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ReDemption

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ReDemption last won the day on December 28 2011

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  1. Hopefully this helps. Here are just some of the "compensated" hours. Straight Time Hourly Base Wages / Straight Time Cost-of-Living Allowance / Straight Time Shift Premium / Vacation and Excused Absence Allowance / Holiday Pay / Seven-Day Operations Bonus / Apprentice Training Incentive / Payments / Bereavement Pay / Jury Duty Pay / Short-Term Military Duty Pay / Call-In Pay / Grievance Awards / Christmas Bonus and Work related workman's compensation (this one is tricky because you must at least work a complete week in the calendar year of the plan). Again, I hope this helped. I don’t believe that I have missed any, if I have I apologize and please let me know. Jeff Hodges UAW Local 600
  2. As for doing research with the contract, it would be a whole new book to include all the state and federal guidelines with this concern. But you can look up Volume 1, Article 8, and Section 27. This covers the placement of workers that were injured on the job. As for employees with personal restrictions due to injuries not incurred at work, you need to reference Volume 4, page 465. These pages and articles are subject to change with the newly negotiated master agreements. As for the overtime issue, we must use common sense to consider that if the selected job is ran during overtime (and the employee has low hours to be canvassed) that he/she should be given the opportunity to work the overtime. If the employee’s restrictions as stated in his/her medical documentation requires them to have 16 hours of recovery, then this employee will not be eligible for working overtime. The other issue you may run into is the fact that on the weekend the job that falls within his/her restrictions may not be the one in operation. This will of course stop them from being able to work the overtime as well. If this is the case, all is not lost, the employee can file with the building salary comp representative for any lost time due to their injury. There are however many rules with this, but basically, the employee files a claim of lost overtime due to restrictions created from a work injury (the employee most be working to file this claim). The Comp Rep will have to submit the claim based off wages earned at the time the injury happened, then compare it to current earnings and if there is an actual loss they will make up the difference using a ratio that is State & Federal regulated. If there is no loss, then the claim will be denied. So, with the concern to overtime, it’s not as simple as saying the employee should be afforded the right to work. I hope this information helps explain the dilemmas with this issue. Jeff Hodges UAW Local 600 Vice President & Bargaining Dearborn Stamping & DTP Body
  3. I hear you Fantasticford, I was talking about those that feel they don’t need a Union as they are asking the Union to fix their issue. I’m sorry that the buyout didn’t work out for you and I understand your concern with the 2nd tier wages. I know that they negotiated an increased their pay ($19.28) with the new contract. It’s not parity, you or I don’t have to agree with it, I’m just saying that it was an increase. Anyways, I was just saying that I find it funny that the employees that say they don’t need a Union, call the Union the most. Jeff Hodges UAW Local 600 Dearborn Stamping & Truck Body
  4. It’s a funny thing when talking to these “so called” RTW supporter Union members and they say they dont need a Union but need a grievance because the Company screwed them out of some contractual rights. Strange, anyways I guess time will tell how this all shakes out. But you really need to understand your rights within the law. Read Becks, its a good start. Then you may want to look up agency fees in a Union Shop within a RTW state. Anyways, for those of you that think the RTW will bring new jobs, here’s some interesting reading. Economic Policy Institute findings: Despite ambitious claims by proponents, the evidence is overwhelming that: • Right-to-work laws have not succeeded in boosting employment growth in the states that have adopted them. • The case of Oklahoma – closest in time to the conditions facing those states now considering such legislation – is particularly discouraging regarding the law’s ability to spur job growth. Since the law passed in 2001, manufacturing employment and relocations into the state reversed their climb and began to fall, precisely the opposite of what right-to-work advocates promised. • For those states looking beyond traditional or low wage manufacturing jobs – whether to higher-tech manufacturing, to “knowledge” sector jobs, or to service industries dependent on consumer spending in the local economy – there is reason to believe that right-to-work laws may actually harm a state’s economic prospects Have a Merry Chrismas and a Happy New Year. Jeff Hodges UAW Local 600 Dearborn Stamping & Truck Body
  5. Fordtpworker – help me understand belittling a person that said they would try to help another member out? That really makes no sense at all. Jeff Hodges UAW Local 600 Dearborn Stamping & Truck Body
  6. This says it all: Economic Policy Institute findings: Despite ambitious claims by proponents, the evidence is overwhelming that: • Right-to-work laws have not succeeded in boosting employment growth in the states that have adopted them. • The case of Oklahoma – closest in time to the conditions facing those states now considering such legislation – is particularly discouraging regarding the law’s ability to spur job growth. Since the law passed in 2001, manufacturing employment and relocations into the state reversed their climb and began to fall, precisely the opposite of what right-to-work advocates promised. • For those states looking beyond traditional or low wage manufacturing jobs – whether to higher-tech manufacturing, to “knowledge” sector jobs, or to service industries dependent on consumer spending in the local economy – there is reason to believe that right-to-work laws may actually harm a state’s economic prospects. Jeff Hodges UAW Local 600 Dearborn Stamping / DTP Body Vice President & Bargaining
  7. That’s funny Spine, General I can’t find any post on “page one” that states Michigan law concerning breaks and lunch. I do however see this “By the way there are laws that do call for a "rest period" some time in the work schedule” Also, I don’t see either of you speaking of Volume 4 with the concern to breaks and lunch, only volume 1. So please explain what you mean by “welcome to page 1” oh and the LOL, yea for sure LOL. Jeff Hodges UAW Local 600 Dearborn Stamping & DTP Bode Vice President & Bargaining
  8. I have no idea why your Local Representatives would tell you that lunch period is not in the current National Contract, it is. Do yourself a favor and contact your IUAW Servicing Rep and let them know who told you that. Lunch periods: Volume 1, Article 10, Section 6 – page 139. Also Volume 4 – page 455 speaks to Lunch and Relief Practices. As for those of you that think the “law” states that you must receive breaks and lunch. You’re correct it does, but only for minors not adults. Here’s some food for thought concerning the “law” about breaks and lunch. Michigan Lunch and Break Laws Breaks for Adults Michigan law does not give adults a guaranteed break or lunch. Employers are free to schedule employees to work without any type of break. However, most companies do recognize that this can lead to fatigue and mistakes, so they offer some types of break after employees have worked for five consecutive hours. All Michigan companies must also adhere to federal rest and lunch break standards Federal Rules The federal rules on rest and meal breaks apply in any state, such as Michigan, that does not have separate labor laws regarding meal breaks. These rules are contained within the Fair Labor Standards Act (FLSA). The FLSA does not require employers to give their employees rest breaks or meal breaks, but it does regulate how employees are paid for any breaks they are given. There are also additional federal laws regulating working hours of people in certain types of work, such as air traffic controllers and pilots. Pay and Breaks Michigan law conforms to the FLSA rules in regulating how employees are paid for lunch and break time. Both Michigan law and the FLSA rules require that short breaks, of around 20 minutes or less, be treated as working time. This means that short breaks are counted as part of an employee's normal working hours and money cannot be deducted from an employee's pay for these breaks. Michigan law and the FLSA rules allow employers to treat longer breaks as non-working time, but in order to avoid paying compensation for a longer break, the employee must be relieved of all their normal work duties and cannot be available for work. Hope this helps with your concern with Lunch Periods. Jeff Hodges UAW Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining Rep
  9. Hello all, Please be careful when speaking about workman’s comp injuries and employees being able to collect 80% of lost overtime. I say this because to start you must be at work and denied overtime because of your restriction due to injury directly. If you’re denied because of this, you can submit a lost overtime claim but there is a formula that is used (it’s not 80% by a long shot) and your current pay rate will reflect toward any injury per its anniversary date rate of pay. In other words, if you were occupationally injured in 1995, you may get a couple bucks for your lost overtime, if any at all. As for the concern with Occupational injured employees working overtime at DSP. By contract, occupational injured employees (restricted) that perform a job during the week will be allowed to work that job on daily overtime and weekends if it is scheduled and they are in compliance with the overtime equalization process. So if they are up for the overtime by virtue of low hours and it’s the job they are on all day, then yes they must be canvassed to work the overtime. Remember, just because they are injured doesn’t mean that they have no rights. If we have someone that only can work one job, but on overtime can work any job, then the Unit Committee needs to know about it and it will be addressed. Hope this information helps. Have a great shut down all. Jeff Hodges UAW Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining
  10. Decker, its true that we have had some open debate in the past, but welcome debate. You know that I respect others opinions and I like the fact that most posts offer insite to the goings on at other plants. We dont have much of the line speed issue at DTP Body, but we did just get past a huge struggle with a rebalance and we won our case with the help and support of our members and the IUAW. Please understand that I dont feel that we should sell the farm to keep the chicken. We need to understand whats at the table and does it fit the needs of our membership at the time. AWS work schedules are hard, tag relief is hard but both increase our membership, we just need to iron out the issues. Anyways, I wasnt meaning to sound like an ass, I was just trying to be informational. I see that others had already answered the topic question (I was lazy and didnt read all 3 pages) sorry brother. Jeff Hodges Local 600 DSP & DTP Body
  11. Decker, first off appendix w clearly states double time will be paid for work performed on any AWS work schedule 3rd RDO day, provided that you have met the required 40 hours regular time. Also concerning the AWS, I dont see where you mention how many jobs were gained for going to this type of work schedule. At DTP it added nearly 1000 jobs (including tag relief) and after all isnt that we are all about or should be? Just saying Jeff Hodges Local 600 DSP & DTP Body
  12. Contract states the bonus is paid by June 10th. Its funny how some will come on here and bitch about the "bonus" money but still take it right to the bank. Trades are getting back to their tools, plants are hiring, members have moved to plants that better fit their lives (was paid to do so) and we are getting bonus money, again. Is everything great, no, but we are for the first time in many years moving in the right direction. I would have liked to have seen members alowed to submit referralls from members, but thats just my opinion. Be good, and have a great Holiday weekend
  13. Mr. Settles had them post up a link to the language that was modified with negotiations so we could all read them (that was appreciated). If you’re talking about the new volumes 1 – 5, I’m not sure when they will be completed. I’m sure they are a huge expense and take a lot of time to set up for print. So I really couldn’t tell you when they will be completed, but it is a good question. Jeff Hodges UAW Local 600 Dearborn Stamping & DTP Body
  14. Thanks for the reply Decker. With your answer you clearly see the same issue as I do, but for some reason you come off as if you’re against it (it being our survival). If you add the Retiree benefits, parity the 2nd tier, put the Holiday back in, re-instate overtime after 8 hours, put the Christmas bonus back in, re-instate pay increases, your back at the $72 + an hour all inclusive formula. When you’re at the helm of a labor movement in Auto, is this the formula you would use to increase your membership while every other manufacture in Auto would be nearly $20 an hour less for its labor cost as compared to yours? You state that your good with numbers, understood, tell me what math equation you come up with that will increase our membership, keep our companies in business and add everything back in our contract that we gave up in order to do just that. I know that you say that they can find other alternatives to cost saving, but don’t you think they have already done that and continue to? Anyways, to answer your question. The $61 approximation (all inclusive) does not include the 2nd tier entry level working being brought up to parity. Nor does it include retiree benefits (that’s now a VEBA issue). It was just COLA added back. I know that many are concerned with the 2nd tier entry level wages. But I must remind you that we as a membership voted that in. I’m concerned as well but I do understand that we have to survive as whole and not as an individual. I didn’t start at full parity, and I’m sure you didn’t, however it didn’t take me 4 years to reach it. But they (IUAW) did increase the entry level wages with this contract, and if that’s how it has to be done (contract by contract) in order for us all to survive, then I understand it and clearly so did many brothers and sisters because we voted the contract in by a good margin. I have heard many say that the members (2nd tier or LTS’s) are pissed that they make less then 1st tier and that it causes issues on the floor. But I haven’t seen this to be true at all. I have talked with many LTS’s and they are hoping and praying to be hired in. They would love to someday have the chance to become 1st tier, but the bottom line is that they are glad to see them hiring again. I’m not speaking for them all, I’m just telling you what I was told by those I talked with personally. Here’s something I found interesting concerning the entry level issue. I have had many brothers and sisters asking for referrals for their family members to be considered for hire. Seems odd to me that any 1st tier worker would want this if it’s such an issue that their family member would start out at entry level wages, doesn’t it? I would like to get opinions with an idea. I’m very concerned about the viability and longevity of the VEBA. I have submitted a resolution to our current leadership that I feel many, with the same concern, would agree with. I propositioned them to set up a system much like VCAP. But this system would be used for directly offsetting Retiree medical costs (such as scripts, office visits etc) or to directly inject funding into VEBA. Of course this would be a member’s voluntary choice. I say this because I feel that the survival of any structured VEBA will always fall back into current membership hands, what that membership does about it matters most. Understand that we are not the first to try this, but I would like to see us succeed where others have failed. Thanks for the debate, I appreciate opinions and honesty. It’s nice to debate with brothers that don’t make it personal to express them self. Jeff Hodges UAW Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining Rep
  15. Decker, I never said I had an issue with our previous Leadership, but I never agreed with their type of contract politics. Back in 1979 we had over a million members so it’s not very hard to figure out that they were trading jobs for wage and benefit gains in contract. We are no longer able to run with that type of formula for the simple fact that we are nearly extinct thanks to that system of bargaining. Comparing them to our current leadership it’s like comparing an 80’s Taurus with todays. With Ford – GM and Chrysler illusively and ill-responsibly spending money the bargaining table had a much different direction and mind set. Back in the day, most of our leadership didn’t have to understand the same criteria as they do now. No disrespect intended, I’m just saying. Our current Leadership has and had to find ways to plug the bleeding artery in Auto Manufacturing Job loss. Yes we have two tier wages, yes we have tradesmen on production jobs, and yes we took concessions in contract and yes they still had to close some plants. But how did we come to this, and for what reasons? It was and is to keep what little jobs we have current and spin our company’s back into profit. We the membership had to do this, we (we = Union members and leadership) had to step up and do what’s right for us as a whole to survive because those in charge on the company side were incapable of doing so. Yes that’s correct, the blame is not just on our Union Leadership. Our previous CEO’s spent money in stupid ill-advised investments and now we are all paying for it, bottom line. Anyways, Decker you didn’t answer my question. What do you think happens to us UAW Ford workers with a contract that puts us at or near 61 an hour (all inclusive) while our sister companies contractually are at nearly 51 along with the transplants? Tell me how you think that plays out. Thanks for the support Skilled1. I really couldn’t understand why some would bitch about the good things, makes no sense at all. I truly hope that our tradesmen on production jobs get back to their tools as soon as possible. Jeff Hodges UAW Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining Rep
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