Bob Rosadini

This GM statement says it all and Ford and Stellantis have similar views; The statement added that the leaked information "calls into question who is actually in charge of UAW strategy and shows a callous disregard for the seriousness of what is at stake. UAW leadership needs to put the interests of its members and the country over their own ideological and personal agendas." Hopefully the UAW membership has the smarts to recognize...what is reasonable,? and when is someone building what he perceives as his "brand".

That was not the way our contracts were. Any one could bid an opening. Then seniority would prevail..but "Most senior qualified"...and it worked but at times over a grievance =that would go to various levels.

So contract has no qualification other than seniority? That truly sucks.. In my "day", most contracts had language under Job postings that were like...Preference will be given to senior most "qualified" employee. Now if you awarded job to other than senior bidder you had better have a good case as to why he did..excuse me...he/she.did not get job or you would have a grievance.

Here is some news....Go to Ford.com, commercial trucks ,and open 650/750, then specifications. Lists air brakes across the board..650/750, gas or diesel. Not true. Still a "forward year projection. Unless of course, the CARB ruling brings then to their senses and if they want to sell many 650/750's in CA, lack of air option may be a deal breaker. Here in Northeast, heavy 750's were used by many utilities in the Cautillan/Blue Diamond era as heavy line/bucket/polecat trucks. Never see the OAP trucks now..all FL and Navistar. Surprisingly Paccar hasn't made a move there.

thx- I know -was a general question

Did you ever think if there wasn't a union, good performers just might get raises sooner. Much easier to recognize good effort/performance without contractual restraints. And I should ad I've been retired 13 years and I'm sure in this woke world there are probably all sorts of "equality" rules that must be considered

Of course they won't. If they are realistic they will hope to get somewhere close to current UAW rates I would think. By the way what are current UAW dues? And are there any union paid for benefits-other than a newsletter.?

And the greater the contract language the longer the negotiation took. "work expands with time allocated" And what else does a paid union rep have to do....and I guess same could be said for a corporate labor department?

You make a point that I wanted to make in my reply to Capt 4...I think some pay "justification" in the job is the shear boredom and the physical aspect...doesn't have to be heavy to cause wear and pain. Not everyone would put up with it and if the bucks were not there the turnover wojuld be unreal I imagine.

Old Retired guy like me wastes a lot of time watching those videos..in particular if it involves trucks. And I come away with the idea that I would go nuts doing some of these jobs- like pushing the plastic grills on to the chassis. .."1..put in place, 2, slap left side, 3 slap right side. Next! Then again the guys installing groomed instrument panels- a bit more attention required.. Do those jobs get same pay as first example?

Wow, Reading all these posts on apprenticeships, classifications, it sounds like over the years the negotiating process has created a paper nightmare. And if "crafts" have a separate vote that can keep a plant "out"? That is delay a settlement??? Sounds like the Federal govt. The Federal register just grows and grows as the idiots in Congress have to "pass legislation" with their name on it or they are not making their "mark". I've always thought.."pass a bill that has 50 pages and you have to eliminate 50 pages.

Yes and exactly what the CARB loons want.

My guess Joe is they were going home. The big storm we were supposed to get tracked to the east..did not turn out to be the monster they thought it was. I had to go to a memorial service on Cape Sat AM and when I went by the rest area along the canal at Boiurne, there were about 6 or 7 tree service buckets parked. Waiting for the "call". didn't happen.

Bingo. As long as people are walking into the employment office that is all the wage survey you need.

Oj I'm assuming you are a senior employee. When you started 1.5 yrs may have been a reasonable progression rate. But the competitive pressures on the company were not the same. Can you imagine the lines that formed when Henry instituted the $5 day? Just as they would form today if Ford offered your wage after 18 months of service. Why? Because there are probably too many people that are making half of what you make including your benefit package. Two tier works because there are too many people out there for who that start wage represents a huge gain. Now an 8 year progression in my book is nonsense. This is one of those concepts that can work to the benefit of Ford and the UAW. Both just have to have a realistic view..which right now IMO neither have when it comes to this issue.

Good luck Fuzzy in the apprenticeship program..I think you will do well. And you make another good point that supports what I said..I retired 13 years ago and long before I retired PLC's were on the scene...and if an electrical contractor didn't have a working knowledge of those, he wasn't doing our work. And when I said an electrician is making 4 bucks more than someone slapping grills into place both the UAW and Ford are responsible for that. Its all about getting a contract and both management and the union play to the vote count.

Well Fuzzy you make a good point...but whose fault is that? My bet is there are not many electricians (AKA votes) in the bargaining unit as there are guys/gals on the line. Also is there only one electrician classification ? If so I have to believe given the level of automation today, the skill sets required of an electrician today are far different than they were 20 years ago. Or is the maintenance on these robots outsourced to the manufacturer? In any case if a journeyman electrician is content to make 4 bucks more than someone slapping grills in or putting two pieces in a valve body and pushing it down the line, I guess the benefits must be a huge offset to keep that electrician in the UAW.

Because often in negotiations "optics" are critical. Don't you think that was raw meat for some of your more rabid brothers? Not sure if that is the correct word but Fain basically said "*uck you" . No different than Putin and Xi messafged by not rttending the G-20.

Ever see a fat UPS driver? Everything they do is closely monitored. And the UPS settlement was unbelievable..in particular if a package car driver wage- as the delivery drivers I believe are still called- is the same as a guy driving double bottoms

Agree. but no way should two tier be abolished..that utimately hurts the senior employee. Two tier lowers the total labor cost making the company more competitive with the non union US Japanese and Korean operations thereby insuring a plant closure is less likely .And as I said previously, two tier will not work when there is wage parity in the market. But when I watch an assembly video and see some person slapping a grill on a 150 at what $30 or more per hour and there are order pickers in a warehouse making 25 would you rather have a repetitive job, and no offense, but lesser skill job in a warehouse for 25 or a 30 buck job at Ford.....with all kinds of benefits.

Well you my be right but as a practical matter, Farley is I believe the lowest paid of the big three. But its the same old story..does the rifleman in the trench make the same as the platoon leader, as the company co etc...Incoming could kill all three at once! But I also hear there are other issues so perhaps it is not all "milk and honey" as far as Farley is concerned. Like this loyal stockholder, customer has to listen to my pals rag me on recalls while Farley wants to pour money down the Formula One rabbit hole.

AK- Thx your third paragraph does a better job of summarizing the two tier concept. What is missing is a reasonable progression rate if you want to have a future. As for the NLRB? IMO forget it-totally in labor's pocket One other thing I should add. When I started as a trainee right out of college the big dog in the oil industry was OCAW- Oil, Chemical and Atomic Workers Union-60,000 workers. And later on unions experienced same pressures as every one and with bigger refineries closing smaller ones . OCAW was swallowed by paper workers union-with over 200,000 members . First time I had to negotiate in Maine with the paper workers, our policy was to open negotiations with a "state of the union" as to what issues our industry had to face. This guy interrupts me and says..."I don 't care what your problems are, I'm here to get best deal for my company". I countered with.."If your union paid closer attention to problems paper industry faced, there would probably be more paperworkers left in state of Maine". And that trend continued. Before I retired the paperworkers were swallowed by the Steel Workers. I was lucky as the USW rep I dealt with in another part of country was an old OCAW guy, survived the Paper Workers and then was the USW rep. I hear from him and he is bullshit as USW wanted him to go on a weekend to NYC for a big rally USW wanted to support for steel workers in So. America! Another example of unions at the top not in touch with the front lines.

I haven't followed every post on this subject but if you haven't read the post by Ice-Capades on Friday, it is a good one. Go back and read it as he posts as a guy who was on the union leadership side of the table. I on the other hand, spent 44 years on the other side of the table. And for the last 30 years or so I was the chief spokesman for the company. And my attitude was always the best resolution was one in which neither side was the winner as it meant both sides had to compromise. Looking back, I would say my best achievement was I instituted a two tier wage structure...which not only did I have to sell to the union, I also had to sell it to my management. We were faced with a decision to outsource our transportation function-or at least a large portion of it- to outside carriers whose labor costs were far lower than ours. I sold it to the unions on the basis that two tiers allowed us to stay competitive with outside carriers by keeping our fleet utilization up, thereby protecting senior drivers. And as long as the labor market had potential drivers waiting at the door, we justified the proprietary fleet operation-and two tiers worked. Once the market for drivers tightened, the concept would no longer work. As JP80 pointed out, I agree that a 10 year progression is unrealistic. Our progression rates were far lower and we could afford to advance new hires as there was always attrition at the top as senior drivers retired. The concept allowed us to fully utilize our equipment...much as two tiers allows the auto industry to function. Management IMO is asleep at the switch if they cave on this issue-the issue should be solved with reasonable compromise. Likewise, "big balls" Fain is doing his members no favors as the new hires that would come on board as dues payers will never get hired...when "Big Broncos" are built along side their little brothers in Hermosillio (sp?). The guy is totally out of touch with reality. And I have to agree, Farley's salary is a joke, but his job is not at stake, Fuzzy's job is and unfortunately, he gets it, but I think but too many of his co-workers swallow the bullshit hook line and sinker.

R-73 You are guy I'm talking about. And to AK's point, no I don't know anyone who has one (3.7). But If I were a business that did NOT need big power, high GVW but something with an 8' bed, I probably would buy it. Looking at it from another perspective, I'm that same guy and would I want to put an 18 year old kid...Or an older Jerk! ..in a vehicle that he loved to put his foot into? As someone posted I believe on BON, "Ecoboost was misnamed...should have been "Eco or Boost"?

I believe this is a good summary from the Order Guide. MODEL/SERIES/AVAILABILITY ● XL, STX, XLT, Lariat, King Ranch®, Platinum and Raptor™ MECHANICAL  New/Changed — None  Deleted — 3.3L V6 PFDI engine EXTERIOR  New/Changed — None  New Colors — Darkened Bronze Metallic — Shelter Green ● Deleted Paint Colors — Race Red — Stone Gray Metallic — Azure Gray Metallic Tri-Coat INTERIOR/COMFORT  New Interior Colors — None FUNCTIONAL  New/Changed — None SAFETY/SECURITY  New/Changed — None FORD CO-PILOT360™ TECHNOLOGY  New/Changed — None ● Deleted — None PACKAGES  New/Changed — Mobile Office Pkg (50M) — Tow/Haul Pkg (53T)  Deleted — XL Chrome Appearance Pkg — STX Appearance Pkg — XLT Chrome Appearance Pkg — XLT Sport Appearance Pkg — Trailer Tow Pkg — Max Trailer Tow Pkg — 2.7L V6 EcoBoost Payload Pkg — 360 Degree Camera Pkg — King Ranch Chrome Appearance Pkg — King Ranch Monochromatic Paint Package — Platinum Black Appearance Pkg — Moonroof & Tailgate — Blue Interior Pkg — Raptor Exterior Graphic Pkg — Raptor Carbon Fiber Pkg — Raptor 37 Performance Pkg OTHER ● Changed — None PACKAGES/OPTIONS DELETED ● Deleted — None ● Interior — None 2024 F-150® R