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Post by thereandback on Nov 2, 2019 9:18:37 GMT -5
8 yrs to top pay now takes at least 8.5... Raises based on 52 weeks worked instead of anniversary date? WTF does that mean?
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Post by 2011tier2 on Nov 2, 2019 9:26:40 GMT -5
*I don't like that only legacy/top rate folks get the 4% lump sum bonuses. All this does is further divide the already divided body. Even myself, with 8yrs at the end of this month, won't get the 4%lump sum . I would however get the 3rd year bonus, but as it states now, you have to be at "Top Rate" for 52weeks or longer to get it.
Speaking as an
in-progression employee, top rate should be reached at 4yrs seniority period. If newly hired employees can reach top pay in 4yrs, the same should be for any seniority workers already here......No easing into top rate over the next 4years to reach top pay 1 week before the contract ends in 2023.
-I definitely think there's some more meat on the bone if this TA gets voted down.
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I'd also like to see the entirety of the iUAW folks removed -regardless of if they are implicated as of yet. If you were there during this unfolding corruption against the people that you claimed to fight for, you're out!!!
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Post by thereandback on Nov 2, 2019 9:37:07 GMT -5
*I don't like that only legacy/top rate folks get the 4% lump sum bonuses. All this does is further divide the already divided body. Even myself, with 8yrs at the end of this month, won't get the 4%lump sum . I would however get the 3rd year bonus, but as it states now, you have to be at "Top Rate" for 52weeks or longer to get it. Speaking as an in-progression employee, top rate should be reached at 4yrs seniority period. If newly hired employees can reach top pay in 4yrs, the same should be for any seniority workers already here......No easing into top rate over the next 4years to reach top pay 1 week before the contract ends in 2023. -I definitely think there's some more meat on the bone if this TA gets voted down. ------------------———————————————————— I'd also like to see the entirety of the iUAW folks removed -regardless of if they are implicated as of yet. If you were there during this unfolding corruption against the people that you claimed to fight for, you're out!!! The new raise scale is still 8 yrs. |
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Post by thereandback on Nov 2, 2019 9:50:13 GMT -5
photos.app.goo.gl/z62ZYzNXdjs3SCon8The highlights state that in progression will reach parity ( equal status/pay) during the life of the agreement. I'm pretty sure that's an outright lie.
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Post by 2011tier2 on Nov 2, 2019 10:50:12 GMT -5
photos.app.goo.gl/z62ZYzNXdjs3SCon8The highlights state that in progression will reach parity ( equal status/pay) during the life of the agreement. I'm pretty sure that's an outright lie. Everyone currently hired will be at same pay rate(minus ARPs & various minor classification pay rate increases) 9days before this upcoming contract expires. You can see the massive pay increases happen just before the contract expires. They keep the hourly pay rate low till the last second. *We need to vote this thing down. ***We(non-legacy) need to start considering furthering gains on the percentage of Ford tesphe contribution and/or some kind of medical coverage post-retirement for the 2023contract. |
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Post by thereandback on Nov 2, 2019 10:55:50 GMT -5
NATIONAL ATTENDANCE PROGRAM
Other Elements
To ensure employees fully understand the seriousness of their absenteeism and it's impact on the facility prior to progressing to the final step of termination, the company shall issue R&W + 1 month disciplinary penalties identified in Table 1, regardless of the number of chargeable absences that progressed the discipline for absenteeism to an R&W+1 month penalty.
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Post by thereandback on Nov 2, 2019 11:13:26 GMT -5
photos.app.goo.gl/z62ZYzNXdjs3SCon8The highlights state that in progression will reach parity ( equal status/pay) during the life of the agreement. I'm pretty sure that's an outright lie. Everyone currently hired will be at same pay rate(minus ARPs & various minor classification pay rate increases) 9days before this upcoming contract expires. You can see the massive pay increases happen just before the contract expires. They keep the hourly pay rate low till the last second. *We need to vote this thing down. ***We(non-legacy) need to start considering furthering gains on the percentage of Ford tesphe contribution and/or some kind of medical coverage post-retirement for the 2023contract. All it says is that we're "eligible" for top pay. Does that require perfect attendance? What constitutes a "week worked"? 1 day of the scheduled week... What about shutdown and Christmas... Bereavement Medical leave |
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Post by Ex-metalman on Nov 2, 2019 11:20:41 GMT -5
I think it’s a certain amount of Hours worked during a period.If you awol I guess that’s minus 10 hrs?Seems they’re making it more and more difficult to understand.Im glad the bookend days are gone though.Tell you what impacts productivity A CROOKED IUAW !!!
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Post by Ex-metalman on Nov 2, 2019 11:22:43 GMT -5
Should be if you have 4 yrs or more now you are top pay.ALL WORKERS SHOULD GET A 4% bonus even if you make 16.25 an hour.There was a time we made the same.WHO YOU THINK IS POCKETING ALL THIS CASH MADE FROM LABOR COST????FORD AND EVIDENTLY THE IUAW
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Post by thereandback on Nov 2, 2019 11:26:32 GMT -5
Should be if you have 4 yrs or more now you are top pay.ALL WORKERS SHOULD GET A 4% bonus even if you make 16.25 an hour.There was a time we made the same.WHO YOU THINK IS POCKETING ALL THIS CASH MADE FROM LABOR COST????FORD AND EVIDENTLY THE IUAW Cigars, Crystal Champagne and stripper caddies ain't cheap. |
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Post by 2011tier2 on Nov 2, 2019 11:44:50 GMT -5
Should be if you have 4 yrs or more now you are top pay.ALL WORKERS SHOULD GET A 4% bonus even if you make 16.25 an hour.There was a time we made the same.WHO YOU THINK IS POCKETING ALL THIS CASH MADE FROM LABOR COST????FORD AND EVIDENTLY THE IUAW Cigars, Crystal Champagne and stripper caddies ain't cheap. Every hard-earned dollar(with compounded interest) those crooks stole and used needs to be paid back and equally dispersed amongst the entirety of every non-iUAW employee. Beyond that, I’m still waiting to see and hear ANY of the Big 3 company folks getting popped for the under-the-table deals. The only one I’ve hear/read about is the FCA VP that had a heart attack or something. |
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Post by Ex-metalman on Nov 2, 2019 12:16:19 GMT -5
Yep.Just yesterday more charges were brought against (Figure A-AKA our IUAW Prez)Karmas a bitch.Sad our representatives have stooped to this Level of criminal activity.All I’ve ever wanted since I’ve been a part of the UAW (27yrs total)was equality and transparency ..I see why the US VS FORD(THEM) went by the wayside!💵💵💵💵💵
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Post by agslater on Nov 3, 2019 1:04:44 GMT -5
In progression with around 4 years in like myself are really getting bent over on this deal. Temps came out good as well as legacy+1 year. Id be happy getting a raise + 2700 + 9000 if im legacy. It seems like it will get voted in.
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Post by beenaround on Nov 3, 2019 8:11:19 GMT -5
some kind of medical coverage post-retirement for the 2023contract.
Post Retirement medical coverage is covered by the illustrious IUAW VEBA. Don't think Ford wants back in that game.
Id be happy getting a raise + 2700 + 9000 if im legacy. It seems like it will get voted in.
The 2700 is based on hours worked. So if you AWOL enough or go home before 10 hours every day they go less then 10 you will not garner the $2700.00
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Post by thereandback on Nov 7, 2019 20:33:38 GMT -5
Went to the Q&A. All holidays and paid time off count as weeks worked. Any week you work at least .6 hours counts.
The only way to delay getting raises on your anniversary date is through disciplinary suspension and personal medical leave.
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Post by thereandback on Nov 7, 2019 20:52:43 GMT -5
NATIONAL ATTENDANCE PROGRAM Other Elements To ensure employees fully understand the seriousness of their absenteeism and it's impact on the facility prior to progressing to the final step of termination, the company shall issue R&W + 1 month disciplinary penalties identified in Table 1, regardless of the number of chargeable absences that progressed the discipline for absenteeism to an R&W+1 month penalty. I asked about this language (Letter of Understanding pg133C) I was told the company has to follow the discipline progression chart. That seems obvious, but then why is this language included... It was late into the first meeting and a lot of people asked a lot of good questions. I kinda let it lie, but I'm going back tomorrow to push for an explanation. |
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