Brothers & Sisters:

I would like to thank the 98 members who took the time to sign and return the letters that were mailed to MP, Rob Nicholson. I mailed a separate letter to him on January 25, 2008 with a return address. The other 98 letters were sent out during the first week of February with over 20 members including a return address. After our plant was recognized during question period in Ottawa and Mr. Nicholson was being scolded for ignoring our letters, only than did he finally send a letter recognizing that he did receive our letters. The only problem was that he sent it to Local 199 and not to any member who included their return address! He explained that the letters “did not have individual mailing return address included” (he is clearly mistaken). As of April 23, 2008, myself and the other members who included a return address have not personally received a response from the Minister of Justice, who just happens to be our own MP!

Several members have asked me recently about safety boot allowance. Members are entitled to a boot allowance commencing April 20, 2008.

The company is continuing to monitor the strike at American Axle and has committed to keeping the committee informed of any temporary layoffs that may result here form this strike.

After many meetings, the company continues to disagree with the committee’s assertion to have ten (10) members scheduled for vacation (excluding birthday) for July, August and two (2) weeks in September. As stated here many times before, the company is fond of stating, “we value you as an employee”, but it is outrageous that a member with 18 years seniority cannot schedule any of their own accrued vacation time during July & August!

After over two (2) years of weekly discussion and concerns raised by your committee, it seems the company has finally agreed to bring back work that was wrongly outsourced to begin with. We welcome back the work (hopefully soon) to where it rightly belongs. TO A SKILLED WORKFORCE!

As you are aware, we will be entering negotiations with the company on bargaining a new collective agreement later this summer. We will keep membership informed of our schedule and will be issuing demand sheets prior to entering the negotiations.

In solidarity

Brian Nicholl, Chairperson
On behalf of the Edscha Bargaining Committee

Brothers & Sisters:

Welcome back to the 16 members who returned from layoff in January. As reported earlier to membership, your bargaining committee was unable to come to an agreement with management in regards to celebrating family day. Therefore, this will be a scheduled work day.

At a meeting here with the company on January 31/08, we were able to agree to some very important language that will become "letters of agreement" signed by the company and the union.

The 1st letter will deal with; members having to schedule 10 vacation days in weekly segments, then the balance of the vacation days would be allowed to be scheduled in individual days if desired.

The 2nd letter will be along these lines; "any employee entitled to receive holiday pay after returning from a lay-off will receive their entitlement on the 2nd pay period upon their return to work on a separate cheque".

The 3rd letter will be along these lines; "whatever days any employee works during the summer shutdown period, they will be entitled to schedule those days wherever the employee wishes, as long as the request is booked 5 days in advance, unless it directly follows the summer shutdown". The letters will be posted on the union bulletin board once they are signed and agreed to.

The company also informed us at this meeting that they will be looking at shutting our facility down for 2 weeks during Christmas of 2008. They have agreed that any member who wishes to schedule Dec. 22, 23 & Jan. 2 2009 as vacation days will be approved. The company then will enforce article 12.05 of the collective agreement on any member not wishing to utilize vacation days during this period.

After some lengthy discussion, the company has agreed not to count absences due to WSIB claims for members, in accordance with their new attendance reward policy & also for the attendance recognition award in the attendance management program.

In closing, as discussed at a prior communication meeting, I believe that it is very important to alert M.P. Rob Nicholson of what transpired with our facility in December, in regards to our loss of the striker contract to a Korean supplier. Committee reps. will be distributing letters addressed to M.P. Nicholson. We are asking you to read the letter & if you agree please sign the letter at the bottom and return it to any committee rep. I would like to thank Brother Jim Megannety for his input with the letter & also plant manager Marcelo Gruosso for allowing us to use the Edscha mailing system to have them delivered to Ottawa.

In solidarity

Brian Nicholl, Chairperson
On behalf of the Edscha Bargaining Committee

Brothers & Sisters:

On behalf of the Bargaining Committee we would like to wish the Membership and your families and loved ones a very safe and fun filled holiday season.

It is still very disheartening to see members willing to work extended shifts while members are out on layoff. This should be the time of the year that we stand together for our laid off members, not help keep them out of the plant.

The Company informed the Committee about the loss of the Striker contract on December 17 at 11:15 am. This is a major income loss for our facility. The most disappointing concern is that GM took this contract from us and gave it to a Korean supplier. This is one of the many issues that is of great concern to our union. The CAW has been constantly lobbying Ottawa to put a stop to any more discussion surrounding a "Free Trade Agreement" with Korea. We must continue to fight and demand a "Fair Trade Agreement". I encourage all members to call MP Rob Nicholson and advise him of our product loss, and ask him what he intends to do about helping our situation.

In closing, once again, Merry Christmas & Happy Holidays.

Issued by:

Brian Nicholl, Chairperson
On behalf of the Edscha Bargaining Committee

Brothers & Sisters:

Welcome back to the 10 members who were just recently called back. On May 30th, plant manager Marcelo Gruosso stated at his communication meetings that this was a temporary callback until July. It is my belief, once again, that we should work together to keep these members in the plant. We can achieve this by refusing to work extended shifts. Especially those members facing a layoff in July!!!!

In May 2005, the company handed out 63 permanent layoff notices to our members. They than changed the vacation allotment policy from 10 members off per day to 6. It was agreed to at that time, that when these members were recalled to work, the company would return to the previous policy of allowing 10 members off per day. We are now at that number and this management regime refuses to honour this commitment! It is astounding that a company that states “we value you as an employee” in all letters given to members, denies over 91% of membership the chance to take a vacation day!

On May 30th, Marcelo, Gruosso also stated that any member working during shutdown may be given an opportunity to re-schedule their vacation days. I strongly recommend that you receive written approval for your re-scheduled vacation days from the company before you commit to working the shutdown.

Recently, there have been concerns raised about supervisors instructing members to get a hand cart to move materials around. This is a material handlers job and not a production workers’ job! Management is aware of this. If instructed to perform this duty, please report this to a committeeperson immediately.

There will be an election held in the plant on June 7th for the position of midnight committeeperson. As noted in the election leaflets posted throughout the plant, it is open only to members who were active employees up to and including the week of February 12, 2007. Voting will take place between 6 - 7 am and 2 - 3 pm.

In closing, on behalf of the Edscha bargaining committee, we wish all of our members and their families a safe and fun filled vacation.

Issued by,

Brian Nicholl, Chairperson
On behalf of the Edscha Bargaining Committee

Brothers and Sisters:

The “new” management regime has stated they want to work with leadership. I would like to take this time to make you aware of certain actions that management has recently undertaken.

As you are aware, the company on Tuesday, February 7th handed out five (5) indefinite layoff notices at 1:20 p.m. This was five (5) minutes after informing leadership. There was no talking, just “this is what we’ve decided to do”. This is not meaningful discussion.

The following are situations you may not be aware of regarding these layoffs: One of the five (5) members who received a notice was forced out of the plant for 10 days to use vacation, even though leadership argued that he was laid off during shutdown and didn’t receive E.I. benefits during that period, which would then constitute 10 holidays! The member returned to work for 1.5 days then was given permanent layoff notice. A sister was on layoff and permanently called back to work on January 30th. The sister and bargaining committee asked management if she could remain on layoff, questioning availability of work. Management stressed in a written response that she was BOUND by the Collective Agreement to return to work. Less than one (1) week later she was given an indefinite layoff notice! Just imagine if the sister had started a full time job somewhere and was forced to make this decision!

I hope these five (5) members are not victims of management incompetence. On January 23rd, the bargaining committee notified management that they were in violation of the Employment Standards Act and owed four (4) members substantial lieu of notice payments for violating the Act. After denying the accusation for a couple of weeks, on February 6th the company finally agreed. On February 7th, five (5) indefinite layoff notices were issued effective February 13, 2006 with no notice!

The company has also disciplined and threatened to write up members for leaving their work area to search for their supervisor. We suggest to all members to go to the supervisor’s station and remain there until they arrive and then explain your situation. You will have full support of leadership when being in this situation.

I have been told that stopping and talking to members at their workstations will not be tolerated. The company will discipline both the member and myself. I strongly encourage any member, no matter how small the concern is, to utilize our contract and inform your supervisor that you wish to see me. We will take the allotted time to address your concerns!

Finally, not a day goes by that management doesn’t talk about having to survive and save costs! To quote them, “we are trying to keep the plant open and have to save costs anywhere we can.” They want to save costs, but look around and there is a DO-ALL company doing what? And at what cost? Since January 2006, we have seen 74 members laid off out of our plant and yet management maintains the same level of supervision from January 2006! It seems cutting costs on the shop floor involves our members only. I guess leadership and management have a different meaning of the phrase work with!

Brothers and Sisters:

Welcome back from a well deserved Holiday Season. I hope everyone enjoyed their time with friends and loved ones.

The year 2006 is being forecast as one of great uncertainty in the auto industry. GM is constantly shutting down locations for 1 week periods due to inventory surpluses. As we are aware, these decisions have a major impact on our manpower situation. The company informed leadership that there will be a temporary layoff commencing January 23, due to GM shutting down Doraville for the week of January 23rd, and shutting down the Oshawa car plant the week of January 30th. We are also waiting for Ford’s announcement January 23rd, about the direction they will be taking & what plants will be affected by their decision. As always we will keep membership informed about these events as soon as management gives us final information.

Management has stated the launch of the GM 367 is on schedule for the start of April. We should also know the result of the Chrysler LX presentation later this month.

Brothers and Sisters:

It has become very clear in recent weeks, that supervisors are performing bargaining unit work!! It clearly states in Letter of Intent #1:

“Non Bargaining Unit Employees will not perform Bargaining Unit Work!!”

If you need assistance while performing your job, ask a fellow member to assist you, not a supervisor!

If you witness a “Non Bargaining Unit Employee” performing bargaining unit work, please report the incident to a Committee Person Immediately!!

These are Our Jobs – Protect Them!!!

Brothers and Sisters:

Welcome back to the Brothers, Sisters and Members who have been permanently called back to work or had layoff notices rescinded. Hopefully this is the start of the build up; back to where we were in 2004. We were successful in securing work from Jackson and I am being told Edscha is aggressively pursuing new work.

On July 1, our new vacation year started. We are now collecting “Accrued Vacation Hours.” (Total Number 1200 hours) What this means is, that for every hour you work you will be credited with those hours toward your accrual. If you are on Compensation, Bereavement, Statutory Holiday, Birthday or Jury Duty those hours are counted towards your total. The ONLY time you are not awarded hours is when you are sick, on layoff, LOA or vacation. Please keep track of your hours from week to week.

Leadership has an agreement with the Company, that when the temperature reaches 30 degrees in the plant, they will be giving you extended breaks. When you report for work, you should be asking your supervisor if extended breaks are in effect that day. Please see a Committeeperson or a Health & Safety Rep. if you are not satisfied with the response.

I am once again asking all Membership to remind yourself of your fellow Members on layoff, when being approached by management to work extended shifts. Let’s all work our 8 hours and go home to family and loved ones. This stand should be taken by all Membership at all times, NOT JUST WHEN LAYOFFS START GETTING CLOSE TO YOUR SENIORITY DATE! The best way to prove to the Company that we need more Members called back, is to work your regular 8 hours.

In closing, don’t forget to purchase your CAW Raffle tickets from a Committeeperson. $5,000.00 Cash Grand Prize.

Brothers & Sisters:

I am asking all of the Membership to remind yourself of your fellow Members on layoff, when being approached by management to work extended shifts. Let’s all work our 8 hours and go home to our families and loved ones! Don’t let the Company pit worker against worker! Please remember, when figuring out manpower scheduling the Company will take into effect the number of people willing to work overtime. The best way to prove to the Company, that they laid to many Members off, is to just work your regular 8 hours!

The Company on May 8/05, put 46 Members on indefinite layoff while they decided to keep the same amount of shop supervisors! Maybe now, we will see a better job of people management, since the Company must have thought that their supervisor’s were overworked before, and now have the right amount of Members to work with!

This Company wants Membership to help them out by working extended shifts, while throwing your Brothers & Sisters to the curb and extending another 20 members notice until June 30/05! They ask you to help them, but then turn around and inform the Chairperson, they are not going to allow more than 6 members off, at any one time, for vacation! The Company continues to cut Membership to the bone, while denying Members time off! When I asked Roy Webb, how can you do this - his reply was “WE CAN DO WHAT WE WANT.” Mr. Webb, I urge you not to follow through with this attitude, and plan.

NOW, MORE THAN EVER, IS THE TIME FOR ALL OF US TO BE UNITED & COMMITTED TO BEING A STRONG & COHESIVE BARGAINING UNIT.

Issued by:

Brian Nicholl, Chairperson
On behalf of the Edscha Bargaining Committee
Local 199, CAW

Brothers & Sisters:

The company is now laying off 50 active employees. This management regime continues to cut our workforce to the bone. We as a committee bargained with the company to protect jobs and support a “game plan!” It is my belief that the only “game plan” out there is to slash membership and expect the rest of membership to do more of the work. It has become very clear that there is no “game plan” that we can support!

A couple of things to share with you about how things work around here: At the negotiating table in December, we agreed with the company that job descriptions of CNC#2 would not impact the tool setters. Why then did the company layoff two tool setters the day the new contract went into effect? The production manager also informed me on April 26th, not only are these two laid off, the company plan is to operate with just two tool setters plant wide! We currently have five tool setters and the company consistently “calls up” tool setters, so let’s reduce them to 2!!!!!! At a meeting with the company on April 7th, it was agreed that the company would offer jobs for plant clean up to keep members in the plant. It was suggested to the company to make this 2 weeks of steady days so senior members may elect to do the work. On April 14th, I was informed by the plant manager that they would perform the work on 2 shifts so they “wouldn’t interrupt the schedules.” Lo and behold, on April 25th junior members were instructed that they must report for dayshift the week of May 2nd!

The company will tell us in attendance letters that they “value you as an employee”, yet supervisors are instructed through an email that they are not to give out letters of recommendation for employees! The company will try and sell you that the layoff was intended to be 63 members. This was just a blatant case of fear mongering to make the 13 members that did not get laid off appreciate it! This committee will continue to pressure the company until we have our full compliment of members back in the workplace, where they belong. This management regime is in love with the phrase “survival mode”. They should be because the company is the one who got us into this mess!

On March 14/05, the Company issued layoff notices to 63 members. On the Application Form posted on the bulletin board that the Company registered with the Ministry of Labour, it states " Notice of Termination of Employment". This is Government language for " Indefinite Layoff". It, in no way means you are terminated from Edscha effective May 08/05! It means you are laid off, effective May 08/05.

I was informed by Roy Webb that General Motors was receptive to talks about bringing in product to offset the Lansing situation. The Company proposed bringing in the 367 Front Door and also bringing in 2 contracts from other suppliers, that GM is having issues with! I would hope, by continuing to build a quality product, GM will show us the respect we deserve and transfer these contracts to us!

If this does occur, I have been told by Management that this would severely negate this layoff.

Brothers & Sisters:

I hope everyone enjoyed their time off work for the 2-week summer shutdown. I welcome back our junior members from layoff, and thank the senior members for exercising their rights, in accordance with Article 12.01, which was bargained in 2002. This Article is meant to benefit all our members.

At a meeting on July 22, 2004, the Committee was informed by Roy Webb that the Edscha Group is considering moving the saw operation out of our plant, as a cost-cutting measure. At this meeting the Union Committee brought up the new government regulations in regards to new safety measures for the presses. It is our belief that the company will not invest the money for our members’ safety and will let the presses go, even though we are told they would receive the money to make the necessary changes. If the presses do go, it will mean this management regime will get rid of the two highest performing and productive departments in this plant. This is called working together? We as a group, must pressure management into keeping our jobs HERE.

Another example of this company not working with its “greatest assets”; you the membership is for over 16 years members were allowed to take 1/2 day vacations. The company managed to accommodate these requests when we had over 600 employees. Now with 270 employees the H.R. Manager states that it is too hard to do. The company can change the midnight rotation when it feels justified, and not honor shift changes that were submitted well in advance, as to the schedule posted by the company. Now the H.R. manager is informing the committee that membership must have all shift changes in by Wednesday at 8:00 am. Working together?

The company has once again stepped up their FSO program. We as a committee do not endorse this program. We are being asked to work together with management but where is management working with membership? We have told management that until we see some major improvements from their side, there will be no working together. Congratulations to the members that have resigned from the FSO teams.

In closing, certain supervisors in this plant seem to relish starting rumors and pitting member against member. Please talk to your committee persons if you want the truth.

Brothers and Sisters:

Welcome back to our members recalled after a long layoff.

Congratulations to the successful candidates in our recent Bargaining Committee elections. I would also like to thank all the members who stood nominated for these positions.

There seems to be a movement on the shop floor by certain supervisors to solicit members to work four (4) hours of daily overtime or nothing. We feel the company is jeopardizing quality & workplace morale by expecting membership to endure 60 hour work weeks. The Committee encourages all members to refuse four (4) hours & agree to work two (2) hours, if necessary. United we will put an end to these tactics.

It is apparent to us that the company has decided to issue discipline to members, by however they are feeling that day, or what kind of production is needed. One day it’s a “1 day working suspension”, next day it’s a “counsel note to file,” next days it’s a “suspension for remainder of shift.” The company seems to relish in embarrassing certain members by allowing them to report to work and 1/2 hour into their shift, send them home! Whatever happened to having some class & talking to the member at the end of a shift with a committeeperson!

On February 27th, the Committee held a step 3 meeting with management to discuss 39 grievances. On March 4th, the company sent back their responses, agreeing on two (2) grievances with the Committee, which were policy grievances & blatantly against the Collective Agreement. They denied the other 37 grievances. Of the outstanding grievances, many of them had to do with quality. The company stated they wanted to review the disciplines because of the inconsistency of the discipline & would get back to us. We never did table these grievances; yet the Human Resources manager felt compelled to send them ALL back as being denied. It’s good to see him still trying to work together with us!

The Committee is appalled when we see members having money taken away from them by management when they are being suspended, but nothing seems to happen to certain supervisors who belittle members, make callus comments or keep assembly lines down, due to their mistakes. Better yet, some of them even get promoted.

It is very important that all members on assembly lines take extra time & check every part at all operations. If this slows down the line, so be it. Better to make sure then have a bad part come off the line & face the company’s ever changing way of discipline.

I would once again encourage all members, when bringing a Dr.’s note to please give a copy to a Committeeperson to place in your file. There is no reason to give the Human Resources manager a chance to misplace your note & end up being unjustly disciplined.

In closing, I ask all members to try & make a big effort to attend the “LORI BISHOP MEMORIAL FUNDRAISER” this Sunday at the CAW Union Hall. We should all be proud of the way we have come together for Mark and his two young daughters in this very tragic & trying time. I would also like to thank Roy Webb for getting the company to match the $1,937.10 raised by the membership.

Issued by,

Brian Nicholl, Chairperson
On behalf of the Bargaining Committee
Edscha of Canada
CAW, Local 199

I wish to congratulate your Bargaining Committee for staying committed and not relenting to Company pressures in regards to the 45 members who filed overtime grievances in August of 2002. By staying united and focused we were able to successfully argue the Company’s violation of Article 20.05 of the Collective Agreement!

At our Unit Meeting, held on October 5, 2003, membership in attendance overwhelmingly voted to zero overtime hours for the entire plant beginning on October 19, 2003. This was a Company condition on settling the outstanding overtime grievances. We have informed the employer that there are no more excuses in relation to our overtime policy. This will also make it easier for members to track all overtime. If you notice any discrepancies in overtime hours, please notify your committeeperson immediately.

As mentioned at the Unit Meeting, Edscha has rescinded layoff notices for October 11, 2003 and expect to be busy for the next 7 or 8 months. We do not anticipate any layoffs during this time.

It is your responsibility to make sure you punch in and out. The Company has informed the committee that supervisor’s will not be authorized to initial time cards for forgotten punches! When assigned to a higher classification, you should always get the supervisor to sign your card, stating the job you performed that day.

Issued by,

Brian Nicholl, Chairperson
On behalf of the Bargaining Committee
Edscha of Canada
CAW, Local 199

Brothers and Sisters:

Like the song says, “Welcome back my friends to the show that never ends.” As the weeks pass, it becomes more evident that current management is out to undermine any working relationship the past staff had with the bargaining unit.

Examples of this include management failing to abide by Article 6:02 which allows a replacement for the plant chairperson when they are absent from the plant. This has been a known past practice for years.

On March 20th, your Bargaining Committee requested the company go back to job bidding on cells within departments. We emphasized the importance of having qualified people on assembly lines; working in cells that worked before which showed huge gains in quality that was rewarded by General Motors. Another reason for going back to cell work was management guaranteed that supervisors would rotate members. Clearly, this is not being followed!

We believe the company is taking strides to divide our workforce. The main objective of our Committee is to protect all jobs in the workplace. When looking at layoffs, management takes into account the expected number of hours to be scheduled for overtime. Working extended shifts allows the company to layoff more members than necessary.

Recently, certain members were asked to be part of a group including management personnel to get the employer and bargaining unit members on the “same page.” The company’s name for this project is “STRATEGIC FOCUS ORGANIZATION.” Union members have been on the right page for a long time. We have offered our skills, ability and knowledge to produce quality parts for years. IT HAS BEEN MANAGEMENT WHO HASN’T BEEN ABLE TO TURN TO OUR PAGE – SIMPLY BY NOT LISTENING TO THE EXPERIENCE OF OUR MEMBERSHIP. It seems that higher management does not want this plant to succeed.

Now the company has asked some of our members to actually time fellow members on the G.M.X. 130 assembly line. As Chairperson, I have told management I would not be working on any new “groups”; as they have not shown a willingness to work with us.

Until the employer recognizes our skills and concerns, we should just continue to make our quality products.

Issued by,

Brian Nicholl, Chairperson
On behalf of the Bargaining Committee
Edscha of Canada
CAW, Local 199

The following leaflet is my personal views and opinions as plant chairperson.

Since October 1, 2001 until July 2002 I believed the company was intent on promoting and building a quality product at Edscha. Recent decisions and actions of current management clearly indicate their direction to regress to conditions we experienced 3-4 years ago under the same person who controls the strings of personnel.

A letter addressed to the “acting” Human Resources manager dated October 29, 2002 from National C.A.W. Rep. Gabe MacNally regarding several outstanding monetary grievances is still waiting for a response.

Late in November, management decided to move the inspection table and change job descriptions in the W.U. final work area without any discussion with the union in accordance with Article 3:01 of our collective agreement. Membership (which I personally thank) made a stand to force the company to remedy this situation.

At a grievance meeting on December 3, 2002 the committee was told by management that any members requesting to take January 2nd and 3rd, 2003 off would be accommodated after filling the proper requisition forms. The company would allow laid off members to work these days without initiating a recall. All 15 members were denied their requests! As of December 17, 2002 no laid off member has been called to work. The acting Human Resources manager informed the union on December 13, 2002 that they could not get enough members to cover these requests.
The company announced lay off notices to 29 production workers on November 28th. They then instructed skilled trades members to mill and drill service parts. This is production work!

An agreement was reached with the “acting” Human Resources manager regarding payment of vacation pay to members laid off December 9, 2002. The monies would be held to annual payout date in July. Edscha personnel again reneged on this agreement and deposited vacation pay money to laid off member’s accounts. This problem has since been rectified.

A member on dayshift failed to receive his pay cheque when other members did. The cheque was finally found at 2:45 p.m. after shift end. The company who maintains employees are their greatest assets refuses to compensate the member for his time.

In the new year the company has informed us of returning to departments only and rotating everyone through the department. The union suggested to have “lead hands” remain on certain lines while rotating untrained personnel onto these lines. Management sees no need for lead hands. Another progressive way of thinking in regards to manufacturing a quality hinge.

A unit meeting will be held January 11, 2003 to outline the vacation process. Please plan to attend.

Despite not receiving any new lines or products, membership has rescued the operation of Edscha Canada from poor management and watched the company now profit by several million dollars for our efforts.

I ask the “acting” Human Resources manager and all of management to recognize their own statement from employee service awards that state “Edscha of Canada values its most important resource — it’s employees.”

The committee remains committed to member’s rights within the workplace. With your continued support we work to maintain a quality workplace producing quality products.

On behalf of the bargaining committee I wish each and every member a very Merry Christmas and best wishes in the coming year.

In solidarity,
Brian Nicholl, Chairperson

Yes sisters and brothers, I worked overtime last night. There was nothing else to do. I decided to help the company keep you on layoff by working more than my 8 hour shift. It is too bad you are laid off with all this extra work to be done. I understand you only collect E.I. benefits and wonder if you will return back to work. Don’t worry, by me working overtime Edscha cuts their manpower costs.

At one time we might have worked side by side, but the employer must make cuts and I’m going to help them.

If I keep working all the overtime, the next time we meet, we will be cashing our E.I. cheques together.

Doctor’s Notes
When returning to work from medical illness make sure you receive a copy of your doctor’s note submitted to supervision. Also request a copy be given to the union in case of future problems.

Overtime

Supervision has been telling members overtime hours worked during the week are not applied to the 48 hours you may have to work. WRONG. Any hours worked during the week are applicable to the 48 hours. Another example of management misinforming membership of working rights.

The union was assured by the company at negotiations “that every avenue would be exhausted” before one member was forced to work O/T. How is this possible when members are laid off??

Contracts

New contracts have arrived. Your committee informed the company’s sole survivor of negotiations; the attendance program was part of the agreement prior to printing. Maybe this was a mental lapse it will be corrected one way or the other.

Intimidation

A member of supervision has resorted to tactics of intimidation, isolation then termination. How it works - supervisor confronts member in isolated area - raves then walks away. Next day along with another supervisor again antagonizes same member then waits for reaction. Third day again meets member; sends them home with suspension.

If you should be approached by a certain supervisor from the press and saw area, who has no credibility with your committee, we suggest you call for union representative. This is to protect yourself. If you should feel threatened by this individual; use his own behaviour and ask that the police be called. This supervisor in the past has rifled through a sister’s personal belongings and had to apologize for other discriminatory comments.

Shift Restrictions

At bargaining a labour pool of members who have medical restrictions for steady shift was established. (Article 31.08) This was negotiated to accommodate these members so as no other members would be disadvantaged by these accommodations.

· Remember we have members on layoff before responding to any requests for extended shift overtime.

Issued by:
Brian Nicholl, Chairperson
On behalf of the Edscha Bargaining Committee
Local 199, CAW

The following article appeared in the first issue of “Local News,” published by Local 483 of the Sheet Metal Workers International Union:

Dear former Brother and Sister union members:
I’m writing to you to warn you to avoid what has happened to me and other union members. We were once members of an International Union with the usual gripes about Union dues, slow grievance procedures, seniority disputes, overtime arguments, etc.

We thought of our Union Officers as free-loaders and that the company would treat us just as good with or without them and were in agreement when someone said “The Union is selling us out, never the Company.”

Well, this was 1978 and now we no longer have these old problems, for in October 1978, we voted to decertify and break away from the International Union. We are now non-union and no more dues!

We no longer have seniority disputes because we are placed by ability, which means whoever is the bosses’ favourite. And the same with overtime. Our grievance procedure is no longer slow, it is non-existent!

We don’t have an absentee problem; if you miss a day, you must have a doctor’s note or you’re gone, so most absentee problems were fired long ago with nobody here to represent them. All this for Less money, smaller hospitalization benefits, fewer holidays and seven days without overtime, if it’s an emergency-which is almost every week.

Our ex-Union Officers are no longer a problem, most of them were set up in a discharge situation.

How did this happen? Well one night at a local tavern a supervisor I know got drunk and was laughing and bragging to a friend of his about how they got rid of the Union. This is what I overheard from my booth in the tavern…

This supervisor said the company hired a union-busting firm out of Chicago at several hundred thousand dollars per hour to come in and train their supervisors in the skill of Union-Busting, with the threat that any supervisor disclosing this would be fired.

He explained that there are a lot of companies in the business (Union-Busting) now because they think the time is right with high inflation, plant closures, conservative Republicans and Democrats being elected and a general fear of a job loss in a lot of plants. He said they held a lot of management classes and were taught the following 10 rules (he held a piece of paper that he read from and I tried to jot them down:

1) Try to confuse the seniority system for layoffs, call-ups and overtime to get employees jealous of one another. Then when employees complain, send them to the Union-thereby shifting the blame, even if you have to use racial or sexual disputes. Most important: Create FEAR and MISTRUST.

2) Draw out grievances as long as possible.

3) Threaten employees if they file grievances or safety complaints.

4) Increase disciplines for every minor offence to cause an overload for the Union slowing down their effectiveness on timelimess.

5) Make sure employees get all benefit books or letters on insurance benefits saying that the company gives these, not that they are Union negotiated.

6) Increase management trainees or substitutes.

7) Get your stool pigeon-big mouth employees (every area has them) to criticize Union officials and Union dues.

8) Hold department meetings with employees to convince them that you agree with their problems, but that the Union has to do something (deliberately scheduling improperly is a very good example to use in this step).

9) Convince them that you are on their side about a job-class increase or incentives on the job, but that your hands are tied and it’s up to the Union.

10) Last but not least, the company must become Big Brother, the good guy and the Union becomes the enemy by distorting the truth about the agreement. By the time the truth is known, they won’t trust the Union anyway.

When I heard this I realized they followed the game plan perfectly. All of these things happened to us and they were laughing at us the whole time. So I felt, I had to write this letter to warn you how easily we were led down the road to disaster.

I only hope in some little way this will help you avoid what happened to us. Don’t go back to the 1940’s like we have. Are any of these things going on in your plant? They may be training your management now. Beware! I cannot sign this letter in fear of my job and family. Hopefully, some day I will be back with you without fear. It’s a terrible lesson to learn!!!

Issued by,
Brian Nicholl, Chairperson
On behalf of Edscha Bargaining Committee
CAW, Local 199