Misc.

Production Standards Protect Against Abuse

The bargaining team recognized current business challenges and negotiated language that creates flexibility for the company and protects members from unnecessary layoffs and abusive scheduling and relief practices.

The UAW team also won language that improves MODAPTS training for job security representatives.

Alternative Work Schedules

Alternative work schedules will be maintained at the five locations where they are currently in effect. Your bargainers agreed these schedules can be utilized at other locations with the approval of the UAW National Ford Department.

Alternative work schedules that differ from those established at the above locations may be negotiated if the modified Alternative Work Schedule meets the needs and circumstances of that location, and is approved by the UAW National Ford Department.

A and X Plan Discounts Extended to Those Taking Separation Package or on Layoff

Our negotiators won language that extends the A and X plan vehicle purchase discounts to workers taking a separation package and hourly employees on layoff during the first 12 months of their layoff, and to members of their immediate families.

Representation Improved

Our bargaining team at Ford won language designed to maintain representation and give local unions flexibility as the company restructures. Bargaining units that fall below 599 workers but with no less than 400 workers will be allowed to combine two part-time elected committee- persons into one full-time position and may also choose to realign representation according to their needs.

In addition, to ensure the safest possible work environment for all UAW Ford workers, the proposed contract adds an additional health and safety representative for plants that go to a Three Crew Operating Pattern.

The bargaining committee also won a new full-time benefits representative to serve UAW members at the Ford Customer Service Division Distribution Centers which do not currently have a full-time benefits representative on site.

Discounts Maintained for Parts, Extended Service Plan for Workers, Retirees

Our bargainers won language that ensures active workers and retirees continue to receive a discount on Ford Extended Service Plans purchased for personal vehicles through a Ford or Lincoln-Mercury dealership. The parts discount for active workers and retirees was also maintained.

Transition for Janitorial Workers

Past and ongoing whipsawing by Ford has reduced both the number and the wages of janitorial workers in UAW Ford facilities. The proposed agreement allows Ford to exit specific janitorial functions by January 2009. UAW Ford workers who currently occupy these jobs will be offered opportunities to transition to other work in their facility. If no alternative jobs are available, the worker will be “red-circled” and the job vacated through attrition.

We have won a commitment that janitorial contractors will pay their workers well above a living wage and respect their right to join the UAW.

Opportunity for Parity With Salaried Workers on Incentive Plans

Ford’s Annual Incentive Compensation Plan (AICP) allows salaried workers to earn incentive payments if performance targets are met in areas such as cost, market share and quality, even if profit-sharing payments would not apply in a particular year.

The UAW and Ford agreed that in any year company earnings are not sufficient to produce a profit under the UAW-negotiated profit-sharing plan, but salaried workers are eligible for AICP payments, management will meet with the union to discuss the possibility of issuing a lump-sum payment to workers who have contributed to the company’s success. Such payments are not required but will be at the company’s discretion.

Dues: A Constitutional Matter

Dues are determined by UAW Constitutional action and are not a subject of negotiations. Dues are based on the principle that they reflect each worker’s cash income, normally two hours pay per month. Lump-sum cash payments are subject to dues because they too represent cash income, and are assessed at the traditional rate of 1.15 percent, which is equivalent to two hours pay per month.

Duration and Ratification

These proposed changes in the proposed agreement will not take effect until the tentative agreement is ratified by a majority of our respective membership, and only then on the appropriate dates specified.

The new agreement, if ratified, would run for four years and would expire at midnight Sept. 14, 2011.

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