Local 1268
Welcome
To the UAW 1268 Website
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Local 1268
Welcome To the UAW 1268 Website |
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Q. What is the current Attendance policy? Q. How do I get paid for Jury Duty? Q. How do I get an event posted on this website? Q: What is the SWW, and how does it work? Q. Where are our union bulletin boards located? Q. What the heck is the WEINGARTEN RULE? Q. What happens at a Membership Meeting? Q. What are our PAID NEGOTIATED holidays? Q. I’ve recently filed a grievance, what is the procedure after filing? Q . I don’t understand the Bereavement Policy, could someone explain this better?
U.A.W Hourly Employee Tardy &
Absentee Procedures
Local Tardy Procedure-Effective January 1st, 2006
**An employee will be placed in Step 1 of the procedure upon their sixth
tardy whether excused or unexcused within a rolling six(6) month period.
**The employee will progress to the next step of the procedure with each
additional unexcused tardy occurrence within 60 days.
**An employee who is in the tardy procedure who has not been tardy for at
least 60 days of active employment, shall repeat their current step of the
procedure upon their next unexcused tardy.
**An employee will fully recover if they have not had an unexcused tardy for
a 6 month period of active employment.
** A tardy that is pre-excused with 4.0 hours of PAA time shall not count
nor progress the employee to the next tardy step in the procedure.
TARDY PROCEDURE (ROLLING 6 MONTHS)
STEP ONE(6th TARDY)----------Written Warning
STEP TWO--------------------------Five Day DLO
STEP THREE-----------------------Ten Day DLO
STEP FOUR-------------------------Fifteen Day DLO
STEP FIVE--------------------------DISCHARGE
NEW UAW ABSENTEEISM PROCEDURE
Note: This Procedure Does Not Apply To Toledo North Assembly Plant
Employees
New Absenteeism Procedure Fact Sheet
WHAT? A revised absenteeism
procedure for U.S. hourly UAW represented employees.
WHY? A revised absenteeism procedure
was created in an effort to streamline the current process and improve
absenteeism levels within Chrysler Group’s Manufacturing.
WHEN? To be implemented Jan. 2004
CHANGES? Employees will receive
written warnings on the 5th and 6th excused or
unexcused occurrences (versus 9th in the old procedure).
In-depth counseling between the employee and the attendance counselor
will occur at the 7th occurrence. Eighth occurrence will
result in a 30 day DLO.
**This initiates a locked 12 month recovery period effective from the
return to work date from the DLO.
Procedure Flow Chart
Ninth Occurrence:
* One (1) unexcused in the locked recovery period will result in
discharge.
OR
* Seven (7) excused occurrences in the locked recovery period will
result in a subsequent thirty (30) day DLO. A new locked 12 month
recovery period is initiated as of the return to work date from the DLO.
THEN
* One (1) unexcused in the new locked recovery period will result in
discharge.
* Seven (7) excused occurrences in the new locked recovery period will
result in the situation being elevated to the National Attendance
Council for review and disposition.
The same “counter absences” apply to the new procedure (refer to M-8 in
the Collective Bargaining Agreement for full description
Jury Duty When you receive a letter (a summons) with a date and time you need to serve you can give a photocopy of this letter to your supervisor or just tell him/her what date you will be missing and why. In the letter you receive from the courts (the summons) there will be a number to call after 5pm the night before you are to appear for jury duty. If you call this number and they tell you that you are no longer needed, you MUST show up for work! If you are told by the recording that you are still to appear for jury duty, you must then call the company attendance line and tell them that you will be absent due to jury duty. Yes, even though you have already told your supervisor. Before you leave from jury duty, they will pass out $10.00 checks to everyone. Unless the company rules change, you can cash the check and keep the money for yourself, but Chrysler needs the check stub to prove you really did serve. Make sure you turn in the check stub before the end of that weeks pay period or they might refuse you payment. You should keep a photocopy for your own records.
A: SWW is an abbreviation for Short Work Week. It is a benefit for seniority employees and a benefit that Enhanced Employees will acquire after one (1) year of service. Section two (2) page twenty-one (21) of your Exhibits to the Production, Maintenance & Parts Depot guide reads “The Automatic Short Week Benefit payable to any eligible Employee for any Week beginning on or after September 29 2003, shall be an amount equal to the product of the number by which 40 exceeds his Compensated or Available Hours, *counted to the nearest tenth of an hour multiplied by 80% of his Base Hourly Rate as to an Hourly Employee.” In lay mans terms, this means that your base rate multiplied by 80% is your hourly rate when applied to SWW hours. However, if you work a scheduled Saturday, this overtime will be deducted from your SWW benefits hour for hour. Hence, if you have five (5) hours of SWW coming to you and you work six (6) hours on the scheduled Saturday included in that pay period, you will lose your five (5) hours of SWW. If you work ten (10) hours Monday through Wednesday and short shift Thursday and Friday you will again lose the SWW hour for hour. If you short shift all week and are asked for voluntary overtime on that Saturday, you will lose up to two (2) hours of your SWW benefit. This also does include nine (9) hour schedules, if you work a nine (9) hour schedule through the week and short shift one (1) day, the overtime worked before the SWW will claim your hours of SWW hour for hour.
Where can I (as a Chrysler Employee) find Local 1268 updates and information? Look On The UAW 1268 Bulletin Boards For: **Bylaw Changes **Upcoming Elections **Election Nominations **Election Results **Time/Date of Membership Meeting Look For The Boards At These Locations: **West Entrance B-2 **Stamping G.9 56 **Body Shop S-14 **West Cafeteria **Powerhouse **Body Shop K-35 **East Entrance C-43 **Paint Shop Cafeteria **Fascia B-53 **East Cafeteria **Trim Break Areas H-23 & J-13 Upstairs **3400 Building **Chassis Break Area D-36 Get All Other Information: **Union Voice Publication **Fundraisers **Committee Events **Classes **All Relevant Leaflets From Blue Boxes By These Doors: 9190---B-1 Paint--W-03 Trim--B-43 Chassis--A28 ˝ Body Shop--T-5 and T-49 Stamping--R-58, G-6 53 and G-6 57 If for any reason you seem to think your areas are not receiving these postings and or leaflets please contact the hall @ 544-2111 or you may send an email to either of the Administrators of this site.
THE WEINGARTEN RULEAn Employee's Right to Representation WEINGARTEN RIGHTS An employee may be represented by the union at an investigatory interview with his or her supervisor when the employee reasonably believes that the interview may lead to a disciplinary action. U.S. Supreme Court ruling: The rights of employees regarding the presence of union representatives during investigatory interviews were announced by the U.S. Supreme Court in 1975 in NLRB v. J. Weingarten, Inc. Since that case involved a clerk being investigated by the Weingarten Company, these rights have become known as Weingarten Rights. What is an investigatory interview? Employees have Weingarten rights only during investigatory interviews. An investigatory interview occurs when a supervisor questions an employee to obtain information which could be used as a basis for discipline or asks an employee to defend his or her conduct. If an employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says, the employee has a right to request union representation. Investigatory interviews usually relate to subjects such as:
Weingarten rules: Under the Supreme Court's Weingarten decision, when an investigatory interview occurs, the following rules apply: RULE 1 The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request. RULE 2 After the employee makes the request, the employer must choose from among three options. The employer must: a. Grant the request and delay questioning until the union representative arrives and has a chance to consult privately with the employee; or
b. Deny the request and end the interview immediately; or
c. Give the employee a choice of: (1) having the interview without representation or (2) ending the interview.
RULE 3 If the supervisor denies the request for union representation and continues to ask questions, he or she commits an unfair labor practice and the employee has the right to refuse to answer. The supervisor cannot discipline the employee for such a refusal. Rights of Stewards Supervisors often assert that the only role of a steward at an investigatory interview is to observe the discussion, i.e., to be a silent witness. The Supreme Court, however, clearly acknowledged a steward's right to assist and counsel workers during the interview. Decided cases establish the following procedures: 1. When the steward arrives, the supervisor must inform the steward of the subject matter of the interview; i.e., the type of conduct for which discipline is being considered (theft, lateness, drugs, etc.).
2. The steward must be allowed to take the worker aside for a private pre-interview conference before questioning begins.
3. The steward must be allowed to speak during the interview, but cannot insist that the interview be ended.
4. The steward can request that the supervisor clarify a question so the worker can understand what is being asked.
5. After a question is asked, the steward can give advice on how to answer. The steward can advise the employee not to answer questions that are abusive, misleading, badgering, or harassing.
6. When the questioning ends, the steward can provide information to the supervisor.
The PAID holidays from September 2006 through Sept. 3rd 2007 are as follows:September 4th, 2006 Labor Day November 7th, 2006 Federal Election Day November 13th, 2006 Veterans Day November 23rd, 2006 Thanksgiving Day November 24th, 2006 Day after Thanksgiving December 25th, 2006 Christmas December 26th, 2006 December 27th, 2006 December 28th, 2006 Holiday December 29th, 2006 January 1st, 2007 Period January 15th, 2007 Martin Luther King Jr. Day April 6th, 2007 Good Friday April 9th, 2007 Day after Easter May 28th, 2007 Memorial Day July 4th, 2007 Independence Day September 3rd, 2007 Labor Day
**Eligibility Terms: ( a ) The employee has seniority as of the date of the holiday ( b ) The employee would otherwise have been scheduled to work on such day if it had not been observed as a holiday ( c ) The employee must have worked the last scheduled workday prior to and the next scheduled working day after such holiday within the scheduled workweek. This however excludes Christmas Holiday break where even though the before and after dates fall within separate pay periods. For such holiday break, it is required to be present the day prior and after scheduled holiday. An employee excused by management from work on the last scheduled workday prior to or on the next scheduled workday after such holiday within the scheduled workweek shall be deemed to have met the requirements of this paragraph.
Step 1 The Chief Steward takes the grievance up with Supervisor or other designated representative of management in the district.
If the Chief Steward and the Supervisor or other designated rep. is unable to dispose of the grievance, the Chief Steward then refers it to the Plant Shop Committeeman for his district. The Plant Shop Committeeman then takes the grievance up with the Area Manager or other designated management representative.
Step 2 If the Plant Shop Committeeman and the Area Manager or other designated representative of management does not dispose of the grievance, then the Plant Shop Committeeman refers the written grievance to the Plant Shop Committee.
The Plant Shop Committee then delivers a written copy of the grievance to the Union Relations Supervisor and thereafter takes the grievance up with the Unions Relations Supervisor at a scheduled meeting.
Step 3 If the Plant Shop Committee and the Union Relations Supervisor are unable to dispose of the grievance, the Plant Shop Committee then refers the grievance to the proper higher officer or officers of the Local Union who may then take the grievance up with the Plant Manager, or his designated representative, after arranging a meeting. Upon request of the President of the Local Union the Regional Director of the Union for the area in which the plant is located, or a regularly designated representative of the Regional Director and one member of the Plant Shop Committee may attend the meeting.
Step 4 If the officers of the Local Union and the Plant Manager, or his designated rep., are unable to dispose of the grievance, the officers of the Local Union then refer the grievance to the Regional Representative of the Union for the Area in which the plant is located. Within ten (10) days of such meeting the Plant Manager, or his designated rep., shall forward a statement of the parties’ understanding as to the disposition, if any, of the grievance discussed. The Regional Representative shall either dispose of the grievance or if the grievance merits appeal, refer it to the International Union which, if the grievance merits appeal, shall refer the grievance to the Appeal Board. |
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