Breaking News

Local Contract Delayed

Issues related to the 4-10 hr Alternative Work Schedule (AWS) continue to delay the printing of the new local contract books. Below is a time line of what has transpired regarding the 4-10 AWS Agreement thus far:

	January 12^th – Company implemented changes to 4-10 AWS agreement regarding when employees are paid overtime.
	January 14^th – After Company refused to restore compliance to agreement made in local negotiations, Union invoked right to 2 week notification of termination of 4-10 AWS.
	January 18^th – In hopes the dispute can be resolved before having to return to 5-8 hr schedule, Union agreed to extend termination notice 1 additional week.
	February 4^th –The National Parties determined that the 4-10 hr AWS agreement we had been using WAS consistent with the intent of the new Master Agreement language. Unfortunately, the issue was resolved too late to avoid the Truck System’s return to the 5-8 hr. schedule. The Company agreed to return the Truck System to the 4-10 hr. AWS as soon as possible.
	February 5^th – Union met with Company to review new Local Agreements. All language changes and newly negotiated items, including the 4-10 AWS agreement were discussed.
	February 18^th – Company notified the Union that the Truck System would not be returning to the 4-10 AWS until March 31^st. Supplier problems were cited as the reason for the delay.
	March 31^st – Truck System returned to 4-10 hr. AWS.

With this issue resolved and compliance to AWS agreement restored, we have requested the final signing of the new Local Agreements be scheduled so they can be submitted to the National Parties for approval and sent to the printer. Now the Company has informed us they will not sign off on the new Local Agreements unless we agree to remove the 4-10 AWS agreement from the published contract. The Company has agreed to sign a side letter committing to the continued use of the agreement but we do not feel this is acceptable considering the history on this issue in recent months. To demand this change at the last minute is suspect at the very least. To protect the interests of our members and assure our ability to enforce compliance over the next 3 ½ years, we will not agree to this. The UAW National Ford Dept. has told the Company that they support our position. Unfortunately, until the Local Agreements are signed by the local parties and submitted for approval, the local contract books can not be sent to the printer. We ask for your patience and continued support while we work towards resolution of this issue.

Calendar Day-off Request Forms

Several members have experienced problems related to scheduling time off per the Calendar Program. We encourage all members to request time off by using the Calendar Day-Off Request Forms provided for in the Local Agreements. These forms were negotiated as part of the Calendar Program to minimize discrepancies that may arise as the result of miscommunication or misunderstandings. It provides employees with a receipt to show approval for time off and a written explanation if denied.

Vacation Shutdown Period

The Company has officially confirmed that KCAP will shut down for vacation this year beginning Monday, July, 28 for 2 weeks. Production will resume on Monday, August 11, 2008.

SUV Saturdays

The Company has recently informed us of problems some of the suppliers are experiencing in keeping up with the increased volume of SUVs wanted by Detroit. As a result, MP&L has been unable to provide stock protection required to run production on both shifts this coming Saturday, March 8th. The following dates are Saturdays which have been scheduled in SUV which the plant has secured stock protection for:

March 8th – 8 hours (2nd shift only)
March 15th – 16 hours
April 5th – 16 hours
April 19th – 16 hours
May 10th – 16 hours
May 31st – 16 hours
June 14th – 16 hours

The dates listed below are Saturdays that have been tentatively scheduled. MP&L has not yet provided the plant with stock protection and therefore they are subject to change:

August 23rd – 16 hours
September 6th – 16 hours
September 20th – 16 ours
October 4th – 16 hours
October 18th – 16 hours
November 1st – 16 hours
November 22nd – 16 hours
December 6th – 16 hours

Temporary (Mon/Fri) Part Time Employees

When we agreed to the “Saturdays vs. 3 Crew” agreement, the Company committed to take extraordinary steps to assure the SUV workforce is provided ample opportunities for scheduling days off. On Monday, March 3, 2008 the Company agreed to begin hiring Temporary Part Time (Mon/Fri) employees to supplement the SUV workforce and provide increased coverage. This should improve the Company’s ability to provide SUV employees with days off during the week. The Company has agreed to contact former Temporary Full-Time employees to fill 10 TPT openings to start. Former TFT employees who worked the longest and let go most recently will be offered the TPT openings in that order. In the event additional TPTs are needed, the Company has agreed to continue down the list of former TFT employees in filling these openings as well.

VERY IMPORTANT INFORMATION
National Attendance Program

We have just been advised that the newly negotiated National Attendance Program will now be implemented on Monday, March 3^rd. This program is part of the ’08 Master Agreement and was initially going to start on January 7^th. More time was needed at the national level to assure the program would be administered consistently on a nationwide basis. As a result the implementation was delayed and all plants continued under the attendance programs they had negotiated locally. With this announcement, the attendance programs we have used for the past 14 months will expire on March 2^nd. Beginning March 3, 2008, all UAW-Ford hourly employees will be considered for the purpose of absence administration, to be under the new National Attendance Program. This includes our members who are currently in the Corrective Attendance Program (CAP). In an effort to assure a smooth and fair transition to the new attendance program, the national parties agreed that employees will not be assessed disciplinary penalties for the first 4 chargeable absences they incur within the first 18 months from the implementation date. This was done to provide ample time for employees to familiarize themselves with how it works.

Our membership has made significant improvements to attendance in recent months and this has played an integral role in sourcing decisions which have secured the continued production of the F-150 truck at KCAP through the 2011 model year and the SUV beyond then.

The ’08 Master Agreement provides for an average of 28 paid days off per year for UAW-Ford hourly employees. In addition, the Family Medical Leave Act allows for employees to take up to 12 weeks off per year.

Most of the Local 249 membership has shown an understanding for how important good attendance is to our collective futures. Your Union Leadership strongly urges all of our members to be mindful of how excessive absenteeism can and will jeopardize all of our jobs. We also encourage members to use the Employee Support Services Program should they experience personal or domestic problems that may cause them to miss work excessively.

We have come so far and it would be a shame if the abuses of a few were to put everyone’s job security at risk. We can not afford to take two steps back now!

The Company has sent copies of the National Attendance Program to all employees with email access. If you have not been given a copy and would like one ask your supervisor for a copy. If you have any questions regarding this new program, your District Committeeman should be able to provide you with answers.

WAIVING YOUR GRIEVANCE RIGHTS

Many of our members continue to sign the notice of disciplinary action report (form 4600) when being penalized by Labor Relations. If you don’t agree with the penalty being assessed or your Union Rep. has not advised you to sign this form you shouldn’t do so.

By signing this form you are waiving your representation, including the right to file a grievance for such action. We would advise you to refrain from signing this form or anything for that matter, without reading it and understanding what it means first.

North American Emergency Information Hotline

The emergency information hotline is the information resource for hourly and salaried employees if an emergency interrupts business at any facility. Employees are to access this number for the latest information related to a possible business interruption caused by a crisis, power failure, weather, parts shortage, etc.

The number to call is (800) 603-FORD. You will then select Option #1, Option #1, Option #1 and Option #24 to hear the latest information for Kansas City Assembly Plant.

Employee Discounts
www.employees.ford.com

This Web site lists information about all the employee discounts that are available to both active and retired Ford employees. From cell phone discounts, to TVs and many other items. Discount Marketplace has all the discounts listed and some are under the FUN tab. This is in addition to discounts set up locally.

Bereavement
There are still several members confused about their rights regarding time off for bereavement. Volume 1 of the 2003 UAW/Ford contract provides for eligible seniority employees to be paid for the 3 or 5 regularly scheduled days immediately following the death of a family member or the 3 or 5 regularly scheduled days up to and including the date of the funeral. There are provisions that allow deviation from these “days off” rules. However, any days of bereavement outside of these specific time frames must be approved in advance through Labor Relations.

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