LOCAL 199: 124 BUNTING RD., ST. CATHARINES, L2P 3G5 PHONE: 905-682-2611  FAX: 905-682-9393  
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     GM Chair Report


GM Plant Chair Report
Tim McKinnon

E Mail Tim McKinnon

Cell: 905-658-6935

Union Hall Office: 905-682-2611 ext 230
In plant Office 905-641-6035


Unifor Constitution

The Constitution for Unifor can be seen at the following link. Unifor Constitution


GM Unit Chairperson's Report
August 25th 2014

Bill Shaw

As you are all aware, Bill Shaw the Manufacturing manager for our region was in our facility. Mr. Shaw informed the Union that there will be no further allotment of the Gen 2 HFV6 as the Company will be concentrating on the Gen 3 version instead as the Gen 2 is only marginally better than the existing platform.

Although Bill Shaw has stated our facility would be at steady state for the foreseeable future, the Company to date has not informed the Union as to the volumes required in the HFV6 or the number of platforms and shifts required to meet future demand for the Gen 1 version of the HFV6.

The Local Leadership will be seeking answers related to capacity in the HFV6 as well as continuing to seek new work opportunities and sustainable employment at our facility.

UNIFOR & UAW

We have continued to have dialog with the UAW Leadership in Tonawanda and recently had the opportunity to have constructive dialog with Todd McDaniel, the Chairperson in Bay City, Michigan. Bay City plant members produce engine and transmission components that we use in our facility. As a result, we have now forged an even greater alliance that will mutually benefit all of our respective facilities . We believe our very survival may depend on us working together.

Around the Plant

The V8 engine volumes in St. Catharines are now relatively firm as related to customer demand. The Company has informed the Union that the demand for Arlington is now stable and that their ramp-up is complete.

The manpower situation in the V8 assembly has suffered a number of perpetual cutbacks as the Company mandated by Bill Shaw tries to get to its charter numbers. Once again, we must ask the membership to keep this in mind when asked to work 12's in this department.

In the V8, there is now an overtime and procedures agreement in assembly that basically mirrors the one in the HFV6. This issue has finally been resolved. This will give production members some uniformity across our facility.

The demand for the HFV6 engine has stabilized and with that the Company has stated there are no further layoffs planned for the remainder of the 2014 calendar year.

In GSC, growing pains are still popping up on the V8 side and we are working through the issues with engineering and ergonomics. In the V8 East block and crank, no changes with volumes for the foreseeable future.

The Company has also informed the Union that based on demand, the outlook for the GF6 Transmission shows an increase in the new year.

Bargaining Committee

The Bargaining Committee continues to work extremely hard for the St. Catharines memberships' needs as GM in St. Catharines and GM worldwide have initiated a cost cutting initiative that includes reductions in manpower across our facility and throughout all of its operations worldwide.

The Bargaining Committee will continue to dispute any and all reductions in production and trades.

As your Chairperson, I made a commitment to GM members. I have not and I will not get involved with matters at the Union Hall unless it directly or adversely affects our members. General Motors and Local 199 survival are closely linked. On behalf of myself and the Committee, our energy is better spent working on our collective issues with GM.

Trades Report

As you are well aware, the Company is unrelenting on all of our Trades people with a never-ending parade of demands and callousness not seen in our facility since the 1970's.

With no plan to replace any Trades people that retire in the conceivable future, their simplistic plan becomes crystal clear. "If you are canvassed for a temporary layoff, contact your Union Rep. immediately."

After lengthy discussions with the leadership in Cami, Oshawa and in the UAW, the general message from the Company across North America is that they are going to be putting tremendous pressure on all our facilities with respect to Trades prior to going to the table in 2015 and 2016

The Union has submitted a number of grievances that we are now in the process of moving to 4th step and will be getting our National Representatives involved. This will be the last step on the road to arbitration if the situation is not resolved.

Reminder: Take on any issue using the proper methods. Call your Rep. Never refuse a job unless you feel it is unsafe. Always let the Union know if you are assigned a core job that belongs to another classification on overtime so that a check can be made to make sure that no one was available at home for that job assignment.

New Members

There will be a meeting exclusively for "All New Members" as well as their spouses, partners, girlfriends, etc. Sunday, September 7, 2014 at our Union Hall on 124 Bunting Road at 11:00 am upstairs.

TPT (Temporary Part Time)

The Union and the Company have come to an understanding on the use of TPT's in our facility. The summer students who are returning to Niagara College or Brock University may be granted the opportunity to become TPT's. The Company will then co-ordinate its efforts with Niagara College and Brock University to hire additional members.

Industry Council

The Bargaining Committee recently attended a new Industry Council for UNIFOR.

Some positive results from the council were that we now speak with ONE voice for "all three at Council GM, Ford and Chrysler."

This is a first for our Union at that level. We are all seeking investment and working on reducing our member's level of uncertainty.

On the negative side, we at GM are living the nightmare of a 29 million vehicle recall. This represents more than 3 times the number of vehicles we produce in a year. If there is anyone that thinks the impact of these recalls won't be felt by our members, they are out of touch with reality.

The one time "Big 3" have never been so small with only 21,000 members in total and falling. At one time, we in the industry drove the economy and now today the Governments have just become "Great Listeners" but "Do Nothings'. Unlike other Governments around the world, the Federal and Provincial Governments no longer show any support for the Auto Industry.

3.5 million units of assembly capacity will have been added to the North American auto industry by 2015. Canada will receive just 3 percent of that despite Canada having 16 percent of production and 10 percent of sales.

The longer the Canadian industry is starved of investment, the older and less productive our plants become and will eventually send our industry into irrelevance.

This Committee is committed to securing new work for our facility, Permanent employment for our new hires, pensions for our future and support and equitable resolves for our Trades and Production members.

LABOUR DAY PARADE: Monday September 1, 2014 leaves from the Pen Center at 11:00 am and arrives at the Merritton Lions Park around 12:00 noon.

There will be a BBQ, classic car show, kid's entertainment, draws & cash bar at the Union Hall following the Parade. "Everyone is welcome to walk the parade and meet back at the hall!"

Issued by,

Tim McKinnon, GM Unit Chairperson
On behalf of the Bargaining Committee; Ron Allen, Brian Chemnitz, Gary Martin, Doug Wark, UNIFOR Local 199

GM Unit Chairperson's Report
May 1st 2014

Jim Deluca

I as Vice Chairperson of the Master Committee, Greg Moffatt Chairperson of the Master Committee, our National President Gerry Diaz, Whitey MacDonald our Director of Auto will be meeting Jim DeLuca the Executive Vice President of Global Manufacturing for GM. He administers more than 200,000 employees at 171 facilities in 31 countries. DeLuca reports directly to Mary Barra. The point of the meeting is obvious, together we are seeking new work opportunities and sustainable employment at our respective facilities.

Tonawanda, UAW Chairperson Bob Coleman.

We have recently had the opportunity to travel to Tonawanda and meet with Bob Coleman and his committee. They later toured our facility and as a result we have now forged an alliance that will mutually benefit our respective facilities.

As we both supply different geographical regions of North America, we do not directly compete with each other for engine products. With that said we believe that both plants survival depends on us working together at this end of the automotive corridor. Detroit being the other.

Around the Plant

The V8 engine volumes in St. Catharines are increasing every week. The Company has informed the Union that it expects the demand to increase as Arlington our main customer has not fully ramped up to date.

In the V8 we have put together an overtime agreement that basically mirrors the HFV6 agreement that would give production some uniformity. It has been 10 weeks and management (Tom Schmidt) has been reluctant to put it in place.

The manpower for machining in the V8 has been reduced by 6 permanently and 3 temporarily so we must ask the membership to keep this in mind when asked to work 12's in this department.

May the 1st is the deadline for primetime vacation requests to go out. When you are asked if you want this requested time off keep in mind that if you accept you will be off at that time.

The Demand for the HFV6 engines has increased dramatically throughout the year with an increase in volume by a minimum of 11,000 units, giving this area of the plant three strong shifts with no further layoffs planned for the remainder of the year.

All internal and external openings have been honored in HFV6 assembly. Vacation request are still being worked on at this time in Zone 3 to try to accommodate all requests.

In GSC growing pains are still popping up on the V8 side and we are working through the issues with engineering and ergonomics. Internal transfers have been honoured and still working on internal postings.

In the V8 East block and crank, no changes with volumes for the foreseeable future.

The Company has also informed the Union that based on demand the outlook for the GF6 Transmission shows no planned layoffs for the foreseeable future.

Bargaining Committee

The Bargaining Committee continues to work extremely hard for the St. Catharines membership's needs as GM in St. Catharines and GM worldwide have initiated a cost cutting initiative that includes reductions in manpower across our facility and throughout all of its operations worldwide. The bargaining committee will continue to dispute any and all reductions in production and trades.

The Bargaining Committee at Local 199 would like to recognize Whitey MacDonald for all the hard work and assistance he has provided our Local as our National Rep and the good working relationship he has fostered with all the GM units so that together we can lead bargaining in 2016.

Trades Report

As you are well aware the company is pressing on with working to our level of ability which was a result of the COA. The Company has informed the Union that they have no plan to replace any trades that retire.

Brian Marsh has been holding meetings with small groups of trades with the intention of ultimately going through the entire zone rolling out the company version of the details of the agreement. The general message of the meeting is that we are going to be cross trained with the intention of reaching a level of ability where we are expected to "work safe and work smart" to efficiently and effectively get and keep production equipment up and running.

There has been Union representation at some of these sessions, but unfortunately we can't attend all of them. Inevitably there are disagreements with some points of Mr. Marsh's presentation which we will work through to a mutual resolve. Ultimately it is up to all of us as individuals to ask questions to ensure a complete understanding of where the trades are going to be in the future. By now it is apparent that we are in for big changes.

When a group leader or team leader asks you to do a core job that belongs to another classification always ask if everyone in that trade is being utilized in the whole department (e.g. for the HF-V6 it would be assembly, crank, block and head-lines). If they are all being utilized and you are competent to do the job, can do it safely, do it. If the proper trade is available and the Company insists that you do the job, do it if you are competent and can safely do it but call your committee person.

Let the union take on the issue using the proper methods. Never refuse a job unless you feel it is unsafe.

To keep it simple just remember that the proper trade must be assigned to every core job if available.

The union believes that on overtime the proper trade is available even if they are at home but signed up for overtime as written in Point # 14 of the COA "Overtime will be scheduled recognizing existing classifications and availability of employees per sign-up sheets."

Always let the Union know if you are assigned a core job that belongs to another classification on overtime so that a check can be made to make sure that no one was available at home for that job assignment.

Harassment

Harassment is not a joke. It is cruel and destructive behavior against others that can have devastating effects. Harassment, by co-workers in particular, is contrary to our basic union principles of solidarity and equality. All GM employees are entitled to a work in a harassment free environment. If you or one of your co-workers is being subjected to this type of behavior, please notify management and/or your union representative.

New Members

There will be 30 new members coming into our facility June 2, 2014 as replacements for retirees. Not enough but at least it's a start.

Parking Lot

The parking lot has become a dangerous place for 2006 and older GM trucks. There have been a number of thefts recently. After speaking to the Police it appears that the thefts occur in a 3 week cycle. They use a stolen vehicle to come into our lot and rip-off our vehicles making it almost imposable to apprehend the thieves.

Tim McKinnon
GM Unit Plant Chairperson
On behalf of the Bargaining Committee


GM Unit Chairperson's Report
February 12th 2014

Wayne Gates

Dear Members:

If you haven't already pre-voted, your In-plant Leadership is asking our members living in Niagara Falls, Fort Erie and Niagara-on-the-Lake area to please consider supporting Brother Wayne Gates in his bid to be elected MPP for that riding. Join us and place an "X" beside Wayne Gates on Thursday, February 13th.

As a local Councillor and community leader, he has dedicated his public life to keeping and creating jobs across the region. Now we need Brother Gates to take the fight to Queen's Park. He has championed the new Niagara hospital from day one. He has passionately fought against the closure of ERs in our community and he will ensure local health services remain open across our communities.

Wayne has a great relationship with Andrea Horwath and will work with her to deliver relief on auto insurance and hydro rates. He will stop the waste of taxpayer dollars at Queen's Park by capping CEO salaries and stopping the bonuses to public managers and consultants.

We are unanimous in supporting Wayne because we trust he can get the job done for Niagara Falls, Fort Erie, and Niagara-on-the-Lake. We ask that you the membership consider supporting Wayne as well.

Collective Agreement Changes for Migration to Global Payroll System

The Union and Company have agreed to the following:

  • Payroll deductions will be made across all pay types unless expressly excluded by the parties. If any part of an employee's pay includes regular pay, deductions will be made even though another pay type may have been excluded for that particular deduction.
  • Overpayment recovery from all pay types will be set/capped at one hundred dollars ($100.00).
  • Health Care Contributions will be deducted weekly for the current pay period coverage's.
  • Optional Group Life Insurance and Dependent Group Life Insurance payments will deducted weekly.
  • Employee pay statements will be in paper form as well as on-line for a period of three (3) months. After the three (3) month period, employees must make a selection to receive their pay statements in paper form or on-line. Employees will be provided with a form to indicate their preferred choice. Self-serve portals will be provided at the plant locations for employees to access their payroll information and a printer will be available to print the statements. Employees on an inactive status (SUB, S&A, IMP, and Grow-In to Retirement) will receive a pay stub mailed to their current address of record.
  • This agreement will take affect sometime in the 4th quarter of 2014

Our Members will continue to be paid as per current practice for regular pay (Thursday payday, Friday if the Monday is a holiday). All other pay types (S&A, SUB, IMP, and Grow-In to Retirement) will also be paid on Thursday of each week (Friday if Monday is a holiday).

Around the Plant

The Company has also informed the Union there are plans for a layoff of one or more weeks in our HFV6 assembly and machining departments also including the service departments that supply the division. This is a result of the Oshawa Flex Plant possibly being idle for a period of time as yet not determined. They are indicating it may be in the April time frame.

The Company has also informed the Union that based on demand the outlook for the GF6 Transmission shows no planned layoffs for the foreseeable future.

The GEN5 V8 is moving ahead as planned.

Report all Injuries

The Union has been informed there are a number of members that become injured at work and are not reporting the injury to Medical. If it's not reported and the injury becomes more serious than previously anticipated, nothing can be done to support our members without the proper documentation within the timeline available.

"New Members"

Health Care - Access your Benefits Resources Website (YBR)

Log onto YBR

  • 10-14 days after your hire date, the GM Canada Benefits Centre will mail you a notice with instructions on how to register on the Your Benefits Resources website (YBR)
  • If you do not register with the Benefit Centre, Green Shield will ensure you for single coverage only. Your identification card will be mailed to you prior to your eligibility date.
  • For those members that wish to enroll dependents, it is important that you follow the instructions described in the notice that you receive from the Benefit Centre.

Note - if you have not received your Health Care enrollment notification in the mail from the GM Canada Benefits Centre within 10 - 14 days after your hire date, call the GM Canada Benefits Centre at 1-877-442-GMCL (4625).

Add Your Beneficiaries

  • Once you have successfully logged on to YBR at www.gmclbenefits.com and created your ID and Password you can add your beneficiaries for insurances.

Register with Green Shield Canada - GMCL Health Benefit Provider

Register Online

  • To register online visit www.greenshield.ca . Once you are on the main page, go to the "What you Need" tab, followed by "Get Online" Read and follow the instructions on how to register.

Note - if you have not received your Green Shield Canada Card in the mail within 2 - 3 weeks after your eligibility effective date (for instance, 4 months after your date of hire), call Green Shield Canada at 1-888-711-1119.

"If you have any questions or require any additional information, please contact Mark Roy or Tony Tyminski at 905-641-6444 or visit them in the benefit office."

New Member Holidays

  • New Members shall be paid for specified holidays and the holidays in each of the Christmas holiday periods as outlined in our Master agreement after working 90 days.
  • The Member must have worked both the last scheduled workday prior to, and first scheduled workday after each specified holiday and each Christmas Holiday Period.
  • The Member must work at least as many hours as the employee is scheduled to work, less one, unless the Member is excused by supervision.

Issued by,

Tim McKinnon, GM Unit Chairperson
on behalf of the Bargaining Committee
Ron Allen, Brian Chemnitz, Gary Martin, Doug Wark
UNIFOR Local 199


GM Unit Chairperson's Report
October 30th 2013

GF6 Layoff

As you are all aware The Company has informed the Bargaining Committee Friday October 19, 2013 that the GF6 will be down the last two weeks prior to the Christmas break. This will be done in accordance with Local language (17) (A) in our Local Agreement. The Union is working to find opportunities to alleviate any Production or Skilled Trades workers being forced to take a layoff, especially just before Christmas.

On Monday December 2nd from 5:45 am - 2:45 pm there will be a sign up for Sub and E.I. benefits in the West Entrance.

At the request of the Union, for the members who are eligible, the special payment will be deposited on December 12 2013. Allocation of the special payment WILL NOT affect your claim or waiting period for E.I. benefits. You will NOT need to claim it on your E.I. if you are on layoff.

You must apply for E.I. to file a new claim or to restart an existing claim. Information sheets will be provided with basic instruction on applying and filing for E.I. benefits. Any questions regarding your Sub or E.I. benefits please contact Greg Brady or Brad Isherwood.

Assignment Change for our National Representative

Effective October 21, 2013 Whitey MacDonald has replaced Keith Osborne as the Unifor Director of Auto. He will be servicing the General Motors units. Whitey MacDonald works out of London. The Shop Committee would like to Thank Keith for all his hard work and support for our Local during his time as our National Representative. We would also like to wish him all the best in any new assignment in which he may find himself in the future. As the Plant Chairperson I would personally like to Thank Keith for all his help over the years and his support in my transition to Chairperson of this unit.

Around the Plant

To date the Company has also informed the Union there are NO plans to extend the layoff to any other production departments in our facility. (For example the HFV6 or GEN 5.) The majority of the members with transfers approved into the GEN 5 will be moved mid-November.

Skilled Trades

The Skilled Trades Leadership and your Health and Safety Reps have asked the Company to create fall arrest rescue teams and equipment. The Company's rescue plan is basically call 911 or the Fire Department, and they feel this is adequate. Workers have to wear a fall arrest harness when working from heights higher than 3 meters. You may or may not know that research shows that if a worker is left hanging from a fall arrest harness for more than 10 to 20 minutes it is possible that they will not need a rescue plan as it will be too late. For those workers that are wearing the fall arrest harness and have concerns, ask your Supervisors to see their rescue plan in the event that you may fall. If you are not satisfied, you have the right to refuse the work.

Oshawa

Greg Moffatt the Chairperson of Oshawa has informed the Shop Committee that the consolidated plant will continue to operate into the 2016 calendar year. This will have a positive impact on both the HFV6 engine and GF6 transmission. With that said the Bargaining Committee was also informed on October 25, 2013 that the Oshawa Flex Plant will be idle the first two weeks after the Christmas break. This being partially responsible for the reduction in the GF6 Transmission.

Remaining Laid off Members

The remaining Members with recall rights have all returned, finally putting an end to what has been a long and difficult journey. The entire Shop Committee, including all bargaining and Benefit Reps would again like to enthusiastically "Welcome Home" our returning members. Without the support of our membership this could not have been possible.

SWE "Supplemental Workforce Employee"

GM St. Catharines has hired 72 new hourly employees who will be starting on Monday, October 28. These new members will be going through a two (2) week orientation for the weeks of October 28 and November 4. They will then flow to their work areas starting November 11.

Bill Shaw & Gerald Johnson

Gerald Johnson, Vice President of North American Manufacturing and Bill Shaw, Manufacturing Manager were in our facility on Tuesday, October 1st. This was a first time visit to St. Catharines for Gerald Johnson. He was very complimentary of the good work being done and the engagement of all our members. Gerald stated that a "nice job" has been done with Gen V with the next step to run at rate. Gerald met with the Shop Committee and we had decent dialog on the challenges we face in our facility and our desire for new products moving forward to solidify production in this plant for our future generations to carry on the excellent reputation you have established.

Health & Safety

Management does not want to recognize the fact that the pink hand soap that is being provided in the washrooms and the wash stations is irritating workers skin and is ineffective to properly clean. Under managements direction they want all workers who are experiencing skin irritation to report the concerns to Medical. If you have any irritation tell your Supervisors that you need a pass to go to medical. The Union is also encouraging any workers who feel the irritation is detrimental to see their family physician. Unfortunately this is what it will take for the company to realize that the soap is a concern.

Under the OHSA an enclosed workplace shall be at a temperature suitable for the type of work performed and not less than 18 Celsius or 64.5 Fahrenheit. Management fully understands their obligation under the act, but continues to shut the plant steam off when they feel the outside temperatures are not going to allow the inside of the plant to drop below 18C. The workers discontent has been brought to their attention in the past and once again already this fall. If management wants to continue with this practice and the temperatures drop below 18C, as workers you have the right to refuse work. Areas of the plant that would be exempted from the minimum temperature requirements are areas that are not normally heated or where the opening of doors such as receiving and shipping ramps makes the heating of the area to the specified temperatures impracticable. If at any time you feel the temperatures in your work area are too low have your Supervisor notify the appropriate people to verify the actual temperatures in the area.

Benefits

Dependent Certification is now completed. If you have not certified your eligible children yet they will fall off your H.C benefits November. 1. 2013. As a result of the certification process Green Shield will be sending updated cards to all affected members. When you receive the new card please check the back, to ensure it contains the correct number of eligible dependents. Any errors or omissions need to be reported to your Unifor benefit Reps ASAP @ 905-641-6444. As noted above we can be reached in plant at the number provided or mark.roy@gm.com ,or tony.tyminski@gm.com We look forward to serving you.

Employment Equity/Union Counselling

Once again, we will be having a Toonie Tuesday plant gate collection on November 19, 2013. Money collected will help support needy families this Christmas, regional women's shelters and various community organizations. We are also planning to introduce The Pledge to End Bullying campaign and are asking our members to sign pledge cards which will be located in both clock houses. Thanking you in advance for your continuous support and generosity.

Note: There will be a GM Unit Meeting Sunday at 1:00 pm November 24. 2013

Issued by,
GM Unit Bargaining Committee & Benefit Reps


GM Unit Chairperson's Report
September 18th 2013

UNIFOR: A union for everyone

August 31, 2013 "UNIFOR", a union for everyone, was created when the Canadian Autoworkers Union and the Communications Energy and Paper merged. With over 300,000 members from across the country and every economic sector imaginable, UNIFOR is now the country's largest private sector Union. UNIFOR will be reaching out to communities not just workplaces as we form "Community Chapters" consisting of workers who may want to join a union in non-traditional areas, giving them a voice in the social and political life of the country. UNIFOR will spend $50 million over five years to organize more workers, a record commitment in the Canadian Labour movement. There will also be a public campaign to promote high paying jobs and a real, focused industrial strategy.

Jerry Dias

Jerry Dias is the new President of UNIFOR. He is a 54 year old married father of four, who grew up in the Toronto area and now lives in Milton. Jerry started his union career in 1978 as a sheet metal worker at De Havilland Aircraft Company in Downsview. He was elected shop steward, plant chairperson, and president of CAW Local 112. For 19 years he has worked in the CAW national office, most recently as the assistant of both Lewenza and former CAW president Buzz Hargrove.

Skilled Trades Meeting

The Skilled Trades meeting was very well attended with over 120 members present. The message of Unity and Solidarity between all skilled trades and production was received with tremendous support.

Your entire Shop Committee was in attendance for this inaugural meeting where all the skilled trades came together united to fight for the same cause. Our cause was very clear; the lack of RESPECT shown to the membership by the company is unacceptable and will no longer be tolerated.

Standing together UNITED we will once again garner the RESPECT all of our members so rightfully deserve.

CAMI

The 2,700 production and skilled trades' workers at the CAMI plant in Ingersoll have reached a contract settlement. The CAMI workers are represented by Unifor Local 88, and manufacture the Chevrolet Equinox and GMC Terrain vehicles. (Please note: We did not put a report out until Local 88 negotiations were concluded so as not to unintentionally negatively impact their negotiations.)

Remaining Laid off Members

The remaining Members with recall rights that choose to will return October 21st 2013.

SWE "Supplemental Workforce Employee"

Highlights of the Agreement

  • SWE Employees will be represented by UNIFOR GM Unit Local 199
  • It will be the priority of this Leadership to have these members hired as fulltime at the earliest opportunity. This just being accomplished at CAMI with GM agreeing to a DC pension. (Defined Contribution as opposed to a Defined benefit pension we currently have in our Master Agreement.)
  • In the event of a temporary layoff that extends a complete week or more, the provisions of paragraph 17(a) (3) of the local seniority Agreement and letter #41 attached to the local agreement would apply. The parties further agreed that when a layoff extends a complete week or more, employee classified as SWE's who is assigned to the contractual group impacted will be laid off first.
  • SWE's will be asked last for any overtime on their shift in the contractual group they are assigned.
  • SWE's may be used for up to 18 months on all job assignments. If after 18 months there is no new Canadian SWE/New Hire Agreement that supersedes this agreement then this period will be extended for the life of the 2012 Agreement.
  • SWE's will receive a rate of pay equal to sixty (60) percent of the base rate for the job.
  • SWE's hired under the provisions of this agreement will be assigned a SWE engagement date. Once established, the SWE engagement date will remain constant and not be adjusted.
  • A SWE will have Prescription Drug Coverage similar to the existing plan, Out of Province Coverage. The cost will be $15.00 a month. Basic Life Insurance coverage of $3,750. As well as being eligible for the Employee Vehicle Purchase Program.
  • Indefinitely laid off employees with recall rights to St. Catharines will be recalled prior to utilizing any SWE's.

The parties also discussed opportunities to better position St. Catharines for the allocation of additional Gen V volume that would necessitate staffing Gen V Assembly on a 3rd shift.

As a result of these discussions the parties have agreed to the following with respect to the allocation of the 3rd shift of Gen V engine assembly volume on the 3rd shift.

  • The company will use Supplemental Workforce Employees (SWE's) for all non-skilled trades staffing requirements associated with the Gen V Engine Assembly 3rd shift (14B) until the end of the term of the 2012 collective agreement. If 3rd shift volume is retained beyond the term of the 2012 Agreement, then the parties will come to a mutual agreement on a corresponding extension to this agreement.
  • SWE's will be assigned to work on a steady 3rd shift.
  • No overtime, including holidays, will be worked in the Block, Head or Crank lines to support the additional Gen V, 3rd shift volume. These components will, at the discretion of management, be purchased for the 3rd shift volume as required.
  • Overtime on a weekend or holiday in the Gen V Engine Assembly (14B) will be scheduled in accordance with past practice. If overtime is required on Saturday and/or Sunday including holidays this overtime will be scheduled on days and/or afternoons before lates.
  • Permanent openings on day shift and /or afternoon shift in Gen V Engine Assembly (14B) will be filled in accordance with STATEMENT OF POLICY No.35 in the Local Agreement

Student Certification.

Any member with dependents between the ages of 18 and 25 must complete the dependent certification form before Sept/20/13 in order to maintain their healthcare coverage. Any member that has returned from long term layoff that did NOT work in Oshawa or CAMI should contact your benefit rep to ensure that eligible dependents have been correctly added to your coverage. Contact Mark Roy or Tony Tyminski at 905-641-6444. In plant dial 6444.

"General Membership Meeting". The meeting is scheduled for today Wednesday September 18th at 6:00pm.

Note: There will be a GM Unit Meeting Sunday November 17. 2013

Issued by,

Tim McKinnon, GM Unit Chairperson
on behalf of the Bargaining Committee
Gary Martin, Brian Chemnitz, Ron Allen, Doug Wark
Unifor Local 199


Chairperson Information Report
September 10th 2013

A Supplemental Workforce Employee agreement has been entered into by the Union and the Company. The hiring process will begin on Tuesday September 10th 2013 Go to the website

On Line Application

Follow the directions

More information to follow in a Chair Report

On Behalf of Tim McKinnon and the Shop Committee


G.M. Chairperson's Report
Aug, 7th 2013

Important Information on the Issue of SWEs Coming Into Our Facility!

St Catharines currently has a SWE agreement signed in 2010. The agreement gives GM the ability to hire SWEs for 18 months for routed work and unlimited use for non-routed work. We have negotiated an extension agreement in principal, which is not yet signed. This agreement offers more protection for active workers as well as SWEs with a termination date at the end of this collective agreement, (a bar Oshawa already set). It also has a rider that allows for a transition from SWE to new hires upon the implementation of a New Hire agreement between the National Union and GM that will not add to our pension liability.

We did not introduce SWEs into the mix. As we all know, Oshawa now has signed a new SWE agreement with unlimited use and a two tier wage rate. They have utilized SWEs for 7 years now. Oshawa also did not receive buyouts for SWEs, they simply pulled ahead buyouts that were already agreed to in 2012 for the closure of the consolidated plant. Cami has a SWE agreement as well, that was negotiated to attract new work and to date has not been eliminated. Cami has utilized SWEs for over 3 years.

At our facility, we no longer have any protection for the V6 engine under COCA (Canadian Operations Competitive Agreement) as it ended December 31, 2012. The HFV6 is slated to cease production at the end of a two year extension in 2015. The new V8 has absolutely no volume attached to it. The only commitment the Company has is the installation of the equipment. This is contrary to G.M. of Canada's President, Kevin Williams' declaration in St. Catharines, that the Gen V investment will create 400 jobs. The Agile block machining lines are slated to cease production in 18 to 24 months and we only have two shifts of real volume in the transmission. The third shift came out of Mexican volume due to COCA and that protection ends in 2016.

Why is this important? By 2015 the vast majority of St. Catharines workers will have 30 years, which makes it politically the easiest plant for G.M. to close. We believe this is the reason G.M. chose to close Windsor Transmission Plant and now our demographics are comparable to Windsor.

There is a two year lag between product allocation and start of production. With that said, we have a sense of urgency and with 90% of our products being exported we are not in an enviable bargaining position. The Company continues to communicate that Canada is one of the highest cost countries for manufactured products. If we wait 18 months to extend the use of SWE's, it may be too late to have any chance of allocating new products to St. Catharines and without new products we will see more layoffs, which would impact the workers that were finally recalled after 12 long years.

Why SWE's? A meeting transpired between Cami, Oshawa and the National Union in Detroit earlier in the year with Tim Lee the Executive Vice President of GM. Mr. Lee made a number of statements regarding the New Canadian Auto worker. He made it very clear "GM has no interest in the DB (Defined Benefit) part of the New Hire agreement as it would add extra costs to the pension balance sheet." The company will be looking for a DC (Defined Contribution) pension for New Hires.

With that said, we are fully aware pensions are the most important issue we all face. We can draw a line in the sand and let the chips fall where they may. Is that the responsible thing to do at this point? We need to bargain from a position of strength and to be in a position to secure our pensions and acquire new products that will protect our security and the survival of our facility beyond the next set of bargaining. Today with the existing agreements relating to our facility the company can just take volume out and use the excess manpower to fill in for members retiring and bleed us to death. That could prove devastating to us, our local and the community as a whole.

Your Local Committee has spent the majority of its time in meetings locally and with the other GM facilities as well as with the National Union discussing the nature of the Auto industry in Canada and possible solutions. We based our decisions on those discussions.

We are a Powertrain facility, not a vehicle assembly plant. We have always been the poor step-sister to the other plants. Our cost structures are different and we don't have the "HOT" products assembly plants have or the political influence that they bring to the negotiating table. The reality is that for the most part no one outside of powertrain comprehends our operation. For the record, we compete against plants in Toledo, Michigan and New York State; two are "right to work" states and one engine facility that is located about a half hour away from here.

We want New Hires in our Plant more than anyone. We need a New Hire agreement that won't cost us our plant. We need our National Unions help to facilitate Master language in order to accomplish this.

Please Note: Applications will be done online; when the web address becomes available, it will be communicated to the membership.

Issued by,

Tim McKinnon, GM Unit Chairperson
on behalf of the Bargaining Committee
Gary Martin, Brian Chemnitz, Ron Allen, Doug Wark
CAW Local 199


G.M. Chairperson's Report
June, 26th 2013

Recalled Members

The entire Shop Committee would like to give the returning members an enthusiastic "Welcome Home". Over the last decade, it has been a long and for most, arduous experience providing for their families.

The opportunity for recalls was due to the hard work and sacrifices made by "YOU" the membership. Without this hard work and your perseverance, this would not have been possible.

New Committee

The newly elected committee have been working diligently at resolving a number of issues. We are working as a united committee with all providing input to better serve the membership. We all understand manufacturing in Canada has been forced into decline with the auto sector being hit the hardest. With that said, we believe that with your continued support and solidarity, we have the ability to address our memberships' concerns for the benefit of everyone. We believe together we can make a difference.

Oshawa

As many of our members are aware, Oshawa has signed a "new" "SWE" (Supplemental Workforce Employee) agreement. Supplemental Workforce Employees do not acquire seniority rights and are treated as probationary employees. The impact this will have on St Catharines cannot be understated. Our goal will be to put limitations on the use of SWEs in our facility with the aim of having them becoming seniority employees in the future. Your local leadership has been in continuous contact at both the Local and National levels of the Union on this issue.

Basement

Work will be performed in the basement by ESEP employees for Gen V, who have successfully negotiated and ratified a contract and are new members of Local 199. They will be providing launch inspection, repacking overseas parts, containment rework services for vendor issues, etc. and delivery of parts to the point of use pertaining to the Gen V project similar to the work being done in the GF6. This work is currently done off site. There is no intention to expand on the scope of this work by the LOC to relocate Gen V equipment, kitting or sub assembly to the main floor. Any such activities would necessitate prior discussion and mutual agreement with the Union and Company.

Cami

For those members who returned from Cami and have not received your signing bonus, please contact your Union Rep on shift with your personal information and we will have the Company correct it.

Issued by,

Tim McKinnon, GM Unit Chairperson on behalf of the Bargaining Committee
Ron Allen, Brian Chemnitz, Gary Martin, Doug Wark
CAW Local 199




BELOW ARE PAST CHAIRPERSON'S REPORTS BY Terry White



G.M. Chairperson's Report
April 18th 2013

Production Recall

174 laid off members working in Oshawa, Cami or who have remained on lay off will be given the opportunity to, once again, work in St. Catharines in 2013.

General Motors informed the Plant Chairperson and the Shop Committee that, beginning the week of April 29th , 2013, they will recall 114 production members to St. Catharines for a June 3, 2013 start date. The same list will also be used to canvass a further 60 production workers for an October 21, 2013 start date. General Motors has also informed the Union that when they are called for recall, members must responded at that time with a YES if they are returning OR a NO if they are choosing to stay at the location where they are currently working. Currently, the production recall lists consist of 190 members.

This membership must truly feel a sense of accomplishment in knowing that we, as a plant, have always held job security as a paramount issue. This membership has made many sacrifices so that these brothers and sisters, after 12 years of being laid off from this site, will be given the tremendous opportunity to return.

Terry White, GM Unit Chairperson on behalf of the Bargaining Committee
Gary Martin, Brian Chemnitz, Dave Dean, Tim McKinnon
CAW Local 199


G.M. Chairperson's Report
February 25th 2013

Gen 5 Production Group 14A03

The Cutter Grinder Blue room activities will start to migrate to production beginning with the Gen 5 launch. This routed work for production will be part of Division 14, Department A ,Group 3 and will be populated by the local agreement statement of policy #35 production transfer. The Gen 5 Blue room will be populated with production and trades, in order to ensure all training requirements are met to perform all aspects of this assignment.

Pension Update

The local union recently received additional information from the National Union that General Motors has been given (FSCO) Financial Services Commission Ontario approval to provide a CV “commuted value” option for their hourly rated pension. This pension modeler on “Your Benefits Resources” (YBR) website www.gmclbenefits.com will be up and running March 6, 2013 and will display the CV for retirements that have a benefits commencement date that is within six months of the request date for retirement eligible employees. This will include both YBR and paper estimates requested through the GM Benefits Centre.

Retirements run after this date will also include a CV option. If you need any additional information, call your pension representative, Dave De Marco at 905-658-6849 (cell phone) or 905-682-2611, ext. 232 (afternoons).

Executive Board, GM Bargaining Committee Benefit Representatives Elections

Elections will take place the week of April 15 2013.

Over the past three years, the leadership has had some tough challenges and with certainty some difficult decisions to address. Your leadership worked extremely hard to ensure decisions made were in the best interests of the membership that would lead to long term sustainability for this location. The entire leadership would like to recognize and sincerely express our gratitude to the membership for your support through the challenges and difficulties we all faced over the last three years.

Elections are the membership’s opportunity to judge their leadership. Unfortunately, there will be some who will try to tear down the unity built by using negatives and innuendo.

We ask the membership to consider candidates that have raised issues to your leadership during the past three years and….. not just during election time.

All candidates running should realize when the elections are over. If you are successful, it is expected a working relationship with the committee members is developed to properly serve our membership.

Our success over the past three years in maintaining a viable work place and a decent standard of living has come from acting as ONE.

Election Timeline:

  1. Notice of election - March 8, 2013
  2. Election boxes open at Local Union Hall on March15, 2013 and close on Mar 22, 2013
  3. Pre-vote will be held at Local Union Hall all day April12, 2013
  4. General Motors elections held on Monday April15, 2013.
  5. Run-offs, if needed, will be held on May 6, 2013.
  6. The new terms for G.M. Unit (Bargaining Committee and Benefit Reps.) will start on June 1st 2013.

Good Luck to all candidates.

Issued by,

Terry White, GM Unit Chairperson on behalf of the Bargaining Committee
Gary Martin, Brian Chemnitz, Dave Dean, Tim McKinnon
CAW Local 199


G.M. Chairperson's Report
January 17th 2013

Gen 5 - On January 10th 2013, the Vice President of Global Manufacturing, John Buttermore as well as the Manufacturing Manager Jim Glynn visited St Catharines.

The Union raised the issue of timing of the launch to (sop) start of production regarding the new Gen 5 area, specifically the sense of urgency surrounding the need to make the transition to full production and have this new product up and running for the launch of the 2014 full size truck.

General Motors continue to reaffirm the importance to have this new product in full production for the required timing of the 2014 full size truck launch: therefore an aggressive ramp up is essential.

The Union was clear in its opinion that there will inherently be difficulty that will follow such an aggressive launch. During the discussions, your Union also emphasized the membership's dedication and commitment to a successful launch of the new Gen 5 as well as how our membership has made every launch in St Catharines a success. Our membership is continuing to prove that St Catharines is the best facility for future products.

Glynn and Buttermore further stated their confidence with the St Catharines membership that we have the ability to show General Motors that we can do it better and smarter and that the St Catharines facility has been given the investments as well as state of the art tools to be successful as a plant into the future. The Union responded that this membership will make this new product a success and future products as well.

Black Sundays - Production Manager, Tom Schmidt informed the Plant Chairperson and Vice Chairperson that management will attempt to have every Sunday in the January and February time frame blacked out. The Union expressed their concern that compressing the weekend work schedules into just one day could lead to more force-ins for skilled trades and possibly some production workers. Schmidt further stated the plant's budget is suffering due the loss of Gen 4 volumes. Schmidt stated there is also the need to train our members for the additional shift in GF6. He also informed the Union that all areas of the plant that are running, must produce allocated volumes for the plant to meet its 2013 budget which will be strained while Gen 5 is being launched.

Commuted Value Pension Option - National staff Representative Jo-Ann Hannah has provided additional information on the commuted value option. This information can be found on the local website under the pension Representatives column.

Pension Rep Report Link

Issued by,

Terry White, GM Unit Chairperson on behalf of the Bargaining Committee
Gary Martin, Brian Chemnitz, Dave Dean, Tim McKinnon
CAW Local 199


G.M. Chairperson's Report
November 23rd 2012

Temporary Layoffs

With the canvass now complete in all areas of the plant for the temporary 13 or 26 week layoff, we find that there are more members that want the time out than needed for this temporary divisional layoff. For the low seniority members that were worried they may be affected by some form of brief layoff; this will not be the case. The Union has asked management when we will see the start of the temporary layoff and they could not give a firm date. Watts, the Plant Manager informed the Shop Committee that there may be a need to run the week of December 17, 2012 with some limited overtime on Saturdays due to sales of full size SUV'S.

Transfers While on Layoff

Members who accept an extended temporary layoff will be allowed to submit an application for transfer in accordance with Supplement No.1 of the Local Seniority Agreement to their SUB/E.I. representative, which will be post-dated January 14, 2013. The SUB/E.I. representative will collect all applications and submit them to the company on January 14, 2013. Please see Greg Brady, SUB/E.I. representative before you go on this Divisional layoff. It is important that all members accepting the temporary layoff have all pertinent information up to date (current address and phone number).

Gen 5 Seniority Dept. Numbers

Glendale Avenue West Engine Machining- 14

A Glendale Avenue West Engine Machining
(01) Head Line Machining
(02) Block Line Machining

B Glendale Avenue West Engine Assembly (01) Assembly Loop 1
(02) Assembly loop 2
(03) Head Sub- Assembly

Health and Safety Issues

Recently, the Union has been involved in discussions with management in the review of their A.S.A (Approved Safety Access) energy control policy. Too many of our members are being disciplined for violations where they were not exposed to any hazards that would put them in harm's way. Management has agreed to work with the Union to develop an A.S.A. to ensure our members are not disciplined for a policy violation when they do not expose themselves to a hazardous situation.

Toonie Tuesday - November 13, 2012

On behalf of the CAW Employment Equity Reps, we would like to thank everyone for giving generously. A total of $3,148.00 was raised and will be distributed to local shelters and charities.

National Day of Remembrance and Action on Violence against Women

December 6th is the National Day of Remembrance and Action on Violence against Women in Canada. This day marks the anniversary of the 1989 murders of 14 young women at L'Ecole Polytechnique de Montreal. They died because they were women.

In recognition of the continuing problem of violence against women in Canada, the White Ribbon Campaign will again be carried out across the country. On December 6th, white ribbons will be distributed in the clock houses and men are being asked to wear a white ribbon in remembrance of the Montreal massacre and to raise awareness of the issue. Also, General Motors of Canada will observe a minute of silence at 11:00 a.m. and flags will be flown at half-mast for the entire day to mark this occasion.

On this day, the CAW Local 199 Women's Committee will be hosting a Commemorative Breakfast at the CAW Hall on Bunting Road. Doors will open at 7:15 a.m. and will commence promptly at 7:30 a.m. All those wishing to attend, must RSVP to email @ caw199women@hotmail.ca by November 30, 2012. over ?

Employment Equity / Woman's Advocate / Union Counsellor Referral – Report

Understanding Stress

Modern life is full of stress, hassles, frustrations, and demands. For many people, stress is so commonplace that it has become a way of life. Stress isn't always bad; in fact in small doses, it can help you perform under pressure and motivate you to do your best. But when you are constantly running in stress mode, your mind and body pay the price.

If you are experiencing some of the signs and symptoms of stress, you may want to consider seeking some professional help. Through our Greenshield benefit plan, members and eligible family members may access counselling provided by a registered clinical psychologist or a MSW/RSW counselor (Master of Social Work/ Registered Social Worker).

Our benefits include: $50 a session up to a maximum of 12 sessions a calendar year (Jan.1 to Dec. 31). If you are presently seeing a psychologist or MSW/RSW and not sure whether they are one of our Greenshield providers, contact either Alex or myself (Donna) and we will find out for you.

Workplace Bullying

Workplace bullying refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which are intended to intimidate, degrade, humiliate, or undermine; or which create a risk to the health or safety of the employee(s). Workplace bullying is mistreatment severe enough to compromise a targeted worker's health, jeopardize her or his job and strain relationships with friends and family. Bullying is different from aggression. Whereas aggression may involve a single act, bullying involves repeated attacks against a target, creating an on-going pattern of behaviour. Some examples of bullying include: Verbal abuse/ Isolation or exclusion/ Offensive conduct/behaviors (including nonverbal) which are threatening, humiliating, or intimidating/ Work interference "sabotage" which prevents work from getting done.

Corporate bullying occurs when bullying is entrenched in an organization and becomes accepted as normal workplace culture.

Workplace Harassment - Refer to Appendix "M"

Workplace Harassment is defined as a "course of vexatious comment or conduct that is known or ought to reasonably be known to be unwelcome", that denies individual dignity and respect on the basis of the grounds such as: gender, disability, race, colour, sexual orientation, record of offences, marital status or other prohibited grounds.

Workplace Conflict

Conflict is defined as a difference of wants, needs, or expectations. The workplace is filled with people who have differences of wants, needs, and expectations. Sometimes, conflict can be beneficial but when conflict is not resolved; it can be detrimental to the workplace. The impact can be devastating to the parties involved, and those nearby. Some of the results of unresolved conflict in the workplace include:

Stress, frustration, and anxiety, Decrease or Loss of sleep / appetite, Strained relationships Grievances and litigation, Decrease in productivity, Absenteeism, Injury and accidents, Disability claims, Sick leave

If workplace bullying, harassment, or conflict is happening in your work area to you or someone you know, please contact your union representative. This will be kept confidential.

Please drop by the West clock house office or call:
Donna Higham, Work # 905-641-6559 Cell # 905-658-7123
Alex Latham, Work # 905-641-6560 Cell # 905-658-8640

Issued by,

Terry White, GM Unit Chairperson on behalf of the Bargaining Committee
Gary Martin, Dave Dean, Tim McKinnon, Brian Chemnitz
CAW Local 199


G.M. Chairperson's Report
October 31st 2012

Transition to Gen V from Gen IV

Management has informed the Union and membership that they will be tearing out the current Gen IV assembly line. It has been communicated that as a result of the tear out, layoffs will commence no earlier than December 10, 2012 and no later than January 7, 2013.

The installation of the next Generation V8 will start in the first quarter of 2013 and start of production to commence no later than October 1, 2013.

The Shop committee has had numerous meetings to insure that we fulfilled our production members expectations.

Now that The Memorandum of Understanding for production is complete, the Skilled Trades Shop Committee Reps. will be conducting meetings to address the skilled trades issues concerning this manpower development. We will inform the skilled trades as soon as a plan is agreed to between the parties.

  1. Production employees assigned to the Glendale West Engine Division (Division 14), Material Handling Division (Division 09) as well as the impacted areas of the Inspection and Lab (Division 08) will be canvassed and offered an opportunity for an extended temporary layoff first; up to either thirteen (13) or twenty-six (26) weeks.
  2. Following the canvass, the parties will meet to determine which members in line with their seniority will be permitted to take the temporary layoff in the affected divisions. They will then be given the first opportunities that are available.
  3. If the results of the canvass in point (1) above fail to identify a sufficient number of members willing to take an extended temporary layoff, other Glendale production groups and departments as determined by management, may be canvassed for a potential opportunity for an extended temporary layoff.
  4. Members from the Glendale West Engine Division (Division 14), Material Handling Division (Division 09) and the impacted areas of the Inspection and Lab (Division 08) who wish to remain at work will be temporarily placed by the Company in other departments and groups as necessary.

    In order to accommodate those members who wish to remain at work, it may be necessary to displace the affected lowest seniority members if the numbers required for layoff are not met.

  5. Any member required by the Company for Gen V launch activities, may be denied the opportunity for a temporary layoff.
  6. Members may be recalled from layoff or returned from temporary job assignments as the requirements within their seniority groups dictate.
  7. Members who are retained at work under the provisions of this must be capable of performing the work required
  8. Members with medical restrictions who wish to remain at work in accordance with this Memorandum of Understanding, will be job searched in accordance with the established placement process.
  9. Openings in GF6 and Gen V will be filled from the transfer list in accordance with established practices.
  10. Members who accept an extended temporary layoff will be allowed to submit an application for transfer in accordance with Supplement No. 1 to the Local Seniority Agreement to their Sub & E.I. Representative which will be post-dated to January 14, 2013. The Sub & E.I. representative will collect all applications and submit them to the Company on January 14, 2013.
  11. As defined in the Master Agreement, employees must work a minimum of 1000 hours in the vacation year to be eligible for full vacation entitlement; the parties reaffirmed that the weeks of temporary layoff will be credited towards the calculation of the 1000 hours.
  12. Members will retain health care benefits, including dental, during the period of temporary layoff.
  13. Any special problems not covered by this Memorandum will be reviewed and resolved between the parties.

The Shop Committee continues to work to addresses the concerns of the membership and to sustain the current membership and avoid any permanent layoffs. Any questions or concerns in regard to this Memorandum of Understanding, should be directed to your Shop Committeeperson.

Issued by; Terry White, GM Unit Chairperson

On behalf of the GM Bargaining Committee
Gary Martin, Dave Dean, Brian Chemnitz, Tim McKinnon


G.M. Chairperson's Report
August 22nd 2012

2012 Bargaining

Opening Day remarks with General Motors, National President Ken Lewenza made it very clear that auto workers in Canada have made real sacrifices to help save the Detroit 3 companies and these companies are now profitable. Workers deserve to share in the benefits of recovery they helped achieve. Autoworkers have seen their real compensation decline 8% over the past four years, due to special contracts negotiated in 2009 so the Detroit 3 could remain solvent. The public and Government must realize that direct labour is only 5% of the total cost of an automobile. This is a relatively small cost component which makes almost no difference to the final cost of a car.

The Union reminded the Company that when the Canadian dollar was low in the 1990s and the Canadian all-in labour costs was $20 below the UAW's not a single plant has been relocated to Canada. Canada is a good place for the auto companies to invest. Productivity, infrastructure, the quality of the workforce, public health care; these all help to offset the disadvantage of the strong currency.

Lewenza was very strong in his message to the corporation that it needs to continue to maintain a foot print here in Canada.

Lewenza also made it perfectly clear to the Company, the media and government that the CAW and its membership cannot single-handedly protect future auto jobs in Canada at the bargaining table. This country needs an Auto policy.

The companies are making large profits on their retail sales here, helped by the strong dollar. They charge Canadians more for the same products they produce, even the ones manufactured here in Canada! They have a responsibility to maintain their manufacturing footprint here and give something back to this country.

Lewenza has informed the Master Bargaining Committee that the target company will be identified around the Labour Day time frame.

Local Bargaining

On opening day, the Shop Committee was very clear to the company that this membership has lived up to every commitment that has been bargained and ratified between the parties. The St Catharines facility needs to have its achievements recognized in the form of job security, which equals new investment and a closure plan for Ontario St.

As has been stated in the past, bargaining is an opportunity for your Union Leadership to make gains for our members. This committee has been given the tools essential to accomplish our members goals. Having a seasoned, united, accomplished leadership and a workforce that is about achievement,will equal success at the bargaining table for St Catharines.

Strike Vote

We will hold a strike vote on Sunday August 26, 2012 at 11.00 am at our Local Union Hall. Out of respect to our laid off members, the time and location of the strike vote will be advertised in the local papers.

We need to send a clear message to our employer that if they are not willing to recognize our achievements, we will use all tools at our disposal to reach a fair agreement for you our membership.

Terry White, GM Unit Chairperson and Wayne Gates, President CAW Local 199

On behalf of the GM Bargaining Committee
Gary Martin, Peter Barber, Brian Chemnitz, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
August 1st 2012

2012 Bargaining

The demand sheets that were handed out in January this year have been separated into Master and Local demands. In total we received 209 responses.

The Master Committee has met once in Oshawa to discuss demands and will meet again in Toronto on August 6, 7 & 8th to finalize the demands which affect the Master Agreement. Your local committee has met with the company on several occasions and has exchanged Local demands.

The National Union will hold a Detroit Three Auto Council on Monday, August 13th. The following day the National Union along with the Shop Committee will officially open bargaining with GM at 10:00 am in Toronto. Starting on August 20th, the first ever Bargaining and Constitutional Convention will be held in Toronto.

On August 27th, the National President has asked all the Detroit Three Bargaining committees to be in Toronto and to be ready to bargain with their respective employers. At this time, no target has been chosen.

There will be a strike vote no sooner than 30 days prior to the expiration of our Collective Agreement at midnight Sept 17, 2012, which is a requirement by Ontario law.

Since bankruptcy bargaining with General Motors in 2009, this membership has, as they have always done, continue to prove to the corporation that you will do what it takes to make St Catharines a viable place to do business. Your Local Union leadership has been very vocal when it comes to new work and our need for future investment along with longer product life cycles for existing work already in our plant. The leadership continues to show the company they need to return our laid off members to St. Catharines who are working in Oshawa and Cami.

We know that some of our members are looking for gains at the bargaining table but make no mistake this set of bargaining will not be a walk in the park. It is going to be incredibly difficult. The Canadian dollar is at par with U.S. currency. Our lower dollar advantage has evaporated. The corporation is saying that Canada is now the most expensive place in the world to build vehicles and manufacture parts.

General Motors is pushing hard to substitute wage increases, a mainstay of our collective bargaining with profit sharing bonuses. The corporation must recognize that the sacrifices this membership made in 2009 were astronomical and in 2012, General Motors must once again acknowledge that we are one of the reasons they are here today.

GM Unit Meeting

We will hold a GM unit meeting on Sunday, August 5, 2012 at 3:15 pm. This is the day before the Master Committee meets in Toronto. The agenda for this meeting will be as follows: Chairperson Report, Shop Committee reports and question period.

Terry White, GM Unit Chairperson and Wayne Gates, President CAW Local 199

On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
June 5th 2012

Cost of Living Allowance

Effective June 4, 2012 based on Consumer Price index published by Statistics Canada, COLA will be reinstated at the approximate rate of 33 cents an hour. (5 cents existing plus 28 cents new monies). As should be expected, GM in its arrogance made a last minute attempt prior to bargaining to stop the reinstatement of COLA in what they stated was an attempt to lower fixed costs. . The Union held firm in a unanimous decision among the Master Committee that the company must live up to what was bargained at the last set of negotiations and COLA remains in effect for the remainder of the life of the agreement.

GM Canada Announces Closure of the Consolidated Plant

GM has officially informed the Union that it will close the Impala Equinox crossover plant by June 2013. This will eliminate all three shifts currently running at this facility on a scheduled time frame that begins with the first shift disappearing in October 2012 and the remaining two shifts being eliminated in June 2013.

The flex plant in Oshawa will pick up one shift of Impala production with the majority of production scheduled to be run in the Hamtramck facility in Michigan. The former Saturn Springhill Plant will produce the Equinox. GM took this plant out of mothballs after the UAW agreed it would allow General Motors to hire a large number of employees at $14.00 (US) per hour.

This type of wage-cutting practice is a race to the bottom and the CAW has stood fast against wage reductions. If we start to entertain this type of concession, the next thing the corporation will be asking us to match is the $6 per hour Mexican wage.

This announcement is just one more piece of GM's restructuring plan that has already cut over 5,000 jobs with the shutdown of the truck plant in Oshawa in 2009 and the transmission plant in Windsor that closed officially in 2010.

Eliminating Our Jobs

We are all aware the auto industry is turning around with GM doing well and showing good profits. Yet as we go into negotiations with the Detroit three, all are asking for more sacrifices and closing our facilities.

The government has an independent study that says "there should be no more tax dollars given to the auto industry unless auto workers work at the average manufacturing rate in the province." This would be a reduction of $12.00, which would make an assembler's rate $23.00 per hour.

The Detroit three are coming after the CAW very aggressively. We are going to fight back just as aggressively for our membership and the survival of the industry.

Take the Good Job Pledge Home

Your in-plant leadership and the executive board will be handing out the good job pledge at the gates for our membership to take home and have their friends and neighbors sign. Please bring these pledge sheets back to the plant as soon as possible. The National Union will present these pledge sheets to both the Harper and McGuinty governments on June 15, 2012.

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
April 17th 2012

National President Attending Community Meeting at Union Hall

The Local Leadership is asking everyone to attend this month's General Membership meeting to learn more about the importance of auto jobs in our community and the threats facing our jobs and our industry in the future. This important meeting will start at 6:00 p.m. on April18, 2012 and is a great opportunity for our family members and neighbours to hear National President Ken Lewenza speak about the threats due to globalization, to our jobs and standard of living, plus the lack of any Government Industrial Policy covering manufacturing.

We fought hard for our wages and benefits in the auto sector. Our combined efforts at the bargaining table should not be taken for granted. At the same time, employers today are showing confidence in trying to trap every one of us in a race to the bottom. The idea of these town hall meetings is to educate, mobilize and try to establish an industrial strategy for the auto industry in Canada.

Summer Shutdown

Plant Manager, Carolyne Watts has officially informed the Shop Committee of the summer shut down period for 2012 will be the weeks of July 2 and July 9 2012. Her intention is to not run production through these weeks with little or no maintenance through this two week period. The local union will inform the membership if these plans change between now and shutdown.

Summer Vacation allocation

The Shop Committee has met with production Manager, Tom Schmidt to get a concise plan for the allocation of summer vacation needs. Schmidt tells us the Gen 4 volumes are strong up to the shutdown weeks. The Shop Committee has asked what the plan is for the model change on the re-skin of the half ton truck and how that will affect our V8 after shut down. When the information is shared with us, we will let you know in a subsequent report.

The Gen 5 Plan

The Shop Committee will be meeting with Management on the wind down plan for the Gen 4 and the implementation of the New Gen 5 start up plan. When this plan becomes clear, we will let everyone know as soon as possible.

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
February 17th 2012

Plant Gate Collection ElectroMotive Workers

On Friday, February 17, 2012 there will be a plant gate collection at all GM locations for the laid off ElectroMotive workers in London. In January, Caterpillar locked these workers out and demanded a 50% cut in wages to keep the plant open.

Subsequently, Caterpillar announced the plant closure and permanently laid off 465 CAW members. The London area has been hit very hard and currently has the second highest rate of unemployment in Canada (9%). Unfortunately, both the Federal and Provincial government has failed to accept any responsibility for this preventable loss of good paying jobs and did not even try to keep these jobs in Canada.

We are asking our members to open their hearts and their wallets to help these laid off workers. Please show our brothers and sisters in London how generous we can be.

Please give generously, your contribution does make a difference!

Issued by:

Wayne Gates, President and Terry White, GM Unit Chairperson
On behalf of the Executive Board
CAW Local 199


G.M. Chairperson's Report
January 31st 2012

Production Recall

The Union has been in numerous discussions with the Plant Manager, Carolyne Watts over the need for additional manpower for the GF6 transmission program. The Union highlighted the need to return our members who have been laid off from St. Catharines for up to 10 years, in order to continue to build on the progress in the GF6 Transmission. Carolyne Watts listened to the Unions' concerns about having adequate number of workers to make the GF6 launch as seamless as possible. She felt that St Catharines reputation of flawless and speedy launches of products was important to our Plant and its employees.

Management has informed us that they will start canvassing production members with recall rights to St Catharines as soon as possible. This is in order to fully man up the second shift of our transmission department, and to meet other manpower requirements in production. These additional 42 workers should be back in place in the next few weeks.

The Union leadership, recognizing the difficulties encountered when a new product is launched, would like to thank all the workers in the St. Catharines facility and recognize all your efforts for making this recall possible.

The Shop Committee along with the Plant Manager is committed to continue working toward attracting additional volume for our third shift. Our plants hard work will demonstrate to Detroit that this location is worthy of any further production volume that is available.

St. Catharines will remain in a good position for a secure working future by continuing to show that we are prepared to live up to all agreements that are in place.

Paragraph 62 Transfer List Frozen

Due to the recall of our 42 laid off union brothers and sisters the transfer list was frozen yesterday, January 30th 2012 to honor openings prior to our recalled members backfilling any resulting requirements.

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
January 6th 2012

GENERAL MOTORS 2012 BARGAINING DEMANDS

The Union would like to take this opportunity to welcome the membership back from the Christmas break and hope you and your families had a good holiday.

GENERAL MOTORS 2012 BARGAINING DEMANDS

The Union would like to inform the membership of its plan to put out demand sheets early for 2012 bargaining. This way, you can let the Bargaining Committee know what is important to you in this year's round of bargaining in September of 2012. The Master Bargaining Committee will be going to Big Three Auto Council on January 17 and January 18, 2012. This Council will start formulating plans for this 2012’s upcoming Bargaining. Once you have filled out your demands, you can either hand this paper work back to your respective Committeeperson, drop it off at the Union work centers or at the Local Union Hall. There will also be boxes in the clock house to put your demand sheets in. Download Bargaining Demand Sheet

Issued by;

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
December 16th 2011

Ontario Street Closure Letter:

General Motors Canada has informed the National Union on November 9, 2011 that they will officially close the Ontario Street plant on November 10, 2012. The Local Union has submitted a policy grievance on the closure of the Ontario Street Facility and will keep the membership informed through Chairperson's reports on any future information.

Health Care Trust (HCT)

Local 199 membership will be receiving documents in the mail regarding (HCT) benefits, to survey both retirees and active members. The Health Care Trust administrators are asking you to identify the benefits that suit your personal needs the most. The Health Care Trust looks after our retirees' benefits and as a Union; we thought it important to keep the active workforce in touch with this plan, as we will be part of it once we retire.

As active workers, along with those members on a grow-in to retirement, we are covered by the General Motors benefit plan until we retire, at which point our coverage will switch to the Health Care Trust. Any changes to the Health Care Trust will have no effect on active or grow-in members.

It is important to remember it was the federal and provincial governments that mandated the formation of the Health Care Trust before they would provide the financial assistance to help GM restructure following the company’s insolvency.

As a Union, we realized that not agreeing to these terms would have meant the end of our employment and pension plan as we know it today. The formation of the Health Care Trust was finalized through the courts. The Health Care Trust administration realizes that at some point in the future, they will be faced with an underfunded trust. They know they will need to evaluate which benefits are most important and be prepared to face this situation if changes are needed. The Board of Trustees consists of five CAW members appointed by CAW Canada plus five independent trustees with experience and expertise in the health care, insurance and investment sectors. The point of the survey is to ensure that not only present-day retirees but also future retirees have a sustainable benefit plan that will suit their needs and give all retirees access to affordable benefits for the remainder of their lives. The bottom line was, No Trust Fund, No GM Canada, No Retiree Benefits and No Jobs. As your Union, we will continue to keep the membership informed as information comes to us, on all aspects.

Volumes in the Plant

The Plant Manager has informed the Union that the Gen 4 will be blacked out the week before Christmas along with the Agile Block. These two areas are running full the month of January 2012, the Agile Crank is working the week before the Christmas break. The HFV6 is running full three shifts the rest of this year and the beginning of next year. The GF6 will start production on January 3, 2012 as our transmissions will be going to the GM Ingersoll plant. The Shop Committee would like to take this opportunity to thank all our members who made this launch successful in such a quick time-frame.

Christmas Holiday Period 2011

The days off for this period will start December 26, 2011 and we will return Tuesday January 3, 2012 for the first scheduled day of work. The Union Leadership would like to take this opportunity to wish you and your families a Merry Christmas and Happy New Year. And lastly, we want to thank you all for your continued support and generosity towards Community Care ($11,500 donated). This demonstrates that our membership realizes that there are always those less fortunate than ourselves.

In solidarity

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
Movember 4th 2011

Special CAW Health and Safety Bulletin

NTC Equipment Gasket Concerns

As a result of an Asbestos concern that initially came from the Tonawanda Engine Plant, NTC notified St. Catharines management that the same NTC equipment in our plant could also possibly contain asbestos gaskets.

The company had an independent third party analyze our NTC equipment and 98 out of 157 machines in the HFV6 Block Mods 1 & 2, V6 Head Mods 1 & 2, V6 Crank Mod 1, and some equipment on the V8 Crank Mods 1 & 2 were found to contain the asbestos gaskets. The Union has asked management to verify that there are no other suppliers of equipment that used these same types of gaskets in the building of their equipment.

The company has presented a plan to the Union on how the asbestos will be removed safely in the very near future and all effected NTC machines will be asbestos free by the end of 2011.

This equipment in its present state has no health and safety risk or concerns to any members as long as it is not disrupted or disturbed. Air sampling will be done prior and after the removal to ensure that no asbestos is airborne.

As a precaution and to protect your future health interests we are urging all of our members who work in these areas or any member who may have worked near the equipment in the past to have it documented in your personal medical docket with the Plant Medical Department.

If you have any questions or concerns please contact Steve Armstrong on PTT 233 or Matt Jackson on PTT 359 or in-plant phone at 6420.

Issued by,

Terry White, GM Unit Chairperson
on behalf G.M. Health and Safety reps., Glendale Plant
Steve Armstrong and Matt Jackson
CAW Local 199


G.M. Chairperson's Report
October 31st 2011

Skilled Trades Special Enhanced Retirement Program

The Company will be accepting applications for a Special Enhanced Retirement Program under the terms of the Competitive Operating Agreement (COA) for Skilled Trades employees.

Retirements for this program may fall within a window between January 1, 2012 and December 1, 2012. The number and timing of these opportunities will be determined by management after analysis of manpower requirements. The preliminary analysis for Skilled Trades indicates that in some classifications the opportunities for the Special Enhanced Retirement Program will be very limited. In addition, employees who have a retirement date that falls outside the current collective agreement may not be eligible to participate in this program. Skilled Trade's employees who wish to apply for the Special Enhanced Retirement Program must fill in an application by November 11, 2011.

An employee whose application is approved (given a date) and who subsequently withdraws their application will be ineligible to apply for another COA incentive offer during the life of the current collective agreement. (September 2012)

Production Special Enhanced Retirement Program

The Company has responded negatively to the Union's request to allow everyone in Production the right to retire under the provisions of the COA claiming the cost at this time is too great to the corporation. The corporation has also stated they are not willing to allow production members to be canvassed for retirement under the COA due to manpower requirements. The Unions request was not based upon future manpower or possible manpower. It's response was based on the current number of members on permanent layoff status. The Union informed the Company that we have always conducted a retirement canvass to offset our surpluses and we consider every laid off production worker to be a surplus. We have over 200 production members with recall rights and we expect those members who wish to return to St Catharines be given that right.

Manufacturing Manager Jim Glynn in Plant

Jim Glynn Manufacturing Manager was in St Catharines on October 26, 2011. The Union had dialogue about the new GF6 area and the problems the Skilled Trades and Production have overcome in what was an escalated ramp to start production. The Union spoke of the membership's dedication to this project and made sure that Glynn was aware of the adversities that were overcome just to get to this stage of the program. The Union also reaffirmed with Glynn that the commitments that were made to this membership in the way of jobs, volumes, and three shifts of operation and straight eight hour shifts must be lived up to. The Union also demanded Glynn recognize the fact that there are still over 200 permanent laid off members from this site and the corporation needs to canvass these members to understand how many of them want to return to this facility. By the end of the day, Glynn was impressed with how Production and Trades embraced this new program and how the membership continues to work through the outstanding issues.

Schedules to End of Year

The Gen 4 will have weeks out of the plant on November 21, 2011 and the week of December 19, 2011. The Gen 4 crank line will see three weeks down between November 21, 2011 till December 9, 2011. The Agile Block will continue to run full. The HFV6 will continue to run full three shifts with increased volume projected in the New Year. If there are any changes to these volumes, we will let the membership know.

In solidarity

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
September 14th 2011

GF6 Transmission

The first shift to populate the GF6 team member's assignments filled from the 62 transfer list will be on October 3, 2011. These transfers will land in the north and south sub-assembly. The next movement into GF6 will be for the main assembly as well as the test and button-up area. They will be populated from the 62 list and arrive on October 17, 2011. This will complete the first shift into division 15. On October 31, management will move the second shifts' seniority into north and south sub-assembly and main assembly lines including test and button up. This manpower will be moved in as required through the end of 2011.

Material Handling will add new additional manpower into the GF6 starting this week.

The Shop Committee has been very clear with St. Catharines management that appropriate staffing levels for the skilled trades members must be put into place to support a seamless launch of the GF6 transmission.

Agile Crank

The Company plan for the Agile Gen 4 Crank to transition into the new Gen 5 Crank Line is tentative at best. Speculation of a bank needing to be put into place or any other conditions needed prior to our skilled trades starting a tear out of this outdated equipment will be communicated once confirmed The Union will continue to have discussions with the Company so that we can give our membership a defined plan. The Shop Committee will keep the membership informed of any reduction in production and skilled trades manpower.

Agile V8 Block

The Union has had preliminary discussions with the Company about the life cycle of this product extending out to 2015 or early 2016 based on consumer demand.

V8 Assembly

The V8 Assembly has removed 1,000 engines from the 16 week build schedule. This will not eliminate any shifts in the month of September and the Union will continue to inform our members of any shifts out until year's end.

High Feature V6

The Plant Manager has informed the Shop Committee that this area will be working limited overtime shifts due to Cami's need for additional V6 engines. This overtime is being affected by shortages of NEMAC blocks and LFX heads. This is a global sourcing problem and could change our overtime schedules on any given weekend.

In solidarity

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
June 28th 2011

Gen 4

The GEN 4 Assembly will work one shift on days the second week of shutdown, plus nights and days in machining. The company has informed the union that there may be shifts removed from the schedule between the end of August and the Month of September, 2011.

HFV6

Management has informed the union that the HFV6 will add additional overtime to this area after the shutdown period .The demand for this product has increased due to changes made to the Impala and increased demand for the V6 equipped Camaro. This area will also work full on days the second week of the shutdown period with some maintenance work being preformed the first week.

The Agile block will have maintenance work performed the first week and run full three shifts of production the second week of shutdown.

Agile Crank

The agile crank will run prototype GEN 5 crankshafts with nine production members the first week of shutdown assisting trades and engineering to address tooling and set up issues. The crank is running full the second week of shutdown.

Health Care Trust

At the CAW/GM Intra Corp Council, President Ken Lewenza updated the leadership on the progress of the Health Care Trust. He stated that the retirees representatives and their legal council have been engaged in constructive discussions with General Motors over the last few months with the intent to resolve the Health Care Trust issue. As a membership, we must not forget the Health Care Trust was a Government forced demand during the auto crisis talks in May of 2009. This was an integral part of the Canadian operations commitment in order to receive the billions in money bargained for our retirees. The health care trust will provide benefit coverage for our current retirees, future retirees and surviving spouses. When the Retiree’s Council reaches an agreement on this issue, we could see it implemented as early as October 31, 2011.

The vacation pay and paid absence allowance eligibility date in each plant shall be June 30th. The vacation payout will be paid out on June 30 2011.

The bargaining committee would like to wish all our members and their families a safe and enjoyable summer vacation period.

In solidarity

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
April 7th 2011

Potential Impact From Japan Earthquake

The Shop Committee has been informed by the company that Hitachi fuel pumps for the HFV6 assembly could potentially be in short supply due to issues in Japan. A number of fuel pumps have been diverted to this facility to keep our HFV6 running until mid April. It has also been identified that Bosch, a fuel rail supplier for HFV6 is also experiencing supply issues to GM. This is not related to Japan but is a North American issue that could affect the HFV6 and eliminate overtime that was previously scheduled for April. General Motors continues to meet on a daily basis on any part shortages from their suppliers, including Japan. The company will keep the Shop Committee informed of any potential stoppages in production due to these ongoing issues. Local management will use their start of shift meeting to keep the membership informed in a timely manner.

Allied Trucking Issues

The Master Committee has been involved in several phone calls in regards to General Motors and Allied Trucking. Allied systems have ceased shipping vehicles for their major customers including General Motors and Cami. This unresolved major dispute between the OEMs (original equipment manufacturers) and this trucking company is putting unneeded and unwarranted pressure on the dealer network and the new car purchaser. For both of these companies to play roulette with our CAW worker's lives and incomes is absolutely unacceptable and unconscionable. The Shop Committee will keep the membership informed if this dispute will cause any disruption in St. Catharines production build schedules.

GF6 Transmission Transfers.

General Motors has informed the Shop Committee that they will identify 100 team members and an additional 4 team leader production transfers into the GF6 transmission to support the launch of this new product. These new GF6 openings are being offered from a frozen March 29, 2011 transfer list. The time frame for these new openings will be identified by management and should start to be populated after the shutdown period. The resulting secondary openings will be identified to the Shop Committee and discussion will take place as to when these openings will be filled. If you decide not to accept your transfer opportunity, you must resubmit a new transfer. All members are entitled to four transfer opportunities in a twelve month period, beginning with the fourth Monday of each January.

GF6 Production Representation

The GF6 transmission area will be part of zone two and its reps will be Shop Committeeperson, David Dean and alternate committeeperson, Doug Wark.

In solidarity

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
March 24th 2011

Potential Impact From Japan Earthquake

Plant Manager, Carolyn Watts has informed the Union that there is the potential for disruptions to production in the HFV6 in the coming weeks. The situation in Japan has had a major impact on Hitachi Corporation, the supplier of fuel pumps for the HFV6 engine. Presently, fuel pumps are being supplied from inventory in Mexico and Australia but we are unsure how long this can continue. We will keep you informed as this situation becomes clearer.

Master Committee Meeting in Oshawa

The GM Master Bargaining Committee along with representatives from the National Union met in Oshawa on March 3, 2011. The purpose of the meeting was to review General Motors business plan up to the year 2020. It was made very clear to us that the Canadian operation has the most expensive hourly wages globally. GM management spoke about the challenge we face due to the strength of the Canadian dollar, the impact of the high oil price on our larger more profitable vehicles and recognition that the North American CAFE (Corporate Average Fuel Economy) rules will force all vehicle producers to manufacture smaller more fuel efficient vehicles in the future. One more troubling problem we all face is the unresolved Health Care Trust.

National Union President, Ken Lawenza made it clear that new work needs to be allocated to all Canadian Operations and we would not be looking to concessionary agreements in 2012 bargaining. The St. Catharines Committee spoke of the need to allocate a four cylinder engine to our location, something that was again reiterated to Regional Manager Jim Glynn two weeks ago during his visit here.

Response to CAW Membership Regarding General Motors Profit Sharing Response to CAW Membership Regarding General Motors Profit Sharing

The Union has been very clear to its members and General Motors on profit sharing. We will continue to bargain collective agreements that give our members a greater or better right than the profit sharing schemes that our brothers in the UAW face. You can link to the response from General Motors below that helps you understand what the corporation is trying to achieve in 2012 bargaining. The Unions' intent is to go to bargaining and achieve the best agreement that it can for its' members. GM paying out sizeable sums of money now, is an obvious ploy to show the benefits of profit sharing over regular wage increases.

Letter From Kevin Williams

In solidarity

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon


G.M. Chairperson's Report
February 16th 2011

Any bonus in the uncertain times is irresponsible

In the last few weeks the media has announced another group of people from the North American auto makers are receiving profit sharing. How will the public respond to these irresponsible bonuses when we the taxpayers have not been paid back all the monies that were loaned to these manufactures as late as 2009?

How can managers like Daniel Akerson, President of General Motors Corporation and Canadian President, Kevin Williams see this as fostering a positive working environment? Is this the new GM? If it is, it looks no better than the Wall Street bankers who have been criticized so much by all of us. How quickly they have forgotten it was because of the bargaining units in Canada and the United States and the taxpayer that there was any chance of a turnaround of General Motors from near bankruptcy. It is the membership's hard work that deserves the credit for the turnaround. It is inexcusable not to recognize what the membership has done.

The Shop Committee has spoken to the Chairperson of the CAW/Master Bargaining Committee and he has sent a letter to both Akerson and Williams on this matter. This letter is on the reverse side.

Laid off workers from St Catharines not forgotten

The Production Shop Committee met with laid off production members from the GM unit at the Caw hall back on January 30th. These members had the opportunity to voice their concerns and are still hoping for some kind recall or rehire to St Catharines. The information we provided these members was of a positive nature but they were informed based on current information; a recall or rehire is not in the immediate future.

New Plant Manager

The Shop Committee met with the new Plant Manager, Carolyne Watts on February 7th. This is Watts' second time in St Catharines. Watts' first assignment was as Production Manager in the Ontario St. facility. We look forward to working with her on her return to St. Catharines. Bill Kulhanek leaves for a new assignment in Kansas City.

National CAW Critical of Allocation of Bonuses for Salaried GM Workers February 14, 2011

(Toronto) CAW President Ken Lewenza is calling on General Motors to treat all of its employees fairly, in response to the announced bonuses for salaried workers in Canada and hourly and salaried workers in the United States.

"We have never negotiated profit sharing with the company because we firmly believe that profits should be reinvested in securing jobs, pensions for retirees and further research and development here in Canada," said Lewenza.

"That doesn't mean that our members should be disregarded when the company is doing well, said Lewenza. "When GM was on the verge of bankruptcy, the company showed no hesitation in demanding our members give up past gains to ensure its survival. Now that GM's balance sheet is starting to improve, we expect our members to benefit from this recovery."

In the case of GM workers represented by the UAW in the United States, Lewenza called the bonuses deferred wages, as they were part of a negotiated settlement between the union and the company.

Link to Letter From Chris Buckley


G.M. Chairperson's Report
December 22nd 2010

The End of 4-Speed Work at Ontario St.

With General Motors ceasing production of the 4-speed work at the Ontario Street facility and only a small crew of maintenance staying behind to watch over this facility, it is the end of an era for 4-speed work on Ontario St. It is with sadness that we recognize this changing environment in St. Catharines.

No Forced Layoffs Due to Ceasing of 4-Speed Work at Ontario St.

The membership who took the 13 and 25 week layoffs from Ontario St. will return to work at the Glendale site at the conclusion of their layoff. Our members who have been given the choice to work will be moved to departments in the Glendale plant temporarily to backfill for the departmental layoffs in the Glendale facility. The union has been able to avoid any short term temporary layoff that would have caused our members to be forced to the street for a defined period of time. It has allowed senior members the opportunity to volunteer to take this layoff of known duration, in turn it gave the junior members who wanted to work the opportunity to work.

This was done because the 4-speed work at Ontario St. ceased in December of 2010 and the newly bargained GF6 transmission will not start production until January, 2012. This would have resulted in junior members being forced out while senior members willing to take this defined layoff would not have been given the opportunity. By reaching this agreement, the Union was able to reduce the number of layoffs our members would have endured until the start of the new GF6.

No Forced Layoffs for Production Before Christmas

The company asked our Maintenance Trades leadership to allow several Production workers to perform taping and painting during workplace organization for the two weeks before Christmas to avoid them from being laid off. Through discussions with the Painters, who own this work, we were able to avoid any production layoffs.

Direct Deposit Monies

Thursday, December 23rd and Friday, December 31, 2010 are the dates that monies will be deposited by the corporation while on the Christmas holiday period.

Bargaining Committee

The Bargaining Committee continues to work diligently on all the memberships needs and as GM consolidates all of its production to the Glendale facility, your Bargaining Committee will reduce in size. I would like to take the opportunity to thank all the current, as well as, past union representatives from the Ontario St. site for their hard work and dedication to the membership.

Merry Christmas

As your Plant Chairperson and on behalf of the Shop Committee, I wish you and your families "A Merry Christmas and a Happy New Year"

In solidarity

Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon, Phil Panetta


G.M. Chairperson's Report
October 29th 2010

INFORMATION BULLETIN NEW MANUFACTURING DIVISION

In accordance with Paragraph 64 of the Master Agreement, the Union and the Company have agreed that Exhibit "A" of the Local Seniority Agreement and Supplement No. 1 to the Local General Agreement will be amended to include the following:

GF6 TRANSMISSION - DIVISION - 15

A Gears (Machining)
(01)Team Member/Team Leader - Gears

B Prismatic (Machining)
(01) Team Member/Team Leader - TCH, Case and Valve Body Machining

C Assembly
(01) Team Member/Team Leader - Main Line

D Sub-Assembly (North)
(01) Team Member/Team Leader - React, Input, Output, Final Drive and Valve Body

E Sub-Assembly (South)
(01) Team Member/Team Leader - Case Sub, Rotating Clutch, Center Support, TCH Sub

F Test and Button-up
(01) Team Member/Team Leader - Test and Button-up

Supplement No. 1 to the Local General Agreement

SKOO7 Tool and Machine Maintenance, GF6 Transmission

SKOO8 General Maintenance, GF6 Transmission

Transfer Request

Transfer requests will be accepted now for the areas identified above. Any employee interested in transferring to the GF6 Transmission should complete an "APPLICATION FOR TRANSFER" form which is available from your Group Leader. You will be provided more details on the assignment prior to being asked if you will accept the transfer.

Applicants should consider the following prior to applying:

  • The GF6 will be staffed in accordance with the Agreement. Initial staffing will likely be with Team Leaders followed by Team Members as required.
  • All applicants interested in the position of Team Leader must accept the Team Leader roles and Responsibilities as outlined in the Team Leader Selection Process
  • Team members/Team leaders need to be available for travel as required. Travel may require weekdays and weekends away from home.
  • All applicants must have or be able to obtain the appropriate documents for travel outside of Canada.
  • The lock-in period for the GF6 Transmission will be the duration of the launch plus 24 months after the start of production in machining. Start of production is estimated Jan, 2012
  • Transfers will come into effect November 8, 2010

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon, Phil Panetta
CAW Local 199


GM Chairperson's Report
October 5th 2010

Health Care Trust Information Update

As the union emphasized during the ratification process, the creation of the (HCT) represents a trade-off for workers and retirees. On one hand, the (HCT) represents a safe, independent pool of capital to support retiree health care in the event GM ever again becomes insolvent. (until now, retiree health benefits had no independent financing, so if the company went broke, benefits were lost completely.) The funds in the HCT can only be used to provide post-retirement benefits; they are safe from creditors if GM ever goes bankrupt.

The National Union hopes to finalize the establishment of the HCT in the next few months, and they will provide further information updates as the legal process continues to unfold.

For additional information on the (HCT), the National Union has sent a special update that has been posted on the Local website with additional information and the status of the fund. Please go to caw199@caw199.com and look under “Bargaining Highlights” for this report. Printed copies of this update also available at the Work Centres and Union Hall.

Link to Health Care Trust By CAW Economist Jim Stanford

Skilled Trades Enhanced Retirement for Dec 1, 2010

The company informed the union on Oct 1, 2010 that all remaining skilled trades on the 2010 buyout list will be sent paper work to their current addresses. In this package, there will be documents for direct deposit for monthly pension payment and a tax waiver for retirement allowance. Please make sure that all your information is provided. If you have any questions on this enhanced retirement package please contact Dave Demarco, CAW Pension Rep. @ 6444.

Production Enhanced Retirements for Dec. 1, 2010

The Shop Committee is still in discussions with the Company in an effort to have our Production workers that are on the 2010 retirement list get an opportunity to retire this year.

In The Plant

There have been a number of issues with the Group Leaders putting the proper pay codes in for your pay. Group leaders should be making all corrections daily to prevent any unnecessary delays in our memberships’ money. To verify that all your attendance codes are correct, the membership should check on Mondays with Group Leaders or the Badge Readers for last week worked.

The Company has informed the Union that there will be shifts of work taken out of some build schedules from departments both in Glendale and Ontario St.

In the event of any temporary layoffs in your department, the low person can be reassigned to work in other divisions within the St Catharines facilities.

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon, Phil Panetta
CAW Local 199


GM Chairperson's Report
August 19th 2010

Top GM Management Visits St. Catharines

The Union took the opportunity to meet with Diana Trembly and James Glynn to ask the question on additional new products, over and above the new products that St Catharines has already announced. The Union was very clear that if GM's regionalization plan is truly going to work that a 4 cylinder line will round out the Glendale facility supporting both Oshawa and Cami products. This would bring additional security to our location into the future.

Ontario Street

Management has still not shared a plan with the Union regarding the idling of Ontario Street and how the manpower will flow to the Glendale site. With only four months until the end of the year. The leadership will continue to put pressure on management to develop a plan and eliminate the rumors and innuendo are membership is feeling.

Health Care Trust Fund

The St Catharines Master Bargaining Committee asked for a meeting on the status of (HCT). This meeting took place with the National Union on Aug. 12th. This was in regards to the newly bargained (HCT), the fund was established during the May 09 bargaining for retirees. This matter will be before the courts for the purpose of reaching a settlement with the newly established Retirees Committee and their lawyers. The company wants to establish before the courts whether the CAW is legally entitled to bargain on behalf of its retirees.

The National Union is attempting to set up a tri party meeting with the retirees committee and their lawyers and the GM Corporation. This will insure the retirees committee is given all pertinent information regarding the fund. This fund was established for retiree's benefits only and does not affect active member's benefits. The Master Committee will reconvene to review all information once the retiree's council questions have been answered.

Labour Day

Labour Day will once again be held at our Union Hall on Bunting Rd. on Sept 6th. The parade leaves the Union Hall at 11:00 am sharp . Entertainment and refreshments will be provided at a minimal cost. The Executive Board is looking for volunteers for the day. If you are interested, please call the union hall at 905-682-2611. Please watch for any additional information in next week's Labour Day leaflet.

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon, Phil Panetta
CAW Local 199


GM Chairperson's Report
June 16th 2010

New Work Announcement

The long awaited GF6 transmission has now been officially launched. It is now time to establish contractual group dept. and division numbers for production and the trades. The Shop Committee has received a copy of the established Toledo foot print. This information should help in identifying structures for our membership when it becomes time to transfer.

Master Committee Meeting

The GM Master Committee met in Port Elgin during the last weekend in April in regards to the wages that were given back to management along with their merit increases. It was decided at this meeting that the head of the Master Committee would send a letter to Detroit in regards to the disappointment the membership felt with General Motors total disrespect for the sacrifices this membership made over the last 15 months. There still hasn’t been a response from General Motors on this letter.

Summer Shutdown Information Update

Glendale Site

The HFV6 will take the first week of shutdown out (July 5, 2010) and run one shift the 2nd week (July12, 2010). Machining will run to support assembly. We were informed that this is to support Fairfax and Lansing Delta Townships assembly plants additional builds.

Gen 4 will take the first week of shutdown out (July 5, 2010) and run one shift the 2nd week. Machining shifts will be determined by inventory. Agile block and crank will follow the V8 assembly line. This additional shift is to support additional truck plant assembly volumes.

Ontario St

The Ontario St. facility will run the east side and output shaft both weeks of shutdown to support an inventory build due to the Windsor Transmission plant closing this summer and Warren ceasing to build four speed transmissions by year's end. This information hasn't changed since the last Chairperson's report.

Glendale Plant Overtime

The production Shop Committee in Glendale Avenue has had extensive discussions with upper management regarding forced overtime on Saturday in the HFV6 area and how to mitigate the problem. Dave Dean and Tim McKinnon have reached an agreement with the company and established a system for other contractual departments to sign up for overtime outside their division. This is to reduce the number of members forced in as much as possible and give other members outside HFV6 the ability to generate additional income. If you are interested in additional overtime, contact your group leader to be added to the sign up sheet.

Vacation Payout

The vacation pay and paid absence allowance eligibility date in each plant shall be June 30th. The vacation payout will be the week of June 28, 2010.

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Tim McKinnon, Phil Panetta
CAW Local 199


GM Chairperson's Report
April 27th 2010

Announcement of New Work

General Motors announced today at 10:00 a.m. the allocation of the next generation V/8 engine program for production. This new investment will bring a flex manufacturing line to the St. Catharines Glendale Avenue Facility. This means an approximate investment of $235 million for the spring of 2013. This is news that the St. Catharines Glendale Plant has been waiting for, worked for, and deserves. Our members continue to implement changes that came with our Competitive Operating Agreement (COA). Your leadership understands that some of these changes have been difficult, and appreciates your continued support. Your hard work, skill level, and dedication have finally been rewarded with more new investment.

Cast Iron Block

The Company will start the decommissioning of the Cast Iron Block on May 3, 2010 as this floor space is required for some of the GF6 front wheel drive transmission project. The Company has set a very tight schedule for our trades to remove all C.I. Block equipment that is on the floor by the end of August. Then both the addition to the building and the civil work of filling the troughs and pouring concrete in the C.I. Block area will commence after August, following this civil work the trades will then re-enter the C.I. Block area to remove any equipment, steel, gantrys, etc. above the floor level that will not be required for the new project. We will issue further updates as we get a little further into the tear-out.

Participating Dental Offices

Lake Street Dental, as listed below, is working to the cap of our new dental rates. The National Union sent every Dental Office in our surrounding communities a letter requesting them to work to the 2008 lag that our Big 3 Auto Workers are being held to. The only Dental Office that accepted to continue to work to the 2008 lag is listed below. This dental office is also accepting new clients. This information is to inform our members that do not want to continue to pay out of pocket for dental work and do not know which Dentist would not charge them. We hope this helps our members that are looking for co-operating dentists. It a shame that this list isn't much larger as it was the Big 3 that originally bargained dental insurance, that made so many of these same Dentists very wealthy.

Lake St. Dental
168 Lake St., St. Catharines, ON L2R 5Y7
905 688 -8403
There are 3 Dentists at this facility, contact is Debbie. Let her know you are a CAW-GM member.

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Phil Panetta, Mark Mazachowsky, Tim McKinnon, Wayne Gates
CAW Local 199

Related Articles

GM to invest $890M at 5 plants, including St. Catharines, Ont - Vancouver Sun Link to Article
General Motors to announce $890 million in plant upgrades - The Detroit News Link to Article


GM Chairperson's Report
March 16th 2010

Master Committee Meetings

The GM Ford Chrysler Master Committees will meet in Port Elgin on Friday, April 30th till Sunday, May 2, 2010 along with Auto Parts Sector. This meeting will be to develop a comprehensive strategy for the Auto Sector of the union. There will also be a meeting of the GM Master Committee in regards to the wages that were given back to management along with their merit raises.

Plant Volumes

These are volumes that the union has been informed of for the end of March 2010 and the beginning of April 2010. This also includes the summer shut down period build plan.

Glendale site

The HFV6 will continue to run 3shifts in assembly and machining for the month of April, with the possibility of some overtime.

Gen 4 Assembly will see two shifts the rest of March and the first week of April. V8 Machining will follow Assembly. Agile crank will follow the V8 assembly.

Agile Block will continue to run 3 shifts with some overtime. Agile Crank will follow V8 Assembly.

Ontario Street

Ontario Street will continue to run steady for the rest of the month March and all of April 2010 with some overtime in machining areas. The Forge Shop continues to run steady for the month. These volumes may change week to week and changes will be communicated to the membership as soon as possible.

Summer shut down Information

Glendale Site

The HFV6 will take the first week of shut down out July 5, 2010 and run two shifts the 2nd week July12, 2010. Machining will follow that week. We were informed that this is to support Fairfax and Lansing Delta Townships assembly plants additional builds.

Gen 4 will take the first week of shutdown out July 5, 2010 and run one shift the 2nd week with machining to follow. Agile block and crank will follow the V8 assembly line. This additional shift is to support additional truck plant assembly volumes.

Ontario St

The Ontario St. facility will run the east side and output shaft both weeks of shutdown to support an inventory build due to the Windsor Transmission plant closing this summer and Warren ceasing to build four speed transmissions by years’ end.

The Forge will be out both weeks for shut down.

This is the best information that we can share with the membership at this time and this information has the possibility to change we will let you know of any changes if and when they occur.

Additional Application Weeks

The union has bargained an additional two weeks be added to the established procedure where our members can make application for summer vacation needs. This new date will be moved, where required from March15, 2010 to April 1, 2010.

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


GM Chairperson's Report
February 25th 2010

Employment Opportunity at CAMI Automotive

On Monday, February 22nd 2010, we reached an agreement with General Motors that allows for indefinitely laid off GMCL employees, who retain recall rights, to apply for Preferential Hire at CAMI Automotive. The expected duration of this employment opportunity is 12-18 months. Employees hiring on at CAMI will accrue GMCL credited service for pension purposes. These employees will not regenerate SUB, nor will they establish a new "last day worked" for the purposes of para 54(f)

Employees receiving an opportunity to work at CAMI may begin as early as April 19th 2010. Any member who accepts Preferential Hire will retain their recall rights to their former location(s).

Eligible employees can apply from February 24th until - 3:00 pm March 19th 2010. It is important for you to note that, no applications will be accepted after March 19th 2010 and that members laid off from all GMCL locations can apply for this preferential hire opportunity and will be selected by corporate seniority.

Skilled Trades

Skilled trades with recall rights can also apply, however they will not be considered for employment until all production employees on the list have been exhausted.

Application Deadline

Special Preferential Hire Application Forms are available at the Union Hall and can be downloaded at the following link.Pref Hire Form Completed forms must be dropped off at GM Plant Security at the Glendale Avenue location, before 3:00 pm, March 19th 2010. We highly recommended that you retain a photocopy of the application form for your own records, and please do not mail the applications.

Recall List

For your convenience the St. Catharines recall list has been updated, posted on our website and can be seen at the following link. St Catharines Recall List The Link to the Oshawa Recall List is... Oshawa Recall List

The Shop Committee will continue to represent the best interests of all active and laid off workers and hope that anyone who wishes to return to St Catharines, will have the opportunity to do so, until that time this is a very good opportunity for laid off workers to not only secure your income, your benefits but also move towards retirement. The committee would like thank the CAMI plant chairperson Mike Vanboekel and National Staff Keith Osborne for their part in making this agreement happen.

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


GM Chairperson's Report
February 12th 2010

Odor Update for Glendale Facility

The odor problem had risen to the point where the union demanded the company dump and clean HFV6 Block Mod 3 Hydramation system. Management also added a biocide agent to the HFV6 Block 3 Hone system on the weekend of January 16th and 17th. These systems appear to have been the cause of the odor. Glendale’s membership should continue to see a noticeable improvement over the next couple of weeks as the plant airs out. The union will continue to have the company take samples of coolant systems which will ensure that WFG continue to make sure that these systems are maintained.

Plant Volumes

Glendale Site

The HFV6 will continue to run 3 shifts in assembly and machining for the month of February, with the possibility of some overtime.
Gen 4 Assembly will see one shift out on February 15th 2010. V8 Machining will follow Assembly
Agile Block will continue to run 3 shifts with some overtime. Agile Crank will follow V8 Assembly. These volumes may change week to week and changes will be communicated to the membership as soon as possible.

Ontario Street

Ontario Street will continue to run steady for the month of February with some overtime in machining areas. The Forge Shop continues to run steady for the month.

Manufacturing Manager's Visit

Cathy Clegg, Manufacturing Manager was in St Catharines on Feb 3/10 and met with the Shop Committee. The Shop Committee continues to keep their focus on the 6 speed transmission. Clegg reaffirmed General Motors commitment to a February 2012 start of production date for this product. Clegg was impressed with the team leader’s involvement and the commitments our team members show every day. The St Catharines membership continues to be engaged in all aspects of the business.

Bargaining Committee Elections

Bargaining Committee elections will take place the week of March 1st 2010. The entire committee has worked extremely hard over the past three years to ensure decisions that were made were in the best interests of the membership at heart. Elections are an opportunity for you to judge this committee. Unfortunately, it is also an opportunity for a few to try to tear down the unity that has been built by using negatives and innuendos to have their voice heard once every three years. We ask the membership to consider candidates that have raised issues to your leadership during the past three years and not just during election time. All serious candidates should be aware that once the elections are over and should they be successful, they will have to develop a working relationship with the committee plus work to seek solutions to properly serve our entire membership. Our success in the past three years has come from acting as ONE.

Special Meeting Today

The Shop Committee scheduled a meeting with our C.A.W. National Rep., Keith Osborne for today to demand a Master Meeting be held with the company as soon as possible. We informed our National Rep. that it was a slap in our member’s face when GM gave the managers their wages back just after bargaining. However, it is an absolute insult to our Membership that GM gave these same managers a merit increase while GM has not offered to reinstate anything to our members.

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


Plant Gate Collection - Haiti Earthquake Victims
January 20th 2010

In response to the outpouring of employee concern, we are having a plant gate collection this Wednesday, January 20, 2010 to assist with providing relief and aid to the victims of the Haiti Earthquake.

Monies collected will be forwarded to the Red Cross to help Haiti rise from the devastating earthquake, which rocked the Caribbean nation last week.

"OUR HELP IS NEEDED"

PLEASE GIVE GENEROUSLY

YOUR CONTRIBUTION DOES MAKE A DIFFERENCE


GM Chairperson's Report
January 14th 2010

Welcome back

We hope all of our members had a well deserved rest during the Christmas shutdown. We need to place the struggle of three sets of bargaining during the past year behind us. Our members need to continue to have faith that all their hard work and bitter sacrifices that were necessary last year, will allow us to be successful in moving forward in St. Catharines in 2010. Everyone knows that as the New Year is ushered in, we continue to see the ongoing effects of the Global financial crisis and the continued impact it has on our industry. Although GM is not out of the woods yet, G.M. is optimistic for the first time in many years about their products which provide a great potential for growth in sales worldwide.

What's that smell?

There is a distinct nuisance odor in the Glendale Ave facility. Since early in December 2009 the Union has received complaints about this odor in various parts of the plant. It was due to the Union's insistence that the Company agreed to bring in a third party, Ontario Environment and Safety Network, to help identify the root cause of this odor. Our Health and Safety rep. as well as the Shop Committee have been involved in several meetings in an effort to resolve this issue. We know that when our family members voice concerns and our clothes, vehicles, etc. are starting to pick-up the odor, G.M. needs to get this issue resolved as soon as possible. Ontario Environmental has taken air samples as well and swab samples to try to identify the odor. Their results state there is no compound above detection limits and this means there is no health hazard to our members. Ontario Environmental has stated that in the areas of the swabs, results have shown that there is no fungal source in the odor. These results may demonstrate there is no potential health risk to our members but it does not mean that our members are willing to live with this odor. Odor Science has identified the HFV6 Mod III Blockline coolant system as part of the contributing factor to the odor in the Glendale Avenue Facility. We have now demanded that all coolant systems be checked in the Glendale Ave. Facility. The Company has agreed to a dump and cleaning of the Mod III Blockline coolant system. G.M. needs to eliminate this odor as soon as possible. The Glendale Health and Safety Rep., with the Shop Committee will keep the membership informed as to the progress in finding and eliminating this odor.

Volumes in the Plant

Management has informed the Union of the following volumes for January:

Glendale Ave.

HFV6 Assembly and Machining will run 3 shifts with some overtime.
Agile Block will run 3 shifts with overtime.
Agile Crank will follow the Gen 4 volumes.
Gen. 4 volumes will be reduced to 1 shift the week of January 18th as well as February 1st. With Gen 4 machining to follow.

Ontario Street

The output shaft and forge will continue to run at current volumes. The east side of the road will continue to run at a 2,800 volume.

Transfers

Employees will be entitled to four transfer opportunities between divisions, departments, or groups within a twelve month period, beginning with the fourth week of every January. Please call your Committeeperson if you have any questions.

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


GM Chairperson's Report
December 14th 2009

Volumes in the Plants

The Plant Manager has informed the Shop Committee of the following volumes for the remainder of Dec/09 and the first two weeks of Jan/10:

Glendale Ave

The HFV6 Assembly and Machining will run 3 shifts until the holidays and return after the holidays to 3 shifts with a possibility of some overtime in New Year.

Agile Block will continue to run 3 shifts.

Gen 4 will run one shift the remainder of the year and the first week of January, returning to two shifts January 11/10.

The Agile Crank and Gen 4 Machining will follow V8 Assembly.

Ontario Street

Ontario St. will run at reduced volumes the rest of the year. The Forge and Output Shaft and the rest of Ontario Street will return to regular production in the New Year.

Manufacturing Manager's Visit

Cathy Clegg, Manufacturing Manager, was in the St Catharines on Dec 8/09 for a tour of our plants. The Shop Committee met with Clegg and demonstrated to her how the membership continues to have the best production practices and lives up to any and all negotiated languages to continue to be the Powertrain Plant of choice. The Shop Committee informed her that the corporation needs to take the delay off of our new investment and pull it forward so that Canadian 6 Speed Transmissions from St. Catharines can be put in all Canadian made vehicles. The GMC Terrain, Chevy Equinox and the 2011 Buick Regal will all require a 6 Speed Transmission. Clegg said that she would be able to respond to our concerns early in 2010. Clegg was impressed with the Membership’s understanding of their roles and responsibilities, and the pride in which they perform their jobs.

Health Care Trust

The sum of $30 a month per active member has started to be deducted from all members pay. The December deduction covers the month of January. This money is to go towards the newly established Health Care Trust Fund bargained in May 2009. Your local Leadership has requested that the National Union review the tax being paid on top of the $30 deduction as we did not bargain $30 plus tax. It is our position that if the deduction has to be taxed it should equal the sum of $30. We also requested that the National provide an information leaflet explaining the Trust, how it works and how it will be administered, so that we can give this information to our Membership.

Thanks For All The Support

The Membership of Local 199 GM Unit has been through the worst time in our history as auto workers, with the possibility of having worked full careers, with little to show for it. We were forced by the Governments to the bargaining table to help keep the corporation afloat and to save a grossly under funded pension plan. This pension plan has since been funded with additional monies due to the sacrifices we all made this year.

Plant Gate Collection

Thank you to all who contributed. Through your generosity, we raised $12,000! Your contribution does make a difference.

The Shop Committee as well as the entire Leadership would like to thank you for all your hard work, understanding and continued support and we wish you and your families a very Merry Christmas.

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


Chairperson's Report
November 20th 2009

VOLUMES IN THE PLANT

The Plant Manager has informed the Shop Committee of the following volumes for the months of November and December 2009. These volumes have not changed since our last Chairperson report on November 3rd 2009.

Gen 4 will run one shift till Dec 7th 2009. The machining will follow assembly. Agile crank will follow Gen 4 volumes running reduced shifts. Aluminum block will run 3 shifts with some overtime. HFV6 will run 3 shifts with some overtime.

ONTARIO ST

The east side and output shaft will be down the weeks of November 23rd, December 14th, and Dec 21st 2009.

The Forge Shop will continue to run the remainder of the year.

RETIREMENT INCENTIVE CANVASS

The current enhanced retirement canvass for both trades and production under the COA will conclude on November 20th 2009. Retirements for this program will fall within a window between January 1st, 2010 and December 1st, 2010. The number and timing of these opportunities will be determined by management. Some trades classifications could see limited opportunities.

KNIGHTS FACILITIES WORKERS

The Knights workers have a reached a tentative first agreement. A ratification meeting is scheduled for Sunday November 22nd, at 10am at the union hall. Congratulations to the Bargaining Committee and their members for all their hard work.

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


Chairperson's Report
November 3rd 2009

Volumes in the Plant

Glendale Avenue

The Plant Manager informed the Shop Committee of the following volumes for the months of November and December 2009; Gen 4 will continue to see shifts out in November and December. V8 Machining and the Agile Crank will follow the Gen 4 volumes running reduced shifts. V8 Aluminum Block will work 3 shifts with some overtime for the remainder of the year. HFV6 will run 3 shifts with overtime for the remainder of the year.

Ontario St

The East side and Output Shaft will be down the weeks of November 23rd, December 14th and December 21/09 with the possibility of some departments being reduced November 9/09. At the present, the Forge Shop will continue to run the remainder of the year. These volumes have the potential to change at any time. Any changes will be communicated as soon as possible.

Retirement Incentive Canvasses

The Union has been successful in bargaining an enhanced retirement canvass under the COA. This canvass will start the week of November 2/09 and management will be accepting applications for both Production and Trades until November 20/09. Retirements for this program will fall within a window between January 1, 2010 and December 1, 2010. The number and timing of these opportunities will be determined by management. Some trade's classifications could see limited opportunities.

Pension Information

When you receive an application from management, please see your Pension Representative. When you decide to apply, you need to produce your marriage certificate and birth certificates for you and your spouse (citizenship documents if born outside Canada) and social insurance numbers. You should also be prepared to fill out retirement initiation and intent forms and if need be, declaration of non-spousal status forms.

Remaining 2009 Retirement List

The Shop Committee will continue to have dialogue with management on the existing retirement list.

CAW Members at Ford Approve New Agreement

The new agreement expires on September 17, 2012 and covers approximately 7,000 Ford workers. For your convenience I have attached a link to the Ford Agreement bargaining highlights. Link to the Ford Bargaining Highlights

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


Chairperson's Report
September 17th 2009

GM Benefits

Since the last round of negotiations with General Motors our GM members have had a considerable amount of questions about our benefit package coverage, we have posted a summary of benefit information at the following link.GM Benefit Changes

If you have any questions please call your GM Benefit rep - Mark Roy or his alternate Rick Jones - 905-684-9688

Issued by,
Terry White, GM Unit Chairperson
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


Chairperson's Report
August 31, 2009

Volumes in the Plant

Management has informed the Union of the most up to date volumes as of Tuesday, August 26/09.

Glendale Ave

HFV6 assembly will run a full three shifts starting September 8th with machining continuing to run 3 shifts.
Agile Block will continue run 3 shifts for all of September.
Agile Crank will match the Gen 4. There is a possible week out in September.
The Gen 4 Assembly will run 2 shifts for the most of September with the possibility of going to one shift in Assembly for one week in September.
Transfer Gear remains at one shift all of September.

Ontario St

The Forge will run full the month of September.
Output Shaft will follow the East Side Warren volumes.
Ontario Street East will run at a reduced volume the week of Aug 31/09 then it should return to a volume 2,600 for most of September.

Union Leadership Changes

The position of Union Councilor and Employment Equity will be combined. Alex Latham and Julie Bartfai will be taking on both roles going forward and can be reached in either plant. Alex can be reached in plant at telephone # 6559 or PTT # 538. Julie can be reached in plant at telephone # 6559 or PTT # 534.

COA Implementation

The exiting of housekeeping continues to move forward as defined under the COA. This work will be exited and replaced by an outside firm that will be a CAW unit from within Local 199, which will have its own representation structure. These workers are primarily laid off workers from our small units who found themselves in the unenviable position of having to find work in the worst economic crisis since the 1930’s. Recognizing how painful it is to have this work done by others, we hope that all our members treat these workers with the respect with which all workers should be treated.

Grow in incentives

Management has informed the Union that they have identified 44 more grow-in opportunities for Nov 2/09. Management will continue down the retirement list until all 44 spots have been filled. When you receive this notification; if your intention is to decline, you must contact management as soon as possible. If you are a retirement eligible (55 and 10) you must contact your Pension Rep. as soon as possible to fill out retirement initiation forms.

Labour Day

The Local Union hall is looking for volunteers for assistance on Labour Day. If you are interested in volunteering please get a hold of Mark Roy through the Local Union hall. We will be selling tickets for our annual draw on Thursday, September 3, 2009 at all the gates. We would like to see as many of our members as possible at our Labour Day festivities. Labour Day Jackets will be available for those participating at a cost of $25 dollars. Please be at the hall at 10 am for the parade.

Issued by,
Terry White, GM Unit Chairperson and Wayne Gates, President
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


Chairperson's Report
August 20, 2009
Volumes in the Plant

At this time there is no information for plant volumes as several areas are expected to see increases in production due to an increase in sales coupled with a large draw down of dealer inventories. As soon as we have any solid volumes we will inform you with a new chair report.

COA Implementation

As St. Catharines management continues to implement the COA; the next stage is the exiting of Housekeeping activities as of August 31st 2009. This includes Janitors, Chip Handlers, Labourers and Tractor Drivers. As cited in point # 10 of the COA.

GM Restructuring

The new GM is restructuring the organization and integrating Vehicle Assembly, Powertrains, Stampings, and Casting under one umbrella, while reducing the number of manufacturing managers to four that cover all aspects of vehicle manufacturing.

The previous Manufacturing Manager for St. Catharines, Bill Shaw, will be leaving this position and will be replaced by Cathy Clegg. Bill had a role with GM St Catharines for a number of years; first as Plant Manager and subsequently, as Engine Sector Manager. The Shop Committee had a working relationship with Bill since his Plant Manager days in St Catharines. We hope that his replacement will be able to see the same benefit in such a relationship. Your Union Shop Committee will continue to emphasize the impressive work ethic of our membership and our ability to produce world class Powertrains to this new manager when we have an opportunity to meet.

Henry Wiebe

It is with great sadness that we inform our members of the passing of Local 199 Union Activist Henry Wiebe this past weekend. Henry served our Local in many capacities while active as a worker and also as a retiree. He will be greatly missed by all whose lives he touched.

Issued by,
Terry White, GM Unit Chairperson and Wayne Gates, President
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


Chairperson's Report
June 23rd, 2009
Volumes in the plant

Management has informed the union that they will be taking more weeks out of both plants in July and August. Listed below is the best information we have at this time and it is subject to change at any time.

Glendale

The Gen 4 will run one shift until shut down. The week of July 13th will run two shifts. The week of July 20th will be down. The week of July 27th will run two shifts. The week of August 3rd will be down. The week of August10th will run two shifts. The week of August 17th will be down .The weeks of August 24th and 31st will run one shift.

Transfer Gear will run one shift until this work is exited.

Agile Block will run two partial shifts until shutdown. It will then run three shifts until the middle of August.

Agile Crank one mod will run two shifts until shutdown then returns after shutdown the week of July 13th and will run two mod’s three shifts. July 20th will run one mod three shifts .July 27th will run two mod’s three shifts.

HFV6 will continue to run two shifts in Assembly with machining to follow until further notice.

Ontario St.

The Ontario St. location will be down the week of July 13th and will return the week of July 20th at a reduced rate. The week of August 3rd, the entire Ontario St. plant could possibly be down. Once again, Ontario St. returns the week of August 10th at a rate of 2300 a day, with Warren and Windsor volumes combined.

Output shaft will follow the Gilman Room.

The Forge Shop will return the week of July 20th at 1000 a day. The week of August 3rd will be a down week. Everyone will return the week of August 10th at a 3000 level. The warm form will be down until the week of August 10th, then will return full.

HFV6

Due to the temporary reduction of demand for our HFV6 and the delay of the third shift all 62 transfers that were honored from the May 19th canvas list will be cancelled until management can give the Union firm volumes for assembly machining and GSC.

Vacation Payout

The vacation pay and paid absence allowance eligibility date in each plant shall be June 30th. The vacation payout will be the week of June 22nd.

Our Membership and Leadership have been through some trying times this year as the Auto industry and economy continues to struggle. We would like to wish all our members and their families a safe and enjoyable summer vacation period.

Issued by,
Terry White, GM Unit Chairperson and Wayne Gates, President
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


Chairperson's Report
June 12th, 2009
Plant Volumes

The union has been informed by management of the following production schedules until the end of July:

Glendale Avenue

Gen 4 Assembly - Weeks of June 15th and June 22nd running 1 shift. Week of July 13th 2 shifts Week of July 20th down. Week of July 27th two shifts. Machining areas will follow assembly.

HFV6 - The weeks of June 15th and June 22/09 assembly will remain on 2 shifts. Following shutdown assembly will return on 2 shifts. The machining dept. will follow assembly. We have now been informed that the third shift for this area will not be required until the fall of 2009 due to excess inventory and production adjustments at assembly plants. All transfers that were offered from the May 19/09 transfer list will return to their former groups depts. and assignments.

Agile Machining - Crank will run 1 module 2 shifts until shutdown. After shutdown it will run 2 modules 3 shifts for 1 week then down the week of July 20th. The week of July 27th will be 2 modules 3 shifts. Block will run 2 and a partial shift until shutdown and will return on 3 shifts for the remainder of July.

Transfer Gear - This area will continue to run 1 shift until the end of July, taking 2 weeks out for shutdown.

Ontario Street

The whole of the Ontario Street facility will be down until July 20 with the Final Drive returning at a reduced volume of approximately 1,300 a day. The Output Shaft and the Forge will also return at the same time at 1,000 a day volume. The Met Form will not return until August 10th.

These volumes are very unstable and have the potential to change at any time.

Retirements

Due to the continuous softening of the industry there will be an additional 70 retirements and grow-in opportunities for production above the 50 that the membership has already been informed of. These opportunities are for 55-10 retirements and 26 year grows-ins. The personnel dept. will contact all eligible members as soon as possible. All 55-10 applicants need to contact the Pension Rep. in order to fill out the retirement initiation and intent forms. You will need to provide yours and your spouse's social insurance numbers as well as your dates of birth. All 26 year applicants will be contacted before they achieve their grow-in date.

Issued by,
Terry White, GM Unit Chairperson and Wayne Gates, President
On behalf of the Bargaining Committee
Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
CAW Local 199


Chairperson's Report
June 5th, 2009
Retirement Incentives:

The union has been successful in bargaining a July 1st 2009 enhanced retirement incentive for the following: All those remaining from the May 1st 2009 retirement date that were held over due to financial uncertainty, plus Skilled Trades due to retire on July 1st 2009 that were canvassed in May. There will also be an additional 50 Production members (option 55-10 and 26+ year grow-ins) allowed to exit at this time. Those retiring with a cash incentive will have the option to defer their retirement until September 1st 2009 because of a backlog at the GM Benefit Centre (Hewitt) due to the amount of retirements through the GM chain. This means you will have two options: The first option is that you would leave for the July 1st date and be paid your vacation and PAA hours owed and get your pension paid out retroactively on September 1, 2009. The second option is that you would stay and work until your official retirement date of September 1, 2009. It is the backlog at the GM Benefit Centre that is causing this delay in pension payments until September when any back payments will be paid. Grow-ins to retirement will not experience a delay in any payments. Both options above would receive their money thirty days after their official retirement date in September 1, 2009. The vehicle voucher for the trades that signed-up to leave July 1, 2009 will be issued January 4, 2010.

EI Claw back Information:

Employment Insurance (EI) and Repayment of Benefits at Income Tax Time – Year 2009

What you should know:

Whatever type of benefits you receive, EI payments are taxable income, meaning federal, provincial or territorial taxes, where applicable, are deducted when you receive them. At the time you file your income tax return, depending on your net income and if you were paid regular benefits, you may be required to repay some of the EI benefits you received. If your 2009 net income from all sources exceeds $52,875 you will be required to repay 30% of the lesser of:

  • your net income in excess of $52,875; or
  • the total regular benefits, paid in the taxation year
  • Your payback is based on the amount over the threshold only. For detailed information, go to the Local 199 CAW website (www.caw199.com) and click on the E.I. section Spousal Audits:

    The GM Benefit Center (Hewitt) will start to send out "Spousal Audit" forms on Friday, June 19, 2009. These forms must be completed and returned by Friday,August 14th, 2009! If you do not, your benefits could be affected.

    Vacation Payout:

    The vacation pay and paid absence allowance eligibility date in each plant shall be June 30th. The vacation payout will be the week of June 22, 2009.

    New Vehicle Purchase Discount:

    The employee purchase discount in the ratification highlight brochure refers to the $2,600 (Buzz bucks) additional monies that our members would have added on top of your employee discount, which is still in place for all employees of General Motors. It’s the $2,600 Buzz bucks only that will discontinued January 1, 2010.

    Issued by,
    Terry White, GM Unit Chairperson and Wayne Gates, President
    On behalf of the Bargaining Committee
    Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
    CAW Local 199


    Chairperson's Report
    May 8th 2009
    Industry Update

    On Thursday April 30th 2009, General Motors of Canada Limited signed a short term fully repayable loan agreement with the Canadian Government for the amount of $500 million. This new development is bound to drive new discussions on cost savings between GM, the Canadian Government and the CAW. This money was provided to enable GM to remain operational as they seek to achieve their new long term viability plan. As we are all aware, the Government while offering no advice at the time of bargaining in March, have since stated that the Company and the Union must take additional steps to ensure GM’s future competitiveness.

    How will this competitiveness be achieved? We believe that the agreement reached between the CAW and Chrysler Corporation does not achieve the legacy cost savings cited by both the Canadian and Ontario Government’s as being essential to create a long term future for GMCL. For example the $3,500 vacation buy back is a onetime cost savings, while beneficial for an immediate cash position does absolutely nothing to help with future costs. As well the elimination of the EI clawback reimbursement would have a devastating effect on our workforce as the only way we are avoiding permanent layoffs is through rotating temporary layoffs. Those members temporarily laid off should not be penalized by the elimination of this clawback provision.

    The Master Bargaining Committee has been called to start meetings with the Company in Toronto on Friday, May 8, 2009 at 4:00 p.m. We believe if the Master Committee remains united we can successfully achieve whatever the Government requires without impacting the most vulnerable, those on layoff. It is imperative that our Governments understand that the union has already met the Company’s criteria and gained a successful ratification and will continue to be responsible in these difficult times. However, to maintain the Union’s integrity in this whole process, we need to seek a solution that really addresses the needs of our members and their employer and not those of another competing corporation.

    Plant Volumes Glendale

    The Plant Manager has informed the Union of the following volumes.

    Gen 4 V8 will work the next two weeks of May and remove both shifts the week of May 25/09.

    Agile crank will run with the V8 until the end of May.

    Agile block will run 3 shifts until the end of May.

    Transfer gear will run one shift until the end of May.

    HFV6 assembly will continue to run 2 shifts and machining will run as required to support assembly until May 25/09 when both shifts in assembly will be down as well as machining.

    Ontario Street

    The East side will run only Warren volume during the month of May at 1080 a day.

    Output shaft will run full for the remainder of May. The Forge will continue running on one shift for the remainder of the month. These volumes have the potential to change at any time. All changes will be communicated as soon as possible.

    Issued by,
    Terry White, GM Unit Chairperson and Wayne Gates, President
    On behalf of the Bargaining Committee
    Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Tim McKinnon
    CAW Local 199


    Chairperson's Report
    May 5, 2009

    Questions and Concerns:

    Your Local Leadership sent the Company a list of specific questions and concerns raised by our members on April 8, 2009. We have received the following verbal responses from the Company:

    1) Our members that are currently retired but have not yet used their $35,000 voucher want to know if G.M. goes into CCAA are their vouchers null and void. If so, do they reinstate their value and redemption after the "stay" period under CCAA is over?
    2) The retirees that are currently in receipt of special allowance want to know if G.M. goes into CCAA is this discontinued? If it is discontinued, is it paid once the "stay" period of the CCAA is over?
    3) Is the pension wound-up under CCAA? Or is it only wound-up if there is an actual bankruptcy?
    4) Would a member who has 30 years credited service but is less than 55 years of age be able to retire immediately if G.M. goes into CCAA? Or would they have to wait until a certain age 55, 60, or 65 before they would be able to collect pension monies? Would there be an annuity purchased for us?
    5) If G.M. goes into CCAA, does this put a stay on our $100,000 special retirement incentives agreed to a few weeks ago in bargaining? If so, would these $100,000 special incentive opportunities return once the "stay" period of the CCAA is over?

    General Motors response to the above five questions is as follows: "In the event that there is Companies Creditors Arrangement Act (CCAA) or other insolvency proceedings in respect to General Motors of Canada, court proceedings would determine the Company's obligations and liabilities. Typically the Company together with the C.A.W. and other representatives of the various creditor groups would have the opportunity to make representations on behalf of their respective stakeholders.

    6) If a member was to retire May 1, 2009 and prior to receiving their $100,000 special incentive on June 1, 2009 G.M. files for CCAA would these members be allowed to return to work? Answer: The Company informed the Union that any active member that goes to "retirement status" will not be allowed to opt back into "active status." This means once you retire, there is no way back to regular employment.
    7) What happens to the payments to all our 26, 27, 28, and 29 year grow-ins that are currently outside? If their payments stop would they be considered active status and return to work in line with their seniority providing there is work available? Answer: The Company states "that all grow-ins are on a recognized leave and therefore they continue to be considered active status and would be allowed to return to work if they had seniority to hold in the plant if the Company was to go into CCAA, If they did not have enough seniority to return, they would be placed on layoff status."
    8) We need to know the current amount in our income security fund (SUB Fund)? We need to know if G.M. topped-up this fund at the 2009 Negotiations as requested by the Union? Answer: "The income security fund was renewed coming out of 2008 bargaining to $440 million level. During 2009 bargaining the Company agreed to another $125 million top-up."
    9) Are all the grow-ins paid directly from the income security fund (SUB Fund) or General Revenue? Answer: "All grow-in monies 26, 27, 28 and 29 come out of the General Revenue Fund."

    We will continue to raise our member's concerns and we will continue to update you with further responses.

    Issued by,
    Terry White, GM Unit Chairperson and Wayne Gates, President
    On behalf of the Bargaining Committee
    Gary Martin, Peter Barber, Dave Dean, Scott Little, Mark Mazachowsky, Ray Coursol
    CAW Local 199


    Chairperson's Report
    April 27th, 2009

    The G.M. Master committee was called to Toronto on Friday to attend a 1:00 p.m. meeting concerning the Chrysler Bargaining. This meeting continued to get pushed back until we finally met at 6:00 p.m. and this is when the National Union announced that they had reached a tentative agreement with Chrysler and Fiat. The details of all the changes were reviewed with all the Chrysler Leadership and they voted unanimously to accept those changes and present them to their membership for ratification over the weekend. Once this ratification takes place, G.M. and the Governments will review the terms and then we will be called once again back to Toronto to bargain on behalf of our members. Keep in mind our last contract that was ratified by our members was acceptable to G.M. new CEO, Fritz Henderson but it was not acceptable to the Provincial and Federal Governments that refuse to hand over $6.3 billion dollars to G.M. unless more changes are made.

    Although some of the details of this new Chrysler Agreement are on the CAW National's website we wanted to put this information out to our members. We have listed the changes that are in addition to the G.M. Agreement, which was reached just over a month ago.

  • The elimination of semi-private hospital coverage (which would take place on the first of the month following implementation of the agreement).
  • The elimination of the one-time vacation buyout of $3,500.00.
  • The elimination of the E.I. clawback reimbursement through the SUB program.
  • The $2,600.00 "Buzz Bucks" on vehicle purchases will be completely eliminated starting January 1, 2010.
  • The elimination of the tuition rebate programs for VTEP employees. This is not to be confused with the dependent tuition program for your children’s post secondary education that is still in place at the reduced amount of $1300 per year.
  • A reduction from the current $11.00 dispensing fee to $9.00 per prescription.
  • The second SPA week has now been converted to 40 hours vacation pay which would start next year as the vacation program begins July 1, 2009.
  • New hire program that starts new hires at 70% of the established rate with a 5% increase each year for six years. They will be required to contribute $1.00 per hour of work towards the existing defined benefit pension plan. However their pension credits will be capped at a maximum of 30 years credited service. New hires will be entitled to retiree health care benefits.
  • A Health Care Trust (HTC) has been established. This is similar to the U.A.W.'s VEBA. The HTC will be funded on a solvency basis and provide health care benefits for the retirees currently and in the future.
  • The National Union informed all the Chrysler Leadership that they have commitments from the Company and the Governments that even if Chrysler goes into Chapter 11 in the United States and CCAA bankruptcy protection in Canada the new agreement and all of its terms will be secure.

    Our Master Bargaining members have been asked to cancel their vacations and SPA weeks that they had planned for next week to be ready at a moment’s notice to start G.M. Bargaining once again. We will keep you updated as soon as possible.

    LINK to the Chrysler Bargaining Report - April 2009

    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, Mark Mazachowsky, Dave Dean, Ray Coursol
    CAW Local 199


    Chairperson's Report
    April 24th, 2009
    Volumes in the Plant

    The Plant Manager informed the Union on April 24, 2009 at 10 am of the following information:

    Ontario Street

    The transmission will run Windsor and Warren volumes the week of April 27, 2009 between 2,600 and 2,800. Because the volatility of Windsor volumes, the transmission may only run Warren volumes the first three weeks of May. The Forge Shop will run at current volumes for the week of April 27th. The Output shaft will follow the Warren transmission.

    Glendale Avenue

    The V8 will be down the week of April 27th. The week of May 4th the V8 Assembly will run one shift and the machining lines will be scheduled accordingly. The Agile block will run three shifts the week of April 27th. The Crank line will follow the Gen 4.

    High Feature V6

    Will run one shift the week of April 27th and two shifts for the first three weeks of May.

    These volumes could change at a moment's notice. We will keep the membership updated to any changes.

    May 1st Retirements

    The Union was able to secure (734) buyouts with the $35,000 vehicle voucher in our most recent round of G.M. negotiations. These are both still intact. The Governments are saying to G.M. unless they have a viable long term plan, they will not release the over 6 billion dollars that G.M. requires. G.M. has informed the Union that without the Governments release of these monies they cannot afford to pay the buyouts for July 1, 2009. The Union had several members that were expecting to retire May 1, 2009 ask them if their buyout monies are still going to be paid out. The Union then told G.M. that they need to guarantee our members who are retiring May 1, 2009 their buyout monies and the vehicle vouchers. The Company said if G.M. was going to file for CCAA protection in Canada, a Judge could order a “stay” or “hold” on all monies and therefore, they could not guarantee the buyout monies or vehicle vouchers to our members retiring May 1, 2009. Due to the Company not being willing to give the members a guarantee, the Union negotiated a letter to allow our members the opportunity to back-out of their retirements and remain on the retirement list with no penalty, if they so desire. We could not sit idly by and watch G.M. force our members to retire without guaranteeing they live up to their end of the buyout and vehicle voucher agreements they gave us back in May 2007, and again one month ago.

    Issued by, Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, Mark Mazachowsky, Dave Dean, Ray Coursol
    CAW Local 199


    Chairperson's Report
    April 7th, 2009
    Bankruptcy Protection Letter

    The following letter was received from the National Union on April 7th, 2009. Bankruptcy Protection Letter Your Local leadership has formulated a list of direct questions that may possibly impact the St Catharines membership. You will receive this information in an upcoming Chairperson's report once the National union responds.

    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, Mark Mazachowsky, Dave Dean, Ray Coursol
    CAW Local 199


    Chairperson's Report
    March 31st, 2009
    Volumes In The Plant

    The Plant Manager informed the Union on March 25, 2009 of the following information:

    Ontario Street plant

    The transmission will run only Warren volumes for the next two weeks at between 700/834 units until the end of April/09 with the possibility of some inventory adjustments. Windsor volumes are very unstable and management stated that pulls for the finial drive are reduced, most of our members from this area will return to work on April13/09.

    The output shaft will run at current volumes through April. The forge will continue to run current volumes through to the end of April.

    Glendale Ave Plant

    The Gen 4 will run one shift this week with the possibility of other shifts out in April due to lack of sales.

    Agile block has populated the third shift full. The Agile crank will run in line with Gen 4 volumes. The transfer gear will be out the next two weeks and return to one shift on April 13th.

    The HFV6 will continue to run at drastically reduced volumes. It will run one shift the weeks of Mar30/09 April6/09, and return to two shifts for the rest of April .The Union has asked what additional engine codes are available for this area in an attempt to bring some stability for our members. The company has said that they have introduced additional Camaro codes with the hope these volumes will increase and after the shutdown there will be the possibility of additional CAMI codes. These volume issues are volatile at best and can change rapidly.

    Additional Skilled Trades Canvass Required in 2009

    In accordance with point 31 of the COA, management will canvass skilled trade's members for the purpose identifying those members interested in retirement. This canvass will commence this week Mar30/09 and conclude on April 17/09. Skilled trades members who are projected to become retirement eligible after July1st /09 but prior to Dec 1st/09 will retire under the provision of point 31 of the COA when they become retirement eligible. Members projected to accrue a minimum 28 or 29 years of credit service after July 1, 2009 but prior to Dec 1 2009 will be treated in accordance with paragraph 3 of point #31 of the COA This canvass is in an effort to avoid layoffs as the previous trades canvass has been exhausted and the company continues to identify a surplus in the trades.

    Industry Update

    The St Catharines facility is still feeling the effects of the Global recession and even though we have been back to the bargaining table and given significant offsets as demanded by both the Provincial and Federal governments, the situation is still far from stable. GM for all intents and purposes remains insolvent and will continue to be until the Governments finalize the loans needed to maintain the corporation's viability. The volumes in our plants will continue to be under pressure at least until the image of bankruptcy is lifted and the public have the confidence to believe that GM will be around to honour the warranties on any new purchases they make.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, Mark Mazachowsky, Dave Dean, Ray Coursol
    CAW Local 199


    Chairperson's Report
    February 20, 2009

    Most Recent Volumes

    Management has informed the Union that production in the HFV6 assembly will go to one shift for the weeks of February 23rd and March 2nd returning to two shifts for the week of March 9th. Machining will run according to this assembly schedule. For the week of March 16th, the HFV6 will be out both shifts on assembly and machining.

    Agile block will continue to run two full shifts and a partial third with the crank running to the Gen 4 needs. The Transfer gear volumes will be at 504 a day for the week of February 23rd running two shifts. The Gen 4 assembly will take one shift out the week February 23rd with machining running accordingly. The East Side of Ontario Street will run Windsor and Warren volumes at 2900 a day for the foreseeable future, but will take the week of March 16th out to adjust inventories. The forge shop continues to run control arms at the current volumes. The Metform and the output shaft will run in conjunction with East Side Transmission production. Should these volumes change we will keep the membership informed as soon as we receive notice of any change.

    Leadership Meeting

    The entire elected leadership was brought to Toronto on Tuesday, February 17th for a review by the National Union of the financial condition of the Detroit 3 with an overview of the Global industry and the impact of the credit crisis on both. The reality is the total North American Auto Industry including the non-union transplants has been shrinking steadily for a decade or more. Manufacturers in all industries worldwide are being hammered by the financial crisis that has gripped the entire world economy. The viability of the Detroit 3 is essential to Canada’s industrial and fiscal well being. Our members and any responsible Union Official in the St. Catharines facilities knows that bankruptcy is not an option. We have to, and will find a solution which overcomes this extremely difficult environment that we are a part of.

    In the Plant

    We would like to thank the trades, plant security and the medical dept. in the plant for their speedy actions last week in response to one of our members who had a heart attack up on one of the raised decks in Glendale. Their actions were truly life saving.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz, Dave Dean, Ray Coursol
    CAW Local 199


    Chairperson's Report
    February 11th, 2009

    Most Recent Volumes

    Management has informed the Union that production in the HFV6 will remain on two shifts until May 4/09 with the third shift remaining on a temporary departmental layoff until May 4/09. The Transfer Gear volumes will be reduced and presently running on two shifts. Volumes will continue to be reduced through 2009.

    The Gen 4 will remain on two shifts; assembly and machining will run accordingly. There is a strong possibility of the week of March 16/09 being blacked-out for the entire Gen 4.

    The Ontario Street facility volumes are very unstable as management continues to try and understand where consumer demand is for Warren and Windsor products. Windsor volumes look like they will level out at 1920 a day and Warren at 1000 a day with a small amount of Chinese volume as early as February 23/09.

    The output shafts and Warm Form will run in conjunction with the Transmission.

    The Forge upper control arm will continue to run at the current volume. Management has informed the union that there will be weeks out for Ontario Street on February 16/09 and possibly the week of March 16/09.

    These weeks out and volumes could change at a moment's notice and we will keep the membership informed.

    Master Meetings

    The Master Committee has not been informed of any meeting in regards to a long term viability plan for the Detroit three automakers. A resolution, displayed on a January 30/09 Chair Report, to open Master Bargaining to help combat the worst economic conditions in the last 50 years was debated at all levels of your union. This resolution was unanimously supported by the big three Master Bargaining Committees, your local Shop Committee, Bargaining Committee and was passed by the Local Executive Board with one dissenting voice.

    With layoffs in all industries mounting daily, your local committee will continue to do what is necessary to avoid permanent layoffs. This is what we believe all of our members want. In the past few months, we have witnessed over 125,000 Canadians lose their jobs and another 350,000 are expected to lose their jobs as well in the remaining months of 2009. We must maintain a united front to retain a track record which for the past five and a half years in the trades and six and half years in production has seen no member go to the street on a permanent layoff. Now more than ever your local committee needs the support of all the members of the GM unit to continue on this path. We have been fortunate in two ways. The first is that we have a very highly skilled workforce in both Production and Trades that bring new investment and maintains employment opportunities when others are not as fortunate. The second is that we have been successful in negotiating $100,000 buyouts for all of our members as well as a voucher that you can purchase most base G.M. model vehicles without spending any of your own money. We heard many of our members say to us that instead of a watch or ring after 25 or 30 years G.M. should give us a car or truck. Well we have managed to bargain that as well.

    We have the most experienced bargaining committee of any plant and we will continue to bargain responsibly for our members and reach a resolve to the crisis we currently find ourselves facing.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz, Dave Dean, Ray Coursol
    CAW Local 199


    SPECIAL PLANT CHAIRPERSON'S REPORT
    January 30, 2009

    CAW Big Three Master Bargaining Committees Joint Meeting January 29 2009

    RESOLUTION:

    In the wake of the unprecedented downturn in the global economy and its impact on auto sales (especially in the U.S. market), and the resulting financial crisis facing the three North American auto producers, the three CAW Master Bargaining Committees (representing unionized workers at the Canadian operations of General Motors, Ford and Chrysler) met in Toronto today to discuss the current situation and next steps.

    Members of the three bargaining committees jointly and unanimously authorized the CAW National President and Master Bargaining Committees to engage in contract discussions with the Canadian units of the three automakers in coming weeks, as part of the broader restructuring of those companies (including the provision of government financial assistance to them).

    Those negotiations would be aimed at ensuring that active labour costs at Canadian facilities of the three companies remain fully cost competitive with the companies counterpart facilities in the U.S., even as those operations are restructured in coming months.

    Should these discussions result in a tentative agreement regarding proposed changes in the existing Master Contracts with the three companies, that agreement would be contingent upon:

  • Ratification by a majority of CAW members at each company;
  • Participation by the companies in a financial assistance agreement with the Ontario and Canadian governments;
  • Acceptance by the companies of agreed-upon commitments regarding their future proportional manufacturing presence and activity in Canada; and
  • Development of a comprehensive and viable National Auto Strategy, on the basis of recommendations from the Canadian Automotive Partnership Council, which addresses the industry's challenges including one-way trade imbalances between North America and the rest of the world.
  • In addition to considering possible changes to the existing collective agreement, the bargaining committees also indicated their willingness to engage in broader discussions with company and government officials regarding alternative mechanisms for funding legacy benefits such as retiree health and pension benefits.

    On Thursday, January 29, 2009 the Big 3 Master Bargaining Committees met and the above resolution was supported by the St. Catharines Master Bargaining committee. When additional information becomes available, we will keep our membership informed.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz, Dave Dean, Ray Coursol
    CAW Local 199


    Chairperson's Report
    January 23, 2009

    Welcome back!

    As the New Year is ushered in, it brings with it the exact same problems we faced at the end of 2008. Uncertainty associated with the global financial crisis and the negative effects it has on our industry are issues we will certainly struggle with for the foreseeable future. The Detroit 3, and General Motors in particular, despite the open forum in which they sought government funding, are now choosing to take a step back as they decide to see if any Government loans are too constrictive. It seems that they are now deciding how best to move forward.

    At the same time, we have become the favourite whipping boy in the media as they continue to use their forum to mislead the public by presenting fiction as fact. And jumping into leading this parade of fools is none other than Tony Clement, who by his statements, has shown himself to be lacking the facts and unwilling or unable to recognize the truth. If Clement had done his homework, he would have found out that CAW autoworkers are some of the most productive, producing the best quality our lines run, and at world class uptime. Our plants and our members are the best in the industry. Clement and the rest of the public need to realize that the CAW went to bargaining early in 2008, and bargained responsibly, saving the Detroit 3 $300 million a year over the life of the 2008 Agreement. CAW members in St. Catharines have made dramatic changes in efficiencies to maximize the chance for survival of our Plant.

    Volumes in the Plant

    Management has approached the Union with what they believe is the most up to date business plan going forward. The Ontario Street Plant will build at reduced volumes, and in the rest of January and February, the Forge will run one shift on days. In January and February, the Met Form will run at a reduced volume - the same as the eastside. The Output Shaft will return on February 2, 2009.

    The Glendale facility will take one more shift out of the Gen 4 the week of January 26, 2009, and run two shifts the month of February. The HFV6 will take the rest of January out and return two shifts the week of February 2, 2009 where the Union has agreed to a 13 week inverse layoff from February 2, 2009 forward in many areas of the plant. The week of February 2, 2009, the Union will run two shifts of Union awareness so our members will not be forced out for that week, with the company running two shifts until at least May 4, 2009. These volumes may change at any time and we will keep the membership informed of these changes.

    New Canvass for Trades Buyouts in 2009

    The Union was successful in negotiating another opportunity for all Skilled Trades to retire under the provision of the COA. There will be a two week canvas from March 9th until the end of the business day on March 20th. If you sign-up you will be expected to retire on July 1, 2009. There will be no extensions of this deadline. Unless you are scheduled to work shutdown, your last day of work would be June 25, 2009. This event will include an enhanced buyout of $100,000 and a $35,000 vehicle voucher.

    Transfers

    Employees will be entitled to four transfer opportunities between divisions, departments, or groups within a twelve month period, beginning with the fourth Monday of every January. Please call your committeeperson if you have any questions.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz, Dave Dean, Ray Coursol
    CAW Local 199


    Chairperson's Report
    December 18th, 2008
    Glendale

    V8 West - Will run one shift in Assembly the week of January 5th. Then Assembly is currently scheduled to run two shifts as normal the remaining weeks in January. Machining will man-up according to the requirements of Assembly's production. However, the company has informed the union there may be a possibility of more shifts out, either in late January or February. They do not know what the dates are yet. We will inform our members as soon as the company becomes aware of any impact to our members.

    V8 East - The Crankline will operate Mod #1 three shifts and possibly Mod #2 on dayshift only the week of January 5th. The week of January 12th Mod #1 and Mod #2 will operate three shifts. Although it is not totally confirmed yet, it currently looks as though Mod #1 and Mod #2 will also work three shifts for the weeks of January 19th and 26th as well. The Aluminum Blockline will be out the week of January 5th. You will be expected to return to work January 12th and work the remainder of January.

    Transfer Gear - The Transfer Gear will be down the entire month of January. Everyone will be expected to return to work February 2, 2009.

    HFV6 - The HFV6 will be down the entire month of January. Everyone will be expected to return to work February 2, 2009.

    Construction - All Maintenance Skilled Trades associated with construction will be out the month of January and be expected to return to work February 2, 2009. A small crew of Maintenance Trades will be required for Building Maintenance and Central Maintenance work.

    Ontario Street

    The Company has informed your union leadership that they will take the Ontario Street Plant out the month of January/09 and everyone will be expected to return to work February 2, 2009.

    The Forge Shop will run upper control arms the month of January. The Company will notify both Production and Skilled Trades workers required to work during this period.

    The company has also informed the union leadership that these schedules may change again and this is the most current information as Dec16, 2008.

    With the global economic situation worsening by the day, the products in our plants are needed less than ever before. This is a dire concern to both the union and our membership. We will continue to keep the membership informed through Chairperson reports or through the our website at www.caw199.com

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz, Dave Dean, Ron McIntosh
    CAW Local 199


    Chairperson's Christmas Report
    December 12th, 2008
    Volumes and Down Weeks

    After conversations with GM management on December 11th 2008, the only production changes we see is in the week of January 19th 2009, where the V8 West will be down to one shift and resume with two shifts until the end of January.

    CAW/GM Intra Corp. Council

    It was reported that GMCL is seeking offsets totaling $145 million by the end of March 2009, or the GM facilities in Canada could be in jeopardy. GM, even though we live in Canada, expects us to compete with the Southern U.S. transplants. Your local union leadership believe that as one of the most productive Powertrain facilities in North America, that any substantial savings should first be looked at from monies from the Master Agreement that fund National Union initiatives. These initiatives can be found on pages 118 to 121 of the Master Agreement (Appendix H and H-1). The Federal and Provincial governments are not prepared to give any funds to stave off insolvency unless the CAW is prepared to be part of the solution. With the economic situation getting worse by the day, we do not need two levels of government to dictate this point to us. The CAW has and will continue to bargain responsibly as demonstrated in our most recent set of bargaining. We also expect our governments to step up with fair trade initiatives that recognize the importance of a domestic auto industry.

    Looking forward into 2009 and projections of only a 10.5 million vehicle market, our membership may see many weeks on layoff. We will need all of our membership’s support as the union will have to be as creative as possible to avoid permanent layoffs and see that as many members as possible keep their jobs.

    New Retirements

    We would like to take this opportunity to thank all our members who have elected to retire on January 1st 2009, with a $100,000 incentive and $35,000 vehicle voucher as covered under our COA and the following leadership who have also elected to retire. Malcolm Allen, Dave Felice, Rob Jukosky, John Kearney, Ron McIntosh, Mike Murray and John Pula. We wish you all a happy and healthy retirement.

    For the membership remaining, we wish you and your families a merry Christmas and Happy New Year. And lastly, we want to thank you all for your continued support and generosity towards Community Care ($12,000 donated). This demonstrates we all realize that there are always those in positions worse than ourselves.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    Chairperson's Report
    December 9th, 2008
    Volumes in the Plant

    The Plant Manager has informed the Union Leadership that they will take the Ontario Street Plant out the weeks of December 15 and December 22, 2008 and also the week of January 5, 2009 with only the Forge Shop and Tool Room returning the week after the holidays. The week of January 12, 2009, the East Side Transmission will return at a reduced rate.

    The Glendale site will run the GEN 4 two shifts in assembly and three shifts in machining the remainder of 2008, and will return after the holidays and run the same shifts until January 19th, where they may remove one shift. The transfer gear will take out the weeks of December 8, 2008 to a partial shift, and then will take out the rest of transfer gear until January 19, 2009.

    The HFV6 will run one shift the week of December 15, 2008 and the week of December 22, 2008. Management will also remove the weeks of January 5, 2009 and January 12, 2009 and return to one shift for the rest of January, returning to three shifts the first week of February. The Aluminum Block area will be down the weeks of December 15 and 22, 2008 and return to regular production on January 5, 2009. These supplier issues and volume adjustments can change rapidly--we will keep the membership informed. We have also been informed that there is a one year delay in the launch of the new 6 Speed Transmission, the launch is now scheduled for the 2nd Quarter of 2012. This delay, while not good news, is still better than an outright cancellation.

    New Retirement Date

    A further 100 retirements has been announced for production for March 1st of 2009. These retirements are under the provisions of our Competitive Operating Agreement and each worker retiring will receive $100,000 incentive, plus a $35,000 car voucher. The next people identified in production with the end of 1978 seniority will have an opportunity for March 1, 2009 and must see the Pension Reps with their spouse’s date of birth and SIN number as well as their own SIN number and must be prepared to sign a Retirement Initiation form (RIF).

    Industry update

    With the recent announcement of 550,000 jobs lost in the United States in November, plus 70,600 in Canada during the same period, the current economic crisis continues to worsen. This accelerated job loss in the U.S. is the worst monthly loss since 1974, and there are concerns that things will continue to deteriorate. Should economic activity continue to shrink, we know for certain there will be more job losses. We also know that those without jobs are very unlikely to purchase new cars, which in turn could reduce volumes in our plants. With this in mind, it is important that we continue to work to demonstrate that if further volume is to be lost due to declining economic activity, that the volume should be reduced from locations other than St. Catharines. The continued implementation of the COA (Competitive Operating Plan) and GMS (Global Manufacturing System) principles is absolutely vital ensuring that our plant is around for better times. Now is the time for common sense, because no matter how bad things become, sooner or later there will be a recovery. Let us all make sure we are part of that recovery when it starts.

    Union Rezoning

    Labour Relations has continued to put pressure on the Union to reduce representation to what they believe to be the appropriate level, as specified under the Master Agreement. As the membership continues to be reduced through attrition, so will the number of representatives in the plants. The membership will continue to see representation changes as we go into 2009. The leadership, therefore, must continue to pull together and work as hard as our members if we are to endure this current economic crisis.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    Chairperson's Report
    November 25, 2008
    BUY CANADIAN - BUILD COMMUNITY RESOLUTION

    Schedules For The Rest Of 2008

    The Plant Manager has informed the Shop Committee that all of the Ontario St location will be laid off the week of Dec 15, 2008 as well as Monday, December 22nd and Tuesday, December 23rd of Christmas week. There is a possibility that the HFV6 Area as well as the Transfer Gear Area at the Glendale site may also be affected by layoff in the same time periods as above. The Gen 4 volumes look to be steady, although this area may be affected by removing one shift during the same time period. These volumes are not set in stone and could change at any time. If any changes occur, we will let the membership know immediately. Our members that have chosen to retire and will be affected by this layoff will have these 56 hours of layoff count towards their 1000 hours.

    The Xmas holidays December 24th, 25th 26th, 29th, 30th and 31st. will add up to another 48 hours and can also be counted towards your 1000 hours.

    The Detroit 3 and Government Loans

    Over the last few weeks, the media has negatively focused on the Detroit Big 3's need for government assistance. It seems that the press has found it necessary to question our wages and benefits saying those decades of giving in to the union’s unrealistic demands have made the Detroit 3 non-competitive with the off shore automakers. What the media and public seem to miss is the fact that these Detroit automakers have made billions of dollars off our labour and totally mis-managed the corporations. The media have seemed to overlook the fact that most local unions have made significant work practice changes in order to help make their plants successful. The membership in St Catharines needs to stand up and tell local politicians that our wages and benefits and our hard work have made local communities what they are today. The critics need to be asking the politicians why they don’t insist on fair trade instead of free trade. We cannot just allow any country to import and sell vehicles in our country, while these other countries either do not allow our country to import and sell vehicles in their country or place severe restrictions on how many vehicles we are allowed to bring into and sell in their country. The Big 3 would not have any need to ask our Governments for financial assistance if our Politicians would have the sense to only agree to trade agreements that allow an equal numbers of vehicles build domestically and sold in Japan as Japan imports into Canada.

    Buy Canadian Resolution

    If any of our members can take some time out of their busy schedules, we would appreciate your support on Thursday, November 27th at 7:00 p.m. at the Regional Headquarters, 2201 St. David’s Road, St. Catharines. The C.A.W. will be giving a presentation on why all Municipal Government purchases should be products produced in Canada. We will be attempting to pass a resolution on "Buying Canadian". This is an important meeting and we all need to make our elected local Politicians think before they decide on what and where they are purchasing products from. Every decision to purchase Canadian built products helps in maintaining and/or growing employment opportunities for people in our communities.

    The rest of this year will be full of unrest while the Company tries to get funding and adjust their inventories to consumer needs. The Shop Committee will continue to keep our membership informed of any major issues.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    CHAIRPERSON'S REPORT
    November 11, 2008
    Retirement Date

    The Company has informed the union that 100 production members will be able to retire on January 1, 2009 with a $100,000 retirement incentive and a $35,000 vehicle voucher. All skilled trades that are eligible on January 1, 2009 are going to be able to retire and as the trades accrue 30 years they will go on the first day of the following month. Any other dates for production will be identified by the company and the union will inform our membership as soon as possible. Hewitt now has all retirement information forms in their possession. Hewitt will process and return all forms to St Catharines by November 21, 2008. All final papers must be back to Hewitt by December 12, 2008 for those retiring to receive their first pension check by January 1, 2009. You will be contacted by management when you are required to sign these final papers. Please be sure to bring your TD2 and direct deposit forms with you at this time.

    RRSP and Christmas bonus

    Your Special payment at Christmas will paid out the week of December 8, 2008.

    Under your group RRSP and savings plan with fidelity investments you may elect to direct all or a portion of your special payment to a personal or spousal RRSP account.

    Your selection must be a flat dollar amount (not a percentage).

    To make this selection must call Fidelity directly at 1-800-945-4646 between November 5 and November 19, 2008 (8:00a.m. to 8:00p.m.)

    Any monies directed to an RRSP will be on pre-tax basis, but any required premiums such as CPP or EI will be deducted.

    Volume adjustments

    Management has informed the union that they will be closing the Ontario Street location for the week of November 24, 2008. The union is concerned that there could be additional inventory adjustments in either location in December.

    3rd Quarter report

    GM’s third quarter report was nothing less than dismal. The corporation reported a loss of $2.5 billion for this period and burned through $6.9 billion in cash. Without some kind of government intervention in the form of a cash infusion, loan guarantee or industry conditions significantly improving, GM could possibly run out of cash by the summer of 2009.

    Remembrance Day

    Please observe a two minute silence at 11:00 am today.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    CHAIRPERSON'S REPORT
    October 23, 2008
    Retirement Canvas

    Any production or skilled trades who have signed up to retire and are eligible as of January 1st 2008 or higher please contact your pension representative to sign an intention sheet and a retirement initiation form. The packages previously sent out were incomplete. These new sheets are still intentions and are not considered your final papers.

    The 2009 Retirement canvas is complete: 449 in production, 203 in the trades have expressed their intention to retire. Of this total 157 are 26 and 27 year grow in options for production and 30 for the trades. There could still be some late numbers attached to this list as those laid off send their replies for the canvas through the mail. The Company still has not set a date for the first wave of retirements but the union expects the date to be early in 2009.

    COA Steering Committees

    The Union has been involved with sub committee and steering committee meetings for the last three weeks and some of these discussions have resulted in the implementation of some of the competitive operating agreement in areas of our plants. The sub committees continue to work through issues to ensure a smooth transition to any new work practices.

    1. The GMS Sub Committee has established a canvas for production team leaders in all of the HFV6. The Union and the Company will review all applications submitted by our members at the end of this week and next week. Any discrepancies in the selection process will be brought forward to the Plant Manager in a steering committee held on Friday mornings each week.

    2. In the Breaks and Rotation Sub Committee, the Union has been able to secure the existing job rotations in all areas of the plant. These rotations will stay in place and a pilot area will be established in the HFV6 to work through the new GMS language that was negotiated in the COA. The support of our membership and their insight into job rotation helped open dialogue with the Plant Manager to keep our established rotations in place.

    3. The Skilled Trades Sub Committee will start working through a migration plan for the trades now that we know the numbers wishing to retire in each trades classification. The Shop Committee will work through plans to support the implementation of the COA and the migration period with further information following in reports from the trades’ representatives.

    4. The GSC Sub Committee has been involved in dialogue for group structure changes, rate of pay changes, and job assignment changes. The work practice changes will be cascaded to the membership as soon as all dialogue is complete.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    CHAIRPERSON'S REPORT
    October 8, 2008
    Pension Seminar

    The pension seminar on October 2nd was very well attended; we estimate that approximately 950 of our retirement eligible members were in attendance. We would like to thank John Kearney and Dave DeMarco for putting on a very informative presentation, answering all questions during and after the meeting and in turn, making it easier for our members to make informed decisions about their futures. We were pleased to see so many of our eligible members show an interest in retiring as this will help alleviate the possibility of layoffs in the near future.

    HFV6

    In review of our new core business within the HFV6: by November 3, 2008 the Company will have added approximately 97 jobs within Production and Skilled Trades to be able to operate a third shift in Assembly. (67) jobs within Production and GSC, and (30) jobs between Tool and Maintenance Skilled Trades. The third shift in assembly will commence the week of November 3rd. All G.M. facilities need to be GMS compliant and this includes: job rotation, new team leader language, newly defined break times. These changes are necessary to maintain volumes, and have the ability to grow employment in the future. When populating this additional shift, all production work practice changes negotiated, agreed to and ratified in the C.O.A. (Competitive Operating Agreement) will be in place.

    Industry Overview

    During the last couple of months the automotive industry has continued to suffer from a lack of sales and news of plant closures brought on by the global credit crunch. This situation has brought about the bankruptcy filing of the largest US Chevrolet auto dealership, Bill Heard Enterprises due to the declining automotive market. Overall, light vehicle sales hit a 15 year low in September, with a fall of 27% compared to last year. The global credit crunch coupled with high gas prices continues to wreak havoc in our workplace. Due to this situation only plants with the most progressive work practices will stand a chance at surviving and possibly grow in these difficult times.

    G.M. Unit Meeting Reminder

    There are two GM unit meetings on Thursday October 9th, 2008. Meetings will be held at the C.A.W. Hall on 124 Bunting Rd. The first meeting will be held at 1:00 p.m. followed by another meeting at 3:30 p.m., in order for all our members to have an opportunity to attend.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    CHAIRPERSON'S REPORT
    September 30th, 2008
    New Work

    Powertrain Transmission Engineers met with management in St Catharines last Thursday for an overview of the other Powertrain facilities that have a 6 speed fwd transmission either in production or in the process of installing a module.

    On Tuesday September 23rd and Friday, September 26th the Shop Committee held Steering Committee meetings with St Catharines management. The parties agreed to establish sub committees for Skilled Trades issues, New Product issues, GMS issues, GSC issues Labour Relations issues, and Work Practice changes. The Plant Manager on Friday gave the union an overview of Thursday's discussions with Powertrain. The Company informed the Union that there are five modules of 6 speed front wheel drive transmissions. Korea and China are currently producing 6 speed transmissions. Mexico starts producing in May 2009. Toledo starts producing in February 2010 and St. Catharines will start producing in April 2011. This is truly a global product.

    Pension Seminar

    On Thursday, October 2, 2008 there will be a pension seminar at the C.A.W. Union Hall, 124 Bunting Road. The times of the meetings are: 1 p.m. and again at 7 p.m. Your Pension Reps will be there along with a certified Financial Planner from Prudential Securities, Eileen Dunne. Please bring your spouse or family members to this important meeting.

    National CAW President in Welland

    Your new National President Ken Lewenza will be in Welland Oct 1st/08 for a rally that will start at 4pm at local 523/275 union hall on 16 Steel Street. This rally is to kick off the next phase of the Manufacturing Matters campaign, and to support Brother Malcolm Allen’s campaign, to give us a voice from labour in the House of Commons, we urge all leadership and members to participate in this Rally.

    GM Unit Meeting

    There will be a GM Unit meeting held on Thursday, October 9, 2008 at 1:00 p.m. until 2:00 p.m. and another meeting will be held at 3:30 p.m. until 5:00 p.m. to answer as many Questions as possible on what is happening inside the GM Unit. This meeting will have all leadership in attendance.

    Update on Local President Wayne Gates

    As many of the membership know, Wayne has been off of work for a heart valve replacement. Wayne had the surgery on Sept12/08. We would like all the membership to know that Wayne is at home and on the mend from this major surgery and wants to thank all the membership for their kind words and support. Wayne will keep us all informed of his recovery. We all wish Wayne a speedy recovery.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    CHAIRPERSON'S REPORT
    September 25th, 2008

    The situation in the auto industry is getting worse by the day. We are witnessing an almost complete collapse of the U.S. market. G.M. is offering employee pricing, dealer incentives, cash incentives, gas cards, bring your leased vehicles in early, basically anything to try and sell a car or truck. G.M. in Canada was hurting so bad they decided to cancel all incentives on their leasing programs and charge the going bank rates of between 10% and 13%. This decision has resulted in a drastic decrease in sales over the past few months. G.M. has informed the union that they believe 2009 will be the worst year in the automotive business that they may ever witness.

    The Union has never seen our plants riddled with so many layoffs in decades. There is no end to these layoffs in sight as the truck plant closure is devastating our V8 engine business. V8 volumes continue to drop and we may experience a weakening of our V6 business. At Ontario Street, our transmission business is taking a big hit in volumes as G.M. is replacing four speed transmissions with six speed transmissions in their small vehicles to increase gas mileage to attract consumers. Consumers are shifting away from V8’s to V6’s and from V6’s to 4 cylinder engines due to the price of gas.

    Knowing that 2009 is going to be a very bad year for our members we demanded meetings with General Motors in an attempt to negotiate more opportunities for our members to be able to retire. The Company is estimating that they will need to eliminate between 500 and 700 jobs in 2009 due to the state of the business and work we are exiting in order to obtain the new transmission work. If we get enough Production and Trades to take one of these four options we have a chance at avoiding permanent layoffs in 2009. We are pleased to announce that we were successful in negotiating 256 opportunities for our members that will have 26 and 27 years of credited service by January 1, 2010 to be able to retire.

    The 4 options our members will now have are listed below:

    Option #1= If you have 30 or more years of credited service you can sign-up for 2009 and receive $100,000 buyout and a $35,000 vehicle voucher. If you are 55 years of age with 10 or more years of credited service, you can sign-up for 2009 and receive $100,000 buyout a $35,000 vehicle voucher and a pension that reflects your years of credited service.

    Option #2 = If you have 29 years of credited service you can sign-up for 2009 and receive a weekly payment equal to full SUB over a one year period and then you will receive a $50,000 buyout and a $35,000 vehicle voucher and a 30 and out pension.

    Option #3 = If you have 28 years of credited service, you can sign-up for 2009 and receive a weekly payment equal to full SUB for two years and a $35,000 vehicle voucher and a 30 and out pension.

    Option #4 = If you have either 26 or 27 years of credited service, you can sign-up for 2009 and receive 65% of your gross wages, a pro-rated vehicle voucher of $31,000 and after 3 years or four years a 30 and out pension.

    Keep in mind that after January 1, 2010 the 26 year and 27 year options will not be available. The 65% wages, and the payments equal to full SUB, are not EI and SUB monies. This means that you have no forms to fill-in, you can travel anywhere you desire, and no restrictions on addition monies earned. A retirement canvas for ALL of the above options will begin on September 29, 2008 and finish at 4 p.m. on October 14, 2008. The Company is working with Hewitt to set a retirement date as early as possible in 2009.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    CHAIRPERSON'S REPORT
    September 10th, 2008
    New Product Announcement

    The Plant Chairperson, Terry White and Vice Chairpersons, Gary Martin and Peter Barber met at 3 p.m. on Tuesday September 9th in Bill Kulhanek's office to hold a conference call with a high ranking General Motors official. It was confirmed to the Union that G.M. St. Catharines will receive a 6-speed Fwd transmission product.

    As you are aware the Union issued a leaflet on Tuesday stating our disgust with the Company not having the decency to inform the Union that our location has officially received a new product. We know that the Globe, the Toronto Star and local radio stations leaked information of government funding during the last few days. However, the Union had to wait to be told by a General Motors official, and that was done only yesterday. That is why we are handing out another Chairperson's Report to now confirm this outstanding news for our members.

    Your Union will now be involved in a number of meetings to review the language that was negotiated in May 2007. We have numerous questions and concerns as we know our members do, and we will distribute chair reports in a question and answer style in the near future.

    Your Leadership appreciates the support and trust shown to them by their members during this very lengthy waiting period of 16 months. It is the membership’s skills, attitude, ability to adapt to change, and experience that made this announcement possible and we thank you for that.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    CHAIRPERSON'S REPORT
    September 8th, 2008
    Government Funding

    The government and General Motors have entered into an agreement for funding of a six speed front wheel drive transmission for the city of St. Catharines. This is another step in the road towards a new transmission product for the Glendale facility. The leadership is disgusted that our membership had to read about this news through the media and not hear it from the Chairperson of the shop committee and President. As of the time of writing your local leadership has still not been informed by management.

    The Shop Committee along with the head of the CAW Inter council Chris Buckley are frustrated with the fact that General Motors of Canada Limited has still not been forthright with this union in its obtaining of Government funding. We believe that General Motors Canada do not understand how company-union relationships must work in these troubling times. Their inability to inform either local leadership or the head of the Inter council before the media is an attack and insult to this membership and the union. These actions taken by General Motors of Canada and the St Catharines Plant manager's inability to provide any information other than what we have read in a media release, has forced the union to drive a meeting with Powertrain engine sector Manager Bill Shaw and the Plant Chairperson with both Vice Chairs for some definitive answers on this intolerable situation. Only General Motors could take a good news event and make it a negative.

    New Work

    As agreed to during recent negotiations between General Motors of Canada and CAW local 199 as specified in our COA, General Motors of Canada will reallocate specific product and/or services with the announced allocation of the six speed front wheel drive transmission. It is anticipated that the announcement will occur no later than 4 weeks following notification of Government incentive support.

    Power Train

    John Buttermore and Bill Shaw had a positive visit on September 4th in both the Ontario St. and the Glendale sites. This membership’s ability to understand the processes and work they perform on a day-to-day basis combined with a strong work ethic continually allows us to put our best foot forward. Buttermore and Shaw engaged the membership on the plant floor, asked questions and were well received by our members. This type of action continues to give the St. Catharines facility double digit performance and make our plant green on the score boards.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    SPECIAL CHAIRPERSON'S REPORT
    August 27, 2008

    In May of this year we experienced history when General Motors announced the Windsor Transmission Plant closure during negotiations. It was C.A.W. Leadership that rallied to ensure the members of Windsor received the very best agreement possible under these difficult circumstances.

    Two weeks after negotiations were completed, General Motors announced the closure of the Oshawa Truck Plant. Once again, it was C.A.W. Leadership that took appropriate action. It was this action and C.A.W. Leadership’s tenacity and experience that led to a resolve that ensured the Oshawa members received the very best settlement under these extremely difficult set of circumstances.

    Shortly after the announcement of the pending Oshawa Truck Plant closure, General Motors announced that it will remove almost 900,000 trucks and SUV’s out of its’ build schedule going forward. Your C.A.W. Leadership knew that this would put St. Catharines in an extremely difficult position as G.M. would now require 900,000 less 6 speed RWD (rear wheel drive) transmissions.

    The company informed the union on August 1st that another module of the 6 speed rear wheel drive transmission would no longer be required. Knowing that we demanded a top level meeting on August 5, 2008 with G.M. officials to state our concerns and our expectations for our member’s working futures.

    Your C.A.W. Leadership is involved in yet another top level meeting today in Toronto. The purpose of this meeting is to convince General Motors to award St. Catharines a 6 speed FWD (front wheel drive) transmission product. We believe that all Canadian vehicles that require a front wheel drive transmission should be built in St. Catharines. This would mean that we not only produce for Oshawa but we would also produce for CAMI . The potential growth of the 6 speed FWD transmission will create employment opportunities as almost every new vehicle G.M. produces will need this type of transmission.

    Your C.A.W. Leadership is doing this in an effort to secure the working futures of all our members in St. Catharines, which include the 282 members currently working in Oshawa. We will continue our efforts to secure new investment until all our members are back working in St. Catharines where they belong and have a sense of security going forward.

    We will issue an update of today’s meeting the week of September 1st.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    Chairperson's Report
    July 23, 2008

    On July 16, 2008 President Wayne Gates and I went to Toronto to meet with our National Union and Divisional Labour Relations. The purpose of this meeting was to inform Divisional Labour Relations on the issues facing our members in the St Catharines facilities. We discussed the commitments that G.M. gave to your leadership and our members. On behalf of all of our members, we then informed General Motors of our positions. They are as follows:

    1. General Motors has demonstrated their ability to meet supply and demand of vehicles by producing flexible vehicle assembly plants, such as the one in Oshawa. Your leadership will continue to try and convince General Motors that they need this same type of flexibility when producing Powertrain products, such as engines and transmissions within our facilities in St. Catharines.

    2. Due to the fourteen month delay of implementing our C.O.A. and the reduction of both V8 and RWD products we believe GM should announce that St. Catharines will receive 6 speed Transmission Modules that will have the flexibility of producing transmissions for both the Zeta (RWD Platform) vehicles and the new Epsilon II (FWD Platform) vehicles that the Oshawa facilities will produce. This type of flexibility will allow St. Catharines to meet the ever changing market demands.

    3. General Motors should bring all the V8 engine business they have remaining in North America to St. Catharines. Their decisions to award St. Catharines this business can be supported by our membership’s performance and our number one ranking in the most recent Harbor Report.

    4. We want St. Catharines to be the Global Lead Plant (the first module for implementation) to have the ability to produce 4 cylinder, 6 cylinder and 8 cylinder engines off of the same assembly line. In order to have this ability we would require a new pedestal designed assembly line. We were informed that the new Generation V engine assembly will be a pedestal design. We now need G.M. to go forward with their commitment to bring this work to St. Catharines.

    5. The Corporation must continue to provide adequate buyout strategies (Doc 12's and 13's) for the St Catharines facilities in an effort to maintain and reach full employment.

    It's important that all our members understand the harsh realities that are currently facing us within the automotive industry. The leadership appreciates our members continued support, as a union we must be united in our efforts to find viable solutions to ensure a working future for everyone.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    Chairperson's Report
    July 16, 2008

    Welcome back from a well deserved summer shutdown. While you were off, the situation in the auto industry has deteriorated even further. Some of the reasons behind this are as follows: obviously the price of oil, the credit crunch that's facing us all has hit manufacturing extremely hard, plus the public has lost faith in the top leadership of G.M. to turn the corporation around and put practices in place to survive this economic down turn is clear as GM shares continue to tumble.

    New Product Allocation

    General Motors informed the Union during the shutdown period that all new investment will be put on "pause" as they review their product portfolio. This is due to a shift in the U.S. and Canadian markets from big SUV's and trucks to the smaller crossover vehicles and cars. This means the Rear Wheel Drive Transmission program is also being reviewed. The head of Labour Relations in Canada informed both the National and Local Union that GM wants to keep its commitment to St Catharines.

    The Future of volumes in St Catharines

    The Ontario St Site

    Final Drive Area will see increased volumes to around 6,200. The Rad line will reduce one shift when Oshawa truck goes to one shift Sept 9/08. The forge shop will continue to adjust its upper control arm inventory levels through the rest of the summer and into the fall.

    The Gendale Site

    The HFV6 will continue to run at its present volumes as GM tries to determine their new product allocation and when they need more of these engines. The Agile areas will continue to run at its present volumes although our V8 cranks will be affected by V8 sales. The transfer gear stays at its present volumes. The Gen 4 could be affected with GM changing direction in what products are being produced for the North American market and we have daily discussions with management on the ever changing V8 market.

    What's next?

    We now know that the Oshawa Flex Plant will build vehicles on both the ZETA (RWD) and Epsilon II (FWD) platforms. Although G.M. only committed to a RWD Transmission for our location, we are trying to convince G.M. to have our new transmission lines flex between front and rear wheel drive applications to meet both Oshawa’s demands as well as the global market demands. This can be accomplished with a modest investment over and above what was already committed to for St. Catharines. We also believe our members have worked extremely hard to make our plants amongst the very best in Powertrain. We need to convince G.M.’s strategy board members that GEN V can be a pedestal design that has the capabilities of producing 4, 6, and 8 cylinder engines to meet customer demands as we have seen how they can change dramatically in a very short period of time. We will continue to be creative and always look ahead to provide our members with a working future.

    2008 GM Health Care Spouse Audit

    On June22/08 GM sent out a random audit to roughly 10,000 hourly members and retirees. IF you receive this audit YOU MUST complete the form and provide the requested documentation. Return the audit in the envelope provided BEFORE AUG 15/08. Failure to do so will result in the cancellation of health care benefits for your spouse SEPT 1st. For further information please contact Mark Roy or Rick Jones at 905-641-6444 or 905-684-9688.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, John Arntz,Ron McIntosh, Dave Dean
    CAW Local 199


    Chairperson's Report
    May 27, 2008

    Ford set the pattern for 2008 bargaining. This means that G.M. is determining what Ford actually agreed to, concerning some of the pattern. Your Leadership has raised several questions to the Company and we have listed a few of them below, in order to obtain answers to our member’s concerns as soon as possible:

    Q. What week is this $2,200 bonus going to be paid to our members?
    A. The company stated they are going to pay the $2,200 bonus the week of June 2, 2008, however due to EI currently stating that the bonus will be allocated to the week of ratification, May 12th 2008. The National Union along with General Motors has agreed to withhold the monies of all members not at work that week. The week when the money will be paid will be communicated as soon as the allocation issue for those not at work is resolved.

    Q. Can we use Fidelity for the $2,200 bonus and the $3,500 July 2009 payment?
    A. The Company has stated that it would be physically impossible to set up the use of Fidelity for the $2,200 bonus as it is only a few weeks away. They are going to attempt to offer the use of Fidelity for the July 2009 payment of $3,500.00

    Q. Can the $35,000 car voucher and the $2,600 vehicle discount be used together?
    A. The Company has stated that this voucher and the $2,600 discount starts with the 2008 agreement on September 17, 2008 and they are determining how this voucher is to be applied.

    Q. Can a couple that both work for G.M. coordinate their benefit and use two vouchers for one vehicle and is there any tax withheld on the voucher?
    A. Once again the Company is getting all the details on this voucher.

    I would like to thank the Shop Committee for the solidarity they showed the Plant Chairperson while bargaining under extreme pressure to achieve an agreement that satisfied 87.5% of our entire membership. This was the first set of negotiations that any local committee managed to resist any Company demands or changes to our local agreement and still make gains for our members.

    Our President, Wayne Gates continued applying political pressure on the appropriate Government Officials to assist our Committee in securing future product allocation for St. Catharines. Our Committee also worked with Wayne at the bargaining table to give us the ability to help secure our C.A.W. Union Hall.

    I would also like to take this opportunity to thank the in-plant Committee for a job well done while the Shop Committee was out of the plant bargaining our new agreement. A special thanks goes to Mike Murray for filling in as Chairperson in my absence. Membership should feel confident their leadership continues to demonstrate their experience and ability to take on and resolve the issues facing our members every day.

    In the Plant At Ontario Street, all of the East Side will be down the week of June 2nd. The West Side will continue to operate as normal. There may be further weeks out of the Ontario Street operations during the weeks of August 11th and August 18th. The forge is contemplating shutting some of its operation down the weeks of June 16th and June 23rd as well as the two weeks of shutdown. At the Glendale location the HFV6 volumes remain constant for now. The Gen IV volumes also remain constant for now. Some of the Transfer Gear area will be down the week of June 2nd. Keep in mind that volumes are changing daily and things may change.

    Issued By:
    Terry White, GM Chairperson
    Wayne Gates, President
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, Ron McIntosh, Dave Dean, John Arntz,
    CAW Local 199


    Chairperson's Report From Bargaining
    May 13, 2008

    Your leadership has several years of Big 3 negotiating experience; none of us have ever witnessed anything equal to this set of bargaining. G.M. told the union that the Ford pattern is too costly for General Motors. In fact, they stated it adds $1.59 per hour of cost to each G.M. worker. At the time of writing, G.M. has yet to agree to match the pattern set by Ford.

    St Catharines and Oshawa have no commitment for any new work, or a commitment for any future products either. The only commitment G.M. has announced is to close the Windsor Plant, affecting 1400 workers, by July 2010.This will impact our operations.

    The union has issued a deadline of 6 pm Wednesday, May 14th to General Motors to reach a tentative agreement. G.M. is trying to get cost savings from every Local in order to offset the alleged added cost due to the Ford pattern.

    We want a commitment to our six speed RWD transmission and any possible future Powertrain investments.

    We know that a lot can happen in the short time that remains. We are determined to get work for our members. If we reach a tentative agreement you will be asked to vote on its ratification on Friday, May 16th at 12:30 (location will be announced). We know that a long weekend is not the best time to decide your future. We selected Friday so that you could have the remainder of the 4 day weekend to spend with your friends and family - see you there.

    Issued By:
    Terry White, GM Chairperson
    Wayne Gates, President
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, Ron McIntosh, Dave Dean, John Arntz,
    CAW Local 199


    Chairperson's Special Report
    May 5th 2008

    Ford Agreement Highlights

    The Master Committees from Ford, General Motors and Chrysler met with the National Union on Friday to review the new Ford tentative agreement. The Union felt that after some early probing sessions with all of the Big Three companies early bargaining would be beneficial to all CAW workers at the Big 3. We all know that this will be the toughest round of major auto bargaining we have ever faced. The economic downturn in the U.S. coupled with record oil and gasoline prices, not to mention the high Canadian dollar leaves us in a very difficult position to secure a contract along with new work.

    National Union President, Buzz Hargrove felt that Ford would be the optimal place to set the pattern so we could achieve the best agreement for the times in which we find ourselves.

    Listed below are some highlights of the new pattern agreement:

  • No two tier wages.
  • PCOLA was maintained and will increase on October 1, 2009 and October 1, 2010 for active member’s basic benefit and 30 and out pension and current Retirees pension.
  • There is a 36 month grow-in for new hires, which replaces our 18 month grow-in.
  • $2,200 signing bonus.
  • The present rate of COLA minus 5cents will be folded into the base rate in September 2008 and it will then be suspended until December 2009.
  • After the COLA roll-in, there will be no base rate increases during the life of the new agreement. COLA is expected to increase $1.02 over the last two years of the agreement.
  • $2,600 vehicle discount for active and retired workers. The $1000 for insurance was eliminated.
  • Special December payment continued at $1,700
  • Restructuring Allowances increased from $70,000 to $75,000 plus $35,000 new vehicle voucher for Production and $90,000 plus $35,000 new vehicle voucher for Trades.
  • The $25,000 retirement incentive is eliminated.
  • Vacation time reduced by 40 hours with active employees being paid $3,500 in January 2009.
  • Increases in S&A, EDB and life insurance claims in the third year of the agreement.
  • As of January 2009 there will be a 10% co pay per prescription for drugs to a maximum of $250, increasing to $270 in 2010 and then $290 in 2011.
  • Increased coverage for vision, chiropractic and psychologist requirements.
  • Increase to Survivor benefits of $25/year in 2009, $25/year in 2010 and $50 in 2011.
  • Who's Next

    On Monday May 5, 2008 the union will approach General Motors and Chrysler to determine if they are receptive to early bargaining to pattern the agreement ratified by 78% at Ford. We believe the Collective Operating Agreement (C.O.A.) that our Local Leadership negotiated in May 2007 and our Membership ratified in June 2007 will bring new investment to St. Catharines. This new investment will be a tremendous asset to our National Union in their efforts to reach an agreement with General Motors. We are ready to negotiate as soon as called upon.

    Plant Issues

    The union has been informed that Compass Cafeteria Service will be in a legal strike position on May 12, 2008 at 12:01 a.m.. The Teamsters union and Compass Cafeteria will be holding talks this week. Any picket line set up by the Teamsters Union should be considered as an information picket only, and you will be expected to be at work.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, John Arntz, Dave Dean, Ron McIntosh, Scott Little.


    SPECIAL CHAIRPERSON'S REPORT
    April 29, 2008

    Reduced Volumes

    General Motors has informed the Shop Committee that they will be reducing volume in their truck plant operations throughout North America. The truck plants that are affected as early as July are Janesville, Pontiac, and Flint. In Canada the Oshawa truck plant will remove the second shift of production on September 8, 2008. How will this affect the St Catharines operation? The second shift in the Rad line will be permanently removed and the forge shops GMT upper control arm will see a decrease in volumes. The actual volume reductions are not known at this time. The volumes in the Gen 4 area are still unknown but this area was hardest impacted when the Oshawa truck plant went from three to two shifts. Powertrain will decide the engine volume levels at each location and this will determine the impact for St. Catharines. The leadership will continue to keep the membership informed of any permanent or temporary changes once this decision has been made.

    Early Bargaining

    The National Union has been holding early discussions with all of the big three auto corporations and after these discussions they were able to reach some common ground with Ford on financial issues. Therefore, the two parties entered into formal bargaining and were able to reach an agreement in principle regarding wages, benefits and pension. The National Union has brought the Master and Local committees from Ford together this week hoping to get an early tentative agreement that will be months ahead of traditional bargaining. If Ford reaches a tentative agreement by Wednesday or Thursday of this week, the Chrysler and G.M. Master bargaining committees will be in Toronto to see the entire financial package on Friday.

    Although there have been some details leaked to the media, we will inform our members when we return from hearing the real numbers and details of the entire economic package of Friday.

    There are many issues happening in a rather short timeframe that will have a dramatic effect on our bargaining process. The Shop Committee will keep the membership informed as new developments occur.

    Issued By:
    Terry White, GM Unit Chairperson
    On behalf of the Bargaining Committee
    Scott Little, John Arntz, Ron McIntosh, Dave Dean, Peter Barber, Gary Martin


    CHAIRPERSON'S REPORT
    April 17 2008

    Leadership Changes

    We would like to take this opportunity to congratulate John Hockey in his newly appointed National Coordinators position. John has served the membership in Zone 7 with diligence and respect. John will truly be missed by the shop committee. Replacing John will be Scott Little. Scott has been the Zone 7 alternate for the past 11months without complaint, and has acted as shop committee person whenever the need has risen. Scott has been involved with the day to day issues and is available for any of the off shift questions, and offers strong leadership for the Zone 7 membership.

    6 speed information

    The much anticipated 6 speed announcement has yet to be made, but the leadership isn’t sitting idly by waiting for something to happen. We have had meetings with both GM and the Government to keep this product in the forefront. On March 26, 2008 the President of the Local, both Vice-Chairpersons and the Plant Chairperson met with David Paterson, Vice President, GM Canada, and Plant Manager, Bill Kulhanek. We learned that General Motors Canada have presented an extensive 60 page submission to the Federal Government in December 2007. This document has linked our transmission to a new green project being developed with CREC in Oshawa. Paterson felt that this affiliation would be the best way to help secure the much needed funding from both the Federal and Provincial Governments due to the public’s concerns over environmental issues and to the impact of future products. On April 7, 2008 President Wayne Gates, Chairperson Terry White, and National Staff Rep. Peter Kennedy met with Federal Government representatives in Ottawa namely, Jean-Sébastien-Rioux and Evan Baker from the Industry Minister’s office, as well as Grace King, Director of Business Development. At this meeting, the Union supported the need for General Motors to receive government funding for the 6spd rear wheel drive transmission. Both Wayne Gates and Peter Kennedy spoke eloquently on the fact that a sense of urgency was needed to attain the funding for our transmission. The Plant Chairperson at this meeting spoke to the membership’s determination in supporting the Competitive Operating Plan in June of 2007 and that the only piece of the puzzle that we are aware of is the funding from both the feds and the provincial government. The Union left this meeting feeling that at least a commitment letter was needed to be put in place by the federal government to support the project. The sooner General Motors knows that this funding is in place, the sooner we anticipate an announcement can be made.

    American Axle Strike

    The American Axle strike has dragged on over six weeks with no sense of urgency by the Company to come to the table to resolve many of the Union’s issues. Even though the strike continues at American Axle, the Glendale site has been at one shift in the Gen4 assembly, and the rad line has been idled. We have now been informed by General Motors that they will start the Oshawa truck plant on April 21.08. This will return two shifts of production to the rad and the Gen4 will return all our laid off members not on voluntary departmental layoff the week after.

    2008 Bargaining

    As the Union prepares for 2008 bargaining, your demand sheets should be in your hands and being returned to the committee people or the work centres. This will be the worst set of bargaining that the St. Catharines work force has ever seen due to the high Canadian dollar, concessionary agreements in the UAW, long unwarranted strikes by suppliers while corporations make major profits, the working class is constantly under fire. Going forward, the membership needs to put faith in their leaderships’ ability to bargain successfully on their behalf, plus continue to work hard to bring their issues to the forefront without distraction.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Scott Little, Dave Dean, John Arntz


    CHAIRPERSON'S REPORT
    March 20, 2008
    CHAIRPERSON'S REPORT

    American Axle Strike

    The American Axle strike which began Feb26/08, at this time has no apparent end in sight. The issue in contention is a company proposal to cut wages by half and reduce benefits through concessions. AA&M are stating that this is needed to remain competitive while at the same time posting a profit of almost 40 million dollars. The UAW has made agreements with other manufactures and AA&M want a "me too agreement" that they can't justify. We can only surmise that this is just the tip of the iceberg for the UAW after having set a dangerous precedent that will dominate many bargaining tables for years to come. GM is caught in the position of having only one supplier (AA&M) for a number of products but will now focus its attention to securing other suppliers for axle products. Currently at this time there are 29 General Motors factories idled, with 37,000 hourly employees impacted. In the St Catharines facility the Rad line is down and will remain that way until this temporary situation is resolved and the Gen 4 area will continue to operate at reduced volumes for the foreseeable future. GM is reporting that there is an ample supply of vehicles on dealer lots and it would take up to 90 days for the strike to affect the sales of trucks. The shop committee continues to monitor the situation day to day.

    Shaw Review

    Shaw was in the Ontario St. Facility on Mar 11, 2008 for a regularly scheduled review of the plants performance as well as meeting with the Chairperson and Vice Chairpersons. The Union again asked the question, "What the delay was in announcing the 6 speed RWD transmission". Shaw informed the Union that he was authorizing Powertrain funding for a topographical survey and core sampling for the Glendale site. This is certainly encouraging news but should also be received with some caution. A high level meeting with the Head of Divisional Labour Relations Canada and David Paterson, Vice President of Corporate and Environmental Affairs GM Canada along with the National Union is scheduled for the week of March 24, 2008 with regard to understanding why there has been such a delay in asking for the Federal funding portion for this project. This Union was made certain guarantees by both the Federal and Provincial governments to lend financial support to this product for our location; therefore, if there is an issue with the Federal government it needs to be resolved with urgency.

    Demand Sheets

    The Union demand sheets are being handed out along with this Chairperson report and additional sheets will be available in the work centers or from your committeepersons on the off shifts. You must have them back to your Union reps or the work centers by May 1, 2008 to allow the Shop committee ample time to review your concerns for the fast approaching 2008 collective bargaining.

    12 Hour Shifts

    Members and leadership at both sites in St. Catharines are concerned with people working extension of shift overtime while management reduces our jobs. We must all understand that it is to the company’s advantage to offer extension of shift overtime rather than adequate manpower to maintain daily volumes. Your leadership is strongly urging you not to work extension of shift overtime; the job you save may be your own.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, Ron McIntosh, Dave Dean, John Arntz


    CHAIRPERSON'S REPORT
    February 6, 2008

    Bill Shaw Visit

    Bill Shaw was in the St Catharines facility on Jan 23/08. Bill toured the Glendale plant and was engaged by many members at this location. It didn’t take long for Bill Shaw to realize that there is one common question on all of the St Catharines membership’s minds, “where is the new RWD 6 speed transmission?”. Shaw states that GM continues to recognize that St.Catharines membership do all the right things; but reaffirms his statements that any new work is still in front of the North American Strategy Board. The Union reminded Bill that we were told there was a sense of urgency to put this agreement together back in May of 07. These continued delays only serve to play havoc with both the membership and the leadership. This announcement is still owed to the St Catharines plants.

    Volumes and Weeks Out

    The Shop Committee continues to review with the Plant manager production schedules for the month of February. The company continues to watch for any weeks out of the systems. The month of February looks stable, with some pockets of departmental layoffs.

    Master Committee Meets

    The Master Committee met in preparation for 2008 bargaining on Jan29/08. The intention of this meeting was to review previous demands. The Master Committee needs to put a strategy in place for the upcoming set of negotiations. Our Canadian bargaining starts right on the heels of the UAW monumental concessionary agreement. The Master Committee must have all its priorities in place to achieve the best agreement it can for membership.

    Mobile Cart on Afternoons in Ontario St

    The union has been able to negotiate mobile food cart service for the afternoon shift on a trial period for the Ontario Street site. This service will only continue if there are sufficient sales to support the operating costs associated to the cart.

    The Times are as follows:

    Afternoon Shift

    5:40pm-5:50pm-Gilman room

    5:55-6:10pm-front lobby

    6:20-6:55pm-rad&strut

    7:00pm-7:20pm-Die Shop

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, John Hockey, Ron McIntosh, Dave Dean, John Arntz


    CHAIRPERSONS REPORT
    January 16, 2008

    Tonawanda Loses V-8 Engine Program
    The 300 million dollar V-8 overhead cam engine investment that was allocated to the Tonawanda facility has been moth balled by GM. The auto giant continues to struggle with the escalating costs of gasoline which is predicted to reach $1.50 per liter in the not to distant future. This news was on the heels of a new U.S. energy bill (C.A.F.E.) that was signed into law on Dec 19/07 which aims to increase gasoline efficiency of cars and trucks by 40% to an over all average of 35 miles per gallon by 2020. This niche engine program was effectively the replacement for the North star engine primarily destined for a number of luxury Cadillac vehicles as well as having the ability to be produced for front and rear drive, depending upon which model it was slated for. This issue is not expected to have any negative impact on the St. Catharines operations.

    Politicians tour Glendale Avenue
    On Thursday January 10, 2008 local Federal and Provincial politicians toured the Glendale facility with GM Unit Chairperson Terry White, Local 199 President Wayne Gates and the St. Catharines Plant Manager Bill Kulhanek. A portion of the funding for the six speed rear wheel drive transmission is expected to come from all branches of government. The tour started in the Gen IV operation which was shut down and the members from that area on layoff. The point was made that with a continuing slide in market share and unfair trade practices this is an all too frequent situation. Hopefully these representatives from the government (some of which have never seen the inside of our plant) having now witnessed first hand the devastating effects these issues have on our members and community, will work toward solutions within government to help stabilize the auto industry in this country. Stops were also made at the Transfer Gear, High Feature V-6 assembly and Agile machining. At the conclusion of the tour the union highlighted the work ethic of our members and our ability to change with the uncertain times the membership finds itself in and the necessity for new core work to provide job security and sustainable income for our members and the community.

    Renew your Transfers
    Applications which are filed under paragraph (62) of the master agreement that have not been honored, will become null and void on the fourth (4th) Monday of January (week of Jan. 28/08). Paragraph (62) applications will be accepted one (1) calendar week (week of Jan. 21/08) prior to this termination date and will be considered valid the first (1st) Monday (week of Feb. 4/08) following the termination date.

    Issued By:
    Terry White, Chairperson & Wayne Gates, President CAW Local 199
    On behalf of the Bargaining Committee
    Peter Barber, Gary Martin, John Arntz, Ron McIntosh, John Hockey, Dave Dean


    CHAIRPERSON'S REPORT
    December 18, 2007

    Weeks Out
    The Company informed the Union that every truck assembly plant in North America would be shut down the weeks of December 31, 2007 and January 7, 2008. This loss of vehicle production will cause our Gen IV and other V8 engine related areas of production to be shut down the week of January 7, 2008. It will also cause our Rad Line to be shut down the weeks of December 31, 2007 and January 7, 2008. With current truck sales certainly not where GM predicted them to be and the foreseeable future somewhat questionable, there is a strong possibility that additional weeks may be removed from our V8 build schedules in the first quarter of 2008. The Shop Committee will continue to work at reducing the impact to our membership and provide as much notice as possible of any further down weeks.

    Community Cares Plant Gate Collection - Wed., Dec. 19th
    Although the holiday season brings families closer together and joy for many, we must remember the less fortunate in our communities that have fallen on difficult times. Each year our Executive Board and our Shop Committee hold a plant gate collection Wednesday, December 19, 2007 to help those less fortunate than ourselves. Our members have always given very generously in the past and we are sure they will once again this year.

    2007 In Review
    We watched General Motors climb its way slowly out of the threat of bankruptcy. We witnessed several new vehicle designs receive awards and our HFV6 and Gen IV engines receive accolades as well. Our Leadership was given the challenging task of negotiating a competitive operating agreement to bring new transmission work to St. Catharines in an effort to secure the working futures of several hundreds of our members and their families. Our Membership demonstrated their faith in their Leadership by ratifying this agreement by over 90%. We then watched the U.A.W. negotiate a contract that introduced a VEBA plan to offset the cost of retiree's benefits and new hires wages were cut in half. Although G.M. may enjoy some of these cost cutting measures, it may be short lived as very few workers earning $14/hour can afford to purchase a G.M. vehicle. Most recently, we witnessed the loss of a shift of V8 assembly work which affected about 130 of our members. We are certainly in some very troubling and unstable times, especially in the auto sector. We hope 2008 brings our members more stability and more new investment. We remain positive that the hard work of our Membership and Leadership will be recognized by G.M. in the New Year.

    We wish everyone a safe and healthy holiday season.

    Terry White, GM Chairperson
    On behalf of the Bargaining Committee
    Peter Barber, Gary Martin, John Arntz, Ron McIntosh, John Hockey, Dave Dean
    Issued by: The Executive Board, Local 199, CAW


    CHAIRPERSON'S REPORT
    November 20, 2007

    Volumes
    Friday, November 16, 2007 the entire Shop Committee met with Plant Manager, Bill Kulhanek to discuss our volumes for the remainder of 2007. The Union was informed that there is a definite shift in direction from V8's to V6's. Even though the Company is in the process of reducing one shift of our V8 production the full size truck market continues to soften. The Company is having discussions on some possible weeks out of V8 engine production and which location or locations will be affected. Positive news to report is that our HFV6 will continue operating two shifts with some overtime on Saturdays. It was also reported that our Transfer Gear volumes will continue to stay at 1000 per day providing we can continue to produce these numbers from Monday thru Friday without overtime.

    Ontario Street
    4 speed transmission volumes will continue to run around 4470 per day, for the balance of this year. These volumes should not result in any additional weeks out for our members. Transmission volumes will return to approximately 5400 in January 2008. The output shaft will mirror our transmission volumes on the east side of the plant. The Forge Shop will continue to run at a steady pace. The Rad Line will run three shifts until the end of the year. Our members from IPC that are currently working in other departments will remain in those departments until December 10, 2007. They will then return to IPC.

    Aramark
    Aramark food services are in a legal strike position and will go to mediation with the Teamsters Union, November 21st or 22nd. Aramark has informed General Motors that after November 30, 2007 they will not provide cafeteria food services to either GM St. Catharines plants. Your Union has approached GM Management since the beginning of this saga and informed them that we expect the same level of food services to be provided to all of their members. General Motors must live up to our established food service practices. If the Teamsters and Aramark fail to settle this dispute, be prepared to have no food services after November 30, 2007.

    It seems that every time GM Management and the C.A.W. come close to reaching a resolve to this issue Aramark and the Teamsters Union cannot come to an equitable solution to provide our members with long term, non subsidized food services. Your Bargaining Committee will continue to meet so that all parties can put an orderly resolve in place for our members.

    Just a reminder - You will receive your $1700.00 Xmas Bonus on Thursday, December 6, 2007 pay stub. If you want to divert this money to a Fidelity RRSP there is a deadline of Wednesday, November 21, 2007.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, John Hockey, Ron McIntosh, Dave Dean, John Arntz


    CHAIRPERSON'S REPORT
    November 14 2007

    2008 Buyouts ($93,300)
    GM has informed Union leadership that they will attrite as many as 60 members from the production retirement list canvassed in October 2007; and up to 40 trades from the same list retiring January 1, 2008. These members will be asked to provide all necessary information for this January 1 event.

    Transfers
    Transfers will be accepted to fill the voids created by this attrition. The knowledge of these retiring members will be used to assist newly transferred members in their new jobs. Temporary manpower movement may be necessary to supplement the affected areas while members are waiting to be released from their current assignments.
    The union has negotiated additional Paragraphs 62’s over and above the entitled number of transfers as identified under the local agreement for both the November and December 1 retirement events. Supplement #1 of the Local Agreement is clear “acceptance or refusal of any transfers will invalidate remaining transfers on file at that time”. Always resubmit transfers when you say Yes or NO to a 62. All members have four chances a year.

    Departmental layoffs
    The St. Catharines facilities may incur departmental seniority layoffs starting in December. The transmission area in Ontario Street and the West side output shaft could see a layoff in the same time frame. IPC members will be affected as we get more information. Each zone will have an updated report of current information regarding their areas.

    Cast Iron Block
    The Shop Committee in the Engine plant has been able to negotiate a partial third shift in Gen 4 Block, saving several jobs in this area. The committee continues to work through some minor issues looking for a positive resolve.

    Thank You
    The Bargaining Committee wishes a long, healthy retirement to all members who have retired in 2007. Your contribution during your career has helped our workforce become the best in General Motors.

    Issued By:
    Terry White, GM Chairperson
    On behalf of the Shop Committee
    Peter Barber, Gary Martin, John Hockey, Ron McIntosh, Dave Dean, John Arntz


    CHAIRPERSON'S REPORT
    October 10 2007

    Gen 4 3rd Shift
    As of 8:30am 0ct 9/07 the company has informed the union that the 3rd shift in the Gen 4 area will be removed effective Dec 1st /07. This has come as a direct result of the Oshawa truck plant removing their 3rd shift due to market issues and large numbers of trucks remaining unsold on the dealer lots. Considering that 70% of the Gen 4 engines produced at this location go directly to Oshawa and coupled with our very high Canadian Dollar, GM has decided that this location will be the one to have volume removed. There are a number of issues that have contributed to this situation that are beyond the control of this membership, primarily the Federal Governments inaction with regards to a Canadian auto policy as well as allowing our dollar to spiral uncontrollably upwards destroying the manufacturing industry in this country.

    Job Security re: Production
    The union has successfully negotiated with the company to exhaust the remainder of the 2007 Job Security retirement list as well as negotiating to canvass for a new enhanced retirement list for 2008 to be effective from January 1st 2008 until September 1st 2008. Due to CAW/GM bargaining scheduled for September /08 this list will only be valid until September 1st. Any surplus manpower that remains after exhausting the current list will allow opportunities for enhanced retirements from the new 2008 list with the timing to be determined by the company.

    Skilled Trades
    The company has provided information to the union in regards to the Skilled Trades and how they will be affected. The number of Skilled Trades affected will be approximately 30 with no breakdown between the trades available at the time of writing. When a breakdown of the actual numbers become available the information will be provided to those respective Skilled Trades via the Maintenance and Tool Trade shop reports. Any questions in relation to the timing and events of the Skilled Trades issues should be directed to your appropriated Skilled Trades Shop Committee.

    Issued by:
    Terry White, Chairperson
    On behalf of the Shop Committee
    Gary Martin, Peter Barber, John Hockey, John Arntz, Dave Dean, Ron McIntosh


    SPECIAL CHAIRPERSON'S REPORT
    September 26/07

    UAW Strike
    At the time of this writing the US, strike issues are beyond our control here in the Canadian operations. Ultimately this will affect every GM facility within Canada. The depth of disruption to our location is at best a tentative operating plan which will be determined by the length of the strike in the US.

    Tentative operating plan
    Ontario St.
    Final drive and related operations are at this time scheduled to cease by the conclusion of the afternoon shift Thursday September 27/07 and remain down until further notice.
    The Forge will continue at current volume until further notice.
    The Rad line will continue at current volume until further notice.
    The Output shaft is scheduled to cease operation by the conclusion of the afternoon shift Thursday September 27/07.

    Glendale
    The Gen 4 assembly area is scheduled to cease operation by the conclusion of the afternoon shift Thursday September 27/07 and return next week on day shift only until further notice.
    The Gen 4 machining area for Friday September 28/07 is as of this time undetermined but will start the following week on 2 shifts and remain on 2 shifts until further notice
    The HF V-6 assembly area is scheduled to cease operation at the conclusion of the afternoon shift on Thursday September 27/07 and return the following week on day shift only until further notice.
    The HF V-6 machining area is scheduled to cease operation at the conclusion of the afternoon shift on Thursday September 27/07 and return the following week on 2 shifts and remain on 2 shifts until further notice.
    The Agile area at this time will remain at their current production schedule until further notice.
    The Transfer Gear area will cease operation at the conclusion of the afternoon shift on Thursday September 27/07 and remain down until further notice.

    Service groups
    The service groups will be populated to the appropriate levels with respect to the production schedules of each production area.

    Skilled Trades
    The skilled trades in WFG areas will be maintained at the current levels of employment to perform building maintenance work at both locations and construction will continue on the HFV6 mod 3 installation next week and will be reviewed day to day. The skilled trades in service areas at Ontario Street will be staffed to service the Forge and the Rad areas only. The Glendale location will staff their service trades to ensure the HFV6 ad Gen IV areas operating will continue to run next week. The Gear Areas will be down next week. Agile areas should run at their current schedules for cast iron blocks and crank areas and will staff accordingly.

    Short Work Week
    Any member who will not be at work on Friday September 28/07 due to this issue will receive the short work week benefit entitlement as well as any member who is not scheduled to work the week of October 1/07 due to this issue will also receive the short work week benefit entitlement.

    IF THE STRIKE CONTINUES beyond October 8/07 or you haven't been notified to return to work by October 9/07 you must register for Sub & EI at the CAW Union Hall (124 Bunting Rd.) from 9am to 12 noon on October 9/07.

    Issued by:
    Terry White, Chairperson
    Gary Martin, Peter Barber, John Hockey, John Arntz, Dave Dean, Ron McIntosh,


    CHAIRPERSON'S REPORT
    September 12/07

    Buttermore Visit
    John Buttermore was in both plants on Wed Aug 28-07 reviewing each locations performance and spoke openly with the union about all aspects of the business as well as the operating plans for the respective locations. The fact that our membership is engaged and understands not only the plants processes but the big picture issues facing the automotive industry as a whole is quite impressive and certainly recognized by the decision makers in Detroit. Our membership continues to demonstrate to every level of management that we understand the auto industries ever increasing barriers and we continue to build the best powertrains and drive trains in the corporation.

    More Doc 13 Events Dec 1st.
    The company has informed the Union that as many as thirty more doc 13 opportunities could take place on Dec1st 07 due to the remaining surplus within the St. Catharines operations. This number is over and above the 60 that are already scheduled to retire November 1, 2007. The union continues to monitor and review every opportunity possible for additional enhanced retirements.

    Oshawa 3rd Shift Layoffs
    The news that GM will remove the 3rd shift from their truck plant effective Jan1st 08 is not only devastating to Oshawa with 1180 lay-off notices in the hands of their members, but to their surrounding community as well with the spin off effect of job loss in the thousands. The direct effect of this news on the St. Catharines location in regards to the products we produce for Oshawa has not yet been determined, as soon as the dust settles and the impact is clear there will be more information provided.

    New Product Announcement
    As of this writing an announcement of the Rear Wheel Drive Transmission program for cars is under review by GM's North American Strategy Board. With global warming now becoming a prominent issue there is mounting pressure from the public for an increase in the U.S. C.A.F.E. (corporate average fuel economy) regulations. This could have a direct impact on GM's current and planned model mix and as a direct result many of the future product portfolios are currently under review until the results of any new legislation are known. There is currently a lobby group working with the government to find common ground to resolve this issue to the satisfaction of both the auto manufacturers and the environment.

    Recent Toledo Rumor
    Recently there has been an ill conceived article being circulated in our plants that misleads people to believe that the Toledo Ohio plant was awarded a 6 speed rear wheel drive transmission that was destined for St. Catharines. There is no truth to this article. Your leadership is disappointed that this type of material which misrepresents the facts was used to create unnecessary stress and anxiety within the membership. Like there isn't enough stress already. Your Union Leadership continues to work hard at securing a working future for you and will continue to issue up to date and truthful, informative information.

    Gate Collection
    On Friday September 7,07 there was a horrific fire affecting two subsidized apartment building at 82 Roehampton Ave in St Catharines There were approximately 36 families and two buildings affected with an estimated damage of almost 2.5 million. These people lost everything and several have no insurance. The Local Union Leadership on Friday, Sept. 14/07 will hold a plant gate collection to assist these very unfortunate families

    Issued by:
    Terry White, Chairperson Wayne Gates, President
    Peter Barber, Gary Martin, John Arntz, Dave Dean, Ron McIntosh, John Hockey,
    Bruce Allen, Malcolm Allen, Mark Roy, Larry Greenhalgh, Alex Latham, Julie Bartfai, Bob Chapman, Gary Bradnam


    PLANT CHAIRPERSON'S REPORT
    August 28th 2007

    Bill Shaw Regularly Scheduled Visit.
    Bill Shaw was in the St Catharines facility on August 24/07. Union leadership met with Bill and asked when the membership should expect an announcement on the 6 speed RWD transmission. Shaw's response at this meeting was that the next mod of the RWD transmission was still in the hands of the North American strategy board. Your union leadership reaffirmed with Bill that Powertrain must continue to invest in Canadian operations creating work for all members.

    John Buttermore to Visit the St.Catharines Facilities
    Vice President of Global Manufacturing Powertrain John Buttermore will be in the St. Catharines facility on Aug 29/07. The purpose of his tour will be to review the St Catharines Facilities performance since his last visit on May29/06. John will tour the shop floor with St Catharines Management. Please take time to talk to John and let him know our St Catharines story and how we can make any product successful.

    Buy Out Opportunities ($93,300 doc13 event)
    Your Union leadership continues to drive local management in an effort to make sure that the next 60 members that are on the 2007 retirement eligibility list have their appropriate paper work completed for their Nov 1st retirement date. As the year draws to a conclusion the union will continue to monitor product volumes and possible manpower surpluses that could be translated into additional retirement opportunities for the duration of this calendar year. (the 1st of Dec. which is the termination date for the current retirement list.)

    Gen 4 Volumes
    Currently; due to a large surplus of trucks and full-size SUV's sitting unsold on dealer lots, the Gen 4 engine line will be removing all previously scheduled overtime. GM plans to take as many as 40,000 trucks out of the build plan across all Powertrain plants that build Gen 4 products, and run only 40 hrs scheduled work weeks. Because of surplus on the lots; the reduction in the build plan may also include some weeks out of the system in an effort to adjust inventory. Your union will continue to meet with upper management weekly on the schedules. If management intends to take weeks out of the Gen 4 V8 production, the union will inform the membership of any changes. On the other side of the plant, HFV6 will be busy as the consumer trend currently is leaning towards the crossover vehicles with a V6, as opposed to the larger SUV's with V8 engines. Hopefully the demand will increase on the V8 side again. Gas prices are certainly going to be a major determining factor in this issue.

    Imports = Unemployment.

    Issued by:
    Terry White, Chairperson Peter Barber, V/Chairperson, Gary Martin, V/Chairperson
    John Arntz, Dave Dean, Ron McIntosh, John Hockey


    CHAIRMAN'S REPORT
    July 18, 2007

    Special Enhanced Retirement Incentives
    The Company has informed the Union that they will be canvassing for a fall event in the amount of $93,300.00. This event will take place October 1st or November 1st depending on how much time it takes the Company to process the necessary forms. The Company will be sending out letters to approximately 60 to 80 of our production members. The Skilled Trades that are on the 2007 retirement list will continue to go with $93,300.00 the month following the month in which they reach 30 years of credited service.

    Bill Shaw's Visit
    Your Negotiating Committee welcomed Bill Shaw back to St. Catharines during his visit on Tuesday, June 26, 2007. Bill congratulated our members on their overwhelming support for the memorandum of understanding to attract the new 6 speed rear wheel drive transmission. The high ratification percentages, will demonstrate to the decision makers of General Motors that St. Catharines is the right place to continue to invest in now, and in the future.

    Our Members Decide Everyone's Working Future
    We know that every G.M. location in North America is looking for new investment to try and avoid layoffs for their members, and build a future. We also knew that in order to secure this investment, we would need to make some significant changes in our work practices and the type of work we have grown accustomed to performing. St. Catharines would not even be in the running for this new investment if it was not for our highly skilled workforce, both production and skilled trades. During these trying times, your Leadership knew we had to negotiate a fair memorandum of understanding as it is not a new collective agreement. We also knew that the ultimate decision would be voted on by our membership. If they would have voted this agreement down G.M. would not come knocking on our door for any other new investment.
    Well, we know the results and our message today is not to our members; It is directed to their Supervisors, General Supervisors, Superintendents, contract Supervision and contract Engineering. Without our hard working members decision to vote in favour of this new investment, many of you would be unemployed in the near future. Each and every one of you should have a new found respect for our members and start treating them with the respect and dignity they deserve.

    The next time any member of management has the desire to exercise their authority in a negative manner, try offering our members assistance, education, instruction or encouragement instead!

    Issued By:
    Terry White, Chairperson, Peter Barber, V/Chairperson, Gary Martin, V/Chairperson
    John Arntz, Dave Dean, John Hockey, Ron McIntosh


    CHAIRPERSON'S REPORT
    June 25, 2007

    The Negotiating Committee would like to take this opportunity to thank the entire membership for the overwhelming endorsement of the new Competitive Operating Agreement on Saturday June 23 2007.

    The results of the vote are as follows:

    Production 89% in favour of the agreement

    Skilled Trades 91.3% in favour of the agreement

    It certainly is refreshing to see the Union Hall at or near capacity for both the Production and Skilled Trades meetings. Your leadership thanks the membership for being involved and approving this agreement that will provide a sustainable working future for our junior members and providing the opportunity for our senior members to retire with a substantial incentive.

    It was you the membership, which through their your hard work and dedication, over the last several years was instrumental in this opportunity being afforded to the St. Catharines operations, which will undoubtedly bring future opportunities. This new work for our location will also have a positive effect on our surrounding communities by providing numerous spin off jobs that are attached to every job within our plants.

    It is important to note that although this agreement has been approved by the membership the agreement will not be implemented until the 6-speed transmission has been announced for the St. Catharines location.

    We also want to thank the in plant committee for handling the zones in a responsible manner helping to diffuse the anxiety on the shop floor during the negotiating process.

    On behalf of the entire Bargaining committee we would like to wish you a safe and enjoyable summer shutdown with your families.


    CHAIRPERSON'S REPORT
    June 20, 2007

    We have spent numerous hours during the past four weeks negotiating with General Motors to bring new investment to St. Catharines, in an effort to secure the working futures of all our members.

    At the time of writing this leaflet, we are pleased to inform our members that we are extremely close to reaching an agreement. We are confident that by Friday, June 22, 2007 we will be able to meet with the in-plant committee to review the details of this new agreement.

    We have arranged for two meetings on Saturday, June 23, 2007 at the C.A.W. Hall on 124 Bunting Road to review all the details of this agreement with all of our members. Each member will be given a package containing items agreed to between the parties. Your leadership will go through the details, explain any changes, and then there will be a question and answer period followed by your vote.

    Production members will meet at 10:00 a.m. and Skilled Trades will meet at 1:00 p.m. on Saturday, June 23, 2007. We encourage all of our members to attend this important meeting.

    We knew going into these negotiations that due to the announced West Side closure and our four speed transmission product’s life cycle coming to an end, our Ontario Street location would wind down by 2011. We also were made aware that our other engine products would also be ending around the same time, if not renegotiated. This meant that without significant investment our member’s job security would be in jeopardy.

    We believe this agreement will secure the working futures of our members and if accepted by our members will position our location to achieve future investment.

    As your Plant Chairperson, I would like to thank the in-plant committee reps. for their great job in providing representation for all our members. I would also like to extend a special thanks to Ron Allen who filled in as Plant Chairperson and did an excellent job dealing with several issues. Their leadership allowed our negotiating committee to remain focused on the task at hand, which was to reach an agreement that would help secure the future of the St. Catharine’s operations.

    Issued by,

    Terry White, Chairperson GM Unit
    CAW Local 199


    CHAIRPERSON'S REPORT
    May 10, 2007

    Transmission Volumes
    Windsor transmission volumes will take a permanent reduction after the shut down period, our scheduled volumes will drop off the week of June 18/07 to2800 a day effecting 40 to 50 production jobs. The Warren volumes are holding at 2700/day but the company feels that this volume is slightly inflated. The union will keep a close watch on these volumes. The rest of Ontario St. will see some departmental layoffs until the week before shut down.

    Engine plant Volumes
    HF-V6 volumes look like they might become stabile until shutdown and there is a possibility of another week out sometime towards the end of May. The Gen 4 volumes are stable with the chance of some possible additional volume although authorization from Powertrain is still pending.

    Maintenance Trades Agreement
    Now that all skilled trade workers in St. Catharines are fully employed, the parties have agreed that maintenance trades and tool trades can now perform incidental work during a breakdown or imminent breakdown situation. The parties also clarified that incidental work can be performed on a breakdown or imminent breakdown situation on overtime, but only if the line is running scheduled production. Incidental work can only be performed in these circumstances and only when the correct trade classification is not available. This type of flexibility is designed to produce more uptime of production equipment and in turn increase efficiency in an effort to assist in bringing back our Production Sisters and Brothers. The Union leadership needs to be creative in finding ways to promote more products in an effort to secure everyone’s future and we believe this is a step in the right direction to achieve that goal.

    Future RWD Product Programs
    Bob Lutz of General Motors has been quoted lately that GM is reconsidering their plans to offer a wide range of rear wheel drive cars for the North American market. The Bush administration has called for higher corporate average fuel economy (CAFE) and there is a lot of uncertainty over carbon dioxide regulations, for these reasons Lutz has said that RWD cars are on hold until the U.S. government decides on CAFÉ regulations and CO2 levels. John Smith Vice President of GM global product planning continues to say at this time their will be no changes to product allocation meaning no change to the Camaro project (Zeta). The Camaro should be on track for the early part of 2009 just in time for the auto shows as they are already committed to bring that product to the market as well as the Pontiac G8, anything after that is questionable. The unfortunate side effect of governments and politicians on both sides of the border trying to out green everybody with unrealistic goals is that our manufacturing jobs will suffer if there isn’t a realistic and balanced approach to environmental issues.

    Extension of shift overtime
    The elimination of extension or 12 hour shifts will not happen unless the entire membership says no to working this overtime. When management doesn’t properly cover long-term S&A, spa, or vacation and their only plan to address these issues is 12 hour shifts, then the membership must say no. This will allow your Union leadership the ability to argue for the proper manpower levels in each area. Continual acceptance of 12 hour shifts allows the company to under populate some areas of each plant which further enables the company to reduce manpower which in the end affects us all.

    Issued by:
    Terry White, Chairperson
    On behalf of the Bargaining Committee
    John Arntz, Peter Barber, Dave Dean, John Hockey, Gary Martin, Ron McIntosh


    CHAIRPERSON'S REPORT
    March 29, 2007

    Maintenance Trades Reach Full Employment
    After numerous meetings the Union was successful in convincing the Company to agree to recall all of the remaining laid off Maintenance Skilled Trades. 5 Dyno Mechanics, 16 Millwrights and 9 Welders will be recalled no later than May 10, 2007. By achieving stability of employment for the Maintenance Trades we were able to find common ground in the area of trades flexibility. Details will be in the next Maintenance Skilled Trades Update leaflet this week.

    Vice Chairpersons Election
    A compromise has been reached on the position of Vice Chairperson, thereby avoiding the need for a costly election that had the potential to split the Shop Committee. Both the Tool Trades and Maintenance Trades will now have equal representation in the position of Vice Chairperson for the duration of the next term. This understanding is an attempt to seek common ground through a more balanced demographic and recognition that there is value in all views and experience levels. The leadership believes this is a good formula for everybody.

    Reduced Volumes
    The plant manager has informed the shop committee that additional weeks may be taken out of the Ontario Street plant due to reduction in the Windsor and Warren four speed transmissions volumes. The strut line on the west side of Ontario Street may also be affected with more weeks out of the system due to reduced volume for that product as well. The Glendale facility had been appearing to be some what more stable until this point where the union has now learned that the Lansing Grande River plant is still launching slow and to add insult to the slow launch this product is not selling nearly as well as expected. This in turn could cause some time out of the HFV6 area also.

    Production Buyouts
    The company continues to state that they need to develop a summer vacation plan so there is sufficient manpower to cover the prime time vacation weeks. This plan will take most of the surplus manpower that is currently within both facilities to enable as many employees as possible to enjoy the vacation time that is entitled to under the collective agreement. This will more then likely mean that any opportunity for a buy out before the fall is unlikely in production but your committee will continue to work diligently towards resolving this issue.

    Market Share
    On Thursday March 4th/07 GM released their four Quarter financial results for the year 2006. GM said that they had shown some growth through the last quarter of /06 but overall had still lost over $2 billion last year which makes consecutive years of multi-billion dollar losses. Furthering this dilemma GM’s combined market share has dropped from almost 26% in 2005 to 24.1% by the end of 2006, this coupled with a volatile U.S. housing market and the continued instability with rising gas prices analysts are predicting a slow year in vehicle sales. With industry conditions tougher than ever for The Big 3 and the UAW-GM bargaining fast approaching there will definitely be a focus on more plant closings with thousands of more U.S. based jobs lost making it ever increasingly difficult to secure new core work for our location. In respect to that your committee will continue to relentlessly pursue work to sustain this location thereby providing all our members an opportunity to retire in the future.

    Issued by: Terry White, Plant Chairperson
    On behalf of the Bargaining Committee:
    John Hockey, Gary Martin, Peter Barber, Brian Bonnar, Terry Kuchar, John Arntz


    CHAIRPERSON'S REPORT
    February 19, 2007

    Powertrain Review
    Powertrain manufacturing manager Bill Shaw was in the St Catharines facilities on Jan 18/07. This was one of many visits Shaw will make to this location during 2007. During his visit, there was a review of this locations start up plan following the Christmas holidays; Shaw was impressed with the plants start up after the conclusion of the holiday shut down period and how well it was executed by our members.

    While in St. Catharines he met with both the Chairperson and Vice Chairperson to have discussion concerning volumes for the high feature V-6 in relation to the time line to reach total production. Shaw’s response was that the Delta Lansing plant that we supply was launching at a slower pace than originally anticipated and that the corporation would be monitoring the progress in Lansing. The difficulties being encountered in Lansing are having an effect here and dictating that we will possibly be remaining on two shifts for longer than originally anticipated. Overall there seems to be a very positive view of the St. Catharines facilities and the abilities of our members that work in them.

    Possible Inventory Adjustments
    V8 and Rad volumes continue to remain stable, while in the transmission there are approximately 45-thousand 4T40/45 transmission assemblies over and above the corporate requirements at this time, which may result in some time out to allow inventory adjustment. The 4T60/65 Warren volume may also be temporarily impacted due to the Oshawa car assembly plants contemplating taking some time out of their production schedules.

    Election and Innuendo Time
    Bargaining committee elections will take place the week of March 5, 2007. The entire committee has worked extremely hard over the past three years to ensure decisions that your leadership has made were in the best interests of the membership at heart. Elections are the membership’s time to judge their leadership; unfortunately it is also an opportunity for a few to try to tear down the unity built by using negatives and innuendo to have their voice heard once every three years. We ask the membership to consider candidates that have raised issues to your leadership during the past three years and not just at election time. All serious candidates running should be aware that once the election is completed, should they be successful, that they will have to develop a working relationship with the committee to properly serve our entire membership. Our success has come from acting as ONE.

    Plant Gate Collection
    As your Chairperson and on behalf of the Bargaining committee we would like to take this opportunity to thank the membership for their overwhelming support at the recent plant gate collection for the workers on strike from First Ontario Credit Union, $7500.00 was raised.

    Issued by: Terry White, Chairperson
    Gary Martin, Vice Chairperson
    On behalf of the Bargaining Committee
    John Arntz, Peter Barber, Brian Bonnar, John Hockey, Terry Kuchar


    CHAIRPERSON'S REPORT
    January 4, 2007

    POWERTRAIN MEETING

    On December 13, 2006 there was a meeting at the GM Powertrain headquarters in Pontiac, Michigan with John Buttermore (the head of Powertrain,) the Union, Bill Shaw and Plant Manager Bill Kulhanek. This meeting was one of great importance to this membership for a number of reasons.

    The union along with the plant manager had the opportunity to meet one on one with John Buttermore (the Head of Powertrain.) This opportunity gave both the union and the plant manager the ability to show St. Catharines can meet and surpass any criteria that Detroit demanded from us. The ability of the union to have vision, and the perception of what it takes to succeed in the quest for long-term sustainable core work, as well as understanding the Plant Manager’s turn-around plan, was viewed by the Head of Powertrain as a positive attribute of the St. Catharine’s location.

    While in Pontiac, Michigan, the union leadership met with Bill Shaw and Ken Dosenbach, Powertrain managers of both Engines & Transmissions respectively. With all that being said the union left the Powertrain headquarters with a definite positive impression that, with the support of the membership, we will be able to continue to move forward towards our collective goal.

    The Union Leadership, from the top down, need to continue to support only initiatives that truly produce results to protect and promote our reputation to the decision makers of GM. The ability of this membership to give our location the chance to save over 1.8 million in the last ten months is a tremendous asset that is without a doubt, recognized from the top of the GM house. This membership has continued to give the leadership the right to go to Powertrain in Pontiac and confidently state the gains this membership have made as one of the reasons why additional volumes, additional core work be allocated in St. Catharines. New Powertrain products need to come to a plant that has laid the roadmap over the last decade through vision, productivity, and the ability to be a profitable location to invest in with a predictable return.

    TRANSFERS

    In accordance with Supplement No. 1 of the Local Seniority Agreement, all applications for transfer made in accordance with Paragraph 62 of the Master Agreement will become null and void on January 22, 2007.

    Paragraph 62 applications for 2007 will be accepted commencing January 15, 2007 and will be considered valid January 29, 2007.

    Employees will be permitted to have a maximum of four (4) valid requests for transfer on file at any one time. Should a subsequent application be filed, only the latest dated application will be considered valid.


    CHAIRPERSON'S REPORT
    December 13, 2006

    December 18th week
    The HF-V6, V8 East and V8 West will take the week of December 18th out of their schedules. Due to our good performance our location has the least downtime in the aforementioned products; other locations are being closed for two and three weeks. In the Ontario St. location the Transmission division will not run any 4T65 Warren final drive products which has resulted in a reduced schedule throughout this area. This reduction will impact members throughout the transmission division the same week.

    COLA
    The cost of living allowance will decrease by 9 cents per hour due to the average cost of living index being lowered during the last quarter of 2006.

    Next Retirement Date
    The next Enhanced Doc 13 retirement date will be March 1st 2007. This event will encompass 30 production workers, one (1) millwright, one (1) dyno mechanic, one (1) electrician. All will receive $93,300.

    Auto Insurance Payout
    The Union has had the company generate a list of St. Catharines members that still have not yet received the $1000.00 insurance payout. The company has informed the Union that this issue should be resolved shortly, if you are owed this payout and have not received it by the new year please contact your union rep. so this matter can be brought to conclusion.

    Christmas Pay Eligibility
    Basic Qualifying Provisions: The employee must have worked both the employee’s last scheduled workday prior to, and first scheduled workday after each specified holiday and each Christmas Holiday Period, and on such days the employee must work at least as many hours as the employee is scheduled to work, less one, unless the employee’s tardiness beyond one hour is excused by supervision.
    The last scheduled workday is December 22, 2006, unless on temporary layoff status. The next scheduled workday after the Christmas Holiday is January 2, 2007. Failure to work either the employee’s last scheduled workday prior to or the next scheduled workday after each Christmas Holiday Period will disqualify the employee for the two holidays in the Christmas Holiday Period, which follow or precede such scheduled workday.
    When a specified holiday falls within an eligible employee’s approved vacation period or during a period in which the employee receives jury duty pay pursuant to Paragraph 164 (a) of the Master Agreement, and the employee is absent from work during the employee’s regularly scheduled work week because of such vacation or jury duty, the employee shall be paid for such holiday.
    When an eligible employee is on an approved leave of absence and returns to work following the holiday but during the week in which the holiday falls, the employee shall be eligible for pay for that holiday.


    BELOW ARE PLANT CHAIRPERSON'S REPORT BY TERRY WHITE
    CHAIRPERSON'S REPORT
    November 24, 2006

    Bill Shaw’s Visit:

    Bill was impressed with the progress our members had achieved since his last visit. The Company had set some very tough goals to achieve the last time Bill Shaw and John Buttermore visited our location. The toughest goal was to turn our red ink into black ink by the end of the year. If the Gen III and the Forge continue producing at our current pace we will be able to show John Buttermore on December 13, 2006 that we did turn a profit in 2006 and that we are on track to once again be the best of the best.

    Work Practice Issues

    The Company has issued a directive to Skilled Trades managers throughout the city, to have Skilled Trades perform each others work, providing it can be performed safely. Plant Chairperson, Terry White and Vice Chairperson, Gary Martin informed Labour Relations that the Company is implementing work practices that do not exist and have not been agreed to between the parties. However, as a union we need to recognize that moving forward we are going to discuss incidental tasks and flexibility as a way of expediting repairs, especially if we are to make ourselves attractive for new work in the future. The Company knows that stability and full employment will trigger these types of discussions.

    Attendance Policy

    The Company introduced an attendance policy several years ago, at the Glendale location. Your Union did not negotiate this policy. The Chairperson and the Shop Committee at that time agreed in principle that our members who are sick or require time off could use their negotiated contractual time to excuse these absences. Since the attendance policy was introduced at our Glendale location the Company has implemented further restrictive measures that will negatively impact our members at all of our locations. Your Shop Committee is currently involved in meetings in an effort to correct these unfair work practices contained within the Company’s attendance policy.

    Membership List
    The Plant Chairperson and the Vice Chairperson investigated the possibility of our membership’s seniority list being used by one of our local GM Dealerships. These letters were addressed using a marketing database. These lists have been available for several years. Normally sales people use these databases to solicit your business by calling you on the phone. In this case the dealership decided to make it more personal by sending you hand-addressed letters. We are now at this time, certain that this local dealership is not in possession of a GM seniority list and if any contradictory information surfaces in the future, the membership will be advised.

    Important dates to remember:
    Members who are on the active role as of December 3, 2006 will receive their Special Payment of $1700.00 on their pay stub the week of December 4th. December 6, 2006 at 11:00 a.m. a moment of silence will be observed in our plants in memory of women who have died due to acts of violence. December 7th will be our annual Community Service gate collection.

    Reminder
    The Local 199 Children’s Christmas party will be held at the Local Union Hall on December 10th at 10am for the Ontario St. members and 1pm for the Glendale site members.


    CHAIRPERSON'S REPORT
    October 18, 2006

    ENHANCED RETIREMENT CANVASS


    The week of October 9/2006 management informed the union that there would be a surplus of manpower for Jan 1st/07 and that they will be going to the new retirement list just negotiated. The company informed the union that 40 production retirement incentives will be offered for January 1/2007.

    There will also be the following retirement incentives offered for the trades for January 1/2007.

    1 Carpenter
    3 Cutter Grinders
    1 Dyno Mechanic
    4 Electricians
    3 Machine Repair
    4 Millwrights
    1 Pipefitter
    2 Sheet Metal
    2 Truck Mechanics
    3 Welders
    3 Toolmakers

    Canvassed members will receive letters over the next week which will state if they are able to retire with a $93,300 incentive or not. Some will receive letters that will state they are not able to retire on January 1/2007. Those that have received a refusal letter will still remain on the list for the duration of the retirement window from January to December 1/2007 and as surpluses become available will be able to retire in seniority order.

    CAR INSURANCE

    For those that have bought or leased a new GM North American vehicle and have received the $2,000 negotiated discount, the $1000 insurance discount will be paid out in your regular pay as early as November. The $1000 is a taxable benefit and the net amount should be in the neighborhood of $700. All active members will receive a letter containing the details and explanations in regards to the new collective car insurance program, this letter should be arriving approximately near the end of October. Interested members can also go to www.cawinsurance.com for information or an online quote. Also available is a call center that can be reached at 1-877-229-4677.

    AFFINIA WORKERS COLLECTION

    The shop committee thanks all General Motors employees for their generous donations collected on October 5/2006. The total amount collected was $11,300.00 .
    THANK YOU


    CHAIRPERSON'S REPORT
    Sepember 28, 2006

    RETIREMENT CANVASS


    The retirement seminar held on September 25th was well attended. The information provided to our members during this meeting will hopefully help them in making this very important and personal decision. The Company has not been able to identify a definite number of retirements that will be allocated in the 2007 calendar year. As soon as this information becomes available, the Shop Committee will notify all our members.

    MAINTENANCE TRADES RECALLED

    During the first week of August the Union submitted a policy grievance to the Company for failing to have discussions under Appendix “R” concerning the purchase and rework of some racks. The Union also raised two other issues surrounding Millwrights and Welders, further the Union sighted the project was in need of additional Millwrights. The Union also knew something had to be done for our four (4) most senior Welders that have been on layoff for over three years. These Welders would run out of IMP monies and benefits by November 2006. The Plant Chairperson, Terry White and the Vice Chairperson, Gary Martin held ongoing meetings with Labour Relations staff members, the Director of Engineering and Superintendents in an effort to reach a resolve to these issues.

    Despite the issues listed above, and the fact that St. Catharines has a current surplus of Welders and we are in the midst of canvassing for retirements, the Union was successful in negotiating the recall of five (5) Millwrights and four (4) Welders to resolve these issues. The Company is making an effort to recall these trades by October 10, 2006.

    The Company informed the Union that we have a surplus of Welders throughout the calendar year of 2006 and 2007. In an effort to try and avoid any permanent layoffs for these trades there was a need to find a way to sustain them within WFG’s budget. The parties reached an agreement to create an up to (8) person “Project Crew” to perform construction related activities within the departments of SKOOA and SKOOM. The composition of this “Project Crew” will be identified and adjusted based on job assignment(s) and traditional skill set(s) required. The classifications that may be required for the Project Crew are: Millwright, Welder, Sheetmetal and Pipefitter. These trades will work to the level of their ability without regard to traditional lines of demarcation, provided the work can be performed safely. This “Project Crew” will work as a separate entity on isolated projects within either plant. The Company will make every effort to restrict their work to five days per week and their overtime will lie in their respective departments. The Company will be canvassing for volunteers from departments SKOOA and SKOOM. In the event that senior employees decline this opportunity, the most junior employees within the identified classifications will be assigned to the “Project Crew”. The “Project Crew” will start January 2, 2007.

    In an effort to maintain and more effectively utilize our service Welders, they will be allowed to perform incidental tasks to assist other maintenance trade classifications that have no one on indefinite layoff. This arrangement will take affect upon the recall of the nine (9) maintenance trades.

    We will need to continue to find creative ways to employ all our trades going forward. We all know the Company has a template to attrite construction and building maintenance activities in any location that wants new investment. If St. Catharines is fortunate enough to be offered an opportunity for new investment, the Company will certainly negotiate using the Powertrain template. This type of “Project Crew”, (if successful) maybe one of the methods we could use to maintain a number of our steady dayshift construction and building maintenance jobs in the future.

    The Union has always told the Company that stability brings flexibility. This agreement was reviewed and supported by the entire Shop Committee, and we ask for your support on this issue and please welcome these trades back that have been on layoff since September 28, 2003.


    CHAIRPERSON'S REPORT
    Sepember 11, 2006

    2007 Enhanced Doc 13 Canvass ($93,300.00)


    The Company has informed the union that they will be exhausting the remainder of the negotiated 2006 Doc 13 list due to a surplus of manpower during the remaining months of this year. There will be a new enhanced Doc 13 canvass for the 2007 calendar year as a result of anticipated surpluses in Production and the Skilled Trades occurring throughout 2007. The company will initiate a canvass during September of this year of employees who become eligible to retire within 2007 or are currently eligible to retire at this time. Any employee who is already eligible or will become eligible during 2007 and wishes to retire under the provisions of the enhanced Doc 13 is encouraged to make their intentions known. Once the list is complete all enhanced Doc 13 retirements will be as a result of employees contained within this list only and in seniority order. Retirements for this canvass will fall within a window between January 1, 2007 and December 1, 2007 as determined by management taking into consideration skill set and cross training requirements.

    C.O.L.A. Increase

    There will be a 28 cent per hour C.O.L.A. increase effective September 4, 2006. This will be followed by our negotiated increase in your base rate of 30 cents per hour effective September 18, 2006.

    Retirement Seminar

    The Union has established a seminar date of September 25, 2006 at 7 p.m. at the CAW Hall on Bunting Rd. for any members that are thinking of retiring. This is a great opportunity to ask all the financial and other questions you may have to assist you in making your decision to retire. You are encouraged to bring your spouse or partner.

    Car Insurance Program

    The car insurance program negotiated in 2005 bargaining will be set up within the next few months. This insurance provides a $1000.00 discount for any vehicle purchased under the $2000.00 discount plan that was also negotiated in 2005 bargaining. We will be getting more details this week at our GM/CAW Council meetings and issue an update to you as soon as possible.


    CHAIRPERSON'S REPORT
    August 15, 2006

    THE REAL PICTURE


    General Motors announced they have begun to turn the corner during the second quarter of 2006 in their North America operations. GM’s record revenue of 54.4 billion in the second quarter of 2006 has come at a cost though. The sale of 51% of GMAC and the cutting of structural costs along with attrition plans (the selling of union jobs in the way of retirement incentives) is something that we have all witnessed. The next immediate challenge facing GM is the ever-rising market share by Toyota. Five years ago, GM outsold Toyota by over 2.5 million vehicles, whereas at this time, GM is only expected to out sell Toyota by 100,000 this year and in 2007 be surpassed by Toyota out selling GM by 200,000. The threat of Toyota becoming the number one auto manufacturer in the world is real and certainly places our livelihoods in jeopardy as this will result in GM having to continually restructure to reflect their market share.

    Our politicians need to heed the concerns of Union leaders in this country and develop policies that allow a level playing field as well as pressure the countries that have barriers in place such as Japan that prevent our products from equal access to their markets.

    DELPHI SITUATION

    The mass departure of UAW Delphi members to retirement, or a one time buyout, is truly a sign of how terrified these working people are of the unknowns of what Delphi will represent when they emerge from the restructuring currently taking place.

    Delphi’s plan is to buy out the high paying jobs so it can reinvent itself with a newer younger workforce with a lower tier of wages in an effort to become more competitive in the global market. This being the case of elimination of these higher paying jobs will ultimately mean the loss of people to buy our North American made products which in turn will have a trickle down effect on the North American economy in general.

    POSSIBLE POLLUTED ALLIANCE

    (GM/Nissan Renault)


    General Motors is currently reviewing what auto analysts are saying could be one of the largest alliances in the automotive world. The possible alliance would be based on the principle of utilizing a common supplier chain to lower costs as well as Nissan having the ability to assemble their products in GM plants that are underutilized. The underlying theme to this alliance seems to center on Billionaire Kirk Kerkorian’s desire to oust Rick Wagoner and replace him with Nissan/Renault boss Carlos Ghosen and speculating this move would reap major return on his 9.9% stock holdings. The leadership view on this issue is that if this alliance matures and Ghosen ultimately replaces Wagoner, we will see restructuring like never before. Ghosen’s reputation is one of an anti-union extremist earning him the nickname “The Destroyer”.

    IN THE PLANT

    The membership in gen3 has continued to prove that when presented with a challenge they will overcome all obstacles put in their way. This has been proven by this division displaying excellent production counts over the past two months, which can only strengthen St. Catharines opportunities for new product allocation in the future.

    With a strong Canadian dollar, it is imperative that we all continue to meet our targets, as even with this obstacle, we believe that we have a workforce capable of meeting any of these daily production needs, whether they are in numbers, quality or responsiveness.


    CHAIRPERSON'S REPORT
    July 20, 2006

    Head of Powertrain in St. Catharines

    June 29, 2006 John Buttermore Vice President and General Manager of Powertrain, met with both your Chairperson and Vice Chairperson. Bill Shaw and Plant Manager Bill Kulhanek along with the Head of Labour Relations, Claude Denoncourt was also present. Buttermore commented on the remarkable transformation that’s occurred outside of the old foundry and Gen 1 E area.

    Buttermore also spoke about how General Motors has made considerable investment in the Glendale Plant being HFV6 and the Gen 3. Since the volume reduction in the Gen 3; he thought that St. Catharines had struggled with hitting its attainment and that St Catharines is the only plant of the 23 Powertrain facilities in North America to still be in the ‘red’. Buttermore reminded local management that they need to look at all forms of waste, not just at headcount and that just purely reducing headcount in all areas is not the answer to becoming efficient.

    Buttermore felt assured that the Union and its Membership were fully engaged in the day to day processes in the plant and he was fully aware of the sacrifices the Membership has made since April 19, 2006. Since those changes, the Gen 3 continues to improve and do exactly what we have done in the past, which is to show management there isn’t any challenge too overwhelming.

    The Shop committee will continue to showcase this Memberships skills and abilities to the top GM decision makers in anticipation of new core work announcements in the August/September time frame. The strong work ethic and desire of this membership to be number 1 at whatever products we produce make this location the right choice for new core products in the opinion of this Union.

    Elections

    With all the elections completed for the next three year term, we would like to take this opportunity to congratulate all successful candidates in the recent elections for all the Executive positions Wayne Gates President, Gary Martin and Ron Allen, Trustees and Julie Bartfai, Member at Large, and Susan Erskine Fournier as Editor, as well as the candidates that were successful through the in-plant elections Steve Armstrong, Rob Stevenson, John Pula, Ed Gould, Jason Copeland, Rob MacDonald, Dave Carr, and Brian Chemnitz. We would also like to thank Ron McIntosh, John Arntz and Elizabeth Ferretti for their years of service to the Membership of Local 199.

    With the elections over, and now behind us the Shop Committee would like to welcome every one back from hopefully a relaxing and enjoyable summer shut-down, there is still plenty of good weather ahead of us to enjoy as well as our upcoming Local 199 picnic, Saturday Aug 12/06 that we hope everyone can attend. It will be held at Fantasy Island, tickets are $18.00 Canadian and can be picked up at the Union Hall.


    CHAIRPERSON'S REPORT
    May 31, 2006

    THE STATE OF THE BUSINESS

    The week of April 23rd new plant manager Bill Kulhanek along with Production Manager Steve Jenkins, brought the state of the business plan to the membership. They shared the shortcomings of the plants performance, including a loss of over a million dollars per month, for the last six months. Their main stated goal is to improve productivity, in order to make up for their losses. What this means is that the company will continue to look at every job that they feel is underutilized. The only plans they did share with the membership for the next year, which had any positive focus, was related to the Glendale location. With General Motors still planning to close the Westside of Ontario St. and the transmission volumes continuing to decline until they eventually cease, it is clear that our focus must remain on securing new Powertrain work for St.Catharines!
    TEAR-OUT FUNDING APPROVED FOR NEGOTIATED HFV6 WORK

    The funding for the tear out of the old Gen1-E in the Glendale facility has been allocated and this work will start the Tuesday, May 23, 2006. This will clear floor space for the work negotiated in 2005 for the additional High Feature V6 equipment that will enable this location to produce added volume.
    BILL SHAW RETURNS TO ST CATHARINES

    On May 12th former plant manger Bill Shaw, in his new role as Manufacturing Manager of Engine Facilities, came for his monthly visit to our plants. While here Vice Chair Gary Martin and I had a conversation with Bill about new product allocation for the St Catharines Facility, only to be told there are no new engines or components to be allocated at this time. He stated that as a Powertrain facility no components are being considered for this location.

    GEN III IN-PLANT MEETINGS

    On May 26th the Company rolled out their latest proposal, after acknowledging that they were responsible for the previous proposal missing the mark. The Company has finally decided to listen to the Union and the input from the people who actually perform the work on the assembly line. The Leadership had an opportunity to talk to all three shifts, have written down their concerns and will address as many of these issue as possible.

    TOP LEVEL POWERTRAIN MANAGERS TO MEET IN JUNE

    The Company has scheduled Bill Shaw (Manufacturing Manager Powertrain Engines, North America) and John Buttermore (Vice President and General Manager G.M. Powertrain, North America) to meet with the Shop Committee to review St. Catharines performance over the past several months. The Membership has shown St. Catharines is the right place to do business as they have made the necessary changes to continue to attract new Powertrain core work, and maintain our current engine volumes.

    C.O.L.A. INCREASE

    Effective June 5, 2006 there will be a 20-cent increase in the cost of living allowance.


    CHAIRPERSON'S REPORT
    , 2006


    BELOW ARE A/PLANT CHAIRPERSON'S REPORT BY GARY MARTIN (JAN 5/06 - APRIL 19/06)
    CHAIRPERSON'S REPORT
    April 19, 2006

    GM has announced that they will remove one million vehicles out of production, which also removes one million powertrains out of production. Therefore the threat of losing more volume in the products we produce in St. Catharines is a very real threat. Although St. Catharine’s quality is second to none, our costs are not in line with other locations that make the same products. GM in an effort to expedite their turnaround plan have told all plants to be within budget by the end of June rather than the end of December for 2006. This is going to be an extremely difficult task for any location to accomplish. Even with the changes being implemented, especially in our assembly areas, our location will need assistance in achieving substantial cost savings in order to make their budget by June. GM approached the Union with a number of issues that they felt would substantially reduce their costs. The Union certainly had some tough decisions to make; were we going to be part of the solution as well as lessen the impact to the Membership? Or, allow GM to implement their plan, which would have created a much greater impact to our Membership and force the Union into a reactive position. After several meetings the Shop Committee is unanimous in implementing the following four changes:

    1) The non-contractual relief breaks for all assembly areas in both locations will become consistent. Currently the HFV6 and the Gilman Assembly areas receive (two) ten minute non-contractual relief breaks and the Gen III Assembly and Rad Line Assembly receive more than this. Therefore, the Gen III Assembly and the Rad Line Assembly areas will now receive (two) ten minute non-contractual relief breaks, instead of what they currently receive.

    2) The Union raised concern with the lack of manpower and the Union Awareness deficiencies in the Gen III Assembly area. The Company has agreed to allow additional manpower to address these training issues. However, they did raise an issue that this could create situations were we could have surplus people. We have agreed to allow the Company to send some additional people to Union Awareness to help offset these additional costs. We have agreed that the start time for Union Awareness will be changed to 7:30 a.m. instead of 7:00 a.m. This will allow Supervision 20 minutes from the start of shift to inform these extra people (if there are any) that they are required to attend Union Awareness. This allows our members 40 minutes to get to class. If this concept is successful, we can address other areas of concern.

    3) There will be a new division set up to perform re-pack work. Although we do not own re-pack work, the Company has agreed to allow any 65 placement worker, who is not currently on a routed job to flow to this new division. This creates value added work for our restricted workers, as they will sort everything other than a third party sort. This should also assist in the placement of our restricted members.

    4) The Company will exit the Wheelabrator work we currently perform at our Ontario Street location. This will directly impact 6 production members and 2 skilled trades members. The production impact will be handled through retirements and the skilled trades impact will trigger retirements in July 2006 instead of October 2006. The Company also issued 8 documents 12’s for this event. The above represents significant change and significant cost savings. We believe these costs savings will demonstrate to the GM decision makers that St. Catharine’s is the right place to do business. We all need to be part of a workable solution in order to continue to attract new work. We need our members to understand that these changes are necessary if we are to maintain our current volumes and at the same time, try to attract new investment in St. Catharines. Our members work very hard and they understand how important it is in all areas to reach attainment. We have the quality and now we have some additional run-time to help reach the attainment. Let’s work together and watch these changes bring about more positive changes for St. Catharines.


    CHAIRPERSON'S REPORT
    March 21, 2006

    The Company has agreed to let the remainder of the 167 Production members who applied for the $93,300.00 buyout, the opportunity to retire July 1, 2006. There will be some members that will be required to stay a few months longer in order to acquire enough pension credits to reach their thirty years.

    Due to a surplus of employees in the Gen 3 and Final Drive Transmission brought about by reduced volumes, the Shop Committee was successful in negotiating 90 additional opportunities to retire. Members that are on the current list of 302 will be able to retire between October 1, 2006 and December 1, 2006 with an enhanced Document 13 incentive of $93,300.00. Any member currently on the list that declines their offer of retirement will forfeit their opportunity for an enhanced document 13 for the life of the current collective agreement.

    In response to enquiries from a few of our members with respect to a re-canvass, the answer is clear. Every member who would be eligible to retire by December 1, 2006 had the opportunity to be included on the current list. Your Shop Committee has always maintained that if we were able to increase the number of retirees above the negotiated 167, any member on the current list from the 2005 canvass will be able to retire prior to a re-canvass.

    The Shop Committee believes there will continue to be a surplus of manpower due to reducing volumes of transmission work at the Ontario St. location in 2007 and 2008. With this in mind, your Shop Committee will continue to meet with Labour Relations and the Plant Manager to discuss dealing with the resulting surplus of manpower through attrition via enhanced retirement incentives.

    We are pleased to report that we have been successful in having the Company agree to provide at least 130 Document 12’s due to GM’s continued restructuring. These additional Document 12’s should provide enough $93,300.00 buyout opportunities to cover any surpluses we may have for Production and/or Skilled Trades through the life of this agreement.
    This is comforting news for our senior members who may want to retire during the life of this agreement and it is even more comforting for our less senior members knowing their chance of being permanently laid off is greatly reduced.

    In the Gen 3 our engine build numbers have increased significantly and we would like to thank all our Production members for their hard work in making this happen. In light of this, all workers, especially those that are line tied need to be treated with dignity, respect and have their issues dealt with immediately by supervision. If your supervisor is not doing these three things, please notify your Union Representative with the details.

    The Shop Committee has set up a meeting with Michael Grimaldi, the President of G.M. of Canada to discuss future new product opportunities for St. Catharines. We have received a letter to confirm that this meeting will be in mid to late April, as the actual date is yet to be confirmed. Securing Document 12’s while beneficial is not the answer to all of our challenges going forward; we must also continue to negotiate to secure new work for our members and the community in which we live.


    CHAIRPERSON'S REPORT
    February 21, 2006

    Open For Business
    Although bargaining was concluded some months ago it would appear to the Shop Committee that at least two other locations, Oshawa and Windsor, have entered in to discussions with the company to secure new core work. These two locations are currently attempting to put together Memorandums of Understanding with the company to facilitate securing work. The company is looking to obtain significant work practice changes in order to consider these locations for some of this ever elusive new core work. They include such things as the outsourcing of non-trades maintenance work, restrictions on transfers/job postings during model changes, flexibility on outsourcing and in sourcing of work, full implementation of GMS principles, eliminate flowing between plants in Oshawa during layoffs and reduced relief time are some of the production issues. In the Skilled Trades some issues are, outsourcing of some Skilled Trades work, changes to the full utilization language, eliminate the Skilled Trades construction departments and other cost savings.

    Cold Irony
    The irony in what is occurring at these other two locations is that over the last 4 sets of bargaining the Shop Committee at this location has bargained responsibly on behalf of our membership to better position us for new core work having the foresight to bargain language to support this. We have successfully secured over a Billion dollars of core work investment for the city of St.Catharines at the bargaining table. The Shop Committee believes the Company was aware of this new core work during 2005 bargaining and we have requested top level meetings with the CAW National Union and GM to allow the Company to explain why these discussions did not take place at 2005 bargaining.

    In Review
    With respect to the previous two paragraphs. Management at this location, is intent on driving as many productivity and efficiency improvements in every possible area, citing the current financial turmoil that GM finds itself in today as the cause. During a recent visit, Joe Ponce (the head of the Powertrain engine division) stated, “GM is in survival mode and that GM St. Catharines must make the necessary productivity gains in order to try and maintain their current business”. On a weekly basis, GM Headquarters reviews each plants financial performance within the entire powertrain operations to decide which plants will survive and which plants are to be considered for new core work. On Friday Feb 17/06 the Shop Committee reviewed the St. Catharines productivity and financial performance charts that definitely suggest that if this location continues to perform at current levels further volume reductions in key production areas will likely occur. Fortunately for St. Catharines we have enough high seniority members who have opted to retire, avoiding our lower seniority members from being permanently laid off due to these necessary productivity gains the company will make during 2006.


    CHAIRPERSON'S REPORT
    January 17, 2006

    The National Union and the Company informed the Shop Committee that sometime after negotiations the parties reached an agreement to allow a one-time buyout opportunity for construction related trades. This document will be listed in the Master Agreement as Document 100. This document allows each location to negotiate buyout opportunities for these types of trades in an effort to reduce construction to a more manageable size without layoffs.

    The Company informed the Union that there is a current surplus of Skilled Trades in St. Catharines. There is also another surplus projected for later this year. The current surplus declared is as follows: 22 Toolmakers, 16 Machine Repair, 1 Die Sinker, 3 TMAA’s, 2 Cutter Grinders, 9 Electricians, 4 Millwrights, 5 Welders and 1 Truck Mechanic. The projected surplus for later this year is as follows: 8 TMAA’s and 3 Machine Repair. Although Document 100 is only for construction related trades, the Shop Committee was able to include both Maintenance and Tool Trades in the St. Catharine’s Memorandum of Understanding. This will allow all trades other than Pipefitter and Dyno Mechanic an opportunity to take a special enhanced buyout of $93,300. A canvass has already started, as it has to be completed within two weeks in order to get our members who opt to retire April 1, 2006 their monies. Although the vast majority of trades will be allowed to retire April 1, 2006, the Company has the right to choose the date of retirement, with the last date being December 1, 2006.

    We strongly urge anyone that wants to retire to sign up. Surplus numbers are subject to change and what might be 9 now may end up being 12 later on. The Union will review any remaining surplus after the sign-ups and are confident that we can use temporary layoffs (if required) in an effort to avoid any permanent layoffs.

    This is the first time the Shop Committee has convinced the Company to eliminate their surpluses through buyouts without issuing layoff notices to our members. There is no need for the Company to have our members stressed out over a period of several weeks or months worrying about being laid off.

    Normally the Company factors in 5% productivity gains when calculating large surpluses. The Shop Committee has data to prove that the Company introduced more than 5% productivity gains for 2006. We were successful in having the Company agree to extend the Production buyout list (currently at 167) by the additional productivity gains identified to be above the 5% factor. This will allow for some additional Production members to retire in 2006 with $93,300. It is also understood that any productivity gains projected for 2007 and/or 2008 would require the Company to re-canvass our Production members as the current canvass only covers up to December 1, 2006.

    We recognize GM must make productivity gains in an effort to continue to attract new business. Although our members that opt to retire deserve a buyout, we must stay focused on the amount of work that our members who remain working are expected to do. Your Union Leadership must continue to monitor all productivity gains to ensure that our members are not being over loaded with work.

    There will be 45 Production members retiring on March 1, 2006. In that group there were 5 members bypassed due to being short of having 30 years credited service by March 1, 2006. The Company has agreed to allow these five members to retire May 1, 2006.


    CHAIRPERSON'S REPORT
    January 5, 2006

    On behalf of all your Leadership, I would like to welcome everyone back. Hopefully you had time to spend with family and friends and some time to recharge your batteries.

    In December our Membership once again dug deep into their pockets for a plant gate collection for Community Care. Our Members donated $15,000 and the Local Union’s Social Justice Fund donated an additional $3,500 for a total donation of $18,500. Many people in our communities are not as fortunate as we are, and you should be very proud that you cared enough to make a difference in someone’s life, through your generous donations.

    2006 will be a year of budget cuts, efficiency gains and other names management uses instead of saying head count reductions. This year GM needs to make some drastic changes to turn their losses into profits.

    The Shop Committee met with management to discuss an alternative plan to removing a week out of the Gen III schedules in February. The Union was able to convince the Company to take the week of January 9th 2006 out of the Gen III schedules instead of a week in February. Other areas, such as Cam line and Crank line may also be impacted the week of Jan. 9th. We did this, as almost 100% of our members still have an active E.I. claim running until January 17th and they will receive income for the week of January 9th. The alternative meant that our members would have to put in a waiting week in February with no income. The Company will also be canvassing Gen III or approximately 40 Production and 10 Skilled Trades volunteers for up to thirteen weeks layoff from January 16th until April 18th, 2006. There will be no loss of dental coverage or hours towards vacation.

    The Company also informed the Union that the next wave of retirements for our members already signed up will take place March 1, 2006. The numbers will be: 45 Production, 9 Millwrights, and 2 Pipefitters. If you are included in these numbers you should have received a letter from the Company by the time you read this leaflet. If you have not received a letter and want to know where you are on the list please contact your Shop Committee Rep. This list is confidential, and should not be copied. Your Shop Committee rep. cannot show you the list, but they can tell you where you are on the list. There will also be 5 more Pipefitters allowed to retire April 1, 2006. I would like to congratulate Doug Orr on his appointment to the National Union. Doug has great leadership skills, welcomes challenges and did a great job for our members as Plant Chairperson for the past 5 1/2 years. On behalf of all the Leadership we wish Doug and his family success, health and happiness.

    As Chairperson for only a few days now I have heard a lot of speculation that I might exercise the privilege of the Plant Chairperson to remove some people that Doug Orr had appointed to Union positions. I am not going to remove anyone from office that is working hard to ensure our members get the very best representation possible. Our members are highly skilled, they work hard and they deserve answers to their concerns as quickly as possible. I will be working very closely with every Shop Committee Rep. and Bargaining Unit Rep. to make sure this happens.

    The Bi-election for Plant Chairperson will take place when the Local Executive Board elections are held in the months of May or June, unless special permission is granted from the National Union to move the elections forward. The decision to do this was to avoid any additional election costs to our Local Union. This also gives our entire Membership a chance to exercise their vote for the Plant Chairperson of their choice. During a Bi-election no elected official has to resign in order to be eligible to run for the position of Plant Chairperson. Therefore it could be a busy street. Good luck to all candidates for this position as well as all the other Executive Board and Benefit positions.



    BELOW ARE PAST CHAIRPERSON'S REPORTS BY DOUG ORR


    A message from your Chairperson…
    December, 2005

    In late November I was contacted by the National President and offered a staff appointment to which I have accepted. On January 9th 2006 I will begin my new assignment working out of the Toronto office.

    As chairperson for the past five and a half years it has been an absolute privilege and honor to lead the GM Unit.

    As chairperson I have been able to provide leadership in representing and defending our membership’s wants, needs and rights at two sets of bargaining. Being able to work with the membership’s choice of representation has been extremely important to me and has resulted in the entire bargaining committee being focused on your issues.

    Your current leadership has proven through the most difficult times that working together achieves the greatest value and benefit to the members who elect us.

    Every member of the shop committee has provided me with the utmost respect of my position as the spokesperson for the entire membership as well an unselfish defined understanding of their zones day or night to which I am grateful.

    Brother Gary Martin will assume the position of Plant Chairperson and Brother Terry White will assume the role as Vice Chairperson. I ask that the same courtesies and respect be shown to both individuals from the entire leadership and membership.

    As Plant Chairperson I relied heavily on the expertise of skilled trade’s reps Brother Martin and Brother Peter Barber in making decisions that impacted skilled trades. It is my expectation that Brother Martin rely on the same expertise from production shop reps of John Hockey, Terry White, Mike Giblin and Terry Kuchar when having to make a decision that impacts production members.

    I must thank our President Ron McIntosh for his loyalty and support for the past five and a half years in letting your leadership have complete autonomy in running the GM Unit; Brother Malcolm Allen for providing me the necessary technology to allow me to perform the tasks as chairperson in an efficient manner and Brother Tim Deschamps for doing an excellent job in filling in as Chairperson while I was out of the plant with the shop committee on Union business.

    Lastly and most importantly I would like to thank the membership for the tremendous support they have shown me in my many roles within the union leadership since first being elected in 1989.


    CHAIRPERSON'S REPORT
    December 16, 2005

    Weeks Out


    Several areas of both main plants will be taking the week before Christmas as a down week. The HFV-6, Cam Line, Final Drive, Forge Shop, Output Shaft and Heat Treat will be affected resulting in approximately 800 members in production and skilled trades being laid off.

    Rezoning Glendale Shop Committee

    Through mutual agreement with the Glendale Shop committee reps rezoning of shop committee responsibility has taken place.

    14A01, 14A02, 14A03, 14A04 which was previously represented by shop rep Mike Giblin will now be represented by shop rep Terry Kuchar.

    08D02, 08E01, 08E02, 10B01, 10B02, 12A02, 11D01, 11C02, 11C03 which was previously represented by shop rep Terry Kuchar will now be represented by shop Mike Giblin. Rezoning of the above areas will take effect Jan. 3, 2006.

    Paragraph 62 Information

    In accordance with Supplement No. 1 of the Local Seniority Agreement, all applications for transfer made in accordance with Paragraph 62 of the Master Agreement will become null and void on January 23, 2006.

    Paragraph 62 applications for 2006 will be accepted commencing January 16, 2006 and will be considered valid January 30, 2006.

    Employees will be permitted to have a maximum of four (4) valid requests for transfer on file at any one time. Should a subsequent application be filed, only the latest dated application will be considered valid.

    Employees will be entitled to four (4) transfer opportunities between divisions, departments, or groups within a twelve (12) month period, beginning with the fourth (4th) Monday of every January.

    Acceptance or refusal of any transfer will invalidate the remaining transfers on file at that time.


    CHAIRPERSON'S REPORT
    November 22, 2005

    RESTRUCTURING HERE THERE AND EVERYWHERE


    Without agreement from the union the company adopted a restructuring plan in the Gen 3 area. Their new and supposedly better way has been met with resistance fueled by managers who lack the ability to understand how to achieve increasing productivity without adding manpower. Incremental changes albeit not always pleasant are much easier to accept when there is a defined need to change. Slamming numerous changes all at once with the explanation “this may happen” “or this might happen” will always be met with push back from the people impacted. This is the case in the Gen 3 as management decided it was in the best interest to impact negatively the largest production department in the city. Supervision now claim the way you used to work is no longer acceptable or sustainable. They claim waste has been identified in poor work practices, too much time off the job and worker utilization leading to inefficiencies within their operating systems. Members in this area are shaking their head in disbelief!

    One item the union and management agree on is GM’s deteriorating financial performance in the stock market and more importantly their declining market share. It would be considered irresponsible for any member to believe its business as usual or to expect that our employer, feeble as it may not make an effort to improve productivity. The company would face less resistance from the union and the workforce if they restructured within the confines of the negotiated agreement.

    The company has stated their plan is for the future and if improvements aren’t made the powers to be outside of Canada, if an adjustment is made to reduce volume, St. Catharines will be the obvious place to cut. Management has provided data showing St. Catharines to be the least productive plant per worker which could equate up to two thirds of a shift being removed. Model mix as well as the other plants that produce Gen 3 engines receiving an unpaid lunch and relief breaks over and above the agreement are greater than the other locations and drive St. Catharines cost per worker as the highest.

    The Shop rep of the area, Brother Kuchar, and the plant chairperson have had several discussions with the plant manager regarding what the company can and cannot do within the guidelines of the local agreement. The union will not support the company reducing the amount of time off a worker receives in this area. We do not support the relief system management adopted or the rotation being on the hour. The union is not and will never be against management utilizing a worker to their contractual ability.

    The company’s current plan is a plan to fail which is evident in their administration and will lead to volume being removed from this area. The company will then be able to make the statement that it was the workforces’ inability to change and not their inability to manage leading to this obvious conclusion.

    Brother Kuchar has presented a sound proposal to the company that will better position the Gen 3 to maintain their current volume and will meet the needs of membership in this area. To date, the company has rejected the union proposal.

    Christmas Bonus - The annual bonus of $1,700 will be paid with the pay ending Dec. 4, 2005.

    VIDEO INFORMATION

    The National CAW Health and Safety Committee are producing a series of videos and will be on the shop floor at both locations on Wed Nov 23, 2005. Ironically the video they are working on is called “Stress In The Workplace”. Please provide co-operation to the two members of the National CAW that will be in our workplace this coming Wednesday.


    CHAIRPERSON'S REPORT
    November 8, 2005

    Layoff Information and Doc. 13 Special Enhanced Update


    As a result of the special enhanced doc.13 retirement canvass being completed and manpower needs being defined short term related to production requirements, the company informed the Union they will rescind all production [167] and skilled trades [82] layoff notices the week of Nov. 7, 2005. The company will retire 79 production and 28 trades Jan 1 2006. The company is unable at this time to identify retirement dates to the remaining successful applicants due to their inability to project production past the first quarter of 2006. GM will provide a minimum 2 month notice period for the next wave of retirements. More information on this issue will be provided as dialogue continues with management.

    The company has responded negatively to the Union’s request to allow everyone in production [skilled trades don’t apply due to allocated spots not being filled] the right to retire under the provisions of the doc. 13 enhanced claiming the cost at this time is too great to the corporation. The company has also stated they are not willing to completely close the door locally on allowing additional members to retire under the current offer due to future manpower requirements. The Union’s request was not based upon future manpower or a “maybe” response but on the current number of members on permanent layoff status. The cost to allow all the applicants the enhanced incentive is approximately 45 million dollars and in our opinion is not too great if the company wants to achieve aligning their workforce to current market utilization and meeting their business needs in removing the non core work located within our plants. The only way for GM to achieve this written goal is to either replace the non competitive work with “core” work in like numbers or attain full employment by recalling everyone from permanent layoff status.

    GM in North America has significant over capacity with the expectation over the next several years that this will continue to grow. GM has yet to define their so called “turnaround” plan which leads many analysts and Union leadership to believe their business woes will continue with restructuring never ending.

    We believe with 309 production members and 49 skilled trades on permanent layoff status and the fact that GM has written their intent to exit non competitive work in the Union’s final settlement agreement in 2002 and again in 2005 we have a contractual right to continue to explore and demand this option.

    By refusing the Union’s request GM further erodes their integrity with their workforce and Union leadership and clearly shows another example of GM’s inability to steer the corporation back to profitability. CEO Rick Wagoner commented in the company’s dismal 3rd quarter results that deeds not words are needed to correct GM’s current negative financial and poor market performance. It is logical to expect every action required to plan for the future would be taken but evidently this is not the case as the company continues to restructure through words and not deeds from the top down for the past year and a half.

    More information will follow as we take this issue to the next level and negotiate with the people that the Union put the agreement together with, that being GM’s chief negotiator Al Green and GM head of Labor Relations in Canada Jim Cameron.


    CHAIRPERSON'S REPORT
    November 2, 2005

    Doc. 13 Enhanced Retirement Opportunities


    As agreed to during the bargaining process and ratified by our membership GM has completed the special job security canvas.

    306 production members have signed up for the 167 available production spots. In skilled trades 6 cutter grinders have signed up for 2 available spots, 23 millwrights have signed up for 36 available spots, 7 welders have signed up for 16 available spots, 1 sheetmetal has signed up for 9 available spots and 20 steamfitters have signed up for 19 available spots.

    To the production and skilled trades that have secured one of the allocated spots GM will notify you in writing within the next two weeks, or sooner with a retirement date. It is critical to remember that GM picks your retirement date in return you receive the special enhanced incentive.

    The company is also obligated to rescind all production and the appropriate skilled trade’s layoff notices by Friday Nov. 11, 2005.

    Based upon the interest shown by our membership and the fact that we have production and skilled trade’s members on permanent layoff status we have formally requested that GM allow everyone in production and skilled trade’s classifications with members currently on layoff status the right to retire with the special enhanced incentive of 93,300 dollars.

    We expect the company to respond to our request by the end of this week. Your leadership believes we have a contractual right to additional spots based upon the wording of the settlement agreement. When we receive the company’s response we will provide additional written information to the membership.

    Katrina Relief - Canadian Village

    The CAW is part of an organization operating in long-term relief support for victims of Hurricane Katrina which devastated the U.S. Gulf Coast. We are working with volunteer organizations, as well as business organizations spearheaded by Frank Stronach of Magna. The project is referred to as Canadian Village in Louisiana. The village will provide housing for some of the poorest families, many with children who are in dire need of accommodation in the aftermath of Hurricane Katrina. We need volunteers, members and retirees, who are willing to donate a week or two of their time and their skills who are carpenters, or who possess the skills to build decks and perform basic carpentry work associated with the Canadian Village project, we will also need other volunteers with electrical, plumbing and painting skills.

    CAW skilled trades workers at the Big Three recently negotiated a special leave of absence that would be suitable for this type of relief work.

    For those interested in volunteering, ask for the information below to be sent to Nancy Kearnan at 1-800-268-5763 ext. 553 or by e-mail trades@caw.ca

    Their name, address and local union number / Home phone number and e-mail address if available / Type of skill and identify if they are a tradesperson / Present situation - working, retiree, temporary or indefinitely laid off.


    CHAIRPERSON'S REPORT
    October 19, 2005

    Retirement Information Meeting


    Due to the large volume of interest generated by the enhanced Doc. 13 canvass, a meeting has been scheduled at the Union Hall Monday Oct. 24, 2005 at 7 pm.

    Members eligible to retire under the provisions of Doc. 13 who are or will be 55 years of age with over 10 years of service on or before Dec. 1, 2006 and members who have 30 years of service or who will acquire 30 years of service on or before Dec. 1 2006 should attend. Your pension reps, President and Plant Chairperson will be in attendance to answer all questions related to the 2006 retirement window of Jan. 1, 2006 thru to Dec. 1, 2006.

    The retirement intention form provided by the company must be completed and handed in by October 31, 2005 only if you intend on retiring. Members who make their intention known to retire by stating yes on the intention sheet and subsequently back out will become ineligible to retire under the provisions of the enhanced Doc. 13 established of 93,300 dollars for the life of the 2005-2008 agreement.

    New Vehicle Purchase Program

    The one time $2,000 new vehicle discount for active members only guidelines have been established and agreed to by the Company and Union. In order to qualify for the discount you must be an active member [A1 status] including members on maternity or parental leave and members on short-term leaves of absence of 30 days or less. Members must be on active status on the date the vehicle is purchased or leased [i.e.; delivered] to the member. The $2,000 discount must be applied to new UNUSED GM North America built vehicles listed as eligible vehicles under the GM Canada Employee Vehicle Purchase Program that are purchased or leased on or after Oct. 1, 2005. Only one $2,000 discount may be applied between Oct. 1, 2005 and Sept. 16, 2008

    Interim Application Procedures Effective October 17, 2005

    The active member as described above should obtain a “One-Time $2000 Employee New Vehicle Purchase Discount Approval Form” which will be made available at each plant location. Please contact your supervisor for information on attaining this form. If your supervisor is unable to answer your question then contact your committeeperson. All Union reps that attended the bargaining committee meeting Tues. Oct. 18 were provided a package containing detailed information on this issue.

    Weeks Out/Protection Of Supply Bank/Engineering Changes/Production De-Rates

    Beginning the week of Oct. 17 the company will canvass affected areas of the Gilman Rm. Final Drive machining areas including Div.20 and the HFV-6 for a 13-week layoff as defined under the provisions of the Local Agreement. The weeks of Oct. 24 and Oct. 31 the HFV-6 will be down impacting approx. 180 members [some members will be forced these weeks] due to engineering changes for the 2007 model year. The week of Nov. 7 the HFV-6 will be down impacting approx. 250 members [entire area will be forced out] due to the company adjusting their inventory. The week of Nov. 14 the HFV-6 will de-rate to 525 a day impacting approx. 60 members.

    Components Plant – The week of Oct. 24 the Gilman Rm. will de-rate to 7,260 a day impacting approx. 16 members. The week of Oct. 24 areas in the Final Drive and Div.20 machining lines will de-rate impacting approx. 39 members.

    It should be noted that the company continues to raise issue with the Shop Committee that Gen 3 volumes are unchanged but expected to be reviewed, due to the pressure of gas prices in the United States.

    All members that are placed on the 13-week layoff will qualify for Christmas holiday pay and dental benefits. Hours not worked due to this layoff will be credited to the 1,000 hours vacation pay eligibility if required.


    CHAIRPERSON'S REPORT
    September 20, 2005

    Bargaining 2005 - Not Business As Usual


    On Sept. 16th the GM Master Bargaining Committee and all local committees were invited to the leadership review of Ford’s tentative contract, where an in-depth examination was provided. The agreement is clearly a reflection of a troubled industry and serves as a reminder that Big 3 automakers in North America are struggling.

    GM, Ford and Chrysler all tabled identical economic proposals to the National Union prior to Ford being selected as the target company that saw no wage increases, a minimal pension increase, a reduction of one SPA week and co-pay for drug benefits. Ford Motor Company was selected as the lead target company because of their willingness to talk through their restructuring issues. Chrysler Company on the other hand continues to remark that thousands of jobs will be outsourced. GM, as we are all aware, seems determined to challenge the pattern established which could inevitably lead to a strike. We echo the National Union’s comments and say GM will meet the pattern established; the decision will be how much pain GM wants to inflict upon themselves and of course our membership.

    GM has already posed the threat that the billion-dollar Beacon Project will be cancelled and moved to the United States if the CAW does not bargain differently with them.

    The Beacon Project investment decisions were made in conjunction with government investment and recognition of the importance of the auto industry in the economy. The economic climate as well as the industry itself determines what can be achieved through the bargaining process. The Ford agreement includes minimal wage increases, improved pensions, benefit improvements, skilled trade’s gains and an improved restructuring benefit. Not bad when you consider the factors that were all lined up against Ford’s Bargaining Committee.

    Local Bargaining Tables

    Each morning the Master Bargaining Committee meets with each location providing a progress update. One thing that is consistent this round of bargaining is GM’s attack of work rules, time off the job and their lack of investment at each location.

    Locally GM continues to demand the removal of all non-core work bargained in 2002, major flexibility within our skilled trades, the removal of all relief breaks over and above the agreement and major changes to our seniority structure.

    As is the case with the National Union our local bargaining committee is not willing to go backwards. We are however willing to put a responsible agreement together with our employer only when new investment is put on the table and, as equally important, GM must maintain all jobs bargained in 2002.

    A contract extension has been signed by the Nation Union and GM, taking our agreement to Sept. 27. It is very important that all workers remain on the job until 11:59 PM. Your in-plant committee will continue to be provided regular updates from Toronto.

    If Chrysler does not strike on Sept 20 our bargaining will pick up significant momentum, therefore this will be our last update.


    CHAIRPERSON'S REPORT
    September 12, 2005

    Bargaining Update


    CAW President Buzz Hargrove at a press conference Thursday, September 8th announced Ford as the company selected to set the pattern for this year’s round of Big Three auto negotiations.

    Hargrove said the choice is based on “where the union believes it can get the best agreement possible for our members, their families and communities with the least amount of sacrifice.”

    Given the extremely challenging bargaining environment, Hargrove said the union will switch to bargaining at Daimler Chrysler if Ford talks aren’t progressing satisfactorily next week.

    Although your bargaining committee is disappointed not to lead this round of bargaining we support the decision made. We expect very early next week, if talks are not progressing with Ford, that Chrysler will be put at the forefront of bargaining the pattern. This inevitably will mean that if no agreement is reached by the contract deadline Chrysler workers and not Ford will strike.

    General Motors was not selected as the target company due to their tough, aggressive position on the issue of no pension increases to their workforce. GM has stated numerous times over the past three weeks when their turn comes to bargain they will balk at following any pattern, unless they are the lead company. This will inevitably lead to a showdown and strike at all GM locations in Canada if their position does not change.

    We have informed Brother Hargrove that in order to be successful at the bargaining table St. Catharines must bring an agreement to its membership that includes pension increases as well as new investment for the plants.

    Locally GM continues to be firm that hundreds of non-competitive jobs will be removed from St. Catharines and has put numerous demands on the local table to further erode gains we have made over the past several agreements. Local bargaining will continue with GM, even though we are not the selected target company.

    Thank You

    Your generosity for the victims of the Katrina hurricane disaster raised $19,000. General Motors has agreed to match our plant gate collection. Monies will be forwarded to the American Red Cross. Once again, we have proven to be Community Leaders.


    SPECIAL CHAIRPERSON'S REPORT - BARGAINING UPDATE
    August 29, 2005

    We began local bargaining in Toronto the week of August 22nd in what we would term a negative environment. Going to the table with 246 members holding permanent layoff notices and over 300 members already on permanent layoff makes it tough to say the least!

    The main reason for the poor environment is General Motors continues to restructure and downsize their business more in line with their market share. Major restructuring continues to take place within GM global operations. In North America GM recently announced 25 thousand job cuts over next three years as well as four plant closures the past twelve months and the public restructuring of Germany where GM slashed over 9 thousand jobs less than a year ago. None of this is conducive to building an agreement of growth or prosperity!

    GM Building Protection Of Supply Bank

    When the company begins producing their true production requirements, most likely in October of this year, surplus manpower will quickly be identified in the HFV6 and final drive areas impacting up to 130 production members out of the 166 production members currently holding a permanent layoff notice.

    On the skilled trades side there are 2 tool trades members holding permanent layoff notices along with 78 maint workers. These notices for the most part are contributed to the near completion of the new transfer gear project and are being monitored daily by your leadership.

    Future volume requirements in the final drive area show reductions each year from this year right through to the conclusion of this products lifeline in 2010.
    · Sept. 2006: expect volumes to reduce to 7,000 per day impacting 30 to 40 jobs.
    · Sept. 2007: expect volumes to reduce to 6,300 per day impacting 40 to 50 jobs.
    · Sept. 2008: expect volumes to reduce to 4,700 per day impacting 100 to 120 jobs.

    Please note the information we provide today is based upon current market conditions and of course the 6 speed transmission slowly replacing the Warren final drive volume. GM’s new 6 speed transmission project in which we bargained a small portion of in 2002, replaces the Warren 4 speed volume produced at the Components Plant.

    GM locally this past week put no new work on the table but instead opted to do the opposite and provide the Shop Committee written documentation of their intention to exit from the bargained work from 2002 of Rad/Strut, IPC and Div.20/21.

    We need to all understand that the Rad, Strut, IPC and Div 20/21 were only bargained for life of the 2002 agreement. GM made it perfectly clear to the Shop Committee the week of August 22nd in Toronto that they have no desire to stay in any of this business.

    We have demanded the Rad and Strut [78 jobs] IPC [100 jobs] and Div.20/21[44 jobs] stay right where they are until GM can provide our membership with core work that we so strongly desire and need for our future.

    If all this isn’t bad enough there is also more job loss associated with the 3.1 L cam line concluding its lifeline June 2006 impacting approx. [50 jobs].

    We have created an employment chart of potential job loss beginning Sept. 2005 through to Sept. 2008 when our next agreement will expire with General Motors.

    · potential total Job Loss = 675 production
    · ~ Direct Job Loss - no service groups or skilled trades included

    The Shop Committee believes there is growth opportunity in the HFV6 area. There is another module yet to be allocated and the work in question is being sought by our leadership as well as the UAW leadership in Flint Michigan where the government recently provided GM significant tax abatement and monies in return GM allocated a HFV6 module to Flint.

    We have stated to the company that assemble growth in the HFV6 would be positive it would make greater sense to bring the entire module to St. Cath giving us the ability to provide our own blocks, heads, cranks etc. to our assembly operation.

    We would also like GM to provide work for the Components Plant related to the new six speed transmission. It is our belief that any work related to this transmission is being delayed due to financial restraints. More dialogue on this important issue will take place throughout the bargaining process.

    The main obstacle in our way is of course, General Motors and what price they expect our membership to pay. GM’s chief negotiator; Al Green’s continually comments that whatever gains financially are made at the bargaining table will be offset at the local and master levels meaning less wages, benefits, time off and of course GM’s big one, productivity improvements. GM locally has stated their intention to remove all relief time over and above the current agreement in all areas as well as completely overhauling the material handling division.

    On the skilled trades side every demand GM has put forward is laced with flexibility. The company wants all trades to have one hour of incidental work as well as nine more seniority and overtime dept for maintenance trades and three more for the tool trades.

    Strike Vote Results

    On Sunday August 28th the membership voted 98.5 per cent in favor of striking GM should the Bargaining Committee deem this action necessary. We want to thank all the membership for this strong show of support!

    Overtime Ban

    A motion was put on the floor at the strike mandate vote asking that all membership decline all offers of overtime by the company until our contract expires Sept. 20th 2005. The motion was unanimously supported by all in attendance. GM will likely force workers under the current labor standards act however it is important that we show solidarity to one another and slow our employer from attaining a large protection of supply bank.


    SPECIAL CHAIRPERSON'S REPORT
    July 28, 2005

    The Shop Committee opened 2005 Local Bargaining on July 27th. The Components Plant was chosen as the location to do this for obvious reasons. Listed below is Plant Chairperson Doug Orr’s opening remarks to the company.

    Good morning. It’s hard to believe that three years has passed so quickly and that once again we sit across from one another to begin 2005 bargaining.

    It would be a pleasant change to open bargaining in an environment that included full employment for our membership in St. Catharines, in an environment that did not include several hundred of St. Catharines members working outside their community in Oshawa or did not have 295 permanent layoff notices being held by workers in St. Catharines.

    However, this is not our reality... I’m sure you will tell the Union today how tough it’s been for you as an employer; well times have been a lot tougher for our membership in St. Catharines and times, I believe, will continue to change.

    It’s very important for GM to understand that St. Catharines wants to be part of a change that will be positive to its workforce and the communities we live in.

    As a result of the bargaining process in 2002 we’ve seen positives and negatives. Over 300 members returning back to work from layoff is positive. Witnessing new investment and new work, both traditional and non traditional is positive. All this activity is exciting and was a result of the Union’s bargaining strategy of how best to meet our membership’s needs.

    As I stated in 2002 and I will state again today, bargaining is an opportunity for our Union leadership to make progress for our members’. 2005 bargaining will be no different as we will go forward with talks and make progress for all GM workers in St. Catharines.

    I make this statement with an abundance of confidence. As Plant Chairperson I have been given all the tools necessary to accomplish our membership’s goals. Having a united, educated leadership combined with a workforce that is about achievement will equal success for St. Catharines at the conclusion of the bargaining process.

    Having said this, I will enlighten management on our major goals and what we will carry out together this round of bargaining.

    · We will gain new work and investment for all locations
    · We will maintain and grow IPC in Port Colbourne as well as the Rad / Strut work
    · We will grow the HFV-6 and Gen 3 areas as well as the new transmission business
    · We will return workers from layoff and members working in Oshawa back to work in their home location

    There is no better time than now to provide the company the Union’s mindset and the thinking the company will need to have in assisting our leadership to accomplish our goals.

    As we are all aware, but only the Union will talk about, the Components plant is dwindling, both in production and in manpower as a result of diminishing final drive volumes. This is negative.

    We spent the entire bargaining process in 2002 talking about the Components plant and what its future would hold. We are profoundly disappointed in decisions or lack thereof related to GM’s commitment to this location during the life of this agreement. The only decision made by GM regarding this location came from Powertrain’s Homi Patel and that unfortunately re-enforced our belief that GM has much different plans for the Components plant than that of the Union.
    The Union leadership through the 2002 bargaining process paved the way, without a strike I might add, for GM to remove the Rear Axle and Delphi work GM spun off in the 90’s in return for new investment [core jobs] and a future for the Components plant.

    In March of 2004 the company informed the Union that the X22 gear set bargained for the Components plant, engineered for two years for the Components plant would be moved to the Glendale location…this my friends, although not a violation of our 2002 settlement agreement does constitute, in our opinion, bargaining in bad faith by GM.

    The lesson in 2002 was GM will do anything including misleading the Union to get an agreement.

    Without a new product for the Components plant we all know major job loss will take place over the life of the next agreement as the final drive [4 speed transmission] continues to reduce as it completes its lifeline.

    I make these statements based upon the knowledge that the company’s new 6 speed transmission replaces the “Warren” volume beginning in June of 2006. This volume makes up half of the current final drive volume we produce in St. Catharines today. The gear set bargained for St. Catharines in 2002 is only a small part of the overall six speed transmission project.

    The rest of the final drive volume [Windsors] will reduce every year of the new contract as consumers will elect to buy small cars with better fuel consumption. Having a 4 speed transmission in your small cars for the next 3 to 5 years while your competition produces 5-6 speed transmissions as well as hybrids will not allow GM to maintain the current Windsor volume.

    · All this equates to hundreds of jobs being lost in St. Catharines at the Components plant over the life of the next agreement.

    And just so GM understands, our Union leadership will not let this happen, not locally or at the master level. We will take the action needed to provide our employer with the proper understanding of how to meet the goals we’ve outlined.

    During this round of bargaining the company has an opportunity to make this right! GM’s number one goal through the bargaining process shouldn’t be more job loss or work practice changes in St. Catharines…GM’s number one goal should be how as an employer can you reward a great workforce and make things right in relationship to employment and a future for the Components plant.

    Making things right includes major investment for all of St. Catharines. It includes a major commitment the Components plant.

    There are several benefits to GM in doing business in St. Catharines and Canada for that matter. You don’t have to be a rocket scientist to understand if you want to make money for the corporation then you need to invest more in the Canadian plants. With US health care costs rising in double digit levels the cost advantage has only grown in Canada.

    In closing, GM has an accomplished workforce in St. Catharines. It is now time to reward our membership by investing in the people that can make your business stronger and more profitable. Our expectations of the bargaining process and the opportunity it holds are high and will be accomplished.


    CHAIRPERSON'S REPORT
    June 28, 2005

    Layoff Numbers


    The company’s announcement to layoff 201 production and 94 skilled trades Sept. 12 2005 created some confusion on the shop floor. There has been eleven Chair Reports issued this year with most dealing with GM’s poor performance in the US market. The announcement of layoffs, although disturbing, was not a surprise to your Union leadership.
    It is our position that the layoff notices issued in the trades were not needed at this time due to the majority of members impacted being related to the completion of the installation of the new transmission project scheduled to conclude Dec. 2005.
    Notices issued in production represent the company’s best guess as to what volumes will be needed in the fall timeframe versus the number of people employed. GM’s history of predicting production needs hasn’t seen much success this year.
    In May of 2005 local management, based on what the corporation was telling them believed there would be a surplus of 200 plus workers in the June timeframe. The belief was so strong that a Doc. 13 retirement incentive was put in place May 1 2005 in which 44 production workers accepted. Four weeks later GM is forced to recall 30 workers with a cost of approx. $190,000 per worker. Every worker recalled from layoff will receive 74 SUB credits when they walk back in the door as well as half a SUB credit for each week worked. How do you think GM is going to pay for this costly error knowing 44 production workers just retired at $78,000 a piece? Restructuring that’s how!
    GM will soon find out that restructuring of the Shop floor will not get them to the production requirements they claim they need. With the exception of the GEN 3 we believe all areas are running increased volumes for the sole purpose of putting in place a protection of supply bank should we strike GM this fall?

    Master Bargaining Meeting

    On June 10th the Master Bargaining Committee met with all Canadian plant mangers as well as GM’s top Labor reps. Each plant manager put on a presentation of what products their plant produced including volumes and new work, if any, that they were working on.
    Under Windsor’s report we were informed that over the next 4-5 years their daily requirement is expected to be 3,600. This is important as we are the location that supplies Windsor with final drive components. We challenged this information as locally we consider a much different story will unfold. We believe that each year this volume will be reduced as GM’s competition will continue to offer small vehicles with better fuel consumption.
    During Bill Shaw’s presentation, our outlook was confirmed with a slide showing major job loss [568] in St. Catharines over the same time frame. To date, the company has not yet provided an explanation to this number but it would be fair to assume that it’s the Components plant final drive volumes being the cause.
    The final drive volume we supply to Warren Michigan will be replaced with GM’s new six-speed FWD application transmission. The launch of six-speed tranny will begin June 06 in St. Catharines as it begins its ramp to 1000 a day. Every six speed FWD produced takes one away from our Warren volume in the Components plant. Add these two equations together and it equals our mindset on the future of the Components plant.
    In March 2004 you may recall the Shop Committee tried to get out of the Rad / Strut work in exchange for additional volume and products attached to the new six speed work – this work has since been allocated elsewhere as well as our gear set going to the Glendale plant. Also remember it was the memberships desire to keep the limited Rad and Strut work.
    Memorandums of Understanding and Members Reactions

    In April of 2005 Brother White and Arntz entered into a MOU to maintain two jobs at the expense of allowing GM to schedule Labourers to a non traditional shift arrangement thereby eliminating the need for Sunday overtime in this group.
    Week of June 13th Brother Barber and Orr signed a MOU with GM that alters locally how App. R is administered in return for employment and future opportunities for the tool room.
    Week of June 20th Brother Orr signed a MOU to allow the production recall to be deemed “temporary” for members working in Oshawa thereby allowing those members to turn it down without losing their recall back to St. Catharines in the future while being able to maintain their employment in Oshawa.
    Week of June 20th Brother Gary Martin and Orr signed a MOU to keep eight millwrights from being laid off permanently so as not to disadvantage these members in relationship to holiday pay allocation. In return we agreed with the Plant manager to create a four person “tear out” crew that will work in a non-traditional manner for an eight week period. Note, that there is no need for GM to do any tear out.
    MOU’s are put together when the agreement, which is the minimum GM must provide to our members, does not cover an identified issue. A MOU is requested by the Union when we are trying to achieve a specific goal that will benefit our members. A MOU is for a designated period of time and does not become part of the agreement.
    The reaction to the MOU put together to extend the eight millwrights for eight weeks work thus protecting their holiday pay has generated more negative comments than expected. Comments such as “why didn’t we just allow GM to lay them off” or “too bad for the millwrights” are unacceptable.
    For our Union to be successful our membership must understand the environment we are faced with. If you haven’t noticed GM continues to struggle with maintaining market share in the US and continues to restructure their business more in line with their current market share. Secondly, as a Union we must support one another through the tough times as the true mark of any Union comes through by how its members deal with adversity. Having a me me me attitude can only equate to failure and the membership cannibalizing one another until nothing is left.
    As we prepare to open local bargaining it is essential that our membership supports the entire leadership. We must have the understanding that GM will be pursuing a company agenda and driving hard to force the Union at all locations for concessions in which with your united support we can stand strong against.
    The only way we will achieve our goals of maintaining employment and gaining new investment is with a membership that is willing to support their Union leadership but most importantly one another! There is much more at stake this round of bargaining than the 295 layoff notices that are currently being held by our membership or a MOU that allows for eight millwrights to keep their holiday pay.
    Our focus remains employment opportunities for our entire membership. Overtime is the furthest from our mind as we prepare for a tough set of bargaining with GM.


    CHAIRPERSON'S REPORT
    June 13, 2005

    Plant Volumes And Manpower


    As was reported in the last Chair Report increased production volumes announced by the company created many questions by the Union related to manpower. We believe both main plant locations are now in need of vacation replacements with the Glendale plant having the greatest requirement. After several meetings with the company we have been informed that a production recall of thirty members will take place beginning June 20th. The company will also recall four Sheetmetal trades and rescind skilled trades’ notices with the exception of eight millwrights.

    We have informed the company that thirty members being recalled will not fully meet the needs of the plants, further, because of the timeframe the additional manpower is required it will negatively impact St. Catharines members working in Oshawa. We have requested and the company is in agreement to define the recall as “temporary” thereby allowing members working in Oshawa or elsewhere the right to refuse the recall without forgiving their recall rights.
    The company claims the additional workers required will become available through restructuring of existing areas in all plant locations. Management’s agenda to free up workers from within will place tremendous pressure on the shop floor so we strongly advise all members to work in a manner that is conducive to Union principals to prevent this from happening. It is in your best interest not to work extended shift overtime, not double up, not leave your work area unless on contractual breaks, and lastly, not to sit idle unless on contractual time. We can assure you that all levels of management will be scrutinizing work practices throughout all locations.

    GM’s Restructuring Announcement

    GM announcing their intention to slash 25,000 workers in the U.S. by 2008 is alarming to say the least. Acceptance of market share loss will only continue to escalate their financial woes throughout North America. Although the Canadian plants are not the cause of GM’s crisis, all levels of the CAW leadership, believe it will be difficult if not impossible to see the Canadian plants not impacted.
    Local leadership continue to believe that the Components plant is in jeopardy due to the shrinking demand over the past 6 years not only in the market but also due to the lifespan of the 4t40 and 4t65 final drives. As demand is reduced over the next 5 years and the buying public continues to be offered, by other car companies, 5 and 6 speed transmissions in vehicles, we can speculate that plant utilization will in itself be the main reason cited for GM to phase out this location. It is of grave importance that through the bargaining process a product is identified for this location.

    Steve Jenkins

    The shop committee received no pleasure in announcing the fact that Mr. Jenkins was the cause of the problems we face in St. Catharines. His management style is belittling to all workers in St. Catharines. Since that information was issued to our membership Mr. Jenkins has called several times claiming he has been reborn yet no issue raised in that leaflet was resolved. It was not until the week of June 6th did he in fact clearly understand that the Union leadership required action and not words in resolving day to day problems. We are pleased to announce that many of the problems raised by your leadership have been corrected by no other than Mr. Jenkins. As stated before the Plant manager’s style of finding value in the Union’s position must be seen across all levels of management to have any form of semblance on the shop floor.


    CHAIRPERSON'S REPORT
    June 8, 2005

    Pension Information


    Employer Pension Plans – There are two broad types of employer plans:

    1. Defined benefit [DB] pensions, in which employers guarantee a specified pension benefit to workers after they retire.

    2. Defined contribution [DC] plans, sometimes called money purchase plans, in which the employer contributes a certain amount annually to each workers personal account; the pension benefit which are ultimately paid out depend on many factors [ including stock market performance], and are not guaranteed by the employer.

    Employers generally prefer defined contribution type pension plans, for two main reasons:

    1. All the financial risk is borne by the individual worker; if stock markets perform poorly, it doesn’t matter to the employer.

    2. Administration costs are usually lower than defined benefit plans.

    For similar reasons, unions are fighting hard to preserve the defined benefit system: workers shouldn’t have to gamble in order to enjoy a secure retirement. The investment risk [from stock market fluctuations] and the annuity risk [from interest rate fluctuations] should be borne by the employer.

    The DEFINED BENEFIT Funding Crisis

    Since 2000, many defined benefit pension plans have experienced funding deficits- meaning they do not have enough assets right now to guarantee future pensions. These deficits arose partly because of the downturn in stock markets after the dot-com craze of the 1990s, and partly because of very low interest’s rates [which make it more expensive to pay for future pensions].

    In most cases, there no need to panic over these deficits. They will gradually be reduced through a combination of increased employer contributions to the plans, a rebound in the stock market, and rising interest rates. But in cases where a company may go out of business, then a pension deficit can result immediately in reduced or even eliminated pension benefits[ for both current employees and retirees].

    Government regulators are supposed to oversee defined benefit plans to ensure that sufficient funds are available to cover promised pensions – but the system doesn’t always work. That’s why the CAW is calling for a public pension guaranteed fund as a backstop for pension plans when companies are in trouble [similar to the deposit insurance system that guarantees Canada’s banking system].

    Pension Facts

    · Less than 40% of Canadian workers receive occupational pension benefits from their employers. In the private sector, only 20% of workers have an employer pension plan.

    · Among union members, 83% of workers have an employer pension plan. For non-union workers, only 27% have a pension.

    · According to the Canadian Institute of Chartered Accountants, 60% of Canadian defined benefit plans have a funding deficit. The average funding of defined benefit plans for Canada’s largest companies declined from 115% of liabilities in 2000, to 85% in 2003.

    · Ontario is the only jurisdiction in Canada with a guarantee fund which protects some of the value of employer pensions. · Ontario Pension Benefits Guarantee Fund applies only to the first $1000 of monthly pension benefits. This ceiling has not been raised in a quarter century.

    Cost of Living Allowance

    The COLA adjustment effective for the first pay-period on or after June 1st 2005 will be 21cents. When added to the previous float of $1.46, the amount will now total $1.67.


    CHAIRPERSON'S REPORT
    May 31, 2005

    Plant Volumes Increasing


    At the time of writing there are several problems created by management however there is one we consider to be welcome? On May 27th the company has informed the shop committee that the anticipated volume reductions are not as deep as originally anticipated. While this in itself is good news it does create, at least for the summer months, problems related to manpower and vacations.

    In the last chair report we communicated that we had reached agreement with the company on additional vacation requests as well as removing the black out week of June 27th. Many areas of the main plants have approved vacation based upon extra people being available. It is our position that vacation requests already approved by the company not be altered as we have 309 production and 47 skilled trades on permanent layoff status that the company could draw from during this short term need. The result of the volume increase is not completely related to market increases but includes fleet orders as well as a protection and supply bank being put in place should a strike takes place this fall.

    Permanent Layoff Notices

    As a result of this new volume information the Union has requested the company rescind all permanent layoff notices currently being held by members in production and skilled trades. The company has yet to respond other than stating they are willing to review the request.

    It is our belief that the company was planning on issuing a large number of permanent notices after the shutdown period to deal with the workers they deem vacation replacements as well as possible volume reductions planned for September time frame.

    Extension Of Shift Overtime And Union Principals

    There continues to be 15 to 20 workers at each main plant location who readily accept the company’s offer of extended shift overtime. We often wonder why these individuals even bother to pay union dues seeing as their acceptance of this overtime assists the company in laying off their co-workers. Refuse all offers of extension of shift overtime unless directed by the Union.

    Closing Comments

    As everyone is aware St. Catharines now has one plant manager overseeing both main plants. Bill Shaw has always found value in dealing with the Shop Committee but unfortunately not all managers share his belief that harmony on the shop floor contributes to the best product being produced. If you haven’t heard the name Stephen Jenkins you will. This manager has the style of management not seen since the 1960’s and 1970’s. Jenkins is single handily responsible for the Heat Treat, Gear Lab, Gen 3 and Gilman Room challenges we face.

    Ever wonder why there’s an increase in the number of workers being forced in or even forced in on a public holiday, which is against the law and was subsequently corrected, then look no further than Mr. Jenkins. If you ever wondered why 2 weeks were taken out of the Gen 3 area and two weeks pay taken out of your pocket, only to be told you’re being forced to work a Saturday because the inventory has been eaten up, then look no further than Mr. Jenkins.

    This individual believes that he alone was responsible for the increased volume brought to the Gen 3 that was a result of 2002 bargaining. He is so arrogant that he believes and has stated that volume will be taken from the Gen 3 and given to Mexico. Mr. Jenkins is in for and will receive a reality check should he not change his ways! His style is to intimidate all managers thus creating problems for our membership and leadership. Mr. Jenkins behavior shows he believes he is above the workforce in St. Catharines. The Shop Committee has no fear of managers like Mr. Jenkins as we have seen this inferior management style in the past. Mr. Shaw needs to put this manager in check or the Union leadership will. We have enjoyed moderate success for our membership over the past several years by dealing with top managers who wanted to achieve similar goals as your leadership that being making St. Catharines the best place in the corporation to invest.


    CHAIRPERSON'S REPORT
    April 19, 2005

    Permanent Layof Numbers


    Management continues to have discussions with Union leadership regarding their intention to execute a permanent layoff at the end of June. On April 12th the company informed the Shop committee that 50 production and 80 skilled trades’ members were to receive permanent layoff notices however after more dialogue the layoff number has been reduced to 30 production and 55 skilled trades. Skilled breakdown: 14 millwrights, 9 pipefitters, 5 machine repair, 22 toolmakers, 1 truck repair, 1 painter and 3 TMAA.

    To keep as many members working we continue to impress upon the company the need for supervision to accept members’ requests of additional contractual time off over and above the shutdown period.

    We would also like to remind all members’ not to work extension of shift overtime. By refusing this type of overtime the number of members’ to be laid off in June in production and skilled trades will be reduced.

    June 27th SPA Blackout Week Removed

    Several members have shown interest to the Union and supervision regarding having their SPA week moved to June 27th week. We have reached an agreement with the company on the process that will be used that includes areas impacted by long term temporary layoffs being re-canvassed including members on extended layoff. At the completion of the canvass it is our expectation that the respective Shop rep from the areas impacted sit with supervision and administer the SPA changes by seniority as per the collective agreement.

    Glendale Location Shutdown The Week Of April 25th

    A temporary layoff will take place for the entire Glendale location the week of April 25th due to several plants in North America reducing production or shutting down. This down week is a direct result of decreasing U.S. market share.

    Closing Comments

    Many rank and file members continue to remark to various Union leadership that the down weeks and negative media coverage is all a ploy by the company due to bargaining taking place later this year.

    Please be very aware that what our employer is experiencing is far greater than a bargaining ploy. GM has not been is this bad a position since 1990-92. Closing three plants permanently in the Unites States and reducing production throughout North America throwing thousands of people out of work as well as taking a beating in the stock market is much more painful to the company than the bargaining process.

    While it is true that many difficult challenges lie ahead we are confident that with a united committee and informed membership we will overcome all obstacles and form an agreement that meets the needs of the entire membership through the bargaining process.

    VACATION PAY ALLOCATION 2005

    The EI system of allocating your vacation pay has caused a lot of confusion over the years as to what your EI and SUB entitlement will be in the event of a layoff in June, July or August, or if someone is on a maternity or parental leave.

    Your vacation allocation is keyed by the June 30th date. June 30th falls on a week prior to the General Motors designated vacation weeks this year. This will mean your allocation of vacation pay will start on the first two weeks of designated vacation. Next, you will have vacation pay allocated to any vacation time requested off through your supervisor (make sure to keep your copy of the Individual Designated Vacation paperwork). Your IDV is your receipt in the event General Motors’ copies are lost or misplaced.

    After you’re requested time off, the allocation is allocated to the week starting June 27th and then reverts back to the third week in July (July 10th), fourth week in July etc., until all your vacation pay has been allocated.

    The exception to this is if you are eligible to work the designated vacation shutdown. If you work the designated vacation shutdown, your allocation will start with your weeks of booked vacation time off. After that, your allocation will go back to the week starting June 28th and run consecutive until all of your vacation pay has been allocated.

    If you received any SPA week monies at vacation time that was rolled into your vacation pay due to layoffs, maternity or parental leaves, it will be allocated by the EI allocation procedure.

    EI will allocate all your vacation pay at your regular weekly rate, base rate plus COLA and night shift premium.

    If you ask your supervisor to check the TKS system to find out your remaining available vacation hours, please remember that your remaining available vacation hours may not be a reflection of the amount of vacation pay to be allocated.

    For example, if you have taken time off work and used a Paid Absence Allowance, but elected to have payment deferred, then the time you have taken off would reduce your available vacation hours on the TKS system, but your deferred payment of monies would be paid out at vacation time and allocated accordingly.

    This year, the designated vacation period takes place in the weeks of July 4, 2005 and July 11, 2005.

    VACATION ALLOCATION

    June 2005

    The amount of allocation is determined by the amount of vacation hours you are entitled to based on your seniority.

    The following lists your entitled hours based on your seniority which determines your total allocation time:

    For every hour of used PAA hours, subtract from total allocation.

    Your allocation would not follow this example if you did not work your full 1,000 hours in the year to qualify for full vacation pay. Remember, this allocation will only affect you in the event of a layoff in June, July or August, or if you are on a maternity or parental leave during this time frame.

    Note: In the weeks which you have your vacation pay allocated to, Human Resources Development Canada (EI) will not allow an EI waiting period to be served, pay any EI sick pay claims or compassionate care claims.


    CHAIRPERSON'S REPORT
    April 5, 2005

    PLANT VOLUME REDUCTIONS AND MANPOWER


    Beginning the week of April 4th, 2005 the Ontario St. location will begin a 12-week layoff impacting 65 production and 60 skilled trades. The Glendale plant will layoff 46 production and 7 skilled trades for the same time period. And finally there will be 21 millwrights and 8 welders impacted by a 4 week layoff beginning April 4th due to project delays in the new gear area. The bulk of the layoffs are a result of production volume being reduced.

    Members impacted by the 12-week layoff are scheduled to return to work one week prior to the shutdown period for holiday pay allocation purposes.

    If this isn’t bad enough the company has informed the Union of additional job loss Dec.2005 related to the 4.3L rod and 4t65E parking gear being redesigned to powdered metal. The resulting job loss impacts the forge and final drive divisions effecting approx. 25 production and 7 skilled trades’ members in various classifications.

    As was mentioned in the last Chair Report the company continues to spin various plans to offset the negative cost of carrying a large surplus of manpower including executing a permanent layoff in the June timeframe due to the anticipation of a permanent volume d-rate in the final drive and HFV-6 divisions.

    To minimize and reduce the number of members that could be potentially laid off permanently in this time frame we have reached an agreement with the company to remove the “black out” week of June 27th,2005 and allow members to select this week as a SPA week. We have also reached an understanding with the company that members are allowed to change their SPA request to the weeks of June 20 and or June 27 including the use of PAA hours for members not wanting to take SPA the weeks mentioned. Either use of PAA hours or SPA has no negative impact on a member’s holiday pay for allocation.

    PERSONAL LOCKERS


    If a member is discharged or suspended or has legal issues outside of the plant they may be subject to their personal locker being searched. There have been 3 cases over the past two years of this happening. As a Union we believe members in production and skilled trades have items in their personal locker{s} that you may deem to be tools to perform your job at GM; however the company has shown strong disagreement otherwise in dealing with this issue.

    Your leadership strongly recommends all members use toolboxes or company lockers to hold company property and not personal lockers. If you are in possession of company property being held in a personal locker it is your best interest to remove it.


    CHAIRPERSON'S REPORT
    March 22, 2005

    On March 1, 2005 General Motors stated its intention to close its Lansing Car Assembly plant. The plant makes the Pontiac Grand Am and the Chevrolet Classic, which is the fleet version of the Chevrolet Malibu. Both models are being discontinued, so production at the plant is ending this May.

    We have held several meetings with local management to identify how the St. Catharines operations volumes will be impacted and on Friday March 18th we were finally informed that an additional 500 (Windsor) units will be removed from the transmission daily build schedule. Please note the company has not informed us of the anticipated Warren volume they will be d-rating to.

    We already know GM has cut first-quarter production by an additional 45,000 vehicles and will reduce further another 139,000 vehicles during the second quarter.

    The Lansing closure means more job loss at the Ontario St. location further jolting this division into a deeper and faster than anticipated d-rate.

    As you are aware from past Chair reports your leadership was already dealing with 85 production surplus in the transmission, 49 skilled surplus at Ontario St., 45 production surplus at IPC in Port Colbourne as well as an anticipated d-rate of the HFV-6 area that impacts approximately 50 workers.

    It was the company’s intention to execute a permanent layoff for skilled trades in June and a permanent production layoff in September 2005 prior to this announcement and prior to our doc. 13 retirement canvass. On Tuesday, March 15th we requested that the company not hold any permanent layoff in June 2005 due to skilled trade’s surpluses being reduced however this may all change with the new information the company has provided March 18th.

    We now believe the company is planning on accelerating forward the production layoff as well as holding a skilled trade’s permanent layoff.

    It is the union’s position that the company continues to offer 13-week layoffs to the areas impacted and not hold any permanent layoff. More information will follow as we continue to deal with this issue.

    The problems the company is facing related to market share are real and will not go away any time soon. Recent media reports claim GM will lose about $850 million in the first quarter, its worst three-month loss since 1992.

    GM also announced its 2005 profits would come in as much as 80 percent below earlier projections causing its stock shares to sink 14 percent in just one day.

    GM has already announced three plant closures this year. An assembly plant in Baltimore, MD, is closing, while factories in Linden, NJ and Lansing are being permanently idled with virtually no chance of receiving a new product to build.

    GM’s current network of North American plants is enough to support 30 percent of annual US car and truck sales. But GM’s US market share has steadily declined to 25 percent this year.


    CHAIRPERSON'S REPORT
    March 9, 2005

    Retirement Incentive Canvass Complete


    On Friday, Feb. 25th the Doc. 13-retirement canvass ended resulting in forty-three production and the following skilled trades declaring interest to retire May 1, 2005.

    Trades
    Electrician 14 - 4 spots allocated
    M. Repair 12 - 8 spots allocated
    Millwright              6
    Painter                 2
    Sheet metal          1
    Steam Fitter         3
    TMAA                   4
    Toolmaker           13
    Truck Repair          2
    Carpenter             1

    Extension of Shift Overtime

    The elimination of shift overtime will not happen unless YOU SAY NO! The entire Union leadership needs your support to show management that as rank and file Union members we will not eliminate our own jobs. Any member that accepts the offer of extended shift overtime is in all reality kicking themselves between the legs and further disgracing his/her Union.

    The company will continue to cover long term S&A, spa, vacation and their inability to maintain the equipment prior to failure unless you SAY NO to the offer of extension of shift overtime. SAYING NO allows your leadership the ability to argue for proper manpower levels throughout all of St. Catharines.

    Membership in conjunction with Union leadership have reduced the number of extension of shifts (i.e. the Gen 3 assembly) from an average in St. Catharines of 300 per week two years ago to an average of 100 per week throughout both main plant locations.

    Weeks Out / Plant Volumes

    Due to sluggish sales and record high inventories the Components Plant will layoff approximately 375 members the week of March 14, 2005 due to reduced 4t65 volumes.

    The Glendale plant will canvass for an extended layoff beginning April 4, 2005 to deal with reduced volume in the High Feature V-6 area.

    Both main plant locations will review volume needs with a permanent D-rate expected in the Transmission and the High Feature V-6 divisions.

    Cost of Living Allowance

    The COLA adjustment for the first pay period on or after March 1, 2005 will be 10 cents. When added to the previous float of $1.36, the amount will now total $1.46


    CHAIRPERSON'S REPORT
    March 2, 2005

    Press Release “Snow Job"

    Subject: Beacon Project Impact to St. Catharines

    I praise the Federal and Provincial governments for finally taking an active role in understanding and financially supporting the Auto Industry in Canada.

    The impact to St. Catharines however is quite contrary to what was reported by General Motors. GM’s statements are well suited to the weather outside and are a real snow job to the workers in the plants and their Union leadership at this location.

    GM makes reference to a new engine program that was supposedly forged by a partnership with the government. This couldn’t be further from the truth. The 23 million-dollar investment took place over one year ago and is part of an existing ongoing project called the Gen 3.

    Our leadership in St. Catharines could only wish for the same level of commitment from GM that the Federal and Provincial governments have shown today.

    Example: The CAMI investment of 500 million dollars creates approx. 400 new jobs. The 23 million dollars spent one year ago by GM in St. Catharines created 29 jobs. If GM were truly committed to the St. Catharines operations as they claim the new CAMI Pontiac Torrent program would use the St. Catharines High Feature V-6 engine rather than use an engine from China or Japan.

    The flurries continue when you hear St. Catharines Member of Parliament, the Honorable Walt Lastewka, and past GM plant manager of the St. Catharines Glendale location, state that this 23 million dollar investment shows GM’s ongoing commitment to the facility and the community. It’s evident that Mr. Lastewka spends a little bit too much time away from the city seeing the St. Catharines plants have lost over 5,500 jobs under GM’s restructuring over the past 12 years. Union leadership doesn’t call this a commitment!

    One final note on the twisted behavior of some GM officials. The day prior to being informed of the Beacon announcement local management was busy informing the local union leadership of their planned permanent layoff anticipated to take place in June and September this year, of over 100 workers.

    In closing the Beacon announcement is an astounding accomplishment of what can take place when all parties sit down and communicate. In St. Catharines case the listening should have taken place several years ago.


    CHAIRPERSON'S REPORT
    February 10, 2005

    For the past three weeks the Shop Committee has had discussions with the company regarding manpower. Since mid October 2004 eighty-two production and 49 skilled members from the Components Plant, as well as forty-five production members from IPC in Port Colborne have been on long-term inverse layoff.

    The company has informed the Union that after a lengthy review of long term scheduling needs all of the numbers above will be declared as permanent surplus. The company has further informed the Union of their intention to execute a permanent layoff in production and skilled trades.

    Numbers potentially impacted by a permanent layoff are as follows:

    · 130 production members (85 at the Components Plant and 45 IPC Port Colborne - offsite
    · 49 skilled (all from the Components Plant) in various trades, tool and maintenance

    In production it is the company’s intention to issue layoff notices prior to shutdown. The layoff notices take effect July 18, 2005 and expire Sept. 11, 2005.

    Layoff notices for skilled trades are expected to be issued the week of April 4, 2005. Layoff notices take effect April 18 and expire June 12, 2005.

    In response to the above information the Shop Committee has negotiated a special enhanced $78,000 Doc. 13 event to reduce the negative impact to our members. We have also requested that the company maintain proper manpower to cover for all summer vacations in both production and skilled trades.

    GM has agreed to begin a canvass of members eligible from Feb. 9th thru to Feb. 25, 2005 with the retirement date being May 1, 2005.

    On-going meetings will continue with local management in an attempt to reduce and eliminate these layoffs. More information will follow as it becomes available.

    Without new work from GM at the bargaining table, we can say with complete and absolute confidence there will be little or no chance of securing an agreement! With no new work, layoffs will continue several more times over the next three years as GM continues to wind down the life cycle of the current 4-speed transmission at the Components Plant ultimately affecting the 1572 people that work in this location.


    CHAIRPERSON'S REPORT
    February 4, 2005

    Document 13 Retirement Incentive

    At the time of writing we have entered into discussions with the company requesting a Doc. 13 retirement event take place. This request is a result of numerous members showing interest to members of the shop committee. More information will follow as we continue dialogue with the company on the overall status of manpower in the city.


    Weeks Out

    The High feature V-6 will remove the week of Feb. 7th from its schedule impacting 305 workers. The week of April 4th has been tentatively scheduled as a second down week for this area.

    E.I. sign ups for affected members have been posted on all turnstiles. At the time of writing management has informed the Union that there are no other scheduled weeks to be removed at the Ontario Street or Glendale locations.

    One Overall Plant Manager

    There have been several questions posed to the Union leadership regarding GM’s recent announcement naming Bill Shaw as overall Plant Manager of the St. Catharines operations. There is absolutely no impact whatsoever to our Master or Local agreements as a result of this announcement.

    Over the past two years your Union leadership has questioned Powertrain about the number of upper level managers at all locations especially at the Ontario Street Plant. GM management has reduced our members numerous times over several years claiming the need to be more competitive, yet their numbers remained unchanged.

    It is our belief that Bill Shaw’s role will include reducing duplication that exists between the plants in areas such as WFG, PC&L, and Quality. We further believe that GM North America is in the process of restructuring the number of managers and the role they play. Recently at the Windsor transmission plant it was announced that 29 upper managers will be eliminated and the existing managers responsibilities reworked. Removing duplication and reducing the number of managers is long overdue.

    Team Meeting in the Gen 3 and New Work Areas

    Management in many new work areas of the plants has adopted daily team meetings. While this is not a violation of the local agreement your leadership strongly urges all member’s not to provide information of any kind to supervision. Our recommendation is based upon a member from the Gen 3 assembly area being unjustly disciplined. The nature of the discipline was failure to follow proper job instruction, however supervision clearly stated in the discipline interview that the suspension was the result of a comment made by the member during a team meeting in early December 2004.

    Your attendance at a team meeting is mandatory but your participation is by your choice. Again we strongly urge all members working the Gen 3 area to cease from offering any opinions at all team meetings until this issue is resolved in the Union’s favor.


    CHAIRPERSON'S REPORT
    January 13, 2005

    No Notice for One-Week Layoff


    At 1:35 pm on Wednesday January 12, 2005 Plant Manager Bill Shaw notified the Plant Chairperson that Oshawa Truck was removing the week of January 17th from their schedule. Plant Manager Bill Shaw himself was notified at 1:30 pm that this was to take place by Oshawa truck management. This is the second time in less that two weeks that improper notice has taken place not only to management but also more importantly to Union Leadership regarding a temporary layoff.

    Issue Raised to Plant Manager

    This exact issue was raised to Bill Shaw January 4th at your leadership’s regular weekly meeting. The Plant Chairperson specifically asked if Gen 3 volumes would be altered in the future with reference made to the Jan. 3rd Component’s plant layoff where only two days notice was given to the members effected. Mr. Shaw’s response was Gen 3 volumes remain strong at 12,500 a week and further that he would not allow GM to repeat limited notice given to it’s workforce.

    Disrespectful Behavior

    It is absolutely bizarre that GM did not communicate to its plants their plans to remove weeks from the schedule. This in itself shows complete disregard and disrespect to our membership. What is even more amazing is GM is now concerned to the point of crisis decision making at their large glut of inventory [120 day supply] enough to screw their workforce two weeks after Christmas.
    It should be known that there is no valid reason at all for GM to impact Oshawa or St. Catharines next week. GM’s decision was made like decisions of past old school managers with no consideration whatsoever given to our membership.

    This issue has been raised to the National Union and has been brought to President Buzz Hargrove’s attention. We have requested Brother Hargrove discuss communication protocols and respect issues to GM’s CEO Rick Wagoner this Friday in Detroit. Local management has been informed as well as the National CAW that St. Catharines will forward a demand to the Master Bargaining Committee that a minimum notice period be established for temporary layoff and be made part of the New Master Agreement.

    EI sign up information is posted on all turnstiles.


    CHAIRPERSON'S REPORT
    January 6, 2005
    Par. 62 Transfer Renewal

    Applications, which are filed under Paragraph (62) of the Master Agreement, and have not been honored, will become null and void on the fourth (4th) Monday of every January. Paragraph (62) applications will be accepted one (1) calendar week prior to this termination date and will be considered valid the first (1st) Monday following the termination date.

    Employees must respond to the offer of transfer by the start of the regularly scheduled shift on the following day. All decisions are final and not subject to change.

    Acceptance or refusal of any transfer will invalidate the remaining transfers on file at that time.

    The week of January 17th, 2005 you can re-submit your new transfer requests. Keep your white copy as proof that you have done this. Please do this through your area supervisor. If you are unsure of the contract number request your Committeeperson.

    New Work Contract Numbers

    Division 18 Rad & Strut
    18A01 rad support
    18B01 rear strut

    Division 19 IPC (Port Colbourne)
    19A01 packing
    19A02 checking/shipping

    Division 20 Components / Transmission
    20A01 4t40, 4t45E Blanks
    20A02 4t65E 4th Clutch
    20A03 4t65E 1-2 Roller Race

    Division 21 Glendale Transfer Gear Division
    21 A 01-Green
    21 A 02-Hard

    Community Care

    On behalf of the entire Union Leadership we would like to thank our membership for their generous donation of $15,500 dollars


    CHAIRPERSON'S REPORT
    December 7, 2004

    Christmas Holidays are: December 24, 27, 28, 29, 30, 31, 2004


    Basic Qualifying Provisions from the Master Agreement

    The employee must have worked both the employee’s last scheduled workday prior to, and first scheduled workday after each specified holiday and each Christmas Holiday Period, and on such days the employee must work at least as many hours as the employee is scheduled to work, less one, unless the employee’s tardiness beyond one hour is excused by supervision.

    Failure to work either the employee’s last scheduled workday prior to or the next scheduled workday after each Christmas Holiday Period will disqualify the employee for the two holidays in the Christmas Holiday Period, which follow or proceed such scheduled workday.

    When a specified holiday falls within an eligible employee’s approved vacation period or during a period in which the employee receives jury duty pay pursuant to Paragraph (164) (a) of this Agreement, and the employee is absent from work during the employee’s regularly scheduled work week because of such vacation or jury duty, the employee shall be paid for such holiday. When an eligible employee is on an approved leave of absence and returns to work following the holiday but during the week in which the holiday falls, the employee shall be eligible for pay for that holiday.

    Leaves of Absence, Including WSIB or S&A

    An eligible employee whose leave of absence terminates during the Christmas Holiday Period, and who reports for work on the next scheduled workday after the Christmas Holiday Period, will be eligible for holiday pay beginning with the first holiday the employee would otherwise have worked and each holiday thereafter in the Christmas Holiday Period. An employee who agrees to work on a holiday and who, without reasonable cause, fails to report for and perform such work, shall be ineligible for holiday pay.

    Bereavement, Paragraph 164 B Master Agreement

    When death occurs in a seniority employee’s immediate family, the employee, on request, will be excused up to the number of normally scheduled working days as indicated in the chart in the Master Agreement (including scheduled Saturdays (exclusive of overtime premium) but excluding non-scheduled Saturdays, Sundays and holidays) within the ten (10) calendar day period immediately following the date of death provided appropriate documentation regarding the death is submitted.

    Special Bonus – The bonus will be paid December 9th 2004

    On behalf of the entire bargaining Committee we extend best wishes during the holiday period and a prosperous new year.


    CHAIRPERSON'S REPORT
    Nov. 9, 2004
    Division 21 - Glendale Transfer Gear Division

    Background
    During 2002 negotiations, as an ongoing commitment to provide jobs in St. Catharines, the Company agreed to have the St. Catharines workforce machine and assemble the 6T70/75 transfer gears. This work will fall under the provisions of Statement of Policy - St. Catharines Future Product Programs.

    All employees will be classified as Toolsetters (VEAZ) and will be expected to perform a variety of different tasks/duties on a daily basis as outlined in Statement of Policy No. 46, Toolsetter Flexibility, of the Local Agreement. A new division and department has been set up comprised of two (2) groups listed below:

    DIVISION 21, DEPARTMENT A, GROUP 01-GREEN

    Job Description:

    Employees will receive forged blanks, machine through various operations and pack for shipment. In addition, employees will be expected to perform a variety of different tasks/duties on a daily basis. Based on current plans, this work will be performed on three (3) shifts.

    DIVISION 21, DEPARTMENT A, GROUP 02-HARD

    Job Description:

    Employees will receive green parts, machine through various operations, assemble, and pack for shipment. In addition, employees will be expected to perform a variety of different tasks/duties on a daily basis. Based on current plans, this work will be performed on three (3) shifts.

    The company will begin taking a small number of transfers early Jan 2005.

    Filing Your Transfer Request
    Production members interested in transferring to Division 21, under the provisions of Par. 62 of the Master Agreement must complete an “APPLICATION FOR TRANSFER” form that is available from your supervisor. You will be provided more details on the assignment prior to being asked if you will accept the transfer.

    Component’s Plant Week Out
    Due to a reduction in customer schedules and inventory adjustments the Components Plant will remove the week of November 22, 2004 from its production schedule. Areas not impacted by the temporary layoff include the Rad/Strut and Output Shaft departments. Approximately twelve hundred members will be impacted.

    Health Care Privacy Act
    Due to new government legislation to control information injured workers will be requested to sign a consent form when receiving or renewing medical restrictions. Union leadership strongly urges injured workers to sign consent, as failure to do so will prevent medical restrictions from being issued by the company. If restrictions are not issued then no job search package can be initiated.


    CHAIRPERSON’S REPORT
    November 2, 2004

    In the last Chair Report we reported General Motors dismal 3rd quarter results and highlighted reasons the company’s auto sector was doing badly in North America. One negative pressure is GM’s spending (4.8 billion) associated with legacy costs. General Motors has 1.1 million people collecting some form of health care or pension benefit in North America. We should all be aware that GM’s number one competitor, Toyota, does not share in this dilemma.

    With this in mind and the fact that the Shop Committee had requested a meeting with the head of Powertrain, Homi Patel a theme was created for the meeting. Although GM’s performance was poor we felt there was an opportunity to show Powertrain the benefits related to cost savings in bringing existing and new business to Canada, specifically St. Catharines.

    Summary of the meeting: Opening remarks…Our leadership is concerned about the future of the Components Plant as we continue to witness transmission volume reductions year after year. The fact that the X22F project has been located at the Glendale location begs the question of the Components Plant future. While we believe GM is committed to the St. Catharines workforce (over 1.2 billion dollars spent since 1998) there is apprehension forming that the time line of bargaining new work and its actual start of production will result in St. Catharines overall plant population being reduced during the life of the next agreement.

    Question: Are there any new products being reviewed for the Components Plant?
    Answer: No, the existing product line has an approx. 5 year life cycle left and will be reduced slowly as the new six speed transmission demand increases.

    Question: What is Powertrain’s plan for the Components Plant?
    Answer: There is no blueprint currently for the Components Plant. There is discussion surrounding consolidating floor space at this location. If a choice has to be made about capital investment on new power trains or new product launches for vehicles then vehicle launches will be selected. We hope to bring a new product to the market every thirty days.

    Question: At bargaining 2002 the CAW & GM negotiated non-competitive work like the rad support and IPC located in Port Colbourne to bridge our workforce until more competitive, core work could be identified. The company has over 200 workers on these jobs doing “supplier work” at double the wages. Would it not make more sense to replace this work with more traditional, core work as was discussed at 2002 bargaining? This in itself would make St. Catharines more desirable to attract new business.
    Answer: There is only a finite amount of money to go around because of our costs. We had a choice in 2002 to spend 30 million to bring five core jobs or bring work that was labor intensive that had very little capital investment.

    Question: With the constant rising cost of health care in the States we believe Canada; specifically St. Catharines is a cheaper place to bring new and existing business. Our health care is controlled by the government and is much cheaper than the US. What are your thoughts?
    Answer: The Canadian dollar does not provide GM with a cost advantage anymore although health care is much cheaper. It’s a global market with other countries like Mexico and China being able to build products much cheaper.

    Question: We talked several months ago about the output shaft work…we know we can produce these shafts much cheaper than the States and would like this work brought to St. Catharines.
    Answer: We hear you and are willing to look at the capital investment to bring this work to St. Catharines.

    Question: We had discussions in March 2004 about the 4t65 parking gear forging and the X22F Carrier machining and sub assembly work, where has that work been sourced?
    Answer: The X22 six speed will be a slow ramp over the next 5 years. There may be opportunity to grow this product.

    Question: The Glendale Plant still has unused floor space. Is there any discussion about another module for the HFV-6 for this location?
    Answer: HFV-6 capacity will also be put in the United States. The corporation believes that there will be additional capacity needed with this program and St. Catharines will be given consideration.

    This was the first time Homi Patel had met with the entire Shop Committee at any location. In 2002 Negotiations our position brought GM Vice President, Al Green to our Local Negotiating Table. We will continue to talk and negotiate with anyone that can make a difference to our members working futures.

    It’s our intention to gather pertinent information to properly understand the position we will be facing as 2005 bargaining draws nearer. As you can see by the information above plans of your local union leadership are radically different than those of our employer General Motors.


    CHAIRPERSON’S REPORT
    October 21, 2004

    GM’s Third Quarter Results


    General Motors third-quarter earnings rose a slimmer than expected 3.5 percent as the company's overall automotive business lost $130 million.
    In North America, GM reported a loss of $22 million, compared with earnings of $128 million in the year-ago period. The company lowered production to offset bloated inventories and a continuation of heavy consumer incentives to spur demand. This is the first time since 1995 that GM has posted a loss in the third quarter.

    Of particular note are Health care costs in the United States as they continued to grow at an excessive rate. GM spent $4.8 billion on health care in 2003 and expects those expenses to rise 8 percent this year.

    General Motors was informed by the CAW during 2002 Negotiations if they wanted to lower their health care costs, they should start lobbying the government of the day to cover all health care costs of retirees. The Union informed the Company that countries such as Japan have a government that cover all retirees health care costs. Workers should not have to be continually threatened with concessions to their benefit plans. As a Union, we will continue to closely monitor GM’s financial position as we prepare for bargaining in 2005.

    Temporary Layoffs

    Temporary layoffs will take place in the following areas; seven toolmakers from the Components Plant machine and tool repair department for up to 13 weeks, starting October 18, 2004, plus twelve toolmakers from the main tool room for four weeks. Through several discussions between the parties there will be no maintenance trades temporarily laid off for up to thirteen weeks.

    The 07 transmission division will also see approximately 30 members and 1 member from the gear lab impacted up to 13 weeks.

    Glendale Volumes

    Volumes in the High Feature V-6 continue to remain strong. Gen 3 volumes are expected to be reduced slightly the first quarter of 2005. Buy Domestic / License Plate Holder The auto industry in St. Catharines Niagara area directly employs 7,500 people and accounts for one out of every six jobs in the Niagara area. Autoworkers paycheques pumped $469 million into the St. Catharines Niagara area economy in 2001.

    Jobs in the auto industry support services we all depend on such as; health care and education. Community organizations like the United Way, Community Food Banks and Women’s shelters are largely dependent on the generosity of autoworkers.

    For all of the reasons listed above, we are asking that you support the local union’s “Buy Domestic” program by purchasing a license plate holder from the Union Hall for $1 dollar and display it proudly on your North American built car or truck. Buy GM first then domestic! Each Union Work center has license plate holders for you to see.


    CHAIRPERSON’S REPORT
    August 19, 2004

    Manpower Overview


    The anticipated surplus at the time of writing is almost non existent. With the High Feature V-6 production increase combined with the Doc. 12 and 13 retirements effective October 1st, 2004 no layoff is forecasted.

    Labor Day Sept. 6, 2004

    Jackets for Labor Day will be sold to member’s walking in the parade. They will be available at the Union Hall the day of the parade at a cost of 25.00 dollars. To order your jacket, contact the Union hall @ 905 682-2611.

    Labor Day Raffle Tickets

    Raffle tickets will be sold at the punch clocks the following dates:

    Comp Plant: Monday August 23rd
    Glendale Plant: Tuesday August 24th.

    Raffle prize is $5000 CASH! Tickets are $2.00 each or three for $5.00.

    Workplace Training (Union Awareness)

    The CAW History CD ROM's are now available for pick up, any member who attended the Workplace Training Program between Feb 16th and April 6th 2004 can pick up their CD Rom at the union hall. Members who have not attended the program should inform their supervisor they wish to be scheduled and they will receive a copy at the end of class. Contact Peter Scott 905-682-2611 ext. 238 for more info if needed.

    CAW Local 199 Member’s Need Your Support

    Members of Local 199 at Ed Learn Ford on Ontario Street have been on strike since August 5th, 2004. Many members from the GM Unit have and continue to walk the picket line to show solidarity. The entire bargaining committee urges all GM Unit members to take time,15 minutes, half hour, what ever you can spare, before of after your shift to join your Union Brothers and Sisters in their fight to get a fair and just contract. The picket line is setup from 8am until 8pm daily.


    CHAIRPERSON’S REPORT
    July 28, 2004

    PLANT INFORMATION,



    Component’s Plant:

    GM recently announced two product changes related to the Saturn Vue and ION. Effective September 2004 the CVT transmission will be replaced with the 4t40 transmission. The volume is being determined but considered welcome to offset 4t65 reductions in the final drive division.

    Glendale Plant:

    This location continues to see positive events taking place. The HFV-6 volumes will increase by Oct. 2004 and the Gen 3 assembly line will return to three full shifts September 2004.

    IPC Port Colbourne:

    This location will be adjusting inventories for the entire month of August 2004 resulting in the majority of the workforce at this location being impacted.

    Work Smart Program

    With 2005 bargaining fast approaching; your leadership will be faced with significant challenges both in production and skilled trades related to maintaining and increasing investment in our plants. With this in mind it is important that we maintain our reputation as autoworkers and more importantly show support to one another and your leadership by working together and working smart. We recommend adhering to the following principles of the Work Smart Program.

    · Make sure your work area is clean and in order before starting your job assignment.

    · Do your work conscientiously and at a pace that will get the job done without threatening anyone’s safety or causing injury to yourself.

    · Never work extended shifts. We just prove to management that the work can get done with artificial manpower numbers and less shifts. Don’t cross shifts to work overtime. If the company can’t get enough people remind them that there are over three-hundred (300) on layoff…when you cross shifts you are doing the company a favor not yourself.

    · Toolsetters never ever do any type of skilled trades work.

    · Skilled trades perform work only within your trade classification unless agreements dictate otherwise.

    · Be smart and don’t let supervisors see you sitting idle. This includes reading, sleeping.

    · Put in for all holidays as soon as possible even if you don’t intend to use them. Apply for your PAA days in advance.

    · Safety meetings should be considered very important to us and each of us should initiate positive changes at these meetings. Ask questions.

    The Skilled Trades Association and your Local Union have produced stickers to remind you to work smart - work safe. These stickers should be placed on your lunch pail, toolbox, hardhat, etc. as a reminder of how to work. They will be handed out to everyone very soon.


    CHAIRPERSON’S REPORT
    June 9, 2004

    Skilled Trade Recall


    After numerous meetings, the Company finally announced that they are going to recall four Pipefitters, four Welders and four Millwrights. The laid off Skilled Trades workers and their leadership would’ve liked to have more recalls and other classifications recalled as well. However, without both parties actually discussing methods to employ as many of our Skilled Trades versus working overtime and the use of outside contractors; even these few recalls would not have happened. No official date has been targeted yet for this recall. The recall will take place sometime after shutdown.

    Layoff / Document 12 & 13 Update

    The company is forecasting approximately one hundred production and forty skilled trades’ workers as surplus Sept. 2004 timeframe, driven from the Component’s Plant. The document 12 & 13 canvass results have yielded sixty-two production and fourteen skilled members. Two members have signed up for the VTEP program. The purpose of the retirement and VTEP program is to reduce the companies intended layoff. With the number of member’s indicating their desire to retire / VTEP it is the Union’s position that the company can now avoid executing a permanent layoff and opt for other alternatives to keep everyone working. More information will follow as it becomes available.

    Component’s Plant Future

    There is plenty of speculation on the future of the Component’s Plant now that Powertrain has decided to locate the X22F transmission program at the Glendale plant. GM’s plan, not the Union’s, does include “idling” the west side of Ontario Street. The Forge Shop can stand alone according to GM’s Homi Patel.

    As mentioned in several leaflets it is the Shop Committee’s goal to grow the Component’s Plant business. We continue to believe there is opportunity related to the X22F transmission project. These opportunities and the future of the Component’s Plant may be unknown for some time but will once again be the main subject of 2005 bargaining. I will say as the Plant Chairperson that now is the time to turn towards your elected leadership; not away.

    Vacation Payout

    · Members will receive their vacation pay July 1, 2004.

    COLA Increase

    · The cost of living allowance is 18 cents payable the first complete pay period June 2004

    Have a safe and enjoyable shutdown…we’ve all earned it!


    CHAIRPERSON’S REPORT - May 26, 2004

    Job Security Retirement $78,000


    The Company has notified all (24) Production and (8) Skilled Trades applicants in writing, by seniority, who are eligible to receive the $78,000 special retirement incentive.

    Remaining Applicants Will be Offered $60,000

    The remaining applicants in Production and any classification in the Skilled Trades which have members on layoff as of Oct. 2004 will be canvassed for a $60,000 retirement incentive the week of May 25th, 2004. All retirements, regardless of which type of incentive, will take place October 1, 2004.

    Voluntary Termination Employment Plan

    The week of May 25th, 2004 the company has also agreed to canvass all members in Production and Skilled Trades affected by a layoff, for a VTEP opportunity. Member’s wishing to terminate their employment should make their intentions known at this time.

    Any questions regarding either retirement incentive or VTEP canvass should be directed to their respective Shop Committee Rep or the Plant Chairperson.

    X22 Transmission Update

    Although numerous details are unknown at this time, we will try and give our Skilled Trades workers an update concerning this new work coming to the Glendale location.

    The tear out portion of this project will be performed on a five-day week basis with no overtime. Millwrights and Welders will be required to work two shifts, (days and afternoons) all remaining trades associated to this new work will remain on dayshift. The Company is going to try to accomplish the tear out within a four or five month period.

    The Company is in the process of submitting their surplus numbers of trades currently at the Components Plant, while the Glendale managers are submitting their manpower requirements. Several steady dayshift positions will be eliminated, as the surplus will come from WFG at the Components Plant.

    This will result in the parties discussing 19d (return to former department transfers) and regular 62 transfers to the Glendale location. Anyone who feels they may be impacted by these dayshift positions being eliminated should submit a transfer immediately.

    If there is a need for any additional manpower, beyond what surplus the Components Plant is sending to Glendale these positions will be filled by a recall of our laid off Maintenance Skilled Trades.

    We will continue to update our members as details unfold.


    CHAIRPERSON’S REPORT - May 13, 2004

    Rad / Strut Information


    On May 2nd 2004 the company notified the Shop Committee that a feasibility study was being conducted to place the negotiated X22 transmission project into the Glendale plant.

    As stated in the last Chair Report the Shop Committee demanded the decision to exit the Rad / Strut work be revisited.

    Two options were given to GM’s chief negotiator, Al Green to remedy this troubling situation.

    Option one: The Rad and Strut work would remain in St. Catharines if the X22 project went anywhere but the Component’s Plant West and that the 32 special incentives would be granted due to the bad faith bargaining created by Powertrain.

    Option two: The X22 project would be put in the Component’s West and Rad and Strut would exit as we originally planned.

    After three discussions with Mr. Green and a deadline being given to provide a response Mr. Green informed the Union that the Rad / Strut work will remain in St. Catharines. The company has also agreed that due to the current environment created by Detroit that the thirty-two special enhanced retirements of 78,000 will be honored as planned for October 1st 2004.

    The remaining Doc. 12 and 13 applicants will be subject of further discussions the week of May 17th with local management. We will also request formally that a VTEP program be set up for members who have voiced interest.

    What This All Means

    Powertrains decision to locate the X22 project at the Glendale plant clearly means the Component’s plant long term future is unknown and will be the main subject discussed by the Shop Committee during the next set of bargaining in 2005.

    GM’s decision to place the X22 away from the Components Plant reaffirms the Shop Committee’s decision to attempt to put an agreement in place that would have grown the Component’s Plant to provide this location with a working future.


    CHAIRPERSON’S REPORT - May 4, 2004

    X22 Project Allocation

    The company has informed the Shop Committee that although St. Catharines has been awarded the X22 transmission gear set, GM Powertrain is now requesting a feasibility study take place relevant to the product being installed at the Glendale plant.

    The actual project announcement took place April 19th in Warren, Michigan. We were led to believe through a series of meetings with local management that once the announcement was made that there would be immediate action related to tear out and prep work of the west side of the Component’s Plant. What we have witnessed since April 19th has been complete silence from local management, which created the environment that a change had taken place. Please note that the Shop Committee’s decision to exit from the Rad / Strut work was based solely on local management’s final floor plan which clearly identified the west side of the Component’s plant as the home of the X22 gear set we bargained in 2002.

    First and foremost, the decision to exit from the Rad / Strut work was made with the intent of providing greater opportunities to grow Powertrain business for our plants through better utilization of floor space, we were told the Rad / Strut was situated in the middle of the project. Knowing that the project is 18 months away from start of production it is a given that all sourcing decisions for the X22 transmission are being made as we speak.

    The ramification of Powertrain’s decision to review and/or change this product allocation has several meanings to the Shop Committee which we interpret that local management and our leadership’s plan for St. Catharines is significantly different than that of Powertrain’s. It is also clear that GM Powertrain has little respect for our Local Union by their actions.
    >

    Powertrain’s decision, after the fact, to reconsider the X22’s location is insulting. It completely subverts the Shop Committee and shows no respect to our membership as we are not in the business of signing an agreement that negatively impacts our membership, reduces our population or facilitates a closure in whole or in part of the Component’s Plant.

    To date, we can only speculate on what Powertrain’s overall plan for St. Catharines entails, as it is painfully apparent that Local management is not privy to this information. Discussions with GM’s Al Green, Powertrain, local management and the Shop Committee will take place in the very near future to attain this information and to correct this situation.

    Your leadership will also be demanding that Al Green and Powertrain revisit the agreement to exit the Rad / Strut with our Local Shop Committee and/or commit immediately that the final layout of the X22 project be sourced to the Component’s Plant.

    A Unit Meeting will be called when we have the appropriate information to deal with this grave concern.


    CHAIRPERSON'S REPORT

    April 20, 2004

    RAD / STRUT MIS-INFORMATION


    On March 26th the entire Shop Committee supported the Rad and Strut exiting from St. Catharines through a signed memorandum with GM’s chief negotiator Al Green. This decision was based upon maintaining our reputation going into 2005 bargaining as we continue to position ourselves for new work.

    At the 2002 ratification meeting, members who attended were provided a written package entitled “Bargaining 2002 Changes To Local Agreement” the first two pages contained a letter named “St. Catharines - Product Plan”. The document reads, and I quote “The Company advised the Union that although there are currently no new core products in the portfolio available to be allocated to St. Catharines in the 2002–2005 timeframe, the company was prepared to identify between 265 jobs and 290 jobs. This commitment will be met primarily by insourcing non-core, non-competitive work, from non-union suppliers with the following caveats: [caveat # 2] Because these are deemed to be non-competitive insourcings, they are temporary and subject to being replaced by other, more competitive insourcings of work allocations in like numbers.

    Unfortunately, a member of the bargaining committee and past member of the Shop Committee who took part in negotiating the above language went on the floor a day after a Chair report was issued explaining this issue and openly lied to members in his zone.

    This rep reviewed the agreement prior to the Chair Report being issued, but even after the Chair report went out maintained to members in his zone that they knew as much as he did. Rather than tell the truth and explain that the Rad and Strut was deemed temporary and that the use of the Doc 12 bank would be minimal for our Skilled Trades Brother’s, he chose the path of deceit. Along with this, a past member of the bargaining committee who was just defeated, which we expected, began portraying the exiting of the Rad / Strut as negative. He has initiated and is circulating a petition to have this work remain. Individuals who have hidden motives that are political, not in you’re best interest and motivated by hate have misled the members who have signed this petition.

    The Rad and Strut job commitment negotiated by the Shop Committee at 2002 Bargaining was 56 jobs. We clearly understand that these are direct jobs and do not take into account service group employment. The difference between the Shop Committee and the member recently defeated and that of the day shift rep spreading deceit is clear. The Shop Committee under my leadership will maintain credibility and integrity with the company to what was negotiated. The company has replaced 44 of these 56 jobs as well as 32 special retirement incentives of $78,000 dollars.

    We do understand any drivers who may face a bump from the towmotor group being upset. The hard reality is people would be a lot more upset if laid off to the street permanently. Allow an explanation. As mentioned above the negotiated job commitment of the Rad and Strut was 56 direct jobs. There are currently 91 people assigned to the Rad area alone! If anyone tells you it is a good thing to have almost twice as many people assigned to non-competitive, non-union supplier work think again, it is in fact quite damaging.

    2005 is a bargaining year and is fast approaching. Soon we will sit across from GM’s Al Green and demand work to replace over 400 other direct jobs in the transmission area that will disappear over the next three to four years. If we were to keep the Rad and Strut work much longer we would have demonstrated only one thing to GM, that we cannot perform even supplier work at twice the wages with benefits. Here are three facts related to why we reached an agreement to exit this work. Twelve member’s injured and 150 medical visits since it’s start date. To replace one injured worker the company had to bump five or more workers each time to get one healthy worker who could perform the work.

    We are not in the business of letting our members get hurt and more importantly we are not in the business of jeopardizing a working future for several hundred members by not being able to attain additional work at 2005 bargaining. As was recently wrote in the last 199 News the Components Plant will continue to be in a state of transition until daily volumes stabilize. To date, GM has a massive inventory of cars on their lots and unless they start selling these products real negatives will be seen and felt, not imaginary ones as is currently the case.

    As your Chairperson I have complete confidence in your current Shop Committee and most but not all of the elected bargaining reps. We will continue as a committee to make decisions that better position our entire membership for a working future as we prepare for 2005 bargaining. We will not be obstructed by politics or deceit.


    CHAIRPERSON'S REPORT
    March 29, 2004

    Radiator and Rear Strut


    Through discussions prompted by the Union an agreement has been reached with the Company that will result in the Radiator and Rear Strut ceasing operations and exiting from the Component’s Plant in the June / July 2004 timeframe.

    In place of this non-traditional work being exited the Company will in-source the following traditional as well as new core work:

                                    Approximate Number of Jobs                      Timing

    4t40 Output Shafts                              14               4th Quarter 2004
    4t65 Parking Gear Forging                      10               1st Quarter 2005
    X22F Carrier Machining & Sub Assembly    20               2nd Quarter 2007

    Because the number of new jobs is less than the number of jobs bargained fifty-six [56] related to the work being exited, the Company has agreed to offer a one-time special retirement program for up to thirty-two [32] members, twenty-four [24] production and eight [8] Skilled Trades. Note: The 56 jobs were negotiated for the life of the 2002 agreement.

    Skilled Trades classifications to receive the special incentive are as follows: One [1] each of Millwright, Welder, Electrician, Steamfitter, Sheetmetal, Toolmaker, Machine Repair and Cutter Grinder.

    A canvass of retirement eligible members will be conducted in April 2004, with retirement being effective October 1st, 2004.

    Members electing to retire under the terms of this special incentive program will be eligible for a $78,000 retirement allowance rather than the $60,000 as specified under the provisions of Document No. 13 of the Master Agreement.

    To support funding this higher lump sum payment, there is a local agreement between the parties that there will be a prorated reduction made in the number of Document No. 12 ‘bankable’ opportunities to offset the $18,000 incremental costs.

    In short, the Doc. 13 bank will be reduced by one [1] and the Doc. 12 bank will be reduced by a fractional amount of [.3].

    Over and above this Memorandum of Understanding the Company has agreed to offer active Skilled Trades Maintenance Classifications with members on permanent layoff status a Doc. 12 opportunity of $60,000 dollars with a retirement date of October 1st, 2004 [Dyno mechanic, Truck mechanic, Millwrights, Welders, Steamfitters and Sheetmetal.

    Any questions or concerns regarding the Special Incentive or the Doc. 12 Skilled Trades incentive should be directed to your respective Shop Rep or Pension Rep John Kearney.


    CHAIRPERSON'S REPORT

    February 26, 2004

    X22F Transmission Update


    The following information was provided to the maintenance Skilled Trades members at their unit meeting February 19, 2004 at the Union Hall.

    We expect funding for the X22F transmission project bargained at 2002 negotiations of 88 million [US] to be announced mid March.

    The new work will be located in building three and four of the Components Plant and will cover approximately 150,000 square feet of floor space. The project itself will become busy from January 2005 through to September 2005.

    Prep work of the plant will likely begin April 2004 taking three to five months to complete. Coolant and hydromation systems are expected to arrive Jan. 2005.

    Dialogue with the company will continue regarding skilled maintenance manpower needed to complete this work. More information will be provided as manpower numbers between all locations are finalized.

    Bodycote Niagara Falls

    Shifts have been removed from Bodycote the week of Feb. 2nd and Feb. 16th, 2004. To date, management has informed the Union that this business will cease operations the end of March 2004 due to the completion of testing engines for the launch of the HFV-6. The company has met their contractual obligation from 2002 bargaining with the Union.

    Shutdown Date 2004, 2005

    The shutdown period for the next two years begins on the following dates: July 5, 2004 and July 4, 2005.

    Cost of Living Allowance

    The COLA adjustment at GM for the first pay period on or after March 1, 2004 will be 5 cents.

    New Work Area Contract Numbers

    There have been several members requesting new work area contract numbers for the purpose of filling out transfers.

    Division 18 Rad & Strut
    18A01 rad support
    18B01 rear strut

    Division 19 IPC
    19A01 packing
    19A02 checking/shipping

    Division 20 Transmission
    20A01 4t40, 4t45E Blanks 20A02 4t65E 4th Clutch
    20A03 4t65E 1-2 Roller Race


    CHAIRPERSON'S REPORT

    February 3, 2004

    Components Plant Update


    After three full weeks of the Gilman Room membership successfully adopting the Union Work Smart Program upper management contacted and met with the Plant Chairperson and the Components Plant production Shop Reps Friday January 30, 2004, stating they were now willing to discuss a solution to some of the concerns raised by the Union. The Company has agreed to accept the Union’s original proposal that resolves two out of three issues in this area. We will continue to address the outstanding issue until we find a mutual resolve. Job well done by the entire membership!

    Seniority Issue Resolved

    We are pleased to announce a resolve to a major seniority issue. Several months ago the Company incorrectly bumped some of our members in the Tri-Way area. The members in question have had their seniority adjusted properly, however due to the nature of the violation the Union still intends to clarify this issue at the 4th step of the grievance procedure.

    Maintenance and Tool Trade Recalls

    Ongoing discussions with the Company and the Union have resulted in the following Skilled Trades recalls: two Millwrights, two Sheetmetal, and three TMAA’s.

    Election and Innuendo Time

    Bargaining committee elections will take place the week of March 1, 2004. The entire committee has worked extremely hard over the past three years to ensure decisions that your leadership has made were in the best interests of the membership at heart. Elections are the membership’s time to judge their leadership; unfortunately it is also an opportunity for a few to try to tear down the unity built by using negatives and innuendo to have their voice heard once every three years. We ask the membership to consider candidates that have raised issues to your leadership during the past three years and not just at election time. All serious candidates running should be cognizant that once the election is completed, should they be successful, that they will have to develop a working relationship with the committee to properly serve our entire membership. Our success comes from acting as ONE.

    Maintenance Skilled Trades Unit Meeting

    February 19, 2004. Time - 3:30 p.m. - 5:00 p.m. Hall C

    We request the presence of all Maintenance Trades from the Glendale and Components Plants attend this Unit Meeting. We will ensure all our laid off Maintenance Skilled Trades are invited. We feel it is just as important to hear from our laid off workers, as it is for them to hear from their Leadership, so we have placed the STA Update on our agenda.

    Agenda

    Work Smart Program, Master Skilled Trades Meeting Update, X22F Project Update, STA Update, Question Period, Adjournment.


    CHAIRPERSON'S REPORT

    January 21, 2004

    Component’s Plant Update


    The week of January 12 at the Components Plant was quite interesting to say the least. Management’s lean method of manufacturing predominately in the Gilman Room continues to fail resulting in production loss, more grievances, increased medical visits and large numbers of members submitting par. 62’s with the intention of transferring out of this area.

    Management’s response was to contact the head of Labor Relations to cry about the lost production. Labor Relations then informed the Plant Chairperson that there would be no changes to John Lancaster’s plan to reduce our workforce and cut relief time. The company believes that their 5-day bank will get them through this issue and that our workforce will fall in line over the next few weeks.

    It is very evident that the new management at this location cares little and shows absolutely no respect to our workforce. Our response to Labor Relations concern was one of logic. The company cannot eliminate negotiated relief and cut jobs without just cause or without a backlash from the members’ affected, remember this is not a permanent volume reduction and that the company intends to use this operating plan when the volumes return in late March.

    The fact remains that every new manager in the Gilman Room has tried and failed to reduce the relief time on the jobs in question. The superintendent of this area claims that nowhere else in GM is there this amount of relief time and fails to use common sense and recognize the true issue, that nowhere else in GM is a job so poorly designed.

    We have also informed John Lancaster that he will not climb the corporate ladder at the expense of our membership and further that the production loss will continue until management sees fit to meet our membership’s needs. We expect that our members’ will work at a reasonable pace as they try to adjust to doing a lot more with fewer people. Our entire leadership will continue to act as one just as our members have in the Gilman Room the week of Jan. 12 and follow the Union Work Smart Program to defend our rights and reputation going forward.

    Par. 62 Transfer Renewal

    Applications, which are filed under Paragraph (62) of the Master Agreement, and have not been honored, will become null and void on the fourth (4th) Monday of every January. Paragraph (62) applications will be accepted one (1) calendar week prior to this termination date and will be considered valid the first (1st) Monday following the termination date.

    The week of January 19th, 2004 you can re-submit your new transfer requests. Keep your white copy as proof that you have done this. Please do this through your area supervisor. If you are unsure of the contract number request your committeeperson.


    CHAIRPERSON'S REPORT

    January 6, 2004

    Welcome back


    Welcome back to work! We hope everyone had a safe and happy holiday. In the New Year we will witness our entire membership being tested by General Motors as they continue to aggressively implement their lean and mean methods of manufacturing. The Union's response to the Company's agenda is of great importance and will dictate how we will work in years to come.

    Component’s Plant Is Under Attack

    The first order of business in 2004 will be at the Components Plant. Management’s constant reorganizing of the workplace and the job loss that comes with it has gone too far. Prior to the New Year several meetings took place with Component’s Plant upper management to deal with the short-term volume reduction that will take place the first eleven weeks of 2004.

    Company Wants To Inflict Pain

    It was through these discussions that it became painfully evident that the company intended to eliminate more jobs than needed to off set the volume reduction. We believe for every one hundred pieces the volumes are reduced that seven jobs will be eliminated.

    It was the Union’s intent to persuade management to agree to an operating plan that would allow the company to meet their monetary budget needs [HPU] during the volume reduction period only and that the company would return to the operating plan that was in place prior to Christmas holidays.

    No Agreement

    No agreement was reached which we interpret to mean that the company will try to eliminate jobs in almost every department in the Components Plant including departments not affected by the volume reduction. As a Union we say enough is enough. It is quite obvious to everyone in the leadership that this company will never be satisfied until the machines run on their own. Your leadership requests your presence in attending production departmental meetings that will take place this Saturday at the Union Hall.

    Union’s Agenda

    It is of great importance that every department understands what management intends to implement in your respective area. Even more consequential is that our membership understands we can win this fight by supporting one another and more significantly that everyone follows the Union’s agenda in stopping the bleeding at this location.

    Production Department meeting times: Saturday January 10, 2004
    10 AM- 04A Forge, 07A, 07B 12:30 PM- 07C 07D 07E

    Skilled Trades


    On Tuesday, December 23, 2003 Skilled Trades Leadership met with Dave Eckert, General Superintendent and Superintendent, Kevin Murphy. Following this meeting a letter was sent to Plant Manager, John Lancaster requesting a meeting early in the New Year to discuss pertinent Skilled Trades issues. As soon as this meeting takes place Skilled Trades meetings will be set up at the Union Hall.


    CHAIRPERSON'S REPORT

    November 11, 2003

    Les Bartley


    Many members are aware that Shop Committeeperson / Executive Board member Les Bartley is being treated for health problems. Les plays a major role on the Shop Committee therefore his illness is felt by us all. We will remain united in his absence and continue to address all concerns raised throughout his Shop Zone. The Shop Committee, Executive Board, Bargaining Committee and our members wish Les a quick and full recovery.

    Components Plant Update

    To date, Components Plant management, led by Plant Manager John Lancaster, have eradicated twenty-six jobs from this location. Grievances have been issued for every job cut. To date, the Union has achieved some success forcing the company to add three jobs back into the transmission division. The Union will continue to meet all job loss with strong resistance with assistance from our membership. We are still waiting for John Lancaster to eliminate, from his side of the house, one superintendent from the final drive division.

    Extension of Shift Overtime Reduction

    Since the last Chair Report (Oct. 28, 2003) we have seen a tremendous reduction by our members in the number of extension of shift overtime being worked. Union leadership applauds your support in our efforts to leverage GM to add manpower into several areas at both locations. In the near future, your leadership will be issuing two thousand “I say NOto extension of shift overtime” buttons. We ask that our members wear the buttons proudly in the workplace to send management a clear message that you support your Union’s agenda.

    Above the Law

    At the Bodycote location our members were forced under the Employment Standards Act to work this past Saturday. We questioned Labor Relations on their position should our members not show up for work; their response was “discipline would follow.” The irony in their position is your Union continues to wait for a written response to our letter sent to the Ministry of Labour Oct. 14, 2003. It is our goal to have GM fined by the Ministry of Labor for breaking the same Employment Standards Act regarding members working over sixty hours a week.

    Members on Layoff Need Your Support

    There are 314 production, 66 maintenance and 5 tool trades on layoff status in St. Catharines. The skilled trades members laid off September 28, 2003 have formed a support group and have come together for a common cause. Their mission is to help strengthen their Union by supporting Union leadership. Their web site address is www.vaxxine.com/fishing/sta/sta.htm These members respectfully request that you visit this site as a show of support and solidarity.



    CHAIRPERSON'S REPORT

    October 28, 2003

    Transmission Update


    As stated in the last Chair report concerns continue to surround the Final Drive division located at the Comp Plant. Powertrain management has informed St. Catharines that the Comp Plant will not be considered for any additional new work until a plant performance improvement is shown in their hours per unit measurement. Local management claims this threat alone is the reasoning for their desire to change some long established work practices in this plant.

    This concern was never raised during 2002 Negotiations. In fact GM stated that the Components Plant was productive and in good position for future core business.

    Past Challenges

    Over the past several months Component’s Plant management has challenged our members and your Union Leadership. The pace of confrontation at this location seems to have escalated after negotiations were finalized.
    Just for the record,
    this is not the first or last time GM will challenge your Union at any location in Canada. The startling fact is St. Catharines management’s level of achievement at adopting their complete agenda has never seen much success due to the strength of our members and the willingness to challenge the Company’s agenda by the Union Leadership.

    Eighty-Seven Jobs Added Since May 2003

    Case in point: In late April 2003 Comp plant management decided to take on the Union and adopt continuous run while working predominately two shifts. It was through our membership’s support of the Union Leadership’s strategy [union dogs / punching out on your lunch etc.] that GM backed off and was forced to add twenty-two Production jobs through the final drive division.

    During this same period of time, the Union challenged Comp plant management on the level of preventative maintenance that wasn’t being completed to maintain their quality rating. GM again was forced to add thirty-two skilled trades jobs at this location, and more importantly this resulted in the skilled permanent layoff being reduced, and generated some Tool Trades to be recalled. The last and most recent challenge was in the June time frame when Union Leadership demonstrated where the Company needed to add vacation replacements. GM’s first response was no. However through continued discussions that quickly turned into thirty-two more production members being put in place and brought members back to work.

    The point of this information is to demonstrate to our membership that although the company has new plans regarding the way they want this location to work, they have a very poor performance record when challenging the strength of our members and their current Union Leadership.

    There are always skeptics when it comes to the performance of any Leadership in times of change and challenge. Your Union Leadership welcomes these challenges with open arms.

    We have always placed the interests of our entire membership first and foremost. When challenged to try and prompt a recall for our lower seniority members and their families, we not only bargained new work, we were the first Local Union Leadership to ever bargain special incentives for our members, even after negotiations were completed. These special incentives equated to over twenty million dollars in our members pockets, instead of GM’s.

    This also resulted in what we knew would be a desired domino affect to members who remained in the plant. First off, the senior members who accepted the incentive received a well-deserved buyout to enjoy during their retirement years. Secondly, for the most part, senior applicants from the transfer lists filled the jobs vacated by the retirements. Thirdly, the next most senior people from the transfer list filled those vacated jobs and fourthly members were recalled back to work from layoff and filled those vacated jobs and new work requirements.
    To the doubters, our Union agenda at bargaining allowed seniority to be the determining factor to accomplish our main goal… to provide employment for everyone, security for their families, and some day a GM pension and benefits.

    Comparison Of Present And Past Days

    It’s also time we gave our membership a comparison of present and past days when it comes down to bargaining any new work and the Union’s position in representing our members on the floor. Present day, we use common sense, persistence and the grievance procedure.

    The use of force [withdrawing our labor] is rarely considered or discussed unless an extreme situation arises or our agreement is expiring. In all situations we detect, defuse and defend Union principles to the fullest extent of our agreements.

    In the past our Union had several incredible advantages when dealing with the company. The greatest, the now defunct Auto Pact, in the past GM had fifty per cent of the market share, there were also no plants in Mexico, the Canadian dollar was sixty four cents and GM was content to have the use of only hands and feet…today GM wants your mind as well!

    What We Demonstrate Is Used Against Us

    For several months management has monitored work practices very closely in the transmission division. The cold fact remains that each time production volumes are reduced internal pressures are placed upon areas affected. Our position is very clear to the company and to Powertrain management. We worked extremely hard at bargaining to attract new work and secure a future for this location.

    We will resist unwarranted challenges by the company but in order for Union leadership to perform their jobs properly we need and must have continued membership support, we need our membership to adopt the strategies we create to defend Union principles and we need a strong and united committee.

    Part of the strategy includes <>b>ceasing the following behavior: Do not demonstrate to the company how they can cut your job! The old days that so many members talk about used to see management allow us to double up only to have jobs cut after a short period of time.

    The philosophy that “my machine is running” does not cut it or give you the right to read, sleep or sit down for long periods of time in front of supervision!

    Do not work extension of shift overtime. This behavior must be stopped at once to allow your leadership the leverage to force management to properly assign manpower across shifts where needed. In short GM is using our behaviors against us the same way we use their indiscretions against them.

    Where GM Needs To Start

    We have informed the company if they truly need to reduce their hours per unit cost to start on their side of the house. The Component's Plant has thirty-five managers receiving either Superintendents or General Supervisor’s rates of pay.

    If GM wants to follow the “Toyota system” as they continually tell us they do, GM needs to reduce a minimum of twenty-five of these managers. We are fed up carrying their burden costs on our shoulders.

    It's time management was accountable for reducing costs by reducing the real non value added people, and that is, themselves.


    CHAIRPERSON'S REPORT

    October 22, 2003

    Bodycote Timelines


    Bodycote engine testing facility located in Niagara Falls will begin reducing volume early December time frame. Bodycote is expected to cease operating by March 2004. Additional information will be provided as it becomes available.

    Transmission Concerns Continue

    Upper management at the Components Plant claims the plant’s performance is restricting their ability to attract or even bid on new work related to Powertrain’s method of rating plants. The company claims to the Union they are working on a plan that will reduce their HPU reading with no further explanation of where, how or when it will be completed.

    The irony of their position continues to be the large amount of extension of shift overtime being worked by our members at this location. More info will follow on this issue in the near future.

    Ext. of Shift Overtime

    Union leadership cannot make it any clearer to members who continue to work extension of shift overtime…your acceptance is allowing the company to artificially under populate several departments in both main plant locations. The slap in the face to Union leadership is the company’s own admission that if our members stopped working this type of overtime they would have to re-populate several production areas, service groups and skilled trades classifications. This would result in a recall of laid off members in both production and skilled.

    What You Can Do To Support Your Union…STOP WORKING EXTENSION OF SHIFT OVERTIME…STAY ON YOUR JOB…TAKE ALL CONTRACTUAL BREAKS AWAY FROM YOUR MACHINE. One closing note on this issue, there is a growing number of members at the Components and Glendale locations that are working in excess of 60 hours per week. You are breaking the law and will be subject to prosecution no different than GM.

    Future Work and the Canadian Dollar

    The Canadian dollar reached its highest level in eight years on October 7, breaking through 75 cents U.S. Many economists have warned that the rapid rise in the currency is putting severe pressure on Canadian export industries, especially the auto industry. A weak dollar during the late 1990s was central to the strong expansion of Canadian manufacturing employment during that time. Higher Canadian interest rates, however, have driven the Canada-U.S differential in interest rates to their highest levels in eight years, and explain most of this year’s unprecedented run-up in the dollar.

    The painful impacts of the higher dollar are immediately visible in trade flows. Canada’s net export surplus in automotive products has fallen by over $4 billion, or 50 percent, during just the first six months of this year. CAW economist Jim Stanford predicts that if the dollar stays at 75 cents U.S. or higher, Canada could become a net importer of automotive products within 5 years. He called on the Bank of Canada to cut Canadian interest rates, to bring the dollar back to 72 cents U.S. or lower, at which point, Stanford suggests, Canadian manufactured goods will be once again competitive. In short we have lost our cost advantage when competing with the United States.


    CHAIRPERSON'S REPORT

    October 9, 2003

    EXTENSION OF SHIFT OVERTIME ABUSE


    At the Sept. 30, 2003 Bargaining Committee Meeting a motion was put forward and unanimously supported by the entire committee that the Union issue a written position denouncing the company’s use of scheduling extension of shift overtime.

    As a Union, we have always held the responsible position to the company that there may be an unusual, unforeseen circumstance that extensions are worked i.e. a delivery window to our supplier not being met due to a spike in volumes or a skill set issue that would result in lost production.

    Extension of shift overtime should not be worked to cover vacations, SPA’s, workplace training, S&A / WSIB or P.A.A.’s. If you are working overtime for any of these reasons STOP NOW!

    Number of Extensions Increasing

    For the past several weeks the Union has charted the number of overtime extensions being worked at the Glendale and Component’s plants. While this issue is not new for our membership or the current Union leadership the number of extensions has dramatically increased.

    The week of September 29, 2003 each location worked in excess of one hundred and seventy twelve hour shifts. This number is unacceptable and is directly impacting your Union’s ability to resolve manpower needs at both locations in production and skilled trades.

    The reality is that the number of extensions being worked directly influences and is facilitating the company’s agenda of not increasing manpower to the levels required. The company’s new use of extensions has made it possible for the removal of partial shifts in several areas due to the number of workers accepting twelve hour shifts.

    The entire Bargaining Committee requests that you do your part: REFUSE ALL OFFERS OF EXTENSION OF SHIFT OVERTIME unless they meet the guidelines cited above. Do it for your co-workers, for the members on layoff and more importantly for yourself, as the next job they cut could be yours.

    SKILLED TRADES UPDATE

    Extension of Shifts


    We must all understand that it is to the Company’s advantage to offer you extension of shift overtime instead of recalling laid off workers. However, we all know that two people willing to work twelve hour shifts, equates to three people that could be employed and working eight hour shifts.

    It seems there are some Skilled Trades workers who have either forgotten we have laid off Skilled Trades workers on the street, or for whatever reason continue to work extension of shifts.

    Your Leadership is strongly urging you not to work any extension of shift overtime while anyone in your classification is on layoff. The Company cannot force you to work beyond eight hours per day. You also do not get charged any overtime hours if you refuse to work an extension of shift.

    The Union Leadership discusses manpower on a continuing basis. It is extremely difficult to achieve success, in convincing this Company to recall our laid off workers for retraining and Apprenticeship opportunities while some workers cover their manpower needs by working extension of shifts.

    Your Union Leadership also urges everyone to respect the established lines of demarcation that we all currently work under. If any member of management asks you to perform work that belongs to another classification call your Union Representative. You would not be helping out the Company you would be helping to keep your laid off Brothers out on the street!

    The Skilled Trades will always be required to work some overtime on the weekends, as that is the nature of the type of business we are in. Production equipment needs preventative maintenance and repairs and when the Company operates this equipment five and six days a week the only time we can perform this work is on overtime.

    The Skilled Trades should be reminded that with the increases in wages since 2002 negotiations if you worked every other weekend you would still earn a good living each year. Why anyone would have the need to work an extension of shift overtime is beyond comprehension.

    Let’s always work together and never forget our laid off Brothers.


    CHAIRPERSON'S REPORT

    August 21, 2003

    Plant Overview


    Transmission division volumes remain sluggish with production being removed from the system to adjust inventories. Additional time may be removed from this area later in the year contingent upon small car market sales. It should be noted that the Windsor Transmission Plant has de-rated resulting in approx. 90 permanent layoff notices being issued. Our plant supplies Windsor, Willow Run and a small volume to China.

    New Work Areas

    High Feature V-6 has successfully completed its launch and will see firm volumes beginning mid September. A personal relief system has recently been negotiated in this area.

    Rad Support area has proven to be the most challenging new work area with most issues relevant to the launch timeframe being too short to meet the high volume of production needed to supply Oshawa. After several high level meetings a personal relief system has been successfully negotiated in this area. A small number of issues remain outstanding related to line balancing and working conditions.

    Bodycote in Niagara Falls will adjust their build requirements by removing one complete shift for the next five weeks. Allocation of manpower is currently being reviewed with the emphasis being placed on cross training.

    IPC Kit located in Port Colbourne is running well with the exception of one delivery window being threatened to China through no fault of our members or management. The member’s support to make this facility function is a testament to our world-class reputation that we often speak about when bargaining new work with General Motors. Manpower / Par. 62 Transfers Rumors of another production recall for September are not true. When the vacation time frame is completed in early September several areas of the plants will have surplus people in both production and Skilled Trades. In production the surplus members will be needed to backfill par. 62’s that take place to fill opening created by the doc. 13 retirements, VTEPS, Transmission Blanking and IPC Kit. There are also a small number of openings declared at both locations in PC & L areas. Skilled trades maintenance permanent layoff continues to be reviewed with the company in an attempt to reduce and eliminate those members who currently hold a layoff notice. As information becomes available it will be provided.

    Footnotes

    Several members have raised issue regarding par. 62 transfer lists. Please note the only time the par. 62 transfer list is frozen is when the company declares a permanent opening. Then and only then the Chairperson requests the list be frozen to the particular area identified. This practice maintains the integrity of the list and will continue.

    The United Way Charity Dunk Tank that took place August 14 in which the Union participated in saw a few members voice their concerns that the Union leadership is too close to the company. For all members’ information, the Shop Committee has not met formally at either plant location with the plant managers for over three months. As Chairperson I personally hope our members are fortunate enough not ever to have to use the services provided by the United Way. I also hope the day never comes that the Local Union cannot put aside our differences with GM for one hour to support local charities.


    CHAIRPERSON'S REPORT

    July 18, 2003

    Transmission Update


    The company as a result of the Union response and membership support regarding continuous run and staggered shifts throughout the 07-transmission division has made significant changes.

    Ongoing discussions with the plant manager, John Lancaster have resulted in the tri-way area adding a partial third shift. This addition combined with the other changes already reported to the membership is strong recognition that management understands the healthy support the membership gives their Union leadership when requested.

    John Lancaster has agreed to monitor production needs throughout the division and prior to any implementation of continuous run or staggering of breaks the company will identify and validate to the Union any bottleneck areas and throughput issues that exist.

    Total Production Recall

    The total number of production members recalled sits at two hundred and forty two. Discussions with the company are ongoing as manpower needs are assessed.

    Addendum To The Local Agreement

    As part of the 2002 bargaining process we have created a seniority structure for the new transmission work. The division, dept. and groups are as follows:

    Division 20 Dept. A
    Groups [01] 4t40, 4t45E Blanks
    [02] 4t65E 4Th Clutch
    [03] 4t65E 1-2 Roller Race

    The [01] Blanking group will be the first to populate. A small number of paragraph 62 transfers will be honored over the next two weeks. Production in this area is scheduled to begin in mid to late September. The clutch and roller race groups is scheduled to begin production in May of 2004.

    Union Councilor

    Roy York has assumed the position of Union Councilor. Brother York can be reached in confidence @ ext. 6559 in plant or numeric pager 905-322-5768.

    Shutdown Dates 2004, 2005

    The shutdown period for the next two years begins on the following dates: July 5, 2004 and July 4, 2005.


    CHAIRPERSON’S REPORT - June 24, 2003

    June 18, 2003

    On June 18th the Comp plant manager, John Lancaster requested a meeting with the Plant Chairperson stating his new desire to identify bottlenecks as per the company’s obligation under the local agreement. The following areas were identified: Internal gear 08 group, Carrier machining and Side gear. Lancaster offered to put the Internal gear 08 group back to three shifts with continuous run and staggered breaks adding four direct and one indirect jobs. He stated the Carrier machining areas would remain the same until the Kingsbury machines are fixed properly and when completed continuous run and staggered breaks would be adopted. His plan also includes the Side gear implementing continuous run with staggered breaks right after shutdown. He further stated that if it were not for the resistance of the members in the side gear he would have already been running continuous. Concluding that all this is needed to reduce hours per unit costs and to allow for proper utilization of skilled trades.

    As a Union we clearly do not accept Lancaster’s explanation of what he defines as a bottleneck. What he fails to comprehend is any area to be deemed, as a bottleneck must first be producing across all three shifts. Your leadership is willing to accept less than full utilization of machines across three shifts to allow our skilled trades the ability to perform regular PM work with a commitment that once the uptime is increased the machine utilization be revisited.

    Note, thirty-two skilled trades have been added to the system a few weeks back for this reason. Our proposal actually gives the company the ability to not only perform minor repairs during machine downtime but the added ability to do complete rebuilds taking weeks if necessary across all three shifts. We have also demanded he remove the half hour lapse that still exist between shifts in the Gilmon room.

    Transmission barbeque day-June 19,2003

    On June 19th a barbeque took place on Ontario St. to protest the adoption of continuous run and staggering of lunches and breaks while working two shifts. The Union dogs were well received by the large number of members who participated in supporting the Union recommendation to exit the plant while working an unpaid lunch. The Shop reps of the transmission division and Plant Chairperson attempted to deliver the plant manager with a Union dog but were let down to find that he was out of the plant for the day.

    Company’s new position June 20, 2003

    Late Friday June 20th the Comp Plant manager notified the Union that the internal gear [08] group will be put back on three shifts Monday June 23, 2003 with no continuous run operation on the condition supervision will monitor the volumes produced and that discussion with the Union take place prior to any change.

    Overview

    Immediately after reducing to two shifts [eliminating 68 jobs] transmission management led by Lancaster began scheduling extension of shift and weekend overtime, a definite indicator to the Union that he has reduced too much manpower. A week later the Union is informed of his plan to adopt continuous run and staggered lunches and breaks while on two shifts. When the members react by refusing overtime Lancaster’s response was to force workers under the law to come to work…even the past plant manager Dave Drew never stooped so low as to force production workers to work weekend overtime.

    In closing, we continue to advocate all members turn down all offers of overtime in the 07 division. Leadership who represent the 07 div has led by example and will continue to do so. Remember, the company cannot force you to work more than eight hours a day. The only reason the company is scheduling weekend overtime is to put inventories in place to facilitate adopting their agenda of greed and exploitation of our workforce. Anyone who accepts the offer of extended shift overtime is in reality working to assist and support the company’s agenda. We also advocate that you leave the plant on your unpaid lunch.


    CHAIRPERSON’S REPORT - June 16, 2003

    Transmission Update

    To date, the plant manager at the Components Plant is still unwilling to move off the company position of implementing staggered breaks and lunches throughout the 07 machining areas while working two shifts. As stated in the last special Chair Report the consequences to our membership are significant if the company succeeds in adopting their cruel and harsh agenda of greed and exploitation. Furthermore, your Union has not encountered this type of challenge from the company since bargaining.

    What the Company Gains

    It’s noteworthy to remember that a shift was removed from this division, eliminating sixty-eight jobs, based upon reduced market demand. The productivity improvement the company gains by the shift reduction, due to the workforce now working an eight hour and eighteen minute shift from a straight eight hour shift is important and is as follows:

    18 minutes x 350 approx. workers x 300 working days divided by 60 minutes = 31,500 hours of additional running time.

    The greed factor kicks in and will lead to major practice changes when the company implements continuous run with staggered breaks and lunches:

    43 minutes [two 10 minute breaks plus 23 minute lunch] x 350 approx workers x 300 working days divided by 60 minutes = 75,250 hours of additional running time.

    Add 75,250 hours + 31,500 hours = greed and exploitation to the tune of 106,750 hours of increased machine running time. The company gains two weeks of production from each worker at no cost!

    Company Dazed and Confused

    To resolve this issue the company must select one of the three following solutions as offered by the Union:

    · Repopulate the third shift
    · Pay straight eight to everyone working two shifts
    · Commit to the Union the removal of all staggered lunches and breaks when working two shifts

    Barbeque Day

    To protest the company position the Union will be holding a barbeque Thursday June 19, 2003 on Ontario St. for the day and afternoon shift serving union dogs during the staggered lunch period. We strongly urge everyone from the 07 division who work an 8:18 shift to punch out and join us on Ontario St.

    Just Say No!

    To protect your current work practices and working future your Union leadership and co-workers need your continued support. We are requesting all workers from the 07 division refuse all offers of overtime both weekend and especially extended shift. The area of greatest importance is the transmission carrier department where very little bank of inventory exists. If there is no movement from the company an escalation of our strategy will be expanded to other areas and locations.


    SPECIAL CHAIRPERSON’S REPORT - June 10, 2003

    07 TRANSMISSION DIVISION

    As we indicated in the last Chair Report a number of concerns surround the reduction of the transmission division. Although we have been successful in resolving shift start times in the machining, skilled maintenance and tool trades areas there still remains serious and significant differences with the company. The following two issues are considered the most serious and remain unresolved:

    · Half hour lapse between shifts in the Gilmon Room
    · Continuous run in two shift areas

    HALF HOUR LAPSE BETWEEN THE TWO SHIFTS

    The implementation of the half hour lapse has resulted in a petition from the entire membership from this area demanding the company remove the time lapse to allow the afternoon shift to start work at 2:30 pm. We have convinced the company to monitor the amount and type of incidental work that takes place during this half hour and review the information with the Union on a weekly basis.

    CONTINUOUS RUN WHEN ON TWO SHIFTS

    The company plans to implement continuous run operations in several machining areas within the transmission division in the near future. Continuous run although in our agreement since 1993 was not designed to threaten the job security of our membership but was bargained to allow the company greater up time and more efficient throughput while working three shifts.

    If the company is successful at implementing their current strategy of staggering breaks and lunches while primarily on two shifts the end result will be greater job loss to the Union.

    The fact remains that while on two shifts the company gains eighteen minutes of increased production from each worker due to the workforce working an eight hour and eighteen minute shift. The company’s plan is unreasonable and holds no true legitimate value other than exploiting our workforce. We must remember the transmission division is being reduced because of a soft US car market not throughput, bottlenecks or uptime issues.

    Our position as a Union has remained unchanged through several weeks of discussions with the company. In order for the company to implement continuous run the area affected must be utilized across three shifts.

    For the company to successfully adopt their agenda of greed and exploitation of our membership they must first put in place sufficient inventory banks to offset the response from the workforce. As a member you can play a vital part of ensuring they don’t succeed by refusing all offers of overtime. The company has already proven one week into their two-shift plan they don’t know how to properly manage the floor by offering extended shift overtime. An obvious indicator they have cut back too many people and further a need still remains for proper three-shift coverage.

    Secondly, the company will instruct you to run machines through your lunch and contractual breaks…make sure you leave your work area while this takes place. This will force the company to stagger all breaks and lunches to have someone monitor the machines should a breakdown occur.

    Our response will be to ask everyone while on their new staggered break time to accompany your Union leadership for a barbeque out front of the plant on Ontario street…we will make it a weekly event. The company staggering the breaks will allow for a steady flow of workers over a longer period of time to join us on the street and enjoy a hot dog on behalf of the Union. More info to come!


    CHAIRPERSON’S REPORT - May 28, 2003

    Production Recall

    A production recall of twenty-nine members will take place June 2, 2003. This brings the known recall to one hundred and eight members with more expected over the next two weeks. The recalls support the new work requirements.

    Transmission Division Reduction

    The 07-transmission division will be reduced to primarily two and a partial third shift beginning the weeks of June 2nd and June 9th. This division has seen reduced volumes for several months due to a soft U.S. car market. A number of challenges regarding shift times, shift schedules and self funding for vacation replacements are being reviewed on a daily basis between the Union and upper management. The volume reduction is considered permanent under the terms of the Local Agreement [over 20 working days in length] that must result in the division being leveled to allow the lowest seniority members from the 07 div to be used as vacation replacements. The Union will continue to pay close attention as to how the company reduces this area.

    Gen 3-Volume Reduction

    For the first time since the Gen 3’s inception the corporation has announced a reduction of 12,000 engines over the next several months due to large truck inventories throughout North America. This reduction impacts one third of a shift in the Gen 3 area.

    While the company maintains this to be an adjustment with the expectation that the volume will return, as is the same in the transmission division, it must be reduced under the terms of the Local agreement. If the volumes go back up then the jobs associated with the increase will have to be re-canvassed.

    Temporary Layoff

    The week of June 2nd the 07-transmission division will have a temporary one-week layoff as a result of the Windsor transmission plant taking a week out of their build schedule. This temporary layoff affects approximately 200 members.

    COLA Increase

    The COLA increase for the first full week of June will be 33 cents.

    Page 2

    E.I. & SUB REPORT
    VACATION ALLOCATION – 2003

    The E.I. System of allocating your vacation pay has caused a lot of confusion over the years as to what your E.I. and SUB entitlement will be in the event of a layoff in June, July or August, or if someone is on maternity or parental leave.

    Your vacation allocation is keyed by the June 30th date. If June 30th falls on a week that is designated as a vacation week by General Motors, as this year it does, your allocation starts on the first week of designated vacation. Next you will have vacation pay allocated to any vacation time requested off through your supervisor (please make sure to keep your copy of the individual designated vacation paper work). Your IDV is your receipt in the event General Motors copies are lost or misplaced.

    After you’re requested time off the allocation is allocated to the third week in July, fourth week in July etc. If you received any SPA week monies at vacation time that was rolled into your vacation pay due to layoffs, maternity or parental leaves it will be allocated by the E.I. allocation procedure.

    The amount of allocation is determined by the amount of vacation hours you are entitled to based on your seniority.

    The following lists your entitled hours based on your seniority:

    1 but less than 2 years, 104 hours = 2 weeks + 24 hours
    2 but less than 3 years, 112 hours = 2 weeks + 32 hours
    3 but less than 5 years, 140 hours = 3 weeks + 20 hours
    5 but less than 10 years, 160 hours = 4 weeks
    10 but less than 15 years, 180 hours = 4 weeks + 20 hours
    15 but less than 20 years, 200 hours = 5 weeks
    20 or more years, 240 hours = 6 weeks

    For every eight hours of used PAA hours subtract one day of allocation.

    Your allocation would not follow this example if you did not work your full 1,000 hours in the year to qualify for full vacation pay. Remember, this allocation will only affect you in the event of a layoff in June, July or August, or if you are on a maternity or parental leave during this time. Note: The weeks, in which you have your vacation pay allocated in, Human Resources Development Canada (E.I.) will not allow an E.I. waiting period to be saved or pay any E.I. sick pay claims.

    E.I. will allocate all your vacation pay at your regular weekly rate, base rate plus COLA and night shift premium.

    The designated vacation period takes place in the weeks of June 30th to July 12/03.

    Vacation Allocation
    JULY 2003

    Week 112345
    Week 2 6789101112
    Week 3 13141516171819
    Week 420212223242526
    Week 52728293031

    Issued by,
    Larry Greenhalgh - SUB/EI Rep.
    CAW, Local 199

    May 26, 2003


    CHAIRPERSON’S REPORT - May 1, 2003

    PRODUCTION RECALL

    Another twenty-five members in production will be recalled May 12, 2003. We would like to welcome back the members recalled April 28, 2003. Discussions continue with the company on a daily basis with the anticipation that additional production recalls will be needed as the new work requirements as well as vacation needs are defined at all plant locations.

    MACHINE REPAIR RECALL

    The remaining Machine Repair on layoff will also be recalled on May 12th, 2003. The Union believes there is a strong likelihood that additional Machine Repair may be required in the future therefore we have initiated preliminary discussions with the company to explore apprentice opportunities should the need arise. Demographics of Machine Repair show that in 5 years over half of the classification will have at least 30 years service, plus almost a half of this trade will be 55 years of age or older.

    The fact that 2005 is a pension agreement also needs to be given serious consideration going forward, as the potential for members to retire will be increased after this time frame.

    PARAGRAPH 62 TRANSFERS

    Paragraph 62’s will be offered to the following new work areas: Bodycote, Rad Support, Strut and IPC Kit as the company is in their final planning stage to populate these areas. The April 28, 2003 transfer list will be used to fill the openings.

    Members must respond to the offer of transfer by the start of the regularly scheduled shift on the following day. All decisions are final and not subject to change.

    Remember, acceptance or refusal of any transfer will invalidate the remaining transfers on file at that time.

    MAINTENANCE SKILLED TRADES

    We continue to work on skilled trades vacation replacements and the possibility of an inverse layoff for the skilled trades affected by the layoff in an attempt to extend the June notices through to the September time frame.

    The Components Plant has agreed to take four welders on a permanent basis and the Glendale Plant has agreed to a welder retirement and one pipefitter VTEP. These events will lead to a reduction in the layoff.

    COMPONENTS PLANT - PARTIAL WEEK OUT

    The week of May 26, 2003 there will be a temporary layoff in the final drive division affecting approximately 200 members. The reason for the layoff is the Windsor Transmission Plant is taking a week out of their schedule.


    CHAIRPERSON’S REPORT - April 15, 2003

    Production Recall

    On April 28th, 2003 the Company will recall twenty-five production workers. This recall does not reflect new work needs or summer help requirements, those discussions will continue until manpower numbers and timeframes are clearly defined.

    The twenty-five recalled workers will all be assigned to the Gen 3 area and is a result of the combined efforts of the Shop Committee’s ability to communicate with each other on a regular basis concerning each plant’s needs.

    This recall removes significant seniority issues that were created at the Glendale and Component’s plant and should serve as a lesson for the Company for the future in the challenges that arise when moving people on a temporary basis from plant to plant.

    Machine Repair and Cutter Grinder Recall

    The original recall of Machine Repair has been changed. Three Machine Repair will now be recalled for April 28, 2003. There is still a remaining requisition for Machine Repair for June 2, 2003. There will also be four more Cutter Grinder apprentices starting on April 28, 2003; this brings the number to thirteen Cutter Grinder Apprentices in our plants. The Union will continue to have discussions with the Company until all laid off skilled trades are recalled.

    General Overview

    Since the beginning of the New Year there has been a growing increase in the responsibilities of the Shop Committee. There are several key challenges remaining with stringent time lines that must be met regarding the new work areas prior to start up. We continue to work towards making the Company accountable to their commitment on what we negotiated as well as finding agreeable resolves to the following issues: manpower requirements, working conditions, shift scheduling, vacation requirements, transfer opportunities and the representation structure for the High Feature V-6, Rad support, Strut, IPC Kit, and Bodycote areas.

    The Committee must also maintain the high level of representation to meet the daily needs of the membership in their respective zones. The Company under a provision in the Master Agreement has agreed to one additional representative city wide for the new work areas for a designated period of time with an emphasis being placed on the IPC kit division. We’re glad to report that we continue to find practical resolves to most issues with a minor amount of resistance from the Company.

    The Company has stated as a result of the installation of the High Feature V6 and the tear out of the Rear Axle nearing completion, a surplus of Maintenance Trades has been created therefore we expect permanent notices will be issued in the near future. The parties were able to reach agreement on the use of Skilled Trades vacation replacements to help offset some of the expected layoffs through the summer months. The Union has also submitted policy grievances for some work that recently came into the Components and Glendale Plants. Instead of the usual liability paid for resolves of work that is proven to be customarily performed, the Union will be requesting the extension of all maintenance layoff notices.



    CHAIRPERSON’S REPORT - April 9, 2003

    Voluntary Termination of Employment

    The Shop Committee has been successful in negotiating a VTEP program for the St. Catharines workforce. The purpose of the program alongside with the Document 13 Special Incentive is to drive permanent recalls to the members currently on layoff.

    The Company is currently accepting applications. Members who wish to apply for this opportunity must file a request by April 17, 2003. Members whose applications are accepted will be given an effective date of either May 5, June 2, or September 29, 2003.

    The Company based upon their assessment of the plants will determine the effective date. Skilled Trades opportunities will be determined after an analysis of the Skilled Trades mix and requirements.

    Members that require further information regarding VTEP should contact Larry Greenhalgh @ ext. 6419 Glendale plant or @ ext. 2441 Components plant.

    Paragraph 62s

    There will continue to be a large amount of transfer opportunities throughout the plants. Additional openings have been declared to all the new work areas that include Bodycote, Rad support, Strut and IPC kit. The April 7, 2003 transfer list will be used.

    Members must respond to the offer of transfer by the start of the regularly scheduled shift on the following day. All decisions are final and not subject to change.

    Acceptance or refusal of any transfer will invalidate the remaining transfers on file at that time.

    Recalls

    A Machine Repair recall will take place beginning April 21, 2003 and again June 2, 2003. This combined with the recall in the cutter grinder trade is good news.

    Ongoing discussions continue with the company on a production permanent recall as well as temporary summer vacation needs. A production recall is expected sometime in the June time-frame. More information on numbers will follow as it becomes available.

    Brother Al Barlow

    We would like to thank the membership for their generous support in donating to the trust fund set up for Brother Barlow’s daughter Chelsea. To date, $5,809 dollars has been collected.


    CHAIRPERSON’S REPORT - March 28, 2003

    Glendale WFG Shift Time Resolve

    On Wednesday, March 26, 2003 Glendale Plant Manager, Bill Shaw requested a meeting with the Union. The purpose of this meeting was to try and reach a resolve to issues that were allowed to escalate during his absence. Plant Chairperson, Doug Orr and Vice Chairperson, Gary Martin met with Plant Manager, Bill Shaw, Engineering Director, Steve Rourke and WFG Superintendent, Ed Cukierski.

    The company agreed to the following to resolve the issue: all Glendale WFG workers will revert back to their original 8.3 hours of work starting Monday, March 31, 2003. This means that any WFG worker that had their hours of work changed to 8.5 on March 10, 2003 will now work 8.3. However, the Company does have the contractual right under Statement of Policy #3 to have any worker, work the same hours on the weekends as they work Monday – Friday and they will be exercising this right.

    The company will write a letter to clarify what they actually meant in a previous letter that was issued to all WFG workers, stating that WFG members were deemed to be non competitive by both the Plant and the Corporation.

    The company will retract all discipline issued to any WFG worker over the past two weeks due to their new policy.

    Lastly, the company agreed to review salary’s break and lunches in an effort to coordinate them around our member’s contractual breaks and lunches in an effort to avoid the line-ups in the cafeteria. They will also review where we may require more microwaves to reduce line-ups.

    Temporary layoff transmission

    Starting the week of April 7, 2003 the transmission division will hold a four to six week layoff. There continues to be legitimate concerns regarding manpower and expected volumes in this area. The purpose of the temporary layoff is to allow the Union and the company additional time to plan for manpower needs that will include summer help requirements in this area.

    New work openings

    Production paragraph 62’s are being offered to begin and continue populating the following areas: IPC kit located in Port Colbourne, Bodycote located in Niagara Falls, Rad and Strut located in the West Components Plant and PCL needs for both locations. March 24th, 2003 sixty-two list is being used.

    Members must respond to the offer of transfer by the start of the regularly scheduled shift on the following day. All decisions are final and not subject to change. Acceptance or refusal of any transfer will invalidate the remaining transfers on file at that time.



    SPECIAL CHAIRPERSON’S REPORT - March 11, 2003

    WFG IMPOSES NEW WORK PRACTICE IMPROVEMENT PLAN


    On Tuesday, March 4, 2003 the Superintendent of WFG informed the Union that it is planning to arbitrarily change the shift hours of all WFG personnel from 8.3 hours per day, to 8.5 hours per day. The Company stated that WFG workers have abused their break times, start times, lunch times and quit times for the past two years.

    The Union held meetings with Labour Relations and also held discussions with Plant Manager Bill Shaw to see if they had any evidence of these allegations. Labour Relations could not produce any disciplinary notices issued for any WFG worker over the past two year period to justify the above allegations. Bill Shaw stated that although the work was getting done, most of it was on premium time. Just a reminder Bill, it is management that schedules overtime, not us!

    The Company then issued every WFG worker an unsigned pamphlet. Contained in this pamphlet is the following statement: “This has resulted in the Plant and Corporation viewing us as being non-competitive in the work we do.” The Union will be demanding an apology for this demeaning and derogatory statement as soon as we can find out who the gutless author of the pamphlet is.

    Perhaps the author is Ed Cukierski. The same Superintendent that on January 30, 2003 issued all WFG Skilled Trades workers a “T” shirt with the following note attached, “Please accept this shirt as a token of our appreciation of your dedicated efforts, quality of work and timely installation of the Mod 1 HFV6 Engine Program.

    This is also the same Company that issued accolades for the fastest ramp-up of an engine program, took our pictures and displays this picture proudly in the front office. They will probably want to take our pictures again with another successful launch of the HFV6 engine program.

    The Union would like the Company to save their film, as we are sure they wouldn’t want to take pictures of non-competitive workers. The Union would also ask all WFG workers that received a “T” shirt to return them to the CAW Work Centres no later than Thursday, March 13, 2003. Your Union Leadership will deliver them to Bill Shaw’s office and instruct him to find some competitive workers to give them to. The Union has submitted three policy grievances on behalf of all the WFG workers. The Union believes that the Company has no justification to arbitrarily change your hours of work without renegotiating with the Union. If WFG has such a huge timekeeping problem for over a two year period, why didn’t the Company raise it during Negotiations?

    WHY THE CHANGE?

    The Union believes that because most of the HFV6 project is complete. It is now a good time for the Company to show you how much respect they truly have for the Skilled Trades workforce. They believe a good thank you is to make your day longer and as a pat on the back you can expect to be disciplined for taking too long for your breaks and lastly for all of your achievements the Company will issue you layoff notices.

    DOUBLE STANDARD

    The next time you even contemplate the thought that you are part of a “team” slap yourself and wake up. This Company has more Engineers, Clipboard Carriers, Contract Personnel, Vendors and Salary Personnel taking their leisurely breaks and lunches and punching in and out (with cards that don’t actually register a time) whenever they feel like than we have witnessed in the history of our Union.

    GOOD ADVICE

    We need to stop wasting a large portion of our time engineering all the jobs for this Company without proper prints. The Company is obligated to issue prints for any fabrication or installation performed by our Skilled Trades workers. No pipe, no electrical conduit and no steel should be installed without a proper print. We should ensure that all prints contain all views and pertinent information required to perform the work in a safe manner. If there are any mistakes on the print you need to demand a revised print. If there is any structure steel to be installed or fabricated you need to insist on a print that is stamped by an Engineer, this is to ensure not only your safety but also the safety of all workers.

    We will continue to keep you informed of any developments concerning this very important issue.


    CHAIRPERSON’S REPORT - February 17, 2003

    DELPHI MANPOWER

    Completing the permanent movement of the members involved in Delphi ceasing operations has been delayed due to lower than anticipated volumes in the Final drive division as a result of reduced car volumes.
    Delphi operators have exercised seniority within their division and all toolsetters have exercised seniority under the provisions of 17B 3 of the Local Agreement to maintain their classification. The remaining operators who do not hold seniority in 05 Division will backfill Par. 62 transfers from Doc. 13 retirements identified, EV-6 opening, and any new work openings.

    PAR. 62 TRANSFERS

    A small number of members have raised concern that the company froze the transfer lists used to backfill members who accepted the special Doc. 13 retirement incentive prematurely.

    In order to maintain the integrity of the system whenever management declares a permanent opening the most current transfer list is frozen thereby removing any manipulation of the system. In the case of the special incentive for Feb. & Mar. retirements the list used from production was Dec. 9 2002, and for skilled trades Jan. 14, 2003.

    This practice has been consistent for all Doc. 13 events and will continue. When the company declares opening for the new work the transfer lists will again be frozen. Just a reminder: ACCEPTANCE OR REFUSAL OF ANY TRANSFER WILL INVALIDATE THE REMAINING TRANSFERS ON FILE AT THAT TIME.

    IPC KIT

    The IPC Kit work will be performed in Port Colbourne and is scheduled to begin its operation in late June/July timeframe. More information will follow as it becomes available.

    DOC. 13 FINAL NUMBERS

    Final number of members who have signed up for retirement under the special Doc. 13 incentive is as follows: 153 production and 86 skilled trades.

    STRIKES / LOCKOUTS WITHIN LOCAL 199

    CAW Local 199 members at Niagara Motors have been on strike since Dec. 14, 2002. Ronal workers have been locked out since October 31, 2002. Please support your fellow Union members by respecting their picket lines.


    CHAIRPERSON’S REPORT - January 29, 2003

    Radiator Supports / Rear Struts Contract Number

    During 2002 negotiations the company agreed to have St. Catharines workforce assemble struts for the Oshawa Car Plant #2 and to build radiator assemblies for the Oshawa Truck Plant. This work will be located in the Component’s Plant West area and is covered under the provisions of Statement of Policy - St. Catharines Future Product Programs. The new division, department and group number are:

    · Radiator Supports (Division 18, Department A, Group 01)

    Job Description:
    Members will take component parts and build semi finished radiator assemblies to be shipped to Oshawa Assembly Plants. In addition, members will also be expected to perform a variety of different tasks/duties on a daily basis. Based on current plans, this work will be performed on three (3) shifts.

    · Rear Struts (Division 18, Department B, Group 01)

    Job Description:
    Members will take component parts, assemble struts and place in racks to be shipped to Oshawa Assembly Plants. In addition, members will also be expected to perform a variety of different tasks/duties on a daily basis. Based on current plans, this work will be performed on two (2) shifts.

    Members will be classified as Toolsetters at a rate of pay per hour of $29.11. This work is scheduled to begin in late July.

    These department numbers are for Production only. The Shop Committee will be involved in steering committee meetings to review which Skilled Trades Departments the new work will fall under, overtime rights and Appendix “R” rights, also which classifications will be required to service this new work.

    As reported in the last Chair report the contract number for Bodycote Hot Engine Test is as follows:
    17A 01-Engine test
    17A 02-Engine Sequencing
    Bodycote work is scheduled to begin in May.

    Filing your Transfer Request:

    Members interested in transferring to Division 18, under the provisions of Paragraph 62 of the Master Agreement should complete an “Application for Transfer” form, which is available from your supervisor. You will be provided more details on the assignment prior to being asked if you will accept the transfer.

    Weeks Out

    The week of February 10, the Component’s plant will layoff one thousand members affecting the majority of the plant. The temporary layoff is a result of high inventories related to transmission car components. If a second week is to be removed we have requested the March break timeframe.


    CHAIRPERSON’S REPORT - January 16, 2003

    BODYCOTE HOT ENGINE TEST CONTRACT NUMBER

    During 2002 negotiations the Company agreed to have St. Catharines workforce perform the hot engine test process for the High Feature V6 engine program. This process will be done under the management of Bodycote Inc. in an offsite location in Niagara Falls. The contract and Job Description are: Division 17, Dept. A, Groups 01 and 02.

    17 A 01 ENGINE TEST:

    Members will be expected to conduct engine tests and be familiar with PC windows and other engine test control software. In addition, employees will be required to work in other process stations.

    17 A 02 ENGINE SEQUENCING

    Members will need to ensure there is an adequate supply and smooth flow of engines at the beginning and end of the test process, be able to operate a palm top scanner and will be required to perform a variety of other non related tasks. Employees will be required to be licensed lift truck drivers.

    All members working at Bodycote will be classified as Engine Test Associates at a rate of pay per hour of $28.79.

    FILING YOUR TRANSFER REQUEST

    Employees interested in transferring to Division, 17, Department A, Group 01 or Group 02 under the provisions of Paragraph 62 of the Master Agreement should complete an “Application For Transfer” form which is available from your supervisor.

    RENEWING PAR 62 TRANSFERS

    Application, which are filed under Paragraph (62) of the Master Agreement and have not been honored, will become null and void January 27, 2003. Paragraph (62) applications will be accepted commencing January 20, 2003 and will be considered valid February 3, 2003. Acceptance or refusal of any transfer will invalidate the remaining transfers on file at that time.

    SMOKING IN THE WORKPLACE

    The Regional Municipality of Niagara has adopted a by-law regulating the smoking of tobacco in public places and workplaces. This by-law takes effect on May 31, 2003. The Union has met several times with upper management requesting designated enclosed smoking areas be provided in the plant as permitted under the by-law.

    There are 14 strict requirements for enclosed designated smoking areas that include: registering the smoking area with the Public Health Dept., have an air supply and exhaust systems separate from the air supply and exhaust for the rest of the building, have all doors fitted with automatic enclosures, the enclosure be completely enclosed with all surfaces not readily permeable by air, the enclosed area must be supplied with at least 30 litres per second of air per possible occupant, the air must be exhausted at a rate of at least 110 per cent of the rate of the air supply etc. Plant management is unwavering in their position citing cost and the negative health effects of smoking and state both plants will become 100 per cent smoke free by May 31, 2003. Management has agreed to provide smoking areas outdoors.


    CHAIRPERSON’S REPORT, Glendale Plant- December 18,2002


    Delphi


    Meetings continue daily with Labour Relations and management regarding Delphi operations ceasing. A legitimate concern exists as a result of Delphi concluding at the exact same time the Doc. 13 retirement canvass ends. Management and the Union have agreed the following will take place to allow for the smoothest transition possible: · Offer an inverse four week layoff to members effected the month of January · Provide work for members who want to maintain employment through this period · Honor par. 62’s to defined openings as applications are accepted as a result of the Doc. 13 To honor the provisions of 17B3 (toolsetters maintaining their classification) of the local agreement meetings will take place with the company the week of January 6th to review retirements identified from the Components plant to openings in the toolsetter classification.

    SPA By Seniority Prior to bargaining we received several written demands requesting that both SPA weeks be picked by seniority. We were successful at attaining this demand at the table and presented it during the ratification meeting to the membership. The issue raised to the leadership is senior members are choosing all the good weeks in the summer months that may result in less holiday time being used. The purpose of SPA is not to reduce the amount of vacation members take. If the data supports less holiday time being taken as the result of picking both SPA’s by seniority then the shop committee will discuss removing weeks from the SPA calendar, as is the practice at other locations.

    Re-Zoning Completed Effective January 2, 2003 Glendale Material Handling Dept. will be represented by dayshift committeeperson Mike Giblin. Mike can be reached on numeric pager 322-7399. Les Bartley will take over the Shop Committee person’s responsibility from Dave Dean; Les can be reached on numeric pager 322-9497 or in plant ext. 6033.

    Weeks Out, Components Plant Almost every production area of the Components Plant will go through temporary layoffs for the month of January. As is usually the case, the last quarter of the year and the first quarter of the New Year is a slower period in the auto industry.

    Doc. 13 Production Seminars The tentative date of the next Doc. 13 production seminar will be January 8, 2003 for members interested in retiring that are 55 years or older who have more than 10 years of service. You will be notified by your supervisor of the time providing you have made the company known of your interest.

    CHAIRPERSON’S REPORT, Components Plant - December 17,2002


    Delphi


    Meetings continue daily with Labour Relations and management regarding Delphi operations ceasing. A legitimate concern exists as a result of Delphi concluding at the exact same time the Doc. 13 retirement canvass ends. Management and the Union have agreed the following will take place to allow for the smoothest transition possible:

    · Offer an inverse four week layoff to members effected the month of January
    · Provide work for members who want to maintain employment through this period

    · Honor par. 62’s to defined openings as applications are accepted as a result of the Doc. 13 To honor the provisions of 17B3 (toolsetters maintaining their classification) of the local agreement meetings will take place with the company the week of January 6th to review retirements identified from the Components plant to openings in the toolsetter classification.

    SPA By Seniority


    Prior to bargaining we received several written demands requesting that both SPA weeks be picked by seniority. We were successful at attaining this demand at the table and presented it during the ratification meeting to the membership. The issue raised to the leadership is senior members are choosing all the good weeks in the summer months that may result in less holiday time being used. The purpose of SPA is not to reduce the amount of vacation members take. If the data supports less holiday time being taken as the result of picking both SPA’s by seniority then the shop committee will discuss removing weeks from the SPA calendar, as is the practice at other locations.

    Re-Zoning Completed

    As mentioned in an earlier leaflet rezoning had to take place due to a reduction in plant population. For the record, the Component’s Plant has maintained one extra shop rep, over and above the contractual entitlement, for well over a year at the expense of reducing a midnight shift rep at this location during that time.

    False statements continue to be made from a recently defeated member of the shop committee that he should not have been rezoned because of his know-how & seniority. He claims further that the Chairperson is having the company hold a shop committee member in the Components plant out of line of seniority. The Chairperson does not have the ability to hold anyone out of line of seniority and there is no member of the shop committee working in the Components plant out of line of seniority. Re-zoning was formulated based upon the population size of the shop zones with the desire of maintaining the greatest amount of experience on the bargaining committee. Knowing there had to be a reduction of one shop rep and one dayshift zone the effortless way to rezone was to put the two shop reps with the smallest zones, White and Arntz, in a head to head election. I chose not to do this! Leadership has no problem with the membership judging any decision providing all the facts are given. We remain committed to working with the memberships choice of representation with the understanding that it is a two way street. The new zone structure takes effect January 2, 2003.

    Weeks Out, Components Plant


    Almost every production area of the Components Plant will go through temporary layoffs for the month of January. As is usually the case, the last quarter of the year and the first quarter of the New Year is a slower period in the auto industry.

    Doc. 13 Production Seminars


    The tentative date of the next Doc. 13 production seminar will be January 8, 2003 for members interested in retiring that are 55 years or older who have more than 10 years of service. You will be notified by your supervisor of the time providing you have made the company known of your interest.


    CHAIRPERSON’S REPORT - December 11,2002


    DELPHI (05 DIVISION)


    The Company maintains that all Delphi operations will cease Dec. 20, 2002.

    Dialogue is on-going with the floor management and Labor Relations to establish how members will flow throughout the city.

    To date, the toolsetter canvass has been completed within the 05 division.

    Members that do not hold enough seniority to remain in the 05 division will be placed on openings that are declared through par. 62 needs throughout the city and paragraph 62 backfills as a result of Doc. 13 retirements.

    The timing of the Delphi operation ceasing production and the special Doc. 13 retirement incentive is identical, both being Dec. 20.

    This poses a legitimate concern to both parties and does not allow the company proper time lines to identify all openings by the conclusion of Delphi ceasing.

    Options are being explored to resolve this concern:

    - An inverse layoff the first four full weeks of January 2003
    - An inverse layoff throughout other areas in St. Catharines the first four full weeks of January with Delphi members who want to work backfilling.

    Meetings will continue between the parties with any new information being delivered to the floor as it becomes available.


    CHAIRPERSON’S REPORT - December 2, 2002


    Christmas Pay Eligibility Paid Holidays are:
    Dec. 23, 24, 25, 26, 27, 30, 31, 2002 & Jan. 1, 2003

    Basic Qualifying Provisions From the Master Agreement


    The employee must have worked both the employee’s last scheduled workday prior to, and first scheduled workday after each specified holiday and each Christmas Holiday Period, and on such days the employee must work at least as many hours as the employee is scheduled to work, less one, unless the employee’s tardiness beyond one hour is excused by supervision. The last scheduled workday after the Christmas Holiday is January 2, 2003.
    Failure to work either the employee’s last scheduled workday prior to or the next scheduled workday after each Christmas Holiday Period will disqualify the employee for the two holidays in the Christmas Holiday Period, which follow or proceed such scheduled workday.
    When a specified holiday falls within an eligible employee’s approved vacation period or during a period in which the employee receives jury duty pay pursuant to Paragraph (164) (a) of this Agreement, and the employee is absent from work during the employee’s regularly scheduled work week because of such vacation or jury duty, the employee shall be paid for such holiday.
    When an eligible employee is on an approved leave of absence and returns to work following the holiday but during the week in which the holiday falls, the employee shall be eligible for pay for that holiday.

    Leaves of Absence, Including WSIB or S&A

    An eligible employee whose leave of absence terminates during the Christmas Holiday Period, and who reports for work on the next scheduled workday after the Christmas Holiday Period, will be eligible for holiday pay beginning with the first holiday the employee would otherwise have worked and each holiday thereafter in the Christmas Holiday Period. AN employee who agrees to work on a holiday and who, without reasonable cause, fails to report for and perform such work, shall be ineligible for holiday pay.

    Bereavement, Paragraph 164 B Master Agreement

    When death occurs in a seniority employee’s immediate family, the employee, on request, will be excused up to the number of normally scheduled working days as indicated in the chart in the Master Agreement (including scheduled Saturdays (exclusive of overtime premium) but excluding non-scheduled Saturdays, Sundays and holidays) within the ten (10) calendar day period immediately following the date of death provided appropriate documentation regarding the death is submitted.

    Correction

    November 199 News issue under the Union Counselors reported, stated coverage for counseling with a psychologist or a M.S.W. has expanded to an annual maximum of $600.00 at $60.00 a visit. The annual maximum has changed to $600.00 but Green Shield will only reimburse the provider for the counseling service at $50.00 a session, not $60.00 as reported. If you have any question regarding this benefit please contact Glen Lyons in plant at 6559, or pager #704-5768.

    COLA increase for the first full pay period in December is .25 cents.

    CHAIRPERSON’S REPORT - November 13, 2002


    ST. CATHARINES SPECIAL INCENTIVE DOC. 13

    The following information pertains only to the St. Catharines locations.

    A sign-up for an explanation of this program will take place immediately and concludes Nov. 22, 2002. SEMINARS

    A Seminar will take place Nov. 30 and Dec. 1 at the local Union Hall, other dates may be added depending on the number of members that sign up. Only members eligible to retire by Dec. 1, 2003 may attend and will be paid 4 hours straight time by the Company.

    After the seminar concludes interested members will have from Dec. 2/02 through Dec. 20/02 to make application for this program.

    Your spouse is invited to attend the seminars.

    Please see the attached memorandum for all the details of the special incentive.

    MEMORANDUM OF UNDERSTANDING REGARDING SPECIAL RETIREMENT INCENTIVES AT THE ST. CATHARINES PLANTS

    During 2002 master bargaining there was discussion about an expected layoff at the St. Catharines plant which would occur in December 2002. Management was proposing at that time to initiate a special incentive program to entice retirement eligible employees to exit the workforce, therefore contributing to the elimination of the need for that layoff. Divisional management believed that approximately 65 retirements would be needed to accomplish the goal. While it was decided not to establish that program during master bargaining, a commitment to have a program for St. Catharines was included in the new document entitled “Plant Closings and Volume Reductions.”

    Recognizing the union’s desire to reduce the impact of the previous layoff, which occurred during September of 2002, management is willing to proceed with an incentive program at this time, which will also be made available to certain skilled trades employees as detailed in this memorandum.

    This Memorandum confirms the discussions between the Company and the Union regarding the elements of this special program.

    Program Structure


    · Offer a retirement to all active non-skilled employees who currently have or will have 30 years of credited service by December 1, 2003. Those who are age 55 or older will receive a mutual retirement (unreduced). Total number of retirements under this proposal will be capped at 150.

    · Offer a retirement to active skilled employees who currently have or will have 30 years of credited service by December 1, 2003, or who will be 55 years of age with 10 or more years of credited service by December 1, 2003. Those who are age 55 or older will receive a mutual retirement (unreduced). All trades will be eligible, however it may be necessary to cap the number in certain trades.

    · Along with the retirement, the employees will receive either (1) an $85,000 retirement incentive, comprised of $65,000 cash, a $13,000 car voucher net of tax, and $7,000 taxes paid by the company or (2) A retirement allowance of $78,000 cash.

    · The car voucher will be available through December 1, 2004, will be governed by the rules of the Employee Vehicle Purchase Program, and can be transferred to any family member who qualifies under that program.

    · Financial counseling will be made available to eligible employees on an established weekend day(s). Employees will receive 4 hours straight-time pay for the meeting to be paid from the Training Fund. This session will be set up by the local union, with the assistance of local management as needed.

    · Retirements will be effective from February 1, 2003 to December 1, 2003 – with retirement taking place when first eligible (i.e. February 1st, unless eligibility occurs at later date in which case retirement would take place the month following or coincident with eligibility). Retirement dates may be moved later at management’s discretion to meet business needs, but would be no later than December 1st.

    · Employees will have a three-week window to elect to sign up for this program. The election period shall be from December 2 through December 20.

    · Employees who sign up for the program, are offered the retirement and then change their mind and refuse the offer, will be ineligible for Document 12 or Document 13 treatment until calendar year 2005.

    The parties agree that if unusual circumstances occur that were not contemplated at the time this Memorandum as agreed upon, the national parties may discuss and resolve such circumstances. The parties further acknowledge that this understanding is restricted in its application to the unique attendant circumstances at the St. Catharines plant at this time and does not establish a precedent for future bargaining.


    CHAIRPERSON’S REPORT - October 28, 2002

    At the time of writing the entire Shop Committee as well as the pension representative have prepared for a meeting that will take place at the National Office Oct. 28th regarding the special Doc. 13 incentive. More info will follow this week on what we accomplish.

    The purpose of this leaflet, unfortunately, is to deal with a number of distasteful issues that all too often surround rezoning and by-elections. It’s been a long time since I had to write to the membership about politics and for the record I have better things to do with your time, however negative, it is my responsibility to report factual information.

    Rezoning

    There has been a lot of dialogue and misinformation about the rezoning and how it was accomplished. What’s regrettable is members of the leadership are creating the issue.
    Rezoning to reduce the number of leadership is an unpleasant task but must be accomplished to satisfy the number of members working in the plants. The bottom line is at the end of the day one shop rep; one dayshift rep. and one afternoon shift rep. will be reduced from the leadership at the Components Plant.

    The issue at this location lies on the dayshift and encompasses what two shop reps will be in an election or what two committeepeople will be in an election. The simplest solution and most convenient way to accomplish the reduction were to have the two smallest zones combined. This would have meant Terry White and John Arntz would be in a head to head election and would have resulted, in my opinion, in a tremendous loss of experience, although this scenario was offered to Brother Arntz and White.

    With the membership in mind I took numbers from the largest shop zone (John Hockey) and divided them through to Brother Arntz and Brother White. This did two things: it put Zone 7 rep. Brother Haines in an election against Brother Arntz with the winner having the right to run for the shop committee person against Brother White. Secondly, it put alternate Lloyd Cull in an election against alternate Willie Wakulich.

    The only members of the leadership that should be complaining are Brother Haines, Brother Cull and Brother Wakulich as they have become affected negatively due to circumstances they do not control.

    Combining the afternoon shift zones was simple seeing the population Brother Dougan and Gadula represented was 112 members. A zone, to be considered a zone, needs 250 members.

    Rezoning to reduce leadership is not a pleasant task but as you can see by the explanation the membership’s needs were put first, against that of the leaderships, with the attempt to maintain the greatest amount of experience on the committee.

    Super Seniority/Political Leaflets

    While on the issue of leadership creating issues this is likely the best time to deal with the other rumours created by a small minority of leadership. When the rear axle ceased its operation Shop Rep John Hockey as well as other leadership was affected. Brother Hockey, like every other member bumped group dept. and division, then to the opening then citywide. This bump was done no differently than any other and does not constitute the use of super seniority as there were several other members kept at the Components plant with lower seniority than some of the members that were sent to the Glendale site. Our membership in time of a bump has never had the right to exercise seniority to stay at a plant. Bumping rights have always been group, dept., division, openings then low city. In this case there were fifty openings at the Components Plant created by the layoff and no use of super seniority.

    The last issue to deal with is the despicable leaflet circulated throughout the Components Plant attacking the credibility of an off shift rep. As I expressed to the shop committee last week I do not support this type of behavior nor can I control it, the committee has worked very hard to stay together and remain united and this will not divide us. To any member considering running in the upcoming elections I suggest you deal face to face on issues and tell the membership what you will do for them, rather than point out negatives that you believe a particular rep has.


    CHAIRPERSON’S REPORT - October 18, 2002

    The following letter was sent to the National Union. We expect a response in the near future now that Big Three Bargaining has concluded.

    Subject: Special Document 13 Incentive

    Dear Buzz,

    I am writing on behalf of the GM Unit Shop Committee to remind you of your commitment made during 2002 Bargaining that a special doc. 13 will be negotiated between the parties after Oct. 1, 2002.

    Our committee has discussed the needs of our membership which lean heavy on returning back to work members laid off as a result of the rear axle supply agreement ending production on Sept. 13, 2002 affecting 257 workers.

    The contents of the special doc. 13 incentive should include provisions that would entice as many members as possible to take a serious look at retiring. The retirement incentive and money management would be explained through seminars at the Local Union Hall.

    I suggest we meet sometime during the week of Oct. 14 or shortly after Big 3 bargaining ends. I look forward to hearing from you on this matter and any suggestions your office may have to assist our membership.

    Re-Zoning

    Re-zoning must take place each year within sixty (60) days following the anniversary date of this agreement. Based upon our current population we will see a reduction of the number of zones in St. Catharines from sixteen to fourteen. The following zones will be removed from the Components Plant one dayshift committee person and one afternoon shift.

    The number of Shop Committee members will be reduced from eight to seven. The re-zoning will cause elections for the affected elected members of the bargaining committee only. However, due to the opening created by the Gen 1E ceasing production and the September layoff there are Bargaining Committee positions that are open to the membership to run in. Watch the in-plant bulletin boards for the Election Committee leaflet.

    EV-6 Toolsetter Guarding

    As most members are aware EV-6 management are assigning Toolsetters to perform Millwright work regarding the removal and installation of machine guards. A policy grievance has been submitted into the system and will be moved through the grievance procedure and to arbitration if necessary to resolve. If management requests you to perform Millwright work please call your committeeperson to inform them of the date and time and machine guard supervision is requesting you to remove. This will allow us to track what we deem to be a serious violation of the agreement.


    CHAIRPERSON’S REPORT - October 7, 2002

    Letter Sent to Janice Brown,
    Regarding Labor Relations Misleading Floor Supervision:


    In response to your letter sent October 3, 2002 to all Manufacturing and Business Team Managers, which you copied to me. I wish to make it perfectly clear that the content of your letter is inaccurate and misleading to what was actually bargained and agreed to by the Union and the Company during several sets of negotiations.

    I have reviewed your letter with members of the 1993 and 1996 negotiating committee and also with the Vice Chairperson, Gary Martin who was in attendance at both sets of bargaining. I must remind you that you were not part of the process in 1993 or in 1996 and the contents of your letter clearly reflect this.

    During these sets of bargaining the Company discussed situations that could cause production equipment to go down. The examples that the company provided to the union all surrounded an imminent breakdown situation.

    The Union agreed to allow toolsetters the flexibility to avoid a situation that may cause a machine to go down that could result in a loss of production. This did not include a production worker performing skilled trades work.

    It also did not include the removal or replacement of machine guards, and since 1993 no toolsetter has performed this type of work.

    In your effort to clarify you have added words to the actual language. For example, you write, “Toolsetters to perform work that may previously have been performed by skilled trades as long as that work does not require specialized skills developed during apprenticeship training.”

    The actual wording in the local agreement reads “employees will respond to situations within the new operations and perform work that can be done safely within their skill level and is not work requiring skills taught to journeypersons during apprenticeship training.”

    Janice, by adding the word specialized you make an innuendo that you had to receive specialized training. You also added the word developed which no longer refers to a skill that was taught but refers to skills that have been acquired over a number of years.

    On the right to access issue, you state the word “employees” refers to both skilled trades and non-trade employees. If you look at the language from 1996 and 1999 changes were demanded by the company to reflect that employees does not encompass skilled trades and non-trade employees. A simple example of this is the lock in period for the Gen 3 did not encompass skilled trades and non-trades, as the company demanded a change to this language in 1999 bargaining. The language is underlined in the 1999 local agreement.

    Janice, if you truly believe that all trades have a right to access why did the company agree during 1993 negotiations to machine repair and toolmaker flexibility to allow either trade to respond to an imminent breakdown situation. For this agreement the Union achieved special document 12 buyout provisions for toolmaker and the machine repair received an increase to toolmaker rate. I don’t imagine the company would spend hundreds of thousands of dollars on this type of flexibility that you are now saying the company already had for all “employees.”

    For the record, the company did not achieve in 1993, 1996, and 1999 the right to access and the right for a toolsetter to remove machine guards.

    At 2002 bargaining, the company’s demands included the right to access and the right for toolsetters to remove and replace machine guards. As you are aware you did not achieve either of these demands.

    In closing, the Union leadership will continue to give an accurate account of what was bargained despite the misinformation the company through Labor Relations has put on the shop floor. It’s a shame that these issues will have to go through the arbitration process to be resolved in the union’s favor.

    Sincerely,
    Doug Orr, GM Plant Chairperson
    Local 199, CAW


    CHAIRPERSON’S REPORT - September 27, 2002

    New Work

    The Shop Committee will continue to hold discussions with management to ensure the company honors their commitments to the Union regarding time lines of machine ordering, engineering plan reviews as well as floor space allocation for the new work.

    One Thousand Dollar Signing Bonus At the Union’s request, the thousand dollar signing bonus will be paid out October 24, 2002. This time frame will allow members the opportunity to roll money into RRSP if interested.

    Rate Change
    The 3 per cent increase took effect Monday September 23, 2002

    New Language
    The changes to the overtime language negotiated became effective immediately. They are as follows: {V1} Overtime becomes available while the employee is on temporary layoff for the complete week. Available hours will not be credited to an employee under this circumstance.

    {c} When an employee agrees to a shift trade for an entire week {Monday-Friday} and overtime hours are available to the employee for the Sunday afternoon shift but the employee is not allowed to work such shift because the employee is scheduled to work the Sunday night shift immediately following, the hours will be credited as if they had worked.

    Skilled Trades
    Skilled Trade Dept. changes to the Cam line will take place after the job postings are completed.
    Please note no changes were negotiated between Toolsetter and Skilled Trade flexibility. There is also no change negotiated on the right to access between Skilled Trades.


    CHAIRPERSON’S REPORT - August 29, 2002

    Layoff Information

    On August 28th, from the bargaining table, GM informed the Shop Committee of their plan to layoff 252 production and 5 skilled trades members September 15, 2002.

    Management will rescind the remaining 391 notices today.

    Pref Hire To Oshawa

    The members GM expects to layoff September 15th will receive a memorandum from the company stating the Union’s agreement to offer pref hire to Oshawa.

    Members effected by a layoff will have the opportunity until Dec 20,2002 to apply via pref hire application to displace new hires from Oshawa. The transition will take place from January 2003 through to March 3, 2003.

    The company claims many factors for the layoff reduction. They include increase Gen 3 volumes, good market conditions, higher than expected final drive volumes as well as revisiting the number of Doc 13 retirements that were not immediately replaced.

    Our Interpretation

    The reduction of 391 notices is good news but at no time does your leadership accept layoffs that see members going to the street permanently or members leaving their community to work elsewhere.

    The company’s reasoning to reduce the layoff, in our opinion, does not match current market conditions. We base this comment on the following factors:

    · Zero per cent financing will be removed from the North American market

    · Last quarter 2002 and first quarter 2003 are normally slower periods

    Our thought process remains consistent with what we have stated over the past month, St. Catharines management is putting a protection of supply bank in place, predominately in the final drive and forge division areas.

    In closing, we have clearly stated to GM that although the layoff has been reduced and some members will be offered employment opportunities outside our community, this in no way diminishes the seriousness of the St. Catharines situation. We have stated very clearly to GM that without new product and a commitment to securing our future there will be no agreement.


    CHAIRPERSON'S REPORT - August 13, 2002

    GM Unit Meeting August 25
    On Sunday August 25 at 10 a.m. a unit meeting will be held at the Union Hall. A strike mandate vote will take place at this time. The meeting agenda will include, report on the status of the plants, bargaining strategies we have adopted as well as a question and answer period. Protection of Supply Bank
    Both plant locations are busy preparing a protection of supply bank in the event of a strike. Key areas that impact GM's North American operations should there be a strike are the transmission division and the forge division upper control arm capabilities. It should also be mentioned that daily volumes throughout the transmission area are artificially high. Simply put management is banking parts without running overtime.

    If there is an agreement reached without membership withdrawing their labor, it is our opinion that the company will react by removing an entire shift in the transmission division, taking weeks out after ratification or using the protection of supply bank to implement workplace changes. September Layoff
    As we see it today, GM plans to betray our membership and layoff the following members on Friday, September 13.

    • 340 members in the rear axle and effected areas
    • 120 to 130 members due to a shift reduction in the transmission area
    • 155 to 160 members considered vacation replacements

    Note: these numbers include 95 Skilled Trades, an accurate number broken down by classification is not yet available. These numbers do not reflect Delphi operations scheduled to cease production Dec. 2002. Bargaining 2002
    Although local bargaining opened June 24 the Shop Committee has not met since this time to formally discuss bargaining issues with the Company. Local management has offered to meet. We have declined based upon the fact that all bargaining will shift to Toronto on August 19. To us, it makes no sense to meet with the company and have them resolve some of our issues only to spend the next several weeks discussing GM's concerns and believe us, they have plenty of them.

    The Target Company will be announced shortly after Labour Day weekend.

    Picnic & Raffle Tickets
    This Saturday August 17/02 at Fantasy Island we hope to see you and your family at our Annual Local Picnic.
    On Thursday August 15/02 tickets for the draw, to be drawn on Labour Day will be sold at the gates. First prize is a $7000 travel voucher, 2nd prize is a 32" Sony Entertainment Center, 3rd prize is $500.

    Support your union.


    CHAIRPERSON'S REPORT - July 29, 2002

    Management Underestimates this Workforce

    During the past several weeks management has created and fueled worker dissention in both plants, due mostly in part by their lack of comprehension of what the workforce goes through when their job security is threatened. Two recent events, both in the skilled trades, are perfect examples that management must recognize the workers can only be pushed so far.

    For the record, when the workforce takes matters into their own hands the issue becomes more complex and allows management to shift the focus to discipline, these issues were no different. However the solidarity, support and commitment the affected workers showed to one another must be noted. If the company has half a brain they will have learned a valuable lesson and will re-evaluate how to treat this workforce.

    Master Bargaining 2002

    On July 16, 2002 Master Bargaining officially opened with GM. We are pleased to report that St. Catharines was first and foremost in Brother Hargrove’s opening remarks delivered to GM’s Al Green.

    Brother Hargrove expressed the need for a major commitment to St. Catharines, including replacement work for the rear axle and Delphi work, if no replacement work is identified it is the Union’s position that the work remains in St. Catharines.

    Other priorities include: wage increases, better health care coverage, increase in vacation pay, more training, 78 additional sub credits, expansion of legal services, increase in tuition refund, increase the number of apprentices and much more.

    As a Union we have strong arguments to support these demands, which include:
    · A 16 dollar cost advantage over the US
    · Our quality and productivity is 40 percent higher than the US
    · GM has made 11 billion dollars net world profits since we signed the ’99 agreement
    · GM’s second quarter profit was 1.1 billion net profit

    Oshawa Preferential Hire

    There have been several questions from members who are under notice of layoff regarding being given an opportunity to work in Oshawa should they be laid off in September.

    Our focus at bargaining is on maintaining community employment levels. However, due to GM not sharing their plan for St. Catharines with the Union we have put an agreement together which would allow members with layoff notices an opportunity to work in Oshawa if they are laid off.


    CHAIRPERSON'S REPORT - July 26, 2002

    On June 24, 2002 Local negotiations officially opened with GM. Listed below is the Plant Chairperson’s opening statement to the Company:

    Good morning…Winston Churchill’s rallying cry for the British people during WW II was simple and succinct: “Hoping and praying for victory was fine, but deserving it was what really mattered.”

    What does it mean to deserve victory? According to Churchill, victory comes only to those who work long and hard, who are willing to pay the price. Hard work, as we all know is the basic building block of achievement. Without it, everything else is pointless. You can start with an idea or a goal, but before any of your hopes can be realized, you truly must deserve victory…our workforce in St. Catharines deserves victory!

    The Union’s number one demand during 2002 bargaining is to ensure that GM recognize and reward our membership’s incredible hard work over a long period of time. This recognition will come in the form of jobs, both transitional and core.

    Having said this, I will say we are profoundly disappointed in GM’s commitment to the St. Catharines workforce and further disturbed by the Company’s lack of comprehension regarding the Union’s articulation of the workforce’s needs.

    Case in point:
    As an employer, GM has placed a tremendous amount of undeserved stress upon this workforce. When you issued layoff notices, prior to Christmas, last year, the number was grossly exaggerated …over 300 hundred-layoff notices that resulted in 23 members being laid off.

    In February of this year, you issued 932 layoff notices. The number of people you expect to lay off this July 21, 2002 is 31 workers…your behavior is truly beyond our comprehension and what we consider as derogatory and shallow to the very people that make this company a success! The managers responsible for this gross miscalculation of layoff notices should be seeking employment elsewhere. The damages that management inflicted upon their workforce carries much further than the shop floor and will not be forgotten soon by the families of members you effected unnecessarily.

    We have asked in the past and we will again ask today, review the number of layoff notices that are currently in the hands of the workforce and rescind the excess. We are all aware that the number of people that you intend to lay off will change, but unfortunately, only you as the employer can correct this. Letting rumors fester pollutes the workplace, your failure to communicate causes the workforce and leadership to doubt management and their ability to attract new work.

    We expect that you won’t respond to this request, seeing as you probably believe you can get more from the workforce during the bargaining process by having as many members on notice of layoff even though you cannot justify the number.

    You should know that we view bargaining as an opportunity for our member’s needs to be met and as a challenge to you the employer of how you will attain a local agreement with your current treatment of the workforce.

    It’s quite an oxymoron to hear you speak of how GM needs to be more competitive and more efficient when the companies bottom line continues grow, all the while our plant population dwindles.

    Already during the life of this three-year agreement GM’s profits exceed 12 billion dollars.

    You’ve heard the Union leadership state on several different occasions…we have met or exceeded every challenge you have offered…the workforce reward has been layoff notices, the implementation of a rigid time keeping policy and most recently the installation of turnstiles.

    You talk about quality and being competitive and yet GM will allocate new axle work to AAM, a plant that would be closed by GM’s standard if they owned it.

    If you think what I’m saying sounds harsh, you’re right…I’ve often said to the membership that the Union treats the company, in the same manner the company treats the workforce.

    Our relationship with you over the past few months has been strained and is what we deem to be posturing on the company’s side and nothing more due to bargaining approaching.

    Your position on future work, it seems, is to state repeatedly to the Union that high level managers throughout the corporation continue to put St. Catharines as a focus in looking for new products.

    You make this statement and before you take your next breath you inform us of the companies intention to remove the rear axle work before the end of the agreement effecting over 350 workers.

    Just on the rear axle, I want to make it perfectly clear, on behalf of the Shop Committee that the axle work will remain untouched until September 17, 2002, that you will continue to produce Hybrid, Hywinder and S-truck until the end of the agreement. Your plan to remove G-Van machinery, because it has ceased production will not constitute a contractual violation. If you continue to pursue removing any machinery related to Hybrid, Hywinder or S-truck, we will consider you in violation of the 1999 settlement agreement and will consider our agreement with GM as expired.

    Delphi: this is another prime example of your continued contradiction to this workforce. You expect to eliminate another 160 jobs before the end of this year.

    You gave us a letter in early 2002, stating Delphi is moving all their work to the United States and that this supply agreement, like the rear axle will not be pursued. As you are aware Dave DiMartile, Oshawa, who also received a similar letter, has already bargained that Delphi will stay in Oshawa for another three years. I raised this issue with you and Dave Drew and Janice Brown, your only response was that you were not aware that this had taken place.

    We won’t tell you today how to do your job but we do suggest that you dig a little deeper to find out pertinent information that affects this workforce as to what discussions are taking place within the corporation. We also expect an educated response to the concerns we bring forward on behalf of our membership.

    In closing, we look forward to the bargaining process, as I mentioned at the beginning, our membership deserves victory. Our leadership and membership will march forward during this set of negotiations. Our committee is focused, prepared and has a clear picture of what needs to take place to ensure the continued success of this location and the members we represent.


    SPECIAL CHAIRPERSON'S REPORT - JUNE 21, 2002

    ATTENTION:

    MILLWRIGHTS AND MACHINE REPAIR THAT ARE BEING CANVASSED FOR INTEREST IN OSHAWA OPENINGS.

    There will be a Skilled Trades Meeting for these classifications Saturday June 22, 2002 to discuss concerns regarding Oshawa’s need to hire 32 Industrial mechanics. The meeting will be held at 10 AM at the Union Hall.

    Background: Millwrights and Machine Repair members are aware that the company has handed out a special survey to members who currently hold a layoff notice for September or members who will likely be declared surplus due to the installation being completed on the High feature V-6. The survey asks members interested in working in Oshawa to complete a pref hire application.
    The purpose of the survey is to identify if there is interest from our members before GM hires from the street.

    There is no hidden agenda other than to react to information the Union has today regarding the status of manpower throughout the city.

    Members have raised concern that the Union is going outside of the agreement. Your leadership has and will continue to represent the entire membership over and above the minimum requirements the agreement allows.

    Within the Skilled trades there are regular “agreements” the membership requests the Union to make with the Company on your behalf.

    A few examples: Several times over the past two years our trades have performed work that is considered not customarily performed; this is done through a special memorandum with the company and is outside of the agreement.

    We just recently had our laid off Skilled Trades members canvassed for production jobs in Oshawa; this is outside of the agreement. As you read this we our negotiating with the company to have skilled member’s cross-departmental lines to work the shutdown, this is outside of the agreement.

    Back to the issue, the decision to have the company survey the membership affected was at the request of the Union due to the timing of the opening in Oshawa. Saying no changes nothing; we still believe there will be a surplus of Millwrights by the end of the year {App. R provisions brought the Millwrights back to work from layoff due to the company being behind in the machine installation and their need to use contractors to meet the time line}.

    The Union also believes a layoff will take place in September for members designated as vacation replacements. This would include Machine Repair.

    In closing, the survey results will dictate if the Union proceeds to negotiate a special memorandum, outside of the agreement with the company on behalf of members interested. Again, your leadership would much rather see our members given an opportunity before GM hires from the street. Last time Oshawa was rumored to be putting on a third shift over 20,000 applicants were received.

    If you still have concerns come to the meeting.


    SPECIAL CHAIRPERSON'S REPORT - JUNE 12, 2002

    PLACEMENT PROCESS

    The company has taken it upon themselves to alter the established placement process. Since mid 1998, workers at both locations have been placed using the guideline of seniority.
    How the process works: when a placement search begins, the CAW Placement Rep is furnished by claims managers a copy of the entire seniority listing and job assignments of the injured workers home group/dept. and division. The Placement rep works from the lowest seniority person up to the injured workers seniority to identify a job assignment(s) that matches the injured workers restrictions and seniority. When a job(s) is identified the placement package is sent to the medical dept where a trained qualified professional makes the decision as to approve or deny the recommended job. The role and responsibility of the CAW Placement reps is not to place injured workers, but only to identify what job or jobs medical will look at in line with the injured workers restriction and seniority.

    If the job reviewed by the medical dept is approved, the Shop Rep of the area is notified, reviews the package and facilitates the placement. This process may not be perfect but it does work.
    It works because it has been consistent since 1998 and it works because the CAW Placement Rep and the Shop Reps ensure seniority is not undermined.

    BACKGROUND

    For the past 18 months GM’s Labor Relations Dept and GM’s Denise Picard have stated to the Union their wish to alter the process, claiming that they may be at risk legally to a challenge of an injured worker taking them to the Human Rights Commission over the issue of seniority. The Union position has never changed; seniority will be used as the guideline in placing an injured worker unless the injured worker suffers from a major physical disability. The Human Rights Commission was called in 1998 and gave the Union that advice. The real issue here is the company’s Denise Picard not wanting extra work for her staff.

    THE CHANGE

    Approximately eight weeks ago, at the Component’s Plant Internal Gear area, the CAW Placement rep completed a placement search and identified the low person on the job assignment. The low person identified was a placement worker. Management refused to displace the person identified and communicated their new position: that a placement would not displace another placement. Management went against the negotiated agreement and went to the next person on the job that was not medically restricted and displaced that individual. After several meetings with the issue still not resolved a policy grievance was submitted directly to Labor Relations. The grievance sits unresolved waiting to be heard at the 4th step of the grievance procedure.

    THE MESSAGE MANAGEMENT IS SENDING

    Due to the response from the membership in this area, the type of violation as well as the timing of the 4th steps the Plant Chairperson and the Shop Rep of the area requested a meeting with Component’s plant General Superintendent and the Superintendent of the transmission area. The Union raised several arguments including: the message management was sending to the workforce was to retain your job, that was bid on by seniority, you would have to attain medical restrictions and lastly that it is the company’s obligation to accommodate injured workers not the obligation of other workers.

    RESPONSE:

    Component’s Plant management refuses to correct this situation stating it is an issue for bargaining. For the record, this is yet another example of how little management cares about their workforce at this location. They believe you are nothing more than a means to a profit and when it is all said and done they will simply discard you. As Union leadership we support and understand why the Internal gear area is upset. Until this grievance is heard at the 4th step we suggest to all workers you may need to attain medical restriction to protect your seniority rights. We also suggest that nothing extra is done for your supervisor to facilitate production. We will update you as more information becomes available.


    CHAIRPERSON'S REPORT - JUNE 10, 2002

    American Axle and Manufacturing to Cease Supply Agreement

    Friday June 7, 2002 Component’s plant management informed the Component’s workforce that the supply agreement between AAM to produce rear axles would cease mid September 2002 and would not be renewed.

    Also on Friday Plant Manager Dave Drew was asked by the Union “what GM’s plan to replace the rear axle work was”. His response “ there is no plan”.

    For the record, we have been aware for the past few weeks that discussions between AAM and GM were going poorly.

    The Contradiction
    The Shop Committee made top local management as well as the President of GM of Canada aware of a leaflet {see other side} issued into the AAM plant as to where St. Catharines axle work as well as future axle work was being allocated. GM’s announcement to the St. Catharines workforce is an insult to say the least. The AAM plant in Buffalo would be closed if it were a GM facility yet General Motors will reward this failing supplier where people don’t come to work, where quality is poor and where costs are not controlled with 120 new jobs in the form of the GMT 345 axle.

    We have stated time and time again to management, what is the purpose of the St. Catharines workforce following the companies “scores card” if the reward at the end of it all is being laid off.

    The Big Picture
    The Component’s plant will not remain a viable location and cannot be sustained financially by the final drive and forge area. If this location is not given a new product during the bargaining process, the likelihood of this plant closing is very real.

    It is ironic to say the least that General Motors who have a presence in over 200 countries and has over 30,000 suppliers cannot find a product for the Component’s plant. We have put the company on notice that we demand transitional work as well as a new product for the component’s plant during the bargaining process or we will withdraw our labor at our discretion.

    If local management think for one minute we are going to relive the Foundry closing and close it with “dignity” they have another thing coming.

    General Motors Al Green as well as the President of GM Canada continue to state to high level people throughout the corporation the number one focus is jobs for St. Catharines. We continue to hear the same song being played over and over again…we’ve told GM to break this record and put action behind their words.

    Our Solution

    The timing of the bargaining process is vital to the future in St. Catharines. It is critical we are involved in all discussions and the decisions that affect our future. As mentioned earlier, GM has over 30,000 suppliers, we suggest they shut down one or more of these suppliers and bring the work to St. Catharines who has a proven work record. Finally, we need the continued support from the membership to ensure we have a working future.


    PREFERENTIAL HIRE TO OSHAWA - MAY 7, 2002
    LAID OFF WORKERS QUESTION & ANSWER

    TRANSPORTATION AVAILABLE AT $26.00 RETURN
    PICK UP AT CAW, LOCAL 199 CAW UNION HALL
    124 BUNTING RD.
    FOR INFORMATION CONTACT: BOB @ 905-682-7492
    OR AL @ 905-938-0206

    Pay

    Q: Do we start at a lower rate or do we go to the full rate?
    A: You start at full rate.

    Benefits

    Q: Do all our benefits start up right away on the date of hire?
    A: Benefits kick in 1 month after your start date.

    Q: How long do we have to work in Oshawa to get our entire 104 sub credits back?

    A: Each week you work you will receive half a sub credit back / 3rd week in Nov. GAI day you will be topped back to 104 credits.

    Q: Do we enter GM as a new hire re: sub credits, vacation time & pay?
    A: No, you are a preferential hire not a new hire.

    Q: If Sub Extension is re-negotiated in the new contract do we get pension credits with the extension?
    A: When a person is laid off they acquire seniority for 1.9 years.

    Relocation Allowance

    Q: How do we apply for the relocation allowance?
    A: Employment dept you have 6 months to apply

    Q: How much is it to move to Oshawa?
    A: 1285 single / 2824 married

    Q: Is it taxed?
    A: Yes

    Q: Do we need a mailing address?
    A: GM won’t ask for one

    Q: Can we apply again if we come back to St. Catharines?
    A: No

    Preferential Hire

    Q: How do you get on the Preferential hire list?
    A: Employment Dept 570 Glendale, St. Catharines.

    Q: What if you are called and do not go?
    A: You lose your right to that location for future recall

    Q: Can you change your mind once you have started?
    A: No, it would be considered a quit.

    Q: Do you have recall rights back to St. Catharines?
    A: Yes

    Q: Can you stay in Oshawa if you are recalled to St. Catharines?
    A: Yes

    Q: Can skilled trades go to Oshawa production jobs?
    A: No, but we have asked if there is not enough interest in production that Skilled be offered before GM goes to new hires from the street.

    Q: How many laid off workers are there currently in Oshawa?
    A: Just over 500

    Q: When will we be called?
    A: A letter will be sent out to everyone that has re-call right by GM and the National CAW

    Q: When will we start?
    A: I do not know at this time. Could be sometime in August.

    Q: What shifts will we work?
    A: The bulk of the people will be needed for a steady 3rd shift.

    Q: How long will the work last?
    A: Indefinite as there will be new products starting at this location in 2003

    Q: What is the chance for re-call to St. Catharines?
    A: Minimal at this time but the bargaining process should change the outlook.

    Q: If we say yes to Oshawa, do we have any grace period before we can say no?
    A: Yes is yes

    Q: Would it be considered a quit?
    Q: Can we have a preferential hire list available for us to see so we could contact brothers and sisters re: driving arrangements, living arrangements?
    A: Yes

    Q: If driving were an option, would GM supply us with a van(s) (as Ford Glass did with their employees)? It wouldn’t hurt to ask.
    A: No

    Q: What are the odds of GM bending a little to keep those that want to be on the same shift?
    A: Minimal

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