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Decker

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Ford has worked hard to become in step with the woke ideology. There's every form of diversity plugged into every position of authority. Ford holds hard to the excuse generation process so as to hold no position of authority in any way accountable for any decisions made. For the last two or three model year launches the results of the launch processes can prove the basis of the lack of one category of diversity that Ford has forgot or purposely over looks to fulfill the woke mindset.

 

The diverse background and/or thinking has left Ford. Then of course Ford has forgot how experience plays in any position of authority. Is Ford`s positions of authority repeating its mistakes, again?

 

   

 

 

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  • 4 weeks later...

Inclusion promotions, equality in no experience, accountability for no one and now add in a man that was a district committee rep at a 1071 member local before spending the last bunch of years as a an IUAW VP office helper, now the president of our international union. At his first presidential speech he asks "are you ready to rummmmmbbbbllllleee". I kinda expected some WWF wrestlers to jump off the stage. This at the special bargaining convention....

 

We are going to see some real interesting times not to far down the road.  

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For all those Ford employee`s that have a woman, young female adult or daughter in their life.... we should be so lucky to have this type of message come from our corporate leadership.

 

https://townhall.com/tipsheet/leahbarkoukis/2023/04/20/egard-watch-company-ad-n2622190

 

Woke, is not the truth. 

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Ok... CAP has all the boxes checked but we are completely lost.

 

We have people in orientation classes that use to go to the floor for a day maybe before never returning. But now we have people ask in orientation how much they will be getting paid and about benefits, after the answers are given, they get up and walk out.

 

New Process Coaches unsure of their jobs and get a bucket full of lies from newly appointed team managers. LL5`s leaving for every other company. HR is frequented by former Belvedere former employees, then are overwhelmed in days. 

 

VO and NMPD sending advisors that have never walked on a plant floor. But have a backpack full of new CAD that will fix all that CAP gets wrong. It's like giving a uniform to a person and sitting them in the driver seat of a tour bus. Then go into denial when the driver gets lost before leaving the parking lot. 

 

I hope CAP is the only lost process in the assembly process but if not Ford is doomed to repeat history. 

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  • 5 weeks later...

Hope the new UAWD opp`s IUAW has a plan and some negociating experience ready. The lead attorney of the IUAW said her good byes Monday. I'm sure this will all come into place with great benefits for active members. Since the last increase in LIB`s was 2007 I'm thinking the retirees should be in line for a monthly bump. Maybe something to offset all the inflation in the world today.  

 

But really with all the right boxes checked in our IUAW and the security of a democratic socialist governing mindset we will be just fine. 

 

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  • 3 weeks later...

https://www.msn.com/en-us/money/companies/letters-to-the-editor-uaw-responds-to-ford-ceo-jim-farley-s-oped-defending-worker-pay/ar-AA1dEY9K?ocid=mailsignout&pc=U591&cvid=a2dfbcef037d41e9bdab5c9368da53a2&ei=20

 

Chuck puts the facts in place, instead of all that threatening talk we've been hearing lately. Hopefully the just barely international president leaves his "I'm a bad ass" stuff at home. Then too it might be different going into negociations without all those IUAW Eboard members at the table, that had deals that only benefited them and the companies.  

 

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Is it just CAP?

Lay off four weeks straight not to mention all the weeks prior and I guess it's a sign of the times. Over 200 quite and 80+ awol`s or possible people who just didn't`t give any notice.

First day back from the layoff, move all the extras and group leaders from one department to Final Assembly just to move the line. Then the second day back and Final gets all the extras and group leader from a different department. Get all the air from the first days loaning department. Then the second day air is generated in the second loaning department. 

 

All the rework already at a huge number with full shifts. Any guess where those numbers are headed? 

 

Seeing as Chuck is pretty much the odd man out with the new IUAW activists/progressives calling the shots, wonder if Ford will be target?

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  • 2 weeks later...

The "members" demands are a long list. Swinging for the fence is ok, I guess. But giving VEBA back? How would that work? The company starts covering the insurance needs for all retiree`s? Again? IUAW was paid cash and shares of stock to administrate the retiree`s insurance. Shares were sold years ago. Cash has paid great salaries to administor`s.and co pays never decline, I'd think every retired UAW would be better off with company paid coverage same as active members receive. But.... 

 

Hope the tiers leave. Hope all are covered with the same insurance. Hope the hourly rates are equal pay for equal work. Hope COLA returns without giving up Profit Sharing. A raise in LIB is so over due (the last increase was 2007) and I hope it finally happens. I hope a LIB becomes a reality all UAW dues paying members. 

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On 8/5/2023 at 9:30 PM, Decker said:

The "members" demands are a long list. Swinging for the fence is ok, I guess. But giving VEBA back? How would that work? The company starts covering the insurance needs for all retiree`s? Again? IUAW was paid cash and shares of stock to administrate the retiree`s insurance. Shares were sold years ago. Cash has paid great salaries to administor`s.and co pays never decline, I'd think every retired UAW would be better off with company paid coverage same as active members receive. But.... 

 

Hope the tiers leave. Hope all are covered with the same insurance. Hope the hourly rates are equal pay for equal work. Hope COLA returns without giving up Profit Sharing. A raise in LIB is so over due (the last increase was 2007) and I hope it finally happens. I hope a LIB becomes a reality all UAW dues paying members. 

Thanks for the updates Decker. Not on social media and haven't found info anywhere else...just (as my father in-law used to say), "$h!thouse rumors, lies and flies!"

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I`m not trying to put any negativity towards the current IUAW President and the all but one (Browning) IUAW E-Board members and won`t even come close to the shithouse talk. All I have are question on the intended bases for negotiations. Business is always going to direct it`s efforts towards making the bottom line (profits) look as and/or in a light that favors the business. A business contracting anything from supplies, materials or labor will go into some level of negotiations. We have lived through some really bullshit level negotiations for the last 3, 4 or five contracts which have been very much one sided. Along with a big bunch of our negotiators doing time at federal daycare centers.

 

Correct me if I`m not aware of the small details or incorrect in my referencing the current round of buying and selling labor. Since the reran IUAW Presidential election there has been militancy in the air about most everything. I`ll state I`m all for fighting for "right". Tiers, wrong. Multi level insurance benefits, wrong. Retiree`s being overlooked, wrong. I think most members can agree on my little list of "wrong`s". Our current IUAW E-board sure can add to the list of wrong`s and have. 

 

There are business rules of engagement, on the plant floor and at a table of negotiation. One long standing rule is consideration to what either side will agree on to receive on what either side want`s, needs or demands. Buyer`s of labor will want and/or need something in return for what the seller want`s and/or needs to receive in the way of compensation/benefits for the labor sold. 

 

After multiple Youtube/Facebook performances, I missed any give or take messaging. I`m sure some members are aware of the "unpublished" lists of give and take agreements. Yes it`s not a good business practice to show the give and takes prior to negotiations or like in the not so good contract lowlights handouts  in recent years. 

 

But, (yes always one) most members are seeing these YouTube/Book of Faces performances and are unaware or don`t want to except the fact that we as a membership are selling labor and that Ford motor company is buying. Have the last bunch of contracts screwed every last member? YES. Some just can`t see that these contracts have done just that. Seeing beyond that lousy 16 dollars an hour and shit for benefits is very hard for the majority of current members. I and a lot of higher seniority members do understand the majorities view point.  The deception was played on the a large group of higher seniority members and with the help of the federal daycare center IUAW E-Board members this large group of high seniority members were unaware of the long term screwing going on. I can point to one specific fact LIB is directly tied to each members "hourly rate". Lump some`s and no increases, even those little 3%`ers are a business method with very little discussion till... the monthly retirement check drops.  

 

My point in this long ass rambling is this "we all got screwed". With that in mind these old eye`s see the division already in place, that was agreed on 3, 4 or 5 contracts, ago. If your not aware of the business technique just look around. Who is the majority of voting members in your plant or facility? Now put on the table an increase of 3, 4 or even 5 dollars and hour. Then put a 7, 8, ot 9 thousand dollar signing bonus on the table,  who in the majority will even hear a complaint or lack of a contract benefit for any of the minority group members?  

 

The former district committee persons performances are fantastic, I wonder if there is enough business experience within the performer to bridge the division already in place. Has anyone else looked into the union background, experience and/or business knowledge with specific to negotiations, of the current IUAW E-Board? (other than Browning)

 

Too often, in our current society people are put in positions of power/authority because of their connections and/or performances and it`s never taken into consideration their merit, abilities, knowledge or any past achievements.  Sure hope the members list given in the performances, is the same list brought to the membership in the next contract highlights hand out. (that the buyer of the labor pays for) 

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I agree with your assessment of militant unionism. I'm all for militant unionism but I feel it needs to start with union leadership. All we ever hear is "be thankful you have a job" and "The company can run the business as they see fit". So, you're not even going to enforce terms that were already negotiated? And then we're expected to toe the line; "if one strikes, we all strike"?

 

 You're correct...we have gotten the shaft. But I don't think buffoonish behavior is going to win at the bargaining table either. There is a certain level of decorum expected. Negotiating in the press rarely succeeds either. And, to your point regarding, "buyer`s of labor will want and/or need something in return for what the seller want`s and/or needs to receive in the way of compensation/benefits for the labor sold", I'm constantly hearing if we don't get EVERYTHING we want then we walk. All relationships require give and take. Without compromise, no relationship can succeed. One side may get the better end of the deal, but both sides need walk away with something.

 

We always see contract year BS, including the company's age-old "divide and conquer" tactics. Us legacy employees are indeed in the minority. The younguns don't realize that we never wanted two-tier either. They get angry at legacy employees because they get paid less to do the same job. The union's mantra has always been "equal pay for equal work". What was supposed to be a temporary concession to protect jobs during the Great Recession is still hanging around nearly 15 years later. 
 

This has been, by far, the most contentious contract year I've witnessed.

 

 I'm with you Decker; I hope the highlights are what we asked for. I hope it's resolved relatively quickly. And I hope that it brings all union brothers and sisters closer together. There's enough division going on in the country with politics, racial division, etc. We don't need to see that at work, especially when we spend more time with coworkers than loved ones.

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I'm getting a lot of questions, but for a little clarity the 40% or plus wage increase will not most likely be an upfront or at the signing type of increase to every members hourly rage. 

 

This big 40% plus performance/promise is most likely some smoke and mirrors. It will most likely be spread out over the life of the contract. Lower paid members will see larger percentages of increases. While us legacy members will see a much smaller percentage of increases in our current hourly rates, if any. Over all lowest paid members might see the 40%. This will bring members over the life of the contract in line if not equal to legacy hourly rates. Again this is from an old retired bird and a soon to be retired old long hair. Both with Local, Regional and Con Con experience. Educated speculations.

 

Don't let the performances overwhelm you, reality will judge the performance in this case. Look into our just barely IUAW presidents background, experience and labor law knowledge. Then realize we might have an IUAW president that was never a member of a local bargining committee? But, was a member of a Chrysler local with 1007 members. Possibly not even a servicing rep at his region? But, did do some time at the IUAW Chrysler division offices.....

 

This may be a class act or not so much.

 

 

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$45 - $50 or $60 an hour for Trim Stock to Car, Body Assembler or Block Sander Classifications?  This could be getting into some really new territory. With these other contracts being inked the sky (no shit) is really the limit….

 

“Delta pilots have officially ratified a new contract, with 78% of pilots voting in favor of it. With this contract, we’ll see pilots at the Atlanta-based airline getting a huge pay bump. This new contract is worth $7.2 billion in value over the course of four years.”

This new contract includes significant pay increases, both retroactively and going forward:

 Pilots will immediately receive an 18% pay increase, as of the day the contract is signed

 Pilots will then receive a 5% pay increase one year after that

 Pilots will then receive two 4% pay increases in the two years that follow

 Pilots will receive a one-time payment of 4% of 2020 and 2021 pay, plus a 14% payment of 2022 pay

 In the event that American or United negotiate a contract with better pay, Delta will get that pay matched, plus 1%

On top of that, pilots will get quality-of-life improvements, which will make up roughly one-quarter of the value of the overall agreement. This includes things like 10 weeks of paid maternity leave, two weeks of paid paternal leave, significantly improved crew meals, improved health insurance, and more. Interestingly this contract also includes a provision that “establishes medical freedom protections.”

Get this …Pilots at major airlines often make six-figure salaries. Pay rates under American’s new contract range from about $108 an hour for a new hire to over $417 an hour for an experienced wide-body captain, and are due to rise to match rivals’ pay once United’s agreement is ratified.

 

Hmm 2025 model year Ford Explorer MSRP = $156,999.00….? Lincoln MSRP $250,000.00

Flight from Midway non stop to Tampa/St. Pete --- $2700   

 

But hell everything is relevant, Right?  

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Our just barely IUAW president is now making comments that may just show a little more of his uncertainty when it comes to the business of negotiating with three corparitions at one time.

 

He's making comments to IUAW Reps and possibly to his YouTube performance support crew how he needs three tentative agreements at the same time. Even if, let's say Ford and Browning`s crew put together a tentative agreement and the other two negotiating crews don't have one on 14 Sept. then it's going to be a strike at all 3 of the companies? Even if he gets "3" tentative agreements at the same time hope he has a back up plan other than everyone strikes if one group rejects their tentative agreement and the other two vote to agree on their contracts. 

 

Sounds umm tough but, just wondering if the the IUAW president might be a little over his head?

 

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14 minutes ago, Decker said:

Even if, let's say Ford and Browning`s crew put together a tentative agreement and the other two negotiating crews don't have one on 14 Sept. then it's going to be a strike at all 3 of the companies?


That would be the ultimate overplaying his hand. Mind-numbingly bad idea IMO. 

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Not being sure of how things will play out with this all new method of negotiating by the new IUAW leadership techniques but, the "VEBA" members demand (dissolve VEBA and return the Retirees health care to the companies) may just get some push back from another group and not just the company. 

 

Got my VEBA Trust financial report and it has some interesting info. "The plan expenses were $9,502,438.00. These expenses included $4,498,895.00 in administrative expenses, $5,003,543.00 paid in benefits to participants and beneficiaries and $0 in other expenses."  This for one calendar year.

 

The report also states the VEBA Joint Board of Trustees has decided to expand coverage for scholarship benefits and extending coverage to employees who share a work site with a Ford Motor Company  (Ford)  location and provide services or materials to Ford as "Participating Employees". I`m sure I`m missing the intent of these added employee groups and the benefits that are now covered but, has VEBA gone from underwriting current and future vested retirees health care costs to Ford employees that are not vested in the UAW/Ford retirement plan? Ford employees not vested in the UAW/Ford retirement plan will be covered for health care when these employees retire? VEBA will now be writing scholarship checks? 

 

This report identifies a group that may not just want to give up their VEBA administration duties or VEBA trustees positions. ( at $4.5 million a year salaries) This is looking more and more like the social security open the checkbook method of administration. Nothing in the financial report about any reduction in co-pays. 

Edited by Decker
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Ok... the just barely IUAW president has thrown the Ford negotiations outline counter proposals in the trash can. Hope this drama works out for the membership.

 

Files two unfair labor charges today, GM and Stellantis have stated they will see the UAW in court.

 

Now it mat be time for some concern. Unless this drama has worked at that 1007 membership local the just barely president was a district committee person at? 

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1 hour ago, Decker said:

Ok... the just barely IUAW president has thrown the Ford negotiations outline counter proposals in the trash can. Hope this drama works out for the membership.


I feel like I’m the only one who isn’t mad at that first proposal. If that’s really the first one (I’m sure both the union’s and Ford’s versions are embellished) that’s a good thing. If you really look at the nuts and bolts it says they’re not really all that far apart. 
 

What I suspect happened is Chuck Browning was feeling that Ford was starting to dig their heels in and decided to unleash the Fain Facebook monster and give them a kick in the pants. It’s very telling  to me that this is the first time Fain has mentioned anything about Ford beyond just a vague comment in passing. 
 

It’s all part of the show folks, getcha popcorn ready. 

Edited by fuzzymoomoo
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I agree completely, fuzzy. In any negotiations there's the first paperwork then after each side reads through the others proposals there will be more paperwork. I also think Chuck will hold out and  definitely use Fains prone towards the drama. 

 

I to think things are close, at least at Ford. Now with Stellantis it could be some level of personal level for the just barely president.

 

Got my popcorn  

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On 8/31/2023 at 9:51 PM, fuzzymoomoo said:


I feel like I’m the only one who isn’t mad at that first proposal. If that’s really the first one (I’m sure both the union’s and Ford’s versions are embellished) that’s a good thing. If you really look at the nuts and bolts it says they’re not really all that far apart. 
 

What I suspect happened is Chuck Browning was feeling that Ford was starting to dig their heels in and decided to unleash the Fain Facebook monster and give them a kick in the pants. It’s very telling  to me that this is the first time Fain has mentioned anything about Ford beyond just a vague comment in passing. 
 

It’s all part of the show folks, getcha popcorn ready. 

I'm with you fuzzy. But the people around me are p!ssed. I'm not saying we need to bend over and take whatever the company is throwing at us. But I also was pleasantly surprised at the progress and also believe that means we're not as far apart as the theatrics on tv suggest. 

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2 hours ago, hllywd said:

I'm with you fuzzy. But the people around me are p!ssed. I'm not saying we need to bend over and take whatever the company is throwing at us. But I also was pleasantly surprised at the progress and also believe that means we're not as far apart as the theatrics on tv suggest. 


I’m trying to be as reasonable about the whole process as I can be. The only part where the two sides are really far apart is the issue of wage increases. There’s still 12 days to go, that’s plenty of time to hammer out an agreement. The problem is it seems the majority of people are expecting the moon. 

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Do we have a just barely IUAW president that is a seasoned Youtuber? Is he pushing hard? Some members see his performances then the name Reuther is being referred too. 

 

How many UAW members will be crossing the picket line? As a skeleton crew? As clean up crew members? Aren`t clean up employee`s UAW members? 

 

During the last strike the Teamsters, FedEx, UPS and Iron Workers didn`t cross the UAW line.  Hmmm pushing hard on social media but compassion for the company. "you know decker we need a place to come back too" :lurk:

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On 9/3/2023 at 7:55 AM, fuzzymoomoo said:

The problem is it seems the majority of people are expecting the moon. 

Exactly! I'm hearing many who say, "if we don't get everything then we walking!" To me, that's a symptom of what society in general has become; you either agree 100% with me or you become my enemy. No relationship can survive with that mentality. All relationships require compromise. In the case of contract negotiations, one side may "win" or get the lion's share but both sides generally walk away with something they were fighting for. Neither side gets "everything". Personally, the proposal I saw last week didn't seem far off...bump it from 15% to 20 or 25% and everything else I saw (with the exception of the revised profit share formula) seemed reasonable. I guess we'll see...was eerily quiet over Labor Day weekend.

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