lquidspine
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Posts posted by lquidspine
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Please help out a brother with a bad memory... :lastyear:
Written closing arguments were due to be submitted by June 25th, the IUAW expected this have a ruling made no less than 30 days from that date and no more than 90 days. So expect the next update once the arbitrator makes a ruling(around August or September).
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The last scheduled day of production prior to a holiday (vacation) is a 10 hours schedule.
Yes, our Chairman shut the line down. Yes, our Chairman expressed to the off shift manager that even on an AWS the language is still in place. Yes, the off shift manager was pissed and did call our security. The security team showed up but, stated they would not be able to act on the request to remove a Chairman from the plant.
Our Rep`s have been showing that "yes" its still Ford Motor Co. but, the Rep`s have been making the company abide by the agreement. Our Chairman has been using more and more of his resources when it comes to checking with his Rep`s and members before just going along with the flow.
We have had Trades members that have not been screwed out of their mid-night shift premium. The company wanted to "help" the Trades by starting them at 6:30pm instead of the agreed 7pm..... Then the company saw nothing wrong with allowing a contractor (ESI) to come on site with out proper paperwork and clearance.... Now the 10.7 manditory demand.... We have District committeepersons that are standing up to the company when they start stating that our people "will", "better" and "have too"....
Then the "Vacation" schedule....the company could not make the decision on who was and who wasn`t going to work. Our Rep`s stood up to to last minute crap and those that were on the list to work and were told last week they had no work available, will receive SWW benefit for this week.
Yes the list goes on.
In some eyes these are small examples of achievements by our chair and our group of rep`s we have now. All I can say, those that can`t see the hope in these rep`s are more or less wanting the rep`s to fail for their own personal reasons (election time) or just plain ass haters. Young members and old members confiding in each other, members letting members know what is going on in other departments and members having open communication with their Chairman and Rep`s.
Sure is a good feeling to see this happening. It has been a long time since this type of thing (solidarity) has occupied CAP.
Decker
Still thankful to have a job..... even more thankful for respect.
1 of the 1788
Good post Decker, I just wanted to clear up one mis leading fact.
8 hours (10 for places on a AWS) are the most that can be scheduled the day preceeding, the Thanksgiving Holiday, Christmas Holiday period, Easter Holiday and Vacation Shutdown.Those are the "protected holidays" this rule does not apply to the rest of the negotiated holidays.
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How does overtime equalization work with AWS? How big of an hour spread is allowed and does overtime equalize between the day and night shifts? Thanks for any answers
I can not speak on your specific plant/local agreement, however there is a 1966 arbitration ruling dealing with this issue. Trade worker on shift 3 got more OT than trade worker on shift 2, the final ruling was basically that OT spread 40 hours or greater that the employees would temporarly be placed on other shifts to allow for OT opotunities.
This was done because the company claimed the reason for the OT imbalance was because OT was more available on the other shift than what the aggrieved worked on.
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Usually people get their checks on Fridays or Saturdays on normal weeks, however when the check gets lost in the mail it can be a big pain in the ass (delays) to get your money. If you dont like your bank I suggest try a credit union, but droping direct deposit is a bad move in my humble opinion.
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For those of you not familar with DSP, the F-150 front door lines have 5 jobs that are rotated every 2 hours. On each of those lines there is a conveyor job which is the easiest job on the line. It moves quite slowly & the operator just has to put 4 different parts on 2 conveyors. Anyway, on line 240 a restricted person stays on this job all 8 hours & the other 4 operators rotate around the conveyor job. This person is unable to do the other 4 jobs on the line but can come in on saturdays for 12 hours & do the F-150 roofs upstairs? That job is supposedly much tougher than the other jobs on line 240. Also, by doing the conveyor job that operator gets the optimum break twice a day every day we do tag relief which is a vast majority of the time.
So they work on line 240 downstairs but go upstairs on overtime unloading the Shulers or TR press lines? (I can not imagine they do roofs on the AP's)
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I know, I know, I'm a whiney little bitch but I'm not the only one here that thinks this is BS. O
thers have brought this up to the union but to no availe. I'm sorry I brought this topic to this forum.
A few questions; Is the employee you are talking about on personal or occupational restrictions?
Has the Gate 4 medical doctor medically placed said employee on the job you are talking about?
There really is not much that the union can do if this person was medically placed on the job, furthermore if said employee is working against their restrictions while on overtime; they are subjecting themselves to discipline action if they get hurt further working outside their restrictions.
In the Stamping agreement restricted employees are allowed to work scheduled overtime in their department(rememeber the assembly lines are all one department...if I remember correctly), If they are truely working OT outside their department continue bringing it up through the channels of the union.
Are they not doing the supplimentary overtime list in stamping yet ?
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Just wondered if anyone was taking the buy down package
I know of one that took the buy down, no clue how many system wide though.
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Not long after my boss got his '10(?) Camaro SS, it got a door ding in the crease that runs along the side about halfway up (all I can say is that the Camaro's doorskins appear to be made of tracing paper...). Fortunately, he bought the no-deductible dent repair insurance, so they sent a paintless dent repairman, and he did an amazing job--not quite two years later, and you still can't tell that anything ever happened.
I know Unique Concepts had their PDR guy there recently, I am sure Grover will help out alot if the damaged units are fixable.
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Does anyone know what the adjustment in our checks was for this week?
The pay adjustment is what we were shorted from the December Quality bonus, it is the difference that did not include overtime which was owed to us. After the Re-calculation the adjusment on this weeks check is what you were shorted had that bonus been calculated correctly the time it was paid out.
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You all realize contractually the company is only obligated to allow one person off per supervisor(Article IX section 25 c ), going one per team is actually a win of sorts?
Im speaking production of course am not replying to the trades on this post.
Doing a vacation survey is also contractual, maybe read your contract Article IX section 25 might be in order.
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Sorrry just wanted to keep this post at the top ,before everybody forgets about it!And before you know its off the page one then page 2 n then not showing at all.Where is facebook updates you promise JimmY Settles!
Trust me even if this or the other 50 threads on this topic fall off the front page, you can rest assured everyone from local appointed rep positions on up hears about this grievance daily. Regardless if people know shop floor reps have no involvment in the process at this stage.
You can also place wagers that it will be a tight race as to who the members hear the results from first, their local leadership or the paper.
Seeing as how they meet on April 5th, safe bet is Jimmy will give an update after the Easter Holidays.
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KCAP is adding a 2nd shift and gas is over $4.
Union should have not let them only give us one week .
The union does not have a choice in the matter.
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This is why only 1 week of shutdown, people keep asking me why we would only do one week. When sales have continued to climb every month for the last year or more.
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I would like to be the first to call you a JERK....this morning
You are correct, you would be the first to be so nice. Most people I know use much more direct names when refering to pie.
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All of those plants have been closed,
Norfolk, Atlanta ,wixom.
Better watch out, having that title gets you no where but out on the street!
You partially stole my saying wtf
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why is absenteeism so bad? I think a lot of it has to do with 1 person out of 40 being allowed a day off on any given day so people AWOL.
i give 2 months notice for a day off and i get denied because 1 other person has the day off on a line, shit happens and you can't always plan a year in advance for a personal day. so what are people suppose to do? AWOL.
I've never missed a day of work in my life that wasnt covered before the fact and yet if i need a day off chances are at DTP I have to awol and get a personal day after the fact. pretty pathetic.
I would think the company would rather know im going to not be at work (and in my case i usually can give more then 2 weeks notice) so they can adjust the workforce and ask people to work overtime rather then my supervisor having to find 2 people to do my job because god forbid they fucking train more then one person on a job.
This is exactly why
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I started this thread because I know there are many people at DTP that have issues with management this includes the other plants like Body Shop, Paint etc etc.
If you have had any type of run ins with management please go ahead and post your complaints or issues that you have had and who the manager was that you had it with. I think that the brothers and sisters should start standing up for what is being done and put it out there so that people know what is going on and who is causing the trouble. There will be a few that will post in this thread making comments like "You should just come to work and do your job" stuff like that, but that is not what I am after. There are legitimate problems in these plants that I see posted here all the time in the forum but it's scattered and should all be posted in one spot. Don't be afraid to stand up for your rights as a worker to stop the daily harassment.
Too many people just keep their heads down because they have an easy job and they are not really effected. This thread is for the "Effected Ones". There are many high issue areas such as Body Shop Door Line for example. Don't let the company push you around. Don't let yourself be harassed. By now you understand that if you have an issue don't take it to your supervisor or the Union because the in plant people will not correct it, so what are you're options you ask? NOT MANY I can tell you that.
The main problem is that there is no accountability weather it be in the Union or in HR. I personally know workers that have gone to HR on people and nothing was investigated or done on the shop floor however when an opportunity arises where the company can benefit from writing you up or giving you time off they will take it. Those opportunities come from the very place where the union personnel and company have it out for cretin people, or people that are targets. You may say that if you come to work and do your job then you're not a target and I say that is not the case for everyone or most.
I am not asking you to post your personal information that happened with a supervisor, I am only asking you to post the supervisor or manager's name in the thread and if you want to give your account of an issue that happened that was not in your favor then you may and that is up to you. As far as posting names in the forum, the manager's and supervisor's names are all considered public knowledge therefore posting their name is not going to hurt them in anyway.
For example you could say something like:
I had an issue with the afternoon supervisor on the Door line and explain what he/she did and how they acted and what they did or didn't do about your issue or if you got time off or terminated for it. You could also talk about the unfair attendance system and the people that run it up in the DTP building. Why does a plant have so many people coming in with days off in the morning of every day of the week? is it the plant? is it managers or supervisors? what is the problem and how can it be fixed?
This information is nothing new, the UAW knows what is going on in Dearborn but the Union is not on your side anymore, they have a stake in the company. They are pickled by the company and you as a member and they chose to run in the direction of the company. They won't tell you this but it's true. Brothers and sisters if you are currently terminated or out on time off for bogus or unjustified offenses please post something so you have a voice. We all need a voice in this fight and if you can't be heard then nobody can step up to your plate to defend you or help you!.
People in Paint, Body, Trim, Final, Stamping, Engine, wherever you are, please let yourself be heard below.
How very little you truely know Chuckie.
HR has overruled management 5 times since July 18th on job bids in body.
The door line jobs are under the dispute matrix (meaning no write ups) and will be re evaluated after the rebalance period is over.
I could go on but why, you are not even in DTP anymore and have not been for years since you left for Saline (maybe your back now who knows).
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They currently have an ILO going on because they have an overabundance of Super Cab rear doors sitting in racks.
Also, the plant will be losing the Focus doors to make room for the P552 lines. They will be initially transferred to AAI, then to ISA when the area is finished being prepped.
All correct except that right now its a TLO and the ILO's start in september
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New postings today @ Sandusky ACH:
Production - Dearborn Diversified & Dearborn Stamping
Trades - EL - Woodhaven & Dearborn T&D
Hard to understand why they have Dearborn Stamping posted, they currently have TLO's going on and will be on ILO for about 70 people this coming September.
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The point was that it shouldnt be a bid job, and that it should be like it was where we elected them or booted them.
The current fact is though they make more per hour than pfa or pft classifications, not following the bid process only opens the door to favortism.
There is a removal process in both Final/paint unit and Body shop unit. The sad truth is most people bitch about the team leaders on the line and with co-workers but when it comes down to putting it on paper most people that bitch end up withdrawing or dont want to put it on record the issues they have with their team leaders.
I will not try and say there are not alot of shity team leaders, but without people willing to stand up the union and company can not do anything about those that do more damage to their teams than good.
However another fact even if Team leaders were to go down to a none promotional job bid, only seniority would matter in those cases there is language on both. Deviate from the language and there is greater chance at favortism.
My suggestion would be if people have a legit problem with their team leaders follow the process within the contract, and dont back down if the claims are real.
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who said anything about ALL promotinal bids? nobody but you. pretty big jump you made there.
Is the team leader position a promotional bid or not ?
Not a far reach just the facts, sorry if you do not see it that way.
So what should we only use the promotional bid procedure for all jobs except the one that pays the most in every US Plant?
At DTP
MP&L -- $28.39
PFA's are at $28.48
PFT's - $28.59
Team Leaders are payed over $29
How is that not considered a promotional bid?
pro·mo·tion
[pruh-moh-shuhn] Show IPA
noun
1.
advancement in rank or position.
2.
furtherance or encouragement.
3.
the act of promoting.
4.
the state of being promoted.
5.
something devised to publicize or advertise a product, cause, institution, etc., as a brochure, free sample, poster, television or radio commercial, or personal appearance.
I guess I am just missing what your argument is here.I will repeat, if we still had untility positions there would be no issue, but since the Team Leaders are now a combined classification with unility duties of years past.
Easy sollution reinstate the use of both Team Leaders and Utility persons and I then could fully support elections for team leaders if they get paid the same as line workers, until that happens (not holding my breath) its a damn promotional bid job plain and simple.
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you are right on, where is the democratic process???
Like when we had Utility people ?
It would be different if we still had both Utility and Team Leaders, but we do not anymore. So should we vote on all promotional bids? is that really what you are suggesting?
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King Ranch is not built in Dearborn either.
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Is it right for people to come here and just throw shit against the fan?
You want to come here and slam local 600 for something please do but for God's sake have some specifics and be willing to put it out there for everyone to see.
As much as a i hate to quote this pompous ass here goes
The only termination I have been part in was won and the member brought back within less than a month for a bogus termination, that was handled by Local 600 after useing my filed grievance for said member.
So to say wrongfull terminations get sweept under the rugt at local 600 is comepletely false, at least in my 7 months experience. The ones that take more time are the ones were someone really fucked up or has been terminated multiple times, those people should expect to wait longer in my opinion.
*edit* sorry Ijcdad i quoted the wrong person
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Overtime equalization for skilled trades AWS
in Ford Employee Forum
Posted
Give me a week and I will have it, im still on vacation.