UAW Concessions?

Well, they're definitely going to get lots and lots of money....but it's not going to save them. Certainly not in their current form. Their "restructuring plan", factors in robust sales, and well, without our former "easy credit for all" program.....robust sales aren't in the cards anytime soon. Certainly not in 2009.

Credit is pretty much only available to people who *don't* need it right now. And credit isn't going to available to the masses like it has been....not for a long time. All of these banks are shrinking their balance sheets like crazy. They're also signing up to be "bank holding companies" like crazy.....because they need deposits....and they want access to the TARP funds. This means the 30 and 40-1 leverage days are over because they'll be regulated by the Federal Reserve. That's an extraordinary amount of money that is no longer available for lending to the general public.

We're going to be licking our wounds for some time.....and unfortunately debt-burdened behemoths like GM are going to have a tough time making it....even with billions from us.
 
The key word there is NEW. What about the old employees, they HAVE to take a pay cut.

The old employees have taken lots of concessions with this new contract! Including cutting LOTS of jobs and agreeing to the company replacing UAW workers with outside company contract workers to do the jobs such as janitorial work and quality/inspection work.

And yes all new UAW employess will be making $14 an hour. Most of the UAW work force is at or almost at retirement age. So with the new contract it wouldn't take long before all UAW workers are at $14 an hr.
 
No,the union does not vote on salary employees. However, the salary employees have been willing to take cutbacks. The union members have not.

What are the benefits of the union? Following info. is taken from the UAW site.
Pay? link

The contracts for the Big 3 (from UAW site)
General Motors link
Chrysler Hourlylink
Chrysler Salary link
Ford Hourly link
Ford Salary link

Current employees hiring in will not do so at any decrease of benefits- they recieve (per contract) the same ones as the other union members.
Of special interest look under pensions (especially GM. The UAW admits that Gm tried to get them to take less benefits because the company was in financial trouble, and the union fought it..and won), take a look at the #750 lump sum raise that Ford gave it's union workers just to get a contract signed and get them back to work (in fairness, I don't know how keen I'd be to go to work if I could sit at home on my bum...and still get most of my pay.), a click on the Wages/summaries section is also an eye opener. The auto makers wanted $14 an hour...that isn't what was agreed to, though.

It is all there in black and white-in the UAW's own words...
the union member's knew the shape that the big 3 were in...knew that they were potentially looking at not only lay-off's but the very real probability of plant closings...they still negotiated the way they did. And now, want our tax dollars, too?:sad2:
 
The old employees have taken lots of concessions with this new contract! Including cutting LOTS of jobs and agreeing to the company replacing UAW workers with outside company contract workers to do the jobs such as janitorial work and quality/inspection work.

And yes all new UAW employess will be making $14 an hour. Most of the UAW work force is at or almost at retirement age. So with the new contract it wouldn't take long before all UAW workers are at $14 an hr.

What is the new hourly pay for the old employees? What is the new health benefit for the old employees? What is the new retirement (pension plan) for the old employees?
 
What is the new hourly pay for the old employees? What is the new health benefit for the old employees? What is the new retirement (pension plan) for the old employees?

From the UAW site (link in my above post)

GM:
UAW-represented GM workers who are on the active roll on the effective date of the agreement will receive an up-front settlement bonus of $3,000. Workers on pre-retirement leave, in protected status, on temporary layoff, on Family and Medical Leave or various other leaves of absence of not more than 90 days, are also eligible, as are workers with retirements processed for an effective date of Oct. 1. The settlement bonus will be paid in the second pay period following official notification of the agreement’s ratification.

Three additional bonuses will be paid in the second, third and fourth years of the agreement. In October 2008, UAW GM workers with seniority as of Sept. 15, 2008, will receive a lump-sum performance bonus equal to 3 percent of qualified earnings (including base wages, COLA, overtime, shift and seven-day operator premiums, call-in pay, vacation, holiday and other paid time off) over the preceding 52 pay periods. In October 2009, workers with seniority as of Sept. 21, 2009, will receive a lump-sum bonus equal to 4 percent of qualified earnings. A final performance bonus, equal to 3 percent of qualified earnings, will be paid in October 2010, to workers with seniority as of Sept. 20, 2010.


Total economic gains from the proposed agreement add up to $13,056 for a typical GM assembler, based on a standard, 2,080-hour year and 10 percent overtime. That figure includes the $3,000 settlement bonus; performance bonuses of 3 percent, 4 percent and 3 percent, and projected cost-of-living adjustments, after diversions.

Cost-of-Living Protection
The proposed agreement maintains the existing COLA formula, based on the CPI-W for all items less medical care. $2.03 of the current $2.08 COLA float will be folded into base wage rates as of the effective date of the agreement. The remaining 5 cents will be the initial COLA float.

The 2-cent quarterly diversion agreed to in the 2005 UAW-GM health care settlement agreement will continue and be made permanent. An additional 4 cents per quarter will be diverted to fund the new VEBA that will secure lifetime health benefits for current and future retirees. A final 4 cents per quarter will be diverted to defray the cost of health care benefits for active workers.

These diversions will be taken in the order listed. There will be no “catch-up” diversions if a quarterly COLA adjustment is less than 10 cents


Profit Sharing
The profit-sharing formula will continue unchanged. Your bargaining team resisted management attempts to put a cap on profit-sharing payouts; UAW GM workers will share fully in any profits that their hard work and sacrifice make possible.

New Hires' 401(k)
GM will contribute $1 per compensated hour into all new hires' 401(k) plans.

Independence Day Week Shutdown Pay
The proposed agreement maintains the Independence Day week shutdown at GM. During the week of the Independence Day holiday, seniority UAW workers will receive four days (32 hours) off at their regular rate of pay, including shift and seven-day operation premiums. Eligibility is unchanged from the 2003-2007 agreement.
Over the term of the proposed agreement, the 32 hours of shutdown pay are worth an average of $950 each year for a typical GM assembler.



Couldn't copy the actual table showing the pay raises, sorry. It is at the link, though.
link

If follow the links I gave in my previous post, you will see all 3's new contracts. Once at the link, the navigators to the left of the page will take you where you need to go.:)
 
As for the $14.61 who would be getting it? All assembly jobs (new hires?)? NO.
From the UAW site:
GM
New Wage and Benefit Structure

for Entry-Level Employees

To keep work in UAW GM plants, and to create a realistic possibility of adding work for future growth, the proposed agreement establishes a new pay structure for entry-level employees. The new structure applies to what GM calls “non-core” jobs in all its facilities.

Examples of “non-core” jobs include, but are not limited to, material movement, general stores management, finished vehicle driving, paint mix room, chemical management and subassembly.

Workers hired in under the entry-level structure will have the opportunity for traditional UAW GM jobs as positions become available.

Entry-Level Wages
The new entry-level wage structure applies to UAW-represented workers in non-core jobs hired on or after the effective date of the proposed agreement. Temporary employees who were on the rolls prior to the effective date, and are subsequently converted to permanent status, are not considered entry-level employees and will receive traditional wages.

The entry-level wage structure, which is modeled after the UAW-Delphi agreement, has two key elements:

• New wage rates for three classification groupings.

•A new wage formula that provides annual increases tied to either (a) the percentage increase in average hourly earnings, excluding overtime, of workers in the U.S. manufacturing sector or (b) the annual rate of inflation, whichever is greater. Increases will take effect in the first pay period of each calendar year.

In addition to annual wage formula increases, entry-level workers with seniority as of the designated eligibility date will receive performance bonuses in each year of the four-year agreement. An entry-level worker’s performance bonus will be equal to 3 percent of qualified earnings during the previous 52 pay periods. Performance bonuses will be paid in May 2008, 2009, 2010 and 2011, based on April eligibility dates.

Entry-level workers are not eligible for pay for the Independence Day holiday week. Workers not scheduled to work during that period will have the option of using vacation hours or taking an unpaid leave of absence.

Entry-Level Benefits
Entry-level workers will be covered by a separate benefit plan, including the following elements:

• A cash balance defined-benefit retirement plan: GM will deposit 6.4 percent of workers’ wages into a portable retirement plan, which will accrue interest tied to the 30-year U.S. Treasury bond.

• Health care plan: Entry-level workers will be covered by a health care plan, with annual in-network deductibles of $300 single/$600 family. Coinsurance will be 10 percent in-network, with an annual cap on out-of-pocket expenditures of $1,000 single/$2,000 family. To defray these costs, GM will reimburse workers up to $300 single/$600 family annually from a flexible health care spending account. Entry-level workers will be eligible for dental coverage and a vision exam after three years, and for full vision coverage after five years.

• Supplemental Unemployment Benefits: Entry-level workers with at least one but less than three years seniority will be eligible for 26 weeks of SUB. That increases to 52 weeks (which can be extended) for workers with three or more years seniority.



Once again, table would not copy and paste. So, here is the link

Pension Plans? Once again using GM-

Pension Gains for Current, Future Retirees
Your UAW bargaining team resisted persistent proposals from General Motors for radical changes in our pension plan and succeeded in negotiating significant improvements.

The corporation pursued numerous takeaways such as: freezing all credited service, imposing new restrictions on early retirements, and eliminating the Social Security age-creep patch which replaces the benefits lost due to the gradual increase in the Social Security normal retirement age.

Your bargaining team forged an agreement that provides significant benefit increases for current and future retirees.

Credited Service
The UAW has periodically negotiated pension credited service increases covering periods when GM workers lost service due to layoffs and sick leaves. In this bargaining session, the union negotiated an improvement that a worker’s credited service as of Dec. 31, 1995, would never be less than the worker’s seniority at that date.

Interim Supplement
The interim supplement is paid to retirees who retire prior to their Social Security 80 percent date and who have fewer than 30 years of credited service. This benefit is paid until that date in addition to the basic benefit described above, but is reduced for early retirement. The amount per month per year of credited service, under the current agreement, payable at retirement ages 60 and 61, is $47.30. The corresponding amounts negotiated under the proposed agreement are $48.25, effective Oct. 1, 2007; $48.45, effective Oct. 1, 2008; $48.65, effective Oct.1, 2009; and $48.85, effective Oct. 1, 2010. Reduced amounts will be paid for retirees at younger ages.


Retirements Under the New Contract
Basic Benefit Rate
The basic benefit rate is increased in each year of the proposed four-year agreement. These increases will total $2.65 per month per year of credited service by the final year of the agreement. The increases will be effective Oct. 1 of each year of the agreement.



Insurance Overpayments
Beginning Oct. 1, 2007, retirees who have an outstanding overpayment under the Life and Disability Benefits Program will have their basic benefit rate increases reduced by 50 percent until their debt is repaid.

Temporary Benefit
The temporary benefit is paid to retirees who qualify for either a total and permanent disability retirement and are not eligible for a Social Security disability income benefit, or for a mutually satisfactory retirement, and in either case have not reached their Social Security 80 percent date. This benefit is paid until that date in addition to the basic benefit described above, unreduced for early retirement. The proposed temporary benefits are shown below:



30-and-Out Supplement
The 30-and-out benefits will be increased $150 for workers who retire before their Social Security 80 percent date during the term of the agreement. This will increase the 30-and-out income from the current $3,020 to $3,170 per month in the fourth year of the agreement. The 30-and-out monthly benefits for workers who retire under the proposed agreement are displayed below:



Current Retirees
Basic Benefit and 30-and-Out Supplement
The UAW has once again remembered our retirees and surviving spouses who retired prior to Oct.1, 2007. In this proposed agreement, the basic benefit rate has been increased by $2 per month per year of credited service. Those retirees receiving a 30-and-out supplement will receive a $120 increase in the total amount payable to them, inclusive of the basic benefit rate increase. All increases are effective Oct. 1, 2007.

Temporary Benefit and Interim Supplement
Retirees receiving a temporary benefit will receive an increase of $1 per month per year of credited service, to a maximum of $30 per month. Retirees receiving an interim supplement will receive an increase of 95 cents per month per year of credited service, reduced if retirement was before age 60. These will be paid in addition to the increased basic benefit.

Retiree Lump-Sum Bonus
UAW GM retirees and surviving spouses, whose benefit started before Oct. 1, 2007, will receive four lump-sum payments during the proposed 2007-2011 agreement. The payment for December 2007 will be $700 for all retirees and $455 for all surviving spouses. The lump-sum payments to be made in December 2008, December 2009 and December 2010 will be $23.33  times years of credited service, with a minimum of $233.33 and a maximum of $700. Surviving spouses will receive 65 percent of the retiree amount. Examples are as follows:



Special Survivor Option
Benefits under the special survivor option will be increased to $14.10 per month per year of credited service, effective Oct.1, 2007.

Delphi "Gap" Issues Resolved
Your bargaining team was determined to further protect former GM workers impacted by the Delphi spin-off. As a result, under this proposed agreement these workers, both active and retired, will receive the same pension increases, pension lump sums, and Social Security "creep" benefits as similar GM workers.

Improving Participation and Performance in the Personal Savings Plan (PSP)
As a result of recent federal legislation and in an effort to boost members’ retirement savings, a new automatic enrollment program will become effective July 1, 2008, or as soon as practicable thereafter. This program will apply to future hires and members who currently do not participate in the savings plan.

Under the auto-enrollment program, 3 percent of eligible weekly earnings will be deducted from pay and contributed into a default fund if a different investment choice is not selected. Members who do not want to participate in a Personal Savings Plan (PSP) will be able to opt out of the program within the 90-day advance notice and election period.

The default funds are life-cycle funds, designed to be growth-oriented at younger ages and protective of assets at ages approaching retirement. Per current PSP rules, members in the program can change investment selections and contribution percentages at any time. Auto-enrollment programs have been successfully implemented at a number of companies and can enhance the PSP as a valued supplement to our pension plan.

In addition, it is well-known that small differences in funds’ fees and expenses can have a dramatic effect on investment returns over the course of a working career. Accordingly, the UAW and the corporation agreed to jointly select an independent consultant in 2009 to evaluate the fees and expenses charged to members, as well as the performance of all funds in the PSP.

New Investment Option
The proposed agreement adds the Ariel Fund (a Mid Cap Blend Fund) as an additional investment choice for our members.

Phased Retirement Study
The Pension Protection Act of 2006 liberalized provisions relating to workers’ eligibility for phased retirement, an option whereby a worker can transition to retirement by gradually reducing worktime and gradually increasing retirement time. The UAW and the corporation agreed to study the feasibility of offering a phased retirement program on a pilot basis.


linkhttp://www.uaw.org/contracts/07/gm/gm06.php

To me, the opening sentence under pensions says it all.
Quote:Your UAW bargaining team resisted persistent proposals from General Motors for radical changes in our pension plan and succeeded in negotiating significant improvements.
 
The key word there is NEW. What about the old employees, they HAVE to take a pay cut. Did they take a pay cut to $47 an hour?

I think you need to know that NO one MAKES $47 an hour - I do not know how you got that misinformation.


From CNN earlier this year:
The current veteran UAW member at GM today has an average base wage of $28.12 an hour, but the cost of benefits, including pension and future retiree health care costs, nearly triples the cost to GM to $78.21, according to the Center for Automotive Research.

$28 an hour is not close to $47
 
From CNN earlier this year:
The current veteran UAW member at GM today has an average base wage of $28.12 an hour, but the cost of benefits, including pension and future retiree health care costs, nearly triples the cost to GM to $78.21, according to the Center for Automotive Research.

$28 an hour is not close to $47

Look, I think most of us would reasonably conclude that what an employee makes is composed of both the actual monetary component as well as the value of those "benefits" which an employee receives but does not pay for out of pocket.
 
I think you need to know that NO one MAKES $47 an hour - I do not know how you got that misinformation.


From CNN earlier this year:
The current veteran UAW member at GM today has an average base wage of $28.12 an hour, but the cost of benefits, including pension and future retiree health care costs, nearly triples the cost to GM to $78.21, according to the Center for Automotive Research.

$28 an hour is not close to $47

Right - they don't get that benefit money - it's applied to their health care and possibly 401k contribution........

I think the Japanese workers have universal health care - hence that cost is not built into the car........
 
Look, I think most of us would reasonably conclude that what an employee makes is composed of both the actual monetary component as well as the value of those "benefits" which an employee receives but does not pay for out of pocket.
Absolutely. Most national/international companies usually give their employees an annual snapshot of their "true" compensation, and this shows salary in one category and "benefits" in another category and the whole shebang is added up to illustrate to the employee how much they are REALLY being paid.

(And by the way, I almost spit out my teeth when I saw the $78/hour figure. :scared1: Way too high.)

Yeah, $28 and $48 aren't the same number, but your argument got trumped by your own admitted figure of $78. Show me a non-unionized industry that draws such a wage from its standard, non-executive, non graduate school/professional degree'ed employees.
 
My FIL retired from the Chevy Plant in Parma, OH after 38 years. He was here this weekend and I asked about his medical benefits. He pays $22/mo for him and my MIL...although he admitted he only just started having to pay the $22/mo. And they have EVERYTHING, cadillac insurance. I don't know where I stand on all this I do enjoy reading everyones posts. My inlaws can afford to pay more for their insurance and are of medicare age, so while I don't want to see their retirement pulled out from under them. I do think they can contribute a little more to their benefits.
 
I think Rick Wagoner has done a marvelous job at GM. He has a great plan installed however GM's luck has been horrible. They have punched in the face over and over again.

1. They had to deal with the Delphi bankruptcy which cost GM billions in cash and a billions production cost, mostly due to settling union issues.

2. American Axle went through a strike recently which was another set back to GM. They once again were forced to come to the table.

3. The mortgage failure cost GM big. GMAC was hit hard & continues to take a beating.

4. GM is fighting 30 years of public misperception. Here is an interesting story regarding the US auto industry. http://www.freep.com/article/20081117/COL14/811170379

5. The Big 3 face our government inaction when it comes to monetary manipulation. At the current exchange rate, Toyota enjoys almost a $4000 per car benefit based on Japan weak yen. Japan has artificially keep it's yen devalued for decades.

6. Governmental laws hand-cuff management at the Big 3 when it comes to unions. They have little controlled when it comes to labor.

Finally, are union members overpaid and receive out of this world benefits. Yeah, job banks are ridiculous and paying workers health-care till they die is unheard of anywhere else.

So, yeah the Unions should pitch in and take some needed cuts. Management should also take a wage cut in order to symbolize the unity with labor.

I'd also like to mention for as much as the Unions are over paid. The foreign implants are paying too little for their employees. They probably deserve a raise.
 
I think you need to know that NO one MAKES $47 an hour - I do not know how you got that misinformation.


From CNN earlier this year:
The current veteran UAW member at GM today has an average base wage of $28.12 an hour, but the cost of benefits, including pension and future retiree health care costs, nearly triples the cost to GM to $78.21, according to the Center for Automotive Research.

$28 an hour is not close to $47

$47 is including the benefits. From my understanding Honda with benefits, the pay = $47 an hour. So basically, people at GM make too much money with their benefits.
 
As for the $14.61 who would be getting it? All assembly jobs (new hires?)? NO.
From the UAW site:
GM
New Wage and Benefit Structure

for Entry-Level Employees

To keep work in UAW GM plants, and to create a realistic possibility of adding work for future growth, the proposed agreement establishes a new pay structure for entry-level employees. The new structure applies to what GM calls “non-core” jobs in all its facilities.

Examples of “non-core” jobs include, but are not limited to, material movement, general stores management, finished vehicle driving, paint mix room, chemical management and subassembly.

Workers hired in under the entry-level structure will have the opportunity for traditional UAW GM jobs as positions become available.

Entry-Level Wages
The new entry-level wage structure applies to UAW-represented workers in non-core jobs hired on or after the effective date of the proposed agreement. Temporary employees who were on the rolls prior to the effective date, and are subsequently converted to permanent status, are not considered entry-level employees and will receive traditional wages.

The entry-level wage structure, which is modeled after the UAW-Delphi agreement, has two key elements:

• New wage rates for three classification groupings.

•A new wage formula that provides annual increases tied to either (a) the percentage increase in average hourly earnings, excluding overtime, of workers in the U.S. manufacturing sector or (b) the annual rate of inflation, whichever is greater. Increases will take effect in the first pay period of each calendar year.

In addition to annual wage formula increases, entry-level workers with seniority as of the designated eligibility date will receive performance bonuses in each year of the four-year agreement. An entry-level worker’s performance bonus will be equal to 3 percent of qualified earnings during the previous 52 pay periods. Performance bonuses will be paid in May 2008, 2009, 2010 and 2011, based on April eligibility dates.

Entry-level workers are not eligible for pay for the Independence Day holiday week. Workers not scheduled to work during that period will have the option of using vacation hours or taking an unpaid leave of absence.

Entry-Level Benefits
Entry-level workers will be covered by a separate benefit plan, including the following elements:

• A cash balance defined-benefit retirement plan: GM will deposit 6.4 percent of workers’ wages into a portable retirement plan, which will accrue interest tied to the 30-year U.S. Treasury bond.

• Health care plan: Entry-level workers will be covered by a health care plan, with annual in-network deductibles of $300 single/$600 family. Coinsurance will be 10 percent in-network, with an annual cap on out-of-pocket expenditures of $1,000 single/$2,000 family. To defray these costs, GM will reimburse workers up to $300 single/$600 family annually from a flexible health care spending account. Entry-level workers will be eligible for dental coverage and a vision exam after three years, and for full vision coverage after five years.

• Supplemental Unemployment Benefits: Entry-level workers with at least one but less than three years seniority will be eligible for 26 weeks of SUB. That increases to 52 weeks (which can be extended) for workers with three or more years seniority.



Once again, table would not copy and paste. So, here is the link

Pension Plans? Once again using GM-

Pension Gains for Current, Future Retirees
Your UAW bargaining team resisted persistent proposals from General Motors for radical changes in our pension plan and succeeded in negotiating significant improvements.

The corporation pursued numerous takeaways such as: freezing all credited service, imposing new restrictions on early retirements, and eliminating the Social Security age-creep patch which replaces the benefits lost due to the gradual increase in the Social Security normal retirement age.

Your bargaining team forged an agreement that provides significant benefit increases for current and future retirees.

Credited Service
The UAW has periodically negotiated pension credited service increases covering periods when GM workers lost service due to layoffs and sick leaves. In this bargaining session, the union negotiated an improvement that a worker’s credited service as of Dec. 31, 1995, would never be less than the worker’s seniority at that date.

Interim Supplement
The interim supplement is paid to retirees who retire prior to their Social Security 80 percent date and who have fewer than 30 years of credited service. This benefit is paid until that date in addition to the basic benefit described above, but is reduced for early retirement. The amount per month per year of credited service, under the current agreement, payable at retirement ages 60 and 61, is $47.30. The corresponding amounts negotiated under the proposed agreement are $48.25, effective Oct. 1, 2007; $48.45, effective Oct. 1, 2008; $48.65, effective Oct.1, 2009; and $48.85, effective Oct. 1, 2010. Reduced amounts will be paid for retirees at younger ages.


Retirements Under the New Contract
Basic Benefit Rate
The basic benefit rate is increased in each year of the proposed four-year agreement. These increases will total $2.65 per month per year of credited service by the final year of the agreement. The increases will be effective Oct. 1 of each year of the agreement.



Insurance Overpayments
Beginning Oct. 1, 2007, retirees who have an outstanding overpayment under the Life and Disability Benefits Program will have their basic benefit rate increases reduced by 50 percent until their debt is repaid.

Temporary Benefit
The temporary benefit is paid to retirees who qualify for either a total and permanent disability retirement and are not eligible for a Social Security disability income benefit, or for a mutually satisfactory retirement, and in either case have not reached their Social Security 80 percent date. This benefit is paid until that date in addition to the basic benefit described above, unreduced for early retirement. The proposed temporary benefits are shown below:



30-and-Out Supplement
The 30-and-out benefits will be increased $150 for workers who retire before their Social Security 80 percent date during the term of the agreement. This will increase the 30-and-out income from the current $3,020 to $3,170 per month in the fourth year of the agreement. The 30-and-out monthly benefits for workers who retire under the proposed agreement are displayed below:



Current Retirees
Basic Benefit and 30-and-Out Supplement
The UAW has once again remembered our retirees and surviving spouses who retired prior to Oct.1, 2007. In this proposed agreement, the basic benefit rate has been increased by $2 per month per year of credited service. Those retirees receiving a 30-and-out supplement will receive a $120 increase in the total amount payable to them, inclusive of the basic benefit rate increase. All increases are effective Oct. 1, 2007.

Temporary Benefit and Interim Supplement
Retirees receiving a temporary benefit will receive an increase of $1 per month per year of credited service, to a maximum of $30 per month. Retirees receiving an interim supplement will receive an increase of 95 cents per month per year of credited service, reduced if retirement was before age 60. These will be paid in addition to the increased basic benefit.

Retiree Lump-Sum Bonus
UAW GM retirees and surviving spouses, whose benefit started before Oct. 1, 2007, will receive four lump-sum payments during the proposed 2007-2011 agreement. The payment for December 2007 will be $700 for all retirees and $455 for all surviving spouses. The lump-sum payments to be made in December 2008, December 2009 and December 2010 will be $23.33  times years of credited service, with a minimum of $233.33 and a maximum of $700. Surviving spouses will receive 65 percent of the retiree amount. Examples are as follows:



Special Survivor Option
Benefits under the special survivor option will be increased to $14.10 per month per year of credited service, effective Oct.1, 2007.

Delphi "Gap" Issues Resolved
Your bargaining team was determined to further protect former GM workers impacted by the Delphi spin-off. As a result, under this proposed agreement these workers, both active and retired, will receive the same pension increases, pension lump sums, and Social Security "creep" benefits as similar GM workers.

Improving Participation and Performance in the Personal Savings Plan (PSP)
As a result of recent federal legislation and in an effort to boost members’ retirement savings, a new automatic enrollment program will become effective July 1, 2008, or as soon as practicable thereafter. This program will apply to future hires and members who currently do not participate in the savings plan.

Under the auto-enrollment program, 3 percent of eligible weekly earnings will be deducted from pay and contributed into a default fund if a different investment choice is not selected. Members who do not want to participate in a Personal Savings Plan (PSP) will be able to opt out of the program within the 90-day advance notice and election period.

The default funds are life-cycle funds, designed to be growth-oriented at younger ages and protective of assets at ages approaching retirement. Per current PSP rules, members in the program can change investment selections and contribution percentages at any time. Auto-enrollment programs have been successfully implemented at a number of companies and can enhance the PSP as a valued supplement to our pension plan.

In addition, it is well-known that small differences in funds’ fees and expenses can have a dramatic effect on investment returns over the course of a working career. Accordingly, the UAW and the corporation agreed to jointly select an independent consultant in 2009 to evaluate the fees and expenses charged to members, as well as the performance of all funds in the PSP.

New Investment Option
The proposed agreement adds the Ariel Fund (a Mid Cap Blend Fund) as an additional investment choice for our members.

Phased Retirement Study
The Pension Protection Act of 2006 liberalized provisions relating to workers’ eligibility for phased retirement, an option whereby a worker can transition to retirement by gradually reducing worktime and gradually increasing retirement time. The UAW and the corporation agreed to study the feasibility of offering a phased retirement program on a pilot basis.


linkhttp://www.uaw.org/contracts/07/gm/gm06.php

To me, the opening sentence under pensions says it all.
Quote:Your UAW bargaining team resisted persistent proposals from General Motors for radical changes in our pension plan and succeeded in negotiating significant improvements.

Thank you!
 
Absolutely. Most national/international companies usually give their employees an annual snapshot of their "true" compensation, and this shows salary in one category and "benefits" in another category and the whole shebang is added up to illustrate to the employee how much they are REALLY being paid.

(And by the way, I almost spit out my teeth when I saw the $78/hour figure. :scared1: Way too high.)

Yeah, $28 and $48 aren't the same number, but your argument got trumped by your own admitted figure of $78. Show me a non-unionized industry that draws such a wage from its standard, non-executive, non graduate school/professional degree'ed employees.

::yes::
Adding in their benefits (which are way better than mine-and I have good ones), they make more than me. And I have a Master's degree. A freaking Master's, for crying out loud.:sad2: I am salary but at an hourly equivalant to my pay-they make almost as much as me. Add in those benefits-and they blow my "job worth' out of the water!

The "sizzling" pt is that now they want to use my tax dollars to insure their job...when they elected union leaders to do that for them,already.( :banana: Oh boy. Whooo Hooo. I get to help pay a bail out for someone who has done better financially for years.:banana: Even better, the union supporters think I shouldn't be upset about this. After all, they have been wronged. :laughing: )
And yes, Toyota workers make less, do not have the pension paved with green, and pay more on their benefits...but their companies have not been facing the massive lay-offs, nor do they have a "bankruptcy" cloud looming on the horizon...the workers took less immediately and long term will have more.
The unions haven't figured out the most simplistic factor to business...making the company money makes the employee money because it insures job security.
 
Good column today by George Will. I don't always agree with him, but I think he's got the GM mess about right. I post it in its entirety:

In Detroit, Failure's a Done Deal
By George F. Will

"Nothing," said a General Motors spokesman last week, "has changed relative to the GM board's support for the GM management team during this historically difficult economic period for the U.S. auto industry." Nothing? Not even the evaporation of almost all shareholder value?

GM's statement comes as the mendicant company is threatening to collapse and make a mess unless Washington, which has already voted $25 billion for GM, Ford and Chrysler, provides up to $50 billion more -- the last subsidy until the next one. The statement uses the 11 words after "team" to suggest that the company's parlous condition has been caused by events since mid-September. That is as ludicrous as the mantra that GM is "too big to fail." It has failed; the question is what to do about that.

The answer? Do nothing that will delay bankrupt companies from filing for bankruptcy protection, so that improvident labor contracts can be unraveled, allowing the companies to try to devise plausible business models. Instead, advocates of a "rescue" propose extending to Detroit the government's business model for the nation -- redistributing wealth from the successful to the failed, an implausible formula for prosperity.

Some opponents of bankruptcy say: GM must not be allowed to fail before it perfects batteries for its electric-powered Volt, which supposedly is a key to the company's resurrection. This vehicle was concocted to serve GM's prolonged attempt to ingratiate itself with the few hundred environmentally obsessed automotive engineers in Congress. They have already voted tax credits of up to $7,500 for purchasers of such cars -- bribes that reveal doubts about consumer enthusiasm for them at a price that would reflect cost.

Congress could help the Detroit Three by allowing them, when meeting CAFE (corporate average fuel economy) standards imposed by Congress, to count fuel-efficient cars they import from their overseas factories. Congressional Democrats oppose that because those imports are not made by members of the United Auto Workers. Those Democrats, their rhetoric notwithstanding, really care most about the union. "Saving the planet" comes second and last comes the health of the auto companies.

Some opponents of bankruptcy stress that it might terminate health-care coverage enjoyed by UAW retirees who are too young for Medicare. Think about that. If people want to retire before 65, or 35 for that matter, that is their business. But there is no public interest in protecting the luxury of retirement in the prime of life just because in palmy days a private contract between a union and a corporation established it as an entitlement for all seasons.

In his new book, "The Great Inflation and Its Aftermath," Post columnist Robert Samuelson recalls that in 1950, when GM signed a five-year contract with the UAW, Fortune magazine celebrated this as the "Treaty of Detroit." Under "pattern bargaining," Ford and Chrysler struck similar bargains, thereby eliminating competition in labor costs. In 1950, the Big Three's share of America's domestic auto market was about 95 percent, Japan's and Germany's war-smashed economies were feeble, and the VW Beetle was a barely discernible harbinger of a huge threat. The Big Three and the UAW probably did not doubt the immortality of their oligopoly.

Six decades later, a "rescue" without bankruptcy will make those four entities wards of government. Doing so would make the five entities (including Washington) collaborators in unfair competition with America's thriving automobile industry that employs 113,000 Americans making vehicles containing many American-made components, but with foreign, mostly Japanese, nameplates. As Detroit continues to shrink, many American jobs "lost" will be regained in this industry, and its American suppliers, as Americans continue to buy cars. (Disclosure: Mrs. Will, who drives a GM product, is a public relations consultant for the Japan Automobile Manufacturers Association.)

The Economist reports that as recently as 2005, Americans bought more cars than did China, India, Russia and Brazil, combined. This year those four will buy more than Americans buy, but that is, potentially, good news for Detroit. In America's saturated market, there is almost one car for every person of driving age; in China there are three for every 100, and fewer than that in India. The Economist reports that in the next 40 years, the world's automobile fleet will surge from 700 million to 3 billion. After being restructured through bankruptcy, the Detroit Two, or One, might flourish. Let's find out. The ruinous alternative is to squander, in a doomed attempt to "save jobs," more scores of billions of dollars of scarce capital that will then be unavailable for job-creating investments in rising industries.
 
Unions were necessary "back in the day" when companies more or less had monopolies, business was nearly all local, and there was little competition or motivation to treat employees well (think Chinese sweat shops today). Now? We have laws and regulations and a global economy with lots of competition. Unions have not adapted and their contracts are now dragging down the companies that keep them alive and will eventually kill both the company and the union (and the employees by proxy). Unions today do more harm than good in general (my mother still is part of a union and my father was before retiring, so I'm not just speaking out of hand). They might help in some instances, but for the most part I see them as a one step forward, two steps back situation. Eventually they will cause their industries to fail if they don't adapt to the modern economy and there will be no union, no company, and no jobs for any of them.

:thumbsup2 Well said.
 















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