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lep_wrencher

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  1. Ost8t, the opt system is something that has been in place at Lima for a very long time. The master agreement allows each local unit to set up there own overtime system, within a few guidelines layed out by the master agreement. That is just one of those things that has to be changed through the local agreement. If a resolution was submitted for that to be changed, then it should be taken to the table for local negotiations. The system is quite confusing and does allow for supervison to "make errors" in scheduling, especially if they can't get enough help on a shift for OT. As far as the work force goes, for over a decade, LEP had chairmen with northward bound agenda. Those chairmen used lies, strong-arm tactics, etc. to achieve their own personal goals. So, you are correct when you so that some of the work force has become complacent. I can tell you this though, I have seen changes within the last year or two, small changes, that show me that the tide is starting to turn in our favor, gradually. People just need to excercise a little calm and understanding, all the damage that has been done over a decade will not be undone in a few short months.
  2. You think the international agreement is gonna stop our local from letting the company have their way???? Our local has, for years, given the company free reign to do whatever they want and I don't see it stopping anytime soon. BTW, if you ask our local how things work in Spain, the answer will depend on who you are, production or trades. They tell the trades that you "have to be" a trademen to work the machining areas in Spain. They tell production that you don't have to be a tradesmen, but you will be required to take added training over and above the normal Machine Tech training. I'm not sure if yoiu remember a couple of years ago, there were rumors going around the shop floor about an undisclosed letter the HR had that Q-tip signed stating that ANY new work coming in would not fall under the MWT program, it WOULD BE IMT. You remember the IMT program???? I know lepskilledtrades does..... For those that don't remember IMT, Q-tip allowed the trades to displace machine operators, the trades were running machines full time.
  3. If I recall correctly, wasn't there some sort of memo or letter put out earlier this year mandating all plants go back to 8 hour shifts??? Also, didn't a couple of component plants already switch back to 8 hour shifts from the AWS. Maybe I'm wrong?????
  4. I guess my big question about all the buy outs is, how are they being funded??? Is VEBA funding them???
  5. Did I miss something???? $6000 AFTER taxes???? I understood that to be a pre-tax amount. Where is it stated that we get $6000 after taxes? Secondly, I was told by one of our elected reps that we will not be able to put any portion this signing bonus in our TESPHE. Then the $3750 profit sharing in November, don't forget, VEBA gets 10% off the top. I don't mind helping out our retirees, but I though King made the statement that VEBA was solid for something like the next 75 years, If VEBA is solid, why does the IUAW want 10% of the profit sharing diverted to VEBA. What is their motive for this??? Do you think that it is because the UAW took so much stock in leiu of cash for the funding of VEBA and now the stock is sinking? Or does IUAW have some other motive? Did anyone happen to notice that in the new tenative agreement that COLA is no longer "suspended"? The way I read it, COLA is GONE FOREVER. Along with Christmas bonuses and several other items. As for the $250 quality bonus.... I read that and thought that to be actually pretty crappy.... The amount is up to $250 and is subject to the company's metrics and numbers. And we all know how the company loves to "cook the books". Not to mention a whole year's worth of continuous improvment and they get ir for a mere $250. Personally I would rather see no signing bonuses paid and the people vote on the contract based on the pure facts of what is, or isn't, there. Not too mention, every time the company throws out large sums of money, I can't help but think "how are we gonna get screwed this time??? What are they hiding????" These are just my own thoughts, questions, and such. Please feel free to offer up your own thoughts and answers you may have.
  6. I, for one, would be more than willing to agree to frozen wages and suspended COLA for one more contract if the UAW could get GEN brought back from it's "suspended" state. I get by pretty well with what I get now and would be willing to stay where I am for 4 more years if we could get GEN back to protect our workforce. That just what my own wishful thinking.....
  7. I do not have a problem with transfers!!! What I do have a problem with is the way in which this whole situation has been and will be mismanaged by both the company and IUAW. It was IUAW who signed off on hiring temps here. As a result, we went through the process and the company, locally, told alot of people that they were hired. As a result the individuals quit their jobs to come here. The IUAW changes it's mind in mid-stream and quiet a few people got screwed. These people don't have the benefit of SUB, let alone being able to draw unemployment, due to the fact the QUIT a job to come to work at Ford. And Loiue, tell your buddies when they arrive to start talking to people in the engineering staff. They are the only salaried employees that will tell the truth. They will tell your friends that this volume increase is temporary. They will also tell them that the D35/37 is going away because due to future CAFE standards. The program itself, here at LEP, will be gone within 5 years. Superfly is right. The people coming in will be treated well, unless the show they deserve otherwise. Which we did get a couple of those the last time we took in transfers, but we also got in some really great people.
  8. IUAW only follows the contract when it suits them, just like the company. If they HAD followed the contract and FORCED movements to CAP, per the contractual placement heirarchy, we wouldn't even be having this discussion. Why didn't IUAW follow the master agreement then???? You seem to have all the answers, answer that one question. I don't believe that you are capable of giving one logical answer as to why IUAW didn't honor the contract then. Members, such as yourself, who are either unable or unwilling to question the leadership of the IUAW will be the downfall of the our union. Those who do not or will not question those in positions of authority are doomed to become subjects, not members. If, by myself and others, questioning the actions of our leadership makes me a back-stabber, I believe is the phrase you really meant to use, then so be it. Most of the people who do show up at LEP, just like in the past, will be treated respectfully by most. We did get a few transfers that were probably the bottom of the barrel at their former plants. So, if you are coming to LEP and are a deadbeat, don't expect much because you will be treated like the POS that you are. If you come to work every day and do your job, you'll fit in and get along just fine.
  9. I am not trying to discourage anyone from coming to Lima .And you are correct when you say that these people are our brothers and sisters that need to feed families, but they are going to come here and will displace brothers and sisters here with families to feed. If we had a product that would sustain the workforce, long term, I would gladly welcome 1000 new people. The fact is, we won't have the work to sustain everyone. Myself, as well as MANY others, feel that since the company is saying this increase in volume is temporary, so should the transfers. As far as this work being permanent/long term, if you go through the machining areas a look at DCP's and other documents, they all have an end date of 2013. ALOT of our engineering staff will come right out and tell you, point blank, in 5 years D35/37 at Lima WILL be a thing of the past. Another thing that you need to realize, the days of 20 year product life cycles are long gone, 10 years (approximately) will become the norm in powertrain, D35/37 is in it's 5th-6th year at Lima. To make another point to you about CEP playing games. I am not sure if you are aware of the bad blood that exists between CEP and Lima, it goes back 30 years. If CEP gets the chance to stick it to Lima, you better bet your ass that they will. As far as IUAW doing something about that, you ought to know, it's all political and IUAW will turn a blind eye. I have faith in them to do NOTHING!!!! CEP will say that the product they are building is something different than what LEP builds/built, and technically they would be correct, and that no one has "transfer of operations" rights. Some points for you to ponder. Since so many of our people that transfered in from other plants complained when the original plan to hire temps was announced, why didn't they complain when CAP couldn't get enough people to sign and fill all those openings????? Why didn't they complain when CAP announced the mass hiring of temps to take those open positions, probably in excess of 700 jobs. Why didn't they complain that the contract WAS NOT being followed through the placement heirarchy, meaning people being forced into those open positions???? At this point, looking long term, everyone would be better served, if these people who have signed to come to Lima were sent/forced to CAP. The people that are moving would have longer term stability for their families as well as not displacing anyone locally when the volume drops off in a few months. It would also save the company a boat load of cash paying moving allowances one time as opposed to paying people to move to Lima, then paying people to move from Lima. Not to mention, the entire UAW rank and file would be best served as to the fact the language in the master agreement would be honored. These people that are slated to come to Lima will have little or no effect on me personally, due to my seniority. I am, however, greatly concerned about the well being of our younger/junior people here at Lima that WILL be displaced.
  10. We wish we knew exactly as to why the work is shifting to Cleveland..... With the work going to CEP in 18 months, we don't even understand exactly why we are being forced to take permanent transfers as opposed to temporary transfers. Some of us even feel that once the work does go to CEP that they, meaning CEP, will play games and try to deny people the right to transfer under the "transfer of operations" part of the contract. We make all the FWD motors and CEP makes all the RWD motors, see to potential for games to be played???? As far a trades transferring in, we have enough to support the third shift and still will have a dozen or so working in production. I don't see any postings for trades going up any time soon. That's not to say, there could possibly be temporary trade postings to finish tearing out the old V6 and maybe an install, if any new work comes our way.
  11. The one thing people don't tend to realize, whether thefat cats in D.C. are Dem or GOP, they both equally worthless!!!!! At least since the GOP now controls the House, neither party can really do any major damage.
  12. Not true, some of your fellow Mill-Wrights are still on the street. There are only a few tradesmen that will not fall within the RTO numbers, was told our local is looking for ways to plug those few in though.
  13. Someone got the BIG spoon out to stir that shat with....
  14. Perhaps you have forgot that the local agreement to which you refer, the MWT program, was written by Q-tip (aka Dan Hindgardener). Also as a point of fact, Dan Weaver had not even been elected skilled trades bargaining rep when that local agreement was ratified. The 2007 local agreement, if you remember correctly, the trades voted against it, production voted it for it. The production people voted to push their own jobs off onto tradesman that DIDN'T WANT IT THEN AND DON'T WANT IT NOW. While I am sure that there areas in which we could all suggest how our local leadership can make improvemnets, I think they haven't done too bad considering the shit-storm Q-tip left us in. If you think you can do better, come election time, step up brother!!!! Put your money where your mouth is!!!! One thing you can do to help our local, promote solidarity on the shop floor. Don't just talk about it, do something about it. There is VERY little solidarity shown amongst the production members of the rank and file, that has to change first!!!!
  15. This morning, 6 bails of weed were discovered on a trailer returning to LEP from Mexico..... Ford's TRUE bail out plans discovered...... I have a picture of it on my phone, I will try to post it when I get home tonight.
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