in which they are eligible for health care coverages. Entry Level employees who are not eligible for health care coverages at the beginning of any year, will not be eligible for Company credits to the Flexible Spending Account. However, if coverage commences or is reinstated during the year, the individual immediately will become eligible for the Account. Subject to changes in federal tax law, almost any health care expense that is eligible for a deduction for federal income tax purposes may be eligible for reimbursement from the Flexible Spending Account. However, a new hire or rehire may not deduct an eligible expense on his/her federal income tax return and receive reimbursement for that same expense. In addition, expenses eligible for reimbursement from a Flexible Spending Account include deductibles and co-payments, but not contributions paid for health care coverage continued through Ford or premiums paid for non-Ford coverage. The entire amount of the Flexible Spending Account is available to be paid for eligible expenses at any time, as long as the expense is incurred while covered by the Account. If an Entry Level employee’s health care coverages are terminated during the year, the individual will still be able to file claims for services rendered during that year. APPENDIX V ATTACHMENT A BENEFIT PLANS AGREEMENT 311 Claims may be filed for services received in any year for which a Flexible Spending Account is established. Claims for services incurred in a calendar year may be submitted for reimbursement through March 31 of the following year. Entry Level employees have until March 31 of the following year to submit expenses for services rendered during the prior plan year. Claims that are submitted after that time for a prior year cannot be reimbursed. If an individual submits a reimbursement claim form and is reimbursed for expenses that are not covered, or for more than should be allowed, federal law requires that such reimbursement is taxable income to claimant. The claimant will be responsible for paying any tax required on such amounts. Flexible Spending Account credits may be used only for eligible expenses. However unused amounts at the end of each calendar year will be forfeited (the Use it or lose it rule). APPENDIX V ATTACHMENT A BENEFIT PLANS AGREEMENT 312
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Post by rclap on Jul 9, 2011 9:11:21 GMT -5
Thanks for the clarification Tony V. I stand corrected.
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Post by TonyV on Jul 9, 2011 12:00:24 GMT -5
I believe the LAP posting was for $15 or so per hour. I'll find it and post it.
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Post by ackspac on Jul 9, 2011 13:08:50 GMT -5
$15.51 per hour.
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Post by kbrundag on Jul 9, 2011 14:29:47 GMT -5
Of the 1,800 about 200 are TLO, maybe 600 transfers from other plants. They are expecting to fill about 1,000 new hire positions... This should have been covered by LAP referrals, but Unemployment Office has had over 5,000 people do applications. Lottery system my ass...
Remember, the contract expires in September, including the language TonyV has supplied us. Any new hires will most likely be hired under the new contract, whatever that may be...
Will the language stay the same, or will they do better? Time will tell.
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Post by usmcm38a1 on Jul 10, 2011 15:40:41 GMT -5
It hasn't gotten to skilled trades wanting to transfer to production there are a few left out there who were not allowed to sign the trasfer till after the 7/11 date if they don't fill the first to move it to the hierarchy level 6
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