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Submitted date
10/09/06
Q)
I am 57 years old, a 30 year
retiree from GM and a member of UAW 696. My Wife has been
disabled for 2 years receiving SSDI and Medicare A and B.
What is the reimbursement amount that I receive for the cost of
the Medicare premium and how do I go about obtaining this?
Also, why did we have to change from our HMO to the Traditional
BC/BS coverage? This is not cost effective for a couple of
our age. We were happy with our HMO here in Nevada.
Response date
10/12/06
A) The reimbursement
would be $76.80.
Only the member gets reimbursed. Each person in the
family on Medicare needs to provide Fidelity with a copy of
their Medicare card. This can be done two ways:
1. Call Fidelity 1-877-389-2374 and
let them know what you need.
2. Fax us (benefits) 937-455-5292.
We will forward to Fidelity.
Once a (GM) member or family member
goes on Medicare the coverage
must go to TCN (old Traditional).
In Solidarity - Scott Bildhauer, Benefits
Representative - UAW Local 696
Submitted date
10/08/06
Q)
Delphi employees know that by
12/31/2006 we have to be enrolled in the national database for
GM flow backs to be considered for future openings at GM plants.
After January 1st, 2007, will I still be able to make changes on
my flow back list such as adding and deleting plants within
local and extended area, and changing from skilled trades to
skilled trades and production openings and vice versa? We have
been told whatever we have in at 12/31/2006 cannot be changed.
Thanks for your help and clarification on this matter.
Response date
10/12/06
A)
Members having applications on file for area and extended
area flow backs to GM prior to 12/31/06 will be permitted to
make changes to locations and production vs. skilled and vice
versa per the International Union. This would be subject to
change if the judge voids the contract.
In Solidarity - Tony Keen, Shop Chairman
- UAW Local 696
Submitted date
10/07/06
Q)
Who can I call to find out
about my buyout check? It was supposed to be 4 to 6 weeks. Today
was my 7th week and still no check.
Response date
10/09/06
A)
Anyone
having trouble receiving checks should first contact
personnel labor manager Steve Ostasiewski at 455-5208 if
still unable to get assistance contact local 696
benefits office at 455-5394.
In Solidarity -
Jay Stueve, Webmaster - UAW Local 696
Submitted date
10/05/06
Q)
I am currently at a GM plant in
Shreveport and would like to know if in January will GM let
employees not at closed plants transfer out to other plants of
choice?
Response date
10/05/06
A)
It would be
improper for us to answer a question that should be directed to
your local union leadership and or your regional UAW servicing
representative. I suggest that you contact them for an answer to
your question.
In Solidarity - Joe Buckley, President -
UAW Local 696
Submitted date
10/05/06
Q)
I retired on 1/1/06 and got the
$35,000 retroactive. I also got two letters, one saying they
would take Social Security out and one saying they would not.
Well, they took it out. Should they?
Response date
10/05/06
A)
Contained within
the Attrition Plan packet of information that was sent to you is
a letter stating that Social Security should not be withheld.
The letter also says that if Social Security is deducted that
you should take the letter along with your pay stub to the
Social Security office. If you have misplaced the letter or did
not receive one contact the benefits office at:
455-5476, 5146 or 5394
In Solidarity - Andy Stidham, Benefits
Representative - UAW Local 696
Update 11/17/06:
This response was incorrect.
Social Security is taken out from the $35,000. The
original information we received was incorrect.
Submitted date
09/29/06
Q)
If I, as a skilled tradesmen,
flow back to GM as a production employee and the GM plant I
flowed back to puts in a requisition for my trade, do I get the
job before a skilled tradesmen is brought in from the flowback
list? There seems to be conflicting reports on this. Thanks and
also you guys are doing a great service for us to a lot of
unknown questions.
Response date
10/04/06
A)
Journeymen
trades working production at their specific location are given
consideration for advancement to openings, per provisions of
Paragraph 63A of the National Agreement, prior to consideration
of anyone outside their respective plant.
In Solidarity - Tony Keen, Shop Chairman
- UAW Local 696
Submitted date
10/03/06
Q)
A question regarding Penske's
interest in buying Saginaw Steering Gear Division. Since you
have had experience in dealing with him with your local Penske
Trucking outfit, how would you rate him in regards to his
workers and his long term respect for the American workers? Is
he fair? Or does he regard his workers as human capital as Steve
Miller does?
Response date
10/03/06
A)
The Penske
terminal represented by Local 696 was recently closed and the
only severance given by Penske was $100.00 each to the five (5)
most senior drivers and insurance through the end of the month.
Penske was "KIND" enough to offer drivers assistance in
preparing resumes for future employment. Local 696 has no
experience with Roger Penske personally, however the treatment
of Local 696 drivers has to represent the lack of consideration
for employees that Penske and his executives have for its
workers.
In Solidarity - Joe Buckley, President -
UAW Local 696
Submitted date
09/28/06
Q)
I am a recently hired temporary
employee. They say we will work for 120 days. Is there a chance
it will be longer? I have been off work for a long time and need
money. Also, I used to work for a union plant before, will we
pay union dues? Or is that only if you get hired full time?
Response date
9/29/06
A)
The length of
employment for the temporary employees depends mostly on the
outcome of Delphi's bankruptcy filing and if a consensual
agreement can be reached between the parties. All hourly
employees working at this facility are bargaining unit employees
and dues paying members of UAW Local 696.
In Solidarity - Joe Buckley, President -
UAW Local 696
Submitted date
09/27/06
Q)
Will my benefits flow to GM if
Delphi goes into bankruptcy?
Response date
9/28/06
A)
The agreement at
this time is that if Delphi follows through bankruptcy and stops
or lowers our benefits before September 2007 then GM will cover
the difference.
In Solidarity - Andy Stidham, Benefits
Representative - UAW Local 696
Submitted date
09/27/06
Q)
I Did not fill out attrition
plan paperwork. They said I did not have any rights being on
disability. Do I still have time to fill one out? I hear we have
until the end of September.
Response date
9/28/06
A)
We do not know
who you talked to. Being on disability does not disqualify you
from the attrition program. You should have received a packet in
the mail from management. The deadline for signing up for the
attrition program was over on September 15th 2006.
For more information please contact
the benefits office at: 455-5476, 5146 or 5394
In Solidarity - Andy Stidham, Benefits
Representative - UAW Local 696
Submitted date
09/27/06
Q)
My GM pension got converted to
a Delphi pension when GM spun off Delphi. If I flow back to GM
from Delphi will my whole pension be converted back to a GM
pension?
Response date
9/28/06
A)
When you flow
back to a GM plant your pension from that time forward will be
GM. All your past time will stay as Delphi. If you have further
questions contact the benefits office at (937) 455-5476, 5146 or
5394.
In Solidarity - Scott Bildhauer, Benefits
Representative - UAW Local 696
Submitted date
09/27/06
Q)
Is it true that once GM reaches
the 5000th flow back from Delphi that GM will no longer take any
more flow backs from Delphi and start hiring temps?
Response date
9/28/06
A)
4500 Delphi
employees have already flowed back to GM and as was reported
during the roll out of the Special Attrition Package, GM is
committed to take back any Delphi seniority employee who wants
to return to GM.
In Solidarity - Tony Keen, Shop Chairman
- UAW Local 696
Submitted date
09/27/06
Q)
Is It true that GM takes
flowbacks from closing Delphi and GM plants over Delphi and GM
plants that are to be sold regardless of seniority?
Response date
9/28/06
A)
Employees from
closed facilities receive consideration over regular flow backs.
In Solidarity - Tony Keen, Shop Chairman
- UAW Local 696
Submitted date
09/27/06
Q)
My supervisor and his
supervisor, during my "xx-day" evaluation, used my social
security number and were able to pull up all of my info from
another Delphi plant that I worked at for five years. My hire
date was 01-xx-1999. Currently monies are being deducted from my
paycheck from Needmore Rd from my original Delphi plant. They
are saying that I used to much V.A. time for taking off to care
for my husband, whom is also a GM/Delphi employee with 30+ years
service, for surgeries (three within thirteen months). He is
currently covered under workers comp. I filled out Family
Medical Leave Act papers.
Am I in fact considered
reinstated since the other plant is currently deducting funds
from me for my time off to care for my husband who at the time
required pic-lines, 24 hour meds and dressings changed around
the clock? My husbands care exceeded the time frame for
allowable family leave. I was offered no solutions or help from
anyone.
Response date
9/27/06
A)
We would suggest
that you personally contact us so that we can better understand
your specific problem and determine what, if anything, can be
done to address your concerns.
In Solidarity - Joe Buckley, President -
Tony Keen, Shop Chairman - UAW Local 696
Submitted date
09/18/06
Q)
Will the people who decide to
stay with the company be affected soon with pay and benefit cuts
if they come to an agreement?
Response date
9/19/06
A)
The answer to
your question will only come when and if an agreement can be
reached between the parties or in the event the court would
approve Delphi's motion to terminate our contract. As you are
aware the discussions are continuing and the hearings on
termination of the contract have been postponed again. As
always, as we receive any information from the International
Union, it will be immediately passed on to the membership.
In Solidarity - Joe Buckley, President -
Tony Keen, Shop Chairman - UAW Local 696
Submitted date
09/19/06
This is a follow up to a previous question submitted on 08/30/06
regarding the lack of food available for purchase at lunch time.
This submission was received by a Local 696 member.
Singer's Catering lunch truck is on
site daily for 1st shift lunch. The truck is located outside the
ABS/Plant 9 entrance from 10:30am - 11:30am. They have a good
selection and the prices are very reasonable.
In Solidarity - Jay Stueve, Webmaster -
UAW Local 696
Submitted date
09/16/06
Q)
I just got my 30 day evaluation
given by my department supervisor and his boss. Both were in the
office with me. My question is... at the bottom of the last page
the last question was "Would you recommend this employee at this
time?" Both my supervisor and general said that they had to
answer "No.... and that they had to write this response for all
temporaries." Is this true?
Response date
9/18/06
A)
The evaluation
of temporary employees is at the discretion of the immediate
supervisor who has the information necessary to recommend
continued employment of temporaries based on performance. The
greatest majority of those receiving evaluations have been
recommended for retention. If you have any concern about your
specific evaluation please contact you committeeman for
assistance.
In Solidarity - Joe Buckley, President -
Tony Keen, Shop Chairman - UAW Local 696
Submitted date
09/16/06
Q)
Currently at another Delphi
plant under another union. Have over 30 years in with GM. The
plant that I am at , has not been offered any buy-out
packages....The Union members "STAY HIDDEN"- THEY GIVE US NO
INFORMATION ! THEY WILL NOT ANSWER CALLS ANYMORE...APPARENTLY,NO
BUYOUTS FOR DELPHI EMPLOYEES AT ABBEY AVENUE/HOME AVENUE
PLANT???? "WHY-NOT"????? ....because Home Avenue will be
closed....??? USWA should at least have the "BACKBONE" to let
Folks know...INSTEAD ON SITTING ,COLLECTING THEIR PAYCHECKS FROM
THE WORKFORCE, AND TELLING "NOTHING".......Understanding that
sides can't be taken against another union,,,, but the people
are sick and tired of worrying, stressed out beyond the
"MAX".,2- 10 minute breaks, 30 minute Lunch.,....."NUMBER OF
PIECES", COUNTERS, ABOVE , ALL MACHINES AND ASSLEMBLY
LINES,...while filling out (operators) hour by hour sheets,
re-op, parts, take scrap to scrap bins, fill out flow
charts.,,,AND IF MACHINES FAIL, COMPUTE INTO " COMPUTER STATIO!
NS" (CALLED ICE BOXES) WHICH BRANCH OF REPAIR THAT THE MACHINES
NEEDED...I.,E., machine repair, tool maker, tinner, electrician,
plummer.,oiler, excetera.......could continue but will not......
Response date
9/18/06
A)
Only your local
and international union can respond to your questions and
comments. I would suggest that you try going to your local union
hall and speaking with your president or chairman.
In Solidarity - Joe Buckley, President -
UAW Local 696
Submitted date
09/07/06
Q)
Is it true that
skilled trades are being allowed to take the buyout and come
back to work for nearly $30.00 an hour? I sure would like to get
in on that deal. Please let us (the UAW brothers and sisters)
know who to contact. Oh, and are hourly UAW members eligible,
and if not then why?
Response date
9/18/06
A)
These are the
guidelines set forth by Delphi...
You may hire the following former
Delphi employees as temporary employees but not as permanent
employees:
-
Prior Delphi quits
-
GM retirees with prior Delphi
service
-
Special Attrition Program buyouts
-
Other Delphi buyouts
-
Prior flowbacks to/from GM
Any employee hired as a temporary from
the above categories must sign an acknowledgement form stating
that they understand that their employment is of a temporary
nature and that they will not acquire seniority. Further, they
understand that if permanent jobs become available that they
will not be entitled to those permanent jobs even if someone was
hired into the plant after they were hired.
The language in form B of the Special
Attrition Programs "I understand that, if I separate, I will not
be eligible for recall to work or re-employment by Delphi, any
of its subsidiaries, or any other entity in which Delphi has
ownership interest.", simply means the employee has no
contractual right to recall or re-employment.
You may not utilize contract service
personnel to perform bargaining unit work.
In Solidarity - Tony Keen, Shop Chairman
- UAW Local 696
Submitted date
09/11/06
Q)
I am retired. When
will the Union Eyes be sent to my house?
Response date
9/12/06
A)
The next edition
of Union Eyes is planned for early December. You might want to
verify your address with the union hall prior to then. The phone
number at the hall is... 937-228-2142
In Solidarity - Joe Buckley, President -
UAW Local 696
Submitted date
8/30/06
Q)
How many people have
flowed nationwide back to GM from Delphi so far? Why hasn't
there been many skilled trades flowbacks being offered? Quite a
few skilled trades have flowed back as production only to be
offered skilled trades assignments when they get to their plant.
If they need skilled trades why don't they post them as such?
The actual number of individuals who have flowed back to GM is
not available as of the time of this writing. When those numbers
become available we will provide them. (Update:
The current numbers are provided in a related
question above)
In Solidarity - Jay Stueve, Webmaster -
UAW Local 696
Response date
9/07/06
A)
Seniority
employees within their respective plants are provided
opportunities under the provisions of paragraph 63a of the
national agreement to promote to higher pay classifications
including skilled trades based on their qualifications. Skilled
trades who flow to GM plants as production workers become
seniority employees in those plants and as such are considered
for promotions based on the same provisions of the national
agreement and their qualifications.
In Solidarity - Tony Keen, Shop Chairman
- UAW Local 696
Submitted date 8/30/06
Q)
With the cafeteria
closed it seems that the vending machines empty quicker. More
people are buying from them but they still only have one person
servicing them. Can anything be done about this?
Response date 9/07/06
A)
I spoke with the
provider from AVI Vending who services our vending machines. I
was told that for a short while the service for restocking was
lacking due to a training issue. Now that they have that
resolved I asked if they could make sure more sandwiches were
used to restock. AVI Vending indicated that some machines are
used more frequently than others and some are used less, which
creates a spoilage condition. They will make every effort to
service these machines to meet our demand in the future.
In
Solidarity - Tony Curington, 1st Vice President/Education &
Training Coordinator - UAW Local 696
Submitted date
8/31/06
Q)
Is it true that
temporary employees are not allowed to put in transfers to other
departments? Also, I know people who have transfers in but they
are not being honored because they may be taking a buyout or
relocate. Where is this stated in the contract?
Response date
9/07/06
A)
There are no
provisions for the temporary employees to apply for transfers to
other departments because they are not seniority employees.
Management has discussed with us
their desire to freeze the transfer agreement temporarily for
those who are leaving because of training issues. As of now, the
Bargaining Committee has not agreed to that. There has been some
transfers "skipped" but we were able to go back and get those
fixed. Anyone having a specific problem with a transfer should
contact their committee person or myself for assistance.
In Solidarity - Tony Keen, Shop Chairman
- UAW Local 696
Submitted date
8/31/06
Q)
Has anyone ever
considered moving the center for learning to the old cafeteria?
This is a central location and you wouldn't have to walk in the
elements to get to it.
Response date
9/07/06
A)
Relocating the
Skill Center to the site of the cafeteria has been suggested.
The idea of centralizing the Center for Learning presents
opportunities to reduce the cost of lease agreements and waste
handling. The draw back for bringing this program into the plant
is the inaccessibility to retirees due to security reasons.
Management is apposed to spending any money on training, much
less funds for relocating facilities for training.
In
Solidarity - Tony Curington, 1st Vice President/Education &
Training Coordinator - UAW Local 696
Submitted date
9/05/06
Q)
I have been waiting
for suggestion money for a long time. My question is now that I
have taken the buyout does that mean that I am not going to
receive my suggestion money now? After all the suggestion would
have been pre-dated before my buyout. I don't see why I wouldn't
receive it. Can you explain how that works? Thanks for your
time.
Response date
9/07/06
A)
As of this date
the Suggestion Plan process has remained unchanged. However the
process has slowed. According to the plan rules, as long as you
were considered an active Delphi employee at the time of the
suggestion submission you are eligible for an implementation
award if your suggestion has been adopted, implemented within
the plan guidelines, and has not expired.
Before your last day at Delphi it
is important to check to see if any suggestions you currently
have open will expire soon.
If you are due an award, and you have
separated from Delphi, you will still receive you award payment.
A check and award letter will be sent to you current address on
file with personnel. It is important that you update personnel
with a new address if you have left the Dayton area and have not
kept you old address.
For inquiries on individual
suggestions please contact me so I can be certain to follow up
on your particular situation. (937)356-5642
In Solidarity - Christine Jordan,
Suggestion Plan Administrator -UAW Local 696 -
Submitted date
9/05/06
Q)
Is there anyway that the union can
find out why the company is taking so long to get buyout checks
to the people? It was supposed to be 3 or 4 weeks. A lot of
people are way past 4 weeks. Can you help us and find out why?
Response date
9/07/06
A)
The time it is
taking for buyout money is four to six weeks. This is mainly due
to the number of people electing the option. Management is
hoping to have a handle on this soon.
In Solidarity - Scott Bildhauer, Benefits
Representative - UAW Local 696
Submitted date
8/31/06
Q)
As a new
employee, how are union dues paid and at what rate?
Response date
9/01/06
A)
Union dues are based on two (2) hours pay per month. Union
dues are normally deducted from the first pay period each month.
Dues are owed for any month that a member works forty (40)
hours. If you have any question about whether or not dues should
have been collected contact the local 696 bookkeeper at (937)
228-2142.
In Solidarity - Joe Buckley, President -
UAW Local 696
Submitted date
8/30/06
Q)
Can you put
out a posting of the available job openings and descriptions so
people can apply for these positions? I don't want to put in a
general resume and hope that I get the job I want. Some people
are just putting in for jobs to get off the line. Let's keep our
Union strong and proud of the work being done.
Response date
8/31/06
A)
There are going to be openings in the local union. Many of
the local unions current staff are going to be excepting one of
the attrition packages. If you are interested in one of these
jobs please ask any union official or go and talk to the person
currently in that position. You may also attend the monthly
membership meetings on the third Sunday of each month to gain
further knowledge about the various union positions.
In Solidarity - Terry Bernard, Joint
Activities Representative - UAW Local 696
Submitted date
8/28/06
Q)
If someone
takes the early retirement at age (50) fifty, obviously they
still need to work and bring in a paycheck. The agreement states
that if you take any of the buyouts, you can't go back to work
for Delphi or GM. Why not? The newspaper over the week talked
about hiring people for $14.00 to $30.00 per hour. I'm sure
there are several people that took the early retirement or
buyout that would be more than willing to go back to Delphi for
$14.00 per hour. They won't need the benefits since they have
the retirement benefits. Has this even been considered?
Response date
8/30/06
A)
Upon signing form "B" of the Special Attrition/Buyout
Agreement, participants relinquish all rights to be recalled or
hired into a Delphi facility. In recent conversations with local
management there have been indications that the Delphi
Corporation is giving consideration to rehiring, as temporaries,
those that have taken or will take the buyout and those that
retired as GM employees prior to the spin off. As always, the
hiring is still decided by the company. Any decisions regarding
employment at this facility will have to be made and
communicated by management.
In Solidarity - Joe Buckley, President -
Tony Keen, Shop Chairman - UAW Local 696
Submitted date
8/29/06
Q)
Has there
been any word yet on the unemployment issue? Do we get it? Also,
with the schooling, do you know if you only get assistance for
two years from the date you left? Or, is it two years no matter
when you start school?
Response date
8/30/06
A)
During the informational meetings with the Job Center
representatives on August 23rd & 24th, it was announced that all
displaced workers are eligible to file for unemployment
benefits. However, the State has ruled that anyone receiving
monies (i.e. Separation, Severance, 401K, etc.) will count those
funds as income. Which, will be distributed as weekly income
based on what you would have received as unemployment
compensation. Please contact the Unemployment Compensation
Department at 1-800-251-6237 for more details.
In response
to the question concerning educational assistance, the State has
ruled that Displaced Workers qualify for (WIA) Workforce
Investment Act support. WIA provides training and career
consulting assistance for any worker who is considered
"Displaced" up to (2) two years, in preparation for re-training
for jobs that are in demand. One of the basic criteria for
qualifying is providing proof of you separation, such as layoff
documents or in our case, your papers indicating your final date
of employment. You must be separated from your employer for
consultation and interview. Anyone who is considering this
transition, should contact the Job Center's Transition Center at
1-937-496-7397 for further assistance.
In
Solidarity - Tony Curington, 1st Vice President/Education &
Training Coordinator - UAW Local 696
Submitted date
8/25/06
Q)
I am
wanting to understand the attrition plan. It says I can't take
legal action if Delphi has wronged me in any way. Is it not true
that when they tell us a timeframe for our checks that that's a
verbal contract? Can we pursue legal action concerning this?
Q)
Can I
contact the media on behalf of the people who were promised
their money and have not received it?
Response date
8/28/06
A)
I doubt that the media or an attorney would be able to assist
you in your problem, but feel free to contact them if you
desire. In addition, if we can be of any assistance please
contact us.
In Solidarity - Joe Buckley, President -
Tony Keen, Shop Chairman - UAW Local 696
Submitted date
8/22/06
Q)
How long
are transfers back to GM going to be honored? Also, is there a
training procedure that has been agreed by management and the
union to protect the temps?
Response date
8/25/06
A)
Transfers:
Right now the
current agreement provides for flowbacks until September 2007.
That could change depending on the negotiations during the
bankruptcy procedure, or if the judge voids our agreement.
Training:
Each plant is
training depending on the needs of the department... trucking,
machining or assembly. We discuss weekly the different areas and
problems associated with the training. Union and management
jointly do spot checks to ask Temps if they feel they are being
properly trained. In every orientation we tell the temps if they
are not comfortable or do not feel safe about their job to
contact one of their union officials.
In Solidarity - Tony Keen, Shop Chairman -
UAW Local 696
Submitted date
8/07/06
Q)
What is the
UAW doing for Penske drivers out of work?
Response date 8/14/06
A) Your
bargaining committee, with the assistance of Region 2B
rep. Wayne Reynolds, are continuing discussions
concerning the closing of your terminal. In the
meantime, any Penske member needing assistance should
contact the local union hall to discuss any individual
needs. The number is (937) 228-2142.
In Solidarity - Joe Buckley,
President - UAW Local 696
Submitted date
8/22/06
Q)
For people that have
taken the buyout is there anyone we can contact
for help if we don't receive our checks in a
timely manner?
Q)
I was told 3
to 4 weeks for my buy out check. It has not come
and bills are do, What do I do and who do I
call?
Response date 8/23/06
A) Anyone
having trouble receiving checks should first contact
personnel labor manager Steve Ostasiewski at 455-5208 if
still unable to get assistance contact local 696
benefits office at 455-5394.
In Solidarity - Joe
Buckley, President - UAW Local 696
Submitted date
8/01/06
Q)
This question
concerns employees that started out with 28.9
years in January 2006 and can only accrue 29.9
years of credited service as of December 31,
2006. The special attrition program says we will
be eligible for the $35,000 if we retire no
later (on or before) than January 1, 2007.
Q)
Assuming an employee with 29.9 years credited
service on December 31, 2006 retires on January
1, 2007; can unused vacation days from 2006 be
used to add to years of credited service on
January 1, 2007? Specifically, can those of us
who will have 29.9 years at the end of 2006 save
back 85 hours of vacation to and be credited .1
years of service instead of payment to achieve
30 years? If so, what is the process for this
issue?
Response date 8/02/06
A)
Unfortunately, with every attrition
plan, there is always someone who barely misses the
criteria for eligibility. An employee with 29.9 years of
credited service at the end of 2006 cannot
use their unused vacation hours in 2007 to retire with
30 years for a January 1, 2007 retirement. The employee
must meet eligibility by December 31, 2006. Technically,
the vacation pay doesn't pay out until the third week in
January.
In Solidarity - Andy
Stidham, Benefits Representative - UAW Local 696
Submitted date
8/05/06
Q)
If I take the buyout, will Delphi pay for my schooling?
Also, will we be able to apply for unemployment?
Q)
If I am eligible for 26 weeks
unemployment, can I go to school and collect the unemployment at
the same time or can I take the unemployment compensation and
then go to school?
Q)
How long is the education assistance available
(if I take the buyout)?
Submitted date
8/03/06
Q)
Are we
eligible for unemployment if we take the buyout?
Q)
If we take the buyout are we
going to be eligible for unemployment and
college tuition assistance? Can we choose when
we want to leave? I would like to stay until
December. Lastly if allowed to stay until
December, can we leave earlier if a new job is
found before Delphi releases us?
Response date 8/04/06
A)
Unemployment Compensation
Eligibility:
Great questions!
Let me share with you what
I know about eligibility concerning Unemployment
benefits. The State of Ohio has deemed that those
who take buyouts are eligible for Unemployment
Compensation. The issue yet to be resolved is how
they are going to treat the buyout money. Will the
money received from the buyout be treated as UC and
spread out until those monies received are exhausted
before you can received state compensation? Or will
this amount be looked upon as a one time payment and
not looked upon as a subsequent UC payments? These
questions are currently being reviewed by the State
UC department and Job Center. As explained to me,
our employer, Delphi will be part of these
discussions.
College Tuition
Assistance:
When taking the
buyout, you are severing all benefit entitlements.
The UAw-GM-Delphi Tuition Assistance and the
Dependent Scholarship Program will terminate on your
designated departure date. The Job Center applied
to the State of Ohio for assistance for displaced
workers under the Workforce Investment Act. WIA
offers many services to individuals that are
dislocated. Once determined suitable, services can
include funds for training (books, tuition, lab
fees, small tools, and equipment), individual career
guidance, and counseling, labor market information,
skill upgrades, supportive services, On-the-Job
Training with area employers and more. To learn
more about WIA, call (937) 225-5531.
Any employee taking the
buyout can indicate to their supervisor and benefit
representative when they would like to leave prior
to January 1, 2007. The ultimate decision for
departure will be decided by Management based on the
needs of the plant to meet production schedules.
If you decide that you
would like to leave earlier than anticipated,
accommodations will be reviewed on an individual
basis.
Any further questions feel
free to call me at (937) 455-5227.
In Solidarity - Tony
Curington, 1st Vice President/Education & Training
Coordinator - UAW Local 696
Submitted date
8/01/06
Q)
If you have
been on sick leave since last year and have
vacation time for this year and have just
accepted the buy-out, can you still get the
money for your vacation time that you have not
used?
Response date 8/02/06
A) You
must clock in 26 different weeks in the same calendar
year to be entitled to 100% of your vacation, short of
26 weeks your vacation entitlement is prorated based on
the weeks worked. If you have taken more than you have
earned they will take the money back.
In Solidarity - Tony
Keen, Shop Chairman - UAW Local 696
July 2006
Submitted date
6/09/06
Q)
What happens
when the company fires a person with out
following procedure?
Response date 7/28/06
A) The
Union has and continues to hold management responsible
for all provisions of both the National and Local
Agreements, by using the grievance procedure.
In Solidarity - Tony
Keen, Shop Chairman - UAW Local 696
Submitted date
7/21/06
Q)
Some woman
named Anne Hawkins called me and told me she
would send out a 25 year packet for me to pick
out an item for years of service, that was 2
months ago, what's going on.
Response date 7/26/06
A) Please
contact myself or Tony Keen, so that we can help you get
your service award.
In Solidarity - Joe
Buckley, President - UAW Local 696
Submitted date
7/21/06
Q)
What is the position of Local 696
regarding the '2006 Economic Recovery Act ' proposed by Lyndon
Larouche. Should retirees and other members support this or not?
Response date 7/26/06
A) In
your response to your question concerning Lyndon
Larouche’s 2006 Economic Recovery Plan and the support
needed by all automotive employees active and retired.
It is most important that
we support his proposed legislation that will take idle
automotive plants and convert them to create new
American jobs. This will become the new infrastructure
needed to stabilize cities and communities. These
automotive facilities can provide most of the necessary
equipment to build mass transit products, alternative
energy sources, locks and dam repair, and military
armament just to name a few.
The risks that
American manufacturing is incurring due to globalize
sourcing of products and services, this legislation is
being presented with the hopes that labor friendly
politicians will support in great numbers. This plan
will help our economy turn the page into revitalizing
our future and putting those soon to be displaced
employees who understand the industry of transportation
back to work.
In Solidarity - Tony
Curington, 1st Vice President - UAW Local 696
Numerous questions have been received pertaining
to details of the supplement to the Special
Attrition Program, example (deadlines for
sign-up, deadlines for acquiring seniority, is
it retroactive, are members currently out of the
plant eligible, etc.). The following answer is
in response to those questions.
In Solidarity - Shawn Newberry, Webmaster - UAW
Local 696
Response date 7/20/06
A) The
joint leadership, of UAW Local 696 and Delphi Needmore
Rd/Dayton Plant3, will be conducting an informational
meeting on Monday July 24th, 2006 from 5:30 A.M.
until 6:00 P.M. at the North Plant Activity Center.
Anyone having questions or concerns about details of the
Supplement to the Special Attrition Program should
attend. Benefits representatives from Local 696, along
with joint leadership, will be on hand to answer any
questions you may have. Any members that are
currently out of the plant for sick leave, layoff etc.,
are encouraged to attend this meeting,
or contact Benefits at 455-5146 or 455-5394.
Informational packages will be distributed to
eligible employees beginning on second shift Thursday
July 20th, 2006.
In Solidarity - Tony
Keen, Shop Chairman-Joe Buckley, President - UAW Local 696
Submitted date
7/18/06
Q)
Why does it
take so long to get paid for a suggestion. Why
do they pay them only once a month or whatever.
We put in suggestions as a group and a few guys
in this group always have to push to get paid
for something that is already done, why is that?
It is like having a whole other job, and since
they are using our idea do we have the right
since they chose not to pay to not let them use
our idea?
Response date 7/20/06
A) Implementation
awards are processed at the end of each month in
conjunction with generating required divisional month
end reports. In a typical month 35 – 50 awards are
processed.
There are many factors involved in
finalizing an award for an implemented suggestion. These
include…complexity of the idea, effectiveness of the
implementation, length of time since implementation,
savings generated vs. cost to implement, other factors
impacting the implementation, data collection of savings
and implementation costs. (This can involve input from
several areas/people), manpower resources, salaried job
assignment changes, Joint Resource Team review and
approval, Joint Facility Team review and approval,
Finance and Plant Manager review and approval…etc.
Per the QN Suggestion Plan
Operations Manual:
• Employees
must document and investigate their idea to the maximum
extent
practical prior to submission.
• After
submission, employees should continue to be involved in
the process.
Suggester’s who research their
ideas, provide input and data and stay involved thru the
process generally have a faster process time for their
suggestions.
The following is directly from the
Suggestion form. This is what the suggester agrees to
when signing and submitting their idea:
“My foregoing suggestion is
submitted for consideration under the terms of the
Quality Network Suggestion plan Rules. I understand and
agree that Delphi and its subsidiaries, joint ventures,
and the successors and assigns thereof, shall be granted
a non-exclusive, irrevocable, and royalty free license
to make full use of my idea. I further understand that
decisions by the Joint Facility Team are final and
binding on the suggester, the Joint Facility Team, and
Delphi Automotive Systems.”
And last: please be assured that as
your UAW appointed Suggestion Plan Administrator that I
adamantly encourage as timely as possible processing of
all submitted suggestions.
Please be certain to contact me so
we can discuss and work to resolve any individual
concerns you may have.
Christine Jordan 356-5642
In Solidarity -
Christine Jordan, Suggestion Plan Administrator - UAW Local
696
Submitted date
7/11/06
Q)
I have been
told that the Special Attrition Program does not
include Mutually Satisfactory Retirements. I
retired with over 85 points with over 27 years.
What is the difference between this kind of
retirement and Early Voluntary Retirements?
Aren't they both calculated on age and years of
service?
Response date 7/20/06
A)
The current Special Attrition Program
doesn't include Mutually Satisfactory Retirements,
only 26 yrs and Buy Outs.
The difference between 85 pts & Early Voluntary
Retirement.
Early Retirements:
1. Age 55 to 59 - where age plus credited
service equals 85 or more points (Age
reduction comes into play with the 85 pts til age 62
and 1 month.
2. Age 60 - 64 with at least 10 years of credited
service.
3. At any age with 30 or more years of credited
service.
They are all calculated on years of service not age.
In Solidarity - Scott
Bildhauer, Benefits Representative - UAW Local 696
Submitted date
7/27/06
Q) Why isn't
our union reps. going on out the door so that we
can get some people in our plant to take over
their positions. Staying around for the free
ride at the expense of our membership is wrong.
We need to give these people time to learn their
their new position also as our new
representatives. This is not to pick at any one
in there right now. We have to look out for our
future since their not going to be here to do
so.
Submitted
date 7/21/06
Q)
Will our
elected officials go ahead and take their
retirement and leave so that we can get some
representation on the floor before contract time
or are they going to take the free ride until
December? Reps. with 40yrs in and afraid of
being sent out the door verses standing up for
the membership is not what we need. We need
representatives that would hold their head up
high and with a smile on their face being
marched to the door standing up for its members.
Response date 7/20/06
A) Union
representatives are afforded the same opportunity as all
our membership, in being able to select a choice of what
month they wish to retire. Some have already retired,
and others will be leaving between now and Jan, 1, 2007.
Your leadership has and will continue to
discuss how to best transition into a new leadership
that offers the greatest benefit to those members that
continue employment in this facility. As plans for that
transition are developed, they will be communicated to
the membership for consideration.
In Solidarity - Tony
Keen, Shop Chairman-Joe Buckley, President - UAW Local 696
Submitted date
7/11/06
Q)
I heard that
if you take any buy outs, that if you have any
loans through GMAC they automatically take all
money owed to them for any loans you have out.
Do you no if there is any truth to this. Also I
heard that the union gets $5000.00 for every
$70000.00. Is this true?
Response date 7/20/06
A) That
is all a rumor. GMAC will not take your money and the
union doesn't get any either.
In Solidarity - Cindy
Napier, Benefits Representative - UAW Local 696
Submitted date
7/17/06
Q) Is there
any talk of a buy down. Also, is there any
talks of hiring employees who take the buy out
back as temp employees? There is a lot of
experience that can be retained by doing this.
Response date 7/18/06
A) There
have been no discussions of any further incentives for
retirements or buy downs. Indications from local
management are, they have no intentions of recalling
employees that have taken the buyouts.
In Solidarity - Tony
Keen, Shop Chairman-Joe Buckley, President - UAW Local 696
Submitted date
6/30/06
Q) Was the
Delphi Supplemental Attrition Plan that had it's
hearing on 6-29-06 approved, and when should we
hear from the Union if so?
Response date 7/09/06
A) The
special attrition buy-out was approved by the bankruptcy
court on thur.6/28/06. Details, and the rollout of the
offer, will come shortly after returning from the two
week shutdown.
In Solidarity - Tony
Keen, Shop Chairman-Joe Buckley, President - UAW Local 696
Submitted date
6/29/06
Q) When and
if the buyout option is approved, will we know
what our options are? I wouldn't want to take
the buyout if my wages/benefits will remain the
same. I have my own minimum offer in mind as
far as wage/benefit cuts, but would like to know
what those are before I would decide on the
buyout.
Response date 7/09/06
A) Once
the new buyout plan has been presented, you will have 45
days to sign up and 7 days to decide whether to accept
or not. Whether you will have all the answers to your
questions prior to making a decision, will depend on
whether or not the parties reach an agreement or if the
bankruptcy court approves Delphi's motion to terminate
the contract. We will continue to relay any and all
information as it is received.
In Solidarity - Tony
Keen, Shop Chairman-Joe Buckley, President - UAW Local 696
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