ReDemption

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

To say that our past leadership (previous Bob and Ron) put all the Holiday language in the contract, you’re wrong, or you could have just forgot about the 2 family days. Then to say that we gained nothing back in the ways of Holidays, you’re correct but why do you think our past leadership put all the Holiday time off in the contract? Let me help you out with this, so we could lose things in time of hardship* other than our wages. *Hardship: Labor downsizing due to lack of sales and market share (the two things that keeps us all employed in Auto). This is how labor contracts go, come on you know this and yet you still come on here bashing the very things you know you we as a Union supported. We the membership voted in the 2nd tier wages – FACT. We the membership voted in the concessions – FACT. We the Union voted in our current National language with all that’s included - FACT. You can come on here all day and say you didn’t vote for these things, but brother your apart of a membership so regardless of your casted vote, we vote as a whole. I’ve seen post after post about the tradesmen being put on line, and I fully understand that they lost wages and I have true empathy for them. But what was the alternative? I hope you, and they all understand the language prior to them being able to be placed on production work, I truly hope you do. I’ll explain why: Had they (trades) not been given the right to be placed on production jobs, then they would have exhausted sub and tap in two years of ILO. As for us at Fords not getting everything back, I’ll ask you a question. What do you think happens to us Ford workers and our plants with our Labor cost being nearly 60 an hour all inclusive and GM along with Chrysler being at or near 52? (Transplants are around 51) For example: had we got COLA back we would be near 61 an hour all inclusive. Up until our last negotiated contract can any of you tell me what direction our workforce numbers were headed with the old labor cost formula? If you’re not going to answer that questions truthfully, then just don’t. These are the facts of the cards that we and our Leadership were dealt in our current times. Here’s another simple Labor fact, we have to build our numbers and with that gain our strength back in contract. That’s just how it works, it being the Labor movement, bottom line. Understand for us to gain jobs in Auto in our current times is the highest cost we as a Union could extract from any one company from the cost of our concessions. We don’t have to agree with everything that’s done, but we all understood that it had to be done. Expressing what we feel is wrong I fully understand, but to come onto a forum and openly bash the good things, that’s just stupid. Jeff Hodges Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining Rep “Hope you all had a wonderful Christmas”

In the newly ratified National Contract, you can find the following Christmas Holiday period qualifying language on Page 026A 1) A seniority employee absent without excuse on both the last scheduled working day prior to and the next scheduled working day after a Christmas holiday period shall be ineligible for holiday pay for all of the holidays within the Christmas holiday period. 2) A seniority employee absent without excuse on either the last scheduled working day prior to or the next scheduled working after a Christmas holiday period shall be ineligible for one (1) of the holidays for which he would otherwise be eligible in the Christmas holiday period, but shall, if otherwise e1igible, receive pay for the remaining holidays in the Christmas holiday period. 3) Seniority employees who have been laid off in a reduction of force or who have gone on sick leave during the workweek prior to, or during the workweek in which the holiday falls shall receive pay for such holiday. A seniority employee who is laid off during the second workweek prior to a week in which one or more of the holidays in the Christmas holiday period falls, and who worked his last scheduled working day prior to such layoff, shall, if otherwise eligible, receive pay for the holidays falling within the Christmas holiday period. Seniority employees on layoff or sick leave of absence when the holiday(s) occurs who return to work following the holiday(s) but during the week in which the holiday(s) falls shall receive pay for such holiday(s). That covers the language. So as for your question on Holiday pay; 1) If you’re scheduled to be out for surgery on the date of your return from the Christmas Holiday period and you have this already cleared and scheduled with medical then yes you should receive all of your Holiday pay period days (I say “should” because stranger things have happened). 2) If you haven’t set this up, then you will not receive one (1) of your Holiday pay period days due to the fact that you will be coded AWOL on the day of your return until your medical paperwork clears and they remove the code. When you get your paperwork turned in and the AWOL is cleared, they will have to file a PPA (pay period adjustment) in order to get your Holiday pay for the one (1) Holiday period day you were shorted due to the AWOL issue. Hope this answers your question. Jeff Hodges Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining Rep Sorry for this post being so large, but I had to make sure you had all the information.

In the newly ratified National Contract, you can find the following Christmas Holiday period qualifying language on Page 026A 1) A seniority employee absent without excuse on both the last scheduled working day prior to and the next scheduled working day after a Christmas holiday period shall be ineligible for holiday pay for all of the holidays within the Christmas holiday period. 2) A seniority employee absent without excuse on either the last scheduled working day prior to or the next scheduled working after a Christmas holiday period shall be ineligible for one (1) of the holidays for which he would otherwise be eligible in the Christmas holiday period, but shall, if otherwise e1igible, receive pay for the remaining holidays in the Christmas holiday period. Hope this answers your question. Jeff Hodges Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining Rep “Wishing you a Merry Christmas and a Happy New Year”

Hello all, just some FYI COA stands for “competitive operating agreement”. MOA’s are not just geared mainly toward Maintenance. • In the production side of an MOA agreement you only have a few classifications that cover everyone within production. For example: Team Members, Team Leaders and now Tag Relief and that’s it. • In a traditional plant with a traditional operating agreement much like DTP Body you have Production Floor Associates (PFA’s) – PFA Team Leaders, Weld Destruct, Weld Inspection, Weld Inspection Team Leaders, Metal Finishers, Fitters, Dingers and their Team Leaders and then Incoming Quality. Then you have Material Handling Associate A, B, and C, Material Handling Team Leader, Clerk and General Store Attendant (Then of course Tag Relief for each classification, unless its free effort work). I may have missed a few, but you get the point. Anyways, good luck AAI. It was awesome to hear that you got product. Jeff Hodges UAW Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining Rep Edited for out of control formatting.

Great post objects, I remember those names from the “day” as well. Back in those days I was “TheUnionist” and man we had some good, sometimes heated debate. Good to see you’re posting again and glad to see you stuck it out with us. Be Good Jeff Hodges

Here's the numbers I have so far -----------------------Local----Yes----No---Yes%--No% DTP Assembly---------600----1220---981-----55%---45% Milan--------------------600 Dearborn PRC---------600 Dearborn EFTP--------600 Dearborn SPTB--------600-----549---185----75%----25% Dearborn DDMP------600-----136----66-----67%----33% Dearborn Parts--------600 Dearborn M & C-------600----454----274-----62%---38% Dearborn Tool & Die--600----238----169-----58%---42% --------------------------------------Yes------No------Yes%----No% Total Votes & % Over all = 2,597--1,675----64%-----36% Total Votes Casted = 4,272 Let me know if you have anymore numbers Jeff Hodges

Stop putting up false figures with the Consumer Price Index. In 1990 the CPI was 5.4% then it steadily fell down to 1.8% until 1999 – 2000 climbing up to 3.2%. It then dropped down to 1.8% in 2002 and steadily climbed back to 3.2% in 2005. It dropped again down to 2.8% in 2007, spiked up to 3.8% for one year 2008 and then fell to below 0% in 2009 and has now stopped just short of 2% and is sitting at 1.6%. Now lets talk about your need for COLA. What do you think will be the public opinion of us will be for rejecting the addition of new jobs and the increase of 2nd tier worker wages, the in-sourcing of once outsourced work, the 6k in signing bonuses, the improved profit share formula that would have netted us $3752 in Nov, the Pay-in-lieu re-instated, the double time for working the 3 regular day off (RDO) in plants currently working Alternative Work Schedules (AWS), unlimited $20 office visits for Blue Cross PPO, and the 2 family days off paid. I know that I have missed some things, but to be honest, I would have gladly stayed where I’m at had it meant that we could keep all our plants open. It’s a damn shame that Walton Hills is slated to close, it’s a shame that any plant has to close, and yet we have brothers and sisters upset at this contract over COLA. Realy!!!! Here are some facts to think about with COLA. If we fail to ratify our current National CBA and then push for COLA to be returned it would put us at or near $61-62 an hour all inclusive. What do any of you think will happen to our remaining 41k UAW Ford workers while every other Auto industry Labor cost looms at or near $50 an hour all inclusive? Let me help you with that question, we will play witness to GM and Chrysler’s industry re-growth while we workers at UAW Ford continue to decline and wonder what happened. I say wonder because many “nay-sayers” will turn and say they voted in favor of the contract, and you know they will. We are currently the highest paid Auto workers in the industry, and that’s with the concessional contract provisions we are currently under. I have 24 years Seniority, I’m just trying to look out for my Brothers and Sisters with less to be gainfully employed within the ranks of our Union and hopefully for a long time. I post up facts, not stuff told to me from someone else’s friend, brothers – cousins - sisters - step kid’s dad, I do my own research, I read 100% of all contracts, many - many times over. I look at what’s going on in and around us and weigh out all the facts. It’s not time to push for everything returned, it’s just not. You have the right to disagree with me, I’m still your brother and I’ll still look out for you. The 1st concessions we accepted are working, we now have a chance to extract the highest cost any Union can obtain from any company, and that’s a fellow job. Our COLA, pay increases, Holiday’s and break time don’t even come close to the cost of a job. We have 41k brothers and sisters left, it’s time to plug this leaking hole. It’s all about how much you feel you should gain from your concessions, I want the most - I want jobs. I stand in favor of this contract. It’s what the Union is all about, we need growth right now. Be Good Jeff Hodges Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining Representative

Hourly Labor Cost This includes: (1) all the dollars paid to employees, (2) the cost of contractual benefits for employees, and (3) the cost of statutory payments, such as Social Security and Workers' Compensation – all calculated on the basis of hours worked by employees. 1st element: Total average hourly cost is the gross average hourly earnings (GAHE). This is essentially what shows up in the paycheck. It includes base wages, cost-of-living allowance and premium payments. 2nd element: The benefits and fringe cost, includes the cost of all insurance benefit coverage, supplemental unemployment plan costs, paid time off, statutory payments, profit sharing, and all other miscellaneous payments and costs. 3rd element: Retiree Pensions plan costs and all other miscellaneous payments and costs associated. Hope this helps Jeff Hodges Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining Representative

Bigphish, you say that you usually agree with me or at least respect my opinion. I appreciate that brother, for sure, but please understand that I’m trying to tell you that the cost of adding jobs far outweigh any meritorious gain for us as individuals. The formula of the past cost us our most prized possession, and that’s our brothers and sisters jobs. Are you saying that your signing bonus, your COLA, is more important than the addition of a fellow job? I’m not saying that they are not important, I’m just saying that it’s time to add jobs. We are currently the highest paid auto workers in the industry, bar none. This is a direct derivative from our sweat and sacrifices. The reason our forefathers gained the padded language in our contracts was for the pure protection of our jobs and our base wage. To save jobs, we cut the fat. When we gain as a Union, we then start putting the fat back on. Tell me what they could add, that wouldn’t cost us more jobs and investment. We are at $58 an hour all inclusive. We were at $55 until the last profit sharing, and then the proposed Nov profit share will at least put us at $60. Toyota is at $52, other than GM, Chrysler they are the next in labor wage costs, but all of them are below us right now. My fear is the general public that has gained faith in us UAW Ford Auto workers, will dump us like a bad habit because of our actions, then what? Be Good Brother. Jeff Hodges Edit was to add that the hourly figures are all inclusive. If you want I’ll post the formula that explains how it’s derived

People have the right to their opinions. Hopefully they will start to think about the time in which we currently live. The most our IUAW could possibly extract from the company for penance of our sacrificed concessions would be the addition of JOBS. Nothing outweighs this fact. In 2003 we had 101k UAW Ford Workers and we now have 41k. That’s the derivative of the old formula. In 2009 we accepted concessions to do what? Save the company we work for and to save our Union jobs. We have done just that, we have also turned the tide of losing our jobs. We have the opportunity to add jobs and to bring back product back from offshore. So, what’s the real bottom line? I have to ask because I have spoken to folks that are upset that the 2nd tier worker would receive a pay increase and not the 1st tier, yet the very same person was upset that the 2nd tier wasn’t brought up to parity. I have talked to folks that are upset at the VEBA getting 10% (off the top) from our profit sharing, and yet two minutes later complained that they are scared that the VEBA won’t last. I know what you’re thinking, and trust me I was at the same quandary in making sense of these statements. We look good in the public’s eye, we are gaining market share and we are about to start putting on jobs for people that are in much need of work. We need numbers, numbers cost the most, and we need to keep on target with public view and market share. For the first time since 1980 our hour glass of losing UAW Auto worker jobs has as chance to be flipped from nearing empty. And with all this, we are still the highest paid workers in the entire auto industry. It’s up to us to look at this contract for what it really is and for its real worth to us as a whole. By adding jobs for our brothers and sisters, by returning product from offshore, the IUAW has restored my faith that the true meaning of Union still rings true. Many plants gained product because we as a Union and as a whole accepted the 2007 agreement along the mods. Here’s just a few of them that reaped the benefits of our sacrifices and received product commitments. I’m not complaining, it’s awesome that we did what we needed to, I’m just saying. I have a question for the trades. Had the IUAW not successfully negotiated the 2007 Seniority into production ranks right, what would have happened by the language? I was under the impression that you would have run out of SUB and TAP in 2 years and then would have been out. If this is not true, please direct me to the language that speaks to you working in the production ranks with no previous service time in production. What if we flip the coin, let’s say that production is out on ILO with no chance of working, will they give us 2007 Seniority to work within the Trade SOG’s? It’s a rhetorical question, we have no second chance when at the bottom and put out, that is untill the 2nd tier are put on roll. It’s going to be very interesting to see if those that have product vote to save other Union brothers and sisters jobs at other plants that are in need. Be Good Jeff Hodges Local 600 Dearborn Stamping & DTP Body Vice President & Bargaining Representative