1 | P a g e

2 | P a g e

Table of Contents

3 | P a g e

Local 174 UAW Union Officials

William Bagwell Alternate Safety Representative

David Kuiawa Alternate Safety Representative

4 | P a g e

Joint Program Representatives

John Blake GM Representative

Brian Eltringham GM Representative

Roberta Ball GM Representative

Derek Warshaw GM Representative

John Blake GM Joint Activities Representative

Brian Eltringham GM Joint Activities Representative

John Blake GM Joint Training Representative

Brian Eltringham GM Joint Training Representative

John Blake GM ADAPT Representative

Brian Eltringham GM ADAPT Representative

John Blake GM Representative

Brian Eltringham GM Representative

5 | P a g e

Important Phone Numbers

6 | P a g e

Benefits Assistance

7 | P a g e

Introduction

negotiations and agreements are null and void. The only recognized language between the

parties is set forth in the 2011, Ypsilanti, Plant #87 Local Agreement. If additional

agreements are made, it will be done in writing, signed by both parties, with an effective date

thereafter the October 23rd, 2011 local ratification.

Commitments & Responsibilities

8 | P a g e

What is a Grievance?

9 | P a g e

Insurance Benefits

Pension and S.U.B. Benefits

Solidly Against Discrimination

10 | P a g e

On-The-Job Injuries

Absence Call-In Number

Change of Address

In Case of Death

11 | P a g e

Local Seniority Agreement

Committee of Local #174, International Union, United Automobile, Aerospace, and Agricultural

Implement Workers of America, herein referred to as the Union. It is understood between the

parties that this agreement is subject to ratification of the Local Union and approval of the

Corporation and the International Union.

12 | P a g e

13 | P a g e

classifications work groups shall establish seniority immediately in the classifications work

group they are placed. Reduced employees shall have recall rights for 30 90 days into the

classification they were reduced from. In cases of multiple reductions, high seniority shall

14 | P a g e

cannot be filed for “like” classifications. For example, powered vehicle drivers cannot put in

for other powered vehicle driving jobs, non-powered-vehicle drivers cannot put in for nonpowered-

a trained low seniority employee plant wide, capable of performing the job (i.e., holding a

power equipment license, etc.) will be transferred.

15 | P a g e

workgroups. Not to be counted towards days due to temporary employee replacement.

the classification work group pursuant to Paragraph (62) of the National Agreement will be

reduced and placed in the last classification work group they retain seniority. For purposes of

permanent reductions, the lowest seniority employee in the affected job assignment will displace

the lowest seniority employee of the affected work group. All mobile equipment groups on each

16 | P a g e

classification work group and displace the lowest seniority employee in that the combined group.

Should an employee lack sufficient seniority to be placed within that group, that The affected

David Campbell

Jason Gravenmier

May 7, 2009

October 23, 2011

17 | P a g e

Wage Agreement

Machine Repair 0080 32.73 32.73

Millwright

The negotiated Non-skilled Work Groups are as follows:

 Primary job assignments within each workgroup will be by seniority.

 Supplementation between workgroups will be 2 hrs or more unless agreed upon

between the Shop Committee and Management.

 Movement within workgroup will be done by seniority.

The intent of this language is not intended to create a new job function on a permanent or

18 | P a g e

driver can be required to Tug upon occasion to utilize time, but will not be given a regular daily

job assignment of Processing Tech driver and Tugging. Language intended to utilize Checker

Drivers to Tug at end of shift to clear of docks, but not intended to have Driver Checker unload

then tug, unload then tug)

Corporation and the Shop Committee of Local #174, UAW. It is understood that this Agreement

must be approved by the Personnel Staff of General Motors Customer Care and Aftersales -

Central Office and the Company, and the International Union. In the event of failure of approval

of either party, the matter will be referred back to the parties for further negotiations.

The rates shown herein are maximum rates only and do not include the Cost-of-Living

Allowance. All base rates shown herein have been adjusted in accordance with Paragraph (101)

of the National Agreement dated September 26th 2007 September 28, 2011. Cost-of-Living

Allowance will be paid in accordance with the applicable provisions of the 2007 2011 National

2007 2011 National Agreement.

Entry level new hire employees shall be paid in accordance with the Memorandum of

19 | P a g e

David Campbell

Jason Gravenmier

May 7, 2009

October 23, 2011

20 | P a g e

Shift Preference Agreement

Local #174 of the International Union, United Automobile, Aerospace & Agricultural Implement

Workers of America. It is understood that this Agreement must be approved by the Personnel

Staff of General Motors Customer Care and Aftersales and the Company, and the International

Union, UAW. Regardless of the situation that may arise or provisions that may be written,

efficiency of operations shall govern. In the event of failure of approval by either party, the

matter will be referred back to the parties for further negotiations.

At present, Ypsilanti Plant #87 is a two-shift operation. Any change in the established shift

hours will be first discussed with the Shop Committee as far in advance as possible of any

change.

21 | P a g e

9. In an effort to help level employee job assignments and shifts, it has been mutually agreed

between the parties to have a plant leveling every 2 years.

22 | P a g e

Motors Parts Division, General Motors Corporation and the International Union, UAW.

Lynn Behrens

Brian Eltringham

David Campbell

Jason Gravenmier

May 7, 2009

October 23, 2011

23 | P a g e

Equalization of Overtime and Administration Rules

referred to as Management, and the International Union, United Automobile, Aerospace, and

Implement Workers of America, Local 174, as representing the production and maintenance

workers of the Ypsilanti Plant #87, Ypsilanti operation herein referred to as the Union.

In the application of Paragraph (71) of the National Agreement, extra work in periods of part

time operation, and overtime, will be equalized by department (as defined by the seniority

Agreement) and by classification workgroup.

When the need arises to supplement for overtime in a mobile equipment group, the group will be

supplemented by canvassing from the low average hour equalization of mobile equipment

groups. In the event further supplementation is needed, overtime will be offered using low hours

on the letter.

When the need arises to supplement for overtime in a non-mobile equipment group, the group

will be supplemented by canvassing from loq hours on the letter then by the low average hour

equalization groups on the shift.

24 | P a g e

Opposite shift employees may supplement each other only after all positions and scenarios have

been filled by the shift working the overtime. Supplementation will be done by low hours and

signup on the VOSS.

Should the need arise; first shift will supplement second shift by low average overtime hours

canvass.

Second shift will first be afforded the overtime on their shift according to the classifications

established on that shift.

Second shift will be offered overtime on first shift only after all positions and scenarios have

been covered from all first shift employees.

Second shift will be offered overtime on first shift by canvass of low average hours on that shift

25 | P a g e

employee will retain his/her actual hours. If an employee transfers from one classification to

another classification, that employee‟s hours will also be transferred with the employee.

1. Main Entrance

2. Processing Area

3. Service Warehouse

workgroup.

26 | P a g e

The parties agree to implement the following Paragraph 71 Administrative Rule changes The

changes as agreed to will be reviewed on a regular basis to determine whether or not they can be

fairly and consistently administered. The changes as agreed to are as follows:

 Voss Administration: Only those employees who sign the VOSS will be considered for

overtime. Employees must sign up for daily overtime by end of lunch on Monday‟s to be

considered for any Monday through Friday overtime. Weekend overtime must be signed

up for by end of lunch on Wednesday‟s to be considered for any available Saturday or

Sunday work.

 Under normal circumstance notification for weekend overtime will be done by end of

shift Thursday.

 If an employee has signed the Voss and then elects to decline the overtime this may

require other employees to be forced to work on that day.

o Employee‟s declining will be required to verbal notify supervisor by lunch the

day prior to the overtime day scheduled.

o In the event employees are being forced to work overtime a list of those

employees‟s will be posted by end of shift the day prior.

o In the event of an unforeseen circumstance each case will be handled on an

individual basis.

o Upon normal circumstance employees will be notified by lunch of voluntary

overtime requirements that day.

 It is understood between the parties that employees can be forced to work overtime per

the applicable provisions of the Overtime Agreement when there are not enough

 In the event the proper numbers of volunteers do not sign the VOSS, management has the

right to mandatory partial overtime based on the needs of the business.

27 | P a g e

o The employees that will be forced will be the lowest seniority employees in the

affected group.

o When management must mandatory partial overtime all employees in the affected

group will be charged.

 When voluntary overtime is worked, employees will be charged in their equalization

group based on their standing within the group. Employees with lower hours than the last

 All hours that are worked will be charged to employees regardless of the group they

worked in. I.E (If a truck driver works in processing they would be charged)

 In the event an employee is absent they will be allowed to sign the VOSS located in the

general supervisor‟s office, on the first day of their return, by first break.

 Employees will be required to identify each work group their interested in working. The

signup sheets will be posted on the back of the level II, BPD boards.

o Processing Tech/Inspection

o Reach Driver

o Lead Attendant

o Sit Down Driver

In the event your workgroup is working overtime and the need for work in another workgroup is

required employees will be assigned by the letter then seniority.

 If the need for work in another workgroup is required due to an hourly employee issue

(ie: absenteeism) management is not in violation of paragraph 71 of the National

 If the need for work in another workgroup is required and employees signed on the

VOSS are not being utilized due to a management issue it is a violation of paragraph 71

28 | P a g e

Lynn Behrens

Brian Eltringham

David Campbell

Jason Gravenmier

May 7, 2009

October, 23, 2011

29 | P a g e

The Leadership of Plant 87 Ypsilanti believes in employee‟s furthering education. When signing

up for college courses that may interfere with normal operations or mandatory overtime,

employees are required to approve all class schedules in advance with management.

Management will accommodate employees when possible. Employees will be required to

1) Should an employee accept a temporary position on the letter, and they are reduced from

that letter for any reason that is not a fault of their own choosing, then said employee may

exercise their next application (seniority permitting).

2) All moves on the letter system will be done by seniority and the priority to fill sheet.

3) Employees who were not available during the filling period because of a leave of absence

may make application within the first seven days upon returning.

4) Any new hire may make application within the first 21 days upon gaining seniority into

the bargaining unit.

5) Upon reduction from a classification the reduced employee may make new application, if

the reduction would render their previous letters invalid under the rules of the system.

6) Employees who choose to change jobs in between the filling dates may file new letter

applications; however they may not disadvantage those applicants already on file. (Must

go to end of list) or they may keep their letters already on file provided they do not

violate any other rule of the letter system.

7) If the job in question being offered is not 4 hours or more in duration, the employee may

refuse to fill the job without having to pull their letter.

Management will provide appropriate cups and an electrolyte replacement type drink, approved

by GM Medical, in 2 five gallon coolers when the temperature in the facility exceeds 90 degrees

Fahrenheit. These coolers will be cleaned and maintained by bargaining unit employees.

30 | P a g e

Management is agreeable to providing up to 40 additional hours per week, as needed, for Joint

Activity type functions. These hours will be reviewed on a semi-annual basis by the Key Four of

Ypsilanti Plant #87.

The Ypsilanti Plant #87 practice of automatically placing employees on notice whenever an

accident occurs in the plant has been the subject of a great deal of recent discussion. While this

policy was implemented with the intention of expressing our commitment to a safe workplace,

many employees have misinterpreted this action as a “guilty until proven innocent” policy and

have become extremely concerned when place on notice.

Based on our discussion with the Local Union and Divisional Health and Safety, we have revised

plant procedures as follows:

When a safety related incident occurs, the supervisor will not automatically place the involved

employee on notice unless the employee clearly appears to be at fault.

The overriding priority that we all must keep focused on is completion of a thorough

investigation that identifies and corrects the root cause of any safety related incident.

It is understood that management retains the right to place an employee on notice and issue

discipline if an investigation eventually proves that the cause of an accident was an unsafe act.

The Ypsilanti Plant #87 recognizes and understands the rear exception for an employee hardship

between the shifts. When a hardship is requested the following must be adhered to and

understood.

The employee must fill out and turn in an application for hardship to their immediate general

supervisor. When filling out the hardship application the employee must provide specific details

and documentation when possible for the reason the hardship is being requested.

 Hardship will not exceed 30 days

 You will be assigned to a workgroup based on business needs, deemed by management

 Seniority will be recognized as the lowest on the shift for which they have applied

 Overtime will be made available only after all other employees on the shift have been offered

31 | P a g e

 Applications for letters or transfers will not be honored

 Upon returning to your regular shift and classification, seniority permitting, you will be

charged with the highest hours of overtime in the equalization group for which you‟re

assigned

The Ypsilanti Plant #87 recognizes and understands the rear exception for an employee need to

switch between the shifts with another employee. When a switch is requested the following must

be adhered to and understood.

The employee must fill out and turn in an application for switch to their immediate general

supervisor. When filling out the switch application the employee must provide specific details

and documentation when possible for the reason the switch is being requested.

 Employees are responsible to find a partner willing to switch

 The switch will not exceed 30 days, extension of the 30 days is subject to mutual agreement

 Both employees will be assigned the job for which you are switching

 Both employees seniority will be recognized as the lowest on the shift for which they have

applied

 Both employees overtime will be made available only after all other employees on the shift

have been offered

 Both employees‟ applications for letters or transfers will not be honored

 Upon returning to your regular shift and classification, seniority permitting, both employees

will be charged with the highest hours of overtime in the equalization group for which you‟re

assigned

Personal telephone use is to be restricted to non-working periods (i.e. lunch periods, relief

periods and before or after shifts). In the event that the use of a telephone required during

working hours, employees are to contact their supervisors prior to such occurrence.

Employees, who choose to carry cell phones in the facility, should be aware that the use of cell

phones is prohibited in the warehouse and cell phone use is also restricted to non-working hours.

Employees are encouraged to turn off cell phones during working hours and are further

encouraged to advise family and friends that any emergency calls should be directed to the plant

security office at 1-734-481-4039.

Employees who chose to leave cell phones in an active mode during working hours should be

aware that they place themselves at risk for a possible shop rule violation. Employees observed

using a cell phone during working hours will be questioned relative to the nature of the call. Any

32 | P a g e

claim of an “emergency call” must be supported by a thorough explanation by the employee, and

at the supervisor‟s discretion, written documentation supporting the explanation. Calls that are

determined not to have been “emergency” in nature will be acted upon appropriately.

In any event cell phones are never to be used while operating a powered vehicle. In this regard,

prior to operating a cell phone, the individual is to move the vehicle out of the general traffic

flow, come to a full stop and shut off the vehicle prior to using the phone.

A personal radio is a privilege and is intended for your use. Radio volume level must be

maintained so that it cannot be heard clearly in the adjacent station, line, or outside of the dock

working area.

Employees, who chose to use a radio in the facility, should be aware that some music content can

be viewed as offensive. Employees are encouraged to consider the music theme, language, and

volume of their radio. Speakers must be attached to the radio. An iPod that is being used with

remote speakers will not be allowed. The constant changing of the playlist or channel will be

viewed as wasting time. Mobile equipment will never be used to power a radio.

Employees who chose not to follow these rules should be aware that they place themselves at

risk for a possible shop rule violation. Employees will be asked to turn down the radio or change

the music content one time. If the situation continues you will lose your privileges for 30 days.

If any other radio related issue arises the radio will be taken to security to be picked up by the

All permanent reductions in force will be plant wide by seniority, regardless of pay,

classification, or job description, except that Skilled Trades will be separate from production, and

the provisions of the National Agreement will apply concerning representation.

33 | P a g e

1. Temporary employees will be credited the highest hours on the shift and will remain until

gaining seniority.

2. If more than one temporary employee is working in the facility they will remain with the

highest hours on the shift and be charged with the hours worked for purposes of

equalization among other temporary employees.

3. Temporary employees will be allowed to use entry date into plant for shift and letter

system.

provided herein.

Lynn Behrens

Brian Eltringham

David Campbell

Jason Gravenmier

May 7, 2009

October 23, 2011

34 | P a g e

Contract Settlement Statement

2011, between CCA Ypsilanti #87 of General Motors Company and the International Union,

United Automobile, Aerospace and Agricultural Implement Workers of America, Local No. 174.

35 | P a g e

Lynn Behrens

Brian Eltringham

David Campbell

Jason Gravenmier

May 7, 2009

October 23, 2011

36 | P a g e

Letters

October 15, 2007

October 23, 2011

Veterans of the Vietnam Era. General Motors Customer Care and Aftersales Division -Ypsilanti

Plant #87 is committed to those policies, which are quoted below:

be, at all times, in conformity with the Corporation‟s Equal Opportunity Employment Policy.”

Jackie Finden

Brian Eltringham

37 | P a g e

October 15, 2007

October 23, 2011

into account the needs of the business, financial cost and expense.”

“Hiring and employment practices and procedures implementing this policy are the

responsibility of the employing units. However, these practices, procedures and decisions are to

Jackie Finden

Brian Eltringham

38 | P a g e

October15, 2007

October 23, 2011

veterans of the Vietnam era taking into account the needs of the business, financial cost and

expense.”

“Hiring and employment practices and procedures implementing this policy are the

responsibility of the employing units. However, these practices, procedures and decisions are to

Jackie Finden

Brian Eltringham

39 | P a g e

October 15, 2007

October 23, 2011

Jackie Finden

Brian Eltringham