Manufacturing Crisis in Niagara:
Niagara as is most of Canada going through considerable pain due to the loss of well paid manufacturing jobs. The only areas escaping this pain are those supplying the energy and metals sector. In the past 4.5 years Niagara has lost 15% or 4400 manufacturing jobs, all of these jobs losses are due to unfair trade practices and a Canadian dollar that has appreciated 37% from January 2003 to February 2007 and an additional 1% per week over the past 6 weeks. While some economists will argue that an appreciating dollar is not all bad, it is the speed of appreciation that is of real concern. A currency appreciation of over 40% in such a short time period makes it all but impossible to compete with countries in Asia that deliberately hold down their currencies to enable them to build a strong manufacturing base at the expense of ours.

The Canadian government continues to pursue free trade agreements with places like Korea knowing that these agreements will cost Canada more manufacturing jobs. These jobs account for 17% of all economic activity and have a direct payroll of $94 billion, generating $20 billion in tax revenue to support health care, education, infrastructure and social services. Although we are creating other jobs in the service sector, they are usually with lower wage rates and inferior benefit packages.

To raise public awareness of this crisis there will be a series of forums throughout the country for people to hear first hand about the devastating effects of our shrinking manufacturing base. The forums will feature presentations from workers that have lost their livelihood, area business people affected, social service organizations plus union representatives and politicians. Niagara has the following three forums arranged for Friday, May 11th 2007.

9:00 am at CAW local 523 and 275
16 Steel Street, Welland.

12 noon at AC McCallum Legion Branch 479
5603 Spring Street, Niagara Falls.

3:30 pm at CAW local 199
124 Bunting Road, St. Catharines.

It is important that we fill the hall at each of these events to demonstrate how serious we all are about what is happening to our manufacturing base.

CAW/GM Intra Corp Council:
Last week I attended Intra Corp Council meetings in Windsor. These meetings bring together the sub committees from all GM locations to report on any issues and seek solutions from the other locations present. Windsor is being hit hard with impending job loss from all Big Three workplaces and the knock on effect that this has. Having all three automakers in town was considered at one time to be a huge advantage. Now unfortunately with the constant erosion of market share by offshore car makers, it is having the opposite effect. With all areas producing for the domestic auto makers now struggling, it was no surprise that the most troubling report came from the substance abuse committee. All GM locations are now reporting that youth in their areas are turning to drugs and alcohol, mainly due to the loss of employment prospects in good jobs. A lot of our youth are scared of the future due a lack of opportunity in their communities. This is another reason we should all make time to attend one of the forums mentioned above.

Issued by: Peter Barber, Tool Trades Shop Committeeperson
On behalf of: Mike Murray, Brian Chemnitz and Rob Dowd

During the past few weeks there have been several enquiries about the status of the new TMR’s. Fourteen questions were formulated in the Glendale site and following are the answers.

1. Why are TMR’s in the Machine Repair overtime?
The reasons they are in the Machine Repair overtime is because they will be replacing Machine Repair retirees. Allowing more Machine Repair retirement incentives has left certain Machine Repair overtime groups short of manpower; therefore the logical next step is to replace the numbers in the depleted group. If we do not replace the numbers in a group that is short due to extra retirements, there is the potential for increased overtime force-ins within the group. As a union we are focused more on ensuring adequate coverage so the members we represent will be able to have their weekends off if they so desire.

Another reason they are in the Machine Repair group is because they have to have overtime rights somewhere. Some have suggested that the TMR’s be asked after other groups are exhausted. If we do this that would mean they have no primary overtime rights. They now have overtime rights in accordance with Paragraph 159 of the Master Agreement.

2. Who declares when TMR’s are deemed capable of performing Machine repair work for overtime?
This will be determined by agreement between both the union and management. Presently we have a Machine Repair Tradesperson along with a General Supervisor, who used to be Machine Repair coordinating all the training requirements. When they determine that the TMR’s are capable, then that will be the only time they can be asked in line for overtime, until that point, they will be by-passed as they will not be capable of performing the work in question.

3. Why are the TMR’s not serving a 1 or 2 year apprenticeship?
They are not serving a 1 or 2 year apprenticeship because we have recognized that a lot of work between the Machine and Tool Repair is similar in nature, there has also been a flexibility agreement between the two trades since 1993. One example of similar work is that of head rebuilds. Depending on the application of the head, one trade or the other does the work.

4. When a new department is formed what would prevent the company from filling it with TMR’s?
The Paragraph 62 language prevents this. Departments are filled by seniority in the classification. TMR’s do not hold seniority over either Machine Repair or Toolmaker. They are a flex classification at the bottom of the seniority list. The only way a department can be filled with all TMR’s is if no Machine Repair or Toolmakers were willing to transfer to the department, then TMR’s would be forced to the new department.

5. In the event of a temporary layoff what would prevent the company from forcing out Toolmakers and Machine Repair and keep TMR’s working?
TMR’s do not hold seniority over either Machine Repair or Toolmakers. In the event of a temporary layoff they will be removed first within their department, however, in the event of a temporary layoff of up to four weeks not affecting the department a TMR is working, he/she would not be removed as no Machine Repair or Toolmakers are being removed from his/her department.

6. Do the TMR’s have their own seniority group ahead of Toolmakers and Machine Repair?
No. TMR’s in the event of a permanent reduction will exercise their seniority within their former seniority departments. This leaflet continues on the back.

7. Why is the TMR not filled by seniority?
The TMR is not filled by seniority because it is a Flex Classification. If we filled this classification by seniority there could be a permanent layoff in either Toolmaker or Machine Repair and the company would retain their flexible classification. This would completely remove the incentive to maintain full employment within the two affected classifications of Machine Repair and Toolmaker.

8. Why is the TMR not reciprocal with Machine Repair?
When the agreement was negotiated we were dealing with a situation where there was a surplus of Toolmakers and not enough retirement incentives for Machine Repair. We don’t anticipate this situation will change before the agreement is null and void.

9. How long is the agreement in affect?
Until 11:59pm on September 16th 2008.

10. Why was the TMR classification formed?
To deal with a surplus of Toolmakers, plus allow extra Machine Repair to retire with a special retirement incentive of $93,300.00.

11. How many TMR’s will there be?
Currently there is the potential for up to five.

12. Why is the TMR not filled on a volunteer basis?
For the same reasons they are not filled by seniority. See point number seven.

13. Will TMR openings be posted?
No. TMR’s will be backfills after Machine Repair transfers and postings are exhausted.

14. Can Red Circled Toolmakers be TMR’s?
TMR’s are a service classification and the Red Circled Toolmakers are restricted to the Tool Room. Therefore the answer is no.

The answers above are intended to clarify the questions brought forward by our members. This agreement, as does any agreement, has the potential to be changed as conditions alter in our plants. Our objective will continue to be that of maintaining full employment for all the workers we represent and we will continue to make the agreements necessary for that end.

Earl Rodgers Retirement:
Earl Rodgers former Alternate Committeeperson in the Ontario Street Plant is retiring on May 1st 2007. Earl has represented the Tool Trades for the past two terms often filling in as Shop Committeeperson when required. He always dealt with issues head on rather than avoiding them, and could be relied upon to deliver the message no matter how difficult. Earl will be missed by all on the Bargaining Committee, and we wish him a long and healthy retirement. There is a Forge Retirement Social on April 28th 2007 at the Union Hall. Those wishing to attend can contact their union representative for tickets. The event is from 1pm. to 8pm.

Issued by: Peter Barber, Shop Committeeperson Tool Trades
On behalf of: Mike Murray, Brian Chemnitz and Rob Dowd

Temporary Layoff Recall:
Three trades temporarily laid off were recalled on February 12th 2007, to facilitate CNC training on the East Side of Ontario Street. The union was successful in convincing management that it was beneficial to recall these trades and use the extra manpower to enable the training now, as later in the year we are faced with manpower shortages due to vacations. Presently we have both Toolmakers and Machine Repair being trained on CNC to enable them to be more proficient when repairing CNC machines in the transmission area. This training reinforces the union’s belief that a change in technology should not disallow any trade the ability to perform work that was traditionally theirs prior to the technology change.

Master Committee Meeting:
On Friday February 16th 2007 the Master Bargaining Committee met at the National Union Headquarters in Toronto to discuss the effect that the elimination of age 65 retirements will have on our workplaces. The change, which took place on December 12th 2006, caused by an amendment to the human rights code, now allows workers to work beyond age 65. The National Union has already met with the Daimler Chrysler Master Committee and now intends to meet with the committee from Ford and develop a series of questions and answers to inform our members of the implications of working beyond age 65. The most prominent issue was the eligibility of retirement incentives for those over age 65. After Ford’s meeting with the National Union, further information will be available in the next Chairperson’s report.

Challenges:
Our industry is presently experiencing a lot of disruption due to the big three downsizing and restructuring. In fact the big three is now the big five, GM, Ford, DCX, Toyota and Honda. The additional two, Toyota and Honda have achieved their North American market share at the expense of the big three, which in turn has put pressure on us all. The fact is, that for our present market share, GM has more plants and production capacity than demand for its products. This pressure could possibly worsen with the advent of the BRIC economies (Brazil, Russia, India, China). These four countries in a global economy present a tremendous challenge to all workers in industrialized nations. Their wage rates can be less than one tenth of ours, plus health and safety legislation and work rules are all but non-existent. While this type of news presents the picture of an impossible obstacle to overcome, we believe that by working smarter, our workforce is every bit as good as any this world has to offer. Up until now we have managed to maintain full employment in the tool trades, plus those retiring have left with a buyout. We need to continue to move forward in the same manner and keep full employment as our most important issue. No other topic should take precedence over the ability of our lower seniority workers to have the opportunity to put their children through college and then retire with an income to live comfortably.

eter Barber: Shop Committeeperson tool trades
On behalf of: Mike Murray, Kevin Harte and Earl Rodgers

Letter of intent

The union has signed a “letter of intent” with the company to have tool trades involved in discussions with engineering to review proposed engineering changes prior to the changes being finalized. This letter is a commitment by the company to have our trades involved early in the process of retooling / reworking of existing machinery and equipment. This commitment acknowledges that our tool trades possess the knowledge and expertise to improve the present process of such engineering changes, and is done in recognition of past incidents where the tool trades and the union have demonstrated that with prior tool trades involvement significant improvements, and in turn savings could have been made.

We believe that with our trades involvement at the start of these new projects there will be benefits for all involved, allowing our trades the opportunity to use their skills in a way that will help ensure the success of our operations and in turn provide improved job security for us all. Anyone wishing to see a copy of this letter should contact their tool trades representative.

New skilled trades course dates
The Skilled Trades Union Education Program (STUEP) held at Port Elgin has released new course dates. They are as follows:
March 26 2007 to March 30 2007
April 30 2007 to May 4 2007
June 18 2007 to June 22 2007

As the dates for the autumn become available they will be posted. Anyone wishing to attend the course should see your union representative for the appropriate forms.

Cutter Grinder Hobs
Last week a representative from Niagara Tools was in the Glendale Plant removing a worn hob from the premises. After discussions with management about this issue the engineer involved has been instructed that in future incidents of this nature should first be discussed with the union. The engineer was also informed that hobs are considered work customarily performed by our cutter grinders and in turn fall under the provisions of Appendix “R” in the Master Agreement.

Representation

Mike Murray is appointed shop committeeperson the week of 22 January 2007, as I am out of the plant for a week.

Rob Dowd, Machine Repairperson from the East Side of the Ontario Street Plant is appointed alternate committeeperson replacing Earl Rodgers who is planning to retire when eligible.

Week of December 18th Layoff:

The following are the layoff numbers for the week of 18 December 2006

Engine Plant

Central Shop                    SKOON 7 Toolmakers
                                      SKOOP 7 Machine Repair

High Feature V6            SKOO2 4 Toolmakers
                                  SKOO3 4 Machine Repair

GEN 3                           SKOOX 18 Toolmakers
                                  SKOOY 18 Machine Repair

V8 East & Transfer Gear            SKOO5 22 Toolmakers
                                 SKOO6 25 Machine Repair

Cutter Grind                    SKOOP 57 Cutter Grinders

Ontario Street Plant

East Side Transmission            SKOOF 16 Toolmakers
             SKOOH 13 Machine Repair

West Side              SKOOE 1 Toolmaker

Cutter Grind              SKOOR 10 Cutter Grinders

Retirements:

The tool trades have 5 members retiring in January. Three toolmakers, one machine repair and one cutter grinder. We wish all a long and happy retirement after a life time of work and we don’t doubt that your skill sets will be missed.

Your tool trades committee wishes everyone a safe and happy Christmas holiday.

Auto Council Meetings
During the week of October 23rd 2006 the shop committee attended Auto Council meetings in Toronto. Central to these meetings was a presentation by the Harbour-Felax Group which prepared a study on the challenges facing the Big 3 North American automakers when compared to the Japanese. While the study highlighted the often cited issues such as legacy costs due to health care and pensions, other issues were raised. One example is the lack of foresight by the Big 3 in the areas of product, process and manufacturing engineering.

The best in class car makers are typically using a lot less variations in commodity components such as fasteners, airbags etc. and non-commodity component systems such as steering systems and catalytic converters. One of our competitors by commonizing components across all vehicle platforms has saved $1000.00 per vehicle over five years; the same company has a goal of saving 30% in costs associated with non-component systems. One example of this savings is in the form of catalytic converters. The best in class automaker uses 5 different catalytic converters, GM uses 100. While GM makes more different models than other automakers it does not make twenty times as many as the numbers would suggest. Although this is an area beyond our control as workers, clearly this is an area that our employer, while making improvements presently, needs to focus on with more urgency moving forward. While we constantly feel the effect of the company making savings through reductions in the workforce, there is the opportunity to make tremendous savings with more prudent engineering at the onset of new model programs.

Another place where we are lacking and need improvement is with flexibility, both in capacity utilization and in the workplace. Capacity utilization is primarily the responsibility of managers and engineers of which again we have little control. We do, however, have control in using flexible practices with respect to increasing uptime and making repairs. It is in this area that we must be prepared for change in the coming years. Although we recognize our traditional lines of demarcation and continue to support them, there are areas involving incidental tasks which we as a union need to focus on in an effort to make us more attractive for new work, without which our whole region will suffer.

Copies of the aforementioned report plus other reports from the same meetings are posted in all tool trades shops for your information. Anyone requiring their own copy is asked to contact their tool trades representative.

Overtime Charge Issue
All members should be aware that if they change shifts to work midnights the week following their afternoon shift, they will be charged 16 hours even though they will not be allowed to work on the Sunday if in line to work. The one exception is if someone is forced onto the midnight shift after the week on afternoon shift. In this case there will be no charging of overtime hours for the Sunday because the force to the midnights made the member unavailable to work.

We would like to thank Brian Chemnitz and Tom Boyer for their help in the zones recently.

Trim Die Maker Extension
The union and company have signed a Memorandum of Understanding to extend the temporary Trim Die Maker assignment until October 28th 2007. This was done as a result of continued higher than anticipated GMT 900 upper control arm work load.

All active Toolmakers have already or will be canvassed for this position; this is consistent with previous times the assignment has been filled.

Proportional Valves
A Bosch Rexroth representative has just completed training for our Machine Repair trades to repair proportional valves. We also now have equipment for testing the valves after repair, which will result in additional work for our trades.

Proportional valves being used in our plants can cost over $2,700.00 each and some repairs are as simple as a cleaning or re-calibration. Repairs by our outside supplier can cost between $400.00 to over $2,000.00. Our trades now making these repairs will result in significant cost savings for our operations.

Canadian Skilled Trades council
The Canadian Skilled Trades Council met in Windsor on September 15, 16 and 17. The most prominent issue cited during the meetings was the trouble faced by Ford and the impact the announced plant closings will have on our fellow CAW members. At the same time we have our domestic auto makers struggling with the potential of huge job losses; our federal government is proposing a free trade agreement with Korea, a country that has open access to our market yet restricts our ability to export to them.

Your union is presently conducting a campaign to form a new automotive policy to ensure that countries that enjoy free access to our market purchase equivalent volumes of finished vehicles and auto parts from North America, as a condition of their continued access to our market.

The Council donated $4000.00 to the Windsor and Essex County Teen Health Centre, which works toward the development of teenagers in the area.

Line of demarcation decision
The national union has made its decision on the CNC programming dispute between Electrician and Toolmaker in the HFV6. The decision supports the position that editing of parameters which directly impact part quality (part programming/tool pathing) are the responsibility of the toolmaker classification. Furthermore the backing up of changes to such edits is also the toolmaker’s responsibility.

Editing parameters related to machine functionality is the responsibility of the electrician classification. When zeroing machines after a major component replacement, electricians will perform the initial zeroing of the machine to reestablish running condition. A toolmaker will then re-zero to the hard stops and make any adjustments necessary based on part measurement. This decision has been posted in various skilled trades shops and we encourage all trades to respect the decision and work collectively for its acceptance.

Tool Trades Demographics

Below is the demographic profile of the tool trades for September 2006, over a period of approximately 16 months we have 8 more members now with 30 plus years and 1 more over 55 years of age than in April 2005. There are 17 tool trades currently over 60 years of age.

	Trades	35 -50	50 - 55	Over 55	0-20 yrs	20-25 yrs	25-30 yrs	30 plus yrs
Mach Rep	114	59	31	24	5	41	47	21
Cutter grinder	86	44	27	15	13	35	26	12
Tool Maker	164	84	47	33	24	79	43	18
Trim Die Maker	7	3	2	2	2	4	1	0
Die Sinker	5	3	2	0	2	3	0	0
Tool Machinist	18	4	5	9	2	4	10	2
Tool & Die	3	0	2	1	0	0	0	3
Totals	397	197	116	84	48	166	127	56

Temporary Layoffs
The following temporary layoffs are currently taking place:
Glendale Central Shop, 2 Machine Repair and 3 Toolmakers returning to work on November 13th 2006
Ontario Street West, 2 Toolmakers returning to work on September 5th 2006
The Cutter Grind departments in both locations are expected to announce temporary layoff numbers soon to start in September.
Ontario Street East has declared a surplus of 2 toolmakers which could result in temporary layoffs.

Contractor Sheet for SIDI project
On August 10th 2006 the company presented the union with a contractor sheet for toolmakers, electricians and pipe fitters for weekend trades support on the HFV6 SIDI (Spark Ignition Direct Injection) project in the Glendale Plant. This HFV6 Head Line retool will be ongoing until the spring of 2007.

Presently we have sign up sheets for weekend trades support to help alleviate forced overtime in certain departments; this however has met with limited success as few people have signed up for the overtime. To assist in having our own trades utilized prior to the use of a contractor we have informed the company that they canvass machine repair in the department after all toolmakers city wide have been given the opportunity to work via the sign up sheets, doing this should lessen the need to use contract toolmakers during this installation.

Memorandum of Understanding

There has been a couple of issues raised pertaining to the MOU signed recently to allow all the Machine Repair trades the opportunity to retire with $93,300.00. The following is a brief explanation of the concerns raised and the union’s reasons for negotiating the agreement in its present form.

The most prominent issue is. Why are the new TMR’s going to be in the Machine Repair overtime group?

They are going to be in this overtime group because they will be supplementing Machine Repair and doing Machine Repair work. Without them supplementing Machine Repair we could not have negotiated the extra buyouts for Machine Repair. They also need to have overtime rights somewhere and those rights should be in the work they are performing; this is consistent with what was done when supplemental trades were used in the Trim Die Maker and Die sinker classifications. Another reason is that the union focused more on ensuring that there were adequate numbers in areas where there would otherwise be a shortage. This will reduce overtime force-ins due to inadequate coverage. It should also be noted that before the supplemental MR are entitled to overtime they need to be capable of performing the work required and they will only be capable after sufficient training.

Why are they not apprentices?

The union was unable to negotiate apprenticeships at a time when the corporation is still in the process of manpower reductions. The Ontario Street facility is faced with continuing reductions in four speed transmission volumes as six speed transmissions come on line, having supplemental trades working in Machine Repair will lessen the impact to this trade in any future reductions.

Overview

The present tool trades committee will continue to do what is necessary to keep the maximum amount of members working as is possible. Our focus will always put employment ahead of overtime; this is consistent with what we have done in the past and we believe this is what the majority of trades desire. We also understood from our members that the biggest issue with letting the rest of the Machine Repair retire was replacements, so the trade is not left short of manpower going forward.

If this agreement is successful we believe we will have the ability to have Machine Repair supplement Toolmakers if required in the future. In the end it is about keeping our members working, allowing them the opportunity to build pension credits in a work environment that is rapidly changing. While we tend to avoid change whenever possible, we have to recognize that flexible agreements similar to those we have negotiated in the past are the way to a more secure future.

Training

To ensure that the new TMR’s receive adequate training, union representative Kevin Harte, along with general supervisor Jack DeVries will determine what training is required. Kevin will be the union’s training liaison because he is a spare in his area, plus he possesses the necessary skills to guarantee that the supplemental trades receive the required training elements to be successful in their new assignments.

We wish to thank Brian Chemnitz for filling in for Earl Rodgers last week when he was on SPA.

Machine Repair Retirements
The union and management have entered into an agreement that will allow all of the Machine Repair trades that applied to retire the opportunity to do so. The agreement is in the form of a memorandum of understanding that will have up to five surplus Toolmakers supplement Machine Repair. The Toolmakers in question will not hold seniority over anyone in the Machine Repair classification as their seniority will remain in the Toolmaker classification. The Toolmakers will however be placed into the Machine Repair overtime group in the departments where they are assigned. This agreement will be in effect from April 1, 2006 for the remainder of the 2005 collective agreement.

Ontario Street Department change
Machine Repair departments SKOOI, Forge and SKOOG, Ontario Street West Service will become SKOOI, Ontario Street west and Forge as of April 1, 2006.

The canvas for the consolidation of the overtime groups in departments SKOOG and SKOOI for Machine Repair, and SKOOE for Toolmakers is complete. In the case of Machine Repair the overtime group from SKOOG will take the median of the overtime group from SKOOI. The Toolmakers from the two overtime groups in SKOOE will be taken to zero. The above mentioned overtime changes are effective April 1, 2006.

Changing work environment
With our industry facing more and more competitive pressures one way the company is responding to this pressure is by making manpower reductions. The union is tracking the manpower movements and reductions to ensure that adequate manpower remains. While we comprehend the need for efficiency, we also have to make sure we are not cut too thin, thereby not allowing us the opportunity for preventive maintenance and timely repairs on the machines and tooling we service. We will continue to meet with area managers on a regular basis to ensure that the cuts do not result in false economy in any area, which in turn could have the opposite effect to what is desired by both parties.

Tool Room Wire EDM Machine
The wire EDM machine that the company agreed to buy as part of the Tool Room flexibility agreement from June 2005 has arrived in the Ontario Street plant. When this machine is installed it will allow our trades to do work previously outsourced due to the lack of such a machine.

Meetings
I will be out of the plant for the following meetings and contractual time off. Mike Murray will be Shop Committeeperson in my absence. March 27th and 28th for Auto Council meetings in Toronto March 30th to April 5th for vacation April 6th to 9th for Skilled Trades council in Montreal The week of April 10th for SPA

RETIREMENTS
The following tool trades retirements will take place between April and December 2006.
Five (5) Cutter Grinders with a date to be determined later.
Four (4) TMAA’s in total are retiring, two on April 1, 2006 and two in July.
Sixteen (16) Toolmakers and Tool & Die makers in total will retire, twelve on April 1, 2006 and four at a date to be determined later.
One (1) Die Sinker to retire on April 1, 2006.
Twenty-five (25) Machine Repair applied for the retirement. It has been agreed that sixteen (16) will be able to retire, eleven (11) on April 1, 2006 and five (5) at a date to be determined later. The union and management are continuing discussions to determine if a solution can be found that fits both the needs of our members and the corporation, which will allow the extra Machine Repair that applied the opportunity to retire during the present retirement window.

DEPARTMENTAL CONSOLIDATION
The union and company have started discussions on the joining of trades departments in the Ontario Street facility. The departmental change consists of joining the West Service area with the Forge. This will affect the following contractual departments; SKOOG and SKOOI for Machine Repair and SKOOE for Toolmakers.

The changes for SKOOG and SKOOI will see an amalgamation of the two seniority groups which will include merging the two overtime groups as well. The union has started to canvass members of each overtime group to determine whether the new overtime group will be established with all members starting at zero hours, one group taking the median of the other or everyone maintains their hours at the time of the amalgamation.

The change for department SKOOE will simply be an amalgamation of two overtime groups. This will be done using the same criteria as mentioned in the preceding paragraph.

NIAGARA REGION SKILLED TRADES COUNCIL
An election for the Niagara region Skilled Trades Council took place on January 26, 2006 at the local CAW hall. The executive of the council were all re-elected. The council consists of the following members:
President Dave Felice
Vice Pres. Gary Martin
Financial Briane Philbrick
Rec. Sec. Malcolm Allen
Trustee Peter Barber
We wish to thank all those that attended the meeting.

UPCOMING MEETINGS
I will be out of the plant on February 15 and 16, 2006 to attend Master Skilled Trades Committee meetings in Oshawa. Mike Murray will be Shop Committeeperson in my absence.

Surplus Trades
The canvas for the Document 100 retirement incentive conducted last week is complete. The number of tool trades wishing to retire is as follows: 24 Machine Repair, 1 Die Sinker, 2 Cutter Grinders, 4 TMAA’s and 16 Toolmakers. Both trades Shop Representatives along with the Plant Chairperson will meet with Labour Relations this week to determine how many of each trade will be able to retire and the time line thereof.

Skilled Trades Training Course
We have yet to receive any applications for the Skilled Trades Training Course for February 27 to March 3, 2006. Anyone wishing to attend please see your union representative for an application. Positions are also available on the following dates:
April 3 to April 7, 2006
May 8 to May 12, 2006
June 19 to June 23, 2006
September 18 to 22, 2006
October 16 to October 20, 2006
November 20 to November 24, 2006

Lines of Demarcation dispute
The lines of demarcation dispute in the Agile area in the Glendale Plant has been resolved with a letter from the National Union. There were however some concerns with respect to procedure brought forward by Alternate Committeeperson, Kevin Harte. To resolve this procedural dispute a meeting was held, at Kevin’s request on January 6, 2006. In attendance at the meeting were Mike Murray, Kevin Harte, Plant Chairperson Gary Martin and myself. At the end of the meeting, the Plant Chairperson concluded that there were no procedural problems in the manner in which the issue was handled. I hope this clears up any confusion that may have arisen during this dispute.

New Gear Set
One bank of machines in the new gear set has arrived with more spare parts than is allowed under the Appendix “R” work ownership language. The reason for this is that the vendor sent spares for each station on each machine instead of a set of spares for each machine. This error has caused us to have several times more parts than required. The engineer for this project has committed to offload the spares not required to other locations with the same equipment, thereby generating work for our trades.

An investigation to establish if the same problem exists on any other machines is ongoing and a full report will be issued at the conclusion of the investigation. The allowable amount of spare parts is enough to last for six months after the start of production.

Overtime force-ins

For the past year and a half, several areas in the Glendale Plant have been forcing trades to work on the weekends. The union recognizes that management has the right under the Ontario Employment Standards to force workers to work 48 hours a week and therefore cannot deny them that right. The union has however attempted on numerous occasions to seek alternative solutions to alleviate the constant forced overtime.

As a way to alleviate the need for so much forced overtime, the union negotiated sign up sheets for trades in other overtime groups and departments within the Glendale Plant. Trades signing up to work on a weekend would then be available to perform work in the area where there is a shortage of available workers. Unfortunately, this has not always provided enough coverage to eliminate the force-ins. Ironically departments where trades are being forced are those that have requested temporary transfers from Ontario Street through the Summer and Autumn when their workload was heavy, or to allow them to train their people on CNC or other procedures. A large amount of trades in the Ontario Street Plant are familiar with work in these high work load areas not least because they were the temporary transfers, but there is also a large number of trades that have worked in these areas in the past.

We believe that there is mutual benefit for both management and its workforce if management utilizes the trades in Ontario Street to avoid the force-ins. It can never be a bad thing to have trades familiar with the work in a high impact area and will pay dividends when our members retire from these areas and can be backfilled with replacements familiar with the machinery and processes in place. The union will meet with management later this week to seek a solution to the excessive force-ins.

Die Shop Temporary Transfers

There are presently two Toolmakers working in the Die Shop, one as a Trim Die Maker the other as a Die Sinker. The agreements for these two positions call for both to be averaged into their Toolmaker overtime group upon their permanent return to their home group. This was done as they were working in a different classification, which is why the positions were filled by citywide canvas of all Toolmakers. In addition, while working in the new classifications they have no overtime rights as Toolmakers, only as Trim Die or Die Sinker. The agreements were originally made to address a surplus of Toolmakers in the East Service Area, Ontario Street and in turn reduce overtime in the Die Shop. These intentions are consistent with the way the Tool Trades have dealt with surpluses in the past, and will continue to do so in the future. Another reason they were removed from their original overtime group is that is was possible that if low seniority employees were forced to the jobs, they possibly would not hold sufficient seniority to return to their original groups, therefore they would be averaged into the group where they were forced. We believe the agreements were put together in the right spirit and were intended to offer fairness to all affected.

Tooling and spare parts

The union and management have agreed that a meeting will take place in December with all involved in the ordering of tooling and spare parts for the 6T70 gear project, both hourly and salary, to ensure that all work is reviewed with the tool room review committee prior to orders being placed. Recently the union has found several items from various departments which were outsourced without a review. What is most troubling from the union’s standpoint is that some of these parts were outsourced by our own members, also not having the work reviewed by the tool room review committee disallows us from the opportunity to perform work more competitively than an outside vendor, which if we are allowed to do can bring us all benefit.

Cutter Grind Issue

There has been some confusion with respect to a contractor authorization sheet signed by the union to possibly allow some hob regrinding to be outsourced for a limited amount of time. This contractor sheet was signed on November 10th 2005, and is intended to allow some hobs to be ground outside in the event that our own cutter grinders are unable to meet requirements for the 6T 70 Gear Project during its initial stages. The union upon receiving this request checked with two cutter grinders familiar with the issue to ensure there was a good understanding of why this request was being made. Both cutter grinders contacted had no issue with the request as it was made to make sure this new project has a successful launch. We hope this clears up the issue.

Group structure changes
The union and company met last Friday to discuss the upcoming changes to group structures negotiated in bargaining. For the tool trades the following changes are due to take affect early in the New Year.
Department 43450 Transfer Gear
Department 43916 V8 East Block
Department 43917 V8 Crank and 3.4 V6 Cam will all fall under SKOO5 for Toolmaker and SKOO6 for Machine Repair.
Department 43260 HFV6 Engine will remain as SKOO2 for Toolmaker and SKOO3 for Machine Repair. We will continue to meet to discuss any potential problems prior to the changes taking place to ensure that nobody is disadvantaged by these moves and make sure the transition is as smooth as possible.

Temporary Transfers
Six Toolmakers temporarily transferred to the Glendale Plant will flow back to their home departments in the following timeframe: Two will return on October 24, 2005 to the East Ontario Street service department, two will return to the Tool Room on October 31, 2005 and two will remain until the end of the year to facilitate training requirements in the Agile area. One Machine Repair temporarily transferred to HFV6 will return to Central Shop on October 24, 2005.

Canvass Temporary Layoffs Glendale
The following temporary layoffs will take place over the next three weeks:
Central Shop: 3 Machine Repair and 2 Toolmakers the weeks of October 24, 31, and November 7.
HFV6: 3 Machine Repair the weeks of October 24 and 31, plus 10 Machine Repair and 9 Toolmakers the week of November 7.
Cutter Grind: 7 Cutter Grinders for the weeks of October 24, 31 and November 7.

Tool Room
There have recently been several complaints from the night shift in the Tool Room about the lack of overtime and confusion over the agreement for the Tool Room signed on June 9, 2005. This agreement was signed to maintain employment in the department and help it become more competitive, this in turn enhances job security in the future. It was never signed to enhance overtime opportunities. Part of the agreement established a review committee of hourly and salary personnel to review work and choose what is best suited for the department. This allows the Tool Room the ability to choose work which wasn’t customarily performed prior the agreement to avoid layoffs when work is in short supply. It also allows the company the right to outsource some work that we are not as competitive at performing. This is beneficial for both the union and the company as it increases our member’s job security while giving the department the ability to reduce its structural costs and become more competitive.

The Tool Room has recently, or is in the process of reverse engineering tooling that wasn’t previously performed due to a lack of prints or claims of proprietary by vendors. Having the ability to move into this work when required again strengthens the job security of our members. One problem we are having is that some engineers still are not reviewing work with the Tool Room prior to ordering from vendors due to their claim that it was not customarily performed. What these engineers do not understand is that they are disallowing the Tool Room the opportunity to transition into more competitive work, as some of the tooling they are outsourcing could in fact be made cheaper in house. Management is taking steps to rein in these individuals as their actions can increase the overall cost of the tooling used in our plants.

Christmas Bonus
The annual bonus of $1,700 will be paid with the pay ending December 4, 2005.

For the past several weeks the union and management have been discussing a Memorandum of Understanding that will help in maintaining full employment in the tool trades plus give the Main Tool Room the ability to concentrate on work it is more cost effective at performing. This memorandum will give recognition that there is work that is presently being outsourced that could be done cheaper in house, yet is remaining outside due to the stringent nature of the Appendix “R” language.

The memorandum will not erode any work ownership rights with respect to the layoff and recall section of Appendix “R”; it will however move the needle on full utilization. It will also give the Tool Room the ability to bring in house work not customarily performed when customarily performed work is in short supply, with the express understanding that when there is sufficient work to sustain employment for our trades, that same work can again be outsourced.

The challenge ahead

With Tuesdays' announcement of 25,000 job losses in the United States comes a large challenge for bargaining a new contract this September. Some of the difficulties we face cannot be understated. In an economic overview meeting on Monday in Toronto, National President Buzz Hargrove announced that the Big 3 will be coming after the Union on health care costs, specifically drugs and semi private hospital care, plus they have already announced they don’t want any more six year pension agreements. The companies are also pointing out that overall the Japanese transplant facilities are $8 an hour cheaper than the Big 3.

Our challenge is compounded further with the almost constant loss of market share experienced by General Motors in the United States, six percent since 1996 and the under utilization of our Ontario Street facility. Problems such as health care costs in the United States are placing a burden of $1,500.00 US per vehicle; the comparable amount in Canada is $120.00 US per vehicle. This burden greatly restricts the amount GM has available for research and development and capital spending. In 2004 GM spent $7 billion compared to Toyota’s $15 billion on R & D and capital spending.

Meetings

Week of June 6th 2005, CAW Big 3 bargaining meetings in Toronto
June 24th to 26th 2005, Canadian Skilled Trades Council in Halifax
June 27th 28th and 29th Master Bargaining Committee meetings in London
July 19th GM and CAW open bargaining in Toronto

Mike Murray will be Shop Committeeperson in my absence

Fourth Step Grievances

Fourth step grievance meetings will be held in St. Catharines on June 13th and 14th 2005

Issued by: Peter Barber, Tool Trades Shop committeeperson
On behalf of: Mike Murray, Kevin Harte and Earl Rodgers

Layoff numbers
The breakdown of the surplus of tool trades manpower is as follows:
22 Toolmakers
5 Machine Repair
3 TMAA

Layoff notices for the surplus will be issued the first week of May with the notices taking effect on May 9, 2005. All notices are for 8 weeks.

We are having ongoing meetings with management with the intent of seeking opportunities where overtime can be converted to employment; this approach is consistent with what we have done in returning laid off tool trades to work in the past. As a tool trades committee we will continue to commit to a strategy that puts employment ahead of overtime.

Tool Trades Buyouts
The final number for buyouts in the tool trades is 27, they consist of: 12 Machine Repair, 8 Toolmaker, 5 TMAA and 2 Tool & Die We wish all those that have taken this opportunity to retire; health and happiness for the future.

Future Challenges
As we head into bargaining we face a significant challenge with respect to manpower as transmission volumes decrease and the company adjusts to its present market share. We will confront this issue by outlining the benefits to the company of keeping a tradesperson working as opposed to being on layoff. A point in our favour is the fact that there is a considerable cost borne by the company for the first 2 years of layoff due to SUB and health benefits. We will continue to seek common ground where there is a benefit for both our members and the company as we move forward and attempt to maintain full employment in the tool trades.
The chart below demonstrates that there is opportunity for a significant amount of retirements over the next couple of years. Of the three tool trades classifications with surpluses there are 22 members who are in their 60th year or over. These points all need to be taken into consideration before any layoff takes place.

Temporary layoff numbers

All layoffs commence on April 4, 2005
Engine Plant:
GEN 3 3 Machine Repair to May 30, 2005
Central Shop 1 Toolmaker to June 27, 2005
1 Machine Repair to May 2, 2005
Cutter Grind 3 Cutter Grind to June 27, 2005

Ontario Street Plant: Die Shop 2 TMAA’s 1 returning to work May 2, 2005, 1 on June 27, 2005
Forge Machine Rep. 4 Machine Repair returning to work on June 27, 2005
East Service 4 Machine Repair and 5 Toolmakers returning to work on June 27, 2005
Cutter Grind 3 Cutter Grinders returning to work on June 27, 2005
Tool Room 15 Toolmakers and 1 TMAA returning to work on June 27, 2005

Lines of demarcation dispute

There has been an ongoing dispute surrounding CNC programming between Electricians and Toolmakers in the High Feature V6 area of the Engine Plant, which the two trades shop committee people were unable to resolve. After several attempts to find a satisfactory solution management issued a statement on who is responsible for the work in question. While we do not completely agree with the disposition of management, we feel that they have presented a workable solution to a highly contentious issue, which we have agreed to follow in the best interests of all parties involved.

The dispute is now part of the grievance procedure as the maintenance committeeperson for the area has submitted a grievance disputing management’s decision. It has to be understood that the tool trades do not want to do any electrical work. The work in dispute is the programming of machining centers; our toolmakers have been programming CNC machines since their introduction into the St. Catharines operations.

The responsibility of electricians with respect to machine tools is to do with machine functionality. Not with the shape of the product being formed, fabricated or cut, this is the responsibility of the tool trades. Furthermore the CAW job guidelines for lines of demarcation of the skilled trades state under the heading of toolmaker that they program point-to-point and continuous path CNC machines.

We believe that CNC is a shared domain; electronic impulses have replaced mechanical movement. This is why all tool trades classifications presently program CNC machines in various capacities in the Engine and Ontario Street plants. When the machine doesn’t run or function as it is supposed to the tool trades will give the electricians a call. Until then we will do our jobs, jobs we have been trained for, jobs that we will continue to do regardless of a change in technology because that is what is beneficial for all parties.

Issued by: Peter Barber, Tool Trades Shop Committeeperson On behalf Mike Murray, Kevin Harte and Earl Rodgers

Inverse Temporary Layoffs

Currently the Components Plant has the following inverse temporary layoffs:
Forge Die Shop: 1 TMAA and 1 Die Sinker
Forge Machine Repair: 4 Machine Repair
East Side Service: 7 Toolmakers and 2 Machine Repair
West Side Service: 3 Machine Repair

All of the above layoffs will end at the Christmas holiday period except for 1 Machine Repair from the East Side Service who will return to work on December 20.
Cutter Grind: 1 Cutter Grinder returning to work on December 20.
There will be a new 13-week layoff starting the first week of January 2005. At the time of writing the breakdown of trades was not known, as it is subject to an inverse voluntary canvas.

Canadian Skilled Trades Council

On the weekend of November 20th and 21st the CAW Canadian Skilled Trades Council met in Niagara Falls. Two issues that captured the most attention were pensions and apprenticeships.

On pensions, plenty of discussion surrounded the issue of insufficient funding of corporate pensions and the necessity of increasing funding of these schemes to safe levels. This is a very important subject for us all, so after a lifetime of working a retiree is not faced with a reduction of benefit due to under funding by the employer.

Apprenticeships were also given a lot of consideration. Unfortunately, as a council we continue to argue for apprenticeships but contradict our fight by wanting full utilization at the same time. Full utilization in some cases meaning 12 hour shifts, seven days a week. We will never be successful in creating work for the youth of our communities if we insist on having the right to have one person do the work of more than one.

A donation of $4,000.00 was given to the Metro Niagara Service Club. This organization is currently raising money to build “Vision House”. It is to be built to house cerebral palsy victims from the area.

Seniority Issue

We presently have some problems with shift preference in the Cutter Grind department in the Engine Plant and the East Side Service Shop in the Components Plant. Unfortunately, these problems are not generated by management, but by a few lower seniority members’ lack of respect and understanding for seniority.

We have and will continue to give shift preference privileges to those with the greater seniority. Where the language is silent on an issue with respect to shift preference, we will attempt to reach agreements with management to give more privileges to those with the highest seniority.

It is extremely shortsighted view to argue against the merits of seniority, as those that do will one day attain a high seniority status and then expect all the rights and privileges that they now wish to deny others.

The following dates have been allocated for the 2005 CAW Skilled Trades Training Course at the Port Elgin Family Education Centre.

Local 199 has again been allocated 8 places for each week. Four places are for maintenance trades and four places for the tool trades.

February 28th - March 4th

April 11th - April 15th

May 9th - May 13th

June 13th - June 17th

October 17th - October 21st

November 14th - November 18th

There is no date set for September 2005 due to bargaining.

Any Trades wishing to attend the course please submit your name to your skilled trades representatives.

Below is the demographic profile of the Tool Trades for September 2004:

Cutter grinder apprentices are included in the cutter grinder numbers and the toolmaker total includes red circles.

According to the chart totals in five years, 216 tool trades will be eligible to retire with over 30 years of service, with 229 tool trades being 55 years of age or older.

Currently we have inverse temporary layoffs 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.

In the Engine Plant there has been a long standing dispute regarding the use of CNC controls on production lines. The issue surrounds which trade has the responsibility for program changes, updates, inputs etc. on equipment using CNC controls. Your tool trades representatives believe that when technology changes the method of work, the trade that performed the work prior to the technology change will continue to do the work using the new method. This is consistent with CAW national guidelines. In following this line of thinking, we have been successful in having members from every tool trades classification trained to some degree of proficiency using CNC controls. This has been done to give all the tool trades the opportunity to continue to perform their work as technology changes.

We further believe that CNC controls are tools to be used by different trades or production personnel depending on what work is being performed. It is a tool, no different from a wrench, screwdriver or laptop computer. It is how the tool is used that determines its user.

As the workplace changes with the introduction of new technologies and work practices, it is important that we all work together to ensure success for the St. Catharines operations for all. The Trades Shop Committee will meet with management shortly to attempt to resolve the issues surrounding CNC controls.

We wish to thank all the members that helped support the picket or participated in the September 18th rally at the Ed Learn Ford dealership on Ontario Street. A new collective agreement has now been reached which was ratified on October 12th 2004.

We wish to welcome back the remaining laid off tool trades journeypersons who are starting a cutter grinding apprenticeship today. If you have any questions regarding your new assignment do not hesitate to call for your union representative.

Recently the union has compiled information on some tooling and machine parts that are considered proprietary by machine tool vendors. By randomly picking parts from the shelves in the main engine plant stores we discovered that the company is continuing to be overcharged by allowing vendors to hide behind the veil of proprietary when it comes to spare parts.

One such item is a precision lock nut. It is being bought from Comau for the price of $155.68. After making some enquiries we found that the same item is available from a catalogue for $79.35. Under Appendix “R” we do not have work ownership on catalogue items such as the lock nut so there is no gain in the amount of work for our trades. We do however expect that management would not allow a corporation to charge them twice as much for a product by just putting it in a plastic bag with Comau printed on the outside, especially when we are constantly being informed of the cost pressures we face in today’s industrial environment.

Another item is from Alfing Corporation. This is a piece of 5mm x 35mm cold rolled steel, approximately 60mm long with three drilled holes. GM is paying $430.70 for this piece. To add insult to injury this piece is not even precision made, the sides are stock size and both ends rough machined. An additional item is a pin 5mm in diameter x 18mm long with two snap ring grooves at a cost of $157.48. The union expects that this kind of abuse be stopped and the work be assigned to our trades where it can be done more cost effectively.

On the weekend of August 21st and 22nd the CAW Canadian Skilled Trades Council met in North Bay. A large part of the discussions surrounded the need for government, industry and colleges to deliver effective apprenticeship programs. A skilled workforce is critical for the success of the automotive industry in Canada, plus apprenticeships will give the youth of our country the opportunity to enter interesting careers in higher paid industries.

According to an Automotive Parts Manufacturers Association survey in 2002, by 2012 over 30% of the existing skilled workforce will be eligible to retire. Also a survey by the Ontario Chamber of Commerce in 2003 stated that in 15 years 52% of skilled trades people are expected to retire. Without some forward thinking our plants will be hard pressed to compete for new work in the future without sufficient adequately trained skilled workers.

The council made a donation of $3000.00 to the North Bay and surrounding area AIDS Committee on behalf of all CAW skilled trades.

Members of local 199 at Ed Learn Ford have been on strike since August 5th 2004, they are fighting to stop a significant roll back in wages and benefits. If any members are prepared to join them on the picket line for a short time it will be greatly appreciated by these workers. This is currently the only strike in Canada by workers represented by the CAW.

There will be a general wage increase of 2% on September 20th and a cost of living increase of 32 cents the first full week of September.

I will be out of the plant for the following meetings. Mike Murray will be acting Shop Committeeperson in my absence.

September 27th and 28th for Master Skilled Trades meetings in St. Catharines.

September 29th and 30th for GM/CAW Council in Niagara Falls.

The total cost of overtime worked to date in departments where TMAA’s have recall rights is approaching $600,000.00. There has been at least 1295 overtime shifts worked so far this year. The chart below displays the totals by department. All of this overtime is being worked while two TMAA’s remain on layoff. This is a situation that the union considers unacceptable, and will continue to monitor overtime in an attempt to have members recalled who are presently laid off.

Both the Tool Trades and the Maintenance Trades representatives will continue to put forth arguments that recognize work ownership language is primarily for employment opportunities and not primarily for overtime opportunities.

Due to a reduction of transmission components volumes, there are inverse temporary layoffs from the East Side of the Components Plant. Presently seven Machine Repair are laid off and will return to work on June 28th, 2004. There was also supposed to be eight Toolmakers laid off, but these layoffs were cancelled and the surplus Toolmakers were sent to the Tool Room. They are also due to return to their department on June 28th.

On April 26th & 27th CAW Auto Council meetings were held in Toronto. On the 26th Ron Harbour of Harbour & Associates gave a presentation on the North American automotive industry. Harbour & Associates are automotive consultants who measure productivity performance in the industry.

On April 27th Morgan Stanley automotive analyst, Stephen Girsky presented an overview of the global automobile industry with an emphasis on where the Big Three stand in relation to the industry.

For those interested, hard copies of the presentations are available in the Tool Trades shops or by contacting your Tool Trades representative.

There will be a cost of living increase of 18 cents in June. The new cost of living rate will now be $1.05.

The union is currently in discussions with labour relations in an attempt to find a resolve to the remaining tool trades presently laid off. An issue that has complicated these discussions is a surplus of three toolmakers in the East Service Department in the Components Plant. Both parties will continue to work closely to seek a resolve that fits the needs of both the union and the company.

Last month the union published a chart displaying the overtime totals for the Tool Room and the Die Shop. The following chart displays that the amount of overtime in both areas is remaining steady, thereby adding to the union’s argument to recall the remaining tool trades presently on layoff.

Department                      Saturday                  Sunday
Tool Room                    652 shifts              95 shifts
Die Shop                      181 shifts              64 shifts

The total cost this year of the overtime worked in both departments is $448,932.00. This figure is based on the toolmaker rate of pay. It does not include the last cola increase or the higher rates paid to lead hands.

To assist in having our remaining laid off members recalled, we will continue to track overtime in departments where TMAA’s have recall rights.

On the weekend of March 27th and 28th the Canadian Skilled Trades Council met in Kitchener. The need for an auto policy to protect Canadian auto jobs was a prominent part of the discussions. The coming skilled trades shortage and lack of new apprenticeship opportunities was again a major issue.

The Council made a donation of $4000.00 to the Kitchener Working Centre. This organization helps the needy of the area, plus seeks to give individuals and groups the ability to become active participants in their community.

On May 6th and 7th the Master Skilled Trades Committee will meet in Oshawa. An important topic being discussed will be the Corporations vision with respect to WFG. This is an important issue for St. Catharines as our Tool Room and Construction trades fall under the WFG part of the business. An issue left over from our last meeting will also be raised. This issue surrounds the high prices GM pays for certain machined items when they allow vendors to hold them to ransom by not supplying prints.

There is still a requirement for two people in the Die Shop in the Components plant. The company is saying they will fill this requirement with TMAA’s from the Tool Room. We have informed management that this year alone the Tool Room and Die Shop have worked the following amounts of overtime.

Department     Saturday     Sunday
Tool Room       440 shifts      95 shifts
Die Shop        119 shifts       43 shifts

It is obvious from these figures that both departments have the ability to absorb the two TMAA’s that are currently laid off. TMAA’s have recall rights to both departments.

If the company does move two people from the Tool Room to the Die Shop, the amount of overtime worked in the Tool Room will increase by 10 shifts per week. This situation is offensive to the union. It should also be unacceptable to management in the Tool Room, as the overall cost to the department will increase with the extra overtime being worked.

The total cost of the overtime worked to date in both departments is $320,000.00. This figure is based on the Toolmaker rate of pay and does not include any extension of shift overtime that has been worked.

The tooling and machine parts review being conducted in both the Engine and Components plants has identified approximately 340 items, these parts cannot be made in-house due to a lack of blueprints. The union has requested prints through the engineers in the affected areas.

If the vendors of the parts refuse to supply the prints, the items in question will become part of the issue that is being fought with policy grievance #84807. This grievance is currently waiting for an answer at the fourth step of the grievance procedure.

I will be out of the plant for the following meetings and contractual time off. Mike Murray will be acting Shop Committeeperson in my absence.

March 26th for a half day to attend Skilled Trades Council.
April 8th to 18th for SPA and vacation.
April 26th and 27th for Auto Council meetings in Toronto.
May 6th and 7th for Master Skilled Trades Meeting in Oshawa.

On Thursday February 12th, the Master Skilled Trades Committee met with Divisional Labour Relations in Oshawa to discuss issues of concern to the skilled trades. One issue brought forward by the St. Catharines tool trades was the large number of items considered customarily performed under the review process which we are unable to make, as we have no detail prints. The Master Skilled Trades Committee, consisting of CAW representatives from St. Catharines, Oshawa, Windsor & London informed the company that the lack of a detail print to make a customarily performed tool or machine part, does not exclude the company from the work ownership provisions of the Master Agreement.

The Master Agreement clearly states that the concept of work ownership under the language is specific to work that our skilled trades classifications performed in a specific operation in a community at the point in time the language was negotiated. The parties have used the term “customarily performed” to define this work. The tool trades have a grievance at the fourth step of the grievance procedure to strengthen our position on this issue, plus seek a definition of proprietary.

The union also presented a series of photographs, with attached pricing information that showed the company, aside from not complying with the work ownership language, are being irresponsible to allow vendors to charge exorbitant prices for some tooling and machine parts. One item in particular, was a small bushing costing $750.00. Obviously the “General” is becoming more like the military every day.

Divisional Labour Relations acknowledged that GM purchasing needs to do more to ensure that we obtain all required prints when purchasing equipment, and suggested that a representative from Worldwide Purchasing Canada visit St. Catharines to investigate the issue. When this visit takes place, the Chairperson of the Master Skilled Committee and I will put on a presentation to demonstrate that, not only do these purchases not conform to Appendix “R” but also the corporation can realize a substantial savings by having our trades perform the work.

Other issues discussed at the meeting were replacements for time off and the need for apprentices. Gary Martin spoke on problems surrounding a material change denying millwrights and welders the ability to make crossovers on the assembly line in the Engine Plant. The issue of contractors being used in an emergency was also brought forward.

Also present at the meeting were Chairperson, Doug Orr and President Ron McIntosh. It has been very beneficial for the trades that two of our highest ranking officers make the effort to attend these meetings as their presence adds strength to any message delivered.

The Union is asking all service trades to observe if parts being used for repairs are outsourced parts. If they are suspected of being outsourced, call your union representative. This will speed up the review of our tooling and machine parts by giving us the ability to request prints from the engineering group as soon as items are identified.

TMAA Recall

There is to be a recall of 3 TMAA’s. This recall is the result of extra connecting rod volume coming to the forge from the American Axle forge in Tonawanda. Our forge is taking over all the volume for the 3.1 liter and 3.4 liter engines, which will make our plant the sole supplier of these connecting rod forgings.

The volume increase is the result of negotiations conducted with the company by Chairperson, Doug Orr and Shop Committeeperson, Terry White. The TMAA’s will start back to work in February or early March. The union and the company are continuing to have dialogue to resolve the issue of the remaining TMAA’s on layoff.

Skilled Trades Replacements Challenge

We have finally obtained the skilled trades replacement numbers for the service areas in both the Engine Plant and the Components Plant. The extra personnel the company needs to carry should amount to a total that will allow our trades to take all of their vacation time, plus SPA. There also needs to be an amount for sickness.

The amount that management claims they have for replacements is insufficient when you consider the following two points. Members of an aging workforce are more likely to take their full vacation allotment, and there is also the possibility of having more time off due to sickness.

At Master Skilled Trades Committee meetings in Oshawa on February 11th and 12th the union will put forth arguments for workable replacement numbers. If the union is successful at convincing the corporation to run with realistic skilled trades replacement numbers, retraining opportunities for laid off trades could result where there is a need. Conversely, if the company continues to run leaner and leaner, our ability to take vacation when we want could be compromised.

The Union is still waiting for the replacement numbers from the WFG part of the operation.

In December members of the Niagara Skilled Trades Council attended Canadian Skilled Trades meetings in Toronto. An issue prominent during the meetings was the need for new apprentices in Canadian workplaces, plus the challenge of promoting women to consider non-traditional fields of work in the skilled trades. Currently our school system puts very little emphasis on preparing students for careers in the skilled trades.

During the meetings there was a CAW women’s skilled trades awareness presentation. This presentation highlighted what is being done to bring awareness to female students and schoolteachers about careers in the skilled trades, plus break down some of the misconceptions that bundle skilled trades as outdated jobs in smokestack industries.

Other issues prominent during the meetings were the under-funding of company pension plans, as well as the assault on skilled trades classifications in all industries. As happens at all Canadian Skilled Trades meetings a donation is made to a local charity. This time a donation of $4,000.00 was given to Covenant House. Other St. Catharines delegates attending the meeting were as follows: Dave Felice, Gary Martin, Briane Philbrick and Malcolm Allen.

The Council now has a web site. The address is www.cawlocal.ca/skilledtradescouncil

Engine Plant Appendix “R” Update

The updated results of the review are as follows:
Total items to be reviewed 3,928
Items reviewed to date 2,777
Items considered internal make 1,874

Of the above items there are 243 items that are the subject of a grievance at fourth step of the grievance procedure. We are unable to get prints to make these items due to the vendor claiming thatthe parts are proprietary.

Components Plant Appendix “R” Update

Total items to be reviewed 1,315
Items reviewed to date 239
Items considered internal make 115

The above items are in various stages of having paperwork changed to ensure that the work stays in house. The total items to be reviewed is less than was reported in the November Shop Report. The reason for the change is that the figure reported in November included tooling from the Met Form area of the Components Plant. The union and company originally agreed this tooling was not customarily performed during 1999 bargaining. In 2002 bargaining the union and company agreed to a review of the tooling in the Components Plant. This agreement excluded the area mentioned above.

Master Skilled Trades

In February the GM Master Skilled Trades committee will meet in Oshawa. Issues to be discussed will include vendor’s claims of certain items to be proprietary, thereby excluding our trades from performing work, plus the need for skilled trades replacements for contractual time off.

Issued by: Peter Barber, Tool Trades Shop Committeeperson
On behalf of: Mike Murray, Kevin Harte and Earl Rodgers

The following dates have been allocated for the 2004 CAW skilled trades training course at Port Elgin Family Education Center.

Local 199 has been allocated 8 places for each course. The tool trades will use 4 places and the maintenance trades 4.

February 23rd - February 27th

March 29th - April 2nd

May 10th - May 14th

June 21st - June 25th

September 20th - September 24th

October 18th - October 22nd

November 15th - November 19th

Any trades wishing to attend one of the weeks listed above, please submit your name to one of the following skilled trades representatives.

Tool Trades
Peter Barber
Mike Murray
Kevin Harte
Earl Rodgers

Maintenance Trades
Gary Martin
Mark O'Connor
Rich Moore
Ron Brunner

We wish everyone a Happy Christmas and New Year.

Engine Plant Appendix “R” Update
The progress of the Appendix “R” review in the Engine Plant is as follows:
Total items to be reviewed                      3,928
Items reviewed to date                          2,599
Items considered internal make                 1,714

Components Plant Appendix “R” Update
The progress of the appendix “R” review in the Components Plant is as follows: Total items to be reviewed           1,638
Items reviewed to date                             144
Items considered internal make                    85
  

Proportional Valves
In the Engine Plant the union and the company have worked closely to make possible the repair of proportional valves. Previously our machine repair trades were not able to make the repairs due to the lack of test equipment, we are now close to having a test stand complete, which will result in additional work for our trades, plus cost savings for the company. This work further strengthens the argument for machine repair apprentices.

Tool Room
The union has recently become aware of criticism surrounding the cost of some tooling made in the tool room. If some costs appear higher when made internally, than with a vendor, it is not through a lack of effort by your union to increase the efficiency of this department. We have continually put forth arguments to update equipment, or add manpower to reduce costs and increase throughput.

One area where the department is at a considerable disadvantage is management’s inability to communicate the need for efficient order quantities. When orders are made with an insufficient quantity to break even, the unit price incurs a huge burden from set up. For example if 5 parts are ordered that take 2 hours to set up, then have a cycle time of 30 minutes per part. Each part will incur a set up cost of 24 minutes. This increases the unit cost by 80%.

With communication to establish yearly use quantities, the piece cost can be reduced considerably. This may require the Tool Room to store parts until required, which is exactly what is required of vendors, thereby giving them an advantage. The union wants nothing less than the tool room to make tooling in the most efficient manner possible.

Christmas Bonus
The $1,500 yearly special payment will be included in the pay ending December 7, 2003.

Upcoming Meetings
December 5th to December 7th 2003, CAW Skilled Trades Council
December 8th to December 10th 2003, GM/CAW Council. Kevin Harte will be acting Shop Committeeperson in my absence, as Mike Murray is acting Chairperson.

Since January the union has kept a record of overtime worked in areas where TMAAs have recall rights. To date the total cost of overtime in the Tool Room is approaching $1,200,000.00. This overtime has been worked while we still have 5 TMAAs on layoff.

The union has on a weekly basis put forward the case to bring back the laid off TMAAs. The $1.2 million cost is the equivalent of employing 10 people.

On Friday 31st October the union told John Hoar that management should be ashamed of itself for allowing so much overtime when there were still members laid off. His response was an arrogant one, “I can still sleep at night.” The union is deeply offended by this type of comment as it shows a total disregard for our laid off workers.

This manager continually displays total disrespect for all workers in the Tool Room by arguing against work being done in his department, and in doing so shows a lack of understanding of the work ownership language that the union negotiated in 1996.

Unfortunately for all of us as workers, this individual is also showing how incompetent he is as a manager by continuing to produce tooling at a higher cost than is necessary.

The cost per hour for a TMAA in the Tool Room is $55.00 benefits included. $55 x 44 (the number of weeks worked this year) x 40 (hours per week) = $96,800. Multiply $96,800 by 5 (the number of laid off workers) = $484,000.

If the 5 TMAAs were recalled in January, to date they would have worked 1,100 shifts. This is arrived at by multiplying 5 TMAAs by 44 weeks to equal 220, multiply that figure by 5 shifts per week to equal 1,100.

The same total of shifts worked on overtime during the first 14 weeks of the year have cost the department $525,973.

Had the Tool Room recalled the laid off TMAAs, this manager would have saved his department $42,000. Management relentlessly pushes the issue of cost savings as a means of staying competitive; yet fail to recognize cost savings when it is convenient to ignore them.

The Components Plant Manager issues memos to encourage everyone to switch off lights in an effort to reduce costs. All the while John Hoar continues to burn money with reckless abandon.

Last month information was distributed on the demographics in the Tool Trades. This information is intended to highlight the situation the company is facing in five years time with a shortage of skilled workers. Of particular concern is the classification of Machine Repair. This classification potentially could lose half of its numbers in the next five years, leading to an inability to conduct repairs on equipment.

In the Forge area of the Components Plant we already have a shortage of experience due to members retiring over the last 6 years with a total of 300 years of service. This problem could have been avoided with a plan to have apprentices in the system prior to these members retiring.

The union is constantly reminding management of their need for apprentices as the problems facing Machine Repair will be duplicated in other trades classifications soon. These shortages are also affecting our ability to keep trades in some of the support areas in our plants, such as the Central Shop in the Engine Plant and the Tool Room in the Components Plant, where management views them as labour pools to support service.

At a Master Skilled Trades meeting in September, all locals in the GM chain delivered the same message as above to Divisional Labour Relations. This message further highlighted that as our workforce gains more seniority, they have more vacation allowance and are inclined to take the time off, plus the acceptance rates for overtime tend to decrease. Without apprentices in the system now GM’s ability to maintain an efficient operation in St. Catharines could be compromised.

On a broader perspective both the union and company owe it to the youth in the communities in which we live to give opportunities for apprenticeships. Presently those seeking a career in a trade are forced to move away from family and friends to other communities. Apprenticeships will also give us retraining opportunities for trades on layoff.

In 2002 the apprenticeship language was discussed at length. Language was subsequently changed at bargaining to deal with everyone’s needs by giving retraining opportunities alongside the ability to introduce youth into the plants, in turn helping to secure the future of our workplaces and community.

Transmission

Production areas in the Transmission area of the Components Plant are currently going through turmoil in the form of work re-engineering. Our workforce is astute enough to recognize that there will be changes as new work arrives. Conversely management must recognize that some changes are unwarranted. The union will resist changes that are unwarranted. As skilled trades we need to continue to support our production union leadership and workforce, as they work towards resolving this contentious issue.

Tool Trades Shop Report

The following is a profile of the tool trades demographics in St. Catharines. No attrition is factored into these figures.