Dear Brothers and Sisters,

We are aware of the current problems with vacation approvals in all departments. Some have been mistakes made by management, and some have been because they went strictly by the 10% allocation. Traditionally there have been more approvals during the peak usage periods. The summer season and deer hunting have been two of the major peak periods. We will use the agreement as it relates to augmentation for vacation approvals and past practices that have been established. Even though management is in an austerity program in order to reduce costs and is strictly watching overtime, there are other ways to get more people out on vacation. Just as it has happened in the past where we have run light for short periods, there are other ways to get vacations approved instead of working overtime. We are working all angles to get vacations approved.

The process is moving forward and all selected applicants have been tested. We are waiting on International approval for the 50 A-9’s we requested. The timelines are laid out in the National Agreement for the earliest date they can come in, and we are on schedule to make it. Some vacation problems for the production areas will be alleviated by the A-9’s, but it doesn’t help in other areas.

This area, as we have known it, has changed and will continue to evolve into a smaller workforce. There has been discussion to maintain the enhanced care/transitional work area on first shift. When this area was first set up from Tom Brady’s direction, it was not meant to be a permanent area. It was meant to protect our customers on a short term basis. This area was only going to be used until the dies or processes that were unstable were fixed. There has been a great deal of work done to secure the processes. Although we aren’t finished, there has been good progress. They will be meeting to explain the impact to the current people assigned to the area on all three shifts.

Hopefully, the newest one will remain a near miss that involved 66 vehicles at the Oshawa plant on the same part we just got out of level two containment. This time it involved two welds next to each other that broke on a mounting bracket. The failure was intermittent and very difficult to identify. There is an action plan to deal with the issue, and the new process for weld checks was not compromised by the near spill as far as we can tell today.

The corporation has notified local management that they require an additional $5 million to the already requested $10 million in cost reductions. I think it’s very easy to set down in Detroit and demand cost saving while it is entirely different to make it so. The biggest cost savings can come through reduction in overtime, which as we already know is being done. After that, cost savings are smaller and difficult to achieve. Anything the membership can think of to help will greatly be appreciated, and the teams are a great source of information.

There has been a great deal of discussion on how to proceed with the Quality Process, and how it applies to the current red circled inspectors. The red circled inspectors are in place and will remain inspectors until they either retire, or transfer to another classification. The discussions are about what a new hourly Quality Department looks like. There are recommendations that are being investigated at this time to determine the benefit they offer.

Currently the retirement flow has slowed to a trickle. Even though there has been a great deal of talk about, "As soon as the agreement hits". The possibility for mass retirements does exist, and we are keeping that fact in front of us and management. The trend is to get out after 30, and we don’t see it changing any time soon. There have been questions about the stability of the shifts and how long it will last. I think they will be stable unless there is a mass retirement after the agreement. Then we will not be able to replace people quickly enough so as to not affect the membership. I know people want to leave when they want to, but I would ask that they consider the brothers and sisters who stay behind. If you are strongly considering retirement and you let benefits know as soon as possible, it will help us react so as to lessen the impact to the membership. It means a lot to our members and their families that they be able to maintain a certain shift.

Over the past few years there has been a focus on drug abuse and a lessening of the focus on alcohol abuse. I believe that focus is once again being brought back on alcohol. If you have a drinking problem, there is help available. There was mention in the Auto Know last week about alcohol consumption. If you know of someone with a problem, please help them; and let your representative know. We don’t want to lose anyone when there is so much help available for either problem. We should consider this as part of the brother’s keeper plan and not ratting out someone. There is protection under the agreement if someone wants it, and our Work Family people know how to get help. Once discipline is involved, it’s a very short trip to the outside; and too many people have made that trip over the years. Let someone know you really do care about them, and let the Union work for them.

It looks like car sales have picked up a little after a slump. What that means in the long term is anyone’s guess, but the better the market, the better our bargaining position.

Anyone with access to a GM online computer must not use it inappropriately . In some instances, that means do not go to a site you’re not suppose to. There have been management people discharged, so we have been told, for visiting those internet sites. Every time someone logs on, EDS knows who you are, where you go, and the time you went there. So a couple of things: #1 Don’t give anyone your log on ID. #2 Use your computer time for business purposes only, and you will be okay.

If there is a job you can do in your classification and within your restrictions, you have the right to do it. If you are not being offered overtime and you think you should be, contact your committeeperson to find out.

This review was much better than we have seen in the recent past. Although it was better, it still isn’t where it should be. So we can’t relax on our vigilance when it comes to being safe or observing safety rules.

I know there are some people out there still smoking on the floor; both union and management. There is a growing annoyance by our members who are opposed to smoking, as well as, members of management who feel the same way. There are smoking cabins on the floor; and if there aren’t enough, then we need to ask for more to address the situation instead of violating the rules.

There were less than 100 people who showed up to determine the future contract for our membership. In all, there were approximately 130 demands removed from the package. That leaves us with 250 demands for negotiations, and a somewhat clear message about absent refusal language. We will do our best to address the concerns of the membership and secure our future.

The process for addressing membership concerns without writing a grievance is working in most areas. That’s not to say all areas, because there were a few groups that didn’t attend the off-site in January. It was clear to us which managers didn’t attend by their attitude toward taking care of the membership. Even so, in most cases we are being successful in addressing problems as they come. It’s important for the membership to know change is a slow process, no matter who is doing the changing. There is a changing attitude in the management ranks - mostly for the better, and it can be a benefit to the membership. Nothing happens as fast as we would like, especially when we aren’t the ones who are doing the changing.

Remember: If you have a question, ask it. A mind is a terrible thing to waste.

In solidarity,

Mike Mansfield

Shop Chairman

Local 730, UAW

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