madime39

So a lot of Tier 2s would get some pretty hefty raises as well as a signing bonus; Tier 1 would get no raise (again) and a "slightly bigger" signing bonus. I just can't even imagine being so arrogant and greedy, to the detriment of Tier 1, with so little seniority in any company (union or not).

Out of curiosity, who would vote yes on a contract that gives Tier 2 a raise (maybe even as described above, $1/year) with no signing bonus, and Tier 1 a signing bonus with no raise? How big would that signing bonus need to be?

They're canvassing for seniority employees to take a TLO. I figured the wording was meant for people that signed for a transfer to another plant, however I didn't sign up to transfer. I've just become a little jaded when it comes to the wording on these handouts. I learned that lesson years ago.

September 6???

MAP Final, TLO, starting August 10, returning September 8. I just don't understand the part that says "...you accept or decline to be placed on a TLO up and to the date of transfer to your new location which you applied for."

So just out of curiosity, if these employees work for Ford for, say, 10 years, can they take that 401(k) with them if they decide to leave Ford for other employment?

Remember, "reading comprehension" can be your friend. I never said it wasn't true, I said it would be nice to find a more recent article about this.

As quickly as things change, it would be nice to find info about this "tentative plan" that's not 11 months old.

OK, but don't you think the same thing applies to you? We were told that, when the company became profitable again, we would get back the things that we gave up. The company is very profitable now, and we have yet to get back anything that we gave up, and still haven't seen a raise either. You, on the other hand, knew exactly what you were getting when you hired. Now you're not happy with it. Don't get me wrong, I believe Tier 2 should have the same benefits that Tier 1 has. HOWEVER, you haven't given up a thing. As much as I disagree with some people's "delivery" on this forum, the sentiment remains the same: it is because of Tier 1's concessions that you have a job. No, I don't feel that you owe us a "thank you", however, for you to be offended when someone from Tier 1 says to you "if you don't like it, quit", and then you say the exact same thing, is ignorant at best.

I think a lot of workers that are getting laid off would be amazed at how many of us were screwed back in the late '70s when WE were laid off with no recall rights. Guess what? We survived, and you will too. With 29 pages of Tier 1 vs Tier 2 griping, maybe we just need to agree to disagree. We're all adults, basically wanting the same thing: a fair contract. Some of the comments in this forum look like they come from elementary school kids on the playground. It's embarrassing. All of the energy spent fighting with each other would be far better served DEMANDING that the union not even consider presenting us with a shitty contract. And for the love of all things holy, am I the only one that thinks the term "stop drinking the kool aid" has run its course and should never be spoken (or written) again??

Except how to read and comprehend how a forum works. Now go take your meds, it's getting late.

And your silly comment is for what? "Dayshift" clarified the OP's post for "Frank". Not silly at all, except maybe to those that fail at reading comprehension.

I was skimming the contract the other day, and that's how I understood it: as long as it's ratified within 90 days of layoff.

If you spend 2 nights in the hospital, it should be pretty safe to believe that you've been "admitted".

You will need to add your spouse ASAP after getting married. It's been 15 years for me, but if I'm not mistaken, after you're married and add your wife to your policy, she'll be added on the first day of the following month. So: if you're married in May and ADD HER in May, I believe her insurance will take effect June 1. If you don't contact NESC until June, she would be added July 1, but you would already be laid off at that point so I don't know that they would add her to the policy. Like Fatso said, you need to talk to your "mitty-man", and do it right away. The length of time that they'll provide coverage is based on your years of seniority, but it's no longer than 24 months.

1. Pioneer didn't say line workers don't bust their ass, he said "people in assembly plants." Last I knew, there are far more than just line workers in assembly plants. The general public believes that we have an easy job because they've never done it. People that aren't teachers believe teaching is easy, yet they've never done it. People believe nurses have an easy job because, again, they've never had to do that job. For the love of all things holy please don't trash jobs/careers that you know nothing about. You're doing the exact same thing that people do to us, yet you're too self-involved to realize it. 2. Pioneer, I've been reading your posts for years now. You should know better than to engage littleweewee-country in any type of debate. He flip-flops more than a spatula at IHOP.

I understand your concerns, Luigi. And clearly, nothing in your first post indicated that you were concerned about the plant closing because of this situation. Maybe someone else will chime in with some advice. If the majority of members are fed up with his b.s., they have the power (via vote) to remove him.

I won't be able to retire at 30 years due to family circumstances (not that I owe a twerp like you an explanation); you need to keep in mind that you don't know everyone's individual situation. From your very first post, you've made yourself out to sound like a petulant little brat. I would imagine even the people on here that tried to be helpful and informative with you are losing patience with your childish rants.

I had never heard that law either. This explains it: http://www.nolo.com/legal-encyclopedia/layoff-protections-michigan-employees.html

OK, thanks for the info. So Wednesday would be the deadline. I was laid off in the late 70s. Best advice I can give is sock away as much money as you can right now and eliminate ANY extras. That's rough, I truly hope it works out ok for you guys. Trust me, there are a lot of us that feel for you all.

Correct me if I'm wrong: If shutdown begins Monday, June 22, C-crew will finish their "work week" that day, yes? If the company has to give 60 days notice, that deadline would be Wednesday or Thursday. Where in the contract does it say they have to give 60 days notice? I've never heard that.

Isn't shutdown the weeks of June 22 and June 29? (I haven't seen/heard that officially, only going by info in another thread.) Why would last day for C-crew be June 28??

So if preferential placement is handled that way, how is it handled if people are transferred without being given an "option"? Preferential placement is considerably different than, say, when a plant closes and you're not given an option on which plant to transfer to. Just curious...

The only place I've seen it was at Saline, never at an "true" Ford plant though.