Decker

REGARDLESS OF HOW YOU ARE VOTING, PLEASE EXERCISE YOUR RIGHT TO VOTE! Outstanding, Sister Outstanding, It seems you are going through some of the same issues we here at CAP are having to deal with. We hear, day after day the complaining, most with good reason but, come the 3rd Sunday of the month we can`t even get 80 members to be persent for "their" General Membership meeting.... I and others bring up the subject of local negotiatins and more times than not we are reasured that the company is the reason for not being at the table or then there is the statement that I and other members keep getting in responce to any questions... The 588 hasn`t had a local agreement since 2003...?? So, at this point I, like so many other members are wondering, what is it about local negtiations that, one, it has to be so secretive that a Bargaining Unit wants its members to just vote on something without letting the membership even see the agreement and two, makes a Chairperson so fearful of it, that he thinks it is fine to go nine years without one? Then there is the growing number of local`s without agreements? Local 551 members, any issues in Springs letters sound similar to what we have here at Chicago??? Flat Screen TV`s... Good luck, sister.... we are all going to need it. Decker 1 of the 1788 David Schoenecker

General You are the BEST!!!!! Did you hear, the same kindergarten girl happened to hear her teacher say, her cousin, who knew the guy selling T-Shirts in the parking lot at CAP found out that CAP was going to "4 on 4 off".... in June Decker 1 of the 1788

Sounds a little like Women Behind Bars..... or the Bad Girls of Cell block C :huh: But, to a little less amusing topic. Sure, going to be interesting when the District Committee Persons have to tell their members on "A" crew, Sunday will be mandatory and by the way @ time and a half. "B" crew will fulfill their mandatory overtime, on Saturday. Appendix H.... while on an AWS. Has any other plant on an AWS had to deal with mandatory overtime? How did that work out? Decker 1 of the 1788

Armstrong, At over 800 more views, than that equality in sacrifice post, more than the members at CAP are watching and reading this post. (Howdy Solid House) :shades: You have to admit that means something. Maybe, some local ( the few with a local agreement) will stand up and put something in their local agreement to give their members some form of help and/or equality in sacrifice when it comes to this 3 Crew thing. Can the local language mold and/or modify the master agreement, to the local`s situations, as long as not to come in conflict? Chrysler seems to have had the IUAW fight and won to up hold Plant seniority, boy that would come in real handy now at Ford..... hey, is plant seniority a locally agreed on issue? Decker 1 of the 1788

Well, pardon me Armstrong, Mr.or Ms. Armstrong sorry, if I ruffled any of your pretty little feathers, or if I bumped one of your sore spots...... So highly educated as you are, you already know us uneducated, subterranean dwelling, Cubs fans tend to ramble ..... incoherently. As uneducated as I am, I will try to appreciate your lesson on how Ford makes their profit margin and how I should know that equals getting profit sharing. But, your reference to Ford doing AWS for 25 years, leaves this uneducated shit talker a little lost. I know you knew that because this dummy can`t think, like you.... Is that enough name calling for you Armstrong? The only one I think I left out was "hater", you tend to through that out too. But, I just couldn`t work it in, (hater) mainly because I can`t even pretend to be one. Believe it or not, my post you found so irritating was targeted at helping my sisters and brothers (they do read posts here) realize we are not the only UAW Local going through all this misinformation. "For my CAP sisters and brother", you might have missed that being a speed reader. We at CAP have members bidding on operations on the 3rd crew and then realizing the 3rd crew dosen`t pay the 3rd "shifts" 10% shift premium. There are those that ask questions to be as educated as possible,before making the move to another operation or "crew". Then there are those that would like to know something about bumping and recall rights. And then the term that can make any of our elected officials get a little more than tongue tied, REDUCTION IN FORCE.... Seems we at CAP have come up short with the guidance and creditable advice to move into some of the most life changing decisions we all will be forced to make. If I reply to it once I reply to it many times in the same way, think of your families, your health most of all yourself when making these decisions. Dam it, Dam it.... there goes that uneducated, shit talker from CAP... sorry Mr.or Ms. Armstrong.... One thing for sure Armstrong I am thankful for the UAW (maybe not blind faith) and I do thank the Great Spirit, not for Ford`s profit margin but, all those UAW brothers and sisters that do ALL the labor that puts the profit sharing check in our pockets. Armstrong, I may be totally wrong (not the first time) about this but, are you a member of or have family and/or friends of a closing plant? If that's the case, check out Chicago... not a bad place to raise kids (and become Cubs fans) and the best collage in the nation right next door in West Lafayette In. Decker 1 of the 1788

Culture Shock is an under statement. Monday ------- A crew & C crew Tuesday ------ A crew & B crew Wednesday - A crew & B crew Thursday ---- A crew & B crew Friday -------- B crew & C crew Saturday ---- C crew & ?? Possibly B crew if needed? Sunday ----- C crew & ?? Possibly A crew if needed? For my CAP sisters and brothers, did anyone hear the term or statement " adding a Shift", you have? Well, I would bet it never was said by LRO or HR ....? Take a look at the schedule, do you see one day in the schedule where there is the scheduling of "3" crews? No? Look at the contract language: 1) No overtime Monday thru Friday unless 40 hours is reached. 2) Saturday is straight time for C crew. Time and a half for B crew, if 40 hours is reached. 3) Sunday is straight time for C crew. Time and a half for A crew, if 40 hours is reached. 4) A,B and C crews have to work all three RDO`s before they receive double time. Once again, the play on words is very much at work here. Who, still thinks Ford is in business to create employment? Did Ford ever state they were adding a shift? Did Ford ever clarify the "12000 jobs" statements? When asked if these "12000 jobs" were going to be NET employment, (new UAW members?) the response was "well, more like 8300, then it was stated it would be more like 5000?" per the V.P. As for the adding of a shift or the 12000 jobs nothing but the typical word games that lead the press and those walking the floor in the plants to help give the perception of just how good this all will be. If not, 89 day`ers, TPT, STPT, LTS or Entry Level what next? S.T.E.C.?? (Short Term Employment Crew?) Adding shifts.... "traditional"..... Move to the 3 crew agreement.... "AWS". Ever wonder how the schedule can flip flop, back and forth from 5X8`s to 4X10`s so dam easy? "A.W.S." How hard is it to understand that everything Ford does or agrees to, is money based. Yet, we the membership just keeps hoping, believing and falling for the word games and keep saying "can they do that?" But, really that singing you hear in the back ground, yep she`s singing.......its over, a done deal. Turn the lights out when your done 3rd crew. With all the good feelings of Sisterhood and Brotherhood.... Let The Churning Begin..... Decker 1 of the 1788

Don`t worry about a place to go, CAP is going to a "C crew"... any takers? how about some high seniority members? its only cold for 7 months a year.... and the best benefit to working in Chicago the !!!!!CUBS!!!!! Time frame for starting the 3 crew well, maybe... in April or maybe??? Who knows? Sure, we are setting up for it. Got people bidding on jobs and handing out classifications like free popcorn at a kiddie circus... might not be many left for transferee`s, sorry. Just wondering, how long does it take from getting the classification till the "I want to bump that SOB on days" syndrome take? MTP`ers? Anyone know, how it works if the company goes to an Appendix H when on an Alternate Work Schedule like the 3 crew agreement? How are other Plants dealing with all the experience and leadership flowing from all the new managers? We seem to be at a loss for experience.... I still can`t figure out where those 12000 jobs went, from the signing of the contract... to now? Was the 12000 job thing, a south-side shell game? (sarcasm) Sorry about all the questions but now a days here at CAP, when you ask a question you get a lot of "UMMM I Think" or "The International set this S**T up!!!! Go Ask Them!!! Oh Well, another great attempt at bringing the work force together.... everyone join hands Koombyaaah my friend, Koombyaaah...... Decker 1 of the 1788

Is there any local language addressing the C crew work practices at MAP or was there any at MTP? Here at CAP if a questions is put to the Chair, he keeps referring to traditional language that we have at present. Not the 3 crew work practices. Also states, the 3 crew will be run under the present language? If the C crew is run like the last 2 years here at CAP then the company gets a free pass to do as they see fit. How did things work out at MTP when the plug was pulled on their C crew? Decker 1 of the 1788

Just wondering..... How is it working out at other plants, with the managers that are on the move, fast trackin or show up at a new plant for their promotion? We seem to be going through some high level type of stress, (Envy or jealousy) brought on by all these people on the move.... The outward dislike for the fast trackers is very noticeable, too. Now, not to insinuate that all managers are in these groups but we seem to have a large numbers of movers and fast trackers that seem to be lost and the, I`m here, promotion group are staying in their new found offices a whole lot.... Lets see, 7 days of production, new model year and new model units, with 40 or 50 new managers along with 6 or 7 hundred new entry level (maybe) members and who knows how many transferees. Now roll in the, jump shippers and the I don`t work here no more group and sounds like.... a mighty bumpy ride ahead. Did other plants do any training? Oh, on the expired local contract thing, when going to a 3 crew and with the changes in the work rules or work practices, which most certainly will happen when going from traditional to 3 crew, did any other locals bring these changes to the membership in a democratic manner? Or do the verbal agreements just continue like the expired local agreement? Just wondering?? Decker 1 of the 1788

Add the CAP (551) to the list. As of last March the local stated they were waiting for International to complete "their" contract.... Decker 1 of the 1788

Brother Hodges I too, find it much better and more productive to discuss and debate with people that can put forth their points of view and realize that there will always be another side to the coin. My thanks to you also. It is even better when two people reach the point in the discussion where, they realize that each other is not that far away from their own point of view. Over the years I have realize that there are two key ingredients that will put the "F.U." in a discussion faster than most anything else that one can throw at another. (maybe short of talking about someones, Ma`ma) The two ingredients are "lack or poor communication" and "perception". The first is very apparent on the floor of most plants I`ve been in. It has two different phases, "I`m not talking to him", "that's not fair" and the one most in place to completely screw up the communication highway, "I Heard" and "THEY SAID".... The second is much easier to use and sometimes it is in place before any verbal exchange can even start. Perception, is a close runner up in the down fall of discussions and negotiations for anything. All of us at one time or another, have fallen into the grips of perception ..... because the person is this or that, or he or she is or is not and I think the best one, "How would he know what he`s talking about", "hell, look at the long hair and tattoo`s... done... no talkin..... Poor communication is something that I too have a problem with. Making a point, is far harder than coming up with the point. Words, dam things, can be taken in so many ways. Especially here where there are no faces to look at. Printed word, will have the feelings, the reader puts in them. I bring this up (maybe ramble a little to much) to show how we all perceive things at times and then move into a judgmental stage of a discussion. At what point did the clarity happen? We both see the same issues. Both, have similar understanding of the possible changes the organization has to move towards. And we both are on the same team. (I still have my Ron`s Team button and Bob`s Team button, too... not to give the perception I......) The perception of those that were clinking glasses and praising our leaders for a GREAT contract was, in "my" perception, not in good taste when, so many sisters and brothers face the uncertainty brought on by the decisions made in the last negotiations, as hard as they were to make. As for the mathematical formula, for the raising of the members numbers ..... well, let me try to give my perception... There is a saying most book keepers have and that may shed some light on the way we think. "Adapt and Produce", it is used by every business in this world. If you bring a product to market and think your done, good luck. If any supplier of Ford has ever brought in a part, product or service and not had to refine, rework or just plain re dooo, I, for one have never seen, used or heard of that part. With that said, I believe the main supplier of Ford, for whatever reason is very stuck on the numbers game.... for what ever reason, that's another discussion. Numbers, a strength? A power to be reckoned with? Maybe at one point in time. A large membership worked to get what we wanted in the past? Not to often. I mean come on the last "strike" was..... 35 years ago. So, will the perception of power, really help with the issues of today? The IUAW has had to adapt a different way of doing business in its other branches to produce results. Or, are the Aero-Space members going through the same issues? Have the teaching members or RN`s been told that they would be better off if there were more of them? I and I can only speak for me, have not heard other branches going through the problems the Auto branch has been going through, with the cure of those issues being... more members? So no, I don`t believe there is a number or a mathematical formula, that will make Ford consider the IUAW as being a threat to their profit line. I do believe the IUAW could and should consider becoming more of a sales organization and consider the services they sell as being the best in the world. It has been proven by transplants by making their luxury model`s with Americans, yes American made BMW`s, Mercedes Benz`s and numerous other high end units. Lets not forget what we were told for years, "Japan`s workforce is what, better?" I can`t stress it enough, those are American`s in Merrysville, Ohio, Another American workforce making a Japanese products sold around the world. Adapt, the approach or negotiations to the buyer of your product, part or service and you will produce a sale that is fair and equitable to those that supply the product, part or service. Brother Hodges, I will respond to your request for options on the subject of the VEBA at a later time. I do have an option..... bet, you never would have guessed that. You, do have my support in the fight to survive. It may not be perceived at times but, the support is there. Decker 1 of the 1788

Brother Hodges, I would like to step down off my soap box (for a short time) if not to be just a little less judgmental but, also to state I do agree with you on more then a few of your point of interest. My comparisons with the past and present leadership is basically one of trying to point out that, even with their short comings (no disrespect intended) the past leadership seemed to put just a little extra in the contracts (either intended or accidental) so as to have that cushion that we both referred to. This cushion was used while these past leaders were at the helm and the present leaders have used the cushion in our recent past. I, like you, have been becoming more and more aware that we, the membership have pretty much run out of the cushion that has made our falls in the economic fight a little less of a hardship. The cushion, is gone. The membership will be even more aware of this loss, in the future negotiations...... "Unless" With the facts as they are we, the membership have seen and are fully aware that our strength in numbers is all but gone. Yes, the present leaders have less to use as leverage if they (the present leader) look at that as the only strength this labor organization has. I have a firm belief that "strength in numbers" is a thing of the past. It worked (well in some situation) for those leaders in the past but, the present day leaders, of all people should have had a front row seat view of the storm on the horizon. With all due respect, some of the leaders at the helm now, had to be sleeping, not to be some what aware of the path this labor movement was on....? I, like others in the discussion group we have, wonder when our leaders will start looking at the other assets this membership holds. Yes, our numbers are way lower then ever but stop and think of what that means. Ford is producing more completed products with those low numbers then ever before. This alone is a business dream come true. Then realize that Ford has flown the flag high when bragging that Fords quality has risen and continues to climb. Its hard to forget that while productivity and quality are taunted as what Ford has done to survive, we have members that have to work 80 hours to receive what some make in 40. The membership has witnessed "Change" in the way corporate Ford does business. This membership has watched as suppliers and venders have had to "Change". This membership has shouldered "Change" in their everyday life's, along with their work life's. When will the membership of this labor movement see the change accrue within their leadership. "Unless"..... Our Leaders realize that the path we, Leaders-Members-Retirees are on is not "Changed" to fit the present day issues, we the membership-retirees and Leaders (as you put it so well) are traveling into extinction. Numbers, are the "old" tool in their belt. This membership has put many other tools in that belt. I can only hope that our leadership looks at them in a different way, the next time Ford or any other company has the presumption that we the membership are just another expense or unneeded cost. I really find it hard to address your question. Not that I am having a problem understanding. It would be more of a problem with the numbers. I have a little back ground with numbers so, when you ask "what do you think happens to us Ford UAW members with a contract that puts us at or near $61 an hour,(all inclusive) while other companies are at or close to $10 less per hour in their contract liabilities, how I think that would play out?" Let me give it an honest try. In a general business scenario, any business paying more than another like or similar business, for any supplies whether it be cake mix or labor will fall behind in numinous situations, including profit. With that as the general business case, Ford would fall behind paying more to a supplier, the UAW. This falling behind scenario would have Ford looking for options. Some options, reductions in product line, reduction in vender or suppliers cost and the reduction in labor and overhead. With the ultimate option, seeking court protection. The answer that you were seeking, in general, would be Ford reorganizing with the relief coming out of the UAW pockets. NO JOBS-LOW WAGES-REDUCED RETIREMENT BENEFITS and on and on..... I use the general business scenario for a few reasons. $61 per hour? would that include those members making 50% less than others. Would $61 an hour be all inclusive if entry level members were brought up to full pay. Also $61, would that include the cost of retiree and their benefits? And how would that $61 be effected by 401k`s and the reduction of benefits to entry level members. Is the $61 effected by the total separation packages of seniority members? Yes, Ford could and would reorganized at our, the memberships loss. If the company had to push the leadership of the UAW and the leadership could not make a good enough case with the tools they have been given, by there members, then yes..... we lose. Furious, it is common practice in any business to build some form of cushion. The I.U.A.W. is a business, not for profit, but a business all the same. Decker 1 of the 1788

Points well taken, brother Hodges. I can only speak for myself but, I did forget about the two days, 16 hours of paid time off over the next four years. Also you bring up the - Fact, that our Trades members did benefit from the negotiations with their ability to work in production operations. Another point well taken. You bring up some very good issues "hardship" and the loss of "benefits'. I can only wonder why then do you take issue with the comparison of the leadership of our past and that of Ron and Bob. The leadership of the past, looked at building some form of cushion between those that sold and preformed the labor and that of a company that had to purchase the labor to stay in a profitable business. Those leaders not only went into negotiations with the mindset of businessmen but, at one point brother Reuther went on record stating, it is not in good faith to negotiate benefits that neither side can fulfill or have the resources to back up. Believe me brother Hodges, I for one remember the cushion. When the membership was selling 50, 60 or more hours a week of labor to companies that were making profits that were records at the time, our leaders stepped up. I, like so many other members went on an earning spree. Yes, CAP had members working 58 hour weeks, week after week. The leadership stepped up by not asking for a gift from the company but, putting it on the table as a health and safety issue. That benefit won, was something that I and many others never had heard of, Paid Personal Holidays. This benefit was negotiated for and put into place for the membership to receive something (paid time off) in return for the hours of labor the company was receiving. "The Cushion" ....not added too, recently. At this point I believe it will be stated "that was then and this is now".... I`m sure most will see it that way. My point is, I find it hard to except that our leadership finds it so hard to sell the -Facts. Fact - Fords, efficiency rate has surpassed most other manufacturing companies in the world. Fact- Ford, has proven with their own research teams that their labor cost is the lowest it has been in almost 15 years. Fact- Ford has reached the lowest number of UAW employee`s in the last 15 years. Fact- Buying labor cheaper, fewer members working and the total numbers of units and parts manufactured per hour, always increasing. Accomplished by who? In return, we get members working for $14.40 an hour, Trades members getting to work production and 16 hours of paid time off over four years........ Decker 1 of the 1788 David Schoenecker CAP, Local 551

So let me get this straight, uncertain question mark guy thinks your "crazy", General..... I wonder if four real is trying real hard for a.... IUAW spot? Maybe the Education Department? Decker 1 of the1788

4Real? ...... does that mean, your not sure, I mean .... "4" ... "Real" "???" You talk about being thankful for a contract, I believe most if not all the holidays you speak of were a product of negotiations that occurred sometime back. Years before the present leadership sat at the table. So, to be straight forward I believe your thanking the wrong group of leaders. 4Real?, is the question mark in your screen name, saying that you are not sure of things? Then, maybe you meant you were thankful the present leadership didn`t give up or back anymore of our holidays that the past leadership had fought for and won through beneficial negotiation. Yep, "beneficial negotiations", something the present leadership seems to be at a loss to do. Are you thankful for not losing more? Are you thankful for staying stagnant in your earnings? Are you thankful for having what you had? I wonder when you last talked to a retiree? Have you thought what it would be like to be a trades person? Ever think about what it feels like to make half of what the person across the line from you makes, doing the same work? Yes... 4Real?, we are all thankful. Yes, thankful for jobs, paychecks, holiday pay, pension checks..... on and on. Stop and think, is there one thing that we received in the last contract that was a product of "beneficial negotiations" and not that big old bribe that we all got. Really 4Real?, what we got is for the most part what we had. So thanks should go to those past leaders that put into place the benefits that your so thankful for. I`m very thankful for everything that I have. I thank those past leaders for all that they worked so hard to get in exchange for their memberships labor. I can only hope that the current and future leaders can move on from their position of helping the Company at any cost and telling the membership they better do this or do that or else. Hey, 4Real? you sharing a turkey leg with Morton? Maybe that`s something to be thankful for??? Decker 1 of the 1788

The one and only object that stands in our defense when it comes to dignity or humility in the plants we work, are the classifications that we have earned throught the years. Classifications have only benefited the working men and women of the UAW. For years Ford has been trying to simplify our classifications to the point that management now states that anyone can do what we do.... Our Rep`s have went along with these movements to simplify or over simplify our tasks through the years, for one reason or another but, never forgot we have the voting part of these negotiations. Poor management skills, little or no experience and no people skills... is now in control of our futures. Do you really think they will be thinking of their best interest? or ours? Stay strong AAI, we all should follow your lead. Dignity is truly the one last thing we have in the work place. Giving it away is the beginning of the end. The Contract we are now under is the first step to that end.... Decker One of 1788

"Our Business".... In the past, the one sure way to control the masses (Union Members) was to keep all information on a local level. If the company did something at AAI they had time before anyone outside that location would know about it. Then by the time the information might, get out, it was already in place. Then the company would do the same thing in say, CAP and if no one knew what was going on at AAI things would be put in place there also. The company used for years, one location against another just by sending out rumors or bad information. For how many years did the members in Atlanta think Chicago was their worst enemy, and the same in Chicago.... all because information was poor at best and rumor filled on a regular basis. Even the Union used these methods for along time. (maybe still, but without good results) Then along comes... members transferring from site to site... newspapers, cable TV, Sirius radio and the information age has come of age..... oh, and someone invents something called the internet.... Have you seen a news show lately or listened to PBS radio? Or been awake during any of the political campaigns? Have you heard of Texting,Twittering or this new finagled Face Book thing? Driver, we have come a long way from the day of dirty wash hanging in your backyard, meaning much of anything, other than your machine sucks. When it comes to information you have to realize, the lack of information, is the tool that kept people fighting, hating and killing each other. Look at whats going on in the middle east, if not for real time information those young people would not have had a chance. There are women that have hope of driving a car in Saudi Arabia. Voting may be a reality in countries that never thought their populations would ever be able to do just that. Information has given many, many children the hope of becoming something their parents could only dream of. Really, young brother secrets are a thing of the past. I`m sure there are other ways of keeping people in control but, withholding information is fast becoming a tool that has seen its day. Decker

Unity ... Equality .... Union Ideology .... Strength in numbers .... One for all and all for One..... (ok, ok the last one is more for Musketeer`s) What is happening here? I have no problem being my sisters and brothers keeper, I do find satisfaction in the sisters and brothers that do benefit from my input and/or advice. But, come on we are all different.... I can`t do what a Trim repair person can do. I have no desire to Drive Units all day long. And lets just say no, nope and I mean no way will I be able to use some of the tools that we have in Trim and Chassis.... Then, why in the hell, are we all being lumped together when it come to the classifications that we had to earn, bid on or finally get through our years of service??? Really, this is crap that the members have been swallowing for years now... TPT, then Super TPT, then LTS, now Entry Level...WHY? Is there a grouping of "undesignated classifications" for Entry Level members? Or a grouping of "designated classifications" for the Entry Level members? No.... what... the pay is all the same??? In your local negotiations, you may want to look at the new classification language. Never thought unity, equality or the union ideology would come to this.... All Paid the Same.... There are two distinct groups of labor in the plants we work in. Skilled and Unskilled. Both the groups have had clear cut lines of description. One, in the Lines of Demarcation and the other in, Descriptions of Classification. The second has been noticeably missing from the last few contracts. The first has been under attack for at least the same time period. The Entry Level classification has all but done away with this problem for the production workforce. The Trades members will see a big problem with their Lines of Demarcation when the work groups come their way. Local Agreements will put into place, if agreed too, the end of most classifications as we know them....... Sounds like some kind of horror story line, from a B movie...really? It has started brothers and sisters. Decker Chicago Assembly

Come on screwed, really if they could have fixed anything don`t you think the right to strike would have been gone in 2009..... Brother, you have to realize we are all in this together now. Dealing with the real language in the contract is going to take most of our strength as a membership. So we have to deal with it. I`m finding that this agreement is very much like so many before it. Double talk, half truths and just plain "oh we forgot to mention" stuff.... A vote for or a vote against ... it`s to late.... Its OUR contract. A successful man takes the bricks others through at him and builds a strong foundation for a better future. Hang in there Screwed, we will make it through the storm on the horizon. We always do. And hey young brother, lighten up on the ass pipe thing, we mite have anal sensitive members out here....... :-) Decker No, Nope, Nine, Nada and uninformed voter from Chicago Assembly

I agree completely. Thanks, for breaking it to me that way...... I too have complete awareness of my place. My children's place. Then I`m under some diluted impression that the organization that stands for the working-class and debt-slaves, would at some point realize we can be told some of the issues in something other than half truths. I`m totally aware of why Ford exists. I also realize that Ford is just one member in the negotiations, the other member at the table would be our agent. The total mission of these negotiations is for one side to buy our services and the other side to sell the same services. Buying and selling is woven into the democratic way we all live. Ever buy a piece of land, be told all 100 acres is tillable, just to find out 80 of the acres is tillable only two month's a year....? This is the same feelings I`m having about our agreement. Fatso, I know we have to work for a living. I just tend to wonder when the debt-slaves will be treated with some dignity or a little respect..... when it comes to passing on information. Decker

UAW - Ford Motor Company National Labor Agreement Conference Call Thursday, 20 Oct. 2011 - 0800 EDT Re-Broadcast at web site www.at.ford.com/pages/default.aspx This is not to take sides in the "for" or "against" debate..... This tele conference was held for Investor Groups and the Media. It ran for approximately 34 minutes. After the typical poop and circumstance, the Q&A session started with: Mr. Fields, reassured everyone that the new labor agreement would only cost the profit, 1% over the last agreement. He stated that this 1% raise in labor cost will be completely offset by the increases in Operating Flexibility, Efficiency Rates and the use of Competitive Work Practices. Applying these applications will allow for the reductions in overall costs and reductions in labor. Jim Murphy - Bank of America asked Mr. Fleming: Of the12000 new jobs how many will be net jobs? Mr. Fleming responded, "of the 12000 new jobs, 3400 will be the movement of jobs". Mr. Murphy, "so out of the 8600 new jobs, how many will be net"? Mr. Fleming, "the majority will be Entry Level". Mr. Murphy, "60% or 70% majority or the bulk"? Mr. Fleming "I would say the bulk".....? C. Filapro - Credit Fleet asked Mr. Fields; Will the 12000 new jobs, be based on market share and production volume? Mr. Fields responded, "Yes, in some cases the need for adding shifts will be warranted"..? R. Nash - Deutscha Bank asked Mr. Fleming "The 12000 gross jobs, 3400 will be movement of jobs from within"? Mr. Fleming "Yes". Mr. Nash, "so the 8600 will be Entry Level"? Mr. Fleming, "the company dosen`t expect to reach 8% Entry Level employee`s through the end of the agreement"...?? Mr. Nash, " will the majority of the 8600 be Entry Level"? Mr. Fleming, "no I would not say a majority".?? R. Cematol - JP Morgan/Chase asked Mr. Fields; Could you shed some light on the 2 Tier CAP? Mr. Fields, "in general it is at 20% overall". But, "with this agreement we will see two facilities reach 100% Entry Level employee`s. (Rossenville & Sterling) This will allow for a realistic CAP of 25% to 27% of Entry Level employee`s. Mr. Fleming added "the company will not reach the CAP on Entry Level employee`s in this agreement". Marty ???? - Wall Street Journal asked Mr. Fleming; Reducing, while adding jobs? 12000 or 8600 new jobs? 20%, 25% or 27% CAP on Entry Level employee`s? Net jobs or New jobs? Will someone help me with the math? Mr. Fleming, "the company will be in sourcing product and moving jobs"... ??? "the company never implied net jobs, ...new jobs will be added"...?? No response was made when Marty asked something about "New Jobs or New Hires"??? Please, don`t be upset if any names or information might be slightly different from the re-broadcast. I tried to take notes but, its been years sense my last lecture hall.... One thing is for sure CAP was mentioned on a few occasions with reference to applying the "Competitive Work Practices"? And they talked about how the Trades will be lowered to 8000 total from the 9000 members now. Yep, just an old rusty bucket... things just keep leaking out.... Interesting conference to listen to. Funny, this is the first time I`ve heard CAP will go to a Competitive Work Practices.... Once again this is not to take sides. Decker

2007 Glory days, nope. Mid to late `70`s, early to mid `80`s and the run we had in the 90`s, those were the glory day`s.... for me. (early to mid 80`s...a gift... a son and a daughter) The mods were voted down here also. Me, I never figured that giving every bit of information I received from the IUAW was doing anything but, my responsibility to my locals membership. Bitter, not really. Wounds, none that I know of. Maybe your family member could ask any members of CAP, if there is a chip on my shoulder, then he can let you know, brother. I too don`t think the IUAW would go after any Local for their voting record. Working with a Local, with opposing options and differing thoughts is the basis for the democracy our union is based on. I too, must be considered not to smart, because I`m not sure "who is at CAP", like your brother in law has filled you in on. I`ll be in and around Paint any given day, so maybe I`ll bump into your brother in law before he returns, maybe he can fill me in too? Fighting give backs now? How would you be doing that? Me, yes I stated that "I" could not support something that I was unable to get all the information "I" needed to throw full support behind. I did tell many members, letting them know I was going to support the agreement if I could put the facts behind the highlights. Yes, that was the same stance that I took in the last two give back agreements. Not successful then or now. I was asked for information and details on this agreement, by many, many of our members and could not give them the answers they wanted. In some situations, I received grief and attitude from members that could not get answers. Ask your brother in law to find a member that "I", stated they were told by "me" to vote fore or against the agreement.. Please, let me know his results. As for a member of a caucus.... yep, your brother in law got that one right. So, that answers why, I defended the Chairwoman of our Election Committee? Brother don`t be so judgmental. Ever been in the service of your membership? Member of the Election Committee? If so, like me (Chair of the Election Committee, 3 times) you would know that the chair counts ballots, counts names checked off and unused ballot`s along with the names not checked off. Do you really think everyone has scores to settle? Do you think that rumors can make people look bad to those who don`t have a clue? Come on brother, the CAP Unit Chair was the only one outwardly for this agreement, don`t you think he of all people would have lodged a protest??? Truth be told, not only a caucus member but " MY SISTER"!!!!! All in all, brother, I can except failure of my stance on this agreement. (if that is your point) I also feel dam proud that the membership has the right to have opposing options and/or differing thoughts on just about anything they feel free to have. Good luck to you and all the members at LAP, its going to be hard work with all the new work but, you have proved how strong your membership is time and again. Decker Chi Town Assembly

You didn`t hear it from me .... it is always cold from mid Sept. thru May.... You will be fine. Moving again will be the ruff`s part. Decker

Lets put it this way, NO *%&^$* WAY.... One thing is for sure, shit does flow down stream and rumors flow south too.... I will say this, get to know "my" election committee Chairperson and you would never even consider this statement as anything other than BULL SHIT. 77% no vote, amazed why? Did your family member fill you in on the pre-ratification vote information exchange? No? Well, did he tell you how the Rep`s came together on the same page with a plan to help their membership make a knowledgeable decision? No? I bet the family member told you how the CAP President and Unit Chairperson came together and signed a hand out for their membership, in a sign of unity? No? Oh, and I`m sure the brother in law stated how good it was to see the unity put out on the joint letter to the membership signed by the all the elected and appointed members of CAP? No? I`m sure your brother in law pointed out that the CAP membership was so grateful and relieved that the CAP Rep`s, cleared up all their questions about the agreement , at a special membership meeting? No? No??? well the request was made to have a Special Membership Meeting Sunday before the Q&A session Monday, the common responses of those that responded was "I`m not clear on what the Region was saying" or "its their contract let them explain it". Oh, there was one hand out, this hand out was signed by only one elected member. I`ve wonder ever sense the 77% no vote result came out, maybe he should have held off with his way of selling the agreement? Maybe, Jimmy Settles could shine some light on the Q&A session at our Hall. Oh hell, I can help with that. It seems the Q&A session was handled with the same professional manner as are general membership meetings. When someone is yelling, waving arms and spraying spit it might be considered a some what normal meeting... but, when the V.P. of the Ford Dept. is the center of attention, you might think that someone (I`m thinking the presiding local authorities at the meeting) would come to his defense. If not at least offer him a towel. So, as for "my" Election Committee Chair stuffing .... NO FUCKIN WAY!!!!! Please, take no offense to my venting, nothing personal meant in any way. Just really stressed out, with all the typical rumor mill bull shit. As for my election committee chairs political intentions, HEY... the sky is the limited at CAP..... A Stressed Decker Chi Town Assssssemmmblyyy.. Dam It

Yep, I know oh to well, how the stress can kick start the Harley, for me at times. We have a saying as Cub fans, "there`s always next year".... so as for IUAW contracts, we just find it natural to chear or booo, Chicago will never be on the same side.... And besides North siders are better fans than South siders..... Oppp`s more opposing opinions :-) It would be good to share an ice cold Miller with you in right field. Decker Chi Town Assembly