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A New Letter From Gary Walkowitiz


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If we don’t get rid of 2-tier,

we will all be 2nd tier one day.

 

In 2007, when permanent 2-tier jobs were negotiated at Ford, GM and Chrysler, it may have been the biggest pay cut in this country’s history. $28-an-hour jobs instantly became $14-an-hour jobs. For the next generation of autoworkers, 2-tier means no chance to raise a family decently, no chance to buy a house or even buy the products that we build.

 

But it’s not just the next generation that is at risk. Does anyone really believe that if we allow 2-tier to continue, it is going to stop with the new hires?

 

If you think that 2-tier wages can’t happen to everyone, just ask the workers at GM’s Orion Assembly plant. They were told that 40 per cent of the workforce would be working for $14-an-hour. Many first tier workers were told -- either cut your wages in half, or transfer to Lordstown, Ohio, 250 miles away. UAW President Bob King has said he would be willing to do the same kind of deal in other plants.

 

The UAW leadership says that 2-tier means that Ford, GM and Chrysler will now in-source some work. The auto companies out-sourced a lot of subassembly work in order to have companies like Johnson Controls pay people $14 to do work that we used to do for $28. If Ford, GM and Chrysler now can pay people $14, they may bring back some work. But who does that really benefit? A $14-an-hour job is a $14-an-hour job. Does it really matter who signs your check?

 

The UAW top leadership says 2nd-tier workers just need a small raise. But a small raise still leaves their income near the poverty level for a family of four.

 

There were supposed to be limits on how many 2-tier employees could be hired. But these limits are filled with loopholes, just like at Orion. What do you think will happen when the majority of the workforce is 2nd-tier?

 

As long as we are divided between 1st and 2nd tier, we are all at risk. It is hard to get a raise when our co-workers are working for less. If we want to make more than $28, then we need everyone to be brought up to $28.

*******************************************************

Our retirement is also at risk if nothing is done to address the VEBA, which now pays for retiree health care. According to AARP’s Public Policy Institute, when the VEBAs were negotiated in 2007 the liabilities for current and future retirees at Ford, GM and Chrysler totaled $88.7 Billion. But the companies only paid in $56.5 Billion, which meant the VEBAs were severely under-funded. In 2009, the companies were allowed to use stock in place of cash for over one third what they owed, further putting the VEBAs at risk. We were told the VEBAs would last for 80 years. But in the very first year of the VEBA, retirees had to pay higher co-pays, premiums and deductibles. GM and Chrysler retirees lost their dental and vision.

 

We have earned the right to a secure retirement. Mulally and his friends who profit from our sweat and hard work have no right to take it away.

 

Gary Walkowicz Bargaining Committeeman, Dearborn Truck Plant, Local 600.

(313) 737-3166 gwalk32@att.net August 8, 2011

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If we don’t get rid of 2-tier,

we will all be 2nd tier one day.

 

In 2007, when permanent 2-tier jobs were negotiated at Ford, GM and Chrysler, it may have been the biggest pay cut in this country’s history. $28-an-hour jobs instantly became $14-an-hour jobs. For the next generation of autoworkers, 2-tier means no chance to raise a family decently, no chance to buy a house or even buy the products that we build.

 

But it’s not just the next generation that is at risk. Does anyone really believe that if we allow 2-tier to continue, it is going to stop with the new hires?

 

If you think that 2-tier wages can’t happen to everyone, just ask the workers at GM’s Orion Assembly plant. They were told that 40 per cent of the workforce would be working for $14-an-hour. Many first tier workers were told -- either cut your wages in half, or transfer to Lordstown, Ohio, 250 miles away. UAW President Bob King has said he would be willing to do the same kind of deal in other plants.

 

The UAW leadership says that 2-tier means that Ford, GM and Chrysler will now in-source some work. The auto companies out-sourced a lot of subassembly work in order to have companies like Johnson Controls pay people $14 to do work that we used to do for $28. If Ford, GM and Chrysler now can pay people $14, they may bring back some work. But who does that really benefit? A $14-an-hour job is a $14-an-hour job. Does it really matter who signs your check?

 

The UAW top leadership says 2nd-tier workers just need a small raise. But a small raise still leaves their income near the poverty level for a family of four.

 

There were supposed to be limits on how many 2-tier employees could be hired. But these limits are filled with loopholes, just like at Orion. What do you think will happen when the majority of the workforce is 2nd-tier?

 

As long as we are divided between 1st and 2nd tier, we are all at risk. It is hard to get a raise when our co-workers are working for less. If we want to make more than $28, then we need everyone to be brought up to $28.

*******************************************************

Our retirement is also at risk if nothing is done to address the VEBA, which now pays for retiree health care. According to AARP’s Public Policy Institute, when the VEBAs were negotiated in 2007 the liabilities for current and future retirees at Ford, GM and Chrysler totaled $88.7 Billion. But the companies only paid in $56.5 Billion, which meant the VEBAs were severely under-funded. In 2009, the companies were allowed to use stock in place of cash for over one third what they owed, further putting the VEBAs at risk. We were told the VEBAs would last for 80 years. But in the very first year of the VEBA, retirees had to pay higher co-pays, premiums and deductibles. GM and Chrysler retirees lost their dental and vision.

 

We have earned the right to a secure retirement. Mulally and his friends who profit from our sweat and hard work have no right to take it away.

 

Gary Walkowicz Bargaining Committeeman, Dearborn Truck Plant, Local 600.

(313) 737-3166 gwalk32@att.net August 8, 2011

 

 

Why do you insist on posting from this republicant plant?

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Gary, Gary, Gary

 

You are not representing me or my future.

 

You seem to think you were our Liberator but we were voting that October Modification down with or without you. Nothing you did changed the chain of events. We all knew that the company was going to report a profit in November of 2009 because it was a windfall from the cash for clunkers program.

 

You can post all of this crap you want but the 2 tier is not going away. The 20% will not be increased so there is no threat of them “taking us over”. We voted for the 2 tier in 2007 for the fact our labor rates at $70 per hour would continue to lose jobs, mainly to Mexico.

 

We voted in the 2 tier and the IUAW was successful in gaining jobs and security which is evident upon all of these job opportunities at Chicago (Assembly and Stamping), Louisville (KTP, LAP) and most likely Michigan assembly will be adding a shift.

 

This was the reason we voted for the 2007 agreement. Job losses stopped and our numbers are growing.

 

Sure GM agreed to 40% entry level in the Orion plant only. This was only for that specific site to build a sub-compact in the US at a profit. There is no other sub compact assembly operation anywhere in this country, not even the Asians. So once there is investment in American you can build on wages. Your position would be to not have the investment at all and build that product in Mexico.

 

Your irresponsible thought process puts our jobs and future at risk.

 

I don’t need you to feel your need to negotiate for me. Although I voted down the October Modification it wasn’t because of your rhetoric.

 

Your stance on voting no on anything before it is negotiated is hasty, reckless and puts us all in danger.

 

You were ineffective as Chairman when you negotiated a 26 page local agreement that was basically a company document with your signature on it.

 

You point out perceived flaws with no resolve. Your direction of no, no, no puts me and my family at risk. The IUAW was successful in bargaining my good wages and job security.

 

As to you, your non-service and lack of education puts you at a severe disadvantage in looking at the whole picture and inability to make a rational decision on the betterment of our futures

 

Again, Thanks but no thanks, stick to things you are good at like defending your hideous 26 page local agreement.

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Gary, Gary, Gary

 

You are not representing me or my future.

 

You seem to think you were our Liberator but we were voting that October Modification down with or without you. Nothing you did changed the chain of events. We all knew that the company was going to report a profit in November of 2009 because it was a windfall from the cash for clunkers program.

 

You can post all of this crap you want but the 2 tier is not going away. The 20% will not be increased so there is no threat of them “taking us over”. We voted for the 2 tier in 2007 for the fact our labor rates at $70 per hour would continue to lose jobs, mainly to Mexico.

 

We voted in the 2 tier and the IUAW was successful in gaining jobs and security which is evident upon all of these job opportunities at Chicago (Assembly and Stamping), Louisville (KTP, LAP) and most likely Michigan assembly will be adding a shift.

 

This was the reason we voted for the 2007 agreement. Job losses stopped and our numbers are growing.

 

Sure GM agreed to 40% entry level in the Orion plant only. This was only for that specific site to build a sub-compact in the US at a profit. There is no other sub compact assembly operation anywhere in this country, not even the Asians. So once there is investment in American you can build on wages. Your position would be to not have the investment at all and build that product in Mexico.

 

Your irresponsible thought process puts our jobs and future at risk.

 

I don’t need you to feel your need to negotiate for me. Although I voted down the October Modification it wasn’t because of your rhetoric.

 

Your stance on voting no on anything before it is negotiated is hasty, reckless and puts us all in danger.

 

You were ineffective as Chairman when you negotiated a 26 page local agreement that was basically a company document with your signature on it.

 

You point out perceived flaws with no resolve. Your direction of no, no, no puts me and my family at risk. The IUAW was successful in bargaining my good wages and job security.

 

As to you, your non-service and lack of education puts you at a severe disadvantage in looking at the whole picture and inability to make a rational decision on the betterment of our futures

 

Again, Thanks but no thanks, stick to things you are good at like defending your hideous 26 page local agreement.

Great post..Gary is so overmatched intellectually by management its not funny. He says no no no but doesnt offer any concrete soloutions outside of "vote no" and there isnt even a contract on the table!!! No credibility Gary

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wake up!! smell the coffee!

 

Does anyone ever take in consideration that a previous salaried insider said that Thanks to Ron Gettlefig. that the company is now saving 7 billion a year on medical costs because of the VEBA. Wake up and smell the coffee!! As your hourly rate has remained exactly the same at $28/ hour for the last 8 years as the top has continued to get theirs times 10. The numbers alone of the U.A.W have dwindled enough to make profits to the company alone. Just take Ford Mo. Companies hourly number at just over 40K still remaining. Your wages have remained stagnant for 8 long years while gas has risen, educational cost has risen, health care cost have risen, bank fees have risen, utilities have risen. I know we don't all need cable but I like to watch tv and that has risen significantly. If you go back to 1993 and pay a 2 tiered wage of $14 an hour, yes maybe back then that wage could of got you by but now, are you completely out of your mind? I paid $54/full tank for my mid size car/$14 only gets you so far. 40 hours X $14 or 40 x $16 $560/$640 before taxes.

Taxed at just 30% could put those figures down to $392/$448 per week. You would definitely have to consider 1 full tank of gas per week. 1 car payment if you truly want people to continue to buy a car to keep profit going. 1 month of rent or mortgage payment if lucky to buy a house. Co pay if you must go to the doctor of have children that need to. You have to look at the whole picture period. Gas, rent, utilities, medical expenses, education, sales tax could be much higher than the state you currently reside in on that same lower two-tiered wage. Don't be like them. Don't say you should be lucky to have a job. The American Dream can still be to buy a house, have a relatively nice car and have the ability to support a family. On two tiered wages those dreams can be shattered quickly.

 

If $28 has remained stagnant since 2003 with no raise what so ever with rising cost, how hard would it be for the $14-$18 wage earner?? Let me ask you this question? If suddenly the IUAW says hey this contract will probably pass because we have promised the two tier wage earner to earn more while your wages still remain the same would you be o.k. with that? It should not be what the union stands for period. An honest day for equal pay period. How would you treat your co-worker when he is doing the exact same hard work as you for $10 less?? Would you tell him he doesn't deserve it?? Would you brag about all the toys you have when he has a hard time feeding a family off that wage??

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Does anyone ever take in consideration that a previous salaried insider said that Thanks to Ron Gettlefig. that the company is now saving 7 billion a year on medical costs because of the VEBA. Wake up and smell the coffee!! As your hourly rate has remained exactly the same at $28/ hour for the last 8 years as the top has continued to get theirs times 10. The numbers alone of the U.A.W have dwindled enough to make profits to the company alone. Just take Ford Mo. Companies hourly number at just over 40K still remaining. Your wages have remained stagnant for 8 long years while gas has risen, educational cost has risen, health care cost have risen, bank fees have risen, utilities have risen. I know we don't all need cable but I like to watch tv and that has risen significantly. If you go back to 1993 and pay a 2 tiered wage of $14 an hour, yes maybe back then that wage could of got you by but now, are you completely out of your mind? I paid $54/full tank for my mid size car/$14 only gets you so far. 40 hours X $14 or 40 x $16 $560/$640 before taxes.

Taxed at just 30% could put those figures down to $392/$448 per week. You would definitely have to consider 1 full tank of gas per week. 1 car payment if you truly want people to continue to buy a car to keep profit going. 1 month of rent or mortgage payment if lucky to buy a house. Co pay if you must go to the doctor of have children that need to. You have to look at the whole picture period. Gas, rent, utilities, medical expenses, education, sales tax could be much higher than the state you currently reside in on that same lower two-tiered wage. Don't be like them. Don't say you should be lucky to have a job. The American Dream can still be to buy a house, have a relatively nice car and have the ability to support a family. On two tiered wages those dreams can be shattered quickly.

 

If $28 has remained stagnant since 2003 with no raise what so ever with rising cost, how hard would it be for the $14-$18 wage earner?? Let me ask you this question? If suddenly the IUAW says hey this contract will probably pass because we have promised the two tier wage earner to earn more while your wages still remain the same would you be o.k. with that? It should not be what the union stands for period. An honest day for equal pay period. How would you treat your co-worker when he is doing the exact same hard work as you for $10 less?? Would you tell him he doesn't deserve it?? Would you brag about all the toys you have when he has a hard time feeding a family off that wage??

 

Yes, everybody I've talked to feels the same way!

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so.......... what are your solutions?

My soloutions would be to support the plan that Bob king has talked about that entails revamped profit sharing and NOT adding fixed costs to the companies payroll. If nthe company is profitable then I support getting enhanced bonuses like salaried does as long as the profit sharing plan includes ford credit and is based off Fords WORLD profit and not just Noth American profits. The economy is going back into a recesssion which is apparent if you have followed what is happening in the world markets recently. This nis not the time to demnand raises from these companies especially Chrysler...sorry if the truth hurts

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Some possible solutions:

 

 

1. Increase the base wage rate for all employees by 3%. An employee making $28.48/hour would be immediately bumped up to $29.33 per hour. This would add approximately $0.033 (3.3 cents) to the hourly labor rate Ford looks at. This would add about $34/week to our checks, not including any premiums or OT. $27/week (after taxes) is a fill-up for those with small cars or at least half-tank for most others.

 

2. Change the profit-sharing plan to the following:

 

- Change to GLOBAL profits, not just those in the US, since we export many cars and trucks that we build.

 

- For profits under $1 billion, but above $0, put $50 million into the profit sharing fund, divided equally between all hourly employees (approximately $1,000 each before taxes).

 

- For profits between $1B and $2B, put $75M into the fund, divided equally between all hourly employees (approximately $1,850 each before taxes)

 

- For profits between $2B and $4B, put $100M into the fund, divided equally between all hourly employees (an average of $2,450 before taxes)

 

- For profits between $4B and $6B, put $250M into the fund from profits, divided equally between all hourly employees (an average of $6,170 before taxes)

 

- For profits above $6B, put $450M into the fund, add a $50M "quality & productivity" bonus, with the sum ($500M) divided equally by all hourly employees (an average of $12,345 before taxes)

 

These figures assume 40,500 hourly employees. In this scenario, BOTH 1st-tier and 2nd tier would receive THE SAME profit share amount. The only things we would have to know are:

 

-Total Global Profits, and

 

-The current number of US hourly employees.

 

How simple could that be?

 

 

3. Re-assess the VEBA funding amounts. If the current funds in the VEBA do not allow for a minimum of 75% of benefits (at current levels) to be paid over the next 75 years, add a sufficient amount (either in cash or discounted stock, paid over a certain time period not to exceed 10 years) to increase the funding level to 95-105% of the agreed-upon funding level.

 

4. Get rid of legal services, or in the alternative, combine it with those at UAW-GM and UAW-Chrysler and make it a jointly-managed entity by the 3 companies and the IUAW.

 

5. Commit to products in all plants through their life cycles, and re-allocate product to a plant if its main product will be ending. NO plant closures or sales through 2015 beyond those identified (the only ones I know of are Twin Cities and maybe Buffalo Stamping, but I'm not sure about Buffalo's status).

 

6. Modify the National Attendance program as follows:

 

- The rolling 18 month period reduces to 12 months.

 

- As soon as discipline drops off the employees' record (4 chargeable absences), allow the employee to once again use personal time after-the-fact instead of waiting for the record to COMPLETELY clear before allowing it again.

 

- Add another step to the progression (the 9th AWOL becomes an R&W + 3 weeks, 10th becomes R&W + 1 month, 11th AWOL is termination), or in the alternative, allow 5 chargeable absences before discipline begins.

 

- The period resets each contract. However, it shall not reset until 30 days following the contract signing, and any absences within 45 days of the reset shall be carried forward, along with the employees' current penalties.

 

 

7. For those plants on AWS schedules, ANY hours above 10 shall be VOLUNTARY (hence, no 10.7). OT hours shall be divided EQUALLY among crews/shifts.

 

8. Provide a one-time $5,000 signing bonus for all employees. Provide a yearly bonus for meeting or exceeding safety, quality, productivity and cost goals (approximately $250 per category).

 

These are some solutions I have. They help BOTH the company and us, and it is non-concessionary. I have more, but don't feel like writing a book.

Edited by qwertyuiop
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My soloutions would be to support the plan that Bob king has talked about that entails revamped profit sharing and NOT adding fixed costs to the companies payroll. If nthe company is profitable then I support getting enhanced bonuses like salaried does as long as the profit sharing plan includes ford credit and is based off Fords WORLD profit and not just Noth American profits. The economy is going back into a recesssion which is apparent if you have followed what is happening in the world markets recently. This nis not the time to demnand raises from these companies especially Chrysler...sorry if the truth hurts

 

Chrysler is a foreign auto company(Fiat). Ford and GM should not have to negotiate with any demands Chrysler may want. Each company should negotiate on there own, as each have different issues! What say you?

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Chrysler is a foreign auto company(Fiat). Ford and GM should not have to negotiate with any demands Chrysler may want. Each company should negotiate on there own, as each have different issues! What say you?

Chrysler workers are represented by the UAW which is an American Union with American workers. The UAW isnt going to give one company an advantage over the other cost wise...period

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Sounds like several people working at Ford have bad memories about the tier wage system and past hiring practices at Ford that were negotiated by IUAW in some cases the Local Unions

Lets go back before most of you was even hired

70's 80's

Does anyone remember the 89 dayers Yeah work 89 days be layed off 89 days get recalled and start all over as a probationary employee

These employees also known at that time as supplemental employees

Ford used these 89 dayers for years they had no benefits no seniority just a hope of being hired full time

Then came the first tier wage system

How many of you had to wait 18 months to get to full wage scale wait 9 months for health insurance

At that time many of your coworkers did not have to wait for full scale wages and health insurance

But wait 18 months wasn't long enough we had to raise the tier wage from 18 months to 36 months

Now we are back with TFT's TPT's and a new Tier wage of 14 dollars a hour and a hope of making it to full scale

First will go full scale if Ford hires about 9,000

These new hires have no retirement other than 401k and there doing well as we speak LOL

Good Luck

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2. Change the profit-sharing plan to the following:

 

- Change to GLOBAL profits, not just those in the US, since we export many cars and trucks that we build.

 

- For profits under $1 billion, but above $0, put $50 million into the profit sharing fund, divided equally between all hourly employees (approximately $1,000 each before taxes).

 

- For profits between $1B and $2B, put $75M into the fund, divided equally between all hourly employees (approximately $1,850 each before taxes)

 

- For profits between $2B and $4B, put $100M into the fund, divided equally between all hourly employees (an average of $2,450 before taxes)

 

- For profits between $4B and $6B, put $250M into the fund from profits, divided equally between all hourly employees (an average of $6,170 before taxes)

 

- For profits above $6B, put $450M into the fund, add a $50M "quality & productivity" bonus, with the sum ($500M) divided equally by all hourly employees (an average of $12,345 before taxes)

 

These figures assume 40,500 hourly employees. In this scenario, BOTH 1st-tier and 2nd tier would receive THE SAME profit share amount. The only things we would have to know are:

 

-Total Global Profits, and

 

-The current number of US hourly employees.

 

How simple could that be?

Sounds Good

Now how do we weed out the ones that do not come to work or are always on restriction/medical

Do they deserve the same as the guy that comes to work everyday and does his job ?

Edited by KCAPFINAL
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2. Change the profit-sharing plan to the following:

 

-

Now how do we weed out the ones that do not come to work or are always on restriction/medical

Do they deserve the same as the guy that comes to work everyday and does his job ?

 

 

Bring back Perfect Attendance Bonus'!

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Sounds Good

Now how do we weed out the ones that do not come to work or are always on restriction/medical

Do they deserve the same as the guy that comes to work everyday and does his job ?

 

Unfortunately, there's not much that can be done about those that are on restriction. At least they still come to work.

 

For those on medical, I propose this (I'm sure someone will bash it):

 

- For those employees on an extended medical leave (longer than 90 days total over the plan year), the amount of the profit sharing bonus shall be reduced proportionately by an amount following this formula:

 

Amount of profit sharing / 261 = daily profit share amount (261 days is 365 - 104 days for weekends)

 

Amount of days at work * daily profit share amount = employee's profit share

 

 

For chronic attendance problems, here's a solution as well:

 

Those employees who are in a progression of attendance discipline (following the 2007 National Attendance Program guidelines) at the time profit sharing is announced shall have their profit share reduced by the following:

 

- Those employees currently at the 5th stage of attendance progression (R&W) or lower shall not have their profit share reduced.

 

- Those employees currently at the 6th stage of attendance progression (R&W + 1 day) shall have their total profit share reduced by 5% of the profit share amount.

 

- Those employees currently at the 7th stage of attendance progression (R&W + 1 week) shall have their total profit share reduced by 10% of the profit share amount.

 

- Those employees currently at the 8th stage of attendance progression (R&W + 2 weeks) shall have their total profit share reduced by 25% of the profit share amount.

 

- Those employees currently at the 9th stage of attendance progression (R&W + 1 month) shall have their total profit share reduced by 50% of the profit share amount.

 

Any amounts remaining in the profit share fund after the above deductions are taken shall be pooled and distributed among all other members who have not had their profit share reduced.

 

 

This way, employees that do not abuse the system and come to work are rewarded with larger profit share checks. Those who abuse the system will now have less of an incentive to do it.

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Unfortunately, there's not much that can be done about those that are on restriction. At least they still come to work.

 

For those on medical, I propose this (I'm sure someone will bash it):

 

- For those employees on an extended medical leave (longer than 90 days total over the plan year), the amount of the profit sharing bonus shall be reduced proportionately by an amount following this formula:

 

Amount of profit sharing / 261 = daily profit share amount (261 days is 365 - 104 days for weekends)

 

Amount of days at work * daily profit share amount = employee's profit share

 

 

For chronic attendance problems, here's a solution as well:

 

Those employees who are in a progression of attendance discipline (following the 2007 National Attendance Program guidelines) at the time profit sharing is announced shall have their profit share reduced by the following:

 

- Those employees currently at the 5th stage of attendance progression (R&W) or lower shall not have their profit share reduced.

 

- Those employees currently at the 6th stage of attendance progression (R&W + 1 day) shall have their total profit share reduced by 5% of the profit share amount.

 

- Those employees currently at the 7th stage of attendance progression (R&W + 1 week) shall have their total profit share reduced by 10% of the profit share amount.

 

- Those employees currently at the 8th stage of attendance progression (R&W + 2 weeks) shall have their total profit share reduced by 25% of the profit share amount.

 

- Those employees currently at the 9th stage of attendance progression (R&W + 1 month) shall have their total profit share reduced by 50% of the profit share amount.

 

Any amounts remaining in the profit share fund after the above deductions are taken shall be pooled and distributed among all other members who have not had their profit share reduced.

 

 

This way, employees that do not abuse the system and come to work are rewarded with larger profit share checks. Those who abuse the system will now have less of an incentive to do it.

Sounds like a good plan

Thanks

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I think we should get a raise and a huge bonus!. Who cares if the economy is going into another recession. We have not had a raise in 8 years! I think the Union needs to go back to what it was during the 70s when it had the companies by the nuts. Cmom were autoworkers people! We are entitled. Gary I love your ideas as a communist and a fellow autoworker ands union member. We need to overthrow the rich proleteriat!! Each according to his own means and ability. The government should own and control all big business that way we can have all the wealth in this country redistributed to the workers!! Gary you make all of us communists proud to have you as one of us. keep up the good work comrade

Wow I never realized there are so many communists in the amongst the UAW ranks LOL. I also never realized Gary was a communist but looking back at some of his beliefs and letters he has put out it adds up. Lets just hope he isnt a Stalinist

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Lets start with what we gave up to help 'The Company',every hour worked on Saturday and Sunday should pay time and a half----hows that for communism?The appreciation for their employees loyalty is underwhelming----"ILL WRITE YOU UP FOR LOOKING AT ME WRONG!"Yes Communism vs.Fascism we all how that ended up!

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Gary, Gary, Gary

 

You are not representing me or my future.

 

You seem to think you were our Liberator but we were voting that October Modification down with or without you. Nothing you did changed the chain of events. We all knew that the company was going to report a profit in November of 2009 because it was a windfall from the cash for clunkers program.

 

You can post all of this crap you want but the 2 tier is not going away. The 20% will not be increased so there is no threat of them “taking us over”. We voted for the 2 tier in 2007 for the fact our labor rates at $70 per hour would continue to lose jobs, mainly to Mexico.

 

We voted in the 2 tier and the IUAW was successful in gaining jobs and security which is evident upon all of these job opportunities at Chicago (Assembly and Stamping), Louisville (KTP, LAP) and most likely Michigan assembly will be adding a shift.

 

This was the reason we voted for the 2007 agreement. Job losses stopped and our numbers are growing.

 

Sure GM agreed to 40% entry level in the Orion plant only. This was only for that specific site to build a sub-compact in the US at a profit. There is no other sub compact assembly operation anywhere in this country, not even the Asians. So once there is investment in American you can build on wages. Your position would be to not have the investment at all and build that product in Mexico.

 

Your irresponsible thought process puts our jobs and future at risk.

 

I don’t need you to feel your need to negotiate for me. Although I voted down the October Modification it wasn’t because of your rhetoric.

 

Your stance on voting no on anything before it is negotiated is hasty, reckless and puts us all in danger.

 

You were ineffective as Chairman when you negotiated a 26 page local agreement that was basically a company document with your signature on it.

 

You point out perceived flaws with no resolve. Your direction of no, no, no puts me and my family at risk. The IUAW was successful in bargaining my good wages and job security.

 

As to you, your non-service and lack of education puts you at a severe disadvantage in looking at the whole picture and inability to make a rational decision on the betterment of our futures

 

Again, Thanks but no thanks, stick to things you are good at like defending your hideous 26 page local agreement.

 

 

Well said

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My soloutions would be to support the plan that Bob king has talked about that entails revamped profit sharing and NOT adding fixed costs to the companies payroll. If nthe company is profitable then I support getting enhanced bonuses like salaried does as long as the profit sharing plan includes ford credit and is based off Fords WORLD profit and not just Noth American profits. The economy is going back into a recesssion which is apparent if you have followed what is happening in the world markets recently. This nis not the time to demnand raises from these companies especially Chrysler...sorry if the truth hurts

 

Ya truth hurts . . . but your solution is to Puker up and kiss the company ass... Well I say there has to be a comfortable medium for both parties... Ford for the moment is doing good right now. . . and your compansations should say so. Ford Worker = Hard Worker. . .wether or not vechicles are selling our jobs are just as hard wether we sell one truck or one million. :angry2:

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Ya truth hurts . . . but your solution is to Puker up and kiss the company ass... Well I say there has to be a comfortable medium for both parties... Ford for the moment is doing good right now. . . and your compansations should say so. Ford Worker = Hard Worker. . .wether or not vechicles are selling our jobs are just as hard wether we sell one truck or one million. :angry2:

As long as the transplants either use "perma-temps" as their second tier employees (they still do) and start a new plant at $15 an hour, like Honda did in Indiana with their new Civic assembly plant, and as long as Hyundai & Kia pay their top tier employees well below the Detroit Three AND Honda/Toyota/Nissan, et all, there is no room for a comfortable medium for both parties. They have jobs available at $15.88 an hour. They have none available at $25+ an hour. The car buying public pays attention to media reports on autoworker pay, & likes it that way. That's today's reality. Get over it.

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Ya truth hurts . . . but your solution is to Puker up and kiss the company ass... Well I say there has to be a comfortable medium for both parties... Ford for the moment is doing good right now. . . and your compansations should say so. Ford Worker = Hard Worker. . .wether or not vechicles are selling our jobs are just as hard wether we sell one truck or one million. :angry2:

And you would be compensated either way Jennifer. You make 30 bucks an hour with midnight premium if you work CCREW. Your pay and benefits even though you have had no raise for 8 years are STILL higher than our foreign competitors and other industries with unskilled labor...Imagine how out of whack our wages were 8 years ago?

Edited by DTP Nick
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