2011 Uaw Ford Contract | Unemployment Benefits | Employment

2011 UAW-Ford

Contract Settlement Agreement
2011 UAW-Ford
Contract Settlement Agreement
Table of Contents
Section
Changed Pages Index
Collective Bargaining Agreement
Skilled Trades Supplemental Agreement
Letters of understanding
Addendum
Profit Sharing
Pages
1
A
B
C
Contract Settlement Agreement
Topic
Page #
Volume I
Collective Bargaining Agreement
1A
Note: Terms of Agreement Vol I 2A
Collective Bargaining Agreement 3A
Memorandum of Understanding - Economic Matters 4A
Article II - Union Shop
Section 1. Requirement of Union Membership 6A
Article VI
Section 1. Unit Structure 7A
Section 4. Units of 1.400 or More (Except Rouge and Michigan Assembly Plant) 8A
Section 6. Rouge and Michigan Assembly Plant 9A
Section 9. (a-e) Unit Benefit Plans Representative 10A
Article VIII
Section 19. Layoff and Recall of Union Officers 12A
Article IX
Wages and Other Economical Matters* - Section 1. Wage Rates -- General 13A
Section 2. Wage Rate Increases 16A
Section 3. Rate Progression Under Merit Increase Agreement 18A
Section 4. Inflation Lump Sum Bonus 19A
Section 19. Bereavement Pay 24A
Section 22. Paid Holiday Plan 25A
Section 28. Moving Allowances 31A
Section 29. Application of Increases to Incentive Plans 33A
Article XI - Duration of the Agreement
Section 2. Expiration Date 34A
Section 3. Notice to Modify or Terminate; Automatic Renewal 35A
Section 4. Addressing of Notices 36A
Signature Page 37A
Appendix E
Appendix J
(Memorandum of Understanding - Continuous Improvement Forum)*
38A
Appendix K
Memorandum of Understanding - Temporary Part - Time Employees 48A
Appendix M
Memorandum of Understanding - Job Security Program (JSP) 54A
Attachment A 67A
Attachment B 69A
Memorandum of Understanding - Job Security/SUB Workforce Utilization 75A
Appendix N
Memorandum of Understanding Preferential Placement Arrangements 80A
Attachment A 90A
Attachment B 93A
Attachment C - Placement Hierarchy - Non-Skilled Preferential Placement Hierarchy
94A
Appendix O
Memorandum of Understanding Return to Basic Unit 97A
Appendix P
UAW-Ford Memorandum of Understanding Advanced Manufacturing and Sourcing 100A
UAW Ford Memorandum of Understanding Sourcing Addendum
108A
Appendix Q
UAW-Ford Memorandum of Understanding - "Best-In-Class" Quality Program 109A
Appendix S
UAW-Ford Memorandum of Understanding for the Health and Safety of Employees 118A
Appendix T
Memorandum of Understanding - National Programs Center 141A
Appendix U
Memorandum of Understanding - Employee Support Services Program 154A
Appendix V
Memorandum of Understanding UAW-Ford Entry Level Wage and Benefit Agreement 162A
Appendix W
Memorandum of Understanding Alternative Work Schedules 176A
Skilled Trades Supplemental Agreement
1B
1. Employees Covered 2B
2. Spread Rate Classifications 3B
3. Maintenance and Construction Work - Use of Seniority Employees 4B
4. New Die Construction Work - Use of Seniority Employees 5B
6. Skilled Trades Work Assignments 6B
Ratification of Agreement 7B
Exhibit I Apprenticeship Standards 9B
Exhibit I Article 6. Hours of Work 10B
Exhibit I Article 7. Ratios 11B
Exhibit I Article 9. Wages 13B
Exhibit I Article 11. Joint Apprenticeship Committee 18B
Exhibit I Article 12. Plant Subcommittees of the Joint Apprenticeship Committee 20B
Exhibit I Article 15. Seniority 22B
Exhibit I Appendices - Shop Training 25B
Exhibit II Skilled Trades Work Assignments 47B
Appendix F
Appendix F Classifications 49B
Letters of Understanding
1C
Note: Terms of Agreement Vol II 2C
2011 Conversion from Long Term Supplemental (LTS) to Entry Level (Dirksen to Settles) 3C
Access to Automated Reports (Dirksen to Settles) 4C
Access to Warehouse Management System - Parts Supply & Logistics (Dirksen to Settles) 6C
Addendum to the Memorandum of Understanding at Three Crew Schedule Locations - Altering
the Schedule (Cirbes to Gettelfinger, October 9, 1999) 7C
Addendum to Three Crew Agreement - Michigan Truck and Kentucky Truck Plants - Operating
Schedules (Cirbes to Gettelfinger, October 9, 1999) 8C
Addendum: 3 Crew Schedules - Bereavement Pay (Cirbes to Gettelfinger, October 9, 1999) 9C
Additional Health and Safety Representatives for Three shift Production Operating Pattern at
Assembly Plants (Dirksen to Settles) 10C
Administration of Job Placement Provision (Dirksen to King, April 20, 2009) 11C
Advanced Notice of Outside Contracting and Effective Clearing Procedure (Middlekauff to
Bannon, October 4, 1979) 12C
Alternate Operating Practices - Van Dyke and Sharonville Plants (Brown to Lofton, July 24, 1997) 14C
Alternate Work Schedules - Disciplinary Actions (Dirksen to Settles) 18C
Alternative Work Schedules (Cirbes to Gettelfinger, October 19, 1999) 19C
Alternative Work Schedules (Dirksen to King, February 23, 2009) 21C
Alternative Work Schedules (Dirksen to King, November 3, 2007) 22C
Appendix F Classification Updates (Dirksen to Settles) 23C
Application of Conversion to Entry Level Program to Former Employees of the Rawsonville and
Sterling Plants (Dirksen to Settles) 24C
Apprentice Preferential Placement and Return To Basic Unit Provisions (Dirksen to Settles) 25C
Apprentice Tool Box (Dirksen to Settles) 27C
Automation and Welder Fixture Repair Mechanical Team Participation (Dirksen to Settles) 28C
Back Up Time (Tetreault to Settles) 29C
Bereavement Pay for UAW-Represented Hourly Employees (Wright to Operations/Division) 30C
Best-In-Class Quality Program (Fleming to Settles) 37C
Birth Dates of Employees (Jones to Lofton,, September 16, 1996) 38C
Camshaft Machining Center of Excellence (Dirksen to Settles) 39C
Christmas - New Years Holiday Period (Dirksen to Settles) 40C
Christmas Bonus (Dirksen to King, November 3, 2007) 41C
Clarification To Changes in Article IX, Section 7, 9, and 10 (Dirksen to King, February 23, 2009) 43C
Code Section 120 and 501 ( c) (20) (Mezza to King, November 3, 2007) 44C
Communication of Quality Process Changes (Dirksen to Settles) 45C
Communications (Dirksen to Settles) 46C
Community Initiatives and Outreach (Mulloy to Settles) 47C
Competitiveness Bonus (Dirksen to Settles) 49C
Computer Access (Dirksen to Settles) 51C
Computer Access to Change Passwords (Dirksen to Settles) 53C
Computerizing the Grievance Procedure (Clark to Gettelfinger, October 9, 1999) 54C
Continuous Improvement "Best-in-Class" Benchmarking (Dirksen to Settles) 55C
Continuous Improvement (Dirksen to Settles) 56C
Continuous Improvement Forum (Dirksen to Settles) 57C
Continuous Improvement Initiatives (Dirksen to Settles) 59C
Continuous Improvement Principles (Dirksen to Settles) 61C
Cost-of-Living Allowance (Mezza to King, November 3, 2007) 62C
Dearborn Tool & Die Plant (Dirksen to Settles) 65C
Direct Deposit of Hourly Employees' Net Paychecks (Dirksen to Settles) 66C
Employee Information (Dirksen to Settles) 67C
Employee Resource Coordinator (Dirksen to Settles) 70C
Employee Resource Coordinator Reductions (Dirksen to King, November 3, 2007) 74C
Employee Transfers - Article VIII, Section 34 (Dirksen to Settles) 75C
Enterprise - Wide Offering of Special Retirement/Separation Programs (Dirksen to Settles) 76C
Entry Level Vehicle Voucher Program (Popp to Settles) 77C
Entry-Level (Dirksen to King, February 23, 2009) 78C
Equity of Sacrifice (Hinrichs to King, February 23, 2009) 79C
ESSP Representatives and Responsibilities Related to EDTP (Halverson to Settles) 80C
Exhaustion of SUB Cap (Popp to Settles) 81C
Family Day "R" Code Balance (Dirksen to Settles) 83C
Family Days (Dirksen to Settles) 84C
FCSD Network Review (Dirksen to King, November 3, 2007) 86C
Forty (40) Hour Overtime Threshold Exception (Dirksen to Settles) 87C
Fulfillment of Qualified Attrition Replacement Obligations Through Hiring and Conversion of
Entry Level Employees (Dirksen to King, November 3, 2007) 88C
Full Utilization of Protected Employees (Hall to Lofton, September 15, 1993) 89C
Funding for Skilled Trades Training (Dirksen to Settles) 90C
Future Plans for Cleveland Engine Plant 2 (Dirksen to King, November 3, 2007) 92C
Future Plans for Rawsonville (Dirksen to King, November 3, 2007) 93C
Future Plans for Sterling Axle Plant (Dirksen to King, November 3, 2007) 94C
Future Staffing Issues - Zone 6, Missouri (Dirksen to Settles) 95C
Future Staffing Issues - Zone 7, Louisville Assembly (Dirksen to King, February 23,2009) 96C
Health & Safety / Ergonomics Representatives - Parts Supply and Logistics Locations (Dirksen to
Settles) 97C
Health and Safety Continuous Improvement (Dirksen to Settles) 99C
Health and Safety Training and Culture Improvements (Dirksen to Settles) 101C
Health and Safety Training Improvements (Dirksen to Settles) 103C
Health and Safety Training Initiatives (Poynter to Bantom, September 15, 2003) 105C
Hiring Obligations (Dirksen to King, November 3, 2007) 107C
Hourly Ford Employees Assigned to ACH Locations (Dirksen to Settles) 109C
Implementation of 2007 "Housekeeping" Letter of Understanding at the Research and
Engineering Center ( Dirksen to Settles) 110C
Indemnity Clause (Settles to Mulloy) 111C
Information Sharing (Dirksen to Settles) 112C
Information to the Local Unions (Jones to Lofton, September 16, 1996) 113C
Integrated Control Systems (Tetreault to Settles) 115C
Investment Commitments (Hinrichs to King, February 23, 2009) 116C
Job Placement and Transitional Opportunities for Non-Skilled Employees at Closed/Idled
Facilities (Dirksen to King, November 3, 2007) 117C
Job Placement and Transitional Opportunities for Surplus Employees (Dirksen to King, November
3, 2007) 118C
Job Security -- Apprentice Development and Journeyperson Reskilling (Dirksen to Settles) 120C
Job Security Program - Job Security Data (Dirksen to King, November 3, 2007) 125C
Job Security Program - Layoff Alternative - JSP (Dirksen to King, November 3, 2007) 126C
Job Security Program -- Administration of Article VIII, Section 1(b) (Dirksen to King, January 30,
2008) 128C
Job Security Program - Commitment to Training (Dirksen to Settles) 130C
Job Security Program - GEN - Exclusion to Protection for Volume Related Layoffs (Poynter to
Bantom, September 15, 2003) 131C
Job Security Program - NJSOESC Monthly Review Meeting (Dirksen to Settles) 132C
Job Security Program - Reporting of SUB Program Expenditures (Dirksen to Settles) 133C
Job Security Program - Skilled Trades Employees' Refusal for Retraining Resulting in Layoffs
(Dirksen to Settles) 134C
Job Security Program - UAW-Ford Job Security Web Site (Dirksen to Settles) 135C
Job Security Program(s) - Appeals to the National Committee (Dirksen to Settles) 136C
Joint Program Computers (Halverson to Settles) 138C
Joint Programs Review Process (Dirksen to Settles) 141C
JSP - Mechanized Data System Enhancements (Dirksen to Settles) 142C
Layoff of Entry Level Employees (Dirksen to Settles) 143C
Legal Services Plan - Procedures and Funding Until Plan Termination (Popp to Settles) 144C
Long-Term Supplemental Employees (Dirksen to Settles) 145C
Maintenance General Plant Skilled - Parts Supply and Logistics (Dirksen to Settles) 149C
Manufacturing Operations Quality Operating System (QOS) Support Process (Dirksen to Settles) 150C
Material Flow Process - Parts Supply & Logistics (Dirksen to Settles) 152C
Military Appreciation Program (Dirksen to Settles) 153C
Mutual Growth Forum (Pestillo to Gettlefinger October 9, 1999) 154C
National Job Security Committee -- Unique Attrition Credit (Dirksen to King, November 3, 2007) 159C
New Employee Orientation Program (Halverson to Settles) 160C
New Technology - Parts Supply and Logistics (Dirksen to Settles) 162C
Non - Skilled Classification - Parts Supply & Logistics (Dirksen to Settles) 163C
Non-Ford Business Impact on Visteon Locations (Poynter to Bantom, September 15, 2003) 165C
North American Manufacturing Cost Objectives Efforts (Hinrichs to King November 3, 2007) 166C
Pay Adjustments (Dirksen to Settles) 167C
Payroll Matters - Vacation Pay-In-Advance (Dirksen to Settles) 169C
Personal Development Assistance (Halverson to Settles) 170C
Placement Opportunities for Ford Employees Working at ACH-LLC Locations (Dirksen to Settles) 172C
Plant Closing and Sale Moratorium (Dirksen to Settles) 173C
Preferential Hire for Automotive Components Holdings, LLC (ACH) Hourly Employees - Ford Entry
Level Opportunities (Dirksen to Settles) 174C
Production Seniority Leveling Date for Skilled Trades Employees Without Prior Production
Service (Dirksen to Settles) 177C
Profit Sharing - 2011 Plan Year Acceleration of Partial Payment (Popp to Settles) 178C
Profit Sharing Eligibility for Employees on Long Term Military Leave (Popp to Settles) 179C
Project Work for Skilled Trades (Shannon to Lofton, September 15, 1993) 181C
Quality Systems Access (Dirksen to Settles) 182C
Quality Targeted Training (Dirksen to King, November 3, 2007) 184C
Quality Upgrade Program (Dubensky to Lofton, September 16, 1996) 185C
Rawsonville Seat Insourcing (Hinrichs to King, February 23, 2009) 186C
Recall Bypass (Dirksen to Settles) 187C
Reflection of Year to Date TESPHE Contributions on Hourly Pay Check Stubs (Hanlon to Yokich
September 17, 1987) 188C
Representation (Hanlon to Yokich, September 17, 1987) 189C
Return to Basic Unit - Appendix O Administrative Guidelines (Dirksen to Settles) 190C
Return to Basic Unit - Employees Placed on Temporary Part-Time Status (Cirbes to Gettlefinger,
October 9, 1999) 192C
Sale of Operations (Dirksen to Settles) 193C
Scheduling Elected Representation on Saturdays, Sundays and/or Holidays for Locations with
varying Operating Patterns (Dirksen to Settles) 194C
Seniority Disparity - National Parts Distribution Center and Detroit High Velocity Center (Pointer
to Bantom, September 15, 2003) 195C
Skilled Trades Attrition and Staffing Levels (Dirksen to Settles) 196C
Skilled Trades Competitiveness (Dirksen to Settles) 197C
Skilled Trades Licensing (Dirksen to Settles) 199C
Skilled Trades Surplus - Redeployment to Production Clarification (Dirksen to King, February 23,
2009) 200C
Skilled Trades Training Resources (Dirksen to Settles) 201C
Skilled/Nonskilled Seniority Clarification (Dirksen to Settles) 202C
Sourcing - Communication Meetings (Dirksen to Settles) 204C
Sourcing - Training (Dirksen to Settles) 205C
Sourcing - Updates to Company Return on Investment Rates (Dirksen to Settles) 207C
Special Incentive for Skilled Trades Employees Who Voluntarily Elect to Redeploy to Production
Jobs (Dirksen to Settles) 208C
Special Incentives for Hourly Production Employees who Convert to Entry Level Employment
Status at the Rawsonville and Sterling Plants (Dirksen to Settles) 209C
Special Return-to-Production Opportunity for Surplus Skilled Tradespersons (Dirksen to King,
February 23, 2009) 211C
Stamping Business Unit / Dearborn Tool and Die (Dirksen to King, February 23, 2009) 213C
Starting Times - Part Supplies and Logistics (Dirksen to Settles) 214C
Sterling Axle Plant (Dirksen to King, February 23, 2009) 215C
Sterling Axle Plant Understandings regarding Transitioning non-skilled workforce to Entry Level
(Dirksen to Settles) 216C
Summary Tracking for Non Full-Time Ford Employees (Dirksen to Settles) 217C
Supplier Direct Ship Parts - Parts Supply and Logistics (Dirksen to Settles) 218C
Suspension of Certain Joint Programs (Halverson to Settles) 219C
Total Cost (Dirksen to Settles) 221C
Training Facilities (Proctor to Bantom, September 15, 2003) 224C
Transferees to a New State Location and SUB (Popp to Settles) 225C
Transition Assistance - Military Leaves Issued in Accordance with Article VIII, Section 33 ( Dirksen
to Settles) 226C
Twin Cities Assembly Plant - Ranger Assembly Extension (Dirksen to Settles) 228C
U.S. Armed Forces Reserves, United Nations or National Guard Missions Abroad (Dirksen to
Settles) 230C
UAW-Ford Collective Bargaining Agreement Training Program (Halverson to Settles) 231C
UAW-Ford Educational Initiative (Halverson to Settles) 233C
UAW-Ford Family Service and Learning Center (Halverson to King, November 3, 2007) 234C
UAW-Ford Joint Equality and Diversity Committees - National and Local (Mulloy to Settles) 236C
Understandings Regarding Special Program/Incentive Offerings - For Employees at Locations
Implementing Indefinite Layoffs (Dirksen to Settles) 241C
Unique Business Challenges - Parts Supply & Logistics (Dirksen to Settles) 242C
Up Front Lump Sum Payment (Popp to Settles) 243C
Updates of Personal Data (Jones to Lofton, September 16, 1996) 245C
Vacation Pay-in-Lieu (Dirksen to Settles) 246C
Voluntary Political Contributions (Popp to Settles) 247C
Volunteer Activities (Dirksen to Settles) 249C
Warehouse Management Systems - Parts Supply and Logistics (Dirksen to Settles) 250C
Warehouse Technician Classification (Fish to Lofton, October 7, 1990) 251C
Weekly Pay Statement (Dirksen to Settles) 252C
Addendum
Profit Sharing
Profit Sharing - Letters of Understanding
Collective Bargaining Agreement
001A
:
This booklet (Volume I) is being presented to you so that you may i<::now the
terms of the agreements negotiated between the OAW and the Company
XX, 2011{}+, and certain other information which may be of
'-- ..
.
Specifically. the following material is
1. collective Bargaining Agreement and
N, 0, P, Q. S, T. U, aftd-V
presented in the order given:
Appendices A, B, C·, G, H, J,
Skilled Trades Supplemental Agreement; Exhibit I. Apprenticeship
Standards; and Exhibit II, Skilled Trades work Assignments.
K, fII,
3. Letter of January 20, 1949, concerning Maintenance and Construction
operations.
4. Letter of october 4, 1979, concerning New Die Construction.
5. Settlement Agreement of May 29, 1949, as amended.
concerning Relief September 1-&-, 196'1. October
2-l--,--±967, and December "I, 1910.
Three-Day Transfer Agreement of August 15, 1949.
Portions of the Agreement reproduced here which are new or changed from
previous agreements are shown in bold type.
Please note that any gender specific references in the Agreement language
shall apply to either sex.
Other agreements and plans reproduced in separate booklets are: Volume II,
the Retirement Agreement and Plan and the Insurance Program; Volume III, the
Supplemental Unemployment Benefit Agreement and plan, the Profit Sharing
Agreement and Plan, the Tax Efficient Savings Agreement and plan, and the
OAW-Ford Legal Services Plan; and Volume IV, the Letters of Understanding.
We hope you will find this booklet helpful.
BOB KING JIMMY SETTLES
Vice President and Director
UAW, National Ford Department
MARTIN J. MULLOY
Vice President,
Labor Affairs
* Such an Appendix is a part of each local seniority grouping agreement;
there is no Appendix C attached to this Agreement.
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002A
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COLLECTIVE BARGAINING PI.GRSEMENT
Or; this Y'!
Company, Delaware corporation, des ted as the Company.
dnd the International Union, United Automobile. Aerospace and Agricultural
Implement: Work.ers of America, UAW. an unincorporated voluntary association,
hereinafter designated as the Union, hereby agree as follows:
CBAl/0004/1
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003A
MEMORANIWM-{}F!----UNDERS'
FebruaFY-J3,
F'era-Notor C6ffi-j3-ttny and the-VAl'; hane d'
ehal1enges that are thre t' v lscussed at length the
significant businese
a enlng the automat'" ,
G-empany, In response to these chall ,lve lndustry and
changes, enges, the parties have
the viability of Our
agreed to the following


CaLl. The Cost of Living a-l-l-- n miance (Article IX
employees for the term Section '1)
is suspended for
Performance Bonua
Section 2(b) and
1 Section IV are
care costs,
of this agreement.
Performance Bonus
suspended in re " Bonus s in Appendi)( JT 0 rt i 1
, cognltlon of the d v n c-e
nee to help offset health
Bonus Christmas B .
of Y d onuses are SHSP d d
n erstanding titled "Ch ,en e . The November 3
sus d e rlstmas Bonus" f' ' 2007 Letter




l\editionally, ,n,ppenei)( 17 1\ t' Bl1l Dirksen to Bob King is
nee to help offset health lS suspended, in recognltion of the d v, dr lC e I Section VI '
care costs.
Paid
>Lrticle IX, Section 22
13, 2009, April 5, 2010 --' is moeifiee to refl t
I! l' a- anu April 25 20H . H
ee
ehae i\t>Fil
€ € € € 'If 1 no long e r be re c a gn i 53 e d as
Overtime t' 1 dr lC e IX Section 7 " 'II '
half ' .. ill be 'd f' d be modlfiee as f 11 pal or tlme \.'orltee OHer
o
o'.m. Time ane one
towards the 40 hours 'dill be n'· 40 compensatee hours per ',,'eek. '
P,rticle VIII, section 3l Lea"provlded, for verified hours '.mrlted 'h'l Creel:t
Sect' £0 . e . Premlum pai t h leon an
: 90r time ',mrk on Saturda ' I s in accordance , .. ith '
nrtlcle IX Section lO for t' ) s and} or premium paymcnts ' • tlcle IX
e;:,,"eyee haB " eem"eneaMe'::u::r::aa
en
"_ye iB "Hh
'n' lch the Saturday ane/or Sunday above during the '.mrk in
.aca lons during their eligibilit ' emp oyees schceule and talte '
eeHaberahvely ee i l ,"enea. "anagemene a a eh • . eheH
eliminate thc need £0:: a ::obust vacation sChedulin; pro:e:;W \0'111 ",mrlt
an e"ee"Ue. baeie in" > heu. vacahen"ay in lieu'" ehae ",H
authorized i those rare incidents 'n'here a prop only be paid. on
ee cake ehe "re"edy ae ehe aheetiB. ef
the e.."leyee. ana can cd an. au'fieri_c';' vaeaHen i: .; , er ehe ab,liey
hours of 8JECused tlbsen::
t
at a later date. :) ond the control of
e"" e e' .. e,.anee ma,' be e I e mere 'Ran H
ec a lon is that all 81\" d' ,a cen as pay in lie' d
"ill be modified a) s ;nll be utili:ced. Article I:
. lon 26 (a)
Relief Time l' e re lef allO'lvance fo
Eotal of 40 minutes e ' r employees on line opera+-l' ons
se"eemb • r e"he heur sbiH The'" v- - ,,'ill
2 ,er l8, 1964, October 21 1967 d Hellef P,llmvance" lette
007 Collective Bargaining 1\' , an December 7, 1970 in Volume I orfs
.,greement arc eliminated.
ft
be a
dated
the
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payments to em 10" ,,' .
lnstltution th P Jees
w
l11 be dir
C cffiployce des' cet € €
fequlationo, employeeo not . H .. the 8<-#"" __
e d . 1 applicable state
c cpo 0 1 t >, i.ld-have their paycheck:
005A
CCLLECTIVE BARGAINING AGREEMENT
ARTICLE II
SHOP
1. Requirement of [Jnlon Membership
Emp covered by this Agreement at the time it becomes effective
and who are members of the Union at that time shall be required as a
condition of continued employment to continue membership in the Union
for the duration of this Agreement. Employees covered by this Agreement
who are not members of the Union at the time this Agreement becomes
effective shall be required as a condition of continued employment to
became members of the Union on or within ten days after the 30th day
following xx 2011 2007.
Employees hired, rehired, reinstated or transferred into the Bargaining
unit after 0 and covered by this
Agreement shall be required as a condition of continued employment to
become members of the Union an or within ten days after the 30th day
following the beginning of their employment.
An employee who shall tender the initiation fees (if not already a
member) and the periodic dues uniformly required as a condition of
acquiring or retaining membership shall be deemed to meet this
condition.
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006A

:. Scruccure
For the purpose of ion and operating
, th-=: COir.parry shall be divided into Units. Each depot, la"d.oe'
shall constitute such a Cni
the Eo
respective Units:
Maintenance and Construct
0earborn Truck Plant
tation
Dearborn Engine & Fuel Tank plant
Dearborn Stamping Plant and Truck Body
Dearborn Diversified Manufacturing Plant
Tool and Die
Whenever operations 1n a unit of the Rouge Area are discontiiT,led or s(;
curtailed as to make its continuance as a separate Unit impractical, .he
parties shall mutual agreement eliminate such Unit or combine its
with one of the remaining Units, Where new buildings are placed in operar.ion,
or operations are resumed in previously discontinued Units, the parcles
sr.all by agreement determine whether a ne'J Unic: shall be added or 6.11 exisc.ing
Unit expanded,
Nothing in the foregoing shall be deemed to modify the existing Ioca
arrangements at the Cleveland Engine and Four;dry
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COLLECTIVE BA.p.GAINING AGREEr'IENT
Article VI, Section 4
Section 4. Units of 1,400 or More (Except and WaYfi€o Michigan
In Units 1,400 or more employees, the Union will be accorded
lves as follows:
(a) Number of Full-time Representatives
Each Unit, to the TIumber of therein, may ha'Je
the TIumber -time representatives, including the Chalrperson
of the Unit Committee, indicated in the following table:
No. of No. of
Employees Representatives
1,400 to 1,599 7
1,600 to 1,799 8
1, 800 to 1,999 9
2,000 to 2,199 10
2,200 to 2,399 11
2,400 to 2,599 12
2,600 to 2,799 13
And so forth with one additional representative
for each additional 200 employees.
(b) Size of Unit Committee; Handling of First Stage Grievances
Each Unit shall have a Unit Committee of three or four persons,
the Chairperson,
grievances in the First Stage.
District Committeepersons to handle
A Unit Committeeperson may be designated to handle First Stage
Grievances within a specified district where necessary to provide
adequate representation .
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008A
COLLECTIVE BARGAINING AGREEMENT
Article VI, Section 6
Section 6. Rouge, Highh±nd-Ptt£* and Wayne-Michigan Assembly Plant
NOt\'vichstanding Sections 3 and 4. 0: tt1is Article, the Union will be accorded
representatives in the Rouge Jl.rea and Wayrte ___ __

f'-±a.n:ts on a full-time basis, as follows:
\a) Size of Unit committee; Handling of First Stage Grievances
Each Unit shall have a Unit Committee of three or four persons,
the Chairperson, plus District Committeepersons to handle
in the First Stage. A Unlt Committeeperson may be des ted
to handle First Stage Grievances within a specified district where
to provide adequate representation.
(b) Number of Representatives
The Union shall have one representative for every 200 emp
fraction thereof working in the Rouge
and major
and wa-yBe
, respectively. The apportionment of such
representatives among the various Units comprising the Rouge Area shall
be in the discretion of the Local Union, subject only to Subsection (al
of this Section.
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009A
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e VI, Sectron 9 [a e)
Section 9. Unit Benefit Plans Representative
Number; Appointment
Sach Uni of 600 or more s may have one full-trme Benef!t
Plans Representative who shall be appointed by the Ford
Department Director.
Ib) )1otice to Company
The National Ford Department Director shall advise Labor Afr in
wr of the names of the appointed Benefit plans Represent tives
and the Unit to which each is assigned. No representative shall
function as such until the Company ha been so advised.
(c) Functions
The functions of the Unit Benefit Plans are lrmited
to matters to t.he Retirement Plan, Insurance Program, and
the Supplemental Unemployment Benefit Plan. The Unit Benefit Plans
will :
Retirement Plan
(i) Discuss and assist in the resolution of employee, retiree and
spouse problems relating to creditable service,
benefit eligibility, benefit amount, determinat10n de and
payment delays.
Iii) Meet with local Company Personnel Benefits RepresEl:tatiue or
other designated local Management representative as requrred.
Insurance Program
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Confer with emp , spouses, retirees
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healthcare , beneficiaries or insurance carriers
coverage eligibility, a denied claim, benef t ,
benefit payment
w1th lecal Ferccnne Eenef_ts
Supplemental Unemployment Benefit Plan
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010A
Artic!e VI, Section 9 (a-e)
j Unit 3enefit Plans Representative (contd)
."----
(i i) Meet with designated local representatlve
required.
(iii) Discuss with Company deslgnated representati'7e those inst.,c]"Cces
in which the Company determines benefit payments are not
payable.
(iv) Participate in Local Supplemental Unemployment Benefit Plan
Committee hearings as required.
(d) Duty to Remain in Unit; Reporting to Supervisor
A Benefit Plans Representative shall remain in his/her respective
unit while on Company time.
A Benefit Plans Representative shall report to an employee's
Supervisor, provided the Supervisor is in the department, before
contacting such employee in pursuance of his/her duties.
(e) Hours on Company Time
It is understood that a Unit Benefit Plans Representative shall be
entitled to be on Company time only for the same number of hours as
the employees on the shift to which he/she is assigned are normally
scheduled to work.
During periods of temporary layoff as defined by Article VIII,
Section 21, a Unit Benefit Plans Representative will be consldered
3.S a Unit Committeeperson, and his/her entitlement to be on
time will be determined ln accordance with the provisions of Section
13 (d) .
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011A
BARGAINING AGREEMENT
A.rticle VIII, Section ::'8-1
Sectlon l8. Recall
,,"or the purpose of reei.ll , the p:-ocedure ClS Bt ted the abc'JE: S,.' -.
ill be followed in reverse order.
Section 19. Layoff and Recall of Union Officers
Notwithstand their positions on the seniority list, all local bu] Ing
or unit officers (that is, the and Vice Pres
€ € € de-elF',,"l
8wee-(-3-)-T-Fi±S-l:-ee-s) shall ha'le preferential senioLity in their LCS[X:Ct..i
Units in case of a f and subsequent recall, provided that the
work available which they can perform, and provided further that n La ts
1'1 tll less thar. one hur.dred (laO) , deviation from this nde mc:/
be negotiated between Management and the International Union.
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012A
JL
COLLECTIVE BARGAINING AGREEMENT
ARTICLE IX
;.,r.Z\.GES AND OTHER ECONOMIC MATTERS*
Section 1. Wage Rates General
The hourly rates for each classification covered by this Agreement will
remain che same as at the expiration of the Agreement between the
company and the Union dated 2007 , except
as otherwise provided in this Agreement, in the Settlement Agreement
between the parties dated 2011. 2007, or in any
local agreement referred to in Article X, Section 8 which provides for
wage rate adjustments.
* Skilled Trades, Retirement and Supplemental Unemp_loyment Benefits,
Profit Sharing Plan, Tax Efficient Savings Plan and Legal Services Plan
are covered by separate agreements between the parties.
cba1/00125

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013A
COLLECTIVE BARGAINING AGREEMENT
ARTICLE IX
Section 2. Wage Rate Increases
a continuing improvement in the standard of living of
employees depends upon technological
processes and equipment, and a cooperative attitude on the part oE
all parties in ouch progreso. It Eurther recogni3es the principle
that to produce IHore \.,ith the same amount---e-f-human effort is a sound
Accordingly, it is agreed that the follm"ing Performance Bonus pa)'ffient
s-ha-ll be fRade to each eligible employee in accordance '<iith the follm.ing
t-ahle-.-
Eligibility Date Amount Payable During Week Ending
September 15, 2008 Three Percent October 12, 20G8
(3 . 0"6) of
September 21, 2009 Four Percent October 18, 2009
(4.0"6) of
Qualified Barnings
September 20, 2010 Three Percent October 17, 2010
(3.0"6) of
Qualified Earnings
ltD employee shall beeome eligible for a Performance Bonus payment----a-e
hereinafter defined, provided he/she has seniority aD of the designated
eligibility date oct forth above.
}\Xl employee I 8 Performance Bonus , .. ill be based on the Qualified Earnings
during the S2 consecutive pay pcriods iffiffiediately preceding the pay
period in \/hieh the designated eligibility date falls.
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014A
COLLECTIVE BPlliGAINING .::l.GREEMENT
ARTICLE IX, SECTION 2
..
---Be-Eea¥effient Pay

Incentive Payment
··------Ca-ll I n Pay
Short Term Military Duty Pay
.( 2) An employee "ho retires the Bligibility year
provided in this Section and 'dho, but for such retirement, ',,'auld have
had seniority as of the designated eligibility date, '.;ill qualify for
the Performance Bonus as defined in this Section.
(3) In the ease of employees ',,'he die during the Performance Bonus
eligibility year, a Performance Bonus shall become payable as if they
',,'ere seniority employees on the designated eligibility date and
calculated based on their Qualified Earnings during the eligibility
year as defined in this Section. Such Performance Bonus .. be paid
to the estate or, if permitted by local law, to the next of kin.
+e+ Rates
Provisions for wage adjustments for apprentices is made in Article 9 of
the Apprenticeship Standards Agreement, Exhibit 1 of the Skilled Trades
Supplemental Agreement.
+d+ Rates
Employees hired or rehired on or after October 4, 1993 on classifications
other than those in Appendix F (Skilled Trades) will be paid a hiring-in
rate of 70% of the negotiated classification rate of the job to which
they are assigned.
Jl 1/ Sunday and Holiday preffiium payments.
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015A
COLLECTIVE 8A.?GAINING AGREErvlENT
.IlliTICLE IX, SECT ION 2
: ) Upon completion oi 26 weeks of employment Guch emp recei'le
in increase to 7St of the negotlated clas31Eication of the Job
to which they are assigned.
i) Upon completion of 52 weeks of employment such employees will receive
an increase to 80% of the negotiated classification rate of [he job
to they are assigned.
(ili) Upon completion of 78 weeks of employment t31-1ch employees wi.;.l recelve
an increase to 85% of the negotiated rate of the job
to which they are assigned.
(iv) Upon completion of 104 weeks of such employees will
receive an increase to 90\ of the negotiated classiEication rate of
the job to which they are assigned.
(v) Upon completion of 130 weeks of employment, such employees will
receive an increase to 95t of the negotiated classification rate of
the job to which they are assigned.
(vi) Upon completion of 156 weeks of employment such employees will
receive the negotiated classification rate of the job to which they
are assigned.
Probationary employees who were laid off due to a reduction in force and
subsequently rehired within one year of their date of probationary layoff
or seniority employees who were hired on or after October 22, 1979, laid
off due to a reduction in force, and whose seniority was broken pursuant
to Article VIII, section 5(6) and are rehired, will have their hiring-in
rate determined by the hiring-in rate provision of the Collective
Bargaining Agreement under which they were last hired or rehired prior to
layoff based on the number of weeks of employment previously completed.
Under this Subsection, an employee will receive one week's credit toward
acquiring the negotiated classification rate of the job the employee is
assigned if the employee had worked in that given week. Credit will be
given to seniority employees for the weeks worked while in the
apprenticeship program. Credit will not be given for any week during
which, for any reason, the employee does not work except:
• the full week comprising the Christmas holiday period,
• the time lost because of a compensable injury or occupational
disease,
• full weeks of Family and Medical Leave Act (FMLA) leaves of absence,
• full weeks of time lost for vacation during the plant vacation
shutdown weeks,
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016A
COLLECTIVE a.llliGAINING AGREEMENT
• Bereavement, ~ n d
"lilitary Ou::y.
ARTICLE IX, SECTION 2
Each increase will be effective at che beginnIng of the Eirst pay period
following the completion of the number of '.>leeks of employrnent.
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017A
COLLECTIVE BARGAINING
Article IX, Section 3
Sectlon J.
Increase Agreement
also be and incremental rates.
Rate progression in spread rate classifications shall be as provided in
the Merit Increase Agreement attached hereto as Appendix G.*
The application of spread rates for Appendix F (Skilled Trades)
classifications shall be as provided in Section 2 of the Skilled Trades
Supplemental Agreement.
*Reproduced in full beginning on page XX±4&.
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018A
COLLECTIVE BARGAINING AGREEr4ENT
Article IX, Section 4
Sect ion "*. l\llm .. anee Inflation Bonus ______ _____ __ . __ ________ __ _
with the


• Act
• On leave of absence beginning not earlier than ninety (90) days
prior to the eligibility date.
(2) In addition, should the International Union, UAW-Ford Department
raise any question of equity in application regarding specific
employees, the Company agrees to meet on such cases in order to
review the facts.
(al Paj'ffient of AlloHance, Bffect on Other Payments
Effective on the Bffective Date, and thereafter during the period of
this Agreement, each employee covered by this Agreement shall receive a
cost of living allowance as set forth in this Section. This provision
does not apply to employees co,.rered under Appendix V of this Agreement.
'FRe-cost of living allo'n'ance shall not be added to the base rate for-any
classification, but only to each employee's straight time hourly
earnings (including the earned rate only of employees on an incentive
basis of pay) .
'.:'hc cost of living allmmnce shall be taken into account in com.puting
overtim.e and shift premiums, and in determining call in pay and pay for
vacations, umt'Orked holidays, jury duty, bereavement and short term
military duty.
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019A
seas-EtHa-11'l adjust.ed) of Labor Statistics
t±982 J 1 lOO}-7
the parties. If the Bureau of Labor Statist.ics changes th-e
fe.r-fft-er-the--basio ofcalculat:ing the parties agree to ask:
the Bureau available I for the life of this }',grecmen£,----a
monthly Indcx in its prescnt fOFm and calculated on the same basis as
the IndelE for July,
during the period of this Agreement shall be made at the
times.

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020A
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Consumer Price Index
October, 2007
-_ .. _ ..._"- .. t hre e €
)
(1) The amount of coot of living allmiance beginning on the Effective
Date, and ending December 2, 2007 shall be ten cents per hour.
(2) Effective December 3, 2007 and for any period thereafter as provided
in Subsection (e), the east of living allm.'ance shall be in
accordance the follmling table:
Three Hanth .werage Coot of Living
Consumer Price Index Allmmnce
197. 24 197. 31 per hour
197. 32 197. 39 per hour
197. 10 197. 47 per hour
and so forth calculated in accordance ',lith the Letter of Understanding
signed by the parties.
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021A
Article IX, Section 1 (conEd)
the computed average shall be rounded to the nearest 0.01
point_
(4) In no event-w-H-l--u-declinc in the Three P10nth PtVerage IndeJE belo',I
197 _ 23 provide the baois for a re6tl€-aen--in the '",age scale by job
classification.
(5) (i) For each increase to the cost of living allO'.Jance beginning on
December 3, 2007 and continuing until the remainder of the
se',renteen (17<;:) COL.". deferral required under the conditions of
i'ohe settlement agreementln the ease has been
recovered, the amount of increase payable to employees shall be
reduced by five cents (50) per three month period, or by the
amount of the increase whichever is leso. Thereafter, for each
increase to the cost of living allm,rance, the amount of
increase i'oo employees ,till be reduced by t,,,,o cents (20) per
three month period, or by the amount of the increase whichever
is less and continue into perpetuity.
+i-i+-m For each increase to the cost of living allo'.,rance during the
fifteen three month periods beginning December 3, 2007 and
ending June 6, 2011, the amount of increase payable to
employees shall be reduced by four cents (4<::), or by the amount
of the increase 'dhichever io less. The sum of the diversions
( iii)
during this period "Jill continue into perpetuity.
For each increase to the coot of living allmvance during the
fifteen three month periods beginning December 3, 2007 and
ending June 6, 2011, the amount of increase payable to
employees shall be reduced by four cents (H), or by the amount
of the increase whichever is leso.
In addition, in the quarter after the seventeen cent (179) COLA
deferral as referenced in (i) above is completed, the amount of
increase payable to employees shall be reduced until parity
',,,ith CH is achieved prior to any other diversiono being ta!ten.
Once parity is achieved, this diversion will continue into
perpetuity.
'Fhe diversions referenced herein ,,,'ill be applied in the order as
referenced above.
Follo'ding the adjustment for the three month period beginning June 6' ,
2011, the sum reduced during the fifteen periods shall be subtracted
from the cost of living allO't"ance table and the table shall be adjusted
00 that the actual 'Fhree Month ."""erage Consumer Priee IndelE equates to
the _allmmnce payable during the period beginning June 6, 2011.
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022A
b E Eft Ia . . ,HJ oli OHa of the pay p e £ i ~ appropriate IndelE on ore oreeegl:Hnl:
the east OE living allo-"HaH€e due to any revision 'dhich later fftay lae made
in the published figures uoed in the ealculation OE the ConSUfftcr Price
:fndex Eorany month on the basis of 'dhich the allmvance shall have been
El:eterfftined.
IE) Transfer of Portion of Cost of Living Allowance Into Base
affective OH the Effective Date, ~ r o dollars aHd three ceHts ($2.03)
shall lae added to the base hourly rate for each classiEicatioH
t
iHcludiHg l'llinimum and maldmum rate for spread rate classifications. An
equal amount of T,,,o dollars aHd three cents ($2.03) shall be deducted
Erom the T' .. 'o dollars aHd thirteen cents ($2.13) coot of living allO'fo'ance
'"hich '.o'a&-in effect immediately prior to that date, and thereafter the
coot of living allowance shall be computed in accordance ,dth
Subsections (b) I (c) and (d) of this Section.
Adjuotments in the base rate used for the purpose of incentive pay
calculation by reason of the portion of the cost of living allowance
transferred to base hourly rateo under thio Subsection 4(f) ahall be ao
agreed upon in local negotiations at those Company locations having
incentive plano.
023A
COLLECTIVE BAI<GAINING
IX, Section 19
Section 19. Bereavement Pay
When death occurs in
's immediate family (i.e., current spouse;
parent or st or great-grandparent; parent,
or grandparent or great-grandparent of current spouse; child or stepchild;
brother, half brother or stepbrother; sister, half sister or stepsister;
grandchild) a seniori ty emp , on request, will be excused for any chree
(3) scheduled days of work or any five (5) regularly scheduled
days of work in the case of the death of an employee 1 s current spouse, parent,
child, stepchild, or in the case of multiple of members of the
employee'S immediate family (or for such fewer days as the employee may
be absent) during three (3) days or five (5) days in the case of the
death of an employee's current spouse, parent, child, stepchild, or in the
case of mult deaths of members of the employee'S immediate family
(excluding Saturdays and Sundays, or, in the case of seven-day operations,
excluding days off) no later than the date of
the death provided the employee attends
the funeral or ceo After making written application therefore, the
employee shall receive pay for any scheduled hours of work up to eight (8)
per day for which the employee is excused (excluding Saturdays and Sundays,
or, in the case of seven-day excluding regular days off) provided
the employee attends the funeral In the event the body of a
member of the employee's immediate family is not buried in Continental North
America solely because the death has physically destroyed the body or the
body is donated to an accredited North American or medical center
for research purposes, the requirement that the employee attend the funeral
will be waived. Payment shall be made at the employee's regular
straight-time hourly rate on the last day worked (or I in the case of incentive
employees, the employee's average straight-time hourly earnings, including
incentive , for the last four (4) pay periods worked immediately
preceding the week prior to the week in which the absence commences) inc::"uding
shift premium and seven-day operations bonus, where applicable, but
excluding overtime and any other premiums. Time thus paid .,;ill not be eounted
as hours 'H'orked for purposes of overtime.

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024A
COLLECTIVE BAECAINING AGREEMENT
Article IX, Section 22
Section 22. Paid Holiday Plan
(d) General Eligibility Rules
Unless otherwise provided herein, employees who meet all of the eligibility
rules below will be paid eight (8) hours' pay at their regular straight-time
hourly rate including shift premium and seven-day operations bonus but
excluding overtime premium for:
November 1G4, 20B-+ll
November n!, 20B-+11
November , 209-+11
December 246
December 257, 209-+11
December 209-+11
December 2+9, 20B-+11
December 2-S3 0, 209-+11
8eBember
January 20GB12
January 6 20&&12
6, 20GB12

May 26!,!, 20-G-a12
July 4, 20-G-a12
September
November 46, 20-G-a12
November 14§.,
November 2+2 20-G-a12
November 2B-l,
December 24, 20&&12
December 25, 20-G-a12
December 26, 20-G-a12
December 292, 20-G-a12
December 20GB12
December 31, 20-G-a12
January I,
January 2, 2009
January
April 10 March 29,
May ,
J:-11y 3-!, 20&913
September +?:., 20@13
November , 20@13
November 26.§., 20@13
November 2+2.r
20@13
Cece:nber 20@13
December 254,
Dece:nber 2B-5, 20@13
December 296,
Veterans Day,
Thanksgiving DaYr
Day After Thanksgiving,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Martin Luther King, Jr. DaYr
Good Friday,
Day After Easter,
Memorial DaYr
Independence Day,
Labor DaYr
Federal Election DaYr
Veterans Day,
Thanksgiving DaYr
Day After Thanksgiving
r
Christmas Holiday Period,
Christmas Holiday Period
r
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Martin Luther King, Jr. Day,
Good Friday,
Day After Easter,
Memorial Day,
Friday Before Independence Day
Labor Day,
Veterans Day,
Thanksgiving Day,
Day After Thanksgiving,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
I ')" J, Holiday ,
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2
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025A
December , 200-9:!2
2013
JanuaC'! 1, 20104
January 1-8-20, 201o.i
P,pril :H§., 20104
,'1ay 3+26, 2010':!.
July 5-'!"
September ,20104
November a!,
i'lovember 15-4, 20104
November 25-7.., 2010.4
November 268, 20104
December 24, 2019-4
December 20104
Oecember 28-6, 20104
December 29, 2019-4
December 30, 20H}4
December 31, 2019-4
January 201±5
April
May 342.5, 20
July 42,
September 5-7,
Christmas Holiday Period,
Christmas
Christmas Holiday Period,
Martin Luther King, Jr. Day,
Good Friday,
l'lemorial Day,
Monday After Independence Day.
Labor Day,
Federal Election Day,
Veterans Day,
Thanksgiving Day,
Day After Thanksgiving,
Christmas Holiday Period.
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Christmas Holiday Period,
Martin Luther King, Jr. Day,
Good Friday,
Day After Easter,
Memorial Day,
Independence Day,
Labor Day,
The parties also agreed that eligible employees shall receive up to two (2)
Family Days. Eligibility, scheduling, and payment for Family Days shall be
as described in a Letter of Understanding on that subject dated XX/Xx/XXXX
November 3, 2907, and signed by the parties.
Employees must meet the following eligibility rules to receive holiday pay:
(1) The employee has seniority as of the date of the holiday;
(2) The employee would otherwise have been scheduled to work on such day if
it had not been observed as a holiday; and
(3) The employee must have worked the last scheduled working day prior to,
and the next scheduled working day after, such holiday within the
employee's scheduled workweek, except in the case of holidays which fall
in the Christmas holiday period.
(i) In the case of the Christmas holiday period, in starting
December through the following January in 20GS12, starting
December 24 through the following January in starting
December 24l through the following January 1, in 20104, starting
December 24 through the following December 31 20105 a
seniority employee absent without excuse on both the last scheduled
working day prior to and the next scheduled working day after a
Christmas holiday period shall be ineligible for holiday pay for
all of the holidays within the Christmas holiday period. A
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seniority employee absent without excuse on either the last
scheduled working day prior to or the next 3cheduled working
after a Christmas holiday period shall be ineligible for one (1) oE
the holidays Eor which he would otherwise be eligible in the
holiday period, but shall, if otherwise e1 . receive
pay for the remaining holidays in the Christmas holiday period.
(ii) Employees will be called in to work only in emergencies on the
following days which are not paid holidays under this Agreement:
Saturday, December 22:4, 20fFHI
Sunday, December
Saturday, December 2-93J,., 2
Sunday, December 30, 2007
Saturday, December 2+2,
Sunday, December 2&3,
Saturday, January 3 ,
Sunday, -January 4, 20M
Saturday, December
Sunday, December
2012
Saturday,
__
Saturday, December 20103
Sunday, December 2010l
Saturday, January 1 December 27, 201±4
Sunday, January 2 December 28, 2011-4
Saturday, January 3, 2015
4, 2015
3
Employees shall not be disqualified for holiday pay, if otherwise
eligible for such pay, if they decline a work assignment on one (1)
or more of the above days.
The foregoing provisions shall not apply to (I) employees assigned
to seven-day operations; and (2}employees who perform work on
Sunday which is a part of the No. 1 shift, Monday.
(b) Sunday Holiday
When any of the above enumerated holidays falls on Sunday and the day
following is observed as a holiday by the State or Federal Government,
it shall be paid as such holiday.
(c) Saturday Holiday
When a holiday falls on Saturday, eligible employees shall receive
holiday pay provided they have worked the last preceding scheduled work
day within the week in which that holiday falls.
(d) Employee on Layoff or Sick Leave
Seniority employees who have been laid off in a reduction of force or
Ail, who have gone on sick leave during the workweek prior to, or during the
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il (VI
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027A
workweek in which the holiday falls shall receive pay Eor such holiday.
A seniority employee who is laid ofE during the second workweek prior
to a week in which one or more of the holidays in the Christmas holiday
period falls, and who worked his last scheduled working day prior to
"uch l.:tyof f, shall, if othenlise el , receive pay Eor the hoI idays
Ealling ~ i t h i n the Christmas hoI period. Seniority employees on
layoff or sick leave of absence when the hoI (s) occurs who return
to 'r/ork following the holiday (s) but during the week in which the
holiday(s) falls shall receive pay for such holiday(s) .
A seniority employee who is laid off in a reduction in force and who
qualifies for Christmas hoI pay as provided in this provision, and
who also qualifies for Christmas holiday pay as provided in Appendix K
Memorandum of Understanding Temporary Part-Time Employees, will be
provided the greater of the two Christmas holiday pay entitlements, but
noc: both.
028A
COLLECTIVE BARGAINING AGREEMENT
A.rticle IX, Section 22 (al (contd)
(I'.:) Employee on Other Leave
[f an otherwise eligible seniority is on an approved leave of
lbsence (other than sick leave) of not more than lS days (total
duration, including any extensions) during which a holiday occurs, he
shall receive holiday pay for such holiday. A seniority employee on a
personal leave of absence which expires during a Christmas holiday
period, shall. if otherwise eligible. receive pay for the holidays in
the Christmas holiday period which fall (1) after the final day of such
leave, or (2) on and after the date he notifies his plant of his
availability for work, whichever is later.
(fl Employee on Vacation
When one of the above holidays falls within an eligible employee's
approved vacation period, and he is absent from work during his
regularly scheduled workweek because of such vacation, he shall be paid
for such holiday. A seniority employee who requests and is granted a
vacation which includes the last scheduled working day prior to a
Christmas holiday period and who also requests and is granted a
vacation which includes the first scheduled working day after such
Christmas holiday period, shall. if otherwise eligible. receive pay for
the holidays which fall in such Christmas holiday period, provided the
employee works the scheduled working days immediately preceding and
following his vacation when such scheduled working days are within the
workweeks which include what would have been the employee's last
scheduled working day before and first scheduled working day after the
Christmas holiday period if he had not been on vacation.
(g) Seven-Day Operations - Eligibility; Effect of Holiday Work
Employees working on necessary continuous seven-day operations shall
receive holiday pay in the event the holiday falls on one of their
regularly scheduled days off and they meet the other eligibility
requirements of this procedure for paid holiday time.
When employees working on necessary continuous seven-day operations are
scheduled to work on a holiday which is a regularly scheduled day of
work and do work, they shall not receive holiday pay under this
procedure (except for the number of hours less than 8 (i) that he shall
have been requested to work or, if the following is greater, (ii) that
he shall have worked), but shall be paid for time worked in accordance
with Section 12 of this Article.
(h) Other Operations - Effect of Holiday Work
Employees not working on seven-day operations who work any of the above
holidays shall receive full holiday pay (if otherwise eligible) in
addition to the premium payable in accordance with Section 11 of this
/ Article.
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(;) ?ailure to Perform Holiday Work
who have accepted such holiday work assignment and then fall
report Eor and perform such work. without reasonable cause
e to Management. shall not receive pay for the hol
(i) Incentive Employees
The hourly rate for an employee who is under an incentive plan
the week in which the holiday(s) falls shall be his average stra
tlme hourly including i;1centive earnings and shift premium,
but other premiums for the last four pay periods worked
immediately the week prior to the week in which the
holiday(s) occurs.
(k) Effect of Unemployment Compensation
If, for a week which includes one or more holidays which fall after
December 23 but before the following January 3, an employee supplements
his holiday pay for such holidays by claiming and receiving an
unemployment ion benefit or by claiming and receiving waiting
period credit, to which he otherwise would not have been entitled if
such holiday pay had been treated as remuneration and considered
disqualifying income for unemployment compensation, a deduction of the
lesser of the following amounts will be made from the employee's
earnings from the
(1) An amount
question, or,
to the employee's holiday pay for each week in
(2) An amount to either the unemployment compensation paid to
the employee for each week in question or the unemployment
compensation which would have been to the employee for each
week in question if it had not been considered a waiting period.
030A


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!Z. Section 28
SectioJ 28_ Moving Allowances
....
a

/Z

(a)
?"n viho is on t:.he active emp::'oyment roll on or a£cer September
1. 1961. shall be eligible for a i':oving Allol-!ance if l:e/she is
thereafter offered and accepts a transfer from one plant of Company
(hereinafter called the original Plant) to another Plant: of t-he Company
called the new Plant) if:
(i) the new plant is at least fifty (50) miles distant from the
original Plant and
(ii) he/she files an application for a Moving Allowance not later
than six months after the first day he/she worked at the new
Plant and has not applied for a Separation Pa:ment under the
Supplemental Unemployment Benefit Plan_
(b) When employees are relocated, they will be given a choice from the
following Relocation Packages:
0159/1
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(1) Option 1-Enhanced Relocation:
I"
Employees will receive a Relocation Allowance up to a maximum
of $30,000, $6,000 of which -will be provided as a signing bonus
to cover miscellaneous up-front cash expenditures. An
additional amount of $16,000 will be paid to the employee at
the new location_
In addition, spousal relocation assistance will be provided_
Arter one (1) year of employment, employees may receive $8,000
if they com:inue to be employees of the ne\'l location
Employees -,-lho are placed in accordance with Appendix N and accept
the Enhanced Relocation Allowance \-:i11 not be eligible to
initiate another in zone or out of zone tl-ansrer as an active
employee for a of 36 ;r,ontns 1.:-nless the employ-eels status
changes to laid off or Protected In the event the plant has
employees on permanent- .indefinite layoff €
**B5 Hith no likelihood of recall into aC1:be -,'Joridorce,
the 36 morrth be eliminated.
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receiving Saharlced will
terminate cheir seniori at all other Ioea
eligible Basic
Deta.iled iT!!02.712 t iO:-l regardi.::g pa;.rmer1c.s 0.=-'.8. RelQcat
t.he Re loc-a r:. iGfl 11
made available to employees.
In
OptiOD Relocation:
Employee will receive Relocation AIIO'.-lance in the amount of
$4,800
The employee who accep::'s the Basic Relocation
to for retc:.rn to Basic Unit as pro'!ided in n.rc:icle
VIII, Section 1 (b) (iil , after working at of relocation
for a of six (5) months or upon indefir:i:e frem
the plant of relocation_
032A
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CBA1/160
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COLLECTIVE 8ARGAINH!G :\Crn.:::::r,lENT
Article IX, tlon 29
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COLLECT IVE i3ARGAINING AGREEt·1ENT
Article X:, Section 2
Section 2. Expiration Date
JC
This Agreement and r e l a ~ e d supplemental agreements shall continue in
full force and effect until 11:59 p.m. September 1'1, ~ 2015.
034A
COLLECTIVE BARGAINING AGREEMENT
Artie e XI, Section 3
Section J. Notice co ~ o d i f y or Terminate; Automatic Renewal
This Agreement shall continue in effect for successive yearly periods
3.ft:.er September 14, 24-±-± 2015, unless notice is given in 'llriting by
ether pa .. rty at leasc 3ixcy (1,0) days prior to September 14, :J-G.-l-t 2015,
or ilny ..mniversary date thereafter, of its desire to modi
terminate this Agreement.
amend or
IE such notice is this Agreement shall be open to modification,
amendment or termination, as such notice may indicate, on September 14,
2ti-H 2015, or the subsequent anniversary date, as the case may be.
035A
DARGAIN ING AGREE;'IENT
Artic e XI, Section 4
Section 4. Addressing of Notices
Lces be in 'Nriting and shall be sufficient if ent 0'1 mail a.ddr,=ssed,
E to the Union, to International Unlon, United j\utomobile Workers Qf Arnerica,
8000 East Je ferson Avenue, Detroit, , 48214, or to such other
address as the Union shall furnish to the Company, in writing; and, if to
Company, to Ford Company, Dearborn, Michigan, 18121 1-&9-9 48126
- 2701, or to such other address as the Company shall furnish to the Union,
:n writ
k * * * *
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/ O(ScriO/1/2011
036A
COLLECTIVE B.Z\RG.1\INING AGREEr1ENT
IN WITNESS the parties hereto have duly executed this Agreement as oE
first above written.
William C. Ford, Jr.
Alan R. Mulal1y
Fields
Joe Hinrichs
James Tetreault
William P. Dirksen
!3:J:._ck
Jack L. Halverson
Sarah B. Orwig
Frederiek TO!1€'!.Y
Livia r!ezza
Ken tlcfarlane
Jeff C. Wood
Ken Williams
Helmut E. Nittmann
}'\flU G a e 1
Elizabeth A. Peacock
Keith A. Kleinsmith
International Union
Ron Gettelfinger
Bob King
Wendy Fields-Jacobs
Garry Hason
Dave Curson Greg Drudi
Chuck Browning
Joseph Carter
Dan Brooks
Joe Gafa
jL
CBA1/177
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10/3/2011
FORD MOTOR COMPANY
Jim Larese
James E. Brown
Sandy r:;-:-Krus
Steve Majer
Richard J. KrolilcQ',wki
Ted p,.. Sta'.IikmlSlti
Gregory M. Stone
Stephen M.
Brian Narren
UAW
National Ford Council
Joel Goddard, Subcouncil #6
Hike Abell, 8ubcouncil #2
Jeff Washington, Subcouncils #2 &#3
Bernie Ricke, Subcouncil #1
Dmrino Ell Amin ¥lilson, 8ubeouneil#1
Dave Berry, 8ubeouneil #2
Chris Crump, 8ubeouneil#3
Chris Viscomi, 8ubeouneil #3
Charlie Gangarossa, 8uboouneil #4
Tim Levandus]ty, 8ubeouneil #4
Johnny VarolIan, Subcouncil, #5
Jaff Terry, Subcouneil#5
Jodey Dunn, Subcouneil #G
Dave Rogers, Subeouneil #7
Scott Eskridge, Subcouncil #2
Dwayne Walker, Subcouncil #2
Anthony Richard, Subcouncil #1
Larry Brdak, Subcouncil #3
Mike Whited, Subcouncil #3
Jerry Lawson, Subcouncil #4
Tony Vultaggio, Subcouncil #4
Dave Mason, Subcouncil #5
Dan Weaver, Subcouncil #5
Tom Kanitz, Subcouncil, #6
Matthew Barnett, Subcouncil #7
Fnderson Robinson Jr., Secretarl
:he date
037A
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APPENDIX J
(MEMORANDUM OF UNDERSTANDING -
CONTINUOUS IMPROVEMENT FORUM)
The Company the Union ze the interdependent relat of
,P131ity, operating eff , employee empowerment, and job security.
E'ur::.hermore, the concepts of employee empowerment ..........L. ____ ....
"continuous improvement" are supported fully by the
National Ford Department and the Company. For Ford to remain a viable
competitor and provide the opportunity for employee job security, every
location must improve continuously to enable the Company to achieve its
objective of being the "One Manufactur
Automotive Company. Each location must strive to meet and beat the
competition. The support of and dedication to the work force are essential.
Accordingly, the parties to work together,
F&rum prineip-±e-s-;- on continuous improvement initiatives at every
organizational level to improve quality, operating effic including plant
cost performance, work relationships, effectiveness job
security, and quality of work life.
DUring these negotiations, the parties agreed this Memorandum is an on-going
agreement, "1 document", permitting the parties to tively evolve and
work towards continuous improvement outside the normal collective bargaining
process. This Memorandum of Understanding will not concurrently with
the Collective Agreement. Accordingly, the provisions of Article
X, Section 10 and Article XI, Sections 2,3 and 4 will not apply to this
Memorandum of Understanding.
To implement these and objectives, Ford and the UAW agree that the
following committee structures will be the focus of cooperative efforts
toward our common goal to improve the effectiveness of our operations, drive
standardization and remove barriers to improvement and teamwork, increase job
opportunities and fully utilize the work force.
A. Senior Advisory Continuous Improvement Forum
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To an operational focus on continuous improvement, a Senior
Advisory Forum is established comprised of senior Company Manufacturing
Management, senior members of the Labor Affairs Office and
senior leadership of the UAW National Ford Department.
The Senior Advisory Forum's role is to provide leadership by:
I
giving direction to the National and
Improvement Forums;
ions Continuous
a strong bond among all levels of the organization to
empower employees to meet the Company's competiti'le chal
zing the entire
seated objectives and
·jetermination;
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ion to move toward achieving
tandardization with steadfast
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038A
he ing Gpen channels to share information;
discussing the Company's general operations, business
developments and opportunities at each location;
strongly encouraging the local parties to work together to
ement continuous improvement initiatives, including the
delivery of plant total cost objectives;
jointly providing ion of local continuous improvement
successes (e.g., joint recognition letters, joint plant visits,
and related activities); discussing the importance of job
preservation and job creation;
jointly studying hourly human resources needs, trends,
developments, concepts, etc., in industry and elsewhere; and
meeting semi-annually (in the first and third quarters) to review
continuous improvement progress including local improvement
plans, and to discuss new continuous improvement initiatives that
may have an impact on a significant number of hourly employees.
B. National Continuous Improvement Forum
L/
h
To provide a working level focus on continuous improvement, a National
Continuous Improvement Forum is established to focus on continuous
improvement efforts under the provisions of this Appendix, including
Exhibit 1 and Exhibit 2, and Appendix M. This forum will consist of
members from the Company designated by the Company's Vice President
Labor Affairs, and from the Union designated by the Vice President and
Director of the UAW- Ford Department.
The role of the National Continuous Improvement Forum is to:
report progress to the Senior Advisory Continuous Improvement
Forum, share successes and discuss areas requiring reinforcement;
support and encourage the local parties to improvements on a
continuous basis;
encourage and support the concept of team work as a fundamental
of doing business;
.
ser'!e ,.15 d depository for Gollectir.g "S1JCCeSS stories" and
infcrmation "nd disseminating them to 10caci,)ns that :leed /v
of hew pr.::;blems ha'Je been reso l'/·::d successful 1

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039A
'flsit lccat.ions upon eequest dnd offee on-site assistance bj'
meeting jointly with local committees, in conjunction with the
UAW National Ford Depaetment Servicing Representatives and Plant
Operations Managers or equivalent, to discuss the importance of
job preservation and job creation dnd the reasons for the
commitment to increase operatlonal efficiency, suggest possible
for consideration, and encourage good-faith efforts to
develop and implement :neaningful local change;
provide coaching, mentor
appropriate;
and support to local forums as
encourage local efforts to benchmark operations and practices of
"best in-class" competitors and pursue mutually acceptable
methods of closing the competitive gap;
schedule periodic meetings between members of the UAW-Ford
Department and the senior operating management of Ford Motor
Company to provide greater information sharing and discussion
with members of Management involved in important Company
decisions;
monitor and provide support as required for implementation of
GEompetitive local and
train the local parties on the aspects of this agreement
provision.
C. Operations Continuous Improvement Forum
To further continuous improvement efforts at all levels of both the
Union and Company organizations, the parties have agreed to implement
Operations Continuous Improvement Forums. The Operations Continuous
Improvement Forums will include key representatives of Manufacturing
Operating Management and Human Resources, designated by the Company's
Vice President of Manufacturing, and Union representatives designated by
the Vice President and Director of the UAW-Ford Department. These
forums will meet semi-annually (second and fourth quarters) at a minimum
to discuss and review operation-wide matters and should function in
alignment with the local, senior and national forums.
The role of the Operations Continuous Improvement Forum is to:
report progress to the National Continuous Improvement Forum,
share successes and discuss areas requiring reinforcement;
scrongly encourage the local parties to work together to
implement continuous improvement initiatives including the
Gel of plant total cost objectives;
support. direction and encouragement for the local
parties to make improvements
C'cib

040A
encourage dnd support the of team
as a fundamental princ of rioing
;
maintain liaison with local forums and assist and encourage them
as appropriate;
encourage local efforts to benchmark operations and practices of
"best-in-class" competitors and pursue mutually acceptable
methods of closing the competitive gap;
discuss and review progress on implementing tive local
the local level; and
review continuous improvement progress, including local
improvement plans, and discuss new continuous improvement
initiatives that may have an impact on hourly employees.
D. Local Continuous Improvement Forum
At the local level, the joint forum will meet at least monthly and as
of the work
Forum members will consist of equal Company and Union members,
including the Plant Manager and other members of the Management
operating committee selected by the Company, the Unit Chairperson, the
Local Union President, if he/she so elects, and the Unit Bargaining
Committee.
The Local Continuous Improvement Forums will review operational
efficiency, consistent with this Appendix, including Exhibit 1 and
Exhibit 2, and jointly develop and introduce continuous improvement
initiatives. Elements in local continuous improvement initiatives can
include:
identification of investments in improvements or equipment
needed to product quality or operational effectiveness;
implementation of operating
facility following the standards contained within the Continuous
concepts that support teamwork and result in
operational efficiencies;
discuss the quality of the • s products and other 'Jeneral
indicators of performance as '"ell as UAW Quality i ve
issues of concern;
review opportunities for Local Continuous Improvement Forum
bui , which would energize, sustain and support ongoing
Continuous Improvement efforts, provide for further skill
and enhance the relationship;
team
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II
identification of total cost sav initiatives and efficIencIes;
discuss and review progress on implementing G£ompetitive local
0c:Jperating fGBAsi-;
of new forms of work organization that support dnd
can be integrated into manufacturing systems;
procedures to review supervisory staffing and support for the
initiatives in this l'1emorandum of Understanding;
local initiatives to promote employee attendance;
procedures for improved access by the Local Continuous
Improvement Forum to product plans and other information
affecting employment security and operational effectiveness,
assuring confidential treatment of such information;
procedures and plans to review past outsourcing and outside
contracting decisions, and identify opportunities for insourcing
and new business;
exploration of initiatives to pursue job preservation and job
creation;
implementation of work team concepts that fully utilize all
employees;
the examination of alternative work schedules which provide
greater employment opportunities;
discussion of the use of non-Company employees who would be
contracted to provide development, training, and/or
implementation toward continuous improvement which will be
subject to prior approval of the National Continuous Improvement
Forum;
understand the competitive gap to "best-in-class" competitors and
pursue mutually acceptable methods of closing the gap;
provide a forum for discussion on the viability of the operations
and means to implement necessary changes to allow Ford North
America to create a competitive platform to be considered for
future business versus the global alternatives;
address other matters that enhance continuous improvement
initiatives that the local parties agree are appropriate for
discussion.
Efforts of the local parties to improve operational effectiveness may
change or waiver of certain agreements or practices. It is understood that
any such changes or wai'lers would not be effecti'/e unless agreed to by the
k·:al parties involved and approved in 'Ilriting by the Labor JI.ffairs Office of
tIle Company and the National Ford Department of the Union. Such changes would
G/

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be effective only at the location(s) specifically des ted.
E. Principles/Process for Effecting Change
The parties agree that there are principles for effecting change to
standardization across operations,
wlthout restricting local Management and the Union from designing alternative
solutions for the location's competitive challenges7 with from
b
Conditioning the Environment
The support, empowerment and dedication of the hourly work force are
critical factors to aChieving continuous improvement. The Company's
most important resource and the source of its strength are its
employees, who must be trained, trusted. relied upon, and given an
ever-increasing role in making decisions to meet the Company's and
Union's goals and objectives of a standardized work
structure.
The work force'S sentiments and beliefs are vitally important and
should be secured and understood. Employees' trust and support can be
gained by involving them in defining, participating in, and influencing
decisions for the implementation of the assignment for which they are
responsible. The way employees feel about management and each other,
the things they focus attention on, their decision-making methods, and
the expectations they establish for themselves directly influence the
work they perform.
Effective Communications
Employee awareness of the Company and Union goals and their strategic
plans for achieving those goals is important. Therefore, it is
strongly recommended that Management at each facility share data
relative to how the facility contributes to the Company's overall
success. These data should identify positive and negative aspects of
each location's performance, and should be shared on a regular basis.
Sharing data between the parties, open communications, and sensitivity
to the concerns of each other are critical to building and maintaining
trust. The local parties should collectively work to gain the work
force's commitment to higher involvement and excellence.
The Plant Manager and Plant Controller will share with the Union
Chairperson the total budget task that the plant is being assigned.
As each plant determines how to manage its task, plans will be .shared
with the Plant Chairperson. The Union's input 'Nill be invited,
especially as to additional or alternative ways the task can be met.
Workgroups will be encouraged to identify total cost savings and waste
elimination ideas that may contribute to the task achievement.
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Identification of Issues
When ng changes in agreements and practices, the
precess, or system needing should be clearly identified and its
adverse impact on quality, customer satisfaction, job security, total cost or
future business decisions should be understood. Data specific to the
issue(s) being addressed should be shared and, if possible, the potential
quant if ied.
Guidelines
Having the work force participate in continuous improvement using
teamwork is a fundamental principle for improving the entire operation
and achieving the objectives of the business. Management and local
union leadership should actively support the principles of employees
working together, as well as being involved in identifying concerns and
their resolutions. To this end, the local parties will commit to
afford the opportunity for employees to participate and share their
ideas in the plant's continuous improvement process.
The structure and support of continuous improvement initiatives (e.g.,
forums) may vary by location and will be discussed on a regular basis
by the local parties in the Local continuous Improvement Forum or in
other meetings as appropriate.
The parties may, in certain cases, jointly set goals and objectives,
strategically plan, measure the progress regularly, and communicate the
results to the work force.
There should not be any intra- nor inter-plant competition for
progress, but all locations should strive to improve their operation
using appropriate benchmarking in order to determine opportunities for
ongoing improvements. Resolutions of concerns addressed should be
subject to change as business conditions change.
Local management and Union leadership must be involved personally and
committed to bringing any agreed upon change to fruition.
Training
Before training is conducted, the training need and resources required
to conduct the training should be clearly identified. The resources
should not be reallocated without prior discussions between the lccal
parties. The Company will ensure that necessary training, such as
group problem solving, facilitation and instructional skills, effective
listening and feedback, assertive communication, interpersonal skills,
managing conflict, and diversity is provided on a timely basis to
hourly employees, includin'J team leaders, group members, Union a.nd
management leadership and others involved in the participative process.
The local parties should Jointly select trainers or consultants based
upon their proven tLlck recoc-d. These trainers or conmJ::'tants
·:1:ai./G262/7
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044A
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prove to be 3 valuable asset in starting the improvement process. fuly
non-Company employees who will be contracted to provide training will
be subject to prior approval of the National Continuous Improvement
Forum. The approval wi I be based on the contractor'S credentials and
proven record.
Because of the changing work force, the traditional role of the
supervisor may change in the future to that of coach, innovator,
educator and resource person; this transition will take time.
Therefore, training members of supervision for this new role is
important. All levels (supervisors, superintendents, area managers,
union leadership and ) need to participate in training and
retraining to implement the "new ways" of operating.
If required, training should be provided for newly appointed
supervisors, union leadership and managers to ensure that progress 1S
not affected by leadership changes.
Utilize the skills. talents, and abilities of the skilled work force as
an integral part of the production process. As such, they are a
valuable resource to the continuous improvement work groups. Further
training to enhance the abilities of the skilled work force will enable
those employees to make an even greater contribution to these efforts.
9/11
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APPENDIX J
EXHIBIT 2
XXXX
Dear Mr.
During the 2011 negotiations the Union and Company had extensive
regarding the need to partner to deliver engaged and aligned work
to a consistent standard, in all facilities, supporting the
global_ manufacturing
The parties recognize the contributions of our hourly workforce and a vision
for fully integrated, motivated teams who work together to drive operational
excellence and continuous improvement in support of "One Manufacturing - Best
All work groups/teams will maintain and improve the business --
against key objectives, within their span of control, and with the
appropriate structure to support them.
The team leader is critical to each work group/team. They will be
selected for this position through a jointly established process and will use
standard roles and responsibilities to lead the team and continually improve
the business.
E'or more automated areas, the parties agreed to the implementation of
effective Manufacturing Work Groups(MWGs)comprised of production and skilled
trade elllployees working together. The Company will not assign skilled trade
team members to work. To ensure the success of
manufacturing workgroups, a strong commitment to training is
the Union, and the Company.
Manufacturing work groups will be modeled after those in place at the Ford of
Europe, Valencia site. The parties will jointly develop a trainin5LEEQgram
that provides the skills necessary forEE!plication of this model within North
America. This pro9!am will be delivered in an efficient and cost effective
manner utilizing web-based, and/or classroom training, with the
intent of delivering a program resulting in accreditation. Any new required
production classification and wage rate within the manUfacturing work group
shall be review!=d by the National Parties.
The Group training..Erogram may include €!lements s\l.<:h_as
work group effectiveness, improyin3...J?usiness results, technical
including operation and other subjects deemed necessary. Training
required to support manufacturing will be administered comparable
to the National Apprenticeship training program.


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John Fleming.
Executive Vice President
910balManufacturingand
Labor Affairs
work
047A
APPENDIX K
MEMORANDUM OF UlIDERSTANDING
TEMPORARY PART-TIME EMPLOYEES
The parties ze that in certain circumstances, it may be necessary to
utilize Temporary Part-Time employees to the work force. Where
such , their rights and benefits shall be as indicated
belo'tJ:
T
-'- .
sions apply to Temporary Part Time employees hired
on or after File November 19, 2007 Effective Date of
1. Temporary part time employees are employees hired by the Company who
shall normal be scheduled to work any two per week, in addition
to premiulll ect to subparagraph B. below.
A.
B.
On the
al or
they are
are scheduled to work, may be scheduled for
of the hours posted for the to which
They may be scheduled to work daily overtime or on
full-time receive premium pay as such if
di el e full time employees.
for which
do not
C. The utilization of temporary part-time employees shall not be
considered as an infringement of the rights of full time
employees under the Ford-UAW Collective Bargaining
Seniority
may request to di
employees who are
be required to
part-time
who are laid off or who are to be laid off
ace temporary part-time . Seniority
utilized as temporary part-time will
with the work schedule for temporary
D. Seniority who are utilized as temporary part time
employees shall continue to accumulate seniority and shall be
entitled to all the benefits of seniority employees except
Supplemental Benefits (SUB). Such emp will not
be entitled to earn SUB Credit Units on the basis of pay for such
work and will not be considered to be on the active
roll for purposes of credit Guaranteed Income Credit
Units.
2. Temporary part-time employees shall be paid lthe Entry Level rate
identified in Appendix Article I, III W-,- a,b,& c "Wages and Other
Matters" with ion. the regular rate for the jel3---tB


b
language moved from Appendix K, II,
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3. temporary part time employee shall accrue no credit towards ring
seniority. In the event such employees become full time employees, they
shall be considered as rehires and shall receive no credit towards
acquiring seniority for time were employed as temporary part-time
employees.
4. The Company may discharge or terminate a temporary part time employee,
in which case the employee shall have access to the Grievance Procedure
in cases of claimed discrimination on account of race, color, national
, age, sex, or religion.
5. A temporary part time employee shall be entitled to Union
ion, including access to the regular Grievance Procedure, in
cases of alleged violation of rights arising out of this Agreement.
6. For purposes of determining Union representation, temporary part-time
employees will be counted only on days for which are scheduled to
work. Representation will be determined by accumulating the number of
temporary employees utilized each until the number reaches 200 at
which time the Union will be authorized an additional representative
for one (1) day.
7. A temporary part-time employee will be ect to the provisions of
Article II and III of the Ford-UAW Collective Bargaining Agreement.
Monthly dues for temporary part-time employees will be as determined by
the National Ford Department, UAW.
8. A temporary part-time employee will not be ass to an operation
expressly for the purpose of establishing a production standard on that
operation; nor will hi performance be considered either in
establishing a production standard or in a dispute over the production
standard.
9. A temporary part-time employee shall not be covered by the Retirement
Plan, the SUB Plan or the Insurance Program, except as provided in
Sections ID, and 11 and 12 of this Agreement.
A. Such employees shall have only such , privileges,
compensation or benefits as are express provided by the
following provisions of the Ford-UAW Collective Bargaining
Agreements:
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Article IX, Section 5
Article IX, Section 6
Call-In
Shift Premiums
049A
Article IX, 11 -- HoI Premium
Article IX, Section 15 - Medical Treatment
Hours -- Time Allowance
Article X, Section 6 -- Lunch Periods
B. A seniority employee who is affected by a reduction in force and
becomes a temporary part time will be eligible for a
scheduled vacation and excused absence with respect to any
unused vacation/excused absence hours at the time of the
reduction in force. Further, in computing the number of weeks of
enrollment and absences for purposes of determining vacation
eligibility for the succeeding year, the of employment as
a temporary part-time will be counted.
C. A seniority employee who becomes a temporary part time employee
will be entitled, if otherwise eligible, to receive payment for
the wage benefit payments in the following provisions of the
Ford-UAW Collective Bargaining Agreement for days the employee
would have been scheduled to work:
Article IX, Section 18
Article IX, Section 19
Article IX, Section 20
- Jury Duty Pay
Bereavement Pay
Short-term Military Duty Pay
10. Holiday Pay
b
A. A temporary part time will be eligible for holiday pay
as set forth in Article IX, Section 22(a) of the Ford-UAW
Collective Bargaining Agreement provided:
28/2011
( 1) The employee has actually worked at least 90 days
the holiday (s) ;
to
(2) The employee worked the same day(s)as the holiday in the
week prior to the week in which the holiday(s) falls and the
employee would otherwise have been scheduled to work on such
day if it had not been observed as a holiday; and
(3) The employee has worked the last scheduled working

to and the next scheduled working day after such
holiday(s) within the employee's scheduled workweek. In the
case of the Christmas hoI period, as defined in Article
IX, Section 22 (a) (3) (i) of the Ford-UAW Collective
Bargaining Agreement, a temporary part-time employee absent
without excuse on both the last scheduled working day
to and the next scheduled working day after such Christmas
holiday period shall be ineligible for pay for all of the
hoI fallon Monday or Friday within the Christmas
holiday period. An otherwise eligible temporary part-time
employee absent without excuse on either the last scheduled
working prior to or the next scheduled working after
a Christmas holiday shall be eligible to receive

.Pc(
050A
hoI pay for only two (2) of the holidays for which
would otherwise be eligible in the Christmas holiday period.
B. A seniority employee who is laid off in a reduction in force and
becomes a temporary part-time employee will be entitled to
holiday pay provided the meets the el lity
requirements ouclined in A (2) and (3) of this paragraph; except
that, if the employee i eligible for holiday pay under Article
IX, Section 22(d) of the Ford-UAW Collective Bargaining Agreement
the el lity rules in Subparagraph A of this paragraph shall
not apply. However, should the employee quali for Christmas
holiday pay as provided in this Memorandum and Article IX,
Section 22(d), the employee will be provided the greater of the
two Christmas holiday pay entitlements but not both.
C. A probationary who is laid off in a reduction in force
and is utilized as a temporary part-time employee will be
considered for holiday pay purposes as though hired ly as
a temporary part-time employee with the number of days actually
worked as a full time employee counted toward the 90 days
for holiday pay eligibility in Subparagraph A of this
paragraph.
11. Insurance and H-S-M-D
A. Temporary part-time shall be provided life
coverage in the amount of $3,000 and accidental death and
dismemberment insurance coverage in the amount of $1,500. An
employee shall become eligible for such coverages commencing as
of the first of the month following the month of hire or rehire.
The Company shall pay the full premium for these coverages for
any month in which an eligible employee receives pay from the
Company for any time during such month. These coverages shall
cease, if otherwise in effect, as of the day employment is
terminated.
B. Temporary part time employees shall be provided hospital-
-medical drug coverages as specified in Section 1 of the
cal
-BfB-3::-ac:r€iH:-ffle<a-±€i:I:±--€-OV'€'l"aiOle&- (bu t not drug coverage). Pill employee
commencing as
of the first day of the eighth month following the month of hire
or rehire (or earlier as required by law). The Company shall pay
the full amount of the monthly premium for the following month's
coverages for each month an eligible receives pay from
the Company for any time during such month. These coverages shall
cease, if otherwise in effect, as of the last day of the month in
which employment is terminated. It is understood there shall be
no duplication of benefits because of coverages provided under
051A
company programs.
12. Retirement Plan
9.
11.
Economic Hatters
Il
lJith progression.
7\
... I.
.B-.,.
Temporary employees "lill not be able to enroll sponsored dependents.
H-S-M enrollment is limited to the National Preferred Provider
Organization (NPPO) Option, modified to the cost-sharing
requirements shown in the table below:
Annual Deductible
In-Network
Single
Family
Out-of-Network
Single
Fami
Co-Insurance
In-Network
$300
$600
$1,200
$2,100
,
\' ,
\ \i'
\\ /
Out of-Network
Out of-Pocket Maximum
In-Network
10%
35%


b
09/28/2011
7J. ""'-0
S
Family
iLl
$1,000
$2,000
052A
JL
Out of-Network
S
GHiee Visit Co Insurance
No Limit
No Limit
100'6
The Urgent Care Center co-payment and the Emergency Room co-payment
will not apply.
ty for survivors to continue coverage, or for the subject
continue coverage post-emp or for not in
active service will be limited to self-pay continuation that may be
available under federal law.
Temporary employees are not el
coverage in retirement.
for Company health care
retirement.Temporary employees are eligible to participate in the Tax-
Efficient savings Plan for Hourly Employees (TESPHE); however, they are
not eligible for the Supplemental Contribution of an amount equal to
$1.00 for every hour into the TESPHE in lieu of Company
contributions for health care coverage in retirement or Retirement
Contributions.
21 2. Retirement Plan
Temporary employees shall not accrue pension benefits under any Company-
sponsored qualified defined benefit pension plan. However, service earned
from date of hire by such employee as a temporary employee shall be
recognized under such plan solely for eligibility, vesting and participation
with respect to any benefit to which they may be entitled under such plan.
2 This language moved from Appendix K, I, 12
1/230/6
t
09 8/2011

/


053A
APPENDIX M
MEMORANDUM OF UNDERSTANDING
JOB SECURITY PROGRAM--(JSP)
The Company and the Union are committed to enhancing the job security of Ford
Motor Company employees. The parties also recognize that such job security
can only be realized within a work environment which promotes operational
effectiveness, continuous improvement, and competitiveness.
Accordingly, the parties have agreed to this Job Security Program (JSP) , and
have pledged to work together, consistent with this Program and other
provisions of the Collective Bargaining Agreement, to enhance the Company's
competitive position.
The cornerstone of the Program is protection against indefinite layoff for
eligible employees, as eJcpressly provided herein a set of provisions
including job placement and temporary income security - to assist employees
who are impacted by Indefinite Layoff or who are otherwise defined as
surplus.
I. SCOPE OF THE PROGRM!
Nothing in this Agreement is meant to alter the placement practices at Multi-
Plant Employment Locations, as defined in Appendix N, Attachment B.
A. EJEcluded Events
fJ ...... t-
\) CBA1/0246/1
\\ a
~ \ \ } \ 09/26/2011
~
C/
No JSP eligible employee 'dill be laid off during the term of this
}\greement except for the follm:ing reasons:
Volume related declines attributable to market related
conditions as described in the attached letter, Job
security Program JSP Volume Related Layoffs, not to
exceed forty eight (48) 'deeks (inclusive of vacation
shut dmm 'deeks) over the 1 i fe of the }',greement,
Acts of God and other reasons beyond the control of the
Company,
Sale of a part of the Company operations as an ongoing
business,
Layoffs of employees recalled or reassigned to fill
openings knmm in advance to be temporary,
Model change or plant rearrangement.
054A
±±I. JOB SECURITY ELIGIBILITY
i
A. All seniority non-Entry Level employees as of the Effective Date
of the 2011 ¥ere-UAW-Ford National Agreement are covered by
this Memorandum. Such employees are considered IIJSP-eligible
ll
in
that they are covered by the job security provisions of this
Memorandum.
A plant by plant listing of the number of skilled and non-skilled
employees covered by this Memorandum will be provided to the
National Job Security, Operational Effectiveness, and Sourcing
Committee iNJSOESCl and Local Job Security, Operational
Effectiveness, and Sourcing Committees This report
will be updated monthly.
B. Discharged employees who are will maintain their
eligibility upon reinstatement.
e. I'lhen a seniority employee quits, dies, retires, or is placed on
Salary, the seniority employee 'dill be replaced one for one as
soon as possible, but within 30 days, as follows:
D.
Non Skilled
(1) Reeall a seniority employee first from layoff/in plant
protected status from the facility, then from the
preferential placement list or from employees othen:ise
available through the placement hierarchy;
Skilled
(1) Recall a skilled seniority employee from layoff/in
plant protected status from the facility, then from the
preferential placement list or othen:ise available through
the placement hierarchy,
(2) Either (a) transfer a sll:illed trades employee v:orking
in a non skilled job into the trade, or (b) place an
.'\pprentice, or (e) place a retrained journey person,
(3) Hire a neve skilled trades employee
Issues arising from implementation of this Section II (e) '.:ill be
referred to the National Parties for resolution. The NJSOESe is
responsible for tracking attrition separately for non skilled and
skilled employees.
The number of jobs out sourced minus the number of jobs insourced
(as defined in }\ppendix P) 'dill be treated as attrition.
/1
CBAl/0246/2
a
09/26/2011
055A
\ I
JL.
Status \Jill be handled i n.-aeeerdanee ',{ith
HHI. JOB SECURITY PROVISIONS FOR PROTECTED JSP-ELIGIBLE EMPLOYEES
a
o
A. The parties recognize that actions may occur during the course of
0246/3
2011
chis Agreement that will cause the number of JSP Ie
employees to exceed che Company's production requirements. ffle
following provisions shall apply to JSP-eligible
employees who are placed on Indefinite Layoff or who are
otherwise defined as
Protected employee '"ho job offer "ill be placed
on inactive status '",ith no Company or
benefits.
remain in Protected Status until he or she receives an
additional job offer. A Protected employee '."ho declines
additional job offer '.Jill be placed on inactive
Company provided income or benefits.
• A Protected employee ''''ho declines t' .. 'O job offers during t-h-ei-r
t'dO year Protected Status period "Jill, upon declining the
second offer, be placed on inactive status '"ith no Company
provided income or
1
o \:JC 0
056A
J

)L '\
J
GB. In-Zone/Out-of Zone Placements
CBA1/0246/4
a
09 2011
1. Placement of Protected Status JSP eligible employees will be
in accordance with the provisions of Appendix N and associated
Letters of Understanding.
2. Notwithstanding the above, available Protected fJ..t..a.t;.us--JSP
eligible employees will be placed on a combined list of
Protected 8tatus JSP-eligible employees in the same
Preferential Placement Zone who are on Indefinite Layoff or
who are otherwise defined as surplus
Employees in -the same zone (the in-zone list). The number of
ffi:l:€-h
of employees 'liho have been laid off for the
ffoteeted
JSP-eligible employees will be made available for in-zone
placement in inverse order.
3. For placement purposes, employees on the combined in-zone list
will be offered the opportunity to volunteer for openings;
volunteers will be placed in seniority order. Absent
volunteers, the junior employee on the combined in-zone
Preferential Placement list must transfer to the new location.
An available Protected JSP-eligible employee mandatorily
transferred permanently to another location may remain at the
secondary location until afforded an opportunity to "return
home" in accordance with Appendix 0 or until the employee is
laid off from that location, at which time the employee may
elect options available under Article VIII, Section l(b) of
the Collective Bargaining Agreement.
4. Available Protected Status and JSP-eligible employees on
Indefinite Layoff or who are otherwise defined as SUrplus will
be offered the opportunity to volunteer for out-of zone
opportunities.
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Mr. JimmY$ettles
Vice President and Director
UAW, National Ford Department
8000 East Jefferson Avenue
Detroit, Michigan 48214
Dear Mr. Settles:
XXjxxjxxxx
Subject: UAW Retiree Medical Benefits Trust
During these negotiations, the Company and the UAW discussed the prospect of
diversions to the UAW Retiree Medical Benefits Trust ("VEBA") of amounts
otherwise_payable in profit shari
ll
g. Without makiIlg any commitment to the
underlying concept, the Company expressed serious accounting, tax, legal, and
oth:er concerns with respect to any such proposal. The parties agree to
continue discussions on this topic and bring them to conclusion within 12
months following ratification of the 2011 UAW Ford Collective Bargaining
Agreement to determine whetl1er these concerns can be adequately a d d r ~ s s e d to
the <::ompany's satisfaction. If the Compa,ny's concerns are resolved, then the
parties are empowered to so divert 10% of such profit sharing payments
annually.
Concur:
Jimmy Settles
Very truly yours,
Rick Popp,
Director
Employee Benefits, Human Resources

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